NAVY BUPERS 3 BUPERS 3 Enlisted Brief UPDATED 7 July 2011 Fleet Engagement 11-14 July 2011
Nov 11, 2014
NAVY
BUPERS 3
BUPERS 3Enlisted Brief
UPDATED 7 July 2011
Fleet Engagement11-14 July 2011
NAVY
BUPERS 3Specific Community Management
Accession planning Quality, quantity, policy Lateral conversions/Redesignations
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 Career progression Geo Stability
Information dissemination Link, web pages, PAO efforts Fleet engagement visits
Force structure management Advancement/Promotions Career paths Retention Retirements Separations (early, hardship) Sea shore tour lengths Perform to Serve (PTS) Continuation/SERAD Probationary Officer Continuation and Redesignation
Board Enlisted Retention Board (ERB)
Incentives Pay Bonuses Special duty assignment pay (SDAP) Training incentives (STAR/HPSP)
Miscellaneous NEC changes, Occupational standards, ASVABs
Assess, monitor, inform, develop, review impacts—limited execution
Active & Reserve, Officer & Enlisted
NAVY
BUPERS 3
Force Shaping
NAVY
BUPERS 3
Officer Enlisted
FY11 Total Force LandscapeNavy Five-Year Defense Plan Profile
Total Force
“Pre-decisional”
NAVY
BUPERS 3Force Stabilization Tools
Reduced Accessions
“Blended” SRB
STE Policy
Selected TIG Waivers
Selected Early Out
Perform to Serve (Zones A/B/C)
High Year Tenure
E7-9 >20 Continuation Board
Special and Incentive Pay Reviews
Enlisted Retention Board (ERB)
ENLISTED OFFICER Probationary Officer Continuation &
Redesignation Board
Career Status Boards
Limit Retire/Retain and Age Waivers
Selected TIG 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
Force Shaping Lever Working Group Initiated
NAVY
BUPERS 3
End Strength
6
FY11 Strategic Context
Decreasing Attrition
Unprecedented Retention
Reenlistment Behavior
There is a moderate to strong positive correlation between unemployment rate and reenlistment rates
Sailors are staying out of trouble
0.0%
2.0%
4.0%
6.0%
8.0%
10.0%
45%
55%
65%
75%
85%
95%
FY 00 FY 01 FY 02 FY 03 FY 04 FY 05 FY 06 FY 07 FY 08 FY 09 FY 10 FY 11
Un
emp
loym
ent R
ate
Ree
nlis
tmen
t Rat
e Zone C
Zone B
Zone A
0.00%
2.00%
4.00%
6.00%
8.00%
10.00%
12.00%
Zone A
Zone B
Zone C
Sailors making earlier long term commitments
• E/S expected to decrease overall across the FYDP
A B C0
2,000
4,000
6,000
8,000
10,000
12,000
14,000
16,000
18,000
Goal
Actual
FY10 Only
New policy encouraged
long –term behavior
NAVY
BUPERS 3
7
FleetRIDE-Perform-to-Serve
NAVY
BUPERS 3Perform-To-Serve
8
PTS is a performance-based strength management tool
• Centralized re-enlistment approval(0-14 years of service) E6 and below
• Manages number of re-enlistments to staywithin fiscal controls
• Balances enlisted manning in each skill set
• Outcomes:
Re-enlist in current skill set
Convert to a different (undermanned) skill set
Transition to reserves
Separate
Denied-resubmit (up to 6x in 6 months)
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)
2011Navy’s primary tool to manage end strength and balance the force
1
2
3
4
5
NAVY
BUPERS 3
Perform-to-ServeUse and Timeline
9
Force Balancing / Shaping Tool• Performance based quota reservation system (In-rate / Conversion / SELRES)• Rating conversion (Overmanned Undermanned)• Controls reenlistment / continuation between zones• End strength management
24-15 15-12 12-6 6 5-3
• Career Development Board
• Use RIDE to review current quotas and opportunities
