This document provides an overview of Navy community management and career progression resources from BUPERS. It discusses the roles of BUPERS-31, 32, and 34 in areas like accession planning, training, billet management, incentives, and metrics analysis. It introduces programs like Career Navigator and Career Waypoints that aim to give Sailors more transparency and choice in their careers. Charts show historical data on end strength, distribution of assets, advancement opportunity, and reenlistment intent. The presentation emphasizes collaboration between functions to provide sustainable manning while meeting individual and unit needs.

1. NAVY
BUPERS 3
1
Fleet Engagement
(NAVREG MID-ATLANTIC 27-28 AUG 2013)

2. NAVY
BUPERS 3
2
BUPERS-3
Military Community Management
Overview
CAPT Bruce Deshotel
Head Enlisted Community Manager,
BUPERS-32
Updated 27 August 2013

3. NAVY
BUPERS 3
3
Community Management
Perspective
There can be a natural tension between the objectives of each function
Community
Management
Placement Distribution
Focus
Providing
sustainable
inventories with
requisite skills
Unit level manning
and requirements
Individual
assignments to
meet billet/skill
needs (Fit/Fill)
Demand Signal
Officer & Enlisted
Programmed
Authorizations
(OPA & EPA)
Unit manning
documents
(AMDs, SMDs)
Requisitions
• Often review same things, but from different perspectives
• Collaboration is important & improving
• Process the same for Active & Reserve components

4. NAVY
BUPERS 3
4
373,193
383,108
373,197
350,197
332,228
328,303
318,406
324,325
323,600
322,900
324,100
325,400 326,100
326,100
300,000
325,000
350,000
375,000
400,000
FY00 FY01 FY02 FY03 FY04 FY05 FY06 FY07 FY08 FY09 FY10 FY11 FY12
FY13
(A9) FY14 FY15 FY16 FY17 FY18 FY19
Actuals PB14 Controls
End-Strength
Changing End-Strength
Stabilizing through the FYDP
Total End Strength 2000-2019
GOAL: BALANCED FORCE, STABLE END-STRENGTH
Contributors to current strength:
 Expectation to go lower than 320,000
 ERB
 C-WAY-Reenlistment
 Decreased accessions
 Increased losses (vs. stable retention)
 PFA policy changes, for example
 Constrained budgets
 Officer over-execution offset with
enlisted
Friction
 Under-funded and over-executed
Individuals Account
Force Management Strategy:
 Use all available levers
 Accessions, Vol, Invol actions
 Balance the force
 CAREER WAYPOINT-Reenlistment, PACT
Designation, quality boards
 Man sea billets
 Incentives, SSF, VSDP, CPO to Sea, etc.
Reduce friction
 Fund Individuals Account, evaluate programs
322,700
End of FY13 Strength Projections:
Total: 324,325 (+1,625)
Officer: 53,477 (+2,179)
Enlisted: 266,380 (-532)
Source: June 2013 Monthly End Strength Brief

5. NAVY
BUPERS 3
5
Of 264,411 total enlisted, 16% (42,841) were non-distributable and
2.2% (5,784) were LIMDU or pregnant on 01 Aug 13.
Note: Sailors who become pregnant while assigned to sea duty are assigned
to a special shore tour. On 01 Aug13, there were 33 sailors in ACC 105
and 12 in ACC 355 that were also pregnant.
1,100
Billets Authorized
Distributable 236,434
Students 23,549
TPP&H 8,989
Total 268,972
(Numbers are USN personnel only)
Total Distributable – 221,570 (84%)
(includes LIMDUs and pregnancies which
make up 2.6% of the distributable manning)
Total Non–Distributable – 42,841 (16%)
TPP&H – 11,861 (4%)
Students – 30,980 (12%)
25,358
12,342
ADSW and mobilized reservists are no
longer included in numbers.
3,265
3,145
LIMDUs
(ACC 105)
47%
Pregnancies
from Sea
Duty
53%
PEB
(ACC 355)
[796]
2%
Transients
23%
Patients,
Prisoners
& Holdees
[1,118]
3%
Students
72%
30,980
9,947
2,694
3,090
215,786
Distribution of Navy Wide Enlisted Assets (August 2013)
Data Source/Date: Student BA-TFFMS (07/23/13); All Other: ARIS (08/01/13) POC: Pers-4013C 901-874-4574

