RI OfficerSystematicRecruiting

The Officer SelecTiOn Team

(OST)and

SySTemaTic recruiTing

MGySgt Archibeque, R.

RI, RS Los Angels

35 OSTs throughout

WRR

Wrr

Recruiting Station Los Angels CONTACT INFORMATION

619-524-8847CO

1-323-428-4406

RI1-323-459-6636

OST1-310-443-8608

RHRAMr. Big “O”

1-310-443-8608

RI Responsibilities

• Provide Officer Selection Officers with the necessary support to assist in managing their officer mission.

• Work hand in hand with the District AOP/AOP Training Chief in order to train and support requirements, as well as annual training and SRI’s of the OST.

• Responsible to the Commanding Officer for analyzing trends, data and providing regular training in order to support these areas.

The OST,SySTemaTic recruiTing,

and yOu

“craSh cOurSe”

Note:

What you need to know, walking into an OST, in order to build upon your credibility as the RI/ARI.

Primary trends/areas of specific interest, have been identified are noted in red.

THE OFFICER SELECTION TEAM

• OSO- Officer Selection Officer (also known as the “ORO”, Officer Recruiting Officer)

• OSA- Officer Selection Assistant

• HRA- Human Resources Assistant

OSO RESPONSIBILITIES

• Follow guidance/orders from RS CO, management by District AOP.

• Responsible for leadership and management of OST.

• Responsible for OST Operations, Planning and day to day guidance.

• Responsible for maintaining Systematic Recruiting within OST in accordance with the Volume II, current doctrine, MCRISS OSS & Holistic Training.

Management PrioritiesContact Contract, Chain1. Obtaining names2. Prospecting3. Screening4. Interviewing5. NWA/Processing6. Candidate preparation7. Shipping8. Pool Program9. Commissioning10. Assignment to active duty

Management is one of

The MAJORChallenges!

FOURTEEN SYSTEM COMPONENTS

• OSO Management Book/MCRISS OSS

• Profile Progress Book/MCRIS OSS

• Working File Hard or MCRISS OSS…why?

• Hot Leads Binder• OSO Programs

Book/MCRISS OSS• ASSETS Map• OST Mission Board

• Working Applicant File

• Candidate File• Candidate Pool Board• Closed Applicant File• Training/Evaluation

/Specific/MCRISS OSS• OSA Schedule and

Results (S&R) Book/MCRISS OSS

OSA RESPONSIBILITIESThe OSA is a canvassing recruiter,

preferably an 8412, assigned by the RS CO to assist in:

• Prospecting, screening, and selling. • Reviewing of the contact to contract

chain as well as to participate in ownership of the 14 Components.

Both the OSO as well as the OSA should be working together, not just one or the other.Product knowledge for the OSA needs to be up to date. This is TRUE Team work.

HRA RESPONSIBILITIES

The HRA is an integral part of the OSS and essential to mission success. • Responsible for OSS administration• Responsible for processing• Management of pool

Many have been around awhile and are not used toor are ready for change however, they have had to

change a lot in this past few years. Do NOT treat them asClerks! Ensure communication is a constent.

The OSO must maintain regular contact with the RS CO. It’s imperative that the OSO take a proactive approach toward keeping the RS CO informed of the OST's results. Put pride aside and get real.This is a different relationshipthen an NCOIC and the CO.Weekly Updates should be

The norm.A board in the CO’s office

Is also not a bad idea.

RI Involvement

• The majority of OSO Training and certification will take place at the District level and should be tracked and documented by the RI.

• The RI is responsible for scheduling, documenting and ensuring that OSO training is taking place.

• This should be on the FY Annual Training Plan as

well as the Matrix/Calandar.

How should the two of these work?RI/ARI, Certification/MOJT, AOP Summary?

