SEXUAL ASSAULT 

 PREVENTION & RESPONSE

TOGETHER WE CAN PREVENT SEXUAL ASSAULTS

COMMANDER’S GUIDE
i

Male Victims

Male Sailors and Marines can 

also be victims of sexual 

assault. They are less likely to 

report. Their risk of sexual 

assault appears lower than for 

females, but the predominance 

of males in the Navy and 

Marine Corps means the 

projected number of individual 

male victims may be quite 

large—similar to or perhaps even 

greater than the number of 

female victims.

False Reports 

Experts say that consciously false 

reports are rare—around 3% of 

cases. Unfortunately, a much 

larger proportion of cases are 

impossible to prove. 

Investigation

Sexual assault cases are difficult 

to investigate. Close 

coordination with law 

enforcement and legal is 

essential for successful 

prosecutions. In many cases, the 

key challenge is to provide 

evidence supporting the victim‘s 

non-consent to an undisputed 

sexual contact. 

Bystander Intervention

Bystander intervention is one 

key element of sexual assault 

prevention. It emphasizes the 

responsibility of all Sailors and 

Marines to protect each other 

and to actively intervene in 

circumstances that may lead up 

to sexual assault.

Most Vulnerable

The youngest enlisted Sailors 

and Marines face the highest 

risk of sexual assault—almost 

5% of females aged 17-19 

endure the most serious forms 

of sexual assault each year. 

Sailors and Marines seem most 

vulnerable at their first duty 

stations after recruit training, 

when they are still new to the 

military and just out of the 

very-structured recruit 

environment.

Offenders

Most Sailor and Marine 

victims of sexual assault are 

assaulted by another person in 

uniform—usually someone 

they know. 

Alleged offenders are usually 

of similar enlisted rank or 1-2 

grades senior. 

Most assaults begin in social 

settings, both on– and offbase, and both in CONUS 

and OCONUS. 

Alcohol is a pervasive 

co-factor. In some cases, 

offenders use alcohol as a 

weapon to incapacitate 

potential victims. 

Experts tell us many offenders 

are skilled predators who 

carefully select the most 

vulnerable targets—often those 

least likely to be believed if 

they report. They know what 

they are doing and have gotten 

away with it before. 

Sexual Assault 

Sexual assaults encompass a 

broad range of intentional 

sexual contacts that are 

unwelcome and without 

consent. The most serious 

sexual assaults include rape, 

sodomy, and forced oral sex. 

No form of sexual assault is 

ever acceptable in the 

Department of the Navy, and 

all are crimes under the 

UCMJ. Several sexual assault 

terms have specific courtroom 

definitions that may differ 

from their common usage 

here. 

Incidence

Anonymous surveys suggest 

almost 25% of female Sailors 

and Marines experience some 

form of sexual assault during 

their careers, including 8-9% 

in just the past year. Those 

surveys also suggest 6-8% of 

female Sailors/Marines have 

endured the most serious 

forms of sexual assault during 

their careers, including 

roughly 2% in just the past 

year.

 Reporting 

Even for the most serious 

forms of sexual assault, only 

1 in 6 Sailor and Marine 

victims report the crime to 

authorities. Roughly 40% 

don‘t tell anyone, including 

their friends. The most 

common reasons for not 

reporting include fear of 

stigmatization (along with 

ostracism, ridicule, and 

harassment) by commands 

and peers, and doubts that 

anything will happen.

KEY POINTS

Note: New UCMJ language, as of June 2012, groups sexual offenses 

under separate labels of rape, sexual assault, and other sexual 

misconduct (including abusive sexual contact and aggravated sexual 

contact). Specific usage of these terms in military justice does not 

change their broader definition elsewhere and in this Guide.
STEP UP. STEP IN.

ii

Set the tone. You are responsible 

for your command climate. Sexual 

assault and sexual harassment are 

unacceptable—period.

Lead by positive example. Sexual 

innuendo and jokes may get a few 

laughs, but they send absolutely 

the wrong message about your 

expectations. The same is true of 

irresponsible alcohol 

consumption and improper 

personal relationships.

Address factors that contribute to 

sexual assault situations. Liberty 

policies and strategies to address 

alcohol abuse have been used as 

tools in various places. One CO 

worked with NCIS and local 

authorities to break up alcoholfueled hotel-room parties. Senior 

enlisted have been effective in 

programs to mentor younger 

Sailors and Marines.

Take sexual assault reports 

seriously. Use your Sexual Assault 

Response Coordinator (SARC) as 

a key asset. Remember that a 

primary concern for many victims 

is to preserve their privacy as 

much as possible. Don‘t 

accidently wound them in wellintended group comments.

Insist on thorough investigations 

of all reported sexual assaults. 

You may not be able to achieve 

convictions in every case, but 

your approach sends a powerful 

message in itself.

Make sure that victims have 

access to local support services, 

and follow-up on how they are 

doing. Once again, your SARC is 

an invaluable resource in this 

regard.

Make your own conscious plan to 

protect victims from retaliation 

and re-victimization. Few things 

will have worse impacts on your 

command.

