Tony

UNCLASSIFIED// ROUTINE R 111843Z FEB 22 MID600051511557U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 035/22 PASS TO OFFICE CODES: INFO CNO WASHINGTON DC//DNS// MSGID/NAVADMIN/CNO WASHINGTON DC/DNS/FEB// SUBJ/2022 MRS. SYBIL STOCKDALE OMBUDSMAN OF THE YEAR AWARD// REF/A/DOC/OPNAV/2SEP14// AMPN/REF A IS OPNAVINST 1750.1G CH-2, THE NAVY FAMILY OMBUDSMAN PROGRAM.// POC/LITTLER, BRANDY/CIV/CNIC WASHINGTON DC/N9/EMAIL: BRANDY.B.LITTLER.NAF(AT)US.NAVY.MIL/TEL: (202) 433-4701// RMKS/1. This NAVADMIN announces the annual Mrs. Sybil Stockdale Ombudsman of the Year Award nomination and selection for 2022. Navy Ombudsman who have served in good standing for at least one year culminating no later than the due date in paragraph 6.a, are eligible to be nominated for the 2022 award. 2. This award is inspired by Mrs. Sybil Stockdale, who set an unflagging example for her support for families of other prisoners of war during the seven year internment in Southeast Asia of her husband, Vice Admiral James Bond Stockdale. The Ombudsman of the Year Award is presented to Ombudsmen who have served their command and Navy families with selfless dedication and commitment to family readiness. One Ombudsman of the Year will be selected from each of the following four categories: a. Afloat Command (Commander, U.S. Fleet Forces Command (COMUSFLTFORCOM)). b. Afloat Command (Commander, U.S. Pacific Fleet Command (COMPACFLT)). c. Reserve Command (Commander, Navy Reserve Force Command (COMNAVRESFOR)). d. Ashore Command. The following commands are authorized to submit one nomination each to Director, Navy Staff (per paragraph 6.a): (1) Each Echelon 2 Navy Shore Activity (direct report to Chief of Naval Operations (OPNAV)) (2) COMUSFLTFORCOM (3) COMPACFLT (4) U.S. Naval Forces Europe/U.S. Naval Forces Africa 3. Criteria for Ombudsman of the Year: a. Must have demonstrated the ability to effectively communicate between the Navy family and the command., b. Must have maintained the highest standards of professionalism and confidentiality while providing a positive example for command members and families. c. Must have facilitated and promoted a healthy sense of community among command families by assisting and supporting Navy families to include emergencies, mobilization, or deployment. d. Must have demonstrated consistent compliance with training, data collection, and required reports per reference (a). 4. Eligibility requirements for Ombudsman of the Year: a. Award nominees must be registered in the Ombudsman Registry, https://ombudsmanregistry.cnic.navy.mil/, and have distinguished themselves in supporting Navy families. b. Must have served as an Ombudsman in good standing for at least one year and embody the core values of the Ombudsman Program. 5. Submit nomination packages in the following format a. Cover letter to category sponsors via the chain of command, with the following enclosures. b. Enclosure (1) - Summary of action, not to exceed two pages, addressing each of the criterion set forth in paragraph 3 (above). c. Enclosure (2) - Short biography of the nominee. d. Enclosure (3) - Letter from the Fleet and Family Support Center Director or Navy Operational Support Center (NOSC) validating involvement in Ombudsman assemblies and advanced training. e. Enclosure (4) as needed - Additional supporting information (e.g., a letter of support for nomination from former Commanding Officers, Command Point of Contact, or Command Support Team; letters of appreciation presented by Commanding Officers or family members). 6. Nomination and selection process. a. Packages are due no later than 13 May 2022. Submit Afloat and Reserve Command nomination packages to the appropriate organizations in paragraphs 2a, b and c (above). b. Submit Ashore Command nomination packages to Director, Navy Staff, CMDCM Michael Carbone at michael.g.carbone2.mil(AT)us.navy.mil. c. COMUSFLTFORCOM, COMPACFLT and COMNAVRESFORCOM will select a finalist for their respective category and provide awardee information to Director, Navy Staff no later than 17 June 2022 for inclusion in a NAVADMIN announcing all four winners. 7. TYCOMs or designated representative will present awards in September 2022, during an Ombudsman Appreciation event. 8. Additional information is located at https://www.cnic.navy.mil/ffr/family_readiness/fleet_and_family_support_progr am/work-and-family-life/ombudsman_program/mrs--sybil-stockdale-ombudsman-of- the-year-award.html. 9. Released by Mr. Andrew S. Haeuptle, Director, Navy Staff.// BT #0001 NNNN UNCLASSIFIED//

The Navy is accelerating the rate of separations from the service due to refusal to get vaccinated against COVID-19 removing 112 sailors this week, according to the service’s latest COVID-19 update. Of the 240 total sailors separated for vaccine refusal, 217 had been in the service longer than 6 months, 22 were for sailors who were in for less than six months and one was a reservist. It was not immediately clear from the release how long the recently separated sailors served. At least 23 of the active-duty sailors already separated served less than six years, USNI News previously reported.

