FLEET MASTER CHIEF’S
“Word to the Warriors” #2 -------- (November 2007)
This document is for information purposes and is designed to ensure that all personnel are aware of the many
issues/changes that occur in our Navy, although not inclusive it is a great venue to share our best practices. If
you have information, programs or best practices that you would like to share Navy wide, send them via your
applicable ISIC or Force Master Chief for inclusion. Thanks for your support and feedback!
CNO GUIDANCE 2008: Attached is the 2008 CNO guidance.
CNOG_07-08.doc
WHAT DOES SHIPMATE MEAN TO YOU: We have recently initiated a contest for every Sailor to define
what SHIPMATE means to them in the 21st century. Contest will run through 31 December 2007.
FSGLI: We need your immediate attention to this matter…..Dual military couples HEADS UP!
A few months ago, OSD (P&R) contacted each Service for assistance in collecting Family Servicemember's
Group Life Insurance (FSGLI) premiums from military members married to military members who do not have
their spouses enrolled in the Defense Enrollment Eligibility Reporting System, known as DEERS. As you
know, DEERS is commonly known as a 'dependent' database; however, DoD requires ALL family members be
enrolled in DEERS--it is the authoritative source for family member data. Military members simply do not enroll
their military spouses in DEERS since the spouse is a member enrolled in their own right in DEERS. But, these
military member spouses are in fact, by law, covered by FSGLI (unless the military spouse is enrolled in
DEERS and an FSGLI declination is effected) and premiums are paid by DoD to the Department of Veterans
Affairs (DVA) for these spouses because the Master Military Pay Account (MMPA) at DFAS reflects a spouse.
The deductions are made at DFAS only by a DEERS trigger, because the MMPA doesn't contain the spouse
info necessary to calculate the premium rate.
We have to change the mindset that DEERS is for dependents and we have to make sure military members
marrying or divorcing military members report the family change data in DEERS. OSD reports almost
$25M in premiums have not been deducted from member's pay because of their failure to report their military
spouse in DEERS. Leadership has to take a active roll to ensure DEERS data is accurate for all members.
Despite NAVADMINs, LES statements, Navy Times articles, etc. members are still claiming they don't know
about FSGLI and they don't know they have to enroll their military spouse in DEERS. Many personnel offices
even told members they didn't need to enroll their military spouse in DEERS because the military member is
already in DEERS. This has high level interest and we need your help to make sure ALL family members are
enrolled in DEERS, period.
Bottom Line: If your married Mil to Mil…..your spouse should be enrolled in DEERS regardless of
their active duty role!
Related story: http://www.npc.navy.mil/AboutUs/NPC/PublicAffairs/NewsDetails/DEERSUpdatesFirstStep.htm
If you have questions regarding FSGLI contact PERS-35 POC for FSGLI debt collection; PSCS Gary Rowe at
901-874-4334 or email via gary.rowe@navy.mil or AVCM Ralph Gallaugher at 901-874-4311 or email via
ralph.gallaugher@navy.mil
FLEET MASTER CHIEF P-4: Attached is the P-4 to all CSC’s, COB’s and CMC’s on Motorcycle
Safety….ensure you engage the deckplate…..keep up the good work and keep the feedback coming.
121621Z OCT 07
SUBJMOTORCYCLE SAFETY PERSONAL FOR COORDINATED USFF AND CPF FLE.msg
LEADERSHIP TRAINING:
(Navy Times article 3 Sep., "10,000 Sailors can't advance")
Navy Times article on attendance at Leadership Training is below. Please take note of CNP PA remark
regarding the way this story was handled by Navy Times. Please pay particular attention to the fact that the
quotes from the ETC in the article came from a discussion Mark Faram sat in on at the NC Symposium.
Lesson learned: all presenters at large gatherings like that need to be made specifically aware that media is in
the room/on site.
Message from VADM Harvey:
Command Career Counselors,
You may get questions from Sailors about the Sept 3rd Navy Times headlines (see story below), hitting the
newsstands this week, about Naval Leadership School. Since this week’s edition contained some
misinformation that could affect your Sailors, I wanted to give you the facts so you can inform the people who
count on you.
*
No Sailor is in jeopardy of not advancing due to a lack of school quotas. There are plenty of quotas
available. They are scheduled at very flexible times and locations, and CNL offers the one-week course on
weekdays and on weekends, providing maximum availability and flexibility.
*
We’ve been hugely successful in going from 28,000 Sailors (last Sept.) who needed the class to
advance to a steady state of approximately 10,000 Sailors today.
