Military Personnel, Planning and Policy

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Military Personnel, Planning and Policy

• 21st NCA Symposium
• RADM Holloway, OPNAV N13
• 15 June 2009

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FY08 Review Navy Active Strength
337,547
334M Re-Programming
200M Supp
332,228
FY08 NDAA 329,098
FY08 OPLAN
Sept 08
Sept 07
Oct
Nov
Dec
Jan
Feb
Mar
Apr
May
Jun
Jul
Aug
Dow at 5 yr low
Sub-Prime Loan Peak
Dow at 2 yr low
Unemployment hits 5 yr high (6.1)
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The bad economic news got worse
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Force ShapingLOS Chart

• Force Shaping Principles
• Protect accessions
• Protect 10-20 yrs of service
• Disciplined distribution

Shaping an effective and affordable force
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Force Shaping Levers and Expected Impacts
v FTS O-5 Selective Early Release fm Active
Duty vFTS O-6 Continuation Board
vSeparate Officer Training Attrites vProbationary
Officer Reviews vLimit Retire/Retain vControlled
Retraction of Resignations and Retirement
Requests v Enforced High Year Tenure Policy v PTS
Zone A
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Force Shaping

• Despite aggressive action, end strength remains a
  challenge for FY09/FY10
• Retention and loss behavior higher than planned
• Experiencing positive yields from force
  stabilization initiatives employed to-date
• Stabilizing the Force while preparing and
  planning for the recovery

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Selective Reenlistment Bonus (SRB)

• Not an entitlement, but a Force Shaping tool
• Approximately 272,000 Sailors fleet-wide
• Less than 4 reenlist for SRB each year
• FYTD 10,581 at a cost of 168M, Congress
  authorized 170M
• Policy
• Jan09 90-day policy implemented, enforcement of
  35-day PRECERT policy
• Exceptions to 90-day policy SB, SO, EOD, NUC,
  and Combat Zone personnel
• Jun09 SRB program temporarily suspended until
  FY10 due to program success and congressional
  limitations on funding.
• FY10 SRB Plan
• Flexible, market-based and strategically focused
  on most critical, hard to replace ratings

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Special Duty Assignment Pay (SDAP)

• FY09 execution 26K takers each month for FY
  cost of 91M
• FY09 Goal Develop new plan that was fair,
  equitable, and fiscally responsible within
  Congressionally appropriated funds
• New plan affects 6,000 personnel (23)
• Reductions 36 single-level, 21 multi-level 7
  reduced to zero
• Factors considered
• Community Health
• End Strength
• Billet Fill Rates
• Other pays/incentives
• Recent reductions to other programs (i.e. SRB)
• Fully supported by ECMs

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Performance-Based Board for Continuation of
Enlisted Personnel with Greater than 20 Years
Active Service

• Convenes 21 Sep 09
• Active/FTS E7-E9 Sailors with at least 20 years
  of service and 3 years time-in-rate as of 1 Sep
  09.
• Supports Navys effort to
• stabilize and shape the force
• ensure continued professional growth
  opportunities
• retain our top performers in our most demanding
  billets
• Focused exclusively on Sailors performance
  there are absolutely no quotas or expected
  percentages!
• MCPON/FLTCM McCalip will discuss more in detail.

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Perform To Serve(PTS)

• A vital element of our Navys total force
  strategy providing an opportunity to keep our
  best and brightest Sailors to meet future fleet
  and manpower requirements. VADM Ferguson, Chief
  of Naval Personnel.
• Required for all Sailors Zone A-C.
• Controlling the number of Sailors in specific
  ratings improves FIT.
• Better control of rating inventory
• Better advancement opportunities
• Places Sailors in ratings Navy needs them most
• Better prediction of end strength gain/loss
  trends
• PTS SELRES expand to include an option for AC
  Sailors to apply for RC quota. Estimated
  delivery 1 Sep 09

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Active E4-E6 Advancement Opportunity
LATEST CYCLE (MAR09 Exam)
15 yr Avg
Smoothing Begins

• E4 -46.6 (equal to the 15-yr average)
• E5 - 22.0 (3.5 above 15-yr average)
• E6 - 9.6 (3 below 15-yr average)

Maintaining predictable, sustainable advancements
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FTS E4-E6 Advancement Opportunity
7 yr Avg
LATEST CYCLE (MAR09 Exam)
Smoothing Begins

