BUPERS-31 Officer Community Overview

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BUPERS-31Officer Community Overview

• Officer Community Management
• BUPERS 31

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Agenda

• BUPERS-31/32 Overview
• Force Strategy Slides
• Medical Corps
• Dental Corps
• Medical Service Corps
• Nurse Corps
• Hospital Corpsman

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BUPERS 3Direct Support for Broader Missions
The MISSION of the United States Navy is to man,
train, and equip combat-ready naval forces
capable of winning wars, deterring aggression and
maintaining freedom of the seas.
The MPTE MISSION in support of Navy is to
anticipate warfighting needs, identify associated
personnel capabilities, and recruit, develop,
manage and apply those capabilities in an agile,
cost efficient manner.
The BUPERS 3 MISSION in support of CNO, N1, and
Navy Enterprises is to provide Accession Plans,
Promotion Plans, Retention Plans, Lateral
Transfer Plans, Force Shaping Plans, Incentive
Plans, Force Modeling and Forecasting,
Community/Rating Health Assessments,
strategic-level options, and other analyses that
are timely, data-driven, and accurate.
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Military Community Management Concept of
Operations Total Force
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Military Community Management Aligned in Echelon
II to Increase Effectiveness
DCNO for MPTE / Chief of Naval Personnel (N1)
Echelon I
N10
N11
N12
N13
N16
N14(TBD)
N15
PMO
Deputy Chief of Naval Personnel (DCNP)
Echelon II
BUPERS-3 Community Management BUPERS 31 (OCM) /
BUPERS 32 (ECM) / BUPERS 33 (CCD) / BUPERS 34
(Analysis)
Enterprises
NETC
Echelon III
NAVAL PERSONNEL CODES
CNRC
RTC
NETC N7
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Specific Corps Slides
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Medical Corps (2100) RETENTION, ACCESSION AND
FORCE SHAPING
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Medical Corps- (2100)Retention of 27 Different
Specialties and over 200 subspecialtiesCommunity
Leading Indicators/Specific Measures
Retention
Inventory to OPA with gains/losses per
year

• Initial retention goal is to ensure operational
  billets and residency training slots are filled
  which is roughly within 5 YCS.
• Secondary retention challenge is retaining the
  proper specialty mix.
• Corrective Action is to obtain direct
  accessions/recalls for the MC into the needed
  critical specialties. Approved and funded CWSAB
  Proposed goal for FY10 is 26.

Grade Manning Levels
Diversity
Inventory 3795 Allowance 3659
Percent Manned 104
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Dental Corps (2200) RETENTION, ACCESSION AND
FORCE SHAPING
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Dental Corps- (2200) Retention of General and
Specialty DentistsCommunity Leading
Indicators/Specific Measures
Retention
Inventory to OPA with gains/losses per year

• Experienced higher continuation rates in YG03
  and YG04, but still short of meeting retention
  goals.
• Losses continue to exceed gains. JO's especially
  difficult to retain.
• Initial retention goal is to ensure operational
  billets and residency training slots are filled
  which is roughly within 5 YCS.
• Secondary retention challenge is retaining the
  proper specialty mix.
• Corrective Action to obtain direct accessions
  for DC for needed critical specialties. Approved
  CWSAB in February 2008 no takers to date.

Grade Manning Levels DC Mobilization/IA
Capacity
Inventory 1031 Allowance 1107 INV/OPA 93
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Medical Service Corps (2300) RETENTION,
ACCESSION AND FORCE SHAPING
FY10 FP10-04 FY11 FP10-05
FY10 FP16-00 FY11 FP16-00
FY10 FP 21-03 FY11 FP 21-09
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Medical Service Corps- (2300)Community Leading
Indicators/Specific Measures
Retention
Inventory to OPA with gains/losses per
year

• The MSC experienced lower continuation rates,
  while not meeting accession goal from FY04-FY06.
  Fewer Accessions require higher retention at 5
  year mark to meet LOS gateways. Losses have
  exceeded gains since 2003.
• Initial retention goal is to ensure operational
  billets are filled.
• Secondary retention challenge is retaining the
  proper specialty mix.
• Corrective Action is to obtain direct accessions
  for the MSC into needed critical specialties
  using loan repayment (HPLRP).

Grade Manning Levels
Diversity
Inventory 2320 Allowance 2472 INV/OPA
94
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NURSE CORPS (2900)ACCESSION, RETENTION, AND
FORCE SHAPING
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Nurse Corps- (2900)Community Leading
Indicators/Specific Measures
Retention
Inventory to OPA with gains/losses per
year

• The NC experiences lower then normal
  continuation rates in JO ranks
• Fewer JOs require higher retention at 5 year mark
  to meet LOS gateways. Losses exceeded gains since
  2003.
• Retention challenges are retaining current JOs
  and proper specialty mix.

Grade Manning Levels
Diversity
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Questions