Remember an LOA can be written and presented by anyone, but a letter signed by the commanding officer or someone higher in the chain of command makes an LOA more significant for recognition. LETTER OF COMMENDATION. —A Navy letter of commendation (LOC) can add points toward the final multiple for advancement for first class petty officers and below. When it is signed by a flag officer, that adds 1 point; when signed by the President or Secretary of the Navy, that adds 3 points. If an LOC does not warrant the signatures of such high authority, one signed by the commanding  officer,  will  provide  outstanding recognition of deserving individuals. GOOD CONDUCT MEDAL. —An individual who has completed 4 years of service or meets the requirements to receive a Good Conduct Medal is awarded the medal in a recognition ceremony. Though the Good Conduct Medal is a fairly common award, it should not be treated as common. It is frequently the first medal a sailor receives. You should have a tickler file or some other way to make sure your sailors receive this award. Make sure that it is on time and given at the right ceremony. NAVY ACHIEVEMENT MEDAL.  —Navy achievement medals (NAMs) are awarded for professional achievement that clearly exceeds normal requirements or for noteworthy leadership achievement that merits singular recognition. NAVY COMMENDATION MEDAL.  —Navy commendation medals (NCMs) are awarded to persons who distinguish themselves by heroic or meritorious achievement or service performed in a manner above normal  expectation.  The  deeds  are  sufficient  to distinguish the individual above those performing similar services. Rewards Rewards are considerations given for special services or contributions. They are given in many forms, but the most recognized ones in the Navy are those that offer monetary pay or advancement to a higher paygrade. COMMAND ADVANCEMENT  PRO GRAM. —The purpose of the Command Advancement Program (CAP) is to allow certain commanding officers to advance eligible personnel in paygrades E-3, E-4, and E-5 to the next higher paygrade without reference to higher authority. The intent of this program is to grant commanding officers of ships, squadrons, mobile units, and staffs of the operating forces authority to provide substantive recognition for superior performance. That recognition is sometimes done under the rigors of the operating environment experienced at sea while the ship is forward deployed. For more on this program, refer to BUPERSINST 1430.17C. MILITARY CASH AWARDS PROGRAM. —The intent of the Military Cash Awards Program (MILCAP) is to encourage military personnl to suggest ways to reduce costs and improve productivity in the Navy, the Department of Defense (DOD), and other federal government operations. It also provides a formal channel for communications between management and personnel. It encourages an atmosphere of imagination, creativity, and innovation. The MILCAP is addressed in detail in OPNAVINST 1650.8C. Corrective Measures Chances are you will eventually have to deal with minor violations of rules and regulations. You should recognize breaches of rules or standards of conduct and correct them immediately. By excusing violations, you give the impression that you condone them and open the door for further violations. Usually, discussing a violation with a sailor lets him or her know the breach of conductor appearance is not consistent with what you expect. Most of the time that will serve to correct minor problems. COUNSELING. —When a member of your division fails to respond to your advice, arrange a counseling session  to  address  the  member’s  performance. Sometimes misbehavior is a way of getting your attention and an indicator of more serious underlying problems. Document every counseling session, and file it in your division officer’s notebook. EXTRA MILITARY INSTRUCTION. —Extra military instruction (EMI) is a phase of military duty to correct a deficiency of an individual. EMI is a bona fide, nonpunitive, administrative measure used as a training device to correct a deficiency. EMI is not a substitute for punitive action appropriate under the Uniform Code of Military Justice (UCMJ). EMI is logically related to the deficiency and is corrected and implemented within the following limitations: EMI is not normally assigned for more than 2 hours per day. EMI is assigned at a reasonable time outside normal working hours. 3-10