Tony

SAN DIEGO — Sailors with USS Stockdale (DDG-106) used the destroyer’s five-inch gun to shoot down a Houthi uncrewed aerial vehicle, the deputy commander of Central Command said Thursday. Vice Adm. Brad Cooper was aboard Stockdale in November, about nine weeks ago, he told an audience at WEST 2025, co-hosted by AFCEA and the U.S. Naval Institute, during a Houthi attack on the ship.

FALLS CHURCH, Va. – A new TRICARE Dental Program contract will bring changes and improvements starting March 1. United Concordia will continue to administer the TDP. However, they’ll offer new services and lower costs for many members. If you have TDP coverage, you'll see these changes in your February bill for coverage effective March 1. "These changes reflect our commitment to providing quality dental care. We’re also making this care more affordable for our members," said Douglas Elsesser, a program analyst with the Dental Program Section of the TRICARE Health Plan, at the Defense Health Agency. "We're expanding access to care and embracing new technologies to better serve our military families." What’s changing?

RTTUZYUW RHOIAAA0001 0152029-UUUU--RHSSSUU. ZNR UUUUU R 151958Z JAN 25 MID180001547811U FM COMNAVRESFOR NORFOLK VA TO NAVRESFOR REDCOM EVERETT WA REDCOM FORT WORTH TX REDCOM GREAT LAKES IL REDCOM JACKSONVILLE FL REDCOM NORFOLK VA REDCOM SAN DIEGO CA MDSC NORFOLK VA INFO CNO WASHINGTON DC COMUSFLTFORCOM NORFOLK VA COMNAVPERSCOM MILLINGTON TN COMNAVRESFORCOM NORFOLK VA COMNAVAIRFORES SAN DIEGO CA COMNAVIFORES FORT WORTH TX COMNAVSPECWARGRU ELEVEN NAVPAYPERS SUPPORT CTR MILLINGTON TN COMNAVRESFOR NORFOLK VA COMNAVRESFORCOM NORFOLK VA BT UNCLAS ALNAVRESFOR 001/25 MSGID/GENADMIN/COMNAVRESFOR NORFOLK VA/N3/JAN// SUBJ/NAVY RESERVE MOBILIZATION EXERCISE 25-3 (MOBEX 25-3) EXECUTION ORDER// REF/A/MSG/CNO WASHINGTON DC/261859ZJAN22// REF/B/MSG/COMNAVRESFOR/260036ZSEP24// REF/C/DOC/COMNAVRESFOR/21AUG23// REF/D/DOC/COMNAVRESFOR/21AUG23// REF/E/DOC/CNO WASHINGTON DC/02SEP24// REF/F/DOC/COMNAVRESFOR/23AUG22// REF/G/MSG/COMNAVRESFOR/241030ZNOV20// REF/H/MSG/COMNAVRESFOR/172022ZMAY22// REF/I/DOC/CJCS/01DEC20// REF/J/DOC/CNO WASHINGTON DC/MAY21// NARR/REF A IS NAVADMIN 013/22, ADAPTIVE MOBILIZATION. REF B IS NAVY RESERVE FISCAL YEAR 2025 (FY-25) MOBILIZATION EXERCISES PLANNING ORDER. REF C IS CNRFC N15 MEMBER ZIPSERVE HOW TO GUIDE V4. REF D IS NRA REDCOM HOW TO GUIDE FOR ZIPSERVE V4. REF E IS COMNAVRESFORINST 3060.7E, NAVY RESERVE MOBILIZATION/DEMOBILIZATION PROCEDURES. REF F IS ALNAVRESFOR 025/20, NAVY RESERVE FIGHTING INSTRUCTIONS 2020. REF G IS ALNAVRESFOR 022/22, NAVY RESERVE FIGHTING INSTRUCTIONS 2022. REF H IS JOINT PUBLICATION 5-0, JOINT PLANNING. REF I IS NAVY WARFARE PUBLICATION 5-01, NAVY PLANNING// RMKS/ 1. Purpose. Per references (a) and (b), this execution order (EXORD) directs Navy Reserve Region Readiness and Mobilization Commands (REDCOMs) to include Everett, Fort Worth, Great Lakes, Jacksonville, Norfolk, and San Diego to plan, execute, and assess MOBEX 25-3. The Supported Commander, with assistance from Mobilization and Deployment Support Command (MDSC), will participate as required in conducting spotchecks on select mobilization packages to validate Navy Mobilization Processing Site (NMPS) screening. MOBEX 25-3 commences 01 February 2025 and ends 11 April 2025. Aforementioned commands are specifically directed to: a. Validate ZipServe PAYPERS repository compliance for pre-selected 10% minimum of SELRES from their region to participate. Evaluate workflow, process owner performance, and measure between milestone activities to identify areas for process improvement. (1) The ZipServe module will be utilized for SELRES submission of PAYPERS packet documents per reference (c), and respective Navy Reserve Activity (NRA) and Navy Mobilization Processing Site (NMPS) clerks will verify accuracy and completeness per reference (d). All SELRES participants, NRAs, NMPSs will utilize the following supplemental guidance links: (a) ZipServe link (CAC, or password access required): https://locker.private.navyreserve.navy.mil/zipserve/home (b) CNRFC N15 Activation/Deactivation User Guidance Library link (CAC required): https://private.navyreserve. navy.mil/cnrfc/N-Codes/N1/SitePages/N15_Activation_Deactivation.aspx (2) PAYPERS Packet Compliance. SELRES participants will adhere to reference (c) for the completion and upload of the following documents: NPPSC 3060/1 Mobilization Checklist, DD Form 2058 State of Legal Residence, NAVPERS 1070/602 Dependency Application, TSC Norfolk Mobilization Recall ADOS Questionnaire, and DD Form 2367 Individual Overseas Housing Allowance (only applicable to SELRES residing outside of the U.S.). b. NAVPERS 1300/22 Expeditionary Screening Checklist. The ZipServe PAYPERS packet tab under "additional documents" will be utilized as repository for the NAVPERS 1300/22 Expeditionary Screening checklist. (1) NRAs will generate, fill-out and upload a completed NAVPERS 1300/22 Expeditionary Screening Checklist for SELRES participants and will follow CNRF N36 guidance on the applicable sections of the checklist. CNRF N36 NAVPERS 1300/22 Expeditionary Screening Checklist guidance is located here: https://flankspeed. sharepoint-mil.us/:f:/s/CNRFCAdaptiveMobilizationActionOfficers/ Ehga87GY3kxArL5GvV0BptgBFLXGe4sYx3IN4Xz0KU5_Ig?e=N4ukvuContact (2) NRAs will upload the checklist under the PAYPERS Packet dashboard under the "additional document" section after applicable suitability screening is complete, verified and signed by NRA CO. (3) NRAs will label the document, "EXERCISE_MOBEX 25-3_ NAVPERS_1300-22_INSERT SELRES NAME" (4) NRAs and NMPSs will utilize the excel tracker for the NRA validation to NMPS validation to CNRF N36 and MDSC spotcheck process flow. The MOBEX 25-3 SELRES Participants & NAVPERS 1300-22 Expeditionary Screening Checklist Tracker is located here: https://flankspeed.sharepoint-mil.us/:f:/s/CNRFCAdaptiveMobilization ActionOfficers/Ehga87GY3kxArL5GvV0BptgBFLXGe4sYx3IN4Xz0KU5_Ig?e =4cSEvu (5) All MOBEX 25-3 Exercise materials are located here: https://flankspeed.sharepoint-mil.us/:f:/s/CNRFCAdaptiveMobiliza tionActionOfficers/Ehga87GY3kxArL5GvV0BptgBFLXGe4sYx3IN4Xz0KU5_ Ig?e=4cSEvu (6) For access issues in viewing the Exercise Sharepoint Site, contact the CNRF N363 Mobilization Branch Head listed in para 7. (7) MOBEX 25-3 Execution Timeline: (a) 1-30 January 2025: MOBEX 25-3 SELRES participants notified by NRA. (b) 01 February 2025-31 March 2025: MOBEX 25-3 SELRES participants will complete packet forms as applicable. NRAs and NMPSs will review and validate screening. (c) 04 April 2025: Deadline for all NMPSs to review and validate submitted packages. (d) 04-11 April 2025: CNRF N15 conducts spotchecks on Pay Activation documentation. CNRF N36 and MDSC conduct spotchecks on submitted NAVPERS 1300/22 Expeditionary Screening Checklists. 