Radm holloway ccc 2010 brief
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The document discusses several topics related to military personnel planning and policy: - It summarizes current end strengths and growth areas for active duty and reserve personnel, including increases in special operations forces and individual augmentees. - It outlines challenges in sustaining personnel quality due to economic recovery factors like the post-9/11 GI Bill and national healthcare. More competitive retention is expected. - It discusses force shaping strategies like the performance-based continuation board, Perform to Serve program, and selective reenlistment bonuses to maintain the right skill mix.
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Radm holloway ccc 2010 brief
- 1. Military Personnel, Planning and Policy 22 nd NCA Symposium RADM Holloway, OPNAV N13 28 June 2010
- 2. Big Picture Balanced Force – Active Duty ASW – Anti-Submarine Warfare BMD – Ballistic 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 328,800 (NDAA) 377,779 Since 2001… End Strength 47,857 Through 31 Mar 10 Sizing Shaping Stabilizing ASW/BMD Humanitarian Medical Cyber Increased Individual Augmentee Mission by 7,000 (Active) Increased SEAL/SOF/MAA demand FAO & NECC AFRICOM/ BISOG/ Force Protection/ Seabee Battalion Riverine Naval Coastal Warfare & FRP Fleet Response Plan Active Component IA Growth
- 3. Big Picture Balanced Force – Reserves 65,500 (NDAA) 87,913 Individual Augmentee Mission (~5,500) Civil Affairs, Customs SOF, Naval Costal Warfare, Security Force MESD, Riverine NAVELSG, NMCB, Tactical Air, EODMU 61,000+ Mobilized Reserves since 2001 NAVELSG – Navy Expeditionary Logistics Support Group NMCB – Navy Mobile Construction Battalion MESD – Maritime Expeditionary Security Detachment EODMU – Explosive Ordinance Disposal Mobile Unit SOF – Special Operations Forces Since 2001… End Strength 22,012 Through 31 Mar 10
- 6. Cost of Manpower Example Programming Rates Enlisted Officer Captain Culinary Specialist (SN): $37,094 Culinary Specialist Second Class: $60,587 Machinist’s Mate Second Class (NUC): $75,587 Master Chief Machinist’s Mate (NUC): $151,755 LT (HR): $109,291 LCDR (HR): $131,580 LCDR (SWO): $137,480 LCDR (Pilot): $156,580 Aviation: $182,001 Surface: $186,101 Nuclear: $204,001 Medical: $227,201
- 7. FY10 Planned End 328,650 Stabilized End Strength and Balancing Skills and Seniority FY10 Active End Strength Execution NDAA 328,800 FY08 E/S 329,304 9.7% UE FY10 Mid-year Review Shortfall $176M FY10 Supplemental $1.2B Actual 330,615 As of June 17 FY10 Goals Accessions: 36,200 -2060 Retention: Zone A: 55% Zone B: 60% Zone C: 71%
- 16. SELRES Advancement Opportunity Maintaining predictable, sustainable advancements E-4 thru E-6 E-7 thru E-9
- 17. Retention Status Zone A FYTD Cumulative Average Zone B FYTD Cumulative Average Zone C FYTD Cumulative Average SELRES Attrition (loss from pay) Selected Reserve FY10 Plan Rate Enlisted 18.1% 18.6%* Officer 12.7% 15.1%* *12-month rolling average
- 19. Navy SAPR Program STATISTICS/TRENDS PROGRAM OVERVIEW
Editor's Notes
- We sustain and deliver required capabilities as well as anticipate future demands. As of 31 Mar 2010, our active end strength is 329,922. Our FY10 National Defense Authorization Act (NDAA) end strength control is 328,800. Since 2001, our active end strength has decreased by ~48K. During this time, our mission set has increased, including: Individual Augmentees : +7,000 AC SEAL/SOF : +2,782 since POM 04; +3,465 by FY15 Naval Coastal Warfare: +720 (converted 2 NCW units in POM from Reserve to Active Duty) FRP : increase due to Blue in Support of Green (BISOG) – Navy’s organic support to USMC operational units FAO and NECC : +355 Added a Maritime Civil Affairs Group (+155) Converted Reserve Cargo Handling Battalion to Active Duty (+168) Added four platoons to the Explosive Ordinance Disposal community (+32) Riverene : +675 (3 AC squadrons with 225 personnel each) NECC and NSWC : +5,542 through FY10 (using POM 04 as a baseline) Naval Construction Force : +700 in POM-08 (added a 9th active duty Naval Mobile Construction Battalion BISOG : +900 (approx.) supporting increased USMC medical and dental requirements Our goal is to keep a balanced force in terms of seniority, experience, and skill sets matched to requirements. Uniformed Personnel Costs 40% increase since 1999 (still rising)