Promote ―bystander intervention‖—the responsibility of all 

Sailors and Marines to actively 

protect each other from sexual 

assault and risky behaviors. 

Encourage and support those 

individuals who do stand up to 

intervene.

Visibly support your SAPR team. 

Select appropriate victim 

advocates and ensure they are 

trained. Attend monthly SAPR 

Case Management Group (SA 

CMG) meetings.

CORE

RESPONSIBILITIES
Sexual assault is a crime... It hurts a Shipmate and 

affects the readiness of the entire unit. 

Ultimately, our challenge to eliminate sexaul assaults 

will be resolved by leadership—at the unit level.

-- Admiral Jonathan W. Greenert 

Chief of Navy Operations 

DON SAPR Summit 

I‘m going to continue to hold our COs responsible for their 

command sexual assault prevention and response programs, 

demand that they properly train their personnel, and hold them 

accountable if that doesn‘t occur. But we‘ve got to have the same 

accountability in every leader—particularly our first-line leaders, 

the ones our junior Sailors and Marines really listen to. It‘s these 

leaders who will influence the success or failure of our program.

-- Honorable Ray Mabus 

Secretary of the Navy 

DON SAPR Summit

Prevention of sexual assault is a leadership responsibility. 

Effective implementation of a ―zero tolerance‖ policy begins 

with education of our leaders to ensure their full attention to 

the initiatives in place to reduce the incidence of this crime in 

the Marine Corps.

-- General James F. Amos,

 Commandant of the Marine Corps

 Statement to Senate Armed Services Committee

iii
TABLE OF CONTENTS

PERSONAL LEADERSHIP 3

CLIMATE & ENVIRONMENT 6

PROGRAM LEADERSHIP 10

VICTIM RESPONSE 12

OFFENDER ACCOUNTABILITY 19

FOR MORE INFORMATION 22

iv
...involves nonconsensual criminal acts ranging from sexual touching to rape. 

Sexual Assault IS... 

• Intentional sexual contact characterized by use of force, threats, intimidation 

or abuse of authority or when the victim does not or cannot consent. 

Sexual Assault INCLUDES... 

• Rape 

• Forcible sodomy (oral or anal sex) 

• Other unwanted sexual contact that is aggravated, abusive, or wrongful

• Attempts to commit these acts 

Consent IS... 

• Freely given words or overt acts indicating agreement to sexual activity by a 

competent person. 

Consent IS NOT... 

• Submission due to force or fear. 

• Implied due to dress or previous sexual relationship. 

• Possible if someone is substantially impaired due to drugs, alcohol, or 

 unconsciousness. 

Sexual assault is OUR problem. 

 The following are estimated projections of Sailors and Marines who have experienced 

rape, sodomy, and/or non-consentual oral sex during the last 12 months2:

 2,485 Navy victims

 1,453 Marine Corps victims

Being perpetrated by OUR members2. 

 71% of perpetrators against Navy men • 89% against Navy women 

 59% of perpetrators against USMC men • 88% against USMC women 

Being perpetrated on OUR installations1. 

 55% of assaults against Navy men • 57% against Navy women 

 58% of assaults against Marine Corps men • 83% against Marine Corps women 

Sexual assault is a NATIONAL problem4. 

 1 in 5 women will be sexually assaulted in their lifetime 

 It is the most under-reported crime in America 

 Over 10% of all victims of sexual assault, sexual abuse, and rape are male 

Sexual Assault in the 

Department of the Navy

1
THE MOST POWERFUL IMPACT

You, as a leader, can make it unequivocally known that this issue is a priority to 

you. If in both formal and informal contexts, those under your command 

understand they will be held accountable by you for their response to this issue— 

the rest will follow. 

Core Elements of a Command Environment 

What am I responsible for? 

The diagram below depicts the five key elements of a Commander‘s 

responsibility for Sexual Assault Risk Management. The elements encompass both 

Prevention and Response strategies. Attention paid to these elements has a 

positive effect on individuals and overall mission readiness. The remainder of this 

guide is organized according to these elements. 

P

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CLIMATE & 

ENVIRONMENT

VICTIM

RESPONSE

PROGRAM

LEADERSHIP

OFFENDER

ACCOUNTABILITY

PERSONAL

LEADERSHIP

2
PERSONAL

LEADERSHIP

Ask yourself: When you hear about a sexual assault case, how often 

do you doubt the veracity of the victim's report and 

instead focus on characteristics of the victim? For 

example: what the victim was wearing, if the victim had 

been drinking, if the victim voluntarily invited the 

alleged offender to his or her room. 

The tendency to assume the report is false or that the 

victim is lying is not supported by the data. Victims of 

sexual assault are far more likely to have been assaulted 

and never tell anyone of the incident (60% Navy male 

victims, 42% Navy female victims, 54% Marine Corps 

male victims, and 41% Marine Corps female victims 

indicated they told no one of their assault2) than they are 

to have never been assaulted and made a false report 

(false allegations of sexual assault are 3% per NCIS data). 

