Fleet engagement brief NPC (15 aug 2013)


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Fleet engagement brief NPC (15 aug 2013)

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  • PTS= Perform to ServeERB=Enlisted Retention BoardSERB=Selective Early Retirement Board
  • Transient numbers include expired prospective gains.
  • Now we’ll turn to the Enlisted Advancement, specifically eligibility requirements, how to prepare for exams properly, available study resources, and your exam profile sheet.
  • The Navy Advancement Center is located on NKO. It is the official source of your Bibliography for Advancement and where you’ll find the Topics and Subtopics I mentioned a moment ago. For the March exam, the BIB will be posted the prior October. For the September exam, BIBs will be posted the prior April.You can quickly reach Advancement Center resources by logging into NKO and click the hyperlink located under the yellow Career Management heading. Once on the Advancement Center pages, you will find lots and lots of supporting resources including the Advancement Manual, FAQs and a link to your Exam Profile Sheet.If you’re on Facebook, we encourage you to “like” the Navy Advancement Center page, as they ask great situational questions throughout the year, send out reminders for upcoming exams and give advanced notice of when results are coming out. (GREAT RESOURCE!)
  • So what is a Final Multiple Score? It’s a combination of factors used to determine whether or not you will advance. As you can see in this chart, the FMS includes your exam score, an average of your performance marks, the amount of time your served in your current paygrade, awards points, education points, and points earned for passing by not advancing off the previous exam. The percentage for each factor changes, depending on your paygrade. The pie charts on the right illustrate the different percentages used to determine the Final Multiple Score for E4/5 exams, which is different from E6, which is different from E7. You’ll notice that your performance marks gain increasing importance the more senior you become.
  • Speaking of performance, have you ever wondered how many points really separate a recommendation of Promotable, Must Promote and Early Promote on your eval? Here’s a breakdown by paygrade. As you can see, superior PERFORMANCE is key to advancing!
  • Note: “Intend to Separate” comprises Sailors who submitted an application of one of the following types on their last look :Intends to SeparateNo Apply this MonthNot EligibleFailed to SubmitRequested SELRES Option (not approved)Sailors who intend to separate may request SELRES Option in the following month. (up to 3 months from SEAOS)
  • Note: “Intend to Separate” comprises Sailors who submitted an application of one of the following types on their last look :Intends to SeparateNo Apply this MonthNot EligibleFailed to SubmitRequested SELRES Option (not approved)Sailors who intend to separate may request SELRES Option in the following month. (up to 3 months from SEAOS)
  • Sailors final denied as a result of the December rack and stack will not be eligible to take the March NWAE.
  • Note: “Intend to Separate” comprises Sailors who submitted an application of one of the following types on their last look :Intends to SeparateNo Apply this MonthNot EligibleFailed to SubmitRequested SELRES Option (not approved)Sailors who intend to separate may request SELRES Option in the following month. (up to 3 months from SEAOS)
  • Now we’ll turn to the Enlisted Advancement, specifically eligibility requirements, how to prepare for exams properly, available study resources, and your exam profile sheet.
  • I want to tell you about the Sailor Career Toolbox information sheet, which is located on the NPC “Career Toolbox” and NKO “Navy Career Tools” pages. It is a user aid that provides detailed information about all of the tools listed on the previous page. The information sheet includes an individual page for each of tool and provides a description of what the tool is designed to provide, where you must go to use it, the actions you should perform while there, plus points of contact for more information or assistance, should you need it.This user aid provides important information about the online systems that you should be using and I encourage you to review the information today. Be sure to check back frequently, however, as the information sheet – as well as other user aids you’ll find on NPC and NKO – are updated frequently as systems change.
  • Today, Sailors primarily use two systems to view personnel and career information. The Official Military Personnel File contains documents for every officer and enlisted, Active Duty and Reserve. This record belongs to the United States Government and is held in the National Archives by the National Personnel Records Center (NPRC). Think about it, maybe one day in the distant future your descendants will be reviewing and admiring your Navy career!The Electronic Service Record contains personnel data that comes from other systems (such as Navy Awards or SMART), or is entered by your Personnel Office or servicing PSD. You should review your OMPF and ESR frequently, especially after you reenlist, after you transfer to a new duty station, or when you are preparing for advancement. Your personnel information has direct impact on your advancement and retention opportunities and your personnel records MUST BE ACCURATE and COMPLETE. You must work with your Personnel representatives to update missing or inaccurate information. And be persistent because – unfortunately – it’s not an easy process and may involve more that one system.The NPC website has lots of good information, including points of contact and FAQs.
