1. NAVY
BUPERS 3
BUPERS 3
Enlisted Brief
Fleet Engagement
UPDATED 7 July 2011 11-14 July 2011

2. NAVY
BUPERS 3
Specific Community Management
Active & Reserve, Officer & Enlisted
 Force structure management
 Accession planning  Advancement/Promotions
 Quality, quantity, policy  Career paths
 Lateral conversions/Redesignations  Retention
 Training  Retirements
 Initial („A‟) school requirement  Separations (early, hardship)
 Advanced/career („C‟) school requirements  Sea shore tour lengths
 Policy advisor to NETC/OTC  Perform to Serve (PTS)
 Review billet changes for impacts on  Continuation/SERAD
community health  Probationary Officer Continuation and Redesignation
 Sea/shore rotation Board
 Career progression  Enlisted Retention Board (ERB)
 Geo Stability  Incentives
 Pay
 Information dissemination
 Bonuses
 Link, web pages, PAO efforts
 Special duty assignment pay (SDAP)
 Fleet engagement visits
 Training incentives (STAR/HPSP)
 Miscellaneous
 NEC changes, Occupational standards, ASVABs
Assess, monitor, inform, develop, review impacts—limited execution

3. NAVY
BUPERS 3
Force Shaping

4. NAVY
FY11 Total Force Landscape
BUPERS 3
Navy Five-Year Defense Plan Profile
Total Force
“Pre-decisional”
Officer Enlisted

5. NAVY
BUPERS 3
Force Stabilization Tools
ENLISTED OFFICER
 Reduced Accessions  Probationary Officer Continuation &
Redesignation Board
 “Blended” SRB
 Career Status Boards
 STE Policy
 Limit Retire/Retain and Age Waivers
 Selected TIG Waivers
 Selected TIG Waivers
 Selected Early Out
 Limit Retraction of Retires/Resigs
 Perform to Serve (Zones A/B/C)
 High Year Tenure
 Selective Early Retirement / Continuation
Board (O-5 and O-6 FTS)
 E7-9 >20 Continuation Board
 Special and Incentive Pay Reviews
 Special and Incentive Pay Reviews
 Minimum Service Requirement Waiver
 Enlisted Retention Board (ERB)
 Admin Selection Boards
Force Shaping Lever Working Group Initiated

6. NAVY
FY11 Strategic Context
BUPERS 3
End Strength Unprecedented Retention
• E/S expected to decrease overall across the FYDP 10.0%
95%
8.0%
Zone C
Reenlistment Rate
Unemployment Rate
85%
6.0%
75%
Zone B
4.0%
65%
Zone A
55% 2.0%
45% 0.0%
FY 00 FY 01 FY 02 FY 03 FY 04 FY 05 FY 06 FY 07 FY 08 FY 09 FY 10 FY 11
There is a moderate to strong positive correlation between
unemployment rate and reenlistment rates
Decreasing Attrition Reenlistment Behavior
18,000
12.00%
16,000 New policy
10.00% encouraged
14,000 long –term behavior
8.00%
12,000
6.00% Zone A 10,000 Goal
Zone B
4.00% 8,000 Actual
Zone C
2.00% 6,000 FY10 Only
4,000
0.00%
2,000
0
A B C
Sailors are staying out of trouble Sailors making earlier long term commitments 6

7. NAVY
BUPERS 3
FleetRIDE-Perform-to-Serve
7

8. NAVY
BUPERS 3
Perform-To-Serve
• Centralized re-enlistment approval 2003
(0-14 years of service) E6 and below Implemented for first-
term Sailors (0-6 years
• Manages number of re-enlistments to stay of service)
within fiscal controls
• Balances enlisted manning in each skill set 2009
Expanded to second-
• Outcomes: term (6-10 years of
service) and third-term
1 Re-enlist in current skill set Sailors (10-14 years of
service)
2 Convert to a different (undermanned) skill set
3 Transition to reserves 2011
4 Separate Navy’s primary tool to
manage end strength
5 Denied-resubmit (up to 6x in 6 months) and balance the force
PTS is a performance-based strength management tool
8

