The document provides an overview of the BUPERS 32 Navy Counselors Association Symposium. It discusses topics such as military community management, enlisted advancements including increased opportunity at the E4-E6 and E7-E9 levels, the Fleet RIDE Perform to Serve program, and the Professional Apprentice Career Track and Rating Entry General Apprentice plan. The Perform to Serve program aims to balance enlisted manning using a centralized reenlistment approval process, while PACT and REGA provide career paths for apprentices to become rated within 24 months of arriving at their first duty station.

1. BUPERS
3
BUPERS 32 Overview
Navy Counselors Association Symposium
Sept 24, 2012
CAPT Hank Roux
Head, Enlisted Community Manager

2. Line Up
BUPERS
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Military Community Management
Enlisted Advancements
Fleet RIDE – Perform to Serve (PTS)
Rating Entry for General Apprentices (REGA)
- Professional Apprentice Career Tract (PACT)
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3. BUPERS
Community Management (CM)
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Community
Placement Distribution
Management
Providing Unit level manning Individual
sustainable and requirements assignments to
Focus inventories with meet billet/skill
requisite skills needs (Fit/Fill)
Officer & Enlisted Unit manning Requisitions
Programmed documents
Demand Signal Authorizations (AMDs, SMDs)
(OPA & EPA)
• Often review same things, but from different perspectives
• Collaboration is important & improving
• Process the same for Active & Reserve components
There can be a natural tension between the objectives of each function
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4. Military Community Management
BUPERS Concept of Operations
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* BUPERS-3 supports policy and
plan development
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5. BUPERS
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Community Management
• Examples of tensions in force management and personnel policies (non-
inclusive):
• Budget vs. mission and requirements
• Growth vs. limited/constrained resources
• Long lead-time planning vs. year of execution
• Instituting change into system
• Executing policy changes can require additional resources
• “Flooding” the fleet with change
• Potential to send mixed signals
• Officer vs. enlisted guidance (law vs. policy)
• Retaining “right” personnel vs. meeting end strength controls
• Special and Incentive pays
• Accession cuts vs. force structure cuts
Law/Policies must be adaptable & flexible to current & future environments
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6. Other Key Functions
BUPERS
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• Fleet Engagement
– Assumed mission of Center for Career Development (CCD)
– Fleet concentration area visits in FY-11 included: NORVA,
San Diego, Mayport/Jax, PACNORWEST, Japan
– FY-12 area visits: Naples, Key West, Korea/Guam, San
Diego, Norfolk, Great Lakes, Pensacola, and Groton
– Coordinated trips with PERS-40/4013 representatives
– Brief all CMC/COB & PXO/PCO, as well as SEA classes, in
Newport
• Reports: Quick facts/Stress on the Force, CNP 5x8, Sustaining
the Force (Medical)
• Programs of record: FleetRIDE/Perform to Serve, Stay Navy
Calculators, Navy Retention Monitoring System (NRMS), CCD,
Career Information Management System (CIMS)
• Numerous data calls, ad hoc queries & reviews
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7. Navy Retention Monitoring System (NRMS)
BUPERS
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Functional Manager: CDR Arjay Nelson
Assist. Functional Manager: LT Tim Shaffer
• NRMS - PTS Reporting:
– NRMS is receiving weekly PTS-FleetRIDE data updates
– Developing a two-way FleetRIDE-NSIPS web service interface for
implementation in FY13 for more timely data exchange
• PTS Report Development:
– Baseline PTS command-level report will be available to NRMS users as of the
30SEP12 NRMS maintenance release
– Command report will include PTS Take Rate, Application Summary, and Zone
Analysis tabs broken out by UIC; report will utilize drill-through functionality
down to the individual Sailor level
– Purpose is to provide Command Career Counselors with PTS reporting
capability within the same system they currently use for retention/attrition
monitoring
 FY13 Development:
– Working with USFF/PACFLT to develop a NRMS Retention Excellence Report
that incorporates Fleet-relevant PTS and retention metrics to replace the
current Unit Honor Roll Report
– NRMS will reflect the Total Force in FY13 upon implementation of the NRMS
SELRES Officer universe

