Post on 19-Jan-2017
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UNITED STATES PACIFIC FLEETWhere it Matters, When it Matters, With What Matters
Sailor 2025 and Blended Retirement System
MCPO Tyrone Jiles Fleet Career Counselor
(808) 474-5848/DSN 315 474-5848Tyrone.jiles@navy.mil
Presented to all Navy Counselors, on 8 Nov 16UNCLASSIFIEDOverall Classification of this Briefing is
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Preparing for the Sailor of 2025Time for a New Approach
The Sailor of 2025
Industrial Personnel System
An Opportunity to Act Now
• Values career agility, choice• Autonomy, Mastery and Purpose• Family, Fitness, Dignity and
Respect
• Up or Out – Wait your turn• Rigid career path• Quantity over Quality
• Health of force, good and improving
• High retention and quality of new Sailors
• Stable environment• BCA/BBA/Sequestration• Increasing costs of manpower
Why Now?
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PSM Lead – RDML BrownEC Lead – RADM NowellRRL Lead – RADM White
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Modernized Personnel System
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Agile and TransparentIndustrial and Centralized
Current System
• Up or Out – Wait your turn• Rigid career path• Quantity over Quality• Process centric• IT Constrained• Centralized career decisions• Bureaucratic• Limited options to reward
talent
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Learning VisionContinuous learning across the Sailor’s career that results in increased Fleet readiness
and provides more efficient and affordable solutions
Mobile
Ready, RelevantModular
AdaptiveProgressive
Distributed
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Preparing for the Sailor of 2025
Learning Alignment
• Aligned across all Stakeholders
• Common solutions• Coordinates reuse,
repurpose of content• Single source oversight
Responsive IT
• Integrated capability• Tracks Sailor progression• Linked to evaluations• Adaptive assessments• Dashboards at multiple
levels – ISIC, Command, Sailor
Learning Continuum
• Training in DEP• Specialty Schools• Progressive NEC• Tailored solutions• Multiple learning modes –
Distance, Avatar, YouTube, Serious games
• Remote access• Integrated Values training
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FY17 and beyond Actions
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Ready, Relevant Learning
Expand the number of CAP quotas; use for both Sea and Shore
Pilot increased TYCOM involvement to identify top-performers – opportunity of EARLY promotion
Consider increasing the number of available CIVINS quotas for TYCOM distribution
Pilot monetized service selection at USNA to incentivize top talent
Implement JOIN interest inventory in the recruiting process
Personnel System Modernization
Pillar Specific Actions
Enriched Culture
Pilot "block learning" using existing curriculum to establish learning continuum for select ratings. Reengineer content to support mobile/modular learning across the continuum, eventually migrating away from the block learning
Begin transition of enlisted ratings to a modularized learning continuum increasing fleet time and Operational manning
Propose options to strengthen maternity, paternity and adoption programs
Ensure gender-neutral berthing on ships by 2025
Consider revision of the body composition standards to be more reflective of modern lifestyles
Set a goal for all operational units have >10% women, & increase by 20% the number of units with >20% women (enlisted by 2020; chiefs & officers 2025)
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History of Military Retirement
• 1973 - All Volunteer Force• 1980 - “Hi Three” retirement• 1986 - REDUX• 1999 - REDUX Repealed• 2000 - Thrift Savings Plan• 2018 - Blended Retirement System
Military retirement remained a “cliff-vested” (all or nothing), Defined Benefit (pension) based retirement while civilian world has transitioned to a Defined Contribution (401k)
based retirement
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The Case for Change
• Current system is expensive• Personnel costs increasing as
numbers are decreasing
• Current system is not fair• 83% of enlisted members do not
reach retirement
• Current system is outdated• Most retirement plans have moved
to 401k type
• Current system is not flexible• Member has no control over
retirement
COST OF AN OFFICER
COST OF AN ENLISTED
PENSION
PENSION
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Military Compensation and Retirement Modernization Commission (MCRMC)
15 Recommendations (3 categories)1. PAY and REQUIREMENTS2. HEALTH3. QUALITY of LIFE
PAY and REQUIREMENTS1. Help more members save for retirement,
leverage retention power of retirement, give Services greater flexibility to retain quality people
2. Provide more options for members to protect pay for their survivors
3. Promote members’ financial literacy4. Increase efficiency within RC status
system
“Thus, reforms to the current compensation package should be judicious, targeted improvements that “do no harm” to the bulk of the system…”
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Blended Retirement SystemHIGHLIGHTS
Current Retirement System:• All or nothing defined benefit
• 2.5% x YOS at 20 YOS
Blended Retirement System:• Hybrid System
• 2.0% x YOS at 20 YOS• Automatic 1% TSP gov’t
contribution at 60 days• Additional 4% TSP gov’t match
vested after 2 YOS*• Continuation Pay at 12 YOS• Lump sum option at retirement
All members with initial entry before 1 January 2018 are grandfathered• Members with less than 12 YOS on
31 December 2017 may OPT-IN
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Education and Draft TimelineEducation and Tools
• 4 Courses• Leadership • Financial Educators• OPT IN Eligible• New Accessions
• Calculators• Financial Counselling
Draft Timeline (subject to change as policy is developed)• Nov 2016: OPT IN eligible notification• NLT 1 Oct 2017: All Leadership complete training• NLT 1 Oct 2017: All Financial Counselors complete training• NLT 31 Dec 2017: All OPT IN Eligible complete training• 1 Jan 2018 – 31 Dec 2018: OPT IN window• 1 Jan 2018: All new accessions automatically enrolled in BRS• After 31 Dec 2018: OPT IN window for those with break in service, DIEMS
before 1 Jan 2018
BRS Training is a portion of Financial Literacy as described in NAVADMIN 161/16
JKO
Navy E-Learning
Military One Source
DVD
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Responsibilities• Notify• OPT IN and CP eligible
• Know the Resources• Financial Counselling• Websites• Calculators
• Educate and Train• Ensure you are informed and trained• Ensure your personnel are informed and
trained• Document
• Ensure Notification and Training is documented
BRS requires significant thought and decision making by the member
Assist members in making an informed decision, but do not provide advice!!!
• http:militarypay.defense.gov/BlendedRetirement/• JKO• Navy E-learning• Military One Source
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Summary
• BRS is an option to those that enter prior to 1 JAN 2018
• Some training already available, more coming in next few months
• Commands will be instrumental in helping Sailors make the right choice for their own decision
• BRS starts 1 JAN 2018, but preparation starts NOW!!!!
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Discussion & Questions?
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Where it Matters, When it Matters, With What Matters