NAVY

BUPERS 3

BUPERS 3Leadership Brief

UPDATED 7 July 2011

Fleet Engagement11-14 July 2011

NAVY

BUPERS 3Line 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)

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BUPERS 3FET Schedule

Monday 11 Jul 11: NAVSTA NORFOLK (BLDG C9)0800-0830 In-brief0830-1000 BUPERS 3 Leadership Brief (CPOs & Officers)1000-1100 OCM Brief 1300-1600 Force Shaping / PTS /

ERB / CMS-ID Detailer Brief (E6 & below)1600-1700 Daily Wrap Up

Tuesday 12 Jul 11:0800-0830 In- brief0830-1000 USS KEARSARGE Brief WARDROOM/CPO Mess

& Mess Deck1000-1100 OCM Brief1300-1500 USS IWO JIMA Brief WARDROOM/CPO Mess

& Mess Deck1500-1600 OCM Brief1600-1700 Daily Wrap Up

Wednesday 13 Jul 11: (JOINT EXPEDITIONARY BAST LITTLE CREEK FORT STORY)0900-1100 BUPERS 3 Leadership Brief (CPOs and Officers)1100-1200 OCM Brief1300-1600 Force Shaping/PTS/ERB/CMS-

ID Detailer Brief (E6 & Below) 1600-1700 Daily Wrap Up

Thursday 14 Jul 11: (NAS OCEANA)0800-1000 BUPERS 3 Leadership Brief (CPOs & Officers)1100-1200 OCM Brief1300-1600 Force Shaping/PTS/ERB/CMS-

ID Detailer Brief (E6 & Below)1600-1700 Daily Wrap Up

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BUPERS 3

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Military Community Management

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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

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BUPERS 3

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Force Shaping

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BUPERS 3Enlisted Force Shaping

• 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

How? - Reduce Input (Accessions) + Increase Output (Losses)

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BUPERS 3

Force 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

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BUPERS 3

End Strength

9

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

Une

mpl

oym

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

GoalActualFY10 Only

New policy encouraged

long –term behavior

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BUPERS 3

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FleetRIDE-Perform-to-Serve

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BUPERS 3Perform-To-Serve

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PTS is a performance-based strength management tool

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

• 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

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BUPERS 3

Perform-to-ServeUse and Timeline

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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)

NC’s play a critical role…

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BUPERS 3

Perform-to-ServeMonthly Quota process

Quotas differ for every rate/year group and update monthly 13

PTS Quotas loaded and

visible

Applications

Rack-N-Stack

ReconciliationMonthly

PTS Cycle

When Sailor applies:• End of contract

including extensions• Special

circumstances:1. Negotiate for PCS

orders or training program

2. Benefits (re-enlistment bonus, Post-911 GI Bill eligibility).Updated based on

actual retention behavior and quota utilization

• Performance based algorithm• Competition for in-rate quotas• Followed by up to three

competitions for conversion

Quota planning factors:• Retention rates• Strength targets (OPLAN)• Behavior/quota execution• Eligible population• ECM need zone manning• EPA changes

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BUPERS 3PTS 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

• 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

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BUPERS 3

PTS Results so far … Application Submissions

15Setting the Stage – Facilitating Command Submission

• 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

6,652 7,730 8,272 8,991 9,63312,308 11,913 11,656

7,036 7,618 7,4899,103 10,053

12,986 12,923 13,189

2,4951,976 2,105

1,4311,305

1,851 1,380 1,233

0

5,000

10,000

15,000

20,000

25,000

30,000

Oct-10 Nov-10 Dec-10 Jan-11 Feb-11 Mar-11 Apr-11 May-11

PTS ApplicationsSpec Circ Apps Valid SEAOS Submissions SEAOS Failed to Submit

74% 79% 78% 86% 89% 88% 90% 91%

26% 21% 22% 14% 11% 12% 10% 9%

0%

20%

40%

60%

80%

100%

Oct-10 Nov-10 Dec-10 Jan-11 Feb-11 Mar-11 Apr-11 May-11

PTS ApplicationsValid SEAOS Submissions SEAOS Failed to Submit

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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

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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

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BUPERS 3

PTS Checklist for Success

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 reportsPersonally recognize Sailors approved for PTSEnsure 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.

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BUPERS 3

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Enlisted Retention Board

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BUPERS 3

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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

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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

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Sustains Quality of the Force based on Performance

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BUPERS 3Timeline and Conversion Opportunity

MAR APR MAY JUN JUL AUG SEP OCT-NOV

2011

22

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)

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BUPERS 3ERB 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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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 programs25

The following ratings will accept applications for

conversion:CS(SUB) CTR

FT HMCTI CTT

ITS NCCCTM ET-NAV

LS(SUB) YN(SUB)CTN ET-

RADIOMM-WEPS (SUB)

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BUPERS 3 Transition 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)

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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

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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

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BUPERS 3

BRIEFING TOPICS

Force Shaping Incentives SER POCR

Lateral Transfer Officer Community Make-up

Accessions

DOPMAFuture Challenges

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Officer Community Management BUPERS 31

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BUPERS 3

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Questions?