9. NAVY
Perform-to-Serve
BUPERS 3
Use and Timeline
Force Balancing / Shaping Tool
• Performance based quota reservation system (In-rate / Conversion / SELRES)
• Rating conversion (Overmanned  Undermanned)
• Controls reenlistment / continuation between zones
• End strength management
Application Timeline
Months prior to Sailor’s End of Obligated Service (EAOS) as extended
24-15 15-12 12-6 6 5-3
Results published monthly.
Sailors receive notification
Reserve of:
PTS Application Component PTS
• Career Window
Approved: In Rate
Development application Approved: Conversion
Board Denied: Denied Quota but
• Use RIDE to review Orders negotiation may resubmit monthly
current quotas and window 9-7 mo Denied Final: Denied
opportunities quota and directed to
• Consider retaking separate at EAOS (as
ASVAB Submit PTS extended)
Final PTS
Application
determination made
9
COC plays a critical role…

10. NAVY
BUPERS 3
Check to see if there Number of applications
Number of Year
Check to “Conversion
are any see if there Number of applications
submitted for available
Number of(YG) quotas
Group Year
are any “Conversion
Out” quotas submitted for available
YG quotas
Group (YG) quotas
published by ECMs
Out” quotas YG quotas
published by ECMs

11. NAVY
BUPERS 3
Community Manager – OS Rating
Year Group Analysis
1000 Sea Shore Flow Manning Adv. Opp.
EPA
Providing RED
900
opportunity for
E1-E3 TOUR SEA SHORE Sea Shore 10/10 ALNAV
800 E4
―OS‖, Limited NWAE.
700
E5 1ST 54 36 E9 79% 124% 6% 11.9%
E6
600 E7
2ND 48 36 E8 110% 90% 9% 10.4%
Inventory
E8
500 E9
2012 EPA
3RD 48 36 E7 121% 92% 22.5% 18.2%
400
300
2013 EPA
2014 EPA
4TH 36 36 E6 102% 97% 1.7% 10.7%
200
Red Upper
Yellow Upper
5TH 36 36 E5 89% 106% 32.2% 16.0%
100 Red Lower
Yellow Lower
6TH 36 36 E4 100% 152% 42.7% 24.0%
0
7TH 36 36 E1-3 139% 7000% TIR TIR
1987
1986
1985
1984
1983
1982
2011
2010
2009
2008
2007
2006
2005
2004
2003
2002
2001
2000
1999
1998
1997
1996
1995
1994
1993
1992
1991
1990
1989
1988
Year Group
EPA by Paygrade vs Inventory
E9
E8
E7 EPA (FY11) ECM Notes:
E6 Total Inventory
E5 EPA (FY13)
- Conducted Air Control HPRR, further discussion
E4 at multiple BRT’s.
E1-3 - Proposed changes support building AJM career
0 500 1000 1500 2000 2500 3000 3500 path for air controllers utilizing NEC 0327 as
apprentice base.
E1-3 E4 E5 E6 E7 E8 E9 Total - Rate manned at 102%.
%INV to FY11 EPA 122% 102% 95% 100% 104% 99% 100% 102%
EPA (FY11) 1083 1143 3159 1241 582 183 32 7423
Total Inventory 1319 1164 3014 1241 605 181 32 7556
EPA (FY13) 1061 1146 2938 1204 603 167 32 7151
%INV to FY13 EPA 124% 102% 103% 103% 100% 108% 100% 106%

12. NAVY
FR-PTS Stacking Algorithm
BUPERS 3
Entry Point:
CO‟s Sailors selected for
recommendation Sailors in Highest
advancement, but not
for Retention Paygrades
yet advanced (frocked)
required to enter
the PTS Stacking
Cumulative Average
Sailors who hold of up to the 5 most
Proximity to PFA critical NECs/ OR recent Evaluations
EAOS
RIDE score for
Conversions
MILPERSMAN ART 1160-030
Members must be Promotable and recommended for
advancement on the Last (2) Graded Evaluations to be
Reenlistment Eligible (Professional Growth Criteria)
PTS OUTPUT
* Approved to Reenlist in Current Rate
ECM Review
* Approved to Convert to New Rate
•NJP DATA(ECM Review)
* Denied - No Quota Available (resubmit application )
•Warfare Qualification (ECM
* SELRES Option Review)
* Denied Final Action

13. NAVY
BUPERS 3
FY-11 To Date A/C PTS Applications
Total Decisions – 35,413
7% Approved In-Rate - 21,941
24%
Approved Convert - 997
62% Approved SELRES - 1,456
4% Final Denied-Active - 8,621
3% Final Denied-Other - 2398
13