*
For those 10,000 who still need the school, we process nearly 10,000 attendees every 2-3 months, so
this is nothing new and you should not be in fear of being unable to complete the course .... as long as you
take control of your career by enrolling and showing up.
*
Here’s what’s interesting: There will always be thousands of Sailors who need these courses, because
people are always getting advanced and moving up with Time in Rank (TIR). That’s not a bad thing, and it
also isn't true that 10,000 Sailors can’t be advanced. We have the capacity and we routinely put 10,000 people
through the school every 2-3 months!
Bottom Line
*
No Sailor is in jeopardy of not advancing due to lack of school quotas.
*
In only 8 months, about 50,000 Sailors have completed leadership training. No one who needs a seat
will get left out.
*
We have courses on weekdays, weekends and by Mobile Trainer. There are dozens of courses every
week at over 70 sites. NKO is updated weekly with new courses and locations.
If there is any question about the policy, please see NAVADMINs 339/06 and 139/07.
The attached document provided by PERS 81 and CNL is a great reference.
Remember, leadership is not only taught in school. It happens on the waterfront every minute, and I need your
leadership to ensure our Sailors understand what courses they need and how to get them.
I've attached the article for your reference. I am working closely with Master Chief Kennamore to get you the
most up-to-date information possible about things that affect you and the fleet, please contact him at (901)
874-2470 or email jeff.kennamore@navy.mil if you need more information.
Vr,
J.C. Harvey, Jr.
Vice Admiral/USN
Chief of Naval Personnel
IA FAMILY SUPPORT: It’s never been more important to ensure our Sailors, their spouses (if applicable) and
their families are contacted to stay in the command loop of information. An occasional phone call by your IA
Coordinator (hopefully this is a Chief, Senior Chief or Master Chief) calling on behalf of the CO and CMC to the
family is a priceless couple of minutes.
FOREIGN TRAVEL; IS A PASSPORT REQUIRED?….PLAN AHEAD: Below is the link to the Foreign
Clearance Travel guide which governs passport requirements for all countries that our Sailors travel to. This is
a great resource!
Shortcut to: https://www.fcg.pentagon.mil/fcg.cfm
CREDO RETREATS: HAVE YOU EVER HEARD OF THIS RESOURCE????
Attached is information concerning CREDO/Spiritual Fitness Division retreats and workshops. The retreats are
normally held at off-site retreat areas to allow our Sailors and their families some respite from the daily grind of
the military. Each is free so there are no cost inhibitors for our junior Sailors or their families.
From the Fleet RP: I had a Chief come up to me yesterday who recently participated in a Marriage Enrichment
Retreat. He was so impressed that both he and his wife are now volunteers in facilitating CREDO retreats.
They just completed their Training Team Retreat and are excited about helping Sailors and their families. This
was his email to me later that day:
John,
My wife and I have been on the Marriage Enrichment Retreat in September and the Team Member Retreat this
past weekend. I have been in the Navy for 21 years and never knew CREDO offered this. My wife and I have a
deeper understanding of what the CREDO community has to offer our Sailors. Those retreats have been an
eye opening experience and our lives have been changed for the better. I recommend every Chief and spouse
in the Navy attend a retreat, not only will they get a deeper understanding of themselves, their lives will be
changed and they will have a ready available resource to offer to the Sailors we impact.
Unfortunately, his statement, "I have been in the Navy for 21 years and never knew CREDO offered this" is the
norm. A lot of our CPOs are not aware of this resource for their Sailors, themselves and our Navy families.
MILITARY SPOUSE NETWORK: The Military has launched a new web site as a way to connect, inform and
empower America’s military spouses located around the world. (http://spouse.military.com). This free social
network is the largest online community for the over one million spouses and significant others of Active Duty,
Reserve, and Guard forces.
The Military Spouse Network provides this active group with a destination to share experiences, trade lessons
learned, find neighborhood or school information when relocating, use military discounts, maintain connection
with spouse clubs and other organizations and professionally network with peers. Most importantly, the
Military Spouse Network offers an informal support system which endures over time and defies geographical
confines.
“The nature of military life creates a bond among spouses, and this group is eager to lend a hand to one
another,” said Andi Hurley, creator of Military.com’s SpouseBUZZ blog (www.spousebuzz.com). “While there
is no single location where this growing population can connect in person, the Military Spouse Network will
provide the more than 435,000 Military.com spouse members with access to an interactive, responsive and
supportive online community.”
