Manning at sea sdip vsdp_files

Just a heads up (FYI only) on what is coming on detailing and At Sea special programs. Lots of reading to digest for CPOs / CCCs including the new CMS-ID NAVADMIN on Navy's needs for manning at sea, if you have any question from Sailor as they come up to you for career counseling. Note also the attached Updated Voluntary Sea Duty Program NAVADMIN about Section 2(a) regarding HYT waivers.

Bottom line is - let's understand the program and encouraging extension of duties at sea (VSDP, SDIP, CPO-at-Sea & now CMS-ID Limited Detailing) - that's where the Navy needs our Sailors now.

1. Talking Points: Improving Sea Duty Manning

Talking Points
Improving Sea Duty Manning
(CMS/ID changes, Limited Directed Detailing, Voluntary Sea Duty Program,
CPO Early Return to Sea, Sea Duty Incentive Pay)
26 July 2012

Background
The Navy remains a sea-centric force and filling afloat manning shortages as prioritized by
USFF /CPF and NPC is a top priority. BUPERS has worked aggressively with USFF, PACFLT
and MCPON to develop a spectrum of short, medium, and long-term initiatives and policy
changes to improve afloat manning and specifically to provide a solid combination of levers to
align paygrades and skill sets with our shipboard requirements.
Currently, we are short more than ten thousand Sailors at sea; the vast majority of these gaps are
in our undermanned ratings. We conducted the Enlisted Retention board which helped balance
the Force but nearly one third of our enlisted ratings remain undermanned due to perennial
retention challenges. When combined with our normal number of Sailors on limited duty,
operational deferment, in training and transit, the impact of the gapped at sea billets is magnified
and impacts Fleet operational readiness. With our focus on Senior FIT, getting our E-5s and
above with critical skills back to sea is key to properly manning our ships, mitigating short notice
manning actions such as cross-decks and diverts, and ultimately ensuring Fleet and operational
readiness.
The following manning initiatives are intended to complement the various voluntary programs
and other measures already in place including Voluntary Sea Duty Program (VDSP), Sea Duty
Incentive Pay (SDIP) and Sea Shore Flow.
New manning initiatives include the following:
o Process change to detailing through the Career Management System Interactive Detailing
(CMS/ID)
o The Limited Directed Detailing Program
o The CPO Early Return to Sea Program
o Voluntary Sea Duty Program (VSDP) Extension
o Expansion of SDIP

Key Messages

 For the past several years we have worked to stabilize the size of the force, while at the same
time we have worked to ensure the right paygrade mix of Sailors in each individual rating.
We conducted the Enlisted Retention Board to achieve force balance between over and under
manned ratings and relieve pressure on Perform to Serve (PTS), but nearly one third of our
enlisted ratings remain undermanned due to perennial retention challenges. Combined with
our normal detailing “friction” (LIMDU, operational deferments, training , etc), significant
billet gaps remain on our ships.

2. Talking Points: Improving Sea Duty Manning

 The gapped billets at sea that affect our operational readiness require our most senior Sailors
(E5 and above) in our undermanned critical skills ratings. You hear this most often referred
to as “Senior FIT”.

 We use both voluntary and sometimes involuntary detailing tools to match the right Sailors
who have the rights skills with the priority jobs at sea that we need to fill. With programs
like Limited Directed Detailing, CPO Early Return to Sea, Voluntary Sea Duty Program, and
changes to CMS/ID, we’re aiming to be more aggressive in the distribution process. These
actions should reduce the short notice actions to man high-priority billets, such as cross-
decking and diverts.

 We have always been focused on manning in our operational forces. Adjustments to Sea
Shore Flow took place over a year ago. Over the past six months, we introduced several
voluntary and structural measures to improve at-sea manning: Voluntary Sea Duty Program
(VSDP), expanded Sea Duty Incentive Pay (SDIP), additional sea duty billets in future years,
and increased accessions. While these actions gain traction, additional measures are
necessary to reduce gaps in critical skills and supervisory manning on units about to deploy.

 The ERB and PTS have significantly improved the balance of our Force with respect to over
and undermanned ratings; we must now work to distribute those ratings and paygrades to the
billets where they are needed in the Fleet.

 Navy understands that the force management decisions we make directly affect the careers
and lives of our Sailors and their families. Our goal is to cause the least amount of disruption
to the careers of our Sailors and their families, while ensuring the Fleet has the manning
required to be mission-ready. The needs of the Navy will ultimately be the guiding factor in
how we detail Sailors to assignments.

Career Management System Interactive Detailing (CMS/ID) Changes
 Navy is making changes to the Career Management System Interactive Detailing (CMS/ID)
to ensure the system is providing the right Sailor at the right time to the Fleet.

 Based on Fleet feedback regarding manning deficiencies and fit/fill, Navy has changed the
order negotiation process to provide greater predictability in future manning and reduce short
notice manning actions such as crossdecks and diverts.

 To ensure the highest priority billets in the Fleet are filled with Sailors who have appropriate
skills and experience, the way in which billets are advertised in CMS/ID is being changed.
Beginning with the August 2012 CMS/ID cycle, a single set of sea and shore billets,
prioritized by USFF/CPF and NPC to reflect the highest priority Fleet billets, will be
advertised. Detailers will fill all advertised billets each cycle.

3. Talking Points: Improving Sea Duty Manning

 Sailors will still apply for jobs through CMS/ID in the same way they have been, but
detailers will be required to fill all advertised billets each month. Detailers will always
attempt to fill all billets using a Sailor’s desired selections first. However, Fleet readiness
requirements will ultimately be the guiding factor in the Sailor’s assignment. This change
means that Sailors may be assigned to billets for which they did not apply.

 Sailors entering into their CMS/ID negotiation window should apply early and often to
ensure their preferences are relayed to the detailers. Sailors should provide their input each
month during the application process in CMS/ID or via direct contact with their detailer.
Sailors nearing the end of their negotiation window are more likely to be assigned to jobs for
which they have not applied. Sailors are encouraged to speak with command career
counselors to understand changes to CMS/ID.

 Leadership needs to encourage Sailors to take advantage of all their application
opportunities. History shows that Sailors rarely apply for more than two advertised jobs.
Sailors should use all five of their application opportunities in CMS/ID. Those who make all
five choices will have a better chance of being detailed to one of their desired assignments.

 Prior to the August 2012 cycle, CMS/ID used a combination of Red and Green Zone
requisitions to advertize available billets for Sailors to apply for when negotiating orders.
The Red Zone reflected the highest priority Fleet billets, which are subject to special
handling by the detailers and filled each month. Green Zone requisitions were not all filled
each month leading to unpredictability in future manning and, in some cases, causing short
notice manning actions.

 Sailors may want to consider applying for the VSDP before they enter the normal order
negotiation window if they have specific desires for geographic location.

Limited Directed Detailing
 Navy deployment schedules have changed, resulting in a greater need to quickly fill near-
term, critical billets afloat. To meet this need, over the next few months Navy will detail
selected Sailors on shore duty back to operational sea duty early. This limited directed
detailing initiative will target Sailors who have the required critical skills, leadership and
experience needed at sea.

 Under the limited directed detailing initiative, Sailors who have completed a minimum of 24
months on shore duty may be contacted by their detailer and directed back to a sea duty
assignment prior to their projected rotation date. Sailors who are impacted by this program
will receive lump sum monetary compensation based on months of shore duty curtailed.

 Sailors who have been on shore duty the longest will generally be considered first for
directed detailing. Whenever possible, geographic stability will be maintained.

 Between 200-400 Sailors are expected to have their shore duty curtailed through the limited
directed detailing program.

4. Talking Points: Improving Sea Duty Manning

 Sailors who already possess the required Navy Enlisted Classification (NEC) will be chosen
for directed detailing unless training is available and can be completed prior to the Sailor’s
required reporting date.

 Whenever possible, Navy uses voluntary measures to ensure the Fleet is provided needed
Sailors with the appropriate experience levels and skill sets. The limited directed detailing
program is meant to be an interim policy to improve Fleet manning and readiness by filling
critical jobs at sea with the right Sailors.

 Navy understands that the force management decisions we make directly affect the careers
and lives of our Sailors and their families. Our goal is to cause the least amount of disruption
to the careers of our Sailors and their families, while ensuring the Fleet has the required
manning to remain mission-ready.

 No shore commands or specific jobs are exempt from this program. However, Sailors in the
following commands will be considered only after all others:
 Recruit Division Commander
 Attaché
 Recruiters and Instructors
 Camp David
 State Department
 SPECWAR and SPECORS shore commands
 Afloat Training Group
 Sailors with a nuclear NEC (33XX) will continue to be detailed per Naval Nuclear
Propulsion Program priorities

 Navy will continue to evaluate this policy, adjust as needed and refine longer term solutions
that will help properly man the Navy at sea and shore.

