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Comment by NavyDads Admin (Paul) on April 25, 2012 at 9:04pm

awesome link here folks: Everything you need to know about benefits with the military.

 

Comment by NavyDads Admin (Paul) on March 29, 2012 at 1:15pm

this is what a Profile Sheet looks like by the way...your sailors future is dependent on these profiles and the scores they achieve on advancement exams, evals, and billets available.

Comment by NavyDads Admin (Paul) on March 1, 2012 at 12:45pm

Enlisted Retention Board Process Explained

By

kbmiller

– February 29, 2012Posted in: Benefits, Navy Life, Transition Assistance

The following is a message from Chief of Naval Personnel and Navy Total Force Command Fleet Master Chief  Scott Benning on the enlisted retention board process.

Over the past few years, we have had to make some difficult, but necessary choices to balance our force.  Our Navy has felt the effects of record-high retention in several ratings, under manning in other key ratings, force structure changes and decisions required to meet changing platforms and manning requirements.  To meet our global mission by filling billets at sea and manning the Fleet with the right mix of Sailors, we needed to use a combination of force-shaping methods.

 

It is important to recognize upfront that the ERB was conducted using the same principles as all of our boards – these principles are fairness, equity and integrity.  Our board process is a fair, structured and a tried-and-true process.  The board members strictly followed a board precept, which outlined how the board was executed.   The board was conducted in two phases, and the precept gave board members specific guidance on selection standards for each phase.  First was a performance review, where each member’s record was strictly examined following the precept.  Following that was the quota-based portion of the board, which racked-and-stacked each Sailor’s record next to their peers to select the best-qualified Sailors for retention.  Board members included a diverse group of officers, warrant officers, command master chiefs and master chiefs, representing different ratings, geographic locations and warfare perspectives, who relied on their best judgment and Fleet perspective throughout the process.

Most importantly, all members of the board took an oath pledging that they would perform their board duties without prejudice or partiality.  Under the oath, members also gave their word not to speak to anyone outside of the board about individual records, board discussions, or individual votes.  These measures ensure that members can be fully engaged in making the best decisions as a board, and maintains confidentiality and the integrity of the board process.

We recognize this also means that Sailors are not able to get more details on why they were separated, and for some that may be troubling.  While we understand that not having these details leaves many questions unanswered, and provides little closure, I want you to know that as a past member of several boards, I can personally attest that the Navy’s boards are conducted with the absolute highest levels of fairness, equity and integrity.

To our senior enlisted leaders – you have the very important task of making sure your Sailors stay smart on the many policies that will impact their careers.  Your Sailors are looking to you for guidance on how to be best prepared for milestones such as Perform to Serve, advancement exams, and selection boards.   Please do not take this responsibility lightly.

It’s also important that you take the lead in ensuring Sailors separating due to the ERB are aware of the many transition programs the Navy has in place to assist them, and their family members.  We’ve put in place several enhanced transition benefits for those Sailors.  Perhaps the most valuable is the outplacement service provided by the firm of Challenger, Gray and Christmas, Inc., or CGC. Right now, Sailors enrolled with CGC are receiving one-on-one resume and interview preparation, customized job search and placement assistance to help them obtain civilian employment.  This program provides crucial benefits to our Sailors, and we strongly encourage all ERB-separating Sailors to take advantage of this service that has been contracted to enable greater opportunities for success as you transition.

Shipmates, just as you have been here for the Navy, your Navy leadership is here for you and we want to do all we can to assist you in a successful transition.

Thank you to all of our Sailors and their families who work extremely hard and sacrifice everyday to enable the success of our Navy and nation.  We are truly grateful for your service

Comment by NavyDads Admin (Paul) on December 1, 2011 at 7:37am

 

Transition Benefits: "Shipmates to Workmates" Transitions Talent

Story Number: NNS111130-09 Date: 11/30/2011

From Naval Sea Systems Command Public Affairs

WASHINGTON (NNS) -- Now that the Navy has begun notifying the more than 3,000 Sailors impacted by Enlisted Retention Boards, six major Navy commands have started a program to aid transitioning Sailors compete for job opportunities as federal civilians.

