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2012 Navy Region NW FCPO Symposium (BUPERS 3)
 

2012 Navy Region NW FCPO Symposium (BUPERS 3)

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  • Enlisted force shaping measures are very similar to those on the officer side, although there is typically more lee way with enlisted since law governs many aspects of the officer force. The same dangers are present with cutting accessions, but it is even more complicated by the differing tour lengths driven by Sea Shore Flow, and what is considered Apprentice/Journeyman/Master level work, and complicated training pipelines to produce the NECs needed in the fleet. While the perform to Serve (PTS) program has undergone some recent policy and execution changes for the better, it is being used as a primary force reduction tool instead of its originally designed purpose of shifting personnel from over-manned rates to under-manned rates. In FY11 we are projecting 6,139 PTS separations (3743 Zone A, 1513 Zone B, 883 Zone C) as a result of emphasis to drive rate manning to 100%. The OPLAN goal was 3200 total (1600/1200/400 by zones). As over-manned rates are reduced towards 100%, the result is that there isn’t a similar population from which to affect significant strength reductions in following years (FY12 and beyond). As a result, an Enlisted retention Board was recommended and approved. The board is tentatively scheduled to occur in two sessions in late fall. This board will identify approximately 3000 FY12 losses from rates that are 103% or greater manned. The board will look at all Sailors in those rates that are between 7 & 15 years of service, and who do not currently receive SRB. The intent is to be very “surgical” in identifying Sailors for release—it will be by YG and paygrade within each rate. There is an option to request conversion to an identified under-manned rate prior to the board (requests received by 15 June)—the NAVADMIN announcing details is in chop as of 20 APR. The distinct advantage of a quota-based board over PTS is that PTS only sees a small portion of the enlisted population each year (those requiring reenlistment approval) and therefore separates Sailors that may be of better quality than those who are not in the PTS window. An Enlisted Early Career transition program was also just announced in MAR as a voluntary measure to entice Sailors to leave active/FTS service prior to their commitment ending. In return, it requires a mandatory drilling reserve obligation equal to the remaining active portion of their current enlistment contract (minimum of 1 year obligation). There is no specified maximum amount of contract time that can be shifted to a reserve commitment. General requirements are; active service time of between 2 and 16 years, be physically/medically qualified, reenlistment eligible, and serving in a CREO 2 or 3 rating requesting to serve in a CREO 1 or 2 SELRES rating.
  • PTS is used for various reasons:It is primarily a performance based quota reservation system to control continuation behavior. It allows the Sailor to apply for three main types of quotas to continue their Naval Servie: In-Rate (stay in current rate), Conversion (to undermanned Rating or FTS), SELRES (affiliate in SELRES). It balances ratings by facilitating conversions from overmanned ratings into undermannedIt helps control Zone manning and continuation across the various year groupsIt helps control end strengthThe PTS Algorithm ranks Sailors based on performance (see algorithm slide 8).On a micro-level, this is how a PTS Application Timeline looks for the Sailor:The Sailor’s end of obligated service (to include any extensions) determines when the Sailor enters the PTS window. Note: There are other reasons why the Sailor could enter PTS (see slide 7), but this is the primary reason. All Sailors must enter into PTS, even if they intend to separate. If they intend to separate, they do not compete for a quota.Commands conduct a career development board up to two years prior to a Sailors end of obligated service. The RIDE service can be used to support this counseling session, and offer insight into what the competition is like within the Sailors current rating and to identify what other ratings a Sailor is eligible for or interested in. Commands can provide opportunity to retake the ASVAB to increase the number of other ratings a Sailor is eligible for. Sailors can apply up to 6 times for a quota. They can begin their application up to 3 months in advance of their first competitive cycle which happens at the 12 month mark. If they do not receive approval during a competitive cycle, but still have time remaining prior to the 6 month mark, they receive a denied status, but can re-apply.Sailors may be negotiating orders during the same window, which will not be approved until/unless they receive PTS approval.If Sailors rank highly based on the PTS algorithm, they may receive a quota after their first or second look. Every Sailor will know if they received a quota at the six month mark. If they are not approved, they will receive a “final denied” status, and separation letter.Sailors who are not approved to reenlist have an additional three months to compete for an opportunity to affiliate in the SELRES. If not, they will be directed to separate at the end of their obligated service.
