The document provides an overview of the BUPERS 32 Navy Counselors Association Symposium. It discusses topics such as military community management, enlisted advancements including increased opportunity at the E4-E6 and E7-E9 levels, the Fleet RIDE Perform to Serve program, and the Professional Apprentice Career Track and Rating Entry General Apprentice plan. The Perform to Serve program aims to balance enlisted manning using a centralized reenlistment approval process, while PACT and REGA provide career paths for apprentices to become rated within 24 months of arriving at their first duty station.
SEB Chevreux Conference Stockholm March 2009SEBgroup
This document discusses SEB's capital strategy and capital position going into the financial crisis. Key points:
1) SEB established a strategy in 2005 to strengthen capital adequacy to manage expected growth and create a buffer for an economic downturn with lower capital generation.
2) SEB consistently maintained a strong capital position with a conservative dividend policy and work to improve capital quality.
3) As of Q4 2007, SEB's tier 1 capital ratio was 8.6% compared to 6.7% for Nordic peers on average.
4) Recent capital measures of SEK 19.5 billion will increase SEB's pro forma tier 1 capital ratio to 12.1%, positioning it strongly
Considerations for Reserves Recovery Within the Montney Playbcogcommission
This document analyzes reservoir and completion data from the Heritage Montney play in British Columbia to identify best practices for optimizing well performance and reserves recovery. It groups analogous wells based on factors like sub-area, well placement in the reservoir, year of production, and completion technique. Charts show well performance trends over time, with more recent wells achieving higher initial production rates due to improvements like longer horizontal laterals, more fracture stages, and optimized fracture fluids. The analysis aims to support continued technical learning and encourage the application of best practices across the play.
This document summarizes several commissioning programs available to enlisted Navy personnel, including the Naval Academy, Naval Academy Preparatory School, Seaman to Admiral 21 (STA-21), Medical Enlisted Commissioning Program, and Officer Candidate School. It outlines the basic eligibility requirements, such as citizenship, physical fitness standards, age limits, and commanding officer recommendation. Program-specific details are provided, such as education or training length, age limits, degree requirements, and test score minimums.
The document shows test and advancement data for various Navy ratings over 3 cycles. It includes the number of test passers, quotas available for advancement, the percentage of passers that were advanced, and the opportunity rate from the last cycle. The majority of ratings had increasing quotas and percentages advanced at higher ranks, though some specialty ratings had limited or no data in the later cycles.
This document provides guidance on requirements and processes for involuntary separation pay for reservists from the Navy. It outlines that reservists must submit a voluntary request to remain on active duty at least 6 months prior to their separation date to qualify. It also requires reservists to agree to serve 3 additional years in the ready reserve as a condition of receiving separation pay. The document describes the request and record-keeping processes for both officers and enlisted reservists to complete for separation pay eligibility and reserve affiliation.
This document provides an overview of the Limited Duty Officer and Chief Warrant Officer programs. It discusses the eligibility requirements, timeline, rewards, and contact information for those interested in applying. Some key points covered are that the programs provide experienced technical specialists and managers authority to direct difficult operations, eligibility includes a minimum number of years of service and meeting physical standards, and rewards include increased career longevity, promotion opportunities, and retirement pay.
The Loan Repayment Program (LRP) provides student loan repayment to attract recruits into critical Navy ratings. It started in 1999 and messages about eligible ratings are posted 2 weeks before the effective date. To qualify, recruits must have a high school diploma, AFQT score of 50 or higher, and enlist in an eligible rating. The LRP pays a portion of qualifying student loans and affects GI Bill eligibility, with the first 3 years of service counting for LRP and the next 3 potentially qualifying for GI Bill benefits. In FY12, 214 packages were submitted, 71 BCNRs processed, and $10.5M paid out in repayments. The document provides contacts and policies for more information.
1. Retired reserve
2. SELRES
1. IDT
2. 4 days of active duty.
3. $317/ mo MGIB
4. Medical $81/mo
1. $253/mo family coverage
2. Covers members 24/7
5. Mobilization deferment 1 year.
3. IRR requirements
1. Keep NPC advised.
4. Questions
1. What are SELRES obligation?
2. Name 3 benefits of the SELRES.
3. What category of the USNR does not require sailor to drill.
4. What forms must sailor have to affiliate with navy reserve?
5. IRR contract required. IRR have special uic 8040N
6. Dishonorable Discharge if don't comply with IRR contract.
7. They have 6 months to come back to SELRES if PRT failure or right re code.
8. Cannot join if 30% Medical discharge or disability.
9. Without CWAY package approved they can still apply straight with SELRES recruiter.
SEB Chevreux Conference Stockholm March 2009SEBgroup
This document discusses SEB's capital strategy and capital position going into the financial crisis. Key points:
1) SEB established a strategy in 2005 to strengthen capital adequacy to manage expected growth and create a buffer for an economic downturn with lower capital generation.
2) SEB consistently maintained a strong capital position with a conservative dividend policy and work to improve capital quality.
3) As of Q4 2007, SEB's tier 1 capital ratio was 8.6% compared to 6.7% for Nordic peers on average.
4) Recent capital measures of SEK 19.5 billion will increase SEB's pro forma tier 1 capital ratio to 12.1%, positioning it strongly
Considerations for Reserves Recovery Within the Montney Playbcogcommission
This document analyzes reservoir and completion data from the Heritage Montney play in British Columbia to identify best practices for optimizing well performance and reserves recovery. It groups analogous wells based on factors like sub-area, well placement in the reservoir, year of production, and completion technique. Charts show well performance trends over time, with more recent wells achieving higher initial production rates due to improvements like longer horizontal laterals, more fracture stages, and optimized fracture fluids. The analysis aims to support continued technical learning and encourage the application of best practices across the play.
This document summarizes several commissioning programs available to enlisted Navy personnel, including the Naval Academy, Naval Academy Preparatory School, Seaman to Admiral 21 (STA-21), Medical Enlisted Commissioning Program, and Officer Candidate School. It outlines the basic eligibility requirements, such as citizenship, physical fitness standards, age limits, and commanding officer recommendation. Program-specific details are provided, such as education or training length, age limits, degree requirements, and test score minimums.