How often are you skeptical of an assault because you feel 

like you can identify with the alleged perpetrator? ―I 

know this man. He‘s a good guy. He‘s a lot like me 

when I was younger. He‘s a great Sailor/Marine.‖ 

In the Navy, only 7% of the sexual assaults 

committed against women and 9% committed 

against men were by strangers. In the Marine Corps, 

only 12% of the sexual assaults committed against 

women and men were by strangers.2 The majority 

are known to the victim and are often described as 

―nice guys,‖ difficult to distinguish from those you 

may like and respect. 

Personal

Leadership

Then consider: 

Ask yourself: 

Then consider: 

3
PERSONAL

LEADERSHIP

 Ask yourself: How often do you assume that an alleged sexual assault is 

more likely to be a sexual encounter between well 

intentioned individuals who simply had too much to drink 

or had a misunderstanding of consent?

Then consider: Every case stands alone. Studies indicate that many of the 

sexual assaults committed by someone the victim knew are 

committed by repeat offenders5. Common tactics used to 

commit the assault include: ignoring victims‘ efforts to 

communicate, incapacitating them with alcohol or 

drugs, physical force, or threats. 

Every case must be thoroughly investigated by law 

enforcement so that the facts relevant to that case can be 

determined. Then, and only then, after you thoroughly 

review the case, can you reach a disposition decision that is 

fair to both the victim and subject in that individual case.

Ask yourself: Based on your responses to the above questions, how 

might your biases be impacting prevention and response 

efforts under your command? 

Then consider: What messages can you communicate, formally or 

informally, that could decrease victim blaming, increase 

scrutiny of repeat offenders, and increase the reporting 

and help-seeking behaviors of victims? 

Eliminating sexual violence is everyone‘s responsibility, 

but ultimately your words and actions as a leader, or lack 

thereof, set the deciding tone. Identifying potential 

liabilities in terms of misinformation or biases is a crucial 

first step. 

―If we are going to remain the greatest expeditionary fighting force the 

world has ever known, we cannot allow this to continue. If we are going to 

protect our shipmates, we cannot allow this to continue. If we are going to 

remain the Navy and Marine Corps people look up to, and should look up 

to, this cannot continue.‖ 

- Hon. Ray Mabus, Secretary of the Navy

4
PERSONAL

LEADERSHIP

4. Actively involve your senior leadership team.

5. Go to conferences. Don‘t send substitutes. 

6. Visibly and consistently express your support for victims and 

 commitment to prevention.

7. Make it personal. Be ―real‖ when discussing this issue.

8. Make sure awareness of the issue extends beyond Sexual Assault 

 Awareness Month (Apr). Prompt your leadership with reminders to 

 ensure ongoing attention.

9. Be proactive. Get the message out via multiple venues. 

 Ensure adequate resources

 Meet with your SAPR team 

regularly

 Communicate to others 

about the SAPR team‘s 

capabilities

 Make introductions at SAPR 

programs

 Ensure subordinate 

commanders establish a 

working relationship with 

the SAPR team

 Support collaboration and 

cross-communication with 

first responders

 Webcast, radio show, or 

TV Show

 Facebook

 Website

 Newcomer briefings

 Magnets

 Commander‘s Access 

Channel broadcasts

 Weekly newspaper

 Mass and targeted e-mail

 Commander‘s calls

 Daily face-to-face 

 communication

 Integrate message into 

existing vehicles

10. Share your best practices with fellow Commanders.

Strategies: 1. Inform yourself and your command team about key aspects of 

 sexual assault.

2. Hold those under your command accountable by directly and 

 personally addressing questionable behaviors.

3. Visibly support your SAPR team. 

5
CLIMATE &

ENVIRONMENT

Ask yourself: What is the real impact of a few off-color jokes, a couple of 

sexual advances, or over consumption of alcohol to my 

command climate and ultimately my mission readiness? 

Then consider: Environmental factors in the military associated with an 

increased likelihood of sexual assault include: 

• Sexual harassment allowed by superiors

• Unwanted sexual advances or remarks 

• Environments where superiors engaged in quid 

pro quo behaviors, such as when a superior makes 

inappropriate demands to a subordinate 

• Environments where irresponsible consumption of 

alcohol is glamorized 

A hostile climate decreases the likelihood victims will 

report, thus diminishing your opportunities to hold 

offenders accountable. 

Additional barriers to reporting include:

 24% of Navy female victims, 25% Marine Corps 

female victims, and 17% of Navy and Marine Corps 

male victims stated the reasons they did not report 

were fear of ostracism, harassment or ridicule by 

peers.2  

• 20% of Navy female victims, 24% of Marine Corps 

female victims, and 17% of Navy and Marine Corps male 

victims stated a reason they did not report was they 

thought nothing would be done.2 

• 20% of Navy female victims, 22% of Marine Corps 

female victims, 11% of Navy male victims, and 12% of 

Marine Corps male victims stated they did not report for 

fear of public disclosure of the assault.2 

Climate &

Environment

―As leaders, we 

impact command 

climate and can 

collectively create 

an environment 

that does not 

condone sexual 

violence.‖ 

- BGen Robert 

 F. Hedelund, 

 Director, 

 Marine and 

 Family 

 Programs 

 Division

6
CLIMATE &

ENVIRONMENT

 Ask yourself: What might a potential offender be thinking if she/he notices 

leadership is silent in the face of a vulgar e-mail or sexist 

comments? 