2. Background. a. In September 2021, a new construct for mobilization named Adaptive Mobilization (AM) was conceptually approved by the Chief of Naval Personnel (CNP) and the Chief of Navy Reserve (CNR). AM was designed to satisfy both steady-state and mass activation requirements and encompasses all processes of distributed activation (DA), distributed mobilization (DM), distributed de-mobilization (DDM) and distributed de-activation (DDA). The AM construct was codified via reference (a). b. In September 2024, the First Day Letter Memorandum from the Chief of Naval Operations (CNO) to Chief of Navy Reserve and Commander, Navy Reserve Force, outlined four key priorities: (1) Warfighting Readiness, (2) Recruiting and Retention, (3) Mobilization, and (4) Quality of Service. Under the third priority of "mobilization," CNO recognized the Navy Reserve's progress toward building a scalable, repeatable framework for mobilizing 50,000 Sailors in 30 days has been transformational. Codified via reference (e) in the CNO's First Day Letter Memorandum, CNO directed the capability to mobilize 50,000 Sailors in 30 days to be firmly established by 2027. c. Identifying barriers needing to be removed or resources needing to be applied in order to meet this requirement are crucial, as well as incorporating frequent rehearsals to hone the skills necessary to ensure success. CNRF regularly conducts MOBEXs to test the Navy's ability to mass-activate RC Sailors and units. These stress tests have solidified lessons learned, leading to significant process improvements over the last three years. d. In FY-25, CNRF directed the planning and execution of five MOBEXs to develop, test, and evaluate AM processes per references (a) and (b). The force must continue to execute and leverage readiness improvement initiatives incorporated in references (f), (g) and (h). e. FY-25 MOBEXs are designed to evaluate the progress of driving readiness across the force as well as develop and improve AM processes. MOBEX 25-3 is the third exercise in the series for FY-25. 3. Commander's Intent. a. CNRF executes AM to mobilize designated personnel for both (1) mass activation in support of strategic competition as well as (2) steady-state and emergent ad hoc augmentation. b. Exercises evaluate and improve mobilization processes and readiness for strategic competition. MOBEX 25-3 will utilize processes from references (i) and (j) for assessing the NRAs ability to properly screen and utilize ZipServe in NMPS validation processing. c. Participation is directed by CNRF and mandatory for all commands listed in para 1 of this EXORD. 4. Execute. a. ECH II/III: CNRF N1/CNRF N3. (1) Participate in MOBEX 25-3 as directed in para 1. (2) Conduct spotchecks on submitted mobilization packages to include pay activation documentation listed in para 1.a, and NAVPERS 1300/22 Expeditionary Screening Checklists listed in para 1.b. to validate NMPS screening. (3) After Action Reports (AARs). (a) ECH II/III commands will submit informal MOBEX 25-3 AARs to identify top three items that went well ("good") and top three areas for improvement ("others"). Feedback post MOBEX 25-3 is crucial for capturing immediate lessons learned from both successes and shortfalls to allow for planning with MOBEX 25-4 and 25-5. Informal AARs are due to CNRF N36 by 18 April 2025 and may be submitted via email to the CNRF N363 Mobilization Exercises Branch Head as listed in para 7. (b) ECH II/III commands will submit formal AARs to CNRF N36 by 05 May 2025. b. ECH IV: REDCOM Everett/ REDCOM Fort Worth/ REDCOM Great Lakes/ REDCOM Jacksonville/REDCOM Norfolk/REDCOM San Diego/MDSC. (1) Participate in MOBEX 25-3 as directed in para 1. and read this EXORD in its entirety. (2) REDCOMs. (a) In the NMPS role, review and validate submitted mobilization packages IAW reference (d) that include pay activation documentation listed in para 1.a, and NAVPERS 1300/22 Expeditionary Screening Checklists listed in para 1.b. to validate NRA screening. (b) Will ensure NRAs follow upload procedures outlined in reference (d). (c) AAR. (1) REDCOMs will submit an informal MOBEX 25-3 AAR to identify top three items that went well ("good") and top three areas for improvement ("others"). Feedback post MOBEX 25-3 is crucial for capturing immediate lessons learned from both successes and shortfalls to allow for planning with MOBEX 25-4 and 25-5. Informal AARs are due to CNRF N36 by 14 April 2025 and may be submitted via email to the CNRF N363 Mobilization Exercises Branch Head as listed in para 7. (2) REDCOMs will submit formal AARs to CNRF N36 by 15 May 2025. The AAR template and tasking will be released SEPCOR via ETMS2 tasker. (2) MDSC. (a) Conduct spotchecks on submitted mobilization packages to include NAVPERS 1300/22 Expeditionary Screening checklists identified in para 1.b to validate NMPS screening. (b) Submit informal MOBEX 25-3 AAR to identify top three items that went well ("good") and top three areas for improvement ("others"). Feedback post MOBEX 25-3 is crucial for capturing immediate lessons learned from both successes and shortfalls to allow for planning with MOBEX 25-4 and 25-5. Informal AARs are due to CNRF N36 by 18 April 2025 and may be submitted via email to the CNRF N363 Mobilization Exercises Branch Head as listed in para 7. (c) Submit formal AAR to CNRF N36 by 05 May 2025. The AAR template and tasking will be released SEPCOR via ETMS2 tasker. d. ECH V: NRAs. (1) Participate in MOBEX 25-3 as directed in para 1. and read this EXORD in its entirety. (2) Review and validate submitted mobilization packages to include pay activation documentation listed in para 1.a. (3) Execute NAVPERS 1300/22 Expeditionary Screening Checklist requirements and validate as directed in para 1.b. (4) Submit MOBEX 25-3 AAR feedback as required by their ECH IV ISIC timeline guidance. e. Clarifications and authorized exceptions. (1) If a SELRES PAYPERS packet is validated as complete prior to the start of MOBEX 25-3, neither a new submission or revalidation is required as part of MOBEX 25-3. (2) PAYPERS packet clarifications. Each PAYPERS packet document shall be submitted via ZipServe PAYPERS Packet dashboard. NPPSC 3060/1 Mobilization Checklist, DD Form 2058 State of Legal Residence, NAVPERS 1070/602 Dependency Application, TSC Norfolk Mobilization Recall ADOS Questionnaire, and DD Form 2367 Individual Overseas Housing Allowance digital documents will remain part of the member's actual strength gain packet to be kept on-file for use in an actual activation, when required. (3) NSIPS specific clarifications. (a) Individual mobilization status (IMS) codes (R##, RC1, RC2, etc.) will not be entered in NSIPS. There are no IMS code changes associated with MOBEX 25-3. (b) DSC codes will not be changed in NSIPS as part of MOBEX 25-3. There are no DSC code changes associated with MOBEX 25-3. (4) There will be no exercise mobilization orders for MOBEX 25-3. (5) Not all items in the NAVPERS 1300/22 Expeditionary Screening Checklist apply for the purposes of MOBEX 25-3. Items may only be simulated or omitted as delineated in CNRF N36 NAVPERS 1300/22 Expeditionary Screening Checklist guidance listed in para 1.b. 5. Admin/Logistics: All SELRES MOBEX 25-3 participants will be informed by their respective NRA during the month of January, prior to MOBEX 25-3 execution to ensure proper planning and coordination. 6. All questions and issue reporting regarding AM and MOBEX 25-3 will be addressed through the chain of command from SELRES to Unit Leadership to NRAs to REDCOMs, and higher to the points of contact listed in para 7. 7. Points of Contact: a. CNRF N36 Director of Adaptive Mobilization Coordination: CAPT John Stump, LACMOB(at)us.navy.mil. b. CNRF N363 Mobilization Exercises Branch Head: LCDR Monica Rockwell, LACMOB(at)us.navy.mil. c. CNRF N15 Division Director: LCDR Marissa Gatten, CNRFC N15(at)us.navy.mil. 8. Released by RADM Michael Steffen, Deputy Commander, Navy Reserve Force.// BT #0001 NNNN <DmdsSecurity>UNCLASSIFIED//</DmdsSecurity> <DmdsReleaser>VANOVERBERGHE.ROGER.1272846274</DmdsReleaser> CLASSIFICATION: UNCLASSIFIED//

