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OPNAVINST 1750.1E

PERS-61

27 Jun 05

OPNAVINST INSTRUCTION 1750.1E

From: Chief of Naval Operations

Subj: NAVY FAMILY OMBUDSMAN PROGRAM

Ref: (a) U.S. Navy Regulations, 1990

(b) OPNAVINST 3120.32C

(d) 5 U.S.C.

(e) SECNAVINST 1752.3A

(f) Joint Federal Travel Regulations, Appendix E

(g) COMNAVCRUITCOMINST 1754.1

(h) 10 U.S.C.

(i) BUPERSINST 1710.11C

(j) OPNAVINST 5218.7B

(k) 28 U.S.C.

(l) DOD 5400.11-R of Aug 83

(m) 18 U.S.C.

(n) DODI 1100.21 of 11 Mar 02

Encl: (1) Introduction

(2) Finding and Selecting an Ombudsman

(3) Foundation of the Navy Family Ombudsman Program

(4) Program Support

(5) Ombudsman Training

(6) Chief of Naval Operations Ombudsman-at-Large Duties

(7) Ombudsman Quality Management Board

(8) Ombudsman Assembly

(9) Fleet and Family support Center Duties in Support of

Ombudsmen

(10) Application to Volunteer for a Command Family

Ombudsman Position

(11) Sample Ombudsman Qualities

(12) Guide for Interviewing Candidates

(13) Sample Ombudsman Questions for the Commanding Officer

(14) Sample of Volunteer Agreement

(15) Letter of Appointment Format

(16) Ombudsman Resignation Letter Format

(17) Ombudsman Termination Letter Format

(18) Sample Ombudsman Assembly Instruction

DEPARTMENT OF THE NAVY

OFFICE OF THE CHIEF OF NAVAL OPERATIONS

2000 NAVY PENTAGON

WASHINGTON, DC 20350-2000

OPNAVINST 1750.1E

27 Jun 05

1. Purpose. To provide policy and procedures and assign

responsibility for implementation of the Navy Family Ombudsman

Program. References (a) through (n) apply. This instruction is

a complete revision and should be reviewed in its entirety.

2. Cancellation. OPNAVINST 1750.1D.

3. Discussion

a. The Navy Family Ombudsman Program is a Navy-wide program

that improves mission readiness and is primarily executed at the

local command. Commanding officers (COs) shall ensure the Navy

Family Ombudsman Program is included in appropriate command

inspections. Policy for the program is the responsibility of

Navy Personnel Command (NAVPERSCOM) (PERS-6). Training and

execution for the program will be developed and implemented by

Commander, Navy Installations (CNI) (N2). Program requirements

and guidelines are at enclosures (1) through (18).

b. In addition to the efficiency of the command, the CO is

charged with responsibility for the morale, health, and welfare

of command personnel and inherently their families, per

references (a) and (b). These factors have a direct impact on

command mission readiness. The command’s Family Ombudsman

(hereinafter referred to as ombudsman) assists the CO in

carrying out this responsibility regarding family members. The

ombudsman is a volunteer who must be the spouse of an active

duty or selected reserve command member. The ombudsman serves

as a vital asset in supporting the command mission by providing

communication, outreach, resource referral, information, and

advocacy.

c. For the purpose of this instruction, the CO also implies

commanders and officers in charge, as applicable. Command

master chief also implies chief of the boat or command senior

enlisted advisor, as applicable.

4. Applicability

. The provisions of this instruction apply to

all active duty and Navy Reserve commands/units.

5. Action

a. The Chief of Naval Operations may appoint, in writing,

one or more Navy Family Ombudsman-at-Large. Normally, because

OPNAVINST 1750.1E

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of the uniqueness of the role, the spouse of the Master Chief

Petty Officer of the Navy and, historically, the chairperson of

Naval Services Family-Line have been appointed to fill these

positions. The Navy Family Ombudsman-at-Large will represent

and report to the Chief of Naval Operations or his designee.

The Navy Family Ombudsman-at-Large must work closely with the

Ombudsman Program Manager to ensure the program continues to

effectively serve the needs of commands and family members.

Duties of the position are outlined in enclosure (6).

b. NAVPERSCOM (PERS-61) is responsible for establishing

policy and ensuring that the program meets command, Sailor, and

family member needs.

c. CNI (N212) is responsible for development and oversight

of program implementation including development of ombudsman

training and the certification of trainers. CNI shall establish

the Ombudsman Quality Management Board to function as an

advisory board for standardization, review, and improvement of

the Ombudsman Program. Board composition and duties are

described in enclosure (7).

d. Regional commanders will coordinate with local

commanders to ensure that sufficient Ombudsman Assemblies exist

in their region to support the area ombudsmen. Regional

commanders, in coordination with Fleet and Family Support

Centers (FFSCs), are responsible for conducting Ombudsman Basic

Training (OBT) and advanced training.

e. COs:

(1) Will appoint one or more command ombudsmen in

writing.

(2) Will appoint a sufficient number of command

ombudsmen to be able to provide service for all family members.

(3) Will establish and execute their command’s Family

Ombudsman Program per this instruction and other relevant

program operating guidance that may be issued by CNI.

(4) Are responsible for providing funding for materials

and expenses for their command ombudsman.

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f. The Chief of Naval Operations will direct responsibility

for funding of any Ombudsman-at-Large.

6. Forms and Report

a. DD 2793 (Rev. 2-02), Volunteer Agreement for

Appropriated Fund Activities and Nonappropriated Fund

Instrumentalities, is available at

www.dtic.mil/whs/directives/infomgt/forms/ddforms2500-2999.htm,

and SF 1164 (Rev. 11-77), Claim for Reimbursement for

Expenditures on Official business, is available at

www.dtic.mil/whs/directives/infomgt/forms/formsprogram.htm.

This form is also available at

http://www.gsa.gov/Portal/gsa/ep/formslibrary.do?formType=SF.

b. Reporting requirements described in enclosure (3) are

exempt from reports control per SECNAVINST 5214.2B.

G. L. HOEWING

Vice Admiral, U.S. Navy

Deputy Chief of Naval Operations

(Manpower and Personnel)

Distribution:

Electronic only via Navy Directives Web site at

HTTP://NEDS.DAPS.DLA.MIL//

OPNAVINST 1750.1E

27 Jun 05

Enclosure (1)

INTRODUCTION

1. The Ombudsman Program was introduced to the U.S. Navy on

14 September 1970 by the Chief of Naval Operations, Admiral Elmo

Zumwalt with a Z-gram. Admiral Zumwalt adapted his program from

a 19th century Scandinavian custom originally established by the

King to give ordinary private citizens an avenue to express

their grievances to high government officials. The U.S. Navy

shifted the focus away from the grievance-processing role to a

primary focus on command communication, information, and

referral.

2. The ombudsman is an appointed representative of the

commanding officer (CO) and serves in two important roles as

both a communications link between the CO and command family

members, and as a professionally trained information and

referral specialist for the command’s families.

3. Ombudsmen perform their duties as directed by the CO and as

provided for in this instruction. The CO will determine the

priorities within the local program.

4. Ombudsman Appreciation Day is 14 September (or the Friday

immediately preceding the 14th, if it falls on a weekend).

While the 14th is of significance to the history of the program,

commands are authorized to actually celebrate the event at

anytime deemed appropriate during the month of September or as

soon as possible after returning from deployment. This also can

eliminate possible conflicts with chief petty officer

training/initiation activities.

5. Both the command and family members reap benefits from a

strong, effective ombudsman. The CO gains insight on the pulse

of command family members via communication with the ombudsman

and is able to take appropriate and timely action on issues of

concern. Command family members have an avenue to express their

concerns through the ombudsman. They will benefit from a well-

trained ombudsman who can serve as an information and referral

resource and address family issues with the command.

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Enclosure (2)

FINDING AND SELECTING AN OMBUDSMAN

1. Defining Relationships. Establishing and maintaining a

successful Ombudsman Program requires an effective working

relationship between the commanding officer (CO), executive

officer (XO), ombudsman, command master chief (CMC), and where

appropriate, the chaplain. One of the most important assets

available to the ombudsman is the Command Support Team. The

Command Support Team is designated by the CO and typically

includes the CO, XO, CMC, their respective spouses, the

ombudsman, and where assigned, the chaplain.

2. Assigning a Point of Contact. COs may assign a command

member as a point of contact for the ombudsman, usually the CMC,

and will decide what issues and events will be handled through

the point of contact and which will come directly to the CO.

Just as the CMC is charged with helping the CO with the welfare

and the needs of command personnel, the ombudsman is responsible

for helping the CO care for the families of the command. The

success of one depends upon and is complimented by the success

of the other. Personnel will inevitably bring problems and

concerns from home, especially during deployments. When the CMC

and the ombudsman work as a team, the readiness, retention, and

performance of the command will be maximized. The CMC should be

very knowledgeable concerning the Ombudsman Program and an

integral source of advice, guidance, and support who can

significantly impact the credibility and effectiveness of the

command’s program.

3. Chain of Command

. When an ombudsman performs their assigned

duties, they will often interact with other Navy commands or

organizations, such as the Navy Exchange, Personnel Support

Detachment, Navy Hospital, Navy Medical Clinic, and housing.

All Navy commands have a chain of command, and the ombudsman

must use them properly. Failure to do so will likely prove to

be counterproductive and could diminish the ombudsman’s

effectiveness. Although a volunteer, the ombudsman represents

the command and CO. Failure by the ombudsman to act as a

professional will reflect poorly on the command. Functional

efficiency is more readily achieved when the ombudsman

understands the chain of command structure and how to properly

use it. This relationship is optimized when the ombudsman

enjoys the full trust and support of the CO.