  • OMPF documents are generated from multiple sources, including your ESR. For example, whenever you update your Dependency Application/Record of Emergency Data (Page 2), your Personnel Office or servicing PSD will print an updated NAVPERS 1070/602 and – after you add your signature – will immediately send it to NPC for acceptance into your OMPF. Other forms, such as your Training Summary or Honor and Awards summary are not submitted to OMPF until after you reenlist or separate.Here are two examples of why you want to view your OMPF routinely… if your Dependency Data is not submitted to OMPF when updated, the information will not be available in case of emergency. Or if your Training, Honors and Awards are not updated when you reenlist, then your career achievements are not available for Selection Board review.If you do review your OMPF and find information missing that you wish to have considered by a Selection Board, print a copy from your ESR and enclose it with your package.
  • When you first log in to OMPF, the long list of documents can be a bit confusing. Here are a few navigation tips that will help.1. If you click on any of the column headings, the documents will sort accordingly. So, if you click Subject Title, the documents will sort alphabetically. If you click Document Date, it will sort by date, and so forth.2. In the Multi-View column, you can checkmark several boxes and then select the green arrow to open multiple documents at once.3. If you click anywhere on a single row, only that document will open.If you are having trouble opening a document, or if you click a document and a blank window displays, you may have to log in, log out and then try again.
  • OMPF documents are filed in categories based on the type of information they contain. For example, all your enlistment paperwork is filed under Field Code 31, all of your Training and Education is filed in Field Code 36, and so forth. Documents in Field Codes 30-38 are provided to enlisted Selection Boards for review when making advancement determination.Sorting OMPF by Field Code allows you to reduce the number of documents displayed – which makes things less overwhelming – and helps you identify missing or inaccurate documents more quickly. On the next page, I’ll show you an example.Please note that the NPC Military Personnel Records pages provide much more detail about your OMPF and other personnel records.
  • Links provided under View are read-only, which means that you cannot enter or change information displayed. View functionality allows you to verify information submitted to the Navy Standard Integrated Personnel System (NSIPS).Remember, some ESR data is printed on NAVPERS forms and submitted for permanent retention in your OMPF. It is VERY IMPORTANT that your ESR be accurate and complete.If you discover errors, contact your Personnel Office, CPC or servicing PSD.
  • The NPC Career Toolbox page contains information and user aids designed to help you access and use your Navy career tools.Two users aids, in particular, will help you inventory your OMPF and ESR to ensure both are accurate and complete.
  • The “Personnel Records Review” user aid helps you conduct a step-by-step review of your OMPF and ESR. Detailed notes provide additional information, including sources of support should you need to update or correct any of the information displayed.It is VERY IMPORTANT that your OMPF and ESR be accurate and complete, as the information contained within these personnel systems impacts your opportunities for retention, advancement and assignment.
  • Fleet engagement brief NPC (15 aug 2013)

    1. 1. NAVY BUPERS 3 1 Fleet Engagement (NAVREG MID-ATLANTIC 27-28 AUG 2013) CAPT Bruce Deshotel Mr. Randy Miller EMCM Ted Hillebrand HD, Enlisted Community Manager, BUPERS-320 BUPERS-321 BUPERS-32 PSC Christie Cole CSCM Paul Marshall FCCS Jason Brock BUPERS 320 PERS 40 SEL PERS 4013 1
    2. 2. NAVY BUPERS 3 2 BUPERS-32 Military Community Management Overview
    3. 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. 4. NAVY BUPERS 3 4 End-Strength Changing End-Strength Stabilizing through the FYDP GOAL: BALANCED FORCE, STABLE END-STRENGTH Contributors to current strength:  Expectation to go lower than 320,000  ERB  PTS  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. 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. 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. 7. NAVY BUPERS 3 7Data Source: NMPBS Cut Date: 02 Aug 2013 All Enlisted Active Duty LOS (OCS not included)
    8. 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. 9. NAVY BUPERS 3 9 NPC WEBPAGE http://www.npc.navy.mil
    10. 10. NAVY BUPERS 3 10 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. 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.
