BGO Handbook

The Naval Academy
Information Program
Blue and Gold Officer Handbook

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1 NOVEMBER 2018
Letter of Promulgation
Dean of Admissions Instruction 1531.2I
From: Dean of Admissions
Subj: LETTER OF PROMULGATION FOR NAVAL ACADEMY INFORMATION
PROGRAM HANDBOOK
Encl: (1) Naval Academy Information Program Blue and Gold Officer Handbook
1. Purpose. The Handbook provides Naval Academy Information Officers (Blue and Gold
Officers) with information to support the missions of the United States Naval Academy and the
Naval Academy Information Program (NAIP). This manual supersedes previous versions of the
Naval Academy Information Program Blue and Gold Officer Handbook.
2. Scope. The NAIP Blue and Gold Officer Handbook provides the basic information needed for
Blue and Gold Officers (BGOs) and Area Coordinators (ACs). With inputs drawn from the
Office of Admissions staff and experienced BGOs, the BGO Handbook is essential reading,
study, and reference material for the new as well as experienced Blue and Gold Officer. A basic
assumption for use of this Handbook is ready and regular access to the Blue and Gold
Information System (BGIS).
3. Action.
a. This Handbook contains information on Naval Academy admissions and is intended to
complement the information provided in the USNA website and the Blue and Gold Information
System (BGIS) website. The BGIS exists as the primary electronic support system for the BGO.
b. BGOs must also log onto the BGIS website at least weekly to keep current on candidates'
progress through the admissions process, to read Office of Admissions announcements, and
access forms and briefings needed for effective performance.
4. Policy and Procedures. This instruction is current as of 01 November 2018. Suggestions and
recommendations for change are welcomed and should be forwarded through Area Coordinators
to the Area Coordinator Steering Committee (ACSC). All recommended changes will be
forwarded to the Candidate Guidance Office.

S. B. LATTA

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Table of Contents
GLOSSARY OF ABBREVIATIONS AND TERMS ...........................................4
CHAPTER I - THE OFFICE OF ADMISSIONS ..............................................13
CHAPTER II - THE NAVAL ACADEMY INFORMATION PROGRAM (Blue
and Gold Program) ................................................................................................18
Naval Academy Information Program Mission Statement ...............................18
CHAPTER III - BLUE AND GOLD INFORMATION SYSTEM (BGIS) ......43
CHAPTER IV - PROSPECTING FOR CANDIDATES ...................................46
CHAPTER V – STRATEGIC OUTREACH ......................................................49
CHAPTER VI - ADVISING INTERESTED STUDENTS ................................55
CHAPTER VIII – THE APPLICATION PROCESS AND CANDIDATE
CYCLE ....................................................................................................................59
CHAPTER IX – NOMINATION, SELECTION, AND APPOINTMENT ......63
ANNEXES (See the Blackboard for additional information items) .................67
ANNEX A: BGO CHECKLIST FOR GETTING STARTED .........................67
ANNEX B: A SUGGESTED BLUE AND GOLD OFFICER CALENDER ...68
ANNEX C: NAAA/RECRUITED ATHLETE INFORMATION ....................70
ANNEX D: MISSION OF THE UNITED STATES NAVAL ACADEMY ....72
Mission of the United States Naval Academy ......................................................72
ANNEX E: ATTRIBUTES OF MIDSHIPMEN ................................................73
ANNEX F: THE HONOR CONCEPT AND HONOR TREATISE ................74
ANNEX G CONGRESSIONAL BOARD GUIDANCE .....................................75
ANNEX H THE CANDIDATE INTERVIEW GUIDE .....................................77

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GLOSSARY OF ABBREVIATIONS AND TERMS
ADMISSIONS BOARD - Composed of members from both the academic and military
communities at USNA. The Naval Academy uses a rolling admissions process and the Admissions
Board meets every Thursday and other days of the week, when necessary, from early September
until April to review all completed applications. The Admissions Board uses a whole person
assessment to view all parts of a candidate’s application and determines if they are competitive for
an offer of appointment to the Naval Academy. The Admissions Board will also recommend
students for the civilian preparatory programs and make recommendations for offers to the Naval
Academy Preparatory School (NAPS).
AREAs and REGIONs - Geographic areas created to facilitate management of the Naval
Academy Information Program (NAIP).
An area’s size is based on population and designated by U.S. Postal Service Zip Codes. Areas
may overlap state boundaries. The country is divided into four Regions (Region 1 is the Northeast,
2 is the Southeast, 3 is the Midwest, and 4 is the West). Each Region is divided into many areas
as appropriate by zip codes based on population and historical number of applicants. Each Region
has a civilian Region Director (GS-12), two active duty officers (O-2 / O-3), and examiner (GS07/09) who work to support administration, student outreach, and candidate counseling. Each
Region has one or more active duty officers who serve as the Field Admissions Counselor (FAC).
FACs locations: Region 1 in New York City; Region 2 in Atlanta; Region 3 in Chicago and
Houston; and Region 4 in Los Angeles. See Blackboard for a visual representation and a list of
zip codes for each Area.
AREA COORDINATOR (AC) – An AC is an experienced, knowledgeable Naval Academy
Information Officer selected and designated by the Dean of Admissions to coordinate all
information program activities in the Area. Areas are generally a state or large portion of a state.
ACs are listed on the Naval Academy website, in Blackboard, and in the Blue and Gold
Information System (BGIS). ACs are recognized as the CGO's representative in their respective
Areas. ACs serve voluntarily for a tour of 5 years, however the length of tour can be extended or
shortened at the discretion of the Dean of Admissions.
AREA COORDINATOR STEERING COMMITTEE (ACSC) – The Dean of Admissions
established the Area Coordinator Steering Committee to serve as a vital conduit between the Office
of Admissions and the over 2,100 Area Coordinators and Blue and Gold Officers in the field. The
ACSC is composed of experienced Area Coordinators selected by the Dean of Admissions. The
Committee facilitates two-way communication between the ACs (and their BGOs) and the Office
of Admissions staff. Consolidating the input from the field and the staff, the ACSC advises the
Office of Admissions Staff on recommendations for the NAIP.
ACT - American College Testing Program college readiness assessment - This test may be taken
by prospective Midshipmen in lieu of or in addition to SAT tests.
AIS - Admissions Information System. The computer system used to track Naval Academy
applicants. This system provides extensive, up-to-date information on applicants to the Candidate
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Guidance Office and generates the Congressional Report. The Blue and Gold Information System
(BGIS) uses data from AIS. ACs and BGOs have access to the BGIS [see below], but not the AIS.
APPLICANT - Any person who has applied for admission to the Naval Academy. Applicants
become "candidates" when they receive a candidate number.
APPOINTEE - A candidate who has been selected for admission to the Naval Academy and has
accepted the offer of appointment.
BLUE AND GOLD INFORMATION SYSTEM (BGIS) – The Office of Admissions web
interface with Blue and Gold Officers. The BGIS uses information from the AIS. The candidate
status shown in BGIS is similar to the information provided to candidates through the Candidate
Information System (CIS).
BLUE AND GOLD OFFICER (BGO) - Blue and Gold Officers are “field” representatives of
the Office of Admissions who cover a specific geographic area, usually defined by assigned high
schools. They market the U. S. Naval Academy/Navy in their assigned areas and encourage
exceptional individuals to seek a naval career through the Naval Academy and other officeraccession programs. BGOs provide counseling and information to candidates and applicants
throughout the Naval Academy application process. BGOs are comprised of both Naval Academy
Information Affiliates (NAIAs) and Naval Academy Information Officers (NAIOs).
Though many BGOs have served as Naval Officers, prior service or graduation from the Naval
Academy is not pre-requisites for assignment. A mature adult who has a sincere interest in
fulfilling the mission of the Naval Academy and the needs of the Naval Service may be considered
as a BGO candidate. Area Coordinators make the initial recommendation to the Blue and Gold
Officer Liaison Officer who then receives approval from the Head of Candidate Guidance for
assignment. Approved applicants for the Blue and Gold Officer program must pass a proficiency
examination before being designated Affiliates. Affiliates MUST attend BGO summer training
offered at the Academy within two years of designation.
Upon successful completion of the initial BGO Training, Affiliates are re-designated as
Information Officers. Background checks will be conducted on all BGOs who join the program.
[The Naval Academy Athletic Association (NAAA) also sponsors a program known as the Blue
and Gold Program which has no direct connection to the Naval Academy Information Program.]
BLUE AND GOLD OFFICER LIASION OFFICER (BGOLO) – The active duty CGO officer
(usually an O-3 or O-4) is the direct liaison for AC and ACSC administrative and policy issues.
The BGOLO is NOT a point of contact for candidate issues, and should be handled through the
appropriate Region Admissions Counselors.
BOYS STATE/GIRLS STATE - Sponsored at the state level by the American Legion. Delegates
are high school juniors and are a prime source of candidates for the Naval Academy.
BRIGADE - The body of undergraduate students at the Naval Academy; all midshipmen.

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CANDIDATE - An applicant who has been assigned a candidate number and given access to the
candidate application through the Candidate Information System (CIS).
CANDIDATE FITNESS ASSESMENT (CFA) - The CFA consists of the basketball throw, pullups (or flexed arm hang for females), 40-yard agility run, abdominal crunches, push-ups, and a 1mile run. It is used to help determine a candidate’s physical qualifications. The CFA is a common
test administered by USNA, USMA, USAFA, and USMMA. The results may be provided to other
academies at the candidate’s request (or the results recorded concurrently for multiple
applications.) The CFA may only be administered by a certified PE teacher, coach, BGO, or
commissioned officer.
CANDIDATE GUIDANCE OFFICE (CGO) - The Naval Academy office that processes
candidate applications. The Director of Candidate Guidance leads a staff of active duty officers,
civilian administrators, and all Blue and Gold Officers.
CANDIDATE INFORMATION SYSTEM (CIS) - The online system that allows the candidate
to apply for admission and track the completion of his/her application. The status for submission
of the application components is similar to the information provided in BGIS. Candidates are
provided username and password information to access their CIS application.
CANDIDATE VISIT WEEKEND (CVW) - Scheduled at USNA throughout the academic year,
generally September – April and typically four sessions per semester. Attendance is by invitation
only from CGO and will be granted to juniors and competitive senior candidates. BGOs may make
recommendations to their respective Regional staff for consideration.
CENTER OF INFLUENCE (COI) - During the academic year, USNA hosts groups of educators
or other influential community leaders from around the U.S. to introduce them to the exceptional
opportunities the Naval Academy has to offer. These participants are primarily high school
guidance counselors, classroom teachers, school administrators, church leaders, and community
leaders who are in positions of influence within their respective communities. The visits are
scheduled for Monday-Thursday, with Mondays and Thursdays being travel days with two full
days in Annapolis on the Yard. This program is run by the Strategic Outreach Department and
coordinated through the Outreach Coordinator.
COLLEGE ENTRANCE EXAMINATION BOARD (CEEB) TESTS - Tests prepared and
administered nationally by two testing services and used by USNA and many civilian colleges as
a factor in the admissions process. Candidates are required to take either the American College
Testing Program (ACT®) college readiness assessment or the College Board Scholastic Aptitude
Test (SAT®). (See ACT and SAT.) The Admissions Board will consider the highest individual
scores from multiple results for both tests for the purposes of evaluation.
COLLEGE WEEK LIVE (CWL) – CWL is an online webinar type program conducted by
Office of Admissions personnel and used to connect with target audiences to provide information
about USNA, Navy careers and the admissions process. Webinars are scheduled periodically,
often weekly, and may be focused on specific subjects (ex: Nominations) or general Naval
Academy information.
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CONDITIONAL OFFER OF APPOINTMENT (BGIS Code: CO) - Also called a "Letter of
Assurance" or “LOA.” A letter sent to a candidate that guarantees an appointment if the candidate
completes the application, is qualified medically, passes the CFA, and receives a nomination.
CONGRESSIONAL ACADEMY DAY (CAD) – Event hosted by Congressional Office for
Service Academy awareness and information. Attended by a local representative (BGO),
Admissions staff member, or Midshipman.
CONTACT AND COUNSEL (BGIS Code: CC) - The status of an applicant who has not met
the initial requirements to become an official candidate. No formal interview is required, but
contact should be made to encourage the student to improve their academic information, including
class rank and/or ACT/SAT, as well as encourage them to consider other officer programs such as
NROTC or OCS.
DEPARTMENT OF DEFENSE MEDICAL EXAMINATION REVIEW BOARD
(DoDMERB): DoDMERB, located in Colorado Springs, CO, determines the medical fitness of
all applicants to the five United States service academies and other officer accession programs.
After a candidate submits 50% of the required forms in their application to USNA, DoDMERB
will send the candidate a letter with instructions on scheduling their medical and eye examinations.
DoDMERB handles medical examination scheduling for all military commissioning programs.
DoDMERB determines if a candidate is "qualified or rejected" based on an established medical
standard without regard to possible waivers. A "rejected" status by DoDMERB does not mean a
candidate cannot receive a waiver and a subsequent offer of appointment. Each commissioning
source then has the option to request DoDMERB seek more detailed medical information. The
commissioning program can then use that information to determine if the medical concern has
been resolved or can be waived.
FIRST CLASS - Midshipmen in their last (senior) year at Annapolis. Also known as “Firsties.”
FOUNDATION PROGRAM – See Naval Academy Alumni Association.
FOURTH CLASS - Midshipmen in their first (freshman) year at Annapolis. Commonly referred
to as “Plebes.”
FULLY QUALIFIED OFFER OF APPOINTMENT – An offer to attend USNA to a candidate
who is board qualified, physically, medically qualified, and has a nomination. All offers of
appointment are conditional until the candidate accepts the Oath of Office.
HONOR SCHOOLS - High schools with a JROTC (Junior Reserve Officer Training Corps) unit
possessing an honor rating.
MIDSHIPMAN (MIDN) – A student at the United States Naval Academy and a NROTC student
at a civilian college.

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NMSQT - National Merit Scholarship Qualifying Test. The Preliminary SAT/National Merit
Scholarship Qualifying Test (PSAT/NMSQT) is a program cosponsored by the College Board and
National Merit Scholarship Corporation (NMSC). It is a standardized test that provides firsthand
practice for the SAT®. It also gives candidates a chance to enter NMSC scholarship programs and
gain access to college and career planning tools. The PSAT/NMSQT measures: Critical reading
skills; math problem-solving skills, and writing skills.
NAVAL ACADEMY ALUMNI ASSOCIATION (USNAAA) and U.S. NAVAL ACADEMY
FOUNDATION - On 31 December 1999 the original U.S. Naval Academy Foundation and the
U.S. Naval Academy Endowment Trust were combined to form the United States Naval Academy
Foundation. The Alumni Association and Foundation are two independent, non-profit 501(c) 3
corporations sharing a single President/CEO and operating as one fully integrated organization in
support of the Naval Academy and its mission. The Board of Directors of the Foundation and the
Board of Trustees of the Alumni Association govern the Foundation and the Alumni Association,
respectively.
Members of the USNAAA may include former midshipmen, both graduates and non-graduates. It
is headquartered in Annapolis, MD, with local chapters located throughout the United States and
overseas, and serves as an outstanding local source of support for Blue and Gold Officers. It is also
responsible for Naval Academy Parents' Club organizations. The organization's focus and core
competencies include "friend-raising" and fundraising in support of aligned and complementary
missions.
The Foundation is a private non-profit organization which provides fundraising support for USNA
and the Athletic Association, and an educational assistance program designed to help deserving
high school graduates enhance their qualifications to gain appointment to the Naval Academy.
Cash grant scholarships, based on the student's needs, are provided by the Foundation directly to
participating colleges and preparatory schools.
NAVAL ACADEMY ATHLETIC ASSOCIATION (NAAA) - NAAA is a 501 (c) (3) nonprofit organization charged with providing resources to support 33 varsity programs (18 men’s, 11
women’s and 3 coed) offered by the Naval Academy. The Association actively works to locate
and recruit varsity athletes for all men and women's intercollegiate sports. The coaching staff is
involved in this effort. The NAAA operates with the guidance of the Naval Academy's Board of
Control, whose members report to the Naval Academy Superintendent. The majority of funding
support for the NAAA programs is through external sources of revenue (i.e. donations, ticket sales,
corporate sponsorship, television revenue, parking, etc.). Less than 10 percent of the operating
budget for the varsity and junior varsity programs is provided by the Academy via government
funding. Therefore, NAAA Blue & Gold members [NOT TO BE CONFUSED with the Naval
Academy Information Program, aka Blue and Gold Officer Program] are critical to provide
teams with the supplemental dollars necessary to close the "resource gap" between the Naval
Academy teams and our Division I competition. (See www.navysports.com).
It is extremely important to comply with all NCAA regulations pertaining to contact with
athletes. Whenever a recruited athlete initiates contact with a BGO, it is imperative that

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these candidates be provided with the same information about the Naval Academy that is
given to non-athletes.
NAVAL ACADEMY INFORMATION AFFILIATE (NAIA) - See Blue and Gold Officer
NAVAL ACADEMY INFORMATION OFFICER (NAIO) – See Blue and Gold Officer
NAVAL ACADEMY INFORMATION PROGRAM (NAIP) - See Blue and Gold Officer
NAVAL ACADEMY PREPARATORY SCHOOL (NAPS) – NAPS, located in Newport, RI,
offers a ten-month college preparatory course. This program is designed to strengthen the
academic background of incoming candidates. Navy and Marine Corps personnel who apply but
are not appointed to the Naval Academy are considered, but not guaranteed, for admission to
NAPS. The Admissions Board also identifies a number of promising and highly motivated civilian
candidates who are not successful on their first attempt at admission and offers them the
opportunity to enlist in the Naval Reserve for the express purpose of attending NAPS to prepare
for admission to the Naval Academy.
NAPS Mission Statement: “To enhance Midshipman Candidates' moral, mental, and physical
foundations to prepare them for success at the United States Naval Academy.”
NAVAL ACADEMY SUMMER SEMINAR (NASS) - Brings outstanding candidates to the
Naval Academy in the summer before their high school senior year to provide them with valuable
insight and experiences into life at the Naval Academy. Summer Seminar consists of three oneweek sessions of approximately 850 students per week. Selection is based on SAT/PSAT scores
and self-reported high school grades, as well as sports and activities. The evaluation of potential
members of the incoming class the following year starts during NASS. NASS participants
complete the Candidate Fitness Assessment (CFA) and Midshipmen leaders are required to
evaluate the participants under their care. NASS applications are available in January of each year
through www.usna.edu/Admissions. A NASS applicant completes the preliminary application for
consideration for an appointment to the Naval Academy when completing the NASS application.
NAVY AND MARINE CORPS JUNIOR ROTC PROGRAMS - High school programs which
evolved from the college-level Navy Reserve Officer Training Corps.
NAVY LEAGUE OF THE UNITED STATES - A private, civilian organization, which supports
the Navy. Sponsor of Sea Cadets and other Navy-oriented programs.
NAVY RECRUTING COMMAND - BGOs, and especially Area Coordinators, are encouraged
to establish a close liaison with the Officer Programs Officer (OPO) at the Naval Recruiting
District office(s) in their respective Area. If there is no district office in the Area, contact with the
local recruiting station can prove equally beneficial in terms of support. While the exchange of
information about specific common USNA & NROTC candidates may be appropriate, providing
a complete listing of BGIS names and accompanying private data is NOT allowed. Recruiters
should use their NROTC chain of command to access data shared between NROTC and USNA.
Students should be encouraged not to rely solely on an Academy appointment and to apply for
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NROTC. [NOTE: A BGO interview requires a notation for application to NROTC.] The goal of
all applicants should be to become a commissioned officer in the Navy or Marine Corps regardless
of commissioning source. Another important contact, therefore, is the Naval Reserve Officer
Training Corps (NROTC) Coordinator, who normally works with the Recruiting District
Education Specialist and members of the Recruiting District Advisory Council (RDAC). This
individual should always be a point of contact for the area Blue and Gold Officer network.
OFFICIAL NOMINATION - A nomination from one of the sources authorized by law. Most
applicants are eligible to apply for four nomination sources: U.S. Congressional Representative,
two U.S. Senators, and the Vice President of the United States. Other special category nomination
sources are covered on the USNA Admissions website. A nomination is required by law to be
offered a Fully Qualified Offer of Appointment (FQO). Applying for a nomination is a parallel,
but separate process from the Naval Academy application.
OPERATION INFORMATION (OPINFO) – A Public relations and recruiting program
conducted by midshipmen while on leave in their communities. OPINFO is coordinated by
Strategic Outreach, managed by the Area Coordinators, and supported by the local Blue and Gold
Officers, who assist the Office of Admission in arranging public and educational appearances for
midshipmen, i.e. TV, radio, school groups, scouting. Traditionally, OPINFO has been conducted
primarily during the week before and after the Thanksgiving holiday, but may also be conducted
on a smaller scale at other times during the year, notably three-day weekends and Spring Break.
PARENTS' CLUBS – There are more than 80 Naval Academy Parent Clubs which have been
organized in many states by parents of Midshipmen to support and assist one another, share facts
and experiences, plan trips to USNA, and sponsor get-togethers for new appointees. The officially
recognized parent clubs are supported by the USNA Alumni Association and Foundation and can
be found at www.usna.com.
PLEBE – A midshipman in the first (freshman) year at the Academy. Also known as “Fourth
Class.”
PLEBE INDOCTRINATION - The concentrated, year-long indoctrination process of Plebe
(freshman) year. During the first summer, new Plebes are introduced to marching, sailing, physical
training, and seamanship. They also receive basic naval orientation, including naval customs and
traditions, take validation exams, are tested in physical education, are familiarized with a number
of sports, and learn to fire small arms. The purpose of Plebe Summer is to indoctrinate new
midshipmen into the naval service and prepare them to be successful at the Naval Academy.
PRELIMINARY APPLICATION (PCQ) –An initial application required to open a file with the
Naval Academy Office of Admissions, located online at www.usna.edu/Admissions. The PCQ is
normally opened on the first of April each year and closes on 31 December. An applicant for
NASS completes the preliminary application by applying to Summer Seminar.
PSAT - Preliminary Scholastic Aptitude Test, usually taken in the fall of the high school junior
year. See NMSQT