PENSACOLA, Fla. - The Advanced Education Voucher program helps top performing senior enlisted leaders achieve their higher education goals. Naval Education and Training Command (NETC) is accepting applications from senior enlisted personnel (E-7 to E-9) for the Fiscal Year 2023 (FY23) Advanced Education Voucher (AEV) program. The AEV program provides financial assistance to selected senior enlisted personnel to complete post-secondary, Navy-relevant degrees through off-duty education. “The AEV program supports the continued educational development of senior enlisted leaders as part of the Navy’s seasoned team of naval warriors,” said Albert Sharlow, NETC AEV program manager. “The program provides the Navy's chief, senior chief and master chief petty officers a platform to pursue higher education that makes them more effective leaders with varied sets of knowledge, skills and experiences to operate, sustain and maintain an edge in today’s rapidly changing security environment.” Who is eligible? Applicants must be top performing active-duty senior enlisted personnel (E-7 to E-9) who are transferring to or currently on shore duty with sufficient time ashore to complete a master's degree program. Applicants on sea duty may apply provided they submit an education plan that shows the ability to complete the degree program as specified above. For FY23, applicants must have already earned a baccalaureate degree from an institution of higher learning accredited by an agency recognized by the Department of Education. How many quotas are available? The AEV program has seven quotas for master’s degrees available for FY23. What Navy-relevant degrees are included in the AEV program? Degrees considered for the master’s program include: Emergency and Disaster Management Human Resources Project Management Engineering and Technology Systems Analysis Information Technology Homeland Defense and Security Leadership and Management Business Administration Education and Training Management Degree programs other than those listed above must be validated as a Navy-relevant degree by the NETC AEV program manager. How much funding does the Navy provide? For FY23, AEV Program participants will receive funds for tuition, books, and related fees for completion of their master’s degree with funding limits set at a maximum of $20,000 per fiscal year for up to 24 months from the date of signing a letter of acceptance, not to exceed $40,000 total program cost. When does the program begin? Applicants should be available to commence their studies in the 2022 fall term (after Oct. 1, 2022). Is there a service obligation? Participants shall agree to remain on active duty for a period equal to three times the number of months of education completed or three years, whichever is less. What is the submission deadline? Applications should be e-mailed to the program manager by May 23, 2022. Where can I get additional information on the program? Visit the AEV information page on the Navy College Program’s website at https://www.navycollege.navy.mil/common-resources/education-voucher-programs.htm Contact Albert Sharlow, NETC N525 (850) 452-7271 or DSN 459-7271 albert.sharlow@navy.mil Led by Rear Adm. Pete Garvin, NETC recruits and hires talented civilians, delivers training and education to transform civilians into Sailors and distributes accession Sailors to the fleet to maximize readiness and ensure mission success; provides specialized training and educational tools to advance the personal and professional development of Sailors throughout their career; and serves as sole claimant for individual training and education and as the principal advisor to the chief of naval operations and commander, U.S. Fleet Forces Command on training and education related matters. Quick Facts: The AEV Program is for top performing senior enlisted leaders (E-7 - E-9). FY23 has seven quotas for master's degrees. Deadline to apply is May 23, 2022.

UNCLASSIFIED// ROUTINE R 101648Z FEB 22 MID600051507740U FM CNO WASHINGTON DC TO NAVADMIN CMC WASHINGTON DC COMDT COGARD WASHINGTON DC INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 033/22 MSGID/NAVADMIN/CNO WASHINGTON DC/N2N6/FEB// SUBJ/FISCAL YEAR 2021 COPERNICUS AWARD WINNERS ANNOUNCEMENT// POC/SARAH FISCHETTI/CIV/AFCEA EDUCATIONAL FOUNDATION/TEL: (703) 631-6147 /EMAIL: EDFOUNDATION(AT)AFCEA.ORG// REF/A/MSG/CNO WASHINGTON DC/302051Z AUG 21// AMPN/REF A IS NAVADMIN 195/21, FISCAL YEAR 2021 COPERNICUS AWARD NOMINATION// RMKS/1. The Chief of Naval Operations is pleased to congratulate the fiscal year 2021 Copernicus Award winners. The Copernicus Award recognizes individual contributions to Naval Warfare in the disciplines of Command, Control, Communications, Computers, and Intelligence, Information Systems or Information Warfare. Armed Forces Communication and Electronics Associations (AFCEA) International and the U.S. Naval Institute (USNI) have selected the following Copernicus Award winners for fiscal year 2021: a. Maj Ryan M. Ackland, USMC, Marine Corps Tactical Systems Support Activity b. CWO2 Jonathan J. Anderson, USCG, Coast Guard Cyber Command c. IT1 Karsten S. Aurella, USN, USS CHAFEE (DDG 90) d. IT1 Franklin T. Barrett, USN, USS AMERICA (LHA 6) e. IT1 Trevor J. Brammer, USN, Naval Special Warfare Development Group f. ET2 Anthony T. Brickey, USCG, USCGC Robert Goldman (WPC 1142) g. CWO4 Bryan Broussard, USN, U.S. Naval Forces Central Command h. CAPT Ian A. Brown, USN, Naval Special Warfare Group TWO i. LCDR Mark W. Burgner, USCG, USCG Base Boston j. CWO2 Michael D. Butler, USMC, II Marine Expeditionary Force k. LCDR Stephen S. Cortez, USN, Commander, Task Force SEVEN ZERO/Commander, Carrier Strike Group FIVE l. Sgt Christopher J. DaSilva, USMC, Battalion Landing Team 1/5 m. LCDR Tebin H.T. Glebus, USN, U.S. SEVENTH Fleet n. CWO3 Keith Patrick Jarvis, USCG, U.S. Coast Guard Yard o. SSgt Randall I. Kardatzke, USMC, U.S. Marine Corps Forces, Special Operations Command p. ET1 Sean A. Larson, USCG, Patrol Forces Southwest Asia q. LT Daniel B. Miller, USN, Naval Special Warfare Development Group r. CTI1 Benjamin B. Miller, USN, Naval Special Warfare Special Reconnaissance Team ONE s. Capt Nicholle M. Miller, USMC, Intelligence Division, Combat Development and Integration Command Quantico t. LTJG Hollie L. Parrish, USCG, Command, Control, Communications, Computers, Combat System, and Interoperability Service Center u. CWO3 Christopher M. Port, USMC, II Marine Expeditionary Force v. LT Scott A. Pratz, USCG, Command, Control, Communications, Computers, Combat System, and Interoperability Service Center w. CWO2 Michael W. Reinke, USN, Navy Expeditionary Intelligence Command x. LCDR Richard C. Reyes, USN, U.S. SEVENTH Fleet y. Maj Erik C. Rye, USMC, U.S. Marine Corps Force Cyberspace Command z. Mr. Edwin Sanjurjo, Navy Expeditionary Intelligence Command aa. LT Christopher J. Seedyk, USN, Amphibious Squadron ONE bb. IT1 Chase D. Spence, USN, White House Communications Agency cc. 1stLt Jackson T. Tears, USMC, Marine Air Support Squadron-2, Manpower Air Control Group-18, 1st Marine Aircraft Wing dd. ITCS Joshua H. Torres, USN, USS MOUNT WHITNEY (LCC 20) ee. ITC Alexander C. Tucker, USN, Chief of Naval Operations Director, Navy Staff ff. Cpl Landon A. Wilks, USMC, Marine Wing Communications Squadron 28 gg. GySgt Zachary B. Williams, USMC, 15th Marine Expeditionary Unit hh. Maj Clinton L. Woods, USMC, Marine Corps Communication-Electronics School ii. Capt Aaron E. Zack, USMC, Marine Corps Cyberspace Warfare Group 2. All Copernicus Award winners will receive an invitation from AFCEA and USNI inviting them, their spouse/guest, and their Commanding Officer to attend an awards reception and presentation ceremony held at the AFCEA International/USNI WEST 2022 Conference in San Diego, California at the San Diego Convention Center on 16 February 2022. If awardees are unable to attend the ceremony in San Diego, the awards will also be presented at the AFCEA International TechNet Cyber Conference in Baltimore, Maryland at the Baltimore Convention Center in April 2022. 3. Released by VADM Jeffrey E. Trussler, Deputy Chief of Naval Operations for Information Warfare, OPNAV N2N6.// BT #0001 NNNN UNCLASSIFIED//

