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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

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BUPERS-32 Military Community Management

Overview

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Community ManagementPerspective

There can be a natural tension between the objectives of each function

CommunityManagement

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

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End-Strength

Changing End-StrengthStabilizing 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

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TPP&H/Student Pipeline

Of 264,411 total enlisted, 16% (42,841) were non-distributable and 2.2% (5,784) were LIMDU or pregnant on 01 Aug 13.

This is the Individuals

Account less Officer

Candidates

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 AuthorizedDistributable 236,434Students 23,549 TPP&H 8,989Total 268,972

5,78

4

(Numbers are USN personnel only)

Total Distributable – 221,570 (84%)(includes LIMDUs and pregnancies whichmake 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.

LIMDUs & Pregnancies 3,265

3,145

LIMDUs (ACC

105)47%

Pregnancies from Sea Duty

53%

PEB (ACC 355) [796] 2%

Transients23%

Patients, Prisoners & Holdees

[1,118]3%

Students72%

30,980

9,947

2,6943,090

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

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Specific Community MgmtBUPERS-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

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All Enlisted Active Duty LOS(OCS not included)

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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

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NPC WEBPAGE

http://www.npc.navy.mil

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Every month, Community Managers post detailed information regarding the status of your rating.

• Click Community Overview to view a “big picture” snapshot of your rating’s overall health.

• Click Career Path to view a typical career path, from Navy enlistment as E-1 to 30-year retirement as E-9.

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

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.

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Enlisted Advancement

FY

03

FY

04

FY

05

FY

06

FY

07

FY

08

FY

09

FY

10

FY

11

FY

12

FY

13

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50% E-4

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%

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%FY

94

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

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Advancement Center on Navy Knowledge Online (NKO)

15

Navy Advancement Center• Bibliography• Profile sheet• Exam Statistics• Advancement Manual• FAQs

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Final Multiple Score (FMS)A measure of the “Whole Sailor”

Factor Exam Paygrade

Computation Maximum Points

Percent

Standard Score (SS)

E-4/5E-6E-7

As indicated on Profile Sheet 808080

37 %33 %50 %

Performance Mark Average (PMA)

E-4/5E-6E-7

PMA x 80 – 230PMA x 80 – 204PMA x 50 – 120

9011680

42 %47.5 %50 %

Service in Paygrade (SIPG)

E-4/5E-6

SIPG + 7.5SIPG + 9.5

1517

7 %7 %

Awards (AWDS)

E-4/5E-6

As indicated in Advancement Manual (* 2 extra points for IA)

10 (* 12)12 (* 14)

5 %5%

Education Points (ED)

E-4/5E-6

Associate Degree = 2 pointsBachelor Degree or higher = 4 points

44

2 %1.5 %

Passed Not Advanced Points (PNA)

E-4/5E-6

From last 4 Exam cycles 1515

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%

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The importance of your Promotion Recommendation

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Career Navigator

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Career Navigator ProgramNew 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) strategyInitial Career Decisions: Join Navy Choose a rating

Change rating

Mid-CareerActions:

Same rating Change rating

AC RC

Assignments Advancement

Records and Feedback

CAREER NAVIGATOR Sailor at the Helm

NAVADMINs 149/13 & 150/13

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Car

eer

Way

poin

t Career Waypoints• Reclassification• PACT Designation• Reenlistment (in-rate, conversion or AC to RC)

• Conversion*• RC to AC• AC to RC*

PR

IDE

CM

S-I

D/B

BD

NS

IPS

Career Starting point• Rating choice

Career Billet Assignments• Billet applications

Career Record Management• Electronic service recordCareer 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

CIM

S

Career Development Boards• Tracking

*Included as part of Reenlistment application only. Future separate capability recommended.

