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· DCNP and CNPC – RADM “Sonny” Masso
· CPPD Center for Personal and Professional Development
· CMS Interactive Detailing
· 3 guiding principles – Love your Sailors, Lean toward yes, Do the Right Thing
· Brilliant on the Basics – (use acronym SAILOR to remember)
§ S- Sponsorship
§ A- Assign Mentor
§ I- Indoctrination
§ L- Leadership (CDB)
§ O- Ombudsman (Family Support Group)
§ R- Recognition
· Total Force – Active and Reserve components, plus Navy Civilians and contractors
· Even though we are drawing down to 322,000 Sailors, Navy Reservists, Civilians and Contractors allow us to continue to complete our mission
· CNO wants us to be a top 50 employer and we have many of the issues in place to make it happen. We just need to strengthen Brilliant on the Basics
· We must continue to motivate and communicate to our GENEX (born 1962-1982) and Millennials (born 1982 to present) in order to gather their full potential
· Recruit the Sailor but Retain the Family – Include spouse in Sponsorship and Indoctrination
· Schedule CDB in Plan of the Week and schedule during each Planning Board for Training
· CMS-ID will commence Sailor access in June 2009 (CAC access still required)
New initiatives being discussed include – Flex Hours, Major event Sabbatical (Child Birth, Education milestone, Family HUMs or EFM, etc
MCPON
· Thanks for taking the time to come gain annual refresher training and I encourage each you learn something new here this week so as to better serve your Sailors
· CPO new Evaluation better aligns our Mission Vision and Guiding Principles for all CPOs
· Discussion of Promote-to-Fill program where personnel are temporarily promoted to higher pay-grade while serving in “needed” position with the hope that they will make permanent promotion during that tour of duty. They will transfer at original pay-grade to next duty station if they don’t promote
MPTE Manpower, Personnel, Training and Education –
· Purpose is to put the right Sailor with the right skills in the right position at the right time
· Look at Roadmaps on NKO for enlisted ratings (Goal is roadmaps for all ratings in 2 years)
· New courses for E-5 select and E-6 select to be completed in Command prior to frocking vice in the school house (NAVADMIN)
· Change GMT to leadership training delivered to subordinates
· PACT will track SN, AN, FN through mandated “A” school and rating by 24 month
· Perform to Serve – look at conversion options if their rate is full and 1st PTS was declined. Only 269 were separated so far this year 3.2% and 2019 last year 2.5%
· SRB message had 13 reductions but had 116 rate increases for targeted needs
· NAVADMIN coming out next month to provide new business rules for SEA/SHORE Flow
· Provides Enlisted Career Paths
· SDIP for Sailors needed in certain ratings at sea
· SSF will increase sea tour for 9% of rating, but reduce 33% of rating/specialties
· SSF will be posted on NPC website after NAVADMIN is released
· New Business Rules – PRDs prior to October 2009 will not change under SSF
Navy Recruiting – FORCM Penton
· 72% of 18-24 yr olds are ineligible for service (Education, physical, social)
· Goal of more recruits with higher skills and aptitude to support PACT and other special program needs
o 95% w/HS diploma
o 70% w/45 AFQT or higher
· Commands MUST properly screen volunteers for Recruiter Duty (NO BCA, FAP, NJP, etc)
· increase number of active duty recruiters to 4358 and 683 CRF
· $450 Recruiting Pay plus no IA (rip-to-fill) duty
· Recruiter Command Advancement program approved
· CARIT Brief
o Roll-overs from active to reserve will not be deployed for first 2 years
o $20k bonus for some ratings
o Pay, Health Care, Retirement points, Commisary/NEX, etc
· Need leaders (E7-8) to help mentor and lead at the academy
· CCC needs to screen candidates and provide recommendations from CO
· Located in Dam Neck with Site in San Diego
