Navy Recruiting Optimization Policy Paper

The optimization policy was developed by top-management but not tested prior to the policy taken affect. After the implementation of the policy change the organization has witness various problems while the command attempts to still me their fiscal year goal objectives. The problems that the optimization policy caused include: the restriction of decision controls that would allow each district to determine which stations to close in specific areas. Conversely, these issues have hampered the recruiting efforts across the country. I believe that the marginal benefit of retaining those recruiting stations outweighed the marginal costs of deciding to close the recruiting station. The navy is jeopardizing the organization reputation in those areas that were affected by the optimization policy. Those that are looking for information about the navy will now have to travel to a recruiting station that is further away just to speak with a navy recruiter. The other branches of service still have offices in those areas and their recruiting stations are still manned. Those recruiting station that was closed by the navy are still being billed monthly due to the contract that the Army Corps of Engineer (ACE) has with the building lessor so the cost of rent is a fixed cost to the navy until the lease expires. I believe that the navy should have kept the office open because budget that the Navy Recruiting Command receives is in support of recruiting operations. Every applicant that joins that navy can be applied …show more content…
Each recruiter must be proficient in selling the opportunities and advantages of the navy. As the text states “Jobs vary substantially in terms of the variety of tasks and scope of decision authority (Brickley, Smith & Zimmerman pg. 365). The design dimension of a navy recruiter I believe that the job of a navy recruiter is appropriate for what a recruiter is responsible for on a daily