• Limited data available (7 years)
• E4/5/6 opportunity remaining steady since FY07
• E4 57.8 E5 25.3 E6 12.0

Maintaining predictable, sustainable advancements
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Active E7-E9 Advancement Opportunity
CYCLE 198 (FY09)
15 yr Avg
CYCLE 201 (FY10)
Smoothing Begins
E7 20.2 E8 11.9 E9 10.4
Maintaining predictable, sustainable advancements
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FTS E7-E9 Advancement Opportunity
CYCLE 198 (FY09)
9 yr Avg (E7)
10 yr Avg (E8/9)
CYCLE 201 (FY10)
Smoothing Begins
E7 17.0 E8 8.5 E9 16.7
Maintaining predictable, sustainable advancements
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FTS E6 Advancement Error

• Human error
• Spreadsheet formulas recalculated the quotas
• Result
• 134 FTS E5s incorrectly included on advancement
  list
• 31 FTS E5s selected for advancement not included
  on original list
• Action taken
• N1 staff officers contacted each command
  leadership team
• Personal letter from CNP to each Sailor
  incorrectly notified of advancement
• NAVADMIN with corrected FTS E6 advancement list
• Why not just let the error stand?
• Impact on advancement opportunity

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In-theater Advancement Rates
In-theater Sailors are extremely competitive for
advancements
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In-theater Advancement Rates
In-theater Sailors are extremely competitive for
advancements
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In Theater Award Point Policy

• 90 consecutive days in-theater earns two award
  points
• Lowered from 179 days in June 07
• NAVADMIN 167/09 authorized a two point increase
  to the maximum award points authorized
• Applies to candidates that are authorized the two
  points for in-theater service.
• Cannot be applied to previous advancement cycles.
• Effective for the next advancement cycles.
• Complementary policies
• Combat Meritorious Advancement Program
• Selection board guidance and precepts for
  in-theater CPOs
• Selection board waivers for E6s not able to take
  the exam
• Sailors can take exam early, while in-theater or
  late

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Retention Status
Zone A FYTD Cumulative Average
Zone B FYTD Cumulative Average
Zone C FYTD Cumulative Average

• Force Shaping Tools Future Impact
• Perform to Serve B and C
• Required of all Sailors
• Allows more focused retention

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Suicide Prevention
Suicide rate increasing slightly
ACT. Ask Care - Treat
Navy Suicide Prevention Program Began in 1998

• Demographics of suicide reflect our population
  anyone can be at risk
• Act to address problems early - before they
  become overwhelming.

Rate Before Program 12.2 per 100K
Rate After Program10.7 per 100K
Holistic Approach
Risk Times Life Stressors and Transitions
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Suicide Prevention
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Physical Readiness Program

• NAVADMIN 277/08
• Mandatory ADSEP processing for 3 or more PFA
  failures within a 4-year period reiterated.
• Waivers of ADSEP processing (Readiness and
  Progress)?
• Progress Waivers will not be granted after 30
  Oct 09
• Waivers for Readiness no change
• Effective 1 Oct 08, Sailors who failed 2-PFAs are
  restricted from overseas billets,
  pre-commissioning billets, special programs, and
  GSA/IA assignments
• Conditional extensions for the purpose of passing
  the PFA may not be granted for Sailors with three
  failures within a 4-year period.

Major change to transfer policy for those with 2
or more PFA failures actual Fleet impact is
anticipated at less than 5000 Sailors
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Physical Readiness Program

• NAVADMIN 073/09
• AC Sailors who have 3 or more PFA failures in 4
  years will not be
• transferred
• re-enlisted
• extended
• Discontinuance of authority for COs to grant
  Progress Waivers moved up to 30 Jun 09.
• Justification for PRT non-participation must be
  documented in PRIMS.
• Must meet body fat standards, regardless of PRT
  participation.
• Semi-annual PFA cycles defined as 1 January
  through 30 June is designated Cycle 1, Spring
  PFA 1 July through 31 December is designated
  Cycle 2, Fall PFA.
• Beginning FY10, PRIMS data will be reviewed as
  part of the promotion/advancement process.