The Shipmates to Workmates program - managed jointly by the Naval Sea Systems Command, Naval Air Systems Command, Naval Facilities Command, Naval Supply Systems Command, Commander, Naval Installations, Space and Naval Warfare Command, and the Office of the Chief of Naval Operations - will provide information about career opportunities available at partnering commands and actively assist sailors prepare job applications and resumes.

The participating commands will steer separating sailors, command career counselors and transition assistance coordinators to a dedicated Shipmates to Workmates website to facilitate participation. This website will serve as a "one-stop shop" for sailors seeking to Navy-related employment.

"Finding out that you are being separated from the Navy, will be a significant blow," said Rear Adm. Clarke Orzalli, vice commander NAVSEA. "The Shipmates to Workmates program is an opportunity to do what we can to soften the blow, as well as continue to utilize their significant skills for the benefit of the Navy."

Through the website and other outreach programs, the effort will attempt to demystify the government service hiring process, match job supply to demand, link existing Navy and Defense Department transition support, and assist qualified sailors with local hiring processes.

"The Shipmates to Workmates program is simply good leadership - this program demonstrates our commitment, as leaders, to our sailors by assisting those being involuntarily separated," said Cmdr. Pat Sanders, NAVSEA's lead for the program.

Each of the participating commands will participate in job fairs and other hiring events for transitioning sailors. The first event is a career forum that will be held Dec. 3 from 1100 to 1400 at NSA Bethesda in the Fleet and Family Support Center, Bldg. 11, room 109. Future forums are scheduled at fleet concentration areas throughout the country, including a Dec. 6 forum in Norfolk.

For more information on the "Shipmates to Workmates" program as well as a full schedule of upcoming career forums, please visit the Shipmates to Workmates website at http://jobs.navair.navy.mil/sm2wm/.

 

Comment by NavyDads Admin (Paul) on August 18, 2011 at 11:47am

FY12 ENLISTED RETENTION BOARD page from Navy Personnel Command

 

Comment by NavyDads Admin (Paul) on July 13, 2011 at 10:36pm

hugely important news:

 

Navy Revises Career Paths to Emphasize Service at Sea

Story Number: NNS110712-05 Release Date: 7/12/2011 2:41:00 PM   1 1

From Chief of Naval Personnel Public Affairs WASHINGTON (NNS) -- The Navy released a message announcing revisions to the sea/shore flow for enlisted career paths July 12. NAVADMIN 201/11 provides the Fleet with the updated sea shore flow for every rating. Thirty-six ratings will see an increase in sea time, and 18 will now be classified as sea intensive. Sailors in these ratings can expect to spend more than half their careers at sea. "Our nation knows the importance and effectiveness of our forward-deployed Navy, whether delivering aid to those in need, or hunting terrorists. The skills and capabilities of our Sailors are in great demand as an integral part of our national security and maritime strategy," explained Rear Adm. Cynthia Covell, director, Total Force requirements Division (OPNAV N12). "As a result, the Navy has increased the number of sea duty billets and decreased the number of shore duty billets since 2008." To meet the new sea/shore requirements, Navy Personnel Command may adjust some Sailors' projected rotation dates (PRD) based on the length of tour remaining. As a general rule, PRDs of March 2012 or earlier will not be adjusted, unless requested by the Sailor or if their commanding officer submits a request based on unit readiness or deployment needs. To maintain proper career progression, no sea tour lengths will involuntarily exceed 60 months for Sailors with less than 20 years of service (YOS) and 48 months for Sailors with more than 20 YOS. Sailors are advised to contact their community manager or detailer for information on the availability of incentives such as sea duty incentive pay for volunteering to serve additional time at sea. To read the complete list of enlisted rating career paths, visit the Navy Personnel Command website at www.npc.navy.mil.

Comment by NavyDads Admin (Paul) on May 19, 2011 at 4:59pm

Retention Board Quotas Released

From Chief of Naval Personnel Public Affairs

WASHINGTON (NNS) -- Initial enlisted retention board (ERB) quotas were published May 18 to provide Sailors a clearer picture of the competition in individual ratings, paygrades, and years of service-competitive categories.

