CHAPTER 3

QUALITY OF LIFE

The Navy’s most valuable asset is its people. As afuture petty officer, you have the requirement to helpsafeguard this asset. The Navy has taken great pains toset up programs to train and help you manage andnurture the quality of life of this resource.

The purpose of this chapter is to provide youinformation on programs that support the Departmentof the Navy Core Values Charter, shown in figure 3-1.To do this, the importance of promoting quality of lifeissues will be presented first. Then you will beprovided with information on specific programs thatbenefit the Sailor.

PURPOSE

Learning Objective: Recognize the purpose of qualityof life programs.

Why is it so important to know about theseprograms? As a future petty officer and leader, youmust be able to help your people. You must be awarethat resources are available to help in differentsituations. Then you must be able to direct your peopleto the right person or source to get the information orhelp they need.

I am a man, and nothing human can be ofindifference to me.

—Terence The Self-Torturer

The purpose of quality of life programs is topromote the effective use of the Navy’s human assets.Thus, the various programs within this system havebeen designed to allow individuals the chance todevelop their capabilities to the maximum. Thisdevelopment of abilities promotes sound leadership,which strengthens the chain of command. As the chainof command exercises good leadership principles, theentire Navy benefits by seeing an improvement in areassuch as the following:

• Management

• Order and discipline

• Acceptance of responsibility

• Authority and accountability

• Pride and professionalism

• Motivation

• Retention

PROGRAMS

Learning Objectives: Recognize the purpose of thepersonal excellence program. Recognize how to helpshipmates in regard to personal financial management.Recognize programs available in the quality of lifeinitiative. Recall the purpose of the casualty assistancecalls officer. Recall the military cash awards program.Recall the Navy’s family housing policy. Recall theequal opportunity and human rights elements ofleadership programs and policies.

When individuals use their full potential, the Navy,in turn, reaches its goal of improved combat readinessand capability. The Navy encourages people to usetheir potential by instilling a sense of pride andprofessionalism as well as the desire for personalexcellence. The Navy achieves its goal through peoplelike you who work to improve and develop individualleadership and counseling skills. Good leadership andcounseling results in personnel stability and improvedcommunications.

The quality of life initiative has the followingmajor programs:

• Personal Excellence

• Family Support

• Equal Opportunity

• Navy Alcohol and Drug Abuse

• Health and Physical Readiness

• Navy Family Housing

Each of these programs will be described in detail.By using these programs properly, you will enhanceyour leadership and management skills. As a leader,you must be familiar with each of these programs to beable to properly support your people and the chain ofcommand.

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Figure 3-1. Department of the Navy Core Values Charter.

PERSONAL EXCELLENCE PROGRAM

The purpose of this program is to promote thepersonal development of Navy members in order tocontribute to their self-satisfaction, morale, andquality of life. It also benefits the quality of the Navyand the American society. The program focusesinternally on Navy personnel and, where feasible,externally on our nation’s school age population,pre-school through twelfth grade. The four principalgoals of the Personal Excellence Program areeducation, health/fitness, citizenship, and the NavyPersonal Excellence Partnership Program.

Personal excellence is the achievement of anindividual’s highest potent ial in educat ion,health/fitness, and citizenship. The acquisition ofknowledge and skills, health habits, and basic personalvalues can best be promoted in service to others in thecommunity. That is as true for Navy personnel as it isfor young people in the United States who are the focusof the Navy Personal Excellence Partnership Program.

Education

Education has a twofold definition. In relation toNavy personnel, it consists of the multiple avenues forpersonal intellectual growth and achievement. Itincludes programs to improve basic competenciesunder the Navy Skill Enhancement Program (SEP). Inrelation to external partnerships, education refers tosubjects, such as reading, writing, English, foreignlanguages, math, science, computer skills, geography,history, humanities, social studies, and knowledge ofother cultures.

Health/Fitness

Health promotion programs are those activitiesthat promote a healthy lifestyle. These programsinclude physical fitness, sports, nutrition, weight/bodyfat management, alcohol and drug abuse prevention,smoking prevention or cessation, stress management,back injury prevention, and high blood pressurescreening and control. The Navy Personal ExcellencePartnership Program addresses these topics as well as

personal safety in the use of car restraints andmotorcycle helmets.

Citizenship

This personal excellence goal addresses thedevelopment of core values. They are the fundamentalqualities of morally and socially responsible membersof American society, including the Navy person andhis or her family. The focus of the citizenship aspect ofthe Personal Excellence Program is on the followingcore values:

• Integrity—honesty, honor, and responsibility

• Professionalism—competence, teamwork, andloyalty

• Tradition—concern for people, patriotism,courage, and personal values

The citizenship focus of the Navy PersonnelExcellence Partnership Program cultivates the samevalues but concentrates on their effect on Americansociety. Additionally, this program highlights personalresponsibility for one’s actions, justice, compassion,respect for self and others, and community service.

Navy Personal Excellence PartnershipProgram

This aspect of the personal excellence effortfunctions externally within the community. It is acollaborative effort among Navy commands, publicand/or private sector organizations, and schools oryouth organizations. The intent is to obtain and poolresources and volunteers for the purpose ofstrengthening the personal excellence of Americanyouth. The long-term goal of this program is topromote a sense of self-worth and to reinforce in youngpeople the knowledge, traits, attitudes, and skillsessential for responsible citizenship and effectiveparticipation in the American work force.

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Q1. The purpose of quality of life programs is topromote effective use of human resources.

1. True

2. False

REVIEW QUESTION

Q2. The Personal Excellence Program focusesexternally on our nation’s schools throughwhat grade?

1. 12th

2. 8th

3. 6th

4. 4th

REVIEW QUESTIONS

FINANCIAL RESPONSIBILITY

Financial management is the responsibility of everySailor in the Navy. As a second class petty officer, youwill have many occasions to counsel and advise yourpeople on their personal financial management,responsibilities, and debts. In today’s society, finance isvery complex and difficult even for experienced wageearners. If a person does not manage money wisely, therepercussions can be devastating and cause a bad creditrating that could last for years. In addition, indebtednessis a prosecutable offense under the UCMJ.

You can help your people gain knowledge aboutfinances that will help them balance their income,savings, and spending. Navy men and women shouldadopt a system of accounting to keep their financialmatters straight. Many of our young, inexperiencedSailors do not effectively manage their money. Manycoming straight out of school to the Navy have not hadto deal with earning and budgeting.

