Classifier TG FY 18

TRAINEE GUIDE
FOR
ENLISTED CLASSIFIER INTERVIEWER

S-501-0031
And
RECRUITER CLASSIFIER
S-501-0038
PREPARED BY
NAVY RECRUITER ORIENTATION UNIT (NORU)
385 Millington Avenue
PENSACOLA, FLORIDA 32508
Revised OCTOBER 2017

ENLISTED CLASSIFIER INTERVIEWER / RECRUITER CLASSIFIER S-501-0031/S-501-0038
TRAINEE GUIDE
CHANGE RECORD
Number and Description of Change Entered By Date
Glenn Jewell,
CH-1 Inserted VALOR Lesson Outline Sheet 1 JUN 2012
Dir. of Learning
CH-2 Revised Course Master Schedule, renumbered PSC Jones
6 JUL 2012
topics, TOs and EOs Course Supervisor
CH-3 Added Recruiter Classifier to title page and Glenn Jewell,
7 JAN 2014
headers. Recruiter Classifier attends weeks 2 and 3 only. Dir. of Learning
CH-4 Revised Course Master Schedule, renumbered PSC Hines
23 JAN 2015
topics, updated content to match current directives Course Supervisor
CH-5 Added Common Recruiting Terms, Acronyms and Glenn Jewell,
20 APR 2015
Abbreviations to Front Matter Dir. of Learning
CH-6 Revised VALOR lessons, Course Master
PSC Talbot
Schedule, renumbered topics, updated content to match 30 JAN 2017
Course Supervisor
current directives.
CH-7 Replaced Chart the Course Lesson 1.1 with Full Glenn Jewell,
28 FEB 2017
Speed Ahead Lesson 1.1. Dir. of Learning
CH-8 Revised Course Master Schedule, renumbered PSC Talbot
31 OCT 2017
topics, updated content to match current directives Course Supervisor
FOR TRAINING USE ONLY
OCT 2017 ii
TRAINEE GUIDE
TABLE OF CONTENTS
Contents Page
Title Page i
Change Record ii
Table of Contents iii
Course Outline Table iv
Security Awareness Notice v
Safety/Hazard Awareness Notice vi
How To Use Your Trainee Guide vii
Terminal Objectives ix
Course Master Schedule xi
Recruiting Terms, Acronyms and Abbreviations xv
Statement Of Teaching Philosophy xxvi
Course Indoctrination xxvii
This Trainee Guide provides instructional material for two courses of instruction:
 ENLISTED CLASSIFIER INTERVIEWER (S-501-0031)

o Four Weeks of Instruction
o For PS Rating NOT holding NEC 803R and Civilian Personnel
o Awards NEC PS 802R Upon Completion
 RECRUITER CLASSIFIER (S-501-0038)

o Two Weeks of Instruction (Weeks 2 and 3 of S-501-0031 Curriculum)
o For Qualified Recruiters holding NEC 800R or 803R
o Awards NEC 804R Upon Completion
OCT 2017 iii

TRAINEE GUIDE
SECTION 1.0
COURSE OUTLINE TABLE
Week 1 (Enlisted Classifier Interviewer Students Only) Page

Lesson Topic 1.1 – Full Speed Ahead 1.1-1
Lesson Topic 1.2 – Introduction to Classification 1.2-1
Lesson Topic 1.3 – Organizational Management 1.3-1
Lesson Topic 1.4 – Navy Opportunities and Advantages 1.4-1
Lesson Topic 1.5 – Value-Oriented Recruiting (VALOR) Sales Process 1.5-1
Lesson Topic 1.6 – Value-Oriented Recruiting (VALOR) Objection-Handling 1.6-1
Lesson Topic 1.7 – Value-Oriented Recruiting (VALOR) Interview Overlay 1.7-1
Week 2 (Week 1 for Recruiter Classifier Students)

Lesson Topic 2.0 – MEPS Brief 2.0-1
Lesson Topic 2.1 – Enlisted Ratings 2.1-1
Lesson Topic 2.2 – Enlistment Eligibility 2.2-1
Lesson Topic 2.3 – Future Sailor Fitness & Nutrition 2.3-1
Lesson Topic 2.4 – Forms and Documents 2.4-1
Lesson Topic 2.5 – Testing Administration 2.5-1
Week 3 (Week 2 for Recruiter Classifier Students)

Lesson Topic 3.0 – RQAT Brief 3.0-1
Lesson Topic 3.1 – Enlisted Programs 3.1-1
Lesson Topic 3.2 – Program Eligibility Determinations (PEDS) 3.2-1
Lesson Topic 3.3 – Personalized Recruiting for Immediate and Delayed Enlistment 3.3-1
(PRIDE MOD)
Lesson Topic 3.4 – Delayed Entry Program In-Processing (DEP-In) 3.4-1
Lesson Topic 3.5 – Reclassification And Delayed Entry Program (DEP) Discharge 3.5-1
Lesson Topic 3.6 – Delayed Entry Program (DEP) Out-Processing (Shipping) 3.6-1
Week 4 (Enlisted Classifier Interviewer Students Only)

Lesson Topic 4.1 – AAA Driver Improvement Program 4.1-1
Lesson Topic 4.2 – Navy Credentialing Opportunities On-Line (COOL) 4.2-1
Lesson Topic 4.3 – Navy Pride And Professionalism Workshop 4.3-1
Lesson Topic 4.4 – Cardiopulmonary Resuscitation (CPR) 4.4-1
Lesson Topic 4.5 – Ethics and Prohibited Practices 4.5-1
OCT 2017 iv
TRAINEE GUIDE
SECTION 2.0
SECURITY AWARENESS NOTICE
*****************************************************
This course does not contain any classified material.
******************************************************
OCT 2017 v
TRAINEE GUIDE
SECTION 3.0 SAFETY/HAZARD AWARENESS NOTICE
This notice promulgates safety precautions for students at Navy Recruiting Orientation Unit
(NORU). All personnel must remain alert for any hazards within the training facilities. As a
minimum, each individual is responsible for knowing, understanding, and observing all safety
precautions applicable to NORU. In addition, you are responsible for observing the following
general safety precautions:
a. Each individual shall report for work rested and emotionally prepared for the tasks at hand.
b. You shall use normal prudence in all your functions, commensurate with the work at hand.
c. You shall report any unsafe conditions, or any equipment or material which you consider to
be unsafe, and any unusual or developing hazards.
d. You shall warn others whom you believe to be endangered by known hazards or by failure
to observe safety precautions, and of any unusual or developing hazards.
e. You shall report to the school any mishap, injury, or evidence of impaired health occurring
in the course of your work or during non-training environment.
OCT 2017 vi
TRAINEE GUIDE
SECTION 4.0 HOW TO USE YOUR TRAINEE GUIDE
This publication has been prepared for your use while under instruction. It is arranged in
accordance with the topics taught, and is in sequence with those topics. By using the table of
contents you should be able to locate the lesson topics easily. By following the enclosed course
schedule, you should be able to follow the course of instruction in a logical manner.
Under each topic there may be the following instruction sheets:
• OUTLINE SHEETS: Provide a listing of major teaching points. The outline is consistent
with the outline of the discussion points contained on the DDA pages in the lesson plan. It
allows the trainee to follow the progress of lesson topic, to take notes as desired, and to retain
topic information for future reference.
• INFORMATION SHEETS: Amplify supplemental information from the reference

materials for the course, from technical manuals, or from instruction books. You may be tested
on this material during the course.
• PROBLEM SHEETS: Normally used for paperwork troubleshooting when the equipment
is not available. Can also be used for drill-and-practice problems related to the topic.
• JOB SHEETS: Provide step-by-step instructions for developing your skills in performing
assigned tasks and maintaining the equipment when and where the work is assigned, in the
laboratory or practical areas.
• ASSIGNMENT SHEETS: To assist you in being prepared for the lesson topics and
laboratory/practical exercises BEFORE they are presented by the instructor or occur in the
course.
• DIAGRAM SHEETS: These are used as necessary to simplify the instruction. They are
to aid you in understanding the systems, equipment, or topics presented.
All of the instruction sheets are identified by their unit and lesson topic number. They are listed
in the order of their use. Each lesson topic will contain at least one Enabling Objective.
The Enabling Objectives listed in this Guide specify the knowledge and/or skills that you will
learn during the course, and reflect the performance expected of you on the job. The Enabling
Objectives specify the knowledge and/or skills you will learn in a specific lesson topic. You
should thoroughly understand the Enabling Objectives for a lesson topic and what these
objectives mean to you before you start each lesson topic. Each learning objective contains
behavior(s), conditions, and standards. They are defined as follows:
The behavior is a description of the performance and/or knowledge that you will learn in that
lesson topic;
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TRAINEE GUIDE
The conditions under which you will be able to perform or use the knowledge;
The standard(s) to which you will be able to perform or use the knowledge.
The objectives provide a means by which you can check your progress during training. The
objectives also enable you to evaluate your training when you have finished, so you can ensure
that you have satisfied the goals of the course. Your instructor will explain the objectives to you
at the start of the course. Feel free to ask for additional information during training if you feel
that you are not learning as you should.
• STUDY TECHNIQUES:
Classroom and laboratory sessions will be conducted by one or more instructors. You will be
responsible for completing the material in this guide, some of it before class time. Prior to
starting to use this guide, read through the front matter and become familiar with the
organization of the material, then follow directions below for each lesson topic:
1. READ the Enabling Objectives for the lesson topic and familiarize yourself with what will be
expected of you.
2. STUDY each reading assignment.
3. WRITE any written assignment.
• EXAMINATIONS AND QUIZZES
Exams and quizzes will be administered as required by the Course Master Schedule. A blitz is
an informal test used to check for understanding, and may be given by your instructor at any
time. These quizzes do not count toward your final grade. In any event, only the material
covered will be tested. All written tests will be in the form of multiple choice, completion, or
true/false items. Performance tests will be provided to test job skills as appropriate. Success on
exams is dependent upon an understanding of the objectives, involvement in class activities, and
good study habits.
OCT 2017 viii

TRAINEE GUIDE
SECTION 5.0 TERMINAL OBJECTIVES
1.1.0 Complete the 4 modules of classroom facilitated FULL SPEED AHEAD training
building on the foundational elements of personal engagement, peer accountability and
intervention, values-based decision-making, and leadership.
1.2.0 Describe the various classifier billets, duties and responsibilities.
1.3.0 Identify the key billets within the Navy Recruiting District.
1.4.0 Explain the key Navy opportunities and advantages with regards to Navy Active Duty
and Reserve opportunities.
1.5.0 Apply the VALOR sales process by recalling each of the four phases.
1.6.0 Apply the four R’s of objection-handling to resolve specific prospect objections.
1.7.0 Identify uses for the Interview Overlay.
2.0.0 Describe the purpose of MEPS and its processing activity.
2.1.0 Identify the different aspects of each rating, and their eligibility requirements per the
Rating Fact Sheets, and the CRUITMAN-ENL.
2.2.1.0 Identify basic enlistment eligibility requirements (BEERS) categories, criteria for each
category, and documentation requirements per the CRUITMAN-ENL.
2.2.2.0 Explain the enlistment waiver process, waiver eligibility and approval authority for each
category of (BEERS), approval authority, and documentation requirements per the
CRUITMAN-ENL.
2.3.0 Explain the importance of proper fitness and nutrition in preparation for Officer
Candidate School (OCS) and Recruit Training Command.
2.4.0 Identify the required forms and documents to enlist applicants and the proper procedures
to handle Personally Identifiable Information (PII) per DOD and NRC directives.
2.5.0 Explain the procedures for administration of tests used in recruiting and classification.
3.0.0 Describe the purpose of the Recruit Quality Assurance Team.
3.1.0 Identify the Navy's enlisted programs and their eligibility requirements per the Classifier
Fact Sheets and the CRUITMAN-ENL.
3.2.0 Determine Program Eligibility Determinations per the CRUITMAN-ENL.

OCT 2017 ix
TRAINEE GUIDE
3.3.0 Explain the programs in PRIDE-MOD II and demonstrate how to use them to enlist
applicants into the Navy.
3.4.0 Identify, prepare and QC all forms required to enlist an applicant into the Delayed Entry
Program.
3.5.1.0 Process reclassifications per the CRUITMAN-ENL.
3.5.2.0 Process a DEP discharge per the CRUITMAN-ENL.
3.6.0 Identify, and prepare all forms required to prepare an applicant to ship to Recruit
Training Command.
4.1.0 Describe the proper driving techniques used to manage driver visibility, time and space
while operating a motor vehicle.
4.2.0 Identify the purpose and key concepts of Navy Credentialing, and its benefit to Navy
Enlisted Classification
4.3.0 Complete the Navy Pride and Professionalism Workshop to achieve an understanding of
the topics of Navy Core Values, Decision-Making, Communication and Conflict
Management, Mentoring, Diversity, Equal Opportunity, Violent Crime and Suicide
Awareness, Military Etiquette and Courtesy, Uniform Wear and Navy Family Readiness.
4.4.0 Demonstrate the adult cardiopulmonary resuscitation (CPR) steps required for
certification by the American Heart Association.
4.5.0 Explain ethical behavior and prohibited practices as they pertain to Navy Recruiting
Command Personnel in accordance with Navy and NRC Directives.
OCT 2017 x
TRAINEE GUIDE
SECTION 6.0 COURSE MASTER SCHEDULE
WEEK ONE (Enlisted Classifier Interviewer Students Only)
Day 1
Topic Type Duration Topic Ratio
No.
- Admin 1.0 Check in HT & WT 15:1
- Admin 0.5 Administration/Supply Brief 15:1
- Admin 1.0 IT Brief / Computer Issue 15:1
- Admin 0.5 Course Indoctrination 15:1
- Admin 0.5 SEL Brief 15:1
1.1 Instruction 3.0 Full Speed Ahead 15:1
- Admin 0.5 OIC Brief 15:1
1.2 Instruction 1.5 Introduction to Classification 15:1
Day 2
- PT 2.5 Physical Training 15:1
1.3 Instruction 1.0 Organization Overview 15:1
1.4 Instruction 1.5 Opportunities and Advantages 15:1
1.5 Instruction 3.0 VALOR Sales Process 15:1
Day 3
1.5 Instruction 4.5 VALOR Sales Process 15:1
1.6 Instruction 3.5 VALOR Objection Handling 15:1
Day 4
1.7 Instruction 2.5 VALOR Interview Overlay 15:1
1.4-1.7 Instruction 3.0 VALOR 15:1
Day 5
1.4-1.7 Instruction 2.0 VALOR 15:1
1.4-1.7 Lab 2.0 VALOR Role Play 15:1
- Exam 2.0 Week One Exam 15:1
OCT 2017 xi
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COURSE MASTER SCHEDULE
WEEK TWO (WEEK ONE for Recruiter Classifier Students)
Day 1
No.
2.0 Instruction 1.5 MEPS Brief 15:1
2.1 Instruction 6.5 Enlisted Ratings/VALOR LAB 15:1
Day 2
2.1 Instruction 2.5 Enlisted Ratings Assignments 15:1
2.2 Instruction 3.0 Basic Enlistment Eligibility (BEERS) 15:1
Day 3
2.3 Instruction 2.5 Future Sailor Fitness And Nutrition 15:1
2.2 Lab 2.5 BEERS 15:1
2.2 Instruction 3.0 Review BEERS work 15:1
Day 4
2.2 Instruction 2.5 BEERS Waivers 15:1
2.4 Instruction 2.0 Forms and Documents 15:1
2.4 Instruction 1.0 PEF Codes work/review 15:1
Day 5
2.5 Instruction 1.5 Testing Admin 15:1
- Exam 3.0 Week Two Exam 15:1
- Lab 3.5 Week Two Role Plays 15:1
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TRAINEE GUIDE
WEEK THREE (WEEK TWO for Recruiter Classifier Students)
Day 1
No.
3.0 Instruction 1.0 RQAT 15:1
3.1 Instruction 7.0 Enlisted Programs 15:1
Day 2
3.2 Instruction 5.50 Program Eligibility Determinations 15:1
Day 3
3.3 Instruction 2.5 Personalized Recruiting for Immediate and 15:1
Delayed Enlistment (PRIDE) MOD II
3.3 LAB 1.5 PRIDE MOD II LAB 15:1
3.3 Instruction 1.5 PRIDE MOD II Assignment/Review 15:1
3.3 Instruction 1.0 Goaling / Chief Recruiter Brief 15:1
3.4 Instruction 1.5 Delayed Entry Program (DEP-IN) 15:1
Day 4
Delayed Entry Program In Processing
3.5 LAB 2.5 15:1
(DEP-In) LAB
Instruction Program Eligibility Determinations 15:1
3.2 1.5
Assignments
3.5 Instruction 1.0 Reclassification 15:1
3.5 Lab 0.5 Reclassification LAB/ 15:1
Day 5
3.5 Instruction 1.5 DEP Discharge 15:1
3.6 Instruction 1.5 DEP Out-processing (Shipping) 15:1
- Review 1.0 Week Three Review 15:1
- Exam 2.0 Week Three Exam 15:1
- Lab 2.0 Role Play 15:1
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TRAINEE GUIDE
WEEK FOUR (Enlisted Classifier Interviewer Students Only)
Day 1
No.
4.1 Instruction 8.0 AAA Driver Improvement Program 15:1
Day 2
4.2 Instruction 2.5 Navy COOL 15:1
4.3 Lab 3.0 Navy Pride And Professionalism 15:1
Day 3
4.4 Instruction 4.0 Cardiopulmonary Resuscitation (CPR) 15:1
4.3 Instruction 4.0 Navy Pride and Professionalism 15:1
Day 4
4.5 Instruction 1.5 Ethics and Prohibited Practices 15:1
- Admin 0.5 OIC Roundtable 15:1
- Admin 1.0 Graduation Practice 15:1
- Critique 0.5 End of Course Critique 15:1
- Admin 1.0 IT Check out Computer Turn-in 15:1
Day 5
- Admin 1.5 Class Graduation 15:1
OCT 2017 xiv

TRAINEE GUIDE
SECTION 7.0 RECRUITING TERMS, ACRONYMS AND ABBREVIATIONS
A
“A” Cell Upper Mental Group, High School Diploma Graduate
AC Active Component
ACDU Active Duty
ACE American Council on Education
ACES Aviation Certification Examination Screening
ACR Assistant Chief Recruiter
ACT American College Test
ADCO Advertising Coordinator
ADDOCS Advance Documents
ADL Active Duty List
ADP Automated Data Processing
ADSO Advertising Systems Officer
AECF Advanced Electronics Computer Field
AEF Advanced Electronics Field
AFHPSP Armed Forces Health Professions Scholarship
AFQT Armed Forces Qualification Test
AIS Automated Information Systems
AMCAS American Medical College Admissions Screening
AMDO Aviation Maintenance Duty Officer
ANTHROS Anthropometrical Measurements
AOR Area of Responsibility
AQD Additional Qualifications Designations
AQR Academic Qualification Test (Part of the ASTB)
ARB Academic Review Board (Study and you will never go)
AR GOAL Part of the PRIDE System
ASAD All Services Accession Data
ASTB Aviation Selection Test Battery
ASVAB Armed Services Vocational Aptitude Battery
ATB Authority to Buy
ATF Advanced Technical Field
AYS Academic Year Statement
B
BCNR Board for Correction of Naval Records
BDCP Baccalaureate Degree Completion Program
BE Binocular Visual Efficiency
BEERS Basic Enlistment Eligibility Requirements
BERS Basic Eligibility Requirements
JAN 2017 xv
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BI Background Investigation
BLUE & GOLD Reserve Officer (Assists in Recruiting for OFFICER for the Naval Academy)
BOOST Broadened Opportunity for Officer Selection and Training
BOY Beginning of Year
BPOR Basic Principles of Officer Recruiting
BQ Background Questionnaire
BRC Business Reply Card
BUPERS Bureau of Naval Personnel
C
CA Chief Administrator
CCB Configuration Control Board
CCPD Centralized Credentialing and Privileging
CDN Campus Data Notebook
CDT Command District Trainer
CEC Civil Engineer Corps
CEC Civilian Engineer Corps
CEU Continuing Education Units
CFL Command Fitness Leader
CLO Campus Liaison Officer
CM Collateral Materials Card
CMO Chief Medical Officer
CMP Collateral Materials Program
CNGREC Change Record (Change a record in the PORT System)
CNP Chief of Naval Personnel
CNRC Commander, Navy Recruiting Command
CNRRC Commander, Navy Reserve Recruiting Command
CO Commanding Officer
COI Center of Influence
COMDOCS Commissioning Documents
COMNAVCRUITCOM Commander, Navy Recruiting Command
CONSUBPAY Continuous Submarine Pay
CPR Cardiopulmonary Resuscitation
CR Chief Recruiter
CRF Career Recruiter Force
CRFHR Career Recruiter Force Hometown Recruiter
CRUITMAN Recruiting Manual
CV Curriculum Vitae
CWO Chief Warrant Officer
D
DA Direct Appointment
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TRAINEE GUIDE
DA Direct Accession
DAA Designed Approving Authority
DAR DEP Action Request
DAT Drug and Alcohol Test
DAT Dental Aptitude Test
DBM Dominant Buying Motive
DC Dental Corps
DCO Defense Connect Online
DCO Direct Commission Officer
DCP Degree Completion Program
DDD Direct Deposit DEP
DEERS Defense Eligibility Enrollment Reporting
DEF Delayed Enlistment Full Kit Waiver
DEM Delayed Enlistment Medical
DEP Delayed Enlistment Program
DER Direct Enlistment Reservation
DER Direct Enlistment Reservation
DET Delayed Entry into Training
DFAS Defense Finance Account Service
DIVO Division Officer
DLAB Defense Language Aptitude Battery
DLCPO Divisional Leading Chief Petty Officer
DLPT Defense Language Proficiency Test
DMC/MECH Defense Megacenter, Mechanicsburg
DNR Dedicated Nuclear Recruiter
DoD Department of Defense
DoDMERB Department of Defense Medical Examination Review Board
DoL Director of Learning
DoN Department of the Navy
DOR Drop on Request or Date of Rank
DPEP Direct Procurement Enlistment Program
DPSR Data Processing Services Request
DST DEP Slope Target
DTS Defense Travel System
DVA Department of Veterans Affairs
E
EAOS End of Active Obligated Service
EB Enlistment Bonus
ECM Enlisted Community Manager
ENRO Enlisted Navy Recruiting Orientation
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ENTNAC Entrance National Agency Check

EOT Engineer in Training
EOV Educator Orientation Visit
EOY End of Year
EPA Enlisted Processing Assistant
EPDS Enlisted Processing Division Supervisor
EPO Enlisted Programs Officer
EPSQ Electronic Personnel Security Questionnaire
EPSQ Electronic Personnel Security Questionnaire
ERPMS Enlisted Recruiting Production Management System
ESS Education Services Specialist
EST Enlisted Screening Test
F
FAP Financial Assistance Program
FMAM February, March, April, May
FOBI Flight Officer Biographical Inventory (Part of ASTB)
FOFAR Flight Aptitude Rating (Part of ASTB)
FOIA Freedom of Information Act
FTS Full Time Support
G
GED General Education Development
GENDET General Detail (Undesignated Seamen, Airmen, Firemen)
GME Graduate Medical Education
GOF General Officer
GOP General Officer Program
GPA Grade Point Average
GPHR Global Professional in Human Resource
GPR General Practice Residency
GRASP Geographical Recruiting and SOAR Program
H
HARP Hometown Area Recruiting Program
HCA Health Care Administrator
HIV Human Immunodeficiency Virus
HP3 High Predictor Profile
HPSP Health Professions Scholarship Program
HSCP Health Services Collegiate Program
HSDG High School Diploma Graduate
HSG High School Graduate
HYT High Year Tenure
I
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IAVA Information Assurance Vulnerability Alert

IDC Independent Duty Corpsman
IDT Inactive Duty Training
IMP Information Management Plans
INS Immigration and Naturalization Service
INTERN Person engaged in first year of medical education after medical school.
IRR Individual Ready Reserve
ISSM Information Systems Security Manager
IT Information Technology
J
JAG Judge Advocate General
JOAPPLY Junior Officer Apply
JOBS Jobs Orientation Basic Skills
JPAS Joint Personnel Adjudication System
JRAAC Joint Recruiting Advertising Committee
JRAP Joint Recruiting Advertising Program
K
Kit Applicant Forms & Documents
L
LAMS Local Advertising Management Section
LAN Local Area Network
LCPO Leading Chief Petty Officer
LDO Limited Duty Officer
LEADS Local Effective Accession Delivery System
LOA Letter of Acceptance
LPT Lead Production Teams
LPTS LEADS Production Team Supervisor
LRP Loan Repayment Program
LSAT Law School Admission Test
LSM Logistics Support Manual
LSO Learning Standards Officer
LSO Logistics Support Officer
LTCS LEAD Tracking Center Supervisor
M
MAQ Maximum Allowable Quantity
MC Medical Corps
MCAT Medical College Admission Test
MCT Mechanical Comprehension Test
MEDDOCS Medical Documents
MEDIVP Medical Very Important Person Visit
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MEPCOM Military Entrance Processing Command

MEPS Military Entrance Processing Station
MFR Music for Recruiting
MGIB Montgomery G.I. Bill
MLPO MEPS Liaison Petty Officer
MOP Marketing Operations Plan
MOV Medical Orientation Visit
MPO Medical Programs Officers
MPT&E Manpower, Personnel, Training and Education
MRI Mobile Recruiting Initiative
MSC Medical Service Corps
MSLO Medical School Liaison Officer
MSO Military Service Obligation
MSPO Medical Support Petty Officer
MTF Military Treatment Facility
MTS Master Training Specialist
N
NAACP National Association for the Advancement of Colored People
NACLC National Agency Check/Local Agency Check/Credit Check
NADDS Navy Active Duty Delay for Specialist
NALTS National Advertising Leads Tracking System
NAMI Naval Aerospace Medical Institute
NASC Naval Aviation Schools Command
NASIS Navy Accession Security Information System
NAT New Accession Training
NAVCRUIT Navy Recruiting
NAVCRUITCOM Navy Recruiting Command (NRC)
NAVCRUITDIST Navy Recruiting District (NRD)
NAVCRUITREG Navy Recruiting Region (NRR)
NAVCRUITSTA Navy Recruiting Station (NRS)
NAVET Navy Veteran
NAVY-CASH College Assistance/Student Headstart Program
NBQ Not B.E.E.R.S. Qualified
NC Nurse Corps
NCF Navy College Fund
NCO New Contract Objective
NCP Nurse Candidate Program
NCR National Chief Recruiter
NEC Navy Enlisted Code
NETC Naval Education & Training Command
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NETCOM New Enlistment Contracts Report

NEWREC New Record (Create a new record in PORT system)
NF Nuclear Field Program
NFOC Naval Flight Officer Candidate
NFQT Nuclear Field Qualification Test
NOBC Navy Officer Billet Classifications
NOIC Navy Opportunity Information Center
NORS Navy Officer Recruiting Station
NORU Navy Recruiting Orientation Unit (AKA NAVCRUITCOM ORIENT UNIT)
NOSC Navy Operation Support Center
NP Non-Pay
NPC Navy Personnel Command
NPQ Not Physically Qualified
NPS Non-Prior Service
NPT Navy Parachute Team
NRAMS Navy Recruiting Accession Management System
NRC Navy Recruiting Command
NRD Navy Recruiting District
NRLA Navy Recruiting Leadership Academy
NROTC Naval Reserve Officer Training Corps
NRR Navy Recruiting Region
NRS Navy Recruiting Station
NSBE National Society of Black Engineers
NSHS Naval School of Health Sciences
NSI Naval Science Institute or Naval Science Instructor
NTO Nuclear Trained Officer
NTT National Training Team
NUPOC Nuclear Propulsion Officer Candidate
O
OACR Officer Assistant Chief Recruiter
OAR Officer Aptitude Rating
OAT Optometry Admissions Test
OC Officer Candidate
OCARS Officer Candidate Accounting and Reporting System
OCS Officer Candidate School
OCSN Officer Candidate, Seaman E3
OCUI2 Officer Candidate Under Instruction, Second Class
ODS Officer Development School
OHARP Officer Hometown Area Recruiting Program
OIS Officer Indoctrination School
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OMR Officer Market Report

OP Officer Processor
OPA Officer Processing Assistant
OPATE Officer Production Analysis Training and Evaluation
OPDS Officer Processing Department Supervisor
OPE Out of Pocket Expense
OPINS Officer Personnel Information System
OPL Officer Processing Lead
OPM Office of Personnel Management
OPO Officer Programs Officer
OPQC Officer Processing Quality Control
OPR Officer Production Report
OR Officer Recruiter
ORPMS Officer Recruiting Production Management System
OSD Office of the Secretary of Defense
OSVET Other Service Veteran
OTOOLS Officer Recruiting Tools
P
PA Program Authorization
PA/FOIA Privacy Act/Freedom of Information Act
PAO Public Affairs Officer
PATE Production Analysis Training and Evaluation
PBI Pilot Biographical Inventory (Part of ASTB)
PCN PRIDE Control Number
PCS Permanent Change of Station
PDC Personally Developed Contract
PDRL Permanent Disability Retired List
PDS Permanent Duty Station
PED Physical Evaluation Board
PFA PFA
PFAR Pilot Flight Aptitude Rating (Part of ASTB)
PHR Professional in Human Resource
PII Personally Identifiable Information
PM Program Manager
PMA Positive Mental Attitude
PMR Permanent Medical Rejection
PNS Professors of Naval Science
POA&M Plan of Action and Milestones
POC Point of Contact
POPO Prospective Officer Programs Officer
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PORTNEWS Technical Information on PORT Matters

PORTS Personalized Officer Recruiting and Tracking System
PPAR Post-Prospecting Activity Report
PQ Physically Qualified
PQS Personnel Qualification Standards
PQS Personnel Qualification Standards
PRC Police Records Check
PRD Projected Rotation Date
PRIDE Personalized Recruiting for Immediate and Delayed Enlistment
NAVETs discharged to over manned ratings reenlist with a guaranteed “A”
PRISE III PROGRAM
school in a critical rating.
PRN Physicians Recruiting for the Navy
PROMO Promotional Item
PROREP Production Report – PORT Program
PS Prior Service
PSA Public Service Advertising
PSA Public Service Announcement
PSD Personnel Support Detachment
PSLO Professional School Liaison Officer
PTO Part Time Office
Q
QC Quality Control
QMA Qualified Male Applicant
QNE Qualified Not Enlisted
QNI Qualified Not Interested
QNJ Qualified No Jobs
R
RAD Recruiting Aid Device
RAF Recruiting Assignment Factor
RASL Reserve Active Status List
RBJ Rejected, Reevaluation Believed Justified
RC Reserve Component
RCAP Recruiter Command Advancement Program
RCS Report Control Symbol
RDAC Recruiting District Assistance Council
RDB Recruiter Development Board
RDS Recruiting Data System
REB Recruiter Evaluation Board
REPORT Daily Transaction/Exception Reports – PORT Program
RFAS Reserve Functional Area and Sex Criteria
JAN 2017 xxiii

TRAINEE GUIDE
RINC Recruiter-in-Charge
RIS Recruiting Incentive System
ROMO Recruiting Officer Management Orientation
R-OPS R-OPS
ROTC Reserve Officer Training Corps
ROY Recruiter of the Year
RQAT Recruit Quality Assurance Team
RQS Recruiter Qualification Standards
RRA Ready Reserve Agreement
RRT Recruiter Refresher Training
RTC Recruit Training Center
RTO Rejected to Obligate
R-TOOLS Recruiting Tools
S
SAM Sea and Air Mariner
SAPR Sexual Assault Prevention and Reporting
SAT Scholastic Aptitude Test
SATO Scheduled Airline Ticket Office
SBI Special Background Investigation
SCII Strong Campbell Interest Inventory
SDA PAY Special Duty Assignment Pay
SECF Submarine Electronics/Computer Field
SECNAV Secretary of the Navy
SEEREC See Record – See a Record in the PORT Program
SELRES Selected Reserve
SEMINAR Senior Minority Assistance to Recruiting
SI Senior Instructor
SMART Station Market Analysis and Review Technique
SNA Student Naval Aviator (Pilot)
SOAR School of Area Responsibility
SOI Sphere of Influence
SOPMAN Standard Operating Procedures Manual
SPHR Senior Professional in Human Resource
SRB Selective Reenlistment Bonus
SRB Student Review Board (You Do NOT want to know)
SSN Social Security Number
SSP Subspecialty Pay
STASS-RTM Standard Training Activity Support System - Recruit Training Management
STEAM Standardized Territory Evaluation and Analysis for Management
JAN 2017 xxiv

TRAINEE GUIDE
STEM Science, Technology, Engineering, Mathematics

STO Standard Transfer Order
SYSAD System Administrator
T
TAR Training and Administration of Reserves
TCO Test Control Officer
TCU Test Category Upper
TDRL Temporary Disability Retirement List
TFMMS Total Force Manpower Management System
Total Force Manpower Management System Micro Management Change
TMMCA
Application
TMR Temporary Military Report
TSC Test Score Category
U
UCMJ Uniform code of Military Justice
UCSIS U.S. Citizenship and Immigration Services
UIC Unit Identification Code
UMT&S Universal Military Training and Services
UPDATE Update a Record in the PORT System
USMEPCOM USMEPCOM United States Military Entrance Processing Command
USMMA U.S. Merchant Marine Academy
USN United States Navy
USNA U.S. Naval Academy - BEAT ARMY!
USNR United States Navy Reserve
USPHS U.S. Public Health Service
W
WF Work Force
WG Working Group
X
XO Executive Officer
JAN 2017 xxv