The document shows test and advancement data for various Navy ratings over 3 cycles. It includes the number of test passers, quotas available for advancement, the percentage of passers that were advanced, and the opportunity rate from the last cycle. The majority of ratings had increasing quotas and percentages advanced at higher ranks, though some specialty ratings had limited or no data in the later cycles.
This document provides guidance on requirements and processes for involuntary separation pay for reservists from the Navy. It outlines that reservists must submit a voluntary request to remain on active duty at least 6 months prior to their separation date to qualify. It also requires reservists to agree to serve 3 additional years in the ready reserve as a condition of receiving separation pay. The document describes the request and record-keeping processes for both officers and enlisted reservists to complete for separation pay eligibility and reserve affiliation.
This document provides an overview of the Limited Duty Officer and Chief Warrant Officer programs. It discusses the eligibility requirements, timeline, rewards, and contact information for those interested in applying. Some key points covered are that the programs provide experienced technical specialists and managers authority to direct difficult operations, eligibility includes a minimum number of years of service and meeting physical standards, and rewards include increased career longevity, promotion opportunities, and retirement pay.
The Loan Repayment Program (LRP) provides student loan repayment to attract recruits into critical Navy ratings. It started in 1999 and messages about eligible ratings are posted 2 weeks before the effective date. To qualify, recruits must have a high school diploma, AFQT score of 50 or higher, and enlist in an eligible rating. The LRP pays a portion of qualifying student loans and affects GI Bill eligibility, with the first 3 years of service counting for LRP and the next 3 potentially qualifying for GI Bill benefits. In FY12, 214 packages were submitted, 71 BCNRs processed, and $10.5M paid out in repayments. The document provides contacts and policies for more information.
1. Retired reserve
2. SELRES
1. IDT
2. 4 days of active duty.
3. $317/ mo MGIB
4. Medical $81/mo
1. $253/mo family coverage
2. Covers members 24/7
5. Mobilization deferment 1 year.
3. IRR requirements
1. Keep NPC advised.
4. Questions
1. What are SELRES obligation?
2. Name 3 benefits of the SELRES.
3. What category of the USNR does not require sailor to drill.
4. What forms must sailor have to affiliate with navy reserve?
5. IRR contract required. IRR have special uic 8040N
6. Dishonorable Discharge if don't comply with IRR contract.
7. They have 6 months to come back to SELRES if PRT failure or right re code.
8. Cannot join if 30% Medical discharge or disability.
9. Without CWAY package approved they can still apply straight with SELRES recruiter.
- Technology can help enhance healthcare delivery and improve patient care by enabling remote monitoring, facilitating communication between patients and providers, and supporting self-management.
- Emerging connected health applications allow real-time tracking of vital signs, medication reminders, fall detection, and access to medical records via mobile devices.
- Connected home systems also offer telemedicine, rehabilitation support, and communication with visiting healthcare workers to improve care for patients while reducing costs.
- Widespread adoption of mobile technologies provides an opportunity to transform healthcare delivery from hospital-based to home-based care through remote monitoring and prevention-focused connected health solutions.
Modelling interacting impacts of processes and decisions on ecosystem dynamic...weADAPT
This document summarizes a final workshop on analyzing decision networks in coastal ecosystems.
(1) The workshop objectives were to contextualize global climate change knowledge into local decision making, investigate land use changes from paddy to shrimp farming in coastal Bangladesh, and develop an ecosystem health framework using multi-criteria analysis.
(2) Case studies from three districts examined land use trends over time and suitability for crops under climate change.
(3) A conceptual framework was presented for assessing sustainable ecosystem services using drivers, pressures, state of ecosystem, and impacts. Criteria and indicators were developed to calculate an ecosystem health index.
The document provides an overview of the Navy Counselors Association Symposium from the perspective of CAPT Hank Roux, Head of the Enlisted Community Manager. It discusses several topics including military community management, enlisted advancements, Fleet RIDE/Perform to Serve, and the Rating Entry for General Apprentices program. The document aims to provide context and address tensions around balancing requirements, resources, policy changes, and personnel needs across different functions and perspectives in naval force management.
This document provides templates for business reviews of projects and support activities. It includes templates for overall summaries, project management, risks, finances, and milestones. The templates are organized into sections for general information, projects, and support. Guidance is provided on the intended use and key information for each template to ensure a consistent approach across reviews.
The document discusses the appropriation of publicly-funded research through laws like the Bayh-Dole Act that allow universities to patent research. It argues that this system privatizes knowledge and may restrict dissemination and follow-on innovation. Instead, it advocates for more open innovation models that use open licensing and cyberinfrastructure to maximize knowledge sharing and creativity. Universities should implement policies that balance intellectual property with open access and research exemptions to foster both traditional and user-driven innovation.
The document discusses the appropriation of publicly-funded research through laws like the Bayh-Dole Act that allow universities to patent research. It argues that this system may discourage innovation by over-privatizing knowledge. Instead, it advocates for a more open approach using open licensing and cyberinfrastructure to maximize collaboration and creativity. Universities should adopt policies that balance intellectual property with open access and user-driven innovation to better serve the public interest.
Option Implied Volatility for Small Cap StocksRYAN RENICKER
Actionable trade ideas for stock market investors and traders seeking alpha by overlaying their portfolios with options, other derivatives, ETFs, and disciplined and applied Game Theory for hedge fund managers and other active fund managers worldwide. Ryan Renicker, CFA
The document provides an outline and introduction to a lecture on quality improvement given by Donald Fetterolf, MD, MBA, FACP, President of the American College of Medical Quality. The lecture covers:
1) A historical perspective on the evolution of definitions and approaches to medical quality, from early definitions borrowing from business to more modern outcomes-focused analysis.
2) An overview of basic tools for continuous quality improvement (CQI), including techniques developed by Deming, and how they have been applied in healthcare settings.
3) Learning objectives of developing an appreciation for the history of medical quality management and becoming familiar with basic and advanced CQI tools and their application in healthcare.
PERT (Program Evaluation and Review Technique) is a statistical tool used to analyze and represent the tasks involved in completing a project. It involves estimating the time needed to complete each task, identifying the dependencies between tasks, and determining the critical path of tasks. Three time estimates are made for each task - optimistic, most likely, and pessimistic times. From these, expected task durations are calculated along with variances. The tasks are modeled in a network diagram and calculations are done to determine the earliest and latest start and finish times for each task. This allows identifying the critical path and calculating float. Project scheduling and control is done using PERT to help ensure timely completion.