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Enclosure (2)

4. Other Designated Advisors. The CO may select their spouse

or the spouse of the XO, CMC, or another member of the chain of

command to serve as an advisor to the ombudsman. Although not

in a supervisory role, advisors can help the ombudsman by virtue

of their considerable Navy experience. It is recommended that

spouses of the command leadership and others in advisory roles

attend Ombudsman Basic Training (OBT), preferably with their

command ombudsman. This training will provide important

guidelines and direction in assisting the ombudsman, as well as

the requirements of confidentiality. In the event an ombudsman

leaves suddenly, for any reason, a trained member of the Command

Support Team can then fill in the position until another

ombudsman is selected and trained.

5. Selecting an Ombudsman

. An ombudsman shall be the spouse of

an active duty or selected reserve member of the command,

enlisted or officer. The ombudsman must be able to represent

both the command and family members impartially. An active duty

or reserve member cannot be appointed to any ombudsman position.

The ombudsman needs to be viewed by the families as “one of

them” so they will remain approachable and functional. An

ombudsman with several years of Navy life experience will

acclimate more easily and have greater credibility.

6. Candidate Search and Interview Process

a. Finding a qualified ombudsman is critical to the success

of the program. Candidates can be solicited at quarters, by a

letter from the CO to all command spouses, by a letter from the

CO in the ombudsman or command newsletter, in the plan of the

week, or on the command Web site. Whatever method is used, the

desired qualities of the candidate and listing of potential

duties should be included. Interested candidates can be asked

to submit a completed application. A sample application is

provided in enclosure (10). The job posting could include the

position title, the term of the position, the primary duties and

responsibilities, eligibility criteria, contact information,

travel requirements (if any), the application format and

deadline, the command Web site, and the names of other command

ombudsmen (if applicable). Recommendations may be solicited

from former ombudsmen, other command members, and spouses.

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Enclosure (2)

b. The following ombudsman staffing matrix is designed to

provide for maximum effectiveness of a command Family Ombudsman

Program:

# of Command personnel # of Assigned Ombudsmen

1-250 1

251-1,000 2-3

1,000+ 4 or more

7. Interviewing Ombudsman Candidates. The interview may be the

most critical part of the selection process and is subject to

validation requirements. Interview objectives should be

position-related and well documented, and all candidates should

be asked the same questions. Plan the interview in terms of the

behaviors and responses to be observed, the evaluation standards

applied, and the procedures for conducting the interview

session. The interview should be objective and structured so

the information to be obtained is well defined and recorded in a

standard manner. A list of desired qualities and a sample

interview format are provided in enclosures (11) and (12).

8. Selecting an Ombudsman. A qualified and well-trained

ombudsman is a critical resource for the command. Failure to

select the best volunteer can have a negative impact on the

relationship a command has with its family members and can

foster a bad image of the command and the Navy. It can be

difficult to find a person who possesses all of the desired

qualities and skills, so look for a person who has the potential

to grow into a highly qualified and effective ombudsman. This

requires strong command support and the professional training

provided by the Navy’s Ombudsman Training program and continuing

training offered locally by the Fleet and Family Support Center

(FFSC) and the local Ombudsman Assembly.

9. Appointing the Ombudsman. Once the interview and subsequent

review of candidate qualifications is completed, the CO should

select and appoint an ombudsman. Prior to appointment, the

requirements of being the ombudsman must be clearly stated.

Reference (c) requires development of a clear description of the

duties and scope of responsibility of each volunteer position.

This should include things such as the rules of confidentiality,

administrative support, the ombudsman budget, continuing

ombudsman training, attendance at ombudsman assembly meetings,

and the command point of contact. If volunteers are still

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Enclosure (2)

willing to assume the appointment, they must read and sign DD

2793 (Rev. 2-02), Volunteer Agreement for Appropriated

Activities or Nonappropriated Fund Instrumentalities, enclosure

(14). The CO will then sign a letter of appointment. A sample

of an appointment letter is at enclosure (15). Copies are given

to the new ombudsman, the local FFSC, and the local Ombudsman

Assembly Chair. The original will be maintained in the

command's files.

10. Arranging for Training

a. The ombudsman should attend OBT before assuming

ombudsman duties, but not later than 6 weeks after appointment.

Should the ombudsman not receive this training before

appointment, the command must arrange, through the nearest FFSC

Ombudsman Coordinator, for the Commander, Navy Installations

(CNI) standardized brief on basic ombudsman duties and

responsibilities to be given the command ombudsman. This

standardized brief will provide the ombudsman with an

understanding of the requirements and responsibilities of the

program, especially those regarding the Privacy Act,

confidentiality, and items to report. Documentation of training

using the standardized brief will be maintained with other

training records.

b. If the command does not have access to a local FFSC, the

ombudsman will receive the standardized brief discussed in

paragraph 10a from the command designated point of contact.

Documentation of this training will be kept with other ombudsman

training records.

c. A copy of this instruction and any other program

operating guidance that may be issued by CNI must be issued to

the newly appointed ombudsman by the command at the time of

appointment. The program manual can be downloaded from the

Ombudsman Program website at

www.ffsp.navy.mil/ffsp/ombudsman1/index.htm.

11. Probation Period

. Recommended probation periods are 6

months for a first time ombudsman and 3 months for an

experienced ombudsman. When appointing an ombudsman (especially

one serving for the first time), a probation period allows both

the CO and the ombudsman to evaluate each other. If a good

working relationship develops, the CO can terminate the

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Enclosure (2)

probation period earlier than scheduled; however, if either the

CO or ombudsman discovers it is not an effective relationship,

they have an opportunity to end the situation gracefully. The

first few weeks are the most critical time to lay the groundwork

for long-term volunteer commitment. Turnover can be

dramatically cut by implementing a thorough, well-executed

orientation program. Demonstrating commitment to the new

volunteer’s success early on fosters trust and loyalty.

12. Ombudsman Resignation

. A letter of resignation is

required, and the ombudsman’s term of service automatically

expires, when the ombudsman’s spouse transfers from the command,

is discharged, transfers to the Fleet Reserve, or retires. A

letter of resignation is also required when the CO is relieved

(change of command); however, the new CO may request the current

ombudsman to remain until a new ombudsman is trained and in

place or may offer to reappoint the incumbent. A sample

resignation letter can be found in enclosure (16).

13. Termination of Service for Cause. This should occur when

the ombudsman violates the Code of Ethics, knowingly fails to

execute their responsibility regarding the issues required to be

reported, or knowingly submits an unauthorized claim for

ombudsman funds outside the boundaries established by regulation

and the CO. A sample termination letter is at enclosure (17).

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Enclosure (3)

FOUNDATION OF THE NAVY FAMILY OMBUDSMAN PROGRAM

1. Ombudsman Code of Ethics. The Ombudsman Code of Ethics is

the essential foundation upon which an ombudsman’s credibility

is established and maintained. The ombudsman must remain

committed to strict adherence to the code. The ombudsman will:

a. Support the command’s mission.

b. Work within the chain of command as directed.

c. Maintain confidentiality.

d. Maintain the highest standards of professionalism.

2. Roles and Functions of the Ombudsman

a. The role of an ombudsman is a unique opportunity for a

Navy spouse to expand their knowledge and competencies while

helping command family members successfully navigate the

challenges of Navy life. As a representative of the commanding

officer (CO), the ombudsman is charged to follow the applicable

regulations and the directions of the CO. To be more effective,

it is important that the ombudsman become familiar with Navy

ranks, ratings/rates, types of commands/communities, and service

customs and traditions.

b. While procedures are established by this instruction,

each local program will vary due to the geographic location,

command status (deployable, non-deployable), size of command,

and the CO’s priorities. The size of the command and the CO’s

preference will dictate the number of ombudsmen assigned. The

CO will establish program parameters, including what type of

administrative and budgetary support the ombudsman will receive.

3. Fleet, force, and regional commanders may assign an

ombudsman to serve in an area-wide position. This position has

proven to be a valuable asset to commands and to the Ombudsman

Program. COs may supplement the following guidelines:

a. Serve as the ombudsman for staff family members unless

other ombudsmen are assigned specifically for that purpose

(required).

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Enclosure (3)

b. Support, but not supervise, command family ombudsmen

throughout the area of responsibility.

c. Verify that appropriate training is adequately supported

and occurring for area ombudsmen.

d. Collect and report ombudsmen data as required by the

commander.

4. The ombudsman will:

a. Serve as the liaison between command families and the

command. Keep the CO informed regarding the general morale,

health, and welfare of the command’s families.

b. Communicate regularly with command and command family

members. Contact families upon arrival as soon as possible to

introduce themselves and explain how they can be of help to the

family.

c. Develop and distribute a command-approved monthly or

quarterly newsletter, or if not possible, contribute a command-

approved column in appropriate publications. Additional

guidance for newsletter preparation may be found at

www.ffsp.navy.mil/ffsp/ombudsman1/index.htm.

d. Establish and maintain an up-to-date and timely

telephone tree to rapidly distribute and gather information.

e. Become knowledgeable of all programs offered at the

local Fleet and Family Support Center (FFSC). By doing so, the

ombudsman can keep family members informed of available

resources and then confidently recommend the services.

f. Know the roles of other support organizations available

to Navy families.

g. Contact the FFSC or chaplain for referral

recommendations if they believe assistance may be needed.

h. Maintain well-organized, active, and up-to-date

communication records on the performance of their ombudsman

duties.

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Enclosure (3)

i. Serve as a source of emergency and crisis information.

j. Perform other official roles, functions, or duties

assigned by the CO.

5. Directing the Ombudsman

. In addition to responding to the

needs of the command’s family, the CO may direct the ombudsman

to:

a. Assist in the organization and implementation of the

command welcome program, (Command Sponsor Program) and

participate in the indoctrination and orientation programs for

new command members.

b. Represent the command at local ombudsman assembly

meetings.

c. Represent the command on committees, boards, and working

groups in the military or civilian community that are providing

service and support to command families.

d. Work closely with the other members of the Command

Support Team.

e. Establish and maintain an up-to-date and timely

telephone “Careline” to distribute and gather information.

