2012 Navy Region NW FCPO Symposium (BUPERS 3)

1. BUPERS 3 Leadership Brief UPDATED 2 Aug 2011 PNW Fleet Engagement 8-11 AUG 2011

2. Line Up FET Schedule Enlisted Community Management Force Management Fleet RIDE- Perform to Serve (FR-PTS) Enlisted Retention Board (ERB) Enlisted Distribution (PERS 40) Personnel Readiness (PERS 4013)

3. 3 Military Community Management

4. Specific Community Management Accession planning Quality, quantity, policy Lateral conversions/Redesignations Training Initial (‘A’) school requirement Advanced/career (‘C’) school requirements Policy advisor to NETC/OTC Review billet changes for impacts on community health Sea/shore rotation Career progression Geo Stability Information dissemination Link, web pages, PAO efforts Fleet engagement visits Force structure management Advancement/Promotions Career paths Retention Retirements Separations (early, hardship) Sea shore tour lengths Perform to Serve (PTS) Continuation/SERAD Probationary Officer Continuation and Redesignation Board Enlisted Retention Board (ERB) Incentives Pay Bonuses Special duty assignment pay (SDAP) Training incentives (STAR/HPSP) Miscellaneous NEC changes, Occupational standards, ASVABs Assess, monitor, inform, develop, review impacts—limited execution Active & Reserve, Officer & Enlisted

5. 5 Force Management

6. End Strength 6 FY11 Strategic Context Decreasing Attrition Unprecedented Retention Reenlistment Behavior There is a moderate to strong positive correlation between unemployment rate and reenlistment rates Sailors are staying out of trouble Sailors making earlier long term commitments E/S expected to decrease overall across the FYDP

7. Force Stabilization Tools Reduced Accessions “Blended” SRB STE Policy Selected TIG Waivers Selected Early Out Perform to Serve (Zones A/B/C) High Year Tenure E7-9 >20 Continuation Board Special and Incentive Pay Reviews Enlisted Retention Board (ERB) ENLISTED OFFICER Probationary Officer Continuation & Redesignation Board Career Status Boards Limit Retire/Retain and Age Waivers Selected TIG Waivers Limit Retraction of Retires/Resigs Selective Early Retirement / Continuation Board (O-5 and O-6 FTS) Special and Incentive Pay Reviews Minimum Service Requirement Waiver Admin Selection Boards Force Management Lever Working Group Initiated

8. Enlisted Force Management Reduce Input (Accessions) + Balance - 34,279(FY10) to ~33,000(FY13) - S unk cost - Long-term effect, - Misaligns work Increase Output (Losses) Adjust PTS Guidance - YG mgmt - Limited eligibles /yr Enlisted Retention Board - Targets excess - Good Sailors w/no - Competitive blemishes go home - Helps PTS w/ no retirement CPO Continuation Board - Perf . based - Loss of experience Policy Adjustments (HYT, ECTP, etc) - Selectable - Inconsistent Why FY12 Enlisted Retention Board? PTS not designed to be primary force reduction tool PTS sending good Sailors home while retaining poorer performers Current tools not sufficient to keep us w/in end strength limits How? - Reduce Input (Accessions) + Increase Output (Losses) 8

9. 9 FleetRIDE-Perform-to-Serve

10. Perform-To-Serve 10 PTS is a performance-based strength management tool Centralized re-enlistment approval (0-14 years of service) Manages number of re-enlistments to stay within fiscal controls Balances enlisted manning in each skill set Outcomes: Re-enlist in current skill set Convert to a different (undermanned) skill set Transition to reserves Separate Denied-resubmit (up to 6x in 6 months) 2003 Implemented for first-term Sailors (0-6 years of service) 2009 Expanded to second-term (6-10 years of service) and third-term Sailors (10-14 years of service) 2011 Navy’s primary tool to manage end strength and balance the force 1 2 3 4 5

11. Perform-to-Serve Use and Timeline 11 Force Balancing / Management Tool Performance based quota reservation system (In-rate / Conversion / SELRES) Rating conversion (Overmanned  Undermanned) Controls reenlistment / continuation between zones End strength management 24-15 15-12 12-6 6 5-3 Career Development Board Use RIDE to review current quotas and opportunities Consider retaking ASVAB Submit PTS Application PTS Application Window Orders negotiation window 9-7 mo Final PTS determination made Reserve Component PTS application Months prior to Sailor’s End of Obligated Service (EAOS) as extended Application Timeline Results published monthly. Sailors receive notification of: Approved: In Rate Approved: Conversion Denied: Denied Quota but may resubmit monthly Denied Final: Denied quota and directed to separate at EAOS (as extended) COC play a critical role…not just a NC thing