14. NAVY
PTS Take-Aways
BUPERS 3
 Involvement is key
 Early is better
 Trust, but verify (CDBs, applications, etc)
 Know the system, know what can be influenced and what can‟t be
 EVALs
 Be honest—inflated evals could hurt a better Sailor
 Know when someone is coming into PTS window
 Use other programs to address misbehavior/ substandard performance
 Push conversion option after 2-3 looks
 Alternative is likely a separation quota
 Still get in rate look first—increases opportunity (4/month vice 1)
 Prepare for conversion well before PTS window
 If separating, push SELRES affiliation

15. NAVY
BUPERS 3
Enlisted Retention Board
15

16. NAVY
BUPERS 3
Enlisted Retention Board
 Board addresses select overmanned skill sets
 31 skills sets, > 103% manned
 ~ 16K Sailors considered, retain ~13K
 E4 – E5 Board (22 Aug to 16 Sep)
 E6 – E8 Board (26 Sep to 21 Oct)
 Each board presided by Flag Officer
 Each record receives 2 independent reviews
 Board outcomes
• Selected for retention in rate
1
• Approved for conversion
2
• Not selected for retention (approved for transition to Selected Reserves)
3
 Commanding Officers will have 7 days to notify/counsel affected
Sailors before results posted
Targeted method to improve fit in select overmanned skills
Reduces “pressure” on Perform to Serve
16

17. NAVY
BUPERS 3
ERB: Performance Indicators
All personnel eligible for the board will
have their records reviewed for the
following basic performance standards:
• Substandard performance of duty
• Declining performance
• Detachment for cause per MILPERSMAN 1616-010
• Removal of security clearance when required by rating
• Military/civilian conviction or NJP
• Administrative/personnel action for misconduct such as DUI,
DWI, spouse or child abuse
Sustains Quality of the Force based on Performance
17

18. NAVY
Timeline and Conversion Opportunity
BUPERS 3
2011 2012
MAR APR MAY JUN JUL AUG SEP OCT-NOV JAN- MAR JUN SEP
E4-5 E6-8 Reserve Component
OSD (P&R) Eligibility application Separate
notification
Conversion Board Board
applications verification/
(4 weeks) weeks)
(4
accepted Sailors
correspond with Separation
Board notification
Eligibility Conversion
announcement selection 90-day operational
NAVADMIN waiver
Conversion Opportunity:
• Only those Sailors not selected for retention by the ERB will be considered
for conversion
• If selected for conversion, ERB result will be vacated and they will continue
service in their new rating
Conversion application deadline extended to 15AUG for more to apply
18

19. NAVY
FY 12 8-15 LOS Board Eligible Population
BUPERS 3 of Overmanned Ratings
F
Population in PTS LOS
TOTAL ELIGIBLE RATING EMC
Sp
Window w/SEAOS in E
POPULATION FY12:
23,696 E7-E8: 0 EA H140
AG A410 1
E6: 1,852 MMSW B130 4
E5: 3,700 GSE B121 1
E4 666 FC B310 6
Total: 6,218 AS A430 2
SH B730 3
AZ A440 3
PS B710 5
Population NOT in PTS AWV A550 1
AD A110 8
Window with SEAOS >
AWR A505 2
FY12: AT A210 1
E7-E8: 1,612 MR B250
E6: 6,135 ABF A102 2
E5: 9,201 CE H110 2
E4: 530 BU H100 4
AWF A530 2
Total: 17,478
SW H170 1
CM H120 3
EO H150 3
PR A450 2
UT H190 1
Enlisted Retention Board ETSW B420 1
STG B340 5
NOTES: Target Population (FEB11)
RP B720 1
1. EXCLUDES NUCLEAR RATINGS AND SRB RECIPIENTS based on
AE A200 5
Spring SRB MSG.
AM A130 1
2. LOS 8-15 (YOS 7.01 – 14.99)
MN C160 1
3. Includes Time in Rate (TIR) greater than 1 year. OS B440 1
EMSW B210 5