    12. 12. NAVY BUPERS 3 12 Enlisted Advancement
    13. 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 13 E5 Average E6 Average Historical E4/5/6 Aggregate Opportunity Current Cycle 219 Solid lines = 10 yr avg E4 36.9% E5 39.9% E6 13.3%
    14. 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 14
    15. 15. NAVY BUPERS 3 15 Advancement Center on Navy Knowledge Online (NKO) 15 Navy Advancement Center • Bibliography • Profile sheet • Exam Statistics • Advancement Manual • FAQs
    16. 16. NAVY BUPERS 3 16 16 Final Multiple Score (FMS) A measure of the ―Whole Sailor‖ Factor Exam Paygrade Computation Maximum Points Percent Standard Score (SS) E-4/5 E-6 E-7 As indicated on Profile Sheet 80 80 80 37 % 33 % 50 % Performance Mark Average (PMA) E-4/5 E-6 E-7 PMA x 80 – 230 PMA x 80 – 204 PMA x 50 – 120 90 116 80 42 % 47.5 % 50 % Service in Paygrade (SIPG) E-4/5 E-6 SIPG + 7.5 SIPG + 9.5 15 17 7 % 7 % Awards (AWDS) E-4/5 E-6 As indicated in Advancement Manual (* 2 extra points for IA) 10 (* 12) 12 (* 14) 5 % 5% Education Points (ED) E-4/5 E-6 Associate Degree = 2 points Bachelor Degree or higher = 4 points 4 4 2 % 1.5 % Passed Not Advanced Points (PNA) E-4/5 E-6 From last 4 Exam cycles 15 15 7 % 7 % Maximum FMS Possible E-4/5 (* IA Points) E-6 (* IA Points) E-7 214 (*216) 244 (*246) 160 100 % 100 % 100 % 42%37% 33% 47.5%
    17. 17. NAVY BUPERS 3 17 17 The importance of your Promotion Recommendation
    18. 18. NAVY BUPERS 3 18 Career Navigator
    19. 19. NAVY BUPERS 3 19 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
    20. 20. NAVY BUPERS 3 20 CareerWaypoint 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
    21. 21. NAVY BUPERS 3 21 5 Reasons Career Navigator Will Work Better 1. Sailor 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
    22. 22. NAVY BUPERS 3 22 Sailor Self Service Home Screen Career Waypoints - Sailor Self Service Home My Information My Opportunities My Application My Interests Help Sign Out Sailor Self Service Home My Career Status Career Exploration Module My Reenlistment (AC/FTS) Application JOIN Survey Contact Help Desk My Detailed Information My Qualified Jobs My Reenlistment (AC/FTS) Official Letter My JOIN Results FAQ My Extended Information My Reenlistment (AC/FTS) Opportunities My PACT Designation Application JOIN Job Groups My PACT Designation Opportunities My Conversion (RC) Application My Conversion (RC) Opportunities My Conversion (RC) Official Letter My Transition (RC to AC/FTS) Opportunities My Transition (RC to AC/FTS) Application My Transition (RC to AC/FTS) Official Letter Date: 2013-08-15 Name: Smith, John Service Code: SELRES , Paygrade: E5, Rating: HM SEAOS: 2014-05-15, SEOS: 2014-05-15, PRD: 2014-05-15 Eligibility for Conversion (RC) You may be eligible to request conversion into open ratings Eligibility for Transition (RC to AC/FTS) You have an approved application pending action and may not submit another application at this time. Non-scrolling banner with Sailor Status information. Final design and content TBD
    23. 23. NAVY BUPERS 3 23 My Career Status Printable Overview
    24. 24. NAVY BUPERS 3 24 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 Waypoint-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) 24
    25. 25. NAVY BUPERS 3 25 CAREER WAYPOINT-Reenlistment  Centralized re-enlistment approval (0-14 years of service)  Significant changes 1 Jun 13 & after:  Renaming of FleetRIDE/PTS to CAREER WAYPOINT- 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 Waypoint 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
    26. 26. NAVY BUPERS 3 26 Career Waypoint Crosswalk Improvements under Career Waypoint Old New Fleet RIDE Career Waypoints PTS Career Waypoint – Reenlistment REGA Career Waypoint – 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 Waypoint -Conversion (RC) RC2AC Manual Application Process RC to AC Transition requests automated in Career Waypoint –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
    27. 27. NAVY BUPERS 3 27 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