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QUALITY POINT RATING (QPR) - Equivalent to civilian Grade Point Average (GPA).
Midshipmen must achieve a 2.0 average (a "C" average) on a 4-point scale to graduate from the
Naval Academy.
REGIONAL ADMISSIONS COUNSELOR (RAC) - Responsible for the guidance of
candidates in his/her assigned states. Screens, evaluates, and processes applications. Assists the
Regional Director in the management of regional activities. Travels throughout the Region
providing information to schools, community leaders, and organizations
REGIONAL DIRECTOR (RD) - Senior civilian position within each region of the Candidate
Guidance Office. Responsible for all operations within their geographic region.
SCHOLASTIC APTITUDE TEST (SAT®) – Nationally recognized test in mathematics, verbal
abilities, and writing skills. It is designed to predict college level academic ability. (See College
Entrance Examination Board Tests) USNA uses the SAT-I exam (math and verbal only), and does
not require the associated SAT II (ACH) tests.
SECOND CLASS - Midshipmen in the third (junior) year at the Academy.
SCIENCE, TECHNOLOGY, ENGINEERING, AND MATHMATICS (STEM) PROGRAM
- The Naval Academy Summer STEM Program is offered to rising 9th-11th Graders. Students must
demonstrate superior academic performance to include GPA, class standing, and/or strong PSAT,
SAT or ACT results. Selection is based in large part on ensuring geographic representation along
with overall accomplishments in and out of the classroom.
STRATEGIC OUTREACH – The department in the Office of Admissions responsible for
leading efforts to market USNA throughout the United States and its territories. Strategic Outreach
leads efforts to develop strategies and plans to create awareness of USNA among middle and high
school students as well as planning and execution of Admissions marketing programs. These
include Admissions Forums, COI, CWL, CVWs, Mini-STEM, Musical Group Travel, NASS,
OPINFO, School Visits, and Summer STEM.
THE BLUE AND GOLD of NAAA [not to be confused with the Blue and Gold Program, another
name for the Naval Academy Information Program] - The Blue and Gold of NAAA provides the
supplemental resources necessary to assist our coaches and Midshipmen to realistically pursue the
highest level of success within the context of their physical abilities. They are an institution
invested in a mission that educates future leaders in moral, mental and physical excellence. The
Blue and Gold of NAAA enables Midshipmen to pursue the highest goals possible as members of
varsity or junior varsity teams.
THIRD CLASS – A midshipman in their second (sophomore) year at the Academy. Also known
as a “Youngster.”
TRIPLE QUALIFIED (Triple Q’d) - A term used when a candidate is qualified physically
(CFA), medically (Medical Exams scheduled by DoDMERB), and whole person by the
Admissions Board.
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VOLUNTARY GRADUATE EDUCATION PROGRAM (VGEP) - A graduate education
program leading to a master's degree, which is available to a limited number of first class
Midshipmen. To qualify, the Midshipmen must have completed all of the requirements of their
academic major by the end of the first semester of first class year, having done so through
validation, course overload, or summer school. If qualified, the Midshipman attends a college or
university in the Washington, DC/Baltimore area during second semester first class year, graduates
with his or her USNA class and completes the requirements for a master's degree at the local
college/university during the summer and fall terms following graduation. The individual then
reports to his or her first duty station having earned a master's degree.
YOUNGSTER – A Midshipman in the second (sophomore) year at the Academy. Also, known
as “Third Class.”

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CHAPTER I - THE OFFICE OF ADMISSIONS
Dean of Admissions: The principal assistant to the superintendent in all matters relating to the
recruiting, guidance, and selection of candidates for admission to the Naval Academy and the
Naval Academy Preparatory School, and for the preparation and maintenance of the official
candidate records. His staff also makes recommendations to the Naval Academy Foundation for
Foundation scholarships.
Director of Candidate Guidance (DCGO): A senior civilian, who is responsible for the direction
of the Candidate Guidance Office and the Naval Academy Information Program. Carries out the
policies of the Dean of Admissions.
Regional Admissions Team: The country has been separated into four geographic Regions for
admissions purposes. A team of one senior civilian, two junior officers (JO), either Navy or Marine
Corps, and one civilian examiner in each Region. The team typically consists of the Regional
Director (civilian), two Regional Admissions Counselors (Active Duty O-3), a Field Admissions
Counselor, and a civilian Examiner. Although their specific responsibilities are different in scope,
they are all fundamentally responsible for the direction, coordination, and supervision of Candidate
Guidance operations in their respective Region.
Regional Director ("RD"): The senior civilian position within each region of the Candidate
Guidance Office. They are responsible for all operations within their region.
Regional Admissions Counselor (RAC): Responsible for the guidance of candidates in his/her
assigned states. Screens, evaluates, and processes applications. Assists the Regional Director in
the management of regional activities. Travels throughout the Region providing information to
schools, community leaders, and organizations
Field Admissions Counselors (FAC) Located in New York City, Atlanta, Chicago, Houston, and
Los Angeles. FACs are part of the Region Teams of CGO and have a communication/coordination
link with the Area Coordinators in the area of support. It is incumbent upon both the ACs and the
FACs to foster close working relationships.
Fleet Coordinator: Designated as Region 8, the Fleet Coordinator is responsible for the guidance
of fleet enlisted candidates (Navy and Marine Corps, active and reserve.) Responsible for
administrative coordination with the Naval Academy Preparatory School (NAPS).
Blue and Gold Officer Liaison Officer (BGOLO): The BGOLO is responsible for the management
of the Naval Academy Information Program. The BGOLO runs the annual BGO Summer Training
and the biennial AC Training.
Area Coordinator Steering Committee (ACSC) - A leadership group and communication conduit
for the Naval Academy Information Program (NAIP). The Dean of Admissions will task the ACSC
with specific tasks, as appropriate and use the ACSC to optimize communication flow within the
NAIP. ACSC members will continually gather inputs/issues/suggestions/”Best Practices” from
Area Coordinators and their BGOs. Consolidating the inputs, the ACSC will
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prioritize/research/discuss/analyze issues within the NAIP and offer suggestions and
recommendations to the Office of Admissions staff.
Composition: Eight experienced Area Coordinators – Appointed by Dean of Admissions,
with input from the Directors of Candidate Guidance Office, Strategic Outreach, and
Nominations.
Appointments. Optimally, two ACs from each of the four Regions are on the ACSC.
Chair: One (of the eight) member will serve as the Committee Chair; selected by the Dean
of Admissions.
Term: Three years, with the Dean of Admissions having the option to re-appoint a member
for a second three year term. The Chair may be appointed for a third three year term or
longer at the Dean’s discretion.
Meetings: Semiannual, at USNA, unless modified by the Dean of Admissions (modified
by funding limitations or special tasking/projects).
Reports to: Dean of Admissions
Admissions Staff POC: Director, Candidate Guidance Office, primarily through the BGO
Liaison Officer. BGOLO coordinates with the ACSC Chair to develop
agenda/tasking/research/minutes/follow-up, provide administrative, logistics and travel
support for the ACSC meetings; provide coordination between the ACSC and Admissions
staff members (appropriate for the agenda topic), to include setting-up staff
briefings/presentations at ACSC meetings; and help facilitate communication between
ACs and the ACSC via established communication tools and training forums.
Primary focus topics: Sustaining and improving the Naval Academy Information Program
– not individual applicant matters. Topics include, but not limited to: BGO Handbook,
BGIS and Blackboard, communication flow between Admissions Office and ACs/BGOs
in the field, new BGO recruiting, BGO Training – Initial and five-year Refresher, AC
Training, AC Annual Assessment, BGO recognition and Annual Awards, sharing BGO
“Best Practices,” items unique to Reservists serving as BGOs, BGO supplies/materials (for
college fairs, Congressional Academy Days, OPINFO and other local events supported by
BGOs), and other tasking assigned by Dean of Admissions, Director of Admissions or
Director, Candidate Guidance Office.
Director of Strategic Outreach: A Senior Civilian who leads the Strategic Outreach Department.
The Director is responsible for leading efforts to conduct and market USNA throughout the United
States and its territories. The Director takes the lead on monitoring college industry trends, and
develop strategies and plans to create awareness of USNA among middle and high school students
as well as planning and execution of Admissions marketing programs. These include Admissions
Forums, COI, CWL, CVWs, Mini-STEM, Musical Group Travel, NASS, OPINFO, School Visits,
and Summer STEM.
14

Plans and Programs Coordinator: Coordinates the following programs under Strategic Outreach:
Summer Seminar, OPINFO, Candidate Visit Weekends visits, and Mini-OPINFO and assists in
planning and executing other outreach events.
Admissions Outreach Coordinator: Assists with all diversity related outreach efforts and
coordinates major events such as Centers of Influence Visits, sports camps, musical group travel,
Midshipmen Action Group (MAG) travel, and liaises with the visitors’ center.
Digital Media Specialist: Directly responsible for managing all social media activities, oversight
of the website, texting, internet activities, ad management and College Week Live (CWL)
webinars. Also assists in planning and executing all outreach events.
Research and Assessment Coordinator: Conducts industry research, as directed. Assesses
effectiveness of admissions programs, as directed. Maintains databases and acts as CRM manager.
Stem Coordinator: Coordinates all admissions related STEM activities. These include developing,
planning, and executing STEM camp, mini-stem (group visits to USNA) and Remove STEM
(events held in local communities).
Nominations and Appointments Department: Responsible for screening and notifying nominees
of their offer status. Maintains close liaison with Congressional staffs regarding the Naval
Academy, specifically pertaining to nominations and appointments. Issues all offers of
appointment.
Medical Representative: Liaison between DoDMERB, the USNA Admissions Doctor, and the
Office of Admissions. Reports to the Director, Nominations and Appointments.

15

NAVAL ACADEMY ADMISSIONS OFFICE

Superintendent

Commandant

Academic Dean
and Provost

Dean of
Admissions

Director of
Athletics

Dean of
Admissions
Administration
Officer

Operations
Officer

Assistant
Operations
Officer

ACSC

Director of
Candidate
Guidance

Director of
Finance

NAIO/BGO
Liaison
Officer

Accounting
Technician

Director of
Nominations
and
Appointments
Lead NOMS
and APPTS

NOMS and
APPTS
Assistant

16

Director of
Strategic
Outreach

Medical Record
Administrator

Director of
Candidate
Guidance

Regional
Director
Region 1

Regional
Director
Region 2

Regional
Director
Region 3

Regional
Director
Region 4

Region 1
FAC

Regional
Admissions
Counselor

Region 2
FAC

Regional
Admissions
Counselor

Region 3
FAC

Regional
Admissions
Counselor

Region 4
FAC

Regional
Admissions
Counselor

Region 1
Examiner

Regional
Admissions
Counselor

Region 2
Examiner

Regional
Admissions
Counselor

Region 3
FAC

Regional
Admissions
Counselor

Region 4
Examiner

Regional
Admissions
Counselor

NAIO Area
Coordinator

NAIO Area
Coordinator

NAIO/BGO

NAIO/BGO

BGO Liason
Officer

BGO Liaison
Assistant

Region 3
Examiner

NAIO Area
Coordinator

NAIO Area
Coordinator

NAIO/BGO

NAIO/BGO

Automation
Specialist

Fleet and
NAPS
Coordinator

Director of
Strategic
Outreach

Assistant
Director of
Strategic
Outreach

Research and
Assessment
Manager

STEM
Coordinator

Admissions
Outreach
Coordinator

Media
Manager

ASST STEM
Coordinator

Asset &
Mailroom
Manager

Front Desk

Admissions
Program
Manager

Plans and
Programs
Officer

NonAppropriated
Funds
Coordinator

17

CHAPTER II - THE NAVAL ACADEMY INFORMATION PROGRAM (Blue
and Gold Program)

Naval Academy Information Program Mission Statement
To market the opportunities available at the United States Naval
Academy and to identify, recruit, and counsel young men and women of
diverse backgrounds who possess the potential to be developed morally,
mentally, and physically into the nation’s future Naval, government, and
civilian leaders.
Responsibilities of the Blue and Gold Officer
Market in assigned area of responsibility. The primary mission of the Blue and Gold Officer is
to market USNA in the assigned area through community organizations and schools. It is
imperative BGOs attend college fairs and other related opportunities in the schools they are
assigned, and meet with high with high school influencers, particularly college guidance
counselors.
Counseling candidates and applicants. Counsel the candidate, offer encouragement when
appropriate and provide honest advice which is the best for the candidate and for the Naval
Academy. Counseling the candidate requires a good deal of understanding and candor when
discussing academic, physical and medical requirements. Offer positive encouragement, tempered
by fair and candid presentation of the high standards of USNA. It is useful to give a candidate a
copy of a recent Class Portrait, which offers them some measure of how they might compare with
current members of the Brigade. The Class Portrait provides a view of the competition from the
standpoint of the numbers of qualified candidates who are not selected. The Admissions Board's
recommendation for a candidate to attend NAPS or a Foundation school should be explained as a
positive move by the Naval Academy to keep the candidate in the "pipeline" to improve their
opportunity for academic success at the Academy.
Advice on the application process. Advise the candidate on timely completion of all application
requirements and remind them to always keep all of their options open (i.e. they should be applying
to other service academies and colleges/universities as well as ROTC programs). Candidates
should understand that offers of appointment are made on a rolling basis.
BGO Interview. Perform a timely and comprehensive BGO interview. Annex F is intended as a
resource before, during and after interviews for the experienced and inexperienced BGO alike. It
is also a resource for the BGO when addressing each of the areas in the evaluation and asking
questions to obtain information from the candidate. The interview is a mandatory requirement of
the admissions process. The BGO should use this time to learn about the candidate and his/her
motivation towards the Naval Academy, and to impart to the candidate the BGO’s knowledge of
the admissions process and life as a Midshipman. This interview is very important since it might
be the only personal contact a student may have with anyone involved in the admissions process.
18

All candidates shall have a completed interview prior to completion of the applicant file since they
are required as part of the Admissions Board’s review of the applicant file. BGOs should review
Annex F before EVERY interview. Draft an on-line Interview Report immediately following the
completion of the interview using a prepared template that includes the six items to be covered in
EVERY interview:
a. Interest and Motivation
b. Leadership Potential
c. Responsibility
d. Organizational Skills
e. Physical Fitness
f. Oral Communication
The Interview Report should be submitted within seven days of conducting the interview. If
information is learned that causes a change of rating and/or narrative, a new Interview Report
should be submitted and the reasons documented in Student Notes. The Admissions Board values
the BGO recommendations, particularly if the written report gives an indication of the candidate's
life experiences, knowledge of USNA, motivation, leadership potential, the Brigade Honor
Concept, career opportunities, and the mental and physical demands facing Midshipmen. The
interview is your chance to provide the Admissions Board with supplemental information not
covered in the candidate’s file.
A well-written Interview Report is very important. Review the section on interview reports in
Annex H before you start framing the narrative portion. Use a word processor to write your
Interview Report and apply spell check; then copy and paste the text into the Comments Section
on the Interview page on BGIS. Since the BGIS is purged annually on or about I-Day, which is
late June or early July, the file in your word processor remains your permanent record for any
needed future reference. You should copy and paste the interview page with grades and the
Interview Report write-up for future reference.
Use the “Top 5%” rating very sparingly and coordinate the narrative portion of the interview report
with the AC BEFORE submission. Do not write the interview with information available to the
Admission Board from other sources (i.e. the application). Be the eyes and ears of the Naval
Academy during the interview. As such, timely and professional interviews and submission of the
Interview Report is a critical portion of the Admissions process.
All Not Recommended evaluations must be approved in advance by the AC unless used to close
out a candidate’s file.
Promoting interaction between candidates/applicants and Midshipmen. Be alert for any
chance to introduce candidates and applicants to Midshipmen. Midshipmen encounters are the best
means of giving a candidate an honest perspective of life in Bancroft Hall, the unique challenges
and opportunities at USNA, and ultimately the prospects for the many and varied career choices
available in the Navy or Marine Corps.

19

Working with candidates not selected. Work with those individuals who do not receive
appointments to USNA. Counsel unsuccessful candidates, assessing their potential for future
success if they decide to apply again the following year. Approximately thirty percent of each class
has post-high school educational experience and there are some candidates who have applied to
USNA as many as four times. The BGO should encourage the candidate to take university courses
equivalent to those he/she would have taken at USNA as a freshman and sophomore to include
Calculus, Physics, Chemistry and English.
Additional courses which the Admissions Board considers meaningful include history,
government, foreign languages and pre-engineering. Your college students should also be advised
to retake the SAT/ACTs, if they are lower than a combined 1300 (650 Verbal and 650 Math
combined), as the Admissions Board will still review them for admission. Remember, there is no
minimum SAT or converted ACT score.
This is also your chance to educate the applicant about the other service academies and officer
accession programs such as NROTC and Office Candidate School (OCS). Remind candidates that
they can apply to USNA as many times so as to not surpass their 23rd birthday by the first of July
of the date of entry. DoDMERB physicals are valid for two years, but everything else in the
application including the Candidate Fitness Assessment must be completed every year.
Contact and Counsel. Applicants in a Contact and Counsel (CC) status will become official
candidates once they submit additional academic information including transcripts, class rank,
and/or higher SAT/ACT scores, which meet the current qualifying criteria or will provide more
information to the Regional Admissions Counselor. If you have a student in your Area that does
not meet the requirements to be designated as an official candidate, but you feel strongly that the
student would make an outstanding Midshipman or preparatory candidate, contact your AC and
discuss the applicant with him/her. The AC will determine if the applicant should be granted
candidate status and, if so, he/she will contact the Regional Admissions Counselor and make the
request.
Expenses. Do not commit the Naval Academy to pay for anything without prior authorization
from the Candidate Guidance Office.
BGO Responsibility to Schools, School Officials and Counselors
Market USNA to schools. Establish liaison and rapport with individual school officials including
guidance counselors early in the school year to market USNA in the local community. This can be
a challenging situation since counselors may not be aware of the USNA scholarship and career
opportunities for students. Some may even be plainly anti-military. Ensure they know that a
student does not need to be in a JROTC program to apply to the Naval Academy.
Work with the Head Guidance Counselor, JROTC lead, and/or the STEM lead for the school.
When appropriate, also engage the school principal.
In some situations BGOs have established fruitful contacts with AP math and science teachers;
others have developed a rapport with school principals or counselors whose support of USNA can
20

have a positive effect on teachers. Ensure school officials know how to contact you. Update school
contact information in BGIS (School Point of Contact on the School Assignments page in BGIS)
and review for currency annually.
Build and maintain a solid working relationship with these officials by making multiple visits
during each candidate cycle.
Inform school officials of the candidate cycle. In addition to the normal candidate cycle, ensure
that guidance counselors know about the Naval Academy Summer Seminar (NASS) and Summer
Science, Technology, Engineering and Mathematics (STEM) program which are conducted in
June every year.
Provide candid counsel. Guidance counselors should know about the basic USNA academic,
physical, and medical qualification requirements. Guidance counselors should have a copy of a
recent Class Portraits in addition to a USNA Viewbook. Offering opinions on a candidate’s
chances for admission MUST be strictly avoided.
Ensure each school has plenty of marketing materials. Contact the guidance counselors at the
beginning of each school year to ensure they have a resource available for student reference. Use
this time to introduce or reintroduce yourself and explain your role in regards to the Naval
Academy.
Schedule and attend information sessions for students at each school assigned. Take advantage of
every opportunity to market USNA at each school. Identify a point of contact in each assigned
school and enter the name and telephone number in BGIS.
BGO Responsibility to the Area Coordinator
Keep your AC informed. Inform your AC immediately if you cannot perform your duties. Do
not cause the AC embarrassment with an inquiry from CGO or any other source about an issue of
which he/she has no knowledge. Since the Area Coordinator is the approving authority for
congressional panel participation, inform your AC on invitations to join congressional panels but
always remember the status of being an invited guest.
BGO Responsibility to Candidate Guidance Office
Interviews. See the comprehensive guidance in BGIS and Annex H. All Interview Reports must
be submitted to the Office of Admissions prior to the candidate's packet being completed. If a BGO
interview is overdue the Admissions Board may review a candidate’s application without a BGO
interview so as to not hold up the candidate’s application.
Point of contact. Act as the initial point of contact for candidates and applicants (Contact and
Counsel) throughout the candidate cycle. The Regional teams cover a wide area with several
thousand candidates, so BGOs and ACs should do their best to address issues locally and contact
CGO after exhausting other options. BGOs should direct all of their questions to their respective
AC. In most cases, the AC will be able to answer the question or resolve the issue. If the AC cannot
21

assist the BGO he or she will contact the Regional Director or may instruct the BGO to contact the
Regional Director to address the question or issue.
Visiting USNA. Encourage candidates to visit USNA. If a candidate visits the Yard, he/she
should be encouraged to call on CGO to meet with their assigned counselor. Competitive students
may be invited by CGO to participate in a Candidate Visit Weekend.
BGIS. Check BGIS and Blackboard on a weekly basis. Check the BGO Bulletins page on BGIS
weekly for the latest Office of Admissions information. Regularly check to see if you have new
students assigned and use BGIS to monitor the status of your candidates and determine when an
interview needs to be performed. Blackboard contains a wealth of information and downloads to
assist in counseling candidates and influencers. DOCUMENT EVERY CONTACT WITH
ASSIGNED CANDIDATES AND APPLICANTS (CC) IN STUDENT NOTES.