The Navy Reservist

UNCLASSIFIED// ROUTINE R 032108Z FEB 22 MID600051489336U FM CNO WASHINGTON DC//DNS// TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 028/22 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//DNS// INFO CNO WASHINGTON DC//DNS// MSGID/GENADMIN/CNO WASHINGTON DC/DNS/JAN// SUBJ/FY-23 CHAPLAIN CORPS ADVANCED EDUCATION PROGRAM// REF/A/DOC/COCINST/26DEC19// NARR/REF A IS COCINST 1521.1D, CHAPLAIN CORPS ADVANCED EDUCATION PROGRAM. RMKS/1. This NAVADMIN solicits applications and provides guidance for the FY-23 Chaplain Corps Advanced Education Program (CHC AEP). 2. The CHC AEP raises the level of Navy chaplain professional competency beyond the minimum professional and educational qualifications. Additionally, the CHC AEP provides knowledge, skills and abilities that complement training and education conducted through the Naval Chaplaincy School (NCS). Applicants should be available to commence their studies in the Fall term of CY -23. Pursuant to reference a, a CHC AEP selection committee will convene before 1 June 2022. 3. The FY-23 CHC AEP will consist of: graduate programs at civilian educational institutions (CIVINS) in Ethics, Religion in Culture, or Homiletics; graduate level programs at military service colleges and schools (MSCS); and, pastoral care residencies. 4. Eligibility: All applicants for CHC AEP must be in the AC and must be able to complete a utilization tour without waiver following completion of the program. See additional eligibility criteria in reference (a). 5. Application packages shall be submitted via physical mail to: COMMANDING OFFICER, NAVAL CHAPLAINCY SCHOOL ATTN: FY-23 CHAPLAIN CORPS ADVANCED EDUCATION PROGRAM 114 PORTER AVE NEWPORT, RI 02841 6. PII free PDF packages must be submitted via LT Cole Yoos at cole.yoos(AT)navy.mil,copy LCDR Wm. Edmund Newsome at william.e.newsome(AT)navy.mil, with the subject line: FY-23 Chaplain Corps Advanced Education Program. Completed packages must reach NCS NLT 15 April 2022. 7. Reference (a) is currently being revised to reflect the CIVINS shift from Pastoral Counseling to Homiletics and will be promulgated separately. 8. Point of contact is LCDR Wm. Edmund Newsome, Advanced Education Program Manager who can be reached at (401)-841-3935 or via e-mail at william.e.newsome1(AT)navy.mil. 9. Released by Mr. Andrew S. Haeuptle, Director, Navy Staff.// BT #0001 NNNN UNCLASSIFIED//

QUANTICO, Va. - The U.S. Naval Community College selected Alexandria Technical & Community College for its Pilot II Nuclear Engineering Technology associate degree program. This agreement provides active duty enlisted Sailors an opportunity to earn a naval-relevant and nuclear engineering-focused associate degree which directly contributes to the readiness of the naval services and set them on a path of life-long learning. The USNCC worked with Alexandria College during the Pilot I phase of the USNCC’s development and was selected to continue to be a part of the USNCC consortium for the continued growth of the newly established institution. “We are excited to continue our relationship with Alexandria College,” said Randi Cosentino, Ed.D., president of the USNCC. “The education and support the Alexandria College team provided our Sailors during Pilot I were exactly what we were looking for from an institution in our consortium, and we hope to continue to work together to further develop our warfighters’ critical thinking and leadership skills.” “We are very honored to have been selected to be a partner with the USNCC Pilot II Nuclear Engineering Technology program,” said Michael Seymour, president of Alexandria College. “We are committed to serving the military community in new and effective ways. Our caring staff and faculty stand ready to ensure military members have a great experience here at Alexandria College.” Naval professionals who pursue the associate degree in Nuclear Engineering Technology through the USNCC will have an opportunity to gain an in-depth understanding of engineering principles and ethics, quality assurance, radiological and chemistry controls, and more. The degree will also have an established transfer path to four-year degree programs in nuclear engineering. “For the past year, I have had the opportunity to teach calculus to Sailors as part of the Pilot I project. I have enjoyed getting to know these students, and I am impressed by their ability to study and achieve excellent results in class while still performing their active-duty jobs,” said Justin Eberhardt, mathematics instructor at Alexandria College. “I look forward to the next phase of this project, which will increase the enrollment of the USNCC to further enhance the warfighting advantage across forces.” While talking about Alexandria College’s selection for this continued relationship with the USNCC, Tamara Arnott, Ph.D., Dean of Educational Services, said Alexandria College offers “the strength of its online programs, excellent student outcomes, a student-first mentality and unwavering commitment to student access and success.” Arnott said, “As a member of the Minnesota State system, we provide an extraordinary education to all students who select Alexandria College.” Minnesota State Colleges and Universities are regionally accredited by the Higher Learning Commission. Active duty enlisted Sailors, Marines, and Coast Guardsmen can fill out an application on the USNCC website, www.usncc.edu . The first courses will start in the fall of 2022. The United States Naval Community College is the community college for the Navy, Marine Corps, and Coast Guard. To get more information about the USNCC, go to www.usncc.edu . Click on the student interest form link to learn how to be a part of the USNCC Pilot II program.

The Navy separated an additional 73 active-duty sailors for refusal to get vaccinated against COVID-19, bringing the total to 118. The Navy has separated 22 active-duty sailors who were all within their first 180 days of service. An additional 96 sailors have been separated, with at least 23 of those sailors within their first six years of service, USNI News previously reported. No reserve sailors have been separated.

