Bupers 32 leadership brief


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Fleet engagement brief NPC (15 aug 2013) LEADERSHIP E7 AND ABOVE

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  • PTS= Perform to ServeERB=Enlisted Retention BoardSERB=Selective Early Retirement Board
  • Transient numbers include expired prospective gains.
  • Now we’ll turn to the Enlisted Advancement, specifically eligibility requirements, how to prepare for exams properly, available study resources, and your exam profile sheet.
  • Sailors final denied as a result of the December rack and stack will not be eligible to take the March NWAE.
  • Note: “Intend to Separate” comprises Sailors who submitted an application of one of the following types on their last look :Intends to SeparateNo Apply this MonthNot EligibleFailed to SubmitRequested SELRES Option (not approved)Sailors who intend to separate may request SELRES Option in the following month. (up to 3 months from SEAOS)
  • Data tables utilize NOPPS data, charts utilize NSIPS data. Both are as of the last day of the given moth they are reporting for.OPA spread is Stair Step OPA for both competitive categories. Stair Step OPA Spread in the following manner;Total O6 OPA/8Total O5 OPA/6Total O4 OPA/6Total O3 OPA/6Total O2 OPA/2Total O1 OPA/2Inventory bars use NSIPS data with BUPERS-34 defined YCS measures. Measures are being further defined with NRMS developers to use Precedence Yr Group fields.NOPPS inventory by YCS field is currently unusable in it’s current format
  • Bupers 32 leadership brief

