Talking Points: Improving Sea Duty Manning                            Talking Points                     Improving Sea Dut...
Talking Points: Improving Sea Duty Manning   The gapped billets at sea that affect our operational readiness require our ...
Talking Points: Improving Sea Duty Manning   Sailors will still apply for jobs through CMS/ID in the same way they have b...
Talking Points: Improving Sea Duty Manning   Sailors who already possess the required Navy Enlisted Classification (NEC) ...
Talking Points: Improving Sea Duty Manning      current command if available, providing the benefit of geographic stabilit...
Talking Points: Improving Sea Duty Manning   Navy will only involuntarily curtail a Sailor’s shore duty orders to fill a ...
Talking Points: Improving Sea Duty Manning   SDIP has become more targeted, dynamic and efficient. Enlisted Community Man...
RAAUZYUW RUENAAA1582 0742307-UUUU--RUCRNAD.  ZNR UUUUU ZUI RUEWMCF0071 0742357  R 151445Z MAR 07 PSN 300733K16  FM CNO WAS...
WITH FORWARD DEPLOYED NAVAL FORCES (FDNF) WILL BE CONSIDERED IN  COORDINATION WITH COMMANDER, FLEET FORCES COMMAND (CFFC)....
THE MEMBERS DETACHMENT MONTH) AND CONTACT RELIEF WILL NOT BE     CONSIDERED AS A CONDITION FOR SDIP-C APPROVAL. TIMING OF ...
/IN-PLACE COT LEAVE TRAVEL, AIP, ETC.). NO COMBINATION          OF SDIP AND AIP WILL EXCEED A RATE OF $3,000 PER MONTH    ...
THE SAILOR OR BEFORE THE SAILOR COMPLETES THE SEA DUTY        ASSIGNMENT/EXTENSION FOR WHICH SDIP IS PAYABLE (AND DEATH   ...
R XXXXXXZ JUL 12FM CNO WASHINGTON DC//N1//TO NAVADMININFO CNO WASHINGTON DC//N1//UNCLAS//N01306//NAVADMIN XXX/12MSGID/GENA...
2.   THIS NAVADMIN SPECIFICALLY ADDRESSES CHANGES TO THE CAREER MANAGEMENTSYSTEM INTERACTIVE DETAILING (CMS/ID) PROCESS.  ...
GENERALLY BE CHOSEN TO FILL ASSIGNMENTS THEY DID NOT APPLY FOR OVER SAILORSWHO ARE AT THE START OF THEIR NEGOTIATION WINDO...
R XXXXXXZ JUL 12FM CNO WASHINGTON DC//N1//TO NAVADMININFO CNO WASHINGTON DC//N1//UNCLAS//N04631//NAVADMIN XXX/12MSGID/GENA...
DIFFERENT FROM THE LIMITED DIRECTED DETAILING PROGRAM ANNOUNCED IN REF BWHICH IS FOCUSED ON FILLING NEAR TERM MANNING GAPS...
E.   REQUESTS TO TRANSFER TO THE FLEET RESERVE, SUBMITTED SUBSEQUENT TOSELECTION FOR EARLY RETURN TO SEA BY CPOS WITH MORE...
R    XXXXXXZ JUL 12FM CNO WASHINGTON DC//N1//TO NAVADMININFO CNO WASHINGTON DC//N1//UNCLAS//N01306//NAVADMIN XXX/12MSGID/G...
B.   DETAILERS WILL COMPILE A LIST OF SHORE DUTY SAILORS BASED ON SHOREDUTY COMMENCEMENT DATE, SAILORS THAT HAVE BEEN ON S...
CRITICAL GAPS WE ARE EXPERIENCING AT SEA WITH THE RIGHT SAILORS.   WE WILLCONTINUE TO EVALUATE THIS POLICY, ADJUST AS NECE...
Improving Sea Duty Manning Storyboard   The Navy is built on three tenets: Warfighting First, Operate Forward and Be Read...
o Sea Duty Incentive Pay (SDIP)—eligible skill/paygrade combinations will be      expanded.   If you are a Sailor, you sh...
R XXXXXXZ JUL 12FM CNO WASHINGTON DC//N1//TO NAVADMININFO CNO WASHINGTON DC//N1//UNCLAS//N04631//NAVADMIN XXX/12MSGID/GENA...
ACTIVE SERVICE OBLISERV A MEMBER MUST HAVE UPON ARRIVAL AT A NEW DUTY STATIONAFTER A PCS TRANSFER, BOTH IN CONUS AND OCONU...
SDIP ELIGIBILITY CHART                                                          Approved: 2 July 2012Rating/Skill         ...
Fire Controlman (FC)        (NEC 1332)                         E-7/8/9       $500Fire Controlman (FC) (AEGIS)             ...
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Manning at sea sdip vsdp_files

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Just a heads up (FYI only) on what is coming on detailing and At Sea special programs. Lots of reading to digest for CPOs / CCCs including the new CMS-ID NAVADMIN on Navy's needs for manning at sea, if you have any question from Sailor as they come up to you for career counseling. Note also the attached Updated Voluntary Sea Duty Program NAVADMIN about Section 2(a) regarding HYT waivers.

Bottom line is - let's understand the program and encouraging extension of duties at sea (VSDP, SDIP, CPO-at-Sea & now CMS-ID Limited Detailing) - that's where the Navy needs our Sailors now.

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Manning at sea sdip vsdp_files

  1. 1. Talking Points: Improving Sea Duty Manning Talking Points Improving Sea Duty Manning(CMS/ID changes, Limited Directed Detailing, Voluntary Sea Duty Program, CPO Early Return to Sea, Sea Duty Incentive Pay) 26 July 2012BackgroundThe Navy remains a sea-centric force and filling afloat manning shortages as prioritized byUSFF /CPF and NPC is a top priority. BUPERS has worked aggressively with USFF, PACFLTand MCPON to develop a spectrum of short, medium, and long-term initiatives and policychanges to improve afloat manning and specifically to provide a solid combination of levers toalign paygrades and skill sets with our shipboard requirements.Currently, we are short more than ten thousand Sailors at sea; the vast majority of these gaps arein our undermanned ratings. We conducted the Enlisted Retention board which helped balancethe Force but nearly one third of our enlisted ratings remain undermanned due to perennialretention challenges. When combined with our normal number of Sailors on limited duty,operational deferment, in training and transit, the impact of the gapped at sea billets is magnifiedand impacts Fleet operational readiness. With our focus on Senior FIT, getting our E-5s andabove with critical skills back to sea is key to properly manning our ships, mitigating short noticemanning actions such as cross-decks and diverts, and ultimately ensuring Fleet and operationalreadiness.The following manning initiatives are intended to complement the various voluntary programsand other measures already in place including Voluntary Sea Duty Program (VDSP), Sea DutyIncentive Pay (SDIP) and Sea Shore Flow.New manning initiatives include the following: o Process change to detailing through the Career Management System Interactive Detailing (CMS/ID) o The Limited Directed Detailing Program o The CPO Early Return to Sea Program o Voluntary Sea Duty Program (VSDP) Extension o Expansion of SDIPKey Messages For the past several years we have worked to stabilize the size of the force, while at the same time we have worked to ensure the right paygrade mix of Sailors in each individual rating. We conducted the Enlisted Retention Board to achieve force balance between over and under manned ratings and relieve pressure on Perform to Serve (PTS), but nearly one third of our enlisted ratings remain undermanned due to perennial retention challenges. Combined with our normal detailing “friction” (LIMDU, operational deferments, training , etc), significant billet gaps remain on our ships.
  2. 2. Talking Points: Improving Sea Duty Manning The gapped billets at sea that affect our operational readiness require our most senior Sailors (E5 and above) in our undermanned critical skills ratings. You hear this most often referred to as “Senior FIT”. We use both voluntary and sometimes involuntary detailing tools to match the right Sailors who have the rights skills with the priority jobs at sea that we need to fill. With programs like Limited Directed Detailing, CPO Early Return to Sea, Voluntary Sea Duty Program, and changes to CMS/ID, we’re aiming to be more aggressive in the distribution process. These actions should reduce the short notice actions to man high-priority billets, such as cross- decking and diverts. We have always been focused on manning in our operational forces. Adjustments to Sea Shore Flow took place over a year ago. Over the past six months, we introduced several voluntary and structural measures to improve at-sea manning: Voluntary Sea Duty Program (VSDP), expanded Sea Duty Incentive Pay (SDIP), additional sea duty billets in future years, and increased accessions. While these actions gain traction, additional measures are necessary to reduce gaps in critical skills and supervisory manning on units about to deploy. The ERB and PTS have significantly improved the balance of our Force with respect to over and undermanned ratings; we must now work to distribute those ratings and paygrades to the billets where they are needed in the Fleet. Navy understands that the force management decisions we make directly affect the careers and lives of our Sailors and their families. Our goal is to cause the least amount of disruption to the careers of our Sailors and their families, while ensuring the Fleet has the manning required to be mission-ready. The needs of the Navy will ultimately be the guiding factor in how we detail Sailors to assignments.Career Management System Interactive Detailing (CMS/ID) Changes Navy is making changes to the Career Management System Interactive Detailing (CMS/ID) to ensure the system is providing the right Sailor at the right time to the Fleet. Based on Fleet feedback regarding manning deficiencies and fit/fill, Navy has changed the order negotiation process to provide greater predictability in future manning and reduce short notice manning actions such as crossdecks and diverts. To ensure the highest priority billets in the Fleet are filled with Sailors who have appropriate skills and experience, the way in which billets are advertised in CMS/ID is being changed. Beginning with the August 2012 CMS/ID cycle, a single set of sea and shore billets, prioritized by USFF/CPF and NPC to reflect the highest priority Fleet billets, will be advertised. Detailers will fill all advertised billets each cycle.
