PO1 Symposium Force Management

1. PO1 Symposium Force Management Mr. Glenn Arrington Program Analyst Enlisted Plans and Policy (N132) PSCM(AW) John Gigliotti Advancement Planner Enlisted Plans and Policy (N132) 28 March 2013

2. Force Management • Vision and Mission • Force Management • Stabilizing the Force • Challenges/Drivers • Strategy • Policy Updates • Conclusion

3. Enlisted Plans and Policy N132 Vision and Mission VISION Establish enlisted plans and policies to manage Navy Total Force personnel – from the Street to Fleet, Fleet toFleet, and Sailor for Life. MISSION The lead enlisted personnel Force Management branch of the MPTE organization – integrating resources, requirements, and implementation actions through plans and policies from a systems problem solving viewpoint. 3

4. Enlisted Plans and Policy N132Who We are and What We Do N13 Director RADM Anthony Kurta N132 HD Enlisted Plans and Policy CDR Renee Squier N132B DEP Enlisted Plans and Policy CDR Michael Wheeler N132C Enlisted Advancements/ Force Management LCDR Lena Buettner N132D Enlisted Accessions/ Force Shaping LCDR James Darkenwald N132G Selection and Classification SUPV Program Analyst Dr. Stephen Watson N132G1 Operation Researcher Dr. SofiyaVelgach N132C1 Advancement Planner /Force Shaping PSCM(AW) John Gigliotti N132D2 Program Analyst/ Retention Mr. Glenn Arrington N132G3 Program Analyst Mr. Rick Ayala N132D1 Senior Policy Analyst Ms. Mary Meldrum

5. Managing the Force • Stabilize future Navy manpower profile • Balanceindividual enlisted communities • Parity in number of authorized funded billets & Sailors by rating • Seeing Improvements... Enabled by prior tough choices • - Overmanning: 2011 – 35 ratings, 6,159 Sailors • 2013 – 9 ratings, 800 Sailors • - Advancements: • Recent Opportunity peak, • Settling near 10 year trends • - Reenlistment opportunity increasing: Only ~1% being disapproved • Distribute our Sailors to our most critical billets • Deliver “fit” to the Fleet • Retention environment remains dynamic Stabilize Balance Distribute Strategic Enablers for Fleet Readiness Right person, right skills, right job, right time, right quantity Warfighting First Operate Forward Be Ready

6. Force Management Size of the sail bounded by End Strength constraint Gains Losses • Natural (EAOS/Retire) • Attrition (Non-EAOS) • Policy losses: • Voluntary Sep (EETP/ECTP/TERA) • - Involuntary Sep (PTS/HYT/SECB) RC to AC Conversions Initial Training Retention SRB Advancement TIR CAP REGA Distribution Re-class • Voluntary Sea Duty Program • Limited Directed Detailing • CMS-ID update • CPO Early Return to Sea • RC2AC • SDIP Accessions Training Fleet Manning Distribution Friction (TPPH, LIMDU, etc. )

7. Stabilizing the ForceChallenges/Drivers • End Strength • Stabilizing Active Component End Strength across the next 5 years • Efforts to stabilize Reserve Component End Strength • Economic uncertainty • Continuing slow recovery • High retention, and low attrition behavior, but for how long? • Positive recruiting environment, but for how long? • Fleet Readiness • Operational focus and balance • Delivering the right blend of experience, seniority, and skills to meet mission requirements End Strength Unemployment 7.7% Balance Retention • Working to Stabilize the Enlisted Force: • Force Balance has significantly improved • We are now shifting to a retention-environment

8. Maximize Fleet readiness Retain critical skills and fill vital billets Stabilizing the Force Force Management Strategy Retain our top performing Sailors • Focus on performance and safeguard the careers of our top performers • Targeted incentives to respond to dynamic requirements • Balance the force based on seniority, • experience, and skills matched to requirements • - Across ratings • - Sea and Shore • - Officer and Enlisted • - Active and Reserve Protect future force readiness

9. Force Management Policy Updates

10. Force Management Current Authorities and Policies • * Selected Early Voluntary Separation policies withdrawn, except for 90-day early outs • * TERA was only used for ERB sailors with over 15 YOS prior to 01SEP12 “We’ve made some hard choices over the past few years, these hard choices have contributed to significant progress in balancing the force, which is resulting in greater retention approvals in PTS and improvements in advancement opportunity…” Vice Adm. Scott Van Buskirk, Chief of Naval Personnel