CLASSIFICATION: UNCLASSIFIED// Generated by OIX GATEWAY HONOLULU HI. Only authorized users may reply. -----OFFICIAL INFORMATION DISPATCH FOLLOWS----- RTTUZYUW RHOIAAA0002 0171721-UUUU--RHSSSUU. ZNR UUUUU R 171721Z JAN 25 MID180001556801U FM COMNAVRESFOR NORFOLK VA TO NAVRESFOR COMNAVRESFORCOM NORFOLK VA COMNAVAIRFORES SAN DIEGO CA COMNAVIFORES FORT WORTH TX REDCOM NORFOLK VA REDCOM GREAT LAKES IL REDCOM JACKSONVILLE FL REDCOM FORT WORTH TX REDCOM SAN DIEGO CA REDCOM EVERETT WA COMFLELOGSUPPWING FORT WORTH TX COMTACSUPWING FORT WORTH TX COMARSUPWING SAN DIEGO CA COMNAVSPECWARGRU ELEVEN MDSC NORFOLK VA INFO CNO WASHINGTON DC COMUSFLTFORCOM NORFOLK VA COMPACFLT PEARL HARBOR HI COMUSNAVEUR COMUSNAVEUR COMUSNAVAF NAPLES IT COMSECONDFLT COMTHIRDFLT COMFIFTHFLT COMSIXTHFLT COMSEVENTHFLT COMTENTHFLT COMFOURTHFLT COMNAVSURFOR SAN DIEGO CA COMNAVAIRFOR SAN DIEGO CA COMSUBFOR NORFOLK VA COMNAVSEASYSCOM WASHINGTON DC COMNAVAIRSYSCOM PATUXENT RIVER MD COMNAVWARSYSCOM SAN DIEGO CA CHNAVPERS WASHINGTON DC COMNAVPERSCOM MILLINGTON TN COMNECC LITTLE CREEK VA COMNAVCRUITCOM MILLINGTON TN BUPERS MILLINGTON TN BUMED FALLS CHURCH VA COMNAVRESFORCOM NORFOLK VA COMNAVRESFOR NORFOLK VA BT UNCLAS ALNAVRESFOR 002/25 MSGID/GENADMIN/COMNAVRESFOR NORFOLK VA/JAN// SUBJ/NAVY RESERVE STRATEGIC ADVANTAGE TASKING MESSAGE ONE// REF/A/MSG/ ALNAVRESFOR/172022ZMAY22// REF/B/DOC/CNO/AMERICAS WARFIGHTING NAVY// REF/C/DOC/CNO/CNO NAVPLAN 2024// REF/D/BRIEFING/CNR/NRSA CONCEPTS FOR SAB DEVELOPMENT// NARR/REF A IS ALNAVRESFOR 025/20 NAVY RESERVE FIGHTING INSTRUCTIONS 2020. REF B IS THE CHIEF OF NAVAL OPERATIONS' AMERICA'S WARFIGHTING NAVY. REF C IS THE CHIEF OF NAVAL OPERATIONS' NAVIGATION PLAN (NAVPLAN) 2024. REF D IS THE CHIEF OF NAVY RESERVE'S, NAVY RESERVE STRATEGIC ADVANTAGE CONCEPTS AND PROJECT FRAMEWORK BRIEF.// POC/CAPT Dante Terronez/OPNAV N0955/703-614-4384/ dante.r.terronez.mil(at)us.navy.mil.// RMKS/1. The Navy Reserve Force is the Strategic Advantage of the world's most powerful navy. We are prepared to mobilize a world-wide deployable Force within 30 days, delivering depth at scale, trained and ready to contribute to the fight. We are focused on CNO's two strategic ends: (1) readiness for the possibility of conflict with the People's Republic of China and (2) enhancing the Navy's long-term advantage. Navy Reserve Strategic Advantage (NRSA) establishes my strategic initiatives and formalizes the force-wide tasking we will accomplish to sustain our Navy's warfighting preeminence. NRSA supersedes reference (a), Navy Reserve Fighting Instructions, and builds on CNO's strategic direction in references (b) and (c). Reference (b), America's Warfighting Navy, articulates CNO's priorities: Warfighting, Warfighters, and the Foundation that supports them. Building on these priorities, the Navy Reserve will POSTURE for Warfighting, STRENGTHEN our Warfighters, and ACCELERATE refining the Foundation to ready ourselves for both near-term conflict and long-term advantage. My NRSA priorities, POSTURE, STRENGTHEN, and ACCELERATE, are the strategic initiatives that will guide our e orts. I establish the NRSA Strategic Advisory Board (SAB) to lead the strategic initiatives under the following leadership. 3.a. SAB Chair: RADM Doug Sasse 3.a.1. POSTURE Strategic Initiative lead: RDML Marcus Lockard 3.a.2. STRENGTHEN Strategic Initiative lead: RDML Dave Barnes 3.a.3. ACCELERATE Strategic Initiative lead: RDML Jeff Jurgemeyer I task the SAB with curating and maturing ideas that support the strategic initiatives and their desired e ects (following below). Additionally, the Board will coordinate with the O ice of the Chief of Navy Reserve (OCNR) sta (echelon I), sta of Commander, Navy Reserve Force (CNRF) (echelon II), echelon III sta s, and the National Navy Reserve Policy Board to plan and implement NRSA initiatives. RADM Ste en, Deputy Commander, Navy Reserve Force, will lead CNRF coordination with the SAB and implementation steps, upon my approval of the various strategic concepts. CAPT Dante Terronez (OPNAV N0955 Branch Head) is the Executive Secretary (ES) for the NRSA projects. The ES will track NRSA projects and progress, liaise with the SAB and CNRF, coordinate CNR's updates with the responsible o ices, and map project work with respect to CNR's intent and guidance to the SAB. I task the SAB to coordinate with appropriate stakeholders, gather data, and develop recommended courses of action (COAs) for each of the desired strategic effects described in section 5 below. The SAB will utilize the following additional guidance: 4.a. For each desired strategic e ect, provide the following analysis and recommendations: 4.a.1. Define the organizational benefits, increase in warfighting readiness (in terms of mobilization readiness, mission readiness, or both), pros, and cons, assuming full implementation. 4.a.1.a. Define impediments and their impacts on full implementation. Assess the degree to which impediments can be overcome by engagement at the echelon I or II levels. Describe the anticipated echelon I or II engagement actions required to overcome the impediments. 4.a.1.b. To the extent the Board assesses that full implementation is not likely, define the possible level of implementation, given the expected impediments. Concurrent with the anticipated level of implementation, define the benefits, increase in warfighting readiness, pros, and cons, associated with that amount of implementation. 4.a.2. Define the anticipated funding required to implement, along with return on investment (cost e ectiveness per measurable unit of warfighting readiness increase). Provide funding estimates across the anticipated timeline of implementation (fiscal year, FYDP, or two-FYDP time span). Assess the level of e ectiveness or increase in warfighting readiness achieved, given the anticipated investment. 4.a.3. Assess executability, in terms of cost, timeline, and feasibility. 4.a.4. Guided by the information above and recommended course of action, assess the desirability of implementing. 4.a.5. Develop proposed Measures of E ectiveness (MOEs) and Measures of Performance (MOPs) for each task. b. Use the desired strategic e ects and potential implementation methods listed in reference (d) as starting points and guides for COA development. Specifically, the implementation methods are provided as possible transformative actions that could achieve the strategic e ects. However, these are neither prescriptive nor directive. The SAB has wide latitude to explore various options and to propose alternate desired strategic e ects. The Board should explore the methods described in ref (d), but may deviate, once informed of the pros, cons, benefits, and return on investment of each. NRSA strategic initiatives and desired strategic effects. 5.a. POSTURE strategic initiative. The POSTURE team will devise and deliver capabilities that enhance and accelerate the ability to activate the Navy Reserve Force for contingencies and crises. 5.a.1. Mobilization (MOB) Imperative: The Navy can activate the entire Navy Reserve Force within 30 days, including all processes conducted by external stakeholders. 5.a.2. Navy Reserve Centers (NRCs) as MOB Readiness Centers: NRCs are specialized exclusively in MOB readiness, with mission readiness hosted entirely at Centers of Excellence (COEs). 5.a.3. Coordinated Navy-Civilian Medical and Dental Portability: Selected Reservists (SELRES) maximize medical/dental readiness through combination of coordinated civilian and uniformed readiness options. 5.a.4. Improved Warfighting Readiness: (1) Mobilization readiness is tiered by readiness requirements, according to MOB billet, location, physical tasking, and access to medical and dental services at the mission site, and (2) Mission readiness is streamlined from Fleet requirements to training accomplishment, tracking, funding, exercising, and certifying for warfighting. 5.b. STRENGTHEN strategic initiative. The STRENGTHEN team will build consistency, quality, and incentivization into TAR and SELRES career paths to increase warfighting readiness. 5.b.1. Enhance the Drilling Experience: The Force breaks down barriers to participation, incorporates career incentives, and simplifies administrative requirements. 5.b.2. Career Specialization: Reserve Sailors are more experienced in specific competencies. 5.b.3. Professional Development: Leadership skills are developed and enhanced throughout a Sailor's career. 5.b.4. Training and Administration of the Reserve (TAR) Career Milestones: TAR career path and detailing incentivizes and facilitates achieving career milestones. b.5. NRC Commanding O icer (CO) / O icer-in-Charge (OIC) Lead-Follow Relationships: Large NRC COs oversee operations of smaller NRCs. 5.c. ACCELERATE strategic initiative. The ACCELERATE team will plan, coordinate, and implement initiatives that maximize Navy Reserve Force utilization across the Navy Total Force and Joint Force. 5.c.1. Units of Action: The Navy Reserve Force is organized into units of action that are employable in steady-state operations and in a high-end conflict, mobilization scenario. 5.c.2. Centers of Excellence (COEs) and Enterprises: Enterprises are warfighting communities that are organized within COEs for training and mission readiness. 5.c.3. Cloud-Based/Integrated Applications: All administrative functionality is online in the cloud and integrated across all Navy and Navy Reserve systems for maximum e ectiveness. NRSA Tasking Message ONE Timeline. I direct the SAB to provide updates according to the following timeline: 6.a. In Progress Review (IPR) 1 no later than the week of 24 March 2025. 6.a.1. The SAB will brief its assessment of the desired strategic e ects and potential methods from ref (d), proposed alternatives, and plan of action and milestones (POA&M) for the remainder of the NRSA Tasking Message ONE project. The output of this IPR will be my approval of the proposed desired strategic effects and potential methods for further development, as well as the proposed project POA&M. 6.b. IPR 2 no later than the week of 20 May 2025. b.1. The SAB will brief its progress on COA development for the approved desired strategic e ects and potential methods, and update progress toward project completion. 6.c. NRSA Tasking Message ONE final brief, including decision points, no later than the week of 15 July 2025. 6.c.1. The SAB will brief out COAs and final recommendations for each of the approved desired strategic e ects and potential methods. Each recommendation will be supported by the assessment considerations in section 4.a. The NRSA vision, project, and action items will drive consequential and transformative change during my tenure. This initiative is about warfighting readiness, with a bias toward improvements that make us a more ready and lethal Force by 2027. While we maintain an eye toward gaining long-term advantage, the Navy Reserve Force will accelerate all e orts to augment the Navy Total Force in a high-end conflict within the next two years. The SAB will coordinate all NRSA actions with urgency and partner with OCNR, CNRF, and echelon III sta s to socialize status throughout the project. Released by VADM N.S. Lacore, Chief of Navy Reserve.// BT #0002 NNNN <DmdsSecurity>UNCLASSIFIED//</DmdsSecurity> <DmdsReleaser>BURITICACARDENAS.SEBASTIAN.1596650585</DmdsReleaser> CLASSIFICATION: UNCLASSIFIED//

