Recruiter magazine

Recruiting Nation,

“Winners Win” is our standard. We do not hope to win, we expect to win because we prepare with discipline, execute with precision, and learn relentlessly. Our success is earned, repeatable, and intentional – not accidental. We are a professional, world-class team enabling our Navy’s future. As we head into FY26, it’s clear that Recruiting Nation is continuing to deliver at an exceptional level. After exceeding our FY25 targets, we’ve carried that momentum into the start of FY26, staying above glideslope even through the challenges of the recent government shutdown. What we're doing together is nothing short of remarkable. Despite obstacles, the mission moves forward. Here are key updates and changes that will keep us on track and ensure we’re executing the Navy’s recruiting mission effectively: 1. Recruiting Events and Community Engagement: We’re not slowing down. Continue to engage at high school and career fairs, attend events with national-level exposure, and stay visible in your local communities. 2. Leave and Special Leave Accrual: If you have use/lose leave, make sure you and your team uses it. We’ve kept Special Leave Accrual authority for the last two years (up to +30 days above the normal 60 day carryover allowance), but we now must operate within normal limits. Balance taking time off with sustaining our recruiting efforts—it's crucial for morale and performance. Its just the right thing to do! 3. Tattoo and Misconduct Waiver Changes: We’re streamlining the waiver process by removing the requirement for candidates to pass the MEPS physical before submitting tattoo or misconduct waivers. This change allows for earlier processing and reduces unnecessary trips to MEPS, optimizing both time and resources. 4. Attrition and Waiver Policy Adjustments: We’re introducing a 30-day rolling window to replace tracking in-month attrition because too much is occurring too close to the ship date. This will help us better manage the shipping mission and keep all seats filled. This policy shift will streamline processes and enhance how we track and address attrition, ensuring we stay on course with our goals. More to follow on metrics and incentives… 5. Physical Fitness Requirements for Officer Development School (ODS): All Officer Development School candidates, including collegiates and direct accessions, must pass a mock PRT and in-person body composition assessment before commissioning. Maintaining high fitness standards for our officers is paramount. 6. Medical Recruiting Focus: Our medical recruiting efforts continue to show positive early results, particularly in direct accessions. However, the Health Services Collegiate Program (HSCP) is not meeting expectations, and I’m focused on identifying targeted strategies to improve and strengthen this program. I encourage you to send your ideas for improvement via the CO suggestion box. 7. MEPS Capacity Limits: MEPS capacity is a major issue and I am working with MEPCOM to mitigate the challenge you are facing. That said, we must do our part to be as efficient as possible in bringing candidates that will not ultimately fail to qualify or fail to contract and using our full authorized capacity on every processing day available…including Mondays. I have worked with CNP’s team to eliminate most special tests to shorten testing time and we are exploring a path to non-MEPS physicals. More to follow on that… We are also working on solutions to reduce second and third trips. Our path forward is clear, and with your dedication and focus we will keep winning. Thank you for everything you do to power the Navy’s mission.

Winners win.

Rear Adm. Jim Waters

Recruiting Nation,

I have officially turned over duties as CMDCM of Navy Recruiting Command to CMDCM Vantroi Sibiliamartinez. He is coming from Recruit Training Command and is the former CMC of NTAG Empire State and brings a wealth of knowledge of not only recruiting but Navy accessions to our team. Thank you to the support you all provided me, Navy Recruiting, our Navy, and Nation! I couldn’t be prouder of every member of the Navy Recruiting team over the last three years of my tenure. To watch the growth of the entire organization and shift in culture to an efficient cohesive winning team was the culmination of a challenging and rewarding tour. Every member of our recruiting family made that a reality. Keep grinding out there! Take care of one another and your families. Navy Recruiting will always hold a special place in my heart; it is one of the most challenging tours of duty within our service and I will always be there to support no matter where I am.

Keep charging!