Recruiting and Public Relations
Visiting assigned schools. Visit as many high schools and junior high schools as possible. Work
with the Head Guidance Counselor but talk to the Principal first.
Interactions with candidates, parents, and school officials. Select your words very carefully.
Never make promises or statements to candidates, applicants or parents that could mislead them
into thinking you can personally get them into the Naval Academy, Naval Academy Prep School,
Foundation/civilian preparatory programs or Summer Seminar. Likewise, if you are a member of
a congressional nominating committee or selection panel, be very careful in discussing slate
selection or assurance of admissions with a candidate and his/her parents.
Be accurate and follow-up. Always give an “audience” the correct information. If asked a
question and the answer is not known, following up with the correct information is very important
to the credibility of the Naval Academy and the BGO. The Naval Academy is tough, fast-paced
and not for everyone. Parental influence is not enough to keep a candidate at the Naval Academy.
Work with recruiters. Visit and establish a good rapport with officials at local Navy and Marine
Corps recruiting offices and other naval activities (e.g. Air Stations, Navy Operational Support
Centers (formerly Reserve Centers), ROTC Units of all services, etc.).

22

Area Coordinator Responsibilities
The BGO Interview. It is critical for the AC to monitor the overall progress of all candidates in
their respective Area and ensure that BGOs are conducting interviews and submitting the Interview
Reports in a timely manner and written in the correct format. Due to the number of records overdue
for BGO Interview Reports before taking the record to the Admissions Board, an amended policy
has been issued:
Records will be forwarded to the Admissions Board without a BGO Interview if it meets the
following criteria.






30 Days overdue [defined in the criteria table in Chapter II] – 1 September of the current
candidate cycle
21 Days overdue – 1 October
14 Days overdue – 1 November
7 Days overdue – 1 December
1 Day overdue – 1 January

The BGO Interview is considered overdue once the candidate submits all of the required
documents (100%).
With concurrence of the Director of Candidate Guidance, any record that is overdue may be
released for Admissions Board review if the Regional Director or Regional Admissions Counselor
feels that it would be detrimental to delay a board decision (e.g., a highly qualified candidate
already has an early offer from another institution.)
The Blue and Gold Officer Liaison Officer will track a list of all candidates who have completed
their application, but who do not have a BGO Interview Report submitted for them. This list will
be sent to all ACs. It is the responsibility of the AC to track the progress of the candidates in their
respective Area (See the BGO Excel Quick Reference, in BGIS Forms and Briefings) to ensure
Interview Reports are submitted on time.
The quality of the interviews is a shared responsibility between the BGO and AC. All interviews
must address the six rating topics in the BGO Interview Report (a. Interest and Motivation, b.
Leadership, c. Responsibility, d. Organizational Skills, e. Physical Fitness, f. Oral
Communications.)
All contacts with candidates, including communications to schedule and complete the interview,
must be documented in Student Notes. All communications with applicants (CC) must be
documented in Student Notes as well.
BGO Training. Every new BGO must attend Initial BGO Summer Training at the Naval
Academy within the first two years of joining the program. If a BGO is unable to attend within
the first two years, approval must be received from CGO to allow the BGO to remain in the
program. The approval for a waiver of this requirement will be limited to one year. The AC must
23

inform all BGO applicants that attending initial BGO Summer Training at USNA is
mandatory with no exceptions. Priority for Initial BGO Summer Training will be given to those
BGOs who have recently joined the program and have not attended Initial BGO Summer Training.
All applications must be endorsed by the AC before submission to CGO.
Annual BGO Awards.
Area Coordinators must respond to the call for award nominations
including a “negative” response. For a list of awards and current criteria refer to Blackboard.
Assignment of Schools and Candidates. ACs manage school assignments in BGIS. The
checkbox must be checked to show the reassignment of candidates IN ADDITION to the school
assignment change. When a BGO leaves the program, the AC shall reassign all students and high
schools to another BGO. Within one week of the new list of applicants (CC) and candidates being
uploaded to the BGIS, ACs should screen the list to identify those names which are incorrectly
assigned and should notify the BGO Liaison Officer with a request to reassign those students to
the correct Area.
Recruiting and Screening New BGOs. The success of the BGO program relies on maintaining
a diverse group of BGOs in each Area capable of effectively counseling candidates and marketing
USNA. Each applicant for the BGO program must be individually screened and recommended by
the AC. Potential BGOs should be interested in supporting the Naval Academy and its admissions
goals and be willing to put in the time and effort required to be an effective BGO. The prospective
BGO should also understand that it involves more than just interviewing candidates. The Academy
needs BGOs who are willing to establish relationships with their assigned high schools and support
all marketing efforts, especially diversity recruiting in their Area. Each potential BGO must accept
that the role includes a total support for the Naval Academy and is not just limited to interviewing
candidates.
Assessment of Area BGO Performance. The AC must continually monitor and make an annual
assessment of the performance of BGOs and notify CGO if and when a BGO is not performing to
the criteria and guidance established for BGOs [See Chapter II]. ACs will be required to conduct
a formal review of the BGOs assigned to their Area every year. In the event that a BGO needs to
be asked to leave the program, the AC must notify the BGO Liaison Officer to initiate removal of
the BGO. The BGO Liaison Officer must be notified when a BGO voluntarily leaves the program
or moves to a new Area. [If a BGO is interested in continuing to serve in the Blue and Gold
Program after relocation, the AC is encouraged to contact the AC in the new Area to discuss
performance and to provide a recommendation.] In the event a BGO is retiring from the program
after many years of effective service, CGO will recognize their service as appropriate in
accordance with USNAINST 1650.4C.
Maintaining an Accurate List of Schools. The Naval Academy receives continuous Education
Testing Service Institution (ETS) Code updates to maintain an accurate listing of secondary
schools. However, if an AC discovers that a school has closed, moved or opened, the AC must
notify the BGO Liaison Officer to have the database updated.
Coordination of OPINFO. During the Thanksgiving holiday, selected three day weekends and
Spring Break, Midshipmen may apply to participate in the OPINFO program. Midshipmen will be
24

selected based on their qualifications and the Naval Academy’s marketing needs/goals. The Office
of Admissions will promulgate the approved list of Midshipmen selected for OPINFO and the AC
is responsible for assigning a BGO to each Midshipman to coordinate events throughout the
Thanksgiving holiday, Spring Break, and three day weekend. It is advantageous to make this
assignment as early as possible to allow the BGO maximum time for arrangements.
It is requested that the Midshipmen participate in as many events as possible, but at least six during
OPINFO. Geographic and distance limitations in large, rural states may limit the number of events
in the short time allotted for OPINFO. You and your BGOs are encouraged to seek out a variety
of opportunities for the Midshipmen to participate in. Think outside the box. These may include
but are not limited to: school visits, admissions forums/presentations, meeting with civic groups
(Navy League, Rotary, Lions, Kiwanis, etc.), local youth organizations (Civil Air Patrol, Boy/Girl
Scouts, YMCAs/YWCAs, Boys and Girls Clubs), Affinity Groups, TV or radio interviews, and
official candidate house visits/meetings.
The Midshipman will be required to provide Strategic Outreach with their itinerary to receive final
approval to participate. Midshipmen are the face of the Naval Academy and very good at relating
to and energizing young students about the opportunities that the USNA has to offer. A specialized
PowerPoint presentation suitable for public audiences, for example service clubs, is available on
Blackboard. Midshipmen will be provided with marketing materials to give to interested students.
College Fairs. Many college fairs are held throughout the country each year. ACs should ensure
that BGOs are aware of any college fairs being held by their assigned high schools and encourage
them to participate in them. In most cases there will not be an associated fee, but in the case that
there is a monetary cost to attend, prior approval must be obtained from CGO. Coordinate with
your Regional Director (RD) to obtain approval and then CGO will reimburse the BGO if there is
prior approval. The request for approval should be sent to the RD, via their AC, for
review/approval. Reimbursement for college fair fees is not likely without prior approval.
BGOs should contact the point of contact for the college fair and ask that the registration fee be
waived since the Naval Academy is a not for profit institution whose graduates go on to serve our
country. This practice has been very successful in some Areas.
Congressional Academy Days: Many Members of Congress offer opportunities to learn more
about service academies through locally hosted events geared toward high school juniors and
seniors. USNA is sometimes represented at these events by a Midshipman from the Member’s
congressional district, a representative from CGO, and normally one or more BGOs will attend the
event. Contact to participate in a Congressional Service Academy Day will normally come from
the Regional Director for your state.
Refresher Training. It is the current Candidate Guidance Office practice to conduct Refresher
Training in conjunction with any major admissions marketing event. ACs should work with their
Blue and Gold Officer Liaison Officer and their respective Regional Director and the ACSC
Regional Representative to schedule Refresher Training in conjunction with the event. The target
is to provide Refresher Training opportunities every twenty four months. The Blue and Gold

25

Officer Liaison Officer will notify ACs in surrounding areas when Refresher Training is
scheduled.
Contacts Database. Strategic Outreach maintains a database of contacts comprised of names
from several different sources, including students who have requested to be included in the USNA
database, SAT/ACT information, and other lists. With advance notice of the event, Strategic
Outreach can produce and send a flyer via email advertising upcoming admissions events to all
students in the databases.
School Point of Contacts in BGIS. As the AC, emphasize to your BGOs the importance of
inputting and updating the school point of contact information in BGIS on an annual basis. If the
school is reassigned or USNA has to contact the school, it makes it much easier if the school point
of contact information in BGIS is current.
"Best Practices". The ACSC is constantly compiling “Best Practices” from ACs. If you have a
"Best Practice", please contact your Regional Representative of the ACSC. A list of "Best
Practices" is available on Blackboard.
Downloading Student Summary and BGO Summary. CGO has provided the download button
on the Student Summary page on BGIS for ACs only. Instructions on downloading and formatting
the data are available on Blackboard, BGO Excel Quick Reference. After downloading, the
information can be sorted by percent complete and interview status to determine use of “Top 5%”
rankings, among other data items.
Assignment of Home School and College Applicants. All home schooled students and some
college students will be assigned to the AC based on the zip code of their mailing address. It is
the ACs responsibility to reassign that candidate as appropriate. Home schooled candidates often
possess unique qualities as compared to their peers and traditional schools and it is important that
the assigned BGO be familiar with the home school procedures. Annex E contains a special
section on Home School students as well as the USNA Admissions website.
College students may or may not have applied to the Naval Academy as a high school student.
College students who had previously applied will still be required to complete the entire
application with the exception of the DoDMERB physical exam, which is valid for two years but
may require updating and a statement from the candidate that no changes in medical status have
occurred since the DoDMERB exam. College applicants who applied previously shall be assigned
to a new BGO.
Fleet Sailors and Marines. The BGO for Fleet Sailors and Marines is located at the Naval
Academy and is part of the Office of Admissions staff. All BGOs and ACs should be familiar
with whom this is (refer to the Contact CGO page on BGIS), and be able to provide his/her contact
information to any fleet service members interested in applying to the Academy. Unlike high
school and college applicants, the admissions procedures are different with an emphasis on
command endorsements and Fleet performance for acceptance to NAPS or the Naval Academy.

26

Recruiting Displays for College Fairs. New materials were distributed to all Areas in 2016.
Larger areas with many BGOs were given the opportunity to geographically distribute the
materials to minimize the need for shipping (and potentially damaging) the displays.
Appointment of the Area Coordinator
Area Coordinators are selected from a field of fully qualified experienced BGOs within the
designated geographical Area. Selection of the AC is accomplished in the following ways:
1. Recommendation from the departing AC of the top three BGOs in his or her Area who are
able and willing to assume the duties of AC.
2. Input from the Candidate Guidance Office personnel including the Director of CGO, BGO
Liaison Officer, Regional Director, Regional Admissions Counselors and other members
of the senior staff.
3. Comments from the AC Steering Committee Regional Representative.
The final decision of appointment of the Area Coordinator shall reside with the Dean of
Admissions.
Retirement or Replacement of the Area Coordinator
Area Coordinators who desire to retire from the program shall do so in writing to the Director of
Candidate Guidance, with appropriate copy addressees found on Blackboard. The notification
letter shall include an indication of whether the individual desires to remain in the program as a
BGO or not. The notification should also include a recommendation of three experienced BGOs
who are qualified and willing to serve in the capacity of AC.
Area Coordinators may be replaced at the discretion of the Dean of Admissions or his designated
Office of Admissions representative. While the sole authority to replace an AC resides in the Naval
Academy Office of Admissions, typically such action may be taken when the AC does not fulfill
the obligations of the position or engages in activities that may reflect negatively on the institution
or conflict with the Office of Admissions policies. In the simplest case, an AC may be replaced if
the Admissions Office determines that a fresh approach to the education and recruitment of
qualified candidates in that Area is needed.

27

Blue and Gold Program Performance Criteria
(Criteria is observable, measurable)

Blue and Gold Officers
Category

Training

Criteria
1. Affiliates – attend BGO
Summer Training within two
years of designation. BGO
Affiliates who do not attend
training within two summer
training cycles will be made
inactive.
2. BGO – every five years after
initial training: BGOs who do
not attend refresher training
every five years may be made
inactive.
a. Refresher Training, or
b. BGO Summer Training
3. AC – Training during AC
Conference

28

Measures

1. Affiliates – Affiliation Date
(passed open book exam) / Date of
Initial Summer Training
2. Date of Summer Training / Date of
Last Training; Type of Last Training
3. Attendance at AC Biennial
Training

Category

Interviews

Student Notes

HIPAA and
Medical
Information

Criteria
1. Attempt to schedule an
interview within one week of
completion of 5 documents or
earlier for higher-level candidates
as appropriate.
2. Complete and submit the BGIS
interview within seven days after
the interview is conducted.
3. Interview narrative MUST
include comments on:
a. Interest and Motivation
b. Leadership Potential
c. Responsibility
d. Organizational Skills
e. Physical Fitness
f. Oral Communication
g. Hardships, if they exist
4. Use Top 5% rating sparingly,
and all Top 5% must be approved
by the AC before submittal.
5. All Not Recommended
recommendations must be
approved by the AC unless the
evaluation is used for nonresponsiveness by the candidate
and in order to close out the
candidate file.
Document all contacts with
applicants and candidates using
Student Notes, including the date
an interview has been scheduled.
Medical information or status
should never influence a BGO
for interview purposes. BGOs
should conduct the interview
regardless of Medical status.
BGOs must NOT discuss
specific health issues.
Encourage the candidate to
contact DoDMERB and/or
USNA Admissions Medical
Representative

29

Measures

1. Appear on Delinquent Interview
list
2. Exceptions to seven days
submission documented in Student
Notes (i.e. candidates attending
college)
3. Six sections sufficiently covered in
narrative
4. Narrative supports Top 5 % rating

Entries in Student Notes on ALL
contacts with/about candidates and
applicants (Contact & Counsel.)

Conform with USNA directives

Category

Participation on
Congressional
Nomination
Committee

Information on
assigned schools

College/career
nights

Criteria
Must inform and receive
permission from the Area
Coordinator before
Congressional panel
participation.
The Dean of Admissions has
provided specific guidance on
BGO participation on
Congressional Nomination
Committees and it is posted on
Blackboard. Additionally,
Refresher Training material has
amplified the guidance and states
BGOs may not participate in a
Congressional selection process
in any situation in which a
conflict of interest may
potentially exist. These include,
but are not limited to a candidate
who has been interviewed by the
BGO on the nomination panel, a
relative of the BGO, a personal
relationship with the candidate or
candidate’s family assigned to
the current admission cycle.
Update the Point of Contact
information in BGIS, when
necessary. BGOs should reach
out to their assigned schools, at
least annually, via email,
telephone, letter or a personal
visit, to introduce themselves.
1. Participate, as directed, by the
AC or from invitations to the
BGO
2. Complete the After Action
Report (format to be found on
Blackboard on the Forms and
Briefings page of BGIS)

30

Measures

Annual notification to the Office of
Admissions

Annual update

1. Response to request for support
2. File After Action Report with
copies to AC, Regional Director, and
BGO Liaison Officer

Category

OPINFO

BGIS

Communicate with
assigned applicants
and candidates

Criteria

Measures

1. Support Midshipmen assigned
by Strategic Outreach
2. Organize activities with
individual Midshipmen assigned
to BGOs

1. Response to request for support
from AC
2. Number and type of activities
scheduled and completed (at least five
events)
3. File After Action Report with
copies to AC and the Strategic
Outreach Department

Visit at least weekly and check:
1. Status of candidates
2. BGIS Bulletins and other
update information
1. Minimum contact monthly
from May to May
2. Document contacts in Students
Notes

1. Contact documented in Student
Notes
2. Read and respond to AC regarding
BGIS Bulletins, as necessary
1. & 2. Documented in Student Notes

Area Coordinators
High School
Assignments

All high schools assigned to a
BGO

ACs will assign schools to BGOs.