RTTUZYUW RHOIAAA0004 0212050-UUUU--RHSSSUU. ZNR UUUUU R 212050Z JAN 25 MID120001694706U FM COMNAVRESFOR NORFOLK VA TO NAVRESFOR INFO BUMED FALLS CHURCH VA COMNAVIFORES FORT WORTH TX COMNAVAIRFORES SAN DIEGO CA COMNAVRESFORCOM NORFOLK VA COMMARFORRES REDCOM EVERETT WA REDCOM SAN DIEGO CA REDCOM JACKSONVILLE FL REDCOM NORFOLK VA REDCOM FORT WORTH TX REDCOM GREAT LAKES IL COMNAVSPECWARGRU ELEVEN MDSC NORFOLK VA NAVRESPRODEVCEN NEW ORLEANS LA COMNAVRESFOR NORFOLK VA BT UNCLAS ALNAVRESFOR 003/25 MSGID/GENADMIN/COMNAVRESFOR NORFOLK VA/N1/JAN// SUBJ/BOARD CERTIFICATION PAY INCENTIVE PAY ELIGIBILITY FOR SELECTED RESERVE SAILORS// REF/A/DOC/USC/28JAN08// REF/B/DOC/DOD/30DEC15// REF/C/DOC/OPNAV/28DEC05// REF/D/DOC/DOD/APR23// REF/E/DOC/BUMED/APR24// NARR/REF A IS SECTION 335, TITLE 37, U.S. CODE, SPECIAL BONUS AND INCENTIVE PAY AUTHORITIES FOR OFFICERS IN HEALTH PROFESSIONS. REF B IS DODI 6000.13, ACCESSION AND RETENTION POLICIES, PROGRAMS, AND INCENTIVES FOR MILITARY HEALTH PROFESSIONS OFFICERS (HPO). REF C IS OPNAVINST 7220.17, SPECIAL PAY FOR MEDICAL CORPS, DENTAL CORPS, MEDICAL SERVICE CORPS, AND NURSE CORPS OFFICERS. REF D IS DOD FINANCIAL MANAGEMENT REGULATION VOL 7A. REF E IS BUMED N1R NAVY RESERVE COMPONENT MEDICAL SPECIAL PAY PROCESSING GUIDANCE FOR MEMBERS ON ACTIVE DUTY FOR TRAINING ORDERS OVER 30 DAYS.// RMKS/1. This message announces Navy Reserve Policy regarding Health Professions Officer (HPO) Board Certification Pay/Incentive Pay (BCP/IP) eligibility for Selected Reserve (SELRES). 2. Eligibility: SELRES HPOs on Active Duty for Training (ADT) for 30 consecutive days or more are eligible for HPO BCP/IP if the below criteria are met. a. ADT orders 30 or more consecutive days. b. Eligible HPO must have valid credentials through Navy credentialing authority during time of ADT orders in the specialty for which the special pay is paid. c. Eligible HPO executed ADT orders practicing the specialty for which the special pay is paid. 3. Application: If HPO meets eligibility requirements of paragraph 2, the HPO will follow BUMED N1R BCP/IP Standard Operating Procedure (SOP) (reference (e)) found in "BUMED N1R Pillar Library" tab at: [private.navyreserve.navy.mil/cnrfc/pillars/BUMED%20N1R]. 4. Regardless of HPO's reserve billet assignment or location/duty assignment of ADT orders, the requirements of this policy and process described in reference (e) apply. 5. SELRES on Active Duty: SELRES HPOs on active duty (Active Duty for Operational Support, mobilization, etc) should follow BUMED guidance posted on https://www.med.navy.mil/Special-Pays/ to determine eligibility and apply for pay. Point of contact for BCP/IP while on active duty is usn.ncr.bumedfchva.mbx.specialpays-bumed@health.mil. 6. This policy is effective 1 Oct 2024 and will remain in effect until canceled or superseded. 7. Point of contact for BCP/IP while on, or upon completion of, ADT orders is usn.ncr.bumedfchva.mbx.specialpays-bumed-ADT@health.mil. 8. Released by RADM M.J. Steffen, Deputy Commander, Navy Reserve Force.//

NORFOLK, Va. — A man has been charged in connection with a deadly hit-and-run crash involving a motorcyclist back in December, Norfolk Police said Wednesday. Police arrested Juansun A. Bolden, 38, and he is charged with hit-and-run fatality in the death of Zachary T. Schonborn, 23, a Navy Sailor from Newport News.

Veterans benefits and support services will not be disrupted by the White House’s freeze of federal financial programs after administration officials quickly verified that department operations do not run afoul of new rules banning money for diversity and inclusion programming .

The United States Navy has officially banned its members from using DeepSeek — an artificial intelligence chatbot created in China — out of fear the Chinese government could exploit sensitive data, according to a report. In an email to members of the military branch, the Navy banned the use of DeepSeek AI “in any capacity” for fear of “potential security and ethical concerns associated with the model’s origin and usage,” CNBC reported.

WASHINGTON — In response to the Office of Management and Budget’s Jan. 27 memo (M-25-13) regarding temporarily pausing certain agency grant, loan and financial assistance programs, the Department of Veterans Affairs today announced it has conducted a comprehensive analysis of all its federal financial assistance programs and consulted with OMB. VA has determined that all 44 of its financial assistance programs will continue uninterrupted and that all VA programs and operations will continue uninterrupted. “This will have no impact on VA health care, benefits or beneficiaries,” said Acting VA Secretary Todd Hunter.