8. BUPERS
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Enlisted Advancements

9. BUPERS
E4/5/6 Aggregate Opportunity
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Solid lines = 10 yr avg
• E6 Opportunity increasing – above 10-year average for first time in 9 cycles
• E5 Opportunity increasing – above 10-year average
• E4 Opportunity increasing – above 10-year average for first time in 5 cycles
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10. Historical E7/8/9 Aggregate Opportunity
BUPERS
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30.0% Current
Cycle
E9 E8 E7
25.0%
20.0%
15.0%
10.0%
Solid lines = 10 yr avg
E7 22.10%
5.0% E8 10.97%
E9 12.91%
0.0%
2
1
4
9
5
9
6
9
7
9
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9
9
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0
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1
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3
1
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
F
y
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
• E9 Opportunity increasing – above 10-year average for first time in 9 cycles
• E8 Opportunity increasing – above 10-year average
• E7 Opportunity increasing – above 10-year average for first time in 5 cycles
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11. BUPERS
Force Management Tools
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• Perform to Serve (PTS)
• Professional Apprentice Career track (PACT)
Terms of Reference for Force Shaping Tools:
Efforts to effectively shape the force in quantity, quality and cost must remain centered on
operational requirements, based inarguably on performance, and executed with complete
integrity and utmost timeliness.
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12. Perform-To-Serve Intent
BUPERS
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Balances enlisted manning in
each skill set (original intent)
EPA v. Inventory
285000
280000
Manages number of re- 275000
enlistments to stay 270000
within fiscal controls
(force management role) 265000
260000
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0
2
9
0
2
1
0
2
1
0
2
Inventory EPA
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13. BUPERS
FleetRIDE/Perform-To-Serve
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• Centralized re-enlistment approval
(0-14 years of service, up to E-6) 2003
• Significant changes 1 OCT 10 & after: Implemented for first-
term Sailors (Zone A: 0-
• FleetRIDE/PTS integration 6 years of service)
• YG management 2009
• Quota expirations (13 months or change to Expanded to second-
EAOS/SEAOS or Current Enlistment Date (CED)) term (Zone B: 6-10
• Algorithm changes years of service) and
third-term Sailors (Zone
• Quota visibility; plan reconciled monthly C: 10-14 years of
• ISICs have visibility & authorities service)
2011
• Outcomes:
Navy’s primary tool to
• Re-enlist in current skill set manage end strength
• Convert to a different (undermanned) skill set and balance the force
2013
• Transition to reserves FR SELRES (RC to AC)
• Separate Align with CMSID
• Denied-resubmit (up to 6 times in 6 months)
PTS is a performance-based strength management tool 13

