Cnp brief ccc 2010

Navy Manpower SITREP

RADM Don QuinnCommander, NPC / DCNP 28 June, 2010

Agenda

• Flood Update• Manpower Environment• The Cost of Manpower• Brilliant at the Basics• Continuum of Service• Selection Boards• Transformation of HR Service Delivery• Saved Rounds

Flood Update

4

Manpower EnvironmentFY10 to Date

Recruiting Retention

Zone A (0-6 yrs): 63.1%

Zone B (6-10 yrs): 70.4%

Zone C (10-14 yrs): 81.7%

Unplanned losses

Sailors with 3 PFA failures in

4 years 50%

Active: >100%

Reserve: >101%

Quality: 97% High School Graduates

80% upper half ASVAB

Conduct waivers

Nuke qualified accessions

Selected Reserve Historical Average FY10

Enlisted ~28% 18.7%Officer ~18% 15.6%

Reserve Attrition (Loss from Pay)

Diversity

35% diverse USNA Class of 2013

31% diverse NROTC Class of 2013

55

Strategic Landscape

Economy

End Strength –

–

+

+

Battle for High-end SkillsBattle for High-end Skills War for TalentWar for Talent

Default Employer of ChoiceDefault Employer of ChoiceLean and SelectiveLean and Selective

• Increase selected accessions• Fewer more expensive incentives• Performance-based stabilization• Protect high-end skills

• Reduced accessions• Reduced incentives• Involuntary actions for career force• Highly selective

• Higher propensity for enlistment• Tailored incentives• Optimize distribution / Fit• Selective

• Increased accessions• Broad incentive programs• Retention-focused policies• Less selectivity

1999

2010

Positioning for the recovery

Total Force Challenges

Delivering Fit with the Total Force

• Stabilize end-strength while facing…– New missions and a changing force structure mix

– Augmentee requirements

– Rising personnel costs

• Recognize demographic changes and… – Leverage diversity

– Address generational value-shifts

– Answer demand for alternative learning and development delivery

Guiding Principles

• Retain our best Sailors with the right skill mix

– Target incentives to critical skills ratings

– Keep a balanced force – seniority, experience, and skill sets matched to requirements

– Focus on performance – retain and safeguard careers of top performers

• Continue to attract and recruit our nation's brightest

– Continue our efforts as a "Top 50" organization

– Remain brilliant at the basics

• Stability and predictability

Balanced force – seniority, experience, and skills

8

Cost of Manpower

-

5,000

10,000

15,000

20,000

25,000

30,000

35,000

FY00 FY01 FY02 FY03 FY04 FY05 FY06 FY07 FY08 FY09 FY10 FY11 FY12 FY13 FY14 FY15 FY16

300,000

310,000

320,000

330,000

340,000

350,000

360,000

370,000

380,000

390,000

MPN BAH Healthcare POM-12 Non-Core IA Requirement PB11 End Strength

TY

$ (

M)

Ac

tive

Du

ty E

nd

Stre

ng

th

Example Programming Rates

Enlisted Officer CaptainCulinary Specialist (SN): $37,094

Culinary Specialist Second Class: $60,587

Machinist’s Mate Second Class (NUC): $75,587

Master Chief Machinist’s Mate (NUC): $151,755

LT (HR): $109,291

LCDR (HR): $131,580

LCDR (SWO): $137,480

LCDR (Pilot): $156,580

Aviation: $182,001

Surface: $186,101

Nuclear: $204,001

Medical: $227,201

Salaries at a Glance (Southeast Region)

Navy Rating(E-5/ >6 yrs)

Navy Salary (1) PrivateSector Title

Private SectorSalary (2)

City orRegion

Electronics Technician 2nd Class (ET2)

Base: $27,886Total Salary: $45,065

Electronics Technician – Intermediate

Base: $38,000Southeast

Region

Information Systems Technician 2nd Class (IT2)


LAN Administrator – Intermediate


Region

Personnelman/Yeoman/ Disbursing Clerk 2nd Class (PN/YN/DK2)


