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Career intermission program by lcdr muller
Career intermission program by lcdr muller
Career intermission program by lcdr muller
Career intermission program by lcdr muller
Career intermission program by lcdr muller
Career intermission program by lcdr muller
Career intermission program by lcdr muller
Career intermission program by lcdr muller
Career intermission program by lcdr muller
Career intermission program by lcdr muller
Career intermission program by lcdr muller
Career intermission program by lcdr muller
Career intermission program by lcdr muller
Career intermission program by lcdr muller
Career intermission program by lcdr muller
Career intermission program by lcdr muller
Career intermission program by lcdr muller
Career intermission program by lcdr muller
Career intermission program by lcdr muller
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Career intermission program by lcdr muller

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  • 1. Career Intermission Pilot Program (CIPP) LCDR Chris Muller CIPP Program Manager OPNAV N134Unclassified
  • 2. What is CIPP? Navy version of what those in industry would call a “Sabbatical” Allows up to 20 active duty officers and 20 active duty enlisted annually, beginning in 2009 and through 2015, to transition from the AC to the IRR for a period not to exceed 3 years.
  • 3. Why consider CIPP?  Care for a ill family member  Better align dual military careers  Start a family  Perform humanitarian / volunteer work  Support spouse’s career needs.  Pursue higher educationUnclassified
  • 4. Benefits During Participation  TRICARE benefits for participants and dependents while in IRR  Receive a monthly stipend = 1/15th of basic pay  Receive transportation/PCS move to/from their residence to their selected CONUS residence during program participation  Exempted from promotion consideration while in the IRR  IRR time not counted for retirement eligibility or computation of retired payUnclassified
  • 5. Benefits During Participation  Bonuses, Special Pays, and Incentives will not be paid to participants in an IRR status (will be eligible upon return to AC)  On return to AC, an officer’s DOR will be adjusted and an enlisted member becomes eligible by reason of time in grade for promotion/advancement  Requires a 2 month OBLISERVE for every 1 month of participationUnclassified
  • 6. Application Process  Current Rolling Application Process  Process supports time-sensitive, personal requests for participation; e.g. IVF support, Exceptional Family Member (EFM) support, elder care  Participants submit packages to OPNAV N134 w/command endorsement  OPNAV N134 reviews and forwards through PERS-4 and BUPERS-3 for review.  Commander, Navy Personnel Command (CNPC) has approval authority  Disapprovals will be forwarded to CNP for final negation authorityUnclassified
  • 7. Application Process  Results of Rolling Process  39 applications submitted (18 officer, 21 enlisted)  37 approved (17 officer, 20 enlisted)  Two applications have been disapproved due to not meeting program participation criteria.Unclassified
  • 8. General Eligibility Ineligible Members – Congressionally Mandated Full Time Support (FTS) personnel Those currently receiving a CSRB Those who have not completed first active duty fleet utilization tour Ineligible Members – Additional Navy Restrictions Pending investigation, NJP, court-martial or civilian criminal charges or proceedings Must have no record of disciplinary action (civil arrest, NJP or courts- martial) for 2 years prior to requesting participation in CIPP Enlisted who cannot complete OBLISERVE due to HYT limitations Officers in a failure of selection promotion status Members not currently meeting physical readiness standards Members in receipt of PCS orders (exceptions: case by case basis) Selectees begin “off-ramp” at current PRD to facilitate a qualified relief unlessUnclassified extenuating circumstances facilitate an earlier departure
  • 9. ECM Application Requirements Minimum Eligibility Sailors Ineligible E3 & below, and First Termers Sailors not recommend for advancement or retention Sailors in training pipelines E7’s over 15 years of service, all E8s and E9s High Year Tenure (HYT) Restrictions:  E4 = no more than 2 years Active Service to take max 3 year intermission  E5 = no more than 8 years Active Service to take max 3 year intermission  E6 = no more than 14 years Active Service to take max 3 year intermissionUnclassified
  • 10. General CIPP Participation Guidelines Provisions of IRR Status  Participants will be required to virtually report (phone or email) monthly to PERS-93 (IRR) Program Manager  Participants will receive a “Non-Observed” (NOB) Fitness Report or Evaluation to cover the period of participation  Participants will be exempt from mobilization while in IRR status Return to Active Duty  Member must meet all physical readiness conditions and security qualifications for return to active duty service. If not, member is subject to default of the terms of participation and DoN is authorized to collect all pays and value of benefits the member incurred during participation  Effective date of pay and allowances will be the date the member returns to active duty.Unclassified
