NAVY

BUPERS 3

BUPERS 3Enlisted Brief

UPDATED 7 July 2011

Fleet Engagement11-14 July 2011

NAVY

BUPERS 3Specific Community Management

Accession planning Quality, quantity, policy Lateral conversions/Redesignations

Training Initial (‘A’) school requirement Advanced/career (‘C’) school

requirements Policy advisor to NETC/OTC

Review billet changes for impacts on community health

Sea/shore rotation Career progression Geo Stability

Information dissemination Link, web pages, PAO efforts Fleet engagement visits

Force structure management Advancement/Promotions Career paths Retention Retirements Separations (early, hardship) Sea shore tour lengths Perform to Serve (PTS) Continuation/SERAD Probationary Officer Continuation and Redesignation

Board Enlisted Retention Board (ERB)

Incentives Pay Bonuses Special duty assignment pay (SDAP) Training incentives (STAR/HPSP)

Miscellaneous NEC changes, Occupational standards, ASVABs

Assess, monitor, inform, develop, review impacts—limited execution

Active & Reserve, Officer & Enlisted

NAVY

BUPERS 3

Force Shaping

NAVY

BUPERS 3

Officer Enlisted

FY11 Total Force LandscapeNavy Five-Year Defense Plan Profile

Total Force

“Pre-decisional”

NAVY

BUPERS 3Force Stabilization Tools

Reduced Accessions

“Blended” SRB

STE Policy

Selected TIG Waivers

Selected Early Out

Perform to Serve (Zones A/B/C)

High Year Tenure

E7-9 >20 Continuation Board

Special and Incentive Pay Reviews

Enlisted Retention Board (ERB)

ENLISTED OFFICER Probationary Officer Continuation &

Redesignation Board

Career Status Boards

Limit Retire/Retain and Age Waivers

Selected TIG Waivers

Limit Retraction of Retires/Resigs

Selective Early Retirement / Continuation Board (O-5 and O-6 FTS)

Special and Incentive Pay Reviews

Minimum Service Requirement Waiver

Admin Selection Boards

Force Shaping Lever Working Group Initiated

NAVY

BUPERS 3

End Strength

6

FY11 Strategic Context

Decreasing Attrition

Unprecedented Retention

Reenlistment Behavior

There is a moderate to strong positive correlation between unemployment rate and reenlistment rates

Sailors are staying out of trouble

0.0%

2.0%

4.0%

6.0%

8.0%

10.0%

45%

55%

65%

75%

85%

95%

FY 00 FY 01 FY 02 FY 03 FY 04 FY 05 FY 06 FY 07 FY 08 FY 09 FY 10 FY 11

Un

emp

loym

ent R

ate

Ree

nlis

tmen

t Rat

e Zone C

Zone B

Zone A

0.00%

2.00%

4.00%

6.00%

8.00%

10.00%

12.00%

Zone A

Zone B

Zone C

Sailors making earlier long term commitments

• E/S expected to decrease overall across the FYDP

A B C0

2,000

4,000

6,000

8,000

10,000

12,000

14,000

16,000

18,000

Goal

Actual

FY10 Only

New policy encouraged

long –term behavior

NAVY

BUPERS 3

7

FleetRIDE-Perform-to-Serve

NAVY

BUPERS 3Perform-To-Serve

8

PTS is a performance-based strength management tool

• Centralized re-enlistment approval(0-14 years of service) E6 and below

• Manages number of re-enlistments to staywithin fiscal controls

• Balances enlisted manning in each skill set

• Outcomes:

Re-enlist in current skill set

Convert to a different (undermanned) skill set

Transition to reserves

Separate

Denied-resubmit (up to 6x in 6 months)

2003 Implemented for first-term Sailors (0-6 years of service)

2009Expanded to second-term (6-10 years of service) and third-term Sailors (10-14 years of service)

2011Navy’s primary tool to manage end strength and balance the force

1

2

3

4

5

NAVY

BUPERS 3

Perform-to-ServeUse and Timeline

9

Force Balancing / Shaping Tool• Performance based quota reservation system (In-rate / Conversion / SELRES)• Rating conversion (Overmanned Undermanned)• Controls reenlistment / continuation between zones• End strength management