CLASSIFICATION: UNCLASSIFIED// ROUTINE R 291816Z JAN 25 MID180001583189U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 020/25 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/NAVADMIN/CNO WASHINGTON DC/N1/JAN// SUBJ/NOTICE OF CONVENING FISCAL YEAR 2026 TRAINING AND ADMINISTRATION OF THE RESERVES LIEUTENANT AND LIEUTENANT COMMANDER RETENTION AND CONTINUATION SELECTION BOARDS// REF/A/DOC/SECNAVINST//24JUL19// REF/B/DOC/SECNAVMEMO// NARR/REF A IS SECNAVINST 1920.6D, ADMINISTRATIVE SEPARATION OF OFFICERS. REF B IS THE FISCAL YEAR 2025 AND 2026 NAVY RESERVE OFFICER RETENTION AND CONTINUATION POLICY AND PLAN. RMKS/1. This NAVADMIN announces the Fiscal Year (FY) 2026 Training and Administration of the Reserves (TAR) Lieutenant (LT) and Lieutenant Commander (LCDR) Retention and Continuation Selection Boards. The TAR LT and LCDR retention and continuation selection boards will convene, when required, immediately following the corresponding FY26 TAR LCDR and Commander (CDR) promotion selection boards. Eligible TAR LTs and LCDRs on the Reserve Active Status List (RASL) who are fully qualified to remain on Active Duty and meet the requirements in paragraphs 3 and 4, respectively, will be considered for retention on Active Duty, and if required, continuation on the RASL. 2. Effect of Failure of Selection for Promotion: a. A TAR LT who twice failed of selection (2XFOS) for promotion to LCDR and whose name is not on a promotion list is subject to involuntary release from Active Duty and, if required, removed from the RASL in line with reference (a), enclosure (5) paragraph 4b and 4c, unless the officer is retained on Active Duty and, if required, continued on the RASL, (1) under section 12686 of Title 10, U.S. Code (18-year sanctuary for a regular retirement) or (2) by a TAR LT Retention and Continuation Selection Board as provided under section 14701 of Title 10, U.S Code. [BBACN1]In line with reference (b), TAR officers in the grade of LT may be continued on Active Duty for up to four opportunities for promotion to LCDR. b. A TAR LCDR who 2XFOS for promotion to CDR and whose name is not on a promotion list is subject to involuntary release from Active Duty and, if required, removed from the RASL in line with reference (a) enclosure (5) paragraph 4b and 4c, unless the officer is retained on Active Duty and, if required, continued on the RASL (1) under section 12686 of Title 10, U. S. Code (18-year sanctuary for a regular retirement) or (2) by a TAR LCDR Retention and Continuation Selection Board.[BBACN2] 3. LT unrestricted line, restricted line, and staff corps: a. 2XFOS LTs with less than 18 Years of Active Service (YOAS) on the date of mandatory release from Active Duty under paragraph 2. Officers selected for retention and continuation will be retained on Active Duty and, if required, continued on the RASL, subject to the limits of paragraph 3d. and not to exceed four opportunities in line with reference (b). Officers released from Active Duty with less than 20 Years of Commissioned Service (YCS) may request affiliation as a drilling reservist in the Selected Reserve (SELRES). To affiliate as a drilling reservist, contact NRRC_RPAC_OFFICER@us.navy.mil. Officers released from Active Duty under paragraph 2 with 20 or more YCS will not be continued on the RASL in accordance with section 14701 of Title 10, U.S. Code. b. 2XFOS LTs with 18-20 YOAS on the date of mandatory release from Active Duty under paragraph 2. Retention Selection Board action is not required for these officers. Officers will be retained on Active Duty and, if required, continued on the RASL until eligible for a regular retirement under section 8323 of Title 10, U.S. Code, subject to the limits of paragraph 3d. c. 2XFOS LTs with 20 or more YOAS on the date of mandatory release from Active Duty under paragraph 2. Officers who are eligible for a regular retirement under section 8323 of Title 10, U.S. Code, will be retired. d. In no case will any LT be retained on Active Duty or continued on the RASL beyond the last day of the month in which the officer completes 20 YCS under section 14701 of Title 10, U.S. Code or the last day of the month in which the officer becomes 62 years of age, whichever is earlier. 4. LCDR unrestricted line, restricted line, and staff corps: a. 2XFOS LCDRs with less than 14 YOAS on the date of mandatory release from Active Duty under paragraph 2. Officers selected for retention and continuation will be retained on Active Duty and, if required, continued on the RASL for a period of 3 years, subject to the limits of paragraph 4e. Officers released from Active Duty with less than 20 YCS may request affiliation as a drilling reservist in the SELRES. To affiliate as a drilling reservist, contact NRRC_RPAC_OFFICER@us.navy.mil. Officers released from Active Duty with 20 or more YCS may request continuation on the RASL and may request consideration for affiliation as a drilling reservist. To affiliate as a drilling reservist, contact NRRC_RPAC_OFFICER@us.navy.mil. b. 2XFOS LCDRs with 14-18 YOAS on the date of mandatory release from Active Duty under paragraph 2. Officers selected for retention and continuation will be retained on Active Duty and, if required, continued on the RASL until eligible for a regular retirement under section 8323 of Title 10, U.S. Code, subject to the limits of paragraph 4e. Officers released from Active Duty with less than 20 YCS may request affiliation in the SELRES as a drilling reservist. To affiliate as a drilling reservist, contact NRRC_RPAC_OFFICER@us.navy.mil. c. 2XFOS LCDRs with 18-20 YOAS on the date of mandatory release from Active Duty under paragraph 2. Retention selection board action is not required for these officers. Officers will be retained on Active Duty and, if required, continued on the RASL until eligible for a regular retirement under section 8323 of Title 10, U.S. Code, subject to the limits of paragraph 4e. d. 2XFOS LCDRs with 20 or more YOAS on the date of mandatory release from Active Duty under paragraph 2. Officers with 20 or more YOAS, who are eligible for a regular retirement under section 8323 of Title 10, U.S. Code, will be retired. e. In no case will any LCDR be retained on Active Duty or continued on the RASL beyond the last day of the month in which the officer completes 24 YCS under section 14701 of Title 10, U.S. Code or the last day of the month in which the officer becomes 62 years of age, whichever is earlier. 5. TAR officers on the RASL who meet any of the criteria in paragraph 3 must check Bureau of Naval Personnel Online (BOL), via MyNavy Portal at [https ://my.navy.mil/quick-links.html], after release of the respective selection ALNAV message, to determine if they were selected for retention and continuation. Once logged into BOL, click on Advancements/Selection Boards and then on the appropriate officer (Promotion/Continuation) board to determine the results. 6. Promotion selection board convening dates are as follows: a. TAR O5 Staff Corps Promotion Selection Board convenes 4 March 2025. b. TAR O5 Line Promotion Selection Board convenes 11 March 2025. c. TAR O4 Staff Corps Promotion Selection Board convenes 27 May 2025. d. TAR O4 Line Promotion Selection Board convenes 16 June 2025.[BBACN3] 7. Correspondence addressed to the promotion selection board will not be forwarded to a subsequent retention and continuation board for consideration. Officers must communicate with each board separately. 8. Only eligible officers may communicate with a retention and continuation selection board via the Letter to the Board (LTB) process using Electronic Submission of Selection Board Documents (ESSBD). a. To utilize ESSBD, candidates must access document services through BOL at [https://www.bol.navy.mil/BAM/menu.aspx]. On-screen instructions will direct the submitter thereafter. b. Submission and subsequent receipt acknowledgement for LTBs submitted via ESSBD or other means does not constitute confirmation of eligibility for the boards to which LTBs are submitted. c. LTBs must be received by Navy Personnel Command not later than 2359 (Standard time zone) 10 days prior to the convening date of the respective board, as noted below. Submitters are cautioned not to wait until the deadline date to submit LTBs via ESSBD or other available avenues. Selection Board Convening Date Due Date/Time TAR O4 Staff Ret/Cont Board 4 MAR 25 21 FEB 25/2359 CST TAR O4 URL/RL Ret/Cont Board 11 MAR 25 28 FEB 25/2359 CST TAR O3 Staff Ret/Cont Board 27 MAY 25 16 MAY 25/2359 CDT TAR O3 URL/RL Ret/Cont Board 16 JUN 25 05 JUN 25/2359 CDT[BBACN4] d. If sending a board package from a non-NMCI network (bumed.mil, eu.navy.mil, etc.), please review procedures listed in NAVADMIN 220/19. e. The written communication may call attention to any matter concerning the record of the officer that the officer considers important for board consideration. Written communication may include, as enclosures, correspondence regarding the eligible officer from any individual. Correspondence not originated by the eligible officer, including endorsement of the eligible officer and letters written on behalf of that officer, must contain a written acknowledgement from the eligible officer that he or she desires such correspondence be presented to the board. Correspondence included without such an acknowledgement is considered third-party correspondence and will be returned without being presented to the board. Classified correspondence will not be accepted. 9. Questions regarding LTB submission should be directed to MyNavy Career Center by calling 1-833-330-MNCC (1-833-330-6622/DSN: 882-6622). 10. Questions regarding retention and continuation should be directed to Navy Personnel Command (PERS-801) at (901) 874-4533/DSN 882. Additional information is also available at [https://www.mynavyhr.navy.mil/Career- Management/Boards/Officer-Continuation-SERB/]. 11. This NAVADMIN will remain in effect until superseded or on 30 September 2025, whichever occurs first. 12. Released by Vice Admiral Richard J. Cheeseman, Jr., N1.// BT #0001 NNNN CLASSIFICATION: UNCLASSIFIED//

The guidance comes more than two years after ProPublica sued the Navy over its failure to provide court records. Legal experts say it doesn’t go far enough to increase transparency in military courts.

