cnp brief ccc 2010
DESCRIPTION
Flood UpdateManpower EnvironmentThe Cost of ManpowerBrilliant at the BasicsContinuum of ServiceSelection BoardsTransformation of HR Service DeliverySaved RoundsTRANSCRIPT
Navy Manpower SITREP
RADM Don QuinnCommander, NPC / DCNP 28 June, 2010
Agenda
• Flood Update• Manpower Environment• The Cost of Manpower• Brilliant at the Basics• Continuum of Service• Selection Boards• Transformation of HR Service Delivery• Saved Rounds
Flood Update
4
Manpower EnvironmentFY10 to Date
Recruiting Retention
Zone A (0-6 yrs): 63.1%
Zone B (6-10 yrs): 70.4%
Zone C (10-14 yrs): 81.7%
Unplanned losses
Sailors with 3 PFA failures in
4 years 50%
Active: >100%
Reserve: >101%
Quality: 97% High School Graduates
80% upper half ASVAB
Conduct waivers
Nuke qualified accessions
Selected Reserve Historical Average FY10
Enlisted ~28% 18.7%Officer ~18% 15.6%
Reserve Attrition (Loss from Pay)
Diversity
35% diverse USNA Class of 2013
31% diverse NROTC Class of 2013
55
Strategic Landscape
Economy
End Strength –
–
+
+
Battle for High-end SkillsBattle for High-end Skills War for TalentWar for Talent
Default Employer of ChoiceDefault Employer of ChoiceLean and SelectiveLean and Selective
• Increase selected accessions• Fewer more expensive incentives• Performance-based stabilization• Protect high-end skills
• Reduced accessions• Reduced incentives• Involuntary actions for career force• Highly selective
• Higher propensity for enlistment• Tailored incentives• Optimize distribution / Fit• Selective
• Increased accessions• Broad incentive programs• Retention-focused policies• Less selectivity
1999
2010
Positioning for the recovery
Total Force Challenges
Delivering Fit with the Total Force
• Stabilize end-strength while facing…– New missions and a changing force structure mix
– Augmentee requirements
– Rising personnel costs
• Recognize demographic changes and… – Leverage diversity
– Address generational value-shifts
– Answer demand for alternative learning and development delivery
Guiding Principles
• Retain our best Sailors with the right skill mix
– Target incentives to critical skills ratings
– Keep a balanced force – seniority, experience, and skill sets matched to requirements
– Focus on performance – retain and safeguard careers of top performers
• Continue to attract and recruit our nation's brightest
– Continue our efforts as a "Top 50" organization
– Remain brilliant at the basics
• Stability and predictability
Balanced force – seniority, experience, and skills
8
Cost of Manpower
-
5,000
10,000
15,000
20,000
25,000
30,000
35,000
FY00 FY01 FY02 FY03 FY04 FY05 FY06 FY07 FY08 FY09 FY10 FY11 FY12 FY13 FY14 FY15 FY16
300,000
310,000
320,000
330,000
340,000
350,000
360,000
370,000
380,000
390,000
MPN BAH Healthcare POM-12 Non-Core IA Requirement PB11 End Strength
TY
$ (
M)
Ac
tive
Du
ty E
nd
Stre
ng
th
Example Programming Rates
Enlisted Officer CaptainCulinary Specialist (SN): $37,094
Culinary Specialist Second Class: $60,587
Machinist’s Mate Second Class (NUC): $75,587
Master Chief Machinist’s Mate (NUC): $151,755
LT (HR): $109,291
LCDR (HR): $131,580
LCDR (SWO): $137,480
LCDR (Pilot): $156,580
Aviation: $182,001
Surface: $186,101
Nuclear: $204,001
Medical: $227,201
Salaries at a Glance (Southeast Region)
Navy Rating(E-5/ >6 yrs)
Navy Salary (1) PrivateSector Title
Private SectorSalary (2)
City orRegion
Electronics Technician 2nd Class (ET2)
Base: $27,886Total Salary: $45,065
Electronics Technician – Intermediate
Base: $38,000Southeast
Region
Information Systems Technician 2nd Class (IT2)
Base: $27,886Total Salary: $45,065
LAN Administrator – Intermediate
Base: $49,200Southeast
Region
Personnelman/Yeoman/ Disbursing Clerk 2nd Class (PN/YN/DK2)