  • The guiding principle for this quota-based enlisted retention board is performance, with the objective of balancing the force in terms of seniority, experience and skills to meet Fleet and Joint Requirements. The board will examine the records of all eligible Sailors for performance indicators. Recent documented misconduct and substandard performance will indicate that retention may not be in the best interests of the Navy.
  • The ERB will require an total Navy leadership effort to communicate the plan and guarantee smooth transitions for our Sailors.Timing the board to be conducted in August/September 2011 allows us to develop the board process, membership, etc., while avoiding disrupting other planned boards scheduled in the COMNAVPERSCOM board spaces before/after that timeframe. An August/September board, with results released in October/November and a mandatory separation date of 30 June 2012, allows Sailors not chosen for retention sufficient time to prepare for transition from active duty in FY12.
  • We have waived conversion eligibility requirements so that all ERB eligible Sailors are also eligible to apply for rating conversion to an identified undermanned rating prior to the board. Those selected for conversion will be exempt from the board.

2012 Navy Region NW FCPO Symposium (BUPERS 3) 2012 Navy Region NW FCPO Symposium (BUPERS 3) Presentation Transcript

  • NAVY BUPERS 3 BUPERS 3 Leadership Brief PNW Fleet EngagementUPDATED 2 Aug 2011 8-11 AUG 2011
  • NAVY BUPERS 3 Line Up• FET Schedule• Enlisted Community Management• Force Management • Fleet RIDE- Perform to Serve (FR-PTS) • Enlisted Retention Board (ERB)• Enlisted Distribution (PERS 40)• Personnel Readiness (PERS 4013)
  • NAVY BUPERS 3 Military Community Management 3
  • NAVY Specific Community Management BUPERS 3 Active & Reserve, Officer & Enlisted  Force structure management Accession planning  Advancement/Promotions  Quality, quantity, policy  Career paths  Lateral conversions/Redesignations  Retention Training  Retirements  Initial („A‟) school requirement  Separations (early, hardship)  Advanced/career („C‟) school requirements  Sea shore tour lengths  Policy advisor to NETC/OTC  Perform to Serve (PTS) Review billet changes for impacts on  Continuation/SERAD community health  Probationary Officer Continuation and Redesignation  Sea/shore rotation Board  Career progression  Enlisted Retention Board (ERB)  Geo Stability  Incentives  Pay Information dissemination  Bonuses  Link, web pages, PAO efforts  Special duty assignment pay (SDAP)  Fleet engagement visits  Training incentives (STAR/HPSP)  Miscellaneous  NEC changes, Occupational standards, ASVABs Assess, monitor, inform, develop, review impacts—limited execution
  • NAVY BUPERS 3 Force Management 5
  • NAVY FY11 Strategic Context BUPERS 3 End Strength Unprecedented Retention • E/S expected to decrease overall across the FYDP 10.0% 95% 8.0% Zone C Reenlistment Rate Unemployment Rate 85% 6.0% 75% Zone B 4.0% 65% Zone A 55% 2.0% 45% 0.0% FY 00 FY 01 FY 02 FY 03 FY 04 FY 05 FY 06 FY 07 FY 08 FY 09 FY 10 FY 11 There is a moderate to strong positive correlation between unemployment rate and reenlistment rates Decreasing Attrition Reenlistment Behavior 18,000 12.00% 16,000 New policy 10.00% encouraged 14,000 long –term behavior 8.00% 12,000 6.00% Zone A 10,000 Goal Zone B 4.00% 8,000 Actual Zone C 2.00% 6,000 FY10 Only 4,000 0.00% 2,000 0 A B C Sailors are staying out of trouble Sailors making earlier long term commitments 6
  • NAVY Force Stabilization Tools BUPERS 3 ENLISTED OFFICER Reduced Accessions  Probationary Officer Continuation & Redesignation Board “Blended” SRB  Career Status Boards STE Policy  Limit Retire/Retain and Age Waivers Selected TIG Waivers  Selected TIG Waivers Selected Early Out  Limit Retraction of Retires/Resigs Perform to Serve (Zones A/B/C) High Year Tenure  Selective Early Retirement / Continuation Board (O-5 and O-6 FTS) E7-9 >20 Continuation Board  Special and Incentive Pay Reviews Special and Incentive Pay Reviews  Minimum Service Requirement Waiver Enlisted Retention Board (ERB)  Admin Selection Boards Force Management Lever Working Group Initiated