"These initial quotas have been released to show Sailors how focused the ERB will be and to help them make informed career decisions," explained Rear Adm. Tony Kurta, director of military personnel plans and policy.

As a result of increased competition and reduced opportunity for strong-performing Sailors to reenlist caused by record high retention and low attrition, Navy announced the establishment of the ERB in NAVADMIN 129/11, April 14.

The main objective is to help the Navy achieve mandated end strength by eliminating overmanning in 31 ratings. Rebalancing Navy manpower will have many benefits in the Fleet, including improved Perform-to-Serve reenlistment approval and advancement opportunity in these ratings.

All 15,688 eligible Sailors will first be reviewed for adverse performance; no quotas have been established for this portion of the ERB. Retention quotas will then be applied to years of service (YOS) bands where overmanning is concentrated. These bands are focused by rating and paygrade, and are established to ensure a balance of seniority, skills, and experience necessary to meet current and future Navy requirements.

Since chiefs and senior chiefs in the designated 31 ratings are not currently overmanned in the 7-14 YOS bands, they will not compete for retention quotas, but will still be reviewed for adverse performance.

The quotas posted on the Navy Personnel Command website are first listed by rating and paygrade, with a "rating inventory" showing the total number in each category. This is followed by the total number of Sailors eligible for the ERB within that category. All of these Sailors will receive a performance review.

For example, when a Sailor looks at the quotas, they will see there are 491 ABF3s and 371 ABF2s in the Navy. Of this group, there are only 2 ABF3's with 7-14 years of service and 180 ABF2's with 7-14 years of service who are eligible for the ERB.

The second block of numbers is further refined and focuses on the number of eligible Sailors within each YOS band subject to the quota-based review. Not all YOS will be subject to quotas. The final block shows the total number of Sailors who will be retained.

Returning to the previous example, the quota-based portion of the board will review the ABF3s with 7-14 YOS, and ABF2s with 7-13 YOS (YOS 14 will not be reviewed for ABF2s). These populations are 2 and 176 respectively, equaling a total of 178 Sailors who will compete for the 101 retention quotas.

These initial quotas are only a snapshot of the current rating manning. Revised quotas will be developed based upon Sailor retention behavior and approved rating conversion requests in the intervening period. These final quotas will be released after the board convenes, following the same process as Enlisted Selection Boards.

To view learn more about the ERB, conversion opportunities and to view the complete quota list, visit http://www.public.navy.mil/BUPERS-NPC/BOARDS/ENLISTEDCONTINUATION/P....

 

 

Comment by Ray Norberto on April 19, 2011 at 4:25pm

That seems about what the research showed me, in terms of your son's advisement from his superiors. The Navy seems to want more experienced sailors who are showing a desire to make a longer term commitment to the branch. Thanks for the link, it was one I had read too, and very good. It shows me that my son is thinking about more than the next generation of CALL OF DUTY game coming out!

Comment by Paige on April 19, 2011 at 3:37pm

Ray, the link that I attached below is for an article posted on the Navy New Service recently regarding the STA-21 program.  There is information in the article which may help answer some of your questions.  There is also a group here on the NavyDads site called STA-21.  You might check out the group page and read thru some of the posts.

My son was planning to submit his application this July also, but he was advised by his superiors it was best he wait at least one more year.  His chances of being selected will improve.  He already has quite a few college credits and outstanding evals, but he's only been active duty 3 yrs. come this July.  

http://www.navy.mil/search/display.asp?story_id=59529

Comment by Ray Norberto on April 19, 2011 at 3:19pm

So my son Chris told us he's planning on filing an application for the STA-21 program. He's only been in the Navy since he entered RTC on November 16th of last year. I was researching the opportunity, and I found that most accepted sailors have not less than two years and in most cases more than four years. Will he be allowed to file his application - the deadline is July 1st - as such a newbie? And what would be the odds of his getting an acceptance?

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