Progress Waivers may not be granted after 30 June
09.
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Conversions

• PTS A-C allow us to specifically target
  undermanned ratings
• High demand ratings
• Cryptologic Technician
• Zone A Arabic, Persian-Farsi and Spanish
• Zone B Arabic and Persian-Farsi
• EOD, ND, STS, AIRR
• Impact conversions through Fleet RIDE and PTS

Conversions are an increasingly important force
shaping tool
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RC Critical Foreign Language/Culture Studies
Pilot Program

• Goal Create a well developed critical foreign
  language/culture pilot program which will provide
  OSD a clear depiction of its value and potential
  return on investment to the Services
• Concept of Operations
• The pilot program would pay a SELRES after they
  have successfully completed critical foreign
  language/cultural studies
• (by credit hour and education level)
• Proposed critical languages Arabic, Chinese,
  Dari, Farsi, Central Asian Languages
• Offer the incentives to a small group of SELRES
  officers and enlisted members across the general
  RC population
• The pilot program will begin in the FY10 and run
  through FY13

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• BACKUP

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Force ShapingPrinciples

• Retain our best Sailors with the right skill mix
• Target incentives to critical skills ratings
• Keep a balanced force seniority, experience,
  and skill sets matched to requirements
• Focus on performance retain and safeguard
  careers of top performers
• Continue to attract and recruit our Nation's
  brightest
• Continue our efforts as a "Top 50" Company
  remain brilliant at the basics
• Continue to use FIT as our primary metric
• Stability and predictability

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E7-E9 Time-in-Grade Waivers

• NAVADMIN 370/08 authorizes time-in-grade (TIG)
  waiver from two years to one year for retirement
  eligible E7-E9s.
• Applies to active, FTS, and SELRES.
• Cannot have less than one year TIG to request.
• Will not be approved for
• Pending/existing PCS orders
• GSA assignment
• Nuclear ratings
• SEAL/SWCC/EOD/Diver programs
• Incomplete DoD area tour requirements
• Those with critical NECs will be based on
  community requirements
• Has not been a successful tool extremely low
  yield
• Economic environment
• high three retirement pay calculation

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Early Transition

• NAVADMIN 369/08 Sailors can request early
  separation for up to 12 months prior to EAOS.
• COs maintain final disapproval authority.
• Those holding critical NECs will be based on
  individual community requirements.
• Those who will not be approved
• Pending/existing PCS orders
• GSA assignment
• Under an SRB, in a rating, or holding a NEC
  eligible for an SRB
• National Call to Service
• Nuclear ratings
• SEAL/SWCC/EOD/Diver programs
• Incomplete DoD area tour requirements
• Bonus recoupment
• Program expires 30 Sep 2010

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Accessions

• FY09 Active/PACT/NCS Accession Goal
• Original Goal 41,450
• Current Rev 8 Goal 35,500
• FY09 Reserve/FTS/Prior Service Accession Goal
• Original Goal 11,468
• Current Rev 8 Goal 7,743
• PACT
• PACT FY09 ECM need 2,900 based on Fall 08 EPA
  and FY09 Accession goal 503
• When accession cuts of 4000 were taken since
  start of FY rated sailors were protected over
  non-rated sailors
• PACT FY10 ECM need based on Spring 09 EPA and
  FY10 Accession goal match at 1876
• PMO Reclassification
• Successful reclassification process in FY09 has
  allowed for PMO meeting ECM need on output of
  school

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Nuclear Sailors

• N133 is responsible for all policy decisions that
  affect nuclear rated Sailors
• MM (NEC 3355, 3365, 3356, 3366, 3385, 3395, 3386,
  3396)
• ET (NEC 3353, 3363, 3383, 3393)
• EM (NEC 3354, 3364, 3384, 3394)
• Nuclear rates are compensated differently from
  many others
• SRB
• ESRP
• SDAP
• SDIP
• Many policies have special criteria for nuclear
  rates
• Call N133 anytime there is a question on what to
  do for a nuke
• EMCM Dean Phelps
• lomer.phelps_at_navy.mil
• 703-695-3301

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RESCORE

• The Navy desire is to use the RESCORE program to
  help get to FIT aligning Sailors to billets
  based on Navy requirements
• The intent of the program is to affiliate Sailors
  into the Selected Reserve (SELRES) and where
  needed, provide school training in ratings to
  fill Navy capability requirements.
• NCs can help to coordinate scheduling and
  reservation efforts to ensure that A School
  requirements are identified as early as possible
• Benefits
• All available school seats are scheduled and used
• Sailors get the training they are promised
• Reduce missed training opportunities
• Reduce necessity for waivers
• Ensures terms of contracts are executed properly