Boat Training

Boat Training

Friday, June 26, 2020

Admiral Zumwalt and His Z-Grams: History that Should Not be Forgotten

When Admiral Elmo Zumwalt was CNO, he took the opportunity to shake up some things. One of his tools were his famous "Z-grams" which addressed some serious matters that he felt were interfering with the Navy being - well - modern. The Naval History and Heritage Command has provided this List of Z-grams.

To Navy personnel that have served since Admiral Zumwalt, the conditions in the Fleet that existed before his CNO tenure can be gathered from the changes he sought to bring about. It should be noted that resistance to these changes was strong in some areas, especially in the "But we've always done it this way" traditionalists who felt discipline was going to be eroded. But for the deckplate sailors, his steps greatly improved life.

A couple of the Z-grams need to be highlighted:

Z-Gram #57; 10 November 1970

Elimination of Demeaning or Abrasive Regulations

FROM: CNO {Z-57}
TO: NAVOP
UNCLAS //NO1100//
102157Z NOV 70

DEMEANING OR ABRASIVE REGULATIONS, ELIMINATION OF

1. THOSE DEMEANING OR ABRASIVE REGULATIONS GENERALLY REFERRED TO IN THE FLEET AS "MICKEY MOUSE" OR "CHICKEN" REGS HAVE, IN MY JUDGMENT DONE ALMOST AS MUCH TO CAUSE DISSATISFACTION AMONG OUR PERSONNEL AS HAVE EXTENDED FAMILY SEPARATION AND LOW PAY SCALES. FOR THIS REASON, SHORTLY AFTER TAKING COMMAND I REQUESTED A COMPREHENSIVE REVIEW OF CURRENT NAVAL POLICIES AND REGULATIONS. I DESIRE TO ELIMINATE MANY OF THE MOST ABRASIVE POLICIES, STANDARDIZE OTHERS WHICH ARE INCONSISTENTLY ENFORCED, AND PROVIDE SOME GENERAL GUIDANCE WHICH REFLECTS MY CONVICTION THAT IF WE ARE TO PLACE THE IMPORTANCE AND RESPONSIBILITY OF "THE PERSON" IN PROPER PERSPECTIVE IN THE MORE EFFICIENT NAVY WE ARE SEEKING, THE WORTH AND PERSONAL DIGNITY OF THE INDIVIDUAL MUST BE FORCEFULLY REAFFIRMED. THE POLICY CHANGES BELOW ARE EFFECTIVE IMMEDIATELY AND WILL BE AMPLIFIED BY MORE DETAILED IMPLEMENTING DIRECTIVES TO BE ISSUED SEPARATELY.

A. IT APPEARS THAT MY PREDECESSOR'S GUIDANCE IN MAY ON THE SUBJECT OF HAIRCUTS, BEARDS AND SIDEBURNS IS INSUFFICIENTLY UNDERSTOOD AND, FOR THIS REASON, I WANT TO RESTATE WHAT I BELIEVED TO BE EXPLICIT: IN THE CASE OF HAIRCUTS, SIDEBURNS, AND CONTEMPORARY CLOTHING STYLES, MY VIEW IS THAT WE MUST LEARN TO ADAPT TO CHANGING FASHIONS. I WILL NOT COUNTENANCE THE RIGHTS OR PRIVILEGES OF ANY OFFICERS OR ENLISTED MEN BEING ABROGATED IN ANY WAY BECAUSE THEY CHOOSE TO GROW SIDEBURNS OR NEATLY TRIMMED BEARDS OR MOUSTACHES OR BECAUSE PREFERENCES IN NEAT CLOTHING STYLES ARE AT VARIANCE WITH THE TASTE OF THEIR SENIORS NOR WILL I COUNTENANCE ANY PERSONNEL BEING IN ANY WAY PENALIZED DURING THE TIME THEY ARE GROWING BEARDS, MOUSTACHES, OR SIDEBURNS

B. I VIEW THE PROHIBITION AGAINST THE WEARING OF CLEAN, NEAT WORKING UNIFORMS OR DUNGAREES TO AND FROM WORK AS UNWARRANTED AND I NOW DIRECT THAT IT BE SUSPENDED FOR THE CONVENIENCE OF ALL CONCERNED.

