UNCLASSIFIED//
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ZNR UUUUU
R 272024Z OCT 10
FM CNO WASHINGTON DC
TO AL NAVADMIN
NAVADMIN
INFO CNO WASHINGTON DC
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UNCLAS
PASS TO ALL OFFICE CODES:
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TO NAVADMIN
INFO CNO WASHINGTON DC//N1//
NAVADMIN 352/10
MSGID/GENADMIN/CNO WASHINGTON DC/N1/OCT//
SUBJ/PERFORM TO SERVE - FLEET RATING IDENTIFICATION ENGINE INTEGRATION
POLICIES AND PROCEDURES//
RMKS/1. AS OF 29 SEPTEMBER 2010, THE PERFORM TO SERVE (PTS) SYSTEM HAS BEEN
MERGED INTO THE FLEET RATING IDENTIFICATION ENGINE (FLEET
RIDE) PROGRAM TO PROVIDE A UNIFIED APPLICATION PROCESSING SYSTEM FOR SAILOR
CAREER MANAGEMENT. THE NEW PTS/FLEET RIDE PROGRAM IS A VITAL TOOL IN
SUPPORTING OUR TOTAL FORCE STRATEGY AND PROVIDES A MEANS TO RETAIN OUR BEST
AND BRIGHTEST SAILORS IN ORDER TO MEET CURRENT AND FUTURE FLEET MANPOWER
REQUIREMENTS. THIS NAVADMIN DESCRIBES INITIAL IMPLEMENTATION OF THE PTS/FLEET
RIDE SYSTEM, SPECIFIC POLICY CHANGES, PTS ALGORITM CHANGES, PROCEDURES FOR
APPLICATION SUBMISSION, AND POINTS OF CONTACT FOR RESOLVING QUESTIONS AND
CONCERNS.
2. IMPLEMENTATION.
A. AS OF 29 SEPTEMBER 2010, THE FORMER PTS SYSTEM IS NO
LONGER OPERATIONAL. AUGUST PTS RESULTS HAVE BEEN RELEASED; DUE TO THE
SYSTEM TRANSITION THERE WAS NO PTS CYCLE FOR SEPTEMBER (APPLICATIONS WERE NOT
ACCEPTED).
B. SAILORS WHO WOULD HAVE HAD FINAL PTS REVIEW IN SEPTEMBER RECEIVE THEIR
FINAL LOOK IN OCTOBER. COMMANDS SHOULD REVIEW THE APPLICATIONS IN FLEET RIDE
TO ENSURE THESE SAILORS HAVE AN UP TO DATE APPLICATION FOR THEIR REMAINING
REVIEW.
3. POLICY CHANGES COINCIDENT TO PTS/FLEET RIDE INTEGRATION. THE FOLLOWING
CHANGES TO THE PTS PROGRAM ARE EFFECTIVE 1 OCTOBER 2010:
A. COMMANDS SHALL ENSURE PTS APPLICATIONS ARE SUBMITTED FOR
ALL DESIGNATED E3-E6 SAILORS WITH LESS THAN 14 YEARS OF SERVICE AS EARLY
AS 15 MONTHS PRIOR TO, BUT NO LATER THAN 12 MONTHS PRIOR TO THEIR END OF
ACTIVE OBLIGATED SERVICE (EAOS) AS EXTENDED, ALSO KNOWN AS "SOFT" EAOS
(SEAOS). DURING THIS MANDATORY SUBMISSION PERIOD, APPLICATIONS MUST BE
SUBMITTED EVEN IF THE SAILOR'S INTENTION IS TO SEPARATE, OR IF THE SAILOR IS
INELIGIBLE OR NOT RECOMMENDED FOR REENLISTMENT AT THE TIME OF APPLICATION.
B. SPECIAL CIRCUMSTANCE APPLICATIONS MAY BE SUBMITTED REGARDLESS OF
SEAOS, BASED ON PRD FOR SAILORS REQUIRING TO OBLISERV FOR ORDERS, END OF
ACTIVE OBLIGATED SERVICE (EAOS) FOR SELECTIVE REENLISTMENT BONUS (SRB), OR
OTHER SPECIAL CIRCUMSTANCES REQUIRING ADDITIONAL OBLIGATED SERVICE.
C. PTS QUOTA APPROVALS WILL BE GRANTED AFTER THE MONTHLY
RACK AND STACK AND FINAL REVIEW. ONCE ADDITIONAL OBLIGATED SERVICE IS
INCURRED FOR AN APPROVED PTS APPLICATION, OR A PERIOD OF 13 MONTHS PASSES
SINCE THE QUOTA WAS ISSUED, THE PTS QUOTA IS CONSIDERED EXPIRED AND IS NO
LONGER VALID. ONCE A QUOTA IS EXPIRED, THE SAILOR WILL HAVE TO REAPPLY.
