Tony

The U.S. Department of Agriculture’s (USDA) National Institute for Food and Agriculture (NIFA) recently announced an award of $5 million to community farming programs for Veterans. NIFA’s Enhancing Agricultural Opportunities for Military Veterans (AgVets) program specifically targets Veterans interested in pursuing careers across the food and agricultural sector. The aim is to equip Veterans with the necessary skills, training and experience that lead to meaningful employment opportunities to strengthen personal finances and rural economies. The most recent announcement highlights eight AgVets projects. Each project offers onsite, hands-on training and classroom education leading to a comprehensive understanding of successful farm and ranch operations, and management practices. Projects may also offer workforce readiness and employment prospects for service-disabled Veterans.

ROUTINE R 131525Z JUL 22 MID600052102644U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 152/22 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/JUL// SUBJ/ANNUAL RECERTIFICATION OF SPECIAL DUTY ASSIGNMENT PAY// REF/A/DOC/OPNAV/5OCT17// REF/B/DOC/DOD/11JAN19// NARR/REF A IS OPNAVINST 1160.6C, SPECIAL DUTY ASSIGNMENT PAY PROGRAM. REF B IS DOD INSTRUCTION 1340.26 CHANGE 1, ASSIGNMENT AND SPECIAL DUTY ASSIGNMENT PAY.// RMKS/1. This NAVADMIN announces the annual special duty assignment pay (SDAP) recertification process for fiscal year (FY) 2022. In line with references (a) and (b), commanding officers (CO) are required to annually review and certify the entitlement to SDAP for each Sailor. This recertification is vital in verifying that every Sailor assigned to an eligible billet remains qualified to fill the eligible billet and is receiving the correct SDAP level. 2. Certification will commence upon the release of this NAVADMIN and continue through 31 August 2022. Enlisted Incentive Program Department (BUPERS-328) will stop SDAP for all SDAP recipients at each command who fails to complete the recertification process on time. Commands should prioritize timely completion of this process to preclude any potential pay disruptions for eligible Sailors. SDAP recertification reports received at BUPERS-328 will not be forwarded to the servicing transaction support center (TSC). Any action required to start, stop or change the level of SDAP of a Sailor must be submitted to TSC via the command pay and personnel administrator for action. 3. To verify if a Sailor is eligible and receiving the correct level of SDAP, a complete list of authorized skills and pay amounts can be found by visiting the MyNavy HR website at: https://www.mynavyhr.navy.mil/Career-Management/Community-Management/Enlisted-Career-Admin/SRB-SDAP-Enl-Bonus/ , then scroll to *SDAP Levels with Admin Updates.* 4. The SDAP recertification process has changed from FY-21. An initial request for the SDAP recertification report from BUPERS-328 is no longer necessary. Use the following procedures as a guide: a. Obtain and print a summary of the authorized SDAP billets for the command using the My Navy Assignments database. This is the filtered billet based distribution (BBD) report for the command that only lists the Sailors who are currently receiving SDAP. (1) This report may not be exhaustive. Certifying commands must verify their entire complement of Sailors in order to validate SDAP payments to Sailors who may not be electronically gained to the command or those Sailors who are gained but are erroneously being paid SDAP. (2) Commands without an activity manning manager may request access to command career management system-interactive detailing using the procedure outlined in the following MyNavy HR web address: https://www.mynavyhr.navy.mil/Portals/55/Career/Detailing/MyNavyAssignment/MyNavy_Assignment_Access.pdf . Certifying commands must have access to all subordinate unit identification codes (UIC). (3) Commands may contact BUPERS-328 via mill_sdap_recert.fct(at)navy.mil or (901)874-3260/DSN 882 for additional assistance in obtaining their SDAP BBD report. b. Validate the entire command using the SDAP BBD report from the MyNavy Assignments database as follows: (1) Next to each Sailor listed on the report, simply annotate the SDAP level and the associated Navy enlisted classification for which SDAP is authorized in line with the most current SDAP eligibility chart. Any erroneous SDAP payments must be corrected through the TSC upon discovery. (2) In the event of an unposted activity loss or strength loss that resulted in a Sailor who has already transferred but is still listed in the BBD report, simply line out or delete the line item. (3) Sailors who are not listed in the report due to a delayed or unposted activity gain should be added to the list and validated appropriately. (4) Once each Sailor at the command is validated, a signed letter from the CO or acting (not by direction) will be addressed and forwarded to Director, Military Community Management (BUPERS-3) with the SDAP BBD report as an enclosure. The contents of the validation letter will include a statement from the CO certifying that a complete review of all authorized SDAP billets at the command was conducted and all discrepancies are rectified or are in the process of being resolved. The letter will also contain the e-mail address and phone number of a suitable point of contact at the command and may also contain a list of all pending discrepancy resolutions. (5) Send the command SDAP recertification letter and enclosed SDAP report via encrypted e-mail to BUPERS-3 at: mill_sdap_recert.fct(at)navy.mil. The e-mail subject line must contain the UIC of the certifying command. (6) If a command has trouble sending the encrypted e-mail, ensure the encryption e-mail certificate is posted to the global address list. If there are still encryption issues, contact BUPERS- 328 for additional options. (7) E-mail is the preferred method, but if needed to send the report via regular mail, please send to: Bureau of Naval Personnel Enlisted Incentive Program Department (BUPERS 328) 5720 Integrity Drive Millington TN 38055-0130 5. Should a service record or payment update become necessary, each command is responsible for completing this action via their servicing TSC. All corrective transactions older than 240 days will be processed by BUPERS-328 via an emailed request submitted to mill_incen_pays.fct(at)navy.mil. 6. Commands can check the status of their SDAP recertification at: https://www.mynavyhr.navy.mil/Career-Management/Community- Management/Enlisted-Career-Admin/SRB-SDAP-Enl-Bonus/, then scroll to the SDAP section and click on *SDAP Delinquent List.* Immediate superior in commands (ISIC) are strongly encouraged to use this site to ensure all subordinate commands have completed the recertification. Please allow 5 to 10 days after submission for the webpage to be updated. 7. Prior to stopping or suspending any SDAP payments, a list of all delinquent commands will be forwarded to Director, Military Personnel Plans and Policy (OPNAV N13), and the N1 staffs at U.S. Fleet Forces and U.S. Pacific Fleet via the Military Pay and Compensation Branch (OPNAV N130). 8. BUPERS-328 is the sole authority to resume SDAP payments for commands whose SDAP payments were stopped as a result of failing to complete the annual recertification on time. SDAP can be restored for delinquent commands upon completion of the aforementioned recertification process with the added requirement of an endorsement signed by the ISIC or first flag officer or senior executive service official in the chain of command, whichever is first. Once SDAP disbursements are restored, all eligible Sailors at the command will be retroactively compensated. 9. It is recognized that the recertification process is burdensome for Sailors and commands. OPNAV N130 is working with Navy pay and personnel programmers to embed recertification functions within the next generation of pay systems to improve process efficiency. Until these systems are fully deployed, the current process must be adhered to according to Department of Defense guidance. 10. Point of contact. BUPERS-328, mill_sdap_recert.fct(at)navy.mil, (901) 874-3260/DSN 882. 11. This NAVADMIN will remain in effect through October 2022 or unless superseded by a sooner message. 12. Released by Rear Admiral J. P. Waters, Acting N1B.// BT #0001 NNNN UNCLASSIFIED//