C. TO STANDARDIZE CURRENT PRACTICES, WORKING UNIFORMS, DUNGAREES, AND FLIGHT SUITS ARE AUTHORIZED IN ALL NAVAL COMMISSARIES. EXCHANGES, SNACK BARS, DISPENSARIES, DISBURSING OFFICES, AND OTHER SERVICE TYPE FACILITIES, AND NO ONE WILL BE DENIED ENTRANCE FOR BEING IN THE "IMPROPER" UNIFORM, ASSUMING THOSE WORN ARE CLEAN, NEAT, AND IN GOOD CONDITION. BASE COMMANDERS WILL REVIEW SIMILAR RESTRICTIONS APPLICABLE TO DEPENDENTS AND ADOPT REGULATIONS CONSISTENT WITH CURRENT FASHIONS.

D. THE REQUIREMENT FOR OFFICERS AND MEN TO SHIFT INTO THE UNIFORM OF THE DAY FOR THE EVENING MEAL WILL BE DISCONTINUED, EXCEPT FOR CEREMONIAL OR OTHER SPECIAL OCCASIONS OR BY DECISION OF THE GROUP OF PERSONNEL INVOLVED.

E. AT LEAST ONE ROOM OF EVERY NAVAL OFFICER, CPO, AND ENLISTED CLUB SHALL PERMIT THE WEARING OF INFORMAL AND CASUAL CLOTHES {SPORT SHIRT} AND NAS CLUBS SHALL SIMILARLY PERMIT FLIGHT SUITS IN AT LEAST ONE ROOM OF EACH CLUB.

F. WHERE OPTIONAL UNIFORMS ARE SPECIFIED BY THE AREA COMMANDER, THIS WILL MEAN OPTIONAL TO THE INDIVIDUAL AND NOT TO THE LOCAL COMMANDS, EXCEPT FOR SPECIAL OCCASIONS, SUCH AS INSPECTIONS, WHERE UNIFORMITY IS REQUIRED.

G. WHEN VISITING FLEET UNITS, I NOT ONLY DO NOT WISH TO SEE FRESH, PAINT APPLIED STRICTLY BECAUSE OF MY VISIT BUT CONSIDER THAT RUSTED SURFACES HASTILY PAINTED OVER ARE A REFLECTION OF POOR COMMAND DISCRETION. THIS TYPE OF PREPARATION FOR ANY SENIOR OFFICER VISIT SHALL BE PROHIBITED.

H. THE REQUIREMENTS TO CERTIFY THE POSSESSION OF SUFFICIENT FUNDS OR TO ACKNOWLEDGE GEOGRAPHICAL LIMITATIONS FOR LEAVE {EXCEPT FROM VIETNAM WHERE SPECIAL REGULATIONS APPLY} OR LIBERTY PURPOSES, TO PRODUCE PERSONAL PROPERTY PASSES, OR TO SHOW CERTIFIED PERMISSION TO BE AWAY FROM DUTY STATION {WALKING CHITS} PRESUPPOSES A GENERALIZED IRRESPONSIBILITY WHICH I DO NOT ACCEPT, AND THESE REQUIREMENTS WILL BE ELIMINATED.

I. IN VIEW OF THE REQUIREMENT FOR SPECIAL PRECAUTIONS FOR OPERATING MOTORCYCLES, SAFETY REGULATIONS MUST BE STRICTLY ENFORCED; HOWEVER, MOTORCYCLES SHOULD BE PERMITTED ENTRY AND ACCESS TO ALL NAVAL FACILITIES UNDER THE SAME CONDITIONS AS FOR AUTOMOBILES, AND CONVENIENT MOTORCYCLE PARKING AREAS WILL BE PROVIDED. FURTHERMORE, SO LONG AS THE HEAD GEAR MEETS SAFETY STANDARDS, NO MOTORCYCLE OPERATOR SHOULD IN ANY WAY BE PENALIZED OR DENIED ENTRY BECAUSE OF THE COLOR OF HIS HEAD GEAR.

