SWO(N) COMMUNITY BRIEF

Transcription

1 SWO(N) COMMUNITY BRIEF

2 Career Management Team CDR Megan Thomas, Head SWO(N) Assignments, PERS 424 / 41N CO/XO, USS FARRAGUT (DDG 99); MPA, USS ENTERPRISE (CVN 65); OPS, USS MITSCHER (DDG 57) SWO(N) detailing and placement Post PA and senior Coordinates with PERS 43 on CVN XO/CO placement LCDR Ameian Jeremiah, SWO(N) Detailer MPA, USS ABRAHAM LINCOLN (CVN 72); OPS, USS LABOON (DDG 58) SWO(N) detailing and placement PA and junior LCDR John Actkinson, SWO(N) Community Manager, PERS 42D1 MPA, USS HARRY S. TRUMAN (CVN 75); OPS, USS MCCLUSKY (FFG 41) Community tracking and monitoring, nominations, pay, AQD Mgmt, NR liaison LCDR Meghan Bodnar, SWO(N) Program Manager CRA, USS GEORGE HW BUSH (CVN 77); OPS, USS DECATUR (DDG 73) Policy/Instruction issues, Diversity Coordination, Lateral Transfer Your SWO(N) Career Advocates!

3 Detailing Triad Homeport/Ship Type/Billet Deploying Ship Geographic Stability Graduate/JOINT Education Qualifications Timing for Screening Career Progression Assignment Diversity Needs of the Navy Deliver the Right Skills, at the Right Time, for the Right Job

4 SWO(N) Career Goals: SWO Warfighter COs Technically Expert ROs

5 SWO(N) Career Path PYG 05 and Junior XO/CO Fleet Up Revised XO/CO SWO(N) career path BDOC / 1 st DIVO 19+2 mo CVN DIVO (26 mo) 1 st Shore (24 mo) D H S 1 st DH (18 mo) ARPM / CVN PA (25 mo) O4 XO/CO 2 nd Shore Window (48 mo) XOSM P X O / C O XO/CO (36 mo) 3 rd Shore Window CVN RO (24 mo) CVN Maj RO (24 mo) Cmd (24-36 mo) 4 th Shore Window DH Screen PA Screen XO/CO Screen CO/COSM Screen MC Screen O-4 Board O-5 Board XO/CO Conventional SWO career path O-6 Board 1 st Divo 2 nd Divo 1 st Shore D H S 1 st DH 2 nd DH O4 XO/CO 2 nd Shore Window P X O / C O XO/CO 3 rd Shore Window Maj Cmd XOSM

6 First DIVO 1 st Divo NPS/ NPTU DH CVN Screen Divo 1 st Shore D H S 1 st Dept Hd XO CVN Screen PA 2 nd Shore BDOC + 21 Month Nominal DIVO May be reduced to 19 months with CoC support if: SWO PIN DH Recommendation At least 12 months operational detailer a PDF copy of OOD letter Leading Sailors, Developing SWO Skills

7 Nuclear Training Pipeline 1 st Divo NPS/ NPTU DH CVN Screen Divo 1 st Shore D H S 1 st Dept Hd XO CVN Screen PA 2 nd Shore months at Nuclear Power School in Charleston, SC Includes a 3 week pre-school 6 months at Prototype in Charleston, SC or Ballston Spa, NY Same nuclear training as submarine community and Carrier Commanding Officers Challenging and rewarding graduate level training pipeline

8 Nuclear Power School Navy Nuclear Power Training Command in Charleston, SC Six Month Curriculum Take three courses at a time. (Math, Physics, Water Chemistry, Engineering, Power Plant Operations) WEEK R P S Mathematics Heat Transfer & Fluid Flow Electrical Engineering Reactor Dynamics Materials Core Character Radiological Fundementals Comprehensive Exam Physics Chemistry Aspects of Reactor Plant Operations

