View
850
Download
6
Category
Tags:
Preview:
DESCRIPTION
Fleet engagement brief NPC (15 aug 2013) LEADERSHIP E7 AND ABOVE
Citation preview
NAVY
BUPERS 3
1
Fleet Engagement(NAVREG MID-ATLANTIC 27-28 AUG 2013)
NAVY
BUPERS 3
2
BUPERS-3 Military Community Management
Overview
CAPT Bruce DeshotelHead Enlisted Community Manager, BUPERS-32Updated 27 August 2013
NAVY
BUPERS 3
3
Community ManagementPerspective
There can be a natural tension between the objectives of each function
CommunityManagement
Placement Distribution
Focus
Providing sustainable inventories with requisite skills
Unit level manning and requirements
Individual assignments to meet billet/skill needs (Fit/Fill)
Demand Signal
Officer & Enlisted Programmed Authorizations (OPA & EPA)
Unit manning documents (AMDs, SMDs)
Requisitions
• Often review same things, but from different perspectives• Collaboration is important & improving• Process the same for Active & Reserve components
NAVY
BUPERS 3
4
373,193
383,108
373,197
350,197
332,228
328,303
318,406
324,325
323,600
322,900
324,100
325,400 326,100
326,100
300,000
325,000
350,000
375,000
400,000
FY00 FY01 FY02 FY03 FY04 FY05 FY06 FY07 FY08 FY09 FY10 FY11 FY12FY13(A9) FY14 FY15 FY16 FY17 FY18 FY19
Actuals PB14 Controls
End-Strength
Changing End-StrengthStabilizing through the FYDPTotal End Strength 2000-2019
GOAL: BALANCED FORCE, STABLE END-STRENGTH
Contributors to current strength: Expectation to go lower than 320,000
ERB C-WAY-Reenlistment Decreased accessions
Increased losses (vs. stable retention) PFA policy changes, for example
Constrained budgets Officer over-execution offset with
enlisted Friction
Under-funded and over-executed Individuals Account
Force Management Strategy: Use all available levers
Accessions, Vol, Invol actions Balance the force
CAREER WAYPOINT-Reenlistment, PACT Designation, quality boards
Man sea billets Incentives, SSF, VSDP, CPO to Sea, etc.
Reduce friction Fund Individuals Account, evaluate programs
322,700
End of FY13 Strength Projections:Total: 324,325 (+1,625)Officer: 53,477 (+2,179)Enlisted: 266,380 (-532)
Source: June 2013 Monthly End Strength Brief
NAVY
BUPERS 3
5
TPP&H/Student Pipeline
Of 264,411 total enlisted, 16% (42,841) were non-distributable and 2.2% (5,784) were LIMDU or pregnant on 01 Aug 13.
This is the Individuals
Account less Officer
Candidates
Note: Sailors who become pregnant while assigned to sea duty are assigned to a special shore tour. On 01 Aug13, there were 33 sailors in ACC
105 and 12 in ACC 355 that were also pregnant.
1,100
Billets AuthorizedDistributable 236,434Students 23,549 TPP&H 8,989Total 268,972
5,78
4
(Numbers are USN personnel only)
Total Distributable – 221,570 (84%)(includes LIMDUs and pregnancies whichmake up 2.6% of the distributable manning)
Total Non–Distributable – 42,841 (16%)TPP&H – 11,861 (4%)Students – 30,980 (12%)
25,358
12,342
ADSW and mobilized reservists are no longer included in numbers.