12. Perform-to-Serve Monthly Quota process Quotas differ for every rate/year group and update monthly 12 Monthly PTS Cycle When Sailor applies: End of contract including extensions Special circumstances: 1. Negotiate for PCS orders or training program 2. Benefits (re-enlistment bonus, Post-911 GI Bill eligibility). Updated based on actual retention behavior and quota utilization Performance based algorithm Competition for in-rate quotas Followed by up to three competitions for conversion Quota planning factors: Retention rates Strength targets (OPLAN) Behavior/quota execution Eligible population ECM need zone manning EPA changes

13. PTS Monthly Process ECMs load PTS quotas available, SEAOS application shells loaded Commands review/validate, enter new applications At end of month, applications collected—FR-PTS remains open Fleet RIDE sorts applications by EMC code and YG Algorithm run 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) Proximity to SEAOS/decision point

14. PTS Results so far … Application Submissions 14 Setting the Stage – Facilitating Command Submission 1 October 2010: Fleet RIDE – Perform to Serve (PTS) went live Valid submissions trending up (legacy system applications avg. only 9,600) Non-compliance trending down, sharply as a percentage of the total

15. FY12 A/C Decision Maker PTS Status 15 Total Submitted: 16,428 Subset Final Actions: 3,662 Not in PTS Window 12,163 Looks Remaining 12,766 Final Actions: 2,533 Approved ( 69% ) 1,129 Final Denied ( 31% ) Approved/Denied Quotas Impact FY12 E/S

16. PTS Take-Aways Involvement is key Early is better Trust, but verify (CDBs, applications, etc) Know the system, know what can be influenced and what can’t be EVALs Be honest—inflated evals could hurt a better Sailor Know when someone is coming into PTS window Use other programs to address misbehavior/ substandard performance Push conversion option after 2-3 looks Alternative is likely a separation quota Still get in rate look first—increases opportunity (4/month vice 1) Prepare for conversion well before PTS window If separating, push SELRES affiliation

17. PTS Checklist for Success Identify PTS eligible (SEAOS/PRD) Sailors (via CIMS Unit Tracking) Ensure CDBs are being conducted (15-24 months prior to PRD/SEAOS) Ensure all Sailors qualified in the Fleet RIDE program. Ensure all qualified PTS applications are submitted (12-15 months to SEAOS/PRD) Review monthly results via Fleet RIDE-PTS command reports Personally recognize Sailors approved for PTS Ensure counseling is conducted for all Sailors who have not been selected for INRATE/Conversion approval after two reviews/looks. Ensure proper command level notification is being done for those being separated under PTS. Ensure Sailors not selected for PTS are provided counseling on the benefits of Reserve Affiliation. Ensure PTS is briefed during Quarterly/Monthly Career Development Team Meetings Ensure the Chiefs’ Mess maintains accountability of PTS with their respective departments/divisions.

18. 18 Enlisted Retention Board

19. 19 Board addresses select overmanned skill sets 31 skills sets, > 103% manned ~ 16K Sailors considered, retain ~13K E4 – E5 Board (22 Aug to 16 Sep) E6 – E8 Board (26 Sep to 21 Oct) Each board presided by Flag Officer Each record receives 2 independent reviews Board outcomes Selected for retention in rate Approved for conversion Not selected for retention (approved for transition to Selected Reserves) Commanding Officers will have 7 days to notify/counsel affected Sailors before results posted Enlisted Retention Board Targeted method to improve fit in select overmanned skills Reduces “pressure” on Perform to Serve 1 2 3

20. ERB: Performance Indicators All personnel eligible for the board will have their records reviewed for the following basic performance standards: Substandard performance of duty Declining performance Detachment for cause per MILPERSMAN 1616-010 Removal of security clearance when required by rating Military/civilian conviction or NJP Administrative/personnel action for misconduct such as DUI, DWI, spouse or child abuse 20 Sustains Quality of the Force based on Performance

