Bupers 32 leadership brief

Fleet engagement brief NPC (15 aug 2013) LEADERSHIP E7 AND ABOVE

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

2. BUPERS-3 Military Community Management Overview CAPT Bruce Deshotel Head Enlisted Community Manager, BUPERS-32 Updated 27 August 2013

3. Community Management Perspective There can be a natural tension between the objectives of each function Community Management 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

4. End-Strength Changing End-Strength Stabilizing through the FYDP Total 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

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 I ndividuals A ccount 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 Authorized Distributable 236,434 Students 23,549 TPP&H 8,989 Total 268,972 5,784 (Numbers are USN personnel only) Total Distributable – 221,570 ( 84%) (includes LIMDUs and pregnancies which make 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 30,980 9,947 2,694 3,090 215,786 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

6. Specific Community Mgmt BUPERS-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

7. Data Source: NMPBS Cut Date: 02 Aug 2013 All Enlisted Active Duty LOS (OCS not included)

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

9. Npc webpage http://www.npc.navy.mil

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. 10 Community Overview

11. 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

12. Enlisted Advancement

13. 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

14. 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

15. Career Navigator

16. Career Navigator Program New 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) strategy Initial Career Decisions: Join Navy Choose a rating Change rating Mid-Career Actions: Same rating Change rating AC RC Assignments Advancement Records and Feedback CAREER NAVIGATOR Sailor at the Helm NAVADMINs 149/13 & 150/13

17. Career Waypoints Career Waypoints Reclassification PACT Designation Reenlistment ( in-rate, conversion or AC to RC) Conversion* RC to AC AC to RC* PRIDE CMS-ID/BBD NSIPS Career Starting point Rating choice Career Billet Assignments Billet applications Career Record Management Electronic service record Career 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 CIMS Career Development Boards Tracking *Included as part of Reenlistment application only. Future separate capability recommended. CAREER NAVIGATOR Program Vision

18. 5 Reasons Career Navigator Will Work Better Sailors will have an active role. Career options (across entire AC/RC continuum) will be at the Sailor’s fingertips. Sailors will find out answers earlier. Sailors will have more choice by having answers sooner. Sailors will have online access. CAREER NAVIGATOR Sailor at the Helm

19. Career Waypoints-Reenlistment Intent (Formerly known as PTS) Manages number of re-enlistments to stay within fiscal controls (force management role) Balances enlisted manning in each skill set (original intent)

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) 2009 Expanded to second-term (6-10 years of service) and third-term Sailors (10-14 years of service) 2010 Fleetride /PTS integration Algorithm changes and Quota expirations 2011 Navy’s primary tool to manage end strength and balance the force

21. Career Waypoints Crosswalk Improvements under Career Waypoints Old New Fleet RIDE Career Waypoints PTS Career Waypoints – Reenlistment REGA Career Waypoints– PACT Designation Must 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 SEAOS 7 looks, 12-6 months from SEAOS Application Timeline: 13 months prior to SEAOS 8 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

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 1 st application (~30-day wait) Early fall: E6s, Open and some Balanced immediately auto-confirmed CAREER WAYPOINTS Reenlistment Check-in

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 CHOICE 12 6 3 End of Contract 15 Orders negotiation Months In-Rate Conversion SELRES 3 # of Choices 1 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 CHOICE 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

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

25. 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 Remaining 5,655 Final Actions: 6,320 [ ] [ ] [ ] [ ] [ ] [ ]

26. Final: Voluntary vs PTS Losses C-Way Results A/C Sailors Jul 2011- Jun 2013 Conversions Approved for In-Rate Separated with Approved AC Quota 26

27. CAREER WAYPOINTS-Reenlistment 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 approaching CAREER WAYPOINTS Use other programs to address misbehavior/ substandard performance Consider conversion options Prepare for conversion well before CAREER WAYPOINTS window Quota 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

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

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-PACTs 4,412 S-PACTs 530 E-PACTs (FY12 Fall EPA) Key is aligning rating entry requests to needs of the individual ratings while balancing the PACT inventory

30. CAREER WAYPOINTS – PACT Designation 1 Go to the NPC homepage at www.npc.navy.mil and click Career Waypoints . Scroll down page to “Reference Material” and download current “PACT Quota Table”. 30 2 Important: Quotas differ based on individual Sailor’s Year Group.

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

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

33. Plain Talk Series 33

34. OFFICER COMMUNITY MANAGEMENT EXAMPLES Force & Community Overviews - BUPERS-3 Related Management Programs

35. FY13 Fall 2012 Signed OPA* FY13 Fall 2012 Signed OPA* NOPPS Data as of 11 Jun 2013 Does not include LDO or CWO ROPA/Inventory LOS & Force Management Tools

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 POCR Board 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

37. FET SCHEDULE

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?

39. Back Up Slides Force Management Strategy Manpower-Personnel Balance Navy Force Management Other Key Functions Career Toolbox Career Waypoint – Reenlistment Misperceptions

40. Force Management Strategy Use all available levers Balance the force Man sea billets Reduce friction 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 )

41. Wartime Require- ments Billets Authorized Positions Onboard M+1 BA NMP (could be above or below BA) COB (could be above or below NMP & BA) Required Funded “Expected” “Deck plates” Need Paid For Your Share Reality Manpower-Personnel Balance SMD/SQMD FMD AMD EDVR MUSTER “SPACES” “FACES” “READINESS GAP” “FRUSTRATION GAP” FIT GAP ≈ EPA

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 )

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

44. Career Toolbox 44

45. 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

46. CNAV BY SKILL SET