SECDEF down, view it as leadership but this isn’t.. It is intimidation. 

There is no  widespread systemic racism in this country, just as there is no systemic extremism in the military. IMHO, this is just an action taken to stifle the 75 million and “modify behavior”.

 An over-reach. A Witch Hunt. Beyond cultural PC:

 R 192207Z FEB 21 MID600050295537U

FM CNO WASHINGTON DC

TO NAVADMIN

INFO CNO WASHINGTON DC

BT

UNCLAS

NAVADMIN 044/21

PASS TO OFFICE CODES:

FM CNO WASHINGTON DC//N1//

INFO CNO WASHINGTON DC//N1//

MSGID/GENADMIN/CNO WASHINGTON DC/N1/FEB// SUBJ/STAND-DOWN TO ADDRESS EXTREMISM IN THE RANKS// REF/A/DOC/SECDEF/MEMO/05FEB21/ REF/B/MSG/SECNAV/121644ZFEB21/ REF/C/DOC/DODI 1325.06/27NOV09/ REF/D/DOC/NAVY REGULATIONS ART 1167/03SEP97/ REF/E/DOC/OPNAVINST 5354.1G/24JUL17/ REF/F/MSG/COMUSFLTFORCOM NORFOLK VA/131415ZFEB20/ REF/G/DOC/OPNAV N1/23OCT20/ REF/H/MSG/OPNAV/092219ZFEB21// NARR/REF A IS SECDEF MEMORANDUM DIRECTING DOD-WIDE STAND-DOWN ON EXTREMISM IN THE RANKS.  REF B IS ALNAV 010/21 ON STAND- DOWN TO ADDRESS EXTREMISM IN THE RANKS.  REF C IS DODI ON HANDLING DISSIDENT AND PROTEST ACTIVITIES AMONG MEMBERS OF THE ARMED FORCES.  REF D IS ALNAV 053/97 INCORPORATED AS NAVY REGULATIONS ARTICLE 1167 ON SUPREMACIST ACTIVITIES.  REF E IS OPNAVINST ON NAVY EQUAL OPPORTUNITY PROGRAM MANUAL.  REF F IS 12-STAR MESSAGE PROMULGATION OF SIGNATURE BEHAVIORS OF THE 21ST CENTURY SAILOR, VERSION 2.0.  REF G IS NECESSARY CONVERSATIONS GUIDE 2.1. REF H IS NAVADMIN 032/21, CNO MESSAGE TO THE FLEET ON EXTREMIST BEHAVIOR.// RMKS/1.  Sailors live our Core Values every day.  However, recent events highlight that the U.S. Armed Forces, including our Navy (service members, civilian personnel and all those who support our mission), are not immune from the corrosive effects of extremist ideology and conduct.  Extremist behaviors and conduct, even if from only a small percentage of our force, violate our Core Values, are detrimental to good order and discipline, reduce warfighting readiness and degrade the toughness, trust and connectedness we are building in our Sailors and teams through our Culture of Excellence campaign.

As an initial step in what will be a continuing and focused effort to address this problem, Commanders and Commanding Officers will conduct a stand-down prior to 2 April 2021 for all military personnel and Department of the Navy (DON) civilians to address extremism in the ranks in accordance with guidance contained in references (a) and (b).

2.  The intent of this stand-down (which may be conducted virtually or in-person with the appropriate COVID-19

mitigations) is to ensure service members and civilian personnel clearly understand the damaging effects of extremism and begin developing more effective, sustainable ways to eliminate the corrosive impacts extremist activity can have on our Force.  As public servants, we took an oath to the Constitution and we will not tolerate those who participate in actions that go against the fundamental principles of the oath we share, particularly actions associated with extremist or dissident ideologies.  Service members, Department of Defense civilians and all those who support our mission, are entitled to an environment free of discrimination, hate and harassment.

3.  A discussion guide, supplementary slides, and additional resources to assist Commanders and Commanding Officers with the conduct of this stand-down are posted at

https://www.navy.mil/Leadership/Chief-of-Naval-Personnel/CNP-

Department-Exclusives/ .  Commanders have the discretion to tailor discussions with their personnel as appropriate, but at a minimum the stand-down will include:

    3.A. A group re-administration and reaffirmation of the oath of office/oath of enlistment;

    3.B. Remarks from the Commander/Commanding Officer;

    3.C. Division/Work Center training/facilitated discussion

addressing:

        3.C.1. The meaning of the oath of office/enlistment including what we protect (Freedom of Speech/Assembly) and the limits on these rights for service members (what we sacrifice in order to protect and build public trust);

        3.C.2. Actions that betray the oath per references (c) through (e) (prohibited activities, UCMJ direction on extremist activities, review of political activity and social media dos and donts);

        3.C.3. The responsibility of leaders at every level (obligation to report, obligation to investigate, remaining alert for signs of extremism and then intervening);

        3.C.4. Listening sessions focused on our Core Values, our Culture of Excellence and the Task Force One Navy report.

4.  We have been emphasizing the importance of listening sessions since the establishment of Task Force One Navy last summer.  Some commands have leaned into this while others have not.  CNOs direction is that every Commander or Commanding Officer will continue to conduct listening sessions and get it into their battle rhythm.  This is where the hard work of establishing trust and connectedness starts.  Reference (g), the Necessary Conversations Guide 2.1, is a great tool to use to conduct listening sessions.

5.  Echelon 2 Commanders shall track subordinate command completion of the stand-down using Fleet Training Management and Planning System (FLTMPS), Course Identification Number SDTAE-1.0, STANDDOWN TO ADDRESS EXTREMISM IN THE RANKS.  The Deputy Chief of Naval Operations (Manpower, Personnel, Training, and Education) (OPNAV N1) will promulgate procedures for Echelon 2 Commanders to submit stand-down completion reports (including lessons learned and recommendations) via a Department of the Navy Tasking, Records and Consolidated Knowledge Repository (DONTRACKER) tasker.  In order to support the requirement for the Chief of Naval Operations to report completion to the Secretary of the Navy by 6 April 2021, the suspense for all Echelon 2 Commanders to report stand-down completion is no later than 2 April 2021.  In the event operational requirements prohibit the conduct of the stand- down by this date, extension requests must be submitted through the first Flag Officer in the chain of command, via the Chief of Naval Personnel, and ultimately to the Assistant Secretary of the Navy (Manpower and Reserve Affairs) for adjudication per reference (b).

6.  As Sailors, we must strive to be inclusive, creating an environment where every individual understands that they are a valued member of the Navy team.  This is an All Hands effort.

As we begin to implement the work of Task Force One Navy, I remind you of the Signature Behaviors promulgated in reference (f).  These behaviors include:

    6.A. Treat every person with respect.

    6.B. Take responsibility for my actions.

    6.C. Hold others accountable for their actions.

    6.D. Intervene when necessary.

    6.E. Be a leader and encourage leadership in others.

    6.F. Grow personally and professionally every day.

    6.G. Embrace the diversity of ideas, experiences and backgrounds of individuals.

    6.H. Uphold the highest degree of integrity in professional and personal life.

    6.I. Exercise discipline in conduct and performance.

    6.J. Contribute to team success through actions and attitude.

7.  As CNO stated in reference (h), today, and every day, our Navy must be a shining example of an organization centered on respect, inclusive of all.  Simply put, we must demand of each other that we treat everyone with dignity and respect.  That is how we will become a stronger Navy.

8.  Released by Vice Admiral John B. Nowell, Jr, N1.// BT