LIMDUs & Pregnancies 3,265
3,145
LIMDUs (ACC
105)47%
Pregnancies from Sea Duty
53%
PEB (ACC 355) [796] 2%
Transients23%
Patients, Prisoners & Holdees
[1,118]3%
Students72%
30,980
9,947
2,6943,090
215,786
Distribution of Navy Wide Enlisted Assets (August 2013)
Data Source/Date: Student BA-TFFMS (07/23/13); All Other: ARIS (08/01/13) POC: Pers-4013C 901-874-4574
NAVY
BUPERS 3
6
Specific Community MgmtBUPERS-31 (Off) / BUPERS-32 (Enl) / BUPERS-34 (Metrics)
Accession planning Quality, quantity, policy Lateral conversions/Re-designations
Training Initial (‘A’) school requirement Advanced/career (‘C’) school requirements Policy advisor to NETC/OTC
Review billet changes for impacts on community health Sea/shore rotation Adv/Promotion impacts Career progression Geo Stability
Information dissemination Fleet Engagement Link, web pages, PAO efforts
POM Analysis and Mitigation Special Initiatives
CNO’s TOR Comm Mgmt WG Force Management ESC LDO/CWO Realignment Continuum of Service WG Enlisted Supply Chain Planning & Execution LCS Council Cyber TF Challenge
Force structure management Advancement/Promotion Planning Career paths Retention Retirements Separations (early, hardship) Sea/shore tour lengths CAREER WAYPOINT-Reenlistment (Formerly PTS) CAREER WAYPOINT-PACT Designation (Formerly REGA) NEOCS/NOOCS Continuation/SERAD Probationary Officer Continuation and Redesignation
Board (POCRB) Incentives
Pay Bonuses (SRB Plan) Special duty assignment pay (SDAP) Training incentives (STAR/HPSP)
Metrics and Analysis Reports, ad hoc queries
Active & Reserve, Officer & Enlisted
SRB & SDAP NAVADMIN Updates released in MAR 13
NAVY
BUPERS 3
7Data Source: NMPBS Cut Date: 02 Aug 2013
All Enlisted Active Duty LOS(OCS not included)
NAVY
BUPERS 3
8
Force Stabilization Tools
Reduced Accessions
Selected Reenlistment Bonuses
Short-Term Extension Policy
Selected Time In Grade Waivers
Selected Early Out
Career Waypoint-Reenlistment (Zones A/B/C)
High Year Tenure
E7-9 >20 Continuation Board
Special and Incentive Pay Reviews
Selective Reserve Affiliation
Temporary Early Retirement (TERA)
ENLISTED OFFICER
Reduced Accessions
Probationary Officer Continuation & Redesignation Board
Career Status Boards
Limit Retire/Retain and Age Waivers
Selected Time In Grade Waivers
Limit Retraction of Retires/Resigs
Selective Early Retirement / Continuation Board (O-5 and O-6 FTS)
Special and Incentive Pay Reviews
Minimum Service Requirement Waiver
Admin Selection Boards
Temporary Early Retirement (TERA)
Force Management Levers utilized to achieve objectives
NAVY
BUPERS 3
9
NPC WEBPAGE
http://www.npc.navy.mil
NAVY
BUPERS 3
10
Every month, Community Managers post detailed information regarding the status of your rating.
• Click Community Overview to view a “big picture” snapshot of your rating’s overall health.
• Click Career Path to view a typical career path, from Navy enlistment as E-1 to 30-year retirement as E-9.
Every month, Community Managers post detailed information regarding the status of your rating.
• Click Community Overview to view a “big picture” snapshot of your rating’s overall health.
• Click Career Path to view a typical career path, from Navy enlistment as E-1 to 30-year retirement as E-9. 10
Community Overview
11
CWAY-PACT: • PACT-in plan 350 through the FY • Made 294 BM’s off MAR13 NWAE. Plan to add 350
SPACT to BM throughout FY13. This will also continue throughout FY14.
• SRB: • Zone A SRB is back IAW NAVADMIN 077/13.
