Surface NuclearPlacement/Program ManagerCDR Randy Van Rossumrandy.j.vanrossum@navy.mil

Surface NuclearOfficer DetailerLCDR Ameian Jeremiahameian.jeremiah1@navy.mil

Surface NuclearProgram ManagerLCDR Meghan Bodnarmeghan.bodnar@navy.mil

Surface NuclearCommunity ManagerLCDR John Actkinsonjohn.actkinson@navy.mil

Surface Warfare Officer (Nuclear) career Path

PYG 04 (YG 94) aNd SeNiOr

PYG 05 (YG 95) aNd JuNiOr

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frOm radm mONtGOmerY

February 2017

Greetings and welcome to the 2017 edition of the Surface Nuclear Officer Newsletter.

The SWO(N) community continues to provide invaluable support to the Navy and the nation, and while we may be a small community in numbers we provide a big impact to naval operations. Our nuclear-powered aircraft carriers continue to be the “first responder” to any crisis or conflict around the world, and remain the basis for how we project our nation’s power from the sea and the air. Our ability as SWO(N)s to operate nuclear reactors safely and continuously at sea has been, and will continue to be, the bedrock of the stability of the Carrier fleet and by extension, our Navy, provides to our great country. I am very proud and honored to represent our community during this exciting time in our Navy.

The SWO(N) community represents the intersection of leadership, material management, tactical proficiency and maritime professionalism. We can fill any job, on any surface platform, in any situation, and always deliver results. We continue to demonstrate how our training and technical expertise makes us a valuable resource to the Navy as a whole. No matter what ship you are on, or where you are in the training/operational schedule, I have the utmost faith and confidence that you will provide the best leadership and support to our fellow service members. We fill critical leadership positions worldwide. Whether you are on a deployed ship conducting combat operations or on a dry-docked CVN deep in maintenance availability, your contribution supports Navy and CVN warfighting readiness.

Since our last newsletter, CVNs have filled a variety of national tasking roles throughout the world: From strike missions attacking ISIS to providing humanitarian aid to the country of Haiti. USS Harry S. Truman (CVN 75) and USS Dwight D. Eisenhower (CVN 69) recently completed deployments in support of air strikes against extremist militant groups. USS Ronald Reagan (CVN 76) completed her yearly patrol which highlighted multinational and joint exercises including INVINCIBLE SPIRIT, VALIANT SHIELD, and KEEN SWORD. USS Abraham Lincoln (CVN 72) is finishing up RCOH and will return to fleet operations later this year while USS George Washington (CVN 73) is in the “early start” maintenance phase prior to her RCOH. USS Enterprise (CVN 65) has completed her defueling and was decommissioned early this year after 56 years of naval service. PCU Gerald R. Ford (CVN 78) is set to be delivered to the fleet in April 2017 and began her sea trials and NEWCON shakedown.

I want to assure that each and every one of you, that your senior SWO(N) leadership understands the extensive amount of time you have spent away from home. Your herculean efforts have maintained our carrier presence wherever we have been called to serve. Safe and effective operations at sea are the cornerstone of our Navy, and no one demonstrates that like you all have. Looking forward, we all need to strive to improve our tactical, technical, and leadership skills. We have a growing threat from near peer adversaries and these skills are essential to what we do and what we provide this great nation. As our country turns over to new leadership in Washington, it is your service and dedication that will ensure that we are ready to answer the call when we are called upon.

I’d like to thank LCDRs Bryan Geisert, Noah Rich, and LaDonna Simpson for their help and guidance to our community as the SWO(N) JO Detailer, Community Manager, and Program Manager respectively. Their tireless efforts have been monumental to the continued success of our community. Finally, I want to welcome aboard LCDRs Ameian Jeremiah, John Actkinson, and Meghan Bodnar as they take the helm in Millington and Washington.

Sail safe; Fight hard.

MARK MONTGOMERY Rear Admiral, U.S. Navy

SWO(N) Program Manager Update 5PPWOs of the Year 6Bravo Zulu! 7SWO(N) Career Path Changes

Current DIVO Tour Career Path 8Senior Career Path Changes 9

Division OfficerFirst Tour Division Officer Guidance 9Naval Nuclear Power School 10Nuclear Prototype Training Unit 11CVN Division Officer Tour 11Prospective Nuclear Engineering Officer (PNEO) Exam 11Division Officer Shore Tour 13Nuclear Shore Duty 13Graduate Education 14Post-9/11 GI Bill 17Conventional Shore Tour 18GWOT Support Assignments (GSA) 18Early Command 19Bonus Pay 19Career Intermission Program (CIP) 20

Department Head/Principal AssistantDepartment Head School Timing 20Department Head Slating 21Command Qualification 21Principal Assistant Screening Board 21PA Slating 22Spot Promotion 22Advanced Reactor Plant Management (ARPM) Course 23

Post-Principal AssistantPost-PA Shore Duty 23Commander Command Selection Board 23

XO and BeyondSWO(N) Proficiency Training 24Nuclear Field Duty Physicals and Radiation Medical Examinations 24Assistant Reactor Officer Selection Board 24Post Command Nuclear Duty 25

Joint Professional Military Education (JPME)JPME Phase I 25JPME Phase II 26Joint Duty Assignments 27Joint Qualified Officer 27

BoardsRecord Update and Maintenance 27General Board Schedule 29Selection Boards 29

Lateral TransfersSWO(N) to EDO(N) Program 30Acquisition Corps 30

Bonus and Incentive PayNuclear Officer Incentive Pay (NOIP) 31SWO(N) Continuation Pay Strategy 32Transition from Continuation Pay to AIB 32SWO Continuum of Pay 33RJCSRB YG11 and Senior 33DHRB YG12 and Junior 34SWOCS 35

Thrift Savings Plan 36Resources and References 37

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Greetings from Millington! Welcome to the 2016-2017 edition of the SWO(N) Newsletter - your annual reference for career information, options, benefits, and (of course) the shipmate locator.

National defense continues to revolve around CVN presence and CVN air wing capability. The SWO(N) community represents 1.71% of the entire Naval officer force (1,032 of 58,460 officers, as of December 2016). SWO(N)s are the vital link to the continued operational dominance by the carrier fleet, as well as the cornerstone to successful maintenance availabilities. Our distinctive mix of both training and experience in surface ship tactics, nuclear plant operations, ship maintenance, and combat leadership make carrier operations possible!

This newsletter reports on important career opportunities, developments, and changes within the SWO and SWO(N) communities. It is designed to be not only your first stop SWO(N) career management tool but also your link to references and mentors. Balancing the requirements of a SWO career with nuclear officer requirements demands knowledge of the career path, up-to-date information on all career requirements/milestones, and advice from mentors you trust. We hope that you will find this newsletter useful when making career, personal, and financial decisions.

Many of the career path changes that have been discussed over the past few years are now in maturation phase, specifically as it pertains to a division officer’s first and second tours (and discussed in detail within this newsletter). Of note, since our last newsletter the following career path changes have also been implemented post PA:

- Make nominal Reactor Officer tour length 24 months - Allow SWO(N)s the ability to execute a shore tour pre/post RO - Shorten or move PD2 until after XO/CO tour - Revert to old SWO model of XO-Shore-CO

Your SWO(N) career management team at NPC consists of myself, CDR Randy Van Rossum, Head Surface Nuclear Detailer (PERS-424/41N); LCDR Ameian Jeremiah, Surface Nuclear Junior Officer Detailer (PERS-412N); and LCDR John Actkinson, Surface Nuclear Officer Community Manager (PERS-42D1). LCDR Meghan Bodnar (OPNAV N133) is our Surface Nuclear Program Manager in Washington, D.C. A special thank you and BZ to our former Junior Officer Detailer, Community Manager, and Surface Nuclear Program Manager who have all transferred since the last newsletter: LCDR Bryan Geisert (NRDC Italy), LCDR Noah Rich (ATG PNW XO), and LCDR LaDonna Simpson (ASN FMC).

Regardless of your long-term intentions and goals within the Navy, remaining current with the changes in our community are your keys to a successful career. We remain devoted to providing you with latest career information through our detailing trips, SWO(N) GRAMs, and the NPC website. Please do not hesitate to call or e-mail us; we are here to serve you. I look forward to seeing you in the fleet!

RANDY VAN ROSSUM Commander, U.S. Navy

SWO(N) PrOGram maNaGer uPdate

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bravO Zulu!Congratulations to the following SWO(N)s on their selection for the next rank, career milestone, or other achievement!

PrOmOtiONS

rear admiral (lOWer half) RDML (Sel.) Brian Fort

fY17 caPtaiN SelecteeSCAPT (Sel.) Gregory Blyden CAPT (Sel.) Christopher RobertoCAPT (Sel.) Erica Hoffmann CAPT (Sel.) Linda SeymourCAPT (Sel.) Eric Kellum CAPT (Sel.) Randy Van Rossum fY17 cOmmaNder SelecteeSCDR (Sel.) Dawn Allen CDR (Sel.) John KajmowiczCDR (Sel.) Karl Brand CDR (Sel.) Bradley LongCDR (Sel.) Joseph Caldwell CDR (Sel.) Joseph MitzenCDR (Sel.) Carl Cringle CDR (Sel.) Michael RootCDR (Sel.) Austin Duff CDR (Sel.) LaDonna SimpsonCDR (Sel.) Terrence Frost CDR (Sel.) Kathryn WijnaldumCDR (Sel.) Kimberly JonesCDR (Sel.) Carl Bodin, EDO(N)CDR (Sel.) Matthew Malinowski, EDO(N)

fY17 lieuteNaNt cOmmaNder SelecteeSLCDR (Sel.) Matthew Bennett LCDR (Sel.) Precious McQuadeLCDR (Sel.) Ben Brooks LCDR (Sel.) Nathan MitichLCDR (Sel.) Alan Cabiling LCDR (Sel.) Nicholas MittolaLCDR (Sel.) Chris Caraway LCDR (Sel.) Matthew OwensLCDR (Sel.) Kasey Carter LCDR (Sel.) Jorge RoldanLCDR (Sel.) Corey Chonsky LCDR (Sel.) Elliott SkilesLCDR (Sel.) Robert Foster LCDR (Sel.) Sarah SmithLCDR (Sel.) Ryan Kelley LCDR (Sel.) Jamie TurfLCDR (Sel.) Michael Malin LCDR (Sel.) Blake Wanier LCDR (Sel.) Michelle MatthewsLCDR (Sel.) Nathanial Byrd, EDO(N)LCDR (Sel.) Keenan Harman, EDO(N)

ScreeNiNG mileStONeS

fY17 maJOr cOmmaNd SelecteeSCAPT Frank Brandon CAPT Robert Johns CAPT Bradley Busch CAPT Matthew Kawas CAPT James Edwards, Jr. CAPT Todd Whalen CAPT Roger Heinken, Jr.

fY17 cdr cOmmaNd SelecteeS

LCDR James Diefenderfer CDR John Halttunen LCDR William Dvorak CDR Michael MortensenLCDR Nicholas Gurley FY17 ARO SelecteesCDR Chad Fella CDR Mario FreemanCDR Michael Fontaine CDR Warren Hakes

FY18 maJOr cOmmaNd SelecteeSCAPT (Sel.) Erica Hoffmann CAPT (Sel.) Eric Kellum CAPT (Sel.) Randy Van Rossum fY18 cdr cOmmaNd SelecteeS

LCDR Meghan Bodnar LCDR Johnny LykinsLCDR Victor Boza LCDR Tod O’ConnellLCDR Shannyn Fowler LCDR Matthew PhillipsLCDR Phillip Herndl LCDR Houssain SareiniLCDR Derek Jaskowiak LCDR Michael WebbLCDR Ameian Jeremiah

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SWO(N) career Path chaNGeS

backGrOuNd:

In September 2014, a working group met to review the first 10 years of the SWO(N) career path and provide recommendations to optimize the balance of surface warfare and nuclear experience. The objective of the working group was to provide a SWO(N) career path that values: Surface warfare experience, nuclear experience, graduate education opportunities, joint assignments, and career broadening assignments, with positive effects on retention and, therefore, selectivity, that produces highly effective ship COs and CVN ROs who have the opportunity to be competitive for selection to major command. After completing a comprehensive review of the working group’s recommendations, OPNAV N133 and PERS-42 recommended changing the career path to a milestone-based approach to ensure requisite professional experience and tour length flexibility were embedded early in the career path.

During the 2015 SWO(N) Community Update, senior SWO(N) leadership reached consensus that officer talent is best managed by the following foundational principles:

- Many of the current requirements in the SWO(N) career path (such as tour lengths, time away from nuclear assignments, etc.) are based on building professional knowledge and experience to fight and win (as a ship CO or CVN RO). Maintaining this operational primacy is the most fundamental principal of any line officer career path.- Accruing requisite professional expertise is more important than serving a predetermined division officer tour length. Ensuring that a requisite level of SWO and SWO(N) experience are obtained through the number of months served outside a maintenance availability or “Water Under the Keel” (WUK), and the number of months onboard CVN post-PNEO or “Nuclear WUK.”- Top performers should be rewarded and differentiated from their peers by allowing the community management team the flexibility to adjust/alter career path timing, structure, and sequencing.