  3. 3. Talking Points: Improving Sea Duty Manning Sailors will still apply for jobs through CMS/ID in the same way they have been, but detailers will be required to fill all advertised billets each month. Detailers will always attempt to fill all billets using a Sailor’s desired selections first. However, Fleet readiness requirements will ultimately be the guiding factor in the Sailor’s assignment. This change means that Sailors may be assigned to billets for which they did not apply. Sailors entering into their CMS/ID negotiation window should apply early and often to ensure their preferences are relayed to the detailers. Sailors should provide their input each month during the application process in CMS/ID or via direct contact with their detailer. Sailors nearing the end of their negotiation window are more likely to be assigned to jobs for which they have not applied. Sailors are encouraged to speak with command career counselors to understand changes to CMS/ID. Leadership needs to encourage Sailors to take advantage of all their application opportunities. History shows that Sailors rarely apply for more than two advertised jobs. Sailors should use all five of their application opportunities in CMS/ID. Those who make all five choices will have a better chance of being detailed to one of their desired assignments. Prior to the August 2012 cycle, CMS/ID used a combination of Red and Green Zone requisitions to advertize available billets for Sailors to apply for when negotiating orders. The Red Zone reflected the highest priority Fleet billets, which are subject to special handling by the detailers and filled each month. Green Zone requisitions were not all filled each month leading to unpredictability in future manning and, in some cases, causing short notice manning actions. Sailors may want to consider applying for the VSDP before they enter the normal order negotiation window if they have specific desires for geographic location.Limited Directed Detailing Navy deployment schedules have changed, resulting in a greater need to quickly fill near- term, critical billets afloat. To meet this need, over the next few months Navy will detail selected Sailors on shore duty back to operational sea duty early. This limited directed detailing initiative will target Sailors who have the required critical skills, leadership and experience needed at sea. Under the limited directed detailing initiative, Sailors who have completed a minimum of 24 months on shore duty may be contacted by their detailer and directed back to a sea duty assignment prior to their projected rotation date. Sailors who are impacted by this program will receive lump sum monetary compensation based on months of shore duty curtailed. Sailors who have been on shore duty the longest will generally be considered first for directed detailing. Whenever possible, geographic stability will be maintained. Between 200-400 Sailors are expected to have their shore duty curtailed through the limited directed detailing program.
  4. 4. Talking Points: Improving Sea Duty Manning Sailors who already possess the required Navy Enlisted Classification (NEC) will be chosen for directed detailing unless training is available and can be completed prior to the Sailor’s required reporting date. Whenever possible, Navy uses voluntary measures to ensure the Fleet is provided needed Sailors with the appropriate experience levels and skill sets. The limited directed detailing program is meant to be an interim policy to improve Fleet manning and readiness by filling critical jobs at sea with the right Sailors. Navy understands that the force management decisions we make directly affect the careers and lives of our Sailors and their families. Our goal is to cause the least amount of disruption to the careers of our Sailors and their families, while ensuring the Fleet has the required manning to remain mission-ready. No shore commands or specific jobs are exempt from this program. However, Sailors in the following commands will be considered only after all others:  Recruit Division Commander  Attaché  Recruiters and Instructors  Camp David  State Department  SPECWAR and SPECORS shore commands  Afloat Training Group  Sailors with a nuclear NEC (33XX) will continue to be detailed per Naval Nuclear Propulsion Program priorities Navy will continue to evaluate this policy, adjust as needed and refine longer term solutions that will help properly man the Navy at sea and shore.Voluntary Sea Duty Program Extension The Voluntary Sea Duty Program (VSDP), announced 31 January 2012, incentivizes Sailors with appropriate skills and leadership experience to fill needed at-sea billets. Navy has extended the VSDP to 30 September 2013. The program encourages highly trained and motivated Sailors to voluntarily extend their enlistment in their current sea duty billet beyond their prescribed sea tour, to terminate shore duty and accept new orders to a sea duty billet, or to accept back-to-back sea duty orders beyond their prescribed sea/shore flow. The sea duty assignment may be on board ships, squadrons, or other qualified sea duty assignments. VSDP encourages Sailors to voluntarily return to sea duty by offering non-monetary incentives, including:  Sailors accepted into VSDP will be able to defer their PTS window to the minimum obligated service requirement for the orders negotiated, typically 24 months. PTS deferment allows VSDP Sailors to extend their current enlistment for orders or extend at their current assignment without a PTS quota.  Volunteers will be assigned to commands within the same geographic location as the
  5. 5. Talking Points: Improving Sea Duty Manning current command if available, providing the benefit of geographic stability for Sailors and family members. The Navy will also consider Sailors’ requests for out-of-area moves.  Sailors are afforded a chance to improve their records and increase their competitive edge in PTS through sustained superior performance at sea.  Additionally, Navy will consider HYT waivers with VSDP requests to ensure senior leadership positions at sea are manned for operational readiness. HYT waivers for CPOs (E7 to E9) will be considered on a case-by-case basis, taking into account rating, sea duty manning and the impact to future advancements. Once Sailors who obtain a HYT waiver negotiate and accept orders or extend at sea under VSDP, subsequent requests to transfer to the Fleet Reserve before the HYT waiver expires will be disapproved. This program does not change eligibility or benefits for the SDIP program – Sailors may take advantage of both programs concurrently. Volunteers for VSDP will not be required to accept a billet they do not desire. Detailers will work with volunteers during two Career Management System/Interactive Detailing (CMS/ID) cycles to find desirable orders. If no match is found during this time period their VSDP application will expire; Sailors still desiring VSDP must reapply. VSDP requests will not be approved for sailors holding a Nuclear NEC (33XX)Chief Petty Officer Early Return To Sea Program Navy is reinvigorating the Chief Petty Officer Early Return to Sea program (formerly called CPO to Sea) by updating detailing business rules for our senior enlisted leaders. For critical sea duty billets that cannot be filled by rotating Sailors, Navy will detail selected senior enlisted leaders (E7-E9) on shore duty back to operational sea duty early by curtailing their shore duty assignment. This is an update to the business rules for senior enlisted detailing and is designed to ensure high priority senior leadership positions at sea are manned to meet Fleet operational readiness requirements. This initiative applies to senior enlisted leaders (E7-E9) Sailors in all ratings. To minimize the number of CPOs impacted, detailers will fill as many high priority E7-E9 sea duty billets as possible by fully utilizing the authorized transfer window that includes moving sailors three months prior to or four months beyond their Projected Rotation Date (PRD) month. Detailers will attempt to fill all billets using voluntary measures first. CPOs may want to consider applying for VSDP to take advantage of the following incentives:  Geographic choice or stability  HYT waiver consideration  SDIP
  6. 6. Talking Points: Improving Sea Duty Manning Navy will only involuntarily curtail a Sailor’s shore duty orders to fill a needed requirement when there are no available CPOs in the PRD window and there are no excess personnel on sea duty within the geographic area that can be reassigned. Except to meet the most critical operational requirements, only Sailors who have completed at least 24 months of shore duty at the time of transfer will be considered for early return to sea. Candidates will be selected based on various factors, which include: length of time on shore, recent advancement, Fleet experience, NEC/skills held, type of previous sea duty, and remaining OBLISERV. Impact on the shore duty command’s mission will also be evaluated. E8/9 Sailors may be chosen to fill vacant E7/8/9 billets and E7 sailors may be chosen to fill vacant E8 billets. Commands will have the opportunity to request a Flag review if there are extenuating circumstances or mission requirements that preclude execution of the sea duty assignment. Requests to retire (transfer to the Fleet Reserve) from CPOs selected for early return to sea may be disapproved.Sea Duty Incentive Pay (SDIP) The Sea Duty Incentive Pay (SDIP) program was expanded to additional ratings to offer more opportunities to Sailors desiring to remain at sea or roll early to sea duty. This fiscal incentive has proven to be a successful program and will continue to remain an important part of the Navy’s plans to improve sea duty manning. SDIP is offered to active-duty Sailors in pay grades E5-E9 in communities that are undermanned at sea, and provides a monetary incentive for Sailors to extend their assignment at sea or curtail their shore duty to return to sea duty. The intent of SDIP is to increase assignment flexibility to support a more sea-centric force by incentivizing Sailors to voluntarily fill gapped billets at sea. SDIP is an excellent distribution tool that is specific, manageable, and responsive, as it incentivized right Sailors with the right skills to volunteer for assignments where they are most needed. Since May 2012, Navy has more than doubled the ratings eligible for SDIP, from 14 to the current number of 31. SDIP offers two lump sum incentives, SDIP-Extension (SDIP-E) and SDIP-Curtailment (SDIP-C). SDIP-E allows Sailors to voluntarily extend their sea duty assignment on a ship, submarine or aviation squadron. SDIP-C allows Sailors to voluntarily curtail their current shore duty assignment and return to sea duty early. The amount of the lump sum payment is based on the length of the sea duty extension or shore duty curtailment, and ranges from $500 to $1000 per month.