TRAINEE GUIDE
STATEMENT OF TEACHING PHILOSOPHY
Our primary aim as instructors is to encourage and facilitate learning. To accomplish

this we consider ourselves as fellow travelers whose interest for the subject, and experience with
it, should be valuable to our students as we explore the subject together. Because of the common
interest we presume that we all will learn together. Therefore we expect students will, at times,
lead us to new understandings even while we are providing leadership for them. Thus each
course becomes "ours" rather than "mine."
We deem that it is our job to design and provide curriculum that is challenging,
interesting, current, and relevant. This applies equally to the entry-level and continuum courses,
manage development programs, and field development workshops that we are involved with.
We endeavor to foster learning environments that are stimulating, motivating, supportive and
participative, and we strive to build on the insights and experience of each student.
We make an effort to accomplish course objectives through a variety of means. To a

large extent, we rely on our own enthusiasm, interest, and preparedness (i.e., which we achieve
by remaining up-to-date with the appropriate directives, through contact with field activity, and
other academics, and through an active commitment to our own continuing professional
development). We structure class time to include a significant amount of student participation
(e.g., case studies, debates, exercises, role plays, and presentations). We also use a variety of
instructional media materials (e.g., transcripts, films, and videos) and regularly include guest
speakers. Feedback from students indicates they appreciate these approaches.
For courses which require formal student assessment, we provide innovative course
assignments (e.g., field-based projects). Secondary benefits of these assignments include a
greater appreciation of the difficulty associated with implementing "theory," and an enhanced
awareness of career opportunities. Lastly, we prefer the use of open-book, and application based
examinations. Such examinations remove the necessity of memorization learning. Instead,
students are required to assess and employ material, make judgments, state a position, and
advance contextually specific arguments.
JAN 2017 xxvi

TRAINEE GUIDE
OUTLINE SHEET
COURSE INDOCTRINATION
A. Terminal Objective:
Identify the basic training rules and policies while attending NORU.
B. Enabling Objective:
None
C. Topic Outline:
1. Introduction
2. General Information
3. Class Information
4. Miscellaneous Information
5. Our Expectation of Students
6. Class Leadership
7. Navy Recruiting Leadership Academy Staff
8. Summary and Review
OCT 2017 Indoc 1

TRAINEE GUIDE
OUTLINE SHEET
1. Introduction. Proper indoctrination sets the tone for the entire course of instruction. This
indoctrination training is instrumental in familiarizing students with the organization,
procedures, and policies of the Navy Recruiting Orientation Unit, and Naval Air Station
Pensacola.
2. General Information.
a. Your instructor is:

Home: Cell:
PSC(SW/AW) Morey Talbot (425) 220-1124 (425) 220-1124
b. Class Leader: ____________________ Phone: ___________
c. You may be reached at: (850) 452-4549, or DSN 459-4549
d. Phones and computers are located in the student lounge for your convenience.
e. Access Code for base phones:

Dial 452 + last four digits for on-base calls.
Dial 99 for local calls off-base.
Dial 98-1 for long distance calls.
Dial 94 for DSN.
f. Emergencies. The following is provided for emergencies:
(1) In case of emergency (outside of normal working hours) the Command Duty Officer
may be reached at (850) 516-9544.
(2) For on-base emergency: call 452-3333 (on base) or Dispatch: 452-3211
g. Mailing Address: (Your Name)

(Course Name) Class #_________
Navy Recruiting Orientation Unit
385 Millington Ave.
Pensacola, FL 32508-5102
i. Student parking. Student parking is located behind Bldg. 3644
j. Fire drill procedures: For fire drills and actual cases of fire the following will apply:
(1) Students will leave the building through the nearest exit.
OCT 2017 Indoc 2

TRAINEE GUIDE
OUTLINE SHEET
(2) Class will form up on the Southeast side of the building (staff parking lot) with the
class leader.
(3) Class leader will conduct a muster and report to the instructor.
3. Class Information:
a. Class Hours:
(1) Class hours are 0730-1600 (unless otherwise stated by instructors).
(2) You may expect to depart on graduation day at approximately 1000. Do not book a
flight prior to 1300.
(3) Uniform for graduation will be service dress whites/blues, or appropriate civilian attire.
b. Class rules:
(1) AV equipment is reserved for instructor use only.
(2) Don’t download anything to course computers or visit unauthorized websites.
(3) No food in any classrooms, please utilize the student break room.
(4) Drinks require a lid and are forbidden in computer labs.
(5) Raise your hand to be acknowledged.
(6) Turn off cell phones!!
(7) Don’t interrupt others.
(8) Return from breaks on time. Be early for class.
(9) Don’t beat a dead horse. The instructor may put issues in the “parking lot” to address
at a later time.
(10) Direct your questions to the instructors.
c. Housekeeping:
(1) Keep work areas clean, and tidy up before securing for lunch, and at the end of the day.
OCT 2017 Indoc 3

TRAINEE GUIDE
OUTLINE SHEET
(2) Class leader will ensure the classroom is presentable for the next day (i.e., white boards
cleaned, trash removed, etc.)
d. Smoking Policy: NO smoking or smokeless tobacco in the building. Smokers (and

other tobacco users) must use the smoking area on the east side of bldg 3644.
E-cigarettes are not permitted in any building on base. Leave them in your car.
e. Student Heads: Student heads are located in the north passageway (around the corner from
the NRLA Instructors office. Heads in the front passageway are for staff only.
f. Physical training: PT is held on Tuesdays and Thursdays at the Radford Gym (unless
otherwise directed), muster time is 0630. All military students will muster; and will
participate unless limited by medical authority. Students will wear the Physical Training
Uniform(PTU) during PT. Students are recommended to adequately hydrate the day prior.
4. Miscellaneous Information:
a. Hurricane Preparedness. Hurricane season is from June 1 through November 30. In 2004,
four major hurricanes struck the state of Florida. In 2005, Hurricane Katrina devastated
the Gulf Coast. The lesson learned is not "if" a hurricane will strike, but “when”. Having
a plan and preparing for a hurricane is key to surviving before, during and after a storm.
b. Driving on-base:
(1) SPEEDING – The base-wide speed limit is 20 MPH unless otherwise posted. Security
Force personnel utilize radar in traffic enforcement.
(2) MOTORCYCLES – NASP regulations require the use of an approved D.O.T. helmet,
proper reflective outerwear, long sleeves, pants and shoes to operate a motorcycle on
base. Personnel assigned to NAS are required to complete an approved Motorcycle
Safety Course prior to registering the bike on base.
(3) DUI – NAS Pensacola has “zero tolerance” for drunk driving or driving under the
influence of any controlled substance. Security Personnel aggressively enforce DUI
laws on base.
(4) RADAR DETECTORS - The operation of radar detectors on base is prohibited.

Violators will be ticketed and the device confiscated.
(5) SEATBELTS - Seatbelts are mandatory for all vehicle occupants while on base. Naval
regulations also mandate the use of seatbelts for military personnel off base.
(6) CELL PHONES - The use of cell phones on base is prohibited.

OCT 2017 Indoc 4

TRAINEE GUIDE
OUTLINE SHEET
c. Dining Information. There are two dining halls on base, the Jet Port Café Bldg 3900, and
the Emerald Coast Cafe Dining Facility Bldg 601. Other dining facilities on base are the
The Oaks Lounge, The Portside Food Court, Cubi Bar Café, Sunshine Concessions, and
the Corry Grill.
d. Coffee Mess. Coffee is $7.00 dollars per week.
e. PT Gear. NORU PT gear is available at a reasonable price.
5. Our Expectation of Students:
a. Be here and not somewhere else.
b. Respect others and exemplify core values.
c. Put forth maximum effort.
d. Ask questions and learn from each other through mutual respect.
e. Participate in class and all class events and work as a team.
f. Observe military protocol, use titles and use appropriate language.
6. Class Leadership:
a. If you discipline yourself, no one else will have to. Please exercise self control and
military bearing while part of this command.
b. Class Leaders are selected by the staff. We make selections based on a variety of factors
and our decision is final.
c. Class Leaders are empowered to lead and they need to communicate with the staff all
issues that are notable. This includes any and all health and comfort issues.
d. Any class projects need to be discussed with the Course Manager in the initial planning
stage for approval.
7. Navy Recruiting Leadership Academy Staff:
a. We are here to instruct and facilitate your learning, not learn for you. We are available to
assist you before or after class, just ask.
OCT 2017 Indoc 5

TRAINEE GUIDE
OUTLINE SHEET
b. We will be on time and prepared. Many hours of preparation are required for one hour of
class.
c. Our office is just that. Please ask permission to utilize anything. We are very
accommodating but the staff needs a dedicated work area.
d. We ask that you now put on your thinking cap because you are back in school!
8. Summary/Notes:
OCT 2017 Indoc 6

TRAINEE GUIDE
INFORMATION SHEET
Introduction
This information is a list of commonly called phone numbers
Reference
None
Information
Phone Directory
NAS PENSACOLA
CHAPLAIN (850)452-3846
CHILD DEVELOPMENT CENTER (850)452-2161
CIVILIAN WELFARE AND RECREATION (850)452-3194
COMMISSARY (850)452-6875
DENTAL (850)452-5600
FLEET AND FAMILY SUPPORT CENTER (850)452-5990
GOLF COURSE (850)452-2454
INFORMATION TOURS AND TRAVEL (ITT) (850)452-6362
LEGAL (850)452-3733/3734
MORAL WELFARE AND RECREATION (MWR) (850)452-6185
NAVAL AVIATION MUSEUM (850)452-3604
NEX AVIATION PLAZA CUSTOMER SERVICE (850)458-8884
NAVY HOUSING (850)452-4412
NAVY LODGE (850)456-8676
NAVY MARINE CORPS RELIEF SOCIETY (850)455-8574
PERSONNEL SUPPORT DETACHMENT (PSD) (850)452-3280/4284/3617
POST OFFICE (850)452-3391
QUARTERDECK (NASP) (850)452-3100
RED CROSS (850)452-2492
SPACE "A" OR MAC FLIGHTS (850)452-3311
UNITES SERVICES ORGANIZATION (USO) (850)433-2475
VETERINARIAN (850)452-3530
BEQ (850)452-7076/7077
NAVAL HOSPITAL (APPOINTMENTS) (850)505-7171
NAVAL HOSPITAL (INFORMATION) (850)505-6601
OCT 2017 Indoc 7

TRAINEE GUIDE Class Periods: 3.0
OUTLINE SHEET 1.1
Full Speed Ahead
Terminal Objective:
1.1.0 Complete the 4 modules of classroom facilitated FULL SPEED AHEAD training
building on the foundational elements of personal engagement, peer accountability and
intervention, values-based decision-making, and leadership.
Enabling Objectives:
1.1.1 Describe what a picture of “right” looks like with regard to the Navy’s Core Values,
the Navy Ethos, the Navy’s Core Attributes and the Navy’s culture of professionalism
and values that distinguish it from other “cultures of business.”
1.1.2 Demonstrate how to make “right” actionable beyond merely following the rules by
doing the right thing (socially, morally, ethically, and legally), whether or not explicitly
stated in rules and regulations.
1.1.3 Recognize that small behaviors and small steps towards positive change (personally,
professionally, and in the workplace) create a ripple effect in the behavior of others.
1.1.4 Describe barriers to behavioral and cultural change, including long-held traditions and
practices; social consequences of intervening or attempting to influence change; the
pull of one’s culture and environment; and resistance from micro-climates, peers, and
leaders.
1.1.5 Recognize that silence in the face of wrong-doing will be perceived as consent by
shipmates and as authorized behavior by subordinates..
1.1.6 Describe the influential role of the Sailors in the “Critical Middle” (E5-E8, O1-O4)
with regard to their unique ability to motivate, inspire, and influence positive culture
change due to their direct leadership of Junior Sailors as well as their access to Sailors
higher in the chain of command.
Topic Outline:
1. Introduction
a. The purpose of the Full Speed Ahead (FSA) training course builds on the foundational
elements of personal engagement, peer accountability and intervention, values-based
decision-making, and leadership articulated in the Take the Helm (SAPR-L, SAPR-F),
Bystander Intervention to the Fleet (BI2F), and Chart the Course (CTC) training
products.
(1) − We’re all influenced, to some degree, by those around us. And just as we’re
influenced by others, we leave an impact on others too.

FEBRUARY 2017 1.1-1
OUTLINE SHEET 1.1
Full Speed Ahead
(a) Have you ever stopped to think about what kind of impact you leave?
(b) Do you inspire and motivate those around you?
(c) Do you promote a culture of excellence?
(2) The focus of this course is on each one of us.
(a) It’s about how our actions and our leadership can have a direct and positive
impact on our shipmates and our Navy profession, and how those actions and
leadership can elevate our entire culture.
(b) Each of us needs to own this.
i. This is not a charge for the Sailors to the left and right of us.
ii. It’s not for the Sailors who are higher in rank than us or lower in rank than us.
iii. It’s a call to me. It’s a call to you.
(c) As professional Sailors, it’s a call that every single one of us has the responsibility
to answer.
2. Module 1: INTEGRITY
a. Integrity means that our behaviors and our decisions align with our values as a
profession.
(1) We must uphold the values of the Navy, 24/7.
(2) To elevate our workplace and our Navy culture, every Sailor must set a positive
example for shipmates.
(3) Every Sailor’s conduct must be upright and honorable at all times, even when no one
is looking.
(4) One person can create a domino effect for positive change
b. View Video 1 ACT 1, then be prepared to answer and discuss the following questions:
(1) There was a lot going on in that video.
(a) Was there anything that made you think, “Wow, they seem to have some issues”?

FEBRUARY 2017 1.1-2
OUTLINE SHEET 1.1
Full Speed Ahead
(2) Would you say that the issues you just mentioned reflect on the characters’ integrity?
Why?
(3) Which characters did demonstrate integrity?
(a) How?
(4) As Sailors, where do we learn our shared professional values?
(5) Think about some of the things you value.
(a) Do those values affect how you behave and influence the decisions you make?
i. Explain.
(6) We can all probably think of real life examples of Sailors who did not act with
integrity.
(a) Why do you think sailors sometimes make destructive decisions?
(7) The Navy is unlike corporate America; we constitute a profession of arms.
(a) Why is it so important that we conduct ourselves in accordance with Navy's

values, both on and off duty?
(8) When we talk about influential leadership and positive culture change, Sailors in the
E5-E8 and O1-O4 range are sometimes referred to as the “Critical Middle.”
(a) Why?
(9) What other things can you do to foster a culture of trust and respect?
c. Participate in the Classroom Activity “CREATE YOUR OWN ENDING”; be prepared to

answer and discuss the following questions:
(1) It’s pretty easy to sit here in training and say, “Walsh needs to turn Jordan down and
report her.” But if you found yourself in this situation in real life, it would probably
be much more difficult.
(a) Why?
(2) Whose responsibility is it to ensure that Sailors uphold the Navy’s values, act with
integrity, and reinforce the culture of excellence?

FEBRUARY 2017 1.1-3
OUTLINE SHEET 1.1
Full Speed Ahead
(3) Is it possible for one person to counteract a negative culture?
(a) If so, how?
d. View Video 2 INTEGRITY
3. Module 2: ACCOUNTABILITY
a. View Video 3 ACT 2, then be prepared to answer and discuss the following questions:
(1) Who was responsible for the error in this situation?
(2) When we make an error, how can we demonstrate accountability in the immediate
term?
(3) In the long term?
b. Participate in the Classroom Activity “AVERT THE CRISIS”; be prepared to answer and
discuss the following questions:
(1) It can be intimidating to approach our leaders-especially with problems.
(a) Why?
(2) What advice can you share with Junior Sailors about reaching out to leaders for help
and support?
(3) Have any of you ever experienced a situation in which you lacked information,
resources, or support?
(4) Can someone tell us about that situation and how it affected you?
(5) To avoid setting our Sailors up for failure, we need to ask ourselves some tough
questions:
(a) What types of questions do we need to consider before issuing a tasker?
(b) How should leaders react when Sailors respond to tasks by asking “why?”
c. View Video 4 ACCOUNTABILITY
4. Module 3: INITIATIVE

FEBRUARY 2017 1.1-4
OUTLINE SHEET 1.1
Full Speed Ahead
(1) What are some ways in which initiative was demonstrated in the drama?
(2) It can be frustrating to work with or supervise Sailors who do the minimum required
and then call it a day.
(a) If you’ve had a peer or subordinate like that, did you find any workarounds or
strategies to address the negative impact of that attitude in your workplace or
unit?
(3) Rewards and incentives can go a long way towards motivating Sailors and
encouraging initiative.
(a) What types of rewards and incentives do you find motivating?
(4) Sometimes, for efficiency, leaders consistently give the same Sailor the most
important tasks. Unfortunately, there are consequences to playing favorites.
(a) What are they?
b. Participate in the Classroom Activity “ROOM FOR IMPROVEMENT ”; be prepared to

answer and discuss the following questions:
(1) What can you do to empower Junior Sailors and encourage initiative?
(2) Petty Officer Sumner took Chief and Gunno’s rejection pretty hard.
(a) If you were in Walsh’s shoes, what would you tell Sumner about showing
initiative and perhaps about resilience?
c. View Video 6 INITIATIVE
5. Module 4: TOUGHNESS
(1) Toughness has a few different meanings.
(a) In what ways are sailors tough?
(2) Petty Officer Walsh realizes that she has demonstrated toughness throughout her
Navy career.

FEBRUARY 2017 1.1-5
OUTLINE SHEET 1.1
Full Speed Ahead
(a) Thinking back throughout the entire video, when and how did she demonstrate
toughness and other core attributes?
(3) What can we all do, on a regular basis, to make it easier for Sailors to speak up when
they need help?
6. FULL SPEED AHEAD CONCLUSION
a. Summary and Review.
b. Exercise good judgment when making decisions.
(1) Act professionally at all times and treat everyone with dignity and respect.
(2) Do what is “right” when faced with any decision, even the hard ones.
(3) Reflect on the Navy Core Values and Navy Ethos to guide your actions.
(a) Will you be proud of your decision afterward?
7. Application
a. Apply Full Speed Ahead in all areas of personal and professional life.
8. Evaluation
a. CBT
9. Assignment
a. None.

FEBRUARY 2017 1.1-6
OUTLINE SHEET 1.2
INTRODUCTION TO CLASSIFICATION
Terminal Objective:
1.2.0 Describe the various classifier billets, duties and responsibilities.
1.2.1 Define the mission of classification.
1.2.2 Identify the functions of classification.
1.2.3 Identify the different classification billets.
Topic Outline:
1. Introduction. Most Enlisted Classifier Interviewers are assigned to commands within the
Navy Recruiting Command; however there are opportunities within other organizations.
2. Mission: To make possible the most effective utilization of available manpower, both active
duty and reserve.
3. Functions:
a. To determine a person’s job potential
b. Evaluate data to determine type of training each person is best suited for by assessing
abilities, interests, education, experience, personal/physical characteristics.
c. Recommend training based on interests, qualifications and availability.
d. Record data and keep records.
e. Assist in NEC coding.
f. Administer tests (ASVAB, AFCT, NAPT, TYPING, DLAB, DLPT, OPI)
3. Types of Billets:
a. Technical Control Activities
(1) Regular Navy: CHNAVPERS

JAN 2017 1.2-1
OUTLINE SHEET 1.2
(2) Reserves: COMNAVRESFOR
b. Navy Recruiting Districts:
(1) Interview applicants and gather classification data.
(2) Use computer to determine program availability (PRIDE-MOD).
(3) Ensure applicant is enlistment and program qualified.
c. Recruit Training Command:
(1) Interview Recruits
(2) Verify enlistment and program eligibility
(3) Testing and retesting as required
(4) Prep & submission of security clearance requests
(5) Reclassify disqualified recruits.
(6) Determine need for waivers & refer to OIC, ECM, or CO, RTC
d. Reserve Activities:
(1) Administer tests (ASVAB, NAVY- WIDE, DLAB).
(2) Prepare NEC code/change request
(3) Track special programs (RESCORE, APG, NAVET, OSVET).
(4) Prepare reserve conversion, TAR and recall to active duty packages.
(5) Conduct interviews to determine eligibility for reserve educational benefits.
(6) QA gain packages.
(7) Interview & classify reserve personnel.
e. Navy Pay & Personnel Support Center (NPPSC):
(1) Main focus on fleet personnel and dropped students

JAN 2017 1.2-2
OUTLINE SHEET 1.2
(2) Lateral conversions
(3) Administer Tests
(4) Classify Fleet/Transient Personnel (dropped students)
f. Training Schools Commands:
(1) Counsel dropped students, reclassify as required.
(2) Redirect student’s efforts to retain Navy asset
(3) Obtain required additional training for student.
4. Psychological aspects of classifying:
a. A basic understanding of the psychological aspects of sales will help us to understand

ourselves, as well as other people. We know that this understanding is fundamental to
classifying success.
b. Law of Psychological Reciprocity: If we give our applicant credit for his/her

intelligence, then s/he is mentally and morally bound to give us credit for ours.
(1) Professional Classifiers apply the Law of Psychological Reciprocity.
(2) We must not challenge our applicant’s beliefs.
(3) Tailor our presentation to our applicant’s needs and beliefs.
(4) Realize that classifying is helping people meet their life needs.
(5) Some we can help, some we can’t.
c. Classifying is a combination of job counseling and sales. There are good days and bad
days, and goal pressures are there and must be dealt with intelligently and with integrity.
d. If we approach classifying with prior knowledge and understanding of human beings, our
chances of success will be greatly enhanced. It helps us to know that people, ourselves
included, have four basic wants in life:
(1) Live and be healthy

JAN 2017 1.2-3
OUTLINE SHEET 1.2
(2) Love and be loved
(3) Feel important
(4) Variety
e. Maslow’s Hierarchy of Needs:
5. Interviewer Attributes:
a. Empathy: The ability to perceive what other people are feeling and to relate to them in
their frame of reference. It bears directly on the classifier’s ability to identify the
applicant’s interests and needs, and to be sensitive to their reactions.
b. Drive: A motivational force that makes goal attainment important. A classifier with
drive likes to win for the sake of winning. It is very important to the classifier that the
applicants “buy” the product (the Navy) to “close the sale”.
c. Other attributes:
(1) Sincere interest and desire to help the applicant.
(2) Ability to establish rapport and gain credibility.
(3) Shows enthusiasm – enjoy classifying.
(4) Good command of the English language; public speaking skills.
(5) Possesses maturity, and a professional attitude.

JAN 2017 1.2-4
OUTLINE SHEET 1.2
(6) Impeccable professional appearance – to the applicant, you ARE the Navy.
(7) Knowledge: Product knowledge, instructions and policies, selling skills, computer
skills.
6. Summary and review
a. Questions?
7. Application
a. None.
8. Evaluation
a. Week One Exam.
9. Assignment
a. None.
.

JAN 2017 1.2-5
TRAINEE GUIDE Week 1
INFORMATION SHEET 1.2-I1
Introduction
This information describes comparative traits for Enlisted Classifier Interviewers.
Reference
None
Information
STRONG CLASSIFIERS POOR CLASSIFIERS

Are willing to be Classifiers 24/7. Will sell Are not willing to make a 24/7 Classifier
the Navy anywhere, anytime there is an commitment. Are not skilled in recognizing or
opportunity. pursuing opportunities.
Follow up with applicants. Know the payoff Do not follow up well, either due to lack of
can be great (QNE vs. Roll-ups) motivation, lack of confidence, or poor time
management.
Good at asking questions ; Has good people Doesn’t ask enough (or the right) questions;
skills and interviewing skills. doesn’t probe for responses.
Low talking vs. listening ratios; Listens well High talking vs. listening ratio; Fails to listen
and interprets what they hear. and relate.
Knows their product and how to present it in Has difficulty in presenting specific enlistment
terms the applicant can understand. options; Can’t relate to applicant’s frame of
reference.
Tailors approach and presentation to fit Cannot adjust to the actions/reactions of the
individual interests and needs; relates applicant; uses a ‘shotgun’ approach, hoping
applicable features and benefits to applicant something will hit the target.
needs.
Tries to uncover concerns so they can be dealt Afraid of applicant concerns and tries to avoid
with. or ignore them.
Sees the close as the logical and natural Views the close as an obstacle; has a poor
conclusion to their selling effort; employs sense of when to close.
sound closing techniques.

JAN 2017 1.2-I1-1

JAN 2017 1.2-I1-2
OUTLINE SHEET 1.3
ORGANIZATIONAL MANAGEMENT
Terminal Objective:
1.3.0 Identify the key billets and responsibilities within the Navy Recruiting District.
1.3.1 Identify key billets at a Navy Recruiting District Headquarters.
1.3.2 Identify key billets in the Enlisted Processing Division.
Topic Outline:
1. Introduction. A Navy Recruiting District (NRD) is an Echelon Five Command, established

by the authority of the Chief of Naval Operations. It operates under the direction of a
Commanding Officer who reports to the assigned Navy Recruiting Region Commander for
operational and administrative control. This lesson topic will familiarize you with key billets
within a NRD.
2. Mission of the NRD. To manage recruiting activity within the assigned NRD in the
recruitment of people who meet mental, moral, physical and other specific standards for
enlistment, reenlistment, enlistment as officer candidates, or for direct appointment as
officers in the Regular Navy and Naval Reserve.
3. NRD Headquarter Billets. The following are considered to be the key billets within a
NRD’s headquarters:
a. Commanding Officer (CO). Is responsible for:
(1) Implementing the Navy Recruiting Command (NRC) and Commander, Navy
Recruiting Region (COMNAVCRUITREG) plans and policies within the NRD.
(2) Developing and executing an operating plan that organizes the efforts of NRD
recruiting personnel to ensure that all goals and objectives, quantitative and
qualitative, are met or exceeded.
b. Executive Officer (XO). Is responsible for:
(1) Executing the NRD plans and policies as directed by the CO.
(2) Providing for the effective and efficient use of NRD Personnel.

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(3) Coordinating all headquarter analysis efforts, and acting with full authority in the
absence of the CO.
(4) Knowing and being able to perform the CO’s job description.
c. Command Master Chief (CMC). Serves as the principle enlisted advisor to the CO. The
CMC takes precedence over all other enlisted members within the command and has
direct access to the CO. Is responsible for:
(1) Formulating and implementing policies concerning morale, welfare, job satisfaction,
discipline, training and assignment of enlisted personnel.
d. Recruiting Operations Officer (R-OPS). The R-OPS is responsible for:
(1) Overseeing the NRD’s Enlisted and Officer production as directed by the CO.
Serves as the primary advisor to the CO in matters pertaining to enlisted and officer
production, and is the Department Head for the Enlisted and Officer Programs.
(2) Ensuring the attainment of enlisted and officer recruiting goals through supervising
assigned personnel, and application of resources.
(3) Providing for the effective and efficient use of NRD production resources and acting
with full authority in the absence of the XO.
e. Chief Recruiter (CR). Serves as the primary advisor to the R-OPS in matters pertaining
to enlisted production, and the Departmental LCPO for enlisted production. Additionally
advises the R-OPS in matters pertaining to officer production. The CR is responsible for:
(1) Executing the command-training program on behalf of all production/processing

personnel.
(2) Managing, supervising, and coordinating the use of all NRD resources, training and
systems to attain recruiting goals.
f. Assistant Chief Recruiter (ACR). Serves as an Assistant Department Leading Chief Petty
Officer. The ACR is responsible for:
(1) Training and developing Department LCPO’s, DEP Coordinators and Special
Program Recruiters.

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(2) Assisting in the coordination of all NRD training resources and systems to attain
enlisted recruiting goals.
(3) Assisting the Enlisted Programs department in all matters pertaining to enlisted
production.
(4) Knowing and being able to perform the functions of an Enlisted Recruiter, LCPO,
LPO, NRD Trainers, and Department LCPO’s.
g. Education Specialist (ESS). The function of the ESS is to contribute to accessing quality
Officer and Enlisted personnel by acting as a liaison with civilian education and
manpower officials to create awareness of navy occupational and educational
opportunities, and enhance good relations between the Navy, and the civilian community.
h. Public Affairs Officer (PAO). The PAO serves as the principal advisor to the CO on
issues related to public affairs, media, Speakers Bureau press related to community
events. The PAO also ensures the efficient and effective planning and execution of
public affairs activities.
i. Supply Officer (SuppO). The SuppO is responsible for:
(1) Ensuring the compliance with all regulations concerning procurement, the
authorized expenditure of government funds, and the efficient operation of the
Supply Department.
j. Chief Administrator (CA). The CA serves as the Department Head for the
Administrative department. The CA is responsible for:
(1) Implementing Admin and personnel policies
(2) The efficient and effective administrative functioning of the NRD.
k. Lead Production Team Supervisor (LPTS). The LPTS is responsible for:
(1) Supervising the generation, processing, and tracking of leads (through newspaper
advertising, direct mail, and other local advertising)
(2) Tracking all National LEADS forwarded to the officer and enlisted recruiting force
as prospects for enlistment/selection into the Navy.
l. Marketing Advertising Officer (MAO). The MAO is responsible for:

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(1) Supervising the generation, processing, and tracking of leads (through newspaper
advertising, direct mail, and other local advertising)
(2) Tracking all National LEADS forwarded to the officer and enlisted recruiting force
as prospects for enlistment/selection into the Navy.
4. Enlisted Processing Division billets. The following are considered to be the key billets
within an Enlisted Processing Division:
a. Enlisted Processing Division Supervisor (EPDS). The EPDS is responsible for:
(1) Managing and supervising the processing of qualified applicants for enlistment in
the United States Navy.
(2) The EPDS must know and be able to perform the items listed in the EPA, MLPO,
and 802R and 804R job descriptions.
b. MEPS Liaison Petty Officer (MLPO). The MLPO coordinates the prequalification
processing, and is the final “quality control” checkpoint of applicants prior to actual
enlistment or reenlistment into the United States Navy. The MLPO must know and be
able to perform the Enlisted Processing Assistant (EPA) job description.
c. Enlisted Processing Assistant (EPA). Reviews pre-enlistment kits, associated paperwork

and processes applicants for enlistment.
d. Senior Classifier. The Sr. Classifier is responsible for:
(1) Managing the classification program with the NRD
(2) Training subordinate classifiers
(3) Reporting to the EPO via the EPDS on appropriate classification matters.
Senior Classifiers must know and be able to perform the items listed in the Classifier,
EPA and MLPO job descriptions.
e. Classifier/Recruiter Classifier (802R/804R). The Classifier is responsible for:
(1) Counseling applicants on Navy options available based on personal qualifications.
(2) Matching the Navy’s needs and applicant’s interests.

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OUTLINE SHEET 1.3
(3) Reserving “A” school seats via the Personalized Recruiting for Immediate and
Delayed Enlistment (PRIDE-MOD) System.
(4) Coordinating the placement of applicants in various enlistment programs to meet

District objectives.
(5) Classifiers must know and be able to perform the items listed in the EPA and MLPO
job descriptions.
f. Waiver Coordinator. The Waiver Coordinator is responsible for the quality control
review, tracking and processing of all applicant waivers for the Enlisted Programs
Department. Should know and be able to perform the EPA’s job description.
6. Application
a. Apply knowledge in daily recruiting activities.
7. Assessment
a. CBT
8. Assignment
a. None

OCT 2017 1.3-5
DIAGRAM SHEET 1.3-D1
NAVY RECRUITING DISTRICT ORGANIZATION
COMMANDING OFFICER (CO)

COMMAND MASTER CHIEF (CMC)
EXECUTIVE OFFICER (XO)
EDSPEC LOGISTICS LEADS CHIEF PUBLIC AFFAIRS ENLISTED PROGRAMS OFFICER PROGRAMS
SUPPORT (LTCS) ADMINISTRATOR OFFICER OFFICER OFFICER
(LSO) (CA) (PAO) (EPO) (OPO)
EPDS CHIEF
YOUTH BUDGET ASST ADVERTISING RECEPTIONIST RECRUITIER OFFICER
PROGRAMS (BA) COORDINATOR (CR) RECRUITERS
COORDINATOR (ADCO)
(YPC)
FACILITIES ASSISTANT ADMIN ASST MLPO DISTRICT HM

(LTCA) TRAINER (MPPO)
(DT)
SENIOR ZONE
MATERIAL PSD CLASSIFIER SUP PROCESSORS
CONTROL LIAISON (ZS) (OPDS)
(MATCONPO) (PSDPO)
CLASSIFIER RECRUITER
IN CHARGE
VEHICLES CLERK/ (RINC)
(VEHCLK) TYPIST
(WPC) PROCESSORS RECRUITER
(EPA) (9585)
PURCHASING HEALTH
SUPPO) BENEFITS STATS
ADVISOR
(HBA)
SYSAD

OCT 2017 1.3-D1-6
OUTLINE SHEET 1.4
NAVY OPPORTUNITIES AND ADVANTAGES
Terminal Objective:
1.4.0 Explain the key and Navy opportunities and advantages with regards to Navy Active
Duty and Reserve opportunities.
1.4.1 Identify the Navy opportunities and advantages of the 6 categories of Navy Opportunity
Value: Benefits, Brand and Reputation, Experience, Training, Resources, and
Relationships.
1.4.2 Describe relevant Navy opportunities and advantages associated with the 6 categories of
Navy Opportunity Value: Benefits, Brand and Reputation, Experience, Training,
Resources, and Relationships.
Topic Outline:
Introduction
1. The Navy is the most diversified branch of the military services. The possible opportunities
that we can offer interested prospects are almost endless. To organize these opportunities into
something that the Navy Recruiter can communicate to prospects, we have identified 6
categories of Navy Opportunity Value. Under each Opportunity category, specific
opportunities are listed to support the category.
a. Categories of Navy Opportunity Value. The definition of Navy Opportunity Value is how
the Navy works together with the prospect to equip and enable them to achieve their
plans and reach their potential. The purpose of identifying Navy Opportunity Value is to
collaborate with the prospect on how best to achieve their plans, reach their goals, and
meet their objectives.
(1) Training: Training = Value when the prospect believes they acquire skills in the
Navy that they need and do not have. The specific opportunities that apply to a
prospect who values training include but are not limited to the following: RTC,
OJT, “A” School, “C” School, NKO, BUDS and paid training.
(2) Resources: Resources = Value when the prospect believes the people, technology
and infrastructure of the Navy will help them meet their needs and pursue their
wants. The specific opportunities that apply to a prospect who values Resources
include but are not limited to the following: High Tech Equipment, Navy rank
structure, Navy chain of command, and self discipline.