Well, can anyone help in this unique request?

Navy Updates Sexual Assault Rules – What You Should Know

BIBLIOGRAPHIES NOW AVAILABLE: for Cycle 258 January 2023 Active-Duty/TAR E-7 exams. Bibs available on the Navy COOL website at: www.cool.osd.mil/usn/ or on the Navy COOL mobile app. Bibliography for Advancement in Rate

ROUTINE R 111954Z JUL 22 MID200080001624U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 150/22 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/JUL// SUBJ/FISCAL YEAR 2024 NAVY SELECTED RESERVE LIMITED DUTY OFFICER AND CHIEF WARRANT OFFICER IN-SERVICE PROCUREMENT BOARD// REF/A/DOC/OPNAV/14DEC09// REF/B/DOC/OPNAV/12APR16// REF/C/DOC/BUPERS/19SEP18// NARR/REF A IS OPNAVINST 1420.1B, ENLISTED TO OFFICER COMMISSIONING PROGRAMS APPLICATION ADMINISTRATIVE MANUAL. REF B IS OPNAVINST 1120.12A, APPOINTMENT OF LIMITED DUTY OFFICERS AND CHIEF WARRANT OFFICERS IN THE NAVY RESERVE. REF C IS BUPERSINST 1430.16G, ADVANCEMENT MANUAL FOR ENLISTED PERSONNEL OF THE U.S. NAVY AND U.S. NAVY RESERVE.// RMKS/1. This NAVADMIN announces the solicitation of applications from highly qualified and motivated E-6 through E-9 Reserve Sailors for the Fiscal Year (FY) 2024 Navy Selected Reserve Limited Duty Officer (LDO) and Chief Warrant Officer (CWO) programs. Where conflicts with reference (a) exist, this NAVADMIN takes precedence. 2. The FY-24 Navy Selected Reserve LDO and CWO in-service procurement board (ISPB) will consider candidates for the following officer designators: 623X, 626X, 628X, 633X, 641X, 649X, 653X, 711X, 712X, 713X, 715X, 717X, 718X, 781X, 782X and 783X. Eligible Sailors are encouraged to apply for the designators for which they are most qualified, regardless of current rating. Refer to references (a) through (c) for eligibility criteria. 3. Updated policy guidance to reference (a). a. Time-in-service (TIS) for the FY-24 Navy Selected Reserve LDO and CWO ISPB must be computed to 1 October 2023. In line with references (a) and (b), TIS is synonymous with years of qualifying service toward a non-regular (Reserve) retirement. b. TIS eligibility is 8 to 14 years for LDO and 14 to 20 years for CWO. However, TIS waivers will be considered and adjudicated on a case-by-case basis by the office for Military Personnel Plans and Policy (OPNAV N13). Potential applicants outside of the TIS eligibility window are encouraged to contact the Reserve LDO/CWO officer community manager (OCM) in paragraph 10b of this NAVADMIN to discuss TIS waiver opportunities. All LDO applicants must be able to serve at least 6 years of qualifying service and complete 20 years of qualifying service prior to age 62. All CWO applicants must be able to complete 20 years of qualifying service prior to reaching 62 years of age. Applicants must also not reach or exceed high year tenure for their present pay grade within the calendar year the application is submitted. No further exceptions to listed eligibility requirements in references (a) and (b) will be entertained. All requests for TIS waivers must be received by 31 August 2022. TIS waiver requests and applications for Navy Selected Reserve LDO and CWO programs are two separate processes with their own respective submission deadlines. Applicants who intend to submit applications for both the LDO and CWO programs must submit a TIS waiver if the candidate falls outside of either eligibility range. Failure to follow this guidance may result in a late TIS waiver submission and subsequent disapproval of the requested community. c. In line with reference (b), all LDO applicants must include a statement in the additional comments section (paragraph 2) of the application, agreeing to further service, as follows: *I, [name], if selected for permanent appointment under the Navy Reserve limited duty officer program, agree to accept such appointment and further agree to remain in the Ready Reserve for a period of three years after I accept such appointment.* d. In line with reference (b), all CWO applicants must include a statement in the additional comments section (paragraph 2) of the application, agreeing to further service, as follows: *I, [name], if selected for permanent appointment under the Navy Reserve chief warrant officer program, agree to accept such appointment and further agree to remain in the Ready Reserve for a period of six years after I accept such appointment.* e. Commanding officer/officer-in-charge (CO/OIC) endorsement must contain the following statement: *Applicant meets all requirements outlined in OPNAVINST 1420.1B, OPNAVINST 1120.12A, NAVADMIN XXX/22 (reference this NAVADMIN), and the physical fitness standards of OPNAVINST 6110.1J.