German Chancellor Olaf Scholz warns Trump not to take territory by force as EU leaders prepare to discuss Greenland tensions at a Feb. 3 summit. It’s no longer a joke. After initially provoking disbelief, U.S President Donald Trump’s audacious plan to acquire Greenland — potentially by force — has triggered frantic talks among European leaders aiming to stop him.

The Chinese intelligence officer who convinced Thomas Zhao to hand over sensitive information about the U.S. military seemed to know the 24-year-old U.S. Navy petty officer had a passion for the stock market. The agent approached Zhao in a stock trading chat group on the Chinese-owned social media network WeChat, CBS News learned in interviews with people involved in the case. But chats about investment strategies soon veered into sensitive areas, including questions about Naval exercises in the Pacific and designs for radar installations.

CLASSIFICATION: UNCLASSIFIED// ROUTINE R 281420Z JAN 25 MID180001577235U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 019/25 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/JAN// SUBJ/FISCAL YEAR 2026 SEAMAN TO ADMIRAL-21 PROGRAM ANNOUNCEMENT// REF/A/DOC/OPNAV/14DEC09// REF/B/MSG/CNO WASHINGTON DC/171350ZJUL17// REF/C/DOC/BUPERS/02MAY19// REF/D/DOC/COMNAVCRUITCOM/20JUL22// NARR/REF A IS OPNAVINST 1420.1B, ENLISTED TO OFFICER COMMISSIONING PROGRAMS APPLICATION ADMINISTRATIVE MANUAL. REF B IS NAVADMIN 177/17, NUCLEAR TRAINED SAILOR APPLICATIONS TO OFFICER COMMISSIONING PROGRAMS. REF C IS PROGRAM AUTHORIZATION 150A, SEAMAN TO ADMIRAL-21 NUCLEAR OPTION COMMISSIONING PROGRAM. REF D IS COMNAVCRUITCOMINST 1130.8M, NAVY RECRUITING MANUAL.// RMKS/1. This NAVADMIN solicits applications and provides guidance for the Fiscal Year (FY) 2026 Seaman to Admiral-21 (STA-21) Commissioning Program. STA-21 is a full-time undergraduate education and commissioning program open to enlisted personnel of all pay grades and ratings who meet the eligibility requirements specified in reference (a). 2. Applicants stationed outside the United States at any time between 1 February 2024 and 30 June 2025 or those who were deployed at any time between 1 February 2024 and 30 June 2025 may apply without a valid Scholastic Aptitude Test (SAT) or American College Test (ACT), if they meet the requirements detailed in paragraph (8h) of this NAVADMIN. The SAT or ACT application requirement is also waived for all STA-21 Nuclear option (STA- 21(N)) applicants; however, the SAT or ACT is strongly encouraged for STA- 21(N) applicants who wish to strengthen their academic record. Supplemental information for applicant submission is provided in paragraphs (8g) and (8h) of this NAVADMIN. 3. The deadline for submission of applications for the FY26 STA-21 Program is 1 July 2025, and application packages must be postmarked on or before this date. It is recommended that applications be submitted prior to the deadline as early submission allows timely feedback to the Sailor regarding missing or illegible documents. Additional documentation must be postmarked on or before 24 July 2025; any submissions after this date will not be accepted. The selection board is scheduled to convene in August 2025 and selectees will be announced via NAVADMIN message. 4. The core program and the following target options are open for application for the FY26 selection board: Surface Warfare Officer (SWO), SWO Engineering Duty Option SWO (ED), Nuclear (Surface and Submarine), Special Warfare, Explosive Ordnance Disposal, Naval Flight Officer, Aviator, Civil Engineering Corps, Nurse Corps, and Information Professional. 5. The following target options have zero select opportunities for FY26: Human Resources, Intelligence, Information Warfare, Medical Corps, Supply Corps, Oceanography Officer (OCEANO), and SWO (OCEANO). 6. The Nuclear (Surface and Submarine) target option is now open to Sailors who are serving in the Fleet and hold an active nuclear Navy Enlisted Classification (NEC) (N1XO, N1XS, N2XO, N2XS) and to those Sailors who are in the nuclear training pipeline with the N91T NEC. Applicants holding a nuclear NEC must receive a conditional release from the Nuclear Enlisted Community Manager (OPNAV N133D), in line with reference (b), if applying for an option outside the nuclear community. All applicants for STA-21(N) must be able to begin their first day of class in the first semester of their coursework prior to reaching eight years of service. See paragraph (9) of this NAVADMIN for additional requirements for non-nuclear trained Sailors applying for the Nuclear (Surface and Submarine) target options. Reference (c) provides specific information and all other requirements to apply for the STA-21(N) program. 7. The following additional information is relevant to FY26 STA-21 (non- Nuclear option) applications: a. If a Physical Fitness Assessment (PFA) was not performed within the last year, the Commanding Officer (CO) will provide an affirmative statement in their endorsement certifying the applicant is within Navy PFA height and weight requirements. b. See paragraph (8h) of this NAVADMIN for standardized test score requirements. Candidates are advised to verify school admission requirements, as the STA-21(N) SAT or ACT waiver does not supersede university admission requirements. c. The Joint Service Transcript (JST), in line with reference (a), enclosure (1), chapter 8, paragraph 6.b(9), does not need to be submitted with this application. A future revision of reference (a) will remove this requirement. d. The applicant's photograph, in line with reference (a), is no longer required for this application. A future revision of reference (a) will remove this requirement. 8. The following information addresses lessons learned from the FY25 STA-21 (non-Nuclear option) selection process and board. This information is provided to preclude common errors: a. Of the 476 applications received for FY25, 455 were board eligible. A total of 79 Sailors were selected to participate in the FY25 STA-21 Program. b. Each year, application packages are not considered due to non- qualifying SAT or ACT scores, missing the CO's endorsement or recommendations, recent Non-Judicial Punishment, missing PFA cycles, missing or illegible documents, and not meeting program age or Navy PFA height and weight requirements. c. Minimum eligibility requirements must be met before submitting an application. Applications should be mailed only when fully completed. d. The CO's endorsement is extremely important, especially their ranking of the applicant among their peers. The endorsement should contain specifics about the individual's academic potential, commitment, leadership, service above self, and potential as a Naval officer. CO comments should specify the primary option to which the individual is applying and address how the individual meets the qualifications for that option. For junior Sailors with only schoolhouse evaluations, the CO must address this issue in their endorsement. e. An interview board and nomination review board will be conducted in line with reference (a). Officer interview boards will consist of three officers, and the applicant's CO may not be a board member and should not submit an interview appraisal sheet. It is recommended that officers of the applicant's designator of choice, if available, be asked to participate in the interview and nomination review board to assess the applicant for their community. Officer appraisals provide important insight into the applicant. The appraisal from the board should be a frank and honest assessment of the applicant's leadership and academic potential. The CO's personal interview should be conducted only after the application is complete and the officer interview board has submitted their appraisals. The full picture of an applicant's academic and officer potential can only be determined by reviewing the SAT or ACT scores (if required), high school or college transcripts, and a completed application package. Appraisal forms should be typed in 10 or 12- point font. f. The STA-21 applicant's personal statement should address why the Sailor wants to become an officer, how the Sailor's selection would improve the Navy, and why the Sailor is applying for a specific option. Sailors must also address any hardships or unique experiences that shaped their character. Junior Sailors should provide information on high school experiences, as high school transcripts rarely provide in-depth information on involvement in sports, clubs, volunteer hours, work, etc. Additionally, applicants should address any anomalies in the package (e.g., poor high school grades, college grades, service school grades, or poor evaluation performance). This explanation should include details of the situation, how the applicant has overcome these issues, and why the applicant will be successful in the future. g. The application is a reflection of the applicant; therefore it is important that the applicant review their package in its entirety before submission. Check for misspelled words and improper grammar. Ensure all high school and college transcripts are enclosed. Applicants must submit results from the last PFA completed including overall score. Applicants who have not taken the PFA within the past year and meet the exception criteria, in line with reference (a), must have a CO's endorsement, including a statement verifying the applicant is currently within Navy PFA height and weight standards. h. Qualifying SAT or ACT scores are required for all non- nuclear officer candidates, except as noted in paragraph (1) of this NAVADMIN. Qualifying SAT or ACT scores are not required for all nuclear officer candidates; however, the SAT or ACT is strongly encouraged for STA-21(N) applicants who wish to strengthen their academic record. Applications can still be submitted pending receipt of SAT or ACT scores or with a command statement indicating non-availability for overseas locations and deployed units. The SAT or ACT scores submitted can be from exams taken between 1 July 2020 and 1 July 2025. Applicants without SAT or ACT scores and who meet the exception criteria must ensure their high school cumulative Grade Point Average (GPA) (minimum 2.5 GPA) is dated within the last five years or have a minimum 2.5 cumulative college GPA on a 4.0 scale with 12 or more semester hours. i. It is recommended the command retain a copy of the entire application package. The command portion of the application (such as command endorsement and interview appraisal sheets) should not be shared with the applicant. 9. FY26 STA-21(N) applicants should be aware of the following application requirement modifications that are only relevant for Sailors applying to the nuclear option. These modifications have been made in an effort to reduce administrative requirements for applicants and will be incorporated into a future revision of reference (a). All waivers will be adjudicated on a case- by-case basis. All waivers must be clearly identified and formally endorsed by the Sailor's CO as part of the Sailor's STA-21(N) application. a. JST transcripts are not required for STA-21(N) applicants. b. Applicants are required to apply to three STA-21(N) program- approved universities prior to the STA-21(N) application deadline. If an applicant's desired university is not accepting applications prior to the STA-21(N) application deadline, the applicant shall include both documentation for those applications already submitted and notice of their intention to apply to their preferred university in their STA-21(N) application package. c. The following universities have zero select opportunities for FY26: Columbia University and Southern University and A&M College. d. Interviews (command and nominative boards) are not required for STA- 21(N) applicants, nor are they required to submit officer interview sheets. e. Non-nuclear trained Sailors are welcome to apply to STA- 21(N), but must submit a Electronic Personnel Action Request (NAVPERS 1306/7), to their community manager requesting conditional release from their community, in line with their community practices. They must include in their application package the approved conditional release letter received from their community manager. Application packages must be screened by the Nuclear Accessions Director of Navy Recruiting Command (NRC) and the finalized nuclear field eligibility worksheet must be included in the application package. If applicants have any questions about this process, contact OPNAV N133D at bullnuke@navy.mil. Non-nuclear trained Sailors must meet the requirements of nuclear field duty as specified in Chapter 5 of reference (d). Those requirements not met for nuclear field duty require a waiver with NRC concurrence. These requirements include, but are not limited to, Armed Services Vocational Aptitude Battery, foreign citizenship, and security clearance. f. CO Letter of Recommendation. A CO's letter of recommendation must be included in an applicant's package. It is encouraged that the CO's letter endorse a Sailor based upon their mental aptitude, leadership, and ability to manage adversity. COs are encouraged to provide supplemental context into their ranking methodology and ranking philosophy. Commands with "one of one" Sailors are reviewed with the same regard as commands with multiple Sailors applying. COs should rank their STA-21(N) applicants in a separate group than non-nuclear STA-21 applicants within their command. g. STA-21(N) applicants are not required to submit the personal statement listed in paragraph (8f) and instead must submit three personal statements, each not to exceed 300 words, in response to the following questions: (1) What actions have you taken to prepare for the STA-21(N) program, and how do these actions set you apart from other applicants? (Provide specific endeavors/activities that make you competitive.) (2) How do you assess your readiness to academically manage a technically rigorous and compressed college level course load? (Highlight academic success, but also explain any previous academic shortfalls and provide evidence that you've overcome them.) (3) STA-21(N) is an education and commissioning opportunity that will challenge you morally, mentally, and physically. How do you assess your resiliency in successfully navigating the adversity and mental stresses expected in this program? (Explain your Warrior Ethos and provide any personal challenges or shortcomings that have made you more resilient.) 10. The following lessons learned are provided to STA-21(N) applicants based on the FY25 STA-21(N) selection process and board. This information is provided to ensure applicants highlight their accomplishments and present a competitive package. a. The most competitive applicants have strong academic performance in high school, college, or the nuclear training pipeline. If an applicant does not have a history of strong academic performance, they should provide evidence of improved technical rigor and academic readiness through some other means, such as SAT or ACT scores, or additional college level courses in technical subjects (e.g., calculus, physics, etc.). Strong performance in the Fleet or advanced qualifications are not a substitute for academic performance; Fleet Sailors without an exceptional academic record are strongly encouraged to take the SAT or ACT in order to demonstrate their academic aptitude and potential. b. Sailors are encouraged to be forthright in addressing reasons for poor academic performance or disenrollment from an academic institution. This is best accomplished with an explanation of lessons learned or actions taken to address their weaknesses since the event occurred. c. Letters of recommendation are encouraged and should provide further evidence of a Sailor's ability to complete a rigorous technical degree or other efforts a Sailor has taken to strengthen their application. 11. The preferred method of delivery for applications is through mail. If mail delivery is not possible, contact the Naval Service Training Command STA-21 Program Office (N92 STA-21) at grlk_sta21@us.navy.mil for alternative delivery methods. Mail completed applications to: Naval Service Training Command ATTN: N92 STA-21 320A Dewey Ave Building 3, Room 106 Great Lakes, IL 60088-2845 12. For questions, specific details, eligibility criteria, application requirements, and selection procedures, Sailors should refer to reference (a), contact your command career counselor, or visit the STA-21 website at: https://www.netc.navy.mil/Commands/Naval-Service-Training-Command/STA-21/STA- 21-program/ for the most up-to-date information. 13. The point of contact for STA-21 is Naval Service Training Command, N92 STA-21, (847) 688-5454 ext. 242 or 243/DSN 792 or grlk_sta21@us.navy.mil. The point of contact for the STA-21(N) Program Office is the Nuclear Enlisted Community Manager, OPNAV N133D, (703) 604-5491/DSN 664 or bullnuke@navy.mil. 14. Released by Vice Admiral Richard J. Cheeseman Jr., N1.// BT #0001 NNNN CLASSIFICATION: UNCLASSIFIED//

