Canc frp: Aug 96

COMNAVRESINTCOMNOTE 3810

00C

5 August 1995

COMNAVRESINTCOM NOTICE 3810

Subj: FISCAL YEAR 1996 NAVAL RESERVE INTELLIGENCE PROGRAM (NRIP) GOALS AND OBJECTIVES

Ref: (a) COMNAVRESINTCOMINST 3810.1F

Encl: (1) COMNAVRESINTCOM Vision

1. Purpose. To identify actions to be taken by the command during FY-96 in order to accomplish the command's mission (reference (a)) and to realize the NRIP vision (enclosure (1)). Reference (a) also identifies the tools we will use -- and which we expect RIACs to use -- to communicate each other's plans.

2. Discussion.

a. This Notice does not include all actions required to carry out the NRIP mission; it focuses only on FY-96 initiatives to achieve the strategic goals. These initiatives were approved by the COMNAVRESINTCOM Executive Steering Committee on 9 July 1995.

b. Actions relating to the routine management of the program are addressed in other documents, including the planning calendar, various COMNAVRESINTCOM, OPNAV, COMNAVRESFOR and COMNAVAIRESFOR directives, and manuals prepared by departments of the command.

3. Strategic Goals.

a. Improve Support to the Active Forces. The NRIP continues to strive to become indispensable to active forces. During FY-96, COMNAVRESINTCOM will:

(1) Continue efforts to communicate the NRIP's mission, vision, and achievements to organizations and people in government who make decisions that affect the program.

(2) As appropriate, become more active in the strategic planning processes of our major gaining commands.

(3) Continue to break down all barriers to more effective use of reserve assets.

(4) Make better use of improvements in connectivity between gaining commands and drill sites to strengthen intelligence support.

(5) Systematically review our experience in joint efforts; take stock of lessons learned, refine our and publicize our doctrine for working in joint environments.

(6) Coordinate NRIP support for the active force counterdrug mission and identify ways the NRIP can improve its ability to fulfill growing mission requirements.

(7) Review inspection and inspection communication processes for improvement; incorporate AIMS to improve the efficiency and effectiveness of the inspection process.

b. Train to Support Mobilization Readiness and Peacetime Contributory Support. In order to be in a better position to fulfill the role we envision in supporting the active forces, we will:

(1) Implement NRIP Master Training Instruction.

(2) Integrate USMCR into BRIT.

(3) Maximize successful exam participation by TIR-eligible personnel.

(4) Fully implement NRIP-wide JDISS/UNIX training.

(5) Continue refinement of mid-level and senior career development courses (MG-1 and MG-5).

(6) Continued emphasis of AT-at-sea.

(7) Improve career education for NRIP personnel, including monitored professional development program for officers.

(8) Implement distance learning through optimum utilization of CNET video teletraining infrastructure and capabilities.

(9) Expand BRIT schoolhouse charter to embrace broad range of training activities.

(10) Restructure and simplify RBTRs/ITPs.

c. Ensure High Moral, Ethical, and Professional Standards. In FY-96 the NRIP will:

(1) Set positive examples and a command climate which encourages individuals to accept responsibility for their actions.

(2) Continue the enforcement of zero tolerance for abuse and harassment.

(3) Empower our people and delegate authority to the lowest possible level.

(4) Gather and maintain current data on the command Equal Opportunity environment.

(5) Review and determine command responses to IS Rating Survey.

(6) Improve two-way communications among all personnel to enhance Total Quality Leadership and professional development.

d. Streamline Administrative Procedures. Actions to be initiated or continued in FY-96:

(1) Apply "mission relevancy" test to all administrative procedures and make every effort to simplify and improve administrative procedures mandated by higher authority; work with higher echelon commands to find ways to accomplish this goal.

(2) Use AIMS to improve RIA-level productivity; continue to gather feedback from units and RIAs in order to make improvements to AIMS.

(3) Continue to focus on quality of awards preparation and timeliness of awards approval.

(4) Focus on improving quality and efficiency in meeting program administrative requirements: make compliance with current source documents the standards by issuing new Administrative Officer's Manual and providing program-wide training; make current source documents available electronically.

e. Manpower Management Practices. Enhance the accession, promotion, and career development opportunities for NRIP personnel. During FY-96 we will:

(1) Continue to work with BUPERS and RESFOR Manpower Managers to further advancement and promotion opportunities for NRIP personnel.

(2) Ensure a reasonable accession of high quality junior personnel.

(3) Within the constraints dictated by higher authority, increase billet assignment opportunities to promote career development and increase AT/ADT/ADSW opportunities.

f. Emphasize Total Quality Culture in NRIP.

g. Improve Security Practices. During FY-96, we will:

(1) Promote security education and awareness, and conduct security stand-downs where appropriate to avoid security violations.

(2) Increase emphasis on ADP security.

(3) Support development of security briefings tailored to conditions at drill sites.

4. Other Initiatives.

a. Promote NRIP senior enlisted membership on enlisted advancement boards.

b. Create an active CPO/LCPO mess in each RIA.

5. Cancellation contingency. This notice will be cancelled upon issuance of an FY97 notice of the same title.

B. A. BLACK

Distribution: (refer to COMNAVRESINTCOMINST 5216.1H)

Lists I, II, III, IV, V, VIII, IX

We are a force of intelligence professionals indispensable to active commands around the world and around the clock. We operate effectively in both Navy and joint environments and are fully integrated with active and other reserve commands. We adhere to the highest moral, professional, and ethical standards and recognize people as our most important asset.

We are these things because:

Our first priority is support for active forces.

Our talent and expertise are unique and unmatched in the military intelligence community.

We participate in a wide variety of ways, any day of the week and at all hours; we can be called to active duty or mobilized rapidly and on short notice for any contingency.

We are fully equipped and exceptionally trained to operate effectively in Navy and joint environments:

--We can communicate in a multiplicity of ways with any command.

--We set the example for working and training together.

We provide quality leadership for naval and defense intelligence management.

We are enthusiastic and dedicated, and we constantly strive to improve.

Our esprit de corps is built on the principle that people are our most valuable asset:

--We respect one another and treat each other fairly.

--We do the morally right things.

--We help all our people reach their full potential.

--We recognize the contributions of our people.

All efforts are made to keep our administrative procedures simple, streamlined, and automated.

Security is an integral part of our profession.

Adopted by the COMNAVRESINTCOM Executive Steering Committee on 7 June 1992. (Revised on 9 July 1995.)