* The endorsement should also clearly state the command and COs/OICs name and rank. 4. Interview appraisal boards must be constructed and approved by the CO/OIC and consist of only three Reserve or Active Component officers. The names of the approved appraisal board members must be included in the CO/OIC endorsement. To the maximum extent possible, LDOs or CWOs shall be utilized as board members. The senior member of the interview panel must be a lieutenant commander or above. a. Every effort will be made to ensure at least one board member is from the designator for which the applicant is applying. Interview appraisals should be conducted in person if possible, but other methods can be utilized, including but not limited to teleconference, video teleconference, defense connect online or Microsoft Teams. b. Minimum grade requirements for board members are lieutenant junior grade or CWO2. CWO2 panel members must have at least two years time in grade. The interviewing board should, whenever possible, be comprised of officers who are not in the applicants command, or at minimum, not directly in the chain of command. c. If it is not possible to assemble a panel of three officers, the interviews may be conducted separately. Only three interview appraisals are required for each applicant. d. All sub-blocks contained within the "potential" section of the appraisal sheet (technical knowledge, potential as a career naval officer, and comments) must be completed for all LDO and CWO candidates. e. Each appraisal must contain the names of all three members who conducted the interview panel. Only the current version of the interviewer appraisal sheet will be accepted. Follow the instructions in paragraph 10 to download the most current interviewer appraisal sheet. f. The CO of either SEAL Team 17 or 18 is a required interview appraisal board member for both the 715X and 717X designators. g. All applicants applying to the 715X designator must hold NEC O26A or O23A. All applicants applying to the 717X designator must hold NEC O52A. 5. Applicants currently serving on individual augmentation / global support assignment (IA/GSA) may have their application endorsed by their field commander. All applications endorsed by field commanders must have concurrence of their parent command. Follow the instructions in paragraph 10 to download a sample addendum letter. 6. Applicants must ensure copies of the most recent periodic evaluation are included in the application or subsequent addendum for board review and continuity. First class petty officers must submit their 15 November 2022 evaluation via addendum. 7. Applicants must maintain eligibility throughout the selection and commissioning process. Applicants deemed ineligible after the submission of applications must be declared ineligible by their current CO, field commander (if on an IA/GSA) or parent command CO. Follow the instructions in paragraph 9 to download a sample letter of abeyance or removal of recommendation memo. 8. The FY-24 Navy Selected Reserve LDO and CWO ISPB will convene at a date to be determined in calendar year 2023. For the most current board dates, visit MyNavy Portal (MNP) at https://www.mnp.navy.mil/group/advancement-and-promotion/reserve- officer. Select *Selection Board Schedule.* On the right hand side of the page there will be a hyperlink to the board schedule. E- mailed applications must be received by the MyNavy Career Center (MNCC) no later than (NLT) 1 October 2022. Submit applications via e-mail to cscselboard(at)navy.mil. E-mails must be sent encrypted using a military e-mail account to protect personally identifiable information. a. All addendums to packages, including any routine addendums, evaluations, and awards, must be received NLT 15 December 2022. Applications must be signed by the applicants current CO or acting CO (wet-signatures are preferred, digital signatures are acceptable). Addendums can be signed by another officer with *By direction* authority if the CO or OIC is unavailable. b. Communication to the board must originate from the individual Service Member. Information received that is not under the applicants cover letter (e.g. third party correspondence) and endorsed by the command or not received by MNCC by the established deadline(s) will not be presented to the board. The time and date (central standard time) received in the MNCC inbox via e-mail is the time and date used for deadline verification. Although a late submission may be accepted by MNCC, it will not be presented to the board. All applications or addendums must have the full social security number of the Service Member on each page. Electronic and hard copy addendums must include a command endorsement. The FY-24 Navy Selected Reserve LDO and CWO ISPB number is 24315. Applicants who are unable to e-mail applications may contact the point of contact listed in paragraph 10a for further guidance. 9. For the most current application process visit the *Limited Duty Officer and Chief Warrant Officer ISPB* tab via MNP at https://www.mnp.navy.mil/group/career-planning/commissioning- programs. Click on *Limited Duty Officer & Chief Warrant Officer In-Service Procurement Board* and then select *For the Reserve Component LDO/CWO In-Service Procurement Board click here* at the bottom of the page. There you can find the section titled *application help* for links to the current application form, interview appraisal sheet, sample addendum letter, sample letter of abeyance or removal of recommendation memo, and a checklist for commands to print and include in the application folder. 10. Points of contact a. For application and eligibility questions, contact NCC Kenya Throckmorton, Affiliation and Redesignation Branch (PERS 92) at (901) 874-4456/DSN 882 or via e-mail at kenya.m.throckmorton.mil(at)us.navy.mil. b. General LDO/CWO career path and policy, contact LCDR Dustin Hoskins, Reserve LDO/CWO Officer Community Manager (BUPERS 351), at (901) 874-3291/DSN 882, or via e-mail at dustin.a.hoskins.mil(at)us.navy.mil. 11. This NAVADMIN will remain in effect until superseded or 30 September 2023, whichever comes first. 12. Released by Rear Admiral J. P. Waters, Acting N1B.// BT #0001 NNNN UNCLASSIFIED//