24-15 15-12 12-6 6 5-3

• Career Development Board

• Use RIDE to review current quotas and opportunities

• Consider retaking ASVAB Submit PTS

Application

PTS Application Window

Orders negotiationwindow 9-7 mo

Final PTS determination

made

Reserve Component PTS

application

Months prior to Sailor’s End of Obligated Service (EAOS) as extended

Application Timeline

Results published monthly. Sailors receive notification of:Approved: In RateApproved: ConversionDenied: Denied Quota but may resubmit monthlyDenied Final: Denied quota and directed to separate at EAOS (as extended)

COC plays a critical role…

BUPERS 3

NAVY

Check to see if there are any “Conversion Out” quotas

Check to see if there are any “Conversion Out” quotas

Number of Year Group (YG) quotas published by ECMs

Number of applications submitted for available YG quotas

Check to see if there are any “Conversion Out” quotas

Check to see if there are any “Conversion Out” quotas

Number of Year Group (YG) quotas published by ECMs

Number of applications submitted for available YG quotas

NAVY

BUPERS 3

E1-3 E4 E5 E6 E7 E8 E9 Total

% INV to FY11 EPA 122% 102% 95% 100% 104% 99% 100% 102%

EPA (FY11) 1083 1143 3159 1241 582 183 32 7423

Total Inventory 1319 1164 3014 1241 605 181 32 7556

EPA (FY13) 1061 1146 2938 1204 603 167 32 7151

% INV to FY13 EPA 124% 102% 103% 103% 100% 108% 100% 106%

0 500 1000 1500 2000 2500 3000 3500

E1-3

E4

E5

E6

E7

E8

E9

EPA by Paygrade vs Inventory

EPA (FY11)

Total Inventory

EPA (FY13)

Community Manager – OS Rating

TOUR SEA SHORE Sea Shore 10/10 ALNAV1ST 54 36 E9 79% 124% 6% 11.9%2ND 48 36 E8 110% 90% 9% 10.4%3RD 48 36 E7 121% 92% 22.5% 18.2%4TH 36 36 E6 102% 97% 1.7% 10.7%5TH 36 36 E5 89% 106% 32.2% 16.0%6TH 36 36 E4 100% 152% 42.7% 24.0%7TH 36 36 E1-3 139% 7000% TIR TIR

Adv. Opp.ManningSea Shore Flow

ECM Notes: - Conducted Air Control HPRR, further discussion at multiple BRT’s.- Proposed changes support building AJM career path for air controllers utilizing NEC 0327 as apprentice base.- Rate manned at 102%.

Providing RED opportunity for “OS”, Limited NWAE.

Year Group Analysis

0

100

200

300

400

500

600

700

800

900

1000

201

1

201

0

200

9

200

8

200

7

200

6

200

5

200

4

200

3

200

2

200

1

200

0

199

9

199

8

199

7

199

6

199

5

199

4

199

3

199

2

199

1

199

0

198

9

198

8

198

7

198

6

198

5

198

4

198

3

198

2

Year Group

Inve

nto

ry

EPA

E1-E3

E4

E5

E6

E7

E8

E9

2012 EPA

2013 EPA

2014 EPA

Red Upper

Yellow Upper

Red Lower

Yellow Lower

NAVY

BUPERS 3

FR-PTS Stacking Algorithm

Sailors in Highest Paygrades

Sailors selected for advancement, but not yet advanced (frocked)

Cumulative Average of up to the 5 most recent Evaluations

Sailors who hold critical NECs/ OR RIDE score for Conversions

* Approved to Reenlist in Current Rate

* Approved to Convert to New Rate

* Denied - No Quota Available (resubmit application )

* SELRES Option

* Denied Final Action

Entry Point:

CO’s recommendation

for Retention required to enter the PTS Stacking

PTS OUTPUT

ECM Review• NJP DATA(ECM Review)

• Warfare Qualification (ECM Review)

Proximity to EAOS

PFA

MILPERSMAN ART 1160-030Members must be Promotable and recommended for

advancement on the Last (2) Graded Evaluations to be Reenlistment Eligible (Professional Growth Criteria)

