What are the two criteria to be considered when moving up or down in SDAP Levels?

The correct criteria for determining changes in Special Duty Assignment Pay (SDAP) Levels primarily focus on production. This involves evaluating the measurable output and effectiveness of the individual in their assigned duties. In the context of Navy recruiting, production metrics could include the number of enlistments achieved, quality of recruit leads, and overall performance in achieving recruiting targets. Being recognized for high production levels is essential as it directly reflects on one's contributions to the mission and goals of the Navy.

The other criteria, while important in general evaluations of a service member's performance, do not specifically address the parameters defined for SDAP level adjustments. For instance, experience and education contribute to a member's skillset but are not the primary determinants for SDAP. Conduct and attendance may reflect reliability and professionalism, but they do not directly tie into the metrics used to assess production. Similarly, leadership and training are essential for overall career advancement and effectiveness but are not the direct factors in modifying SDAP levels. The focus on production ensures that adjustments in pay correlate closely with the tangible outcomes of an individual's work performance.