Capt hank roux enllisted community manager


Published on

CAPT Hank Roux

Head, Enlisted Community Manager

Published in: Career
  • Be the first to comment

  • Be the first to like this

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide
  • The functions BUPERS-3 executes
  • 10/02/12 19:38 What is PACT? PACT program consists of three apprenticeship track. A/E/S. The PACT Program will focus on a two-way commitment between Sailors and Navy that will lead to a rewarding and challenging career path within two years service onboard the Sailor’s first Permanent Duty Station We no longer access Recruits as SN GENDETs In FY08 we replaced the GENDET Program with the PACT Program. SN, AN, and FN GENDET Sailors remaining in the Fleet will continue with the GENDET Transition strategy announced in NAVADMIN 267/05 or be placed into the PACT Program when possible. How is PACT different from the GENDET Program? Our recent analysis clearly shows that Sailors enlisted into the GENDET Program, and met professional growth expectations such as rating designation and advancement, reenlisted at a higher rate than first-term averages. We were also successful in placing them into career paths that best matched their interests and qualifications with Navy Force Shaping needs. However, it is also evident that the GENDET Program did not have a monitored, uniform process in place to ensure the necessary career development guidance was delivered and that all available rating designation options were utilized. The PACT Program will focus on a two-way commitment between Sailors and Navy that will lead to a rewarding and challenging career path within two years service onboard the Sailor’s first Permanent Duty Station. How will the career development process be monitored to ensure the PACT Sailors are transitioning to ratings in accordance with PACT program objectives? Command Retention Teams and Career Counselors now have very effective counseling and Career Development Program support tools available. We will build on my existing mandate that Fleet Rating Identification Engine (RIDE) be used to screen all GENDETs for rating entry via the Navy Wide Advancement Exam. All PACT Sailors will receive a Fleet RIDE rating eligibility screening upon reporting to their Permanent Duty Station to initiate their rating designation roadmap. Job Opportunities In the Navy (JOIN), a rating interest measurement tool, is now available. Career Information Management System (CIMS) will be used to document completion of required Career Development Boards (CDB). We have incredibly powerful tools to manage our career development process while ensuring we are best meeting our Force Shaping goals by directing apprentices toward rewarding career paths that also optimize their abilities.
  • Capt hank roux enllisted community manager