INDIVIDUAL AUGMENTEE (IA’s) AND FAMILY SUPPORT: Sailor and Family support is the key to the
success of our IA program. As many of you know our requirements for IA’s is expected to continue.
Currently we have several thousand personnel on the ground in Iraq, Afghanistan, Horn of Africa and GTMO,
Cuba, and other locations throughout the world. Every Sailor that deploys for an IA should be receiving regular
contact from their command, contact with their work peers is important but contact should also be made by the
CO, XO and CMC’s. Additionally commands should make it a point to contact the IA families to ensure their
needs are being met. Chiefs, if you have an IA assigned from your division ensure you gain contact and
provide a continual flow of information.
Additionally on the lines of Family support….if you have personnel who have been injured or is hospitalized the
command should continue to be engaged to ensure those individuals have command contact and are
supported throughout their recovery process and beyond. Some of the recent issues we continue to see
regarding IA’s are as follows:
 Improper Medical screening. Use the latest ECRC Screening checklist (located on NKO) when
preparing your Sailor.
 Have your Sailors and their families attend Regional IA briefs. (Great resource)
 Read and follow the IA orders.
 Security Clearances are not IAW with the rqmt.
 Evaluations and exams not thought about or ordered. (Don’t forget advancement worksheets)
 Have you looked at the ECRC command website?
NAVADMIN 182/07 announces implementation of the Combat and Operational Stress Control (COSC) and
Warrior Transition Program (WTP). Commands should review.
CMC’s….if you Sailors are going on an IA the following Command Master Chiefs are stationed in CENTCOM
and are available to assist you in locating your IA Warriors:
CMDCM Jeff Covington (IRAQ): Jeffrey.covington@iraq.centcom.mil
CMDCM Steve Markum (AFGHAN): Stephen.markum@afghan.swa.army.mil
CMDCM Gary Doner (HOA): gary.a.doner@hoa.centcom.mil
CMDCM Kelly Schneider (ECRC): Kelly.schneider@navy.mil (for personnel heading to training)
CHIEFS STANDARDS AND CONDUCT BOARD: We recently began a pilot program with various commands
from both coasts. Attached is the draft instruction for your SA.
CPO INDUCTION BEST PRACTICES: Leaders, we need your best practices and lessons learned from the
FY-08 CPO Induction. There are so many of you that have incredible programs and developed POA&M’s that
some of our other CMC’s, COB’s, CSC’s and CSEL’s can learn from and utilize it’s imperative we share this
information. What is being done on a CVN is undoubtedly different than what is being done on a DDG which is
certainly different that what can be done on a SSN. Take into account what can be done on a shore facility
and we have one more venue to learn from. Send your Best Practices to your ISIC and/or Force Master Chief
so we can populate an upcoming link on the MCPON’s Directline.
TRIPS (Travel Risk Planning System): Chiefs….this is a great tool and should be used as your Warriors
head off during our holidays……Here is the link to the Navy Safety Center’s TRiPS website and specifically
their brief for use at GMT that details how TRiPS is utilized and can be coupled with the ORM 5 - Step Process.
With the Critical Days of Summer behind us, we have done well but have to keep the press on…….we are
forwarding the brief to you in the event you wish to post with the Critical Days of Summer and ORM Tools
websites. It includes notes so that it can be downloaded and taught at GMT.
http://www.safetycenter.navy.mil/ashore/motorvehicle/TRiPS/default.htm
Traffic Risk Planning
System NAVADMIN 290-07.doc
NOMINATIVE CMC BILLET ANNOUNCEMENT: On September 10th CMC Jackie DiRosa sent out the below
information in an email to the Mess. This is the process for Nom job consideration.
“This will be the standard announcement format for all upcoming nom-CMC job slates. The Slate
Announcement will take the place of the message commands routinely released in the past. These will be
included in the routine "Hot Sheet" and posted on the "Direct Line".
Please review the pre-req section and the nominative process section (highlights below). There are some
business rules attached here that need to be discussed with your CMCs.
PREREQUISITES FOR CONSIDERATION:
D.
MUST HAVE A MINIMUM OF 24-MONTHS TIME IN SERVICE REMAINING TO HIGH YEAR TENURE (HYT) DATE FROM
REPORT MONTH. IF NOT, MUST FIRST BE CONDITIONALLY APPROVED FOR A HYT EXTENSION PRIOR TO NOMINATION
CONSIDERATION.
E.
MUST BE WITHIN 12 MONTHS OF PRD. BY CASE EXCEPTIONS CONSIDERED.
F.