 Then consider: Officer and enlisted leadership is essential. 

 The occurrence of the ranking officer initiating or 

allowing others in the unit to make sexually 

demeaning comments or gestures in a service 

woman‘s presence has been associated with a threeto four-fold increase in the likelihood of rape.6

 A study by Sadler (2003) shows ―Women reporting 

hostile work environments had approximately six-fold 

greater odds of rape...When officers engaged in quid 

pro quo behaviors, women reported a five-fold increase 

in rape. Officers allowing or initiating sexually 

demeaning comments or gestures towards female 

soldiers was associated with a three to four-fold 

increase in likelihood of rape.‖6

 While most who laugh at an off-color joke or forward 

an inappropriate email do not commit 

sexual assault - those who do commit this violence 

often mask and justify their behavior within climates 

where such behavior is condoned or ignored. Just as 

peers may provide inadvertent cover for offenders, 

they are also a very effective tool in both the 

prevention and response arenas. Emphasize the 

important role Sailors and Marines can play as 

active bystanders. Armed with basic education 

and training on resources and intervention 

strategies, they are a force multiplier. 

Sexual

Harassment

Sexual

Assault

Gender-focused 

jokes, sexual 

comments, 

vulgar pictures

Seductive 

behavior and 

inappropriate 

advances

Touching, 

pinching, 

groping

Threats, 

blackmail, 

sexual 

bribery

Physical 

force, sexual 

fondling, 

sodomy, 

rape

Continuum of Harm

7
CLIMATE &

ENVIRONMENT

Strategies:

―Why are some 

units effective and 

others not? They 

have the same basic 

characteristics, 

equipment, etc. It‘s 

the intangiable 

aspects that make all 

the difference; like 

commitment, 

loyalty, self-sacrifice, 

trust. Trust in our 

leaders, trust in the 

Marines and Sailors 

to our left and right. 

(As leaders) we need 

to focus on the 

intangiables and 

anything that would 

undermine these, 

needs to be stamped 

out... Sexual assault 

undermines our 

combat 

effectiveness.‖

 - Gen. Joseph F. 

Dunford Jr., Assistant 

Commandant of the 

Marine Corps

1. In formal and informal settings, set the standard for 

behavior and communication that you want emulated. 

Challenge your Sailors/Marines to act in the following 

areas: 

 Address behaviors, conduct and attitudes 

across the Continuum of Harm (see 

previous page).

 Ensure respect for victims and respect for 

the investigation and disposition process.

 Prohibit intimidation or retribution of any 

kind after a report has been made. 

2. Increase oversight and accountability for behaviors in 

the day-to-day workplace and living/community areas. 

3. Conduct periodic surveys to assess elements of your 

climate. Work with your leadership team to address the 

elements of greatest concern. 

 Meet with your SAPR team to discuss 

climate and environment issues. 

 Solicit information on climate concerns from 

groups in unique positions to observe, including 

Command Climate Surveys. 

 Conduct informal ―walk around‖ assessments 

within the command. 

- Talk to people in work 

areas informally about the 

climate and environment

- Integrate practical safety 

tips into orientation 

(locking doors)

- Listen for concerns with 

personnel in family and 

youth areas

- Walk the grounds at 

night

- Ensure all maintain 

standards of good order 

and discipline

- Conduct no-notice 

inspections of barracks/

ships

- Be clear about your 

―boundaries‖ of behavior

- Talk to your leaders about 

expectations

8
CLIMATE &

ENVIRONMENT

4. Encourage all leaders to make active efforts to stay current 

and responsive to climate concerns.

5. Do not tolerate sexually demeaning conduct. 

6. Develop a climate within which bystanders feel 

empowered to act. 

 Support the Bystander Intervention 

Training programs (e.g.: Bystander 

Intervention course at Navy A-schools and 

the USMC Take A Stand course for NCOs). 

 Encourage Sailors and Marines to take action in 

the face of a potential sexual assault. 

 Have leadership introduce key trainings and 

events pertaining to sexual assault prevention and 

response. 

 Acknowledge Sailors and Marines who 

intervene or speak up in potentially high-risk 

situations. 

7. Communicate clearly and often that there is a direct 

link between achieving your organizational goals and 

ensuring each Sailor/Marine feels safe and productive in 

his or her office. 

8. Emphasize the importance of professional military culture 

and responsibilities including bystander intervention 

strategies. 

―The ultimate goal: A Navy culture of mutual respect where sexual assault is 

completely eliminated and never tolerated. Anything else is unacceptable.‖ 

- RADM Anthony M. Kurta

 Director, Military Personnel Plans and Policy

9
PROGRAM

LEADERSHIP

PROGRAM 

LEADERSHIP 

Ask yourself: Does your command know your policy on sexual assault?