9 The Surface Nuclear Fleet RONALD REAGAN (CVN 76) YOKOSUKA JOHN C STENNIS (CVN 74) NIMITZ (CVN 68) NPTU Ballston Spa, NY G. WASHINGTON (CVN 73) refueling overhaul JOHN F. KENNEDY (CVN 79) New construction EVERETT BREMERTON NEWPORT NEWS, VA NORFOLK, VA SAN DIEGO D. D. EISENHOWER (CVN 69) ABRAHAM LINCOLN (CVN 72) HARRY S TRUMAN (CVN 75) GEORGE H BUSH (CVN 77) GERALD R FORD (CVN 78) CARL VINSON (CVN 70) THEODORE ROOSEVELT (CVN 71) NNPTC and NPTU Charleston, SC

10 Second DIVO 1 st Divo NPS/ NPTU DH CVN Screen Divo 1 st Shore D H S 1 st Dept Hd XO CVN Screen PA 2 nd Shore Nominal 28 Month May be reduced to 26 months if: PNEO Qualified Accrue a minimum of 4 months onboard post PNEO, Qualify EOOW or RDO Take follow-on orders to a shore tour Lead Sailors; Operate and Maintain the Plant

11 DH Screening Department Head Screening Board More Selective!! % Selection Rate vs a historical screening rate of 95% 2016 (FY17 Board) 58% selection rate 1 st look (81% SWO-N) 2017 (FY18 Board) 55% selection rate 1 st look (75% SWO-N) Factors that contribute to screening: SWO PIN (req d) DH Recommendation in Block 40 (req d) At or Above CO s RSCA / Summary Group AVG Soft Breakouts in Block 41 No Declining Performance No PFA Failures No legal trouble / pending investigations

12 First Shore Shore Duty Options Nuclear Shore Duty Conventional Shore Duty Full Time Grad Ed Nominative Shore GSA Special Programs DH CVN Screen Divo XO CVN Screen PA Career Needs: Masters, JPME Phase I, Nuclear Shore, Joint 1 st Divo NPS/ NPTU 1 st Shore D H S 1 st Dept Hd 2 nd Shore Nominal 24 months: - Get to DHS at 7.5 YCS, or - Based on O-4 IZ timing

13 Why JO Nuclear Shore Duty? Creates opportunity for broadening tours post-pa SWO Community Jobs, Early Cmd, DC, War College, Joint NNPTC and NPTU Boards recognize important community tours (incl. PASB) Both offer silver bullet for first DH tour (Homeport, Billet, or Ship Type) Unmatched leadership and technical experience success as DH/PA. Nuclear Shore Early = Flexibility Later

14 SWO(N) Shore Requirements Post Division Officer, O-3 (38) Post-PA, O-4 (20-22) NR A4W/A1B Training (5) CNAP CVN N43 Maint. Desk (3) NPTU Ballston Spa (4) CNAL CVN N43 Maint. Desk (1) NPTU Charleston (4) CNAL/CNAP FRTA (2) NNPTC Charleston (7) NPMTT Deputy Lant (1) and Pac (1) NPMTT Lant MTT LT (1), PNEO (1) NPEB Lant (2) and Pac (2) NPMTT Pac MTT LT (1), PNEO (1) NPTU Charleston MTS XO (1-2) NPMTT PNW PNEO Coord (1) NPTU Ballston SPA XO (1-2) BUPERS DC N133 (1) NNPTC DOD (1) CNRC NTO (6) Millington, TN NR Exec Asst./Tech Asst. (2) NETC Coordinator Pensacola (1) OPNAV N133, Program Mgr (1) MTS Conversions Norfolk, VA (5) PERS 412N, JO Detailer (1) PERS 42D1, Community Mgr (1) Post-PA, O-5 (3) NPMTT Det Yoko OIC (1) NPMTT Det Bremerton OIC (1) CNAL N9 MTG OIC (1) Post Commanding Officer, O-5 (4) NPMTT Lant/Pac OIC (2) NPTU Ballston Spa CO (1) PERS 424 (1) Post Reactor Officer, O-6 (4) CNAL/CNAF N9 (2) NR Line Locker (1) CNAP N9 Det Bremerton (1) Numerous and Diverse Options for Nuke Shore!