A topic trend can be inferred by the usage of tags -- we name it as attention. Time-series analysis for tagging prediction can indicate the evolution of attention flow. This side takes political analysis for example, using time-series technique and discover interesting patterns.
Guo Xin is a senior partner and managing director at Mercer in Greater China, as well as the chairman of Marsh & McLennan Companies in China. He has expertise in strategic organization structure, business processes, and HR systems. His experience includes working with both local private/listed companies and multinationals in China and the US. Today's discussion will cover setting the scene in China, attracting and retaining top talent, ensuring compliance with local legislation, moving critical staff to China, and ensuring success in M&A expansion.
Improved Business Performance: Exploring an Evolved FAO StrategyEverest Group
Industry experts from Price Waterhouse Coopers, Tata Consultancy Services and Everest Group will discuss practices best for evolved FAO outcomes, how metrics can improve performance as well as examples of engagements that have taken on an evolved FAO strategy.
Reducing Time to Market while ensuring Product Quality and Reliability to Gai...Sharon Rozzi
The requirement for getting products to market faster is rising, putting intense pressure on product development teams. This session will examine the following with the aim of reducing product development cycle times:
• Using Lean methods to uncover what is slowing the organization down
• Implementing lean product development solutions in a complex R&D environment
• Leveraging Six Sigma DMAIC to hold the organization accountable to lean improvements and create early proof that the lean approaches are delivering results
• Exploiting the Design for Six Sigma toolkit to institutional Lean Product Development principles such as set based design.
David Jaffe & Steve Mitchinson share their thoughts on how to future proffe your contact centre, from a presentation to the ATA NAtional COnference in 2009, but still very relevant...
This document defines unemployment and discusses different types and measures of unemployment. It provides key trends in UK unemployment from 1990 to 2009, showing a long period of falling unemployment until 2008 when it increased sharply due to the recession. Different types of unemployment are outlined, including frictional, seasonal, structural, and cyclical unemployment. The relationship between GDP growth and employment is examined, as well as implications of unemployment for businesses, such as potential responses to low or high unemployment environments.
Purdue Me State Of The School June 2009lauramedwards
The document provides an overview of the School of Mechanical Engineering from June 2009. It discusses the people, learning, discovery, rankings, and development areas of the school. Key points include new faculty being added, undergraduate and graduate enrollment reaching all-time highs, high research expenditures and awards, strong US News rankings, and over $14 million raised for development in 2007-08.
External risks continue to threaten the global economy but Korea’s economic growth will likely improve in the second half of 2011 and free trade agreements are poised to increase expansion substantially. Those were among the points made at the Korean Economic Forum, co-hosted by Samsung Economic Research Institute and the Korea JoongAng Daily at the Hotel Shilla on May 25. Among the many distinguished guests were ambassadors, CEOs and foreign correspondents.
SERI 2011 Korea Economic Forum
External risks continue to threaten the global economy but Korea’s economic growth will likely improve in the second half of 2011 and free trade agreements are poised to increase expansion substantially. Those were among the points made at the Korean Economic Forum, co-hosted by Samsung Economic Research Institute and the Korea JoongAng Daily at the Hotel Shilla on May 25. Among the many distinguished guests were ambassadors, CEOs and foreign correspondents.
Project Performance Measurement Earned Value A StarterSimonRobertson
The document discusses earned value management (EVM) and its implementation in Microsoft Project. EVM allows measuring a project's schedule and cost performance by comparing the planned, earned, and actual values. Key benefits include having an accurate project status, ability to proactively make corrections, and managing stakeholder expectations. The document outlines how to set up EVM in MS Project, including adding columns to track planned value, earned value, actual cost, schedule and cost variances, and performance indexes. Examples of information tables and charts for tracking and reporting EVM measures are also provided.
Organizations such as Coast Guard, Facebook, Amazon, Department of Defense has a career service provider that helps members make good career decisions and transition enhancing morale and focus on doing a better job in their current position. A lecture and proposal to Coast Guard.
Dr. Astro talks about the importance of Personal wellness and discusses the holistic approach in career counseling in making good personal decisions in life.
- Technology can help enhance healthcare delivery and improve patient care by enabling remote monitoring, facilitating communication between patients and providers, and supporting self-management.
- Emerging connected health applications allow real-time tracking of vital signs, medication reminders, fall detection, and access to medical records via mobile devices.
- Connected home systems also offer telemedicine, rehabilitation support, and communication with visiting healthcare workers to improve care for patients while reducing costs.
- Widespread adoption of mobile technologies provides an opportunity to transform healthcare delivery from hospital-based to home-based care through remote monitoring and prevention-focused connected health solutions.
Modelling interacting impacts of processes and decisions on ecosystem dynamic...weADAPT
This document summarizes a final workshop on analyzing decision networks in coastal ecosystems.
(1) The workshop objectives were to contextualize global climate change knowledge into local decision making, investigate land use changes from paddy to shrimp farming in coastal Bangladesh, and develop an ecosystem health framework using multi-criteria analysis.
(2) Case studies from three districts examined land use trends over time and suitability for crops under climate change.
(3) A conceptual framework was presented for assessing sustainable ecosystem services using drivers, pressures, state of ecosystem, and impacts. Criteria and indicators were developed to calculate an ecosystem health index.
The document provides an overview of the Navy Counselors Association Symposium from the perspective of CAPT Hank Roux, Head of the Enlisted Community Manager. It discusses several topics including military community management, enlisted advancements, Fleet RIDE/Perform to Serve, and the Rating Entry for General Apprentices program. The document aims to provide context and address tensions around balancing requirements, resources, policy changes, and personnel needs across different functions and perspectives in naval force management.
This document provides templates for business reviews of projects and support activities. It includes templates for overall summaries, project management, risks, finances, and milestones. The templates are organized into sections for general information, projects, and support. Guidance is provided on the intended use and key information for each template to ensure a consistent approach across reviews.
The document discusses the appropriation of publicly-funded research through laws like the Bayh-Dole Act that allow universities to patent research. It argues that this system privatizes knowledge and may restrict dissemination and follow-on innovation. Instead, it advocates for more open innovation models that use open licensing and cyberinfrastructure to maximize knowledge sharing and creativity. Universities should implement policies that balance intellectual property with open access and research exemptions to foster both traditional and user-driven innovation.