(1) PTS QUOTAS ISSUED PRIOR TO 1 OCTOBER 2009 ARE
CONSIDERED VALID UNTIL 01 MAR 2011. CAREER COUNSELORS/COMMANDS ARE
REQUIRED TO OBTAIN ENLISTED COMMUNITY MANAGER CONCURRENCE PRIOR TO USING
QUOTAS ISSUED BEFORE 1 OCTOBER 2009.
D. PTS APPROVAL IS NOT NECESSARY FOR EXTENSIONS IF REQUESTS MEET ALL
REQUIREMENTS OF THE FOLLOWING DOCUMENTS:
(1) MILPERSMAN 1160-040 - EXTENSION OF ENLISTMENTS
(2) NAVADMIN 242-09 - MODIFICATION OF OBLIGATED
SERVICE AND EXTENSION POLICY
(3) NAVADMIN 007/09 - CONTROL OF SHORT TERM
EXTENSIONS
(4) SAILOR IS NOT WITHIN 12 MONTHS OF SEAOS
E. NAVETS/OSVETS ARE NO LONGER EXEMPT FROM PTS AFTER THEIR INITIAL
PERMANENT DUTY STATION UPON REENTRY TO MILITARY SERVICE.
4. PTS ALGORITHM CHANGES.
A. ENHANCED PTS ALGORITHMS WERE DEVELOPED BY FLEET REPRESENTATIVES DURING
THE PTS/FLEET RIDE INTEGRATION FOCUS GROUP.
ENHANCEMENTS INCLUDE:
(1) SEPARATE ALGORITHMS REMAIN FOR INRATE
APPLICATIONS AND CONVERSION APPLICATIONS; HOWEVER, APPLICANTS WILL
ONLY BE COMPARED AGAINST OTHER SAILORS WITHIN THE SAME YEAR GROUP (PREVIOUSLY
THEY WERE COMPARED AGAINST SAILORS WITHIN THE SAME ZONE).
(2) INRATE ALGORITHM SORTS APPLICANTS IN THE
FOLLOWING ORDER:
(A) SAILORS IN HIGHEST PAYGRADES
(B) SAILORS SELECTED FOR ADVANCEMENT BUT NOT
YET ADVANCED (FROCKED)
(C) CUMULATIVE AVERAGE OF THE FIVE MOST
RECENT EVALUATIONS (VALUES ARE ASSIGNED TO PROMOTION
RECOMMENDATIONS.
AVERAGED-EVALUATION TRAIT IS NOT USED). NOB EVALUATIONS MUST BE INCLUDED ON
THE APPLICATION, BUT WILL NOT BE FACTORED IN.
(D) SAILORS WHO HOLD A CRITICAL NEC AS
DESIGNATED BY USFF
(E) PFA PERFORMANCE (NUMBER OF FAILURES IN
THE PREVIOUS FOUR YEARS)
(F) PROXIMITY TO SEAOS
(3) CONVERSION ALGORITHM SORTS APPLICANTS IN THE
FOLLOWING ORDER:
(A) SAILORS IN HIGHEST PAYGRADES
(B) SAILORS SELECTED FOR ADVANCEMENT BUT NOT
YET ADVANCED (FROCKED)
(C) CUMULATIVE AVERAGE OF THE FIVE MOST
RECENT EVALUATIONS (VALUES ARE ASSIGNED TO PROMOTION
RECOMMENDATIONS AND AVERAGED-EVALUATION TRAIT AVERAGE IS NOT USED). NOB
EVALUATIONS MUST BE INCLUDED ON THE APPLICATION, BUT WILL NOT BE FACTORED IN.
(D) RIDE SCORE FOR SELECTED RATING
(E) PFA PERFORMANCE (AS ABOVE)
(F) PROXIMITY TO SEAOS
5. PROCEDURES FOR APPLICATION SUBMISSION.
A. APPLICATIONS FOR PTS APPLICABLE SAILORS WILL BE AUTOMATICALLY PRE-
POPULATED IN FLEET RIDE 15 MONTHS PRIOR TO THEIR SEAOS. COMMANDS ARE
RESPONSIBLE FOR COMPLETING THE FOLLOWING ACTIONS:
(1) VERIFYING THE APPLICATION DATA EVERY MONTH DURING
THE PTS REVIEW WINDOW BY:
(A) ENSURING ALL PREVIOUSLY ENTERED
INFORMATION IS VALID FOR APPLICATIONS NOT RECEIVING FINAL APPROVAL
(B) UPDATING INFORMATION FOR NEW EVALUATIONS,
NON-JUDICIAL PUNISHMENT, OR PFA FAILURES
(2) FURNISHING INCOMPLETE APPLICATION DATA
(3) ANNOTATING APPROPRIATE MEMBER SELECTIONS
(4) SUBMITTING THE FORM EITHER INDIVIDUALLY OR AS A
BATCH NOTE: THE SUBMIT BUTTON WILL NOT BE AVAILABLE UNTIL ALL
INFORMATION IS COMPLETE. APPLICATIONS WILL CONTINUE TO BE PROVIDED
AUTOMATICALLY FOR APPLICATIONS NOT RECEIVING FINAL APPROVAL UNTIL 6 MONTHS
PRIOR TO THE SEAOS.
