pers3 leadership brief

1

BUPERS 3Military Community

Management

UPDATED June 2010

2

Military Community Management Aligned in Echelon II to Increase Effectiveness

DCNO for MPT&E / Chief of Naval Personnel (N1)

N10 N11 N12 N13 N16

Echelon I

Echelon II

Echelon III

NAVY PERSONNEL

CODESCNRC RTC

NETC

BUPERS-3Community Management

BUPERS 31 (OCM) / BUPERS 32 (ECM) / BUPERS 320 (CCD) / BUPERS 34 (Analysis)

NETC N7

N14 N15

Deputy Chief of Naval Personnel (DCNP)

N095

CNRFC

PMO Enterprises

CNRF

3

Community ManagementBUPERS-31 (Officer) / BUPERS-32 (Enlisted)

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 flow Career Progression

Information dissemination Link, web pages, PAO efforts

Career Development Programs and Policies

NC Technical Advisor Enlisted Career Development Policies

Force structure management Advancement/Promotions Career paths REGA/PACT Retention Retirements Separations (early, hardship) Sea/Shore Flow tour lengths Perform To Serve (PTS) Continuation/SERAD Probationary Officer Continuation and

Redesignation Board

Incentives Pay Bonuses Special duty assignment pay (SDAP) Training incentives (STAR/HPSP)

Miscellaneous NEC changes, Occupational Standards,

ASVAB/AFCT, language management

4

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

AFR

ICO

M/

BIS

OG

/Fo

rce

Prot

ectio

n/Se

abee

Bat

talio

n

Riverine

377K

328K

Naval Coastal Warfare & FRP

Since 2001Average

End Strength~46K

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

Active Component IA Growth

Sizing Shaping Stabilizing

5

OPlan FY10 End Strength: 271,649– End Strength as of end of 8 Jun: 273,993– Delta = +2,344 To achieve end strength reductions:

Reduction in AccessionsPTS (Zones A, B & C)

Voluntary Separation Pay (Not currently used)HYTPFAEarly Transition Program (NAVADMIN 025-10)Time In Grade -TIG Waivers (NAVADMIN 370-08)Continuation Boards (NAVADMIN 030-09)

Enlisted Strength through FY-10

6

OPlan FY10 End Strength: 52,801– End Strength as of end of 8 Jun: 52,931– Delta = +130

To achieve end strength reductions:Reduction in AccessionsVoluntary Separation Pay (Not currently used)Minimum Service Requirement -MSR (Not currently used)Involuntary Release from Active Duty -IRAD (Not currently used)PFATime In Grade Waivers (NAVADMIN 371-08)Years of Commission Service -YCS Waivers

Officer Strength through FY-10

7

0

5000

10000

15000

20000

25000

30000

35000

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30

Years of Service

Inve

ntor

y

EPA E1-E3 E4 E5 E6 E7 E8 E9 EPA 2012by Year Group

Zone A Zone B Zone E Zone D Zone C

• Zone ‘C’ PTS• HYT Waivers• Vol Sep Pay

E4 HYT

E5 HYT

E7 HYT

E8 HYT

• Zone ‘B’ PTS• HYT Waivers• Vol Sep Pay

E6 HYT

E9 HYT

14----------------------------Indefinite Enlistment CPO---------------------------30

20----------CPO Continuation Board-----------30

20---------- Time-in Grade Waivers-------------30

Current Enlisted INV vs FY10 & FY12 EPA

Data Source: NMPBS As of Date: 17 APR 2010

Reduced AccessionsFY05-FY07

Filling with PACTS andPTS Conversions

Force Shaping Principles:- Protect accessions- Protect 15-20 yrs of service- Disciplined distribution- SRB for the right skills- Manage at the rating/NEC level

8

Transients29%

Patients, Prisoners

and Holdees [1,202]

3%

Students 68%

TPP&H/Student Pipeline

LIMDUs & DNEC 0054/0055

237,892

Distribution of Navy Wide Enlisted Assets

Of 288,215 total enlisted, 15% (43,005) were non-distributable and 2% (7,318) were LIMDU or had DNEC of 0054/0055 on May 2010.