Base: $27,886Total Salary: $45,065
Human Resources Generalist Associate
Base: $43,900Southeast
Region
Engineering Aid 2nd Class (EA2)
Base: $27,886Total Salary: $45,065
Drafter-Intermediate
Base: $42,600Southeast
Region
Machinist Mate 2nd Class (MM2)
Base: $27,886Total Salary: $45,065
Maintenance Mechanic
Base: $32,900Southeast
Region
Aviation Mechanic 2nd Class (AM2)
Base: $27,886Total Salary: $45,065
Aircraft Mechanic Base: $43,140 Jacksonville
Signs of the Times 7 April 2010
Drawdown – Air Force to be cut by 6,000 airmen
Nearly 6,000 active-duty airmen - enlisted and officers - will be cut loose in the next two years because so few are leaving on their own to enter the tough civilian job market…
Air Force officials estimate the service would have to find nearly $200 million from existing accounts for salaries and benefits in 2010 alone if it does not begin trimming the ranks. They still expect to have additional personnel costs because of the phasing-in of the drawdown, but could not give a dollar amount. The drawdown is 1 of 3 reductions outlined to Air Force Times by Brig. Gen. Sharon Dunbar, the Air Staff's director of force management policy. Those measures will:
* Pare down the officer corps by 1,373 and the enlisted force by 4,376; the numbers do not include expected retirements and separations.
* Postpone until 2011 the commissioning of the 737 ROTC cadets who graduate this spring.
* Hold back enlisted recruitment by 2,681; recruits with delayed entry agreements not affected.
Enabling your Sailors to Compete“Brilliant on the Basics”
ENGAGE AND CHALLENGE YOUR SAILORS…
Easy acronym (SAILOR) for leadership to remember the “The Basics”
Sponsorship - First 72 hrs
Assign a reliable mentor - Key to mentoring success
Indoctrination - Schedule/include spouses
Leadership involvement - DIVO/LCPO/LPO- CDB Managers
Ombudsman Program - Introduce to ALL Sailors
Recognition Program - Award Sailors for hard work
Earl y Engagement
Transfer
AC or RC
Orientation
Career Development Boards
RetirementSeparation
Plan Evaluation
Early Engagement --- Set the conditions for Success
Perform to Serve (PTS)
• Serves as a force shaping tool, moving manning from overmanned to undermanned ratings and as a quality screening process for reenlistments– Applied to Zone A, B, and C Sailors– Applied to all ratings– First Class Petty Officers that have been selected or frocked to E-7
are exempt from PTS
• Nature of program– Centralized system with BUPERS-controlled quotas– Requires BUPERS authority to reenlist– Sailors may convert to an undermanned rating
PTS and Detailing
Ideal application period for personnel who require OBLISERV. Applications should be submitted 12 monthsPrior to PRD to allow maximum number of looks prior to Detailing Window.
15 months from
P
RD
12 months from
P
RD 9 m
onths from
PR
D
PR
D
7 months from
P
RD
Commands should conduct Career Development Boards on all personnel who are within 12-15 months of PRD. PTS Applications should be submitted 12 months prior to PRD for those who would be required to obligate for PCS orders.
CMS-ID Detailing Window
All Sailors should be under ordersNo later than 7 months prior to PRD
PTS APPLICATION WINDOW6 m
onths from
PR
D
PTS window extends beyond CMS-ID application window
**PTS / CMS-ID overlap due to detailing window shift from 9-5 months to 9-7 months in OCT 09 (NAVADMIN 249/09)**
Rescind PTS Quota (no action taken by member)
NEEDS OF THE NAVYCMS-ID apply
PTS SELECTION WINDOW
CO’s Checklist for PTS Success
Identify PTS eligible (PRD/EAOS) Sailors (via CIMS Unit Tracking)
Ensure CDBs are being conducted (15-24 months prior to PRD/EAOS)
Ensure all Sailors qualified in the Fleet RIDE program.