B. APPLICATIONS BASED ON PRD, EAOS OR OTHER SPECIAL CIRCUMSTANCES WILL
NEED TO BE MANUALLY ENTERED EACH MONTH VIA THE APPLICATION BROWSER FOLLOWING
THE NEW APPLICATION PROCESS (TRAINING AND STEP BY STEP PROCEDURES ARE PROVIDED
ON THE PTS WEBSITE AT HTTP://WWW.NPC.NAVY.MIL/CAREERINFO/PERFORMTOSERVE/
(1) SAILORS WITHIN 12 MONTHS OF THEIR EAOS WHO HAVE
AN UNEXECUTED EXTENSION (SOFT EAOS EXCEEDS HARD EAOS) BUT WHO DESIRE
TO REENLIST OR EXTEND AT EAOS, MUST UTILIZE THE INDIVIDUAL APPLICATION PROCESS
(SPECIAL CIRCUMSTANCES).
(2) SAILORS WITHIN 12 MONTHS OF THEIR PRD WHO REQUIRE
PTS APPROVAL TO OBLISERVE FOR ORDERS NEGOTIATION MUST UTILIZE THE
INDIVIDUAL APPLICATION PROCESS (SPECIAL CIRCUMSTANCES).
(3) COMMANDS MAY STILL SUBMIT PTS APPLICATIONS IF
SPECIAL CIRCUMSTANCES WARRANT (I.E. DECOMMISSIONINGS, IMMINENT
TRANSFER OR SPECIAL PROGRAMS).
C. PRIOR TO SUBMITTING VIA FLEET RIDE, COMMANDS MUST CERTIFY THAT ALL
APPLICATIONS ARE CORRECT BY SELECTING THE BLOCK THAT STATES "I HAVE VALIDATED
ALL OF THE INFORMATION IN THIS SECTION AND CERTIFY THE CO STILL RECOMMENDS AND
THE SAILOR CONCURS WITH THIS APPLICATION."
D. IF THE SAILOR IS INELIGIBLE OR DOES NOT DESIRE TO
REENLIST BUT DESIRES AFFILIATION WITH THE SELRES, THE COMMAND MUST ENTER
AN INDIVIDUAL APPLICATION, SELECTING THE SELRES OPTION ON THE APPLICATION.
APPLICATION DATA MUST BE COMPLETE AND VERIFIED.
E. SAILORS MUST CHOOSE TO SUBMIT APPLICATIONS FOR EITHER
ACTIVE DUTY/FULL TIME SUPPORT (FTS) OR FOR SELRES. SAILORS ARE NOT
PERMITTED TO SUBMIT APPLICATIONS FOR BOTH COMPONENTS.
F. THE "NOT ELIGIBLE" SELECTION ON THE PTS APPLICATION PAGE
IS TO BE UTILIZED FOR THE FOLLOWING SAILORS:
(1) NOT RECOMMENDED FOR REENLISTMENT ON THE MOST
RECENT EVALUATION
(2) PER MILPERSMAN ARTICLE 1160-030 (CERTAIN
ENLISTMENTS AND REENLISTMENT UNDER CONTINUOUS SERVICE CONDITIONS) WHEN
ONE OF THE TWO MOST RECENT EVALUATIONS CONTAIN A PROMOTION RECOMMENDATION OF
SIGNIFICANT PROBLEMS (SP) OR PROGRESSING (P).
G. COMMANDS MUST SUBMIT APPLICATIONS FOR SAILORS WHO DO NOT DESIRE TO
REENLIST SO THEY CAN BE ISSUED A SEPARATION QUOTA.
COMMANDS SHOULD REVERIFY THE SAILOR'S DECISION PRIOR TO SUBMITTING AN
APPLICATION INDICATING INTENT TO SEPARATE BECAUSE ONCE AN APPLICATION IS
FINALIZED, THE MEMBER WILL NOT BE ALLOWED TO RESUBMIT FOR ACTIVE COMPONENT,
INRATE OR CONVERSION CONSIDERATION EVEN IF THE SAILOR CHANGES THEIR MIND PRIOR
TO THE SIX MONTH POINT. THESE SAILORS MAY SUBMIT SELRES AFFILIATION REQUESTS
THREE TO FIVE MONTHS PRIOR TO THEIR SEAOS.
