Bup 3 nca brief 13 june


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  • Where we fit in the N1 Organization.
  • The challenge we face is that at the same time that we are reducing end strength, we are experiencing increased retention and decreased attrition. Additionally, the behavior trend we’ve seen, and encouraged through policy change, is that Sailors are committing to stay in the Navy earlier, and for longer periods of time.
  • PTS will continue as Navy’s principal force shaping tool, but it is currently at its effective limit. We should not impose additional Navy-wide end strength pressure on the narrow cohort of Sailors facing a reenlistment decision through the PTS program. High performing Sailors in overmanned ratings are disadvantaged at EAOS if we continue to rely on PTS as our only tool to reduce E/S. All options for rebalancing the force and meeting our Congressional end strength ceilings have been carefully considered. We have reduced new accessions to the minimum sustainable levels consistent with the future health of the force. New and enhanced Navy policies to facilitate voluntary Sailor transition prior to EAOS, such as the Enlisted Early Transition and Early Career Transition programs, have been instituted. Additionally, we are staffing a new MILPERSMAN to separate Sailors in their initial training pipeline if they fail their initial A/C-school training or are a disciplinary problem, and there are no openings in other ratings that they qualify for. The ERB is a force shaping tool that will focus on individual ratings to achieve a rebalanced force.
  • PTS has grown significantly over the past couple years. In 2003, when PTS was initiated, it was used as a tool to keep as many Sailors in uniform as possible by offering them conversion opportunities. It was only utilized for Zone Sailors with 0-6 years of service. Since 2003, the Navy has shifted from “fill” to “fit,” with improved quality in the force, and more demand to stay. In a very short period of time, we’ve made several dramatic changes by adding Zone B and C Sailors, initiating PTS for transitioning Sailors into the Reserves, and integrating PTS with FleetRIDE. This evolution was necessary to align with our strategy of retaining the best Sailors, and as a force shaping tool to help manage our end strength challenges. In the future, the vision for PTS is to expand it to the Reserve Component. This initiative will align with our continuum of service objectives. In addition, there are a number of other IT enhancements we are planning to improve the current FleetRIDE/PTS system, including improved reporting and notification capabilities, increased functionality and additional data analysis tools.
  • 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 undermanned It helps control Zone manning and continuation across the various year groups It helps control end strength The 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.
  • On a macro-level, this is how the PTS cycle works: On an annual basis, we approve a PTS quota plan by rating and years of service. However, in order to respond to actual behavior trends, it is reconciled monthly to remain relevant, and not over or under-shoot the mark. Monthly, PTS quotas are loaded into the system and made visible to the Navy. Sailors can see what their competitive opportunity is for the month they are applying. Applications are submitted throughout the month, and accepted until the final day of the month. Most applications are for a Sailor’s end of obligated service (to include any extensions). However, there are some special circumstance applications that are also required, typically to obtain enough obligated service to negotiate PCS orders, or for a program requirement such as reenlistment bonuses, or Post 911 GI Bill transferability. All applications are ranked using a performance based algorithm (see slide 8) and decisions are made on who will and won’t receive quotas (Rack-N-Stack process). Sailors compete for in-rate quotas first, and then for up to 3 ratings with conversion opportunity in series based on the Sailor’s stated preference. Based on quota utilization and reenlistment rates the Quota Plan is reconciled for the next month’s available quotas.
  • Note: “Intend to Separate” comprises Sailors who submitted an application of one of the following types on their last look : Intends to Separate No Apply this Month Not Eligible Failed to Submit Requested SELRES Option (not approved) Each Sailor in this group may request SELRES Option in the following month. (up to 3 months from SEAOS)
  • There have been a number of factors placing additional pressure on PTS: PTS is at its effective limit. Only 18% of the Enlisted Force comes to the end of their enlistment contract annually. This group of Sailors are the only ones we can effect through a standard HR practice because their contract is at end. Typically, a large portion of that population naturally separates from service, but with the unprecedented retention we are experiencing, more Sailors want to stay Navy causing extremely high competition to reenlist. This pressure on PTS has a negative effect on the Tone of the Force when quality Sailors who are in the PTS window are separated, while other lower performers stay because they are still under contract. The current economic environment has also driven lower than expected attrition rates, requiring additional losses from the Sailors in the PTS window. End Strength is reducing over the next two years, requiring additional losses. Many Navy critical skills are highly sought after in the civilian workforce, and are not experiencing the same unemployment rates as other skills. This has caused some ratings to become undermanned, and others to become overmanned. Based on uneven retention across the force , there is an unbalanced mix of seniority and skill sets in a number of ratings. 31 skills sets are manned at or above 103% in FY11. Because PTS enforces competition at the rating level, ratings that are overmanned are more restricted in the number of reenlistments they can approve. We created the ERB to help reduce this overmanning, to increase the number of reenlistments that can be approved in these overmanned ratings.
