Fleet engagement brief NPC (15 aug 2013)
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Transcript of Fleet engagement brief NPC (15 aug 2013)
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Fleet Engagement(NAVREG MID-ATLANTIC 27-28 AUG 2013)
CAPT Bruce Deshotel Mr. Randy Miller EMCM Ted Hillebrand
HD, 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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BUPERS-32 Military Community Management
Overview
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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 PTS 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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7Data Source: NMPBS Cut Date: 02 Aug 2013
All Enlisted Active Duty LOS(OCS not included)
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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
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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. 10
Community Overview
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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.
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Enlisted Advancement
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
13
E5 Average
E6 Average
Historical E4/5/6 Aggregate Opportunity
Current Cycle 219
Solid lines = 10 yr avg
E4 36.9%
E5 39.9%
E6 13.3%
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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Advancement Center on Navy Knowledge Online (NKO)
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Navy Advancement Center• Bibliography• Profile sheet• Exam Statistics• Advancement Manual• FAQs
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Final Multiple Score (FMS)A measure of the “Whole Sailor”
Factor Exam Paygrade
Computation Maximum Points
Percent
Standard Score (SS)
E-4/5E-6E-7
As indicated on Profile Sheet 808080
37 %33 %50 %
Performance Mark Average (PMA)
E-4/5E-6E-7
PMA x 80 – 230PMA x 80 – 204PMA x 50 – 120
9011680
42 %47.5 %50 %
Service in Paygrade (SIPG)
E-4/5E-6
SIPG + 7.5SIPG + 9.5
1517
7 %7 %
Awards (AWDS)
E-4/5E-6
As indicated in Advancement Manual (* 2 extra points for IA)
10 (* 12)12 (* 14)
5 %5%
Education Points (ED)
E-4/5E-6
Associate Degree = 2 pointsBachelor Degree or higher = 4 points
44
2 %1.5 %
Passed Not Advanced Points (PNA)
E-4/5E-6
From last 4 Exam cycles 1515
7 %7 %
Maximum FMS Possible
E-4/5 (* IA Points)E-6 (* IA Points)E-7
214 (*216)244 (*246)160
100 %100 %100 %
42%37%
33% 47.5%
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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
t 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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5 Reasons Career Navigator Will Work Better
1. Sailor 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
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Sailor Self Service Home Screen
Career Waypoints - Sailor Self ServiceHome My Information My Opportunities My Application My Interests Help Sign OutSailor Self Service Home My Career Status Career Exploration Module My Reenlistment (AC/FTS) Application JOIN Survey Contact Help Desk
My Detailed Information My Qualified Jobs My Reenlistment (AC/FTS) Official Letter My JOIN Results FAQMy Extended Information My Reenlistment (AC/FTS) Opportunities My PACT Designation Application JOIN Job Groups
My PACT Designation Opportunities My Conversion (RC) ApplicationMy Conversion (RC) Opportunities My Conversion (RC) Official LetterMy Transition (RC to AC/FTS) Opportunities My Transition (RC to AC/FTS) Application
My Transition (RC to AC/FTS) Official Letter
Date: 2013-08-15Name: Smith, JohnService Code: SELRES , Paygrade: E5, Rating: HMSEAOS: 2014-05-15, SEOS: 2014-05-15, PRD: 2014-05-15
Eligibility for Conversion (RC)You may be eligible to request conversion into open ratings
Eligibility for Transition (RC to AC/FTS) You have an approved application pending action and may not submit another application at this time.