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(3) Experience. Experience = Value when the prospect believes they will grow and do
things in the Navy that would not otherwise be possible for them. The specific
opportunities that apply to a prospect who values experience include but are not
limited to the following: Worldwide travel, MWR, overseas duty stations,
adventure, Challenge Programs, physical fitness opportunities.
(4) Benefits: Benefits = Value when the prospect believes the benefits and services
offered by the Navy will provide them with the advantages both during and after
their service. The specific opportunities that apply to a prospect who values benefits
include all educational benefits, VA benefits, Tricare, etc…
(5) Relationships. Relationships = Value when the prospect believes they will be
enriched by developing new relationships while in the Navy. The specific
opportunities that apply to a prospect who values relationships include but are not
limited to friendships developed while in the Navy, networking, fraternities, CPOA,
etc…
(6) Brand and Reputation. Brand and Reputation = Value when the prospect believes in
the Navy’s core values of “Honor, Courage and Commitment” and wants to be a
part of the Navy’s rich tradition. The specific opportunities that apply to a prospect
who values Brand and Reputation include but are not limited to Uniform, Pride of
Belonging to something bigger than themselves, Navy heritage and rich history.
2. Navy Advantage. The Navy advantage describes the advantages of the Navy’s opportunities
compared with others the prospect may be considering. The purpose of explaining the Navy
advantage is to understand the Navy’s competitive advantages and then proactively position
our opportunities against others. The idea is to be able to directly tie an opportunity and
advantage to the life situation and problems the prospect is dealing with and answer the
question “What does that opportunity directly mean to me”.
4. Application
5. Evaluation
a. CBT
6. Assignment
a. Complete Opportunities and Advantages Homework.

JAN 2017 1.4-2
OUTLINE SHEET 1.4

JAN 2017 1.4-3
OUTLINE SHEET 1.5
Value-Oriented Recruiting (VALOR) Sales Process
Terminal Objective:
1.5.0 Apply the VALOR sales process by recalling each of the four phases.
1.5.1 DESCRIBE in sequence the four VALOR sales phases.
1.5.2 ASSOCIATE three key words used to understand each sales phase (What, When &
How).
1.5.3 DEMONSTRATE Sales Starters.
1.5.4 DEFINE the three W’s.
1.5.5 DESCRIBE the four types of discovery questions
1.5.6 APPLY discovery questions to the VALOR sales conversation.
1.5.7 DESCRIBE the six categories of Navy Opportunities
Topic Outline:
1. Introduction.
How has selling changed over the years? It has evolved from telling
and persuading to building authentic relationships and creating value.
Why? Because people have changed and how they buy has changed.
Today they are more informed than every because they can search the
internet for just about anything. They also expect quick responses,
and they thrive on connection and communication.
Value-Oriented Recruiting (VALOR) addresses these changes and is

designed to help you be more successful as Navy Recruiters. It
focuses on how your Prospect defines value and provides you with
the knowledge, skills, and tools that are based on the best practices of
high performing Recruiters.
2. GROUP EXERCISE – Introductions

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OUTLINE SHEET 1.5
a. Select a team name for your Table Team
b. List your team members on your turn chart/VAP.
c. Be prepared to share your team name with the group and

introduce your team members.
3. INDIVIDUAL/GROUP EXERCISE – The Value of the Navy
d. Individually answer the question below.

b. Share your answers with your team.
c. Choose a scribe and write your answers on your turn
chart/VAP.
d. Choose a spokesperson to share your answers with the group.
e. QUESTION: Put yourself in the shoes of a Prospect and
answer the following question: What is the value you expect
to receive from joining the Navy?
4. Current Trends in Sales
a. In the 1970’s sales people were taught a lot about products

and not much about skills or their customers. Selling was
about telling.
b. In the 1980’s the focus was more on features and persuading.
c. In the 1990’s it was benefits and gaining agreement.
d. In 2000 the focus shifted to providing solutions.
e. Today, solutions are not enough. Selling today means

building genuine relationships and creating value. This means
the Recruiter needs to understand what the Prospect values
and be able to describe how the Navy Opportunity will
provide value to the Prospect.

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5. The Art and Science of Selling
a. Words used to describe selling as a SCIENCE involve being

DISCIPLINED, PREDICTABLE, thinking “INSIDE-THE-
BOX”, EXECUTION, using REALITY as focus for future
goals, and having KNOWLEDGE of your product and
prospect.
b. Words used to describe selling as an ART involve being

CREATIVE, EXPRESSIVE, thinking “OUT-OF-THE-BOX”,
using your IMAGINATION, having a VISION of where the
sale is going, and developing SKILLS to be successful.
c. You could argue that ART is disciplined and SCIENCE

involves vision and skills, but this is one way to think about it.
Science tends to be more focused on the “rational” and Art
tends to be more focused on “emotional” expression.
d. Some people approach selling in a scientific way and want a

clearly defined process, while others approach selling in a
more artistic way, applying skills in a more intuitive way.
Both need a common approach to get consistent goals.
6. Workshop Objectives
a. At the end of this week you will understand the following:
(1) The VALOR four-step process taking an applicant from a

Recruit to a Sailor.
(2) Understanding the prospects wants, needs, and decision

criteria by asking specific discovery questions.
(3) Effectively handle prospects objections utilizing the four

R’s (Recognize, Relate, Realize, & Respond).
(4) Utilize the Sales Interview Overlay to uncover the

applicant’s pressures and plans, reveal the Navy’s
opportunities (BBETRR) and advantages and unique

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OUTLINE SHEET 1.5
value of the applicant joining the Navy.
7. The VALOR Four-Step Process
a. VALOR is a four-step process beginning when the Recruiter

ENGAGES a prospect and builds rapport that leads to them
discussing the Navy. The Recruiter will ASSESS the
prospect’s life pressures and future plans and REVEAL
relative Navy opportunities and advantages that can apply to
the prospect’s situation by answering the question “Why
Navy?” Finally, the Recruiter will WIN the prospect’s
commitment to join.
b. Each step of the VALOR sales process has three key words
that every Recruiter must remember in order to effectively
complete that step.
(1) WHAT – The purpose of the sales step.
(2) WHEN – The appropriate timing for the sales step.
(3) HOW – Details to effectively complete the sales step.
8. Engage with a Prospect
a. WHAT – Build rapport and confirm the prospect’s

willingness to learn more about Navy opportunities.
b. WHEN – The Recruiter and the prospect are ready to conduct

business.
c. HOW – Utilize FORM (Family, Occupation, Recreation, &

Mutual Acquaintance). Blueprint prospect to ensure mental,
moral, and physical qualification. State the “WIIFM” to the
prospect. Finally, request permission to explore the
prospect’s situation.
9. Engage with a Prospect Continued
a. Blueprint the prospect to determine if they are mentally,

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morally, and physically qualified. Use an effective sales

starter. The goal is to have a conversation and not sound
scripted.
b. Explore topics of interest with the prospect and gain insight

into options the prospect is considering (i.e., college, work
force, or other military branch).
c. Develop the prospect’s interest in the Navy and confirm their

willingness to learn more.
d. Resolve any initial objections. Apathy is the most likely to

occur during the Engage Phase.
10. GROUP EXERCISE – Knowing your prospects.

NUKE FEMALE
RESERVES NSW/NSO
a. As a team, brainstorm the different characteristics of a Navy

prospect and develop a prospect profile by answering the
following questions:
(1) Who are they?

(2) What’s important to them?
(3) Where do you find them?
(4) What are some objections you could expect to hear from
them during the sales process?
11. Sales Starters – Guidelines
a. The overall goal is to have a conversation and not sound

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scripted!
b. First impressions matter.
c. Clearly state your name. ASK for their name and remember
to use it during the conversation!
d. Be aware of your non-verbal cues: eye contact, gestures,

postures, tone of voice, and always give a firm handshake.
e. It helps to start conversations; i.e., “break the ice” by bringing

up topics in common, such as surroundings or what you may
already know about the prospect, utilizing FORM.
f. If you truly believe you are going to help them, it will come
across.
12. Sales Starters
a. After rapport has been established in the conversation by

“breaking the ice” and using FORM recruiters can transition
to Sales Starters using the three W’s.
b. The three W’s for Sales Starters are:
(1) Why are we talking?

(2) What are we going to talk about?
(3) What’s in it for me?
13. Sales Starters – WHY
a. The following examples are meant to mix and match based on

the situation you are encountering with a potential prospect:
(1) “May I take a few minutes of your time to ask you some
questions about your plans and share some high level
information with you?”

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OUTLINE SHEET 1.5
(2) “What I would like to do today is talk with you about your
plans for success and show you how the Navy can help
you achieve those plans.”
(3) “Hello, my name is … I was referred to you by… S/he

already told me…about you and I’m looking forward to
getting to know you better.”
14. Sales Starters – WHAT
a. The intent here is to let the prospect know that the focus is not
the Navy, but on you getting to know him or her.
b. It’s about understanding the prospect’s needs and wants,

learning what their future plans are, and figuring out what
challenges there are to making their plans happen.
15. Sales Starters – WIIFM
a. The intent here is to let the prospect know that the Recruiter
has a lot to offer them in terms of how to achieve their plans.
b. By successfully stating this to the prospect they will be aware

of options they may never have considered before and be
prepared to move forward with achieving their plans.
Additionally, they will be able to make a good decision about
their future and understand how the Navy will help them
achieve their plans.
16. Sales Starters – Prospecting Scenario
a. Placing all three parts together and using the three W’s during
a typical prospecting scenario (i.e., in high school, on the
street, over the phone) it would look like this:
(1) “What I would like to do today is talk with you about your
plans for success and show you how the Navy can help
you achieve those plans. That way, you’ll be aware of
options that you may never have considered before.”

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OUTLINE SHEET 1.5
17. Sales Starters – Face to Face Walk In Scenario
a. The three W’s change when the prospect is coming to you and
walks into your recruiting station:
(1) “Hello my name is Bryan. I’m very glad you came in

today and I am looking forward to getting to know you
and why you came in today. This isn’t about me telling
you about the Navy just yet. I want to understand and
know about you. We’ll discuss together how the Navy
will help you achieve your plans and is the best fit for
you.”
18. Discovery Questions
a. Discovery is a natural process that Recruiters use when they

meet people and want to know more about them.
b. Decision criteria are the things that are important to the

prospect and drive his/her decisions.
c. Use discovery questions to uncover and possibly confirm or

validate the pressures and plans the prospect has.
19. Four Types of Discovery Questions
a. Open-Ended – require more than a limited response and

encourages discussion. A Recruiter will use this type of
question when they need to learn more. Example: “Where do
you see yourself five years from now?”
b. Closed-Ended – require a specific or limited response and

discussion. A Recruiter will use this type of question when
they need to validate information. Example: “Are you happy
living with your mom and dad?”
c. Thought-Provoking – causes the prospect to reflect and think.

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A Recruiter will use this type of question to promote prospect

self-awareness. Example: “How would having more money
change your college experience?”
d. Value-Focused – discovers what the prospect values most. A

Recruiter will use this type of question to connect to the
prospect on an emotional level. Example: “Why would
continuing your education be important to you?”
20. Assess with a Prospect
a. WHAT – Build a genuine relationship based on trust and

credibility by uncovering the prospect’s PRESSURES and
PLANS.
b. WHEN – The Recruiter wants to gain information about the

prospect.
c. HOW – Use discovery questions to uncover the prospect’s

pressures and plans, and then validate the prospect’s pressures
and plans to ensure accuracy.
21. Reveal with a Prospect
a. WHAT – reveal that the Navy is the best choice for the
prospect and answer the question “Why Navy?”
b. WHEN – The Recruiter has a clear understanding of the

prospect’s PRESSURES and PLANS.
c. HOW – Reveal Navy Opportunities (BBETRR) and align the

advantages to the prospect’s PRESSURES and PLANS and
then confirm the prospect’s acceptance of the opportunities
and advantages.
d. Navy Opportunities are how the Navy enables the prospect to

solve his/her PRESSURES and achieve his/her PLANS. The
six Navy Opportunities are: Brand & Reputation, Benefits,
Experience, Training, Resources, and Relationships.

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OUTLINE SHEET 1.5
e. Navy Advantages are how specific Navy Opportunities

exceed options the prospect is considering.
22. Win with a Prospect
a. WHAT – Secure prospect’s commitment to the Navy.
b. WHEN – The prospect clearly understands how the Navy’s

opportunities and unique advantages solve their pressures and
plans.
c. HOW – Summarize accepted Navy advantages, advise

prospects on the appropriate next steps and then utilize a sales
closing statement to secure their commitment to the Navy.
d. During the Win phase of the sale the Recruiter needs to be

prepared to meet with prospect’s influencers. An influencer
may be a spouse, significant other, family member, or friend
whose opinion the prospect values. In discussions with
influencers it’s important to understand their perspective.
23. PARTNER EXERCISE - ENGAGING
a. In groups of three (Recruiter, Prospect, Evaluator) take 5

minutes to develop your personalized sales starters. Then
rehearse engaging by utilizing FORM and following the steps
to Engage that were previously discussed in this lesson.
24. PARTNER EXERCISE - ASSESSING

minutes to develop your personalized discovery questions to
uncover the prospect’s pressures and plans. In groups,
rehearse those questions to get to the bottom of what pressures
are causing the Prospect to make specific plans.
25. PARTNER EXERCISE – REVEALING

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OUTLINE SHEET 1.5
minutes to write down the specific BBETRR Navy

Opportunities and how they align with the Prospect’s specific
pressures. In groups, rehearse stating those opportunities to
the Prospect and how the Advantages align with their
pressures.
26. What is our Competition saying…How do we position the Navy?

OTHER SERVICES
a. Being prepared for what the other services (i.e., Army Air
Force, Marine Corps) will say about life in the Navy is an
important piece of the sales process that cannot be
understated.
b. Recruiters should spend time soliciting feedback from

prospects who have interviewed with other services to learn
the tactics they are using to outsell the Navy. Unfortunately,
Recruiters from other services occasionally resort to lies and
perpetuating misconceptions about the Navy.
c. A Navy Recruiter’s job is to handle these misconceptions and

lies with integrity and truth. Position the Navy as the better
choice for the prospect using references (i.e., pictures,
websites, and testimonials).
27. What is our Competition saying…How do we position the Navy?

WORKFORCE/COLLEGE
a. Being prepared for what local employers and colleges will say
about life in the Navy is also an important piece of the sales
process. There are many competitive advantages for
prospects to choose the Navy over college and local
employment after high school.
b. Recruiters should be aware of the common misconceptions

there are about the Navy so they can compete with colleges
and employers for high-level prospects.

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OUTLINE SHEET 1.5
28. PARTNER EXERCISE - WINNING

minutes to write down your specific closing statements as it
relates to your Prospect. In your groups, rehearse your
winning statements.
29. Summary & Review:
30. Evaluation:
a. CBT
31. Application
a. CBT
32. Application
a. None

JAN 2017 1.5-12
OUTLINE SHEET 1.7
Value-Oriented Recruiting (VALOR) Interview Overlay
Terminal Objective:
1.7.1 Describe the VALOR sales flow utilizing the Interview Overlay.
1.7.2 Apply VALOR sales to conversations with influencers.
1.7.3 Describe the applications of the Interview Overlay.
Topic Outline:
1. Introduction
The VALOR sales process is an effective way of handling prospects objections while
uncovering needs and wants, ultimately ending in solving their pressures and helping them
achieve their plans. In order to do this, the Recruiter must be accurate and effective at
completing each of the VALOR steps. Even for the most advanced Recruiter this can be a
challenging task to do from memory.
The VALOR Interview Overlay is meant to assist the Recruiter in documenting the sales
conversation, maximizing effectiveness in each step of the sale, and ensuring the Prospect’s
commitment to join the Navy.
2. The Interview Overlay
a. The Interview Overlay is a tool that Recruiters can use to take notes and help them
structure a sales call.
b. An easy way to create an Interview Overlay is simply by taking a blank sheet of paper
and dividing it into four equal sections.
c. Label the top left section NOTES. Label the top right section PRESSURES & PLANS.
Label the bottom right section OPPORTUNITIES & ADVANTAGES. Finally, label the
bottom left section UNIQUE VALUE.
NOTES PRESSURES & PLANS

UNIQUE VALUE (PLAN FORWARD) OPPORTUNITIES & ADVANTAGES

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OUTLINE SHEET 1.7
3. Four Sections of the Interview Overlay
a. NOTES - Another term for this section can be “blueprinting information”. All of the
information a Recruiter solicits from the prospect that determines if they qualify for the
Navy, or not, will go into this section (i.e., mental, moral, and physical qualification
information). Additionally, hobbies, interests, and current circumstances will also be
placed in the NOTES section.
b. PRESSURES & PLANS – A Prospect’s PRESSURES are circumstances causing them to

consider joining the Navy. A Prospect’s PLANS are what the Prospect is doing to try to
change his/her circumstances. Another way of looking at them is, a Prospect’s
PRESSURES are things that are beyond their control and their PLANS are what they
want to do about it.
(1) A Recruiter’s use of discovery questions will uncover many PRESSURES & PLANS
if they are being effective. They should make every attempt at prioritizing the
Prospect’s PRESSURES & PLANS based on importance.
(2) Finally, the Recruiter must ask the Prospect “Why is it so important for them to fix
their PRESSURE?” and “How would it make them feel if they could fix their
PRESSURE?” This information helps the Recruiter during the UNIQUE
VALUE/PLAN FORWARD step and should be recorded in that section.
Examples of PRESSURE questions:
(a) “What is one thing you would like to change about your current situation?”
(b) “What stresses do you currently have going on?”
(3) Examples of PLANS questions:
(a) “What are you doing about that stress?”
(b) “What are you doing to change your situation?”
(c) “Where do you see yourself in five years?”
c. OPPORTUNITIES & ADVANTAGES – OPPORTUNITIES are how the Navy enables

the prospect to achieve his/her plans (i.e., Brand & Reputation, Benefits, Experience,
Training, Resources, and Relationships). ADVANTAGES are how specific Navy
OPPORTUNITIES exceed other options the prospect is considering.

JAN 2017 1.7-2
OUTLINE SHEET 1.7
1. When a Recruiter effectively positions the specific ADVANTAGES of the Navy it shows
the Prospect what the Navy is capable of doing that no other alternative option can do.
This is where the Recruiter sets the Navy apart from everything else.
(1) Standard OPPORTUNITY statement:
(a) “The Navy Opportunity that best applies to your

circumstance is our…”
(2) Standard ADVANTAGE statement:
(b) “The specific Advantage to you is….How that works

is…”
d. UNIQUE VALUE (PLAN FORWARD) – The UNIQUE VALUE is a Prospect’s

emotional realization that the Navy will enable him/her to achieve their PLANS and relieve
their PRESSURES in life.
(1) It helps the Prospect answer the question, “Why Navy?”
(2) If OPPORTUNITIES & ADVANTAGES are about what the Recruiter believes can help
the Prospect, then the UNIQUE VALUE is when the Prospect believes it themselves. This is
done by asking the Prospect why achieving their specific plans and relieving their specific
pressures are so important to them, and ultimately how would it make them feel to do that.
(3) Once the Recruiter has grasped this emotion from the Prospect they make the connection
to the Navy ADVANTAGES to show proof that they can make it happen. This is the
emotional realization moment.
(4) After using a closing statement to confirm the Prospect’s commitment the Recruiter must
PLAN FORWARD. This gives the Prospect a detailed path of what needs to happen before
joining the Navy.
(5) Examples of PLAN FORWARD steps include meeting with parents for parental consent,
collecting SSN Card/birth certificate/diploma, and scheduling the date for ASVAB and
physical.
(6) Standard closing statement:
(a) “Are you ready to join the Navy?”
(b) “My people join on Wednesday or Tuesday. Which

day is better for you?”

JAN 2017 1.7-3
OUTLINE SHEET 1.7
4. Validating PRESSURES & PLANS
a. Before moving from PRESSURES & PLANS the Recruiter

must validate what they think they heard the Prospect’s
PRESSURES & PLANS are. The best way to do this is to use
“SWIBITY” (So Would It Be Important For You). This
closed-ended discovery question confirms the Prospect’s
information. Without this validation the Recruiter risks the
chance of selling the wrong Navy OPPORTUNITY and
ADVANTAGE.
b. EXAMPLE: Let’s say a Prospect had a PRESSURE of

“independence”, PLAN of “get an apartment”, answered the
WHY IS IT IMPORTANT question by saying “Because my
parents think I need to move out of the house.”, and answered
the HOW WOULD IT MAKE YOU FEEL question by saying
“I’d feel awesome, like I was an adult and could take care of
myself!” The Recruiter’s validation question would be “So
would it be important to you to get an apartment, so you can
have your independence and get out of your parents’ house so
you can feel awesome and take care of yourself like an adult?”
5. Sales Recap
a. Effective sales interviews can take up to 30 minutes. Especially when the Recruiter is
“showing proof” as they sell by going through recruiting flyers, looking on the internet, or
handling numerous questions from the Prospect and their Influencers. Before confirming the
commitment to join the Navy, the Recruiter must recap the entire sale. This reminds the
Prospect of the state of mind they were in before they first sat down.
b. Additionally, it confirms ALL sections of the Interview Overlay. If there is anything

missing or inaccurate on the Interview Overlay the Recruiter will realize it as soon as they
begin to confirm the Prospect’s commitment to join.
c. Example of recap statement: “When we first sat down you talked about THIS PRESSURE
in your life, and THIS PLAN you had to figure it out. I discussed THIS OPPORTUNITY
and THIS ADVANTAGE and how it was going to give you…Ultimately what we’re talking
about doing today is (answer the WHY IS IT IMPORTANT question & HOW WOULD IT
MAKE YOU FEEL question)
6. GROUP EXERCISE – Conduct an Interview Utilizing the

Interview Overlay

JAN 2017 1.7-4
OUTLINE SHEET 1.7
a. In groups of three (Recruiter, Prospect, Evaluator), each

Recruiter will conduct a sales interview using an Interview
Overlay. Each recruiter will participate in all three roles by the
end of the exercise.
b. The Evaluator will use the Sales Lab Grading Sheet to critique
the Recruiter’s effectiveness.
7. Summary & Review
8. Evaluation
a. CBT & Proficiency Lab
9. Application
a. Proficiency Lab

JAN 2017 1.7-5
OUTLINE SHEET 1.7
Terminal Objective:
1.7.1 Describe the VALOR sales flow utilizing the Interview Overlay.
1.7.2 Apply VALOR sales to conversations with influencers.
1.7.3 Describe the applications of the Interview Overlay.
Topic Outline:
1. Introduction
The VALOR sales process is an effective way of handling prospects objections while
uncovering needs and wants, ultimately ending in solving their pressures and helping them
achieve their plans. In order to do this, the Recruiter must be accurate and effective at
completing each of the VALOR steps. Even for the most advanced Recruiter this can be a
challenging task to do from memory.
The VALOR Interview Overlay is meant to assist the Recruiter in documenting the sales
conversation, maximizing effectiveness in each step of the sale, and ensuring the Prospect’s
commitment to join the Navy.
2. The Interview Overlay
a. The Interview Overlay is a tool that Recruiters can use to take notes and help them
structure a sales call.
b. An easy way to create an Interview Overlay is simply by taking a blank sheet of paper
and dividing it into four equal sections.
c. Label the top left section NOTES. Label the top right section PRESSURES & PLANS.
Label the bottom right section OPPORTUNITIES & ADVANTAGES. Finally, label the
bottom left section UNIQUE VALUE.
NOTES PRESSURES & PLANS

UNIQUE VALUE (PLAN FORWARD) OPPORTUNITIES & ADVANTAGES

JAN 2017 1.7-1
OUTLINE SHEET 1.7
3. Four Sections of the Interview Overlay
a. NOTES - Another term for this section can be “blueprinting information”. All of the
information a Recruiter solicits from the prospect that determines if they qualify for the
Navy, or not, will go into this section (i.e., mental, moral, and physical qualification
information). Additionally, hobbies, interests, and current circumstances will also be
placed in the NOTES section.
b. PRESSURES & PLANS – A Prospect’s PRESSURES are circumstances causing them to

consider joining the Navy. A Prospect’s PLANS are what the Prospect is doing to try to
change his/her circumstances. Another way of looking at them is, a Prospect’s
PRESSURES are things that are beyond their control and their PLANS are what they
want to do about it.
(1) A Recruiter’s use of discovery questions will uncover many PRESSURES & PLANS
if they are being effective. They should make every attempt at prioritizing the
Prospect’s PRESSURES & PLANS based on importance.
(2) Finally, the Recruiter must ask the Prospect “Why is it so important for them to fix
their PRESSURE?” and “How would it make them feel if they could fix their
PRESSURE?” This information helps the Recruiter during the UNIQUE
VALUE/PLAN FORWARD step and should be recorded in that section.
Examples of PRESSURE questions:
(a) “What is one thing you would like to change about your current situation?”
(b) “What stresses do you currently have going on?”
(3) Examples of PLANS questions:
(a) “What are you doing about that stress?”
(b) “What are you doing to change your situation?”
(c) “Where do you see yourself in five years?”
c. OPPORTUNITIES & ADVANTAGES – OPPORTUNITIES are how the Navy enables

the prospect to achieve his/her plans (i.e., Brand & Reputation, Benefits, Experience,
Training, Resources, and Relationships). ADVANTAGES are how specific Navy
OPPORTUNITIES exceed other options the prospect is considering.

JAN 2017 1.7-2
OUTLINE SHEET 1.7
(1) When a Recruiter effectively positions the specific ADVANTAGES of the Navy it
shows the Prospect what the Navy is capable of doing that no other alternative option
can do. This is where the Recruiter sets the Navy apart from everything else.
(2) Standard OPPORTUNITY statement:
(a) “The Navy Opportunity that best applies to your circumstance is our…”
(3) Standard ADVANTAGE statement:
(a) “The specific Advantage to you is….How that works is…”
d. UNIQUE VALUE (PLAN FORWARD) – The UNIQUE VALUE is a Prospect’s

emotional realization that the Navy will enable him/her to achieve their PLANS and
relieve their PRESSURES in life.
(1) It helps the Prospect answer the question, “Why Navy?”
(2) If OPPORTUNITIES & ADVANTAGES are about what the Recruiter believes can
help the Prospect, then the UNIQUE VALUE is when the Prospect believes it
themselves. This is done by asking the Prospect why achieving their specific plans
and relieving their specific pressures are so important to them, and ultimately how
would it make them feel to do that.
(3) Once the Recruiter has grasped this emotion from the Prospect they make the
connection to the Navy ADVANTAGES to show proof that they can make it happen.
This is the emotional realization moment.
(4) After using a closing statement to confirm the Prospect’s commitment the Recruiter
must PLAN FORWARD. This gives the Prospect a detailed path of what needs to
happen before joining the Navy.
(5) Examples of PLAN FORWARD steps include meeting with parents for parental
consent, collecting SSN Card/birth certificate/diploma, and scheduling the date for
ASVAB and physical.
(6) Standard closing statement:
(a) “Are you ready to join the Navy?”
(b) “My people join on Wednesday or Tuesday. Which day is better for you?”
4. Validating PRESSURES & PLANS

JAN 2017 1.7-3
OUTLINE SHEET 1.7
a. Before moving from PRESSURES & PLANS the Recruiter must validate what they think
they heard the Prospect’s PRESSURES & PLANS are the best way to do this is to use
“SWIBITY” (So Would It Be Important For You). This closed-ended discovery question
confirms the Prospect’s information. Without this validation the Recruiter risks the
chance of selling the wrong Navy OPPORTUNITY and ADVANTAGE.
b. EXAMPLE: Let’s say a Prospect had a PRESSURE of “independence”, PLAN of “get

an apartment”, answered the WHY IS IT IMPORTANT question by saying “Because my
parents think I need to move out of the house.”, and answered the HOW WOULD IT
MAKE YOU FEEL question by saying “I’d feel awesome, like I was an adult and could
take care of myself!” The Recruiter’s validation question would be “So would it be
important to you to get an apartment, so you can have your independence and get out of
your parents’ house so you can feel awesome and take care of yourself like an adult?”
5. Sales Recap
a. Effective sales interviews can take up to 30 minutes. Especially when the Recruiter is
“showing proof” as they sell by going through recruiting flyers, looking on the internet,
or handling numerous questions from the Prospect and their Influencers. Before
confirming the commitment to join the Navy, the Recruiter must recap the entire sale.
This reminds the Prospect of the state of mind they were in before they first sat down.
b. Additionally, it confirms ALL sections of the Interview Overlay. If there is anything

missing or inaccurate on the Interview Overlay the Recruiter will realize it as soon as
they begin to confirm the Prospect’s commitment to join.
c. Example of recap statement: “When we first sat down you talked about THIS
PRESSURE in your life, and THIS PLAN you had to figure it out. I discussed THIS
OPPORTUNITY and THIS ADVANTAGE and how it was going to give
you…Ultimately what we’re talking about doing today is (answer the WHY IS IT
IMPORTANT question & HOW WOULD IT MAKE YOU FEEL question)
6. GROUP EXERCISE – Conduct an Interview Utilizing the Interview Overlay
a. In groups of three (Recruiter, Prospect, Evaluator), each Recruiter will conduct a sales
interview using an Interview Overlay. Each recruiter will participate in all three roles by
the end of the exercise.
b. The Evaluator will use the Sales Lab Grading Sheet to critique the Recruiter’s effectiveness.
7. Summary & Review
8. Evaluation

JAN 2017 1.7-4
OUTLINE SHEET 1.7
a. CBT & Proficiency Lab
9. Application
a. Proficiency Lab

JAN 2017 1.7-5
TOPIC OUTLINE 2.0
MEPS Brief
Terminal Objective:
2.0.0 Describe the purpose of MEPS and its processing activity.
None
Topic Outline:
1. Introduction.
2. Receive MEPS Briefing.
4. Application
a. Apply knowledge in daily Navy Recruiting Command activities.
5. Evaluation
a. CBT
6. Assignment
a. None

JAN 2017 2.1-1
OUTLINE SHEET 2.1
ENLISTED RATINGS
Terminal Objective:
2.1.0 Identify the different aspects of each rating, and their eligibility requirements per the
Rating Fact Sheets, and the CRUITMAN-ENL
2.1.1 Identify each Navy rating by occupational group.
2.1.2 Determine rating eligibility.
2.1.3 Describe several key benefits in each rating..
Topic Outline:
1. Introduction. The Navy rating structure is confusing to most outsiders. Classifiers will need
to be the expert concerning ratings because they are your sales product. Product knowledge
(or lack of) can be the difference in an applicant deciding on enlisting. It may be difficult to
sell applicants if you cannot show how a particular product will address their needs.
2. General ratings information.
a. Ratings are listed alphabetically according to year obligation in the CRUITMAN-ENL.
b. Learn closely related ratings and groups in order to fully serve your customer.
c. Learn the full name of each rating. You need to use the full name vice the abbreviations.
Applicants may think ET is a movie! Fully explain and avoid acronyms the applicant
may not understand. Be plain language aware!
d. As you read the fact cards for homework, you want to list 5 or 6 good bullets (Features &
Benefits), and be prepared to discuss each rating. We will pool together our knowledge
and experiences to get a broad based background in each rating.
e. Highlight key selling points and “factoids” on your handout.
3. Occupational Groups. Navy ratings are divided into occupational groups according to skill
areas. Knowing which occupational group a rating belongs to is vital when you enter
applicant data into PRIDE system. The following are the occupational groups:
a. OPS Control (OA). The duties of this group involve one or several of the following:

JAN 2017 2.1-1
OUTLINE SHEET 2.1
ENLISTED RATINGS
(1) Responsible for safe, orderly, and speedy movement of aircraft into and out of
landing areas.
(2) Help keep ships on safe, accurate courses, using navigation instruments.
(3) Use visual signal, and voice radio to communicate with other ships.
(4) Transmit and receive messages using electronic radio equipment.
(5) Monitor characteristics of, and forecast weather.
(6) Operate airborne radar, navigation, and communications equipment to assist tactical
operation of ships.
Ratings in this group: AC, AG, BM, OS, QM, and IT. Refer to Information Sheet 2.1.1.
b. Admin/Logistics (OB). The duties of this group involve one or several of the following:
(1) Perform a variety of clerical/administrative duties involving aircraft maintenance

and spare parts, stock control, and shipping/receiving of materials.
(2) Make monetary transactions and keep records of payments and receipts of personnel
and purchasing operations.
(3) Responsible for supplies including all the material and equipment used by the Navy.
(4) Type correspondence, organize files, and operate various office machines.
(5) Maintains personnel records and provide opportunities for training and
advancement.
(6) Purchase, and prepare food and related functions.
(7) Operate Naval Postal System.
(8) Operate electronic data processing equipment, including writing programs and
related functions.
Ratings in this group: AZ, CS, CSS, PS, RP, SH, LS, LSS, YN, and YNS. Refer to
Information Sheet 2.1.2.
c. Electrical (OC). The duties of this group involve one or several of the following:

JAN 2017 2.1-2
OUTLINE SHEET 2.1
ENLISTED RATINGS
(1) Install, operate, adjust, maintain, inspect, test and repair a wide range of electrical
equipment in aircraft, ships and shore facilities.
(2) Install, maintain, and repair the equipment needed for interior communications
within ships and shore facilities.
Ratings in this group: CE, EM, GSE and IC. Refer to Information Sheet 2.1.3.
d. Ordnance (OD). The duties of this group involve one or several of the following:
(1) Weapons specialists who handle underwater explosive devices, nuclear weapons,
ships gunnery systems, small arms, aircraft armament, torpedoes, rockets and their
launching systems, including storage, maintenance, and inspection.
Ratings in this group: AO, GM, and MN. Refer to Information Sheet 2.1.4.
e. Precision Fabrication (OE). The duties of this group involve one or several of the
following:
(1) Operate machine tools such as lathes, drill press, shapers, grinders, and boring mills.
(2) May install, service, repair, adjust, and calibrate a wide variety of small machines.
Ratings in this group: MR. Refer to Information Sheet 2.1.5.
f. Mechanical (OF). The duties of this group involve one or several of the following:
(1) Operate, maintain and repair a wide variety of machines and machinery including
ships propulsion and auxiliary equipment, internal combustion engines, heavy
construction and automotive equipment, boilers and fireroom machinery, jet and
reciprocal aircraft engines, aviation ground support equipment, aircraft launching
and recovery equipment and aircraft fuel systems.
(2) Maintain parachutes and aircraft survival equipment.
(3) Install, maintain and repair metal structures in aircraft.
Ratings in this group: AB, AD, AM, AME, AS, CM, DC, EN, GSM, HT, MM, MMS,
PR, and UT. Refer to information sheet 2.1.6.
 Mechanical interest and aptitude are vital for ratings in this group. Good for
applicants interested in working with their hands.