  • NAVY BUPERS 3 Enlisted Force Management How? - Reduce Input (Accessions) + Increase Output (Losses)• Reduce Input (Accessions) + Balance - • 34,279(FY10) to ~33,000(FY13) - Sunk cost - Long-term effect, - Misaligns work• Increase Output (Losses) • Adjust PTS Guidance - YG mgmt - Limited eligibles/yr • Enlisted Retention Board - Targets excess - Good Sailors w/no - Competitive blemishes go home - Helps PTS w/ no retirement • CPO Continuation Board - Perf. based - Loss of experience • Policy Adjustments (HYT, ECTP, etc) - Selectable - Inconsistent Why FY12 Enlisted Retention Board? • PTS not designed to be primary force reduction tool • PTS sending good Sailors home while retaining poorer performers • Current tools not sufficient to keep us w/in end strength limits 8
  • NAVY BUPERS 3 FleetRIDE-Perform-to-Serve 9
  • NAVY BUPERS 3 Perform-To-Serve • Centralized re-enlistment approval 2003 (0-14 years of service) Implemented for first- term Sailors (0-6 years • Manages number of re-enlistments to stay of service) within fiscal controls • Balances enlisted manning in each skill set 2009 Expanded to second- • Outcomes: term (6-10 years of service) and third-term 1 Re-enlist in current skill set Sailors (10-14 years of service) 2 Convert to a different (undermanned) skill set 3 Transition to reserves 2011 4 Separate Navy’s primary tool to manage end strength 5 Denied-resubmit (up to 6x in 6 months) and balance the force PTS is a performance-based strength management tool 10
  • NAVY Perform-to-Serve BUPERS 3 Use and Timeline Force Balancing / Management Tool • Performance based quota reservation system (In-rate / Conversion / SELRES) • Rating conversion (Overmanned  Undermanned) • Controls reenlistment / continuation between zones • End strength management Application Timeline Months prior to Sailor’s End of Obligated Service (EAOS) as extended 24-15 15-12 12-6 6 5-3 Results published monthly. Sailors receive notification Reserve of: PTS Application Component PTS • Career Window Approved: In Rate Development application Approved: Conversion Board Denied: Denied Quota but • Use RIDE to review Orders negotiation may resubmit monthly current quotas and window 9-7 mo Denied Final: Denied opportunities quota and directed to • Consider retaking separate at EAOS (as ASVAB Submit PTS extended) Final PTS Application determination made 11 COC play a critical role…not just a NC thing
  • NAVY Perform-to-Serve BUPERS 3 Monthly Quota processQuota planning factors: PTS Quotas• Retention rates• Strength targets (OPLAN) loaded and• Behavior/quota execution visible When Sailor applies:• Eligible population • End of contract• ECM need zone manning including extensions• EPA changes • Special circumstances: 1. Negotiate for PCS Monthly orders or training Reconciliation PTS Applications program 2. Benefits (re-enlistment Cycle bonus, Post-911 GI Bill eligibility).Updated based onactual retentionbehavior and quotautilization Rack-N- Stack • Performance based algorithm • Competition for in-rate quotas • Followed by up to three competitions for conversion Quotas differ for every rate/year group and update monthly 12
  • NAVY PTS Monthly Process BUPERS 3 ECMs load PTS quotas available, SEAOS application shells loaded Commands review/validate, enter new applications At end of month, applications collected—FR-PTS remains open Fleet RIDE sorts applications by EMC code and YG Algorithm run • 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) • Proximity to SEAOS/decision point