6. NAVY
BUPERS 3
6
Specific Community Mgmt
BUPERS-31 (Off) / BUPERS-32 (Enl) / BUPERS-34 (Metrics)
 Accession planning
 Quality, quantity, policy
 Lateral conversions/Re-designations
 Training
 Initial (‗A‘) school requirement
 Advanced/career (‗C‘) school requirements
 Policy advisor to NETC/OTC
 Review billet changes for impacts on community health
 Sea/shore rotation
 Adv/Promotion impacts
 Career progression
 Geo Stability
 Information dissemination
 Fleet Engagement
 Link, web pages, PAO efforts
 POM Analysis and Mitigation
 Special Initiatives
 CNO‘s TOR Comm Mgmt WG
 Force Management ESC
 LDO/CWO Realignment
 Continuum of Service WG
 Enlisted Supply Chain Planning & Execution
 LCS Council
 Cyber TF Challenge
 Force structure management
 Advancement/Promotion Planning
 Career paths
 Retention
 Retirements
 Separations (early, hardship)
 Sea/shore tour lengths
 CAREER WAYPOINT-Reenlistment (Formerly PTS)
 CAREER WAYPOINT-PACT Designation (Formerly
REGA)
 NEOCS/NOOCS
 Continuation/SERAD
 Probationary Officer Continuation and Redesignation Board
(POCRB)
 Incentives
 Pay
 Bonuses (SRB Plan)
 Special duty assignment pay (SDAP)
 Training incentives (STAR/HPSP)
 Metrics and Analysis
 Reports, ad hoc queries
Active & Reserve, Officer & Enlisted
SRB & SDAP
NAVADMIN Updates
released in MAR 13

7. NAVY
BUPERS 3
7Data Source: NMPBS Cut Date: 02 Aug 2013
All Enlisted Active Duty LOS
(OCS not included)

8. NAVY
BUPERS 3
8
Force Stabilization Tools
 Reduced Accessions
 Selected Reenlistment Bonuses
 Short-Term Extension Policy
 Selected Time In Grade Waivers
 Selected Early Out
 Career Waypoint-Reenlistment
(Zones A/B/C)
 High Year Tenure
 E7-9 >20 Continuation Board
 Special and Incentive Pay Reviews
 Selective Reserve Affiliation
 Temporary Early Retirement (TERA)
ENLISTED OFFICER
 Reduced Accessions
 Probationary Officer Continuation &
Redesignation Board
 Career Status Boards
 Limit Retire/Retain and Age Waivers
 Selected Time In Grade Waivers
 Limit Retraction of Retires/Resigs
 Selective Early Retirement / Continuation
Board (O-5 and O-6 FTS)
 Special and Incentive Pay Reviews
 Minimum Service Requirement Waiver
 Admin Selection Boards
 Temporary Early Retirement (TERA)
Force Management Levers utilized to achieve objectives

9. NAVY
BUPERS 3
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NPC WEBPAGE
http://www.npc.navy.mil

10. NAVY
BUPERS 3
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Every month, Community Managers post detailed
information regarding the status of your rating.
• Click Community Overview to view a “big picture”
snapshot of your rating’s overall health.
• Click Career Path to view a typical career path, from
Navy enlistment as E-1 to 30-year retirement as E-9. 10
Community Overview

11. 11
CWAY-PACT:
•PACT-in plan 350 through the FY
•Made 294 BM’s off MAR13 NWAE. Plan to add 350
SPACT to BM throughout FY13. This will also continue
throughout FY14.
•SRB:
• Zone A SRB is back IAW NAVADMIN 077/13.
Notes:
•Under-manning in Zone A due to PACT policy and
delayed FY13 accessions. 310 accession E3 and below
Sailors will enter the rating this FY in addition to PACT.
11

