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.

1. BUPERS 3 Military Community Management UPDATED June 2010

2. Military Community Management Aligned in Echelon II to Increase Effectiveness DCNO for MPT&E / Chief of Naval Personnel (N1) N10 N11 N12 N13 N16 Echelon I Echelon II Echelon III NAVY PERSONNEL CODES CNRC RTC NETC BUPERS-3 Community Management BUPERS 31 (OCM) / BUPERS 32 (ECM) / BUPERS 320 (CCD) / BUPERS 34 (Analysis) NETC N7 N14 N15 Deputy Chief of Naval Personnel (DCNP) N095 CNRFC PMO Enterprises CNRF

3. Community Management BUPERS-31 (Officer) / BUPERS-32 (Enlisted) Accession planning Quality, quantity, policy Lateral conversions/Re-designations Training Initial (‘A’) school requirement Advanced/career (‘C’) school requirements Policy advisor to NETC/OTC Review billet changes for impacts on community health Sea/Shore flow Career Progression Information dissemination Link, web pages, PAO efforts Career Development Programs and Policies NC Technical Advisor Enlisted Career Development Policies Force structure management Advancement/Promotions Career paths REGA/PACT Retention Retirements Separations (early, hardship) Sea/Shore Flow tour lengths Perform To Serve (PTS) Continuation/SERAD Probationary Officer Continuation and Redesignation Board Incentives Pay Bonuses Special duty assignment pay (SDAP) Training incentives (STAR/HPSP) Miscellaneous NEC changes, Occupational Standards, ASVAB/AFCT, language management

4. Active End Strength Increased Mission While Decreasing End Strength Increased Individual Augmentee Mission by 7,000 (Active) Increased SEAL/SOF/MAA demand FAO & NECC Cyber ASW NMD AFRICOM/ BISOG/ Force Protection/ Seabee Battalion Riverine 377K 328K Naval Coastal Warfare & FRP Since 2001 Average End Strength ~46K ASW – Anti-Submarine Warfare NMD – Navy Missile Defense SEAL – Sea Air Land AFRICOM – U.S. Africa Command BISOG – Blue in Support of Green FAO – Foreign Affairs Officer NECC – Naval Expeditionary Combat Command FRP – Fleet Readiness Plan SOF – Special Operations Forces MAA – Master at Arms AC – Active Component IA – Individual Augmentee Fleet Response Plan Active Component IA Growth Sizing Shaping Stabilizing

5. OPlan FY10 End Strength: 271,649 End Strength as of end of 8 Jun: 273,993 Delta = +2,344 To achieve end strength reductions: Reduction in Accessions PTS (Zones A, B & C) Voluntary Separation Pay (Not currently used) HYT PFA Early Transition Program (NAVADMIN 025-10) Time In Grade -TIG Waivers (NAVADMIN 370-08) Continuation Boards (NAVADMIN 030-09) Enlisted Strength through FY-10

6. OPlan FY10 End Strength: 52,801 End Strength as of end of 8 Jun: 52,931 Delta = +130 To achieve end strength reductions: Reduction in Accessions Voluntary Separation Pay (Not currently used) Minimum Service Requirement -MSR (Not currently used) Involuntary Release from Active Duty -IRAD (Not currently used) PFA Time In Grade Waivers (NAVADMIN 371-08) Years of Commission Service -YCS Waivers Officer Strength through FY-10

7. Zone A Zone B Zone E Zone D Zone C Zone ‘C’ PTS HYT Waivers Vol Sep Pay Zone ‘B’ PTS HYT Waivers Vol Sep Pay 14----------------------------Indefinite Enlistment CPO---------------------------30 20----------CPO Continuation Board-----------30 20---------- Time-in Grade Waivers-------------30 Current Enlisted INV vs FY10 & FY12 EPA Data Source: NMPBS As of Date: 17 APR 2010 Reduced Accessions FY05-FY07 Filling with PACTS and PTS Conversions Force Shaping Principles: Protect accessions Protect 15-20 yrs of service Disciplined distribution SRB for the right skills - Manage at the rating/NEC level E4 HYT E5 HYT E7 HYT E8 HYT E6 HYT E9 HYT

8. TPP&H/Student Pipeline LIMDUs & DNEC 0054/0055 237,892 Distribution of Navy Wide Enlisted Assets Of 288,215 total enlisted, 15% (43,005) were non-distributable and 2% (7,318) were LIMDU or had DNEC of 0054/0055 on May 2010. This is the I ndividuals A ccount less Officer Candidates *Note: Sailors who become pregnant while assigned to sea duty are assigned to a special shore tour with the DNEC 0054/0055. On 11 May 10, there were 75 Sailors in ACC 105 that also had DNEC 0054/0055. 4,510 1,931 29,496 12,307 Billets Authorized Distributable 244,185 Students ** TPP&H 9,123 Total 253,308 7,318 (Numbers are USN & FTS personnel) 3,998 3,320 Total Distributable – 245,210 (85%) (includes LIMDU and DNEC 0054/0055 which make up 2% of the distributable manning) Total Non–Distributable – 43,005 (15%) TPP&H – 13,509 (4%); Students – 29,496 (11%) Date of Data: May 2010 **Under Verification

9. NAVY RETENTION AND ATTRITION

10. ZONE A Reenlistment Rate Prediction & Progress 7.12 Attrition Rate Updated 31 May

11. ZONE B Reenlistment Rate Prediction & Progress 2.08 Attrition Rate Updated 31 May

12. ZONE C Reenlistment Rate Prediction & Progress 1.43 Attrition Rate Updated 31 May

13. Managing Skills Mix and End Strength (PTS/REGA/Continuation Board/PRP) FORCE STABILIZATION

14. Retaining Highly Skilled Motivated Sailors PERFORM TO SERVE

15. Perform To Serve (PTS) Acts as a force shaping tool by leveling rating manning from overmanned to undermanned and acts as a quality screening by controlling reenlistments Applied to Zones A, B, and C Sailors Applied to all ratings Sailors in paygrade E-6 that have been selected or frocked to E-7 are exempt from PTS Nature of program Centralized system with BUPERS-controlled quotas Requires BUPERS authority to reenlist Sailors may convert to an undermanned rating

16. PTS Stacking Algorithm Sailors recommended for advancement by CO Sailors in Highest Paygrades Sailors selected for advancement, but not yet advanced (frocked) Sailors last 2 regular promotion recommendations (EP, MP, etc) Sailors who hold critical NECs * Approved to Reenlist in Current Rate * Approved to Convert to New Rate * No Quota Available- Rolled over to Following Month * SELRES Option * Not Approved for Reenlistment or Conversion Entry Point: CO’s recommendation for Retention required to enter the PTS Stacking PTS OUTPUT MILPERSMAN ART 1160-030 Members must be Promotable and recommended for advancement on the Last (2) Graded Evaluations to be Reenlistment Eligible (Professional Growth Criteria) Sailors who PNA’d the last exam PTS ALGORITHM WAY AHEAD (FLEET RIDE/PTS MERGER FY11) USE CORPORATE DATA PFA DATA (PRIMS) ADDITIONAL EVAL DATA (4 EVAL) MBR’S RANKING AGAINST CO’S CUMLATIVE AVERAGE WARFARE DESIGNATOR DATA USFF CRITICAL NEC LIST BY RATING BY PAYGRADE NJP DATA

17. PTS and Detailing Ideal application period for personnel who require OBLISERV. Applications should be submitted 12 months prior to PRD to allow maximum number of looks prior to Detailing Window. 15 months from PRD 12 months from PRD 9 months from PRD PRD 7 months from PRD Commands should conduct Career Development Boards on all personnel who are within 12-15 months of PRD. PTS Applications should be submitted 12 months prior to PRD for those who would be required to OBLISERV for PCS orders. CMS-ID Detailing Window All Sailors should be under orders no later than 7 months prior to PRD PTS APPLICATION WINDOW 6 months from PRD PTS window extends beyond CMS-ID application window ** PTS/CMS-ID overlap due to detailing window shift from 9-5 months to 9-7 months in OCT 09 (NAVADMIN 249/09)** NEEDS OF THE NAVY CMS-ID apply PTS SELECTION WINDOW 4 months from PRD PTS Quota removed if not under Orders

18. PTS Critical Touch Points Early Application Exceptions : Personnel who require to re-enlist for orders (ex.. PRD Prior to EAOS) STAR /NUCs / GI Bill eligibility and other special situations are eligible to reenlist greater than 12 months prior to EAOS. 15 3 SEAOS Application Window AC/FTS Processing Window (In-Rate & Conversions) SELRES Processing Window 12 9 6 Critical Detailing Touch Point Critical CTO Touch Point Critical ECM Touch Point AC/FTS Quota Granted? No AC/FTS or SELRES Application? SELRES Only AC/FTS Only Critical Command Touch Point Critical PTS Recoup Point

19. PTS Timeliness Data On time submission of PTS applications: 76% 78% 86% 73% 18% 89% 96% 74%

20. PTS Separation Messages Separation message received after only 1 look in PTS due to late submission of application (less than 6 months) 167 248 459 243

21. Sailors who received INRATE Quota on last look 181 192 81 6 192 228 13 0

22. PTS POLICY UPDATES NAVADMIN 128/10 was released on 12 Apr 10 and outlined several Perform To Serve (PTS) policy changes and procedure updates. The below discussion is provided to clarify areas of the NAVADMIN that may be ambiguous or confusing. Applications must still be submitted for Sailors who are not eligible for reenlistment. This new change assists in accounting for all affected Sailors. Be sure to insert "NO" in Question 1 (Is member eligible for reenlistment?). If a Sailor is otherwise eligible for reenlistment in all respects and desires NOT to reenlist as indicated in Question 1 (Is member eligible for reenlistment), then Sailor will receive a separation quota on their first look vice receiving the normal six (6) looks. Allow for SELRES Quotas to be requested between 15 months and 3 months prior to EAOS (as extended). Commands are required to submit a NAVPERS 1070/613 (Page 13) (scan and email) to BUPERS-32 (appropriate Enlisted Community Manager) when Sailors who previously received an in-rate or conversion quota subsequently decides that they no longer desire to utilize the quota. Sailors with an active duty PTS approval who fail to negotiate orders will have their PTS approval cancelled four (4) months prior to their PRD. To request additional PTS reviews for a Sailor, commands should contact the respective Enlisted Community Manager (ECM). Commands are required to immediately notify the applicable Enlisted Community Manager of any actions that would adversely affect PTS eligibility status. (e.g., loss of security clearance, three-time PFA failure within the current 4-year period, Reduction In Rate, Non-Judicial Punishment, refusal to OBLISERV)

23. FUTURE PTS ENHANCEMENTS Beginning in First Quarter FY11, PTS will be merged with Fleet RIDE which will contain pre-populated corporate data on each individual Sailor that falls in the PTS timeframe. CCCs will need to verify the information provided and will be able to modify the application to update the application to reflect current status (i.e., new evaluation that has not hit the corporate system). Commands will be able to view both in-rate and conversion quotas on a monthly basis. PTS eligibility requirements will be based on SEAOS (EAOS as extended) vice EAOS. PTS submission requirements will be based on PRD/SEAOS, with the ability to apply for EAOS still available via the "Early Submission" process. An improved PTS algorithm will be using more information to better grade a Sailor on their overall performance.

24. PTS Checklist for Success Identify PTS eligible (PRD/EAOS) Sailors (via CIMS Unit Tracking) Ensure CDBs are being conducted (15-24 months prior to PRD/EAOS) Ensure all Sailors qualified in the Fleet RIDE program. Ensure all qualified PTS applications are submitted (12-15 months to PRD/EAOS) Review PTS monthly results via Naval Message (CMC/CCC) Personally recognize Sailors approved for PTS (e.g., Monthly CO’s Call) Ensure counseling is conducted for all Sailors who have not been selected for INRATE/Conversion approval after two reviews/looks. Ensure proper command level notification is being done for those being separated under PTS. Ensure Sailors not selected for PTS are provided counseling on the benefits of Reserve Affiliation. Ensure PTS is briefed during Quarterly/Monthly Career Development Team Meetings Ensure the Chiefs’ Mess maintains accountability of PTS with their respective departments/divisions.

25. EPA CHASE Measures of Success/Way Ahead Community Manager – PS Rating ~500 EPA reduction each FY due to CIVSUB Initiative FY10 Projected Losses (Pending): 175 - FLT RES: 69 - ESEP: 1 - HYT: 38 (E4 = 31; E5 = 6; E6 = 1) - PTS: 62 Projected End of FY10 Manning : 103% (Projected INV 3145 / EPA: 3049) Curr INV (3214) – Proj Losses (170) + Accessions (101) = Proj INV (3145) ***Final FY11 EPA reduction of ~574 will Overman the rating*** Continue enforcing HYT policy Rating closed to Lateral/Direct/PTS Conversions In/Strikers (REGA) Authorizing Lateral/Direct/PTS Conversions Out Supporting ESEPs Reducing PTS Inrate Quotas No STEs for Zones A, B, and C Stabilize EPA, continue to scrutinize BCRs Projected End of FY10 Manning: 103%

26. RATING ENTRY FOR GENERAL APPRENTICES (REGA)

27. Rating Designation (REGA) for Top Performing SAILORS NAVADMIN 197/09 released 01 Jul 09 outlined improved GENDET/PACT Sailor designation process for top performing Sailors utilizing Fleet RIDE Enhanced Fleet RIDE capability vectors non-designated Sailors to undermanned ratings Facilitates Sailors getting career tracks that balance Navy requirements and Sailor choice Supports commitment to place PACT and Legacy GENDET Sailors into ratings within 24 months after reporting to first duty station Affords real-time quota visibility Applications only submitted after qualification/screening process. ECMs communicate results via Fleet RIDE at the end of each cycle Final results for March E-4 NWAE rack and stack: 713 approved for NWAE, 49 approved for Rating Entry Designation (RED), 304 approved for 'A' school and 61 approved to change apprenticeships

28. REGA RESULTS April 2010 129 only applied for 1 rating choice 56 applied for 2 rating choices 64 applied for 3 rating choices March 2010 135 only applied for 1 rating choice 65 applied for 2 rating choices 127 applied for 3 rating choices May 2010 167 only applied for 1 rating choice 60 applied for 2 rating choices 84 applied for 3 rating choices

29. Denied REGA with Qualified Rates Rates Qualified # of Sailors

30. REGA Challenges BM applications 372 applications with BM as 1 st choice 95 Quotas, 112 approved YN applications 279 applications with YN as 1 st choice 34 Quotas, 39 approved Rates that have more quotas than applications ET, HM, CTN

31. Senior Enlisted Continuation Board NAVADMIN 180/10 (1901139ZMAY10) outlines criteria, board membership and defines those in exempt billets Convenes 20 Sept 2010 A performance-driven review of Master Chiefs, Senior Chiefs and Chiefs with more than 20 years of service and three years time in grade No quotas Documented misconduct and substandard performance are the primary reasons a Sailor would not be selected for continued service. Examples (listed in the NAVADMIN) include: Substandard Performance of Duty Declining Performance Failure to maintain Physical Fitness Assessment standards Military or civilian convictions, and non-judicial punishment. Inability to perform duties required by rating, such as through removal of security clearance Members not selected for continuation must transfer to the Fleet Reserve or retire NLTJune 30, 2011

32. PHYSICAL READINESS PROGRAM (PRP) NAVADMIN 247/09 provides policy updates and clarification. HIGHLIGHTS: Sailors with 3 PFA failures in the most recent four-year period may not transfer, reenlist, or extend. Per NAVADMIN 073/09 , progress waivers are no longer authorized. Progress waivers granted during the 2009 cycle 1 PFA (prior to 30 June 2009) expire upon completion of the next PFA or 31 December 2009, whichever occurs first. Sailors who were granted a progress waiver and still have three or more PFA failures in the most recent four year period after waiver expiration shall be processed for administrative separation unless a readiness waiver is requested by the commanding officer from his/her Immediate Superior In Command (ISIC).

33. Conditional/Short Term Extension Control of Conditional/Short Term Extensions (STE) NAVADMIN 007/09 : Short Term Extensions are CONDITIONAL extensions (1-23 months) Long Term Extensions are UNCONDITIONAL extension (24-48 months) Restrictions: Sailors with 3 or more PFA failures in a 4 year period MAY NOT execute a STE for the purpose of passing a PFA. PTS extension will not be granted for GENDETS who have not been selected for a rating or converted in the PTS window. (No more GENDET reapply option.) Commanding Officers shall not authorize STE for Sailors in Overmanned Ratings listed in para 1A of NAVADMIN 007/09 without a waiver from NAVPERSCOM. Exceptions are: Maternity benefits, Obtain OBLISERV for PCS orders or IA assignment, Approved Fleet Reserve, Extension associated with initial entry level training

34. Selective Reenlistment Bonus PROGRAM HIGHLIGHTS LATEST SRB NEWS: NAVADMIN 175/10 announces revised SRB award level for AC and FTS. Increased award levels effective immediately and decrease are effective 30 days from DTG 142053Z MAY10. Sailors can reenlist for SRB no more than 90 days prior to their EAOS. Requests must to be submitted 35-120 days prior to the requested reenlistment date. For the first time, Sailors who receive an "early promote" rating on their most recent regular evaluation may reenlist early for SRB anytime during the fiscal year (FY) of their end of active obligated service (EAOS). EXCEPTIONS Sailors serving in tier one skills as well as the exceptions of OPNAVINST 1160.8A para 12 are eligible to reenlist anytime within the FY of their EAOS. Sailor who are eligible for COMBAT Zone Tax Exclusion (CZTE) or serving in a Hazardous Duty Area (HDA) and have an EAOS in most current fiscal years are eligible to reenlist anytime within that fiscal year and are not subject to 90 day

35. CAREER DEVELOPMENT FOUNDATION “ Brilliant on the Basics ” ENGAGE AND CHALLENGE YOUR SAILORS… Easy acronym ( SAILOR ) for leadership to remember the “Brilliant on the Basics” S ponsorship /First 72 hrs A ssign a reliable mentor (key to mentoring success) I ndoctrination (schedule/include spouse) L eadership involvement (DIVO/LCPO/LPO- CDB Managers) O mbudsman Program (Introduce to ALL Sailors) R ecognition Program (Rewarding Sailors for hard work) Early Engagement ---Setting The Tone for Success Earl y Engagement Transfer AC or RC Orientation Career Development Boards Retirement Separation Plan Evaluation

36. CO/CMC/CCC CHECKLIST FOR SUCCESS Formalize strategy with CO/XO/CMC/CCC Review of command retention assessment Review of command advancement results Awareness of retention goals – aggregate and individual ratings Establish Sponsor/Check-in Process Plan for first 72 hours CIMS for “Reverse Sponsor” program Strong Indoctrination Program Establish Retention Program ( OPNAVINST 1040.11C ) CCC works directly for CMC Train Career Development Team Monthly/Quarterly (CO chairs) CDT Meetings

37. CO/CMC CHECKLIST FOR SUCCESS Establish Career Development Program Establish your Career Information Management System (CIMS) account Career Development Boards (CDB) Mentor Program Shaping expectations early in tour Personal and Professional goals Reserve Affiliation Communicate with families; Encourage Navy survey/poll participation Periodic e-mails to spouse group Periodic letters to families (spouses and parents) Web site “family friendly” Pre-deployment briefings ARGUS participation

38. Jun 10 - Conversion Goal FY10: 122 / Attained FYTD: 56 (46% of goal) FY09: 108 / Attained: 79 (73% of goal) Conversion in must meet all requirements of MILPERSMAN 1440-020. Forced Conversion into NC Rating is not authorized. ACCEPTING CONVERSIONS IN FOR E5 IN YEAR GROUPS 2000-2003 E6 IN YEARS 1995-2002 ECM NOTES : Community Manager – NC(FLT) Rating

39. Community Manager – FTS NC Rating MAY 2010 Rating under manned Zones B, C. Overall manning 94% of FY10 EPA. Conversion board convened after each adv exam cycle. Refer MPM 1440-020 for submission. Approved E5 conversion candidates may take NWAE twice for NC1. Expect adv opportunity to remain consistent. ECM NOTES: Under manned Zones B, C * = INV/BA NA = Rating begins at E6

40. QUESTIONS ?

41. Enlisted Early Transition Program NAVADMIN 025/10 Qualified Sailors may request Early Separation up to 12 months prior to EAOS Requested separation date must be prior to 15 SEP 2011 COs retain final disapproval authority and need not forward any request they deem unsupportable Commands recommending approval will not receive a relief until the original EAOS of the separated Sailor Early separation requests will not be approved for Sailors: With pending PCS orders Identified to fill a GSA assignment Under an SRB entitlement or in a rating or NEC that is eligible for an SRB In the National Call to Service Program In the Nuclear, SEAL, SWCC, EOD or Diver Programs Assigned to a DoD area who have not met the DoD minimum tour requirement