Every command assigns financial counseling as acollateral duty to a qualified Sailor. These Sailorsattend a financial counseling training session given bythe Navy to provide them with knowledge and tools tohelp Sailors budget and manage their money. TheBasic Military Requirements (BMR), NAVEDTRA14277, has a very comprehensive section on financialmanagement. You should review the BMR material toreacquaint you with facts that will help you whencounseling, advising, and training your people onfinancial affairs. Some of the information may beelementary to you. However, because many youngNavy members often do not grasp these facts, they getinto financial trouble. If you are thoroughly familiarwith these basics, you will be in a better position tohelp your shipmates with their financial management.Keep in mind, the Family Support Program alsoprovides financial counseling and classes for Sailorsand their spouses. Encourage your people in need ofpersonal financial help to seek counseling. The Navy

also provides information in OPNAVINST 1740.5,Personal Financial Management.

FAMILY SUPPORT PROGRAM

Commanders are responsible for providingthe opportunity for a reasonable quality of lifefor Navy personnel and their families. It is bothethical and pragmatic for Navy leaders to carefor their families - ethical because it is the rightthing to do and pragmatic because care of Navymembers and their families directly impactsupon job performance, retention, andreadiness. Navy members must be able toconcentrate their energy on the successfulaccomplishment of the Navy mission.

—OPNAVINST 1754.1A

The Navy family matters! Healthy familiescontribute to combat readiness and career retention. Topromote high-quality family life in the Navy, the CNOset up the Family Support Program in 1979. Theprogram’s mission is to increase readiness andretent ion of service members by providinginformation, resources, and services that support andenrich the lives of Navy families as well as singleSailors. The Family Support Program includes FamilyService Centers, the Family Advocacy Program,Family Home Care Programs, and the CasualtyAssistance Calls Program.

Family Service Centers

All bases with 500 or more active-duty membershave installation Family Service Centers (FSCs). Theyare located throughout the United States and at manyoverseas locations. FSCs offer a variety of programsfor single and married Sailors and their families. Whileindividual FSCs will tailor services and programs to fitthe needs of the local military community, all centersoffer 13 core programs. These programs fall into one ofthree areas: (1) information and referral, (2) educationand training, and (3) counseling.

INFORMATION AND REFERRAL.—Resources for the family are abundant. Oftenactive-duty members and families require assistance inobtaining specific information about relocating to anew duty station and establishing themselves in themilitary community. Each FSC has an information andreferral specialist who provides assistance and makesspecific referrals for services and programs availableon base and in the civilian community. FSCs also have

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Q3. The long-term goal of the PersonalExcellence Partnership Program includes aneffort to promote

1. Navy values

2. self-worth

3. responsible citizenship

4. both 2 and 3 above

a team of relocation assistance personnel available tolocate information about present and future dutystations. Welcome Aboard Packages for bases areavailable as well as the Standard Installation TopicsExchange (SITES), which lists general information formilitary installations worldwide.

PREVENTIVE EDUCATION ANDENRICHMENT.—A proverb states, “An ounce ofprevention is worth a pound of cure.” FSC staffs havean interest in positive family growth. Every localcenter sponsors a wide variety of classes on subjectsranging from balancing family budgets to spouseemployment. These classes are opportunities to gainand improve on family skills, thereby avoiding a crisisbefore it develops.

SHORT-TERM NONMEDICAL COUNSELING.—Sailors and their families occasionally needprofessional support while they are trying to cope withsome situation or problem. Often many personal,financial, marital, and family problems can be resolvedwith short-term counseling. FSCs offer suchcounseling through counselors and social workers whohold recognized professional credentials. The aid ofthese counselors may be a starting point for referral toanother type of counseling, such as pastoral counselingby a Navy chaplain, long-term counseling by a Navymedical officer, or other forms of counselingconducted by civilian agencies. Many counselingservices at the FSC are confidential; however, some arenot. Information about confidentiality is provided toall counseling customers before counseling begins.Confidentiality information is available by calling theFSC and requesting to speak with any counselor aboutthe privacy act in regard to FSC counseling services.

Family Advocacy Program

Child and spouse abuse are unacceptableand incompatible with high standards ofprofessional and personal discipline. Abusivebehavior by DON personnel destroys families,detracts from military performance, negativelyaffects the efficient functioning and morale ofmilitary units, and diminishes the reputationand prestige of the military service in thecivilian community.

—SECNAVINST 1752.3

Every year active-duty members, spouses, andchildren die as a result of domestic violence. TheFamily Advocacy Program (FAP) was established bythe Department of Defense to address issues relating to

this social problem. The FAP is implementedworldwide on all military installations by every branchof the services. Spouse abuse and child abuse have anegative effect on military readiness, effectiveness,and good order and discipline.

GOALS.—The five primary goals of the FAP areas follows:

1. Prevention

2. Victim safety and protection

3. Offender accountability

4. Rehabilitative education and counseling

5. Community accountability/responsibility for aconsistent and appropriate response

The FAP pursues these goals through preventionprograms, identification of domestic violence,investigation of alleged incidents, reports to appropriatemilitary and community response agencies, andtreatment of families identified. Commanding officersare ultimately responsible for victim safety and thesuccessful implementation of the FAP within theircommands. The FAP staff is located within each FSC.

PETTY OFFICER RESPONSIBILITY.—Pettyofficers should be aware of the FAP and its resources.Further, petty officers are responsible to report allalleged cases of abuse or neglect to the familyadvocacy representative (FAR). As a representative ofthe military community, the FAR will coordinate casemanagement and report to appropriate agencies.

Family Home Care and Family Care Policy

The demands of Navy lifestyles make parenthoodchallenging. By taking full advantage of the resourcesavailable, parents can make their lives, and theirchildren’s lives, more rewarding and less stressful.

Navy parents have more help available to themthan ever before because of FSC programs andexpanding chi ldcare opt ions. FSCs provideinformation, referral, educational, and othercounseling services designed to help parents and theirchildren. Childcare is always a big concern—and oftena big headache—for parents. The capacity ofNavy-operated childcare facilities is not alwaysenough for the number of children eligible to use them.

The Family Home Care (FHC) Program allowsspouses of Navy members to care for children of Navypersonnel in government quarters. FHC serves over30 commands stateside and overseas. Those who wish

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to open their homes for day care must completetraining that includes cardiopulmonary resuscitation(CPR) instruction. Child care providers involved in theFHC Program must purchase insurance, which isavailable through the Navy Personnel Command(NAVPERSCOM) at a nominal fee. A professionalmonitor ensures that the childcare offered is of thehighest quality by providing training, screening andbackground checks, and monthly visits to FHC homes.