J. OVERNIGHT LIBERTY WILL NOT BE TREATED AS A PRIVILEGE FOR WHICH A SPECIAL REQUEST CHIT MUST BE SUBMITTED, BUT RATHER AS THE NORMAL FORM OF LIBERTY FOR OUR RESPONSIBLE SAILORS. EXCEPTIONS TO THIS POLICY WOULD BE MADE ONLY FOR EXTRAORDINARY CIRCUMSTANCES SUCH AS GOVERNMENT IMPOSED CURFEW OR EXTREMELY UNSATISFACTORY ENVIRONMENT, AND THEN ONLY UPON DETERMINATION OF THE SENIOR OFFICER PRESENT.

K. THE REQUIREMENT FOR LINE HANDLERS, REFUELING PARTIES, TOPSIDE WATCH STANDERS IN INCLEMENT WEATHER, BOAT CREWS IN HEAVY WEATHER, AND OTHERS WHO ARE ENGAGED IN WORK WHICH WOULD UNDULY SOIL OR DAMAGE SUCH UNIFORMS, TO PERFORM THE JOBS IN WHITES OR BLUES IS UNREASONABLE AND IS TO BE DISCONTINUED, EXCEPT FOR MOST UNUSUAL CEREMONIAL OCCASIONS.

L. THE OCCASIONAL PRACTICE OF REFUSING TO FORWARD A REQUEST FROM AN INDIVIDUAL TO HIGHER AUTHORITY WILL BE DISCONTINUED. IF PERSONNEL IN THE CHAIN HAVE GOOD REASON FOR NOT RECOMMENDING APPROVAL OF A REQUEST, THEY SHOULD, OF COURSE, SO STATE, BUT THEY MUST FORWARD IT EXPEDITIOUSLY ONE WAY OR ANOTHER.

M. I. AM NOT SUGGESTING THAT A MORE LENIENT ATTITUDE TOWARD IRRESPONSIBLE BEHAVIOR BE ADOPTED, BUT I DO BELIEVE THAT WE CANNOT PERMIT GENERAL POLICIES TO BE DICTATED BY THE NEED, WHICH I SUPPORT, TO CONSTRAIN THOSE FEW INDIVIDUALS WHO DO NOT RESPOND TO THE TRUST AND CONFIDENCE EXPRESSED IN MORE FLEXIBLE AND LESS RESTRICTIVE REGULATIONS.

E. R. ZUMWALT, JR., ADMIRAL, U.S NAVY,
CHIEF OF NAVAL OPERATIONS.
Z-Gram #57; 10 November 1970
CNO {Z-66}
To: NAVOP
UNCLAS //N00000//
172054Z DEC 70

EQUAL OPPORTUNITY IN THE NAVY

A. MY 270004Z AUG 70 {NAVOP Z-14}
B. MY 141346Z SEP 70 {NAVOP Z-24}

1. THE PURPOSE OF THIS NAVOP IS TO EXPRESS MY WHOLEHEARTED SUPPORT OF THE POLICIES ON EQUAL OPPORTUNITY STRONGLY REAFFIRMED BY THE SECRETARY OF THE NAVY IN ALNAV 51, TO EXPRESS MY GENERAL GUIDANCE FOR IMPLEMENTATION OF THESE POLICIES, AND TO DIRECT IMPLEMENTATION OF A FEW OF THE ACTIONS WE CAN TAKE IMMEDIATELY.

2. LAST MONTH, SECRETARY CHAFEE AND I, ALONG WITH OTHER SENIOR OFFICIALS OF THE NAVY DEPARTMENT, MET ON ONE OCCASION WITH REPRESENTATIVE BLACK NAVY OFFICERS AND THEIR WIVES AND LATER WITH A REPRESENTATIVE GROUP OF BLACK ENLISTED MEN AND THEIR WIVES. PRIOR TO THESE MEETINGS, I WAS CONVINCED THAT, COMPARED WITH THE CIVILIAN COMMUNITY, WE HAD RELATIVELY FEW RACIAL PROBLEMS IN THE NAVY. HOWEVER, AFTER EXPLORING THE MATTER IN SOME DEPTH WITH THESE TWO GROUPS, I HAVE DISCOVERED THAT I WAS WRONG--WE DO HAVE PROBLEMS, AND IT IS MY INTENTION AND THAT OF SECRETARY CHAFEE TO TAKE PROMPT STEPS TOWARD THEIR SOLUTION.

