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Enl brief fet norfolk_ 13 aug 13


Fleet engagement brief NPC (15 aug 2013)

Fleet engagement brief NPC (15 aug 2013)

Published in Career , Education
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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.
  • The Navy Advancement Center is located on NKO. It is the official source of your Bibliography for Advancement and where you’ll find the Topics and Subtopics I mentioned a moment ago. For the March exam, the BIB will be posted the prior October. For the September exam, BIBs will be posted the prior April.You can quickly reach Advancement Center resources by logging into NKO and click the hyperlink located under the yellow Career Management heading. Once on the Advancement Center pages, you will find lots and lots of supporting resources including the Advancement Manual, FAQs and a link to your Exam Profile Sheet.If you’re on Facebook, we encourage you to “like” the Navy Advancement Center page, as they ask great situational questions throughout the year, send out reminders for upcoming exams and give advanced notice of when results are coming out. (GREAT RESOURCE!)
  • So what is a Final Multiple Score? It’s a combination of factors used to determine whether or not you will advance. As you can see in this chart, the FMS includes your exam score, an average of your performance marks, the amount of time your served in your current paygrade, awards points, education points, and points earned for passing by not advancing off the previous exam. The percentage for each factor changes, depending on your paygrade. The pie charts on the right illustrate the different percentages used to determine the Final Multiple Score for E4/5 exams, which is different from E6, which is different from E7. You’ll notice that your performance marks gain increasing importance the more senior you become.
  • Speaking of performance, have you ever wondered how many points really separate a recommendation of Promotable, Must Promote and Early Promote on your eval? Here’s a breakdown by paygrade. As you can see, superior PERFORMANCE is key to advancing!
  • 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)
  • 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)
  • 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)
  • 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.
  • I want to tell you about the Sailor Career Toolbox information sheet, which is located on the NPC “Career Toolbox” and NKO “Navy Career Tools” pages. It is a user aid that provides detailed information about all of the tools listed on the previous page. The information sheet includes an individual page for each of tool and provides a description of what the tool is designed to provide, where you must go to use it, the actions you should perform while there, plus points of contact for more information or assistance, should you need it.This user aid provides important information about the online systems that you should be using and I encourage you to review the information today. Be sure to check back frequently, however, as the information sheet – as well as other user aids you’ll find on NPC and NKO – are updated frequently as systems change.
  • The NPC Career Toolbox page contains information and user aids designed to help you access and use your Navy career tools.Two users aids, in particular, will help you inventory your OMPF and ESR to ensure both are accurate and complete.
  • Today, Sailors primarily use two systems to view personnel and career information. The Official Military Personnel File contains documents for every officer and enlisted, Active Duty and Reserve. This record belongs to the United States Government and is held in the National Archives by the National Personnel Records Center (NPRC). Think about it, maybe one day in the distant future your descendants will be reviewing and admiring your Navy career!The Electronic Service Record contains personnel data that comes from other systems (such as Navy Awards or SMART), or is entered by your Personnel Office or servicing PSD. You should review your OMPF and ESR frequently, especially after you reenlist, after you transfer to a new duty station, or when you are preparing for advancement. Your personnel information has direct impact on your advancement and retention opportunities and your personnel records MUST BE ACCURATE and COMPLETE. You must work with your Personnel representatives to update missing or inaccurate information. And be persistent because – unfortunately – it’s not an easy process and may involve more that one system.The NPC website has lots of good information, including points of contact and FAQs.
  • OMPF documents are generated from multiple sources, including your ESR. For example, whenever you update your Dependency Application/Record of Emergency Data (Page 2), your Personnel Office or servicing PSD will print an updated NAVPERS 1070/602 and – after you add your signature – will immediately send it to NPC for acceptance into your OMPF. Other forms, such as your Training Summary or Honor and Awards summary are not submitted to OMPF until after you reenlist or separate.Here are two examples of why you want to view your OMPF routinely… if your Dependency Data is not submitted to OMPF when updated, the information will not be available in case of emergency. Or if your Training, Honors and Awards are not updated when you reenlist, then your career achievements are not available for Selection Board review.If you do review your OMPF and find information missing that you wish to have considered by a Selection Board, print a copy from your ESR and enclose it with your package.
