This document provides an overview of Navy community management and career progression resources from BUPERS. It discusses the roles of BUPERS-31, 32, and 34 in areas like accession planning, training, billet management, incentives, and metrics analysis. It introduces programs like Career Navigator and Career Waypoints that aim to give Sailors more transparency and choice in their careers. Charts show historical data on end strength, distribution of assets, advancement opportunity, and reenlistment intent. The presentation emphasizes collaboration between functions to provide sustainable manning while meeting individual and unit needs.
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Community Management
Perspective
There can be a natural tension between the objectives of each function
Community
Management
Placement Distribution
Focus
Providing
sustainable
inventories with
requisite skills
Unit level manning
and requirements
Individual
assignments to
meet billet/skill
needs (Fit/Fill)
Demand Signal
Officer & Enlisted
Programmed
Authorizations
(OPA & EPA)
Unit manning
documents
(AMDs, SMDs)
Requisitions
• Often review same things, but from different perspectives
• Collaboration is important & improving
• Process the same for Active & Reserve components
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373,193
383,108
373,197
350,197
332,228
328,303
318,406
324,325
323,600
322,900
324,100
325,400 326,100
326,100
300,000
325,000
350,000
375,000
400,000
FY00 FY01 FY02 FY03 FY04 FY05 FY06 FY07 FY08 FY09 FY10 FY11 FY12
FY13
(A9) FY14 FY15 FY16 FY17 FY18 FY19
Actuals PB14 Controls
End-Strength
Changing End-Strength
Stabilizing through the FYDP
Total End Strength 2000-2019
GOAL: BALANCED FORCE, STABLE END-STRENGTH
Contributors to current strength:
Expectation to go lower than 320,000
ERB
C-WAY-Reenlistment
Decreased accessions
Increased losses (vs. stable retention)
PFA policy changes, for example
Constrained budgets
Officer over-execution offset with
enlisted
Friction
Under-funded and over-executed
Individuals Account
Force Management Strategy:
Use all available levers
Accessions, Vol, Invol actions
Balance the force
CAREER WAYPOINT-Reenlistment, PACT
Designation, quality boards
Man sea billets
Incentives, SSF, VSDP, CPO to Sea, etc.
Reduce friction
Fund Individuals Account, evaluate programs
322,700
End of FY13 Strength Projections:
Total: 324,325 (+1,625)
Officer: 53,477 (+2,179)
Enlisted: 266,380 (-532)
Source: June 2013 Monthly End Strength Brief
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Of 264,411 total enlisted, 16% (42,841) were non-distributable and
2.2% (5,784) were LIMDU or pregnant on 01 Aug 13.
Note: Sailors who become pregnant while assigned to sea duty are assigned
to a special shore tour. On 01 Aug13, there were 33 sailors in ACC 105
and 12 in ACC 355 that were also pregnant.
1,100
Billets Authorized
Distributable 236,434
Students 23,549
TPP&H 8,989
Total 268,972
(Numbers are USN personnel only)
Total Distributable – 221,570 (84%)
(includes LIMDUs and pregnancies which
make up 2.6% of the distributable manning)
Total Non–Distributable – 42,841 (16%)
TPP&H – 11,861 (4%)
Students – 30,980 (12%)
25,358
12,342
ADSW and mobilized reservists are no
longer included in numbers.