The nature of naval service dictates that membersmust be ready to deploy on short notice and be able toexecute fully their military and professional duties.Planning to ensure the care of family members anddependents is of great value and is required of everyservice member. It is especially important for singlemembers with dependents and members of dual militarycouples with dependents. Therefore, the Navy requiresall single parents and dual military couples withchildren to complete a Family Care Plan Certificate,NAVPERS 1740/6, which provides a plan for dependentcare arrangements. The plan must include details, suchas who will provide care for the children during theparent’s normal duty hours, temporary additional duty(TAD) assignments, and deployments, as well as otherpertinent information. The parent also must provide awill with guardianship provisions and a power ofattorney authorizing medical care. OPNAVINST1740.4, Department of the Navy Family Care Policy,outlines the family care plan and specifies theinformation parents must include on the certificate.

Some people worry that their status as a singleparent may hurt their Navy career, but this simply is nottrue. As long as parents keep an up-to-date family-carecertificate in their record, they have no limits on whatthey can achieve. Parenting in the Navy is not easy, butan understanding of Navy policy can help a Sailor’scareer run smoothly. Parents should realize the Navyexpects them to accept full responsibility for the careof their children as well as their job requirements.

Casualty Assistance Calls

The broad purpose of the Casualty AssistanceCalls Program (CACP) is to offer support to the next ofkin of Navy members involved in a casualty. The Navyseeks to accomplish this through personal visits by auniformed Navy representative called a casualtyassistance calls officer (CACO). Only an officer with aminimum of 2 years of active duty or a qualified seniorenlisted member of paygrade E-7 or above may serveas a CACO. Persons given the task of CACO normallyassume this responsibility as their primary duty; ittakes precedence over all assigned duties.

The CACP offers support in the following ways:

• Assuring the next of kin of the Navy’s interest intheir well-being

• Showing concern for members reported missingwhile the search for them is under way

• Extending sympathy in the case of death

• Helping survivors adjust to situations imposedupon them by a tragic circumstance

MILITARY CASH AWARDS PROGRAM

The Military Cash Awards Program (MILCAP)was developed to encourage individuals to suggestpractical ways to reduce costs and improveproductivity in the Navy, Department of Defense, andother federal government operations. MILCAPprovides for payment of cash incentives based on theamount of money saved by a suggestion. If you thinkyou know a better, cheaper, or more efficient way to geta job done, check into OPNAVINST 1650.8. Thisinstruction gives all the details on how to submit yoursuggestions and inventions to the Navy forconsideration. You may help the Navy to improve itsway of doing business and get a cash reward to boot.

NAVY FAMILY HOUSING PROGRAM

The Navy’s Family Housing Program willcontinue to be a high priority for quality of life issues.The Navy’s mission assures that military membershave suitable housing in which to shelter themselves

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Q4. FSCs are on all bases with which of thefollowing minimum number of active-dutypersonnel?

1. 100

2. 500

3. 1,000

4. 1,500

REVIEW QUESTIONS

Q5. FSCs offer programs for married sailorsONLY.

1. True

2. False

and their families. Congressional and Department ofDefense policy requires that the civilian housingmarket be the primary source of housing for militarypersonnel. Authority for construction of militaryfamily housing occurs when the civilian housingmarket cannot meet the needs of the local militarycommunity.

• Military family housing Navywide numbersmore than 70,000 units.

• Resource sponsorship (funding) of the NavyFamily Housing Program is under the DeputyChief of Naval Operations.

The Navy reviews its housing construction planannually based on a Military Family Housing (MFH)survey sponsored by the Naval Facilities EngineeringCommand (NAVFACENGCOM). There is acontinuing effort to get more funding to modernizeexisting units.

Policy

Navy policy concerning family housing is asfollows:

• All military members with dependents,including single parents attached to deployableunits, are eligible for MFH.

• Single parents in MFH may receive authority forlive-in housekeepers.

• A member married to a member not drawingBasic Allowance for Housing (BAH) andassigned to ships homeported at the samelocation may receive assignment to MFH.

• A member married to a member simultaneouslydeployed will have no requirement to vacate thehouse.

• The basis for bedroom entitlement is on familycomposition for enlisted personnel and juniorofficers, but includes both rank and familycomposition for assignment of senior officers.

• Members can accept shelter payment forhousing foster children in MFH.

• All members assigned to an unaccompaniedoverseas tour have assurance of continuedoccupancy in MFH.

• Dependents of members who die in the line ofduty may keep housing without charge for 90days from the death of the member.

Housing Referral Services

Every Sailor, with the receipt of permanent changeof station (PCS) orders, receives direction to check inwith Housing Referral Services (HRS) beforecontracting for community housing. The HRS clerkwill help in locating safe, affordable communityhousing when military housing is unavailable.

The following are additional services provided tonaval personnel by HRS:

• Members may get a listing of available rentalunits.

• Members may get a list of units/agents on thesanction list. Members may not enter intocontract with agents on the sanction list.

• Members may list their property for rent or sale.

EQUAL OPPORTUNITY PROGRAM

The objective of the Equal Opportunityprogram is to promote positive commandmorale and quality of life and to provide anenvironment in which all personnel canperform to the maximum of their abilityunimpeded by any institutional or individualbiases based on racial, ethnic, gender, orreligious stereotypes.

—OPNAVINST 5354.1D

As a petty officer, you are in charge of maintaininggood morale. You can only achieve this by treating allpeople equally and by giving everyone an equal chanceto learn new skills and benefit from the manyopportunities available in the Navy. The Navy’s EqualOpportunity (EO) Program assures that Navypersonnel have equal access to the opportunities andrewards of the Navy organization. The EO Programguarantees the rights of equality of opportunity andtreatment for all, regardless of race, ethnicity, religion,gender, or national origin within constraints of the law.

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Q6. Single parents in MFH may receive authorityfor live-in housekeepers.

1. True

2. False

REVIEW QUESTION

If unequal or unfair treatment exists, it will showup quickly in low personnel performance. Mix unequalor unfair treatment with poor leadership and you havethe makings of trouble. Active use of equal and fairtreatment coupled with good leadership provide asuccessful formula for outstanding performance.Always remember to treat others the way you wantthem to treat you.

Equal Opportunity and Human Rights as anElement of Leadership

The qualities of an effective leader were previouslydescribed. Now you will study an element that is part ofbasic leadership. It is equal opportunity. All personnelshould set an outstanding example, motivatesubordinates, and always enforce standards to preventdiscrimination. There is no room in the Navy fordiscrimination. We must enforce the standards set for usto make sure race, ethnicity, religion, gender, or nationalorigin within constraints of the law are not factors in thetreatment of our people or their families on or off base.

EO, treatment, and understanding of culturaldifferences are all parts of leadership and supervision.By practicing EO, you will attain and maintain a highstate of moral and military effectiveness. EO must aimtoward a Navy environment in which considerationand treatment are equal to all based on individualeffort, performance, conduct, diligence, and talent.

