PERS 41. Surface Warfare Officer XO/CO Mentoring Brief

Transcription

1 PERS 41 Surface CAPT Warfare Dave Steindl Enterprise Surface Warfare Officer XO/CO Mentoring Brief

2 SWO Allocation/Inventory FY 9 OPA ENS LTJG LT LCDR CDR CAPT Projected Losses Plan O-1 O-2 O-3 O-4 O-5 O-6 DoD Flow Point Guidelines Inv vs. FY9 OPA Inv. Vs FY8 OPA Rank OPA Inv Δ OPA Inv Δ O O O O (27) (167) O (261) (271) O (18) (114) Total Continuing to monitor end-strength projections

3 Year Group Engagement / Retention YCS3 Current Strength SWOCP RADs Undecided Accessions MSR Waiver effects Since last month: YG2 YG3 YG4 YG5 YG ~ SWOCP Contracts this month

4 Retention Comparison By Percentage (SWOCP = DH) MSR Waiver dynamics YG98 YG99 YG YG1 YG2 YG3 YG4 YG5 Retained # Required # Retention % Required % Small YGs continue to present a retention challenge Required retention increased from 3% (YG) to 43.5% (YG3-4) 5% 45% 4% 35% 3% 25% 2% 15% 1% 5% %

5 YG3 and YG4 Engagement AUG 8 SEP 8 OCT 8 NOV 8 DEC 8 JAN 9 PERS-41 ENGAGEMENT : JO Detailers AN ITERATIVE PROCESS **PERS-41 Engagement Officer** Pers-412 Pers-41 FEEDBACK TARGETED ENGAGEMENT: FORMER CO s MENTORS FEEDBACK FLAG ENGAGEMENT YG ENGAGEMENT: A COMMUNITY RESPONSIBILITY

6 Basic SWO Compensation Junior SWO CSRB $25, SWO Continuation Pay $5, SWO Critical Skills $46, Senior SWO CSRB ~$3, Senior SWO CSRB ~$22,5 Steady Increase in Compensation over Career

7 Specialty Career Paths Confirmed Specialty Paths AT/FP Strategic Lift MSC/MPF Mine Warfare Shore Installation Management Missile Defense Anti-Submarine Warfare Volunteer for Program Board Selection/XO&CO Screening Incentives Promotion Opportunities Geographic Stability Possibility Education & Skill Development GWOT Contribution Information Resources: PERS 41 Website: NAVADMIN 22/4 FAQs Articles: Navy Times Stars and Stripes Navy News Open to Successful Post- Department Head Officers. Apply as Early as Completion of 1 st Department Head Tour

8 Specialty Career Path Update Current Inventory of SCP Officers (11): 31 AT/FP, 18 MD, 22 SIM, 15 ASW, 1 MIW, 14 SS 8 of 11 (73%) Officers assigned/ordered to SCP billets (includes officers filling/slated to War College or NPS seats); or SCP related GSA s. 27 of 31 AT/FP 12 of 18 MD 14 of 22 SIM 13 of 15 ASW 7 of 1 MIW 7 of 14 SS 6 of 11 (6%) Officers have approved resignations Quality Officers Serving in Valuable SWO Billets

9 Specialty Career Path Update 64 Officers selected for CO-SCP (29) and XO-SCP (35) CO-SCP XO-SCP 6 ATFP 11 ATFP 5 MD 4 MD 5 SIM 8 SIM 5 ASW 5 ASW 4 MIW 3 MIW 4 SS 4 SS 23 of 64 (36%) Officers have completed or are currently serving in CO or XO billets 7 (11%) Officers slated/under orders to billets (EDAs 89-91) 12 (19%) Officers to be slated in Jan 9 Next SCP Board Jun 9

10 GWOT Support Assignment Individual Augmentations: USFF short-notice fill requirements, non-detailable events IA/GSA: IA/GSA: present present ~11% of the SWO inventory has served on an IA/GSA GWOT Support Assignments: Formal, consolidated process involving PCS Orders, career timing and detailer interaction 8% 14% 5% 1% 1% 1% 1% 1% 1% 1% 2% 1% 42% 5 ENS LTJG LT LCDR CDR CAPT RADM IA GSA 21% Iraq Afghanistan Tampa Germany Arlington Bahrain Qatar NYC Norfolk HOA GTMO Colombia Liberia Kuwait IA/GSA transition complete by late 29

