3. Recruiting Station Los Angels
CONTACT INFORMATION
619-524-8847
CO
1-323-428-4406
RI
1-323-459-6636
OST
1-310-443-8608
RHRA
Mr. Big “O”
1-310-443-8608
4. 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.
5. 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.
6. THE OFFICER SELECTION TEAM
• OSO- Officer Selection Officer (also
known as the “ORO”, Officer
Recruiting Officer)
• OSA- Officer Selection Assistant
• HRA- Human Resources Assistant
7. 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.
8. Management Priorities
Contact Contract, Chain
1. Obtaining names
2. Prospecting
3. Screening
4. Interviewing
5. NWA/Processing
6. Candidate preparation
7. Shipping
8. Pool Program
9. Commissioning
10. Assignment to active duty
Management
is one of
The MAJOR
Challenges!
9. 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
10. OSA RESPONSIBILITIES
The 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.
11. 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 to
or are ready for change however, they have had to
change a lot in this past few years. Do NOT treat them as
Clerks! Ensure communication is a constent.
12. 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 relationship
then an NCOIC and the CO.
Weekly Updates should be
The norm.
A board in the CO’s office
Is also not a bad idea.
13. 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?
14. RSS/
OSS
HS/CC POOL CDR EPPC PROSP SCRN SALES PROC
SHIP/
Induction
RSS
Priority
MC3 MOD(s)
(3,4 or 5)
EVALS
OSO/OSAs
SNCOICS (1,3&6)
RECRUITERS (3,6&9)
BE
S
1,2,3,4,6,7
S, 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, 6c
S, 2c,d BIQ,
Admin
S,5 S,3 12 6-12, 1-13, 2-13
CC (12)
S
1,2,3,4,6,7
S, 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
1,2,3,4,6,7
S, 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 9 6-12, 1-13, 2-13
ER (12)
S
1,2,3,4,6,7
S, 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 5 6-12, 1-13, 2-13
GH
S
1,2,3,4,6,7
S, 3,5 S, 6c
S, 2c,d BIQ,
Admin
S,5 S,3 13 6-12, 1-13, 2-13
SSgt Nobles 3 Mo
SSgt Guerrero 9 mo
HW
S
1,2,3,4,6,7
S, 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 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
PA
S
1,2,3,4,6,7
S, 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
1,2,3,4,6,7
S, 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
SC
S
1,2,3,4,6,7
S, 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 P1,2,4,5,6,7
S, 2c,d BIQ,
Admin
PI 8,9,10 S,5 S,3 1 6-12, 1-13, 2-13
VN (12)
S
1,2,3,4,6,7
S, 1,2,3,5 S, 6c
S, 2c,d BIQ,
Admin
S,5 S,3 7 6-12, 1-13, 2-13
Sgt Hempel 3 mo
Sgt Alvarez PAR Trng
VT
S
1,2,3,4,6,7
S, 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
15. 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 ensure
the health and continued training of the OST. Specific OST Training, should be addressed
16. 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?
17. 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.
18. 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 Total
Force Recruiting. Everybody is talking the same language or are they?
19. 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.
20. Systems Big Four
• The four components of the systems
necessary to drive production:
– OSO Management book
– Working file
– Hot leads binder
– Profile Progress Book
21. 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
22. 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.
23. 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?
24. 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.
1730 S NS R NWA F/U DQ
1800 3.
1830 S NS R NWA F/U DQ
1900 4.
1930 S NS R NWA F/U DQ
ACTIVITY CONTACTS APPTS INTVW APPT DATE SRC/ACTY
TC 1.
EM 2.
AC 3.
OT 4.
DAILY RESULTS DAILY APPOINTMENTS SET
NAME
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?
25. 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.
26. T E A M M E M B E R 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.
27. 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
28. 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
29. 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…
30. ACTIVITY CONTACTS APPTS INTV ACTIVITY CONTACTS APPTS INTV ACTIVITY CONTACTS APPTS INTV
TC TC TC
EM EM EM
AC AC AC
OT OT OT
ACTIVITY CONTACTS APPTS INTV ACTIVITY CONTACTS APPTS INTV ACTIVITY CONTACTS APPTS INTV
TC TC TC
EM EM EM
AC AC AC
OT OT OT
**TRANSCRIBE THIS INFO ONTO
MONTHLY PROSPECTING RESULTS
MONTH/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.
31. 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?
32. NAME DATE PROGRAM SRCE/ACTY COLLEGE GRAD DATE RACE SEX PHONE #/E-MAILRESULTS/REMARKS
INTERVIEW LOG
33. 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, how
can I analyze this information to improve my processing?
34. 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.
35. 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.
36. 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.
37. 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 often
developed by the AOP…how does this happen?
38. 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 reviewing
and leaving, trip reports.
39. 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 assisting
In this area.
40. 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 reviewed
Monthly as part of “Monthly Planning”.
41. 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.
42. Tracking Cards
• Prospect Applicant Card
• Candidate Pool Card
• Contact Card
Word pictures, Who, what, where, when and why…
43. 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) - Recruiting 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:
RECode:
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.
44. Date PU/Flex Crunch Run Total HT/WT BF%
OCS Guide Issue Date:
Notes:
Commissioning Place:
PFT ResultsHome 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) - Recruiting 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
45. 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 the
RI/ARI determine what is going on with this candidate?
Highly
recommend
the SgtMaj
review this
section.
46. Contact Card (OSO)
TITLE: DATEPREPARED:
BUSINESS ADDRESS AND TELEPHONE: HOME ADDRESS AND TELEPHONE:
Contact Card (OSO) - Recruiting 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:
48. 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.
49. 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) - Recruiting 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?
Recommend
These being
aggressively tracked,
similar to the “e”
side.
50. 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
51. Hot Leads Binder
• Drives the initial contact with high
priority prospects forwarded by the
national fulfillment center.
Concerns with AGGRESSIVE PROSPECTING of the names. Many
names are being called once and not again. Tracking system
is weak. This binder should be reviewed by the Command
Group Members that visit.
52. 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 and
Running in al areas but the OSOs should be able to talk to their current
System to account for these.
53. 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.
55. 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.
56. 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.
57. 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 strategically
manage my AO? Is it worth the
Time?
58. 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 updated
daily, similar to how an NCOIC uses a pool board to track shipping mission.
59. COMPONENT NAME SCHOOL COMPONENT NAME SCHOOL COMPONENT NAME SCHOOL
COMPONENT NAME SCHOOL COMPONENT NAME SCHOOL COMPONENT NAME SCHOOL
OST MISSION BOARD
RECRUITING Y EAR: ____
PLC Y EAR: PLC Y EAR: PLC Y EAR:
ADDITIONAL: ADDITIONAL: ADDITIONAL:
OCC CLASS: OCC CLASS: OCC CLASS:
All members of the command group as well as the SNCOICs, should have an idea
of 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 they
sit for mission and if behind, what are they doing right now!
60. 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.
61. Pool Board
• The Pool Board reflects the status of
poolees.
• Requires action dates
• Definition change for poolees
Review like you would in an RSS.
62. 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.
63. 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?
64. 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. More
emphasis needs to be put on getting these documents in, in a reasonable
Amount of time. Task the candidate and hold the accountable.
65. 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.
66. 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!
