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FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
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FTSW success workshop_28 jan 09
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FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
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FTSW success workshop_28 jan 09
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FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
FTSW success workshop_28 jan 09
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FTSW success workshop_28 jan 09

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Sailors can start right and have a strong foundation when they have a clear picture on what to expect in advancement & other career related issue via FTSW. Mentors must also be aware and updated on …

Sailors can start right and have a strong foundation when they have a clear picture on what to expect in advancement & other career related issue via FTSW. Mentors must also be aware and updated on this topic on a regular basis to be effective counselors.

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  • 1. NC1(AW/SW) Montgomery CCC
  • 2. OBJECTIVES PROVIDE FIRST TERM MEMBERS WITH NECESSARY INFORMATION TO MAKE DECISIONS CONCERNING THEIR NAVAL CAREER.
  • 3. NAVY CORE VALUES • Honor - honesty, integrity in one’s beliefs and actions • Courage - the quality of mind or spirit that enables a person to face difficulty, danger, pain etc., with firmness and without fear • Commitment - a pledge or promise; obligation
  • 4. BLACK KNIGHT CORE VALUES • Loyalty - faithfulness to commitments or obligations. • Integrity - adherence to moral and ethical principles; soundness of moral character; honesty • Accountability – subject to the obligation to report, explain, or justify something; responsible; answerable.
  • 5. CAREER KEYWORDS... • Goals - the result or achievement toward which effort is directed. • Success - a successful performance or achievement. • Achievement - something accomplished, as by superior ability, special effort, or great valor.
  • 6. CAREER KEYWORDS CONT… • Dedication - to devote wholly and earnestly • Potential - capable of being or becoming • Responsibility - reliability or dependability
  • 7. Career Planning • GOAL SETTING/ACHIEVEMENT • CAREER PLANNING
  • 8. TOPICS ENLISTED SERVICE PAY AND RECORD ALLOWANCES EDUCATIONAL REENLISTMENTS AND OPPORTUNITIES EXTENSIONS CAREER INCENTIVES OFFICER PROGRAMS ENLISTED PRESEPARATION ASSIGNMENT SYSTEM COUNSELING ENLISTED ADVANCEMENT SYSTEM
  • 9. Enlisted Service Records
  • 10. Enlisted Service Records • Who is responsible for maintaining the information in your service record?
  • 11. Enlisted Service Records • You!!!! It is your responsibility to ensure that your service record is kept up to date. • The new SMART card system makes this even easier we can now access our ESRs via computer at https://nsips.nmci.navy.mil.
  • 12. Enlisted Service Records • The Military Personnel Records Administration Office or the servicing Personnel Support Activity Det. that supports the member’s current duty station manages the ESR. • The CO and the member are jointly responsible for ensuring that the service record is complete and current. • ESR is government property,not the member’s.
  • 13. Enlisted Service Records • PG 2- has all of your personal data on it. This includes dependants, PNOK, and information for payment of unpaid pay & allowances • Pg 4- This lists all of our qualifications, education and advancement data • Pg 13- These are administrative remarks, they can be good, bad or informative. Your signature is an official statement that you understand the contents.
  • 14. Enlisted Service Records Types • MICROFICHE (NOW CD) • FIELD COPY • ESR (electronic)
  • 15. Enlisted Service Records CD- ordered via BOL FIELD COPY- kept in the local Personnel office. Goes away SEP10 IAW NAVADMIN 040/10 ESR/SSESR (Electronic/Self-Service Electronic Service Record)- found at https://nsips.nmci.navy.mil. Takes the place of the Field Copy. RETURN TO TOPICS
  • 16. Educational Opportunities
  • 17. Navy Formal Schools • Service Schools • “A” Schools/”C” Schools • NEC training Undesignated SN/AN/FN can request “A” school training upon completion of MAT (minimum activity tour) 24 MOS
  • 18. VOLED • Voluntary off-duty education consists of testing, Tuition Assistance, NC-PACE, Distance Learning and Academic Skills and College Preparatory Services • Reference is OPNAVINST 1560.9 (series)
  • 19. SOCNAV 2 & 4 Degree Programs • Navy Campus affiliated colleges and universities have agreed to: – Allow up to 75% of degree requirements to be met in form of non-traditional education. – Accept transfer of credits. – Waive residency requirements. – Allow students 10 years to complete program. • Visit https://www.navycollege.navy.mil for more information.
  • 20. Sailor/Marine Online Academic Advisor (SMOLAA) • The Navy College Program has added a “Virtual Counseling” tool to the Sailor/Marine American Council on Education Registry Transcript (SMART). Still under development, the Sailor/Marine Online Academic Advisor (SMOLAA), displays rating related degrees offered through Navy College Program Distance Learning Partnership institutions. This degree-shopping feature allows Sailors and Marines to watch their SMART credits transfer into a degree program offered by 18 accredited colleges that have partnered with the Navy through distance learning. • Log in via https://www.navycollege.navy.mil
  • 21. SMART Transcript • SMART is now available to document American Council on Education (ACE) recommended college credit for military training and occupational experience. SMART is an academically accepted record that is validated by ACE. The primary purpose of SMART is to assist service members in obtaining college credit for their military experience. • Visit https://www.navycollege.navy.mil to download your unofficial, or order your official, SMART Transcript.
  • 22. Program for Afloat College Education (PACE) Provide undergraduate college opportunities for seagoing naval personnel leading to academic degrees and vocational-technical certificates. Generally 9 week terms for in-seat. The class is free, but you must pay for any books and fees.
  • 23. Examination Programs • General Education Development (GED) • College Level Examination Program (CLEP) • DANTES Subject Standardized Tests • SAT / ACT
  • 24. CLEP (College Level Examination Program) • General examinations covers five basic general education categories • New rules require members to take a Clep Test, if available for that class, prior to using Tuition Assistance. • Contact the Navy College Office for more information.
  • 25. Tuition Assistance Program • Financial assistance to attend educational institutions on an off-duty basis • Pays 100% of tuition at accredited colleges for up to 16 semester hours or 24 quarter hours per year • Students are responsible for cost of text books • Payment for tuition and fees won’t exceed following caps: • $250.00 per semester hour $166.67 per quarter hour • Waivers are available on a case-by-case basis.
  • 26. United Services Military Apprenticeship Program USMAP • Allows for registered certification of service member’s military training and work experience to achieve recognition equal to his/her civilian counterpart. An individual enrolled in the USMAP documents work experience accomplished while performing regular military duties.
  • 27. United Services Military Apprenticeship Program USMAP CONT’ • The USMAP work is performed in unison with an individual’s military job and is NOT a program to be worked after hours • Currently there are: 94 Navy and 29 Marine apprenticeable trades which have been approved by the Department of Labor • See https://www.usmap.cnet.navy.mil for more information
  • 28. Navy Credentialing Opportunities Online (COOL) • explains how Navy service members can meet civilian certification and license requirements related to their ratings, jobs, designators, and occupations. • Use it to: Get background information about civilian licensure and certification. – Identify licenses and certifications relevant to Navy ratings, jobs, designators, and occupations. – Learn how to fill gaps between Navy training and experience and civilian credentialing requirements. – Learn about resources available to Navy service members that can help them gain civilian job credentials. • To learn more visit: https://www.cool.navy.mil/
  • 29. Education…. What does it mean for you? • The Navy offers many different ways to receive a college education. It’s up to you to take advantage of these opportunities. • Education is a well established KEY to success in your military career as well as your future civilian life. ALWAYS CONTINUE TO BETTER YOURSELF!!! RETURN TO TOPICS
  • 30. Career Incentives
  • 31. What are some of the Incentive Programs the Navy offers? • Selective Training and Reenlistment Program (STAR) • Assignment to School as a Reenlistment Incentive • Lateral Conversion
  • 32. Selective Training and Reenlistment Program “STAR” Incentives: • Guaranteed “A” / “C” school or package. • Guaranteed advancement to PO2 upon completion of “C” school (if on current Career Schools Listing (CSL)). • SRB, if eligible.
  • 33. Selective Training and Reenlistment Program “STAR” Eligibility: • Be recommended by CO • Must move to rating that is manned at the same level or less. • Have at least 21 months but not more than 6 years of continuous active Naval service and not more than 8 years of active military service. • Must obliserv for a minimum of 4 years. (Some ratings require 5 and 6 year obligations).
  • 34. Selective Training and Reenlistment Program “STAR” Eligibility: • Meet minimum test scores required for appropriate “A” school. • No court-martials or NJP in previous 18 months. • CO’s and OIC’s may approve STAR packages if member has an evaluation grade average of 3.0 for the previous 2 years.
  • 35. Lateral Conversion Program Incentive: • Gives member the opportunity to serve in ratings for which they have the greatest interest and aptitude.
  • 36. Lateral Conversion Program Eligibility: • Enlisted and on Active duty • E6 and below • Have less than 12 years active service • Request a rating in CREO category 1 or 2. • Must not be serving in a rating which is in CREO Category 1 or possess a Shortage Skill/NEC. • Be eligible in all respects for transfer if conversion requires PCS move. • Satisfy eligibility for rate or rating requested. • Recommended by CO. • Cannot be serving on enlistment for which individual is receiving an SRB unless within 3 months of EAOS.