3. WHAT STRUCK ME MORE THAN ANYTHING ELSE WAS THE DEPTH OF FEELING OF OUR BLACK PERSONNEL THAT THERE IS SIGNIFICANT DISCRIMINATION IN THE NAVY. PRIOR TO THESE MEETINGS, I SINCERELY BELIEVED THAT I WAS PHILOSOPHICALLY PREPARED TO UNDERSTAND THE PROBLEMS OF OUR BLACK NAVYMEN AND THEIR FAMILIES, AND UNTIL WE DISCUSSED THEM AT LENGTH, I DID NOT REALIZE THE EXTENT AND DEEP SIGNIFICANCE OF MANY OF THESE MATTERS.

4. THERE ARE TWO KEYS TO THE PROBLEM. FIRST, WE MUST OPEN UP NEW AVENUES OF COMMUNICATION WITH NOT ONLY OUR BLACK PERSONNEL, BUT ALSO WITH ALL MINORITY GROUPS IN THE NAVY SO THAT WE MAY LEARN WHAT AND WHERE THE AREAS OF FRICTION ARE. SECOND, ALL OF US IN THE NAVY MUST DEVELOP A FAR GREATER SENSITIVITY TO THE PROBLEMS OF ALL OUR MINORITY GROUPS SO THAT WE MAY MORE EFFECTIVELY GO ABOUT SOLVING THEM. OUR MEETINGS HERE IN WASHINGTON WERE A BEGINNING, BUT NO MORE THAN THAT. MUCH REMAINS TO BE DONE.

5. FOR EXAMPLE, I AM PARTICULARLY DISTRESSED BY THE NUMEROUS EXAMPLES OF DISCRIMINATION BLACK NAVY FAMILIES STILL EXPERIENCE IN ATTEMPTING TO LOCATE HOUSING FOR THEIR FAMILIES. THIS SITUATION AND OTHERS LIKE IT ARE INDICATIVE IN SOME CASES OF LESS THAN FULL TEAMWORK BEING BROUGHT TO BEAR BY THE WHOLE NAVY TEAM ON BEHALF OF SOME OF OUR MEMBERS AND FAILURE TO USE EXISTING AUTHORITY AND DIRECTIVES TO ENFORCE THEIR RIGHTS {SECNAV INST 5350.12}. IN SOME PLACES HOUSING PERSONNEL ARE TACITLY CONTRIBUTING TO DISCRIMINATION IN HOUSING.

6. SECRETARY CHAFEE AND I HAVE ASKED OUR STAFFS TO BEGIN WORK WITH OTHER MEMBERS OF THE NAVY DEPARTMENT TO MAKE AN IN-DEPTH INVESTIGATION OF THIS PROBLEM AND PRESENT TO US WITHIN 6O DAYS PROPOSALS WHICH WILL HELP ALLEVIATE THE MOST ACUTE HOUSING PROBLEMS. MEANWHILE, THERE ARE MANY THINGS THAT CAN BE ACTED UPON IMMEDIATELY. THEREFORE, BY 15 JANUARY 1971 I EXPECT ACTION TO BE TAKEN AS FOLLOWS:

A. EVERY BASE, STATION AND AIRCRAFT SQUADRON COMMANDER AND SHIP COMMANDING OFFICER SHALL APPOINT AN AWARE MINORITY GROUP OFFICER OR SENIOR PETTY OFFICER AS HIS SPECIAL ASSISTANT FOR MINORITY AFFAIRS. THIS OFFICER OR PETTY OFFICER SHOULD HAVE DIRECT ACCESS TO THE COMMANDER/COMMANDING OFFICER AND WILL. BE CONSULTED ON ALL MATTERS INVOLVING MINORITY PERSONNEL. EXCEPTING THOSE COMMANDS ALREADY HAVING MINORITY- AFFAIRS OFFICER BILLETS, THE INITIAL ASSIGNMENT WILL BE ON A CONCURRENT DUTY BASIS. {I CAREFULLY WEIGHED THIS ITEM WITH MY DESIRE, AS EXPRESSED IN REF A, TO REDUCE COLLATERAL DUTY ASSIGNMENTS. HOWEVER, AFTER DISCUSSING THIS WITH SEVERAL BLACK OFFICERS I BECAME CONVINCED THAT THEY WOULD IN FACT, CHERISH THIS AS A COLLATERAL DUTY.}

B. ALL SHORE BASED COMMANDERS SHALL ENSURE THAT A MINORITY GROUP WIFE IS INCLUDED IN THE NAVY WIVES OMBUDSMAN CONCEPT SET FORTH IN REF B.