6. Ombudsmen are NOT COUNSELORS

a. Ombudsmen are advocates for both the command and command

families and are trained to provide information and make

referrals. They ARE NOT social directors. A formal or informal

spouse or family support group conducts social duties; however,

it IS appropriate for ombudsmen to support and participate in

these activities. It is an excellent time to get to know the

family members and for them to get to know the ombudsman.

Announcements of social events that promote the morale, health,

and welfare of command families may be included in the ombudsman

newsletter. As a command family advocate, the ombudsman should

always be interested and understanding when contacted by family

members and then expeditiously provide the needed information

and/or appropriate referral.

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Enclosure (3)

b. The ombudsman, by virtue of training and experience,

must empower family members to help themselves. The ombudsman

maintains an up-to-date list of resources so family members can

be referred effectively to the appropriate agency. The

ombudsman’s responsibilities do not include babysitting, taxi

services, or shopping services.

7. Confidentiality

. The ombudsman shall adhere to the

strictest code of confidentiality to protect the privacy of

individuals and to maintain the credibility of the Navy Family

Ombudsman Program. Confidential information is sensitive

information about a servicemember or family member that is kept

within the CO’s designated network for official use only.

Release of confidential information is regulated by the Privacy

Act, reference (d). It can be relayed only to other

governmental persons or agencies on a need-to-know basis unless

the service or family member gives written permission. Failure

to maintain confidentiality will result in a lack of confidence

in the ombudsman by the CO and the affected Sailor/family

member. It can also cause severe and irreparable harm to

individuals.

8. Command Roster. A copy of the Command Roster shall be

provided to the ombudsman for their use in maintaining contact

with family members. The Command Roster is Privacy Act

protected information and confidentiality of the information

must be maintained per the provisions in reference (d).

9. Correspondence. All official correspondence, including all

letters and newsletters, must be approved by the command. Any

correspondence, such as personal notes about family members,

will be destroyed prior to turnover to a new ombudsman if the

issue is closed. Unresolved issues will be brought to the

attention of the CO who will decide what will be passed to the

incoming ombudsman.

10. Reportable Issues Requiring Immediate Action

a. The following situations require immediate action

and

must be reported to the appropriate official/organization and

the CO, per reference (e):

(1) All suspected child abuse/neglect.

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Enclosure (3)

(2) Alleged spouse abuse.

(3) Suspected/potential homicides, violence, or life

endangering situations.

(4) All suspected/potential suicidal risks.

(5) Issues identified by the CO as reportable.

b. The safety and well being of every individual takes

precedence over their right to confidentiality. The ombudsman

must be trained in proper referrals and maintain a current

resource list. They should also be aware of their limitations

and offer immediate support and referral. The ombudsman should

also inform the individual of their requirement to report all

incidents to the chain of command. Additional information about

this subject is available at

www.ffsp.navy.mil/ffsp/ombudsman1/index.htm.

11. Child Abuse/Neglect or Spouse Abuse

. Incidents of child

and spouse abuse must be reported per reference (d). When

allegations of child and spouse abuse come to the attention of a

command, the Family Advocacy Representative (FAR) shall be

notified. The FAR shall inform the member’s command and law

enforcement officials. Child abuse is defined as the physical

or mental injury, sexual abuse or exploitation, or negligent

treatment of a child. It does not include discipline

administered by a parent or legal guardian to their child,

provided it is reasonable in manner and moderate in degree and

otherwise does not constitute cruelty.

a. A child’s safety and well-being are protected by law.

All States and U.S. territories have mandatory child

abuse/neglect reporting statutes. All Department of Navy

personnel, as well as ombudsman, must report any incident or

suspected incident of child abuse occurring on a military

installation or involving persons eligible for Family Advocacy

Program (FAP) services, to the local FAR. The threshold for

reporting is very low in that even the suspicion of child

abuse/neglect must be reported. Suspected child abuse incidents

should be reported to the nearest local law enforcement

authorities and State Child Protective Service Agency.

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Enclosure (3)

b. Physical and sexual assaults occurring within the family

merit the same concern and level of intervention as any assault

between unrelated persons. All allegations of spouse abuse

should be reported to the FAR, who will advise on appropriate

action. The ombudsman must inform the family member of the

importance to report cases of domestic violence. As a guide,

the ombudsman should consider spouse abuse to have been alleged

if the spouse discloses to the ombudsman an incident of abuse, a

third party (e.g., a child) discloses to the ombudsman that they

witnessed spouse abuse, or the ombudsman has first-hand

knowledge of an incident of spouse abuse. Trained professionals

should determine the validity of allegations, not the ombudsman.

An ombudsman who suspects that spouse abuse might be occurring

should advise the individual that support is available and

provide information on available FAP or community resources. If

at any time the ombudsman feels that the life, health, or safety

of an individual is in imminent danger, the ombudsman is

required to report the situation immediately to the FAR and

appropriate command. Safety is the ultimate concern for anyone

involved in an abusive situation.

c. When an adult discloses sexual assault outside the

marital relationship, the ombudsman should be aware of the

victim’s rights and provide information on available assistance

through the FFSC or through local community victim intervention

programs. The victim’s privacy should always be maintained, and

information shared only with Navy personnel who have a need to

know (executive/command level). Sensitivity to the victim’s

privacy is paramount. If the assault occurred on Navy property

or within Navy jurisdiction, the incident must be reported to

the Navy Criminal Investigative Service and the victim’s

command.

12. Potential Homicides, Violence, or Life Endangering

Situations. When an ombudsman becomes aware of the potential

for one of these situations, the proper authorities must be

informed immediately

13. Suspected/Potential Suicide Risk

. The ombudsman will

notify the chain of command and keep the situation confidential

within Navy regulations and the law.

14. Command Determined Reportable Issues

. Because of a concern

and responsibility for the welfare of the command’s family

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Enclosure (3)

members, the CO may require the ombudsman to report additional

situations.

15. Mandatory Reporting

. Reporting the aforementioned

incidents/situations is a requirement, not an option.

16. Data Collection and Reporting. The ombudsman will collect

data on the services provided and the time expended. A copy of

the Ombudsman’s Telephone Log is to be provided to the command

as directed. Additionally, a copy of the Ombudsman Monthly

Metric data collection sheet is to be provided to the command

and the Ombudsman Assembly Chair. Sample forms can be found at

the Ombudsman Program Website

(www.ffsp.navy.mil/ffsp/ombudsman1/index.htm).

17. Additional Considerations for Command Ombudsmen Serving

Outside of the Continental United States, Recruiting, and

Reserve Commands/Units

a. Outside of the Continental United States. Living

overseas presents different challenges and rewards for an

ombudsman. Major challenges involve language, isolation,

communication, transportation, and cultural differences.

(1) Ombudsmen can greatly facilitate the relocation of

new families if they work with the command sponsor program

coordinator to receive advanced information on arriving

families.

(2) Per reference (f), the command is authorized, budget

permitting, to issue Invitational Travel Orders and fund the

associated travel, berthing, meals, and incidental expenses for

ombudsmen to attend non-local training that will improve their

effectiveness.

b. Recruiting. Reference (g) provides supplemental

guidance to the Recruiting Command Family Ombudsman Program.

(1) Organizational Structure. At a minimum, an

ombudsman is to be appointed for each Navy Recruiting District

Headquarters. A staff ombudsman will be appointed for

Commander, Navy Recruiting Command; Navy Recruiting Orientation

Unit; and each Navy Recruiting Region Headquarters. Due to the

varying geographic characteristics of each Navy Recruiting

OPNAVINST 1750.1E

27 Jun 05

Enclosure (3)

District, more than one command ombudsman may be required to

adequately serve the needs of command families. Where

additional ombudsmen are deemed necessary, one ombudsman should

be designated to coordinate the Family Newsletter and serve as a

central point of contact for general information; however,

additional command ombudsmen shall report to their CO, not the

designated ombudsman.

(2) Special Functions. Preparing welcome aboard

materials for incoming families as well as maintaining listings

of local resources is important. Collecting information on

nearby military service centers and referrals to Military One

Source (formerly Navy One Source) can assist families in

locating local resources to meet their needs. Attending social

get-togethers can be very useful for reducing the sense of

isolation and provides an opportunity to meet families and

assess their needs. A newsletter containing information of

interest to command family members can reduce feelings of

isolation and help keep families up-to-date about command news

and available resources.

c. Navy Reserve Ombudsman

(1) Navy Reserve Benefits. Entitlement to some services

can change based on the duration of periods of active duty

served. The local Navy Reserve Activity will be able to provide

specific eligibility information. Another good source of

information can be found at www.defenselink.mil/ra/mobil/

in the

mobilization section and at the Navy Family Ombudsman/ Program

Web site, www.ffsp.navy.mil/ffsp/ombudsman1/index.htm.

(2) Understanding the Navy Reserve. Navy Reserve

categories include drilling reservists in pay and non-pay

status, Individual Ready Reserve, Standby Reserve, and those in

the Fleet Reserve. Benefits vary according to reserve category.

The local command career counselor or personnel office staff can

provide additional information regarding reserve categories and

entitlements. The Navy Reserve Ombudsman will mostly deal with

drilling reservists and their family members.

(3) Providing information and referral to Navy Reserve

family members can be a challenge for the ombudsman who must

thoroughly research resources available in the areas where their

command/unit family members live. Assistance can often be available

OPNAVINST 1750.1E

27 Jun 05

Enclosure (3)

for authorized benefits at other military installations. Contact

information for all the military services’ programs can be found at

www.mfrc-dodqol.org/progman.cfm. Other resources are the Navy

Reserve Force Web site at http://reserves.navy.mil/Public/Staff/

WelcomeAboard/default.htm and the Military One Source (formerly

Navy One Source) website at www.militaryonesource.com and phone

service.

(4) The Navy Reserve Ombudsman may be remotely located

from most of the command/unit family members. This makes the

use of technology critical for the timely distribution of

information important for family members. Toll-free phone

numbers, telephone answering machines, computers, etc., should

be used if available and authorized by the CO.