Notes: • Under-manning in Zone A due to PACT policy and
delayed FY13 accessions. 310 accession E3 and below Sailors will enter the rating this FY in addition to PACT. 11
NAVY
BUPERS 3
12
Enlisted Advancement
NAVY
BUPERS 3
13
FY
03
FY
04
FY
05
FY
06
FY
07
FY
08
FY
09
FY
10
FY
11
FY
12
FY
13
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50% E-4
E4 Average
E5 Average
E6 Average
Current Cycle 219
Solid lines = 10 yr avg
E4 36.9%
E5 39.9%
E6 13.3%
Historical E4/5/6 Aggregate Opportunity
NAVY
BUPERS 3
14
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%FY
94
FY95
FY96
FY97
FY98
FY99
FY00
FY01
FY02
FY03
FY04
FY05
FY06
FY07
FY08
FY09
FY10
FY11
Fy12
FY13
E9 E8 E7
• E9 Opportunity increasing – above 10-year average for first time in 4 cycles• E8 Opportunity increasing – above 10-year average• E7 Opportunity increasing – above 10-year average for first time in 4 cycles
Solid lines = 10 yr avg
E7 22.10%
E8 10.97%
E9 12.91%
Historical E7/8/9 Aggregate Opportunity
NAVY
BUPERS 3
15
Career Navigator
NAVY
BUPERS 3
16
Career Navigator ProgramNew program to change how we do business in enlisted career management. Goal is to help Sailors make informed decisions by placing career management systems at their fingertips.
• Career opportunities across full continuum of Active and Reserve Naval Service balancing Sailor choices with Navy needs
• Transparent and interactive Sailor tools• Cornerstone of Navy’s electronic Human Resources
Management (eHR) strategyInitial Career Decisions: Join Navy Choose a rating
Change rating
Mid-CareerActions:
Same rating Change rating
AC RC
Assignments Advancement
Records and Feedback
CAREER NAVIGATOR Sailor at the Helm
NAVADMINs 149/13 & 150/13
NAVY
BUPERS 3
17
Car
eer
Way
poin
ts Career Waypoints• Reclassification• PACT Designation• Reenlistment (in-rate, conversion or AC to RC)
• Conversion*• RC to AC• AC to RC*
PR
IDE
CM
S-I
D/B
BD
NS
IPS
Career Starting point• Rating choice
Career Billet Assignments• Billet applications
Career Record Management• Electronic service recordCareer Viewpoint• Survey
Sailor Portal• Resume review• Career interests• Career options
• Career Waypoint Application status • Advancement
dashboard
Supported by Multiple IT systems
Formerly FleetRIDE
Cornerstone of Navy’s eHR strategy
CIM
S
Career Development Boards• Tracking
*Included as part of Reenlistment application only. Future separate capability recommended.
CAREER NAVIGATOR Program Vision
NAVY
BUPERS 3
18
5 Reasons Career Navigator Will Work Better
1. Sailors will have an active role. 2. Career options (across entire AC/RC continuum) will be at the
Sailor’s fingertips.3. Sailors will find out answers earlier. 4. Sailors will have more choice by having answers sooner.5. Sailors will have online access.
CAREER NAVIGATOR Sailor at the Helm
NAVY
BUPERS 3
19
CTI HMOPT AWO HMPHARM EOD FCAEGIS CTT MT CM MR UC IS
0.00%
20.00%
40.00%
60.00%
80.00%
100.00%
120.00%
140.00%
160.00%
180.00%
Shape
Rating Manning
"%“AUG11
Career Waypoints-Reenlistment Intent(Formerly known as PTS)
260000
265000
270000
275000
280000
285000
2008
2009
2010
2011
EPA v. I nventory
Inventory EPA
Manages number of re-enlistments to staywithin fiscal controls (force management role)
Balances enlisted manning in each skill set (original intent)
NAVY
BUPERS 3
20
CAREER WAYPOINTS-Reenlistment
Centralized re-enlistment approval(0-14 years of service)
Significant changes 1 Jun 13 & after:
Renaming of FleetRIDE/PTS to CAREER WAYPOINTS-REENLISMENT
Update timelines/more looks (13 vice 12)
Sailors in undermanned skillsets will receive approval to reenlist on their first application
No longer require NAVPERSCOM approval for early reenlistment, only need Career Waypoints approval.