SWO(N) Leadership is committed to giving back more time and flexibility to SWO(N)s and mirror (as much as possible) the new opportunities the conventional SWO community has.

curreNt divO tOur career Path

• Conventional Division Officer (DIVO) Tour- If a DIVO:

- Completes SWO qualification,- Accrues at least 12 months topside experience outside

a maintenance availability, AND- Receives CO’s endorsement for department head

- Then the nominal tour length can be reduced from 23 months to a target of 21 months (two months BDOC and 19 month sea tour) with that command’s support.

• CVN Division Officer Tour- If a DIVO:

- Completes PNEO qualification, - Accrues a minimum of four months onboard post-

PNEO, AND - Completes EOOW or RDO qualification

- Then the nominal tour length for CVN Division Officer tour can be reduced from 28 months to 26 months.

- Tour lengths from 26 to 24 months will only be approved with PERS 424 and command concurrence.

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- Tour lengths less than 24 months will require NR concurrence in advance. Also, PERS-424 may reduce division officer tour length to a minimum of 22 months for officers taking follow-on nuclear shore assignments at Nuclear Power Training Units (NPTU) or Mobile Training Ship (MTS) Conversions as Shift Engineers.

SeNiOr career Path chaNGeS

We recently adjusted the SWO(N) Post-Principal Assistant (PA) career path to provide an array of flexible career options with the goal of improving the quality of life and quality of service for our SWO(N) leaders.

The current pressurized structure of the Post-PA SWO(N) career path is working against us in retaining our top talent. With XO/CO fleet-up implementation, the average SWO(N) has the potential to spend seven to nine consecutive years at sea after the commencement of their XO Afloat tour. In an effort to get ahead of this challenge of extended at sea periods, the Community Management team, armed with recommendations from the 2014 SWO(N) Working Group led by CAPT Juan Orozco, feedback from Reactor Officers during CVN visits and discussions with RO-served senior SWO(N)s, developed an approach for senior SWO(N)s that keeps primacy as an RO and SWO first and foremost while building in additional flexibility.

You won’t see major changes in how we conduct business, however, you will see more “tweaks” to the system which will allow additional career flexibility. The approved options are:

- Changed the nominal RO tour length to 24 months. The current average RO tour length is about 25 months. We will write orders for 24 months as a forcing function and commitment to reduce tour lengths as close to 24 months as possible as inventory supports.- Allow SWO(N)s to select a shore tour before or after RO as stated in current career path. Again, dependent on RO inventory. - Allow flexibility to either shorten or move the second post-PA shore duty (PD2) until after XO/CO fleet up tour.- Revert back to old SWO model of XO-Shore-CO for some officers.

This approach empowers the personnel management team to work with our SWO(N)s following screening for Commander Command and develop a career path that works for them without compromising any of the foundational principles that form the bedrock of our professional experience. This change also ensures the tenants of our community and safeguards the output of highly effective ship COs and technically competent ROs.

firSt tOur diviSiON Officer GuidaNce

The first division officer tour is the initial building block for a SWO(N) career and provides junior officers with a strong foundation in the basic skills needed for later success in both nuclear and non-nuclear assignments. Officers will attend the eight-week Basic Division Officer Course (BDOC) enroute to their first ship. In addition to qualifying as a Surface Warfare Officer, officers should use this tour to develop as a leader, ship handler, watch stander, and warrior tactician.

Tour objective. While the nominal first division officer tour for SWO(N)s is 23 months long (two months BDOC and 21 month sea tour), this can be reduced because we are more closely focused on you meeting tour objectives (OOD/SWO) prior to transfer to nuclear power school. Because the conventional division officer tour is the cornerstone

of your “topside” SWO skill set, you should plan on completing your full tour prior to (i.e. no early transfer) transferring to Naval Nuclear Power School. Repeated for emphasis: Unless there are significant extenuating circumstances, expect to leave your first division officer tour upon meeting established career mile stones or at your PRD regardless of how quickly you complete your SWO qualification during that first tour. If your command supports an earlier departure, we will reduce the first sea tour length from 21 to 19 months.

Qualifications. When you qualify OOD, scan and e-mail a copy of your OOD Underway designation letters directly to us so that we can update your record in our database. You can verify the changes on BOL. It is never too early to update us on your qualification status and to discuss the plan for your orders to follow-on nuclear training.

diviSiON Officer

DIVISION OFFICER

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Not all qualifications that you complete have Additional Qualification Designators (AQDs) associated with them. To determine which of your qualifications do have AQDs associated, review Part D of Volume I of The Manual of Navy Officer Manpower and Personnel Classifications, available on the NPC website here: http://www.public.navy.mil/bupers-npc/reference/noc/noocsvol1/pages/default.aspx.

If you find you have a qualification which has an AQD associated with it, email a copy of your qualification letter along with the specific AQD (e.g. Surface Warfare – LA9) to your SWO(N) detailer.

Security Clearance for Nuclear Power School. Be sure to verify with your ship’s Security Manager that you hold, or have applied for, a Secret Clearance so that you have the appropriate clearance when you arrive at Nuclear Power School. If your security clearance is not up-to-date, then you will not start Nuclear Power School until the issue is resolved. You do not need to wait for orders to NNPTC to start working on your clearance (if you do, you may

already be too late to prevent delays in classing up), so start working with your ship’s Security Manager as soon as possible.

Leaving the SWO(N) Community. We occasionally receive inquiries from SWO(N)s in their first division officer tours about becoming a conventional SWO (lateral transfer). While most officers find their first topside tour enjoyable (we are SWOs, after all), we need all SWO(N)s in their first division officer tour to remain SWO(N)s. The community establishes officer accession numbers based on PA requirements and predicted retention behavior, so each officer that commits to becoming a SWO(N) plays a critical role in sustaining the overall health of the community. Because of the additional cost associated with each nuclear-trained officer (accession bonus, training infrastructure, planned throughput at NNPTC/NPTU, nuclear division officer demand on the CVNs, etc.), we do not access an “excess” number of officers. Therefore, all SWO(N)s must continue in the career path, go to Nuclear Power School, and complete a follow-on CVN division officer assignment.

I have been assigned to an engineering billet on my first tour. Is that okay?

ANSWER: Since SWO(N) second division officer tours are in Reactor Departments on CVNs, we expect that SWO(N) first tour division officers will be assigned to topside billets per MILPERSMAN article 1301-223. In exceptional

cases, a ship may assign a SWO(N) JO to an engineering billet for a portion of their 19-month sea tour. This usually means the officer is a strong performer and the ship is taking advantage of their skills. If you find yourself assigned to an engineering billet, please contact us so we can engage your

chain-of-command to understand the underlying reasons for the assignment. Even in an engineering billet, you should stand watches on the bridge or in combat. SWO(N) officers are neither expected nor encouraged to qualify EOOW during their first tour. Focus on developing topside skills, but pay attention to the engineering sections of your SWO PQS because you will be a Department Head on a conventional ship later in your career.

DIVISION OFFICER

Naval Nuclear POWer traiNiNG cOmmaNd

Getting Orders to NNPTC. We receive a variety of questions from first tour division officers about the procedure for getting their orders to NNPTC. NNPTC is in Charleston, S.C. First, you do not need a SWO pin to receive orders to NNPTC. You do, of course, need to qualify prior to detaching from your ship, but you may contact the SWO(N) Junior Officer Detailer at any time during your first tour. You should establish contact with us no later than six months prior to your PRD so that we can get you a seat in the NNPTC class that best meets your timing and needs. If you receive orders and find yourself in jeopardy of not qualifying in time to execute them, communicate your concerns with us early. Detailing is a

dynamic process, and we will be flexible in order to help you succeed. As discussed earlier, we will not transfer you early to NNPTC, even if you qualify SWO prior to your PRD unless you meet the milestones. NNPTC and Nuclear Prototype convening dates are available as “Initial Training Pipeline Schedule” at:http://www.public.navy.mil/bupers-npc/officer/detailing/submarinenuclear/career/documents/classpipelineschedule%20fy%2016-18.docx

NNPTC Pre-School. Each NNPTC class is preceded by a three-week refresher course (Math, Physics, and Heat Transfer) for all SWO(N)s as well as some submarine officers. Every officer accepted into the nuclear power program has the academic ability to succeed in the

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training pipeline; our community continues to maintain a superior success rate. The refresher course is designed to help officers without any recent classroom experience or less technically rigorous academic backgrounds adjust to the pace of nuclear power school. All officers will take a diagnostic exam upon arrival to ensure that their basic skills are sufficient for starting the curriculum. At every step, we will ensure that you are set up for success.

Information on NNPTC. You may check in to NNPTC prior to the convening date in your orders. Additional information on the school and surrounding area is available at https://www.netc.navy.mil/nnptc/. For other questions, you can contact the Assistant Director of the Officer Department at Nuclear Power School at (843) 794-8299/8115. The housing office can be reached at commercial: (843) 794-7218/7219 DSN: 794-7218/7219.

Nuclear PrOtOtYPe traiNiNG uNit

Determining Prototype Location. Officers will attend prototype in either Charleston, S.C., or Ballston Spa, N.Y. The decision where to send students is made locally by NNPTC based on class size, prototype maintenance schedules, billet availability, and individual preferences. Once the list is finalized at NNPTC, PERS-42 will generate orders. Orders normally come out about one month before moving on to your assigned NPTU from NNPTC.

CVN Slating. The slating process for your CVN division officer tour will be reviewed during your first month at prototype. You will submit your top CVN preferences, along with any amplifying comments (spouse employment, co-location, family medical issues, etc.), and we will build the slate based on billet availability, personal preferences, first division officer tour performance, nuclear power training performance, and equitable “talent loading” on the CVNs. Strong performance in the first division officer tour and at Nuclear Power School will improve your competitiveness in the slating process. Slating will

occur after NPTU mid-term grades are reviewed by Naval Reactors and provided to PERS-42. Once the slate is approved, orders follow within a few weeks.

cvN diviSiON Officer tOur

Reporting and Qualifying. Upon completion of NPTU, you will report directly to your CVN. Officers assigned to deployed ships usually meet the ship on deployment

in order to begin qualifications. Reporting officers are typically afforded three to four months solely devoted to qualifications. These qualifications include Propulsion Plant Watch Officer (PPWO) and Basic Nuclear Engineering Qualifications (BNEQ). You are expected to qualify

PPWO within four months unless unusual circumstances impede the process.

Division Officer Assignment. Once qualifications are complete, or in their final stages, you will normally be assigned as a Reactor Controls (RC), Reactor Electrical (RE), Reactor Mechanical (RM), Reactor Propulsion (RP), Reactor Laboratories (RL), or Reactor Networks (RN (A1B)) Division Officer. Naturally, you should work hard to become a subject matter expert for the systems and administrative programs that are your responsibility. You should also take advantage of every opportunity to expand the breadth of your knowledge through continuous training and exposure on watch and in the propulsion plant during major evolutions.

PrOSPective Nuclear eNGiNeeriNG Officer (PNeO) exam

The Prospective Nuclear Engineering Officer (PNEO) Exam is an important career milestone for every SWO(N). Officers take the exam during their CVN tour after serving as a division officer for a minimum of one year; preparation begins the first day at NNPTC. Officers who develop long-range study plans early in their CVN tour are generally much better prepared for the exam. PNEO completion is

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a key milestone in your career. Study smartly and remain disciplined so that you will be ready the first time around! While everyone has ideas on how best to prepare, here are some general points that work well for everyone:

- Start Early. After qualifying as Propulsion Plant Watch Officer (PPWO), keep your notes and use them to prepare for PNEO. Keep your study materials together and augment them as you attend routine training and as your ship completes different phases of the operations, training, and maintenance cycle.- Stay involved. Gaining experience as an ORSE PPWO, shipyard PPWO, workup or deployment PPWO, and as an active trainer all build knowledge that will pay dividends as you study for the exam. Studying from a book is one thing; actually coordinating an evolution such as Phase I or II cool down, fill testing, RC maintenance, or supervising shipyard testing will help keep the information in your head and will develop your ability

to discuss technical concepts (a key part of the exam). If you are not the assigned PPWO for these evolutions, or are not yet qualified, you can still gain insight by attending briefs and observing in EOS. Drill watches also provide a wealth of knowledge. Remember that the exam evaluates how well you know the plant and understand its operation. To demonstrate this, spend as much time as possible in the plant.- Study before reporting to TYCOM (CNAP/CNAL). Your RTA, ARO, and RO will help you prepare and execute a study plan that starts well before you leave your ship for your local TYCOM study offices. The time at TYCOM should be dedicated to review and final study. Compile your notes, refresh all your systems knowledge, and study the details of the Operating and Casualty Procedures until you understand the principles. Talk to the officers on your ship that have passed the exam recently and get oral run time.