  • 37. Lateral Conversion Program Change of rate is accomplished by CO at member’s request via: • Formal School Training • Direct Conversion • Successful completion of Navy-wide Exam • “In Service Training” (OJT) • Forced Conversions
  • 38. Navy Knowledge Online
  • 39. SAILORS ON-LINE WITH NKO • NKO User Metrics - Over 417,000 Users - 10,000 – 20,000 Users / Day Accessing NKO • Adding New Users Daily - 6,000+ Users / Day Accessing ILE • LaDR- Learning and Development Roadmap • Delivery of Content • Electronic Training Jackets and SMART Transcripts • Navy Advancement Center • Navy E learning for Correspondence Courses Navy’s Knowledge Portal and Sailors’ Information Gateway to ILE
  • 40. Learning and Development RETURN TO TOPICS Roadmap The LaDR provides continuity and direction for Sailors in their career development from Delayed Entry Program through Master Chief Petty Officer. A LaDR guides Sailors in identifying current, and projecting future, enlisted training and education opportunities including rate training, Professional Military Education (PME), advanced education initiatives, professional certifications, etc. Includes: -Req’d & Recommended Skill Training - NEC Opportunities -Recommended Billet Assignments -Career Development Trackers -Credentialing & Certification Opportunities -Required & Recommended PME … everything you need to shape your Naval Career
  • 41. Enlisted Assignment System
  • 42. Personnel Requisition System (REQ) • Measures personnel activity for a period of nine months in the future • Informs the detailer which billets to fill first based on priority
  • 43. Enlisted Assignment Terminology Type Duty Classification Codes • Type 1 In CONUS Shore Duty • Type 2 Sea Duty • Type 3 Land Based Overseas Sea Duty • Type 4 Overseas Sea Duty • Type 6 Land Based Overseas Shore Duty
  • 44. Terminology Projected Rotation Date (PRD) • Established when orders are written • Based on Sea/Shore rotation for rating/paygrade • Time on Station- Period of time served in the same geographical location • Applies to consecutive CONUS tours • OBLISERV- Time obligated to remain on active duty upon arriving at a new duty station with some exceptions for reassignment • OBLISERV is required before reassignment to ensure member completes the prescribed tour length
  • 45. Terminology (Continued) Prescribed Sea Tour (PST) • Sea tours are prescribed for all enlisted rates. Normally not to exceed 5 years. • Sea Duty Commencement Date (SDCD) • Sea duty commences when an individual reports to a permanent duty station classified as sea duty or departs CONUS whichever occurs first. • Shore Duty Commencement Date (SHDCD) • Same as above, but for shore duty.
  • 46. Terminology (Continued) Sea-Shore Flow • Implemented August 23, 2008 in NAVADMIN 08/234 • Changed tours so that the length is determined by sea tours completed rather than rank. OLD LENS: Tour lengths NEW LENS: Tour lengths determined by sea/shore billet determined by sea/shore flow ratios published for each model published for each paygrade (600+) by NAVADMIN rating (<100) by NAVADMIN SSR SSF MMCM 48 36 Sea Tour 1 54 36 MMCS 36 36 Sea Tour 2 36 36 MMC 36 36 Sea Tour 3 36 36 MM1 42 36 Sea Tour 4 36 36 MM2 51 36 MM3 60 24 MMFN 60 24
  • 47. Documents Supporting Detailing Enlisted Distribution and Verification Report (EDVR) • A monthly statement of the command’s enlisted personnel account which reflects all individual assignments Enlisted Duty Preference Sheet (NAVPERS 1306/63) • A means by which a member’s desired duty types and locations are expressed to his/her detailer. • Can be filled out on the Bupers Access Web Site or on JCMS when member reaches 9 month window. Enlisted Personnel Action Request (NAVPERS 1306/7) • Provides a standard, Navy-wide format for the submission of requests to higher authority.
  • 48. CMS/ID CAREER MANAGEMENT SYSTEM • Allows the member to see the current requisitions and then apply for a billet • CMS/ID is how we find out what orders are out there for members coming into their 9 month PRD window. • Members are now required to select orders within 6-9 months of their PRD or they will assigned orders as the detailers see fit. (Called “Needs-of-the-Navy) • Prior to applying for orders, you will be required to receive PTS approval. • Always log into CMS/ID via the NKO web site. RETURN TO TOPICS
  • 49. Navy Enlisted Advancement System (NEAS)
  • 50. Presentation Topics • Purpose of advancement exams • Exams development and administration • Final Multiple Score Factors • Profile sheet - What does it mean? • What you should do to prepare for advancement • Recent and future changes
  • 51. Questions • What five factors make up the Final Multiple Score (FMS) for E-4 to E-6 candidates? • Is the FMS different for E-7 candidates? • What percentage of E-7 candidates are selected to be board eligible? • What factor has the largest percentage of the FMS for E-4 to E-6 candidates? • What number of occupational & PMK questions are on each exam?
  • 52. Purpose of Advancement Examinations The advancement-in-rate examination is a tool used, as part of the Final Multiple Score, to help rank order qualified candidates on the basis of rating and professional military knowledge at the next higher rate.
  • 53. Qualifying to Take the Exam CO recommendation Meet minimum time in rate (TIR) requirement Proper Path of Advancement Requirements must be met for STRIKERS/GENDETS - Meet minimum requirements for rating (i.e. citizenship, security clearance, and training) - Counseled by their Career Development Team (CDT) after the CREO/REGA message is released (about 60 days prior to exam) - Must receive approval by the ECM, if required by the CREO/REGA message, prior to the date of examination.
  • 54. “What do you mean, there is a discrepancy?” https://www.advancement.cnet.navy.mil/nac/exams/discrepancy.asp • Discrepancies: •Examples: • Errors can lead to: – Missing or incorrect PMA – Delayed results or advancemen – An error on a – Overwriting bar-coded information – Improper processing worksheet with incorrect answer sheet bubbling – LOSING OUT ON – Improper path of advancement ADVANCEMENT – An error on an answer sheet – Not meeting special rating requirements Or – Incorrect SSN – Name on Answer Sheet not matching – information that EMF does not match the Enlisted Master File – Insufficient Time-in-Rate – Recording exam rate incorrectly (MM vice MMN entered on answer sheet)
  • 55. Exam Development Facts • Written by CPOs (E-7 to E-9) – NETPDTC hosts an Advancement Exam Development Conference for each rating on a 2-year cycle. At least 6 Fleet SMEs from the respective rating are invited to attend. – Recent fleet experience – From ratings (BM, SH, etc.) or – From rating communities (EMN, AWA, etc.) • Advancement exams are designed to test rating and professional military experience and knowledge
  • 56. Exam Development Facts • Exams consist of 200 questions Occupational + Professional Military Knowledge (PMK) E7 100 100 E6 115 85 E5 135 65 E4 150 50
  • 57. More Exam Development Facts • Advancement exams test on occupational (rate) and professional military knowledge (PMK) information – Exams test the most important topics for the rate – Every question must be supported by a reference – Occupational Standards, Naval Standards, or Competencies pertaining to the rating are used to validate questions
  • 58. Advancement Exam Development Conference EVERY ONE TO TWO YEARS 1. Review Scope of the Rating 2. Verify Master Reference List 3. Update, edit, and improve exam banks and graphics 4. Build 14 examinations (2 years) 5. Post new Advancement Exam Strategy Guide (AESG)
  • 59. Exam Scoring • Approaches to exam scoring: – Criterion-referenced (schoolhouses) – Norm-referenced (Navy advancement exams)
  • 60. Standard Score Example Raw Score 0 100 200 100 • Raw score: 0 to 200 90 80 70 • Raw scores are converted to 60 standard scores 50 40 30 20 • Standard score: 20 to 80 10 0 • Average of all raw scores is Standard Score assigned standard score 50
  • 61. Myth • MYTH: Scoring the maximum 80 points on the exams means you “aced” the exam. • FACT: It simply means you performed better than all or almost all of the other candidates taking the same exam. • FACT: 80 “represents” the highest standard score attained for a group of candidates taking the same examination (the best raw score may have been a 175).