15 NPTU Follow-on Program 18 months as a Shift Engineer (vice normal 24) Up to 12 months of dedicated study time Masters Degree and/or JPME for up to 12 months prior to Department Head School Most SWO(N)s will have between 6 and 12 months. Study plan submitted to NPTU XO Commit to Shift Engineer early (~9 months): Allows detailer enough time to identify a relief Allows reduction in CVN DIVO tour as early as 22 months Shift Engineer Incentive Pay (SEIP) (app NOV 2016) $500 per month bonus, entire time of assignment

16 Shore Duty Detailing Process Bi-monthly cycle Detailed at ~6-7 months from PRD Provide prioritized list to the detailer Ranked by performance at sea Fitrep performance (Trait avg vs. RSCA) Advanced Qualifications (EOOW and TAO) PPWO = EOOW credit, CVN EOOW = TAO credit Communication with Detailer is key!

17 Graduate Education Full time: Naval Post-graduate School (Typically post-divo) JPME included in all programs Naval War College (Typically post-pa) Talent Management Programs: Fleet Scholar (FSEP) MIT Woods Hole Oceanography Purdue Military Research Initiative (PMRI) USNA GE+T USNA LEAD National Intelligence University Personal and Professional Importance

18 Graduate Education Part time: Grad Ed Voucher (GEV) reach out early to get a quota! SWOS / ATG / ATRC / NPTU tours (18/12) get priority Offer up to $20K per year for 2 years; 3:1 commitment Distance Learning Programs ODU, NPS Monterey NROTC Subsidization for faculty Tuition Assistance GI Bill Special Programs Pol/Mil Masters, Federal Executive Fellowship, Olmstead Scholar, Office of Legislative Affairs (OLA) Personal and Professional Importance

19 Talent Mgmt Programs FSEP (Fleet Scholar Education Program) USNA GE+T (Graduate Education and Teaching) USNA LEAD (Leadership Education and Development) SECNAV TWI (s with Industry) NIAC (Naval Innovation Advisory Council) PMRI (Purdue Military Research Initiative) MIT-WHOI (Massachusetts Institute for Technology/Woods Hole) NIU (National Intelligence University) Royal Australian Navy PWO (Principle Warfare Officer) Course NROTC (Naval Reserve Officer Training Corps) **Retaining our most TALENTED**

20 Talent Mgmt Programs Board conducted annually in the summer/fall Applications for this great program are due to your detailer in JUL 18. The Talent Management Board will convene AUG 18 at PERS. All SWO Junior Officers in Year Groups 13/14/15 are eligible to apply. Applications require : willingness to sign DHRB (required if selected) a letter indicating the programs you wish to apply for a letter of endorsement from your Chain of Command any other special reqs...gpa, GRE, etc **Retaining our most TALENTED**

21 WTI Program increase tactical base in SWO Community What else is New? Selective CSO Fleet-up Transition by CY19 Allowing Afloat COs to have more influence on detailing process (can pick their OPS, WEPS, PTO, or CHENG; does not apply to nukes) Division Officer Fleet-up Expansion Removes the limit of 2 Midshipman Early Ship Selection Initiative Allows CO ability to offer two MIDN serving at their Command on MIDN Cruise to be a permanent member of the wardroom. Spot Promotion updates: CHENG Spot Promote for Flight I DDGs CRA Spot Promote for CVNs (applies to LDOs or SWO-Ns)

22 Weapons & Tactics Instructor (WTI) WTI Training: Baseline: 2 weeks (San Diego) IAMD: 16 weeks Dahlgren / 1 week Fallon ASW-SUW: 8 weeks ASW / 6 weeks SUW (San Diego) AMW: 11 weeks (Little Creek) Production s: Mature as Subject Matter Experts (SME) WTIs hone skills as instructors/trainers Own TTP and TACDEV Locations: SMWDC, CSCS, ATG, SWOS, TTGP/L, CSG-4/15, ESGs, EWTGPAC/LANT, NBGs Fleet Staffs (6 th, 7 th )

23 WTI Candidate Guidelines Top Tactical Athletes Genuine interest in warfighting Personality / Poise / Potential Required Desired SWO Qualification CO s Recommendation Shipboard experience in chosen mission area Warfare Coordinator / TAO qualification Future DH Contact: SWO_WTI@navy.mil for application