Ensure all qualified PTS applications are submitted (12-15 months to PRD/EAOS)
Review PTS monthly results via Naval Message (CMC/CCC)
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 Career Development Team Meetings
Ensure the Chiefs’ Mess maintains accountability of PTS with their respective departments/divisions.
1515
Continuum of ServiceRecruit Once, Retain for Life
Career Transition Office
Affiliations
Transition time: 30 8 days
Intermediate Stop
Reserve end strength
Seamless transitions supporting Fleet and Sailor needs
Selection Boards
• The Integrity of Our Process• The Navy selection board process enjoys a good reputation for integrity & fairness• Board members take an oath and sign a written order to never divulge any
proceedings and not divulge results until they are officially released. • Board members are prohibited from discussing adverse matters that are not
documented in an eligible’s record.
• Record Responsibility• Board eligible Sailors must exercise reasonable diligence to ensure their official
record is complete and accurate. Recommend 3 to 4 months prior to the board.
• Enlisted Eligibility Verification• Commands must verify the eligibility of those posted on the list on the NETPDTC
website • Verify accuracy and completeness of all eligible members in the command
Transformation of HR Services
• Goals of Personnel Services Delivery Transformation (PSDT)− Transformation of Navy personnel services programs, policies and processes
− Build, enhance and sustain our professional HR Workforce
− Identify & implement modernized personnel services
− Develop and deploy responsive, integrated technical capabilities
• Moving into an electronic environment that enables self-service
−ESR (Electronic Service Record)
−Web based Official Record view
−Electronic Leave
−Sailor facing web portal
−Robust Customer Service Center
Navy Counselors are critical to successful service delivery
SELECTION BOARD SUBMISSIONS
• Unnecessary board submissions clog the system• Utilize Web Enabled Record Review (WERR) to review your
record 3 to 4 months prior to a board• If it’s in WERR, it’s in your official record• If you are missing a document, call 1-866-U-ASK-NPC for the
procedures to submit it for your record.• Recheck WERR 45 days prior to your board. If still missing,
submit them directly to the Board.• Submitting a package does NOT enhance chances of
selection, unless it contains relevant items missing from your record.
Saved Rounds
• Enlisted GSA OSA • PRIMS scrub on promotion lists
– “Physically qualified for promotion”
• Record Review / package submissions– Use the tools available – WERR, ESR, BOL, etc.
20
Messages
• Stabilized end strength to FY12 ~329K
• Focus on performance
• Battle for high-end skills
• Proactive command programs optimize the chances of every Sailor to succeed in this competitive environment
“Top 50” positions us for the future
QUESTIONS?
21
Active End StrengthIncreased Mission While Decreasing End Strength
2001 2002 2003 2004 2005 2006 2007 2008 2009 2010
Increased Individual Augmentee Mission by 7,000 (Active)Increased SEAL/SOF/MAA demand
FAO & NECC
CyberASWNMD
AF
RIC
OM
/B
ISO
G/
Fo
rce
Pro
tect
ion
/S
eab
ee B
atta
lion
Riverine
377K
328K
Naval Coastal Warfare & FRP
Since 2001Average
End Strength~48K
ASW – Anti-Submarine WarfareNMD – Navy Missile DefenseSEAL – Sea Air Land