The achievement of EO and human rights is part ofmeeting the challenge of high moral, ethical, andbehavioral standards. Making sure these standards areupheld and not degraded through ignorance, neglect,or indifference is the responsibility of all Navypersonnel. Senior petty officers betray their juniorswhen they fail to support EO or fail to insist that otherssupport EO. Similarly, a senior does not fulfill his orher responsibility to the Navy by tolerating laxity,slackness, lack of discipline, or unmilitary behavior bythose over whom the senior has supervisoryresponsibility.

Therefore, as an element of leadership, EO andhuman rights enhance the total quality of life of Navypersonnel. They also increase the capability of theNavy to fulfill its mission.

Command Managed Equal Opportunity

The Command Managed Equal Opportunity(CMEO) Program ensures that equal opportunityexists at the unit level. CMEO is a tool for detecting andpreventing discrimination. Under this program,

individual commands are required to monitor their EOclimate, conduct command assessments, provide EOtraining, and ensure proper handling and reporting ofcomplaints and incidents. An environment in whichequal opportunity exists for all members is essential toattaining and maintaining high command morale,discipline, readiness, and military effectiveness.CMEO aids in achieving these goals.

Command Assessment Teams

Conducting a successful and effective EO programrequires each command to accurately assess its currentEO status. The command assessment focuses on thetreatment and achievements of individuals. It alsolooks at the overall effectiveness of command EOprograms and the follow-up actions on previous EOissues. The assessment uses command demographicinformation (factors such as age, race, ethnicity,gender, rank, paygrade, designator, and rating). This isa formal assessment that includes the commandassessment team (CAT) and data sources.

The CAT is a group of command personnel trainedto plan and conduct a command assessment. They alsoare trained to analyze the data they collect. CATsreceive training from a CNET activity, MTT, or EOPSfrom a major command or staff. The command mustrecord this training in the member’s service record.The following guidelines apply to the CAT:

• Mandatory membership includes the executiveofficer (XO), at least one department head, andthe command master chief (CMC) or equivalent.When a command has a command careercounselor and/or personnel officer and/or legalofficer, they should be members. Remainingmembers should be a cross-section of paygrades,genders, races, and departments of thecommand. All CAT members, including thosewho have mandatory membership, must receiveformal training. The commanding officer has theprerogative to increase the size or scope of theCAT. Regardless of team composition, finalresponsibility for CAT effectiveness remainswith the commanding officer.

• Members of the CAT who have not participatedas an active member for over 24 months mustrepeat the formal training.

• Members of the CAT should complete the EqualOpportunity in the Navy nonresident trainingcourse (NAVEDTRA 13099-E) within 3 monthsof assignment to the assessment team.

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• Prospective CAT members must have aminimum of 18 months remaining from theirassignment date before their PRD (does notapply to mandatory membership).

DATA SOURCES.—The CAT receives specifictraining in using the following resources to conductcommand assessments:

• Command training records, records on the Sailorof the month/quarter /year award fi le ,meri tor ious mast records, records ondiscr iminat ion and sexual harassmentcomplaints, and retention files

• Interviews to gain valuable information, such aswhat is actually happening in a command as wellas what people perceive is happening and howthey feel about it

• Observations (made without disturbing theenvironment or injecting a bias) to determinewhat people actually do or how they behave andinteract

• Surveys to detect the command climate

COLLECTION AND MAINTENANCE OFDEMOGRAPHIC DATA.—One of the primaryfunctions of the annual command assessment iscollection of demographic data on retention,advancement, and discipline. Each commanddetermines the most effective method of datacollection for its organization. All commands take thefollowing steps in the collection and maintenance ofdemographic data:

• Classify all demographic data collection andanalysis by race/ethnic group, gender, paygrade,rating, division, and department.

• Collect and analyze all reenlistment andseparation data (raw numbers and percentages).Retention data include personnel who areeligible to reenlist as well as those who areineligible. Separation data show types ofseparations by race/ethnic group.

• Analyze advancement data on personnel in zonefor advancement. Data show those personnelwho are eligible for advancement, arerecommended for advancement, were advanced,passed but were not advanced, and failed.

• Analyze military justice data, including thenumber and proportion of persons put on report,screened by the executive officer (XO),dismissed, and assigned extra military

instruction (EMI). Also analyze the number andproportion of persons referred to commandingofficer’s mast and to courts-martial and theresults of those masts and courts-martial.Analyze types of punishment for similaroffenses between race/ethnic groups and bygender for disparities in severity of punishment.

Retain demographic data and the results of thecommand assessment for at least 36 months and thendestroy them.

ACTION PLANNING.—Once commandsidentify specific issues, they can address thoseproblems systematically. The CAT first defines andanalyzes the problem and then generates and evaluatescourses of action. Finally, it recommends to thecommander the most appropriate courses of action.The command then develops plans of actions andmilestones (POA&Ms) to monitor its effectiveness.

Sexual Harassment

Sexual harassment is a type of sex discrimination.Like all discrimination, it is prohibited. It violates thestandards of honesty, integrity, and impartialityrequired of all DON personnel. All Navy personnelhave a responsibility to maintain a workingenvironment free of sexual harassment. Additionally,off-duty behaviors that affect the military workplacemay be considered to be sexual harassment.

SECNAVINST 5300.26C defines sexualharassment as follows: “A form of sex discriminationthat involves unwelcome sexual advances, requests forsexual favors, and other verbal or physical conduct of asexual nature when:

A. Submission to such conduct is made eitherexplicitly or implicitly a term or condition of a person’sjob, pay, or career; or,

B. Submission to or rejection of such conduct by aperson is used as a basis for career or employmentdecisions affecting that person; or,

C. Such conduct has the purpose or effect ofunreasonably interfering with an individual’s workperformance or creates an intimidating, hostile, oroffensive working environment."

Leaders must set the example in treating all peoplewith dignity and respect. Sexual harassment in any formmust not be ignored or condoned. Individuals whobelieve they have been sexually harassed should beencouraged to address their concerns or objections.Additionally, the recipients of sexual harassment must

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be assured that they also subsequently will not be thevictims of reprisal or retaliation. Leaders andsupervisors must foster a positive climate and takeappropriate corrective action when conduct isdisruptive, provoking, discriminatory, or otherwiseunprofessional. All DON personnel, military andcivilian, are accountable for their actions and areresponsible for treating others with dignity and respect.

Fraternization

The Navy historically has relied upon custom andtradition to define the bounds of acceptable personalrelationships among its members. The Navy alwaysencourages proper social interaction among officerand enlisted members. Unduly familiar personalrelationships between officer and enlisted memberstraditionally have been contrary to naval custom. Suchrelationships undermine the respect for authority thatis essential to the Navy’s ability to accomplish itsmilitary mission. Naval custom prevents personnelfrom using a senior grade or position to show (or givethe impression of showing) favoritism or preferentialtreatment or for personal gain. It also helps preventofficers from becoming involved in other actions thatundermine good order, discipline, authority, or unitmorale. In a like manner, custom requires that juniorpersonnel recognize and respect the authority inherentin a senior’s grade, rank, or position.

