Chief of Naval Personnel Visits Lemoore, Reports Retention Improving
Navy NewsStand
Story Number: NNS081223-01
Release Date: 12/23/2008 6:21:00 AM
By Melinda Larson, Naval Air Station Lemoore Public Affairs
LEMOORE, Calif. (NNS) -- Navy retention rates are up and the Chief of Naval Personnel told senior leaders at Naval Air Station (NAS) Lemoore the current economy could continue to influence that trend.
"The 'Stay Navy' campaign is succeeding, especially when coupled with the economic downturn," Vice Adm. Mark E. Ferguson III told commanding officers, command master chiefs and ombudsman in separate meetings with the groups during a visit to NAS Lemoore Dec. 18.
Ferguson explained it is a delicate balance to meet mandated end-strength numbers while retaining the Navy's best.
"It's all about maintaining the best quality force within fiscal constraints. We may need additional force stabilizing measures to shape our officer and enlisted force and keep the best Sailors who meet fleet requirements," Ferguson said.
Ferguson, who is responsible for managing approximately 331,000 Navy personnel, pointed out that today's enlisted force is more senior than it has ever been.
"Presently, over 70 percent of our enlisted force is in the top six pay grades. We will look to roll down selected billets to the next lower paygrade," Ferguson said.
"We are also authorizing certain jobs to be filled at a lower pay grade, as is being done already in many billets across the Navy," Ferguson said. "We anticipate reviewing our billet structure this spring to better align Sailors and billets."
Not only are retention rates up, recruiting numbers are on track and the Navy is attracting top-notch Sailors.
"The quality of new recruits is exceptional. People are coming in off the streets with associate's degrees wanting to join right now because the Navy sets the gold standard as far as pay and benefits," Ferguson added.
The gold standard - medical care, educational allowances and retirement pay often unmatched in the private sector – are the same benefits that are retaining the force.
In order to keep end strength numbers in check the Navy is going to become more competitive.
He also encouraged the leaders to reach out to the surrounding communities to help build diversity in the officer corps. Minorities represent about 32 percent of the enlisted ranks versus 12.5 percent of the officer corps.
"Our ability to attract and recruit, and then retain, young men and women of under-represented minorities is crucial for our future success. When America looks at its Navy, it should see a reflection of the country as a whole. Reach out to your local high schools and capture the excitement of young people by visibly demonstrating the opportunities in a naval career," Ferguson said.
The dialogue with all of the groups turned to the topic of individual augmentation (IA) deployments. To date, 74,000 active and Reserve Navy forces have been called on for combat support and other critical missions.
"The IA mission is not going away in the short term," Ferguson said.
Ferguson stressed that pre- and post-deployment health assessments, and post-deployment reassessments are critical.
"The information we learn using the deployment health assessments is one of the many ways the Navy takes care of our Sailors and checks for potential health issues," Ferguson said. "Everyone up and down the chain needs to be in tune with returning Sailors. Everyone who comes back has a period of adjustment. It's very important you pay close attention to them in the transition period."
Taking care of Sailors and their families was the theme throughout the day as the Ferguson lauded leadership.
"Your leadership is extraordinary, Ferguson said. "We have very big challenges all over the globe as we strive to shape and stabilize our force."
For more news from Chief of Naval Personnel, visit www.navy.mil/local/cnp/.
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