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Fleet Engagement(NAVREG MID-ATLANTIC 27-28 AUG 2013)

CAPT Bruce Deshotel Mr. Randy Miller EMCM Ted Hillebrand

Head Enlisted Community Manager, BUPERS-320 BUPERS-321

BUPERS-32

PSC Christie Cole CSCM Paul Marshall FCCS Jason Brock

BUPERS 320 PERS 40 SEL PERS 4013

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BUPERS-32 Military Community Management

Overview

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Community ManagementPerspective

There can be a natural tension between the objectives of each function

CommunityManagement

Placement Distribution

Focus

Providing sustainable inventories with requisite skills

Unit level manning and requirements

Individual assignments to meet billet/skill needs (Fit/Fill)

Demand Signal

Officer & Enlisted Programmed Authorizations (OPA & EPA)

Unit manning documents (AMDs, SMDs)

Requisitions

• Often review same things, but from different perspectives• Collaboration is important & improving• Process the same for Active & Reserve components

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End-Strength

Changing End-StrengthStabilizing through the FYDP

GOAL: BALANCED FORCE, STABLE END-STRENGTH

Contributors to current strength: Expectation to go lower than 320,000

ERB C-WAY-Reenlistment Decreased accessions

Increased losses (vs. stable retention) PFA policy changes, for example

Constrained budgets Officer over-execution offset with

enlisted Friction

Under-funded and over-executed Individuals Account

Force Management Strategy: Use all available levers

Accessions, Vol, Invol actions Balance the force

CAREER WAYPOINT-Reenlistment, PACT Designation, quality boards

Man sea billets Incentives, SSF, VSDP, CPO to Sea, etc.

Reduce friction Fund Individuals Account, evaluate programs

322,700

End of FY13 Strength Projections:Total: 324,325 (+1,625)Officer: 53,477 (+2,179)Enlisted: 266,380 (-532)

Source: June 2013 Monthly End Strength Brief

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TPP&H/Student Pipeline

Of 264,411 total enlisted, 16% (42,841) were non-distributable and 2.2% (5,784) were LIMDU or pregnant on 01 Aug 13.

This is the Individuals

Account less Officer

Candidates

Note: Sailors who become pregnant while assigned to sea duty are assigned to a special shore tour. On 01 Aug13, there were 33 sailors in ACC

105 and 12 in ACC 355 that were also pregnant.

1,100

Billets AuthorizedDistributable 236,434Students 23,549 TPP&H 8,989Total 268,972

5,78

4

(Numbers are USN personnel only)

Total Distributable – 221,570 (84%)(includes LIMDUs and pregnancies whichmake up 2.6% of the distributable manning)

Total Non–Distributable – 42,841 (16%)TPP&H – 11,861 (4%)Students – 30,980 (12%)

25,358

12,342

ADSW and mobilized reservists are no longer included in numbers.

LIMDUs & Pregnancies 3,265

3,145

LIMDUs (ACC

105)47%

Pregnancies from Sea Duty

53%

PEB (ACC 355) [796] 2%

Transients23%

Patients, Prisoners & Holdees

[1,118]3%

Students72%

30,980

9,947

2,6943,090

215,786

Distribution of Navy Wide Enlisted Assets (August 2013)

Data Source/Date: Student BA-TFFMS (07/23/13); All Other: ARIS (08/01/13) POC: Pers-4013C 901-874-4574

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Specific Community MgmtBUPERS-31 (Off) / BUPERS-32 (Enl) / BUPERS-34 (Metrics)

Accession planning Quality, quantity, policy Lateral conversions/Re-designations

Training Initial (‘A’) school requirement Advanced/career (‘C’) school requirements Policy advisor to NETC/OTC

Review billet changes for impacts on community health Sea/shore rotation Adv/Promotion impacts Career progression Geo Stability

Information dissemination Fleet Engagement Link, web pages, PAO efforts

POM Analysis and Mitigation Special Initiatives

CNO’s TOR Comm Mgmt WG Force Management ESC LDO/CWO Realignment Continuum of Service WG Enlisted Supply Chain Planning & Execution LCS Council Cyber TF Challenge