Fraternization is the traditional term used toidentify personal relationships that cross the usualbounds of acceptable senior-subordinate relationships.Although its common application applies to theofficer-enlisted relationship, fraternization alsoincludes improper relationships between senior andjunior officer members and between senior and juniorenlisted personnel.

Fraternization is punishable as an offense underthe UCMJ when it is prejudicial to good order anddiscipline or brings discredit to the naval service. Thismanual cannot cite every act that may be prejudicial togood order and discipline or is service discrediting; thecircumstances often have more to do with making theact criminal than the act itself. However, dating,cohabitation, or sexual intimacy between officers andenlisted members is clearly inappropriate. A privatebusiness partnership between officers and enlistedpersons also is inappropriate. Likewise, such conductbetween officers and between enlisted members inwhich a senior-subordinate supervisory relationshipexists is equally inappropriate. Conduct that isfraternization is not excused by a later marriagebetween the offending parties.

The responsibility for preventing inappropriaterelationships rests primarily on the senior member.The Navy expects the senior party to control andprevent the development of inappropr ia tesenior-subordinate relationships. However, since theNavy’s fraternization policy applies to both members,both are accountable for their own conduct.

A review by all hands of Navy FraternizationPolicy, OPNAVINST 5370.2, is required by commandson an annual basis.

PERSONAL EXCELLENCE

PROGRAMS—HEALTH AND FITNESS

Learning Objectives: Recognize the petty officer’sresponsibility in the Navy’s drug and alcohol abuseprevention and control program. Recall the programsfor counseling and treating personnel with drug and/oralcohol problems. Recall indicators of a potentialsuicide. Recognize health and physical readinessprogram initiatives.

NAVY ALCOHOL AND DRUG ABUSEPROGRAM

Drug and alcohol abuse is costly in terms oflost man-hours and unnecessaryadministrative and judicial processing.Additionally it is a critical draw down ofmorale and esprit de corps. It undermines thevery fiber of combat readiness, safety,

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Q7. Sexual harassment is NOT allowed in whichof the following situations?

1. On or off duty

2. On base/ship

3. Off base/ship

4. All of the above

Q8. Although the common application offraternization applies to the officer-enlistedrelationship, fraternization also includesimproper relationships between officermembers and between enlisted personnel.

1. True

2. False

REVIEW QUESTIONS

discipline, judgment, and loyalty. It is not justthe abuser who is affected, but the abuser’sshipmates as well . “Zero Tolerance”recognizes that drug and alcohol abuse isincompatible with the maintenance of highstandards of performance, military discipline,and readiness and is destructive of Navy effortsto instill pride and promote professionalism.

—OPNAVINST 5350.4B

The war against alcohol and drug abuse has beengoing on for quite some time. The Navy has lost goodpeople and seen the destruction of many families due toalcohol and drug abuse. The basis of the Navy’s Alcoholand Drug Abuse Program (NADAP) is “zero toleranceon and off duty, afloat and ashore.” The program beginsin recruit training by educating all Navy personnel onthe dangers of alcohol and drug abuse. From then oninformation or classes are readily available for thosewho want more education on the subject. Additionally,the Navy has trained many highly qualified personnel tohelp those who abuse alcohol or drugs. Educating andhelping abusers have allowed many of our personnel toreenter the mainstream of productivity within our Navyand society.

The Navy has an excellent program to combatalcohol and drug abuse. It is the Navy Alcohol and DrugSafety Action Program (NADSAP). However, the Navydoes not work alone in combating alcohol and drugabuse. It works very closely with civilian organizations,such as Alcoholics Anonymous (AA), NarcoticsAnonymous (NA), and local and federal authorities.

Petty Officer’s Responsibility

Today’s Navy is essentially drug free. YoungSailors know they have chosen a profession that requiresa drug-free work place. The Navy’s zero tolerancepolicy is succeeding due to aggressive educationprograms, leadership involvement, and group peerpressure. Now it is equally important to impart theprinciples of leadership responsibility, commandresponsibility, shipmate responsibility, and personalresponsibility to the avoidance of alcohol abuse.

This is where you come into play as a future pettyofficer. You have a responsibility not only to yourselfbut also to your shipmates and the Navy to help in thewar against alcohol and drug abuse. You can help byeducating your people on the pitfalls of using alcoholand drugs. If we are to win the battle against alcoholand drug abuse, it will be through the efforts ofdedicated petty officers.

We all have problems of one sort or another and attimes need help. The Navy has many helping resourcesavailable to aid its members. The best resourcesavailable to you are usually the senior Navy peoplearound you. Your leading petty officer, division chief,command master chief, and chaplain have theexperience, seniority, and knowledge necessary to giveyou the proper guidance. This does not mean jumpingthe chain of command, as jumping the chain ofcommand is never a good practice. However, if youfind yourself in a situation in which your experience orknowledge will not provide you good judgment, youshould inform your seniors of the problem and requesttheir help. Unless the situation requires completeconfidentiality, you should not keep your senior pettyofficer out of the picture. Even then, if the problem isserious enough, such as an incident that could be aviolation of the UCMJ, you should inform yoursupervisor. Then you should make sure the problemgets to the proper level within the chain of commandfor action.

By applying common sense in the handling of anyproblem whether your own or one of your subordinates,you can reach a solution that is best for all concerned.

Programs and Resources

This section covers the programs and resourcesavailable to combat alcohol and drug abuse. Theseresources are the Navy Alcohol and Drug SafetyAction Program (NADSAP), the Drug and AlcoholProgram Advisors (DAPAs), the Right SpiritCampaign, Alcohol Treatment Facilities (ATFs), theNavy Drug and Alcohol Counselors (NDACs), andAlcohol Rehabilitation Centers (ARCs).

NAVY ALCOHOL AND DRUG SAFETYACTION PROGRAM.—The Navy has a reputation

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Q9. Which of the following responsibilities does apetty officer have in the prevention of alcoholand drug abuse?

1. Inform seniors of problems regardingalcohol and drug use

2. Apply common sense

3. Educate personnel on the pitfalls of drugsand alcohol

4. All of the above

REVIEW QUESTION

for keeping up with the times. Things change and sodoes the Navy. In 1974 the Navy started its campaign inthe war against alcohol abuse with the Navy AlcoholSafety Action Program (NASAP). In 1980 the NavyDrug Safety Action Program (NDSAP) began tocombat use of illegal drugs. Several years later the twoprograms combined to form the Navy SubstanceAbuse Prevention Program (NASAPP). The programname changed in 1985 to the present title of NavyAlcohol and Drug Safety Action Program (NADSAP).The purpose of NADSAP is the prevention of alcoholmisuse and illegal drug use through the process ofindividual education.