  • When you first log in to OMPF, the long list of documents can be a bit confusing. Here are a few navigation tips that will help.1. If you click on any of the column headings, the documents will sort accordingly. So, if you click Subject Title, the documents will sort alphabetically. If you click Document Date, it will sort by date, and so forth.2. In the Multi-View column, you can checkmark several boxes and then select the green arrow to open multiple documents at once.3. If you click anywhere on a single row, only that document will open.If you are having trouble opening a document, or if you click a document and a blank window displays, you may have to log in, log out and then try again.
  • OMPF documents are filed in categories based on the type of information they contain. For example, all your enlistment paperwork is filed under Field Code 31, all of your Training and Education is filed in Field Code 36, and so forth. Documents in Field Codes 30-38 are provided to enlisted Selection Boards for review when making advancement determination.Sorting OMPF by Field Code allows you to reduce the number of documents displayed – which makes things less overwhelming – and helps you identify missing or inaccurate documents more quickly. On the next page, I’ll show you an example.Please note that the NPC Military Personnel Records pages provide much more detail about your OMPF and other personnel records.
  • The “Personnel Records Review” user aid helps you conduct a step-by-step review of your OMPF and ESR. Detailed notes provide additional information, including sources of support should you need to update or correct any of the information displayed.It is VERY IMPORTANT that your OMPF and ESR be accurate and complete, as the information contained within these personnel systems impacts your opportunities for retention, advancement and assignment.


  • 1. NAVY BUPERS 3 1 Fleet Engagement (NAVREG MID-ATLANTIC 27-28 AUG 2013) CAPT Bruce Deshotel Mr. Randy Miller EMCM Ted Hillebrand Head Enlisted Community Manager, BUPERS-320 BUPERS-321 BUPERS-32 PSC Christie Cole CSCM Paul Marshall FCCS Jason Brock BUPERS 320 PERS 40 SEL PERS 4013
  • 2. NAVY BUPERS 3 2 BUPERS-32 Military Community Management Overview
  • 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. NAVY BUPERS 3 4 End-Strength Changing End-Strength Stabilizing through the FYDP 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. 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. 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. NAVY BUPERS 3 7Data Source: NMPBS Cut Date: 02 Aug 2013 All Enlisted Active Duty LOS (OCS not included)
  • 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
  • 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 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. 1
  • 12. NAVY BUPERS 3 12 Enlisted Advancement
  • 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. 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. NAVY BUPERS 3 15 Navy Advancement Center • Bibliography • Profile sheet • Exam Statistics • Advancement Manual • FAQs Advancement Center on Navy Knowledge Online (NKO)
  • 16. NAVY BUPERS 3 16 Final Multiple Score (FMS) A measure of the ―Whole Sailor‖ Factor Exam Paygrade Computation Maximum Points Percent Standard Score (SS) E-4/5 E-6 E-7 As indicated on Profile Sheet 80 80 80 37 % 33 % 50 % Performance Mark Average (PMA) E-4/5 E-6 E-7 PMA x 80 – 230 PMA x 80 – 204 PMA x 50 – 120 90 116 80 42 % 47.5 % 50 % Service in Paygrade (SIPG) E-4/5 E-6 SIPG + 7.5 SIPG + 9.5 15 17 7 % 7 % Awards (AWDS) E-4/5 E-6 As indicated in Advancement Manual (* 2 extra points for IA) 10 (* 12) 12 (* 14) 5 % 5% Education Points (ED) E-4/5 E-6 Associate Degree = 2 points Bachelor Degree or higher = 4 points 4 4 2 % 1.5 % Passed Not Advanced Points (PNA) E-4/5 E-6 From last 4 Exam cycles 15 15 7 % 7 % Maximum FMS Possible E-4/5 (* IA Points) E-6 (* IA Points) E-7 214 (*216) 244 (*246) 160 100 % 100 % 100 % 42%37% 33% 47.5%
  • 17. NAVY BUPERS 3 17 The Importance Of Your Promotion Recommendation
  • 18. NAVY BUPERS 3 18 Career Navigator
  • 19. NAVY BUPERS 3 19 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
  • 20. NAVY BUPERS 3 20 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
  • 21. NAVY BUPERS 3 21 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
