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BUPERS 32 Overview Navy Counselors Association Symposium

Sept 24, 2012

CAPT Hank RouxHead, Enlisted Community Manager

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Line Up

Military Community Management

Enlisted Advancements

Fleet RIDE – Perform to Serve (PTS)

Rating Entry for General Apprentices (REGA)

- Professional Apprentice Career Tract (PACT)

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BUPERS 3Community Management (CM)

There can be a natural tension between the objectives of each function

CommunityManagement

Placement Distribution

Focus

Providing sustainable inventories with requisite skills

Unit level manning and requirements

Individual assignments to meet billet/skill needs (Fit/Fill)

Demand Signal

Officer & Enlisted Programmed Authorizations (OPA & EPA)

Unit manning documents (AMDs, SMDs)

Requisitions

• Often review same things, but from different perspectives• Collaboration is important & improving• Process the same for Active & Reserve components

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Military Community Management Concept of Operations

* BUPERS-3 supports policy and plan development

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BUPERS 3 Community Management

• Examples of tensions in force management and personnel policies (non-inclusive):

• Budget vs. mission and requirements• Growth vs. limited/constrained resources• Long lead-time planning vs. year of execution• Instituting change into system

• Executing policy changes can require additional resources• “Flooding” the fleet with change• Potential to send mixed signals

• Officer vs. enlisted guidance (law vs. policy)• Retaining “right” personnel vs. meeting end strength controls• Special and Incentive pays• Accession cuts vs. force structure cuts

Law/Policies must be adaptable & flexible to current & future environments

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Other Key Functions

• Fleet Engagement– Assumed mission of Center for Career Development (CCD)– Fleet concentration area visits in FY-11 included: NORVA,

San Diego, Mayport/Jax, PACNORWEST, Japan– FY-12 area visits: Naples, Key West, Korea/Guam, San

Diego, Norfolk, Great Lakes, Pensacola, and Groton– Coordinated trips with PERS-40/4013 representatives– Brief all CMC/COB & PXO/PCO, as well as SEA classes, in

Newport

• Reports: Quick facts/Stress on the Force, CNP 5x8, Sustaining the Force (Medical)

• Programs of record: FleetRIDE/Perform to Serve, Stay Navy Calculators, Navy Retention Monitoring System (NRMS), CCD,

Career Information Management System (CIMS)

• Numerous data calls, ad hoc queries & reviews6

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Navy Retention Monitoring System (NRMS)

Functional Manager: CDR Arjay NelsonAssist. Functional Manager: LT Tim Shaffer

• NRMS - PTS Reporting:– NRMS is receiving weekly PTS-FleetRIDE data updates– Developing a two-way FleetRIDE-NSIPS web service interface for

implementation in FY13 for more timely data exchange

• PTS Report Development:– Baseline PTS command-level report will be available to NRMS users as of the

30SEP12 NRMS maintenance release– Command report will include PTS Take Rate, Application Summary, and Zone

Analysis tabs broken out by UIC; report will utilize drill-through functionality down to the individual Sailor level

– Purpose is to provide Command Career Counselors with PTS reporting capability within the same system they currently use for retention/attrition monitoring

FY13 Development:– Working with USFF/PACFLT to develop a NRMS Retention Excellence Report

that incorporates Fleet-relevant PTS and retention metrics to replace the current Unit Honor Roll Report

– NRMS will reflect the Total Force in FY13 upon implementation of the NRMS SELRES Officer universe

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Enlisted Advancements

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Solid lines = 10 yr avg

• E6 Opportunity increasing – above 10-year average for first time in 9 cycles• E5 Opportunity increasing – above 10-year average• E4 Opportunity increasing – above 10-year average for first time in 5 cycles

E4/5/6 Aggregate Opportunity

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0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%FY94

FY95

FY96

FY97

FY98

FY99

FY00

FY01

FY02

FY03

FY04

FY05

FY06

FY07

FY08

FY09

FY10

FY11

Fy12

FY13

E9 E8 E7

• E9 Opportunity increasing – above 10-year average for first time in 9 cycles• E8 Opportunity increasing – above 10-year average• E7 Opportunity increasing – above 10-year average for first time in 5 cycles

Solid lines = 10 yr avg

E7 22.10%

E8 10.97%

E9 12.91%

Historical E7/8/9 Aggregate Opportunity

Current Cycle

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• Perform to Serve (PTS)

• Professional Apprentice Career track (PACT)

Terms of Reference for Force Shaping Tools:Efforts to effectively shape the force in quantity, quality and cost must remain centered on operational requirements, based inarguably on performance, and executed with complete

integrity and utmost timeliness.