DIVISION OFFICER

Can I leave my CVN prior to my PRD?

ANSWER: Completion of a full CVN tour, along with completion of the Nuclear Engineering Officer Exam, is expected for all SWO(N)s. To complete the 60-70 months of nuclear experience needed to serve as a CVN Reactor Officer, SWO(N)s need to complete 24-28 months as a CVN Division Officer, 24 months as a PA, and a nuclear shore tour. Deviations are allowed to support

transfer to technical nuclear shore assignments and may also be granted for special programs like full-time graduate education programs with infrequent convening dates.

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diviSiON Officer ShOre tOur

Shore Duty Options. After the CVN division officer tour, many officers are undecided regarding long-term career intentions. This makes the shore tour a great opportunity to assess your career and decide on your future in the Navy. There is a tremendous variety of available shore duty assignments, and it is highly likely that we can find a billet which meets your preferences. In general, four options are available for the division officer shore tour: Nuclear shore duty, full-time graduate education, conventional shore duty, and GWOT Support Assignments (GSA). Using Shore Duty Effectively. In addition to seeking an assignment in a particular geographical area or getting involved in a specific part of the Navy, the division officer shore tour is an excellent opportunity to complete career milestones like earning a Master’s degree or completing JPME Phase I. Caution: In shore duty assignments where completion of a Master’s degree and/or JPME Phase I would be reasonably expected (e.g. NPS, NROTC instructor, USNA, etc) failure to complete these career “tickets” will likely be viewed negatively by a future selection board. So, ensure you execute your plan to complete a Master’s and/or JPME!

SWO(N) JO shore tour length is a nominal 24 month tour IAW MPM 1301-110. If you follow the nominal SWO(N) career path, then you will have time for a 24-month shore tour. Most SWO(N)s will arrive at shore duty between the 5.4 and 5.7 YCS point, but if you are significantly delayed in timing please start a dialogue with your detailer early in your CVN tour. While the goal is for those going on to Department Head School to start at the 7.5 YCS point, the driving factor is when you are going to be “In-Zone” for O-4. Your detailer can provide you with these data points to help make an informed decision.

Immediate Graduate Education. The requirement to arrive at Department Head School exists to keep SWO(N)s competitive for selection to the rank of LCDR (and, ultimately, for command at sea) and is not adjusted for those officers who attend graduate education

immediately following commissioning. This is important to understand when considering immediate graduate education and also when you start to think about your post CVN division officer shore tour. If you participated in an immediate graduate education program, you can expect the time you spent in that program to be deducted from your first shore tour. The SWO(N) career path is just too tight to do anything else. If you completed immediate graduate education, then do not be surprised if the SWO(N) Detailer starts to discuss shorter than 24-month shore tour options with you. Contact your detailer early to determine your shore duty options!

Nuclear ShOre dutY

Every SWO(N) will complete a minimum of one nuclear shore tour prior to Commander Command. Nuclear shore duty complements at-sea experience to ensure that each SWO(N) attains the minimum 60-70 months of nuclear experience required to become a Reactor Officer. Completing your nuclear shore tour early is strongly encouraged for the following reasons:

- Allows for more flexibility in the post-PA shore window. Officers that have completed nuclear shore duty before this point in their careers are in a better position to pursue in-resident War College opportunities with follow-on joint assignments, a combination of more senior joint and Navy assignments, or various fellowship opportunities.- Enables officers to serve in Early (PC/MCM) Command.

USS Nimitz (CVN 68)

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- Post-PA nuclear shore tours are more challenging and time consuming; they may not afford time to concurrently complete a Master’s degree.- There are fewer nuclear shore tours available post-PA. Therefore, fit and timing tend to drive the slating process with less emphasis allowed for personal preferences.

Nuclear shore billets at Naval Nuclear Power School or at a Nuclear Prototype Training Unit are particularly important community assignments. Officers filling these assignments teach our next generation of nuclear officers and acquire outstanding technical expertise. Officers filling these billets

gain a number of advantages and incentives, including:- A “silver bullet” for first choice of billet type OR ship type OR homeport for the first DH tour (only one choice).- NPTU Shift Engineers (SEs) may participate in the NPTU Follow-on program that allows up to 12 months dedicated time to pursue a Master’s Degree and/or JPME Phase I upon completion of 18 months as an SE. Also approved to receive a $500.00 per month bonus for the entire tour including the 12 months while on sabbatical.- Acquiring significant managerial, leadership, and nuclear experience that better prepares them for DH and PA responsibilities.- More nuclear experience for Principal Assistant Screening Boards to consider when evaluating which officers should be selected for PA assignments.- Exemption from selection for IA assignments.

Nuclear shore billets for division officers include:NPTU Charleston (4)NPTU Ballston Spa (3)NNPTC Charleston (7)CNRC Nuclear Officer Recruiters Millington (6)OPNAV N133D1, Washington, D.C. (1)Naval Service Training Command, Pensacola (1)NR A4W Training, Washington, D.C. (5)PNEO Coordinator (Norfolk, San Diego, Bremerton) (3)MTT LT (Norfolk, San Diego) (2)MTS Conversions (Norfolk) (5)

Graduate educatiON

Many options are available to earn your Master’s Degree while on shore duty. Naval Postgraduate School (NPS) in Monterey, Calif., is the most popular option for full time graduate education; many part-time programs are also available.

Naval Postgraduate School (NPS). NPS offers a wide variety of technical and non-technical curriculum. The list of available quotas is posted at http://www.public.navy.mil/bupers-npc/officer/detailing/surfacewarfare/careerinfo/

pages/graduateeducation.aspx.

Some of these billets, such as the MBA and National Security Affairs curriculum are competitive, meaning a selection board determines the most qualified officers for the billets. If you are interested in going to NPS, notify your detailer immediately. We will attempt to reserve a quota for you. More information about NPS is available at: http://www.nps.edu/.

NPS awards advanced credit towards several degrees including two distance learning programs that lead to a Master of Science in Engineering Science (Electrical Engineering or Mechanical Engineering):http://www.nps.edu/academics/schools/gseas/departments/ece/handbook/msesee/nrindex.htmlhttp://www.nps.edu/academics/gseas/mae/dl/nuc.asp

DIVISION OFFICER

USS Dwight D. Eisenhower (CVN 69)

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Fully Funded Civilian Institution Graduate Education. The Naval Postgraduate School also offers fully funded graduate education opportunities at select civilian institutions for a limited number of curricula. See the following link for more information:http://www.nps.edu/academics/civins/index.html Graduate Education Voucher. (GEV) GEV provides up to $40,000 for two years of off-duty graduate education for unrestricted line officers in paygrades O-3 through O-6. Quotas are apportioned by community, and the SWO Community reserves a number of vouchers. Officers using GEV benefits agree to remain on active duty for a period of up to three times the number of months of education completed to a maximum of 36 months. GEV quotas are facing significant funding challenges. Please contact your detailer to get the latest on GEV availability. If GEV quotas are limited, we recommend considering Tuition Assistance (TA – incurs additional obligation – 24 months required past the last class you take with TA) to fund graduate education. See https://www.navycollege.navy.mil/gev/gev_home.aspx for more GEV information.

NPTU Follow-On. SWO(N)s serving as Shift Engineers receive up to 12 months to pursue full time graduate education and/or JPME Phase I after completing 18 months at NPTU and before heading to Department Head School. Officers must commit to RJCSRB or DHRB and notify the detailer by the nine month point as a Shift Engineer to participate in the program. This enables the detailer to identify a suitable and timely relief, and shorten the CVN DIVO tour as early as 22 months. Officers who do the NPTU follow-on program get priority for GEV quotas.

Troy State University offers an Executive Master’s of Business Administration (EMBA). This 21-month program is provided exclusively through web-based courses. Up to 12 hours of graduate credit may be transferred into the EMBA program for relevant courses taken at other accredited institutions. Visit http://admissions.troy.edu/graduate/academicPrograms for more information.

University of San Diego offers a Master’s of Science Degree in Global Leadership. This one-year degree program starts and finishes with a two-week in-residence session in San Diego. The remainder of the program is offered in-residence or online. Those in the in-resident portion attend classes each week during the Thursday, Friday, Saturday time frame; those in the non-resident program complete the remainder of the courses online. Information can be found at http://www.sandiego.edu/business/.

Catholic University. Located in Washington, D.C., the school offers a Master of Science in Engineering Management that consists of 10 one-semester, three credit hour courses. The school grants 12 technical elective credits for graduates of NNPTC and NPTU, resulting in only six required courses. The program can be completed in two full semesters and two summer sessions. Information can be found at http://engrmgmt.cua.edu/.

Old Dominion University. ODU grants 12 credit hours toward a Masters Degree in Engineering Management for graduates of NNPTC and NPTU. The remaining 19 credit hours are completed with six three-credit courses and one one-credit course and can be completed on campus in Norfolk, via television at ODU distance learning sites, or via CD-ROM. If completed during sea duty, officers can utilize NCPACE for funding. If completed ashore, cost is $397.00 per credit hour and can be offset via TA, GEV, or GI Bill benefits. For additional information, please see:

DIVISION OFFICER

USS Theodore Roosevelt (CVN 71)

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http://dl.odu.edu/programs/engineering-management-by-portable-media. For admissions, please see: http://dl.odu.edu/admissions/military-students#mem.

Tuition Assistance (TA). TA is the Navy’s educational financial assistance program. It provides active duty personnel funding for tuition costs for courses taken in an off-duty status at a college, university or vocational/technical institution, whose regional or national accreditation is recognized by the Department of Education. Navy TA pays for both classroom and independent study/distance learning courses, regardless

of course length. Tuition Assistance pays up-front the tuition and fees charged by educational institutions for course enrollments. There is a fiscal year credit limit of 16 Semester Hours, or 24 Quarter Hours per individual. Payment for tuition and fees will not exceed $250.00 per semester hour for up to 16 semester hours of course work a year. Officers must agree to remain on active duty for two years following completion of courses funded by TA, but there is no interlock with COPAY. See https://www.navycollege.navy.mil/ for more information.

Fleet Scholar Education Program (FSEP). SWO JOs can pursue advanced education at America’s most prestigious institutions of THEIR choosing anywhere in the continental United States. Degree must have a Navy subspecialty associated with it - up to 24 months. Six quotas. YG11 for 12 month programs; YG12/13 for 12-24 month programs. We had an officer transition from his CVN DIVO tour that was accepted into the program.

After about a year in the program, he wrote us to share his experiences with others:

“Eight months ago, I began a two year MBA program at the Tuck School of Business at Dartmouth. Personally, this was a dream come true. At the time, my career as a naval officer looked to be over because my career progression did not align with this pursuit. By participating in the Fleet Scholar Education Program, I’ve been able to accomplish my personal goals and continue with my commitment to serve in the Navy. This experience has exceeded my expectations and is an opportunity that is truly unique to

the Navy’s flexible detailing.

“Tuck is a premier general management and business program in Hanover, N.H. At first glance, there may not be obvious corollaries between being a Nuclear Surface Warfare Officer and business school; however, my experience has proven otherwise. From the moment I became immersed in the program, I realized the vast wealth of experience, knowledge, and perspective that my classmates held. For each and every company analysis or assignment performed, I’ve worked closely with students from all over the world, ranging

from investment bankers from Hong Kong to financial accountants from Russia. Tuck has helped me synthesize the ideas of others and succeed in a team of immensely different people.

“Aside from learning hard business skills in classes such as Corporate Finance and Capital Markets, the leadership curriculum at Tuck is embodied in core classes such as Leading Individuals and Teams and Analysis for General Managers. Moreover, core classes such as Management Communications and Decision Science have refined skills that I never devoted much thought to, but most definitely practiced in the fleet. The pace and difficulty of these classes has been extremely demanding, but also very rewarding. I’ve learned a breadth of skills ranging from how to read financial statements to determine company valuations and earnings per share, to the consequences, both good and bad, of leverage. At the same time, we’ve explored the fallacies that cause leadership to chase

DIVISION OFFICER

USS Abraham Lincoln (CVN 72)

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share price, and the implications of their decisions on a company’s employees and overall health.

“Outside of the classroom, my experience has been even more phenomenal. I’ve taken leadership of the Tuck Hockey Club, the largest club on campus with over 250 members. I’ve been able to play hockey three times a week, as well as stay active in soccer and basketball games. I was also selected to co-chair the admitted students weekend for Tuck, one of the largest events on campus that features over 300 prospective students. The intimate setting of Hanover has allowed me get to know each and every one of my 275 classmates and has helped me establish a broad but rich network of professionals. My leadership experience as a division officer primed me for making an impact in a MBA environment and it has helped me to succeed in this challenging program. The tight knit environment, much like that of a wardroom, has only strengthened the value of the education and extracurricular activities I’ve taken part in.

