United States Navy Work Values

Daily Duties at United States Navy:

Applicant Processing Analyze applicant processing zone conversion data Analyze Military Entrance Processing Station (MEPS) feedback report data Track Navy Recruiting Command (NRC) full kit waivers Track zone waivers Verify applicant processing briefs are conducted Verify floor counts DELAYED ENTRY PROGRAM (DEP) MANAGEMENT Analyze Delayed Entry Program (DEP) attrition data Analyze Navy Recruiting District (NRD) Delayed Entry Program (DEP) attrition data Conduct Navy Recruiting District (NRD) Delayed Entry Program (DEP) audits Conduct zone Delayed Entry Program (DEP) audits Develop zone policies for attrition reduction Evaluate effectiveness of Delayed Entry Program (DEP) Evaluate Navy Recruiting District (NRD) Delayed Entry Program (DEP) meetings Monitor Navy Recruiting District (NRD) shipping requirements Monitor region shipping requirements Perform Navy Recruiting District (NRD) attrition analyses Provide Navy Recruiting District (NRD) Delayed Entry Program (DEP) guidance Instructing Track Delayed Entry Programs (DEP) referral recognition forms OPERATIONS AND ADMINISTRATION Assist Navy Recruiting Command (NRC) Career Recruiter Force (CRF) selection boards Reading Comprehension Assist Navy Recruiting Command (NRC) Chief Recruiter (CR) boards Conduct Navy Recruiting District (NRD) waiver analyses Conduct zone goaling distributions Develop Chief Recruiter (CR) planners Develop Navy Recruiting District (NRD) manning plans Distribute Navy Recruiting District (NRD) goals Establish zone processing guidelines Evaluate Military Entrance Processing Station (MEPS) conversion ratios Evaluate Navy Recruiting Stations (NRS) location recommendations Evaluate recruiter board feedback data Inspect accuracy of Commander Navy Recruiting Command (COMNAVCRUITCOM) Integrated Recruiting Information Management System (CIRIMS) web database Inspect accuracy of web-based recruiting tools data Inspect Local Effective Accession Delivery System (LEADS) feedback data Inspect Navy Recruiting Station (NRS) prospecting systems Inspect Non-Instrumented Drug Testing (NIDT) program Inspect recruiter working ticklers Inspect Station Market Analysis Review Technique (SMART) systems Maintain zone shipping logs Maintain Zone Supervisor (ZS) planners Make manning requirement recommendations Make Navy Recruiting District (NRD) goaling letter recommendations Monitor applicant processing costs Monitor Government Travel Charge Cards (GTCC) Monitor minor property inventories Monitor Navy Recruiting District (NB])) Inspector General (IG) inquiries Monitor post-inspection Plans of Action and Milestones (P0A&M) Monitor user proficiency of Commander Navy Recruiting Command (COMNAVCRUITCOM) Integrated Recruiting Information Management System (CHUMS) web database Monitor user proficiency of web-based recruiting tools Provide budget recommendations to Navy Recruiting District (NRD) Enlisted Programs Officers (EPO) Provide fault, no fault, and incompatible transfer recommendations Review recruiter Out-of-Pocket Expense (OPE) claims Verify administration of Recruiter-in-Charge (RINC) turnover inspections Verify applicant processing projections Verify completion of Recruiter-in-Charge (RINC) turnover inspections PRODUCTION PLANNING, PROSPECTING, AND MARKETING Analyze Navy Recruiting District (NRD) goal recap sheets Analyze Navy Recruiting District (NRD) Military Entrance Processing Station (MEPS) conversion data Analyze Net Contract (NETCON) report data Analyze Web-based Standardized Territory Evaluation and Analysis for Management (I –Web STEAM) to identify zone markets Analyze zone Production Analysis Training and Evaluation (PATE) data to identify prospecting trends Analyze zone Production Analysis Training and Evaluation (PATE) worksheets to identify training Analyze Zone Supervisor (ZS) planners Analyze zone waivers trend Approve advanced programs planners Compute Recruiter Assignment Factors (RAF) Conduct Daily Production Review (DPR) with Chief Recruiters (CR) Conduct Daily Production Review (DPR) with Zone Supervisors (ZS) Develop zone Production Analysis Training and Evaluations (PATE) to establish prospecting plans Evaluate All Service Accession Data (ASAD) Evaluate applicant logs Evaluate assigned recruiter territories Evaluate effectiveness of Navy Recruiting District (NRD) prospecting plans Evaluate effectiveness of Navy Recruiting Station (NRS) prospecting plans Evaluate effectiveness of Target Market Centers (TMC) Evaluate effectiveness of zone prospecting plans Evaluate goal recap sheets Evaluate proper telephone techniques Evaluate Recruit Quality Assurance Team (RQAT) attrition report data Evaluate School Of Area Responsibility (SOAR) distributions Evaluate Web-based Standardized Territory Evaluation and Analysis for Management (Web STEAM) data to identify markets Inspect prospecting plans Inspect recruiter applicant logs for proper documentation Inspect reserve itineraries Inspect School Of Area Responsibility (SOAR) folders Make Navy Recruiting District (NRD) marketing plans Monitor follow-up of local and national Local Effective Accession Delivery Systems (LEADS) Monitor Hometown Area Recruiting Program (HARP) personnel usage Monitor Local Effective Accession Delivery System (LEADS) production teams Monitor Local Effective Accession Delivery System (LEADS) ratios Monitor Recruiter Assistance Program (RAP) personnel usage Provide Standardized Territory Evaluation and Analysis for Management (STEAM) data to Navy Recruiting Districts (NRD) Verify utilization of all prospecting modes SALES Conduct follow up with Qualified Not Enlisted (QNE) applicants Conduct observed sales calls with zone personnel Evaluate Professional Selling Skills (PSS) proficiency Evaluate sales calls Evaluate Zone Supervisor (ZS) Professional Sales Coaching (PSC) skill levels Facilitate Professional Selling Skills (PSS) application and coaching courses Monitor Achieve Global sales system programs Monitor recruiter Professional Selling Skills (PSS) strengths and weaknesses