11. Advancement Policy • Advancement Manual – under review • Key proposed changes • Interim security clearance accepted for exam eligibility • Limit to one EP TIR waiver in a Sailor’s career • Future items under review/consideration • Updating the advancement policy and IT systems to better align with our performance-based culture • CAP-to align and map to Billets Authorized and the NWAE system

12. Improving Sea Duty Manning • Changes in Enlisted Distribution: • Rebalancing choice in CMS/ID – to better • match Sailors available for transfer with the • priority billets we need to fill in the Fleet • Limited Directed Detailing – an interim policy to improve Fleet manning and readiness in filling near-term critical jobs at sea.(Completed) • CPO Early Return to Sea – long-term solution revised to ensure senior enlisted leadership is where we need it the most • Voluntary Sea Duty Program (VSDP) – most recent update includes HYT consideration for CPOs (E7-E9) and extends VSDP through 20 SEP 2013 • Sea Duty Incentive Pay – increased financial incentives to voluntarily distribute our personnel to the most critical Navy billets Operate Forward: At sea billets are top priority

13. Continuum of Service Initiatives • Definite Recall • Temporary recall of Navy Reserve Enlisted Sailors to support AC commands (12–36 months) • RC to AC Augmentation Program – being updated • Opportunity for qualified Sailors to resume or begin an AC career • Voluntary program • Used to fill AC community needs • Delayed Affiliation Program (DAP) • Opportunity to delay affiliation after separation if desired or unable to obtain a PTS quota effective at SEAOS • Affiliate later through a quota reservation • Must satisfactorily participate with VTU, VPU or IRR until SELRES affiliation • A transformational approach to personnel management and a central component of an integrated Navy Total Force

14. Fleet RIDE Updates • Planned Fleet RIDE PRD based improvements • Alignment of CMS/ID and PTS application timelines to improve Sailor order negotiation opportunity – NAVADMIN 021/13 • Daily bi-directional interface with NSIPS and FR – NAVADMIN 021/13 • Limit of 3 PRD-based PTS applications – NAVADMIN 021/13 • Pre-populated PRD-based PTS applications – NAVADMIN 021/13 • Pre-populated REGA applications for PACT Sailors – May 13 • Expanding Fleet Ride for managing SELRES • Phase 1 delivered basic career counseling functionality • Phase 2 planned for FY13 — 4 modules • RC to AC/FTS Transfer Module • Rating Conversion Module • Reenlistment Module • Special Conversion/Batch Optimization Module — Sep 13 May 13 • Improvements reduce administrative work load and improve policy compliance.

15. Enlisted Career Management Updates PERFORM-to-SERVE (PTS) 2003 2012 Future… on track to implement May 1st 2 # of Choices 3 1 0 # of Choices 3 1 0 Orders negotiation Orders negotiation 13 15 10 6 3 End of Contract 15 12 6 3 End of Contract Months Months CHOICE CHOICE In-Rate In-Rate 8 “Looks” 13-6mo 7 “Looks” 12-6 mo Conversion Conversion SELRES SELRES • Concerns with current system: • Limited time for Sailor decision to convert • Limited time for orders negotiation • Limited time to plan (Navy & Sailor) • Significant workload on Command • Unclear distribution signal • Enhancement Objectives • Support balance across enlisted ratings by retaining/converting more Sailors • Align Career Navigator Window with Order Negotiation • Sailors receive reenlistment decision sooner • Sailors negotiate orders sooner • Encourage conversion requests • Command workload reduced • Same name for Active & SELRES • Clear distribution signal Sailors never asked to convert and were separated

16. FleetRIDE Module Enhancements / Additions • RC to RC • MODULE • Program Objectives • Improve balance across SELRES ratings • Details • Provides SELRES rated Sailors capability to submit conversion applications on line • Utilizes NSIPS web-interface to populate Sailor records and applications • Provides non-designated SELRES capability to apply for rating entry within SELRES • Leverages existing SELRES FleetRIDE Sailor qualification capabilities deployed APR12 • RC to AC / FTS • MODULE • Program Objectives • Completes bilateral force balancing flow (new RCAC coupled with current ACRC) • Automate Application Process • Expand to include conversions • Details • Provides SELRES, VTU and VPU Sailors capability to view and apply for AC/FTS opportunities • Utilizes NSIPS web-interface to populate Sailor records and applications • Provides quota execution and expiration tracking • Leverages existing SELRES FleetRIDE Sailor qualification capabilities deployed APR12 • REGA • MODULE • Enhancement Objectives • Matches Sailors’ needs and skills to community needs and skills • Improves FIT while balancing rating v. PACT • Workload reduction • Details • Auto - generated applications • Provides counselor a work-list ensuring timely applications • Standardizes timeline to begin application process • Advancement Time in Rate Eligible • Direct Designation Quota • Advancement Exam Quota • 12 month Time On Board • Direct Designation Quota • “A” School Quota ON TRACK TO IMPLEMENT MAY 1st, 2013

