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RINC/ADVANCED RECRUITER STUDY GUIDE > RinC STUDY GUIDE > Flashcards

RinC STUDY GUIDE Flashcards

TO PREPARE THE RECRUITING NATION WITH THE NEXT GREAT LEADERS.

1
Q

WHAT IS RPMS ?

A

RECRUITER PRODUCTION MANAGEMENT SYSTEM

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2
Q

PURPOSE OF RPMS?

A

PROVIDES PRODUCTION PERSONNEL WITH TOOLS NECESSARY TO EFFECTIVELY PLAN AND EVALUATE RECRUITING ACTIVITIES TO ACHIEVE GOAL.

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3
Q

COMPONENTS OF RPMS?

A

PATE
PLANNER
APPLICANT LOG

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4
Q

WHAT IS PATE?

A

PRODUCTION ANALYSIS TRAINING AND EVALUATION

RETAIN CURRENT + 24 MONTHS

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5
Q

PURPOSE OF PATE?

A
  • USED TO ANALYZE STATION AND RECRUITER PROSPECTING AND SALES PERFORMANCE.
  • PROVIDES INFO NECESSARY TO CONDUCT PROPER ACTIVITY ANALYSIS.
  • A BASELINE FOR REC, LPO, AND DLCPO TO DEVELOP A EFFECTIVE PROSPECTING PLAN.
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6
Q

HOW MANY SECTIONS IN THE PATE?

A

4

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7
Q

SECTION 1

A

PROSPECTING GENERATED

  • ACTIVITY GENERATED FOR LAST 3 MONTHS FROM:
  • APPOINTMENTS
  • INTERVIEWS
  • QI
  • PHYS
  • NEW CONTRACTS

BROKEN DOWN BY:

  • PHONE/LEADS
  • REFERRALS
  • PDC/OA (SOCIAL MEDIA)
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8
Q

SECTION 2

A

PROSPECTING SUMMARY

  • RATIO FOR 1 CONTRACT
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9
Q

SECTION 3

A

PROSPECTING PLAN GUIDANCE

A. MONTHLY GOAL

B. TOTAL MONTHLY ACTIVITY TO ACHIEVE GOAL
USED TO BUILD PROSPECTING PLAN

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10
Q

SECTION 4

A

OTHER ACTIVITY

  • MAILS OUTS
  • WALK INS (ALONG WITH NEW CONTRACT TOTALS)
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11
Q

WHAT IS SMART?

A

STATION MARKET ANALYSIS AND REVIEW TECHNIQUES.

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12
Q

PURPOSE OF SMART?

A

DESIGNED TO TARGET QUALITY MARKETS CENTERS,

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13
Q

HOW MANY COMPONENTS OF SMART?

A

6

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14
Q
  1. NRS TERRITORY MAP
A

A MAP OF STATION’S AREA OF RESPONSIBILITY. RECRUITER AND NRS BOUNDARY WILL BE OUTLINED USING MAP TAPE OR MARKER.

  • RED STAR (NRS)
  • RED STAR W/R (NOSC)
  • BLUE STAR (HIGH SCHOOL)
  • GREEN STAR (2YR COLLEGE)
  • GOLD STAR (4YR COLLEGE)
  • SILVER STAR (TRADE SCHOOL/VOTECH)
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15
Q
  1. ALL SERVICE ACCESSION DATA
A

(ASAD) FISCAL YEAR TO DATE: (2) REPORTS

  • ACCESSIONS (ACC)
  • GROSS NEW CONTRACTS (GNC)
  • UPDATED QUARTERLY*
  • RETAIN CURRENT + 2YRS*

NAVIGATE THROUGH WEBSTEAM
(PIVOT TABLES)

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16
Q

(ASAD) PIVOT TABLES INFO WILL INDICATE WHERE THE NEW CONTRACTS AND ACCESSIONS ARE BEING WRITTEN ALL THE WAY DOWN TO THE ZIP CODES AND ALSO BY WHICH BRANCH OF SERVICE.