JAN 2017 2.1-3
OUTLINE SHEET 2.1
ENLISTED RATINGS
g. Electronics (OG). The duties of this group involve one or several of the following:
(1) Maintain, repair and operate a wide variety of electronic equipment aboard ships
and within shore activities, including one or more of the following:
(2) Anti-submarine warfare systems, aircraft communication, navigation and guidance

system, aircraft weapons control systems, ship navigation and target detection
systems, guided missile, gunfire and underwater weapon control systems, electronic
equipment used to interpret and document oceanographic data and electronic
training devices.
(3) Operate underwater sound detection systems.
Ratings in this group: AV (AE and AT), STG, and SECF. Refer to Information Sheet
2.1.7.
 Group contains perhaps the most sought after ratings and will usually sell themselves.
h. Intelligence (OI). The duties of this group involve one or several of the following:
(1) Perform communications functions by using other than usual means.
(2) Operate, install and repair such equipment as transceivers, direction finders,
countermeasures systems, and cryptographic and teletype equipment and systems.
(3) Perform radio telephone communications, analysis of data, statistical studies and
reports requiring knowledge of foreign language.
(4) Collect and interpret intelligence data.
Ratings in this group: CTI, CTN, CTR, CTT, and IS. Refer to Information Sheet 2.1.8.
 Don’t sell these as spy ratings.
 Applicants MUST complete a Personnel Security Screening Questionnaire

(PSSQ) with the classifier, PRIOR to enlistment.
i. Mass Communications (OJ). The duties of this group involve one or several of the
following:
(1) Gather news and write stories for publication and broadcast.

JAN 2017 2.1-4
OUTLINE SHEET 2.1
ENLISTED RATINGS
(2) Write speeches, edit and proofread news text, manage shore station newspaper,
conduct interviews, and arrange and produce radio and television programs.
(3) Operate, maintain and repair different types of cameras.
(4) Operate laboratory and darkroom equipment for film processing.
(5) Prepare maps, blueprints, sketches, surveys for construction purposes and carry out
soil tests for road construction.
Ratings in this group: EA and MC. Refer to Information Sheet 2.1.9.
 Be aware of unique requirements for EA (“C” or better in trigonometry)
j. Construction (OK). The duties of this group involve one or several of the following:
(1) Operate heavy equipment such as bulldozers, power shovels, pile drivers, rollers and
graders.
(2) Act as carpenters, plasterers, roofers, cement finishers, asphalt workers, masons,
painters, bricklayers, sawmill operators, and cabinet makers.
(3) Layout and fabricate structural steel and sheet metal; erect or dismantle steel
bridges, piers, buildings towers, and other structures.
Ratings in this group: BU, EO and SW. Refer to Information Sheet 2.1.10.
 All Seabee enlistments are 60 months.
 Most applicants can relate these ratings to jobs in the civilian sector which may
make them easy to sell when available.
 Do not sell Seabees to an applicant simply as a means to avoid sea duty!
k. Medical (OM). The duties of this group involve one or several of the following:
(1) Provide health and/or dental care to service personnel and their families.
(2) May functions as a pharmacist, medical technician, nurses aid, x-ray technician,
physician’s and dentist’s assistants, or battlefield medics.
(3) Maintain medical and dental records.

JAN 2017 2.1-5
OUTLINE SHEET 2.1
ENLISTED RATINGS
Ratings in this group: HM and HMDA. Refer to Information Sheet 2-1-11.
 This is also a 60 month enlistment.

 Likely to serve with the Fleet Marine Force.
 These personnel are not doctors and dentists.
l. Miscellaneous/Non-Recruitment Ratings. Ratings in this group include the following

ratings: LN, MA, MU, and NC.
5. Application
6. Evaluation
a. CBT
7. Assignment
Non
a. Questions?
2. Application
a. MEPS Day Final Lab.
3. Evaluation
a. Week Two Exam.
4. Assignment
a. Assignment Sheets 2.1-A1 and 2.1-A2

JAN 2017 2.1-6
ENLISTED RATINGS
Introduction
The following information are the Rating Fact Sheets for the enlisted ratings in the OPS
Control (OA) occupational group.
Reference
None
Information
Ratings in this group include:
- Air Traffic Controller (AC)

- Aerographer’s Mate (AG)
- Boatswain’s Mate (BM)
- Operations Specialist (OS)
- Quartermaster (QM)
- Information Systems Technician (IT)

JAN 2017 2.1-I1-1
ENLISTED RATINGS

JAN 2017 2.1-I1-2
ENLISTED RATINGS

JAN 2017 2.1-I1-3
ENLISTED RATINGS

JAN 2017 2.1-I1-4
ENLISTED RATINGS

JAN 2017 2.1-I1-5
ENLISTED RATINGS

JAN 2017 2.1-I1-6
ENLISTED RATINGS

JAN 2017 2.1-I1-7
ENLISTED RATINGS
Introduction
The following information are the Rating Fact Sheets for the enlisted ratings in the
Administrative/Logistics (OB) occupational group.
Reference
None
Information
- Aviation Maintenance Administrationman (AZ)

- Culinary Specialist (CS)
- Culinary Specialist (Submarines)(CS)
- Postal Clerk (PC) (Merged with Storekeeper (SK) to form Logistics Specialist (LS))
- Personnel Specialist (PS)
- Religious Program Specialist (RP)
- Ship’s Serviceman (SH)
- Storekeeper (SK) (Merged with Postal Clerk (PC) to form Logistics Specialist (LS))
- Storekeeper (Submarines)(SKS) (Changed to Logistics Specialist (Submarines))
- Yeoman (YN)

JAN 2017 2.1-I2-1
ENLISTED RATINGS
- Yeoman (Submarines)(YNS)

JAN 2017 2.1-I2-2
ENLISTED RATINGS

JAN 2017 2.1-I2-3
ENLISTED RATINGS

JAN 2017 2.1-I2-4
ENLISTED RATINGS

JAN 2017 2.1-I2-5
ENLISTED RATINGS

JAN 2017 2.1-I2-6
ENLISTED RATINGS

JAN 2017 2.1-I2-7
ENLISTED RATINGS

JAN 2017 2.1-I2-8
ENLISTED RATINGS

JAN 2017 2.1-I2-9
ENLISTED RATINGS

JAN 2017 2.1-I2-10
ENLISTED RATINGS

JAN 2017 2.1-I2-11
ENLISTED RATINGS

JAN 2017 2.1-I2-12
ENLISTED RATINGS

JAN 2017 2.1-I2-13
ENLISTED RATINGS
Introduction
The following information are the Rating Fact Sheets for the enlisted ratings in the Electrical
(OC) occupational group.
Reference
None
Information
- Construction Electrician (CE)

- Electrician’s Mate (EM)
- Gas Turbine Systems Technician (Electrical)(GSE)
- Interior Communications Electrician

JAN 2017 2.1-I3-1
ENLISTED RATINGS

JAN 2017 2.1-I3-2
ENLISTED RATINGS

JAN 2017 2.1-I3-3
ENLISTED RATINGS

JAN 2017 2.1-I3-4
ENLISTED RATINGS

JAN 2017 2.1-I3-5
TRAINEE GUIDE
ENLISTED RATINGS
Introduction
The following information is the Rating Fact Sheets for the enlisted ratings in the Ordnance
(OD) occupational group.
Reference
None
Information

- Aviation Ordnanceman (AO)
- Gunner’s Mate (GM)
- Mineman (MN)

JAN 2017 2.1-I4-1
TRAINEE GUIDE
ENLISTED RATINGS
MN)

JAN 2017 2.1-I4-2
TRAINEE GUIDE
ENLISTED RATINGS

JAN 2017 2.1-I4-3
TRAINEE GUIDE
ENLISTED RATINGS

JAN 2017 2.1-I4-4
TRAINEE GUIDE
ENLISTED RATINGS
Introduction
The following information are the Rating Fact Sheets for the enlisted ratings in the Precision
Fabrication (OE) occupational group.
Reference
None
Information
- Machinery Repairman (MR)

JAN 2017 2.1-I5-1
TRAINEE GUIDE
ENLISTED RATINGS

JAN 2017 2.1-I5-2
TRAINEE GUIDE
ENLISTED RATINGS
Introduction
The following information are the Rating Fact Sheets for the enlisted ratings in the Mechanical
(OF) occupational group.
Reference
None
Information
- Aviation Boatswain’s Mate (AB)

- Aviation Machinist’s Mate (AD)
- Aviation Structural Mechanic (AM)
- Aviation Structural Mechanic (Safety Equipment) (AME)
- Aviation Support Equipment Technician (AS)
- Construction Mechanic (CM)
- Damage Controlman (DC)
- Engineman (EN)
- Gas Turbine Systems Technician (Mechanical) (GSM)
- Hull Maintenance Technician (HT)
- Machinist’s Mate (MM)
- Machinist’s mate (Submarines) (MMS)
- Aircrew Survival Equipmentman (PR)
- Utilitiesman (UT)

JAN 2017 2.1-I6-1
TRAINEE GUIDE
ENLISTED RATINGS

JAN 2017 2.1-I6-2
TRAINEE GUIDE
ENLISTED RATINGS

JAN 2017 2.1-I6-3
TRAINEE GUIDE
ENLISTED RATINGS

JAN 2017 2.1-I6-4
TRAINEE GUIDE
ENLISTED RATINGS

JAN 2017 2.1-I6-5
TRAINEE GUIDE
ENLISTED RATINGS

JAN 2017 2.1-I6-6
TRAINEE GUIDE
ENLISTED RATINGS

JAN 2017 2.1-I6-7
TRAINEE GUIDE
ENLISTED RATINGS

JAN 2017 2.1-I6-8
TRAINEE GUIDE
ENLISTED RATINGS

JAN 2017 2.1-I6-9
TRAINEE GUIDE
ENLISTED RATINGS

JAN 2017 2.1-I6-10
TRAINEE GUIDE
ENLISTED RATINGS

JAN 2017 2.1-I6-11
TRAINEE GUIDE
ENLISTED RATINGS

JAN 2017 2.1-I6-12
TRAINEE GUIDE
ENLISTED RATINGS

JAN 2017 2.1-I6-13
TRAINEE GUIDE
ENLISTED RATINGS

JAN 2017 2.1-I6-14
TRAINEE GUIDE
ENLISTED RATINGS

JAN 2017 2.1-I6-15
TRAINEE GUIDE
ENLISTED RATINGS

JAN 2017 2.1-I6-16
TRAINEE GUIDE
ENLISTED RATINGS
Introduction
The following information are the Rating Fact Sheets for the enlisted ratings in the Electronics
(OG) occupational group.
Reference
None
Information
- Avionics Technician (AV)

- Sonar Technician (Surface) (STG)
- Submarine Electronics/Computer Field (SECF)

JAN 2017 2.1-I7-1
TRAINEE GUIDE
ENLISTED RATINGS

JAN 2017 2.1-I7-2
TRAINEE GUIDE
ENLISTED RATINGS

JAN 2017 2.1-I7-3
TRAINEE GUIDE
ENLISTED RATINGS

JAN 2017 2.1-I7-4
ENLISTED RATINGS
Introduction
The following information are the Rating Fact Sheets for the enlisted ratings in
the Intelligence (OI) occupational group.
Reference
None
Information
- Cryptologic Technician (Interpretive) (CTI)

- Cryptologic Technician (Networks) (CTN)
- Cryptologic Technician (Collection) (CTR)
- Cryptologic Technician (Technical) (CTT)
- Intelligence Specialist (IS)

JAN 2017 2.1-I8-1
ENLISTED RATINGS

JAN 2017 2.1-I8-2
ENLISTED RATINGS

JAN 2017 2.1-I8-3
ENLISTED RATINGS

JAN 2017 2.1-I8-4
ENLISTED RATINGS

JAN 2017 2.1-I8-5
ENLISTED RATINGS

JAN 2017 2.1-I8-6
ENLISTED RATINGS
Introduction
The following information are the Rating Fact Sheets for the enlisted ratings in the Mass
Communications (OJ) occupational group.
Reference
None
Information
- Engineering Aid (EA)

- Mass Communication Specialist

JAN 2017 2.1-I9-1
ENLISTED RATINGS

JAN 2017 2.1-I9-2
ENLISTED RATINGS

JAN 2017 2.1-I9-3
ENLISTED RATINGS
Introduction
The following information are the Rating Fact Sheets for the enlisted ratings in the
Construction (OK) occupational group.
Reference
None
Information
- Builder (BU)
- Equipment Operator (EO)
- Steelworker (SW)

JAN 2017 2.1-I10-1
ENLISTED RATINGS

JAN 2017 2.1-I10-2
ENLISTED RATINGS

JAN 2017 2.1-I10-3
ENLISTED RATINGS

JAN 2017 2.1-I10-4
ENLISTED RATINGS
Introduction
The following information are the Rating Fact Sheets for the enlisted ratings in the Medical
(OM) occupational group.
Reference
None
Information
- Hospital Corpsman (HM)

- Hospital Corpsman Dental Assistant (HMDA)

JAN 2017 2.1-I11-1
ENLISTED RATINGS

JAN 2017 2.1-I11-2
ASSIGNMENT SHEET 2.1-A1
ENLISTED RATINGS
A. Introduction
This assignment is to be completed after the material has been covered in class.
B. Enabling Objectives
Refer to enabling objective in the Outline Sheet 2.1-1
C. Study Assignment
1. Read the CRUITMAN-ENL Volume IV
2. Read the Enlisted Rating Fact Sheets
3. While reading the rating fact sheets, answer the following questions. Support your
answers with page numbers from the CRUITMAN or rating fact sheets.
D. Study Questions
1. Which ratings fall under the T+X Accession Program?
2. Which rating(s) offer experience in operating computers?
3. Which ratings repair air conditioning and/or refrigeration systems?
4. Which navy rating performs duties similar to a civilian “machinist”?
5. Which aviation ratings do not require normal color perception?
6. Which administrative rating must complete “Marine Combat Training “C” school?
7. Electrical repair of helicopters are performed by which rating?
8. Which rating includes the duties of maintaining TV systems?
9. How would an applicant benefit by becoming a navy Gunner’s Mate?
10. Which administrative ratings would you recommend for a non-U.S. Citizen?
11. What additional qualification (s) is required for the AC rating prior to entering “A”
school?
12. Which rating requires a maximum weight limit of 245 pounds?

JAN 2017 2.1-A1-1
ENLISTED RATINGS
13. Which rating requires the completion of a trigonometry course?
14. Which ratings would you offer to an applicant interested in doing construction work?
15. Which rating provides experience in dental assistance?
16. Which ratings require a stereoscopic vision test?
17. Which ratings are offered in SECF?
18. Applicant is guaranteed AV school, which ratings will be available to the applicant at
RTC?
19. List three features of the SECF rating.
20. What ratings require a valid driver license upon enlistment?

JAN 2017 2.1-A1-2
ENLISTED RATINGS
A. Introduction
This assignment is to be completed as homework after the

material has been covered in class.
Refer to enabling objective in the Outline Sheet 2-1-1
C. Study Assignment
1. Read the CRUITMAN-ENL Volume IV
2. Read the Enlisted Rating Fact Sheets
3. While reading the rating fact sheets, answer the following questions. Support your answers
with page numbers from the CRUITMAN or rating fact sheets.
D. Study Questions
1. Responsible for safely and effectively directing aircraft operations from airfields or the
decks of aircraft carriers?
2. Responsible for the operation of a ship's electrical power generation system?
3. What rating(s) attend Basic Engineering Common Core school?
4. Which rating requires pre-enlistment Typing test?
5. Which rating requires that applicants be at least 18 yrs of age?
6. Which ratings will most likely be assigned to Fleet Marine Force?
7. Works on ejection seats?
8. Hoist a SOPA Pennant?
9. Operate underwater fire control systems for firing of torpedoes?
10. Mostly likely to throw a shore power cable working party?
11. Repair insulation and lagging aboard ship?
12. Track the readiness for flight of squadron assets?

JAN 2017 2.1-A1-3
ENLISTED RATINGS
13. Install a switchboard system at a remote land based facility?
14. The oldest rating in the Navy?
15. Process paperwork for a last will and testament?
16. Responsible for the operation and maintenance of guided missile launching systems,
gun mounts and other ordnance equipment as well as small arms and magazines?
17. Most likely to change a tire on a P-3 aircraft?
18. Broadcast a news bulletin on site-TV?
19. Analyzing the results from photographic reconnaissance missions?
20. Install, maintain, and repair shipboard satellite systems?
21. Most likely make a FOD pouch?
22. Maintain ships deck log?
23. Navy carpenter?
24. Renders honors and ceremonies to dignitaries?
25. Name two ratings where a theft charge would make an applicant ineligible?
26. Learn the proper placement of cutting utensils?
27. Provide firefighting training onboard ships?
28. Operate a grinder to fabricate a part?
29. Maintain publications in an Aviation Squadron tech library?
30. Repair a track on a bulldozer?
31. Most likely performs electrical repairs on a gyrocompass?
32. Order and stock flight suits?
33. Assist in preparation of divine services?

JAN 2017 2.1-A1-4
ENLISTED RATINGS
34. Tracks battle group ships' positions in CIC?
35. Aviation ratings that DO NOT require NCP?
36. Administer and proctor Navy Wide exams?
37. Serving as a flight attendant aircrewman?
38. Provide labor estimates and land compatibility assessments for a proposed building site?
39. Technicians, who test, assemble and maintain underwater explosive devices?
40. Responsible for the safe loading and unloading, shipping and storage of torpedoes?
41. Repair a shipboard Ballast control system?
42. Collects, records, analyzes, and issues weather forecast and warnings?
43. Prepare a brief regarding selected enemy bombing target of strategic importance
44. Make electrical repairs to a DC-10 engine converted for shipboard use?
45. Which rating manages Bachelor Quarters ashore?
46. Where is MA "A" school located?
47. Who is considered the Navy's "shore duty plumbers"?
48. Requires a stereoscopic vision test?
49. Could operate and maintain desalinization plants?
50. Maintains the flight gear that pilots wear?

JAN 2017 2.1-A1-5
ENLISTED CLASSIFIER INTERVIEWER TRAINEE GUIDE S-501-0031
Week 2 Class Periods: 12.0
OUTLINE SHEET 2.2
BASIC ENLISTMENT ELIGIBILITY REQUIREMENTS (BEERS)
Terminal Objective:
2.2.1.0 Identify Basic Enlistment Eligibility Requirements (BEERS) categories, criteria for each
category, and documentation requirements per the CRUITMAN-ENL.
2.2.2.0 Explain the enlistment waiver process, waiver eligibility and approval authority for each
category of (BEERS), approval authority, and documentation requirements per the
CRUITMAN-ENL.
2.2.1.1 Identify acceptable source documents to determine enlistment eligibility.
2.2.1.2 Determine specific enlistment eligibility requirements.
2.2.2.1 Identify the different types of enlistment waivers.
2.2.2.2 Determine the appropriate authority for enlistment waiver approval.
2.2.2.3 Identify proper waiver documentation.
Topic Outline:
1. Introduction. The Classifier must review the Basic Enlistment Eligibility Requirements
(BEERS) discussed throughout this lesson topic when interviewing any applicant for
enlistment or affiliation processing, and are guided in determining an applicant’s eligibility
from information obtained from the interview, pre-screening, mental tests, and information
collected from the applicant. The interview is designed to reconfirm the applicant’s desire to
contract for naval service, involvement in any unusual circumstances, status (age,
dependency, prior service, education), and all other information required to make an
eligibility determination.
2. Enlistment Eligibility Overview.
a. What are basic enlistment eligibility requirements?
b. Source documents verify applicant information. Some categories require original

documentation, some do not; certified copies may be acceptable.

OCT 2017 2.2-1
OUTLINE SHEET 2.2
c. Where do we get our guidance? COMCRUITCOMINST 1130.8 (Series) is the current

instruction governing enlistment processing and classification. All recruiting personnel
must be familiar with and understand how to use the “CRUITMAN”. It is organized as
follows:
(1) The front matter contains the preface and table of contents. The Glossary contains
terms and abbreviations. Pages are numbered by volume, section, and page within
the respective section. Articles contain six digits that represent the chapter, section,
and article within the respective section. We will work extensively with chapter two.
(a) Volume 1: Recruiting Operations
(b) Volume 2: Enlistment Eligibility
(c) Volume 3: Forms and Documents
(d) Volume 4: Programs & Classification
(e) Volume 5: Delayed Entry Program
d. A Myth Dispelled: Contrary to popular belief, our job as Classifiers/ Processors is not to
disqualify applicants so we can go home early. Our job is to ensure all applicants are
mentally, physically, and morally qualified to enlist in our Navy. To do this successfully,
we must maintain a Positive Approach to recruiting by looking for legal, appropriate
ways to qualify applicants. We Do Not use the manual to disqualify applicants; only to
verify qualification requirements and identify additional information necessary to effect a
DEP enlistment. Use Manual - Do Not Memorize It!!!
3. Basic Enlistment Eligibility Requirements Categories: Age, SSN, Dependency, Drug &
Alcohol Screening, Citizenship, Mental, Aptitude, Enlistment Name, Physical, Prior Service,
Education, Conduct. For some categories of BEERS there is a possible waiver. A waiver is
an exception to the rules that allows us to enlist applicants who do not meet certain BEERS
requirements. Approval is based on waiver guidelines and the whole person concept. There
are two levels of approval authority: local (NRD), national (CNRC) level. Some waivers
may be delegated to XO or OPS and signed “by dir”. As we discuss each BEERS category,
we will identify the purpose, criteria, documentation requirements, and waiver
considerations. Mandatory Rejections: Volume II (134)
a. Age Requirement. All applicants must meet the age standards per Recruiting Manual.

OCT 2017 2.2-2
OUTLINE SHEET 2.2
(1) Minimum age for non-prior service enlistment into an active component of the Navy
is 18. Maximum age to commence active duty is 34. There are no waivers to these
requirements. We may enlist 17 year-olds who have valid parental consent, have
been emancipated by court order, or are married CNRC 00J must review status of
emancipated minors.
(2) Prior service applicants must be able to complete 20 years of active duty service prior
to age 60.
(3) Prior to a physical examination for enlistment, 17-year old unmarried applicants must
obtain written consent from their parents or guardians. Under no circumstances
shall an unmarried 17-year old applicant take a physical examination or enlist into the
Navy without the proper parental or guardian consent (except emancipated minors).
The consent shall be given by:
(a) Both parents, if living
(b) The surviving parent if one parent is deceased, or
(c) The parent granted legal custody in a separation or divorce. Separation or divorce
papers are required if both parents don’t sign, in order to establish custody, or
(d) The custodial parent if one parent abandoned the family or is missing, or
(e) The legally appointed guardian if both parents are deceased or if parents were
legally separated/divorced and the custody of the applicant was awarded to a
person other than on of the parents.
(f) Ward of state. Applicants under custody of a state (i.e. surrogate, family courts)
need consent from a court official of that court or the director of the assigned
agency. Social workers do not meet this prerequisite.
(g) If an applicant is 17 years of age and has been legally emancipated from his/her
parents through court order, parental consent is not required. NAVCRUITCOM
(00J) must review court order documents prior to scheduling enlistment
processing.
(h) If one parent has deserted or disappeared, the custodial parent must complete a
NAVCRUIT Form 1133/97. Consent of the deserting parent is not required once
this form is properly executed. Service record entries are required and can be
found on pages 2-1-4.

OCT 2017 2.2-3
OUTLINE SHEET 2.2
(i) NRC Legal (00J) must approve single parent consent in cases where a
NAVCRUIT 1133/97 has not been properly executed, or when a non-biological
parent is consenting to enlistment (e.g. ward of the state, guardianship, adoption,
non-parent relative). NRC does not need to approve single parent consent where
a valid, official death certificate is presented.
(4) Source documents(138): Birth certificate, DD Form 372 issued by state vital
statistics office, DD form 214/215, DS form 1350, FS form 240, FS form 545, or un-
expired I-551, U.S. Passport, Naturalization papers, certificate of citizenship.
(5) Applicants may enlist into the Delayed Entry Program but may not ship prior to their
18th birthday, unless their 18th birthday will occur no later than 90 days from date of
shipping.
b. Citizenship Requirement. We may process:
(1) U.S. Citizen: US born or naturalized
(2) U.S. Non-citizen national: A person who, though not a US citizen, owes permanent
allegiance to the United States. Persons born in American Samoa and the Swains
Islands are non-citizen nationals. Although lacking certain privileges of U. S.
citizenship such as voting and holding office in the U.S., they are in other respects
entitled to enjoy U.S. diplomatic protection abroad and free entry into the United
States under the same conditions as U. S. citizens.
(3) Canadian-born American Indian: Must meet listed requirements.
(4) Non U.S. Citizen (Permanent Resident Alien: Must be in possession of an un-expired
USCIS Form I-551 (green card) issued on or after applicant’s 13 th birthday.
Applicants must be accessed onto active prior to expiration of the green card.
Applicant with valid USCIS I-551 issued prior to 13 th birthday may process for DEP
enlistment provided a valid USCIS G-845 (document verification request) is obtained
from USCIS. A new USCIS I-551 must be obtained prior to shipping.
(5) Non Immigrant Aliens (Compact of Free Association Countries): The United States
government established a Compact of Free Association with the government of the
Marshall Islands, Federated States of Micronesia, and Republic of Palau, which in
part, gives their citizens the right to freely enter into the United States for work and to
establish residency. Citizens from these countries are considered non-immigrant
aliens and are eligible for enlistment. USCIS Form I-551 is not required.

OCT 2017 2.2-4
OUTLINE SHEET 2.2
(6) Dual Citizenship: Applicants claiming dual citizenship in any other country are
eligible for enlistment, but shall not be classified into any rating/program requiring a
security clearance unless and until they renounce their non-U. S. Citizenship.
Classifiers shall contact the appropriate ECM prior to classifying any applicant who
has officially renounced his/her non-U. S. Citizenship into a rating/program requiring
a security clearance.
(7) Source Documents (149): Birth Certificate, DD Form 372 (BIRTH VER), U. S.
Passport, unexpired USCIS Form I-551, Other documents listed on page 149
(8) English Language Skills and service record documentation: See required entries on
page 144. There are no citizenship waivers for enlistment.
c. Social Security Number Requirement. All applicants must have a valid social security
card. There are no waivers authorized, however, exceptions are made for processing an
applicant into active component DEP:
(1) Applicants with a valid social security card may DEP and ship.
(2) Applicants may DEP (active component only) with a social security printout (SNAP)
but must have the social security card prior to shipping. Social security cards with
“issued for work purposes only” stamped on them are not valid for enlistment and
will not be accepted.
(3) Prior service personnel may DEP and ship with an original DD 214 or NGB 22.
d. Education Requirement. The Navy uses Department of Defense education enlistment
criteria, known as the Three-Tier System, to select applicants with the greatest likelihood
of completing their initial military service obligation.
(1) Tier 1: High School Diploma Graduate (HSDG). Minimum age: 17 (with parental
consent). Minimum AFQT: 35. Source documents (153-160):
(a) The following education codes are used to identify tier I/HSDG applicants: 8, 9,
B, D, F, G, K, L, M, N, R, S, U, and W.
(b) High school diploma graduate, education code “L”: a diploma issued to an
individual who completed a 12 year traditional graded day program of classroom
instruction. The diploma must be issued from the high school where the
individual completed the requirements for graduation. (153)
(c) High school senior, education code “S”: high school students who have
completed their junior year and earned at least 70 percent of the required
graduation credits. Senior status must be verified prior to DEP enlistment by use
of the High School Senior/Graduate status verification document.

OCT 2017 2.2-5
OUTLINE SHEET 2.2
(d) Applicants classified with education codes K or N or are enrolled in and attending
an accredited 4 year U.S. college or university shall be referred to the Officer
Recruiter (OR) to determine if applicant is eligible for Officer commissioning
programs.
(e) Prior service veterans who served a complete enlistment of four years or more in
any component of the Armed Forces of the U.S. are eligible to enlist as high
school diploma graduates and will be coded as “12L” unless they possess a higher
level education credential (160). Applicants enrolled in Job Corp are not eligible
for enlistment until all requirements have been met.
(f) Prior service applicants who have completed an enlistment of at least four years
will be coded as 12L unless they possess higher credentials.
(2) Tier 2: High School Graduate (HSG). Minimum age: 17 (with parental consent).
Minimum AFQT: 50. Source documents (160). All Tier 2 Applicants spend a
minimum of 90 calendar days in DEP and complete DEP PQS prior to shipping to
RTC (160).
(a) The following education codes are used to identify tier 2/HSG applicants: 5, 7, C,
E, H, J or X.
(b) Tier 2 will-grads. Applicants enrolled and attending tier 2 programs are not
eligible for DEP enlistment. Tier 2 applicants must have earned required
educational credentials prior to processing for enlistment (160).
(c) Test-Based Equivalency Diploma, Education Code “E”. A certificate of General
Educational Development (GED) or other test-based credential obtained solely by
testing.
(3) Tier 3: Non-Grad (NHSG), no education credentials. Tier 3 applicants are not
enlistment eligible due to historically high first-term attrition rates.
(4) Stay in school policy:
(a) Individuals enrolled in school at the beginning of the current school year shall not
be scheduled to ship until 14 days after their senior class graduation.
(b) Mid-year graduates shall not be scheduled to ship until 14 days after their
expected graduation date.
(c) Graduates, including mid-year graduates, may ship prior to their end of year
commencement ceremony provided they have a diploma or final transcript and, if
still a minor, obtained written consent from their parent or legal guardian.
(d) Any Future Sailor while attending school as a high school senior who later drops
out of school shall not be rolled-up to ship prior to their originally scheduled
graduation date.

OCT 2017 2.2-6
OUTLINE SHEET 2.2
(e) Coaching or advising students to drop out of school for any reason is strictly
prohibited.
(5) Fail-to-Grads: Applicants enlisted as will-grads but subsequently fail to graduate shall
be processed as follows:
(a) Future Sailors who fail to graduate must be DEP discharged.
(b) They should be encouraged to return to school.
(c) Informed that they may re-apply for enlistment after completing their education
but does not constitute a commitment to enlist, and must be qualified based on
NRC’s enlistment policies in effect at the time or re-application.
(6) Foreign Education: NRD Educational Services Specialist (ESS), R-OPS or EPDS
will evaluate foreign education and determine equivalent US education grade level.
(166
(7) Source documents (163): Complete transcripts, Submit NAVCRUIT 1133/51,

Education documents (i.e., diplomas, certificates, and degrees, translation
documents), if determined to be Tier 1, code as 12L. Education Verification
Documents on Page 165. Documents for evaluating education status of HSDG/HSG
applicants is on page 155.
e. Dependency Requirement.
(1) Who qualifies as a dependent?
(a) Spouse (Even if legally separated; does not include common law spouse.
Applicant with pending divorce is not enlistment eligible if there are children of
the marriage.)
(b) Natural Children (legitimate or illegitimate), Unborn Child(ren)
(c) Stepchildren of the applicant.
(d) Stepchildren of the applicant’s spouse
(e) Any parent or other person who can be claimed as a dependent on the applicant’s
tax return.
(2) Allowable Number of Dependents: Depends on paygrade, prior service and

component. See table on page 169. Read the notes!!!

OCT 2017 2.2-7
OUTLINE SHEET 2.2
(3) A court or child support order is required by all single AC applicants who have out of
wedlock children prior to processing. The order must be from the State the child resides.
The only exception to the rule is applicants who have children who reside in Florida. The
applicant may DEP in but is not authorized to ship until the required documents are
obtained.
(4) Single Parents: Single parents with custody are not eligible for enlistment into the
active component. No waivers authorized.
(5) Those single applicants who have dependents must have relinquished physical
custody of dependents by court order prior to processing for enlistment. NRC (00J)
must make an eligibility determination in all cases other than state awarded child
support orders.
(6) Source Documents (173): Marriage Certificate (ORIG/CERT COPY), Divorce

Decree, Custody Agreement (if applicable), and Birth Certificates.
f. Mental Aptitude (AFQT) Requirement.
(1) Non-Prior Service (NPS:
(a) Tier 1: 35 minimum AFQT
(b) Tier 2: 50 or above AFQT
(2) Prior Service:
(a) Non-PRISE III NAVET: No ASVAB required provided they enlist in the rating
last held. (PRISE III definition on VOL 4 pg 434)
(b) PRISE III NAVETS and OSVETS: Does not need qualifying AFQT but must
have current ASVAB to qualify for new rate IAW rating matrix.
(3) Retesting of DEP Personnel:
(a) DEP’d in as will grads and while in DEP, completed all graduation requirements,
or completed at least one accredited college level course.
(b) Retesting is strictly voluntary
(c) Must be in DEP a minimum of six months before retesting

OCT 2017 2.2-8
OUTLINE SHEET 2.2
(d) Allowed only one retest
(e) Retest score becomes the score of record. Future Sailor retains program
eligibility even if the retest line scores are lower and would normally render the
future Sailor ineligible
(f) Retest at MEPS only
(g) Classifier’s required entry in PRIDE, DD form 1966 and web-based DEP retest
questionnaire.
g. Physical Requirement.
(1) ALL applicants require medical pre-screening (DD Form 2807-2)
(2) Questionable conditions are referred to the Chief Medical Officer (CMO) via a “paper
evaluation” at least 72 hours prior to scheduling for processing.
(3) 17 year-olds require parental consent prior to physical
(4) Physicals are valid for a period of twenty-four months.
(5) Process applicants on working copy of physical. Must have original to ship.
(6) Valid physicals older than 31 days require an “inspection” prior to DEP’ing or
shipping.
(7) PULHES (Medical Profile):
P = Pulmonary
U = Upper Extremities
L = Lower Extremities
H = Hearing
E = Eyesight
S = Sanity
(8) Vision. Applicants are tested for visual acuity and color perception. All applicants
will repeat the color perception examination process at RTC. Failure to pass the RTC
administered color perception examination will result in program disqualification and
will be reclassified to program in which eligible.