Force Management Tools

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Perform-To-Serve Intent

260000

265000

270000

275000

280000

285000

2008

2009

2010

2011

EPA v. I nventory

Inventory EPA

Manages number of re-enlistments to staywithin fiscal controls (force management role)

Balances enlisted manning in each skill set (original intent)

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FleetRIDE/Perform-To-Serve • Centralized re-enlistment approval(0-14 years of service, up to E-6)

• Significant changes 1 OCT 10 & after:• FleetRIDE/PTS integration

• YG management

• Quota expirations (13 months or change to EAOS/SEAOS or Current Enlistment Date (CED))

• Algorithm changes

• Quota visibility; plan reconciled monthly

• ISICs have visibility & authorities

• Outcomes:• Re-enlist in current skill set

• Convert to a different (undermanned) skill set

• Transition to reserves

• Separate

• Denied-resubmit (up to 6 times in 6 months)

PTS is a performance-based strength management tool

2003 Implemented for first-term Sailors (Zone A: 0-6 years of service)2009Expanded to second-term (Zone B: 6-10 years of service) and third-term Sailors (Zone C: 10-14 years of service)2011Navy’s primary tool to manage end strength and balance the force2013FR SELRES (RC to AC)Align with CMSID

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Fleet RIDE/Perform to Serve• Continued policy execution limiting losses

– Averaging <400 involuntary DFA per month FY12, (JUL 152, AUG 170)– QMT adjusted to generate quotas @102% of need per YG– Inventory managed over 3 years vice 1– Top Sailor in every competitive category receives quota (highest stacker in each YG & Rating)– Extended free quota to Sailors advanced via NWAE (through March 2012 exam cycle)

• Enhancements completed FY12:– Secondary UIC assignment to support IA Sailors (All Sailors inputted 03APR12)– FR to NSIPS Feed – Weekly flat file (completed 30APR12); daily 2 way feed in progress– ERB and voluntary early out Sailors able to apply SELRES well before SEAOS– FR Qualification capability rolled out for SELRES– Tools for Counselors to track command personnel

Command personnel report. Shows all pertinent personnel data for PTS affected Sailors: latest PTS status, quota expiration, PRD, EAOS/SEAOS

Ineligibility logic inserted into application (e.g., PRT and Eval entries) Quota expiration notification:

o Approval browser displays expiration dateo Approval letter includes expiration dateo Various splash screens and information banners addedo E-mail notification to CCC 3 months prior to quota expiration (Positive Fleet Response)

• Enhancements for FY13: – Continue FR expansion into SELRES (e.g., RC to AC)– FR/CMSID alignment (details in Day 3 breakout with Fleet RIDE staff)– System hardware and software improvements (RAM and storage increased 8X, OCT12)– 2 way daily NSIPS Feed will complete most of the PTS application, CIMS/NRMS reports (JAN13)

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FR DCO-Bridge

PTS to Fleet Bridge:•Our Fleet guests log–in on DCO and also dial-in for the Bridge.•The Bridge lasts for 1 ½ hours:

a) The first half hour consists of BUPERS-320 leadership discussing current and future enhancements that are occurring in Fleet RIDE and how they affect or will affect REGA and PTS submissions.

b) The next hour is a question and answer session in order to discuss current policy and procedures affecting Sailors’ PTS/REGA applications.

Bridge improvements:a) REGA Quota table posted on the PTS website

b) Sailor’s name and last four on the application

c) The printability of the application screen

d) In the process of adding CMD short-name with the UIC on the ISIC report

Fleet Feedback:•This is just one more way BUPERS-320 is ensuring that the Fleet is getting good, first-hand information in order to provide our Sailors the best possible customer service with the most accurate information! Overall, the Fleet knows they now have a voice in the process that affects Sailors aboard their commands.

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BUPERS 3FR DCO-Bridge

FR to Fleet Bridge Schedule:a) BUPERS 320 will have a fleet community bridge every two-three weeks as schedule permits.

b) Below is the tentative schedule for future FR DCO-Bridge conferences:

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PTS Monthly Process• ECMs load PTS quotas available, SEAOS application shells loaded

• Commands review/validate, enter new applications

• At end of month, applications collected—FR-PTS remains open

• Fleet RIDE sorts applications by EMC code and YG

• Algorithm run

Notes: • Data used to break algorithm ties: NJP, Warfare Qualifications

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Final: Voluntary vs PTS Losses

PTS ResultsA/C Sailors Oct 2010 - Jul 2012

Conversions

Approved for In-Rate

Separated with Approved AC Quota

156 Involuntary Separations

BUPERS 3PTS Misperceptions

Any NJP will end a Sailor’s career in PTS

Data: OCT 10 – AUG 11

What matters is what actions are done in/after NJP (paygrade & evals)

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Professional Apprentice Career Track (PACT)

& Rating Engine General Apprentice (REGA) Plan

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BUPERS 3PACT

What is a PACT? Professional Apprenticeship 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 onboard first Permanent Duty

Station.

Rating Entry Methods & Requirements Navy-Wide Advancement Exam (NWAE)

Meet Time In Rate (TIR) requirements. Approved via the Fleet RIDE REGA 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) Minimum 12 months on board to apply. Cannot apply for RED into an “A” School required rating. Meet all rating entry requirements. Must have valid billet on board present command.

Application deadline is 2359 (Central Time) the last day of each month.

Up to 3 options per application; once approved for NWAE, applications are “locked out” until results received. 21

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PACT Sailor and REGA Status

*Note: “A” School: 269 Sailors have been approved to attend “A” schools. School seat availability, PRDs and follow on orders may prevent us from gaining these Sailors into the rated inventory by year’s end. These Sailors are not included in the table above.