  7. 7. Talking Points: Improving Sea Duty Manning SDIP has become more targeted, dynamic and efficient. Enlisted Community Managers (ECM) continuously monitor the health of their community and make recommendations to leadership, as required, to maintain acceptable manning levels. SDIP eligible skills are evaluated at least quarterly, with updates made to provide skilled and qualified Sailors in the exact assignments needed in the Fleet. Since its inception in 2007 Navy has made ten updates to the program, with both additions and deletions of eligible billets made at each update. A current list of ratings and NECs eligible for SDIP, as well as information on policy and payment amounts, is available at http://www.public.navy.mil/BUPERS- NPC/CAREER/PAYANDBENEFITS/Pages/sdip.aspx.
  8. 8. RAAUZYUW RUENAAA1582 0742307-UUUU--RUCRNAD. ZNR UUUUU ZUI RUEWMCF0071 0742357 R 151445Z MAR 07 PSN 300733K16 FM CNO WASHINGTON DC//N1// TO NAVADMIN INFO RHMFIUU/CNO WASHINGTON DC//N1// RUENAAA/CNO WASHINGTON DC//N1// BT UNCLAS //N07400// NAVADMIN 070/07 MSGID/GENADMIN/CNO WASHINGTON DC/N1/MAR// SUBJ/SEA DUTY INCENTIVE PAY (SDIP) PILOT PROGRAM// REF/A/DOC/DODINST 1315.18/12JAN05// REF/B/DOC/MILPERSMAN 1306-102/28FEB03// REF/C/DOC/MILPERSMAN 1300-800/03FEB06// REF/D/DOC/MILPERSMAN 1300-304/11JAN05// REF/E/DOC/DODFMR VOL. 7A// NARR/REF A IS DOD INSTRUCTION 1315.18 OF 12 JANUARY 2005. REF B IS MILPERSMAN ARTICLE ON TYPE DUTY ASSIGNMENT CODES. REF C IS MILPERSMAN ARTICLE ON TRANSFER OF PERSONNEL TO OPERATIONAL DUTY (OPERATIONAL SCREENING). REF D IS MILPERSMAN ARTICLE ON SUITABILITY FOR OVERSEAS ASSIGNMENT SCREENING AND REPORTING. REF E IS THE DOD FINANCIAL MANAGEMENT REGULATIONS. GENTEXT/REMARKS/1. THIS NAVADMIN INTRODUCES THE SEA DUTY INCENTIVE PAY (SDIP) PILOT PROGRAM. SDIP IS A PILOT INCENTIVE PAY PROGRAM DESIGNED TO HARNESS THE TALENT, ENERGY, AND MOTIVATION OF OUR ALL-VOLUNTEER FORCE AND PROVIDE A MONETARY INCENTIVE TO SPECIFIC ENLISTED COMMUNITIES WITH AT-SEA MANNING CHALLENGES. SDIP IS AN INCENTIVE FOR CERTAIN SAILORS TO VOLUNTARILY REMAIN ON SEA DUTY PAST THEIR PRESCRIBED SEA TOUR (PST) OR CURTAIL THEIR CURRENT SHORE DUTY TO RETURN EARLY TO SEA DUTY. THE SDIP PILOT PROGRAM?S GOALS ARE TO IMPROVE ASSIGNMENT FLEXIBILITY AND BETTER SUPPORT THE EVOLVING SEA-CENTRIC NAVY. SDIP PILOT WILL CONSIST OF TWO INCENTIVES: SDIP-EXTENSION (SDIP-E) AND SDIP-CURTAILMENT (SDIP-C). UNDER SDIP, DETAILERS WILL UTILIZE EXISTING PERSONNEL, ASSIGNMENT, AND DISTRIBUTION POLICIES EXCEPT WHERE OTHERWISE STATED IN THIS NAVADMIN OR IN THE SDIP POLICY DECISION MEMORANDUM (PDM). 2. ELIGIBILITY. THE SDIP PILOT PROGRAM IS LIMITED TO SELECTED ACTIVE COMPONENT PERSONNEL SERVING IN ENLISTED COMMUNITIES THAT ARE UNDER-MANNED AT SEA. RESERVE COMPONENT MEMBERS (INCLUDING FULL TIME SUPPORT) ARE NOT ELIGIBLE FOR SDIP. A. PERSONNEL IN THE FOLLOWING ACTIVE DUTY ENLISTED RATINGS, SKILLS AND PAY GRADES ARE ELIGIBLE FOR THIS PROGRAM: RATING/SKILL: PAY GRADE: MONTHLY RATE: AB (NOTE 1) E-9 (NOTE 2) ABE (NOTE 1) E-8 (NOTE 2) ABF (NOTE 1) E-8 (NOTE 2) ABH (NOTE 1) E-8 (NOTE 2) EN (NOTE 1) E-6 (NOTE 2) FC-AEGIS (NOTES 1 & 3) E-5 (NOTE 2) NOTE 1: SAILORS SERVING IN OR SELECTED FOR ADVANCEMENT (INCLUDING MEMBERS WHO ARE FROCKED) TO AN ELIGIBLE RATING/PAY GRADE ARE ELIGIBLE FOR SDIP. EXCEPTIONS TO THIS REQUIREMENT WITH RESPECT TO AN ASSIGNMENTfile:///S|/AIRWING%20CCCs%20ESO/LATEST_THIS_MONTH/NAVADMIN%20070_2007%20SDIP.TXT[7/26/2012 11:18:57 AM]
  9. 9. WITH FORWARD DEPLOYED NAVAL FORCES (FDNF) WILL BE CONSIDERED IN COORDINATION WITH COMMANDER, FLEET FORCES COMMAND (CFFC). NOTE 2: SDIP WILL BE PAID IN LUMP SUM BASED ON INITIAL MONTHLY RATES (FROM $500 TO $750 FOR EACH FULL MONTH EXTENDED OR CURTAILED); SPECIFIC SDIP RATES WILL BE PROMULGATED VIA THE WEBSITE LISTED IN PARAGRAPH 8. NOTE 3: LIMITED TO FC-AEGIS NECS: 1106, 1107, 1115, 1119, 1143, 1144, 1318, 1322, 1335, 1337. B. TO BE ELIGIBLE FOR SDIP, A SAILOR MUST: (1) (FOR SDIP-E) BE SERVING IN A PERMANENT DUTY ASSIGNMENT ON A SHIP, SUBMARINE, OR AVIATION SQUADRON HOME PORTED IN CONUS, HAWAII OR OVERSEAS. AVIATION SQUADRONS MUST BE DESIGNATED AS SEA DUTY FOR ROTATION PURPOSES (ASSIGNED SEA/SHORE TYPE DUTY CODE 2 OR 4). (2) (FOR SDIP-C) BE SERVING IN A PERMANENT SHORE DUTY ASSIGNMENT IN CONUS, HAWAII, ALASKA OR OVERSEAS. APPROVED MEMBERS WILL BE ASSIGNED TO ELIGIBLE SEA-DUTY BILLETS IN A SHIP OR SUBMARINE OR AT AN AVIATION SQUADRON. ASSIGNMENTS WILL BE TO THOSE AVIATION SQUADRONS DESIGNATED AS SEA DUTY FOR ROTATION PURPOSES (ASSIGNED SEA/SHORE TYPE DUTY CODE 2 OR 4). MEMBERS CURRENTLY RECEIVING AIP FOR THEIR SHORE DUTY ASSIGNMENT ARE NOT ELIGIBLE FOR SDIP-C. (3) NOT ALREADY BE IN RECEIPT OF PCS ORDERS. (4) INCUR SUFFICIENT OBLIGATED SERVICE PRIOR TO PAYMENT TO EXECUTE HIS/HER SDIP REQUEST. SEE PARAGRAPH 6C(2) FOR CONSIDERATIONS REGARDING SDIP AND SELECTIVE REENLISTMENT BONUS (SRB) ELIGIBILITY. (5) BE ELIGIBLE FOR OPERATIONAL DUTY (PER REFS C AND D) AND MEET ALL OTHER PERSONNEL AND ASSIGNMENT POLICY REQUIREMENTS NOT MODIFIED BY SDIP POLICY. (6) HAVE AN ENDORSEMENT BY THE COMMANDING OFFICER INCLUDED WITH THE SDIP APPLICATION. 