C. THE PROGRAMS ALREADY BEGUN BY COMNAVSUPSYSCOM TO ENSURE THAT THE SPECIAL NEEDS OF MINORITY GROUPS ARE RECOGNIZED AND PROVIDED FOR SHALL BE EXPEDITED, NAMELY:

{1} SUITABLE COSMETICS AND OTHER PRODUCTS FOR BLACK PERSONNEL AND THEIR DEPENDENTS WILL BE STOCKED IN NAVY EXCHANGES.
{2} SHIP'S STORES WILL STOCK BLACK GROOMING AIDS.
{3} EVERY BASE AND STATION, WILL EMPLOY, AS SOON AS POSSIBLE, AT LEAST ONE QUALIFIED BLACK BARBER/BEAUTICIAN IN MAJOR BARBER AND BEAUTY SHOPS, AND WILL WORK TOWARD THE GOAL OF HAVING SUFFICIENT BARBERS/BEAUTICIANS QUALIFIED IN HAIR CARE FOR BLACK PERSONNEL TO PROVIDE SERVICE FOR ALL BLACK PATRONS.
{4} ALL MAJOR COMMISSARIES SHALL STOCK FOODS AND PRODUCE Frequently REQUESTED BY MINORITY GROUPS. AS A MINIMUM, SPECIFIC RECOMMENDATIONS SHOULD BE SOLICITED FROM MINORITY PERSONNEL AND THEIR FAMILIES AND ACTED UPON BY LOCAL COMMISSARY MANAGERS.

D. SPECIAL SERVICES OFFICERS WHICH DEAL IN DISCOUNT TICKETS FOR VARIOUS ENTERTAINMENT PROGRAMS. WILL ALSO OBTAIN DISCOUNT TICKETS TO EVENTS OF SPECIAL INTEREST TO MINORITY GROUPS WHENEVER SUCH TICKETS ARE AVAILABLE.

E. A REPRESENTATIVE SELECTION OF BOOKS, MAGAZINES AND RECORDS BY AND ABOUT BLACK AMERICANS WILL BE MADE AVAILABLE IN NAVY LIBRARIES, WARDROOMS, CLUBS AND OTHER READING AREAS.

ANY OF THE ABOVE WHICH CAN'T BE ACCOMPLISHED WITHIN THE TIME SPECIFIED ABOVE WILL BE REPORTED VIA CHAIN OF COMMAND TOGETHER WITH A SUMMARY OF CIRCUMSTANCES PREVENTING TIMELY IMPLEMENTATION.

7. IN ORDER THAT I MAY REACH A MORE COMPLETE UNDERSTANDING OF THE PROBLEMS EXPERIENCED BY OUR MINORITY PERSONNEL, IN ADDITION TO SECNAV/OPNAV/BUPERS TEAM VISITS I AM DIRECTING MY SPECIAL ASSISTANT FOR MINORITY AFFAIRS, LCDR NORMAN, TO VISIT MAJOR NAVAL ACTIVITIES WITHIN CONUS TO MEET WITH INDIVIDUAL COMMANDING OFFICERS AND WITH MINORITY MILITARY PERSONNEL AND THEIR DEPENDENTS. BY LEARNING IN DEPTH WHAT OUR PROBLEMS ARE, I BELIEVE WE WILL BE IN A BETTER POSITION TO WORK TOWARD GUARANTEEING EQUAL OPPORTUNITY AND TREATMENT FOR ALL OF OUR NAVY PEOPLE.