The document discusses the appropriation of publicly-funded research through laws like the Bayh-Dole Act that allow universities to patent research. It argues that this system may discourage innovation by over-privatizing knowledge. Instead, it advocates for a more open approach using open licensing and cyberinfrastructure to maximize collaboration and creativity. Universities should adopt policies that balance intellectual property with open access and user-driven innovation to better serve the public interest.
Option Implied Volatility for Small Cap StocksRYAN RENICKER
Actionable trade ideas for stock market investors and traders seeking alpha by overlaying their portfolios with options, other derivatives, ETFs, and disciplined and applied Game Theory for hedge fund managers and other active fund managers worldwide. Ryan Renicker, CFA
The document provides an outline and introduction to a lecture on quality improvement given by Donald Fetterolf, MD, MBA, FACP, President of the American College of Medical Quality. The lecture covers:
1) A historical perspective on the evolution of definitions and approaches to medical quality, from early definitions borrowing from business to more modern outcomes-focused analysis.
2) An overview of basic tools for continuous quality improvement (CQI), including techniques developed by Deming, and how they have been applied in healthcare settings.
3) Learning objectives of developing an appreciation for the history of medical quality management and becoming familiar with basic and advanced CQI tools and their application in healthcare.
PERT (Program Evaluation and Review Technique) is a statistical tool used to analyze and represent the tasks involved in completing a project. It involves estimating the time needed to complete each task, identifying the dependencies between tasks, and determining the critical path of tasks. Three time estimates are made for each task - optimistic, most likely, and pessimistic times. From these, expected task durations are calculated along with variances. The tasks are modeled in a network diagram and calculations are done to determine the earliest and latest start and finish times for each task. This allows identifying the critical path and calculating float. Project scheduling and control is done using PERT to help ensure timely completion.
A topic trend can be inferred by the usage of tags -- we name it as attention. Time-series analysis for tagging prediction can indicate the evolution of attention flow. This side takes political analysis for example, using time-series technique and discover interesting patterns.
Guo Xin is a senior partner and managing director at Mercer in Greater China, as well as the chairman of Marsh & McLennan Companies in China. He has expertise in strategic organization structure, business processes, and HR systems. His experience includes working with both local private/listed companies and multinationals in China and the US. Today's discussion will cover setting the scene in China, attracting and retaining top talent, ensuring compliance with local legislation, moving critical staff to China, and ensuring success in M&A expansion.
Improved Business Performance: Exploring an Evolved FAO StrategyEverest Group
Industry experts from Price Waterhouse Coopers, Tata Consultancy Services and Everest Group will discuss practices best for evolved FAO outcomes, how metrics can improve performance as well as examples of engagements that have taken on an evolved FAO strategy.
Reducing Time to Market while ensuring Product Quality and Reliability to Gai...Sharon Rozzi
The requirement for getting products to market faster is rising, putting intense pressure on product development teams. This session will examine the following with the aim of reducing product development cycle times:
• Using Lean methods to uncover what is slowing the organization down
• Implementing lean product development solutions in a complex R&D environment
• Leveraging Six Sigma DMAIC to hold the organization accountable to lean improvements and create early proof that the lean approaches are delivering results
• Exploiting the Design for Six Sigma toolkit to institutional Lean Product Development principles such as set based design.
David Jaffe & Steve Mitchinson share their thoughts on how to future proffe your contact centre, from a presentation to the ATA NAtional COnference in 2009, but still very relevant...
This document defines unemployment and discusses different types and measures of unemployment. It provides key trends in UK unemployment from 1990 to 2009, showing a long period of falling unemployment until 2008 when it increased sharply due to the recession. Different types of unemployment are outlined, including frictional, seasonal, structural, and cyclical unemployment. The relationship between GDP growth and employment is examined, as well as implications of unemployment for businesses, such as potential responses to low or high unemployment environments.
Purdue Me State Of The School June 2009lauramedwards
The document provides an overview of the School of Mechanical Engineering from June 2009. It discusses the people, learning, discovery, rankings, and development areas of the school. Key points include new faculty being added, undergraduate and graduate enrollment reaching all-time highs, high research expenditures and awards, strong US News rankings, and over $14 million raised for development in 2007-08.
External risks continue to threaten the global economy but Korea’s economic growth will likely improve in the second half of 2011 and free trade agreements are poised to increase expansion substantially. Those were among the points made at the Korean Economic Forum, co-hosted by Samsung Economic Research Institute and the Korea JoongAng Daily at the Hotel Shilla on May 25. Among the many distinguished guests were ambassadors, CEOs and foreign correspondents.
SERI 2011 Korea Economic Forum
External risks continue to threaten the global economy but Korea’s economic growth will likely improve in the second half of 2011 and free trade agreements are poised to increase expansion substantially. Those were among the points made at the Korean Economic Forum, co-hosted by Samsung Economic Research Institute and the Korea JoongAng Daily at the Hotel Shilla on May 25. Among the many distinguished guests were ambassadors, CEOs and foreign correspondents.
Project Performance Measurement Earned Value A StarterSimonRobertson
The document discusses earned value management (EVM) and its implementation in Microsoft Project. EVM allows measuring a project's schedule and cost performance by comparing the planned, earned, and actual values. Key benefits include having an accurate project status, ability to proactively make corrections, and managing stakeholder expectations. The document outlines how to set up EVM in MS Project, including adding columns to track planned value, earned value, actual cost, schedule and cost variances, and performance indexes. Examples of information tables and charts for tracking and reporting EVM measures are also provided.
Similar to Capt hank roux enllisted community manager (19)
Organizations such as Coast Guard, Facebook, Amazon, Department of Defense has a career service provider that helps members make good career decisions and transition enhancing morale and focus on doing a better job in their current position. A lecture and proposal to Coast Guard.
Dr. Astro talks about the importance of Personal wellness and discusses the holistic approach in career counseling in making good personal decisions in life.
Humans can often determine a lot about other people just by looking at their faces and bodies. Subtle cues like facial expressions, posture, and clothing choices unconsciously provide clues about personality traits, emotions, intentions, social status, and more. While quick judgments based on appearance alone can be inaccurate, research shows that people tend to form initial impressions about others based primarily on visual information.