Then consider: Sexual assault is completely unacceptable in the Navy/Marine 

Corps. Your ultimate goal as a leader is a command climate of 

gender respect where sexual assault is never tolerated and 

completely eliminated. 

There is no single easy method to prevent sexual assault. It will 

require our sustained commitment to multiple approaches—

mentoring young Sailors/Marines; confronting alcohol issues;

educating all Sailors/Marines about our shared responsibility

as bystanders; and actively eradicating sexism and sexual

harassment whenever encountered. 

Studies show that a coordinated response by a multi-disciplinary 

approach improves a victim‘s experience as well as offender 

accountability. 

―In order to remove sexual assault from our Navy we 

need to ensure commands have a strong partnership 

with Sexual Assault Response Coordinators (SARC) 

and a robust Sexual Assault Prevention and Response 

(SAPR) program which fosters an environment where 

 ̳shipmates help shipmates‘ by not allowing destructive 

behavior to occur.‖ 

- MCPON Rick D. West

10
PROGRAM

LEADERSHIP

 Strategies : 1. Carefully select those who will fill SAPR 

program roles in your command. Consider the 

sensitivity and maturity required in dealing with 

these issues.

2. Maximize each opportunity to interface with first 

responders.

3. Create opportunities for collaboration (e.g., 

 training for first responders, host/participate in 

 symposiums, awareness events, etc.) to showcase 

 Command policy and address the issue of 

 eliminating sexual assault.

4. Support your SARC when there are events. Let 

 it be known you expect leaders in all echelons, 

 both officer and enlisted, to be present and 

 follow up if they are not.

5. Be a role model and lead by example. Be 

 consistent behind closed doors as well as ―out

 front.‖

 

6. Know the resources that surround your base. 

 This is particularly critical for non co-located 

 Reserve units who rely on community-based 

 resources (e.g., rape crisis centers, shelters).

 Build relationships with law enforcement, 

legal, FAP, chaplains, and health care 

providers.

 Be visible in your support and promotion 

of the SAPR program.

 Host joint programs with command 

partners, and have command 

representation at local events.

11
VICTIM

RESPONSE

Victim

Response

Ask yourself: What does a real victim look like?

Then consider: Victims of sexual assault are trauma victims. Trauma 

affects everyone differently. There are preconceived 

notions of how a ―real‖ victim of sexual assault should 

look and act, as well as respond. When a victim does not 

conform to these expectations, often the veracity of his or 

her experience is doubted. 

Ask yourself: Why is reporting often delayed?

Then consider: A victim may not report right away for a range of 

reasons, including fear of the perpetrator; public 

humiliation; a hostile environment for victims; fear of 

being disbelieved or blamed due to collateral misconduct 

(drinking, substance use); and blaming themselves for the 

assault. 

Ask yourself: Why don‘t victims fight back?

Then consider: Victims may submit out of fear, to avoid further harm or

heightened violence, and/or because of perpetrator 

 threats.

Ask yourself: Are most victims hysterical or emotional?

Then consider: There is not one ―typical‖ response for victims of sexual

assault. 

12
VICTIM

RESPONSE

Ask yourself: 

Then consider: 

Ask yourself: 

Then consider: 

Ask yourself: 

Then consider: 

Are most victims expected to be able to provide 

accurate recollections of their trauma? 

It is well established that memory processing is 

disrupted during traumatic events. Commonly 

occurring psychological reactions to trauma may 

impair a victim‘s ability to accurately recollect and 

talk about their sexual assault. 

What do you do when you don‘t really believe the 

victim? 

As a leader, it is essential that you follow the 

process and maintain objectivity. Each 

allegation of sexual assault should be considered 

independent of victim‘s character, behavior, or 

other allegations of past or present victim 

misconduct. 

When I think about sexual assault, how often do I 

think only of female victims? 

There are additional stereotypes and myths that 

impact men‘s ability to face their sexual assault 

and seek support or services, including: 

 Men are immune to victimization. 

 Men should be able to fight off attacks. 

 Men shouldn‘t express emotion. 

 Men enjoy all sex, so they must have 

enjoyed the assault.

These are NOT true!

13
VICTIM

RESPONSE

 Ask yourself: Why won‘t victims just report so we can hold the

offenders accountable?

 Then consider: This is a question often asked by leadership out of wellintended frustration at feeling helpless to act in the face 

of an assault. The reality is that reasons victims gave for not 

reporting include things within a Commander‘s reach to 

address. These include: 

 Did not want superiors to know 

 Fear of being treated badly if they report 

 Concern for protecting their identity 

 Did not trust the reporting process 

 Afraid of retaliation 

 Thought nothing would be done

 Perception they could handle it on their own

The responsibility for an increase in reporting is yours, 

not the victim‘s. Note what is being communicated 

within your command that is contributing to barriers to 

reporting, and address them. An increase in reporting 

will be unlikely to happen until after the response is 

strengthened and improved. 