    28. 28. NAVY BUPERS 3 28  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 Waypoint-Reenlistment Career Waypoint–Reenlistment Applications 3-2-1
    29. 29. NAVY BUPERS 3 29 • 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 WAYPOINT-Reenlistment Monthly Process • ECMs load Reenlisment quotas available, SEAOS application shells loaded • Commands review/validate, enter new applications • At end of month, applications collected—CAREER WAYPOINT- Reenlistment remains open • CAREER WAYPOINT-Reenlistment sorts applications by EMC code and YG • Algorithm run • Notes: • Data used to break algorithm ties: NJP, Warfare Qualifications
    30. 30. NAVY BUPERS 3 30 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 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 [ ] [ ] [ ] [ ] [ ] [ ]
    31. 31. NAVY BUPERS 3 31 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
    32. 32. NAVY BUPERS 3 32 CAREER WAYPOINT-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 WAYPOINT  Use other programs to address misbehavior/ substandard performance  Consider conversion option  Prepare for conversion well before CAREER WAYPOINT window  Quota expirations (13 months or change to EAOS/SEAOS or Current Enlistment Date (CED))  If separating, consider SELRES affiliation (future RC>AC opportunity)  Use command level CAREER WAYPOINT-Reenlistment reports
    33. 33. NAVY BUPERS 3 33 CAREER WAYPOINT-Reenlistment Checklist for Success  Understand current CAREER WAYPOINT-Reenlistment policy/algorithm http://www.public.navy.mil/bupers-npc/career/careercounseling/Pages/FleetRIDE- PTS.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 WAYPOINT-Reenlistment applications are submitted (13- 15 months to SEAOS/PRD)  Review monthly results via CAREER WAYPOINT-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 WAYPOINT-Reenlistment is briefed during Quarterly/Monthly Career Development Team Meetings  Ensure the Chiefs’ Mess maintains accountability of CAREER WAYPOINT- Reenlistment with their respective departments/divisions
    34. 34. NAVY BUPERS 3 34  Rating Entry Methods & Requirements  Navy-Wide Advancement Exam (NWAE)  Meet Time In Rate (TIR) requirements.  Approved via the Career Waypoint-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 WAYPOINT - 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
    35. 35. NAVY BUPERS 3 35 CAREER WAYPOINT – PACT Designation 1 1. Go to the NPC homepage at www.npc.navy.mil and click Career Counseling. 2. Find and click Career Waypoints (C-WAY) 1. Scroll down page to ―Reference Material‖ and download current ―PACT Quota Table‖. 2 Important: Quotas differ based on individual Sailor’s Year Group. 35 The Professional Apprentice Career Track (PACT) Program Quota Tables Month of July 2013 The ratings that have the greatest opportunity for approval and a need for PACT Sailors are: A-PACT E-PACT S-PACT 1. ABE 1. DC 1. CS – SRB Available 2. ABF 2. EM 2. OS 3. ABH 3. EN 3. BM 4. AO 3
    36. 36. NAVY BUPERS 3 36 CAREER WAYPOINT - PACT Checklist for Success  Understand current CAREER WAYPOINT - PACT Designation policy http://www.public.navy.mil/bupers- npc/career/careercounseling/Documents/REGATRAININGBRIEF.ppt  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
    37. 37. NAVY BUPERS 3 37 Sailor Career Toolbox
    38. 38. NAVY BUPERS 3 38 Sailor Career Toolbox Personnel Documents and Data – Official Military Personnel File (OMPF) – Electronic Service Record (ESR) – Electronic Training Jacket (ETJ) – U.S. Navy Awards – Performance Summary Record (PSR) – Physical Readiness Information Management System (PRIMS) – Joint Services Transcript (JST) formerly SMART) Professional and Personal Growth – Navy eLearning (NeL) – Navy Credentialing Opportunities On-Line (Navy COOL) – United Services Military Apprenticeship Program (USMAP) – Sailor/Marine Online Academic Advisor (SMOLAA) Career Development and Management – Career Waypoints (C-WAY) – Career Management System - Interactive Detailing (CMS-ID) 38  13 online systems support and document your Navy Career.  You must be familiar with each system.  If you do not use your career tools, you will miss the many opportunities and advantages provided for you.
