Topic: The Assessment & Selection program is experiencing very high early attrition of candidates. This high attrition equates to a high cost for travel to our client. The addition of a “Motivator”, similar to NSW, to both MARSOC Recruiting offices (East & West) could reduce the amount of attrition.
Discussion: During the 3 A&S classes of 2013, the client purchased 62 airline tickets for candidates who failed to move forward in Phase II of Assessment & Selection. The breakdown is as follows: 50 West Coast, 10 Okinawa and 2 Hawaii. This total does not include all tickets, but tickets with substantial costs associated. The majority of these candidates were dropped for: failing to achieve the minimum standards on initial physical events (PFT, Pool) or they did not prepare physically and DOR.
The following portion of an article which describes the NSW motivating program:
LITTLE CREEK, Va. (NNS) — Members of the East Coast Naval Special Warfare (NSW) Motivating Team have established an Aquatics Outreach Program as part of the Sea Air Land (SEAL) and Special Warfare Combatant Craft Crewman (SWCC) Fleet Transition Program for candidates pursuing careers in military special operations.
The NSW aquatics program is open to fleet Sailors who aspire to become SEAL or SWCC operators, with the intent on preparing candidates for the intense water skills and rigorous demands required for Basic Underwater Demolition/SEAL training (BUD/S) and Basic Crewman Training (BCT).
“Swimming and aquatics-based evolutions have been the Achilles’ heel for most candidates who recede from BUD/S,” said retired SEAL, Capt. Dave Morrison, an aquatics instructor and SEAL motivator based out of Joint Expeditionary Base, Little Creek, Va. “Our program was designed to address this challenge by providing the candidates with a familiarity and level of comfort in the water, as well as instruction on technique and physical conditioning that was not available to these Sailors before we started this program.”
Morrison, who completed a tour as a BUD/S instructor as an active duty SEAL, said the aquatics program will open doors for candidates who are otherwise qualified for careers as SEALs and SWCCs.
“The system is tried and true,” said Morrison. “The goal has never been to lower the standards for candidates at BUD/S and BCT, but rather to increase the candidate’s proficiency and to prepare them mentally and physically for the challenges of this very difficult training.”
The aquatics program aims extend beyond preparation for the initial entry level SEAL/SWCC training, coordinators said. These skill sets are essential for proficiency in the operational environment that SEAL and SWCC personnel work in.
“NSW constantly keeps one foot in the water,” Morrison said. “These operations are what define our community, and the rigors of BUD/S and BCT are a reflection of this concentration. This is also why many shy away from the community or are unable to make it through the training.”
Although the NSW community will continue to maintain its demanding environment, more candidates may find that they are up to the challenge as a result of the Aquatics Outreach Program, according to Morrison.
“We take candidates from ground zero and prepare them for the challenges,” Morrison said. “This program introduces a valuable skill set to those who are uncomfortable, or who have low proficiency in the water. We are able, as a community, to incorporate candidates from a multitude of backgrounds, even if they have limited initial exposure to the water-based skills that they will need to succeed.”
The “motivator” would act as a “Pool Coordinator” which some Recruiting Stations use within MCRC. Their purpose is to reduce pool attrition. The “motivator” would be responsible for weekly contact with candidate, monitor candidate progression through the 10 week workout guide, and to answer any candidate questions about Phase 1 only. The “motivator” could join the candidates during their workouts to set the example, ensure progress and provide coaching. This person would also free the canvassing recruiters time, which they would have spent on pool maintenance, for additional prospecting. Additionally, the “motivators” could act as guest cadre during A&S Phase 1 to maintain familiarity with the program and reduce the number of contract cadre required.
The addition of these two employees would add value to the client by reducing the amount of money spent on travel for unprepared candidates. Furthermore, ProSol would gain two additional members for the recruiting team.
Recommendation: Increase the recruiting team by two “motivators”. This will add value to the client by increasing the amount of return on the funds used to for candidate travel to Assessment and Selection. Additionally, it will provide the client with a higher quality candidate pool from which to select future MARSOC operators.
Business Development/Revenue Growth
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