Fired Captain of USS Forrest Sherman Seemed To Just Want To Break People Down,' Investigation Finds

DEPARTMENT OF THE NAVY
COMMANDERCARRIERSTRIKE GROUP EIGHT

9576 DECATURAVE SUITE 400
NORFOLKVA 23511-3229
5800
SerN02/025
HAR
3 0 2021
SECOND ENDORSEMENT on ltr of22 Jan 21
From: Commander, Carrier Strike Group EIGHT

To: File
Subj: COMMAND INVESTIGATION INTO THE INSPECTOR GENERAL COMPLAINT

AGAINST THE COMMANDING OFFICER OF THE USS FORREST SHERMAN
(DDG 98)
Ref: (a) JAGINST 5800.7G JAGM~

(b) tr of22 Jan 21
(c) IS Report of Investigation (CCN: 21DEC20-NFNF-00453-6SNA)
I. Pursuant to reference (a), I have reviewed reference (b) and also separately reviewed
reference (c).
2. After consulting with my Staff Judge Advocate, I determined further investigation and
endorsement are not necessary. I concur with the findings of fact and opinions. As for the
recommendations, I concur with the following comments. CDR Frank Azzarello, USN will face
disciplinary action at my level. All other disposition actions, to include no action, are matters
within the discretion of the Commander, Destroyer Squadron TWO EIGHT as may lawfully be
exercised by him in accordance with applicable laws and regulations.
3. A full copy of reference (b) will be maintained by this command for t

of this action. The · ·
Copy to:
COMDESRON-28
FOR OFFICIAL USE ONLY. PRIVACY ACT PROTECTED.

Any misuse or unauthorized disclosure may result in both civil and criminal penalties.
COMMANDER DESTROYER SQUADRON TWO EIGHT
9727 AVIONICS LOOP SUITE 200
NORFOLK, VA 23511
5830
SerN00/022
26 Jan 21
FIRST ENDORSEMENT on ltr of22 Jan 21
From: Commander, Destroyer Squadron TWO EIGHT

To: Commander, Carrier Strike Group EIGHT

~DG9~ I
Ref: (e) U.S. Naval Criminal Investigative Service Report oflnvestigation (Interim) dtd
22 Jan 21
1. After a thorough review, subject investigation is forwarded, adding Reference (e), which I
have also considered. I concur with the Investigating Officer's Findings of Fact, Opinions, and
Recommendations as modified or clarified below.
2. I modify Recommendation #3 by removing it and replacing it with: I recommend that CDR

Azzarello be detached for cause based on misconduct and loss of confidence. As a result of his
failures in leadership, most notably fostering a command climate of harassment and fear, and his
extremely poor judgment in (a) failing to surrender all items, including three weapons, seized
during a dhow interdiction in 2019, (b) allowing unauthorized weapons to be illegally stowed
onboard a U.S. Navy vessel, (c) failing to initiate and maintain an inventory of all weapons
onboard USS FORREST SHERMAN, and (d) secretly removing one of the seized weapons from
USS FORREST SHERMAN and transporting it to his private residence, I have lost confidence
in CDR Azzarello' s decision making and, therefore, his ability to continue in command of USS
FORREST SHERMAN.
3. I modify Recommendation #6 by adding the following: As a result of his failures in

leadership, most notably his lack of a questioning attitude and failure to execute adequate
forceful backup that verges on dereliction of duty, I have lost confidence in CDR Bridges' ability
to command USS FORREST SHERMAN or any other U.S. Navy vessel or unit. CDR Bridges
admitted to having knowledge of the weapons and the Commanding Officer's plan to mount the
rifle as a plaque in the wardroom. He did not question this action nor did he attempt to stop it.
CDR Bridges was also aware of some of the harassing behavior directed at some of the officers
by CDR Azzarello and again chose not to take appropriate action. His inaction in these
situations was detrimental to USS FORREST SHERMAN and tar below the U.S. Navy's
expectations of its Executive Officers.
4. I add Recommendation #7: I recommend that CMDCM Nelson-Williams be formally

counseled on her failure to provide adequate forceful backup to CDR Azzarello for both
decisions related to weapons handling as well as the command climate. Because the command
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(DDG98)
climate issues fostered by CDR Azzarello were exclusive to the ship's wardroom, I believe she
has limited culpability. However, she was involved in various counseling sessions for officers,
and she was most definitely aware of the fact that weapons inappropriately remained aboard the
ship following seizure. Her inaction in these situations was detrimental to USS FORREST
SHERMAN and far below the U.S. Navy's expectations of its Command Master Chiefs.
5. I add Recommendation #8: I recommend that Reference (e) be provided to Commander,

Destroyer Squadron TWO SIX and Commanding Officer, USS STOUT, as the current chain of
command for LT (b) (6) for their consideration of possible punitive and/or
administrative actions.
6. Upon final endorsement of this command investigation, I will take appropriate administrative
and/or disciplinary action.
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22 Jan 21
From:
To: on TWO EIGHT

(DDG98)
Ref: (a) JAGMAN, Chapter 2

(b)DoD Instruction 1020.03, Harassment Prevention and Response in the Armed Forces
(c) Uniform Code of Military Justice (UCMJ)
(d) BUPERSINST 1610.l0E
Encl: (1) CDS 28 Command Investigation Convening Order Ser N00/240 dtd 15 Dec 20
(2) Naval Inspector General Hotline Complaint #202003627 dtd 21 Jul 20
(3) Naval Inspector General Hotline Complaint #202005907 dtd 14 Nov 20
(4) Preliminary Inquiry dtd 14 Dec 20
(5) Audio Recording of Counseling Session for
(6) Interview Swnmaries (ordered b
(7) SWO Non-Attain Packages for
(8) Email "SWO Non-Attainments om n ges t 7 Dec 20
(9) Unsigned Written Statements from Fo-est Officers (15 tot in alpha order)
(10) Detachment for Cause Package ICO
(11) Email "LIMDU" from CDR Bridges dtd 7 Dec 20
(12) CDR Azzarella Interview Summary & Article 3 IB Attachments
(13) CDR Azzarella Provided Documentation re-
(14) CDR Azzarello Interview Follow-Up Email "LOis 1 of 2" dtd 13 Jan 21
(15) CDR Azzarello Provided Emails re Officer Performance Issues
(16) CDR Azzarello's Letter of Instructions to Department Heads (alphabetical order)
(17) CDR Azzarello' s Letter of Instructions to Di vision Officers (alphabetical order)
(18) CDR Azzarello's 90 Day Assessment Letter dtd 3 Dec 19
(19) Defense Equal Opportunity Clima~OCS) Results of Nov 20
(20) Unsigned Written Statement from-
(21) CDR Azzarella Provided Email on Leadership Expectations
Preliminary Statement
1. In accordance with reference (a), I conducted an investigation as directed by enclosure (1) to

determine the validity of allegations made against CDR Azzarella, Commanding Officer (CO) of
USS Forrest Sherman, in enclosure (2). All reasonably available evidence was collected and the
directives of your convening order have been met.
Of note, the Inspector General (IG) anonymous hotline complaint of enclosure (2) was made in
July 2020, but because the IG used an incorrect email address, it was not properly referred to you
for action until ovember 2020 when the IG received an additional anonymous complaint found
in enclosure (3). In general, both IG complaints allege a hostile work environment aboard the
ship. The first complaint includes specific allegations, lists only the CO as the subject, includes
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potential witnesses by name, and seems mostly centered around the ship's wardroom. The
second complaint is broad in nature, includes no witnesses, and lists both the CO and the
Command Master Chief(CMC) as the subjects.
In response to the preliminary inquiry (Pl) you initially assigned me to investigate both
complaints, I reviewed the ship's most recent Defense Equal Opportunity Climate Survey
(DEOCS), gathered information from the ship, and interviewed all potential witnesses
specifically identified in the original IG complaint as well as other pertinent service members.
Based on the PI findings, I consulted with the Carrier Strike Group 8 (CSG 8) Staff Judge
Advocate (SJA) and then recommended in enclosure (4) that the specific allegations of enclosure
(2) be looked into further as part of a command investigation (CI) and that the non-specific and
broad allegations of enclosure (3) be closed out with a memorandum for the record. The CSG 8
SJA recommended review of reference (b) as it related to .allegations in enclosure (2) and my
initial findings. Following your concurrence, I transitioned from PI to Cl, interviewed additional
members of the command, and gathered further relevant information.
During the conduct of follow-on interviews, one junior officer alleged being directed to retain
multiple foreign small arms recovered during an operation on deployment and that one of the
weapons (an AK.-47 rifle) was later given to the CO who presumably removed it from the ship.
After again consulting with the CSG 8 SJA, I referred that allegation to the Naval Criminal
Investigative Services (NCIS) Norfolk Field Office. A case was assigned and NCIS continues to
actively conduct an independent investigation regarding the alleged mishandling of weapons so I
offer no findings, opinions, or recommendations related to that issue.
Minor delays were incurred during conduct of this CI, specifically due to holiday leave periods
as well as required interview coordination with NCIS for the separate investigation into weapons
mishandling.
I have focused and organized this report into allegations regarding excessive detachments and
threats of detachment, an alleged assault that may have occurred in spring of 2018 aboard USS
Vella Gulf, allegations of demeaning, belittling, and offensive language, allegations of
mishandling a department head's medical issues, and allegations of racist and sexist remarks.
I have retained original copies of all written statements made during this CI. An electronic .MP4
file with a recording of a counseling session referenced as enclosure 5 is available for review in
an accessed-controlled location on the NMCI share drive.
provide case details and custodial information for evidenc
investigatiQn;
Findings of Fact
Note: Throughout the findings offact, I have referenced specific names to flag sources from
both the consolidated interview summaries enclosure and the consolidated written statements
enclosure-e.g., enclosure (6) Smith-for ease of reference.
PR.!VACY SENSlTIVE - FOR OFFlCV\L USE ONLY

1. Six officers were listed as potential witnesses by an anonymous complainant in the IG hotline
complaint.
a. Thr -- •ru· • artment heads on USS Forrest Sherman

and were listed. [enclosures (2), (6)
b. Two officers who served with CDR Azzarell~ulf,

were listed. [enclosures (2), (6)-
c. One offic~ly served as Disbursing Officer~ on USS Forrest

Sherman,___ was listed. [enclosures (2), (6)-
2. The IG hotline complaint includes allegations that CDR Azzarello non-obtained division
officers before boards and regularly threatened to end careers. The following facts apply:
a. During CDR Azzarello's command tour to date, three division officers have been
non-obtained from their Surface Warfare Officer (SWO) qualifications. [enclosure
(7)]
(l) One division officer, -was issued three letters of instruction (LOIs) in
a five-week period by CDR Azzarello prior to being non-obtained. [enclosure (7)]
(2) One division officer, was issued three LO Is in a four-week period

by CDR Azzarello prior to being non-obtained. [enclosure (7)]
(3) Two of the non-obtained division officers,

requested to be non-attained. [enclosures (7), (8)]
c. During CDR Azzarello's command tour, there have been four unplanned losses of
department heads.
(1) ~artment head, was detached for cause (DFC)-

~as issued five LOIs over a ten week period by CDR Azzarello prior to
his DFC. [enclosure (10)]
(2) Two department heads were placed on limited duty for mental health issues and
suicide related behavior. [enclosure (11)]
(3) One department head,,-was transferred from the ship approximately

three weeks after reportii~to medical concerns related to his
mobility. [enclosures (6)-(12), (13)]
3
d. CDR Azzarello chose not to allow one department head,
- to fleet-up and continue serving on the ship. was unaer
orders to shift from the Operations Officer (OPS) billet to the Plans and Tactics
Officer (PTO) billet, but was instead transferred to another ship upon request to PERS
41 by CDR Azzarella. [enclosures (6)- (12), (14), (15)]
e. In addition to the 15 LOis included in the non-attain and DFC packages, CDR
Azzarella provided copies of 31 other LO Is he has given during his command tour to
date. In total, CDR Azzarella has issued at least 46 LOis, spread across 22 officers.
This includes 15 LOis spread across six department heads and 31~cross
16 division officers. One LO I was issued in a positive manner to ..... to
rescind a previous LOI based on her improvement. [enclosures (7), (10), (16), (17)]
f. In May 2020 following apparent issues on watch, one division officer,

recorded a counseling session during which CDR Azzarella explains how he uses
LO Is and other actions to remove an officer from the ship. [enclosure (5)]
g. CDR Azzarella issued LOls with the XO, CDR Bridges, present. [enclosure (12)]
1. CDR Azzarello reported that his past experiences included being a first responder for
USS Porter's accident as the CO of USS Firebolt, a year as the OIC of the Basic
Division Officer Course with continued emphasis of the USS Fitzgerald and USS
McCain incidents, involvement in the USS Jason Dunham small boat accident
investigation, and a conversation with the CNO on the importance of accountability
in command. [enclosure (12)]
J. CDR Azzarello noted that he took command after a very short turnover and
immediately went on deployment with a team of department heads that he assessed as
weak and with a number of gaps in key positions, including the Chief Engineer
(CHENG), PTO, and Top Snipe billets. His 90-day assessment letter specifically
assessed his crew's "overall training and proficiency ... as average to slightly below
average." [enclosures (12), (18)]
k. CDR Azzarella noted that the ship's previous CO used LO Is and that his CO on USS
Vella Gulf, CAPT Oberley, emphasized the use of LOis as a tool as well. [enclosure
(12)]
I. CDR Azzarello noted that he was concerned about getting his ship to success and
making sure performance issues were well documented without a strong supporting
cast. [enclosure (12)]
4
3. The IG hotline complaint includes an allegation that CDR Azzarello grabbed an Ensign by the
shirt and collarbone during a previous tour. A separate anonymous allegation that CDR
Azzarello raised his hand at a junior officer was made in the ship's most recent DEOCS. The
following associated facts apply:
a. was the Ordnance Officer (ORDO) aboard USS Vella Gu~2)

when CDR Azzarello was the Executive Officer (XO). [enclosures (6)-(20))
b. alleged that in the spring or summer of 2018, CDR

Azzarello repeatedly poked him with his fingers in the collarbone area while alone in
his cabin following an issue with preparations for a maintenance spot check; -
-noted that the area was sore and tender following the alleged interaction.
[enclosures (6)-(20)]
C. eported the issue to his Department Head,

who served as the Weapons Officer WEPS and
(CSO) on USS Vella Gulf. Neither
action. [enclosures (6)
d. Neither of CDR Azzarello;s former COs on USS Vella Gulf were aware of this
alleged incident. Neither personally observed any demeanin
inappropriate behavior by CDR Azzarello. [enclosure (6)
e. CAPT Robert Thompson, former CO of USS Vella Gulf, noted speaking to CDR
Azzarello about his "passion bordering on anger." CAPT Thompson also noted that
was a stan~al and that stock could be put into anything he
reported. [enclosure (6)-
f. CDR Azzarello could not recall any altercations or even one-on-one interactions with
[enclosure (12)]
g. The statute of limitations for UCMJ Article 128 (assault) is two years for non-judicial
punishment (NJP) and five years for court-martial charges. [reference (c)]
h. A comment in the most recent DEOCS survey noted that the "Commanding Officer
almost physically assaulted a Junior Officer" in that he "raised his hand so as to strike
the individual but did not follow through." [enclosure ( 19)]
i. Three junior officers recounted an event on the bridge during which CDR Azzarello
allegedly leaned over and raised his hand~ a report from the Morale
Welfare and Recreation (MWR) Officer,----that there was not enough
beer available to support a shift in policy to allow crew members 18 years and older
to drink (vice 21 years and older). believedCDR Azzarello was
going to punch her and two officers on watch who observed it,
- believed it looked the same. CDR Azzarella re o
kicked-ff the bridge. [enclosure (9)
5
j. Article 128 covers "mere preparation" as a situation that does not constitute assault,
giving an example of picking up a stone, but not throwing it. [reference (c)J
k. CDR Azzarello could not recall ~riefing him on the issue

surrounding available beer. He could.not initially recall how the beer inventory issue
was resolved, but later clarified that he believes the CMC or the Supply Officer
resolved the problem by obtaining additional beer. [enclosures (12), (14)]
4. The IG hotline complaint includes allegations that CDR Azzarello verbally abused crew
members and referred to division officers and department heads as "fucking retards" and "little
son of a bitch'' respectively. Additional related allegations were made during the course of
interviews. The following associated facts apply:
a. The DoD defines harassment as: "Behavior that is unwelcome or offensive to a

reasonable person, whether oral, written, or physical, that creates an intimidating,
hostile, or offensive environment. Harassment can occur through electronic
communications, including social media, other forms of communication, and in
person. Harassment may include offensive jokes, epithets, ridicule or mockery, insults
or put-downs, displays of offensive objects or imagery, stereotyping, intimidating
acts, veiled threats of violence, threatening or provoking remarks, racial or other
slurs, derogatory remarks about a person's accent, or displays of racially offensive
symbols. Activities or actions undertaken for a proper military or governmental
purpose, such as combat survival training, are not considered harassment." [reference
(b)]
b. CDR Azzarello called the former Chief Engineer (CHENG), a "son of a

bitch" in a passageway in Officer Country. [enclosures (6) Bridges/Nelson-
Williams, (12)]
c. CDR Azzarello admitted to making this remark and both the XO, CDR Bridges, and
the ~MDCM Nelson-Williams, became aware after the incident. [enclosures
(6) .... oridges/Nelson-Williams, (12)]
d. CDR Azzarello could not remember if he apologized to -or if there were

any unique circumstances that set him off. [enclosure (12)]
e. all alleged
t at CDR Azzarello called them and/or others a "fucking retard" or "fucking
retarded" or just "retarded." -described this as "part of his regular
vocabulary." dded that he was called "useless/stu id" as well.
[enclosures (6) 9)
f. alleged that CDR Azzarello used "idiot and retard in a joking

manner." [enclosure (9)-
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PRIVACY SENSITiVE - roR OFFICIAL USE ONLY
g. Two Boatswain Mates of the Watch (BMOWs),
observed CDR Azzarello call a watch stander a "fucking idiot," and also
observed CDR Azzarello call a watch stander a "retard." [enclosure (6)
BMOW/QMOW Interviews]
h. The DEOCS comments section includes multiple comments regarding similar name
calling by CDR Azzarello as well as the importance of his mood at watch turnovers.
Related anonymous commented are quoted below: [enclosure (19)]
(1) "We are yelled at and bullied by the CO. On the bridge, how your watch will go
depends on the mood of the CO. Because of this, the first and most important
turnover item between watches in the captain's mood; not contacts, casualties, or
tasking." [enclosure (19)]
(2) "I have seen officers called idiots, retarded, or useless wastes and so on ... when
turnovers include the commands mood at the time as a warning every watch then
things may have gone too far." [enclosure (19)]
(3) "During deployment several of the junior officers received verbal insults from the
command ranging from 'you are an idiot aren't you' to telling people that they
were useless and should have never become an officer." [enclosure (19)]
(4) "The mood of the commanding officer was a regular item of watch turnover,
which is both unprofessional and unacceptable ... junior officers have been told
that they are: overall mistakes, retards, and should never have come to the ship by
the Commanding Officer." [enclosure (19)]
i. CDR Azzarella did not recall any specific instances during which he used this type of
language, but did note that he regularly calls his sons "retards" and that it was
possible he used that word in a joking, playful manner, not intended to be abusive.
[enclosure (12)]
j. · erformin division officers, CDR Azzarella

identified in the top three. When told that both
alleged he called them names, CDR Azzarello indicated that this was likely done in a
joking manner and not intended to be abusive though he could not recall those
occasions. [enclosure (12)] ·
k. alleged that CDR Azzarello, then XO of USS Vella Gulf, called his
GMC a "piece of shit, worthless chief' before saying similar things to him in spring
of 2018. [enclosure (20)]
m. -.lleged CDR Azzarello called him a "smart ass piece of shit" in the ship's
Combat Information Center (CIC) during a firing exercise. [enclosure (9)-
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P.RlVACY SENSITIVE - FOR OFFICIAL USE ONLY
n. alleged that CDR Azzarello continually belittled him after saying
,·,Rogerthat Sir" when making a report. Specifically, for the next several months, any
time that CDR Azzarello saw him, he would scream "Roger that Mr. Seymour."
[enclosure (9) Seymour]
o. ~leged that junior officers who made poor word choices were
continually patronized by CDR Azzarello in the passageways and gave several
examples including "saying Roger to the CO." [enclosure (9)-
p. CDR Azzarello denied allegation and did not recall the others.
[enclosure (12)]
q. With the exception of the comment made to-neither the XO, CDR
Bridges, nor the CMC, CMDCM Nelson-Williams, were aware of any unprofessional
or abusive behavior by CDR Azzarello. [enclosure (6) Bridges/Nelson-Williams]
note no
significant issues with several noting that the ship was a professional work
environment. did observe some name calling but indicated that it did not
cross professional lines. noted that CDR Azzarella likel said some
things he should not have. [enclosure (6)
s. None of the ship's Limited Duty Officers or Chief Warrant Officers (LDOs/CWOs)
personally observed any demeanin-ehaviors thou h several
had heard about it. [enclosures (6)-(9)
t. - served aboard the ship as the embarked chaplain for the duration of a
nine-month deployment. He heard CDR Azzarello yell and use the "f-word,'' but
never observed or became aware of any abusive/demeaning language directed at a
service member. - estimated s-ndin approximately 15 minutes per day
on the bridge on average. [enclosure (6)
u. One division officer, noted that the CMC and XO knew what CDR
Azzarello was like and didn't offer any protection or assistance. [enclosure (9)
5. The JG hotline complaint includes allegations that CDR Azzarello lied to have a department
head removed from the ship for medical reasons after accepting the officer and requir.ed the
department head to remain in his stateroom unless the officer requested permission to eat, get
haircuts, or pay a mess bill. The following associated facts apply:
a. ~ad multiple surgeries for back pain during his division officer tours and
shore duty, but was ultimately screened for sea duty. [enclosure (6)-
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b. -reported to the ship as the prospective Operations Officer (OPS) on 29
December 2019. [enclosures (6), (13)]
c. On his first evening aboard the ship, --slipped on a ladder well and appeared
to roll an ankle, which he reported to the ship's Independent Duty Corpsman (JDC),
[enclosures (6),. (13)]
d. The JDC noted that-told him that he couldn't feel his feet and "doesn't
think he can do this." He consulted with the Senior Medical ~O) aboard
USS Harry S. Truman and a determination was made to send -back ashore.
[enclosure (6) Troy]
e. CDR Azzarello ordered-to remain on the 02 level (Officer Country) in

order to keep him safe and avoid the need for a possible medical evacuation in light
of the ship's operational environment. [enclosures (6)-Bridges, (12), (13)]
f. CDR Azzarello provided a memorandum for the record that documented his actions
as well as email exchanges with his supervisor, the SMO, and PERS-41 regarding-
~edical concems. [enclosure (13)]
g. CDR Azzarello did have to correct after violation of his order to remain
on the 02 level. [enclosures (6) Bridges, (12)]
6. The IG hotline complaint includes an allegation that CDR Azzarello made a racist remark
about his African-American CMC's hair. While asking about any observed racist or sexist
remarks, several allegations regarding sexist remarks were also made by female officers. The
following associated facts apply: [enclosure (2)]
a. alleged hearing CDR Azzarello make a

comment about the CMC's "nappy · . ther recounted that tbis occwred during
a birthday celebration for the CO. ecalled hearing "nappy wig" from
CDR Azzarello at a wardroom function. ecounted that CDR
Azzarello told the CMC to "secure that nappy ass weave [or wig - he could not recall
which before oin alon side" during an underway replenishment brief. [enclosure
(6)
b. No other officer interviewed rec-lled hearin a sin le racist remark from CDR
Azzarello with the exception of who stated that CDR Azzarello
referred to citizens of Djibouti as~one recounted remarks about the
CMC's wig. [enclosures (6), (9)-
c. CMC Nelson-Williams indicated that CDR Azzarella joked around with her about her
hair regularly but that it was never offensive. She did recall him making a comment
at his birthday celebration on deployment, but said she did not hear him include the
words "nappy ass wig." [enclosure (6) Nelson-Williams]
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PRJVACY SENSITIVE - FOR OFFICV\.LUSE ONLY
d. Both the XO, CDR Bridges, and CMC, CMDCM Nelson-Williams, are African-
American service members and neither noted observing any racist comments or
behaviors by CDR Azzarello. [enclosure (6) Bridges/Nelson-Williams]
e. CDR Azzarello did not recall making a racist remark about his CMC's wig. He did
recall his birthday celebration and having asked the CMC to not doing anything for
him before she asked him to come to the Wardroom for a meeting. CDR Azzarello
noted that he regularly talke.d and bantered with the CMC and that he had recently
complemented her hair. [enclosure (12)]
f. Three female officers, alleged

that CDR Azzarello b ... --• ade fun
of her 1MC voice as e amage on r alle ed
that CDR Azzarello told her that hated the sound of her voice.
alleged that CDR Azzarello told her h · · · · oice and to
lower it. [enclosures (6)-(9)
g.
6-
also alleged that CDR Azzarello told her she needed smaller
coveralls to fit in with the other females. [enclosure (
h. CDR Azzarello did not recall commenting on any of his female officers' voices. He
also didn't recall specifically addressin coveralls with her, but
did say that she was petite and sometimes looked unkempt. He also recalled giving
her a hard time about blousing her coverall pant legs. [enclosure (12)]
Opinions
1. CDR Azzarello's limited turnover opportunity and initial assessment of his ship's readiness
prior to real-world operational tasking, coupled with his past involvement in Navy tragedies and
advice received prior to command, clearly impressed upon him the need to aggressively
document performance issues. [FF 2i-21]
2. However, CDR Azzarello excessively utilized LO Is and overemphasized the possibility of

removing officers from his ship during issuance and on other instances. Additionally, LO Is were
sometimes issued in rapid succession to individual officers, which limited the opportunity for the
particular officer's growth and improvement prior to additional administrative action. Especially
when combined with a higher than average number of non-attainments and other unplanned ·
losses for various reasons, this practice reduced the effectiveness of CDR Azzarello's intended
actions to improve performance and drive high standards. Instead, it created an unnecessary
level of mistrust and fear in portions of his wardroom, contributing to an undesirable hostile
work environment. [FF 2a-2f]
2. There were no egregious abuses in the recorded counseling session during which CDR
Azzarello plainly lays out the use of documentation to support potential detachment decisions.
However, this conversation, which was not done in conjunction with the issuance of an LOI,
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PRIVACY SENSIT'IVE- FOR OFFICIAL USE ONLY
does add credence to the allegations that CDR Azzarello regularly threatened to detach or fire
officers. [FF 2fJ
3. CDR Azzarello used abusive and offensive language, demeaning insults, and belittling
ridicule, which crossed professional lines and constituted harassment as defined in reference (b).
While CDR Azzarello's language choice may have sometimes been intended to be humorous and
may not have always been intended to be abusive, his words were ultimately offensive to most of
the officers on the receiving end, and I believe that they would be considered so by any
reasonable person in a professional environment. Ultimately, his behavior contributed to. a
hostile and offensive work environment, particularly on the bridge for division officers. [FF 4a-
4m]
4. CDR Azzarello, when serving as XO of USS Vella Gulf sometime in spring of 2018,
physically assaulted a division officer in his cabin after losing his temper in response to poor
preparations for a.maintenance spot check. I believe that poor anger management skills
contributed to this outburst and may have contributed to the separate perceived physical threat
alleged in the DEOCS and described by three officers. [FF 3b, 3c, 3e]
5. CDR Azzarello appropriately and truthfully consulted with medical personnel and his
immediate supervisor while making decisions related to - In light of the operational
environment, bis decision to limit movement about the ship was appropriate. His
actio.ns were ultimately well documented and necessary for both the ship's mission readiness and
the member's health. [FF 5a-5g]
6. I believe that it is unlikely that CDR Azzarello used the term "nappy" when joking about his
CMC's wig on deployment. In forming this opinion, I weighed the CMC's interview and the
fact that only officers listed on the anonymous complaint as witnesses recalled the event while
none of the other officers in the wardroom recalled any actual racist remarks by CDR Azzarella.
However, I do think the very nature of joking about the CMC's wig was unprofessional in public
(and potentially in private) settings, could also constitute harassment, and should have been
avoided to preclude any unintentional perceptions.. [FF 6a-6e]
7. CDR Azzarello inappropriately ridiculed three of his female officers about their voices and
likely made an inappropriate comment about one female officer's coveralls. These comments
constitute harassment as defined by reference (b). [FF 6f-6h]
8. Given the number of LO Is that CDR Azzarella issued with the XO, CDR Bridges, present,
and given the unique nature of the XO position and required presence about the ship, I find it
highly unlikely that CDR Bridges only had knowledge of the one offensive comment made to LT
Sebring. With that in mind, I believe CDR Bridges failed to execute adequate forceful backup
that verges on dereliction of duty. CDR Bridges either did not understand what right looks like
or he lacked the moral courage to take necessary action to address issues with CDR Azzarella.
[FF 2g, 4q, 4u]
11
PRIVACY SENSITJVE - FOR OFF1CV\L lJSE ONLY
Recommendations
1. The following recommendations make no consideration for the NCIS investigation into
weapons mishandling. Those results should also inform final disposition.
2. I recommend that CDR Azzarella be charged with violation of Article 92 of reference (c) for
failure to adhere to reference (b), specifically the DoD's harassment policy, and that the charge
be adjudicated through non-judicial punishment (NJP). I recommend a legal review to determine
if Article 93 and Article 133 charges are also appropriate for these violations.
3. I recommend that CDR Azzarello either be detached for cause based on misconduct or
alternatively that his change of command be expedited to occur ahead of his planned 12 February
2021 turnover.
4. I recommend that CDR Azzarello's trait grade for BLOCK 34 (COMMAND OR

ORGANIZATIONAL CLIMATE/EQUAL OPPORTUNITY) be made adverse with associated
comments in BLOCK 41 on his next fitness report. Reference (d) specifically requires
comments on this trait for commanding officers and dictates that any grade below 3.0 will be
considered adverse. I also recommend that CDR Azzarella not receive a recommendation for
major command in BLOCK 40 or BLOCK 41 of his next fitness report based on his
demonstrated substandard performance with respect to creating an appropriate command climate.
5. I recommend no disciplinary action for the alleged assault on USS Vella Gulf as the statute of
limitations precludes adjudication of Article 128 at NJP and court-martial proceedings would be
inappropriate based on details of the allegation. I do recommend that .CDR Azzarello be ordered
to attend an anger management course at the earliest opportunity, not to interfere with his current
responsibilities or potential early turnover. Consider coordination with PERS-41 to include this
as an I-stop in his detachment orders. Fleet and Family Service Center (FFSC) offers a six-
session program called Building Effective Anger Management Skills (BEAMS) where
participants learn to develop new and effective coping strategies.
6. I recommend removing CDR Bridges' endorsement to fleet-up to the CO position on USS

Forrest Sherman.
12
PR.JVACY SENSITIVE - FOR OFFICIAL USE ONLY
~
COMMANDER, DESTROYER SQUADRON TWO EIGHT
NORFOLK, VA 23511-3730
5830
SerN00/248
15 Dec 20
From: on TWO EIGHT
To:
Subj: COMMANDINVESTIGATIONINTO THE INSPECTOR GENERAL COMPLAINT

AGAINSTTHE COMMANDINGOFFICEROF THE USS FORRESTSHERMAN
(DDG98)
1. This appoints you, per reference (a), to inquire into the facts and circumstances sUITounding
the subject complaint.
2. Investigatethe allegations from the anonymouscomplaint (OIG #202003627)made against

the CommandingOfficer of USS FORREST SHERMANand recommend appropriate
administrativeor disciplinary action.
3. Report your findings of fact, opinions, and recommendations in letter fonn by 22 January
2021 unless an extension of time is granted. If you have not previously done so. read reference
(a) and other appropriate references before beginning your investigation.
Naval Inspector General
Hotline Complaint
Referral to Cognizant Authority
#202003627
COMMAND: USS FORREST SHERMAN DATE FILED WITH OIG: 21 Jul 20

COMPLAINANT: ANONYMOUS RECEIVED BY CNSL OIG: 21 Jul 20
LOCATION: Aboard Ship DATE OF INCIDENT: Jan-Feb 20
SUBJECT (1): Commanding Officer (CDR) Francis Azzarella
ALLEGED VIOLATIONS (As proffered by the Complainant):
1. Article 138
2. Abuse of Title or Authority
3. Article 1150
4. Discrimination/Racist Remarks
5. Equal Opportunity
6. Ethics Violations
7. False Statements
/~ 8. Hostile Work Environment
9. Assault
ALLEGATION(S) (As proffered by the Complainant):
1. CDR Francis Azzarella (hereafter CO) has a history of screaming, touching and verbally
abusing sailors and officers. Currently, there are several officers afraid to go to work or
trying to seek counseling due to depression and anxiety. One Ensign stated, "I just don't
see a way out." When the COs angry, he throws items around the space or stateroom and
screams that you better not fuck with him.
2. The CO lied about Officers, and threatened to end careers. He laughed as he told the
previous OPS to "not say anything or I'll end your career."
3. The CO has risked the careers and safety of the ship and the crew clearly noted the firing
of two CHEN G's, two OPS, CSO, PTO, and WEPs; for psychological issues or he (CO)
lied to have them removed.
4. The XO (CDR Bridges) allowed the previous CHENG to sleep in his stateroom. DIVOs
and DH's attempted to resolve the issue by confiding in the XO, but the XO would share
the information with the CO and they would then tag-team the sailor.
5. The CO calls DIVOs "fucking retards" while on Watch.
6. The CO calls DH's "little son of a bitch" in front of sailors.

Hotline Complaint
#202003627
7. The CO commented during his birthday celebration in the wardroom, "where's CMC?
(CMC Judith P. Nelson-Williams) She must be performing a burial at sea for that nappy
ass wig!" referring to our black CMC who hadn't made it up yet. The entire wardroom
heard it.
8. The CO threatened DIV Os and DH's with physical and verbal harassment and violence.
Told daily not to fuck with him.
9. The CO lied to have a DH removed from the ship for medical reasons after accepting the
officer. He made false statements to BUMED/CDRE/MRD Norfolk.
10. The CO required a DH to remain in his stateroom and request permission to eat, haircuts,
and pay his mess bill.
11. The CO requires the DHs he does not like, to stand behind the LCPO or LDO and told to
shut up because they aren't trusted. He does this in front of the entire wardroom and
sailors.
12. The CO told a DH to get off the fucking bridge. He's a disgrace and a fucking joke. This
was said in front of the entire bridge team during a tactical brief.
13. The CO non-attained DIVOs before their boards and routinely accesses RADM to delete
Quals of DIVOs/DH's he doesn't like, but fast tracks female sailors.
14. The CO grabbed an Ensign by the shirt and collar bone, which left cuts and bruises (not
during this tour, but the now LTG is still afraid to speak up).
15. The CO refused to allow a DH, who has been noted in the incidences above, to attend the
command climate survey.
ADDITIONAL STATEMENTS BY THE ANONYMOUS COMPLAINANT:
1. "The command needs to be investigated for the CO's ability to lead sailors and properly
mentor them."
2. "DIV Os and DB's attempted to resolve the issue by confiding in the XO, but the XO
would share the information with the CO and they would then tag-team the sailor. The
CO should be removed from command, sailors should be provided counseling and the
DIVOs should be reassigned to other ships to regain their QUALS. Sailors whom have
been non-attained should be allowed to transfer to other ships and be retained in the
Navy. This individual is toxic. If nothing is done, he is the reason for the phrase, "wonder
Hotline Complaint
#202003627
why he made it this far?" it would be because no one took the complaints seriously. He
has made sexist, racist and inappropriate remarks along with threats of administrative and
physical violence."
3. "The CO should be removed and the XO not permitted to fleet up. The DIV O's and DH's
punished by him should be reinstated and given another chance."
WITNESSE(S) PROVIDED BY THE ANONYMOUS COMPLAINANT:

Su Ject: FOUO-PRIVACYSENSITIVE- COMNAVSURFLANTOFFICEOF THE FORCEINSPECTORGENERAL-
COMPLAINT REFERRAL- CASE#202005907
Commodore,
BLUF:The CNSLOffice of the Force Inspector General (CNSLOIG) is in receipt of a Hotline Complaint
dated 14 Nov 20, from an ANONYMOUS complainant, who alleged wrongdoing aboard the USSFORREST
SHERMAN (DDG 98).
A. DETAILS(ALLEGEDSUBJECT(S)/VIOLATION(S)):
1. SUBJECT(1): Commanding Officer (CO) Francis Azzarella perpetrated the following wrongdoing:
a. EEO
b. Hostile Work Environment
c. Mental Health lssue(s)
d. Safety
e. Reprisal
2. SUBJECT(2): Command Master Chief (CMC) Judith Nelson-Williams perpetrated the following
wrongdoing:
a. EEO
d. Safety
e. Reprisal
B. SUMMARY OF ALLEGATIONSAS PROFFERED

BY COMPLAINANT :
1. Anonymous Complainant alleges the Commanding Officer (CO) "CDR Azzarello and CMC Nelson-
Williams are growing an environment of hate and mental health problems onboard. No one can
talk to them without fear of reprisal. They pretend to care about mental health but they take it
out on those individuals in other ways. They are pushing impossible timelines for tasking and
evolutions that Is going to get people hurt, due to having to cut corners in order to meet ship
imposed requirements not navy requirements. This command is going to get someone hurt or
push them to hurt themselves that is why we have so many sailors check into Portsmouth, get
out or resign their commission. We are doing a CMEO survey currently and I'm sure it will be
swept under the rug to keep them out of trouble, despite the fact that it will show an extremely
amount of Sailors feel the same way as me. Hopefully you can help us get out of this impossible
toxic environment."
D. OIG DETERMINED COURSE OF ACTION:
1. Accordingly, this complaint is referred to COMDESRON28 for INFORMATION ONLY and/or

action deemed appropriate; IAW SECNAVINST5370.SC, and Rules for Courts-Martial 303.
Please acknowledge receipt. Standing by for any questions.
R/s
··--..
14Dec20
From:
To: Commander,Destroy~rSquadron.TWO EIGHT
Subj: PRELIMINARYINQµIRY INTO THE INSPECTOR GENERALCOMPLAINTS

AGAINSTTa:E COMMANDINGOFFICERAND COMMANDMASTER CIIlEF OF
tHE USS FORREST SHERMAN(DDG 98)

(b) DoD Instruction 1020.03,HarassmentPrevention and Response in th~ Armed Forces
Encl: (l') CDS 28 Preliminary Inquiry Assignment,5830 Ser N00/240 dtd 7 Dec 20-see enc: I (4d)
(2) Naval Inspector General Hotline Complaint#202003627dtd 21 Jul 20 - see enc. I ( 2-)
(3) Naval Inspector General Hotline Complaint#202005907 dtd 14 Nov 20-5ee e,,cf (~)
(4) Summaries of Personnel Interviews- s-ec:enc:,( ( I.>)
(5) USS FORREST Sf.JERMANDefense)::qualOpportunityClimate Survey (DEOCS) Results -see. e.11,;,(( 1s)
(6) Email from Executive Officer with Assignments for the Ship's Enlisted Associations- s.-e e.-ic./ ( L-/bJ
(7) CollateralDuty As~ignmentReviewfrom USS FORREST SHERMAN-See c:nc/ (Lfc)
I. Thisreports completion of the preliminaryinquiry conducted in accordancewith .reference(a) as

directedby enclosure (1). .
2. Personnelcontacted: I intetviewed all witnessesidentified in the Inspector General (IG) hotline

complaintof enclosure (2). Nqte, no witnesseswere identified in the IG complaint of enclosure(3).
Additionally,I conducted intet';viewsof all available ship personnel who stood Quart~rmasterof the
Watch or BoatswainMate ofthe Watch during the ship's most recent deployment,the ship's Independent
Duty Corpsman,the ship's Executive Officer (XO), and a doctor from the CNSL Medical Readiness
Div.ision.I also interviewed th'ephaplainwho deployed with the ship and the.two former Commanding
Officers(COs) of USS Vella Qulfwhile CDRAzzarello was the XO. Swnmaries of the interviewscan
be found in enclosure (4).
3. Materialsreviewed: I teviewed the ship's most recent DEOCS results included as enclosµre (5), a list
of leadershipassignmentswith;demographicinformationfor·the ship's enlisted associationsincludedru;
enclosure(6), and a ship-provi~edcollateralduty assignment review included as enclosure(7).
3. Summaryof findings; Mult;iplespecific.allegationsfrom enclosure (2) were c.orroboratedby personnel

i,nterviews.The broad allegatiqns found in ·enclosure(3) lack the necessary specificityfor detailed
investigation,but I reviewed etjclosure(5) and determinedthat the generic issues identified are likeiy
consistentwith low morale on the ship, stemmingfrom high operationaltempo, the COVID operating
environmentwith associated traveVleaverestrictions,and miscommunicationassociatedwith the end of
the ship's maintenance availability that have led some crew ~ectly b.elieve that the ship's
leadershipis unnecessarilyrushing to finish. I consulted-with-Strike Group EIGHT Staff
Judge Advocate,during the conduct of this preliminaryinquiry.
4. Recommendation: I recomtjlendtran$itioningthis preliminary inquiry into a fonnal command

investigationof the ·compJaintmade in enclosure (2). Many of the allegations fall under the DoD
definitionof harassment found jn reference (b), which provides specific requrrementsan_<;ltimelines for
investig¢on. I do not believe any further action is required for the complaip.tmade in enclosure(3), and
recommendclosing it with a fopnal memot1lildumI I . . t f
Assignments for Forrest Sherman Enlisted Associations with Demographic Information
The following information was provided by the Executive Officer, CDR Bridges, as response to an RF!.
Junior Enlisted Association
Enclosure (5)
Collateral Duty
casualty Assistance Calls Officer (CACO)
Command Financial Specialist
Command Equal Opportunity Officer
Command Fitness Leader
Command Fitness Leader Assistant
Division in the spotlieht (DITS) Coordinator

Division in the spotlight (DITS) Assistant Coordinator
Drug and Alcohol Program Advisor
Drug and Alcohol Program Assistant Advisor
Family Care Plan Coordinator
Mentor Coordinator
MWR Committee Officers:
President
Vice President
Secretary
Activities Cordinator (Fun Boss)
Sexual Assault Prevention and Response (SAPR)Command Point of Contact

,........_
SAPR Victim's Advocate
Suicide Prevention Officer

Victim Witness and Protection Program Manager
2019
Collateral Duty
Casualty Assistance Calls Officer (CACO)
Command Financial Specialist
Command Equal Opportunity Officer
Command Fitness Leader (CFL)
Command Fitness Leader Assistant
Division in the spotlight (DITS) Coordinator

Division in the spotlight (DITS) Assitant Coordinator
Drug and Alcotiol Program Advisor
Drug and Alcohol Program Assistant Advisor
Family care Plan Coordinator
Mentorship Program Coordinators

Sexual Assault Prevention and Response (SAPR)Command Point of Contact
SAPR Victim's Advocate
\._/
Suicide Prevention Officer
Suicide Prevention Assistant Officer

2018
Collateral Duty
casualty Assistancecans Officer (CACO)
Command FinancialSpecialist
CommandEqualOpportunity Officer (CMEO)

CommandEqualOpportunity Officer (CMEO)Assistant
CommandFitnessLeader(CFL)
CommandFitnessLeaderAssistant
Divisionin the spotlight (DITS)Coordinator

Division in the spotlight (DITS)Assitant Coordinator
Drug and Alcohol Program Advisor
Drug and Alcohol Program AssistantAdvisor
Family Care PlanCoordinator Primary

~
Family Care PlanCoordinator Secondary
Mentorship Program Coordinators

SexualAssault Preventionand Response(SAPR)Command Point of Contact
SAPRVictim's Advocate
SuicidePrevention Officer
SuicidePreventionAssistant Officer
Victim Witness and Protection Program Assistant Manager
COMMANDER, DESTROYER SQUADRON TWO EIGHT
NORFOLK VA 23511
5370
Ser N00/249
15 Dec 20
MEMORANDUMFORTHERECORD
From: Commander, Destroyer Squadron TWO EIGHT
Subj: ALLEGED WRONGDOING ABOARD USS FORREST SHERMAN (DDG 98)

ANONYMOUS INSPECTOR GENERAL COMPLAINT
Encl: (1) COMNAVSURFLANT Office of the Force Inspector General Complaint Referral
Case 202005907
(2) Itr of 14 Dec 20
I. I have reviewed the allegations as stated in Enclosure (1) of violations of Equal Employment
Opportunity, hostile work environment. mental health issues, safety, and reprisal by the
Commanding Officer and Command Master Chief of USS FORREST SHERMAN (DDG 98). I
agree with the Preliminary Inquiry Officer's recommendation in Enclosure (2) that this
complaint lacks adequate specificity for further investigation.
2. I will address these concerns and perceptions with the Commanding Officer and Command
Master Chief of USS FORREST SHERMAN (DDG 98) during a planned debriefing of the
ship's most recent Defense Equal Opportunity Climate Survey (DEOCS) in early 2021.
Jee : A Y SENSITIVE- COMNAVSURFLANTOFFICEOF THE FORCEINSPECTORGENERAL-
COMPLAINT REFERRAL-CASE#202005907
Commodore,
BLUF:The CNSLOffice of the Force Inspector General (CNSLOIG) is in receipt of a Hotline Complaint
dated 14 Nov 20, from an ANONYMOUS complainant, who alleged wrongdoing aboard the USSFORREST
SHERMAN (DDG 98).
A. DETAILS(ALLEGEDSUBJECT(S)/VIOLATION(S)):
1. SUBJECT(1): Commanding Officer (CO) Francis Azzarella perpetrated the following wrongdoing:
a. EEO
d. Safety
e. Reprisal
2. SUBJECT(2): Command Master Chief (CMC) Judith Nelson-Williams perpetrated the following
wrongdoing:
a. EEO
d. Safety
e. Reprisal
B. SUMMARY OF ALLEGATIONSAS PROFFEREDBY COMPLAINANT :
1. Anonymous Complainant alleges the Commanding Officer (CO) "CDR Azzarello and CMC Nelson-
Williams are growing an environment of hate and mental health problems onboard. No one can
talk to them without fear of reprisal. They pretend to care about mental health but they take it
out on those individuals in other ways. They are pushing impossible timelines for tasking and
evolutions that Is going to get people hurt, due to having to cut corners in order to meet ship
imposed requirements not navy requirements. This command is going to get someone hurt or
push them to hurt themselves that is why we have so many sailors check into Portsmouth, get
out or resign their commission. We are doing a CMEO survey currently and I'm sure it will be
swept under the rug to keep them out of trouble, despite the fact that it will show an extremely
amount of Sailors feel the same way as me. Hopefully you can help us get out of this impossible
toxic environment."
Enclosure (1)
D. OIG DETERMINED COURSEOF ACTION:
1. Accordingly, this complaint is referred to COMDESRON28 for INFORMATION ONLY and/or

action deemed a ro riate· IAW SECNAVINST5370.SC and Rules for Courts-Martial 303.
Please acknowledge receipt. Standing by for any questions.
R/s
2 Enclosure (1)
14 Dec 20
From:
To: Commander, Destroyer Squadron TWO EIGHT
Subj: PRELIMINARY INQUIRY INTO THE INSPECTOR GENERAL COMPLAINTS

AGAJNST THE COMMANDING OFFICER AND COMMANDMASTER CIDEF OF
THE USS FORREST ~HERMAN (DDG 98)
Ref: (a) JAGMAN, Chapter2

(b) DoD Instruction 1020.03, Harassment Prevention and Response in the Armed Forces
Encl: (1) CDS 28 Preliminary Inquiry Assignment, 5830 Ser N00/240 dtd 7 Dec 20
(2) Naval Inspector-General Hotline Complaint #202003627 dtd 21 Jul 20
(3) Naval Inspector General Hotline Complaint #202005907 dtd 14 Nov 20
(4) Summaries of Personnel fnterviews
(5) USS FORREST SHERMAN Defense Equal Opportunity Climate Survey (DEOCS) Results
(6) Email from Executive Officer with Assignments for the Ship's Enlisted Associations
(7) Collateral Duty Assignment Review from USS FORREST SHERMAN
I. This reports completion of the preliminary inquiry conducted in accordance with reference (a) as
directed by enclosure (1 ).
2. Personnel contacted: I intefyiewed all witnesses identified in the Inspector General (IG) hotline
complaint of enclosure (2). Nqte, no witnesses were identified in the IG complaint of enclosure (3).
Additioqally, I conducted inter;views of all available ship personnel who stood Quartermaster of the
.~ Watch or .Boatswain Mate oftlie Watch during the ship's most recent deployment, the ship's Independent
Duty Corpsman, the ship's Executive Officer (XO), and a doctor from the CNSL Medical Readiness
Division. I also interviewed the chaplain who deployed with the ship and the two fonner Commanding
Officers (COs) ofUS_S Vella Gulf while CDRAzzarello was the XO. Summaries of the interviews can
be found in enclosure ( 4).
3. Materials reviewed: I reviewed the ship's most recent DEOCS results included as enclosure (5), a list
of leadership assignments with, demographic infonnation for the ship's enlisted associations included as
enclosure (6), and a ship-provraed collateral duty assignment review included as enclosure (7).
3. Summary of findings: Multjple sp.ecific allegations from enclosure (2) were corroborated by personnel
interviews. The broad allegations found in ·enclosure (3) lack the necessary specificity for detailed
investigation, but I reviewed etjclosure (5) and determined thatthe generic issues identified are likeiy
consistent with low morale on the ship, stemming from high operational tempo, the COVID operating
environment with associated trave.1/leaverestrictions, and miscommunication associated with the end of
the ship's maintenance availability that have led sotne crew ~ectly believe that the ship's
leadership is unnecessarily rushing to finish. I consulted wif!i- Strike Group EIGHT Staff
Judge Advocate, during the conduct of this preliminary inquiry.
4. Recommendation: I recommend transitioning this preliminary inquiry into a fonna] command

investigation of the complaint made in-enclosure (2). Many of the allegations fall under the DoD
definition of harassment found jn reference (b), wtiich provides specific requirements and tune.lines for
investigation. I do not believe any further action is required for the complai.ht made in enclosure (3), and
recommend closing it with a fopnal memorandu U • I• - A •
ENCLOSURE (5)
PLACEHOLDER ONLY
ELECTRONIC .MP4 FILE AVAILABLE ON NMCI
Summary of 8 Dec Interview: erved with CDR Azzarello aboard USS Vella Gulf
between approximately Oct 2016 and spring of 2018. Azzarello was the XO and-was the
WEPS/CSO. llllllllcharacterized interactions with Azzarello as "hateful" and noted that he was one of
the worst leaders he has ever served. ~oted contemplating filing IG complaints against Azzarello
on multiple occasions. When asked about questionable, demeaning behaviors,-recalled one
specific interaction during ammunition onload at Yorktown, which as the WEPS, he was directing hand
carrying of ammunition per the CO's order, and then XO Azzarello derided his performance by saying he
was "about to be fired" and "shouldn't be a department head." He did not recall any other specific
instances, but did say that department heads generally feared A:zzarelloand that he provided no
mentorship. When asked about an alleged assault mentioned in the IG complaint (that did not happen
aboard USS Forrest Sherrnan),--ecalled an occasion when one of his Division Officers (then -
reported to him that XO Azzarella had grabbed him physically in an office
space. id not observe the alleged assault and was unsure if the CO (he believed then CAPT Mark
Oberley, now retired) was aware. -id not believe any investigation occurred.~oted that
Azzarello was a major reason why he was retiring from the service and compared his behavior to that of
Holly Graf.
Summary of 8 Dec 20 Interview: ~ported to USS Forrest Sherman as the prospective