  • 22. NAVY BUPERS 3 22 Sailor Self Service Home Screen Career Waypoints - Sailor Self Service Home My Information My Opportunities My Application My Interests Help Sign Out Sailor Self Service Home My Career Status Career Exploration Module My Reenlistment (AC/FTS) Application JOIN Survey Contact Help Desk My Detailed Information My Qualified Jobs My Reenlistment (AC/FTS) Official Letter My JOIN Results FAQ My Extended Information My Reenlistment (AC/FTS) Opportunities My PACT Designation Application JOIN Job Groups My PACT Designation Opportunities My Conversion (RC) Application My Conversion (RC) Opportunities My Conversion (RC) Official Letter My Transition (RC to AC/FTS) Opportunities My Transition (RC to AC/FTS) Application My Transition (RC to AC/FTS) Official Letter Date: 2013-08-15 Name: Smith, John Service Code: SELRES , Paygrade: E5, Rating: HM SEAOS: 2014-05-15, SEOS: 2014-05-15, PRD: 2014-05-15 Eligibility for Conversion (RC) You may be eligible to request conversion into open ratings Eligibility for Transition (RC to AC/FTS) You have an approved application pending action and may not submit another application at this time. Non-scrolling banner with Sailor Status information. Final design and content TBD
  • 23. NAVY BUPERS 3 23 My Career Status Printable Overview
  • 24. NAVY BUPERS 3 24 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 Waypoint-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)
  • 25. NAVY BUPERS 3 25 Sailors check-in 13 months in advance and indicate if they plan to separate or reenlist Competitive Reenlistment (>=102%): If eligible, must apply (Overmanned and special requirements) Balanced Reenlistment (>98% - <102%): If eligible, auto-confirm or apply based (Fully manned) on YG manning Undermanned year group: Auto-confirmed, can reenlist immediately Overmanned year group: Must apply : Open Reenlistment ( <=98%): 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
  • 27. NAVY BUPERS 3 27 CAREER WAYPOINTS TIMELINE PRD-9 PRD PRD-7PRD NEEDS OF THE NAVY CMS-ID Window PRD-12 SEAOS Requisition Remain in place or retainability waiver granted SEAOS-6 Sailors with < 24 months “ID card time” must submit PRD Application 3-2-1 INRATE CONVERT SELRES SEAOS-13 PRD-10 SEAOS-15 SEAOS-10 SEAOS-3 Previous C-WAY Window: Starts 12 months from PRD, ends when approved or 6 months from SEAOS (with DFA) SELRES Required programming changes: -PRD complete in Feb13 -SEAOS complete in Jun13 Jul14 SEAOS Sailors first affected •CMSID alignment (No C-WAY-Reenlistment Applications) •Sailors negotiate orders •CCC Workload reduced (fewer applications/counseling) •Clear PERS 4 demand signal 3 Options = In-rate, Conversion, SELRES 2 Options = Conversion, SELRES 1 Option = SELRES 3 Options 4 Reviews 2 Options 4 Reviews 1 Option 3 Reviews
  • 28. NAVY BUPERS 3 28 • 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
  • 29. NAVY BUPERS 3 29 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 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 [ ] [ ] [ ] [ ] [ ] [ ]
  • 30. NAVY BUPERS 3 30 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 30
  • 31. NAVY BUPERS 3 31 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
  • 32. NAVY BUPERS 3 32 CAREER WAYPOINTS-Reenlistment Checklist for Success  Understand current CAREER WAYPOINTS-Reenlistment policy/algorithm and download C-WAY User Guide 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
  • 33. NAVY BUPERS 3 33  Rating Entry Methods & Requirements  Navy-Wide Advancement Exam (NWAE)  Meet Time In Rate (TIR) requirements.  Approved via the Career Waypoint-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 Waypoints-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
  • 34. NAVY BUPERS 3 34 CAREER WAYPOINTS – PACT Designation 1 1. Go to the NPC homepage at and click Career Waypoints. 2. Scroll down page to ―Reference Material‖ and download current ―PACT Quota Table‖. 33 2 Important: Quotas differ based on individual Sailor’s Year Group.
  • 35. NAVY BUPERS 3 35 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
  • 36. NAVY BUPERS 3 36 Sailor Career Toolbox
  • 37. NAVY BUPERS 3 37 This user aid describes each career tool, then tells you where to find it, what to do when you get there, and how to get help when you need it. Go to Under Career Links, click Career Toolbox. Go to Under Career Management heading, click Navy Career Tools. Sailor Career Toolbox
  • 38. NAVY BUPERS 3 38 New User Aid Support Record Review 1 2  Go to  Click Career Toolbox on NPC homepage.  Scroll down to view Personnel Records Review.  Conduct a complete inventory of your OMPF and ESR.
