This document provides information on upcoming Navy leadership briefings and force management initiatives. Key topics covered include the Perform to Serve program, which manages reenlistments to control end strength; the upcoming Enlisted Retention Board, which will address overmanned ratings by retaining some sailors, converting others, or approving transition to the reserves; and general enlisted force management tools used to shape the force. The brief also reviews the strategic context around decreasing end strength and unprecedented retention levels.

1. NAVY
BUPERS 3
BUPERS 3
Leadership Brief
PNW Fleet Engagement
UPDATED 2 Aug 2011 8-11 AUG 2011

2. NAVY
BUPERS 3
Line Up
• FET Schedule
• Enlisted Community Management
• Force Management
• Fleet RIDE- Perform to Serve (FR-PTS)
• Enlisted Retention Board (ERB)
• Enlisted Distribution (PERS 40)
• Personnel Readiness (PERS 4013)

3. NAVY
BUPERS 3
Military Community Management
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4. NAVY
Specific Community Management
BUPERS 3
Active & Reserve, Officer & Enlisted
 Force structure management
 Accession planning  Advancement/Promotions
 Quality, quantity, policy  Career paths
 Lateral conversions/Redesignations  Retention
 Training  Retirements
 Initial („A‟) school requirement  Separations (early, hardship)
 Advanced/career („C‟) school requirements  Sea shore tour lengths
 Policy advisor to NETC/OTC  Perform to Serve (PTS)
 Review billet changes for impacts on  Continuation/SERAD
community health  Probationary Officer Continuation and Redesignation
 Sea/shore rotation Board
 Career progression  Enlisted Retention Board (ERB)
 Geo Stability  Incentives
 Pay
 Information dissemination
 Bonuses
 Link, web pages, PAO efforts
 Special duty assignment pay (SDAP)
 Fleet engagement visits
 Training incentives (STAR/HPSP)
 Miscellaneous
 NEC changes, Occupational standards, ASVABs
Assess, monitor, inform, develop, review impacts—limited execution

5. NAVY
BUPERS 3
Force Management
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6. NAVY
FY11 Strategic Context
BUPERS 3
End Strength Unprecedented Retention
• E/S expected to decrease overall across the FYDP 10.0%
95%
8.0%
Zone C
Reenlistment Rate
Unemployment Rate
85%
6.0%
75%
Zone B
4.0%
65%
Zone A
55% 2.0%
45% 0.0%
FY 00 FY 01 FY 02 FY 03 FY 04 FY 05 FY 06 FY 07 FY 08 FY 09 FY 10 FY 11
There is a moderate to strong positive correlation between
unemployment rate and reenlistment rates
Decreasing Attrition Reenlistment Behavior
18,000
12.00%
16,000 New policy
10.00% encouraged
14,000 long –term behavior
8.00%
12,000
6.00% Zone A 10,000 Goal
Zone B
4.00% 8,000 Actual
Zone C
2.00% 6,000 FY10 Only
4,000
0.00%
2,000
0
A B C
Sailors are staying out of trouble Sailors making earlier long term commitments 6

7. NAVY
Force Stabilization Tools
BUPERS 3
ENLISTED OFFICER
 Reduced Accessions  Probationary Officer Continuation &
Redesignation Board
 “Blended” SRB
 Career Status Boards
 STE Policy
 Limit Retire/Retain and Age Waivers
 Selected TIG Waivers
 Selected TIG Waivers
 Selected Early Out
 Limit Retraction of Retires/Resigs
 Perform to Serve (Zones A/B/C)
 High Year Tenure
 Selective Early Retirement / Continuation
Board (O-5 and O-6 FTS)
 E7-9 >20 Continuation Board
 Special and Incentive Pay Reviews
 Special and Incentive Pay Reviews
 Minimum Service Requirement Waiver
 Enlisted Retention Board (ERB)
 Admin Selection Boards
Force Management Lever Working Group Initiated