“Overall, my experience with the Fleet Scholar program has been nothing short of outstanding. As my classmates at Tuck secure jobs at Goldman Sachs, Google, and McKinsey, I can say with full confidence that I am happy to be returning to serve in the Navy. This experience is allowing me to not only achieve my personal goals, but I am honing and developing skills that will make me the best naval officer I can be when I return to the fleet.”

POSt-9/11 Gi bill

This new benefit went into effect on 1 August 2009 and is the most comprehensive education benefit package created since the Service Members’ Readjustment Act, commonly known as the GI Bill of Rights, which was signed into law in 1944. The following website was established by the Department of Veterans Affairs (VA) and is the definitive source for information about this program: http://www.benefits.va.gov/gibill/.

Eligibility. Service members that have served at least 90 days aggregate, and up to 36 months, of qualifying active

duty time since Sept 11, 2001 are eligible for Post 9/11 GI Bill benefits. For SWO(N)s, this time starts when you’ve completed your Minimum Service Requirement. You must have 36 months of qualifying service to receive the full amount of the benefit. Service members can transfer their GI Bill benefits to their spouse and/or their children, but you must agree to serve four more years when transferring benefits. The most up-to-date information can be found at the GI Bill website. To apply to transfer your GI Bill benefits, see your local administration office as they will need to enter some information into your record confirming your obligated service.

To check on the approval of your transfer rights go to: https://www.dmdc.osd.mil/milconnect.

The Post 9-11 GI Bill will pay eligible individuals:Full tuition and fees directly to the school for all public school in-state students. For those attending private or foreign schools, tuition and fees are capped at $17,500 per academic year. If you are attending a private Institution of Higher Learning in AZ, MI, NH, NY, PA, SC, or TX, then you may be eligible for a higher tuition reimbursement rate.

For those attending a more expensive private school or a public school as a non-resident out-of-state student, a program exists which may help to reimburse the difference. This program is called the “Yellow Ribbon Program.” More information can be found at: http://www.benefits.va.gov/gibill/docs/factsheets/2012_Yellow_Ribbon_Student_FAQs.pdf.

DIVISION OFFICER

USS George Washington (CVN 73)

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This benefit provides up to 36 months of education benefits. Generally benefits are payable for 15 years following your release from active duty.

Transferability:- Visit this website for detailed information regarding transferability of benefits: http://www.benefits.va.gov/gibill/- Sailors may transfer benefits to one or more dependents. - To qualify for transferability, the service member must have served at least six years on active duty or in the Selected Reserve, and must commit to another four

years of service. Special rules apply for those that are retirement eligible, or near retirement eligible.- If a service member retired prior to August 1, 2009, but has active duty qualifying service after September 11, 2001, they are eligible for benefits, but not transferability. - Committing to the additional time required to transfer benefits does not affect COPAY eligibility (no interlocks).

Additional Information. Please see the following websites for additional information:

- http://www.benefits.va.gov/gibill/docs/post-911_transferability.pdf- http://www.public.navy.mil/bupers-npc/career/education/gibill/Pages/default.aspx

cONveNtiONal ShOre dutY

If you are not interested in completing your nuclear shore tour requirement or attending a full-time graduate school

program, then you will most likely go to a conventional shore billet. Some typical examples include USNA and NROTC assignments, overseas billets, recruiting stations, and various instructor or staff billets in the SWO community. Some have specific requirements, such as AQD req’ts (ECO, BMD, etc) or WTI (if selected), but the vast majority of them do not. If you are interested in going to a conventional shore billet, then you will compete with other conventional SWOs rotating near your PRD. While you will not be slated until approximately six months prior to your PRD, reviewing the slate periodically can provide you a good idea of what type of billets are available. If you

are interested in a specific billet, you can e-mail your detailer to determine if the billet will be available at your PRD. When your slating window arrives, e-mail your detailer your top twenty choices from the billet list. The slate will be completed using performance at sea and qualifications as the ranking criteria.

GWOt SuPPOrt aSSiGNmeNtS (GSa) GSAs provide unique opportunities for officers to make significant contributions to our Nation’s war fighting efforts. GSAs were established to improve

the Individual Augmentation (IA) process by providing a way to fill some IA-like billets through the normal detailing process. For SWOs leaving their division officer assignments, this is done through the shore slate process. The rise in the number of GSAs has reduced the demand for IA assignments and reduced the likelihood that officers could be sent on an IA assignment during a shore tour. The GSA process allows for earlier detailing and for more assignments to be filled with volunteers. Other benefits of GSAs include:

- Guaranteed geographic location in a fleet concentration area (i.e. San Diego, Norfolk, Washington, D.C., etc) for the follow-on shore assignment.- Government-funded PCS move of dependents to a CONUS location during the period of the GSA, and then again to the service member’s next duty station following the GSA (for GSAs that are 210 days or longer).- Exemption from involuntary GSA or IA assignment during the follow-on shore tour.

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USS Ronald Reagan (CVN 76)

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- Priority for available billets and one-on-one slating with detailer for post-GSA shore tour orders, unless competing for a nominative billet (i.e. OLA, NPS NSA/MBA curricula, etc.).- Potential joint duty credit for qualifying GSAs and a three-for-one multiple for qualifying time served in Iraq, Afghanistan, or the Horn of Africa. - Recognition by selection boards of the value of these assignments.

For more information: http://www.public.navy.mil/bupers-npc/officer/detailing/surfacewarfare/careerinfo/pages/iagsa.aspx. If you are interested in going on a GSA, notify your detailer. We will try to match you with your desired billet.

imPOrtaNt NOteS fOr ShOre dutY JPME Phase I. JPME Phase I is a requirement prior to taking O-5 command for officers in PYG 06 and junior. While not required for command selection, it can be used as a discriminator during board deliberations. Completing this course of study while serving as a Department Head or PA can be challenging and time-consuming. Therefore, you are encouraged to complete JPME during your post division officer shore tour. Most curricula at the Naval Post Graduate School offer a way to complete JPME while at Monterrey. The Naval War College correspondence and seminar programs are other available JPME options during your post division officer shore tour. You are strongly encouraged to enroll as soon as possible while on shore duty, so that you can be complete prior to becoming a Department Head. More information is provided in the JPME section of this newsletter.

earlY cOmmaNd

SWO(N)s are eligible for early command and are encouraged to pursue this exciting career opportunity. Several SWO(N)s have served in successful PC or MCM commands and our track record for selection is excellent. Completing a LT/LCDR command tour requires a thorough understanding of the SWO(N) career path and prior planning. Officers are selected for early command by a

selection board held twice each year. While conventional SWOs selected for early command may be assigned to either PCs or MCMs, SWO(N)s will normally be slated to PC commands because the timing and length of the tour fit better in the SWO(N) career path (18-24 months as PC CO versus 30 months as MCM XO/CO).

The professional satisfaction of Command-at-Sea cannot be overstated and we want SWO(N)s to have the opportunity to be considered, if desired. If you are interested, contact your SWO(N) Detailer to discuss the steps required to make it a possibility.

bONuS PaY

SWO(N)s are eligible to begin a COPAY contract upon PNEO qualification and completion of minimum service obligation (MSR). MSR is defined as the later of either your time obligation from your commissioning source (generally five years) or completion of 24 months in the CVN DIVO tour. Intial COPAY contract length options are four, five, six, or seven years in length and pay $35,000 per year.

There is an option to begin receiving bonus payments immediately upon PNEO qualification - even if you have not yet completed your MSR. This contract, known as a “+1 Contract” will allow you to receive a payment early; however, your contract start date will still be based on the completion of your MSR.

For those who do not sign a COPAY contract, the Annual Incentive Bonus (AIB) pays $12,500 annually at the end of

DIVISION OFFICER

PCU Gerald R. Ford (CVN 78)

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every fiscal year for the year previously served (or a portion thereof) so long as you are still on active duty on 30 September. This AIB rate increases to $22,000 per year for O-6s with greater than 26 YCS and serving/served major commanders.

career iNtermiSSiON PrOGram (ciP)

The Career Intermission Program allows for a one-time temporary transition from active duty to the Individual Ready Reserve for up to three years while retaining full health care coverage, commissary/exchange benefits, and receive a small stipend equal to two times 1/30th of their basic pay (equals a reservist performing two “drilling days” per month). Participants incur two months of OBLISERVE for every month in the program. The program allows service members to pursue personal or professional obligations outside the Navy, while providing a means for their seamless return to active duty. Reasons to participate may include, but are not limited to: Service members

desiring to start a family, service members with critical elder care obligations, service members volunteering for international aid work, and service members pursuing educational opportunities. Participants may use GI Bill benefits but not Tuition Assistance. We currently have one SWO(N) participating in the program.

Please call us if you are interested so that we can discuss your desires and provide directions regarding submission of an electronic package to N134 Program Managers for consideration. Packages will be approved by Commander, Navy Personnel Command (NPC). OPNAVINST 1330.2B, NAVADMIN 301/09 are the governing references. An important change implemented by the NAVADMIN is the transition to a rolling application process instead of an annual selection board. Please see the following page on the NPC website for additional information and updates: http://www.public.navy.mil/bupers-npc/support/21st_century_sailor/tflw/pages/cipp.aspx.

DIVISION OFFICER

dePartmeNt head/PriNciPal aSSiStaNt

dePartmeNt head SchOOl timiNG

Be in the Department Head training pipeline around seven and a half years of commissioned service (YCS). This rule is true for the vast majority of SWO(N)s, with occasional exceptions for officers commissioned between October and April (see FAQ box below). Three factors drive this timing:

- Ensuring you receive an observed fitness report as a DH prior to your in-zone look for O-4. Historically, officers with an observed DH FITREP screen at higher rates than those who are not in their DH ride or do not have a FITREP to prove it. The in-zone look for O-4 occurs usually at the nine to ten YCS point, so it’s important to get an observed FITREP in January just prior to the board. If you do not receive that FITREP, the CO may write a Special FITREP for the promotion board to document your performance as a DH. - Earning a competitive LT DH FITREP. You will typically receive your last competitive LT FITREP at eight and a half YCS after about three to six months onboard. Assuming you are selected for LCDR at the nine YCS point, you will fall into the ‘selected’ category for your next FITREP and may not have any other DHs to be directly ranked against. FITREP breakouts (a promotion recommendation like Early

Promote (EP) with other officers in the summary group) are important to be competitive for selection boards. Proper career management means setting yourself up to maximize opportunities to break out. If you arrive in the Department Head training pipeline earlier than 7.5 YCS, then you will have more time onboard before this FITREP and can further improve your chances of getting a competitive breakout on it. In almost all cases, strong performance will prevail, but timing influences when you screen.- Completing your PA tour prior to your first look for CDR Command selection. Your first look for CDR Command occurs at roughly the 12 and a half YCS point. The primary focus of this board is on DH performance. SWO(N)s commonly receive breakout FITREPs near the end of their PA tours. Being complete with your PA tour prior to the board means the board will have those breakout FITREPs, including your detaching FITREP (typically a one of one EP “kiss” so named because you expect to be the only officer in the summary group and, therefore, should receive an EP with great words). Starting the Department Head training pipeline around seven and a half YCS ensures that you are complete with your DH and PA tours, and in a post-PA shore assignment, when your first look for CDR Command occurs.

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dePartmeNt head SlatiNG

Approximately six months prior to your PRD, you will receive orders to DH School. You will receive an e-mail from the First Tour SWO DH Detailer with the list of billets available for your DH School class. After reviewing the billets and considering your preferences, you should submit your top ten choices. You will be slated and be notified of your assignment in a few weeks. At-sea performance, qualifications, and your overall record are the determining factors in the slating process, along with aligning your desires and skills with the right job.

SWO(N)s are assigned to “topside” DH billets. We receive engineering experience during CVN tours. The normal positions assigned are DDG OPS/WEPS/PTO, CG WEPS/PTO, LPD OPS/CSO/First LT, MCM OPS, and LHD/LHA CSO. CSO has been decoupled from a WEPS to CSO fleet up on DDGs and CGs which has made the detailing of nukes more flexible than it has been in the past.

cOmmaNd QualificatiON

It is required for officers to be qualified for command in order to be eligible for the Commander Command Board under the governing instruction, COMNAVSURFORINST 1412.2C. In order be eligible to qualify for Command at Sea, an officers must serve at least 60 months in a ship or afloat staff, successfully complete the SWOS DH School curriculum, complete EOOW and TAO qualifications, pass a ship handling examination, be recommended for command while serving afloat, pass the Command Qualification Exam (CQE), and successfully pass an oral Command Qualification board. SWO(N)s should strive to finish the prerequisites during their first DH tour (especially the ship handling examination) and complete the oral board and final qualification before or during their PA tour. An Intermediate Stop is written in all DH orders en route to their second DH tour/CVN PA tour to SWOS where they will complete the CQE, a shiphandling and maritime warfare assessment and a 360-degree feedback. For officers already past their DH and PA tours when the instruction was issued, it is possible to complete the

qualification while on shore duty. Contact us for details. Please see the following link on the NPC site for the above instructions and updates:http://www.public.navy.mil/bupers-npc/officer/Detailing/surfacewarfare/pages/default.aspx.