Operations Officer (OPS) on/about 30 Dec 2019 in Aqaba, Jordan. Prior to his arrival, the shi 's IDC and
the fonner OPS asked him about previous back surgeries and is readiness for sea duty. told both
that he was screened for sea duty and ready to serve. The first surgery occurred at the end o
tour on USS Kearsarge when after a period of lower back pain on deployment, he collapsed and was
diagnosed with a ruptured disk. According to - no LIMDU period was required and he
successfully completed a tour on USS Stout as the Fire Control Officer prior to shore duty at the Basic
Division Officers Course (BDOC), working for While at BDOC, he experienced
pain and numbness due to scar issue that was corrected through a second surgery that fused his L5 to his
pelvis with an artificial disk. He was cleared for sea duty after that surgery and went to Department Head
School (DHS). While at DHS, he was re-slated multiple times, eventually being given orders to FSH.
The IDC expressed concerns about his screening for sea duty.
Upon arrival to FSH,-slipped while carrying his bags and appeared to roll his ankle. He notified
the IDC and told him his ankle was tine. The XO (CDR Damon Bridges) asked -if he was capable
of opening hatches and traversing ladder wells in light of his ankle injury and previous back surgeries.
-old the XO he was capable of doing his job but that he was not sure about hatches as he had not
been on sea duty in over four years. Two days after arrival and prior to any other formal interactions with
the CO (CDR Azzarello) (e.g., a check-in interview),-was pulled into the CO's Cabin where the
Enclosure(6)
CO "as-as fucking with him" and told him you "shouldn't be in the Navy anymore." Further, the
CO told e was restricted to the 0-2 level and would serve as the "Future Ops." -noted
that he was never g_ivenan opportunity to explain his past medical history or to provide any reclama to the
CO. A few days later, a IMC announcement directed all warfare leads and department heads to the
bridge where the CO gave a warfighter brief on changes to the tactical environment. ~d and
immediately after the brief (and in front of the bridge team and other officers), the CO said ~et
over here" and then started screaming at him to not leave the 0-2 level, saying "I want you off my
fucking ship" and ending with "get off my bridge."
-noted that he ~ys in his assigned state room where he lived with then Chief
En ineer (CHENG), - who had reported at the same time as the replacement CHENG.
r RUired to ask permission to transit for haircuts and to go to other places on~ When
asked, noted that he was not told the reason why. Sometime in m'id-lateJanuary~as pax
transferre to ~ibouti and flown back to Norfolk. He re orted to the CNSL Medic-IR iness Division
(MRD) and met with a provider (he believes it was who noted that as sent home
for his ankle injury and for suicide related behavior (SRB) (that he was "in fear of his life" on the ship).
enied ~ny SRB or fears and believed he was fully capable of executing his duties as ordered.
noted that he believed the CO made calls to the Commodore (then CAPT Couture) and to the
HST Medical Team (unknown~1 asked if he made any inquiries or requested any assistance
regarding his perceived slight,-noted that he had really only commiserated with
and not sought any other assistance.
Ultimately,~oted that MRD worked with BUMED and that he was again successfully screened
for sea duty and re-slated to USS Vicksburg (in,SLEP) where he arrived in Mar 2020 and is currently
serving as the Weapons Officer and intends to fleet-up to be the Combat Systems Officer based on the
CO's (CAPT Snee's) recent recommendation.
When asked for other pertinent direct observations about his approximate three weeks aboard FSH,
-noted that he (and the rest of the Wardroom) heard the CO make an inappropriate remark about
the African-American CMC dudng his own birthday celebration. Specifically,-aid the CO said
somethin~e is CMC? Is she performing a burial at sea on her nappy wig?" ~lso noted
observing ~etum to their shared state roo_mwhere he expressed concerns about being yelled at
and threa d by the CO within just weeks of arrival. ~oted that the assigned
Chaplain isited him in his state room.
Summary of 8 Dec 20 interview: ~as aboard USS Forrest Sherman as the embarked chaplain
through conduct of COMPTUEX and a nine-month deployment. He estimated that he spent
~15 minutes per day on the bridge on average. During bis lengthy period with the ship,
~id not observed CDR Azzarello use any demeaning or abusive language towards
another service member. He did recall seeing Azzarello yell on two occasions, once at the former Chief
Engineer-and once at a Chief Petty Officer. In the second situation,~ecalled
Azzarell~he "f-word" but in neither case did believe that Azzarella was demeaning or
abusive. ~!so recalled Azzarello asking o stay in his stateroom and that he was upset
about the officer's lack of integrity. \_~
2
Enclosure (6)
Summary of9 Dec 20 Interview: eported to USS Forrest Sherman as the Chief
Engineer (CHENG) on/about 30 Dec 2019. When he arrived, the CHENG billet was gapped and being
temporarily filled by a first tour division officer. CPO manning was challenged and no Top Snipe was
assigned. The 3MC filled in for a portion of-ime as CHENG, but was removed by CO
Azzarello~-words) due to 3M struggles. EMC was elevated to serve as the Top Snipe
based on-ecision. According to _, the first portion of his CHENG time went well and
he was "on good footing" with Azzarella until after a SSS clutch repair in Qatar. After than event was
complete, Azzarella issued him a series of LOIs and required him to have his senior enlisted present
during any discussion, often having already met with the MP A.
When asked about any specific instances of abusive/demeaning behavior,~oted that CO

Azzarello saw him in a passage way in Officer Country and told him, "Get your hands out of your pockets
when you speak to me, you son of a bitch." Azzarello proceeded to bring him into his cabin and yelled at
him some more. llllllltoted that he does not believe anyone directly observed that event, but he did
report it to XO Bridges and to the CMC. He noted that the XO had a non~committal response when
notified. llllllltlso noted asking the XO for assistance in qualifying Plant Control Officer and EOOW
and that the XO told him he was 'just an administrator'' so he should "talk to the CO." ~oted
other instances during which Azzarella talked to him in a demeaning way but was not sure if they were
ever observed by another crew member. He opined that the XO may have observed some during the
issuance of his various LO Is. He noted that the XO provided no mentorsh". and again quoted the XO as
saying he was ''just an administrator" and ''just a big Department Head." noted that the CMC
spoke to him twice as part of the CO's apparent effort to provide mentorsh1p, ut simply noted that she
believed "he might get fired." llllll!lnoted that the previous CHENG left due to mental health concerns
and that on one occasion when he met with the CO that Azzarello recommended that he "speak to the
Chaplain for counseling" despite the fact that he had no mental health issues.
When asked about other observations of inappropriate behavior, _,oted four specific instances.
(I) During MEDEV AC of a Sailor, the watch team was not maneuvering the ship like the CO desired so
the CO took the bridge wing conning microphone, screamed at an Ensign watch stander, made a conning
order (hard right rudder), and then "spiked" the microphone to the deckplate. (2) On a separate occasion,
-ecalled hearing that an entire bridge watch team were called "retards" and rel
Azzarella. The bridge watch team at the time was the Auxiliaries Officer,
the NETWO or CC Division Officer, and the OI Division Officer. Bot
ecounted the incident to eparately. (3) -also recalled w
came to e b ·d e in response to a IMC announcement and was~ chided by the CO who asked
and told "Do you take orders seriously? Do you think this is a fucking joke? Get off the bridge."
( 4) Lastly, oted hearing Azzarello comment about the African-American CMC's "nappy wig"
during a Wardroom gathering.
oted that the EMO (vice a senior department head) was serving as the Senior Watch Officer and
0 did remove qualifications, specifically noting two instances that he believed were excessive.
- (l) The Damage Control Assistant, EOOW qualification was removed and the CO
made her stand Sounding and Security Watch after the XO identified that the watch team was incorrectly
3
Enclosure(6)
operating a head tank fill valve. (2) The Anti-Submarine Warfare Officer (ASWO) was OOD when the
ship got underway from an anchorage with only 3 of 4 Hydraulic Power Units (HPU) for steering
energized. The ASWO had "all qualifications" removed and was assigned Conning Officer after that
event-elieves an LOI was assigned. For the same event, the Aft Steering Safety Offic.er(the
Repair Officer, ENS ) had that qualification removed and was told that he "didn't deserve to be in the
Navy."
said that CDR Azzarello "gives SW Os a bad name" and that he was "Holly Graf like." -
was etached for cause by Azzarello on 10 Jun 2020.
Summary of 9 Dec 20 Telephone Interview: -was the Ordnance Officer (ORD~ut USS
Vella Gulf. When asked about an alleged physical assault with CDR Azzarello (then XO),-noted
that Azzarello had repeatedly poked him with his fingers in the collarbone after becoming upset about
preparations for a maintenance spot check. Shrum said the incident began when he arrived to XO
Azzarello's stateroom with his G-ntenance person). Azzarello became upset about the preparation
and asked -to get his CPO. and the GM3 left, and -returned with the GMC. XO
Azzarello yelled at the GMC and then dismissed him before continuing to yell at - getting in his
face ~ him in the collarbone area. -noted that he reported the event to his department
head,.....and that he chose not to file any type of complaint lly talk to anyone
else on the ship about it, believing it was in his best interest to let it go. was asked to
provide his own written account of this event which he did via an emailed Word Document included as
separate enclosure.]
Summary of9 Dec 20 Interview: was sent to USS Forrest Sherman from USS Vicksburg
to serve as a TEMADD Disbursing Officer (DJSBO) for approximately 6-7 months between Sep 2019
and Feb 2020. -explained that his time aboard FSH "wasn't good, but wasn't bad" and that it was
a "tough deployment with low morale." Within the Wardroom specifically, it was the "same story"
among the junior officers - lots of concerns over officers being fired, qualificat~pulled, and
getting yelled at repeatedly. He mentioned that "great JOs" were getting fired. lllllllllllllalso noted that
department heads were stressed, spe~ioning a female Chief Engineer who left via
MEDEVAC and a Weapons Officer - who "didn't know what the CO wanted."
When asked about specific instances of questionable behavior that he personally observed, he noted two.
(1) During what he believed was an UNREP brief in Jan/Feb 2020, the "CO told the CMC that she should
~cure that nappy ass weave [or wig] before we go alongside." (2) On a separate occasion,
..... he Supply Officer, the 00D from the previous night, and the other DISBO were chewed out
4
Enclosure(6)
by the CO for not appropriately responding to emergency flight quarters. -noted that the CO was
very demeaning to the OOD, maybe (he couldn't recall exactly) calling the OOD a "fucking idiot."
Lastly, -also note that there were a large number of junior officers waiting for qualifications. He
noted that the CMC provided no real backup,just followed the CO's directions, and lacked the backing of
the CPO Mess.
CAPT Robert Thompson and CAPT(ret) Mark Oberley, Former COs of USS Vella Gulf
Summary of 9 Dec 20 Telephone Interviews: CAPT Thompson and CAPT(ret) Oberley were the COs of
VLG during CDR Azzarello's XO tour. Both noted that Azzarella is a straight shooter with high
standards who had no issues holding crew members accountable for performance. Neither noted
personally observing any questionable behavior that would have crossed the line into something that
could be deemed as abusive or demeaning. CAPT Thompson did note counseling (informally) Azzarello
about "his passion bordering on anger" and that his "words would carry more weight in Command."
Neither former COs were aware of a physical altercation that allegedly occurre dnance
Officer, LTJG -• and then XO Azzarello. CAPT Thompson did note that 1sa "standup
guy" and that weight could be put into anything he reported. CAPT Thompson also noted that Azzarella
never lost any degree of approachability with junior officers despite how hard he could be on them at
times; while some junior officers "feared living up to his standards," they would seek his counsel.
OMOW/BMOW Individual Interviews
The following individual bridge watch standers were interviewed individually on l ODec 20 and asked
about personal observations of any abusive, demeaning, or unprofessional behavior on the bridge or
elsewhere:
None of the QMOWs noted observing any abusive, demeaning, inappropriate behaviors on watch. -
-did note that it was often a "high tension environment," that the CO regularly corrected watch
standers, and that those corrections typically happened on a cleared bridge wing.
All BMOWs noted that the CO re ularl corrected watch standing issues and that he was sometimes
angry. Several BMOWs oted personall observin the CO call someone
a "fucking idiot." -also heard the CO use the term "retard." did not believe
the CO was demeaning when correcting issues. ~oted that the CO did not belittle and usually
pulled people onto a cleared bridge wing for correction. Hykel noted that the CO became more
demanding and that things on the bri~ somewhat in early 2020. He recalled an instance in
which first the BMOW (not him but - and then the 00D incorrectly initiated the eneral
alarm during flight quarters and that the CO reacted harshly, pulling the 00D's qua!.
He also noted that the CO called out junior officers during RAS when he was standing master helm. He
noted that the CO publically yelled at the former Chief Engineer, - during a RAS brief when
llllllllcould not answer questions about fuel capacity.
5
Enclosure(6)
Summary of 10 Dec 20 Interview: -(IDC) recalled that -told him late on the evening
of his first night aboard that he couldn't feel his feet and "doesn't think he can do this" after "falling down
a ladderwell." He indicated that he notified the CO of the discussion and documented it in an online
health database (Alta). He recalled consulting with the HST's SMO as well as MRD and that a
determination was made to send llllll>ack stateside. He noted no mental health issues but recalled
some medication to assist with sleeping issues. He believes that he consulted with
tCNSLMRD.
CDR Damon Bridges, Executive Officer, USS Forrest Sherman
Summary of 10 Dec 20 Interview: CDR Bridges (XO) never personally observed any insults or
demeaning/abusive language from the CO. Bridges did note that Azzarello had publicallY.corrected
individuals, including himself, but that those times were warranted. Bridges recalled that-
notified him that the CO had called him a "son of a bitch." Bridges went to talk to the CO and the CO
admitted it and said "he had made a mistake."
Regarding-Bridges recalled that-old the IDC about an issue his first night aboard and
then~ out to tell him he was "concerned about falling and in fear of his life." He noted
that the CO ordered -to stay on the 02 (O' Country) level to kee-im safe and avoid need for
MEDEVAC given the ship's tactical environment. Bridges noted that came to see him two or
three days later and said he "was fine" and that he had "concerns about making LCDR." Bridges recalled
~oming to the bridge after a IMC announcement and that the CO addressed the issue on a cleared
bridge wing after a brief. When asked, Bridges indicated that Azzarello did not access RADM or
personally make changes/remove qualifications in that electronic system.
Summary of 11 Dec 20 Interview: erved under CDR Azzarello as the Operations

Officer (OPS) aboard USS Forrest Sherman for exactly 90 days, leaving the ship on 11 Dec 19. -
noted that her time under Azzarello was exceptionally difficult and that she received two letters of
instruction (LOis) during the short period, which culminated in his decision that she would not fleet-up
from OPS to PTO as well as removal of her command recommendation on her detaching FITREP.
~oted that she was replaced as the Senior Watch Officer by an LD-EMO immediately after
change of command. LDO was filling a gapped CSO position at the time. oted that the CO
(Azzarella) and XO (Bridges) both offer a degree of preferential treatment towar s prior enlisted officers
and LDOs. Near her detachment,-asked the XO for a letter of extension instead of a FlTREP
and believes the CO (Azzarello) kept her a day longer so that there was no choice but to write a detach
FITREP (89 versus 90 days).
6
Enclosure(6)
- recalled having a conversation with XO Bridges approximately two months after the new CO' s
arrival; she told Bridges that she didn't want to fleet-up and couldn't work in the environment set by the
new CO Azzarello. She noted that Bridges told her to sleep on it. Without any additional follow-up by
either~r Bri~oxirnately two weeks later, CO Azzarello told-that he was not
going to fleet her up. ~lso noted that Command Master Chief (CMC) Nelson-Williams was
often involved beyond that of a normal CMC. She indicated that part of her given LOI corrective actions
was to receive counseling from the CMC and that the CMC offered guidance like, "work through the 5
stages of grief."
When asked about any observed unprofessional behaviors,-noted hearing Azzarella call watch
standers "fucking retard" on multiple occasions; she described this as "part of his regular vocabulary."
-oted that things always "felt personal" with Azzarella and that he "used LOis as weapons,"
specifically recalling getting one in which Azzarello comments that "I'll finish what O'Loughlin
[previous CO] should have done with you." She noted that he "was always building a case against you,''
and mentioned that he said things like "want you out of here and this is how I do it." She also noted that
he said to her, "you're the worst department head I've ever seen." -noted that Azzarella doesn't
handle bad news well.
Regarding qualifications, she mentioned that Azzarello had excessively removed them from various
junior officers. She specifically mentioned the DCA who had been threatened to be fired on multiple
occasions and who had her EOOW removed for an issue outside her control. She also noted that the First
Lieutenant had all qualifications pulled except 3M for an 00D issue on watch and that
multiple division officers had similar type actions against them.
Summary of 13 Dec 20 Interview: ~id recall the medical concerns for-

~ he could not remember the specific details, he did recall that there was a difference in what ■
-said, which was that the CO seemed to have it in for him from the beginning, and what he got
directly from CDR Azzarello, which was that ~xpressed concerns about his mobility and that as
the CO, he could not afford to have that type liability on his ship while deployed. llllllllrecalled that
~as concerned about his career given his length of service and believed that that the detailers
were involved in finding him another department head position. -was ultimately cleared for sea
duty. ~id not recall any related mental health issues .
-
.
7
Enclosure(6)
USS Forrest Sherman Wardroom Interview
I conducted individual interviews with all the ship's officers who have been aboard the ship since before
November 2020 with the exce tion of two who were on ROM due to COVID-19 close contact.
I interviews occurred between 16 - 21 Dec 2020.
When conducting the interviews, I asked each officer to read DoD definitions of harassment and bullying
and then proceeded to ask a standardized series of questions regarding their observations of the chain of
command, never specifically asking about any one member. For those who answered yes and had
specific details for any of the questions~ I asked them to provide written statements, which are included as
separate enclosures.
The following is a complete list of all officers interviewed (besides the CO/XO who are included
separately) with those who provided written statements annotated with an asterisk
Enclosure (6)
The followjng are my pertinent notes from those officers interviewed who did not observe directly or
have specific details of questionable behaviors and thus did not provide written statements:
ndicated receiving a counseling chit from the CO for gage cal, but not LOIs.
He indicated that there were definitely some junior officers who were scared to be on the bridge due to
the stressful nature of the job and several events - he mentioned an event with a dhow that could have hit
the ship. He said it was actually a better culture/climate than most ships he had-observed. He indicated
there was a group in the wardroom that took up huge amounts of time and energy to push through
qualifications. He said it was a culture of respect, dignity, and fair treatqient.
oted that some junior officers were underperforming and note meeting fleet
stan. ar s. He believed the bridge was in general too tense. While he had not personally observed any
issues, he said he was "not surprised by the IG" and that he was sure there "were times when the CO said
things he shouldn't have." He also noted trying to take some of the brunt of it and asking the CO on
several occasions to let him handle issues.
indicated that his LOI was appropriate, that the CO was a yeller/screamer, and that
he observed a few occasions of name calling but couldn't recall s ecifics. However, he didn't believe
things had ever truly crossed professional lines. He noted that truggled during his
TEMADD aboard the ship.
noted that the CO was ''not bullying you but that it was about things you have done."
He indicated that the CO got loud but it was not unwarranted on occasions he observed. He noted that it
was a highly professional environment.
noted no issues other than low niorale due to scheduling challenges and COVID-19.
oted that nothing he observed rose to the, level of harassment. He indicated that
he wa,s a sounding board for other JOs getting LOls and that from what he gathered, LOis were
statements of facts, not threats by the CO. While all LOis were founded in fact, he was surprised that
some i:os.eto that level. Be noted that CDR Azzarella set a higher bar than averag~ but that it was not
unreasonable. Th.e extensions on deployment were tough and made for clear shifts in morale. He
characterized the ship as a professional work environment.
oted hearing stories but not necessarily observing any issues first hand. He did
m 1cate t at t ere seemed to be inconsistency, uncertainty with respect,to LOis and that people were
getting removed from watch routinely. He also noted that the previous CO had not necessarily set OODs
up as.proficient, putting CDR Azzarella in a tough siQ.Iation. He agreed with some non-attains, but not
others. He indicated that he believed things may have crossed profe.ssional boundaries on occasions and
that for.some "it became fear of the CO vice respect."
rrived in June 2020 and indicated no adverse experien~es aboard the ship, noting
great mentorship from his department head.
arrived in June 2020 and had observed no issues.
9
Enclosw-e(6)
arrived in July 2020 (TAD) and permanently in October 2020. He noted that the
command was accommodating and he had nothing but positive interactions with his department head,
XO; and CO. He did know that junior officers were "complaining and scared" of the CO, and he heard
that the CO was sometimes verbally abusive, a screamer/yeller, and e belittling, but that he
had not observed any of that. He noted that some of that came from
oted that the CO (and XO) were not bad from previous ones he had worked with.
He said that the CO gave lots of opportunity to plan but would take it back if mistakes were made. He
never personally observed any demeaning language but had heard about it. He found it strange that
Mattrella was mentored by the CMC and stated that she was one of the best department heads he had
served for.
oted that LOis might be a little bit overboard, and that during deploymen~ it
was more about holding personnel responsible for things they had not been well trained to do. In his
opinion, nothing crossed any professional lines.
Additionally, I asked to clarify a comment made in her written statement regarding

"having to lower aur voices" and she alleged that CDR Azzarella did not like the high pitch of her voice.
Summary of 8 Jan 21 Interview: was the Weapons Officer on Forrest Sherman from
Spring 2019 (prior to CDR Azzarello's arrival) to October 2020. He indicated that CDR Azzarella could
be "tyrannical and not easy to work with" and that he was "always combative." He noted receiving
approximately 10 letters of instruction (LOls) and being threatened to be fired on numerous occasions.
While CDO in port, he was conducting a RADM scrub of delin uen ualifications per the CO's direction
to all department heads. One of his division officers as on the list and the CO called
him to the stateroom to ask, "did you not think I was serious?" ndicated that CDR Azzarello
repeatedly thrust his finger at him (without contact and said if you think this is funny; wait until you see
what I'm going to do with your career. noted that he was relieved as the CDO for that issue.
He recalled an ATWO board for during which CDR Azza~ the board with
"you 're hear for a board, but really I want to DFC you." After the board,-indicated that
AzzareJlo said "you have the knowledge, but can't manage a program so I'm not giving you a
qualification letter." He noted that Azzarello routinely called people "retards" in a joking way. He
recalle~in which the CO said something like, "take your gang ofretards and go unfuck this
issue.''-oted that CDR Azzarella made fun of the CMC's hair~ meetings and
that the CMC would lau about it but he did not recall any racial insults. --recalled that CDR
Azzarello would belittle n front of the department heads but indicated that his performance
was not good. recalled that-came to him in tears after an incident on the bridge
related to beer.
-said he could confide in the XO and was no~oing so; the noted that the XO was
reasonable and helped give CO's direction perspective. ~oted that CDR Azzarello really
Enclosure ( 6)
cared about the performance of the ship and had very high stand~his delivery was off, noting
again that he was never on the same side and always combative. ~oted that he "never felt like
quitting more in his life" than during the tour.
When asked if CDR Azzarello ever gave him an unlawful order or directed him to do something
inappropriate, he paused and said, "not really, closest thing would be what NCIS is investigating" (which
I had placed off limits at the start of our interview).
Summary of 11 Jan 21 Interview: CMC Nelson-Williams noted that deployment was stressful with a
helter-skelter scheduled that created pressure. She noted that meetings were tense because the CO asked
for a lot of info and department heads were not always providing. She said CDR Azzarello would
sometimes yell and other times walk out of meetings. She said, however, that CDR Azzarello's behavior
did not cross professional lines. With respect to counseling of officers, she noted t e"
officers were given direction to see her for letters of instruc~ecalled that was one
due to the fact that she was administratively struggling. On~MC Nelson-Williams noted that
the previous CO, CAPT O'Loughlin did not want to fleet her up but didn't want to go through the
headache of dealing with the change in orders. She noted that it was common for officers to be assigned
an "enlisted mentor" for admin-like issues.
She recalled working with -was

counseled for sexist jokes and vas not receptive to feedback. CMC "heard" t== CO called
-a "son of a bitch" and indicated that she talked to CDR Azzarello about the incident and that he
admitted it was wrong. CMC noted tha-started off alright but that his performance went
downhill following a loss of power incident and the associated critique after which the CO directed the
~C) to attend meetings with him for support. She noted that the previous Chief Engineer -
-ame to her office in tears and was concerned ab~le to perform her duties; she
noted that the XO, CDR Bridges, was involved in counselin~to include allowing her to make
phone calls from his stateroom.
CMC Nelson-Williams noted that-showed up and went to medical almost immediately

because he was afraid that he would fall on ladderwells. ~ted that the LDCsaid - believed
he could not do this. CMC was aware that the CO gave -an order to stay in his stateroom and
the officer country area on the 0-2 level in order to prevent an injury.
When asked if CDR Azzarella joked around with her about her hair, she noted that "the CO gave me shit
about my wig all the time in a joking way, not offensive." She did recall him making a public comment
at his birthday celebration but didn't hear him specifically use the words, "nappy ass wig." She noted that
she was some distance away when he commented that day and she also noted that they would banter back
and forth regularly to include at OPS-INTEL briefs.
11
Enclosure(6)
CMC was aware that individuals who made mistakes on watch would have qualifications removed; she
indicated that she believed those were appropriate. She recalled an issue with the proper amount of beer
for beer day and indicated she assisted the Supply Officer in coming to a resolution.
12
Enclosure (6)
DEPARTMENT
OF THE NAVY
USSFORREST
SHERM"N(DOG98)
UNIT 100327BOX f
FPOAE09569
1412
D0098/CO
15Apr 20
SECOND ENDORSEMENTon USS FORREST SHERMANltr 1412 Ser DDG 98/142 of

13 Apr20
From: Commanding Officer, USS FORREST SHERMAN (DOG 98)

To: Commander, Navy Personnel Command (PERS-412)
Via: Commander, Naval Surface Force Atlantic
Subj: REPORTOF SWONON-ATI AINMENTICO ENSCOLIND. BUTLER,USN
1. Forwarded.
4
1412 \, __.,;'
Legal
15 Apr 20
FIRSTENDORSEMENTon USS FORRESTSHERMANltr 1412 Ser DOG 98/142 of

13 Apr20
From:
To: Commander,Navy PersonnelCommand(PERS-412)
Subj: REPORTOF SWO NON-ATI AINMENTICO
1. This statementis iQreference to my non-attainmentas a Surface Warfare Officer (SWO).

The inabilityto obtain my Officer of the Deck (U/W) qualificationwas the biggest hurdle to
obtainingmy SWO qualification. Despite several doubts about whether I chose the right
communityto serve my country followingmy commissionfrom the U.S. Naval Academy,I
worked hard to perform to the best ofmy ability in the SurfaceWarfare community. Several
people assisted me in gaining the prerequisiteknowledgeand aptitudeto properlylead a bridge
watch team, and I thank.them for their continuoussupport. From the very beginning,I chose to
be forthrightand 'honestabout my strugglesto perform and to this day feel as though I made the
correctdecision to be transparent. The passion I once had for the Surface Warfarecommunity
did not manifest in the way I was expectingonce I began to chase the more advanced
qualifications.
2. It is my strongest desire to continue to serve my country in the United States Navy. I know
that I am a capable Officer and intend on making a career out of my Naval service. Despite the
struggles I encounteredwhile pursuing my 00D and SWO qualifications.I possess the
leadership,honor, integrity,courage.and commitmentto continue serving as a Naval Officer in
another community.
3. The lessons I have learned while onboard FORRESTSHERMANwill remain with me for
life. I have grown as a leader, albeit after a period of dormancy,and.experiencedmajor personal
developmentthroughoutmy tour. My professionaldevelopmentwas made a priority by some of
those in my immediatechain of command and outside of it too but never reached tenninal
velocitybefore this decision was made. During my time onboard, I led a successfuldivision
through a SIXTH Fleet Dynamicdeploymentand a complex FIFTH Fleet deployment. I have
had the pleasure of multiple leadershipexperiences,but the most enjoyablewas getting to
witness my Sailors succeed, advance, and reenlist. The passion I have to lead is irrefutableand
once paired with a communitycommittedto investingin me, I am positive I will be of
undeniableadded value.
3
DEPARTMENTOF THE NAVY
USS FORRESTSHERMAN(DOG98)
UNIT100327SOX 1
, FPOAE09569
1412
Ser DDG 98/142
13 Apr 20
From: Co1')mandi11g Officer, USS FO.RRESTSHERMAN (DOG 98).

To: ,,_____ . . and (PERS-412)
Via:
(2) Commanding Officer, USS FORREST SHERMAN (DD~ 98)
(3) COJ}lll).ander,
Naval Surface Force Atlantic
Subj: REPORT OF SWO_NON-ATTAINMENTIGO
Ref: (a) GOMNAVSURFQRI$NT 1412.7(Series)
Encl: (I). Letter oflnst_ructionJCO

(2) Letter oflnstruction ICO
(3) Letter of Instruction ICO
(4) Letter of Instruction IC()
..
1. Per reference(a), thi~ letter is submitted to document the inabiljty,.9f to
demonstrate the requisite skill, level ofknowledge,-and initiati:venee~ to qualify as.a
Surface Warfare Officer (SWO). Details of his potential and the circumstances leading to his
non-attai~mentare outlined below and fw1her explained in enclosures ( 1) through (4 ).
2. -- lacks the aptitude, .Jevelof knowledge, initiative, and maturity required for me to
qu~ ~ Officer c,fthe--Deck(OOD). l have grave reservations as to his ability to drive
the ship and. ch.team.-Therefore, l have no confidenc~in granting this
qualificatiQn verall level.~f knowledge is low in rel@t.ionto his extensive time
onboardJt.pd ot d~monstrat~ an ability to consistently exercis~ the required
level of ~ffQrtor ~ngagement when _standingthe-watch. His reports tQ me are ~tic and do not
instill confidence.that h~ understands the situation or the second and third order effects of
decisions he makes as 00D. Given that he has been assigned to FORREST SHERMAN for well
over 20 months, and has significant at-sea time through two HAARY.S.IRUMAN Carrier Strike
Group .deploymentsto the FIFTH and SIXTH Fleet AORs, he has not demoµstrated that he has
now or will ever ~ve ~he.requisiteskill 9r Jevel of knowledge necessary to exercise sound
judgment or properly lead a watch team. Specifically:
a. FORREST SHERMAN was.a Dynamic Employment Deployer, executing one SIXTH

Fleet and one FIFTH Fleet deployment ired training cycle events over his 20 months
onboard. These deployments exposed o a myriad of complex Bridge evolutions and
a consistent opportunity for training and experience. Despite these training events and multiple
operational deployments in which a destroyer performs nearly all the tasks and evolutions that
any SWO can expect to see, he has not demonstrated to me an ability to execute my Standing
Orders, run a Bridge watch team, or drive the ship in other than an open ocean scenario.
Subj: REPORT OF SWO NON-ATTAINMENTICO
3. Both my predecessor in command and I counseled him on his qualificationsand poor

performance as a Division Officer. I along with other Officers have attempted to coach him to
the best of our ability. Additionally,my Senior Watch Officer mentored him on his qualification
delinquenciesand shortfalls; assigninghim to the watchbill in watches that would afford him the
most opportunities to gain experience. In enclosure (2) I assigned him a mentor and assigned
him weekly study topics and mentor sessions to i-vel of knowledge and
watchstanding. As documentedin enclosure (4), ailed to take substantialaction on
the written order in enclosure (2) and the actions I eta1 to help him. His failure to act and
inabilityto accept help is another indicatorthat he does not have maturity to be a SWO nor has
he ever taken th~on prooess seriously. His Divisional Chief also went above and
beyond to help 11111111111111n his path to qualificationand in perfonning his duties, yet he did
~ny of the assistance and training. Regardless of many individuals' efforts to help
-- he has continuedto demonstrate a profound lack of situational awareness and a
general lack of considerationin regards to the duties and responsibility of an 00D. On multiple
occasions he has remarked to me that his heart really isn't into standing bridge watch or being a
SWO and that he would like to separate from the Navy and become a Marine. This lack of
initiative and desire to become a SWO has clearly manifested itself in his overall poor
performance documented in enclosures (1), (2) and (4). After rein~o 00D under
instruction(U/1) in enclosure (3), on 29 January 2020 and moving--under several
00D over instructors to assist him, nearly all have reported that he is routinely unengaged,
unfocused,and cannotbe trusted to act without prompting. On 21 February 2020, I issued
enclosure (4) to provide him one final opportunity to demonstrate the requisite level of
knowledge,desire, and initiative to qualify as an OOD. He failed to earn my trust and seize the
opportunityafforded him, in short he simply did nothing. In fact, I held other Officers back in
their qualificationspath to give him additional opportunitiesand time to qualify. By his own
words to me; he stated that he had not really tried, which tells me he has yet to understand the
gravity of being a Naval Officer. On 17 March 2020, I demotedhim yet again to Conning
Officer and he has made no attempt nor has shown any efforts to better his current position. His
statementscoupled with his poor performancein almost every regard solidified my belief that he
would never have the required ability, decision making skills, or maturity to keep my ship and
my crew safe. For these reasons I cannotin good consciencequalify him as an OOD or as SWO.
4. It is with much considerationI reached this detennination. -is a nice young man
and I enjoy his sense of humor, however,he is an Officer who has not displayed the maturity and
level of knowledge to be a SWO. Therefore. l recommendhe be selected by another community
during the Probationary Officer Continuationand Re-designation Board and be retained in the
Naval service.
Copy to:
TWO EIGHT
DEPARTMENT
OFTHENAVY
USSFORREST8HERIWI(ODON)
UNIT100327IOX 1
l'POAEONel
1611
D0098/CO
20 Feb 19
From:
ORRBSTSHERMAN(DDG 98)
To: ;f_
Subj: LE'ITBROF INSTRUCTION
Rot: (a)MILPBRSMAN
161~080
(b) IkOMANoros
Enclosure ( 1)
Subj: LEl l'BROF INSTRUCTION
3. I directthat }'OU takethe followingcorrec:tive

actions:
Copyto:
ExecutiveOfficer
2
DEPARTMENT
OFTHENAVY
USS FORRESTSHERMAN
(DOG 98)
UNIT100327BOXf
FPOM:.OIM&.
1611
D0098/CO
l3 lan20
From: .1111 II 11 I I' I it .., OR:RESTSHERMAN(DOG 98)
To:
Subj: LETIER OF INSTRUCTION
Ref: (a) MILPERSMAN1611-020

(b) JAGMAN 0105
(c) NAVEDTRA43101-4G
(d) FSHINST3000.1(Serie.,)
Encl: (l),Mentor Log
r", 2. Specifically:
Enclosure(2)
Subj: LETIElt OF INSTRUCTION
4. The tbllowing com,ctive actionawill be taken:

DEPARTMENT
OF THE NAVY
USSFORRESTSHERMAN(OOG99)
UNIT100327BOX1
FPON:09589
1611
DDG98/CO
29Jan20
From: OUBST SHERMAN(DOO98)

To:
Subj:
Ref: (a) MILR~MAN 161t

(b)JAQ.MAN0lOS
(c) NA,YEOTRA43101-40
(d) FSHINST3000.l (Series)
Encl: (I) Letterof InstructionICO
Enclosure(3)
Subj: LBTTEROF INSTRUCTION
Copyto:
Officer
Executive
SeniorWatchOfficer
2
DEPARTMENT
OF THE NAVY
U8SFOMEITlftE1'MN(DOG8')
UNIT100327BOXt
FPOAEONU
16.11
D009ltCO
i1 Feb20
From: .. ORREST SHERMAN(DDO 98)
To:
Subj: LE'ITEROP INSTRUCTION
Ref. (a) MILPERSMAN 1611

(b) JAOMAN 010S
(c) NAVEDTRA4310l-4G
(d) FSHINST 3000.1 (Series)
Enclosure(4)
Subj: LBTTER OF INSTRUCTION
Copy to:
ExecutiveOfficer
SeniorWatchOfficer
2
COMMANDER
NAVALSURFACE FORCEATLANTIC
1751MORRISSTREETBOX 168
NORFOLKVA 23511-2808
1412
SerN0O/ 026
27 Jan 20
THIRD ENDORSEMENT on USS FORREST SHERMAN (DOG 98) ltr 1412 Ser DDG 98/003
of 4 Jan 20
From: Commander, Naval Surface Force Atlantic

Ref: (a) COMNAVSURFORINST 1412.7
I _did not demonstrate the requisite level of knowledge and aptitude to attain
S~ Officer qualification in accordance with reference (a). I concur with and affirm
his non-attainment.
2. Forwarding and recommending tha
R. I. KITCHENER
Copy to:
RMAN (DOG 98)
FOR OFFICIAL USE ONLY - PRIVACY SENSITIVE

S1-ERMANtD0098)
USSFORREST
UNIT100027BOX1
· FPOAE 09589
1412
Ser DOG 98/003
4Jan.20
From: CommandingOfficer, USS FORRESTSHERMAN(DDG98)

To: l"PR""""1"'' (PERS-412)
Via: (1.
(2) Commanding Officer, USS FORREST SHERMAN (DOG 98)
(3) Commander, Naval Surface Forces Atlantic
Subj: WARFAREOFFICERNON-AITAINMENI' ICO LTJG

USN
Ref: (a) COMNAVSURFORISNT 1412 7 (Series)
Encl: (1) Letter of Instruction

(2) Letter oflnstNction
(3) M~morandumfor the R,
(4) Letter oflnsb,Jction ICO
(5) Mid-Tenn Counseling I
(6) List of Standing OrderVio at.ions o
(7) Officer of the Deck(00D) Qualification Removal Letter ltr of2 Jan 19
1. Per reference (a), this letter is submitted to document the inability ot o

demonstrate the requisite skill, level of knowledg~tand aptitude necessary to qualify as a Surface
WarfareOfficer (SWO). Details of his potential and the circumstances leading to his non-attainment
are outlined below and furtherexplained in enclosures (1) through (7).
ks the judgment and aptitude required for me to qualify him as a SWO. Although
·as qualified Officer of theDeck(00D) before I assumed cmurumd, aftet watching
his performance I haw grav · to bis competence as a bridge watchstanders and ability
to lead a bridge watch team. cks the ability to consistently exercise soundjudgment
or makerational, cQherent,decisions and lead when standing 00D. His r.epor1sto me are erratic and
do not instill confidencethat he understands the situation or the second and third order effects of
decisions he makes as 00D. Oiven that he has been assigned to FORREST SHERMAN for two
years, and has significant at sea time throughthree HARRY S. TRUMAN Carrier Strike Group's
Dynamic Force Employment deploymentsto the FIFTH and SIXTii Fleet Area of Responsibility,he
has not demonstrated that he has now or will ever have the requisite skill ot level of knowledge
necessary to exercise sound judgment or properly lead a watch temn. Specifically,
a. On several occasions~cd to follow my written and verbal guidance while

standing' 000. On 10 November 2019 while providing close escort to·USNS BIG HORN, I
provided clear direction that he remain at least two nautical ·milesfrom the replenishment vessel. Due
to a poor ~f relative motion and careless watch standing. I walked onto the bridge and
diS(X)veredlllllllllllllllhadnot only violated my order to remain two nautical miles from the vessel
we were escorting but.he and his temn were ,JIEwere less than one nautical mile away
from USNS BIO HORN. When I questioned · bis bridge team as to why they closed
the vessel in direct contradictions of my ordar. - "they didn't know why and were not
Subj: ARFAREOFFICERNON,-ATI'AINMENT
ICO-
paying attention". Hls lack of focusand passive watch standing could ~ve endangeredmy ship and
its crew. For thisegregious error and Viol~on of my trust'he was issuedcnc.loswe(1) and demot~
to Offi~ pf the Deck under instructionand assignedto stand watchunder my most expericnc~
00D in an effort to help him becomea bette~ bndge watch atandcr-andbetter managehi~bridge
team. He waslater re-instatedas 00D in enclosu~ (2).
b. On 10Decctl)~ 20.19,I issuedenclosure(4)to fonnally documenthis pe,tfonnanceafter he

failedto meet:mystandardsof watchst{mdingand he requestedto be removedfrom the.bridge due to
stress and an-inabilitytofocus while on watch. Duringthis time his performanceand the
performanceof hiswatch team.steadilydeclinedand he struggledto make rcqujredJ'ej>OI't$, make
coherentdecisionsor provide clear recommendationswhen I questionedliim. Concernedfor his
healthl removedhim from-allwatch standing dutiesand directedhim tQ talkto the Chapl!lin,and my
IndependentDuty Corpsman which is detailedin cnclosw:e (3). During this time I also conducted his
midtermco~ling as docwnentedin enclosure(5) 1g1dwe di~ussed the challengeshe was having
as a watchstanderand.DivisionOfficer-alongwith a path to improvingperforman~. After two
weeksoff the bridge w9.tchbill his overall demeanorimproved,howeverhls pem I Ill , I ; • ·~·.
was still poor by •ost everymeasure.On 26Decembcr-2019,. I again r~ved II I m
the bridgedu~to him blatantlyviolatingmy Standi.ngOrders and beingwliollyunaware of vesselsin

close quartersto ·FORRESTSHERMANwithout him.notifying m~ or makingthe requjredC9Qtact
reports and.hepersonallydetailedin enclosure(6). The culminationof the incidentsresultedin the
removalof his 00D qualificationin enclosure(7).
c. During my time in command~ demopstrated a profound la,ck of situational

aware~ and a general lack of e9nsideratioilin regardsto his duties.and responsibilitya$ OOD. On
multipleoccasionshe has remarkedthat his·heart really is not Jnto$1nding bridgewaich or be~g a
SWO. This has clearly manifesteditself.in•'hisoveraUpoor perfonnance. During routine evolutions.
he Jailed to demonstratethat he could consistently.,e.~~ the duties of an 00D, make required
reports, understandmy requiredpermissionitems, and to make sound maneuveringdecisionsin
accordancewiththe Rules of the Road, His poor perform~e.ip almost~cr,y: regard solidifiedmy
or decision.making
belief that he would never have the required abili.tY. to keep my ship and my crew
safe. For these reason I cannotin good ~ence qualifyrum u a Swo..
3. It,is with much considerationI reached thls determination.-s•a goodperSonand in

other respects, an average offic~r,.Faihu'eto qualifyas .a swd"';;;id:rt~--
viewednegativelyas to
his character. Therefore, I recommendbe be selectedby anothercoinmunitysuch as Intelligenceor
Human Resourcesduring the ProbationaryOfficerContinuation~d Re-designationBoard and be
retainedin the Naval service.
Copyto:
---TWOEIGHT
2
DEPARTMENT
OF THENAVY
iJSS FORRESTSH~MAN (DOG98)
UNIT 100327 BOX 1
i=POAE09569
1430
DDG981CO
ii Nov 19
From: · . ST SHERMAN(DOG 98)

To:
Subj: L:ETTEROF INSTRUCTION
Ref: (i;t) MILPERSMAN161'1

0,) JAGMAN 0105
(d) FSHINST3000.1 (Series)
Enclosure.(I)
Subj: LETTEROF INSTRUCTION
/' 4·'"·. . ..
.,,,,
Copy to:
Ex~cutiveOfficer
SeniorWatch Officer
r--,,.
i
2 Enclosure( l)
OEPARTMENT
OF THENAVY
USS FORRESTSI-JERMAN
:(DDQ~BJ
u~iJ~~~:aix 1
1430
0D098/CO
From:
To:
. . .. ....• ; . . : REST SHERMAN(DDG 98)
21 Nov 19
Subj: LETTl;.ROF INSTRUCTION
Ref: (~) MILPERSMAN1.611

(b). JAGMAN 0105
(c) ·NAVEDTRA 43 l01-4G
(d) FSHINST 3000 ..1 (Series)
Copy to:
Executive Officer
Senior W~tc,h.Officer
Enclos.ure(2)
DEPARtMENTOF THE NAVY
uss FORijeSTSHERMAN
(DOG,9~f
FPO Af. OSS(j9•1214
1412
Ser D00 98/ CO.
03 Dec20l.9
MEMORANDUM:FORTHERECORD
Subj: t\TCHSTANDING
Ref; ·a, P$HINST··3000.1J
Copyto:
·Executi.ve
Officer•
LegalO(ficer
Enclosure(3)
USS FORRESJ.SH~RMAM CD.OG
98i
UNIT 1oos21aox.1
FPOAE 09569
1-1-30
DPG98;CO
10 Dei; l 9
Fr,.1in:
Tb:
Suh,i: LETTl;.R OF \'.'.':S-TRFC'TfO'\
Ref: {a) \HLPERSSI.-\~ ln\ I

tQ) .f.A,G'.\·tA'.';
0l05
(c) NAVEDTRA4310.\'.-4G
Id) fSHl~ST 3000.t (Series)·
<ltd:12Nll\' I 9
End: Letter Qflnslruction lCO \ ·I 21 Nod9
Letter oflnstructi.on !CO td 03 Dei: l9
for the Reconl !CO
.1'lc.n\or,m,llUJ)
Enclosure(4)
Subj: LETTER OF lNStRUCTlON
-
ExecutiveOfti~er
S.eniorWntch Officer
2 .Enclosure(4)
RtS liUPl:RS 1610-1
.6 UIC 7 SIJipS1a1ion St:uus

8 PrQmOl/011 Q l)otc Repor1cd'
Detachment 0 Detachment of P,'fiod orReport
16. NotCose"~
11 oxlodMdwll
T)l'CorRcpoo
. 12 Re_ponini;
Stn1«
□ 13. Spt.-c1:il
□ I~ From
. 20 l'h)t1cal Jl••d1ncss
15. To l9NOV30
21.BtlletSubcotego~··(ffon)•)
Report ,LJ 17. Reular
:?J RtiporunsSenior11.as1.l't Mil'
0 I~. Concurrent .0 19..0 sCdr
:?S Tiilc
□ 26 UIC 27 SSN
?8 Comm:mdempio)mcnt-:indcommind ~chit\'tmenls.
29. Priln3r.·'Colluer:olWatchstanding dllli~s (Enter prim~ d.a~ •l'1>~<ia11on

In bos.,
I I
31 Cou1Uelor c:I
AZZARELt.O,. F J
PF.R~'ORMANC.E TRAITS 1,0- Below.W1nclo1ds.not-,irogrcss1ng or' GNSAT 1non}' onceSt'111d~rd. yc:I
2,0 • DocS:nill. ino:r all 3 0 standards; 3.0 •. Meetsoll 3.0
staipdards;4 0.- faccetls.mos1 3.0 stand:irds, S.O• Mc:etsO\'cralltrlt~ria and mo~tor the 5p.:~ilicsbml:irds ror.S.O.S1ana:1rc1s
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33. • l.:ickshasi~prorcssionilkJKiwied~
10 ,Ha,thorouahprofcss,op•I~-~;,,_tdg,,. • Rtco!ftlrAd-.pc,1, sou~hlafter-losol\c
PR01'6SS(O:-l,\I. pcr(onn~ffccti,-dr difficultproblems
EXPl!RT1S1: , C11nno1 "Pl'IYbosiqk1Us 1-.:rfunns
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and
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quahftntions. ochit,c timcl5·.q~olific)lffiftS qu.:,lifkations <1Uat,roc~01U
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OVPORTUNll'Y:
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and dn-.lopa1e1i1; lllsclplf11C:
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pl\)~'ld n1ncss, 10 li\c up 10 Me ,mnorcN:i,y
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□ .□ □ □ □
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I->work -RcinG,rccsc1f1Cis'
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pe<SOll3I •Team builder. iruptn:Scooper.illOII and
·Tr:AMWORK: "''" mJ•m. p,is sclf:ibo\" t<am cotllllilmctlls ID 1~(1111. p<op-cs.
. Contnbiltion•10,.. 1nl •F.•ils10unck1'$1ond teamioaJ.<o.· ,Undl!fstOJtds
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· teamb11ildm11an~ N3UIWorl; tecfuii'lllC5. tc111m,or:k:1cchnjquc~ tcchnijl.iesfor h:11111.
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· • 1111: ac a1.i:tpciile•ml oifcrinsto:im
· di1ecoon.
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□
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□ □
•TakesilllliOll\'d to l!ICCIuools,
□ □ • Dt1-el~psinnu,n1i,eW~}'Sto l)CC()f11ph1~
□
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ACCOMPL.ISHMliN'r-Un1blt 10pl•n or pr!.iri1(rc -PlnnJ'prir,ri1i,ue1Tcc11,-.I) -!'Ian,'priorititcs "hh tsctpuanal ~Ill
, A:-IDINITIATIVE: Ql\Jf~siJlht
Tala~, ln11ia1h-e, • Ooc.s1101moincai"rHClili$ • l,bu,u,o~ btpl SIIIICuf fc:wtll."iS • !\l.1111Lilns • .:,.~n.,,th
superior ~"'1i1101,
. plann1~'prioririzin!1, hfflh~ rctol~cs
• Gc11Jobs doricc.uloc1~nd·farb,:ue, 1hw1
"---'
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□ ......... -,~-,,..
□ _.,.~
□... ~-- □
---·------..--· .,
Enclosure (5)
RCS AUPl:'RS1~10-1
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SU.\IMARY 0 0 0 0 0
Enclosure (5)
26 D~ 19
Mf:.MORA.NPlJM
From: SS FORRE$T SHERMAN(DDG 98)
SS FORREST SHERMAN(DD-098)
To: cer_,USSFO~REST SHERMAN(DDG 98)
Subj: Standing Order Violations While On Watch
Ref: (a) FSH INSTRUCTION3000.U
Enc1osure(6)
DEPARTMENT
OF THE NAVY
USSFORRES:T
SHERtv1AN
(DOG98) '
.UNIT•100327BOX 1
FPOAEQ9669
1412
D0098'/FSH
2Jan.20
From: Commandin Officer, USS FORREST SHERMAN(DDG·9~) ,.

