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.
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.
*** 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.
This document provides information about the Navy Reserve Force, including its purpose, categories, and benefits. It describes the role of Career Counselors in informing sailors about Navy Reserve options. The key Navy Reserve categories are the Selected Reserve (SELRES), which requires monthly drills and annual training, and the Individual Ready Reserve (IRR), which has no drill requirement. Benefits of the SELRES include pay, education, and medical/dental coverage through TRICARE. The document outlines the affiliation procedures and obligations for the SELRES.
(1) The document provides guidance and responsibilities for career counselors in the Navy from OPNAV Instruction 1040.11D.
(2) It outlines the duties of various career counselors including Command Career Counselors (CCC), unit career counselors, fleet counselors, and chain of command roles.
(3) Key aspects of the career development program discussed include conducting career development boards, maintaining training for counselors, ensuring transitioning sailors receive counseling and assistance, and preparing monthly career reports.
1. Retired reserve
2. SELRES
1. IDT
2. 4 days of active duty.
3. $317/ mo MGIB
4. Medical $81/mo
1. $253/mo family coverage
2. Covers members 24/7
5. Mobilization deferment 1 year.
3. IRR requirements
1. Keep NPC advised.
4. Questions
1. What are SELRES obligation?
2. Name 3 benefits of the SELRES.
3. What category of the USNR does not require sailor to drill.
4. What forms must sailor have to affiliate with navy reserve?
5. IRR contract required. IRR have special uic 8040N
6. Dishonorable Discharge if don't comply with IRR contract.
7. They have 6 months to come back to SELRES if PRT failure or right re code.
8. Cannot join if 30% Medical discharge or disability.
9. Without CWAY package approved they can still apply straight with SELRES recruiter.
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.
. 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.
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.
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.
*** 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.
This document provides information about the Navy Reserve Force, including its purpose, categories, and benefits. It describes the role of Career Counselors in informing sailors about Navy Reserve options. The key Navy Reserve categories are the Selected Reserve (SELRES), which requires monthly drills and annual training, and the Individual Ready Reserve (IRR), which has no drill requirement. Benefits of the SELRES include pay, education, and medical/dental coverage through TRICARE. The document outlines the affiliation procedures and obligations for the SELRES.
(1) The document provides guidance and responsibilities for career counselors in the Navy from OPNAV Instruction 1040.11D.
(2) It outlines the duties of various career counselors including Command Career Counselors (CCC), unit career counselors, fleet counselors, and chain of command roles.
(3) Key aspects of the career development program discussed include conducting career development boards, maintaining training for counselors, ensuring transitioning sailors receive counseling and assistance, and preparing monthly career reports.
1. Retired reserve
2. SELRES
1. IDT
2. 4 days of active duty.
3. $317/ mo MGIB
4. Medical $81/mo
1. $253/mo family coverage
2. Covers members 24/7
5. Mobilization deferment 1 year.
3. IRR requirements
1. Keep NPC advised.
4. Questions
1. What are SELRES obligation?
2. Name 3 benefits of the SELRES.
3. What category of the USNR does not require sailor to drill.
4. What forms must sailor have to affiliate with navy reserve?
5. IRR contract required. IRR have special uic 8040N
6. Dishonorable Discharge if don't comply with IRR contract.
7. They have 6 months to come back to SELRES if PRT failure or right re code.
8. Cannot join if 30% Medical discharge or disability.
9. Without CWAY package approved they can still apply straight with SELRES recruiter.
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.
. 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.
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 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) .
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.
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.
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.
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.
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.
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 outlines changes to the Overseas Contingency Operation Support Assignment (OSA) program that aim to preserve desirable elements and mitigate unintended consequences of the Global Sailor program. Key changes include enlisted sailors selecting OSA interest 2-3 months before detailing to be sourced in real-time by OSA detailers, eliminating PCS orders for OSA with sailors administratively attached to their parent command, and providing post-OSA choice of coast detailing while exempting sailors from involuntary assignment for 3 years. The changes reduce administrative burdens, increase flexibility, and provide stronger family and command support for sailors participating in OSA.
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
The document provides guidance to Command Career Counselors on submitting reenlistment incentive applications in Fleet RIDE/PTS for October. It recommends starting applications as soon as possible and not waiting until the end of the month. It also details how to view past application results, that command summary reports will be available in November, and provides instructions on updating, resubmitting, and submitting applications for different sailor situations.