This document discusses cultural intelligence (CQ) and how it relates to age and generational culture. It provides links to resources on defining CQ and the pros and cons of diversity as well as a blog post about technologists and CQ, suggesting CQ is important for understanding differences between age groups and cultures.
Tony Astro has experience in career counseling, human resources, business ownership, and diversity training. He has traveled to over 30 countries and volunteers in his community. The document discusses how the Internet of Things will impact customers, innovation, competitors, work styles, and cultural intelligence. It suggests using social media, video, blogs, mobile phones, networking, and other online tools to connect, create, celebrate, collaborate, contact, and communicate in this new digital landscape.
This document contains announcements and advertisements for a series of talks called "FusionTalk" held bi-monthly that last 15 minutes each and cover topics related to business, career, and culture. The talks are free for members of ABAHR and open to all, and are sponsored by various groups and individuals. They are held at different locations in Virginia Beach.
1. Here is something you already know. People like to get free stuff. What kind of people? well, new prospects who need to become aware of your company or services loyal customers who deserve to be appreciated and employees who have gone the extra mile.
2. How about others? Well, trade show visitors love advertising specialties and so do the more than 6 out of 10 people who enjoy receiving their mail every day
3. In fact, the direct marketing association says you can double your response rates with lumpy envelopes containing small items because they make people curious and like we said everyone likes free stuff.
4. Here at Mvoss Creation we have access to thousands of promotional products to fit any budget or company. Better still we can show you how to save time and money by helping you match the right things to the right people for the right occasions that’s what we call flexibility
5. But are logoed items really effective? you bet. Logoed items can promote your company much longer than most other forms of advertising. The advertising specialty institute says promotional items are kept for an average of seven months and more than 60% get passed along to someone else plus they’re memorable - nearly 90 percent of recipients are able to recall the company name on their promotional products.
6. Best of all they’re affordable to business of all sizes delivering a fantastic return on investment of course to get these great results you need to find a great local product
7. Contact Mvoss Creation about totes, backpacks and caps or functional desk accessories, calendars, USB drives and more.
8. There truly is something for everyone Mvoss Creation your convenient one stop source for practical cost effective marketing and print solutions with the power of promotional items to bring your brand to life and Market your Visuals to Optimize your Social & Services of your company, events or your brand contact Mvoss Creation today.
Military & Veteran Career Issues
What challenges and issues do I foresee facing the veteran and military affiliated student population? What role would CHIEFPRENEUR play as the coordinator?
10 minutes presentation
Tony Astro gave a 10 minute briefing on 3 undergraduate degrees: Bachelor of Science in Business, Bachelor of Arts in Christian Ministry, and Bachelor of Arts in Animation. He described the career opportunities, program requirements, and contact information for each degree. The Business degree focuses on principles, theory, and real-world experience to prepare students for careers in fields like marketing, human resources, and accounting. The Christian Ministry degree teaches the Bible, communication, and discipleship to prepare students for church roles and nonprofit work. The Animation degree utilizes advanced technology and software to train students for careers in areas such as game design, animation, and graphic design.
Eligibility Communicating with the board Pre board Membership Quotas Tools of the board Not Presented to Board Members What the Board Considers Board Process Overview Post Board Process Special boards Common Issues/FAQs/MythsEnl advancement board brief for pers 803 webpage (feb 10 2015)
This is directed at all of my Reserve Component Chief Petty Officer shipmates:
“Do you want to take COMMAND? Can you be entrusted to stand tall under pressure? If you are a Chief then the answer must be a resounding “Aye, Aye!” Would you like to drill/serve your country past the maximum 30 years of TIS allowed for enlisted personnel? Do you have what it takes to wear "eagles" on your collar or be a CWO5? Would you like to increase your retirement pay by 50% or even 100%?
If you are an E-7 through E-9 with the desire to reach for one of the most demanding and satisfying positions in the Navy, the Limited Duty Officer or Chief Warrant Officer Commissioning Program may be for you.
The RC LDO/CWO program is actively seeking candidates with the “right stuff”. The RC CWO program is in particular need of support from the CPO mess. We are approximately 50% manned in our RC CWO inventory and we are losing folks almost as fast as we are “making” them. The RC LDO situation is a bit better, but not by much. So the fleet has an incentive to get as many highly qualified candidates into those billets as possible.
If you are a Reserve Component Chief Petty Officer and are interested in the RC LDO/CWO program, then now is the time to take the next step.
The following designator/career fields are OPEN:
623X (LDO SUB REPAIR)
626X (LDO SUB ORDNANCE)
628X (LDO SUB ELEX)
629X (LDO SUB COMMS)
633X (LDO AV MAINT)
641X (LDO ADMIN)
642X (LDO INFO PRO)
645X (LDO INTEL)
649X (LDO SECURITY)
653X (LDO CEC)
711X (SURF DECK CWO)
712X (SURF OPS CWO)
713X (SURF REP CWO)
715X (SEAL CWO)
716X (SURF ORD CWO)
717X (SWCC CWO)
742X (INFO TECH CWO)
744X (INFO WARFARE CWO)
745X (INTEL CWO)
Any interested applicants should take a look at the attached program flyer for more information. Anyone that does NOT already have an RC LDO/CWO mentor to assist with application preparation and the interview appraisal process should immediately contact our Recruiting Action Officer for assistance: CWO2 Richard Townsend: richard.townsend@navy.mil
Applications are due NLT 01OCT2015, so time is running short. The fleet needs you now. I am "living proof" of what the program offers. It worked for me and it can work for you too. Please pass the word.
R,
CAPT Jim Elizares ("commissioned CPO", Anchors earned in 1985)
RC LDO/CWO Community Leader “Mustangs Earn it Everyday”
jameselizares@yahoo.com
james.f.elizares@navy.mil
*** No College Required: Active Duty Commissioning or Officers Program: LDO/CWO *** If you are an E-7 through E-9 with the desire to reach for one of the most demanding and satisfying positions in the Navy, the Limited Duty Officer or Chief Warrant Officer Commissioning Program may be for you.http://www.npc.navy.mil/…/LDO%20and%20CWO%20Recruit%20Your%…
The document discusses eligibility requirements and benefits of the Post-9/11 GI Bill. Key points include:
- To receive full benefits, members must have at least 36 months of qualifying active duty service. Lesser amounts provide reduced benefits.