H. SUBMISSION METHODS:
(1) WEB-BASED APPLICATION (PREFERRED METHOD)
(A) BATCH SUBMISSION (FOR PREPOPULATED SEAOS
APPLICATIONS)
(B) INDIVIDUAL APPLICATIONS
(2) EMAIL TO PTS_HELP_DESK@NAVY.MIL
(A) EXCEL SPREADSHEET APPLICATIONS (POSTED ON
NPC WEBSITE)
(B) DATA IN TEXT
(3) NAVAL MESSAGE TO PERSUPPDET NAVSUPPACT MEMPHIS TN//BUPERS3//
(4) TELEPHONIC TO 901-874-2102
6. MONTHLY PTS TIMELINE.
A. APPLICATIONS WILL BE RECEIVED UNTIL 2359 CST OF THE LAST
DAY OF THE MONTH.
B. PROCESSING OF APPLICATIONS WILL TAKE PLACE DURING THE
FIRST TEN BUSINESS DAYS OF THE FOLLOWING MONTH.
(1) DURING MONTHLY PROCESSING, THE PTS APPLICATION
BROWSER WILL REMAIN OPEN FOR SUBMISSION OF NEW APPLICATIONS AND FOR
COMMANDS TO REVIEW PREVIOUS RESULTS.
C. UPON COMPLETION OF PROCESSING, THE PTS SYSTEM WILL MAKE RESULTS
AVAILABLE TO AUTHORIZED COMMAND USERS THROUGH A PTS RESULTS REPORT, AND
PROVIDE AUTHORITATIVE LETTERS BASED UPON MONTHLY RESULTS.
7. UNLESS SPECIFICALLY CHANGED BY THIS NAVADMIN, ALL OTHER PTS PROGRAM
POLICIES REMAIN IN EFFECT. A COMPLETE REWRITE OF MILPERSMAN 1440-060 IS
FORTHCOMING WHICH WILL INCORPORATE INFORMATION IN THIS MESSAGE AND ALL OTHER
PREVIOUS CHANGES.
8. NAVY PERSONNEL CAN CONTACT THE NAVY PERSONNEL COMMAND CALL CENTER IN
MILLINGTON AT 1(866)U-ASK-NPC, 1(866)827-5672 OR VIA E- MAIL
CSCMAILBOX(AT)NAVY.MIL WITH QUESTIONS CONCERNING THIS POLICY UDATES AND NEW
PTS IMPLEMENTATION PROCEDURES.
9. POINT OF CONTACT: MR. JOSEPH KELLY, BUPERS 320, AT (901) 874 2102/DSN 882
OR VIA E-MAIL AT PTS_HELP_DESK(AT)NAVY.MIL.
10. RELEASED BY VADM MARK FERGUSON, N1.// BT
#0001
NNNN
Thursday, October 28, 2010
Tuesday, July 6, 2010
Personnel Manual Changes Put Focus on Performance
MILPERSMAN Changes
06/30/2010
By Wm. Cullen James, Navy Personnel Command Public Affairs
MILLINGTON, Tenn. – Based on inputs from commanders and commanding officers (CO), the Navy has changed its Military Personnel Manual regarding enlisted performance, conduct, Detachment for Cause (DFC) and separations.
Announced in NAVADMIN 210/10, the changes impact MILPERSMAN Articles 1910-156, 1616-010 and 1616-040.
“These changes announced in NAVADMIN 210/10 are there to ensure the Navy’s best and brightest Sailors are able to continue to advance while giving commanding officers the tools needed to counsel, guide and, if need be, separate those who do not meet the Navy’s expected performance standards,” said Rich Mason, Navy Personnel Command (NPC) deputy assistant commander for Career Progression.
The changes in Article 1910-156 give commanders and COs the ability to separate Sailors for unsatisfactory performance and those who cannot carry out their assigned duties. Reasons provided include: an overall 2.49 cumulative Performance Mark Average for two consecutive evaluations; promotion recommendation of less than “Promotable” with no improvement in two cycles; performance-related loss of Navy Enlisted Classification code for non-medical reasons; Sailors who don’t complete formal training required via Perform to Serve; and Sailors who cannot carry or handle weapons in the performance of their duties because of legal issues.
Article 1616-010 deals with DFC of enlisted personnel and changes here align those procedures with those for officers. The previous version allowed for the first flag officer in the chain of command to approve a DFC for enlisted personnel, but this amended version changes the approval authority to the commander of NPC.