12. NAVY
BUPERS 3
12
Enlisted Advancement

13. NAVY
BUPERS 3
13
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
FY03
FY04
FY05
FY06
FY07
FY08
FY09
FY10
FY11
FY12
FY13
E-4
E-5
E-6
E4 Average
E5 Average
E6 Average
Current
Cycle
219
Solid lines = 10 yr avg
E4 36.9%
E5 39.9%
E6 13.3%
Historical E4/5/6 Aggregate
Opportunity

14. NAVY
BUPERS 3
14
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
FY94
FY95
FY96
FY97
FY98
FY99
FY00
FY01
FY02
FY03
FY04
FY05
FY06
FY07
FY08
FY09
FY10
FY11
Fy12
FY13
E9 E8 E7
• E9 Opportunity increasing – above 10-year average for first time in 4 cycles
• E8 Opportunity increasing – above 10-year average
• E7 Opportunity increasing – above 10-year average for first time in 4 cycles
Solid lines = 10 yr avg
E7 22.10%
E8 10.97%
E9 12.91%
Historical E7/8/9 Aggregate
Opportunity

15. NAVY
BUPERS 3
15
Career Navigator

16. NAVY
BUPERS 3
16
Career Navigator Program
New program to change how we do business in enlisted career
management. Goal is to help Sailors make informed decisions by
placing career management systems at their fingertips.
• Career opportunities across full continuum of Active and Reserve
Naval Service balancing Sailor choices with Navy needs
• Transparent and interactive Sailor tools
• Cornerstone of Navy’s electronic Human Resources
Management (eHR) strategy
Initial Career
Decisions:
Join Navy Choose a rating Change rating
Mid-Career
Actions:
Same rating Change rating AC RC
Assignments Advancement Records and Feedback
CAREER NAVIGATOR
Sailor at the Helm
NAVADMINs
149/13 & 150/13

17. NAVY
BUPERS 3
17
CareerWaypoints
Career Waypoints
• Reclassification
• PACT Designation
• Reenlistment
(in-rate, conversion or AC to RC)
• Conversion*
• RC to AC
• AC to RC*
PRIDE
CMS-ID/BBD
NSIPS
Career
Starting point
• Rating choice
Career
Billet Assignments
• Billet applications
Career Record Management
• Electronic service record
Career Viewpoint
• Survey
Sailor Portal
• Resume review
• Career interests
• Career options
• Career Waypoint
Application status
• Advancement
dashboard
Supported by Multiple IT systems
Formerly FleetRIDE
Cornerstone of Navy’s eHR strategy
CIMS
Career
Development
Boards
•Tracking
*Included as part of Reenlistment application only.
Future separate capability recommended.
CAREER NAVIGATOR
Program Vision

18. NAVY
BUPERS 3
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5 Reasons Career Navigator Will Work Better
1. Sailors will have an active role.
2. Career options (across entire AC/RC continuum) will be at the
Sailor’s fingertips.
3. Sailors will find out answers earlier.
4. Sailors will have more choice by having answers sooner.
5. Sailors will have online access.
CAREER NAVIGATOR
Sailor at the Helm

19. NAVY
BUPERS 3
19
0.00%
20.00%
40.00%
60.00%
80.00%
100.00%
120.00%
140.00%
160.00%
180.00%
CTI
FNGEN
HMEEG
HMOPT
HMBIOMED
AW
AWO
HMSUB
CTR
HMPHARM
YN(SS)
HMSURG
EOD
LN
IT
FCAEGIS
AME
ABE
CTT
AC
HMPMT
MT
HMGU
AM
CM
STG
SW
MR
HMRECONIDC
HMDA
UC
SH
AF
IS
CTI
SN
Shape
Rating
Career Waypoints-Reenlistment Intent
(Formerly known as PTS)
260000
265000
270000
275000
280000
285000
2008
2009
2010
2011
EPA v. Inventory
Inventory EPA
Manages number of re-
enlistments to stay
within fiscal controls
(force management role)
Balances enlisted manning in
each skill set (original intent)