8. NAVY
BUPERS 3
Enlisted Force Management
How? - Reduce Input (Accessions) + Increase Output (Losses)
• Reduce Input (Accessions) + Balance -
• 34,279(FY10) to ~33,000(FY13) - Sunk cost - Long-term effect,
- Misaligns work
• Increase Output (Losses)
• Adjust PTS Guidance - YG mgmt - Limited eligibles/yr
• Enlisted Retention Board - Targets excess - Good Sailors w/no
- Competitive blemishes go home
- Helps PTS w/ no retirement
• CPO Continuation Board - Perf. based - Loss of experience
• Policy Adjustments (HYT, ECTP, etc) - Selectable - Inconsistent
Why FY12 Enlisted Retention Board?
• PTS not designed to be primary force reduction tool
• PTS sending good Sailors home while retaining poorer performers
• Current tools not sufficient to keep us w/in end strength limits
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9. NAVY
BUPERS 3
FleetRIDE-Perform-to-Serve
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10. NAVY
BUPERS 3
Perform-To-Serve
• Centralized re-enlistment approval 2003
(0-14 years of service) Implemented for first-
term Sailors (0-6 years
• Manages number of re-enlistments to stay of service)
within fiscal controls
• Balances enlisted manning in each skill set 2009
Expanded to second-
• Outcomes: term (6-10 years of
service) and third-term
1 Re-enlist in current skill set Sailors (10-14 years of
service)
2 Convert to a different (undermanned) skill set
3 Transition to reserves 2011
4 Separate Navy’s primary tool to
manage end strength
5 Denied-resubmit (up to 6x in 6 months) and balance the force
PTS is a performance-based strength management tool
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11. NAVY
Perform-to-Serve
BUPERS 3 Use and Timeline
Force Balancing / Management Tool
• Performance based quota reservation system (In-rate / Conversion / SELRES)
• Rating conversion (Overmanned  Undermanned)
• Controls reenlistment / continuation between zones
• End strength management
Application Timeline
Months prior to Sailor’s End of Obligated Service (EAOS) as extended
24-15 15-12 12-6 6 5-3
Results published monthly.
Sailors receive notification
Reserve of:
PTS Application Component PTS
• Career Window
Approved: In Rate
Development application Approved: Conversion
Board Denied: Denied Quota but
• Use RIDE to review Orders negotiation may resubmit monthly
current quotas and window 9-7 mo Denied Final: Denied
opportunities quota and directed to
• Consider retaking separate at EAOS (as
ASVAB Submit PTS extended)
Final PTS
Application
determination made
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COC play a critical role…not just a NC thing

12. NAVY
Perform-to-Serve
BUPERS 3 Monthly Quota process
Quota planning factors:
PTS Quotas
• Retention rates
• Strength targets (OPLAN) loaded and
• Behavior/quota execution visible When Sailor applies:
• Eligible population • End of contract
• ECM need zone manning including extensions
• EPA changes • Special
circumstances:
1. Negotiate for PCS
Monthly orders or training
Reconciliation PTS Applications program
2. Benefits (re-enlistment
Cycle bonus, Post-911 GI Bill
eligibility).
Updated based on
actual retention
behavior and quota
utilization
Rack-N-
Stack
• Performance based algorithm
• Competition for in-rate quotas
• Followed by up to three
competitions for conversion
Quotas differ for every rate/year group and update monthly
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13. NAVY
PTS Monthly Process
BUPERS 3
 ECMs load PTS quotas available, SEAOS application shells loaded
 Commands review/validate, enter new applications
 At end of month, applications collected—FR-PTS remains open
 Fleet RIDE sorts applications by EMC code and YG
 Algorithm run
• 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)
• Proximity to SEAOS/decision point

14. NAVY
PTS Results so far …
BUPERS 3 Application Submissions
• 1 October 2010: Fleet RIDE – Perform to Serve (PTS) went live
• Valid submissions trending up (legacy system applications avg. only 9,600)
• Non-compliance trending down, sharply as a percentage of the total
PTS Applications PTS Applications
Spec Circ Apps Valid SEAOS Submissions SEAOS Failed to Submit
30,000 Valid SEAOS Submissions SEAOS Failed to Submit
1,851 1,380 1,233
25,000 100%
14% 11% 12% 10% 9%
26% 21% 22%
20,000 1,305 12,986 12,923 80%
1,431 13,189
1,976 2,105
15,000 2,495 9,103 10,053 60%
7,618 7,489
7,036 86% 89% 88% 90% 91%
10,000 40% 74% 79% 78%
12,308 11,913 11,656 20%
5,000 8,272 8,991 9,633
6,652 7,730
0 0%
Oct-10 Nov-10 Dec-10 Jan-11 Feb-11 Mar-11 Apr-11 May-11 Oct-10 Nov-10 Dec-10 Jan-11 Feb-11 Mar-11 Apr-11 May-11
Setting the Stage – Facilitating Command Submission 14

