CHAPTER 5
PERSONNEL MANAGEMENT
As senior level RPs, RPCs and RP1s are
assigned to duty at Navy and Marine Corps in-
stallations. The paygrade required by the author-
ized billet is determined by manpower officials at
Commander Naval Military Personnel Command
(CNMPC) and the Enlistnd Personnel Manage-
ment Center (EPMAC). The RPC or RPI may
be assigned to assist chaplains in the management
of religious programs and facilities at naval train-
ing centers, shore-based command staffs, Navy
or Marine Corps air stations, large administrative
commands, Navy or
aboard Navy vessels.
PROGRAMS
Marine Corps bases, or
MANAGEMENT
The RP rating is a service rating. The primary
purpose of the rating is to support chaplains in
carrying out their mission to promote the spiritual,
religious, moral, and personal well-being of sea
services personnel and their familites. The manage-
ment aspects of senior RP duties may include
assisting in the management of religious programs
and facilities; analyzing requirements for religious
facilities; processing employment applications of
auxiliary and contract chaplains and clergy for
occasional ministries; training volunteer personnel
involved in support of religious programs: man-
aging training programs for religious education
instructors; supervising the office of the chaplain;
and determining religious program support
requirements.
THE COMMAND RELIGIOUS
PROGRAM MANAGER
It is apparent from the duties listed in the
previous paragraph that the primary role of a
senior RP is that of managing the office of the
chaplain and assisting in the management of the
Command Religious Program (CRP). At most
duty stations, at least one RPC or RP1 will be
assigned.
PHASES OF PROGRAMS
MANAGEMENT
There are five phases of programs manage-
ment with which the RPC or RP1 should become
familiar: planning, organizing, coordinating,
directing, and controlling. Effective programs
management encompasses all five phases.
Planning
In the planning phase, objectives of the CRP
must be clearly established and interpreted to
assigned personnel. All reasonable courses of
action should be considered and the best one
selected and developed. The planning stage
includes six steps.
EVALUATE THE SITUATION.— At this
step the CRP managers must view the present
status of the program as a whole and ask the basic
question “Where are we now?” Determination
must be made as to the present status of the CRP
in relaton to available resources, policies, and
procedures. After the current status has been
determined, chaplains and RPs must determine
the goals and objectives of the Command
Religious Program.
ANALYZE THE OBJECTIVES.— After the
objectives of the Command Religious Program
have been established, they should be broken
down into components so that analysis can be
made of all aspects of the program. At this time,
managers of the CRP should begin formulating
task statements and making the initial assignments
of personnel.
CONSIDER APPROPRIATE COURSES OF
ACTION.– At this step, the assigned chaplain(s)
and RF(s) should determine the various courses
of action that could be taken to reach the
established goals and objectives of the CRP.
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