  • The FY12 ERB will consider the records of Sailors in pay grades E4 to E8 with greater than 7 but less than 15 years of service. The board will limit eligibility to Sailors in 31 specific overmanned ratings that are projected to exceed Enlisted Program Authorization by 103 percent or greater in FY12. Sailors with a Soft End of Active Obligated Service (EAOS as extended) in FY12 will be excluded since they are already competing for reenlistment quotas in the Perform-to-Serve (PTS) program. The board will look at approximately 16,000 Sailor records (6% of the total Enlisted Force) and will utilize a quota-based system to separate approximately 3,000 Sailors (1% of the total Enlisted Force). The board will review every record for adverse performance indicators. (Back up slide with specifics) Quotas will be developed by rating, paygrade, and years of service. Specific quotas for individual ratings and pay grades will be established by 16MAY to publish to the Fleet. Quotas will be updated prior to the board based upon actual retention and attrition behavior leading up to the board to reflect current manning by rating.
  • 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.
  • Bup 3 nca brief 13 june

    1. 1. BUPERS 3 Military Community Management UPDATED 23 June 2011 Navy Counselors Symposium 27 June 2011 CAPT Hank Roux Mr. Mike Dawson Head ECM Deputy ECM
    2. 2. Line Up <ul><li>Community Management </li></ul><ul><li>Enlisted Programmed Authorization (EPA) </li></ul><ul><li>Fleet RIDE – Perform to Serve </li></ul><ul><li>Enlisted Retention Board (ERB) </li></ul><ul><li>Questions </li></ul>
    3. 3. Military Community Management Aligned in Echelon II to Increase Effectiveness DCNO for MPT&E / Chief of Naval Personnel (N1) N10 N11 N12 N13 N16 Echelon I Echelon II Echelon III NAVY PERSONNEL CODES CNRC RTC NETC BUPERS-3 Community Management BUPERS 31 (OCM) / BUPERS 32 (ECM) / BUPERS 320 (CCD) / BUPERS 34 (Analysis) NETC N7 N14 N15 Deputy Chief of Naval Personnel (DCNP) N095 CNRFC PMO Enterprises CNRF
    4. 4. Specific Community Management <ul><li>Accession planning </li></ul><ul><ul><li>Quality, quantity, policy </li></ul></ul><ul><ul><li>Lateral conversions/Redesignations </li></ul></ul><ul><li>Training </li></ul><ul><ul><li>Initial (‘A’) school requirement </li></ul></ul><ul><ul><li>Advanced/career (‘C’) school requirements </li></ul></ul><ul><ul><li>Policy advisor to NETC/OTC </li></ul></ul><ul><li>Review billet changes for impacts on community health </li></ul><ul><ul><li>Sea/shore rotation </li></ul></ul><ul><ul><li>Career progression </li></ul></ul><ul><ul><li>Geo Stability </li></ul></ul><ul><li>Information dissemination </li></ul><ul><ul><li>Link, web pages, PAO efforts </li></ul></ul><ul><ul><li>Fleet engagement visits </li></ul></ul><ul><li>Force structure management </li></ul><ul><ul><li>Advancement/Promotions </li></ul></ul><ul><ul><li>Career paths </li></ul></ul><ul><ul><li>Retention </li></ul></ul><ul><ul><li>Retirements </li></ul></ul><ul><ul><li>Separations (early, hardship) </li></ul></ul><ul><ul><li>Sea shore tour lengths </li></ul></ul><ul><ul><li>Perform to Serve (PTS) </li></ul></ul><ul><ul><li>Continuation/SERAD </li></ul></ul><ul><ul><li>Probationary Officer Continuation and Redesignation Board </li></ul></ul><ul><ul><li>Enlisted Retention Board (ERB) </li></ul></ul><ul><li>Incentives </li></ul><ul><ul><li>Pay </li></ul></ul><ul><ul><li>Bonuses </li></ul></ul><ul><ul><li>Special duty assignment pay (SDAP) </li></ul></ul><ul><ul><li>Training incentives (STAR/HPSP) </li></ul></ul><ul><li>Miscellaneous </li></ul><ul><ul><li>NEC changes, Occupational standards, ASVABs </li></ul></ul>Assess, monitor, inform, develop, review impacts—limited execution Active & Reserve, Officer & Enlisted