Very Respectfully,

CMDCM Konopka

Recruiting Nation,

As we open FY26, I want to take a moment to recognize the strength and momentum you built over the past year. Your work transformed challenges into progress and pushed our enterprise forward in ways that matter directly to the Fleet. You proved what this force is capable of when every recruiter, every support member, and every command leans in with purpose. Now, the question becomes: How do we take that momentum and turn it into even greater impact this year? FY26 brings a demand signal that requires precision, unity, and sustained velocity. The environment is not easing up, and neither can we. Every Future Sailor we bring into the Navy represents a commitment made to the Fleet, and our ability to deliver on those commitments starts long before they ever step foot on a quarterdeck. This year, we must focus on strengthening every phase of the recruiting effort: early engagement, contract quality, pipeline management, and long-term development of our officer and enlisted candidates. Each of these areas contributes to a stronger, more predictable flow of Sailors into the Navy’s operational force. Our specialty officer programs, health care communities, and NROTC mission sets also remain essential. These aren’t just numbers, they are capabilities the Fleet depends on. Building trust-based relationships with schools, professionals, families, and influencers across our communities will be key to meeting those needs. But perhaps the most important task in front of us, the one that will shape everything we do in FY26, is ensuring that the people who choose to serve stay connected to that commitment all the way to their ship date. The next phase of our momentum will come from strengthening that bond between our recruiters and the Future Sailors who trust us to guide them on their journey. Your influence, your mentorship, and your presence during that delayed entry period are more powerful than any program or policy. That connection is where we win or lose readiness. I am proud of what you’ve built, and I’m even more excited about what lies ahead. FY26 is our opportunity to elevate our performance, sharpen our processes, and continue proving that this recruiting force is one of the strongest teams in the Navy. Let’s carry our momentum forward with purpose, discipline, and the confidence that every great Sailor starts with a great recruiter.

Master Chief Kevin Daniel Kikawa

NTAG Sailors Volunteer at JROTC Competition

Story and photos by Mass Communication Specialist 1st Class Fred Gray IV, Navy Talent Acquisition Group Northern Plains Public Affairs

SAINT PAUL, Minn. – Sailors assigned to the Navy Talent Acquisition Group Northern Plains volunteered at an annual Junior Reserve Officer Corps. competition at Harding Senior High School, Saint Paul, Minn., Oct. 4, 2025. The volunteer Sailors were also joined by local Army National Guard recruiters and acted as referees for the seven separate sporting events of the competition that was comprised of six JROTC units from the Army, Marine Corps., Navy, and Air Force from Minnesota and one from North Dakota.

“It truly was a privilege to be able to come out and volunteer, and be able to interact with these young men and women from the various JROTC programs,” said Electronics Technician 1st Class Tarwon Koah, assigned to NTAG Northern Plains and recruiter in charge of Navy Recruiting Station North Saint Paul. “They may very well be the future of our military and to be able to come out and interact with them in a fun, safe, competitive environment allows us to witness their military pride and at the same time mentor and guide them in a relaxed atmosphere.” The competition is known to the participating JROTC units as the Great Northern All Team Sport competition, or GNATS, and is in its 18th year.

“GNATS has an almost 20-year history here at Harding Senior High contributing to fond memories for past cadets and instructors alike,” said Retired Chief Machinist’s Mate (Auxiliary) John Dinnetz, naval science instructor at Harding High School, and one of the lead planners for this year’s competition. “Cadets are able to gain a closer bond with their fellow cadets from across other units and military disciplines which ultimately fosters the foundation for teamwork and unity that our United States military is known for.”

Forged as a Team: How the Navy Finds Its Future Officers in the Upper Midwest

Story and photos by Mass Communication Specialist 1st Class Fred Gray IV, Navy Talent Acquisition Group Northern Plains Public Affairs

SAINT PAUL, Minn., Nov. 26, 2025 - They come from different cities, different schools and different walks of life, but before they ever step onto the deck of a warship or into the cockpit of an aircraft, they share one thing in common: a team that believed in their potential. In the U.S. Navy, mission success has always depended on coordinated effort, and that same spirit of teamwork now drives how the next generation of naval officers is found, mentored and prepared for service. Across the upper Midwest, Navy Talent Acquisition Group Northern Plains, the University of Minnesota Naval Reserve Officers Training Corps program and U.S. Naval Academy Blue and Gold officers are working side by side to identify the best and brightest young men and women for commissioning. Recruiters connect with students and families at the ground level, NROTC staff provide a clear path for earning a commission while pursuing a college degree, and Blue and Gold officers, often Naval Academy graduates themselves, offer firsthand insight into the rigors and rewards of Annapolis.

Together, these three teams form a pipeline of mentorship, guidance and opportunity, ensuring that those with the character, intellect and drive to lead at sea are recognized early, supported fully and given every chance to wear the Navy’s gold stripes. “As sailors, we know no mission succeeds alone, and that starts long before anyone ever wears an officer’s bars,” said Cmdr. Zach “Buddy” Edge, executive officer, NTAG Northern Plains. “By teaming with the University of Minnesota NROTC program and our U.S. Naval Academy Blue and Gold officers, we’re aligning our efforts to find young men and women with the character, intellect and resilience to lead. When we work together, we don’t just fill quotas; we build the future of the Navy’s wardrooms.”

That collaborative approach is especially visible on the University of Minnesota campus, where prospective officers encounter Navy service as one of several paths they can choose at a pivotal moment in their lives.