RSS/ OSS

HS/CC POOL CDR EPPC PROSP SCRN SALES PROCSHIP/

InductionRSS

PriorityMC3 MOD(s)

(3,4 or 5)

EVALS OSO/OSAs

SNCOICS (1,3&6)RECRUITERS (3,6&9)

BES

1,2,3,4,6,7S, 1,2,3,5 S, 6,7 S, 6c SR 1,2,4,5,6,7

S, 2c,d BIQ, Admin

SR 8,9,10 S,5 S,3 2 6-12, 1-13, 2-13

BW S 1,2,4,6,7 S, 1,2,3,5 S, 6cS, 2c,d BIQ,

Admin S,5 S,3 12 6-12, 1-13, 2-13

CC (12)S

1,2,3,4,6,7S, 1,2,3,5 S, 6c SR 1,2,4,5,6,7

S, 2c,d BIQ, Admin

SR 8,9,10 S,5 S,3 11 6-12, 1-13, 2-13 GySgt Francisco 3 mo

DN (12)S

1,2,3,4,6,7S, 1,2,3,5

S, 6c SR 1,2,4,5,6,7S, 2c,d BIQ,

Admin SR 8,9,10 S,5 S,3 9 6-12, 1-13, 2-13

ER (12)S

1,2,3,4,6,7S, 1,2,3,5

S, 6c SR 1,2,4,5,6,7S, 2c,d BIQ,

Admin SR 8,9,10 S,5 S,3 5 6-12, 1-13, 2-13

GHS

1,2,3,4,6,7S, 3,5 S, 6c

S, 2c,d BIQ, Admin

S,5 S,3 13 6-12, 1-13, 2-13SSgt Nobles 3 Mo

SSgt Guerrero 9 mo

HWS

1,2,3,4,6,7S, 1,2,3,5 S, 6c

SR 1,2,4,5,6,7 S, 2c,d BIQ, Admin

SR 8,9,10S,5 S,3 4 6-12, 1-13, 2-13 Sgt Brown 1 Mo MT Oct

LN S 2,4,7 S, 1,2,3,5 S, 6c S,5 S,3 15 6-12, 1-13, 2-13

PAS

1,2,3,4,6,7S, 1,2,3,5 S, 6c SR 1,2,4,5,6,7

S, 2c,d BIQ, Admin

SR 8,9,10 S,5 S,3 6 6-12, 1-13, 2-13 SSgt Shekter 6 mo

SB (12)S

1,2,3,4,6,7S, 1,2,3,5 S, 6c SR 1,2,4,5,6,7

S, 2c,d BIQ, Admin

SR 8,9,10 S,5 S,3 8 6-12, 1-13, 2-13

SCS

1,2,3,4,6,7S, 1,2,3,5 S, 6c SR 1,2,4,5,6,7

S, 2c,d BIQ, Admin

SR 8,9,10 S,5 S,3 10 6-12, 1-13, 2-13

TO (12) S 1,2,4,6,7 S, 1,2,3,5 S, 6c P1,2,4,5,6,7S, 2c,d BIQ,

Admin PI 8,9,10 S,5 S,3 1 6-12, 1-13, 2-13

VN (12)S

1,2,3,4,6,7S, 1,2,3,5 S, 6c

S, 2c,d BIQ, Admin

S,5 S,3 7 6-12, 1-13, 2-13Sgt Hempel 3 mo

Sgt Alvarez PAR Trng

VTS

1,2,3,4,6,7S, 1,2,3,5 S, 6c

S, 2c,d BIQ, Admin

S,5 S,3 14 6-12, 1-13, 2-13 SSgt Rod 1 Mo MT Oct

MEPS 16

PLC OCC 215 Needed Enl Ref Enl Ref Cont Induction

OSO 25% Ach 80% Females 59 3 S 9 S,5 S,3 3 Capt Carter Mod 2,3,4,5

OSO 25% Ach 80% Females 59 3 S, 9 S,5 S,3 3 Capt Johnson Mod 2,3,4,5

RS

RS LA CGAP MATRIX – SEPT 2013

ACTION: P=CMD PART, T=NEED TRAINING, S=NEED SUPERVISION URGENCY: I=IMMEDIATE, R=ROUTINE, N=NOT URGENT

RI Involvement

• The AOP shop is the responsible office for conducting all certification and training after graduation from the OSOC.