    1. 1. BUPERS3 BUPERS 32 Overview Navy Counselors Association Symposium Sept 24, 2012 CAPT Hank Roux Head, Enlisted Community Manager
    2. 2. Line Up BUPERS 3Military Community ManagementEnlisted AdvancementsFleet RIDE – Perform to Serve (PTS)Rating Entry for General Apprentices (REGA) - Professional Apprentice Career Tract (PACT) 2
    3. 3. BUPERS Community Management (CM) 3 Community Placement Distribution Management Providing Unit level manning Individual sustainable and requirements assignments toFocus inventories with meet billet/skill requisite skills needs (Fit/Fill) Officer & Enlisted Unit manning Requisitions Programmed documentsDemand Signal Authorizations (AMDs, SMDs) (OPA & EPA)• Often review same things, but from different perspectives• Collaboration is important & improving• Process the same for Active & Reserve components There can be a natural tension between the objectives of each function 3
    4. 4. Military Community ManagementBUPERS Concept of Operations3 * BUPERS-3 supports policy and plan development 4
    5. 5. BUPERS 3 Community Management• Examples of tensions in force management and personnel policies (non-inclusive): • Budget vs. mission and requirements • Growth vs. limited/constrained resources • Long lead-time planning vs. year of execution • Instituting change into system • Executing policy changes can require additional resources • “Flooding” the fleet with change • Potential to send mixed signals • Officer vs. enlisted guidance (law vs. policy) • Retaining “right” personnel vs. meeting end strength controls • Special and Incentive pays • Accession cuts vs. force structure cuts Law/Policies must be adaptable & flexible to current & future environments 5
    6. 6. Other Key Functions BUPERS 3• Fleet Engagement – Assumed mission of Center for Career Development (CCD) – Fleet concentration area visits in FY-11 included: NORVA, San Diego, Mayport/Jax, PACNORWEST, Japan – FY-12 area visits: Naples, Key West, Korea/Guam, San Diego, Norfolk, Great Lakes, Pensacola, and Groton – Coordinated trips with PERS-40/4013 representatives – Brief all CMC/COB & PXO/PCO, as well as SEA classes, in Newport• Reports: Quick facts/Stress on the Force, CNP 5x8, Sustaining the Force (Medical)• Programs of record: FleetRIDE/Perform to Serve, Stay Navy Calculators, Navy Retention Monitoring System (NRMS), CCD, Career Information Management System (CIMS)• Numerous data calls, ad hoc queries & reviews 6
    7. 7. Navy Retention Monitoring System (NRMS)BUPERS3 Functional Manager: CDR Arjay Nelson Assist. Functional Manager: LT Tim Shaffer• NRMS - PTS Reporting: – NRMS is receiving weekly PTS-FleetRIDE data updates – Developing a two-way FleetRIDE-NSIPS web service interface for implementation in FY13 for more timely data exchange• PTS Report Development: – Baseline PTS command-level report will be available to NRMS users as of the 30SEP12 NRMS maintenance release – Command report will include PTS Take Rate, Application Summary, and Zone Analysis tabs broken out by UIC; report will utilize drill-through functionality down to the individual Sailor level – Purpose is to provide Command Career Counselors with PTS reporting capability within the same system they currently use for retention/attrition monitoring  FY13 Development: – Working with USFF/PACFLT to develop a NRMS Retention Excellence Report that incorporates Fleet-relevant PTS and retention metrics to replace the current Unit Honor Roll Report – NRMS will reflect the Total Force in FY13 upon implementation of the NRMS SELRES Officer universe
    8. 8. BUPERS3 Enlisted Advancements
    9. 9. BUPERS E4/5/6 Aggregate Opportunity 3 Solid lines = 10 yr avg• E6 Opportunity increasing – above 10-year average for first time in 9 cycles• E5 Opportunity increasing – above 10-year average• E4 Opportunity increasing – above 10-year average for first time in 5 cycles 9
    10. 10. Historical E7/8/9 Aggregate Opportunity BUPERS 330.0% Current Cycle E9 E8 E725.0%20.0%15.0%10.0% Solid lines = 10 yr avg E7 22.10% 5.0% E8 10.97% E9 12.91% 0.0% 2 1 4 9 5 9 6 9 7 9 8 9 9 0 1 0 2 0 3 0 4 0 5 0 6 0 7 0 8 0 9 0 0 1 1 3 1 Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y Y F y F F F F F F F F F F F F F F F F F F F• E9 Opportunity increasing – above 10-year average for first time in 9 cycles• E8 Opportunity increasing – above 10-year average• E7 Opportunity increasing – above 10-year average for first time in 5 cycles 10
    11. 11. BUPERS Force Management Tools3 • Perform to Serve (PTS) • Professional Apprentice Career track (PACT) Terms of Reference for Force Shaping Tools: Efforts to effectively shape the force in quantity, quality and cost must remain centered on operational requirements, based inarguably on performance, and executed with complete integrity and utmost timeliness. 11
    12. 12. Perform-To-Serve Intent BUPERS 3 Balances enlisted manning in each skill set (original intent) EPA v. Inventory 285000 280000Manages number of re- 275000enlistments to stay 270000within fiscal controls(force management role) 265000 260000 8 0 2 9 0 2 1 0 2 1 0 2 Inventory EPA 12