- Benefits include payment of tuition and fees at public and private colleges, books and supplies stipends, housing allowances, and licensing exam reimbursement.
- The GI Bill can now be transferred to dependents if the service member commits to additional years of military service.
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1. BUPERS
3
BUPERS 32 Overview
Navy Counselors Association Symposium
Sept 24, 2012
CAPT Hank Roux
Head, Enlisted Community Manager
2. Line Up
BUPERS
3
Military Community Management
Enlisted Advancements
Fleet RIDE – Perform to Serve (PTS)
Rating Entry for General Apprentices (REGA)
- Professional Apprentice Career Tract (PACT)
2
3. BUPERS
Community Management (CM)
3
Community
Placement Distribution
Management
Providing Unit level manning Individual
sustainable and requirements assignments to
Focus inventories with meet billet/skill
requisite skills needs (Fit/Fill)
Officer & Enlisted Unit manning Requisitions
Programmed documents
Demand Signal Authorizations (AMDs, SMDs)
(OPA & EPA)
• Often review same things, but from different perspectives
• Collaboration is important & improving
• Process the same for Active & Reserve components
There can be a natural tension between the objectives of each function
3
5. BUPERS
3
Community Management
• Examples of tensions in force management and personnel policies (non-
inclusive):
• Budget vs. mission and requirements
• Growth vs. limited/constrained resources
• Long lead-time planning vs. year of execution
• Instituting change into system
• Executing policy changes can require additional resources
• “Flooding” the fleet with change
• Potential to send mixed signals
• Officer vs. enlisted guidance (law vs. policy)
• Retaining “right” personnel vs. meeting end strength controls
• Special and Incentive pays
• Accession cuts vs. force structure cuts
Law/Policies must be adaptable & flexible to current & future environments
5
6. Other Key Functions
BUPERS
3
• Fleet Engagement
– Assumed mission of Center for Career Development (CCD)
– Fleet concentration area visits in FY-11 included: NORVA,
San Diego, Mayport/Jax, PACNORWEST, Japan
– FY-12 area visits: Naples, Key West, Korea/Guam, San
Diego, Norfolk, Great Lakes, Pensacola, and Groton
– Coordinated trips with PERS-40/4013 representatives
– Brief all CMC/COB & PXO/PCO, as well as SEA classes, in
Newport
• Reports: Quick facts/Stress on the Force, CNP 5x8, Sustaining
the Force (Medical)
• Programs of record: FleetRIDE/Perform to Serve, Stay Navy
Calculators, Navy Retention Monitoring System (NRMS), CCD,
Career Information Management System (CIMS)
• Numerous data calls, ad hoc queries & reviews
6
7. Navy Retention Monitoring System (NRMS)
BUPERS
3
Functional Manager: CDR Arjay Nelson
Assist. Functional Manager: LT Tim Shaffer
• NRMS - PTS Reporting:
– NRMS is receiving weekly PTS-FleetRIDE data updates
– Developing a two-way FleetRIDE-NSIPS web service interface for
implementation in FY13 for more timely data exchange
• PTS Report Development:
– Baseline PTS command-level report will be available to NRMS users as of the
30SEP12 NRMS maintenance release
– Command report will include PTS Take Rate, Application Summary, and Zone
Analysis tabs broken out by UIC; report will utilize drill-through functionality
down to the individual Sailor level
– Purpose is to provide Command Career Counselors with PTS reporting
capability within the same system they currently use for retention/attrition
monitoring
FY13 Development:
– Working with USFF/PACFLT to develop a NRMS Retention Excellence Report
that incorporates Fleet-relevant PTS and retention metrics to replace the
current Unit Honor Roll Report
– NRMS will reflect the Total Force in FY13 upon implementation of the NRMS
SELRES Officer universe
9. BUPERS
E4/5/6 Aggregate Opportunity
3
Solid lines = 10 yr avg
• E6 Opportunity increasing – above 10-year average for first time in 9 cycles
• E5 Opportunity increasing – above 10-year average
• E4 Opportunity increasing – above 10-year average for first time in 5 cycles
9
10. Historical E7/8/9 Aggregate Opportunity
BUPERS
3
30.0% Current
Cycle
E9 E8 E7
25.0%
20.0%
15.0%
10.0%
Solid lines = 10 yr avg
E7 22.10%
5.0% E8 10.97%
E9 12.91%
0.0%
2
1
4
9
5
9
6
9
7
9
8
9
9
0
1
0
2
0
3
0
4
0
5
0
6
0
7
0
8
0
9
0
0
1
1
3
1
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
F
y
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
F
• E9 Opportunity increasing – above 10-year average for first time in 9 cycles
• E8 Opportunity increasing – above 10-year average
• E7 Opportunity increasing – above 10-year average for first time in 5 cycles
10
11. BUPERS
Force Management Tools
3
• Perform to Serve (PTS)
• Professional Apprentice Career track (PACT)
Terms of Reference for Force Shaping Tools:
Efforts to effectively shape the force in quantity, quality and cost must remain centered on
operational requirements, based inarguably on performance, and executed with complete
integrity and utmost timeliness.