• The CO/RI will review training within OSS MCRISS.

• Communication between the RI and the AOP Chief is imperative.

A new relationship must be built between the RI and the District AOP Chief, to ensurethe health and continued training of the OST. Specific OST Training, should be addressed

Purpose of Systematic Recruiting

• To organize an OSO’s efforts to make mission

• Ensure the focus is on effective/efficient recruiting

• Assist in planning

Time Management. This is where the RI’s Experience is vital with regards to the

Effectiveness of Prospecting.Can results be tangibly measured?

Five Elements of Systematic Recruiting

• Organization- assets, territory and effort• Standardization- procedures, definitions

and system• Management- collection and analysis of

information• Training- train to improve performance• Action- GET OUT AND DO IT

The missing piece is PESOS which we know very well on the “e” side.

Benefits of Systematic Recruiting(Solid OSA is needed here)

• Know quantifiably how much work needs to be done to make mission.

• Help OSO stay organized.• Allows for a tool to analyze production.• Provides a step by step approach to maximize abilities.

They are getting better at this, thanks to some of the efforts of OSOC and TotalForce Recruiting. Everybody is talking the same language or are they?

Reasons for not using the System

• Don’t understand how to use it.• Lack of skill or confidence.• Administrative skills are weak.• Not held accountable.• Have a better way (haven’t bought into

it)• Too much work.• Can make it without it.• Markets to good, don’t have to use it.

Systems Big Four

• The four components of the systems necessary to drive production:– OSO Management book– Working file– Hot leads binder– Profile Progress Book

OSO Management Book

• The OSO Management Book is an action oriented management tool that contains all tools needed to drive mission accomplishment.

• Mission starts June 1st and ends May 31st

• Management book consists of seven sections

OSO Management Book

• SECTION 1- PLANS SECTION– Contains OSO’s daily plan– Month-in-site– Annual plan

• This section is used to track and schedule all events/activities that take place for an OST during any given day or month.

OSO Management Book

• Daily Plan– OSO will maintain daily plans for each day

why?– Record all commitments, appointments, and

other recruiting activities/MCRISS OSS– When the month is over, the OSO will move

the completed month’s daily plan to the PPB and add the OSO Daily Plans for the following month. MCRISS OSS?

MONTH: DATE: YEAR:

0700

0730

0800

0830

0900

0930

1000

1030

1100

1130

1200

1230

1300

1330

1400

1430 APPOINTMENT/INTERVIEW SCHEDULE TIME SRC/ACTY

1500 APPT. INTERVIEW

1530 OUTCOME OUTCOME

1600 1.

1630 S NS R NWA F/U DQ

1700 2.


1800 3.


1900 4.


ACTIVITY CONTACTS APPTS INTVW APPT DATE SRC/ACTY

TC 1.

EM 2.

AC 3.

OT 4.

DAILY RESULTS DAILY APPOINTMENTS SETNAME

DAILY SCHEDULE DAILY TASK LIST

NAME / PROGRAM

PHONE # / PLACE

Often more then not, this is not filled out. 50% of the

time, these areas are filled out, but not correctly.

The importance of TRUE DATA?

OSO Management Book

• Month-In-Site– Created monthly and should mirror

annual plan, although living document but must be talked to. RI should analyze this.

– Ensure RI has a copy or access to the Outlook Calendar, which mirrors the MIS.

TEA M M EM B ER SUNDAY MONDAY TUESDAY WEDNESDAY THURSDAY FRIDAY SATURDAY SCHOOL DATE

MONTH-IN-SIGHT: POOL EVENTS

This might be filled out, but only followed about 20% of the time. Specifically the Career Fairs will be followed but that is about it.

OSO Management Book

• Annual Plan– Annual plans are the 12 monthly calendars for

the current fiscal year. – These calendars show all known

commitments, specific recruiting activities, school visit plans, shipping dates, phase-line dates, training dates and all other recruiting activities that are known.

