1. NAVY
BUPERS 3
BUPERS 3
Leadership Brief
Fleet Engagement
UPDATED 7 July 2011 11-14 July 2011
2. NAVY
BUPERS 3
Line Up
• FET Schedule
• Enlisted Community Management
• Force Shaping
• Fleet RIDE- Perform to Serve (FR-PTS)
• Enlisted Retention Board (ERB)
• Enlisted Distribution (PERS 40)
• Personnel Readiness (PERS 4013)
• Officer Community Management (OCM)
3. NAVY
BUPERS 3
FET Schedule
Monday 11 Jul 11: NAVSTA NORFOLK Wednesday 13 Jul 11: (JOINT EXPEDITIONARY
(BLDG C9) BAST LITTLE CREEK FORT STORY)
0800-0830 In-brief 0900-1100 BUPERS 3 Leadership
0830-1000 BUPERS 3 Leadership Brief (CPOs and Officers)
Brief (CPOs & Officers) 1100-1200 OCM Brief
1000-1100 OCM Brief 1300-1600 Force Shaping/PTS/ERB/CMS-
ID Detailer Brief (E6 & Below)
1300-1600 Force Shaping / PTS / 1600-1700 Daily Wrap Up
ERB / CMS-ID
Detailer Brief (E6 & below)
1600-1700 Daily Wrap Up
Tuesday 12 Jul 11: Thursday 14 Jul 11: (NAS OCEANA)
0800-0830 In- brief 0800-1000 BUPERS 3 Leadership Brief
0830-1000 USS KEARSARGE Brief (CPOs & Officers)
WARDROOM/CPO Mess 1100-1200 OCM Brief
& Mess Deck 1300-1600 Force Shaping/PTS/ERB/CMS-
1000-1100 OCM Brief ID Detailer Brief (E6 & Below)
1300-1500 USS IWO JIMA Brief 1600-1700 Daily Wrap Up
WARDROOM/CPO Mess
& Mess Deck
1500-1600 OCM Brief
1600-1700 Daily Wrap Up
7. NAVY
BUPERS 3
Enlisted Force Shaping
How? - Reduce Input (Accessions) + Increase Output (Losses)
• Reduce Input (Accessions) + Balance -
• 34,279(FY10) to ~33,000(FY13) - Sunk cost - Long-term effect,
- Misaligns work
• Increase Output (Losses)
• Adjust PTS Guidance - YG mgmt - Limited eligibles/yr
• Enlisted Retention Board - Targets excess - Good Sailors w/no
- Competitive blemishes go home
- Helps PTS w/ no retirement
• CPO Continuation Board - Perf. based - Loss of experience
• Policy Adjustments (HYT, ECTP, etc) - Selectable - Inconsistent
Why FY12 Enlisted Retention Board?
• PTS not designed to be primary force reduction tool
• PTS sending good Sailors home while retaining poorer performers
• Current tools not sufficient to keep us w/in end strength limits
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8. NAVY
Force Stabilization Tools
BUPERS 3
ENLISTED OFFICER
Reduced Accessions Probationary Officer Continuation &
Redesignation Board
“Blended” SRB
Career Status Boards
STE Policy
Limit Retire/Retain and Age Waivers
Selected TIG Waivers
Selected TIG Waivers
Selected Early Out
Limit Retraction of Retires/Resigs
Perform to Serve (Zones A/B/C)
High Year Tenure
Selective Early Retirement / Continuation
Board (O-5 and O-6 FTS)
E7-9 >20 Continuation Board
Special and Incentive Pay Reviews
Special and Incentive Pay Reviews
Minimum Service Requirement Waiver
Enlisted Retention Board (ERB)
Admin Selection Boards
Force Shaping Lever Working Group Initiated
9. NAVY
FY11 Strategic Context
BUPERS 3
End Strength Unprecedented Retention
• E/S expected to decrease overall across the FYDP 10.0%
95%
8.0%
Zone C
Reenlistment Rate
Unemployment Rate
85%
6.0%
75%
Zone B
4.0%
65%
Zone A
55% 2.0%
45% 0.0%
FY 00 FY 01 FY 02 FY 03 FY 04 FY 05 FY 06 FY 07 FY 08 FY 09 FY 10 FY 11
There is a moderate to strong positive correlation between
unemployment rate and reenlistment rates
Decreasing Attrition Reenlistment Behavior
18,000
12.00%
16,000 New policy
10.00% encouraged
14,000 long –term behavior
8.00%
12,000
6.00% Zone A 10,000 Goal
Zone B
4.00% 8,000 Actual
Zone C
2.00% 6,000 FY10 Only
4,000
0.00%
2,000
0
A B C
Sailors are staying out of trouble Sailors making earlier long term commitments 9