24 Joint Professional Military Education (JPME) JPME I is tied to O-5 Command: Must complete prior to assuming command Likely to remain a discriminator at selection boards To be eligible for selection to Rear Admiral, Unrestricted Line Officers must complete two courses of JPME and a joint tour JPME I and II offered by DoD and service war colleges Multiple ways/times to obtain JPME I has in-resident, seminar, and distance learning options Complete before O-5 Command

25 Resignations MPM , Should be submitted 9 12 months prior to the desired separation date. See PERS-834F website for more info, changing to PERS-45I All resignations/retirements will be submitted, routed and adjudicated via NSIPS (new!!) Detailer has the ultimate responsibility for determining obligated service and dates concerning resignation Communicate with Detailer beforehand!

26 Lateral Transfer Lateral Transfer to another designator generally not authorized until post-pa, or JO retention met EDO(N) an exception and should be pursued on CVN or on post-divo shore assignment. Case-by-case exceptions for other communities: Following PNEO qualification when YG on track to meet PA requirements. Managed by Year Group. Examples include: EDO, IP, HR, FAO, INTEL, IW, etc Balancing of Needs

27 EDO(N) Program Career Path SWO(N) Goal: to produce officers competitive for selection as Reactor Officer on a CVN in RCOH or New Construction EDO(N) New Career Path Topside DivO / SWOS NPS NPTU CVN Reactor Dept DivO 1st Shore Post Graduate School NPGS or MIT EDQP CVN PA Nuclear Shipyard/ CVN Support PMS, Field PMS, HQ Acq, Field or or ARO HQ Acq PMS, Field HQ Acq, or CVN Cheng IA DH Or CVN RO Industrial Activity DH/ TYCOM N9 or N4 SY CO/ SOS CO YCS PA tour ideally will be on CVN in RCOH / NEWCON / extended avail (DPIA) EDO(N)s are eligible for COPAY EDO(N)s also have a nuclear clock and alternate between nuclear and non-nuclear

28 PA Screening Board Post-Divo Shore D H S 1 st DH CVN PA Post-PA Shore Board Some YGs will retain more officers than PA billets 24-month PA tour critical to growing successful ROs Administrative Board held in Millington: led by SWO(N) Flag YG 10 Board: April 2018 Based on retention for each YG

29 DH/PA s 1 st DH: 18 month tour CSO/1 st LT (LPD/LSD) OPS (CG/DDG/MCM/Amphib) WEPS/PTO (CG/DDG) NEW!! CVN PA: 24 month tour DH CVN Screen Divo Billets: REA, RTA, MPA (all are spot promote) XO CVN Screen PA SWO(N)s also fill some CRA (spot promote eligible FY18) Performance in these tours is vital for future selection boards Superior DH performance remains path to Command 1 st Divo Tou r NPS/ NPTU 1 st Shore D H S 1 st Dept Hd 2 nd Shore

30 Command Qualification Governing instruction - CNSFINST C (Updated AUG 2016) Must be obtained prior IOT eligible for CDR command board Requirements: Minimum shipboard experience) SWO, TAO & EOOW qualifications SWOS exams at Department Head School Shiphandling Examination Recommendation from an Afloat CO while serving afloat Command Qualification Exam Command Oral board SWOS I-Stop between DH tours SWO(N)s should complete before/during PA tour Ensure Qualification Card Line Items a-f are signed by your 1 st DH CO prior to detaching for PA tour.

31 Second Shore Window XO/CO screening opportunities at 12.5 and 13.5 YCS NPS/ NPTU DH CVN Screen Divo XO CVN Screen PA Third look for command at 15.5 YCS for those screened XO Afloat or XO-SM during second look Nuclear shore duty for those that still need it Excellent opportunities for joint or career broadening experience (also Early Command) DC, War College, Major Staff all possible Opportunities to build nuke, joint, and staff experience! 1 st Shore D H S 1 st Dept Hd 2 nd Shore Window