11 SWO IA / GSA Snapshot 25 8.% Total # (Bars) ENS LTJG LT LCDR CDR CAPT RADM Total 7.% 6.% 5.% 4.% 3.% 2.% 1.%.% Percentage (Lines) Shore Sea GSA Total %of SWOs SWO participation increased to 2.6% (2.5% since Nov 6)

12 GSA Impacts 8 GSA Requirements Officers Post - Division Officer (LT/LTJG) detailing 14 GSA Requirements Officers Post - Department Head (LCDR/CDR*) detailing *does not include post-cdr cmd officers CY7 billets Officers ('7) CY8 billets Officers ('8) CY9 billets Officers ('9) % 25% 2 75 CY7 billets Officers ('7) CY8 billets Officers ('8) CY9 billets Officers ('9) 14 1% 16% 27 (YG2/3) 28 (YG3/4) 29 (YG4/5) *projected 27 (YG98 & SR) 28 (YG99 & SR) 29 (YG & SR) *projected GSA commitments will represent roughly ~13% of shore billets in 29

13 GSA Effects and Cycle Timeline ST DH TOUR 2ND DH TOUR SHORE TOUR PL XO/CO FLEET UP 1ST DIVO TOUR 2ND DIVO TOUR SHORE TOUR PL 1ST DH TOUR PL LCDR COMMAND XO/CO PL XO-SM POST XO-SM TOURS 1st 2nd O5 Look Look BD ~25% of all post-divo slating officers will be assigned a GSA Of those who have not completed a GSA, ~2% of post-dh slating officers will be assigned GSA Detailing yields predictability, stability, and complements career timing

14 SWO IA / GSA Trends/Transition Total GSA Shore Sea GSA Detailing transition on track

15 GSA Talking Points Unlike the legacy Individual Augment (IA) system, incorporation of GSAs into the detailing process has provided officers with significantly greater input and has reduced the potential [narrowed the window] for short-notice interruptions during shore duty tours often caused by IAs. Officers assigned to GSAs are provided the following benefits: Per the NAVADMIN, one may not be selected for another GSA or IA during their follow-on shore tour. (Essentially, this guarantees an uninterrupted shore assignment for GSA officers.) Guaranteed geographic location in a fleet concentration area (e.g. San Diego, Newport, D.C.) for the follow-on shore assignment. Priority, one-on-one slating with his/her Detailer. Officers assigned to a GSA will not have to re-enter the standard shore slating process unless they are competing for a nominative billet (e.g. OLA, NPS NSA/MBA curricula, etc.). (Officers will work directly with their Detailer for slating to their post-gsa shore tour.) Officers who complete a GSA will receive credit on all future slates equivalent in level to the attainment of a TAO or EOOW qualification to recognize the unique and critically important nature of GSAs. Officers with dependents may elect to keep their family in the current geographic location instead of moving them to the location of the ECRC supporting their GSA (if that location is different). For GSAs with a length greater than 6 months, officers with dependents are authorized to move their family anywhere INCONUS for the duration of the GSA, and upon return will be authorized another PCS move to their follow-on duty station/assignment. If an officer is assigned to a GSA as a non-volunteer, NPC will continue to search for a potential volunteer to fill the assigned GSA. For JOs already ashore, the probability of completing a GSA in the near term is decreased. The next GSA window would be post- DH. Legacy IAs at the LT/DH level are slowly decreasing. Although the majority of GSAs are in Afghanistan and Iraq, there are also GSAs in Germany, Bahrain, Qatar, HOA, Colombia, Liberia, and Kuwait, not to mention Arlington, Tampa, NYC, and Norfolk. The majority of SWOs who have completed a GSA/IA speak favorably about their assignment. Most indicate the tour was a positive life altering event that enabled them to contribute directly to the nation s war effort.

