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Nca symposium slide deck (monday 24 june 1230)

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Nca symposium slide deck (monday 24 june 1230)

  1. 1. Navy Counselor Association Rear Admiral Anthony Kurta Director Military Personnel Plans and Policy (N13)
  2. 2. AGENDA <ul><ul><ul><ul><li>Strategic Context </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Perform-to-Serve (PTS) </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Enlisted Retention Board (ERB) </li></ul></ul></ul></ul><ul><ul><ul><ul><li>EETP / ECTP </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Selective Early Retirement (SER) </li></ul></ul></ul></ul><ul><ul><ul><ul><li>PACT </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Security Clearance Impact to Advancements </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Suicide Prevention / SAPR </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Billets and Requirements </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Safe Harbor </li></ul></ul></ul></ul>
  3. 3. Enlisted End Strength Profile Generally decreasing enlisted end strength
  4. 4. Behavioral Trends Strong competition to Stay Navy Impact of the Economy Unprecedented Retention Impact of Increasing Quality Decreasing Attrition
  5. 5. Shaping the Enlisted Force NC’s play an important role in balancing the force Controlling End Strength Stay within statutory and fiscal controls Balancing the Force Ensure proper manning across all ratings Optimal Manning Level (FIT) 32 Undermanned Career Fields 38 Overmanned Career Fields <ul><li>Force ShapingTools: </li></ul><ul><li>Perform-to-Serve </li></ul><ul><li>Retention/ Continuation Boards </li></ul><ul><li>Reenlistment Incentives </li></ul><ul><li>Voluntary separations </li></ul>High retention Low attrition Budget pressures Force reductions <ul><li>Primary Tools: </li></ul><ul><li>Reduced accessions </li></ul><ul><li>Force shaping policies </li></ul>Enlisted End Strength +/- 2%
  6. 6. Enlisted Force Stabilization Levers <ul><li>Future Levers </li></ul><ul><li>Maintain PTS pressure to maintain planned losses in all Zones in FY12 </li></ul><ul><li>Enlisted Retention Board FY12 </li></ul><ul><li>Initial Accession Separation Authority </li></ul><ul><li>FY-11 Enlisted Levers </li></ul><ul><li>Perform-to-Serve (PTS) –maintain the heavy pressure in all Zone to achieve the planned FY11 losses </li></ul><ul><li>Reduced Accessions </li></ul><ul><li>E5 High Year Tenure </li></ul><ul><li>Voluntary Early Career Transition </li></ul><ul><li>E7 – E9 Continuation Board </li></ul><ul><li>Enlisted Career Transition Program (Reserve Option) </li></ul><ul><li>E7 – E9 Time in Grade Waivers </li></ul>Enlisted levers are at their effective limits
  7. 7. Perform-to-Serve
  8. 8. Perform-To-Serve <ul><li>Centralized re-enlistment approval (0-14 years of service) </li></ul><ul><li>Manages number of re-enlistments to stay within fiscal controls </li></ul><ul><li>Balances enlisted manning in each skill set </li></ul><ul><li>Outcomes: </li></ul><ul><ul><li>Re-enlist in current skill set </li></ul></ul><ul><ul><li>Convert to a different (undermanned) skill set </li></ul></ul><ul><ul><li>Transition to reserves </li></ul></ul><ul><ul><li>Separate </li></ul></ul><ul><ul><li>Denied-resubmit (up to 6x in 6 months) </li></ul></ul>PTS is a performance-based strength management tool 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) 2011 Navy’s primary tool to manage end strength and balance the force 1 2 3 4 5