– Annual plan should be uploaded into MCRISS OSS.

This will often be done for submission purposes, but will not be followed from month to month for

analysis

OSO Management Book

• SECTION 2- RESULTS SECTION– Contains the forms used to record and

track the efforts. – Five sub-sections:

• Monthly prospecting results• Interview Log• New Working Applicant Sheet• New Working Applicant Report• Candidate Record

OSO Management Book

• Monthly Prospecting Results:– This form is used to record the

prospecting results of an OSS at the end of each recruiting week.

– This data will be used to complete the Data Analysis Worksheet.

Great! You might find this done, but what does it mean to me? Right now it’s just a pain in my…

ACTIVITY CONTACTS APPTS INTV ACTIVITY CONTACTS APPTS INTV ACTIVITY CONTACTS APPTS INTV

TC TC TCEM EM EMAC AC ACOT OT OT

ACTIVITY CONTACTS APPTS INTV ACTIVITY CONTACTS APPTS INTV ACTIVITY CONTACTS APPTS INTV

TC TC TCEM EM EMAC AC ACOT OT OT

**TRANSCRIBE THIS INFO ONTO

MONTHLY PROSPECTING RESULTSMONTH/YEAR:__________

WEEK ONE WEEK TWO WEEK THREE

WEEK FOUR WEEK FIVE MONTHLY TOTAL**

This is a major concern. The District AOP’s are now having them turn in weekly numbers, but not all are analyzing these numbers. They really should be analyzing on (at the very least) monthly. The RI may be able to assist by also analyzing and comparing to the AOP Chiefs data.

OSO Management Book

• Interview Log:– Used to list all interviews in chronological order

by the day they were conducted. – When an interview turns into a NWA build the

NWA in MCRISS OSS– Keep hard copies to add to the system if

needed but analyze the logs monthly clean those that are not players.

Again, how do I analyze this for results?

NAME DATE PROGRAM SRCE/ACTY COLLEGE GRAD DATE RACE SEX PHONE #/E-MAILRESULTS/REMARKS

INTERVIEW LOG

OSO Management Book

• New Working Applicant Sheet: MCRISS OSS– used to list all NWAs as they are claimed in

chronological order by the date they started working. – List all new NWAs and the progress of all previously

claimed NWAs. – When a NWA contracts, card created in MCRISS OSS.– Open NWA’s will be reviewed quarterly in MCRISS OSS.

With an average time of 68 Days from Contact to Contract, howcan I analyze this information to improve my processing?

OSO Management Book

• New Working Applicant Report:– Required to be submitted to District

monthly or as directed.– This is the primary source document for

the processing of all applicants within the OSS.

OSO Management Book

• Candidate Record:– This form is used to list all Candidates in chronological

order by the date they are contracted. – The candidate record serves as a running tally of those

contracts attained to date by the OST. – If a candidate does not ship, fails to induct, or drops

from OCS, the OSO will ensure the correct annotations in MCRISS OSS.

– Carried over to the PPB in MCRISS OSS.

OSO Management Book

• SECTION 3- REPORTS SECTION:– This section contains the forms used to

record prospecting/processing results and conduct data analysis/objectives setting.

If this is filled out, then most likely they believe in using it.

OSO Management Book

• SECTION 4- MISSION LTR SECTION:– This section is used to maintain the

OSOs mission letter from the RS Commanding Officer. The RS CO will assign the OSO’s mission by issuing an Annual Mission Letter.

This might be given by the CO, but is oftendeveloped by the AOP…how does this happen?

OSO Management Book

• SECTION 5- TRIP REPORT SECTION:– Current FY training reports, trip reports, and

inspection documents.

• SECTION 6- POOL SECTION– A copy of the current pool report will be

maintained in this section. A current pool report can be obtained from MCRISS.

• SECTION 7- NOTES AND REF SECTION:• (1) Notes • (2) References (will include current waiver policies)

Many are not leaving them! All command group members should be reviewingand leaving, trip reports.