ROUTINE R 121445Z JUL 22 MID200080003517U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 151/22 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/JUL// SUBJ/IMMEDIATE CHANGES TO SEXUAL ASSAULT PREVENTION AND RESPONSE PROGRAM POLICY// REF/A/MSG/DSD WASHINGTON DC/10NOV21// REF/B/DOC/DOD/10NOV21// REF/C/DOC/DOD/10NOV21// REF/D/DOC/CNO/13AUG15// NARR/REF A IS UPDATES TO DEPARTMENT OF DEFENSE POLICY AND PROCEDURES FOR THE SEXUAL ASSAULT PREVENTION AND RESPONSE PROGRAM AND ADULT SEXUAL ASSAULT INVESTIGATIONS DSD MEMO. REF B IS DODI 6495.02 VOL 1 SEXUAL ASSAULT PREVENTION AND RESPONSE: PROGRAM PROCEDURES. REF C IS DODI 5505.18 INVESTIGATION OF ADULT SEXUAL ASSAULT IN THE DEPARTMENT OF DEFENSE. REF D IS OPNAVINST 1752.1C NAVY SEXUAL ASSAULT AND RESPONSE (SAPR) PROGRAM.// RMKS/1. This NAVADMIN announces two immediate changes to Navy Sexual Assault Prevention and Response (SAPR) policy and adult sexual assault investigation procedures. a. Change One: Restricted Reporting has expanded. Victims are now eligible to file a restricted report, even if they disclosed their sexual assault to their commander or personnel in their chain of command. More details provided in paragraph three. b. Change Two: Expedited transfers timeline has been extended. Once an adult sexual assault victim has filed an unrestricted report and has requested an expedited transfer, the commander now has five days vice three days to review and approve or disapprove this request. More details provided in paragraph four. 2. This NAVADMIN implements specific policy changes due to new guidance in line with reference (a), the Deputy Secretary of Defense (DepSecDef) and the Department of Defense (DoD) Inspector General issued changes to SAPR policy and adult sexual assault investigation procedures. The policies and procedures updates are in line with our desire to protect our Sailors and mission and helps ensure a focus on culture improvement. Changes are identified below and are effective immediately. 3. Restricted Reporting. In line with reference (b), eligibility for victims to file a restricted report has been expanded. Victims are now eligible to file a restricted report, even if they disclosed their sexual assault to their commander or personnel in their chain of command. Other provisions of restricted reporting remain unchanged. a. Sexual assault victims wishing to file a restricted report may do so provided they did not personally report the sexual assault incident to law enforcement, to include Military Criminal Investigation Organizations (MCIO) such as the Naval Criminal Investigative Service (NCIS), and they did not previously file an unrestricted report by signing a Victim Reporting Preference Statement, DD Form 2910, with a Sexual Assault Response Coordinator (SARC) or SAPR Victim Advocate (VA), for the same sexual assault incident. In line with reference (d), commanders may only initiate internal command inquiry or investigation for initially reported sexual assaults after MCIO or civilian law enforcement declines to investigate or concludes their investigation and presents findings to the appropriate convening authority. b. While the victim retains eligibility for a restricted report even after they disclose their sexual assault to their commander or personnel in their chain of command, a commander, in line with references (b) and (c), must immediately contact the MCIO upon being notified of a sexual assault, whether the sexual assault is in his or her own chain of command or another. c. Regardless of a victims eligibility to restricted reporting status, military law enforcement and MCIOs retain their duty to initiate a criminal investigation in response to allegations of adult sexual assault, in line with reference (c). d. The commander and other appropriate personnel in the chain of command who receive a report of a sexual assault from a victim, regardless of the victims desire to maintain restricted reporting status, must: (1) Inform the individual disclosing the sexual assault of their respective reporting requirements. (2) Encourage the victim to meet with a SARC or SAPR VA. (3) Inform the victim that their reporting to the chain of command has no impact on the victim choosing to file a restricted or unrestricted report. e. As we continue to drive a culture of accountability, it is imperative that commanders and personnel in the chain of command ensure victim privacy and reporting confidentiality throughout the reporting and response protocol process, regardless of reporting option elected by the victim. 4. Expedited Transfers. In line with reference (b) and section 531 of National Defense Authorization Act for FY 2021, once an adult sexual assault victim has filed an unrestricted report and has requested an expedited transfer, the requesting Service Members commander now has five days vice three days to review and approve or disapprove expedited transfers. a. Victims who retain restricted reporting status, even if they disclosed the sexual assault to their chain of command, may not request an expedited transfer or a Military Protective Order (MPO) without converting to an unrestricted report. However, if there are safety concerns, the SARCs must conduct a new safety assessment and take any appropriate measures (to include discussing with the Staff Judge Advocates whether the situation meets the *Safety Exception* for restricted reporting). Additionally, the commander on their own accord (without a request from a victim) may decide to issue a MPO. b. The Naval Military Personnel Manual Article 1300-1205 on expedited transfers has been updated with required changes. The point of contact for this action is NAVPERSCOM Deployability Assessment and Assignment Branch (PERS-454) Branch Head, CAPT Paul D. Kane, at (901) 874-4210 or via email at paul.d.kane3.mil(at)us.navy.mil. 5. Additional DoD SAPRO and DoD Inspector General policy updates that do not require additional specific Navy guidance are posted on https://www.sapr.mil/latest-policy-updates and are as follows: a. Defense Sexual Assault Incident Database (DSAID) updates involving the Replacement of Lost Forms, Retaliation Reporting and Electronic File Locker. SARCs have been trained on the procedures, changes have been made in the DSAID database and new forms have been published and distributed. b. Revisions to the Monthly Case Management Group Meetings for Adult Sexual Assault Cases. Case Management Group Chairs have an expanded role to improve oversight of victim safety, expedited transfer completion and adjudication of retaliation allegations. c. Assisting victims with obtaining their personal property from NCIS in unrestricted and restricted sexual assaults. (1) DoD SAPRO has published Return of Victims Personal Property in Restricted Sexual Assault Cases Collected during a Sexual Assault Forensic Examination, DD Form 2910-3, to document the victims request for release of their personal property. (2) NCIS has developed procedures that allow for return of personal property to victims who have filed an unrestricted or restricted report of a sexual assault. (3) SARCs have been trained on the procedures for assisting sexual assault victims in obtaining their personal property. d. Expanded Eligibility for participation in Catch a Serial Offender (CATCH). DoD SAPRO is developing procedures for sexual assault victims who have filed an unrestricted report to participate in the CATCH program. e. Updated Reporting Forms, Requests for Copies of Forms and Procedures for the Retention of Forms. DoD SAPRO has updated and released new forms for use by sexual assault victims. SARCs have been trained on using the following new forms: (1) Victim Reporting Preference Statement, DD Form 2910. (2) Replacement of Lost DD Form 2910, Victim Reporting Preference Statement, DD Form 2910-1. (3) Retaliation Reporting Statement for Unrestricted Sexual Assault Cases, DD Form 2910-2. f. SARCs have been trained on the response to official reports of retaliation, reprisal, ostracism and maltreatment associated with unrestricted reports of adult sexual assault and the entry of these reports into the DSAID database. SARCs have been trained on a new DSAID module: SAPR Related Inquiry for individuals seeking to generate a CATCH login or general information about SAPR services, but who choose not to file an official report of sexual assault or retaliation associated with sexual assault. g. SAPR Quarterly Case Management (CMG) Meetings. (1) SAPR Quarterly CMG meetings will be held to discuss systemic issues regarding victim care. (2) The CMG chair will schedule quarterly discussions. (3) The quarterly meetings will be a separate discussion from individual case management oversight and no information directly related to specific reports and/or specific victims will be discussed. h. Training is being developed to enable commanding officers to: (1) Explain to all personnel in their respective chain of command (officer and enlisted) that if they become aware of allegations of retaliation, reprisal, ostracism or maltreatment, they must take appropriate measures to protect the individual who reported the allegation(s). (2) Explain how to prevent retaliation, reprisal, ostracism and maltreatment in a unit after a report of an alleged sexual assault. i. Posters are being developed for Installation Commanding Officers and commanders to display. These posters will: (1) Describe how to report a sexual assault allegation. (2) Describe how to seek assistance for a sexual assault, including associated reports of retaliation. 6. This NAVADMIN will remain in effect until superseded or canceled, whichever occurs first. The above policy changes will be included in the next update to reference (d). 7. Point of contact. Ms. Cindy Stewart, Navy Sexual Assault Prevention and Response Office (OPNAV N170A) at (703) 604-1036, or e-mail at cynthia.d.stewart.civ(at)us.navy.mil. 8. Released by Vice Admiral Richard J. Cheeseman, Jr., N1.//// BT #0001 NNNN UNCLASSIFIED//