Voluntary Sea Duty Program Extension
 The Voluntary Sea Duty Program (VSDP), announced 31 January 2012, incentivizes Sailors
with appropriate skills and leadership experience to fill needed at-sea billets. Navy has
extended the VSDP to 30 September 2013.

 The program encourages highly trained and motivated Sailors to voluntarily extend their
enlistment in their current sea duty billet beyond their prescribed sea tour, to terminate shore
duty and accept new orders to a sea duty billet, or to accept back-to-back sea duty orders
beyond their prescribed sea/shore flow. The sea duty assignment may be on board ships,
squadrons, or other qualified sea duty assignments.

 VSDP encourages Sailors to voluntarily return to sea duty by offering non-monetary
incentives, including:
 Sailors accepted into VSDP will be able to defer their PTS window to the minimum
obligated service requirement for the orders negotiated, typically 24 months. PTS
deferment allows VSDP Sailors to extend their current enlistment for orders or extend at
their current assignment without a PTS quota.
 Volunteers will be assigned to commands within the same geographic location as the

5. Talking Points: Improving Sea Duty Manning

current command if available, providing the benefit of geographic stability for Sailors
and family members. The Navy will also consider Sailors’ requests for out-of-area
moves.
 Sailors are afforded a chance to improve their records and increase their competitive edge
in PTS through sustained superior performance at sea.
 Additionally, Navy will consider HYT waivers with VSDP requests to ensure senior
leadership positions at sea are manned for operational readiness. HYT waivers for CPOs
(E7 to E9) will be considered on a case-by-case basis, taking into account rating, sea duty
manning and the impact to future advancements. Once Sailors who obtain a HYT waiver
negotiate and accept orders or extend at sea under VSDP, subsequent requests to transfer
to the Fleet Reserve before the HYT waiver expires will be disapproved.

 This program does not change eligibility or benefits for the SDIP program – Sailors may take
advantage of both programs concurrently.

 Volunteers for VSDP will not be required to accept a billet they do not desire. Detailers will
work with volunteers during two Career Management System/Interactive Detailing
(CMS/ID) cycles to find desirable orders. If no match is found during this time period their
VSDP application will expire; Sailors still desiring VSDP must reapply.

 VSDP requests will not be approved for sailors holding a Nuclear NEC (33XX)
Chief Petty Officer Early Return To Sea Program

 Navy is reinvigorating the Chief Petty Officer Early Return to Sea program (formerly called
CPO to Sea) by updating detailing business rules for our senior enlisted leaders. For critical
sea duty billets that cannot be filled by rotating Sailors, Navy will detail selected senior
enlisted leaders (E7-E9) on shore duty back to operational sea duty early by curtailing their
shore duty assignment.

 This is an update to the business rules for senior enlisted detailing and is designed to ensure
high priority senior leadership positions at sea are manned to meet Fleet operational
readiness requirements. This initiative applies to senior enlisted leaders (E7-E9) Sailors in
all ratings.

 To minimize the number of CPOs impacted, detailers will fill as many high priority E7-E9
sea duty billets as possible by fully utilizing the authorized transfer window that includes
moving sailors three months prior to or four months beyond their Projected Rotation Date
(PRD) month.

 Detailers will attempt to fill all billets using voluntary measures first. CPOs may want to
consider applying for VSDP to take advantage of the following incentives:
 Geographic choice or stability
 HYT waiver consideration
 SDIP

6. Talking Points: Improving Sea Duty Manning

 Navy will only involuntarily curtail a Sailor’s shore duty orders to fill a needed requirement
when there are no available CPOs in the PRD window and there are no excess personnel on
sea duty within the geographic area that can be reassigned.

 Except to meet the most critical operational requirements, 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.

 Candidates will be selected based on various factors, which include: length of time on shore,
recent advancement, Fleet experience, NEC/skills held, type of previous sea duty, and
remaining OBLISERV. Impact on the shore duty command’s mission will also be evaluated.
E8/9 Sailors may be chosen to fill vacant E7/8/9 billets and E7 sailors may be chosen to fill
vacant E8 billets.

 Commands will have the opportunity to request a Flag review if there are extenuating
circumstances or mission requirements that preclude execution of the sea duty assignment.

 Requests to retire (transfer to the Fleet Reserve) from CPOs selected for early return to sea
may be disapproved.
Sea Duty Incentive Pay (SDIP)
 The Sea Duty Incentive Pay (SDIP) program was expanded to additional ratings to offer
more opportunities to Sailors desiring to remain at sea or roll early to sea duty. This fiscal
incentive has proven to be a successful program and will continue to remain an important
part of the Navy’s plans to improve sea duty manning.

 SDIP is offered to active-duty Sailors in pay grades E5-E9 in communities that are
undermanned at sea, and provides a monetary incentive for Sailors to extend their assignment
at sea or curtail their shore duty to return to sea duty.

 The intent of SDIP is to increase assignment flexibility to support a more sea-centric force by
incentivizing Sailors to voluntarily fill gapped billets at sea. SDIP is an excellent distribution
tool that is specific, manageable, and responsive, as it incentivized right Sailors with the right
skills to volunteer for assignments where they are most needed.

 Since May 2012, Navy has more than doubled the ratings eligible for SDIP, from 14 to the
current number of 31.

 SDIP offers two lump sum incentives, SDIP-Extension (SDIP-E) and SDIP-Curtailment
(SDIP-C). SDIP-E allows Sailors to voluntarily extend their sea duty assignment on a ship,
submarine or aviation squadron. SDIP-C allows Sailors to voluntarily curtail their current
shore duty assignment and return to sea duty early.

 The amount of the lump sum payment is based on the length of the sea duty extension or
shore duty curtailment, and ranges from $500 to $1000 per month.

7. Talking Points: Improving Sea Duty Manning

 SDIP has become more targeted, dynamic and efficient. Enlisted Community Managers
(ECM) continuously monitor the health of their community and make recommendations to
leadership, as required, to maintain acceptable manning levels.

 SDIP eligible skills are evaluated at least quarterly, with updates made to provide skilled and
qualified Sailors in the exact assignments needed in the Fleet. Since its inception in 2007
Navy has made ten updates to the program, with both additions and deletions of eligible
billets made at each update.

 A current list of ratings and NECs eligible for SDIP, as well as information on policy and
payment amounts, is available at http://www.public.navy.mil/BUPERS-
NPC/CAREER/PAYANDBENEFITS/Pages/sdip.aspx.

8. file:///S|/AIRWING%20CCC's%20ESO/LATEST_THIS_MONTH/NAVADMIN%20070_2007%20SDIP.TXT [7/26/2012 11:18:57 AM]
RAAUZYUW RUENAAA1582 0742307-UUUU--RUCRNAD.
ZNR UUUUU ZUI RUEWMCF0071 0742357
R 151445Z MAR 07 PSN 300733K16
FM CNO WASHINGTON DC//N1//
TO NAVADMIN
INFO RHMFIUU/CNO WASHINGTON DC//N1//
RUENAAA/CNO WASHINGTON DC//N1//
BT
UNCLAS //N07400//
NAVADMIN 070/07
MSGID/GENADMIN/CNO WASHINGTON DC/N1/MAR//
SUBJ/SEA DUTY INCENTIVE PAY (SDIP) PILOT PROGRAM//
REF/A/DOC/DODINST 1315.18/12JAN05//
REF/B/DOC/MILPERSMAN 1306-102/28FEB03//
REF/C/DOC/MILPERSMAN 1300-800/03FEB06//
REF/D/DOC/MILPERSMAN 1300-304/11JAN05//
REF/E/DOC/DODFMR VOL. 7A//
NARR/REF A IS DOD INSTRUCTION 1315.18 OF 12 JANUARY 2005. REF B IS
MILPERSMAN ARTICLE ON TYPE DUTY ASSIGNMENT CODES. REF C IS MILPERSMAN
ARTICLE ON TRANSFER OF PERSONNEL TO OPERATIONAL DUTY (OPERATIONAL
SCREENING). REF D IS MILPERSMAN ARTICLE ON SUITABILITY FOR OVERSEAS
ASSIGNMENT SCREENING AND REPORTING. REF E IS THE DOD FINANCIAL
MANAGEMENT REGULATIONS.
GENTEXT/REMARKS/1. THIS NAVADMIN INTRODUCES THE SEA DUTY INCENTIVE PAY
(SDIP) PILOT PROGRAM. SDIP IS A PILOT INCENTIVE PAY PROGRAM DESIGNED
TO HARNESS THE TALENT, ENERGY, AND MOTIVATION OF OUR ALL-VOLUNTEER
FORCE AND PROVIDE A MONETARY INCENTIVE TO SPECIFIC ENLISTED COMMUNITIES
WITH AT-SEA MANNING CHALLENGES. SDIP IS AN INCENTIVE FOR CERTAIN
SAILORS TO VOLUNTARILY REMAIN ON SEA DUTY PAST THEIR PRESCRIBED SEA
TOUR (PST) OR CURTAIL THEIR CURRENT SHORE DUTY TO RETURN EARLY TO SEA
DUTY. THE SDIP PILOT PROGRAM?S GOALS ARE TO IMPROVE ASSIGNMENT
FLEXIBILITY AND BETTER SUPPORT THE EVOLVING SEA-CENTRIC NAVY. SDIP
PILOT WILL CONSIST OF TWO INCENTIVES:
SDIP-EXTENSION (SDIP-E) AND SDIP-CURTAILMENT (SDIP-C). UNDER SDIP,
DETAILERS WILL UTILIZE EXISTING PERSONNEL, ASSIGNMENT, AND DISTRIBUTION
POLICIES EXCEPT WHERE OTHERWISE STATED IN THIS NAVADMIN OR IN THE SDIP
POLICY DECISION MEMORANDUM (PDM).
2. ELIGIBILITY. THE SDIP PILOT PROGRAM IS LIMITED TO SELECTED
ACTIVE COMPONENT PERSONNEL SERVING IN ENLISTED COMMUNITIES THAT
ARE UNDER-MANNED AT SEA. RESERVE COMPONENT MEMBERS (INCLUDING
FULL TIME SUPPORT) ARE NOT ELIGIBLE FOR SDIP.
A. PERSONNEL IN THE FOLLOWING ACTIVE DUTY ENLISTED RATINGS,
SKILLS AND PAY GRADES ARE ELIGIBLE FOR THIS PROGRAM:
RATING/SKILL: PAY GRADE: MONTHLY RATE:
AB (NOTE 1) E-9 (NOTE 2)
ABE (NOTE 1) E-8 (NOTE 2)
ABF (NOTE 1) E-8 (NOTE 2)
ABH (NOTE 1) E-8 (NOTE 2)
EN (NOTE 1) E-6 (NOTE 2)
FC-AEGIS (NOTES 1 & 3) E-5 (NOTE 2)
NOTE 1: SAILORS SERVING IN OR SELECTED FOR ADVANCEMENT (INCLUDING
MEMBERS WHO ARE FROCKED) TO AN ELIGIBLE RATING/PAY GRADE ARE ELIGIBLE
FOR SDIP. EXCEPTIONS TO THIS REQUIREMENT WITH RESPECT TO AN ASSIGNMENT

