Recruiting Mission Case Study

The Recruiting mission has increased tremendously over the past few years. In 2013, the active duty mission recruiting mission was to enlist only 1,300 active duty personnel, however in 2016 the active duty recruiting mission increased to 3,750 recruits. This increase has lead to a change in recruiter availability. The new recruiter availability requirements from Coast Guard Recruiting Command on Operations Note 028-16 requiring offices to be open from 0700-1900 is counterproductive to the recruiting mission. The new extended hours are not conducive to child care facility hours, morale has decreased making recruiting difficult, and many offices are not in safe locations for people to work after dark. Recruiters who have a spouse that work
RO Boston is located next to a bar that attracts unfavorable crowds in the evenings. This is apparent because RO Boston has found vomit several times on the front windows of the RO, as well as beer cans and bottles in the parking lot. RO Boston is in an area where there is a large heroin problem, especially at the T shop four blocks from the office. There is a large homeless population and a food pantry behind the office. Being in the neighborhood around RO Boson is not safe after dark. With recruiters already being vulnerable and unprotected it is not safe to leave recruiters in areas of high crime after dark. In conclusion the new recruiter availability requirements from Coast Guard Recruiting Command on Operations Note 028-16 requiring office to be open from 0700-1900 will be counterproductive to the recruiting mission. The new extended hours are not conducive to child care facility hours, moral will decrease making recruiting more challenging, and many offices are in unsafe locations for people to work in the evening. To make it safer and more desirable work environment hours should be changed back to 0800-1600 Monday to Friday, and we should have the option to work on