To: USSFORREST.SHERMAN,(D.PG9.8)
Subj:. REVOCATION,OF OFFICER.OFTHE DECK UNDERWAYQUAt.lEICATION
Ref: (a) NAVEDTRA4310 l-4G
1. This letter is-submittedto notify-of my te:vocationof his Officei:of

the Deck(Underway)NAVEDTRA
SHERMANas ofJO December-20-19.
~oi~mrc:hononbo~d.FORREST
Enclosure('7)
1000
Legal
4Jan-Z0
FIR.STENDORSEMENTonJJSS FORRESTSHERMANltr 1412 Ser DDG 98/003 of4 Jan20
from:
To: Commander,Navy Personnel.Command(PER$-412)
SQbj: REPORTOF'SURFACE WARFAREOFFICERN.OM-ATTAINMENT

IC~
1. I have receivedand acknowledgethe R,eportof SurfaceWarfare Officer ($WO) Non-

Attainment.
@<lo not intent to submit a statement
I
' ....,_.,,.'
l
3
·4 Jan 20
From:
T.o: Commanding-Officer, USS .FORRESTSHERMAN(DDG98)
Via: Execlitive;Ofticer,USS r.ORRESTSHERMAN{DDG98:)
1. This statemeritisfot mynon.-attainmenta~:aSur:faceWarfareOfficer.My inabilitytq

obtain my .SWQ.pin stems·frombeing unableto ~atisfaqtoriiypedonn !lSan Office.rof
the D«,k. I have the level Qfkn:owledgerequire4 to stand the watch,I.trainoothe Junior
Officersand.Sailorsthat stoodup there withm~,but I-didnot have the-confidenceto
c.Qnlinµe
st.andingOOP in Fift:11 Flee;t. ,
2'. It is my ~trongestdesire to contim.ieto s~rvein the United-StatesNavy. I intendto

commit20 .pl'-1$years of-service; I have-the-capacity; passion,and ·dedicationto continue
a_career as a Naval Officer in anothercommunity.
3'. Mytime onboard USS ForrestShermanhas been instrumentalin teachingme on how to

be a leader and how to work with Sailorsto accomplishthe mission.Duringmy tenure,.r
succ~~fulty ied MPdivision thro1,1gh a SixthFleet Dynamic Fle.etDeploymentas w.e11 as
tl}ework ups and under-ways·precedinga FiftnFleet Deploymentnine·monthslater.My
strongestsatisfactionas a DiyjsiQnOffic~,;¢ame from watchinglllY~ailorssucceed,
whether -it comesfrom b~ingpromoted,being aw~rdetl,or fr9m being.recognizedfor
completingdepot level repairs whil~underwayto ensuremissionreadiness.I understand
has, but r remain passionate and adamant about continuingto
the risk being n~>n-attained'
serve.
.- .
OF TH.ENAVY
DEPARTME;NT
USS F.ORRESTSHERMAN(000 98)
. UNIT1Q0327~X 1
F.POAE 09569
lOQO
Legal
4 Jan 20
SECOND ENDORSEMENTon USS FORREST SHERMANltr 1412 Ser DOG 98/003

of-4Jan20
From: Commanding-Offiqer,USS FORREST SHERMAN(ODG 9&)

T9: Corturt.ander
1 Navy Per:sonnel
Command(PERS-412)
Via: Commander;Naval'Surfa.ceForceAtlantic
l. Forwarded.
4
USS FO~~!=STSl:IERMAN (DOG 98)
UNIT 100327 BOX 1
FPOAE09569
1412
Ser DDG 98/360
23 Nov 19
·-
From: Commanding Officer, USS FORREST SHERMAN (DDG 98)
To: I 11 I I
II• ..i Ill,.; • II• ■ ! 4 d (PERS-412)
'.&. I..,( I I I - I
Via:
I ~ : Atlantic
Ref: (a) COMNAVSURFORISNT 1412.1(Series)
Encl: trof21 Nov 19

(2) Letter-of Instruction ICO f22:Aug 19
(J.)Letteroflnstruction ICO fl~. Oct 19
(4) Letter of Instruction -ICO f 1$,Nov 19
(5) LTJG Study Topics dtd-2 ct
(6) LTJG Study Topics dtd 27 Oct 19
(7) LTJG Study Topics dtd 3 Nov 19
1. Per reference a - this letter is submitted er his re uest in enclosure (1) and to document the
inability of to demonstrate the requisite level of
knowledge an apti e necessary to qualify-as a Surface Warfare Officer(SWO). Details of his
potential, and the circumstances leading to.his non-attainment are,outlined below ruid further
explained in enclosures (1) through (7). :,
2. lacks the judgment required for.me to qualify him as

0 cer o e ec ave grave reservations as to his ability to drive the ship and run a
bridge watch team. Therefore, I have no confidence in granting this qualification. He is able to
memorize and recite basic information, but is unable to exercise sound judgment or make
rational and coherent decisions when actually standing the watch. His reports to me are erratic
and do not instill confidence that he understands the situation or the second and third order
effects of the decisions he makes as OOD. Given he has been assigned to FORREST
SHERMAN for two years and has significant at-sea time through tlu:ee HARRY S. TRUMAN
Carrier Strike Group deployments to FIFTH and SIXTH Fleet Ar.eas of Responsibility, he has
not demonstrated he has or will ever have the requisite skill or level of knowledge necessary to
exercise sound judgment or properly lead a watchteam. Specifically:
a. FORREST SHERMAN was a Dynamic Force Employment Deployer, executing two

SIXTH Fleet and one FIFTH Fleet deployment and the required training cycle events over his
two years onboard. These deployments exposed him to a myriad of complex Bridge evolutions
~ of which he was assigned as a watchstander for most of this time. Despite these training events
Subj: E OFFICER NON-ATIAINMENT ICO-
and multiple operational deployments in which a destroyer performs nearly all the tasks and
evolutions any SWO can expect to see, he has not demonstrated to me an ability to execute my
Standing Orders, run the Bridge watch, or drive the ship in other than open ocean scenarios.
3. Both my predecessor in command and I counseled n

falling behind in his qualifications. He and I attempted to coach him to the best of our abilities.
My Senior Watch Officer counseled him on his qualification delinquencies and assigned him to
the watchbill in watches that would afford him the opportunity to gain experience as well as time
for dedicated study. I issued enclosure (3) to fonnally document his performance after he failed
to meet my standards of watchstanding. In addition, he was given specific study topics each
week that he would review with his mentor, the Senior Watch Officer, the Executive Officer, and
myself as shown in enclosures (5) through (7) to help improve his level of knowledge. I then
moved him to a different watch section to ascertain if another 00D over instruct could help
improve his poor performance. I gave him multiple opportunities standing the watch under
instruction during underway replenishment details and other special evolutions to demonstrate he
could perform the duties of a qualified 00D. I issued enclosure (4) after he failed routinely to
make required reports, understand my required permission items, and to make sound
maneuvering decisions in accordance with the Rules of the Road. His poor performance in
almost every regard solidified my belief he would never have the required ability or decision-
making skills to keep my ship and my crew safe.
4. I afforded ne additional opportunity to succeed after I

issued him enclosure (4) before I would recommend him for SWO Non-attainment and since that
~uested to not becomea SWO. I fully support his request.
--is a nice person and in another setting could be an average officer. He has done
nothing malicious or contrary to good order and discipline. Therefore, I recommend he be
selected by another community such as Public Affair or Foreign Affairs during the Probationary
Officer Continuation and Re-designation Board and be retained in the naval service.
OEIGHT
2
USS FORREST SHERMAN (DDG 98)
UNIT 100327 BOX 1
FPOAE09569
1611 .
DDG 98/CO
22 Aug 19
From: 11111.,1 ,. 1a - •~· EST SHERMAN (DOG 9$)

To:
Subj: LETTER OF INSTRUCTION
Ref: (a) MILPERSMAN 1616-080
Enclosure(2)
Copy to:
Executive Officer
2 Enclosure (2)
.r---. I
'
USS FORREST SHERMAN (DOG 98)
UNIT 100327BOX 1
FPOAE09569
1611 .
DDG98/CO
16 Oct 19
From: ffi EST SHERMAN (DOG 98)

To:
~
'
Enclosure(3)
4. The following corrective actions will be taken:
Copy to:
Executive Officer
2 Enclosure (3)
USS FORRESTSHERMAN (DOG 98)
UNIT 100327 BOX 1
FPOAE09569
1611
DDG98/CO
15 Nov 19
From: ST SHERMAN (DOG 98) r,

To:
Subj: LETIER. OF INSTRUCTION

(b)SORM )i
,,--...
f '
Enclosure(4)
Subj: LEITER OF INSTRUCTION ...___,;
4. Therefore the following actions will be taken:
\.J
Copy to:
Executive Offic.er
2 Enclosure (4)
OPS/DDG98
. 20 Oct 19
From: USS FORREST SHERMAN (DD<J-98)'~-

To: omman g Officer, USS<FORRESTSHERMAN:(DDG 98~
Via: Executive Officer,ll~S'FORREST SHERMAN (DDO 98)'~ ·
Senior Wateh Ofijcer, USS FORREST SHERMAN(DDG 98)
Subj: swdyTopics
Ref: (a) LOI Issued on 15OCTI9.
Encl: (1) List of Topics Studied for the week of 140CT19-20©CT19
Discussion: 1
of
1. As per reference (a), for the :yveek 14OCT19-20OCT1;9,I have reviewed and
written notes on the following subjects: ~ ·
a. Gas Turbine Module
i. Intake system
ii. Air Flow of a molecule
b. LOSCA characteristics
c. UEC .•
d. GTE Start Sequence
j. Prerequisites "
e. Battle Override ,,
f. Main Lube Oil Service, Fill and Transfer Systenr3
i. Pump Logics · · }J
ii. UO Purifiers• ,,,
~1g. MRG and Shafting "
i. Dehumidifier )'
h, Controllable Pitch PropellerSystem
i. CPPPump
ii. HOPM
iii. OD Box
iv. M9(1esfor ControllingPitch
i. Programmable Control
j. Iranian Caps and Lims
i. Warships and Patrol Boats
..
ii. Surface to air and ASCMs
..
Enclosure (5)
OPS/DDG98
27 Oct 19
From: USS FORRE T SHERMAN (DDG 98)

To: Commanding Officer, USS ORREST SHERMAN (DDG 98~
Via: Executive Officer, USS FO ST SHERMAN (DDG 98) {\-
Senior Watch Offi~ ORREST SHERMAN (DDG 98)
Subj: Study Topics
, Ref: (a) LOI Issued on 150CT19
Encl: (1) List ofTopics Studied fo the week of210CT19-270CT19
· Discussion:
1. As per reference (a), for the eek of210CT19-270CT19, I have reviewed and
written notes on the follo · subjects:
a. Navigation Rules Regulations
b. Ship Characteris
c. Publications for on Engineering Permission Items
i. Starting
ii. Stopping
iii. Startin
iv. Stoppin ving Load from GTGs
v. AlignEd
vi. Emergen GTM
vii. Online S M
d. Iranian Caps and
i. Warships and Patrol Boats
ii. Surface to air and ASCMs
Enclosure (6)
03 Nov 19
From:
To: Commanding Officer, USS Forrest Sherman (DDG 9~
Via: Senior Watch Officer, USS Forrest Sherman (DDG ~ ·
. Executive Officer, USS Forrest Shennan (DDG 98) #-:..---
" Subj: . Topics Studied for the week of280CT19 to 03NOV19 · ·-·
1. In order to boost my level of knowledge inpreparations for qualifying Officer of the Deck
(Underway), I have s~ed the following topics: t. · · ·· ·
a. Naval Shiphandler's Guide: Barber

a: ~tmtdardCommands
111
b. Forces on the Ship
c. Anchoring
d. Oetting Underway
b. COLREGs Rules of The Road
c. MOB
a. Anderson
b. Williamson
c. Race Track
/-- ..\ d. Y-Backing
d. Engineering Casualties
a. Loss of Lube Oil Pressure
b. Hot Bearing MRG
c. GTG Casualty
Enclosure (7)
1000 "--'
Legal
24 Nov 19
FIRST ENDORSEMENTon Report of SWO Non-Attainmentdated 23 November 2019
From:
To: I :, y • I mmand (PERS-412)
Subj: FFICER (SWO) NON-ATTAINMENTICO
1. I have received and acknowledgethe Report of SWO Non-Attainment.
2. I &do not intent to submit a statement. ·

21 Nov 19
From:
To: g , SHERMAN (DDG 98)
Via: (!}Executive Officer, USS FORREST SHERMAN (DDG 98)
1. I no longer desire to be a surface warfare <;>fficer.

My inal,~ty to ,obtain my Officer of the
Deck (U/W) qualification was my biggest hurdle in obtaining my SWO qualification.Despite
two LOis, digging into the references, and multiple training s,es~ion$with 00D qualified
officers, it was difficult for me to apply my knowledge on the bridge.and,make significant
progress in qualifying as an 00D. I do not enjoy standing watch on,the bridge and I am not
passionat~about driving ships. I understand this .is a primary duty of a Surface Warfare Officer,
and I no longer want to serve the Navy as a SWO.
2. It is my strongest desire to continue to serve in the United States Navy. I believe I still have
the capacity to serve as a Naval Officer. Despite my struggles to obtain my SWO qualification, I
am still passionate about being a Naval Officer.
3. My time on board Forrest Sherman taught me a lot about leadership and teamwork. The most
enjoyablemoments were when I witnessed my Sailors accomplishthe mission and they were
passionate about their work. I loved working with.my Chief in figuring out ways to motivate the
division and drive them towards completing the mission. My passion for seeing others succeed is
what drives me to continue to serve in the Navy. Although I cannot continue on this path as a
SWO, I strongly desire to lead Sailors in another community.
Enclosure ( l)
UNIT100327BOX1
FPOAE09569
1000
Legal
24 Nov 19
SECOND ENDORSEMENT on Report of SWO Non-Attainment dated 23 November 2019
From: Commanding Officer, USS FORREST SHERMAN (DOG 98)

To: Commander, Naval Swface Force Atlantic
Subj: FFICER (SWO) NON-ATTAINMENTICO
l. Forwarded.
From: Bridges, Damon D CDR USN, DDG98
Sent: Monday, December 7, 2020 2:29 PM
To: Zenner, Todd C CAPT USN CDS-28 (USA)
Subject: SWO-Non Attainments
Attachments: Report of SWO Non-Attainment ICO WO Non-Attainment
Package.pdf-Non-attain.pdf
Sir,
The details for the 3 SWO non-attainment officers are as follows:
equested to be SWO non-attained due to his inability to stand OOD and lead a watch team. He requested
SWO non-attainment on 21 Nov 19.
- requested to be SWO non-attained due to struggles as a bridges watch stander and an inability to
confidently stand the watch. He requested SWO non-attainment on 04 Jan 20.
as SWO non-attained due to poor performance as a division officer and bridges watchstander.
V/r
,,..........,._Damon
CDR Damon Bridges

Executive Officer
USSFORRESTSHERMAN (DDG-98)
"RELENTLESSFIGHTING SPIRIT!"
1
"'· .. ...
Rank&Name: Billet Pl O /·r A.e·r>o

Date Reported: :J.7 ex;.;.;,o I q.
HJMSSMEN'f,Bebl{V(or /hat fs l!nwe/cqmeor 0J/ensi11e.,to

a reafonab/eperson,whetheroral, wr.i({en, orphy11i¢f;1/,a{ creat,s.
or offensiveenvironment.!farassmentcan occun·thr.Oligh
an in/f,frkwling,hos(/111, electronic.cpnifhunicafions, Includingsocial
medfa,otlferfortnf of cor,/munication, and.Inperson.Harassmentm")' imiludeoffensivefakes,ep.ltl,ets,ridiculeor moafcery,
fn.su/tsorput-downs,displaysof offens.tve. objectsor 11.nagtry,.
stereotypi.(11, "Wl(ed.threllts'Ofvfo/ence,
<1cls1
lnJlmTdaflr/g.
thre(l(eningorprqvpk'Jng rema;;fr.t,ta.cialor other•,1/11rs,
derogatoryrem.ar.ksahoula person's aa,fenf,or dupfaysof racially
oifens.fve. Activitiesor acflof/3unaer'/akenfera propermilitaryor govemment<z(ptpp0§,/3,·SIICh
zy,Jtbols. -~ co,nbqtsurvival;
tral'nin~ arerwt·c.onsfderedharassment. •·
BULLYING. Afonn..of}laras,sment-fhatiticludesactsof aggresstottby S,r,,,fcememoern,rDoD civilfQIJ Sf!lploye~,with a,nexus

with the infenJof harminga S~.e membereftt,erphysic.ally
to nil/lla,ryservtce; orP.zy.cho/ogfcally.wifhou( a prbper.milit(Jr}I
or
oihergoy~rnmentpl purpose. Bullyingmay lmiolvethesingli~ put of an indiv.fdua/.froin liis or liercoworkers,or UtJU,/or
he-
ndit:ule,beca113e or-shels considereddiffere1Jforw.eak.Jt oftenfmiolvesan.[mbalance- ofpower be(lyeentheaggressorand·tlte
vfelim.Bullyingcan be conductedthrough·iheuseof ilectromcile11lces. or' oommflnh:atlons, ·and'byoiliermeans.includingsocial
·aswell11sin persoh.
TTJedfa,
·Giventh~DoD definition.&above1 l\aveyou pers-onally .Qbserved. a_nyexainplcis. of harassmentor bullying

by a ntemberof yout chain of commimd?·If so, please provide specificdetail.s.~garding your
obs.ervation(s) .. A+ +i,,.,e":I t tic>.. e ste.-. Ifie co ropHoli'l'C.'Or\ ... 'Sr:r.1e1/l-n,,'~ kTf.:.e.a"'d~.e ir
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lie he,~c,-Jledpt(!plt t,Jsc/er;s.
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o..J .-lo/J.,,..e.
Haveyou personallybeen subject to.any abusiye/ge~eanfugbeha~ior:fro~·or beenthreatenedby your
chainofcottllttand? If so, please pr.ovjdespecifi.9detail~·reg;irding your ,obsetvation(s).
.rho .. c Joe-,.. , .a:;n,JV."ititW'ilty?,'rl. GI.VI
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Haveyou p~rsonallyob~erve<f~ sexist <:>r
ractstxemarkby your chain of c.ommand?"If so,.ple~e :prov1de0>JI
.foe o1.~ 11gk.:,.
specificdetails~$8l'ding yow:·obser:vation(s). •
tVo t he..,, no{
Haveyou personallyreoei:veda letter of insb:uction,had a qua1ificatfonremdved, or been fold.you may be

fired/detachedonboard FSH'? Tfso,.expl~nthe.circwnstancesin.debdl.
t ha..ril bet"' {-,ld J: .rr,,J be ht.~.-ed, Hie h,-d +,.,,,,c?
moy"'of <r,r,,q/17 '-4>$ ,,..Y0 ... ,., {u.,J/..
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fney.wt>qJJ b,ei:ck"Once. .he loai'ld ifhaf /.,,.,;f he v..ould \A.,4//:.

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...,_,
10....._____ _
J;)ate:Report~:_._.';'..,.,""v.1"<
____2...'J? t'l,,__
...... _ ___,.
__
HiU.tA'SSMENT. Belmvior.fhat. is ,µrwe/oomtor offen~ive.tQ

a reas()ndbleper.so.n. .orphysical;thatcreates;
wheJheroral,w.rlllen,
hostile,or ojfensfjeenvfr(inn:z~nt;
.an.irrtimf4afir,g, Hara.ssm11nt.canoccqr/hrougl;electronic·communlc.atlons,
inclildingsopial
med/a.otherft,rmsof communlcqtlon.and fnpersof!,iJfqtassmentmtl)I ihc(ude-ojfenstvejokes, 1_ rfii_fcule
ef'(lhe1s or-,no.cker;r,
Insultsorp11t-dOY(hS,.displaysof offentiw.ob)ec1;orrmagery,st.e,:eozyping_, lnt.ttntilatlng
actS,veiledtlirecits.o/vtol~tiee,_
·1Jir,at,nlng
orpr.ovoking-'temarlis,l'fl'cia/or-ot~ers/ur,s,,de,ogator.,
r~mqrks. a/,oufaperson's.accent,. or displayso/racicilly
offe.nstve·
SJ1mbqls. or.,actionsunderta~nfor,a propermlllfat';J!
A.cliv_ltt,s or gov.ern"'8~tal-pUrpo_se, 1ucHas cqm6ajsun,tvdl
training,are.riotco,rsidemdhart#sme,nt..
BULLYJNG,.Afor,m lncluii.~actspf aggre,i#imbyServlce,nembers.

,,J-htµ-qs_smflni-lhat ..or DoD clyllianef11P.l'oye,es,
with.a~us
with tlfe lntentofharflilnga Ser.vi~memher·eilherphys1callyorpsychofqgfcall)I;'lfit/iout dproper,milifary'or
to.inl/itdry1etv1cet
purpose.Bullyingmay involvethe
otflerga\l(/J:l)mel1t{i( singlingcitlt·df an indiviJtialfrom· or
his her coworkers,or ·untt,fi!r
becatµehe ·or:sheIsconslder.eddifferentor-l/te.ak.
·r/i:fic,1,1le lt often/nyo/v.esanfmba/ahc.eofpower.beJweeli.lheaggressor411ilthe
victim.Bully(ilgt;411tie cond~teil thrOJJgli </lid·byotli.ermeans.includingsoc'ia/
(}jeuseo/;let;tfonfcdevice~or comr,i1,111/cp,tibns,.
media;as,weila,r111 per.so11, ·
Given.the:I><:iD
d~finitionsabt>v.e1 observed.any exan)plestif harassmentor bullying
have-yo\!.;personally
hy a membero.fyom chaiti of comm~d? If so, pleaseprovidespecificdetails regarding your
observation(s). ·
behaviorfromor beenthteate~edbyyour
Haveyou-persqnallybe.ensuf?Jectto any ab1:19ive/demeaning
chainof·conunand?1f so, ,pleaseprovides~cific detailstegargingyour
. s),.
obs.el'.Vation( .
Haveyou.p-er.sonally ~set-v.eda ~exi~ or racist remarkby your cha.inof command? "({'so,pleaseprovide

~ecific details.regarding your observation(s).
a qµaliflcatfonr.emovec{,
Jwveyou personallyt:eceived·a letter·of·instruction,h.ad or b.eeirtoldyou maybe
fir¢d/detac'hed
onboardFSH? Ifso, explainthe·circumstance~in detail.
I L.o:£ f.DP. Purr-1.,.i~ 'TJ,(E SH,/' j,~ OMW." WJ/11..€ ~,.-x:. lJNOff-1<1"4, .~,-.. iffl~E.
~e;. C::,or U~'4'r- ~ ~~E: A~ l..t:iu,uC. ..,,,.,
~l'>CJI~~~ l,,Ul:77-{ ·i)-1£ '(,c 6vr ~,.. ~
~- W~ ~ 2.-3 (V'M
(o- IVM F,f.otf,1 /11~ V.~~~ P,D~\? e_ ~J/

, ~7
/U:.S-<>I-T 001>/suwc.,/e,.ow ~ ,._,~ Pvi.l.eo ~ll
t;,.iolJt-6,
N~'f f~ 9JttP 1/J A,1N'6.~ 1-t>Z
Svr-r1c.1emr ~tSrtl~ .,
f
"Billet:~@t>..:;-.>.;;
________ _
Repor:tDate;~·,r,=-"'"~'~e'.:..-
________ _
HARASSMENT. Behaviorthat.ls.unwelcomeor offensiyeto a reasonablepenon. whether'Oral,written,orphysical,that creates
1,osttle,or o.ffe111lve·enJ1.ironmerd.
anlrltimiilating, [f~rassmelit.
cQflcx;curth,!ough(lleciron,Tccom,ttllhicqtipns,incJ((iffngscrcft!/
medfa,other/brms of comt11unication 1an{iih.per.ron. (/layi'nc/uqeo.{fen,lve
iHarassrn.ent jokeII,epithets,rlfiiculeor11,1ocke,;y,
insultsot.put-downs,displaysof offensiveooj'ect~or imagery,stereotyping,intlmidat/ng •acts,veiledthreats.ofvtolenca,
threatening er provoking.remarks, racid/or otherrltus,derogatory-remarks aboutaperson111accent,qr displaysof ra_r;ially
Aclililti~ or ac1fons
-offensive-·,ymb,ols. undertaktrifora propermilltaryoF governmental purpose,suclias combqJ,suryiv<1I
l'ra(nl(lg;
are-notcor,sldpred~rassmen(.
BULLYING. ,4.formof har0,1sment thatinclude.rac/.f of aggres,ton.by-Se,rvicemember.sorDoD oiYllian-.mployea,with a nexus

wffh·thelnt,nt of ha/!mlt!g
lq mt/itary.s•J11,cr, a S,M~• m•mber.e/lherp/lys[calflorpsychologically, wllho/Jt:apropu.militaryor
pwp~e. BullyingmaJI(nv,ol\/e
other,zov.ernm,nfdl th/!slngllf18 ltt, or her'cowork8r,1,
put of an indlvldUl-'l.from or·untt,for,
rtrltcul,bee~, .heor-~Jur:fsconsirlereiJrllffer.Jitt it qften.'lkvolvisan lmbal@i:e
or 1¥eilk., ofpower betweelJthefJ88"f#O.Y andthe
victim.Bul/j!u,g-fQn'becohducte_dJh('oygh, th• u.s_,ofit/~(r-q,:,tc
devicesor.com/nunlcatlona, pnd 'by-.otMrmea111incfudlngsoc/qi
.,ttePla,
·a~wellat ln_pe_rsd,t.
Giventhe DoD definitions ·abov.e,

have you personalty.·obser:vedany examples of harassmentor bullyi'ng
·.bya,memberof your chain of comma:qd?'I( so,please p.rovjdespe~ificdetailsregardingyour
observation(s).
HaveYO\lpersonally been sub'jectto.any abusive/demeaning·behaviorfrom ot been threatenedby your

chainof coqimand.?If so,.·please.
provide specific-dets.ils·
tegardin8 your obser:vation(s).
:a!lvey.oupersonallyobserved a se:Kistor ra¢j~ rem(!rkby your chain of command?-If $0, please.provide

sp,ecfficdetails re_gardingyour obs~rvation(s).
Haveyou personally.received a letter of instr,uction,-

had a qualification~moved, .orbeen told you may:~e
fired/de~ch.ed.onboard FSH? If so, explainthe circ.wnstancesin detail.
.....
~ t:. Y~/~ M" :1'.»j,

1>,i, j-1).,
,cti,L.\.. .f'G~ II.
Rank&Name: BUle.t: -M7'~
Date Reported:_ ....

l>:a.:~:.=c..:;.::u,=.:.,'il=---------
HA.RASS!efENl'..Behavtor that·is w1welcomeor offensfvefo a reasonablepf!rson.whetheroral,written,ol'j,hysical,thatcreoles

cmirfJ/infriiltlng,.fios'tile,(Jroffensive.e11Vlr.00.Tflf!h!,
H.atastment·cqn occurtlp:c,ugh,electronfc .communtcal(oM; mcludir,gsocial
mer!Ja.. ol}Jerforms _ofoonu,nul:(i~O{I,_ and_ihJ?etS0/1-llar.asmrerflmi:ZyinclurfeOjferui.vejokis, epithets,rliJictileO!'mocktry,
illSllltsorpti1-do)'lns1 displqys qf cffenstve.ob/eelslir f"!Ogety,ste,:,eotypl11g,fw'/mid'dting
di:~, vei/~dtltreafsofyjeflenp~
threateJJii,g orprovqkingremarks,racfp{·orotfter-sjur.1,. derogatory·remar'/ct abouta.~rsoli 's a_ccenJ,or qfsplayso[raqlq//y
offeMivesymf,ofs. A,ctivfj_t.._es
or.qc(ip~.u11f/Brja]cen/q!';a
prope_rl(l(litary.orgovetnmehta,lpll{posei ,¥Uch as ·cqmblii-survival
,trafnlng 1·lli'e1101consfdef,eil.haras~me11t•
.BVLL'r!NO. Af.o_nn ofhprassrhefl1thatIncludesactscif qggresslon.by S.e.rvice,membtr:s

orDoD.civllltitlemployees;withan~
to.miiltarysen(ce, wiili th,: {hff(llt of harmi{lg_
aServfc~:;ntmh.er.eithP
p.hyafca(/y.or
psyclw/.oglcal!y, with.outaprqper mf/Jtar,yor
titherg_overmnen(#l purpose...Bullyingmayir1v.olvethe,sf11gll,J_g,
uut of qn,indlvli;(uaLfrom or ufUl.for
hls or•/fer,ooworkm:.r,.
rldl'l:ule,beo9t1Se. ls consideredd{fferen/'Drw~ak.It oft.e'rf-invo/ve8).an,f111oa.la1JCe
he-or,.r'lµ,· .ofp<iwerbetweenIfie aggressor-and tlte
viclfln.EullJfllig
cah·liecpnductedthroughtl1euse,of e1ecironlc dey.lces·orcommtmlca'ttons,~and'by otherf!leet"3fn,;ludlngsocktl
_m,ilia,ai wel/ii: lh.p11rsd11.
O.ivcnthe,D.oDdefinitions above, pave you.personallyobserved anyexamples 6f lJQraSsm_eo.t

or bullying
by'&.membet 0,fyotir•ohainof command'?·If so, p1easeprovide specific.detailsregarding
your
.observation('s).
Have·youper.sop.aJlybe~il sgbjec;ttQ an.yab.usive/demeaning· behav.iotfr,om--'or

been thre)ltened by'your
ct,.afu.
of commanp'1 If so, pleas.e,p,rovi4e5¢:cifi.c.detailsregarding your obietvatipn(s). ·
1: ~
Ha:v~
)'Q\i perso~lly observ.ed a sexist or.raclstremark.:byyour eha~ ofco.romand?If so p1e&Se
1
provide
specific<kitaiJs
regardingyour·observation(s)1 · -
Have.youperso,n~ILy~eiv~ -aletf;et,of~struction, had a-qualifi~tjon removed, or been told yoµ m~ybe

fired/detachedonboar.dFSH'!lfso, explaintfle.~irq~q111ces.in demit •!.:. •
Lo t~Y~s
r) tl.r . .
. .Cll""1 .Sl:\ola:;tr(
-'\'~ CJ:) l!~ - ..._. Si'(C-.~'I(, I\Vl\,wt, 1t1 w.A"1'ro \;.J fMI\A1~1"'v.
-~ ,ss- .. .. ~
. ..... AFl1flc::fle:;tf(r 1.1;:rf/1/i .....
• ~
.. M•-1,ll'Avti.l
v ....,"',~ " .
"··- _,, .. _.,_,_
••"'l'lllD """' ...,o,..""-.. lo\'1-o•IJO
~-. •L._
.,,..D~\\1c..~.,
--._.,
Rank~'Name Billet: J)c A
Repoit Date: 1JQ~( '2o 'Lo
HARASSMENT.Behav(orthat is unwelcomeor offensiveJo a reasonableperson. "!"helheroral, wri(teil,or plrysicq/,thal"creaJu
an fnt.imli/q/ing,.h~le,or o]fons~ environm,nt~Harass,nent can occur-throughelectronicqommunications,includingsocial
media,otherforins o/con1111unicaJio,n,and in.Person.'Hprassmentmay.1nclt.tt!e
offerislvejokes,eplthels,rldioufeor mockery;
(nslµts r:Jr
put-do11t11s,
displays of-ojfennveobjects"' imagery,stereotyping,inlim/dalingacts, veiled threaJs.qfvlo1eizce,
threq~ening,orpruvoking remarh,, racial or others1urs,derogatoryremarksabr;uta person 's a<;cent, 9'rd/splayt oJ-,,qcial{y
ojfensive 31rnq.olp.
Ac!ivlti~sor aclions.un_dilrtak4nfor.
a proper militaryor governmentp/purpose, ,i,ch as combatsurvival
training,are nqt consideredharassment.
BUUY.JNG. Aform of harassmenttMNncludfS agls·of aggrt.r'Slpn. by Ser.vicemembersor Doi>civilianemployees,wilha nmtS

io n,iUtat)I suvlcs, with the inlenJofhat'minga ServlJJemembereliherphysically orp3YCholog/cally, without a'ptoper militaryor
othergpvemmentalpµrpose. Bullyingmay.lhvolvethe·singling·oufofan indiv(dualfront hU·orl,er coworku.r,or unlt,for
rfdicul1•bectzUJe he or.s,h~is considereddifferentor w.eak.It ofte11inVolvesan Imbalance<
of .puWef'between'firsaggressorand'the
victim.Bull)ifngPo.fl be c(JflductedthFuw:h.thewe bj'electronicdevices or com,munlcatlo~.ar;dby oth~rmean.sIncludingsocial
media,as well·as,fnpenon.
f.iaveyou personalty been subject to an_yabusive!detneaning behavior from or been.thtr.:.atenedby your

chain pf coinmahd'? If so, please J1rovidespE!Cific details ~garding your obs~ation( s).
\ ~ 'lb~~ ~t-JQ 4b iP· L.~E Y\I\ J ,j~ ~ \Y'v \ (...€. \)~c..,..6 V"'<-\-tGf'-J
\ ~~Ll2-1Vc:.'t) Y)'\~ \..O\ ~~ -n--\E.. co/xo '~ 11 ,~~~~~~"""ei~·"
c~ ee:::.~
f'n•-fD 'A~~ \t-l ~~t-<\e:.~ \/'(~1-...l ~ c...c wf\~ ~~'I<::)-)~ ~'->T'\:>'-'\'f'l~-
\ V"l'f\~ ~e'fIT"E.\...JIE:.1> W'\\\-\ \O\.i-J \,ot... 4::.c --r-,-,--e'j UoV'N'-f\~b \-\1:>LI>
C..<!><.:>C...1:> ~e
f\L(.0-lt-r\'P\e:,V..: il: P,W'fitt\t--lO) \Ne--~~ \N'l!,O....:>ln.
Have :youpe~onally observed a se;x:is(or.racist remark by your chain of command? If so, please ptovjde
specific details regarding.101.Ji'bbservation(s).
~r:::&. ~ c..o ~L"D
~=
VV\.e. h..:i~c
~,.-.. -":::::. ~
~Mf'.l°'-.Le'R
~~~~
c.~<
\'nb yl-:::,\~
~
f-\~"D ~~
n, ,~ _
\-(C~' ~ V· ,-n~ '"" ••• .-,,._.... .•
~~ c"f' N\.~ \'f'<\C v..:::.,~ Ab~ 't>c...f\ ·
Have you persotl!tllyr,eceiveda Jetter of ins.ttQction,had.a,qµalifleation removed,.or been told you lllllYbe
:fired/detachedonboard FSH? If so, explain ~e-sircuntstances in detail.
"I~-«.~ .,--Q ~'-'1G.
~:;;,
1
-nci~~..._._,, 'CJ'V\~ \l-,1'$\1 <.!\~~ ~ \~'-..l ~ \r'<I ~ C...O, ~,\1"g ~~ f~w.:S::.i\)N ~
C.Ol"\ve:12:.~~tl~~- \011-l\) ~C.,.lc-~ ~~ ~ \\)~~ 'A;i,A-~ 't\-(J)'t'n~ ~ ~~
ey.. 1 ~~,~e."t> ~ ;,..-.:::. \ \1-A'-C ~ l~~h.-e '1'1'6 ~'-:.. ~<e. 'D~f'I Bl<- Cfi:. ~\v1~:,1ot-l
W~ ~LL ~'-"~l.<c;~'r\'C~N\ (...._ ~ ~~\~C..,. 'S~t-->.~~~~. CJ.('-(\c:... ~~""'\.~ --,..:.
"-"'=· ' - •.J:>.~ ~-.:::)C,01::, i;t-n t--:!G,.-.
1:c::::-n...)P,_•~ 't) ~ L,'t:, \1) I"(\ ~ \ ~ t_,t) '\'('"\ ~ )('-::) '\ , - V'I l \ ._., \ ~ I V
'-..._.,,
'('(\<- "F'./2-~~-
\ '\bL'D -~ \ ·rtf";.\'.> ~~-~ Cc::X'f'~\lc~(...,IZ ~~~ \NA!:::. N<:a:.\" (.Cl('(\~~, 1o,S~
~\t-,:\U\ ~ ~~f!.. ~ ~~1> w·T\b -pu~~ , ~ ~ ~ 'Pl~~v,H>r~.
°T"AV~.(.,. o~ ,e_i.::;"':::,~ ~ S\ e,., LI~ TI"\.lc:...P<~-::, 'J0~ ~ 'fr\.<:>~ °\"0 ~.;z::;
\ \r-J .'yl)\o ~"i> "'~ Cs-"2."' ~~'-.:) ~~ ~""\Tw<::1 ·\Ot~t>w~ '2.\C..c~ (5;)a
~-~ N\. 'j \..~\ .
,-r~ c..o ~~ 'P\'P~,~~ ""\t:l ~l.."4•~.X ..) ..l-,l ~ <:::,~, "r-11:'\G~ ~ ~~\'. \-G\~C....~~
lu~ -p.rc:.'if""-"""
~<"f'>,,C:: ~""T •
\~ OD""b'~ \'1-\2-.lc:!.
5t_.f1-i2--'o::'\":I~. (.:,ft"I.-'--..~ fY\~~ ~~~~
C.<:::,\f\t-,::,\)
~. 'A~"<.. '9~'\'f\\~\~~. 'Pl-'t:> 'E:.:.~~v--.\ \ "v'-,[i:..:,,~{.__\'.:::) Pr$~ f'~\V\,\~~\~ ~
"'\~ ~\"' -lc.~-..:i.~~~, ~T ef\'j\)-!l'~; o'e. "2,~ ~. { ..,ft:::i;:1'fY\-,"d
xf-1~-S:, ·~ Ot:J~ '-::::, \•'l'~'-lL~ ,p_~'(_ ~~ ~ ''N\fl('<..>::, ~ ~"'9.,.__~""t'
~ \ t,.. ~ ~~ -:,c...,~~ 05t \J~"' ~~~v-., \ )-.) 6) ~~ \A V\.~;:;y,.1~
~c ~ (_c;.:::, 9-..Jlc.~"-~N \C>.;~~ (l\1E:."'~(S) ~~'"b Q~«"--- ~t.:iU.k'\:>,
~Qi'..:b 'r( ~'-.).I...,~ L Ot'(\G '\:)i::i..Al ~ ~ ~ ~ D~'<2 S~ t-.:l:6, Cl'\Z
\ \',.'.:)-~"i:::i i -~ 'f'~E:"D ~l'.::\~\.,-V':::::. \ ~ Q"-l~

~\ ~(S) - If)'\~ ~y:~'s
~\ \)\1) l-J.~l \'.:-~~ E:.\;"""'~~~\:-\ ·~~ ~~ V\~ '-""1=-'2-<:::; f-~~~t:)
~~4~ 'f\N.t> ~'{2\0(\~Er'D '-NmUc- ~rn~~ ,\-tr\".\::>~ ~~N\.'f> 41t-e:O~H
~~~.
"1\~ tE..ym~ V'{~u~~ \"I,;::,~~-r\-f\-,pf~1 E,"::::>~'-:,(J, ~~ ~~~ ~

,,-·N~ ~ ~N '-'QE."(:'LQ.~i'f'\.~N\.
~<... 'f\N\J )(.c::i \:-t--l-cv--tV'Jrt-A, ~ LO W-P\~ V'\c..R ~~\'.:> °"C>\~'-rn· ~Y<..

'frr.~ '{J-e,~~~~ l\R f,~,~~~- \ N W'\~--r C..S~~~, ~'-e: ,,--
\N~R~-
Rank&Name:
HARASSMENT.Behavjqr/hot ts-unwelcomeor-offensiveto a reasonableperson, whetheroral, written,orphysical, th/11aeiltes

an i11li111fllat.li1g, Har.as:mentcan occur throughelectroniccommU(licatlon.s,
ltosliie,or o/feniive·envlronme11t, .includingsocial
media,otherforms of communication,am{Inperson. HarassmentmllJIinclui:lll offetulvejokss, epltfzets,ridiculeor fl'/OC{!.ery,
iniults or-plil-downs, di4playsofoffenstve.obJecJs.or flh/Zgety,stereotyping,i(ltimfdati1.1g
acts, wiled threats.ofv(olence,
threateningorp,ovoliing.runarla, r.aclalor otM!rsll'rs,derogatoryre(Tlar4,abouta~rzon. 's.pcce114 or dt&p(aysofracially
offeMJvesym!,_ols . .Aeliyf~s or-actt.01JS
!Ul!lert4ke.nfor
aproper fllll,faryorgovqrnmentaJ purpose,such as combatsurvival
trltlnfng,are notcpnsideredhatassmerit.
B.l:JLLYING. Aform ofharassm,nt that includestfclspf-aggressionby Ser.vicememben or DoD civilianemployees,with a nexus

to militarysen{ce, with the-intent-o.fhormlng
a '&rvic.•nu,nber,eiiherphyflcaJly orp,rychologfcallr,}lllihol(ta.prop,r militaryor
pthergo)(erri111ental
pUJPOS.e. Bu/Jytngmay.('1110/ve
the.:singlif.l{
out of an rn,efivldqa/from
his-Drher coworkers,Qr.1!11.if,
fflr
ridiculeb~e ha-o)'she is considereddifferenfor weak.II oflen.involvesan imb.alance of power betweenthe aggres1ora_ndl~e
vJcllm.Buifjlng·canbe co,Jduoteiithrough the IJSeof electronicdavice1·orcomm1mications,and by other means1ncluc/,lng-socifll
med/Q,aswell at lnp/1l'SOTL
Giventhe DoD definitions above, have ypu personallyobserved any examples ofhara!!smentor bullying
by a memberof:your chain.of command? 1fso1 phiase.providewecific detai):iregardingyour
observation(s). y
e.7 f +-'
Y-•1} l l
e t{ Pe1r-el./-(:.
•
I~
+,
I "'E: 5 ~r
e.,q }-e. f t'e-c e. r
Have.yqu person&}lybeen subJeetto any abusive/demeaningbehl\viorfrom or been threatened by your

chiµnof command? .If sp. ple.ase providespecific details regarcfiQgyour obser.vation(s).
, r.~ 11
Ye~ fe
t>(ci. ~",,..4
~+""'o tv1-c,·J~f-f
Have yo11personallyobseived a se>dstor racist remark by your chainof com,mand?If so,,pll:laseprovide,
specificdetailsregardingyour obsetvation(s).
No., r
Haveyou per;;onallyreceived .a Jetter.ofin.$tr'Udtion,
had a qualificationremoved,or been told you may be
fired/de~hed onb,oardf SHJ If so, ~xplain the cfrcUJDstanc~in detail.
tH tltlr-ec lttl?lie, A~r
r~ed 1cJ wie 1 er.,.f?r..v-otfr(/1 lo
f.;!l"'vV' he Io .1/V".
Cf. s~/e; oF LOI..5 at
re (q_t-c:. la ffA. 7 111/10}{
7~e,.,.,
r--,.o-f"the I'. e.xl·-,/051tve Ser~··ry /~v~,. J: p' hC!J tvo-.1/CeoJh~J { 0
. .
[W}r,-ov~ -~ pvO'yCVVV-l, ;r f .I's w.o✓ h-, ndfr~ /n<?· ( t,1"t,ie, of fhe

t f:=X.f,.A-F n«J. Vcl If¢ w/t-h hie "C{c~~/;,7/1_7o,f--
;SJvre·, ta!'5eJ <:fk,..,.._
o,clV\
c,.,,--e-e,j or 5J e- f 7 :~ f-fl h°""c/Jll/4_) /e C¥ v ->e. lf:7 ~ 7 ,
l /i1vc1 1•
~Ii~
/hev-e C/ 5elN\,·- 4¢11Vl'-'C< I It,..,.,;...A"".-.
....,.//.;..,, ~ (. ,
- I J-;-r·at,,1/'ff>} ~-rvr
.,,..
'} >w"r,
"''Y. "'!'' d!f-
1
~I!{ .I. l e J ll,tte,..
{- cf ,f;<>vvtA/""ev,;,.
{;..ev.- .;l<:llCf. .L f- J
Cc:,i,,,-W\o-"- 'f 7e :f tJ111
raJ-eJ f
~ ~ t- tv-,,fc ~ f- ,·+ ""J,,,q, ,:, 11Ay {;, rf_ N.,,tty,;,, 4
t lrj I q 5 . we wev-~.
teh0v1. 1
pack
<O//V\1v-.y
/ 'hif /fffc,..,,.fr~, L ~CV0-}5
J
4x(- ,c:.i{'l
I /<"'t;~tz-i~ 2- lJl hr·5
r
'"V' .
b~v-r-' qpc,vit ct >VriN1\;e· £r.J ,
·rr(J,;rvc.. L- ( .
~o{<?t-1 {Y\Jp~flov-y ~e, V1exf-dcz7- Lqfer »,,.f tt,yht, I: f;ver5
b O'!f"e ·f¾e- co· wr'ttn 111/lS rs, -. if, .h,e DLc;-:>o

f1te. C-c> p'-ei--ctfleJ "'""'
rvy:;.
,',,.
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rl"t-v,
t
·
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Ran:k&Name: B'illet:C.C..·p\\JO./<?,UN~O
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RepbrtDate: f4YC:X:?"I201 \C\

I
HA.MSSMENT.Behaviorthat 'Isunwelcomeor-o}Jenstve
fo a reasonable.pirson;19hethel'oral, wrWen,orphy,.slcal,that creates
an infi,n_idaling._.hostile,
or offe,ulve.envitonment.l{arassmentcan occur throughelectroniccommunications,indudir,gsocial
mediii;otfferfo17'(1Sof communico#on,and In.person.Har.a.ssm-ent md)Iihclud, offensiveJokes,.epithets,ridiculeor n,oc{!ery,
insu//sorput-do.Wns, displays.of offensiveobjectsor {nragery;stereol)'plng,tntlmida/lng4cts, veileitthr.eatsof v\o/ence,
t~'iening orprbvolahg remark.r,r-aclal·orother11i~.derogatoryremarks.about_q.penon•s.accent,or displays of racially
offe~ive IJ'f!lb.ol,:
Ac,tivlliesor actionsunderlqkenfor aproper:militazyor governmentalpurpo.se-, such as comb.atmrvivai
trotni;ii{iare not-consideredhar(!Ssment.
BUj,YJNG. A.formof harassmentt}laJ includesacJsof dggress/011 by Servicemembersor DoD ctv/1/anemployees;wiJha nexus

to miiitpry:ervlce,.with the intent of harminga 'Ser.vie,membereitherphysically-or_psychological/y,. without a proper military.or
oth.e1governmenta! purpgse• .Bully,ingmay /nyd/vethe.singlingollt of au inrlfvidu(llft,omhis·or her c,oworkercS,or unit.for
rfdic#~ becmae he or she ~ qonsidereddfffert:ntor w.e,alc. lt 9ften.lnvolvesan.imbalanceof,powerbetw~enthe aggr.es«or and flip.
Brillyi(rg
-v1ctidJ, e,an-bec.onductedthroughthe ll/lt of electronicdevices·orcor:nmllniCQJions, and by other meansincludt11g sopja/
medi~ as well as in.person.
Gi~n the DoD definitions •above,haveyou personallyobservedany examplesof harassmentor bullying

by almemberofyour chain-of-command?Ifso, pleaseprovidespecific detailsregardingyour
obs~rvation(s
).
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: !"\~~("''\ t'JC:.."''i -;re \1'\ce:. -o-:..-e..~"tO,..)c..\'\~c, °'-I SON"!~ INc..'I,

i'('ic\ucMV".¼_ &o~e. ck~~-\- "'~ocl5 1 ~e. 'nu~ ~\i\~-e_ct ou't- c..
Hay~youpersonally~ subjectto any·abusive/demeaningbehaviorftom or been threatenedby your
Qbainof command?.If so, ple.aseprovide specif.icdetailsregardingyour-observation(s).
:r 'r-.o.--.i~~'(\ .S\l'c~t.C"'" .,,~ \-\{e:. C4~-.,.,-.)t I QC,'('<'J~"i~~ t:>C.'no:~(Qy-. :t" \N""'
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Hav.;.youpersonallyobserved a sexist or-racist:remarkby yo.u.r-chainof cpmmand? If sp, ·pleaseprovide
speclficdetails:regarding·yourobservatfon(s).
No.
Haveyou personallyreceivecJ.:al~tterof instruction,had a qualification removed, or been told you may be

