Enlisted community manager by capt roux

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  • 1. BUPERS 3 BUPERS 32 Overview Navy Counselors Association Symposium Sept 24, 2012 CAPT Hank Roux Head, Enlisted Community Manager
  • 2. Line Up BUPERS 3Military Community ManagementEnlisted AdvancementsFleet RIDE – Perform to Serve (PTS)Rating Entry for General Apprentices (REGA) - Professional Apprentice Career Tract (PACT) 2
  • 3. Community Management (CM) BUPERS 3 Community Placement Distribution Management Providing Unit level manning Individual sustainable and requirements assignments toFocus inventories with meet billet/skill requisite skills needs (Fit/Fill) Officer & Enlisted Unit manning Requisitions Programmed documentsDemand 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 3
  • 4. Military Community ManagementBUPERS 3 Concept of Operations * BUPERS-3 supports policy and plan development 4
  • 5. BUPERS 3 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 5
  • 6. Other Key Functions BUPERS 3• 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 6
  • 7. Navy Retention Monitoring System (NRMS)BUPERS 3 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 3 Enlisted Advancements
  • 9. BUPERS 3 E4/5/6 Aggregate Opportunity 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 9
  • 10. Historical E7/8/9 Aggregate Opportunity BUPERS 330.0% Current Cycle E9 E8 E725.0%20.0%15.0%10.0% Solid lines = 10 yr avg E7 22.10% 5.0% E8 10.97% E9 12.91% 0.0% FY94 FY95 FY96 FY97 FY98 FY99 FY00 FY01 FY02 FY03 FY04 FY05 FY06 FY07 FY08 FY09 FY10 FY11 FY13 Fy12• 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 10
  • 11. BUPERS 3 Force Management Tools • 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. 11
  • 12. Perform-To-Serve Intent BUPERS 3180.00%160.00%140.00%120.00% Shape Balances enlisted manning in100.00% each skill set (original intent) CTI AW AWO FNGEN HMEEG HMOPT HMSUB CTR CM STG SW MR HMBIOMED HMPHARM YN(SS) HMSURG EOD LN IT AME ABE CTT AC FCAEGIS HMPMT MT HMGU AM HMDA UC SH AF IS CTI SN HMRECONIDC 80.00% 60.00% 40.00% 20.00% Rating 285000 EPA v. Inventory 0.00% 280000 Manages number of re- 275000 enlistments to stay 270000 within fiscal controls (force management role) 265000 260000 2008 2009 2010 2011 Inventory EPA 12
  • 13. BUPERS 3 FleetRIDE/Perform-To-Serve• 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 3• 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) 14
  • 15. FR DCO-Bridge BUPERS 3PTS 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 reportFleet 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 withthe most accurate information! Overall, the Fleet knows they now have a voice in theprocess that affects Sailors aboard their commands. 15
  • 16. BUPERS 3 FR DCO-BridgeFR 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: 16
  • 17. BUPERS 3 PTS Monthly Process• 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• 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) • Proximity to SEAOS/decision pointNotes: • Data used to break algorithm ties: NJP, Warfare Qualifications 17
  • 18. PTS ResultsBUPERS 3 A/C Sailors Oct 2010 - Jul 2012 Approved for In-Rate Final: Voluntary vs PTS Losses 156 Involuntary Separations Conversions Separated with Approved AC Quota
  • 19. BUPERS 3 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 19
  • 20. BUPERS 3 Professional Apprentice Career Track (PACT) & Rating Engine General Apprentice (REGA) Plan 20
  • 21. BUPERS 3 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 3 Cumulative & Projected REGA Approvals through end of CY12Approvals TotalsMarch NWAE 1190SEP NWAE 1600 (projected)RED approvals 1152 (projected) Total 3942**Note: “A” School: 269 Sailors have been approved to attend “A” schools. School seat availability, PRDs and follow onorders may prevent us from gaining these Sailors into the rated inventory by year’s end. These Sailors are not includedin the table above.• March NWAE: 1190 Sailors were designated. There were 1477 approved applications to participatein 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 duringAugust. 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. 22
  • 23. BUPERS 3 JUL ‘12 REGA Stats• 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 Apprenticeshipchange (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 23
  • 24. Highest Demand for PACT Sailors BUPERS 3Highest Demand Ratings are Listed on the NPC Website Monthly REGA Plans A-PACT S-PACT E-PACTRating Zone A # Requests/# Quotas Rating Zone A # Requests/# Quotas Rating Zone A # Requests/# Quotas Manning % (#Approved) JUL Manning % (#Approved) JUL Manning % (#Approved) JULABE 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. 24
  • 25. BUPERS 3 Questions?
  • 26. BUPERS 3 Enlisted Retention Board
  • 27. BUPERS 3 Enlisted Retention Board EPA v. Inventory • High retention rates, low attrition rates for4500 several reasons (economy, benefits, etc.).4000 • Changes in the force have required a3500 realignment of work & people.3000 • Results in unexpected over- and2500 under-manned ratings.2000 • Other force management tools, both1500 voluntary (e.g., Enlisted Early Transition1000 Program) and involuntary (e.g., Perform to Serve), were not achieving required end 500 strength. 0 • Didn’t want to add more pressure to 2009 2010 2011 2012 2013 2014 2015 Perform to Serve since it is limited to a Inventory EPA small portion of force each year. 31 ratings with imbalances between 7 and 15 years of service boarded 27
  • 28. Enlisted Retention Board Results BUPERS 3• 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 SEP2012, unless operational waiver approved for later separation date (up to90 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 28