  • 62. Final Multiple Score (FMS) The Final Multiple Score (FMS) method looks at the “whole person” • E-4/5/6 – Performance – Experience ( service in paygrade, awards, and PNA points) – Exam Score (standard score) • E-7 – Performance – Exam Score (standard score)
  • 63. FMS Chart EXAM MAX PTS AND % FACTOR COMPUTATION PAYGRADE E-4/5 E-6 Performance E-4/5 PMA X 80 – 230 90 116 Mark Average (42%) (47.5%) (PMA) E-6 PMA X 80 – 204 Standard Score 80 80 ALL SS (SS) (37%) (33%) PNA Pts Pass Not 15 15 Advanced E-4/5/6 From Last 5 (7%) (6%) (PNA) Exam Cycles Service In E-4/5 SIPG + 7.5 15 17 Paygrade (7%) (7%) (SIPG) E-6 SIPG + 9.5 Values in Awards 10 12 E4/5/6 Advancement (AWD) (5%) (5%) Manual Education Associates=2 4 4 Points E-4/5/6 Bachelors=4 (2%) (1.5%) Max FMS 214 244 Possible ALL (100%) (100%) Note: Does not reflect E-7 FMS change
  • 64. PMA Formula 16 pt difference between EP & MP or MP & P • E-4/5 = (PMA x 80) - 230 • E-6 = (PMA x 80) – 204
  • 65. E-7 50/50 FMS PMA PTS 4.00 (EP) 80.0 3.80 (MP) 70.0 3.60 (P) 60.0 3.40 (PR) 50.0 2.00 (SP) 0.0
  • 66. E-7 50/50 FMS Computations NEW MAX PTS FACTOR COMPUTATION AND % Performance 80 Mark Average PMA x 50 - 120 (50%) (PMA) Standard Score 80 SS (50%) (SS) Max FMS 160 Possible (100%)
  • 67. Performance Mark Average (PMA) Representation of a Typical E-6 Candidate PMA Frequency Distribution • Promotion recommendation point values 6000 Early Promote = 4.00 5500 Must Promote = 3.80 5000 CANDIDATES = 8173 4500 PMA 3.80 ACCOUNTS FOR Promotable = 3.60 25.3% OF THE TOTAL 4000 CANDIDATES Progressing = 3.40 CANDIDATES 3500 3000 Significant Problems = 2.00 2500 2000 • Time-in-rate requirements 1500 1000 E-3 to E-4 6 mos in E-3 500 E-4 to E-5 12 mos in E-4 0 E-5 to E-6 36 mos in E-5 < 2.75 2.80 2.85 2.90 2.95 3.00 3.05 3.10 3.15 3.20 3.25 3.30 3.35 3.40 3.45 3.50 3.55 3.60 3.65 3.70 3.75 3.80 3.85 3.90 3.95 4.00 E-6 to E-7 36 mos in E-6 PMA based on: 3 yrs of averaged evals for E-6 1 yr of averaged evals for E-4/5
  • 68. How is PMA calculated? Example for PO2 participating in PO1 exam: Evaluation ending Block 45 mark 02 March 15 EP = 4.00 01 March 15 MP = 3.80 00 March 15 MP = 3.80 Add 4.00 + 3.80 + 3.80 = 11.6, divide by 3 = 3.866 Round up to 3.87 Final PMA is 3.87
  • 69. Performance Mark Average Contribution to Final Multiple Score Performance FMS Points Mark Average E4/5 E6 E7 4.00 90.0 116.0 80.0 3.80 74.0 100.0 70.0 3.60 58.0 84.0 60.0 3.40 42.0 68.0 50.0 *These values are based on individual’s average over the cumulative reporting periods.
  • 70. Passed Not Advanced (PNA) Points • Sustained Superior Performance Representation of a Typical E-6 Candidate • Awarded to those who pass the exam but are not PNA Frequency Distribution advanced due to quota limitations • Points awarded each exam cycle based on combination of Performance Mark Average (PMA) and Exam Standard Score (SS) 12,000 • Up to 3.0 PNA points awarded per exam cycle up 10,000 to 5 cycles (1.5 points max each for PMA and SS) 8,000 • PMA (max 1.5 points per cycle) awarded based CANDIDATES on ranking relative to peers: 6,000 Top 25% = 1.5 PNA Points Next 25% = 1.0 PNA Points 4,000 Next 25% = 0.5 PNA Points 2,000 Bottom 25% = 0 PNA Points 0 • SS (max 1.5 points per cycle) awarded based on 0.0 0.5 1.0 1.5 2.0 2.5 3.0 3.5 4.0 4.5 5.0 5.5 6.0 6.5 7.0 7.5 8.0 8.5 9.0 9.5 10.0 10.5 11.0 11.5 12.0 12.5 13.0 13.5 14.0 14.5 15.0 exam score: 57.01- 80.00 = 1.5 PNA points 50.01- 57.00 = 1.0 PNA points Rarely maxed to 15 Pts 42.01- 50.00 = 0.5 PNA points < 42.01 = 0 PNA points • Maximum total weight 7% (E-4/E-5); 6% (E-6)
  • 71. Awards (AWD) Points Representation of a Typical E-6 Candidate AWD Frequency Distribution AWARD PTS/AWDS Rarely maxed to 10 Pts for E-4/5 Medal of Honor 10 Navy Cross 5 Distinguished Service Medal or Cross 4 6,000 Silver Star Medal 4 Legion of Merit 4 Distinguished Flying Cross 4 5,000 Navy and Marine Corps Medal 3 Soldier’s Medal 3 4,000 Bronze Star Medal 3 Purple Heart 3 CANDIDATES Defense Meritorious Service Medal 3 3,000 Meritorious Service Medal 3 Gold Life Saving Medal 2 Joint Service Commendation Medal 3 2,000 Navy and Marine Corps Commendation Medal 3 Executive Letter of Commendation 2 (max 1) 1,000 Joint Service Achievement Medal 2 Navy and Marine Corps Achievement Medal 2 Combat Action Ribbon 2 0 Good Conduct Medal (Navy or Marine Corps) 2 (max 5) 0 1 2 3 4 5 6 7 8 9 10 11 12 Naval Reserve Meritorious Service Medal 2 (max 5) Individual Augmentee (IA) Tour 2 Aviation Aircrew Insignia 2 • Experience / Performance Navy Fleet Marine Force Ribbon 2 Air Medal (Strike/Flight) 3 • Not proposed for reduction / elimination T-AFS Tour 1 Recruiter Duty 1 • Points awarded as per chart below Letter of Commendation (Flag/Senior Executive Service) 1 (max 2) • Maximum point awarded 10 (E4/E5) 12 (E6) Awards that were changed • Maximum total weight 5% (E4/E5/E6) Awards that were deleted
  • 72. Service in Paygrade (SIPG) Representation of a Typical E-6 Candidate SIPG Frequency Distribution 8,000 • Rating Experience 7,000 • Up to 7.5 years awarded (E4/E5/E6) 6,000 • Maximum total weight 7% (E4/E5/E6) CANDIDATES 5,000 4,000 3,000 2,000 1,000 0 0006 0009 0100 0103 0106 0109 0200 0203 0206 0209 0300 0303 0306 0309 0400 0403 0406 0409 0500 0503 0506 0509 0600 0603 0606 0609 0700 0703 SIPG (YYMM) 0706 Rarely maxed to 7.5 yrs at E-4/5 NOTE: At E-6, candidates can get a 1 year EP waiver.
  • 73. Maximum Factor Counts and Highest FMS Number of Candidates with Maximum Factor (Averaged for 3.5 YRS) PMAFAC SIPGFAC AWDFAC TOTAL SS E-4/5 MAX=84 E-4/5 MAX=30 E-4/5 MAX=10 PNAFAC PG CAND MAX=80 E-6 MAX=110 E-6 MAX=34 E-6 MAX=12 MAX=30 E-4 30,163 51 5,235 0 7 0 E-5 46,689 80 8,265 51 189 1 E-6 31,295 92 3,015 2,383 4,432 1 Highest FMS Across All Ratings Over a 3.5 YR Period PG FMSMAX FMS SCORE E-4 234.00 203.52 E-5 234.00 223.00 E-6 266.00 256.00 NOTE: Inval and Change of Rate Candidates are not included in Total Candidate count.
  • 74. Now, let’s talk about the Profile Information Sheet…
  • 75. Final Multiple Score Breakdown PNA Point Breakdown Exam Score by Section Breakdown
  • 76. Initial Profile Sheet
  • 77. Post Board Profile Sheet
  • 78. …another Q & A • QUESTION: I missed making rate by less than 1 point. What should I do? • ANSWER: Contact PSD/ESO to make sure all possible FMS points were submitted
  • 79. “How can YOU help YOUR Sailors to be prepared for Advancement?” • Make sure they meet all eligibility requirements • Make sure they understand sustained superior performance is the key • Provide useful guidance in their evaluations and mid-term counseling • Ensure they know about the tools to help them succeed (Bibliography, References, AESG, schools, OJT, etc.) • Use the Advancement Exam Strategy Guide (AESG) to help focus their study plan. • START EARLY--don’t wait until the last minute!