AREAS TO CONSIDER WHEN VIEWING ASAD:

A
  • NAVY MARKET SHARES
  • PROPENSITY FOR OTHER SERVICES
  • PENETRATION OF MARKETS
  • COMPARISON OF TEST SCORES
    • AFQT CATEGORIES I, II, IIIA, AND IIIB
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17
Q

AFQT CATEGORY I

A

99 - 93

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18
Q

AFQT CATEGORY II

A

92 - 65

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19
Q

AFQT CATEGORY IIIA

A

64 - 50

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20
Q

AFQT CATEGORY IIIB

A

49 - 31

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21
Q
  1. GOAL RECAP SHEETS
A

USED FOR TRACKING OF GOALS AND ATTAINMENTS OF WICKETS.

RETAINED CURRENT + 2YRS

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22
Q
  1. HIGH SCHOOL FOLDER DATA SHEET
A

STATION’S HOMETOWN FISCAL YEAR TO DATE HIGH (FYTD) SCHOOL LISTING

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23
Q
  1. SCHOOL OF AREA RESPONSIBILITY (SOAR)

* TERRITORY BREAKDOWN*

A

THE COMBINATION OF ZIP CODES AND HIGH SCHOOLS COMPRISE A SOAR.

  • A NRS WILL BE BROKEN DOWN INTO AREA EQUAL TO THE NUMBER OF RECRUITERS ASSIGNED TO THE NRS AND DOCUMENTED ON A TERRITORY BREAKDOWN SHEET FOR EACH REC. EACH REC’S AREA WILL BE BROKEN DOWN INTO SOAR TERRITORIES.
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24
Q
  1. DEP STATUS BOARD
A

USED TO MAINTAIN A 12 MONTH ROLLING PICTURE OF THE DEP POOL.

  • FUTURE SAILOR’S NAME WILL ENTERED IN GREASE PENCILS AND REFERRALS TRACKED UNDER THE (ACC) BLOCK FOR ALL FUTURE SAILORS.
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25
Q

SYTD WG TARGET

A

(SCHOOL YR TO DATE WILL GRAD TARGET)

  • TOTAL NUMBER OF WILL GRADS ASSIGNED AS A TARGET WITHIN NRS FOR PRESENT YEAR.
  • XXX / 1 PER ONE SENIOR DETERMINED BY CHIEF RECRUITER
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26
Q

SYTD WG ATTN

A

(SCHOOL YR TO DATE WILL GRAD ATTAINED)

  • WILL GRAD ATTAINED DURING PRESENT SCHOOL YEAR
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27
Q

DEP ACCESSIONS

A

NUMBER OF NEW CONTRACTS TO DATE FOR CURRENT MONTH.

28
Q

TOTAL DEP

A

TOTAL NUMBER OF FUTURE SAILORS IN DEP POOL

**NUMBER SHOULD MATCH RTOOLS/PRIDE

29
Q

FUTURE SAILOR TYPE:

INDICATE THE TYPE OF FUTURE SAILOR BY USING THE FOLLOWING DRY ERASE/GREASE PENCIL COLORS

A
  • BLACK (NON - NSW/NSO WORKFORCE MALES)
  • BLUE (NON - NSW/NSO WILL GRAD (11S) MALES
  • RED (ALL NON - NSW/NSO FEMALES
  • GREEN (ALL NSW/NSO FUTURE SAILORS)
30
Q

WHAT IS STEAM?

A

STANDARDIZED TERRITORY EVALUATION AND ANALYSIS FOR MANAGEMENT

31
Q

PURPOSE OF STEAM?

A

TO ENSURE THAT NRS AND RECRUITERS HAVE A FAIR SHARE OF THE MARKET. PRIMARY SOURCE OF MARKET RESEARCH DATA TO IDENTIFY RECRUITING MARKET AND DETERMINE MARKET POTENTIAL.

32
Q

THE (STEAM) MODEL SHALL BE THE STARTING POINT FOR ASSIGNING RECRUITERS GOALS, AND MARKET ANALYSIS.