11
12. Perform-To-Serve Intent
BUPERS
3
Balances enlisted manning in
each skill set (original intent)
EPA v. Inventory
285000
280000
Manages number of re- 275000
enlistments to stay 270000
within fiscal controls
(force management role) 265000
260000
8
0
2
9
0
2
1
0
2
1
0
2
Inventory EPA
12
13. BUPERS
FleetRIDE/Perform-To-Serve
3
• Centralized re-enlistment approval
(0-14 years of service, up to E-6) 2003
• Significant changes 1 OCT 10 & after: Implemented for first-
term Sailors (Zone A: 0-
• FleetRIDE/PTS integration 6 years of service)
• YG management 2009
• Quota expirations (13 months or change to Expanded to second-
EAOS/SEAOS or Current Enlistment Date (CED)) term (Zone B: 6-10
• Algorithm changes years of service) and
third-term Sailors (Zone
• Quota visibility; plan reconciled monthly C: 10-14 years of
• ISICs have visibility & authorities service)
2011
• Outcomes:
Navy’s primary tool to
• Re-enlist in current skill set manage end strength
• Convert to a different (undermanned) skill set and balance the force
2013
• Transition to reserves FR SELRES (RC to AC)
• Separate Align with CMSID
• Denied-resubmit (up to 6 times in 6 months)
PTS is a performance-based strength management tool 13
14. Fleet RIDE/Perform to Serve
BUPERS
3
• Continued policy execution limiting losses
– Averaging <400 involuntary DFA per month FY12, (JUL 152, AUG 170)
– QMT adjusted to generate quotas @102% of need per YG
– Inventory managed over 3 years vice 1
– Top Sailor in every competitive category receives quota (highest stacker in each YG & Rating)
– Extended free quota to Sailors advanced via NWAE (through March 2012 exam cycle)
• Enhancements completed FY12:
– Secondary UIC assignment to support IA Sailors (All Sailors inputted 03APR12)
– FR to NSIPS Feed – Weekly flat file (completed 30APR12); daily 2 way feed in progress
– ERB and voluntary early out Sailors able to apply SELRES well before SEAOS
– FR Qualification capability rolled out for SELRES
– Tools for Counselors to track command personnel
Command personnel report. Shows all pertinent personnel data for PTS affected Sailors: latest PTS
status, quota expiration, PRD, EAOS/SEAOS
Ineligibility logic inserted into application (e.g., PRT and Eval entries)
Quota expiration notification:
o Approval browser displays expiration date
o Approval letter includes expiration date
o Various splash screens and information banners added
o E-mail notification to CCC 3 months prior to quota expiration (Positive Fleet Response)
• Enhancements for FY13:
– Continue FR expansion into SELRES (e.g., RC to AC)
– FR/CMSID alignment (details in Day 3 breakout with Fleet RIDE staff)
– System hardware and software improvements (RAM and storage increased 8X, OCT12)
– 2 way daily NSIPS Feed will complete most of the PTS application, CIMS/NRMS reports (JAN13)
14
15. FR DCO-Bridge
BUPERS
3
PTS to Fleet Bridge:
•Our Fleet guests log–in on DCO and also dial-in for the Bridge.
•The Bridge lasts for 1 ½ hours:
a) The first half hour consists of BUPERS-320 leadership discussing current and
future enhancements that are occurring in Fleet RIDE and how they affect or will
affect REGA and PTS submissions.
b) The next hour is a question and answer session in order to discuss current policy
and procedures affecting Sailors’ PTS/REGA applications.
Bridge improvements:
a) REGA Quota table posted on the PTS website
b) Sailor’s name and last four on the application
c) The printability of the application screen
d) In the process of adding CMD short-name with the UIC on the ISIC report
Fleet Feedback:
•This is just one more way BUPERS-320 is ensuring that the Fleet is getting good, first-
hand information in order to provide our Sailors the best possible customer service with
the most accurate information! Overall, the Fleet knows they now have a voice in the
process that affects Sailors aboard their commands.
15
16. BUPERS
FR DCO-Bridge
3
FR to Fleet Bridge Schedule:
a) BUPERS 320 will have a fleet community bridge every two-three weeks as schedule permits.
b) Below is the tentative schedule for future FR DCO-Bridge conferences:
16
17. BUPERS
PTS Monthly Process
3
• ECMs load PTS quotas available, SEAOS application shells loaded
• Commands review/validate, enter new applications
• At end of month, applications collected—FR-PTS remains open
• Fleet RIDE sorts applications by EMC code and YG
• Algorithm run
Notes:
• Data used to break algorithm ties: NJP, Warfare Qualifications
17
18. PTS Results
BUPERS
A/C Sailors Oct 2010 - Jul 2012
3
Approved for In-Rate Final: Voluntary vs PTS Losses
156 Involuntary
Separations
Conversions Separated with Approved AC Quota
19. BUPERS
3
PTS Misperceptions
Any NJP will end a
Sailor’s career in PTS
What matters is what
actions are done in/after
NJP (paygrade & evals) Data: OCT 10 – AUG 11
19
20. BUPERS
3
Professional Apprentice Career Track
(PACT)
& Rating Engine General Apprentice
(REGA) Plan
20
21. BUPERS
3
PACT
What is a PACT?
Professional Apprenticeship Career Track which replaced the legacy GENDET program.
Recruited into Surface-PACT, Aviation-PACT, and Engineering-PACT, but can change.
Covenant with the Sailor to be rated within 24 months onboard first Permanent Duty
Station.
Rating Entry Methods & Requirements
Navy-Wide Advancement Exam (NWAE)
Meet Time In Rate (TIR) requirements.
Approved via the Fleet RIDE REGA Module to take an exam.
“A” School
Minimum time on board is 12 months to apply.
Meet all rating entry and “A” School eligibility requirements.
Incur additional OBLISERV (if required).
Direct Rating Entry Designation (RED)
Minimum 12 months on board to apply. Cannot apply for RED into an “A” School required rating.
Meet all rating entry requirements.
Must have valid billet on board present command.
Application deadline is 2359 (Central Time) the last day of each
month.
Up to 3 options per application; once approved for NWAE, applications are “locked out” until results
received. 21
22. PACT Sailor and REGA Status
BUPERS
3
Cumulative & Projected REGA Approvals through end of CY12
*Note: “A” School: 269 Sailors have been approved to attend “A” schools. School seat availability, PRDs and follow
on orders may prevent us from gaining these Sailors into the rated inventory by year’s end. These Sailors are not
included in the table above.
• March NWAE: 1190 Sailors were designated. There were 1477 approved applications to participate
in the March NWAE (80% success rate).
–Reasons for 80% success rate
Failed exams, Sailor’s desire (chose not to take exam), separated prior to exam, lost qualifications (no longer
rating eligible), NJP, etc.
• September NWAE: 1650 NWAE request approved to date. Expect an additional ~350 during
August. An 80% success rate will result in an additional 1600 Sailors designated prior to year’s end.
• RED: 652 Sailors have been approved for designation via RED quotas since the beginning of FY12.
Expect to approve another 500 by December 2012.