3,265
3,145
LIMDUs
(ACC 105)
47%
Pregnancies
from Sea
Duty
53%
PEB
(ACC 355)
[796]
2%
Transients
23%
Patients,
Prisoners
& Holdees
[1,118]
3%
Students
72%
30,980
9,947
2,694
3,090
215,786
Distribution of Navy Wide Enlisted Assets (August 2013)
Data Source/Date: Student BA-TFFMS (07/23/13); All Other: ARIS (08/01/13) POC: Pers-4013C 901-874-4574
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Specific Community Mgmt
BUPERS-31 (Off) / BUPERS-32 (Enl) / BUPERS-34 (Metrics)
Accession planning
Quality, quantity, policy
Lateral conversions/Re-designations
Training
Initial (‗A‘) school requirement
Advanced/career (‗C‘) school requirements
Policy advisor to NETC/OTC
Review billet changes for impacts on community health
Sea/shore rotation
Adv/Promotion impacts
Career progression
Geo Stability
Information dissemination
Fleet Engagement
Link, web pages, PAO efforts
POM Analysis and Mitigation
Special Initiatives
CNO‘s TOR Comm Mgmt WG
Force Management ESC
LDO/CWO Realignment
Continuum of Service WG
Enlisted Supply Chain Planning & Execution
LCS Council
Cyber TF Challenge
Force structure management
Advancement/Promotion Planning
Career paths
Retention
Retirements
Separations (early, hardship)
Sea/shore tour lengths
CAREER WAYPOINT-Reenlistment (Formerly PTS)
CAREER WAYPOINT-PACT Designation (Formerly
REGA)
NEOCS/NOOCS
Continuation/SERAD
Probationary Officer Continuation and Redesignation Board
(POCRB)
Incentives
Pay
Bonuses (SRB Plan)
Special duty assignment pay (SDAP)
Training incentives (STAR/HPSP)
Metrics and Analysis
Reports, ad hoc queries
Active & Reserve, Officer & Enlisted
SRB & SDAP
NAVADMIN Updates
released in MAR 13
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Force Stabilization Tools
Reduced Accessions
Selected Reenlistment Bonuses
Short-Term Extension Policy
Selected Time In Grade Waivers
Selected Early Out
Career Waypoint-Reenlistment
(Zones A/B/C)
High Year Tenure
E7-9 >20 Continuation Board
Special and Incentive Pay Reviews
Selective Reserve Affiliation
Temporary Early Retirement (TERA)
ENLISTED OFFICER
Reduced Accessions
Probationary Officer Continuation &
Redesignation Board
Career Status Boards
Limit Retire/Retain and Age Waivers
Selected Time In Grade Waivers
Limit Retraction of Retires/Resigs
Selective Early Retirement / Continuation
Board (O-5 and O-6 FTS)
Special and Incentive Pay Reviews
Minimum Service Requirement Waiver
Admin Selection Boards
Temporary Early Retirement (TERA)
Force Management Levers utilized to achieve objectives
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Every month, Community Managers post detailed
information regarding the status of your rating.
• Click Community Overview to view a “big picture”
snapshot of your rating’s overall health.
• Click Career Path to view a typical career path, from
Navy enlistment as E-1 to 30-year retirement as E-9. 10
Community Overview
11. 11
CWAY-PACT:
•PACT-in plan 350 through the FY
•Made 294 BM’s off MAR13 NWAE. Plan to add 350
SPACT to BM throughout FY13. This will also continue
throughout FY14.
•SRB:
• Zone A SRB is back IAW NAVADMIN 077/13.
Notes:
•Under-manning in Zone A due to PACT policy and
delayed FY13 accessions. 310 accession E3 and below
Sailors will enter the rating this FY in addition to PACT.
11
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Career Navigator Program
New program to change how we do business in enlisted career
management. Goal is to help Sailors make informed decisions by
placing career management systems at their fingertips.
• Career opportunities across full continuum of Active and Reserve
Naval Service balancing Sailor choices with Navy needs
• Transparent and interactive Sailor tools
• Cornerstone of Navy’s electronic Human Resources
Management (eHR) strategy
Initial Career
Decisions:
Join Navy Choose a rating Change rating
Mid-Career
Actions:
Same rating Change rating AC RC
Assignments Advancement Records and Feedback
CAREER NAVIGATOR
Sailor at the Helm
NAVADMINs
149/13 & 150/13
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CareerWaypoints
Career Waypoints
• Reclassification
• PACT Designation
• Reenlistment
(in-rate, conversion or AC to RC)
• Conversion*
• RC to AC
• AC to RC*
PRIDE
CMS-ID/BBD
NSIPS
Career
Starting point
• Rating choice
Career
Billet Assignments
• Billet applications
Career Record Management
• Electronic service record
Career Viewpoint
• Survey
Sailor Portal
• Resume review
• Career interests
• Career options
• Career Waypoint
Application status
• Advancement
dashboard
Supported by Multiple IT systems
Formerly FleetRIDE
Cornerstone of Navy’s eHR strategy
CIMS
Career
Development
Boards
•Tracking
*Included as part of Reenlistment application only.
Future separate capability recommended.
CAREER NAVIGATOR
Program Vision
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5 Reasons Career Navigator Will Work Better
1. Sailors will have an active role.
2. Career options (across entire AC/RC continuum) will be at the
Sailor’s fingertips.