OCT 2017 2.2-9
OUTLINE SHEET 2.2
(a) Visual Acuity (Near, Far, Left, Right). Worst uncorrected to worst corrected
vision is entered into PRIDE for rating/program qualification. Some ratings
require vision corrected to 20/20 AND have a limit as to how bad the vision can
be uncorrected.
(b) Color Perception: There are two different color perception tests that are
administered at MEPS:
i. PIP: Administered to all applicants . Missing three or more plates is considered

failure. (Must correctly identify 12 of 14 plates)
ii. FALANT: Administered to applicants who fail the PIP test. Red, White,
Green test. Applicants who subsequently pass the FALANT are considered
to have acceptable (normal) color perception and qualify for programs
requiring normal color perception. Applicants who fail both tests are only
eligible for programs that do not require normal color perception.
Note: The Army uses the Red/Green test. Make sure your applicant has had the
correct test administered.
(9) Hearing. Pure tone hearing loss at 500, 1000, 2000Hz of not more than 30 db on
average with no individual level greater than 35 db at these frequencies in either ear.
Pure tone hearing loss at 3000 Hz of not more than 45 db and 4000 Hz not more than
55 db in either ear.
(10) HIV. Shipping/accessing of any person processed at MEPS prior to receipt of HIV
test results is strictly prohibited. In the event of a positive result, strict procedures
must be followed with the utmost sensitivity and compassion. Refer to vol. II page
187.
(11) Dental. While a complete dental exam is not conducted it is a factor in qualification.
(a) An applicant who wears braces must present a letter from his/her orthodontist
stating when treatment will be completed and the braces removed. Classifiers
must use good judgment in scheduling these applicants to ship.
(b) We may DEP and ship an applicant who is wearing a fixed or removable retainer
without additional documentation. This type of appliance does not need
continuing treatment.
(c) Gold veneer on the teeth, or any type of dental ornamentation considered
decorative in nature is prohibited.

OCT 2017 2.2-10
OUTLINE SHEET 2.2
(12) Tattoos and Body Art.
(a) Navy recruiting personnel shall conduct a screening for all tattoos, body art, and
branding
(b) Tattoo screening certificate (NAVCRUIT 1130/104) is required for all applicants
with body art
(c) Interview/Documentation requirements
(d) Photo requirements, rules
(e) Tattoos exposed when wearing a short sleeve uniform shirt require a waiver if
they exceed the size of applicants hand.
(f) Self-mutilation (branding, scarring, etc.) requires a psych consult
(g) Page 13 entry required
(13) Medical Waivers.
(a) Medical waivers are submitted to CNRC 00M for review and
approved/disapproved by CNRC 00.
(b) Delayed Entry Medical (DEM): Conditional enlistment. Must receive final
approval prior to shipping. Conditions for which a DEM may be requested are
listed on page 195.
(14) Medical conditions NOT generally waiverable.
(a) HIV/AIDS, Single kidney, loss of an arm or leg, etc. See page 194 for other
medical conditions not generally waiverable. This list is not all inclusive.
(15) Height/Weight Standards.
(a) Minimum height is 57 inches
(b) Maximum height is 80 inches
(c) Males may DEP and ship at or below 26% body fat

OCT 2017 2.2-11
OUTLINE SHEET 2.2
(d) Females may DEP and ship at or below 36% body fat
h. Conduct Requirement. Seriousness of offenses based on four charts:
(1) Traffic Violations. 5 or more requires CO, NRD enlistment waiver. Do not count
Parking Tickets, Warnings, Or Faulty Equipment Tickets
(2) Non-Traffic Offenses (Minor Misdemeanors).
(a) Up to four: No waiver required
(b) CO, NRD may waive five to seven Non-traffic Offenses (Minor Misdemeanors).
(c) No waiver is authorized for eight or more Non-traffic offenses.
(d) If two or more violations are drug/alcohol-related, then a waiver is required for
drug/alcohol abuse. Refer to page 226 for waiver limits and authority.
(e) An alcohol related offense reduced to a lesser charge is still an alcohol related
offense. Pay attention to handwritten statements.
(3) Misconduct (Serious Misdemeanors).
(a) Applicants with one Misconduct (Serious Misdemeanors) requires a CO, NRD
eligibility determination. Refer to page 210.
(b) CO, NRD may waive up to four Misconduct offenses (Serious Misdemeanors)
(c) No waiver is authorized 5 or more misconduct offenses.
drug/alcohol abuse. Refer to page 226 for waiver limits and authority.
(4) Major Misconduct (Felonies).
(a) All felonies, regardless of final outcome or disposition, must be reviewed by

NRC.
(b) NRC will consider waivers for exceptional applicants with up to two juvenile
felony offenses, or one adult felony offense, or one juvenile plus one adult felony
offenses. CO NRD MUST conduct a personal interview. Submit waiver via
CNRC.

OCT 2017 2.2-12
OUTLINE SHEET 2.2
(5) Certain combinations of the number of Misconduct and Minor Misdemeanor offenses
must be waived by the appropriate waiver authority. Refer to exhibit 020801 Vol II
page 210.
(6) Determination of disposition:
(a) List of offenses in exhibit 020802 takes precedence over state or local
adjudication, with the exception of felony offenses. See article 020803 for
additional guidance.
(b) Waiver consideration is based on severity of the specific offense for which an
applicant was adjudged or convicted, with the exception of felony offenses. An
applicant arrested, charged, cited, or adjudicated with a felony offense regardless
of final offense disposition or adjudication rendered by any court or civil authority
must be referred to NAVCRUITCOM (00J) for a mandatory offense classification
determination.
(c) As a general rule of thumb, any requirements imposed by an officer of the court
will be viewed as a conviction for enlistment purposes. Pretrial Intervention or
diversionary programs will be considered a conviction. Similarly, requirements
imposed by law enforcement officials will be viewed as a non-judicial
administrative action.
(7) Pending lawsuits and court cases. Not enlistment eligible without NRC (00J)
approval.
(8) Non-delegable waivers. Though most enlistment waivers may be delegated to the
XO or R-OPS, some types of waivers and interviews must be conducted by the
Commanding Officer. When the Executive Officer has been granted commensurate
authority, he/she may conduct these non-delegable waivers and interviews:
(9) Physical Violence - Interview or Waiver?
(a) Charges involving physical violence include, but are not limited to: Simple
Assault, Battery, Disturbing the Peace By Fighting
(b) If the applicant was guilty or received any form of adverse adjudication, a
physical violence waiver is required. Domestic violence charges are covered
separately and are disqualifying.

OCT 2017 2.2-13
OUTLINE SHEET 2.2
(c) If the charge was unconditionally dropped or dismissed, the applicant requires a
CO, NRD physical violence interview.
(d) If the CO does not recommend approval of a higher authority waiver then it will
not go up. CO may disapprove at his/her level but may not approve a higher
authority waiver.
Seriousness of offenses based on four charts:
(10) Traffic Violations. Six to 10 requires CO, NRD enlistment waiver. Eleven or
more requires COMNAVCRUITCOM enlistment waiver. Do not count Parking
Tickets, Warnings, or Faulty Equipment Tickets
(11) Non-Traffic Offenses (Minor Misdemeanors).
(a) Up to four: No waiver required
(b) CO, NRD may waive five Non-Traffic Offenses (Minor Misdemeanors).
(c) 6 or 7 offenses requires CNRC waiver
drug/alcohol abuse. Refer to page 2-9-8 for waiver limits and authority.
(e) An alcohol related offense reduced to a lesser charge is still an alcohol related
offense. Pay attention to handwritten statements.
(12) Misconduct (Serious Misdemeanors).
(a) Applicants with one Misconduct, (Serious Misdemeanors) require a CO, NRD
administrative Waiver. Refer to Vol. 2, 2-9-10/11.
(b) CO, NRD may waive two Misconduct (Serious Misdemeanors)
(c) Three or four offenses require a CNRC waiver.
drug/alcohol abuse. Refer to page 2-9-8 for waiver limits and authority.
(13) Major Misconduct (Felonies).

OCT 2017 2.2-14
OUTLINE SHEET 2.2
(a) All felonies, regardless of final outcome or disposition, must be reviewed by

NRC.
(b) NRC will consider waivers for exceptional applicants with up to two juvenile
felony offenses, or one adult felony offense, or one juvenile plus one adult felony
offenses. The NRD CO must conduct a personal interview and submit a waiver
via CNRC.
(14) Certain combinations of the number of Misconduct and Minor Misdemeanor

offenses must be waived by the appropriate waiver authority. Refer to exhibit 020801
Vol. 2 2-8-11.
i. Drugs and Alcohol Screening Requirement. Refer to page 226 to determine enlistment
eligibility. A civil waiver may be required. Waiver requests for alcohol or drug abuse
cases that are not specifically covered by the policy contained in this section must be
forwarded to NRC (N32) for enlistment determination. Sources of information:
Applicant (self-admitted), MEPS administered DAT, Self-admitted use of marijuana less
than 10 times does not require an enlistment waiver, however, the applicant cannot ship
for at least 90 days from last use. LSD requires a Two Year Waiting Period from last use
AND a CO, NRD waiver. All other drugs (except MJ) require a One Year Waiting
Period from last use AND a CO, NRD waiver.
(1) MEPS Drug and Alcohol Test (DAT). Applicants are tested for drug and alcohol use
during their pre-enlistment medical examination before being sworn into DEP.
Applicants testing positive for any substance excluding alcohol on any MEPS DAT
are ineligible for Navy service. Applicants tested positive for alcohol on any test are
ineligible for navy service for a period of 45 days from the test date and requires a
CO NRD WAIVER.
(2) Applicants having been physical or psychological dependent on any drug (including
alcohol) may request a NRC eligibility determination.
(3) Behind the Wheel (BTW) offenses requires a mandatory one-year waiting period and
enlistment waiver.
(4) Applicants who test positive for any drug(s) twice on Non-Instrumented Drug Test
(NIDT), or once on the DAT must be discharged and are permanently ineligible for
Naval service.
(5) Native American Peyote Use.

OCT 2017 2.2-15
OUTLINE SHEET 2.2
(a) Requires letter from Tribal Council
(b) CO personal interview – cannot be delegated below XO with commensurate

authority
(c) Disqualifying for some programs (PRP ratings, NF on case basis)
(6) Refer to EXHIBIT 020902 (page 219) for eligibility and waiver chart for applicant
with drug abuse and/or drug related offenses. Refer to EXHIBIT 020903 (page 228
to 231) for rating/program eligibility determinations for applicants with alcohol and
drug abuse.
j. Enlistment Name Requirement. The name shown on the applicant’s SSN card shall be
used as the applicant’s enlistment or affiliation name of record. If the name on the SSN
card is different than the name shown on the applicant’s birth certificate, then the
enlistment name is considered a Preferred Name. Applicants enlisting with USCIS
documents are not allowed to process with preferred enlistment name.
(1) SSN cards with derivatives of the applicant’s legal first and middle names, as shown
on their birth certificate are acceptable for enlistment or affiliation processing, but the
applicant must enlist with their Legal Name as shown on their birth certificate or DD
372.
(2) SSN cards that have the middle name(s) omitted, abbreviated (use of beginning letter
initial), or represented by a derivative of the name are also acceptable. If there is an
initial used for the middle name on their SSN card, verify their middle name from the
birth certificate or DD Form 372.
(3) If there is no middle name on the SSN card or Social Security Printout then the
enlistment documents shall use “Darin Smith” as the name of record:
(4) If the applicant wants to use his/her middle name then s/he must obtain a new SSN
card or Social Security Printout (for DEP only) showing (delete) the middle name
(delete). If a suffix, i.e., Jr., II, III, etc is listed on the birth certificate or DD Form
372, then the SSN card must have it too. There are no exceptions to this requirement.
k. Waivers. Commanders can request NAVCRUITCOM waiver consideration for

applicants exceeding NRD waiver authority in cases where it is clearly in the best interest
of the Navy.
(1) Waiver Recommendations:

OCT 2017 2.2-16
OUTLINE SHEET 2.2
(a) Waivers will be recommended for only two reasons:
i. Highly favorable traits or mitigating circumstances exist which outweigh the

reason for disqualification.
ii. The enlistment/reenlistment is clearly in the best interests of the Navy.
(2) Waiver authority level.
(a) “By direction” waiver approval and documentation authority. NRD CO’s may
authorize their XO or EPO to grant by direction enlistment criteria waivers and
program eligibility determinations that are within the CO’s authority, with the
exception of those criteria or standards that cannot be delegated as stated in this
manual. Additionally CO’s may authorize their XO’s authority to grant CO level
waivers at any time. This authority must be detailed in a “by direction” letter
l. Prior Service applicants.
(1) U.S. Navy – Offenses committed and waived prior to the member’s initial Navy
enlistment do not require additional conduct waiver. Any offense committed
subsequent to the last period of honorable service does require a waiver. In such
cases all prior and current offenses shall be considered in determining whether the
individual is best qualified for waiver consideration. (page 238)
(2) Other Service – Offenses committed prior to, during or subsequent to any enlistment
in another branch of the armed forces, active or reserve require a waiver by the
appropriate waiver authority as if the applicant did not have prior service. (page 238)
m. Provisional Enlistments. In certain cases, CNRC will allow for the provisional enlistment
into DEP for applicants who are awaiting approval of an enlistment waiver. The Future
Sailor may not ship prior to final approval, and if the waiver is disapproved, a DEP
Discharge is required.
(1) DEM: Delayed Entry Medical. Provisional enlistment pending approval of medical
waiver.
(2) DEF: Delayed Entry Full Kit. Provisional enlistment pending a full kit NRC waiver;
usually felony.
(3) DEN: Delayed Entry Nuclear Field. Provisional enlistment into the Nuclear Field
pending approval of program waiver. (More on program waivers later.)

OCT 2017 2.2-17
OUTLINE SHEET 2.2
(4) NRC FULL-KIT Waiver: Requires extensive information and documentation to be

sent to NRC. Could take several weeks for approval. Utilize waiver cover letter and
checklists provided in the CRUITMAN to minimize or avoid delays.
n. Documentation of waiver approval.
(1) Waiver Brief Sheet (NAVCRUIT 1133/39)
(2) Handwritten statements are required for all civil offenses regardless of disposition.
HWS for Chart A offenses are only required if adjudication resulted in a fine of more
than $100.00.
(3) Police Record Checks are required whenever a civil/program waiver is required.
Also, mandatory for all Tier II applicants and those classified into the Nuclear Power
program.
(4) Region/NRD CO’s may grant authority to document on the DD form 1966, that an
enlistment waiver or program eligibility determination has been granted, by proper
authority, to their XO, EPO, EPDS and MLPO E5 and above recruiting personnel.
(5) Waiver Entries – (samples on page 330, Vol. III pages 330 to 332). Waiver approval
must be documented on the DD Form 1966. Proper documentation is essential to
prevent applicant from being disqualified at RTC.
5. Application
6. Evaluation
a. CBT
7. Assignment
a. None

OCT 2017 2.2-18
ASSIGNMENT SHEET 2.2.1
A. Introduction
C. Study Assignment
1. Read the CRUITMAN-ENL Volume II
2. Based on the information provided:
a. Determine if an applicant would be eligible for enlistment without the need for a
waiver or eligibility determination.
b. Determine if documents provided are sufficient for enlistment.
c. If an enlistment waiver or eligibility determination is required, identify the Type

(Conduct, Dependent, Drugs, etc.) and the appropriate approval authority (NRD, CNRC).
d. Provide page numbers to support your answers.
D. Study Questions
SITUATION ELIG WVR or WVR/INT/ED PAGE

W/O ED TYPE/AUTH REFERENCE
Waiver (Y/N)
(Y/N)
1 Religious beliefs forbid working
on weekends
2 Applicant had 1 misconduct
offense dismissed after writing a
500 word essay required by
juvenile court
3 Applicant used cocaine three
months ago from date of
processing
4 Applicant found guilty of minor
in possession of alcohol and a

JAN 2017 2.2.1-1(A)
curfew violation
SITUATION ELIG WVR WVR or ED PAGE

(Y/N) or ED TYPE/AUTH REFERENCE
(Y/N)
5 Non-prior service A/C applicant turns
35 on her scheduled ship date
6 Applicant used ecstasy 13 months
ago/shipping 3 months from today
7 NAVET, E4, A/C applicant
discharged one year ago & has
pregnant spouse
8 Applicant used MJ 25 times 6 months
ago
9 Unmarried NPS male applicant who
pays child support for his two
illegitimate children. Mother has full
custody.
10 Applicant sold marijuana 6 years ago
11 17-year old applicant with both

parents’ consent
12 Applicant convicted of two minor in
possession of alcohol charges
13 Married applicant with no children
14 Divorced NPS A/C applicant whose

ex-wife has custody of his 2 children
as evidenced by divorce decree
15 DD Form 372 presented to verify

applicant is 18 years old
16 NAVET with AFQT = 24, reenlisting
in his old rate of YN2
17 Single female who transferred
temporary custody of minor child to
her mother
18 Applicant’s two-year-old son has
never lived with him
19 Applicant used LSD twice two years
ago

JAN 2017 2.2.1-2(A)
20 Applicant’s SSN Card is missing the

middle name listed on her birth
certificate

JAN 2017 2.2.1-3(A)
ENLISTED CLASSIFIER INTERVIEWER S-500-0031
TRAINEE GUIDE
ASSIGNMENT SHEET 2.2-2
Sheet 1 of 3
ENLISTMENT ELIGIBILITY
A. Introduction
C. Study Assignment
1. Read the CRUITMAN-ENL Volume II
2. Based on the information provided:
a. Classify all civil charges (traffic violation, non-traffic violation, misconduct, or major
misconduct)
b. Classify all drugs (stimulant, hallucinogen, depressant, etc)
c. Determine type of waiver/interview required (conduct, drug, depns, etc)
d. Determine approval authority (CNRC, CO/XO, R-OPS NRD)
e. Applicant is non prior service, paygrade E-1, and processing today. All police charges
have adverse adjudication unless otherwise indicated. All applicants are high school
diploma graduates unless indicated.
D. Study Questions
POLICE CIVIL DRUGS WAIVERS WAIVER

INVOLVEMENT/DRUGS Classify Classify AUTHORITY
1 -Driving while intoxicated 3 years
ago
-Unlawful entry
-Used peyote (Jan05), is native
American -Wife and son
2 -Minor in possession of alcohol
-Curfew violation
-Used MJ 3 times (Feb11)
-Husband

JAN 2017 2.2-4(A)
ENLISTED CLASSIFIER INTERVIEWER S-500-0031
TRAINEE GUIDE
ASSIGNMENT SHEET 2.2-2
Sheet 2 of 3
ENLISTMENT ELIGIBILITY

3 -Drinking in public
-Purchase of alcohol by minor
-Used heroin (Mar 10)
4 -Possession of drug paraphernalia
-Used cocaine 4 times (Jan 10)
-Possession of drug paraphernalia
5 -Drag racing
-Speeding
-Reckless driving ($450.00 fine)
-Parking ticket
6 -DWI 2 years ago
-Used LSD (Aug 26, 09)
-Used Cocaine 3 times (Oct 09)
-1 son, don’t have custody, single
7 -Joyriding
-6 tattoos
-Assault & Battery ($525.00 fine)
8 -Burglary reduced to unlawful
entry
-Used MJ 4 times (Jun 10)
-Improper turn
-Drag racing
9 -Disturbing the peace
-Failure to appear (dismissed)
-Careless driving ($350.00 fine)
-GED certificate/60 AFQT/10 TH
10 -Receiving Stolen property
($495.00)
-Curfew violation
-Driving Uninsured vehicle
-Pregnant wife, 1 daughter
11 -Vandalism ( paid $200.00 fine)
-Used “speed” 7 times (Mar 10)
-Fireworks violation
-Wife
12 -Shoplifting ($621.00)
-DEP discharged (refused to ship
Feb 04)
-Used “ecstacy” 2 times (Dec09)

JAN 2017 2.2-5(A)

ENLISTED RATINGS

13 -Speeding x 5 (Feb 02 to Jan 08)
-No proof of insurance
-Toll evasion
-Damaging road signs
-Spinning wheels
-Drag racing
-Driving without a license
14 -Petty theft ($237.00)
-Husband and son
15 -Malicious mischief
-Disorderly conduct
-Drunk and disorderly
-Used LSD once (Apr 10)
-Open container (dismissed)
16 -Driving while intoxicated
(pre-trial diversion)
-Expired registration
-Criminal mischief
17 -Possession of MJ (2 Joints)
-Parking ticket
-Used MJ 4 times (Aug 10)
18 -Assault and battery (dismissed)
-Possession of brass knuckles
19 -DWI (4 years ago)
-Curfew violation
-Driving on suspended license
-Used “ecstacy” twice (Oct 09)
-One daughter
20 -Joyriding
-Minor in Possession (Alcohol)
-Trespass to property
-Speeding
-Minor in possession (Tobacco)
-Disorderly conduct
-Shoplifting ($385.00)
-Used “ecstacy” 4 times (Jul 09)
-Used cocaine 20 times (Aug 09)
-Used MJ 100 times (Dec 09)

JAN 2017 2.2.2-1(A)
OUTLINE SHEET 2.3
FUTURE SAILOR PT, FITNESS AND NUTRITION
Terminal Objective:
2.3.0 Explain the importance of proper fitness and nutrition in preparation for Officer
Candidate School (OCS) and Recruit Training Command.
2.3.1 Identify the three primary elements of a physical fitness program.
2.3.2 Describe the importance of proper nutrition and the role that it has in promoting
fitness and overall health.
2.3.3 Explain the recommended exercise sequence to improve performance and reduce
injury.
2.3.4 Explain how to avoid common initial training injuries.
2.3.5 Explain the importance of proper hydration as it pertains to nutrition and the
reduction of heat causalities.
2.3.6 Explain the Wet Bulb Globe Temperature/Heat Index limitations for conducting
Physical Training outdoors.
Topic Outline:
1. Introduction
2. Safety while conducting Future Sailor physical training (PT) is the primary concern. All
Recruiting personnel will follow the NRC F&NG strictly. Do not assume more risk for
Future Sailor, yourself, or the Navy.
3. The three primary elements of a physical fitness program:
a. Aerobic (Cardiovascular)
(1) Aerobic activities, such as running and swimming, help the heart, lungs and blood
vessels become more effective at delivering to the muscles what they need to
function – oxygen and glucose.
b. Muscular Strength and Endurance
(1) These activities include exercises such as pushups, curl-ups, or weight training.
Muscular strength and endurance activities help your muscles become stronger,

JANUARY 2017 2.3-1
OUTLINE SHEET 2.3
giving them both the raw strength and ability to work repeatedly without undue
fatigue.
c. Flexibility
(1) Flexibility or stretching exercises are necessary to prevent injury to the muscles and
joints, and to allow the muscles to work efficiently through a full range of motion.
4. The recommended exercise sequence below will improve performance and reduce the risk of
injury. As with any exercise program, there is always some risk of injury. Remember to pace
yourself, especially if you have not been regularly exercising. The sequence should be
conducted three to six days per week for best results.
a. Warm-Up. A warm-up prior to exercise is recommended to prepare the muscles and

heart for the workout. Participation in a 3 to 5 minute warm-up during the first portion of
your exercise session will assist you in decreasing your chances of getting injured.
Examples of warm-up exercises include walking, slow jogging, or any non-vigorous, low
intensity activity.
b. Stretching. After your warm-up, you should always begin with a period of stretching.
Stretching makes the muscles, ligaments, and tendons more flexible and elastic-like.
Rather than tearing or breaking when under strain, a flexible muscle is more likely to
stretch and give. Flexibility prevents injuries, like back injuries and sprained ankles, and
helps you perform everyday tasks with greater ease. Page 6 of the NRC F&NG provides
various different stretches.
c. Physical Activity Session
(1) Aerobic (walking, jogging, swimming, cycling,

Elliptical, rowing, etc)
(2) Confined Space Exercise Routine. Ten listed exercises in the NRC Fitness and
Nutrition Guide. Routine can be conducted more than once during a Physical
Training Session. It is extremely important to know and understand the fitness
levels/abilities and continue to monitor your Future Sailors as you lead them through
Physical Training.
(3) Muscular strength/endurance exercises. Additional Strength Training exercises can

be performed by Future Sailors to increase their muscular strength. These exercises
require a gym facility with listed/type equipment. Recruiters should not be
conducting these exercises with their future Sailor, however exercises are listed for
Future Sailor’s benefit.

JANUARY 2017 2.3-2
OUTLINE SHEET 2.3
(a) Leg Press/Squat Machine

(b) Leg Extension
(c) Chest/Bench Press
(d) Lat Pull Down/Mid Row
(e) Bicep Curls
(f) Triceps Extension
(4) Sporting event participation
d. Cool down/Stretching. A cool-down consists of 5-10 minutes of light to moderate slow

activity such as walking or spinning slowly after vigorous exercise, followed by
stretching. Stopping exercise abruptly can result in lightheadedness and can cause
excessive stress to your heart. A proper cool down reduces heart rate and breathing
gradually. Types of cool down exercises and stretching include:
Bridge Pose
(1) Plank/Dolphin Plank Pose
(2) Lunge Shoulder Stretch
(3) Seated Lower Back Stretch
(4) Additional stretches from the Warm-up/Stretching portion of the Future Sailor PT
Guide.
5. Injury Prevention. The 5 primary injuries most commonly incurred by personnel during Navy
initial training schools include: ligament sprains, muscle strains, shin splints, stress fractures,
and runners knee (also known as Iliotibial Band Friction Syndrome [ITBS] ). Approximately
20% of individuals participating in initial training will obtain these types of injuries, which
could affect their successful completion of initial training.
a. Sprains
(1) A sprain is a partial or complete tear of a ligament, the tissue that binds bones
together to form a joint. A sprain is most often a result of a sudden force, typically a
twisting motion that surrounding muscles are not strong enough to control. Both
ankles and knees are vulnerable to sprains during initial training.
b. Strains
(1) A muscle strain is a partial or complete tear of muscle fibers or a tendon and is
sometimes referred to as a muscle “pull”. There are many different causes, but it
most often results from a violent contraction of the muscle. A strain may be caused
by fatigue, overexertion, muscle imbalance or weakness, or electrolyte or water
imbalance. To prevent strains, complete a full-body warm-up before working out,

JANUARY 2017 2.3-3
OUTLINE SHEET 2.3
take precautions not to overdo, and work toward balancing the strength and flexibility
in opposing muscles.
c. Shin Splints
(1) A shin splint refers to any pain in the front of the lower leg (shin). Early signs are
acute burning pain or irritation in the lower third of the leg. This may progress to
slight swelling, redness, warmth, and inflammation. Shin splints may come early in
an exercise program and are particularly common in those who are out of shape,
overweight, or who have anatomical/mechanical problems.
d. Stress Fracture
(1) A stress fracture is a very small, microscopic break in a bone caused by overuse.
Unlike a broken bone, which occurs with a distinct traumatic event, a stress fracture is
the result of cumulative overload that occurs over many days or weeks. Doing too
much too soon is the major cause. Bone is living tissue that adjusts to exercise force
demands placed on it. As force is applied, bone will remodel itself to better handle
the force. If too much force is applied, the bone may fracture before it can
successfully remodel. Running extreme mileage, doing impact activities such as
running, wearing worn-out shoes, exercising on hard surfaces such as asphalt or
concrete, and having poor foot mechanics may cause a stress fracture.
e. Runner’s Knee (Iliotibial Band Friction Syndrome)
(1) Runners knee is an overuse condition commonly occurring in runners, in individuals

who are out of shape or who do too much physical activity too soon (overuse).
Running repetitively along the outside slope found on many paved streets may also
cause Runner’s Knee. The iliotibial band is located on the outside part of the thigh
and connects at the knee. Irritation usually develops at the outside thigh and knee
area where friction is created.
6. Nutrition is vital in maintaining a healthy diet and providing your body with the proper
nutrients needed for a lifestyle which promotes fitness and overall health. Your body is like
a car. How well it performs is based on:
Quality Fuel  Good Nutrition

How well it is tuned  Exercise
How much drag factor  Excess Weight
a. Some helpful guidelines to follow:

JANUARY 2017 2.3-4
OUTLINE SHEET 2.3
(1) Eat at least 3 meals per day. Add an additional 3 healthy snacks in between meals to
suppress hunger. Avoid missing any meals.
(2) Eat 2-3 cups of fruit and vegetables per day.
(3) Choose Whole Grains (“whole” wheat bread, cereal)
(4) Choose lean protein (non-fried chicken, fish, pork, beef)
(5) Limit sugary beverages (soda, energy drinks, punch)
(6) No more than one dessert of sweet per day.
b. During the course of the day snacking on healthy foods can minimize the amount of
sugars and unhealthy preservatives. Some healthy alternatives include:
(1) Whole grain breads, bananas
(2) Low fat cheese, turkey
(3) Rice, fruit, low fat yogurt
(4) Instant oatmeal, raisins, nuts.
c. Effective weight loss and living a healthy lifestyle requires healthy food choices and regular
physical activity. Diets and starvation do not work in the long run, and should not be
attempted as a means of rapid weight loss! A food diary is one of the most effective tools for
making changes to the way that you eat. Include everything you eat and drink for multiple
days. Identify trends and set goals for you to make gradual improvements.
d. There is NO magic pill or fad diet that will help you achieve results. Following these simple
steps will help you achieve a higher level of fitness and health:
(1) Track your daily food intake on a food log.
(2) Be active at least 60 minutes per day.
(3) Eat Breakfast every day.
(4) Sleep 7-8 hours per night.
(5) Set realistic goals: No more than 1-2 pounds of weight loss per week.
(6) Get support from your recruiter, peers, family, etc.

JANUARY 2017 2.3-5
OUTLINE SHEET 2.3
(7) Never give up!
7. Safety before, during, after conduct of Future Sailor PT. It is your responsibility to ensure
that physical activities are conducted in a safe and proper manner. The following conditions
MUST be met before conducting ANY Physical Training evolutions with Future Sailors or
Officer Candidates/Direct Accessions. The following list is not all inclusive. All
requirements are listed in the Navy Recruiter Guide for Physical Activity.
a. All Physical Training sessions will be monitored by at least one CPR qualified Recruiter
who has completed the online NKO CFL course and one dedicated safety observer.
b. Future Sailors and Officer Candidates/Direct Accessions will NOT be used as safety
observers.
c. ORM checklist will be completed in advance of organized PT.
d. All participants will have a valid MEPS (or other NRC authorized) physical examination
and have signed the Hold Harmless Agreement.
e. Temperature conditions must be appropriate for outdoor PT.
f. Verify the Wet Bulb Globe Temperature limitations only if conducting PT on a military
installation and follow flag conditions (Black Flag + NO PT OUTDOORS). Conduct PT
off military installations only under approved NRC guidelines.
(1) WBGT = (WBT x 0.7) + (Air Temperature x 0.3) = ____
9. Summary & Review
10. Evaluation
a. CBT
11. Application
a. Use in daily recruiting activities and in own personal fitness and nutrition plan.

JANUARY 2017 2.3-6
OUTLINE SHEET 2.4
ENLISTMENT FORMS AND DOCUMENTS
Terminal Objective:
2.4.0 Identify the required forms and documents to enlist applicants and the proper procedures
to handle Personally Identifiable Information (PII) per DOD and NRC directives.
2.4.1 Identify current requirements and restrictions for creating, possessing, and handling PII
and the use of authorized forms and IT equipment.
2.4.2 Identify the forms required to process an applicant.
2.4.3 Determine correct entries on individual forms.
1. Introduction. In this lesson topic you will be provided with information on the various forms
and documents required to complete and process an applicant’s enlistment/affiliation package
in the Navy or Navy Reserve.
2. General Guidelines.
a. All required forms for enlistment are good for 90 days from date of applicant’s signature
unless otherwise indicated. The required forms and documents for the processing of
Navy applicants for active and Reserve enlistment/affiliation can be found in the
CRUITMAN-ENL, or can be located on the NAVCRUITCOM directives and forms web
page. Additional reserve forms, and information can be obtained from the Commander
Navy Reserve Forces Command (CNRFC) website: http://navyreserve.navy.mil/
(1) Forms may be handwritten or typed, and must be accurate and legible due to the
contractual nature of the package. Reproduced documents must be legible.
(2) Applicants’ initials must be handwritten, unless otherwise indicated.
(3) Applicants’ signatures will be in the full (first name, middle name, last name) format
unless otherwise indicated.
(4) Certification or witness signatures must be completed at the same time and place as
the applicant's.
(5) No corrections shall be made in block #2, 1966/1. No whiteout or correction tape is
authorized on any form.