21. Timeline and Conversion Opportunity MAR APR MAY JUN JUL AUG SEP OCT-NOV 2011 21 JAN- MAR OSD ( P&R ) notification Eligibility announcement NAVADMIN Conversion applications accepted Conversion selection Eligibility verification/ Sailors correspond with Board E4-5 Board (4 weeks) Separation notification Reserve Component application SEP 2012 Separate 90-day operational waiver Conversion application deadline extended to 15AUG for more to apply JUN E6-8 Board (4 weeks) Conversion Opportunity: Only those Sailors not selected for retention by the ERB will be considered for conversion If selected for conversion, ERB result will be vacated and they will continue service in their new rating

22. FY 12 8-15 LOS Board Eligible Population of Overmanned Ratings TOTAL ELIGIBLE POPULATION 23,696 NOTES: EXCLUDES NUCLEAR RATINGS AND SRB RECIPIENTS based on Spring SRB MSG. LOS 8-15 (YOS 7.01 – 14.99) Includes Time in Rate (TIR) greater than 1 year. Population in PTS Window w/SEAOS in FY12: E7-E8: 0 E6: 1,852 E5: 3,700 E4 666 Total: 6,218 Population NOT in PTS Window with SEAOS > FY12: E7-E8: 1,612 E6: 6,135 E5: 9,201 E4: 530 Total: 17,478 Enlisted Retention Board Target Population (FEB11)

23. ERB Quota Plan ECM’s reviewed Max Cut provided by B34 and recommended any changes which were not reflected in the B34 analysis. Eligible inventory compared to FY12 EPA. ECM’s reviewed LOS graphs to determine were over manning is located. ECM’s targeted single LOS cells to precisely target overmanned year groups. Resulted in more competitive groups than PERS 8 could manage in the board timeline. ECM’s grouped LOS cells together to reduce competitive groups and minimize potential rating damage. Quota plan will change based on final eligibility of 1 Aug 2011. Advancement and exclusions will reduce total eligible but not the total separated. 23

24. Conversion Opportunity Undermanned Ratings Conversion eligibility requirements waived to allow all ERB eligible Sailors maximum opportunity to convert Years of Service: Greater than 12 years of service can apply Paygrade: All personnel regardless of paygrade can apply PRD: Personnel with more than 12 months to PRD can apply Minimum activity tour: No restriction for minimum activity tour requirement PCS: Personnel in receipt of PCS orders can apply OBLISERV: No restriction for Obliserv requirements incurred as a result of reenlistment, training or other programs 24 The following ratings will accept applications for conversion: CS(SUB) CTR FT HM CTI CTT ITS NCC CTM ET-NAV LS(SUB) YN(SUB) CTN ET-RADIO MM-WEPS (SUB)

25. Transition Assistance for ERB Sailors Proposed NAVSEA/NAVAIR/SPAWAR “shipmate to workmate” hiring program/job fair Pending Contracted professional job placement, interview skills, resume writing (90 days) Mandated 60 days INCONUS prior to separation Sailor choice of transition date (command endorsed) Command waiver for operational necessity (90 days) 25 Transition Assistance Program Involuntary separation pay (monthly base pay x12 x years-of-service x 10%) Transitional TRICARE (180 days) + premium based medical coverage (18 months Continued Health Care Benefit Program ( CHCBP )) ID card for access to medical and other benefits Extended Commissary and Exchange (2 years) Enhanced Benefits for ERB Sailors Current Benefits for Invol Seps Still in development

26. Senior Enlisted Continuation Board NAVADMIN 194/11 (052211ZJUL11) outlines criteria, board membership and defines those in exempt billets Convenes 5 Dec 2011 A performance-driven review of Master Chiefs, Senior Chiefs and Chiefs with more than 19 years of service and three years time in grade No quotas Documented misconduct and substandard performance are the primary reasons a Sailor would not be selected for continued service. Examples (listed in the NAVADMIN) include: Substandard Performance of Duty Declining Performance Military or civilian convictions, and non-judicial punishment. Inability to perform duties required by rating, such as through removal of security clearance Members not selected for continuation must transfer to the Fleet Reserve or retire NLT 30 September, 2012

27. In Closing….. Community Management Force Management Fleet RIDE – Perform to Serve Who and when to apply Remember conversion options Enlisted Retention Board (ERB) Senior Enlisted Continuation Board

28. 28 Questions?