Human Resources Generalist Associate


Region

Engineering Aid 2nd Class (EA2)


Drafter-Intermediate


Region

Machinist Mate 2nd Class (MM2)


Maintenance Mechanic


Region

Aviation Mechanic 2nd Class (AM2)


Aircraft Mechanic Base: $43,140 Jacksonville

Signs of the Times 7 April 2010

Drawdown – Air Force to be cut by 6,000 airmen

Nearly 6,000 active-duty airmen - enlisted and officers - will be cut loose in the next two years because so few are leaving on their own to enter the tough civilian job market…

Air Force officials estimate the service would have to find nearly $200 million from existing accounts for salaries and benefits in 2010 alone if it does not begin trimming the ranks. They still expect to have additional personnel costs because of the phasing-in of the drawdown, but could not give a dollar amount. The drawdown is 1 of 3 reductions outlined to Air Force Times by Brig. Gen. Sharon Dunbar, the Air Staff's director of force management policy. Those measures will:

* Pare down the officer corps by 1,373 and the enlisted force by 4,376; the numbers do not include expected retirements and separations.

* Postpone until 2011 the commissioning of the 737 ROTC cadets who graduate this spring.

* Hold back enlisted recruitment by 2,681; recruits with delayed entry agreements not affected.

Enabling your Sailors to Compete“Brilliant on the Basics”

ENGAGE AND CHALLENGE YOUR SAILORS…

Easy acronym (SAILOR) for leadership to remember the “The Basics”

Sponsorship - First 72 hrs

Assign a reliable mentor - Key to mentoring success

Indoctrination - Schedule/include spouses

Leadership involvement - DIVO/LCPO/LPO- CDB Managers

Ombudsman Program - Introduce to ALL Sailors

Recognition Program - Award Sailors for hard work

Earl y Engagement

Transfer

AC or RC

Orientation

Career Development Boards

RetirementSeparation

Plan Evaluation

Early Engagement --- Set the conditions for Success

Perform to Serve (PTS)

• Serves as a force shaping tool, moving manning from overmanned to undermanned ratings and as a quality screening process for reenlistments– Applied to Zone A, B, and C Sailors– Applied to all ratings– First Class Petty Officers that have been selected or frocked to E-7

are exempt from PTS

• Nature of program– Centralized system with BUPERS-controlled quotas– Requires BUPERS authority to reenlist– Sailors may convert to an undermanned rating

PTS and Detailing

Ideal application period for personnel who require OBLISERV. Applications should be submitted 12 monthsPrior to PRD to allow maximum number of looks prior to Detailing Window.

15 months from

P

RD

12 months from

P

RD 9 m

onths from

PR

D

PR

D

7 months from

P

RD

Commands should conduct Career Development Boards on all personnel who are within 12-15 months of PRD. PTS Applications should be submitted 12 months prior to PRD for those who would be required to obligate for PCS orders.

CMS-ID Detailing Window

All Sailors should be under ordersNo later than 7 months prior to PRD

PTS APPLICATION WINDOW6 m

onths from

PR

D

PTS window extends beyond CMS-ID application window

**PTS / CMS-ID overlap due to detailing window shift from 9-5 months to 9-7 months in OCT 09 (NAVADMIN 249/09)**

Rescind PTS Quota (no action taken by member)

NEEDS OF THE NAVYCMS-ID apply

PTS SELECTION WINDOW

CO’s Checklist for PTS Success

Identify PTS eligible (PRD/EAOS) Sailors (via CIMS Unit Tracking)

Ensure CDBs are being conducted (15-24 months prior to PRD/EAOS)

Ensure all Sailors qualified in the Fleet RIDE program.

Ensure all qualified PTS applications are submitted (12-15 months to PRD/EAOS)

Review PTS monthly results via Naval Message (CMC/CCC)

Personally recognize Sailors approved for PTS

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 PTS.

