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PO1 Symposium Force Management

Mr. Glenn ArringtonProgram Analyst

Enlisted Plans and Policy (N132)

PSCM(AW) John GigliottiAdvancement Planner

Enlisted Plans and Policy (N132)

28 March 2013

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Force Management

Vision and Mission

Force Management

Stabilizing the Force Challenges/Drivers Strategy

Policy Updates

Conclusion

Enlisted Plans and Policy N132 Vision and Mission

The lead enlisted personnel Force Management branch of the MPTE organization – integrating resources, requirements, and implementation actions through plans and policies from a systems problem solving viewpoint.

MISSION

Establish enlisted plans and policies to manage Navy Total Force personnel – from the Street to Fleet, Fleet to Fleet, and Sailor for Life.

VISION

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Enlisted Plans and Policy N132Who We are and What We Do

N132

HD Enlisted Plans and PolicyCDR Renee Squier

N132BDEP Enlisted Plans and PolicyCDR Michael Wheeler

N132CEnlisted Advancements/Force ManagementLCDR Lena Buettner

N132DEnlisted Accessions/Force ShapingLCDR James Darkenwald

N132C1Advancement Planner /Force ShapingPSCM(AW) John Gigliotti

N132D2Program Analyst/RetentionMr. Glenn Arrington

N132D1Senior Policy AnalystMs. Mary Meldrum

N132GSelection and ClassificationSUPV Program AnalystDr. Stephen Watson

N132G1Operation ResearcherDr. Sofiya Velgach

N132G3Program AnalystMr. Rick Ayala

N13 DirectorRADM Anthony Kurta

Managing the Force

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Stabilize future Navy manpower profile

Balance individual enlisted communitiesParity in number of authorized funded billets & Sailors by rating

Seeing Improvements... Enabled by prior tough choices

- Overmanning: 2011 – 35 ratings, 6,159 Sailors

2013 – 9 ratings, 800 Sailors

- Advancements:

Recent Opportunity peak,

Settling near 10 year trends

- Reenlistment opportunity increasing: Only ~1% being disapproved

Distribute our Sailors to our most critical billets Deliver “fit” to the Fleet

Retention environment remains dynamicWarfighting First Operate Forward Be Ready

Stabilize

Balance

Distribute

Strategic Enablers for

Fleet Readiness

0%

15%

30%

45% Avg

E4 37%

E5 20%

E6 13%

Right person, right skills,right job, right time, right quantity

Gains

Accessions

Re-class

REGA

Conversions

Initi

al T

rain

ing

LossesNatural (EAOS/Retire)

Attrition (Non-EAOS)

Policy losses:- Voluntary Sep

(EETP/ECTP/TERA)

- Involuntary Sep (PTS/HYT/SECB)

Fleet Manning

RetentionSRB

AdvancementTIRCAP

Size of the sail bounded by End

Strength constraint

Distribution Friction (TPPH, LIMDU, etc. )

Force Management

RC to AC

- Voluntary Sea Duty Program- Limited Directed Detailing- CMS-ID update- CPO Early Return to Sea- RC2AC- SDIP

Distribution

Training

Stabilizing the ForceChallenges/Drivers

End Strength

Stabilizing Active Component End Strength across the next 5 years

Efforts to stabilize Reserve Component End Strength

Economic uncertainty

Continuing slow recovery High retention, and low attrition behavior,

but for how long? Positive recruiting environment, but for

how long?

Fleet Readiness

Operational focus and balance Delivering the right blend of experience,

seniority, and skills to meet mission requirements

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End Strength

Retention

Unemployment

7.7%

Balance

Working to Stabilize the Enlisted Force: Force Balance has significantly improved

We are now shifting to a retention-environment

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Focus on performance and safeguard the careers of our top performers

Targeted incentives to respond to dynamic requirements

Balance the force based on seniority,experience, and skills matched to requirements

- Across ratings- Sea and Shore- Officer and Enlisted- Active and Reserve

Stabilizing the ForceForce Management Strategy

Retain our top performing

Sailors

Retain critical skills and fill vital billets

Maximize Fleet

readiness

PROTECT FUTURE FORCE READINESS

Policy Updates

Force Management

Force Management Current Authorities and Policies

Enlisted Force Management Tools In Use

Accessions Y Promotion / Advancement opportunity Y Temporary Early Retirement Authority (TERA)* N Perform-to-Serve (PTS) Y High Year Tenure Y Senior Enlisted Continuation Board (E7-E9) Y Selected Early Voluntary Separation* N Time in Rate Waivers (TIR) Y Enlisted Retention Board (ERB) N Selective Reenlistment Bonuses (SRB) Y