3. THE SDIP PILOT PROGRAM HAS TWO INCENTIVES (SDIP-E AND SDIP-C). A. SDIP-E ALLOWS SAILORS TO VOLUNTEER TO EXTEND THEIR SEA DUTY ASSIGNMENT ON A SHIP, SUBMARINE, OR AVIATION SQUADRON IN EXCHANGE FOR RECEIPT OF A LUMP SUM SDIP-E PAYMENT. TO RECEIVE SDIP-E, SAILORS MUST EXTEND THEIR AT-SEA TOUR FOR A MINIMUM OF SIX MONTHS BEYOND THEIR PST OR PRD (WHICHEVER IS LATER); THE MAXIMUM EXTENSION IS 24 MONTHS FOR A CONUS HOMEPORTED UNIT AND 36 MONTHS FOR AN OCONUS OR HAWAII BASED UNIT. VOLUNTEERS WILL RECEIVE A LUMP SUM PAYMENT BASED ON THE NUMBER OF MONTHS THEY EXTEND PAST THEIR ORIGINAL PST/PRD. B. SDIP-C ALLOWS SAILORS TO VOLUNTEER TO CURTAIL THEIR CURRENT SHORE DUTY ASSIGNMENT AND RETURN TO SEA DUTY IN EXCHANGE FOR AN SDIP-C PAYMENT. TO RECEIVE SDIP-C, SAILORS MUST RETURN TO SEA DUTY AT LEAST SIX MONTHS EARLIER THAN THEIR ORIGINAL SHORE DUTY PRD AND SERVE AT LEAST 12 MONTHS AT SEA. VOLUNTEERS WILL RECEIVE A LUMP SUM SDIP-C PAYMENT BASED ON THE NUMBER OF MONTHS THE MEMBER SHORTENS HIS OR HER SHORE TOUR. IN ACCORDANCE WITH REF A, CONSIDERATION OF THE SAILORS EXISTING MINIMUM ACTIVITY TOUR LENGTH REQUIREMENTS WILL BE MADE WHEN AUTHORIZING SDIP-C. SHORE DUTY COMMANDS WITH MEMBERS WHO ARE APPROVED TO CURTAIL THEIR SHORE DUTY AND RECEIVE SDIP-C SHOULD NOT EXPECT A REPLACEMENT UNTIL THE MEMBER?S ORIGINAL PRD (OR NINE MONTHS FROMfile:///S|/AIRWING%20CCCs%20ESO/LATEST_THIS_MONTH/NAVADMIN%20070_2007%20SDIP.TXT[7/26/2012 11:18:57 AM]
  10. 10. THE MEMBERS DETACHMENT MONTH) AND CONTACT RELIEF WILL NOT BE CONSIDERED AS A CONDITION FOR SDIP-C APPROVAL. TIMING OF A RELIEF IS CONDITIONED UPON MEMBERS APPLYING FOR SDIP-C AT LEAST 12 MONTHS BEFORE THEIR ORIGINAL PRD. 4. APPLICATION PROCESS. SDIP APPLICATIONS MUST BE SUBMITTED TO THE RATING DETAILER AND WILL CONSIST OF A COMPLETED NAVPERS 1306/7. ELIGIBLE SAILORS DESIRING SDIP-E SHOULD APPLY AT LEAST ONE YEAR PRIOR TO THEIR CURRENT PRD. ELIGIBLE SAILORS WHO DESIRE SDIP-C NEED TO SUBMIT THEIR REQUEST TO CURTAIL THEIR SHORE DUTY ASSIGNMENT AT LEAST THREE MONTHS PRIOR TO THEIR DESIRED DETACHMENT DATE. SAILORS APPLYING FOR EITHER SDIP-E OR SDIP-C MUST REFERENCE THIS NAVADMIN AND ANNOTATE THE NUMBER OF MONTHS THEY ARE WILLING TO EXTEND THEIR PST/PRD (FOR SDIP-E) OR CURTAIL THEIR SHORE DUTY (FOR SDIP-C). WHEN USING THE ON-LINE NAVPERS 1306/07,ENSURE THAT SDIP IS SELECTED UNDER REASON FOR SUBMISSION. 5. APPROVAL. COMNAVPERSCOM (PERS-40) IS HEREBY DELEGATED THE AUTHORITY TO APPROVE OR DISAPPROVE SDIP-E/SDIP-C REQUESTS. DETAILERS WILL USE EXISTING PERSONNEL, ASSIGNMENT, AND DISTRIBUTION POLICIES WHEN REVIEWING SDIP APPLICATIONS (EXCEPT WHERE OTHERWISE STATED IN THIS NAVADMIN OR IN THE SDIP PDM); DETAILERS WILL ALSO VERIFY ELIGIBILITY, MAKE RECOMMENDATIONS, AND SUBMIT SDIP REQUESTS TO COMNAVPERSCOM (PERS-40) FOR FINAL DECISION. IN MAKING APPROVAL DECISIONS, COMNAVPERSCOM (PERS-40) WILL CONSIDER WAIVERS OF EXISTING MINIMUM TOUR LENGTH REQUIREMENTS IN ACCORDANCE WITH REF A. THE RESPONSIBLE COMNAVPERSCOM (PERS-40) BRANCH WILL SEND APPROVAL/DISAPPROVAL NOTIFICATIONS TO THE SAILOR VIA NAVAL MESSAGE. IF APPROVED, SAILORS WILL SIGN AND DATE A PAGE 13 AGREEMENT FOR THEIR SDIP FOLLOWING THE GUIDANCE OUTLINED IN THE SDIP PDM. PAGE 13 AGREEMENTS SHALL BE COMPLETED WITHIN 30 DAYS OF RECEIVING THE SDIP APPROVAL MESSAGE. COMMANDS WILL FILE THE SIGNED ORIGINAL PAGE 13 IN THE MEMBER?S FIELD SERVICE JACKET AND SUBMIT A COPY TO COMNAVPERSCOM (PERS-40). 6. PAYMENT. SDIP PAYMENTS WILL BE CALCULATED AND MADE IN A LUMP SUM. FOR EXAMPLE: A. (SDIP-E) A MEMBER WHO IS ELIGIBLE FOR $500 PER MONTH SDIP AND APPROVED FOR A 10-MONTH EXTENSION BEYOND HIS/HER ORIGINAL PST WOULD RECEIVE $5,000 ($500 X 10 MONTHS). PAYMENTS UNDER SDIP-E WILL NORMALLY BE MADE WITHIN TWO PAY PERIODS FOLLOWING THE START OF THE SDIP-E EXTENSION. B. (SDIP-C) A MEMBER WHO IS ELIGIBLE FOR $500 PER MONTH SDIP AND IS APPROVED FOR A 10-MONTH CURTAILMENT OF SHORE DUTY WOULD RECEIVE $5,000 ($500 X 10 MONTHS). PAYMENTS UNDER SDIP-C WILL NORMALLY BE MADE WITHIN TWO PAY PERIODS OF REPORTING TO THE NEW SEA DUTY COMMAND. C. ALL SDIP PAYMENTS WILL BE MADE ACCORDING TO THE FOLLOWING GUIDELINES: (1) SDIP WILL NOT BE PAID FOR PERIODS OF TERMINAL OR SEPARATION LEAVE. (2) A SAILOR ELIGIBLE FOR, AND MEETING THE REQUIREMENTS OF, THE SDIP PROGRAM MAY RECEIVE SDIP IN ADDITION TO OTHER INCENTIVES FOR WHICH THEY ARE ELIGIBLE (E.G., SRB, $2,000 OVERSEAS TOUR EXTENSION INCENTIVE PROGRAM (OTEIP) PAYMENT, CONSECUTIVE OVERSEAS TOUR (COT)file:///S|/AIRWING%20CCCs%20ESO/LATEST_THIS_MONTH/NAVADMIN%20070_2007%20SDIP.TXT[7/26/2012 11:18:57 AM]