Working File

SYSTEMATICALLY Drive the Development of Prospects thru the Contact to Contract Chain

SYSTEMATICALLY Distribute the OST’s Workload

Is there such thing as a “dead file”!

Often not worked in a systematic way. MCRISS OSS is assistingIn this area.

Four Sections of the Working File

• DAILY INDEXES (1-31)• DAILY INDEXES Next Month (1-31)• FY MONTHLY (1 YEAR)• OUT YEAR INDEXES (2 FY)

Action Dates to drive systematic processing need to be reviewedMonthly as part of “Monthly Planning”.

Types of Cards

• Tracking Cards Cards that assist the OST in

progressively working prospects until they Contract

• Action Cards Cards that remind the OSO of

specific recruiting task

The persistence here is getting better, but continues to need work.

Tracking Cards

• Prospect Applicant Card • Candidate Pool Card • Contact Card

Word pictures, Who, what, where, when and why…

Date Initial Contact Recorder

Full-Time LS GPA CUM Citizen Y/N

B / H / O

Pager

Prog/Yr Activity

Employment/hrs: Applicant Concerns:

DOB:

POB:

Ht:

Wt:

Max Wt:

Medications:

Diseases:Prospect /Applicant Card (OSO) - Recruit ing NAVM C11098 Rev.(3-01) SN: 0000-00-006-8340 U/I: EA

Home Address Telephone Number

Prospect/Applicant Card (OSO)

Best time to contact

First Name Middle Last Social Security Number

College Activities:

RE Code:

Source

Major

High school activities:

Graduation DateCollege/University

Sales Interview Date:

Have you ever seen a doctor or psychiatrist?

Have you ever been hospitalized?

Marital Status:

Spouse Name:

Drug Usage:

Prior Service:

MOS:

ASVAB:

Tattoo/Piercing:

Traffic tickets:

Rank:Children:

Needs

SAT/ACT/EL/LSAT

Current Address Telephone Number E-mail address Cell Phone/Voice mail

Reserve Unit:

Do you exercise?

How ?Arrests:

Asthma/Allergies:

Vision Corr to 20/20:

Vision Problems:

That uncomfortable probing is rare. OCS attrition is averaging between 33 – 38%. 60% for Females.

Date PU/Flex Crunch Run Total HT/WT BF%

OCS Guide Issue Date:

Notes:

Commissioning Place:

PFT Results

Home Address

Contract Date Major

LastFirst Name

Initial Program Brief Date:

Boots Issued Date:

Commissioning Date:

Commissioning Time:

RFO Submitted Date:

Travel Voucher Completed Date:

Pre-ship Brief Date (s): /

Jr/Comb/OCC Ship Date:

PLC Senior Increment:

PLC Senior Ship Date:

Comm Uniforms Ordered Date:

OCS Ranking/Results:

OCS OSO/Candidate Debrief:

Social Security Number

Current Address Telephone Number E-mail address

Telephone Number

Middle

Program/Year

RFA Submitted Date:

Cell Phone/Voice mail Pager

College/University

Time to contact

Candidate Pool Card (OSO)

Candidate Pool Card (OSO) - Recruit ing NAVM C 11096 Rev. (3-01) SN: 0000-00-006-8300 U/I: EA

Comm Med Exam Due Date:

Med Exam Due Date:

Recorder

Graduation Date

FIP:

Semester GPA Date Enrolled:

FAP: Yes / No

Date Enrolled:

MCTAP: Yes / No

Date Enrolled:

I have received the "Initial Briefing" from the OSO, and I understand all aspects of the pool program:

REMARKS

Flight School Address:

GPA/Financial Aid

Remarks

Phone Number:

Instructor Name:

Yes / No

Date

POOL FUNCTIONS

What is the standard requirement of the OST?

Similar to the “e” side, is there a solid word picture. Can you as theRI/ARI determine what is going on with this candidate?

Highly recommend the SgtMaj review this section.