20. NAVY
BUPERS 3
20
CAREER WAYPOINTS
-Reenlistment
 Centralized re-enlistment approval
(0-14 years of service)
 Significant changes 1 Jun 13 & after:
 Renaming of FleetRIDE/PTS to CAREER WAYPOINTS-
REENLISMENT
 Update timelines/more looks (13 vice 12)
 Sailors in undermanned skillsets will receive approval to reenlist
on their first application
 No longer require NAVPERSCOM approval for early
reenlistment, only need Career Waypoints approval.
 Algorithm changes, decision based on rank, performance, and
critical NEC
 Rules to obtain Involuntary Separation Pay (ISP), must be
disapproved for reenlistment in-rate and for conversion in order
to be eligible
 Outcomes:
 Re-enlist in current skillset
 Convert to a different (undermanned) skillset
 Transition to reserves
 Separate
2003
Implemented for first-term
Sailors (0-6 years of
service)
2009
Expanded to second-term
(6-10 years of service)
and third-term Sailors (10-
14 years of service)
2010
Fleetride/PTS integration
Algorithm changes and
Quota expirations
2011
Navy‘s primary tool to
manage end strength and
balance the force

21. NAVY
BUPERS 3
21
Career Waypoints Crosswalk
Improvements under Career Waypoints
Old New
Fleet RIDE Career Waypoints
PTS Career Waypoints – Reenlistment
REGA Career Waypoints– PACT Designation
Must be within 12 months of EAOS to reenlist Sailors can reenlist early
Sailors screened using five factors:
Rank, Evals, Critical NEC, PFA, months to SEAOS
Sailors screened using three factors:
Rank, Evals, Critical NEC
E6 Sailors compete for reenlistment quotas All E6 Sailors approved for reenlistment
- Must be eligible and command- approved
- Nuclear trained E-6 Sailors will still be screened
Rated E3-E5 Sailors competed for reenlistment quotas Open, Balanced, and Competitive Reenlistment categories to expedite
reenlistment request processing by skill set
Application Timeline: 12 months prior to SEAOS
7 looks, 12-6 months from SEAOS
Application Timeline: 13 months prior to SEAOS
8 looks , 13 to 6 months from SEAOS
Reenlistment Quota expired when previously executed
extensions became operative
13 month expiration for quotas, even when previously executed
extensions become operative
Reenlistment request timeline overlapped with CMS-ID, limiting
Sailors choice of orders
Application process aligned with CMS-ID, maximizing Sailors choice of
orders
In-rate and Conversion options offered simultaneously, leading to
fewer conversion requests
Receive In-Rate decision earlier, providing sufficient time to request
conversion
PACT Designation applications created individually by the Command
Career Counselor
PACT Designation application partially filled out with corporate data as
soon as Sailors become eligible
RC2RC Manual Conversion Process via 1306/7 RC Conversion requests automated in Career Waypoints -Conversion (RC)
RC2AC Manual Application Process RC to AC Transition requests automated in Career Waypoints –Transition
(RC to AC)
RC2AC Sailors not eligible for SRB RC2AC Sailors eligible for SRB
No Sailor mechanism to provide feedback on career opportunities Career Viewpoint Survey – Sailors able to provide feedback on their
career opportunities
No Sailor access to Fleet RIDE system, completely reliant on
Command Career Counselor
Sailor Portal into Career Waypoints by end of 2013 to research career
opportunities and view application status

22. NAVY
BUPERS 3
22
Sailors check-in 13 months in advance and
indicate if they plan to separate or reenlist
Competitive Reenlistment: If eligible, must apply
(Overmanned and special requirements)
Balanced Reenlistment: If eligible, auto-confirm or apply based on YG manning
(Fully manned) Undermanned year group: Auto-confirmed, can reenlist immediately
Overmanned year group: Must apply
Open Reenlistment: If eligible, auto-confirmed, can reenlist immediately
(Undermanned and E6s)
NOW: E6s and Sailors with open reenlistment--100% approval 1st application (~30-day wait)
Early fall: E6s, Open and some Balanced immediately auto-confirmed
CAREER WAYPOINTS
Reenlistment Check-in