“The enlisted DFC process now mirrors the officer process in every way,” said Capt. Leo Falardeau, NPC assistant commander for Career Progression. “We did this to ensure that enlisted personnel are receiving appropriate, documented counseling and have the opportunity for their case to be reviewed by a higher authority.”
Changes to Article 1616-040 aligns the enlisted misconduct reporting process of civilian and military disciplinary incidents involving First Class Petty Officers or Chief Petty Officers (E-6/7/8/9) with the officer misconduct reporting process. It makes mandatory the reporting of civilian and military disciplinary incidents and incidents that might receive widespread public interest for E-6 through E-9 to CNPC. According to Mason, such incidents include, but are not limited to, the assault of a civilian, sexual abuse, and murder.
According to the NAVADMIN, these changes require proactive mentoring, counseling and documentation.
For more information, read the NAVADMIN on the NPC website at www.npc.navy.mil and click on “Messages” or visit the Enlisted Career Progression site.
06/30/2010
By Wm. Cullen James, Navy Personnel Command Public Affairs
MILLINGTON, Tenn. – Based on inputs from commanders and commanding officers (CO), the Navy has changed its Military Personnel Manual regarding enlisted performance, conduct, Detachment for Cause (DFC) and separations.
Announced in NAVADMIN 210/10, the changes impact MILPERSMAN Articles 1910-156, 1616-010 and 1616-040.
“These changes announced in NAVADMIN 210/10 are there to ensure the Navy’s best and brightest Sailors are able to continue to advance while giving commanding officers the tools needed to counsel, guide and, if need be, separate those who do not meet the Navy’s expected performance standards,” said Rich Mason, Navy Personnel Command (NPC) deputy assistant commander for Career Progression.
The changes in Article 1910-156 give commanders and COs the ability to separate Sailors for unsatisfactory performance and those who cannot carry out their assigned duties. Reasons provided include: an overall 2.49 cumulative Performance Mark Average for two consecutive evaluations; promotion recommendation of less than “Promotable” with no improvement in two cycles; performance-related loss of Navy Enlisted Classification code for non-medical reasons; Sailors who don’t complete formal training required via Perform to Serve; and Sailors who cannot carry or handle weapons in the performance of their duties because of legal issues.
Article 1616-010 deals with DFC of enlisted personnel and changes here align those procedures with those for officers. The previous version allowed for the first flag officer in the chain of command to approve a DFC for enlisted personnel, but this amended version changes the approval authority to the commander of NPC.
“The enlisted DFC process now mirrors the officer process in every way,” said Capt. Leo Falardeau, NPC assistant commander for Career Progression. “We did this to ensure that enlisted personnel are receiving appropriate, documented counseling and have the opportunity for their case to be reviewed by a higher authority.”
Changes to Article 1616-040 aligns the enlisted misconduct reporting process of civilian and military disciplinary incidents involving First Class Petty Officers or Chief Petty Officers (E-6/7/8/9) with the officer misconduct reporting process. It makes mandatory the reporting of civilian and military disciplinary incidents and incidents that might receive widespread public interest for E-6 through E-9 to CNPC. According to Mason, such incidents include, but are not limited to, the assault of a civilian, sexual abuse, and murder.
According to the NAVADMIN, these changes require proactive mentoring, counseling and documentation.
For more information, read the NAVADMIN on the NPC website at www.npc.navy.mil and click on “Messages” or visit the Enlisted Career Progression site.
Performance Evaluation Process Modified
06/29/2010
Navy Recognizes IA/GSA on Fitness Reports and Evals
By Navy Personnel Command Public Affairs
MILLINGTON, Tenn. – To ensure the Navy’s Individual Augmentees’ (IA) service is properly recognized, the Navy has modified its Performance Evaluations and Advancement Eligibility.
Beginning Aug. 1, regular reporting seniors must maintain regular performance evaluation continuity and use a new billet code subcategory (Block 21) code “INDIV AUG” to break out those Sailors who serve in an IA assignment, according to NAVADMIN 215/10.
“It’s important for us to recognize the performance and contributions of our Sailors who are serving IAs,” said Jim Price, NPC Performance Evaluation Division director. “This revised policy sets a Navy-wide standard to ensure all our Sailors receive the same opportunities to excel.”
The NAVADMIN explains a Sailor is considered IA when: in receipt of individual deployment orders from Navy Personnel Command (NPC) to include IA Manpower Management Assignments, Global War on Terrorism Support Assignments (GSA), Mobilized Reserve Personnel not mobilized as part of an established commissioned Reserve component unit, health services augmentation program support personnel, and Overseas Contingency Operation Support Assignment.