3. Sailors will find out answers earlier.
4. Sailors will have more choice by having answers sooner.
5. Sailors will have online access.
CAREER NAVIGATOR
Sailor at the Helm
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CAREER WAYPOINTS
-Reenlistment
Centralized re-enlistment approval
(0-14 years of service)
Significant changes 1 Jun 13 & after:
Renaming of FleetRIDE/PTS to CAREER WAYPOINTS-
REENLISMENT
Update timelines/more looks (13 vice 12)
Sailors in undermanned skillsets will receive approval to reenlist
on their first application
No longer require NAVPERSCOM approval for early
reenlistment, only need Career Waypoints approval.
Algorithm changes, decision based on rank, performance, and
critical NEC
Rules to obtain Involuntary Separation Pay (ISP), must be
disapproved for reenlistment in-rate and for conversion in order
to be eligible
Outcomes:
Re-enlist in current skillset
Convert to a different (undermanned) skillset
Transition to reserves
Separate
2003
Implemented for first-term
Sailors (0-6 years of
service)
2009
Expanded to second-term
(6-10 years of service)
and third-term Sailors (10-
14 years of service)
2010
Fleetride/PTS integration
Algorithm changes and
Quota expirations
2011
Navy‘s primary tool to
manage end strength and
balance the force
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Career Waypoints Crosswalk
Improvements under Career Waypoints
Old New
Fleet RIDE Career Waypoints
PTS Career Waypoints – Reenlistment
REGA Career Waypoints– PACT Designation
Must be within 12 months of EAOS to reenlist Sailors can reenlist early
Sailors screened using five factors:
Rank, Evals, Critical NEC, PFA, months to SEAOS
Sailors screened using three factors:
Rank, Evals, Critical NEC
E6 Sailors compete for reenlistment quotas All E6 Sailors approved for reenlistment
- Must be eligible and command- approved
- Nuclear trained E-6 Sailors will still be screened
Rated E3-E5 Sailors competed for reenlistment quotas Open, Balanced, and Competitive Reenlistment categories to expedite
reenlistment request processing by skill set
Application Timeline: 12 months prior to SEAOS
7 looks, 12-6 months from SEAOS
Application Timeline: 13 months prior to SEAOS
8 looks , 13 to 6 months from SEAOS
Reenlistment Quota expired when previously executed
extensions became operative
13 month expiration for quotas, even when previously executed
extensions become operative
Reenlistment request timeline overlapped with CMS-ID, limiting
Sailors choice of orders
Application process aligned with CMS-ID, maximizing Sailors choice of
orders
In-rate and Conversion options offered simultaneously, leading to
fewer conversion requests
Receive In-Rate decision earlier, providing sufficient time to request
conversion
PACT Designation applications created individually by the Command
Career Counselor
PACT Designation application partially filled out with corporate data as
soon as Sailors become eligible
RC2RC Manual Conversion Process via 1306/7 RC Conversion requests automated in Career Waypoints -Conversion (RC)
RC2AC Manual Application Process RC to AC Transition requests automated in Career Waypoints –Transition
(RC to AC)
RC2AC Sailors not eligible for SRB RC2AC Sailors eligible for SRB
No Sailor mechanism to provide feedback on career opportunities Career Viewpoint Survey – Sailors able to provide feedback on their
career opportunities
No Sailor access to Fleet RIDE system, completely reliant on
Command Career Counselor
Sailor Portal into Career Waypoints by end of 2013 to research career
opportunities and view application status
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Sailors check-in 13 months in advance and
indicate if they plan to separate or reenlist
Competitive Reenlistment: If eligible, must apply
(Overmanned and special requirements)
Balanced Reenlistment: If eligible, auto-confirm or apply based on YG manning
(Fully manned) Undermanned year group: Auto-confirmed, can reenlist immediately
Overmanned year group: Must apply
Open Reenlistment: If eligible, auto-confirmed, can reenlist immediately
(Undermanned and E6s)
NOW: E6s and Sailors with open reenlistment--100% approval 1st application (~30-day wait)
Early fall: E6s, Open and some Balanced immediately auto-confirmed
CAREER WAYPOINTS
Reenlistment Check-in
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Improvements
• Aligns reenlistment requests with orders negotiation
• Sailors receive reenlistment decisions sooner
• Sailors negotiate orders sooner
• Builds in time for Sailors to submit conversion requests
• Command workload reduced