• Consider retaking ASVAB Submit PTS
Application
PTS Application Window
Orders negotiationwindow 9-7 mo
Final PTS determination
made
Reserve Component PTS
application
Months prior to Sailor’s End of Obligated Service (EAOS) as extended
Application Timeline
Results published monthly. Sailors receive notification of:Approved: In RateApproved: ConversionDenied: Denied Quota but may resubmit monthlyDenied Final: Denied quota and directed to separate at EAOS (as extended)
COC plays a critical role…
BUPERS 3
NAVY
Check to see if there are any “Conversion Out” quotas
Check to see if there are any “Conversion Out” quotas
Number of Year Group (YG) quotas published by ECMs
Number of applications submitted for available YG quotas
Check to see if there are any “Conversion Out” quotas
Check to see if there are any “Conversion Out” quotas
Number of Year Group (YG) quotas published by ECMs
Number of applications submitted for available YG quotas
NAVY
BUPERS 3
E1-3 E4 E5 E6 E7 E8 E9 Total
% INV to FY11 EPA 122% 102% 95% 100% 104% 99% 100% 102%
EPA (FY11) 1083 1143 3159 1241 582 183 32 7423
Total Inventory 1319 1164 3014 1241 605 181 32 7556
EPA (FY13) 1061 1146 2938 1204 603 167 32 7151
% INV to FY13 EPA 124% 102% 103% 103% 100% 108% 100% 106%
0 500 1000 1500 2000 2500 3000 3500
E1-3
E4
E5
E6
E7
E8
E9
EPA by Paygrade vs Inventory
EPA (FY11)
Total Inventory
EPA (FY13)
Community Manager – OS Rating
TOUR SEA SHORE Sea Shore 10/10 ALNAV1ST 54 36 E9 79% 124% 6% 11.9%2ND 48 36 E8 110% 90% 9% 10.4%3RD 48 36 E7 121% 92% 22.5% 18.2%4TH 36 36 E6 102% 97% 1.7% 10.7%5TH 36 36 E5 89% 106% 32.2% 16.0%6TH 36 36 E4 100% 152% 42.7% 24.0%7TH 36 36 E1-3 139% 7000% TIR TIR
Adv. Opp.ManningSea Shore Flow
ECM Notes: - Conducted Air Control HPRR, further discussion at multiple BRT’s.- Proposed changes support building AJM career path for air controllers utilizing NEC 0327 as apprentice base.- Rate manned at 102%.
Providing RED opportunity for “OS”, Limited NWAE.
Year Group Analysis
0
100
200
300
400
500
600
700
800
900
1000
201
1
201
0
200
9
200
8
200
7
200
6
200
5
200
4
200
3
200
2
200
1
200
0
199
9
199
8
199
7
199
6
199
5
199
4
199
3
199
2
199
1
199
0
198
9
198
8
198
7
198
6
198
5
198
4
198
3
198
2
Year Group
Inve
nto
ry
EPA
E1-E3
E4
E5
E6
E7
E8
E9
2012 EPA
2013 EPA
2014 EPA
Red Upper
Yellow Upper
Red Lower
Yellow Lower
NAVY
BUPERS 3
FR-PTS Stacking Algorithm
Sailors in Highest Paygrades
Sailors selected for advancement, but not yet advanced (frocked)
Cumulative Average of up to the 5 most recent Evaluations
Sailors who hold critical NECs/ OR RIDE score for Conversions
* Approved to Reenlist in Current Rate
* Approved to Convert to New Rate
* Denied - No Quota Available (resubmit application )
* SELRES Option
* Denied Final Action
Entry Point:
CO’s recommendation
for Retention required to enter the PTS Stacking
PTS OUTPUT
ECM Review• NJP DATA(ECM Review)
• Warfare Qualification (ECM Review)
Proximity to EAOS
PFA
MILPERSMAN ART 1160-030Members must be Promotable and recommended for
advancement on the Last (2) Graded Evaluations to be Reenlistment Eligible (Professional Growth Criteria)
NAVY
BUPERS 3FY-11 To Date A/C PTS Applications
62%
3%
4%
24%
7%
Total Decisions – 35,413
Approved In-Rate - 21,941
Approved Convert - 997
Approved SELRES - 1,456
Final Denied-Active - 8,621
Final Denied-Other - 2398
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NAVY
BUPERS 3