PriNciPal aSSiStaNt ScreeNiNG bOard

Some YGs may retain more SWO(N)s than can be accommodated by available CVN PA billets. When this occurs, a Principal Assistant Screening Board is held to provide a fair and objective process to select which officers are detailed to PA tours. If required, this board is held at roughly the eight YCS point. For example, the FY18 CVN PA Screening Board (convened April 2017) would consider every eligible SWO(N) in YG 09. When a board is required, all eligible officers will be notified in advance. The board screens officers in one of three categories:- Screened for Principal Assistant (PA). These officers will be slated for CVN PA assignments. - Screened Principal Assistant-Alternate (PAA). Because the

board only screens enough SWO(N)s as PA to meet billet requirements, the PAA program serves as a mechanism to account for attrition of screened officers. Officers screened PAA have met board criteria to serve as a PA, but were not screened PA purely due to the limited number of available billets. These officers will be slated to conventional second DH topside tours unless PA attrition (during the first DH tour or the PA tour) opens a PA billet. If this occurs, they will transition to a screened PA status and will continue their careers as SWO(N)s. In the event a PAA officer is not activated, their nuclear AQDs will be removed upon exceeding five years from a nuclear billet or at the end of the Fiscal Year (October 1) in which they report to a conventional second topside DH tour (whichever comes first). This also ends their eligibility for Nuclear Officer Incentive Pay (NOIP). In summary, PAA officers will be considered screened for PA, but will not be assigned as a PA unless a billet opens up for them. - Not Cleared for Principal Assistant. SWO(N)s not screened PA or PAA will be placed in a “Not Cleared”

DEPT HEAD/PA

22

DEPT HEAD/PA

status. Officers placed in a Not Cleared status will have their nuclear AQD removed on the following October 1 (end of FY). Eligibility for NOIP will also cease upon removal of the AQDs. In the event a Not Cleared officer is filling a nuclear billet on October 1, the nuclear AQD will be removed upon transfer from the billet.

Monetary Impact. In accordance with OPNAVINST 7220.11E, SWO(N)s who lose their nuclear AQD are no longer eligible for NOIP, which includes COPAY and AIB. Because COPAY installments are paid in advance for obligated nuclear service, officers placed Not Cleared or PAA officers not used for PA assignments will likely have some portion of their most recent prepaid COPAY installment recouped based upon their nuclear contract date. For example, if the COPAY anniversary date is May 1 and nuclear AQDs are removed on October 1, then only seven of the 12 contract months will have been completed, and DFAS will recoup 5/12 of the last COPAY payment. For eligible officers not under a COPAY contract, AIB is paid October 1 to eligible SWO(N)s with intact nuclear AQDs on September 30. If nuclear AQDs are removed prior to September 30, AIB will not be paid on October 1. Officers who are found Not Cleared by the PA Screening Board will have their nuclear AQD removed on October 1. There is no recoupment involved with AIB since it is paid for service already rendered.

Career Impact. Officers not screened for PA, or PAAs who are not activated to fill PA billets, will continue on as due course Surface Warfare Officers. They will be assigned a conventional second DH tour and continue as viable, upwardly mobile SWOs eligible for Command at Sea. Performance at sea in challenging DH billets will continue to determine an officer’s potential for Command at Sea. At promotion and selection boards, these officers will be

considered like every other SWO; no adverse remarks for not screening PA will be in their records.

Pa SlatiNG PrOceSS

Approximately nine to 12 months from your PRD at your first DH tour, you should contact your Detailer with your duty preferences for your PA tour. This is when you’ll be expected to fill out the SWO(N) Experience Survey which will also be used to help complete your slating process. About six months prior to your PRD, you will be slated to your PA position based on personal preference, technical ability, DH performance, and billet availability.

SPOt PrOmOtiON

SECNAVINST 1421.3K governs spot promotions. The billet list is updated annually to account for decommissionings, reorganization of commands, and changes to activity manning documents. To qualify, billets must require the responsibility, authority, and accountability commensurate of a Lieutenant Commander.

Upon being slated to your Principal Assistant tour, your current commanding officer should endorse you for spot promotion with a short letter of recommendation. E-mail the recommendation to PER-412N who will forward it to the next quarterly Spot Promotion board. It is important to apply early because the spot promotion confirmation process will take between six and eight months. Officers who are approved for spot promotion are eligible to put on Lieutenant Commander and receive pay and benefits once in the O-4 billet. Officers continue at that rank until they are promoted to O-4 through the normal promotion process or until they detach from the PA billet.

When will I promote to LCDR and what is a PYG?

ANSWER: Screening for O-4 is a function of when you were commissioned relative to others in your Year Group (YG). Historically, you could estimate the fiscal year you will promote to O-4 by adding ten to your YG. The FY in which you promote becomes your Promotion Year Group (PYG) for a given pay grade. For example, most of YG 01 were selected for LCDR at the FY11 board (held

in April 2010), were promoted in FY11, and are now members of O-4 PYG 11. Promotion zones are calculated once a year based on projected manning requirements. The promotion zone for FY12 was

small enough, that for many officers, it would be more accurate to estimate your projected PYG by adding eleven to your YG vice ten. Your lineal number is key to understanding where you fall within your YG and therefore which projected promotion zone you are in for the O-4 board. Those commissioned between October and April are often at the edge of promotion zones and may be “in-zone” a year earlier than their YG peers. If promoted a year ahead of YG peers, all subsequent career milestones, such as Commander Command Boards, are accelerated by a year. If you were commissioned between October and April, contact us to discuss how that might impact your career timing.

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NOTE: If you are not permanently appointed to, or selected for, LCDR upon completion of your PA tour you will revert to LT upon transfer.

The most recent list of billets and board results can be found at: http://www.public.navy.mil/bupers-npc/boards/spotpromotions/pages/default.aspx

advaNced reactOr PlaNt maNaGemeNt (arPm) cOurSe

ARPM convenes five to six times per year and was established to provide prospective PAs additional training regarding the maintenance and administrative programs for which they will be responsible for once they arrive onboard. The four-week course is taught in Norfolk at the Submarine Learning Center. The first three weeks are focused on reactor plant systems and operations; the final week is billet-specific and is focused on an officer’s prospective PA assignment. This course is also used as Nuclear Proficiency training for prospective XOs en route their XO assignments. Whenever possible, prospective AROs also attend this course.

1421

Ser xx/xxx

Date

From: Commanding Officer, USS TOPSIDE (DD 999)

To: Navy Personnel Command (PERS-4)Subj: REQUEST FOR TEMPORARY (SPOT) PROMOTION

ICO LT JOHN A. SMITH, USN, XXX-XX-1234

Ref: (a) SECNAVINST 1421.3K1. In accordance with reference (a), I nominate Lieutenant

Smith for temporary (spot) promotion to the rank of Lieutenant

Commander. 2. Lieutenant Smith meets the criteria outlined in reference (a)

and is eligible for promotion based on orders to serve as Main

Propulsion Assistant/Reactor Electrical Assistant/Reactor Training

Assistant/Reactor Controls Assistant (BSC XXXXX) in USS

NUCLEAR CARRIER (CVN 99), a principal assistant to the

Reactor Officer. 3. Lieutenant Smith has my strongest recommendation for SPOT

promotion. He has excelled in … {provide a brief background

for justification}. SPOT promotion is essential to his continued

effectiveness and is fully merited.

I.M. CAPTAIN

CDR USN

Copy to:Service RecordNPC 412N

DEPT HEAD/PA

POSt-Pa ShOre dutY

Most SWO(N)s will complete their PA tour at about 11.5-12 YCS, shortly before their first look for CDR Command. Following the PA tour, those selected for CDR Command will have 4-5 years of shore duty prior to starting the training pipeline. Those selected for XO Afloat or XO Special Mission will have a shorter period ashore and will probably move to those tours within a year of being selected in order to maximize their chances of selection for command during their third look. Officers who have not completed nuclear shore duty will likely go to a nuclear shore billet. After about 18-24 months, these officers will transfer to a career broadening assignment (joint, OPNAV, etc) before starting the XO/CO training pipeline. Those who have already completed nuclear shore duty have the flexibility to go to a career broadening assignment directly following PA or may go to a War College for in residence JPME.

Post PA Nuclear Shore Duty. The following nuclear shore duty billets are available following the PA tour:

NPTU Charleston MTS XO (1-2)NPTU Ballston Spa XO (1-2)NPEB LANT (2) and PAC (2)N43 Type Desk CNAP (3) and CNAL (1)FRTA CNAL (1) and CNAP (1)NPMTT XO LANT (1) and PAC (1)NPC PERS-412N, Millington (1)NPC PERS-42D1, Millington (1)BUPERS N133C2, DC (1)NR (2)NNPTC DOD (1)

cOmmaNder cOmmaNd SelectiON bOard

Under the XO/CO Fleet Up Career Path, all SWOs, including SWO(N)s, receive at least two looks for CDR Command. All boards are held in December at roughly 12.5 and 13.5 YCS. The first look occurs two years past an

POSt-PriNciPal aSSiStaNt

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officer’s O-4 PYG (i.e., if you are in PYG 15, your first look for CDR Command will occur in December 2017). The first look selects officers for Command Afloat only. Officers on their second look have four possible outcomes:

- CO Afloat. Officers who screen CO Afloat will proceed to command at sea and should expect to serve as Reactor Officers.- XO Afloat. Even under the XO/CO Fleet Up career path, there is a need for officers to serve as Executive Officers on ships where fleet up to command is not possible (CGs, decommissioning ships, ships still under command of traditional career path officers, etc). - XO Special Mission. Officers who screen XO-SM will serve in billets such as CVN AUXO, CVN DCA, LHA DCA, LHD DCA, LHD C5I, MSRON CSO, COMPSRON CSO, or ACU-4/5 XO.- Not Screened. Officers not screened for CO Afloat, XO Afloat, or XO-SM will have their nuclear AQD removed at the end of the fiscal year in which the board was held. They will be billeted to conventional billets for the remainder of their service in the Navy.

Officers screened XO Afloat or XO-SM during the second look will receive an additional third look for command two years after their second look (approximately 15.5 YCS). Officers on their third look have three possible outcomes:

- CO Afloat. Officers who screen CO Afloat will proceed to command at sea and should expect to serve as Reactor Officers.- CO Special Mission. Officers who screen CO Special Mission will proceed to command in special mission billets, such as Coastal Warfare or MPS Squadrons, Navy Recruiting Districts, USS Constitution, Naval Brigs, or Provincial Reconstruction Teams. CO-SM officers will be considered for ARO.- No Additional Screening. These officers will be considered for ARO.

If you have any questions, please contact your detailer!

POST-PRINCIPAL ASSISTANT

xO aNd beYONd

SWO(N) PrOficieNcY traiNiNG

When a SWO(N) is assigned to an XO/CO, XO Afloat, or XO-SM tour on a conventional ship, he or she must reestablish their nuclear proficiency by attending one month of proficiency training while en route that assignment. This training is provided at the Advanced Reactor Plant Management course at the Submarine Learning Center in Norfolk. This training is not required for officers who detach from technical nuclear shore duty en route their XO or XO-SM tours, nor is it required for officers who serve as AUXO or DCA in a CVN for their XO-SM tour. This training resets an officer’s 5-year nuclear clock upon reporting to the XO tour and provides detailing flexibility to allow completion of career-broadening assignments.

Nuclear field dutY PhYSicalS aNd radiatiON medical examiNatiONS

Per the Manual of the Medical Department (MANMED) Article 15-103, Nuclear Field Duty physicals are required every five years up to the age of 50 and every two years for those older than 50. Nuclear field duty examinations must be performed no later than one month following the

anniversary date of the previous physical examination date. All Nuclear Field Duty examinations should be performed concurrently with a Radiation Medical Exam (RME) per MANMED 15-104 and documented separately on their respective forms. RMEs ensure a member is eligible to receive exposure to ionizing radiation while Nuclear Field Duty physical ensure a member possesses the requisite degree of reliability, alertness, and good judgment needed for safe operation of nuclear propulsion plants. Letting the periodicity of these slip may result in unnecessary delays in obtaining dosimetry devices needed to support an officer’s duties. We include a statement requiring members to conduct the physicals in department head orders.

aSSiStaNt reactOr Officer (arO) SelectiON bOard Eligible Officers. Officers that screen CO-SM, XO Afloat, XO-SM, and XO/CO screened officers not certified to fleet-up are eligible for selection as AROs. EDO(N)s not selected for continuation to possible RO assignment are also eligible. An ARO selection board is held annually (in April) to select AROs. SWO(N)s will be eligible during the ARO board immediately following their third

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look for command. XO Afloat and XO-SM screened officers will generally be detailed to an ARO assignment immediately following their XO milestone tour. CO-SM screened officers may complete their ARO assignment before or after their command tour based on career timing, community needs, and COPAY contract status.