MUST MEET ALL PERFORMANCE REQUIREMENTS AS OUTLINED IN REF A. NOMINATION PROCEDURES:
G.
CMCs BEING CONSIDERED FOR THIS SLATE MAY BE NOMINATED BY THEIR COMMANDER / COMMANDING
OFFICER, SENIOR NOMINATIVE-CMC, OR THE CMC MGMT OFFICE. CMCs MAY REQUEST NOMINATION THROUGH THEIR
CHAIN OF COMMAND.
SAFETY: Attached is the recent CNO NAVADMIN announcing the 2006 Afloat Safety Awards. BZ!!!!
PREDATORY LENDING: DOD recently announced a new Predatory Lending Regulation which took effect 1
October.
RETENTION STAY NAVY CAMPAIGN: Attached is the NAVADMIN concerning Reserve Affiliation and the
many benefits of staying Navy…… Also attached is a recent NAVADMIN (287/07) announcing new transition
procedures for Sailors in the National Call to Service program.
7 FOCUS AREAS: Warriors these are seven specific areas each of you need to be looking at within your
lifelines and throughout your areas of responsibility. The performance of our Sailors begins with our direct
leadership at morning quarters as well as continually within the spaces and throughout the day.
These specific focus area’s are:
 Sexual Assault






Sexual Harassment
Substance Abuse Prevention
o Alcohol Abuse Prevention
o Drug Testing (Compliance and reporting)
Domestic Violence
Physical Fitness Assessment
Suicide Prevention
Zone “A” Retention
We have got to continue to work these focus areas and share idea’s and best practices to further
reduce the negative trends associated with them. Best practices should be shared Navy wide.
NAVY EQUAL OPPORTUNITY POLICY:
5354.1F.pdf
NAVY DIVERSITY:
The CNO has cited diversity as a strategic imperative for the Navy. Navy leaders must quickly become familiar
with the concept of diversity. "Diversity is Our Strength," is now available to all hands as part of the Navy's
GMT Program. "Diversity is our Strength" demonstrates that diversity is about understanding how each of us
brings different skills, talents, and experiences to the fight and how we should all value those differences. The
primary venue to complete the newly-released diversity training will be Navy Knowledge On-line (NKO). For
more information, refer to DTG 311559Z AUG 07 CNO WASHINGTON DC.
EQUAL OPPORTUNITY:
OPNAVINST 5354.1F, Navy Equal Opportunity (EO) Policy, was signed out on 25 July 2007. The instruction
is a complete revision with no phase-in period, and mandates several new requirements for commanders and
CMEOs. A sample of these changes include:
*
Commanders may issue an order that only English be spoken in a work place when they have a
legitimate, non-discriminatory reason for the rule.
*
Personnel engaged in personal conversation off-duty should be allowed to communicate in the
language of their choice.
*
Establish a Command Training Team (CTT), a Command Assessment Team (CAT), and ensure all
personnel receive Navy Rights and Responsibilities (NR&R) training (or CPPD-approved equivalent).
*
Conduct a command assessment 90 days after assumption of command. This is accomplished by
using the DEOMI Organizational Climate Survey (DEOCS) and a minimum of two other methods of data
collection (e.g., review of records and reports, individual interviews, observations, focus groups, or other
methods deemed appropriate by the commander).
*
Submit Climate Assessment Executive Summaries to the Echelon III EOA, via ISIC, within 60 days of
completed assessment.
*
Forward all completed Formal Equal Opportunity complaint investigations, with endorsements, to the
Echelon III EOA, via ISIC, for review.
*
Comply with all items cited in the CMEO Checklist.
*
EOAs assigned to aircraft carriers and amphibious assault ships shall be utilized as the Strike Group
subject matter expert on all matters relating to EO and command climate assessments, while the Strike Group
Commander is embarked.
Leaders must become familiar with the Navy's new EO policy. For further information concerning the new
instruction, or the Navy's Equal Opportunity program in general, contact your Force or Fleet Equal Opportunity
Advisor.
SPONSORSHIP AND INDOCTRINATION PROGRAMS IN THE FLEET: NAVADMIN 197/07 is out.