PTS Take-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 coming into PTS window
Use other programs to address misbehavior/ substandard performance
Push conversion option after 2-3 looks Alternative is likely a separation quota Still get in rate look first—increases opportunity (4/month vice 1) Prepare for conversion well before PTS window
If separating, push SELRES affiliation
NAVY
BUPERS 3
15
Enlisted Retention Board
NAVY
BUPERS 3
16
Board addresses select overmanned skill sets 31 skills sets, > 103% manned
~ 16K Sailors considered, retain ~13K E4 – E5 Board (22 Aug to 16 Sep) E6 – E8 Board (26 Sep to 21 Oct)
Each board presided by Flag Officer
Each record receives 2 independent reviews
Board outcomes• Selected for retention in rate• Approved for conversion• Not selected for retention (approved for transition to Selected Reserves)
Commanding Officers will have 7 days to notify/counsel affected Sailors before results posted
Enlisted Retention Board
Targeted method to improve fit in select overmanned skillsReduces “pressure” on Perform to Serve
123
NAVY
BUPERS 3ERB: Performance Indicators
All personnel eligible for the board will have their records reviewed for the following basic performance standards:• Substandard performance of duty• Declining performance• Detachment for cause per MILPERSMAN 1616-010• Removal of security clearance when required by rating• Military/civilian conviction or NJP• Administrative/personnel action for misconduct such as DUI,
DWI, spouse or child abuse
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Sustains Quality of the Force based on Performance
NAVY
BUPERS 3
Timeline and Conversion Opportunity
MAR APR MAY JUN JUL AUG SEP OCT-NOV
2011
18
JAN- MAR
OSD (P&R)notification
Eligibility announcement
NAVADMIN
Conversion applications
accepted
Conversion selection
Eligibility verification/
Sailors correspond with
Board
E4-5 Board
(4 weeks)Separation notification
Reserve Component application
SEP
2012
Separate
90-day operational waiver
Conversion application deadline extended to 15AUG for more to apply
JUN
E6-8 Board
(4 weeks)
Conversion Opportunity:• Only those Sailors not selected for retention by the ERB will be considered
for conversion• If selected for conversion, ERB result will be vacated and they will continue
service in their new rating
NAVY
BUPERS 3
FY 12 8-15 LOS Board Eligible Population of Overmanned Ratings
TOTAL ELIGIBLE POPULATION
23,696
NOTES: 1. EXCLUDES NUCLEAR RATINGS AND SRB RECIPIENTS based on
Spring SRB MSG.2. LOS 8-15 (YOS 7.01 – 14.99)3. Includes Time in Rate (TIR) greater than 1 year.
Population in PTS Window w/SEAOS in FY12:E7-E8: 0E6: 1,852E5: 3,700E4 666Total: 6,218
Population NOT in PTS Window with SEAOS > FY12:E7-E8: 1,612E6: 6,135E5: 9,201E4: 530Total: 17,478
EA H140 48 62 128.13% 284 235 120.85% 49 14 115.06% 5.79%
AG A410 137 208 152.04% 1095 935 117.11% 160 71 109.50% 7.61%
MMSW B130 497 803 161.52% 5225 4480 116.63% 745 306 109.80% 6.83%
GSE B121 174 236 135.74% 1300 1124 115.66% 176 62 110.13% 5.53%
FC B310 662 759 114.70% 4826 4245 113.69% 581 97 111.39% 2.29%
AS A430 275 395 143.89% 2030 1796 113.03% 234 120 106.32% 6.71%
SH B730 305 348 114.04% 2335 2099 111.24% 236 43 109.20% 2.04%
AZ A440 360 502 139.27% 2788 2517 110.77% 271 142 105.14% 5.62%
PS B710 516 614 119.04% 2926 2642 110.75% 284 98 107.03% 3.72%
AWV A550 119 143 120.61% 770 706 109.07% 64 24 105.60% 3.46%
