R 281300Z FEB 20 MID510000997992U FM COMNAVRESFOR NORFOLK VA TO NAVRESFOR INFO ASSTSECNAV MRA WASHINGTON DC CNO WASHINGTON DC COMNAVRESFORCOM NORFOLK VA COMNAVPERSCOM MILLINGTON TN COMNAVAIRFORES SAN DIEGO CA COMNAVIFORES FORT WORTH TX COMNAVRESFOR NORFOLK VA BT UNCLAS ALNAVRESFOR 006/20 MSGID/GENADMIN/COMNAVRESFOR NORFOLK VA/N1/FEB// SUBJ/FISCAL YEAR 2020 RESERVE PERSONNEL PROGRAMS EXCELLENCE AWARD BENCHMARKS.// REF/A/DOC/CNO WASHINGTON DC/121637ZNOV19// REF/B/MSG/CNO WASHINGTON DC/162058ZAPR18// REF/C/MSG/CNO WASHINGTON DC/231840ZAPR18// REF/D/PUB/BUPERS/17JAN17// REF/E/DOC/OPNAV/22FEB12// NARR/REF A IS NAVADMIN 254/19, CULTURE OF EXCELLENCE. REF B IS NAVADMIN 095/18, BRILLIANT ON THE BASICS II PART A REVISITING THE BASICS. REF C IS NAVADMIN 100/18, BRILLIANT ON THE BASICS II PART B ENGAGEMENT. REF D IS BUREAU OF NAVAL PERSONNEL CAREER COUNSELOR HANDBOOK. REF E IS OPNAVINST 1040.11D, NAVY ENLISTED RETENTION AND CAREER DEVELOPMENT PROGRAM.// POC/CEDAR/NCCM/COMNAVRESFORCOM N15/TEL:(757) 322-5774/ DSN 322-5774/ E-MAIL: KIMBERLY.CEDAR(AT)NAVY.MIL// RMKS/1. This ALNAVRESFOR highlights Fiscal Year (FY) 2019 Navy Reserve Personnel Program Excellence force trends and behaviors as well as outlines FY-20 Reserve Personnel Program Excellence Award (RPPEA) benchmark criteria. Additionally, this message is intended to reemphasize our commitment towards promoting a Culture of Excellence in line with reference (a), and the need to retain the best and brightest talent on our Navy team. 2. FY-19 Trends and Behavior. Our FY-19 retention results were outstanding and reflected your considerable efforts in recruiting and retaining talented Sailors. Despite a strong U.S. economy, we have maintained excellent retention since FY-18, largely accomplished through our Sailor 2025 initiatives which are intended to provide Sailors with the choices, flexibility and transparency they have come to expect. Our Sailors are proudly declaring that the Navy remains their employer of choice. We have endeavored to provide the right mix of monetary and non-monetary incentives to retain all eligible Sailors and their families, and in FY-20 we aim to continue the retention trends as well as increase other personnel program resources to ensure the greatest reach of resources to Sailors. 3. FY-20 Retention Environment. Recognizing that we are in a Great Power Competition, challenges at-sea and across the globe require that we retain the experience and proficiency required to ensure we are operationally ready. Every Sailor is critical in that endeavor, whether in-port, during training exercises, or sailing into harms way. Our Reserve Force is vital to the war-fighting capabilities of our Navy. Your leadership and engagement at every level is needed to maintain our retention momentum and ensure we are properly manned for every mission. 4. FY-20 Benchmarks. a. Eighty-five percent on the annual Career Information Program Review. b. Seventy-seven percent aggregate reenlistment rate with Reserve Affiliation for Zones A through C. (1) We are a Total Force, both Active and Reserve meeting the mission together. Sailors leaving Active Duty or Full-Time Support to affiliate with our Selected Reserve force shows the level of commitment our Sailors have as well as the commitment of the leadership to encourage continued service in other components. c. Eighty-five percent Veterans Opportunity to Work (VOW) Act compliance rate. d. Ninety-five percent Career Way-points qualification of Selected Reserve personnel attached to the command or directly subordinate Reserve Units. 