22
23. BUPERS
JUL ‘12 REGA Stats
3
• 1,053 PACT Sailors submitted 1,683 requests for 1162 published designation quotas
– Each Sailor can list up to 3 preferences
– JUN: 943 PACT Sailors submitted 1,436 requests for 1523 published designation quotas
• 499 PACT Sailors approved for designation, an additional 18 were approved for Apprenticeship
change (change between A-PACT, S-PACT, or E-PACT)
– 35 via A-school
– 328 approved to take SEP 12 NWAE
– 136 approved for immediate RED at current command
– JUN: 514 approved + 28 Apprenticeship changes
• 48 ratings had quotas
– 8 ratings had 0 requests submitted (6 subsurface ratings)
– 13 ratings had 0 approvals (largest number of published quotas was 5)
– 9 ratings approved 100% of quotas
– JUN: 48 ratings (not all the same), 7 ratings had 0 requests, 10 had 0 approvals, 26 had 100% approvals
• Top Denial Reasons:
– Exceeded quota plan, no required Security Clearance, no NSW package submitted, no valid RED billet at
command
Initial September Quota Plan: 955 Total (68 A-school, 429 NWAE, 458 RED) – will
adjust based on execution and eligible pool
23
24. Highest Demand for PACT Sailors
BUPERS
3
Highest Demand Ratings are Listed on the NPC Website Monthly REGA Plans
A-PACT S-PACT E-PACT
Rating Zone A # Requests/# Quotas Rating Zone A # Requests/# Quotas Rating Zone A # Requests/# Quotas
Manning % (#Approved) JUL Manning % (#Approved) JUL Manning % (#Approved) JUL
ABE 82% 7/55 (4) CS 80% 25/110 (14) DC 87% 9/35 (6)
ABF 81% 17/38 (11) OS 84% 82/68 (33) EM 85% 14/35 (10)
ABH 78% 48/105 (32) BM 71% 136/127 (81)
AO 89% 72/67 (45) YN 82% 113/66 (30)
Note: manning percentages from 03 AUG data.
• Strategies for driving PACT Sailors to needed rates:
– SRB: Supply ECM has requested Zone A SRB for the CS rate to help drive PACT inventory to
apply. If successful, BUPERS-32 will consider adding more Zone A SRB to assist in driving
future PACT Sailors into the rates where they are needed the most.
– Other Fiscal Incentives: BUPERS-3 is in-work with N130 to examine the potential to add a
fiscal incentive for PACT Sailors to apply for rates with high demand/low applications
(designation bonus).
– Policy: Proposed MILPERSMAN article (1306-610) will give the ECMs the authority to assign
rates to those Sailors that have exceeded 30 months of active service.
– STRATCOMS: Fleet engagement visits, Navy.mil articles, Force weekly, website information,
etc.
24
27. BUPERS
Enlisted Retention Board
3
EPA v. Inventory
• High retention rates, low attrition rates for
4500
several reasons (economy, benefits, etc.).
4000
• Changes in the force have required a
3500
realignment of work & people.
3000
• Results in unexpected over- and
2500
under-manned ratings.
• Other force management tools, both
2000
1500 voluntary (e.g., Enlisted Early Transition
1000
Program) and involuntary (e.g., Perform to
Serve), were not achieving required end
500
strength.
0 • Didn’t want to add more pressure to
Perform to Serve since it is limited to a
small portion of force each year.
9
0
2
1
0
2
1
0
2
1
0
2
3
1
0
2
4
1
0
2
5
1
0
2
Inventory EPA
31 ratings with imbalances between 7 and 15 years of service boarded
27
28. Enlisted Retention Board Results
BUPERS
3
• 2,941 in a “not selected for retention” status as of 27 JAN 2012
• Phase I: 1,918 not retained of 7,625 Sailors (74.85% retained)
• Phase II: 1,024 not retained of 7,761 Sailors (86.81% retained)
• 47 results vacated due to advancement; 2 members determined not eligible after
the board (as of 27 JAN 2012)
• If not selected for retention, then must separate no later than 1 SEP
2012, unless operational waiver approved for later separation date (up to
90 days later).
– Other dates must be coordinated with command.
• Honorable Discharge unless lesser characterization is warranted.
• Conversions approved (2,208 total packages submitted):
• Phase I: 67/163 (41%)
• Phase II: 63/173 (36%)
• Overall: 130*/336 (39%)
• *Note: 124 as of 27 JAN 2012 due to advancements vacating results—retained in rate
80.86% Retained Including Conversions
28
Editor's Notes
The functions BUPERS-3 executes
10/02/12 19:38 What is PACT? PACT program consists of three apprenticeship track. A/E/S. The PACT Program will focus on a two-way commitment between Sailors and Navy that will lead to a rewarding and challenging career path within two years service onboard the Sailor’s first Permanent Duty Station We no longer access Recruits as SN GENDETs In FY08 we replaced the GENDET Program with the PACT Program. SN, AN, and FN GENDET Sailors remaining in the Fleet will continue with the GENDET Transition strategy announced in NAVADMIN 267/05 or be placed into the PACT Program when possible. How is PACT different from the GENDET Program? Our recent analysis clearly shows that Sailors enlisted into the GENDET Program, and met professional growth expectations such as rating designation and advancement, reenlisted at a higher rate than first-term averages. We were also successful in placing them into career paths that best matched their interests and qualifications with Navy Force Shaping needs. However, it is also evident that the GENDET Program did not have a monitored, uniform process in place to ensure the necessary career development guidance was delivered and that all available rating designation options were utilized. The PACT Program will focus on a two-way commitment between Sailors and Navy that will lead to a rewarding and challenging career path within two years service onboard the Sailor’s first Permanent Duty Station. How will the career development process be monitored to ensure the PACT Sailors are transitioning to ratings in accordance with PACT program objectives? Command Retention Teams and Career Counselors now have very effective counseling and Career Development Program support tools available. We will build on my existing mandate that Fleet Rating Identification Engine (RIDE) be used to screen all GENDETs for rating entry via the Navy Wide Advancement Exam. All PACT Sailors will receive a Fleet RIDE rating eligibility screening upon reporting to their Permanent Duty Station to initiate their rating designation roadmap. Job Opportunities In the Navy (JOIN), a rating interest measurement tool, is now available. Career Information Management System (CIMS) will be used to document completion of required Career Development Boards (CDB). We have incredibly powerful tools to manage our career development process while ensuring we are best meeting our Force Shaping goals by directing apprentices toward rewarding career paths that also optimize their abilities.