  9. 9. Perform-to-Serve Use and Timeline <ul><li>Force Balancing / Shaping Tool </li></ul><ul><li>Performance based quota reservation system (In-rate / Conversion / SELRES) </li></ul><ul><li>Rating conversion (Overmanned  Undermanned) </li></ul><ul><li>Controls reenlistment / continuation between zones </li></ul><ul><li>End strength management </li></ul>24-15 15-12 12-6 6 5-3 <ul><li>Career Development Board </li></ul><ul><li>Use RIDE to review current quotas and opportunities </li></ul><ul><li>Consider retaking ASVAB </li></ul>Submit PTS Application PTS Application Window Orders negotiation window 9-7 mo Final PTS determination made Reserve Component PTS application Months prior to Sailor’s End of Obligated Service (EAOS) as extended Application Timeline Results published monthly. Sailors receive notification of: Approved: In Rate Approved: Conversion Denied: Denied Quota but may resubmit monthly Denied Final: Denied quota and directed to separate at EAOS (as extended) NC’s play a critical role…
  10. 10. Perform-to-Serve Monthly Quota process Quotas differ for every rate/year group and update monthly Monthly PTS Cycle <ul><li>When Sailor applies: </li></ul><ul><li>End of contract including extensions </li></ul><ul><li>Special circumstances: </li></ul><ul><li>1. Negotiate for PCS orders or training program </li></ul><ul><li>2. Benefits (re-enlistment bonus, Post-911 GI Bill eligibility). </li></ul>Updated based on actual retention behavior and quota utilization <ul><li>Performance based algorithm </li></ul><ul><li>Competition for in-rate quotas </li></ul><ul><li>Followed by up to three competitions for conversion </li></ul><ul><li>Quota planning factors: </li></ul><ul><li>Retention rates </li></ul><ul><li>Strength targets (OPLAN) </li></ul><ul><li>Behavior/quota execution </li></ul><ul><li>Eligible population </li></ul><ul><li>ECM need zone manning </li></ul><ul><li>EPA changes </li></ul>
  11. 11. PTS Ranking Criteria Scenario : Eight sailors are competing for two PTS Quotas Sailor A MAY12 Sailor F JAN12 Sailor B FEB12 Sailor C MAR12 Sailor D JAN12 Sailor E MAY12 Sailor G MAY12 Sailor H APR12 Sailor A All Pass Sailor F 2 Fail Sailor B All Pass Sailor C All Pass Sailor D 1 Fail Sailor E All Pass Sailor G All Pass Sailor H 1 Fail Sailor A E6 Sailor F Frocked E6 Sailor B E6 Sailor C E6 Sailor D E6 Sailor E E6 Sailor G E5 Sailor H E5 Sailor A Yes Sailor F Yes Sailor B Yes Sailor C Yes Sailor D Yes Sailor E No Sailor G No Sailor H Yes Sailor A 25 Sailor F 20 Sailor B 23 Sailor C 23 Sailor D 23 Sailor E 23 Sailor G 25 Sailor H 20
  12. 12. Zones D&E 15-30 years Zone C 11-14 years Zone B 7-10 years Zone A 0-6 years 271,235 Sailors Every FY, Only 18% (~49K) of population are PTS decision makers Perform-to-Serve Population and ERB Impact Cohort available for Force Shaping via PTS in FY12 Limited Force Shaping Options PTS pressure relieved by ERB in FY12 PTS is inefficient when timing overtakes quality
  13. 13. PTS Summary <ul><ul><ul><ul><li>Perform-to-Serve is our primary force shaping tool </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Re-balances force to ensure proper manning across all ratings, and meet fiscal and E/S controls </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Expanded since 2009 to include all Sailors w/ less than 14 years of service. </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Mechanism for all natural and force shaping losses </li></ul></ul></ul></ul>PTS is our primary force shaping tool
  14. 14. Enlisted Retention Board
  15. 15. <ul><li>Board addresses select overmanned skill sets </li></ul><ul><ul><li>31 skills sets, > 103% manned </li></ul></ul><ul><li>~ 16K Sailors considered, retain ~13K </li></ul><ul><ul><li>E4 – E5 Board (22 Aug to 16 Sep) </li></ul></ul><ul><ul><li>E6 – E8 Board (26 Sep to 21 Oct) </li></ul></ul><ul><li>Each board presided by Flag Officer </li></ul><ul><li>Each record receives 2 independent reviews </li></ul><ul><li>Board outcomes </li></ul><ul><ul><li>Selected for retention in rate </li></ul></ul><ul><ul><li>Approved for conversion </li></ul></ul><ul><ul><li>Not selected for retention (approved for transition to Selected Reserves) </li></ul></ul><ul><li>Commanding Officers will have 7 days to notify/counsel affected Sailors before results posted </li></ul>Enlisted Retention Board Targeted method to improve fit in select overmanned skills Reduces “pressure” on Perform to Serve 1 2 3