Force structure management Advancement/Promotion Planning Career paths Retention Retirements Separations (early, hardship) Sea/shore tour lengths CAREER WAYPOINT-Reenlistment (Formerly PTS) CAREER WAYPOINT-PACT Designation (Formerly REGA) NEOCS/NOOCS Continuation/SERAD Probationary Officer Continuation and Redesignation

Board (POCRB) Incentives

Pay Bonuses (SRB Plan) Special duty assignment pay (SDAP) Training incentives (STAR/HPSP)

Metrics and Analysis Reports, ad hoc queries

Active & Reserve, Officer & Enlisted

SRB & SDAP NAVADMIN Updates released in MAR 13

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All Enlisted Active Duty LOS(OCS not included)

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Force Stabilization Tools

Reduced Accessions

Selected Reenlistment Bonuses

Short-Term Extension Policy

Selected Time In Grade Waivers

Selected Early Out

Career Waypoint-Reenlistment (Zones A/B/C)

High Year Tenure

E7-9 >20 Continuation Board

Special and Incentive Pay Reviews

Selective Reserve Affiliation

Temporary Early Retirement (TERA)

ENLISTED OFFICER

Reduced Accessions

Probationary Officer Continuation & Redesignation Board

Career Status Boards

Limit Retire/Retain and Age Waivers

Selected Time In Grade Waivers

Limit Retraction of Retires/Resigs

Selective Early Retirement / Continuation Board (O-5 and O-6 FTS)

Special and Incentive Pay Reviews

Minimum Service Requirement Waiver

Admin Selection Boards

Temporary Early Retirement (TERA)

Force Management Levers utilized to achieve objectives

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NPC WEBPAGE

http://www.npc.navy.mil

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Every month, Community Managers post detailed information regarding the status of your rating.

• Click Community Overview to view a “big picture” snapshot of your rating’s overall health.

• Click Career Path to view a typical career path, from Navy enlistment as E-1 to 30-year retirement as E-9.

Every month, Community Managers post detailed information regarding the status of your rating.

• Click Community Overview to view a “big picture” snapshot of your rating’s overall health.

• Click Career Path to view a typical career path, from Navy enlistment as E-1 to 30-year retirement as E-9. 10

Community Overview

11

CWAY-PACT: • PACT-in plan 350 through the FY • Made 294 BM’s off MAR13 NWAE. Plan to add 350

SPACT to BM throughout FY13. This will also continue throughout FY14.

• SRB: • Zone A SRB is back IAW NAVADMIN 077/13.

Notes: • Under-manning in Zone A due to PACT policy and

delayed FY13 accessions. 310 accession E3 and below Sailors will enter the rating this FY in addition to PACT.

11

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Enlisted Advancement

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FY

03

FY

04

FY

05

FY

06

FY

07

FY

08

FY

09

FY

10

FY

11

FY

12

FY

13

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50% E-4

E4 Average

E5 Average

E6 Average

Current Cycle 219

Solid lines = 10 yr avg

E4 36.9%

E5 39.9%

E6 13.3%

Historical E4/5/6 Aggregate Opportunity

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0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%FY

94

FY95

FY96

FY97

FY98

FY99

FY00

FY01

FY02

FY03

FY04

FY05

FY06

FY07

FY08

FY09

FY10

FY11

Fy12

FY13

E9 E8 E7

• E9 Opportunity increasing – above 10-year average for first time in 4 cycles• E8 Opportunity increasing – above 10-year average• E7 Opportunity increasing – above 10-year average for first time in 4 cycles

Solid lines = 10 yr avg

E7 22.10%

E8 10.97%

E9 12.91%

Historical E7/8/9 Aggregate Opportunity

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Navy Advancement Center• Bibliography• Profile sheet• Exam Statistics• Advancement Manual• FAQs

Advancement Center on Navy Knowledge Online (NKO)

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Final Multiple Score (FMS)A measure of the “Whole Sailor”

Factor Exam Paygrade

Computation Maximum Points

Percent

Standard Score (SS)

E-4/5E-6E-7

As indicated on Profile Sheet 808080

37 %33 %50 %

Performance Mark Average (PMA)