    13. 13. BUPERS FleetRIDE/Perform-To-Serve 3• Centralized re-enlistment approval(0-14 years of service, up to E-6) 2003• Significant changes 1 OCT 10 & after: Implemented for first- term Sailors (Zone A: 0- • FleetRIDE/PTS integration 6 years of service) • YG management 2009 • Quota expirations (13 months or change to Expanded to second- EAOS/SEAOS or Current Enlistment Date (CED)) term (Zone B: 6-10 • Algorithm changes years of service) and third-term Sailors (Zone • Quota visibility; plan reconciled monthly C: 10-14 years of • ISICs have visibility & authorities service) 2011• Outcomes: Navy’s primary tool to • Re-enlist in current skill set manage end strength • Convert to a different (undermanned) skill set and balance the force 2013 • Transition to reserves FR SELRES (RC to AC) • Separate Align with CMSID • Denied-resubmit (up to 6 times in 6 months) PTS is a performance-based strength management tool 13
    14. 14. Fleet RIDE/Perform to Serve BUPERS 3• Continued policy execution limiting losses – Averaging <400 involuntary DFA per month FY12, (JUL 152, AUG 170) – QMT adjusted to generate quotas @102% of need per YG – Inventory managed over 3 years vice 1 – Top Sailor in every competitive category receives quota (highest stacker in each YG & Rating) – Extended free quota to Sailors advanced via NWAE (through March 2012 exam cycle)• Enhancements completed FY12: – Secondary UIC assignment to support IA Sailors (All Sailors inputted 03APR12) – FR to NSIPS Feed – Weekly flat file (completed 30APR12); daily 2 way feed in progress – ERB and voluntary early out Sailors able to apply SELRES well before SEAOS – FR Qualification capability rolled out for SELRES – Tools for Counselors to track command personnel  Command personnel report. Shows all pertinent personnel data for PTS affected Sailors: latest PTS status, quota expiration, PRD, EAOS/SEAOS  Ineligibility logic inserted into application (e.g., PRT and Eval entries)  Quota expiration notification: o Approval browser displays expiration date o Approval letter includes expiration date o Various splash screens and information banners added o E-mail notification to CCC 3 months prior to quota expiration (Positive Fleet Response)• Enhancements for FY13: – Continue FR expansion into SELRES (e.g., RC to AC) – FR/CMSID alignment (details in Day 3 breakout with Fleet RIDE staff) – System hardware and software improvements (RAM and storage increased 8X, OCT12) – 2 way daily NSIPS Feed will complete most of the PTS application, CIMS/NRMS reports (JAN13) 14
    15. 15. FR DCO-Bridge BUPERS 3PTS to Fleet Bridge:•Our Fleet guests log–in on DCO and also dial-in for the Bridge.•The Bridge lasts for 1 ½ hours: a) The first half hour consists of BUPERS-320 leadership discussing current and future enhancements that are occurring in Fleet RIDE and how they affect or will affect REGA and PTS submissions. b) The next hour is a question and answer session in order to discuss current policy and procedures affecting Sailors’ PTS/REGA applications.Bridge improvements: a) REGA Quota table posted on the PTS website b) Sailor’s name and last four on the application c) The printability of the application screen d) In the process of adding CMD short-name with the UIC on the ISIC reportFleet Feedback:•This is just one more way BUPERS-320 is ensuring that the Fleet is getting good, first-hand information in order to provide our Sailors the best possible customer service withthe most accurate information! Overall, the Fleet knows they now have a voice in theprocess that affects Sailors aboard their commands. 15
    16. 16. BUPERS FR DCO-Bridge 3FR to Fleet Bridge Schedule: a) BUPERS 320 will have a fleet community bridge every two-three weeks as schedule permits. b) Below is the tentative schedule for future FR DCO-Bridge conferences: 16
    17. 17. BUPERS PTS Monthly Process 3• ECMs load PTS quotas available, SEAOS application shells loaded• Commands review/validate, enter new applications• At end of month, applications collected—FR-PTS remains open• Fleet RIDE sorts applications by EMC code and YG• Algorithm runNotes: • Data used to break algorithm ties: NJP, Warfare Qualifications 17
    18. 18. PTS ResultsBUPERS A/C Sailors Oct 2010 - Jul 20123 Approved for In-Rate Final: Voluntary vs PTS Losses 156 Involuntary Separations Conversions Separated with Approved AC Quota
    19. 19. BUPERS3 PTS Misperceptions Any NJP will end a Sailor’s career in PTS What matters is what actions are done in/after NJP (paygrade & evals) Data: OCT 10 – AUG 11 19
    20. 20. BUPERS3 Professional Apprentice Career Track (PACT) & Rating Engine General Apprentice (REGA) Plan 20
    21. 21. BUPERS 3 PACT  What is a PACT?  Professional Apprenticeship 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 onboard first Permanent Duty Station. Rating Entry Methods & Requirements  Navy-Wide Advancement Exam (NWAE)  Meet Time In Rate (TIR) requirements.  Approved via the Fleet RIDE REGA 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)  Minimum 12 months on board to apply. Cannot apply for RED into an “A” School required rating.  Meet all rating entry requirements.  Must have valid billet on board present command.  Application deadline is 2359 (Central Time) the last day of each month.  Up to 3 options per application; once approved for NWAE, applications are “locked out” until results received. 21