  16. 16. ERB Overmanned Ratings <ul><ul><ul><ul><li>31 of 84 ratings manned at or above 103% in FY12 </li></ul></ul></ul></ul>ABF Aviation Boatswain’s Mate Fuels 108% AD Aviation Boatswain’s Mate 109% AT Aviation Electronics Technician 108% AG Aerographer’s Mate 117% AS Aviation Support Equipment Technician 113% AZ Aviation Maintenance Administrationman 111% AWR Aircrew – Tactical Helicopter 109% AWV Aircrew – Avionics 109% AWF Aircrew – Mechanical 108% GSE Gas Turbine Systems Technician, Electrical 116% MMSW Machinist’s Mate, Surface Warfare 117% RP Religious Program Specialist 105% PR Aircrew Survival Equipmentmen 107% MR Machinery Repairman 108% AE Aviation Electrician’s Mate 105% AM Aviation Structural Mechanic 105% MN Mineman 104% OS Operations Specialist 103% FC Fire Controlman (non-Aegis) 114% ETSW Electronic Technician, Surface Warfare 106% PS Personnel Specialist 111% SH Ship’s Serviceman 111% STG Sonar Technician Surface 106% BU Builder 108% CE Construction Electrician 108% CM Construction Mechanic 107% EA Engineering Aide 121% EO Equipment Operator 107% SW Steelworker 107% UT Utilitiesman 107% EMSW Electrician’s Mate, Surface 103%
  17. 17. Timeline and Conversion Opportunity MAR APR MAY JUN JUL AUG SEP OCT-NOV 2011 JAN- MAR OSD (P&R) notification Eligibility announcement NAVADMIN Conversion applications accepted Conversion selection Eligibility verification/ Sailors correspond with Board E4-5 Board (4 weeks) Separation notification Reserve Component application SEP 2012 Separate 90-day operational waiver Conversion application deadline extended to 15AUG for more to apply JUN E6-8 Board (4 weeks) <ul><li>Conversion Opportunity: </li></ul><ul><li>Only those Sailors not selected for retention by the ERB will be considered for conversion </li></ul><ul><li>If selected for conversion, ERB result will be vacated and they will continue service in their new rating </li></ul>
  18. 18. Transition Assistance for ERB Sailors <ul><ul><ul><ul><ul><li>Proposed NAVSEA/NAVAIR/SPAWAR “shipmate to workmate” hiring program/job fair </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Pending Contracted professional job placement, interview skills, resume writing (90 days) </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Mandated 60 days INCONUS prior to separation </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Sailor choice of transition date (command endorsed) </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Command waiver for operational necessity (90 days) </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Transition Assistance Program </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Involuntary separation pay (monthly base pay x12 x years-of-service x 10%) </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Transitional TRICARE (180 days) + premium based medical coverage (18 months Continued Health Care Benefit Program (CHCBP)) </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>ID card for access to medical and other benefits </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Extended Commissary and Exchange (2 years) </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><li>Enhanced Benefits for ERB Sailors </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Current Benefits for Invol Seps </li></ul></ul></ul></ul>Still in development
  19. 19. EETP and ECTP