Flood Update
Manpower Environment
The Cost of Manpower
Brilliant at the Basics
Continuum of Service
Selection Boards
Transformation of HR Service Delivery
Saved Rounds
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.
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.
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.
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.
The document discusses the Career Navigator and Career Waypoints (C-Way) programs. C-Way allows sailors and career counselors to view "best match" ratings and submit reenlistment applications up to 16 months before end of service. Sailors can request up to 3 rating conversions based on monthly quotas. Applications are reviewed monthly and sailors can be approved for reenlistment, conversion, or separation. The document also covers the C-Way process for Professional Apprenticeship Career Track sailors designating a rating 12 months before their end of obligation.
This document provides information and resources for Navy career counselors. It summarizes new policies around the reenlistment process, including that 75% of sailors requesting reenlistment will now receive approval on the first application. It also outlines checklists for career counselors on tasks like ensuring sailors are counseled and applications are submitted on time. Additionally, it announces upcoming webinars for career counselors on topics like advancement, special programs, and best practices.
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.
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.
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 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) .
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.
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.
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.
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.
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.
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 outlines changes to the Overseas Contingency Operation Support Assignment (OSA) program that aim to preserve desirable elements and mitigate unintended consequences of the Global Sailor program. Key changes include enlisted sailors selecting OSA interest 2-3 months before detailing to be sourced in real-time by OSA detailers, eliminating PCS orders for OSA with sailors administratively attached to their parent command, and providing post-OSA choice of coast detailing while exempting sailors from involuntary assignment for 3 years. The changes reduce administrative burdens, increase flexibility, and provide stronger family and command support for sailors participating in OSA.
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
The document provides guidance to Command Career Counselors on submitting reenlistment incentive applications in Fleet RIDE/PTS for October. It recommends starting applications as soon as possible and not waiting until the end of the month. It also details how to view past application results, that command summary reports will be available in November, and provides instructions on updating, resubmitting, and submitting applications for different sailor situations.
Flood Update
Manpower Environment
The Cost of Manpower
Brilliant at the Basics
Continuum of Service
Selection Boards
Transformation of HR Service Delivery
Saved Rounds
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.
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.
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.
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.
The document discusses the Career Navigator and Career Waypoints (C-Way) programs. C-Way allows sailors and career counselors to view "best match" ratings and submit reenlistment applications up to 16 months before end of service. Sailors can request up to 3 rating conversions based on monthly quotas. Applications are reviewed monthly and sailors can be approved for reenlistment, conversion, or separation. The document also covers the C-Way process for Professional Apprenticeship Career Track sailors designating a rating 12 months before their end of obligation.
This document provides information and resources for Navy career counselors. It summarizes new policies around the reenlistment process, including that 75% of sailors requesting reenlistment will now receive approval on the first application. It also outlines checklists for career counselors on tasks like ensuring sailors are counseled and applications are submitted on time. Additionally, it announces upcoming webinars for career counselors on topics like advancement, special programs, and best practices.
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.
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)
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...indexPub
The recent surge in pro-Palestine student activism has prompted significant responses from universities, ranging from negotiations and divestment commitments to increased transparency about investments in companies supporting the war on Gaza. This activism has led to the cessation of student encampments but also highlighted the substantial sacrifices made by students, including academic disruptions and personal risks. The primary drivers of these protests are poor university administration, lack of transparency, and inadequate communication between officials and students. This study examines the profound emotional, psychological, and professional impacts on students engaged in pro-Palestine protests, focusing on Generation Z's (Gen-Z) activism dynamics. This paper explores the significant sacrifices made by these students and even the professors supporting the pro-Palestine movement, with a focus on recent global movements. Through an in-depth analysis of printed and electronic media, the study examines the impacts of these sacrifices on the academic and personal lives of those involved. The paper highlights examples from various universities, demonstrating student activism's long-term and short-term effects, including disciplinary actions, social backlash, and career implications. The researchers also explore the broader implications of student sacrifices. The findings reveal that these sacrifices are driven by a profound commitment to justice and human rights, and are influenced by the increasing availability of information, peer interactions, and personal convictions. The study also discusses the broader implications of this activism, comparing it to historical precedents and assessing its potential to influence policy and public opinion. The emotional and psychological toll on student activists is significant, but their sense of purpose and community support mitigates some of these challenges. However, the researchers call for acknowledging the broader Impact of these sacrifices on the future global movement of FreePalestine.
Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...EduSkills OECD
Andreas Schleicher, Director of Education and Skills at the OECD presents at the launch of PISA 2022 Volume III - Creative Minds, Creative Schools on 18 June 2024.
Temple of Asclepius in Thrace. Excavation resultsKrassimira Luka
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
🔥🔥🔥🔥🔥🔥🔥🔥🔥
إضغ بين إيديكم من أقوى الملازم التي صممتها
ملزمة تشريح الجهاز الهيكلي (نظري 3)
💀💀💀💀💀💀💀💀💀💀
تتميز هذهِ الملزمة بعِدة مُميزات :
1- مُترجمة ترجمة تُناسب جميع المستويات
2- تحتوي على 78 رسم توضيحي لكل كلمة موجودة بالملزمة (لكل كلمة !!!!)
#فهم_ماكو_درخ
3- دقة الكتابة والصور عالية جداً جداً جداً
4- هُنالك بعض المعلومات تم توضيحها بشكل تفصيلي جداً (تُعتبر لدى الطالب أو الطالبة بإنها معلومات مُبهمة ومع ذلك تم توضيح هذهِ المعلومات المُبهمة بشكل تفصيلي جداً
5- الملزمة تشرح نفسها ب نفسها بس تكلك تعال اقراني
6- تحتوي الملزمة في اول سلايد على خارطة تتضمن جميع تفرُعات معلومات الجهاز الهيكلي المذكورة في هذهِ الملزمة
واخيراً هذهِ الملزمة حلالٌ عليكم وإتمنى منكم إن تدعولي بالخير والصحة والعافية فقط
كل التوفيق زملائي وزميلاتي ، زميلكم محمد الذهبي 💊💊
🔥🔥🔥🔥🔥🔥🔥🔥🔥
Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.pptHenry Hollis
The History of NZ 1870-1900.
Making of a Nation.
From the NZ Wars to Liberals,
Richard Seddon, George Grey,
Social Laboratory, New Zealand,
Confiscations, Kotahitanga, Kingitanga, Parliament, Suffrage, Repudiation, Economic Change, Agriculture, Gold Mining, Timber, Flax, Sheep, Dairying,
How to Setup Default Value for a Field in Odoo 17Celine George
In Odoo, we can set a default value for a field during the creation of a record for a model. We have many methods in odoo for setting a default value to the field.
3. Perform to Serve
Enabling Objectives
Upon successful completion of this
topic, the trainee will be able to:
IDENTIFY the purposes of “Perform To
Serve” (PTS).
LIST the personnel affected by the
PTS process.
IDENTIFY the PTS submission and
approval processes.
3
4. Perform to Serve
Enabling Objectives (cont.)
LIST the PTS options provided to the
Sailor.
IDENTIFY the PTS timeline
requirements.
IDENTIFY the steps the CCC takes in
the PTS process.
4
5. Perform to Serve
Reference Publications
NAVPERS 15560(series), Naval
Military Personnel Manual
(MILPERSMAN)
NAVPERS 15878(series), Career
Counselor Handbook (CCH)
Perform to Serve website:
http://
www.npc.navy.mil/CareerInfo/Performt
5
6. Perform to Serve
Perform to Serve (PTS) Defined
PTS is a centralized reservation system that
requires ALL Zone A, B & C Sailors, to receive
authorization from NPC prior to reenlistment,
extension, or negotiation of orders:
Zone A – first term Sailors (less than six years
of active naval service).
Zone B – second term Sailors (six to 10 years
of service)
Zone C – third term Sailors (10-14 years of
service)
Applies to all E3 – E6 Sailors ratings.
6
7. Perform to Serve
PTS Purpose
Manages rating manpower.
Promotes advancement
opportunities.
Streamlines the conversion
process.
Better shapes the Navy’s
manning to better meet mission
requirements.
7
8. Perform to Serve
Personnel Affected
Began with first-term personnel in
CREO Group 3 ratings including 5/6
YOs.
Then . . . first-term personnel in CREO
Group 2 (started Feb 04).
Then …second-term personnel (Feb
09)
Now includes ALL Zone A, B & C
Sailors.
8
9. Perform to Serve
PTS Submission Process
Deadline will be last Friday of each
month.
COs, XOs, OICs or designated
command representative will have
access to the PTS website for entry,
inquiries, and approvals of all PTS
matters.