OCT 2017 2.4-1
OUTLINE SHEET 2.4
b. Verification and Reproduction of Original Documents.
(1) The recruiter and LPO must sight all original supporting documents, and will enter
the appropriate information in Section VI, Remarks, DD Form 1966.
(2) The CRUITMAN-ENL mandates original documents are to be sighted, copies are to
be placed in the member’s service record prior to DEP enlistment and/or accession
processing, and an entry for sighting the documents is required in Section VI, DD
Form 1966.
(3) Original documents required to be sighted and reproduced for entry into the
member’s service record must be performed per the NRD CO’s copy and certification
policy. The appropriate entry will be entered in Section VI of DD Form 1966.
c. Quality Assurance Responsibilities. Quality control is the responsibility of ALL HANDS,

and all hands should be able to ensure the accuracy of enlistment packages.
3. Personally Identifiable Information (PII) Guidance. The following is the guidance for
authorized Recruiting Forms and Documents for all Officer and Enlisted Recruiting, to
include the processing of applicants for Active and Reserve Components.
a. Forms and Documents necessary for the processing of Navy applicants for Active and
Reserve Components for enlistment, affiliation and commissioning can be located on the
NAVCRUITCOM directives/forms web page.
(1) Recruiters must only utilize the applications found in WebRTools or Official NRC
forms to build enlistment, affiliation, and commissioning kits to process applicants.
b. Unauthorized PII Documents and storage media.
(1) Locally generated forms and documents are prohibited. These include but are not
limited to:
(a) Self-created blueprinting forms.
(b) Locally generated forms or documents that recruiters utilize for the capturing of
PII information on potential candidates for Naval service.
c. Unauthorized storage media.
(1) Only media devices issued and approved by NRC can be utilized by recruiting
personnel for the processing of potential candidates for Naval service.

OCT 2017 2.4-2
OUTLINE SHEET 2.4
(2) Personal media devices include but are not limited to the following: Laptop
computers, external hard drives, data base systems, thumb drives and all forms
compact disk/DVD are strictly PROHIBITED!
d. All NRC personnel shall:
(1) Ensure that each office space/NORS/NRS/NRPS under their purview has stopped
using unauthorized forms and media devices.
(2) Ensure that any and all unauthorized forms are destroyed immediately.
(3) Ensure the removal of any links to unauthorized forms posted on any websites.
(4) Ensure that there are no personal computers/electronics devices being utilized by any
NRC personnel to collect PII.
e. NRC personnel responsibilities for the collection and protection of PII material.
(1) NRC must be fully aware and capable of executing the protection of PII in
accordance with applicable instructions and guidance.
(2) All NRC personnel must practice situational awareness in all environments to ensure
compliance with current directives and instructions.
4. Recruiter Initiated Forms (Pre-DEP).
a. USMEPCOM Form 680-3A-E. Request for Examination: The USMEPCOM Form 680-
3A-E is used for initial visit and retest of applicants at Mobile Examining Team (MET)
sites or MEPS. This includes:
(1) Medical Prescreening

(2) Physicals
(3) Testing
(4) Retesting
(5) Test Conversions
b. The following will also apply to the request:
(1) Must be given to the MEPS when applicant processes.
(2) MEPS will verify the applicant’s identity by photo ID. When there is no photo ID,
the test MEPS will put the applicant’s right thumb print in item 24.

OCT 2017 2.4-3
OUTLINE SHEET 2.4
(3) When incomplete, MEPS will not release scores and processing will cease until the
form is completed.
c. Recruiter’s Enlistment-Reenlistment Check Off (NAVCRUIT 1133/100). This form is

used to process each applicant. When processing is completed, file the residual material
in the envelope and keep in the residual file.
(1) The NRD CO is responsible for ensuring that an acceptable level of quality control is
maintained.
(2) The EPDS is ultimately responsible for the QA and maintenance of all AC/RC
residual records.
(3) LPOs/Recruiters will initial and date, and include a list of discrepancies and
corrective actions on the back of the residual/quality assurance checklist envelope
prior to the applicant enlisting or affiliating. They must also recheck the kit for
accuracy, again initialing and dating to include a list of discrepancies and corrective
actions.
d. Request For Conditional Release (DD Form 368). This form is required to enlist any
applicant currently under contract with the reserve component of any branch of the armed
forces. NPC (PERS 913) is the approval authority for ALL enlisted DD form 368. The
following will apply:
(1) Unit and NOSC CO’s do not have approval authority to release members to another
branch of service.
(2) Enlistment/reenlistment will be effected upon approval of the release received in

writing
e. Police Record Check (DD Form 369). This form:
(1) Provides for a more complete background profile and aids the evaluation of an
applicant’s potential using the “whole person” concept.
(2) Facilitates a preliminary decision on eligibility for a security clearance before the
National Agency Check is initiated at the MEPS/NLO, or the recruiting office if the
applicant is prior service and applying for a Reserve program.
(3) Precludes recruiting applicants whose involvement with civil authorities indicates an
inability to maintain a satisfactory pattern of conduct. PRCs are required for the
following applicants:

OCT 2017 2.4-4
OUTLINE SHEET 2.4
(a) Those requiring BEERS conduct waivers

(b) Those needing Conduct Program Eligibility Determinations
(c) Nuclear Field program applicants
(d) All tier II and tier III applicants
(e) Applicants considered a risk for enlistment as a result of the interview process.
(4) The following will also apply:
(a) Each kit must contain a signed, blank PRC, and any applicant refusing to sign a
PRC must be rejected.
i. PRCs are required to be sent to City, Town, County, State and Juvenile
authority where any waiverable offense occurred, and to where the applicant
resided for the last three years.
ii. They do not have to be back by ship date, but section VI entry listing
outstanding PRCs must be made.
(b) The classifier must make and sign an entry in Section VI remarks of DD form
1966 when he/she determines that pre-enlistment police record checks are not
required.
(c) Do not request police record checks of jurisdictions that require fingerprints in
order to process the check.
(d) The EPDS is responsible for the mailing, tracking and filing of PRC’s.
(e) Note the different required Police record check entries on 1966/4.
f. Request For Reference (DD Form 370). This form is used as a reference for all applicants
requiring a NRC enlistment waiver. The following will apply:
(1) DO NOT give to the applicant under any conditions.
(2) Prepare DD Form 370’s in original only.
(3) References will be maintained in the applicant residual file.
(4) School reference if unemployed three years prior to application for enlistment,
UNLESS: Has never been employed, and is a HSDG, and has not attended school
for more than three years since high school graduation.

OCT 2017 2.4-5
OUTLINE SHEET 2.4
(5) Required entry in Item 19, remarks section.
(6) Keep confidential, especially in cases when the applicant has been rejected.
g. Request For Verification of Birth (DD Form 372). This form is used when primary birth
verification documents are not available. The following will apply:
(1) It can be hand carried by the recruiter to the verifying agency for completion.
(2) Telephonic 372 is authorized for DEP active duty but written verification will be
obtained before shipping.
(3) If 372 cannot be done via telephone to an out of area agency, third party verification
may be used for DEP purposes only.
(4) Do not use for verification of birth of dependents.
(5) Can be used when original document is readable but not when copied (not legible)
h. Record of Military Processing – A Armed Forces of The United States (DD Form 1966).
This is the basic source document for collection and documentation of information that is
required to decide enlistment and program eligibility at each stage of the enlistment
process. This form is prepared with an accompanying Electronic Personnel Security
Questionnaire (EPSQ/SF86). The following will apply:
(1) Overall accuracy is the NLO’s responsibility.
(2) Pen and ink changes are authorized except in Item 2 and items that require initials.
(3) Applicant must initial Privacy Act on reverse of 1966/1
i. Medical Prescreen of Medical History Report (DD FORM 2807-2). The use of this form is
mandatory for initial enlistments and reenlistments. It is also used to:
(1) Properly prepare applicants for a medical exam, and avoids processing applicants that
are obviously medically unqualified.
(2) Helps to identify additional medical documentation required.
(3) Applicants will not be scheduled for examination at MEPS until the applicant has
obtained required documentation except when documentation is not available.

OCT 2017 2.4-6
OUTLINE SHEET 2.4
(4) Forward the 2807-2 and applicable documentation to the Chief Medical Officer
(CMO) two working days prior to scheduling the applicant for a medical exam.
(a) Paper Evals. Forward the 2807-2 and applicable documentation to the CMO two
working days prior to scheduling the applicant for a medical exam.
j. Enlistee Financial Statement (NAVCRUIT 1130/13). This form is required for all
applicants that enlist, or affiliate who have dependents. An interview to review the form
is conducted with the applicant face-to-face or telephonically. The interviewer and chain
of command should become suspicious of missing or unrealistic entries. All questionable
areas must be resolved. The interviewer will:
(1) Determine if the applicant is handling present financial affairs competently, and
responsibly.
(2) Determine if the applicant can meet current and future financial obligations of the
first six months of enlistment.
(3) Counsel applicants of possible problems they may experience at the start of
enlistment/affiliation related to financial matters
(4) Determine if applicant is married to a service member.
(5) Applicants will not be enlisted/affiliated if it appears they are unable to meet current
and expected financial obligations within the first six-months of naval service.
k. United States Navy Aberrant Behavior Screening Certificate (NAVCRUIT 1130/120).

This document is used to determine an applicant’s eligibility to enlist based on the
applicant’s involvement with the following:
(1) Aberrant Behavior. Involvement with groups or organizations advocating violence or

illegal activities.
(2) Racially Biased Group. A group or organization, which exhibits a negative

disposition and prejudicial attitudes against an entire class of persons based solely on
racial differences.
(3) Gang Related Violence. Violent activity or behavior due to involvement with a group
that advocates or engages in criminal activity.
(4) Initiation or Acceptance Activities. Behavior or activity for the purpose of gaining
membership into a group or organization that advocates violence or illegal activities.

OCT 2017 2.4-7
OUTLINE SHEET 2.4
(5) Hate Crimes. Criminal behavior or activities, which illegally discriminate on the
basis of race, creed, gender, or national origin.
l. Parent/Applicant Declaration of Desertion (NAVCRUIT 133/97). This form is used when

a seventeen year-old applicant is enlisting, and a parent has deserted or disappeared and
their whereabouts are unknown. It must be completed by the custodial parent and
applicant, and notarized by an authorized non-military person.
m. Questionnaire For National Security Positions (SF-86). This form is required for all
applicants desiring to enlist in the Navy in order to initiate a Personnel Security
Investigation (PSI) requesting a National Agency Check/Local Checks (NACLC). The
Office of Personnel Management (OPM) requires all PSI requests to be sent
Electronically via NASIS.
(1) Recruiters will ensure that a complete and accurate copy is sent to the Navy Liaison
per the guidelines of the NASIS User Handbook.
(2) The Navy Liaison will ensure that:
(a) All historical information (i.e., residence, education, and employment) is dated
back seven years. Prior Military, Health, Police, Drug, Alcohol, and Financial
data must be dated back to birth.
(b) Upon receipt of HIV/DAT results, signature pages will be faxed to OPM. Once
signature pages have been sent, perform a Check Investigation Status in NASIS to
ensure proper receipt of the three signature pages.
(c) A signed paper copy of the SF86 is included in both the residual and service
record.
(d) ENAC results (fingerprint checks/tech checks) are obtained and resolved within
30 days of DEP.
(e) All applicant signatures are dated within 30 days of the date the applicant’s record
is received by OPM (especially on resubmissions).
(3) Nuclear Field Coordinator. Will ensure proper submission of requests for enlisted NF
applicants.
a. Questions?

OCT 2017 2.4-8
OUTLINE SHEET 2.4
6. Application
7. Evaluation
a. Week Two Exam.
8. Assignment
a. None

OCT 2017 2.4-9
OUTLINE SHEET 2.4

OCT 2017 2.4-10
OUTLINE SHEET 2.5
TESTING ADMINISTRATION
Terminal Objective:
2.5.0 Explain the procedures for administration of tests used in recruiting and classification.
2.5.1 Identify the purposes of various tests used.
2.5.2 Identify administration procedures for the NAPT and Navy Performance Tests.
2.5.3 Identify the retesting policies for each test used in recruiting and enlisted classification.
2.5.4 Identify the proper procedures for safeguarding and stowage of test.
Topic Outline:
1. Introduction. The Classifier must review the Basic Enlistment Eligibility Requirements
(BEERs) delivered throughout this lesson topic prior to interviewing any applicant for
enlistment or affiliation processing. They are guided in determining an applicant’s eligibility
from information obtained from interviews, pre-screening, mental tests, and the applicant.
Classifiers identify security requirements for all test materials; administer, score, and verify
the Navy Advanced Placement Test (NAPT), the Defense Language Aptitude Battery
(DLAB), and Typing tests; and convert raw scores to Navy Standard Scores.
2. Navy Supplementary Tests.
a. Enlistment Screening Test (EST). The Enlistment Screening Test (EST) is administered
by recruiters to predict potential ASVAB success.
b. Armed Services Vocational Aptitude Battery (ASVAB). The ASVAB is a multiple-

aptitude battery that measures developed abilities and helps predict future academic and
occupational success in the military. The ASVAB scores are used to determine
enlistment eligibility, assign applicants to military jobs, and aid students in career
exploration.
(1) Administered by MEPCOM personnel
(a) Educational Service Specialists (ESS) will make arrangements for high school
testing.
(b) Services may need to provide 1 proctor per 40 testers

OCT 2017 2.5-1
OUTLINE SHEET 2.5
(2) PSD and Reserve Classifiers
(3) OIC of PSD or Reserve activities manages in-service re-testing.
c. Administration
(1) Test administrator will ensure:
(a) Proper ventilation, lighting, seating, temperature, security, quiet non- distracting
conditions.
(b) While still in the test room collect all material and page check test booklet
d. ASVAB Components
(1) Current ASVAB Components (Sub Tests)
(a) GS - General Science: Knowledge of physical and biological sciences
(b) AR - Arithmetic Reasoning: Ability to solve arithmetic word problems
(c) WK - Work Knowledge: Knowledge of vocabulary using words embedded in

sentences and synonyms
(d) PC - Paragraph Comprehension: Reading Comprehension
(e) NO - Numerical Operations: Speed test for addition, subtraction, multiplication

and division. (No longer will be utilized)
(f) CS - Coding Speed: Ability to recognize numbers associated with words from
table. (Can be given at MEPS as special test). Classifiers must enter CS standard
score in item 19, block 88 and 89 of the DD form 1966.
(g) AS - Auto & Shop Information: Knowledge of automobiles, shop practices, and
tool uses
(h) MK - Math Knowledge: Knowledge of algebra, geometry, fractions, decimals,

and exponents
(i) MC - Mechanical Comprehension: Knowledge of mechanical and physical

principles

OCT 2017 2.5-2
OUTLINE SHEET 2.5
(j) AO - Assembling Objects:
(k) EI - Electronics Information: Knowledge of electronics, radio, and electrical

principles
(l) VE - Verbal: Raw WK + raw PC converted to standard score
e. Test Conversion
(1) Raw scores must be converted to Standard Scores
(2) Navy Recruiting Applicants
(a) Normally done by MEPS MIRS Computer
(b) If MIRS goes down classifiers are required to verify MEPS conversion by using
tables previously found in Appendix A of the CRUITMAN-ENL
f. Computation of the AFQT
(1) Add Standard Scores of 2VE + AR + MK and convert total of Standard Scores to
AFQT Percentile using table
g. ASVAB Retest
(1) Must be on a different version
(a) Initial Retest is authorized at MEPS: One Calendar Month after initial test
(b) 2nd Retest: One Calendar Month after retest
(c) 3rd Retest: 6 Months after 2 nd retest
(2) MEPS Commander Directed Retest
(a) Immediate retest may be authorized by the MEPS Commander for:
i. Applicants tested under adverse conditions
(b) Applicants considered to have attained inflated scores through improper means

OCT 2017 2.5-3
OUTLINE SHEET 2.5
h. PiCAT. The PiCAT is an un-proctored version of the full ASVAB that currently provides
recruiters with the ability to effectively determine if applicants are qualified before
sending them to the MEPS or test site. For the PiCAT scores to be allowed for enlistment
purposes, a 25-30 minute verification test must also be completed at either he MEPS or
testing site to validate the test scores for use as the official ASVAB score of record within
30 days.
i. Armed Forces Classification Test (AFCT). The AFCT is a version of the ASVAB that is
administered to service members, and is designed to potentially improve their
qualifications and options for career choices. The following will apply:
(1) Members desiring to retest must meet all of the following criteria:
(a) A legitimate reason for retesting (i.e., qualification for a rating conversion or
special program).
(b) At least 1 month elapsed since last ASVAB or AFCT.
(c) A valid NAVPERS 1070-604 in member’s service record.
(d) Demonstrate positive improvement in education, language, or math proficiency

by completing one or more of these requirements:
i. Gaining a high school diploma or equivalency (e.g., GED) since most recent
ASVAB or AFCT.
ii. Passing the United States citizenship test since most recent ASVAB or AFCT.
iii. Completion of Navy academic skills or functional skills course since most
recent ASVAB or AFCT.
iv. Completion of educational enhancement software courses (e.g., PLATO) in

math, English, history, science, social studies, or psychology since most
recent ASVAB or AFCT.
v. Complete a college or correspondence course in math, English, history,

science, social studies, or psychology since most recent ASVAB or AFCT.
(2) Requests shall contain justification of need for retesting (i.e., specific rating, school,
or special program) and documentation of improvement in education
(3) Additional Retesting

OCT 2017 2.5-4
OUTLINE SHEET 2.5
(a) Classification units authorized to administer the Armed Forces Classification Test
(AFCT) may locally approve/disapprove all retest request, provided 1 month has
expired and sailor had documented evidence of higher education
j. Navy Performance Test (Typing Test).
(1) Administered for potential Legalman candidates.
(a) Must attain 40 words per minute
(b) 5 minute practice test followed by 5 minute actual test
k. Defense Language Aptitude Battery (DLAB). The DLAB measures ability to learn a
foreign language (CTI/CTIN). It is:
(1) Administered by
(a) MEPCOM personnel
(b) NRD Test Control Officer
(c) PSD Classifiers
(d) NRD Classifiers
(e) NRD CPO’s
(2) DLAB Retest
(a) Authorized after 6 months per USMEPCOM regulation 611-1
l. Defense Language Proficiency Test (DLPT). The DLPT is a battery of foreign language
tests produced by the Defense language Institute and used by the DoD. The following
applies to the DLPT:
(1) Measures previously attained foreign language skill
(2) Requirement for Cryptologic Technician Interpretive (Native Speaker) (CTIN)
(3) Reading & Listening skills
(4) Takes approximately 4 ½ hours to administer

OCT 2017 2.5-5
OUTLINE SHEET 2.5
(5) Administered by:
(a) MEPCOM personnel, RTC, or PSD Classifiers
m. Navy Advanced Placement Test (NAPT). The NAPT is a two-hour, supplementary test
for potential Nuclear Field (NF) applicants who do not qualify based solely on ASVAB
line scores. NAPT scores are valid for two years. The Navy administers the NAPT to
prospective applicants when they meet any of the following minimum pre-screening
criteria:
(a) Score 65 or higher on the AFQT.
(b) Rank in the top one-third of their high school class.
(c) Maintain a “C” average or better in one year of algebra.
(1) The following personnel are authorized to administer the test if designated in writing:
(a) Test Control Officer (TCO)
(b) Assistant Test Control Officer (ATCO)
(c) Enlisted Classifier (PN-2612 or 9586)
(d) Navy Education Service Specialist (ESS)
(e) CPO’s or above (Not authorized to Grade)
(f) E-6 or above Nuclear Field Coordinators (Not authorized to Grade)
(2) Administration
(a) Test monitor must remain in the room with at the applicant during the test at all
times
(b) Only certain types of calculators are authorized
(c) Prior to leaving the test room
i. Page check test booklet for stray marks and missing pages
ii. Collect all scratch paper

OCT 2017 2.5-6
OUTLINE SHEET 2.5
(d) Grade test twice for accuracy. Do not mark on the answer sheets. This creates an
illegal answer key
(e) Refrain from using language that indicates “failure”
(3) NAPT Applicant Log
(a) Must maintain a logbook to enter data on each applicant tested
(b) Shall be secured in safe. THIS IS YOUR OFFICIAL RECORD
(4) Open/Closure Log
(a) Keep log on the Outside of the safe
(b) “Safe not Opened” entry required for any work day the safe is not opened
(c) No entry required for holidays and weekends
(d) Gundecking the inventory is the #1 reason people get in trouble
(5) Road Test
(a) You can administer the NAPT outside of the MEPS, but never leave the test
unattended
(6) Retesting
(a) Approval required from the CO, NRD, no earlier than 90 days from initial test.
(b) Must sight evidence of additional academic achievement in math or science

(Courses must be satisfactorily completed before retest may be authorized)
(c) Initial score required: 40 or above
(d) Retest score required: 55 or above
(e) NF type 1 waiver request for Eligibility Determination to DCNO (N133D) via
NRC (Code 333) required
(f) Scores expire after 2 years and at that time is once again considered an initial
NAPT

OCT 2017 2.5-7
OUTLINE SHEET 2.5
3. Security of Navy Supplemental Test and Test Material
a. Test must be stored in large metal file cabinets with a locking bar or a large multi-drawer
safe equipped with tri-combination locks
b. Answer key May Not be stored in Navy Recruiting Stations
c. NAPT’s & scoring keys will be serially numbered & administered on a rotating basis
d. Safe combination and changing
e. Safe Access Card
f. Sub Custody of Test Material from TCO
4. Requesting and/or Transmitting Test Material
a. Replacing Materials
(1) Request are submitted via the Chain of Command to:
(a) DCNO (N133D)
(2) Mailing Materials
(a) Transmit as follows:
i. By registered mail
ii. Double wrapped, tape sealed
iii. Taped on top, bottom and all sides
iv. Inner and outer envelope must reflect address of sending & receiving
commands
v. Inner envelope marked with “TO BE OPENDED BY” entry
b. NAPT material must be plainly marked on the inner wrapper: “To be opened by
individuals authorized to handle NAPT test material by Deputy Chief of Naval
Operations (N133D)”

OCT 2017 2.5-8
OUTLINE SHEET 2.5
c. DLAB Material must be plainly marked in the inner wrapper: “For Official Use Only
Test Material To Be Opened By Test Control Officer Only”
d. Scored answer sheets and scratch paper from NAPTs administered are forwarded on a
monthly basis to the TCO. Either hand delivered or mailed per same guidelines as
discussed earlier for mailing test. Scored answer sheets are retained by the NRD for six
months.
5. Test Loss or Compromise
a. Immediate notification required
b. Look for a missing test and ask other personnel with safe access before notifying the CO
c. A letter report with all the circumstances surrounding the loss or compromise must follow
up the initial phone call
d. An investigation is always required when there is a loss or compromise
e. Definitions of test loss or compromise are contained in the CRUITMAN-ENL
6. Destruction of Test and Test Material
a. Test materials are used repeatedly. When so worn or defaced as to be unfit for further use,
transmit material as specified per CRUITMAN-ENL.
(1) Forward NAPTs to DCNO (N133D) for disposition
(2) Forward DLABs to NETPDC (N3217) for disposition
8. Application
b. Apply knowledge in daily Navy Recruiting Command activities.
9. Evaluation
a. CBT
10. Assignment

OCT 2017 2.5-9
OUTLINE SHEET 2.5
a. None

OCT 2017 2.5-10
TOPIC OUTLINE 3.0
Recruit Quality Assurance Team (RQAT) Brief
Terminal Objective:
3.0.0 Describe the purpose of the Recruit Quality Assurance Team.
None
Topic Outline:
1. Introduction.
2. Receive RQAT Briefing.
4. Application
5. Evaluation
a. CBT
6. Assignment
a. None

JAN 2017 3.0-1
OUTLINE SHEET 3.1
ENLISTED PROGRAMS
Terminal Objective:
3.1.0 Identify the Navy's enlisted programs and identify the eligibility requirements per the
Classifier Fact Sheets and the CRUITMAN-ENL.
3.1.1 List the various enlisted programs..
3.1.2 Identify the specific eligibility requirements in each program.
3.1.3 Identify several key benefits in each program..
Topic Outline:
1. Introduction. Understanding the Navy's Enlisted Programs is vital to providing guidance to

our customers. We will learn from the book and from each other. All our shared experience
is much greater than any one alone. You will teach yourselves!
2. Nuclear Field Program. This program enlists personnel in the Active Duty Navy with a
Nuclear Field (NF) designation and guarantees entry into a Class “A” School that prepares
the enlistee for further NF Program training. The program includes training of naval nuclear
propulsion plant operators for both the nuclear submarine and nuclear surface ship
operational and support programs. The majority of NF personnel will volunteer for
submarine duty however; nuclear surface ship requirements must also be met. Classifiers
must inform NF Program applicants of the opportunities provided to them and the
importance of their enlistment in this program.
a. Qualifications. All applicants must meet the following requirements:
(1) HSDG Required. Applicants for the NF Program must be a HSDG and coded as
“12L”.
(2) High School/College Transcripts. NF candidates must provide complete high school
and college (if attended) transcripts.
(3) Algebra. Applicants must have completed one year of high school or college level
algebra.
(a) No Final Mark. Applicants whose academic transcript indicates semester or

quarter hours but no final mark for algebra except in the case where all quarter or
semester marks indicate a full “C” or higher.

OCT 2017 3.1-1
OUTLINE SHEET 3.1
ENLISTED PROGRAMS
(b) Numeric Grade. Applicants whose academic transcript indicates a numerical

algebra grade without providing a number-to-letter conversion scale.
(c) New York High Schools. For applicants who attended high school in the State of
New York, the first course in the Sequential Mathematics Series is considered
equivalent to high school Algebra I.
(d) Algebra Equivalents. Some States or educational institutions may have courses
which are the equivalent of a full year of algebra but are identified by another
descriptor.
(4) Motivation for Academic Study. Enlistment in the NF program will be denied to
applicants who actively express a strong dislike for math and physics.
(5) Eligibility.
(a) Character. Because of the nature of the NF Program, good character is required.
(b) Drug Usage. Refer to Volume II for program eligibility.
(c) Citizenship:
i. Must be U.S. citizen.
ii. Applicants holding dual citizenship are not eligible while retaining the foreign
citizenship. They must formally renounce their foreign citizenship.
(d) RTC Medical Screening. Applicants must sign the NAVPERS 1070/613 (Nuclear
Field Medical Statement of Understanding) acknowledging that RTC will conduct
a comprehensive medical screening and physical to determine eligibility.
(e) Financial. Applicants must have a clear financial record. Applicants answering
“Yes” to any questions from 33 through 39 on the EPSQ must submit a NF Type
2 waiver.
(f) Age. Applicants must be younger than 25 years of age by shipping date.
(g) Navy Advanced Placement Test (NAPT).
b. Apprenticeship. All applicants shall be enlisted in the Fireman Apprenticeship.

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ENLISTED PROGRAMS
c. Term of Enlistment. Applicants must enlist in the U.S. Navy for four years and
concurrently execute a NAVPERS 1070/621 Agreement to Extend Enlistment for 24
months.
d. Entry Paygrade. All accepted applicants are enlisted in paygrade E3 upon entry onto
active duty. Advancement to paygrade E4 is authorized only after enlistees complete all
advancement in rate requirements (to include minimum TIR) and Class “A” School
provided they maintain eligibility.
e. Ratings. All enlistees will attend the NF Class “A” School for training in one of the
following ratings: Electronics Technician (ET), Electrician’s Mate (EM), or Machinist’s
Mate (MM). Enlistees are not guaranteed a specific Class “A” School unless previously
approved by DCNO (N133D). Ultimate assignment to a specific school is based upon
the needs of the Navy and, if possible, the enlistee’s personal desires.
f. Training Cycle. Enlistees are normally assigned to NF Class “A” School after
completion of Recruit Training, NAVET Classification and Outfitting at Recruit
Training, or OSVET training, as applicable. The normal training cycle is:
(1) Recruit Training (Great Lakes, IL).
(2) NF Class “A” School (Charleston, SC).
(3) Basic Nuclear Power Course at Nuclear Power School (Charleston, SC).
(4) Nuclear Propulsion Plant Operator Course at Nuclear Power Training Unit (Ballston
Spa, NY or Charleston, SC). Selected graduates of mechanical operator training are
given additional training as Engineering Laboratory Technicians (ELT) or Propulsion
Plant Operator Welders.
g. Duty Assignment. After prototype training, nuclear propulsion plant operators are
assigned to duty per the needs of the Navy.
3. Advanced Electronics Field (AEF)/Advanced Technical Field (ATF). The AEF/ATF

Program Options are incentives for enlistment into the Regular Navy and provide Class “A”
School, advancement to paygrade E2, and advanced training of various lengths.
a. Qualifications. Applicants must meet the following requirements:
(1) Education. Must be HSDG or HSG.
(2) Character. Refer to Article 010210 for specifics.
(3) Age. Must meet BEERS age requirement with the exception of submarine volunteers

OCT 2017 3.1-3
OUTLINE SHEET 3.1
ENLISTED PROGRAMS
who must not have reached 30 years of age at the time of enlistment.
b. Security screening for CTT/CTI/CTN/IS/IT ratings. Applicants for these ratings must
qualify for a Top Secret clearance with access to Sensitive Compartmented Information
(SCI). Candidates must be of excellent character, and of unquestioned loyalty to the
United States. Additionally, their family members and persons to whom the individual is
bound by affection or obligation must not be subject to duress by a foreign power.
Applicants whose background does not meet required criteria will fail to meet SCI
eligibility requirements and must not be considered for CTT, CTI, CTN, IT, or IS.
c. Term of Enlistment. Applicants will enlist for four years and concurrently execute an
agreement to extend their enlistment for 24 months.
d. Entry Paygrade. All applicants are enlisted in paygrade E1 and are authorized
advancement to E2 upon completion of recruit training; and advancement to E3 is
authorized only after all advancement in rate requirements (including TIR).
Advancement to E4 is authorized only after completion of all advancement in rate
requirements (including minimum time in rate) and Class “A” School.
e. Training Cycle. AEF/ATF Program training is categorized by two phases:
(1) Initial Skill. Phase I training includes appropriate preliminary training (e.g., Electrical
Electronic Communications and Radar (EEC&R), submarine school, and the
respective Class “A” School training (which varies in length by rating). Members
must successfully complete Phase I training to remain eligible for AEF/ATF Program
continuation. The respective Class “A” School curricula are basic to the rating and
not specialized for these programs.
(2) Advanced. Phase II (advanced) training consists of at least Class “C” School for the
AEF-AECF, CTI, CTN, CTT, IT, IC, IS, MT, and STG ratings. All Class “A” School
graduates who maintain qualifications for the AEF/ATF Program are assigned to
advanced training.
4. Warrior Challenge Program. The Warrior Challenge program offers qualified applicants an
opportunity to serve in one of the following ratings or programs: Special Warfare Operator
(SO), Special Warfare Boat Operator (SB), Explosive Ordnance Disposal (EOD), Navy
Diver (ND); Aircrew Rescue Swimmer (AIRR), or the Underwater Construction Team
(UCT) Construction Diver. The applicant will select one of the Warrior Challenge Program
ratings or programs based on his/her qualifications and interests.
(1) Gender. The SO and SB Options are open to male volunteers only. The EOD, ND,
UCT, and AIRR Options are open to both male and female volunteers.

OCT 2017 3.1-4
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ENLISTED PROGRAMS
(2) Age. Applicants requesting the SO option must be 28 years of age or less at time of
enlistment. Those requesting the EOD, ND, SB, or AIRR options must be 30 years of
age or less at time of enlistment. Applicants requesting the UCT option must be 27
years of age or less at time of enlistment.
(3) Character. Applicants must be security clearance eligible and possess the basic
integrity and loyalty necessary to be considered trustworthy for access to classified
information.
(4) Education. Open to HSDG and HSG only.
(5) Physical. Applicants must volunteer for diving duty for the SO, EOD, ND, and UCT
options. Must be made aware that their physical examination will be re-verified for
diving duty eligibility.
(6) Physical Fitness. Applicants must pass the Physical Screening Test (PST) prior to
being classified into SO, SB, EOD, ND, and UCT ratings or program. AIRR
program applicants must pass the PST within 90 days after DEP-in. Failure to pass
the AIRR PST within 90 days of DEP-in requires mandatory classification into
another rating/program for which qualified.
(7) Drug Usage. Due to the inherently hazardous nature of these programs, use of illegal
or controlled substances are grounds for disapproval.
b. Training Cycles.
(1) USN enlistment assigns recruits to SO, SB, EOD, and ND Class “A” Schools and
follow-on training. These personnel transfer from one phase of training to the next
without undue delay. Assignment to Class “A” Schools (BUD/S, BCT, EOD Prep,
and ND Prep courses) will normally be made immediately after completing Recruit
Training and required preparatory training courses. Follow-on training is contingent
upon the member successfully completing Class “A” School and will be determined
by community requirements.
(2) USN or USNR (FTS) enlistment will provide assignment to the Aviation Warfare
Systems Operator (AW) Class “A” School following completion of Rescue Swimmer
(RSS) and Naval Aircrew (NACCS) training. Trainees are normally assigned to
Class “A” School immediately after completion of RSS and NACCS. The normal
training cycle is:
(a) RTC (Great Lakes, IL)

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OUTLINE SHEET 3.1
ENLISTED PROGRAMS
(b) NACCS (Pensacola, FL)
(c) Rescue Swimmer School (RSS) (Pensacola, FL)
(d) Class “A” School (Pensacola, FL)
(e) Survival Evasion Resistance Escape (SERE) School (San Diego, CA or

Brunswick, ME)
(f) Fleet Replacement Squadron (FRS) (locale depends on aircraft type)
(g) Initial squadron assignment
c. Term of Enlistment. SO, SB, EOD, ND, and AIRR applicants enlist for four years and
concurrently execute two separate Agreement to Extend Enlistment (NAVPERS
1070/621 or NAVPERS 1070/622) for 12 months each. UCT applicants enlist in the
U.S. Navy for four years and execute an Agreement to Extend Enlistment (NAVPERS
1070/621) for 12 months.
d. Advancement. Applicants accepted for the SO, SB, EOD, ND, and AIRR Options shall
be enlisted in paygrade E1 with accelerated advancement to E2 upon successful
completion of Recruit Training. Accelerated advancement to E4 is authorized only after
the recruit completes BUD/S, EOD, BCT, ND, and RSS training.
5. Submarine Programs. Submarine Programs include AEF/MT, ATF/ITS, SECF, MMS, CSS,
LSS, and YNS. Applicants must exhibit the highest standards of personal conduct and
reliability involving the operation and maintenance of a nuclear powered submarine.
(1) Vision. With the exception of CSS, LSS, and YNS, applicants must have normal
color perception.
(2) Gender. Open to male applicants only.
(3) Age. Must be 30 years of age or less at time of accession.
(4) Submarine Volunteer. Applicants must volunteer for duty in submarines by signing
the NAVPERS 1070/613 Volunteer for Submarine Duty
(5) Physical. Applicants must be physically qualified for submarine duty. The MEPS
physical is acceptable for initial entry, however applicants must be advised that they
will be physically re-screened at RTC and Submarine School.