23. NAVY
BUPERS 3
23
 Improvements
• Aligns reenlistment requests with orders negotiation
• Sailors receive reenlistment decisions sooner
• Sailors negotiate orders sooner
• Builds in time for Sailors to submit conversion requests
• Command workload reduced
• Clear distribution signal
CHOICE
12 6 3 End of
Contract
15
Orders negotiation
Months
In-Rate
Conversion
SELRES
3# of Choices 1 0
13
2
 Concerns with current system:
• Limited time for Sailor decision to convert
• Limited time for orders negotiation
• Limited time to plan (Navy & Sailor)
• Significant workload on Command
• Unclear distribution signal
10 6 3 End of
Contract
15
Orders negotiation
Months
3# of Choices 1 0
CHOICE
In-Rate
Conversion
SELRES
8
―Looks‖
13-6mo
Sailors never
asked to convert
and were separated
7
―Looks‖
12-6 mo
2003 2012 June, 2013…
Career Waypoints-Reenlistment
Career Waypoints–Reenlistment
Applications
3-2-1

24. NAVY
BUPERS 3
24
• CO‘s recommendation for retention verified, applications sorted by:
• Paygrade
• Selected for advancement, but not advanced
• Average of up to last five (three for E3/4) EVALs (EP=5, MP=4, etc, not
trait average); NOB accounted for but not factored in
• Critical NECs held (per USFFC list) OR RIDE score for conversions
• PFA performance (number of failures in last 4 years) Removed
01Jun13
• Proximity to SEAOS/decision point Removed 01Jun13
CAREER WAYPOINTS-Reenlistment
Monthly Process
• ECMs load Reenlistment quotas available, SEAOS application shells
loaded
• Commands review/validate, enter new applications
• At end of month, applications collected—CAREER WAYPOINTS-
Reenlistment remains open
• CAREER WAYPOINTS-Reenlistment sorts applications by EMC code and
YG
• Algorithm run

25. NAVY
BUPERS 3
25
Approved In-Rate
5644
89.3%
Approved Conversion
66
1.0%
Approved SELRES
47
0.7%
Approved Convert to
FTS
16
0.3%
Intendsto Separate
533
8.4%
Denied Final Active
14
0.2%
All FY
Jun 2013 C-WAY RE Results
AC Sailors – All FY
Final Actions: 5,773 Approved (91.3%), 14 Involuntary Separations (0.2%),
533 Voluntary Separations (8.4%)
Total Submitted: 11,975
Looks Remaining
5,655 Final Actions: 6,320
[ ]
[ ]
[ ]
[ ]
[ ]
[ ]

26. NAVY
BUPERS 3
26
Final: Voluntary vs PTS Losses
C-Way Results
A/C Sailors Jul 2011- Jun 2013
Conversions
Approved for In-Rate
Separated with Approved AC Quota
0
1000
2000
3000
4000
5000
6000
7000
8000
Jul-11
Aug-11
Sep-11
Oct-11
Nov-11
Dec-11
Jan-12
Feb-12
Mar-12
Apr-12
May-12
Jun-12
Jul-12
Aug-12
Sep-12
Oct-12
Nov-12
Dec-12
Jan-13
Feb-13
Mar-13
Apr-13
May-13
Jun-13
Approvedfor In-Rate
0
500
1000
1500
2000
2500
Jul-11
Aug-11
Sep-11
Oct-11
Nov-11
Dec-11
Jan-12
Feb-12
Mar-12
Apr-12
May-12
Jun-12
Jul-12
Aug-12
Sep-12
Oct-12
Nov-12
Dec-12
Jan-13
Feb-13
Mar-13
Apr-13
May-13
Jun-13
DFA (all others) DFA (intends to Separate) Intends to Separate (Looks Remaining)
293
317
363
193
252
206
205
158
127
84
102
77
69
82
61
59
49
40
59
40
44
73
61
47
0
50
100
150
200
250
300
350
400
Jul-11
Aug-11
Sep-11
Oct-11
Nov-11
Dec-11
Jan-12
Feb-12
Mar-12
Apr-12
May-12
Jun-12
Jul-12
Aug-12
Sep-12
Oct-12
Nov-12
Dec-12
Jan-13
Feb-13
Mar-13
Apr-13
May-13
Jun-13
ApprovedSELRES ApprovedConversionAC ApprovedConversionto FTS
0
100
200
300
400
500
600
Jul-11
Aug-11
Sep-11
Oct-11
Nov-11
Dec-11
Jan-12
Feb-12
Mar-12
Apr-12
May-12
Jun-12
Jul-12
Aug-12
Sep-12
Oct-12
Nov-12
Dec-12
Jan-13
Feb-13
Mar-13
Apr-13
May-13
Jun-13
Separatedwith ApprovedActive Quota
26