·fired/detach¢doqb9atd FSH? lf so, e1<plainthe pircumstances in detail.
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Rank& Name: .BiUet .! W/J'/li1tJ/;to1Jin
DateReported:.
lfAR4SSME.N'l'. P.ehavJorJhat(s unwelcomeor-o.(emive to a·reasor,ablepers9n, whetheror11i·wri.(ren; or-:pfp,stcaf.thatcredJes

a1r,inJ1midtit~; ho.vtile,·or offensiveeflll(roniner,t~
}faras.s,nentcar.zopcurthroughelectro'nfc.·c.ommunicatfoJ#, l'!'flw:fing
soc.la/
media,olher/or.ms of con;ununicalioni antiin.person. ilar.assmentmpy lnr:lu.deoffensfi!e_Jokes.
epithets;r.i.diCJJle
'Ormockery,
insiilttof put-<fowns,, or inJr;,g~ry,
disp/'ays.of offen~ive.obje'c;ts a/t.s;ve1ledthreats-qfvtolence,
stereotyping,int/r,)Jdating
threatening 01'provoklngremar.,ks, .'racialor oihersllirs,ddrog{i{or:,,r,~marlis
pboi,j apersonIs accent,or displaysofracia/Jy-
oj[enswesym.bols. Act(vilies or actronsundertake1Jfor a proper rn(/ftaq or gov!lmmentqJ purpos.e,suchas conibai.SJJr.viwil
wenotconsic/er,edhari:Issmenl;
tra,ifli.ng, · ,..
.BULLYI/i{G. Afor:mof hardssmeti{-thaNncfude, (1Cls ofaggress.!on by Service.,,,embersor,DoDc.tvil/an·employees, with a,n~

se,rvke,wlth,tbe.Intentof harni'tl:iga
ttnTJil(tary Serv1cemembereUhf!f'.J?hyiicallJ!.or pS)lchological{y,wilhojtta-propermilflar.yor
othefgqverrm{erllalputpoae, may
1Jully.litg InvoNelhf!sing/i;,gout'o/iinihdivli:lua(:from 'hisor./,prc.ow'Orksi's,
or t.lnif.for ·
r,l<#cule e((ffer~nt-or
beca~fl.he:or.s1t,.1sao.ns/4~f.tld o/j:>ower.'/Jetween
~eq{f.It oftenf,rvl:)/vuan tmb(i/dn.ce 'the·aggresaor al/d·Jhe
-yicf!tn.iJU,/Jying
cµn be:conducl~d,lh,rtµigh.the 1#1(of electron/,;devic;esol' commuilfc-at/ons,andby othermeansfncluding.soclal
media,aswellcu°In-person.
Ojventhe.DoD def"mitionsabov~;haye.yoµ personallyobservedany e~ples ofb~assment or bullying

·l?y-a yqut chain of~ommanq.?'Ifsc;>,
Jne}li\l?er·of .regardingWW:
pl~e provide specificdQfail~
observ~tibn(s). "· ·
Haveyou personally been subjectto any abusive/dem,eaningbehavior.-from.or been threatenedby your

ff so,.please providespecificdetails.reg~diitgyout·<>l?serv.ation(s),
.chainof .comn.iimd!?
Haveyou per.sonallyobserved,a sex.i$1 or t~fst r:emarkby yoµrch~iliof command?· soj pleaseprovide Jr

specifibd¢tailsregarding y,ourob'ssrvaticm(s),
Hav,e_you personallyreceived a letter of iIJstrµc'tron,

hM.·aqualificationremoved,or been tole!you-mayb:e
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'Rank &.Name: .Billet;..,,_P:..;;...:S:.·...:...DM=•~t,..-
___ _
DateR-ePQrted:
, ' . t ("7 t)qC-<}a
!iARISSMENT.
TJ,e'htiyfor
/!,at is unwelcomeor.ojfen.sfve
,toa reasonablepersqn,whetheroral;written;orp.hyslcq/.thatcr.eates
.anfnfimklating;'11oslile,
or offensiveenvironment.
ilatassmeh"t-"c<in
occur-throughelectronlccommunjcqlicns, •fru;ludmg~oc41.l
media,otheriormsof aotnmuntcatton,ahd inperson.llarassment'mayincludeoffensiveJokes,l!pUhe/$,ridiculeor mockery,.
insuflsq/i.put-downs,
dup/qys,.ofoffensive·ot,Jecls
or (magery,sleteotypi'{g,lnt,(midctt'fr,gac;fs,
veiledthreats·o/violence,
threqtenlngorprovokilJg·r,emqrk,r, sfu~,der.og_atoryr.emarks
racldlor-q_thtr dbautapersoii, 's:acce_nl,
·or.dil{plajl_s·of
racially
Q/fallif.ve Aqtivities.orqctfo~ undertakenfo.r-11
Sjfmbtils. proper.mililaryXJrg<ille,:Tl(Tll!n/q/pjltpose,
suc}i_
as combatsurv.ivti/-
are.nptccnsi,:leredlulr~ment.
•tfa{Jtfng,
!311.Lf¥1NG. Afor1J1•ofhar.asmtentthatlrrc1iides·actsof aggressionbyServ'icemembersor l)oD ci,!iiia'nemjilqyees,Wit/Ja_nexus

service.w(th the.intetrtojhtlfminga.Servicememhtr'eitlietphyslcallyor psjicliologii:ally,
·tomilitai:y withouta,p.roper.militaryor
olhffl'govetnme!lfalputpose. Bullyingmayi'nvolvethe,slngllhgoutof aninj[Jvfdualfromhis or hercoworkers,or unjt,for
ridiculeqeC011Se etent or w.e~ it often lnvo1yes·an.lmbala.nPt
he or ~h..eIs.c,o.1J#ldere4,4Jff ofpower b.etween1/teaggressordndthe
.viot{,n.
Bullyingcan:be conducted,throug'f,the-use: ofeleclron,fcdeviqes'Or.
communlcatl9ns, ,mdby o.ther-me4minc/.,ldlng social
media,iis W.ellqs Jnpirs'cili.
I Giventhe D.oDdefinitionsabove,haver.o.u
personallyppservedany examplesof har"8s·ment. or bulfy.ing
chai.n
by a:m~mbetof Y<>!ll' of command? If:so,,please.providespe~ifi~d~ta'ils.
tegardingyour .
obs~rvation(s).T~- PJf/l.l' dlP _TlfS C,.fff'~47'l:Q,v i,,,tt}f),JS :!!T".At:Pr.llli/1 "A.1J.1~/t. a..,,.·~,y,
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!) Haveyoupersonally.
been $Ubjectto·anyabt1$1:ve/demeamng,
bebav1or•froinc:>r
beentlU,-ea:tel)~
by your
chainof command? If so, please provide specific.detailsregcp-ding
yow:obsetvap.on(s). . .
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S Haveyou personally o.bserv.ed a sexistor.racj~remarkby your chain of co.liu.mmd? If so, please prov.ide
specificdetails·.-eaardingY.Our o.bserv~tion(s:). . .
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f:Ell'llt-LE, (CMt:.... -1- kc- e>t! /4'..,/1..-t)f.Nl>t')
4 Have you pe~oniµly rece.iveda letter of instrucn.00,

had a qualificationFemovea,or beentoldyou ~ay be
fitec!/detachedonboatdF$H? Ifso,. ~xplainthe circum$n~es in detail. .
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____ _
ReportDate: ,, OtC iow

HAR,1SSMEMT.- Behaviotthqt is timl!elc.ome
or,offe111iive w~ther oraf.wriuen,orp.hy.rlca{,
to crreasonab/.eper.ron,. thaJcreates
aMirttnffdaling,
/IQStt/e,.
or·offe~Jveerrviromnent.Harassm1mt epn pccurthroughelect,:onlccon,munfcatJo.ru,
/f1DliJdfng1JoQla/
me.di«,oiher'for~o/communtcafion,, tµtdtnpsrsofl,Harassment mayincludeoifenstv.ejo~;epithets, ridiculeormockery,·
lns,ul(:S pr imagBr)I,
orput-dow~, displl!Jlspf offensive obj,;cfs, sfe~otyping,intimidatl,tg,ai:ts!
veiledthr.ealsof violence,
threatenfhg.o'/'provokingremarks.racidlo-,.othersiurs,·derogatpr-y
remarksa.boiit•aj)ersorf's
accen!,or <#splays.ofracially
offensives,m6ols.Activitiesor actiens-,mperta[!enfol'·aproper,
militaryor guvemmentatp.uipose, such.ascomb(llsurvival,
trainlng1 .cire
ni:Jl
consi/ieredharassment.
BULf:.Y.iNG, Afarm of harassmenttlzatrncludesactsof aggressionby Servicemembersor D.oD·cf!,i/ltmemployees,with a·nex14s

to niililaryseriic.e,.with theJnlent of harniingaSe,viae·memberetther,physlcalfyor.psychol<>gi¢al{y,, without.aprdpermi/iUlr)i or
othergover.nmenldl: purpose. Bul(Jilng niay (nvo(ve·th¢·~ngling
01,1(of an individual
fram h'is01:h_ercow,orkers,or iin7t,.for
ridiculebecause or-weakit pflen itiYolv.es-
he or she is considered-d!ffere(JJ anitnha/anceofp_awerbetlf.eentheaggressor and,(he
victim..Bullyingcanbe condllCled(ht:ough Jhe~ of el~clfot!Fcd?Vicesor comniun7catlons, anif, by othermeqns.£ncl1Jding-s~ial
med{q,as w.el!
as inperson.
Giventhe DoD definitions above,haveyou personallyobserveq.any exaµipies9fharassiqe:11tor buUying

of commancJ?Ifs◊, please ptevid~ $pe~mc.
by aJn¢mber.ofyour cb,;airt cfeiaiis·regardingyour ,
\) ObStlrvatlon(s)
.....,~. ~\. ~e,\\t) d'~ ~~\•~
a\M~ ~
\\~ 'f\t.t<"-f t.~(~. d~··
~J.\.. -~\c.n \\ ~ ~°"''""!) -~ ~,-~i'.)\~ Q{ J'fl'iO.\\,e~ \-.~ -....lOv-,~ \u\d\. °'1\
r·. ~ .v'-t'P·\~ ·\-o ho<o.o( ,Jtl""-V$,""' '->~~e.
Hav~you·personailybeen subjectto any abusive/de,neaningpehavior ftom or b¢entiireat~ne.d

by your
chain of.command? If so, please provides~cific dets,ils·tegardingyour obsetvation(&). ·
~~-· \\~ Ci''l'li,\~-\½ -\'r,.{~\~VT.C\.
\"\t)V\ - a~~~..½ ~ 'vre.·b W'aA "'
{)..J°1 ~c1t,l\ h:\.cl~ •
H~ve,'Youp_ersonally your chainQfcolllOland?If .so,pleas~provide

observed a $~st oi;racist re111ark.by
specificdetailsr~garding your-obsenration(
s).
ND-¥~p.e\,~~\ 1• ~n\ 1 ~~, o~ sec.-.c:Ao<.'" \Mo.\ -~ o'--:£'
ir~ c,N,wn~\r
~c»\- 'C\e.\l·t( ~ 1
a.V'(\.'ro 0:,..\.$ .'X)"rrtd °'* C:l.\'\ ,~\Vfdu,o..L
fla'V~.y.oupersonallyreceived,aletter of instrµctlon,bad a.qualificationremoved, or been·toldyou may'be

·fire(i/d~tachedonboardFSH? If so, explainthe circi.lmstan(:esin detail.
3) ~<-5', 't\,\)(!) lc>.'.flirK, cl.,; \)v(_,I }'lo~ - od't{t\, ~,

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\o J0-o\&¾\•'lf~'~ <'(~ \\~ ~~ o\uo
cl\ '10\i,~ \'f\ul-n\);.a\lL ~~~ ~
'wo.o \\t\\t., ol V°'o\w·"'~
\,,)<-- C'.0u.'6_ ~ ~ ~et.~-\-'t"\rT•
~} , \yte. lo}: O
1
~ f •at\\'/ 6\e.m=..i. ~ <o"" O."l i "'-{ {4e~ov, /1-1 ~ \',. t,Jo.,_\:J
U..R
ucJ- \\t~ &,\~n r)O ht. \,Jo~\L.. (bO hack ord ~~V\"-t\.
\rno(t
\l1'i~V\O< \\f\.{Ceic.\\oV\tT \-o t\'-c)"' ~ \v-iL \,o"\_.,fO( e..:<:~~k1 ~t

o.. Vf\~ir\a$~'o1 \I)~ C,.J~\\I\~ (( w~<iJC\ \,Jc. w~e hoh~ ~~thv
\tJt<e. ,Vl di..v\Ce..uo.,
(\,j~ hb.d. V\IS\Y\oi\"(u-c.~.ot,,\:11 DC ,'rt;\ec:,\\011\.f i\A.d-~~
~ut.), tr \t.w ~)CY \0-~t '!, {<1.:c..Q\k(\ O-""- \...o1:,{~~.C~Vl'\o.'fd\~ mC
\o-t \\\~ I ·\J\o\-\yi, ~ o.Xt,\
L •\o \"i\.O()"V\.~ I'\ (J~C?..-hcV). ''I\
0- ~Co\.~~~
\lf\.~
. .l
~ 'f\OT: ~-c~~,
V\o.
u
n, m ~c\.cA- e...ncu.ft}V\W~n h\. c.cr.tvt-.
0 Y/X \-~\_ b l\~~I 1-.J'¥n~ \D1I o.o·\So\\ o.u ~ c)~C.O•Ni t.o:r
I
n-\f\l OV\. ~(. \-\\<:, c.o c,~irc{$y=..~ ~ \~~0-,~\f\.t0

'o(\~gc.., \V\
' ' .
~c..\rn\ ~~'l t \row h.L \JlO~\\.. \/\OV\....O..i-~n.c,(_ PtC..W\'-:
Rank& NAme: Billet __ 5_;f'R.
__ I_Kt._
....
___ _
HAJUSSMENT.Behavlo, lhat Is·unw.elcomt.or o/ferisNeto !l reasonablepenon, whetheroral, wt.l!.Jen, orphys/car. that creqJes
OJIlrtlimiiiqJing,
hostile, Of' oj[en.sive-.e,:tylronment. can occurthroughelectronfocommunications,incluqing,social
f/arassr,11mt
msd1'a.,other:fer~ of com.11µ4n1caliop,.ancifnpemm.:(f4r~.ment m(,1)1 include o.ffens1'.ve/okt,s,
eplthei,-,.rldfcil/eor-moc"6ry,
{flsuJtsorput-downs,!i!Plctysof offen#ve o~Jectsor Imagery,,sw-eotyplng,(nttmfdatingac(I, vetlerifhnats of violence,
threateningorprovoking,remarla,racial Of' otherilw:3,derogatorynmarh about a per-aon,saccent,or dlsplti)lsof racially
offensi'Jesymbols..A.ctMtie.ror actions undertakenfor: a proper milftaryor gavemme11talpurpose, .suck as combatsurvival
·arerio'I:
tr.olrllng; consideredhara.rsmen/.
BULLYING.Afonn o.fharassmentt/lat incluile,rQ{;IS ()faggr~fon l,y $erv_lcemembef'S'otDoD'civjlian employees,with q ne:&US

lo ml/ftar.y~erv.{ce,
with the Intent ofharm.fnga Service·memoeretther-peysical{yor pzychologically,withoui.apropermilitaryor
otliergovernmenfp/purpose.Bullyingmay involvethe singlingout of arllndl\lfduaifrom his or htr- coworkers,.or.uni(,for
ridiculebecausehe or ,rhe ls aonsiduea differ.erltr;i/iweak.It ofi.en.lnvolves•ailimbplanceof power lietwe'en'/heftggress.or and.the
vlclim,Bullyingcan.bec.onductedthroughthe use ofeleclron(c.devfcu or-com11111nicafionr. and by other IIIMIIII.inc1udtngsocial
medlq,-as--11as inper.son.
G'iventhe-DoD definitionsjlbove,bave you personally-observed any e,ramplesof harassmentor bullying

.bya memberofy,ciurchain of command? If s01 please-providespecific.detailsregardingyour
obs~rvatio~(s). ' ~- ~~Le_ Av .~ ~
~) ~ q£ ~ ~ .oA(l<-CL-r: ,
~ h,A/J-, ~ ~ ~flt~~.(/
M-d d.P:in-l-//1-"~). ~b~ t)"t.,tJrn 'f'vL.tV
4- Haveyou personallybeen subject to any abusive/demeaningQehaviorfrom or been•tht~atenedby your
chain of command? If .so,please Ifrovide'specificdetails reiar.dingyour observation(s)'. ,
~ .,e, ~ -luu_e,. _do-r,
~,-. o(_~ . L q&,ol /1-AJt
o~ .en.erv~
t:AJ--~ J3ol-U:Y;jt,,,,b,IJ- oloY-:.ycf A-0n.--,
a.1 ~ (,t0 --t::rJ7I?: +cp · INh.e...~ ~~'--- . --6buz.C!.D
ef'~} 1-u- leA-rLed 61Vc,..- lv\...L. C..:n o.. t:il-cc.,. 1-tn c.'t,,:J ,ro.J'IM~
:3
~
Haveyou perso.nallyob,se~e(l a sexist or racist remark by your chain of command? If so, please provide
specifi,Qdetailsregarding your obs.ervaiion(s),
0~ (!
AL . vv~ kv C/(LaJ~ !CM/~ )lJ;f 011n. .
~ ()ue,z.t:: b '#
-!;a.al;
tle:evar ~ _ ~ Afilv &$~...,-~
lJU\..VVA
-bh.J:J
. . .
-/;tJdot/iEL;t/1&:J flit lt)we}- tJVZ uo cce.o.
4 Hav~you personallyreceived 11IeMr ~fins~ctlon,. had a qualificationreniQved,or.·beentold,youmaybe
ftred/demchedonboardFSH? lf-so, explain the circumstancesmdetail. ·
tt-ea,mcuvi:h
-fA'IVu( J . ])ui,vn a, L-~J; C-vun~j
~re)_ 6~/.J/mtAD~ dc-tr~ -
Bijtet: M 'f 0
RepQrtDate: •I 5YJ/;CZ b
HARASSMENT.B,hatiort,hat is unw11/co,;tc person, whetherQral,written,.orphysicalthat creates
or.offensive.toa reCll1ontzb/e
,an1nttmidQJing, hostile. or offen.srveenvironml!n(,]taras~mentctm occur throughl!(ectrpniocommunlcalio~. includingsoc/al
rmdla,olherforms of cq(Tlmunicallon, and·tnpe~Ofl. HarassmentmayIncludeoffensiveJokes,.epithets,n'dlc,µe ormo.okery,
put-dawns,dfsj,lays of offensive objectsor Imagery,stereotyping,1ntlmidaling,acts,veiledthreais of violence,
tns~ults·or
rhteateningor..provokir/gre11JQr-HS,taclal or other:Slurs
1 derogatoryrcmark.r about a person's accent,•or displaysof tao/ally
offensivesymbols.ActiVft/esor actfons undertakenfor a proper military or governmental'purpose,such as co1nl:iat-survival
lrQ.inipg.
a('tlnot·conslikred hdra.ssmenL
BULiY.TNG. tl,for,n-ofharassmentthat.ih.clud(JS acts of aggr,ss(Onby',Servlcemembersor DoD civilian.employees,with a nexits

to military servi.ctt,
wllh the Intent of hannfng a Servicemembereither.ph)tt.icallyorpsycho.fogically,witho!#"aproper militaryor
othergo\/er.hmental·purj,oie. Bullyingmay involvethe:singllngout of an indillldualfro,rihis or her coworkers,or unit.for ·
r(diauJ.eb,ecpµse he.or.she.ts consideredd{fferentor weak.It often,nvolvesdn imbalanceof pi1.W~r be,ween.Jheaggressorand the
victim..Bqllylngcanbe cond11eted lhroughfM use-0/electronicdevief?Sor-corn,nunicall(Jns, r.zn,tbyothel'medtts fn·cJudfng
social
mtdia, as wellas Inperson.
I~ Giventhe-DoD.definitionsabove, have y.oupersonally obs~ed any ~ples of harassment or bullying

b;ya member of yoJWchain of command? If sosplease ptovide-specificdetailsregardingyour
o~erva:~1(s). C1--t61Vb,. 1-J.M·/'lot A )lc,.t.;e.j. 4 rr.~"/<..J,rcr.,t/)'
~ r) [ L of .de.,,lo\tne."t, "I Ctl\A11.of rc~hbcr
f£) <f""\C ()- r.J1 I .1
......_,,,
5~cc., 1V
"'f' bv.t
··
be·;""I
./
"" ·He br/J)e &.111:> brt1+~
/,
2..f Have·youpersonallybeen subjectto any abusiv.e/demeaningbehaviorfrom or been thr~tened by your
chain of c.otllllWld?Ifso, please pro:videspecificdetails regarding your observati.on(s).
No.
1.. Hiiveyou personallyobser-v,ega se,µst or racist.remarkby your chain·of'c.ommand?If so, please provide
specificdetail$regarding·yourobservation(s).
/Vo.
'i, H11,veyou persoQ'!Uly

i;eeeiveda le~r of instruction,had a qualification·rem9v.ed,or been told you may be
.fued/detaphtdenboard FSH? If so, explaintfie circumstancesin detail.
~ s -:C '"+ "" L01 .;" /"ti!.! ZD7.o fq,..-/1.-1-e·l-e,,lc,J
e. ' V1r.S tt,..J r--.y J4- s-kcrrj/~efn 5..f.cJ-y i~.,J
Jg
I
fiY-t/
t t;
h e -Ji,
(V'\, .I f
re 1:,.0.,..c
u,'J-(.· ~ c.
-v
(. 01 I ~ ,,./- /t- b~d~
J
p ..ll ~ o MJ "' ~ .f~ fc.,_. £.;N'f.''-'. .J.c,JL D :J.s.
1:I i.,ovl Stic'y ny L()I ,\ one
Rank& Name: -- Billet: <;,E/Juariw a~E:l<-€/l
ReportDate: 28 ()crP iiff(l Z.¢11

HARASSMENT. Behavfor-ihatl,sumvelcon,eo; qffen#veto a re<J§.onable person,lphethero;af,.l}lriuen;pr-_physlcab that·creates
an-(n/lmi<!affr,g,
1tosttfe,'or ojfensfv.eenvironmentHr,rr,~m.,ent~011occurtli'rollg/:1
electr.onic"cQ,mn1micd1ions, includingsocial
mediq,o.ther forms,ofcomn;uf!icatlon, an41nperson•.,1farassment mayi11clµdeoffensive}t;>ke;s,
epithe/s,r{diftlk 'or: mockery,
illSu/~orP,Ut.:efowns.
displaysof o}fens'iv,e objectsor imagery,stereotyping,intimidatingacts,~i/eil threats.ofviolence_.
threateningor. provokingtemarlfs,fagiqlor·ofh({l'slurs, der_ogqtqry·re(Tltu.'ks
about-aper.s.ori
~:accent,or displaysof rdcially
p,ffemi\l.e
,f)lm/tols,
Actlviiil?.for acfionsUrifi.ertPkenfot-a
prow-military or governmental purpfJse;S!li;h a.t'c(}m6qrsill:'{iva/
inifning/dre not consi,/erei!har.apsmanJ. · · ,,, ·
•y,
BUL~YJNG. Aform.of l,arassment-thai includespqrsof aggression bySenice membersorDoD-ewiJJim, employ.ees, witha ne:ms
strvlc~ with thi intent of harminga Service
.tomi{ltary. membereilherpfo,s,/callyorpsy,chrilogtcali;{ without.a propermilitary or
. othe.r..~ovar,n~ntal-purpo,s~
• .Qullylngmay-tnvofve-thB 1/ng(ingout of an litdfvidu~Ifrom .hls"'o.r-·her
r:,owori(#rs,
,qr.unit,/or
rldic11le-6eci.1..use,he
or she·ls consf(ieredd(ffere,nt
or wetik.lt oft~nin:voJves an fm'b.d/ance
ofpower.betw,eenthe-aggressor arid.the.
v(~flm..
Bullylhgc<111 through·tlie
be·coild11cterf 1'Seof e(ectrar,1cdevices·or communlc.a.tfon,.
j:lndby oth11r-
meanslncll/Jling social
mfi!IP.,
as wellczsir,person.
t•
Giv~nthe Dem definitions above, have you personally(:)bServ~d

artyenmples of~~smertt Qt b.uliying
by a·memberofy9ur.cbain ofconnn.8)),d? Jf.so,ple~seprovide s-pecjffo
(:let~ilsregardrogyour·
.obs~rvlifiop.(s). -
2- Haveyou personallybeen subject to any ab.usive/demeaning

J?ehaviorfrom.or been thr~tened.by your
·chain·of command?lf:so, .1>lease
proyidespecificdeµ\ils:regardingyoitr0b\ervation(s).
~ .·Haveyou·personallyobserve<!a.sexf$touadist.remarl<:
by your chlPnof eogm13.Dd?
If so~Rl~e provide
· ·specificdetail$regarding your obsetvatioli(s), ' '
~ H~,veyou personally received a let.terof instrQction,h~ a qualification removed, or 'beentold.you ma,ybe

ftt~dfqetae~ed oliboard FSH? If so, expl~n the cir~umSiances in detail. ·
,\. !
,. Jir. ~ -~,JI!{; b'J.etv4A hr!l'Y'dJ.I~ .,ka:i;il J,~-;-~ ~

PuM.- eo t tf),~ (/~;1'2,//o 0,0..-
"""'/-/,~ ~"41J~, _,/;, ➔ JI- 7J ~ U d..-u 7.df- {)w- Co -..:lJ ~e~ "-f>
~ -fl,..c_ MW ~
r.,._'"ro
j
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. .I
,:AfJ,.,,.,IAIJ/'-'
4 ,.__ )"-.._;,.,_,..
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i. \ ,;•, ,I.. I
..,,;;..~ '\>•-;j''j clv\.
,._JJ· . •
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rit-~.p-~- cl.......>1-<f: ~.l. ..-+ J"-<....U..i'S r-rtt~,..:,kt.ls, ~ Ye.~-:, ~,c..-dh -lo
-ft... r°'"'-1- Sl\,\E, ...,. ~ sk;, t>->.,.J.J, ... ·t ...~ ~ ......r~.
le:. I 11'.~~.:l 1,,......, c............ p ;.. 11"-<;
lit~ 4-lt !"'-(- f..-p~"'- ""'oik. k;,.efc.~rP•r$., c.,..,u. -lt..c. ooi,) .)i,-,,i .s,r-4,...,_ct.-/-
i...,..,,_!ivu,- ~
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,3J,,..+h,(_ ti> ,....
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~ d) l'J.i , ~+o ~ {i,,.,-di~,j-I. .re:;~ d--1-/4..u,,.ord,.. c,,.L{ ~

d t.:>~ 1 4f--t, 1 ~Q..Jpos .,.._ ~/,~ occ,u~. ~
d4MrH<..,{ i, ;.u_~ _,'. h _ w ✓~ CJ-el.-l .1k~ .. ,-Jf -~~ k~ i 1
~ Ci) ~
hct.J vrcr~ hvl, I· µ,,.,.,, "f/,vw.;:i:' "f'• ~ ,41.f,"t_ ~,.,,_,.._ -ft-.-.i- il<.t
C,o ~ ,t,,J ,.,..;r- hk low~ ~ ~- f ~~~- ~ CD
~ vrc.t__,. -'fo I ~ WtJ./,,J, 71-1,,~ it>r1-u bll¥,1
k,
t,J,IQ
$t..-e.l'-\..., kr~ ., ~ r~t4-.., ,.,_ 6-.. fktil. t,,.,v-/,R_ JJ.;t-- h-, r1J',.,..r1e.4,
Iv I-~ k;,~ ~ to ~ ~ fri,,,,.... ~ Cb .. .:r ~Uf -}d k •-----hi
-1£.....CQ S 1 C,.~11'\. d,...,.( he_ t,-Ll Ile.<._ -ft...../-r t,<J.,_J ;/,,,._ ,(,,.,. hllrY'tl~~I •,d- n, .,,,J;,.j,h<-,~
'J:'14
~ 1,. 'llir ~ ,, , & , ~1 ·· r~ 'kew ·k w.u>
_,_ ~~ 1.;_ :_ 7"i.c; ~ • .JT,i- -~ I""- ~ t\,,..(. ... - J~ e)C..u...."t j
~ ·lo kJc;. Mot ~ _J.-/1,t.t. ~t}; /Jft~ o/i.4 :I ~ ;...;,,f- JI/~ t,, ,~ O-Oi)"-}) \._;i'
il,d. "'-'-'f ~c/eJ wrlk- t>lr.r~ ~ t•""!~ ,~. .,.. ~ -1t.o-+

:r e.- a.,,._j,o- I.
/;p.J. Ji-0ctd.,( 1~ a.-.. · · ,.,,_-::I ~ ..:i:: w~.e,,,{ ~ )t'/..,.µ,'M.,~ ~1lL Urc.vt...
In ,jtJq{:~, 'Jf/vi. ~ ~~\~ ~ StAJi) /t{I. -fk., eo .1, n,,Mco( d .f- ~ a,,A.....
/JJ,rJ.r~"<- J._,'1 ·lt;,u W(, ft'-4-i-h,_ ~
PT-! I Ii.(. pn:.k.d /M,\,./
w.rkUy h,,,.,;;t;, .-J\. ~ (,J,/L:/v6t.,
#<-.w-o...1.1.
f ''f1.<_ e,.,,-h,y,, ~_,.,./~ ~,,,( ~J i!JJO.f111,/4,L .,,,_ 1\.4.~ 8Ctc1J'.t.r-o-_.
-:C @~94~ 4~ ~ ~ ~ ~ oo ~
'"'71>~ a,bwv 'ff>~ ~ ~ ~;-:;- ~ f.'t1{0J!"'-e.. .t,fdy
pe.r.n,-
~..Pl.,,
,_,.--J £"LA,-"'( k.,......fl~~
. " ._) .fcN.,,MLd, .iJ.J-'-~ I. ill-Id ""'<.
c,.Lt=<,r .J~
a......,.. 4,..._ .
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. &{,,.,,.f:k;,(
i~t
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2. / W<kJ 11i~,1,.;k,.._l '::17 (!_i) t.'Ptz. ti fi-i:ar.J/4 '""- - l"':J h,.t¼.L. H( -t\..f:c.;a.J.o..oc,(
-ft, rt~ I'-'(.; ~ i'\.-t.. IJ~1>j""'-..,,.,$C.C.)Sf~ ~.1-.uu I ,~1, ..,,,r-..i.c..ol-f..µ .rki P• Dr--fl.
r-'-
F 1/'n,,~ C, C.C.dJ)i"M;.. Iv~ h.(. ~ rv-vi. M<.. ,1-t"\.. L °',, r---~ L " \ •x .N.-i:L't,o k
~~ ,en~ w;~ ~ "'-J,~ #~, ~ (J.D .'/u-U 'L1.-<.. -~ k /P~
Lt4-t. -/1..J' ·-h, ltf/4- fk< "'d."j k,1;.~ lwA ___ .,. 1
,, k-<..W.""-1 -f,.J'J ~ ...
J .. s ~
jv-+k ~~·+ ,,.:tt,;J ;+_'' II<- ~ ~ I ~~+ /.,.t_~. -~ d ]Jk 11,,.( ,/ µ)~
4--t 'f'(.....:f-· ;f 1 ~Jvi :7 AA.Id al· )o~ lw... ~eol r11 :r a.-Ld- ~.A:,.
fo /u,...o<AJ
.- , t..f. I h,,r,,..(.M.c.t(v-t...,} z. L.o J ':s . .1 -I

'fZ.-<_,-rr-; 0>1,,t..
d rr, ~
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'1tu.ol1~ct--e. L<T.ite- r +.-'-
l.i.. a: ~•
i)w;~ -~ ;:;: t.....). ll't,-la~ r7~ ,,;.J-~--z t.oNtJ ~ J.<J. r/-llJA tvo/,.d,'-'Of'l-.
k.,,t,0 J:.
Dis'c:.\-1..,rrul ~ N.~ ~ C.&,l,,.,,ru·IM- alr:u..n, 7 ';,~ ~,._;:;;c"
5~. ':[{ J;.r~ Arn,., .:C ~- ~~ ~ fa-. Y-t...tpJJ..~t,_l,;...L( ""' cL
~~o,;.,...J f:K..l~.U;<M.. l,l.li'-f-k.o,.,.,,.+Co~ ~ • /f -/41,l~ .::/:.~ ~e. ~~

-~½ ~ w,"'fiv J 'J}'f'~ ;b._/_ %-f" ~ -~ ~ ,1-X
Wt~
;f ;:r · ~ ~ c1,l~ 1u ~ LO I rf e»,,J..,J.. u/'h4 ~ Iv ~ k'j
J\.tn,,.- •• r/1-a.;..._,,l.
t:J<" 1)FC..'ed. ~ '1Lu n:w'j. -~ "fl,...t ,u_co~ LOI ~ ,Jh.,..,,.__-fv
~ ~I'\.. D,.:l·o~ 1 ,3/"' f't..fci~ ";J A~ LD/ . ~ k.~ ~ ~~+ I~ f-k ..
-fi.-, ($ 7 z;- /2- /~ ~ 7 4· ~-J-,,.,..rkc'{' /'~ :;r ~
-~,~-
.luu,._~ %~
:£ h4'-'<- -Iv lu ~~ f~ --/iu NAYJ ._,_A.· fi II- e,..<,
~~ Jloo,ll'l In.- # 2.
Rank /it."Name: Btllet: _..._/-'-W~C>
_____ _
EARASSMENT.JJehavlor.1hatIs unwelcomeor offemive10a reasonablepe~on. whetheroral:writfe,z.or ph)!slcal,that creates

Jtos1i1;,,
an intimtdaH11-g. ~r o/J'ensiveenvir'omnent-Hara,.rmenlcan occur thr.ough.electroniccommunicqttrms,Includingsocial
mtdta. otherfonffs.<Ifcomm_1mlcati_on, and.in.per.son.Harassmentmay inclu4e,offensive.jokes,·epithe/tr,ridic{Aleor -mockery,
insultsor p11t-qow~displays-of dffenst:v.11objects:or tmagery,
stere.otypfng,.intfmldating·ads, veiled ihrea/1,o/vfolenca,
threateningorprovokingre,r,prk.r,racial.or o,ther-slur.s,
der.ogatoryremarkSabouta person's accent,or displaysof racially
offenstle symbols.Activities or ac/10111undsrtakenfor a proper ·militaryor gqvernmentalpw:(108e, such as combatsurvival
training.are not consideredharasrment.
BULLYING.Afo;,n of haras.rni.nJtluµ irlcludu 'a'c/4of aggri!sslonby &rvice members-orDoD c/"(ll(ar, emp,loyees;wfth a nexus
fll'Vlc.e,with the intent.of harminga Servl~ membereitherphysically ar psycko1ogically,wilhou(a proper milifqry.or
•tomllil{11JI
otherg~rnmenlal_p.urpose.Bu/lying may fnvolv~t/ur:si,rg_lfng out of an !ndiv(dua(fromJtisor h'el'coworkers,or.unfl,/or
.ridiculebecausehe or s/1,:is consld,red dl/fertJJJ.
or weqk.It oft.entn.volve11
an imb.ala,,ceof power beiwel?l.l'lhil
a'ggtessorand the
vtctlm:Bully{itgcan6e coruluctedthfoughthe'!lSeofelecJr.onfcdevices-or-communlcations, and by other means includingsocial
m,:dia,aiwe1l as inperson.
Given the DoD definitions.ab.ove;have'you-p.ersonallyobserved-any examples ofbantS!iment or bullying

by amer;nberof your chain of command?. If sorplease provl4t sp~ifJc details regarding your
ob~rvation(!I). 'y.$'5, l)u~r/J6 ,1 ().l,1/tr,11(1: A'!:v'l6W IP l/llrf;741 -chc ("O
&t>l/6f/T I.Ir' #% .~i. Ir ti- If Jo's ,t'otso/1/5) [NPEtff"OI( lul-/t!E 61n;U(f
-A- '(~~f;fr) fiE/1A. 1/rt1,iN0j Pt/A'J;VI, TIie tEJlloW,
Have you persenally-been subject to any abusive/demeaning behavior from or been threatened by your
chain of colllfiland? If .so, please-provide specific details regarding your observation(s).
flK) .
Have,you personally observed a sex.jstor racist remark by your cnain·of conunan(il? I(s6, please provide
sp~ific detiiilsregard.ingyour observ.ation(s~. · ·
;110
Have you personally received a letter of inst{uctiotl,,had a,qualification removed, or been told you may be
fired/detaohed.onboardFSH? Ifso, el'.tplainthe cireunistances in detail. Y6S. 11µ• /.o;r,
/IID'f" {'()11,Ntt:11/1/t'j l"/~/11,U/ 5~-?T(/IE r,•fs,J{.5 ON TIME, wl/tt'II AJA!>,1/J 15.s-v,,.
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ReportDate: .M II ·./
HARAiSiSMENT. Behaviorthat is W1welconre .or-offemiveloa.re,qsonable J}f!rson,w~eiher,oral,·wrilten,
.arphysical,thatere.ates
'!IIfnifmfdallng, H.~ment ca;,:odcur
7,usl/le,or o/fefl$fve,Bnvir.onmen/, cornmur.rk.ations,
(/Jrd1'gh·~/ee,tronlc in~l11ding
sf}(;fa.1
rnedlq,othe.rf~ qf co,nm~mtcaJfon, a(ld.lnp,rson.Harassment may·lnc./tme 'offens/.vejoMl,epiihets,rldfauleor mockery,
Insults()J!put~duwns,,
displaysof offe.nsfve:objects.orimagery; -stereotyping,inllmfdatingacfe,veiled.threats-of,lo/thce
1
!li'r!eatening
orprqyokf.ng·remark.$,,racialor othersluts,derdgator'j,remarkrabouta penon's accent,oh#spf.ayspf racially
~flensivesymbols. .Acthliflesor actlotJSundertakenfer a P.l'.oper or.gov.ernrrti!ntai
mflil(IT)I purposeisuchas t:ombats,u:vival
training;are.n!J,I
considered/,qrassment.
BU~LYING.Aform·ofhqrassmen,ithat'includesactsof qggr.e.rsl'on liyServicemembers,or 1;,.ol)cMlla!Ze.mpioyees,w.(tha nexus

to militaryservice,wlih l/le intenJ.of harminga Servicemembere.ltlu!r p/tysidal{y.
ot'psychrilogically,w(tliout,'qproper-milltar.y
or
.othergpv(!rnmentalpurpose. Bullyingma.Y.in.valvethe sing/ing0out;ofan indtv.(iJudl
from ~!or..her.-coworkers. <Jrunil,
for
ridici,lelieca~11be or sh{tis cons(deredi/tffetenJonife.ak.li ofter,)nvolyes,an.unbalanceof.puwerbetween· andthe
the.aggressor:
Bu/J)lingcan.be condudted·throughthe.use of electronicdevices or cornmunica/iQns,
vi'<;llm.. qnd by olhermeq~ Jncill4Jn1s ~os;tal·
media,~ wellas inpersr,n. · '
Giv-m~e-:P9D.de:µnitionsabove, ~aveyou personallyo6set.vedl!Il)"examples :o'fbar~ment orQulfying

by a memberof your chain of i::otmQand?
If so~pleaseprovide specifip·detflil_s·
,regardingyour
observatfon(s). :,
.,_
l:faveyou:persqn11Ily
been ,subjectto anyabusive/cfetneaning.
behavforfrom·er ~h threatenedby your
chain o.fcommand? If.so, pleaseprovide sp~ific dew;ils~garding Y,Ourobserva.tion(s).
Haveyou.persoilalb'·observ~· a s~xistor racist remarkby your·chain of coipmancJ?If SQ,please provide

specific-~etail~ regarding your ob~ervation(s). '··
Havey_oupersonallyr~iv.ed:~ letter ofinsti:1.lch9~,had .aqualificafion:reinoved,_

or been told you -m,aype
fn:ed/d~ched onboardFSH?-If so, explainthe circumsU!Jtces i~ <Jetail.
f, 1~~«!? ~;1
.falt~ , Pbt'U ~:/1-,~s h~ ~//~, . ,
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· DEPARTMENTOF THE NAvY
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UNIT1~27 BOX f
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28 Jul 2,0
SECONDENDORSEMENTon USS FORRESTSHERMANltr 1611 s~ppo 98/20i

· of-lOJune20 f;.
'From: Co~anmrtg Officer,·USS-FORREST'SHERMAN (DDG~8)

To: Comm~der, Naval Personne1Command (PERS-83,) ·;· ·
Via: (1) CQmmander,Destroyet SquadronTWO EIGHT
(2) Commander,Carrier Strike GroupEIGHT
S~bj: S'I'.ANDARDPERFORMANCEIN CA~.EOF

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(2) D~ffll_ation.as.
Top SrupeICO EMCS Albin Hibicdtd 14·Sep 19
(3) ''Go~yof CHENGioufine" Emaildtd 22 Mar 2020 · t· '
Subj: STANDARDPERFORMANCEIN CASE·OF
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Subj:
.
TANJ)MU).!~9RM;ANCE1N"C~~
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DEPARTMENT
OF THENAVY
. USSFORResr:sliER~ (DOG 98)
' . ONIT100327BOX1 .
FPOAE09569
1200
D0098/ENO
'- '14Sep 19
From: and FORRESTSHERMAN(DOG98)
To:
Subj: DESIGNATIONAS TOP SNIPE
(a) COMNAVSURFLANTINST
3540.3A
0-
Enclosure.(2)
Az:zaNllo,,Frank£DR USN. DDG98
From: Azzarello,Franlc·coRUSN,ODG98
Sent:
To:
$ubject: Emailing:CopyofCHENG Routine
· Attachments:· Copyof CHENGRdutine.xlsx
1 En9losure(3)
20Jul 20
From:
Via: (l,) Commanding Officer, USSFORREST

SHERMAN(DDG-98)
(2) Commander, Destroyer Squadron TWO EJG.HT
(3) Commimder, CarrierStrike GroupEIGHT
Subj: REVISED
STATEMENTON SUBSTANDARD
PERFORMANCE
and REQl'.IEST
FORDETACH!'{lENT
FOR
CAUSE *-'
8ef:
Encl:
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Very resp~ctfully,
OEPARTME:N'r
OF THENAVY.
.USSFORREST SH.E~ ,(D.DG1!81
UNIT'100327BOX I
FP0AE09®9
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Pron'I: Comm1111<Hng
Oft~cer,USS FORRSST SHERMAN (DOG 98)
To:. Commande: 'PPri:hnn, Jtllal)d ('l'ERS-.834).
Via:
Off:ici::r,USS,FORREST SHERMAN (QPG 98)
.t1muumding.
0:) C-0mmunder
•.DestroyerSquadronTWO EIGHT
(4.)t'ommunder.Carrier$trike·Group EtGHT
Subj: STANDARD PERF0.8.MANCE1NCASE OF

TANDAR.O PERFORMANCE-IN.
C"A$,EOF 0
'FOR .OFP_lCl-AL US.E.ONLY-PRIVACY.:SEN-$fffV.E

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Areymi:suseor Ull!lUtheri£eddisclo~L"emny l'CSU!t ih bath-civil Ul).dcrhuiilUlpenalties
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Subj: -STA~DARO PERFORMANCEIN CASE OF
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or unauthori~d'disclosurenui;y:·result~ ~oth-e.1tllnag~ti-grLni.Jl
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·stANDARD PERFORMANCE·IN CA~E OF
FOR OFFICIAL USE ONLY-;PRiYACY SENSmVE

A.nymi~useor um\uthorlzcddisclosure rn.ayte!.u.ltin l,lothc,iviland ·crimi.na:lpenalties
Sullj; -STANDARD'P.ERfOR;MANCE IN CASE.OF
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. DEPARTMENT
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Ref: (~)M!Ll?ERSMAN-161~080
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DEPARTMENT0.F· THE. NAVY
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· 14'Mar20
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Enclosure(2)
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Subj: LBTTER OP INSTRUCl'JON

3
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..DEPARTMENT-OF
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USSFOR6EST
$lieRMAN'(OOO
98)
•
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'
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21 Mar20
.From: RR.EST
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Ref: (a)Mlj.PEJS~N 1616.0BQ

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Subj: LETTER OF INStRVC:t'ION

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t1iPAG.MAN
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Subjt U!TJ'E,ROF INSTRUCTION
Copy to:
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DEPARTMENT
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3
r,,...
,. I From: Bridges, Damon D CDRUSN, DDG98
Sent: Monday, December 7, 2020 3:55 PM
To: Zenner, Todd C CAPTUSN CDS-28 (USA)
Subject: LIMDU
Attachments: NUS 013A SRB.txt;SRB032A (FINAL).txt
Sir,
The following officers were detached and placed on LIMDU for mental health related stress and suicidal related
behavior. SITREPsattached,
Damon
CDRDamon Bridges
Executive Officer
USSFORREST SHERMAN DDG-98
r
"RELENTLESS
FIGHTINGSPIRIT!"
1
Interview Summary of CDR Frank Azzarello
Summary of 12 Jan 21 Interview: I conducted an interview ofCDR Azzarello in the CDS 28

Conference Room. CDR Azzarello had present and his
civilian attorney, participated via speaker phone. ttended as well
and began by administering Article 31b rights (attached) prior to my questioning.
I beg.µi by asking CDR Azzarello about the alleged racial remark he made about CMC Nelson-
Williams. CDR Azzarello recalled his birthday event on deployment, noting that he asked CMC
not to do anything but that she called him to a meeting. He did not,recall making a remark or
ever using the words "nappy ass wig." He did indicate that he talked routinely with CMC to
include some banter and in fact bad recently complemented her hair.
I also asked CDR Azzarello about an alleged comment made to his DCA. I asked ifhe ever
made comments to any of his female officers about the size of their. coveralls or bulwarks. He
didn't recall making any comments except for giving the DCA a hard time ·about keeping her
c:overalls bloused, He said she looked unkempt as she was a petite officer. Additionally, I asked
CDR Azzarello if he ever made comments about any of his female officers' voices. He did not
recall making any comments about voices.
Regarding an alleged assault on USS Vella Gulf, I asked CDR Azzarella ifhe remembered -
,-.., -and he noted that he did remember him, specifically noting that he had mentored him on
occasion and that -didn't really want to be a SWO. I asked if he recalled any incidents
with~ver maintenance preparations and then asked him about allegedly poking him in the
collarbone area CDR Azzarello said he did not recall any one-on-one conversations with-
-or issues with maintenance preparations.
I then asked CDR Azzarello if he recalled an issue with beer inventory towards the end of
~nt :While~ C2F. He di~'t specificall! recall the iss~e. I asked if he recalled -
-bnefing him on a deficiency and he did not. I asked if he recalled how the beer
shortage was solved or who worked it for him and he did not. ~e interview
concluded) provided amplification directly and via his attorney -hat he believed
the Supply Officer and CMC worked the issue out.
I asked CDR Azzarello abou arrival and quick departure. CDR Azzarello noted
tha~showed up to TPU without a proper sea duty screening,and then arrived in Aqaba,
Jordan late at night. On that first night, CDR Azzarello indicated that told the IDC he
thought "he was going to die" due to mobility issues. CDR Azzarello to to stay on the
0-2 level and then talked to .the TRUMAN Senior Medical Officer(SMO) and CDRE Couture
about the issue. CDR Azzarello noted that -violated his order to stay on the 0-2 level,
addressing him on the bridgewing when he found him there. CDR Azzarello indicated that he
had a detailed MFR and emails outlining his actions, which he provided.
Enclosure (12)
I then asked CDR Azzarello what his general tripping points for handling issues with letters of
instructions (LO Is) vice other counseling means. He noted that violations of standing orders and
improper contact reporting were examples. 'Wben asked, he indicated that LO Is were generally
drafted by a department head of the senior watch officer, routed through the XO to him. He
typically gave them to the member with the XO present and sometimes included the department
head. When asked ifhe would verbally indicated during LOI delivery that this could result in the
officer being detached/fired, he noted that typically would not happen on the first LOI but that it
depended on the situation. He noted that the LOis usually had that in writing. He said that he
did sometimes require officers to utilize a mentor log as part of LOI corrective actions. When
asked about assigning the CMC to provide mentorship to officers, he noted that he had used that
on occasion to include for When asked why he did that for her, he said he was
looking for a senior female mentor. I asked him why it needed to be a female and if there were
gender-related issues and he said there was no real reason for it to be a female.
With respect to qualification management, CDR Azzarello recalled removing qualifications and
then assignment members under instruction watches. He recalled an example for which the
DCA's EOOW qualification was removed for improper operation of a valve and also mentioned
removing qualifications for members following an issue with an HPU being secured prior to
getting underway from anchorage. He also recalled an incident in which watch standers closed
an oiler inside the range he had ordered. I asked what watch st~ders had to do get regain
qualifications, asking if the qualification return was based purely on watch standing
improvement and he noted that he took "all circumstances into account." He did not recall
returning qualifications to after a successful Yorktown visit vice a watch
standing upgrade. He also noted using LO Is on a few occasions to formally document positive
improvement and the return of qualifications.
I noted that there seemed to be a very high number of LO Is issued during his tour, well beyond
normal, and asked him what drove that. He indicated that he had a very short four-hour turnover
with the previous CO, immediately got underway, faced multiple gaps within the wardroom, and
that there were numerous division officers not qualified and unwilling to maneuver the ship
without permission based on requirements from his predecessor. He also recalled a conversation
prior to taking conunand with the CNO and a few other future commanders during which the
CNO reiterated that the CO was uniquely responsible and accountable for results on a ship.
CDR Azzarello indicated that be was the CO of USS Firebolt when his ship was first to respond
on station after USS Porter's collision and that during his year as the OIC of BDOC, he was
involved in USS Fitzgerald and USS McCain discussions. He was also involved in the USS
Jason Dunham investigation for a small boat incident. He noted that his top snipe was gapped,
his department heads were generally not strong with the EMO filling in for gapped PTO. In
short, it was clear that he believed his situation was challenging and that he need to take action to
keep the ship safe.
I then asked CDR Azzarello to review the DoD definitions for harassment and bullying and
whether he believed any of his behaviors met those definitions. He did not believe so. I asked if '-"
2
Enclosure (12)
he had used th terms "idiot" or "retard" toward crew members. Based on his response, I asked
o further advise CDR Azzarello of his rights with respect to being suspected of
making a false official statement in violation of Article 107 (a MFR is attached to document
that). After a short break to confer with his attorneys, CDR Azzarello said he desired to continue
with the interview. He noted that he called his own sons "retards." He noted several instanced
of giving officers a hard time in a j~anner - e.g., -was anchor man at USNA,
couldn't do math, and got sea sick;~ade a report "Fosset Sherman" that sounded like it
was in a German accent. CDR Azzarello admitted that he called -a "son of a bitch"
and that he mentioned it to the XO. He could not remember if he apologized to~d he
was not sure what set him off. W en asked for a list of his top three division officers, he include
both of whom alleged that he called them names. He could
not rec t ose instances but through prompting/discussion with his counsel noted that if they
occurred they would have been in a joking manner with no intent to demean. When asked about
other alleged instances he did not recall them. ~leged that CDR Azzarello
called him a "little piss pot," which CDR Azzarello de · · · terview. CDR Azzarella
also did not recall an allegation of repetitively needling or using "Roger that'>by
which CDR Azzarella would addressed -with "Roger that" each time he saw him.
At the conclusion of the interview, I asked if CDR Azzarello had anything to add. After a break
to consult with his lawyers, CDR Azzarello addressed the high volume of LOIs he had issued
noting that his CO, CAPT Oberley, used that technique during his XO tour and that he was
concerned about making sure performance issues were documents without having a strong cast
while he tried to get the ship to succeeed.
He also indicated that the previous CO, CDR O'Loughlin, and told him via email that-
-could not run her department, he'd left her at RSCA for a reason, and regretted letting
her fleet-up to PTO. CDR Azzarella also noted speaking to then Commodore Couture as well as
the former CO about the issue to include withholding her command recommendation and not
allowing ~R Azzarello also noted that the previous CO shared concerns
regarding~aturity. He provided emails that confirmed those points. CDR
Azzarello also provide an email he sent to department heads on his leadership expectations on
the ship.
Per my request following the interview, CDR Azzarello provided copies of all the LOIs he has
issued (except for the ones already included in the three non-attain and one DFC packages that
were already provided by the ship.)
Additionally, he provided the following follow-up to questions (included verbatim) in an email:

"-The Beer issue with I still don't recall the entire issue but I believe my SUPPO
and/or CMC solved th
-The qual for I observed as a U/I from the removal on 20 May 20 until we
returned to home port on 5 June and again on 19 Jun for our return transit from Yorktown. We
3
Enclosure (12)
went on stand down after that until 14 Jul and I reinstated him sometime then after that based on
his performance, but I do not know what date."
4
Enclosure (12)
12 January2021
MEMO FOR RECORD
FROM: Staff Judg~ Advocate, Cartier Strike Group EIGHT
SUBJ: CDR AZZARELLO READVISEMENT OF RIGHTS FOR ART. 107
1. On 12 January 2021, CDR Azzarello was interviewed as part of a command investigation into
allegations against him deriving from an inspector general's complaint. Prior to the interview, he was
advised of his rights which included informing him he was suspected of violating UCMJ Articles 92, 93,
I 08a, 128, and 133. His military counsel was present in-person and his civilian attorney was present via
phone. He acknowledged his rights and waived his right to remain silent to participate in the interview.
2. During the interview, the Investigating Officer inquired into CDR Azzarello's use of terms such as
"idiot'' and "retard" towards members of his crew. His response suggested to the Investigating Officer he
may have relayed false information. As a result, the Investigating Officer suspected he possibly made a
false official statement in violation of UCMJ Article 107 and desired to question him further about it.
Prior to asking any follow-on questions or eliciting more information, CDR Azzarello was informed of
the suspected offense and re-advised of his rights. He took a short break to confer with his attorneys.
After this break, he was asked if be desired to continue with the interview. CDR Azzarello and his
attorneys answered affirmatively. The interview thereafter continued.
SG-8 Staff Judge Advocate,

ARTICLE31(b) RIGHTS ACKNOWLEDGEMENT
Name: COR Frank Azzarello, USN

Commanding Officer
USS FORREST SHERMAN (ODO l 09)
I have been advised that I may be suspected of the following offenses:

V/UCMJARTICLE92 (Violationof or failureto obey generalorderor regulation)
V/UCMJARTICLE93 (Crueltyand maltreatment)
V/UCMJARTICLE108a (Capturedor abandonedproperty)
V/UCMJARTICLE128 (Assaultupona commissionedofficer)
V/UCMJARTICLE133 (Conductunbecomingan officerand a gentleman)
and that:
I have the right to remain silent.
Any statements I do make may be used as evidence against me in trial by court-martial.
I have the right to consult with lawyer counsel prior to any questioning. This lawyer
counsel may be a civilian lawyer retained by me at my own expense, a military lawyer
appointed to act as my counsel without cost to me, or both.
I have the right to have such retained civilian lawyer and/or appointed military lawyer
present during this interview.
I have the right to tenninate this interview at any time.
WAIVEROF RIGHTS
I further certify and acknowledge that I have read the above statement of my rights and fully
W1derstandthem, and that:
I expressly desire to waive my right to remain silent.
I expressly desire to make a statement.
I have consulted with a civilian lawyer and a military lawyer prior to questioning, and
expressly desire to continue with making a statement.
I expressly desire to have such lawyers present with me under the below circumstances
during this interview.
ivilian Lawyer (Mr. Timothy C. Parlatore, Esq.) to be present via phone.
ilitary Lawyer (LT Justin E. Bass, JAGC, USN) to be present in-person.
This ac ow edgment and waiver of rights is made freely and voluntarily by me, and
without any promises or threats having been made to me or pressure or coercion of any kind
having been used against me.
I further understand that, even though I initially waive my rights to have my civilian lawyer
present in-person and to remain silent, I may, during the interview, assert my rights to have my
civilian lawyer present in-person and/or to remain silent, thereby terminating the interview.
PRIORSTATEMENTS
Your previous statements may or may not be admissible at courts-martial and usable against you.
egardless of the fact that you have talked about anything related to these offenses before, you
ill have the right to remain silent now.
• , I !, • II . 9 : t·
USS FORRESTSHERMAN(000 98)
FPO AE 09569-1214
1412
Ser. DOG 98/ CO
09 Jan 2020
MEMORANDUM FOR THE RECORD
Subj: REPORTING CONDITION IC~

~ Azzarello, Frank J CDR USN, DDG98
f ·~
From: Couture,Jennifer S. CAPT(DESRON)

Sent Thursday,January2, 2020 3:30 AM
To: Azzarella,Frank CDRUSN,DDG98
Subject: RE:LTJ.M.
Signed By:
Thanks, Frank. I think it would be best for you to transfer him to the
s"'pply ship during your next RASFFTashore. Your schedule after your next
RASis uncertain.
Vr/Jennifer
---Original Message-~
From: Azzarella, Frank CDRUSN, DDG98
Sent: Thursday,January 2, 2020 6:06 AM
To: Couture, Jennifer S. CAPT(OESRON
Subject: FW:LTJ.M.
CORE,
From SMO. Lookingto move him via Helo through DJIafter our BAM-Stransit.
,..,.....,..._
V/R
· Frank
CDRFrank Azzarella
Commanding Officer
USSFORREST SHERMAN(DOG98)
FIGHTINGSPIRIT!"
"RELENTLESS
From:
Sent: Thursday,January02, 2020 6:00 AM
To: Azzarella, Frank CDRUSN,DDG98
Subject: FW: LTJ.M.
Sir,
Pleasesee the email below from

~
V/R,
1
HMl
-----Or~
From: ----(CVN75 MEDICAL/SMO)
To:
Cc:
Subject: LTJ.M.
V/R,
SMO
3
,r- .._Azzarello, Frank J CDR USN, DDG98
From: Couture, Jennifer S. CAPT(DESRON)

Sent: Wednesday,January1, 2020 7:08 AM
To: Azzarello,Frank CDRUSN,DDG98
Cc: Kenny,JamesCAPT(DESRON);Bridges;Damon !=DRUSN,DDG98
Subject: RE:FSHP-OPS
Signed By:
Frank,
Pleasedo consult with HSTSMO. Sheand I can talk further once she has had
an opportunity to review his record, talk to your IDC,and perhaps with the
member.
Before you send him home, I think I would like her to see him here in person
- depending on what SMO says.
Vr/Jennifer
----Original Message----
From: Azzarella,FrankCDRUSN, DDG98
Sent: Tuesday,December31, 2019 12:42
r--.. To: Couture, Jennifer S. CAPT(DESRON)
< < Cc: Kenny, JamesCAPT(DESRON)
CDRUSN,DDG98
Subject: FSHP-OPS
CDRE,
V/R
Frank
CDR Frank Azzarello

Commanding Officer
"RELENTLESSFIGHTINGSPIRIT!"
FOR OFFICIALUSEONLY-· PRIVACYSENSITIVE:ANY MISUSEOR UNAUTHORIZED

DISCLOSUREMAY RESULTIN BOTH CIVILAND CRIMINAL PENALTIES"
Confidentiality Notice: This e-mail message, including any attachments, is

for the sole use of the intended recipients and may contain confidential and
privileged information. Any unauthorized review, use, disclosure or
distribution is prohibited. If you are not the intended recipient, please
contact the sender by reply e-mail and destroy al Icopies of the original
message. Tllis document is protected from disclosure by Title 10, United
States Code, Section 1102 {1978). If you have inadvertently received this
document, please return it to the sender and destroy any copies.
2
r~ Azzarella, Frank J CDR USN, DDG98
From: LaBenz,Timothy D CAPTUSNCHNAVPERS

MIL TN (USA)
Sent Friday,February21, 20209:27 AM
To: Azzarella,Frank CDRUSN,DDG98
Subject:
Signed By:
Thanksfor the update Frank. Your update is the most recent !nfo we have.
He'll still remain on the valid LIMDU orders that PERS45 sent out earlier.
I did not receiveyour previous (undeliverable) email.
-
Vr
,,,.........
We're always looking to improve. Pleasetake a minute and let us know how
,. · your interaction with PER5-41went today.
https:/ /surveys.max.gov/index. php/454228
---Original Message-----
From: Azzarella Frank CDRUSN,DOG
{'
Standing by for any questions.
1
V/R
Frank
CDRFrankAzzarello
Commandfl1g6¥ficer
USSFORREST SHERMAN DOG98
"RELENTLESS
FIGHTINGSPIRIT!"
From: Azzarello, Frank CDRUSN,DDG98
Se
To
Su . .
Frank
CDRFrank Azzarello
Commanding Officer
"RELENTLESS
FIGHTINGSPIRIT!"
To: Azzarello, Frank CDRUSN,DDG9

Subject: RE:FORREST SHERMANOPS
Sent with BlackBerry Work
(www.blackberry.com)
On a positive note the new OPS, --nd new PTO,

killing it in the short time they have been here. New CHENG,
~lso doing well, just trying to get his feet under him. So, I'm sure you
don't hear it much, but thank you very much for all of them.
V/R
Frank
CDR Frank Azzarella

Commanding Officer
USSFORRESTSHERMAN
f" "RELENTLESS
FIGHTINGSPIRIT!"
3
• ♦ • .. - •
Sent: Thursday, January 09, 2020 2:08 PM

To: Azzarello, Frank CDRUSN, DDG98
Subject: RE: FORRESTSHERMAN OPS
Thanks Frank. It's unfortunate things turned out this way.
We are working COAsr:ight now.
We're. always looking to improve. Please take a minute and let us know how
your Interaction with PERS-41went today.
https:/ /surveys.max.nodick_noclick..P,ov/index.php/454228
-----Original Message----
From: Azzarello, Frank CDR USN, DDG98
Sir,
Thanks for the background. He has some credibility issues with me and to be
honest, I don't want him back.
I have not been able to get him off due to the current state of things In
the AOR, but he should be departing in the next week.
We will let you know, when he is CONUS.
Thank you,
V/R
Frank
CDR Frank Azzarella

Commanding Officer
4
"RELENTLESS
FIGHTINGSPIRIT!"
8 • I• II • · • •
Sent: Wednesday, January 08, 2020 7:14 PM

To: Azzarello, Frank CDRUSN, DDG98
Subject: RE:FORREST SHERMANOPS
Frank,
Sorry for the delay as I am just getting back (today) from leave. Happy New
Year to you and the crew. Saw the news with your POTUSVTC. Very nice. I
was in your shoes two years ago doing the same thing in the Gulf of Aden,
Pretty memorable engagement.
Please let me know when he gets sent off-ship. We'll look at a backup
COAs/reslate for a P-OPS.
We're always looking to improve. Please take a minute and let us know how
your interaction with PERS-41went today.
https://surveys.max.nocllck_noclick_noclick_gov/index.php/454228
0
From: Azzarella, Frank CDR USN, DDG98
s
1-
, ....,/
CAPT,
Good morning and Happy New Year.
Any insight is greatly appreciated.
Thanks you,
V/R
Frank
CDR Frank Azzarello

Commanding Officer
6
FIGHTINGSPIRIT!"
"RELENTLESS
7
r\ From: Frank Azzarello
Sent: Wednesday, January 13, 2021 6:19 PM
To: Zenner, Todd C CAPT USN CDS-28 (USA)
Subject: [Non-DoD Source] LOls 1 of 2
Attachments: DH.pdt Email with CDRE.pdf; Leadership Expectations Email.pdf
DCOM,
I apologize I had multiple technical difficulties in getting these off. There will be multiple emails.
There should be 31 LO I's plus the ones you have seen in the Non-attian and DFC package.
Follow up from the q . t I . . I ay:
-The Beer issue with I still don't recall the entire issue but I believe my SUPPO and/or CMC
solved the pr~
-The qual for_ I observed as a U/I from the removal on 20 May 20 until we returned to home
port on 5 June and again on 19 Jun for our return transit from Yorktown. We went on stand down after that until
14 Jul and I reinstated him sometime then after that based on his performance, but I do not know what date.
Also attached are 2 emails concerning I told CDRE Couture that XO and CMC were both
mentoring her. The other email is the previous COs comments on her and other Officers. I have also attached an
email I sent to all the DH and DLCPO on daily expectations as communications/responsibilities at the
0DH/DIVO/CPO level continued to be an issue. I have started to give new check-in Officers and CPOs a version
·of this.
V/R
Frank
1
~- Azzarello, FrankJ CDR USN, DDG98
From: Couture, Jennifer S. CAPT(DESRON

Subject: RE:LTJ.M.
Signed By:
Thanks,Frank. I think it would be best for you to transfer him to the

supply ship during your next RASFFTashore. Your scheduleafter your next
RASis uncertain.
Vr/Jennifer
--Original Message-
From: Azzarello,FrankCDRUSN, DDG98
To: Couture, Jennifer S. CAPT(DESRON)
Subject: FW: LTJ.M.
CDRE,
From SMO. Lookingto move him via Helo through OJIafter our BAM-Stransit.
,,......._,
V/R
Frank
CDRFrankAzzarella
CommandingOfficer
USSFORRESTSHERMAN(DDG 98)
"RELENTLESS
FIGHTINGSPIRIT!"
From: Troy, Daniel HMl USN, DDG98
To: Azzarella,FrankCDRUSN,DDG98
Subject: FW: LTJ.M.
Sir,
Pleaseseethe email below from
l
HMl
--Original Message---
2
V/R,
SMO
3
t\ Azzarello, Frank J CDR USN, DDG98
From: Couture,JenniferS. CAPT(DESRON)

Sent Wednesday,January1, 2020 7:08 AM
To: Azzarello,Frank CDRUSN,DDG.98
c;c: Kenny,JamesCAPT{DESRON); Bridges,Damon ·CDRUSN,DDG98
Subject RE:FSHP-OPS
Signed By:
Frank,
Pleasedo consult with HSTSMO. Sheand I can talk further once she has had
an opportunity to review his record, talk to your IDC,and perhaps with the
member.
Before you send him home, I think I would like her to see him here in person
- depending on what SMO says.
Vr/Jennifer
-----Original Message----
From: Azzarello,FrankCDRUSN,DDG98
Sent: Tuesday,December 31, 2019 12:4
0, To: Couture,Jennifer S. CAPT(OE
, .. Cc: Kenny,JamesCAPT DESRON
CDRUSN,OOG98
Subject: FSHP-OP
CORE,
1
"--.../
Frank
CDR FrankAzzarella
Commanding Officer
USSFORREST SHERMAN (DDG98)
FOROFFICIALUSEONLY- PRIVACYSENSITIVE:
ANY MISUSEOR UNAUTHORIZED
DISCLOSUREMAY RESULTIN BOTHCIVILAND CRIMINALPENALTIES"
Confidentiality Notice: This e-mail message,including any attachments, is

for the sole use of the intended recipients and may contain confidential and
privileged information. Any unauthorized review, use, disclosure or
distribution is prohibited. If you are not the intended recipient, please
contact the sender by reply e-mail and destroy all copies of the.original
message.This document is protected from disclosure by Title 10, United
States Code,Section 1102 (1978). If you have inadvertently received this
document, please return it to the sender and destroy any copies.
....,...,_,,,,/
2
~, Azzarella. FrankJ CDR USN, DDG98
From:
Sent: Friday,February21, 2020 9:27 AM
To: Azzarello,Frank CDRUSN,DDG98
Subject: RE:FORREST SHERMANOP
Signed By:
:·:·tInfo v,e havr,

Thanks for the update Frank. Your update ls the most rec;;-:
He'll still remain on the valid LIMDU orders that PERS
45 sent out earlier;
I did not receive your previous (undeliverable) email.
r--, We're always looking to Improve. Please take a minute and let us know how
your Interaction with PERS-41went today.
https://surveys.max.gov/index.php/454228
--Orlglnal Message---~
From: Azzarello, FrankCDRUSN,DDG98
Sent: Thursda Februa 20, 2020 5:48 P
Standing by for any questions.
1
V/R
Frank
CDRFrank Azzarello
Commandtl1g officer
USSFORREST SHERMAN DOG98
"RELENTLESS
FIGHTINGSPIRIT!"
·····Original Message--
Sent: Frida Februa 07 2020 1:50 PM
Thank you,
V/R
Frank
CDRFrankAzzarello
Commanding Officer
"RELENTLESS
FIGHTINGSPIRIT!"
•---Original Message---
From: LaBenz,Timoth D CAPTUSNCHNAVPERS
Mil TN (USA)
ent: Mon ay, February 03, 2020 8:3S PM

Subject: RE: FORREST SHERMANOPS-
i
ThanksFrank.Currently In Japan.Will see what comesot'the doctor's
official Rex(LIMDU,etc) then go fwd.
0
Pleaselet me know If more comesfrom all of this. Canmove fed just yet.
Sent with BlackBerryWork

From: Azzarella,FrankCDRUSN,DDG98
Date: Tuesday,Feb04, 2020, 3:02 AM
On a positive note the new OPS,-and new PTO,

killing it in the short time they have been here. New CHENG,
also doing well, just trying to get his feet under him. So, I'm sure you
don't hear it much, but thank you very much for all of them.
V/R
Frank
CDRFrank Azzarella
CommandingOfficer
USSFORRESTSHERMAN(DOG98)
0, "RELENTLESS
FIGHTING
SPIRIT!"
3
Sent: Thursday, January09, 2020 2:08 PM
To: Azzarella, Frank CORUSN,OOG98
Subject: RE:FORREST SHERMANOPS-
Thanks Frank. It's unfortunate things turned out this way.
We are working COAsright now.
We're always looking to improve. Pleasetake a minute and let us know how
your Interaction with PERS-41 went today.
https :// surveys.max.nocllck_noclick_gov/index. php/4542 28
-----Original Message-----
Sent: Wednesday, January8, 2020 11:12 PM
Sir,
Thanks for the background. He has some credibility issueswith me and to be
honest, I don't want him back.
I have not been able to get him off due to the current state of things in
the AOR, but he should be departing in the next week.
We will let you know, when he is CONUS.
Thank you,
V/R
Frank
CDRFrank Azzarello
Commanding Officer
USSFORREST SHERMAN(DOG98)
-----Original Message----·
Sent: Wednesday,January08, 2020 7:14 PM

To: Azzarella,FrankCDRUSN,DDG9
Subject: RE:FORREST SHERMAN OPS
Frank,
Sorry for the delay as I am just getting back (today) from leave. Happy New
Year to you and the crew. Saw the news with your POTUSVTC. Very nice. I
was in your shoestwo years ago doing the samething in the Gulf of Aden.
Pretty memorable engagement.
Pleaselet me know when he gets sent off-ship. We'll iook at a backup

COAs/reslatefor a P-OPS.
We're alwayslooking to improve. Pleasetake a minute and let us know how

your interaction with PER5-41went today.
https://surveys.max.nocllck_noclick_noclick_gov/index.php/454228
----Original Message--
From: Azzarello,Frank CDRUSN,DDG98
5
CAPT,
Good morning and Happy New Year.
Any Insight is greatly appreciated.
Thanksyou,
V/R
Frank
CDRFrankAzzarello
CommandingOfficer
USSFORRESTSHERMAN(DOG98
6
"RELENTLESS
FIGHTINGSPIRIT!"
[~
.
7
~ Azzarello, Frank J CDR USN, DDG98
'
From: Couture,JenniferS.CAPT(DESRON
Sent: Monday, November 18, 201911:28
To: Azzarello,Frank CDR USN,DDG98
Subject: RE:FSHFollow U
Signed By:
Thank you, Frank. Understand all. I think non-attain processis correct,

but I would not expect any push-back.
Pleaselet me know what you think about your new CSO. I am hoping you'll be
getting a good DHto put s'omewind back in your wardroom's sails.
Vr/Jennifer
From: Azzarello, FrankCORUSN,DDG98
Sent: Monday, November 18, 201910:0
s.
To: Couture, Jennifer CAPT(DESRON)
Subject: RE: FSHFollow Up
CORE,
,,,.-,-,,Good morning. To follow up on these 2 officers:
{ ',
Ill be transferring in the next 3 weeks to ANZIOas OPS.

stated to me that he does not want to be a SWOfor various
reason and is drafting a request not to be a SWO.I was planning to
non-attaining him this week with a final LOIfor additional failures I
discovered from when he was ORDOthat have come to llght. I have engaged
PERSto determine If SWOnon-attainment is the correct COAor if other
procedures I used while at BDOCto send officers to POCRboards is
appllcable. I think SWO Non-attain is the correct, but since he is quitting,
I was hoping to make it easier.
I will let you know the outcome.
V/R
Frank
CDRFrankAzzarella
CommandingOfficer
USSFORRESTSHERMAN(DOG98)
"RELENTLESS
FIGHTINGSPIRIT!"
1
---Original• Message-----
Sent: Ftiday, October 18, 2019 10:51 PM

To: Azzarella, FrankJ CDRUSN
Subject: RE: FSHFollow Up
Frank, anytime between 0900 - 1600 Norfolk time would be fine.
Vr/Jennifer
Sent with BlackBerry Work

From: Azzarello, Frank J CORUSN

Date: Friday, Oct 18, 2019, 12:43 PM
To: Couture, Jennifer S. CAPT(DESRON)
Subject; RE:FSHFollow Up
CDRE,
Is there a good time to call you tomorrow?
V/R
Frank
CDR Frank Azzarella

Commanding Officer
USSFORREST SHERMAN(DDG98)
"RELENTLESS
FIGHTINGSPIRIT!"
-··•-Original Message---
Sent: Fri ay, October 18, 2019 2:53 PM

To: Azzarella, Frank J CDRUSN
Cc: 'Jennifer Couture'
Subject: RE:FSHFollow Up
Thank you, Frank. Understand all and I am In sync with you -Here is my
BLUF, but I'd be happy to discuss further wl~phone tomorrow.
I'll be home'all day. I also understand from--that the entire
area Is having POTSIssues,so he called me from his iridium phone.
2
Again, happy to discuss tomorrow on the phone when you have time. I had
.,,,...,....
I ;
good comms with Jack on iridium so maybe that Is an option.
Vr/Jennifer
--Orlglnal Message---
From: Azzarello, Frank J CDR USN
Sent: Friday, October 18, 2019 12:
To: Couture, Jennifer S. CAPT(DESRON}
Subject: FSH FollowUp
CORE,
Once again I appreciate your time yesterday. Just to follow up on some of
our conversation.
I do have two Officer issues I want to discuss with you and see.if you had
any guidance. Neither involve any misconduct nor are time critical.
....
( (_ (
\....,
Thankyou.
/', V/R
Frank
CORFrankAzzarella
CommandingOfficer
USSFORRESTSHERMAN (DOG98)
s
Azzarello, FrankJ CDRUSN, DDG98
0
~ From: RyanO'Loughlln
Sent: Thursday,October 24, 2019 6:43 PM
To: Azzarello,FrankJ CDRUSN
Subject: Re;[Non-DoD Source)Info
Frank,
No worries.•.You're on the pointed end and I'm living the good life on shore duty, so I'm at your convenience.
l
-.........,
Drop me a note or line anytime you need/want. I'm here to support. Sail safe out there I
-
Cheers,
-
> On Oct 24, 2019, at 3:39 PM, Azzarello, FrankJ CDRUSN wrote:
> Sorry, busydays. That's all I needed to know, I thought there was more paper on- regardlessI have put more
paper on him and will continue. I don't see him making it, unlesshe has some sort of epiphany and even then I don't
trust him.
>
> As far as OPS,I reached out to PERSabout moving her to a job where she can "continue to grow as a DH by leading
and managingpeople in a fresh environment". COREtold me that OPSwas lined up to be the CDS28 N3 after her PTO
tour. Were you tracking that?
>
> Any thoughts on..... nd 00D quals? She seesto have a hard time working with others and seemsto know
everything already(and not In a good way).
>
> Thanks,
> Frank
> \.,J
> CDRFrankAzzarello
> CommandingOfficer
> USSFORRESTSHERMAN(DOG98)
> "RELENTLESS FIGHTINGSPIRIT!"

>
>
> •--Original Message----
> From: RyanO'Loughlin
> Sent: Saturday,October ,
> To: Azzarello,FrankJ CDRUSN
> Subject: Re: [Non-DoOSource] Re: Info
>
> Sorry. Was outside tossing the football with my son. I believe I wrote 1 LOIo-along with two serious sit-
downs.
>
> I think moving Ops along is a fine Idea. I regretted fleeting her up. Had hoped she'd Improve. More optimistic than I
should have been and normally am.
>
> Sent from my iPhone
>
2
» On Oct 19, 2019,at 15:04, Azzarello,FrankJ CDRUSN
,,--...,>>
' '•)> I am 3C.Doyou have time now?
_,,>>
» CDRFrankAzzarella
» CommandingOfficer
» G 98)
>>
>>
>>
>>
» "RELENTLESS FIGHTINGSPIRIT!"
>>
>>
» --Original Message--
» From: RyanO'Loughlin
» Sent: Saturday,October 19, 2019 7:53 PM
» To: Azzarello,FrankJ CCRUSN
» Subject: [Non-DoDSource] Re: Info
>>
» Happyto talk any time you're available. I'm In the CentralTime Zone..• Not sure where you are at these days. -5
GMT I think.
>>
>> In sum on those two:
>> Ops: meh•.. probably peaked.
_r'. » Delara: in the wrong line of work, no doubt about it.
>>
» Disneywas great and shore duty is awesomeI Hope all is well on your end. Sail safe.
>>
»V/r
» Ryan
>>
» Sent from my iPhone
>>
>» On Oct 19, 2019, at 12:25, Azzarello,FrankJ CDRUSN wrote:
>>>
>>> Ryan,
>» Hope all ls going well for you. How was Disney?The move?
>>>
>» If you have time free time this week, I'd like to see if you wouldn't mind talking about someOfficer issues.
Particularlyabout OPS& De Lara.
>>>
>>>Thanks,
>» V/R
»> Frank
>>>
»> CORFrankAzzarella
>» CommandingOfficer
>» USSFORRESTSHERMANDOG 98)
r----·,>>
>>
3
>>
»> "RELENTLESS
FIGHTINGSPIRIT!"
>>>
>>>
>>
>
4
DEPARTMENT THE NAVY
.OF=
USS FORRESTSHE.RMAN (bDG 98)
UNIT100327·B0X t
PP.OAE09569
1611
DOG ~8/C'O
2Mar20
Frot.n: ORRESTSH:ERMAN°(DDG98}'
To:
S.uhj: L~TTER OF (NSTRUCTION
Ret: (a) MILPERSMAN 16l I

(b) JAGMAN 0105
Subj: LETTER OP INSTRUCTION
.;/J,.d. AZZARELLO
.'.;•//'
Copy to:
Ofti~r
-Exc<,:utivc
2
DEPARTME,N:T
OF THE NAV't
USSFORRESTS!iERMAN (DOG93)
UNIT100327 B.OX1
FPOAE09569
I frl l
DDG9S/C'O
2·Mnr20
From: 111 I I ltt UERMAN(DPG98,)

To:
SubJ I .E"rrER OF INSTRYCT{QN
Ref: (11)MlLP~R$MAN1616-080
(b) .fAGi\·IAN 0105
tc} OPNAVJNSTJJ20j20
Acknowledged:
--------,------
Copy 10:
E;x_ecuth·e
orficer
2
r'- ~11 USS FORREST-8H~MAN {DOG9SJ
uNrr100321 eox 1 ·
..•. ·.. ..
FPOAl;'09569
16H
ODG 98/CO
14 Oct l9
Fro1n:•·•·---•--K~,.-~ ORRESTSHERMAN(DDG 98}

To~
Subj: .LETTEROF INSTRUCTION

(b) JAGMAN 0105
(c) OPNAVINST 3J20.Jz0
Subj: LETTER OF INST.RUCTION
2
,,,,.....,.,,
'
Copy to:
ExecutiveOfficer
,....,...,..
f '
3
18SEP19
FORTHERECORD
MEMORANDUM
From: St:iERMAN(DOG98)
To:
Subj: REMOVALOF WATCH STANDING DUTIESIN ENGINEERINGANDASTACTICAL.ACTION

OFFICER
1. This memorandum serves as your notification that I am removing you from all operational
and watch stander duties lo Engineering and the Combat Information Center until further
notice.
2. Bac~ground: On the morning of 18 September 2019, the Executive Officer (XO)CDRBridges

informed me that you came to his staterqom upset to the point that he summoned HMl Daniel
Troy, FORRESTSHE~pendent Duty Corpsman (ID.c) to his stateroom to medically
evaluate you. Onc~rrlved the XO reported to me that this was not the first. time
you had come to his stateroom visibly upset and uncontrollably crying. CDRBridges stated that
during the• Composite Training Exercise (COMPTUEX19) on two separate occasions you came to
his stateroom or called him ·on the phone•ln cr:isls. Based on today's event ~nd past Incidents I
have a p-rofound concern for your p'hyslcal and mental health.
3. Based on -diagnosis and my concern for your wellbeing, effective immediately I

am removing .you from ·all operational and watch stander duties as Engineering Officer of the
Watch, Plant Control and Tactical Action Officer until further notice. Your administrative duties
as a Department Head will remain in place.
.___
, USS FO~RE$T SHERMAN .(DOG98)
l:INIT 100327BQX'1
FPO AE 09669
1611
DDG98/CO
23 S~p 19
From: SHERMAN (ODO 98)
To:
Slibj: LETT.ER OF (NSTRUCTIQN
Ref: (a) Mll;..PERSMAN 1616-080

tb)JAGMAN 0105
{c) SORM OP.NAVINST J l20,32D
2
:Copyto:
ExecutiveOfficer
3
USS FOR~°!:STSHERMAN(DDG,!18)
UfllT-100327BOX1
FPOAE09569
16'1I
DDG98/CO
6 Oct 19
From: 11811•1•' ti 1:: SHERMAN(ODO 98)

To:

lb) JAGMAN 0105
(c)-0.f>NAVINST
312O.32D
\...J
Subj: LETTER OF INSTRUCTLON
.r',.
Copy.to:
ExecutiveOfficer
2
DEPARTM-ENTOF THE NAVY
USS FORRESTSHERMAN(ODG96}
FPO AE 09569-1214
.1611
DDG98/CO
29 DEC.2019
From: I II II I ■ , ' • a' · • " °! - T SHERMAN (DDG 98)

To.:
Subj: LETTER OF INSTR,UCTION
Ref: (aJMILPERSMAN1616-080
(b) JAGMAN 0105
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' ..·...•·•· ..
SU.BJ:LETI'EROF INSTRUCTION
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Copy to:
ExecutiveOfficer
3
USS·F.ORRE$T
SH!;R,MAN:(DDG96}
UNIT100327'BOX 1
FPO AE 0956~:
1611
DDG 98/CO
2 Mar 20
From: EST SHERMAN(DOG 98.)
To:
Subj: L,ETTER OF INSTRUCTION
Ref; .(a').MILPERSMAN161I
(h) JAGMAN 0105
Subj: LETTEROF .INSTRUCTION
Copy lll~
Ex<.-cutirc
Officer
2
USS FORREST
Si:IERMAN(DDG 9B)
UNIT100327BOXl
FPOAEoo;sg
1611
DDG 98/CO
8 Mar20
Fro1m RES.TSHERMAN(DOG 98)
To:
Sub{ L!;TTER;OF INSTRUCTION

1
Rel': (lOMJLPERSMAN1611
(b) JAGMAN OIOS
Subj: LEmR OF INSTRUCTION
2
Subj: LETTER OF INST8UCTION
Copy 10:
Exccuti\'cOtlicl!r
3
USS FORRESTSHE'™AN(ODG 98)
UNIT 100327 OOX 1
FPOAE 09569
l61 r
DOG 98iC()
12Apr 20
Fron1; REST SHERMAN (DOG 98)
To:
Subj: LETTEROF l"NSTRUCTION
Ref: (a) MIL.PERSMAN1611

(bJ JAGMA.N 0105
Subj: L.E!TER OF lNSTRUCTION
Subj~ LETTEROF INSTRUCTION
C'ojlyto:
Executi\·eOfficer
4
D.EPARTMENT
OF THENAVY
U,SSFO.RRE.STSl-!!:RMAN(DOG.98)
Ul-'rT100327BOX1
FPOAE09569
161l
DDG98tCO
21 May 20
F SHERMAN {DDG-98)
Ref: (a) MlLPERSMAN1611-010

lb) JAGMAN010.$
b. Supervise an·audit of Weapons Department Remain in Place chits to ensure they are
correct and in accordance with the rrtostup--todate instruction.
·c.. By 0700 dailyprovide m~ \V.ith@'nemail with.tile following.items for your Department:
matters
P.er,sortnel
Repair,sand PMS
Current & -longrange -schedule
Supply matters
AdministratiYematters
WatchbilliPQS matte.rs
Adclit'ionaltilSking/infonnatfonas directed ensurin~ you cc your DepartmentalLeading
Chief Petty Officer (DLCPO)
your DL<;'POwill briefme 0,nthe stat.usof all items listed

d. Daily·at 1900 both you a11d
above.
e. Anytimeyou brief me, your DLCPOmust be with you to e11Sl~r~ you are properly
adminlsteri1,gand tasking your depar\ment·asyOL_1
:haveproved that _youate ilicapableof
executingthat ilidividually.
f'"'- 5. ·Failureto improve you pertbrtnancemay re.suitin administrative or disciplinaryaction.or

possibly Detachment for Cause (DFC).
6. This letfer i.sdesigned (o ?id you ill corr~ctil1gdefic1¢n!-lies

in your perfonnance as described
above. The entire chain of comm!Pldis av'1ilable·toassist you in any way possible. I fully
expectyou willconduct yourself in a manner:that is conducive with thetesponsibilities and
iiuthority( hav.eentrusted in you. If you have.questions or wish ·to discuss·thisor ijny other
matter further.the Executive .otlker or I am always·avail~bl~.
Copy·to·:
Executiv.eOfficer
2
USS FORRESTSHERMA~ (DOG 9'~)
UNIT 100327BO>:1
FPOAE 09569
16'11
DDG.98/CO
4 Feb20
From: . R.ESTSHERMAN (DDO 98)

To:-
Ref: (a) MILPERS,MAN1611

(l))JAGMAN 0105
l. This Letter of lnstructio11is issued per references (a} und (b) to discuss specific measures
tequired to .ccmectdeficrencies related to your pcrfonnance.as KMI Operatrng Account Manager
{KOAM)in FORREST SHERMAN. Your pcrformnnce,husbeen unsatisfactory si11ccassuming
this duty in January 20 l 9 due primarily tt) a lack of proncti\lityung communicating issues to your
chain of command. This letter i~ issu~ to oocument and remedy thes~ deticicncies.
2. During-recentevents it has hccoinc cv{dentthat you are currently not providing the requisite
amount ofattention t\l detail required for successful management and reporting of the
Command's KMl Specifically:
a. Not ha,•ing updated access lists f'brall KOAM related spaces.

b. Not validating clearances prior to issuing keys.
c. Nt1tstandardizing the NAVE.DTRA43462-2A 301 Local Element training.
d. Poor practices that allowed a Sailor to hc·gi-.·enunrestricted access to a Simple Key
Loader (SKL) that contah1t.>dCommuni~ati!-)ns Sccurity (COMSEC) Keysabove his authorized
clcurancc leading to an focidenl.
c. Not.ensuring the Change of Command KOAM inventory was conducted and signed by
the previous Comni:undingOfficer. ·
3, I direct 'lhat yoµ take the following corrective actions:
a. You must make a personal commitment to rededicate yoursclftc,,beit1ga Naval Officer

and a leader in FQRR,ESTSHER
b. By 1 April 2020 work with
KOAM prot,'Tamis fully reviewed
Mikstones (POAM).
c, Ensure all incidents. Practices Dangerousto Security. and Admin discrepc,1n~ies
di$covcred d~view ,are reported aP,propriatelyin accordance with CMS- I.
d. Assis~n creating a tailored NAVEDTRA 41462-2A 301 Local Eletnent.PQS.
creating standard training for nil personnel loqking to be:qualific<tin 301 Local .Element.and that
all personn·etqualified in 301 Loeal Elementreceive the standardtraining.
e. Give weekly reports on the status of the POAM to include items accomplishedand Way
forwardthrough the chain of command.
4. Any further deficiencies in your perfoi;manceand/or condµct could res.ultin punifivc actions
and y.ourdismissal from USS FORREST SHERMAN (DOG 98).
5. This letter is designed to nid you in correctitig deficiencies in your perfonnance .asdescribed
above. The entire ch~in of command is available to assist you in any way possible. I fully
expect that you will conduct yourself in a manner that is conducive with the r~sponsibilities and
autherity that I have entrusted in you. If you have questions or wish to discuss this or any other
· matter further, the Executive Officer or I am always availa"le.
Ex.ec1;Jtivc
Officer
2 ...,
OEPARTMENi
OF THENAVY
.USSF0RRESTSHE~'MAN(DOG98J
UNIT 100327BOX 1
FPOAE09569
1611
DOG 98/CO
23 Sep 19
from: I 11111a aJ a, RESTSHERMAN (DOG 98)

Tei:
Subj: LETTER OF INST~UCTION
Ref: {n) MlLPERSMAN 1616-080

(b) JAG.MAN 01os·
tc) SORM OPNAVINST 3120.nD.
I. This Letter of Instruction is issued pcrreferences {a) nncl(b) to discuss specific measures
FORRESTSHERMAN. Your .,rer.fonnancerequires imprm·cm~ntprimarily beca .

effective o\'ersight passi, e ,.nanagemc(lt<4?proach.and working relationship with
1
.
requiredJo correct deficiencies related to your perfonnance as Main Propulsion Assistant in
' .
2. Theo,·ernll standards in the engineeringspaces arc unsatisfactory. Ar.the Main Propulsion
Assistantit.if.yotn•tt!sp.oi1sibil
ity to conduc.t'pet'iodicwalkthroughs of all enginee::1'ingspaces.
Busedon the sheer ,•otumeof pooled lube oil. out of calibratit)ngauges•.and other significant.
discrep1u1cies -inboth mnin .spaces it is clear you are foiling in this ptimury duty; DU:ringmy and
the Executive Otliccr's (XO) walk around wefound.the bilges ljttered ,,·ith oily rags und other
tr.ash,a shecn-1wcvnlenli11both bil.ges.und 11!limepolish canister tapt..-dto the side of IA Gus
Turbine Motor Module to replace the prc~-surepad -~•scdto actuate the m()dules inlet plem\in
lighting. This ~1.1n·entcondition of the engineering spact:s points to a .dear lock of O\\'ncrshipand
,)vcrsigbt !;,yyou and engineering kh;1ki. ·
3. Pro\!cdmalcompliance in the EngineeringDepartment is ulso lucking. On th-,:lnoming of 19

September2019 your Engine Room OpenHorreported the strong smell of fuel in Main Engine
R,oom{MER)Two, lnstc;~do.fcalling aw~yth~ casualty in accordance with.Engineering
Opci:-c1tionalCasualty .Control (EOCC) pmcedurc MMFOL he chose to conta-.:ttin: ori watch Oil
King, \,·ho rightfully secured the fuel purifier but also foilt:d to .cullaway the casualty. The leak.
was estimated to be at a larger threshold than what we nonnally conduct EOCC drills· at for
flammabl.eUquidsin.the bilge and neither the EngineeringOfficer of the Watch nor you made
the f)t'Opt!rand timely. rcpe>rtsto me <1rthe 'Officer of the Deck anctappraise us of this significant
cnsu(llty. Ltwas hours Int.ertlfat I.was filllll.lY
infonned of this casualty. This is unacceptableand
in direct ~011traventionof iny standing orders .ind written procedur~s.
4. ln ,ny op$ervationyo.u have been emboldenedhy-ack of techn.ical

knowledge and her tendency to abdicate hcr·authorit~ertp you. This will be
~vith her subsequently: ho,vever··thefact·remains that-unless otherwise directed.
~is the Chief Engineer ;:indns the.Main Propulsion Assistant you report to.her IAW
referencel c.)p.aragn1phJ.12.3.c. I expect ~ free flow of cqmmunicationsbetween the both of
you.
-S. I do not doubt your technical abilities; however your actions described in this letter bring
question to your decision making nttd your commitment to ensuring FORREST SHERMAN's
success over your personal frustration with your Department Head.
6. Take the following actions:
a. Fulfill your SORM assigned role as one of Engineering Oepartment's Principal

Assistants. -I need -youto step up and lead, aggressh·ely enforce strict procedural compliance,
anc,iunwavering standards of cleanliness and good engineering practices. The le\'el of ownership
by engineering khaki is lacking and must improve immediately,
b. You will walk all engineering spaces twice per day, morning and e,'ening using the safety
w!ilkthroughchecklist that will be provitled by the Executive Officer. You, along with the Top
Snipe will inspect all engineering n-,ainspaces using that checklist. You will assist•
-in creating a properly tabbed binder to retain inspection re~imum of 30
days. You-will report completion of your daily\valkthroughs to the-and she will
report to me \•iathe XO any major discrepancies until further notice.
1.:. Conduct an audit of lhe EOSS probrramutilizing the ASA check sheet and only
engineeritlgdcpartmen'tkhaki and detcnnine·the true state of the program. Page-check every
book, cnsin'call pages are in good repair, all Ian ards are i ce and every book is at its
applicable.watch station. Report completioo to by I November.2019.
d. Develop a table of contents of all ..Local Procedures" used in engineering department.