Denmark on Monday announced a $2 billion security plan for the Arctic ahead of a visit by the country's prime minister to Berlin, Paris and Brussels to shore up "European unity" on Greenland. The announcement came after US President Donald Trump said Greenland was needed for US "national security".

U.S. President Donald Trump's choice for secretary of defense, Pete Hegseth, promised he would stop drinking if the Senate confirmed him.

The Pentagon said Friday night it will sharply curtail social media posts across the Defense Department for the next 10 days to “refocus” the military’s messaging around President Trump’s policy priorities. The memo to senior Pentagon leaders said all components, from military bases to combatant commands, must suspend social media posts from Saturday through Feb. 3, though there are significant exceptions to the new rules.

It will take three years of meeting recruiting goals to recover from the Navy’s current gaps-at sea, a service official said last week. There are about 20,000 operational gaps at sea, Capt. Candice Tresch, spokesperson for the Office of the Chief of Naval Personnel, told USNI News in an email. The area of concern is specifically the apprenticeship, or E1 through E4 positions, gaps at sea, U.S. Fleet Forces Force Master Chief John Perryman said during a Surface Navy Association panel.

CLASSIFICATION: UNCLASSIFIED// ROUTINE R 271700Z JAN 25 MID120001709577U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 017/25 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/JAN// SUBJ/CALENDAR YEAR 2025 E4 MERITORIOUS ADVANCEMENT PROGRAM (CORRECTED COPY)// REF/A/MSG/CNO WASHINGTON DC/121529ZMAR24// REF/B/MSG/CNO WASHINGTON DC/281643ZAUG24// REF/C/MSG/CNO WASHINGTON DC/272200ZJUL23// NARR/REF A IS NAVADMIN 052/24, 2024 MERITORIOUS ADVANCEMENT PROGRAM SEASON ONE. REF B IS NAVADMIN 174/24, 2024 MERITORIOUS ADVANCEMENT PROGRAM SEASON TWO. REF C IS NAVADMIN 168/23, NAVY-WIDE APPRENTICE (E1-E4) ADVANCEMENT CHANGES.// RMKS/1. This NAVADMIN announces policy and guidance for Calendar Year (CY) 2025 E4 Meritorious Advancement Program (MAP) for Active Duty, Training and Administration of the Reserves (TAR) and Selected Reserve (SELRES) Sailors. References (a) through (c) removed MAP opportunities for E2 through E4 Sailors in CY23 in order to support transition to advancements based on Time in Service (TIS). In order to give apprentice band Sailors an opportunity to advance, E4 MAP will run from 1 February through 31 December 2025. 2. E4 MAP quotas will be distributed throughout CY25 to select and reward the top-performing Sailors to be advanced prior to reaching 30 months TIS. E3 Sailors must have a minimum of 12 months TIS to be eligible for MAP to E4. 3. Timeline: CY25 E4 MAP Season: 1 February - 31 December 2025. 4. In line with reference (c), the E4 Professional Military Knowledge Eligibility Exam (PMK-EE) is no longer a requirement for any advancement program. 5. Commands are required to have two Navy Standard Integrated Personnel System (NSIPS) MAP user roles (command reviewer and command reporting senior) in order to submit MAP advancements, Exception to Policy (ETP), and additional MAP quota requests. NSIPS Web Afloat users and commands without access to NSIPS should refer to paragraph 5a for instructions on submitting their MAP advancements. The system uses authoritative data to determine eligibility. For training on user roles, log into NSIPS via https://www.nsips.cloud.navy.mil/, click on training tab, then click MAP tutorial (JPA). a. NSIPS Web Afloat users and commands without access to NSIPS must submit a MAP nomination request via e-mail directly to their Immediate Superior in Charge, Type Commander or Budget Submitting Office (BSO)/echelon 2 command using the Meritorious Certification Letter (MCL). The letter must be signed by the commanding officer and should address any ETP and/or additional quotas requested . Sample MCLs and detailed information regarding the offline process can be found via MyNavy Portal at https://www.mnp.navy.mil/group/advancement-and-promotion/a-enlisted-advancement-resources-and-links , then select the websites tab in the blue banner, then select the MAP homepage. b. Quota usage, modifications, and distribution will be managed within the NSIPS environment. Quotas will be distributed to the BSO. 6. MAP Website. MAP information and frequently asked questions can be found at https://www.mynavyhr.navy.mil/Career-Management/Community-Management/Enlisted-Career-Admin/Advancement/MAP/ 7. For additional questions or support, contact MyNavy Career Center (MNCC) at (833) 330-6622 or email at askmncc@navy.mil. 8. This NAVADMIN will remain in effect until superseded or canceled, whichever comes first. 9. Released by Vice Admiral Richard J. Cheeseman, Jr., N1.// BT #0001 NNNN CLASSIFICATION: UNCLASSIFIED//