20. NAVY
Conversion Opportunity
BUPERS 3 Undermanned Ratings
Conversion eligibility requirements waived to The following ratings will
allow all ERB eligible Sailors maximum accept applications for
opportunity to convert conversion:
• Years of Service: Greater than 12 years CS(SUB) CTR
of service can apply FT HM
• Paygrade: All personnel regardless of CTI CTT
paygrade can apply ITS NCC
• PRD: Personnel with more than 12 CTM ET-NAV
months to PRD can apply
LS(SUB) YN(SUB)
• Minimum activity tour: No restriction for
minimum activity tour requirement CTN ET-RADIO
MM-WEPS (SUB)
• PCS: Personnel in receipt of PCS orders
can apply
• OBLISERV: No restriction for Obliserv
requirements incurred as a result of
20
reenlistment, training or other programs

21. NAVY
BUPERS 3
Transition Assistance for ERB Sailors
Current Benefits for Invol Seps Enhanced Benefits for ERB Sailors
 Transition Assistance Program  Proposed
 Involuntary separation pay (monthly NAVSEA/NAVAIR/SPAWAR
base pay x12 x years-of-service x ―shipmate to workmate‖ hiring
10%) program/job fair
 Transitional TRICARE (180 days) +  Pending Contracted professional job
premium based medical coverage placement, interview skills, resume
(18 months Continued Health Care writing (90 days)
Benefit Program (CHCBP))  Mandated 60 days INCONUS prior
 ID card for access to medical and to separation
other benefits  Sailor choice of transition date
 Extended Commissary and (command endorsed)
Exchange (2 years)  Command waiver for operational
necessity (90 days)
Still in development
21

22. NAVY
Senior Enlisted Continuation Board
BUPERS 3
• NAVADMIN 194/11 (052211ZJUL11) outlines criteria, board
membership and defines those in exempt billets
• Convenes 5 Dec 2011
• A performance-driven review of Master Chiefs, Senior Chiefs and
Chiefs with more than 19 years of service and three years time in
grade
• No quotas
• Documented misconduct and substandard performance are the
primary reasons a Sailor would not be selected for continued
service.
• Examples (listed in the NAVADMIN) include:
• Substandard Performance of Duty
• Declining Performance
• Military or civilian convictions, and non-judicial punishment.
• Inability to perform duties required by rating, such as through removal of
security clearance
• Members not selected for continuation must transfer to the Fleet
Reserve or retire NLT 30 September, 2011

23. NAVY
CAREER DEVELOPMENT FOUNDATION
BUPERS 3 ―Brilliant on the Basics”
 ENGAGE AND CHALLENGE YOUR
SAILORS… Earl y Engagement
Easy acronym (SAILOR) for
leadership to remember the
“Brilliant on the Basics”
Orientation
Sponsorship/First 72 hrs
Assign a reliable mentor (key to
mentoring success) Career Development
Boards
Indoctrination (schedule/include
spouse)
Leadership involvement
(DIVO/LCPO/LPO- CDB Managers) Plan Evaluation
Ombudsman Program (Introduce to
ALL Sailors)
Recognition Program (Awarding
Transfer
Sailors for hard work) Separation Retirement
AC or RC
Early Engagement ---Setting The Tone for Success

24. NAVY
BUPERS 3
PREPARING FOR ADVANCEMENT
• Make sure all eligibility requirements are met
• Make sure you understand sustained superior
performance on evals
• Ensure you know about the tools to help succeed
(Bibliography, AESG, schools, profile sheets, etc.)
• Use the Advancement Exam Strategy Guide (AESG) to
help focus on study plan.
• START EARLY--don‟t wait until the last minute!
• Verify all info is current and accurate on worksheet and
answer sheet

25. NAVY
QUALIFYING TO TAKE THE EXAM
BUPERS 3
• CO recommendation
• Meet minimum time in rate (TIR) requirement
• Proper Path of Advancement
• Meet requirements for rating (i.e. citizenship, security clearance,
and training prior to date of exam)
 Requirements must be met for PACT Sailors
- Counseled by their Career Development Team (CDT)
and submit application through FLEET Ride
- Must receive approval through FLEET Ride prior to the
date of examination

26. NAVY
BUPERS 3
Select

27. NAVY
BUPERS 3
Click on

28. NAVY
BUPERS 3
Choose Exam Cycle and prospective Paygrade

29. NAVY
Navy Reserves
BUPERS 3
Look Before You Walk!
A Commitment To The Navy
Reserve Earns:
• Secure Retirement Pension
• Medical Retirement Benefits
• Extra Monthly Income
• Navy Camaraderie, SGLI, Paid Travel and
more…