11. NAVY
BUPERS 3
Perform-To-Serve
• Centralized re-enlistment approval 2003
(0-14 years of service) Implemented for first-
term Sailors (0-6 years
• Manages number of re-enlistments to stay of service)
within fiscal controls
• Balances enlisted manning in each skill set 2009
Expanded to second-
• Outcomes: term (6-10 years of
service) and third-term
1 Re-enlist in current skill set Sailors (10-14 years of
service)
2 Convert to a different (undermanned) skill set
3 Transition to reserves 2011
4 Separate Navy’s primary tool to
manage end strength
5 Denied-resubmit (up to 6x in 6 months) and balance the force
PTS is a performance-based strength management tool
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12. NAVY
Perform-to-Serve
BUPERS 3 Use and Timeline
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
Application Timeline
Months prior to Sailor’s End of Obligated Service (EAOS) as extended
24-15 15-12 12-6 6 5-3
Results published monthly.
Sailors receive notification
Reserve of:
PTS Application Component PTS
• Career Window
Approved: In Rate
Development application Approved: Conversion
Board Denied: Denied Quota but
• Use RIDE to review Orders negotiation may resubmit monthly
current quotas and window 9-7 mo Denied Final: Denied
opportunities quota and directed to
• Consider retaking separate at EAOS (as
ASVAB Submit PTS extended)
Final PTS
Application
determination made
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NC’s play a critical role…
13. NAVY
Perform-to-Serve
BUPERS 3 Monthly Quota process
Quota planning factors:
PTS Quotas
• Retention rates
• Strength targets (OPLAN) loaded and
• Behavior/quota execution visible When Sailor applies:
• Eligible population • End of contract
• ECM need zone manning including extensions
• EPA changes • Special
circumstances:
1. Negotiate for PCS
Monthly orders or training
Reconciliation PTS Applications program
2. Benefits (re-enlistment
Cycle bonus, Post-911 GI Bill
eligibility).
Updated based on
actual retention
behavior and quota
utilization
Rack-N-
Stack
• Performance based algorithm
• Competition for in-rate quotas
• Followed by up to three
competitions for conversion
Quotas differ for every rate/year group and update monthly
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14. NAVY
PTS Monthly Process
BUPERS 3
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
• CO’s recommendation for retention verified, applications sorted by:
• Paygrade
• Selected for advancement, but not advanced
• Average of up to last five (three for E3/4) EVALs (EP=5, MP=4, etc, not
trait average); NOB accounted for but not factored in
• Critical NECs held (per USFFC list) OR RIDE score for conversions
• PFA performance (number of failures in last 4 years)
• Proximity to SEAOS/decision point
15. NAVY
PTS Results so far …
BUPERS 3 Application Submissions
• 1 October 2010: Fleet RIDE – Perform to Serve (PTS) went live
• Valid submissions trending up (legacy system applications avg. only 9,600)
• Non-compliance trending down, sharply as a percentage of the total
PTS Applications PTS Applications
Spec Circ Apps Valid SEAOS Submissions SEAOS Failed to Submit
30,000 Valid SEAOS Submissions SEAOS Failed to Submit
1,851 1,380 1,233
25,000 100%
14% 11% 12% 10% 9%
26% 21% 22%
20,000 1,305 12,986 12,923 80%
1,431 13,189
1,976 2,105
15,000 2,495 9,103 10,053 60%
7,618 7,489
7,036 86% 89% 88% 90% 91%
10,000 40% 74% 79% 78%