Submit PTS request 15 months
prior to EAOS/PRD via email
(Spreadsheet)/PTS website.
9
10. Perform to Serve
PTS Options
Reenlist in rate only.
Conversion only.
Best option: Reenlist in rate. If
unavailable, then convert.
SELRES Option.
10
11. Perform to Serve
PTS Processing
NPC’s normal processing of PTS
applications begins 12 months prior
to EAOS/PRD:
Exceptions are for Sailors applying for
special programs.
Applicants will be considered each
month from 12 to 6 months prior to
EAOS/PRD.
11
12. Perform to Serve
PTS Processing (cont.)
Sailors must be fully qualified for the
ratings they are selecting per
MILPERSMAN 1306-618 and applicable
NAVADMIN.
Retesting of ASVAB (AFCT) may be
required prior to submission of PTS.
12
13. Perform to Serve
PTS Approval Process
Monthly reenlistment quotas for
each rate assigned by Enlisted
Community Managers.
13
14. Perform to Serve
PTS Approval Process (cont.)
Each month, applicants will be considered
with their peers and scored by the
following:
CO’s recommendation for reenlistment
CO’s recommendation for advancement
Applicants who have been selected for
advancement
Applicants who PNAd the last exam
Applicants who possess a critical NEC per
the Career Opportunity Matrix
Promotion recommendation on their last 2
REGULAR periodic evals
14
15. Perform to Serve
PTS Approval Process (cont.)
Based on results of the PTS
comparison, the applicant will be
considered for the following:
Retention in rate.
Conversion for a qualified rate, provided
the applicant provided 3 other rating
choices.
Applicant will be placed back into the
system for next month’s PTS
comparison from their 12 month to 6
month application period prior to EAOS/
PRD.
15
16. Perform to Serve
PTS Approval Process (cont.)
SELRES Option
Applicant who is not selected and has
maximized the number of PTS
comparisons (6 total in rate) will be
separated from the Navy.
PTS notification will be sent via naval
message to each command during the
2nd week of each month.
16
17. Perform to Serve
PTS and Detailing
PTS SELECTION WINDOW
Commands should conduct Career
Development Boards on all personnel who are
CMS-ID Detailing Window
within 15-12 months of PRD. PTS Applications
should be submitted 12 months prior to PRD for
those who would be required to obligate for PTS window extends beyond
PCS orders. CMS-ID application window
PTS APPLICATION WINDOW Rescind PTS Quota
(no action taken by member)
CMS-ID
NEEDS OF THE NAVY
PRD
15 months from
PRD
12 months from
apply
PRD
6 months from
PRD
PRD
9 months from
PRD
7 months from
Ideal application period for personnel
who require OBLISERV. All Sailors should be under orders
Applications should be submitted 12 months No later than 7 months prior to PRD
Prior to PRD to allow maximum number
of looks prior to Detailing Window. **PTS/CMS-ID overlap due to detailing window shift
from 9-5 months to 9-7 months in OCT 09 (NAVADMIN
249/09)**
18. PTS Stacking Algorithm
Entry Point:
CO’s Sailors
Recommendation Sailors who hold Sailors in
Recommended for
for Retention Critical NECs Highest
Advancement by
required to enter Paygrades
the PTS Stacking CO
Sailors last 2
Regular Promotion Sailors Selected for
Sailors who PNA’d Advancement, but
Recommendations
the last exam not yet Advanced
(EP, MP, etc)
(Frocked)
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)
PTS OUTPUT
Approved to Reenlist in Current Rate
Approved to Convert to New Rate
No Quota Available - Rolled over to Following Month
Not Approved for Reenlistment or Conversion
19. AC2RC Seamless Transition
Zone A PTS w/SELRES Option
CMS ID ARI
BOL CIMS NRMS
Orders Sponsor System Applications to
Visibility Assignment include RC
Future Processes
Affiliation Check List/1306
Sailor Signs Extension
PTS
Approval
APPS Orders A School
(Trigger to Quota Required A-School and/or
start the *Signs Page 13 Advanced
if Receiving Bonus*
Process Training
12 mo. out)
Fail
No Approval Pass
IRR SELRES
ReClass
AC Separation Signs Drill
Report NET EAOS +1
NLT EAOS +15 Days
Obligation
Goal: Develop a
NOSC
Assign
process that uses
•Welcome Aboard RC Gain
Package
Gain=Bonus
Reserve CCC versus a recruiter
•Sponsor Billet
20. Perform to Serve
PTS Checklist for Leadership
Monitor CARMAT/REGA messages, use
Fleet RIDE.