NAVY

BUPERS 3FY-11 To Date A/C PTS Applications

62%

3%

4%

24%

7%

Total Decisions – 35,413

Approved In-Rate - 21,941

Approved Convert - 997

Approved SELRES - 1,456

Final Denied-Active - 8,621

Final Denied-Other - 2398

13

NAVY

BUPERS 3

PTS Take-Aways

Involvement is key Early is better Trust, but verify (CDBs, applications, etc)

Know the system, know what can be influenced and what can’t be

EVALs Be honest—inflated evals could hurt a better Sailor Know when someone is coming into PTS window

Use other programs to address misbehavior/ substandard performance

Push conversion option after 2-3 looks Alternative is likely a separation quota Still get in rate look first—increases opportunity (4/month vice 1) Prepare for conversion well before PTS window

If separating, push SELRES affiliation

NAVY

BUPERS 3

15

Enlisted Retention Board

NAVY

BUPERS 3

16

Board addresses select overmanned skill sets 31 skills sets, > 103% manned

~ 16K Sailors considered, retain ~13K E4 – E5 Board (22 Aug to 16 Sep) E6 – E8 Board (26 Sep to 21 Oct)

Each board presided by Flag Officer

Each record receives 2 independent reviews

Board outcomes• Selected for retention in rate• Approved for conversion• Not selected for retention (approved for transition to Selected Reserves)

Commanding Officers will have 7 days to notify/counsel affected Sailors before results posted

Enlisted Retention Board

Targeted method to improve fit in select overmanned skillsReduces “pressure” on Perform to Serve

123

NAVY

BUPERS 3ERB: Performance Indicators

All personnel eligible for the board will have their records reviewed for the following basic performance standards:• Substandard performance of duty• Declining performance• Detachment for cause per MILPERSMAN 1616-010• Removal of security clearance when required by rating• Military/civilian conviction or NJP• Administrative/personnel action for misconduct such as DUI,

DWI, spouse or child abuse

17

Sustains Quality of the Force based on Performance

NAVY

BUPERS 3

Timeline and Conversion Opportunity

MAR APR MAY JUN JUL AUG SEP OCT-NOV

2011

18

JAN- MAR

OSD (P&R)notification

Eligibility announcement

NAVADMIN

Conversion applications

accepted

Conversion selection

Eligibility verification/

Sailors correspond with

Board

E4-5 Board

(4 weeks)Separation notification

Reserve Component application

SEP

2012

Separate

90-day operational waiver

Conversion application deadline extended to 15AUG for more to apply

JUN

E6-8 Board

(4 weeks)

Conversion Opportunity:• Only those Sailors not selected for retention by the ERB will be considered

for conversion• If selected for conversion, ERB result will be vacated and they will continue

service in their new rating

NAVY

BUPERS 3

FY 12 8-15 LOS Board Eligible Population of Overmanned Ratings

TOTAL ELIGIBLE POPULATION

23,696

NOTES: 1. EXCLUDES NUCLEAR RATINGS AND SRB RECIPIENTS based on

Spring SRB MSG.2. LOS 8-15 (YOS 7.01 – 14.99)3. Includes Time in Rate (TIR) greater than 1 year.

Population in PTS Window w/SEAOS in FY12:E7-E8: 0E6: 1,852E5: 3,700E4 666Total: 6,218

Population NOT in PTS Window with SEAOS > FY12:E7-E8: 1,612E6: 6,135E5: 9,201E4: 530Total: 17,478