8. THIS IS THE FIRST OF MY REPORTS TO YOU ON MINORITY AFFAIRS. SECRETARY CHAFEE AND I WILL BE LOOKING INTO ALL AREAS OF MINORITY AFFAIRS AND WILL BE ISSUING FURTHER REPORTS AS OUR PROBLEMS BECOME MORE CLEAR AND THEIR SOLUTIONS BECOME MORE APPARENT. IT IS EVIDENT THAT WE NEED TO MAXIMIZE OUR EFFORTS TO IMPROVE THE LOT OF OUR MINORITY NAVYMEN. I AM CONVINCED THAT THERE IS NO PLACE IN OUR NAVY FOR INSENSITIVITY. WE ARE DETERMINED THAT WE SHALL DO BETTER. MEANWHILE, WE ARE COUNTING ON YOUR SUPPORT TO HELP SEEK OUT AND ELIMINATE THOSE DEMEANING AREAS OF DISCRIMINATION THAT PLAGUE OUR MINORITY SHIPMATES. OURS MUST BE A NAVY FAMILY THAT RECOGNIZES NO ARTIFICIAL BARRIERS OF RACE, COLOR OR RELIGION. THERE IS NO BLACK NAVY, NO WHITE NAVY--JUST ONE NAVY-- THE UNITED STATES NAVY.

E. R. ZUMWALT, JR., ADMIRAL, U. S. NAVY,
CHIEF OF NAVAL OPERATIONS.

blockquote>
Z-gram #116; dated 7 August 1972

Equal Rights and Opportunities for Women

CNO {Z-116}
TO: NAVOP
UNCLAS //N05350//
071115Z AUG 72

EQUAL RIGHTS AND OPPORTUNITIES FOR WOMEN IN THE NAVY

1. THERE HAS BEEN MUCH DISCUSSION AND DEBATE WITH RESPECT TO EQUAL OPPORTUNITY FOR WOMEN IN OUR COUNTRY OVER THE PAST FEW YEARS. MY POSITION WITH RESPECT TO WOMEN IN THE NAVY IS THAT THEY HAVE HISTORICALLY PLAYED A SIGNIFICANT ROLE IN THE ACCOMPLISHMENT OF OUR NAVAL MISSION. HOWEVER, I BELIEVE WE CAN DO FAR MORE THAN WE HAVE IN THE PAST IN ACCORDING WOMEN EQUAL OPPORTUNITY TO CONTRIBUTE THEIR EXTENSIVE TALENTS AND TO ACHIEVE FULL PROFESSIONAL STATUS. MOREOVER, THE IMMINENCE OF AN ALL VOLUNTEER FORCE HAS HEIGHTENED THE IMPORTANCE OF WOMEN AS A VITAL PERSONNEL RESOURCE. I FORESEE THAT IN THE NEAR FUTURE WE MAY VERY WELL HAVE AUTHORITY TO UTILIZE OFFICER AND ENLISTED WOMEN ON BOARD SHIPS. IN VIEW OF THIS POSSIBILITY WE MUST BE IN A POSITION TO UTILIZE WOMEN'S TALENTS TO HELP US ACHIEVE THE SIZE NAVY WE NEED UNDER AN ALL VOLUNTEER FORCE ENVIRONMENT AND STILL MAINTAIN THE SEA SHORE ROTATION GOALS FOR ALL NAVAL PERSONNEL TOWARDS WHICH WE HAVE BEEN WORKING. TO THIS END THE SECRETARY OF THE NAVY AND I HAVE ESTABLISHED A TASK FORCE TO LOOK AT ALL LAWS, REGULATIONS AND POLICIES THAT MUST BE CHANGED IN ORDER TO ELIMINATE ANY DISADVANTAGES TO WOMEN RESULTING FROM EITHER LEGAL OR ATTITUDINAL RESTRICTIONS.

2. AS ANOTHER STEP TOWARD ENSURING THAT WOMEN IN THE NAVY WILL HAVE EQUAL OPPORTUNITY TO CONTRIBUTE THEIR TALENTS AND BACKGROUND TO ACCOMPLISHMENT OF OUR MISSIONS, WE ARE TAKING THE FOLLOWING ACTIONS:

A. IN ADDITION TO THE ENLISTED RATINGS THAT HAVE RECENTLY BEEN OPENED, AUTHORIZE LIMITED ENTRY OF ENLISTED WOMEN INTO ALL RATINGS.