9. file:///S|/AIRWING%20CCC's%20ESO/LATEST_THIS_MONTH/NAVADMIN%20070_2007%20SDIP.TXT [7/26/2012 11:18:57 AM]
WITH FORWARD DEPLOYED NAVAL FORCES (FDNF) WILL BE CONSIDERED IN
COORDINATION WITH COMMANDER, FLEET FORCES COMMAND (CFFC).
NOTE 2: SDIP WILL BE PAID IN LUMP SUM BASED ON INITIAL MONTHLY
RATES (FROM $500 TO $750 FOR EACH FULL MONTH EXTENDED OR
CURTAILED); SPECIFIC SDIP RATES WILL BE PROMULGATED VIA THE
WEBSITE LISTED IN PARAGRAPH 8.
NOTE 3: LIMITED TO FC-AEGIS NECS: 1106, 1107, 1115, 1119, 1143,
1144, 1318, 1322, 1335, 1337.
B. TO BE ELIGIBLE FOR SDIP, A SAILOR MUST:
(1) (FOR SDIP-E) BE SERVING IN A PERMANENT DUTY ASSIGNMENT
ON A SHIP, SUBMARINE, OR AVIATION SQUADRON HOME PORTED
IN CONUS, HAWAII OR OVERSEAS. AVIATION SQUADRONS MUST
BE DESIGNATED AS SEA DUTY FOR ROTATION PURPOSES
(ASSIGNED SEA/SHORE TYPE DUTY CODE 2 OR 4).
(2) (FOR SDIP-C) BE SERVING IN A PERMANENT SHORE DUTY
ASSIGNMENT IN CONUS, HAWAII, ALASKA OR OVERSEAS. APPROVED
MEMBERS WILL BE ASSIGNED TO ELIGIBLE SEA-DUTY BILLETS IN A
SHIP OR SUBMARINE OR AT AN AVIATION SQUADRON. ASSIGNMENTS
WILL BE TO THOSE AVIATION SQUADRONS DESIGNATED AS SEA DUTY
FOR ROTATION PURPOSES (ASSIGNED SEA/SHORE TYPE DUTY CODE 2
OR 4). MEMBERS CURRENTLY RECEIVING AIP FOR THEIR SHORE DUTY
ASSIGNMENT ARE NOT ELIGIBLE FOR SDIP-C.
(3) NOT ALREADY BE IN RECEIPT OF PCS ORDERS.
(4) INCUR SUFFICIENT OBLIGATED SERVICE PRIOR TO PAYMENT TO
EXECUTE HIS/HER SDIP REQUEST. SEE PARAGRAPH 6C(2) FOR
CONSIDERATIONS REGARDING SDIP AND SELECTIVE REENLISTMENT
BONUS (SRB) ELIGIBILITY.
(5) BE ELIGIBLE FOR OPERATIONAL DUTY (PER REFS C AND D) AND
MEET ALL OTHER PERSONNEL AND ASSIGNMENT POLICY
REQUIREMENTS NOT MODIFIED BY SDIP POLICY.
(6) HAVE AN ENDORSEMENT BY THE COMMANDING OFFICER INCLUDED
WITH THE SDIP APPLICATION.
3. THE SDIP PILOT PROGRAM HAS TWO INCENTIVES (SDIP-E AND SDIP-C).
A. SDIP-E ALLOWS SAILORS TO VOLUNTEER TO EXTEND THEIR SEA DUTY
ASSIGNMENT ON A SHIP, SUBMARINE, OR AVIATION SQUADRON IN
EXCHANGE FOR RECEIPT OF A LUMP SUM SDIP-E PAYMENT. TO RECEIVE
SDIP-E, SAILORS MUST EXTEND THEIR AT-SEA TOUR FOR A MINIMUM OF
SIX MONTHS BEYOND THEIR PST OR PRD (WHICHEVER IS LATER); THE
MAXIMUM EXTENSION IS 24 MONTHS FOR A CONUS HOMEPORTED UNIT AND
36 MONTHS FOR AN OCONUS OR HAWAII BASED UNIT. VOLUNTEERS WILL
RECEIVE A LUMP SUM PAYMENT BASED ON THE NUMBER OF MONTHS THEY
EXTEND PAST THEIR ORIGINAL PST/PRD.
B. SDIP-C ALLOWS SAILORS TO VOLUNTEER TO CURTAIL THEIR CURRENT
SHORE DUTY ASSIGNMENT AND RETURN TO SEA DUTY IN EXCHANGE FOR AN
SDIP-C PAYMENT. TO RECEIVE SDIP-C, SAILORS MUST RETURN TO SEA
DUTY AT LEAST SIX MONTHS EARLIER THAN THEIR ORIGINAL SHORE DUTY
PRD AND SERVE AT LEAST 12 MONTHS AT SEA. VOLUNTEERS WILL
RECEIVE A LUMP SUM SDIP-C PAYMENT BASED ON THE NUMBER OF MONTHS
THE MEMBER SHORTENS HIS OR HER SHORE TOUR. IN ACCORDANCE WITH
REF A, CONSIDERATION OF THE SAILORS EXISTING MINIMUM ACTIVITY
TOUR LENGTH REQUIREMENTS WILL BE MADE WHEN AUTHORIZING SDIP-C.
SHORE DUTY COMMANDS WITH MEMBERS WHO ARE APPROVED TO CURTAIL
THEIR SHORE DUTY AND RECEIVE SDIP-C SHOULD NOT EXPECT A
REPLACEMENT UNTIL THE MEMBER?S ORIGINAL PRD (OR NINE MONTHS FROM