Ensure Sailors not selected for PTS are provided counseling on the benefits of Reserve Affiliation.

Ensure PTS is briefed during Career Development Team Meetings

Ensure the Chiefs’ Mess maintains accountability of PTS with their respective departments/divisions.

1515

Continuum of ServiceRecruit Once, Retain for Life

Career Transition Office

Affiliations

Transition time: 30 8 days

Intermediate Stop

Reserve end strength

Seamless transitions supporting Fleet and Sailor needs

Selection Boards

• The Integrity of Our Process• The Navy selection board process enjoys a good reputation for integrity & fairness• Board members take an oath and sign a written order to never divulge any

proceedings and not divulge results until they are officially released. • Board members are prohibited from discussing adverse matters that are not

documented in an eligible’s record.

• Record Responsibility• Board eligible Sailors must exercise reasonable diligence to ensure their official

record is complete and accurate. Recommend 3 to 4 months prior to the board.

• Enlisted Eligibility Verification• Commands must verify the eligibility of those posted on the list on the NETPDTC

website • Verify accuracy and completeness of all eligible members in the command

Transformation of HR Services

• Goals of Personnel Services Delivery Transformation (PSDT)− Transformation of Navy personnel services programs, policies and processes

− Build, enhance and sustain our professional HR Workforce

− Identify & implement modernized personnel services

− Develop and deploy responsive, integrated technical capabilities

• Moving into an electronic environment that enables self-service

−ESR (Electronic Service Record)

−Web based Official Record view

−Electronic Leave

−Sailor facing web portal

−Robust Customer Service Center

Navy Counselors are critical to successful service delivery

SELECTION BOARD SUBMISSIONS

• Unnecessary board submissions clog the system• Utilize Web Enabled Record Review (WERR) to review your

record 3 to 4 months prior to a board• If it’s in WERR, it’s in your official record• If you are missing a document, call 1-866-U-ASK-NPC for the

procedures to submit it for your record.• Recheck WERR 45 days prior to your board. If still missing,

submit them directly to the Board.• Submitting a package does NOT enhance chances of

selection, unless it contains relevant items missing from your record.

Saved Rounds

• Enlisted GSA OSA • PRIMS scrub on promotion lists

– “Physically qualified for promotion”

• Record Review / package submissions– Use the tools available – WERR, ESR, BOL, etc.

20

Messages

• Stabilized end strength to FY12 ~329K

• Focus on performance

• Battle for high-end skills

• Proactive command programs optimize the chances of every Sailor to succeed in this competitive environment

“Top 50” positions us for the future

QUESTIONS?

21

Active End StrengthIncreased Mission While Decreasing End Strength

2001 2002 2003 2004 2005 2006 2007 2008 2009 2010

Increased Individual Augmentee Mission by 7,000 (Active)Increased SEAL/SOF/MAA demand

FAO & NECC

CyberASWNMD

AF

RIC

OM

/B

ISO

G/

Fo

rce

Pro

tect

ion

/S

eab

ee B

atta

lion

Riverine

377K

328K

Naval Coastal Warfare & FRP

Since 2001Average

End Strength~48K

ASW – Anti-Submarine WarfareNMD – Navy Missile DefenseSEAL – Sea Air Land

AFRICOM – U.S. Africa CommandBISOG – Blue in Support of GreenFAO – Foreign Affairs Officer

NECC – Naval Expeditionary Combat CommandFRP – Fleet Readiness PlanSOF – Special Operations Forces

MAA – Master at ArmsAC – Active ComponentIA – Individual Augmentee

Fleet Response Plan

Fleet Response Plan

Active Component IA Growth

Active Component IA Growth

Sizing Shaping Stabilizing

FY10 MPN Breakdown

Non-Discretionary Discretionary

Basic Elements of Pay, 89%

Other Entitlements, 2.5%S&I pays, 3.5%

PCS, 1%

PCS, 2%

S&I pays, 1.5%

Other pays, 0.5%

• Total MPN account is ~$27.0B– Baseline ~$25.5B– Supplemental & Reimbursables ~$1.5B– 96% non-discretionary, 4% discretionary