If a Sailor’s reporting period occurs while on an IA, reporting seniors use the new billet code as long as the Sailor was at the parent command 240 days or less, or if the performance period is less than 240 days. Additionally, if the Sailor finished an IA before the reporting period ends, reporting seniors still use the new billet subcategory if the Sailor has been at the parent command 180 days or less. Those Sailors who exceed the 240- or 180-day periods will be evaluated with their peers.
The message also contains specific guidance for revised advancement eligibility and performance mark average (PMA) computations. For Sailors serving on an IA with reports after Aug. 1 the following guidance is provided:• Concurrent performance evaluation completed while on an IA assignment will count toward PMA calculations and for time in rate waivers if a “Promotable” or higher promotion recommendation is assigned.• Compute PMA using all evaluations in the respective paygrade, including frocked, for the computation period announced.• Commanding officers and officers in charge may waive up to one year of the required time in rate for Sailors in grades E-5 and E-6.
For more details regarding the changes, read the NAVADMIN at http://www.npc.navy.mil/ or review the Frequently Asked Questions.
Navy Recognizes IA/GSA on Fitness Reports and Evals
By Navy Personnel Command Public Affairs
MILLINGTON, Tenn. – To ensure the Navy’s Individual Augmentees’ (IA) service is properly recognized, the Navy has modified its Performance Evaluations and Advancement Eligibility.
Beginning Aug. 1, regular reporting seniors must maintain regular performance evaluation continuity and use a new billet code subcategory (Block 21) code “INDIV AUG” to break out those Sailors who serve in an IA assignment, according to NAVADMIN 215/10.
“It’s important for us to recognize the performance and contributions of our Sailors who are serving IAs,” said Jim Price, NPC Performance Evaluation Division director. “This revised policy sets a Navy-wide standard to ensure all our Sailors receive the same opportunities to excel.”
The NAVADMIN explains a Sailor is considered IA when: in receipt of individual deployment orders from Navy Personnel Command (NPC) to include IA Manpower Management Assignments, Global War on Terrorism Support Assignments (GSA), Mobilized Reserve Personnel not mobilized as part of an established commissioned Reserve component unit, health services augmentation program support personnel, and Overseas Contingency Operation Support Assignment.
If a Sailor’s reporting period occurs while on an IA, reporting seniors use the new billet code as long as the Sailor was at the parent command 240 days or less, or if the performance period is less than 240 days. Additionally, if the Sailor finished an IA before the reporting period ends, reporting seniors still use the new billet subcategory if the Sailor has been at the parent command 180 days or less. Those Sailors who exceed the 240- or 180-day periods will be evaluated with their peers.
The message also contains specific guidance for revised advancement eligibility and performance mark average (PMA) computations. For Sailors serving on an IA with reports after Aug. 1 the following guidance is provided:• Concurrent performance evaluation completed while on an IA assignment will count toward PMA calculations and for time in rate waivers if a “Promotable” or higher promotion recommendation is assigned.• Compute PMA using all evaluations in the respective paygrade, including frocked, for the computation period announced.• Commanding officers and officers in charge may waive up to one year of the required time in rate for Sailors in grades E-5 and E-6.
For more details regarding the changes, read the NAVADMIN at http://www.npc.navy.mil/ or review the Frequently Asked Questions.
Navy Mentors Future Engineers
06/30/2010
By Mass Communication Specialist 1st Class (AW) LaTunya Howard Navy Personnel Command Public Affairs
MILLINGTON, Tenn. – Sailors from Naval Support Activity Mid-South (NSA) partnered with local scholars for the Memphis Youth Science Technology Engineering and Math (MYSTEM) Summer Academy June 14-25 at the University of Memphis (U of M).
“MYSTEM is a Navy-led initiative meant to inspire the youth of Memphis to consider careers in the science, technology, engineering or math fields as a viable option for success,” said Capt. Douglas McGowen, commanding officer, NSA. “Pursuing degrees in these fields leads to nothing but good things in their future.”
The Navy, along with 16 local teachers, worked with 230 seventh and eighth graders from across the city. The theme for the two-week program was based on real-world problems requiring technical solutions. The scenario for MYSTEM 2010 was the Haiti earthquake of January 12.
“We have natural disasters and all types of problems going on in our world,” said Dedric McGhee, Science Instructional Specialist, Shelby Summer Scholars Institute. “Our kids should be thinking about problem solving using science, technology, engineering and math. The Navy solves problems so we said, ‘tell us how you would look at this particular problem’.”
The students were divided into three groups with mission themes of respond, rescue and restore. The Navy provided technical support, professional development and mentorship to the students. "The commitment to support the initiative received from Admiral's Quinn and Faller was phenomenal." said Ensign Julieanna Walker, MYSTEM volunteer and resource coordinator, Navy Personnel Command (NPC). “Between Command Navy Recruiting Command and NPC about 100 Sailors were able to touch the lives of the children and teachers."