Contact Card (OSO)TITLE: DATE PREPARED:

BUSINESS ADDRESS AND TELEPHONE: HOME ADDRESS AND TELEPHONE:

Contact Card (OSO) - Recruit ing NAVM C110xx Rev.(3-01) SN: xxxx-xx-xxx-xxxx U/I: EA

FAX NUMBER: E-MAIL: VOICE MAIL:

RANK:

CURRENT OR PAST AFFILIATIONS

USMC: YES NO

VALUE OF SUPPORT PROVIDED BY CONTACT:

NAME: NICKNAME:

SPOUSE & FAMILY INFORMATION: HOBBIES/PASTIMES:

NEEDS OR CONCERNS:

REFERRALS PROVIDED BY CONTACT:

OTHER:

CELLULAR PHONE:

DIRECT SUPPORT PROVIDED BY CONTACT:

ACTION DATE RESULTS

?

Action Card

• The Visit Planning Cards in the working file assists you in systematically working assigned schools and carrying out the annual plan. The Visit Planning Card tracks minimum program requirements and action dates. All scheduled visits and other relevant information are recorded on this card.

Campus: Male Pop: Black Pop:

Priority: FY: Female Pop: Hispanic Pop:

Other Pop:

PROGRAM DATE

Review Working College Binder

Initial Phone Call 1st Candidate:

Initial Visit

Meet w /President Key Man:

Meet w /Registrar

Meet w /Career Plcmt. Dir

Freshmen Orientation

Get Seniors List

Get Juniors List

Get Sophomores List

Get Freshmen List

Get Law Students List

Presentation

Presentation

Presentation

Presentation

EAC Event

MCFOP

Other

Visit Planning Card (OSO)

Candidates

Visit Planning Card (OSO) - Recruit ing NAVM C 110xx Rev. (3-01) SN: xxxx-xx-xxx-xxxx U/ I: EA

RESULTS

Name Phone #/e-mail

What is the issues with these in your AO?

RecommendThese being

aggressively tracked,similar to the “e”

side.

Date

President:

Asst. President:

President Sect:

Registrar:

Career Placement Director:

Dean:

Dean:

Dean:

Prof:

Prof:

Prof:

Club/Org. Pres:

Club/Org. Pres:

Club/Org. Pres:

Semper Fi Society POC:

Candidate Coordinator:

Semper Fi Society POC:

MOI:

AMOI:

Nearest RSS:

Other:

Other:

PhoneName Purpose Results & # of contacts/appts/intv/nw a

Current FY Visit RecapContacts

Hot Leads Binder

• Drives the initial contact with high priority prospects forwarded by the national fulfillment center.

Concerns with AGGRESSIVE PROSPECTING of the names. Manynames are being called once and not again. Tracking system

is weak. This binder should be reviewed by the Command Group Members that visit.

Hot Leads Cont..

• Three ring binder with two sections: – Section I to be contacted. Included in

this section will be a set of 1-31 tabs. – Section II – Contacted/PAC’ed out

Review major changes to this area. MCRISS OSS may not be completely up andRunning in al areas but the OSOs should be able to talk to their current

System to account for these.

Profile Progress Book

• It provides historical data on the performance and progress of the OST. The PPB is maintained for the current FY and the five previous years.

• Two Sections Mission has been steady for the past 5 years. There should be solid data at this point.

Profile Progress Book Section 1

• College Profile Sheet• Market Analysis Worksheet

Profile Progress Book Section 1

• OSO Daily Plans• Annual Plan---- Month

In Sight. Hard Copies may be uploaded in MCRISS OSS

• Monthly Prospecting Results

• Interview Logs• NWA Sheets• Candidate Record• Monthly Activity

Reports

• Data Analysis Worksheets

• Objective Sheets• Mission Letters• Trip Reports• Candidate Pool Logs• Maintain current year

and four previous years

All of this that can be uploaded into MCRISS OSS, should be monthly.

OSO Programs Book

• Reference for all administrative guidelines pertaining to officer procurement, Marine Corps Orders, FROST calls, administrative instructions and any other materials that pertain to processing or contracting an individual.