Assign
Responsibilities

All BGOs must be assigned high
schools or specific program
support responsibilities

All BGOs assigned

Train BGOs

Screen BGO
Applications

Diversity

Train all BGOs on the
performance and criteria for
BGOs
1. Interview all BGO applicants,
in person if possible, to
determine suitability and
eligibility
2. Ensure all applicants are aware
of the requirement for initial
Summer Training at the
Academy within two years.
Recruit and retain a diverse
group of BGOs

31

Hub Training and other
communication to all BGOs in the
Area
1. & 2. Interview and make
recommendations to BGO Liaison
Officer including affirmation that the
potential Affiliate is aware of the twoyear training requirement
Document new recruits. Description
of Diversity Recruitment initiatives in
Annual AC Assessment

Category

Assess Performance
of BGOs

Removal of BGOs

Interviews

OPINFO

Training

Deputy AC

Criteria
1. Annually assess the
performance of all BGOs and
review the performance with the
BGOs
2. Counsel BGOs who do not
meet the expectations for
performance
3. Maintain notes of the
assessments and counseling and
submit to CGO.
Recommend removal of BGOs
who do not meet performance
expectations
1. Monitor the submission of
interviews to ensure BGOs are
not delinquent
2. Use “Top 5%” rating sparingly
to highlight top candidates in
each Area.
3. AC review narrative for
"Top 5 %" and “Not
Recommended” before
submission.
1. Oversee the organization of
activities for individual
Midshipmen
2. Ensure After Action Reports
are completed by Midshipmen.
1. Ensure all BGOs are current in
training requirements.
2. Schedule information
programs/HUB Training every
24 months
3. Ensure Affiliates attend BGO
Summer Training within two
years after designation
1. Assign (no more than two per
area)
2. Ensure Deputy has same BGIS
access as AC

32

Measures

1. Compare BGO Annual Self
Assessments with Metrics [see above]
2. & 3. Documentation of counseling
and report in Annual AC Assessment

Provide detailed documentation of
unacceptable performance in
accordance with BGO Metrics and
counseling
1. Number of delinquent Interview
Reports in the Area
2. Manage the number of "Top 5%"
ratings in Area
3. 100 % review of "Top 5%" and
“Not Recommended” ratings

1. All OPINFO participants assigned
to a BGO and activities scheduled
2. 100% AAR submitted

1. 100% for current training
2. 24 month cycle
3. 100% of the Affiliates

1. Designation of Deputy on file with
CGO
2. Deputy has equal BGIS access

Category

Review New Class

Notification of
intent to leave
NAIP

AC Reports

Interaction with
ACSC Regional
Reps

AC Training

Criteria
Within one week of the new class
information provided in BGIS,
ACs must carefully review the
candidates and applicants
assigned. Insure re-applicants are
assigned a new BGO. If a
candidate/applicant is assigned
from a high school outside of the
Area, CGO should be contacted
to arrange for the candidate to be
assigned to the appropriate Area.
1. Notify CGO when a BGO
expresses the intent to leave the
program. If a BGO intends to
relocate to another Area and
wishes to continue in the
program, the AC must make a
recommendation to accept or
deny the request of the BGO.
2. Request Certificate of
Appreciation sent to departing
BGO.
1. Annual Area Assessment,
including annual review of
BGOs' performance
(include distribution to BGO
Liaison Officer and Regional
Director)
2. Annual Awards
Recommendations
1.Maintain 2-way
communication with the ACSC
Regional Reps. – passing Area’s
NAIP “best practices” and
BGO’s suggestions, ideas and
concerns to the ACSC members;
responding to requests for
information/ response from the
ACSC; disseminating
information, “best practices” and
messages from
2. Respond to ACSC requests
for information/input
Attend biennial AC Training
33

Measures

Review and make recommendations
for mis-assigned candidates within
ten days of the list of candidates for
the new cycle uploaded to BGIS.
Be alert when new candidates are
assigned.

1. & 2. Notify BGO Liaison Officer.
ACs are encouraged to make AC-toAC contact to smooth the transition.

1. & 2. Submission to BGO Liaison
Officer by 1 June

1.BGOs in the Area are informed of
ACSC actions/projects; ACSC is
aware of BGOs needs and suggestions
2.Response normally within one
week, or within the ACSC’s
established timeline

Attendance at AC Training

Blue and Gold Program Performance Guidance for all BGOs
(Guidance as presented is subjective. This guidance may offer additional perspectives for
BGO Award recommendations.)
Criteria

Expectation

Appearance

Look sharp! The BGO should be physically fit and wear the
uniform if on active duty or in the reserves. If not in the military
or retired from the military business casual is mandatory. If
retired, the BGO may wear the uniform if they meet current
uniform and grooming standards of the service they served.

Current knowledge of
USNA and Admissions
Process

Maintaining awareness of major changes in the admissions
process through BGIS and training requirements. Also maintain
awareness of major changes in the Brigade and Midshipmen life.

Support Mission of
USNA and NAIP

BGOs must support the missions of the Naval Academy and the
Naval Academy Information Program and have a working
familiarity of the admissions process and the life of a
Midshipman. The mission clearly states “To develop Midshipmen
morally, mentally and physically, and to imbue them with the
highest ideals of duty, honor and loyalty....” Such a clear message
is an essential point of understanding for any counselor or
candidate to grasp fully the Academy experience and opportunity.

Follow Chain of
Command

Chain of Command – All BGOs are expected to follow the chain
of command for all NAIP business. A BGO’s first contact is the
Area Coordinator. Direct correspondence with senior military
officials, Naval Academy officials, or Congressional staff
members on behalf of a candidate is not authorized.

Professional and Ethical
Behavior

The Naval Academy places the highest emphasis on modeling
ethical behavior. That modeling begins with the INITIAL contact
with an interested student, parents, and schools. Blue and Gold
Officers are selected to represent the interests of the Naval
Academy, the Naval Service, and the United States in all
interactions as an official Academy representative, and those
interactions must be marked by “. . . . the nicest sense of personal
honor.”

34

Criteria

Expectation

Conflict of Interest

BGOs are never authorized to be assigned to submit an interview
for a candidate who is a member of their family or where there are
personal relationships with the candidate or family that may be
perceived as unduly familiar. In the event that a BGO has a
family member applying, they will notify their Area Coordinator
and ensure that the candidate is reassigned. Parents of current
candidates shall not participate in congressional committees that
will consider a nomination for the candidate.
BGOs should avoid any situation that may result in personal gain
either tangible or intangible. The avoidance should include actual
situations or the appearance of gain.
BGOs shall never attempt to influence Congressional or
Senatorial Staff’s nomination decisions, but may serve as a
nomination board member, when requested by the Congressional
Office and approved by the Area Coordinator.

Market and Represent
USNA

Promote the Naval Academy as a top tier university. It is expected
that all BGOs take a proactive approach to spreading the word
about the opportunities available at the Naval Academy in their
communities. Relying on the Naval Academy’s reputation is not
enough to attract the best and brightest from around the country
and there continues to be congressional districts that are
underrepresented in the Brigade.
Strategic Outreach is pursuing many different initiatives, and you
may be asked to support these efforts in your area. However, to
effectively market USNA throughout the country we need all
BGOs to work hard in this area. This starts with all BGOs
building and maintaining effective relationships with the officials
at their assigned schools, but may also include BGO-led
admissions events, support of local college fairs, use of local
publications, social media, and networking within the community.
Strategic Outreach and the Regional team will lead efforts with
formal Admissions Forums, Educator Forums, mini-OPINFO
opportunities, Science Technology Engineering and Math
(STEM) events, and others. The AC should also promote Navy
sports and /or music groups performances in the Area. Advanced
notice should be provided to the AC.
BGOs and ACs are often regarded as experts on the Naval
Academy and may be asked for opinions or statements on news
and/or controversial issues. They shall defer to the Naval
Academy Public Affairs Office and refrain from making
comments.

35

Criteria

Expectation

BGOs that establish
liaison with the offices of
their U.S.
Representatives and
Senators

Offers of help and positive suggestions for improving the
selection process are almost always welcome. However, BGOs
should never attempt to influence the Congressional or Senatorial
staff’s nomination processes decisions in any way. BGOs are
invited to participate and should be constantly aware of the status
of being guests.
ACs should identify themselves as a resource to all of the service
academy liaison staffs in each of their congressional and
senatorial offices. In some cases BGOs or ACs may be asked to
serve on congressional/senatorial service academy nomination
selection boards. BGOs must request and be granted permission
by their AC in order to participate on a nomination board.
The NAIP must aggressively recruit for incoming classes that will
achieve the Navy’s goals of an officer corps with more diverse
backgrounds.

Assist in Diversity
Recruiting

Mentoring

“Diversity is all the different characteristics and attributes of the
DoD’s Total Force, which are consistent with our core values,
integral to overall readiness and mission accomplishment, and
reflective of the nation we serve.” DOD Diversity and Inclusion
Strategic Plan 2012
Diversity is broadly defined beyond the traditional perception of
race and gender to include first generation college, non-English
speaking households, etc. A companion goal is attracting
candidates with a technical interest to ensure that graduates are
prepared to lead in a very technical environment. The AC is
critical to this effort and should make every effort to ensure that
the area has enough BGOs to not only to cover the geographic
area but also represents the demographic profile of the applicant
pool.
All BGOs will be given the opportunity to mentor young men and
women towards a career in our armed forces. The overall goal is
to commission the best and brightest each year, regardless of
commissioning source. Always be open to counseling and
encouraging candidates to seek out alternate opportunities, such
as NROTC and other service academies. Mentoring may possibly
start as early as the seventh grade for STEM activities.

36

Criteria

BGO Interview

Expectation
The interview shall be conducted and submitted prior to the
candidate completing the application. The Academy cannot
afford to hold records from the Admissions Board's review
because of a missing interview. It is the Admissions Board’s
responsibility to determine if a candidate is competitive for
admissions, not the BGO. Interviews should not be based solely
on SAT scores or academics; they are just one part of the whole
person assessment. Sample interview questions and interview
write-ups are provided in this Handbook and on Blackboard.

37

Criteria

Expectation
"Top 5%." This ranking should be used sparingly by every
BGO. Each Area Coordinator must monitor the number of
"Top 5%" rankings being assigned in their area. It is
extremely important that the written portion of the BGO
Interview be detailed and in the correct format in accordance
with the BGO Handbook. Failure to justify the "Top 5%"
ranking in the narrative can detract from the Candidate’s
chances of earning an offer of appointment. The AC should
review the Interview before it is submitted to ensure that the
write-up justifies the grades of the behavioral traits.

Ranking of Candidates
Based on Interview

Not Recommended. A number of candidates each year will submit
a Preliminary Application and then become unresponsive to all
correspondence from USNA and BGOs. In the event that a BGO
attempts to contact a candidate three times, documenting every
attempt in Student Notes, via phone/email without any response
from the candidate, the BGO should submit a “Not Recommended”
interview explaining the attempted contacts. BGOs are cautioned
that email addresses are often changed and telephone calls should
be used when no response is received from emails. If the candidate
re-engages, the BGO can submit a new interview to replace the
"Not Recommended" overall evaluation.
Not Recommended ratings may be assigned for reasons other than
failure to respond to BGOs. All ratings must be supported by
narratives.
Withdrawn. If a candidate, not the parent, indicates that they are
no longer interested in applying to USNA, the BGO should request
that the candidate officially notify the Candidate Guidance Office
via the Candidate Information System. The BGO should also
submit an interview of Withdrawn, providing the reason for the
candidate’s withdrawal. If the candidate re-engages with his or her
application the BGO can submit a new interview to replace the
Withdrawn ranking.

Encourage applicants to
take/retake the SAT/ACT

Actively encourage candidates to take SAT/ACT tests early and
often. Graded tests along with correct answers can be obtained from
the testing agency for a small fee to enable self-critique by the
candidate. The last SAT/ACT administered prior to the 31 January
deadline is the latest test a candidate may take to be included in
their application.

38

Criteria

Expectation

Seek opportunities for
favorable publicity for
USNA

Interaction with community leaders can be helpful in developing
applicant referrals and promoting interest in, and support for, the
Naval Academy. Close contact with high school officials and
educators is also beneficial for arranging Centers of Influence
Visits to the Academy and for generating contacts from the schools
assigned. In some Areas it may be necessary for BGOs to contact
media with regard to candidate, appointee, and Midshipman news.
Presentations at Boys’ State and Girls’ State can generate interest
in these top students. The Naval Academy Public Affairs Office
can assist with this type of local coverage.

Develop rapport with
principals and counselors
in assigned schools

The BGO assigned to school/counselor/candidate liaison duties is
expected to perform those duties in such a way as to make the most
positive impression of the U.S. Naval Academy and the Naval
Service. Affecting this positive impression means presenting a
sharp, business-like appearance. The BGO shall visit the Guidance
Departments of the schools assigned to them. The BGO will
schedule information sessions at schools and participate in college
fairs. The BGO should participate in awards and recognition
ceremonies for those candidates successful in receiving and
accepting offers of appointment to the Academy.

Liaison with Navy
Recruiting Command

BGOs, especially Area Coordinators, are encouraged to establish
liaison with the Officer Programs Officer (OPO) at the Naval
Recruiting Districts and the Marine Corps Recruiting office in the
area. If there is not a District Office in the area, contact with the
local recruiting stations can prove beneficial in terms of support.
Students should be encouraged to apply for NROTC or NROTC
Marine Option. [NOTE: A BGO Interview requires a notation for
application to NROTC.] The goal should be to become a
commissioned officer in the Navy or Marine Corps regardless of
commissioning source.

OPINFO

Special emphasis should be given to schools with “under
representation” in the Brigade.
Midshipmen should be scheduled to participate in as many events
as possible throughout each day. ACs and BGOs are encouraged
to seek out a variety of opportunities for Midshipmen participation.

Contact with local USNA
Parents Clubs and
Alumni Chapters

BGO involvement with the local Parents Clubs and Alumni
Chapters has a significant impact on our candidate and BGO
recruiting efforts and is strongly encouraged.

39

Criteria

Expectation

Refresher Training

Refresher Training opportunities, when available, should be
presented to all BGOs every two years. The training opportunity
may be in an adjacent Area. ACs should notify the ACs in
contiguous areas of planned training activities. Refresher Training
is coordinated by the AC and BGO Liaison Officer and supported
by the ACSC Regional Representatives.

College Fairs

Support opportunities to represent the Naval Academy during
college/career fairs as appropriate. When funding is not available
it may be possible to share a table with NROTC representatives.

Membership in USNA
Alumni Association

All BGOs are eligible to join the USNA Alumni Association as an
Associate Member. Membership is not mandatory, but encouraged
as it will provide additional access to information and support about
the Naval Academy and its Alumni.

HIPAA and Medical
Issues

The passage of Health Insurance Portability and Accountability
Act, (HIPAA) demands that BGOs handle the medical concerns of
USNA candidates with the appropriate discretion and
professionalism. In this effort to streamline the process and protect
our BGOs from conflicts and potential legal action, CGO directs
that all BGOs and ACs refrain from involvement with medical
waivers and requests. DODMERB communications provide
specific guidance to the candidate. Any medical information which
is requested or might help with the decision on the waiver should
be sent directly to DODMERB and the USNA Admissions Medical
Department. Candidates who are competitive for an Offer of
Appointment will automatically be reviewed for a medical waiver.

Reapplication for
Admission

Candidates applying for the second or third time shall be assigned
a different BGO than the previous cycle. This will allow the
Admissions Board to get a “different look” at the candidate.

40

Training
In order to provide BGOs with in-depth and current information about the admissions process, the
CGO conducts the following formal training sessions:
1. Initial Summer Training. Primarily designed for NAIAs to provide in-depth training on the
Naval Academy, the Office of Admissions operations and the BGO role in the admissions process.
NAIOs who have not been to training for five years may attend this training as well to meet their
Refresher Training requirement. Normally, two one-week training sessions and one weekend
training are conducted each July at the Naval Academy. Affiliates are required to attend the Initial
Summer Training within two years of entering the program or they will be made inactive until
Initial Summer Training is completed. Similarly, NAIOs who do not complete their five year
Refresher Training may be made inactive.
2. Refresher Training. The purpose of Refresher Training is to provide local formal training for
BGOs. It is structured to conform to the immediate needs of BGOs. The goals of Refresher
Training are:
a. To provide refresher training for BGOs who need to update their formal training status.
b. To familiarize all BGOs with current policy issues relevant to the Naval Academy and
the Navy.
Refresher Training is initiated through a dialogue between the Area Coordinator and the BGO
Liaison Officer. Because members of the Office of Admissions staff perform Refresher training,
it is more cost effective to identify dates that precede or follow major events that the admissions
staff will be attending in an area (USNA Admissions Forums, major college fairs, service academy
events, or Congressional Academy Days). The Area Coordinator, BGO Liaison Officer, and
Regional Admissions Counselors coordinate Refresher Training.
Refresher training is designed for maximum training at a minimum of cost and time. One of the
best ways to accomplish an Area's Refresher Training is to find a military facility that is centrally
located (within a few hours' driving distance for BGOs attending) and has meeting facilities.
Refresher Training also comes in the form of an online option being held through a Webinar
platform. The purpose of the Webinar is to provide an option of regular training times for BGOs,
especially those who are outside of a reasonable driving distance from a local Refresher Training
event, at a minimum cost for the Admissions Office. Webinar sign up is initiated by following the
Webinar instructions posted in Blackboard.
3. Blackboard. Blackboard is an online tool which assists in providing information, briefs and
training to all BGOs and ACs.
4. Informal Training Sessions. In addition to formal training conducted by Office of Admissions
personnel, ACs are encouraged to conduct meetings with their BGOs to discuss current issues and
provide updates on changes in policies and procedures. This is an opportunity for the BGOs in an
Area to meet each other and learn new ways of accomplishing their mission i.e. sharing "Best

41

Practices." Attendance at such a meeting does not qualify as formal training for upgrading or
refresher purposes. Invitations to participate should be extended to FACs, if applicable.

42

CHAPTER III - BLUE AND GOLD INFORMATION SYSTEM (BGIS)
The Privacy Act prohibits the release of the all BGIS information.
The Blue and Gold Information System (BGIS) is the Office of Admissions web interface with
Blue and Gold Officers. The CGO uses AIS and BGOs use BGIS. BGIS is fed data directly from
AIS. BGIS is used by BGOs to track candidates’ statuses and reports the results of completed
Interview Reports by the same means.
Because BGOs and ACs have access to the current admissions status of candidates in BGIS, they
can usually answer most candidate questions and help with many admissions issues.
All users must maintain the security of their BGIS accounts and the information contained therein.
They may not disclose information about other applicants to candidates or to outsiders. If the
password of a user is compromised, the password must be changed immediately.
All users are expected to access the BGIS on a weekly basis.
Accessing BGIS
• Log onto the BGIS at the following web address: http://www.usna.edu/Admissions/
• When the site comes up, select the “Blue and Gold Officers (BGIS)” button on the lower left side
of the page.
• The user will be prompted to enter a Username and Password.
Your login name will always be the first four letters of your last name followed by your BGO area
number. Your initial password will be sent via a time-limited link to your email. Once you are
logged into BGIS you will be able to change your password. BGOs will be required to periodically
change passwords to conform to DOD guidance.
Home Page
Once you have logged into BGIS you will be presented with hyperlinks to the following parts of
BGIS:
• BGO/AC Bulletins [date]
• Student Summary
• School Assignments
• BGO Summary
• Forms and Briefings
• Help/Instructions
• Reserve NAIP
• Contact CGO
• Select Student
• Select School
• BGO Mailing List (AC Only)
• Change Password

43

When a system question arises, please reference the Help section of BGIS. It contains sectionspecific information that will likely answer the majority of all questions.
Section Descriptions
The following are brief descriptions on what can be found in each BGIS section. For detailed
information on how to best utilize these sections, please review the on-line help by clicking the
HELP link at the top of each page.
BGO / AC Bulletins [date of last bulletin]
Provides news and updates concerning the admissions process, candidate cycle, and BGO
affiliation. This should be accessed at least weekly and is the main forum for communication from
CGO to the BGO community.
Student Summary
Provides a comprehensive view of all students assigned to a BGO. Clicking on a student name
brings up the Student Information Detail page which contains links to submit Interviews Reports
and notes on candidates and Contact and Counsel applicants. See the Code and Glossary section
in BGIS for a key to the abbreviations used. The Student Summary page for ACs lists all of the
candidates and applicants in their respective Area.
School Assignments
Provides a comprehensive view of all high schools assigned to a BGO and allows for the tracking
of school Points of Contacts. The AC has a list of all of the schools in their respective Area.
BGO Summary
Displays, BGO contact information, number of candidates assigned to each BGO, number of
interviews completed and number of schools assigned. Clicking on the BGO name brings up the
BGO Information/Detail page. This page allows the BGO to edit personal data. This is also the
contact information that each candidate will see in the Candidate Information System and use to
contact you, so it is vital that the information is correct.
Forms and Briefings
Provides a link to Blackboard to access downloadable forms, briefings and documents for BGOs
and ACs to include Class Profiles, BGO Handbook, Summer Training Application, HUB Training
PowerPoint brief and Points of Contact. This page provides very valuable information and should
be reviewed on an annual basis.
Help/Instructions
Provides links that describe all necessary information required to effectively utilize BGIS.
Reserve NAIP
Provides comprehensive Reserve NAIP Guidance, instructions, forms and links to helpful reserve
sites.
Contact CGO
Provides phone and e-mail contact information for the Candidate Guidance Office.
44

Select Student
Provides the BGO the opportunity to quickly find an assigned student using an alphabetical drop
down list.
Mailing List (AC Only)
Displays the Area BGO mailing list for the Area Coordinator.
Change Password
Allows the BGO to change his/her BGIS password.
Student Notes Section
This Section should be used to track all contacts made with each candidate and applicant (CC).
Use this section of BGIS to document initial contact, contact attempts and failures, date of
scheduled interview, etc. CGO and ACs refers to this section if an interview is missing and the rest
of the candidate package is complete. The use of this section is of great use to the CGO and ACs
and is highly underused by most BGOs.
You can only input candidate data into the Candidate Interview Form and the Student
Notes. Both of these forms can be accessed from the Student Summary page or on the Student
Information Detail page.
Candidate Information System (CIS)
CIS is used by candidates to complete and track the status of their application. Please advise
candidates to check the CIS site at least weekly in order to manage their own application status.
The CIS is the only avenue for submitting online application materials:
www.usna.edu/candidateinformation . It can also be accessed through a link on the Naval
Academy Admissions website: www.usna.edu/Admissions.
To log in to CIS a candidate must use the username and password provided in the official candidate
letter.
CIS also has a link to DoDMERB's website: https://DoDMERB.tricare.osd.mil/ at which
candidates can log in for information on their medical exam results. The DoDMERB website has
downloadable medical examination forms, copies of the instructions they send candidates about
how to rebut disqualifications or seek waivers, and other useful information.
BGOs do not have access to the Candidate Information System.