AFRICOM – U.S. Africa CommandBISOG – Blue in Support of GreenFAO – Foreign Affairs Officer
NECC – Naval Expeditionary Combat CommandFRP – Fleet Readiness PlanSOF – Special Operations Forces
MAA – Master at ArmsAC – Active ComponentIA – Individual Augmentee
Fleet Response Plan
Fleet Response Plan
Active Component IA Growth
Active Component IA Growth
Sizing Shaping Stabilizing
FY10 MPN Breakdown
Non-Discretionary Discretionary
Basic Elements of Pay, 89%
Other Entitlements, 2.5%S&I pays, 3.5%
PCS, 1%
PCS, 2%
S&I pays, 1.5%
Other pays, 0.5%
• Total MPN account is ~$27.0B– Baseline ~$25.5B– Supplemental & Reimbursables ~$1.5B– 96% non-discretionary, 4% discretionary
• PCS makes up 50% of discretionary funds
~17.5k ~5k
FY10-12 Rollers & POPCPCS Obligation Policy Change
~47.5k~22.5k
Oct 31 Dec30 Sep
FY12: ~70k moves @ ~$645M
FY10 FY11
~70k FY12 Cost Rollers ~22.5k 1st & 2nd Qtr Cost Rollers
~13.5k ~5k ~56.5k~13.5k ~4k
FY11: ~79k moves @ $714M
~70k FY11 Cost Rollers ~17.5k 1st Qtr Cost Rollers
~4k~9.5k ~66k~4k ~4k
FY10: ~79.5k moves @ $702.7M
~70k FY10 Cost Rollers ~17.5k 1st Qtr Cost Rollers
~5k
FY09 $$
FY10 $$
FY11 $$
~5k 2QR
~5k 2QR
FY12
31 Dec30 Sep
FY11
FY13
31 Dec30 Sep
FY12
PTS Stacking Algorithm
Sailors recommended for advancement by CO
Sailors in Highest Paygrades
Sailors selected for advancement, but not yet advanced (frocked)
Sailors last 2 regular promotion recommendations (EP, MP, etc)
Sailors who hold critical NECs
* Approved to Reenlist in Current Rate
* Approved to Convert to New Rate
* No Quota Available- Rolled over to Following Month
* SELRES Option
* Not Approved for Reenlistment or Conversion
Entry Point:
CO’s recommendation
for Retention required to enter the PTS Stacking
PTS OUTPUT
MILPERSMAN ART 1160-030Members must be Promotable and recommended for
advancement on the Last (2) Graded Evaluations to be Reenlistment Eligible (Professional Growth Criteria)
Sailors who PNA’d the last exam
PTS ALGORITHM WAY AHEAD(FLEET RIDE/PTS MERGER FY11)
•USE CORPORATE DATA
•PFA DATA (PRIMS)
•ADDITIONAL EVAL DATA (4 EVAL)
•MBR’S RANKING AGAINST CO’S CUMLATIVE AVERAGE
•WARFARE DESIGNATOR DATA
•USFF CRITICAL NEC LIST BY RATING BY PAYGRADE
•NJP DATA ??
PTS ALGORITHM WAY AHEAD(FLEET RIDE/PTS MERGER FY11)
•USE CORPORATE DATA
•PFA DATA (PRIMS)
•ADDITIONAL EVAL DATA (4 EVAL)
•MBR’S RANKING AGAINST CO’S CUMLATIVE AVERAGE
•WARFARE DESIGNATOR DATA
•USFF CRITICAL NEC LIST BY RATING BY PAYGRADE
•NJP DATA ??
THE GOOD NEWS…
Second Class Petty Officer over 4 YOSBase Pay + BAS + BAH (Millington)
Single Married
1981
2010
$14,400 $15,100
$44,600 $46,600
Does not include Sea Pay, SRB, SDAP, AIP, Flt Pay, Nuke Pay, etc.
27
Overseas Contingency Operation Support Assignments (OSA)
• IA with Backfill
• OSA/IA for enlisted
• Eliminate entitlement inequities
• Preserve Sailor and family support
• GSA/IA for officers
Preserve career choices, volunteerism and predictability
Salaries at a Glance: Norfolk
Petty Officer 2nd Class (PO2) over 6 years
PrivateSector Occupation
Private SectorBase Salary
Base:$27,886
Customer Service Rep – Intermediate
$29,200
Maintenance Mechanic $33,600BAS:
$3,359Human Resources Generalist – Associate
$36,300BAHw/Depn:
$14,784
Architectural and Civil Drafter $37,900CMA:
$392
Fire Fighter $35,590TotalSalary1:
$46,421Aircraft Mechanic $43,000