10. file:///S|/AIRWING%20CCC's%20ESO/LATEST_THIS_MONTH/NAVADMIN%20070_2007%20SDIP.TXT [7/26/2012 11:18:57 AM]
THE MEMBERS DETACHMENT MONTH) AND CONTACT RELIEF WILL NOT BE
CONSIDERED AS A CONDITION FOR SDIP-C APPROVAL. TIMING OF A
RELIEF IS CONDITIONED UPON MEMBERS APPLYING FOR SDIP-C AT LEAST
12 MONTHS BEFORE THEIR ORIGINAL PRD.
4. APPLICATION PROCESS. SDIP APPLICATIONS MUST BE SUBMITTED TO THE
RATING DETAILER AND WILL CONSIST OF A COMPLETED NAVPERS 1306/7.
ELIGIBLE SAILORS DESIRING SDIP-E SHOULD APPLY AT LEAST ONE YEAR
PRIOR TO THEIR CURRENT PRD. ELIGIBLE SAILORS WHO DESIRE SDIP-C
NEED TO SUBMIT THEIR REQUEST TO CURTAIL THEIR SHORE DUTY
ASSIGNMENT AT LEAST THREE MONTHS PRIOR TO THEIR DESIRED
DETACHMENT DATE. SAILORS APPLYING FOR EITHER SDIP-E OR SDIP-C
MUST REFERENCE THIS NAVADMIN AND ANNOTATE THE NUMBER OF MONTHS
THEY ARE WILLING TO EXTEND THEIR PST/PRD (FOR SDIP-E) OR CURTAIL
THEIR SHORE DUTY (FOR SDIP-C). WHEN USING THE ON-LINE NAVPERS
1306/07,ENSURE THAT SDIP IS SELECTED UNDER REASON FOR SUBMISSION.
5. APPROVAL. COMNAVPERSCOM (PERS-40) IS HEREBY DELEGATED THE
AUTHORITY TO APPROVE OR DISAPPROVE SDIP-E/SDIP-C REQUESTS.
DETAILERS WILL USE EXISTING PERSONNEL, ASSIGNMENT, AND
DISTRIBUTION POLICIES WHEN REVIEWING SDIP APPLICATIONS (EXCEPT
WHERE OTHERWISE STATED IN THIS NAVADMIN OR IN THE SDIP PDM);
DETAILERS WILL ALSO VERIFY ELIGIBILITY, MAKE RECOMMENDATIONS,
AND SUBMIT SDIP REQUESTS TO COMNAVPERSCOM (PERS-40) FOR FINAL
DECISION. IN MAKING APPROVAL DECISIONS, COMNAVPERSCOM (PERS-40)
WILL CONSIDER WAIVERS OF EXISTING MINIMUM TOUR LENGTH
REQUIREMENTS IN ACCORDANCE WITH REF A. THE RESPONSIBLE
COMNAVPERSCOM (PERS-40) BRANCH WILL SEND APPROVAL/DISAPPROVAL
NOTIFICATIONS TO THE SAILOR VIA NAVAL MESSAGE. IF APPROVED,
SAILORS WILL SIGN AND DATE A PAGE 13 AGREEMENT FOR THEIR SDIP
FOLLOWING THE GUIDANCE OUTLINED IN THE SDIP PDM. PAGE 13
AGREEMENTS SHALL BE COMPLETED WITHIN 30 DAYS OF RECEIVING THE
SDIP APPROVAL MESSAGE. COMMANDS WILL FILE THE SIGNED ORIGINAL
PAGE 13 IN THE MEMBER?S FIELD SERVICE JACKET AND SUBMIT A COPY
TO COMNAVPERSCOM (PERS-40).
6. PAYMENT. SDIP PAYMENTS WILL BE CALCULATED AND MADE IN A LUMP
SUM. FOR EXAMPLE:
A. (SDIP-E) A MEMBER WHO IS ELIGIBLE FOR $500 PER MONTH SDIP
AND APPROVED FOR A 10-MONTH EXTENSION BEYOND HIS/HER
ORIGINAL PST WOULD RECEIVE $5,000 ($500 X 10 MONTHS).
PAYMENTS UNDER SDIP-E WILL NORMALLY BE MADE WITHIN TWO PAY
PERIODS FOLLOWING THE START OF THE SDIP-E EXTENSION.
B. (SDIP-C) A MEMBER WHO IS ELIGIBLE FOR $500 PER MONTH SDIP
AND IS APPROVED FOR A 10-MONTH CURTAILMENT OF SHORE DUTY
WOULD RECEIVE $5,000 ($500 X 10 MONTHS). PAYMENTS UNDER
SDIP-C WILL NORMALLY BE MADE WITHIN TWO PAY PERIODS OF
REPORTING TO THE NEW SEA DUTY COMMAND.
C. ALL SDIP PAYMENTS WILL BE MADE ACCORDING TO THE FOLLOWING
GUIDELINES:
(1) SDIP WILL NOT BE PAID FOR PERIODS OF TERMINAL OR
SEPARATION LEAVE.
(2) A SAILOR ELIGIBLE FOR, AND MEETING THE REQUIREMENTS OF,
THE SDIP PROGRAM MAY RECEIVE SDIP IN ADDITION TO OTHER
INCENTIVES FOR WHICH THEY ARE ELIGIBLE (E.G., SRB,
$2,000 OVERSEAS TOUR EXTENSION INCENTIVE PROGRAM
(OTEIP) PAYMENT, CONSECUTIVE OVERSEAS TOUR (COT)

11. file:///S|/AIRWING%20CCC's%20ESO/LATEST_THIS_MONTH/NAVADMIN%20070_2007%20SDIP.TXT [7/26/2012 11:18:57 AM]
/IN-PLACE COT LEAVE TRAVEL, AIP, ETC.). NO COMBINATION
OF SDIP AND AIP WILL EXCEED A RATE OF $3,000 PER MONTH
OR $36,000 PER YEAR. SAILORS SHOULD BE AWARE THAT
EXTENSIONS OF ENLISTMENT FOR SDIP MAY IMPACT SRB AWARD
AMOUNT COMPUTATION; TO MAXIMIZE SDIP AND SRB
ENTITLEMENTS, SAILORS MUST BE COUNSELED BY THEIR COMMAND
CAREER COUNSELOR AND REFER TO THE CURRENT SRB NAVADMIN.
(3) ELIGIBILITY FOR SDIP IS TERMINATED IF THE SAILOR
RECEIVES AN SDIP APPROVAL MESSAGE AND REFUSES ORDERS TO
AN SDIP ASSIGNMENT OR THE SAILOR?S ORDERS FOR THE SDIP
ASSIGNMENT ARE SUBSEQUENTLY CANCELLED.
(4) SDIP IS TAXABLE PAY; HOWEVER, IF THE SAILOR IS ASSIGNED
TO A COMBAT ZONE TAX EXCLUSION AREA DURING THE MONTH
THAT THE SDIP AGREEMENT IS SIGNED (AS OUTLINED IN THE
SDIP PDM), THAT SAILOR MAY BE ELIGIBLE TO RECEIVE SDIP
AS A NON-TAXABLE PAY IN ACCORDANCE WITH CHAPTER 44 OF
REF E.
(5) SDIP MAY BE CONTRIBUTED TO A SAILOR?S THRIFT SAVINGS
PLAN (TSP).
7. RECOUPMENT AND REPAYMENT. RECOUPMENT OF UNEARNED PORTIONS OF
THE SDIP LUMP SUM PAYMENT WILL BE CONDUCTED AS FOLLOWS:
A. SAILORS WHO FAIL TO COMPLETE THE FULL PERIOD OF ADDITIONAL
SEA DUTY SERVICE AS REQUIRED BY THEIR SDIP AGREEMENT WILL
BE REQUIRED TO REPAY THE PERCENTAGE OF THE BONUS
REPRESENTING THE UNEXECUTED PORTION OF THEIR REQUIRED
SERVICE. SITUATIONS REQUIRING RECOUPMENT INCLUDE, BUT ARE
NOT LIMITED TO:
(1) APPROVED REQUEST FOR VOLUNTARY RELEASE FROM THE WRITTEN
AGREEMENT IF, DUE TO UNUSUAL CIRCUMSTANCES, IT IS
DETERMINED BY COMNAVPERSCOM (PERS-40) SUCH RELEASE
WOULD CLEARLY BE IN THE BEST INTERESTS OF BOTH THE NAVY
AND THE SAILOR;
(2) APPROVED VOLUNTARY REQUEST FOR RELIEF FROM AN SDIP
ASSIGNMENT;
(3) DISABILITY RESULTING FROM MISCONDUCT, WILLFUL NEGLECT,
OR INCURRED DURING A PERIOD OF UNAUTHORIZED ABSENCE;
(4) REMOVAL FROM THE SDIP ASSIGNMENT FOR CAUSE, INCLUDING
MISCONDUCT;
(5) SEPARATION FOR CAUSE, INCLUDING MISCONDUCT;
(6) SEPARATION BY REASON OF WEIGHT CONTROL AND/OR PHYSICAL
READINESS TEST FAILURE.
B. IF A SAILOR BECOMES INELIGIBLE FOR SDIP FOR ANY OF THE
REASONS BELOW, RECOUPMENT OF PAYMENTS ALREADY RECEIVED WILL
NOT BE REQUIRED:
(1) DISABILITY, INJURY, OR ILLNESS NOT THE RESULT OF
MISCONDUCT OR WILLFUL NEGLECT, OR NOT INCURRED DURING A
PERIOD OF UNAUTHORIZED ABSENCE.
(2) SEPARATION FROM NAVAL SERVICE BY OPERATION OF LAWS OR
REGULATIONS INDEPENDENT OF MISCONDUCT.
(3) DEATH (SEE SUBPARAGRAPH C BELOW).
(4) WHERE SECNAV DETERMINES REPAYMENT WOULD BE AGAINST
EQUITY AND GOOD CONSCIENCE, OR CONTRARY TO THE BEST
INTERESTS OF THE UNITED STATES.
C. IN THE EVENT A SAILOR DIES BEFORE THE SDIP IS RECEIVED BY