ROUTINE R 111603Z JUL 22 MID600052093115U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 149/22 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/JUL// SUBJ/ACTIVE DUTY HEALTH OF THE FORCE SURVEY// RMKS/1. Summary: Request all Active Duty personnel participate in Navy’s Health of the Force survey. This voluntary and confidential survey will remain open through 31 August 2022, takes at most 20 minutes to complete and can be accessed at: https://usnavy.gov1.qualtrics.com/jfe/form/SV_0qarNdLTkn8MkxU. Command triads should take the survey themselves and emphasize its value within their commands. 2. As part of the Chief of Naval Operations, 11 January 22, call to action for our Navy to Get Real and Get Better, it is important that our Navy *Get Real* by developing a precise, sustained view of the well-being of our force. The Health of Force survey is designed to provide a confidential means to develop this view so that our Navy can *Get Better*, adjusting programs and policies to better meet the needs of our Sailors and their families. 3. In logging into the survey, participants will be asked for their Department of Defense Identification (DOD ID) number. This helps limit participation to the Active Duty population and eliminates the need to ask demographic questions. The DOD ID number will not be used to link answers to a particular respondent and absolute confidentiality will be maintained. 4. The greater the participation, the greater the accuracy of the results. This year’s survey builds on core metrics relating to work environment and well-being by addressing such issues as retention plans and influencers, work/life balance, family planning, pregnancy programs, parenting in the Navy and access to medical care. Survey results will be debriefed in early 2023. 5. The survey can be accessed using the following link: https://usnavy.gov1.qualtrics.com/jfe/form/SV_0qarNdLTkn8MkxU If you have questions about the survey, please contact the Navy Survey Office, OPNAV N176, Dr. Jen Jebo, she may be reached at jennifer.l.jebo.civ(at)us.navy.mil. 6. Released by Vice Admiral Richard J. Cheeseman, Jr., N1.// BT #0001 NNNN UNCLASSIFIED//

Chief petty officers, the seasoned leaders tasked with leading enlisted members in the Navy, have impressive power. Often operating as a kind of back channel between commands with chiefs quietly working together, they're known to cut through red tape to get things done. That authority, that power, built on the bond of rank across the fleet, is the backbone of the service. But just as easily as they can solve problems, chief petty officers can hurt and drive sailors to the brink.

KAISERSLAUTERN, Germany — Military retirees living overseas may continue using their APO and FPO addresses for at least a little longer, following the Military Postal Service Agency’s decision to halt a move that would have taken away their mailboxes next month. The postal agency rescinded an announcement it made in June, saying it would end services for certain categories of customers beginning Aug. 24, Installation Management Command-Europe said Thursday.

Some really good information in this newsletter. Veterans Benefits Newsletter - July 2022

To remain effective in an era of near-peer warfare and to counter China's growing military, US Special Operations Command and the Navy SEALs are working on two new and improved mini-submarines that are expected to enter service soon. The two new special-operations mini-subs — the Mark 11 Shallow Water Combat Submersible and the Dry Combat Submersible — will be the backbone of Naval Special Warfare's submersible fleet for decades to come.