B. THE ULTIMATE GOAL, ASSIGNMENT OF WOMEN TO SHIPS AT SEA, WILL BE TIMED TO COINCIDE WITH FULL IMPLEMENTATION OF PENDING LEGISLATION. AS AN IMMEDIATE STEP, A LIMITED NUMBER OF OFFICER AND ENLISTED WOMEN ARE BEING ASSIGNED to THE SHIP'S COMPANY OF USS SANCTUARY AS A PILOT PROGRAM. THIS PROGRAM WILL PROVIDE VALUABLE PLANNING INFORMATION REGARDING THE PROSPECTIVE INCREASED UTILIZATION OF WOMEN AT SEA.

C. PENDING FORMAL CHANGES TO NAVY REGULATIONS SUSPEND RESTRICTIONS REGARDING WOMEN SUCCEEDING TO COMMAND ASHORE AND ASSIGN THEM ACCORDINGLY.

D. ACCEPT APPLICATIONS FROM WOMEN OFFICERS FOR THE CHAPLAIN AND CIVIL ENGINEER CORPS, THEREBY OPENING ALL STAFF CORPS TO WOMEN.

E. EXPAND ASSIGNMENT OF TECHNICALLY QUALIFIED UNRESTRICTED LINE WOMEN TO RESTRICTED LINE BILLETS AND, AT THE TIME OF LEGISLATIVE AUTHORIZATION, PERMIT THEM TO REQUEST DESIGNATOR CHANGES

F. OFFER VARIOUS PATHS OF PROGRESSION TO FLAG RANK WITHIN THE TECHNICAL, MANAGERIAL SPECTRUM IN ESSENTIALLY THE SAME MANNER AS WE ARE CONTEMPLATING FOR MALE OFFICERS.

G. ASSIGN THE DETAILING OF UNRESTRICTED WOMEN OFFICERS TO THEIR COGNIZANT GRADE DETAILERS.

H. INCREASE OPPORTUNITY FOR WOMEN'S PROFESSIONAL GROWTH BY:

{1} ELIMINATING THE PATTERN OF ASSIGNING WOMEN EXCLUSIVELY TO CERTAIN BILLETS, AND
{2} ASSIGNING QUALIFIED WOMEN TO THE FULL SPECTRUM OF CHALLENGING BILLETS, INCLUDING THOSE OF BRIEFERS, AIDES, DETAILERS, PLACEMENT/RATING CONTROL OFFICERS, ATTACHES, SERVICE COLLEGE FACULTY MEMBERS, EXECUTIVE ASSISTANTS, SPECIAL ASSISTANTS TO CNO, MAAGS/MISSIONS, SENIOR ENLISTED ADVISORS, PEP, ETC.

I. EQUALIZE SELECTION CRITERIA FOR NAVAL TRAINING BY:

{1} OPENING MIDSHIPMEN PROGRAMS TO WOMEN AT ALL NROTC CAMPUSES EFFECTIVE IN FY-74, AND
{2} CONSIDERING WOMEN FOR SELECTION TO JOINT COLLEGES {NATIONAL WAR COLLEGE/INDUSTRIAL COLLEGE OF THE ARMED FORCES}.

3. FINALLY, I ENJOIN ALL COMMANDING OFFICERS AND OTHER IN POSITIONS OF AUTHORITY TO ACTIVELY REFLECT THE SPIRIT AND INTENT OF THIS MESSAGE IN THEIR OWN COMMAND REGULATIONS, POLICIES AND ACTIONS. SPECIFICALLY, I EXPECT EACH COMMANDING OFFICER TO:

A. INITIATE SIMILAR EQUALIZATION ACTIONS IN MATTERS WITHIN THEIR PURVIEW TO ENSURE THAT WOMEN ARE ACCORDED FULL TRUST AND RESPONSIBILITY TO FUNCTION IN THEIR ASSIGNED POSITION OR SPECIALTY.

B. BE GUIDED BY STANDARDS OF DUTY, PERFORMANCE AND DISCIPLINE WHICH ARE TRULY EQUITABLE FOR BOTH WOMEN AND MEN.

4. IN SUMMARY, WE ALL MUST ACTIVELY WORK TOGETHER IN ORDER THAT WE MAY MORE EQUITABLY INCLUDE WOMEN IN OUR ONE-NAVY CONCEPT.