15. NAVY
FY12 A/C Decision Maker PTS Status
BUPERS 3
Looks Remaining
12,870
Total Submitted: 16,428
Looks FY12 Final Actions: 3,662
Remaining
12,766 Approved In-
Not in PTS Approved
Window
Rate, 2,186 , Conversion, 63
12,163 59.7% , 1.7%
Approved
SELRES, 265 ,
7.2%
TS
Approved
w Convert to FTS,
0 19 , 0.5%
Intends to
Denied Final Separate, 494 ,
Active, 635 , 13.5%
17.3%
Final Actions: 2,533 Approved (69%) 1,129 Final Denied (31% )
Approved/Denied Quotas Impact FY12 E/S 15

16. NAVY
PTS Take-Aways
BUPERS 3
 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 coming into PTS window
 Use other programs to address misbehavior/ substandard performance
 Push conversion option after 2-3 looks
 Alternative is likely a separation quota
 Still get in rate look first—increases opportunity (4/month vice 1)
 Prepare for conversion well before PTS window
 If separating, push SELRES affiliation

17. NAVY
PTS Checklist for Success
BUPERS 3
 Identify PTS eligible (SEAOS/PRD) Sailors (via CIMS Unit Tracking)
 Ensure CDBs are being conducted (15-24 months prior to PRD/SEAOS)
 Ensure all Sailors qualified in the Fleet RIDE program.
 Ensure all qualified PTS applications are submitted (12-15 months to
SEAOS/PRD)
 Review monthly results via Fleet RIDE-PTS command reports
 Personally recognize Sailors approved for PTS
 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 PTS.
 Ensure Sailors not selected for PTS are provided counseling on the
benefits of Reserve Affiliation.
 Ensure PTS is briefed during Quarterly/Monthly Career Development Team
Meetings
 Ensure the Chiefs‟ Mess maintains accountability of PTS with their
respective departments/divisions.

18. NAVY
BUPERS 3
Enlisted Retention Board
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19. NAVY
BUPERS 3 Enlisted Retention Board
 Board addresses select overmanned skill sets
 31 skills sets, > 103% manned
 ~ 16K Sailors considered, retain ~13K
 E4 – E5 Board (22 Aug to 16 Sep)
 E6 – E8 Board (26 Sep to 21 Oct)
 Each board presided by Flag Officer
 Each record receives 2 independent reviews
 Board outcomes
• Selected for retention in rate
1
• Approved for conversion
2
• Not selected for retention (approved for transition to Selected Reserves)
3
 Commanding Officers will have 7 days to notify/counsel affected
Sailors before results posted
Targeted method to improve fit in select overmanned skills
Reduces ―pressure‖ on Perform to Serve
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20. NAVY
BUPERS 3
ERB: Performance Indicators
All personnel eligible for the board will
have their records reviewed for the
following basic performance standards:
• Substandard performance of duty
• Declining performance
• Detachment for cause per MILPERSMAN 1616-010
• Removal of security clearance when required by rating
• Military/civilian conviction or NJP
• Administrative/personnel action for misconduct such as DUI,
DWI, spouse or child abuse
Sustains Quality of the Force based on Performance
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21. NAVY
Timeline and Conversion Opportunity
BUPERS 3
2011 2012
MAR APR MAY JUN JUL AUG SEP OCT-NOV JAN- MAR JUN SEP
E4-5 E6-8 Reserve Component
OSD (P&R) Eligibility application Separate
notification
Conversion Board Board
applications verification/
(4 weeks) weeks)
(4
accepted Sailors
correspond with Separation
Board notification
Eligibility Conversion
announcement selection 90-day operational
NAVADMIN waiver
Conversion Opportunity:
• Only those Sailors not selected for retention by the ERB will be considered
for conversion
• If selected for conversion, ERB result will be vacated and they will continue
service in their new rating
Conversion application deadline extended to 15AUG for more to apply
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22. NAVY
FY 12 8-15 LOS Board Eligible Population
BUPERS 3 of Overmanned Ratings
F
Population in PTS LOS
TOTAL ELIGIBLE RATING EMC
Sp
Window w/SEAOS in E
POPULATION FY12:
23,696 E7-E8: 0 EA H140
AG A410 1
E6: 1,852 MMSW B130 4
E5: 3,700 GSE B121 1
E4 666 FC B310 6
Total: 6,218 AS A430 2
SH B730 3
AZ A440 3
PS B710 5
Population NOT in PTS AWV A550 1
AD A110 8
Window with SEAOS >
AWR A505 2
FY12: AT A210 1
E7-E8: 1,612 MR B250
E6: 6,135 ABF A102 2
E5: 9,201 CE H110 2
E4: 530 BU H100 4
AWF A530 2
Total: 17,478
SW H170 1
CM H120 3
EO H150 3
PR A450 2
UT H190 1
Enlisted Retention Board ETSW B420 1
STG B340 5
NOTES: Target Population (FEB11)
RP B720 1
1. EXCLUDES NUCLEAR RATINGS AND SRB RECIPIENTS based on
AE A200 5
Spring SRB MSG.
AM A130 1
2. LOS 8-15 (YOS 7.01 – 14.99)
MN C160 1
3. Includes Time in Rate (TIR) greater than 1 year. OS B440 1
EMSW B210 5