12. file:///S|/AIRWING%20CCC's%20ESO/LATEST_THIS_MONTH/NAVADMIN%20070_2007%20SDIP.TXT [7/26/2012 11:18:57 AM]
THE SAILOR OR BEFORE THE SAILOR COMPLETES THE SEA DUTY
ASSIGNMENT/EXTENSION FOR WHICH SDIP IS PAYABLE (AND DEATH
IS NOT CAUSED BY THE MEMBER?S MISCONDUCT), THE UNPAID/
UNEARNED BALANCE OF THE SDIP SHALL BE PAYABLE IN THE
SETTLEMENT OF THE DECEASED MEMBER?S FINAL MILITARY PAY
ACCOUNT (UNPAID SDIP SHALL BE PAYABLE IN A LUMP SUM). IF
DEATH IS DETERMINED TO BE THE RESULT OF THE MEMBER?S OWN
MISCONDUCT, TERMINATION OF ANY FUTURE PAYMENT AND PRORATION
OR RECOUPMENT OF THE SDIP, AS APPLICABLE, WILL BE MADE IN
ACCORDANCE WITH PROCEDURES ESTABLISHED FOR MEMBERS UNABLE
TO COMPLETE A CONTRACTED PERIOD OF SERVICE IS VOLUNTARY OR
THE RESULT OF MISCONDUCT.
8. MORE INFORMATION REGARDING THE SDIP PROGRAM, INCLUDING THE SDIP PDM
AND PROGRAM UPDATES ARE AVAILABLE VIA THE NAVY PERSONNEL COMMAND
WEBSITE AT:
http://www.npc.navy.mil/CareerInfo/PayAndBenefits/Sea+Duty+Incentive+Pay+(SDIP)+Program.htm
THE SDIP PDM CONTAINS ADDITIONAL DETAILS SUCH AS PAYMENT, BUSINESS
RULES, AND EXAMPLES OF
REQUIRED PAGE 13 ENTRIES.
9. POINTS OF CONTACT:
- COMNAVPERSCOM (PERS-401) (PROGRAM EXECUTION) AT [phone]/
DSN 882 OR EMAIL AT [email protected].
- DCNO (N130D1) (PROGRAM POLICY MANAGER) AT [phone]/DSN 225
OR EMAIL AT [email protected].
10. RELEASED BY VADM J. C. HARVEY, JR., N1.//
BT
#1582
NNNN

13. R XXXXXXZ JUL 12
FM CNO WASHINGTON DC //N1//
TO NAVADMIN
INFO CNO WASHINGTON DC//N1//
UNCLAS//N01306//
NAVADMIN XXX/12
MSGID/GENADMIN/CNO WASHIN GTON DC/N1/JUL//
SUBJ/CHANGES IN ENLI STED DISTRIBUTION TO IMPROVE SEA DUTY MAN NING//
RMKS/1. THIS NAVADMIN ANNOUN CES NEW INITIATIVES TO IMPROVE SEA DUTY MANNING
ON OUR DEPLOYING UNI TS. IN THE DYNAMIC GL OBAL ENVIRONMENT, ON E CONSTANT IS
THE CONSISTENT DEMAN DS ON OUR SEA-GOING FORCES TO PROV IDE CAPABILITY AROUND
THE WORLD. TO PROVIDE THIS CRIT ICAL CAPABILITY, OUR TOP PRIORITY IS TO
ADEQUATELY MAN AND TRAI N DEPLOYED UNITS TO MEET ALL MISSION REQUIREMENTS.
OVER THE PAST SIX MO NTHS, WE INTRODUCED SEVERAL VOLUNTARY AN D STRUCTURAL
MEASURES TO IMPROVE AT-SEA MANNING: VOLUNTARY SEA DUTY PROGRAM (VS DP),
EXPANDED SEA DUTY IN CENTIVE PAY (SDIP), SEA SHORE FLOW UPDATES, ADDITIONAL
SEA DUTY BILLETS IN FUTURE YEARS, AND IN CREASED ACCESSIONS. WHILE THESE
ACTIONS GAIN TRACTIO N, ADDITIONAL MEASUR ES ARE NECESSARY TO REDUCE GAPS IN
CRITICAL SKILLS AND SUPERVI SORY MANNING ON UNITS ABOUT TO DE PLOY. OVER THE
COURSE OF THE NEXT F EW MONTHS, WE WILL IMPLEMENT CHANGES TO EXISTING
DISTRIBUTION POLICIE S, PROCEDURES, AND S YSTEMS TO SPECIFICALLY ADDRESS GAPS
WHICH ARE CURRENTLY FILLED ON SHORT NOTICE WITH SAILORS DIVERTED OR CROSS-
DECKED FROM OTHER UNITS. FORTHCOMING EFFORTS INCLUDE CHAN GES TO THE CAREER
MANAGEMENT SYSTEM IN TERACTIVE DETAILING (CMS/ID) PROCESS AS OUTLINED IN THIS
MESSAGE, REVISIONS TO DETAILING BUSINESS R ULES FOR SAILORS WITH CRITICA L
SKILLS IN HIGH DEMAN D TO RETURN TO SEA EARL Y FROM SHORE DUTY, AND AN UPDATE
TO THE VSDP. THESE ADDITIONAL INI TIATIVES WILL BE PRO MULGATED VIA SEPARAT E
NAVADMINS.

14. 2. THIS NAVADMIN SPECIFICALLY ADDRESS ES CHANGES TO THE CAREER MANAGEMENT
SYSTEM INTERACTIVE DETAILIN G (CMS/ID) PROCESS. BASED ON FLEET FEEDBACK
REGARDING MANNING DEFICIENCIES AND FIT/FILL, THE ORDER NEGOTIATIO N PROCESS
USING CMS/ID HAS CHANGED TO PROVIDE G REATER PREDICTABILIT Y IN FUTURE MANNING
AND REDUCE SHORT NOT ICE MANNING ACTIONS INCLUDING CROSSDECKS AND DIVERTS.
A. CMS/ID PRESENTLY USES A COMBINATION O F RED AND GREEN ZONE
REQUISITIONS TO ADVERTISE A VAILABLE BILLETS. T HE RED ZONE REFLECTS THE
HIGHEST PRIORITY FLE ET BILLETS WHICH ARE FILLED EACH MONTH. GREEN ZONE
REQUISITIONS ARE NOT REQUIRED TO BE FILLED EACH MONTH LE ADING TO
UNPREDICTABILITY IN FUTURE MANNING AND, IN SOME CASES, CAUSING SHORT NOTICE
MANNING ACTIONS. BEGINNING WITH THE A UGUST 2012 CMS/ID CY CLE, A SINGLE SET
OF SEA AND SHORE BIL LETS, AS ESTABLISHED BY MANNING CONTROL AUTH ORITIES, WILL
BE ADVERTISED AND FI LLED EACH CYCLE.
B. SAILORS ENTERING INTO THEIR CMS/ID NEGOTIA TION WINDOW RETAIN THE
ABILITY TO APPLY FOR JOBS FROM THE CURREN T SLATE OF BILLETS ADVERTISED IN
THEIR RATING/PAYGRAD E.
C. SAILORS SHOULD SUBMI T FIVE APPLICATIONS FOR ADV ERTISED JOBS TO ENSU RE
THEIR DESIRES ARE TA KEN INTO ACCOUNT. FAILURE TO PROVIDE A N INPUT MAY RESULT
IN ASSIGNMENT OF A SAILOR TO A JOB WITHOUT THE SAILOR’S D ESIRES CONSIDERED.
SAILORS SHOULD PROVI DE INPUT EACH MONTH DURING THE NEGOTIATION PROCESS ON
CMS/ID OR VIA E-MAIL/PHONE TO THEIR DETAILER. INPUT VIA THE COMMAN D CAREER
COUNSELOR ON THE SAI LOR’S BEHALF IS ALSO ACCEPTABLE.
D. SINCE ALL BILLETS ADVERTISED ON CMS/ID WILL BE FILLED EACH MONTH,
DETAILERS MAY BE REQUIRED TO SELECT A SAILOR WHO HAS NOT APPLIED FOR THE
ASSIGNMENT OR IS EARLY IN THEIR NEGOTIATION WINDOW. DETAILERS WILL ATTEMPT
TO FILL ALL BILLETS USING A SAILOR'S DESIRED SELECTIONS FIRST , HOWEVER, FLEET
READINESS REQUIREMENTS WILL ULTIMATELY BE THE GUIDING FACTOR IN THE SAILOR'S
ASSIGNMENT. SAILORS NEARING THE END OF THEIR NEGOTIATION WINDOW WILL

