FTSW success workshop_28 jan 09

NC1(AW/SW) Montgomery
CCC

OBJECTIVES

PROVIDE FIRST TERM
MEMBERS WITH
NECESSARY INFORMATION
TO MAKE DECISIONS
CONCERNING THEIR NAVAL
CAREER.

NAVY CORE VALUES
• Honor - honesty, integrity in one’s beliefs and
actions

• Courage - the quality of mind or spirit that
enables a person to face difficulty, danger,
pain etc., with firmness and without fear

• Commitment - a pledge or promise; obligation

BLACK KNIGHT CORE
VALUES
• Loyalty - faithfulness to commitments or
obligations.

• Integrity - adherence to moral and ethical
principles; soundness of moral character;
honesty

• Accountability – subject to the obligation to
report, explain, or justify something;
responsible; answerable.

CAREER KEYWORDS...
• Goals - the result or achievement toward
which effort is directed.

• Success - a successful performance or
achievement.

• Achievement - something accomplished, as
by superior ability, special effort, or great
valor.

CAREER KEYWORDS CONT…

• Dedication - to devote wholly and earnestly

• Potential - capable of being or becoming

• Responsibility - reliability or dependability

Career Planning
• GOAL SETTING/ACHIEVEMENT

• CAREER PLANNING

TOPICS
ENLISTED SERVICE PAY AND
RECORD ALLOWANCES

EDUCATIONAL REENLISTMENTS AND
OPPORTUNITIES EXTENSIONS

CAREER INCENTIVES OFFICER PROGRAMS

ENLISTED PRESEPARATION
ASSIGNMENT SYSTEM COUNSELING

ENLISTED
ADVANCEMENT SYSTEM

Enlisted Service Records
• Who is responsible for maintaining the
information in your service record?

• You!!!! It is your responsibility to ensure
that your service record is kept up to date.

• The new SMART card system makes this
even easier we can now access our ESRs
via computer at https://nsips.nmci.navy.mil.

• The Military Personnel Records Administration
Office or the servicing Personnel Support Activity
Det. that supports the member’s current duty
station manages the ESR.

• The CO and the member are jointly responsible
for ensuring that the service record is complete
and current.

• ESR is government property,not the member’s.

• PG 2- has all of your personal data on it. This
includes dependants, PNOK, and information for
payment of unpaid pay & allowances
• Pg 4- This lists all of our qualifications, education
and advancement data
• Pg 13- These are administrative remarks, they
can be good, bad or informative. Your signature
is an official statement that you understand the
contents.

Types

• MICROFICHE (NOW CD)
• FIELD COPY
• ESR (electronic)

CD- ordered via BOL
FIELD COPY- kept in the local Personnel
office. Goes away SEP10 IAW
NAVADMIN 040/10
ESR/SSESR (Electronic/Self-Service
Electronic Service Record)- found at
https://nsips.nmci.navy.mil. Takes the
place of the Field Copy.

RETURN TO
TOPICS

Navy Formal Schools
• Service Schools
• “A” Schools/”C” Schools
• NEC training

Undesignated SN/AN/FN can request “A”
school training upon completion of MAT
(minimum activity tour) 24 MOS

VOLED
• Voluntary off-duty education consists of
testing, Tuition Assistance, NC-PACE,
Distance Learning and Academic Skills
and College Preparatory Services
• Reference is OPNAVINST 1560.9
(series)

SOCNAV 2 & 4 Degree
Programs
• Navy Campus affiliated colleges and
universities have agreed to:
– Allow up to 75% of degree requirements to be met
in form of non-traditional education.
– Accept transfer of credits.
– Waive residency requirements.
– Allow students 10 years to complete program.

• Visit https://www.navycollege.navy.mil for
more information.

Sailor/Marine Online Academic
Advisor (SMOLAA)
• The Navy College Program has added a “Virtual
Counseling” tool to the Sailor/Marine American Council on
Education Registry Transcript (SMART). Still under
development, the Sailor/Marine Online Academic Advisor
(SMOLAA), displays rating related degrees offered through
Navy College Program Distance Learning Partnership
institutions. This degree-shopping feature allows Sailors
and Marines to watch their SMART credits transfer into a
degree program offered by 18 accredited colleges that have
partnered with the Navy through distance learning.

• Log in via https://www.navycollege.navy.mil

SMART Transcript
• SMART is now available to document American
Council on Education (ACE) recommended
college credit for military training and occupational
experience. SMART is an academically accepted
record that is validated by ACE. The primary
purpose of SMART is to assist service members
in obtaining college credit for their military
experience.

• Visit https://www.navycollege.navy.mil to
download your unofficial, or order your official,
SMART Transcript.

Program for Afloat College
Education (PACE)

Provide undergraduate college opportunities
for seagoing naval personnel leading to
academic degrees and vocational-technical
certificates.
Generally 9 week terms for in-seat.
The class is free, but you must pay for any
books and fees.

Examination Programs
• General Education Development (GED)
• College Level Examination Program (CLEP)
• DANTES Subject Standardized Tests
• SAT / ACT

CLEP (College Level
Examination Program)

• General examinations covers five basic
general education categories

• New rules require members to take a Clep
Test, if available for that class, prior to using
Tuition Assistance.

• Contact the Navy College Office for more
information.

Tuition Assistance Program
• Financial assistance to attend educational institutions
on an off-duty basis
• Pays 100% of tuition at accredited colleges for up to
16 semester hours or 24 quarter hours per year
• Students are responsible for cost of text books
• Payment for tuition and fees won’t exceed following
caps:
• $250.00 per semester hour
$166.67 per quarter hour
• Waivers are available on a case-by-case basis.

United Services Military
Apprenticeship Program
USMAP
• Allows for registered certification of
service member’s military training and
work experience to achieve recognition
equal to his/her civilian counterpart. An
individual enrolled in the USMAP
documents work experience
accomplished while performing regular
military duties.

United Services Military
Apprenticeship Program
USMAP CONT’
• The USMAP work is performed in unison with an
individual’s military job and is NOT a program to be
worked after hours

• Currently there are: 94 Navy and 29 Marine
apprenticeable trades which have been approved by the
Department of Labor

• See https://www.usmap.cnet.navy.mil for more
information

Navy Credentialing
Opportunities Online
(COOL)
• explains how Navy service members can meet civilian certification and
license requirements related to their ratings, jobs, designators, and
occupations.
• Use it to: Get background information about civilian licensure
and certification.
– Identify licenses and certifications relevant to Navy ratings, jobs,
designators, and occupations.
– Learn how to fill gaps between Navy training and experience and civilian
credentialing requirements.
– Learn about resources available to Navy service members that can help
them gain civilian job credentials.
• To learn more visit: https://www.cool.navy.mil/

Education…. What does it
mean for you?
• The Navy offers many different ways to
receive a college education. It’s up to you
to take advantage of these opportunities.

• Education is a well established KEY to
success in your military career as well as
your future civilian life. ALWAYS
CONTINUE TO BETTER YOURSELF!!!

RETURN TO
TOPICS

What are some of the
Incentive Programs the
Navy offers?

• Selective Training and Reenlistment
Program (STAR)
• Assignment to School as a
Reenlistment Incentive
• Lateral Conversion

Selective Training and
Reenlistment Program
“STAR”
Incentives:
• Guaranteed “A” / “C” school or package.
• Guaranteed advancement to PO2 upon
completion of “C” school (if on current Career
Schools Listing (CSL)).
• SRB, if eligible.

“STAR”
Eligibility:
• Be recommended by CO
• Must move to rating that is manned at the same level
or less.
• Have at least 21 months but not more than 6 years of
continuous active Naval service and not more than 8
years of active military service.
• Must obliserv for a minimum of 4 years. (Some
ratings require 5 and 6 year obligations).

“STAR”
Eligibility:
• Meet minimum test scores required for
appropriate “A” school.
• No court-martials or NJP in previous 18 months.
• CO’s and OIC’s may approve STAR packages if
member has an evaluation grade average of 3.0
for the previous 2 years.

Lateral Conversion Program
Incentive:
• Gives member the opportunity to serve
in ratings for which they have the
greatest interest and aptitude.

Eligibility:
• Enlisted and on Active duty
• E6 and below
• Have less than 12 years active service
• Request a rating in CREO category 1 or 2.
• Must not be serving in a rating which is in CREO
Category 1 or possess a Shortage Skill/NEC.
• Be eligible in all respects for transfer if conversion
requires PCS move.
• Satisfy eligibility for rate or rating requested.
• Recommended by CO.
• Cannot be serving on enlistment for which individual
is receiving an SRB unless within 3 months of EAOS.

Change of rate is accomplished by CO at
member’s request via:

• Formal School Training
• Direct Conversion
• Successful completion of Navy-wide Exam
• “In Service Training” (OJT)
• Forced Conversions

SAILORS ON-LINE WITH
NKO
• NKO User Metrics

- Over 417,000 Users

- 10,000 – 20,000 Users / Day Accessing NKO
• Adding New Users Daily

- 6,000+ Users / Day Accessing ILE
• LaDR- Learning and Development Roadmap

• Delivery of Content

• Electronic Training Jackets and SMART Transcripts

• Navy Advancement Center

• Navy E learning for Correspondence Courses

Navy’s Knowledge Portal and Sailors’ Information Gateway to ILE

Learning and Development RETURN TO
TOPICS

Roadmap
The LaDR provides continuity and direction for Sailors in their
career development from Delayed Entry Program through Master
Chief Petty Officer. A LaDR guides Sailors in identifying current,
and projecting future, enlisted training and education
opportunities including rate training, Professional Military Education
(PME), advanced education initiatives, professional certifications,
etc.
Includes:
-Req’d & Recommended Skill Training
- NEC Opportunities
-Recommended Billet Assignments
-Career Development Trackers
-Credentialing & Certification Opportunities
-Required & Recommended PME
… everything you need to shape your Naval
Career

Personnel Requisition System
(REQ)

• Measures personnel activity for a period
of nine months in the future

• Informs the detailer which billets to fill
first based on priority

Enlisted Assignment
Terminology
Type Duty Classification Codes
• Type 1 In CONUS Shore Duty
• Type 2 Sea Duty
• Type 3 Land Based Overseas Sea Duty
• Type 4 Overseas Sea Duty
• Type 6 Land Based Overseas Shore Duty

Terminology
Projected Rotation Date (PRD)
• Established when orders are written
• Based on Sea/Shore rotation for rating/paygrade
• Time on Station- Period of time served in the same
geographical location
• Applies to consecutive CONUS tours
• OBLISERV- Time obligated to remain on active duty
upon arriving at a new duty station with some
exceptions for reassignment
• OBLISERV is required before reassignment to
ensure member completes the prescribed tour length

Terminology (Continued)
Prescribed Sea Tour (PST)

• Sea tours are prescribed for all enlisted rates.
Normally not to exceed 5 years.

• Sea Duty Commencement Date (SDCD)

• Sea duty commences when an individual reports to a
permanent duty station classified as sea duty or
departs CONUS whichever occurs first.

• Shore Duty Commencement Date (SHDCD)

• Same as above, but for shore duty.

Terminology (Continued)
Sea-Shore Flow

• Implemented August 23, 2008 in NAVADMIN 08/234
• Changed tours so that the length is determined by
sea tours completed rather than rank.
OLD LENS: Tour lengths NEW LENS: Tour lengths
determined by sea/shore billet determined by sea/shore flow
ratios published for each model published for each
paygrade (600+) by NAVADMIN rating (<100) by NAVADMIN
SSR SSF
MMCM 48 36 Sea Tour 1 54 36
MMCS 36 36 Sea Tour 2 36 36
MMC 36 36 Sea Tour 3 36 36
MM1 42 36 Sea Tour 4 36 36
MM2 51 36
MM3 60 24
MMFN 60 24

Documents Supporting Detailing
Enlisted Distribution and Verification Report (EDVR)
• A monthly statement of the command’s enlisted personnel
account which reflects all individual assignments

Enlisted Duty Preference Sheet (NAVPERS 1306/63)
• A means by which a member’s desired duty types and
locations are expressed to his/her detailer.
• Can be filled out on the Bupers Access Web Site or on
JCMS when member reaches 9 month window.

Enlisted Personnel Action Request (NAVPERS 1306/7)
• Provides a standard, Navy-wide format for the submission
of requests to higher authority.

CMS/ID CAREER
MANAGEMENT SYSTEM
• Allows the member to see the current requisitions
and then apply for a billet
• CMS/ID is how we find out what orders are out there
for members coming into their 9 month PRD window.
• Members are now required to select orders within 6-9
months of their PRD or they will assigned orders as
the detailers see fit. (Called “Needs-of-the-Navy)
• Prior to applying for orders, you will be required to
receive PTS approval.
• Always log into CMS/ID via the NKO web site.

RETURN TO
TOPICS

Navy Enlisted Advancement
System (NEAS)

Presentation Topics

• Purpose of advancement exams
• Exams development and administration
• Final Multiple Score Factors
• Profile sheet - What does it mean?
• What you should do to prepare for advancement
• Recent and future changes

Questions
• What five factors make up the Final Multiple
Score (FMS) for E-4 to E-6 candidates?
• Is the FMS different for E-7 candidates?
• What percentage of E-7 candidates are selected
to be board eligible?
• What factor has the largest percentage of the
FMS for E-4 to E-6 candidates?
• What number of occupational & PMK questions
are on each exam?

Purpose of
Advancement Examinations
The advancement-in-rate examination is a
tool used, as part of the Final Multiple
Score, to help rank order qualified
candidates on the basis of rating and
professional military knowledge at the
next higher rate.

Qualifying to Take the Exam
CO recommendation
Meet minimum time in rate (TIR) requirement
Proper Path of Advancement
Requirements must be met for STRIKERS/GENDETS
- Meet minimum requirements for rating (i.e. citizenship,
security clearance, and training)
- Counseled by their Career Development Team (CDT) after
the CREO/REGA message is released (about 60 days prior
to exam)
- Must receive approval by the ECM, if required by the
CREO/REGA message, prior to the date of examination.

“What do you mean, there is a
discrepancy?”
https://www.advancement.cnet.navy.mil/nac/exams/discrepancy.asp

• Discrepancies: •Examples: • Errors can lead to:

– Missing or incorrect PMA – Delayed results or advancemen

– An error on a – Overwriting bar-coded information – Improper processing
worksheet with incorrect answer sheet bubbling
– LOSING OUT ON
– Improper path of advancement ADVANCEMENT
– An error on an
answer sheet – Not meeting special rating
requirements

Or – Incorrect SSN

– Name on Answer Sheet not matching
– information that EMF
does not match the
Enlisted Master File – Insufficient Time-in-Rate

– Recording exam rate incorrectly
(MM vice MMN entered on answer
sheet)

Exam Development Facts
• Written by CPOs (E-7 to E-9) – NETPDTC hosts an
Advancement Exam Development Conference for each rating
on a 2-year cycle. At least 6 Fleet SMEs from the respective
rating are invited to attend.
– Recent fleet experience
– From ratings (BM, SH, etc.) or
– From rating communities (EMN, AWA, etc.)
• Advancement exams are designed to test rating and
professional military experience and knowledge

Exam Development Facts

• Exams consist of 200 questions

Occupational + Professional Military
Knowledge (PMK)
E7 100 100
E6 115 85
E5 135 65
E4 150 50

More Exam Development Facts

• Advancement exams test on occupational (rate) and
professional military knowledge (PMK) information

– Exams test the most important topics for the rate
– Every question must be supported by a reference
– Occupational Standards, Naval Standards, or Competencies
pertaining to the rating are used to validate questions

Advancement Exam
Development Conference
EVERY ONE TO TWO YEARS

1. Review Scope of the Rating
2. Verify Master Reference List
3. Update, edit, and improve exam banks and
graphics
4. Build 14 examinations (2 years)
5. Post new Advancement Exam Strategy Guide
(AESG)

Exam Scoring

• Approaches to exam scoring:
– Criterion-referenced (schoolhouses)
– Norm-referenced (Navy advancement exams)

Standard Score Example
Raw Score
0 100 200
100 • Raw score: 0 to 200
90
80
70 • Raw scores are converted to
60
standard scores
50
40
30
20
• Standard score: 20 to 80
10
0
• Average of all raw scores is
Standard Score assigned standard score 50

Myth
• MYTH: Scoring the maximum 80 points on the
exams means you “aced” the exam.

• FACT: It simply means you performed better than
all or almost all of the other candidates taking the
same exam.

• FACT: 80 “represents” the highest standard score
attained for a group of candidates taking the same
examination (the best raw score may have been a
175).

Final Multiple Score (FMS)
The Final Multiple Score (FMS) method
looks at the “whole person”

• E-4/5/6
– Performance
– Experience ( service in paygrade, awards, and PNA
points)
– Exam Score (standard score)

• E-7
– Performance
– Exam Score (standard score)

FMS Chart
EXAM MAX PTS AND %
FACTOR COMPUTATION
PAYGRADE E-4/5 E-6
Performance E-4/5 PMA X 80 – 230
90 116
Mark Average
(42%) (47.5%)
(PMA) E-6 PMA X 80 – 204
Standard Score 80 80
ALL SS
(SS) (37%) (33%)
PNA Pts
Pass Not
15 15
Advanced E-4/5/6
From Last 5 (7%) (6%)
(PNA)
Exam Cycles
Service In E-4/5 SIPG + 7.5
15 17
Paygrade
(7%) (7%)
(SIPG) E-6 SIPG + 9.5
Values in
Awards 10 12
E4/5/6 Advancement
(AWD) (5%) (5%)
Manual
Education
Associates=2 4 4
Points E-4/5/6
Bachelors=4 (2%) (1.5%)
Max FMS
214 244
Possible ALL
(100%) (100%)

Note: Does not reflect E-7 FMS change

PMA Formula

16 pt difference between EP & MP or MP & P
• E-4/5 = (PMA x 80) - 230
• E-6 = (PMA x 80) – 204

E-7 50/50 FMS

PMA PTS

4.00 (EP) 80.0

3.80 (MP) 70.0

3.60 (P) 60.0

3.40 (PR) 50.0

2.00 (SP) 0.0

E-7 50/50 FMS Computations

NEW MAX PTS
FACTOR
COMPUTATION AND %
Performance
80
Mark Average PMA x 50 - 120 (50%)
(PMA)
Standard Score 80
SS (50%)
(SS)
Max FMS 160
Possible (100%)

Performance Mark Average (PMA)
Representation of a Typical E-6 Candidate
PMA Frequency Distribution • Promotion recommendation point values
6000 Early Promote = 4.00
5500
Must Promote = 3.80
5000
CANDIDATES = 8173
4500 PMA 3.80 ACCOUNTS FOR Promotable = 3.60
25.3% OF THE TOTAL
4000 CANDIDATES Progressing = 3.40
CANDIDATES

3500
3000
Significant Problems = 2.00
2500
2000
• Time-in-rate requirements
1500
1000 E-3 to E-4 6 mos in E-3
500 E-4 to E-5 12 mos in E-4
0
E-5 to E-6 36 mos in E-5
< 2.75
2.80
2.85
2.90
2.95
3.00
3.05
3.10
3.15
3.20
3.25
3.30
3.35
3.40
3.45
3.50
3.55
3.60
3.65
3.70
3.75
3.80
3.85
3.90
3.95
4.00
E-6 to E-7 36 mos in E-6
PMA based on:
3 yrs of averaged evals for E-6
1 yr of averaged evals for E-4/5

How is PMA calculated?
Example for PO2 participating in PO1 exam:

Evaluation ending Block 45 mark
02 March 15 EP = 4.00
01 March 15 MP = 3.80
00 March 15 MP = 3.80

Add 4.00 + 3.80 + 3.80 = 11.6, divide by 3 = 3.866

Round up to 3.87

Final PMA is 3.87

Performance Mark Average
Contribution to Final Multiple Score
Performance FMS Points
Mark Average E4/5 E6 E7

4.00 90.0 116.0 80.0
3.80 74.0 100.0 70.0
3.60 58.0 84.0 60.0
3.40 42.0 68.0 50.0

*These values are based on individual’s average over the
cumulative reporting periods.

Passed Not Advanced (PNA) Points
• Sustained Superior Performance
• Awarded to those who pass the exam but are not
PNA Frequency Distribution advanced due to quota limitations

• Points awarded each exam cycle based on
combination of Performance Mark Average
(PMA) and Exam Standard Score (SS)
12,000

• Up to 3.0 PNA points awarded per exam cycle up
10,000 to 5 cycles (1.5 points max each for PMA and SS)

8,000
• PMA (max 1.5 points per cycle) awarded based
CANDIDATES

on ranking relative to peers:
6,000
Top 25% = 1.5 PNA Points
Next 25% = 1.0 PNA Points
4,000
Next 25% = 0.5 PNA Points
2,000 Bottom 25% = 0 PNA Points

0 • SS (max 1.5 points per cycle) awarded based on
0.0
0.5
1.0
1.5
2.0
2.5
3.0
3.5
4.0
4.5
5.0
5.5
6.0
6.5
7.0
7.5
8.0
8.5
9.0
9.5
10.0
10.5
11.0
11.5
12.0
12.5
13.0
13.5
14.0
14.5
15.0

exam score:
57.01- 80.00 = 1.5 PNA points
50.01- 57.00 = 1.0 PNA points
Rarely maxed to 15 Pts 42.01- 50.00 = 0.5 PNA points
< 42.01 = 0 PNA points

• Maximum total weight 7% (E-4/E-5); 6% (E-6)

Awards (AWD) Points
AWD Frequency Distribution
AWARD PTS/AWDS
Rarely maxed to 10 Pts for E-4/5
Medal of Honor 10
Navy Cross 5
Distinguished Service Medal or Cross 4
6,000 Silver Star Medal 4
Legion of Merit 4
Distinguished Flying Cross 4
5,000 Navy and Marine Corps Medal 3
Soldier’s Medal 3
4,000
Bronze Star Medal 3
Purple Heart 3
CANDIDATES

Defense Meritorious Service Medal 3
3,000 Meritorious Service Medal 3
Gold Life Saving Medal 2
Joint Service Commendation Medal 3
2,000
Navy and Marine Corps Commendation Medal 3
Executive Letter of Commendation 2 (max 1)
1,000 Joint Service Achievement Medal 2
Navy and Marine Corps Achievement Medal 2
Combat Action Ribbon 2
0
Good Conduct Medal (Navy or Marine Corps) 2 (max 5)
0

1

2

3

4

5

6

7

8

9

10

11

12

Naval Reserve Meritorious Service Medal 2 (max 5)
Individual Augmentee (IA) Tour 2
Aviation Aircrew Insignia 2
• Experience / Performance Navy Fleet Marine Force Ribbon 2
Air Medal (Strike/Flight) 3
• Not proposed for reduction / elimination T-AFS Tour 1
Recruiter Duty 1
• Points awarded as per chart below Letter of Commendation (Flag/Senior Executive Service) 1 (max 2)
• Maximum point awarded 10 (E4/E5) 12 (E6)
Awards that were changed
• Maximum total weight 5% (E4/E5/E6) Awards that were deleted

Service in Paygrade (SIPG)
SIPG Frequency Distribution
8,000 • Rating Experience
7,000
• Up to 7.5 years awarded (E4/E5/E6)
6,000
• Maximum total weight 7% (E4/E5/E6)
CANDIDATES

5,000

4,000

3,000

2,000

1,000

0
0006
0009
0100
0103
0106
0109
0200
0203
0206
0209
0300
0303
0306
0309
0400
0403
0406
0409
0500
0503
0506
0509
0600
0603
0606
0609
0700
0703
SIPG (YYMM) 0706

Rarely maxed to 7.5 yrs at E-4/5

NOTE: At E-6, candidates can get a 1 year EP waiver.

Maximum Factor Counts and
Highest FMS
Number of Candidates with Maximum Factor (Averaged for 3.5 YRS)
PMAFAC SIPGFAC AWDFAC
TOTAL SS E-4/5 MAX=84 E-4/5 MAX=30 E-4/5 MAX=10 PNAFAC
PG CAND MAX=80 E-6 MAX=110 E-6 MAX=34 E-6 MAX=12 MAX=30
E-4 30,163 51 5,235 0 7 0
E-5 46,689 80 8,265 51 189 1
E-6 31,295 92 3,015 2,383 4,432 1

Highest FMS Across All Ratings Over a
3.5 YR Period
PG FMSMAX FMS SCORE
E-4 234.00 203.52
E-5 234.00 223.00
E-6 266.00 256.00

NOTE: Inval and Change of Rate Candidates are not included in Total Candidate count.

Now, let’s talk about the
Profile Information Sheet…

Final Multiple
Score
Breakdown
PNA
Point
Breakdown
Exam
Score
by Section
Breakdown

…another Q & A

• QUESTION: I missed making rate by less than 1
point. What should I do?

• ANSWER: Contact PSD/ESO to make sure all
possible FMS points were submitted

“How can YOU help YOUR
Sailors to be prepared for
Advancement?”
• Make sure they meet all eligibility requirements
• Make sure they understand sustained superior performance is the key
• Provide useful guidance in their evaluations and mid-term counseling
• Ensure they know about the tools to help them succeed (Bibliography,
References, AESG, schools, OJT, etc.)
• Use the Advancement Exam Strategy Guide (AESG) to help focus their
study plan.
• START EARLY--don’t wait until the last minute!

Bibliography for
Advancement Study (Bibs)
• Bibs are available ONLY in electronic form – available at
https://www.advancement.cnet.navy.mil

• Bibs list the source references for each rating exam

• Always study the most recent version of any reference!

• The Advancement Exam Strategy Guide (AESG) for each rating links

the references used in advancement exams to the Topic and

Subtopics tested

Bibliography Web Posting
For Advancement Exams
• ACTIVE DUTY BIBS
EXAM CYCLE POST DATE
JANUARY E-7 EXAM JULY
MARCH E-4/5/6 EXAM OCTOBER
SEPTEMBER E-4/5/6 EXAM APRIL

• RESERVES BIBS
EXAM CYCLE POST DATE
FEBRUARY E-7 EXAM AUGUST
FEBRUARY E-4/5/6 EXAM SEPTEMBER
AUGUST E-4/5/6 EXAM MARCH

Advancement Exam
Strategy Guide

Recent Changes to Enlisted
Advancement
• Effective June 2007 (NAVADMIN 141/07) - Two
advancement points (the same as for receipt of Navy
Achievement Medal) will be awarded to Sailors who
successfully complete a tour greater than 90 consecutive
days in a designated combat zone (Iraq, Afghanistan,
Horn of Africa, Kuwait, GTMO, Joint Task Force 515
(USPACOM) or Joint Force Special Task Force-
Philippines (USPACOM)

• Effective May 2007 (NAVADMIN 336/07) – E-4 thru E-6
candidates serving as IAs in designated combat areas
have an expanded window in which to take an
advancement exam

More Changes…
• Effective Dec 2007 (NAVADMIN 336/07) – IAs
serving in designated combat areas (Iraq,
Afghanistan, and HOA), during specific dates, and
are eligible E7 and LDO candidates per
BUPERSINST 1430.16F are waived from the E7
advancement exam (see NAVADMIN for all
requirements)
• Effective Aug 2008 (NAVADMIN 301/07) – Points will
be given to E-4 to E-6 candidates for receiving a
degree from an accredited college and documented
by Navy College (2 pts for Associates, 4 pts for
Bachelors)

Summary
• Purpose of advancement exams
• Exams development and administration
• Final Multiple Score Factors
• Profile sheet - What does it mean?
• What you should do to prepare for advancement
• Recent and future changes

• For general NEAS information or to download
information:
– Home page: https://www.advancement.cnet.navy.mil
– Specific questions:
• Command Master Chief Exam Development:
– EMCM(SS) Robert McCombs Kirk Schultz
– DSN 922-1305 or 922-1572 DSN: 922-1001, ext 2141
– COMM: (850) 452-1305 or 922-1572 COMM: (850) 452-1001, ext 2141
Exam Administration:
– Jim Hawthorne
– DSN 922-1001, ext 1531
– COMM: (850) 452-1001, ext 1531
• Exam discrepancies:
– DSN: 922-1252
– COMM: (850) 452-1252 RETURN TO
TOPICS

Introduction, Pay &
Allowances
• Types of Navy pay including basic , special,
and incentive pays .
• Types of Navy allowances, including BAH,
BAS, OHA, FSA, Clothing and others
• Travel allowances, including DLA, TLA, TLE
and mileage/shipment allowances

Types of Pay-Basic Pay
• Basic pay is determined by paygrade
and cumulative service for pay
purposes.
• Periodic increases (“longevity raises”)
depending upon paygrade.
• Basic pay is taxed.
• Direct Deposit is mandatory. ATM’s at-
sea now available.

Sample of Basic Pay Chart
Fiscal Year 2010
Pay-
grade <2 2 3 4 6 8 10 12 14 16 18

E-9 - - - - - - 4,570.80 4,674.30 4,804.80 4,958.40 5,112.90

E-8 - - - - - 3,741.60 3,907.20 4,009.50 4,132.50 4,265.40 4,505.40

E-7 2,601.00 2,838.90 2,947.50 3,091.80 3,204.00 3,396.90 3,505.50 3,699.00 3,859.50 3,969.00 4,085.70

E-6 2,249.70 2,475.30 2,584.50 2,690.70 2,801.40 3,051.00 3,148.20 3,336.00 3,393.60 3,435.60 3,484.50

E-5 2,061.30 2,199.30 2,305.50 2,414.40 2,583.90 2,761.80 2,906.70 2,924.70 2,924.70 2,924.70 2,924.70

E-4 1,889.70 1,986.30 2,094.00 2,199.90 2,293.80 2,293.80 2,293.80 2,293.80 2,293.80 2,293.80 2,293.80

E-3 1,705.80 1,813.20 1,923.00 1,923.00 1,923.00 1,923.00 1,923.00 1,923.00 1,923.00 1,923.00 1,923.00

E-2 1,622.10 1,622.10 1,622.10 1,622.10 1,622.10 1,622.10 1,622.10 1,622.10 1,622.10 1,622.10 1,622.10

E-1 1,447.20 1,447.20 1,447.20 1,447.20 1,447.20 1,447.20 1,447.20 1,447.20 1,447.20 1,447.20 1,447.20

Special Pay-Career Sea
• Paid while permanently assigned for duty to a
Cat A or B vessel, ship-based aviation unit, or
mobile unit on a Cat A or B unit.
• Cat A vessel-mission performed underway.
Cat B vessel-mission performed in port.
• $100/month “kicker” starts after 37th
consecutive month of sea duty.

Special Pay-Diving
• Authorized to officer and enlisted who are
qualified as Navy divers and required to maintain
proficiency by frequent and regular dives.
• Entitled to from $110 for diver 2nd class to
maximum of $300 for master divers.
• Paid for periods when diving duty is actually
performed.
• Huge bonuses are now being offered for Special
Forces/Seal Team Members.

Special Pay-
Special Duty Assignment
• Designated to assist in attaining and
retaining adequate volunteer manning
levels in critical special duty
assignments requiring extremely
demanding duties or unusual degree of
responsibility.
• Pay ranges from $110 - $450/month.

Incentive Pay-Submarine
• Incentive pay for the frequent and regular
performance of operational submarine duty.
• Submarine pay continues without interruption
for qualified persons regardless of
assignment(s).
• Submarine pay ranges from $75/month for an
E1 to $355 or more/month for an E9.

Incentive Pay-
Other Hazardous Duty
• Paid for duty involving flight deck operations
on the deck of an aircraft carrier or other
air-capable ship, parachute jumping, toxic
fuel handlers, personnel exposed to viruses
or bacteria in laboratory situations.
• Pay is $110/month (exception is HALO
jumps which pay $165/month).

Allowances-
Basic Allowance for
Subsistence
An allowance paid when government
rations (mess decks or galley) are not
available or service member is
authorized to mess separately.

Allowances-Clothing
• Enlisted members are issued a standard
wardrobe when enter active duty, then a
replacement allowance on anniversary date.
• Replacement allowance is paid at “basic”
rate for those with less than 3 years, and at
the “standard” rate for those with more than 3
years.
• Officers receive one-time payment after
commissioning, and no annual payments.

Allowances-Family Separation
• Type I-Member assigned overseas (including
Alaska) for whom quarters are not available
and dependents do not reside near him or
her. Equals BAQ without dependents.
• Type II-Ship away from home port 30+ days,
member TAD 30+ days, or geographical
bachelor. Equals $250/month.

Allowances-
Cost-of-Living
• Overseas COLA- To defray excess costs in
high-costs areas, including Alaska &
Hawaii.
• CONUS COLA- For the 79 highest-cost
MHAs. Payments are calculated using a
multiplication factor dependent upon
location expense times a base factor.
Authorized in FY95 Defense bill.

Allowances for TAD
• “Lodging Plus Per Diem System”-Covers actual
cost of lodging, meals, and incidental
expenses. Varies by location and sometimes
season of the year. See DFAS homepage.
• Actual Expense Allowances- Possible to
petition for actual expenses when per diem is
insufficient (up to 150-300% of per diem), such
as disaster areas.

Accrued Leave
• Earn 2.5 days of leave each month.
• Members are entitled to payment for unused
accrued leave.
• Payment is for basic pay only---no other
entitlements or allowances.
• Member may only sell back 60 days of leave
for their entire career.
• Members can go in the hole as long as they
have the time left on their EAOS to make up
the days.

Garnishment
• Garnishment of military and retired pay is
authorized to enforce alimony and child
support, and payment of delinquent bills.
• Not more than 50% of disposable pay if
supporting a second family, 60% if not
supporting a second family. Add an
additional 5% if in arrears more than 12 wks

Tax Benefits
• Members receive a tax benefit because
only “pay” is subject to taxation (i.e.,
basic pay, sea pay, etc).
• Allowances are not subject to taxation
(i.e., BAH, BAS, FSA,OHA, etc.)

RETURN TO
TOPICS

Perform To Serve
• Acts as a force shaping tool by leveling rating
manning from overmanned to undermanned,
and acts as a quality screening by controlling
reenlistments
• Nature of program
– Centralized system with OPNAV-controlled quotas
– Requires BUPERS authority for all Zone A-C
personnel to reenlist
– Sailors may convert to undermanned rating

Application Timeline (EAOS)
Normal
Applications will be reviewed
Application Sailors not assigned
from 12 months prior to EAOS up until
Period A Quota by 6mos
6 months prior (or until a quota is granted)
(15-12 ) Prior to EAOS
Whichever Occurs First
Mos Prior to Will be Separated at EAOS
EAOS

15 Months 12 Months 9 Months 6 Months
EAOS
From EAOS From EAOS From EAOS From EAOS

Early Application Exceptions:
All Applications
Received Less than
•All personnel who require OBLISERV for Orders may
6 months from EAOS
submit applications >15 mos.(ex.. PRD Prior to EAOS)
Will receive only (1) Look
•All Personnel Eligible for STAR Reenlistments or Eligible
to reenlist greater than 12 months from EAOS.

PTS Changes
• Must be submitted regardless of
intentions
• Pg 13 will be required for a sailor to
reject their quota
• Sailors who fail to negotiate for orders
will find their quotas canceled 4 mos
prior to their EAOS or PRD (whichever
comes first).
• For more info, read NAVADMIN 128/10

Career Reenlistment
Objectives
(CREO)
• Increase manning in undermanned rates
• Control averages in overmanned rates
• Minimize training/replacement cost
• Category 1- manning less than 97%
• Category 2 - Manning correct 97-103%
• Category 3 - Manning more than 103%

Terms of
Reenlistment/Extension
• Personnel that are in CREO 1 & 2 are
authorized to reenlist for 2-6 years or
extend for 1-23 months as long as
member does not exceed High Year
Tenure, meets professional growth
criteria, and has received PTS approval.

Professional Growth Criteria
• MILPERSMAN 1160-030 (para 3.d) and OPNAVINST 1160.5C
– Professional Growth Criteria for Reenlistment Eligibility:
• Serving as a Petty Officer, or;
• Serving in Pay grade E3 having PNA’d a Rating Exam, or;
• Formerly a Petty Officer during current enlistment.
• Members must be Promotable ( ie.. P, MP, EP) and
recommended for advancement on the Last Two graded
evaluations.

High Year Tenure (HYT)
• E-4........8 years
• E-5........14 years (E-5 HYT limit is modified to
14 years for Sailors with less than 10 years of
total active military service as of 1 July 2005,
those Sailors whose ADSD is on or after 1
July 1995)
• E-6........20 years
• E-7........24 years
• E-8........26 years
• E-9........30 years

Extensions
• Conditional extension: 1- 23 months
• Unconditional extension: were removed
by NAVADMIN 242/09
• No extension may be cancelled after the
operative date.
• May not use more than 2 extensions or
go past 24 months in extensions on any
enlistment.

Reenlistments
• May reenlist up to one year early, providing
that the reenlistment takes place in the same
fiscal year as your EAOS.
• Reenlistments are from 2-6 years, and a
reenlistment prior to the operative date of an
extension will cancel that extension
• Requests should be made within 120-35 days
if reenlisting for SRB. Under 35 days, you will
not receive an SRB.

Selective Reenlistment
Bonus

OPNAVINST 1160.8A
NAVADMIN 251/07

Eligibility Requirements

1. Have Completed 21 months of continuous active
duty military service but no more than 14 years.

2. Be a Petty Officer or designated E3.

3. Be serving in a rating that has been designated
by the current NAVADMIN as SRB eligible rate or
NEC.

4. Reenlist for a minimum of 3 years and a maximum
of 6 years.

ZONES
• “A” 21 Months to 6 Years (Active Duty)

• “B” 6 Years to 10 Years (Active Duty)

• “C” 10 Years to 14* Years (Active Duty)

* Note: SRB is only payable up to 16 years

How Will Payment Be Made
• Payment is made via Direct Deposit 10 - 12
days after reenlistment

• Initial installment is 50% of total amount
Ex: Total SRB = $45,000.00
Initial Installment = $22,500.00
• Annual Installment:
Paid every October 1st, is equal to 50% amount
divided by total number of years remaining.

SRB Computation
“Official Formula”:
Base Pay x SRB award Level x Total # of eligible
months (divided by) 12 = Full amount.
Alternate:
SRB = Base Pay x Award level x # Years
reenlisting….LESS any months remaining on current
contract (pro-rated, month for month)

Example: (assuming mbr is within 4 days of EAOS)
SRB = $2000 x 1.5 x 6 years = $18,000
Mbr receives $9,000 up front (minus taxes!),
Remaining $9,000 divided into 5 installments, payable on
Oct. 1st of each year.

Submission Process
• Submit Reenlistment Request up to 120 days prior
to reenlistment date, no later than 35 days prior, in
order to allow time for routing and processing.

– Submitting to BUPERS early will lock in SRB award level
under current NAVADMIN
– If award level increases will get higher level

• Requests are submitted utilizing the OPINS or
NSIPS systems.

Questions
Q: What is the earliest I can reenlist for SRB? The latest?

A: Members can reenlist up to 1 year before EAOS, provided
they are in the same Fiscal Year as their EAOS: if their
EAOS is in the next fiscal year, they must wait until
October 1st or later.
A member can reenlist up to the day before their EAOS, to
prevent any loss of pay and/or extensions going into effect.
They may, however, lose the chance to receive SRB if they
choose to reenlist with less than 35 days to their EAOS.

Questions, cont.
Q: How will an extension affect my SRB?

A: Provided reenlistment takes place BEFORE
extension goes into effect:
a) If ext. is 24 months or less – extension is
wiped out, replaced by reenlistment.
b) If 25 months or more – no. of months of
extension will be subtracted from total months of
SRB paid.

Questions, cont.
Q: What if I hadn’t planned on reenlisting right away –
but a new SRB message comes out, and my SRB is
decreased or eliminated?
A: With every new SRB msg, members and commands
have 30 days in which to reenlist under the OLD
message. --So, if a mbr’s EAOS is within this FY,
and they were planning on reenlisting anyway, they
can hurry up and route a reenlistment/SRB request!
NOTE: Two important items to counsel members on:
1) “Early” reenlistment may reduce member’s ability to
negotiate for orders or certain special programs
2) Be sure to calculate $ both ways – reenlisting “early”
under old/higher SRB, but losing some SRB due to months
remaining on contract – vs. waiting until close to EAOS to
reenlist, losing no time BUT at lower SRB rate – to ensure
member knows what the $ difference will be, and can decide
whether it is worth it.

Questions, cont.
Q: What other things about SRB reenlistments
should I be aware of?
A: If a member reenlists for an SRB, they must
normally complete the reenlistment for which
they are being paid SRB, before being
eligible for a rate conversion or some other
special programs. If they do not complete the
SRB enlistment – e.g. due to unexpected
separation, or being accepted for an officer
program – they will most likely have to repay
the “unearned” portion of the SRB.

Area Incentive Pay
• Paid to members who are taking orders
to an AIP eligible location.
• Member bids on AIP and, if selected for
those orders, will receive the kicker from
the day they report until the day they
transfer out.

RETURN TO
TOPICS

OFFICER PROGRAMS
OPNAV INST 1420.1B
AND NAVADMIN 031/06
CWO PILOT PROGRAM

Naval Academy/ Prep School
• 17 – 22 years of age by 1 July of the
year you enter Academy
• Must be unmarried with no dependants
• Service requirements: 5 years Active, 3
Years Reserve
• Visit www.usna.edu for detailed
information on requirements

Medical Enlisted
Commissioning Program
(MECP)
• Undergraduate education program which
provides an opportunity for Enlisted
personnel, with previous college credit, to
earn a commission in the Nurse Corps
• Required to complete degree requirements
for non-technical degree in not more than 36
months
• Must have 30 fully transferable credits to be
eligible to apply

MECP Continued
• Must be commissioned prior to 42nd
birthday (no waivers available)
• SAT score of 1000 or ACT score of 42
required
• Selectees receive full pay and benefits but
are responsible to pay for college
• Eligible for scholarships and GI bill but not
tuition assistance
http://navmedmpte.med.navy.mil/mecp/faq.cfm

Officer Candidate School
(OCS)

• 12 week indoctrination in Newport, RI
• Must possess Bachelor degree or higher
• Physically qualified
• Meet age requirements
• Paid at current paygrade or E-5, whichever is
higher

Chief Warrant Officer
(CWO)
• Application deadline listed in NAVADMIN,
usually around 1AUG
• E-7 to E-9 (includes frocked E-7)
• Completed 12 to 24 years Naval service
• E-9’s with 2 years appointed to W-3
• 3 year obligated service
• E-7 and E-8’s with 12-16 yrs service may
apply for CWO/LDO in same application

Chief Warrant Officer Pilot
Program
• The Navy Is seeking applications from highly-qualified and hard-
charging sailors (E-5 Through E-7) for a pilot program to place
Chief Warrant Officers (CWO) in cockpits as pilots and Naval Flight
Officers
• As a pilot program, 30 qualified personnel will be selected,
commissioned As CWO2 prior to LDO/CWO Indoctrination, and
subsequently undergo flight training.
Specific program requirements:

A. Must be commissioned by 27th birthday.
B. Enlisted personnel from SEAL, SWCC, EOD, Diver, Nuclear,
and MA communities are not eligible for this program.
C. Must possess an Associates Degree or higher.
D. Must be physically qualified for aviation duty in accordance
with the Navy Manual of Medicine.
E. Must meet Aviation Standard Test Battery (ASTB) minimums.
F. Must meet eligibility requirement for a Secret Security
Clearance

Limited Duty Officer
(LDO)
• Application deadline listed in NAVADMIN,
usually around 1AUG
• E-6 to E-8 (E-6 must have served in that
capacity for 1 year).
• 8-16 years active naval service
• E-6 must complete all requirements for E-7
except time-in-grade.
• 3 year obligated service

Medical Service Corps In-
Service Procurement
Program
• Application deadline: NAVADMIN directed
• E-5 and above are eligible (not waiverable)
• Qualifying programs are Health Care
Administration, Physician Assistant,
Environmental Health Officer, Rad Health Officer,
Pharmacist, and Industrial Health Officer
• See OPNAV 1420.1B for transferable college
credit requirements and age requirements

Seaman to Admiral (STA-21)
• Program designed to select enlisted Sailors to
become Commissioned Officers and obtain a
Bachelor’s degree.
• Earn a commission as a Nurse Corps Officer,
Supply Corps Officer, Pilot, Navy Flight Officer,
Surface Warfare Officer, Special Ops Officer,
Intelligence or Cryptologic Officer, or Civil
Engineer Officer
• See www.sta-21.navy.mil for program options and
eligibility requirements as they are different for
each program

STA-21 cont.
• Receive full pay and allowances for
their enlisted pay grades
• Receive up to $10,000 per year, paid to
the university to supplement the costs of
tuition, fees, and books
• Be eligible for enlisted advancement

RETURN TO
TOPICS

Required interviews
• All members within 6 months of separation
will be provided counseling regarding
Reenlistment incentives, Naval Reserve
programs, household effects, Re-
employment rights, Unemployment
compensation, and Veteran’s benefits.

Preseparation Counseling
• All members, eligible for retention, are required
to attend a formal pre-separation brief
conducted by the Career Information Team
(CARIT) within 180 days of separation.
• FFSC performs the Transition Assistance
Program class. CARIT is part of TAP class.
• All separating personnel are required by law to
complete a DD2648 Pre-separation
Counseling Sheet.

Military Service obligations
• All members who enlist on or after 1
June 84 incur an 8 yr MSO. (eg. 4 years
active duty 4 years inactive reserve)

• All males under 26 yrs of age by
separation date must register with the
draft within 30 days of separation.

Full Time Support
(FTS) formerly TAR

• Must be within 12 months of PRD/EAOS.
• Must have been onboard present command
a minimum of 24 months.
• 48 month minimum obligation.
• Certain members may have to take an
administrative reduction in pay grade.

Assignment Incentive Pay (AIP)
• Allows detailers to provide incentives for
members to take “hard to fill” billets
– Can be adjusted on a monthly basis, depending
on need.
• Allows Sailors to set the “price”:
A member can bid lower, in order to “outbid” other
applicants.
• Apply on JASS.
– Maximum allowable bid is listed, but only after
CCC selects “Apply” screen.

• Counts as shore duty vice overseas shore.

Questions
Q: What if I am selected for an AIP job,
and then the AIP rate goes up: Can I
get the higher rate?
A: No: Once a mbr has applied for and
been duly selected for an AIP billet at a
given rate, the rate is set for the entire
tour.
[The “Good News”: If the rate goes
DOWN, the member still keeps the
same AIP!]

Questions, cont.

Q: What happens to my AIP, if I extend
onboard my current command?
A: The AIP will continue to be paid, as
long as the member is attached to the
same command and UIC.

Questions, cont.
Q: Does taking an AIP billet have any
other effects on my career?

A: An AIP billet is considered a “high
priority” billet…So, it may be harder to
get “out” of that billet in the future,
should circumstances arise.

NAVY RESERVE

The Navy Reserve is a full partner with the Navy’s
active duty component. Comprised of mission-
capable units, the Navy Reserve is a vital
component in the defense of our nation. Navy
Reservists serve side-by-side with their active duty
counterparts in direct support of the Fleet. They can
be found on station, at home and abroad, on shore,
in the air, at sea, on active duty, and on the drill
deck, augmenting the Fleet as an active part of the
greatest Navy force the world has ever seen.

http://www.navyreserve.com/?campaign=Reprise_Google_Reserve-General_U.S.-Naval-Reserve_Text

NAVY RESERVE
Total Force Concept
Total Force Concept
The mission of the Navy Reserve is to provide
mission-capable units and individuals to the
Navy’s active duty component throughout the full
range of operations during peacetime and war.
Every day the integration between the Navy and
the Navy Reserve becomes greater and more
evident. In the years ahead, this total force
concept will continue to grow stronger, elevating
the role of the Navy Reserve and its Reservists
as never before.

NAVY RESERVE

Today’s Navy Reserve
Currently, the Navy Reserve represents
20 percent of the Navy’s total assets.
The Navy Reserve Force consists of the
Ready Reserve, the Standby Reserve,
and the Retired Reserve, in total
numbering nearly 700,000 men and
women.

NAVY RESERVE
READY RESERVE
• The Ready Reserve is made up of the Selected
Reserve Forces and the Individual Ready
Reserve.
• Selected Reserve Forces
The Selected Reserve, or SELRES, is the Navy’s
primary source of immediate mobilization
manpower and represents those Reservists who
are paid, either as weekend drillers or who serve
as Full Time Support (FTS) on active duty status
in the training and administration of the Navy
Reserve Force program.

NAVY RESERVE

READY RESERVE
• Individual Ready Reserve
The Individual Ready Reserve (IRR) consists of
those members of the Ready Reserve who are not
in the Selected Reserve. Limitation of available
pay billets, absence of drilling units within
commuting distance, conflicting employment, and
other factors prevent some Reservists from
participating in the Selected Reserve.

NAVY RESERVE
STANDBY RESERVE
• The Standby Reserve consists of
Reservists who have transferred from
the Ready Reserve after fulfilling certain
requirements established by law.
RETIRED RESERVE
• The Retired Reserve-Inactive consists
of Reservists who are drawing retired
pay or are qualified for retired pay upon
reaching age 60.

NAVY RESERVE

Military Life and Benefits

Ask any veteran and they will tell you that the
friendships you forge in the military are one of a
kind. There are unique bonds and a sense of
camaraderie that truly exist only among those who
serve. If you are a military veteran, joining the Navy
Reserve allows you to stay connected to everything
you like and will miss about the military.

NAVY RESERVE

The Navy Reserve is committed to you as a
military veteran. They know that it’s your
experience, years of training, expertise, and
dedication that drive our force. For this
reason, we will always attempt to match you
with the rate/rank you currently hold or held
upon separation. If you qualify, you can
cross-train into a new military job.

NAVY RESERVE
Many Advantages for Veterans
• Maintain your rank (in most cases)
• No need to repeat basic training
• Continue to proudly serve your country
• Continue or recapture the camaraderie of service
• Continue to build on the professional expertise and leadership
skills you’ve acquired
• Earn points for retirement every time you drill
• Receive retirement pay at age 60, after 20 years of credible
service
• Receive four days pay for two weekend drilling days
• Build upon your Montgomery GI Bill benefits
• Tax-free Navy Exchange and commissary privileges
• VA home loans
• Low-cost insurance options, including up to $250,000 in life
insurance

NAVY RESERVE
• No Basic Training
The Navy Reserve understands that once you’ve gone through
basic training, there’s no need to repeat the experience. You will
be welcomed into the Reserve as the respected veteran you
are.
• Flexibility is Key
Traditionally, serving in our force requires a minimum of one
weekend a month drilling at a local military installation and two
weeks of Annual Training.
• They realize, however, that in pursuing all your civilian and
military goals, this schedule may not always be possible.
Therefore, they have flexible drilling options for those who
qualify. This includes fulfilling your annual commitment in one
single, extended mission or possibly serving on weekdays, if
your civilian career makes weekend service difficult.

NAVY RESERVE
• Flex-drill
Flex-drilling allows you to stay on station long
enough to accomplish significant training and
results. This normally entails drilling for four
or six consecutive days with an Active Duty
command.
• Commitment
Enlistment periods for veterans range from
two to six years. Following your initial period
of enlistment, you can extend your Navy
Reserve contract up to an additional four
years.

NAVY RESERVE
Enlisted opportunities in the Navy Reserve:
• Arts and Photography
• Food, Restaurant, and Lodging
• Aviation
• Human Resources
• Business Management
• Intelligence and Communications
• Computers/Electronics/ Information Technology
• Legal/Law Enforcement and Security
• Construction and Building
• Medical and Dental
• Emergency, Fire, and Rescue
• Office and Administrative Support
• Engineering/Mechanical and Industrial
• Religion

NAVY RESERVE
COMPENSATION - DRILL PAY

• You will receive four days of base pay for
every two days of weekend drilling. You will
also receive full pay and allowances for
meals and housing during your two-week
Annual Training. Pay and allowances for
Navy Reservists are determined by the same
pay scale used by active duty Navy personnel
and are based on your individual pay grade
and time in service. You will also be
compensated for any additional days you
choose to serve.

NAVY RESERVE
COMPENSATION - DRILL PAY

NAVY RESERVE
• PAY RAISES
Reservists receive all general military increases in pay such as
cost-of-living increases and additional pay increases for years of
accumulated service. These increases are paid out at the same
percentage as those serving on active duty.

• DEPENDENT COMPENSATION
During their 12 to 14 days of Annual Training, Reservists with
dependents will be compensated at same rate as active duty
Navy personnel with dependents.

• ACTIVE DUTY PAY
Selected Reservists on active duty will receive the same rate of
compensation as other active duty personnel of equivalent rank,
time in service and qualifications.

NAVY RESERVE

• REENLISTMENT AND CONVERSION INCENTIVES
Bonuses are available for qualified Reservists who
wish to convert to undermanned ratings.

• RETIREMENT
You will become eligible for retirement pay at age 60,
following 20 years of credible service (active duty
with Reserve or Reserve alone). Retirement benefit
amounts vary, depending on individual pay grades
and total active duty and Reserve time. If a Reservist
dies before reaching age 60, an optional Survivors
Benefit Plan will provide an annuity to eligible
beneficiaries.

NAVY RESERVE
• PROMOTIONS
As a Reservist, you will receive ample opportunities for
promotion. Advancement in the Reserve is based on the
same guidelines and principles as those for active duty. To
advance in rate, typically you must undergo additional
training, attend schools and pass exams. Promotions are
based on time-in-grade, advancement test results, your
ability and the overall needs of the Navy and Navy Reserve.

• REEMPLOYMENT RIGHTS
As a Navy Reservist, your civilian job security is assured. The
Uniformed Services Employment and Reemployment Rights
Act guarantees your return to your civilian job after being
ordered to active duty for training or during a national
emergency.

NAVY RESERVE
LIFE/HEALTH
• LIFE INSURANCE
Under the current Service members’ Group Life
insurance plan, you can purchase up to $400,000 of full-
time coverage for a low monthly rate.

• MEDICAL CARE
As a Navy Reservist, you are eligible for TRICARE
Reserve Select benefits. TRICARE Reserve Select
brings together health resources of the armed services
and supplements them with civilian resources to
complete your health-care coverage. You will also
receive use of military facilities in the event of illness or
injury during training periods.

NAVY RESERVE
EDUCATION
• MONTGOMERY GI BILL
The Montgomery GI Bill, Selected Reserve (MGIB,
SR) provides up to 36 months of educational
assistance for Reservists who enlist for six years
and maintain satisfactory drill participation. Rates
are paid according to individual Reservist status
(full-time, part-time, etc.) and educational program
(college, vocational tech, apprenticeship, etc.).
Military veterans may qualify for an additional 12
months of Reserve GI Bill benefits in addition to the
active duty GI Bill.

NAVY RESERVE
• TUITION ASSISTANCE
Selected Reservists on active duty for 120 continuous days can be
reimbursed up to 100 percent of tuition costs.

• CREDITS FOR EXPERIENCE
As a member of the Navy Reserve, you have the opportunity to take
free College Level Examination Program tests (CLEP). For every test
you pass, you earn three transferable college credits.

• DANTES
The Defense Activity for Non-Traditional Education Support program
(DANTES) allows you to pursue college and university independent
study courses. Comprised of over 1,200 colleges and universities
nationwide, the DANTES program allows service members to transfer
credits from school to school and receive college credits for military
training and experience.

NAVY RESERVE
INCOME ENHANCEMENTS
• HOME LOAN PROGRAM
You can take advantage of low interest rate VA home loans that allow you
to purchase a home with no money down. You must have six years of
honorable service to qualify.

• INCOME TAX DEDUCTIONS
The Internal Revenue Service allows you to deduct certain travel, uniform
items and other expenses incurred as a direct result of performed drills or
Annual Training from your income taxes.

• COMMISSARY/EXCHANGE PRIVILEGES
You and your family will enjoy access to Navy commissaries (grocery
stores), exchanges (department stores), gyms and Enlisted clubs at bases
worldwide.

• TRAVEL
In addition to your two-week Annual Training, which may take you
anywhere in the world, you can also reserve space on specified
government aircraft when not on duty status, at no cost to you.

Topic Learning Objectives
1. Describe the tasks to determine personnel
eligibility for Retirement / Fleet Reserve
2. Describe the tasks to prepare Retirement /
Fleet Reserve statement of service
3. Describe the tasks to compute retirement /
retainer pay
4. Describe the tasks to counsel personnel
on disability/non-disability retirement
5. Describe the tasks to compute disability
severance pay

References

• MPM 1800-010 (Guidelines for CCC’s when conducting
ceremonies for FLTRES & Retirements)
• MPM 1800-040 (Defines & list eligibility requirements for
transfer to FLTRES and RELACDU)
• MPM 1830-040 (TRF to FLTRES & RELACDU)
• MPM 7220-050 (Computation of Disability Retired Pay)
• MPM 7220-130 (Methods of computing retainer pay)
• BUPERSINST 1750.11 (SBP) (will be discussed more in
detail with our next facilitator, NC1 Shultz)
• NAVADMIN 344/02 parts 1 & 2 (CSB/REDUX)
• http://pay2000.dtic.mil

Fleet Reserve
Definition: Military personnel who have
completed 20 to 30 years of Active Service
in the Armed Forces (ASAF).
Purpose: Provides an available reserve of
former members of the Regular Navy and the
Naval Reserve who may be used (without
further training) to fill billets requiring
experienced personnel in the initial stages of
mobilization during an emergency or in war
(MPM 1830-040).

Fleet Reserve cont.
Service creditable for Active Service in the Armed
Forces (MPM 1830-040 & MPM 7220-130):

1. Active Duty (Day for Day)
2. Active Duty for Training (ACDUTRA)
after 9 AUG 56
3. Army & Air Guard (Federalized only)
4. Constructive Service (Credit for time not served)
Enlistment completed within 3 months of EAOS
(90 days)

Fleet Reserve cont.
• Requests for Transfer to Fleet Reserve:
– E5-E6 six to 18 months in advance
– E7-E9 six to 24 months in advance
– Submitted Via SDS/DMRS/NSIPS/OPINS
• Authorization for transfer arrives via Naval Msg
• NAVCOMPT Form 2274
– Pre-retirement pay information request (Personnel Office
should send this along with DD Form 2656 45-90 days
prior to FLTRES/Retirement date)
• NAVCOMPT Form 2656
– Data for payment of Retired Personnel
– Sample form in BUPERSINST 1750.11
Retirement from Fleet Reserve is automatic

Eligibility for Retirement/Fleet
Reserve
• Approval of a request for transfer to
FLTRES will normally be withheld until
the member has completed the
following:

– a. 20 years of active service by requested
date of transfer to FLTRES
– b. 24 months time in grade for E7 and
above (may be waived up to 12 months per
SECNAVINST 1811.3M)

Members not eligible for
FLTRES & Retirement
• a. awaiting disciplinary action
• b. serving sentence of a court-martial
• c. awaiting civil action
• d. awaiting unresolved family advocacy issues
• e. serving in LIMDU status (unless approved by
PERS 4821)

• Note: Once above status is resolved, the
command must notify PERS 4823 via message

Fleet Reserve & Retirement

• The Command Career Counselor (CCC)
initially screens service members to
determine eligibility.
• The Command Career Counselor will ensure
letters of appreciation are ordered up to six
months prior to Retirement.
• CCC helps Sailors verify their statement of
service.

Statement of Service
• A total computation of active and inactive service
(sample provided below)

Non-Disability Retirement
MPM 1800-040
Retired List: >30 Years
– Permanent change of status and may only be changed
by resignation or discharge approved by the SECNAV,
or following the sentence of a court-martial.
– Must keep DFAS informed of any change of address;
– Application submitted by DRMS/SDS/NSIPS/OPINS to
president via PERS 823.
– Constructive service counts (but not minority enlistment).
Additional Privileges for Fleet Reserve / Retired personnel:
– ID Card
– Commissary, Exchange, Legal, Chaplain, Medical, &
Travel.

Computing Retainer Pay
MPM 7220-130

.025 x ASAF x BP = RP(DTC)
ADDITIONAL FACTORS:
Heroism
– Increase retainer 10% or if at 75%, 10%
Tax Free.
• Retainer pay shall not exceed 75% BP
Medal of Honor
– add $200.00 to calculated retainer pay

Military Retirement
Defined Benefit: Three systems in effect:
• Original / “Final Pay” Plan

• “High 3” Plan

• “REDUX/CSB” Plan (REDUX plus Career Status
Bonus)

Three ways of computing
Retainer/Retired Pay

8 Sep 80 1 Aug 86

Now called FINAL PAY Remains HIGH III Now called REDUX/CSB
* Enlisted Prior to 8 Sep 80 * Enlisted on or after * Enlisted on or after 1AUG 86
* Full Cola 8 Sep 80 * Cola - 1%
* 2 1/2% x ASAF x BP = RP * Full Cola * (2 1/2% x ASAF) - (1% YAS <
(DTC) * 2 1/2% x BP (36 mos. Avg.) 30) x BP (36 mos. Avg.) = RP
x ASAF= RP(DTC) (DTC)

Factors Effecting Pay
• Date of initial entry into ACDU or delayed
entry obligation.
• Pay scale in effect.
• PEBD.
• Amount of Active Service in the Armed
Forces.
• Active service is rounded down to the lowest
month and converted to a decimal. Example:
23 years, 5 months, 23 days = 23 years, 5
months = 23.4166 years

Table to convert Active Service in
the Armed Forces months

1 MONTHS .0833 7 MONTHS .5833
6 MONTHS .5000

DIEMS DATE
• Obscure, but critical, date
– Determines which is your retirement plan

• Date first enlisted/commissioned into any component
of the Armed Forces

– Has no bearing on longevity for pay or years of
service

– Should never change: not adjusted for broken time
or time lost

Military Retirement -
“ Final Pay” Plan
• Those entering military before 8 September 1980

• 50% of final base pay at 20 years

• “Multiplier” rises at 2.5% per year of service -
retirement at 75% final base pay after 30 years

• “COLA” increase each year based on rise in the
government’s consumer price index (CPI)

“Final Pay” Plan
Years of Service % of Final Base Pay
20 50.0
21 52.5
22 55.0
23 57.5
24 60.0
25 62.5
26 65.0
27 67.5
28 70.0
29 72.5
30 75.0

“High Three” Plan
• Those entering service on or after September 8,
1980, through July 31, 1986

• 50% of average highest three years of base pay
at 20 years of service (increasing to 75% at 30)

• Full COLA each year

• Only difference: “High 3” vs. “Final Pay”

High 3 Plan Calculation
• Average base pay for highest 36 months
• Example: E7, retiring at 20 at end of 2000
18th year: $2300 x 12 mo (1998, E7@16)
19th year: $2449 x 12 mo (1999, E7@18)
20th year: $2566 x 6 mo (Jan 1, 2000, E7@18)
$2588 x 6 mo (Jul 1, 2000, E7@18)

Total: $88,913 / 36 months = $2470 - “high 3”
average monthly base pay

High 3 Calculation (cont.)

• $2,470 - “High 3” average monthly base pay
times multiplier for time in service (50%) equals:
First year benefit - $1235 per month

• Example above: Chief’s initial retired check
(50% of final base pay) would have been $1294

• “High three” represents moderate reduction in
value of retired pay (generally 3% -11%)

Retirement Plan Choice
All Service members who came on active duty
on or after 1 August 1986 now get a choice:

• Option 1: Remain in “High-Three” Plan
or
• Option 2: Elect “CSB/REDUX” Plan -
Have retired pay calculated under the
REDUX formula and receive a one-time
$30,000 Career Status Bonus at the
15 year point

“REDUX” Plan
• Originally passed MMRA of 1986
• Affected all those entering service on or after
1 August 1986
• Retirement multiplier reduced to 40% of high
three years base pay at 20 (vice 50%)
• Multiplier increases 3.5% per year (vice
2.5% -still receive 75% at 30)
• Annual pay raise based on consumer price
index minus 1% per year (vice a full COLA)

“REDUX” Formula

• Remember two major changes in REDUX
• Reduced multiplier (40% vice 50% at 20)
• COLA 1% below inflation rate each year
• One time “catch up” at age 62 (to where
retiree would have been under High 3)
– Then COLA minus 1% continues -
permanently
– A significant reduction in retirement
benefits
(up to a 25% cut for those retiring at 20!)

REDUX

• Reduced retirement plus retention bonus - both
are together in one “package”
• Must remain to at least 20 (or pay back a portion
of the bonus)
• Bonus is taxable (for most members means they
net $21,600 if they take all cash)
• Can shelter up to $15,000 in military Thrift
Savings Plan; remaining $15,000 fully taxable
check (per DFAS & PERS 341)
• New option to distribute CSB over 3 years to take
advantage of sheltering all in TSP.


• One time, irrevocable decision, to be
made between the 14 1/2 and 15 year
point

• “Both options have their own merits.
Neither is universally better than the
other. Which option is more
advantageous can only be determined
by each individual for his or her own
unique circumstances and preferences.”
- DOD Web site

REDUX

Advantage of taking the Bonus:
Immediate cash for
- Investment - Rates of return may vary
- Start a business - Very high risk
- Education - May have other alternatives
- Debt repayment - Less costly methods available
- Consumer Purchase - Zero rate of return
(the most unwise choice)

REDUX

• Disadvantages of taking the Bonus
- Substantially reduces retirement benefit
- Substantially reduces benefit for surviving
spouse
- Risk of Spending the bonus!

“It’s not a bonus, it’s a loan!”

“REDUX” Plan
Years of Service “High 3” Multiplier % “REDUX” Multiplier %
20 50 40
21 52.5 43.5
22 55 47
23 57.5 50.5
24 60 54
25 62.5 57.5
26 65 61
27 67.5 64.5
28 70 68
29 72.5 71.5
30 75 75

High 3 vs REDUX
Retirement early 2001 - Approximate initial retired
check:
High 3 REDUX
E6 @ 20 $1020 $ 860
E7 @ 20 $1235 $ 988
E7 @ 22 $1440 $1230
E8 @ 24 $1860 $1670
E9 @ 30 $2760 $2760

04 @ 20 $2260 $1810
05 @ 24 $3240 $2920
06 @ 30 $4790 $4790


DOD Web Site: http://pay2000.dtic.mil/

• Detailed information

• Sample case studies

• Personalized calculator

FTSW success workshop_28 jan 09

FTSW success workshop_28 jan 09

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