27. NAVY
BUPERS 3
27
CAREER WAYPOINTS-Reenlistment
Take-Aways
 Involvement is key
 Early is better
 Trust, but verify (CDBs, applications, etc)
 Know the system, know what can be influenced and what can‘t be
 EVALs
 Be honest—inflated evals could hurt a better Sailor
 Know when someone is approaching CAREER WAYPOINTS
 Use other programs to address misbehavior/ substandard performance
 Consider conversion options
 Prepare for conversion well before CAREER WAYPOINTS window
 Quota expirations (13 months or change to SEAOS or Current
Enlistment Date (CED))
 If separating, consider SELRES affiliation (future RC>AC opportunity)
 Use command level CAREER WAYPOINTS-Reenlistment reports

28. NAVY
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CAREER WAYPOINTS-Reenlistment
Checklist for Success
 Understand current CAREER WAYPOINTS-Reenlistment policy/algorithm and
download C-WAY User Guide
http://www.public.navy.mil/bupers-
npc/career/careercounseling/Pages/CareerWaypointSystem.aspx
 Identify eligible (SEAOS/PRD) Sailors
 Ensure CDBs are being conducted (15-24 months prior to PRD/SEAOS)
 Ensure all Sailors are qualified
 Ensure all qualified CAREER WAYPOINTS-Reenlistment applications are submitted
(13-15 months to SEAOS/PRD)
 Review monthly results via CAREER WAYPOINTS-Reenlistment command reports
 Personally recognize Sailors approved for Reenlistment
 Ensure counseling is conducted for all Sailors who have not been selected for
INRATE/Conversion approval after two reviews/looks
 Ensure proper command level notification is being done for those being separated
under Reeenlistment
 Ensure Sailors not selected for Reenlistment are provided counseling on the
benefits of Reserve Affiliation
 Ensure CAREER WAYPOINTS-Reenlistment is briefed during Quarterly/Monthly
Career Development Team Meetings
 Ensure the Chiefs’ Mess maintains accountability of CAREER WAYPOINTS-
Reenlistment with their respective departments/divisions

29. NAVY
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 Rating Entry Methods & Requirements
 Navy-Wide Advancement Exam (NWAE)
 Meet Time In Rate (TIR) requirements.
 Approved via the Career Waypoints-PACT Designation Module to take an exam.
 ―A‖ School
 Minimum time on board is 12 months to apply.
 Meet all rating entry and ―A‖ School eligibility requirements.
 Incur additional OBLISERV (if required).
 Direct Rating Entry Designation (RED) (Preferred Method)
 Meet Time In Rate (TIR) requirements for PO3 in the next NWAE. Cannot apply for RED into an ―A‖
School required rating.
 Meet all rating entry requirements.
 Must have valid billet on board present command.
 Since 1 June 2013, the system auto-generates partially populated applications for Sailors who meet eligibility
requirements. Application deadline is 2359 (Central Time) the last day of each month (via Career Waypoint-PACT).
 Up to 3 options per application; once approved for NWAE, applications are ―locked out‖ until results received.
CAREER WAYPOINTS - Professional
Apprentice Career Track (PACT) Designation
(FORMERLY KNOWN AS REGA)
 What is a PACT?
 Professional Apprentice Career Track which replaced the legacy GENDET program.
 Recruited into Surface-PACT, Aviation-PACT, and Engineering-PACT, but can change.
 Covenant with the Sailor to be rated within 24 months of initial enlistment or 12 months onboard first
Permanent Duty Station, which ever comes last, the Navy may assign a rating via direct designation.
Authorization:
2,487 A-PACTs
4,412 S-PACTs
530 E-PACTs
(FY12 Fall EPA)
Key is aligning rating entry requests to needs of the individual ratings while
balancing the PACT inventory

30. NAVY
BUPERS 3
30
CAREER WAYPOINTS – PACT
Designation
1
1. Go to the NPC homepage
at www.npc.navy.mil and
click Career Waypoints.
2. Scroll down page to ―Reference Material‖ and download
current ―PACT Quota Table‖. 30
2
Important: Quotas differ based on
individual Sailor’s Year Group.