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 with the DNEC 0054/0055. On

11 May 10, there were 75 Sailors in ACC 105 that also had DNEC 0054/0055.

4,510

1,931

29,496

12,307

Billets AuthorizedDistributable 244,185Students ** TPP&H 9,123Total 253,308

7,318

(Numbers are USN & FTS personnel)

Pregnancies from Sea (DNEC

0054/0055)45%

LIMDU (ACC 105)

55%

3,998

3,320

Total Distributable – 245,210 (85%)(includes LIMDU and DNEC 0054/0055 whichmake up 2% of the distributable manning)

Total Non–Distributable – 43,005 (15%)TPP&H – 13,509 (4%); Students – 29,496 (11%)

Date of Data: May 2010**Under Verification

9

NAVY RETENTION AND ATTRITION

10

ZONE AReenlistment Rate Prediction & Progress

7.12 Attrition Rate

64.7%

55.8%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%

FY09 Goal (54%) FY09 12 Month Cumulative AverageFY09 FYTD FY09 Monthly RE RatesFY10 Goal (55%) FY10 12 Month Cumulative AverageFY10 FYTD FY10 Monthly RE Rates

Updated 31 May

11

ZONE BReenlistment Rate Prediction & Progress

2.08 Attrition Rate

67.7%

70.7%

50.0%

60.0%

70.0%

80.0%


Updated 31 May

12

ZONE CReenlistment Rate Prediction & Progress

1.43 Attrition Rate

80.6%81.3%

70.0%

75.0%

80.0%

85.0%

90.0%


Updated 31 May

13

Managing Skills Mix and End Strength (PTS/REGA/Continuation Board/PRP)

FORCE STABILIZATION

http://www.navy.mil/view_single.asp?id=39737





14

PERFORM TO SERVE

Retaining Highly Skilled Motivated Sailors

15

Perform To Serve (PTS)

Acts as a force shaping tool by leveling rating manning from overmanned to undermanned and acts as a quality screening by controlling reenlistments– Applied to Zones A, B, and C Sailors– Applied to all ratings– Sailors in paygrade E-6 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

16

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

17

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

PR

D

12 months from

PR

D 9 months from

PR

D

PRD

7 months from

PR

D

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 OBLISERV 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

PRD

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)**

NEEDS OF THE NAVYCMS-ID apply

PTS SELECTION WINDOW

4 months from

PR

D

PTS Quota removed if not under Orders

18

Early Application Exceptions:

•Personnel who require to re-enlist for orders (ex.. PRD Prior to EAOS)

•STAR /NUCs / GI Bill eligibility and other special situations are

eligible to reenlist greater than 12 months prior to EAOS.

15 3

SEAOS

Application Window

AC/FTS Processing Window (In-Rate & Conversions)

SELRES Processing Window

12 9 6

Critical Detailing Touch Point

Critical CTO Touch Point

PTS Critical Touch Points

Critical ECM Touch Point

AC/FTS Quota Granted?

NoAC/FTS or SELRES

Application?SELRES

Only

AC/FTS Only

Critical Command Touch Point

Critical PTS Recoup Point

19

PTS Timeliness DataOn time submission of PTS applications:

0

20

40

60

80

100

FY07 FY08 FY09 FY10

Zone AZone BZone C

76% 78% 86% 73%

18%

89%96%

74%

20

PTS Separation Messages

050

100150200250300350400450500

FY07 FY08 FY09 FY10

# of Sailors

Separation message received after only 1 look in PTS due to late submission of application (less than 6 months)

167

248

459

243

21

Sailors who received INRATE Quota on last look

507090

110130150170190210230250

2007 2008 2009 2010

Zone AZone BZone C

181

192

816

192

228

13 0

22

PTS POLICY UPDATES NAVADMIN 128/10 was released on 12 Apr 10 and outlined several Perform To Serve

(PTS) policy changes and procedure updates. The below discussion is provided to clarify areas of the NAVADMIN that may be ambiguous or confusing.

– Applications must still be submitted for Sailors who are not eligible for reenlistment. This new change assists in accounting for all affected Sailors. Be sure to insert "NO" in Question 1 (Is member eligible for reenlistment?).

– If a Sailor is otherwise eligible for reenlistment in all respects and desires NOT to reenlist as indicated in Question 1 (Is member eligible for reenlistment), then Sailor will receive a separation quota on their first look vice receiving the normal six (6) looks.

– Allow for SELRES Quotas to be requested between 15 months and 3 months prior to EAOS (as extended).

– Commands are required to submit a NAVPERS 1070/613 (Page 13) (scan and email) to BUPERS-32 (appropriate Enlisted Community Manager) when Sailors who previously received an in-rate or conversion quota subsequently decides that they no longer desire to utilize the quota.