CAREER NAVIGATOR Program Vision

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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

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Sailor Self Service Home Screen

Career Waypoints - Sailor Self ServiceHome My Information My Opportunities My Application My Interests Help Sign OutSailor 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 FAQMy Extended Information My Reenlistment (AC/FTS) Opportunities My PACT Designation Application JOIN Job Groups

My PACT Designation Opportunities My Conversion (RC) ApplicationMy Conversion (RC) Opportunities My Conversion (RC) Official LetterMy Transition (RC to AC/FTS) Opportunities My Transition (RC to AC/FTS) Application

My Transition (RC to AC/FTS) Official Letter

Date: 2013-08-15Name: Smith, JohnService Code: SELRES , Paygrade: E5, Rating: HMSEAOS: 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

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My Career StatusPrintable Overview

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CTI HMOPT AWO HMPHARM EOD FCAEGIS CTT MT CM MR UC IS

0.00%

20.00%

40.00%

60.00%

80.00%

100.00%

120.00%

140.00%

160.00%

180.00%

Shape

Rating Manning

"%“AUG11

Career Waypoint-Reenlistment Intent(Formerly known as PTS)

260000

265000

270000

275000

280000

285000

2008

2009

2010

2011

EPA v. I nventory

Inventory EPA

Manages number of re-enlistments to staywithin fiscal controls (force management role)

Balances enlisted manning in each skill set (original intent)

24

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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)

2009Expanded to second-term (6-10 years of service) and third-term Sailors (10-14 years of service)

2010Fleetride/PTS integrationAlgorithm changes and Quota expirations

2011Navy’s primary tool to manage end strength and balance the force

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Career Waypoint CrosswalkImprovements under Career Waypoint

Old New

Fleet RIDE Career WaypointsPTS Career Waypoint – Reenlistment REGA Career Waypoint – PACT DesignationMust 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 SEAOS7 looks, 12-6 months from SEAOS

Application Timeline: 13 months prior to SEAOS8 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

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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 WAYPOINTSReenlistment Check-in

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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

CH

OIC

E

12 6 3 End of Contract

15

Orders negotiation

MonthsIn-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

CH

OIC

E In-Rate

Conversion

SELRES

8 “Looks”13-6mo

Sailors never asked to convert

and were separated

7 “Looks”12-6 mo

PERFORM-to-SERVE (PTS)

2003 2012

June, 2013…

Career Waypoint-Reenlistment

Career Waypoint–Reenlistment Applications

3-2-1

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• 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

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Approved In-Rate5644

89.3%

Approved Conversion66

1.0%

Approved SELRES47

0.7%

Approved Convert to FTS16

0.3%

Intends to Separate533

8.4%

Denied Final Active14

0.2%

All FY

Looks Remaining

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%)

Subset

Total Submitted: 11,975

Looks Remaining5,655 Final Actions: 6,320

[ ]

[ ][ ]

[ ]

[ ]

[ ]

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Final: Voluntary vs PTS Losses

C-Way ResultsA/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-

11Au

g-1

1Se

p-1

1Oc

t-11

Nov

-11

Dec-

11Ja

n-1

2Fe

b-1

2M

ar-1

2Ap

r-12

May

-12

Jun

-12

Jul-

12Au

g-1

2Se

p-1

2Oc

t-12

Nov

-12

Dec-

12Ja

n-1

3Fe

b-1

3M

ar-1

3Ap

r-13

May

-13

Jun

-13

Approved for In-Rate

0

500

1000

1500

2000

2500

Jul-

11Au

g-11

Sep

-11

Oct

-11

Nov

-11

Dec-

11Ja

n-1

2Fe

b-1

2M

ar-1

2Ap

r-12

May

-12

Jun

-12

Jul-

12Au

g-12

Sep

-12

Oct

-12

Nov

-12

Dec-

12Ja

n-1

3Fe

b-1

3M

ar-1

3Ap

r-13

May

-13

Jun

-13

DFA (all others) DFA (intends to Separate) Intends to Separate (Looks Remaining)