The Navy Reservist - June 29

June Retiree Newsletter

ROUTINE R 051831Z JUL 22 MID600052042413U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 146/22 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N2N6// INFO CNO WASHINGTON DC//N2N6// MSGID/NAVADMIN/CNO WASHINGTON DC/N2N6/JUN// SUBJ/NAVY ATTACHE PROGRAM// REF/A/DOC/SECNAVINST 1300.16/20MAY19// REF/B/DOC/OPNAVINST 1301.11/19AUG14// REF/C/DOC/MILPERSMAN 1301-207/3FEB15// REF/D/DOC/MILPERSMAN 1306-914/6JUN17// NARR/REF A IS SECRETARY OF THE NAVY INSTRUCTION PRESCRIBING POLICY AND PUBLISHING GUIDANCE GOVERNING DEPARTMENT OF THE NAVY SUPPORT TO THE DEFENSE ATTACHE SERVICE. REF B IS CHIEF OF NAVAL OPERATIONS IMPLEMENTATION PLAN FOR REF A. REF C IS MILPERSMAN ARTICLE PROVIDING INFORMATION ON ATTACHE CANDIDATE APPLICATION AND SELECTION CRITERIA. REF D IS MILPERSMAN ARTICLE PROVIDING INFORMATION ON ENLISTED CANDIDATE APPLICATION AND SELECTION CRITERIA.// POC/EPLEY/CIV/NIA-N3/TEL: (301)669-2663 /EMAIL: TODD.N.EPLEY.CIV(AT)US.NAVY.MIL// RMKS/1. This naval message provides information and updates on the Navys participation in the Defense Attache Service (DAS) for Navy personnel. 2. The Navy looks to its most qualified and capable officers and enlisted personnel to fill demanding and rewarding positions as Senior Defense Officials/Defense Attaches, Naval Attaches, Assistant Naval Attaches, Operations Coordinators and Operations Assistants in exotic and unique locations. They will serve as a part of the U.S. Defense Attache Office team, based at U.S. Embassies in 78 countries. All candidates are trained at the Defense Intelligence Agency’s (DIA) 13-week Joint Military Attache School, and depending on their assigned country, extensive language training may be provided prior to arriving on station. Naval Attaches are the voice of the Secretary of the Navy (SECNAV) and Chief of Naval Operations, articulating policies as well as Navy strategy to a host nation. Naval Attaches observe and report information to reduce strategic surprise, and call attention to issues that will affect U.S. interests in time for decision makers to act. Naval Attaches have provided observations that have been briefed at the highest levels of government. Our Naval Attaches build strong, lasting relationships with partners who share a common vision of maritime security. As part of the U.S. Embassy country team and in support of the Ambassadors objectives, Naval Attaches play a critical role in enhancing relationships in host nations which are not traditional or long- time partners. 3. SECNAV considers the Navy’s contribution to the DAS as one of his most critical responsibilities, as expanded upon in references (a) and (b). For Naval Attaches, SECNAV is the final approval authority for officers nominated to serve in the DAS under DIA. The Director of Naval Intelligence manages the day-to-day operation of the Navy Attache Program as detailed in reference (c). 4. For those who meet the selection criteria of reference (d), service in the DAS offers unique opportunities for the best and most highly qualified Navy personnel. Through a robust, competitive selection and training process, service members and their families will ultimately be posted at U.S. Embassies around the world in one of more than 150 DAS positions. a. Over the next year, Navy Attache Affairs will screen for attache positions in: Albania, Australia, Azerbaijan, Brazil, Bulgaria, Burma, Cameroon, Chile, China, Djibouti, Ecuador, Egypt, Fiji, France, Germany, Greece, Honduras, Hong Kong, India, Indonesia, Italy, Japan, Kenya, Madagascar, Malaysia, Malta, Mexico, Nigeria, Pakistan, Panama, Philippines, Poland, Saudi Arabia, Singapore, South Africa, Spain, Tunisia, United Arab Emirates, Ukraine, and United Kingdom. b. In addition, exceptional Limited Duty Officer/Chief Warrant Officer and enlisted personnel will be able to screen as Operations Coordinators (OPSCO) and Operations Assistants (OPSAsst) positions in: Australia, China, Djibouti, Egypt, Iraq, Malaysia, Russia, Saudi Arabia, Senegal, United Kingdom, Uruguay, and Vietnam. 5. To demonstrate the importance SECNAV places on duty at DAOs, as discussed in reference (a), procedures are in place at Navy Personnel Command (NPC) to expand the eligibility for DAS assignments. Active promotion and advertising of the program has been implemented and NPC is working to further incentivize and reward DAS service through statutory promotion board precepts. Additionally, these tours frequently offer language training, Foreign Language Proficiency Pay, and Special Duty Assignment Pay for enlisted personnel. 6. For additional information about these exceptional opportunities visit the following Navy Personnel Command webpages: a. Attache and OPSCO positions: https://www.mynavyhr.navy.mil/Career- Management/Detailing/Officer/Attache/ b. OPSAsst positions: https://www.mynavyhr.navy.mil/Career- Management/Detailing/Enlisted/Shore-Special/Embassy-Duty/ 7. This message will remain in effect until superseded or canceled, whichever occurs first. 8. Released by VADM Jeffrey E. Trussler, Deputy Chief of Naval Operations for Information Warfare, OPNAV N2N6.// BT #0001 NNNN UNCLASSIFIED//

(Tribune News Service) — San Diego Navy officials are scrambling to alleviate the shortfall of child care providers for the more than 4,000 military children waiting for spots in its base day care centers, according to Navy Region Southwest officials. Staffing shortages brought on by the pandemic have impacted a military child care system that was already strained before COVID-19 hit, according to Janet Hooten, the child and youth program manager at Navy Region Southwest in San Diego.

The USS Connecticut (SSN 22)is the second of three nuclear-powered attack Seawolf-class submarines in the U.S. Navy and that makes this submarine class extremely rare and valuable as the Seawolf-class has more displacement and double the number of torpedo tubes (eight vs. four) than the newer Virginia-class nuclear attack submarines. The USS Jimmy Carter (SSN 23) has a 100-foot (30 meter) Multi-Mission Platform hull insert to allow it to conduct special operations missions and is the only one of its kind in the Seawolf-class and in the U.S. Navy submarine fleet. Naval News inquired about SSN 22’s damage sustained, the estimated cost of repairs, the estimated time to fully repair, the number of contractors involved, and if any other upgrades will be performed on SSN 22 in dry dock.