• March NWAE: 1190 Sailors were designated. There were 1477 approved applications to participate in the March NWAE (80% success rate).

– Reasons for 80% success rate Failed exams, Sailor’s desire (chose not to take exam), separated prior to exam, lost qualifications (no longer

rating eligible), NJP, etc.

• September NWAE: 1650 NWAE request approved to date. Expect an additional ~350 during August. An 80% success rate will result in an additional 1600 Sailors designated prior to year’s end.

• RED: 652 Sailors have been approved for designation via RED quotas since the beginning of FY12. Expect to approve another 500 by December 2012.

Cumulative & Projected REGA Approvals through end of CY12

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JUL ‘12 REGA Stats• 1,053 PACT Sailors submitted 1,683 requests for 1162 published designation quotas

– Each Sailor can list up to 3 preferences– JUN: 943 PACT Sailors submitted 1,436 requests for 1523 published designation quotas

• 499 PACT Sailors approved for designation, an additional 18 were approved for Apprenticeship change (change between A-PACT, S-PACT, or E-PACT)

– 35 via A-school– 328 approved to take SEP 12 NWAE– 136 approved for immediate RED at current command– JUN: 514 approved + 28 Apprenticeship changes

• 48 ratings had quotas– 8 ratings had 0 requests submitted (6 subsurface ratings)– 13 ratings had 0 approvals (largest number of published quotas was 5)– 9 ratings approved 100% of quotas– JUN: 48 ratings (not all the same), 7 ratings had 0 requests, 10 had 0 approvals, 26 had 100% approvals

• Top Denial Reasons:– Exceeded quota plan, no required Security Clearance, no NSW package submitted, no valid RED billet at

command

Initial September Quota Plan: 955 Total (68 A-school, 429 NWAE, 458 RED) – will adjust based on execution and eligible pool

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Highest Demand for PACT Sailors

• Strategies for driving PACT Sailors to needed rates:– SRB: Supply ECM has requested Zone A SRB for the CS rate to help drive PACT inventory to

apply. If successful, BUPERS-32 will consider adding more Zone A SRB to assist in driving future PACT Sailors into the rates where they are needed the most.

– Other Fiscal Incentives: BUPERS-3 is in-work with N130 to examine the potential to add a fiscal incentive for PACT Sailors to apply for rates with high demand/low applications (designation bonus).

– Policy: Proposed MILPERSMAN article (1306-610) will give the ECMs the authority to assign rates to those Sailors that have exceeded 30 months of active service.

– STRATCOMS: Fleet engagement visits, Navy.mil articles, Force weekly, website information, etc.

A-PACT S-PACT E-PACTRating Zone A

Manning %# Requests/# Quotas

(#Approved) JULRating Zone A

Manning %# Requests/# Quotas

(#Approved) JULRating Zone A

Manning %# Requests/# Quotas

(#Approved) JUL

ABE 82% 7/55 (4) CS 80% 25/110 (14) DC 87% 9/35 (6)

ABF 81% 17/38 (11) OS 84% 82/68 (33) EM 85% 14/35 (10)

ABH 78% 48/105 (32) BM 71% 136/127 (81)

AO 89% 72/67 (45) YN 82% 113/66 (30)

Highest Demand Ratings are Listed on the NPC Website Monthly REGA Plans

Note: manning percentages from 03 AUG data.

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Questions?

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Enlisted Retention Board

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Enlisted Retention Board

• High retention rates, low attrition rates for several reasons (economy, benefits, etc.). • Changes in the force have required a realignment of work & people.

• Results in unexpected over- and under-manned ratings.

• Other force management tools, both voluntary (e.g., Enlisted Early Transition Program) and involuntary (e.g., Perform to Serve), were not achieving required end strength.

• Didn’t want to add more pressure to Perform to Serve since it is limited to a small portion of force each year.

0

500

1000

1500

2000

2500

3000

3500

4000

4500

2009

2010

2011

2012

2013

2014

2015

EPA v. I nventory

Inventory EPA

31 ratings with imbalances between 7 and 15 years of service boarded

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Enlisted Retention Board Results

• 2,941 in a “not selected for retention” status as of 27 JAN 2012• Phase I: 1,918 not retained of 7,625 Sailors (74.85% retained)• Phase II: 1,024 not retained of 7,761 Sailors (86.81% retained)• 47 results vacated due to advancement; 2 members determined not eligible after

the board (as of 27 JAN 2012)

• If not selected for retention, then must separate no later than 1 SEP 2012, unless operational waiver approved for later separation date (up to 90 days later).

– Other dates must be coordinated with command.

• Honorable Discharge unless lesser characterization is warranted.

• Conversions approved (2,208 total packages submitted):• Phase I: 67/163 (41%)• Phase II: 63/173 (36%)• Overall: 130*/336 (39%)

• *Note: 124 as of 27 JAN 2012 due to advancements vacating results—retained in rate

80.86% Retained Including Conversions

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