(Tribune News Service) — Following the release in December of a study requested by Congress on noise from EA-18G jets, the Navy released last week a related technical report. The report includes more insight into where and when the Navy collected live jet noise data on the Growler jets during the study, which was conducted near Naval Air Station Whidbey Island and near a base in California between December 2020 and August 2021.

The Navy’s top enlisted member has been sporting a new khaki working uniform that has spurred a mix of confusion, excitement and apprehension among sailors on social media. Master Chief Petty Officer of the Navy Russell Smith was seen wearing the outfit in photos from a visit to Navy facilities in Virginia late last month that were shared on his official Instagram and Facebook accounts.

The Pentagon wants more time to weigh its options before it complies with an order from the Hawaii state government to drain the fuel out of a strategically important resupply hub at Red Hill, department officials said this week. The Hawaii Department of Health issued an emergency order in December to drain the tanks of the World War II-era fuel depot that can hold about 250 million gallons of fuel after a 14,000-gallon fuel leak contaminated drinking water used by military and civilian families. The Navy initially said it would comply with the order, USNI News reported last month.

UNCLASSIFIED// ROUTINE R 011935Z FEB 22 MID600051482153U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 021/22 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/FEB// SUBJ/SEA SHORE FLOW ENLISTED CAREER PATHS UPDATES FOR NUCLEAR TRAINED ENLISTED PERSONNEL// REF/A/MSG/CNO WASHINGTON DC/101615ZDEC15// REF/B/MSG/CNO WASHINGTON DC/ 151503ZJUL19// NARR/REF A IS NAVADMIN 284/15, SEA SHORE FLOW ENLISTED CAREER PATHS UPDATES FOR NUCLEAR TRAINED ENLISTED PERSONNEL. REF B IS NAVADMIN 157/19, SEA SHORE FLOW ENLISTED CAREER PATHS UPDATE FOR NUCLEAR TRAINED JUNIOR STAFF INSTRUCTORS.// RMKS/1. This NAVADMIN updates and replaces the sea shore flow (SSF) career path in reference (a). The SSF career path for junior staff instructors (JSI) outlined in reference (b) remains in effect. 2. The Nuclear Propulsion Program Manager (OPNAV N133) identified a downward trend in reenlistment behavior in selective reenlistment bonus (SRB) Zone B (six to ten years of service) in the nuclear enlisted community. The nuclear aggregate reenlisted inventory in SRB Zone B is at 76 percent of the overall zone goal as of October 2021. Submarine and surface reenlisted inventories in SRB Zone B are at 84 percent and 63 percent, respectively, of their zone goals. Some modifications to the current SSF career path outlined in reference (a) are required to ensure continued success for Sailors that comprise the Naval Nuclear Propulsion Program enterprise. These changes improve alignment between the nuclear SSF career path and the eligibility requirements for reenlisting with SRB in Zone B. The changes outlined below in paragraph 3 provide the following advantages for Sailors who reenlist in SRB Zone B: a. Provides the obligated service (OBLISERV) necessary for a Sailors first shore tour and does not commit the Sailor to a second sea tour. b. Allows Sailors to earn a Zone B bonus to OBLISERV for their shore tour. c. Provides the ability for applicable Sailors to transfer GI Bill benefits to their dependents without committing to a second sea tour. d. Provides the opportunity to earn a college degree while on shore duty by either using the GI Bill or tuition assistance. e. Provides the opportunity to earn higher-level qualifications (e.g., engineering watch supervisor or propulsion plant watch supervisor) and serve in senior leadership positions on a Sailors first sea tour. f. Provides better at-sea watch bill flexibility due to increased at-sea manning. 3. The modifications to the SSF contained in reference (a) are as follows a. Extends the first sea tour from 48 months to 54 months. b. Adjusts the two career milestone gates to 10.5 years and 17.5 years for the second sea tour and third sea tour, respectively. c. Maintains all follow-on sea tours after the first sea tour at 40 months for all paygrades. d. Maintains shore tour lengths as prescribed in reference (a). 4. The modified SSF is displayed in paragraph 5. The initial training pipeline for all Sailors is set to a nominal length of 24 months. Sea tours are annotated below as SEA and shore duty is annotated as SHR. All numbers in paragraph 5 are in months. 5. The SSF is modified as follows for a Sailor who does not serve as a JSI SEA1 SHR1 SEA2 SHR2 SEA3 SHR3 SEA4 SHR4 54 36 40 36 40 36 40 36 NOTE 1: Navy Personnel Command, Enlisted Submarine/Nuclear Power assignments (PERS-403) will issue shore tour orders up to 40 months for billets that require additional training or qualification. 6. The career milestone gates will be utilized as follows a. PERS-403 will not delay a Sailors return to sea to align them with these gates. b. If a Sailor is behind the nominal SSF career path and approaching a gate, PERS-403 will adjust the Sailors future tour lengths when issuing orders to align their planned rotation date with the gate or obtain a waiver from OPNAV N133 to exceed the gate. A Sailors shore tour length would normally not need to be reduced if the nominal SSF was being executed. c. PERS-403 will maintain shore tour lengths of at least 24 months (plus any required training or qualification period) unless a waiver is received. d. Sailors who are unable to meet a gate will be handled on a case-by-case basis and will require a waiver submitted by PERS-403 and approved by OPNAV N133. 7. These policy changes will require close coordination between the command, each nuclear-trained enlisted Sailor and PERS-403 to facilitate a smooth transition to the new SSF. Therefore, implementation of these changes will be phased as follows: a. Effective immediately, all new first sea tour orders issued by PERS-403 will comply with the tour lengths shown in paragraph 5. b. The 10.5-year and 17.5 year gate discussed in paragraph 3 are effective immediately. Waivers are required to exceed these gates, as discussed in paragraph 6. c. To allow Sailors and their families time to plan for potential future duty station changes, projected rotation date (PRD) changes should be made using the following guidance. The *effective date* referenced below is 1 April 2022 to coincide with the April/May 2022 MyNavy Assignment cycle. (1) For Sailors on their first sea tour: (a) Sailors within 12 months of their previously established PRD at the time of the effective date will not have their PRD shifted unless the Sailor routes an enlisted personnel action request (NAVPERS 1306/7) that is endorsed by the command specifically requesting the PRD change. (b) Sailors who have a PRD greater than 12 months, but less than or equal to 14 months from the effective date, will have their PRD shifted to align to a 50-month sea tour, unless otherwise requested by the command. (c) Sailors who have a PRD greater than 14 months, but less than or equal to 16 months from the effective date, will have their PRD shifted to align to a 52-month sea tour, unless otherwise requested by the command. (d) Sailors who are greater than 16 months from their PRD from the effective date will have their PRD shifted to align with the new SSF. d. Within three months of the date of this NAVADMIN, all commands shall submit a PRD planning letter or message to PERS-403 using the guidance of paragraph 7c. PERS-403 will coordinate with OPNAV N133 to adjudicate waivers to the career milestone gates based on the information received. 8. A downloadable graphic that displays the modified SSF is available on the OPNAV N133 website at the following address: https://www.mynavyhr.navy.mil/Career-Management/Community- Management/Enlisted/Nuclear/CCC-Toolbox/. Commands are encouraged to download this product and post it for Sailors to review. 9. Points of contact. For all questions and concerns, leaders and Sailors should contact the following individuals: a. Nuclear Enlisted Community Management Team (OPNAV (N133D)) at the following: (1) CDR James Kepper at (703) 604-5493/DSN 664 or via e-mail at james.h.kepper2.mil(at)us.navy.mil. (2) ETNCM Jeffrey Neese at (703) 604-5492/DSN 664 or via e- mail at bullnuke(at)navy.mil. b. PERS-403 at the following: (1) LCDR Randall Hangartner, PERS-403, at (901) 874-3636/ DSN 882 or via e-mail at randall.e.hangartner.mil(at)us.navy.mil. (2) EMNCM(SS) Angelo Galindo, PERS-403, at (901) 874-4696/DSN 882 or via e-mail at nuclearkhaki(at)navy.mil. 10. This message supersedes reference (a) and will remain in effect until superseded or canceled, whichever occurs first. 11. Released by Vice Admiral John B. Nowell, Jr, N1.// BT #0001 NNNN UNCLASSIFIED//

