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1
PO1 Symposium Force Management
Mr. Glenn ArringtonProgram Analyst
Enlisted Plans and Policy (N132)
PSCM(AW) John GigliottiAdvancement Planner
Enlisted Plans and Policy (N132)
28 March 2013
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Force Management
Vision and Mission
Force Management
Stabilizing the Force Challenges/Drivers Strategy
Policy Updates
Conclusion
Enlisted Plans and Policy N132 Vision and Mission
The lead enlisted personnel Force Management branch of the MPTE organization – integrating resources, requirements, and implementation actions through plans and policies from a systems problem solving viewpoint.
MISSION
Establish enlisted plans and policies to manage Navy Total Force personnel – from the Street to Fleet, Fleet to Fleet, and Sailor for Life.
VISION
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Enlisted Plans and Policy N132Who We are and What We Do
N132
HD Enlisted Plans and PolicyCDR Renee Squier
N132BDEP Enlisted Plans and PolicyCDR Michael Wheeler
N132CEnlisted Advancements/Force ManagementLCDR Lena Buettner
N132DEnlisted Accessions/Force ShapingLCDR James Darkenwald
N132C1Advancement Planner /Force ShapingPSCM(AW) John Gigliotti
N132D2Program Analyst/RetentionMr. Glenn Arrington
N132D1Senior Policy AnalystMs. Mary Meldrum
N132GSelection and ClassificationSUPV Program AnalystDr. Stephen Watson
N132G1Operation ResearcherDr. Sofiya Velgach
N132G3Program AnalystMr. Rick Ayala
N13 DirectorRADM Anthony Kurta
Managing the Force
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Stabilize future Navy manpower profile
Balance individual enlisted communitiesParity in number of authorized funded billets & Sailors by rating
Seeing Improvements... Enabled by prior tough choices
- Overmanning: 2011 – 35 ratings, 6,159 Sailors
2013 – 9 ratings, 800 Sailors
- Advancements:
Recent Opportunity peak,
Settling near 10 year trends
- Reenlistment opportunity increasing: Only ~1% being disapproved
Distribute our Sailors to our most critical billets Deliver “fit” to the Fleet
Retention environment remains dynamicWarfighting First Operate Forward Be Ready
Stabilize
Balance
Distribute
Strategic Enablers for
Fleet Readiness
0%
15%
30%
45% Avg
E4 37%
E5 20%
E6 13%
Right person, right skills,right job, right time, right quantity
Gains
Accessions
Re-class
REGA
Conversions
Initi
al T
rain
ing
LossesNatural (EAOS/Retire)
Attrition (Non-EAOS)
Policy losses:- Voluntary Sep
(EETP/ECTP/TERA)
- Involuntary Sep (PTS/HYT/SECB)
Fleet Manning
RetentionSRB
AdvancementTIRCAP
Size of the sail bounded by End
Strength constraint
Distribution Friction (TPPH, LIMDU, etc. )
Force Management
RC to AC
- Voluntary Sea Duty Program- Limited Directed Detailing- CMS-ID update- CPO Early Return to Sea- RC2AC- SDIP
Distribution
Training
Stabilizing the ForceChallenges/Drivers
End Strength
Stabilizing Active Component End Strength across the next 5 years
Efforts to stabilize Reserve Component End Strength
Economic uncertainty
Continuing slow recovery High retention, and low attrition behavior,
but for how long? Positive recruiting environment, but for
how long?
