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Fleet Engagement(NAVREG MID-ATLANTIC 27-28 AUG 2013)

CAPT Bruce Deshotel Mr. Randy Miller EMCM Ted Hillebrand

Head 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

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Spouse Brief

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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 C-WAY-Reenlistment 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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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. 9

Community Overview

10

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. 10

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Enlisted Advancement

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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

E5 Average

E6 Average

Current Cycle 219

Solid lines = 10 yr avg

E4 36.9%

E5 39.9%

E6 13.3%

Historical E4/5/6 Aggregate Opportunity

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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

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

Advancement Center on Navy Knowledge Online (NKO)

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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

ts 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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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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CNAV BY SKILL SET

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CAREER WAYPOINTS TIMELINE

PR

D -9

PR

D

PR

D -7

PRD

NEEDS OF THE NAVY

CMS-ID Window

PR

D -12

SE

AO

S

Requisition Remain in place or retainability waiver granted

SE

AO

S -6

Sailors with < 24 months “ID card time” must submit PRD Application

3-2-1 INRATE CONVERT SELRES

SEA

OS -13

PR

D -10

SEA

OS -15

SEA

OS -10

SE

AO

S -3

Previous C-WAY Window: Starts 12 months from PRD, ends when approved or 6 months from SEAOS (with DFA) SELRES

Required programming changes:-PRD complete in Feb13-SEAOS complete in Jun13 Jul14 SEAOS Sailors first affected

• CMSID alignment (No C-WAY-Reenlistment Applications)

• Sailors negotiate orders• CCC Workload reduced (fewer

applications/counseling)• Clear PERS 4 demand signal

3 Options = In-rate, Conversion, SELRES2 Options = Conversion, SELRES1 Option = SELRES

3 Options

4 Reviews

2 Options

4 Reviews

1 Option

3 Reviews

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Sailor Career Toolbox

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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.

Sailor Career Toolbox

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New User AidSupport Record Review

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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In Closing…

Questions?

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Enlisted Placement and Distribution

PERS-40

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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 crossdecks 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 230-12

• 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 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 SeaNAVADMIN 230-12

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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 costEFMC-WAY

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