§ Learning Centers are located in Fleet Concentration Areas
· Goal – Develop Sailors mentally, morally and physically
· SDC – Sailor Development Continuum (Right training at Right Time) Develops programs i.e.; NMT, GMT, E-Learning, PFM, BEARINGS, NADAP, CMEO, SEA, CLS, CCC school
· VOLED –
- Advancement eligible Sailors must have passed exam, passed PRT, NO NJP, recommended for promotion (warfare pin issue within command, not Navy wide) degree should be completed prior to returning to sea if possible
- Waiver for 16 hours ($250 per credit hour, program plan, completion before transfer)
- $4500 CAP
- Sept advancement exams - E3-E5 Sailors will earn Final Multiple Points for completion of formal education (2 for Associate’s and 4 for Bachelor’s)
- 1 Sept is deadline for SMART/ETJ update for points to count
· 52 Navy College offices
CAPT Ron Dodge – PERS-40B (Initiatives)
· PERS 4013 owns Placement and Manning (not the individual rating detailers)
· Continuing the move from Rip-to-Fill IA to GSA detailing (72% now)
· Continuing the transition to CMS-ID as the platform for majority of orders to be written and plan to allow Service Member to apply without Command Access next Summer (CAC required)
· Gates prevent application for non-qual
· Flags require extra qualifying information prior to completing application
· AIP – Assignment Pay for duration of tour
· Dual Military – Both members must submit 1306/7 regardless of branch of service
· detailing window – 5 times between 13 month and 5 month window to chose orders ( = 25 possible sets of orders) , then individual falls into the Needs of the Navy
· CMS\ID only advertise 60% of jobs available based on urgency of fill (GSA ½, FDNF 1/5)
· Detailers Can:
§ Adjust PRD -3 / +4 months
§ Make valid Guard 2k commitments
§ Coordinate swaps
§ Spouse collocation
§ PRD extensions
§ Split tours
§ Nominate to special programs
§ Advise
· Detailers Cannot:
§ Change allowances
§ Make assignments to nonexistent reqs
§ Break PRD more than -3 / +4 months
§ Break TOS or DOD tours
CMS Interactive Detailing
· A tool for active and reserve Sailors a means to apply for jobs (apply for up to 5 jobs per cycle)
· Allows detailers to assign best fit (performance, skills, move cost, etc)
· Good for normal career moves but unique situation still require personal detailing (EFM, LIMDU, Spouse Co-location, etc)
· 13 months is first notification for application for next job, then 10 month needs review and input
· Detailer Awareness/Education quick start guides on NPC or NKO
· Command need to rank applicants for best fit coming to command (1>5)
· Gate – stop an application for a disqualifier
· Flag- gives you a warning for possible problem with duty request
· Review all data with each Sailor because the data is the same as what the detailer uses
· Command page shows Gapped billets and rollers
·
· Reports to N12 and CNP, but gathers data from FLEET and provide feedback to PMW-240
· Many applications needed today (Fleet Ride, CIMS, OPINS, JASS at Sea, CMS-ID, NSIPS, NIAPS, PTS) transitioning to one program for the future
· Fleet Introduction Team travels around the Fleet to test shipboard access to Navy Systems
· Only 5% of Commands are using Ranking and Comments area of CMS-ID
· Installing a monitoring system to verify that all command’s REQs are received each cycle
· 5 test ships will continue using NIAPS afloat while 2-6 more ships will be tested by Sept
· Countdown to PCS guide is under Navy Career Tools and NKO.Navy.mil
· CMS-ID is being deployed on afloat NIAPS servers and to Reserve component
· Too many disconnected IT systems (Almost 800 different systems)
· NIAPS server allows afloat units to periodically SYNC with mainframe ashore
· Goal is shared systems in an Enterprise where interfaces communicate
Fleet Ride
· RIDE = Rating Identification Engine
· Purpose:
o Screens sailors for ratings based on aptitude and manuals (Based on information provided, tells CCC and sailor all jobs qualified and not qualified for as well as why if you are not
· All E6 and below are in the system
· In service REGA differs from new accession REGA
· System updates daily from Enlisted Master File (EMF)
· System integrated into PTS (working on integrating into CIMS)
· Use for all conversions
· SSNs mask IAW DOD instructions
· Results default to CREO 1 only (can change settings and views)
· BUPERS 3
· Reenlistments - Zone A is still above goal, Zone B is just below goal, Zone C is at goal
· REGA and CREO – No “Open” ratings due to new goal of “year-group” manning vice Zone-based manning (in FY-09 Fleet Ride will allow Year-group manning
· E-5 HYT – 550-600 personnel expected to be separated in FY-09 based on current advancement exam results % (HYT Waiver needed for critical ratings and Needs of Navy)
· Quick-link on Bupers on Line will show command HYT potential
· PASS/PS update – PS positions at PSD are being replaced by CIV-SUB
o Lower accessions
o Convert top other ratings
o PTS and HYT will limit reenlistment in PS rating
o Convert to SELRES ($20k bonus for some specialties, 2-yr deferment from deployment
· Incentives to move people toward needs
-EB Enlistment bonuses
-SDAP
-SRB
-SDIP ( NEW NAVADMIN changes- if currently under orders can submit case by case)
-STAR
· Force Structure
-Advancement
-Career path
-retention
-retirement
-separations (early hardship)
-sea shore tour lengths
-PTS
-mergers
· ECM provide Selection Boards with quotas
· Working toward a Dashboard to cover from DEP 8 months out through A school.
· Transitioning SELRES ECM Functions to Pers-9 then to BUPERS 32 (Formerly PERS 4011)
· New CREO / REGA released
· Open Ratings- ABE, ABF, ABH, AD, AE, AM, AO, AS, AT
· Approval Ratings requiring- BM, CS, CS(SS), ET(SS-NV)RF), FT, GSM, MM, MM(SS-AUX) MM(SS-W), STS
· Approval required to enter closed DC, EN
· Loss Analysis is tool used for conversion authorizations, not CREO.
· Civilian Substitution (CIVSUB) results: -Cut PS by 2000 and FTS by 280 in next 5 years
-Reduce from 633 to 551 in FY09
-SELRES PS is at 138%, so no rollers
965 enlisted billets cut from IMA POM 2008 (925 E-5/6 and 42 E-7>9)
ECM bought back 126 billets due to impact
· Rating Mergers OS/QM, Eng Ratings,, NAC to AW, IC disestablish, GS/TM 49/07, YN/CT NAVADMIN 118/07
· Enlisted advancement goals:
§ Maintain opportunity for advancement
§ Support manning reqs for the Fleet
· PSD Transformation in works to:
§ Improve accuracy
§ Expand capability (24 hour service)
§ To save money
· BUPERS-32 ECM POCs are listed on web site
Center for Career Development – CAPT Stammer
· CCD visits Fleet areas to discuss: new policies; pay and compensation; health care benefits; retirement; Education; Enlisted distribution; spouse issues; CMS-ID and CMS
· Policy folks include NCCM Mack and NCCM(Ret) Randy Miller. They serve the NC community with guidance and tools to better serve the Fleet
· Data analysis folks provide CoC with trend analysis and metrics to allow course changes in policies and procedures before a crisis arises (i.e.: retention, extension, attrition, end-strength)
o Rapid Polling - Provides Fleet feedback and input to drive Big Navy towards Sailor needs
· PAO – Link Magazine, News on NPS, POW/POD Notes, Anchor Lines, etc…
o NPC website – central location for Sailor needs (NAVADMIN, Pay, Advancement, Selection Boards, Detailers, Current Events, News)
o Link Magazine back in print because of Fleet demand
· CMS schedule is posted on NPC website
o Spread the word around your region before we visit
· Can be formal or informal mentor relationship
· Policy – NAVPERSCOMINST 1500.1
· Everyone must have a Mentor for Personal and Professional Development
· Initially assign by command until member selects another leader
Naval Special Warfare Development Group – SOCM Mike Gillette and Chief Messenger
· CNO priority 1 Major Command