YOKOSUKA NAVAL BASE, Japan — Reports of an “unusual foam” led to the discovery in May of two toxins at a wastewater treatment facility on the base, Naval Forces Japan said Tuesday. Wastewater treatment plant officials notified the base on May 4 they had discovered the foam, and subsequent testing May 9 confirmed the presence of the chemicals PFOS and PFOA, Naval Forces Japan spokeswoman Cmdr. Katie Cerezo told Stars and Stripes by email Tuesday.

NAVY RESERVE COMPONENT MATERNITY LEAVE POLICY AND GUIDELINES// GOES MSG_ID: 600052032489 RTTUZYUW RHOIAAA0033 1812156-UUUU--RHSSSUU. ZNR UUUUU R 302155Z JUN 22 MID600052032489U FM COMNAVRESFOR NORFOLK VA TO NAVRESFOR INFO ASSTSECNAV MRA WASHINGTON DC CNO WASHINGTON DC COMNAVRESFORCOM NORFOLK VA COMNAVPERSCOM MILLINGTON TN COMNAVAIRFORES SAN DIEGO CA COMNAVIFORES FORT WORTH TX COMNAVRESFOR NORFOLK VA BT UNCLAS ALNAVRESFOR 024/22 // MSGID/GENADMIN/COMNAVRESFOR NORFOLK VA// SUBJ/ NAVY RESERVE COMPONENT MATERNITY LEAVE POLICY AND GUIDELINES// REF/A/DOC/OSD/09JUN22// REF/B/DOC/CNRFC/22NOV17// REF/C/DOC/ASN M&RA/28JUN22// REF/D/DOC/CNR/29JUN22// NARR/REF A IS DIRECTIVE-TYPE MEMORANDUM, RESERVE COMPONENT MATERNITY LEAVE PROGRAM. REF B IS RESPERMAN 1570-01, INACTIVE DUTY TRAINING ADMINISTRATION. REF C IS MEMORANDUM, FROM ASSISTANT SECRETARY OF THE NAVY (MANPOWER AND RESERVE AFFAIRS) TO CHIEF OF NAVY RESERVE, DIRECTING IMPLEMENTATION OF RESERVE COMPONENT MATERNITY LEAVE. REF D IS MEMORANDUM, FROM CHIEF OF NAVY TO COMMANDER, NAVY RESERVE FORCE, DELEGATING THE AUTHORITY TO EXECUTE THE RESERVE COMPONENT MATERNITY LEAVE POLICY. RMKS/1. Purpose. This All Navy Reserve Force (ALNAVRESFOR) provides supplemental execution guidance in accordance with References (a) through (d) regarding the Reserve Component Maternity Leave (RCML) Program. Section 602 of Public Law 116-283, also known as the "William M. ("Mac") Thornberry National Defense Authorization Act for Fiscal Year 2021" authorized RCML. 1.A. Reference(a) describes the implementation of the RCML program for Selected Reservists (SELRES) who experience a Qualifying Birth Event (QBE), including policies and procedures detailing the roles and responsibilities, applicability, eligibility, and parameters of the program. All Ready Reserve members should read and be familiar with reference (a), as it describes the specific details for eligibility and use of RCML, but this ALNAVRESFOR focuses upon guidance for eligible SELRES members. 2. RCML Execution. The intent of the RCML program is to afford maximum scheduling flexibility to eligible SELRES after a QBE. The process delineated below is a temporary solution until Defense Finance Accounting Service (DFAS) and Navy Standard Integrated Personnel System (NSIPS) develop a permanent pay system process for RCML. Due to evolving policy and developing pay system updates, current policy and procedures are available in the RCML folder on the Commander, Navy Reserve Forces Command (COMNAVRESFORCOM) Reserve Pay, Incentives and Force Retention (N111) SharePoint site, https://private.navyreserve.navy.mil/cnrfc/N-Codes/N1/CNRFC_N11/ SitePages/Home.aspx, under the "Tools for Success" section. a. Navy Reserve Additional Policy. (1) RCML effective date is 9 June 2022. Reference (a) prohibits retroactive requests for QBEs on 8 June 2022 or earlier. (2) Eligible SELRES must be in a paid reserve billet and have a Duty Status Code (DSC) 200. (3) Eligible SELRES are authorized six days of RCML. (4) A maximum of 12 regular Inactive Duty Training (IDT) periods shall be utilized to meet the authorized six days of RCML. (5) Two consecutive, regular IDT periods shall be scheduled for the same day to execute one RCML day. The splitting of two regular IDTs over two calendar days to equal one day of RCML is not authorized. (6) RCML periods shall coincide with previously scheduled IDTs. (7) NSIPS Enhancement for Drill Management (EDM) will be the authoritative system for RCML execution. (8) Per reference (a), Training Unit Identification Code (TRUIC) Commanding Officers (COs) will approve all dates requested within three months after the QBE. Outside of three months, TRUIC COs will make every effort to accommodate requests within administrative and operational requirements. If RCML is denied outside of three months, TRUIC COs will propose alternate dates within the one-year limiting date. (9) Additional IDTs (Additional Training Period, Additional Flight Training Period, and Reserve Management Period) are not authorized for use as RCML periods. (10) Although not required, to ease administrative burden after the QBE, eligible SELRES are encouraged to execute responsibilities specified in paragraph 2b prior to the QBE. Eligible SELRES retain the flexibility to change prescheduled RCML days after the QBE. In emergent situations when the eligible SELRES is unavailable, the Navy Reserve Activity (NRA) and TRUIC CO may coordinate to schedule the RCML drill dates. (11) SELRES utilizing RCML are entitled to inactive duty pay, retirement points, special or incentive pays and bonuses [as otherwise eligible], but RCML does not confer entitlement to any form of military pay, allowance or other benefit not expressly provided for by Section 602 of Public Law 116-283 and reference (a). b. Responsibilities. (1) SELRES will: (a) Review and be familiar with reference (a). (b) Route a NAVPERS 1336/3, "Special Request Authorization," via the NRA N9 Medical Department, to the TRUIC CO specifying requested RCML days. (c) Sign a RCML NAVPERS 1070/613, "Administrative Remarks", located in the RCML folder on the CNRFC N111 SharePoint site under the "Tools for Success" section, https://private.navyreserve.navy.mil/ cnrfc/N-Codes/N1/CNRFC_N11/SitePages/Home.aspx (2) TRUIC CO will: (a) Review and be familiar with reference (a). (b) Adjudicate NAVPERS 1336/3, "Special Request Authorization." (c) Ensure member signs RCML NAVPERS 1070/613, "Administrative Remarks". (d) Sign the RCML NAVPERS 1070/613, "Administrative Remarks". (e) Coordinate any questions the Sailor may have with the NRA and higher echelons, as needed. (f) Deliver both signed documents to the NRA Manpower and Personnel (N1) department and coordinate EDM scheduling, if required. (g) Notify Unit Mobilization Unit Identification Code (UMUIC) CO of approved RCML drill periods for all non-locally assigned personnel. (h) Ensure RCML drill periods are scheduled prior to execution. (i) Ensure Unit Mustering Officials and Approvers are tracking RCML drill period execution. (j) Ensure RCML drill periods are promptly mustered as "Present" and adjudicated as "Satisfactory" for drill payment and retirement point issuance. (3) NRA will: (a) Review and be familiar with reference (a). (b) Maintain copies of the NAVPERS 1336/3 and NAVPERS 1070/613, per current record management policies. (c) Ensure "RCML" is in the 'EDM Comments' section to allow for accurate data collection required by higher echelons. (d) Certify RCML drill periods in EDM in accordance with reference (b). 3. Points of contact. a. For policy matters, contact COMNAVRESFORCOM Force Staff Plans & Policy (N53) at CNRFC_N5(at)us.navy.mil. b. For execution matters, contact COMNAVRESFORCOM Reserve Pay, Incentives, and Force Retention (N11) Reserve Pay Team at cnrfc_n11_reserv.fct(at)navy.mil. 4. Exception to policy requests will be routed to CNRFC N53, via the cognizant chain of command, for final adjudication by Chief of Navy Reserve. 5. This ALNAVRESFOR will remain in effect until superseded or canceled, whichever comes first. 6. Released by RADM John Schommer, Deputy Commander, Navy Reserve Force.//