EA H140 48 62 128.13% 284 235 120.85% 49 14 115.06% 5.79%

AG A410 137 208 152.04% 1095 935 117.11% 160 71 109.50% 7.61%

MMSW B130 497 803 161.52% 5225 4480 116.63% 745 306 109.80% 6.83%

GSE B121 174 236 135.74% 1300 1124 115.66% 176 62 110.13% 5.53%

FC B310 662 759 114.70% 4826 4245 113.69% 581 97 111.39% 2.29%

AS A430 275 395 143.89% 2030 1796 113.03% 234 120 106.32% 6.71%

SH B730 305 348 114.04% 2335 2099 111.24% 236 43 109.20% 2.04%

AZ A440 360 502 139.27% 2788 2517 110.77% 271 142 105.14% 5.62%

PS B710 516 614 119.04% 2926 2642 110.75% 284 98 107.03% 3.72%

AWV A550 119 143 120.61% 770 706 109.07% 64 24 105.60% 3.46%

AD A110 831 1091 131.35% 6006 5508 109.04% 498 260 104.31% 4.73%

AWR A505 233 268 115.00% 930 855 108.77% 75 35 104.68% 4.09%

AT A210 1096 1529 139.49% 8043 7414 108.48% 629 433 102.65% 5.84%

MR B250 95 105 110.24% 678 625 108.48% 53 10 106.92% 1.56%

ABF A102 235 342 145.45% 2287 2118 107.98% 169 107 102.93% 5.05%

CE H110 250 275 109.91% 1290 1196 107.86% 94 25 105.79% 2.07%

BU H100 412 428 103.95% 2468 2292 107.68% 176 16 106.97% 0.71%

AWF A530 213 252 118.45% 915 850 107.65% 65 39 103.03% 4.62%

SW H170 150 167 111.21% 834 777 107.34% 57 17 105.17% 2.17%

CM H120 367 403 109.77% 1927 1798 107.17% 129 36 105.18% 1.99%

EO H150 346 356 103.04% 1626 1520 106.97% 106 10 106.28% 0.69%

PR A450 274 331 120.97% 1709 1601 106.75% 108 57 103.16% 3.58%

UT H190 177 182 102.77% 1004 941 106.70% 63 5 106.17% 0.52%

ETSW B420 1074 1223 113.87% 6850 6451 106.19% 399 149 103.88% 2.31%

STG B340 531 611 115.03% 2980 2817 105.79% 163 80 102.95% 2.83%

RP B720 134 146 108.90% 790 752 105.05% 38 12 103.47% 1.59%

AE A200 567 772 136.10% 4383 4175 104.98% 208 205 100.08% 4.90%

AM A130 1147 1570 136.83% 7404 7070 104.72% 334 334 100.00% 4.72%

MN C160 164 192 117.21% 914 882 103.63% 32 28 100.43% 3.20%

OS B440 1122 1452 129.40% 7510 7264 103.39% 246 246 100.00% 3.39%

EMSW B210 586 604 103.10% 3731 3618 103.12% 113 18 102.62% 0.50%

MT C180 243 243 100.00% 1233 1201 102.66% 32 0 102.66% 0.00%

DC B200 484 513 106.06% 2933 2857 102.66% 76 29 101.63% 1.03%

MM(SS) C150 438 475 108.48% 2170 2114 102.65% 56 37 100.89% 1.76%

ABH A103 531 622 117.12% 4864 4764 102.10% 100 91 100.19% 1.91%

LS B740 1581 1706 107.92% 8813 8652 101.86% 161 125 100.41% 1.45%

AO A420 1187 1435 120.93% 7854 7720 101.74% 134 134 100.00% 1.74%

QM B450 373 472 126.65% 2197 2163 101.57% 34 34 100.00% 1.57%

IC B230 289 327 113.24% 2104 2078 101.25% 26 26 100.00% 1.25%

HT B220 341 402 117.81% 2374 2352 100.94% 22 22 100.00% 0.94%

AME A131 196 280 143% 1386 1379 100.51% 7 7 100.00% 0.51%

BM B400 868 1117 128.68% 5267 5247 100.38% 20 20 100.00% 0.38%

AC A400 411 467 113.75% 2460 2454 100.24% 6 6 100.00% 0.24%

ABE A101 340 397 116.73% 2692 2687 100.19% 5 5 100.00% 0.19%

RATING EMC

FY12 LOS 8-15 Spread

EPA

Enlisted Retention Board Target Population (FEB11)

NAVY

BUPERS 3

Conversion OpportunityUndermanned Ratings

Conversion eligibility requirements waived to allow all ERB eligible Sailors maximum

opportunity to convert• Years of Service: Greater than 12 years

of service can apply• Paygrade: All personnel regardless of

paygrade can apply• PRD: Personnel with more than 12

months to PRD can apply• Minimum activity tour: No restriction for

minimum activity tour requirement• PCS: Personnel in receipt of PCS orders

can apply• OBLISERV: No restriction for Obliserv

requirements incurred as a result of reenlistment, training or other programs20

The following ratings will accept applications for

conversion:

CS(SUB) CTR

FT HM

CTI CTT

ITS NCC

CTM ET-NAV

LS(SUB) YN(SUB)

CTN ET-RADIO

MM-WEPS (SUB)

NAVY

BUPERS 3Transition Assistance for ERB Sailors

Proposed NAVSEA/NAVAIR/SPAWAR “shipmate to workmate” hiring program/job fair

Pending Contracted professional job placement, interview skills, resume writing (90 days)

Mandated 60 days INCONUS prior to separation

Sailor choice of transition date (command endorsed)

Command waiver for operational necessity (90 days)

21

Transition Assistance Program Involuntary separation pay

(monthly base pay x12 x years-of-service x 10%)

Transitional TRICARE (180 days) + premium based medical coverage (18 months Continued Health Care Benefit Program (CHCBP))

ID card for access to medical and other benefits

Extended Commissary and Exchange (2 years)

Enhanced Benefits for ERB SailorsCurrent Benefits for Invol Seps

Still in development

NAVY

BUPERS 3

Senior Enlisted Continuation Board

• NAVADMIN 194/11 (052211ZJUL11) outlines criteria, board membership and defines those in exempt billets• Convenes 5 Dec 2011

• A performance-driven review of Master Chiefs, Senior Chiefs and Chiefs with more than 19 years of service and three years time in grade

• No quotas

• Documented misconduct and substandard performance are the primary reasons a Sailor would not be selected for continued service.

• Examples (listed in the NAVADMIN) include:• Substandard Performance of Duty• Declining Performance • Military or civilian convictions, and non-judicial punishment.• Inability to perform duties required by rating, such as through removal of

security clearance

• Members not selected for continuation must transfer to the Fleet Reserve or retire NLT 30 September, 2011

NAVY

BUPERS 3

CAREER DEVELOPMENT FOUNDATION “Brilliant on the Basics”

ENGAGE AND CHALLENGE YOUR SAILORS…Easy acronym (SAILOR) for leadership to remember the “Brilliant on the Basics”

Sponsorship/First 72 hrs

Assign a reliable mentor (key to mentoring success)

Indoctrination (schedule/include spouse)

Leadership involvement (DIVO/LCPO/LPO- CDB Managers)

Ombudsman Program (Introduce to ALL Sailors)

Recognition Program (Awarding Sailors for hard work)

Earl y Engagement

Transfer

AC or RC

Orientation

Career Development Boards

RetirementSeparation

Plan Evaluation

Early Engagement ---Setting The Tone for Success

NAVY

BUPERS 3 PREPARING FOR ADVANCEMENT

• Make sure all eligibility requirements are met

• Make sure you understand sustained superior performance on evals

• Ensure you know about the tools to help succeed (Bibliography, AESG, schools, profile sheets, etc.)

• Use the Advancement Exam Strategy Guide (AESG) to help focus on study plan.

• START EARLY--don’t wait until the last minute!

• Verify all info is current and accurate on worksheet and answer sheet

NAVY

BUPERS 3

QUALIFYING TO TAKE THE EXAM

• CO recommendation

• Meet minimum time in rate (TIR) requirement

• Proper Path of Advancement

• Meet requirements for rating (i.e. citizenship, security clearance, and training prior to date of exam)

Requirements must be met for PACT Sailors

- Counseled by their Career Development Team (CDT) and submit application through FLEET Ride

- Must receive approval through FLEET Ride prior to the date of examination

NAVY

BUPERS 3

Select

NAVY

BUPERS 3

Click on

NAVY

BUPERS 3

Choose Exam Cycle and prospective Paygrade

NAVY

BUPERS 3

Look Before You Walk!

• Secure Retirement Pension• Medical Retirement Benefits• Extra Monthly Income • Navy Camaraderie, SGLI, Paid Travel and

more…

Navy Reserves

A Commitment To The Navy Reserve Earns:

NAVY

BUPERS 3

Benefits

• Reserve Retirement benefits (after 20 qualifying years of service)

• Affiliation Bonuses and Critical Wartime specialty pays (NAVADMIN 294/10)– Up to $20K

• 2 Yr Mob Deferment (NAVADMIN 007/07)• Receive 1 day of pay per every 4 hours of drill. Receive 4

days of pay for a typical drill weekend along with flexible drill opportunities.