– Sailors with an active duty PTS approval who fail to negotiate orders will have their PTS approval cancelled four (4) months prior to their PRD. To request additional PTS reviews for a Sailor, commands should contact the respective Enlisted Community Manager (ECM).

– Commands are required to immediately notify the applicable Enlisted Community Manager of any actions that would adversely affect PTS eligibility status. (e.g., loss of security clearance, three-time PFA failure within the current 4-year period, Reduction In Rate, Non-Judicial Punishment, refusal to OBLISERV)

http://www.npc.navy.mil/NR/rdonlyres/E5906C7C-A087-4D3A-92E7-7ACE4C9DF76D/0/NAV10128.txt

http://www.npc.navy.mil/NR/rdonlyres/E5906C7C-A087-4D3A-92E7-7ACE4C9DF76D/0/NAV10128.txt

23

FUTURE PTS ENHANCEMENTS

Beginning in First Quarter FY11, PTS will be merged with Fleet RIDE which will contain pre-populated corporate data on each individual Sailor that falls in the PTS timeframe. CCCs will need to verify the information provided and will be able to modify the application to update the application to reflect current status (i.e., new evaluation that has not hit the corporate system).

Commands will be able to view both in-rate and conversion quotas on a monthly basis.

PTS eligibility requirements will be based on SEAOS (EAOS as extended) vice EAOS.

PTS submission requirements will be based on PRD/SEAOS, with the ability to apply for EAOS still available via the "Early Submission" process.

An improved PTS algorithm will be using more information to better grade a Sailor on their overall performance.

24

PTS Checklist for 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 (e.g., Monthly CO’s Call)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 Quarterly/Monthly Career Development

Team Meetings Ensure the Chiefs’ Mess maintains accountability of PTS with their

respective departments/divisions.

25

EPA CHASEEPA CHASE

Measures of Success/Way AheadMeasures of Success/Way Ahead

Community Manager – PS RatingEPA v. Inventory

0

1000

2000

3000

4000

5000

6000

2007

2008

2009

2010

2011

2012

2013

Inventory EPA

~500 EPA reduction each FY due to CIVSUB Initiative

FY10 Projected Losses (Pending): 175

- FLT RES: 69

- ESEP: 1

- HYT: 38 (E4 = 31; E5 = 6; E6 = 1)

- PTS: 62

Projected End of FY10 Manning: 103% (Projected INV 3145 / EPA: 3049)

Curr INV (3214) – Proj Losses (170) + Accessions (101) = Proj INV (3145)

***Final FY11 EPA reduction of ~574 will Overman the rating***

Continue enforcing HYT policy

Rating closed to Lateral/Direct/PTS Conversions In/Strikers (REGA)

Authorizing Lateral/Direct/PTS Conversions Out

Supporting ESEPs

Reducing PTS Inrate Quotas

No STEs for Zones A, B, and C

Stabilize EPA, continue to scrutinize BCRs

Projected End of FY10 Manning: 103%

26

RATING ENTRY FOR GENERAL APPRENTICES

(REGA)

27

Rating Designation (REGA) for Top Performing SAILORS

NAVADMIN 197/09 released 01 Jul 09 outlined improved GENDET/PACT Sailor designation process for top performing Sailors utilizing Fleet RIDE

Enhanced Fleet RIDE capability vectors non-designated Sailors to undermanned ratings– Facilitates Sailors getting career tracks that balance Navy requirements and

Sailor choice

– Supports commitment to place PACT and Legacy GENDET Sailors into ratings within 24 months after reporting to first duty station

– Affords real-time quota visibility

– Applications only submitted after qualification/screening process.

– ECMs communicate results via Fleet RIDE at the end of each cycle

Final results for March E-4 NWAE rack and stack:– 713 approved for NWAE, 49 approved for Rating Entry Designation (RED), 304

approved for 'A' school and 61 approved to change apprenticeships

28

REGA RESULTS

April 2010• 129 only applied for 1 rating choice

• 56 applied for 2 rating choices


March 2010• 135 only applied for 1 rating choice



May 2010• 167 only applied for 1 rating choice



29

0

2

4

6

8

10

12

14

16

18

20

0 2 4 6 8 10 12 14 16 18 21 23 25 29 31 33 37 39 42 45 47 49 51 54 59 61 65 67 71 73

Denied REGA with Qualified Rates

Rates Qualified

# of Sailors

30

REGA Challenges

BM applications– 372 applications with BM as 1st choice– 95 Quotas, 112 approved

YN applications – 279 applications with YN as 1st choice– 34 Quotas, 39 approved

Rates that have more quotas than applications– ET, HM, CTN

31

Senior Enlisted Continuation Board NAVADMIN 180/10 (1901139ZMAY10) outlines criteria, board

membership and defines those in exempt billets• Convenes 20 Sept 2010• A performance-driven review of Master Chiefs, Senior Chiefs and Chiefs with

more than 20 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 Failure to maintain Physical Fitness Assessment standards 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 NLTJune 30, 2011

32

PHYSICAL READINESS PROGRAM (PRP)

NAVADMIN 247/09 provides policy updates and clarification.

