NAVY

BUPERS 3

1

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

NAVY

BUPERS 3

2

BUPERS-3 Military Community Management

Overview

CAPT Bruce DeshotelHead Enlisted Community Manager, BUPERS-32Updated 27 August 2013

NAVY

BUPERS 3

3

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

NAVY

BUPERS 3

4

373,193

383,108

373,197

350,197

332,228

328,303

318,406

324,325

323,600

322,900

324,100

325,400 326,100

326,100

300,000

325,000

350,000

375,000

400,000

FY00 FY01 FY02 FY03 FY04 FY05 FY06 FY07 FY08 FY09 FY10 FY11 FY12FY13(A9) FY14 FY15 FY16 FY17 FY18 FY19

Actuals PB14 Controls

End-Strength

Changing End-StrengthStabilizing through the FYDPTotal End Strength 2000-2019

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

NAVY

BUPERS 3

5

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

NAVY

BUPERS 3

6

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

NAVY

BUPERS 3

7Data Source: NMPBS Cut Date: 02 Aug 2013

All Enlisted Active Duty LOS(OCS not included)

NAVY

BUPERS 3

8

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

NAVY

BUPERS 3

9

NPC WEBPAGE

http://www.npc.navy.mil

NAVY

BUPERS 3

10

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. 11

NAVY

BUPERS 3

12

Enlisted Advancement

NAVY

BUPERS 3

13

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

NAVY

BUPERS 3

14

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

NAVY

BUPERS 3

15

Career Navigator

NAVY

BUPERS 3

16

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

NAVY

BUPERS 3

17

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

NAVY

BUPERS 3

18

5 Reasons Career Navigator Will Work Better

1. Sailors 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

NAVY

BUPERS 3

19

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 Waypoints-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)

NAVY

BUPERS 3

20

CAREER WAYPOINTS-Reenlistment

Centralized re-enlistment approval(0-14 years of service)

Significant changes 1 Jun 13 & after:

Renaming of FleetRIDE/PTS to CAREER WAYPOINTS-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 Waypoints 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

NAVY

BUPERS 3

21

Career Waypoints CrosswalkImprovements under Career Waypoints

Old New

Fleet RIDE Career WaypointsPTS Career Waypoints – Reenlistment REGA Career Waypoints– 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 Waypoints -Conversion (RC)

RC2AC Manual Application Process RC to AC Transition requests automated in Career Waypoints –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

NAVY

BUPERS 3

22

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

NAVY

BUPERS 3

23

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 Waypoints-Reenlistment

Career Waypoints–Reenlistment Applications

3-2-1

NAVY

BUPERS 3

24

• 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 WAYPOINTS-Reenlistment Monthly Process

• ECMs load Reenlistment quotas available, SEAOS application shells loaded

• Commands review/validate, enter new applications• At end of month, applications collected—CAREER WAYPOINTS-

Reenlistment remains open• CAREER WAYPOINTS-Reenlistment sorts applications by EMC code and

YG• Algorithm run

NAVY

BUPERS 3

25

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 C-WAY 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

[ ]

[ ][ ]

[ ]

[ ]

[ ]

NAVY

BUPERS 3

26

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

26

NAVY

BUPERS 3

27

CAREER WAYPOINTS-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 WAYPOINTS

Use other programs to address misbehavior/ substandard performance Consider conversion options

Prepare for conversion well before CAREER WAYPOINTS windowQuota expirations (13 months or change to SEAOS or Current

Enlistment Date (CED)) If separating, consider SELRES affiliation (future RC>AC opportunity) Use command level CAREER WAYPOINTS-Reenlistment reports

NAVY

BUPERS 3

28

CAREER WAYPOINTS-Reenlistment Checklist for Success

Understand current CAREER WAYPOINTS-Reenlistment policy/algorithm and download C-WAY User Guide http://www.public.navy.mil/bupers-npc/career/careercounseling/Pages/CareerWaypointSystem.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 WAYPOINTS-Reenlistment applications are submitted