45

CHAPTER IV - PROSPECTING FOR CANDIDATES
The Need
It is necessary to have a deep and diverse talent pool of candidates to meet the needs of the Naval
Academy and ultimately the Naval Service after graduation.
Sources of Applicants
There are many sources that the Office of Admissions uses for recruiting prospective applicants.
Those which can be used by BGOs for finding prospective candidates are listed below.
-

Relatives and friends of Midshipmen at the Naval Academy
Naval Academy alumni and interested individuals
Naval Academy Summer Seminar applicants
STEM applicants
OPINFO Midshipmen contact
Service Academies Information/Congressional Academy Days
Boys and Girls State
Boy/Girl Scouts
High School Guidance Counselors
NJROTC/MCJROTC units
Naval Academy Parents' Clubs
Naval Academy Glee Club and Drum and Bugle Corps appearances
Away Naval Academy sporting events, especially the Army-Navy football game
Navy and Marine Corps Recruiting Commands (events include Fleet Week, Navy Week,
and Air Shows)
Applicants from the Fleet
Community Influencers
Name Buys

Contacting Schools
Much time should be devoted to counseling high school students and working with high school
educators. The following guidelines may be helpful:
1. Develop working relationships with school principals, faculty, and guidance counselors.
2. Always go through a guidance counselor or principal before visiting a school. Stop by the
principal's office upon first arriving at a school. This is common courtesy.
3. Make it clear that you are an admissions representative of the Naval Academy and not a
Navy recruiter.
4. Explain to counselors the quality of individuals the Naval Academy is seeking.
5. Wear appropriate business attire or military uniform.

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6. Ensure interested students and guidance counselors know how to contact you.
7. Seek out creative opportunities to market USNA (JROTC competitions, Robotics Club events,
etc.)
School Programs
High School College/Career Nights: Most high schools host a college or career night during the
academic year. The purpose of this event is to have representatives of various colleges available
to discuss their school and its admission requirements with the students. Some schools will allow
the college's representative to provide a short presentation. The presentation should briefly explain
the nomination procedures and admission requirements, the curriculum, the whole-person
evaluation process, and the challenges and career opportunities offered by the Navy and Marine
Corps following graduation. Encourage students to sign up for information at the Naval Academy's
Admissions website, (www.usna.edu/Admissions). Obtain the names and addresses of the students
who attended the presentation, by the use of contact cards, as these are individuals who are
prospective applicants.
Other School Programs: Many high schools, especially those with a technical focus, will hold
other events where the attendance of a BGO may prove beneficial. These may include JROTC
competitions or Technology/Robotics Club events.
In certain instances, a registration fee may be required for participation in a college fair or career
night. If this is the case, contact your AC, before the event, with the information on the event and
the cost. The Candidate Guidance Office must approve funds prior to payment of the fee. Once
approved, the Office of Admissions will reimburse the BGO.
BGOs should contact the point of contact for the college fair and ask that the registration fee be
waived since the Naval Academy is a not for profit institution who graduates go on to serve our
country. This practice has been very successful in some Areas.

Congressional Programs
U.S. Senators and Representatives take an active role in the nomination process for the service
academies. Occasionally a Senator or Representative will sponsor an "Academy Day," where
representatives of the service academies will speak before a group of interested prospective
applicants. Those representatives may be Midshipmen and cadets, BGOs, USMA/USAFA/
USMMA Liaison Officers, and occasionally representatives from an academy (e.g. a Regional
Director or Regional Admissions Counselor from the Candidate Guidance Office). Such functions
permit the students to learn about each academy's mission and way of life, ask questions, and
perhaps make a college choice. If you hear of a Congressional event please ensure the Area
Coordinator and the Office of Admissions knows about it so the appropriate support can be
provided, if available. Congressional programs are run by individual congressional offices; not by
the Office of Admissions.

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Boys/Girls State
As a nationwide organization, the American Legion annually sponsors a Boys/Girls State program
in all 50 states where outstanding high school seniors participate in a simulated government. This
is an outstanding recruiting source for prospective applicants. Boys/Girls State is not run by the
Office of Admissions.
USNA Parents Clubs and Alumni Chapters
The Naval Academy Alumni Association Chapters and Parents Clubs throughout the U.S. are very
important to the admissions programs, providing outstanding assistance in outreach efforts and can
provide a tremendous amount of synergy to admissions efforts. Make a point to contact these
groups and introduce yourself as a Blue and Gold Officer. Become a member if invited. If a Parents
Club or Alumni Chapter has not been established in your Area and you desire to form one, contact
the Naval Academy Alumni Association at www.usna.com.
Fleet Applicants
The Naval Academy actively fosters the admission of qualified enlisted service members. Navy
and Marine Corps active duty and Reserve members apply for appointment to the Naval Academy
via their Commanding Officer. BGOs who are contacted by enlisted members should refer them
to OPNAV Instruction 1420.1, Marine Corps Order 1530.11, or the Fleet and NAPS Regional
Director in the Candidate Guidance Office. The process for applying is found in those directives.
The directives are available in unit administrative offices and on the worldwide web. (Using a
search engine, search for "US Navy Directives" or "Marine Corps Directives.") The Fleet and
NAPS Regional Director in the Candidate Guidance Office can assist Command Career
Counselors as well as applicants with their questions.

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CHAPTER V – STRATEGIC OUTREACH
Overview
The goal of Strategic Outreach is to develop a deep, competitive applicant pool long before the
admissions cycle begins. This is done by providing specialized programs, engagement
opportunities, and communications for both prospects (potential candidates not yet eligible to
apply to the Academy) and candidates as early as middle school. By effectively canvassing the
entire United States and its territories through events and programs, exposure to the Naval
Academy has considerably increased among college bound students. It is the philosophy of
Strategic Outreach that early outreach can ultimately create candidate pools in which the
Admissions staff can assemble a class that meets and exceeds the expectations of the Navy and
Marine Corps at every level. That philosophy comprises includes the following facets:
1. Reach out to underrepresented Congressional Districts
Starting with congressional districts that nominate few, if any, students to USNA, Strategic
Outreach targets these areas to increase awareness of USNA. This approach manages precious
manpower and resources while ensuring the entire nation is represented in the competitive
application process.
2. Reach out to underserved groups.
The Strategic focus of the Navy Leadership is to be representative of all of America,
including females and students of diverse cultural heritages. The enlisted force is well represented,
but continued effort is required to improve representation in the officer corps. Awareness of
USNA and the opportunity to become an officer along with competition from top-tier schools are
seen is issues that need to be overcome.
3. Pique the interest of quality STEM students
The Chief of Naval Personnel (CNP) mandated that 65% of each Naval Academy
graduating class commissioning into the Navy be technical majors. To aid USNA in answering
that call, the Office of Admissions has developed Science, Technology, Engineering, and
Mathematics (STEM) based outreach programs designed to attract STEM interested prospects to
USNA. As the nationwide call for STEM professionals grows, so does the interest in all of the
associated outreach programs. These USNA STEM based programs have become enticing to
virtually every school system in the country.
Outreach Approach
Analyzing the number of nominations received from congressional offices from year to year
provides a useful tool in determining marketing targets for the coming year. Based on a criteria
set by the Dean of Admissions, congressional districts with low numbers of nominations are logged
and targeted for the upcoming admissions cycle. This targeting method maximizes precious
manpower and resources by focusing efforts in the geographic areas of the greatest need. This
also ensures that a level of nationwide exposure to USNA is efficiently achieved. Subjecting all
outreach programs to this approach creates a strategy that forces integration and yields a strong
“return on investment” within each one.
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Expanding recruiting efforts beyond just juniors and seniors in high school to middle school
students creates lasting first impressions to promising prospects. These prospects are added to the
Office of Admissions database and are communicated with periodically. This communication will
grow to invitations to admissions events. This long-term communication leads to a strong sense
of familiarity with USNA, along with developing a certain “brand loyalty.” This, coupled with
the previously described under-represented congressional district targeting creates a dynamic,
aggressive approach to outreach. Consequently, a deeper, talented, and more competitive
applicant pool is created. The resultant pool represents students from all walks of life, uniformly
distributed throughout the United States and its territories.
Outreach efforts are then directed at Congress and the community (organizations and corporations)
specifically to create a sense of ownership among stakeholders. Since members of the U.S. Senate
and the U.S. House of Representatives have an obligation to nominate students to service
academies, it becomes a priority to educate elected officials and staffers about the opportunities
presented by USNA. Community leaders of all levels of influence are often approached by USNA
staff to partner in efforts promoting STEM and/or leadership.
The following chart illustrates this approach:

Basic Approach:
Target Under-represented Areas
Outreach Efforts

USNA Specialized
Programs
(Summer Seminar &
STEM)

Contact Pool
Applicant Pool
Candidate Pool
Highly Qualified │Technically Oriented │ Diverse

Select 7th-12th Grade Targets + Outreach = Expanded Selection Pool

Process and Flow
7th – 10th grade. These students are considered prospects. The Office of Admissions seeks to
excite and introduce these students to USNA very early. Admissions Forums, STEM programs,
and sports camps provide the main platforms for middle school and early high school students.
Personalized, consistent communication to students also develops early relationships with
prospects. As a result, the Office of Admissions will be able to identify and target a high-quality
candidate long before he or she has officially become one. Prospect engagement is illustrated
below:
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11th – 12th grade. When students reach 11th grade, they can be looked upon as potential
candidates. During the 11th and 12th grades, prospect pools are scrutinized more closely, as they
are being developed into official candidates to USNA. A layered approach of human
communication and specialized programs provide the necessary attention to competitive
candidates to ensure they complete the application. As application completion rates rise, so does
the competitiveness of the incoming class, which guarantees quality selections by the Admissions
Board. Additionally, candidates become intimately familiar with USNA through Midshipmen,
officer, BGO, and staff interaction. These efforts increase yield rates and create the best possible
circumstance for applicants to make an informed decision as to whether USNA will be their college
of choice. Programs such as Naval Academy Summer Seminar (NASS), Admissions Forums,
Operation Information (OPINFO), College Week Live (CWL), and Candidate Visit Weekends
(CVW) dominate candidate engagement.

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Current and Planned Initiatives – “Programs with Purpose”
Following are the programs utilized to accomplish outreach goals:
Admissions Forums. Admissions Forums are large-scale events held by USNA in target cities
across the country. They are sometimes oriented around a Navy sporting event. Known candidates,
prospects, and contacts in the LEADS database in the Area are invited. The events focus on
providing quality information while infusing an element of entertainment. Forums are typically
held at prominent venues in the community. An admissions brief is given, various Midshipmen,
parents, admissions personnel, congressional staffers, and BGOs are available to answer questions
and share their experiences.
STEM Program (Science, Technology, Engineering and Mathematics Program). The
Summer STEM Program offers the opportunity for approximately 840 rising 9th through 11th grade
students to participate in a week long program focused on science, technology, engineering, and
mathematics. The students live in Bancroft Hall, eat in King Hall, and interact with Midshipmen
STEM assistants. Over the course of the program, Naval Academy professors lead the students in
hands-on projects using the Academy’s labs and equipment. The emphasis is on inspiring students
to pursue careers in engineering and science. However, because the experience takes place against
the backdrop of the Naval Academy, they also get early exposure to the opportunities available at
USNA.
Mini-STEM. Mini-STEM is a condensed version of the Summer STEM program occurring over
a 1-3 day period during the academic year. This program is offered to schools and selected students
in targeted areas across the country.
Remote Mini-STEM. Remote Mini-STEM programs are an extension of the Mini-STEM
program geared toward students located in communities whose location makes travel to the Naval
Academy for Mini-STEM impractical. The program most often takes place on a decommissioned
carrier or a science/technology center. Expansion of this program is ongoing.
Centers of Influence (COI). High school principals, guidance counselors, and other individuals
of influence from around the country are invited to USNA for a four-day seminar designed to
expose them to the Naval Academy. They learn about career opportunities, academics, athletics,
Midshipman life, and the admissions process. The end goal is to create a group of highly influential
people who are excited about the Academy from a firsthand experience and can share their
knowledge of USNA with students, teachers, and others in their community.
Family of Schools (FOS). This program involves USNA engaging with schools and organizations
around the country which have a high propensity for sending students to college following
graduation. These schools and organizations are often technically-oriented. In some instances, the
schools and organizations receive technical support for their curriculum and some are even invited
to visit and use our labs. This partnership is beneficial to both parties. The schools and
organizations gain enrichment to their curriculum, while the Academy gains exposure to
technically-oriented and high achieving students who have the potential to be great Midshipmen
and officers in the Navy and Marine Corps.
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College Fairs. The Office of Admissions participates in several national college fairs to include
partnerships with associations such as NACAC (National Association for College Admissions
Counseling) and NHCF (National Hispanic College Fair). Strategic Outreach selects which
national fairs the Office of Admissions will participate. Local college fairs are at the discretion of
the Area Coordinator and are encouraged, particularly if there is no cost.
The Blue and Gold Officer should notify the Administrator of the college fair that the Naval
Academy is a not for profit institution which offers full scholarships to Midshipmen who upon
graduating serve their country. As a result, request that the registration fee be waived. This
approach has been very successful in some Areas. If the fee will not be waived the BGO should
contact the AC who will request approval from the Candidate Guidance Office who will, if
approved, arrange for payment of the registration fee.
Operation Information (OPINFO). OPINFO allows Midshipmen to participate in USNA
recruiting efforts in and around their hometown before and after the Thanksgiving holiday and on
a smaller scale during Spring Break. Midshipmen conduct school visits, home candidate visits,
engage local media, and hold information sessions in their communities. The program has recently
been streamlined to focus on target areas as determined by the Strategic Outreach.
Mini-Operation Information (Mini-OPINFO).
Mini-OPINFO allows Midshipmen to
participate in recruiting efforts in and around their hometown during three-day weekends
throughout the academic year.
Candidate Engagement Program (CEP). The Candidate Engagement Program is designed to
identify highly qualified candidates early in the admission cycle. Through continuous interaction
with USNA during their senior year these identified candidates are encouraged to complete their
application. The goal of this outreach is to inspire these students to accept an offer of appointment,
if awarded, and to do so against competing institutions.
Naval Academy Summer Seminar (NASS). The United States Naval Academy Summer
Seminar program offers the opportunity for approximately 2,550 rising high school seniors to visit
the Naval Academy for one week during the month of June. Three sessions are offered. Students
experience all aspects of Midshipmen life including academics and athletics. Furthermore,
students are introduced to the Naval Academy’s honor concept. During NASS, students receive
an overview of Navy and Marine Corps career opportunities. Students who attend NASS have an
open application for admission. The application for NASS is also considered an initial application
for admission.
Candidate Visit Weekend (CVW). Candidate Visit Weekends allow juniors, seniors and selected
college applicants the opportunity to experience the Academy firsthand during the academic year.
For two days the students accompany Midshipmen to class, sports, meals and extracurricular
activities. The CVW gives the students another opportunity to experience USNA so that they can
make an informed decision should they be offered an appointment. Competitive candidates are
invited to attend CVW by the Office of Admissions.

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Congressional Academy Days: Many Members of Congress offer opportunities to learn more
about service academies through locally hosted events geared toward high school juniors and
seniors. USNA is normally represented at these events by a Midshipman from the Member’s
congressional district and a representative of the Office of Admissions, normally a BGO. Contact
to participate in a Congressional Academy Day will come from either your AC or Regional
Director for your state.
Results
Having dramatically increased efforts over recent years, programs organized by Strategic Outreach
have achieved compelling results. Since the establishment of the Department in January 2008,
applications have risen significantly. A larger applicant pool leads to higher quality incoming
classes. The correlation between systematic outreach and a strong admissions cycle seems
apparent. Strategic Outreach offers a fresh approach and philosophy regarding Navy recruiting
initiatives. Concentrating on nationwide, grass-roots exposure, the Office of Admissions has been
able to meet Navy objectives with an inclusive approach. The number of completed applications
are a byproduct of this strong, efficient recruiting and marketing operation.

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CHAPTER VI - ADVISING INTERESTED STUDENTS
Early Preparation - It is never too early to develop a student's interest in the Naval Academy.
Individuals identified early have the best opportunity to prepare fully for admission to the
Academy since they are aware of the characteristics sought in applicants. Initial preparation should
start in middle school. It is very important for a student to develop good study habits, and students
should pursue a college preparatory curriculum. In addition, a student should participate in both
athletic and non-athletic extracurricular activities and seek positions of leadership within them. In
summary, a prospective candidate should strive to be a well-rounded individual. The following
outline illustrates a general preparation sequence:
Middle School:
- Take Algebra
- Apply for the STEM Program when a rising freshman
- Attend a sports camp
Freshman and sophomore years:
- Develop solid study habits and start a challenging course load that will lead to:
o Completion of a technical curriculum
o Completion of calculus, chemistry and physics
o Completion of AP courses, if available
- Participate in athletic and non-athletic extra-curricular activities which lead to possible
leadership positions
- Attend a sports camp
- Apply for the STEM Program (January)
- Reach out to the local BGO
Junior year:
- Continue to develop solid study habits
- Continue challenging academic course load
- Participate in extra-curricular activities while striving for increased leadership positions
- Start preparing for college board tests
o Take the PSAT/NMQST
o Take SAT/ACT Prep courses
o Take the SAT and/or ACT (both recommended)
- Attend a sports camp
- Attend a Candidate Visit Weekend (CVW)
- Apply to Summer Seminar (January) OR Submit a Preliminary Application (April 1st)
- Apply for an NROTC Scholarship (January 1st)
- Apply for all eligible nominations in spring semester
- Reach out to the local BGO
Senior year:
- Continue to develop solid study habits and complete high school academic requirements
with a positive grade trend ((If possible, take college level classes)
- Seek leadership positions within extra-curricular activities and sports
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-

Take/retake SAT/ACT (both are recommended)
Complete applications to USNA and NROTC
Complete nomination packets by deadlines established by nomination sources. For most
Members of Congress, their deadlines are in September, October or November of the senior
year.

56

CHAPTER VII - APPLICANT COUNSELING
This chapter refers to applicants and prospective applicants who are not yet official
candidates.
The areas of advising and counseling suggested below are appropriate topics of discussion with
the applicants listed on your BGIS Student Summary who are coded “CC” (contact and counsel).
Suggested Areas of Advising and Counseling:
• Review the admissions process. Stress the three major areas of qualification for the Academy:
whole person qualified, physical aptitude, and medical.
• For a college applicant, academic performance in college is the strongest predictor of success at
the Naval Academy. Encourage students to take courses similar to those required of first-year and
second year midshipmen, such as calculus, chemistry, physics, English, and history. If they
validate a course, they should take the next logical course that a midshipmen would be expected
to take. They also must:
 Fill out a preliminary application to restart the admissions process.
 Apply for a nomination the year you re-apply.
 Consider re-taking the SAT/ACT
 Send in the college transcript as soon as it becomes available in January. College
candidates will not be reviewed until their first semester grades have been received.
 Write a new personal statement (do not use the same statement you used last year). It is
important that we see how they have grown since becoming a college student.
 Adhere to the following rules for the math and English letters of recommendation (this is
extremely important and failure to adhere to these rules will delay their application is
being reviewed):
o If the re-applicant/applicant is in their first year of college, they may use either
their senior year teacher or their college professor.
o If the re-applicant/applicant graduated from high school more than one year ago,
they need to use their college professor.
 For re-applicants, a new BGO shall be assigned by the Area Coordinator.
• Advise the student to go to the website (www.usna.edu/Admissions) to learn more about the steps
for admission and to submit the application.
• Explain that the CGO evaluates all information submitted on the Preliminary Application to
determine academic potential, prior to designating an applicant a candidate. Explain what this
means. Advise that Admissions needs class rank (estimated if actual unavailable) and College
Board test scores (SAT or ACT). If neither is received, or are low, CGO will advise applicants of
the need to improve academic performance to be designated as a candidate. Ensure the applicant
realizes that the purpose of this questionnaire is to provide an initial evaluation only. Review the
Class Profile of the last entering class with the applicant to provide information on the academic
achievement necessary to be competitive for appointment to USNA.