HIGHLIGHTS: Sailors with 3 PFA failures in the most recent four-year period may not

transfer, reenlist, or extend.

Per NAVADMIN 073/09, progress waivers are no longer authorized. Progress waivers granted during the 2009 cycle 1 PFA (prior to 30 June 2009) expire upon completion of the next PFA or 31 December 2009, whichever occurs first.

Sailors who were granted a progress waiver and still have three or more PFA failures in the most recent four year period after waiver expiration shall be processed for administrative separation unless a readiness waiver is requested by the commanding officer from his/her Immediate Superior In Command (ISIC).

33

Conditional/Short Term Extension

Control of Conditional/Short Term Extensions (STE) NAVADMIN 007/09: Short Term Extensions are CONDITIONAL extensions (1-23 months)

Long Term Extensions are UNCONDITIONAL extension (24-48 months)

Restrictions: Sailors with 3 or more PFA failures in a 4 year period MAY NOT execute a STE

for the purpose of passing a PFA.

PTS extension will not be granted for GENDETS who have not been selected for a rating or converted in the PTS window. (No more GENDET reapply option.)

Commanding Officers shall not authorize STE for Sailors in Overmanned Ratings listed in para 1A of NAVADMIN 007/09 without a waiver from NAVPERSCOM.

Exceptions are: Maternity benefits, Obtain OBLISERV for PCS orders or IA assignment, Approved Fleet Reserve, Extension associated with initial entry level training

34

Selective Reenlistment BonusPROGRAM HIGHLIGHTS LATEST SRB NEWS: NAVADMIN 175/10 announces revised SRB award level for

AC and FTS. Increased award levels effective immediately and decrease are effective 30 days from DTG 142053Z MAY10.

Sailors can reenlist for SRB no more than 90 days prior to their EAOS. Requests must to be submitted 35-120 days prior to the requested reenlistment date.

For the first time, Sailors who receive an "early promote" rating on their most recent regular evaluation may reenlist early for SRB anytime during the fiscal year (FY) of their end of active obligated service (EAOS).

EXCEPTIONS Sailors serving in tier one skills as well as the exceptions of OPNAVINST

1160.8A para 12 are eligible to reenlist anytime within the FY of their EAOS. Sailor who are eligible for COMBAT Zone Tax Exclusion (CZTE) or serving in a

Hazardous Duty Area (HDA) and have an EAOS in most current fiscal years are eligible to reenlist anytime within that fiscal year and are not subject to 90 day

35

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 (Rewarding 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

36

CO/CMC/CCC CHECKLIST FOR SUCCESSFormalize strategy with CO/XO/CMC/CCC

Review of command retention assessmentReview of command advancement resultsAwareness of retention goals – aggregate and individual ratings

Establish Sponsor/Check-in Process Plan for first 72 hoursCIMS for “Reverse Sponsor” program

Strong Indoctrination Program

Establish Retention Program (OPNAVINST 1040.11C)CCC works directly for CMCTrain Career Development Team Monthly/Quarterly (CO chairs) CDT Meetings

37

CO/CMC CHECKLIST FOR SUCCESSEstablish Career Development Program

Establish your Career Information Management System (CIMS) accountCareer Development Boards (CDB)Mentor ProgramShaping expectations early in tourPersonal and Professional goalsReserve Affiliation

Communicate with families; Encourage Navy survey/poll participationPeriodic e-mails to spouse groupPeriodic letters to families (spouses and parents)Web site “family friendly”Pre-deployment briefingsARGUS participation