14. Fleet RIDE/Perform to Serve
BUPERS
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• Continued policy execution limiting losses
– Averaging <400 involuntary DFA per month FY12, (JUL 152, AUG 170)
– QMT adjusted to generate quotas @102% of need per YG
– Inventory managed over 3 years vice 1
– Top Sailor in every competitive category receives quota (highest stacker in each YG & Rating)
– Extended free quota to Sailors advanced via NWAE (through March 2012 exam cycle)
• Enhancements completed FY12:
– Secondary UIC assignment to support IA Sailors (All Sailors inputted 03APR12)
– FR to NSIPS Feed – Weekly flat file (completed 30APR12); daily 2 way feed in progress
– ERB and voluntary early out Sailors able to apply SELRES well before SEAOS
– FR Qualification capability rolled out for SELRES
– Tools for Counselors to track command personnel
 Command personnel report. Shows all pertinent personnel data for PTS affected Sailors: latest PTS
status, quota expiration, PRD, EAOS/SEAOS
 Ineligibility logic inserted into application (e.g., PRT and Eval entries)
 Quota expiration notification:
o Approval browser displays expiration date
o Approval letter includes expiration date
o Various splash screens and information banners added
o E-mail notification to CCC 3 months prior to quota expiration (Positive Fleet Response)
• Enhancements for FY13:
– Continue FR expansion into SELRES (e.g., RC to AC)
– FR/CMSID alignment (details in Day 3 breakout with Fleet RIDE staff)
– System hardware and software improvements (RAM and storage increased 8X, OCT12)
– 2 way daily NSIPS Feed will complete most of the PTS application, CIMS/NRMS reports (JAN13)
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15. FR DCO-Bridge
BUPERS
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PTS to Fleet Bridge:
•Our Fleet guests log–in on DCO and also dial-in for the Bridge.
•The Bridge lasts for 1 ½ hours:
a) The first half hour consists of BUPERS-320 leadership discussing current and
future enhancements that are occurring in Fleet RIDE and how they affect or will
affect REGA and PTS submissions.
b) The next hour is a question and answer session in order to discuss current policy
and procedures affecting Sailors’ PTS/REGA applications.
Bridge improvements:
a) REGA Quota table posted on the PTS website
b) Sailor’s name and last four on the application
c) The printability of the application screen
d) In the process of adding CMD short-name with the UIC on the ISIC report
Fleet Feedback:
•This is just one more way BUPERS-320 is ensuring that the Fleet is getting good, first-
hand information in order to provide our Sailors the best possible customer service with
the most accurate information! Overall, the Fleet knows they now have a voice in the
process that affects Sailors aboard their commands.
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16. BUPERS
FR DCO-Bridge
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FR to Fleet Bridge Schedule:
a) BUPERS 320 will have a fleet community bridge every two-three weeks as schedule permits.
b) Below is the tentative schedule for future FR DCO-Bridge conferences:
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17. BUPERS
PTS Monthly Process
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• 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
Notes:
• Data used to break algorithm ties: NJP, Warfare Qualifications
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18. PTS Results
BUPERS
A/C Sailors Oct 2010 - Jul 2012
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Approved for In-Rate Final: Voluntary vs PTS Losses
156 Involuntary
Separations
Conversions Separated with Approved AC Quota

19. BUPERS
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PTS Misperceptions
Any NJP will end a
Sailor’s career in PTS
What matters is what
actions are done in/after
NJP (paygrade & evals) Data: OCT 10 – AUG 11
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20. BUPERS
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Professional Apprentice Career Track
(PACT)
& Rating Engine General Apprentice
(REGA) Plan
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21. BUPERS
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PACT
 What is a PACT?
 Professional Apprenticeship 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 onboard first Permanent Duty
Station.
 Rating Entry Methods & Requirements
 Navy-Wide Advancement Exam (NWAE)
 Meet Time In Rate (TIR) requirements.
 Approved via the Fleet RIDE REGA 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)
 Minimum 12 months on board to apply. Cannot apply for RED into an “A” School required rating.
 Meet all rating entry requirements.
 Must have valid billet on board present command.
 Application deadline is 2359 (Central Time) the last day of each
month.
 Up to 3 options per application; once approved for NWAE, applications are “locked out” until results
received. 21