5. Reserve Personnel Program Excellence Award. The annual RPPEA is built upon the tenets in references (b) and (c), Brilliant on the Basics. Commands will be RPPEA eligible if they meet the FY-20 program benchmarks cited in paragraph 4. a. Computation Exceptions. A zone with zero transactions at or before end of active obligated service will qualify as a 100 percent reenlistment rate if the command has qualifying transactions in the other zones. Only two zones may be allowed to default to 100 percent. b. Loss transactions on a Sailor transferred from a command due to pending separation, medical hold or a legal hold will reflect on the command the Sailor was last attached to in an accounting code 100 status. c. Commands must have, at a minimum, one zone of qualifying transactions to be eligible for the RPPEA. Waivers may be considered on a case-by-case basis for small commands that have outstanding programs but no junior Sailors. d. Echelon II commands, Type Commanders (TYCOM) and Immediate Superiors in Command (ISIC) will determine the necessity of waivers where command-level performance and personnel complement dictate. Requests for waivers of any award element in paragraph 4 must be submitted in writing via the respective ISIC/TYCOM with specific justification. Waiver requests must be signed by the Commanding Officer. Requests not positively endorsed at any level will not be considered. Waiver approval authority resides with Echelon II commands. e. TYCOM and direct reporting counselors will evaluate and submit eligible commands to their respective Echelon II commands no later than 31 January 2021. 6. RPPEA Announcement and Recognition. Echelon II commands should announce their FY-20 REA recipients following the consolidation of Echelon III and direct reporting command submissions no later than 26 February 2021. Following the announcement message, awardees may fly the Retention Excellence Award pennant to signify receipt of the RPPEA and may paint their command anchor(s) gold until release of the following year's award announcement message. Commander, Navy Reserve Force (CNRF) will provide commendation certificates via Commander, Navy Reserve Forces Command (CNRFC) for all qualifying commands. 7. Command Information Program Review (CIPR). CIPR is the primary resource to assess the effectiveness of the command career development program (CDP) which focuses on Sailor retention. In line with references (d) and (e), it is vital that command career counselors have the resources necessary to accomplish mission requirements. 8. Reserve Component points of contact: a. CNRFC, Chief Cheyenne Delahunt, e-mail: cheyenne.delahunt(at)navy.mil, tel: (757) 322-2490 b. Naval Air Force Reserve, Senior Chief Jason Martinez, e-mail: jason.martinez1(at)navy.mil, tel: (619) 545-8743 c. Navy Region Northwest Reserve Component Command Everett, Chief Ansel Glendenning, e-mail: ansel.glendenning(at)navy.mil, tel: (425) 304-3831 d. Navy Region Southwest Reserve Component Command San Diego, Chief Roslyn Tyler, e-mail: roslyn.tyler(at)navy.mil, tel: (619) 532-1879 e. Navy Region Mid-Atlantic Reserve Component Command Great Lakes, Chief Christina Marzella, e-mail: christina.marzella(at)navy.mil, tel: (847) 688-4916 x213 f. Navy Region Mid-Atlantic Reserve Component Command Norfolk, Chief Doug Bass, e-mail: douglas.bass1(at)navy.mil, tel: (757) 341-5966 g. Navy Region Southeast Reserve Component Command Jacksonville, Chief Kenneth Swan, e-mail: kenneth.s.swan(at)navy.mil tel: (904) 542-8557 h. Navy Region Southeast Reserve Component Command Fort Worth, Chief christina.goldstein, e-mail: christina.goldstein(at)navy.mil, tel: (817) 782-1909 i. Fleet Logistics Support Wing, Chief Antwann North, e-mail: antwann.north(at)navy.mil, tel: (817) 782-7882 j. Tactical Support Wing, Senior Chief Krystle Kaszuba, e-mail: krystle.kaszuba(at)navy.mil, tel: (817) 782-1527 k. Maritime Support Wing, Chief Jorge Arencibia, e-mail: jorge.arencibia(at)navy.mil, tel: (619) 545-2488 9. Released by VADM L. M. McCollum, Commander, Navy Reserve Force.// BT #0007