  • 80. Bibliography for Advancement Study (Bibs) • Bibs are available ONLY in electronic form – available at https://www.advancement.cnet.navy.mil • Bibs list the source references for each rating exam • Always study the most recent version of any reference! • The Advancement Exam Strategy Guide (AESG) for each rating links the references used in advancement exams to the Topic and Subtopics tested
  • 81. Bibliography Web Posting For Advancement Exams • ACTIVE DUTY BIBS EXAM CYCLE POST DATE JANUARY E-7 EXAM JULY MARCH E-4/5/6 EXAM OCTOBER SEPTEMBER E-4/5/6 EXAM APRIL • RESERVES BIBS EXAM CYCLE POST DATE FEBRUARY E-7 EXAM AUGUST FEBRUARY E-4/5/6 EXAM SEPTEMBER AUGUST E-4/5/6 EXAM MARCH
  • 82. Advancement Exam Strategy Guide
  • 83. Recent Changes to Enlisted Advancement • Effective June 2007 (NAVADMIN 141/07) - Two advancement points (the same as for receipt of Navy Achievement Medal) will be awarded to Sailors who successfully complete a tour greater than 90 consecutive days in a designated combat zone (Iraq, Afghanistan, Horn of Africa, Kuwait, GTMO, Joint Task Force 515 (USPACOM) or Joint Force Special Task Force- Philippines (USPACOM) • Effective May 2007 (NAVADMIN 336/07) – E-4 thru E-6 candidates serving as IAs in designated combat areas have an expanded window in which to take an advancement exam
  • 84. More Changes… • Effective Dec 2007 (NAVADMIN 336/07) – IAs serving in designated combat areas (Iraq, Afghanistan, and HOA), during specific dates, and are eligible E7 and LDO candidates per BUPERSINST 1430.16F are waived from the E7 advancement exam (see NAVADMIN for all requirements) • Effective Aug 2008 (NAVADMIN 301/07) – Points will be given to E-4 to E-6 candidates for receiving a degree from an accredited college and documented by Navy College (2 pts for Associates, 4 pts for Bachelors)
  • 85. Summary • Purpose of advancement exams • Exams development and administration • Final Multiple Score Factors • Profile sheet - What does it mean? • What you should do to prepare for advancement • Recent and future changes
  • 86. • For general NEAS information or to download information: – Home page: https://www.advancement.cnet.navy.mil – Specific questions: • Command Master Chief Exam Development: – EMCM(SS) Robert McCombs Kirk Schultz – DSN 922-1305 or 922-1572 DSN: 922-1001, ext 2141 – COMM: (850) 452-1305 or 922-1572 COMM: (850) 452-1001, ext 2141 Exam Administration: – Jim Hawthorne – DSN 922-1001, ext 1531 – COMM: (850) 452-1001, ext 1531 • Exam discrepancies: – DSN: 922-1252 – COMM: (850) 452-1252 RETURN TO TOPICS
  • 87. Pay and Allowances
  • 88. Introduction, Pay & Allowances • Types of Navy pay including basic , special, and incentive pays . • Types of Navy allowances, including BAH, BAS, OHA, FSA, Clothing and others • Travel allowances, including DLA, TLA, TLE and mileage/shipment allowances
  • 89. Types of Pay-Basic Pay • Basic pay is determined by paygrade and cumulative service for pay purposes. • Periodic increases (“longevity raises”) depending upon paygrade. • Basic pay is taxed. • Direct Deposit is mandatory. ATM’s at- sea now available.
  • 90. Sample of Basic Pay Chart Fiscal Year 2010 Pay- grade <2 2 3 4 6 8 10 12 14 16 18 E-9 - - - - - - 4,570.80 4,674.30 4,804.80 4,958.40 5,112.90 E-8 - - - - - 3,741.60 3,907.20 4,009.50 4,132.50 4,265.40 4,505.40 E-7 2,601.00 2,838.90 2,947.50 3,091.80 3,204.00 3,396.90 3,505.50 3,699.00 3,859.50 3,969.00 4,085.70 E-6 2,249.70 2,475.30 2,584.50 2,690.70 2,801.40 3,051.00 3,148.20 3,336.00 3,393.60 3,435.60 3,484.50 E-5 2,061.30 2,199.30 2,305.50 2,414.40 2,583.90 2,761.80 2,906.70 2,924.70 2,924.70 2,924.70 2,924.70 E-4 1,889.70 1,986.30 2,094.00 2,199.90 2,293.80 2,293.80 2,293.80 2,293.80 2,293.80 2,293.80 2,293.80 E-3 1,705.80 1,813.20 1,923.00 1,923.00 1,923.00 1,923.00 1,923.00 1,923.00 1,923.00 1,923.00 1,923.00 E-2 1,622.10 1,622.10 1,622.10 1,622.10 1,622.10 1,622.10 1,622.10 1,622.10 1,622.10 1,622.10 1,622.10 E-1 1,447.20 1,447.20 1,447.20 1,447.20 1,447.20 1,447.20 1,447.20 1,447.20 1,447.20 1,447.20 1,447.20
  • 91. Special Pay-Career Sea • Paid while permanently assigned for duty to a Cat A or B vessel, ship-based aviation unit, or mobile unit on a Cat A or B unit. • Cat A vessel-mission performed underway. Cat B vessel-mission performed in port. • $100/month “kicker” starts after 37th consecutive month of sea duty.
  • 92. Special Pay-Diving • Authorized to officer and enlisted who are qualified as Navy divers and required to maintain proficiency by frequent and regular dives. • Entitled to from $110 for diver 2nd class to maximum of $300 for master divers. • Paid for periods when diving duty is actually performed. • Huge bonuses are now being offered for Special Forces/Seal Team Members.
  • 93. Special Pay- Special Duty Assignment • Designated to assist in attaining and retaining adequate volunteer manning levels in critical special duty assignments requiring extremely demanding duties or unusual degree of responsibility. • Pay ranges from $110 - $450/month.
  • 94. Incentive Pay-Submarine • Incentive pay for the frequent and regular performance of operational submarine duty. • Submarine pay continues without interruption for qualified persons regardless of assignment(s). • Submarine pay ranges from $75/month for an E1 to $355 or more/month for an E9.
  • 95. Incentive Pay- Other Hazardous Duty • Paid for duty involving flight deck operations on the deck of an aircraft carrier or other air-capable ship, parachute jumping, toxic fuel handlers, personnel exposed to viruses or bacteria in laboratory situations. • Pay is $110/month (exception is HALO jumps which pay $165/month).
  • 96. Allowances- Basic Allowance for Subsistence An allowance paid when government rations (mess decks or galley) are not available or service member is authorized to mess separately.
  • 97. Allowances-Clothing • Enlisted members are issued a standard wardrobe when enter active duty, then a replacement allowance on anniversary date. • Replacement allowance is paid at “basic” rate for those with less than 3 years, and at the “standard” rate for those with more than 3 years. • Officers receive one-time payment after commissioning, and no annual payments.
  • 98. Allowances-Family Separation • Type I-Member assigned overseas (including Alaska) for whom quarters are not available and dependents do not reside near him or her. Equals BAQ without dependents. • Type II-Ship away from home port 30+ days, member TAD 30+ days, or geographical bachelor. Equals $250/month.
  • 99. Allowances- Cost-of-Living • Overseas COLA- To defray excess costs in high-costs areas, including Alaska & Hawaii. • CONUS COLA- For the 79 highest-cost MHAs. Payments are calculated using a multiplication factor dependent upon location expense times a base factor. Authorized in FY95 Defense bill.
  • 100. Allowances for TAD • “Lodging Plus Per Diem System”-Covers actual cost of lodging, meals, and incidental expenses. Varies by location and sometimes season of the year. See DFAS homepage. • Actual Expense Allowances- Possible to petition for actual expenses when per diem is insufficient (up to 150-300% of per diem), such as disaster areas.
  • 101. Accrued Leave • Earn 2.5 days of leave each month. • Members are entitled to payment for unused accrued leave. • Payment is for basic pay only---no other entitlements or allowances. • Member may only sell back 60 days of leave for their entire career. • Members can go in the hole as long as they have the time left on their EAOS to make up the days.
  • 102. Garnishment • Garnishment of military and retired pay is authorized to enforce alimony and child support, and payment of delinquent bills. • Not more than 50% of disposable pay if supporting a second family, 60% if not supporting a second family. Add an additional 5% if in arrears more than 12 wks
  • 103. Tax Benefits • Members receive a tax benefit because only “pay” is subject to taxation (i.e., basic pay, sea pay, etc). • Allowances are not subject to taxation (i.e., BAH, BAS, FSA,OHA, etc.) RETURN TO TOPICS
  • 104. Perform To Serve • Acts as a force shaping tool by leveling rating manning from overmanned to undermanned, and acts as a quality screening by controlling reenlistments • Nature of program – Centralized system with OPNAV-controlled quotas – Requires BUPERS authority for all Zone A-C personnel to reenlist – Sailors may convert to undermanned rating
  • 105. Application Timeline (EAOS) Normal Applications will be reviewed Application Sailors not assigned from 12 months prior to EAOS up until Period A Quota by 6mos 6 months prior (or until a quota is granted) (15-12 ) Prior to EAOS Whichever Occurs First Mos Prior to Will be Separated at EAOS EAOS 15 Months 12 Months 9 Months 6 Months EAOS From EAOS From EAOS From EAOS From EAOS Early Application Exceptions: All Applications Received Less than •All personnel who require OBLISERV for Orders may 6 months from EAOS submit applications >15 mos.(ex.. PRD Prior to EAOS) Will receive only (1) Look •All Personnel Eligible for STAR Reenlistments or Eligible to reenlist greater than 12 months from EAOS.
  • 106. PTS Changes • Must be submitted regardless of intentions • Pg 13 will be required for a sailor to reject their quota • Sailors who fail to negotiate for orders will find their quotas canceled 4 mos prior to their EAOS or PRD (whichever comes first). • For more info, read NAVADMIN 128/10
  • 107. Career Reenlistment Objectives (CREO) • Increase manning in undermanned rates • Control averages in overmanned rates • Minimize training/replacement cost • Category 1- manning less than 97% • Category 2 - Manning correct 97-103% • Category 3 - Manning more than 103%
  • 108. Terms of Reenlistment/Extension • Personnel that are in CREO 1 & 2 are authorized to reenlist for 2-6 years or extend for 1-23 months as long as member does not exceed High Year Tenure, meets professional growth criteria, and has received PTS approval.
  • 109. Professional Growth Criteria • MILPERSMAN 1160-030 (para 3.d) and OPNAVINST 1160.5C – Professional Growth Criteria for Reenlistment Eligibility: • Serving as a Petty Officer, or; • Serving in Pay grade E3 having PNA’d a Rating Exam, or; • Formerly a Petty Officer during current enlistment. • Members must be Promotable ( ie.. P, MP, EP) and recommended for advancement on the Last Two graded evaluations.