    5. 5. Current Enlisted INV vs FY12 EPA 0 5,000 10,000 15,000 20,000 25,000 30,000 35,000 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 35 Zone A Zone B Zone E Zone D Zone C Over 30 <ul><li>Zone ‘C’ PTS </li></ul><ul><li>HYT Waivers </li></ul>E5 HYT Reduced Accessions FY07-FY08 Filling with PACTS and PTS Conversions E6 HYT 20--------CPO Continuation Board---------30 20------- Time-in Grade Waivers ------------30 <ul><li>Force Shaping Principles: </li></ul><ul><li>Protect accessions </li></ul><ul><li>Protect 15-20 yrs of service </li></ul><ul><li>Disciplined distribution </li></ul><ul><li>SRB for the right skills </li></ul><ul><li>- Manage at the rating/NEC level </li></ul><ul><li>Zone ‘B’ PTS </li></ul><ul><li>HYT Waivers </li></ul>2011 EPA E3 E4 E5 E6 E7 E8 E9 2012 EPA E4 HYT E7 HYT E8HYT E9 HYT
    6. 6. Enlisted Programmed Authorizations (EPA) <ul><li>The EPA provides the manpower enterprise with a summary of programmed authorizations that is aligned to programmed, funded end strength. Programmed authorizations qualitize all funded end strength to Enlisted management Code (ECM) and Rate Level. </li></ul><ul><li>Programmed authorizations are not one-for-one match with current billet authorizations but are generally very close. Programmed authorizations are created to compensate for deficiencies in the billet base that make the billet base sub-optimal for strength planning and community management purposes. </li></ul><ul><li>Those deficiencies are especially prevalent in the later years of FYDP where much of the funded end strength on new construction ships and squadrons has not yet been turned into authorized billets. </li></ul>
    7. 7. <ul><li>Billets and end strength data extracted from TFMMS. </li></ul><ul><li>EPA model matches billets to end strength at the activity level. </li></ul><ul><ul><li>Billets and end strength rarely match due to lag time between end-strength adjustments and billet changes made by the claimants. </li></ul></ul><ul><li>EPA published only semiannually and reflects the final end of fiscal year billet authorization for each fiscal year across the FYDP. </li></ul>Enlisted Programmed Authorizations (EPA) Paygrade Profile (Display of EPA versus inventory)
    8. 8. EPA Chase Fall FY11 EPA and OCT 2010 Inventory Spring FY11 EPA and Current Inventory (24MAY11). 3,303 Sailor overage.
    9. 9. MM Historical EPA
    10. 10. FY11 Strategic Context End Strength Decreasing Attrition Unprecedented Retention Reenlistment Behavior There is a moderate to strong positive correlation between unemployment rate and reenlistment rates Sailors are staying out of trouble Sailors making earlier long term commitments <ul><li>E/S expected to decrease overall across the FYDP </li></ul>
    11. 11. Enlisted Force Stabilization Levers <ul><li>Future Levers </li></ul><ul><li>Maintain PTS pressure to maintain planned losses in all Zones in FY12 </li></ul><ul><li>Reduce Accessions in FY12 </li></ul><ul><li>Enlisted Retention Board </li></ul><ul><li>Initial Accession Separation Authority </li></ul><ul><li>FY-11 Enlisted Levers </li></ul><ul><li>Perform-to-Serve (PTS) –maintain the heavy pressure in all Zone to achieve the planned FY11 losses </li></ul><ul><li>Reduced Accessions </li></ul><ul><li>E5 High Year Tenure </li></ul><ul><li>Voluntary Early Career Transition </li></ul><ul><li>E7 – E9 Continuation Board </li></ul><ul><li>Enlisted Career Transition Program (Reserve Option) </li></ul><ul><li>E7 – E9 Time in Grade Waivers </li></ul>Must re-balance force to meet fiscal and E/S controls
    12. 12. Perform-to-Serve Evolution ZONE A (0-6 Years of Service) SELRES Conversion (transition AC  RC) ZONE B (7-10 Years of Service) ZONE C (11-14 Years of Service) FTS Conversion (transition AC  RC) Continuum of Service Since 2003, PTS evolved from Stay Navy to Force Shaping Force Shaping “ Stay Navy”/ Fill FIT 2009 2003 2011 Future Requires Additional Funding RC  AC Conversion IT enhancements 2012