“Sailors play a vital role in the shaping of a young mind,” said Operations Specialist 1st Class (SW) Ace Sutton, NPC, PERS-811, a MYSTEM volunteer. “The MYSTEM project was one of the best opportunities for Sailors to interact and help young Americans learn the importance of teamwork and build the communication skills needed to be successful in the future. This allowed the students to complete the goals set in a timely and effective manner.”
The first day of camp the students were directed by U of M Naval Reserve Officer Training Corps https://www.nrotc.navy.mil/ cadets through team-building activities. The students quickly became acquainted with one another during their mini-boot-camp experience. The next few days were spent assembling, programming and testing robots. The students then focused on receiving and understanding the mission while developing execution strategies.
“Having the opportunity to come out and volunteer with these young people, and to help guide them as they accomplished their missions was a rewarding experience for us all,” said Aviation Ordnanceman 1st Class Phylis (AW/SW) Barr, NPC Petty Officer 1st Class recruiter detailer. “Their enthusiasm and imagination along with the sailors expertise and real world experience, helped drive home to the kids that the technology they were studying and the skills they were learning could be used on a broader scale globally, and it really made them proud. Helping them learn to work as teams despite their differences of opinion was also an entertaining aspect. The kids realized quickly that listening to each other and working together were big parts of being a successful team.”
During the final week, students had their strategic plans tested and they worked on perfecting the execution of their plans. On the final day, the students presented all that they had learned to peers and their families. The students built bridges, tested and purified water, simulated delivery of essential supply drops using parachutes, and demonstrated ways of moving and treating massive groups of people.
“The existing public and private curricula do not produce an adequate supply of technically adept, inspired children to meet the global challenge,” said McGowen. “We can do nothing or we can do something. MYSTEM is one tangible investment we can make now to prepare our workforce with a techno-centric industrial base.”
For more information on activities supporting STEM education across the Nation, visit the Navy Diversity Directorate Web site at: http://www.npc.navy.mil/CommandSupport/Diversity.
For more news from Chief of Naval Personnel - Diversity Directorate, visit www.navy.mil/local/cnp-diversity/.
By Mass Communication Specialist 1st Class (AW) LaTunya Howard Navy Personnel Command Public Affairs
MILLINGTON, Tenn. – Sailors from Naval Support Activity Mid-South (NSA) partnered with local scholars for the Memphis Youth Science Technology Engineering and Math (MYSTEM) Summer Academy June 14-25 at the University of Memphis (U of M).
“MYSTEM is a Navy-led initiative meant to inspire the youth of Memphis to consider careers in the science, technology, engineering or math fields as a viable option for success,” said Capt. Douglas McGowen, commanding officer, NSA. “Pursuing degrees in these fields leads to nothing but good things in their future.”
The Navy, along with 16 local teachers, worked with 230 seventh and eighth graders from across the city. The theme for the two-week program was based on real-world problems requiring technical solutions. The scenario for MYSTEM 2010 was the Haiti earthquake of January 12.
“We have natural disasters and all types of problems going on in our world,” said Dedric McGhee, Science Instructional Specialist, Shelby Summer Scholars Institute. “Our kids should be thinking about problem solving using science, technology, engineering and math. The Navy solves problems so we said, ‘tell us how you would look at this particular problem’.”
The students were divided into three groups with mission themes of respond, rescue and restore. The Navy provided technical support, professional development and mentorship to the students. "The commitment to support the initiative received from Admiral's Quinn and Faller was phenomenal." said Ensign Julieanna Walker, MYSTEM volunteer and resource coordinator, Navy Personnel Command (NPC). “Between Command Navy Recruiting Command and NPC about 100 Sailors were able to touch the lives of the children and teachers."
“Sailors play a vital role in the shaping of a young mind,” said Operations Specialist 1st Class (SW) Ace Sutton, NPC, PERS-811, a MYSTEM volunteer. “The MYSTEM project was one of the best opportunities for Sailors to interact and help young Americans learn the importance of teamwork and build the communication skills needed to be successful in the future. This allowed the students to complete the goals set in a timely and effective manner.”
The first day of camp the students were directed by U of M Naval Reserve Officer Training Corps https://www.nrotc.navy.mil/ cadets through team-building activities. The students quickly became acquainted with one another during their mini-boot-camp experience. The next few days were spent assembling, programming and testing robots. The students then focused on receiving and understanding the mission while developing execution strategies.