12,308 11,913 11,656 20%
5,000 8,272 8,991 9,633
6,652 7,730
0 0%
Oct-10 Nov-10 Dec-10 Jan-11 Feb-11 Mar-11 Apr-11 May-11 Oct-10 Nov-10 Dec-10 Jan-11 Feb-11 Mar-11 Apr-11 May-11
Setting the Stage – Facilitating Command Submission 15
16. NAVY
BUPERS 3
FY-11 To Date A/C PTS Applications
Total Decisions – 35,413
7% Approved In-Rate - 21,941
24%
Approved Convert - 997
62% Approved SELRES - 1,456
4% Final Denied-Active - 8,621
3% Final Denied-Other - 2398
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17. NAVY
PTS Take-Aways
BUPERS 3
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
18. NAVY
PTS Checklist for Success
BUPERS 3
Identify PTS eligible (SEAOS/PRD) Sailors (via CIMS Unit Tracking)
Ensure CDBs are being conducted (15-24 months prior to PRD/SEAOS)
Ensure all Sailors qualified in the Fleet RIDE program.
Ensure all qualified PTS applications are submitted (12-15 months to
SEAOS/PRD)
Review monthly results via Fleet RIDE-PTS command reports
Personally recognize Sailors approved for PTS
Ensure counseling is conducted for all Sailors who have not been selected
for INRATE/Conversion approval after two reviews/looks.
Ensure proper command level notification is being done for those being
separated under PTS.
Ensure Sailors not selected for PTS are provided counseling on the
benefits of Reserve Affiliation.
Ensure PTS is briefed during Quarterly/Monthly Career Development Team
Meetings
Ensure the Chiefs‟ Mess maintains accountability of PTS with their
respective departments/divisions.
20. NAVY
BUPERS 3 Enlisted Retention Board
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
1
• Approved for conversion
2
• Not selected for retention (approved for transition to Selected Reserves)
3
Commanding Officers will have 7 days to notify/counsel affected
Sailors before results posted
Targeted method to improve fit in select overmanned skills
Reduces ―pressure‖ on Perform to Serve
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21. NAVY
BUPERS 3
ERB: 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
Sustains Quality of the Force based on Performance
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22. NAVY
Timeline and Conversion Opportunity
BUPERS 3
2011 2012
MAR APR MAY JUN JUL AUG SEP OCT-NOV JAN- MAR JUN SEP
E4-5 E6-8 Reserve Component
OSD (P&R) Eligibility application Separate
notification
Conversion Board Board
applications verification/
(4 weeks) weeks)
(4
accepted Sailors
correspond with Separation
Board notification
Eligibility Conversion
announcement selection 90-day operational
NAVADMIN waiver
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
Conversion application deadline extended to 15AUG for more to apply
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23. NAVY
FY 12 8-15 LOS Board Eligible Population
BUPERS 3 of Overmanned Ratings
F
Population in PTS LOS
TOTAL ELIGIBLE RATING EMC
Sp
Window w/SEAOS in E
POPULATION FY12:
23,696 E7-E8: 0 EA H140
AG A410 1
E6: 1,852 MMSW B130 4
E5: 3,700 GSE B121 1
E4 666 FC B310 6
Total: 6,218 AS A430 2
SH B730 3
AZ A440 3
PS B710 5
Population NOT in PTS AWV A550 1
AD A110 8
Window with SEAOS >
AWR A505 2
FY12: AT A210 1
E7-E8: 1,612 MR B250
E6: 6,135 ABF A102 2
E5: 9,201 CE H110 2
E4: 530 BU H100 4
AWF A530 2
Total: 17,478
SW H170 1
CM H120 3
EO H150 3
PR A450 2
UT H190 1
Enlisted Retention Board ETSW B420 1
STG B340 5
NOTES: Target Population (FEB11)
RP B720 1
1. EXCLUDES NUCLEAR RATINGS AND SRB RECIPIENTS based on
AE A200 5
Spring SRB MSG.