Algorithm changes, decision based on rank, performance, and critical NEC
Rules to obtain Involuntary Separation Pay (ISP), must be disapproved for reenlistment in-rate and for conversion in order to be eligible
Outcomes:
Re-enlist in current skillset
Convert to a different (undermanned) skillset
Transition to reserves
Separate
2003 Implemented for first-term Sailors (0-6 years of service)
2009Expanded to second-term (6-10 years of service) and third-term Sailors (10-14 years of service)
2010Fleetride/PTS integrationAlgorithm changes and Quota expirations
2011Navy’s primary tool to manage end strength and balance the force
NAVY
BUPERS 3
21
Career Waypoints CrosswalkImprovements under Career Waypoints
Old New
Fleet RIDE Career WaypointsPTS Career Waypoints – Reenlistment REGA Career Waypoints– PACT DesignationMust be within 12 months of EAOS to reenlist Sailors can reenlist early Sailors screened using five factors: Rank, Evals, Critical NEC, PFA, months to SEAOS
Sailors screened using three factors: Rank, Evals, Critical NEC
E6 Sailors compete for reenlistment quotas All E6 Sailors approved for reenlistment- Must be eligible and command- approved - Nuclear trained E-6 Sailors will still be screened
Rated E3-E5 Sailors competed for reenlistment quotas Open, Balanced, and Competitive Reenlistment categories to expedite reenlistment request processing by skill set
Application Timeline: 12 months prior to SEAOS7 looks, 12-6 months from SEAOS
Application Timeline: 13 months prior to SEAOS8 looks , 13 to 6 months from SEAOS
Reenlistment Quota expired when previously executed extensions became operative
13 month expiration for quotas, even when previously executed extensions become operative
Reenlistment request timeline overlapped with CMS-ID, limiting Sailors choice of orders
Application process aligned with CMS-ID, maximizing Sailors choice of orders
In-rate and Conversion options offered simultaneously, leading to fewer conversion requests
Receive In-Rate decision earlier, providing sufficient time to request conversion
PACT Designation applications created individually by the Command Career Counselor
PACT Designation application partially filled out with corporate data as soon as Sailors become eligible
RC2RC Manual Conversion Process via 1306/7 RC Conversion requests automated in Career Waypoints -Conversion (RC)
RC2AC Manual Application Process RC to AC Transition requests automated in Career Waypoints –Transition (RC to AC)
RC2AC Sailors not eligible for SRB RC2AC Sailors eligible for SRB
No Sailor mechanism to provide feedback on career opportunities Career Viewpoint Survey – Sailors able to provide feedback on their career opportunities
No Sailor access to Fleet RIDE system, completely reliant on Command Career Counselor
Sailor Portal into Career Waypoints by end of 2013 to research career opportunities and view application status
NAVY
BUPERS 3
22
Sailors check-in 13 months in advance and indicate if they plan to separate or reenlist
Competitive Reenlistment: If eligible, must apply(Overmanned and special requirements)
Balanced Reenlistment: If eligible, auto-confirm or apply based on YG manning(Fully manned) Undermanned year group: Auto-confirmed, can reenlist immediately
Overmanned year group: Must apply
Open Reenlistment: If eligible, auto-confirmed, can reenlist immediately(Undermanned and E6s)
NOW: E6s and Sailors with open reenlistment--100% approval 1st application (~30-day wait)Early fall: E6s, Open and some Balanced immediately auto-confirmed