293 31

736

319

325

220

620

515

812

784 10

277 69 82

61 59 49 4059

40 4473 61

47

0

50

100

150

200

250

300

350

400

Jul-

11Au

g-1

1Se

p-1

1Oc

t-11

Nov

-11

Dec

-11

Jan-1

2Fe

b-1

2M

ar-1

2Ap

r-1

2M

ay-1

2Ju

n-1

2Ju

l-12

Aug

-12

Sep

-12

Oct-

12No

v-1

2De

c-1

2Jan

-13

Feb

-13

Mar

-13

Apr

-13

May

-13

Jun

-13

Approved SELRES Approved Conversion AC Approved Conversion to FTS

0

100

200

300

400

500

600

Jul-

11Au

g-11

Sep

-11

Oct

-11

Nov

-11

Dec-

11Ja

n-1

2Fe

b-1

2M

ar-1

2Ap

r-12

May

-12

Jun

-12

Jul-

12Au

g-12

Sep

-12

Oct

-12

Nov

-12

Dec-

12Ja

n-1

3Fe

b-1

3M

ar-1

3Ap

r-13

May

-13

Jun

-13

Separated with Approved Active Quota

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CAREER WAYPOINT-ReenlistmentTake-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 windowQuota 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

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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

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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-PACTs4,412 S-PACTs530 E-PACTs(FY12 Fall EPA)

Key is aligning rating entry requests to needs of the individual ratings while balancing the PACT inventory

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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)

3. 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

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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

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Sailor Career Toolbox

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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)

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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.

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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.

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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).

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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)

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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.

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ESR data printed and submitted to OMPF1. 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)

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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

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_TIP_________Sorting documents by Field Code and Date enables a thorough review and quickly reveals missing documents.

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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.

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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

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View ESR data

• Navigate the ESR Home Page using links provided.

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ESR Home Page Left Navigation Bar

ESR Home Page Main Menu

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New user aid support record review

45

12

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.

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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.

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Plain Talk Series

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In Closing…

Understand current policies and programs

Ensure they are being managed appropriately

Engage your Sailors early

Make sure they understand their responsibilities for

their career

Questions?

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Back Up Slides

• Force Management Strategy

• Manpower-Personnel Balance

• Navy Force Management

• Other Key Functions

• Career Toolbox

• Career Waypoint – Reenlistment Misperceptions

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Force Management Strategy

Use all available levers

Balancethe force

Man seabillets

Reducefriction

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)

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WartimeRequire-

ments BilletsAuthorized

PositionsOnboard

M+1

BA

NMP(could be above

or below BA)COB

(could be above or below NMP & BA)

Required Funded “Expected” “Deck plates”

Need

PaidFor

Your Share Reality

Manpower-Personnel Balance

SMD/SQMDFMD

AMD EDVR MUSTER

“SPACES” “FACES”

“READINESS GAP”“FRUSTRATION GAP”

FIT GAP

≈ EPA

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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)

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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

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Career Toolbox

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67.98%

32.02%

NJP vs Reenlistment System

Retained w/ NJPSeparated 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

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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

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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

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PERS-40 ORGANIZATIONAL CHART