  11. 11. /IN-PLACE COT LEAVE TRAVEL, AIP, ETC.). NO COMBINATION OF SDIP AND AIP WILL EXCEED A RATE OF $3,000 PER MONTH OR $36,000 PER YEAR. SAILORS SHOULD BE AWARE THAT EXTENSIONS OF ENLISTMENT FOR SDIP MAY IMPACT SRB AWARD AMOUNT COMPUTATION; TO MAXIMIZE SDIP AND SRB ENTITLEMENTS, SAILORS MUST BE COUNSELED BY THEIR COMMAND CAREER COUNSELOR AND REFER TO THE CURRENT SRB NAVADMIN. (3) ELIGIBILITY FOR SDIP IS TERMINATED IF THE SAILOR RECEIVES AN SDIP APPROVAL MESSAGE AND REFUSES ORDERS TO AN SDIP ASSIGNMENT OR THE SAILOR?S ORDERS FOR THE SDIP ASSIGNMENT ARE SUBSEQUENTLY CANCELLED. (4) SDIP IS TAXABLE PAY; HOWEVER, IF THE SAILOR IS ASSIGNED TO A COMBAT ZONE TAX EXCLUSION AREA DURING THE MONTH THAT THE SDIP AGREEMENT IS SIGNED (AS OUTLINED IN THE SDIP PDM), THAT SAILOR MAY BE ELIGIBLE TO RECEIVE SDIP AS A NON-TAXABLE PAY IN ACCORDANCE WITH CHAPTER 44 OF REF E. (5) SDIP MAY BE CONTRIBUTED TO A SAILOR?S THRIFT SAVINGS PLAN (TSP). 7. RECOUPMENT AND REPAYMENT. RECOUPMENT OF UNEARNED PORTIONS OF THE SDIP LUMP SUM PAYMENT WILL BE CONDUCTED AS FOLLOWS: A. SAILORS WHO FAIL TO COMPLETE THE FULL PERIOD OF ADDITIONAL SEA DUTY SERVICE AS REQUIRED BY THEIR SDIP AGREEMENT WILL BE REQUIRED TO REPAY THE PERCENTAGE OF THE BONUS REPRESENTING THE UNEXECUTED PORTION OF THEIR REQUIRED SERVICE. SITUATIONS REQUIRING RECOUPMENT INCLUDE, BUT ARE NOT LIMITED TO: (1) APPROVED REQUEST FOR VOLUNTARY RELEASE FROM THE WRITTEN AGREEMENT IF, DUE TO UNUSUAL CIRCUMSTANCES, IT IS DETERMINED BY COMNAVPERSCOM (PERS-40) SUCH RELEASE WOULD CLEARLY BE IN THE BEST INTERESTS OF BOTH THE NAVY AND THE SAILOR; (2) APPROVED VOLUNTARY REQUEST FOR RELIEF FROM AN SDIP ASSIGNMENT; (3) DISABILITY RESULTING FROM MISCONDUCT, WILLFUL NEGLECT, OR INCURRED DURING A PERIOD OF UNAUTHORIZED ABSENCE; (4) REMOVAL FROM THE SDIP ASSIGNMENT FOR CAUSE, INCLUDING MISCONDUCT; (5) SEPARATION FOR CAUSE, INCLUDING MISCONDUCT; (6) SEPARATION BY REASON OF WEIGHT CONTROL AND/OR PHYSICAL READINESS TEST FAILURE. B. IF A SAILOR BECOMES INELIGIBLE FOR SDIP FOR ANY OF THE REASONS BELOW, RECOUPMENT OF PAYMENTS ALREADY RECEIVED WILL NOT BE REQUIRED: (1) DISABILITY, INJURY, OR ILLNESS NOT THE RESULT OF MISCONDUCT OR WILLFUL NEGLECT, OR NOT INCURRED DURING A PERIOD OF UNAUTHORIZED ABSENCE. (2) SEPARATION FROM NAVAL SERVICE BY OPERATION OF LAWS OR REGULATIONS INDEPENDENT OF MISCONDUCT. (3) DEATH (SEE SUBPARAGRAPH C BELOW). (4) WHERE SECNAV DETERMINES REPAYMENT WOULD BE AGAINST EQUITY AND GOOD CONSCIENCE, OR CONTRARY TO THE BEST INTERESTS OF THE UNITED STATES. C. IN THE EVENT A SAILOR DIES BEFORE THE SDIP IS RECEIVED BYfile:///S|/AIRWING%20CCCs%20ESO/LATEST_THIS_MONTH/NAVADMIN%20070_2007%20SDIP.TXT[7/26/2012 11:18:57 AM]
  12. 12. THE SAILOR OR BEFORE THE SAILOR COMPLETES THE SEA DUTY ASSIGNMENT/EXTENSION FOR WHICH SDIP IS PAYABLE (AND DEATH IS NOT CAUSED BY THE MEMBER?S MISCONDUCT), THE UNPAID/ UNEARNED BALANCE OF THE SDIP SHALL BE PAYABLE IN THE SETTLEMENT OF THE DECEASED MEMBER?S FINAL MILITARY PAY ACCOUNT (UNPAID SDIP SHALL BE PAYABLE IN A LUMP SUM). IF DEATH IS DETERMINED TO BE THE RESULT OF THE MEMBER?S OWN MISCONDUCT, TERMINATION OF ANY FUTURE PAYMENT AND PRORATION OR RECOUPMENT OF THE SDIP, AS APPLICABLE, WILL BE MADE IN ACCORDANCE WITH PROCEDURES ESTABLISHED FOR MEMBERS UNABLE TO COMPLETE A CONTRACTED PERIOD OF SERVICE IS VOLUNTARY OR THE RESULT OF MISCONDUCT. 8. MORE INFORMATION REGARDING THE SDIP PROGRAM, INCLUDING THE SDIP PDM AND PROGRAM UPDATES ARE AVAILABLE VIA THE NAVY PERSONNEL COMMAND WEBSITE AT: http://www.npc.navy.mil/CareerInfo/PayAndBenefits/Sea+Duty+Incentive+Pay+(SDIP)+Program.htm THE SDIP PDM CONTAINS ADDITIONAL DETAILS SUCH AS PAYMENT, BUSINESS RULES, AND EXAMPLES OF REQUIRED PAGE 13 ENTRIES. 9. POINTS OF CONTACT: - COMNAVPERSCOM (PERS-401) (PROGRAM EXECUTION) AT (901) 874-3569/ DSN 882 OR EMAIL AT MILL_SDIP@NAVY.MIL. - DCNO (N130D1) (PROGRAM POLICY MANAGER) AT (703) 695-3128/DSN 225 OR EMAIL AT NXAG_N130D1@NAVY.MIL. 10. RELEASED BY VADM J. C. HARVEY, JR., N1.// BT #1582 NNNNfile:///S|/AIRWING%20CCCs%20ESO/LATEST_THIS_MONTH/NAVADMIN%20070_2007%20SDIP.TXT[7/26/2012 11:18:57 AM]
  13. 13. R XXXXXXZ JUL 12FM CNO WASHINGTON DC//N1//TO NAVADMININFO CNO WASHINGTON DC//N1//UNCLAS//N01306//NAVADMIN XXX/12MSGID/GENADMIN/CNO WASHINGTON DC/N1/JUL//SUBJ/CHANGES IN ENLISTED DISTRIBUTION TO IMPROVE SEA DUTY MANNING//RMKS/1. THIS NAVADMIN ANNOUNCES NEW INITIATIVES TO IMPROVE SEA DUTY MANNINGON OUR DEPLOYING UNITS. IN THE DYNAMIC GLOBAL ENVIRONMENT, ONE CONSTANT ISTHE CONSISTENT DEMANDS ON OUR SEA-GOING FORCES TO PROVIDE CAPABILITY AROUNDTHE WORLD. TO PROVIDE THIS CRITICAL CAPABILITY, OUR TOP PRIORITY IS TOADEQUATELY MAN AND TRAIN DEPLOYED UNITS TO MEET ALL MISSION REQUIREMENTS.OVER THE PAST SIX MONTHS, WE INTRODUCED SEVERAL VOLUNTARY AND STRUCTURALMEASURES TO IMPROVE AT-SEA MANNING: VOLUNTARY SEA DUTY PROGRAM (VSDP),EXPANDED SEA DUTY INCENTIVE PAY (SDIP), SEA SHORE FLOW UPDATES, ADDITIONALSEA DUTY BILLETS IN FUTURE YEARS, AND INCREASED ACCESSIONS. WHILE THESEACTIONS GAIN TRACTION, ADDITIONAL MEASURES ARE NECESSARY TO REDUCE GAPS INCRITICAL SKILLS AND SUPERVISORY MANNING ON UNITS ABOUT TO DEPLOY. OVER THECOURSE OF THE NEXT FEW MONTHS, WE WILL IMPLEMENT CHANGES TO EXISTINGDISTRIBUTION POLICIES, PROCEDURES, AND SYSTEMS TO SPECIFICALLY ADDRESS GAPSWHICH ARE CURRENTLY FILLED ON SHORT NOTICE WITH SAILORS DIVERTED OR CROSS-DECKED FROM OTHER UNITS. FORTHCOMING EFFORTS INCLUDE CHANGES TO THE CAREERMANAGEMENT SYSTEM INTERACTIVE DETAILING (CMS/ID) PROCESS AS OUTLINED IN THISMESSAGE, REVISIONS TO DETAILING BUSINESS RULES FOR SAILORS WITH CRITICALSKILLS IN HIGH DEMAND TO RETURN TO SEA EARLY FROM SHORE DUTY, AND AN UPDATETO THE VSDP. THESE ADDITIONAL INITIATIVES WILL BE PROMULGATED VIA SEPARATENAVADMINS.