(13-15 months to SEAOS/PRD) Review monthly results via CAREER WAYPOINTS-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 WAYPOINTS-Reenlistment is briefed during Quarterly/Monthly

Career Development Team Meetings Ensure the Chiefs’ Mess maintains accountability of CAREER WAYPOINTS-

Reenlistment with their respective departments/divisions

NAVY

BUPERS 3

29

Rating Entry Methods & Requirements Navy-Wide Advancement Exam (NWAE)

Meet Time In Rate (TIR) requirements. Approved via the Career Waypoints-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 WAYPOINTS - 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

NAVY

BUPERS 3

30

CAREER WAYPOINTS – PACT Designation

1

1. Go to the NPC homepage at www.npc.navy.mil and click Career Waypoints.

2. Scroll down page to “Reference Material” and download current “PACT Quota Table”. 30

2

Important: Quotas differ based on individual Sailor’s Year Group.

NAVY

BUPERS 3

31

CAREER WAYPOINT - PACT Checklist for Success

Understand current CAREER WAYPOINT - PACT Designation policy

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

NAVY

BUPERS 3

32

Senior Enlisted Continuation Board

• 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

NAVY

BUPERS 3

33

Plain Talk Series

33

NAVY

BUPERS 3

34

OFFICER COMMUNITYMANAGEMENT EXAMPLES

- Force & Community Overviews

- BUPERS-3 Related Management Programs

NAVY

BUPERS 3

35

Red Levers

Requires Statutory Changes

Available, Not in use

Planned

FY13 Fall 2012 Signed OPA*FY13 Fall 2012 Signed OPA*

NOPPS Data as of 11 Jun 2013 Does not include LDO or CWO

Inv ROPA DeltaO6 1243 1359 -116O5 2832 2956 -124O4 4185 4262 -77O3 8200 7060 1140O2 5259 3783 1476O1 4418 3734 684

Total 26137 23154 2983

URLInv ROPA Delta

O6 1886 1941 -55O5 3538 3618 -80O4 5552 5916 -364O3 7610 7326 284O2 2223 1907 316O1 1407 1534 -127

Total 22216 22242 -26

RL+STAFF

ROPA/Inventory LOS & Force Management Tools

NAVY

BUPERS 3

36

POCR Board is a force shaping authority not a lateral transfer process

POCR Board Probationary Officer Continuation & Redesignation

Probationary Officer: Officers < 6 years of active commissioned service

Eligibility defined in POCR Business Rules (OCM section of NPC website) Attrite, warfare qualification loss, failure to obtain professional qualification/certification, etc.

POCR is a monthly board where candidates are recommended for: Redesignation: quota controlled, based on community requirements Separation: removal from Active Duty List (ADL) within four months with possible reserve (FTS,

SELRES or IRR) affiliation

POCR board considerations:

Redesignations Separations

POCRBoard

POCR Candidates

Individual preferences, personal statement, and sea duty/worldwide assignment potential

Command endorsement, letters of recommendation, and unique/skills, i.e., foreign language, etc.

USN investment in Officer, including graduate education, warfare qualification (MSR), commissioning source, degree/GPA, and/or prior enlisted service

Needs of the Navy and gaining community specific requirements

NAVY

BUPERS 3

37

FET SCHEDULE

NAVY

BUPERS 3

38

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?

NAVY

BUPERS 3

39

Back Up Slides

• Force Management Strategy

• Manpower-Personnel Balance

• Navy Force Management

• Other Key Functions

• Career Toolbox

• Career Waypoint – Reenlistment Misperceptions

NAVY

BUPERS 3

40

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)

NAVY

BUPERS 3

41

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

NAVY

BUPERS 3

42

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)

NAVY

BUPERS 3

43

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

NAVY

BUPERS 3

44

Career Toolbox

44

NAVY

BUPERS 3

45

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

NAVY

BUPERS 3

46

CNAV BY SKILL SET