· Need Technical Support personnel for SEALS, SWCC and EOD
· Type 2 duty for 48 months
· 53% advancement compared to 24% Navy
· Can earn EXW warfare pin
· ~700 support personnel with only 10 E-4 and below
· ~$1400 worth of initial issue of equipment and clothing
· Special pay $75 1st 6 months, then $150. Direct support $225
· Civilian clothes allowance $880 then $270 annually
· Jump pay $265
· On call 24/7/365
· High OPTEMPO but 4-day weekends during each DoD Holiday
· NSW prep at Great Lakes for 4-8 weeks prior to BUDS (75% attrition)
· New Sealswcc.com website opened one month ago is superseding seal.navy.mil
· Screening –
o Command must still forward 1306/7 to ECM even if Command doesn’t want to lose member
o 48 months tour, no medical issues, recommended by CO, no NJP or civil conviction
o Try to recruit at normal rotation (PRD) (6 yr max SEAL 8 yr max SWCC
Navy Expeditionary Combat Command
· NECC – Warfare in EOD, Naval Construction SEEBEES, IA, Riverine, Mobile Boats, Expeditionary Divers, Security Forces, Expeditionary Logistics Support Group, Combat Camera, Navy Expeditionary Guard Battalion GTMO
· Conduct Maritime civil affairs and expeditionary training
· 40,000 Sailors with 47% SELRES w/~1/2 CBs
· POM 2010 will have 78 reserve quotas
· MC Treiber 757-439-8359
· EOD and Divers are 15-20% undermanned
· Incentives include special pay and SRB and CSRB
· Special request chit, 1306/7, dive physical are required
Expeditionary Combat Readiness Center (ECRC)-
· Mission – Oversight of IA process
· Man, train, equip, and support the IA mission
· NECC detachment sets up all pay, emergency leave, pre and post training, Warrior transition program in Kuwait
· Family readiness is needed to prepare the family for separation
· 15,000 IA’s in theater with 300 more in support roles
· 1000 more are in training to deploy, 2700 PGs
· CCCs need to screen better (Mentally, Administratively and Physically capable)
· NAVADMIN 141/07–details the options for pre, in theater and post advancement exams (27 NAVADMIN in total that discuss IA/GSA)
· 2-points for IA on exam
· ECRCs in Little Creek and San Diego will be the parent command for all PCS Augmentees
· 757-462-4316 ext 332
· EODCM Treble briefed needs for EOD expansion throughout GWOT due to need of Divers and EOD techs
o 2000 (900/1100) needed but currently 82% manned
o MILPERSMAN 1220-100
o E5 or below w/less than 6 years
o EOD SRB up to 90K Zones A, B, C
o EOD w/ CSRB 150K
o Diver SRB up to 60k
Individual Augmentee (IA)
· PCS transfers to IA fall under ECRC in Norfolk and San Diego. Rules to follow with family location between old duty station, next duty station, home of record and Family Support Group in Norfolk or San Diego.
· 3 CMC’s in Theater to monitor and support Sailors
· provide land and sea security and customs missions and expeditionary medical facilities
· Must have secret clearance with no PT or medical issues
· Make sure that our people are deployment ready with dependent care plan
· Awards are forwarded to OPNAV when received from Army if higher than Joint Service Commendation
· Single Sailor issues being staffed (storage of car and furniture, BAH, etc)
· PERS 40GS will do PCS IA orders, PERS 4G still does TDY IA
· CCC and CMC should screen candidates for IA and place request from Sailor
· Billets by rating posted on website CMS interactive detailing
· Volunteers between 5 months early (-3 > +4 rule) then Volunteers outside of detailing window, then Need of Navy Non-Volunteers
· PERS 40GS helps Sailors negotiate for good follow-on orders after IA
· 270 days or more get choice of coast for next set of orders
· Will forward a waiver for E-6 at 19+ for 1 year IA before Fleet Reserve
· Safe haven 1 year after return from IA before being selected again
· $30,000 at 15 years for accepting offer (-taxes = $25,500 – state tax = $21,900)
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