  14. 14. 2. THIS NAVADMIN SPECIFICALLY ADDRESSES CHANGES TO THE CAREER MANAGEMENTSYSTEM INTERACTIVE DETAILING (CMS/ID) PROCESS. BASED ON FLEET FEEDBACKREGARDING MANNING DEFICIENCIES AND FIT/FILL, THE ORDER NEGOTIATION PROCESSUSING CMS/ID HAS CHANGED TO PROVIDE GREATER PREDICTABILITY IN FUTURE MANNINGAND REDUCE SHORT NOTICE MANNING ACTIONS INCLUDING CROSSDECKS AND DIVERTS. A. CMS/ID PRESENTLY USES A COMBINATION OF RED AND GREEN ZONEREQUISITIONS TO ADVERTISE AVAILABLE BILLETS. THE RED ZONE REFLECTS THEHIGHEST PRIORITY FLEET BILLETS WHICH ARE FILLED EACH MONTH. GREEN ZONEREQUISITIONS ARE NOT REQUIRED TO BE FILLED EACH MONTH LEADING TOUNPREDICTABILITY IN FUTURE MANNING AND, IN SOME CASES, CAUSING SHORT NOTICEMANNING ACTIONS. BEGINNING WITH THE AUGUST 2012 CMS/ID CYCLE, A SINGLE SETOF SEA AND SHORE BILLETS, AS ESTABLISHED BY MANNING CONTROL AUTHORITIES, WILLBE ADVERTISED AND FILLED EACH CYCLE. B. SAILORS ENTERING INTO THEIR CMS/ID NEGOTIATION WINDOW RETAIN THEABILITY TO APPLY FOR JOBS FROM THE CURRENT SLATE OF BILLETS ADVERTISED INTHEIR RATING/PAYGRADE. C. SAILORS SHOULD SUBMIT FIVE APPLICATIONS FOR ADVERTISED JOBS TO ENSURETHEIR DESIRES ARE TAKEN INTO ACCOUNT. FAILURE TO PROVIDE AN INPUT MAY RESULTIN ASSIGNMENT OF A SAILOR TO A JOB WITHOUT THE SAILOR’S DESIRES CONSIDERED.SAILORS SHOULD PROVIDE INPUT EACH MONTH DURING THE NEGOTIATION PROCESS ONCMS/ID OR VIA E-MAIL/PHONE TO THEIR DETAILER. INPUT VIA THE COMMAND CAREERCOUNSELOR ON THE SAILOR’S BEHALF IS ALSO ACCEPTABLE. D. SINCE ALL BILLETS ADVERTISED ON CMS/ID WILL BE FILLED EACH MONTH,DETAILERS MAY BE REQUIRED TO SELECT A SAILOR WHO HAS NOT APPLIED FOR THEASSIGNMENT OR IS EARLY IN THEIR NEGOTIATION WINDOW. DETAILERS WILL ATTEMPTTO FILL ALL BILLETS USING A SAILORS DESIRED SELECTIONS FIRST, HOWEVER, FLEETREADINESS REQUIREMENTS WILL ULTIMATELY BE THE GUIDING FACTOR IN THE SAILORSASSIGNMENT. SAILORS NEARING THE END OF THEIR NEGOTIATION WINDOW WILL
  15. 15. GENERALLY BE CHOSEN TO FILL ASSIGNMENTS THEY DID NOT APPLY FOR OVER SAILORSWHO ARE AT THE START OF THEIR NEGOTIATION WINDOW.3. THE KEYS TO SUCCESS REGARDING THESE CHANGES ARE COMMAND LEADERSHIPINVOLVEMENT INCLUDING PROACTIVE COMMUNICATION OF THESE CHANGES, AGGRESSIVEAND THOROUGH CAREER REVIEW BOARDS AND COMMAND MANAGEMENT OF ENLISTEDDISTRIBUTION VERIFICATION REPORTS. SUPPLEMENTAL GUIDANCE AND PROGRAM DETAILSWILL BE PROVIDED VIA ADDITIONAL NAVADMINS, UPDATED MILPERSMAN ARTICLES ANDTHE CMS/ID WEBSITE, AS APPLICABLE. QUESTIONS CONCERNING THIS NAVADMIN SHOULDBE REFERRED TO THE NPC CUSTOMER SERVICE CENTER AT 1-(866)-U-ASK-NPC OR (866)827-5672 OR VIA E-MAIL AT CSCMAILBOX(AT)NAVY.MIL.4. RELEASED BY VICE ADMIRAL S. R. VAN BUSKIRK, N1.//
  16. 16. R XXXXXXZ JUL 12FM CNO WASHINGTON DC//N1//TO NAVADMININFO CNO WASHINGTON DC//N1//UNCLAS//N04631//NAVADMIN XXX/12MSGID/GENADMIN/CNO WASHINGTON DC/N1//SUBJ/CHIEF PETTY OFFICER EARLY RETURN TO SEA//REF A/MSG/CNO WASHINGTON DC/XXXXXXXXXX12//#1REF B/MSG/CNO WASHINGTON DC/XXXXXXXXXX12//#2REF C/MSG/CNO WASHINGTON DC/311552ZJAN12//REF D/MSG/CNO WASHINGTON DC/061653ZJUL12//REF E/MSG/CNO WASHINGTON DC/XXXXXXXXXX12//#3REF F/MSG/CNO WASHINGTON DC/091001ZSEP97//NARR/REF A IS NAVADMIN XXX/12, CHANGES IN ENLISTED DISTRIBUTION TO IMPROVESEA DUTY MANNING. REF B IS NAVADMIN XXX/12, LIMITED DIRECTED DETAILING FORENLISTED SAILORS. REF C IS NAVADMIN 043/12, VOLUNTARY SEA DUTY PROGRAM. REFD IS NAVADMIN 205/12, VOLUNTARY SEA DUTY PROGRAM UPDATE. REF E IS NAVADMINXXX/12, VOLUNTARY SEA DUTY PROGRAM UPDATE TWO. REF F IS NAVADMIN 221/97,CHIEF PETTY OFFICER TO SEA POLICY.//RMKS/1. THIS NAVADMIN, IN CONJUNCTION WITH REF A AND EFFORTS TO ADDRESSCRITICAL SENIOR ENLISTED LEADERSHIP MANNING ISSUES IN OUR DEPLOYING FORCES,ANNOUNCES THE CHIEF PETTY OFFICER (CPO) EARLY RETURN TO SEA DUTY PROGRAMWHICH PUTS NEW DETAILING BUSINESS RULES IN PLACE REGARDING SENIOR ENLISTEDLEADERS (E7-E9). THIS PROGRAM, WHICH WAS DESIGNED IN COOPERATION WITH U.S.FLEET FORCES COMMAND AND THE MASTER CHIEF PETTY OFFICER OF THE NAVY TO ENSUREHIGH PRIORITY SENIOR ENLISTED LEADERSHIP POSITIONS AT SEA ARE SUFFICIENTLYMANNED, WILL ENABLE THE EARLY REASSIGNMENT TO SEA OF CPOS ON SHORE DUTYPOSSESSING CRITICAL SKILLS REQUIRED BY OUR DEPLOYING UNITS. THIS PROGRAM IS
  17. 17. DIFFERENT FROM THE LIMITED DIRECTED DETAILING PROGRAM ANNOUNCED IN REF BWHICH IS FOCUSED ON FILLING NEAR TERM MANNING GAPS. THE CPO EARLY RETURN TOSEA PROGRAM IS FOCUSED ON THE LONG TERM AND IS INTENDED TO REMAIN IN PLACE ASA MEANS OF MAINTAINING THE REQUIRED LEVEL OF CRITICAL SENIOR ENLISTEDLEADERSHIP AT SEA.2. SENIOR ENLISTED DETAILING BUSINESS RULES/GENERAL GUIDELINES FOR CPO EARLYRETURN TO SEA VIA CURTAILMENT OF SHORE DUTY ARE AS FOLLOWS: A. APPLIES TO SENIOR ENLISTED LEADERS (E7-E9) SAILORS IN ALL RATINGS. B. TO MINIMIZE THE NUMBER OF CPOS IMPACTED BY EARLY CURTAILMENT OF SHOREDUTY, DETAILERS WILL FILL AS MANY HIGH PRIORITY E7-E9 SEA DUTY BILLETS ASPOSSIBLE BY FULLY UTILIZING THE AUTHORIZED TRANSFER WINDOW. CURRENT POLICYALLOWS DETAILERS TO TRANSFER SAILORS UP TO THREE MONTHS PRIOR TO, OR FOURMONTHS BEYOND, PROJECTED ROTATION DATE (PRD). INVOLUNTARY CURTAILMENT OFSHORE DUTY WILL ONLY BE USED WHEN THERE ARE NO AVAILABLE CPOS IN THE PRDWINDOW AND THERE ARE NO EXCESS PERSONNEL ON SEA DUTY WITHIN THE GEOGRAPHICAREA WHO CAN BE REASSIGNED. EXCEPT TO MEET THE MOST CRITICAL OPERATIONALREQUIREMENTS, ONLY SAILORS WHO HAVE COMPLETED AT LEAST 24 MONTHS OF SHOREDUTY AT THE TIME OF TRANSFER WILL BE CONSIDERED FOR EARLY RETURN TO SEA. C. CANDIDATES WILL BE SELECTED BASED ON VARIOUS FACTORS, WHICH INCLUDE:LENGTH OF TIME ON SHORE, RECENT ADVANCEMENT, FLEET EXPERIENCE, NEC/SKILLSHELD, TYPE OF PREVIOUS SEA DUTY, AND REMAINING OBLISERV. IMPACT ON THE SHOREDUTY COMMAND’S MISSION WILL ALSO BE EVALUATED. E8/9 SAILORS MAY BE CHOSEN TOFILL VACANT E7/8/9 BILLETS AND E7 SAILORS MAY BE CHOSEN TO FILL VACANT E8BILLETS. D. IF EXTENUATING CIRCUMSTANCES OR MISSION REQUIREMENTS PRECLUDE ANELIGIBLE CPO FROM EXECUTING THE SEA DUTY ASSIGNMENT, THOSE CIRCUMSTANCES MUSTBE SUBMITTED TO PERS-40 IN WRITING, WITH COMMAND ENDORSEMENT, WITHIN 30 DAYSOF BEING IDENTIFIED AS A REPLACEMENT UNDER THIS POLICY. PERS-4 IS THE FLAGREVIEW AUTHORITY FOR SUCH CASES.