16 XO/CO Fleet Up Status As of Mar 29: 135 XO/CO Fleet-Up Officers Screened 4 of 12 O-5 Commands that will transition have been slated w/ XOs who Fleet-Up 1 CG, 9 LHA/LHDs, and 12 Squadrons w/ XO or CSOs who Fleet-Up Q FY7 4Q FY7 1Q FY8 2Q FY8 O5 CDR CMD Slated for Fleet-Up 3Q FY8 4Q FY8 1Q FY9 Current 2Q FY9 3Q FY9 Fiscal Quarter 4Q FY9 1Q FY1 2Q FY1 3Q FY1 4Q FY1 1Q FY11 2Q FY11 Landscape Changes: LCS Procurement delayed LCS Traditional CDR CMD slots redistributed Traditional CO Bank depletion extended 211 to 213 O-6 Inventory dropped significantly 24-6 MAJ CMD Fleet-Up on track LHA/D, CDS, CPR, slowed on CG Fleet-Up on track: Adjusting for LCS Build Rate & O-6 Shortage

17 Transition XO Growth LCS Procurement delayed MAJ CMD CG Fleet-Up slowed Original Plan Continue to retour Command Screened Traditional COs for <12 month XO retours (<3%) Continue to retour Post XO/XOSMs Implementation 28 Status Transition XOs FY7 FY8 FY9 FY1 FY11 Approved Adjustments Increase XO portion of XO/CO Fleet-Up for PYG 5 and junior when required Judicial adjustment of Traditional CO Tours Select additional XO Afloats for 29 & 21 September 28 XO Afloat Board 22 officers FY9 XO/CO Fleet-Up Board select XO Afloats 3 officers With Traditional XO Bank depleted, Fleet-Up requires more transition XOs

18 Fleet XOs DESRON PHIBRON CO MAJ CMD XO Post-XOSM Post-XO CO MAJ CMD XO Fleet-Up or Post-XO CO MAJ CMD XO Fleet-Up CO MAJ CMD XO Fleet-Up PIER 8 CO MAJ CMD XO Traditional XO Afloat CO MAJ CMD XO Fleet-Up CO CDR CMD XO Traditional XO Afloat CO CDR CMD XO Post-XOSM *XOSM PIER 9 CO CDR CMD XO Fleet-Up LSD/LPD CO AV MAJ CMD XO Post-XOSM CO CDR CMD XO XO Re-tour prior to CO

19 FY9 Promotion Results LCDR FY2 FY3 FY4 FY5 FY6 FY7 FY8 FY9 CDR FY1 FY2 FY3 FY4 FY5 FY6 FY7 FY8 FY Below-Zone Selects In-Zone Selects Above-Zone Selects CAPT 63 7 FY2 FY3 FY4 FY5 FY6 FY7 FY8 FY9 Below-Zone Selects In-Zone Selects Above-Zone Selects Below-Zone Selects In-Zone Selects Above-Zone Selects FY9 Results LCDR (Board 89.98%, SWO 97.44%) Above Fair Share (+23) and OPA (+75) CDR (Board 9.7%, SWO 89.96%) Fair Share (-1), above OPA (+23) [SM 98.15% (53) / SCP 4% (2)] CAPT (Board 58.4%, SWO 6.%) Fair Share (+2), below OPA (-7) [SM 45.5% (5) / 1 CO SCP] Positive impact/increased opportunities from DOPMA relief and Zone expansion

20 Promotions Promotions Promotions Promotions Promotions Promotions Promotions Promotions 2 SWO O6 Retention O-6 Promotions O-6 Losses Flag Selects FY2 FY3 FY4 FY5 FY6 FY7 FY8 FY OPA Inventory Immediate Challenges Losses > Promotions since FY2 (by a total of 135) Over time, O6 Inventory decreases have outpaced OPA reductions: widening the gap Tangible Initiatives Sanctuary from involuntary GSA/IA for O5/O6 >26 YOS APPROVED BY CNP Bundled detailing PERS-4 DGM 28-4 Waiver to pay CSRBs to officers with >25 YOS AUTHORIZED BY NDAA 8; APPROVAL IN STAFFING Senior URL CSRB for YCS APPROVAL IN STAFFING Aggressively working to retain critical, valuable talent