23. NAVY
BUPERS 3
ERB Quota Plan
• ECM’s reviewed Max Cut provided by B34 and recommended any
changes which were not reflected in the B34 analysis.
• Eligible inventory compared to FY12 EPA.
• ECM’s reviewed LOS graphs to determine were over manning is
located.
• ECM’s targeted single LOS cells to precisely target overmanned
year groups.
– Resulted in more competitive groups than PERS 8 could manage in the board
timeline.
• ECM’s grouped LOS cells together to reduce competitive groups
and minimize potential rating damage.
• Quota plan will change based on final eligibility of 1 Aug 2011.
– Advancement and exclusions will reduce total eligible but not the total separated.
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24. NAVY
Conversion Opportunity
BUPERS 3 Undermanned Ratings
Conversion eligibility requirements waived to The following ratings will
allow all ERB eligible Sailors maximum accept applications for
opportunity to convert conversion:
• Years of Service: Greater than 12 years CS(SUB) CTR
of service can apply FT HM
• Paygrade: All personnel regardless of CTI CTT
paygrade can apply ITS NCC
• PRD: Personnel with more than 12 CTM ET-NAV
months to PRD can apply
LS(SUB) YN(SUB)
• Minimum activity tour: No restriction for
minimum activity tour requirement CTN ET-RADIO
MM-WEPS (SUB)
• PCS: Personnel in receipt of PCS orders
can apply
• OBLISERV: No restriction for Obliserv
requirements incurred as a result of
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reenlistment, training or other programs

25. NAVY
BUPERS 3
Transition Assistance for ERB Sailors
Current Benefits for Invol Seps Enhanced Benefits for ERB Sailors
 Transition Assistance Program  Proposed
 Involuntary separation pay (monthly NAVSEA/NAVAIR/SPAWAR
base pay x12 x years-of-service x ―shipmate to workmate‖ hiring
10%) program/job fair
 Transitional TRICARE (180 days) +  Pending Contracted professional job
premium based medical coverage placement, interview skills, resume
(18 months Continued Health Care writing (90 days)
Benefit Program (CHCBP))  Mandated 60 days INCONUS prior
 ID card for access to medical and to separation
other benefits  Sailor choice of transition date
 Extended Commissary and (command endorsed)
Exchange (2 years)  Command waiver for operational
necessity (90 days)
Still in development
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26. NAVY
BUPERS 3
Senior Enlisted Continuation Board
• NAVADMIN 194/11 (052211ZJUL11) outlines criteria, board
membership and defines those in exempt billets
• Convenes 5 Dec 2011
• 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 NLT 30 September, 2012

27. NAVY
In Closing…..
BUPERS 3
 Community Management
 Force Management
 Fleet RIDE – Perform to Serve
 Who and when to apply
 Remember conversion options
 Enlisted Retention Board (ERB)
 Senior Enlisted Continuation Board

28. NAVY
BUPERS 3
Questions?
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