―If we prove to our young men and women 

who have been assaulted that we are serious 

about changing this culture, perhaps we‘ll get 

the reporting.‖ 

- Honorable Robert O. Work

 Under Secretary of the Navy

14
VICTIM

RESPONSE

Strategies: 1. Take every case seriously and make sure your 

concern is apparent.

2. Protect victims from re-victimization and 

retaliation. 

3. Ensure victims receive needed support—best 

done in coordination with the SARC. 

4. Insist on a thorough investigation of every 

unrestricted report of sexual assault.

5. Respect victims‘ choices about reporting. If a 

victim chooses restricted reporting, respect that 

choice and trust your team to work the process.

6. Recommend deferring action on issues of 

collateral misconduct while sexual assaults are 

being investigated and decided upon.

7. Ensure that transfer requests are expeditiously 

processed. (72 hours) 

8. Ensure adequate attention is paid to the 

selection, training and oversight of the 

SAPR team (SARC, VA/UVA, POC, 

DCC, SAPR Command Liaison). 

9. Make sure the SAPR team has command 

access and support. 

 • Attend the monthly SAPR Case 

Management Group (SA CMG) meeting 

held by the SARC.

 • Speak at VA/UVA training. (e.g.: welcome 

participants)

10. Ensure training for first responders is 

available and effective (medical, NCIS, 

VA/UVA, SARC, chaplains, JAG).

11. Ensure first responders are collaborating 

and doing their work effectively. 

12. Make certain that your Victim Witness 

Assistance Program (VWAP) is fully supportive 

of victims. 

13. For Reserve units without full-time response 

resources, partner with community-based 

counterparts. 

15
VICTIM

RESPONSE

R e p o r t i n g 

 Options: 

Unrestricted 

 Reporting: 

Restricted 

 Reporting: 

There are two reporting options available: Unrestricted 

and Restricted, defined below. 

A process used by an eligible individual to disclose, 

without requesting restricted reporting, that he or she is 

the victim of a sexual assault. Under these 

circumstances, the victim‘s report to the SARC, 

Healthcare Personnel, a VA/UVA, command 

authorities, or other persons are reportable to law 

enforcement and may be used to initiate the official 

investigation process. 

A process used by an eligible individual to report or disclose 

that he or she is the victim of a sexual assault to specified 

officials on a requested confidential basis. Under these 

circumstances, the victim‘s report and any details provided 

to the SARC, Healthcare Personnel, or a VA will not be 

reported to law enforcement to initiate an official 

investigation unless the victim consents or an established 

exception is exercised under DoD Directive 6495.01. 

Restricted/Unrestricted Reports

RESTRICTED UNRESTRICTED

Yes CONFIDENTIALITY No

Sensitive/need to know

Active Duty and Reservists on 

Active Status, and their 

dependents 18 years or older

ELIGIBIITY

All personnel

No LAW ENFORCEMENT 

INVESTIGATION Yes

No COMMAND 

INVOLVEMENT Yes

Available SEXUAL ASSAULT KIT Available

Available MEDICAL SERVICES Available

Available COUNSELING SERVICES Available

Available VICTIM ADVOCATE

SERVICES

Available

16
VICTIM

RESPONSE

Why the 

Restricted 

Reporting 

Option Is 

Critical 

-17-

The concept of a restricted reporting option has been 

difficult for many commanders to fully appreciate. 

The restricted reporting option is a critical tool in the 

organizational response to sexual assault. It is the 

option developed specifically to increase mission 

readiness and increase reporting by addressing the 

initial needs of a victim -- for more control over their 

environment including time, privacy, and medical and 

emotional support. It is best described as a window into 

information previously unknown. Prior to this reporting 

option, most victims of sexual assault simply attempted 

to deal with the trauma on their own and hoped they 

could still function in their personal and professional lives. 

As this is a very difficult trauma to successfully self-treat, 

some struggled on and many others departed the Navy/

Marine Corps, often for reasons related to their trauma. 

While the goal is to have every restricted report go 

unrestricted, some victims will never be able to go beyond 

the restricted reporting step, so a final adjudication of the 

case will never occur. Others will find themselves able to 

move their case into the unrestricted realm in due time, 

and not only get help for themselves but also participate 

in holding their offender accountable. 

Honoring a victim‘s choice for restricted reporting is 

critical, in spite of the fact that it delays an investigation 

into the allegation and your ability as leaders to "take care 

of your Sailors/Marines.‖

17

―Commanders need to stop looking at the UVA position 

as just another billet that anyone can fill. It needs to be a 

motivated person who WANTS the billet. Anyone can fill 

the billet but not just anyone can understand it‘s 

importance. If others do not feel their UVA wants to 

help or even cares, then the billet is useless.‖

~ USMC female, O2 

 Anonymous comment2
VICTIM

RESPONSE

Respecting a victim‘s choice for this option demonstrates 

that you and the Navy/Marine Corps care about him or her 

first, and the desire to investigate the crime, at least 

immediately, second. This is very important as victims strive 

to adjust to the shock of their circumstances, regain their 

bearings, and prepare to move forward. 