    39. 39. NAVY BUPERS 3 39 This user aid describes each career tool, then tells you where to find it, what to do when you get there, and how to get help when you need it. Go to www.public.navy.mil/bupers-npc. Under Career Links, click Career Toolbox. Go to www.nko.navy.mil. Under Career Management heading, click Navy Career Tools.
    40. 40. NAVY BUPERS 3 40 Personnel and Career information • Service record information is maintained primarily in two systems: – Official Military Personnel File (OMPF) contains official documents – Electronic Service Record (ESR) contains personnel data • Review OMPF and ESR at least every six months and at career milestones such as reenlistment, advancement and transfer. • Act quickly to update missing or inaccurate information! – Actions taken to update OMPF and ESR will not automatically update other personnel systems. Each system must be updated individually. – Sources of support are your Personnel Office, CPC or servicing PSD. – The Navy Personnel Command (NPC) ―Records Management‖ pages provide helpful information (www.npc.navy.mil). 40 Additional Personnel systems not discussed today, include: Electronic Training Jacket (ETJ), U.S. Navy Awards, Performance Summary Record (PSR), and Physical Readiness Information Management System (PRIMS)
    41. 41. NAVY BUPERS 3 41 Frequency of Enlisted Record Update • Some OMPF documents are generated from data stored in the ESR and should be submitted to OMPF by your Personnel Office or servicing PSD at the time they are generated. Examples include Page 2 and Permanent Page 13. – EXCEPTION TO THE RULE: Awards, Training and Qualifications, and History of Assignments data is printed from your ESR and submitted to OMPF only when you reenlist or when you separate from service. – For Sailors going before a Selection Board: If there are significant transactions in ESR that are not in OMPF, submit printed copies of ESR pages (NAVPERS forms) with your letter or application. 41 ESR data printed and submitted to OMPF 1. Dependency Data (submitted to OMPF as form NAVPERS 1070/602) 2. History of Assignments (submitted to OMPF as form NAVPERS 1070/605) 3. Member Data Summary (submitted to OMPF as form NAVPERS 1070/886) 4. Training Summary (submitted to OMPF as form NAVPERS 1070/881) 5. Honors and Awards (submitted to OMPF as form NAVPERS 1070/880)
    42. 42. NAVY BUPERS 3 42 Navigate and View OMPF Documents Click on a highlighted row to download individual documents. Click several boxes and select the green arrow to view multiple documents. Click headings to sort by Form Name, Subject, Document Date, etc. 1 3 2 42 _TIP_________ Sorting documents by Field Code and Date enables a thorough review and quickly reveals missing documents.
    43. 43. NAVY BUPERS 3 43 OMPF ―Field Code‖ • OMPF documents are assigned a Field Code based on the type of information in the document. • Documents in Field Codes 30 through 38 are provided to enlisted Selection Boards for review. • Sorting documents by Field Code provides a more thorough review. 43 For more information, go to the NPC website at www.npc.navy.mil. • Hover over ―Career Info‖ • Click Records Management > Military Personnel Records Field Codes viewed by enlisted Selection Board 30 Procurement, Enlistment/Reenlistment 31 Classification and Assignment 32 Administrative Remarks 33 Separation and Retirement 34 Professional Service History 35 Enlisted Performance Data 36 Training and Education 37 Decorations, Medals and Awards 38 Adverse Information
    44. 44. NAVY BUPERS 3 44 View ESR data • Navigate the ESR Home Page using links provided. 44 ESR Home Page Left Navigation Bar ESR Home Page Main Menu
    45. 45. NAVY BUPERS 3 45 New user aid support record review 45 1 2  Go to www.npc.navy.mil.  Click Career Toolbox on NPC homepage.  Scroll down to view Personnel Records Review.  Conduct a complete inventory of your OMPF and ESR.