AD A110 831 1091 131.35% 6006 5508 109.04% 498 260 104.31% 4.73%
AWR A505 233 268 115.00% 930 855 108.77% 75 35 104.68% 4.09%
AT A210 1096 1529 139.49% 8043 7414 108.48% 629 433 102.65% 5.84%
MR B250 95 105 110.24% 678 625 108.48% 53 10 106.92% 1.56%
ABF A102 235 342 145.45% 2287 2118 107.98% 169 107 102.93% 5.05%
CE H110 250 275 109.91% 1290 1196 107.86% 94 25 105.79% 2.07%
BU H100 412 428 103.95% 2468 2292 107.68% 176 16 106.97% 0.71%
AWF A530 213 252 118.45% 915 850 107.65% 65 39 103.03% 4.62%
SW H170 150 167 111.21% 834 777 107.34% 57 17 105.17% 2.17%
CM H120 367 403 109.77% 1927 1798 107.17% 129 36 105.18% 1.99%
EO H150 346 356 103.04% 1626 1520 106.97% 106 10 106.28% 0.69%
PR A450 274 331 120.97% 1709 1601 106.75% 108 57 103.16% 3.58%
UT H190 177 182 102.77% 1004 941 106.70% 63 5 106.17% 0.52%
ETSW B420 1074 1223 113.87% 6850 6451 106.19% 399 149 103.88% 2.31%
STG B340 531 611 115.03% 2980 2817 105.79% 163 80 102.95% 2.83%
RP B720 134 146 108.90% 790 752 105.05% 38 12 103.47% 1.59%
AE A200 567 772 136.10% 4383 4175 104.98% 208 205 100.08% 4.90%
AM A130 1147 1570 136.83% 7404 7070 104.72% 334 334 100.00% 4.72%
MN C160 164 192 117.21% 914 882 103.63% 32 28 100.43% 3.20%
OS B440 1122 1452 129.40% 7510 7264 103.39% 246 246 100.00% 3.39%
EMSW B210 586 604 103.10% 3731 3618 103.12% 113 18 102.62% 0.50%
MT C180 243 243 100.00% 1233 1201 102.66% 32 0 102.66% 0.00%
DC B200 484 513 106.06% 2933 2857 102.66% 76 29 101.63% 1.03%
MM(SS) C150 438 475 108.48% 2170 2114 102.65% 56 37 100.89% 1.76%
ABH A103 531 622 117.12% 4864 4764 102.10% 100 91 100.19% 1.91%
LS B740 1581 1706 107.92% 8813 8652 101.86% 161 125 100.41% 1.45%
AO A420 1187 1435 120.93% 7854 7720 101.74% 134 134 100.00% 1.74%
QM B450 373 472 126.65% 2197 2163 101.57% 34 34 100.00% 1.57%
IC B230 289 327 113.24% 2104 2078 101.25% 26 26 100.00% 1.25%
HT B220 341 402 117.81% 2374 2352 100.94% 22 22 100.00% 0.94%
AME A131 196 280 143% 1386 1379 100.51% 7 7 100.00% 0.51%
BM B400 868 1117 128.68% 5267 5247 100.38% 20 20 100.00% 0.38%
AC A400 411 467 113.75% 2460 2454 100.24% 6 6 100.00% 0.24%
ABE A101 340 397 116.73% 2692 2687 100.19% 5 5 100.00% 0.19%
RATING EMC
FY12 LOS 8-15 Spread
EPA
Enlisted Retention Board Target Population (FEB11)
NAVY
BUPERS 3
Conversion OpportunityUndermanned Ratings
Conversion eligibility requirements waived to allow all ERB eligible Sailors maximum
opportunity to convert• Years of Service: Greater than 12 years
of service can apply• Paygrade: All personnel regardless of
paygrade can apply• PRD: Personnel with more than 12
months to PRD can apply• Minimum activity tour: No restriction for
minimum activity tour requirement• PCS: Personnel in receipt of PCS orders
can apply• OBLISERV: No restriction for Obliserv
requirements incurred as a result of reenlistment, training or other programs20
The following ratings will accept applications for
conversion:
CS(SUB) CTR
FT HM
CTI CTT
ITS NCC
CTM ET-NAV
LS(SUB) YN(SUB)
CTN ET-RADIO
MM-WEPS (SUB)
NAVY
BUPERS 3Transition Assistance for ERB Sailors
Proposed NAVSEA/NAVAIR/SPAWAR “shipmate to workmate” hiring program/job fair
Pending Contracted professional job placement, interview skills, resume writing (90 days)
Mandated 60 days INCONUS prior to separation
Sailor choice of transition date (command endorsed)
Command waiver for operational necessity (90 days)
21
Transition Assistance Program Involuntary separation pay