OCT 2017 3.1-6
OUTLINE SHEET 3.1
ENLISTED PROGRAMS
(6) Character. Applicants must demonstrate maturity and emotional/mental stability.
(7) Clearance. Applicants must be security clearance eligible.
b. Rating Programs. Submarine applicants will enlist in the AEF/MT, or SECF programs,
or the MMS, YNS, CSS, LSS ratings.
c. Homeport Guarantee. CSS applicants are eligible for the Homeport Guarantee Program.
6. Professional Apprenticeship Career Track (PACT) Program. This program provides

applicants a USN enlistment without a guaranteed Navy Class “A” School. PACT is
designed to enlist Sailors into a monitored general apprenticeship program that provides
apprentice level formal training and on the job training leading to a viable career field within
two years on board their first permanent duty station. There are three authorized career
tracks within the PACT Program: Surface/Seaman (S-PACT), Aviation/Airman (A-PACT),
and Engineering/Fireman (E-PACT). The PACT Program has replaced the General Detail
(GENDET) Program.
a. Qualifications. All applicants for the PACT Program must be BEERs qualified. The
following additional requirements also apply:
(1) Applicants enlisting in the Airman (A-PACT) apprenticeship must have normal color
perception, normal depth perception, and vision correctable to 20/20.
(2) Applicants enlisting in the Fireman (E-PACT) apprenticeship must have normal color
perception.
b. Term of Enlistment. All applicants are enlisted for four years active duty.
7. School Guarantee Program (SGP). The SGP guarantees formal training in a specific program
or rating. Several ratings consistently experience a supply of potential enlistees greater than
the Navy’s need. The active service requirements vary with the popularity of individual
ratings.
a. Qualifications. SGP applicants must meet enlistment eligibility requirements delineated

in Volume II of the CRUITMAN-ENL, and the specific school requirements contained in
Volume IV, Exhibit 010601 of the CRUITMAN-ENL.
(1) Education. HSDG status is required for many ratings.
(2) Prior Service. NAVET applicants not eligible for reenlistment in their previous rating
must access via PRISE III. OSVET applicants with MOSs not directly convertible to
Navy rating are eligible for enlistment in the SGP program.

OCT 2017 3.1-7
OUTLINE SHEET 3.1
ENLISTED PROGRAMS
(3) Character. SGP applicants should exhibit the highest standards of personal conduct,
reliability, and moral character. Ratings requiring Personnel Security Screening
Questionnaire (PSSQ) or security clearances prior to Class “A” School attendance
will have more stringent character requirements.
(4) Citizenship. Many ratings require U.S. citizenship. No waivers are authorized.
(5) Mental Aptitude. Applicants may be granted an ASVAB line score waiver in cases
where particular aptitude is shown for a rating and they are exceptional candidates.
Classifiers must use discretion in recommending waivers and waivers must only be
submitted when an applicant indicates a high degree of motivation and the test scores
reflect a lack of previous experience or exposure that can be overcome by instruction.
b. Term of Enlistment. Enlistment terms are for four years unless otherwise specified.
c. Apprenticeship. Applicants will be enlisted in the appropriate apprenticeship for the

rating/program with the exception of applicants enlisting in Construction ratings.
Construction rating applicants shall be enlisted into the Seaman Apprenticeship.
d. Security Screening.
(1) Electronic Personnel Security Questionnaire (EPSQ). This questionnaire is required

for all applicants. Classifiers must ensure the EPSQ is completed and administer the
PSSQ when an applicant considers enlisting into a rating requiring a SSBI. Pay
special attention to completion of the “Relative and Associates” item in the EPSQ.
(2) Interview. When interviewing CT, IS, IT, and PRP (MT) applicants, scrutinize
responses regarding financial responsibility, drug use history, and criminal record
since these past activities could be targeted for potential blackmail. Former members
of the Peace Corps are ineligible for the above ratings.
(a) A NAVCRUIT 1133/121 (Summary of Rights Under the Fair Credit Reporting
Act and Credit Check Release Consent) is required for each applicant applying for
an INTEL rating.
8. Naval Aircrewman Program. This is a six-year enlistment program guaranteeing an initial

flying assignment as a flight crewmember in fixed wing or helicopter aircraft and provides
for training via Class “A” School. Applicants undergo some of the most demanding physical
training offered by the military services. Recruits must volunteer for duty involving flying,
be capable of passing a Class II swim test, and pass an aviation flight physical. Applicants
must be advised that their MEPS physical examination will be re-verified at RTC and Naval
Aircrewman Candidate School (NACCS).
a. Qualifications. Applicants must meet all enlistment eligibility requirements specified in

OCT 2017 3.1-8
OUTLINE SHEET 3.1
ENLISTED PROGRAMS
Volume II of the CRUITMAN-ENL and the following additional requirements:
(1) ASVAB. Applicants must have a minimum score of VE+AR+MK+MC=210 or

VE+AR+MK+AS=210.
(2) Age. Applicants must be 30 years of age or less at the time of enlistment.
(3) Physical Fitness. Applicants must pass the Navy’s Physical Readiness Test (PRT)
with a score of satisfactory-medium for their age and gender. They must read and
sign an Aircrewman Statement of Understanding which outlines the physical
requirements to commence and graduate from NACCS.
(4) Drug Usage. Use of illegal or controlled substances is cause for application
disapproval due to the inherently hazardous nature of this program.
(5) Education. Must be a high school graduate.
b. Security Clearance. Applicants must have citizenship and character requirements to be

granted a SECRET clearance, and meet reliability standards for assignment to the
Personnel Reliability Program.
c. Training Cycle. The normal training cycle is:
(a) Recruit Training (Great Lakes, IL)
(b) Naval Aircrew Candidate School (Pensacola, FL)
(c) Class “A” School (Pensacola, FL)
(d) Survival Evasion Resistance Escape (SERE) School (San Diego, CA or

Brunswick, ME)
(e) Fleet Replacement Squadron (FRS) various locales)
(f) Initial squadron assignment (various locales)
d. Term of Enlistment. Applicants enlist in the USN or FTS Program for four years and
concurrently execute an Agreement to Extend Enlistment (NAVPERS 1070/621 or
NAVPERS 1070/622) for 24 months.
e. Entry Paygrade. All accepted applicants are enlisted in Paygrade E1. Naval Aircrewman
Program personnel are authorized accelerated advancement to paygrade E4 upon
successful completion of FRS training, and award of the appropriate Aircrewman NEC
designation.

OCT 2017 3.1-9
OUTLINE SHEET 3.1
ENLISTED PROGRAMS
f. All applicants must read and sign NAVPERS 1070/613 Aircrewman Program Statement
of Understanding. Classifiers must sign as witness. This document must be filed in the
enlistment kit for forwarding to RTC upon the member’s shipping.
9. Full Time Support Program. Formerly known as the TAR Enlistment Program (TEP), this
program provides for a first enlistment in the Navy Reserve. Recruits are guaranteed Class
“A” School training followed by a continuous tour of active duty at a Navy Operational
Support Center (NOSC). Applicants enlisting in HM, YN, PS, or LS ratings may be assigned
to duty at either a Navy Air/Surface Activity or the Navy Reserve Force (NRF) (which
includes ships, squadrons, and maintenance facilities). Applicants enlisting in EM, HT,
AECF, or IC rating/program may be assigned to duty with a ship, squadron, or maintenance
facility. Applicants must be briefed concerning the above duty assignment before
enlistment.
a. Qualifications. Applicants must meet all enlistment eligibility requirements set forth in
Volume II and rating-specific requirements delineated in Volume IV of the
CRUITMAN-ENL.
(1) Education. HSDG (Tier I) applicants are preferred. HSG (Tier II) are eligible per
criteria outlined in Volume IV of the CRUITMAN-ENL.
(2) Prior Service. This program is not authorized for prior service veterans or members
of any Reserve Component.
b. Term of Enlistment. Enlistment is for a total Military Service Obligation (MSO) of eight
years with active duty obligations as follows:
(1) Six years. AECF (ET), and AIRC.
(2) Five years. HM, AME, AO, BM, CS, EM, and LS
(3) Four years. AD, AM, AS, AV (AE or AT), AZ, DC, HT, IC, IT, MR, PR, PS, and
YN.
c. Entry Paygrade. Applicants will be enlisted in paygrade E1.
10. New Accession Training (NAT) Program. Formerly known as Non-Prior Service Basic
(NPSB), NAT is designed to reduce critical Selected Reserve (SELRES) manning shortfalls.
NAT-specific ratings are identified and regularly revised via current goaling directives. The
NAT Program allows for the accession of Non-Prior Service (NPS) personnel to complete
basic training, rating-specific Class “A” School, and affiliation as SELRES with the Navy
Operational Support Center (NOSC) closest to their permanent residence.

OCT 2017 3.1-10
OUTLINE SHEET 3.1
ENLISTED PROGRAMS
a. Qualifications. Applicants must meet all enlistment eligibility requirements delineated in
Volume II and rating-specific requirements delineated in Volume IV of the
CRUITMAN-ENL.
(1) Education. HSDG (Tier I) applicants are preferred. HSG (Tier II) are eligible per
criteria outlined in Volume IV of the CRUITMAN-ENL.
(2) Prior Service. This program is not authorized for prior service veterans or members
of any Reserve Component. The only exception is for applicants that have served in
the armed forces, but were released from such service before completing the basic
training requirements of the armed force of which the person was a member and their
service was characterized as either honorable or uncharacterized. These applicants
may be enlisted into the NAT program.
b. Term of Enlistment. Enlistment is for a total Military Service Obligation (MSO) of eight
years with six years in SELRES status, and the final two years in the Individual Ready
Reserve (IRR).
c. Entry Paygrade. Applicants are enlisted in paygrade E1 in the Seaman Apprenticeship

and will be converted to the appropriate apprenticeship, if necessary, upon successful
completion of the assigned Class “A” School.
d. Processing. The following applies:
(1) Applicants must sign NAVCRUIT 1110/112 (New Accession Training Program
Statement of Understanding), NAVCRUIT 1133/52 New Accession Training Reserve
Program Enlistment Guarantees, and NAVRES 1570/2 (Satisfactory Participation
Requirements).
(2) Classifiers must use NAVCRUIT 1133/52 New Accession Training Reserve Program
Enlistment Guarantees and the appropriate incentive program written agreement to
outline NAT enlistment guarantees.
(3) Classifiers shall ensure that applicants understand the content of NAVCRUIT
1110/112, they are enlisting into a Navy Reserve (USNR) program, and they will
have a six-year SELRES drill obligation.
e. Enlistment Bonus. Classifiers must counsel applicants that if accepted as an accession to

the Active Component (USN) during their initial NAT enlistment it will result in a pro-
rata recoupment of any EB received, which could result in a financial hardship to the
member.
11. Loan Repayment Program (LRP).

OCT 2017 3.1-11
OUTLINE SHEET 3.1
ENLISTED PROGRAMS
a. Applicants must meet the following criteria to be eligible for the LRP:
(1) Non-Prior Service.
(2) High School Diploma Graduate (HSDG) (Tier I).
(3) Achieve a minimum AFQT score of 50.
(4) Qualify for and enlist in one of the LRP qualifying ratings.
b. Qualifying Loans. Existing education loans must meet all of the following requirements
in order to qualify for repayment:
(1) Must have been made towards the education of the applicant.
(2) Must qualify under part B, D, or E of Title IV of the Higher Education Act of 1965.
Unless the recruit is listed as the student on Parent Loans for Undergraduate Students
(PLUS), this type of loan is ineligible.
(3) Must have been made after October 1, 1975 and before the applicant’s active duty
service date.
c. Application and Approval. The LRP application is complete when the applicant selects
the LRP option during the classification process, and provides all required items on the
LRP Checklist to the NRC LRP Coordinator for final approval and enrollment into LRP.
Applications are due within 60 days of DEP enlistment.
d. Benefits. The U.S. Navy will pay the lesser of the original loan amount or the unpaid
principle balance at the time of accession (not to exceed $65,000).
e. Loan Deferment/Forbearance. Enrollment in the LRP is not an exemption from loan

repayment obligations. Since LRP payments cannot start until the member has
completed one year of service, they may elect loan deferment or forbearance to prevent
defaulting on loans.
12. Enlistment Bonus Program. The purpose of the Enlistment Bonus (EB) is to channel
enlistments in ratings/programs with chronically inadequate volunteer levels, extend
enlistments beyond the four-year obligation, interest applicants that have postsecondary
education, and provide incentive for members to complete training pipelines having
historically high attrition rates.
a. Eligibility. Applicants must be HSDG or HSG status.
b. Term of Enlistment. Applicants in the PACT program, NF, 5YO SECF, and other six

OCT 2017 3.1-12
OUTLINE SHEET 3.1
ENLISTED PROGRAMS
years obligation programs do not need to sign a 12-month extension for electing the EB
incentive. All other applicants must execute a NAVPERS 1070/621 (Agreement to
Extend Enlistment) or a NAVPERS 1070/622.
c. Administrative Procedures. Classifiers are required to have all applicants accepting EB,
EBCC, and/or EBLP read, sign and date a Statement of Understanding (NAVCRUIT
1133/102) and the NAVCRUIT 1133/52 applicable to the applicant’s particular
rating/program and incentive selection. The Statement of Understanding is necessary to
make the applicant and pay personnel aware of the method of payment. The NAVCRUIT
1133/52 and NAVPERS 1070/621 or NAVPERS 1070/622 are required to document,
among other things, the term of service and the maintenance and termination of the
bonus.
13. Advanced Paygrade Program. All Active Component (AC) and Reserve Component (RC)
non-prior service applicants are enlisted in paygrade E1 unless they qualify for enlistment in
paygrade E2 or E3 by meeting one of the advanced paygrade qualifications listed in this
Section. Enlistment in an advanced paygrade based on a combination of two or more of
the advanced paygrade qualifications is not authorized (e.g., combining college credits
with referrals, combining Junior Reserve Officer Training Corps (JROTC) participation with
referrals, combining Sea Cadet experience with vocational training). Retroactive
advancements are not authorized therefore, eligibility must be determined and all
necessary documents presented before enlistment. Requests for advancement after enlistment
cannot be approved by NAVCRUITCOM.
a. College Credits
(1) Criteria. Persons who have satisfactorily completed 24 semester hours or 36 quarter
hours of college credits may be enlisted in paygrade E2. Applicants who have
satisfactorily completed 48 semester hours or 72 quarter hours of college credits may
be enlisted in paygrade E3.
(2) Verifying Eligibility. Either official transcripts or student copy transcripts may be
used to verify advanced paygrade eligibility providing there is no evidence of any
transcript tampering.
b. Navy Sea Cadet Corps. Applicants from the Navy Sea Cadet Corps may be enlisted in
paygrade E2 or E3 provided they present conclusive evidence that all the following
conditions have been met:
(1) Completed indoctrination training at a Naval Training Center or an approved Navy

activity.
(2) Completed the approved curriculum and reached paygrade E2 or E3 in the Navy Sea
Cadet Corps Program.

OCT 2017 3.1-13
OUTLINE SHEET 3.1
ENLISTED PROGRAMS
(3) Must not have reached 24 years of age on the date of enlistment.
c. Junior ROTC Program. Applicants who are accepted for enlistment, and who provide
evidence of successful completion of two years of any Junior ROTC Program are entitled
to enlist in paygrade E2. Those applicants who have been awarded a certificate of
successful completion of three years of any Junior ROTC Program, under any military
department, are entitled to be enlisted in paygrade E3 upon presentation of the
completion certificate or high school transcripts showing successful completion.
d. Scouting. Applicants who provide evidence of successful completion of Eagle Scout or

the Girl Scout Gold Award requirements are entitled to be enlisted in paygrade E3.
(Certificate must be the official award certificate issued by the Boy/Girl Scouts of
America).
14. Navy Music Program. The Navy Music Program provides for both DEP and immediate
enlistment/reenlistment of qualified applicants with guaranteed training for ultimate
assignment to official Navy Fleet Bands.
a. Eligibility.
(1) The applicant’s musical qualifications are determined by an on-site performance

audition.
(2) Contact the nearest official Navy Band to schedule an audition. Audition sites are
listed the CRUITMAN-ENL.
(3) Applicants must demonstrate competent performance ability on a major instrument,

and basic knowledge and performance ability on secondary instruments, where
required.
(4) Applicants must demonstrate a working knowledge of major and minor scales,
common signatures, and fundamental music notation and terminology. All applicants
are required to perform at least one solo of their choosing. Vocalist/Entertainers will
perform the National Anthem and six prepared pieces of different styles chosen from
a provided list.
b. Entry Paygrade. Authorized E2 upon entry onto active duty.
15. Direct Procurement Enlistment Program (DPEP). DPEP provides for the enlistment of
applicants with civilian acquired postsecondary vocational/technical training and/or
significant work experience. DPEP requirements apply to both Active and Reserve
Component applicants except where Component-specific criteria are identified.

OCT 2017 3.1-14
OUTLINE SHEET 3.1
ENLISTED PROGRAMS
a. Eligibility. Applicants must meet all basic enlistment and specific program/rating
eligibility requirements.
(1) ASVAB. Applicants must meet ASVAB line score eligibility for entry into the
requested rating.
(2) Prior Service. Open to non-prior service and prior service. Personnel currently under
a Navy Selective Reserve (SELRES) contract are ineligible. Skills obtained through
previous military training and experience will be considered.
(3) Physical. Meet prescribed physical standards for Navy service and rating entry
requirements.
b. Term of Enlistment.
(1) Non-Prior Service.
(a) DPEP enlistees incur an eight-year Military Service Obligation (MSO) with a
four-year commitment for Active Component or a six-year SELRES commitment
for Reserve Component (via NAT Program).
(b) Active Component E-3 DPEP applicants may be provisionally DEP enlisted with
CNRC approval if within 180-days of completing the 2,160 hours of required
vocational/technical training.
(c) DPEP enlistees will not be considered for other rating conversion programs until
completion of their initial active duty or SELRES obligation.
(2) Prior Service. Applicants will incur a minimum four-year commitment for Active
Component or minimum three-year commitment for Reserve Component.
c. Entry paygrade.
(1) Active Component. All Active Component applicants enlist in paygrade E3 with the
appropriate rating designation. Applicants approved for paygrade E-4 through E-6
will be advanced from E3 to their approved paygrade upon completion of their
training track, per the CRUITMAN-ENL.
(2) Reserve Component.
(a) Non-prior service applicants enlist in paygrade E-3 with the appropriate rating
designation. Applicants approved for paygrade E-4 through E-6 will be advanced
from E-3 to their approved paygrade upon completion of their training track per
the CRUITMAN-ENL.

OCT 2017 3.1-15
OUTLINE SHEET 3.1
ENLISTED PROGRAMS
(b) Prior service NAVET applicants will enlist in their approved paygrade as
determined by CNRC with the exception of those previously separated in
paygrades E3 and below. These member’s must attend Petty Officer
Indoctrination Training and/or Navy Leadership Training after reporting to their
first permanent duty station if authorized DPEP enlistment in paygrades E-4
through E-6
(c) OSVET applicants will enlist in their permanent paygrade, however, they must
complete all requirements before a bonus will be paid.
17. Application
b. Apply knowledge in daily Navy Recruiting Command activities.
18. Evaluation
a. CBT
19. Assignment
a. None

OCT 2017 3.1-16
OUTLINE SHEET 3.2
Program Eligibility Determinations
Terminal Objective:
3.2.0 Determine Program Eligibility Determinations per the CRUITMAN-ENL.
3.2.1 Identify the different types of Program Eligibility Determinations.
3.2.2 Identify the levels of Program Eligibility Determinations approval authority.
3.2.3 Explain Program Eligibility Determinations documentation.
1. Introduction. Certain conduct may preclude applicants from enlistment in certain ratings
and/or program the United States Navy. As a Classifier you need to know all the conduct
deficiencies, however it's important to note that conviction is not necessarily required. You
are also more interested in whether or not the person actually committed the offense, rather
than whether or not some court was lenient or generous in how they handled/prosecuted the
offense.
2. General Information. Program Eligibility Determination’s (PED’s) allow us to enlist

applicants into ratings or programs when eligibility requirements would otherwise prevent
them from doing so. BEERS Waivers must be completed prior to the classification
interview. If any additional waiver requirements are discovered during the classification
interview, the classifier must terminate the interview and notify the EPDS or MLPO of the
discovery.
a. Consider PED’s separately from BEERs waivers.
b. PED’s are conducted telephonically unless otherwise directed.
c. Police Record checks are required for Civil PED’s.
3. PED identification: Chart civil offenses (refer to appropriate matrix) (note: remember that
parking, warning and faulty equipment tickets only apply to Nuclear Field). Refer to
information sheet 10-1.
a. Submit waiver for approval
b. Document approved waivers on DD 1966
4. Nuclear Field Program. Send requests for eligibility waivers of Nuclear Field qualification
requirements to CNRC (N33) for review and referral to DCNO (N133D). Depending on the

OCT 2017 3.2-1
OUTLINE SHEET 3.2
seriousness of the qualification deviations, Type 1, Type 2 or Type 3 Nuclear Field eligibility
waivers will be required. All NF eligibility waivers will be entered onto the Nuclear Field
Eligibility Waiver (NFEW) electronic Excel spreadsheet obtained from CNRC (N33). The
NFEW will calculate line scores to assist in determining eligibility for the Nuclear Field.
a. After all information is entered into the NFEW, the form will indicate if the eligibility
waiver will be processed as a NF Type 1, Type 2, or Type 3 eligibility waiver.
(1) Local Approval – CO, NRD
(2) Type 1 (low risk) – CNRC – basic information faxed to CNRC N313
(3) Type 2 (medium risk) – OPNAV – all applicant information is faxed to CNRC N313;
may be forwarded to OPNAV N133D for adjudication.
(4) Type 3 (high risk) – Final approval Naval Reactors
b. How do you know which type?
(1) Nuclear Field Eligibility Waiver (NFEW) Spreadsheet
(2) Excel spreadsheet available from CNRC N333
(3) The type waiver required will be automatically displayed based on information that is
entered in the spreadsheet.
c. Pre-DEP Civil Offenses: All charges, regardless of disposition, must be considered for
the nuclear field program. The following civil offenses require NF program waivers:
(1) More than 5 Minor Traffic offenses in the last two years. For Nuclear Field, we DO
count Parking, Warning & Faulty Equipment Tickets.
(2) Any offense other than one of those listed on page 357. There may be only one count
of one offense. Any combination of listed charges, or any other Non-Traffic,
Misconduct, or Major Misconduct offense requires a program waiver.
d. Civil charges while in DEP:
(1) All in-DEP offenses, except minor traffic, require a program waiver. If additional
minor traffic offenses, combined with pre-DEP offenses, exceed five charges, submit
program waiver.
e. Education: A diploma from a non-accredited high school requires a waiver.

OCT 2017 3.2-2
OUTLINE SHEET 3.2
(1) Math Grades: See page 1-1-13. If a math waiver is required, submit waiver to CNRC
N333.
f. NAPT Retest: After applicant passes retest, submit waiver to CNRC N313.
g. Drugs:
(1) Marijuana:
(a) 1 – 10 times: CNRC N313
(b) 11 times or more: DCNO N133D
Note: If applicant requires any other waivers, submit program waiver to DCNO
N133D.
(2) Other drug use: Not program eligible.
(3) One Marijuana offense: May have one possession of marijuana offense. DCNO
N133D will consider the waiver request.
h. Financial: Yes answers to EPSQ questions 33 – 39 require a program waiver.
i. Prior Service: For the purposes of the Nuclear Field program, even one day of active
service is considered prior service. Submit Type 2 waiver request to DCNO N133D.
j. Citizenship waivers are required for the following circumstances:
(1) Naturalized Citizen
(2) Immediate family, or person to whom applicant is bound by affection, resides in a

foreign country
(3) Spouse, or parent(s), stepparents, or guardians are not US Citizens
(4) Is or has been employed by a foreign country
(5) Answered yes to question 41/42 of EPSQ
5. Advanced Electronics/Technical Field.
a. Civil Offenses: See AEF/ATF civil program matrix on page 382.
b. Drugs/Alcohol Use or Offenses:

OCT 2017 3.2-3
OUTLINE SHEET 3.2
(1) Determined by the PED matrix on 224 (Vol 2).
(2) Look for specific rating
(3) If you do not find the specific rating listed, you will not need a drug or alcohol PED
for that rating
c. Examples Approval Authority:
(1) AEF/AECF - MIP Alcohol CO/XO/EPO NRD-Civil NTx1(NT)
(2) AEF/STG - Underage Drinking CO/XO/EPO NRD-Civil (NT)

NTx1; NRC Alcohol
(3) ATF/IC - Shoplifting ($400), NRC Civil NTx1 & Mx1

Disturbing the Peace
(4) AEF/CTT - Trespassing, Speeding CO/XO/EPO NRD Civil-NTx1
(5) ATF/IC - Aggravated Assault Not Program Eligible
d. CTT/CTI/IS. Review criteria on page 383.
6. Warrior Challenge.
a. Civil Offenses: See Warrior Challenge civil program matrix on page 392
b. Drugs/Alcohol Use or Offenses: Determined by the PED matrix on page 224 (Vol 2)
7. Aircrew. Similar to warrior challenge. Verify civil matrix, drug and alcohol matrix on 224.
Also verify program matrix to specific qualifications and disqualifiers to include allergies,
motion sickness, etc.
8. Submarine Programs. Similar to the Nuclear Field, submarine programs also utilize an Excel
spreadsheet for waiver determinations. Utilize the Submarine Programs Eligiblity Waiver
(SPEW) spreadsheet.
a. Civil Offenses: See Submarine Programs Civil Matrix on page 403.
b. Drugs/Alcohol Use or Offenses: Determined by the PED matrix on page 228 (Vol 2).
9. Other Programs/Ratings. If the applicant does not go into NF, AEF/ATF, Warrior Challenge,
or Submarine programs then:

OCT 2017 3.2-4
OUTLINE SHEET 3.2
a. Check school guarantee/ratings matrix
b. Check drug/alcohol matrix
c. Some ratings do not require any program waivers, such as: PS, MR, LS, EM, Seabees,
and others.
d. Documentation. Document program waivers on the DD 1966 in accordance with volume

3 guidance.
11. Application
12. Evaluation
a. CBT.
13. Assignment
a. Assignment Sheets 3-2-1, 3-2-2, & 3-3-3

OCT 2017 3.2-5
OUTLINE SHEET 3.3
Personalized Recruiting For Immediate And Delayed Enlistment (PRIDE-MOD)
Terminal Objective:
3.3.0 Explain the programs in Pride and demonstrate how to use them to enlist applicants
into the Navy.
3.3.1 Identify PRIDE programs and their functions.
3.3.2 Utilize PRIDE and VALOR skills to enlist applicants into the Navy.
1. Introduction. PRIDE MOD is an information system for accounting & controlling Navy
school program accessions. Classifiers use the PRIDE MOD system to sell ratings and
programs as well as verify a prospect’s ASVAB scores, physical limitations, occupational
interest and ability to report for training.
2. History of PRIDE. PRIDE is a DOS based program created in the 1974 that has evolved
from a rotary phone based system to the WEB based program used today. In the beginning,
classifiers would call to make reservations with NRC. Later, a one-piece combination
monitor and keyboard was used which produced a “ticker” tape of jobs and active duty dates
available. It was slow, but its size and portability allowed classifier to take it on the road if
needed. Eventually with the advent of PCs, PRIDE users could directly into the PRIDE
mainframe in Mechanicsburg, PA and use the World Wide Web (or WWW) that have
connection speeds many times faster to access this information. In April 1, 2011, PRIDE
replaced the legacy PRIDE mainframe application deployed in 1974 and will improve
enlisted applicant accession procedures and processes.
3. PRIDE Overview. PRIDE Mod provides real-time access to data in MIRS (MEPCOM
Integrated Resource System), CeTARS and RIDE and provides data to NSIPS to start the
recruits personnel record. PRIDE Mod provides a single source of data entry beginning with
the recruiter's ability to project an applicant from R-TOOLS to PRIDE Mod. PRIDE Mod in
turn, passes and receives required data from MIRS/eSOA. These interfaces will eliminate a
recruits' data being entered in three separate, stove-piped applications
4. Navy Recruiting Command Top 5 priorities.
a. Active Component Shipping
b. Reserve Component Shipping
c. Active Component New Contract Objectives

OCT 2017 3.3-1
OUTLINE SHEET 3.3
d. Reserve Component New Contract Objectives
e. Prior Service
5. PRIDE MOD Goaling Report.
a. NETCON. The NETCON (New Enlistment Contracts) provides real-time data on the
total number of net active and reserve enlistment contracts written during a 13-month
period. The following will also apply:
(1) The user may request the report to begin with current month or the month prior.
(2) It can be run for NRD or Region with NRD totals.
(3) It’s run daily to help classifiers focus on placement targets.
b. Roll in’s. The process of changing a future Sailor’s scheduled ship date to an earlier date.
c. Kill/Fill. The process of cancelling a executed contract and immediately filling that
specific seat with a qualified replacement.
6. PRIDE MOD Functions
a. ARGOAL
(1) ACCESSION CONTROL GROUP. This report is used to access and update
information stored in the Region goal file.
(a) Contain goals and RTDs by NRD, Region, and NRC for different categories by
gender, and by month.
(b) Show the openings (not specific schools) for USN/USNR seats.
(c) Availability is determined by status codes set by the Region or NRC. The status
codes are as follows:
(d) You must know if you have an opening before you sell a job! This report is
interactive with the reservation system, and updates in real time. This is only one
of several programs that must align to successfully reserve, or “buy”, a job for
your applicant. Some of the most common categories are Male USN, Female
USN, Nuke Male, and Nuke Female, and are coded as (OTQ, OTW, NFQ, NFW,
etc.).
b. QUALIFICATION PHASES

OCT 2017 3.3-2
OUTLINE SHEET 3.3
(1) Awaiting Projection
(2) Awaiting QA
(3) Awaiting Classification
(4) In DEP
c. Quality Assurance approval
d. JOB search and Buying a JOB
e. ACCESSION CODES
(1) DEP - Delayed Entry Program. DEP reservations are made for all non-prior service
applicants for whom a DEP contract is executed, regardless of when they are actually
shipped.
(2) DIR - Direct Ship. DIR reservations will be made for non-prior service applicants
who will begin active duty within 24 hours.
(3) DDD - Direct Deposit DEP. A DDD is a reservation with a signed contract that does
not count as a new contract until the applicant is converted to a DIR or DEP, typically
the first processing day of the following month.
(4) DEL - Delayed Entry. DEL reservations may be made only in cases where no
contract is executed but the applicant is fully qualified for enlistment in a specific
program (i.e., an applicant wants to discuss enlistment options with their parents).
DEL reservations will not be held in PRIDE for more than three calendar days or the
last day of the current month (normally mission day), whichever occurs first.
(5) DER - Delayed Entry Reserve Program. Reservations for all prior service and
Reserve Component members must be made via the DER program regardless of
whether an approved DD Form 368 is obtained. An approved DD Form 368 must be
obtained prior to shipping all reservists (all services), National Guard, or Air National
Guard members. Selected Reserve members enlisted via the DER option are required
to continue drilling with their respective units until they are accessed/gained. A DER
reservation is converted to DIR upon accession.
(6) Delayed Entry Full (DEF) Kit Waiver Program. The DEF Program allows provisional
DEP enlistment based on a NAVCRUITCOM (N32) determination while the full kit
is in process at NAVCRUITCOM. The NRD must reserve a ship date at least 45
days from the processing date and shall receive an approved NRC waiver prior to

OCT 2017 3.3-3
OUTLINE SHEET 3.3
shipping the member. Once the seat is reserved, it becomes a permanent part of the
system and can be accessed through a program called GETREC
7. PRIDE MOD Reports.
a. NETREP: This report is a combination of all active duty Navy programs (including
active duty Navy Reserve programs). These add up to your Shipping Goal. Your
Shipping Goal changes every month according to DEP Slope Target (DST). Your
NETREP or Shipping Goal will be the net of what you started the month plus (or minus)
your DST for that month.
b. SOLD. The SOLD report is used to display all enlistment reservations made under a
particular Team Code. The program will display a one line listing of each un-confirmed
or un-cancelled enlistment reservation under the particular Team Code entered. This
report is one of several that will be run at the close of business each day to ensure each
new contract is listed
c. UNSOLD. The UNSOLD report is used to display all enlistment reservations that have
been cancelled under a specific Team Code and within a specific period of time. Unlike
the SOLD report, there are no restrictions on the length of the period specified by the
user. For each cancellation the report will display three lines of information. This report
is will be run along with the SOLD at the close of business each day to ensure each new
contract is listed. .
d. GETREC. The GETREC (Get Record) report provides a history of all reservations under
a particular SSN, including those that have been cancelled. It is used to display the
contents of a recruit’s enlistment reservation record. The records can be retrieved by
using SSN under which the reservation was made. Classifiers MUST put a copy in
applicant’s residual file. .
e. SHIPPING REPORT. The SHIPPING report is used to record in the reservation record
the date on which a new recruit actually ships to Recruit Training Center (RTC). The
report, when run, enters the current date in the recruit’s reservation record. For this
reason, the report must be run on the actual date the recruit ships. It also may be used to
confirm not only reservations made by the user, but also reservations made by other users
within the Navy Recruiting District, and by other NRDs (if the user is at the Region or
NRC level).
f. QUEST. The QUEST report provides a list of records for applicants in DEP, already
shipped, or discharged that fall within certain parameters. Originally designed for
investigative use by inspectors. Regions and NRDs should use this report for self-
assessment. What to look for:

OCT 2017 3.3-4
OUTLINE SHEET 3.3
Code Description Possible Reason

Sales problem, rolled
1 Three or more records on file
attrition
Reserved after the 24th & “Ghost” seat,
2
cancelled before 11th Erroneous Enlistment
3 Number 1 & Number 2
Greater than 365 Days
Between Resr & Enl Date
4 Erroneous rollout
(Ensure exception to policy
granted and documented.)
a. Ask for any Questions.
9. Application
a. PRIDE MOD assignment, PRIDE lab, MEPS Day Final Lab.
10. Evaluation
a. CBT.
11. Assignment
a. None

OCT 2017 3.3-5
OUTLINE SHEET 3.4
Delayed Entry Program In Processing (DEP-In)
Terminal Objective:
3.4.0 Identify, prepare and QC all forms required to enlist an applicant into the Delayed
Entry Program.
3.4.1 Identify forms required to enlist an applicant into the Delayed Entry Program
(DEP).
3.4.2 Prepare forms required for enlistment per the CRUITMAN-ENL.
3.4.3 Perform a quality control check on application forms.
Topic Outline:
1. The Navy Delayed Entry Program (DEP) allows individuals toy enlist in a Reserve or
Inactive Component of Navy service, and specify a future reporting date for entry on active
duty in the Active Component that would coincide with availability of training spaces and
with personal plans such as high school graduation. As a Classifier you are the key to
facilitating the DEP Enlistment and will need to be thoroughly familiar with the process
including the required forms for a DEP Enlistment.
2. General Information: Delayed entry is the military status gained by an enlistment in which a
service member’s entry on active duty (ACDU) or initial active duty for training (IADT) is
postponed for up to 365 days (12 months) with the exception of juniors who will be mid-year
graduates. Classifiers must be mindful of this when interviewing the applicant.
3. NAVCRUIT 1133/52. After making a reservation in the PRIDE System, the classifier will
complete the NAVCRUIT 1133/52 - Enlistment Guarantee Annex to the enlistment contract.
It is the responsibility of the classifier, processor, and MLPO to ensure that the applicant is
fully aware of the understandings, guarantees, and choices on the annex which apply to
him/her. The classifier will ensure the following:
a. The classifier will enter either Reserve or Active for in paragraph 1 as appropriate.
b. The active duty obligation shall be determined by the incentives listed in Option 1
through Option 4, with the remaining months of the MSO served in the IRR.
c. In paragraph 1a, the classifier will enter the applicant’s primary guarantee in “Option
(1)”. In addition, if the applicant is enlisting as a “submarine volunteer”, the classifier
will enter “SUB VOL” by the guarantee shown in “Option (1)”. All other options

OCT 2017 3.4-1
OUTLINE SHEET 3.4
guaranteed will be listed in the remaining options (i.e., an applicant enlisting with an
enlistment bonus would require the classifier to enter the Enlistment Bonus Program in
“Option (2)”). The classifier will enter “NA” by those options that are not used.
d. The classifier will have the applicant initial paragraph 5 indicating acknowledgement of
the obligations and conditions of the option(s) guaranteed, and will ensure the applicant is
provided a copy of the applicable classifier rating/program fact sheet and a copy of the
applicable Statement of Understanding for the option(s) guaranteed.
e. Classifiers will ensure the annex has an accurate name, capitalization, punctuation, social
security number, dates, abbreviations, etc., so that it augments the DD Form 4.
f. The applicant will sign his or her full name using black or blue ink, and enter the date
signed in day, month, and year format. The date may be handwritten, stamped, or typed
with the full name typed below the signature.
g. The classifier shall sign and date on the line provided, and will type his/her name and title
below the signature with by direction.
4. NAVPERS 1070/613. Will be required for the following:
a. Enlistment Bonus Statement of Understanding
b. Loan Repayment Program acceptance or declination
c. Nuke medical Statement of Understanding
d. Warrior Challenge Statement of Understanding
e. Submarine Program Volunteer
f. Aircrew Statement of Understanding
g. Religious Program Statement of Understanding
5. DD FORM 1966. Upon completing the reservation and the annex, the classifier will ensure
that the following sections of the 1966 are completed 1966:
a. DD FORM 1966/1. The classifier will verify Item A, and all of Item 17 (except 17d-17e)
per the CRUITMAN-ENL Volume III.
b. DD FORM 1966/3.