NADSAP provides for the early identification ofproblem drinkers and alcoholics. NADSAP identifiesproblem drinkers not only through arrests for trafficviolations and driving while intoxicated (DWI) but alsothrough other alcohol-related offenses or incidents.Some of these incidents are job accidents, safetyviolations, fights, unauthorized absences and otherbreaches of discipline, family difficulties, or hospitaltreatment. NADSAP’s objective is to promote zerotolerance of alcohol abuse. NADSAP also provideseducational programs designed to increase awareness ofdrug abuse and to educate and positively motivatepeople with drug abuse problems. The policy for drugabuse is the same as that for alcohol abuse—zerotolerance. Any drug abuse or irresponsible use ofalcohol by Navy personnel is viewed as a grievousfailure to meet Navy standards and may result indisciplinary action or separation from military service.

DRUG AND ALCOHOL PROGRAMADVISORS.—The DAPAs are responsible foradvising commanding officers on all NADSAPmatters. These advisors are responsible for setting upcommand education, prevention, screening, andcounseling programs. DAPAs also provide aftercare,probationary supervision, motivational training, andreferral services for individuals who have been treatedfor alcohol abuse and have returned to full duty. Allcommands have DAPAs assigned as a full-time or acollateral duty. They are your primary points of contactfor drug and alcohol abuse problems.

RIGHT SPIRIT.—The “Right Spirit” campaignwas started in 1996 to improve the quality of life forNavy members and their families and to ensure a safeand productive work environment. Although the use ofalcohol is depicted as fashionable in society, alcoholcontributes to many of the country’s serious health andsocial problems. The goal of “Right Spirit” is todeglamorize alcohol and prevent alcohol abuse. Navycommands are required to promote an “it’s okay not to

drink” environment. Preventing alcohol abuse andalcoholism before problems occur greatly benefits theNavy in terms of lost workdays and costly treatment.The campaign includes the following two educationprograms.

Alcohol Aware .—This program is acommand-level alcohol abuse prevention anddeglamorization course designed for all hands. Thegoals of the Alcohol Aware program are to make theparticipants aware of (1) the basic nature of the drug,alcohol; (2) the risks involved in using and abusingalcohol; (3) the Navy’s expectations, instructions, andcore values; and (4) the definition of responsible use ofalcohol. Each participant is asked to evaluate,anonymously, his or her own pattern of drinking todetermine if it is appropriate and to make adjustmentsas needed.

Alcohol Impact.—This program is designed forintervention. It is normally given during off-dutyhours. Alcohol Impact is not treatment; it is the firstintervention step in the treatment of alcohol abuse. It isan intensive, interactive educational experiencedesigned for alcohol incident personnel. The course isprimarily an educational tool, but objectives within thecourse could reveal that a higher level of treatmentmight be needed.

ALCOHOL TREATMENT FACILITIES.—ATFs provide help to fleet and shore commands bycounseling personnel involved with drugs and alcohol.Individuals not requiring inpatient treatment mayreceive help in these nonresident-counselingprograms. Many ATFs have a drug and alcohol abusecounselor who provides limited outpatient evaluationand counseling services. ATFs serve as local drop-inand crisis centers. They also provide continuingcounseling services for personnel who previously werepatients in other rehabilitation facilities and havereturned to full duty.

NAVY DRUG AND ALCOHOLCOUNSELORS.—The NDACs provide evaluationand referral services at ATFs. These counselors areresponsible for helping commanding officers processindividuals identified as drug or alcohol abusers. Theyalso provide individual and group counseling to drugand alcohol abusers. The NDAC is a contact point forcommanding officers and individuals seeking help orinformation on all matters regarding drug and alcoholabuse.

ALCOHOL REHABILITATION CENTERS.—The Navy’s ARCs provide a program of intense and

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comprehensive rehabilitation. ARCs are for active-dutyNavy and Marine Corps personnel who are sufferingfrom alcoholism. These centers are naval activitiesunder a commanding officer. Depending on theirlocation, the centers range in capacity from about 75 toover 200 beds.

SUICIDE PREVENTION

The Navy is very aware that at times our shipmatesmay be unable to deal with the stress and pressure ofNavy life. Some of our shipmates or family may turn toabusive relief, such as drugs and/or alcohol. However,that behavior contributes to the problem; it does notsolve the problem. When there seems to be no relieffrom stress and pressures, they may succumb to theidea of suicide to end their pain.

The Navy has a very aggressive program toidentify potential suicide patients. Sailors are providedtraining periodically, especially around holidays, onwhat to look for when evaluating someone suspectedof having suicidal thoughts. Supervisors andinstructors who deal with young Sailors are especiallytra ined in the observance of this behavior.Additionally, specific information for Medical Corpspersonnel on suicide evaluation can be found inNAVMEDCOMINST 6520.1. Some commonbehaviors or symptoms of suicide and the intensity ofrisk associated with each are shown in table 3-1.

Here is a list of conditions that may help you makea positive evaluation of a potential suicide. They are inno special order and are not of equal weight, but themore of these symptoms the individual exhibits themore likely he or she is suicidal.

1. Means. Is a suitable suicidal tool available tothe person? This factor carries double weight if theperson frequently mentions that he or she has the means.

2. Previous attempt. Recent studies corroboratethat approximately 75 percent of accomplished suicideshave made a previous attempt.

3. Family history. Statistically, persons who havehad a suicide in the family (especially one or bothparents) are more likely to commit or attempt suicidethan those who have not had a suicide in the family.

4. Lack of roots. Very few persons commitsuicide in the town or region of their birth. The fartheraway from home, family connections, and close friendsa person gets, the more likely suicide becomes.

5. Withdrawal. The potential suicide victim oftensystematically eliminates social contacts. He or she willdrop out of clubs, church, and job, and will avoid oldfriends. The person then can reasonably say, “I’m notneeded.”

6. Confusion. The potential suicide victim isunable to separate and evaluate problems. He may say inthe same breath, “My wife has left me and I’m twopayments past due on the TV set. ” The person cannotdeal effectively with a problem because his or her mindis not clear of other problems.

7. Vague illness. The person often will complainabout an indefinite physical illness or an “ache-all-overtype of feeling.” Chronic psychosomatic signs areimportant because they reflect a high degree ofdisorganization.

8. Urge to kill. The potential suicide victim maybe seeking revenge; thinking, “You may be sorry whenI’m gone.” This is a dangerous attitude because it maylead to homicide.