PENSACOLA, Fla. -- Rear Adm. Pete Garvin, commander, Naval Education and Training Command (NETC), announced the NETC 2021 Military Instructors of the Year (MIOY) competition winners Jan. 27. “The NETC Military Instructors of the Year program recognizes those Sailors and officers who exhibit attributes such as sustained superior performance, leadership, self-improvement, command and community involvement, exemplary military bearing, and of course, the ability to effectively and avidly impart knowledge in an educational context,” said Garvin. “The competition was robust and reflective of the high-caliber personnel we have serving across the globe in support of the fleet.” Instructors serving throughout the MyNavy HR Force Development domain rose through a number of competitive levels to represent the top achievers in training from a group of more than 11,000 instructors. The winners in the five MIOY categories, are: • JUNIOR ENLISTED - Aviation Boatswain’s Mate (Handling) 2nd Class Joshua Tayag, Naval Air Technical Training Center, Pensacola, Florida • MIDGRADE ENLISTED - Aviation Support Equipment Technician 1st Class Beatriz Cruz, Center for Naval Aviation Technical Training Unit North Island, California • SENIOR ENLISTED - Senior Chief Musician Christopher Sams, Naval School of Music, Virginia Beach, Virginia • OFFICER – Lt. Michael Ziarek, Information Warfare Training Command Virginia Beach, Virginia • NROTC – Maj. Larry Black, University of South Florida Naval Reserve Officer Training Corps, Tampa, Florida Garvin congratulated all the finalists for their roles in shaping the Navy's future force and for their contributions to the training and education mission. “Each of our finalists represented their commands and the entire Force Development domain with distinction, and each Sailor should be extremely proud of their professional and personal achievements,” said Garvin. NETC recruits, trains and delivers those who serve our nation, taking them from “street to fleet,” by transforming civilians into highly skilled, operational, and combat-ready warfighters. A formal ceremony at NETC headquarters to recognize the accomplishments of the MIOY is planned for early spring 2022.

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Major train heists aren't as common now as they were in the Wild West, but railways still carry some highly sensitive cargo that demands heavy-duty, specialized protection. That's why the U.S. Navy, better known for aircraft carriers, submarines and fighter jets, is adding a sleek new armored train caboose to its arsenal, designed to protect shipments of radioactive waste and house mission-relevant security personnel.

Big changes are underway in the Navy Reserve as officials take a top-to-bottom look at thousands of units to decide which missions and which jobs make the most sense for the force’s future. So far, it’s led to the elimination of hundreds of positions, but the addition of hundreds of others. Navy Reserve leaders are about 80% finished with a process that’s examining 6,000 separate military billets, asking whether those positions are the best use of the reserve component’s budget and manpower, and with a focus on the extent to which they contribute to DoD’s broader shift to great power competition.

A video showing the moments leading up to the crash of an F-35C Joint Strike Fighter that occurred aboard the USS Carl Vinson on Monday is now circulating online.

New naval guidance for operating under COVID-19 will include shorter isolation periods for those with the virus, as the Navy moves to a fully vaccinated fleet. The new standard operating guidance, issued Jan. 15 by deputy chief of naval operations for operations, plans and strategy Vice Adm. William Merz, follows guidance from the Centers for Disease Control and Prevention, which lowered isolation periods for those who were sick with COVID-19.