E-4/5E-6E-7

PMA x 80 – 230PMA x 80 – 204PMA x 50 – 120

9011680

42 %47.5 %50 %

Service in Paygrade (SIPG)

E-4/5E-6

SIPG + 7.5SIPG + 9.5

1517

7 %7 %

Awards (AWDS)

E-4/5E-6

As indicated in Advancement Manual (* 2 extra points for IA)

10 (* 12)12 (* 14)

5 %5%

Education Points (ED)

E-4/5E-6

Associate Degree = 2 pointsBachelor Degree or higher = 4 points

44

2 %1.5 %

Passed Not Advanced Points (PNA)

E-4/5E-6

From last 4 Exam cycles 1515

7 %7 %

Maximum FMS Possible

E-4/5 (* IA Points)E-6 (* IA Points)E-7

214 (*216)244 (*246)160

100 %100 %100 %

42%37%

33% 47.5%

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The Importance Of Your Promotion Recommendation

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Career Navigator

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Career Navigator ProgramNew program to change how we do business in enlisted career management. Goal is to help Sailors make informed decisions by placing career management systems at their fingertips.

• Career opportunities across full continuum of Active and Reserve Naval Service balancing Sailor choices with Navy needs

• Transparent and interactive Sailor tools• Cornerstone of Navy’s electronic Human Resources

Management (eHR) strategyInitial Career Decisions: Join Navy Choose a rating

Change rating

Mid-CareerActions:

Same rating Change rating

AC RC

Assignments Advancement

Records and Feedback

CAREER NAVIGATOR Sailor at the Helm

NAVADMINs 149/13 & 150/13

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Car

eer

Way

poin

ts Career Waypoints• Reclassification• PACT Designation• Reenlistment (in-rate, conversion or AC to RC)

• Conversion*• RC to AC• AC to RC*

PR

IDE

CM

S-I

D/B

BD

NS

IPS

Career Starting point• Rating choice

Career Billet Assignments• Billet applications

Career Record Management• Electronic service recordCareer Viewpoint• Survey

Sailor Portal• Resume review• Career interests• Career options

• Career Waypoint Application status • Advancement

dashboard

Supported by Multiple IT systems

Formerly FleetRIDE

Cornerstone of Navy’s eHR strategy

CIM

S

Career Development Boards• Tracking

*Included as part of Reenlistment application only. Future separate capability recommended.

CAREER NAVIGATOR Program Vision

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5 Reasons Career Navigator Will Work Better

1. Sailors will have an active role. 2. Career options (across entire AC/RC continuum) will be at the

Sailor’s fingertips.3. Sailors will find out answers earlier. 4. Sailors will have more choice by having answers sooner.5. Sailors will have online access.

CAREER NAVIGATOR Sailor at the Helm

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Sailor Self ServiceHome Screen

Career Waypoints - Sailor Self ServiceHome My Information My Opportunities My Application My Interests Help Sign OutSailor Self Service Home My Career Status Career Exploration Module My Reenlistment (AC/FTS) Application JOIN Survey Contact Help Desk

My Detailed Information My Qualified Jobs My Reenlistment (AC/FTS) Official Letter My JOIN Results FAQMy Extended Information My Reenlistment (AC/FTS) Opportunities My PACT Designation Application JOIN Job Groups

My PACT Designation Opportunities My Conversion (RC) ApplicationMy Conversion (RC) Opportunities My Conversion (RC) Official LetterMy Transition (RC to AC/FTS) Opportunities My Transition (RC to AC/FTS) Application

My Transition (RC to AC/FTS) Official Letter

Date: 2013-08-15Name: Smith, JohnService Code: SELRES , Paygrade: E5, Rating: HMSEAOS: 2014-05-15, SEOS: 2014-05-15, PRD: 2014-05-15

Eligibility for Conversion (RC)You may be eligible to request conversion into open ratings

Eligibility for Transition (RC to AC/FTS) You have an approved application pending action and may not submit another application at this time.