  • 110. High Year Tenure (HYT) • E-4........8 years • E-5........14 years (E-5 HYT limit is modified to 14 years for Sailors with less than 10 years of total active military service as of 1 July 2005, those Sailors whose ADSD is on or after 1 July 1995) • E-6........20 years • E-7........24 years • E-8........26 years • E-9........30 years
  • 111. Extensions • Conditional extension: 1- 23 months • Unconditional extension: were removed by NAVADMIN 242/09 • No extension may be cancelled after the operative date. • May not use more than 2 extensions or go past 24 months in extensions on any enlistment.
  • 112. Reenlistments • May reenlist up to one year early, providing that the reenlistment takes place in the same fiscal year as your EAOS. • Reenlistments are from 2-6 years, and a reenlistment prior to the operative date of an extension will cancel that extension • Requests should be made within 120-35 days if reenlisting for SRB. Under 35 days, you will not receive an SRB.
  • 113. Selective Reenlistment Bonus OPNAVINST 1160.8A NAVADMIN 251/07
  • 114. Eligibility Requirements 1. Have Completed 21 months of continuous active duty military service but no more than 14 years. 2. Be a Petty Officer or designated E3. 3. Be serving in a rating that has been designated by the current NAVADMIN as SRB eligible rate or NEC. 4. Reenlist for a minimum of 3 years and a maximum of 6 years.
  • 115. ZONES • “A” 21 Months to 6 Years (Active Duty) • “B” 6 Years to 10 Years (Active Duty) • “C” 10 Years to 14* Years (Active Duty) * Note: SRB is only payable up to 16 years
  • 116. How Will Payment Be Made • Payment is made via Direct Deposit 10 - 12 days after reenlistment • Initial installment is 50% of total amount Ex: Total SRB = $45,000.00 Initial Installment = $22,500.00 • Annual Installment: Paid every October 1st, is equal to 50% amount divided by total number of years remaining.
  • 117. SRB Computation “Official Formula”: Base Pay x SRB award Level x Total # of eligible months (divided by) 12 = Full amount. Alternate: SRB = Base Pay x Award level x # Years reenlisting….LESS any months remaining on current contract (pro-rated, month for month) Example: (assuming mbr is within 4 days of EAOS) SRB = $2000 x 1.5 x 6 years = $18,000 Mbr receives $9,000 up front (minus taxes!), Remaining $9,000 divided into 5 installments, payable on Oct. 1st of each year.
  • 118. Submission Process • Submit Reenlistment Request up to 120 days prior to reenlistment date, no later than 35 days prior, in order to allow time for routing and processing. – Submitting to BUPERS early will lock in SRB award level under current NAVADMIN – If award level increases will get higher level • Requests are submitted utilizing the OPINS or NSIPS systems.
  • 119. Questions Q: What is the earliest I can reenlist for SRB? The latest? A: Members can reenlist up to 1 year before EAOS, provided they are in the same Fiscal Year as their EAOS: if their EAOS is in the next fiscal year, they must wait until October 1st or later. A member can reenlist up to the day before their EAOS, to prevent any loss of pay and/or extensions going into effect. They may, however, lose the chance to receive SRB if they choose to reenlist with less than 35 days to their EAOS.
  • 120. Questions, cont. Q: How will an extension affect my SRB? A: Provided reenlistment takes place BEFORE extension goes into effect: a) If ext. is 24 months or less – extension is wiped out, replaced by reenlistment. b) If 25 months or more – no. of months of extension will be subtracted from total months of SRB paid.
  • 121. Questions, cont. Q: What if I hadn’t planned on reenlisting right away – but a new SRB message comes out, and my SRB is decreased or eliminated? A: With every new SRB msg, members and commands have 30 days in which to reenlist under the OLD message. --So, if a mbr’s EAOS is within this FY, and they were planning on reenlisting anyway, they can hurry up and route a reenlistment/SRB request! NOTE: Two important items to counsel members on: 1) “Early” reenlistment may reduce member’s ability to negotiate for orders or certain special programs 2) Be sure to calculate $ both ways – reenlisting “early” under old/higher SRB, but losing some SRB due to months remaining on contract – vs. waiting until close to EAOS to reenlist, losing no time BUT at lower SRB rate – to ensure member knows what the $ difference will be, and can decide whether it is worth it.
  • 122. Questions, cont. Q: What other things about SRB reenlistments should I be aware of? A: If a member reenlists for an SRB, they must normally complete the reenlistment for which they are being paid SRB, before being eligible for a rate conversion or some other special programs. If they do not complete the SRB enlistment – e.g. due to unexpected separation, or being accepted for an officer program – they will most likely have to repay the “unearned” portion of the SRB.
  • 123. Area Incentive Pay • Paid to members who are taking orders to an AIP eligible location. • Member bids on AIP and, if selected for those orders, will receive the kicker from the day they report until the day they transfer out. RETURN TO TOPICS
  • 124. OFFICER PROGRAMS OPNAV INST 1420.1B AND NAVADMIN 031/06 CWO PILOT PROGRAM
  • 125. Naval Academy/ Prep School • 17 – 22 years of age by 1 July of the year you enter Academy • Must be unmarried with no dependants • Service requirements: 5 years Active, 3 Years Reserve • Visit www.usna.edu for detailed information on requirements
  • 126. Medical Enlisted Commissioning Program (MECP) • Undergraduate education program which provides an opportunity for Enlisted personnel, with previous college credit, to earn a commission in the Nurse Corps • Required to complete degree requirements for non-technical degree in not more than 36 months • Must have 30 fully transferable credits to be eligible to apply
  • 127. MECP Continued • Must be commissioned prior to 42nd birthday (no waivers available) • SAT score of 1000 or ACT score of 42 required • Selectees receive full pay and benefits but are responsible to pay for college • Eligible for scholarships and GI bill but not tuition assistance http://navmedmpte.med.navy.mil/mecp/faq.cfm
  • 128. Officer Candidate School (OCS) • 12 week indoctrination in Newport, RI • Must possess Bachelor degree or higher • Physically qualified • Meet age requirements • Paid at current paygrade or E-5, whichever is higher
  • 129. Chief Warrant Officer (CWO) • Application deadline listed in NAVADMIN, usually around 1AUG • E-7 to E-9 (includes frocked E-7) • Completed 12 to 24 years Naval service • E-9’s with 2 years appointed to W-3 • 3 year obligated service • E-7 and E-8’s with 12-16 yrs service may apply for CWO/LDO in same application
  • 130. Chief Warrant Officer Pilot Program • The Navy Is seeking applications from highly-qualified and hard- charging sailors (E-5 Through E-7) for a pilot program to place Chief Warrant Officers (CWO) in cockpits as pilots and Naval Flight Officers • As a pilot program, 30 qualified personnel will be selected, commissioned As CWO2 prior to LDO/CWO Indoctrination, and subsequently undergo flight training. Specific program requirements: A. Must be commissioned by 27th birthday. B. Enlisted personnel from SEAL, SWCC, EOD, Diver, Nuclear, and MA communities are not eligible for this program. C. Must possess an Associates Degree or higher. D. Must be physically qualified for aviation duty in accordance with the Navy Manual of Medicine. E. Must meet Aviation Standard Test Battery (ASTB) minimums. F. Must meet eligibility requirement for a Secret Security Clearance
  • 131. Limited Duty Officer (LDO) • Application deadline listed in NAVADMIN, usually around 1AUG • E-6 to E-8 (E-6 must have served in that capacity for 1 year). • 8-16 years active naval service • E-6 must complete all requirements for E-7 except time-in-grade. • 3 year obligated service
  • 132. Medical Service Corps In- Service Procurement Program • Application deadline: NAVADMIN directed • E-5 and above are eligible (not waiverable) • Qualifying programs are Health Care Administration, Physician Assistant, Environmental Health Officer, Rad Health Officer, Pharmacist, and Industrial Health Officer • See OPNAV 1420.1B for transferable college credit requirements and age requirements
  • 133. Seaman to Admiral (STA-21) • Program designed to select enlisted Sailors to become Commissioned Officers and obtain a Bachelor’s degree. • Earn a commission as a Nurse Corps Officer, Supply Corps Officer, Pilot, Navy Flight Officer, Surface Warfare Officer, Special Ops Officer, Intelligence or Cryptologic Officer, or Civil Engineer Officer • See www.sta-21.navy.mil for program options and eligibility requirements as they are different for each program
  • 134. STA-21 cont. • Receive full pay and allowances for their enlisted pay grades • Receive up to $10,000 per year, paid to the university to supplement the costs of tuition, fees, and books • Be eligible for enlisted advancement RETURN TO TOPICS
  • 135. Pre-Separation Counseling
  • 136. Required interviews • All members within 6 months of separation will be provided counseling regarding Reenlistment incentives, Naval Reserve programs, household effects, Re- employment rights, Unemployment compensation, and Veteran’s benefits.
  • 137. Preseparation Counseling • All members, eligible for retention, are required to attend a formal pre-separation brief conducted by the Career Information Team (CARIT) within 180 days of separation. • FFSC performs the Transition Assistance Program class. CARIT is part of TAP class. • All separating personnel are required by law to complete a DD2648 Pre-separation Counseling Sheet.