(5) Coordination of ombudsman services during

mobilization. When Navy Reservists are recalled to active duty

for an extended period, family members usually do not relocate

with them. The gaining command now assumes responsibilities for

the Sailors and their family members. This can be a challenge for

the gaining command’s ombudsman. To ensure the reservist’s family

receives services to which they are entitled, the Navy Reserve

Ombudsman should contact the gaining command’s ombudsman to

coordinate services. At the discretion of the respective COs, the

two ombudsmen may agree to share responsibility for those family

members who do not accompany the Sailor to the area of the active

duty assignment. Reserve ombudsmen may contact the FFSC located

in the area of the gaining command to learn how to get in touch

with the reservist’s new ombudsman. The FFSC Ombudsman

Coordinator’s contact information may be found on the Ombudsman

Program Web site maintained by CNI at

www.ffsp.navy.mil/ffsp/ombudsman1/index.htm.

OPNAVINST 1750.1E

27 Jun 05

Enclosure (4)

PROGRAM SUPPORT

1. Funding and Reimbursable Support

a. Funding. Every command will establish a funding line

item for support of the Command’s Family Ombudsman Program.

Reference (h) authorizes use of appropriated or non-appropriated

funds (APF/NAF) in support of the Ombudsman Program. This

includes reimbursement of personal expenses incurred during

performance of ombudsman duties, when appropriate. It is

important for the commanding officer (CO) and the ombudsman to

discuss the budget and determine what support can be provided

and what will be reimbursed. The ombudsman, based on the

authorized budget, must document their expenses and submit SF

1164, Claim for Reimbursement for Expenditures on Official

Business, to the command for reimbursement. This form can be

found at

www.dtic.mil/whs/directives/infomgt/forms/formsprogram.htm.

When applicable, receipts must also be submitted.

b. Reimbursable Items. The ombudsman must be acting in an

official capacity as directed by the CO to receive reimbursement

for:

(1) Childcare not to exceed the local rate of the Child

Development Center. Currently established Child Development

Center usage priorities apply to the ombudsman.

(2) Mileage, parking, and tolls paid at the current

Government privately owned vehicle rate. Mileage must be

documented and parking and tolls require receipts.

(3) Communication equipment such as a computer, cell

phone, pager, or other electronic device. Command-owned

equipment may be issued to the ombudsman at the discretion of

the CO if they decide the command program will function more

effectively. This equipment must be accounted for and returned

when the ombudsman leaves their position. The ombudsman must

limit use of these items to execution of their official duties

only.

(4) Internet service can be authorized if the CO

determines it is important and economically efficient that

OPNAVINST 1750.1E

27 Jun 05

Enclosure (4)

command families and ombudsman be able to stay in contact

electronically.

(5) Telephone Lines. Reference (h) states telephone

lines and any necessary telecommunication equipment may be

installed in the private residences of persons who provide

voluntary services. In the case of equipment installed under

this authority, the CO may pay the charges incurred for the use

of the equipment, for authorized purposes, using APF/NAF.

Installation of such equipment must not be done routinely but

only after careful consideration and subsequent decision that to

do so is necessary for the command Family Ombudsman Program to

function effectively.

(6) Travel expenses incurred during command-directed/

authorized participation in training, conferences, etc., will be

repaid. The expense report (SF 1164) and receipts must be

submitted as required by the command.

2. Tax Credits for Volunteering Costs

. Volunteers may be

eligible to receive tax deductions from the Federal government

for many costs associated with volunteering.

3. Incidental Expenses. Incidental expenses may be paid from

APF, per references (c) and (h). The expense can only be

incurred and paid directly by the command at the discretion of

the CO. These are not expenses reimbursable to the ombudsman.

The CO may use NAF for individual ombudsman appreciation dinners

and ombudsman plaques and awards. Per reference (i), the NAF

limitation is $50 per ombudsman per year, not to exceed a total

of $500 (multiple ombudsmen) per annum per command. Cash awards

are not

authorized.

4. Other Support. Administrative support such as paper,

envelopes, pens, copier service, clerical assistance, command

telephone cards, and government vehicle transportation should be

budgeted and may be provided from APF or NAF, as command

resources permit.

5. Newsletter Expenses. The command will assume all costs for

production and delivery of the ombudsman newsletter. The

newsletter content must be approved by the command prior to

distribution. If produced solely within the command, it is

responsible for providing technical/administrative support,

OPNAVINST 1750.1E

27 Jun 05

Enclosure (4)

paper, printer access, and delivery costs (stamps/bulk mail,

etc). If it is printed/delivered by the Document Automation and

Production Service, the command must approve and provide the

funding. The local printing officer can provide guidance.

Mailing of newsletters must be per reference (j).

6. Personal Protections Afforded Ombudsmen

. An ombudsman,

while providing services under this instruction, shall be

considered to be an employee of the Government only for the

purposes of the following provisions of law and regulation:

a. Reference (d), sections 8101-8152, concerning

compensation for the disability or death of employees resulting

from personal injury sustained while in the performance of their

duty. Applicable volunteer compensation computation is

described in reference (h), section 1588. Reference (d),

chapter 81, states the United States shall pay compensation for

the disability or death of an employee resulting from personal

injury sustained while in the performance of his duty, unless

the injury or death is:

(1) Caused by willful misconduct of the employee.

(2) Caused by the employee’s intention to bring about

the injury or death of themselves or of another.

(3) Proximately caused by the intoxication of the

injured employee.

b. Reference (k) provides additional information relating

to claims for damages or losses for property loss, personal

injury, or death. Chapter 171 specifically states, "The purpose

of the act is to protect Federal employees from personal

liability for common law torts committed within the scope of

their employment, while providing persons injured by the common

law torts of Federal employees with an appropriate remedy

against the United States." A tort is a wrongful act, other

than a breach of contract, for which relief may be obtained in

the form of damages or an injunction. Although not considered

an employee of the Government for purposes of claims for

damages, personal injury, or death under the Military Claims

Act, reference (h), section 2733, a claim arising from an act or

omission of a volunteer while providing services under this

instruction shall be considered to be a claim incident to non-

OPNAVINST 1750.1E

27 Jun 05

Enclosure (4)

combat activities of the Navy for purposes of that act. This

act does not prevent an ombudsman from being charged with a

crime.

7. Privacy Act

. Maintaining records on individuals that are

contained in a Privacy Act system of records is covered in

Ombudsman Basic Training (OBT) and is per reference (l).

8. Conflicts of Interest. The ombudsman must avoid conflicts

of interest in their dealings with the command and family

members. Criminal laws relating to conflicts of interest are at

reference (m), chapter 11.

9. Responsibility for Supervision of the Ombudsman

. The Navy

has the responsibility for the primary supervision of ombudsmen

when they are providing services to the Navy. This

responsibility may be delegated to authorized supervisors per

reference (c).

10. Voluntary Services in the Department of the Navy

a. Volunteer services may be accepted per reference (c).

Effective management of volunteers is an important element of a

successful volunteer program such as the Navy Family Ombudsman

Program. A clear description of the duties and scope of

responsibility of the ombudsman position is provided in this

instruction and within the OBT course. The requirement to

familiarize the ombudsman with the organization, their assigned

duties, procedures to document the number of hours of voluntary

services provided, documentation of the types of services

provided and training received, policies and procedures for

obtaining reimbursement of incidental expenses, and other

relevant matters will be achieved by:

(1) Reading and compliance with this instruction.

(2) Attendance and completion of the OBT course.

(3) Direction from the CO for whom the ombudsman serves.

b. Additionally, the COs and the ombudsman, at the time of

appointment, must complete a DD 2793. A copy of the signed

agreement should be given to the volunteer prior to commencing

volunteer services. Part II of the form will be completed at

OPNAVINST 1750.1E

27 Jun 05

Enclosure (4)

the end of the ombudsman’s term of service in order to document

the dates of the volunteer service. A copy of the completed

volunteer agreement shall be given to the ombudsman upon

termination of service. A sample of this form can be found in

enclosure (14), or a fillable Acrobat Reader version can be

accessed at

www.dtic.mil/whs/directives/infomgt/forms/ddforms2500-2999.htm.

The CO will determine when the documentation of hours and

services will be submitted to the command.

c. Volunteer records shall be retained for 3 years

following the termination of volunteer service by the command

receiving the service.

d. COs shall ensure that neither they nor their paid or

volunteer staff violates the provisions of reference (c). By

law, no Department of Defense official shall directly or

indirectly impede or otherwise interfere with the right of a

spouse of a military member to pursue and hold a job, attend

school, or perform volunteer services on or off a military

installation. Moreover, no official shall use the preferences

or requirements of the command to influence or attempt to

influence the employment, educational, or volunteer decisions of

a spouse.

11. Ombudsmen Health and Welfare

. The ombudsman’s willingness

to volunteer is admirable and of great value to the Navy. The

CO does not want or expect the ombudsman to invest so much of

their time and energy that their own family is negatively

impacted or that their personal health suffers. Obviously, the

ombudsman must have the support of their family members if they

are to succeed, but it is unreasonable for this service to cause

their family members to feel neglected. Also of concern is the

possibility of burnout, a common phenomenon in professions that

help or care for people. Anyone working too hard can experience

burnout, but people working in human services, including the

ombudsman, are prone to focus on those they serve and overlook

their own needs.