* TERA was only used for ERB sailors with over 15 YOS prior to 01SEP12

* Selected Early Voluntary Separation policies withdrawn, except for 90-day early outs

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“We’ve made some hard choices over the past few years, these hard choices have contributed to significant progress in balancing the force, which is resulting in

greater retention approvals in PTS and improvements in advancement opportunity…”

Vice Adm. Scott Van Buskirk, Chief of Naval Personnel

Advancement Manual – under review

Key proposed changes Interim security clearance accepted for exam

eligibility Limit to one EP TIR waiver in a Sailor’s career

Future items under review/consideration Updating the advancement policy and IT systems to

better align with our performance-based culture CAP-to align and map to Billets Authorized and the

NWAE system

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Advancement Policy

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Improving Sea Duty Manning

Changes in Enlisted Distribution: Rebalancing choice in CMS/ID – to better match Sailors available for transfer with the priority billets we need to fill in the Fleet

Limited Directed Detailing – an interim policy to improve Fleet manning and readiness in filling near-term critical jobs at sea.(Completed)

CPO Early Return to Sea – long-term solution revised to ensure senior enlisted leadership is where we need it the most

Voluntary Sea Duty Program (VSDP) – most recent update includes HYT consideration for CPOs (E7-E9) and extends VSDP through 20 SEP 2013

Sea Duty Incentive Pay – increased financial incentives to voluntarily distribute our personnel to the most critical Navy billets

Operate Forward: At sea billets are top priority

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Continuum of Service Initiatives Definite Recall

Temporary recall of Navy Reserve Enlisted Sailors to support AC commands (12–36 months)

RC to AC Augmentation Program – being updated Opportunity for qualified Sailors to resume or begin

an AC career Voluntary program Used to fill AC community needs

Delayed Affiliation Program (DAP) Opportunity to delay affiliation after separation if

desired or unable to obtain a PTS quota effective at SEAOS• Affiliate later through a quota reservation

Must satisfactorily participate with VTU, VPU or IRR until SELRES affiliation

A transformational approach to personnel management and a central component of an integrated Navy Total Force

Fleet RIDE Updates

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Planned Fleet RIDE PRD based improvements Alignment of CMS/ID and PTS application timelines to improve Sailor order

negotiation opportunity – NAVADMIN 021/13 Daily bi-directional interface with NSIPS and FR – NAVADMIN 021/13 Limit of 3 PRD-based PTS applications – NAVADMIN 021/13 Pre-populated PRD-based PTS applications – NAVADMIN 021/13 Pre-populated REGA applications for PACT Sailors – May 13

Expanding Fleet Ride for managing SELRES Phase 1 delivered basic career counseling functionality Phase 2 planned for FY13 — 4 modules

- RC to AC/FTS Transfer Module- Rating Conversion Module- Reenlistment Module- Special Conversion/Batch Optimization Module — Sep 13

Improvements reduce administrative work load and improve policy compliance.

May 13

PERFORM-to-SERVE (PTS)

2003 2012 Future… on track to implement May 1st

Enhancement Objectives• Support balance across enlisted ratings by

retaining/converting more Sailors• Align Career Navigator Window with Order Negotiation• Sailors receive reenlistment decision sooner• Sailors negotiate orders sooner• Encourage conversion requests• Command workload reduced• Same name for Active & SELRES• Clear distribution signal

CHO

ICE

12 6 3 End of Contract

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Orders negotiation

MonthsIn-Rate

Conversion

SELRES

3# of Choices 1 0

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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

Enlisted Career Management Updates

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10 6 3 End of Contract

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Orders negotiation

Months

3# of Choices 1 0

CHO

ICE In-Rate

Conversion

SELRES

8 “Looks”13-6mo

Sailors never asked to convert and were

separated

7 “Looks”12-6 mo

FleetRIDE ModuleEnhancements / Additions

REGA MODULE

Enhancement Objectives• Matches Sailors’ needs and skills

to community needs and skills• Improves FIT while balancing

rating v. PACT • Workload reduction

Details• Auto - generated applications

Provides counselor a work-list ensuring timely applications

• Standardizes timeline to begin application process

Advancement Time in Rate Eligible • Direct Designation Quota• Advancement Exam Quota

12 month Time On Board• Direct Designation Quota• “A” School Quota

RC to RC MODULE

Program Objectives• Improve balance across SELRES

ratings

Details• Provides SELRES rated Sailors

capability to submit conversion applications on line

• Utilizes NSIPS web-interface to populate Sailor records and applications

• Provides non-designated SELRES capability to apply for rating entry within SELRES

• Leverages existing SELRES FleetRIDE Sailor qualification capabilities deployed APR12

RC to AC / FTSMODULE

Program Objectives• Completes bilateral force

balancing flow (new RCAC coupled with current ACRC)