OCT 2017 3.4-2
OUTLINE SHEET 3.4
(1) Item 32a. All specific options must be entered in Item 32a and be accepted by the
applicant and within the limits prescribed by current directives. The Classifier will
complete Item 32a at the time of DEP enlistment or direct accession enlistment, by
entering a brief description of the program and options that have been guaranteed on
the annex to DD Form 4. Item 32a may not be completed until the annexes have
been completed, and must be in complete agreement with the annex.
(2) Item 32b. This item must be read by the applicant.
(3) Item 32c. The applicant must initial in the presence of the MLPO/EPDS who will
ensure that the applicant understands their enlistment options.
(4) Item 33. A Navy representative (preferably the MLPO will sign at the time the
member enters DEP, that the is fully qualified for enlistment and all options listed.
Additionally, the MLPO/EPDS, or a designated individual will sign as accepting the
applicant for enlistment.
c. DD FORM 1966/4. Section VI – Documentation of the initial classification interview

shall be the first entry on DD Form 1966/4. Refer to Vol III page 1-2-79
d. Update MEPS Track.
6. MLPO Review. Upon completion of the classification process, the MLPO/EPDS will
conduct an interview with applicant and accept the individual for enlistment prior to being
contracted by the MEPS. The MLPO will review the kit and conduct the following:
a. Certify Enlistment Eligibility
b. Certify Program Eligibility
c. Ensure that all enlistment waivers have been granted and documented
d. Ensure that all Program Eligibility Determinations have been conducted and documented
e. Signs 1966/3 Item 33
f. Ensure that the applicant is sent to the Pre-Enlistment Interview (PEI) clerk
g. Ensure that the MEPS has fingerprinted and interviewed the applicant
h. Ensure that the applicant returns with an Enlistment Contract (DD Form 4)

OCT 2017 3.4-3
OUTLINE SHEET 3.4
7. MEPCOM 601-23. Report of Additional Information. This form is given to the applicant by
the MEPS pre-enlistment interviewer to notify the MLPO that the applicant disclosed
additional information during the pre-enlistment interview. The MLPO must:
a. Look at BEERS and program eligibility separately.
b. Ensure that any additional information has a handwritten statement in section VI
c. Ensure applicant returns to medical if applicable.
d. Check off applicable statement in section 4 to indicate applicant status
a. Questions?
9. Application
a. None.
10. Evaluation
a. Week Three Exam.
11. Assignment
a. None

OCT 2017 3.4-4
OUTLINE SHEET 3.5
Reclassification And Delayed Entry Program (DEP) Discharge
Terminal Objective:
3.5.1.0 Process reclassifications per the CRUITMAN-ENL.
3.5.2.0 Process a DEP discharge per the CRUITMAN-ENL.
3.5.1.1 Utilize the CRUITMAN-ENL to identify the procedures required to reclassify a

Future Sailor.
3.5.2.1 Utilize the CRUITMAN-ENL to identify the procedures required to discharge a

Future Sailor from the Delayed Entry Program.
Topic Outline:
1. Introduction. DEP personnel may change enlistment programs provided the decision to do so
is mutually agreed upon to be in the best interests of the applicant and the Navy, and
provided the applicant is qualified for the desired program. Likewise, NRD Commanding
Officers may administratively separate (discharge) a member from DEP when it is
determined that it is in the best interests of the Navy and the DEP member.
2. General Reclassification Information. Enlistment program changes within the same Reserve
or Regular component accession path can be made with appropriate administrative
adjustments to the contract without administrative separation solely for the purpose of
changing programs. However, changes in enlistment programs between USN and USNR
component programs are made by an administrative separation followed by immediate
reenlistment in DEP for the new program.
a. DEP Action Request (DAR) Form. A DAR is normally initiated by the recruiter, and is
used to notify the chain of command of any changes in Future Sailors status, regardless of
how insignificant. Classifiers will only take action on requests for reclassification and
DEP discharge when the DAR has been approved by the chain of command. Upon
completing the requested action the classifier will ensure that a copy of the DAR is
maintained in the residual file.
3. Types of Reclassification.
a. Telephonic Reclassification. Telephonic reclassifications are authorized, however in-
person is the preferred method. When telephonic classification is warranted the
following will apply:
(1) The classifier will set-up the interview with recruiter.

OCT 2017 3.5-1
OUTLINE SHEET 3.5
(2) The recruiter will have the applicant at the Navy Recruiting Station to allow the
classifier at MEPS to interview with the applicant.
(3) After obtaining a new PRIDE reservation, a new annex will be prepared and sent to
the Navy Recruiting Station via encrypted email, the NRC SharePoint Portal, or the
Safe Access File Exchange (SAFE) web based application.
(4) The recruiter will have the applicant read and sign the new annex, and then
electronically transmit it to the classifier to be placed into the applicant’s service
record. Do not cancel original reservation without applicant’s acknowledgement and
consent, and ensure all newly signed annexes are received and correct prior to
canceling the old reservation.
(5) The applicant must then sign the new (original) annex on their ship date. Once the
applicant signs, the Navy classifier will replace the electronically transmitted copy
with the original in the applicant’s service record.
(6) The classifier will mark the old annex as follows:
(Date): Annex ( ) is superseded by Annex ( ).
__________________________
(Signature of Classifier)
(7) The MLPO must ensure that MIRS system and MEPSTRACK has been updated. If
the applicant has an USNR program, the MLPO must ensure that MEPS receives the
updated information to prepare an “amendment to reserve orders”. If the applicant
has an USN program, DD Form 4, page 3, block 20a, must be updated to reflect the
new annex.
b. Face To Face Reclassification. The recruiter will have the applicant at the Navy Liaison
Office to allow the classifier at to conduct an interview with an applicant in person. In
these cases the following will apply:
(1) The classifier will set-up the interview with recruiter.
(2) The recruiter will have the applicant at the Navy Liaison Office to allow the classifier
at MEPS to interview with the applicant in person.
(3) After obtaining a new PRIDE reservation, a new annex will be prepared and the
applicable sections of the DD Form 1966 is updated.
(4) The applicant will read and sign the new annex. Do not cancel original reservation
prior to the applicant’s acknowledgement and consent.
(5) The classifier will mark the old annex as follows:
(Date): Annex ( ) is superseded by Annex ( ).

OCT 2017 3.5-2
OUTLINE SHEET 3.5
__________________________
(Signature of Classifier)
(6) The MLPO must ensure that MIRS system and MEPSTRACK has been updated. If
the applicant has an USNR program, the MLPO must ensure that MEPS receives the
updated information to prepare an “amendment to Reserve orders”. If the applicant
has an USN program, DD Form 4, page 3, block 20a, must be updated to reflect the
new annex.
c. Changes Between USN and USNR Components (Component Change). These interviews
must be done face to face, and the following procedures are applicable for changing
enlistment programs between USN and USNR programs (i.e., crossover between USN
4/5/6YO to a USNR NAT/FTS or vice versa):
(1) Cancel the PRIDE reservation for the old program.
(2) Prepare a NAVPERS 1070/613 (Administrative Separation from Delayed Entry) and
forward/coordinate with MEPS to clear the member from MIRS and to offset
enlistments into the “new” Component.
(3) Build a new enlistment kit (forms and documents for the previous kit may be used).
(4) Make new PRIDE reservation, and prepare new annex.
(5) Reenlist the member in the “new” program with a new DD Form 4 and destroy the
old DD Form 4.
4. General DEP Discharge Information. Commanding Officers are authorized to
administratively separate (discharge) a member on inactive duty in DEP prior to the
commencement of ACDU or IADT. An administrative separation under this provision is an
uncharacterized Entry Level Separation (ELS). When processing a Future Sailor for DEP
discharge the following will apply:
a. Authority to Discharge. Only CO is authorized to administratively separate (discharge)
b. Reasons. Administrative discharge will occur when the member does not meet the
qualifications for enlistment as prescribed by COMNAVCRUITCOM; or, the member
undergoes a change in personal situation or attitude that justifies separation from
DEP/DET. Reasons for enlistment ineligibility include but are not limited to:
(1) Police involvement while in DEP resulting in confinement of more than 3 days,
supervised and/or conditional probation, or parole.
(2) Member no longer meets dependency criteria.

OCT 2017 3.5-3
OUTLINE SHEET 3.5
(3) Member no longer meets physical standards and an extension in DEP is not possible
due to having reached maximum DEP time limit or additional DEP time within
authorized limits is not considered appropriate.
(4) Member’s indebtedness is to a degree to be considered a financial risk.
(5) Individuals who, while in DEP, demonstrate an attitude or personal traits that would
indicate unacceptability for Naval Service (such as, apathy or hostility).
(6) An unfavorable ENTNAC or NACLC investigation or unfavorable Police Record
Check information after DEP enlistment. (Note: A written report to Defense Security
Service (DSS) is required.)
(7) A DEP member is no longer qualified an enlistment program and declines alternate
program for which qualified.
(8) A DEP member refuses to access onto active duty as scheduled.
(9) A DEP member’s whereabouts are unknown.
(10) A DEP member wants to pursue a four-year college education.
(11) Concealment of prior service.
(12) Personal hardship.
(13) Religious training or appointment as an ordained minister.
(14) Enlisted in another service.
(15) Recruiting error.
(16) Enlistment misunderstanding.
(17) Presence of HIV (AIDS) antibody in blood detected by MEPS physical.
(18) Parental consent is withdrawn for a 17-year-old DEP or DET member.
(19) Positive results on the MEPS Drug and Alcohol Test (DAT).
c. DEP Action Request Form. Once the recruiter has notified the LCPO, the LCPO has 48
hours to make contact with Future Sailor and attempt to re-motivate (free of coercion). If
unsuccessful a DAR must be submitted to the CO for approval of DEP discharge within a
maximum time period of 72 hours. Upon receiving the approved DAR the classifier will
conduct the following:
(1) Cancel the PRIDE reservation immediately
(2) File a copy of the completed DAR in the Future Sailor’s residual file
(3) Personally notify the member through the delivery of the NAVPERS 1070/613
(Administrative Separation from Delayed Entry) or send by first class mail. The
NAVPERS 1070/613 serves as a separation document, and will state “Not
recommended for reenlistment” unless separated for program change.

OCT 2017 3.5-4
OUTLINE SHEET 3.5
Note: A reasonable effort should be made to furnish a copy to the member through personal
contact by a representative of the command.
5. Record Disposition. Upon the DEP discharge of a member the following actions must be
taken:
a. The NAVPERS 1070/613 must be prepared. On NAVPERS 1070/613 Administrative
Remarks the following will be entered:
(1) The reason for separation
(2) That the individual is not recommended for reenlistment because of the reason for
discharge
(3) The length of time spent in DEP
(4) That the individual shall not reenlist without NAVCRUITDIST CO approval, (see
NAVPERS 1070/613 (Administrative Separation from Delayed Entry) for sample
NAVPERS 1070/613 entry).
b. DSS must be notified if discharged was for unfavorable ENTNAC
c. Notify Military Entrance Processing Station (MEPS) Liaison Petty Officer of
administrative separation date and reason for separation using the appropriate separation
code.
d. The original examination records - Report of Medical Examination (DD Form 2808),
Report of Medical History (DD Form 2807-1), and USMEPCOM Form 680-A-ADP are
to be returned to MEPS.
e. The complete residual file will be maintained for a period of two years.
6. Deceased Member Discharge Procedures. When a DEP member dies, the NRD CO must
send a personal casualty report (PCR) IAW MILPERSMAN 1770 – 030 to OPNAV N135C
with copies to NAVCRUITCOM (N32) and NAVCRUITREG. The following will also
apply::
a. The NRD commanding officer shall prepare and send a letter of condolence to the next of
kin of the deceased.
b. The MEPS senior classifier should be notified as soon as possible to cancel the PRIDE
reservation.
c. Persons who die while in DEP are not eligible for death entitlements.
d. Notify NAVCRUITREG and NAVCRUITCOM upon completion of PCR and letter of
condolence, via email.
a. Questions?
8. Application

OCT 2017 3.5-5
OUTLINE SHEET 3.5
a. None.
9. Evaluation
a. CBT.
10. Assignment
a. None

OCT 2017 3.5-6
OUTLINE SHEET 3.6
Delayed Entry Program (DEP) Out-Processing
Terminal Objective:
3.6.0 Identify, and prepare all forms required to prepare an applicant to ship to Recruit
Training Command.
3.6.1 Identify forms required to ship applicants.
3.6.2 Prepare shipping forms per the CRUITMAN-ENL.
3.6.3 Perform quality control checks on shipping forms per the CRUITMAN-ENL.
Topic Outline:
1. Introduction. All Future Sailors must be physically, mentally and morally qualified to enlist
in the Navy and must remain so prior to continuing on to recruit training. This lesson topic
will provide you with information on the various forms and documents required to process an
applicant from the Delayed Entry Program to accession onto active duty.
2. DEP-Out Briefing Prior To Shipping to RTC. This briefing shall be conducted by the
LPO/LCPO and Recruiter on the seven-day recertification and reiterated 24-hours prior to
ship date. In addition the Navy Liaison personnel will conduct a pre-ship interview and re-
certification process to ensure that the Future Sailor has maintained theirl enlistment and
program eligibility.
3. Pride Report. The Classifier will run a shipping report about 1 month prior to the shipping
month. This will:
a. Allow the Chief Recruiter (CR) to verify the DEP pool
b. Allow Navy Liaison personnel to prep the kits for shipping
c. Enable the navy liaison the ability to create an updated shipping list will be submitted to
DLCPO’s with pending actions (i.e., missing docs, etc) two weeks prior to the Future
Sailor’s ship date.
4. DD Form 1966. The DD Form 1966 standardizes the information collected, and the manner
in which it is recorded among the services. It is the basic source document for collecting and
documenting of information required to decide enlistment and program eligibility at each
stage of the enlistment process. Upon processing the Future Sailor for accession the
following information must be reviewed:

OCT 2017 3.6-1
OUTLINE SHEET 3.6
a. Items 18 & 19. Normally coded out by processing personnel or shipping clerk, and is to be
completed five working days prior to the member commencing USN or USNR. Item 18
is Accession Data section. Item 19 is Service Required Data, and is completed by
entering appropriate codes for various items of additional information required for Navy
accessions.
b. Items 34. Any changes made to DD Form 1966 or the EPSQ, after the applicant enlists in
DEP or DET are made in Section V using the following procedures.
(1) Write “See Section V” in the block that is being added to or changed.
(2) In Item 34b, enter the item number that is being changed.
(3) In Item 34c, enter the new information with date of change. Whenever changes are
required, enter only the corrected information in Item 34c, with the exception of
changes to Item 32a. Identify the question or item number in Item 34b. The items
that will most likely require updating include: dependency, enlistment options,
education, and enlistment paygrade. The following will apply:
i. When an applicant graduates from high school and enlists, update the
education level in Item 34c. Do not change Item 12.
ii. When an applicant changes an enlistment option in Item 32a and the
corresponding blocks in Items 17 and 18. (Note: Whenever changing
enlistment option entries in Section V, redo the entire entry.)
iii. If any change is required that concerns elements of enlistment or program

eligibility (such as dependency, civil involvement, etc.), review and waiver
action must be initiated under instructions and procedures given in current
directives, including this manual.
iv. If additional space is needed to list all changes, use Section VI, Remarks.
(4) Items 34d and 34e are completed and signed by the applicant and witnessed by the
MLPO. If no changes have occurred, enter “No Change” and then sign.
c. Recertify Enlistment and Program Eligibility.
(1) Pay particular attention to reclassified applicants. Ensure entire guarantee change is
listed in Section V.

OCT 2017 3.6-2
OUTLINE SHEET 3.6
5. DD Form 4. The DD Form 4 documents enlistment and reenlistment in the Armed Forces.
Upon execution, the DD Form 4 is an official legal agreement between the U. S. Government
and enlisted member. The DD Form 4 clearly specifies the terms of the enlistment, to avoid
future misunderstandings. Upon preparing a member for out-processing Navy Liaison
personnel will double check the DD Form 4 to ensure that the correct information (i.e.,
annex, pay grade) is listed.
a. Should a new recruit, after the swearing in ceremony, divulge; or recruiting personnel
otherwise become aware of circumstances (i.e., legal, dependency, drugs) which render
the enlistment documents in error or incomplete, contact and make a report to the
Recruiting Quality Assurance Team (RQAT). The RQAT representative will notify the
Recruit Indoctrination Facility/RTC Legal of the full particulars to determine appropriate
actions.
b. Liaison personnel will place documentation of the report in the residual file of the
individual concerned.
c. If the RQAT representative cannot be contacted within 48 hours, a letter from the
NAVCRUITDIST CO, to the RTC Commanding Officer describing in detail the matter at
issue. Keep a copy of the transmittal in the residual file.
6. Residual Q/C. A quality check must be completed after the applicant has shipped (within 24
hrs). Liaison personnel are to ensure copies of required enlistment documents are in the
residual.
a. Questions?
8. Application
a. None.
9. Evaluation
a. CBT.
10. Assignment
a. None

OCT 2017 3.6-3
OUTLINE SHEET 4.1

AAA Driver Improvement Program
Terminal Objective:
4.1.0 Describe the proper driving techniques used to manage driver visibility, time and
space while operating a motor vehicle.
4.1.1 Achieve early awareness of highway users.
4.1.2 Determine traction conditions of the road.
4.1.3 Predict possible actions to take when recognizing roadway hazards.
4.1.4 Assess the consequences of alternative responses while operating a motor vehicle.
4.1.5 Explain how to adjust your speed and/or position to avoid collisions.
1. Introduction
2. Summary & Review
3. Application
a. Apply knowledge in daily use of government and personal vehicles.
4. Evaluation
a. AAA Driver Improvement Program Written Test
5. Assignment
a. None

JAN 2017 4.1-1
OUTLINE SHEET 4.2

Navy Credentialing Opportunities On-Line (COOL)
Terminal Objective:
4.2.0 Describe the purpose and key concepts of Navy Credentialing and its benefits to
Navy Enlisted Classification.
4.2.1 State the purpose of Navy COOL.
4.2.2 Explain the focus of Navy Credentialing.
4.2.3 Describe the navigation process on the Navy COOL website.
1. Introduction - Presented by Navy COOL Representative.
2. Overview of Navy Credentialing
3. Focus of Credentialing:
a. Recruiting
b. Workforce Professionalization
c. Transition
4. Navigation of the Navy COOL website
a. Enlisted Rating Fact Sheets
b. Civilian Related Occupations
c. Occupational Information Network (O*NET)
d. Civilian Salaries
e. Civilian Certifications
f. Generic Smart Transcripts
5. Navy COOL for Classification Interviews
a. Utilizing Navy COOL for Resolving Customer Concerns

JAN 2017 4.2-1
OUTLINE SHEET 4.2

Navy Credentialing Opportunities On-Line (COOL)
7. Application
a. None.
8. Evaluation
a. None.
9. Assignment
a. None.

JAN 2017 4.2-2
OUTLINE SHEET 4.3

Navy Pride And Professionalism Workshop
Terminal Objective:
4.3.0 Complete the Navy Pride and Professionalism Workshop to achieve an understanding of
the topics of Navy Core Values, Decision-Making, Communication and Conflict
Awareness, Military Etiquette and Courtesy, Uniform Wear and Navy Family Readiness.
4.3.1 Explain Navy Core Values, Decision-Making, Communication and Conflict

Awareness, Military Etiquette and Courtesy, Uniform Wear and Navy Family Readiness
and how they apply to Sailors in the U.S. Navy.
1. Introduction
2. The Navy Pride and Professionalism Workshop is mandatory training for all Sailors checking
into a new command. This workshop will provide you with a refresher on the basic tools and
enable you to better mentor applicants and Future Sailors.
3. Summary & Review
4. Application
5. Evaluation
a. CBT
6. Assignment
a. None

JAN 2017 4.3-1
OUTLINE SHEET 4.4

Ethics and Prohibited Practices
Terminal Objective:
4.4.0 Explain Distinguish ethical behavior and prohibited practices, to include Fraternization
and Sexual Harassment as it pertains to Navy Recruiting Command personnel, in
accordance with Navy and CNRC Directives.
4.4.1 Describe NRC Fraternization policy as it pertains to the Applicant, prospect, DEP
personnel and Future Sailors.
4.4.2 List the four different types of recruiting irregularities and investigations.
4.4.3 Describe the Navy’s sexual harassment policy and action for victims of sexual
harassment.
1. Introduction. As you enter Navy Recruiting now is a good time to rededicate yourself to the
ethical principles that guide our conduct daily, and foster a strong ethical culture throughout
the Navy. However, no organization, especially one as large and widespread as ours;
maintains excellence in ethics without constant vigilance, good training and education. The
Navy has a strong tradition that requires all of us to conduct ourselves in the highest ethical
manner, to be honest and truthful in our dealings with each other and with others outside of
the Navy.
2. Navy Core Values. Ethical behavior is rooted in the Department of the Navy Core Values.
As in our past, we are dedicated to the Core Values of Honor, Courage, and Commitment to
build the foundation of trust and leadership upon which our strength is based and victory is
achieved. Every member of the Naval Service - active, reserve, and civilian, must
understand and live by our Core Values. These principles on which the U.S. Navy was
founded continue to guide us today.
a. Honor. I am accountable for my professional and personal behavior. I will be mindful of

the privilege I have to serve my fellow Americans. I will:
(1) Abide by an uncompromising code of integrity, taking full responsibility for my

actions and keeping my word.
(2) Conduct myself in the highest ethical manner in relationships with seniors, peers and
subordinates.
(3) Be honest and truthful in my dealings within and outside the Department of the Navy.

OCT 2017 4.4-1
OUTLINE SHEET 4.4

(4) Make honest recommendations to my seniors and peers and seek honest
recommendations from junior personnel.
(5) Encourage new ideas and deliver bad news forthrightly.
(6) Fulfill my legal and ethical responsibilities in my public and personal life.
b. Courage. Courage is the value that gives me the moral and mental strength to do what is
right, with confidence and resolution, even in the face of temptation or adversity. I will:
(1) Have the courage to meet the demands of my profession.
(2) Make decisions and act in the best interest of the Department of the Navy and the
nation, without regard to personal consequences.
(3) Overcome all challenges while adhering to the highest standards of personal conduct
and decency.
(4) Be loyal to my nation by ensuring the resources entrusted to me are used in an honest,
careful and efficient way.
c. Commitment. The day-to-day duty of every man and woman in the Department of the
Navy is to join together as a team to improve the quality of our work, our people and
ourselves. I will:
(1) Foster respect up and down the chain of command.
(2) Care for the personal and spiritual well-being of my people.
(3) Show respect toward all people without regard to race, religion or gender.
(4) Always strive for positive change and personal improvement.
(5) Exhibit the highest degree of moral character, professional excellence, quality, and
competence in all that I do.
3. Fraternization. The Navy firmly prohibits fraternization. The Navy Recruiting Command
defines and prohibits fraternization between recruiting personnel and prospects, applicants, or
DEP personnel.
a. Prospect.

OCT 2017 4.4-2
OUTLINE SHEET 4.4

(1) Any person who has expressed to recruiting personnel an interest in enlisting or
receiving an appointment in the U.S. Navy or U. S. Naval Reserve.
(2) A prospect who expresses a loss of interest in enlistment or appointment shall

continue to be a prospect under this instruction for a period of six months from the
date they express this loss of interest to recruiting personnel.
(3) Individuals who may in the future possess the potential and qualifications for
enlistment or appointment.
(4) An individual who expresses an interest in enlistment or appointment but is

permanently barred under existing regulations is not a prospect.
b. Applicant.
(1) Any person who has commenced processing for enlistment or appointment in any of
the Armed Forces.
c. DEP Personnel.
(1) Any person who accesses into the Delayed Entry Program of any of the Armed
Forces.
d. Fraternization between active duty personnel:
(1) The responsibility for preventing inappropriate relationships must rest primarily upon
the senior. While the senior party is expected to control and preclude the
development of inappropriate relationships, it is applicable to both members and both
are accountable for their own conduct.
(2) All recruiting personnel shall:
(a) Immediately report known violations to the appropriate level within the chain of
command.
(b) Expeditiously address and resolve alleged violations of the prohibited practices of
this instruction.
4. Sexual Harassment
a. “Sexual harassment is a form of sex discrimination that involves unwelcome sexual

advances, requests for sexual favors, and other verbal or physical conduct of a sexual
nature when:

OCT 2017 4.4-3
OUTLINE SHEET 4.4

(1) Submission to such conduct is made either explicitly or implicitly a term or condition
of a person’s job, pay or career;
(2) Submission to or rejection of such conduct by a person as a basis for career or

employment decisions affecting that person;
(3) Such conduct has the purpose or effect of unreasonably interfering with an
individuals performance or creates an intimidating hostile or offensive environment.
b. Policy
(1) Sexual harassment is prohibited. Any person in a supervisory or command position

who uses or condones any form of sexual behavior to control, influence, or effect the
career, pay, or job of a service member or civilian employee is engaging in sexual
harassment and has failed to fulfill his/her leadership obligation.
(2) Similarly, any service member or civilian employee who makes deliberate or repeated
unwelcome verbal comments, gestures, or physical contact of a sexual nature is also
engaging in sexual harassment.
(3) All personnel should be familiar with the provisions of SECNAVINST

5300.26(series) and understand that failure to comply is punishable under the UCMJ
for military personnel, or in the case of civilian employees, may result in disciplinary
action.
6. Application:
a. Apply in daily recruiting activities
7. Evaluation
a. CBT
8. Assignment
a. None

OCT 2017 4.4-4
OUTLINE SHEET 4.5

CARDIOPULMONARY RESUSCITATION (CPR)
Terminal Objective:
4.5.0 Demonstrate the adult cardiopulmonary resuscitation (CPR) steps required for
certification by the American Red Cross.
Enabling Objective:
None
1. Introduction
2. Adult cardiopulmonary resuscitation (CPR) course for certification by the American Red
Cross.
3. Assignment
a. None
4. Evaluation
a. Skills Demonstration
5. Application
a. For emergency use on and off duty once certified

OCT 2017 4.5-1

Classifier TG FY 18

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TRAINEE GUIDE

ENLISTED CLASSIFIER INTERVIEWER

Revised OCTOBER 2017

Number and Description of Change Entered By Date

FOR TRAINING USE ONLY

 ENLISTED CLASSIFIER INTERVIEWER (S-501-0031)

 RECRUITER CLASSIFIER (S-501-0038)

FOR TRAINING USE ONLY

OCT 2017 iii

Week 1 (Enlisted Classifier Interviewer Students Only) Page

Week 2 (Week 1 for Recruiter Classifier Students)

Week 3 (Week 2 for Recruiter Classifier Students)

Week 4 (Enlisted Classifier Interviewer Students Only)

FOR TRAINING USE ONLY

This course does not contain any classified material.

FOR TRAINING USE ONLY

SECTION 3.0 SAFETY/HAZARD AWARENESS NOTICE

FOR TRAINING USE ONLY

SECTION 4.0 HOW TO USE YOUR TRAINEE GUIDE

• INFORMATION SHEETS: Amplify supplemental information from the reference

FOR TRAINING USE ONLY

OCT 2017 vii

2. STUDY each reading assignment.

3. WRITE any written assignment.

• EXAMINATIONS AND QUIZZES

FOR TRAINING USE ONLY

OCT 2017 viii

SECTION 5.0 TERMINAL OBJECTIVES

1.2.0 Describe the various classifier billets, duties and responsibilities.

1.7.0 Identify uses for the Interview Overlay.

2.0.0 Describe the purpose of MEPS and its processing activity.

3.0.0 Describe the purpose of the Recruit Quality Assurance Team.

3.2.0 Determine Program Eligibility Determinations per the CRUITMAN-ENL.

3.5.1.0 Process reclassifications per the CRUITMAN-ENL.

3.5.2.0 Process a DEP discharge per the CRUITMAN-ENL.

FOR TRAINING USE ONLY

SECTION 6.0 COURSE MASTER SCHEDULE

WEEK ONE (Enlisted Classifier Interviewer Students Only)

FOR TRAINING USE ONLY

COURSE MASTER SCHEDULE

WEEK TWO (WEEK ONE for Recruiter Classifier Students)

FOR TRAINING USE ONLY

OCT 2017 xii

COURSE MASTER SCHEDULE

WEEK THREE (WEEK TWO for Recruiter Classifier Students)

FOR TRAINING USE ONLY

OCT 2017 xiii

COURSE MASTER SCHEDULE

WEEK FOUR (Enlisted Classifier Interviewer Students Only)

FOR TRAINING USE ONLY

OCT 2017 xiv

SECTION 7.0 RECRUITING TERMS, ACRONYMS AND ABBREVIATIONS

FOR TRAINING USE ONLY

FOR TRAINING USE ONLY

JAN 2017 xvi

FOR TRAINING USE ONLY

JAN 2017 xvii

ENTNAC Entrance National Agency Check

JAN 2017 xviii

IAVA Information Assurance Vulnerability Alert

JAN 2017 xix

MEPCOM Military Entrance Processing Command

FOR TRAINING USE ONLY

b. Class Leader: __________ Phone: _