• Clear distribution signal
CHOICE
12 6 3 End of
Contract
15
Orders negotiation
Months
In-Rate
Conversion
SELRES
3# of Choices 1 0
13
2
Concerns with current system:
• Limited time for Sailor decision to convert
• Limited time for orders negotiation
• Limited time to plan (Navy & Sailor)
• Significant workload on Command
• Unclear distribution signal
10 6 3 End of
Contract
15
Orders negotiation
Months
3# of Choices 1 0
CHOICE
In-Rate
Conversion
SELRES
8
―Looks‖
13-6mo
Sailors never
asked to convert
and were separated
7
―Looks‖
12-6 mo
2003 2012 June, 2013…
Career Waypoints-Reenlistment
Career Waypoints–Reenlistment
Applications
3-2-1
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• CO‘s recommendation for retention verified, applications sorted by:
• Paygrade
• Selected for advancement, but not advanced
• Average of up to last five (three for E3/4) EVALs (EP=5, MP=4, etc, not
trait average); NOB accounted for but not factored in
• Critical NECs held (per USFFC list) OR RIDE score for conversions
• PFA performance (number of failures in last 4 years) Removed
01Jun13
• Proximity to SEAOS/decision point Removed 01Jun13
CAREER WAYPOINTS-Reenlistment
Monthly Process
• ECMs load Reenlistment quotas available, SEAOS application shells
loaded
• Commands review/validate, enter new applications
• At end of month, applications collected—CAREER WAYPOINTS-
Reenlistment remains open
• CAREER WAYPOINTS-Reenlistment sorts applications by EMC code and
YG
• Algorithm run
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Approved In-Rate
5644
89.3%
Approved Conversion
66
1.0%
Approved SELRES
47
0.7%
Approved Convert to
FTS
16
0.3%
Intendsto Separate
533
8.4%
Denied Final Active
14
0.2%
All FY
Jun 2013 C-WAY RE Results
AC Sailors – All FY
Final Actions: 5,773 Approved (91.3%), 14 Involuntary Separations (0.2%),
533 Voluntary Separations (8.4%)
Total Submitted: 11,975
Looks Remaining
5,655 Final Actions: 6,320
[ ]
[ ]
[ ]
[ ]
[ ]
[ ]
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CAREER WAYPOINTS-Reenlistment
Take-Aways
Involvement is key
Early is better
Trust, but verify (CDBs, applications, etc)
Know the system, know what can be influenced and what can‘t be
EVALs
Be honest—inflated evals could hurt a better Sailor
Know when someone is approaching CAREER WAYPOINTS
Use other programs to address misbehavior/ substandard performance
Consider conversion options
Prepare for conversion well before CAREER WAYPOINTS window
Quota expirations (13 months or change to SEAOS or Current
Enlistment Date (CED))
If separating, consider SELRES affiliation (future RC>AC opportunity)
Use command level CAREER WAYPOINTS-Reenlistment reports
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CAREER WAYPOINTS-Reenlistment
Checklist for Success
Understand current CAREER WAYPOINTS-Reenlistment policy/algorithm and
download C-WAY User Guide
http://www.public.navy.mil/bupers-
npc/career/careercounseling/Pages/CareerWaypointSystem.aspx
Identify eligible (SEAOS/PRD) Sailors
Ensure CDBs are being conducted (15-24 months prior to PRD/SEAOS)
Ensure all Sailors are qualified
Ensure all qualified CAREER WAYPOINTS-Reenlistment applications are submitted
(13-15 months to SEAOS/PRD)
Review monthly results via CAREER WAYPOINTS-Reenlistment command reports
Personally recognize Sailors approved for Reenlistment
Ensure counseling is conducted for all Sailors who have not been selected for
INRATE/Conversion approval after two reviews/looks
Ensure proper command level notification is being done for those being separated
under Reeenlistment
Ensure Sailors not selected for Reenlistment are provided counseling on the
benefits of Reserve Affiliation
Ensure CAREER WAYPOINTS-Reenlistment is briefed during Quarterly/Monthly
Career Development Team Meetings
Ensure the Chiefs’ Mess maintains accountability of CAREER WAYPOINTS-
Reenlistment with their respective departments/divisions
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Rating Entry Methods & Requirements
Navy-Wide Advancement Exam (NWAE)
Meet Time In Rate (TIR) requirements.
Approved via the Career Waypoints-PACT Designation Module to take an exam.
―A‖ School
Minimum time on board is 12 months to apply.
Meet all rating entry and ―A‖ School eligibility requirements.
Incur additional OBLISERV (if required).
Direct Rating Entry Designation (RED) (Preferred Method)
Meet Time In Rate (TIR) requirements for PO3 in the next NWAE. Cannot apply for RED into an ―A‖
School required rating.
Meet all rating entry requirements.
Must have valid billet on board present command.