32 Commander Command Board Objectives Command opportunity for every XO Increase talent in the XO chair Every CO has an XO tour 3 rd Look Implementation Occurs 2 years after 2 nd look Only XO/XO-SM screened officers eligible Board outcomes Screen CO Afloat Screen CO-SM No additional screening CDR Command Board Process 1st look (2 yrs after O-4 promotion) - Screen CO Afloat 2nd look (3 yrs after O-4 promotion) - Screen CO Afloat - Screen XO Afloat - Screen XO-SM 3rd look (5 years after O-4 promotion) - Screen CO Afloat - Screen CO-SM

33 SWO(N) Post Principal Assistant Career Path Changes Revised XO/CO SWO(N) career path BDOC / 1 st DIVO 19+2 mo CVN DIVO (26 mo) 1 st Shore (24 mo) D H S 1 st DH (18 mo) ARPM / CVN PA (25 mo) O4 XO/CO 2 nd Shore Window (48 mo) XOSM P X O / C O XO/CO (36 mo) 3 rd Shore Window CVN RO (24 mo) CVN RO (24 mo) Maj Cmd (24-36 mo) 4 th Shore Window DH Screen PA Screen XO/CO Screen CO/COSM Screen MC Screen O-4 Board O-5 Board O-6 Board - Make nominal Reactor Officer tour length 24 months - Allow SWO(N)s the ability to execute a shore tour pre/post RO - Shorten or move PD2 until after XO/CO tour - Revert to old SWO model of XO-Shore-CO

34 ARO Eligibility: Post XO & not selected for CDR CMD afloat Screened CO-SM / XO-Afloat / XO-SM XO/CO Afloat screened officers not certified for fleet-up EDO(N)s not selected for continuation/possible RO selection Selected by administrative board Incentive: AROs maintain their nuclear AQD (and COBO eligibility) during ARO/CO-SM tour and for 3 years following Potential to keep nuclear AQD (and COBO eligibility) for longer if filling nuclear shore assignment post-aro Leadership opportunity with $210K NOBIP incentive!

35 Nuclear Officer Bonus & Incentive Pay (NOBIP) Annual Incentive Pay (AIP): $12,500 paid every 30 SEP for the previous fiscal year ($22K for MC serving/served or O-6 w/26 YCS) Pro-rated from date of PNEO qual, or 5 yr MSR, (whichever is the latest) Continuation Bonus (COBO): $35K Annually Initial - 4, 5, 6 or 7-Year Contracts: $35,000 Replacement 3-Year Contracts: $35K Timing Considerations COBO contract no longer required to be signed first Renegotiate if the rate goes up prior to your final COBO payment CONTACT LCDR Actkinson - prior to submitting your contracts!! Compensation reflects the value of your job

36 SWO Bonuses and NOBIP COMPENSATION FOR TWO SKILL SETS NOBIP: Nuclear Talent (AIP/COBO/SEIP) SWO: Warfighting Skills Bonuses: Over $1,026,000 during a 30 year career!

37 Department Head Retention Bonus (DHRB) YG-12 and junior are eligible for the DHRB YG-11 and senior remain under legacy bonus structure Selection at the SWO DH Screen Board rewarded with larger bonus DH Screened JOs able to commit to DH as early as YCS-3 Screened at 1 st DH Look (~3YCS) and sign DHRB prior to 2 nd look DH Board - $105K and sign DHRB after 2 nd look DH Board, but before the 3 rd look DH Board - $95K and sign DHRB after the 3 rd look DH Board, but before YCS-6 anniversary - $75K Screened at 2 nd DH Look (~4YCS) and sign DHRB prior to the 3 rd look DH Board - $95K and sign DHRB after the 3 rd look DH Board, but before YCS-6 anniversary - $75K Screened at 3rd DH Look (~5YCS) and sign DHRB after the 3 rd look DH Board but before YCS-6 anniversary - $75K Up to $350,000 Total Bonus for 2 DH s!

38 The Surface Warfare Family of Funds SWO LRB (up to $46,000 over three payments) Apply between 11 and 12 YCS Must successfully complete 2DH s Payment starts 2 years after permanent promotion to O-4 (not spot) First payment $22,000, then $12,000 annually LCDRs: YOU MUST SUBMIT AN APPLICATION!! $151,000 Total Bonus for 2 LCDR Shore s!