  • 138. Military Service obligations • All members who enlist on or after 1 June 84 incur an 8 yr MSO. (eg. 4 years active duty 4 years inactive reserve) • All males under 26 yrs of age by separation date must register with the draft within 30 days of separation.
  • 139. Full Time Support (FTS) formerly TAR • Must be within 12 months of PRD/EAOS. • Must have been onboard present command a minimum of 24 months. • 48 month minimum obligation. • Certain members may have to take an administrative reduction in pay grade.
  • 140. RETURN TO TOPICS
  • 141. CDTC Additional Training
  • 142. Assignment Incentive Pay (AIP) • Allows detailers to provide incentives for members to take “hard to fill” billets – Can be adjusted on a monthly basis, depending on need. • Allows Sailors to set the “price”: A member can bid lower, in order to “outbid” other applicants. • Apply on JASS. – Maximum allowable bid is listed, but only after CCC selects “Apply” screen. • Counts as shore duty vice overseas shore.
  • 143. Questions Q: What if I am selected for an AIP job, and then the AIP rate goes up: Can I get the higher rate? A: No: Once a mbr has applied for and been duly selected for an AIP billet at a given rate, the rate is set for the entire tour. [The “Good News”: If the rate goes DOWN, the member still keeps the same AIP!]
  • 144. Questions, cont. Q: What happens to my AIP, if I extend onboard my current command? A: The AIP will continue to be paid, as long as the member is attached to the same command and UIC.
  • 145. Questions, cont. Q: Does taking an AIP billet have any other effects on my career? A: An AIP billet is considered a “high priority” billet…So, it may be harder to get “out” of that billet in the future, should circumstances arise.
  • 146. Naval Reserve Program
  • 147. NAVY RESERVE The Navy Reserve is a full partner with the Navy’s active duty component. Comprised of mission- capable units, the Navy Reserve is a vital component in the defense of our nation. Navy Reservists serve side-by-side with their active duty counterparts in direct support of the Fleet. They can be found on station, at home and abroad, on shore, in the air, at sea, on active duty, and on the drill deck, augmenting the Fleet as an active part of the greatest Navy force the world has ever seen. http://www.navyreserve.com/?campaign=Reprise_Google_Reserve-General_U.S.-Naval-Reserve_Text
  • 148. NAVY RESERVE Total Force Concept Total Force Concept The mission of the Navy Reserve is to provide mission-capable units and individuals to the Navy’s active duty component throughout the full range of operations during peacetime and war. Every day the integration between the Navy and the Navy Reserve becomes greater and more evident. In the years ahead, this total force concept will continue to grow stronger, elevating the role of the Navy Reserve and its Reservists as never before.
  • 149. NAVY RESERVE Today’s Navy Reserve Currently, the Navy Reserve represents 20 percent of the Navy’s total assets. The Navy Reserve Force consists of the Ready Reserve, the Standby Reserve, and the Retired Reserve, in total numbering nearly 700,000 men and women.
  • 150. NAVY RESERVE READY RESERVE • The Ready Reserve is made up of the Selected Reserve Forces and the Individual Ready Reserve. • Selected Reserve Forces The Selected Reserve, or SELRES, is the Navy’s primary source of immediate mobilization manpower and represents those Reservists who are paid, either as weekend drillers or who serve as Full Time Support (FTS) on active duty status in the training and administration of the Navy Reserve Force program.
  • 151. NAVY RESERVE READY RESERVE • Individual Ready Reserve The Individual Ready Reserve (IRR) consists of those members of the Ready Reserve who are not in the Selected Reserve. Limitation of available pay billets, absence of drilling units within commuting distance, conflicting employment, and other factors prevent some Reservists from participating in the Selected Reserve.
  • 152. NAVY RESERVE STANDBY RESERVE • The Standby Reserve consists of Reservists who have transferred from the Ready Reserve after fulfilling certain requirements established by law. RETIRED RESERVE • The Retired Reserve-Inactive consists of Reservists who are drawing retired pay or are qualified for retired pay upon reaching age 60.
  • 153. NAVY RESERVE Military Life and Benefits Ask any veteran and they will tell you that the friendships you forge in the military are one of a kind. There are unique bonds and a sense of camaraderie that truly exist only among those who serve. If you are a military veteran, joining the Navy Reserve allows you to stay connected to everything you like and will miss about the military.
  • 154. NAVY RESERVE The Navy Reserve is committed to you as a military veteran. They know that it’s your experience, years of training, expertise, and dedication that drive our force. For this reason, we will always attempt to match you with the rate/rank you currently hold or held upon separation. If you qualify, you can cross-train into a new military job.
  • 155. NAVY RESERVE Many Advantages for Veterans • Maintain your rank (in most cases) • No need to repeat basic training • Continue to proudly serve your country • Continue or recapture the camaraderie of service • Continue to build on the professional expertise and leadership skills you’ve acquired • Earn points for retirement every time you drill • Receive retirement pay at age 60, after 20 years of credible service • Receive four days pay for two weekend drilling days • Build upon your Montgomery GI Bill benefits • Tax-free Navy Exchange and commissary privileges • VA home loans • Low-cost insurance options, including up to $250,000 in life insurance
  • 156. NAVY RESERVE • No Basic Training The Navy Reserve understands that once you’ve gone through basic training, there’s no need to repeat the experience. You will be welcomed into the Reserve as the respected veteran you are. • Flexibility is Key Traditionally, serving in our force requires a minimum of one weekend a month drilling at a local military installation and two weeks of Annual Training. • They realize, however, that in pursuing all your civilian and military goals, this schedule may not always be possible. Therefore, they have flexible drilling options for those who qualify. This includes fulfilling your annual commitment in one single, extended mission or possibly serving on weekdays, if your civilian career makes weekend service difficult.
  • 157. NAVY RESERVE • Flex-drill Flex-drilling allows you to stay on station long enough to accomplish significant training and results. This normally entails drilling for four or six consecutive days with an Active Duty command. • Commitment Enlistment periods for veterans range from two to six years. Following your initial period of enlistment, you can extend your Navy Reserve contract up to an additional four years.
  • 158. NAVY RESERVE Enlisted opportunities in the Navy Reserve: • Arts and Photography • Food, Restaurant, and Lodging • Aviation • Human Resources • Business Management • Intelligence and Communications • Computers/Electronics/ Information Technology • Legal/Law Enforcement and Security • Construction and Building • Medical and Dental • Emergency, Fire, and Rescue • Office and Administrative Support • Engineering/Mechanical and Industrial • Religion
  • 159. NAVY RESERVE COMPENSATION - DRILL PAY • You will receive four days of base pay for every two days of weekend drilling. You will also receive full pay and allowances for meals and housing during your two-week Annual Training. Pay and allowances for Navy Reservists are determined by the same pay scale used by active duty Navy personnel and are based on your individual pay grade and time in service. You will also be compensated for any additional days you choose to serve.
  • 160. NAVY RESERVE COMPENSATION - DRILL PAY
  • 161. NAVY RESERVE • PAY RAISES Reservists receive all general military increases in pay such as cost-of-living increases and additional pay increases for years of accumulated service. These increases are paid out at the same percentage as those serving on active duty. • DEPENDENT COMPENSATION During their 12 to 14 days of Annual Training, Reservists with dependents will be compensated at same rate as active duty Navy personnel with dependents. • ACTIVE DUTY PAY Selected Reservists on active duty will receive the same rate of compensation as other active duty personnel of equivalent rank, time in service and qualifications.
  • 162. NAVY RESERVE • REENLISTMENT AND CONVERSION INCENTIVES Bonuses are available for qualified Reservists who wish to convert to undermanned ratings. • RETIREMENT You will become eligible for retirement pay at age 60, following 20 years of credible service (active duty with Reserve or Reserve alone). Retirement benefit amounts vary, depending on individual pay grades and total active duty and Reserve time. If a Reservist dies before reaching age 60, an optional Survivors Benefit Plan will provide an annuity to eligible beneficiaries.
  • 163. NAVY RESERVE • PROMOTIONS As a Reservist, you will receive ample opportunities for promotion. Advancement in the Reserve is based on the same guidelines and principles as those for active duty. To advance in rate, typically you must undergo additional training, attend schools and pass exams. Promotions are based on time-in-grade, advancement test results, your ability and the overall needs of the Navy and Navy Reserve. • REEMPLOYMENT RIGHTS As a Navy Reservist, your civilian job security is assured. The Uniformed Services Employment and Reemployment Rights Act guarantees your return to your civilian job after being ordered to active duty for training or during a national emergency.
  • 164. NAVY RESERVE LIFE/HEALTH • LIFE INSURANCE Under the current Service members’ Group Life insurance plan, you can purchase up to $400,000 of full- time coverage for a low monthly rate. • MEDICAL CARE As a Navy Reservist, you are eligible for TRICARE Reserve Select benefits. TRICARE Reserve Select brings together health resources of the armed services and supplements them with civilian resources to complete your health-care coverage. You will also receive use of military facilities in the event of illness or injury during training periods.