38

LOS Analysis

0

10

20

30

40

50

60

70

2010

2009

2008

2007

2006

2005

2004

2003

2002

2001

2000

1999

1998

1997

1996

1995

1994

1993

1992

1991

1990

1989

1988

1987

1986

1985

1984

1983

1982

1981

Year Group

Inve

ntor

y

EPA

E1-E3

E4

E5

E6

E7

E8

E9

2012 EPA

E1-3 E4 E5 E6 E7 E8 E9 Total% INV to FY10 EPA 0% 0% 43% 99% 99% 88% 121% 98%

EPA (FY10) 0 0 14 441 169 49 24 697Total Inventory 0 0 6 435 167 43 29 680

EPA (FY12) 0 0 13 430 177 39 25 684% INV to FY12 EPA 0% 0% 46% 101% 94% 110% 116% 99%

EPA by Paygrade vs Inventory

0 100 200 300 400 500

E1-3

E4

E5

E6

E7

E8

E9

EPA (FY10)

Total Inventory

EPA (FY12)

Jun 10

TOUR SEA SHORE Sea Shore CY 09 ALNAV1ST N/A N/A E9 73% 146% 25.0% 11.9%2ND 48 48 E8 164% 68% 12.0% 10.4%3RD 48 36 E7 152% 80% 16.5% 18.7%4TH 36 36 E6 95% 101% 100.0% 11.1%5TH 36 36 E5 31% #N/A N/A 15.5%6TH 36 36 E4 #N/A #N/A N/A 24.4%7TH 36 36 E1-3 #N/A #N/A TIR TIR

Adv. Opp.ManningSea Shore Flow

- Conversion Goal

FY10: 122 / Attained FYTD: 56 (46% of goal)

FY09: 108 / Attained: 79 (73% of goal)

-Conversion in must meet all requirements of MILPERSMAN 1440-020.

- Forced Conversion into NC Rating is not

authorized.

ACCEPTING CONVERSIONS IN FOR E5 IN YEAR GROUPS

2000-2003 E6 IN YEARS 1995-2002

ECM NOTES:

Community Manager – NC(FLT) Rating

39

LOS Analysis

0

2

4

6

8

10

12

14

2010

2009

2008

2007

2006

2005

2004

2003

2002

2001

2000

1999

1998

1997

1996

1995

1994

1993

1992

1991

1990

1989

1988

1987

1986

1985

1984

1983

1982

1981

Year Group

Inve

ntor

y

EPA

E1-E3

E4

E5

E6

E7

E8

E9

2012 EPA

NA 395/02 SEA SHORE Sea Shore 9/09 AC

E9 36 42 E9 0/1* 200% 50% 33%E8 36 42 E8 0/1* 100% 1% 12%E7 36 48 E7 100% 105% 7% 16%E6 36 42 E6 100% 90% 50% 100%E5 NA NA E5 NA NA NA NAE4 NA NA E4 NA NA NA NA

E1-3 NA NA E1-3 NA NA NA NA

Adv. Opp.ManningSSR

E1-3 E4 E5 E6 E7 E8 E9 Total% INV to FY10 EPA 0% 0% 0% 92% 100% 75% 100% 94%

EPA (FY10) 0 0 0 51 24 4 2 81Total Inventory 0 0 0 47 24 3 2 76

EPA (FY12) 0 0 0 51 23 4 2 80% INV to FY12 EPA 0% 0% 0% 92% 104% 75% 100% 95%

EPA by Paygrade vs Inventory

0 10 20 30 40 50 60

E1-3E4E5E6E7E8E9

EPA (FY10)

Total Inventory

EPA (FY12)

Community Manager – FTS NC Rating

MAY 2010

• Rating under manned Zones B, C.

• Overall manning 94% of FY10 EPA.

• Conversion board convened after each adv exam cycle.

• Refer MPM 1440-020 for submission.

• Approved E5 conversion candidates may take NWAE twice for NC1.

• Expect adv opportunity to remain consistent.

ECM NOTES:

Under manned Zones B, C

* = INV/BA NA = Rating begins at E6

40

•QUESTIONS?

41

Enlisted Early Transition ProgramNAVADMIN 025/10

Qualified Sailors may request Early Separation up to 12 months prior to EAOS

– Requested separation date must be prior to 15 SEP 2011 – COs retain final disapproval authority and need not forward any request they

deem unsupportable– Commands recommending approval will not receive a relief until the original

EAOS of the separated Sailor

Early separation requests will not be approved for Sailors:– With pending PCS orders– Identified to fill a GSA assignment– Under an SRB entitlement or in a rating or NEC that is eligible for an SRB– In the National Call to Service Program– In the Nuclear, SEAL, SWCC, EOD or Diver Programs– Assigned to a DoD area who have not met the DoD minimum tour requirement

pers3 leadership brief

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