As stated previously, the Sponsorship and Indoctrination programs are two programs that “set the tone” for the
command. The Sponsorship program is the first opportunity a prospective new Sailor to the command has to
get a feel for the environment he or she will become a part of. As we continue our pursuit of retaining our first
term Sailors, it all begins the moment that Sailor receives orders. To reiterate from the previous WTTW’s, take
a look at some of the programs listed below. We are looking for the best program in the Navy to share. USS
RUSSELL (CMDCM Julio DIAZ, email CMC@ddg59.navy.mil) was listed in the NAVADMIN above as having a
program to emulate. Other best practices are:
 Have contact information for the command listed in the orders (NPC can have this done);
 Ensure command websites are updated with Command contact information;
 Utilize a reverse sponsorship program in which the detaching command makes personal contact with
the ultimate (gaining) command;
 Ensure the Ombudsman is part of the process;
 The Personnel “Feeder Commands” (Schools, Boot Camp, and Detailers) should have updated
TYCOM rosters to quickly allow phone or email contact with the incoming Sailor;
 CMC’s and the Chiefs Mess should be running these programs;
The Sponsor program needs to be in the hands of the CMC and run through the Chiefs Mess!
Attached is a recent message from both USFF and PACFLT specifically regarding the Sponsorship of newly
assigned Sailors and their families to commands attached to USFF and PACFLT.
CMC/CSC SELECTION BOARD APPLICATIONS: NAVADMIN 208/07 is out. We need the best of the best
but remember, sometimes the best LCPO doesn’t have what it takes to be 9580/9578 Senior Enlisted Leader.
Those considering the move should be working on the Senior Enlisted Development card that has been talked
about in previous Word to the Warriors. Deadline for application submission to the board is 30 November 2007.
ARGUS SURVEYS: Most of the programs and policies that affect our retention efforts begin with data
collection. NAVADMIN 027/01 announced the creation of the ARGUS survey. Since February 2001, the
ARGUS survey has been collecting data from Sailors on a voluntary basis at career milestones including:
promotion, advancement, reenlistment, long-term extensions (greater than 11 months), execution of PCS
orders, return to active duty, separation from active duty, change of status from or to limited duty, resignation,
and retirement. NAVADMIN 239/03 announced many improvements to ARGUS, making is more user-friendly
and giving commands the option to get data for their specific UIC. In March of 2007, ARGUS was updated to
include questions for the Navy Reserve, making all career decision data collection a "one-stop" shop. Right
click the link for more details.
http://www.npc.navy.mil/AboutUs/NPC/PublicAffairs/NewsDetails/ARGUSTracking.htm
It is true that ARGUS is voluntary. However, many Sailors do not treat it with the level of importance that it
has. We need to SELL this survey to our Sailors, not merely put a "check in the box" by telling them that it
exists. This is the Sailors' chance to tell "Big Navy" what factors are affecting their career decisions. Are they
satisfied or dissatisfied with their: working conditions, command morale, command leadership, pay and
benefits, training, etc…?
Bottom line, let's get our Sailors to complete the ARGUS survey at all career milestones. Specifically,
have the CCC/NC complete the survey with the Sailor either when re-enlisting or when separating.
UNIFORM UPDATES: The Physical Training uniform has been approved by the CNO and is expected to roll
out in the spring of 2008. By October 2008, all Sailors should have had an opportunity to buy at least one set
of PT gear. Wind suit not due to hit the streets until October 2008. The complete set is approximately $50.
Roll out for the Navy Working Uniform is still on track for deliver during the summer of 2008 when they should
be available at the Navy Exchanges. Roll out is a 24-month program and the adjusted clothing allowance will
support the 24-month timeframe.
Uniform board is coming back and will be streamlined, with more autonomy built in for lower-level
approvals/disapprovals.
TASK FORCE LIFE/WORK (TFLW): NAVADMINs 159/07 and 205/07 apply.
The CNO stood up Task Force Life/Work (TFLW) in June 2007 with the mission of developing and
implementing policies, programs and changes with the real potential to enhance the life/work balance of our
Sailors. The TFLW team includes officer, enlisted and civilian representatives from across the Navy
Enterprises. This diverse group is tasked with examining the emerging challenges the Navy faces in recruiting
and retaining the next generation of 21st century leaders.