12. Ombudsmen Appreciation/Recognition

. Each command will

establish a program to recognize and reward the volunteer

contributions of their Navy Family Ombudsman. While the nature

of the program is within the discretion of the CO, historically,

recognition programs have included items such as plaques, light

OPNAVINST 1750.1E

27 Jun 05

Enclosure (4)

refreshments at appreciation ceremonies, and individual

appreciation meals. Some general guidelines include:

a. Personally supporting the program, especially with your

time.

b. Valuing the ombudsman’s opinion and advice.

c. Letting the ombudsman know when they have done a good

job, in writing or in person, and look for opportunities to

provide official recognition at command functions and in

publications.

d. Celebrating Ombudsman Appreciation Day in an appropriate

and timely way.

e. Presenting a personally written letter of commendation

or certificate of appreciation at the end of service.

f. Issuing an official nametag with command emblem

attached, inscribed with the ombudsman's title and name.

g. Purchasing an ombudsman pin through the Navy Uniform

Service of the Navy Exchange and given to the ombudsman. While

it is usually worn separately from the nametag, it can also be

attached to it.

h. Including the ombudsman’s name and E-Mail address in the

plan of the day/week.

OPNAVINST 1750.1E

27 Jun 05

Enclosure (5)

OMBUDSMAN TRAINING

1. Ombudsman Training. Training is an important factor of a

successful Ombudsman Program. Commanding officers (COs) are

responsible for ensuring their prospective ombudsman attends

Ombudsman Basic Training (OBT). A trained ombudsman is less

likely to make errors in judgment that reflect poorly on the

command.

2. OBT. OBT is required of all ombudsmen and must be

documented per reference (c). This training provides the

foundational information necessary for an ombudsman to properly

execute the duties required by this instruction and the CO. OBT

is coordinated by the local Fleet and Family Support Center’s

(FFSC’s) Ombudsman Coordinator. The FFSC will provide necessary

training materials. Local commands will pay reimbursable

childcare and mileage while the prospective ombudsman is in

training. In locations where training is not available, a

command may issue Invitational Travel Orders, per reference (f),

to enable the ombudsman the opportunity to complete the course

at another installation. To obtain a list of approved training

sites, contact Commander, Navy Installations (CNI) (N212) at

202-433-4620/DSN 288. The student must bring a command provided

copy of this instruction and any additional program operating

guidance provided by CNI to the class.

3. Certified Ombudsman Trainers. The Ombudsman Program Manager

will assemble and certify a CNI Mobile Ombudsman Training Team

whose purpose is to train and certify trainers to teach OBT.

Certification training ensures the standardized course is taught

effectively; therefore, only certified ombudsman trainers are

authorized to instruct the training. Guest speakers are not

authorized. Additional requirements for Certified Ombudsman

Trainer training are in the periodic training announcements

posted on the Ombudsman Program Web site maintained by CNI and

via the local FFSC

(www.ffsp.navy.mil/ffsp/ombudsman1/index.htm). All applicants

must:

a. Be the spouse of an active duty or reserve Sailor

(officer/enlisted), a paid staff member of a FFSC, or senior

enlisted/officer.

OPNAVINST 1750.1E

27 Jun 05

Enclosure (5)

b. Have completed OBT and have 3 years experience.

c. Be recommended by their spouse’s CO. FFSC staff must be

recommended by the FFSC director.

d. If applicable, have command-authorized funding for

travel and per diem.

4. De-certification of Trainers

. De-certification is a serious

action and must be given careful consideration. If every

reasonable effort is made to correct the deficiency, the

sponsoring command should submit a de-certification letter to

CNI (N212). De-certification of a Certified Ombudsman Trainer

may be necessary for:

a. Instructors who have not taught for 18 months or their

skills have deteriorated to the point they cannot instruct OBT

effectively. Re-certification is required and will be approved

only after instructors complete the ombudsman trainer course

again.

b. Instructors who knowingly teach outside the parameters

of the standardized course or offer misinformation or poor

guidance to the detriment of the students, and refuse to correct

their behavior.

5. Advanced Training. Advanced training is required for all

ombudsmen, if available, and will be provided by the assemblies

or FFSCs. The topics will be determined locally and may include

the Family Advocacy Program (FAP), Crisis Response and

Management, Stress/Burnout, Handling Grief, Suicide Prevention,

Deployment (emotional cycles), Media, etc., and are available at

the FFSCs. Other topics considered pertinent may be instructed.

If local subject matter experts are utilized, it is important

the training hosts ensure the guest speakers understand the

Ombudsman Program requirements relating to their areas of

expertise. If they disagree with the program and cannot support

it during training, they should not be used. Lesson plans and

lesson guides must be developed locally.

a. Advanced training may also include Navy-sponsored

instruction such as Personal Responsibilities, Values, Education

and Training Program; Navy and Marine Corps Relief Society

classes; seminars/workshops offered by the FFSC; and local

OPNAVINST 1750.1E

27 Jun 05

Enclosure (5)

ombudsmen assemblies. Topics could include subjects such as

time management, public speaking, and effective meeting

management.

b. It should be clearly stated to all ombudsmen during the

interview process that they must complete OBT and pursue

advanced training that is offered.

6. Reserve Ombudsman Training

. The standard OBT is required of

all ombudsmen; however, reserve ombudsmen training supports the

unique needs of the Selected Reserves and is available via the

office of Commander, Navy Reserve Forces Command

(COMNAVRESFORCOM) supported by the Navy Reserve Professional

Development Center, New Orleans, LA. COMNAVRESFORCOM is

authorized to provide additional instruction during the Drilling

Reserve Ombudsman course concerning mobilization and Reserve

benefits. It is also exported to select locations each fiscal

year.

7. Refresher Training. If a former ombudsman is reappointed,

the OBT course must be completed as a refresher if more than 18

months have passed since their last assignment or if more than 3

years have elapsed since they last attended the course.

OPNAVINST 1750.1E

27 Jun 05

Enclosure (6)

CHIEF OF NAVAL OPERATIONS OMBUDSMAN-AT-LARGE DUTIES

1. The Chief of Naval Operations (CNO) may appoint, in writing,

one or more Ombudsmen-at-Large who will serve as standing

members of the Ombudsman Quality Management Board. The

Ombudsman-at-Large will report directly to Chief of Naval

Operations or designee.

2. Per reference (n), the Commander, Navy Installations (CNI)

Ombudsman Program Manager shall officially accept volunteer

services in the performance of official duties. The Ombudsman-

at-Large shall be assigned by CNI to supervise the volunteers

providing these services as part of their official duties.

Additionally, to satisfy the requirements of reference (n)

pertaining to the supervision of volunteers, the CNI Ombudsman

Program Manager has been delegated authority by CNO to supervise

the Ombudsman-at-Large concerning their supervision of

volunteers providing services to the Ombudsman Program. CNI’s

supervision of Ombudsman-at-Large is limited to the provision of

volunteer services as described herein.

3. The Ombudsman-at-Large may travel to Navy sites with the

Naval Inspector General and Master Chief Petty Officer of the

Navy. They may also visit commands, meet with command ombudsmen

and family members, and attend meetings and conferences. The

Ombudsman-at-Large will be provided training and support per the

provisions of reference (n). During these visits, information

important to the successful operation and improvement of the

Ombudsman Program may be learned. Subsequently, this

information will be provided to CNI (N212).

4. The Ombudsmen-at-Large, by virtue of their Navy experience,

should:

a. Understand the broad issues affecting Navy families and

submit recommendations to CNI (N212) to improve the program.

b. Serve as a source of information for CNI (N2) by

providing information gathered during travels around the Fleet.

c. Understand Navy family programs available and provide

vital, timely, and responsive information to the Navy community.

OPNAVINST 1750.1E

27 Jun 05

Enclosure (6)

d. During meetings with ombudsmen, Fleet and Force

Ombudsmen, and Ombudsmen Assembly Chairpersons, learn what makes

their programs successful and communicate these ideas to the

Navy Family Ombudsman Program Manager.

e. Communicate regularly with the Navy Family Ombudsman

Program Manager concerning the Ombudsman Program.

f. Be an advocate of the Navy and the Navy Family Ombudsman

Program.

g. Provide information and referral to Navy families.

h. Attend Ombudsman Basic Training (OBT) prior to or as

soon as possible after appointment and other training to ensure

continued familiarization with the Ombudsman Program.

5. The term of service for the Ombudsman-at-Large automatically

expires and a letter of resignation is required when their

spouse is discharged from active duty or transfers to the Fleet

Reserve. A letter of resignation is also required when a new

CNO is appointed. The new CNO may request the current

Ombudsman-at-Large to remain until a replacement can be found or

reappoint the incumbent.

OPNAVINST 1750.1E

27 Jun 05

Enclosure (7)

OMBUDSMAN QUALITY MANAGEMENT BOARD

1. The Ombudsman Quality Management Board (OQMB) meets at the

discretion of Commander, Navy Installations (CNI) (N21). The

board is chaired by CNI (N212). Membership consists of a Navy

Personnel Command (NAVPERSCOM) (PERS-6) representative; a

chaplain advisor; the Chief of Naval Operations Ombudsmen-at-

Large; Fleet and Force Master Chiefs; Fleet and Force Ombudsmen;

and other representatives as determined by CNI (N212).

2. The members of the board bring critical experience to this

process as Sailors, Navy family members, and program advocates.

3. OQMB functions include:

a. Regularly providing input and feedback regarding the

operation of the Navy Family Ombudsman Program to CNI (N2) and

NAVPERSCOM (PERS-6) via the Ombudsman Program Manager.

b. Reviewing and recommending revisions to pertinent

directives and the associated training course.

c. Providing recommendations to improve support and

standardization of the program worldwide.

4. The OQMB Chair will report the results of the board to CNI

(N2) and will keep the membership regularly informed of the

status of action taken on Board recommendations and program

developments as appropriate.

5. The OQMB Chair, after consulting with members of the Board,

will advise CNI (N21) on the need to hold the annual meeting.

The meeting will be scheduled with sufficient lead-time to

ensure members will be able to attend and to develop issue

papers.

OPNAVINST 1750.1E

27 Jun 05

Enclosure (8)

OMBUDSMAN ASSEMBLY

1. The local Ombudsman Assembly is an important component of

the Ombudsman Program. The assembly is an excellent forum for

sharing and exchanging successful practices. As with all

informational exchanges, confidentiality must be maintained.