  • THE PRIMARY OUTUTS OF STEAM ARE:
A
  • MARKET SHARE
  • RECRUITER ASSIGNMENT FACTOR (RAF)
    2 TYPES OF RAF
  1. TRADITIONAL RAF (TRAF)
  2. DISTANCE RAF (DRAF)
33
Q

HOW MANY (STEAM) REPORTS ARE THERE? (4)

A
  1. POPULATION
  2. QUALITY
  3. HISTORY
  4. TOTALS

RETAIN CURRENT + 2YRS

34
Q

OVERALL RESPONSIBILITY OF THE DEP POOL FOR LPO/ONBOARDING

A

MAINTAIN CONTACT WITH EACH FS A MIN OF:

  • 2 PHONE CONTACTS
  • 2 FACE TO FACE ( 1 OF WHICH CAN BE FACETIME)

PER MONTH

  • 72 HOUR INDOC (START GUIDE SIGNED) WITHIN 5 DAYS OF DEP
  • ** 17 YR OLD FS MUST HAVE PARENTAL SIGNATURE ***
  • ENSURE 72 HOUR INDOCS ARE CONDUCTED AT FS HOME IN (DRESS UNIFORM)
  • COMPLETE ALL HOLD HARMLESS AGREEMENTS
  • ** 17 YR OLD FS MUST HAVE PARENTAL SIGNATURE ***
  • ALL REQUIRED PG 13’S COMPLETED AND SIGNED
35
Q

DEP RECERTIFICATIONS SHOULD BE CONDUCTED:

A
  • EVERY DEP MEETING
  • MONTHLY MENTORING CONACT
  • DEP CUSTODY TURNOVER
  • 30 DAYS AND 7 DAYS PRIOR TO SHIP DATE
  • CONDUCTED BY LPO/ONBOARDER*
  • WHENEVER ONBOARDING DLCPO DEEMS NECESSARY

DEP ATTENDANCE MUST 80% OR BETTER EACH MONTHLY DEP MEETING

36
Q

DEP AUDIT OCCURS WHEN:

* REVIEW PRIDE RECORD/DEP TRAINING FOLDER*

A
  • TURNOVER OF RECRUITER, LPO OR DLCPO
  • 10% IN MONTH LOSS FROM DEP POOL
  • 2% OUT MONTH LOSS FROM DEP POOL

RESULTS RETAINED FOR 2YRS AND FOWARDED UP THE CHAIN OF COMMAND

37
Q

WHAT IS DEP CUSTODY TURNOVER AND WHEN DOES IT OCCUR:

A
  • FACE TO FACE INTERVIEW MUST BE CONDUCTED WITH EACH FUTURE SAILOR
  • ALL TURNOVERS AND AUDITS WILL BE MAINTAINED AT STATION FOR (2YRS)
  • TURNOVER SHALL OCCUR WITHIN 30 DAYS OF RECRUITER TRANSFER COPY IN DEP RECORD
  • FORWARD THE ORIGINAL TO DEPCO VIA CHAIN OF COMMAND
38
Q

3 TYPES OF INSPECTIONS?

A
  1. PRODUCTION
  2. TURNOVER
  3. NTT/NAAT INSPECTION
39
Q

WHAT ARE THE 3 PURPOSES OF DLCPO STATION VISITS?

A
  1. TRAIN
  2. INCREASE PRODUCTION
  3. AWARD

RETAIN FOR CURRENT + 12 MONTHS W/COPY OF TRAINING SYLLABUS

40
Q

THE FOLLOWING INFO SHOULD BE CONSIDERED WHEN BUILDING A PROSPECTING PLAN:

A
  • PROSPECTING/PROCESSING CONSTRAINTS (REF TO GOALING LETTER)
  • MEPS RUNS
  • SHIPPERS AND PREVIOUSLY SCHED ACTIVITY LISTED IN PLANNER
  • SCHOOL VISITS
  • PLANNED AREA CANVASSING IE. COMMUNITY EVENTS ETC.
  • MEPS Conversion
41
Q

PRIMARY PURPOSE OF AREA CANVASSING?

A
  • CREATE NAVY AWARENESS
  • DEVELOP COI’S
  • PRODUCE CONTRACTS
42
Q

THE PROSPECTING EVOLUTION IS PERFORMED FOR 3 BASIC REASONS:

A
  1. TO FILL APPLICANT WITH QUALIFIED INTERVIEWS
  2. TO CREATE NAVY AWARENESS
  3. TO GATHER ENOUGH BLUEPRINTING INFORMATION TO MAKE A DETERMINATION IF AND WHEN TO CALL A PERSON BACK
43
Q

WHAT IS THE PURPOSE OF BLUEPRINTING?