Since 1 June 2013, the system auto-generates partially populated applications for Sailors who meet eligibility
requirements. Application deadline is 2359 (Central Time) the last day of each month (via Career Waypoint-PACT).
Up to 3 options per application; once approved for NWAE, applications are ―locked out‖ until results received.
CAREER WAYPOINTS - Professional
Apprentice Career Track (PACT) Designation
(FORMERLY KNOWN AS REGA)
What is a PACT?
Professional Apprentice Career Track which replaced the legacy GENDET program.
Recruited into Surface-PACT, Aviation-PACT, and Engineering-PACT, but can change.
Covenant with the Sailor to be rated within 24 months of initial enlistment or 12 months onboard first
Permanent Duty Station, which ever comes last, the Navy may assign a rating via direct designation.
Authorization:
2,487 A-PACTs
4,412 S-PACTs
530 E-PACTs
(FY12 Fall EPA)
Key is aligning rating entry requests to needs of the individual ratings while
balancing the PACT inventory
30. NAVY
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CAREER WAYPOINTS – PACT
Designation
1
1. Go to the NPC homepage
at www.npc.navy.mil and
click Career Waypoints.
2. Scroll down page to ―Reference Material‖ and download
current ―PACT Quota Table‖. 30
2
Important: Quotas differ based on
individual Sailor’s Year Group.
31. NAVY
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CAREER WAYPOINT - PACT
Checklist for Success
Understand current CAREER WAYPOINT - PACT Designation policy
Identify eligible Sailors
Ensure CDBs are being conducted (30 days/6mos/12mos/18mos) for PACT’s
Ensure all Sailors qualified in the CAREER WAYPOINT–PACT Designation program
ASVAB scores
Occupational Standards of desired rating
Ensure all qualified applications are submitted within 24 months of initial enlistment
or 12 months onboard first Permanent Duty Station
Review monthly results via CAREER WAYPOINT-PACT Designation command reports
Personally recognize Sailors approved for PACT Designation
Ensure counseling is conducted for all Sailors who have not been selected for
approval
Ensure CAREER WAYPOINT-PACT Designation results are briefed during
Quarterly/Monthly Career Development Team Meetings
Ensure the Chiefs’ Mess maintains accountability of PACT Sailor’s within their
respective departments/divisions
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Senior Enlisted Continuation Board
• A performance-driven review of Master Chiefs, Senior Chiefs and
Chiefs with more than 19 years of service and three years time in
grade
No quotas
• Documented misconduct and substandard performance are the
primary reasons a Sailor would not be selected for continued
service.
• Examples (listed in the NAVADMIN) include:
Substandard Performance of Duty
Declining Performance
Military or civilian convictions, and non-judicial punishment.
Inability to perform duties required by rating, such as through removal of
security clearance
• Members not selected for continuation must transfer to the Fleet
Reserve or Retire
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Red Levers
Requires Statutory Changes
Available, Not in use
Planned
FY13 Fall 2012 Signed OPA*FY13 Fall 2012 Signed OPA*
NOPPS Data as of 11 Jun 2013 Does not include LDO or CWO
Inv ROPA Delta
O6 1243 1359 -116
O5 2832 2956 -124
O4 4185 4262 -77
O3 8200 7060 1140
O2 5259 3783 1476
O1 4418 3734 684
Total 26137 23154 2983
URL
Inv ROPA Delta
O6 1886 1941 -55
O5 3538 3618 -80
O4 5552 5916 -364
O3 7610 7326 284
O2 2223 1907 316
O1 1407 1534 -127
Total 22216 22242 -26
RL+STAFF
ROPA/Inventory LOS &
Force Management Tools
36. NAVY
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POCR Board is a force shaping authority not a lateral transfer process
POCR Board
Probationary Officer Continuation & Redesignation
Probationary Officer: Officers < 6 years of active commissioned service
Eligibility defined in POCR Business Rules (OCM section of NPC website)
Attrite, warfare qualification loss, failure to obtain professional qualification/certification, etc.
POCR is a monthly board where candidates are recommended for:
Redesignation: quota controlled, based on community requirements
Separation: removal from Active Duty List (ADL) within four months with possible reserve (FTS,
SELRES or IRR) affiliation
POCR board considerations:
RedesignationsSeparations
POCR
Board
POCR
Candidates
Individual preferences, personal
statement, and sea duty/worldwide
assignment potential
Command endorsement, letters of
recommendation, and
unique/skills, i.e., foreign language, etc.