(monthly base pay x12 x years-of-service x 10%)
Transitional TRICARE (180 days) + premium based medical coverage (18 months Continued Health Care Benefit Program (CHCBP))
ID card for access to medical and other benefits
Extended Commissary and Exchange (2 years)
Enhanced Benefits for ERB SailorsCurrent Benefits for Invol Seps
Still in development
NAVY
BUPERS 3
Senior Enlisted Continuation Board
• NAVADMIN 194/11 (052211ZJUL11) outlines criteria, board membership and defines those in exempt billets• Convenes 5 Dec 2011
• A performance-driven review of Master Chiefs, Senior Chiefs and Chiefs with more than 19 years of service and three years time in grade
• No quotas
• Documented misconduct and substandard performance are the primary reasons a Sailor would not be selected for continued service.
• Examples (listed in the NAVADMIN) include:• Substandard Performance of Duty• Declining Performance • Military or civilian convictions, and non-judicial punishment.• Inability to perform duties required by rating, such as through removal of
security clearance
• Members not selected for continuation must transfer to the Fleet Reserve or retire NLT 30 September, 2011
NAVY
BUPERS 3
CAREER DEVELOPMENT FOUNDATION “Brilliant on the Basics”
ENGAGE AND CHALLENGE YOUR SAILORS…Easy acronym (SAILOR) for leadership to remember the “Brilliant on the Basics”
Sponsorship/First 72 hrs
Assign a reliable mentor (key to mentoring success)
Indoctrination (schedule/include spouse)
Leadership involvement (DIVO/LCPO/LPO- CDB Managers)
Ombudsman Program (Introduce to ALL Sailors)
Recognition Program (Awarding Sailors for hard work)
Earl y Engagement
Transfer
AC or RC
Orientation
Career Development Boards
RetirementSeparation
Plan Evaluation
Early Engagement ---Setting The Tone for Success
NAVY
BUPERS 3 PREPARING FOR ADVANCEMENT
• Make sure all eligibility requirements are met
• Make sure you understand sustained superior performance on evals
• Ensure you know about the tools to help succeed (Bibliography, AESG, schools, profile sheets, etc.)
• Use the Advancement Exam Strategy Guide (AESG) to help focus on study plan.
• START EARLY--don’t wait until the last minute!
• Verify all info is current and accurate on worksheet and answer sheet
NAVY
BUPERS 3
QUALIFYING TO TAKE THE EXAM
• CO recommendation
• Meet minimum time in rate (TIR) requirement
• Proper Path of Advancement
• Meet requirements for rating (i.e. citizenship, security clearance, and training prior to date of exam)
Requirements must be met for PACT Sailors
- Counseled by their Career Development Team (CDT) and submit application through FLEET Ride
- Must receive approval through FLEET Ride prior to the date of examination
NAVY
BUPERS 3
Select
NAVY
BUPERS 3
Click on
NAVY
BUPERS 3
Choose Exam Cycle and prospective Paygrade
NAVY
BUPERS 3
Look Before You Walk!
• Secure Retirement Pension• Medical Retirement Benefits• Extra Monthly Income • Navy Camaraderie, SGLI, Paid Travel and
more…
Navy Reserves
A Commitment To The Navy Reserve Earns:
NAVY
BUPERS 3
Benefits
• Reserve Retirement benefits (after 20 qualifying years of service)
• Affiliation Bonuses and Critical Wartime specialty pays (NAVADMIN 294/10)– Up to $20K
• 2 Yr Mob Deferment (NAVADMIN 007/07)• Receive 1 day of pay per every 4 hours of drill. Receive 4
days of pay for a typical drill weekend along with flexible drill opportunities.