FY-23 Board Schedule

The Navy announced its fiscal year 2022 retention goals and a more competitive annual Retention Excellence Award (REA) on January 26 in NAVADMIN 012/22. “As we move into FY-22, Navy is shifting from a growth trajectory to sustainment, while still aggressively leaning into filling our existing sea duty gaps and focusing on balanced communities to ensure we have the right mix of ratings, pay grades and navy enlisted classifications to meet the mission,” Vice Adm. John. B. Nowell, Jr. said in the message. New in fiscal year 2022 will be the addition of a “Best in Class” (BIC) award, given to the top command in each of 18 different sea duty platform types. Each platform type will see a winner named from U.S. Fleet Forces Command and U.S. Pacific Fleet. Future years will see the other operational and shore duty units added to this new class-oriented retention competition. Those not currently eligible under the new BIC competition will still compete to meet the FY22 REA Legacy benchmarks. Separate benchmarks for each platform class have been set based on the last three years of retention data. A complete list of these goals by platform is in the NAVADMIN. To be eligible to compete for BIC, commands must meet their platform-specific reenlistment rate benchmarks in Zone A -- up to six years of service, Zone B -- between six and ten years of service, and Zone C -- between 11 and 14 years of service and be at or below the Zone A attrition benchmark of 4 percent. The benchmarks must be met for at least two quarters, or for the fiscal year overall. At the end of the fiscal year, each type commander will evaluate units with the highest overall retention and lowest attrition to determine who will receive the BIC distinction. “A more competitive REA will encourage leadership engagement at every level to sustain retention, based on the historical averages for similar commands,” Nowell said. “Adding a ‘Best in Class’ winner for each fleet will set a clear expectation that no matter what benchmarks we achieve, there is no limit to retention excellence and that every Sailor counts!” Moving forward, the new BIC winners will paint their anchors gold and fly a new reverse color REA pennant that is under development (blue, with gold anchor), while commands who meet the REA benchmarks will return their anchors to haze grey and fly the current REA pennant. In the REA Legacy competition for FY22, the Navy has set the following reenlistment benchmarks: Zone A --62 percent; Zone B -- 68 percent; and Zone C -- 85 percent and be at or below the Zone A attrition benchmark of 4 percent. Staying Navy doesn’t only mean keeping Sailors in the active force. Active component Sailors who affiliate with the reserve in the same fiscal year will factor into their unit’s retention percentages. “Simply stated, we cannot build a Navy that can fight and win without our Reserve” Nowell said. “Our Navy’s Reserve team continues to answer all bells and supports every line of effort, from transformation of MyNavy HR to operating forward in remote locations.” The message also recapped the final retention statistics for fiscal year 2021. “The Navy met FY-21 benchmarks in a challenging environment due to the Fleet’s strong influence in retaining Sailors within both the active and reserve components,” Nowell said. The Navy exceeded their fiscal year goal in each Zone: Zone A-- 67 percent (57 percent benchmark); Zone B -- 68 percent (67 percent benchmark); and Zone C -- 85 percent (82 percent benchmark). Additionally, Zone A Attrition was 3.6% and 3.8% for US Fleet Forces Command and US Pacific Fleet, respectively. Both are well below the FY-21 Attrition target of 4.5 percent. “The Navy remains dedicated to attracting, developing, and retaining the right talent,” Nowell said. “Your leadership and engagement are necessary at every level to help sustain and improve upon our retention.”

The Navy separated 23 active-duty sailors for refusal to get vaccinated against COVID-19, the sea service announced Wednesday. The 23 separated sailors were all discharged with an honorable characterization of service, according to the Navy’s weekly COVID-19 update. The ranks of the 23 sailors were not immediately clear. This brings the total number of separations due to COVID-19 vaccination refusal to 45. The other 22 separations were active-duty sailors who were in their first 180 days of service, USNI News previously reported.