Fleet Readiness
Operational focus and balance Delivering the right blend of experience,
seniority, and skills to meet mission requirements
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End Strength
Retention
Unemployment
7.7%
Balance
Working to Stabilize the Enlisted Force: Force Balance has significantly improved
We are now shifting to a retention-environment
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Focus on performance and safeguard the careers of our top performers
Targeted incentives to respond to dynamic requirements
Balance the force based on seniority,experience, and skills matched to requirements
- Across ratings- Sea and Shore- Officer and Enlisted- Active and Reserve
Stabilizing the ForceForce Management Strategy
Retain our top performing
Sailors
Retain critical skills and fill vital billets
Maximize Fleet
readiness
PROTECT FUTURE FORCE READINESS
Policy Updates
Force Management
Force Management Current Authorities and Policies
Enlisted Force Management Tools In Use
Accessions Y Promotion / Advancement opportunity Y Temporary Early Retirement Authority (TERA)* N Perform-to-Serve (PTS) Y High Year Tenure Y Senior Enlisted Continuation Board (E7-E9) Y Selected Early Voluntary Separation* N Time in Rate Waivers (TIR) Y Enlisted Retention Board (ERB) N Selective Reenlistment Bonuses (SRB) Y
* TERA was only used for ERB sailors with over 15 YOS prior to 01SEP12
* Selected Early Voluntary Separation policies withdrawn, except for 90-day early outs
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“We’ve made some hard choices over the past few years, these hard choices have contributed to significant progress in balancing the force, which is resulting in
greater retention approvals in PTS and improvements in advancement opportunity…”
Vice Adm. Scott Van Buskirk, Chief of Naval Personnel
Advancement Manual – under review
Key proposed changes Interim security clearance accepted for exam
eligibility Limit to one EP TIR waiver in a Sailor’s career
Future items under review/consideration Updating the advancement policy and IT systems to
better align with our performance-based culture CAP-to align and map to Billets Authorized and the
NWAE system
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Advancement Policy
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Improving Sea Duty Manning
Changes in Enlisted Distribution: Rebalancing choice in CMS/ID – to better match Sailors available for transfer with the priority billets we need to fill in the Fleet
Limited Directed Detailing – an interim policy to improve Fleet manning and readiness in filling near-term critical jobs at sea.(Completed)
CPO Early Return to Sea – long-term solution revised to ensure senior enlisted leadership is where we need it the most
Voluntary Sea Duty Program (VSDP) – most recent update includes HYT consideration for CPOs (E7-E9) and extends VSDP through 20 SEP 2013
Sea Duty Incentive Pay – increased financial incentives to voluntarily distribute our personnel to the most critical Navy billets
Operate Forward: At sea billets are top priority
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Continuum of Service Initiatives Definite Recall
Temporary recall of Navy Reserve Enlisted Sailors to support AC commands (12–36 months)
RC to AC Augmentation Program – being updated Opportunity for qualified Sailors to resume or begin
an AC career Voluntary program Used to fill AC community needs
Delayed Affiliation Program (DAP) Opportunity to delay affiliation after separation if
desired or unable to obtain a PTS quota effective at SEAOS• Affiliate later through a quota reservation
Must satisfactorily participate with VTU, VPU or IRR until SELRES affiliation
A transformational approach to personnel management and a central component of an integrated Navy Total Force
Fleet RIDE Updates
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Planned Fleet RIDE PRD based improvements Alignment of CMS/ID and PTS application timelines to improve Sailor order
negotiation opportunity – NAVADMIN 021/13 Daily bi-directional interface with NSIPS and FR – NAVADMIN 021/13 Limit of 3 PRD-based PTS applications – NAVADMIN 021/13 Pre-populated PRD-based PTS applications – NAVADMIN 021/13 Pre-populated REGA applications for PACT Sailors – May 13
Expanding Fleet Ride for managing SELRES Phase 1 delivered basic career counseling functionality Phase 2 planned for FY13 — 4 modules
- RC to AC/FTS Transfer Module- Rating Conversion Module- Reenlistment Module- Special Conversion/Batch Optimization Module — Sep 13
Improvements reduce administrative work load and improve policy compliance.
May 13
PERFORM-to-SERVE (PTS)
2003 2012 Future… on track to implement May 1st
Enhancement Objectives• Support balance across enlisted ratings by
retaining/converting more Sailors• Align Career Navigator Window with Order Negotiation• Sailors receive reenlistment decision sooner• Sailors negotiate orders sooner• Encourage conversion requests• Command workload reduced• Same name for Active & SELRES• Clear distribution signal
CHO
ICE
12 6 3 End of Contract
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Orders negotiation
MonthsIn-Rate
Conversion
SELRES
3# of Choices 1 0
13
2
Concerns with current system:• Limited time for Sailor decision to convert• Limited time for orders negotiation• Limited time to plan (Navy & Sailor)• Significant workload on Command• Unclear distribution signal
Enlisted Career Management Updates
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10 6 3 End of Contract
15
Orders negotiation
Months
3# of Choices 1 0
CHO
ICE In-Rate
Conversion
SELRES
8 “Looks”13-6mo
Sailors never asked to convert and were
separated
7 “Looks”12-6 mo
FleetRIDE ModuleEnhancements / Additions