15. GENERALLY BE CHOSEN TO FILL ASSIGNMENTS THEY DID NOT APPLY FOR OVER SAILORS
WHO ARE AT THE START OF THEIR NEGOTIATION WINDOW.
3. THE KEYS TO SUCCESS REGARDING THESE CHANGES ARE COMMAND LEADERSHIP
INVOLVEMENT INCLUDIN G PROACTIVE COMMUNIC ATION OF THESE CHANG ES, AGGRESSIVE
AND THOROUGH CAREER REVI EW BOARDS AND COMMAN D MANAGEMENT OF ENLISTED
DISTRIBUTION VERIFICATION REPORTS. SUPPLEMENTAL GUI DANCE AND PROGRAM DETAILS
WILL BE PROVIDED VIA ADDITIONAL NAVADMINS , UPDATED MILPERSMAN ARTICLES AND
THE CMS/ID WEBSITE, AS APPLICABLE. QUESTIONS CONCERNING THIS NAVADMIN SHOULD
BE REFERRED TO THE N PC CUSTOMER SERVICE CENTER AT 1-(866)-U-ASK-NPC OR (866)
827-5672 OR VIA E-MAIL AT CSCMAILBOX(A T)NAVY.MIL.
4. RELEASED BY VICE ADMIRAL S. R. VAN BU SKIRK, N1.//

16. R XXXXXXZ JUL 12
FM CNO WASHINGTON DC //N1//
TO NAVADMIN
INFO CNO WASHINGTON DC//N1//
UNCLAS//N04631//
NAVADMIN XXX/12
MSGID/GENADMIN/CNO W ASHINGTON DC/N1//
SUBJ/CHIEF PETTY OFFICER EARLY RETURN TO SEA//
REF A/MSG/CNO WASHIN GTON DC/XXXXXXXXXX12//#1
REF B/MSG/CNO WASHINGTON DC/XXXXXXXXXX12//#2
REF C/MSG/CNO WASHINGTON DC/311552ZJAN12//
REF D/MSG/CNO WASHINGTON DC/061653ZJUL12//
REF E/MSG/CNO WASHINGTON DC/XXXXXXXXXX12//#3
REF F/MSG/CNO WASHINGTON DC/091001ZSEP97//
NARR/REF A IS NAVADMIN XX X/12, CHANGES IN ENLISTED DISTRIBUTIO N TO IMPROVE
SEA DUTY MANNING. REF B IS NAVADMIN XXX/12, LIMITED DIRECTED DETAILING F OR
ENLISTED SAILORS. REF C IS NAVADMIN 043/12, VOLUNTARY SEA DUTY P ROGRAM. REF
D IS NAVADMIN 205/12, VOLUNTARY SEA DUTY P ROGRAM UPDATE. REF E IS NAVADMIN
XXX/12, VOLUNTARY SE A DUTY PROGRAM UPDAT E TWO. REF F IS NAVADMIN 221/97,
CHIEF PETTY OFFICER TO SEA POLICY.//
RMKS/1. THIS NAVADMIN, IN CONJUNCTION WITH REF A AND EFFORTS TO ADDRESS
CRITICAL SENIOR ENLI STED LEADERSHIP MANN ING ISSUES IN OUR DEPLOYING FORCES,
ANNOUNCES THE CHIEF PETTY OFFICER (CPO) EARLY RETURN TO SEA DUTY PROGRAM
WHICH PUTS NEW DETAILING BUSINESS R ULES IN PLACE REGARDING SENIOR ENL ISTED
LEADERS (E7-E9). THIS PROGRAM, WHI CH WAS DESIGNED IN C OOPERATION WITH U.S.
FLEET FORCES COMMAND AND THE MASTER CHIEF PETTY OFFICER OF THE NAVY TO ENSURE
HIGH PRIORITY SENIOR ENLISTED LEADERSHIP POSITIONS AT SEA ARE SUFFICIENTLY
MANNED, WILL ENABLE THE EARLY REASSIGNME NT TO SEA OF CPOS ON SHORE DUTY
POSSESSING CRITICAL SKILLS REQUIRED BY OUR DEPLOYI NG UNITS. THIS PROGRAM IS

17. DIFFERENT FROM THE LIMITED DIRECTED DETAILING P ROGRAM ANNOUNCED IN REF B
WHICH IS FOCUSED ON FILLING NEAR TERM MA NNING GAPS. THE CPO EARLY RETURN TO
SEA PROGRAM IS FOCUSED ON THE LO NG TERM AND IS INTENDED TO REMAIN IN PLACE AS
A MEANS OF MAINTAINI NG THE REQUIRED LEVE L OF CRITICAL SENIOR ENLISTED
LEADERSHIP AT SEA.
2. SENIOR ENLISTED DETA ILING BUSINESS RULES /GENERAL GUIDELINES FOR CPO EARLY
RETURN TO SEA VIA CU RTAILMENT OF SHORE D UTY ARE AS FOLLOWS:
A. APPLIES TO SENIOR ENLISTED LEAD ERS (E7-E9) SAILORS IN ALL RATINGS.
B. TO MINIMIZE THE NUMB ER OF CPOS IMPACTED BY EARLY CURTAILMENT OF SHORE
DUTY, DETAILERS WILL FIL L AS MANY HIGH PRIOR ITY E7-E9 SEA DUTY BILLETS AS
POSSIBLE BY FULLY UT ILIZING THE AUTHORIZED TRANSFER WINDOW. CURRENT POLICY
ALLOWS DETAILERS TO TRANSFER SAILORS UP TO THREE MONTHS PRIOR TO, OR FOUR
MONTHS BEYOND, PROJECTED ROTATION DATE (PRD). INVOLUNTARY CURTAILM ENT OF
SHORE DUTY WILL ONLY BE USED WHEN THERE ARE NO AVAILAB LE CPOS IN THE PRD
WINDOW AND THERE ARE NO EXCESS PERSONNEL ON SEA DUTY WITHIN THE GEOGRAPHI C
AREA WHO CAN BE REASSIGNED. EXCEPT TO MEET THE M OST CRITICAL OPERATI ONAL
REQUIREMENTS, ONLY SAILORS WHO HAV E COMPLETED AT LEAST 24 MONTHS OF SHORE
DUTY AT THE TIME OF TRANSFER WILL BE CON SIDERED FOR EARLY RE TURN TO SEA.
C. CANDIDATES WILL BE S ELECTED BASED ON VAR IOUS FACTORS, WHICH INCLUDE:
LENGTH OF TIME ON SH ORE, RECENT ADVANCEMENT, FLEET EXPERIENCE, NE C/SKILLS
HELD, TYPE OF PREVIO US SEA DUTY, AND REM AINING OBLISERV. IMPACT ON THE SHORE
DUTY COMMAND’S MISSION WILL ALSO BE EVALUATED. E8/9 SAILORS MAY BE CHOSEN TO
FILL VACANT E7/8/9 BILLET S AND E7 SAILORS MAY BE CHOSEN TO FILL VACANT E8
BILLETS.
D. IF EXTENUATING CIRCU MSTANCES OR MISSION REQUIREME NTS PRECLUDE AN
ELIGIBLE CPO FROM EXECUTING THE S EA DUTY ASSIGNMENT, THOSE CIRCUMSTANCES MUST
BE SUBMITTED TO PERS-40 IN WRITING, WITH COMMAND ENDORSEMENT, WITHIN 30 DAYS
OF BEING IDENTIFIED AS A REPLACEMENT UND ER THIS POLICY. PERS-4 IS THE FLAG
REVIEW AUTHORITY FOR SUCH CASES.

18. E. REQUESTS TO TRANSFER TO THE FLEET RESERVE , SUBMITTED SUBSEQUENT TO
SELECTION FOR EARLY RETURN TO SEA BY CPOS WITH MORE THAN ONE YEAR OF CONTRACT
TIME REMAINING, MAY BE DISAPPROVED.
F. HIGH YEAR TENURE (HYT) WAIVER REQUESTS FOR CPOS CHOSEN FOR EARLY
RETURN TO SEA WILL RECEIVE FAVORABLE CONSIDERATION.
G. CPOS WITH A NUCLEAR NEC (33XX) WILL CONTINUE TO BE DETAILED PER N AVAL
NUCLEAR PROPULSION P ROGRAM PRIORITIES.
3. TO ENCOURAGE CPOS TO VOLUNTARILY RETURN TO SEA DUTY, THE FOLLOWING
INCENTIVES ARE CURRENTLY OFFERED VIA THE VOLU NTARY SEA DUTY PROGR AM AS
OUTLINED IN REFS C, D AND E.
A. GEOGRAPHIC CHOICE OR STABILITY;
B. HYT WAIVER CONSIDERA TION; AND
C. SEA DUTY INCENTIVE P AY FOR ELIGIBLE RATINGS .
4. REF F, NAVADMIN 221/97, CHIEF PETTY OFFI CER TO SEA POLICY, I S HEREBY
CANCELLED.
5. FOR THE NAVY TO CONTINUE MEETING WORLD-WIDE OPERATIONAL COMMITME NTS, WE
MUST MAINTAIN AT-SEA MANNING READINESS. THESE CHANGES WILL HELP US ENSURE
CRITICAL SENIOR ENLISTED LEADERSHIP IS WHERE WE NEED IT MOST.
6. RELEASED BY VICE ADMIRAL S. R. VAN BUSKIRK, N1.//