AM A130 1
2. LOS 8-15 (YOS 7.01 – 14.99)
MN C160 1
3. Includes Time in Rate (TIR) greater than 1 year. OS B440 1
EMSW B210 5
24. NAVY
BUPERS 3
ERB Quota Plan
• ECM’s reviewed Max Cut provided by B34 and recommended any
changes which were not reflected in the B34 analysis.
• Eligible inventory compared to FY12 EPA.
• ECM’s reviewed LOS graphs to determine were over manning is
located.
• ECM’s targeted single LOS cells to precisely target overmanned
year groups.
– Resulted in more competitive groups than PERS 8 could manage in the board
timeline.
• ECM’s grouped LOS cells together to reduce competitive groups
and minimize potential rating damage.
• Quota plan will change based on final eligibility of 1 Aug 2011.
– Advancement and exclusions will reduce total eligible but not the total separated.
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25. NAVY
Conversion Opportunity
BUPERS 3 Undermanned Ratings
Conversion eligibility requirements waived to The following ratings will
allow all ERB eligible Sailors maximum accept applications for
opportunity to convert conversion:
• Years of Service: Greater than 12 years CS(SUB) CTR
of service can apply FT HM
• Paygrade: All personnel regardless of CTI CTT
paygrade can apply ITS NCC
• PRD: Personnel with more than 12 CTM ET-NAV
months to PRD can apply
LS(SUB) YN(SUB)
• Minimum activity tour: No restriction for
minimum activity tour requirement CTN ET-RADIO
MM-WEPS (SUB)
• PCS: Personnel in receipt of PCS orders
can apply
• OBLISERV: No restriction for Obliserv
requirements incurred as a result of
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reenlistment, training or other programs
26. NAVY
BUPERS 3
Transition Assistance for ERB Sailors
Current Benefits for Invol Seps Enhanced Benefits for ERB Sailors
Transition Assistance Program Proposed
Involuntary separation pay (monthly NAVSEA/NAVAIR/SPAWAR
base pay x12 x years-of-service x ―shipmate to workmate‖ hiring
10%) program/job fair
Transitional TRICARE (180 days) + Pending Contracted professional job
premium based medical coverage placement, interview skills, resume
(18 months Continued Health Care writing (90 days)
Benefit Program (CHCBP)) Mandated 60 days INCONUS prior
ID card for access to medical and to separation
other benefits Sailor choice of transition date
Extended Commissary and (command endorsed)
Exchange (2 years) Command waiver for operational
necessity (90 days)
Still in development
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27. 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
28. NAVY
Officer Community Management
BUPERS 3
BUPERS 31
BRIEFING TOPICS
Force Shaping Incentives
SER
POCR
Lateral Transfer
Officer Community Make-up
Accessions
DOPMA
Future Challenges
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Enlisted force shaping measures are very similar to those on the officer side, although there is typically more lee way with enlisted since law governs many aspects of the officer force. The same dangers are present with cutting accessions, but it is even more complicated by the differing tour lengths driven by Sea Shore Flow, and what is considered Apprentice/Journeyman/Master level work, and complicated training pipelines to produce the NECs needed in the fleet. While the perform to Serve (PTS) program has undergone some recent policy and execution changes for the better, it is being used as a primary force reduction tool instead of its originally designed purpose of shifting personnel from over-manned rates to under-manned rates. In FY11 we are projecting 6,139 PTS separations (3743 Zone A, 1513 Zone B, 883 Zone C) as a result of emphasis to drive rate manning to 100%. The OPLAN goal was 3200 total (1600/1200/400 by zones). As over-manned rates are reduced towards 100%, the result is that there isn’t a similar population from which to affect significant strength reductions in following years (FY12 and beyond). As a result, an Enlisted retention Board was recommended and approved. The board is tentatively scheduled to occur in two sessions in late fall. This board will identify approximately 3000 FY12 losses from rates that are 103% or greater manned. The board will look at all Sailors in those rates that are between 7 & 15 years of service, and who do not currently receive SRB. The intent is to be very “surgical” in identifying Sailors for release—it will be by YG and paygrade within each rate. There is an option to request conversion to an identified under-manned rate prior to the board (requests received by 15 June)—the NAVADMIN announcing details is in chop as of 20 APR. The distinct advantage of a quota-based board over PTS is that PTS only sees a small portion of the enlisted population each year (those requiring reenlistment approval) and therefore separates Sailors that may be of better quality than those who are not in the PTS window. An Enlisted Early Career transition program was also just announced in MAR as a voluntary measure to entice Sailors to leave active/FTS service prior to their commitment ending. In return, it requires a mandatory drilling reserve obligation equal to the remaining active portion of their current enlistment contract (minimum of 1 year obligation). There is no specified maximum amount of contract time that can be shifted to a reserve commitment. General requirements are; active service time of between 2 and 16 years, be physically/medically qualified, reenlistment eligible, and serving in a CREO 2 or 3 rating requesting to serve in a CREO 1 or 2 SELRES rating.