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• Explain how, to whom, and when to apply for nominations, i.e. in the spring of junior year. By
law, an applicant must receive an official nomination to be considered for an offer of appointment.
• Candidate Application and Whole-Person Evaluation. Completing the application assists the
Admissions Board in determining the whole person qualification. Once a student is designated as
a candidate they will be granted access to CIS so they may complete the application packet online.
The high school transcript must be mailed to the Office of Admissions from the student's school.
Items that make up the application:
1. SAT/ACT Test Results - All SATs/ACTs taken prior to the end of January of the candidate’s
senior year in high school will be accepted. It is the candidate’s responsibility to ensure official
test scores are sent directly to USNA in a timely manner. Encourage candidates to retake tests if
scores are not competitive. Explain that candidates are encouraged to take both the SAT and the
ACT as a way to achieve competitive advantage. Candidates and applicants are strongly
encouraged to take the SATs/ACTs as often as possible.
2. High School Transcript - To be competitive for admission, a student’s curriculum should include
four years of mathematics culminating with either pre-calculus or calculus, a minimum of two
years of science to include chemistry and physics with lab, four years of English, one year of US
History, one year of World or European History, and 2 years of a foreign language.
3. High School Teachers' Recommendations - Recommendations from both the math and English
teachers are required. They must be from the student’s junior or senior year math and English
teachers. Recommendations from other subject teachers will be accepted only with the approval
of the Director of Candidate Guidance and only for unusual circumstances.
4. Extracurricular Activities (ECA) - Important in evaluating leadership potential. Quality of
participation as opposed to quantity should be stressed. Athletics are important due to the
mandatory participation in them once at the Academy.
5. Personal Data Record - Requests personal information about the candidate and his or her parents.
Two important parts of this form include the Personal Statement, which must accompany the form,
and the disclosure of any citations, arrests, convictions, or fines.
6. Candidate Fitness Assessment (CFA) - A required physical fitness test that the candidate must
pass prior to receipt of an appointment. The CFA may only be administered by personnel
identified in the CFA instruction (state certified PE teacher, coach, BGO, or active duty officer.)
A single CFA may be used for all service academies and can be retaken.

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CHAPTER VIII – THE APPLICATION PROCESS AND CANDIDATE
CYCLE
The Application Process
Basic eligibility requirements for the Naval Academy:
• Be a U.S. citizen (except for limited quotas of international Midshipmen specifically
authorized by Congress) by July 1st of the year of admission
• Be at least 17 and not yet 23 years of age by July 1st of the year of admission
• Be unmarried, not pregnant, and have no incurred obligations of parenthood
• Be of excellent moral character
A Preliminary Application is the only form an individual needs to submit to start the application
process. Applicants should not submit supporting documents with the Preliminary Application.
This form is available online at www.usna.edu/Admissions. An application for Summer Seminar
is considered a preliminary application.
The Candidate Cycle
Applicants must submit their Preliminary Application no later than 31 December, and complete
their application no later than 31 January. Each Preliminary Application is entered into the
Admissions Information System (AIS). From this point, one of four things may happen based on
the initial academic information submitted by the applicant.
1. If the applicant provides sufficient academic information, he/she is designated a candidate and
mailed the official candidate letter which contains a user name and password to access the
Candidate Information System (CIS). This letter informs an applicant that he/she is an official
candidate. He/she is assigned a candidate number and the BGO interview status will be an "I"
for interview. At this time the candidate can fill out the online application on the CIS
(instructions are given to the candidate via the notification letter).
NOTE: AN APPLICANT CAN BECOME A CANDIDATE AT THE DISCRETION OF AN
ADMISSIONS OFFICER EVEN IF THE TEST SCORES OR CLASS RANK ARE NOT
HIGH ENOUGH FOR AUTOMATIC DESIGNATION. BGOS SHOULD DISCUSS
INDIVIDUAL CASES WITH THEIR AREA COORDINATOR.
2. If an applicant does not include college entrance test scores with the Preliminary Application,
the CGO may write the student with a “No scores letter” advising him/her to request the testing
service to send the test scores to the Academy. An evaluation will be made when test scores are
received. The BGO interview status will be a “CC” for contact and counsel.
3. If test scores are received, and an applicant’s academic record (i.e. class rank and test scores) is
not competitive enough to qualify as an official candidate, the CGO will write the student with
a “Low Scores Letter”, informing him/her of this. The letter encourages the applicant to increase
his/her academic competitiveness by improving his/her class rank and/or test scores. Once new
information is provided to CGO the applicant’s status will be re-evaluated. The BGO interview
status will remain “CC.” The BGO should contact the applicant and counsel accordingly and
provide his/her contact information for the applicant.
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4. If an applicant's subsequent academic performance is still not competitive enough to qualify
him/her as a candidate, he/she will be so notified and will also be advised to submit any future
improvements in academic performance. The BGO interview status will remain "CC".
Emails sent to candidates and applicants (CC) during the candidate cycle are as follows:
• Email to an applicant who does not meet candidate criteria. (No scores/low scores letter)
• Conditional Offer of Appointment or Letter of Assurance (CO in BGIS). Sent to a candidate
who has been found exceptionally well qualified, has good potential to succeed as a
Midshipman, and appears to have the qualities valued in a naval officer. This will also appear
in CIS.
• Fully Qualified Offer of Appointment (FQ in BGIS). Sent to a candidate who has been found
qualified academically, physically, and medically, has a nomination, and the Admissions Office
offers an appointment to the candidate. This will also appear in CIS.
• Email to a candidate who was fully qualified (board, medical, and physical aptitude), but was
not selected for appointment (Turn Down Letter, TU in BGIS). This letter encourages additional
college education, especially in calculus, chemistry and English, and re-application during the
next candidate cycle. The Turn Down status will appear in CIS.
• Email to a candidate who never completed the application process and was thus not selected for
appointment (Turn Down Letter, TU in BGIS).
The Candidate Cycle - Candidate Phase
Qualifications necessary for consideration for admission:
• Must be found qualified using a whole person assessment by the Admissions Board
• Found medically qualified by DoDMERB
• Pass the Candidate Fitness Assessment (CFA)
• Receive a nomination from an official source
Admissions Board Qualification
The Admissions Board reviews candidate admission files for board qualification as they are
completed. The board is made up of a cross section of the faculty and staff of the Naval Academy
and may include 18-22 members. The board meets every Thursday, and on other days of the week
if necessary, beginning as early as August and continuing through April to review candidate
records.
A reviewed record will receive one of the following designations:
• Qualified (Q): The candidate is board qualified for admission.

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• Not Qualified (R): The candidate is not qualified for direct admission. The Admissions Board
may recommend an additional year of preparation through NAPS or a civilian preparatory year.
Students recommended for an additional year of preparation may attend a civilian school
through the Naval Academy Foundation or a school of their choosing under the “Civilian
Preparatory” Program.
• Deferred (D): Additional information is required to make a determination, usually first semester
grades or retake SAT/ACT. The record will go back to the Admissions Board when the
information is received.
All candidates reviewed by the Admissions Board are considered for direct entry, Naval
Academy Prep School and Civilian Prep (including USNA Foundation). The Admissions
Board with the Dean of Admissions approval recommends candidates for preparatory programs.
This will include the Naval Academy Prep School, a sponsorship through the Naval Academy
Foundation or a civilian school approved by the Office of Admissions.
Candidate Fitness Assessment (CFA)
The Candidate Fitness Assessment form is located online and consists of an instruction page and
a score sheet to record test results. A state certified physical education teacher, coach,
commissioned military officer, or a Blue and Gold Officer can administer the test and submit
results to the Office of Admissions. Candidates may take one CFA test and use the results for all
service academies. The candidate should contact the Naval Academy to request the CFA be faxed
to the other service academies.
The CFA consists of six portions:
1. Pull-ups for ALL candidates (A flexed arm hang is allowed for females if she cannot do
pull-ups, however one (1) pull-up scores higher than the maximum arm hang.)
2. Curl-ups (i.e. Sit ups)
3. Kneeling basketball throw
4. 40 yard shuttle run
5. Push ups
6. 1 mile run
The candidate should strive to do his or her best in each event. Instructions for the CFA can be
found at www.usna.edu/Admissions/cfainstructions.htm. Candidates may retake the CFA multiple
times if they desire to do so to improve their scores, and should contact their Regional Admissions
Counselor in order to reset the link in CIS for the test.
Medical Examination
Every candidate must undergo a medical examination and have it reviewed by the Department of
Defense Medical Examination Review Board (DoDMERB). The findings of the review may be
used by all service academies and ROTC programs to which he or she applies. DoDMERB has the
responsibility of scheduling and interpreting all candidates’ medical examinations.

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Once a candidate submits 50% of his/her documents, DoDMERB sends the candidate a letter
advising the candidate to schedule their medical exams (physical and eye) with designated local
doctors. Once the exam report is reviewed by DoDMERB, one of the following medical statuses
will be reported to the candidate and the Academy:
• Qualified (Q): The candidate is medically qualified for admission
• Incomplete (I): The candidate must furnish additional information before a final medical status
can be determined. The candidate is instructed by DoDMERB to provide the information
requested. Once compiled, this information should be sent directly to DoDMERB.
• Disqualified (R): The candidate has at least one disqualifying medical condition. The candidate
will receive a letter from DoDMERB presenting two possible options.
- If the candidate disagrees with this finding he or she is instructed how to petition
DoDMERB for reconsideration. The candidate should provide new or amplifying
information to DoDMERB for medical waiver procedures.
- If the candidate has a disqualifying condition, he/she will be automatically considered
for a waiver if/when he/she appears to be in line for an offer of appointment. There
is no need to write to request a waiver. Many candidates will be required to provide
additional information to DoDMERB after their first disqualifying medical condition
has been waived.
It is up to the candidate to take the initiative to clear his or her record. If there is need for further
guidance, candidates should contact DoDMERB.
Candidates can contact DoDMERB directly:
For scheduling only (800) 841-2706
For medical status only (719) 333-3562
On the worldwide web https://dodmerb.tricare.osd.mil
BGOs must not call DoDMERB or attempt to access candidates’ medical information via the
DoDMERB web page. The DoDMERB staff is authorized to discuss its findings with candidates,
family members, or other medical personnel only. The candidate can log on to the DoDMERB
web page at https://dodmerb.tricare.osd.mil/for information on their medical exam results. The
website has downloadable medical examination forms and copies of the instructions on how to
rebut disqualifications or seek waivers.
VERY IMPORTANT - Medical information or status should never be used by a BGO for
interview purposes. BGOs should conduct the interview regardless of the medical status.
The BGO shall not discuss medical issues with the candidate, parents or anyone else.

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CHAPTER IX – NOMINATION, SELECTION, AND APPOINTMENT
The Nomination
To be considered for an appointment to a service academy, an applicant must have a nomination
from an authorized nominating source. Title 10, U.S. Code, Annotated establishes two nomination
categories.
The first, usually referred to as “Congressional nominations,” includes the nominations of the Vice
President and members of the United States Senate and House of Representatives.
The second, referred to as “service-connected” or “military-affiliated” nominations, includes the
selections of the President and nominations of the appropriate service secretary (e.g., Secretary of
the Navy for nominations to the Naval Academy), as well as ROTC/JROTC units and Children of
Deceased or Disabled Veterans.
Note: Applicants should apply to all nomination sources for which they are eligible.
Congressional Nominations
Members of Congress may nominate applicants who meet the eligibility requirements established
by law. Senators nominate from applicants in their entire state. Representatives nominate from
applicants domiciled in their congressional district. Applicants should apply for nominations from
both of their United States Senators and from their Congressional Representative. Applicants can
apply for these nominations from their parents’ home of record state OR the state where they
currently reside, however they cannot apply for nominations from both states.
Applicants should also apply to the Vice President, who may nominate U. S. citizen applicants
from the country at large. A Member of Congress may have up to five students charged to his or
her office attending the Academy [plus five at USMA and five at USAFA, with an unlimited
number at the Merchant Marine Academy] at any given time. For any graduating Midshipman
charged to the Congressional Office and any number less than five, the Congressional Member
will have vacancies in which to nominate. They can nominate ten students for each vacancy.
Service-Affiliated Nominations
An unlimited number of Presidential nominations are available for children and legally adopted
children of career officer and enlisted personnel of the armed forces, active or reserve (National
Guard), including the Coast Guard. One hundred candidates may be appointed with these
nominations each year. A parent in the Reserves (National Guard) must be serving as a member
of a reserve component and be credited with at least eight years of service (2880 points) or must
be entitled to retired pay except that he or she is not yet sixty years old. Otherwise, the parent must
currently be on active duty (other than for training) and have served continuously for at least eight
years or have been retired with pay or granted retired or retainer pay. The President may also
appoint the children of Medal of Honor recipients.

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Students may also be appointed to the service academies based on nominations as children of
military personnel who were killed in action; died from wounds, injuries or disease while on active
duty; sustained 100 percent disability from such wounds, injuries, or disease as certified by the
Department of Veterans Affairs; or who are currently prisoners of war (POW) or missing in action
(MIA). The children of civilians in POW or MIA status also are eligible. Legally adopted children
are eligible.
Secretary of the Navy Nominations
The Secretary of the Navy may nominate enlisted members of the regular and the reserve
components of the Navy or Marine Corps.
ROTC and NJROTC Nominations
ROTC Unit Commanders may nominate members of their own ROTC units. The Naval
Academy will accept nominations from Navy and Marine Corps units.
All Navy and Marine Corps JROTC units are eligible to nominate students to the Naval Academy.
Air Force and Army JROTC units designated as an Honor Unit with Distinction are eligible to
nominate three candidates to the Naval Academy. Every year, USNA receives a list of eligible
schools from their respective headquarters indicating which school has received an “Honor Unit”
designation. Any candidate who is a member of an eligible JROTC unit should contact their naval
science or senior military instructor to request a nomination. If the naval science or senior military
instructor is not sure of the USNA nomination requirements please direct him/her to the
Nomination section at http://www.usna.edu/Admissions/Steps-for-Admission/index.php. The
required form is located here:
http://www.usna.edu/Admissions/_files/documents/ROTC-NOM-FORM-2016.pdf
Congressional Nomination Methods
There are three methods of nomination, which may be used by Members of Congress. They are:
competitive, principal with competing alternates, and principal with numbered alternates.
Members of Congress may use any of these methods at their discretion.
Competitive Nomination
This is the method of nomination favored by the academies and used by most members of
Congress. The member of Congress submits to an academy an unranked slate of up to ten
nominees for each vacancy. The candidates are then ranked by the Academy in order of merit.
The most highly qualified is considered for an offer of appointment to fill the vacancy in
accordance with Title 10 provisions.
Principal with Competing Alternates
This method provides for designation of a principal nominee by the member of Congress. The
other nine unranked nominees are submitted to the academy for evaluation and compete as
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alternates. If the principal is fully qualified (whole person, medically, and physically), he or
she will be considered for an appointment in accordance with Title 10 provisions. Note that
this method does not take into account the quality of the other nominees if the principal
nominee is fully qualified. On the other hand, if the principal does not qualify, the alternates
may be considered for the vacancy. Selection at this point is based on merit as determined by
the evaluation and ranking of the alternates by the Academy.
Principal with Numbered Alternates
Under this method, the principal nominee is designated and the alternate nominees are ranked
in order of preference by the member of Congress. If fully qualified, the principal nominee
may receive an appointment to fill the vacancy in accordance with Title 10 provisions. If the
principal nominee does not qualify, then the first alternate is considered for the appointment
and so on. In effect, the highest designated nominee who is fully qualified for entrance will be
considered to fill the vacancy.
Summary of the Nomination Process
The following schedule may be used as a guide to the timing of important steps in the nomination
process for members of Congress.
Spring of the junior year in high school: Congressional offices begin to receive applications for
nominations to the service academies.
Summer/Fall of senior year in high school: Congressional offices accept applications and screen
applicants, including interviews by a screening board if used. (The exact application time frame
for each elected official can be found on their individual websites.)
NLT 31 January (of the candidate’s senior year) Members of Congress submit nomination slates
to the Academy.
Nomination Slate Review Process
In order to receive an appointment to the Naval Academy, candidates must have an official
nomination and must meet basic Admissions Board, medical, and physical aptitude qualifications.
The ranking of candidates is determined by the whole-person evaluation. As nominations are
received by the Office of Admissions, the Slate Review Committee reviews nomination slates to
determine slate winners and offers of appointment. Nomination slate review mainly takes place
between November and March.
Conditional Offers of Appointment / Fully Qualified Offers of Appointment
Exceptionally qualified candidates are often given a conditional offer of appointment often
referred to as a Letter of Assurance (LOA), once they have been found qualified by the Admissions
Board. The LOA guarantees an offer of appointment after the remaining admissions requirements
have been completed by the candidate. If they have not already done so, candidates must obtain
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an official nomination, satisfactorily complete a qualifying medical examination, and pass the
CFA. If a medical waiver is necessary, the medical is not considered complete. Conditional offers
of appointment keep the Academy competitive with colleges and universities making early offers
to students with outstanding credentials.
Fully Qualified Offers of Appointment are offered to those candidates who have completed all
requirements for admissions. These fully qualified offers of appointment are made throughout the
cycle until the maximum number of offers to fill the class has been made.
Prior to officially notifying any candidate of selection for an appointment, if the candidate has
been nominated by a Congressional Office at the time of the offering of the appointment, the
Office of Admissions will notify the Congressional office so the Congressional office may be the
first to contact the successful candidate and offer congratulations. The Academy usually waits at
least two days after notifying the Congressional office before notifying the candidate of an offer
of appointment.
Notification is sent to all candidates concerning the final status of their application by April 15.
By May 1, candidates with Fully Qualified Offers of Appointment are required to report their
decision to The Office of Admissions. After this date, the Office of Admissions may withdraw
remaining offers of appointment if no action is taken or interest expressed. By early April the
Academy begins to issue Permit to Report packages. These packages include pertinent forms that
must be completed by the candidate and returned to USNA prior to Induction Day (I Day). It also
provides important forms that must be completed and brought with the candidate on I Day. The
Permit to Report Letter provides the exact date, time and location of where the student is to report
on I Day.
Making the Decision
Candidates that the Naval Academy attracts and eventually offers appointments to have several
attractive college options, including other service academies, ROTC programs, and top civilian
colleges and universities. Thus a BGO’s work is not done when one of his or her candidates
receives an offer of appointment. The BGO should ensure each appointee fully understands the
differences between the Naval Academy and other options, and is prepared to accept the challenge
of Plebe Summer, life at the Naval Academy, and the military environment.

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ANNEXES (See the Blackboard for additional information items)
ANNEX A: BGO CHECKLIST FOR GETTING STARTED
• Review the list of responsibilities, criteria, and guidance of Naval Academy Information
Officers located in Chapter II. NAIO will be evaluated in accordance with the criteria.
• Review the list of supplies available to BGOs. Email the CGO with a request for the materials:
check BGIS Contact List for latest Mail Room point of contact. Remember to plan ahead for
events in your area as rush requests may be difficult at times and will cost additional money for
the Office of Admissions. Provide the mailroom with at least a two week notice prior to the
date of the event.
• Check the BGIS system Help Section (Codes and Glossary) prior to viewing the Student
Summary page. Then check the summary for assigned candidates and contact and counsel
(CC) students.
• Email or call candidates and CC applicants IMMEDIATELY. Make note of all contacts with
individual students in the “Student Notes” section of BGIS.
• Prior to interviewing a candidate, review the candidate’s Student Information Detail page in
BGIS to check on his/her progress on the application. A good thumb rule is to not schedule an
interview until the candidate has submitted at least five of the documents required by the
USNA application or has submitted the Candidate Personal Data Record (this document takes
some time to complete so it shows the interest and motivation of the candidate in applying to
USNA).
• Review chapters VI and VII on advising and counseling interested students and applicants.
• Start planning how to systematically contact school officials (principals and guidance
counselors) in assigned schools. Find these on the School Assignments Page on BGIS. All of
your assigned schools should know who you are, what your role is, and your contact
information. Do not forget to add or update the school POC information on the School
Assignments Page on BGIS on an annual basis, or more frequently if required.

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ANNEX B: A SUGGESTED BLUE AND GOLD OFFICER CALENDER
(A more legible version is posted in Blackboard with the Handbook.)