19. R XXXXXXZ JUL 12
FM CNO WASHINGTON DC//N1//
TO NAVADMIN
INFO CNO WASHINGTON DC//N1//
UNCLAS//N01306//
NAVADMIN XXX/12
MSGID/GENADMIN/CNO WASHINGTON DC/N1/ JUL//
SUBJ/LIMITED DIRECTED DETAILING FOR ENLISTED SAILORS //
REF A/MSG/CNO WASHIN GTON DC/XXXXXXXXXX12// #1
AMPN/ REF A IS NAVADMIN XX X/12, CHANGES IN ENLISTED DISTRIBUTION TO IMPR OVE
SEA DUTY MANNING.//
RMKS/1. THIS NAVADMIN, IN CONJUNCTION WITH REF A AND EFFORTS TO ADDRESS
SHORT-TERM MANNING ISSUES IN OUR DEPLOYING FORCES, ANNOUNCES THE LIMITED
DIRECTED DETAILING PROGRAM WHICH WILL ALLOW THE REASSIGNMENT OF SAILORS ON
SHORE DUTY WHO HAVE CRITICAL SKILLS REQUIRED BY OUR IMMINENT DEPLOYERS TO SEA
DUTY. THIS ACTION IS EXPECTED TO IMPACT BETWEEN 200 AND 400 SAILORS NAVY
WIDE.
2. SAILORS WHO HAVE COMPLETED A MINIMUM OF 24 MONTHS ON SHORE DUTY AT THE
TIME OF ORDER EXECUTION MAY BE CONTACTED BY THEIR DETAILER AND DIRECTED TO A
SEA DUTY ASSIGNMENT PR IOR TO THEIR PROJECTED ROTATION DATE (PRD). DIRECT
DETAILED SAILORS WILL BE FINANCIALLY COMPENSATED IN A LUMP SUM, CALCULATED
ACCORDING TO MONTHS OF SHORE DUTY CURTAILED.
3. LIMITED DIRECTED DETAILING WILL BE ACCOMPLISHED AS FOLLOWS:
A. TO MINIMIZE THE NUMBER OF DIRECT DETAILED SAILORS, DETAILERS WILL
FILL AS MANY OF THE CRITICAL JOBS AS POSSIBLE BY FULLY UTILIZING THE
AUTHORIZED TRANSFER WINDOW THAT INCLUDES M OVING SAILORS THREE MONTHS PRIO R
TO, OR FOUR MONTHS BEYOND , THEIR PRD MONTH. THIS IS THE NORMAL AUTHORIZED
DETAILING WINDOW, IT IS NOT CONSIDERED DIRECTED DETAILING AND WILL NOT RESULT
IN ADDITIONAL FINANCIAL COMPENSATION.

20. B. DETAILERS WILL COMPILE A LIST OF SHORE DUTY SAILORS BASED ON SHORE
DUTY COMMENCEMENT DATE, SAILORS THAT HAVE BEEN ON SHORE DUTY THE LONGEST WILL
GENERALLY BE UTILIZED FIRST AND GEOGRAPHIC STABILITY WILL BE MAINTAINED
WHENEVER POSSIBLE. SAILORS THAT ALREADY POSSESS A REQUIRED NEC WILL BE
CHOSEN UNLESS TRAINING IS AVAILABLE AND CAN BE COMPLETED PRIOR TO THE
REQUIRED REPORTING DATE.
C. NO SHORE COMMANDS OR SPECIFIC JOBS ARE EXEMPT FROM LIMITED DIRECTED
DETAILING. HOWEVER, SAILORS CURRENTLY FILLING THE FOLLOWING BILLETS OR AT
THE FOLLOWING COMMANDS WILL ONLY BE CONSIDERED AFTER ALL OTHERS: RECRUIT
DIVISION COMMANDER; ATTACHÉ, RECRUITERS AND INSTRUCTORS, CAMP DAVID, STATE
DEPARTMENT, SPECWAR AND SPECOPS SHORE COMMANDS , AND AFLOAT TRAINING GROUP S.
SAILORS WITH A NUCLEAR NEC (33XX) WILL CONTINUE TO BE DETAILED PER NAVAL
NUCLEAR PROPULSION PROGRAM PRIORITIES .
D. ONCE A SAILOR IS IDENTIFIED TO FILL A CRITICAL JOB T HAT REQUIRES
SHORE DUTY CURTAILMENT, BOTH THE LOSING COMMAND AND THE SAILOR WILL BE
CONTACTED BY PERS-40. PERS-4 WILL BE THE FLAG REVIEW AUTHORITY FOR ANY
COMMAND REQUESTING FLAG REVIEW .
E. HIGH YEAR TENURE (HYT) WAIVERS FOR PURPOSES OF COMPLETING DEPLOYMENTS
WILL BE APPROVED AND PRD WILL BE SET TO THE PRESCRIBED SEA TOUR (PST) BASED
ON THE SAILOR’S SEA SHORE FLOW REQUIREMENT.
F. UPON RECEIPT OF ORDERS, FINANCIAL COMPENSATION WILL BE PAID IN THE
FORM OF A LUMP SUM PAYMENT. SAILORS WHO ARE UNABLE TO EXECUTE THEIR ORDERS
WILL HAVE THEIR FINANCIAL COMPENSATION RECOUPED.
4. DECISIONS AFFECTING THE CAREERS AND LIVE S OF OUR SAILORS AND THEIR
FAMILIES ARE NOT TAKEN LIGHTLY. OUR AIM IS TO CAUSE THE LEAST AMOUNT OF
DISRUPTION TO THE CA REERS OF OUR SAILORS AND THEIR FAMILIES, WHILE SUSTAINING
FLEET MANNING AND EN SURING OUR NAVY REMA INS MISSION READY AC ROSS THE BROAD
SPECTRUM OF MARITIME O PERATIONS. LIMITED DIRECTED DETAILING IS ME ANT TO BE
AN INTERIM POLICY TO IMPROVE FLEET MANNIN G AND READINESS BY F ILLING THE

21. CRITICAL GAPS WE ARE EXPERIENCING AT SEA WITH THE RIGHT SAILO RS. WE WILL
CONTINUE TO EVALUATE THIS POLICY, ADJUST AS NECESSARY, AND REFINE LONGER TERM
SOLUTIONS THAT WILL HE LP PROPERLY MAN THE NAVY AT SEA AND ON S HORE.
5. RELEASED BY VICE ADMIRAL S. R. VAN BUSKIRK, N1.//

22. Improving Sea Duty Manning Storyboard

 The Navy is built on three tenets: Warfighting First, Operate Forward and Be Ready.
o These three tenets rely upon the Navy having people in warfighting billets.

 We have worked to stabilize the size of the Force over the past few years, while at the
same time we have strived to ensure the right paygrade mix of Sailors in each individual
rating. Currently we are short more than ten thousand Sailors at sea; the vast majority of
these gaps are in our undermanned ratings. We conducted the Enlisted Retention Board
which helped our Force balance, but nearly one third of our enlisted ratings remain
undermanned due to perennial retention challenges. Combined with our normal numbers
of Sailors on limited duty, operational deferment, in training and transit, we have critical
gaps at sea that need to be immediately addressed.
o The gapped billets at sea that affect our operational readiness the most require our
most senior Sailors – E5 and above with critical skills in our undermanned ratings.
You hear this most often referred to as “Senior FIT.”
o As our Navy is in ever-increasing demand around the world, filling these gap billets
at sea has become more critical. Although we have significantly improved our
balance, we must distribute the available Sailors to our top-priority billets at sea.
o We have always been focused on manning in our operational forces. Adjustments to
Sea Shore Flow took place over a year ago. Over the past six months, we introduced
several voluntary and structural measures to improve at-sea manning: Voluntary Sea
Duty Program (VSDP), expanded Sea Duty Incentive Pay (SDIP), additional sea
duty billets in future years, and increased accessions. While these actions gain
traction, additional measures are necessary to reduce gaps in critical skills and
supervisory manning on units about to deploy.

 To address our sea duty manning challenges, the Navy is using:
o Career Management System Interactive Detailing or CMS/ID – we are going to fill
the warfighting billets first to improve manning in pivotal fleet prioritized billets
(which will be advertised and filled in each cycle).
o Limited Directed Detailing – 200 to 400 senior Sailors possessing critical skills will
be directed to cut short their shore duty to fill critical gapped sea billets. There is not
list of specific ratings that will be drawn from because the gaps are different for each
ship. In most ratings, this action will only impact a few Sailors.
o Chief Petty Officer (CPO) Early Return to Sea program – Some CPOs may be
returned to sea duty early. The Chief’s Mess is the backbone of our sea-going Force,
their operational know-how, technical expertise and leadership are critical to mission
success. Although we strive to balance sea and shore duty over a career, there is too
much risk to operational fleet readiness to gap a senior enlisted billet at sea.
o The Voluntary Sea Duty Program that was launched in January is being extended and
expanded – Sailors who choose to volunteer for this program have more control over
their career. VSDP applicants receive special handling by the detailers to match their
desires with an available billet. Also, as an added incentive focused on senior enlisted
leaders, High Year Tenure (HYT) waivers will be considered for VSDP applicants.