Non-scrolling banner with Sailor Status information. Final design and content TBD
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My Career StatusPrintable Overview
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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 Waypoint-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)
24
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CAREER WAYPOINT-Reenlistment
Centralized re-enlistment approval(0-14 years of service)
Significant changes 1 Jun 13 & after:
Renaming of FleetRIDE/PTS to CAREER WAYPOINT-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 Waypoint 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
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Career Waypoint CrosswalkImprovements under Career Waypoint
Old New
Fleet RIDE Career WaypointsPTS Career Waypoint – Reenlistment REGA Career Waypoint – 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 Waypoint -Conversion (RC)
RC2AC Manual Application Process RC to AC Transition requests automated in Career Waypoint –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
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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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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 Waypoint-Reenlistment
Career Waypoint–Reenlistment Applications
3-2-1
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• 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 WAYPOINT-Reenlistment Monthly Process
• ECMs load Reenlisment quotas available, SEAOS application shells loaded
• Commands review/validate, enter new applications• At end of month, applications collected—CAREER WAYPOINT-
Reenlistment remains open• CAREER WAYPOINT-Reenlistment sorts applications by EMC code and
YG• Algorithm run
• Notes: • Data used to break algorithm ties: NJP, Warfare Qualifications
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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 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
[ ]
[ ][ ]
[ ]
[ ]
[ ]
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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
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CAREER WAYPOINT-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 WAYPOINT
Use other programs to address misbehavior/ substandard performance Consider conversion option
Prepare for conversion well before CAREER WAYPOINT windowQuota expirations (13 months or change to EAOS/SEAOS or Current
Enlistment Date (CED)) If separating, consider SELRES affiliation (future RC>AC opportunity) Use command level CAREER WAYPOINT-Reenlistment reports
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CAREER WAYPOINT-Reenlistment Checklist for Success
Understand current CAREER WAYPOINT-Reenlistment policy/algorithm http://www.public.navy.mil/bupers-npc/career/careercounseling/Pages/FleetRIDE-PTS.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 WAYPOINT-Reenlistment applications are submitted (13-
15 months to SEAOS/PRD) Review monthly results via CAREER WAYPOINT-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 WAYPOINT-Reenlistment is briefed during Quarterly/Monthly Career
Development Team Meetings Ensure the Chiefs’ Mess maintains accountability of CAREER WAYPOINT-
Reenlistment with their respective departments/divisions
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Rating Entry Methods & Requirements Navy-Wide Advancement Exam (NWAE)
Meet Time In Rate (TIR) requirements. Approved via the Career Waypoint-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 WAYPOINT - 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
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CAREER WAYPOINT – PACT Designation
1
1. Go to the NPC homepage at www.npc.navy.mil and click Career Counseling.
2. Find and click Career
Waypoints (C-WAY)
3. Scroll down page to “Reference Material” and download current “PACT Quota Table”.
2
Important: Quotas differ based on individual Sailor’s Year Group.
35
The Professional Apprentice Career Track (PACT) Program Quota Tables
Month of July 2013
The ratings that have the greatest opportunity for approval and a need for PACT Sailors are:
A-PACT E-PACT S-PACT 1. ABE 1. DC 1. CS – SRB Available 2. ABF 2. EM 2. OS 3. ABH 3. EN 3. BM 4. AO
3
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CAREER WAYPOINT - PACT Checklist for Success
Understand current CAREER WAYPOINT - PACT Designation policy http://www.public.navy.mil/bupers-npc/career/careercounseling/Documents/REGATRAININGBRIEF.ppt
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
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Sailor Career Toolbox
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Sailor Career Toolbox
Personnel Documents and Data– Official Military Personnel File (OMPF) – Electronic Service Record (ESR)– Electronic Training Jacket (ETJ)– U.S. Navy Awards– Performance Summary Record (PSR) – Physical Readiness Information Management System (PRIMS) – Joint Services Transcript (JST) formerly SMART)
Professional and Personal Growth– Navy eLearning (NeL) – Navy Credentialing Opportunities On-Line (Navy COOL) – United Services Military Apprenticeship Program (USMAP) – Sailor/Marine Online Academic Advisor (SMOLAA)
Career Development and Management– Career Waypoints (C-WAY)– Career Management System - Interactive Detailing (CMS-ID)
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13 online systems support and document your Navy Career.
You must be familiar with each system.
If you do not use your career tools, you will miss the many opportunities and advantages provided for you.
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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.