• Full low cost medical coverage for you and your family. Tricare Reserve Select while drilling. At age 60, Tricare Prime Family Dental Plan
• SGLI $400,000 ($29 a month)• Foreign Language/Cultural Studies Bonus • Network for jobs and business opportunities (Priceless)
NAVY
BUPERS 3
Benefits con’t
• Montgomery GI Bill ($333 a month full time)– 6 year drill obligation, No out of pocket cost
• POST 9/11 GI Bill
• Camaraderie, pride and patriotism
• Recall / Active Duty for Special Work (ADSW)/Full Time Support (FTS) opportunities
• Educational Benefits (Navy College, Dantes, CLEP, Apprenticeship Program, Tuition Assistance)
• Space “A” availability for air travel
• Full MWR privileges (golf, gym, & theater)
• Thrift Savings Plan
• Unlimited Navy Exchange & Commissary visits
NAVY
BUPERS 3TRICARE Reserve Select
• Monthly Premium $49.62 • Annual deductible E4 &
below: $50• Annual deductible E5 &
above: $150• Prescription Drug Plan $3
Generic $9 Brand Name
MEMBER ONLY• Monthly Premium $197.65 • Annual deductible E4 &
below: $100• Annual deductible E5 &
above: $300• Prescription Drug Plan $3
Generic $9 Brand Name
FAMILY
TRS COST/PAYMENTS
NAVY
BUPERS 3
What to expectduring a drill weekend
Typical Drill Weekends:
• Once a month (most NOSC) Larger NOSC 2 drill weekends (only required to attend 1)
• Readiness requirements– Orders (AT/ADT/IDTT/ADSW/ADOS)– MOB/IA Screening– Medical/Dental– Uniforms – NKO – PG2/SGLI– Wills/Power of Attorney
NAVY
BUPERS 3
What to expect during a drill weekend con’t
Typical Drill Weekends:• Administrative requirements
– Unit musters (4 Total, 2 x day) – PFA (Spring/Fall)– Evals/Fitreps– Urinalysis– CDB’s– Reenlistments/Extensions– Change of rating/HYT/Age 60 waiver request– Exams (Feb/Aug)– Bonus– MGIB-SR (SOU/NOBE)
NAVY
BUPERS 3
Jul-09
Oct-09
Jan-10
May-10
Aug-10
Nov-10
0
10
20
30
40
50
60
70
80
66.967.471.8
24.824.8
34.4 ActiveLinear (Active)SelresLinear (Selres)
Exam Dates
E-4
% o
f Adv
ance
men
t
Jul-09 Oct-09 Jan-10 May-10Aug-10Nov-100
5
10
15
20
25
30
35
40
27.430.1
36.6
15.615.719.6 Active
Linear (Active)SelresLinear (Selres)
Exam Dates
E-5
% o
f Adv
ance
men
t
Jul-09
Oct-09
Jan-10
May-10
Aug-10
Nov-10
02468
1012141618
12.414.2
16.2
10.41212.2
ActiveLinear (Active)SelresLinear (Selres)
Exam DatesE-
6 %
of A
dvan
cem
ent
SELRES VS ACTIVE DUTY ADVANCEMENT OPPORTUNITY
NAVY
BUPERS 3
CTO Contact Information
• Web-site– http://www.npc.navy.mil/CareerInfo/Transition/
• Email– [email protected]– [email protected]
• Phone– 1-866-U-ASK-NPC– (901) 874-4108
Career Transition Office
NAVY
BUPERS 3
In Closing…..
Community Management Force Shaping Fleet RIDE – Perform to Serve
Who and when to apply Remember conversion options
Enlisted Retention Board (ERB)
Career Development Evals - Are you doing everything to make yourself successful
Advancement - Study habits, exam preps
Navy Reserves Benefits Expectations
NAVY
BUPERS 3
38
Questions?