39 Post-9/11 GI Bill 2.0 Highlights Eligibility: Full benefits available after 36 months of qualifying service USNA / NROTC graduates: qualifying start date follows completion of MSR Honorable discharge Active Duty Benefits: Up to 100% of tuition & fees, not to exceed the nationwide cap (set at $17,500) Up to 36 months of benefits, living stipend Monthly tutoring funds available for qualifying officers, $1K books Transferability to spouse or children: Retirement eligible 01 AUG 09 No further obligated service requirement Between 17 and 19 years of service Obligate to 20 years of service Between 6 and 17 years of service Obligate for an additional 4 years No conflict with Nuclear COPAY eligibility The Dept of Veteran s Affairs administers / manages the Post-9/11 GI Bill. DOD manages the transferability provision. Post-9/11 GI Bill transferability is a powerful retention incentive

40 Your Service Record Qualifications Detailers can update quals/aqds OOD (LB2) SWO (LA9) PPWO/PNEO (KD1/2) CVN EOOW (LC5) TAO (LF6/7) ECO (BS1/BS2) ASWE (BA1/BA2) BMDO (BM1) Picture Get it done each time you promote and ensure the photo is submitted attached to the NAVPERS 1070/884 Form. PFA PRIMS Awards - NDAWS Command Award Authority updates (YN/PS) ODC pulls from NDAWS Fitreps sent to PERS-3 1 of 1 - detailer IF missing Competitive - must be submitted by command Web Enabled Record Review (WERR); view your record at Bupers Online: (ODC/OSR/PSR)

41 FITREP Considerations To inform statutory boards of administrative board screening status, lead FITREP bullets after admin board should read (necessary for promotion to O-5): For CO-Afloat Screened Officers: Screened Commander Command Afloat For CO-SM Screened Officers: Screened Commander Command For XO-Afloat Screened Officers: Screened for Executive Officer Afloat For XO-SM Screened Officers: Screened for Executive Officer Block 40 Career Milestone Recommendations Department Head Afloat, Command Afloat, Maj Command Afloat Specialty Career Path, Special Mission or XO does send a strong signal Block 41 Comments on Performance Tell the board briefer what s going on (e.g. ranked behind XO, stuck behind senior DHs) Soft breakout language critical even if block 42/43 shows hard breakout (e.g. 1 of 5 DHs) Block 42/43 Promotion Recommendations Movement Left Always Viewed Negatively unless newly promoted O-1 and O-2 URL receive P recommendations LDO O-1 and O-2 are expected to receive EP and MP recommendations Hard Breakouts/Movement to the Right Document Success At- to Support Promotion

42 Take Aways Talent Management is here retain top talent! Career Path has changed to help de-pressurize: 7.5 DHS is goal Driver is DH Fitreps prior to O-4 IZ look Nuclear shore duty early adds flexibility later Track your bonus timing Performance at sea is the bedrock of your record! NEVER HESITATE TO CONTACT US!!! Know Your Career Path! We are here to Help!

43 Get Smart and Stay Smart about your Career Path Annual Newsletter transition to website SWO(N) Grams (stay in the loop on shore duty send us your address) Mentors Peers Web Sites Detailer Visits twitter.com/pers41 Call Customer Service U-ASK-NPC Career Management: A Dynamic Process

44 Points of Contact PERS 41N/424 CDR Megan Thomas PERS 412N LCDR Ameian Jeremiah PERS 42D1 LCDR John Actkinson N133C2 LCDR Meghan Bodnar SWO(N) Placement/Program Mgr SWO(N) Detailer SWO(N) Community Manager SWO(N) Program Manager

45 Questions?

46 Backup Slides

47 SWO(N) Career Path PYG 05 and Junior XO/CO Fleet Up XO/CO SWO(N) career path 1 st Divo NPS/ NPTU CVN Divo 1 st Shore D H S 1 st DH CVN PA O4 XO/CO 2 nd Shore Window XOSM P X O / C O XO/CO 3 rd Shore Window CVN RO CVN RO Maj Cmd 4 th Shore Window DH Screen PA Screen XO/CO Screen CO/COSM Screen MC Screen O-4 Board O-5 Board XO/CO Conventional SWO career path O-6 Board 1 st Divo 2 nd Divo 1 st Shore D H S 1 st DH 2 nd DH O4 XO/CO 2 nd Shore Window P X O / C O XO/CO 3 rd Shore Window Maj Cmd XOSM

48 FITREPS 101 FITREPS: Know the reference! 4-STAR EA Know what to ask! What is: an air gap? a hard break out? a soft break out? traffic? Boss s RSCA? How do you get that EP? Block 41 must tell a clear story white space OK!