What they like about United States Navy:

A hiring company that offers alternative approaches to pay, performance bonuses, and/or equity in the firm is very attractive to you. You're generally less interested in working for an organization offering only traditional, salary-based compensation, one with limited opportunity to acquire equity in the firm, or one that does not actively promote skill development. In addition, you are more likely to choose a company that offers a variety of internal career options, with defined career paths. You view the learning of new skills and development of your expertise as key to your career advancement. These aspects of an organization may become even more important to you as you progress in your field, and are especially critical if you change career or occupation.

Tags

Accomplshed, Administered, Collaborated, Counseled, Optimized, Instructed, Presented, Streamlined, Supervised, Competitive, Communication, Critical Thinking, Decision Making, Detail Oriented, Organized, Negotiations, Persuasive, Problem Solver, Resourceful, Trainer, Salesmanship, Strategic, Business reengineering, Change management, Compensation management analysis, Database management, Employee Relations and mediation, Equal Employment Opportunity ( EEO), Executive search, Human capital management, Job descriptions, Labor Relations, Mentoring, Operating budget, Performance appraisal/evaluation, Pre-employment screening, Strategic Managemnt planning, Selection Process, Team Building, Retention, Restructure, Professional Development, Project management, Strategic management /planning, Salary Reviews, Workflow reviews, Trainign and development, Organizational development, Organizational effectiveness

Skills

Active Listening, Adaptable, Articulate, Competitive, Communication, Communication, Conflict Resolution, Critical thinking, Ethical, Decision Making, Detail oriented, Effective, Goal-oriented, Hardworking, Inititative, Interpersonal skills, Investigative, Leader, Motivated, Negotiations, Organized, Quality, Quick learner, Persuasive, Proactive, Problem Solver, Resourceful, Responsive, Respectful, Punctual, Salesmanship, Selfless, Strategic, Task oriented, Team work, Time manager, Trainer, Unifying, Well-written

These are some of the questions we asked our climbers about their experiences with United States Navy: