- The PTS algorithm ranks Sailors who have submitted applications based on paygrade, year group, evaluations, and PFA failures. Higher paygrade and earlier year group rank higher.
- Sailors are ranked within their rating and year group based on how that rating is manned. More undermanned ratings will see more Sailors approved for in-rate reenlistment.
- Sailors can check their rating's manning levels by year group on the NPC website to see how competitive they may be for in-rate retention or conversion. Checking one's year group is important for understanding positioning in the ranking.
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.
Anyone who is planning on being a chief or is SBE should really look over this. This is directly from NPC. Very useful information here.
I hope it answers your questions.
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)
*** Advancement and Evaluation Tips *** It's a compilation of many briefs on eval writing by FLTCM Ortloff. Check out more advancement tips at Navy Career Wise Slide Share
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.
Anyone who is planning on being a chief or is SBE should really look over this. This is directly from NPC. Very useful information here.
I hope it answers your questions.
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)
*** Advancement and Evaluation Tips *** It's a compilation of many briefs on eval writing by FLTCM Ortloff. Check out more advancement tips at Navy Career Wise Slide Share
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
*** Career Transition to Navy Reserve *** Here is the ultimate guide in transitioning to SELRES, FTS, IRR or Navy Reserve Component from Active duty. Avoid break in service and maximize your benefits by joining the USNR on your transitioning to civilian.
TS Exit Strategy is a what-if analysis that evaluates what would have happened if a trader had shortened/lengthened the duration of his trades at regular multiples of trades' duration
Those of you interested in learning about the benefits the Reserves offers will find useful information in this PowerPoint. Also, note that the Career Transition Office (CTO) is the owner of this document. Any Active Duty SWOs looking to transition to the Reserves should visit the CTO site listed on the first page, or email cto.officer@navy.mil for more information.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
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
*** Career Transition to Navy Reserve *** Here is the ultimate guide in transitioning to SELRES, FTS, IRR or Navy Reserve Component from Active duty. Avoid break in service and maximize your benefits by joining the USNR on your transitioning to civilian.
TS Exit Strategy is a what-if analysis that evaluates what would have happened if a trader had shortened/lengthened the duration of his trades at regular multiples of trades' duration
Those of you interested in learning about the benefits the Reserves offers will find useful information in this PowerPoint. Also, note that the Career Transition Office (CTO) is the owner of this document. Any Active Duty SWOs looking to transition to the Reserves should visit the CTO site listed on the first page, or email cto.officer@navy.mil for more information.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
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RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...
Pts for expo
1. Perform to serve made
A guide for leaders who just want to
know the basics.
Current march 2010
2. Terms, acronyms, Navy speak:
• PTS
– Perform to Serve; Technical term for the Navy’s program that we’ll talk about here.
• EAOS
– The end of a Sailor’s contract with the Navy
• PRD
– The end of a Sailor’s tour at a Navy Command
• Zone A
– From 0 (join time in the Navy) to 6 years.
• Zone B
– From 6 years to 10 years in the Navy.
• Zone C
– From 10 years to 14 years
• End Strength
– The “final count” of how many Sailors in any particular group, or Navy wide.
• Target manning
– Where the Navy would like to be.
3. More of that Navy Speak
• CREO Category
– Basically the status of a rate is seen as
• Under manned CREO 1
• Over manned CREO 3
• Manned just about right CREO 2
– ASVAB.
• (That test every feel asleep at prior to joining)
The test the Navy (and other Military branches) use to
determine a Sailor’s potential to perform in a rate.
4. OK. Let’s get started.
• Say you’re a business
And you’ve got two types of employees.
Red and Blue
5. One day, your boss’s boss says
• You got too many red employees.
• We don’t have enough work for them
• And they don’t get promoted quickly, not
enough to keep their job satisfaction up
7. And determine
• Someone is gonna get canned, fired, pink
slipped, reduced, let go, not continued…
8. It’s a part of management that no one
likes, and isn’t that easy to do fairly…
9. But, who gets cut?
• Of course, your trouble makers, your non
performers, your “employees with problems”.
10. Yet still
• Good red employees that need to be moved
out
• “firings” are detrimental to moral
• Hard to pick who has to go
• Can be tricky on a legal basis
11. MEANWHILE
• Your boss calls again..
– Seems you’re you don’t have enough blue
employees to get the work done
– And you need to fix it..
13. So now you’ve got to
And work hard to hire some new good folks..
14. OK. So now you’ve got the idea
• It’s plane, it’s simple:
• Train your red employees
To become blue employees
15. After all
• Non performers don’t simply “hang on”
• Saves time, money and efforts for recruiting
• Orientation is about a million times easier.
16. Common sense, right?
• Essentially, that’s PTS.
– Take your excess assets and train them to still
contribute where your short falls are.
– No recruiting, no boot camp, proven performers,
improved growth potential and fewer “firings”.
– And the boss is happy.
17. So, here’s how it works.
• Red Sailors in a rate that’s CREO 3
Remember, CREO 3 = too many
18. Who decides? How?
• Navy Personnel Command divides the responsibility
to an “Enlisted Community Manager” (ECM)~ we’ll
call it RED ECM
• The RED ECM looks at the total end strength.
– (it’s not just a command, it’s Navy wide)
• The RED ECM looks at the target manning.
– (it’s not just a command, it’s Navy wide)
• Total end strength (minus) target manning = extra
19. So for example purposes
• Each Red Sailor here equals 10 Sailors
• So, we’ve got 70 “zone a” red Sailors
20. The ECM determines
• We need 40 Sailors.
• So, 40 will stay “in rate”, 30 are “extra”
21. So, how it works.
• A Sailor, 15 months prior to their ETS/PRD has
a choice:
– Get out
?
– Stay in their rate ?
?
?
?
– Convert
?
22. Some will decide to get out.
• And that’s OK. The Navy plans for a certain amount
of “attrition” ~ Sailors who plan to get out.
• Nothing detrimental: those Sailors have served,
their Country and their Navy.
• They get separation counseling, are entitled to all
benefits, and can still join the Reserves.
23. Let’s just say, 10 decide to get out.
• 70 to start, we only need 40.. 10 got out.
Bye!
• So, we’ve got 60, need 40.
24. So what do with the extra 20?
• First, identify the 20
– Those who want to “Convert only”
– Those who have not performed well, or have had
negative aspects to their career (NJP, PFA failures,
negative evals).
25. With the “20” identified
• We have two groups:
– 40 red sailors who now match the target manning
– And the remaining 20.
26. The 40 Red Sailors
• Apply to stay in rate via PTS
– Will most likely be approved to reenlist
– Will most likely remain in their rate
29. Our “other” sailors
• Each blue Sailor here equals 10 Sailors
• So, we’ve got 30 “zone a” blue Sailors
30. Just like the “red Sailors”..
• Navy Personnel Command divides the responsibility
to an “Enlisted Community Manager” (ECM)~for this
we’ll call it BLUE ECM
• The BLUE ECM looks at the total end strength.
– (it’s not just a command, it’s Navy wide)
• The BLUE ECM looks at the target manning.
– (it’s not just a command, it’s Navy wide)
• Total end strength (minus) target manning = short fall
31. The ECM determines
• We need 40 Blue Sailors. We have 30.
• So, we need 10 more.
33. A few factors in selecting..
• Clearance requirements
• ASVAB requirements
• Other qualifications
• Performance to date in the Navy..
AND…
• Most IMPORTANT: CO’s recommendation
34. For those not converted to one rate:
• Consider other undermanned (CREO 1) rates:
37. What happens to those?
• Remember they will receive up to 6 reviews for
choice of “stay in rate, or convert”.
• Can retake ASVAB to better chances..
• Still have the options of joining the reserves
• But will absolutely know 6 months prior to EAOS
that they are separating from Active Navy service.
• Separations for PTS are less in number than PFA
seperations.
38. Basic time lines
• 15 months prior to PRD or EAOS
– Counseling, mentoring
– Options are:
• Reenlist in Rate
• Reenlist in Rate or Cross rate (non-creo 1)
– (best option for CREO 3: maximize options
• Cross rate ONLY
• Seperate
• 15-13 months
– INPUT into PTS or Fleet Ride website
• 12-6 months (every month)
– Sailor receives either
– approved inrate
– Cross rate
– Rollover
• 9th month (if not selected for inrate/convert)
– Counseling on options/status via CDB
• 6th month:
– Approved or plan separation
39. Some facts about PTS
• If a Sailor selects “No” at 12 month mark
– They’ve got 5 months to change your mind
– Will not automatically be marked for separation
– It’s not permanent until 6 months prior to EAOS
• The amount of conversions changes monthly, but is
published monthly
• Conversion choices can be changed monthly
– Important to maximize options
• At 6 months “NO” becomes permanent.
~ confirmed separation!
40. Myths to combat
• “If I elect separate my eval will go down”
– Sailors need to know the command rewards superior
performance: not a reenlistment decision.
– Knowing their plans helps in two ways:
• Big Navy Manpower planning
• Sailor counseling/access to benefits (TAP, FFSC courses)
• “If I get denied: I must be a poor Sailor”
– Untrue: while denied cases are a small percentage overall, we
have to be careful with our manpower assets.
• LPO/CPO/Officer can deny my PTS.
– CO’s retention/advancement recommendation is basis for PTS
submission. Nothing else.
41. Important Facts
• PTS approval is required for CMSID applications
– Seperations or refusals will go “needs of the Navy”
• Evals: Evals: Evals
– First term Sailors must have 1 graded eval
recommending advancement/retention
– One “not recommended” eval will require TWO
RECOMMENDED EVALS BEFORE SUBMISSION
42. Zone A, B and C PTS
• All zones require PTS for E6 and below
• All require PTS to apply for orders
• All require PTS to reenlist/extend
• Driven by PRD or EAOS ~ which ever is first
• Ideal 15 months prior.
• Last date for “no effect” 11 months prior to PRD
• Late submission will equal less “looks”
– No - exceptions: Leadership involvement a must
43. This was a NCC production
NCC(SW) Karstens
619-767-7981
William.karstens@navy.mil
FB: NCC Karstens
45. Algorithm==What IS that?
• The electronic program that racks and stacks
everyone who has submitted a PTS application
• Paygrade (paid, frocked, next one down)
• Year Group (ECM’s are forecasting manpower
requirements 12 months out)
• Evaluations
• PFA Failures
46. Paygrade
• A paid E6 in Zone B rack and stack for PTS will
be above the…
• Frocked E6 in Zone B, who will rack above
the…
• Paid E5 in Zone B, who will rack above the…
• Frocked E5 in Zone B….
Everyone got that?
47. Year Group - Definition
• The year group is the fiscal year in which you
enlisted in the Navy:
• Example:
• ADSD: 20 September 2006: YG 2006
• ADSD: 02 October 2006: YG 2007
Fiscal year runs from 01 Oct – 30 Sep
48. Where can I find out how my rating
is manned in my year group
LOS Analysis
350
300 EPA
E1-E3
250
E4
E5
200
Inventory
E6
150 E7
E8
100
E9
50 2012 EPA
0
2010
2009
2007
2006
2004
2003
2001
2000
1998
1997
1995
1994
1993
1992
1991
1990
1989
1987
1986
1984
1983
1981
2008
2005
2002
1999
1996
1988
1985
1982
Year Group
49. EVALUATIONS
• The upgraded PTS system ‘levels’ the playing field by requiring the last 5
evals for E5 and E6 and the last 3 for designated E3 and E4.
**explanation** : usually a first eval at a new duty station is a P / EP transfer
eval / etc
• What this means to you: always keep a copy of your evals in a personal
Personnel File. Computers are not always reliable
• Take your mid-term counseling seriously! Not everyone can be an EP or
an MP, but we should all be striving to get to the next level of leadership
• When YOU are writing evals, either subordinates or your own, be honest
with yourself. What do you think you earned this year?
50. PERSONAL
BEHAVIOR/ACCOUNTABILITY
• One NJP can have long term effects:
• If your Commanding Officer reduces you in rate, you will fall lower in the
rack and stack
• If you are not recommended for retention on your evaluation, or graded
as a Significant Problem or Progressing, it takes time to catch up: SP –
Prog – Promotable is the way evals are required to be written. You must
be promotable or better on your last two PERIODIC evaluations to apply
for Perform to Serve!
• The Navy is stabilizing its force: basically, for every Sailor brought on
active duty (recruited) one has to be discharged/transferred to the Fleet
Reserve: a Sailor with a pattern of NJP is not necessarily the Sailor that Big
Navy is looking at for continued service
51. PHYSICAL READINESS
• There is no secret here:
We must all maintain weight / body fat standards and pass a
semi-annual PFA.
Even Sailors who are on limited duty must remain in body fat
standards
One PFA Failure can rack and stack you below someone that is
the same as you are with evals and paygrade…
TAKE THIS SERIOUSLY!!! There is help available: nutritionists, etc.
See your PFA coordinator if you need some assistance with
maintaining standards….they are trained to assist you!
52. CAREER DEVELOPMENT BOARDS
• You should receive a CDB at the following intervals:
• Upon reporting , 6 months after arrival, 12 months after arrival
• And annually after that until you transfer
• You should have a separate PTS CDB when you are 15-18 months away
from your SEAOS/PRD, whichever is the requirement for you. However,
PTS needs to be a topic discussed at each CDB, so that you can stay on top
of your rate health, and what the long range predictions are for you to be
able to stay in-rate. A CDB is the perfect forum to discuss your desire to
cross-rate, if you are interested in doing so. The earlier the better,
because: you may need to retake your ASVAB, the rate you are interested
in may require a Security Clearance or OJT, or NKO courses to be eligible.
The more information you have up front will ensure you make an
educated decision about your career!
53. SECURITY CLEARANCE MAINTENANCE
• You just heard the Navy Advancement Center talk about this….but….
• If your security clearance lapses, you cannot apply for an in-rate PTS quota
(if your rating requires one)
• If you lose your security clearance, you will be directed to apply for forced
conversion: the ratings that don’t require security clearances are
historically overmanned, so your chances of remaining on active duty are
significantly reduced!
• You may be told to separate, and you will not have much notice to do so…
• WE CANNOT STRESS ENOUGH HOW IMPORTANT THIS IS:
• If you are having financial difficulty that will affect your security clearance,
please seek help! Even if you are ‘uncertain’, seek help. NMCRS and FFSC
are both outside with information on classes and services available. As
with everything else, early intervention is key! Don’t be embarrassed if
you find yourself in over your head, there are people trained to help!!
54. Wrap Up
• Maintain a personal Personnel file with evaluations and PTS results
for each zone inside it
• Know when you need PTS
• Stay in shape, even one PFA failure can be detrimental
• If you haven’t received a CDB when you are supposed to, ask for
one.
• Keep on top of your Security Clearance, that alone can determine
your future in the Navy: advancement, PTS, ability to stay…
Always remember that the only stupid question
is the one that you don’t ask!