“Having the opportunity to come out and volunteer with these young people, and to help guide them as they accomplished their missions was a rewarding experience for us all,” said Aviation Ordnanceman 1st Class Phylis (AW/SW) Barr, NPC Petty Officer 1st Class recruiter detailer. “Their enthusiasm and imagination along with the sailors expertise and real world experience, helped drive home to the kids that the technology they were studying and the skills they were learning could be used on a broader scale globally, and it really made them proud. Helping them learn to work as teams despite their differences of opinion was also an entertaining aspect. The kids realized quickly that listening to each other and working together were big parts of being a successful team.”
During the final week, students had their strategic plans tested and they worked on perfecting the execution of their plans. On the final day, the students presented all that they had learned to peers and their families. The students built bridges, tested and purified water, simulated delivery of essential supply drops using parachutes, and demonstrated ways of moving and treating massive groups of people.
“The existing public and private curricula do not produce an adequate supply of technically adept, inspired children to meet the global challenge,” said McGowen. “We can do nothing or we can do something. MYSTEM is one tangible investment we can make now to prepare our workforce with a techno-centric industrial base.”
For more information on activities supporting STEM education across the Nation, visit the Navy Diversity Directorate Web site at: http://www.npc.navy.mil/CommandSupport/Diversity.
For more news from Chief of Naval Personnel - Diversity Directorate, visit www.navy.mil/local/cnp-diversity/.
Keeping High-Performing Sailors Goal of Counselors
NCA Symposium 2010
07/01/2010
From Navy Personnel Command Public Affairs
NORFOLK, Va. — The Navy's personnel policy leaders emphasized the challenge of today’s manpower management at the 22nd annual Navy Counselor Association (NCA) Symposium June 28.
“Retention remains at an all time high, attrition is down and high-quality recruits continue to join our Navy team operating in an environment where people are competing to stay,” said Rear Adm. Dan Holloway, director of Manpower, Personnel, Training and Education. “We have challenged our career counselors to retain the best talent. The Sailors joining the Navy today are America’s best and brightest and will be with us for four, five, six years — so it’s our job to train, lead, mentor and retain them as they are our future.”
“What it all comes down to is fit,” said Master Chief Navy Counselor (SW/AW/IUSS) Cynthia L. Reynolds, NCA president. “By that I mean putting the right person in the right place at the right time. That is the key.”
Symposium training topics included Post-9/11 GI Bill benefits, records management, career development boards, advancement, Sailor and Command Career Counselor Toolboxes and the Official Military Personnel File online. Counselors attended break-out sessions to learn best practices on an array of topics that included Perform to Serve, Fleet Ride and Navy Credentialing Opportunities Online.
Subject matter experts manned booths outfitted with live online system access to assist attendees with questions and issues regarding Career Information Management System, Navy Retention Monitoring System, Perform to Serve Applications, Electronic Service Record, Career Management System/Interactive Detailing and others.
“Now more than ever before, Navy counselors carry the responsibility of duties out in the fleet that used to be covered by the Personnel Specialist, Yeoman and even the Recruiter,” Reynolds added. “Over the past 22 years, the NCA Symposium is the one time during the year Navy counselors receive the training and networking they need to take care of our Sailors.”
07/01/2010
From Navy Personnel Command Public Affairs
NORFOLK, Va. — The Navy's personnel policy leaders emphasized the challenge of today’s manpower management at the 22nd annual Navy Counselor Association (NCA) Symposium June 28.
“Retention remains at an all time high, attrition is down and high-quality recruits continue to join our Navy team operating in an environment where people are competing to stay,” said Rear Adm. Dan Holloway, director of Manpower, Personnel, Training and Education. “We have challenged our career counselors to retain the best talent. The Sailors joining the Navy today are America’s best and brightest and will be with us for four, five, six years — so it’s our job to train, lead, mentor and retain them as they are our future.”
“What it all comes down to is fit,” said Master Chief Navy Counselor (SW/AW/IUSS) Cynthia L. Reynolds, NCA president. “By that I mean putting the right person in the right place at the right time. That is the key.”
Symposium training topics included Post-9/11 GI Bill benefits, records management, career development boards, advancement, Sailor and Command Career Counselor Toolboxes and the Official Military Personnel File online. Counselors attended break-out sessions to learn best practices on an array of topics that included Perform to Serve, Fleet Ride and Navy Credentialing Opportunities Online.
Subject matter experts manned booths outfitted with live online system access to assist attendees with questions and issues regarding Career Information Management System, Navy Retention Monitoring System, Perform to Serve Applications, Electronic Service Record, Career Management System/Interactive Detailing and others.
“Now more than ever before, Navy counselors carry the responsibility of duties out in the fleet that used to be covered by the Personnel Specialist, Yeoman and even the Recruiter,” Reynolds added. “Over the past 22 years, the NCA Symposium is the one time during the year Navy counselors receive the training and networking they need to take care of our Sailors.”
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