    46. 46. NAVY BUPERS 3 46 Detailed steps = Comprehensive Review 46 This user aid enables you to perform a step-by-step comparison of your OMPF and ESR to ensure both records are accurate and complete.
    47. 47. NAVY BUPERS 3 47 Plain Talk Series 47
    48. 48. NAVY BUPERS 3 48 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?
    49. 49. NAVY BUPERS 3 49 Back Up Slides •Force Management Strategy • Manpower-Personnel Balance • Navy Force Management • Other Key Functions •Career Toolbox •Career Waypoint – Reenlistment Misperceptions
    50. 50. NAVY BUPERS 3 50 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)
    51. 51. NAVY BUPERS 3 51 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
    52. 52. NAVY BUPERS 3 52 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)
    53. 53. NAVY BUPERS 3 53 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
    54. 54. NAVY BUPERS 3 54 Career Toolbox 54
    55. 55. NAVY BUPERS 3 55 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
    56. 56. NAVY BUPERS 3 56 Enlisted Placement and Distribution PERS-40 CSCM(SW/AW) Paul Marshall PERS-40 Senior Enlisted Advisor Email: paul.marshall1@navy.mil Tel: COMM: 901-874-3539 DSN 882-3539 FCCS(SW) Jason Brock PERS 4013 Enlisted Placement Email: jason.brock@navy.mil Tel: COMM: 901-874-4548 DSN 882-4548
    57. 57. NAVY BUPERS 3 57 Agenda  PERS-40 Organization Chart  PERS-4013 Mission  NAVADMIN 226/12  CMS-ID Overview  CPO Early Return to Sea Program  Detailing timeline/challenges  What Detailer's Can/Can't Do  Spouse Collocation  Failure to OBLISERV  Sailor Role  Special Assistants / Special Programs
    59. 59. NAVY BUPERS 3 59 • Perform the enlisted placement function for all E3 through E9 personnel and reviewing and approving proposed orders to their next assignment. Function is performed by placing requisitions on CMS/ID and reviewing orders that do not meet order edits. • Assignment of LIMDU and 0055/0054 (Pregnant from Sea-duty) • Take management action in conjunction with the appropriate Type Commander to attain Manning Control Authority (USFF) desired level of personnel readiness for surge and deployment. • Provide solutions on manning issues to the Major Manpower Claimant, Type Commander, and MCA‘s. • Help improve the accuracy of command personnel data base (EDVR). - Tools used: PERSMARS, EDVR/NEC/DNEC Scrubs PERS-4013 Mission
    60. 60. NAVY BUPERS 3 60 CMS-ID Changes NAVADMIN 226/12 Based on fleet feedback regarding manning deficiencies and FIT/FILL, the order negotiation process using CMS/ID has changed to provide greater predictability in future manning and reduce shore notice manning actions including cross decks and diverts. • Removed ―Red Zone‖ requisitions • Modified the number of requisitions displayed to advertise priority fill billets only • Changed green zone requisitions to ―mandatory fills‖ • Sailors may be assigned to a job without application at anytime during their negotiation window
    61. 61. NAVY BUPERS 3 61 Detailing Impact • Sailor negotiation window remains 3 months (P-9 to P-7) • Sailors continue to be able to submit a maximum of 5 applications per month • Needs of the Navy window remains at P-6 • Sailors nearing the end of their negotiation window will generally be chosen first to fill assignments they did not apply for over Sailors who are at the start of their negotiation window ENCOURAGES SAILORS TO ―APPLY‖ IN A MORE AGGRESSIVE AND TIMELY MANNER
    62. 62. NAVY BUPERS 3 62 62  Developed to support Sailor Advocacy. – Supports retention and QOL initiatives. – Builds trust with detailers. – Sailor plays major role in shaping own career.  Supports personnel readiness. – Placement function loads requisitions for detailers to fill. – Sailors can chose, but only from the highest priority requisitions. – Provides Sailors with visibility of other priorities not normally considered, which makes the detailers‘ job easier. • Instructor billets, overseas assignments. CMS/ID developed to help Sailor manage career. Why CMS/ID?