A

TO REDUCE OR ELIMINATE CALL RELUCTANCE.

DOCUMENTATION IS CRITICAL AT ALL TIMES

COMPLETE ALL SALESFORCE (PRS) SECTIONS FOR APPLICANT RECORD

44
Q

PURPOSE OF APPLICANT LOGS:

A

USED TO TRACK APPLICANTS FROM INTIAL APPOINTMENT TO FINAL DISPOSITION. SERVES AS A TRAINING AID.

RETAIN CURRENT + 12 MONTHS

45
Q

DEFINITION OF QUALIFIED INTERVIEW:

A

ARE DEFINED AS PROSPECTS WHO ARE:

  1. MENTALLY QUALIFIED
  2. MORALLY QUALIFIED
  3. PHYSICALLY QUALIFIED

** AND HAVE COMPLETED VALOR SALES PRESENTATION **

46
Q

WHAT ARE THE (6) PROSPECTING MODES?

A
  1. TELEPHONE
  2. REFERRALS
  3. ADVERTISING
  4. MAILOUTS
  5. PERSONALLY DEVELOPED CONTACTS (PDC)
  6. SOCIAL MEDIA PROSPECTING
47
Q

CRITERIA FOR OBTAINING APP LOGS:

A

EACH REC, LPO, NF COORDINATOR, NSO/NSW COORDINATOR, AND DLCPO WILL MAINTAIN A CURRENT APPLICANT LOG. ALL APP LOGS WILL BE UPDATED DAILY.

  • ANY INTERVIEW CONDUCTED IN PREVIOUS 12 MONTHS AND INTERVIEWED AGAIN WILL BE CONSIDERED AS CARRYOVER.
  • THE LPO IS REQUIRED TO CONDUCT A FOLLOW UP SCREENING ON ALL QUALIFIED INTERVIEWS ENTERED ON THE APP LOG.
48
Q

DAILY PRODUCTION REVIEW (DPR)

A

THE DPR IS ONE OF THE MOST CRITICAL OPERATIONS IN THE NRS. IT ALLOWS THE CHAIN OF COMMAND TO REVIEW, PLAN, ADJUST AND TRAIN TO RECRUITING ACTIVITIES. THE DLCPO AND LPO MUST BE ABLE TO EXPLAIN THE FOLLOWING:

  • STATUS OF REMAINING SHIPPERS FOR THE MONTH?
  • HOW MANY PRODUCTION DAYS ARE LEFT IN THE MONTH?
  • HOW MANY NEW CONTRACTS ARE NEEDED TO OBTAIN THE NRS, DIVISION, AND NTAG’S MISSION?
  • WHAT PROGRAM GOALS STILL NEED TO BE FILLED?(WICKETS, PRIORITY RATES)
  • WHAT EACH REC’S FAIR SHARE OF THE NRS’S GOAL IS?
  • IS THE CURRENT PROSPECTING PLAN WORKING AND DO ADJUSTMENTS NEED TO BE MADE?
  • ARE THERE CONSTRAINTS IN CERTAIN PROGRAM, SUB GOALS, OR MENTAL CATEGORIES?

DPR’S ARE TO BE CONDUCTED DAILY AND THE LPO SHALL CHECK REC’S PROGRESS THROUGHOUT THE DAY AS NEEDED TO ENSURE PLAN IS BEING ACCOMPLISHED AS APPROVED AND THAT THE DESIRED RESULTS ARE BEING ACHIEVED

49
Q

PQS AND TRAINING REQUIREMENTS:

A
  • BASIC REC PQS (WITHIN 45 DAYS ON BOARD) START OF SDAP
  • RECRUITER DEVELOPMENT BAORD (RDB) (90 DAYS ONBOARD)
  • ADVANCED REC PQS (WITHIN 6 MONTHS ONBOARD)
  • LPO PQS (COMPETED BY 18TH MONTH ONBOARD)
50
Q

IN RATE STUDY REQUIREMENTS:

A
  • 4 HRS A WEEK / 6 WEEKS BEFORE EXAM
51
Q

TYPES OF TRAINING USED IN RECRUITING:

A
  1. ON THE JOB TRAINING (OJT)
  2. FORMAL TRAINING
  3. INFORMAL TRAINING
  4. PQS TRAINING
  5. GMT
52
Q

HOW TO BUILD A PROSPECTING PLAN

A
  1. FIRST GET YOUR GOAL
    - THE PROSPECTING PLAN IS DEVELOPED BY TAKING THE NUMBER OF PROJECTED NEW CONTRACTS FOR EACH REC TO INCLUDE ATTRITION
    - THE NUMBER OF INTERVIEWS REQUIRED FOR 1 NEW CONTRACTS BASED OF REC RATIOS ON THE PATE
    - THE NUMBER OF APPOINTMENTS NEEDED FOR 1 NEW CONTRACT
    - THE NUMBER OF PROCESSING DAYS LEFT IN THE MONTH

NEW REC SHALL USE THE NRS’S AVERAGE PATE NUMBERS UNTIL THEY HAVE THIER OWN PROCESS WITHIN 3 MONTHS

53
Q

NAPT?

NF APPLICANTS

A

NAVY ADVANCED PROGRAMS TEST

54
Q

PSSQ?

ADVANCED PROGRAMS

A

PERSONNEL SECURITY SCREENING QUESTIONNAIRE

55
Q

DLAB?

CTI

A

DEFENSE LANGUAGE APTITUDE BATTERY

56
Q

ASVAB?

ALL ENLISTED

A

ARMED SERVICES VOCATIONAL APTITUDE BATTERY

57
Q

CSORT?

NSW/NSO

A

COMPUTERIZED SPECIAL OPERATIONS RESILIENCY TEST

58
Q

WHAT IS VALOR?

A

VALUE ORIENTED RECRUITING

59
Q

WHAT ARE THE 4 PARTS OF VALOR?

INTERVIEW OVERLAY

A
  1. ENGAGE (USE FORM, BUILD RAPPORT)
  2. ACCESS (UNCOVER PRESSURES AND PLANS)
  3. REVEAL (NAVY OPPORTUNITIES AND ADVANTAGES)
  4. WIN (CLOSING STATEMENT JOIN, JOIN, JOIN)
60
Q

WHAT ARE THE 4 TYPES OF DISCOVERY QUESTIONS?

A
  1. OPEN ENDED
  2. CLOSE ENDED
  3. THOUGHT PROVOKING
  4. VALUE FOCUSED
61
Q

WHAT ARE THE 4 R’S?

A
  1. RECOGNIZE
  2. RELATE
  3. REALIZE
  4. RESPOND
62
Q

WHAT ARE THE 4 TYPES OF OBJECTIONS?

A
  1. APATHY (I DON’T CARE)
  2. DOUBT (I DON’T BELIEVE)
  3. CONFUSION (I DON’T UNDERSTAND)
  4. OBSTACLE (I DON’T LIKE)
63
Q

WHAT ARE THE 6 NAVY OPPORTUNITY CATEGORIES (BBETRR)

A
  1. BRAND AND REPUTATION
  2. BENEFITS
  3. EXPERIENCE
  4. TRAINING
  5. RESOURCES
  6. RELATIONSHIPS
64
Q

WHAT ARE THE 5 NAVY LEADERSHIP CORE COMPETENCIES?

A
  1. ACCOMPLISH MISSION
  2. LEADING PEOPLE
  3. LEADING CHANGE
  4. WORKING WITH PEOPLE
  5. RESOURCE STEWARDSHIP
65
Q

WHAT ARE THE 4 STEPS OF THE VALOR COACHING PROCESS?

A
  1. ENGAGE AND FOCUS: Creating a coaching environment where the individual will engage effectively and focus on sales priorities.
  2. CLARIFY AND VALIDATE: Moving the Individual from the vague to the specific by using discovery questions to clarify and validate assumptions and conclusions.
  3. ASSESS AND CONNECT: Evaluating the situation by assessing ideas, priorities, options and resources then connecting them into strategies.
  4. ACTION AND FOLLOW UP: Gaining concurrence on specific next steps, resulting in action plans and follow-up with the Individual to review and measure execution.

RINC/ADVANCED RECRUITER STUDY GUIDE (1 decks)

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