Bupers 32 spouse brief fet norfolk_ updated_13 aug 2013

Fleet engagement brief NPC (15 aug 2013) SPOUSE

1. Fleet Engagement (NAVREG MID-ATLANTIC 27-28 AUG 2013 ) CAPT Bruce Deshotel Mr. Randy Miller EMCM Ted Hillebrand Head 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

2. Spouse Brief

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

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. 9 Community Overview

10. 10 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. 10

11. Enlisted Advancement

12. 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

13. 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

14. Navy Advancement Center Bibliography Profile sheet Exam Statistics Advancement Manual FAQs Advancement Center on Navy Knowledge Online (NKO)

15. The Importance Of Your Promotion Recommendation

16. Career Navigator

17. 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

18. 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

19. 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

20. CNAV BY SKILL SET

21. CAREER WAYPOINTS TIMELINE PRD -9 PRD PRD -7 PRD NEEDS OF THE NAVY CMS-ID Window PRD -12 SEAOS Requisition Remain in place or retainability waiver granted SEAOS -6 Sailors with < 24 months “ID card time” must submit PRD Application 3-2-1 INRATE CONVERT SELRES SEAOS -13 PRD -10 SEAOS -15 SEAOS -10 SEAOS -3 Previous C-WAY Window: Starts 12 months from PRD, ends when approved or 6 months from SEAOS (with DFA) SELRES Required programming changes: -PRD complete in Feb13 -SEAOS complete in Jun13 Jul14 SEAOS Sailors first affected CMSID alignment (No C-WAY-Reenlistment Applications) Sailors negotiate orders CCC Workload reduced (fewer applications/counseling) Clear PERS 4 demand signal 3 Options = In-rate, Conversion, SELRES 2 Options = Conversion, SELRES 1 Option = SELRES 3 Options 4 Reviews 2 Options 4 Reviews 1 Option 3 Reviews

22. Sailor Career Toolbox

23. 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 . Sailor Career Toolbox

24. New User Aid Support Record Review 1 2 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 .

25. In Closing… Questions?

26. Enlisted Placement and Distribution PERS-40

27. 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

28. PERS-40 ORGANIZATIONAL CHART NECC LCDR CAMPBELL USE CDR SISCO NAE LCDR MCDONALD SWE CDR GLANCEY NIDE LCDR HOCUTT FRE MR. BARBIER 34 Officers 336 Enlisted -- 248 Detailers -- 73 Placement and Readiness -- 20 Special Assistants and Admin Support 62Civilians

29. 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

30. CMS-ID Changes NAVADMIN 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 crossdecks 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

31. 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

32. 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?

33. Chief Petty Officer Early Return to Sea NAVADMIN 230-12 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

34. Candidates will be selected based on various factors which include: - Length of time on Shore Duty - Recent Advancement - Fleet experience - NEC/Skills held - Type of previous sea duty - Remaining 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 Sea NAVADMIN 230-12

35. 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 12-15 months prior to PRD to ensure data is accurate; update preferences -9-7 months view available reqs and apply CCC -Review CMS/ID w/Sailors -Assist sailor with CMS/ID Negotiations PLACEMENT

36. 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 PRD 9 mos prior 12 mos prior Sailor Detailed as Needs of the Navy Detailing Time Line COMMUNICATION IS THE KEY

37. Detailing Challenges PCS cost Requisition Priority Sailor’s desire Needs of the Navy Spouse Collocation School quota availability Training cost EFM C-WAY Career Enhancement Evals PRT/BCA Special Screening Command Input PRD Gender Sea/shore flow Pay grade Billet gap PRD rollers Assignment Decision Available Requisitions HYT Time on Station

38. 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.

39. 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.

40. 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)

41. 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

42. 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.

43. 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

44. 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.

45. 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

46. 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/

47. 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

48. 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

49. Special Programs OSA Recruit Division Commander Recruiting Duty Command Chief / Senior Chief / Master Chief White House Camp David PRECOM LCS MEPS

50. QUESTIONS? NPC Customer Service 1-866-U-ASK-NPC 1-866-827-5672 DSN 882-5672