CAREER WAYPOINTSReenlistment Check-in
NAVY
BUPERS 3
23
Improvements• Aligns reenlistment requests with orders negotiation• Sailors receive reenlistment decisions sooner• Sailors negotiate orders sooner• Builds in time for Sailors to submit conversion requests• Command workload reduced• Clear distribution signal
CH
OIC
E
12 6 3 End of Contract
15
Orders negotiation
MonthsIn-Rate
Conversion
SELRES
3# of Choices 1 0
13
2
Concerns with current system:• Limited time for Sailor decision to convert• Limited time for orders negotiation• Limited time to plan (Navy & Sailor)• Significant workload on Command• Unclear distribution signal
10 6 3 End of Contract
15
Orders negotiation
Months
3# of Choices 1 0
CH
OIC
E In-Rate
Conversion
SELRES
8 “Looks”13-6mo
Sailors never asked to convert
and were separated
7 “Looks”12-6 mo
PERFORM-to-SERVE (PTS)2003 2012
June, 2013…
Career Waypoints-Reenlistment
Career Waypoints–Reenlistment Applications
3-2-1
NAVY
BUPERS 3
24
• CO’s recommendation for retention verified, applications sorted by:• Paygrade
• Selected for advancement, but not advanced• Average of up to last five (three for E3/4) EVALs (EP=5, MP=4, etc, not
trait average); NOB accounted for but not factored in• Critical NECs held (per USFFC list) OR RIDE score for conversions
• PFA performance (number of failures in last 4 years) Removed 01Jun13
• Proximity to SEAOS/decision point Removed 01Jun13
CAREER WAYPOINTS-Reenlistment Monthly Process
• ECMs load Reenlistment quotas available, SEAOS application shells loaded
• Commands review/validate, enter new applications• At end of month, applications collected—CAREER WAYPOINTS-
Reenlistment remains open• CAREER WAYPOINTS-Reenlistment sorts applications by EMC code and
YG• Algorithm run
NAVY
BUPERS 3
25
Approved In-Rate5644
89.3%
Approved Conversion66
1.0%
Approved SELRES47
0.7%
Approved Convert to FTS16
0.3%
Intends to Separate533
8.4%
Denied Final Active14
0.2%
All FY
Looks Remaining
All FY
Jun 2013 C-WAY RE Results AC Sailors – All FY
Final Actions: 5,773 Approved (91.3%), 14 Involuntary Separations (0.2%), 533 Voluntary Separations (8.4%)
Subset
Total Submitted: 11,975
Looks Remaining5,655 Final Actions: 6,320
[ ]
[ ][ ]
[ ]
[ ]
[ ]
NAVY
BUPERS 3
26
Final: Voluntary vs PTS Losses
C-Way ResultsA/C Sailors Jul 2011- Jun 2013
Conversions
Approved for In-Rate
Separated with Approved AC Quota
0
1000
2000
3000
4000
5000
6000
7000
8000
Jul-
11Au
g-1
1Se
p-1
1Oc
t-11
Nov
-11
Dec-
11Ja
n-1
2Fe
b-1
2M
ar-1
2Ap
r-12
May
-12
Jun
-12
Jul-
12Au
g-1
2Se
p-1
2Oc
t-12
Nov
-12
Dec-
12Ja
n-1
3Fe
b-1
3M
ar-1
3Ap
r-13
May
-13
Jun
-13
Approved for In-Rate
0
500
1000
1500
2000
2500
Jul-
11Au
g-11
Sep
-11
Oct
-11
Nov
-11
Dec-
11Ja
n-1
2Fe
b-1
2M
ar-1
2Ap
r-12
May
-12
Jun
-12
Jul-
12Au
g-12
Sep
-12
Oct
-12
Nov
-12
Dec-
12Ja
n-1
3Fe
b-1
3M
ar-1
3Ap
r-13
May
-13
Jun
-13
DFA (all others) DFA (intends to Separate) Intends to Separate (Looks Remaining)
293 31
736
319
325
220
620
515
812
784 10
277 69 82
61 59 49 4059
40 4473 61
47
0
50
100
150
200
250
300
350
400
Jul-
11Au
g-1
1Se
p-1
1Oc
t-11
Nov
-11
Dec
-11
Jan-1
2Fe
b-1
2M
ar-1
2Ap
r-1
2M
ay-1
2Ju
n-1
2Ju
l-12
Aug
-12
Sep
-12
Oct-
12No
v-1
2De
c-1
2Jan
-13
Feb
-13
Mar
-13
Apr
-13
May
-13
Jun
-13
Approved SELRES Approved Conversion AC Approved Conversion to FTS
0
100
200
300
400
500
600
Jul-
11Au
g-11
Sep
-11
Oct
-11
Nov
-11
Dec-
11Ja
n-1
2Fe
b-1
2M
ar-1
2Ap
r-12
May