In this next year, TFLW will focus on initiatives to enhance healthy life/work balance such as the recent update
to the pregnancy and parenthood instruction. Specific TFLW tasks include: examining initiatives the Navy can
influence now through policy, identifying efforts which require DoD or Congressional approval and soliciting the
feedback from the Fleet on what changes Sailors’ desire for improved life/work balance. In that vein, NPC will
be hosting a series of TFLW Road shows. This is an opportunity to hear directly from the task force about
current and future initiatives and to provide direct feedback. Road show events are scheduled for the following
locations and dates (look for specific details about times and locations from your chain of command, base
newspapers and on the TFLW website):
 Pearl Harbor, HI:
7 November (Pearl Harbor)
8 November (Kaneohe MCB)
 PACNORWEST and FDNF: TBD
The TFLW forum welcomes and values the thoughts, opinions, and insights of those who are, and will be, the
leaders of the 21st century Navy. Besides the Road shows noted above, there are several other methods by
which to submit your feedback:
 The TFLW Website is located at the Navy Personnel Command Website under the heading Support
Services or via the following address: www.npc.navy.mil/commandsupport/taskforcelifework. There
you will find information regarding the mission and vision of TFLW, important announcements and
briefs, road show schedules and an e-mail link to submit direct feedback to task force representatives.
 At the NPC Website, you can also access the TFLW online community BLOG and apply for
membership to participate in the ongoing discussion. Create a new BLOG account by using your “.mil”
e-mail account.
I encourage you to review the two NAVADMINs and the information available on the NPC Website to learn
more about this dynamic forum and to submit your ideas and opinions to make positive changes for OUR
Navy.
FREE STUFF….CHECK THIS OUT! http://navy.lib.overdrive.com/
Welcome to the Navy General Library Program Downloadable Books, Music & Video, where you can
download audio books, music and video to play on your PC or transfer to a supported MP3 Player.
Note that these titles cannot be downloaded to Navy Computers or used on the iPod, Macs, or Zunes
<javascript:PopupWindow('Help-Mac.htm', 400, 250)> (YET).
They have over 6,000 audiobooks, 500 videos and 700 albums for you to chose from, along with over 400 titles
specifically for children.
You can browse the selection of materials, but... to check them out, you will need to establish an account. You
can take out 5 items at a time. Due to high customer demand, all Audiobook and Music titles are now checked
out for 10 days and Video titles are checked out for 5 days. After that period, access to the content will expire
and you will have to check out the title again., BUT...
IT IS STILL AND ALWAYS AVAILABLE FOR THE LOW, LOW PRICE OF ABSOLUTELY F R E E !
WEBSITE YOUR WARRIORS CAN USE WHEN MOVING: <http://zipskinny.com/>
ANCHOR LINES: There have been two Anchor Lines published and sent to the deckplate…Anchor Lines is
another venue to hilite important focus topics. Anchor lines is published by the Fleet Master Chiefs. If you
have not seen these….. contact your Force Master Chief. To date two Anchor Lines have been published; 1.
IA Support 2. Reserve Affiliation.
HOO YAH: A Fleet Master Chief HOO YAH goes out to Region SW and those personnel that supported the
Wild Fires in SOCAL. Well Done Warriors! It became extremely important for immediate accountability of
every family in the region, upward of 200,000. One more reason total accountability of our families is
paramount. Whether deployed as a unit or in an Individual Augmentee billet, we have to be able to account in
a relatively short period of time for everyone. Below is a recent CNO’s message (NAVADMIN 280/07) adding
specific Geographic Areas OF Interest (GAOI) and the other is NAVADMIN 177/06 (which is referenced)
announcing Navy Policy for accounting for Navy Personnel after a natural or man made catastrophic event.
FOUO This e-mail is from the Office of the Fleet Command Master Chiefs, U.S. Fleet Forces Command and U.S. Pacific Fleet. It is intended only for
use within the lifelines of the U.S. Navy. This e-mail may contain information that is "For Official Use Only" {FOUO} or otherwise subject to
the Privacy Act and/or legal and or other privileges that restrict release outside the Navy without appropriate authority.
DATES OF INTEREST:
NOVEMBER: (NATIVE AMERICAN HERITAGE MONTH)
4: Daylight Savings Time ends
10: MARINE CORPS Birthday (1775)
16: Great American Smoke out
30: Deadline CMC/CSC package submission for consideration
DECEMBER:
1: Army vs Navy (Go Navy…Beat Army!)
7: Pearl Harbor Day
21: First day of winter
JANUARY 08:
1: Navy SEAL Teams est. (1962)
15-17: Surface Navy Association Mtg. (Washington D.C.)
17: E-7 Exam
FEBRUARY 08: (AFRICAN-AMERICAN HERITAGE MONTH)
1: National Freedom Day
3: Super Bowl XLII
18: Washington’s Birthday
23: Naval Supply Corps established
MARCH 08: (WOMEN’S HISTORY MONTH)
3: Navy Medical Corps established
5: SEABEE’s established
6: E-6 Exam
13: E-5 Exam
20: E-4 Exam
NAVY……Any Mission, Any Time, Any Where……..