Rest assured that your SAPR team is working with 

victims to help them understand the importance of 

an immediate Sexual Assault Forensic Exam (SAFE) kit to 

preserve evidence for future use. The SARC is also working 

to help them understand the importance of moving to an 

unrestricted reporting process when and if they want. 

Initial medical care, both physical and mental, coupled 

with quality time to work with a SARC and VA creates a 

safe zone for victims. This tends to translate into a victim 

being much more willing to work toward successful 

offender accountability. 

Bottom Line: A Restricted Reporting option puts the 

victim‘s voice first, ensures they get immediate help, 

and may eventually give Commanders the ability to pursue an 

alleged perpetrator on a case converted to unrestricted that 

may have been otherwise unknown, while helping a victim 

more quickly return to mission ready status. 

18

―(The sexual assault) took place very early on a Sunday. The next 

day my CO held an all hands call and asked  ̳How many of you 

know that one of your shipmates was sexually assaulted over the 

weekend?‘ I was out of work that week and had to go onboard 

here and there with a black eye. It became really obvious to 

everyone that I was the shipmate in question. I was shocked that 

after so many years of training, my CO went against the advice 

of my Chaplain and my SAPR POC and put my VERY personal 

information out there for the entire command.‖

~ Navy female, E5 

 Anonymous comment2
OFFENDER

ACCOUNTABILITY

 Ask yourself: What are my assumptions about sexual assault offenders

and accountability?

 Then consider: •When the victim was a Navy female, the perpetrator was a 

friend/acquaintance 30% of the time, a coworker 40% of the 

time. For Marine Corp female victims, the perpetrator was a 

friend/acquaintance 41% of the time, a coworker 30% of the 

time. When the victim was a Navy male, the perpetrator was a 

friend/acquaintance 17% of the time, a coworker 43% of the 

time. When the victim was a Marine Corps male, the 

perpetrator was a friend/acquaintance 21% of the time, a 

coworker 30% of the time.2 

•Most perpetrators of sexual violence will do it repeatedly, 

 debunking the myth that most assaults are ―an honest 

 misunderstanding between two people who drank too much‖ 

 or ―miscommunication.‖ As previously noted, 90% of all 

 assaults are committed by repeat offenders.5 This finding has 

 strong implications for your investigations and prevention efforts. 

 - Researchers suggest that a prevention strategy focused on 

 persuading persons not to commit sexual assault is not effective 

 as a stand-alone strategy. Bystander intervention is viewed as a 

 stronger alternative. 

•An unreported allegation is never investigated. Factoring 

in unreported sexual assaults, only about 6% of perpetrators 

ever serve a day in jail. This means 15 of 16 perpetrators 

can never be held accountable.7

• Alcohol is frequently used as a weapon by offenders in order 

to control their victim and render them helpless. As part of 

their plan, a perpetrator will encourage the victim to use 

alcohol, or identify an individual who is already drunk. 

Alcohol is not a cause of sexual assault; it is only one of the 

many tools used by people who sexually assault. 

Offender

Accountability

19

―Our men and 

women in 

uniform put 

their lives on 

the line every 

day to try to 

keep America 

safe. We have 

a moral duty 

to keep them 

safe from 

those who 

would attack 

their dignity 

and their 

honor.‖ 

- Honorable 

Leon Panetta, 

Secretary of 

Defense
OFFENDER

ACCOUNTABILITY

 Strategies: 1. Express clear expectations about the urgency and priority of 

case processing. 

2. Ensure proper investigation of allegations while also 

communicating that the accused is ―innocent until proven 

guilty.‖ 

3. Do not put pressure on SARCs or VA/UVAs to disclose 

restricted reports. 

4. Ensure a strong Victim Witness Assistance Program (VWAP). 

5. Ensure your SJA and NCIS are working closely together. This 

will help avoid unnecessary delays. 

6. Remember that complications and delays occur in military and 

civilian courts. These cases are rarely resolved quickly.

7. Ensure case outcomes are thoroughly reviewed and 

communicated to each victim by the JA, SARC, and 

Commander. 

―It is incomprehensible that a shipmate would commit 

such a horrible crime on another shipmate. Sexual 

assault in our Navy undermines teamwork, morale, unit 

cohesion, and operational readiness. Also, the long-term 

effects of sexual assault dramatically impact the victim 

for years to come.

For these reasons, sexual assault does not belong in our 

Navy. We have a  ̳zero tolerance‘ policy for this criminal 

offense and it is each and every Sailor‘s responsibility to 

adhere to this policy and do your part to alleviate this 

crime within our ranks.‖ 

- MCPON Rick D. West

20

―Sexual assault has 

no place in our 

Corps. It shatters 

the trust that must 

exist between 

Marines. All of us 

have a moral 

obligation to our 

fellow Marines in 

preventing sexual 

assault and to 

support any 

Marine or Sailor 

who falls victim to 

this crime.