49 Performance Summary Report PERFORMANCE SUMMARY REPORT NAME (LAST, FIRST MIDDLE) JONES, JOHN PAUL PG STATION DUTY DATES M O S 03 ATG MAYPORT 03 ATG MAYPORT 03 SWOSCOLCO M 03 DD967 ELLIOT 03 DD967 ELLIOT 03 DD967 ELLIOT 03 CG68 ANZIO 04 CG68 ANZIO 04 CG68 ANZIO IND SUM R/S CUM Blocks TLO TLO STUDENT OPS OPS OPS OPS OPS OPS What s the Story to the briefer DESIG/RATE 1110 SSN PAGE 3 OF 3 REPORTING SENIOR TRAITS AVERAGE PROMOTION REC PHY IND R/S READ M NAME PG TITLE SUM CUM SP PR P P EP 11 WILLIAMS L M 05 CO WILLIAMS L M 05 CO COOL I M 06 DIR DEPT 0.00 B HEAD NIMITZ C W 05 CO NIMITZ C W 05 CO NIMITZ C W 05 CO HALSEY W 06 CO SPRUANCE 06 CO SPRUANCE 06 CO A B C D E A X 8 2 X X C D E X 1 X 1 X 2 X 3 1 X 1 N/XX P/WS P/WS P/WS P/WS P/WS P/WS P/WS RPT TYPE Bad: Ind Avg below RSCA; 1 of 1 MP (this is an air gap clear signal) Greater than 90 day FITREP gap; pay attention to dates Ok: New DH; in traffic; Ind below RSCA not an issue Ok: 1st FITREP as O-4; stuck behind XO? Block 41 must indicate Bad: Ind Avg below RSCA on a 1 of 1 EP; Is the CO sending a message? What story does block 40 and 41 tell? RG RG RG RG RG RG RG RG RG

50 Other Navy Programs Career Intermission Pilot Program Executive MBA Program Federal Executive Fellowship Program Olmsted Scholar Program Permanent Military Professor Contact your detailer with questions on eligibility/timing

51 Career Intermission Pilot Program (CIPP) ( ) Up to 2 Naval Nuclear Propulsion Program Officers per year (20 throughout USN) 1 to 3 years in IRR to pursue personal/professional growth Retain family health care benefits Obligated to sign SWOCP/SWO CSRB upon re-entry into AC Begins at end of current PRD Rolled back into successive YGs Stipend: 2 x (1/30) of basic pay No Education Benefits Navy paid PCS To/From any CONUS location

52 SWO(N) Career Path PYG 04 and Senior 1 st Divo NPS/ NPTU CVN Divo 1 st Shore 1 st D Dept Hd H S CVN PA 2 nd Shore XO CO 3 rd Shore CVN RO 4 th Shore Maj Cmd Two nuke sea tours and one nuke shore tour prior to RO PDH PXO PCO DH Screen XO Screen CO Screen MAJ CMD Screen

53 Community Briefs Contacting Your Detailer SWO(N) Career Planner Download Latest and Greatest Info

54 Old Dominion University Credit for Nuclear Training SWO(N)s validate 12 of 33 credit hours (4 of 11 courses) Easy access for those stationed in Norfolk area Distance Learning programs available in DC and Bremerton University is pursuing additional distance learning sites at other fleet concentration areas CD-ROM based program also available Tuition funded through PACE program for those on sea duty Tuition Assistance pays majority of tuition (in-state rates) Best Bang for the Buck out there

55 Grad Ed Voucher (GEV) Available in conjunction with taking orders to important SWO community jobs: SWOS, ATG, ATRC. Up to $20K per year for two years. 18/12 is an option but. SWO Community has an annual quota Ask about GEV if going to nuclear shore Reflects commitment to get Grad Ed for all SWOs