PTS is used for various reasons:It is primarily a performance based quota reservation system to control continuation behavior. It allows the Sailor to apply for three main types of quotas to continue their Naval Servie: In-Rate (stay in current rate), Conversion (to undermanned Rating or FTS), SELRES (affiliate in SELRES). It balances ratings by facilitating conversions from overmanned ratings into undermannedIt helps control Zone manning and continuation across the various year groupsIt helps control end strengthThe PTS Algorithm ranks Sailors based on performance (see algorithm slide 8).On a micro-level, this is how a PTS Application Timeline looks for the Sailor:The Sailor’s end of obligated service (to include any extensions) determines when the Sailor enters the PTS window. Note: There are other reasons why the Sailor could enter PTS (see slide 7), but this is the primary reason. All Sailors must enter into PTS, even if they intend to separate. If they intend to separate, they do not compete for a quota.Commands conduct a career development board up to two years prior to a Sailors end of obligated service. The RIDE service can be used to support this counseling session, and offer insight into what the competition is like within the Sailors current rating and to identify what other ratings a Sailor is eligible for or interested in. Commands can provide opportunity to retake the ASVAB to increase the number of other ratings a Sailor is eligible for. Sailors can apply up to 6 times for a quota. They can begin their application up to 3 months in advance of their first competitive cycle which happens at the 12 month mark. If they do not receive approval during a competitive cycle, but still have time remaining prior to the 6 month mark, they receive a denied status, but can re-apply.Sailors may be negotiating orders during the same window, which will not be approved until/unless they receive PTS approval.If Sailors rank highly based on the PTS algorithm, they may receive a quota after their first or second look. Every Sailor will know if they received a quota at the six month mark. If they are not approved, they will receive a “final denied” status, and separation letter.Sailors who are not approved to reenlist have an additional three months to compete for an opportunity to affiliate in the SELRES. If not, they will be directed to separate at the end of their obligated service.
The guiding principle for this quota-based enlisted retention board is performance, with the objective of balancing the force in terms of seniority, experience and skills to meet Fleet and Joint Requirements. The board will examine the records of all eligible Sailors for performance indicators. Recent documented misconduct and substandard performance will indicate that retention may not be in the best interests of the Navy.
The ERB will require an total Navy leadership effort to communicate the plan and guarantee smooth transitions for our Sailors.Timing the board to be conducted in August/September 2011 allows us to develop the board process, membership, etc., while avoiding disrupting other planned boards scheduled in the COMNAVPERSCOM board spaces before/after that timeframe. An August/September board, with results released in October/November and a mandatory separation date of 30 June 2012, allows Sailors not chosen for retention sufficient time to prepare for transition from active duty in FY12.
We have waived conversion eligibility requirements so that all ERB eligible Sailors are also eligible to apply for rating conversion to an identified undermanned rating prior to the board. Those selected for conversion will be exempt from the board.