9. Fear of the future. Although it soundsincongruous, many people commit suicide because theyfear death. “I know it’s cowardly to think of suicide,”they say, but actually they are thinking that if they canaccomplish suicide they won’t have to fear the thingsthat really worry them.

10. Financial reverse. This situation may cause theloss of status as much as the loss of money.

11. Rationalization. Occasionally the potentialsuicide victim will attempt an aggressive defense ofsuicide. This especially is true when the person isfollowing in the footsteps of a relative.

12. Negative protest. This is a tricky factor. If aperson tells you in an overemphatic way that he or she isnot contemplating suicide, be careful.

13. Feeling of failure. Despite any past successes,the potential suicide will harp on his or her failures, evensmall ones. They will say they are inefficient, forgetful,and make mistakes that others notice.

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Q10. Which location offers intense andcomprehensive drug and alcohol rehabilitationfor active duty members?

1. Sick bay

2. ATF

3. ARC

4. All of the above

REVIEW QUESTION

When you are counseling a person for any reason

and feel there is potential for a suicide, report your

concern to the chain of command. DO NOT try to

psychoanalyze the person. You are not a psychologist.

Keep the following in mind:

• If you feel the person is about to attempt suicide,do not leave the person; call for help.

• If you feel the person has attempted a suicide,report it to the chain of command.

• If you feel the person, for any cause, reason, orcircumstance, is thinking of suicide, report it.

• If you feel the person abuses alcohol or usesillegal drugs, that person may have severerproblems. Assist this person in getting help froma trained person such as a DAPA.

HEALTH AND PHYSICAL READINESSPROGRAM

Health and physical readiness are a matter of greatconcern to the Navy. To ensure the operationaleffectiveness of the Navy, every member is expected toachieve and maintain standards of physical readinessand participate in a lifestyle that promotes optimalhealth. This program is designed to support andenhance the physical readiness of all personnel.Physical readiness training is a complete conditioningprogram designed to reduce excess body fat anddevelop and maintain flexibility, cardiorespiratoryendurance, muscular strength, and the stamina neededto perform routine and emergency tasks. The programis a part of the Navy’s Health Promotion Program. Thisprogram includes physical fitness and sports,weight/fat control, nutrition education, high bloodpressure identification, stress management, smoking

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BEHAVIOR ORSYMPTOM

INTENSITY OF RISK

LOW MODERATE HIGH

Depression Mild Moderate Severe

Isolation/withdrawal Vague feeling ofdepression; nowithdrawal

Some feeling ofhelplessness, hopelessness,and withdrawal

Hopeless, helpless,withdrawal, andself-deprecating

Daily functioning Fairly good in mostactivities

Moderately good in someactivities

Not good in anyactivities

Coping strategies Generally constructive Some that are constructive Predominatelydestructive

Significant others Several who areavailable

Few or only one available Only one or noneavailable

Psychiatric help in past None or positiveattitude toward

Yes and moderately satisfiedwith

Negative view of helpreceived

Life style Stable Moderately stable orunstable

Unstable

Alcohol/drug use Infrequently to excess Frequently to excess Continual abuse

Previous suicide attempts None or of lowlethality

None to one or more ofmoderate lethality

None to multipleattempts of high lethality

Disorientation/disorganization

None Some Marked

Hostility Little or none Some Marked

Suicidal plan Vague, fleetingthoughts but not plan

Frequent thoughts,occasional ideas about aplan

Frequent or constantthought with a specificplan

Table 3-1. Common Behaviors or Symptoms of Suicide

education and prevention, lower back injuryprevention, and alcohol/drug abuse prevention.

Exercise, Physical Fitness, and Weight Control

Each command is required to ensure personnelmeet the Navy’s physical readiness standards. Allpersonnel must pass a semiannual Physical ReadinessTest (PRT) that consists of meeting height/weight orbody fat standards, doing a minimum amount of sit-upsand push-ups, and running a 1.5 mile run within a settime. Personnel who do not meet the Navy’s standardsor fail the PRT are required to participate in a commandremedial program. Command remedial programs arecoordinated by each command’s fitness coordinatorand vary from command to command, but the basicprogram is controlled through the Physical Readinessand Personal Excellence Program, OPNAVINST6110.1. Counseling and assistance centers andresidential rehabilitation centers are available to helppersonnel conform to Navy PRT standards. Personnelwho continually fail the PRT may be ineligible forpromotion or reenlistment or administrativelyseparated from the Navy.

All personnel are responsible for maintaining anacceptable state of physical readiness at all times.Participation in a personal physical conditioningprogram should occur at least three times a week. Theindividual physical conditioning activities should be atleast 40 minutes in duration during which at least 20minutes is continuous aerobic activity.

Commands provide physical fitness and nutritioneducation through General Military Training (GMT).GMT should stress healthy food choices, exercise, andlifestyle changes.

Each base has a Morale, Welfare, and Recreation(MWR) department that coordinates an intramuralsports program for all commands attached to the base.The intramural sports program promotes morale andhelps personnel obtain and maintain an optimumfitness level. All personnel are encouraged toparticipate in their base’s intramural sports program.

Nutrition Education

The primary goal of this program is to help Navypersonnel become more fit and healthy. We have Navyremedial programs at the command level, counselingand assistance centers, and naval drug rehabilitationcenters. These programs educate, counsel, and treatindividuals who do not meet standards.

A comprehensive plan guides Navy personnelconcerning proper nutrition. Improved training formess specialists, menu analysis, and increased foodoptions in chow halls are a part of the nutritioneducation plan.

High Blood Pressure Identification

The Navy’s goal is for all active-duty personnel,dependents, civilians, and retirees to be aware of therisk factors associated with high blood pressure. TheNavy recognizes that high blood pressure is a healthproblem; Navywide health fairs and some medicalsites provide mass screening, education, and referral.Active-duty members receive a high blood pressurescreening as a regular part of all medical and dentalexams. Navy medical units will provide the control(prescription/medication) and follow-up.

Stress Management

Stress is a real part of Navy life, and learning tocope effectively is essential. The goal is for 100 percentparticipation in stress awareness and educationprograms for service members, dependents, andcivilians. Programs exist in medical units, hostcommands, and FSCs.

Smoking Education and Prevention

The Surgeon General of the United States hasdetermined that the smoking of tobacco is the mostpreventable cause of illness and death. TheEnvironmental Protection Agency states thatinvoluntary/passive smoking poses a public health risklarger than the hazardous air pollutants from allindustrial emissions combined. Medical evidenceshows overwhelmingly that the use of tobaccoproducts adversely impacts on the health and readinessof the entire Navy. Tobacco use impairs such criticalmilitary skills as night vision and eye/handcoordination. It increases susceptibility to disease. Italso impairs cardiorespiratory endurance, exercisetolerance, and stamina. The Department of the Navy(DON) supports the concept that each person has anobligation to preserve one’s health. Additionally, theDON recognizes its responsibility to enact and enforceappropriate environmental protective measures toensure a safe, healthy, and unpolluted work and livingenvironment.