• PCS makes up 50% of discretionary funds

~17.5k ~5k

FY10-12 Rollers & POPCPCS Obligation Policy Change

~47.5k~22.5k

Oct 31 Dec30 Sep

FY12: ~70k moves @ ~$645M

FY10 FY11

~70k FY12 Cost Rollers ~22.5k 1st & 2nd Qtr Cost Rollers

~13.5k ~5k ~56.5k~13.5k ~4k

FY11: ~79k moves @ $714M

~70k FY11 Cost Rollers ~17.5k 1st Qtr Cost Rollers

~4k~9.5k ~66k~4k ~4k

FY10: ~79.5k moves @ $702.7M

~70k FY10 Cost Rollers ~17.5k 1st Qtr Cost Rollers

~5k

FY09 $$

FY10 $$

FY11 $$

~5k 2QR

~5k 2QR

FY12

31 Dec30 Sep

FY11

FY13

31 Dec30 Sep

FY12

PTS Stacking Algorithm

Sailors recommended for advancement by CO

Sailors in Highest Paygrades

Sailors selected for advancement, but not yet advanced (frocked)

Sailors last 2 regular promotion recommendations (EP, MP, etc)

Sailors who hold critical NECs

* Approved to Reenlist in Current Rate

* Approved to Convert to New Rate

* No Quota Available- Rolled over to Following Month

* SELRES Option

* Not Approved for Reenlistment or Conversion

Entry Point:

CO’s recommendation

for Retention required to enter the PTS Stacking

PTS OUTPUT

MILPERSMAN ART 1160-030Members must be Promotable and recommended for

advancement on the Last (2) Graded Evaluations to be Reenlistment Eligible (Professional Growth Criteria)

Sailors who PNA’d the last exam

PTS ALGORITHM WAY AHEAD(FLEET RIDE/PTS MERGER FY11)

•USE CORPORATE DATA

•PFA DATA (PRIMS)

•ADDITIONAL EVAL DATA (4 EVAL)

•MBR’S RANKING AGAINST CO’S CUMLATIVE AVERAGE

•WARFARE DESIGNATOR DATA

•USFF CRITICAL NEC LIST BY RATING BY PAYGRADE

•NJP DATA ??

PTS ALGORITHM WAY AHEAD(FLEET RIDE/PTS MERGER FY11)

•USE CORPORATE DATA

•PFA DATA (PRIMS)

•ADDITIONAL EVAL DATA (4 EVAL)

•MBR’S RANKING AGAINST CO’S CUMLATIVE AVERAGE

•WARFARE DESIGNATOR DATA

•USFF CRITICAL NEC LIST BY RATING BY PAYGRADE

•NJP DATA ??

THE GOOD NEWS…

Second Class Petty Officer over 4 YOSBase Pay + BAS + BAH (Millington)

Single Married

1981

2010

$14,400 $15,100

$44,600 $46,600

Does not include Sea Pay, SRB, SDAP, AIP, Flt Pay, Nuke Pay, etc.

27

Overseas Contingency Operation Support Assignments (OSA)

• IA with Backfill

• OSA/IA for enlisted

• Eliminate entitlement inequities

• Preserve Sailor and family support

• GSA/IA for officers

Preserve career choices, volunteerism and predictability

Salaries at a Glance: Norfolk

Petty Officer 2nd Class (PO2) over 6 years

PrivateSector Occupation

Private SectorBase Salary

Base:$27,886

Customer Service Rep – Intermediate

$29,200

Maintenance Mechanic $33,600BAS:

$3,359Human Resources Generalist – Associate

$36,300BAHw/Depn:

$14,784

Architectural and Civil Drafter $37,900CMA:

$392

Fire Fighter $35,590TotalSalary1:

$46,421Aircraft Mechanic $43,000

Cnp brief ccc 2010

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