  • NAVY PTS Results so far … BUPERS 3 Application Submissions• 1 October 2010: Fleet RIDE – Perform to Serve (PTS) went live• Valid submissions trending up (legacy system applications avg. only 9,600)• Non-compliance trending down, sharply as a percentage of the total PTS Applications PTS Applications Spec Circ Apps Valid SEAOS Submissions SEAOS Failed to Submit30,000 Valid SEAOS Submissions SEAOS Failed to Submit 1,851 1,380 1,23325,000 100% 14% 11% 12% 10% 9% 26% 21% 22%20,000 1,305 12,986 12,923 80% 1,431 13,189 1,976 2,10515,000 2,495 9,103 10,053 60% 7,618 7,489 7,036 86% 89% 88% 90% 91%10,000 40% 74% 79% 78% 12,308 11,913 11,656 20% 5,000 8,272 8,991 9,633 6,652 7,730 0 0% Oct-10 Nov-10 Dec-10 Jan-11 Feb-11 Mar-11 Apr-11 May-11 Oct-10 Nov-10 Dec-10 Jan-11 Feb-11 Mar-11 Apr-11 May-11 Setting the Stage – Facilitating Command Submission 14
  • NAVY FY12 A/C Decision Maker PTS Status BUPERS 3 Looks Remaining 12,870 Total Submitted: 16,428 Looks FY12 Final Actions: 3,662 Remaining 12,766 Approved In- Not in PTS Approved Window Rate, 2,186 , Conversion, 63 12,163 59.7% , 1.7% Approved SELRES, 265 , 7.2%TS Approvedw Convert to FTS,0 19 , 0.5% Intends to Denied Final Separate, 494 , Active, 635 , 13.5% 17.3% Final Actions: 2,533 Approved (69%) 1,129 Final Denied (31% ) Approved/Denied Quotas Impact FY12 E/S 15
  • NAVY PTS Take-Aways BUPERS 3 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 coming into PTS window Use other programs to address misbehavior/ substandard performance Push conversion option after 2-3 looks  Alternative is likely a separation quota  Still get in rate look first—increases opportunity (4/month vice 1)  Prepare for conversion well before PTS window If separating, push SELRES affiliation
  • NAVY PTS Checklist for Success BUPERS 3  Identify PTS eligible (SEAOS/PRD) Sailors (via CIMS Unit Tracking)  Ensure CDBs are being conducted (15-24 months prior to PRD/SEAOS)  Ensure all Sailors qualified in the Fleet RIDE program.  Ensure all qualified PTS applications are submitted (12-15 months to SEAOS/PRD)  Review monthly results via Fleet RIDE-PTS command reports  Personally recognize Sailors approved for PTS  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 PTS.  Ensure Sailors not selected for PTS are provided counseling on the benefits of Reserve Affiliation.  Ensure PTS is briefed during Quarterly/Monthly Career Development Team Meetings  Ensure the Chiefs‟ Mess maintains accountability of PTS with their respective departments/divisions.
  • NAVY BUPERS 3 Enlisted Retention Board 18
  • NAVY BUPERS 3 Enlisted Retention Board  Board addresses select overmanned skill sets  31 skills sets, > 103% manned  ~ 16K Sailors considered, retain ~13K  E4 – E5 Board (22 Aug to 16 Sep)  E6 – E8 Board (26 Sep to 21 Oct)  Each board presided by Flag Officer  Each record receives 2 independent reviews  Board outcomes • Selected for retention in rate 1 • Approved for conversion 2 • Not selected for retention (approved for transition to Selected Reserves) 3  Commanding Officers will have 7 days to notify/counsel affected Sailors before results posted Targeted method to improve fit in select overmanned skills Reduces ―pressure‖ on Perform to Serve 19
  • NAVY BUPERS 3 ERB: Performance Indicators All personnel eligible for the board will have their records reviewed for the following basic performance standards: • Substandard performance of duty • Declining performance • Detachment for cause per MILPERSMAN 1616-010 • Removal of security clearance when required by rating • Military/civilian conviction or NJP • Administrative/personnel action for misconduct such as DUI, DWI, spouse or child abuse Sustains Quality of the Force based on Performance 20
  • NAVY Timeline and Conversion Opportunity BUPERS 3 2011 2012 MAR APR MAY JUN JUL AUG SEP OCT-NOV JAN- MAR JUN SEP E4-5 E6-8 Reserve ComponentOSD (P&R) Eligibility application Separatenotification Conversion Board Board applications verification/ (4 weeks) weeks) (4 accepted Sailors correspond with Separation Board notification Eligibility Conversion announcement selection 90-day operational NAVADMIN waiver Conversion Opportunity: • Only those Sailors not selected for retention by the ERB will be considered for conversion • If selected for conversion, ERB result will be vacated and they will continue service in their new rating Conversion application deadline extended to 15AUG for more to apply 21