E. R. ZUMWALT, JR., ADMIRAL, U. S. NAVY,
CHIEF OF NAVAL OPERATIONS.

One of my favorites, which went along with his "anti-Mickey Mouse regs" view:
Z-Gram #67; 22 December 1970

Naval Command Inspection Program

R 221714Z DEC 70
FM CNO (Z-67)

TO NAVOP

UNCLAS //N00000//
NAVAL COMMAND INSPECTION PROGRAM

A. OPNAVINST 5040.7E OF 31 JUL 1969

1. INSPECTIONS OF OUR COMBAT UNITS NEED TO BE REORIENTED TO MORE PRACTICALLY SERVE THE NEEDS OF COMMAND AND YET BECOME SIGNIFICANTLY LESS BURDENSOME TO THOSE WHO PARTICIPATE IN THE INSPECTION PROCESS. IN THE PAST, UNITS HAVE USED INORDINATE AMOUNTS OF MANPOWER AND HAVE OFTEN UTILIZED VALUABLE TRAINING TIME IN PREPARING FOR MANY INSPECTIONS THAT OFTEN PRODUCE RELATIVELY MEANINGLESS OR IRRELEVANT RESULTS. THE INSPECTION ITSELF IS NOT THE REAL TEST, BUT RATHER A TOOL TO IDENTIFY THE SPECIFIC FACTORS OF COMMAND PERFORMANCE. THE EVIDENCE OF LEADERSHIP, TEAM SPIRIT, “CAN DO” ATTITUDE AND A CONTINUING DEMONSTRATION OF SUSTAINED MISSION READINESS IS THE REAL TEST.

2. I AM ACCORDINGLY MODIFYING INSPECTION PROCEDURES FOR SUBORDINATE FLEET STAFFS, SHIPS AND AIRCRAFT SQUADRONS TO GIVE A LARGER ROLE IN THIS FIELD TO IMMEDIATE UNIT COMMANDERS (IUC) I.E., THOSE IMMEDIATELY SENIOR IN THE CHAIN OF COMMAND TO THE UNIT BEING INSPECTED, MAKING CHANGES WHICH WILL YIELD A MORE RESPONSIVE AND PRODUCTIVE INSPECTION PROGRAM WHILE REDUCING THE WORKLOAD IMPACT ON OUR PEOPLE.

3. AMONG THE CHANGES INCLUDED IN THE MODIFIED INSPECTION PROGRAM WILL BE:

A. THE CHIEF INSPECTOR WILL BE THE IUC

B. PERSONNEL FROM SISTER UNITS (SHIPS/AIRCRAFT SQUADRONS) WILL NOT BE USED AS ASSISTANT INSPECTORS.

C. THE IUC WILL ATTEMPT TO COMBINE INSPECTIONS AND TO CONDUCT THEM ON AN UNSCHEDULED BASIS IN CONNECTION WITH HIS ORDINARY EMBARKATIONS/VISITS TO THE INSPECTED UNIT. INSPECTION FREQUENCY WILL BE DETERMINED ON THE BASIS OF MANAGEMENT NEEDS AND NOT IN DIRECT RELATION TO ANNUAL COMPETITION.

D. INSPECTION RESULTS WILL BE EXPRESSED IN TERMS OF SAT/UNSAT.

E. MANDATORY USE OF CHECK-OFF LISTS IS ELIMINATED.

4. EXCLUDED FROM THIS NEW POLICY ARE THOSE INSPECTIONS LISTED IN PARA 8 OF REF (A) AND THOSE NUCLEAR POWER INSPECTIONS GOVERNED BY OPNAVINST 3540.3 B OF 31 MAR 70.

5. FURTHER DETAILS OF THIS PROGRAM HAVE BEEN PROMULGATED TO OFFICERS IN COMMAND AND WILL BE FORMALIZED IN AN OPNAV INSTRUCTION. E. R. ZUMWALT, JR., ADMIRAL, U.S. NAVY, CHIEF OF NAVAL OPERATIONS.
BT

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