• Full low cost medical coverage for you and your family. Tricare Reserve Select while drilling. At age 60, Tricare Prime Family Dental Plan

• SGLI $400,000 ($29 a month)• Foreign Language/Cultural Studies Bonus • Network for jobs and business opportunities (Priceless)

NAVY

BUPERS 3

Benefits con’t

• Montgomery GI Bill ($333 a month full time)– 6 year drill obligation, No out of pocket cost

• POST 9/11 GI Bill

• Camaraderie, pride and patriotism

• Recall / Active Duty for Special Work (ADSW)/Full Time Support (FTS) opportunities

• Educational Benefits (Navy College, Dantes, CLEP, Apprenticeship Program, Tuition Assistance)

• Space “A” availability for air travel

• Full MWR privileges (golf, gym, & theater)

• Thrift Savings Plan

• Unlimited Navy Exchange & Commissary visits

NAVY

BUPERS 3TRICARE Reserve Select

• Monthly Premium $49.62 • Annual deductible E4 &

below: $50• Annual deductible E5 &

above: $150• Prescription Drug Plan $3

Generic $9 Brand Name

MEMBER ONLY• Monthly Premium $197.65 • Annual deductible E4 &

below: $100• Annual deductible E5 &

above: $300• Prescription Drug Plan $3

Generic $9 Brand Name

FAMILY

TRS COST/PAYMENTS

NAVY

BUPERS 3

What to expectduring a drill weekend

Typical Drill Weekends:

• Once a month (most NOSC) Larger NOSC 2 drill weekends (only required to attend 1)

• Readiness requirements– Orders (AT/ADT/IDTT/ADSW/ADOS)– MOB/IA Screening– Medical/Dental– Uniforms – NKO – PG2/SGLI– Wills/Power of Attorney

NAVY

BUPERS 3

What to expect during a drill weekend con’t

Typical Drill Weekends:• Administrative requirements

– Unit musters (4 Total, 2 x day) – PFA (Spring/Fall)– Evals/Fitreps– Urinalysis– CDB’s– Reenlistments/Extensions– Change of rating/HYT/Age 60 waiver request– Exams (Feb/Aug)– Bonus– MGIB-SR (SOU/NOBE)

NAVY

BUPERS 3

Jul-09

Oct-09

Jan-10

May-10

Aug-10

Nov-10

0

10

20

30

40

50

60

70

80

66.967.471.8

24.824.8

34.4 ActiveLinear (Active)SelresLinear (Selres)

Exam Dates

E-4

% o

f Adv

ance

men

t

Jul-09 Oct-09 Jan-10 May-10Aug-10Nov-100

5

10

15

20

25

30

35

40

27.430.1

36.6

15.615.719.6 Active

Linear (Active)SelresLinear (Selres)

Exam Dates

E-5

% o

f Adv

ance

men

t

Jul-09

Oct-09

Jan-10

May-10

Aug-10

Nov-10

02468

1012141618

12.414.2

16.2

10.41212.2

ActiveLinear (Active)SelresLinear (Selres)

Exam DatesE-

6 %

of A

dvan

cem

ent

SELRES VS ACTIVE DUTY ADVANCEMENT OPPORTUNITY

NAVY

BUPERS 3

CTO Contact Information

• Web-site– http://www.npc.navy.mil/CareerInfo/Transition/

• Email– cto.enlisted@navy.mil– cto.officer@navy.mil

• Phone– 1-866-U-ASK-NPC– (901) 874-4108

Career Transition Office

NAVY

BUPERS 3

In Closing…..

Community Management Force Shaping Fleet RIDE – Perform to Serve

Who and when to apply Remember conversion options

Enlisted Retention Board (ERB)

Career Development Evals - Are you doing everything to make yourself successful

Advancement - Study habits, exam preps

Navy Reserves Benefits Expectations

NAVY

BUPERS 3

38

Questions?