Ensure nil procedur~s are up to date with the applicable references. signed by .myself and the
locat-ionof each procedure i~n the table of-contents. which shall be maintai_nedin
CCS. Report completion to-by· I November 2019.
5. Understand that this letter is non-punitive in lmture and does not become a part of your
pennanent record. Any further deficiencies.in your performance and/or conduc1could result in
punitive actions and your dismissal from USS FORREST SHERMAN (DOG 98).
6. This letter is desi_gnedto aid you in correcting deficienc.iesin your perfonnance as described
abo\'e. The entire chain of command is available lo assist you in any way possible. I fully
expect that you wHl conduct yourselJ in a manner that is conducive with the responsibilities and
authority that I have entrusted in you. If you have questions or wish to discuss this or any other
.matter ftuther. the Executive Ofticer or I run always available.
Copy .to:
Executive Officer
2
DEPARTMENTOFTHE NAVY
USS FORRESi SHERMAN (DOG 98)
FPO AE 09569-12\4
1616
DOG 98/CO
28 Sep 2019
From ...., ...•. -•· REST SHERMAN (DOG 98)

To:
Subj: LETTER OF.INSTRUCTION
Ref: (aJ MlLPERSMAN 1616-080

Cb)JAGMi\N 0105
le) UCMJ Article 89
I. This Leiter of Instrui;;tiqnis issued per reference (u) to discuss specific measure..-.
required to correct )'QUr
deficiencies reluted·to your unprofessional conduct. blutnnt disrespe-ctand egregious luck of'profcssionnlism.
2. Specifically:
On 23 September 20I 9 i.twas reported to me by more tbun one individmilthat after I verbally couni;eledyou on the
·unsutjsfactoryconditions.in the engineering plant and expectation of rapid i!Tiprov~mentthat you jn front of other
individuals stated that "the co·s idea ii. stupid. I amnotdoing th:tt, und h~ can DFC me.if he wunts'·am:Ithat "you
did not ask lo c01nchere, you were told to come here." On 24 September 2019 I called y.ouin.tomy stateroom with
the Exe<;utiveOfficer present to u,-;cectninif this serious accusntion w.a.'-true. Witnout hesitation you contion!!d that
und thut you had done so re.causeyou felt "yo\l we~ trcuted'poorly over the last
you nud mnde.the .s1t1tci\1ents
year." J cunnot speak to how you were treated pr.iorto my a(ri,·al on 4 September 2019, but since my arrival you
1,-.., were nfforded every opportuniJy to excel. The t,tsks nssigned to you in your"LOl were-a.,;signedbecause of the luck
of confidence.I hu.\'ein your ubility to establish und muimuina culture of proct!durnlcompliance ~nd bni.ic
engineering standards.
3. To.be clear your .disrespectful and dh;rupti\'cconduct Will not~ tolerated. To ir'npressupon you the seriousness
of your misconduct. I am ilisuingyou this second LOI in us many days. Your conduct 'is approaching a violation of
UniformCode of Military,Justice Article 89: Dis~spect toward .i _Sup,crior·Officer.I will no, tolenue your
subversivebehaviorand want to clearly warn you that you are .standing inio danger. lf you cannot or will notput
this ship, its mission.and your duty.l!boveyour O\'er inflared ego yo.uare free to re:;ign your duties us the Main
PropulsionA:;simanteffecti~e immediately.
4. This letter.i:;designed to uid you in correcting deficiencies in your per'fo(inancens described ubovc. The entire
chain of command is .uvuilµbleto a:,sistyou in uny·wuyposi;ible_ J fully e-xpectthat yo1,1will conduct yourself in a
manner that is conduci\'e with the responsibiiities and author.itytha~ I have cntr.ustedin you_.If you have questions
or-wi!:h10 di!i¢u~sthis.or any other matter further. the E:<e.cutiveOfficer ·
Copy to:
Execli.tive Officer
DEPAR'rMENT
OF THENAVY
USS FORRESTSHERMAN(DOG 98)
UNIT 100327 BOX 1
FPOAE09569
1611
DDG98·C'O
25 May 10
From: SHERMAN (DDG 9S}

To:

(h) JAGMAN 0105
I. This Letter of lnslruction is .issctcdper reference (o) and (b) to discuss sped fie mc.1surcs
required to Clltn.-cl Jc.ticicncies r.clult..'<I
tn your performance u~ Engineering Officer of the Watch
(EOOW) in FORREST'SHERMAN. You foik--<l in your llutics primnr.ilydue tu your inability hl
enforce strict procedural complinnc.c,u U1ckof attention to detail. and a h11.:k t1f standards I expect
from un Engineering Officer of the Wmch.
2. Thi! dcticicncfos in your pcrfontumct: m·cillcntitied as:
n. Yciufailt:dto ;1dhcrctu m\d enforce i1stund1~r<l

of strict pmccdunil compliuncc in adhering
S>·stcm(EOSS).
to Enginccring.Opcrntional St..'1.(ucncing
Ii. You allowed Slibprdin.itcwatchst,111clcn;

Ill hccomc compluccnr while 011 wmch an~ foiled
lt\ uphold the stnml..ml.
c. Si,cl.!itkally:
(I) On 22 Muy 2020. the E.xccuti,·cOlliccr (XO) disco, ere<!thut the NIU Gas Turbine
Gcncrntur (GTG) lu.:adtank tilt valvc had b._-cnlctl open nod on constant till. which is not in
m:cordanccwith EOSS procedure FOTG. When .iskcd uliout the position tif the NR'.\GTG head
tank valve. you downplayed its :-igniticanllc. The proccdurt! for tilling NRJ GTG heuc.ltank
clcui:lystates th.it the till vain: should onl>•tic opened when required, This hus been u known
issue during deploylilent after the ship lost 11oweras ,i result an impmpcr fuel ulignmcnt. A tier
thts incident. a t~edhack report was suhmittt..'Cl to NAVSEA requesting that NR3 GTG head tunk
he lctl in the .openposition find tilling while.NR3 GTG wus running. This m1uest \\'US denied.
and furthenn(ll'cwos mh•ised ugainsl impl~m1:ntingsince having u constantly ptessuri:t!edfoci
system nin through an linuttendetl space presented an unnecessnry-tire hazard. Although you and
t\ll ,,·utchstanders were trained on the proper fi!el Hlignment when opcruting NR3 GTG. you
foiled to ·ensure its proper alignment. As the EOOW on watch it is your duty to ensure the
systems und1.:ryour purview arc properly aligned and operating in parameters. You tailed to
enforce the standard and seem to not understand the seriousness of failing to follow prop~r
written procedures when operating an engineering plant. Your failure to follow procedure could
ha~·e cndang~rc.-<l my ship and the li\lcs of mycrew.
f
Subj: LETTER OF INSTRUCTlON·
a. I am resd11ding your qualification as EOOW and Officer of the Deck to facililate you
focusingon improving yout pcrfo11nan<,e tmd earning.my trust. You ,willqualify Sound ·and
Security and work to requalify EOOW once compfete.
b. Y.Quwill nccomplish 20,hours ofExtrn Military Instruction, S.pecifically. you will.walk

ALL fuel alignments that fall under FOTG. Once complete you will personally train every Oil
King and Propul~fonSystem Monitor. indiyidunllywalking them thru th~ eniirc system -aliment.
You report nil discrepancies to the XO and ensure th~y are corrected within fi\'e days of your
findings.
4. Any further def'iciencic:sin yQur.pcrfom1anceundtor conduct .couldresult in pu1'iitiye:a~tions

and your dismissal from FORREST SHERMAN.
5. This letter is designed to aitl y~)lliii cotr,Qctingclcficiencj~. io your perfo1111um:e

11sdescribed
1.1hovc.Th.ccmtirochain ot' 1.-ommandis a\!aihiblclo assistyou in.unyway poss'ihlc. I folly
cxp¢ct that you will conduct yourself inn 1nanncrthat is C(mdudvewith the responsibilities 11ncl
uuthudty that I httv~ entrusted in you. If you.hn,·e que-st1onsor wishto discussthis many uthcr
l'ilattcrforther. the XO or I um always avnitahle.
Executive Ofti.c¢r
.2
DEPAR;TMENT
OF THENAVY
USS'FMREST SHE~ (ODG08)·
UNIT 100327BOX 1
FPOAE09569
1611
DOG 98/CO
15 Jan 20
From: . . ST SHERMAN (DOG 98)

To:
Subji LETTER OF INSTRUCTION
Ref: (a) MILPERSMAN L6l6-080

(b)JAGMAN 0105
(c) OPN.AV 3120.32D
I. This Letter of Instruction is..issued per references (a) and (b)·to discuss specificmeasures
required to corre.ctdeficiencies related to your perfonnance' as Ordnance Officer 'in ·uss
-FORRESTSHERMAN. You are tailing in your-duties primarily beca\1seof an .unacceptable
passivemanagementapproach, lack of initiative,and inadequateplannipg.
2, The deficiencies in yo1,1t'

perfor.manceare Identified as:
a. After multiple Explosive Safety program reviews I am deeply concerned at th~lack of

preparation, attention to detail.;and general disorganization of the programs under your
--......,,
cognizance. t have provided clear direction and my expeGtationthat the administrative
requirementsof all ·programssball be organized in ~ccordance withthe line items in the ASA
check sheet. Thus far all ofyourprograrns have-failed to m_eetthat simple standard.
Additionally,1 have found routine discrepancies that you should have ident,ifiedand corrected
prior to my assessment 0f your program. This tills me that you are not taking ownership of your
programs and lack the initiative requited·to ensure your programs-aremaintained and effective in
accordancewith current instructions and references. ·
b. Yo.uhave '10t displayed tJie drive and initiative required to succeed asa .DivisionOfficer.
You fail.to plan ahead and properly track assigned tasks and requirements.
c. Spe¢ifically:
( I) You have failed to properly route the monthly Ammo Inventory Report in a timely
manner. On 14 January 202Qyou routed Monthly Anuno Inventory Reports for the months of
August 2019, Seplember2019,.October 2019, November-2019,and December 2019. The
August 2019 report should h~ve been rout~ to and signed by the prev:'iousCommanding Officer
but was not. The subsequent reports should have been routed to me for signature atthe .end.of
the month. Your excuse that the NIPR outage affected .yourability to draft and route this
required inventory report is offensive. Itis unfathomable that for four months you farted to route
a single monthly report. I.find yout lack :of professionalism disconcerting and have grave
reservationsabout the frequency and accuracy of this required inventory. It appears you only
Subj: LEITER OF INSTRUCTION
routed these inventoryreports to attempt to correct this egregious adntinistrative failure prior-to
my upcominginspectiQn as a part of UleExplosive Safety ReYiews,
(i) On 9 January 2020, while conductingthe Explosive Safety Review-of'Ready Service

Lockers (RSL) it was clear to me that you were not familiar with the contents of the checl<sheet
nor had youl'ooke4at the conditionof the twoRSL•,s, You could not answer my basic,questions
and it ,,v.asobvious ,by the lack of cle~finess that you did not inspect th,em.prior to my spot
check.
3. The following corrective actions \VIIIbetaken:
a. Review chaptel'-~an(i 3.34 of referen~ (c.) to refresh your knowledge of the duties and
responsibililies,ofa Division Officer.-
b. Establisha management and orga,nizationatstructure;that enabJesyou to keep trackof the

tasks insideyour area of responsibility. Thereare mfµly-different
methods that ~n be effective.
Being a successful division officer begins with being able to ~omplete assigned lasking and
ens:uredeliverables are.submitted.on time.
c. Establish an obj_ectiveand rigorousperiodic review process (or all of tlte programs and
qualifi.cat1ons
under your cognizance. It is your duty to provide·proper.oversightof these
programsan<:lquaiificationsviathoroughr.eviews.Discrepancies will be tract<edin Weapons
Department's8 O'clock rep·orts;
d.. You will remain as'Junior Officer·ofthe Deck and not pennitted to make reports fo me
until you ~an properly e~ecute yo1,1rdutic;sas a Oivisio,°'Officer:. Once.youdemonstrate you take
your DiV:ision Officer responsibiliti,esse~ousJy,.then I can trust you lo take bridge watchstandipg
seriously and will be allowed to progressto the next level for qu~lificatfo11s.-
S. Fai~ureto .improveyour perfo~ance and conduct yourself professionallywill result in your

retnovafof from the Officer of the Peck qualificationprocess,SurfaceWarfareNon-attt\ifunent,
or po~ibly Detachll)entfor Cause.(DFC):process. ·
6. This letter is des'igned to aid·you in correcting ~eficienci~stil your perfonnance as described

above. The entire chain of command is available to assist you ir1~nyway possible. I fully
e~ct th.a~you will _conductyo.urselfih•amanner that is con<Jucivewiththe r:esponsibi1ities and
~UthorityUlat l h'1weentrusted,in you. If yeu have ques.tions,onvish to discuss this,or any other
·matterfurther, the Executive Offic~r or .l am always available.
2
USS FORRESTSHERMAN(DOG 98)
UNIT 100327 BOlt. 1
F.POAE 09569
1611
DDG 9g1co
20 Apr20
Fn)m: SHERMAN (DOG 9R)

To:
Suhj: LETrER OF INSTRUCTION
Ref: tu) MILPERSMAN 1616~080

(h) JAGMAN 0105
(c) OPNAV 31.20.32D
Encl: (I) Mentor Lng
I. This Letter of .lnstn.ll:tinnis -issuedpcncfcrcnccs (a) ·and (b) to discuss spcci th: mcasui:c:s
rc(!liircdto correct tlctidcndcs rclutcd lll your pcrfornumcc us Ordnnnct: Officer in FORREST
SHF.RMAN. You ,trc continuing to tailin your dut'ics t;rimnrfly b..:c.mscllt' an llllacccptahlo
passive nmnagcmcnl :1p\1rn,1ch. lnck l\r initiutivc. ina<foqu.ltcplanning. pllllr communkalillHS.and
a li1cknf follll\\ up.
2. ·111c<ldicicncics in ylrur P'-'rfonnam:carc 'i<lcn11tktlus;
-a. Alier multiple E~plosi\·c Safct}'Program ( EXPS1\F) rc,·kws you haw foilcu to take
pwn1f1taml-cffcctivcuc-tiun. I am dci.!plyconcl!rncd 111 your lnck of prcparntion. uttcnli<mto .
tlcwi-1.and general di:;orgnnization l1fthc pn.>gmmsunder ynur cugni✓am:c. I hu\\.: provided clear
dirccliun .inJ my cxpcc-t-ntlo1Hlllthese pnigrams. Tims far ull lll' Ylllll'pwgrnms hn,..: l'uil1.:d
tu
mci.:tthat simple stnndurd. My conccms with y(HI aml y(iur Jh:rfonnum:cwere forthcr suhstitutcd.
during un imprumfitu EXPSAF review which I rc,1ucstcdour !SIC. CDS 28 to conduut 0119
A1lril1010. The rcsl1ltsuf this rc,·icw tell methnt you an: not taking ll\\ ncrship of your
prognuns und lack the initiuti,'c rc,1uircclkl ensure your pmgrmns al'limaintaillcd und cffoctl\'c in
accordtmccwith cum.mlinstructions and rcforcnccs.
h. Y(iu lul\'c not displayed .thl!drive and initiali\'c required to succeed as a Dh·ision Oftkcr.
You foil lll plan aht!ad and prop!!rlytnick assigned tasks and rc:quircmcntsan(I CG Di\'ision has
struggled utider your leadership.
c. Spcdticnlly:
(I) As the EXPSAF Warfare Lead.you havt:!foiled to ensurenil stuke holders.arc awure
of und net upon nny discrepancies in their purview. Spedticnlly:
,.--...,
S.ubj: LETTER OF INSTRUCTION
(a) Although you personally inspected all Ready Ser\'ice Lockers (RSL 's) and
~cy list identifying gapped gaskets . .you never followed through to ensure
-employed his team to fix them.
(bJ Although y~l.t id~ntified lh!,?h?cd to train_Duty Ma~'vlAA) an<.iDuty

~on AA&E. you failed to constllt with or seek help from -he CMAA. or
~he ATO. It took too long to ,get the trainin~ de\·cloped and them.prodded to the crew.
This delayed-duty section assignments and placed undue stress on the cre\t.
(2) On 2$ Junual'y 2020. you presented inc ~\;ithnn ·Exp'losiveSafctySurv~y thut had
been complctcclin Octa ., ·ou failed to route inn timely-manner, Before the meeting
you were instructed by to get it siijncd by the XO. but you failed t<1du ·that. After-
the m<.-etin, ou again failed to route the survey'to XO nnd mys~lfatler being instrUctedagainby
During·the same meeting 'I direct~dyou h) consolidntcnfl c:<:p~
programhits into u single memo, Dcspitc'bei'ng rcn1indednumerous times by_.._
you ciid1wtcomplete the memo until 9 April 2020. more thun thre~ months after it was ussign¢cl.
(3) und I hu\'c tll mutinely push yuu to updnt.~th~ stlitus in the Weapons
Depurt1)1ent8 0\:101,:kreports and the EXPS'AFdist:rcpuncics POA&'M. On 9 April 20:?0.I
requested our !SIC'. CDS 18 h) conduct an impromptu EXPSAF review. All of the db;crcpande:.-i;
iqc11tificdand ufwhh:h ym1havebeen rcpeut<..'<11)'
found were pro\'it1~1sly <litcctcdtu trnck and
I
r'- correct. The mu~t egrcgiou!i of these discrcpancic,:sincluded:
(a) Fllur Cages that )'uu rcport1..'<I

were ca'!ibratcdmore than thrc..-c\\eeks prior <lidntlt
ha, c cnlibrution sticker.; placed llll them, Tlitsis cspt!dally. Jh1strutinggiven the utt1mtionthnt I
han~ phtccd on Gage Calibration. -was assigned EMI and hi~ Liberty was
curtuih:d in Jchd Ali. UAE due to the poor managcml!nt of your Dh~ision':;Gugc Culibratiun
program.
(h} Material Handling Equipment {fV\HE)instrl!clorjliccnser dc~ignation letters thut

were prc,·iously routed und ~i~ned by me were lost and never mutlc it to the appmprintc bimle1·.
(c) Despite my counties!;rcrninders to wnlk your spaces clttilyand ensure all sp.accs
are sc1:urefo.r~Cl\. CDS 28' tlisc~)\·~reds~m1emajM disl!rcpancies in that -ammunitionand MHE
wns not .secured for sea.
3. The t'blfowingcorrcdh·cactions will be taken:
~- You and will insp.ecte,·erymagazinc and all.CG Gages to ensure we

are secure for sea und that gage <.-alibrationis I00 percent. Report completion to
~y 27 April 1020.
b. You shall b_tief daily on EXPSAF concern!;.

c. In accordance w~ paragraph 3.35 you will be assigned as-an assistant

Division m• under ----to atforcl you ovcrsigflt uml guidance. Additionally.
wil'I be assigned to assist yon in managing EXPSAF. By 24 April 2020. brief
n how you intend to uti.lizchim.
cl. You shall conduct fonnal mentorship sessions weekly with-and tJ1c
DLCPO to enhance your profossionaldevelopment. B.cprepared t~attlc rhythm to
qualifrcation progress. You willutilizt: enclosur~ (I) to
include tracking metlmds. protCS$CS, m1<1
track ypur mentor sessions.
c. You will remain as a Cunning Officer until you can properly execute }'Olli' duties as u
Di\'ision Officer. Once you demonstrate that yol1tukc your Di\'ision Officer responsihilitics
seriously. then I can trust. )'OU to tal<ebridge wut.chstanc.ling$Criouslyand will be allowed to
llrogress to the next level for qualifications.
5. Failure to intpnwc your pcrfonnancc and condu1;1yourself professionally will result in the
removal of your OOD qunliticat.ionPnd my rccommendt,tioli for Surface Wat'forc Non-
attuinmcnt or possibly Dctad1mcnt for Chusc (DFC) pmccss.
6. This letter js designed to aid yl,u in.correcting ·dcficfondcs in ymn·pcrthnnan~c us described

ahovc. The entire cliain of commune]is a\'ailahlc t,) assist )'OU i_nany way poss,hlc. l fully
expect that y,1uwill conduct yourself in u mann·cr that is conducin: with the responsibilities nnd
t1utlwritythat I huvc entrusted in you. If you have questions or wish to discuss tbis ur mw other
matter fu11hcr.the XO iir I am .ii-waysa\·ailuhlc. •
Copy to:
ExecutiveOtlicer
3
USSFORRESTSHERMAN(ODO9!3)
UNIT1003~7 BOll. 1
FPOAE09569
1611
DDG98/CO
20May20
Frolll: I' I I I : : ER;MAN(DOG 98)

To:
Ref: (a) MILPERSMAN 1611-010.

{b) JA.GMAN0.105
1. This L.etterof Instruction is issued per references (a) and (b) to discuss specific measures
required t<;>-
corre!!tdefici.enciesrelated to your perform~nce as After Steering Safety Officer
(ASO)'in USS FOR.RESTSHERMAN. Your perfonnanee bas been unsatisfactoryand this letter
is-issued to -documentthose detioiencies and provide you a r,ath for correction,
2. On 4 May :?020,you failed to ensure all four Hydraulic Power Units (HP.Us).were started arid.
in ruo prior to the setting of Max,imumEngineering Reliability prior tu getti.ngunderway from
anchorage. As the ASO it is your responsibilityto ensure FORRESTSHERMAN's.steering gear
sy.stemand its support systems are aligned in accordance with (IAW) E11gin~ringOperational
SequencingSystem and my Standing Orders. You failed to ensure all folU'HPUsWereplaced in
run IAW Standing Order 11. Additionally:
a. As the ASO you faj)cd to have a questioning attitude and properly in.spectthe ~teering
gear equipment in the space and verify vii,th~ Aft Steering co11snlethat the Hf>llswere properly
alfgricufor getting underway from unchoragc. (t is your duty to verify that all thur HPUs arc up
to. temperature,in run and that the" A" ste~ng gear units are engag9(1as.briefed. Yo.urtailure to
take your responsibility.as ASO s.er.iouslyis 1,msatisfactoryand leads met() question your level of
knowledgeand .commitmentto being a ke,yw~tchsjartder.
b. You also failed to request per-missionfrom the Officer of the Deck to restart I B HPU to
l'C$toresteering gearsystem redundartcy. This:passive appro:achto your duties (eaves me to
believe you do not understand the .gravityof the situation when the.ship is operatingnear shoal
waters.
3. The followingcorrective actions wallbe taken:
a, lam removing your qualifications as Officer of the Deck. and Helm Safety Officer
effective immediately until you·ea,n my trust. demonstrate the appropriate level of maturity, a
questioningattitude. and attentioQto detail. You shall begin the requalitication prqcess
immediatelyin a11the above referenced wat(.:hstations. ·
t·
\ .............
Subj: LETTEROF lNSTRUCTION
4. Your actions,attention to detail, and level of focus must improve if you expect to earn my
trust. Failure to improve ·yourperformanceand conduct yourself professionallywill result in
SurfaceWarfareNon~attainmentor possibly Detachmentfor Cause (DFC).process
5. This letter is designed to aid you in cor:rectingdeficiencies in your performance as described

above. The entire chain of command is available to assist you.in any way possible. I fully
expect you will conduct yourself in a manner that is conducive with the responsibilitiesand
authorityl have·.entrustedin you. If you have questionsor wish to discuss this or any other
matter further)the'Executive Officer orl am always available.
Copy to:
E~ecutiveOfficer
2
c
i
H ~
~ ~
USS FORRESTSHERMAN(DOG9Bi
UNIT 100327BOX 1
FPOAE09589 1616
D0098/CO
From:
To:
......
,. ,. . . RREST SHERMAN(DOG 98)
12 Nov 20
Ref: (a) MJLPERSMAN1611

(b) JAGMAN0105
I. This Letter of Instruction is issued per references(a) and (b) to discuss specific measures
required to correct deficienciesrelated to your performanceas KMI Ope-ratingAccount Manager
(KOAM)in USSFORREST SHERMAN. Your performancehas been unsatisfactorysince
assumingthis duty in June 2020 due primarily-to a lack of being proactive and communicating
issues to your chain of command. This tetter is issued to documentand remedy these
deficiencies.
2. .Duringrecent events it hos becom:!ev.identthat -youare not -providingthe requisite·amount of

attentionto detail required for succe!,sfulmanagementand reporting of the Command's KMI.
Specifically:
a. You did not.correct issues wlth your keys and that of your alternate KOAM -
and you di.dnot attempt to resolve ttlem-asquickly·as .possible.
b. Youi:poorpractices that allr,weda KOAMalternate to take inappropriateactions leading

to a KMI incident. This ris;mdsecurityto .FORRESTSHERMANand integrity to the
vault
c. You failed to keep a meth:ulousrecord of •auditsof KMI COMSEC materials.
d. You failed to organize and lead an effective team.
3, I direct tha~you·take the followingcorrectiveactions:
a. Youmustmakea personalcqmmitmentto rededicateyourselfto being a Naval Officer

and a leader in FORREST SHERMAN.
b. By 15January2020 work w··

the KOAM programis fully reviewfd
and Milestones(POAM).
c. Ensure that all incidents, PracticesDangerousto Security and administrative

discrepancies discoveredduring the·review are reported appropriatelyin accordance with CMS- I
.'
SUBJ: LETTER OF INSTRUCTION
d. Give weekly reportson the statusof the POAM to include items accomplishedand way
forward through the chain of command.
e. Work as a team with the other KOAM•s to think ahead and walk through potential issues.
f. Work with CMC to identify a CPO mentor outside your division,to help mentor and
guide your on inter.Jctionswith your current divisional CPO.
g. You will suspend visits to USS HARRY S TRUMAN and Otherorganizations durjng
working hours to workon yourqualifications.You are free to conduct outsideworking hours
and once you complete my direction in para 3.b, you will meet with me to discussa path
forward.
4. Any further deficiencies 1nyour performance.and/orconduct ~ouldresult in punitive actions

and your dismissal fromFORREST SHERMAN.
5. This lett~r is designed to aid you in correcting deficienciesin your pelfonrtance:as described
above. ·The enti~ chain of command is available to ass.islyou in any way possible. l ful.ly
expect that you will conduct yourself in a manner that is conducivewiththeresponsibilitiesand
authQritythat I h11veentrusted in ·you. If you have questions or wish to discuss this or any other
matter furthe~. the Executive Officer or .I am always available.
Copy to:
ExecutiveOfficer
Senior Watch Officer
.2
USS FOR.RESTSHERMAN(DOG 96)
UNIT 100327BOX 1
FPOAE09589
1611
DDG98/CO
26 Aug.20
From: RREST SHERMAN (DOG 98)

To:
Subj: LET'TJ:ROF INSTRUCTION
Ref; (a) MILPERSMAN 1611-010

{b) JAOMAN O105
I. This.I.euer of Instruction is issued per reference (a) and (b) to discuss specific measures .required10
~()rrectdeficiencies related to your qualificatiqnprogression and perfonnance as a Division Officer.
2. Since your arrh:al ·I have hod several discussionswith the Wardroom where I s.tate<lmy e:cpectations
for qunlilicationsand watchstan~ing. O\'cr the past months yo_u1· progression has slowed ton crawl and
you havt:nol demonstrated the requisite effort or initiative you eam severnl required qualifications.
Specifically:
:i. Nothing about this j<ib is personal. A bud watch or a rough C\'Olutionis not a rel1clelionof your
qunlity·asa humnnbeing. and nc:edsto be.(nken as a lesson lcanicd. not a mnrk mudc. Do your best nut to
repeal mistakes. but don ·1 dwell 011mistakes for any lo'i\gcrthanthey arc useful to you. With the·amount
of.underwayti.meyou ha\'c:..you should be:s(gnificantlyclmrcr to qualifying Oflicer of' the Deck (OOD). I
do no1sec the aggressivt:ness in pursuil of c1uijlifo:ationsthnt I would be expected of a Di vision Ofiiccr
.s~king 10 cam her pin. You ha,·c had se\'cral opport\lnities to sch"-dule1tndtake an OOD Junior omcer
board and huvethus for foiled 10 schedule tine.
b. You were assigned ((J ClllllplctcDC ros 307. 308. 309. and Dt\'ision OlliC\.'fAtlont during
deployment which you did not complete.on time. You were assigned a new co111pletion dalt! orsJune
2020. You also foiled to med this deadline and you werl!ordered to h.we ii completed during Post
Operational Movement (POM) leave. U11acceptahly,you again failed to work on your quali'lications and
your DepartmentHead again set another deadline which you have not been able to meet. You have
acknowledgedtheses deadlines.and ha,·e still foiled to meet them. Other Division Ot1icers were able to
meet and g~t these qualifications ,v.i\hout~lli many t::<tt:nsiom;
as you hovt:been provided. This is
extremely disappointingns your Division Officer duties are minute compared to those who have
completed their qµalillcntions. It is clear that yuur qualificattbns are not n priority for you nor is direction
from your Department Head.
~- Whettyour role as a Division Officer changed to CC division you were tasked to become well
i:ersed-onCANES by your Department Head and finish turnover by JI July 2020. You failed to meet this
deadline and dragged your feet until 19 Augu~t2020 when you said you were ready to show your
Departm~ntHead that you have .assu.medt-heduties. Your failure to mel!lthis mark demonstrates to me
youdack of interest and dl'ive to meet deadlines and the sen~e of urgency requir.edto be an effective
Div.isionOfficer.
d. You were asked to take over the Cyber and CCC warf~re areas by 31 July 2020. You took until 7
August 2020 to conduct an ASA review and update the review on the depanmental 8 o'clock reports.
Warfarebinder management is core to divisionalresponsibililies and you need lo get on track wi_th
managingthe.~r<>gfi\111.
3. Regardlessyou.have been deploy.edonboard FORREST SHERMANfor six months anclhnve bee11

inporf for three months. In that time you were allotted significant time. yet 'I ossess your o,·crall le,\'elof
knowledgeand leadership ability as belowaverage. Based on my assessment of your proficiency,
leMc:rship,maturityand !eve.Iof knowled:J.eas a Division Officer and OOD U/I; at this time I do not
believe you.areon a clear pall) to obtaining your OOD qualification and subsequentSWO qualification.
You haYen.ote)(hibitedthe-maturityor level ofknowledge needed to be ~n OOD, and effective Division
Qffipcr, nor have you earned my trust.
4. The followingeon·cctiveactions willbe taken:
a. You-willcomplete DC PQS 309 by 4 September2020. DC 318 by 2:3October 2020, and AITWO

by 9 O1;:1ober 2020·. Yol~will schedule an 000 lJ/W JO board nnd complete~ JO murder board e,•ery
-weeklJlltil you pass.
b. Ev.eryweek you will brier me on the installationstatus of CANE$, and any concems/issues th.at
arise.
c: Y(,iuwill-speak10 the Plans and Tactics Officer about your wnrtiirearea binders, and everyweek
you will present Cyber and CCCbinders to him for review until it pasSc:> his criteria.
,----.,, S. Your actions, responses lO issues. and decision making ns n DivisionOffi~ermµs'timprove if you
expect to eam my trust and obtain increased responsibility oh the bridge. Failur:e to improve your
~rlQnnancenndconduct yourself professionallywill result iii your remo\'nlof from·theOOD
qualificationprocess, Surfuce \VnrfareNon-attainmentor possibly Detachment for:Caus.e(OFC) process.
6. Thi:; lcttcr·is dcsignc:d10 uid you in,correctingdefici1,mciesin your perfonnance as described above.
the en'tirechain of.conimnnd is available 10assist you in any way·possible. 1fU.l.ly expect you will
conduct yo1.1rsclf°in-a
manner that is conducive,with the.responsibilitiesand authority I have entnisted in
you. lfyou have questions or \\'ish to discuss fhis or any other mnHerfurther, the E.xecuti,·eOfficer or I
am always availnb1e.
Copy to:
ExecutiveOfficer
2
USS FOR~ST SHERMAN(000 98)
UNIT 100327BOX1
FPOAE09569
1611
DDG98/CO
11 Oct 19
From: ,-,..-r,___ • RREST SHERMAN (DDG 98)

To:
Subj~ I.ETl'ER OF INSTRUCTION
Ref: {ci) MILP,ERSMANI 616-080

(b) JAGMAN 0105
I. This Leller of Instruction is issued per references {a) and {b) to discuss specilic mcasur~srequired to
address your blatantly sexist comments while standing watch on the bridge in USS FORREST
SHERMAN(DDG 98).
2. Yo~r sex.islcomments in regards to women serving in the United Stc1tcsNavy created an unacceptable
hostile \v.ork-envir<lmnent on the bridge and within your watch team-. One of your p.cers.a female oflicer.
came forward with complaints about your abrasive comments nbm~twomen serving in the Navy.
Specifically;you stated ton fcmalcjunior officer that the Navy would be n belter organiza1io1iif women
we1'e1101aiiowed-ioserve and we went hack to all male ships. Your ignorant conunent is demeaning,
belittling, and not in alignment with·thc culture I am working to creme anc,Icurrent Navy core ,•allll~s.
Your w1professio111H ·bchavior will not be .toleratedand hns no place in t=OllRESTSHERMAN. This
behavior is toxic, it undermines good order nnd discipline on my ship. nnd it damages your own moral
authority.. I will not tolerate discrimination of any lcind! '011 my ship wc ·shal.lhiwc a culture of respect
professionalism,and inclusio·n. If you disagree with this. you arc free to resign your commission ·
immediately.
3. The followingcorrective actions will be taken:
a. You will write n (>00word essay·on the contributions of women 10·1hesuc,ccssof the United
States Navy. 10 im;ludc the contributions of Rear Admiral Grace I lopper nnd Admiral Michelle Moward.
This will be.submitted to the Executive omc~r by 17 October 2019.
4. Any fu11herdeficiencies in yot1rconduct could result in punitive actions and your dismissal from USS
FORREST SHERMAN (DOG 98).
5. This·letter is designed to .aid you in corrcx:tingdelideilcies in your conduct ns ~escrihed above. The
entire chnin of commnnd is available to assist y.ouin any :waypossible. I fully expect that you will
conduct yourself in a manner thnt is cQnduc,ivewith the responsibilities nnd E\llthorilyI hove emrustcd in
you. If you have questions or wish ·to discuss this or any other matter lurthcr. the Executive Orficer or I
am always n\'ailablc,
Copy Jo:
Executive Officer
DEPARTMENTOF THE NA\/Y
USS FOAAEST·SHERMAN (DOG98)
UNtT 100327BOX1
FPOAE·09589 16-1'1
DDG98ICO
27 Aug20
From: Commandin Officer. USS FORRESTSHERMAN (DOG 98)

To:
Sµbj: LETTEROF lNSTRUCTlON
Ref: (~) MILP-ERSM;\:N1611-01.0

(b) OPNAVrNST 3120.32 (Series)
I. This Letterof Instruction is intendedto fonnally document and address specifie measures
.requiredto correct deficiencies related tQ your unsatisfactory pcrfonnance.ns n Division Otlic~r,
Warfare Lead and as Morale, Welfare, and Recre~tion(MWR) Officer.
2. Your over.di perfomiancc has co11tinualdegraded since you were quatifjed a$a Surface
Wartal'eOfficer:. Th.e dcfide1\Qi'esin youi"perfor.manceure identified as:
a. Your petfonmmce-as u watchstander is in general. lack luster and watch bills have-to be
created to support your weaknesses. Ytiu,displaylittle command.presence and I qucsti(ln.your
jlldgment at times. The same goes to y,)t1rperfonnnm:c as a -DivisionOfficer. which leads you to
he one of the Di\;ision Officers l have drfficultytrusting. The TTWCS replacement POA&M
in July was.poorly developed and foiledto c.-oherently
yt.lU wer~ directed to pro.vi-de ~pture the
status of the replacement. It was returned to the Weapons Officei•to b~ r.evise<land I ha,·e still
yet to receive the req.ucsted·document.
b. On 17 August 202U.you were unprepared fol' n Strike Warfarc/Nm•alSurfac:;c.Fire

Support_-Progrum Review with the Plans and Tactics Officer {PTO)that was designed to-ensure·
your j)rl'1gramadministratlon wus aligned corr.ectlybefore the STW A, I inspection with ATG
scheduled in November 2020. l find it.egregious that y0u failedto ensure you were prepared for
an administrativecourtesy re\'iew, Once the detennination that your probit'amwas '•At-Risk"
was promulgated,_youfailed t'o follow up with PTO to schcduh~•llt'e-inspectfonof p~gram
binders as directed.
c. On 21.fAugust 2020 you were tasked to conduct a follow up warfare review \Vithme. The
slides you pl'es.entedto me were inaccurate, demonstrat.ingyou failed to fully gr.aspth~tequired
of
level detail and profes.sionalism1 expect from a Warfare L~ad. The very top of the very first
slid,ewas incorrect, which tells me you ·eitherdon·t understand the level afauention to detail
requiFedof Warfare Lead or you simply lack the required amo.untof care an,d protessionalism I
demand of an officer and progr@mmanage,r. You wasted my time and your lack of preparation
for a.200 program review points t'o a tack o.fprofessionalismthat is·unaccepta\,Ie.
d. Your-perfonnonce as MWR Officer since returning from deployment htls b~ below par.
Everything MWR related is a constant pull and what work you are directed to complete is
halfhearted and req_uiresrework. You fail~ to ensure that you an~·the MWR committee were
Subj'; LETTER OF INSTRUCTION
ready .tooffload the ship as directed -prio(to our arrival in the S.hipyard.The I00 hour plan wiis
promulgated and reviewed countless times, yet you had to be directed to offload MWR
equipmentwhen you failed to meet the established timeline. Regardless, of your desire to be the
MWR Officer you were assigned that collateral duty and t expect you as.a LTJG to execute them
to the best of your abilities..
3. AU .of your actions show me you do not grasp the most basic concepts of leadership and
~anagement. Even after multiple verbal counseling sessions, Letters of .Instruction,and
mentoring frommyself and other Oftlcers.J have seen little progress after being onboarq_for 2.4
months and two deployments. You·have previously turned a comer, during which your
improved performance resulted in your qualification as-Officer of the Deck (OOD) (Underway)
and.SWO qualification, but you have since reverted to bad habits. I find you are not motivated
to be an effective DIVO or SWO 1:1ndhave endangered my ability to recommend you to be a
DepartmentHead.
a. You will provide an updated and complete POA&M for review to the Weapons Officer
by 28 August 2020, and reschedule a full Warfs1reReview with PTO.
b. You will review the.administrative program ASA c\le~k sheets for all Weapons
Department progr;uns and onsure·your tellO\VDivisio1,Officers understand my expectations.
c. You willprovide an updated and complete POA&M for the TTWCS ·rcplacement to me
by 28 August 2020.
5. Any further defi~iencies in your performance and/or conduct could result in my

recommendingfor 11 Detachment for Cause, further punitive actions, your dismissal from USS
FORRESTSHERMAN (DDG 98):
6. This letter is designed to aid you in correcting deficiencies in your perfonnance as described
above. The entire chain .of command.is ~vailable to assist you in any way possible. I fully
expect'.that you will conduct yourself in n manner that is conducive with the responsibilities and.
authority that I hav~ entrusted in you. If yoll have questions or wish to discuss this-or any other
mat.terfurther. the Exec~1tiveOfficer or I' am always available.
Executive Officer
2
. . .
• ~ I , DISPARTMENT
OF THE NAVY
: ~...,-....._,
... ·USSFORRESTSHl;RMAN (ODO gs)
I .UNIT 100327 BOlt.1
i .· ....... FPOAE09569
.
'
'
.,...r· 1430
.DOG98ICO
16 May 20
Front . SH~RMAN.(DOG 98)

To:
Subj: LETTER D.F INSTRUCTION
Ref: (a) Ml:LPERSMAN 1611

(b) JAGMAN 01.05
(c) NAVEOTRA 43J'Ol~4G
(d) FSHINS,T 3000.1 (Serie.'-)
1. This Letter of Instruction is issued per reference ta) through (d) to di~cuss specific measures
t0 correctdeficienciesrelatedto your po(lf bridge watchstanding. Your perfonnance
1'equ,ired
has been unsatisfactory and this letter is 1ssut:d to-cfocum!!nt
these dcficienci~ and provide you a
path fur correction,
2. Yuur rctnO\;alfrom OOD (U/1) i~ du~ to your luck of matutity. self-contml, attention to detail
and level of knowledge, resulting in my inability to endorse your increased responsibility in
watch standing. When I have observt!<.l your ac,tionsthey ,Seemfor<:~dand driven by -theOffi<;cr
of the Deck, lllll those e>fa person hungry tbr incregsed responsibility and promotion.
Unfortunately.you have moved in the wrong direction in.obtaining yotjr OOD qualificuti'onand
sub,scque.nlS\.\1Oquul,itication. Spedticully:
11. Op 8 May 2020,whicl yuu were the.Cunning Officer duling·u RAS I reli\'~lyou due ll'>
poor ·stationkeeping. You have rnorc tha.nseven months of continuous conning e,-.pericncc
additional schooling and f still cannot.trust you to maintain station during a-RAS or any other
evolution without specifi<;and direct supervision.
b. On 9.May 2020, after being,di-spatchedby o~r fS[C at full speed to r.nakecontact with a
vessel requiting assistance yo" fpited to take prompt und aggressive action to ascertain her-stat.us
and the current Situation. You s_how~ no forethought or drive .to detennine.-what needed to
happen or ask why. You .slmplydid a radio check with them, showing you a.reno more than just
a passive watchstf\mJerwaiting to be told what to do·,vice an Officer that should be leading. ·
c, On IO May 2020, when came to lh·e hridge, you 'ignored rtlc instead of.provid'ingan
update to what events were.going on. You chose to continue your conversation with yQurwatch
team. vice acknowledging.me. In tum I removed you .fmm the bridge du~ to your sar9astic•
attitude. L;~terwhen I verbally counseledyo.u,yo·ustated that you did:not µnd~rstandthe
responsibclityof being an 000. You have attendC9multiple Navy schools specifically .to
prep.areyou to be an -000, been coodnuouslydeployed for seven monthsand are a.
CommissionedOfficer. I am completely dum_bfoundedin the fact ttiat you would Blake that
.,.......,
"---'
statement and do not understand the responsibilities ofan 00D. This leads melo h·avezero
co.nfidencein you as an ·Officer and as a bridge watchstander.
3. The following ~orrective actions wilt be taken:
a. You will be demoted to JOOD to help round out your exposure with different watch
stations in order to help provide you with a different perspective.
b. Consequently you have been onboard FORREST SHER:MANsince·October 20 l 9 and

have significant underway time dQeto the ships schedule, yet I assess your overall level of
knowledge as below average. Based .on my assessment and the input of your over iostruction
00D's of your p.erfonnance, proficiency, leadership, maturity and level of knowledge; at this
time I do not believe you are on a clear path to obtaining you.r000 qualification and subsequent
SWO qualification. You have not e>thibitedthe maturity or revel of knowledge needed to be an
000, nor have you eamed my trust.
4. Your actions, r'CSponsesto issues, and decision making must improve if you expect to ea.rn my
trust and obtain increas~ responsibility on the bridge watch team. Failure to conduct improve
your pe::rf'onnanccand conduct yoursl.!lfprofessionally will result in your removal of from the
000 qualification process, Surface Warfare Non-attainment or possibly Dc~chmcnt for Ca~e
(DFC) process.
5. This letter is designed to aid ¼'OUin,correcting deficiencies in your perfonnancc as described

above. The. entire·chair).of command is avnilable to assist you in any way possible. I fully
c>tpcctyou will conduct yourself in n manner that is conducive-with the responsibilities and
authorityI have entrust~ll in y~>u.If you huvc questions ur wish to discuss this ur nny other
matter further. the Executive Officer or I am always available.
Copy to:
Executive Officer
2
tJssFORRESTSHERt.itAN
(DOG981
UNIT 100327BOX 1
FPOAE.09569
1611
DDQ 98/C.O
9 Nov20
Prom: T SHERMAN(DDG 98)

To:
Subj: LETTEROF rNSTRUCTION

(b} OPNAVINST 3120.32DCH-1
Encl: (I) MentorLog
l. This Letter.oflnstruction (LOI) is issued per-reference(a) to discuss specif~cmeasures required.to

correct deficiencies in your performa_nceas a DivisionOfficer (DIVO).
2. You have not demonstratedthe requisiteeffort or initiative required to be a O[VO per

reference (b) and gained the trust needed to become an Officer Of the Deck (00D) •nd a Surface
W atfare Officer (SW0). Y-ourstrugglescontinue to call my·trust.in you into question. Spccilically:·
a. On 2 September 2020,-you.attemptedto meetwiththe Executi'veOfficer(XO)to ·'finish'' your

Division Ofti<;erAfloat Personnel Qualification Standards (PQS,)by getting tile last three line items
signed off. At that point, your qualification was already S days overdue per 1h,equafificatinnPlan of
Action Milestone (POAM) you signed and as assigned by the Senior Watch'Officer. The XO qiscovered
the{Cwere multiple Une items across numero·uspages.still in need Qf signature-.T~is demons_tratesa
profound lack of attentiop to detail and once again:wasteda senior officer's.time-dueto your fnabilityto
tmsureyou were prepar.edfor an event that you scheduled.
b. On 3 September 2020, after·being given guidancefrom your Department He«d (DH) to have
everythingready for a spot-check with me, you failed io ensure that the gradiog .sheetand Sailor
accomplishingthe spot check were present and prepared. You did not.ensure your Division was pre~,
aml when confronted with the issue loo~d to shift blame from yourself onto the Work CenterSupervi$Of
CS and others·.this is not the ownership, l~adership,and foresight e.l(pe(:ted
of a junior officer ready for
more tesporu.ibility.
c. You reviewed and signed a trac~er Withthe Senior.Watch Officer coillmittii:lgto .completing
Damage Control (DC) PQS 307, 308, and 309 in Se::ptember 2020. As of 6-N~vember2020, you have
schedule<Jboard$Qul ha:ve.not yet completed these·qualifications. Furthermore, you have not tt1kenan
active role in managingyour own qualificationsby communicating the status, issues, nndrequesting
potential changes with the Senior Watch Officer until·yo\J'·regiven ·repeated'd_i!:ectives
from·your DH to
doso.
d. On 26 October 2Q20,01 failed their Divisio~in the Spotlight (PITS) review dµe to t~ei'r~M and
PQS programs. Your Division's administratiol)scores from SK.EDwerethe lowest received in the year I
have been in Command. 25 ~rcent o( your Divisionwas missing PQS Indoctrination dates.
Additionally,Sailors were not assigned tnail)t.ei)anceand DC PQS whicli·are qualificationsthat are·cruci.al
are the comerstoncs rhat:everyol)ehas to be engaged for as
for the life of the ship, but most-import1cmtly,
we move into Damage Control MaterialAssessmentand Light Off Asses.smentwhich we caMot affordto
fail at.
3. AUyour actions show me that you hav.ean unacceptablecomfort Withwasting Senior Officer's time
and you do not grasp the most basic concepts of leadershipand management. Muitiple verbal counseling
sessions,Lettersof Instruction, and mentoringfrom other Officers have not corrected your apparent lack
of maturity,lack ofownership, shirking of accountability,and demeanorthroughoutyour time onboard.
Your lackadaisicalattitude managingyour own qualifications,your Division's qUalifications,personnel
must be correctedin or(ferto be successfulas a Naval Officer. You continue to display bad habits and
poorjudgementthat have endangeredyour OOD and SWO qualification. I find you are not motivatedto
be an effectiveDivision Officer. You have not demonstratedthe prerequisite aptitude,mannerisms.or
personalconvictionto be qualified as an OOD or SWO, nor have you earned my trust.
4. Therefore the following actionswill be taken:
a. You are directed to re~engagein your role as OI DIVO, and to correct the deficienciesthat have
been notedabove and in previous counselingsessions. In orderto give you the opportunityto grow in
these areas you are assigned as the OperationsDITS Coordinatorto assist the Department in managing
their personneland equipment tracking. You Willretain responsibilitiesas SW Warfare Lead and VI
Officer.
b. You are charged with meeting the following:
(1) With your WCS, you will completea SEER with 3MC or the Command 3MA by 18
November2020 in order to detennine the effectivenessof the maintenanceprogramand ensure a11
correctionshave be.enmade. You will completemonthly SEERs with the Departmental3MA or
Command3MA until the completion of the 3M AS-1 to ensure your program remains effective.
(2) By20 November 2020, you will provide a Divisionalstatus ofOl's personnel, PQS, training,
and CSMP to me through the OperationsOfficer..This is to ensure that or is prepared for the B.asii;:Phase
and to establishthe baseline of the rrumagementfor your Division.
(3) Your PQS 43241 LCPO/DivisionOfficer qualificationfor 3M is revoked and you are given.a
goal date of 25 November2020 to requalifyin order to re-familiarizeyourself with your duties within the
maintenanceprogram.Your board will be with 3MC.
(4) By 25 November 2020, you will provide to me through the OperationsOfficer a POAM for all
SW and V{ related checklists. A lack of focus cannot be applied to our warfare programsand this is to
ensure that you are looking ahead at all the requirementswe must satisfy for Basic Phase success.
(5) As OPS DepctrtmentDITS Coordinator,by l December2020 you will provide a POAM for
all divisionalhits noted in their recent DITS.inspections,current status, and path to correction and
maintainingthe standards of perfonnance.
c. You are assigned weekly mentor sessionswith LieutenantDerrick to discuss your responsibilities
as a Division Officer,Career and personal growth, habits, and a course of action to place yourself back on
a positivetrack. These meetings are to be document for my review when I deem necessary using
enclosure(I).
2
SubJ: LETTER OF INSTRUCT[ON
d. You are furtherdirected to meet each of the DH·to discuss how theytraclcdifferent methods they
use for trackingtheir responsibilities. D.i~cussthe administrativetools you willuse with your Department
Head to assist you in excelling in your new role during your f1rstassigned mentorses$ion.
e. You will·notbe considered for an 00D &.oarduntil the successfulcompletion of the taski~g abov~
and succe~ful.completion of your.DCPQ'S307, 308·,a'nd·309. Successful completionof qµalifi:cations
and the sutQessfulkadership and managementof you Di-visionare demonstratorsthat you are ready for
the increasedresponsibility that come~when ~ou are·the 00D.
(l) Any.further deficiencies in your performance and/or conduct could ~ult jn my

rcconuuendingfor SWO Nc,m-attai1u11ept. U1\derstandSWO Non-attaininentwillresult in JOUbeing.
processedas training attrlte and your namewill be forwarded_
to the Probationary·OffiC"er
Continuation
and:Re-designationBoard.
(2) Any further deficienciesin your perfonnanc~and/or-~onductcould,resij}tin punitive actions

and your dismissalfrom FORRESTSHERMAN,
(3) This letter is designed to aid you in correctingdeficiencies in your perfonnanc:e.

as described
above. The entire chain of command is availableto assist you in any way poss(ble. I ful.lyexpect that
you will conduct yourself in a manner that is conducive with the responsibilitiesand authority that l have
en~ruste<!•in
you. If you have questjonsor w.ishto dis · or lam
always available.
Copy to:
Executive Officer
3
Mentor log_
Date Topics Discussed SNM Comments Initial Mentor Comments lntltlll Senior Mentor Comments
. . . ......

USS FOaRESTSHERMAN(DOG.98)
UN.IT100327BOX 1
FPOAE09669
1611
DDG98/C0-
20 May2O
From: CommandingOfficer, USS FOR~EST SHERMAN (DOG 98.)