22. PACT Sailor and REGA Status
BUPERS
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Cumulative & Projected REGA Approvals through end of CY12
*Note: “A” School: 269 Sailors have been approved to attend “A” schools. School seat availability, PRDs and follow
on orders may prevent us from gaining these Sailors into the rated inventory by year’s end. These Sailors are not
included in the table above.
• March NWAE: 1190 Sailors were designated. There were 1477 approved applications to participate
in the March NWAE (80% success rate).
–Reasons for 80% success rate
 Failed exams, Sailor’s desire (chose not to take exam), separated prior to exam, lost qualifications (no longer
rating eligible), NJP, etc.
• September NWAE: 1650 NWAE request approved to date. Expect an additional ~350 during
August. An 80% success rate will result in an additional 1600 Sailors designated prior to year’s end.
• RED: 652 Sailors have been approved for designation via RED quotas since the beginning of FY12.
Expect to approve another 500 by December 2012.
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23. BUPERS
JUL ‘12 REGA Stats
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• 1,053 PACT Sailors submitted 1,683 requests for 1162 published designation quotas
– Each Sailor can list up to 3 preferences
– JUN: 943 PACT Sailors submitted 1,436 requests for 1523 published designation quotas
• 499 PACT Sailors approved for designation, an additional 18 were approved for Apprenticeship
change (change between A-PACT, S-PACT, or E-PACT)
– 35 via A-school
– 328 approved to take SEP 12 NWAE
– 136 approved for immediate RED at current command
– JUN: 514 approved + 28 Apprenticeship changes
• 48 ratings had quotas
– 8 ratings had 0 requests submitted (6 subsurface ratings)
– 13 ratings had 0 approvals (largest number of published quotas was 5)
– 9 ratings approved 100% of quotas
– JUN: 48 ratings (not all the same), 7 ratings had 0 requests, 10 had 0 approvals, 26 had 100% approvals
• Top Denial Reasons:
– Exceeded quota plan, no required Security Clearance, no NSW package submitted, no valid RED billet at
command
Initial September Quota Plan: 955 Total (68 A-school, 429 NWAE, 458 RED) – will
adjust based on execution and eligible pool
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24. Highest Demand for PACT Sailors
BUPERS
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Highest Demand Ratings are Listed on the NPC Website Monthly REGA Plans
A-PACT S-PACT E-PACT
Rating Zone A # Requests/# Quotas Rating Zone A # Requests/# Quotas Rating Zone A # Requests/# Quotas
Manning % (#Approved) JUL Manning % (#Approved) JUL Manning % (#Approved) JUL
ABE 82% 7/55 (4) CS 80% 25/110 (14) DC 87% 9/35 (6)
ABF 81% 17/38 (11) OS 84% 82/68 (33) EM 85% 14/35 (10)
ABH 78% 48/105 (32) BM 71% 136/127 (81)
AO 89% 72/67 (45) YN 82% 113/66 (30)
Note: manning percentages from 03 AUG data.
• Strategies for driving PACT Sailors to needed rates:
– SRB: Supply ECM has requested Zone A SRB for the CS rate to help drive PACT inventory to
apply. If successful, BUPERS-32 will consider adding more Zone A SRB to assist in driving
future PACT Sailors into the rates where they are needed the most.
– Other Fiscal Incentives: BUPERS-3 is in-work with N130 to examine the potential to add a
fiscal incentive for PACT Sailors to apply for rates with high demand/low applications
(designation bonus).
– Policy: Proposed MILPERSMAN article (1306-610) will give the ECMs the authority to assign
rates to those Sailors that have exceeded 30 months of active service.
– STRATCOMS: Fleet engagement visits, Navy.mil articles, Force weekly, website information,
etc.
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25. BUPERS
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Questions?

26. BUPERS
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Enlisted Retention Board

27. BUPERS
Enlisted Retention Board
3
EPA v. Inventory
• High retention rates, low attrition rates for
4500
several reasons (economy, benefits, etc.).
4000
• Changes in the force have required a
3500
realignment of work & people.
3000
• Results in unexpected over- and
2500
under-manned ratings.
• Other force management tools, both
2000
1500 voluntary (e.g., Enlisted Early Transition
1000
Program) and involuntary (e.g., Perform to
Serve), were not achieving required end
500
strength.
0 • Didn’t want to add more pressure to
Perform to Serve since it is limited to a
small portion of force each year.
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0
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1
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Inventory EPA
31 ratings with imbalances between 7 and 15 years of service boarded
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28. Enlisted Retention Board Results
BUPERS
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• 2,941 in a “not selected for retention” status as of 27 JAN 2012
• Phase I: 1,918 not retained of 7,625 Sailors (74.85% retained)
• Phase II: 1,024 not retained of 7,761 Sailors (86.81% retained)
• 47 results vacated due to advancement; 2 members determined not eligible after
the board (as of 27 JAN 2012)
• If not selected for retention, then must separate no later than 1 SEP
2012, unless operational waiver approved for later separation date (up to
90 days later).
– Other dates must be coordinated with command.
• Honorable Discharge unless lesser characterization is warranted.
• Conversions approved (2,208 total packages submitted):
• Phase I: 67/163 (41%)
• Phase II: 63/173 (36%)
• Overall: 130*/336 (39%)
• *Note: 124 as of 27 JAN 2012 due to advancements vacating results—retained in rate
80.86% Retained Including Conversions
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