Conduct CDBs for all personnel in all CREO
Groups:
Review ASVAB scores for all “first-
termers” in CREO 3 and 2 ratings.
Improve identified weak areas with
academic skills training.
Identify eligibility for rate conversions (to
CREO 1 or 2 rates).
Effectively counsel Sailors on CREO
ratings and advancement opportunities.
20
21. Perform to Serve
PTS Checklist for Leadership (cont.)
Retest ASVAB (AFCT) to qualify for
more rate conversions:
Identify area retesting and
reclassification procedures.
Ensure each Sailor has a Career
Development Plan.
Manage beyond your lifelines—Think
Big Navy!
21
22. Perform to Serve
PTS Discussion Topics
Commands are failing to put Sailors into
PTS because Sailors are planning to
separate at their EAOS. Sailors must be put
into PTS regardless of their intentions.
Applications must be submitted within 12
months of PRD or 12 to 15 months prior to
EAOS, whichever is sooner.
22
23. Perform to Serve
PTS Discussion Topics (cont.)
When PRD is less than 12 months, make
sure appropriate box is checked on PTS
application to reflect that member is
within 12 months of PRD regardless of
EAOS.
A monthly review must be done for all
personnel who have made conversion
choices. Conversion quotas are updated
monthly on the NPC website.
23
24. Perform to Serve
PTS Discussion Topics (cont.)
When advancement results are published,
CCCs must update all applications for
those Sailors who are frocked to next pay
grade.
24
25. Perform to Serve
PTS Discussion Topics (cont.)
CCCs must have access to PTS. CCCs
must also contact PTS Helpdesk when
they transfer to a new command to
ensure their UIC is updated.
CCCs must review the conversion quotas
listed on the PTS website each month
and update all pending applications
based on the current available quotas.
If Sailors fail to complete “A” school,
they will be processed for separation
within 60 days.
25
26. Perform to Serve
PTS Discussion Topics (cont.)
If Sailors do not qualify for any rates listed
on the conversions list, they must retake
the ASVAB (AFCT).
Ensure Sailors understand that once they
are selected for conversion to a rate
through PTS, the decision is final. Sailors
shouldn’t ask for a rate they don’t want.
Quotas are limited and this could cause
other Sailors to miss out on an opportunity
to convert and be separated.
Ensure that Sailors are fully qualified for
conversion rates they are requesting.
26
27. Perform to Serve
PTS Discussion Topics (cont.)
Extensions are NOT authorized in the
following cases as of NAVADMIN
017/09:
Per MILPERSMAN 1160-040, provided
Sailors have not been given a
determination in PTS (i.e., told to
separate, etc.).
When Sailors are told to separate, they
are authorized 60 days, provided they do
not exceed 6 years service.
When Sailor applications are submitted
within 30 days of EAOS.
27
28. Perform to Serve
PTS Discussion Topics (cont.)
COs do not have authority to grant
extensions other than as listed above.
Many commands are under the mistaken
impression that the CO has blanket
authority to give a 12-month extension.
When in doubt, contact the PTS Desk :
DSN: 882-2950
Email: pts_help_desk.fct@navy.mil
28
29. Perform to Serve
PTS with SELRES Option
Sailors can apply and receive quotas for
both active duty and reserve components.
SELRES application procedure:
Sailor can apply 12 months from EAOS (as
extended).
Must be greater than 3 months from the
Sailor’s EAOS (as extended).
Sailor not eligible if EAOS less than 3 months
or if Sailor has an extension greater than 12
months.
29
30. Perform to Serve
Summary and Review
What is the purpose of Perform
To Serve?
Which Sailors are affected by the
PTS process?
What are the PTS options
provided to the Sailor?
30
Editor's Notes
I’m going to turn now to a discussion of your pay. This is not meant to help you DECIDE if your pay is GOOD or BAD, HIGH or LOW. This IS meant to introduce you to the KEY ELEMENTS of PAY and to offer GUIDANCE to you in HOW TO THINK ABOUT PAY, so that IF a time comes when you’re considering offers from the NAVY or from employers in the private sector, YOU have a BASIS for comparing what you have with what you are being offered.