  18. 18. E. REQUESTS TO TRANSFER TO THE FLEET RESERVE, SUBMITTED SUBSEQUENT TOSELECTION FOR EARLY RETURN TO SEA BY CPOS WITH MORE THAN ONE YEAR OF CONTRACTTIME REMAINING, MAY BE DISAPPROVED. F. HIGH YEAR TENURE (HYT) WAIVER REQUESTS FOR CPOS CHOSEN FOR EARLYRETURN TO SEA WILL RECEIVE FAVORABLE CONSIDERATION. G. CPOS WITH A NUCLEAR NEC (33XX) WILL CONTINUE TO BE DETAILED PER NAVALNUCLEAR PROPULSION PROGRAM PRIORITIES.3. TO ENCOURAGE CPOS TO VOLUNTARILY RETURN TO SEA DUTY, THE FOLLOWINGINCENTIVES ARE CURRENTLY OFFERED VIA THE VOLUNTARY SEA DUTY PROGRAM ASOUTLINED IN REFS C, D AND E. A. GEOGRAPHIC CHOICE OR STABILITY; B. HYT WAIVER CONSIDERATION; AND C. SEA DUTY INCENTIVE PAY FOR ELIGIBLE RATINGS.4. REF F, NAVADMIN 221/97, CHIEF PETTY OFFICER TO SEA POLICY, IS HEREBYCANCELLED.5. FOR THE NAVY TO CONTINUE MEETING WORLD-WIDE OPERATIONAL COMMITMENTS, WEMUST MAINTAIN AT-SEA MANNING READINESS. THESE CHANGES WILL HELP US ENSURECRITICAL SENIOR ENLISTED LEADERSHIP IS WHERE WE NEED IT MOST.6. RELEASED BY VICE ADMIRAL S. R. VAN BUSKIRK, N1.//
  19. 19. R XXXXXXZ JUL 12FM CNO WASHINGTON DC//N1//TO NAVADMININFO CNO WASHINGTON DC//N1//UNCLAS//N01306//NAVADMIN XXX/12MSGID/GENADMIN/CNO WASHINGTON DC/N1/JUL//SUBJ/LIMITED DIRECTED DETAILING FOR ENLISTED SAILORS//REF A/MSG/CNO WASHINGTON DC/XXXXXXXXXX12// #1AMPN/ REF A IS NAVADMIN XXX/12, CHANGES IN ENLISTED DISTRIBUTION TO IMPROVESEA DUTY MANNING.//RMKS/1. THIS NAVADMIN, IN CONJUNCTION WITH REF A AND EFFORTS TO ADDRESSSHORT-TERM MANNING ISSUES IN OUR DEPLOYING FORCES, ANNOUNCES THE LIMITEDDIRECTED DETAILING PROGRAM WHICH WILL ALLOW THE REASSIGNMENT OF SAILORS ONSHORE DUTY WHO HAVE CRITICAL SKILLS REQUIRED BY OUR IMMINENT DEPLOYERS TO SEADUTY. THIS ACTION IS EXPECTED TO IMPACT BETWEEN 200 AND 400 SAILORS NAVYWIDE.2. SAILORS WHO HAVE COMPLETED A MINIMUM OF 24 MONTHS ON SHORE DUTY AT THETIME OF ORDER EXECUTION MAY BE CONTACTED BY THEIR DETAILER AND DIRECTED TO ASEA DUTY ASSIGNMENT PRIOR TO THEIR PROJECTED ROTATION DATE (PRD). DIRECTDETAILED SAILORS WILL BE FINANCIALLY COMPENSATED IN A LUMP SUM, CALCULATEDACCORDING TO MONTHS OF SHORE DUTY CURTAILED.3. LIMITED DIRECTED DETAILING WILL BE ACCOMPLISHED AS FOLLOWS: A. TO MINIMIZE THE NUMBER OF DIRECT DETAILED SAILORS, DETAILERS WILLFILL AS MANY OF THE CRITICAL JOBS AS POSSIBLE BY FULLY UTILIZING THEAUTHORIZED TRANSFER WINDOW THAT INCLUDES MOVING SAILORS THREE MONTHS PRIORTO, OR FOUR MONTHS BEYOND, THEIR PRD MONTH. THIS IS THE NORMAL AUTHORIZEDDETAILING WINDOW, IT IS NOT CONSIDERED DIRECTED DETAILING AND WILL NOT RESULTIN ADDITIONAL FINANCIAL COMPENSATION.
  20. 20. B. DETAILERS WILL COMPILE A LIST OF SHORE DUTY SAILORS BASED ON SHOREDUTY COMMENCEMENT DATE, SAILORS THAT HAVE BEEN ON SHORE DUTY THE LONGEST WILLGENERALLY BE UTILIZED FIRST AND GEOGRAPHIC STABILITY WILL BE MAINTAINEDWHENEVER POSSIBLE. SAILORS THAT ALREADY POSSESS A REQUIRED NEC WILL BECHOSEN UNLESS TRAINING IS AVAILABLE AND CAN BE COMPLETED PRIOR TO THEREQUIRED REPORTING DATE. C. NO SHORE COMMANDS OR SPECIFIC JOBS ARE EXEMPT FROM LIMITED DIRECTEDDETAILING. HOWEVER, SAILORS CURRENTLY FILLING THE FOLLOWING BILLETS OR ATTHE FOLLOWING COMMANDS WILL ONLY BE CONSIDERED AFTER ALL OTHERS: RECRUITDIVISION COMMANDER; ATTACHÉ, RECRUITERS AND INSTRUCTORS, CAMP DAVID, STATEDEPARTMENT, SPECWAR AND SPECOPS SHORE COMMANDS, AND AFLOAT TRAINING GROUPS.SAILORS WITH A NUCLEAR NEC (33XX) WILL CONTINUE TO BE DETAILED PER NAVALNUCLEAR PROPULSION PROGRAM PRIORITIES. D. ONCE A SAILOR IS IDENTIFIED TO FILL A CRITICAL JOB THAT REQUIRESSHORE DUTY CURTAILMENT, BOTH THE LOSING COMMAND AND THE SAILOR WILL BECONTACTED BY PERS-40. PERS-4 WILL BE THE FLAG REVIEW AUTHORITY FOR ANYCOMMAND REQUESTING FLAG REVIEW. E. HIGH YEAR TENURE (HYT) WAIVERS FOR PURPOSES OF COMPLETING DEPLOYMENTSWILL BE APPROVED AND PRD WILL BE SET TO THE PRESCRIBED SEA TOUR (PST) BASEDON THE SAILOR’S SEA SHORE FLOW REQUIREMENT. F. UPON RECEIPT OF ORDERS, FINANCIAL COMPENSATION WILL BE PAID IN THEFORM OF A LUMP SUM PAYMENT. SAILORS WHO ARE UNABLE TO EXECUTE THEIR ORDERSWILL HAVE THEIR FINANCIAL COMPENSATION RECOUPED.4. DECISIONS AFFECTING THE CAREERS AND LIVES OF OUR SAILORS AND THEIRFAMILIES ARE NOT TAKEN LIGHTLY. OUR AIM IS TO CAUSE THE LEAST AMOUNT OFDISRUPTION TO THE CAREERS OF OUR SAILORS AND THEIR FAMILIES, WHILE SUSTAININGFLEET MANNING AND ENSURING OUR NAVY REMAINS MISSION READY ACROSS THE BROADSPECTRUM OF MARITIME OPERATIONS. LIMITED DIRECTED DETAILING IS MEANT TO BEAN INTERIM POLICY TO IMPROVE FLEET MANNING AND READINESS BY FILLING THE
  21. 21. CRITICAL GAPS WE ARE EXPERIENCING AT SEA WITH THE RIGHT SAILORS. WE WILLCONTINUE TO EVALUATE THIS POLICY, ADJUST AS NECESSARY, AND REFINE LONGER TERMSOLUTIONS THAT WILL HELP PROPERLY MAN THE NAVY AT SEA AND ON SHORE.5. RELEASED BY VICE ADMIRAL S. R. VAN BUSKIRK, N1.//
  22. 22. Improving Sea Duty Manning Storyboard The Navy is built on three tenets: Warfighting First, Operate Forward and Be Ready. o These three tenets rely upon the Navy having people in warfighting billets. We have worked to stabilize the size of the Force over the past few years, while at the same time we have strived to ensure the right paygrade mix of Sailors in each individual rating. Currently we are short more than ten thousand Sailors at sea; the vast majority of these gaps are in our undermanned ratings. We conducted the Enlisted Retention Board which helped our Force balance, but nearly one third of our enlisted ratings remain undermanned due to perennial retention challenges. Combined with our normal numbers of Sailors on limited duty, operational deferment, in training and transit, we have critical gaps at sea that need to be immediately addressed. o The gapped billets at sea that affect our operational readiness the most require our most senior Sailors – E5 and above with critical skills in our undermanned ratings. You hear this most often referred to as “Senior FIT.” o As our Navy is in ever-increasing demand around the world, filling these gap billets at sea has become more critical. Although we have significantly improved our balance, we must distribute the available Sailors to our top-priority billets at sea. o We have always been focused on manning in our operational forces. Adjustments to Sea Shore Flow took place over a year ago. Over the past six months, we introduced several voluntary and structural measures to improve at-sea manning: Voluntary Sea Duty Program (VSDP), expanded Sea Duty Incentive Pay (SDIP), additional sea duty billets in future years, and increased accessions. While these actions gain traction, additional measures are necessary to reduce gaps in critical skills and supervisory manning on units about to deploy. To address our sea duty manning challenges, the Navy is using: o Career Management System Interactive Detailing or CMS/ID – we are going to fill the warfighting billets first to improve manning in pivotal fleet prioritized billets (which will be advertised and filled in each cycle). o Limited Directed Detailing – 200 to 400 senior Sailors possessing critical skills will be directed to cut short their shore duty to fill critical gapped sea billets. There is not list of specific ratings that will be drawn from because the gaps are different for each ship. In most ratings, this action will only impact a few Sailors. o Chief Petty Officer (CPO) Early Return to Sea program – Some CPOs may be returned to sea duty early. The Chief’s Mess is the backbone of our sea-going Force, their operational know-how, technical expertise and leadership are critical to mission success. Although we strive to balance sea and shore duty over a career, there is too much risk to operational fleet readiness to gap a senior enlisted billet at sea. o The Voluntary Sea Duty Program that was launched in January is being extended and expanded – Sailors who choose to volunteer for this program have more control over their career. VSDP applicants receive special handling by the detailers to match their desires with an available billet. Also, as an added incentive focused on senior enlisted leaders, High Year Tenure (HYT) waivers will be considered for VSDP applicants.