  20. 20. Voluntary Separation Programs EETP v. ECTP <ul><ul><li>There is a Difference! </li></ul></ul>Know the differences - One may be better for your Sailor than the other! EETP ECTP <ul><li>Enlisted Early Transition Program (EETP) NAVADMIN 142/11 </li></ul><ul><li>Separation under this program may be no greater than 24 months prior to End of Active Obligated Service (EAOS) or EAOS as extended </li></ul><ul><li>Does not require a Reserve obligation requirement </li></ul><ul><li>Separating under EETP is a final separation from the Navy </li></ul><ul><li>All separations must be effected no later than 15 September 2013 </li></ul><ul><li>Commanding Officers maintain final disapproval authority under this program </li></ul><ul><li>All early separations requests will not be approved </li></ul><ul><li>Enlisted Career Transition Program (ECTP), NAVADMIN 088/11 </li></ul><ul><li>Separation under this program 3 to 15 months prior to desired transition date. (Not EAOS driven) </li></ul><ul><li>Mandatory Reserve obligation in the Selected Reserves (SELRES) </li></ul><ul><li>Will incur mandatory drilling reserve obligation equal to the remaining active portion of current contract </li></ul><ul><li>Information on Navy Reserve Benefits can be found at www.navyreserve.com </li></ul>
  21. 21. Selective Early Retirement (SER)
  22. 22. Officer Force Shaping Selective Early Retirement (SER) <ul><li>Statutory Requirements for Consideration: </li></ul><ul><ul><li>CAPT: 4 years time in grade </li></ul></ul><ul><ul><li>CDR: Twice failed to select to CAPT </li></ul></ul><ul><li>SER Preliminary Forecast: </li></ul><ul><ul><li>Select approximately 65 CDRs and 65 CAPTs </li></ul></ul><ul><ul><li>Specific numbers to be defined in JUN, depending on current end strength and number of voluntary retirements submitted. </li></ul></ul><ul><ul><li>Officers who wish to be exempted from consideration may submit a voluntary retirement request no later than May 31, 2011 with a requested retirement date of Sept. 1, 2012 or earlier. </li></ul></ul><ul><li>Purpose </li></ul><ul><ul><li>SER board is required to balance the force, reduce senior officer excess, and ensure sufficient senior officers are available at the right time in their careers to serve in critical fleet billets. </li></ul></ul>
  23. 23. Professional Apprenticeship Career Track (PACT)
  24. 24. <ul><li>Increased number of PACT accessions in FY11 and FY12 </li></ul><ul><li>Guaranteed Career Track within 24 months of reporting to first Command </li></ul><ul><li>Recommend Career Development Boards (CDB) be held upon arrival </li></ul><ul><li>Strike through REGA for Navy Wide Advancement Exam (NWAE), or Rating Entry Direct Designation (REDD) </li></ul><ul><li>Take AFCT to increase rating qualification </li></ul>Professional Apprenticeship Career Track (PACT)
  25. 25. AFCT: Value of Re-testing <ul><li>Test scores significantly improve between ASVAB and AFCT </li></ul><ul><li>True for all subtests and AFQT composite </li></ul><ul><ul><li>Average AFQT increase12 points (increasing opportunity for conversion by ~8 ratings) </li></ul></ul><ul><li>General trend of increasing scores over time </li></ul>AFCT score increase – More qualification flexibility Accessions ASVAB and AFCT Score Comparison AFQT   GS AR WK PC NO CS AS MK MC EI VE ASVAB 43.6   45.6 47.9 47.3 49.2 52.0   43.8 52.4 46.8 45.7 47.9 AFCT 55.3   48.1 51.0 50.8 52.8 53.4   47.8 53.0 51.8 49.0 51.7 IMPROVEMENT 12.5   2.5 3.2 3.5 3.6 1.4   4.0 0.5 5.0 3.3 3.7
  26. 26. Security Clearance impact to Advancements
  27. 27. <ul><ul><ul><ul><li>Exams will be invalidated if Sailor does not have adjudicated eligibility for security clearance </li></ul></ul></ul></ul><ul><ul><ul><ul><li>As of 2011 exams, PERS-8 is identifying exams to invalidate BEFORE advancement results are determined and released </li></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Previously some Sailors were de-frocked </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Caused paygrade vacancies in the Fleet </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><li>Way Ahead: </li></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>“ Interim” clearance cannot be granted unless an investigation has been initiated </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>“ Interim” clearance is a stop-gap measure ONLY </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>“ Interim” clearance does not waive advancement prerequisites </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Security Managers must abide by SECNAV M-5510.30 and ensure command personnel have adjudicated eligibility </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>ESOs must not allow ineligible Sailors to take the exam </li></ul></ul></ul></ul></ul>Security Clearance Required for Advancement Since the latest Personnel Security Program Manuel was released in 2006, exam invalidations have increased
  28. 28. Suicide Prevention /SAPR
  29. 29. Causal Factors…. What We’ve Seen Distorted Thinking + Lethal Action Stressors Disrupted Social Network Judgment Factors Access to Lethal Means Compressed Intervention Window <ul><li>Relationship breakups </li></ul><ul><li>Transitions (pending separation / PCS) </li></ul><ul><li>First 6 months after deployment </li></ul><ul><li>Anger - 29% of 2009 suicides had argument or confrontation within 24 hours of death </li></ul><ul><li>Alcohol - 38% of 1999-2007 suicides had likely used alcohol near the time of death </li></ul><ul><li>Sleep Deprivation - sleep problems linked to suicide (Navy anecdotal and civilian research) </li></ul><ul><li>83% of 2009 suicides on liberty or leave (only 4% on deployment) </li></ul><ul><li>44% of 2009 suicides used firearms </li></ul><ul><li>From case reviews - there can be a short time between suicide thoughts and action </li></ul><ul><li>Overt warning signs may not be shown or are seen too late to intervene </li></ul><ul><li>In 50% of 2009 Suicides a family member or girlfriend knew the Sailor was having problems or was suicidal </li></ul><ul><li>28% of 2008 to 2010 Suicides had treatment or counseling - historic or ongoing </li></ul><ul><li>Feeling ineffective, burdensome, not belonging </li></ul><ul><li>Acquired capacity to inflict lethal harm </li></ul>1999-2007 2008-2010* Relationship problem 60% 55% Work-related problems 50% 18% Discipline/legal action 39% 31% Physical health problems 35% 19% Financial problems 16% 12%
  30. 30. SAPR Vision and Mission <ul><li>Eliminate sexual assaults in the Navy </li></ul>Sexual assault – inconsistent with our Ethos MISSION A culturally-aware, educated Total Force environment intolerant of sexual assault, supported by a well-defined prevention, reporting, investigation, military justice, and victim advocacy program VISION Program Overview
  31. 31. Sexual Assault Prevention Requires Increased Action Now <ul><li>352 Subjects in Completed FY10 Investigations </li></ul><ul><li>Demographics of Known Subjects </li></ul><ul><li>Males – 99% </li></ul><ul><li>E1-E4 – 62% </li></ul><ul><li>20-24 yrs old – 47% </li></ul>Blue on Blue Attacks
  32. 32. Billets and Requirments
  33. 33. Navy Manpower Trends More Ships, Fewer People, Higher Costs Until FY07, the Number of People in the Navy was Driven by the Number of Ships in the Navy Since FY03, the Number of People in the Navy has Decreased but Cost of People has Increased The rising cost of manpower has… necessitated the reallocation of resources from “Tail to Tooth” and… created a divergence between force structure and personnel in the Navy
  34. 34. Operational Realit y Manpower-vs-Manning Faces Authorization Requirements Manning Navy Manning Plan Current On-board COB NMP Endstrength RQMT … manpower requirements are only a part of the overall picture… Spaces Readiness Gap “ Risk” Funding Authorization Manpower Places Controls Root Source
  35. 35. Fit and Fill In a Perfect World Manpower Domain Jobs* Positions KSA* Certifications* NECs Competencies* Rate/Desig Paygrade Tasks* Jobs Held** KSA** Certifications** NECs Competencies** Rate/Desig Paygrade **-Requires data & development on Supply Side Potential Matching Criteria Position Demand Signal Supply Chain *-Requires data on the Demand Side Input Community Management & Hire Plan & Place Develop Total Force Inventory ROC/ POE MFT