31. NAVY
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31
CAREER WAYPOINT - PACT
Checklist for Success
 Understand current CAREER WAYPOINT - PACT Designation policy
 Identify eligible Sailors
 Ensure CDBs are being conducted (30 days/6mos/12mos/18mos) for PACT’s
 Ensure all Sailors qualified in the CAREER WAYPOINT–PACT Designation program
 ASVAB scores
 Occupational Standards of desired rating
 Ensure all qualified applications are submitted within 24 months of initial enlistment
or 12 months onboard first Permanent Duty Station
 Review monthly results via CAREER WAYPOINT-PACT Designation command reports
 Personally recognize Sailors approved for PACT Designation
 Ensure counseling is conducted for all Sailors who have not been selected for
approval
 Ensure CAREER WAYPOINT-PACT Designation results are briefed during
Quarterly/Monthly Career Development Team Meetings
 Ensure the Chiefs’ Mess maintains accountability of PACT Sailor’s within their
respective departments/divisions

32. NAVY
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Senior Enlisted Continuation Board
• A performance-driven review of Master Chiefs, Senior Chiefs and
Chiefs with more than 19 years of service and three years time in
grade
 No quotas
• Documented misconduct and substandard performance are the
primary reasons a Sailor would not be selected for continued
service.
• Examples (listed in the NAVADMIN) include:
 Substandard Performance of Duty
 Declining Performance
 Military or civilian convictions, and non-judicial punishment.
 Inability to perform duties required by rating, such as through removal of
security clearance
• Members not selected for continuation must transfer to the Fleet
Reserve or Retire

33. NAVY
BUPERS 3
33
Plain Talk Series
33

34. NAVY
BUPERS 3
34
OFFICER COMMUNITY
MANAGEMENT EXAMPLES
- Force & Community Overviews
- BUPERS-3 Related Management Programs

35. NAVY
BUPERS 3
35
Red Levers
Requires Statutory Changes
Available, Not in use
Planned
FY13 Fall 2012 Signed OPA*FY13 Fall 2012 Signed OPA*
NOPPS Data as of 11 Jun 2013 Does not include LDO or CWO
Inv ROPA Delta
O6 1243 1359 -116
O5 2832 2956 -124
O4 4185 4262 -77
O3 8200 7060 1140
O2 5259 3783 1476
O1 4418 3734 684
Total 26137 23154 2983
URL
Inv ROPA Delta
O6 1886 1941 -55
O5 3538 3618 -80
O4 5552 5916 -364
O3 7610 7326 284
O2 2223 1907 316
O1 1407 1534 -127
Total 22216 22242 -26
RL+STAFF
ROPA/Inventory LOS &
Force Management Tools

36. NAVY
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36
POCR Board is a force shaping authority not a lateral transfer process
POCR Board
Probationary Officer Continuation & Redesignation
 Probationary Officer: Officers < 6 years of active commissioned service
 Eligibility defined in POCR Business Rules (OCM section of NPC website)
 Attrite, warfare qualification loss, failure to obtain professional qualification/certification, etc.
 POCR is a monthly board where candidates are recommended for:
 Redesignation: quota controlled, based on community requirements
 Separation: removal from Active Duty List (ADL) within four months with possible reserve (FTS,
SELRES or IRR) affiliation
 POCR board considerations:
RedesignationsSeparations
POCR
Board
POCR
Candidates
 Individual preferences, personal
statement, and sea duty/worldwide
assignment potential
 Command endorsement, letters of
recommendation, and
unique/skills, i.e., foreign language, etc.
 USN investment in Officer, including
graduate education, warfare qualification
(MSR), commissioning
source, degree/GPA, and/or prior enlisted
service
 Needs of the Navy and gaining community
specific requirements

37. NAVY
BUPERS 3
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FET SCHEDULE

38. NAVY
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In Closing…
 Understand current policies and programs
 Ensure they are being managed appropriately
 Engage your Sailors early
 Make sure they understand their responsibilities for
their career
Questions?