- As of 31 March 2010, our reserve end strength is 65,901. Our FY10 NDAA end strength control is 65,500. Since 2001, our Reserve end strength has decreased by ~22K. During this time, our Reserve force has increased their mission set, including: 2003 : Primary missions (NAVELSG, NMCB, TACAIR, EODMU)/ 7488 RC mobilized 2004 : Primary missions (NAVELSG, NMCB, TACAIR, EODMU)/ 4280 RC mobilized 2005 : Primary missions (NAVELSG, NMCB, TACAIR, EODMU)/ 5745 RC mobilized. Missions with increasing footprints: SOF, Naval Coastal Warfare (NCW), Security Force units, AT/FP units 2006 : Primary missions (NAVELSG, NMCB, TACAIR, EODMU, SOF, NCW, Security Force, AT/FP, Civil Affairs, Customs Dets)/ 6313 RC mobilized 2007 : Primary missions (NAVELSG, NMCB, TACAIR, EODMU, SOF, NCW, Security Force, AT/FP, Civil Affairs, Customs Dets)/ 5717 RC mobilized 2008 : Primary missions (NAVELSG, NMCB, TACAIR, EODMU, SOF, NCW/Maritime Expeditionary Security Detachments (MESD), Security Force, AT/FP, Civil Affairs, Customs Dets)/ 5252 RC mobilized. New mission: Riverine Warfare 2009 : Primary missions (NAVELSG, NMCB, TACAIR, EODMU, SOF, MESD, Security Force, AT/FP, Civil Affairs, Customs Dets, Riverine)/ 7168 RC mobilized. 2010 : Primary missions (NAVELSG, NMCB, TACAIR, EODMU, SOF, MESD, Security Force, AT/FP, Civil Affairs, Customs Dets, Riverine)/ 2730 RC mobilized (year to date).
- FY10 Execution plan represents an adjusted model based on FY09 conditions Over-execution to meet OCO demand FY10 assumptions are: Retention rates will increase Natural losses will decrease Upper-level mental group Navy goal ≥ 70% HS degree goal ≥ 95% We will receive approval for OCO Temporary over strength Force shaping continues to ensure correct skill mix FYDP assumptions are: Retention rates will fluctuate with the economy We are aligned with OSD for OCO strategy but funding is subject to Congressional approval Uncertain retention impact of Post-9/11 GI Bill Manpower costs will continue to exceed real budget growth Risks include: Financial Risk FY10: MPN execution risk = $176M shortfall FY11: Supplemental funding for end strength to meet OCO demand Future Risk – recruiting and retention Recruit quality of future accession missions
- Overages in LOS 1 and 2 due to shortage of Student EPA compared to Student Inventory: Individuals Account (Student) EPA = 14,297 Individuals Account (Student) BA (M+F) = 14,297 Individuals Account (Student) INV (M+F) = 21,153 Reduced Accessions occurred between FY03 and FY07 PACTS are filling in LOS 3-4 PTS Conversions are filling LOS 4-7 Early Career Transition (vice Early Outs) are really occurring up to 20 years. Indefinite Reenlistment for CPO’s should begin in October 2010. Performance-based Petty Officer Continuation Board for Sailors with 6 to 20 YOS is recommended
- We must maintain a balanced force—seniority, experience, and skills matched to requirements. Our principles revolve around attracting and retaining the best talent, and safeguard the careers of our top performers. These principles will allow us to have better stability and predictability when delivering Sailors to the Fleet.
- Management policies supported by appropriate statutes, benefits, and compensation options and agreements that facilitate transparent movement between AC, RC, Civilian Service. Sailors can choose RC affiliation and the Navy Operational Support Center they desire to drill at while still on active duty---innovative business process. These management policies provide for variable and flexible service options and levels of participation. Support philosophy to recruit once, retain for life. Movement between components are transition vice recruiting activities. Consistent with DOD manpower requirements 72-hour transition processing by end of FY. Supports easy and seamless transitions and allows RC member to provide operational support, whether short period or longer-term and then return to civilian life as expeditiously as possible. Supports Top 50 Employer
- Navy Suicide Rate Includes Active and Reserve Component Sailors who were activated, training, or drilling at death Official annual rates based on DOD standardization are calculated with confirmed and suspected suicides divided by adjusted end strength calculated by the Armed Forces Medical Examiner based on DMDC end strength data and including active duty population and a fraction of reserve members to account for RC full time equivalent of duty days as of 30 September of the calendar year. The suicide rate has risen each year since 2005. Although the 2009 rate is slightly below the three standard deviation upper control limit from the 1999-2005 baseline, 4 additional deaths in the year would have caused the rate to top the UCL. Suicide Related Behaviors Prior to February 2008, SITREP/OPREP reports were required only for suicide attempts or gestures. In February 2008, the requirement changed to include attempts, gestures, and ideations. However, the reporting compliance was inconsistent and the terms were poorly defined and difficult for commands to discern at the early stages of an event when the message needed to be released. NAVADMIN 122/09 in April of 2009 changed the SITREP/OPREP requirement to a single category “Suicide Related Behaviors”. Only a medical provider can make a determination that the event was a suicide attempt (using the new definition consistent with recent Center for Disease Control nomenclature and accepted for use by VA and DOD). The DoD Suicide Event Report is completed in attempt cases by the medical provider.