-12
Jun
-12
Jul-
12Au
g-12
Sep
-12
Oct
-12
Nov
-12
Dec-
12Ja
n-1
3Fe
b-1
3M
ar-1
3Ap
r-13
May
-13
Jun
-13
Separated with Approved Active Quota
26
NAVY
BUPERS 3
27
CAREER WAYPOINTS-ReenlistmentTake-Aways
Involvement is key Early is better Trust, but verify (CDBs, applications, etc)
Know the system, know what can be influenced and what can’t be EVALs
Be honest—inflated evals could hurt a better Sailor Know when someone is approaching CAREER WAYPOINTS
Use other programs to address misbehavior/ substandard performance Consider conversion options
Prepare for conversion well before CAREER WAYPOINTS windowQuota expirations (13 months or change to SEAOS or Current
Enlistment Date (CED)) If separating, consider SELRES affiliation (future RC>AC opportunity) Use command level CAREER WAYPOINTS-Reenlistment reports
NAVY
BUPERS 3
28
CAREER WAYPOINTS-Reenlistment Checklist for Success
Understand current CAREER WAYPOINTS-Reenlistment policy/algorithm and download C-WAY User Guide http://www.public.navy.mil/bupers-npc/career/careercounseling/Pages/CareerWaypointSystem.aspx
Identify eligible (SEAOS/PRD) Sailors Ensure CDBs are being conducted (15-24 months prior to PRD/SEAOS) Ensure all Sailors are qualified Ensure all qualified CAREER WAYPOINTS-Reenlistment applications are submitted
(13-15 months to SEAOS/PRD) Review monthly results via CAREER WAYPOINTS-Reenlistment command reports Personally recognize Sailors approved for Reenlistment Ensure counseling is conducted for all Sailors who have not been selected for
INRATE/Conversion approval after two reviews/looks Ensure proper command level notification is being done for those being separated
under Reeenlistment Ensure Sailors not selected for Reenlistment are provided counseling on the benefits
of Reserve Affiliation Ensure CAREER WAYPOINTS-Reenlistment is briefed during Quarterly/Monthly
Career Development Team Meetings Ensure the Chiefs’ Mess maintains accountability of CAREER WAYPOINTS-
Reenlistment with their respective departments/divisions
NAVY
BUPERS 3
29
Rating Entry Methods & Requirements Navy-Wide Advancement Exam (NWAE)
Meet Time In Rate (TIR) requirements. Approved via the Career Waypoints-PACT Designation Module to take an exam.
“A” School Minimum time on board is 12 months to apply. Meet all rating entry and “A” School eligibility requirements. Incur additional OBLISERV (if required).
Direct Rating Entry Designation (RED) (Preferred Method) Meet Time In Rate (TIR) requirements for PO3 in the next NWAE. Cannot apply for RED into an “A”
School required rating. Meet all rating entry requirements. Must have valid billet on board present command.
Since 1 June 2013, the system auto-generates partially populated applications for Sailors who meet eligibility requirements. Application deadline is 2359 (Central Time) the last day of each month (via Career Waypoint-PACT).
Up to 3 options per application; once approved for NWAE, applications are “locked out” until results received.
CAREER WAYPOINTS - Professional Apprentice Career Track (PACT) Designation
(FORMERLY KNOWN AS REGA)
What is a PACT? Professional Apprentice Career Track which replaced the legacy GENDET program. Recruited into Surface-PACT, Aviation-PACT, and Engineering-PACT, but can change. Covenant with the Sailor to be rated within 24 months of initial enlistment or 12 months onboard first
Permanent Duty Station, which ever comes last, the Navy may assign a rating via direct designation.