17. Financial Incentives • Enlistment Bonus (EB) – encourage initial enlistment into critical, costly, and difficult-to-replace skills • Selective Reenlistment Bonus (SRB) – encourage retention behavior for critical, costly, and difficult-to-replace skills • Special Duty Assignment Pay (SDAP) – monthly pay used to compensate Sailors serving in special duty assignments using DoD qualifying criteria of arduous duty, special qualification, or degree of responsibility • Assignment Incentive Pay (AIP) – encourage volunteerism for jobs in historically hard to fill locations and replace Type 3 (sea duty) credit for shore-based overseas assignments, permitting the Navy to maintain a larger distributable inventory of sea duty assignable personnel • Sea Duty Incentive Pay (SDIP) – encourage qualified members to voluntarily curtail shore duty, voluntarily extend on sea duty past their prescribed sea tour (PST)/planned rotation date (PRD) and/or accept back-to-back sea tours to fill critical sea duty assignments

18. High Year Tenure PolicyReminders • 1 JUL 2012 Revised HYT Policy • Navy’s oldest Force Management tool. Revised to align to align with our performance-based culture and Force Management strategy Keyreminders and actions: • Reduction-In-Rate (RIR) in which the new HYT date is less than EAOS date separate within 180 days of RIR • If RIR prior to 1 JUL 2012, then separate 31 DEC 2012 • If RIR on or after 1 JUL 2012, then separate 180 days from RIR date • Authorized the cancellation of HYT waivers when the waiver was granted for a specific assignment, OBLISERV, or program, and has not been fulfilled by the Sailor • If waiver is cancelled, Sailor must separate within 120 days of cancellation • Eliminated the Passed Not Advanced (PNA) requirement for E3 personnel • E3 Sailors who PNA’d a rating exam prior to the MAR 2012 exam and if their EDLN date was adjusted to 8 years they will continue to the 8 year limit • E3 Sailors who PNA a rating exam beginning MAR 2012 will not have their EDNL date adjusted and they can longer continue beyond the new E3 HYT limit (5 years) Most Sailors with 18 years of service may continue to 20 years unless affected by other policy or law

19. High Year Tenure (cont’d) 8 years 14 years • AC/FTS E3 HYT limiting gate to 5 years vice 6 or 8 years for all E3 Sailors • Pass but Not Advanced (PNA) stipulation removed • All E3 Sailors fall under the 5-year HYT limit • Separate by 31 MAR 2013 • AC/FTS E1 and E2 HYT limiting gate changed to 4 years vice 6 years • Separate by 31 MAR 2013 4 years E5 E4 E1 & E2 5 years E3

20. Force Management Size of the sail bounded by End Strength constraint Gains Losses • Natural (EAOS/Retire) • Attrition (Non-EAOS) • Policy losses: • Voluntary Sep (EETP/ECTP/TERA) • - Involuntary Sep (PTS/HYT/SECB) RC to AC Conversions Initial Training Retention SRB Advancement TIR CAP REGA Distribution Re-class • Voluntary Sea Duty Program • Limited Directed Detailing • CMS-ID update • CPO Early Return to Sea • RC2AC • SDIP Accessions Training Fleet Manning Distribution Friction (TPPH, LIMDU, etc. )

21. We Need You “People are the Navy’s foundation. We have a professional and moral obligation to uphold a covenant with Sailors, Civilians and their families—to ably lead, equip, train and motivate.”— CNO’s Sailing Directions • Our people–the Sailors who make up our Navy and the families who support them are the Navy’s foundation • First Class Petty Officers, in their unique leadership role are critical to our success in taking care of our people • Each of you plays a critical role in ensuring the policies we implement are • are executed efficiently and appropriately • First Class Petty Officers realize the value of open and honest communication–engage with your Sailors, early and often; send ideas/feedback up the Chain of Command • The Navy’s success in ensuring a clear path for our Sailor’s professional growth and development rests in part with you

22. Force ManagementPO1 Symposium Mr. Glenn Arrington Program Analyst Enlisted Plans and Policy (N132) PSCM(AW) John Gigliotti Advancement Planner Enlisted Plans and Policy (N132) 28 March 2013 Questions?