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Lower Back Injury Prevention

The Navy Health and Physical Readiness Programsupports the wellness and physical fitness of all Navypersonnel. One element of the program is lower backinjury prevention. Back injuries affect over 90 percentof all service members at some point in their careers.Over 50 percent of lost workdays experienced annuallyby the Navy are due to back injuries. Educationprograms delivered by physical therapy officers canresult in a significant reduction in the incidence of backinjuries. These programs contribute to a higher state ofphysical readiness to meet mission requirements.

SUMMARY

This chapter introduces the Navy’s peopleprograms that address quality of life issues. The mainthrust of these programs is to help the Navy reach itsgoal of sustained combat readiness and capabilityusing all its human potential.

By design, the various programs give all Navypersonnel the chance to develop their capabilities to themaximum. In turn, this maximum developmentpromotes sound leadership and strengthens the chainof command. The entire Navy benefits when peopleperform at their best.

In this chapter, you studied the followingprograms:

• The Personal Excellence Program—Encouragesadherence to and support of education,health/fitness, citizenship, and personalexcellence partnerships.

• The Family Support Program—Providesinformation, resources, and services to supportand enrich the lives of Navy families as well assingle members.

• The Equal Opportunity Program—Guaranteesimpartial treatment for all and eliminatesunlawful discrimination, thereby creating afavorable climate for maintaining high morale,discipline, and readiness.

• The Navy Alcohol and Drug AbuseProgram—Stresses that alcohol and drug abusecosts lost labor hours and unnecessaryadministrative and judicial processing. Theabuse of alcohol and drugs weakens a person’scombat readiness, safety, discipline, judgment,and loyalty. Zero tolerance stresses that there isno toleration of alcoholism and drug abuse in theNavy.

• The Heal th and Physical ReadinessProgram—Every Navy member should strive toachieve and maintain the highest standard ofphysical readiness to ensure operationaleffectiveness in the Navy.

• The Military Cash Awards Program—Providesfor payment of cash incentives based on theamount of money saved by a suggestion toreduce costs and improve productivity in theNavy, Department of Defense, and other federalgovernment operations.

• The Family Housing Program—Assuresmilitary members that suitable housing isavailable for them and their families.Construction authority for military housingoccurs when the civilian housing market cannotmeet military personnel needs.

In addition to these programs, you read about twoareas of special concern to the Navy—personal financeand suicide prevention. You, as a supervisor or pettyofficer, must be knowledgeable in each of these twoareas to pass on information and help yoursubordinates and shipmates whenever possible. TheNavy provides counselors in a number of differentprograms to provide expert advice and assistance.

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Q11. To maintain physical readiness, a personshould exercise at least three times a week for(a) at least how many minutes total durationand (b) how many minutes of continuousaerobic activity?

1. (a) 60 (b) 40

2. (a) 50 (b) 30

3. (a) 40 (b) 20

4. (a) 30 (b) 25

Q12. The Navy’s goal is for what percentage ofparticipation in stress management awarenessprograms?

1. 75%

2. 85%

3. 95%

4. 100%

REVIEW QUESTIONS

REFERENCES

Assignment and Utilization of Navy-Managed MilitaryFamily Housing, OPNAVINST 11101.13J, Chief ofNaval Operations, Washington, DC, 1992.

Military Cash Awards for Military Personnel forSuggestions, Inventions, Scientific Achievementsand Disclosures, OPNAVINST 1650.8C, Chief ofNaval Operations, Washington, DC, 1988.

Department of the Navy (DON) Policy on SexualHarassment, SECNAVINST 5300.26C, Secretaryof the Navy, Washington, DC, 1997.

Family Advocacy Program, OPNAVINST 1752.2A,Chief of Naval Operations, Washington, DC, 1996.

Family Advocacy Program, SECNAVINST 1752.3A,Secretary of the Navy, Washington, DC, 1995.

Family Service Center Program, OPNAVINST1754.1A, Chief of Naval Operations, Washington,DC, 1999.

Military Alcohol and Drug Abuse Prevention andControl, SECNAVINST 5300.28B, Secretary of theNavy, Washington, DC, 1999.

Military Alcohol and Drug Abuse Prevention andControl, OPNAVINST 5350.4C, Secretary of theNavy, Washington, DC, 2000.

Navy Equal Opportunity (EO) Manual, OPNAVINST5354.1G, Chief of Naval Operations, Washington,DC, 1996.

Navy Fraternization Policy, OPNAVINST 5370.2A,Chief of Naval Operations, Washington, DC, 1994.

Physical Readiness Program, OPNAVINST 6110.1F,Chief of Naval Operations, Washington, DC, 2000.

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REVIEW ANSWERS

A1. (1) The various programs within this systemhave been designed to allow individuals achance to develop their capabilities to themaximum.

A2. (4) The program focuses internally on Navypersonnel and, where feasible, externally onour nation’s school age population, pre-schoolthrough twelfth grade.

A3. (4) The long-term goal of this program is topromote a sense of self-worth and to reinforcein young people the knowledge, traits,attitudes, and skills essential for responsiblecitizenship and effective participation in theAmerican work force.

A4. (2) All bases with 500 or more active dutymembers have installation Family ServiceCenters. They are located throughout theUnited States and at many overseas locations.

A5. (2) The program’s mission is to increasereadiness and retention of service membersby providing information, resources, andservices that support and enrich the livesof Navy families as well as single sailors.

A6. (1) Upon application to the appropriatehousing office, single parents may receiveauthority for live-in housekeepers.

A7. (4) Sexual harassment is a type of sexdiscrimination. Like all discrimination, itis prohibited. It violates the standards ofhonesty, integrity, and impartiality requiredof all DON personnel.

A8. (1) Fraternization includes improperrelationships between senior and juniorofficer members and between senior andjunior enlisted personnel.

A9. (1) As a petty officer you have aresponsibility not only to yourself but alsoto your shipmates and the Navy to help inthe war against alcohol and drug abuse.

A10. (3) The Navy’s ARCs provide a program ofintensive and comprehensive rehabilitation.ARCs are for active duty Navy and MarineCorps personnel who are suffering fromalcoholism.

A11. (3) All personnel are responsible formaintaining an acceptable state of physicalreadiness at all times. Physical conditioningprogram should occur at least three times perweek. The conditioning activities should beat least 40 minutes in duration of which atleast 20 minutes should be continuous aerobicactivity.

A12. (4) Stress is a real part of Navy life andlearning to cope effectively is essential. Thegoal is for 100 percent participation in stressmanagement awareness programs.

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