CLASSIFICATION: UNCLASSIFIED// ROUTINE R 250206Z JAN 25 MID120001704661U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 016/25 MSGID/NAVADMIN/CNO WASHINGTON DC/-/JAN// SUBJ/GUIDANCE ON THE TERMINATION OF DIVERSITY, EQUITY, INCLUSION, AND ACCESSIBILITY OFFICES AND CONTRACTS, REMOTE WORK, AND OFFICIAL SOCIAL MEDIA ACCOUNTS// REF/A/DOC/POTUS/20JAN2025// REF/B/DOC/POTUS/20JAN2025// REF/C/LTR/OPM/21JAN2025// REF/D/LTR/ASN MRA/22JAN2025// REF/E/DOC/POTUS/20JAN2025// REF/F/LTR/OPM/22JAN2025// REF/G/LTR/OSD/24JAN2025// NARR/REF A IS EXECUTIVE ORDER ENDING RADICAL AND WASTEFUL GOVERNMENT DEI PROGRAMS AND PREFERENCING. REF B IS EXECUTIVE ORDER ON INITIAL RESCISSIONS OF HARMFUL EXECUTIVE ORDERS AND ACTIONS. REF C IS OFFICE OF PERSONNEL MEMORANDUM, INITIAL GUIDANCE REGARDING DEIA EXECUTIVE ORDERS. REF D IS ACTING ASSISTANT SECRETARY OF THE NAVY (MANPOWER AND RESERVE AFFAIRS) MEMORANDUM, SUBJECT EXECUTIVE ORDER REGARDING CLOSING DIVERSITY, EQUITY, AND INCLUSION OFFICES AND PROGRAMS. REF E IS EXECUTIVE ORDER ON RETURN TO IN-PERSON WORK. REF F IS THE OFFICE OF PERSONNEL MANAGEMENT MEMORANDUM REGARDING GUIDANCE ON PRESIDENTIAL MEMOMORANDUM RETURN TO IN-PERSON WORK. REF G IS OFFICE OF THE SECRETARY OF DEFENSE MEMORANDUM ON GUIDANCE CONCERNING OFFICIAL SOCIAL MEDIA ACCOUNTS.// GENTEXT/REMARKS/ 1. Pursuant to references (a) through (g), the following guidance and direction is provided: (a) All agency Diversity, Equity, Inclusion, and Accessibility (DEIA) offices are closed and all DEIA-related contracts terminated in accordance with references (a) through (d). (1) Concerns have been raised that some programs may have been modified in a way that obscures their DEIA objectives. If you are aware of a change in any contract description or personnel position description since 05 Nov 24, to obscure the connection between the contract and DEIA or similar ideologies, please report all facts and circumstances to DEIAtruth(at)opm.gov by 01 Feb 25. (2) There will be no adverse consequences for timely reporting of this information. However, failure to report this information by 01 Feb 25 may result in adverse consequences. (3) By COB 25 Jan 25, Echelon II commands shall report on items 1.(a)(3)(a) through 1.(a)(3)(d) via email to the POCs listed in paragraph 2. Negative responses required. Echelon II commands shall collect inputs from lower echelons. (a) Report completion of cancellation or deletion of all DEIA related instructions, guidance, naval messages, training requirements and scheduled training, to include training directives, orders, materials, equity, plans, and documents, and public facing media (websites, social media accounts, social media posts videos, etc). (b) Identify any contracts related to DEIA and confirm termination. (c) Identify any changes to DEI program or office names, contract, descriptions, or personnel position descriptions that have taken place since 05 Nov 2024. (d) Identify any DEI related offices, to include the number of civilian employees that conduct DEI work. (b) Remote Work. In accordance with references (e) and (f), this message serves as notification to all personnel of reference (e), the Presidential Executive Order on Return to In-Person Work. Additional guidance on the execution of references (e) and (f) is forthcoming. (1) Civilian Employees. We expect DoD will establish a 30-day target date for teleworkers and remote workers. In accordance with Section III, Paragraph 1 of reference (f), eligible employees must work full-time at their respective duty stations unless excused due to a disability, qualifying medical condition, or other compelling reasons as certified by the agency head and the employee's supervisor. Commanders and senior leaders should encourage their employees to use this time to consider changes they may be required to make to personal and family schedules, and travel, in order to fully comply with an established return to office date. (2) Military Personnel. Commanders will direct military personnel return to in-person work as soon as practicable. (c) In accordance with reference (g), social media posts from official accounts at all levels of the Navy are temporarily suspended for 10 days effective 25 Jan 25, with the following exceptions: (1) Social media communication concerning the Department of Defense's current operations defending our southern border. This is a top priority for the Department of Defense. (2) The DoD recognizes the duty and responsibilities of military installation commanders to inform Service members, military families, veterans, base partners, and visitors about base activities and services. Nothing in this NAVADMIN or reference (g) should be interpreted as disrupting or ceasing normal installation base operations and activities. The suspension does not apply to normal installation base operations and activities including customer-focused content such as: (i) Base conditions, activities, and services (ii) DoD Education Activity school activities, operations, and notifications (iii) Morale, Welfare, and Recreation and Commissary operations and activities (iv) Recruiting related activities 2. Director, Navy Staff POCs: CAPT Tony Then - Milciades.a.then2.mil(at)us.navy.mil CDR Corby Bivans - joseph.c.bivans2.mil(at)us.navy.mil CDR Duane Motley - duane.l.motley.mil(at)us.navy.mil LCDR Jeremy Orton - Jeremy.m.orton.mil(at)us.navy.mil 3. Released by VADM Michael E. Boyle, Director of the Navy Staff.// BT #0001 NNNN CLASSIFICATION: UNCLASSIFIED//

Lisa Murkowski, a frequent thorn in the U.S. president’s side, says the Arctic island is “open for business, but not for sale.”

Colombia has denied entry to two U.S. military deportation flights, according to officials from the Department of Homeland Security and the Defense Department. The flights, carried out on U.S. military C-17 aircraft, were carrying about 80 Colombian migrants each and had departed from California, the defense official told NBC News.

President Trump reportedly held a “fiery” call with Denmark’s Prime Minister Mette Frederiksen over the president’s insistence that U.S. control of Greenland is necessary for American national security.

CFL/ACFLs, Physical Readiness Program (PRP) Office Integration within the MyNavy Career Center (MNCC). Beginning 1 February 2025, The Physical Readiness Program (PRP) Office is updating its customer service processes and procedures by transitioning initial contact via the MyNavy Career Center (MNCC) for a modern call center experience with improved communication solutions accessible for Sailors 24/7 around the globe. Current PRP & PRIMS Help Desk will become the MNCC Tier-2 Help Desk within eCRM for PRP policy and PRIMS issues to answer questions the MNCC Tier-1 personnel cannot. For additional information, please refer to the PRP Integration with MNCC - FACT SHEET.

MILLINGTON, Tenn. – The Navy is improving how it takes care of its Reserve Force as it implements the DD Form 214-1, an official summary record of career points and service for those leaving the Reserve Component. The Navy will start issuing the Certificate of Uniformed Service (Reserve Component Addendum) Feb. 1 for Reservists separating, retiring, or transitioning into the Individual Ready Reserve or Standby Reserve.