~Sergeant Major of 

the Marine Corps, 

Michael P. Barrett
Acknowledgments 

We would like to thank the Department of the Air Force for the 

use of their Air Force Wing Commander‘s Guide. 

Department of the Navy Sexual Assault Prevention & Response Office 

(DON SAPRO)

1000 Navy Pentagon

RM4E615

Washington DC 20350-1000

www.donsapro.navy.mil 

21

Our core values demand that we find new 

ways to do better. This will not be easy or 

quick, and there is no tried–and–true formula 

for success. We are trying to come up with the 

right message in the right context at the right 

time with the right frequency.

- Jill Vines Loftus

Director, DON SAPRO
For More Information 

For additional information, including the additional resource documents listed below, 

please visit the following websites: 

http://www. donsapro.navy.mil

http://www.cnic.navy.mil/cnic_hq_site/WhatWeDo/FleetandFamilyReadiness/FamilyReadiness/

FleetandFamilySupportProgram/SexualAssaultPreventionandResponse/index.htm

http://www.usmc-mccs.org/sapro

http://www.sapr.mil

http://www.myduty.mil

References 

1U.S. Department of Defense. (2011). Department of Defense Annual Report on 

Sexual Assault in the Military: Fiscal Year 2010.

2Department of the Navy. (2011). Sexual Assault Survey.

3Lisak, D., Gardinier, L., Nicksa, S.C., Cote, & Ashley, M. (2010). 

False Allegations of Sexual Assault: An Analysis of Ten Years 

of Reported Cases. Violence Against Women, 16, 1318. DOI: 

10.1177/1077801210387747. 

4U.S. Department of Justice. (2005). National Crime Victimization Survey. 

5Lisak, D., & Miller, P.M., (2002). Repeat Rape and Multiple Offending Among 

Undetected Rapists. Violence and Victims, 17(1), 73-84. 

6Sadler, Anne G., Booth, Brenda M., Cook, Brian L., & Doebbeling, Bradley 

N. (2003). Factors Associated With Women‘s Risk of Rape in the Military 

Environment. American Journal of Industrial Medicine, 43, 262-273. 

7Bureau of Justice Statistics. (1992-2000) Rape and Sexual Assault: Reporting to 

Police and Medical Attention

22
 Reporting is easier said than done. I still live with the fears of being sexually assaulted repeatedly. 

.... I‘m still afraid to report my offender even 2 years later. (USMC female)

 I didn't report my situation because it would hurt quite a few people if it got out. My main 

concern is that nobody believes males can be raped. (Navy male)

 ... If you really want victims to report, send the message that you do NOT tolerate such actions... 

I can speak from experience that victims fear that the justice system will not hold the offender 

accountable. This poses silent yet devastating rippling effects to not only the victim but also to 

the morale & work environment of the unit and sets the tone for all future incidents... -Edmund 

Burke Paraphrase: "All it takes for evil to prevail is for good people to do nothing." My Question: 

"What will YOU do?" (USMC female)

 I did not report the incident of sexual assault because I was deploying to Afghanistan within the 

week. I did not trust my command to provide me with services and still maintain my billet as a 

platoon commander in a fwd deployed status. I had prepared for this deployment for over 6 

months and did not want my command to leave me behind due to this incident. (USMC female)

 Because I am a male, being sexually assaulted embarrassed and humiliated me. I felt ashamed but 

was afraid to report the incident because this type of thing is not supposed to happen to a male 

ever. (Navy male)

 The less arrogance SNCOs have, the more willing they will be to help their subordinates; these 

are the leaders we need in our society -- and they are dwindling significantly. Discipline is 

necessary, but so is being approachable... (USMC male)

 Most Military personnel do not take sexual assault as serious as they should. Higher ranking 

enlisted members included. Several times I have seen SNCO's intentionally flirt with E3 and 

below service members and "make moves" without consent. The junior service member is then in 

a difficult position because of fear of either punishment for jumping the chain of command or 

discrimination and harassment for being a weak Marine... I can tell you honestly that the 

command and medical doesn't know half of the unacceptable, intentional, unwanted sexual 

things said and acts performed, both at work and at the barracks. (USMC male)

 As a young female it‘s difficult to work with males who have done something in the past to you. 

It ruins working relationships, the chain of command, trust, and respect towards the offender. I 

feel the need to dodge fire when I see this person. I told my boyfriend at the time who told me 

not to say anything it would "ruin" the offenders naval career, well you know what he ruined my 

life. .... I would like to tell my chain command the events that took place but I feel like they 

would disregard it because it happened 6 months ago. I am concerned with the high cases of 

sexual assault/harassment in the Navy, I have met too many women that have gone through this 

horrible experiences. v/r a very worried sailor (Navy female) 

 .... Honestly I didn‘t think I would ever be sexually assaulted, since I am a male. But I‘ve changed 

that view, anybody, no matter what gender, age, or sexual preference, can be sexually assaulted. 

(Navy male)

NOT ON MY WATCH...

Step Up. Step In.

Prevention is everyone‘s responsibility!

Comments from DON SAPRO 2011 Sexual Assault Survey