Established by the sponsoring command (base commander/commanding

officer (CO)/area coordinator) in support of tenant commands,

the assembly functions only under the supervision and guidance

of the sponsor. The functions of the assembly may include:

a. Serving as a resource for an ombudsman’s professional

growth by arranging topical training.

b. Serving as a liaison for policy discussion and

clarification by appropriate local authorities regarding issues

of interest to ombudsmen and command family members.

c. Assistance to commands to recognize/show appreciation to

their ombudsmen.

d. In the absence of a local Fleet and Family Support

Center (FFSC), maintenance of a current roster of area

ombudsmen.

e. Other functions as directed by the sponsoring command,

e.g., providing resource handbooks and materials, publication of

newsletters, distribution of assembly meetings minutes, and

maintenance of a calendar of events.

f. Collection and collation of ombudsman monthly metric

sheets into a quarterly report to be provided to the CNI

Ombudsman Program Manager via the Regional Fleet and Family

Support Program Director and local FFSC Ombudsman Coordinator.

Additionally, provide a copy to the Force, Fleet, or Regional

Ombudsman. Sample forms can be found at the Ombudsman Program

Web site (www.ffsp.navy.mil/ffsp/ombudsman1/index.htm).

2. Assemblies are not policy making or supervisory bodies and

will not interfere with the operation of individual command

Family Ombudsman Programs; however, they may make

recommendations about community matters affecting the well being

of the area command family members.

OPNAVINST 1750.1E

27 Jun 05

Enclosure (8)

3. Because of the structure and diversity of Navy communities

and installations, there may be more than one assembly within a

geographic area. Assemblies are not hierarchical and do not

have authority over another assembly regardless of the rank of

the sponsor. Local commanders may decide that one area assembly

consisting of all ombudsmen within the geographic location is

sufficient.

4. Each sponsoring command shall have a local Ombudsman

Assembly instruction. An example of an assembly instruction is

at enclosure (18).

5. Assemblies are information-sharing groups and do not

function as social clubs. Assemblies shall not establish or

maintain treasuries or collect dues for the purpose of

sponsoring assembly activities.

6. All appointed ombudsmen of local commands will participate

in the assembly. Others, such as senior leadership spouses

serving as command ombudsman advisors, command master chiefs

(CMCs), and command chaplains, may also attend meetings at the

discretion of the assembly’s sponsor. Representatives of other

military or civilian organizations may be invited to attend

meetings to share information about their activities and respond

to concerns of the membership.

7. Assembly leadership should be selected and appointed for a

specified term, in writing by the sponsoring command. A sample

description of the duties of Assembly Chairperson is at page 4

of enclosure (18).

8. The Chairperson must be a current or former ombudsman whose

spouse is an active duty or reserve member of a command that is

a member of the assembly. A FFSC ombudsman coordinator cannot

serve as the chairperson but can serve as an advisor to the

assembly. Duties can include representing the sponsoring

command as a:

a. Member of committees, boards, or group meetings (those

organizations desiring this representation should submit a

request through the assembly’s sponsoring command).

b. Information and referral liaison with other military and

community organizations.

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Enclosure (8)

9. Advisory Boards are not required, but may be appointed by

the sponsoring command to support and advise the assembly.

Membership may include the spouse of the senior military member

(officer/enlisted), a chaplain, a CMC, an assembly chairperson,

an action officer from the sponsor’s staff, and any other

interested and appropriately positioned person(s). Appointment

to the board must be for a specified term and shall be in

writing.

10. The advisory board may be charged with program planning,

preparing and regularly updating the local ombudsmen roster, and

other duties as assigned.

11. The sponsoring command shall ensure the assembly and the

advisory board have any support needed, including materials and

clerical assistance, to perform their designated duties.

OPNAVINST 1750.1E

27 Jun 05

Enclosure (9)

FLEET AND FAMILY SUPPORT CENTER

DUTIES IN SUPPORT OF OMBUDSMEN

1. The Fleet and Family Support Center (FFSC) can provide a

variety of services to support and enhance the effectiveness of

local command Family Ombudsman Programs. Additional information

can be found at the Ombudsman Program Web site,

www.ffsp.navy.mil/ffsp/ombudsman1/index.htm. Specific services

to be provided are as follow:

a. Coordinate and offer the standardized Ombudsman Basic

Training (OBT) course per assessment of local requirements.

This includes advertising the schedule, providing classroom

space, arranging for certified OBT trainers, and furnishing

students with a copy of all current training materials, as

needed. A copy of this instruction will be required during the

course. The student’s sponsoring command is responsible for

printing and issuing it prior to the first day of class. Only

those trainers certified by Commander, Navy Installations (CNI)

(N212) to instruct OBT should do so. To the maximum extent

possible, these trainers should include non-FFSC staff. The use

of guest speakers is inappropriate during OBT; however, guest

speakers are permitted during advanced training.

b. An ombudsman should attend OBT prior to assuming

ombudsman duties, but not later than 6 weeks after appointment.

Should the ombudsman not receive this training prior to

appointment, the FFSC Ombudsman Coordinator shall arrange, at

the command’s request, to provide the CNI standardized brief on

basic ombudsman duties and responsibilities to the command

ombudsman. This standardized brief will provide the ombudsman

with a basic introduction to the requirements and

responsibilities of the program, especially those regarding the

Privacy Act, confidentiality, and items to be reported, prior to

beginning the duties of Command Ombudsman. Documentation of

training using the standardized brief will be maintained with

other training records.

c. If someone does not complete OBT, notify the sponsoring

command and explain the details.

d. Help arrange and provide speakers and trainers for

advanced training. Advanced training is defined as that which

takes place after successful completion of OBT.

OPNAVINST 1750.1E

27 Jun 05

Enclosure (9)

e. Coordinate topical speakers for ombudsman assembly

meetings.

2. A member of the FFSC staff is assigned as the Ombudsman

Program Coordinator. In addition to the training requirements,

the coordinator serves as an advisor/consultant to local

ombudsmen, the Ombudsmen Assembly, and to commands. The

coordinator will not serve as the chairperson for the Assembly.

Additionally, other FFSC staff members should provide advice to

ombudsmen regarding interventions and approaches to be used with

families.

3. The FFSC will:

a. Maintain a current roster of local ombudsmen, including

Navy Reserve ombudsmen.

b. Provide space for ombudsmen assembly meetings, if

available.

c. Provide personal support and counseling for ombudsmen.

d. Provide office space, supplies, and assistance with

newsletter preparation for ombudsmen assembly chairs/

coordinators, if required.

e. Coordinate training for ombudsmen assemblies that

support ombudsmen educational and informational needs.

f. Consistent with other FFSC priorities, provide

assistance to local ombudsmen.

g. Provide program guidance, policy clarification, and

recommendations for ombudsmen recognition to commands, if

requested.

h. If issues arise that appear to be negatively affecting

the local program/family members, the FFSC director/FFSC

Ombudsman Coordinator can notify the respective command. By

providing accurate and timely information, the respective

commanding officer (CO) may then take the appropriate action.

i. Provide information and forms regarding Navy and

community resources, including updates and changes.

OPNAVINST 1750.1E

27 Jun 05

Enclosure (9)

j. Be a source of many services for Navy families thereby

serving as a major referral resource for ombudsmen.

k. Refer command families to their ombudsman and provide

information to new arrivals about the Ombudsman Program

l. Receive compiled ombudsmen metrics from the Ombudsman

Assembly Chair and forward consolidated report quarterly to the

CNI Program Manager via the Fleet and Family Support Program

Regional Director each quarter.

OPNAVINST 1750.1E

27 Jun 05

Enclosure (10)

FOR OFFICIAL USE ONLY (When Filled In)

APPLICATION TO VOLUNTEER FOR A

COMMAND FAMILY OMBUDSMAN POSITION FOR (COMMAND NAME)

Personal Data: Date: _________________

Name (last, first, middle): ___________________________________

SSN: ________________ Phone #: ________________

Name of Spouse: ______________________ SSN: __________________

Mailing Address: ______________________________________________

Employer: ________________________ Position: _________________

Address: ______________________________________________________

Work PH #: _____________ Immediate Supervisor: _______________

Work Hours: ___________________

Background

1. Do you have a valid driver's license?

Yes No

Issuing State: ______________ License No: ____________

Exp. Date: _______________

2. With the exception of minor traffic violations, have you

ever been convicted of, or are you currently charged with any

misdemeanors or felonies? (If yes, please explain on back of

this page.)

Yes No

3. Any prior substantiated Family Advocacy involvement?

Yes No

FOR OFFICIAL USE ONLY (When Filled In)

OPNAVINST 1750.1E

27 Jun 05

Enclosure (10)

FOR OFFICIAL USE ONLY (When Filled In)

Previous Ombudsman/Related Experience

1. Have you ever been a Command Family Ombudsman before?

Yes No

If yes: Command: ______________Dates of Assignment: _________

Reason for leaving: _______________________________________

Command: ________________ Dates of Assignment: ___________

Reason for leaving: _______________________________________

2. Have you previously completed Ombudsman Basic Training?

Yes No

Date completed: _______________________

3. Other training/experience that will help you effectively

perform the duties of an ombudsman:

________________________________________________________________

Medical History

1. Do you have any medical problems that might restrict you

from performing necessary duties (depending on the command, can

require going aboard ship or boat)?

Yes No

If yes, please explain: ___________________________________

________________________________________________________________

References (please read carefully)

1. List three references. Include name, complete address and

phone number of each. Members of your family and individuals

who reside in the same household may not be used as references.