    22. 22. PACT Sailor and REGA Status BUPERS 3 Cumulative & Projected REGA Approvals through end of CY12*Note: “A” School: 269 Sailors have been approved to attend “A” schools. School seat availability, PRDs and followon orders may prevent us from gaining these Sailors into the rated inventory by year’s end. These Sailors are notincluded in the table above.• March NWAE: 1190 Sailors were designated. There were 1477 approved applications to participatein the March NWAE (80% success rate). –Reasons for 80% success rate  Failed exams, Sailor’s desire (chose not to take exam), separated prior to exam, lost qualifications (no longer rating eligible), NJP, etc.• September NWAE: 1650 NWAE request approved to date. Expect an additional ~350 duringAugust. An 80% success rate will result in an additional 1600 Sailors designated prior to year’s end.• RED: 652 Sailors have been approved for designation via RED quotas since the beginning of FY12.Expect to approve another 500 by December 2012. 22
    23. 23. BUPERS JUL ‘12 REGA Stats 3• 1,053 PACT Sailors submitted 1,683 requests for 1162 published designation quotas – Each Sailor can list up to 3 preferences – JUN: 943 PACT Sailors submitted 1,436 requests for 1523 published designation quotas• 499 PACT Sailors approved for designation, an additional 18 were approved for Apprenticeshipchange (change between A-PACT, S-PACT, or E-PACT) – 35 via A-school – 328 approved to take SEP 12 NWAE – 136 approved for immediate RED at current command – JUN: 514 approved + 28 Apprenticeship changes• 48 ratings had quotas – 8 ratings had 0 requests submitted (6 subsurface ratings) – 13 ratings had 0 approvals (largest number of published quotas was 5) – 9 ratings approved 100% of quotas – JUN: 48 ratings (not all the same), 7 ratings had 0 requests, 10 had 0 approvals, 26 had 100% approvals• Top Denial Reasons: – Exceeded quota plan, no required Security Clearance, no NSW package submitted, no valid RED billet at command Initial September Quota Plan: 955 Total (68 A-school, 429 NWAE, 458 RED) – will adjust based on execution and eligible pool 23
    24. 24. Highest Demand for PACT Sailors BUPERS 3Highest Demand Ratings are Listed on the NPC Website Monthly REGA Plans A-PACT S-PACT E-PACTRating Zone A # Requests/# Quotas Rating Zone A # Requests/# Quotas Rating Zone A # Requests/# Quotas Manning % (#Approved) JUL Manning % (#Approved) JUL Manning % (#Approved) JULABE 82% 7/55 (4) CS 80% 25/110 (14) DC 87% 9/35 (6)ABF 81% 17/38 (11) OS 84% 82/68 (33) EM 85% 14/35 (10)ABH 78% 48/105 (32) BM 71% 136/127 (81)AO 89% 72/67 (45) YN 82% 113/66 (30)Note: manning percentages from 03 AUG data.• Strategies for driving PACT Sailors to needed rates: – SRB: Supply ECM has requested Zone A SRB for the CS rate to help drive PACT inventory to apply. If successful, BUPERS-32 will consider adding more Zone A SRB to assist in driving future PACT Sailors into the rates where they are needed the most. – Other Fiscal Incentives: BUPERS-3 is in-work with N130 to examine the potential to add a fiscal incentive for PACT Sailors to apply for rates with high demand/low applications (designation bonus). – Policy: Proposed MILPERSMAN article (1306-610) will give the ECMs the authority to assign rates to those Sailors that have exceeded 30 months of active service. – STRATCOMS: Fleet engagement visits, articles, Force weekly, website information, etc. 24
    25. 25. BUPERS3 Questions?
    26. 26. BUPERS3 Enlisted Retention Board
    27. 27. BUPERS Enlisted Retention Board 3 EPA v. Inventory • High retention rates, low attrition rates for4500 several reasons (economy, benefits, etc.).4000 • Changes in the force have required a3500 realignment of work & people.3000 • Results in unexpected over- and2500 under-manned ratings. • Other force management tools, both20001500 voluntary (e.g., Enlisted Early Transition1000 Program) and involuntary (e.g., Perform to Serve), were not achieving required end500 strength. 0 • Didn’t want to add more pressure to Perform to Serve since it is limited to a small portion of force each year. 9 0 2 1 0 2 1 0 2 1 0 2 3 1 0 2 4 1 0 2 5 1 0 2 Inventory EPA 31 ratings with imbalances between 7 and 15 years of service boarded 27
    28. 28. Enlisted Retention Board Results BUPERS 3• 2,941 in a “not selected for retention” status as of 27 JAN 2012 • Phase I: 1,918 not retained of 7,625 Sailors (74.85% retained) • Phase II: 1,024 not retained of 7,761 Sailors (86.81% retained) • 47 results vacated due to advancement; 2 members determined not eligible after the board (as of 27 JAN 2012)• If not selected for retention, then must separate no later than 1 SEP2012, unless operational waiver approved for later separation date (up to90 days later). – Other dates must be coordinated with command. • Honorable Discharge unless lesser characterization is warranted.• Conversions approved (2,208 total packages submitted): • Phase I: 67/163 (41%) • Phase II: 63/173 (36%) • Overall: 130*/336 (39%) • *Note: 124 as of 27 JAN 2012 due to advancements vacating results—retained in rate 80.86% Retained Including Conversions 28