• Automate Application Process• Expand to include conversions

Details• Provides SELRES, VTU and VPU

Sailors capability to view and apply for AC/FTS opportunities

• Utilizes NSIPS web-interface to populate Sailor records and applications

• Provides quota execution and expiration tracking

• Leverages existing SELRES FleetRIDE Sailor qualification capabilities deployed APR12

16ON TRACK TO IMPLEMENT MAY 1st, 2013

Financial Incentives

Enlistment Bonus (EB) – encourage initial enlistment into critical, costly, and difficult-to-replace skills

Selective Reenlistment Bonus (SRB) – encourage retention behavior for critical, costly, and difficult-to-replace skills

Special Duty Assignment Pay (SDAP) – monthly pay used to compensate Sailors serving in special duty assignments using DoD qualifying criteria of arduous duty, special qualification, or degree of responsibility

Assignment Incentive Pay (AIP) – encourage volunteerism for jobs in historically hard to fill locations and replace Type 3 (sea duty) credit for shore-based overseas assignments, permitting the Navy to maintain a larger distributable inventory of sea duty assignable personnel

Sea Duty Incentive Pay (SDIP) – encourage qualified members to voluntarily curtail shore duty, voluntarily extend on sea duty past their prescribed sea tour (PST)/planned rotation date (PRD) and/or accept back-to-back sea tours to fill critical sea duty assignments

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High Year Tenure PolicyReminders

1 JUL 2012 Revised HYT Policy Navy’s oldest Force Management tool. Revised to align to align with our performance-

based culture and Force Management strategy

Key reminders and actions: Reduction-In-Rate (RIR) in which the new HYT date is less than EAOS date separate

within 180 days of RIR• If RIR prior to 1 JUL 2012, then separate 31 DEC 2012• If RIR on or after 1 JUL 2012, then separate 180 days from RIR date

Authorized the cancellation of HYT waivers when the waiver was granted for a specific assignment, OBLISERV, or program, and has not been fulfilled by the Sailor If waiver is cancelled, Sailor must separate within 120 days of cancellation

Eliminated the Passed Not Advanced (PNA) requirement for E3 personnel E3 Sailors who PNA’d a rating exam prior to the MAR 2012 exam and if their EDLN date

was adjusted to 8 years they will continue to the 8 year limit E3 Sailors who PNA a rating exam beginning MAR 2012 will not have their EDNL date

adjusted and they can longer continue beyond the new E3 HYT limit (5 years)

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Most Sailors with 18 years of service may continue to 20 years unless affected by other policy or law

High Year Tenure (cont’d)

AC/FTS E3 HYT limiting gate to 5 years vice 6 or 8 years for all E3 Sailors

Pass but Not Advanced (PNA) stipulation removed

All E3 Sailors fall under the 5-year HYT limit

Separate by 31 MAR 2013

AC/FTS E1 and E2 HYT limiting gate changed to 4 years vice 6 years

Separate by 31 MAR 2013

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4 years

14 years8 years

E1 & E2

E4 E5

5 years

E3

Gains

Accessions

Re-class

REGA

Conversions

Initi

al T

rain

ing

LossesNatural (EAOS/Retire)

Attrition (Non-EAOS)

Policy losses:- Voluntary Sep

(EETP/ECTP/TERA)

- Involuntary Sep (PTS/HYT/SECB)

Fleet Manning

RetentionSRB

AdvancementTIRCAP

Size of the sail bounded by End

Strength constraint

Distribution Friction (TPPH, LIMDU, etc. )

Force Management

RC to AC

- Voluntary Sea Duty Program- Limited Directed Detailing- CMS-ID update- CPO Early Return to Sea- RC2AC- SDIP

Distribution

Training

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We Need You

Our people–the Sailors who make up our Navy and the families who support them are the Navy’s foundation

First Class Petty Officers, in their unique leadership role are critical to our success in taking care of our people

Each of you plays a critical role in ensuring the policies we implement are are executed efficiently and appropriately

First Class Petty Officers realize the value of open and honest communication–engage with your Sailors, early and often; send ideas/feedback up the Chain of Command

The Navy’s success in ensuring a clear path for our Sailor’s professional growth and development rests in part with you

“People are the Navy’s foundation. We have a professional and moral obligation to uphold a covenant with Sailors, Civilians and their families—to ably lead, equip, train

and motivate.”— CNO’s Sailing Directions

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Force ManagementPO1 Symposium

Mr. Glenn ArringtonProgram Analyst

Enlisted Plans and Policy (N132)

PSCM(AW) John GigliottiAdvancement Planner

Enlisted Plans and Policy (N132)

28 March 2013

Questions?