  23. 23. o Sea Duty Incentive Pay (SDIP)—eligible skill/paygrade combinations will be expanded. If you are a Sailor, you should: o Consider volunteering to extend on sea duty, accept back-to-back sea duty orders, or return to sea duty early via VSDP. There are personal and professional benefits to be gained including SDIP for eligible ratings, choice of duty location, PTS deferment, and even CPO HYT waiver consideration. Professionally, volunteering may offer additional training opportunities, and sustained superior performance at sea is the hallmark for top evaluations and advancement opportunities. o Be proactive; get into CMS/ID and apply for the maximum number of jobs possible so that the detailers know your preferences; Sailors further in the negotiation window are more likely to be assigned a billet they haven’t requested. Our leadership – Command Triad, Chief’s Mess, and Division Officers need to encourage their Sailors to be proactive in communicating job preferences.
  24. 24. R XXXXXXZ JUL 12FM CNO WASHINGTON DC//N1//TO NAVADMININFO CNO WASHINGTON DC//N1//UNCLAS//N04631//NAVADMIN XXX/12MSGID/GENADMIN/CNO WASHINGTON DC/N1/JUL//SUBJ/VOLUNTARY SEA DUTY PROGRAM UPDATE TWO//REF/A/MSG/CNO WASHINGTON DC/XXXXXXXXXX12//#1REF/B/MSG/CNO WASHINGTON DC/311552ZJAN12//REF/C/MSG/CNO WASHINGTON DC/061653ZJUL12//NARR/REF A IS NAVADMIN XXX/12, CHANGES IN ENLISTED DISTRIBUTION TO IMPROVESEA DUTY MANNING. REF B IS NAVADMIN 043/12, VOLUNTARY SEA DUTY PROGRAM. REFC IS NAVADMIN 205/12, VOLUNTARY SEA DUTY PROGRAM UPDATE.//RMKS/1. THIS NAVADMIN, IN CONJUNCTION WITH REF A AND EFFORTS TO ADDRESSCRITICAL MANNING ISSUES IN OUR DEPLOYING FORCES, EXTENDS THE VOLUNTARY SEADUTY PROGRAM (VSDP) OF REFS B AND C TO 30 SEPTEMBER 2013. ADDITIONALLY, TOFURTHER ADDRESS SENIOR ENLISTED LEADERSHIP MANNING ISSUES IN OUR DEPLOYINGFORCES, HIGH YEAR TENURE (HYT) WAIVERS FOR SENIOR ENLISTED SAILORS (E7-E9)WILL NOW BE CONSIDERED IN CONJUNCTION WITH VSDP REQUESTS.2. IN ORDER TO OPEN THE VOLUNTARY SEA DUTY PROGRAM INCENTIVE TO ADDITIONALSENIOR ENLISTED LEADERS AND TO REDUCE THE DEMAND PLACED ON THE CHIEF PETTYOFFICER EARLY RETURN TO SEA PROGRAM, THE FOLLOWING ADDITIONAL VSDP INCENTIVEIS OFFERED: A. HYT WAIVERS (E7-E9): DEPENDING ON RATING, SEA DUTY MANNING AND THEIMPACT TO FUTURE ADVANCEMENTS, HYT WAIVERS WILL BE CONSIDERED ON A CASE-BY-CASE BASIS FOR SENIOR ENLISTED SAILORS VOLUNTEERING TO CURTAIL SHORE DUTY ANDRETURN TO SEA, EXTEND AT-SEA, OR ACCEPT BACK-TO-BACK SEA DUTY ORDERS. LENGTHOF HYT WAIVERS MUST MEET RETAINABILITY REQUIREMENTS FOR THE MINIMUM AMOUNT OF
  25. 25. ACTIVE SERVICE OBLISERV A MEMBER MUST HAVE UPON ARRIVAL AT A NEW DUTY STATIONAFTER A PCS TRANSFER, BOTH IN CONUS AND OCONUS. B. ONCE SAILORS NEGOTIATE AND ACCEPT ORDERS OR EXTEND AT SEA, SUBSEQUENTREQUESTS TO TRANSFER TO THE FLEET RESERVE BEFORE THE HYT WAIVER EXPIRES WILLBE DISAPPROVED. C. SENIOR ENLISTED LEADERS ARE REMINDED THAT CHOICE OF GEOGRAPHICLOCATION IS AN ADDITIONAL INCENTIVE OFFERED BY VSDP AS OUTLINED IN REFS A ANDB. ADDITIONALLY, IF ELIGIBLE, SEA DUTY INCENTIVE PAY (SDIP) CAN BE COLLECTEDIN CONJUNCTION WITH VSDP.3. VSDP REQUESTS WILL NOT BE APPROVED FOR SAILORS HOLDING A NUCLEAR NEC(33XX).4. FOR THE NAVY TO CONTINUE MEETING WORLD-WIDE OPERATIONAL COMMITMENTS, WEMUST MAINTAIN AT-SEA MANNING READINESS. THESE CHANGES WILL HELP US ENSURECRITICAL SENIOR ENLISTED LEADERSHIP IS WHERE WE NEED IT MOST.5. RELEASED BY VICE ADMIRAL S. R. VAN BUSKIRK, N1.//
  26. 26. SDIP ELIGIBILITY CHART Approved: 2 July 2012Rating/Skill Pay Grade Monthly SDIP RateAviation Boatswain’s Mate- Equipment (ABE) E-7 $700Aviation Boatswain’s Mate- Fuels (ABF) E-7/8 $700Aviation Machinist Mate (AD) E-7/8 $700 E-6 $600Aviation Ordnanceman (AO) E-8 $750Aviation Structural Mechanics (AM) E-5/6 $500 E-7/8 $1000Aviation Structural Mechanics- Equipment (AME) E-5/6 $500 E-7 $1000Aviation Electronics Technician (AT) E-7/8 $700 E-5 $500Aviation Maintenance Administrationman (AZ) E-7 $700 E-6 $600 E-5 $500Boatswain Mate (BM) E-7/8 $700 E-5 $500Culinary Specialist (SS) E-7 $700Damage Controlman (DC) E-5 $500 E-6 $600Engineering Duty Master Chief (EDMC) (NEC 3302) E-8/9 $750Engineering Laboratory Technician (ELT) (SS) E-5/6 $500 (NEC 3356/3366)Engineman (EN) E-7 $700 (NEC 4314)Electronics Technician (ET) (SS) (RCN 1002) E-7/8 $700 (SS) (14NV) E-9 $750 (SS) (14NV) E-6 $500 (SS) (1001/1002) E-5/6 $500
  27. 27. Fire Controlman (FC) (NEC 1332) E-7/8/9 $500Fire Controlman (FC) (AEGIS) (NEC 1107, 1111, 1113, 1114, 1119, 1143, E-5 $750 1144, 1148, 1318, 1322, 1335, 1337, 1339) (NEC 1341, 1342, 1343, 1344, 1345, 1351, E-6 $500 1352, 1355, 1361, 1362, 1365, 1371, 1372, 1375, 1381, 1382, 1385, 1391, 1392) mmmmm (NEC 1104) E-8/9 $500Gas Turbine Systems Technician (Electrical) (GSE) E-7 $500 E-6 $600Gas Turbine Systems Technician (Mechanical) (GSM) E-7 $500Gas Turbine Systems Technician (GS) E-8 $750Gunner’s Mate (GM) (NEC 0814) E-7 $700 (NEC 0814) E-6 $600Hospitalman (HM) (IDC) (NEC 8402, 8403*, 8494*) E-5/6/7/8/9 $750 (NEC 8425*) E-5/6/7/8/9 $500Interior Communications (IC) E-6 $600Logistic Support (LS) E-8 $700 E-5 $500Logistic Support (LS) (SS) E-7 $700Machinery Repairman (MR) E-5 $500 E-6 $600Missile Technician (MT) E-8 $500Operations Specialist (OS) (NEC 0318/0324) E-5/6 $500 (NEC 0319) E-6/7 $750 (NEC 0327) E-5 $500Personnel Specialist (PS) E-8/9 $700 E-7 $700 E-6 $600 E-5 $500Quarter Master (QM) E-6 $600 E-7 $700Sonar Technician (STG) (NEC 0527) E-5/6/7/8/9 $750 (NEC 0466) E-5/6 $700 NOTE: Prescribed Sea Tour (PST) must be completed to be eligible. * Qualifying Operational Assignments Only

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