REGA MODULE
Enhancement Objectives• Matches Sailors’ needs and skills
to community needs and skills• Improves FIT while balancing
rating v. PACT • Workload reduction
Details• Auto - generated applications
Provides counselor a work-list ensuring timely applications
• Standardizes timeline to begin application process
Advancement Time in Rate Eligible • Direct Designation Quota• Advancement Exam Quota
12 month Time On Board• Direct Designation Quota• “A” School Quota
RC to RC MODULE
Program Objectives• Improve balance across SELRES
ratings
Details• Provides SELRES rated Sailors
capability to submit conversion applications on line
• Utilizes NSIPS web-interface to populate Sailor records and applications
• Provides non-designated SELRES capability to apply for rating entry within SELRES
• Leverages existing SELRES FleetRIDE Sailor qualification capabilities deployed APR12
RC to AC / FTSMODULE
Program Objectives• Completes bilateral force
balancing flow (new RCAC coupled with current ACRC)
• Automate Application Process• Expand to include conversions
Details• Provides SELRES, VTU and VPU
Sailors capability to view and apply for AC/FTS opportunities
• Utilizes NSIPS web-interface to populate Sailor records and applications
• Provides quota execution and expiration tracking
• Leverages existing SELRES FleetRIDE Sailor qualification capabilities deployed APR12
16ON TRACK TO IMPLEMENT MAY 1st, 2013
Financial Incentives
Enlistment Bonus (EB) – encourage initial enlistment into critical, costly, and difficult-to-replace skills
Selective Reenlistment Bonus (SRB) – encourage retention behavior for critical, costly, and difficult-to-replace skills
Special Duty Assignment Pay (SDAP) – monthly pay used to compensate Sailors serving in special duty assignments using DoD qualifying criteria of arduous duty, special qualification, or degree of responsibility
Assignment Incentive Pay (AIP) – encourage volunteerism for jobs in historically hard to fill locations and replace Type 3 (sea duty) credit for shore-based overseas assignments, permitting the Navy to maintain a larger distributable inventory of sea duty assignable personnel
Sea Duty Incentive Pay (SDIP) – encourage qualified members to voluntarily curtail shore duty, voluntarily extend on sea duty past their prescribed sea tour (PST)/planned rotation date (PRD) and/or accept back-to-back sea tours to fill critical sea duty assignments
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High Year Tenure PolicyReminders
1 JUL 2012 Revised HYT Policy Navy’s oldest Force Management tool. Revised to align to align with our performance-
based culture and Force Management strategy
Key reminders and actions: Reduction-In-Rate (RIR) in which the new HYT date is less than EAOS date separate
within 180 days of RIR• If RIR prior to 1 JUL 2012, then separate 31 DEC 2012• If RIR on or after 1 JUL 2012, then separate 180 days from RIR date
Authorized the cancellation of HYT waivers when the waiver was granted for a specific assignment, OBLISERV, or program, and has not been fulfilled by the Sailor If waiver is cancelled, Sailor must separate within 120 days of cancellation
Eliminated the Passed Not Advanced (PNA) requirement for E3 personnel E3 Sailors who PNA’d a rating exam prior to the MAR 2012 exam and if their EDLN date
was adjusted to 8 years they will continue to the 8 year limit E3 Sailors who PNA a rating exam beginning MAR 2012 will not have their EDNL date
adjusted and they can longer continue beyond the new E3 HYT limit (5 years)
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Most Sailors with 18 years of service may continue to 20 years unless affected by other policy or law
High Year Tenure (cont’d)
AC/FTS E3 HYT limiting gate to 5 years vice 6 or 8 years for all E3 Sailors
Pass but Not Advanced (PNA) stipulation removed
All E3 Sailors fall under the 5-year HYT limit
Separate by 31 MAR 2013
AC/FTS E1 and E2 HYT limiting gate changed to 4 years vice 6 years
Separate by 31 MAR 2013
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4 years
14 years8 years
E1 & E2
E4 E5
5 years
E3
Gains
Accessions
Re-class
REGA
Conversions
Initi
al T
rain
ing
LossesNatural (EAOS/Retire)
Attrition (Non-EAOS)
Policy losses:- Voluntary Sep
(EETP/ECTP/TERA)
- Involuntary Sep (PTS/HYT/SECB)
Fleet Manning
RetentionSRB
AdvancementTIRCAP
Size of the sail bounded by End
Strength constraint
Distribution Friction (TPPH, LIMDU, etc. )
Force Management
RC to AC
- Voluntary Sea Duty Program- Limited Directed Detailing- CMS-ID update- CPO Early Return to Sea- RC2AC- SDIP
Distribution
Training
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We Need You
Our people–the Sailors who make up our Navy and the families who support them are the Navy’s foundation
First Class Petty Officers, in their unique leadership role are critical to our success in taking care of our people
Each of you plays a critical role in ensuring the policies we implement are are executed efficiently and appropriately
First Class Petty Officers realize the value of open and honest communication–engage with your Sailors, early and often; send ideas/feedback up the Chain of Command
The Navy’s success in ensuring a clear path for our Sailor’s professional growth and development rests in part with you
“People are the Navy’s foundation. We have a professional and moral obligation to uphold a covenant with Sailors, Civilians and their families—to ably lead, equip, train
and motivate.”— CNO’s Sailing Directions
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Force ManagementPO1 Symposium
Mr. Glenn ArringtonProgram Analyst
Enlisted Plans and Policy (N132)
PSCM(AW) John GigliottiAdvancement Planner
Enlisted Plans and Policy (N132)
28 March 2013
Questions?