U.S. Navy photo by Chris Basham
Chief Navy Counselor David J.C. Waters hoists the "Golden Anchor" Retention Excellence pennant, which was awarded to NAS Pax River on Jan. 19.
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Staying Navy helps PAX River earn “Golden Anchor”
If you've been to an NAS command-level Career Development Board over the past year, you've probably heard my story about the Retention Excellence Award, or "Golden Anchor" as it's known in the fleet. It's a story about a newly-minted NC1 who reported aboard USS Ford (FFG 54) determined to earn the ship's first Golden Anchor in years. The requirements? Meet various re-enlistment benchmarks and keep attrition below a certain percentage. If we hit those benchmarks and passed our Career Development Review, we could hoist the Retention Excellence Pennant and paint the ship's anchor gold. Well, that first year we almost made it. We had a great Career Development Program, we hit the re-enlistment benchmarks, but our attrition was .5% above the maximum. So we requested a waiver. And PACFLT told us, "No dice." We had a great program, they said, ("Keep doing what you're doing!") but we'd have to try again next year. That was when I decided-benchmarks or no benchmarks-we were going to have the best Career Development Program in the fleet, take care of our Sailors, and let the chips fall where they may. It's a philosophy that served us well, and before I left Ford, I was selected for Chief and pinned with the only golden anchor I'll ever need!
Of course, that story could really be called "A Tale of Two Anchors." We did earn the Retention Excellence Award on Ford before I left, but just as it has here at Pax River, winning the "Golden Anchor" had more to do with embracing the values of the Chief's anchor than chasing after benchmarks. People re-enlist because they feel respected, valued, and taken care of. We still call it the Retention Excellence Award, but as time has passed, the emphasis has shifted from retention and attrition benchmarks to the quality of the Career Development Program. Are CDBs being conducted? PTS entries made on time? Sponsors assigned to prospective gains? Sailors given quality counsel regarding their career decisions? In short, are we brilliant on the basics?
As you might guess, this is an all-hands effort. Earning and wearing a Chief's anchor means understanding that it's not about you, it's about your people. As I hoisted our pennant here at Pax, I was reminded of all the people that our "Golden Anchor" represents: the leadership triad who are steadfastly dedicated to ensuring that Pax River Sailors have every opportunity possible; the department heads, division officers, Chiefs and LPOs who take care of their people every day; the departmental and divisional career counselors on the deckplates who are the front line of career development information; and the Sailors who take responsibility for their careers and commit to making the most out of their time in the Navy.
Staying Navy is more challenging than ever. In these very pages we've examined the difficulties of advancement, PTS, ERB, and other aspects of the "force shaping" environment that we find ourselves in. But despite these obstacles, we are succeeding. Pax River Sailors are volunteering their time, pursuing their education, advancing in their rates, and taking care of each other. They strive toward those values embodied by the Chief's anchor, and they live them out every day. Hoisting the Retention Excellence Pennant onboard this installation reminded me of just how proud I am to serve here at Pax River, and I hope seeing it fly from the yardarm does the same for you. Congratulations on your "Golden Anchor," Pax-you earned it!