to Command NRC and all recruiting activities for CNP.  Develop, implement, and manage plans and programs 

1.1-1

Plans, directs, and coordinates all military and civilian Human resource management functions for HQ and field Activities. Supervise and coordinate GLH.

1.1-2

manages programs for the recruitment of men and women for enlisted, officer, and reserve components.  manage implementation of recruiting programs, policies, and procedures. Implements and adjusts recruiting program goals.

1.1-2,3

develops strategic plans in support of recruiting plans and policies.  Monitors Recruiting Production to ensure targets are met.  Estimates the impact of policy changes.

1.1-3,4

manages the Automated Data Processing and office information technology to support recruiting functions at the NRC and field.  

1.1-4

Plans, directs, controls, and coordinates all recruiting orientation and follow-on training for enlisted, officer, and CRF.  Conducts scheduled quality assurance inspections, F/U inspections, and training assist visits.

1.1-4

functions to advise NRC on all financial matters. 

1.1-5

plans, directs, develops, manages and coordinates all Navy advertising and promotional activities in support of Navy Recruiting and in-service retention.

1.1-5

second in command, and is responsible for coordination and supervision of the District and is assigned as the Training Officer.  Reports to the CO.

1.1-6

for the oversight of the districts Enlisted and Officer production as directed by the CO.

1.1-6

is directly responsible to the CO for all functions assigned to the Enlisted Programs Department.

1.1-6

works directly for the EPO and functions in the traditional role of the Senior CRF.  Responsibilities include but are not limited to the overall enlisted production of the District.

1.1-6

works directly for the CR for the effective operation of the division by maintaining relations with other enlisted production personnel as necessary.

1.1-7

works directly for the CR and is responsible for the overall production of the zones recruiters.  This includes shippers, contracting, and training.

1.1-7

works directly for the ZS and is directly responsible to the ZS for the production of assigned recruiters for the overall mission of the Station.  Frontline manager of the DEP program and responsible for ensuring all policies are followed.

1.1-7

works directly for the RINC and is responsible for the recruitment of all qualified personnel within his/her assigned territory.  

1.1-7

What is the definition of fraternization?

personal relationships that are unduly familiar between recruiting personnel, prospects, applicants, DEP, and future sailors are prohibited for a period of one year from the date they express loss of interest.

1.2-1

Malpractice is concealment of or conspiracy to conceal a disqualifying factor of an applicant; action to qualify and ineligible applicant in violation of directives; or any intentional violation of recruiting policy or procedure

1.2-7

  an enlistment into which the government would not have entered had the true facts been known or had the legal conclusion based on such facts been correctly reached at the time.

1.2-7

An enlistment with deliberate misrepresentation, omission, or concealment by an applicant to the government that might have resulted in the rejection of the applicant

1.2-7

Conduct that does not affect the enlistment qualifications of the applicant, but which is in violation of regulations or policy.

1.2-7

What is the definitions of sexual harassment and what must be present?

1) provide members with goals to promote basic physical fitness, health, and readiness

2) provide CO's a means of assessing the general fitness of their command.

1.3-2

1) Flexibility, 2) Muscular Endurance, 3) Cardiovascular endurance

1.3-2,3

At Least 2 minutes but no more than 15 minutes

1.3-3

4 days for every 1lb increment.

1.3-4

Warm-up, Stretching, Aerobic Exercise, and Cool Down.

1.3-5

moderate calorie restriction, regular aerobic exercise combined with strength training, low fat/high fiber diet, behavior/lifestyle change.

1.3-5

According to the Food Pyramid what % should you eat of each food catagory?

Sweets: no more than 25%

Proteins:  no more than 10-35%

Fats:  no more than 20-35%

Carbs:  no more than 45-65%

1.3-7

A desire to improve or accomplish something

1.4-1

A characteristic of a product or organization

1.4-1

What a feature means to an applicant.

1.4-2

The potential for your product or organization to improve or accomplish something.

1.4-2

to agree on what is to be covered or accomplished.

1.4-2

What are the steps of an opening?

1) Propose the agenda

2) State the value to the applicant

3) Check for acceptance.

1.4-2

to build a clear, complete, mutual understanding of the applicant's needs.

1.4-2

Open-encourages a free response

Closed-Limits a response to:

a. yes or no

b. a choice among alternatives your supply

c. a single, often quantifiable, fact

1.4-2

to help an applicant understand specifically how you can satisfy a need.

1.4-3

When do you support?

1) the applicant has expressed a need

2) you both clearly understand the need

3) you know how the Navy can address the need

1.4-3

1) acknowledge the need

2) describe relevant features and benefits

3) check for acceptance

1.4-3

to agree on the appropriate next steps for both you and the applicant.

1.4-3

What are the steps of closing?

1) Review previously accepted benefits

2) propose next steps for you and the applicant

3) check for acceptance

1.4-3

When an applicant expresses satisfaction with their current circumstances.

1.4-3

1) acknowledge the applicant's point of view

2) Requests permission to probe

3) probe to explore the circumstances for opportunities and effects.

4) Confirm the existence of a need.

1.4-3

Only after a support statement when the applicant doubts a feature or benefit you've described.

1.4-4

1) probe to understand the concern

2) acknowledge the concern

3) offer relevant proof

4) check for acceptance

1.4-4

When an applicant has a concern because they think you can't provide a particular feature or benefit that you can provide.  Can occur at any time.

1.4-4

1) Probe to understand the concern.

2) confirm the need behind a concern.

3) support the need (using the supporting steps)

1.4-4

When an applicant is dissatisfied with the presence or absence of a feature or benefit.

1.4-4

1) Probe to understand the concern

2) acknowledge the concern.

3) refocus on the bigger picture

4) Outweigh with previously accepted benefits

5) Check for acceptance

1.4-4

Leadership is defined as what?

the position of office of a leader

1.7-2

one that leads/guides the principle performer

1.7-2

A tool for you to use and rely on when the "cloud of uncertainty" settle around you and your path is unclear.

1.7-2

1) Your personal values

2) how you will carry out your responsibilities

3) what your priorities are

4) what do you expect of your people

1.7-2