Please advise your references that they may be contacted by this

FOR OFFICIAL USE ONLY (When Filled In)

OPNAVINST 1750.1E

27 Jun 05

Enclosure (10)

FOR OFFICIAL USE ONLY (When Filled In)

command. References may include members of this or former

commands as well as employer, former employer, etc.

a. Name: _______________________________ PH#: ___________

Address: ______________________________________________

b. Name: _______________________________ PH#: ___________

Address: ______________________________________________

c. Name: ______________________________ PH#: ____________

Address: ______________________________________________

I hereby certify that all entries on this application are true

and complete. I understand that any falsified information or

misrepresentation of the facts may result in the denial of

selection or revocation of appointment regardless of length of

service. I agree to abide by the applicable regulations and

policies of Navy Command Family Ombudsman Program as prescribed

by OPNAVINST 1750.1E and with the requirements of the Commanding

Officer or their duly appointed representative.

Signature: _______________________________ Date: _____________

FOR OFFICIAL USE ONLY (When Filled In)

OPNAVINST 1750.1E

27 Jun 05

Enclosure (11)

SAMPLE OMBUDSMAN QUALITIES

Do not expect to find someone who possesses every desired

quality. Look for potential maturity and experience with Navy

life. A good candidate will grow into an effective ombudsman.

Desirable Qualities Remarks/Notes

Prior volunteer experience,

especially as an ombudsman.

Time and energy for the job.

A team player, friendly, confident,

a "doer."

Intelligent, caring, good

communicator, works well with other

people.

Mature, patient, flexible, stable.

Good role model.

Positive and optimistic.

Possesses at least basic computer

skills.

Undesirable Qualities Remarks/Notes

Likes to gossip or moralize about

others.

Has severe personal problems;

especially those who were referred

to Navy or civilian services for

child or spouse abuse.

Someone who does not demonstrate

support of overall Navy goals and

the command mission.

Someone whose spouse is experiencing

professional/disciplinary problems

at work. An ombudsman cannot be

expected to support the command when

adverse action may be taken against

the spouse.

Chronic complainer.

OPNAVINST 1750.1E

27 Jun 05

Enclosure (12)

GUIDE FOR INTERVIEWING CANDIDATES

1. Interviews are sometimes defined as a conversation with a

purpose and are used to further evaluate candidates for

selection. Normally the interview is a one-on-one meeting

between the selecting official and the candidate. The purpose

of the interview is to obtain position-related information from

the candidate to make a selection decision. The meeting should

include a description of the duties of the position and your

performance expectations. Documentation of the interview is

maintained by the selecting official(s).

2. Developing Questions. Only questions which concern the

knowledge, skills, and abilities required to perform the desired

duties should be used. Generally, interview questions should:

a. Strive to provide evidence of the candidate’s knowledge,

skills, and abilities.

b. Not have a "yes" or "no" answer.

c. Be objective, allowing the candidate to provide

sufficient information.

d. Be position-related.

e. Not have "obvious" answers.

f. Use appropriate vocabulary.

g. Not be a "test."

3. Verbal communication skills can be directly observed during

the interview. For abilities involving interpersonal relations,

questions should not automatically trigger a socially acceptable

response (i.e., "Do you like working with people?").

4. Follow-up questions may be needed to get additional

pertinent information. The interviewer needs to ensure there is

sufficient data for making a documented rating decision before

proceeding to the next question.

5. Most questions should be open-ended encouraging the

candidate to talk. Avoid the following types of questions:

OPNAVINST 1750.1E

27 Jun 05

Enclosure (12)

a. Multi-questions that ask for several responses are

confusing for both the applicant and the interviewer. In most

cases, ask questions one at a time.

b. Leading questions, which suggest a desired answer and do

not elicit an objective response, should be avoided in an

interview (e.g., "You do like working with people, don't you?").

c. Vocabulary used in questions should be geared to the

level of the interviewees. Avoid jargon or acronyms, which may

intimidate candidates.

6. The following suggestions are provided to assist

interviewers in developing sound interviewing skills by being

familiar with the “do’s and don’ts” of conducting interviews:

a. Allow equal interview time for each candidate and to

rate responses following each interview.

b. Secure an interview room free from interruptions and

distractions. Make sure the seating arrangement allows the

candidate to feel comfortable.

c. Explain the purpose of the interview, the duties of the

position and your performance expectations.

d. Acquire sufficient information for making a documented

rating decision on each knowledge, skill, or ability factor.

e. Ask follow-up questions when a candidate’s initial

response is inadequate to rate.

f. Complete an interview worksheet on each candidate before

interviewing the next. If more than one interviewer is

involved, discuss ratings and try to reach consensus following

the interview.

g. Prepare for the interview by becoming familiar with the

questions to be asked and the knowledge, skills, and abilities

you wish to rate.

h. Express appreciation for the candidate’s participation

and time away from work or home.

OPNAVINST 1750.1E

27 Jun 05

Enclosure (12)

i. Conclude the interview by summarizing what will happen

next in the selection process.

7. All of the following questions reflect not only good

interviewing techniques, but they also reflect how important the

interviewer personality is to the success of the interview.

a. Did I refrain from making a judgment about the candidate

during the first minutes of the interview?

b. When the applicants seemingly finished a remark, did I

pause to give them a chance to talk further?

c. Did I occasionally repeat parts of the key sentences to

the candidates to allow them to elaborate?

d. Did I ask one question at a time?

e. Did I appear interested in the candidates and did I give

them my full attention?

f. Did I avoid expressing approval and disapproval of the

candidates?

g. Did I avoid indicating my own attitude?

h. Did I use language appropriate to the candidate?

i. Did I talk the minimum amount?

j. Did I control the direction of the interview?

k. Did I obtain maximum information on all relevant points?

l. Did I take notes to document ratings on critical

behaviors?

m. Did I give the applicant an opportunity to ask

questions?

n. Did I cover the necessary points on closing the

interview?

OPNAVINST 1750.1E

27 Jun 05

Enclosure (13)

SAMPLE OMBUDSMAN QUESTIONS FOR THE COMMANDING OFFICER

1. How often will we meet?

2. What is the command policy for communication with

significant others or parents?

3. What additional items to report do you have?

4. Who will be the primary point of contact for the ombudsman?

5. What are the procedures for reimbursements while in port and

while deployed?

6. What roles will the Command Support Team spouses play?

7. What are the procedures to ensure accurate roster updates?

8. How often will a newsletter go out? Will it be a Command

Newsletter or the Ombudsman Newsletter? Who will be the

reviewer?

9. How will we communicate during deployment?

10. What information should not be sent via E-Mail?

11. What is the role of the ombudsman in the command’s disaster

plan?

12. Under what circumstances and when should the official

phone/E-Mail tree be activated?

OPNAVINST 1750.1E

27 Jun 05

Enclosure (14)

FOR OFFICIAL USE ONLY (When Filled In)

V OLUNTEER AGREEMEN T FOR

PRIVACY ACT STATEMENT

AUTHORITY: Section 1588 of Title 10, U.S. Code, and E.O. 9397.

PRIN C IPA L PU RPOSE(S): To document voluntary services provided by an individual, including the hours of service performed, and to

obtain agreement from the volunteer on the conditions for accepting the performance of voluntary service.

ROUTINE USE(S): None.

DISCLOSURE: Voluntary; how ever failure to complete the form may result in an inability to accept voluntary services or an inability to

document the type of voluntary services and hours performed.

PA RT I - GEN ERA L INFO RM A T IO N

5. ORGANIZATION/UNIT WHERE SERVICE OCCURS4. INSTALLATION

7. ANTICIPATED DAYS OF WEEK6 . PROGRA M W H ERE SERVIC E OC C U RS

9 . D ESC RIPTION OF V OLU N TEER SERV IC ES

I expressly agree that my services are being provided as a volunteer and that I w ill not be an employee of the United States

Government or any instrumentality thereof, except for certain purposes relating to compensation for injuries occurring during the

performance of approved volunteer services, tort claims, the Privacy Act, criminal conflicts of interest, and defense of certain suits arising

out of legal malpractice. I expressly agree that I am neither entitled to nor expect any present or future salary, w ages, or other benefits

for these voluntary services. I agree to be bound by the laws and regulations applicable to voluntary service providers and agree to

participate in any training required by the installation or unit in order for me to perform the voluntary services that I am offering. I agree

to follow all rules and procedures of the installation or unit that apply to the voluntary services I w ill be providing.

1. TYPED NAME OF VOLUNTEER (Last, Firs t, M iddle Initial)

a. SIGNATURE OF VOLUNTEER b. D A TE SIGN ED (Y YYY M M D D )

2. SSN 3. DATE OF BIRTH (Y YYY M M D D )

11.a. TYPED NAME OF ACCEPTING OFFICIAL

(Last, Firs t, M iddle Initial)

b. SIGN A T U RE c. DATE SIGNED (Y YYY M M D D )

PART IV - TO BE COMPLETED AT END OF VOLUNTEER'S SERVICE BY VOLUNTEER SUPERVISOR

14. AMOUNT OF VOLUNTEER TIME DONATED

a. YEA RS (2 ,0 8 7

hours= 1 year)

b. W EEKS c. DAYS d. H O U RS

15. SIGNATURE 16. TERMINATION DATE

(Y YYYM M D D)

17.a. TYPED NAME OF SUPERVISOR

(Last, Firs t, M iddle Initial)

b. SIGN A T U RE c. DATE SIGNED (Y YYY M M D D )

DD FORM 2793, FEB 2002

Exception to Standard Form 50 granted by

Office of Personnel Management (OPM) w aiver.

APPROPRIATED FUND ACTIVITIES NONAPPROPRIATED FUND INSTRUMENTALITIES

8. ANTICIPATED HOURS

1 0 . C ERTIFICATION

PART III - VOLUNTEER IN NONAPPROPRIATED FUND INSTRUMENTALITIES

I expressly agree that my services are being provided as a volunteer and that I w ill not be an employee of the United States

Government or any instrumentality thereof, except for certain purposes relating to compensation for injuries occurring during the

performance of approved volunteer services and liability for tort claims as specified in 10 U.S.C. Section 1588(d)(2). I expressly agree

that I am neither entitled to nor expect any present or future salary, w ages, or other benefits for these voluntary services. I agree to be

bound by the laws and regulations applicable to voluntary service providers, and agree to participate in any training required by the

installation or unit in order for me to perform the voluntary services that I am offering. I agree to follow all rules and procedures of the

installation or unit that apply to the voluntary services that I am offering.