    63. 63. NAVY BUPERS 3 63 Chief Petty Officer Early Return to Sea NAVADMIN 230-10 • The CPO Early Return to Sea Program is focus on the Longer term and is intended to remain in place as a means of maintaining the required level of critical Senior Leadership at Sea • Applies to Senior Enlisted Leaders (E7-E9) Sailors in all ratings • Involuntary curtailment of shore duty will only be used when there are no available CPO‘s in the PRD window and there are no excess personnel on Sea duty within the geographic area who can be reassigned. • Only Sailors who have completed at least 24 months of shore duty at the time of transfer will be considered for early return to sea
    64. 64. NAVY BUPERS 3 64 • Candidates will be selected based on various factors which include: Length of time on Shore Duty Recent Advancement Fleet experience NEC/Skills held Type of previous sea duty Remaining obliserv • Requests to transfer to the Fleet Reserve, submitted subsequent to selection for early return to sea by CPO‘s with more than one year of contract time remaining may be disapproved • High Year Tenure (HYT) waiver requests for CPO‘s chosen for early return to sea will receive favorable consideration Chief Petty Officer Early Return to Sea NAVADMIN 230-10
    65. 65. NAVY BUPERS 3 65 Enlisted Distribution System Overview TYCOM MCA -Establishes Priorities ISIC 4013 -Monitors Enlisted Personnel Readiness -Generates Prioritized Requisitions -Represents MCAs for personnel readiness NPC Detailers -Make selections -Release orders -Negotiate special cases ASSIGNMENTS UNIT CMS/ID SAILOR -Review record at 12-15 months prior to PRD to ensure data is accurate; update preferences -9-7 months view available reqs and apply CCC -Review CMS/ID w/Sailors -Assist sailor with CMS/ID Negotiations PLACEMENT
    66. 66. NAVY BUPERS 3 66 If not selected for orders via CMS/ID, needs of the Navy orders are issued 7 mos prior Sailor, Career Retention Team, and Detailer Engagement Sailor is about to enter negotiation window Sailor applies in CMS/ID via CCC or Sailor Sailor in negotiation window PRD9 mos prior12 mos prior Sailor Detailed as Needs of the Navy Detailing Time Line COMMUNICATION IS THE KEY
    67. 67. NAVY BUPERS 3 67 Detailing Challenges PCS cost Requisition Priority Sailor’s desire Needs of the Navy Spouse Collocation School quota availability Training costEFMPTS Career Enhancement Evals PRT/BCA Special Screening Command Input PRD Gender Sea/shore flow Pay grade Billet gap PRD rollers Assignment Decision Available Requisitions HYTTime on Station
    68. 68. NAVY BUPERS 3 68 Detailer's Can... • Counsel and advise Sailors as their advocate • Make assignments to valid billets within negotiation window (9-7 months prior to PRD) • Adjust PRD (NAVPERS 1306/7 required) • Transfer Sailors up to three months before through four months after PRD (Per MILPERSMAN 1306-100) • Support special programs to include: – Camp David, White House, SEAL Support, Recruiting, Recruit Division Commander, EO Advisor, SARP, Brig Duty, Instructor Duty, Pre-Comm – Sailors will not be released to a special program detailer without rating detailer consent.
    69. 69. NAVY BUPERS 3 69 Detailer's Can... • Coordinate spouse collocations (1306/7 required from both Sailors 12 months prior to PRD / not always approved). • Make assignments for Sailors returning to full duty from Limited Duty. • Issue "Non-Voluntary" orders to Sailors who enter the Needs of the Navy window. 69
    70. 70. NAVY BUPERS 3 70 Detailer's Don't… • Adjust PRD‘s to facilitate negotiation of orders ―shopping early/late‖ • Make pay grade substitutions without PERS 4013 approval • Make assignments to non-existent requisitions • Change manning demand signal (BA or NMP) • Allow ―by name‖ request assignments (not fair to other Sailors)
    71. 71. NAVY BUPERS 3 71 Detailer's Don't… • Transfer Sailors to open up EP Eval/Fitrep spots • Transfer Sailors early to fix personality or leadership issues • Send Sailors to schools en route that are not required on the requisition • Break PRD more than -3/+4 Months without approved 1306/7 • Extend EAOS
    72. 72. NAVY BUPERS 3 72 Spouse Collocation • Assignments will normally be made to fill valid Navy requirements, considering the needs of the military family as well as the manning of the losing and gaining activities. Collocation may not always be possible. • Both people desiring collocation must each submit a request with command endorsement, noting their military couple status and including the name, rank/rate, service of spouse, and number of current dependents. Using NAVPERS 1306/7, Enlisted Personnel Action Request. • Each member must submit a copy of their spouse‘s request with their request. Both members must be in agreement that collocation is desired. If not in agreement, each member will be detailed independently of their spouse.