  • 165. NAVY RESERVE EDUCATION • MONTGOMERY GI BILL The Montgomery GI Bill, Selected Reserve (MGIB, SR) provides up to 36 months of educational assistance for Reservists who enlist for six years and maintain satisfactory drill participation. Rates are paid according to individual Reservist status (full-time, part-time, etc.) and educational program (college, vocational tech, apprenticeship, etc.). Military veterans may qualify for an additional 12 months of Reserve GI Bill benefits in addition to the active duty GI Bill.
  • 166. NAVY RESERVE • TUITION ASSISTANCE Selected Reservists on active duty for 120 continuous days can be reimbursed up to 100 percent of tuition costs. • CREDITS FOR EXPERIENCE As a member of the Navy Reserve, you have the opportunity to take free College Level Examination Program tests (CLEP). For every test you pass, you earn three transferable college credits. • DANTES The Defense Activity for Non-Traditional Education Support program (DANTES) allows you to pursue college and university independent study courses. Comprised of over 1,200 colleges and universities nationwide, the DANTES program allows service members to transfer credits from school to school and receive college credits for military training and experience.
  • 167. NAVY RESERVE INCOME ENHANCEMENTS • HOME LOAN PROGRAM You can take advantage of low interest rate VA home loans that allow you to purchase a home with no money down. You must have six years of honorable service to qualify. • INCOME TAX DEDUCTIONS The Internal Revenue Service allows you to deduct certain travel, uniform items and other expenses incurred as a direct result of performed drills or Annual Training from your income taxes. • COMMISSARY/EXCHANGE PRIVILEGES You and your family will enjoy access to Navy commissaries (grocery stores), exchanges (department stores), gyms and Enlisted clubs at bases worldwide. • TRAVEL In addition to your two-week Annual Training, which may take you anywhere in the world, you can also reserve space on specified government aircraft when not on duty status, at no cost to you.
  • 168. Fleet Reserve and Retirement
  • 169. Topic Learning Objectives 1. Describe the tasks to determine personnel eligibility for Retirement / Fleet Reserve 2. Describe the tasks to prepare Retirement / Fleet Reserve statement of service 3. Describe the tasks to compute retirement / retainer pay 4. Describe the tasks to counsel personnel on disability/non-disability retirement 5. Describe the tasks to compute disability severance pay
  • 170. References • MPM 1800-010 (Guidelines for CCC’s when conducting ceremonies for FLTRES & Retirements) • MPM 1800-040 (Defines & list eligibility requirements for transfer to FLTRES and RELACDU) • MPM 1830-040 (TRF to FLTRES & RELACDU) • MPM 7220-050 (Computation of Disability Retired Pay) • MPM 7220-130 (Methods of computing retainer pay) • BUPERSINST 1750.11 (SBP) (will be discussed more in detail with our next facilitator, NC1 Shultz) • NAVADMIN 344/02 parts 1 & 2 (CSB/REDUX) • http://pay2000.dtic.mil
  • 171. Fleet Reserve Definition: Military personnel who have completed 20 to 30 years of Active Service in the Armed Forces (ASAF). Purpose: Provides an available reserve of former members of the Regular Navy and the Naval Reserve who may be used (without further training) to fill billets requiring experienced personnel in the initial stages of mobilization during an emergency or in war (MPM 1830-040).
  • 172. Fleet Reserve cont. Service creditable for Active Service in the Armed Forces (MPM 1830-040 & MPM 7220-130): 1. Active Duty (Day for Day) 2. Active Duty for Training (ACDUTRA) after 9 AUG 56 3. Army & Air Guard (Federalized only) 4. Constructive Service (Credit for time not served) Enlistment completed within 3 months of EAOS (90 days)
  • 173. Fleet Reserve cont. • Requests for Transfer to Fleet Reserve: – E5-E6 six to 18 months in advance – E7-E9 six to 24 months in advance – Submitted Via SDS/DMRS/NSIPS/OPINS • Authorization for transfer arrives via Naval Msg • NAVCOMPT Form 2274 – Pre-retirement pay information request (Personnel Office should send this along with DD Form 2656 45-90 days prior to FLTRES/Retirement date) • NAVCOMPT Form 2656 – Data for payment of Retired Personnel – Sample form in BUPERSINST 1750.11 Retirement from Fleet Reserve is automatic
  • 174. Eligibility for Retirement/Fleet Reserve • Approval of a request for transfer to FLTRES will normally be withheld until the member has completed the following: – a. 20 years of active service by requested date of transfer to FLTRES – b. 24 months time in grade for E7 and above (may be waived up to 12 months per SECNAVINST 1811.3M)
  • 175. Members not eligible for FLTRES & Retirement • a. awaiting disciplinary action • b. serving sentence of a court-martial • c. awaiting civil action • d. awaiting unresolved family advocacy issues • e. serving in LIMDU status (unless approved by PERS 4821) • Note: Once above status is resolved, the command must notify PERS 4823 via message
  • 176. Fleet Reserve & Retirement • The Command Career Counselor (CCC) initially screens service members to determine eligibility. • The Command Career Counselor will ensure letters of appreciation are ordered up to six months prior to Retirement. • CCC helps Sailors verify their statement of service.
  • 177. Statement of Service • A total computation of active and inactive service (sample provided below)
  • 178. Non-Disability Retirement MPM 1800-040 Retired List: >30 Years – Permanent change of status and may only be changed by resignation or discharge approved by the SECNAV, or following the sentence of a court-martial. – Must keep DFAS informed of any change of address; – Application submitted by DRMS/SDS/NSIPS/OPINS to president via PERS 823. – Constructive service counts (but not minority enlistment). Additional Privileges for Fleet Reserve / Retired personnel: – ID Card – Commissary, Exchange, Legal, Chaplain, Medical, & Travel.
  • 179. Computing Retainer Pay MPM 7220-130 .025 x ASAF x BP = RP(DTC) ADDITIONAL FACTORS: Heroism – Increase retainer 10% or if at 75%, 10% Tax Free. • Retainer pay shall not exceed 75% BP Medal of Honor – add $200.00 to calculated retainer pay
  • 180. Military Retirement Defined Benefit: Three systems in effect: • Original / “Final Pay” Plan • “High 3” Plan • “REDUX/CSB” Plan (REDUX plus Career Status Bonus)
  • 181. Three ways of computing Retainer/Retired Pay 8 Sep 80 1 Aug 86 Now called FINAL PAY Remains HIGH III Now called REDUX/CSB * Enlisted Prior to 8 Sep 80 * Enlisted on or after * Enlisted on or after 1AUG 86 * Full Cola 8 Sep 80 * Cola - 1% * 2 1/2% x ASAF x BP = RP * Full Cola * (2 1/2% x ASAF) - (1% YAS < (DTC) * 2 1/2% x BP (36 mos. Avg.) 30) x BP (36 mos. Avg.) = RP x ASAF= RP(DTC) (DTC)
  • 182. Factors Effecting Pay • Date of initial entry into ACDU or delayed entry obligation. • Pay scale in effect. • PEBD. • Amount of Active Service in the Armed Forces. • Active service is rounded down to the lowest month and converted to a decimal. Example: 23 years, 5 months, 23 days = 23 years, 5 months = 23.4166 years
  • 183. Table to convert Active Service in the Armed Forces months 1 MONTHS .0833 7 MONTHS .5833 2 MONTHS .1666 8 MONTHS .6666 3 MONTHS .2500 9 MONTHS .7500 4 MONTHS .3333 10 MONTHS .8333 5 MONTHS .4166 11 MONTHS .9166 6 MONTHS .5000
  • 184. DIEMS DATE • Obscure, but critical, date – Determines which is your retirement plan • Date first enlisted/commissioned into any component of the Armed Forces – Has no bearing on longevity for pay or years of service – Should never change: not adjusted for broken time or time lost
  • 185. Military Retirement - “ Final Pay” Plan • Those entering military before 8 September 1980 • 50% of final base pay at 20 years • “Multiplier” rises at 2.5% per year of service - retirement at 75% final base pay after 30 years • “COLA” increase each year based on rise in the government’s consumer price index (CPI)
  • 186. Military Retirement - “Final Pay” Plan Years of Service % of Final Base Pay 20 50.0 21 52.5 22 55.0 23 57.5 24 60.0 25 62.5 26 65.0 27 67.5 28 70.0 29 72.5 30 75.0
  • 187. Military Retirement - “High Three” Plan • Those entering service on or after September 8, 1980, through July 31, 1986 • 50% of average highest three years of base pay at 20 years of service (increasing to 75% at 30) • Full COLA each year • Only difference: “High 3” vs. “Final Pay”
  • 188. High 3 Plan Calculation • Average base pay for highest 36 months • Example: E7, retiring at 20 at end of 2000 18th year: $2300 x 12 mo (1998, E7@16) 19th year: $2449 x 12 mo (1999, E7@18) 20th year: $2566 x 6 mo (Jan 1, 2000, E7@18) $2588 x 6 mo (Jul 1, 2000, E7@18) Total: $88,913 / 36 months = $2470 - “high 3” average monthly base pay
  • 189. High 3 Calculation (cont.) • $2,470 - “High 3” average monthly base pay times multiplier for time in service (50%) equals: First year benefit - $1235 per month • Example above: Chief’s initial retired check (50% of final base pay) would have been $1294 • “High three” represents moderate reduction in value of retired pay (generally 3% -11%)
  • 190. Retirement Plan Choice All Service members who came on active duty on or after 1 August 1986 now get a choice: • Option 1: Remain in “High-Three” Plan or • Option 2: Elect “CSB/REDUX” Plan - Have retired pay calculated under the REDUX formula and receive a one-time $30,000 Career Status Bonus at the 15 year point
  • 191. Military Retirement - “REDUX” Plan • Originally passed MMRA of 1986 • Affected all those entering service on or after 1 August 1986 • Retirement multiplier reduced to 40% of high three years base pay at 20 (vice 50%) • Multiplier increases 3.5% per year (vice 2.5% -still receive 75% at 30) • Annual pay raise based on consumer price index minus 1% per year (vice a full COLA)
  • 192. Military Retirement - “REDUX” Formula • Remember two major changes in REDUX • Reduced multiplier (40% vice 50% at 20) • COLA 1% below inflation rate each year • One time “catch up” at age 62 (to where retiree would have been under High 3) – Then COLA minus 1% continues - permanently – A significant reduction in retirement benefits (up to a 25% cut for those retiring at 20!)