DIRECTOR

ENLISTED

DISTRIBUTION

DIVISION

CAPT ALLMON

PERS-40

DEPUTY

DIRECTOR

MR. DODGE

PERS-40B

SEABEE/SEAL

SWCC/EOD

BRANCH

PERS-401

SEABEE

ASSIGNMENTS

SECTION

PERS-401C

SWCC/SEAL/EOD

ASSIGNMENTS

SECTION

PERS-401D

SURFACE

ENGINEERING

BRANCH

PERS-402

NUC POWER

SUBMARINE

BRANCH

PERS-403

ENGINEERING

ASSIGNMENTS

SECTION

PERS-403C

WEAPONS

ASSIGNMENTS

SECTION

PERS-403D

NAVOPS/COB

ASSIGNMENTS

SECTION

PERS-403E

TRAINING

ASSIGNMENTS

SECTION

PERS-403F

AVIATION

BRANCH

PERS-404

AVIONICS

ASSIGNMENTS

SECTION

PERS-404C

AD, AZ, AB, AC, AG, AS, PR

ASSIGNMENTS

SECTION

PERS-404D

AW, AM, AME

ASSIGNMENTS

SECTION

PERS-404E

ADMIN/SUPPLY

DECK/SECURITY

ASSIGNMENTS

SECTION

PERS-405

COMBAT

SYSTEMS

ASSIGNMENTS

SECTION

PERS-406

MEDICAL

ASSIGNMENTS

BRANCH

PERS-407

CRYPTOLOGIC

ASSIGNMENTS

BRANCH

PERS-408

SEA SPECIAL

PROGRAMS

ASSIGNMENTS

BRANCH

PERS-409

PRECOM

PERS-409D

LCS

PERS-409CD

LCAC

PERS-409CD4

RIVERON

PERS-409CD9

DECOM

PERS-409DC

SHORE SPECIAL

PROGRAMS

ASSIGNMENTS

BRANCH

PERS-4010

RECRUITER

ASSIGNMENTS

BRANCH

PERS-4010C

RDC, MEPS, 9999

ASSOGNMENTS

BRANCH

PERS-4010D

DC PLACEMENT

ASSIGNMENTS

BRANCH

PERS-4010F

JOINT, NATO

ASSIGNMENTS

BRANCH

PERS-4010G

A SCHOOL

MANAGEMENT

SECTION

PERS-4010S

FULL TIME

SUPPORT

ASSIGNMENTS

BRANCH

PERS-4012

ENLISTED

READINESS

BRANCH

PERS-4013

DISTRIBUTION SUPPORT

PERS-4013DS

PLACEMENT

SUPPORT

PERS-4013PS

RATING

CONTINGENCY SUPPORT

PERS-4013RS

NAVY MUSIC

PROGRAM

ASSIGNMENTS

BRANCH

PERS-4014

SPECIAL

ASSISTANTS

BRANCH

PERS-4015

ENTITLEMENTS

PERS-40CC

INCENTIVE PAY

PROGRAMS

PERS-40DD

CMDCM

ASSIGNMENTS

PERS-40FF

AVAILABILITY

MANAGEMENT

PERS-40GG

HUMANITARIAN

ASSIGNMENTS

PERS-40HH

SENIOR

ENLISTED

ADVISOR

CSCM MARSHALL

PERS-40G ADMIN

OFFICER

LTJG POLK

PERS-40AONECCLCDR

CAMPBELL

USECDR

SISCO

NAELCDR

MCDONALD

SWECDR

GLANCEY

NIDELCDR

HOCUTT

FREMR.

BARBIER

34 Officers336 Enlisted -- 248 Detailers -- 73 Placement and Readiness -- 20 Special Assistants and Admin Support 62Civilians

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• 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

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CMS-ID ChangesNAVADMIN 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

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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

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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?

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Chief Petty Officer Early Return to SeaNAVADMIN 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

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• Candidates will be selected based on various factors which include:Length of time on Shore DutyRecent AdvancementFleet experienceNEC/Skills heldType of previous sea dutyRemaining 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 SeaNAVADMIN 230-10

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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 12-15months prior to PRD to ensure data is accurate; update preferences -9-7 months view availablereqs and apply

CCC-Review CMS/ID w/Sailors-Assist sailor withCMS/ID Negotiations

PLACEMENT

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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 asNeeds of the Navy

Detailing Time Line

COMMUNICATION IS THE KEY

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Detailing Challenges

PCS cost

RequisitionPriority

Sailor’sdesire

Needs ofthe Navy

SpouseCollocation

School quotaavailability

Training costEFMPTS

CareerEnhancement

Evals PRT/BCA

SpecialScreening

CommandInput

PRD Gender

Sea/shoreflow

Pay grade

Billet gap

PRD rollers

AssignmentDecision

AvailableRequisitions

HYTTime onStation

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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.

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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.

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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)

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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

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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.

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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

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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.

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• 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

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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/

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• 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

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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

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Special Programs

• OSA• Recruit Division Commander• Recruiting Duty• Command Chief / Senior Chief / Master Chief• White House• Camp David• PRECOM• LCS• MEPS

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QUESTIONS?

NPC Customer Service1-866-U-ASK-NPC1-866-827-5672DSN 882-5672