    73. 73. NAVY BUPERS 3 73 Spouse Collocation (Continued) • When both members are eligible for sea duty, the spouse with the least amount of sea duty will normally be assigned to sea duty. • Military couples comprised of two first-term members may be involuntarily assigned to simultaneous sea duty. • Collocation and Training. Members requesting training may not be eligible for spouse collocation in conjunction during the training assignment, and should request collocation at the conclusion of training. • Members completing training will be assigned to an appropriate tour for the newly acquired skills, which may preclude spouse collocation for the duration of this post-training assignment. 1300-1000 Military Couple and Single Parent Assignment Policy
    74. 74. NAVY BUPERS 3 74 Failure to OBLISERV MILPERSMAN 1306-106 What is Failure to OBLISERV?  It means a Sailor has not obligated sufficient service required to accept and/or execute PCS orders.  Sailors who fail to OBLISERV and those who submit a 1306/7 to match PRD to EAOS with intent to separate will have their record Flagged by PERS-40BB. A Sailor with a flagged record who decides to reenlist will be issued ―Needs of the Navy‖ orders without further negotiation. What is the command‘s responsibility?  Send failure to OBLISERV messages IAW MILPERSMAN Article 1306-106.
    75. 75. NAVY BUPERS 3 75 • Sailor Apply • Have realistic expectations; communicate with detailer about options • Submit multiple CMS/ID job applications (up to five) each month of negotiation window • Apply for career enhancing jobs instead of focusing on location • Plan for high year tenure (HYT), retirement, and twilight tour (if eligible) • Request PRD adjustment and/or spouse collocation via 1306/7 12 months prior to PRD Sailor Role
    76. 76. NAVY BUPERS 3 76 Sailor Role (Cont) • Enroll in or update Exceptional Family Member (EFM) Program • Ensure OBLISERV and required screening are completed within 30 days of receiving orders (this MUST happen) • Address medical issues early • Sailor CMS/ID quick start guide found at http://www.npc.navy.mil/Enlisted/CMS/
    77. 77. NAVY BUPERS 3 77 • Conduct Career Development Boards NLT 12 months prior to PRD/EAOS – Allows time for member to submit a request to extend – Provides the Sailor with the tools and information to make timely career decisions • Follow the Navy‘s Physical Fitness Guidelines • Scrub your EDVR – Ensure Sailors are reflecting accurately in your command‘s EDVR – Accurately reflect NEC‘s held • Express your manning concerns to your ISIC/TYCOM/USFF – EMIR/PERSMAR • Review CMS/ID – Know what billets for your command are being advertised on CMS/ID – Rank applicants applying to your command during CMS/ID cycle • Help shape your Sailors and their expectations How To Help Your Sailors and Yourself
    78. 78. NAVY BUPERS 3 78 Special Assistants Branch (PERS-4015) • Humanitarian Reassignments • Early Returns from Overseas • Enlisted PCS Budget • Operational Unsuitability Determination • Incentive Pays (AIP/SDIP) • Enlisted PCS Entitlements • Enlisted Availabilities • Command Master Chief / Command Senior Chief Detailing • Twilight tours
    79. 79. NAVY BUPERS 3 79 Special Programs • OSA • Recruit Division Commander • Recruiting Duty • Command Chief / Senior Chief / Master Chief • White House • Camp David • PRECOM • LCS • MEPS
    80. 80. NAVY BUPERS 3 80 QUESTIONS? NPC Customer Service 1-866-U-ASK-NPC 1-866-827-5672 DSN 882-5672