The attached PTS Plain Talk gives Sailor the breakdown of PTS and address the different factor they can control. It is highly recommended that this be printed and distributed to all Sailors, and include this as part of CDB process. This checklist puts the responsibility on the Sailor to get educated on all their options, it starts at check-in and goes through entire PTS process (to include the algorithm) .
Perform To Serve (PTS) is a long term force shaping tool that aids in leveling out manning between overmanned and undermanned ratings while managing the quality of reenlistment applicants by controlling the authority for reenlistment.
Sailors must have an approved PTS reservation prior to reenlisting, receiving SRB, or negotiating orders.
This document provides information about Perform to Serve (PTS), a Navy program that determines retention based on performance within individual ratings and year groups. It outlines the PTS timeline and process, noting sailors' performance directly impacts PTS determination. The timeline breaks down the PTS application process from 24-15 months prior to service obligation end through final determination 6 months prior. Key aspects include using Fleet RIDE to identify career options, submitting applications for reenlistment in-rate or conversion, and monitoring monthly quotas.
The document provides information about the Perform to Serve (PTS) program, which uses an algorithm to rank sailors based on performance indicators like pay grade, evaluation rankings, and Navy Enlisted Classification codes. It outlines the timeline sailors should follow, starting 24-15 months before their end of active service, to submit PTS applications, check eligibility results each month, and make career decisions. The key performance factors considered by the PTS algorithm when ranking applications are highest pay grade, evaluation rankings, critical ratings, and aptitude test scores.
The document discusses the Navy's Career Navigator program, which aims to give sailors more control and visibility over their career progression. It outlines several key components of Career Navigator, including Career Waypoints for reenlistment, rating conversion, and PACT designation. Career Waypoints allows sailors to indicate their intent to stay in or separate from the Navy 13 months in advance and apply for reenlistment. It also describes how the system aims to provide sailors earlier answers about their career options and more choice by getting them answers sooner.
The document outlines the Navy's career waypoints timeline for sailors. It discusses deadlines for submitting PRD applications if under 24 months of service and shows the windows for applying for in-rate, conversion, or SELRES options starting from 13 months before SEAOS. Applications are only processed from 13 to 10 months before SEAOS. It also provides an overview of the reenlistment check-in process and different categories of reenlistment based on year group manning levels.
The document outlines the Perform to Serve (PTS) program which manages Navy manning by promoting advancement opportunities and screening qualified sailors for conversion. It discusses when sailors should begin PTS planning, who is affected, timelines and application processes. Commands are encouraged to help sailors through career development boards, testing, and training to maximize their chances of retention or conversion through PTS.
This document outlines the Career Waypoints (C-WAY) application timelines in relation to a Sailor's Projected Rotation Date (PRD) and End of Active Obligated Service (SEAOS). It discusses how PRD and SEAOS alignment with the Command Management System - Integrated (CMS-ID) window impacts Sailors and Career Counselors. Key points include: C-WAY applications now start 12 months from PRD instead of SEAOS, ending when approved or 6 months from SEAOS; and the changes reduce Career Counselor workload and provide a clearer signal to Bureau of Naval Personnel (PERS 4) of manning demands.
The Career Navigator Program uses the Career Waypoints (C-Way) tool to help sailors make informed career decisions. C-Way allows sailors to view their best match ratings and submit reenlistment or conversion applications between 13-6 months before their end of service. Applications are approved based on the sailor's qualifications and available quotas, with the goal of placing sailors in career paths that match their skills.
Perform To Serve (PTS) is a long term force shaping tool that aids in leveling out manning between overmanned and undermanned ratings while managing the quality of reenlistment applicants by controlling the authority for reenlistment.
Sailors must have an approved PTS reservation prior to reenlisting, receiving SRB, or negotiating orders.
This document provides information about Perform to Serve (PTS), a Navy program that determines retention based on performance within individual ratings and year groups. It outlines the PTS timeline and process, noting sailors' performance directly impacts PTS determination. The timeline breaks down the PTS application process from 24-15 months prior to service obligation end through final determination 6 months prior. Key aspects include using Fleet RIDE to identify career options, submitting applications for reenlistment in-rate or conversion, and monitoring monthly quotas.
The document provides information about the Perform to Serve (PTS) program, which uses an algorithm to rank sailors based on performance indicators like pay grade, evaluation rankings, and Navy Enlisted Classification codes. It outlines the timeline sailors should follow, starting 24-15 months before their end of active service, to submit PTS applications, check eligibility results each month, and make career decisions. The key performance factors considered by the PTS algorithm when ranking applications are highest pay grade, evaluation rankings, critical ratings, and aptitude test scores.
The document discusses the Navy's Career Navigator program, which aims to give sailors more control and visibility over their career progression. It outlines several key components of Career Navigator, including Career Waypoints for reenlistment, rating conversion, and PACT designation. Career Waypoints allows sailors to indicate their intent to stay in or separate from the Navy 13 months in advance and apply for reenlistment. It also describes how the system aims to provide sailors earlier answers about their career options and more choice by getting them answers sooner.
The document outlines the Navy's career waypoints timeline for sailors. It discusses deadlines for submitting PRD applications if under 24 months of service and shows the windows for applying for in-rate, conversion, or SELRES options starting from 13 months before SEAOS. Applications are only processed from 13 to 10 months before SEAOS. It also provides an overview of the reenlistment check-in process and different categories of reenlistment based on year group manning levels.
The document outlines the Perform to Serve (PTS) program which manages Navy manning by promoting advancement opportunities and screening qualified sailors for conversion. It discusses when sailors should begin PTS planning, who is affected, timelines and application processes. Commands are encouraged to help sailors through career development boards, testing, and training to maximize their chances of retention or conversion through PTS.
This document outlines the Career Waypoints (C-WAY) application timelines in relation to a Sailor's Projected Rotation Date (PRD) and End of Active Obligated Service (SEAOS). It discusses how PRD and SEAOS alignment with the Command Management System - Integrated (CMS-ID) window impacts Sailors and Career Counselors. Key points include: C-WAY applications now start 12 months from PRD instead of SEAOS, ending when approved or 6 months from SEAOS; and the changes reduce Career Counselor workload and provide a clearer signal to Bureau of Naval Personnel (PERS 4) of manning demands.
The Career Navigator Program uses the Career Waypoints (C-Way) tool to help sailors make informed career decisions. C-Way allows sailors to view their best match ratings and submit reenlistment or conversion applications between 13-6 months before their end of service. Applications are approved based on the sailor's qualifications and available quotas, with the goal of placing sailors in career paths that match their skills.
The document discusses changes to the CMS-ID detailing system that aim to improve Navy readiness. Key changes include reducing the sailor negotiation window from 5 to 3 months, establishing a "Needs of the Navy" window at 6 months out, and prioritizing filling the highest priority requisitions each cycle. This encourages sailors to apply earlier and gives more consideration to Navy needs. The benefits are improved readiness, a more understandable system, and increased sailor choice and planning time.
The document discusses changes to the Navy's community management structure to increase effectiveness. It outlines the realignment of personnel codes under DCNO for Manpower, Personnel, Training & Education to consolidate community management functions. It also provides details on programs like Perform to Serve (PTS) and Rating Entry for General Apprentices (REGA) that are used to manage skills mix and end strength.
The document provides an overview of changes and enhancements made in the Career Management System/Interactive Detailing MU1B-4 release delivered in April 2010. Key updates include masking sailors' social security numbers, adding special program flags, modifying physical fitness assessment flags, and including gender specific gates. Help resources and relevant NAVADMIN messages are also outlined.
. Sailors have 6 opportunities every month to be reviewed if they are eligible to stay Navy or transition to the Reserve.
2. If Sailors opted not to convert - they have less chance of being selected if rating is overmanned.
3. Those that were "denied" will have another chance to apply now until end of the month - please conduct CDBs now especially if there are ANY changes on their application (i.e. member decided to convert or new FITREP, clearance, new NEC, etc) that may affect next month's screening.
4. Remember that the following algorithm priority affects the member's selection every month:
- Highest Pay Grade
- Selected-Not Yet Advanced - Frocked Sailors rank higher than those not yet picked for advancement.
- Average Ranking of Five Most Recent Evaluations
- Critical Navy Enlisted Classification (NEC)
- Fleet RIDE/Rank Score - Largely based on a Sailor's ASVAB score - provides an indicator of potential success in the rating requested. (Applies to a Conversion algorithm only.)
- Physical Fitness Assessment (PFA) Results
- Proximity to Soft End of Obligated Service (SEAOS).
5. If member is on "Denied" PTS status for the 3rd time (i.e. 9 months prior to EAOS- Sailors have 6 looks or Denial before being told to separate)
- They must attend the TAP-GPS to get them prepared for the worst.
- Another CDB to review further options (conversion, retaking an ASVAB test, reviewing PTS package)
- Apply for conversion option
6. If member is finally PTS approved:
- Submit a reenlistment request within 6 months (maximize to 6 years to cover next Zone if SRB is not affected)
- Contact detailer to negotiate for orders if on PRD window.
JETSELECT is a provider of premium aviation services including aircraft charter, management, and maintenance. They have over 150 years of combined experience in FAR 135 operations and exceed federal safety requirements. JETSELECT aims to provide personalized service tailored to each customer's needs with a focus on safety, service, and flexibility. Their fleet of 18 aircraft is strategically located across 9 bases nationally.
2012 Navy Region NW FCPO Symposium (CPC HANDBOOK)A.J. Stone
The document is a handbook for Command PASS Coordinators (CPC) that outlines their role and responsibilities. It provides guidance on processing personnel and pay actions, references the relevant directives, and includes examples and checklists. The CPC acts as a liaison between their command and the Personnel Support Detachment (PSD) to ensure accurate and timely processing of pay, personnel, and transportation entitlements for service members. Key duties of the CPC include assisting with documents like housing allowance paperwork, meal reimbursements, and separation actions. The handbook is a resource to help CPCs understand Navy policies and procedures.
This document provides guidance for Command PASS Coordinators (CPC) on their role and responsibilities. It outlines the key personnel and pay processes that CPCs assist with, such as BAH, allotments, dependency applications, family separation allowances, and hostile fire/combat zone pay. The handbook references the appropriate directives for each topic and provides examples of required documentation. It aims to acquaint CPCs with the PASS system and how to effectively process paperwork and liaise between their command and the servicing Personnel Support Detachment (PSD).
The document outlines the Transition Assistance Program (TAP) which includes pre-separation counseling, the Transition GPS workshop, and the Individual Transition Plan (ITP) that career counselors help separating service members develop. It details requirements like completing the DD Form 2648 (Service Member Pre-Separation/Transition Counseling) no later than 90 days before separation and attending the Capstone event within 90 days of separation. The DD Form 2586 (Verification of Military Experience and Training) provides a listing of a service member's job skills, training, and experience acquired during service.
This document summarizes the changes made in COMNAVAIRFORINST 1414.2B, which overhauls the Enlisted Aviation Warfare Specialist (EAWS) qualification program. Key changes include replacing the PQS system with a controlled Qualification Card and Study Guide produced by each platform's Master Lead, requiring annual updates to materials, and establishing new timelines for qualification ranging from 4 to 30 months depending on status. The new program consists of 4 phases covering orientation, departmental qualifications, aircraft systems, and a final exam requiring a walkthrough and oral board to qualify.
The document provides answers to frequently asked questions about the integration of the PTS program into the Fleet RIDE computer system. Key details include that most member information will be pre-populated, applications can be submitted up to 15 months before SEAOS, and the system allows batch submission of multiple applications. Commands are still able to submit applications via email if needed, and members should ensure their applications are submitted on time to maximize opportunities.
1. The document provides guidance and instructions for assessing a career development program using the NAVPERS 15878K Appendix A checklist.
2. It outlines the process for conducting self-assessments, preparing for the review with an assessment binder, and conducting the actual assessment with an assigned assessor.
3. The assessment covers various areas of a career development program including the career counseling team, advancement and education programs, career development boards, and Perform to Serve (PTS) program management. Scores are provided to evaluate programs as outstanding, good, satisfactory, or unsatisfactory.
This document provides an overview of the enlisted distribution system and detailing process. It discusses the PERS-40 organization chart, detailing timeline, what detailers can and cannot do, spouse collocation, failure to obligate service, the sailor's role, and special programs. It also summarizes incentive pays, overseas tour extensions, senior enlisted academies, and the role of PERS-4013 in monitoring personnel readiness.
The document provides information about pathways to joining the Navy Reserve. It discusses options for active duty service members transitioning to the Navy Reserve through the AC2RC (Active Component to Reserve Component) program, as well as options for those who have been separated from active duty for over 6 months. It also summarizes benefits of joining the Navy Reserve, such as educational benefits, healthcare, and retirement benefits after 20 years of service. Contact information is provided for Navy personnel who can assist with the affiliation process.
This document provides an overview and agenda for a Navy fleet engagement meeting on enlisted placement and distribution. The summary includes:
1) It introduces the PERS-40 organization that handles enlisted distribution and placement, led by CAPT Allmon. This includes over 240 detailers across various sections that handle assignments by rating and community.
2) It outlines the mission of PERS-4013 to monitor enlisted readiness, generate priority requisitions, and represent manning control authorities.
3) The agenda covers topics like the CMS-ID system, changes to the order negotiation process, special programs like the CPO early return to sea program, detailing timelines, challenges for detailers, and the roles of sailors
This document provides an overview of a Navy Fleet Engagement meeting held on 27-28 August 2013 in the Mid-Atlantic region. It discusses topics such as community management perspective, end strength projections, distribution of enlisted assets, specific community management responsibilities, enlisted advancement statistics, the NPC webpage, and Career Waypoints. The document is intended to inform Navy personnel on issues relating to personnel, placement, distribution, and career management.
This document summarizes a Navy fleet engagement meeting that discussed community management. It provided an overview of community management perspectives and objectives from BUPERS, including providing sustainable inventories with requisite skills versus unit-level manning needs. It discussed changing end strengths and tools to stabilize force levels. Specific community management roles and tools were outlined, including accession planning, training, incentive programs, and metrics analysis. Advancement statistics and resources on the NPC webpage were also summarized. Finally, the Career Navigator program was introduced as a new initiative to provide more career transparency and choices for Sailors.
This document summarizes the key aspects of regulations for conductor certification and training as established by the Federal Railroad Administration (FRA).
1. Congress required the FRA to develop regulations requiring certification and training of train conductors based on existing regulations for locomotive engineers. The FRA convened a Rail Safety Advisory Committee working group to develop the regulations.
2. The regulations establish requirements for conductor certification programs, eligibility determinations, administration of certifications, identification of certified conductors, and denial or revocation of certification for safety violations. Conductors must be certified and qualified for the territory in which they work.
3. The regulations define conductor duties and responsibilities, certification periods, replacement of certificates, record
Move ‘em up! Head ‘em out!: Oversized freight and state permitting processPorts-To-Plains Blog
Perkins Specialized Transportation Contracting is an asset-based carrier specializing in engineered transportation solutions for super heavy and abnormal loads. It focuses on engineering, project management, and safety. Perkins transports loads exceeding legal limits through permits and uses modern equipment like dual lane loaders. Transporting abnormal loads requires extensive planning, engineering, and coordination to safely navigate routes and infrastructure restrictions.
The Navy will conduct an Enlisted Retention Board in August 2011 to meet end strength targets and allow high performing sailors to reenlist and advance. The board will accept conversion requests until August 15th to accommodate deployed sailors. Conversion requests will be reviewed after the board selects sailors for retention, with only those not selected considered for conversion to allow ratings to keep their best candidates. The board eligibility was clarified to include E-4 to E-8 sailors not subject to Perform to Serve adjudication, regardless of their extended end of active obligated service date. Sailors in commissioning programs will also be exempt.
ITS Heartland 2012
Annual Meeting
Kansas City, MO
Please visit our Vimeo site to access voice narrated presentations: https://vimeo.com/matc/review/42287726/53219965ee
Presented by Yifeng Chen, Graduate Research Assistant, Nebraska Transportation Center and Zheng Luo, Graduate Research Assistant,Nebraska Transportation Center
The document outlines the steps sailors should take to qualify for the Fleet RIDE/PTS program to either reenlist in their current rating, convert to a new rating, or separate from active duty. Key steps include meeting regularly with mentors and command career counselors, qualifying for the program using the Fleet RIDE system, applying and communicating monthly application results, attending Transition Assistance if needed, and monitoring quota availability closely with help from command career counselors.
The document outlines the steps sailors should take to qualify for the Fleet Reserve In-Service Directed (FleetRIDE)/Perform to Serve (PTS) program, which allows sailors to reenlist or convert to a new rating. Sailors are instructed to meet regularly with mentors and command career counselors, qualify for FleetRIDE by considering rating conversions or reenlisting, and closely monitor monthly quotas in FleetRIDE/PTS. The document also notes sailors should attend Transition Assistance Programs if they do not receive a PTS quota or desire to remain active duty.
The document discusses changes to the CMS-ID detailing system that aim to improve Navy readiness. Key changes include reducing the sailor negotiation window from 5 to 3 months, establishing a "Needs of the Navy" window at 6 months out, and prioritizing filling the highest priority requisitions each cycle. This encourages sailors to apply earlier and gives more consideration to Navy needs. The benefits are improved readiness, a more understandable system, and increased sailor choice and planning time.
The document discusses changes to the Navy's community management structure to increase effectiveness. It outlines the realignment of personnel codes under DCNO for Manpower, Personnel, Training & Education to consolidate community management functions. It also provides details on programs like Perform to Serve (PTS) and Rating Entry for General Apprentices (REGA) that are used to manage skills mix and end strength.
The document provides an overview of changes and enhancements made in the Career Management System/Interactive Detailing MU1B-4 release delivered in April 2010. Key updates include masking sailors' social security numbers, adding special program flags, modifying physical fitness assessment flags, and including gender specific gates. Help resources and relevant NAVADMIN messages are also outlined.
. Sailors have 6 opportunities every month to be reviewed if they are eligible to stay Navy or transition to the Reserve.
2. If Sailors opted not to convert - they have less chance of being selected if rating is overmanned.
3. Those that were "denied" will have another chance to apply now until end of the month - please conduct CDBs now especially if there are ANY changes on their application (i.e. member decided to convert or new FITREP, clearance, new NEC, etc) that may affect next month's screening.
4. Remember that the following algorithm priority affects the member's selection every month:
- Highest Pay Grade
- Selected-Not Yet Advanced - Frocked Sailors rank higher than those not yet picked for advancement.
- Average Ranking of Five Most Recent Evaluations
- Critical Navy Enlisted Classification (NEC)
- Fleet RIDE/Rank Score - Largely based on a Sailor's ASVAB score - provides an indicator of potential success in the rating requested. (Applies to a Conversion algorithm only.)
- Physical Fitness Assessment (PFA) Results
- Proximity to Soft End of Obligated Service (SEAOS).
5. If member is on "Denied" PTS status for the 3rd time (i.e. 9 months prior to EAOS- Sailors have 6 looks or Denial before being told to separate)
- They must attend the TAP-GPS to get them prepared for the worst.
- Another CDB to review further options (conversion, retaking an ASVAB test, reviewing PTS package)
- Apply for conversion option
6. If member is finally PTS approved:
- Submit a reenlistment request within 6 months (maximize to 6 years to cover next Zone if SRB is not affected)
- Contact detailer to negotiate for orders if on PRD window.
JETSELECT is a provider of premium aviation services including aircraft charter, management, and maintenance. They have over 150 years of combined experience in FAR 135 operations and exceed federal safety requirements. JETSELECT aims to provide personalized service tailored to each customer's needs with a focus on safety, service, and flexibility. Their fleet of 18 aircraft is strategically located across 9 bases nationally.
2012 Navy Region NW FCPO Symposium (CPC HANDBOOK)A.J. Stone
The document is a handbook for Command PASS Coordinators (CPC) that outlines their role and responsibilities. It provides guidance on processing personnel and pay actions, references the relevant directives, and includes examples and checklists. The CPC acts as a liaison between their command and the Personnel Support Detachment (PSD) to ensure accurate and timely processing of pay, personnel, and transportation entitlements for service members. Key duties of the CPC include assisting with documents like housing allowance paperwork, meal reimbursements, and separation actions. The handbook is a resource to help CPCs understand Navy policies and procedures.
This document provides guidance for Command PASS Coordinators (CPC) on their role and responsibilities. It outlines the key personnel and pay processes that CPCs assist with, such as BAH, allotments, dependency applications, family separation allowances, and hostile fire/combat zone pay. The handbook references the appropriate directives for each topic and provides examples of required documentation. It aims to acquaint CPCs with the PASS system and how to effectively process paperwork and liaise between their command and the servicing Personnel Support Detachment (PSD).
The document outlines the Transition Assistance Program (TAP) which includes pre-separation counseling, the Transition GPS workshop, and the Individual Transition Plan (ITP) that career counselors help separating service members develop. It details requirements like completing the DD Form 2648 (Service Member Pre-Separation/Transition Counseling) no later than 90 days before separation and attending the Capstone event within 90 days of separation. The DD Form 2586 (Verification of Military Experience and Training) provides a listing of a service member's job skills, training, and experience acquired during service.
This document summarizes the changes made in COMNAVAIRFORINST 1414.2B, which overhauls the Enlisted Aviation Warfare Specialist (EAWS) qualification program. Key changes include replacing the PQS system with a controlled Qualification Card and Study Guide produced by each platform's Master Lead, requiring annual updates to materials, and establishing new timelines for qualification ranging from 4 to 30 months depending on status. The new program consists of 4 phases covering orientation, departmental qualifications, aircraft systems, and a final exam requiring a walkthrough and oral board to qualify.
The document provides answers to frequently asked questions about the integration of the PTS program into the Fleet RIDE computer system. Key details include that most member information will be pre-populated, applications can be submitted up to 15 months before SEAOS, and the system allows batch submission of multiple applications. Commands are still able to submit applications via email if needed, and members should ensure their applications are submitted on time to maximize opportunities.
1. The document provides guidance and instructions for assessing a career development program using the NAVPERS 15878K Appendix A checklist.
2. It outlines the process for conducting self-assessments, preparing for the review with an assessment binder, and conducting the actual assessment with an assigned assessor.
3. The assessment covers various areas of a career development program including the career counseling team, advancement and education programs, career development boards, and Perform to Serve (PTS) program management. Scores are provided to evaluate programs as outstanding, good, satisfactory, or unsatisfactory.
This document provides an overview of the enlisted distribution system and detailing process. It discusses the PERS-40 organization chart, detailing timeline, what detailers can and cannot do, spouse collocation, failure to obligate service, the sailor's role, and special programs. It also summarizes incentive pays, overseas tour extensions, senior enlisted academies, and the role of PERS-4013 in monitoring personnel readiness.
The document provides information about pathways to joining the Navy Reserve. It discusses options for active duty service members transitioning to the Navy Reserve through the AC2RC (Active Component to Reserve Component) program, as well as options for those who have been separated from active duty for over 6 months. It also summarizes benefits of joining the Navy Reserve, such as educational benefits, healthcare, and retirement benefits after 20 years of service. Contact information is provided for Navy personnel who can assist with the affiliation process.
This document provides an overview and agenda for a Navy fleet engagement meeting on enlisted placement and distribution. The summary includes:
1) It introduces the PERS-40 organization that handles enlisted distribution and placement, led by CAPT Allmon. This includes over 240 detailers across various sections that handle assignments by rating and community.
2) It outlines the mission of PERS-4013 to monitor enlisted readiness, generate priority requisitions, and represent manning control authorities.
3) The agenda covers topics like the CMS-ID system, changes to the order negotiation process, special programs like the CPO early return to sea program, detailing timelines, challenges for detailers, and the roles of sailors
This document provides an overview of a Navy Fleet Engagement meeting held on 27-28 August 2013 in the Mid-Atlantic region. It discusses topics such as community management perspective, end strength projections, distribution of enlisted assets, specific community management responsibilities, enlisted advancement statistics, the NPC webpage, and Career Waypoints. The document is intended to inform Navy personnel on issues relating to personnel, placement, distribution, and career management.
This document summarizes a Navy fleet engagement meeting that discussed community management. It provided an overview of community management perspectives and objectives from BUPERS, including providing sustainable inventories with requisite skills versus unit-level manning needs. It discussed changing end strengths and tools to stabilize force levels. Specific community management roles and tools were outlined, including accession planning, training, incentive programs, and metrics analysis. Advancement statistics and resources on the NPC webpage were also summarized. Finally, the Career Navigator program was introduced as a new initiative to provide more career transparency and choices for Sailors.
This document summarizes the key aspects of regulations for conductor certification and training as established by the Federal Railroad Administration (FRA).
1. Congress required the FRA to develop regulations requiring certification and training of train conductors based on existing regulations for locomotive engineers. The FRA convened a Rail Safety Advisory Committee working group to develop the regulations.
2. The regulations establish requirements for conductor certification programs, eligibility determinations, administration of certifications, identification of certified conductors, and denial or revocation of certification for safety violations. Conductors must be certified and qualified for the territory in which they work.
3. The regulations define conductor duties and responsibilities, certification periods, replacement of certificates, record
Move ‘em up! Head ‘em out!: Oversized freight and state permitting processPorts-To-Plains Blog
Perkins Specialized Transportation Contracting is an asset-based carrier specializing in engineered transportation solutions for super heavy and abnormal loads. It focuses on engineering, project management, and safety. Perkins transports loads exceeding legal limits through permits and uses modern equipment like dual lane loaders. Transporting abnormal loads requires extensive planning, engineering, and coordination to safely navigate routes and infrastructure restrictions.
The Navy will conduct an Enlisted Retention Board in August 2011 to meet end strength targets and allow high performing sailors to reenlist and advance. The board will accept conversion requests until August 15th to accommodate deployed sailors. Conversion requests will be reviewed after the board selects sailors for retention, with only those not selected considered for conversion to allow ratings to keep their best candidates. The board eligibility was clarified to include E-4 to E-8 sailors not subject to Perform to Serve adjudication, regardless of their extended end of active obligated service date. Sailors in commissioning programs will also be exempt.
ITS Heartland 2012
Annual Meeting
Kansas City, MO
Please visit our Vimeo site to access voice narrated presentations: https://vimeo.com/matc/review/42287726/53219965ee
Presented by Yifeng Chen, Graduate Research Assistant, Nebraska Transportation Center and Zheng Luo, Graduate Research Assistant,Nebraska Transportation Center
The document outlines the steps sailors should take to qualify for the Fleet RIDE/PTS program to either reenlist in their current rating, convert to a new rating, or separate from active duty. Key steps include meeting regularly with mentors and command career counselors, qualifying for the program using the Fleet RIDE system, applying and communicating monthly application results, attending Transition Assistance if needed, and monitoring quota availability closely with help from command career counselors.
The document outlines the steps sailors should take to qualify for the Fleet Reserve In-Service Directed (FleetRIDE)/Perform to Serve (PTS) program, which allows sailors to reenlist or convert to a new rating. Sailors are instructed to meet regularly with mentors and command career counselors, qualify for FleetRIDE by considering rating conversions or reenlisting, and closely monitor monthly quotas in FleetRIDE/PTS. The document also notes sailors should attend Transition Assistance Programs if they do not receive a PTS quota or desire to remain active duty.
This document provides information about the Fleet RIDE system for Rating Entry and General Apprenticeship (REGA) designation. It discusses REGA policy and eligibility requirements. It also describes the Fleet RIDE application process for undesignated sailors to apply for ratings, including viewing quotas, filling out applications, and receiving approval or denial decisions. Statistics on REGA results from October to December 2011 are also presented.
The document summarizes changes and improvements to the Perform to Serve (PTS) and Fleet RIDE programs. Key points include merging PTS and Fleet RIDE into a single system, populating applications with corporate data to streamline the process, basing eligibility on end of obligated service, and incorporating additional performance criteria into the ranking algorithm. The merged system will provide commands with visibility into quotas and streamline program management.
This document outlines the steps Navy personnel should take in the 18 months leading up to their Projected Rotation Date (PRD) to effectively manage their career and negotiate orders. It details goals and tasks to complete each month, including updating personal information, submitting duty preferences, applying for special programs, and applying for desired jobs through the Career Management System/Interactive Detailing (CMS/ID) during the 3-month orders negotiation window prior to the PRD. Completing these steps increases the chances of receiving a desired assignment.
This document provides a step-by-step guide to understanding and managing one's career under the Navy's Perform to Serve (PTS) system. PTS uses performance criteria to determine which Sailors are retained in order to maintain experience levels. It affects Sailors E-3 to E-6 with 14 or fewer years of service. The top performers in each year group and rating are retained. Sailors are ranked based on factors like pay grade, evaluation scores, time in service, and exam scores. The guide defines important terms and advises Sailors to meet with career counselors to understand their options, like retraining, under the PTS system.
The document provides guidance on the Navy's Perform to Serve (PTS) program. PTS uses performance criteria to determine which sailors can reenlist when end strengths change. It affects sailors E3-E6 with 14 or fewer years of service. The program aims to retain the best performers in each rating and year group. Sailors must apply for a PTS quota 15 months before their end of service and consider options like converting ratings or joining the reserves. Performance factors like evaluations, test scores, and fitness determine PTS selection. The document advises sailors to prepare early by advancing, maintaining excellence, and discussing options with career counselors.
This document provides a step-by-step guide to understanding and managing one's career under the Navy's Perform to Serve (PTS) system. PTS uses performance criteria to determine which Sailors are retained in order to maintain experience levels. It affects Sailors E-3 to E-6 with 14 or fewer years of service. The top performers in each year group and rating are retained. Sailors are ranked based on factors like pay grade, evaluation scores, time in service, and exam scores. The guide defines important terms and advises Sailors to meet with career counselors to understand their options, like retraining, under the PTS system.
The document provides guidance on the Navy's Perform to Serve (PTS) program. PTS uses performance criteria to determine which sailors can reenlist when end strengths change. It affects sailors E3-E6 with 14 or fewer years of service. The program aims to retain the best performers in each rating and year group. Sailors must apply for a PTS quota 15 months before their end of service and consider options like converting ratings or joining the reserves. Performance factors like evaluations, test scores, and fitness determine PTS selection. The document advises sailors to prepare early by advancing, maintaining excellence, and discussing options with career counselors.
The document provides answers to frequently asked questions about the integration of the Fleet Rating Identification Engine (RIDE) and Fleet Reenlistment - Professional Training Schools (FR-PTS) programs. Some key points:
- Fleet RIDE-PTS provides CO/XO/CMC access to command reports and notification letters. It serves as a single system for FR-PTS opportunities, applications, decisions, and results.
- Most member information will be pre-populated, though evaluation and physical fitness data is not currently included. Members should ensure their application is submitted on time.
- The existing option to submit via spreadsheet will remain for limited bandwidth situations. Applications can be submitted 15-12 months prior to a
Fleet RIDE-PTS Integration provides enhancements to the previous PTS system including command access to PTS reports, a single system for PTS and REGA opportunities, and pre-populated applications. Sailors must ensure their applications are submitted on time and accurately to maximize reenlistment opportunities. The new system uses performance factors like evaluation averages and PFA failures in selection algorithms. Sailors can apply for either active duty or reserves but not both.
This document provides an overview of the Perform to Serve (PTS) process, which requires sailors in Zones A, B, and C to receive authorization from the Navy Personnel Command before reenlisting, extending, or negotiating orders. The PTS process aims to manage rating manpower, promote advancement opportunities, streamline conversions, and better meet mission requirements. Sailors submit PTS requests 15 months before their end of active service through their command. Requests are considered monthly from 12 to 6 months prior based on factors like command recommendations, qualifications, and quotas before approvals or denials are issued.
Here are the PTS slides that we used at the Sailor Career Expo. It provides a really basic understanding of the PTS system (designed by NCC(SW) Karstens) followed by "points to ponder" about the upcoming 01 October changes.
This document outlines the 18 month detailing countdown process for Navy sailors, providing guidance on tasks to complete each month leading up to their Projected Rotation Date (PRD). Sailors are instructed to update their profile, verify personnel information, submit duty preferences and special requests, and apply for jobs on the Career Management System-Interactive Detailing (CMS-ID) platform. If required, sailors also initiate the reenlistment approval process through the Career Waypoints system. The goal is for sailors to have orders negotiated by 6 months prior to their PRD.
The document discusses policies and procedures for the REGA and PTS programs. REGA allows sailors to apply for rating changes or take advancement exams if eligibility criteria are met. PTS is a force shaping program that allows sailors in overmanned ratings to convert to undermanned ratings if quotas exist. The Fleet RIDE system integrates REGA and PTS applications and uses an algorithm to rank sailors for quota assignment based on factors like evaluation scores, paygrade, and critical qualifications. Recent policy changes have reduced the number of automatic approvals and extended the time quotas remain open.
CNAF N1 Newsletter (Q2, FY11) attached. It marks our third newsletter in a series designed to post you on highlights/recent changes in Personnel & Manpower Policies, to keep our lines of communications open and to familiarize you/your teams with CNAF N1 POCs.
This document provides updates on various Navy programs and policies, including:
1) Changes to the Perform to Serve policy that require commands to submit applications for all E3-E6 sailors regardless of career intentions.
2) Emphasis on the importance of conducting Career Development Boards and submitting PTS applications on time.
3) Reminder that PRIMS data will be reviewed for promotion boards and sailors must meet physical fitness standards.
4) Recognition of the Navy being ranked #17 on Training Magazine's top 125 list for employer excellence.
This document summarizes changes to the Navy's Perform to Serve (PTS) policy and physical fitness requirements. Key points include:
1) Commands must now submit PTS applications for all E3-E6 sailors regardless of career intentions to better manage quotas and orders.
2) PRIMS data on physical fitness will be reviewed for promotion boards starting in FY2010. Sailors must meet fitness standards to advance.
3) Over half of sailors who had advancements withheld due to missing PRIMS data have now corrected their records and been approved. Commands should ensure sailors' records are complete.
This document provides updates on various Navy programs and policies, including:
1) Changes to the Perform to Serve policy that require commands to submit applications for all E3-E6 sailors regardless of career intentions.
2) Emphasis on the importance of conducting Career Development Boards and submitting PTS applications on time.
3) Reminder that PRIMS data will be reviewed for promotion boards and sailors must meet physical fitness standards.
4) Announcement of the new Overseas Contingency Operations Support Assignments program to preserve volunteerism for IA assignments.
This newsletter provides updates and information for deployed Individual Augmentee Sailors, including Navy personnel on Individual Augmentee Manpower Management, Mobilized Reserve Component, and Global War on Terror Support Assignment orders. It contains information on mandatory response forms, follow-on orders and deployment, GTCC accounts, mail, evaluations and fitness reports, accessing electronic service records, benefits programs, and Navy news. The objective is to maintain contact with GSA Sailors and provide support for any issues.
Similar to PERFORM TO SERVE Plain talk for sailors (20)
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.
This document provides instructions for requesting access to the CIMS system. It outlines the steps to open an internet browser and navigate to the NSIPS login page, where a CAC is required for authentication. It describes selecting "CIMS Departmental/Divisional Career Counselor" and filling out fields with name, email, phone and justification. Requestors are also instructed to select the appropriate CIMS UIC and notify a CCC once access is approved so sailors can be assigned.
The Career Tools Afloat (CTA) page replaced "NKO at Sea" and provides access to Navy eLearning (NeL) Afloat, Electronic Training Jacket (ETJ) Afloat, and FLTMPS Afloat. When Internet is available, it also provides links to systems ashore.
This document summarizes updates from a September 2014 Navy College newsletter. It outlines changes to Navy Tuition Assistance (TA) policy in NAVADMIN 190/14, including allowing TA use in the first year and reimbursement requirements for failing grades. It also provides tips for TA success, information on the Department of Defense Memorandum of Understanding (MOU) with education providers, and details the new Postsecondary Education Complaint System. Contact information is given for local Navy College Offices and the Virtual Education Center.
This document provides an overview of the Exceptional Family Member Program (EFMP) for command points of contact. It discusses the history and goals of EFMP, common myths about the program, benefits of enrollment, eligibility criteria, the enrollment process, categories of enrollment, and responsibilities of command EFMP points of contact. Contact information is provided for EFMP liaisons and medical coordinators who can assist with the program.
More from Tony Astro - Veteran Counselor & Entrepreneur (20)
LinkedIn for Your Job Search June 17, 2024Bruce Bennett
This webinar helps you understand and navigate your way through LinkedIn. Topics covered include learning the many elements of your profile, populating your work experience history, and understanding why a profile is more than just a resume. You will be able to identify the different features available on LinkedIn and where to focus your attention. We will teach how to create a job search agent on LinkedIn and explore job applications on LinkedIn.
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
We recently hosted the much-anticipated Community Skill Builders Workshop during our June online meeting. This event was a culmination of six months of listening to your feedback and crafting solutions to better support your PMI journey. Here’s a look back at what happened and the exciting developments that emerged from our collaborative efforts.
A Gathering of Minds
We were thrilled to see a diverse group of attendees, including local certified PMI trainers and both new and experienced members eager to contribute their perspectives. The workshop was structured into three dynamic discussion sessions, each led by our dedicated membership advocates.
Key Takeaways and Future Directions
The insights and feedback gathered from these discussions were invaluable. Here are some of the key takeaways and the steps we are taking to address them:
• Enhanced Resource Accessibility: We are working on a new, user-friendly resource page that will make it easier for members to access training materials and real-world application guides.
• Structured Mentorship Program: Plans are underway to launch a mentorship program that will connect members with experienced professionals for guidance and support.
• Increased Networking Opportunities: Expect to see more frequent and varied networking events, both virtual and in-person, to help you build connections and foster a sense of community.
Moving Forward
We are committed to turning your feedback into actionable solutions that enhance your PMI journey. This workshop was just the beginning. By actively participating and sharing your experiences, you have helped shape the future of our Chapter’s offerings.
Thank you to everyone who attended and contributed to the success of the Community Skill Builders Workshop. Your engagement and enthusiasm are what make our Chapter strong and vibrant. Stay tuned for updates on the new initiatives and opportunities to get involved. Together, we are building a community that supports and empowers each other on our PMI journeys.
Stay connected, stay engaged, and let’s continue to grow together!
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For more, visit pmissc.org.
1. PLAIN TALK FOR SAILORS
Perform to Serve (PTS) is a PERFORMANCE-BASED program designed to help the Navy keep “our
best and brightest Sailors while shaping the Navy force to meet future requirements.” (NAVADMIN
128/10)
Your performance determines Fleet RIDE/PTS results.
Fleet RIDE/PTS uses a stacking algorithm – or mathematical computation – that factors specific
Sailor performance indicators. Then it creates a ranking of PTS applications based on these factors
and determines whether or not you are eligible for an available enlistment quota. The number of
available quotas is different for every rate and rating, and changes every month based on needs of
the Navy.
Your performance directly impacts Fleet RIDE/PTS determination. Use the TIMELINE and the
CHECKLIST provided below to prepare for the Fleet RIDE/PTS selection process. Start now to make
yourself the best possible candidate for retention!
TIMELINE – Your Countdown to PTS Selection Results
Reporting
• Submit request for a Reporting Career Development Board (CDB) to your
Aboard your
Command Career Counselor (CCC).
new command
− Use Fleet RIDE (see information on page 2) to identify future career
possibilities based on current ASVAB score.
− Consider retaking ASVAB for improved options.
• Identify a Mentor and meet routinely to discuss your career progression.
• Meet your CCC and discuss career opportunities.
24-15 months
prior to SEAOS • You are approaching the end of your Soft End of Active Obligated Service
and/or PRD (SEAOS) (SEAOS equals EAOS plus any extensions) and/or Projected
Rotation Date (PRD).
− If additional obligated service is required for PCS orders, submit a PTS
application 12 months prior to PRD.
• Request a CDB to verify you are on track for Fleet RIDE/PTS approval.
• Know your Year Group (see information on page 2). Consider options for
future rating conversion.
15-12 months • You are in your Fleet RIDE/PTS application window.
prior to SEAOS/
PRD • You must qualify for PTS using Fleet RIDE.
− Discuss ALL conversion options with your CCC and Mentor.
− Understand your options for submitting a Fleet RIDE/PTS application:
1. Reenlist INRATE – you request to reenlist in your current rating
2. Apply for INRATE and willing to Convert – you request to reenlist in
your current rating, but are willing to convert to a new rating
3. Conversion ONLY – you request to reenlist in a new rating
4. SELRES Option – you request to reenlist in the Selected Reserve
5. Separation – you request to separate from the Navy at EAOS/SEAOS
NOTE: You may submit a Fleet RIDE/PTS application for SELRES any time
within your 15-3 month window.
Updated February 4, 2011
2. NOTE: Available Fleet RIDE/PTS quotas change every month, based on
needs of the Navy. Therefore, it is very important that you closely monitor
quota availability. Your Command Career Counselor will help you obtain
and review monthly quotas in Fleet RIDE/PTS.
12-6 months • You are in your Fleet RIDE/PTS processing window.
prior to SEAOS/
PRD • Communicate regularly with your Command Career Counselor.
− Verify your CCC updates your Fleet RIDE/PTS application every month.
− Review Fleet RIDE/PTS results every month. Your CCC has access to
PTS and will help you determine your next step, based on one of the
following results:
1. APPROVED: You are approved for reenlistment INRATE or for
Conversion to a new rating.
2. DENIED: You are within 12-7 months of SEAOS, are denied a quota
this month, but can continue to submit applications.
3. DENIED-Final Active: You are within 6-0 months of SEAOS,
are denied a quota, and can no longer submit an application
for reenlistment as an Active Duty Sailor. You should consider
submitting an application for Selected Reserve (SELRES).
10-6 months
• After the first two months, if you are not selected for INRATE approval,
prior to SEAOS/
you are strongly encouraged to consider updating your Fleet RIDE/PTS
PRD
application to “Apply for INRATE and willing to Convert” or “Conversion
ONLY”.
• Request a CDB to review your conversion options.
9-7 months
• You are in your orders negotiation window.
prior to PRD
− You must have Fleet RIDE/PTS approval PRIOR to submitting a Career
Management System/Interactive Detailing (CMS/ID) job application.
6 months
• Final Fleet RIDE/PTS determination made.
prior to SEAOS
− If you do not receive a Fleet RIDE PTS quota, consider submitting an
application for Selected Reserve (SELRES).
− Attend the Navy Transition Assistance Program (TAP).
5-3 months • If you do not receive a Fleet RIDE/PTS quota OR if you have no desire to
prior to SEAOS remain on Active Duty, you may submit a Fleet RIDE/PTS application for
Selected Reserve (SELRES).
Fleet RIDE/Perform to Serve (PTS)
The Fleet Rating Identification Engine (Fleet RIDE) application provides a
comprehensive assessment of Sailors and their eligibility and/or qualification
*algorithm [al-guh-rith-uhm] for Navy enlisted ratings or jobs. Using Fleet RIDE, Career Counselors screen
A set of instructions performed in Sailors for ratings based on individual aptitude (ASVAB scores), moral/legal
a prescribed sequence to achieve status, and medical/physical status, while taking into account needs of the Navy
a goal. A mathematical rule or based on Career Reenlistment Objectives (CREO).
procedure used to compute a
desired result. Algorithms are Each month your PTS application will be measured against your peers’ within
the basis for most computer the same Year Group. Your Year Group (YG) is determined by the fiscal year
programming. (OCT-SEP) that you entered Bootcamp. For example, if you went to Recruit
—The American Heritage® Science Training Command (RTC) in October 2007, you are in Year Group 2008 (YG-08).
Dictionary
The Fleet RIDE/PTS algorithm* ranks Sailors using the following performance
3. indicators, in order of priority. You have direct control over many of these
indicators.
• Highest Pay Grade – Senior pay grades will rank highest in the system.
• Selected-Not Yet Advanced – Frocked Sailors rank higher than those not yet
picked for advancement.
• Average Ranking of Five Most Recent Evaluations – Early Promote, Must
Promote, and Promotable have numeric values of 5, 4, and 3, respectively.
• Critical Navy Enlisted Classification (NEC) – Critical NECs rank higher than
non-critical NECs. (For the purpose of Conversion, the algorithm will
substitute Fleet RIDE scores for critical NECs.)
• Fleet RIDE/Rank Score – Largely based on a Sailor’s ASVAB score - provides
an indicator of potential success in the rating requested. (Applies to a
Conversion algorithm only.)
• Physical Fitness Assessment (PFA) Results – Calculated based on the
number of failures within the past four-year period. Only physically ready
Sailors can reenlist.
• Proximity to Soft End of Obligated Service (SEAOS) – Sailors closer to their
EAOS rank higher. This indicator is a tie-breaker between otherwise equally
qualified Sailors.
As you can see, your performance directly impacts Fleet RIDE/PTS
determination. Use the checklist beginning on page 4 to strengthen your
opportunity to STAY NAVY.
The “Rack and Stack” Process Illustrated
Enter Fleet RIDE/PTS Window
You must have your CO’s recommendation for Retention in the Navy!
Highest Pay Grade
Algorithm / performance indicators, in order of priority.
Senior pay grades rank highest.
Selected-Not Yet Advanced
Frocked Sailors rank higher than those not yet picked for
Submit Fleet RIDE / advancement.
PTS application every
month, beginning
Average Ranking of 5 Most Recent EVALs
12 months prior to Must be “Promotable” and recommended for advancement
SEAOS/PRD. on the last two EVALs.
Every Sailor who
applies on time Critical Navy Enlisted Classification (NEC)
Critical NECs rank higher than non-critical NECs.
is guaranteed to
receive a total of 6 Fleet RIDE/Rank Score
looks (1 per month). Score indicates potential success in the rating requested.
Physical Fitness Assessment (PFA) Results
You must be physically fit!
Proximity to SEAOS
Sailors closer to EAOS rank higher.
Monthly results are available from your Command Career Counselor.
Every Sailor who submits a Fleet RIDE/PTS application on time is guaranteed to
receive six looks (one per month).
4. CHECKLIST – Maximize Your Chances for Selection
Algorithm Component —
Highest Pay Grade and Selected-Not Yet Advanced
Prepare for the Navy-Wide Advancement Exam (NWAE) and achieve top
scores.
• Know when you’re eligible to take the NWAE, using information
displayed in your Electronic Service Record (ESR).
− Go to NSIPS/ESR. Click Personal Information Member Data
Internet Resources Summary Promotion History Rank Date
IMPORTANT: Copy/Paste entire URL − Go to NSIPS/ESR. Click Personal Information Member Data
into your Internet browser. Summary Promotion History Time-In-Rate (TIR) Date
NSIPS/Electronic Service • Prepare to take the exam, using resources provided by the Navy
Record (ESR) Advancement Center (NAC).
https://nsips.nmci.navy.mil/ − Go to Navy Knowledge Online (NKO). Click Career Management
Navy Advancement Center
Navy Knowledge Online (NKO)
https://www.nko.navy.mil − Review Time in Rate and Exam Computation Table
− Download Bibliography for Advancement (published six months
Navy Advancement Center prior to every exam; reference material used to develop your exam)
(NAC) on Facebook
http://www.facebook.com/ − Review Rating Topics/Subtopics (published simultaneously with
pages/Navy-Advancement- Bibliographies)
Center/213190711299 − Review Profile Sheets (from previous exams taken in the same rank)
Navy Personnel Command • Visit the NAC Facebook page.
Mentoring Seek career guidance from experienced professionals.
http://www.npc.navy.mil/ − Chain of command – command leaders can help you identify growth
CommandSupport/Diversity/ opportunities from real-world, real-time experience
Mentoring/ − Command Career Counselor – your CCC can provide information or
Navy Personnel Command direct you to resources regarding Navy procedures, occupations,
Performance Evaluation
education, job training, and promotion opportunities
http://www.npc.navy.mil/CareerInfo/ − Mentor – Mentoring is a process by which more experienced
PerformanceEvaluation/ individuals assist others to expand their knowledge, enhance
their careers, increase their networks and develop personally and
Navy Personnel Command professionally. It can occur in formal or informal settings, and between
Fleet RIDE/PTS seniors/subordinates, peers, subject matter experts/novices, older/
http://www.npc.navy.mil/CareerInfo/
younger, etc. For more information, visit Navy Personnel Command.
PerformtoServe/
Click Command Support Diversity Mentoring
Develop Navy leadership skills.
− Visit Navy Knowledge Online (NKO). Click Leadership
− Complete Navy eLearning courses. Log in and go to All Catalog
Items Navy Learning Centers Programs Center for Personal and
Professional Development (CPPD)
Algorithm Component —
Average Ranking of Five Most Recent Evaluations
Prepare for annual Performance Evaluation (EVAL).
− Keep up-to-date “Brag Sheet” that captures your accomplishments
throughout the year
5. − Maintain sustained superior performance
Internet Resources
− Display technical expertise and outstanding military performance
IMPORTANT: Copy/Paste entire URL − Maintain highest standards for personal conduct and appearance
into your Internet browser.
− Maintain physical fitness
NSIPS/Electronic Service − Seek leadership opportunities
Record (ESR)
https://nsips.nmci.navy.mil/ − Seek opportunities for command involvement
− Request a command collateral duty and strive for excellence
Official Military Personnel File
(OMPF) - My Record
− Request a MENTOR (and be a MENTOR)
https://www.bol.navy.mil/ − Be honest with yourself and work constantly to improve your
performance
Navy Personnel Command
Physical Readiness Ensure your EVAL documents your achievements (this important record has
http://www.npc.navy.mil/ significant impact on your career).
CommandSupport/PhysicalReadiness/ − Document sustained superior performance
Navy Fitness − Document command involvement
www.navyfitness.org − Document collateral duties
BUPERS Online - PRIMS
− Document special achievements, including community service
https://www.bol.navy.mil − Visit Navy Personnel Command. Click Career Info Performance
Evaluation
Navy COOL
https://www.cool.navy.mil/ Verify that your Electronic Service Record (ESR) and Official Military
Personnel File (OMPF) accurately reflect all your achievements.
USMAP
− Evals
https://usmap.cnet.navy.mil/
− PFA results
Navy College − Training and Education
https://www.navycollege.navy.mil/
− Certs Quals
− Awards
− Security Clearance, if applicable
Visit online resources providing career development opportunities.
− Navy Credentialing Opportunities Online (Navy COOL)
− United Services Military Apprenticeship Program (USMAP)
− Navy College
Algorithm Component —
Critical Navy Enlisted Classification (NEC)
Not all ratings have critical NECs. However, if your rating does and if you do
not have one, then you should seek out the jobs and training required to
earn the NEC. Review the current critical NEC listing, located on the Navy
Personnel Command website. Click Career Info Perform to Serve
Algorithm Component —
Fleet RIDE/Rank Score
Request a Reporting Career Development Board (CDB) and obtain your
Fleet RIDE score from your Command Career Counselor.
− Review ASVAB scores (in case you need to request PTS approval for
rating conversion)
6. − Determine whether you should retake the ASVAB to raise your score
and qualify for another rating
− Know your rating’s CREO Group (CREO indicates whether or not you
should consider conversion to an undermanned rating). Review the
current critical CREO listing, located on the Navy Personnel Command
website. Click Career Info Perform to Serve
− Verify security clearance eligibility, if necessary for rating conversion
NOTE: You can influence your Fleet RIDE score by ensuring that you meet or
exceed all requirements for conversion to the desired rating.
Algorithm Component —
Physical Fitness Assessment (PFA) Results
Maintain excellent physical fitness.
Verify PRIMS data is accurate and complete. Go to BUPERS Online at
https://www.bol.navy.mil. Click PRIMS
Use online resources:
− Navy Personnel Command. Click Command Support Physical
Readiness
− Navy Knowledge Online (NKO). Click Personal Development Health
and Wellness
− NavyFitness.org
Algorithm Component —
Proximity to Soft End of Obligated Service (SEAOS)
Your EAOS is determined when you reenlist or extend your reenlistment.
SUMMARY – Your Performance impacts PTS Results
Navy policy directs that, “commands shall ENSURE Fleet RIDE/PTS applications
are submitted for all designated E3-E6 Sailors with less than or equal to 14
years of service as early as 15 months prior to, but no later than 12 months
Internet Resources prior to their end of active obligated service (EAOS) as extended, also known
IMPORTANT: Copy/Paste entire URL as Soft EAOS (SEAOS). During this mandatory submission period, applications
into your Internet browser. must be submitted even if the Sailor’s intention is to separate, or if the Sailor is
ineligible or not recommended for reenlistment at the time of application.”
Navy Personnel Command
My Personnel Info As your Fleet RIDE/PTS window approaches, work closely with your chain of
http://www.npc.navy.mil/ command and Command Career Counselor to ensure that you are the best
CommandSupport/PayPersSupport/ possible candidate for reenlistment approval. Remember: Preparation starts the
My+Personnel+Information.htm day you report to the command!
Navy Personnel Command
Sailor Career Toolbox Fleet RIDE/PTS policy, information, and training materials are located on the
http://www.npc.navy.mil/CareerInfo/ Navy Personnel Command website. Click Career Info Perform to Serve.
StayNavyTools/CareerTools/ For help and assistance, contact the NPC Customer Service Center:
1-866-827-5672 (DSN 882-5672), or send email to CSCMailbox@navy.mil.
This Sailor user aid is a product of the OPNAV N16 Fleet Introduction Team in coordination with NPC BUPERS-32.
Please address comments and feedback to Ms Elizabeth McGrath, elizabeth.mcgrath@navy.mil
Photo: USS FITZGERALD (DDG 62)