To:
Subj; LETTER OF INSTRUCTION
Ref: (a) MILPERSMAN-16·11-010

(b) JAGMAN oros
1. This Lefter of Inst~ction is issued per referenees·(a).and (Q) to discuss specific me~lires
r~u-ired to correct deficiencies.re.latedto ·yourperfonnance as HelmSafety Officer (HSO)
onboardFORREST SHERMAN. Your p~onnance.has been unsatisfactory and this letter is
is~_uedto d.ocumentthose deficienciesand•provideyou a path for correction.
2. On 4 May 2020, you failed to ensure all four Hydraulic Power .Units(HPUs) were startedand
in run prior to the setting of Maximum En~ineeringReliability before getting u,ndetwayfrom
anchorage.. As the HSO it is your responsibilityto ensure FORREST SHERMAN's steeringgear
syst~mand its su1>_port systems are aligned:in accordance with (JAW) Engineering Operational
Sequehci"ngSystem and my Standing Orders. You failed to ensure that all four.HPUs were
placed in run·IAW Standing Order 11. Additionally:
a. As the HSO you failed to have a questio.ningattitude and prop.erly-inspectthe Shjps

Control Console and verify that the HPUs:wereproperly aligned forgetting underway from.
anchorage. It is your duty_to verify that all four H?-Vsare.up to temperature, in run, and that the
"A" steering gear units are engaged as bri¢fed. Your failure to take your responsibilityas HSO
.seriouslyis unsatisfactory and leads me to ,questionyour level of knowledgeand commitmentto
being a key watchstander.
b. You.alsofailed to request pennissicmfrom the Officer of the Deck (00D) to restart 18

\:!PUto re.storesteering gear system redun(lancy. This passi:v.eapproachto your duties leaves me
tQ.b~lieveyou do not umj~rstandthe gravicyof the situation when the ship is operatingnear shoal
waters.
'3. The followin_gcorrectiveactions will be taken:
a. [ am removing your qualification:esHSO effective immediatelyuntil you earn lllYtrust,

demonstratethe appropriate level of matur(ty, a questioning attitude,·andattention to detail. You
shall begin·therequalificationprocess ;immediatelyin-the above reference,dwatchstation.
4. Your actions. level of knowledge,and attentionto detail must improve if you expect.to earn
my trust and obtai,nincreased responsibilily·onthe bri'dge.-watchteam, Faiture to improve your
perfonnance and conduct yourselfprofessionallywilJresult in your removal from the OOD

qualificationproces~,Surface WarfareNon-attainment,or possibly Detachmentfor Cause
process.
5. This letter is designed to aid you in correcting deficiencies in your perfonnance as described
above. The entire.chain of command is available to assist you in any way possible. I fully
expect you will conduct yourself in a mannerthat is conduciveWiththe responsibilities and
authority I have entrusted in you. If you have qpestions or wish to discuss.this or any other
matter further, the Executive Officer or I am always available.
Copy to:
Executive Officer
\_,,.
2
DEPARTMENT OF TH~ NAVY
,-.... USS FORRE~ SHE.RMAtHDDG9~)
UNIT100327BOX 1
FPOAE09569
1611
D0098/CO
30Apr20
from: I II U. I I l • • a :. • • ! ST SHERMAN{DOG98)
To:
Ref: (a) MILPERSMAN 1611

(b1JAGMAN0105
Encl: (I) Me11torLog
l. This.Letter of Instruction is issued per reference (a) to discuss specific·measu~s required to

correct-deficienclesrelated to watchstandini,
~. Since your arrival l have had several discussions-w,th all Officers where I stated qiy
ex.pe~tationsfor qualifications an~ watchstanding. Over the last two months I have been able to
observe ymir performance as Officer of the Deck, Under Instruction(000 U/1)and I ~ave been
disappointed. Specifically:
a. Nothingabout this job is personai. A bad watch or a rough evolution is not a reflection
of,your quality as a human being, and needs·to be taken !is a lesson leam~d.not a mark .made.
Do your b~t hot to repeat mistakes, but don't dwell on mistakes for any longer than they arc
useful to.you, Whenever you are questionedor make even a minor:mistakeyou -retreatinto your
sheli and become meek to the point that you speak so low I cannot hear you. It was ironic on 26
April2020, you snapped at the.Conning-Officerfor becoming.m.eek.and speakingtoo low as you
do. I also questiQn_yourability.to ~e~lwith stress, as I .feelyou cannot. Your·dec1sionto remove
yourselfas-a repQrtingwatchstanderdue to ·youfeeling "uncomfortaJjle" with the stress.of watch:
and not discussing.thatwith me shows that you lack the maturity to be on the bridge and that you
do not understandyour responsibilitiesas a·Naval Of.ficQ"and bridg~ watchstanders.
b, You st~y glued to the.radar andr~rely use binoculars to scan the horizon and look at
applicablec~>ntacts, which can only enhaoce.your situational awarenessand improveyour
decisionmaking abilities. During_mo~ of y.ourwatches. you never rais~ your 'binocularsto
assess the situation: y,ouremain posted on the radar and continue to_.rushto -makedecisions
without havi'ngall of the information.
c. You presume to have more knowledgethan you actually do and when challengedby
anyoneyoq !lhrink. Fundamental Jeyelof knowledgeis built in study and pra~tice. You have
repeatedlyfailedto answer.basic level of know.ledgequestions; you do typically go ,find'the
answers to my question·which leads me to question what efforts you ·haveput forth to truly
learningthis profession. You telling me tl'u:ltyou ha\'e never been down to..observe our helo
being traversed after five months of being deployed and hundreds of flight operations and then
telling me you don't know how Jong it talcesis very disappointing. We all have to learn and
grow to improve; part of that is adapting and changing, overcoming our weaknesses and
improvingour strengths.
d. I question your ability to work in a team environment and to lead a bridgeteam without
outside supervision. Watching you blatantly disregard one of your over instruct watches on
multiple occasions is disheartening, especially when they provide you sound advice and
direction. Additionally, your inability to communicate with me is disturbing and the fact that I
can hear what your over instruct watches tell you to say and then you say other things; tells me
th,Hyou are not focused and have little regard for what others are trying to teach you. Your
passive management style led me to remove you from CG Division and place you in a division,
which was more suitable for you to grow as a leader. Consequently, your passive management
style is manifesting itself on the bridge, which is contributing to some of your deficiencies.
3. Regardless, you have been deployed onboard FORREST SHERMAN for five months and
have significant and continuous underwaytime due to the ships schedule, yet I assess your
overall level of knowledge as below average. Based on my assessment and the input of your
over instruction OOD's of your perfonnance, proficiency, leadership, maturity, and level of
knowledge;at this time I do not believe you are on a clear path to obtaining your OOD
qualification and subsequent SWO qualification. You have not exhibited the maturity or level of
knowledgeneeded to be an OOD, .nor have you earned my trust.
4. The following corrective actions wiUbe taken:
a. You will be shifted to a different watch section to help.round out your exposure with
different qualified OODs in order to help provide you with a different perspective.
b. You have a mentor session with your Department Head every Sunday with your SWO
Logbook and enclosure ( l) to discuss the previous week's watches anddiscuss what lessons
learned you have incorporated. Your Department Head will initial each entry.
c. With the assfstance of your Department Head, you will develop a reading list of
references and have assigned study time where you will review the references in order to
increase your level of knowledge. During the mentor session mentioned above you will provide
a written list of topics you studied each weclcto your Department Head for routing to me.
5. Your actions, responses to issues, and decision making must improve if you expect to earn my
trust and obtain increased responsibility on a bridge watch team. Failure to improve your
performance and conduct yourselfprofessionally will result in your removal of from the 000
qualification process, Surface Warfare Norr-attainment or possibly Detachment for Cause (DFC)
process.
2
,,
,'.'f.
Su9j: LETTEROF INSTRUCTION
6. This letter is designed to aid you in correcting deficiencies in your perfonna~ce.as d~cribed
abov~. Tile entire chain of command is available to assist you in any way possible. i fully
expectyou will conduct yourselfin a manner that is conducivewith the responsibilitiesand
authority I ha:veentrusteg 'in you. If you have ques\ions or wi'shto.di_scuss·this or any other
matter further,the Executive Officer or I am alwaysavailable.
j
USS FORRESTSHERMAN-(C0G 98)
UNIJ 100327 BOX 1
FPOAE09569
1611
DD098ICO
6 Oct.20
From: . ORREST SHERMAN (DDG 98)

To:
Subj: LETTER OF lNSTRUCTlON
Ref: (a) MILPERSMAN 1611-0IO

{b) JAGMAN 0105
(c) COMNAVSURFOR INST 1412.7
Encl: (I) Letter of Instruction ICO SN dated 30 Apr 20
l. This Le!ter of lnstructiQnis issued per references (a) through (c) to commend you on your
work on qualifying as Officer of the Deck (OOD) (Underway) (UIW) onboard FORREST
SHERMAN. Asdetailed in enclosure ( l ), you had difficulties in executing duties as a bridge
watchstander,si·ncethen you have demonstrated the aptitude and the requisite level
professionalism of an 000 (U/W) and as a DiYisionOfficer. This letter is issued to rescind
enclosure ( 1).
2. You are no longer required to fol19wthe guidance in encloi:;urc(I). However, you are always
encouraged to seek mentorship. You are on your way to obtaining the Surface Warfare Officer
Qualification and 1 expect you to qualify,by 9 November 2020.
3. This letter is <lt:signetlto.<loc.\,ltnent-marked

improvement in ·your w~tchstandingabilities, The
entire chain of command is avaOablcto assist you fo any way possible. I fully expect you will
conduct yourself in a manner that is conducive with the responsibilities and authority I have
entrusted in you. If you have questions or wish to discuss this or any other matter further. the
Executive Officer or I .am always available.
opy o:
Executive Officer
. DE~ARtMENTOFTf,IE.NAVY
• •• ~~\-. ,I • ••. USS.FQRRESTSHERMAN(DOG98)
-UNIT10032180)1.1
.FPOAE.09.569
. . . .
1430
D0098/CO
12 Nov 19
From: . · ~T SiiERMAN (DDG 98)

To:
S.ubj; LETTEROF INST~UCTIQN
Ref: (a).MILPERSMAN1611
(b) JAGMAN OlQS
(d) 'fSHINST 3000.l (Series)
l. This Letteroftnstroction is issuedper references(a) through (d) to discuss specificmeasures

requiredto corre.ctdeficiencies.rell\tedJqyour inabilityto standa proper watchasOffig;r of the
Deck·(OOD) enboard,FORRESTSHER.MAN.You are.failing tomeet the requisite level of
aptitude and ·attentionto detail and train Qthersas 000 Ofnderway)in accordancewith reference
(c) and (d). This letter:1~issueiJto document and remedy these deficiencies.
2. On l NovemberZ0l 9 as 00D (Und~rw~y)it) the-A.rabianGulf, yoµ a;id·your-wittchteam

made a sequenceof poor decisionsregar.dingthe flight operationschecklist. You and your
watchteamm~glectedto followthe flight.o~r.ationschecklistin accordance.with reference(c).
Your 00D (Under Instf\lCtion)(U/l}requestedpermission for enginestart from myself without
bringiqg the propulsion plant to split plant in accordancewith the checklist. 'When questioned
you.and your wat~hteamgave·no reasonableexplanation for the decfsion and then.called CCS
for split plant. Upon iny review of the checklist, I observed an "NI A" present in the split plant
.block. Again,when question~ about not having pennission, nor aufuorizafion-to mark not
applicable~you and-your watchteam had no c\llSWer, nor a reason why you made the dec•sion.
Affer bringing.the plant to ~plitpfant, yo.urlJ/1ask~ for the deck and engine start. Again, I
,review~ the checklistan4 noticed your team had not maneuveredthe ship into the seas and
winds, as required. When questionedyou had 1'no excuses"for not following the checklist. You-
and you U/1were immediatelyrelieved from the watch for disregardof my directives and
instructions.
3, As a correctiveaction, the·followingactionsare required for you to r.etumto bridge watch:·
a proper
a. Copdq,cttraining with each wafchteamon your incident and how to•COQduct
watch. ·
b. Remain1nthe position as 00D (U/1)unti'lyou have .regainedmy :trustand proved you are
readyto resume.the t¢sponsibilitypfleading a watchteam.
Subj: LEITER OF INSTRUCTION
4. Failure to conduct yourself in a professionalmanner and follow my directives and

instructionswillmost likely result in myinitiating the Detachmertt for Caµse proces$.
5; This lett~ris designed t9 aid you in correctingdeficiencies in your perfonnance as described

abov~. The entire chai"nof command is available to assist you in any w~y possible. I fully
expect you will conduct yourselfin a mannerthat is conducivewith the:responsibilftiesand
authority I have entrusted in you. If you.havequestions or wish to discuss this or any other
matter further, the Executive Officer or I.am always available.
Copyto:
ExecutiveOfficer
Senior Watch Officer \__.,
2
USSFdRRESTSHERMAN.(DOG98)
UNIT100321BOX1
FPO AE 09569.
1611
DDG9SICO
II Oct 19
Pro1i1: T SHERMAN (DOG 98)

To:
Subj: U:ITER OF INSTRUCTION
Ref: {ct)MILPERSMAN
16-16-080
{b)JAGl'y1AN
010.5
I. Thi~ Leller oflnstruction is issued perref~rences .(o) mid (b) to discuss specific measures required to
nddress your blatantly sexist comments \\'hile standing watch on the bridge in USS FOlUU:ST
SHERMAN (DOG 98).
2. Your sexist c.omnients in regards to ,vomcn serving in the United Stales Navy created an unacceptable
hostile work environment 011 the bridge and within your watch team. One of your peers, a female officer,
came forward ,,;ith complaints about your abl'asivc.commcnts abo~t women serving in the Navy.
Specifically, you .stated .to a female jun'ior officer that the Na,•ywould be a beller organi;,.a•i<m
if.wumcn
were not allowed to serve and we went back to alI male ships. Youf ignorant comment is demeaning, .
belittling, and nofin alignment with the culture I am \\10rl<ingto create and current Navy-c9tevnlues.
Your tlnprofcssion.a(beha:vior will-not be l<:llcrntcd ai1d.has no pince in J=OR!lESTSHERMAN. This
behavior is toxic. it undcn11itrcsgood order and discipline on my ship. ancl it damages ·your owil moral
authority. I will not tolerate dhicriminationof any kind! On my ship we shall. haven culture·of resp~t.
profcssionillism.and inclusion. 11'you disagree with this, you arc .freelo rcsigt,t }'.Ol(r
oommisslon
immediately. ·
3. Tu·cfollowing-co.rrecti,1e actionswill be token:
a. You will. write a 600 word essay on the contrlbuiions ol' women to thi; s1,1cccss
of the United
States Navy, to include the ccmtributiorisof R•~arAdmiral Grace Hopper-and Admiral Michelle Howard.
This "'ill.be submitted to·11rc~xecutive Officer by 17 October 2019.
4. Any further d~fici~ncies in your condoct co~lldresuh ·in punith•e·nctionsand your dismissal from USS
FORRESl'$.HERMAN(DDG 98).
5. This letter is ~csigned to aid you in correcting deliciencies in your conduct 3$ described above. The
entire chain of command is 11vailablc\o i1$Sisty.ouin any way possible. I fuliy expect ·that you will ,
conduct yourself in a manner that isconduci\'c-wittrthe responsibiiitics and authority I have entrusted in
you. If you have qu<..-stionso.r wish to discuss-this or-any other matter furtlrer:.the E.:<~uti,·cOfficer or I
nm always available.
Copyto:
Executive Officer
USS FORRESTSHERMAN{DDG 98)
UNIT 10032.7BOX 1
FPOAE09569
i 611
DOG 98JCO
1'8Mai•20
From: - • t t ERMAN (DDO 98)

To:
Ref: (u) MILPERSMAN 1611-020

(b) JAGMAN 0105
(c) NAYEPTRA43101-4G
(d) FSHINST 3000.1 (Series)
Encl: ( I) Mentor Log
I. This I.cttcn1f l11struc.tionis issued per rcfcrc-ncc(n) thmugh (cl) to discus:; sped ti~ mc~1surcs
n:quii'ccltp corn:ct <.lctidencies related \ll your pt>orh1i<lgcwatchstamling. Your pcrfornrnncc
hos hccn unsatisfactory nnclthi!; fcttcr is iss.ucdlo document thc:;1.:
deficiencies i1t1dprovide you a·
path 1hrcurr1.:ction.
2. Sped fo.:ally:·
a. Since hdng gi\'cn the opportunity to stand Officer of the Deck (Under Instruction). yllu
hm·c r\!grcsscdin your pn>grt:~sionas an OOD. Your I:cpm1s ha,·c been hccl)inc lcs,-:thorough
uml !Mnctimei;lm:k vital infbnnalion. I lum: hnd IOpull operational inliirmation that )'llUarc
n:quircd tu rcp1.1rttu me, Additionally. you foil to properly n:p,111infonuation lo your Q,·c.:r
lnstrudiull OQD. Your demeanor and luck of cu111111unicuti,ln is unprofcssi,,nal und not to my
standards. Your dcdsiun on IO March 2010 mlt folhH\'my specific instrlll:tiuns tu execute
steering checks and compass checks in a s1,cdtk order an<lnot hu\'ing the foresight to call me
when you d~ddcd ·tl'l change my llrdcrs is disturhing. 11,csc attrihut!-:Snrc not indicative of a
person demonstl'ating the a!;,iJityto become the next Otfo.:cruf the D.t:ck.
h. I question your ability to work in a team cnviromn~111 and to lead n hridge team withuut
outside !.upcrvision. Suhordinate watchstandcrs.havc commented on your inability to help them
or provide u·scfulnnd effective trnining. Without the ability t1) cltive a prµblcm or show otherli
how tu s,lh·c theirs, hilw \\;ill you earn my trust as 0OD? Additionally. I hu\'c nuted irnd others
have coinmt:nted on you 'inability to accept critkis111. We nil huve to learn und grow to imp'rO\'e:
part of that is adapting and changing. o,·crcoming our weaknesses and impro\'ing our strengths.
c. You presume to have more knowledge than you .ictually do. Fundamental level of
knowledge is built in study and practice, m1t trying to nish through u qualificution. You han:
rep1:atedlyfoiled to answer basic level of knowledge questi,ins. you do lypically go find the
nimn:rs It) my question which leads me to question what efforts you have put forth to truly
lt.-amingthis rrofession. Your poor perf'brmance at 'IW'oJunior Officer Murder Boards shows
your lack ,iff cl11nmitmcnt to professionul leamin~ that is require!<lto be a sllCcl:1\sful OOD.
f
......-..,,
3. Consequ¢11tly yo.uhave beeh onboard FORREST SHERMAN since Novc1nber2018 and are
on your second deployment and'have sign.ificant underway time due to·the ship's schedule. yet L
youron:rall level .ofknowledge as .belowaverage. Based on my assessment and the input
asS<.-ss
of your o\•erinstruction ooo·sof your perfo011ance ..proficiency. leadershi'p,maturity;and level
of knowledge;at this time I do not believe you are on n clear path to obtaining your OOD
qualificationand subsequent SWO quaJification. You h~'ie·not exhibited .the·matufi.tyot lc,:elof
knowledgeneede<Ito be nn OOD. nor have you earnedmy trus.t_.
4. The following correcti\;c actions wilt be taken:
a. You will be demoted to JOOD with the Navigator ~s your GOD to ensure n base
.if I feel yt1u
foundationof knowledge-is built. One!'!you ha,·c enmcd his rt1com111(:ndatip1rnnd
·ha\'c od\'anced appropriately I will •reassignyou as OOD (U/J).
h. You will have a mentor session with t!1eSenior Wutch Ofticcr-'tVcrySL1nduywith yl1m·
SWO Logbooknnd the·utlm.:hcdmentor log to di:;cus~the prc\'ious week's watches and discuss
what Jessons-lcurncdthnt -youhave incl11,-,Mated.The Scnioi: Watch Otliccr will initial each
watch entry und sig11your mentor log.
c. With the-assistance of the Senior Wutd1 Officer )'<llt will de\'clop 1.1reading li);t of
rl!'tcrcnccsnnd huvc.assignctl study time \\ihcrc you will rc\'icw .the references in order to
r-. increaseyour level of knowledge. Our,ingthe mentor session mc,i1tibnabo\'c YOll will provide a
·written list of topics-y0u stmlicd each week to the Senior Watch Ot}iccr ti:irrouting to n,c.
5. Yt1uructions. rcsr,onst..-:.to issues. and d~dsiun making must impro\'c if you expect tu earn my
tnu;t. Rcs11r<llcs.s.your cun·cnt positillll rc~1uircsyou to he acti'vclycng?gqd Hlthe best t1t your
llhiliticstl1·ohtuin}\lUI' OOD letter und SWO quuli tkation. Failure to itnprll\'C your pcrtimnuncc
11ndconduct yoursclfpmtbssionully will result in ;>,'<.iur rcmo\'al nf frnm the OOD qunlificatillll
·surface\Varfor.cNon--mtninmcnt.or pllssibly Detncbmcnt'for Cause (OFC) fjr(lccss.
pr,;>ct.-ss.
<1.This Jcttt..-ris designt.'tlt() aid y()u in corrccfing <lcficicncicsin yuur perfonuancc as d~cribcd
ubove, The Gnt,rech~in of conm1an~ is uva.Uableto _u.-;sist y()u in ui1y,,·nypossible. .Iful-ly
cxp.<..-ct
you will c.onductyourself inn munnetth~t is cundui;i\'c \\1rth the responsibilities and
outhority I have entnistcd in }'l)U. If you ha\'e questions or wish to discuss this or any other
matter further.the Executi\'e Otli,ceror I nm al.waysnvoiloble.
PY o:
Executive Officer
Senior Walch O fti'i,:er
2
DEPARTMENT OF THE NAVV-
uss FO~REST SHERMAN (DOG 98)
UNIT 100327BQX1
FPOAE09589
I6 I I
DDG98/CO
;l2 May20
from: 11111;11, ea · ••·- T SHERMAN(DDG 98)

To:

(b) JAGMAN 0105
l. This Letter of lp.struction(LOI) is issued per references (a) and (b) to discuss speciijc
measures.required·to correct deficienciesrelated to your perfonnance as First Lieutenant and
Officerof the Deck (00D) onbo.ardFORRESTSHERMAN. You are failing in.your duties
primarilybecauseof a.lack of initiative, inadequateplanning,disol'ganization,and blatant
unwillingnessto take corrective measuresfrom orders and advice given from multiple levels
within the Chain of Command.
2. The deficienciesin yo1,.1r

perfonnance are identified as:
a. You failedto complete the assigned·correctiveactions ordered by me in your 18 March

2020 LOI and have not shown any attempt to heed the advice and counsel of your Department
Head, displayingan unac~ptable-disregar.dfor authority and unwillingnessto grow and adapt
that is necessaryof an officer and leader.
b. Y:ouhave not displayed the drive, initiative, and ownership to successfullylead your
divis'ion. You failed to plan ahead for assigned tasks, track progress, and have consistently failed
to meet deadlines.
c. You have failed to follow directio~. shown a severe lack of knowledgeon watch, and
failed to functionas a member and leader of yaur watch team on the Bridge.
d. Specifically:·
(1) On multipleocc,asionsyou have failed to follow my explicit ~irections and execute

the forethou_ght
n~essary of an 000 responsiblefor the safe navigation ofmy ship and
eitecutionof duties assigned to FOllREST -SHERMAN.
(2) On 16 May 2020, you failed to properlyprepare for a pre-SelectedRestricted

Availability(SRA) walkthrough with me, ofjobs relating to OD Division and the Warfare Areas
under yoi.ircognizance. You displayed a poorunderstandingof the major work that was
scheduledto be conducted in your spaces,took no initiative to find out the status of long le.ad
time materials,and had no understapdingof the scope of work r&[uirements. You were clearly
unpreparedalthough you Jladan e~tra two we~ksto prepare due to,our oper:ationalschedule
which demonstratea lack of i'iljtiative,peer attention to detail, over~nfidence,•and lll1
unacceptablelackadaisical attitude.
(3) On 20 May 2020, when asked ·io produce your tnentorship log as set forth in a written
order from your 18 March 2020 LOI, you had nothing to tum in because you did not follow my
explicit writtenorders to you. I find this unsatisfactoryand a sign of blatant disrespect,disregard
for myauthority,!Uldclear evidencethat you do not take correctivemeasu'i'tsseriouslywhen
theya~ designedto assist you in strengtheningidentified weaknesses. ·
3: The followingcorrective~ction~will be taken:
a. I am removing ALL of your qualificationsto include Officerof th~Deck,flelm Safety

Officeraqd Basic Oamage Control. You will immediately begin th·erequalifkati0n·process for
allremov~ qualifications. This includes·getting ·everyPQS line item resign~dby a qualified
individual.
b. You WILL performweeklymentor sessions witn UteOperat1onsOfficer.. Failur~to obey

this ord~t WILL result in further administrativeand puniti_veactions.
c. You willprov1dea tracker of all of your SRA work items and parts to the Operations
Officer weekly.
4. Your actions, responses to issues, and decision making mqst improve.ifyou expect to regain
my trust. Failureto. improve your perfonnanceand conduct willresult in a SurfaceWarfare
Non-attainmentor possibly Detachment for Cause (DFC) process.
5. This l~er is designed to aid you in cortect.ingdeficiencies in your per.fonnanceas described

above. Theentire chain of command.ts availableto assistyou in any way possible. I ·fully
expect you will conduct yourself in a manner that is conducive ~ith the re~ponsibilitiesand
aUthQrityr have entrusted in you. If you have questionsor wish to disc1,1ss this or y other
matt~ further,.the Executive Officer or lam always available.
Copy to:
ExecutiveOfficel'
Senior Watch Offic~r
2
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-3119301•306BasltOC 21SEP20
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::1121307Adv.DC board en 21122SEP.
23Sl;PZO Signatu,u
13122308Team Leader frishtdw~board.
13U3309 M\'. CBR
13124318 Locker Leader Aulhor.
13241P301 Maintenanc, ZIS£P20Faihdlils, boardon
$3523301Craftsman rrseP. Ml,oarding
Z3SEPZOMNCllRboaid
U2~1P 30l FlPPO Z3SEP20
'3241P ~3 WCS
43l41P304 LCPO/OIVQ
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43387301 se,
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.43152306SM801ltO
'13101·3301SWOENG
43492306 Helm/Aft
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3152 301 lfo~/St~th't

3120 302 LineHandler
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IAut:tao_r:
21SEP20 Awaitinga board on 21/22SE?.
23SEP20 Si~natu~ finfshed.awaitingboard.
260CT20Boardedwith DCl,av,allngboard with DCA
260CT20.completed ·
'24NOV20 PQSnot completl!d~s previouslyrep_orted,
,43119 301-306 Basic DC
1
qualified6n 17NOV20routed to SWOqo 24NQV20
4311~ 3Q7Ady, OC
1~3,.!9308 Team.Leader
43119 309 A~v. CBR
kerleader Author:
:43-241p301 Maintenance fa!lec:Ifirstboard on 17SEP;reboardlng
21SEP20
A.DVCBR-board
23SEP20 2JSEP20
4352:3301 Crafts,man
260CT20Boa~ with DCl,a~ng board with DCA
·i~1P302 RPPO 300CT20passedboardwith I~ ups.
P303'WCS
Author:
i:t,,
269CT20wo~ng on gettlngsignatures.
. ·•Autttor:
.aear1ngbarrelsupby 21$~0
~1SEP20expectto complete
I
Author:
2lSEP20had a JO board on08SEP20,need to reschedule.Needto reschedµleSWOti~ line.
30Qq20 reported that he completed pa,t 1 of 2 on his JO baord.
04NOV20·passed second part of JO boafd
16NOV20 OHboart!struggledin manyareas;did not knowOPSor CSOquestions. Didnotlookup
materialas.directedprior to DHboard.f"ovedto continueb/c COwantedto:seeboant befofe
TfianksgMng.w~ Directed.tQ: speakto each departmenthead and report backto csobefore
I20N0,✓.20,
.•K 1.64 20NOV2P cameto d~ lookupswith cso, cl(ldmitted tQ not attemptingto .lookup anymall!rtal,
wasse,itaway, Oldnot report if he spoke to al DH's.
30.3OODU/W
24NOV20spol!e t.oesp;U>outtime.forlook ups.wasableto n'ieettt,e minimum.
114D
RECORD
OF ENLISTEDCOUNSBLING 9-Sep-2020
PRI~ACY ACT STATEMEN~

The authority for requesting the'(ollowin~ 1nformatton is contain~d in 5 U.S.C.
sec~ 301, 1'0 u.s.c, 5941, 44 U.S.C, sec. 3101, and Exequ.tive Order No, 9397.
This information w.i:ll be used to doqul!lent .quality force counseling aetions not
presc.tib~d in other directives·. Department of the Navy personn·e1 may also use
the informatior, for eva1.uation.s and determina.tlons in dlscf.plinary, pupitive
and/or administrative actions. Disclosure of this infonnation is voluntary.
FORCOUNSELING
REASON
ii l!l.'RJOIIMMICS Iii llUKIISJBU.UXU. □ Olllll!I-.ADVMCDlllft'
□ IRIP1'0ft OI' DaPDIDSl!H [J l'llmln DiDanD111118 ii, ~ ll&IIAVI0a
□ CXllil!II
!&pacify)
.REASONS
WH!CH
'CAUSED
THECOUNSELING
REQUIREMENT
1 aeec,ifio data, Ito,)
~ ON 09S ailed his JO SWO B9ard due to lack of preparation. Jt was apparent
.that did not adequately-prepareaM take advan~gc o( his POM and ROM time
~fficientlyt9 9e-_ready
f~r the proCC$S. With his PRO approac.hingarulthe timingotschools and the
r yards, finishing his ~WO qualification n~ to be of b,ighest concern.
,,.--..._
I 1616/25 (5-90)
NAVPERS NSN0106-LF-010-1000
DEPARTMENT OF THE N'AVY
·uss'FORRESTSHERMAN(DOG98)
UNIT 100327 BOX 1
FPO AE OS.569
161 l
DDG98iCO
20 Oct 20
From: .. • · T SHERMAN (DDG 98)

To:
Subj: LETTER Of JNSTRUCTCON
Ref: (a) MILPERSMANl.6l l-0I0

(b} JAGMAN0I0S
L This Letter of Instruction {1.0() is issued per references (a} imd.(b), to discuss s1>!:=cific
measur~
requiredto correct defici~ndes rehned ·10 your quaHficntionprogression.
2. Since your .atdw1ll hil\'I!hnd se.,·eraldiscussions with tht Wardr(1omwht.'t:cI stated my expectations
for~unli(icationsnnd \\'atchstnnding. Since your previous LOI, your qualification progression has been
slowed almpstto a completestop. You h,we not demonsmued the requisite effon or it1itia1h·erequired to
becomea Sutfate WarfareOfikcr{SWO).
~- Specitically
n. NothinJ,!about thisjob is personnl. A bnd watch m n rough 1.•volutio11 is not n rctlcction of your
qunlityns a human being; and·needs to be taken as n 1~-ssl)n l~rncd, not n·nmrk made. Do ).'Oi.tr best not to
repeat mis1nkcs,bl~ldon't <lw~IIon 1111stnkes tbrnny lon¥erthnn the}' nre u:11:!t'ul
to you. With the nmount
of time you ·ha\'eonboard rmd es.1>.erienc.e);µlihedon two deployments,you should be signilicrmtly.closer
to qualifying SWO. I do not see the nggr-'c:ssive11essin pursuit ofqualificalions that I \\·ould be ¢Xt>cch:d
ofa dM~ion otliccr seeking to ea111his pi11.However. your clforts tot your WarforeArt!~snrc abon?
11\'ei1tg~. und makei me wonder \~hnt is at thc,n.nturcof1f1eissue.
b. You ·weregiven a cl~r path on 2 J1,1ly

1020 to requallty SWO ~ngiqecrfog n11d then procec~ to
woi:ktht0l1ghthe SWO qualification pipeline. You squandered the study time afforded you on lca\'e,
tailed to study and disc,ussEngineering concepts with CHENG and MPA anytime in the month of July;
whfchresulted in.a.delayed requnlificationdale of 181-\ugust2020. Si11ccthat tin1e.you have en)y
scheduledone SWO Junior Officer (JO) Boc\l'.d·on '8$cpte111ber;2020.which )'OU failed (Jue to lack of
preparation.A~ditionally,you did not disc\1~swith tbe Junior Offkers what infom1ationwould be
expe¢tedon ihe JO murder.board.
c. Yo1,1
w~re assigned to con1ple1eDC PQS jQS, 309, and 3 l8 in add.itionto others when you ch~ked
onboard. During two deployments, a sustainmentperiod. and II yard period you failed to complete the
PQS, which .in totalwould only take se\ien weekstotal. Your consistent excuses
will no longer be tol~rated. Other di\'ision o(ficers were·ableto meet and get these qualitications without
as ti1anyexceptions as you have beenprovided. It is clear that your qualific11tionsare not a ,priority for
you.
d. On 25 Au~st 2020 }.'OUsigned affinningyou wjlt complete your DC PQS 308 and 309 by 26.
August'2020. Not only did that due date pass without completion, but you failed to update the Senior
Watch Officer. With repeated reminders frotu your Department Head (DH) .itSlill took.you.26 days, until
21 September 2020, to upclatethe Senior Wa~chOfficer and discuss your qua_lificationpath.
YQurlast 1.1pdateto the Senior Watch OOicerand yo~r,DHwas on 23 September2020and there•is.still
not update or progress on yot!f DC PQS.
e. On.9 October 2020, you weree:<pecte,d'to 1'avea second $WO JO murderBoardbut cancelledat
toprep,are. When yollwere ~i,.:enan
the last min\nebt;9auseyou did noJ feet·read5•and did notrtin_,g
additional30 day~,~ou failed to manageyourtime adequatelyto.study4ndependentlyand:agaitJ,did nt>(
di,iicussany materialof the board with the SecondTour Ojvis'ionOfficers.th,lllare willingto help you get
~hroughyo1,1r mi.le~.tonequµlificatiol).
4. Regardless,you have been onboard FORRf~STSJ:,JERMAN since No~·ember 2018 ;tnd two
Jn that ti1ne you ha,{ebeen allotted significant time to studyand prepare, yet 1&ssessyour
g.eploy11,1ents.
o,•c~lllev~I .of knowledge as belo"· a,·crtig~. Basedon my assessmentof your proficie·ncy,leadership1
maturityand Je,·elof kno,,•ledgc·asa di\'ision offiCl!r: nt this time I do not belie\·eyou are on n clear p.nl11
to obtainingyol)I' SWO qualfticittion. You hiwe 1101exhibited thematurhy or le\'el of knowledge.needed
to be a SWO ttlldan etTectiVeDivi$'i9nOfftcett
S.. The follo,\'illgcorrecti\•eactions will be t~ken:
a. You wili complete DC PQS 30.8and 3,09-by26 October 2020, DC 318 by 30 October 20i0~and
ATIWO'by 13 Novcmb·er2Q20. You will schedulean SWO JO murder hoard and complete ~JO murder
boarpc,·eryweek until you pass.
b. Upon completing a SWOJO murdc.rboard rour DH board will b~ one \\'~ckl&teri,nd your
CommandingOfficer b()nrd"'ill be·two weeks fromthe completion of the SWOJO board.
6. Your actions.,r~ponse.~.to issues, and decision makiqg as a Division Officermust il)lpro,:eif >461.!
expectto qualify as a SWO aod succeed in the fututc. Fn-ilureto improveyour performanceand conduct
yourself professionallywill .result.inyour removalof fromthe SWO.qualificatiou process and,,,Surfoce
WarfareNon-attainment.
7. This ,letteris designed to,aid yoLIin correctingdefi!:ii~nciesii}your perfotmanceas dcscribe<l.a~o,'e,

The entire chain of command is cM1ilabJeto assist.you in any ,vay possible. I fullyexpect you·will
conductyo.urselfin a manner that is conducJ~•cwlth the .r~sponsib.ilities t1ndauthorityl have entrustedin
you,. If you ha~•equestions or wish to discuss ihis or rmyother matter furth~r.the ExecutiveOfficer or 1
am always il\'ail~blt.,
Copy to:
ExeeutiveOffi,cer
SeniorWatchOfficer
2
Registration: RegistraionName
Unit: USS FORREST SHERMAN (DOG 98)
DEOCS Commander: Frank Azzarello

Survey Administrator:
US.DEPT OF Survey Dates: 2020-11-02 - 2020-11-23
DEFENSE Group Name: All
Comments
ORGANIZATIONAL EFFECTIVENESS
.,,--....
Cl ...
Unit: USS FORREST SHERMAN (ODG 98)
US.DEPT OF
DEOCS Commander:
Frank AzzareUo
DEFENSE Survey Dates:

Group Name:
2020-11-02 - 2020-11-23
All
(b) (5)
(b)(5)
(b) (5), (b) (6)
(b) (5), (b) (6)

U.S.DEPTOF
DEOCS Commander:
Frank Azzarella
Survey Dates: 2020-11-02 - 2020-11-23

(b) (5), (b) (6)
(b) (5)
(b)(5)
(b)(5)
Unit: USS FORREST SHERMAN {DOG 98)
DEOCS
Commander: Frank Azzarello
US.DEPT OF
Survey Administrator: rmmllll
Survey Dates. 2020-11-02- 2020-11-23
(b) (5)
Unit: USS FORREST SHERMAN (DDG 98)
US.DEPT OF
DEOCS Commander:
Frank Azzarella
Survey Dates: 2020-11-02 - 2020-11-23

(b) (5)
a
US.DEPT OF
DEFENSE
DEOCS
Registration:
Unit:
Commander:
Survey Dates:
Group Name:
RegistraionName
USS FORREST SHERMAN {DDG 98)
Frank Azzarella
rmmllll
2020-11-02 - 2020-11-23
All
{b)(S)
Unit USS FORREST SHERMAN (DOG 98)
US.DEPT OF
DEOCS Commander:
Frank Azzarello
Survey Dates: 2020-11-02 - 2020-11-23

Ct
Unit: USS FORREST SHERMAN (DDG 98}
DEOCS
US.DEPT OF
Survey Administrator: rmmlll
Survey Dates; 2020-11-02 - 2020-11-23
.._
C,
U.S,DEPTOF
DEOCS
Unit:
Commander:
Survey Oates:
Frank Azzarello
mm.
2020-11-02 - 2020-11-23
DEFENSE Group Name: Atl
a
US.DEPT OF
DEFENSE
DEOCS
Registration:
Unit:
Commander:
SuNey Administrator:
Survey Dates:
Group Name:
RegistraionName
Frank Azzarello
tmmllll
2020-11-02 - 2020-11-23
All
US.DEPT OF
DEOCS Commander:
Frank Azzarello
Survey Dates: 2020-11-02 • 2020-11-23

(b) (5)
Q
DEOCS Commander: Frank Azzarella
US.DEPT OF
Survey Administrator: rmmlll
Survey Oates: 2020-11-02- 2020-11-23
(b) (5)
U.S.DEPTOF
DEOCS Commander:
Frank Azzarello
Survey Dates: 2020-11-02 - 2020-11-23

EQUAL OPPORTUNITY/EQUAL EMPLOYMENT OPPORTUNITY/FAIR T'REATMENT

(b)(5), (b)(6)
Registration:
C,
RegistraionName
DEOCS
US.DEPT OF
Survey Administrator: rmmllll
2020-11-02 - 2020-11-23
DEFENSE
Su!Vey Dates:
Group Name: All
EQUAL OPPORTUNITY/EQUAL EMPLOYMENT OPPORTUNITY/FAIR TREATMENT

U.S.DEPTOF
DEOCS Commander:
Survey Adrninistrator:
Frank Azzarello
Survey Dates: 2020-11-02 - 2020-11-23

EQUAL OPPORTUNITY/EQUAL EMPLOYMENT OP·PORTUNITY/FAIR TREATMENT

Unit: USS FORREST SHERMAN ( DDG 98}

US.DEPT OF Survey Dates: 2020-11-02 - 2020-11-23
DEFENSE Group Name; All

Unit: USSFORRESTSHERMAN(DDG9�
U.S.0EPTOF
DEOCS Commander:
Frank Azzarello
Survey Dates: 2020-11-02 - 2020-11-23


Ct
U.S. DEPT OF
DEOCS
Unit:
Commander:
Survey Dates:
Frank Azzarello
2020-11-02 - 2020-11-23
EQUAL OPPORTUNITY/EQUAL EMPLOYMENT OPPORTUNITYfFAlR

• TREATMENT
(b) (5)
SEXUAL ASSAULT PREVENTION AND RESPONSE

(b) (5)
US.DEPT OF
DEOCS Commander:
Frank Azzarello
Survey Dates: 2020-11-02 - 2020-11-23

DEFE,NSE Group Name: All
SEXUAL ASSAULT PREVENTION AND RESPONSE

(b)(5)
COMMENT
US.DEPT OF
Survey Administrator: DCDII
Survey Dates: 2020-11-02 - 2020-11-23
COMMENT
(b) (5)
U.S.DEPTOF
DEOCS Commander:
Frank Azzarello
Survey Dates: 2020-11-02 - 2020-11-23

COMMENT
Cl
Unit: USS FORREST SHERMAN {DDG 98)
US.DEPT OF
DEOCS Commander:
Frank Azzarello
[lRCjJII
Survey Dates: 2020-11-02 - 2020-11-23
COMMENT
(b) (5)
Registration: RegistraionNarne
Unit: USS FORREST SHERMAN {DDG 98)
US.DEPT OF
DEOCS Commander:
Frank Azzarello
Survey Oates: 2020-11-02 - 2020-11-23

COMMENT
--
-
C!
US.DEPTOF
DEOCS
Unit:
Commander:
Survey Dates:
Frank Azzarello
~
2020-11-02 - 2020-11-23
COMMENT
(b) (5)
(b)(S)
Unit:
-
USS FORREST SHERMAN {DDG 98)
Commander: Frank Azzarella
U.S.DEPTOF
DEOCS Survey Administrator:
Survey Dates: 2020-11-02 - 2020-11-23
COMMENT
(b) (5), (b) (6)
(b) (5)
C, DEOCS
Unit:
Commander:
Frank Azzarello
~
U.S.DEPTOF Survey Dates: 2020-11-02 - 2020-11-23
COMMENT
(b) (5), (b) (6)

-
Unit:
U.S.DEPTOF
Survey Dates: 2020-11-02 - 2020-11-23
COMMENT
(b) (5), (b) (6)
Cl
US.DEPTOF
DEOCS
Unit:
Commander:
Survey Dates:
Frank Azzarella
~
2020-11-02 - 2020-11-23
Commander Selected Short Answer Questions
Briefly list the sources of job related stress you experience, from the greatest source to
the least.
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(b)(5)
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US.DEPTOF
DEOCS Survey Administrator: meta
Survey Dates: 2020-11-02 - 2020-11-23
the least.
(b)(5)
(b) (5), (b) (6)
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C, DEOCS
Unit:
Commander:
Frank Azzarello
~
U.S.DEPTOF Survey Dates: 2020-11-02 - 2020-11-23
the least.
(b) (5)
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mm
(b) (5)
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(b) (5)
Registration: Registraion Name
U.S.DEPTOF
DEOCS Survey Administrator: rem.
Survey Dates: 2020-11-02 - 2020-11-23
the least.
(b) (5)
(b) (5), (b) (6)

Q
-
US.DEPTOF
Survey Dates: 2020-11-02 - 2020-11-23
the least.
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DEOCS Survey Administrator: ~
Survey Dates: 2020-11-02 - 2020-11-23
the least.
(b)(5)
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US.DEPTOF
Survey Dates: 2020-11-02 - 2020-11-23
--
the least.
(b) (5)
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(b)(5)
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am
(b) (5)
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(b) (5)
US.DEPTOF
DEOCS Survey Administrator: romall
Survey Dates: 2020-11-02 - 2020-11-23
the least.
(b) (5)
(b) (5)
(b) (5)
(b) (5)
(b) (5)
(b)(5)
How has communciation changed in the unit since last year?

(b)(5)
(b) (5)
(b) (5)
a
US.DEPTOF
DEFENSE
DEOCS
Registration:
Unit:
Commander:
Survey Dates:
Group Name:
RegistraionName
Frank Azzarello
am.
2020-11-02 - 2020-11-23
All
(b) (5)
(b) (5)
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...
Q
U.S.DEPTOF
DEOCS
Unit:
Commander:
Survey Dates:
Frank Azzarella
2020-11-02 - 2020-11-23

(b) (5)
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Cl
US.DEPTOF
DEOCS
Unit:
Commander:
Survey Dates:
Frank Azzarello
~
2020-11-02 - 2020-11-23

(b) (5)
(b) (5)
(b)(5)
--
(b) (5)
(b) (5)
(b) (5)
US.DEPTOF
DEOCS Survey Administrator: mm.
Survey Dates: 2020-11-02 - 2020-11-23
(b) (5)
(b) (5)
Q
US.DEPTOF
DEOCS
Unit:
Commander:
Survey Dates:
Frank Azzarello
rmm.
2020-11-02 - 2020-11-23

(b) (5)
(b) (5)
(b)(5)
(b)(5)
How is the overall climate of this unit, compared to one year ago? Please explain.
(b)(5)
A
US.DEPTOF
DEFENSE
DEOCS
Unit:
Commander:
Survey Dates:
Frank Azzarello
mall
2020-11-02 - 2020-11-23
Group Name: All
(b) (5)
(b)(5)
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(b) (5)
milll
(b) (5)
(b) (5)
(b) (5)
(b)(5)
Q
US.DEPTOF
DEOCS
Unit:
Commander:
Survey Dates:
Frank Azzarello
~
2020-11-02 - 2020-11-23
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U.S.DEPTOF
DEOCS Survey Administrator: mall
Survey Dates: 2020-11-02 - 2020-11-23
(b) (5)
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~
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(b)(5)
US.DEPTOF
Survey Dates: 2020-11-02 - 2020-11-23
(b) (5)
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(b)(5)
U.S.DEPTOF
DEOCS Survey Administrator: tmmlll
Survey Dates: 2020-11-02 - 2020-11-23
(b) (5)
a
U.S.DEPTOF
DEFENSE
DEOCS
Registration:
Unit:
Commander:
Survey Dates:
Group Name:
RegistraionName
Frank Azzarella
~
2020-11-02 - 2020-11-23
All
(b) (5)
(b) (5)
(b)(5)
If communication breaks down In this unit, where do you see it happening?
(b)(5)
(b) (5)
(b) (5)
(b)(5)
(b) (5)
(b) (5)
Q
U.S.DEPTOF
DEOCS
Unit:
Commander:
Survey Dates:
Frank Azzarello
~
2020-11-02 - 2020-11-23
If communication breaks down in this unit, where do you see it happening?

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(b) (5), (b) (6)
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US.DEPTOF
DEOCS
Unit:
Commander:
Survey Dates:
Frank Azzarello
~
2020-11-02 - 2020-11-23

(b) (5)
(b) (5)
(b) (5)
(b)(5)
(b) (5)
(b)(5)
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(b) (5)
(b) (5)
US.DEPTOF
DEOCS Survey Administrator: m,ma
Survey Dates: 2020-11-02 - 2020-11-23
(b) (5)
(b) (5)
(b) (5)
(b) (5), (b) (6)
(b)(5)
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(b)(5)
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(b)(5)
(b)(5)
(b)(5)
Registration: RegistraionNarne
C, DEOCS
Unit:
Commander:
Frank Azzarello
~
US.DEPTOF Survey Dates: 2020-11-02 - 2020-11-23

(b) (5)
(b) (5)
(b) (5)
(b) (5)
(b) (5)
(b) (5)
(b) (5)
(b) (5)
(b) (5)
What ONE change would you make that you feel would improve the unit's OPTEMPO
issues?
(b)(5)
(b)(5)
(b)(5)
(b)(5)
US.DEPTOF
DEOCS Survey Administrator: am.
Survey Dates: 2020-11-02 - 2020-11-23
issues?
(b) (5)
(b) (5)
(b) (5)
(b) (5)
(b) (5)
(b) (5)
(b) (5)
(b) (5)
Unit: USSFORRESTSHERMAN{DDG9~
US.DEPTOF
DEOCS Survey Administrator: rmmlll
Survey Dates: 2020-11-02 - 2020-11-23
issues?
{b) (5), (b) (6)
(b)(5)
U.S.DEPTOF
Survey Dates: 2020-11-02 - 2020-11-23
issues?
(b)(5)
(b)(5)
(b)(5)
(b) (5)
(b) (5)
Q
-
US.DEPTOF
Survey Dates: 2020-11-02 - 2020-11-23
issues?
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(b) (5)
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(b)(5)
(b)(5)
(b) (5)
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U.S.DEPTOF
Survey Dates: 2020-11-02 - 2020-11-23
issues?
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(b) (5)
(b) (5)
(b) (5)
(b)(5)
Cl
Unit: USS FORREST SHERMAN (ODG 98)
US.DEPT OF
DEOCS Commander:
Frank Azzarello
2020-11-02 - 2020-11-23
DEFENSE Survey Dates:
Group Name: All
issues?
) )
Defense Organizational Climate Survey

(DEOCS)
PDFDownload
11/25/2020
Unit: USS FORRESTSHERMAN (DDG 98) I Survey Date: 11/02/2020 -11/23/2020 I Report: Overall Unit
About
Heading Description
O,erview Carelul deliberation should be taken prior to making any management or disciplinary decisions based solely on the survey results.
The Defense Organizational Climate Survey (DEOCS) dashboard provides valuable Information aboul members' perceptions of lhe organization's climate.
Your organization's DEOCS results may display both organizational strengths and concems. It Is important to review all sections in this dashboard. Doing so
can help create a more complete picture, help validate potential areas of concern, and determine if the apparent climate of your organization or any
subgroup(s) warrants further action.
Addilional methods, such as focus groups, observations, and reviews of records. can be used to learn more about issues idenlified In the survey, including
clarification of perceptions of climate factors, reasons why these perceptions exist, and suggestions for improvement.
While the DEOCSis open, use the Response Rate tab to monitor the number of people that have completed the survey to date. This tab will display an up-to•
Navigating lhe Dashboard
date response rate, the number of completed surveys by day, and a table of current and historical response rates for all surveys you have administered.
Once the DEOCSis closed and your results are generated, start by reviewing the Summary and Primary Climate Factors tabs for an overall picture of your
organization's results. These tabs will display results for the three main climate factors measured on the DEOCS:organizalional effectiveness, equal
opportunity (EO) / equal employment opportunity (EEO)/ fair treatmenl, and sexual assault prevention and response (SAPR).
The Primary Climate Facio rs tab contains a section filter menu that you can use to explore the Factor Resultsfor all of the primary climate factors. as well as the
Demographic Comparisons, which will display results by key demographic categories (e.g., men/women, enlisted/officer, and supervisory/non-supervisory).
Use these results to determine Whether diminished perceptions of cl Imate I actors are more prevalent among specific groups, and the sources of those
pe<ception&
Use the Secondary Climate Factors tab to explore addilional results related to connectedness, sexual assaull reporting knowledge, bystander intervention.
unwanted workplace experiences, haZing, and bullying.
The Secondary Climate Factors lab contains a section fitter menu that you can use to explore the Factor Resultsfor all of the secondary climate factors. as well
as the LOOquestions, which will display results for any custom multiple choice questions that were ine1uded on your DEOCS.
Review the Item Summary lab 10 find more detailed results for the questions related to the primary climate factors on your DEOCS.
The Download tab contains three oplions that allow you to download an overall unit report executive report (includes overall unit results and subgroup
results In one report), and subgroup/subunit reports, if applicable. Use the "Report" filter on this tab to select the type of report you need.
The Comments Download tab allows you to download a PDFcopy of all comments and custom short answer questions that may have been Included.
Commenl reports can be generated for the overall unit or for subgroups. Use lhe "Report· filter on this tab to select the lype of report you need.
The blue Quick links butlon provides more informalion aboul most of lhese labs and also contains links to resources on
11wwwge1t11
1i1111• :1c:<a11Jwom,11m .m ,01-10So!yto0n,.JA2S·Hun111
For more help navigating the dashboard or to find information on the features and funclionality of !he dashboard, go to the home page of the DEOCS portal
and click on the question mark icon in the upper, rig hi corner of the screen.
Addilionalinformation for many of lhetablesand graphs in this report can be found on the last page in the Index table. Each applicable table or graph will
Index have an Index number above It. Match this Index numbe< to its description In the Index Reference Table on the ve<y last page of the report 10 find more
detailed information about whal is shown.
Making Climate
Assessment ResultsWork 1. Share the results with members of your organizalion.
for Your Organization
2. Involve key leaders; tel members know you are acting on their feedback.
3. Uneeded, establish an action team to develop and implement a plan for organizational improvement
24 rowstolal
2
)
Heading Description
For information regarding climate factors, focus group/interview questions, and/or additional materials to assist with action planning, please visit "Assessment
Assessment to Solutions
to Solutions" at: hllQS //WWWdN{'(l <.'OlllUf\: m,t/A,s,,,. .. ll"fll-lO•S<>lvllOM/A2S H9roo
Assessment to Solutions was created to support leaders and equal opportunity professionals throughout the cUmate assessment process. It provides
products that help Identify appropriate follow-on climate assessment efforts, aid in the development of an action plan to rectify workplace conditions that
negatively Impact climate, and training materials that can be incorporated In an action plan.
The Assessment to Solutions area parallels the main assessment sections of the DEOCS,which include organizational effectiveness, EO/EEO/fair treatment, and
SAPR.Each area further addresses each climate factor included in the section, and provides a host of products for each.
Contact Information The DEOCS Help Desk is available to assist you and can be reached at:
1-833-867-5674
24 rowsk>tal
3
Response Rate Total in Unit Total Surveys Returned Total Incomplete Surveys
43°/o 301 130 35
(
\
) )
Top 3-Climate Factorswith HighestFavorabilityRatings
SA Response Climate
~
O>
a, SA Prevention Climate
iii
()
SA Retaliation Climate
0% 10% 20% 30% 40% 60% 70% 80% 90% 100%
Percent ,I,
5
Bottom3 - Climate Factorswith Lowest FavorabilityRatings
Job Satisfaction
~
Cl
Cl) Organizational Processes 2ft
«I
(.}
Inclusion at Work
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Percent 1'
6
OrganizationalEffectiveness
Your unit's overall favorability ratings for Organizational Effectiveness are displayed below. See Index 1.1for more info.
Organizational Performance 54%
Trust in Leadership
Engagement 45%
senior Leadership 42%

0
tl(1)
LL.
~
(1)
-~ Group Cohesion 42%

u
Commitment 37%
Organizational Processes 28%
Job Satisfaction 28%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Percent+
7
EO/EEO/FairTreatment
Your unit's overall favorabi!ity ratings for EO / EEO / Fair Treatment are displayed below. See Index 1.2 for more info.
SH Retaliation Climate 66%
Sexual Harassment 63%
0
0
ca
u..
Cl)
cii
E
0
Discrimination 61%
Inclusion at Work 36%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Percent ,&,
8
)
SexualAssaultPrevention& Response
Your unit's overall favorability ratings for Sexual Assault Prevention and Response are displayed below. See Index 1.3 for more info.
SA Response Climate 80%
0
ti
ro
u. SA Prevenllon Climate 69%
!ro
.s
0
SA Retaliation Climate 67%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Percent ,I,
9
How to InterpretColor Coding
Improvement Needed Caution Adequate Excelent Data Not Reportable
LowRange 0% 50% 700/o 90%

High Range '99% 690/o 89% I~
2 rows total
10
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)
OrganizationalEffectiveness
Your unit's overall favorabillty ratings and the demographic comparisons between ratings are displayed below. See Index 2.1for more info.
Catego,y Commtt.ment SeniorLe.adershjp OrganizationPerlormanco Gro~ Cohosion Trustin Lcadciship Job Satisfaction OrganizationProcess Engagement
Overall 37% 42% 54% 42% 50% 28% 28% 45%

Majority 46% 48% 56% 47% 57% 27% 30% 45%
Minority 36% 46% 58% 39% 53% 34% 30% 47%
Women 30'% 37% 48% 34% 38% 25% 10% 27%

Men 40% 44% 56% 45% 55% 30% 34% 51%
Enlisted 37% 42",1, 53% 42% 49% 30% 27% 44%

Officer 37% 47% 59% 45% 62"/o 20% 29% 51%
Junior Enlisted
SeniorEnlisted
Junior Officer
Military
11rowstotal
11
Equal Opportunity/ Equal Employment Opportunity/ FairTreatment
Your unit's overall favorability ratings and the demographic comparisons between ratings are displayed below. See Index 2.2 for more info.
Sexual Harassment
Category Inclusion Dlscnmlnation SexualHarassment
RetaiationCRmate
Overall 36% 61% 63% 66%

Majority 42% 72"/o 72% 81%
Minority 36% 53% 60% 50%
Women 25% 39% 49% 59%
Mon 40\lo 69% 69% 69%
Enlisted 35% 60% 62% 64%
Office, 44o/o 56% 71'i'o 84%
JuniorEnlisted 33'\'o 59% 60% 62%
SeniorEnlisted 503/o 71% 84% 77%
JuniorOffice,
Milttary
ltrowstotal
12
SexualAssault Prevention& Response
Your unit's overall favorability ratings and the demographic comparisons between ratings are displayed below. See Index 2.3 for more info.
Sexual A$,ault SexualA$aaull Sexual Assaub

Calegory
Prevention Climate Response Clmate Retar:atlon Climate
Oveiali 69% 80% 67%

Majority 77% 89% 82%
Minority 64% 79% 52%
Women 56% 65°/o 55%
Men 74% 86% 70%

Enliste<I 61% 78% 64%
Oflicer 82% 9.3% 79%
Junior Enlisted 65% 77% 63%
Senior Enlisted 88% 89% 77%
Junior Officer
Military
11,owstolal
13
Connectedness
Your unit's overall tavorability ratings and the demographic comparisons between ratings are displayed below. See Index 2.4 tor more info.
Category Connectedness
overall
Majority
Minority
Women
Men
Enlisted
Officer
Junior EnRsted
Senior Enlisted
Junior Ollicer ~;~~~~:~!~t~~~t\t}I1~fJ~!'