    13. 13. Perform-to-Serve Use and Timeline <ul><li>Force Balancing / Shaping Tool </li></ul><ul><li>Performance based quota reservation system (In-rate / Conversion / SELRES) </li></ul><ul><li>Rating conversion (Overmanned  Undermanned) </li></ul><ul><li>Controls reenlistment / continuation between zones </li></ul><ul><li>End strength management </li></ul>24-15 15-12 12-6 6 5-3 <ul><li>Career Development Board </li></ul><ul><li>Use RIDE to review current quotas and opportunities </li></ul><ul><li>Consider retaking ASVAB </li></ul>Submit PTS Application PTS Application Window Orders negotiation window 9-7 mo Final PTS determination made Reserve Component PTS application Months prior to Sailor’s End of Obligated Service (EAOS) as extended Application Timeline Results published monthly. Sailors receive notification of: Approved: In Rate Approved: Conversion Denied: Denied Quota but may resubmit monthly Denied Final: Denied quota and directed to separate at EAOS (as extended) NC’s play a critical role…
    14. 14. PTS Results so far … Application Submissions <ul><li>1 October 2010: Fleet RIDE – Perform to Serve (PTS) went live </li></ul><ul><li>Valid submissions trending up (legacy system applications avg. only 9,600) </li></ul><ul><li>Non-compliance trending down, sharply as a percentage of the total </li></ul>Setting the Stage – Facilitating Command Submission
    15. 15. Perform-to-Serve Monthly Quota process Quotas differ for every rate/year group and update monthly Monthly PTS Cycle <ul><li>When Sailor applies: </li></ul><ul><li>End of contract including extensions </li></ul><ul><li>Special circumstances: </li></ul><ul><li>1. Negotiate for PCS orders or training program </li></ul><ul><li>2. Benefits (re-enlistment bonus, Post-911 GI Bill eligibility). </li></ul>Updated based on actual retention behavior and quota utilization <ul><li>Performance based algorithm </li></ul><ul><li>Competition for in-rate quotas </li></ul><ul><li>Followed by up to three competitions for conversion </li></ul><ul><li>Quota planning factors: </li></ul><ul><li>Retention rates </li></ul><ul><li>Strength targets (OPLAN) </li></ul><ul><li>Behavior/quota execution </li></ul><ul><li>Eligible population </li></ul><ul><li>ECM need zone manning </li></ul><ul><li>EPA changes </li></ul>
    16. 16. FY12 A/C Decision Maker PTS Status Approved/Denied Impact FY12 E/S Total Submitted: 67,969 Oct 2010 through Apr 2011 Results
    17. 17. ALL Oct-Mar A/C PTS Applications 20,918 Approved ( 15.4% ) – VS – 7,883 Denied ( 5.8% ) Total Submitted: 133,733 Oct 2010 through Apr 2011 Results
    18. 18. Perform-to-Serve Under Pressure <ul><ul><ul><ul><li>Perform-to-Serve (PTS) at limits for effectiveness as an alignment tool </li></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>PTS reviews only ~18% of force per year </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><li>Unprecedented retention and economic conditions </li></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>FY11 natural losses/attrition below plan and higher retention than predicted </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><li>Enlisted End Strength </li></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>FY11-12 decrease 2,278 </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>FY12-13 decrease 2,256 </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><li>Overmanned in some skill sets and undermanned in others </li></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>31 skill sets manned at or above 103% in FY11 </li></ul></ul></ul></ul></ul>Re-balance force to meet fiscal and E/S controls and position Navy for FY13 and beyond