Authorization:2,487 A-PACTs4,412 S-PACTs530 E-PACTs(FY12 Fall EPA)
Key is aligning rating entry requests to needs of the individual ratings while balancing the PACT inventory
NAVY
BUPERS 3
30
CAREER WAYPOINTS – PACT Designation
1
1. Go to the NPC homepage at www.npc.navy.mil and click Career Waypoints.
2. Scroll down page to “Reference Material” and download current “PACT Quota Table”. 30
2
Important: Quotas differ based on individual Sailor’s Year Group.
NAVY
BUPERS 3
31
CAREER WAYPOINT - PACT Checklist for Success
Understand current CAREER WAYPOINT - PACT Designation policy
Identify eligible Sailors Ensure CDBs are being conducted (30 days/6mos/12mos/18mos) for PACT’s Ensure all Sailors qualified in the CAREER WAYPOINT–PACT Designation program
ASVAB scores Occupational Standards of desired rating
Ensure all qualified applications are submitted within 24 months of initial enlistment or 12 months onboard first Permanent Duty Station
Review monthly results via CAREER WAYPOINT-PACT Designation command reports Personally recognize Sailors approved for PACT Designation Ensure counseling is conducted for all Sailors who have not been selected for
approval Ensure CAREER WAYPOINT-PACT Designation results are briefed during
Quarterly/Monthly Career Development Team Meetings Ensure the Chiefs’ Mess maintains accountability of PACT Sailor’s within their
respective departments/divisions
NAVY
BUPERS 3
32
Senior Enlisted Continuation Board
• A performance-driven review of Master Chiefs, Senior Chiefs and Chiefs with more than 19 years of service and three years time in grade
No quotas
• Documented misconduct and substandard performance are the primary reasons a Sailor would not be selected for continued service.
• Examples (listed in the NAVADMIN) include: Substandard Performance of Duty Declining Performance Military or civilian convictions, and non-judicial punishment. Inability to perform duties required by rating, such as through removal of
security clearance
• Members not selected for continuation must transfer to the Fleet Reserve or Retire
NAVY
BUPERS 3
33
Plain Talk Series
33
NAVY
BUPERS 3
34
OFFICER COMMUNITYMANAGEMENT EXAMPLES
- Force & Community Overviews
- BUPERS-3 Related Management Programs
NAVY
BUPERS 3
35
Red Levers
Requires Statutory Changes
Available, Not in use
Planned
FY13 Fall 2012 Signed OPA*FY13 Fall 2012 Signed OPA*
NOPPS Data as of 11 Jun 2013 Does not include LDO or CWO
Inv ROPA DeltaO6 1243 1359 -116O5 2832 2956 -124O4 4185 4262 -77O3 8200 7060 1140O2 5259 3783 1476O1 4418 3734 684
Total 26137 23154 2983
URLInv ROPA Delta
O6 1886 1941 -55O5 3538 3618 -80O4 5552 5916 -364O3 7610 7326 284O2 2223 1907 316O1 1407 1534 -127
Total 22216 22242 -26
RL+STAFF
ROPA/Inventory LOS & Force Management Tools
NAVY
BUPERS 3
36
POCR Board is a force shaping authority not a lateral transfer process
POCR Board Probationary Officer Continuation & Redesignation
Probationary Officer: Officers < 6 years of active commissioned service
Eligibility defined in POCR Business Rules (OCM section of NPC website) Attrite, warfare qualification loss, failure to obtain professional qualification/certification, etc.
POCR is a monthly board where candidates are recommended for: Redesignation: quota controlled, based on community requirements Separation: removal from Active Duty List (ADL) within four months with possible reserve (FTS,
SELRES or IRR) affiliation
POCR board considerations:
Redesignations Separations
POCRBoard
POCR Candidates
Individual preferences, personal statement, and sea duty/worldwide assignment potential
Command endorsement, letters of recommendation, and unique/skills, i.e., foreign language, etc.