Effective immediately, a victim who contacts a helping professional from any Department of the Navy (DON) victim care and support office must either receive services from that office or, with the victim’s permission, get a “warm hand-off” to the appropriate service provider. This warm hand-off will include direct connection, introduction to the responsible staff, and follow-through to ensure the needs of the person seeking care are met.

Just months after the Navy announced a record recruitment bonus, the sea service has made a series of policy changes that are aimed at decreasing the speed at which sailors leave the Navy in a further sign that the branch is struggling with recruitment and retention of service members. The changes, announced in an administrative message released Tuesday, include moves to let sailors keep serving longer – the ability of sailors to apply for a delay in separation or retirement, and an offer to waive “high-year tenure” requirements – as well as a measure to prevent sailors from leaving the fleet early. The message explained that the goal behind the changes is “to ensure the Navy remains fully manned and operationally ready.”

Beginning Jan. 1, 2023, VA will offer a new guaranteed acceptance whole life insurance program called Veterans Affairs Life Insurance (VALife). If you’re considering purchasing life insurance, make sure you understand the difference between whole life and term life insurance.

The Justice Department announced that it had resolved a claim that Tapesouth Inc. violated the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) by failing to promptly reemploy U.S. Navy Reservist James Radtke following his leave for a military service obligation. Radtke is a Lieutenant Commander in the U.S. Navy Reserve assigned to Unmanned Patrol Squadron 19 at the Naval Air Station in Jacksonville, Florida. “Given the sacrifices that servicemembers already make every day, and the uncertainties they face during their military service obligations, it is simply inexcusable when employers violate USERRA by failing to promptly reemploy them in their proper positions upon the completion of their service obligations,” said Assistant Attorney General Kristen Clarke of the Civil Rights Division. “We honor all servicemembers for their service to our nation, and this settlement signals the Justice Department’s ongoing commitment to protecting and enforcing their rights under federal law.” In March 2020, Lt. Cdr. Radtke notified Tapesouth Inc. that he would be away on a full-time active-duty military service obligation from April through July 2020. Radtke alleged that after contacting Tapesouth Inc. in July 2020, to return to his previous position as the company’s Vice President of Operations, Tapesouth Inc. terminated his employment in violation of USERRA. Under the terms of the settlement, Tapesouth Inc. has agreed to compensate Radtke for lost income in the amount of $2,500 and provide USERRA training to all its employees. Congress enacted USERRA to encourage non-career service in the uniformed services by reducing employment disadvantages; to minimize the disruption to the lives of persons performing military service, their employers and others, by providing for the prompt reemployment of such persons upon their completion of such service; and to prohibit discrimination against persons because of their service in the uniformed services or if they pursue a claim under USERRA. The Department of Labor (DOL) referred this matter following an investigation by their Veterans’ Employment and Training Service. The Employment Litigation Section of the Department of Justice’s Civil Rights Division handled the case and continues to work collaboratively with the DOL to protect the jobs and benefits of military members. The Justice Department gives high priority to the enforcement of servicemembers’ rights under USERRA. Additional information about USERRA can be found on the Justice Department’s websites at www.justice.gov/crt-military/employment-rights-userra and www.justice.gov/servicemembers , as well as on the Department of Labor’s website at www.dol.gov/vets/programs/userra .