Military ~jj:it2::::1:r
£i:i11:t~Yt~:r
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)
Connectedness (Overall)
Your unit's overall favorability rating of connectedness is displayed below. See Index 2.5 for more info .
.9
0
"'
LL Connectedness 51%
.$
<ll
.§
0
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Percent
15
Knowledge of Suicide Ideation, Attempts & Death
I know someone in my organization who has...
Thought of suicide
C
0
ti Attempted suicide
Q)
::,
0
Died by suicide 8%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Percent
16
}
SexualAssaultReportingKnowledge
The graph below displays the percentage of respondents who correctly or incorrectly answered each item. See Index 2.6 for more info.
Sexual Assault Response Coordinator can take 31%

restricted report.
Victim Advocate can take restricted report. 21% 20%
Military Service Healthcare Personnel can take restricted 21% 18%

C ~M
0
~
Q)
::::J
0
Anyone in my chain of command/supervision cannot 6% 15%

take restricted report.
Criminal investigator and/or military police officer 25% 18%

cannot take restricted report.
Service members who report they were sexually % 27%

assaulted are eligible for the service of a military
attorney.
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Percent
G Not sure/Do not know Incorrect • Correct
17
BystanderIntervention
Respondents who observed a high risk situation (i.e., one they believed was. or could have led to a sexual assault) within the past 12 months
Observed a high risk situation - 5% (5%)
Did not observe high risk situ ... - 95% (95%)
18
) )
ReportedActionsTakenFollowingHigh RiskSituation
For those individuals who observed a high risk situation, they were asked to choose the response that most closely resembled their actions.
Response Percent
I asked the person who appeared to beat risk if they needed help. 50%
I created a distraction to cause one or more of the people to disengage from the situation. 17%
I asked others to step In asa group and diffuse the situation. 17%
I stepped in and separated people involved in the situation. 17%
4 rows total
19
UnwantedWorkplaceExperiences
The graph shows the percentage who said that someone from their workplace did any of the following actions to them. See Index 2.7 for more info.
100%
80%
60%
-
C
Q)
0
i
40%
33%
30%
24%
20%
15%
12% 13% 12%
9% 8%
6% 7%
5% 5%
2%
0%
Embarrass, anger, or upset Intentionally touch you in a Make repeated attempts to Make repeated sexual Repeatedly tell sexual "jokes"
you by repeatedly sexual way when you did not establish an unwanted comments about your that made you
suggesting that you do not want them to? romantic or sexual appearance or body that uncomfortable, angry, or
act like a man/woman is relationship with you? made you uncomfortable, upset?
supposed to? angry, or upset?
Question 1'
Overall Men Women
20
(
J )
Hazing
Percentage who said individuals are pressured to do the following acts as an initiation process at their workplace. See Index 2.8 for more info.
N/A 84%
Psychologically harmful acts 9%
C
0
:;::;
"'
Q)
::,
0
Physically harmful acts 7%
Illegal or dangerous acts 5%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Percent ,I,
21
Bullying
Percentage who said individuals in their workplace who are seen as "different" are targets of the following. See index 2.9 for more info.
NIA
Psychological harm
Active attempts to damage their reputation
C
0
~
Q)
:,
0
Aggression
Abusive or malicious pranks
Physical harm
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Percent+
22
(
)
Custom Multiple-ChoiceQuestions(Locally Developed Questionsor LDQs)
Neither Agree nor

Category Name Question Strongly Disagree Disagree Agree Strongly Agree Total
Disagree
Commander's Calls/ All

Communication/Flow of
Information
hands effectively pass on 7%(8) 9%(11) 20%(24) 46%(54) 18%(21) 100%(118)
information I need to know.
My immediate supervisor
Communication/Flow of
explains things clearly to 8%(9) 18%(21) 21%(25) 40%(48) 13%(16) 100%(119)
Information
me.
I am rewarded for my duty

Feedback and Recognition 42%(50) 22%(26) 15%(18) 18%(21) 3%(4) 100%(119)
performance.
I would feel comfortable

Leadership
asking my immediate 18%(21) 11%(13) 14%(17) 38%(45) 19%(22) 100%(118)
Accessibility /Openness
supervisor for help.
Illegal drug use is not a

Physical Health/Well-being 30%(36) 29%(34) 24%(29) 13%(15) 4%(5) 100%(119)
problem in this command.
The overall health of this unit

Physical Health/Well-being is better now than one year 57%(68) 17%(20) 19%(23) 6%(7) 1%(1) 100%(119)
ago.
Members are well trained to

recognize the signs of
Help Seeking Behaviors depression, suicidal 19%(23) 19%(23) 31%(37) 24%(29) 6%(7) 100%(119)
thoughts, or Post Traumatic
Stress Disorder (PTSD).
In thisworkgroup, I am
Inclusion 13%(15) 18%(22) 23%(27) 34%(40) 13%(15) 100%(119)
comfortable being myself.
My coworkers treat meas a

Inclusion 8%(9) 12%(14) 23%(27) 41%(49) 17%(20) 100%(119)
part of theworkgroup.
I experience a high level of

Stress/OPTEMPO 3%(4) 2%(2) 8%(9) 13%(16) 74%(88) 100%(119)
stress in this command.
10 rows total
23
OrganizationalEffectiveness:
Commitment
NeitherAgree nor
Question StronglyDisagree Disagree SlightlyDisagree SlightlyAgree Agree StronglyAgree Total
Disagree
I feel like "part of the family" in this workgroup. 18%(24) 14%(18) 12%(16) 14%(18) 16%(21) 19%(25) 6%(8) 100%(130)
This workgroup has a great deal of personal meaning to me. 20%(26) 24%(31) 8%(11) 12%(16) 14%(18) 15%(20) 6%(8) 100%(130)
I feel a strong sense of belonging to thisworkgroup. 19%(25) 24%(31) 10%(13) 12%(16) 14%(18) 16%(21) 5%(6) 100%(130)
3 rows total
(
) )
SeniorLeadership
NeitherAgree nor
Disagree
My senior leader puts processes in place to facilitate the

21%(27) 16%(21) 7%(9) 12%(15) 21%(27) 17%(22) 7%(9) 100%(130)
sharing of information throughout the organization.
My senior leader clarifies our organization's goals and

20%(26) 16%(21) 8%(10) 6%(8) 20%(26) 22%(29) 8%(10) 100%(130)
priorities.
My senior leader communicates a clear vision for the future. 19%(25) 16%(20) 9%(11) 10%(13) 19%(24) 20%(26) 8%(10) 100%(129)
My senior leader listens to the concerns of the organization's 12%(16)

37%(48) 13%(17) 9%(12) 12%(16) 10%(13) 5%(7) 100%(129)
military members/employees.
4 rows total
25
OrganizationalPerformance
NeitherAgree nor
Question stronglyDisagree Disagree SlightlyDisagree SlightlyAgree Agree StronglyAgree Total
Disagree
When short suspense/tasks arise, people in my organization

21%(27) 8%(10) 6%(8) 9%(12) 16%(21) 22%(28) 18%(24) 100%(130)
do an outstanding job in handling these situations.
My organization's performance, compared to similar

12%(16) 7%(9) 8%(11) 13%(17) 13%(17) 29%(38) 17%(22) 100%(130)
organizations, is high.
My organization makes good use of available resources to

17%(22) 12%(15) 7%(9) 19%(25) 12%(16) 25%(33) 8%(10) 100%(130)
accomplish its mission.
3 rows total
26
( (
) )
OrganizationalEffectiveness:Group Cohesion
NeitherAgree nor
Disagree
My workgroup is united in trying to reach its goals for

performance.
18%(23) 12%(16) 9%(12) 14%(18) 16%(21) 22%(29) 8%(11) 100%(130)
We all take responsibility for the performance of the

22%(28) 14%(18) 12%(16) 13%(17) 10%(13) 20%(26) 9%(11) 100%(129)
workgroup.
If members of ourworkgroup have problems in the

workplace, everyone wants to help them so we can get back 22%(28) 18%(23) 11%(14) 9%(12) 18%(24) 17%(22) 5%(7) 100%(130)
on task.
3 rows total
27
Trustin Leadership
NeitherAgree nor
Question StronglyDisagree Disagree SlightlyDisagree SlightlyAgree Agree stronglyAgree Total
Disagree
I can rely on my immediate supervisor to act in my

22%(28) 12%(15) 8%(11) 12%(16) 13%(17) 22%(29) 11%(14) 100%(130)
organization's best interest.
My immediate supervisor follows through with commitments 100%(129)

16%(20) 11%(14) 10%(13) 15%(19) 14%(18) 24%(31) 11%(14)
he or she makes.
I feel comfortable sharing my work difficulties with my

24%(31) 13%(17) 8%(11) 8%(10) 12%(15) 25%(32) 11%(14) 100%(130)
immediate supervisor.
My immediate supervisor treats me fairly. 12%(16) 8%(10) 8%(10) 13%(17) 11%(14) 33%(43) 15%(20) 100%(130)
4 rows total
28
(
)
OrganizationalEffectiveness:Job Satisfaction
NeitherAgree nor
Disagree
I like my current job. 32%(41) 17%(22) 8%(11) 9%(12) 14%(18) 12%(15) 8%(11) 100%(130)
I feel satisfied with my current job. 32%(41) 22%(28) 9%(12) 10%(13) 14%(18) 8%(10) 6%(8) 100%(130)
I am happy with my current job. 33%(43) 20%(26) 12%(16) 11%(14) 8%(11) 9%(12) 6%(8) 100%(130)
3 rows total
29
OrganizationalProcesses
Neither Agree nor

Question Strongly Disagree Disagree Slightly Disagree Slightly Agree Agree strongly Agree Total
Disagree
Programs are in place to address military

28%(37) 12%(16) 8%(11) 18%(24) 16%(21) 13%(17) 3%(4) 100%(130)
members'/employees' concerns.
Discipline is administered fairly. 35%(46) 18%(23) 13%(17) 11%(14) 9%(12) 12%(15) 2%(3) 100%(130)
Decisions are made after reviewing relevant information. 25%(32) 19%(25) 14%(18) 15%(19) 12%(15) 13%(17) 2%(3) 100%(129)
3 rows total
30
( ( (
) ) )
OrganizationalEffectiveness:Engagement
NeitherAgree nor
Disagree
At my workplace, I am mentally resilient. 11%(14) 9%(12) 16%(21) 9%(12) 18%(23) 23%(30) 14%(18) 100%(130)
I am enthusiastic about my work. 29%(38) 13%(17) 11%(14) 13%(17) 14%(18) 14%(18) 6%(8) 100%(130)
Time flies when I am working. 19%(25) 8%(11) 7%(9) 20%(26) 12%(15) 21%(27) 13%(17) 100%(130)
3 rows total
31
EO/EEO/FairTreatment:Inclusionat Work
NeitherAgree nor
Disagree
Coworkers are treated as valued members of the team

22%(28) 22%(29) 14%(18) 15%(19) 9%(12) 13%(17) 5%(6) 100%(129)
without losing their unique identities.
Within my workgroup, I am encouraged to offer ideas on

17%(22) 12%(15) 8%(10) 17%(22) 19%(25) 23%(30) 5%(6) 100%(130)
how to improve operations.
Military members/employees in my workgroup are

24%(31) 12%(15) 15%(19) 12%(16) 19%(25) 16%(21) 2%(3) 100%(130)
empowered to make work-related decisions on their own,
Outcomes (e,g,, training opportunities, awards and

recognition) are fairly distributed among military 33%(43) 17%(22) 6%(8) 18%(24) 8%(11) 12%(15) 5%(7) 100%(130)
members/employees of my workgroup,
The decision-making processes that impact my workgroup

24%(31) 18%(23) 15%(20) 16%(21) 14%(18) 12%(15) 2%(2) 100%(130)
arefair,
5 rowstotal
32
( ( (
) ) )
EO/EEO/FairTreatment:Inclusionat Work
These questions are negatively worded. Agreement with these items indicates an unfavorable response.
Neither Agree nor

Question StronglyAgree Agree SlightlyAgree SlightlyDisagree Disagree Strongly Disagree Total
Disagree
I feel excluded by my workgroup because I am different. 7%(9) 6%(8) 8%(10) 26%(34) 10%(13) 26%(34) 17%(22) 100%(130)
1 rows total
33
EO/EEO/FairTreatment:Discrimination
NeitherAgree nor
Disagree
Discrimination based on race/color/national origin does not

8%(11) 6%(8) 8%(10) 10%(13) 7%(9) 28%(37) 32%(42) 100%(130)
occur in my workplace.
Discrimination based on religion does not occur In my

5%(6) 1%(1) 2%(2) 17%(22) 5%(6) 31%(40) 40%(52) 100%(129)
workplace,
Discrimination based on sex does not occur in my

13%(16) 9%(12) 13%(17) 10%(13) 4%(5) 22%(28) 29%(37) 100%(128)
workplace.
Discrimination based on sexual orientation does not occur in

9%(11) 5%(6) 3%(4) 19%(24) 5%(6) 25%(32) 36%(46) 100%(129)
my workplace.
I believe I can use my chain of command/supervision to

address concerns about discrimination without fear of 22%(28) 5%(7) 10%(13) 13%(17) 9%(12) 29%(37) 11%(14) 100%(128)
retaliation/reprisal.
5 rows total
( ( (
) )
EO/EEO/FairTreatment:Discrimination
NeitherAgree nor
Question StronglyAgree Agree SlightlyAgree SlightlyDisagree Disagree StronglyDisagree Total
Disagree
Racial slurs, comments, and/or jokes are used in my

8%(10) 5%(7) 12%(16) 15%(19) 9%(11) 26%(33) 26%(33) 100%(129)
workplace.
Sexist slurs, comments, and/or jokes are used in my

9%(11) 8%(10) 12%(16) 16%(20) 9%(11) 22%(28) 26%(33) 100%(129)
workplace.
2 rows total
35
EO/EEO/FairTreatment:Sexual Harrassment
NeitherAgree nor
Disagree
My chain of command/supervision adequately responds to

5%(6) 2%(3) 6%(8) 26%(34) 12%(16) 34%(44) 14%(18) 100%(129)
allegations of sexual harassment.
My chain of command/supervision plays an active role in the

5%(7) 3%(4) 4%(5) 25%(32) 13%(17) 37%(48) 12%(16) 100%(129)
prevention of sexual harassment.
2 rows total
36
( ( (
) )
EO/EEO/Fair Treatment:Sexual Harassment
NeitherAgree nor
Question StronglyAgree Agree SlightlyAgree SlightlyDisagree Disagree StronglyDisagree Total
Disagree
Individuals from my workplace use offensive gestures that

5%(6) 7%(9) 7%(9) 23%(29) 5%(6) 25%(32) 28%(36) 100%(127)
are sexual in nature.
Individuals from my workplace have been offered rewards

or special treatment in return for engaging in sexual 3%(4) 2%(2) 1%(1) 23%(29) 2%(2) 21%(27) 49%(63) 100%(128)
behavior.
2 rows total
37
EO/EEO/FairTreatment:Sexual HarassmentRetaliationClimate
In my work group, military members or employees who file a sexual harassment complaint would be ...
NeitherAgree nor
Disagree
Excluded from social interactions or conversations. 25%(29) 30%(34) 6%(7) 24%(28) 7%(8) 3%(4) 4%(5) 100%(115)
Denied career opportunities (e.g., denied training, awards or

31%(36) 29%(34) 10%(12) 19%(23) 4%(5) 3%(4) 3%(4) 100%(118)
promotions).
Blamed for causing problems. 28%(33) 28%(33) 6%(7) 23%(27) 7%(8) 3%(4) 4%(5) 100%(117)
Discouraged from moving forward with the complaint. 29%(34) 30%(35) 8%(10) 19%(23) 5%(6) 3%(4) 5%(6) 100%(118)
Disciplined or given other corrective action. 31%(37) 34%(40) 8%(9) 20%(24) 2%(2) 3%(3) 3%(3) 100%(118)
Subjected to insulting or disrespectful remarks or jokes. 28%(33) 29%(34) 9%(10) 21%(24) 6%(7) 3%(4) 4%(5) 100%(117)
6rowstotal
38
( (
)
SAPR:SexualAssaultPreventionClimate
NeitherAgree nor
Question StronglyDisagree Disagree SlightlyDisagree SlightlyAgree Agree stronglyAgree Total
Disagree
My immediate supervisor models respectful behavior. 8%(10) 10%(12) 7%(9) 15%(19) 15%(19) 33%(41) 12%(15) 100%(125)
My Immediate supervisor promotes responsible alcohol use. 5%(6) 4%(5) 2%(2) 13%(16) 12%(15) 47%(59) 18%(22) 100%(125)
My immediate supervisor would correct individuals who

refer to coworkers as 'honey," 'babe,' "sweetie," or use other 6%(7) 10%(13) 2%(2) 16%(20) 10%(12) 38%(47) 19%(24) 100%(125)
unprofessional language at work.
My Immediate supervisor would stop individuals who are

talking about sexual topics at work.
7%(9) 5%(6) 2%(3) 19%(24) 11%(14) 39%(48) 16%(20) 100%(124)
My immediate supervisor would intervene if an individual

was receiving sexual attention at work (e.g., staring at
6%(7) 2%(2) 3%(4) 15%(18) 7%(9) 40%(49) 28%(35) 100%(124)
someone's chest, standing too close, rubbing someone's
shoulders).
My immediate supervisor encourages individuals to help

others in risky situations that could result in harmful 6%(7) 8%(10) 1%(1) 15%(18) 13%(16) 35%(43) 23%(29) 100%(124)
outcomes (e.g .. sexual assault, violence, or suicide).
6rowstotal
39
SAPR:SexualAssaultResponseClimate
NeitherAgree nor
Question StronglyDisagree Disagree SlightlyDisagree SlightlyAgree Agree strongly Agree Total
Disagree
If a coworker were to report a sexual assault, my chain of

2%(2) 1%(1) 2%(2) 7%(9) 7%(9) 40%(50) 41%(51) 100%(124)
command/supervision would take the report seriously.

command/supervision would keep the knowledge of the 6%(8) 2%(3) 6%(7) 6%(8) 6%(8) 28%(35) 44%(55) 100%(124)
report limited to those with a need to know.

command/supervision would discourage military
5%(6) 4%(5) 4%(5) 10%(12) 7%(9) 31%(38) 40%(49) 100%(124)
members/employees from spreading rumors and
speculation about the allegation.

command/supervision would promote healthcare, legal, or 2%(2) 1%(1) 2%(2) 13%(16) 11%(13) 34%(41) 37%(44) 100%(119)
other support services to the reporter.

command/supervision would support the individual for 4%(5) 0%(0) 2%(2) 20%(24) 11%(13) 31%(38) 32%(39) 100%(121)
speaking up.
5 rows total
40
(
) )
SAPR:SexualAssaultRetaliationClimate
In my work group, reporters of sexual assault would be ...
Neither Agree nor

Question Strongly Disagree Disagree Slightly Disagree Slightly Agree Agree Strongly Agree Total
Disagree
Excluded from social interactions or conversations. 29%(34) 25%(30) 6%(7) 25%(30) 6%(7) 3%(4) 6%(7) 100%(119)
Subjected to insulting or disrespectful remarks or jokes. 32%(38) 28%(33) 9%(11) 19%(23) 3%(4) 3%(3) 6%(7) 100%(119)
Blamed for causing problems. 30%(36) 27%(32) 6%(7) 23%(27) 5%(6) 3%(4) 7%(8) 100%(120)
Denied career opportunities (e.g., denied training, awards or

promotions).
33%(39) 29%(35) 8%(9) 21%(25) 2%(2) 2%(2) 7%(8) 100%(120)
Disciplined or given other corrective action. 33%(39) 29%(34) 12%(14) 18%(22) 1%(1) 3%(4) 4%(5) 100%(119)
Discouraged from moving forward with the complaint. 31%(37) 30%(36) 5%(6) 24%(29) 3%(3) 3%(3) 5%(6) 100%(120)
6 rows total
41
Connectedness:Burdensomeness
This question is negatively worded. Agreement with this item indicates an unfavorable response.
Neither Agree nor

Question StronglyAgree Agree SlightlyAgree Slightly Disagree Disagree Strongly Disagree Total
Disagree
My future seemsdark to me. 17%(22) 16%(21) 15%(19) 22%(28) 4%(5) 19%(25) 8%(10) 100%(130)
1 rowstotal
( ( (
Connectedness:Burdensomeness
This question is negatively worded. Agreement with this item indicates an unfavorable response.
Very true for Somewhat untrue for Not at all true

Question True for me Somewhat true for me Untrue for me Total
me me forme
These days, I think I am a burden on people in my life. 12%(15) 9%(12) 12%(16) 7%(9) 38%(49) 22%(28) 100%(129)
1 rows total
Connectedness:Belongingness
Not at all true Somewhat untrue for Verytrue for

Question Untrue for me Somewhat true for me True for me Total
for me me me
Thesedays, I feel like I belong. 12%(16) 25%(33) 21%(27) 18%(24) 18%(24) 5%(6) 100%(130)
Thesedays, I feel that there are people I can turn to in times

11%(14) 12%(15) 11%(14) 32%(41) 25%(33) 10%(13) 100%(130)
of need.
2 rows total
(
Index Reference
Use this table to find out more information about the visuals in this report.
Report Visual Index Description
Primary Climate Factor These factors help determine whether members support leadership in carrying out the organization's mission. Your unit's overall favorability ratings for
Organizational Effectiveness 1.1
Results Organizational Effectiveness are displayed in this graph. No data are displayed in cases where fewer than five people responded to the questions.
Equal Opportunity/ Equal These factors help identify those social, personal, or institutional barriers that prevent pee pie from rising to their highest professional level. Your unit's overall
Primary Climate Factor
Employment Opportunity/ 1.2 favorability ratings for EO /EEO/ Fair Treatments are displayed in this graph. No data are displayed in cases where fewer than five pecple responded to the
Results
Fair Treatment questions.
Primary Climate Factor Sexual Assault Prevention & These factors help assesssexual assault response climate, prevention climate, and retaliation climate. Your unit's overall favorability ratings for Sexual Assault
1.3
Results Response Prevention and Response are displayed in this graph. No data are displayed in cases where fewer than five pee pie responded to the questions.
These factors help determine whether members support leadership in carrying out the organization's mission. Your unit's overall favorability ratings are
displayed in the first row. Demographic comparisons between favorabllity ratings are displayed in the subsequent rows. Refer to the "Primary Climate Factors"
Demographic Comparisons Organizational Effectiveness 2.1
document In the Quick links menu of the online DEOCSreporting tool for more information on the color coding and resources to help Improve organizational
effectiveness In your unit
These factors help identify those social, personal, or institutional barriers that prevent people from rising to their highest professional level. Your unit's overall
Equal Opportunity/ Equal
favorability ratings are displayed in the first row. Demographic comparisons between favorability ratings are displayed in the subsequent rows. Refer to the
Demographic Comparisons Employment Opportunity/ 2.2
"Primary Climate Factors" document in the Qulcklinks menu of the online DEOCS reporting tool for more information on the color coding and resources to
Fair Treatment
help improve EO /EEO/ fair treatment in your unit.
These factors help assess sexual assault response climate, prevention climate, and retaliation climate. Your unit's overall favorability ratings are displayed in the
Sexual Assault Prevention & first row. Demographic comparisons between favorability ratings are displayed in the subsequent rows. Refer to the "Primary Climate Factors" document in
Demographic Comparisons 2.3
Response the Quicklinks menu of the online DEOCSreporting tool for more information on the color coding and resources to help improve sexual assault prevention
and response In your unit.
Connectedness is defined as a frame of mind that reflects an individual's outlook on life and perceptions of belongingness, well-being, and social support.
Your unit's overall favorability ratings are displayed in the first row. Demographic comparisons between favorability ratings are displayed in the subsequent
Demographic Comparisons Connectedness 2.4
rows. Refer to the "Primary Climate Factors" document in the Quickllnks menu of the online DEOCSreporting tool for more information on the color coding
and resources to help improve connectedness in your organization.
Secondary Climate Factor Connectedness is defined as a frame of mind that reflects an individual's outlook on life and perceptions of belongingness, well-being, and social support.
Connectedness 2.5
Results Your unit's overall favorability rating of connectedness is displayed in this graph.
Knowledge of sexual assault reporting was assessed by asking several questions about who can/cannot receive unrestricted reports and eligibility for a
Secondary Climate Factor Sexual Assault Reporting military attorney. This graph shows each item, worded as a true statement. The percentage of respondents who correctly endorsed the statement as being
2.6
Results Knowledge true are shown in green (i.e., "Correct'), the percentage who did not endorse the statement as being true are shown in yellow (i.e., "Incorrect"), and the
percentage who indicated they did not know are shown in gray (I.e., 'Don't know").
Respondents were asked whether, under their current senior leader and within the last 12 months, someone from their workplace did any of the following
Secondary Climate Factor Unwanted Workplace
2.7 actions to them. Percentage who responded 'yes" are displayed In this graph. No data are displayed if less than five pecple responded to a question or less
Results Experiences
than five men or women responded to a question.
The definitions of hazing was obtained directly from the Deputy Secretary of Defense Memorandum, "Hazing and Bullying Prevention and Response in the
Secondary Climate Factor Armed Forces,' dated 23 December 2015. Respondents were asked if individuals in their workplace are pressured to engage in any of the following acts as
Hazing 2.8
Results part of an initiation or admission process (without a proper military or other governmental purpose); the percentage who responded "yes" are displayed in
this graph. No data are displayed if less than five pee pie responded to a question.
The definitions of bullying were obtained directly from the Deputy Secretary of Defense Memorandum, 'Hazing and Bullying Prevention and Response In the
Secondary Climate Factor
Bullying 2.9 Armed Forces,' dated 23 December 2015. Respondents were asked if individuals in their workplace who are seen as "different" are targets of any of the
Results
following actions; the percentage who respond end 'yes' are displayed in this graph. No data are displayed if less than five peep le responded to a question.
12 rows total
statement ICO CDRAzzarello
In either the spring or early summer of 2018, I came back to the Vella Gulf from an ID appointment for a
new CaC.When I returned, one of my GM3's came to the office to say that XO (CDRAzzarella) wanted to
see me in his stateroom. GM3 walked up with me, and when I entered XO's office he began to yell at me
in front of my junior Sailor. He asked what spot check he was completing with GM3. I stated I was not
aware of the check picked, and XO then asked GM3 which spotcheck he had picked. XO was angry that
GM3 had approached him directly without giving him an opportunity to look at the 13 week report to
select a spot check himself. I was not aware that GM3 had approached him without speaking with
anyone in the direct chain of command, and when I explained that to XO he berated me some more for
being a shitty DIVO and leader and told me to go get GMC. When I arrived with GMC, XO put GMC in
front of me and began to berate him. Called him a piece of shit, worthless chief, bootcamp, compared
time in service to him among other things. He got in his face and when Chief looked down XO began to
say he gave him "a look" as in wanting to get physical with him. He .said that if it were up to him, GMC
would be off the ship today, would be DFCd and would lose his anchors. The whole time this is taking
place, GM3 was standing outside the door looking in and listening. He told him to get the fuck out and
then close the door. He then got in my face and began to scream at me saying similar things to me. He
said he expected way more because I was a prior and knew how shit was supposed to work. He jabbed
his fingers into my collar bone and berated me some more. I don't recall there being any blood or
bruising, but the area was definitely sore and tender. He then told me to get out and find WEPS,FCACM,
our DLCPO,and CMC. He then went through all of the same things, with them sitting on the couch in his
stateroom. When we were dismissed GMC and I went to the focsle and talked. He was in tears and said
he wanted to get off the ship and hated his job. I talked him down and told him to go home for the day
and I would take care of it. I went to --and explained all of this and asked what to do. He
explained he had similar interactions with the XO and that he thought about submitting an IG report,
but that he had heard nothing would come of it. He told me it was up to me, but he didn't know how it
would impact me or my career. I chose not tb say anything. This all stemmed from a spot check from a
third class who did not know the XO or his habits and did not report to the chain before approaching
him. I spoke about it with my girlfriend, and with the other JO's in the 6man stateroom at the time,
other than that I didn't talk about it.
Another instance was during deployment in 2017. He assembled all khaki on the fantail by MTS2 to
berate every khaki on our poor leadership. He said he had rl.in by a bearing on some twine every day for
5 days and no one on the ship had moved it or dealt with it. He then saw a JO who had just gotten off
bridge watch and was running and didn't hear the word passed for all khaki, so he had the word passed
for ensign X, fantail. He told the OOD to pass the word just like that. She was a recent promote to LTJG
and he wanted to pass for her as and ENS.When she came down he took the opportunity to humiliate
her in front of every khaki on board. He then told us we would now have to post a watch next to the
item until someone came forward and confirmed the equipment or item belonged to their dept/div.
UNIT 100327 BOX 1
FPOAE09569
UlO
Ser DDG 98/376
3 Dec 19
From: Commanding Officer, USS FORREST SHERMAN (DDG 98)

To: Commander, Naval Surface Force Atlantic
Subj: FORREST SHERMAN 90 DAY ASSESSMENT
I. I have been humbled to have. the privilege and responsibility to command USS FORREST
SHERMAN (DDG 98). I did not fleet up and I assumed Command on 4 Septeinber 2019, three .
hours before the hurricane SORTIE and ten days before FORREST SHERMAN departed
Norfolk for a FIFTH Fleet deployment. We departe<l Norfolk as part ofa Surface Action Group.
due to ai1 engineering casualty to USS HARRY S. TRUMAN (CVN 75). For the past three
months FORREST SHERMAN has executed security and presence operations in the North
Arabian Sea, Gulf of Oman, and Southern Arabian Gulf (SAG), conducting several Strait of
Hormuz escort missions, and Visit, Board, Search, and Seizure Operations in support of
Operation NEXUS GUARD and SENTINEL in the GulfofOman and SAG. lam incredibly
ptoud.ofhow the ship and my crew have performed during our operations in the FIFTH Fleet
Area of Responsibility (AOR) as my crew is motivated and continues to embrace the high
operational tempo and I feel we are prepared to respond to tasking wherever needed.
2. The following is an assessment ofFORREST SHERMAN's overall readiness approaching

my first 90 days in Command:
a. Manning
(1) We are cu1Tently at 93% Fit and .104% Fill. This includes 18. temporary additional
duty personnel from other commands and two operational holds, seven of which are E-6 and
senior. In my Wardroom, I am currently gapped my Chief Engineer (LIMDU), Plans and Tactics
Officer (LIMDU), and Damage Control Assistant, but.have received orders on all replacements.
My top manning concern is the gap in Chief Petty Officer leadership, especially within my
Engineering Department. My GSCS (Top Snipe) billet has been gapped for twelve months with
no relief in sight. Additionally, during my time onboard I have not had a GSMC within my
Engineering Department. Initially this was .due to a light duty situation that ultimately became a
LIMDU loss. The lack of any GSMC-level leadership has negativ:ely iinpa:cted the level of
technical expertise and resulted in a lack of senior leaders to train and mentor my young
engineers and to enforce good engineering practices. We have been ableJo ORDMOD and bring
in a GSMC earlier than anticipated in late Dece1uber 2019 to help alleviate the shortfalls;
however, my Executive Officer and I focus a large 1:tmountof our time being involved. in the
spaces.
(2) In addition to the gaps in Engineering Department, I am currently gapped an LSC,

GMC, FCC, and QMC with aft FCC relief in March 2020 and GMC relief in May 2020
Subj: FORREST SHERMAN 90 DAY ASSESSMENT
identified. All of these Chief Petty Officer gaps have had a direct impact in establishing and
maintaining standards in their respective divisions and departments and are some of the areas we
struggle in. I am also facing the reality that the TEMADD personnel that have augmented my
manning will be departing at the end of deployment.
b. Training
(I) My initial assessment is FORREST SHERMAN suffered from Operational

Overconfidence; whereas she had performed so extremely well as an Alternate Air Warfare
Commander (XC) for so long, that by doing so let training and standards slip in almost every
other area as XC duties were the singular focus on the ship. I assess my overall training and
proficiency of my crew as average to slightly below average, and cleanliness, stowage, and
pre<:crvationas below average, although rapidly improving on all fronts.
(2) For example, when I ran my first General Quarters Drill the day after taking
command it took over forty minutes for the ship to set Material Condition Zebra. After three
months of dedicated training, to include multiple General Quarters drills in one day, we are now
consistently able to set Zebra in the required time. Small boat operations were another area of
concern in which I have assessed our proficiency as below average. To remedy, we have
continued to conduct small boat line handling training and boat movement 3-4 times per week
for the last two months to increase our proficiency. To improve our cleanliness, stowage, and
preservation we have restarted our Zone Inspection to include the participation of senior leaders,
added a pennanent preservation team that is working top side and expanding into the engineering
plant, and increased focus on daily cleaning stations.
(3) FORREST SHERMAN returned from deployment with HARRY S. TRUMAN

Carrier Strike Group on 18 December 2018, conducted the Basic Phase Certification Validation
(CV) program while in Sustainment, and redeployed nine months later on 14 September 2019
without the benefit of a Maintenance Phase. As one of the first ships to execute the new CV
program, FORREST SHERMAN identified several areas that could be improved and which have
been implemented by other ships. I feel the timing of the CV immediately after deployment did
not appropriately prepare the crew for this deployment due to the 22% turnover of the crew since
March 2019, when our CV was completed. Additionally, FORREST SHERMAN prepared for a
SIXTH Fleet deployment, which \Vedid not deploy to and in doing so was not prepared for the
challenges of the FIFTH Fleet AOR. Specifically the lack of depth in watchstanding and gun
qualifications did not support manning two independent gun quarters sections, two independent
SNOOPIE sections, and multiple restricted water watchteams to support the long transit required
in this region. Thus far, we have had a Suez Canal transit, five Straits of Bab el Mandeb transits,
and two Straits of Hormuz transits, with 15 additional transits scheduled between now and 1
January 2020.
(4) We are preparing for-READ E-1 now and will execute READ-E-1 in January as we
begin preparations for the upcoming Maintenance Phase and our next Basic Phase. Additionally,
we have spent a significant amount of time planning for post-deployment schools, laying that
2
✓- Subj: FORREST SHERMAN 90 DAY ASSESSMENT
plan alongside our schedule and maintenance requirements. to ensure we maintain a high level of
readiness while executing.anaggressive school plan. While on deployment, my team does an
excellent job of balancing RE accomplishment with real-world mission execution, taking
advantage of events that occur throughout the course of operational tasking.
c. Equipping
(1) I currently have two CAT 3 CASREPs and 11 CAT'2 CASREPs causing minor
degradations. Corrections of those CASREPs are dependent on parts delivery, onboard technical
assistance, and for several, time inport to correct the casualties. My crew works hard and
i::mbracesself-sufficiency to maintain a high level of material meadiness. The logistics access
during this deployment has been challenging, as there is limited access to logistics hubs to
· receive parts outside of the Arabian Gulf. However, the ingerlujty,of my team has kept
degradations from becoming mission-limiting casu!ilties.- We.have also had success working
with other CRUDES units in the SAG to transfer critical mission:.,limiting partsbetween ships.
(2) My most challenging equipment issue thus far has been the fragility of the CANES
network computer system. During my Change of Comman? .turnover day, a CANES NIPR
rebuild Was in progress from a previous power outage/system crash. Technicians worked 20
hour days during the Hurricane Dorian SORTIE in an attempt to restore services prior to
deployment. NIPR access remained limited upon departute for.deployment witli an embarked
r'°'' !SEA engineer to cornplete the rebuild process. Approximately 12 days later full network
functionality had finally been.restored. On 29 October 2019, ventilation was secured to the
CANES equipment room due to a possible refrigerant leak in NRl Reefer. CANES technicians
utilized standard shutdown procedures in accordance with CSOSS to save the equipment due to a
loss of air flow to the space. Days later, the entire CANES NIPR network failed again. We were
down NIPR services during this second outage for 17 days, affecting my ability to order parts,
order food, submit work candidates, create watch.bills viaRADM, and a myriad of other mission
critical functions. In fact, I could not even open the ships store to provide items to the crew,
which did impact morale.
d. Personal Concerns
(1) I am concerned about the mental health of some of my Sailors and the stress caused
by the increased OPTEMPO under the Dynamic Force Employment model. This year alone
FORR.EST SHERMAN has had eleven sailors diagnosed with depression/anxiety, nine s.ailors
placed on LIMDU for Adjustment Disorder, and five sailors with suicidal ideatioi1s. I have
directed my Command Readiness Team and Independent Duty Corpsman to work aggressively
to identify these sailors in need and get them the help they need early, before their mental health
and wellness deteriorate. The possibility of a s.econ.dextension of our deployment has increased
the stress level onboard, which my leadership team has been tackling with discussion, deck plate
leadership, and a focus on caring for our sailors. My Chaplain has developed a cultivating values
Workshop that is held weekly where we address and provide direction to our Sailors' problems
and concerns such as cultivating values of mental toughness, resiliency, values of personhood,
3
Subj: FORREST SHERMAN 90 DAY .ASSESSMENT
value of disciplin.e~·
leadei:ship,character; as well as an opportunity to reflect on our Navy's core
values of Honor;,Courage,and Commitment. Our mental toughn.essdiscussion has been our most
popular and well attended·so far, with approximately30 Sailors from E-l to 0-3 attending,
During this discussion riiy·Chaplain and I partnered to address the issue and to show how
cultivatingthe value •of.mental·toughness is critical in the successful execution of the mission
and the absolutenecessicy.i1rcombating and dealing with all types of stresses that may arise
especiallyduring deployment: These·sessions have proven very helpful .andbeneficial among
our Sailors in keeping our ship's motto - "Relentless Fighting Spirit."
~- We are in the.proc.ess,o£~~mpletingour90 day Deten.seEqu!tl.OpportunityManagement

this month, which ha$ been delayed due to our NIPR
Institute Organiz,atfonal-alirnate·.Sutvey
casualty. I anticipateicomments and concerns on the $hip's schedule, Dynamic Force
Employment,the•cur]!.enl::.deplpyment, the CV process, the lack of training, and the impact those
topics have had on ·th.e.-ingralt;
and mental health of the crew. I plan to use focus ,groups and
create an aggressi:v.e.
P.lantcifiActionand Milestone to address any issues identified in the results
of the survey.
4. My goal·since,~akin,g.<C0mmand has been to increase the crew's level of knowledge and

improvemyship's1tnaterial eonditi'on. While, tny top priority is to promote a culture of
excellenceby ereating w.arfighterswho are.ready and prepared to execute when called upon to
do the nation?sbidding, 1.,L.ain;confidentwewill finish this deployment with distinction and
contim.1eto excel dutjngt~t,follow-on operations and tasking. Rele.IrtlessFighting Spirit!
The Fighting 98
...__,
4
~"
~ ----------------------------------
Azzarella, Frank J CDR USN, DDG98
From:
Sent:
Azzarello, Frank CDRUSN, 0DG98
Thursda , March 5, 2020 1:48 PM
To:
Cc: Bridges,Damon CORUSN,DDG98;Nelson-Williams,Judith CMDCMUSN,DDG98

Subject: Departmental LeadershipExpectations
All,
As discussedtoday. Below are my minimum expectations for inport and U/W operations for each department's
leadership:
-DH, DLCPO,OIVO'sand CPO'swill meet a minimum of twice dally to discussall pertinent issues.At a MINIMUM It shall
include:
--Personnelmatters
--Repairsand PMS
--current & long range schedule
••Supplymatters
•-Administrative matters
•-Watchbill/PQSmatters
i.,--.."··Additional tasking/information as directed by the DH -All Divo'swill check in with their OH in person at least two
additional times per day to provide updates to their DHand to receive additional tasking. If this is not being met, provide
written counseling.
-DH's & DLCPO'swill ensure all DIVO's& CPO'swalk ALLof their assignedspacesa minimum once per day. If this is not
being met, provide written counseling.
-DIVO's& CPO'swill meet In person at least two additional times per day for coordination, reporting and execution of
any additional tasking.
-All Divisionswill have quarters daily and unlesson watch will be led by the DIVO,CPO& LPO.
Additional tasking:
-All DH'swill read SORM3120.32Dpara 3.5 and the specific paragraph for their assignedposition.
-All DH'swill instruct their DIVO'sto read SORMpara 3.34 and any specific paragraphfor their assignedposition. i.e.
ELECTRO, 1st LT,NAVetc .... aod discusstheir specific responsibilities.
-All DH'swill review each of their Division Officers task tracking method and email management proceduresto ensure
they have both, that they are effective and that they are using them. If they do not; provide direct and specific
procedures for them to use.
-All DLCPO'swill review each CPO'stasking tracking method and email management procedures to ensure they have
both, that they are effective and that they are using them. If they do not; provide direct and specific proceduresfor
them to use.
-All DLCPO'swill review SORM Para3.34 & 3.37 with each CPOand ensure they know what Is required of them and of a
DIVO.
DH'scompile the results of above tasking for both your DIVOsand CPO'sand send them to me via email by 14 March.
Ir---,,,
, All DH's and OLCPO'sare required to acknowledge this emall.
'
1
RI
CDRFrankAzzarello
Commanding Officer
"RELENTLESS
FIGHTINGSPIRIT!"

Fired Captain of USS Forrest Sherman Seemed To Just Want To Break People Down,' Investigation Finds

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Fired Captain of USS Forrest Sherman Seemed To Just Want To Break People Down,' Investigation Finds

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DEPARTMENT OF THE NAVY

COMMANDERCARRIERSTRIKE GROUP EIGHT

From: Commander, Carrier Strike Group EIGHT

Subj: COMMAND INVESTIGATION INTO THE INSPECTOR GENERAL COMPLAINT

Ref: (a) JAGINST 5800.7G JAGM~

3. A full copy of reference (b) will be maintained by this command for t

FOR OFFICIAL USE ONLY. PRIVACY ACT PROTECTED.

FIRST ENDORSEMENT on ltr of22 Jan 21

From: Commander, Destroyer Squadron TWO EIGHT

Subj: COMMAND INVESTIGATION INTO THE INSPECTOR GENERAL COMPLAINT

2. I modify Recommendation #3 by removing it and replacing it with: I recommend that CDR

3. I modify Recommendation #6 by adding the following: As a result of his failures in

4. I add Recommendation #7: I recommend that CMDCM Nelson-Williams be formally

5. I add Recommendation #8: I recommend that Reference (e) be provided to Commander,

Subj: COMMAND INVESTIGATION INTO THE INSPECTOR GENERAL COMPLAINT

Ref: (a) JAGMAN, Chapter 2

1. In accordance with reference (a), I conducted an investigation as directed by enclosure (1) to

PR.!VACY SENSlTIVE - FOR OFFlCV\L USE ONLY

a. Thr -- •ru· • artment heads on USS Forrest Sherman

b. Two officers who served with CDR Azzarell~ulf,

c. One offic~ly served as Disbursing Officer~ on USS Forrest

(2) One division officer, was issued three LO Is in a four-week period

(3) Two of the non-obtained division officers,

(1) ~artment head, was detached for cause (DFC)-

(3) One department head,,-was transferred from the ship approximately

f. In May 2020 following apparent issues on watch, one division officer,

a. was the Ordnance Officer (ORDO) aboard USS Vella Gu~2)

b. alleged that in the spring or summer of 2018, CDR

C. eported the issue to his Department Head,

k. CDR Azzarello could not recall ~riefing him on the issue

a. The DoD defines harassment as: "Behavior that is unwelcome or offensive to a

b. CDR Azzarello called the former Chief Engineer (CHENG), a "son of a

d. CDR Azzarello could not remember if he apologized to -or if there were

f. alleged that CDR Azzarello used "idiot and retard in a joking

j. · erformin division officers, CDR Azzarella

e. CDR Azzarello ordered-to remain on the 02 level (Officer Country) in

a. alleged hearing CDR Azzarello make a

f. Three female officers, alleged

2. However, CDR Azzarello excessively utilized LO Is and overemphasized the possibility of

4. I recommend that CDR Azzarello's trait grade for BLOCK 34 (COMMAND OR

6. I recommend removing CDR Bridges' endorsement to fleet-up to the CO position on USS

Subj: COMMANDINVESTIGATIONINTO THE INSPECTOR GENERAL COMPLAINT

Ref: (a) JAGMAN, Chapter 2

2. Investigatethe allegations from the anonymouscomplaint (OIG #202003627)made against

COMMAND: USS FORREST SHERMAN DATE FILED WITH OIG: 21 Jul 20

SUBJECT (1): Commanding Officer (CDR) Francis Azzarella

ALLEGED VIOLATIONS (As proffered by the Complainant):

ALLEGATION(S) (As proffered by the Complainant):

5. The CO calls DIVOs "fucking retards" while on Watch.

6. The CO calls DH's "little son of a bitch" in front of sailors.

ADDITIONAL STATEMENTS BY THE ANONYMOUS COMPLAINANT:

WITNESSE(S) PROVIDED BY THE ANONYMOUS COMPLAINANT:

B. SUMMARY OF ALLEGATIONSAS PROFFERED

1. Accordingly, this complaint is referred to COMDESRON28 for INFORMATION ONLY and/or

Please acknowledge receipt. Standing by for any questions.

Subj: PRELIMINARYINQµIRY INTO THE INSPECTOR GENERALCOMPLAINTS

Ref: (a) JAGMAN, Chapter 2

I. Thisreports completion of the preliminaryinquiry conducted in accordancewith .reference(a) as

2. Personnelcontacted: I intetviewed all witnessesidentified in the Inspector General (IG) hotline

3. Summaryof findings; Mult;iplespecific.allegationsfrom enclosure (2) were c.orroboratedby personnel

4. Recommendation: I recomtjlendtran$itioningthis preliminary inquiry into a fonnal command

Junior Enlisted Association

Command Financial Specialist