    19. 19. ERB - 31 Overmanned Ratings <ul><ul><ul><ul><li>31 of 84 ratings manned at or above 103% in FY12 </li></ul></ul></ul></ul>ABF Aviation Boatswain’s Mate Fuels 108% AD Aviation Boatswain’s Mate 109% AT Aviation Electronics Technician 108% AG Aerographer’s Mate 117% AS Aviation Support Equipment Technician 113% AZ Aviation Maintenance Administrationman 111% AWR Aircrew – Tactical Helicopter 109% AWV Aircrew – Avionics 109% AWF Aircrew – Mechanical 108% GSE Gas Turbine Systems Technician, Electrical 116% MMSW Machinist’s Mate, Surface Warfare 117% RP Religious Program Specialist 105% PR Aircrew Survival Equipmentmen 107% MR Machinery Repairman 108% AE Aviation Electrician’s Mate 105% AM Aviation Structural Mechanic 105% MN Mineman 104% OS Operations Specialist 103% FC Fire Controlman (non-Aegis) 114% ETSW Electronic Technician, Surface Warfare 106% PS Personnel Specialist 111% SH Ship’s Serviceman 111% STG Sonar Technician Surface 106% BU Builder 108% CE Construction Electrician 108% CM Construction Mechanic 107% EA Engineering Aide 121% EO Equipment Operator 107% SW Steelworker 107% UT Utilitiesman 107% EMSW Electrician’s Mate, Surface 103%
    20. 20. FY 12 8-15 LOS Board Eligible Population of Overmanned Ratings TOTAL ELIGIBLE POPULATION 23,696 <ul><li>NOTES: </li></ul><ul><li>EXCLUDES NUCLEAR RATINGS AND SRB RECIPIENTS based on Spring SRB MSG. </li></ul><ul><li>LOS 8-15 (YOS 7.01 – 14.99) </li></ul><ul><li>Includes Time in Rate (TIR) greater than 1 year. </li></ul>Population in PTS Window w/SEAOS in FY12: E7-E8: 0 E6: 1,852 E5: 3,700 E4 666 Total: 6,218 Population NOT in PTS Window with SEAOS > FY12: E7-E8: 1,612 E6: 6,135 E5: 9,201 E4: 530 Total: 17,478 Enlisted Retention Board Target Population (FEB11)
    21. 21. ERB Quota Plan <ul><li>ECM’s reviewed Max Cut provided by B34 and recommended any changes which were not reflected in the B34 analysis. </li></ul><ul><li>Eligible inventory compared to FY12 EPA. </li></ul><ul><li>ECM’s reviewed LOS graphs to determine were over manning is located. </li></ul><ul><li>ECM’s targeted single LOS cells to precisely target overmanned year groups. </li></ul><ul><ul><li>Resulted in more competitive groups than PERS 8 could manage in the board timeline. </li></ul></ul><ul><li>ECM’s grouped LOS cells together to reduce competitive groups and minimize potential rating damage. </li></ul><ul><li>Quota plan will change based on final eligibility of 1 Aug 2011. </li></ul><ul><ul><li>Advancement and exclusions will reduce total eligible but not the total separated. </li></ul></ul>
    22. 22. MMSW Historical EPA Chase Consecutive significant decreases in EPA begin to result in overages Current EPA to Inventory (24MAY11) 514 Sailor overage in MMSW. 44% reduction in EPA since 2005
    23. 23. MM Rating Review 300 Sailors for ERB 452 Max Cut for ERB 785 Applications 2 PTS Approvals 68 Denied Final Active Mar 2011 PTS MM 114% Manned to FY12 EPA MM 107% Manned after board
    24. 24. Conversion Opportunity Undermanned Ratings <ul><li>Conversion eligibility requirements waived to allow all ERB eligible Sailors maximum opportunity to convert </li></ul><ul><li>Years of Service: Greater than 12 years of service can apply </li></ul><ul><li>Paygrade: All personnel regardless of paygrade can apply </li></ul><ul><li>PRD: Personnel with more than 12 months to PRD can apply </li></ul><ul><li>Minimum activity tour: No restriction for minimum activity tour requirement </li></ul><ul><li>PCS: Personnel in receipt of PCS orders can apply </li></ul><ul><li>OBLISERV: No restriction for Obliserv requirements incurred as a result of reenlistment, training or other programs </li></ul>The following ratings will accept applications for conversion: CS(SUB) CTR FT HM CTI CTT ITS NCC CTM ET-NAV LS(SUB) YN(SUB) CTN ET-RADIO MM-WEPS (SUB)
    25. 25. Questions?