30. NAVY
BUPERS 3
Benefits
• Reserve Retirement benefits (after 20 qualifying years of
service)
• Affiliation Bonuses and Critical Wartime specialty pays
(NAVADMIN 294/10)
– Up to $20K
• 2 Yr Mob Deferment (NAVADMIN 007/07)
• Receive 1 day of pay per every 4 hours of drill. Receive 4
days of pay for a typical drill weekend along with flexible
drill opportunities.
• Full low cost medical coverage for you and your family.
Tricare Reserve Select while drilling. At age 60, Tricare
Prime Family Dental Plan
• SGLI $400,000 ($29 a month)
• Foreign Language/Cultural Studies Bonus
• Network for jobs and business opportunities (Priceless)

31. NAVY
Benefits con’t
BUPERS 3
• Montgomery GI Bill ($333 a month full time)
– 6 year drill obligation, No out of pocket cost
• POST 9/11 GI Bill
• Camaraderie, pride and patriotism
• Recall / Active Duty for Special Work (ADSW)/Full Time Support
(FTS) opportunities
• Educational Benefits (Navy College, Dantes, CLEP, Apprenticeship
Program, Tuition Assistance)
• Space “A” availability for air travel
• Full MWR privileges (golf, gym, & theater)
• Thrift Savings Plan
• Unlimited Navy Exchange & Commissary visits

32. NAVY
BUPERS 3
TRICARE Reserve Select
TRS COST/PAYMENTS
MEMBER ONLY FAMILY
• Monthly Premium $49.62 • Monthly Premium $197.65
• Annual deductible E4 & • Annual deductible E4 &
below: $50 below: $100
• Annual deductible E5 & • Annual deductible E5 &
above: $150 above: $300
• Prescription Drug Plan $3 • Prescription Drug Plan $3
Generic $9 Brand Name Generic $9 Brand Name

33. NAVY
What to expect
BUPERS 3 during a drill weekend
Typical Drill Weekends:
• Once a month (most NOSC) Larger NOSC 2 drill
weekends (only required to attend 1)
• Readiness requirements
– Orders (AT/ADT/IDTT/ADSW/ADOS)
– MOB/IA Screening
– Medical/Dental
– Uniforms
– NKO
– PG2/SGLI
– Wills/Power of Attorney

34. NAVY
What to expect
BUPERS 3 during a drill weekend con’t
Typical Drill Weekends:
• Administrative requirements
– Unit musters (4 Total, 2 x day)
– PFA (Spring/Fall)
– Evals/Fitreps
– Urinalysis
– CDB’s
– Reenlistments/Extensions
– Change of rating/HYT/Age 60 waiver request
– Exams (Feb/Aug)
– Bonus
– MGIB-SR (SOU/NOBE)

35. NAVY
SELRES VS ACTIVE DUTY
BUPERS 3 ADVANCEMENT OPPORTUNITY
80
70 71.8
67.4 66.9
E-4 % of Advancement
60
50
Active
40
34.4 Selres 18
30
24.8 24.8 Linear (Active) 16 16.2
20
E-6 % of Advancement
Linear (Selres) 14 14.2
10 12.4
12 12.2 12
0 10.4
10 Active
Jul-09 Jan-10 Aug-10 Feb-11
8 Selres
Exam Dates 6
Linear (Active)
4
Linear (Selres)
40 2
36.6 0
35
E-5 % of Advancement
30 Jul-09 Jan-10 Aug-10 Feb-11
30.1
27.4 Exam Dates
25
Active
20 19.6
15.7 15.6 Selres
15
Linear (Active)
10
Linear (Selres)
5
0
Jul-09 Jan-10 Aug-10 Feb-11
Exam Dates

36. NAVY
Career Transition Office
BUPERS 3
CTO Contact Information
• Web-site
– http://www.npc.navy.mil/CareerInfo/Transition/
• Email
– cto.enlisted@navy.mil
– cto.officer@navy.mil
• Phone
– 1-866-U-ASK-NPC
– (901) 874-4108

37. NAVY
In Closing…..
BUPERS 3
 Community Management
 Force Shaping
 Fleet RIDE – Perform to Serve
 Who and when to apply
 Remember conversion options
 Enlisted Retention Board (ERB)
 Career Development
 Evals - Are you doing everything to make yourself successful
 Advancement - Study habits, exam preps
 Navy Reserves
 Benefits
 Expectations

38. NAVY
BUPERS 3
Questions?
38