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69

ANNEX C: NAAA/RECRUITED ATHLETE INFORMATION
As a Blue and Gold Officer (BGO) you hold a special position at the Naval Academy. As a front
line individual you assist in our search for outstanding student athletes who have the desire to
become Navy and Marine Corps Officers and have the ability to compete in our intercollegiate
athletic program. By being a BGO, graduate of the Naval Academy, a Navy fan, or someone who
has promoted Navy athletic programs financially or otherwise, you are considered to be a
representative of the athletics interests, also known as a booster.
There are many things that a booster may and may not do. However, your status as a BGO allows
you a bit more latitude. Regularly, you speak to and assess young men and women to see if they
are Academy material and have a desire to compete on one of our athletic teams. While you may
speak to these individuals about the Academy, please DO NOT talk to them about the specifics of
Navy sports—rather refer them to the appropriate coach. Specifically, we need the prospect’s full
name, sport(s), high school they attend and what grade they are in. As a BGO, it is important that
you emphasize to an athletic recruit that s/he talk to the coaching staff about their respective sports.
BGOs must be aware that you CANNOT visit the prospect’s school to pick up film, evaluate a
prospective student athlete’s athletic ability or pick up transcripts. However, you may meet with
the guidance counselor to discuss the student’s aptitude for the Naval Academy. And you may
make in-person recruiting contacts with the prospect, his/her parents to speak about the Academy,
however you may not discuss Navy athletics. Additionally, a prospect may call you to discuss the
Academy in general terms, but not the athletics program.
BGOs often invite candidates to their home or to receptions and you may include prospective
student-athletes. What you should not do is have a reception for only prospective student-athletes
or invite only prospective student-athletes to your home.
Remember, if you have an established relationship with a prospect and/or his/her family prior to
them becoming interested in the Naval Academy, you may continue this relationship, but you may
not recruit the prospect for an athletic team.
Another area where BGOs and alumni are affected by NCAA rules is what the NCAA calls “extra
benefits.” This is where a student-athlete, their parents or family members are provided a benefit
based on athletic status or ability. Be wary of providing student-athletes with such benefits as
transportation, cash, loans, gifts, meals in restaurants and use of cell phones, to name a few.
Each year, we are asked whether the local USNA Alumni Association Chapter or Parent’s Club
can sponsor a reception, dinner or social for traveling USNA teams. This is permissible, but you
should clear the details with the Compliance Office and the respective head coach. Additionally,
alumni may invite a current student-athlete or an entire Navy team for a meal at their home, but
you cannot invite team members’ parents or relatives. Such invitations are limited to an occasional
basis and must be conducted in your home and not a restaurant or club. If you want to stay current
with Navy sports, go to www.navysports.com. There is a wealth of information on Navy Sports
webpage with links to each intercollegiate sport.
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If you know of a young man or woman with athletic and academic talent who might be interested
in the Naval Academy, do not contact him or her directly regarding athletics. Have your candidate
contact the coach. The contact information for coaches can be found at www.navysports.com.

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ANNEX D: MISSION OF THE UNITED STATES NAVAL ACADEMY

Mission of the United States Naval Academy
"To develop Midshipmen morally, mentally and physically,
and to imbue them with the highest ideals
of duty, honor and loyalty in order to
graduate leaders who are dedicated to a career
of naval service and have potential for
future development in mind and character
to assume the highest responsibilities
of command, citizenship and government."

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ANNEX E: ATTRIBUTES OF MIDSHIPMEN

Attributes of Midshipmen
We accomplish our mission by graduating Midshipmen who are
warriors ready to meet the demands of a country at war or at peace. In
this sense our graduates are:
 Selfless
 Selfless leaders who value diversity and create an
ethical command climate through their example of
personal integrity and moral courage.
 Inspirational
 Mentally resilient and physically fit officers who inspire
their team to accomplish the most challenging missions
and are prepared to lead in combat.
 Proficient
 Technically and academically proficient professionals
with a commitment to continual learning.
 Innovative
 Critical thinkers and creative decision makers with a
bias for action.
 Articulate
 Effective communicators.
 Adaptable
 Adaptable individuals who understand and appreciate
global and cross-cultural dynamics.
 Professional
 Role models dedicated to the profession of arms, the
traditions and values of the Naval Service and the
constitutional foundation of the United States.

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ANNEX F: THE HONOR CONCEPT AND HONOR TREATISE
The Honor Concept and Honor Treatise play a major role in the development of Midshipmen.
Please ensure that all candidates are aware of this very important part of Naval Academy life.
Honor Concept:
Midshipmen are persons of integrity: They stand for that which is right.
They tell the truth and ensure that the truth is known. They do not lie.
They embrace fairness in all actions. They ensure that work submitted as their own is their
own, and that assistance received from any source is authorized and properly documented.
They do not cheat.
They respect the property of others and ensure that others are able to benefit from the use of
their property. They do not steal.
Honor Treatise:
"As a Brigade, we cherish the diverse backgrounds and talents of every Midshipman yet
recognize the common thread that unites us: the trust and confidence of the American people.
They have appointed us to defend our country by developing our minds, our bodies, and most
especially, our moral character.
It is our responsibility to develop a selfless sense of duty that demands excellence both of
ourselves and of those with whom we serve. We must honor our loyalties without
compromising our ultimate obligation to the truth. Our leadership must set a standard that
reflects loyalty to our goals and the courage to stand accountable for all our actions, both those
that lead to success and to those that end in failure. We will never settle for achieving merely
what is expected of us but will strive for a standard of excellence that reflects the dedication
and courage of those who have gone before us. When we attain our goal, we will raise our
expectations; when we fall short, we will rise up and try again. In essence, we espouse
leadership by example, a leadership that will inspire others to follow wherever we may lead.
Countless challenges and trials lie before us. We believe that those with the strongest moral
foundation will be the leaders who best reflect the legacy of the Naval Academy. This is our
call as Midshipmen: it is a mission we proudly accept."

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ANNEX G CONGRESSIONAL BOARD GUIDANCE
(Please refer to Blackboard and your Area Coordinator for any updated guidance on
Congressional Board participation.)
From: Dean of Admissions
To:

All BGOs

Subj: BGO GUIDANCE CONCERNING CONGRESSIONAL BOARDS
Ref:

(a) United States Code, Title 10, Subtitle C, Part III, Chapter 603, Section 6953
(b) United States Code, Title 10, Subtitle C, Part III, Chapter 603, Section 6954

1. Purpose. To provide education and guidance concerning Blue and Gold Officer (BGO)
involvement with the Congressional Nomination process.
2. Background. A BGO may interact with their local Congressional nomination process in a
variety of ways. Supporting a congressman’s service academy information night, attending a
college fair, or fielding general questions from candidates on the nomination process are all times
when a BGO may communicate with their local representatives or discuss the congressional
nomination process with candidates. While most of these interactions are benign, it is important
to be fully aware of the need for propriety, both real and perceived, when a BGO becomes involved
in Congressional nomination interview panels and selection boards.
3. Policy. Reference (a) dictates that “Midshipmen at the Naval Academy shall be appointed by
the President alone.” While the President does not personally vet each candidate, he does rely on
the Superintendent and the Dean of Admissions to use their best judgment in awarding
appointments. The Admissions Board plays a significant role in evaluating the probability of
success for each candidate. Reference (b) authorizes the number of Midshipmen, including five
by each Senator and five by each Representative in Congress. Ref (b) also states: “Nominees may
be submitted without ranking or with a principal candidate and 9 ranked or unranked alternates.”
Title 10 of the U.S. Code clearly calls for two distinct parts of the process, leading to an
Appointment to the US Naval Academy.
4. Cautions. It is understandable that Senators and Congressmen value participation by board
members who are very familiar with service academies. BGOs are often invited to participate in
a Congressional interview panel/selection board. It is an honor and privilege to accept this
invitation to serve one’s Senator/Congressman. However, it comes with a great responsibility and
obligation to fully accept the ethical issues that surround any opportunity to impact a young
person’s future. Selection boards of any type, depend upon every member exercising the highest
level of ethical behavior. Above all else, every board process requires each participant to serve in
a manner beyond reproach.
a. As a BGO approaches these duties, they must carefully assess the issues and perceptions
that can arise. Careful consideration must be viewed from the perspective of all parties
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in the Naval Academy application process (including the Senator/Congressman, USNA
Admissions, other BGOs, USNA Coaches, every candidate, and their parents).
b. Examples of cautions/considerations for panel members include, but are not limited to
the following:
- A BGO shall NOT enter a panel with “favorite” candidates
- A BGO shall NOT provide personal information on a specific candidate for the
purpose of positive or negative influence
- A BGO shall NOT participate on a panel where they have personally conducted
the BGO interview portion of the USNA application on a candidate
- A BGO shall NOT attempt to influence the type of nomination slate (i.e.
Competitive, Principal with Competing Alternates, or Principal with Numbered
Alternates)
c. To prevent any potential misperceptions, USAFA has issued a blanket restriction that
their Air Force Liaison Officers (ALOs-the equivalent of USNA BGO) may no longer
sit on Congressional Nomination interview panels. This is a perfectly clear and
reasonable response; however USNA has chosen to charge each BGO in the field to
exercise their best judgment and ethics.
5. Notification. If a BGO has any questions or concerns about their decision, they should discuss
this with their Area Coordinator and/or the Office of Admissions BGO Liaison Officer. If a BGO
decides to participate in the nomination process, they are required to receive approval from Area
Coordinator in advance of their participation.

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ANNEX H THE CANDIDATE INTERVIEW GUIDE
Interviewing the Candidate
Candidate interviews and the Interview Report are one of the most important responsibilities of
a Blue and Gold Officer. These evaluations provide the Admissions Board with a personal look at
a candidate's motivation, maturity and knowledge of the Academy program. The Admissions
Board will generally not review a record until the BGO Interview Report is submitted. However,
in certain cases where the candidate has completed the application and the BGO Interview has not
been submitted for an extended period of time, the Admissions Board will review the record where
waiting any longer would be a detriment to the candidate. See Chapter II.
When the Interview is required
BGIS indicates when an interview of a candidate is needed (when he/she is declared an official
candidate, sent a notification letter, and given a candidate number), and BGO interviews are
required prior to application completion. Since the application is online and forms are submitted
electronically, it is not uncommon for a candidate’s application to go from 10 documents
outstanding to 100% complete in a just a few days. Therefore, it is important to monitor a
candidate’s status, including close communication with the candidate, to insure the interview is
complete prior the application. Two good indicators that a candidate is going to complete their
application file are Candidate Personal Data Record (CPDR) or submission of five documents of
the Admissions packet. BGOs are encouraged to schedule and complete the interview as soon as
the candidate shows a sincere interest in attending USNA.
If you cannot complete the interview in a timely manner, discuss the situation with your AC
immediately. The AC has the option of reassigning the candidate to another BGO in order to
conduct the interview.
If a candidate record shows an “I” to indicate an Interview but the candidate does not complete the
application package and does not cooperate with the BGO in returning emails and/or telephone
calls, the BGO should document all of the contacts attempted in the Student Notes and the BGO
should submit a Not Recommended Overall Evaluation.
Candidate Withdrawals
If the candidate, and only the candidate, expresses the desire to withdraw their application from
consideration, the candidate should officially notify the Office of Admissions via the withdrawal
option the Candidate Information System. If the candidate cannot or will not withdraw in CIS, the
candidate can email their Regional Admissions Counselor or a BGO can forward an email from
the candidate to the Regional Admissions Counselor. Remember to document any conversation
or correspondence in Student Notes. Ask the candidate why they are withdrawing from the
application process and include their reasoning in the Comments Section on the Interview Form.
The Sort by % Complete button on the Student Summary page of BGIS sorts all students
numerically (high to low) by the Candidate Application percentage complete. This sort can be a
very useful tool when used in conjunction with candidate application letter mail dates to determine
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which candidates to interview first. Interviews shall be completed PRIOR to a candidate
completing their application.
Follow-up Counseling with the Appointee
A candidate for the Naval Academy frequently has offers of admission from other schools.
Continued follow-up is very important to ensure that outstanding candidates are kept aware of the
Academy's interest in them. This includes those to whom an offer to NAPS or the Foundation
program has been tendered. A visit with the candidate and parents by a Midshipman can be one of
your most effective Academy awareness tools. All contacts must be documented in Student Notes
in BGIS.
If a candidate declines an offer of appointment to USNA, NAPS, or the Foundation, the BGO
should ask the candidate for their reason and what other college/university has been selected. This
information should be reported to the AC and RD, as soon as possible and entered in Student
Notes. Urge the candidate to submit the paperwork in the offer of appointment package to decline
the offer.
Follow-up Counseling with the Unsuccessful Candidate
Receiving an appointment is extremely competitive and there are many outstanding candidates
who do not get an offer. The Office of Admissions cannot disclose why a particular candidate was
not offered an appointment. The BGO should advise the unsuccessful candidate of the reapplication process.
The most common question asked is, “What does a college student have to take to be successful
in a re-application to the Academy?” The candidate who intends to re-apply needs to take at least
15 semester hours in a technically oriented curriculum that includes college math (Calculus),
Science (Chemistry preferred or Physics), English and other meaningful courses such as history,
government, foreign languages or pre-engineering. To remain competitive they must complete all
subjects with a B or better. Non-academic subjects such as band, drama or PE, if taken, should be
in addition to the 15 hours minimum.
Counseling and Interviews of Recruited Athletes
The BGIS Student Summary will reflect candidates being recruited for varsity sports. Official
football (MFB), men's basketball (MBB), and women's basketball (WBB) recruits do not require
a BGO interview. These recruits will have a completed evaluation of Average (AVE) in the
interview column. All other official recruits will require a BGO interview.
NCAA rules place stringent requirements on the recruitment of athletes in these sports. In
order to prevent possible recruiting violations, other than initial contact for introductions,
refrain from talking to these specially coded athletes. Should a coded athlete contact you,
limit discussion to the same topics that you would discuss with any other candidate, do not
discuss sports. You are permitted to invite these athletes to local events to which all other
candidates are invited.

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Although certain counseling restrictions exist, the listing of these special category candidates on
the BGIS summary will give a BGO a more complete picture of the USNA candidates from the
Area.
If the candidate is looking for more information about USNA's athletic programs, direct them to
www.navysports.com to contact coaches of the respective sports.
Re-applicants
Candidates, who are reapplying for admission, shall have a new Blue and Gold Officer assigned
to them. This will allow another "look" at the candidate and provide more information to the
Admissions Board as they consider the application.
Where to Conduct the Interview
Interviews can take place at the candidate's home, your home or office, at school, or any other
mutually agreeable location. To get the most candid responses from the candidate some of the
interview should take place with the parents present and some without the parents present. It is
recommended to hold the BGO interview in a neutral and public location if it will only be
the BGO and the candidate present.
Qualities of a Good Interviewer
The good interviewer
- Is prepared for the interview including reviewing the candidate record in BGIS and this
Interview Guide
- Displays a sincere interest in the young person
- Withholds judgment until the end of the interview
- Listens effectively
- Answers questions in a straightforward manner
- Acknowledges and respects the attitudes and ideas of the person being interviewed
- Dresses in an appropriate and professional manner
The Interview
Bring a copy of the online interview form and write-up template to be sure to cover all questions
and discussion topics. Review the recommended interview questions found in this Annex
BEFORE the interview. Keep in mind that the written report MUST address all of the six
behavioral traits: Interest and Motivation, Leadership Potential, Responsibility, Organization
Skills, Physical Fitness, Oral Communications, and Hardships (if applicable).
Review the candidate's status as shown on BGIS.
Briefly explain the selection process
Acknowledge equal opportunity for all candidates

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Avoid the interview dangers listed below
Avoid jumping to conclusions
Avoid projecting personal attitudes, values and beliefs.
Avoid allowing judgment to be colored by biases and stereotypes.
Avoid permitting one factor to outweigh others. (Called the "halo effect")
Avoid making a decision based on SAT/ACT scores or medical status.
Avoid becoming influenced by candidates desire to attend other Academies.
The most important thing to remember is that this interview is an evaluation of a candidate's ability
and motivation to succeed in an extremely competitive environment and suitability to become a
competent officer in the Naval Service. Never make guesses or quote odds on a candidate's
chances for admission. This decision is made by Office of Admissions based on much more
extensive information than possessed by the BGO.
Concept
The practice of evaluating past behavior as an indicator of future performance is well recognized.
One way to attempt to predict how a candidate will perform at the Naval Academy is to examine
what he or she has done in areas relevant to successful performance at the Academy.
Six major categories of behavior have shown potential for predicting success: interest and
motivation to attend, leadership potential, responsibilities undertaken, organization of tasks and
activities, physical fitness, and oral communications skills. All six categories must be covered in
the narrative portion of the Interview Report submitted.
Typical questions probing a candidate’s strengths and weaknesses in these six areas are provided
in individual sections below. In asking these questions, you will be seeking examples of what the
candidate has done or how he or she behaved with respect to these areas.
While considering your evaluation of the candidate within these six areas, the BGO must also
consider unusual life experiences, adversity faced, or other factors that might affect the evaluation.
Every candidate is different and the BGO should strive to avoid fitting each candidate into a
standard mold.
Typical Sequence for the Candidate Interview
The Initial Phase - Review the objectives of the interview, which are
 To assist the Admissions Board in assessing the candidate’s application for admissions to
the Naval Academy

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To assist the Admissions Board in assessing the candidate’s potential to be a Navy or
Marine Corps Officer
To answer questions about the Naval Academy and the admissions process

Discussion phase (parents may be present)
 Discuss applying for nominations, e.g. the desirability of requesting nominations from all
sources for which eligible, and the sometimes early deadlines for requesting them (e.g.
September) from members of Congress
 Offer assistance in completing the application
 Briefly discuss how candidates are selected for admission.
 Stress the importance of class rank and GPA, teacher recommendations, SAT/ACT scores,
ECAs and sports, leadership positions in school and in the community.
 Make sure that the candidate understands the need for expeditiously submitting (within 30
days) the application forms and applying for nominations.
 Discuss life at the Academy. Include: the P.E. program and mandatory sports participation,
summer cruises training, and recreational activities.
 Determine parental support/influence. Be alert for signs of undue parental influence, during
the interview.
If parents are present, they should be excused for the actual interview report questions [the six
behavioral topics to be included in the interview and the narrative as part of the interview report].
The presence of parents may influence the candidate or they may answer the questions being asked.
THE BGO SHOULD KEEP IN MIND THAT IF THE INTERVIEW IS CONDUCTED IN A
HOME, THE BGO IS A GUEST.
Establishing Rapport with the Candidate
By developing an open, friendly, trusting relationship at the start of the interview questioning
phase, you will have the best chance of gaining honest and complete responses to your questions
and thereby provide the best report to the Admissions Board. Develop some topics and questions
for the period when you are establishing rapport (sports, hobbies, family, vacation plans, etc.). The
following questions might serve as “ice breakers” as you start the interview questions:
 Tell me a little about yourself?
 What are some of your interests?
 How would you describe yourself - use one or more adjectives?
The Application
 What’s the status of your application? The BGO should know this before the interview but
it is a good question to ask the student to see if they are keeping track of their application.
 When is the last time you accessed your application?
 Teacher recommendations
 Personal Data Record
 Medical exam
 CFA
 Nomination applications
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BE ALERT: If the candidate’s parents answer questions on the status of the candidate’s paperwork,
it may indicate undue parental influence.
Check if the candidate is aware of the Admissions website that allows candidates to see which of
the forms that they have submitted to CGO have been logged in (received):
https://candidateinformation.usna.edu.
Check if the candidate is aware of the DoDMERB website: https://dodmerb.tricare.osd.mil/ and
her/his ability to check medical status as well as obtain instructions on resolving any medical issues
with DoDMERB and the Candidate Guidance Office. Are you aware that the same medical
examination can be used if you are applying to West Point or the Air Force Academies?
What is your feeling about the Naval Academy Prep School or the Civilian Preparatory option, to
include the Naval Academy Foundation program?? Would you consider them as possible
alternatives? [Mandatory Item]
Discuss NAPS and the Foundation program. Point out that NAPS and the Foundation program
are recommended for candidates the Academy wants, but who need additional academic
preparation. It would serve no good purpose to admit an academically weak candidate and set
him/her up for failure.
What possible career option do you think you might pursue? [Mandatory Item]
 Surface Warfare
 Submarine
 Marine Corps
 Aviation
 Special Operations
 Other
What do you perceive to be the purpose of Plebe Summer?
What have you heard about Plebe year? [Mandatory Item]
Which USNA academic programs are you interested in? [Mandatory Item]
 Engineering
 Math/Science
 Humanities/Social Sciences
Explain to the candidate that 66% of all graduates going into the Navy must be in an Engineering
or Math/Science program.
What do you know about the curriculum at the Academy? Are you aware of the limited number of
academic majors offered? [Mandatory Item]
Have you applied to NROTC? [Mandatory Item]

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If the candidate has not thought about the warfare community that he/she might join or has not
given much thought to a major, this may indicate a lack of preparation. However, remember that
these are young adults and their desires at that age may change from week to week. Determine the
candidate’s rationale behind the community he/she has initially selected.
Do you have any other career interests, e.g. medicine, law, etc?
If the candidate expresses a strong interest in other fields such as medicine or law, make sure the
candidate understands the limited opportunities for pursuing these careers at the Naval Academy.
POLITELY EXCUSE THE PARENTS IF PRESENT
Interest and Motivation
 Why do you want to attend the U.S. Naval Academy?
 What first sparked your interest?
 Tell me about your interest in becoming a Midshipman.
 Do your parents support your decision to apply?
You must determine during the interview if this is a ‘parent-driven’ application or if the parents
are not supportive of the application. You should note it in the write-up.
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Have you visited the Naval Academy or spoken to a Midshipman home on leave?
What is the Mission of the Naval Academy and what does that mean to you?
Why are you interested in becoming an officer in the Navy or Marine Corps?
What have you done to learn about what you are getting into by accepting an appointment
to the Naval Academy and later accepting a commission as a Navy Ensign or Marine 2nd
Lieutenant?
What other Service Academies are you applying to? What’s your first choice?
What other colleges are you applying to? Which school is at the top of your list?
What would you do about school and career if you were not selected by the Naval
Academy?
If not selected, will you apply again next year or seek a career elsewhere? What is your
first choice of other career?
Tell me about the Naval Academy’s Honor Concept? [Mandatory Item] *Most candidates
will not know about the Honor Concept so this is your chance to explain what the Honor
Concept is.
Would you be able to report a roommate for an honor violation? [the principle of “choosing
the greater good”]
If applicable: What did you think of Summer Seminar?