21 Department Head FITREPS XO/CO and Early Command Screening Early Command, XO/CO, or Major Command Recommendations in Block 4; Command at Sea is next Career Milestone Breakouts. Manage the LORTARP to Provide Hard Break Opportunity, if Needed. Use Soft Breaks and Numerical Rankings. Indicate if Ranked with XO. Trait Average vs RSCA is a Key Indicator; Use Wisely Don t Recommend Milestone if Not Ready (But Continue to Recommend Promotion If Viable for O4) Support LCDR Selection & Beyond No Limit on LT MPs! Promotable Marks Will Not Compete Movement to the Right and Increasing Trait Averages Detaching EP Report Above RSCA Expected the Kiss Special Reports for Statutory Boards are Authorized; Use to Document Just-in-Time Arrivals Department Head FITREPs Must also Speak to LCDR and CDR Boards

22 Statutory Board Discriminators Listed in General Order of Significance: Meeting Milestones On Time Lead FITREP Bullets should read as follows: For XO/CO Fleet Up CO-Afloat Screened Officers: Screened Commander Command Afloat For XO/CO Fleet Up CO-SM Screened Officers: Screened Commander Command For XO/CO Fleet Up XO-SM Screened Officers Screened for Executive Officer For XO/CO SCP Screened Officers Screened for Executive Officer or Commanding Officer Promotion Recommendation NAVADMIN 276/98 Removes O3 MP Limits Movement Left Always Viewed Negatively Hard Breakouts/Movement to the Right Trait Averages vs RSCA and Summary Average Detaching Average Above RSCA Expected Career Milestone Recommendations Specialty Career Path or Special Mission Recommendations Do Not Carry Promotion Weight Document Success At-Sea to Support Promotion

23 Retirement considerations CDR (served 2, retired at 41, lives to 91) CAPT (served 3, retired at 51, lives to 91) Lump Sum Equivalent Total Retirement Annual Distribution $2M (will grow at 3%; intended to provide funds for 5 years. Annual distributions will increase by 3% each year.) $2.9M (will grow at 3%; intended to provide funds for 4 years. Annual distributions will increase by 3% each year.) $4.5M (sum of distributions over 5 years.) $5.5M (sum of distributions over 4 years.) $4K $72K Equivalencies: CDR LTJG YG5 w/4 years, 16 yrs to CDR retirement LT YG w/9 years, 11 yrs to CDR retirement LCDR YG96 w/13 years, 7 yrs to CDR retirement CDR YG92 w/17 years, 3 yrs to retirement $3.2M $94K $6K $2.8M $1.2M $52K $2.5M $1.5M $47K $2.2M $1.8M $41K Lump Sum Savings required w/ add l 8% growth; (no add l contributions) Required annual savings beginning as ENS w/ 8% growth Lump Sum Savings required w/ add l 8% growth; (no add l contributions) Required annual savings beginning as ENS w/ 8% growth Lump Sum Savings required w/ add l 8% growth; (no add l contributions) Required annual savings beginning as ENS w/ 8% growth Lump Sum Savings required w/ add l 8% growth; (no add l contributions) Required annual savings beginning as ENS w/ 8% growth CAPT $6.2M $85K $47K $5.4M $1.1M $41K $4.8M $1.3M $36K $4.2M $1.5M $32K LTJG YG5 w/4 years, 26 yrs to CAPT retirement LT YG w/9 years, 21 yrs to CAPT retirement LCDR YG96 w/13 years, 17 yrs to CAPT retirement CDR YG92 w/17 years, 13 yrs to CAPT retirement

24 Are we good Mentors/COs? Actively engage in your SWO Qual Program Monitor DOC to Qual time Run an effective EOOW Qual Program Engage Pers-412 on EVERY JO detail PRODEV Plan for each JO Promise/deliver on EOOW quals Know DOSP cold Encourage SWOCP as early as possible Know/enforce SWO IA/GSA Business Rules Write good DH Fitreps (CDR Cmd, O4, O5) Map your own PRODEV Plan through Post-Major Command

25 PERS 41 Questions and Answers