    1. 1. NAVY BUPERS 3 1 Fleet Engagement (NAVREG MID-ATLANTIC 27-28 AUG 2013)
    2. 2. NAVY BUPERS 3 2 BUPERS-3 Military Community Management Overview CAPT Bruce Deshotel Head Enlisted Community Manager, BUPERS-32 Updated 27 August 2013
    3. 3. NAVY BUPERS 3 3 Community Management Perspective There can be a natural tension between the objectives of each function Community Management 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
    4. 4. 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 FY12 FY13 (A9) FY14 FY15 FY16 FY17 FY18 FY19 Actuals PB14 Controls End-Strength Changing End-Strength Stabilizing through the FYDP Total 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
    5. 5. NAVY BUPERS 3 5 Of 264,411 total enlisted, 16% (42,841) were non-distributable and 2.2% (5,784) were LIMDU or pregnant on 01 Aug 13. 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 Authorized Distributable 236,434 Students 23,549 TPP&H 8,989 Total 268,972 (Numbers are USN personnel only) Total Distributable – 221,570 (84%) (includes LIMDUs and pregnancies which make 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. 3,265 3,145 LIMDUs (ACC 105) 47% Pregnancies from Sea Duty 53% PEB (ACC 355) [796] 2% Transients 23% Patients, Prisoners & Holdees [1,118] 3% Students 72% 30,980 9,947 2,694 3,090 215,786 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
    6. 6. NAVY BUPERS 3 6 Specific Community Mgmt BUPERS-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
    7. 7. NAVY BUPERS 3 7Data Source: NMPBS Cut Date: 02 Aug 2013 All Enlisted Active Duty LOS (OCS not included)
    8. 8. 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
    9. 9. NAVY BUPERS 3 9 NPC WEBPAGE http://www.npc.navy.mil
    10. 10. 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. 10 Community Overview
    11. 11. 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
    12. 12. NAVY BUPERS 3 12 Enlisted Advancement
    13. 13. NAVY BUPERS 3 13 0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50% FY03 FY04 FY05 FY06 FY07 FY08 FY09 FY10 FY11 FY12 FY13 E-4 E-5 E-6 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
    14. 14. NAVY BUPERS 3 14 0.0% 5.0% 10.0% 15.0% 20.0% 25.0% 30.0% FY94 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
    15. 15. NAVY BUPERS 3 15 Career Navigator
    16. 16. NAVY BUPERS 3 16 Career Navigator Program New 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) strategy Initial Career Decisions: Join Navy Choose a rating Change rating Mid-Career Actions: Same rating Change rating AC RC Assignments Advancement Records and Feedback CAREER NAVIGATOR Sailor at the Helm NAVADMINs 149/13 & 150/13
    17. 17. NAVY BUPERS 3 17 CareerWaypoints Career Waypoints • Reclassification • PACT Designation • Reenlistment (in-rate, conversion or AC to RC) • Conversion* • RC to AC • AC to RC* PRIDE CMS-ID/BBD NSIPS Career Starting point • Rating choice Career Billet Assignments • Billet applications Career Record Management • Electronic service record Career 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 CIMS Career Development Boards •Tracking *Included as part of Reenlistment application only. Future separate capability recommended. CAREER NAVIGATOR Program Vision
    18. 18. 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
    19. 19. NAVY BUPERS 3 19 0.00% 20.00% 40.00% 60.00% 80.00% 100.00% 120.00% 140.00% 160.00% 180.00% CTI FNGEN HMEEG HMOPT HMBIOMED AW AWO HMSUB CTR HMPHARM YN(SS) HMSURG EOD LN IT FCAEGIS AME ABE CTT AC HMPMT MT HMGU AM CM STG SW MR HMRECONIDC HMDA UC SH AF IS CTI SN Shape Rating Career Waypoints-Reenlistment Intent (Formerly known as PTS) 260000 265000 270000 275000 280000 285000 2008 2009 2010 2011 EPA v. Inventory Inventory EPA Manages number of re- enlistments to stay within fiscal controls (force management role) Balances enlisted manning in each skill set (original intent)
    20. 20. 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) 2009 Expanded to second-term (6-10 years of service) and third-term Sailors (10- 14 years of service) 2010 Fleetride/PTS integration Algorithm changes and Quota expirations 2011 Navy‘s primary tool to manage end strength and balance the force
    21. 21. NAVY BUPERS 3 21 Career Waypoints Crosswalk Improvements under Career Waypoints Old New Fleet RIDE Career Waypoints PTS Career Waypoints – Reenlistment REGA Career Waypoints– PACT Designation Must 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 SEAOS 7 looks, 12-6 months from SEAOS Application Timeline: 13 months prior to SEAOS 8 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
    22. 22. 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 WAYPOINTS Reenlistment Check-in
    23. 23. 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 CHOICE 12 6 3 End of Contract 15 Orders negotiation Months In-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 CHOICE In-Rate Conversion SELRES 8 ―Looks‖ 13-6mo Sailors never asked to convert and were separated 7 ―Looks‖ 12-6 mo 2003 2012 June, 2013… Career Waypoints-Reenlistment Career Waypoints–Reenlistment Applications 3-2-1
    24. 24. 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
    25. 25. NAVY BUPERS 3 25 Approved In-Rate 5644 89.3% Approved Conversion 66 1.0% Approved SELRES 47 0.7% Approved Convert to FTS 16 0.3% Intendsto Separate 533 8.4% Denied Final Active 14 0.2% 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%) Total Submitted: 11,975 Looks Remaining 5,655 Final Actions: 6,320 [ ] [ ] [ ] [ ] [ ] [ ]
    26. 26. NAVY BUPERS 3 26 Final: Voluntary vs PTS Losses C-Way Results A/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-11 Aug-11 Sep-11 Oct-11 Nov-11 Dec-11 Jan-12 Feb-12 Mar-12 Apr-12 May-12 Jun-12 Jul-12 Aug-12 Sep-12 Oct-12 Nov-12 Dec-12 Jan-13 Feb-13 Mar-13 Apr-13 May-13 Jun-13 Approvedfor In-Rate 0 500 1000 1500 2000 2500 Jul-11 Aug-11 Sep-11 Oct-11 Nov-11 Dec-11 Jan-12 Feb-12 Mar-12 Apr-12 May-12 Jun-12 Jul-12 Aug-12 Sep-12 Oct-12 Nov-12 Dec-12 Jan-13 Feb-13 Mar-13 Apr-13 May-13 Jun-13 DFA (all others) DFA (intends to Separate) Intends to Separate (Looks Remaining) 293 317 363 193 252 206 205 158 127 84 102 77 69 82 61 59 49 40 59 40 44 73 61 47 0 50 100 150 200 250 300 350 400 Jul-11 Aug-11 Sep-11 Oct-11 Nov-11 Dec-11 Jan-12 Feb-12 Mar-12 Apr-12 May-12 Jun-12 Jul-12 Aug-12 Sep-12 Oct-12 Nov-12 Dec-12 Jan-13 Feb-13 Mar-13 Apr-13 May-13 Jun-13 ApprovedSELRES ApprovedConversionAC ApprovedConversionto FTS 0 100 200 300 400 500 600 Jul-11 Aug-11 Sep-11 Oct-11 Nov-11 Dec-11 Jan-12 Feb-12 Mar-12 Apr-12 May-12 Jun-12 Jul-12 Aug-12 Sep-12 Oct-12 Nov-12 Dec-12 Jan-13 Feb-13 Mar-13 Apr-13 May-13 Jun-13 Separatedwith ApprovedActive Quota 26
    27. 27. NAVY BUPERS 3 27 CAREER WAYPOINTS-Reenlistment Take-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 window  Quota 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
    28. 28. 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
    29. 29. 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-PACTs 4,412 S-PACTs 530 E-PACTs (FY12 Fall EPA) Key is aligning rating entry requests to needs of the individual ratings while balancing the PACT inventory
    30. 30. 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.
    31. 31. 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
    32. 32. 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
    33. 33. NAVY BUPERS 3 33 Plain Talk Series 33
    34. 34. NAVY BUPERS 3 34 OFFICER COMMUNITY MANAGEMENT EXAMPLES - Force & Community Overviews - BUPERS-3 Related Management Programs
    35. 35. 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 Delta O6 1243 1359 -116 O5 2832 2956 -124 O4 4185 4262 -77 O3 8200 7060 1140 O2 5259 3783 1476 O1 4418 3734 684 Total 26137 23154 2983 URL Inv ROPA Delta O6 1886 1941 -55 O5 3538 3618 -80 O4 5552 5916 -364 O3 7610 7326 284 O2 2223 1907 316 O1 1407 1534 -127 Total 22216 22242 -26 RL+STAFF ROPA/Inventory LOS & Force Management Tools
    36. 36. 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: RedesignationsSeparations POCR Board 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
    38. 38. 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?
    39. 39. 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
    40. 40. NAVY BUPERS 3 40 Force Management Strategy Use all available levers Balance the force Man sea billets Reduce friction  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)
    41. 41. NAVY BUPERS 3 41 Wartime Require- ments Billets Authorized Positions Onboard M+1 BA NMP (could be above or below BA) COB (could be above or below NMP & BA) Required Funded ―Expected‖ ―Deck plates‖ Need Paid For Your Share Reality Manpower-Personnel Balance SMD/SQMD FMD AMD EDVR MUSTER ―SPACES‖ ―FACES‖ ―READINESS GAP‖―FRUSTRATION GAP‖ FIT GAP ≈ EPA
    42. 42. 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)
    43. 43. 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
    44. 44. NAVY BUPERS 3 44 Career Toolbox 44
    45. 45. NAVY BUPERS 3 45 67.98% 32.02% NJP vs Reenlistment System Retained w/ NJP Separated 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