UNCLASSIFIED// ROUTINE R 261622Z JAN 22 MID200001412026U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 012/22 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/JAN// SUBJ/RETENTION EXCELLENCE AWARD// REF/A/MSG/CNO WASHINGTON DC/121637ZNOV19// REF/B/PUB/BUPERS/17JAN17// REF/C/MSG/CNO WASHINGTON DC/162058ZAPR18// REF/D/MSG/CNO WASHINGTON DC/231840ZAPR18// REF/E/DOC/OPNAV/22FEB12// NARR/REF A IS NAVADMIN 254/19, CULTURE OF EXCELLENCE. REF B IS BUREAU OF NAVAL PERSONNEL CAREER COUNSELOR HANDBOOK. REF C IS NAVADMIN 095/18, BRILLIANT ON THE BASICS II PART A REVISITING THE BASICS. REF D IS NAVADMIN 100/18, BRILLIANT ON THE BASICS II PART B ENGAGEMENT. REF E IS OPNAVINST 1040.11D, NAVY ENLISTED RETENTION AND CAREER DEVELOPMENT PROGRAM.// RMKS/1. This NAVADMIN highlights Navy Fiscal Year (FY) 2021 retention behavior, outlines the FY-22 retention environment, provides FY-22 reenlistment benchmarks and Retention Excellence Award (REA) criteria and introduces the REA Best in Class (BIC) distinction for certain operational units. Additionally, it reemphasizes our commitment towards promoting a culture of excellence in line with reference (a), and the need to retain the best talent in a forward-operating, diverse and talent-rich Navy team. 2. FY-21 Retention Behavior. In FY-21, we achieved the following reenlistment rates in Zones A, B and C, which included Reserve affiliation (RA): 67% for Zone A (57% benchmark), 68% for Zone B (67% benchmark) and 85% for Zone C (82% benchmark). In addition, the Fleets Zone A attrition was below the FY-21 target of 4.5% or less (3.6% for U.S. Fleet Forces Command and 3.8% for U.S. Pacific Fleet). We met FY-21 benchmarks in a challenging environment due to strong Fleet leadership at all levels focusing on retaining the right Sailors within both the Active and Reserve Component. 3. FY-22 Retention Environment. We remain dedicated to attracting, developing and retaining the very best talent. As we move into FY- 22, we are shifting from a trajectory of growth to sustainment while still aggressively working to fill our existing sea duty gaps. This entails focusing on balanced communities to ensure we have the right mix of ratings, pay grades and navy enlisted classifications (NECs) to meet the mission. Your leadership and engagement remains necessary at every level to help sustain and improve upon our level of retention. Expanding the REA to include a BIC winner for each Fleet within each class of ship will reward commands whose retention exceeds established benchmarks, demonstrating that there is no limit to retention excellence as we continue to maintain an operationally- effective Navy and mitigate gaps at sea. 4. Importance of Reserve Affiliation. Maintaining the best retention environment for Fleet readiness remains my top priority. We depend on both the Active and Reserve Components to maintain Fleet readiness. Simply stated, we cannot build a Navy who can fight and win without a total force effort. Our Navy's Reserve team continues to answer every call to action and support every line of effort, from transformation of MyNavy HR to operating forward in remote locations. Consequently, retention through RA remains a strategic imperative and will be factored into REA computations. RA can occur greater than 180 days from Active Duty separation; however, it must occur within the same FY. 5. FY-22 Retention Benchmarks a. REA BIC. In FY-22, we will begin the first phase of a competitive REA BIC distinction for certain (Type 2 and Type 4) operational platform types. In future years, we will expand this concept to other operational units, and like-commands for shore duty. The BIC distinction will highlight commands that are optimizing the principles outlined in references (a) through (c) to retain an operationally-ready, diverse and talented force. Phase I of the BIC contains 18 platform types as discussed below. Units not identified to participate in the REA BIC distinction will continue to be identified as REA Legacy and follow REA benchmarks outlined in 5.b below. (1) Reenlistment rates with RA. Under the BIC category, reenlistment benchmarks are determined based on a 3-year historical reenlistment rate average by respective platform that includes RA. Commands who meet their specific platform reenlistment rate (with RA) benchmark targets in Zones A, B and C and remain at or below the Navys Zone A attrition benchmark of 4.0% for at least 2 quarters, or the FY overall, will be awarded the REA and compete for BIC. Type Commanders (TYCOMS) will evaluate units with the highest overall retention and lowest attrition at the end of the FY and utilize related metrics to determine who will receive the BIC distinction for each class in each Fleet. Those units identified as BIC will be forwarded to their respective Echelon II command for release of a recognition message. (2) FY-22 BIC reenlistment with RA benchmarks are as follows: Platform Type ZONE A ZONE B ZONE C CG 73% 79% 94% CVN 64% 75% 90% DDG 72% 79% 94% EOD 90% 82% 94% HSC 74% 83% 95% HSM 76% 80% 94% LHA and LHD 71% 84% 94% LPD 72% 78% 94% LSD 77% 84% 92% MCM 77% 94% 95% NMCB 63% 77% 96% SSBN 75% 86% 91% SSGN 69% 83% 89% SSN 67% 77% 87% VAQ 65% 74% 92% VAW 74% 81% 95% VFA 64% 79% 91% VP 74% 75% 95% Zone A attrition benchmark is set at 4% or less. b. REA Legacy. All other Echelon II and III commands must meet or exceed the following aggregate reenlistment rate and attrition benchmarks to become eligible for the REA Legacy award: Zone A (0 TO 6 Years of Service) 62% Zone B (6 TO 10 Years of Service) 68% Zone C (10 TO 14 Years of Service) 85% Zone A Attrition 4% or less 6. REA Criteria for both Legacy and BIC. If commands meet or exceed the FY- 22 reenlistment benchmarks, to include Reserve Affiliation, and are at or below the attrition benchmark, they are eligible to receive the Retention Excellence Award. The benchmarks must be met for at least two quarters, or for the FY overall. a. Computation Exceptions. A zone with zero transactions at or before expiration of active obligated service (EAOS) will qualify as the percentage required in that particular zone if the command has qualifying transactions in the other zones. Only two zones may be allowed to default to the minimum benchmark in that particular zone. b. Commands must have, at a minimum, one zone of qualifying transactions to be eligible for the REA. Exceptions to policy (ETP) may be considered on a case-by-case basis for small commands with no junior Sailors. Echelon II commands, type commanders (TYCOMs) and immediate superiors in command (ISICs) will determine the necessity of an ETP. c. Loss transactions on a Sailor transferred from a command due to pending separation, medical or legal hold will reflect on the command the Sailor was last attached to in an accounting code 100 status. d. Sailors separated due to other medical reason or disability will not be counted towards the 4.0 or less attrition benchmark and commands will utilize reference (b) to adjust computed attrition in Zone A, to be submitted to their ISIC/TYCOM. e. Requests for ETPs of any award element in paragraph 5 must be submitted in writing via the respective ISIC/TYCOM with specific justification. ETP requests must be signed by the commanding officer (CO). Requests not positively endorsed at any level will not be considered. Disapprovals at ISIC or TYCOM level do not need to be forwarded to their respective Echelon II. ETP final approval authority resides with Echelon II commands. f. An eligible command must have a rated Navy Counselor (Counselor) (NCC) or a billeted Career Counselor with the NEC-806R in order to be eligible for the REA. In the event the Command Career Counselor (CCC) billet is gapped or there is an unplanned loss, the command retains REA eligibility while the ISIC supports the interim CCC in collection and submission of the FYs retention data. g. TYCOM and direct reporting counselors will evaluate and submit eligible commands to their respective Echelon II commands no later than 1 December 2022. 7. Legacy REA and BIC Announcement Recognition. Echelon II commands should announce their FY-22 REA Legacy and BIC recipients following consolidation of Echelon III and direct reporting command submissions no later than 31 December 2022. a. Following the announcement message, REA BIC awardees may fly a new reverse color REA pennant that is under development (blue, with gold anchor) and paint their anchor gold as applicable. Legacy REA award winners and BIC contenders who meet benchmarks and who are not selected for BIC distinction will return their anchors haze grey and fly the current REA pennant (gold, with blue anchor). b. Commands not listed as REA recipients who would like an additional review must submit a request via official correspondence signed by their CO or executive officer and endorsed by the TYCOM's N1. All additional review requests must be received by the Echelon II CCC within 30 days of REA message release. 8. Career Counselor of the Year (CCOY): A key to successful execution of Brilliant on the Basics as detailed in references (c) and (d) is recognition. CCOY provides a process to recognize CCCs who manage an outstanding Career Development Program and serve a critical role in the military life cycle of a Sailor's career. The CCOY program is maintained at the Echelon II level and is open to rated NCCs and unit CCCs with the NEC-806R. 9. Points of Contact a. Manpower, Personnel, Training and Education, Fleet Career Counselor. NCCM(SW/AW) Latonya Luter, at (703) 604-5353/DSN 664 or via e-mail at latonya.luter.mil(at)us.navy.mil. b. U.S. Fleet Forces, Fleet Career Counselor. NCCM(SW/AW) Crystal Webb, at (757)836-7780/DSN 836 or via email at crystal.p.webb.mil(at)us.navy.mil. c. U.S. Pacific Fleet, Fleet Career Counselor. NCCM(SW/SCW/FMF) Judith Jimenez, at (808) 474-5848/DSN 315 or via email at judith.jimenez1(at)navy.mil. d. Fleet Engagement Team (BUPERS-3). Mr. Randy Miller, at (901) 874-2376/DSN 882 or via email at randy.a.miller4.civ (at)us.navy.mil. e. Enlisted Force Plans and Policy Branch (OPNAV N132). Mr. Glenn Arrington, at (703) 604-5089/DSN 664 or via email at glenn.arrington.civ(at)us.navy.mil. 10. Released by Vice Admiral John B. Nowell, Jr, N1.// BT #0001 NNNN UNCLASSIFIED//