  36. 36. Enlisted Programmed Authorization (EPA) <ul><li>What is the EPA? </li></ul><ul><ul><li>Billet base controlled to actual end strength authorizations </li></ul></ul><ul><ul><ul><li>Fiscal years </li></ul></ul></ul><ul><ul><ul><li>Summarized by EMC/Rate/Rating </li></ul></ul></ul><ul><li>Types of EPA </li></ul><ul><ul><li>Military Personnel, Navy (MPN) </li></ul></ul><ul><ul><li>Selected Reserves, (SELRES) </li></ul></ul><ul><ul><li>Reserve Personnel, Navy (RPN) </li></ul></ul><ul><li>Who Uses the EPA </li></ul><ul><ul><li>Enlisted Community Managers </li></ul></ul><ul><ul><li>Strength Planners </li></ul></ul><ul><li>Why do we need an EPA </li></ul><ul><ul><li>Billets Authorized <> End Strength </li></ul></ul><ul><ul><li>Brings BA and ES in balance </li></ul></ul>
  37. 37. Top Six Alignment Sailors Billets Authorized Aligns the Jobs in the Navy (Billets) with the People in Navy (Sailors) 75.10% 73.25% 77.60% Phase I Personnel Distribution Percentage in the Top Six Paygrades (E4-E9) 73.89% 74.24% Phase II 2010 Strength Plan <ul><li>Top Six Rule Set: </li></ul><ul><li>Focused on Shore-Intensive Communities </li></ul><ul><li>Protected Sea Duty Billets </li></ul><ul><li>Fenced Nuclear Power Ratings and SEALs </li></ul>Balances Sustainability and Affordability with Fleet Readiness 73.25% 69.90% 75.4% 77.51% 2552 6136 21346 48851 65497 49777 47216 16884 13102 E9 E8 E7 E6 E5 E4 E3 E2 E1
  38. 38. Top Six Phase II <ul><li>Focus on Shore-Intensive Communities </li></ul><ul><li>Protect Sea Duty Billets (To Include LCS – No Billet Roll Downs) </li></ul><ul><li>Fence Nuclear Power Ratings and SEALs </li></ul>CNP Direction N12 Implementation <ul><li>Focus on Shore-Intensive Communities </li></ul><ul><ul><li>Identify roll down candidates from enlisted communities that spend less than half their time at sea over a 20 year career </li></ul></ul><ul><ul><li>Limit the number of roll downs to ensure adequate career progression </li></ul></ul><ul><li>Protect Sea Duty Billets </li></ul><ul><ul><li>Consider only shore duty billet base for planning purposes </li></ul></ul><ul><ul><li>Ensure billet structure remains executable for career progression </li></ul></ul><ul><ul><li>Limit the number of roll downs ashore for sea-centric communities </li></ul></ul><ul><li>Fence Nuclear Power Ratings and SEALs </li></ul><ul><ul><li>Do not roll down nuclear power trained ratings or SEALs </li></ul></ul>
  39. 39. Enlisted Sea-Shore Flow Bottom Line <ul><li>Sea / Shore flow defines optimum career paths while meeting Fleet needs </li></ul><ul><li>POM 12 shift of billets from shore to sea is making current Sea / Shore Flow policies un-executable </li></ul><ul><ul><li>Sea billets increase 3,600, shore billets decrease 2,500 by FY14 </li></ul></ul><ul><li>Manpower distribution “Friction” </li></ul><ul><ul><li>~10% of the inventory is non-distributable (LIMDU/Pregnancy/TPP&H) </li></ul></ul><ul><ul><li>Magnifies the impact of Sea/Shore Flow imbalance </li></ul></ul><ul><li>Bottom Line </li></ul><ul><ul><li>Expect challenges in manning the Fleet, given established Sea / Shore Flow </li></ul></ul><ul><ul><li>The number of sea intensive ratings is climbing </li></ul></ul>
  40. 40. Sea / Shore Flow Comparison of Ratings CNO directed resolution in POM 13 Time at Sea Over 30-yr Career (months) More Shore-Intensive Ratings More Sea-Intensive Ratings Sea Tour Length Limit – 18 yrs ABEs would need to spend 25 yrs at sea to man all sea-duty billets 3236 billets needed ashore (FY13) - 1428 billets available to shift from shore to sea-intensive = 1808 billets required to balance (FY13)* *assumes no additional Student IA required and that POM 13 shore RMC and ATG Instructor billets funded (increasing shore duty opportunities)
  41. 41. Navy Safe Harbor
  42. 42. Navy Safe Harbor Program Overview <ul><li>Vision Statement </li></ul><ul><ul><li>Safe Harbor to be recognized as the gold standard of care for the world class support that we provide to each and every one of our Sailors, Coast Guardsmen and their families. </li></ul></ul><ul><li>Mission Statement </li></ul><ul><ul><li>Safe Harbor is the Navy’s lead organization for coordinating the non-medical care of seriously wounded, ill and injured Sailors, Coast Guardsmen and their family members. Through proactive leadership, we provide a lifetime of individually tailored assistance designed to optimize the success of our Shipmates’ recovery, rehabilitation, and reintegration activities. </li></ul></ul><ul><li>Guiding Principle </li></ul><ul><ul><li>Numquam Navigare Solus – Never to Sail Alone </li></ul></ul>
  43. 43. Navy Safe Harbor Program Overview <ul><li>Safe Harbor Non-Medical Care Managers (18 Total) </li></ul><ul><ul><li>Navy Treatment Facilities </li></ul></ul><ul><ul><li>Brooke Army Medical Center </li></ul></ul><ul><ul><li>Department of Veterans Affairs </li></ul></ul><ul><ul><li>US Special Operations </li></ul></ul><ul><ul><li>Polytrauma Hospitals </li></ul></ul><ul><ul><li>Command Care Coalition </li></ul></ul><ul><li>Care Managers provide the following tailored non-medical support: </li></ul><ul><ul><li>Comprehensive Recovery Plan Development </li></ul></ul><ul><ul><li>Legal and Guardianship Issues </li></ul></ul><ul><ul><li>Invitational Travel Orders Support </li></ul></ul><ul><ul><li>Lodging and Housing Adaptation </li></ul></ul><ul><ul><li>Child and Youth Care </li></ul></ul><ul><ul><li>Transportation Needs </li></ul></ul>
  44. 44. Navy Safe Harbor Program Overview Enrollment Criteria <ul><li>All seriously wounded, ill, or injured Sailors, Coast Guardsmen, and their families </li></ul><ul><ul><li>OIF/OEF casualties </li></ul></ul><ul><ul><li>Shipboard accidents </li></ul></ul><ul><ul><li>Liberty accidents </li></ul></ul><ul><ul><li>Serious medical and psychological conditions </li></ul></ul>
  45. 45. Navy Safe Harbor Program Overview Demographics <ul><li>655 Total Enrolled </li></ul><ul><li>(624 Navy & 31 Coast Guard) </li></ul><ul><li>226 Cases in Progress </li></ul><ul><li>429 Have Transitioned </li></ul><ul><li>(Separated/Retired from </li></ul><ul><li>Service or Returned to Duty) </li></ul>87% Male 13% Female
  46. 46. NAVY SAFE HARBOR Contact Information CAPT Bernie Carter, USN Director, Navy Safe Harbor [email_address] 703-697-1941 LT David Noriega, USN OPS Officer, Navy Safe Harbor [email_address] 703-692-2174 [email_address] www.safeharbor.navy.mil 877-746-8563
  47. 47. BACKUP
  48. 48. Enlisted Force Shaping Guiding Principles <ul><li>Retain our best Sailors with the right skill mix </li></ul><ul><ul><li>Target incentives to critical skills ratings </li></ul></ul><ul><ul><li>Keep a balanced force – seniority, experience, and skill sets matched to requirements </li></ul></ul><ul><ul><li>Focus on performance – retain and safeguard careers of top performers </li></ul></ul><ul><li>Continue to attract and recruit our Nation's brightest </li></ul><ul><ul><li>Continue our efforts as a &quot;Top 50&quot; organization – remain brilliant at the basics </li></ul></ul><ul><li>Continue to use FIT as our primary metric </li></ul><ul><li>Stability and predictability </li></ul>
  49. 49. ERB: Performance Indicators <ul><li>All personnel eligible for the board will have their records reviewed for the following basic performance standards: </li></ul><ul><li>Substandard performance of duty </li></ul><ul><li>Declining performance </li></ul><ul><li>Detachment for cause per MILPERSMAN 1616-010 </li></ul><ul><li>Removal of security clearance when required by rating </li></ul><ul><li>Military/civilian conviction or NJP </li></ul><ul><li>Administrative/personnel action for misconduct such as DUI, DWI, spouse or child abuse </li></ul>Sustains Quality of the Force based on Performance
  50. 50. <ul><li>Special warfare and their enablers </li></ul><ul><li>Nuclear personnel </li></ul><ul><li>Sailors eligible for Selective Reenlistment Bonus </li></ul><ul><li>Wounded Warriors (Safe Harbor) </li></ul><ul><li>White House enlisted personnel </li></ul><ul><li>Officer commissioning programs </li></ul><ul><li>FY-11 CNO Sailors of the Year </li></ul><ul><li>FY11 Enlisted Recruiters of the Year </li></ul><ul><li>Combat Meritorious Advancement </li></ul><ul><li>Sep 10 and Mar 11 E4-E6 and FY-11 E7-E9 advancements </li></ul>ERB: Exemptions
  51. 51. ERB: Conversion Opportunity Undermanned Ratings <ul><li>Conversion eligibility requirements waived to allow all ERB eligible Sailors maximum opportunity to convert </li></ul><ul><li>Years of Service: Greater than 12 years of service can apply </li></ul><ul><li>Paygrade: All personnel regardless of paygrade can apply </li></ul><ul><li>PRD: Personnel with more than 12 months to PRD can apply </li></ul><ul><li>Minimum activity tour: No restriction for minimum activity tour requirement </li></ul><ul><li>PCS: Personnel in receipt of PCS orders can apply </li></ul><ul><li>OBLISERV: No restriction for Obliserv requirements incurred as a result of reenlistment, training or other programs </li></ul>The following ratings will accept applications for conversion: CS(SUB) CTR FT HM CTI CTT ITS NCC CTM ET-NAV LS(SUB) YN(SUB) CTN ET-RADIO MM-WEPS (SUB)
  52. 52. Transition Assistance for ERB Sailors FOUO // PRE-DECISIONAL // NOT FOR RELEASE FOUO // PRE-DECISIONAL // NOT FOR RELEASE <ul><ul><ul><ul><ul><li>Involuntary separation pay (monthly base pay x12 x years-of-service x 10%) </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Transitional TRICARE (180 days) + premium based medical coverage (18 months Continued Health Care Benefit Program (CHCBP)) </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>ID card for access to medical and other benefits </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Extended Commissary and Exchange benefits (2 years) </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><li>Current Benefits for all Sailors </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Current Benefits for Invol Seps </li></ul></ul></ul></ul>All non-performance related Seps will be offered a FY-12 or 13 SELRES Quota
  53. 53. PACT Manning Projections Surface Total Inventory includes Individual Account (IA) inventory 99% Force Structure INV to Force Structure BA: NOV 11 End FY11 INV/EPA: 106% End FY11 Force Structure INV/BA: 87% Fleet Attrition: 7% Non-Distributable Inventory: 7% Enlisted Planning Authorization Force Structure Billets Authorized Force Structure Inventory Total Inventory Original INV line Original FS line Accessions Reclass FY10 FY11 FY10 FY11 687 2709 (+2022) 1072 1391 (+319) E1 E2 E3 228 891 2264
  54. 54. PACT Manning Projections Aviation Total Inventory includes Individual Account (IA) inventory 100% Force Structure INV to Force Structure BA: NOV 11 End FY11 INV/EPA: 113% End FY11 Force Structure INV/BA: 87% Fleet Attrition: 7% Non-Distributable Inventory: 13% Enlisted Planning Authorization Force Structure Billets Authorized Total Inventory Force Structure Inventory Original INV line Original FS line E1 E2 E3 103 464 1477 Accessions Reclass FY10 FY11 FY10 FY11 583 1172 (+589) 565 788 (+223)
  55. 55. PACT Manning Projections Engineering Total Inventory includes Individual Account (IA) inventory 100% Force Structure INV to Force Structure BA: SEP 11 End FY11 INV/EPA: 116% End FY11 Force Structure INV/BA: 100% Fleet Attrition: 7% Non-Distributable Inventory: 18% Enlisted Planning Authorization Force Structure Billets Authorized Force Structure Inventory Total Inventory Original INV line Original FS line Accessions Reclass FY10 FY11 FY10 FY11 81 248 (+167) 85 110 (+25) E1 E2 E3 28 62 176

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