Monetary Incentive. Officers selected as AROs maintain their nuclear AQDs (and COPAY eligibility) through the 36-month ARO tour and for three years following (up to $210,000 in bonus payments based on current COPAY rates). Officers not selected as AROs will lose their nuclear AQD and NOIP eligibility on October 1 of the same year as the ARO board unless serving in a nuclear billet. In that case, officers maintain their nuclear AQD and eligibility for COPAY until their detachment from the nuclear billet. CO-SM officers that are not selected for ARO maintain their eligibility for COPAY until 21 YCS or five years from a nuclear billet (whichever occurs first).

Career Impact. SWO(N)s selected for ARO provide additional experienced SWO(N) senior leadership in CVN Reactor Departments. They maintain their nuclear qualification and COPAY eligibility. Following the ARO tour, these officers are eligible for subsequent assignment to both SWO and SWO(N) billets. Those assigned to nuclear billets can extend their eligibility for COPAY through the nuclear tour and for three years thereafter.

POSt cOmmaNd Nuclear dutY

Following Command Afloat, SWO(N)s are considered for post-command nuclear assignments (CVN Reactor Officer, NPTU Ballston Spa CO, MTT LANT/PAC OIC, or NPC PERS-424). For officers following the XO/CO Fleet Up career path, we will try to accommodate a non-nuclear shore tour before or after their post-command nuclear assignment. Sequencing of the tours will depend on career timing, the demand signal for qualified reliefs, and personal preferences. Engage PERS-424 early to discuss!

XO AND BEYOND

JOiNt PrOfeSSiONal militarY educatiON (JPme)JPME Phase 1

We fight as a Joint Force and pursuing Joint Professional Military Education (JPME) is an important part of every officer’s professional development. For officers in O-4 PYG 06 and junior, JPME Phase I is required before taking CDR command. While it is not required for command selection, it is still a discriminator at boards. JPME Phase II is another building block for full joint qualifications but can be accomplished any time between completion of the PA tour through Major Command. The governing documents for Joint Qualifications are DoDI 1300.19 and CJCSI 1330.05.

iN-reSideNce JPme PhaSe i

U.S. War Colleges and select foreign war colleges award completion of JPME Phase I. Some programs also offer accredited Master’s Degrees. The PERS-440 website provides a wealth of detailed information on Service College, Foreign Service College, and Fellowship opportunities. http://www.public.navy.mil/bupers-npc/officer/detailing/jointofficer/pages/default.aspx.

Naval Command and Staff August (10 months)Newport, R.I. October (12 months) January (12 months)http://www.usnwc.edu/academics/colleges/cde/overview.aspx

USMC Command and Staff August (10 months)Quantico, Va. http://www.mcu.usmc.mil/

Army Command and Staff January (12 months)Fort Leavenworth, Ks. July (12 months)www.cgsc.edu

Air Command and Staff July (12 months)Maxwell AFB, Ala. http://acsc.maxwell.af.mil/

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JPME

Naval POStGraduate SchOOlOffers four courses comprising a joint education curriculum leading to JPME Phase I certification. NON-reSideNce JPme PhaSe i Naval War cOlleGeThree non-residence opportunities to complete JPME Phase I are available through the Naval War College. The structure of each program consists of three courses: Strategy and Policy, National Security and Decision Making, and Joint Military Operations. More information is available at http://www.usnwc.edu/students/college-of-distance-education.aspx.

A. Fleet Seminar (classroom seminars at designated remote sites). Coursework is completed through weekly three-hour sessions from August to May. Open to O-3 and senior. Training locations include fleet concentration areas and officers can transfer between sites during or between courses. B. Web-enabled correspondence (online group seminars).Designed to be completed in 12-18 months, and closely aligned with the Naval Command and Staff College in-residence and Fleet Seminar curriculums for O-4 and O-3. In order to attend graduation in June, students must complete all course requirements by 30 April. C. CD-ROM Based Correspondence (O-3 and senior). Designed to be completed in less than 12 months. Enrollment constitutes a commitment to a minimum of two study periods of three or more hours each week. Online applications should be filled out at least six months prior to course start date.

air fOrce cOmmaNd aNd Staff cOlleGe Offers a CD-ROM and Internet based JPME Phase I correspondence course, which can be completed in six to 18 months. The college will send books, a CD-ROM, and instructions for accessing lectures via the school’s web site. Applicants must be O-4 select or above to be eligible. The college is very supportive of Navy students but does have a quota limit. Be careful to not confuse this course with a similar Air War College course, which does not offer JPME Phase I credit.http://acsc.maxwell.af.mil/distance-learning.aspPhone: (334) 953-7901 DSN: 493-7901Toll free: (800) 316-7042

JPme PhaSe ii

National War College (NWC), Washington, D.C.Industrial College of the Armed Forces (ICAF), Washington, D.C.

NWC conducts a senior-level course of study in national security strategy and national security policy process. ICAF conducts an executive-level course dealing with the resource component of national power, with special emphasis on material acquisition and joint logistics, and their integration into national security strategy for peace and war. Both schools grant a Master’s Degree and convene in August. http://www.ndu.edu/colleges.cfm

JOiNt fOrceS Staff cOlleGe/JOiNt advaNced WarfiGhtiNG SchOOl (JaWS) NOrfOlk, va. JAWS educates selected O-4s and O-5s in the art and science of joint, interagency and multinational planning and warfighting at the strategic-operational level of war as directed by the CJCS Officer Professional Military Education Policy. JAWS awards Service Intermediate or Senior Level College credit, and JPME Phase I & II credit. JAWS is undergoing accreditation to award a Master of Science degree in Joint Campaign Planning and Strategy.

Two JAWS seminars are organized with twelve students in each seminar. Each seminar consists of four Army students, four Air force students, three Navy students and a Marine student. Students are assigned to seminars with intent to provide an optimum mix of Service, grade, experience, specialty and expected follow-on assignment potential. Each seminar is conducted in collaborative

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learning and collaborative information environment with current information technology tools available at student desktops in the classrooms. http://www.jfsc.ndu.edu/schools_programs/jaws/default.asp

JOiNt fOrceS Staff cOlleGe/JOiNt aNd cOmbiNed WarfiGhtiNG SchOOl (JfSc/JcWS), NOrfOlk, va.JCWS-I is a 10-week school for selected O-4 and above who have completed JPME Phase I. CJCSI 1800.01C,

Officer Professional Military Education Policy (OPMEP), furnishes the basis for JCWS. http://jfsc.ndu.edu/

Service War cOlleGeS

Officers attending the senior course at any of the four service colleges will receive Phase II credit. Phase I completion is a pre-requisite for attending the senior course, although there is a waiver process for a small number of officers. Officers must be O-5 (Select) or senior.

JPME

Naval War College August (10 months)Newport, R.I. November (12 months) www.usnwc.edu February (12 months)

Marine Corps War College August (10 months)Quantico, Va.http://www.mcu.usmc.mil/mcwar/

Army War College July (12 months)Carlisle, Penn.http://carlisle-www.army.mil/

Air War College July (12 months)Maxwell AFB, Ala.http://www.au.af.mil/au/awc/curriculum.htm

JOiNt dutY aSSiGNmeNtS

Joint duty assignments are those billets listed on the Joint Duty Assignment List (JDAL). JDAL billets are designated for LCDR and senior; however, LTs serving in a LCDR JDAL billet for the prescribed tour length will receive joint duty credit. While a full tour is three years, tour lengths may be shortened for officers designated as having a Critical Operational Specialty (COS) after 22-months (day-for-day) service in a joint billet.

The new Joint Qualification System provides an alternate path to joint duty completion through a points system, with points awarded for joint duty in billets not on the JDAL. Officers that serve in a non-JDAL billet accrue joint duty

credit by self-nominating their service for Experience-Based Joint Duty Assignment (E-JDA) points. One point is awarded for each month of service, and 36 points are needed for full joint duty credit.

JOiNt Qualified Officer

Level III JQO designation is required before a Captain can be promoted to Rear Admiral (Lower Half). Level III Joint Qualified Officer status is approved by the Joint Staff for officers that have completed JPME Phase I, JPME Phase II, and a joint duty assignment. This process happens automatically for qualified officers. See http://www.public.navy.mil/bupers-npc/officer/detailing/jointofficer/pages/default.aspx for more information.

bOardS

recOrd uPdate aNd maiNteNaNce

We cannot emphasize enough how important it is to routinely review and update your record. Remember that your OSR and PSR are presented on a display screen for all board members to review and vote on during selection boards. Your briefer (one of the board members) will review your record and annotate your OSR/PSR with comments, then present your record to the board. We recommend that you review your record at least annually

and again six months before any selection board for which you are eligible.

Review your Official Military Personnel File (OMPF) online. This can be done from the BUPERS ONLINE website at https://www.bol.navy.mil/. View your OSR and PSR through the OSR/PSR link, check FITREP continuity through the FITREP link, and view your FITREPs, award citations, photo and other information through the “OMPF-My Record” link. You can also view your Officer Data

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Card (ODC). When viewing the ODC, you can request to update your record by clicking on selected data blocks. You can still order a copy of your record on CD-ROM if you want to maintain your own backup copy of your OMPF. To do so, fill out the form located here: http://www.public.navy.mil/bupers-npc/reference/forms/NAVPERS/documents/NAVPERS_1070-882_rev01-14.pdf

After filling out the form, either fax it to: (901)874-2664 (DSN: 882-2664) or mail (not both) it to:

Navy Personnel CommandPERS-312E5720 Integrity DriveMillington, TN 38055-3120

FITREPs. You should have day-for-day coverage in your FITREP continuity. If you have a gap greater than 90 days in previous FITREPs, take immediate action. To ensure that the discrepancy is permanently corrected, call the Navy Personnel Command FITREP Customer Service Desk at (901) 874-4881/4882. If you have questions or need help, call your detailer or the Officers Records Branch at (901) 874-3350, DSN 882-3350. To update your permanent record, the FITREP must be sent to:

Navy Personnel Command PERS-3125720 Integrity DriveMillington, TN 38055-3120Fax: (901) 874-2851, DSN 882-2851

Awards. The official website for viewing and managing awards can be found at: https://awards.navy.mil. However, information in this database does not always transfer or correspond to award information in your Official Military Personnel File (which is the source of information for all selection boards). Excellent step-by-step instructions for reconciling and updating awards can be found on the NPC website, including directions to ensure that all of your award citations are included in your OMPF and that your OSR reflects the correct types and numbers of your personal decorations.http://www.public.navy.mil/bupers-npc/career/recordsmanagement/pages/awddecormedal.aspx.

Photograph. While the photo is no longer a requirement for boards, we strongly recommend that get your photo taken after every promotion for inclusion in any and all nomination packages that are submitted on your behalf. The official photo is still taken in service khakis. Ensure your photo is of good quality and that you present a good military appearance before submitting it to Millington for

your official military record. Photos must be mailed in hard copy using a signed NAVPERS 1070/883 form.

Education History. PERS-45E is responsible for adding education degrees to your permanent record. If you notice that one of your degrees is missing from your ODC you must mail a sealed transcript to PERS-45E. They will evaluate the degree for a Subspecialty Code (the transcript must state “degree awarded” for a subspecialty to be assigned) and will enter the degree in your record and forward it to be scanned into your permanent record.

Navy Personnel Command (PERS-450)5720 Integrity DriveMillington, TN 38055-4500 FAX: (901) 874-2696, DSN 882-2696

The PERS-450 Team. Please email us at: mill_pers450@navy.mil or mill_pers45e@navy.mil. If you would like to speak to us, please call 901-874-4992, 901-874-4946, or 901-874-3248 (DSN 882). We are standing by to assist! Additional information on requesting a Subspecialty Code or submitting a transcript can be found at:http://www.public.navy.mil/bupers-npc/career/education/subspecialty/pages/default.aspx

Preparing for an Upcoming Board. If you have a pending statutory promotion or administrative screening board, you should review your record at least six months prior to the board to ensure adequate time to correct your record. If you have any questions regarding your record or the board, contact your Detailer immediately. Maintaining your personal record is your responsibility, but Detailers are able to assist and advise you. The selection board process reviews every aspect of your record, and the fairness of a board is based on the assumption that officers have updated their record before the board. Do not disadvantage yourself by failing to check your record!

Updating your Record for a Board. Detailers are only able to update your record for an administrative screening board, not a statutory (promotion) board. To update your record prior to an administrative board, scan/e-mail the information to your detailer. For a statutory board, contact the NPC Customer Service Center at 1-800-874-4881/4882 to update your record for the board. Any information provided for a board does not update your permanent record, so you must update your record separately.