UNCLASSIFIED// ROUTINE R 261859Z JAN 22 MID200001412340U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 013/22 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/JAN// SUBJ/ADAPTIVE MOBILIZATION// REF/A/NAVADMIN/CNO WASHINGTON DC/032039ZAPR20// REF/B/DOC/TITLE 10 U.S.C.// REF/C/DOC/OPNAV/17AUG18// REF/D/DOC/CNO/11JAN21// REF/E/DOC/OPNAV/13OCT11// REF/F/DOC/OPNAV/13DEC21// REF/G/DOC/OPNAV/26FEB21// NARR/REF A IS NAVADMIN 099/20, MOBILIZATION PROCESSING OF NAVY RESERVE PERSONNEL IN SUPPORT OF COVID-19 RESPONSE OPERATIONS. REF B IS TITLE 10 U.S.C. SECTIONS 12301 THROUGH 12304B. REF C IS OPNAVINST 3060.7C, NAVY MANPOWER AUGMENTATION GUIDE. REF D IS CNO NAVIGATION PLAN 2021. REF E IS OPNAVINST 5400.44A, NAVY ORGANIZATION CHANGE MANUAL. REF F IS OPNAVNOTE 5400, NOTICE FOR ISIC SHIFT. REF G IS OPNAVINST 5440.77C, U.S. FLEET FORCES MISSION FUNCTIONS AND TASKS.// RMKS/1. This NAVADMIN cancels reference (a) and allows for alternate pathways for the mobilization processing of Sailors in the Ready Reserve ordered to Active Duty pursuant to reference (b) and for Sailors on Active Duty preparing to deploy individually in support of overseas contingencies. Adaptive mobilization (AM) is the use of mobilization pathways tailored to the mission requirements of the ultimate duty station. This NAVADMIN establishes AM, provides exceptions to policies that require mobilizing Sailors to process through Navy mobilization processing sites commanded by the Expeditionary Combat Readiness Center (EXPCBTREDCEN) per reference (c), designates Commander, Navy Reserve Force (COMNAVRESFOR) as the Navy supported commander for Ready Reserve activation and deactivation and directs the command and control transfer of EXPCBTREDCEN to Commander, Navy Reserve Forces Command (COMNAVRESFORCOM). 2. AM enables the Navy to respond with speed and quantity of personnel in support of a large-scale contingency. The AM construct applies to both Active and Reserve Sailors ordered to serve in individual augmentee (IA) assignments and establishes a mobilization to billet pathway (MOB-to-billet) for Selected Reserve (SELRES) Sailors. MOB-to-billet is the activation (other than for training) of SELRES Sailors to serve in the authorized and funded manpower billet at the command to which they are permanently assigned. The establishment of MOB-to-billet processing pathways aligns with reference (d) to develop a seasoned team of Naval warriors by using the Navy Reserve Component in critical roles at sea and ashore rather than as IAs. 3. COMNAVRESFOR is designated as the supported commander for Ready Reserve activation and deactivation processing. This key policy change leverages COMNAVRESFORs nationally distributed infrastructure of Navy Reserve Activities to activate SELRES personnel and minimizes the interim stops that Sailors are required to make between their home of record and their ultimate duty station during MOB-to-billet and Navy IA mobilizations. 4. COMNAVRESFOR shall a. Coordinate with the Chief of Naval Personnel (OPNAV N1), Chief of Navy Reserve (OPNAV N095), Navy Personnel Command and U.S. Fleet Forces Command (COMUSFLTFORCOM) to update policies and refine procedures necessary to perform activation and deactivation processing for the Ready Reserve. b. Provide assessments and recommendations to OPNAV N095 and OPNAV N1 to improve activation and deactivation policies, processes and procedures that will enable an effective mass mobilization capability for the Navy. The Navy will establish the capability to activate 50,000 SELRES personnel within 30 days in order to provide Fleet and Joint commanders the predictability necessary for effective operational planning. 5. Command and control of EXPCBTREDCEN shall transfer from Commander, Navy Expeditionary Combat Command (COMNECC) to COMNAVRESFORCOM to align personnel mobilization support functions under one Navy commander. Authority and responsibility of type commander (TYCOM) and local area coordinator for mobilizations (LACMOB) delineated in reference (c) shall transfer from COMNECC to COMNAVRESFORCOM. Command, TYCOM and LACMOB authorities transfer consistent with references (e) and (f). Control functions will transfer in a conditions-based phased process throughout Fiscal Year 2022, concluding on or about 1 October 2022. Commands that have officially been delegated LACMOB authority shall retain this authority until superseded or cancelled. 6. Per reference (g), COMUSFLTFORCOM shall maintain roles and responsibilities as U.S. Navy global force manager and will continue to serve as CNOs designated executive agent for IA. 7. Reference (c) will be revised and updated to reflect these policy changes. COMNAVRESFOR and COMUSFLTFORCOM may provide interim guidance that deviates from reference (c) according to their roles and responsibilities established with this message. 8. Points of Contact a. CAPT J. A. Perkins, OPNAV N13R, at (703) 604-5050 or via e-mail at juliet.a.perkins2.mil(at)us.navy.mil b. CAPT T. H. Healy, OPNAV N0955, at (703) 614-4384 or via e-mail at thomas.h.healy.mil(at)us.navy.mil c. CAPT D. R. Wilkinson, USFF N1B, at (757) 836-5254 or via e-mail at donald.r.wilkinson12.mil(at)us.navy.mil d. CAPT J. M. Spagnoli, CNRF N3, at (757) 322-6688 or via e-mail at joseph.m.spagnoli(at)navy.mil 9. This NAVADMIN will remain in effect until superseded or canceled, whichever occurs first. 10. Released by Vice Admiral John B. Nowell, Jr, N1, in concurrence with Vice Admiral John B. Mustin, N095.// BT #0001 NNNN UNCLASSIFIED//

Deadline for PMK-EE completion for the March exam (Cycle 255) is 31 January, 2022. Remember you only need to successfully complete PMK-EE once per pay grade. Professional Military Knowledge Study Guide