  • NAVY FY 12 8-15 LOS Board Eligible Population BUPERS 3 of Overmanned Ratings F Population in PTS LOS TOTAL ELIGIBLE RATING EMC Sp Window w/SEAOS in E POPULATION FY12: 23,696 E7-E8: 0 EA H140 AG A410 1 E6: 1,852 MMSW B130 4 E5: 3,700 GSE B121 1 E4 666 FC B310 6 Total: 6,218 AS A430 2 SH B730 3 AZ A440 3 PS B710 5 Population NOT in PTS AWV A550 1 AD A110 8 Window with SEAOS > AWR A505 2 FY12: AT A210 1 E7-E8: 1,612 MR B250 E6: 6,135 ABF A102 2 E5: 9,201 CE H110 2 E4: 530 BU H100 4 AWF A530 2 Total: 17,478 SW H170 1 CM H120 3 EO H150 3 PR A450 2 UT H190 1 Enlisted Retention Board ETSW B420 1 STG B340 5NOTES: Target Population (FEB11) RP B720 11. EXCLUDES NUCLEAR RATINGS AND SRB RECIPIENTS based on AE A200 5 Spring SRB MSG. AM A130 12. LOS 8-15 (YOS 7.01 – 14.99) MN C160 13. Includes Time in Rate (TIR) greater than 1 year. OS B440 1 EMSW B210 5
  • NAVY BUPERS 3 ERB Quota Plan • ECM’s reviewed Max Cut provided by B34 and recommended any changes which were not reflected in the B34 analysis. • Eligible inventory compared to FY12 EPA. • ECM’s reviewed LOS graphs to determine were over manning is located. • ECM’s targeted single LOS cells to precisely target overmanned year groups. – Resulted in more competitive groups than PERS 8 could manage in the board timeline. • ECM’s grouped LOS cells together to reduce competitive groups and minimize potential rating damage. • Quota plan will change based on final eligibility of 1 Aug 2011. – Advancement and exclusions will reduce total eligible but not the total separated. 23
  • NAVY Conversion Opportunity BUPERS 3 Undermanned RatingsConversion eligibility requirements waived to The following ratings will allow all ERB eligible Sailors maximum accept applications for opportunity to convert conversion:• Years of Service: Greater than 12 years CS(SUB) CTR of service can apply FT HM• Paygrade: All personnel regardless of CTI CTT paygrade can apply ITS NCC• PRD: Personnel with more than 12 CTM ET-NAV months to PRD can apply LS(SUB) YN(SUB)• Minimum activity tour: No restriction for minimum activity tour requirement CTN ET-RADIO MM-WEPS (SUB)• PCS: Personnel in receipt of PCS orders can apply• OBLISERV: No restriction for Obliserv requirements incurred as a result of 24 reenlistment, training or other programs
  • NAVY BUPERS 3 Transition Assistance for ERB Sailors Current Benefits for Invol Seps Enhanced Benefits for ERB Sailors Transition Assistance Program  Proposed Involuntary separation pay (monthly NAVSEA/NAVAIR/SPAWAR base pay x12 x years-of-service x ―shipmate to workmate‖ hiring 10%) program/job fair Transitional TRICARE (180 days) +  Pending Contracted professional job premium based medical coverage placement, interview skills, resume (18 months Continued Health Care writing (90 days) Benefit Program (CHCBP))  Mandated 60 days INCONUS prior ID card for access to medical and to separation other benefits  Sailor choice of transition date Extended Commissary and (command endorsed) Exchange (2 years)  Command waiver for operational necessity (90 days) Still in development 25
  • NAVY BUPERS 3 Senior Enlisted Continuation Board• NAVADMIN 194/11 (052211ZJUL11) outlines criteria, board membership and defines those in exempt billets • Convenes 5 Dec 2011 • 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 NLT 30 September, 2012
  • NAVY In Closing….. BUPERS 3 Community Management Force Management Fleet RIDE – Perform to Serve  Who and when to apply  Remember conversion options Enlisted Retention Board (ERB) Senior Enlisted Continuation Board
  • NAVY BUPERS 3 Questions? 28