Many changes have been made. ensure the OST is visiting the MCRC G-3 website.

Assets Map

• The Assets Map displays the location of all the OST's resources and activities available.

PRI 1 SCHOOL PRI 1 PRI 2 PRI 2 SCHOOL PRI 2 SCHOOL PRI 1 SCHOOL PRI 3 SCHOOL PRI 3

LEGEND OSS- WHITE PIN RS- GOLD PIN MEPS- PINK PIN RSS/PCS- BLACK PIN SMCR/MTU- PURPLE PIN NROTC- BLUE PIN MET SITE- ORANGE PIN NON-WORKING SCHOOL- RED PIN PRI ONE SCHOOL- GREEN FLAG PRI 2 SCHOOL- YELLOW FLAG PRI 3 SCHOOL- RED FLAG COMM COLLEGE- WHITE FLAG

RS

NON WORKING SCHOOL

MEPS

OSS WHITE PIN

RSS/PCS

SMCR/MTU

NROTC

MET SITE

PRI 1 SCHOOL

PRI 2

How can I use this to strategicallymanage my AO? Is it worth the

Time?

OST Mission Board

• The OST Mission Board reflects the OST's mission and progress by program, year group, component and category.

This is a major tool that should have real time information. It should be updateddaily, similar to how an NCOIC uses a pool board to track shipping mission.

COMPONENT NAME SCHOOL COMPONENT NAME SCHOOL COMPONENT NAME SCHOOL

COMPONENT NAME SCHOOL COMPONENT NAME SCHOOL COMPONENT NAME SCHOOL

O ST MISSION BO ARDRE CRUITING Y E AR: ____

PLC Y E AR: PLC Y E AR: PLC Y E AR:

ADDIT IONAL: ADDIT IO NAL: ADDIT IO NAL:

O CC CLASS: O CC CLASS: OCC CLASS:

All members of the command group as well as the SNCOICs, should have an ideaof where the OST is sitting for mission. Each Command Group member that visits

the OST should be reviewing this board and asking questions. Where do theysit for mission and if behind, what are they doing right now!

Working College Binder

• It is constructed for each school in your College Relations Program and is designed to provide background information on that particular campus.

Pool Board

• The Pool Board reflects the status of poolees.

• Requires action dates • Definition change for poolees

Review like you would in an RSS.

OSA S&R

• Should mirror the OSO Management book

• Organizes the OSA's daily and weekly plan

• Records the OSA's prospecting and processing activities and serves as a tool to analyze daily, weekly and monthly objectives

• All results are consolidated to the OSO management book

Many will stop using their S & R Book upon entering an OST as an OSA.Reason, don’t see the value in it.

Candidate File

• A residual copy of the application used for follow-on administration.

Normally an HRA task…by the way, who is your HRA and what do they do?

Working Applicant File

• The Working Applicant File consolidates documents necessary to complete an application. As documents are received they are checked off on the application checklist, which is attached to the file.

This is a MAJOR ISSUE!!! Missing documents are not aggressively gathered. Moreemphasis needs to be put on getting these documents in, in a reasonable

Amount of time. Task the candidate and hold the accountable.

Closed Applicant File

• The Closed Application File contains packages of individuals who initiated an application but did not complete the process or were denied acceptance.

Many OSTs are working this old wood and getting results, but it must be worked systematically.

Obtain Names

Prospecting Screening Candidate/ Pool

Management

Shipping 20% attrition

or less

Commissioning! This is our success!!!

Prospecting Activities

AC,TC,e-mail,OT

Screening Selling Processing NWA’S

Closing Ratio 2:1

Contracting OCC/PLC:

Air,Grd,Law,NFO

Sales Ratio 2:1

E3

- EFFORT - EFFECTIVENESS

- EFFICENCY

Cause and Affect

District/Region Board

Selected

Non-District Board Select, Analyze why?

Information entered into

MCRISS

Processing Ratio 2:1

Ensure Mental and Physical

Preparation for OCS!

RI OfficerSystematicRecruiting

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