13.a. TYPED NAME OF ACCEPTING OFFICIAL

(La st, First, M iddle Initial)

a. SIGNATURE OF VOLUNTEER b. D A TE SIGN ED (YYYYMMDD)

1 2 . C ERTIFICATION

b. SIGN A T U RE c. DATE SIGN ED (YYYYMMDD)

PA RT II - VOLU N TEER IN A PPROPRIA T ED FU N D A CT IV IT IES

PREV IO U S EDIT ION IS O BSO LET E.

OPNAVINST 1750.1E

27 Jun 05

Enclosure (15)

LETTER OF APPOINTMENT FORMAT

Dear [name of ombudsman],

Congratulations on your selection as a member of (name of

command)’s Family Ombudsman Program. As such, you will play a

critical role in helping to maintain family readiness.

While an ombudsman, your responsibilities will be many and

varied and you can expect to be asked to help in many areas

affecting the readiness and morale of this command’s family

members. These responsibilities include:

Note: All appointment letters should include the following:

a. Welcoming Sailors and their families to the command.

b. Complying with the ombudsman instruction.

c. Referring families to available services and resources

at (name of installation) and in the surrounding community.

d. Passing information to our families via the family phone

tree.

e. Assisting with the production of the command or

ombudsman newsletter.

f. Helping with deployment activities.

g. Attending all required training.

h. Attending assembly meetings.

My door is always open to you. Your command point of contact is

my Command Master Chief, Master Chief Joe Sailor. He can be

reached at (XXX) XXX-XXXX. Your official command address is:

[Your Name]

Command Family Ombudsman

USS EVERSAIL

FPO AE XXXXX-XXXX

OPNAVINST 1750.1E

27 Jun 05

Enclosure (15)

Please use this address when mailing or receiving mail in your

official position as Command Family Ombudsman.

Sincerely,

NOTE: If the new appointee has previous experience as an

ombudsman, the recommended probation period is 3 months. If

there is no previous experience, the recommendation period is 6

months. Whatever the length of the probation, it should be

indicated in the appointment letter.

Copy to:

File

Fleet and Family Support Center

Local Assembly Chair

OPNAVINST 1750.1E

27 Jun 05

Enclosure (16)

OMBUDSMAN RESIGNATION LETTER FORMAT

From: (Ombudsman)

To: (Commanding Officer)

Via: (Point of Contact)

Subj: RESIGNATION AS COMMAND FAMILY OMBUDSMAN

Ref: (a) OPNAVINST 1750.1E

1. Per reference (a), I tender my resignation as this command’s

family ombudsman, effective (date), for the indicated reason:

Change of command.

___ I am available to continue as the Command Family

Ombudsman at the discretion of the new commanding officer.

___ I am not available to continue as the Command Family

Ombudsman for the new incoming commanding officer.

Transfer of my spouse.

Personal reasons.

2. I appreciate the opportunity I have had to serve the command

and the command family members.

Sincerely,

(Ombudsman name)

OPNAVINST 1750.1E

27 Jun 05

Enclosure (17)

OMBUDSMAN TERMINATION LETTER FORMAT

From: Commanding Officer

To: (Ombudsman)

Subj: TERMINATION OF APPOINTMENT AS COMMAND FAMILY OMBUDSMAN

Ref: (a) OPNAVINST 1750.1E

1. Per reference (a), your appointment as this Command’s Family

Ombudsman is terminated immediately for (examples for

termination)

a. Breach of confidentiality.

b. Unavailability to command family members.

c. Failure to execute this command’s Ombudsman mission, as

directed by appropriate authority.

d. Failure to participate in required and available

training, as directed.

e. Incompatibility with chain of command.

2. Thank you for your service.

(Commanding Officer’s signature)

OPNAVINST 1750.1E

27 Jun 05

Enclosure (18)

SAMPLE OMBUDSMAN ASSEMBLY INSTRUCTION

(COMMAND)INST 1750.XX

(Code)

(Date)

(COMMAND) INSTRUCTION 1750.XX

Subj: OMBUDSMAN ASSEMBLY

Ref: (a) OPNAVINST 1750.1E

Encl: (1) Ombudsman Assembly Chairperson Description of Duties

1. Purpose. To provide guidance and establish procedures

governing the organization and operation of COMXXXGRU 5

Ombudsman Assembly.

2. Cancellation. (COMMAND)INST 1750.XX.

3. Background. The Chief of Naval Operations established the

Navy Family Ombudsman Program on 14 September 1970. Reference

(a) contains program requirements and guidelines for execution

of this program throughout Navy. The Command Family Ombudsman

serves as a communication link between the command, command

family members, and as an information and referral specialist.

4. Discussion. The Ombudsman Assembly exists to support the

local, appointed command ombudsmen. As a non-policy making and

non-supervisory entity, it serves primarily as a forum for

discussion among the membership and to help provide continuing

training opportunities. It is also an advocate for Navy’s

mission and Navy family members.

5. Assembly Membership

. Membership in the Ombudsman Assembly,

per reference (a) and this instruction, shall include the

appointed ombudsmen of all commands resident at the station,

including local tenant and afloat commands, and any other

commands in the area which need support, such as the naval

hospital. Membership begins when individuals submit their

ombudsman letter of appointment from the sponsoring command and

will continue until a notice of termination is received from the

OPNAVINST 1750.1E

27 Jun 05

Enclosure (18)

(COMMAND)INST 1750.XX

command. Commanding officers, executive officers, command

master chiefs, chaplains, and their respective spouses, are

encouraged to attend all Ombudsman Assembly meetings and

activities. Other interested parties are invited to attend.

6. Action

. (Issuing command) will:

a. Appoint an action officer as liaison with the assembly.

b. Appoint an Ombudsman Assembly Chairperson, in writing,

for the designated term of office.

c. Ensure the assembly has a suitable place to conduct

meetings.

d. Provide administrative support, including administrative

supplies and printing services as deemed appropriate.

7. Ombudsman Assembly Chairperson. The Assembly Chairperson

must be a current or former ombudsman. The Fleet and Family

Support Center should not serve as the Assembly Chairperson, but

can serve in an advisory capacity. Term of office will be for 1

year but may be renewed for another term at the discretion of

the member and [issuing command].

8. Fleet and Family Support Center Ombudsman Coordinator will

serve as an advisor to the assembly, maintain an up-to-date

ombudsman recall list, and provide this list to the assembly

chair as it is modified. Additional support will be determined

by [issuing command] and may include:

a. Assistance in planning continual training for ombudsmen.

b. Agenda recommendations for monthly assembly meetings.

c. Offering program guidance and policy clarification in

consultation with the Ombudsman Program Manager, as applicable.

d. Additional, appropriate assistance as requested by

commanding officers/ombudsmen.

OPNAVINST 1750.1E

27 Jun 05

Enclosure (18)

(COMMAND)INST 1750.XX

9. Assembly Meetings and Activities

. The assembly is not a

policy making body and in no way will interfere with the

individual command/ombudsman relationship or duties.

a. The Ombudsman Assembly shall meet monthly for the

purpose of sharing information and as a resource for advanced

ombudsman training and other functions as directed by sponsoring

commands (e.g., provision of area resource handbooks and

materials, publication of a newsletter, and maintenance of a

calendar of events).

b. The assembly may make recommendations about community

matters that affect the well being of area families. The group

may not petition or actively and aggressively protest command-

initiated action or policy.

10. Ombudsman Recognition. The assembly is authorized to

assist commands to recognize and show appreciation of all

command ombudsmen, per reference (a). The Fleet and Family

Support Center Ombudsman coordinator may be invited to work

closely with the assembly and the commands to provide

appropriate recognition of the ombudsmen in conjunction with

Ombudsman Appreciation Day, 14 September, and on other occasions

as appropriate.

J. A. BOSS

Captain, U.S. Navy

Distribution:

OPNAVINST 1750.1E

27 Jun 05

Enclosure (18)

(COMMAND)INST 1750.XX

OMBUDSMAN ASSEMBLY CHAIRPERSON DESCRIPTION OF DUTIES

1. Responsibilities:

a. Practice and enforce application of the Ombudsman Code

of Ethics during all assembly meetings and activities.

b. Preside over all meetings of the Ombudsman Assembly.

c. Call special meetings as required.

d. Provide information and support to the area ombudsmen.

e. Team with the Fleet and Family Support Center Ombudsman

Coordinator to plan and schedule monthly training to meet member

needs. Make sure that prospective speakers/trainers have the

necessary education and experience to meet training

requirements. This includes a clear understanding of OPNAVINST

1750.1E policy regarding the topic.

f. Prepare and distribute an agenda for all meetings.

g. Serve as a member of all standing committees and special

committees deemed necessary by [issuing command].

h. Review all assembly correspondence prior to distribution

and maintain copies on file.

i. Ensure the assembly is represented at meetings

pertaining to Quality of Life issues that directly affect family

members, per approval of the commander.

j. Coordinate with the Fleet and Family Support Center to

perform orientation of all newly appointed ombudsmen.

k. Receive and compile program activity metrics from the

local Ombudsmen and forward a consolidated report quarterly to

Commander, Navy Installations Program Manager via the Fleet and

Family Support Program Regional Director.

Enclosure (1)

OPNAVINST 1750.1E

27 Jun 05

Enclosure (18)

(COMMAND)INST 1750.XX

l. Follow the specific requirements/guidelines of reference

(a) and this instruction.

2. Chairperson qualifications:

a. Current or former ombudsman possessing a working

knowledge of the military chain of command and lifestyle.

b. Good judgment, sound leadership skills, and demonstrated

ability to communicate effectively, both orally and in writing.

2 Enclosure (1)