USN investment in Officer, including
graduate education, warfare qualification
(MSR), commissioning
source, degree/GPA, and/or prior enlisted
service
Needs of the Navy and gaining community
specific requirements
38. NAVY
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In Closing…
Understand current policies and programs
Ensure they are being managed appropriately
Engage your Sailors early
Make sure they understand their responsibilities for
their career
Questions?
39. NAVY
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Back Up Slides
•Force Management Strategy
• Manpower-Personnel Balance
• Navy Force Management
• Other Key Functions
•Career Toolbox
•Career Waypoint – Reenlistment Misperceptions
40. NAVY
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Force Management Strategy
Use all
available levers
Balance
the force
Man sea
billets
Reduce
friction
Accessions
Voluntary actions
Involuntary actions
Fleet Ride (PTS, REGA)
Quality boards (ERB, SERB)
Special pays and incentives
Sea/shore flow / detailing
Voluntary Sea Duty Program
Fund individuals account
Evaluate policies (e.g., pregnancy,
LIMDU)
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Sailor Gains
• Enlistment Bonus Program
• Navy College Fund
• Loan Repayment Programs
• Training Incentives
• Reserve to Active Duty
Navy Force Management
Fleet Manning
Sailor Distribution
• Voluntary Sea Duty Program
• CPO Early Return to Sea
• Sea Duty Incentive Pay (SDIP)
• Other special programs
A variety of factors work together to ensure a proper balance of Sailors
(number authorized by Congress) are trained to perform specific work (by
rate/rating) in specific billets (sea/shore).
Sailor Losses
• Voluntary Separation
(ex. Early Career
Transition, EAOS)
• Involuntary Separation
(ex. CAREER WAYPOINT-
Reenlistment, High Year
Tenure)
• Active Duty to Reserve
• Retirement
Sailor Retention
• Rating entry and conversion
(CAREER WAYPOINT-
Reenlistment, PACT
Designation)
• Advancement Programs
(ex. CAP)
• Reenlistment Bonuses (ex.
SRB)
43. NAVY
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Other Key Functions
• Metrics & Analysis (BUPERS-34)
– Reports: Quick facts/Stress on the Force, CNP 5x8, Sustaining the Force
(Medical)
– Numerous data calls, ad hoc queries & reviews
• Fleet Engagement
– FY-12 area visits: Naples, Key West, Korea/Guam, San Diego, Norfolk,
and Great Lakes (Pensacola and Groton postponed)
– Coordinated trips with PERS-40/4013 representatives
– Brief all CMC/COB & PXO/PCO, as well as SEA classes, in Newport
– Conducted 9 Post-ERB specific trips (3,289 Sailors/Spouses)
• Programs of Record: Career Waypoint, Navy Retention Monitoring
System (NRMS), Career Information Management System (CIMS)
• RDML Covell (CNPC) is community sponsor for Career Counselors
– BP-3 is action body
45. NAVY
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67.98%
32.02%
NJP vs Reenlistment
System
Retained
w/ NJP
Separated
w/ NJP
Any NJP will end a
Sailor‘s career in the
Reenlistment System
What matters is what
actions are done in/after
NJP (paygrade & evals)
CAREER WAYPOINT-Reenlistment
Misperceptions
PTS= Perform to ServeERB=Enlisted Retention BoardSERB=Selective Early Retirement Board
Transient numbers include expired prospective gains.
Now we’ll turn to the Enlisted Advancement, specifically eligibility requirements, how to prepare for exams properly, available study resources, and your exam profile sheet.
Sailors final denied as a result of the December rack and stack will not be eligible to take the March NWAE.
Note: “Intend to Separate” comprises Sailors who submitted an application of one of the following types on their last look :Intends to SeparateNo Apply this MonthNot EligibleFailed to SubmitRequested SELRES Option (not approved)Sailors who intend to separate may request SELRES Option in the following month. (up to 3 months from SEAOS)
Data tables utilize NOPPS data, charts utilize NSIPS data. Both are as of the last day of the given moth they are reporting for.OPA spread is Stair Step OPA for both competitive categories. Stair Step OPA Spread in the following manner;Total O6 OPA/8Total O5 OPA/6Total O4 OPA/6Total O3 OPA/6Total O2 OPA/2Total O1 OPA/2Inventory bars use NSIPS data with BUPERS-34 defined YCS measures. Measures are being further defined with NRMS developers to use Precedence Yr Group fields.NOPPS inventory by YCS field is currently unusable in it’s current format