  • 39. NAVY BUPERS 3 39 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?
  • 40. NAVY BUPERS 3 40 Back Up Slides
  • 41. NAVY BUPERS 3 41 Career Toolbox 41
  • 42. NAVY BUPERS 3 42 Sailor Career Toolbox Personnel Documents and Data – Official Military Personnel File (OMPF) – Electronic Service Record (ESR) – Electronic Training Jacket (ETJ) – U.S. Navy Awards – Performance Summary Record (PSR) – Physical Readiness Information Management System (PRIMS) – Joint Services Transcript (JST) formerly SMART) Professional and Personal Growth – Navy eLearning (NeL) – Navy Credentialing Opportunities On-Line (Navy COOL) – United Services Military Apprenticeship Program (USMAP) – Sailor/Marine Online Academic Advisor (SMOLAA) Career Development and Management – Career Waypoints (C-WAY) – Career Management System - Interactive Detailing (CMS-ID)  13 online systems support and document your Navy Career.  You must be familiar with each system.  If you do not use your career tools, you will miss the many opportunities and advantages provided for you.
  • 43. NAVY BUPERS 3 43 Personnel and Career information • Service record information is maintained primarily in two systems: – Official Military Personnel File (OMPF) contains official documents – Electronic Service Record (ESR) contains personnel data • Review OMPF and ESR at least every six months and at career milestones such as reenlistment, advancement and transfer. • Act quickly to update missing or inaccurate information! – Actions taken to update OMPF and ESR will not automatically update other personnel systems. Each system must be updated individually. – Sources of support are your Personnel Office, CPC or servicing PSD. – The Navy Personnel Command (NPC) ―Records Management‖ pages provide helpful information ( Additional Personnel systems not discussed today, include: Electronic Training Jacket (ETJ), U.S. Navy Awards, Performance Summary Record (PSR), and Physical Readiness Information Management System (PRIMS)
  • 44. NAVY BUPERS 3 44 Frequency of Enlisted Record Update • Some OMPF documents are generated from data stored in the ESR and should be submitted to OMPF by your Personnel Office or servicing PSD at the time they are generated. Examples include Page 2 and Permanent Page 13. – EXCEPTION TO THE RULE: Awards, Training and Qualifications, and History of Assignments data is printed from your ESR and submitted to OMPF only when you reenlist or when you separate from service. – For Sailors going before a Selection Board: If there are significant transactions in ESR that are not in OMPF, submit printed copies of ESR pages (NAVPERS forms) with your letter or application. ESR data printed and submitted to OMPF 1. Dependency Data (submitted to OMPF as form NAVPERS 1070/602) 2. History of Assignments (submitted to OMPF as form NAVPERS 1070/605) 3. Member Data Summary (submitted to OMPF as form NAVPERS 1070/886) 4. Training Summary (submitted to OMPF as form NAVPERS 1070/881) 5. Honors and Awards (submitted to OMPF as form NAVPERS 1070/880)
  • 45. NAVY BUPERS 3 45 Navigate and View OMPF Documents Click on a highlighted row to download individual documents. Click several boxes and select the green arrow to view multiple documents. Click headings to sort by Form Name, Subject, Document Date, etc. 1 3 2 _TIP_________ Sorting documents by Field Code and Date enables a thorough review and quickly reveals missing documents.
  • 46. NAVY BUPERS 3 46 OMPF ―Field Code‖ • OMPF documents are assigned a Field Code based on the type of information in the document. • Documents in Field Codes 30 through 38 are provided to enlisted Selection Boards for review. • Sorting documents by Field Code provides a more thorough review. For more information, go to the NPC website at • Hover over ―Career Info‖ • Click Records Management > Military Personnel Records Field Codes viewed by enlisted Selection Board 30 Procurement, Enlistment/Reenlistment 31 Classification and Assignment 32 Administrative Remarks 33 Separation and Retirement 34 Professional Service History 35 Enlisted Performance Data 36 Training and Education 37 Decorations, Medals and Awards 38 Adverse Information
  • 47. NAVY BUPERS 3 47 Detailed steps = Comprehensive Review This user aid enables you to perform a step-by-step comparison of your OMPF and ESR to ensure both records are accurate and complete.
  • 48. NAVY BUPERS 3 48 Plain Talk Series 48