Letters to the Board. Any letter(s) to the Board must come from you and should be addressed to the President of the Board. Even if you ask a previous reporting senior to write a letter on your behalf, it must be submitted by you as

BOARDS

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an enclosure to your letter to the Board President. Do not approach submission of a letter casually! Generally, letters are written to add new information not available at the time of your most recent FITREP or to provide clarification of information in a previous FITREP. A letter can amplify more about the situation or dynamics at play, but the key is that it be relevant to the story already in the FITREPs. An ill-advised letter may inadvertently draw attention to something that might not otherwise be considered a weakness. If a problem is noted in a FITREP (and it is one of omission not commission), a better solution may be to first discuss your FITREP with your past reporting senior. If it is still within two years of the end date of the report, the reporting senior can submit a change to your fitness

report. If you are considering submitting a letter to a board, we recommend that you call or e-mail us well in advance of the board.

GeNeral bOard Schedule

Captain JanuaryCommander FebruaryPA/ARO/EDO(N) AprilLieutenant Commander MayDepartment Head/Early Command June Major Command NovemberCDR Command/Early Command December

SelectiON bOardSOnce selection board results are released and you have screened for your next career milestone (i.e. XO/CO Fleet-Up, Early Command, etc.), we highly recommend putting your screening status at the top of your next FITREP. Suggested lead FITREP bullets are:

For CO-Afloat Screened Officers: Screened Commander Command Afloat For CO-SM Screened Officers: Screened Commander CommandFor XO-Afloat Screened Officers: Screened for Executive Officer AfloatFor XO-SM Screened Officers: Screened for Executive OfficerFor Early Command: Screened for Early Command

What is the difference between a statutory and administrative board?

ANSWER: A statutory board is a selection board for promotion to the next pay grade. The conduct, requirements, and selection process of statutory boards is governed by Title 10 (U.S. Law). Detailers have no involvement with statutory

boards and are not able to provide information to these boards. Commanding officers may submit Special FITREPs for statutory boards, which is recommended if an officer’s career status has changed since the last FITREP (e.g. started a DH tour prior to the O-4 Board).

An administrative board is a screening board for a career milestone, such as Commander Command or Department Head. The conduct of administrative boards is directed by Commander, Navy Personnel Command. Detailers are responsible for executing administrative boards and are able to provide record updates for these boards. Special FITREPs may not be submitted to an administrative board but similar information can be submitted through a letter to the board (see above).

BOARDS

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lateral traNSferS

MILPERSMAN article 1212-010 provides guidance for lateral transfers. Except for SWO(N)s applying to become nuclear trained Engineering Duty Officers (EDO(N)s), SWO(N)s normally will complete a CVN PA tour prior to lateral transfer to a new community. If you are interested in laterally transferring, then contact us to assist you with the application process.

SWO(N) tO edO(N) PrOGram

With the construction of new CVNs, refueling of existing CVNs, and decommissioning of older CVNs, the need exists to produce a cadre of officers who are experienced in CVN propulsion plant operations and test programs and who also have a thorough understanding of depot level maintenance. The EDO(N) career path produces officers who maintain their nuclear AQD and eligibility for COPAY, serve as Principal Assistants, Assistant Reactor Officers, Chief Engineers and Reactor Officers, and have upwardly mobile careers as EDOs. SWO(N)s must later transfer to EDO(N) by the six and a half year point in their career in order to be viable EDOs. Many now transfer after becoming PNEO complete while onboard the CVN!

This career path was designed ensuring that EDO(N)s are competitive as EDOs with a viable path to Shipyard CO, Supervisor of Shipbuilding CO, or Major Program Manager. In addition, EDO(N)s develop the nuclear experience necessary to be successful ROs on CVNs in new construction, refueling, or inactivation. EDO(N)s attend graduate school and typically study mechanical engineering, electrical engineering, or naval architecture. The Engineering Duty Qualification Program (EDQP) tour is a split tour at a nuclear shipyard with time shared between performing nuclear work and non-nuclear

work. After completing EDQP, EDO(N)s alternate (after completing a CVN PA tour) between shipyard billets, nuclear sea/shore tours, and Acquisition Corps jobs within NAVSEA commands.

For more information, consult:http://www.public.navy.mil/bupers-npc/officer/detailing/rlstaffcorps/engineering/pages/default.aspx

acQuiSitiON cOrPS

SWO(N)s looking for opportunity to lead programs in ship and weapons system acquisition should consider applying for membership in the acquisition corps and building the experience needed for assignment to a critical program manager billet. Acquisition Corps (formerly Acquisition Professional) officers manage the design, development, procurement, and logistic support of the Navy’s ships, weapons, and systems. Mandated by Congress with the Defense Acquisition Workforce Improvement Act (DAWIA), the Acquisition Corps (AC) is the Navy’s subset of the larger DOD-wide Acquisition Workforce (AWF). Selection is through a board process to maintain objectivity and quality. Applicants must be LCDR or senior and CDR command screened or served. Critical acquisition billets at the Captain/Flag level are required by law to be manned by officers from the AC with required training and minimum service experience in acquisition.

Basic academic requirements include a minimum number of credit hours (12 or 24) in business/management courses. The credit hour requirement varies depending upon the bachelor’s degree and whether it is in the chosen career field. Most undergraduate degrees are related to a career field for AC purposes.

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AC certification must be accomplished in the Program Management career field after entering the AWF. There are three levels of certification corresponding to rank. Each level requires acquisition experience and the completion of various courses, under the auspices of the Defense Acquisition University (DAU) http://www.acq.osd.mil/dau. For questions about a specific billet and whether it can be applied for AC experience, contact us. Officers should check their billet’s code early in their tour, determine and complete the training requirements, and ensure that they request certification prior to their PRD. SWO(N)s selected for entry into the AC can expect to serve in AC tours when they roll ashore. They remain eligible for Command at Sea, Reactor Officer assignment, and COPAY. AC officers are eligible for promotion to Flag rank without Joint Duty qualification.

Go to: http://www.public.navy.mil/bupers-npc/officer/detailing/acquisition/pages/default2.aspx

LATERAL TRANSFERS

bONuS aNd iNceNtive PaYS

Nuclear Officer iNceNtive PaY (NOiP)

OPNAVINST 7220.11E is the instruction governing NOIP. There are several types of special pays that fall under the NOIP umbrella. These include the Nuclear Officer/Career Accession Bonus (NOAB/NCAB), multi-year contract Continuation Pay (COPAY), and annual installments for services rendered called Annual Incentive Bonus (AIB). The current rates authorized by the Secretary of the Navy, effective 29 December 2014, are: $35,000 per year for three-year through seven-year COPAY contracts (initial contracts must be a minimum of four years), $12,500 per year for standard AIB, AIB of $22,000 for Major Command-serving/served officers and O-6 officers with 26 years commissioned service, and $17,000 for the Nuclear Accession Bonus.

1. Upon being accepted into the program, officers receive $15,000 (NOAB) upon program acceptance and $2,000 (NCAB) after completion of NPTU.

2. SWO(N)s who are past their initial service obligation (MSR in accordance with MILPERSMAN 1520-050

requirements) and are Engineer-qualified are eligible for AIB or COPAY. Officers who are within a year of their initial service obligation and are Engineer-qualified may sign a COPAY contract and select an early payment (“+1 contract”).

3. To apply for COPAY, a SWO(N) must be within one year of the end of an existing obligation, and have passed the PNEO Exam. COPAY contracts cannot extend past 30 YCS. Officers frocked to flag rank are no longer eligible for NOIP.

4. Officers who are past initial service obligation, have passed the PNEO Exam, and are not on COPAY are eligible for AIB. AIB is paid each October 1 to nuclear trained and qualified officers who were on active duty on September 30 and not under a COPAY contract. AIB is paid in a pro-rated amount to officers past initial service obligation who have passed PNEO and did not immediately sign a COPAY contract. Officers who resign prior to September 30 are not eligible for AIB that year unless they’ve reached retirement.

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5. Defense Finance and Account Service (DFAS) will automatically deposit COPAY and AIB payments into the same account as regular pay. Fax NOIP applications to PERS-42D1 at (901) 874-2648/DSN 882, scan and email them to us (preferred), or mail them to Bureau of Naval Personnel (PERS-42D1), 5720 Integrity Drive, Millington, TN 38055-4210.

Officers may request a replacement COPAY contract at any time there is a rate increase AND the ending date of the replacement contract is equal or after the current contract. We are more than willing to discuss your specific situation – just give us a call. For more information: http://www.public.navy.mil/bupers-npc/officer/detailing/submarinenuclear/pages/incentiveprograms.aspx.

SWO(N) cONtiNuatiON PaY StrateGY

In order to maximize the financial benefit over your career, it is important to plan your Nuclear Officer Continuation Pay (COPAY) strategy early and carefully. Nuclear Officer Incentive Pay, of which COPAY is a subset, is addressed in OPNAVINST 7220.11E. It is important to be familiar with this reference prior to signing a contract. Briefly reviewing the highlights: To be eligible for COPAY, SWO(N)s must have successfully completed the PNEO exam and completed initial MSR. Officers within one year of completing an existing COPAY contract may apply for a new COPAY contract to begin at the end of their current obligation. COPAY contracts may be signed for terms of three to seven years. Initial contracts must be for four to seven years. COPAY agreements may not extend beyond the end of the 30th Year of Commissioned Service (YCS) (commissioning date plus 30 years) and officers can

maximize their eligibility for COPAY by keeping their anniversary date as close to their commissioning date (month and day) as possible.

We highly recommend an e-mail to the SWO(N) Officer Community Manager prior to signing any COPAY contract or incurring any obligations such as SWO incentive pays.

We can quickly provide an independent second check of your contract timing and help ensure that you maximize your financial incentives.

traNSitiON frOm cONtiNuatiON PaY tO aib

The difference in payment schedule between COPAY and AIB should be kept in mind as one approaches the end of a COPAY contract and plans to shift to AIB. COPAY is paid

BONUS AND INCENTIVE PAYS

Date

From: Name, USN, DESIG To: Commander, Navy Personnel Command (PERS-42)

Via: Commanding Officer Subj: REQUEST FOR NUCLEAR OFFICER CONTINUATION PAY

Ref: (a) OPNAVINST 7220.11E (b) 37 U.S.C. §3331. I have read and understand the provisions of reference (a) including all

provisions relating to termination of payments to be made under this agreement

and the circumstances under which recoupment by the government of sums paid

may be required, to which I agree. I hereby apply for the special pay authorized by

reference (b). 2. Contingent upon acceptance of my application for this special pay, I agree not

to tender a resignation for a period of (Note 1) years beyond my existing service

obligation, or for a period of (Note 1) years beyond the date of acceptance of this

request, whichever is later. I understand that, upon acceptance, this application is

binding, and that thereupon I shall be eligible to receive $35,000 per year for the

(Note 1)-year period of this agreement.3. I understand that, should I fail to screen for my next career milestone, refuse

orders to a billet requiring nuclear qualifications, or otherwise lose eligibility for

Nuclear Officer COPAY per subparagraph 7a of reference (a), I will receive no

further payments under this agreement, and may be required to repay the United

States Government a portion of the money that I received in advance, subject to the

provisions of subparagraph 7f of reference (a). I agree to repay any such amount in a

timely manner in accordance with the provisions of reference (a).

4. I hereby elect payment in “X” equal installments.

Signature

33

in advance of service while AIB is paid at the end of the fiscal year for service already completed. This difference can create a gap of up to 23.9 months between bonus pay installments during the transition from COPAY to AIB, depending on your specific COPAY anniversary date. Assuming that an officer is Major Command-served or -serving at the time of COPAY-to-AIB transition, the total difference in annual nuclear compensation will be smaller ($35K vs. $22K), but the difference in payment timing can be an unexpected, but totally predictable, surprise!

As an example, a SWO(N) on a four-year contract that started October 1, 2010 would be obligated until September 30, 2014. The officer would receive their last COPAY payment on October 1, 2013. If they decided to transition to AIB, their first AIB payment would be paid on September 30, 2015. Further AIB installments would be made on September 30 of the subsequent fiscal years until retirement or promotion/frocking to flag rank. You must be in the Navy on September 30 to receive AIB. Only those who have reached retirement (over 20 years of service) are authorized a partial payment if they separate before September 30.

Surface Warfare Officer cONtiNuum Of PaY

On March 6, 2015 the CNO released NAVADMIN 057/15 which announced the renewal of the Surface Warfare Officer Revised Junior and LCDR Critical Skills Retention Bonus. This NAVADMIN is available for review on the NPC website at: http://www.public.navy.mil/bupers-npc/reference/messages/documents/navadmins/nav2015/nav15057.txt. The messages are summarized on the following pages.

reviSed JuNiOr Surface Warfare Officer critical SkillS reteNtiON bONuS (rJcSrb)YG11 aNd SeNiOr

In accordance with NAVADMIN 057/15, SWO lieutenants will have the opportunity to commit to the Revised Junior Critical Skills Retention Bonus as early as YCS-4 anniversary date, but NLT YCS-8. The Navy will continue to pay a maximum bonus of $75,000 for officers to obligate through two department head tours (or a single long department head tour) or through the completion of their tenth year of commissioned service (YCS-10), whichever is later.