23. o Sea Duty Incentive Pay (SDIP)—eligible skill/paygrade combinations will be
expanded.

 If you are a Sailor, you should:
o Consider volunteering to extend on sea duty, accept back-to-back sea duty orders, or
return to sea duty early via VSDP. There are personal and professional benefits to be
gained including SDIP for eligible ratings, choice of duty location, PTS deferment,
and even CPO HYT waiver consideration. Professionally, volunteering may offer
additional training opportunities, and sustained superior performance at sea is the
hallmark for top evaluations and advancement opportunities.
o Be proactive; get into CMS/ID and apply for the maximum number of jobs possible
so that the detailers know your preferences; Sailors further in the negotiation window
are more likely to be assigned a billet they haven’t requested.

 Our leadership – Command Triad, Chief’s Mess, and Division Officers need to encourage
their Sailors to be proactive in communicating job preferences.

24. R XXXXXXZ JUL 12
FM CNO WASHINGTON DC //N1//
TO NAVADMIN
INFO CNO WASHINGTON DC//N1//
UNCLAS//N04631//
NAVADMIN XXX/12
MSGID/GENADMIN/CNO WASHINGTON DC/N1 /JUL//
SUBJ/VOLUNTARY SEA DUTY PR OGRAM UPDATE TWO//
REF/A/MSG/CNO WASHIN GTON DC/XXXXXXXXXX12//#1
REF/B/MSG/CNO WASHINGTON DC/3 11552ZJAN12//
REF/C/MSG/CNO WASHINGTON DC/06 1653ZJUL12//
NARR/REF A IS NAVADMIN XXX/12, CHANGES IN ENLISTE D DISTRIBUTION TO IM PROVE
SEA DUTY MANNING. REF B IS NAVADMIN 043/12, VOLUNTARY SEA D UTY PROGRAM. REF
C IS NAVADMIN 205/12, VOLUNTARY SEA DUTY P ROGRAM UPDATE.//
RMKS/1. THIS NAVADMIN, IN CONJUNCTION WITH REF A AND EFFORTS TO ADDRESS
CRITICAL MANNING ISS UES IN OUR DEPLOYING FORCES, EXTENDS THE VOLUNTARY SEA
DUTY PROGRAM (VSDP) OF REFS B AND C TO 30 SEPTEMBER 2013. ADDITIONALLY, TO
FURTHER ADDRESS SENIOR ENLISTED LEADERSHIP MANNING ISSUES IN OU R DEPLOYING
FORCES, HIGH YEAR TENURE ( HYT) WAIVERS FOR SEN IOR ENLISTED SAILORS (E7-E9)
WILL NOW BE CONSIDERED IN CON JUNCTION WITH VSDP R EQUESTS.
2. IN ORDER TO OPEN THE VOLUNTARY SEA DUTY P ROGRAM INCENTIVE TO ADDITIONAL
SENIOR ENLISTED LEAD ERS AND TO REDUCE THE DEMAND PL ACED ON THE CHIEF PETTY
OFFICER EARLY RETURN TO SEA PROGRAM, THE FOLLOWING ADDITIONAL VSDP INCENTIVE
IS OFFERED:
A. HYT WAIVERS (E7-E9): DEPENDING ON RATING, SEA DUTY MANNING AND THE
IMPACT TO FUTURE ADV ANCEMENTS, HYT WAIVERS WILL BE CONSIDERED ON A CASE-BY-
CASE BASIS FOR SENIOR ENLISTED SAIL ORS VOLUNTEERING TO CURTAIL SHORE DUTY A ND
RETURN TO SEA, EXTEND AT-SEA, OR ACCEPT BACK-TO-BACK SEA DUTY ORDERS. LENGTH
OF HYT WAIVERS MUST MEET RETAINABILITY R EQUIREMENTS FOR THE MINIMUM AMOUNT O F

25. ACTIVE SERVICE OBLISERV A MEMBER MUST HAVE UPON ARRIVAL AT A NEW DUTY STATION
AFTER A PCS TRANSFER , BOTH IN CONUS AND OCONUS.
B. ONCE SAILORS NEGOTIATE AND ACCEPT ORDERS OR EXTEND AT SEA, SUBSEQUENT
REQUESTS TO TRANSFER TO THE FLEET RESERVE BEFORE THE HYT WAIVE R EXPIRES WILL
BE DISAPPROVED.
C. SENIOR ENLISTED LEADE RS ARE REMINDED THAT CHOICE OF GEOGRAPHIC
LOCATION IS AN ADDIT IONAL INCENTIVE OFFERED BY VSDP AS O UTLINED IN REFS A AND
B. ADDITIONALLY, IF ELI GIBLE, SEA DUTY INCE NTIVE PAY (SDIP) CAN BE COLLECTED
IN CONJUNCTION WITH VSDP.
3. VSDP REQUESTS WILL NOT BE APPROVED FOR SAILORS HOLDING A NUCLEAR NEC
(33XX).
4. FOR THE NAVY TO CONT INUE MEETING WORLD-WIDE OPERATIONAL COM MITMENTS, WE
MUST MAINTAIN AT-SEA MANNING READINES S. THESE CHANGES WI LL HELP US ENSURE
CRITICAL SENIOR ENLI STED LEADERSHIP IS W HERE WE NEED IT MOST .
5. RELEASED BY VICE ADM IRAL S. R. VAN BUSKI RK, N1.//

26. SDIP ELIGIBILITY CHART

Approved: 2 July 2012

Rating/Skill Pay Grade Monthly
SDIP Rate

Aviation Boatswain’s Mate- Equipment (ABE) E-7 $700

Aviation Boatswain’s Mate- Fuels (ABF) E-7/8 $700

Aviation Machinist Mate (AD) E -7/8 $700
E-6 $600

Aviation Ordnanceman (AO) E-8 $750

Aviation Structural Mechanics (AM) E-5/6 $500
E -7/8 $1000

Aviation Structural Mechanics- Equipment (AME) E-5/6 $500
E -7 $1000

Aviation Electronics Technician (AT) E-7/8 $700
E-5 $500

Aviation Maintenance Administrationman (AZ) E -7 $700
E-6 $600
E-5 $500

Boatswain Mate (BM) E-7/8 $700
E -5 $500

Culinary Specialist (SS) E-7 $700

Damage Controlman (DC) E-5 $500
E -6 $600

Engineering Duty Master Chief (EDMC) (NEC 3302) E -8/9 $750

Engineering Laboratory Technician (ELT) (SS) E-5/6 $500
(NEC 3356/3366)

Engineman (EN) E-7 $700
(NEC 4314)

Electronics Technician (ET) (SS) (RCN 1002) E-7/8 $700
(SS) (14NV) E-9 $750
(SS) (14NV) E-6 $500
(SS) (1001/1002) E-5/6 $500

27. Fire Controlman (FC) (NEC 1332) E-7/8/9 $500

Fire Controlman (FC) (AEGIS)
(NEC 1107, 1111, 1113, 1114, 1119, 1143, E-5 $ 750
11 44, 1148, 1318, 1322, 1335, 1337,
1339 )
(NEC 1341, 1342, 1343, 1344, 1345, 1351, E -6 $500
1352, 1355, 1361, 1362, 1365, 1371,
1372, 1375, 1381, 1382, 1385, 1391,
1392)
mmmmm (NEC 1104) E-8/9 $500


Gas Turbine Systems Technician (Electrical) (GSE) E-7 $500
E-6 $600

Gas Turbine Systems Technician (Mechanical) (GSM) E-7 $500

Gas Turbine Systems Technician (GS) E-8 $750

Gunner’s Mate (GM) (NEC 0814) E-7 $700
(NEC 0814) E-6 $600

Hospitalman (HM) (IDC) (NEC 8402, 8403 *, 8494*) E-5/6/7/8/9 $750
(NEC 8425* ) E-5/6/7/8/9 $500

Interior Communications (IC) E-6 $600

Logistic Support (LS) E-8 $700
E -5 $500

Logistic Support (LS) (SS) E-7 $700


Machinery Repairman (MR) E-5 $500
E -6 $600

Missile Technician (MT) E-8 $500

Operations Specialist (OS) (NEC 03 18/0324) E-5/6 $500
(NEC 0319) E-6/7 $750
(NEC 0327) E-5 $500

Personnel Specialist (PS) E-8/9 $700
E-7 $700
E-6 $600
E -5 $500

Quarter Master (QM) E-6 $600
E -7 $700

Sonar Technician (STG) (NEC 0527) E-5/6/7/8/9 $750
(NEC 0466) E-5/6 $70 0



NOTE: Prescribed Sea Tour (PST) must be completed to be eligible.
* Qualifying Operational Assignments Only