  • 193. REDUX • Reduced retirement plus retention bonus - both are together in one “package” • Must remain to at least 20 (or pay back a portion of the bonus) • Bonus is taxable (for most members means they net $21,600 if they take all cash) • Can shelter up to $15,000 in military Thrift Savings Plan; remaining $15,000 fully taxable check (per DFAS & PERS 341) • New option to distribute CSB over 3 years to take advantage of sheltering all in TSP.
  • 194. Retirement Plan Choice • One time, irrevocable decision, to be made between the 14 1/2 and 15 year point • “Both options have their own merits. Neither is universally better than the other. Which option is more advantageous can only be determined by each individual for his or her own unique circumstances and preferences.” - DOD Web site
  • 195. REDUX Advantage of taking the Bonus: Immediate cash for - Investment - Rates of return may vary - Start a business - Very high risk - Education - May have other alternatives - Debt repayment - Less costly methods available - Consumer Purchase - Zero rate of return (the most unwise choice)
  • 196. REDUX • Disadvantages of taking the Bonus - Substantially reduces retirement benefit - Substantially reduces benefit for surviving spouse - Risk of Spending the bonus! “It’s not a bonus, it’s a loan!”
  • 197. Military Retirement - “REDUX” Plan Years of Service “High 3” Multiplier % “REDUX” Multiplier % 20 50 40 21 52.5 43.5 22 55 47 23 57.5 50.5 24 60 54 25 62.5 57.5 26 65 61 27 67.5 64.5 28 70 68 29 72.5 71.5 30 75 75
  • 198. High 3 vs REDUX Retirement early 2001 - Approximate initial retired check: High 3 REDUX E6 @ 20 $1020 $ 860 E7 @ 20 $1235 $ 988 E7 @ 22 $1440 $1230 E8 @ 24 $1860 $1670 E9 @ 30 $2760 $2760 04 @ 20 $2260 $1810 05 @ 24 $3240 $2920 06 @ 30 $4790 $4790
  • 199. Retirement Plan Choice DOD Web Site: http://pay2000.dtic.mil/ • Detailed information • Sample case studies • Personalized calculator
  • 200. Retirement Plan Choice Review: a few considerations: • One time, irrevocable decision (have seen BCNR’s submitted due to no fault of the member; the CCC got slammed!) • If CSB/REDUX is chosen, bonus will be taxed unless the 15 year mark (the actual day) is served in a tax free zone or qualified Hazardous Duty Area. • Biggest difference in REDUX is not the 40% at 20 - it is the “Minus 1% COLA” feature • CSB/REDUX looks better the longer you remain on active duty (win win if you know you will make E9 or O5 or higher)
  • 201. Temporary Disability Retirement List (TDRL) (MPM 1850-030) • Definition: Found Temporarily unable to perform duties which may become permanent. • Eligibility: – Active Duty & Eligible for Basic Pay (No BP in Brig) – Disability Rating at least 30%(Paid min of 50%) • Action: – On list Max. 5 yrs. – Physical as directed by BUPMED. – Time on TDRL counts as longevity for pay but not ASAF. – Could result in separation or severance.
  • 202. Temporary Disability Retirement List (TDRL) • Action: (Cont.) – Disability rating 30% - 75% – Could Return to Active Duty w/ Members Consent – Could be placed on Permanent Disability Retirement List (PDRL) – Service Member has right to represent themselves before the board. – Could qualify for vocational rehabilitation (>20%) – Ensure service member attends Veterans Transition Assistance Program (VTAP) Class
  • 203. Permanent Disability Retirement List (PDRL) MPM 1850-010 • Definition: Found permanently unable to perform duties due to a disability. • Eligibility: – No willful misconduct – Disability Rating 30%(Min) to 75%(Max) – Permanent disability or transferred from TDRL
  • 204. Disability Retired Pay TWO METHODS (MPM 7220-050) • Length of Service Method: – .025 x BP x YAS = DRP (DTC) – Constructive service not credible • Percentage Method: – % of disability x BP = DRP (DTC) – TDRL pays minimum of 50%-75% – PDRL pays 30% - 75% • Rounding Rule: – Example: 11yrs, 6 mo -- Round up to 12 yrs
  • 205. Sample problem??? • E6 with 15 yrs 5 mos for pay is being considered for transfer to TDRL w/ disability rating of 37% • 1. What would he receive using the % method? - % of Disability x BP = Disability Retired Pay (DTC) – E6/15 = BP $2499.30 – .37 X $2499.30 = $924 • 2. LOS method? - .025 X BP X YAS = DRP (DTC) – .025 X $2499.30 X 15 = $937
  • 206. Disability Severance Pay • Definition: Disability <30% lump sum payment. • Eligibility: – No willful neglect or misconduct – Once disability paid for 10 years, cannot be cancelled – Once Vocational Rehabilitation started (school) cannot be cancelled. • Computing: – 2 mo BP x YAS (Max 12) = Disability Retired Pay (KTC) – Constructive time does not count – Use YAS rounding rule • Disadvantage: No medical or retirement benefits
  • 207. COMPUTE Severance Pay • E6 with 15 yrs 5 mos for pay is being considered for transfer to TDRL w/ disability rating of 37%. • 2 mos BP X YAS (MAX 12) = DSP (KTC) - $2499.30 X 2 X 12 = $59,983.20
  • 208. Consumer Price Index (CPI) • Determined by cost of living increases (Federal Government). • Do not confuse retired COLA with overseas COLA. • Huge benefit to those receiving retainer pay. • Those who enlisted or commissioned after 1 AUG 86 receive CPI - 1%.
  • 209. Retirement Ceremonies (MPM 1800-010) • Members Choice • Sponsored by last PDS • Assign a Ceremony Coordinator • Official and Traditional Ceremony • CCC Responsibility – Make sure all documents are prepared – Make sure COMMAND issues flag – Verify Ceremony Script is appropriate – Make yourself available to coordinator
  • 210. Websites & point of contact list
  • 211. Glossary of terms used in my presentation • Active Duty: Full-time duty in the active service of a uniformed service, including full-time training duty, annual training duty, and attendance while in the active service at a school designated as a service school by law or by the Secretary concerned. • ACDUTRA: Active Duty for Training: Personnel being transferred under TAD orders or Active Duty for Training • ADSD: Active Duty Service Date: The actual or adjusted date from which the amount of active military service performed is calculated. The ADSD reflects all periods of active federal military service in Commissioned Officer, Warrant Officer, or Enlisted status.
  • 212. Glossary cont. • Annuity: A monthly payment made to a person as a result of a specific survivorship plan: The sum paid monthly to the SBP beneficiary. • ASAF: Active Service Armed Forces • BCNR - Board for Correction of Naval Records: The Board of Corrections of Naval Records (BCNR) was established to provide a method for correction of error or removal of injustice from naval records without the necessity for private legislation
  • 213. Glossary cont. • Non-Disability Retirement - Any enlisted member of the Regular Navy who has completed at least 30 years of active federal service may be retired upon application. Unlike transfer to the Fleet Reserve, the 30-year retirement is a right that is guaranteed by law (Title 10 USC 6326). • NSIPS - Navy Standard Integrated Personnel Systems • OPINS - Officer Personnel Information System • PDRL – Permanently Disability Retired List • PEBD - Pay Entry Base Date
  • 214. Glossary cont. • Retainer Pay - Pay received by a member of the Fleet Reserve/Fleet Marine Corps Reserve • Retired List - Any one of several lists of military members retired from the regular or Reserve components of the Armed Forces : Upon completion of 30 years-combined active and inactive service, a member of the Fleet Reserve is transferred to either the Reserve or Regular Retired List.
  • 215. Glossary cont. • Retired Pay - The gross entitlement for a member based on conditions of the retirement law, pay grade, years of service for basic pay, years of service for percentage multiplier, percentage of disability, if applicable, and date of retirement (transfer). • SBP-Survivor Benefit Program • TDRL - Temporary Disability Retired List
  • 216. Glossary cont. • SBP Premiums - Paid in the form of a reduction in retired pay, although a retiree may establish a VA or Civil Service direct remittance SBP account. The amount of the reduction depends upon the amount of retired pay covered or "protected" by the SBP • TAFMS - Total Active Federal Military Service (ACTIVE DUTY ONLY): Department of Defense (DOD) prescribes the TAFMS as the minimum active service a person must have to compete as a regular candidate for advancement. Minimum TAFMS requirements

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