IMPORTANT NOTE: Applications MUST be received prior to six YCS to receive the full entitlement. A Memorandum of record was signed on September 14, 2014 to allow for Pro-Rata payments for RJCSRB contracts entered by an eligible officer after six YCS has passed.

Basic Information (Read the NAVADMIN for complete details):

1. OFFICERS MUST APPLY IN ORDER TO RECEIVE THE RJCSRB. Officers can apply when they are within one year of eligibility.

2. Payment Scheme: Officers are paid $10,000 upon signing and on the anniversary of their sixth and seventh Year of Commissioned Service (YCS). Additionally, they are paid $15,000 on the anniversary of their eighth, ninth, and tenth YCS.

3. Obligation: Two department head tours or a single longer tour as approved by PERS-41.

4. Apply for the RJCSRB. Please remember to have this endorsed by your commanding officer.

BONUS AND INCENTIVE PAYS

DATE

FROM: LT FIRST M. LAST, XXX-XX-####/1110

TO: COMMANDER, NAVAL PERSONNEL COMMAND (PERS-41)

VIA: COMMANDING OFFICERSUBJ: REQUEST FOR SURFACE WARFARE REVISED JUNIOR CSRB

REF: (A) NAVADMIN 206/161. I HAVE READ AND UNDERSTAND THE PROVISIONS OF REFERENCE

(A), INCLUDING ALL PROVISIONS RELATING TO THE TERMINATION

OF PAYMENTS TO BE MADE UNDER THIS AGREEMENT AND THE

CIRCUMSTANCES UNDER WHICH RECOUPMENT OF THE GOVERNMENT

SUMS PAID MAY BE REQUIRED, TO WHICH I AGREE. I HEREBY APPLY

FOR THE REVISED JUNIOR CRITICAL SKILLS RETENTION BONUS.

2. CONTINGENT UPON MY ACCEPTANCE OF MY APPLICATION FOR

THIS BONUS, I AGREE NOT TO TENDER A RESIGNATION THAT WILL

BE EFFECTIVE PRIOR TO THE COMPLETION OF TWO DEPARTMENT

HEAD TOURS OR ONE FLEET-UP TOUR AS DETERMINED BY PERS-

41. I UNDERSTAND THAT, UPON ACCEPTANCE, THIS APPLICATION

IS BINDING, AND THEREUPON SHALL BE ELIGIBLE TO RECEIVE THE

BONUS DISCUSSED IN REF (A).

SIGNATURE

34

5. As always, if you have any questions, please contact your detailer or the SWO(N) Community Manager.

6. Additional info can be found on the PERS-41 website: http://www.public.navy.mil/bupers-npc/officer/detailing/surfacewarfare/pay/pages/default.aspx.

Electronic version available here: http://www.public.navy.mil/bupers-npc/officer/detailing/surfacewarfare/pay/documents/sample%20rjcsrb%20app%20with%20co%27s%20endorsement.doc.

Surface Warfare Officer dePartmeNt head reteNtiON bONuS (dhrb) YG12 aNd JuNiOr

On September 15, 2016 the CNO released NAVADMIN 206/16 which announced the beginning of the new Surface Warfare Officer Department Head Retention Bonus (SWO DHRB) for eligible SWOs. This was designed and released to show the Navy has placed a high priority on retaining quality SWOs and rewarding exceptional performance.

IMPORTANT NOTE: Applications MUST be received prior to the convening of the next DH screen board for their YG in order to receive maximum compensation. Example: A YG13 first screen for DH officer must sign a SWO DHRB contract prior to YG13 having their second look for department head screening to receive the maximum $10,000.

Basic Information (read the NAVADMIN 206/16 for complete details):1. OFFICERS MUST APPLY IN ORDER TO RECEIVE THE DHRB. Officers can apply when they are screened for DH. 2. Payment Scheme: Officers who are are screened for department head and sign a DHRB contract are paid based on when they screened for DH and choose to sign their DHRB contracts:

a. DH Screened First Look - $10,000 after their three YCS, but prior to the next DH screening board at YCS-4. $10,000 after their four YCS, but prior to the next

DH screening board at YCS-5. $10,000 after their five YCS anniversary and prior to their YGs third DH look. The remaining bonus is paid in $15K increments on their six, seven, eight, nine, and ten YCS anniversaries. Maximum $105,000.b. DH Screened Second Look - $10,000 after their four YCS, but prior to the next DH screening board at YCS-5. $10,000 after their five YCS anniversary and prior to their YGs third DH look. The remaining bonus is paid in $15,000 increments on their six, seven, eight, nine, and ten YCS anniversaries. Maximum $95,000.c. DH Screened Third Look - $15,000 after their five YCS anniversary but prior to the six YCS anniversary. The remaining bonus is paid in $15,000 increments

BONUS AND INCENTIVE PAYS

How do I maximize my NOIP and SWO Incentive pays?

ANSWER: Arriving in the Department Head training pipeline by 7.5 YCS ensures you maximize SWO incentives. RJCSRB commits officers to two DH tours. SWOCS commences on the second anniversary of putting on LCDR. An officer may not be under a RJCSRB commitment and a SWOCS commitment at the same time and starting the DH training pipeline by 7.5 YCS means that this is unlikely to occur.

DATE

FROM: JOHN P. JONES, 1110TO: COMMANDER, NAVAL PERSONNEL COMMAND (PERS-41)

VIA: COMMANDING OFFICER, USS ARLEIGH BURKE (DDG-51)

SUBJ: REQUEST FOR SURFACE WARFARE DEPARTMENT HEAD

RETENTION BONUSREF: (A) NAVADMIN 206/161. I HAVE READ AND UNDERSTAND THE PROVISIONS OF REFERENCE

(A), INCLUDING ALL PROVISIONS RELATING TO THE TERMINATION

OF PAYMENTS TO BE MADE UNDER THIS AGREEMENT AND THE

CIRCUMSTANCES UNDER WHICH RECOUPMENT OF THE GOVERNMENT

SUMS PAID MAY BE REQUIRED, TO WHICH I AGREE. I HEREBY APPLY

FOR THE DEPARTMENT HEAD RETENTION BONUS.

2. CONTINGENT UPON MY ACCEPTANCE OF MY APPLICATION FOR

THIS BONUS, I AGREE NOT TO TENDER A RESIGNATION THAT WILL

BE EFFECTIVE PRIOR TO THE COMPLETION OF TWO DEPARTMENT

HEAD TOURS OR ONE FLEET-UP TOUR AS DETERMINED BY PERS-

41. I UNDERSTAND THAT, UPON ACCEPTANCE, THIS APPLICATION

IS BINDING, AND THEREUPON SHALL BE ELIGIBLE TO RECEIVE THE

BONUS DISCUSSED IN REF (A).

SIGNATURE

35

on their seven, eight, nine, and ten YCS anniversaries. Maximum $75,000.

3. Obligation: Two department head tours or a single longer tour as approved by PERS-41.4. Apply for the DHRB. Please remember to have this endorsed by your commanding officer.5. As always, if you have any questions, please contact your Detailer or the SWO(N) Community Manager.

Additional info can be found on the PERS-41 website: http://www.public.navy.mil/bupers-npc/officer/detailing/surfacewarfare/pay/pages/default.aspx.

Surface Warfare Officer critical SkillS bONuS (SWOcS) SWOCS was unchanged by NAVADMIN 156/12, so remains as described in NAVADMIN 326/02. SWOCS pays eligible SWO LCDRs $46,000 to stay in the Navy and SWO community through 15 YCS. (NAVADMIN 084/10 eliminated the single-year contract option.) SWOCS is structured to pay eligible officers in annual payments commencing on the second anniversary of promotion to LCDR, and continuing through the third and fourth anniversaries.

1. The effective date of a SWOCS bonus agreement will be the second anniversary of promotion to LCDR.2. SWOCS agreements expire upon completion of obligated year(s) of service for each agreement. Obligation incurred by a SWOCS agreement will run concurrent with any other obligated service.

3. To apply for SWOCS, an officer must meet the following criteria:

a. Qualified and serving as a SWOb. Permanently appointed LCDRc. Completed two afloat department head tours or a single

longer tour per the sequencing plan as assigned by PERS-41d. Have not completed more than 25 years of active duty and will not complete 25 years of active duty before the end of SWOCS contract periode. Be sea duty assignable4. An officer cannot receive both SWOCP and SWOCS concurrently (another reason for the 7.5 YCS DH School gate).5. Payment schedules and obligation requirements can be found on the PERS-41 website: http://www.public.navy.mil/bupers-npc/officer/detailing/surfacewarfare/pay/pages/default.aspx.

BONUS AND INCENTIVE PAYS

DATE

FROM: (ELIGIBLE OFFICER) (NAME, SSN, DESIG)

TO: COMMANDER NAVY PERSONNEL COMMAND (PERS-41)

VIA: COMMANDING OFFICER, USS UNDERWAY (DD XXX)

SUBJ: REQUEST FOR SURFACE WARFARE OFFICER CRITICAL SKILLS

BONUSREF: (A) NAVADMIN 326/02 (B) 37 USC 3231. I HAVE READ AND UNDERSTAND THE PROVISIONS OF REFERENCE

(A) INCLUDING ALL PROVISIONS RELATING TO TERMINATION

OF PAYMENTS TO BE MADE UNDER THIS AGREEMENT AND THE

CIRCUMSTANCES UNDER WHICH RECOUPMENT BY THE GOVERNMENT

OF SUMS PAID MAY BE REQUIRED, TO WHICH I AGREE. I HEREBY

APPLY FOR MULTI-YEAR OPTION BONUS PROPOSED IN REFERENCE (B),

UPON ITS APPROVAL.2. CONTINGENT UPON ACCEPTANCE OF MY APPLICATION FOR THIS

BONUS, I AGREE NOT TO TENDER A RESIGNATION WHICH WILL BE

EFFECTIVE PRIOR TO THE COMPLETION OF THE PERIOD OBLIGATED TO

UNDER PROVISIONS OF SWOCS PAYMENT RECEIVED. I UNDERSTAND

THAT, UPON ACCEPTANCE, THIS APPLICATION IS BINDING, AND

THEREUPON I SHALL BE ELIGIBLE TO RECEIVE THE BONUS DISCUSSED

IN REFERENCE (A) IN ACCORDANCE WITH THE DISBURSEMENT

SCHEDULE DELINEATED IN REFERENCE(A).

SIGNATURE

36

thrift SaviNG PlaN

Thrift Savings Plan (TSP) is a retirement savings and investment plan that offers the same type of savings and tax benefits as many 401(k) plans. It is a defined contribution plan. The retirement income that you receive from your TSP account will depend on how much you have contributed to your account during your working years and the earnings on those contributions.

Contribution Rules. There is no maximum percentage of base pay that may be contributed, only a maximum dollar cap. Base pay contributions are deducted monthly.

Additional funds cannot be contributed by sending a check to the TSP. Once pay has been received, you cannot contribute any of it to the TSP. However, you may contribute 100% of Special/Incentive Pays and Bonuses up to the yearly maximum tax deferred cap of $18,000 for 2017. You must already be contributing from basic pay in order to contribute from a bonus.

More information. The TSP website: www.tsp.gov

tYPe Of PaY tSP cateGOrYContinuation pay for nuclear qualified officer extending period of active service (COPAY) Special PayNuclear career annual incentive bonus (AIB) Bonus PayNuclear career accession bonus Bonus PayCareer sea pay Special PaySWO DH Bonus (RJCSRB or DHRB) Special PaySurface Warfare Critical Skills Pay (SWOCS) Special Pay

37

View the latest selection board information, find instructions, and answer your personnel questions...http://www.public.navy.mil/bupers-npc/boards/pages/default.aspx

The best place to start with any questions on updating your record...http://www.public.navy.mil/bupers-npc/reference/pages/default.aspx

A wealth of information, the PERS 412N website contains current information and has instructions on how to receive SWO(N) Grams by e-mail...http://www.public.navy.mil/bupers-npc/officer/detailing/surfacewarfare/detailers/pages/412swo(n).aspx

Navy Knowledge Online is a source for Navy information and can be customized to your specifications...https://wwwa.nko.navy.mil/

SECNAVINST 1421.3K – Temporary (Spot) Promotion of Officers

OPNAVINST 1520.23B – Graduate Education

OPNAVINST 7220.11E – Nuclear Officer Incentive Pay Program

OPNAVINST 7220.14 – Career Sea Pay and Career Sea Pay Premium

BUPERS INSTRUCTION 1150.1C – Policies and Administrative Procedures for OHARP

BUPERS INSTRUCTION 1540.41C – Qualification and Assignment of Personnel in the Naval Nuclear Propulsion Program

MILPERSMAN 1520-050 – Nuclear Propulsion Training (Surface and Submarine) MILPERSMAN 1212-010 – Lateral Transfer and Change of Designator Codes of Regular and Reserve Officers

reSOurceS aNd refereNceS