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Personnel and Career information
• Service record information is maintained primarily in two systems:– Official Military Personnel File (OMPF) contains official documents– Electronic Service Record (ESR) contains personnel data
• Review OMPF and ESR at least every six months and at career milestones such as reenlistment, advancement and transfer.
• Act quickly to update missing or inaccurate information!– Actions taken to update OMPF and ESR will not automatically update
other personnel systems. Each system must be updated individually.– Sources of support are your Personnel Office, CPC or servicing PSD.– The Navy Personnel Command (NPC) “Records Management” pages
provide helpful information (www.npc.navy.mil).
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Additional Personnel systems not discussed today, include: Electronic Training Jacket (ETJ), U.S. Navy Awards, Performance Summary Record (PSR), and Physical Readiness Information Management System (PRIMS)
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Frequency of Enlisted Record Update
• Some OMPF documents are generated from data stored in the ESR and should be submitted to OMPF by your Personnel Office or servicing PSD at the time they are generated. Examples include Page 2 and Permanent Page 13.
– EXCEPTION TO THE RULE: Awards, Training and Qualifications, and History of Assignments data is printed from your ESR and submitted to OMPF only when you reenlist or when you separate from service.
– For Sailors going before a Selection Board: If there are significant transactions in ESR that are not in OMPF, submit printed copies of ESR pages (NAVPERS forms) with your letter or application.
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ESR data printed and submitted to OMPF1. Dependency Data (submitted to OMPF as form NAVPERS 1070/602) 2. History of Assignments (submitted to OMPF as form NAVPERS 1070/605)3. Member Data Summary (submitted to OMPF as form NAVPERS 1070/886) 4. Training Summary (submitted to OMPF as form NAVPERS 1070/881) 5. Honors and Awards (submitted to OMPF as form NAVPERS 1070/880)
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Navigate and View OMPF Documents
Click on a highlighted row to download individual documents.
Click several boxes and select the green arrow to view multiple documents.
Click headings to sort by Form Name, Subject, Document Date, etc.
1
3
2
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_TIP_________Sorting documents by Field Code and Date enables a thorough review and quickly reveals missing documents.
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OMPF “Field Code”
• OMPF documents are assigned a Field Code based on the type of information in the document.
• Documents in Field Codes 30 through 38 are provided to enlisted Selection Boards for review.
• Sorting documents by Field Code provides a more thorough review.
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For more information, go to the NPC website at www.npc.navy.mil.• Hover over “Career Info” • Click Records Management > Military Personnel Records
Field Codes viewed by enlisted Selection Board
30 Procurement, Enlistment/Reenlistment
31 Classification and Assignment
32 Administrative Remarks
33 Separation and Retirement
34 Professional Service History
35 Enlisted Performance Data
36 Training and Education
37 Decorations, Medals and Awards
38 Adverse Information
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View ESR data
• Navigate the ESR Home Page using links provided.
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ESR Home Page Left Navigation Bar
ESR Home Page Main Menu
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New user aid support record review
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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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Detailed steps = Comprehensive Review
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This user aid enables you to perform a step-by-step comparison of your OMPF and ESR to ensure both records are accurate and complete.
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Plain Talk Series
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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?
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Back Up Slides
• Force Management Strategy
• Manpower-Personnel Balance
• Navy Force Management
• Other Key Functions
• Career Toolbox
• Career Waypoint – Reenlistment Misperceptions
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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)
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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
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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)
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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
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Career Toolbox
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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
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Enlisted Placement and Distribution
PERS-40
CSCM(SW/AW) Paul Marshall
PERS-40 Senior Enlisted Advisor
Email: [email protected]
Tel: COMM: 901-874-3539 DSN 882-3539
FCCS(SW) Jason Brock
PERS 4013 Enlisted Placement
Email: [email protected]
Tel: COMM: 901-874-4548 DSN 882-4548
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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 cross
decks 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 230-10
• 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 DutyRecent AdvancementFleet experienceNEC/Skills heldType of previous sea dutyRemaining 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 230-10
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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 costEFMPTS
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