If the candidate did not apply to Summer Seminar, ask why. If the candidate had a conflict with
another summer activity (i.e. Boys State, Girls State etc.), determine how the candidate decided
between the two.
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Do you have any concerns after reviewing the USNA Admissions website?
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How do you anticipate handling the mental pressure and discipline associated with life as
a Midshipman?
Why do you think you have the stamina, fortitude, and dedication it will take to succeed at
USNA?
How will you be an asset to the Naval Academy? How will you be an asset to the Naval
Service?

The above questions are aimed at determining the candidate’s level of preparation and interest. A
candidate who has a good understanding of life as a Midshipman and the challenges of Plebe Year
will be better prepared for the environment and may be more likely to succeed. A candidate who
has not adequately researched the Naval Academy may not be fully committed to becoming a
Midshipman and may not be prepared to cope with the environment there.
However, the BGO should be careful not to make a quick judgment on a candidate’s interest
and motivation. Ensure that you consider all factors when evaluating this area, and remember
that some candidates may not effectively communicate their interest in the initial interview, but
prove otherwise based on their actions. The BGO should remember that not all candidates will
be sure of what their education and career goals are as a high school senior.
Additionally, some of the best candidates applying for admission are those who just learned of
the Naval Academy in their senior year. They may be just as motivated as the candidate who
has known about USNA for a long time, but may appear as less prepared due to the shortened
time allowed for researching USNA.
Responsibility (and applicable to Leadership Potential)
 Tell me what has been your biggest accomplishment so far?
 Tell me about a failure you have experienced and what you learned from it?
 Give an example of a very stressful situation you have experienced and how you coped.
 Have you set any personal goals? What are they?
 Define the concepts of responsibility and accountability and the difference between the
two?
 Have you ever started, organized, or led a class project, special event, study group, sports
team, or community service effort? How did it (they) turn out?
 If you are an Eagle Scout, tell me about your Eagle Project and how it turned out?
 Have you had any other significant responsibilities at home, school, or church? Are there
any accomplishments in those settings you can share?
 Have you had a summer job? Any other job?
o What were your responsibilities?
o How would you characterize your relation with your boss? Other workers?
o Have you been promoted?
o Have you ever been responsible for training new employees?
o In any job, is your pay used to help support the family or just for your personal needs?
 What was the most meaningful time (or trip) away from home without family you have
had?

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The questions above are aimed at determining the types of responsibilities the candidate has
experienced and his or her handling of them. One who has never experienced defeat or a major
set-back may have difficulty handling the competitive environment at the Naval Academy. A
candidate who has not spent time away from family must be prepared to make adjustments to the
environment of Plebe Summer.
Physical Fitness
 Have you taken the Candidate Fitness Assessment (CFA) (the BGO should know this
before the interview)? If yes, how did you find it? If not, why haven’t you taken it yet? Are
you aware that the same CFA can be used if you are applying to West Point or the Air
Force Academies? Are you planning on taking it again if you did not do as well as you
wanted to?
 What physical activities have you been involved in but did not include in your application?
 What is your opinion of sports participation and potential conflicts with study time?
 How do you stay in shape throughout the year?
 Do you plan to become a varsity athlete at the Naval Academy, i.e. are you applying to the
Academy so that you can play a particular sport? If a varsity athlete, have you contacted
the USNA coaching staff?
You should note the candidate’s apparent level of physical fitness and ability to meet the physical
demands of Plebe Summer.
Leadership Potential
 What do you consider to be the attributes of a good leader?
 Name three individuals whom you consider to be great leaders and point out the similarities
and differences that you see in their styles of leadership.
 What clubs and team activities have you been involved in?
o What leadership positions have you held?
o Have the leadership positions been the result of an election by students/teammates
or appointment by the teacher/coach?
o How many people were you responsible for in your leadership position?
o What have you learned about leading people as a result of these responsibilities?
o How were you able to get people to follow your lead?
o What was your biggest challenge as a leader?
 Can you give me an instance: - don’t be modest - when your opinion and advice were
sought and followed by others?
 Have you ever been promoted or given additional duties in any job? Has the boss left you
in charge?
 What team sports are you involved in and how many years? Have you been captain or
possibly be captain of any of these teams? What were your responsibilities as captain?
 As [student council president, team captain, or other leadership role] what was your most
important contribution?
 What would you say is your leadership style? Tell me about a time you had to be a leader
and direct the work of others. How did you handle anyone that didn't listen to you?
 What is the relation between being a leader and being a follower?
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The purpose of these questions is to determine if the candidate understands leadership principles,
leadership opportunities the candidate has had, and how effective he/she has been in leadership
and managerial roles.
Organization of Tasks and Activities
 What steps do you take in organizing an activity?
 Describe a typical day or week’s schedule during the school year.
 Describe how you have resolved time conflicts among family, sports, homework, and job.
 How do you prioritize activities?
 How do you organize your evening study hours?
 What’s your method of keeping up with your homework? Do you meet school deadlines?
 How do you prepare for exams? What would you do to assure an A in your next exam?
 Do you have and use a smart phone to assist you in maintaining your schedule and remind
you of due dates?
 Do you have a regular reading program? What is the last book you read?
 Do you have a vocabulary building program?
 How do you anticipate you will handle the time constraints placed on you during Plebe
Summer?
The purpose of these questions is to determine how the candidate has successfully juggled the
demands of schoolwork, team sports, family responsibilities, church activities, and a part-time job
(if applicable.) Has the candidate managed his/her own time, or have the parents?
Oral Communications
 Good verbal communication skills.
 Has overcome a language barrier or is English a second language.
 Gave well-thought-out answers to questions. Chooses words well.
 Displays poise and confidence, and good eye contact and body language.
 Is respectful, and attentive.
 Is poised and confident and carries on an excellent conversation.
 Articulate; good organization of thoughts.
 Engaging; empathetic; an active listener.
 Articulation of ideas and depth of understanding remarkable.
 Good vocabulary and diction; holds interviewer’s attention.
 Lacked poise. Lacked self-confidence.
 Had difficulty expressing himself/herself adequately.
 Never looked one in the eye when answering questions.
 Had some distracting mannerisms.
 Used too much slang under the circumstances.
Ask several difficult or probing questions during the interview to determine how the candidate
handles stress. A candidate who lacks confidence and maturity may not be able to handle the stress
of Plebe Summer. One who is overly confident or a “loner’ will likely have problems adjusting to
the team environment at the Naval Academy.
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Hardships and Special Circumstances - Some (but not the only) examples:
 Long commutes to and from school
 Overcoming a language barrier
 Working on a family farm or in a family business
 Needing to care for a family member in poor health
 Family or personal hardships past or present
 Problems hindering participation in school activities including having to care for younger
siblings after school
 Unusual life experiences
 Exceptional adversity overcome
 Evaluation of moral character
Any special circumstances facing this candidate should be noted in your Interview Report.
Home-School/Small School Candidate Interviews
Each year, the Naval Academy receives a small number of applications (60-70) from homeschooled students and as a general rule admits these students in numbers comparable to the
percentage of non-home-schooled students.
Usually, the fact that a student is home-schooled is readily disclosed on the Student Summary Page
on BGIS (no school indicated). Sometimes, however, it is not and is cloaked in secrecy using a
number of subterfuges. This is usually done to inflate the perceived academic standing of the
applicant. There have been cases where the home school is listed as an ‘academy’ or school. If a
student is home schooled, please indicate that in your Interview write-up. In such circumstances,
parents often provide glowing official teacher evaluations on their own offspring. Teacher
evaluations and letters of recommendation should not come from parents, if at all possible. With
the easy availability of PCs and laser printers, impressive official documents can be generated in
the home and submitted with an application.
Items to evaluate during an interview of home-schooled and small school candidates (make sure
you are evaluating under USNA requirements):
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Number of classroom hours per day and week (this is important). Whether these hours
involve teaching younger siblings.
Length of school year.
If possible, curriculum and texts used.
Check if the school is accredited. Note the source of accreditation.
Look for college courses taken to supplement the home-school curriculum particularly
Calculus and Chemistry. Encourage the taking of such courses.
Look for ECAs that show group participation, e.g. scouting, local band or orchestra, theater
group. Encourage participation in these activities.

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Check athletics, especially wide-area team sports and sports with individual rankings.
Encourage participation in these activities as well.
Note special circumstances such as living overseas where homeschooling may be the only
alternative.

If a candidate is home-schooled, your interview report should discuss the above items briefly.
Many home-school candidates prove to be excellent Midshipmen and naval officers. Some don’t
adjust to the new experience. Interview these candidates with an open mind. Avoid approaching
the interview with pre-conceived notions. In your overall evaluation treat the home-school
candidate as you would any other candidate.
Summarizing and Writing the Interview Report in BGIS:
The Interview Report
The Interview Report is read very carefully by the Admissions Board. Be sure to submit the
Interview Report via BGIS as soon as possible after the interview.
The BGO Interview Report is an official part of the application and therefore is subject to review
after a Freedom of Information Act {FOIA) request. Remember to keep all comments in the
Interview Report professional.
As discussed earlier, if there are hardships or special circumstances that the Admissions Board
should learn, it is important to include these circumstances in the narrative portion of the Interview
Report.
The overall evaluation of “Top 5%” should be used sparingly and the interview report narrative
must be approved by the Area Coordinator BEFORE submission. Once reviewed by the AC, the
BGO will add a line to the effect of, “This interview has been reviewed and approved by Bill E.
Goat, AC Region XXX”. The fact that the candidate also voices an interest in another school or
service academy should not be a reason for a negative evaluation. At no time should the
candidate’s medical status play a role in scheduling the interview or evaluating the
candidate.
If possible, prepare the narrative portion of the Interview Report in a Word document for ease in
revising and editing using spell check software. Copy and paste the revised narrative into the
Comments Section on the Interview Report. The most important thing to remember is that this
interview is an evaluation of a candidate's ability and motivation to succeed in an extremely
competitive environment and suitability for service as an officer in the Naval Service. The
Admissions Board must also make a determination on the candidate’s moral character; and often
times the only insight they might receive will come from the BGO Interview Report.
The opening paragraph (Snapshot of the Candidate) of the narrative should give a word picture of
the candidate for the Admissions Board.

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Next provide supporting information on the ranking you have given for each of the six behavior
traits (e.g. interest and motivation, leadership potential). This allows the Board to understand the
rationale behind your ranking in the particular area and at the same time, glean more information
about the candidate. (See below.)
The final paragraph should provide the Board a sentence or two bolstering the recommendation to
select or not select a candidate for appointment.
Do not report information in the interview which the Admissions Board already has.
There is no need to mention the candidate’s class standing, extracurricular or sports participation
as this information will already be in the completed candidate packet. Sample write-ups are
included at the end of this section and on Blackboard.
Special Circumstances
List any special circumstances which the Admissions Board may not be aware.
Interest and Motivation
Based on the ranking assigned, provide supporting statements which describe the actions taken by
the candidate that demonstrate interest and motivation.
 One indicator of a candidate’s level of interest and motivation is the percentage of
paperwork completed at the time of your interview. Check the date that the candidate was
mailed the application letter and the progress made at the time of the interview.
 Indicate whether the candidate has taken the time to learn about the Naval Academy and
the Navy and whether the candidate has a realistic understanding of life in the Service as
an officer.
 What influenced the candidate to apply to the Naval Academy?
 If applicable, indicate if the candidate has visited the Yard or spoken to a Midshipman
about the Academy.
 If you feel it germane, indicate why the candidate did not apply for Summer Seminar.
 If indicated, relate which other colleges and service academies the candidate is pursuing to
allow the Admissions Board to understand the candidate’s career interests.
 Comment on the nature of parental influence (positive or negative) on the application.
Responsibility
Provide supporting statements which describe the candidate’s experiences and accomplishments
with respect to responsibility.
 If noteworthy, describe the candidate’s handling of failure and what was learned from the
experience.
 Assess maturity and level of responsibility to indicate the candidate’s ability to handle
being away from home and in a stressful environment.
 Indicate whether you believe this candidate will seek out responsibilities as a Midshipman
and an officer.
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If the candidate has been involved in an incident with the authorities, mention this.
Does the candidate work to support family or takes care of siblings.

Physical Fitness
Reflective of the ranking assigned, provide supporting statements based on the candidate’s
physical appearance and any physical fitness activities that may not be reflected in the application,
e.g. yoga training, martial arts, club sports. DO NOT comment on the candidate’s relative physical
attractiveness.
Leadership Potential
Provide supporting statements regarding the candidate’s past leadership positions and your
perception of leadership potential.
 Comment on the confidence and poise (or lack thereof) exhibited by the candidate.
 Relate any notable insights from the candidate’s responses to the Leadership behavioral
trait questions.
Organization Skills
Provide supporting statements which describe the candidate’s observed organizational skills.
 Comment on the candidate’s track record of successfully resolved time conflicts among
schoolwork, family life and athletics.
 Explain the purpose of any clubs or organizations the candidate may be involved in that
the Admissions Board may not be familiar with.
Oral Communications
Provide supporting statements using some descriptive phrases.
Overall Evaluation
The overall evaluation must be consistent with the individual rankings assigned above. If you don’t
believe the candidate should be given an appointment, give specific reasons in the write-up. The
overall evaluation should be "Not Recommended."
Telephone Interviews
In rare cases it may be necessary to conduct a phone interview when all other options have been
exhausted (including video interviews.) This is most common with candidates living overseas, or
in remote areas where BGO coverage is minimal. Every effort should be made to conduct a face
to face interview (or a video interview as a last resort), but when this is not possible, it is important
that the Admissions Board still receive the BGO Interview Report.
There are obviously some inherent limitations to conducting the BGO interview over the phone,
so careful attention must be paid to ensure an effective outcome. The first limitation being that
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you will not be able to personally view the candidate as you ask the questions and therefore won't
be able to judge eye contact or how the candidate reacts during tough questions. Also, you will
not be able to witness the candidate's interaction with his or her parents or siblings.
To help overcome these limitations preparation is critical. It is important to try to develop an
ongoing email conversation leading up to the interview (remember to document all contacts in
Student Notes) to gauge the candidate's ability to respond to correspondence in a timely and
professional manner.
During the actual phone interview, conduct it like you would any other interview. Utilize this
appendix and the recommended questions, but place more emphasis and go in to greater detail
regarding the candidate's family life and relationships. Take detailed notes during the interview
and follow up via email on any issues you are not comfortable with.
As noted, if the BGO is not able to meet face to face with the candidate he or she should consider
using Skype or other video conferencing applications if both the BGO and the candidate have
access to the program.

Sample Write-Up for a Highly Recommended Candidate
Note: Since the Comments box in the BGIS Interview Report form does not preserve the
paragraph breaks and any bolding, underlining or italicizing in a write-up, it is necessary to label
each paragraph in all uppercase letters as is done below.
SNAPSHOT OF THE CANDIDATE: Motivated. Focused. Goal oriented. Has corresponded with
me since his early years in high school expressing his desire to attend the Naval Academy, classes
he was taking and ECAs he was engaged in to prepare himself. Is somewhat tall with an athletic
frame. He arrived half an hour early, anxious to do well in his interview. I had a hard time getting
him to relax. His attire was appropriate and he was well groomed. Parents are teachers; has a sister
two years younger.
INTEREST AND MOTIVATION [Top 5%]: Candidate was raised in a Navy environment (father
was a Lieutenant; F-4 and F-14 flight officer). The Naval Academy was his idea, not his parents.
Both parents, however, are very supportive of his desire to attend USNA. Father tried to dissuade
him from pursuing the rigorous life of an aviator but to no avail. Owing to conflicts with his
summer baseball schedule, the candidate did not apply to NASS. Has applied to several
competitive schools and has already researched ROTC scholarships at them. His first choice is
currently Princeton; USNA is his 2nd choice. If not selected for the Naval Academy, wants to
pursue the military through ROTC. This is a very conscientious and self-motivated individual.
LEADERSHIP [Top 25%]: As shown in his application, the candidate has held several important
leadership positions. Moreover, he helped organize a sailing team at his previous high school. He
projects confidence and appears to be very focused.

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RESPONSIBILITY [Top 5%]: Despite his part-time work and sports participation while carrying
a heavy academic load, he seems to have a solid record of achievement in school and out. Appears
to be an extremely conscientious and hard worker. Says he has excelled academically through hard
work.
ORGANIZATION [Top 5%]: Based on his ability to successfully manage academics, work, and
sports, he appears to be very organized and a good time manager. In conflicting demands between
academics and other interests, academics get first priority. I judge he should easily be able to
manage the stresses of Plebe Summer and Plebe Year.
PHYSICAL FITNESS [Top 5%]: Looks like a solid athlete. Given the fact that he changed high
schools in his junior year, it is remarkable that he has been able to make TWO varsity teams.
Appears to be in excellent shape.
ORAL COMMUNICATIONS [Top 5%]: This young man is very poised; listened carefully and
gave well thought out and confident responses to all questions. He was articulate and was finally
at ease toward the end of the interview. Asked a number of good questions. Is very mature.
OVERALL EVALUATION [Top 5%]: This candidate will make an excellent Midshipman and a
fine officer. I MOST STRONGLY recommend him for an appointment to the Naval Academy.
[Note: the two words shown in uppercase letters might normally be underlined for emphasis but
since the BGIS doesn’t show underlining or italicizing, you would need to show the words in
uppercase letters instead.]

Sample Write-Up for Candidate Not Recommended
SNAPSHOT OF THE CANDIDATE: Though several minutes late for our meeting, he was
apologetic and seemed a likeable young man. Physically, he is of above-average height with a
medium build. Though he wore coat and tie, his dress was somewhat untidy (no belt, scuffed
shoes). Grooming was ‘passable.’
INTEREST AND MOTIVATION [Below Average]: Candidate has completed very little of his
application to date, has not visited the USNA Admissions website or familiarized himself with the
school. His interest in the Naval Academy is based solely on his desire to be a pilot. Has only a
vague comprehension of Plebe Year or the Honor Concept. He has applied to USAFA and some
in-state colleges but has not applied for ROTC. Based on observations and comments during the
interview, his application to USNA appears largely parent-driven. Based on lack of effort to date
and his limited knowledge of the Academy, does not seem a serious candidate for USNA.
LEADERSHIP POTENTIAL [Average]: Has held no meaningful leadership positions in high
school. Has not had any extracurricular activities other than participation in his church youth
group. He does appear to be capable of leading people in a difficult situation.
RESPONSIBILITY [Top 25%]: Very involved in his church (youth intern, youth choir, and youth
bible study); volunteers as a tutor for fellow students in math and science. All participative, no real
leadership roles.
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ORGANIZATION SKILLS [Below Average]: See INTEREST AND MOTIVATION above.
PHYSICAL FITNESS [Below Average]: Candidate is not involved in any organized sports.
Although he occasionally runs and lifts weights, I believe he would struggle to maintain the
physical regimen demanded of a Midshipman.
ORAL COMMUNICATIONS [Below Average]: Usually expressed himself well but did not
exude confidence when we conversed. He was unable to handle stressful or probing questions with
much poise.
OVERALL EVALUATION [Not Recommended]: Based on his apparent lack of genuine interest
and lack of demonstrated performance, I DO NOT recommend this candidate for appointment.

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