  • 11. Questions? For additional information visit the CIPP website at: http://www.public.navy.mil/BUPERS-NPC/SUPPORT/TFLW/Pages/CIPP.aspxUnclassified
  • 12. BACK-UPUnclassified
  • 13. Why a Sabbatical? “Go with the Bold Ones!” “It’s not just a job. It’s an adventure!” “Accelerate your life!” Boomers Generation X Millennials Idealistic Cynical OptimisticChampions of social causes; seek Shaped by divorce, recession, Close relationships with parents to change their world commercial hype, & morally and extended families suspicious social leaders Individualistic InterdependentNon-conformists; 63% aspire to be Independent/Pragmatic Join large institutions and go in different than other people search of team work and risk Take it upon themselves to plan, protection analyze and make solid decisions. Self-Completing Always hedging Service-Oriented 61% feel they need to know Social enterprise and nonprofit themselves better Self-Reliant work a large employment focus 57% Have at one time started a Acquisitive self-run or home business Balanced Often believe the more they give #1 goal: life/work balance away or let get away, the less Diverse special they are Social choices reflects Sense of Urgency consumption pattern Want responsibility quickly Media Consumption Passive Media Consumption Media Consumption Selective Multi-source
  • 14. The Demand for Balance Influences on retention intentions: Enlisted Officers Influence to LEAVE: Millen Gen X Boomers Millen Gen X Boomers Balance of work and personal time 56% 47% 29% 68% 59% 48% Impact of being in Navy on family 49% 46% 33% 72% 67% 48% Impact of deployments on family 55% 57% 61% 73% 72% 56%Source: 2008 NPRST Personnel Quick Poll
  • 15. Life Work Integration Responding to Challenges to meet the MPT&E MissionTOP EMPLOYERS DESIRED OUTCOME UNDERSTAND :  12 mo. Operational Deferment  21 days Adoption LeaveParenting is a Priority  10 days Paternity Leave IMPROVED  75% funded IVF program RECRUITING AND  Military Telework RETENTION OF TOP TALENT THAT  Flexible Work Schedules WOULD OTHERWISEFlexibility is the Key  Menu of Retention Incentives HAVE BEEN LOST  Tuition Assistance Flexibility  Career Intermission ProgramDemand for Balance Accepting all great ideas! 15
  • 16. Selection Standards Guidance for the Board Whole Person Standard Strong performance - Evidenced by FITREP/Evals Sustained performance in challenging positions Demonstrated leadership, professional skills, integrity and resourcefulness Demonstrated ability or potential to contribute to and succeed in the Navy Exemplary personal behavior and integrity - Relevant material includes the CO’s letter of endorsement Well articulated, professionally presented, and informative personal statement that includes the purpose for the CIPP request - While the purpose should be considered as part of the “Whole Person Standard,” no one factor should be evaluated consistently higher than any other by the boardUnclassified 16
  • 17. Selection Process Selection Board May 2009 Selection Board • Participants submitted package to N134/OCM & ECM with command endorsement • N134/OCM/ECM reviewed to ensure all eligibility requirements are met • Packages forwarded to Administrative Selection Board • Board selected participants based on skill area, pay grade, length of service, tour of duty, and demonstrated success within the community or rating • Administrative Selection Board submitted recommendations for CNP approval • 2009 Quota targets  20 Officers = 16 URL, 4 RL/Staff - URL Quota Division = 6 SWOs, 6 Aviators, 2 SWO(N)/Submarine, 2 EOD/SEAL  20 Enlisted = No rating restrictions Results  19 qualified applicants (10 officer, 9 enlisted)  15 applications selected (9 officer – 90%, 6 enlisted – 66%)  9 participants in program: transitioned or waiting to transition (4 officer, 5 enlisted)Unclassified
  • 18. References References:  NAVADMIN 301/09  NAVADMIN 095/09  OPNAVINST 1330.2AUnclassified
  • 19. Additional ULB Proposals being considered  Include Full Time Support (FTS) personnel as eligible participants  Remove limitation on members who are receiving a critical skills retention bonus  Change obligated service requirement to minimum 1:1 (currently 2:1)  Allow participating member to be processed for a disability • Allow participants who are critically injured or ill while in IRR to be medically discharged while retaining eligibility for disability benefits  Provide for one time waiver of requirement for uniformed members to either use or sell existing leave balance prior to entering IRR status.Unclassified

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