USN investment in Officer, including graduate education, warfare qualification (MSR), commissioning source, degree/GPA, and/or prior enlisted service
Needs of the Navy and gaining community specific requirements
NAVY
BUPERS 3
37
FET SCHEDULE
NAVY
BUPERS 3
38
In Closing…
Understand current policies and programs
Ensure they are being managed appropriately
Engage your Sailors early
Make sure they understand their responsibilities for
their career
Questions?
NAVY
BUPERS 3
39
Back Up Slides
• Force Management Strategy
• Manpower-Personnel Balance
• Navy Force Management
• Other Key Functions
• Career Toolbox
• Career Waypoint – Reenlistment Misperceptions
NAVY
BUPERS 3
40
Force Management Strategy
Use all available levers
Balancethe force
Man seabillets
Reducefriction
Accessions Voluntary actions Involuntary actions
Fleet Ride (PTS, REGA) Quality boards (ERB, SERB)
Special pays and incentives Sea/shore flow / detailing Voluntary Sea Duty Program
Fund individuals account Evaluate policies (e.g., pregnancy,
LIMDU)
NAVY
BUPERS 3
41
WartimeRequire-
ments BilletsAuthorized
PositionsOnboard
M+1
BA
NMP(could be above
or below BA)COB
(could be above or below NMP & BA)
Required Funded “Expected” “Deck plates”
Need
PaidFor
Your Share Reality
Manpower-Personnel Balance
SMD/SQMDFMD
AMD EDVR MUSTER
“SPACES” “FACES”
“READINESS GAP”“FRUSTRATION GAP”
FIT GAP
≈ EPA
NAVY
BUPERS 3
42
Sailor Gains• Enlistment Bonus Program• Navy College Fund• Loan Repayment Programs• Training Incentives• Reserve to Active Duty
Navy Force Management
Fleet Manning
Sailor Distribution• Voluntary Sea Duty Program• CPO Early Return to Sea• Sea Duty Incentive Pay (SDIP)• Other special programs
A variety of factors work together to ensure a proper balance of Sailors (number authorized by Congress) are trained to perform specific work (by rate/rating) in specific billets (sea/shore).
Sailor Losses• Voluntary Separation
(ex. Early Career Transition, EAOS)
• Involuntary Separation (ex. CAREER WAYPOINT-Reenlistment, High Year Tenure)
• Active Duty to Reserve• Retirement
Sailor Retention• Rating entry and conversion
(CAREER WAYPOINT-Reenlistment, PACT Designation)
• Advancement Programs (ex. CAP)
• Reenlistment Bonuses (ex. SRB)
NAVY
BUPERS 3
43
Other Key Functions
• Metrics & Analysis (BUPERS-34)– Reports: Quick facts/Stress on the Force, CNP 5x8, Sustaining the Force
(Medical)– Numerous data calls, ad hoc queries & reviews
• Fleet Engagement– FY-12 area visits: Naples, Key West, Korea/Guam, San Diego, Norfolk,
and Great Lakes (Pensacola and Groton postponed)– Coordinated trips with PERS-40/4013 representatives– Brief all CMC/COB & PXO/PCO, as well as SEA classes, in Newport– Conducted 9 Post-ERB specific trips (3,289 Sailors/Spouses)
• Programs of Record: Career Waypoint, Navy Retention Monitoring System (NRMS), Career Information Management System (CIMS)
• RDML Covell (CNPC) is community sponsor for Career Counselors– BP-3 is action body
NAVY
BUPERS 3
44
Career Toolbox
44
NAVY
BUPERS 3
45
67.98%
32.02%
NJP vs Reenlistment System
Retained w/ NJPSeparated w/ NJP
Any NJP will end a Sailor’s career in the Reenlistment System
What matters is what actions are done in/after NJP (paygrade & evals)
CAREER WAYPOINT-Reenlistment Misperceptions
NAVY
BUPERS 3
46
CNAV BY SKILL SET
Recommended