39. NAVY
BUPERS 3
39
Back Up Slides
•Force Management Strategy
• Manpower-Personnel Balance
• Navy Force Management
• Other Key Functions
•Career Toolbox
•Career Waypoint – Reenlistment Misperceptions

40. NAVY
BUPERS 3
40
Force Management Strategy
Use all
available levers
Balance
the force
Man sea
billets
Reduce
friction
 Accessions
 Voluntary actions
 Involuntary actions
 Fleet Ride (PTS, REGA)
 Quality boards (ERB, SERB)
 Special pays and incentives
 Sea/shore flow / detailing
 Voluntary Sea Duty Program
 Fund individuals account
 Evaluate policies (e.g., pregnancy,
LIMDU)

41. NAVY
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41
Wartime
Require-
ments Billets
Authorized
Positions
Onboard
M+1
BA
NMP
(could be above
or below BA)
COB
(could be above or
below NMP & BA)
Required Funded ―Expected‖ ―Deck plates‖
Need
Paid
For
Your
Share Reality
Manpower-Personnel Balance
SMD/SQMD
FMD
AMD EDVR MUSTER
―SPACES‖ ―FACES‖
―READINESS GAP‖―FRUSTRATION GAP‖
FIT GAP
≈ EPA

42. NAVY
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42
Sailor Gains
• Enlistment Bonus Program
• Navy College Fund
• Loan Repayment Programs
• Training Incentives
• Reserve to Active Duty
Navy Force Management
Fleet Manning
Sailor Distribution
• Voluntary Sea Duty Program
• CPO Early Return to Sea
• Sea Duty Incentive Pay (SDIP)
• Other special programs
A variety of factors work together to ensure a proper balance of Sailors
(number authorized by Congress) are trained to perform specific work (by
rate/rating) in specific billets (sea/shore).
Sailor Losses
• Voluntary Separation
(ex. Early Career
Transition, EAOS)
• Involuntary Separation
(ex. CAREER WAYPOINT-
Reenlistment, High Year
Tenure)
• Active Duty to Reserve
• Retirement
Sailor Retention
• Rating entry and conversion
(CAREER WAYPOINT-
Reenlistment, PACT
Designation)
• Advancement Programs
(ex. CAP)
• Reenlistment Bonuses (ex.
SRB)

43. NAVY
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43
Other Key Functions
• Metrics & Analysis (BUPERS-34)
– Reports: Quick facts/Stress on the Force, CNP 5x8, Sustaining the Force
(Medical)
– Numerous data calls, ad hoc queries & reviews
• Fleet Engagement
– FY-12 area visits: Naples, Key West, Korea/Guam, San Diego, Norfolk,
and Great Lakes (Pensacola and Groton postponed)
– Coordinated trips with PERS-40/4013 representatives
– Brief all CMC/COB & PXO/PCO, as well as SEA classes, in Newport
– Conducted 9 Post-ERB specific trips (3,289 Sailors/Spouses)
• Programs of Record: Career Waypoint, Navy Retention Monitoring
System (NRMS), Career Information Management System (CIMS)
• RDML Covell (CNPC) is community sponsor for Career Counselors
– BP-3 is action body

44. NAVY
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Career Toolbox
44

45. NAVY
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67.98%
32.02%
NJP vs Reenlistment
System
Retained
w/ NJP
Separated
w/ NJP
Any NJP will end a
Sailor‘s career in the
Reenlistment System
What matters is what
actions are done in/after
NJP (paygrade & evals)
CAREER WAYPOINT-Reenlistment
Misperceptions

46. NAVY
BUPERS 3
46
CNAV BY SKILL SET