Non-scrolling banner with Sailor Status information. Final design and content TBD

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My Career StatusPrintable Overview

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CTI HMOPT AWO HMPHARM EOD FCAEGIS CTT MT CM MR UC IS

0.00%

20.00%

40.00%

60.00%

80.00%

100.00%

120.00%

140.00%

160.00%

180.00%

Shape

Rating Manning

"%“AUG11

Career Waypoint-Reenlistment Intent(Formerly known as PTS)

260000

265000

270000

275000

280000

285000

2008

2009

2010

2011

EPA v. I nventory

Inventory EPA

Manages number of re-enlistments to staywithin fiscal controls (force management role)

Balances enlisted manning in each skill set (original intent)

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Sailors check-in 13 months in advance and indicate if they plan to separate or reenlist

Competitive Reenlistment (>=102%): If eligible, must apply (Overmanned and special requirements)

Balanced Reenlistment (>98% - <102%): If eligible, auto-confirm or apply based (Fully manned) on YG manning

Undermanned year group: Auto-confirmed, can reenlist immediately Overmanned year group: Must apply :

Open Reenlistment ( <=98%): If eligible, auto-confirmed, can reenlist immediately (Undermanned and E6s) :

NOW: E6s and Sailors with open reenlistment--100% approval 1st application (~30-day wait)Early fall: E6s, Open and some Balanced immediately auto-confirmed

CAREER WAYPOINTSReenlistment Check-in

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CNAV BY SKILL SET

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CAREER WAYPOINTS TIMELINE

PR

D -9

PR

D

PR

D -7

PRD

NEEDS OF THE NAVY

CMS-ID Window

PR

D -12

SE

AO

S

Requisition Remain in place or retainability waiver granted

SE

AO

S -6

Sailors with < 24 months “ID card time” must submit PRD Application

3-2-1 INRATE CONVERT SELRES

SEA

OS -13

PR

D -10

SEA

OS -15

SEA

OS -10

SE

AO

S -3

Previous C-WAY Window: Starts 12 months from PRD, ends when approved or 6 months from SEAOS (with DFA) SELRES

Required programming changes:-PRD complete in Feb13-SEAOS complete in Jun13 Jul14 SEAOS Sailors first affected

• CMSID alignment (No C-WAY-Reenlistment Applications)

• Sailors negotiate orders• CCC Workload reduced (fewer

applications/counseling)• Clear PERS 4 demand signal

3 Options = In-rate, Conversion, SELRES2 Options = Conversion, SELRES1 Option = SELRES

3 Options

4 Reviews

2 Options

4 Reviews

1 Option

3 Reviews

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• 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) Removed 01Jun13

• Proximity to SEAOS/decision point Removed 01Jun13

CAREER WAYPOINTS-Reenlistment Monthly Process

• ECMs load Reenlistment quotas available, SEAOS application shells loaded

• Commands review/validate, enter new applications• At end of month, applications collected—CAREER WAYPOINTS-

Reenlistment remains open• CAREER WAYPOINTS-Reenlistment sorts applications by EMC code and

YG• Algorithm run

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Approved In-Rate5644

89.3%

Approved Conversion66

1.0%

Approved SELRES47

0.7%

Approved Convert to FTS16

0.3%

Intends to Separate533

8.4%

Denied Final Active14

0.2%

All FY

Looks Remaining

All FY

Jun 2013 RE Results AC Sailors – All FY

Final Actions: 5,773 Approved (91.3%), 14 Involuntary Separations (0.2%), 533 Voluntary Separations (8.4%)

Subset

Total Submitted: 11,975

Looks Remaining5,655 Final Actions: 6,320

[ ]

[ ][ ]

[ ]

[ ]

[ ]

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Final: Voluntary vs PTS Losses

C-Way ResultsA/C Sailors Jul 2011- Jun 2013

Conversions

Approved for In-Rate

Separated with Approved AC Quota

0

1000

2000

3000

4000

5000

6000

7000

8000

Jul-

11Au

g-1

1Se

p-1

1Oc

t-11

Nov

-11

Dec-

11Ja

n-1

2Fe

b-1

2M

ar-1

2Ap

r-12

May

-12

Jun

-12

Jul-

12Au

g-1

2Se

p-1

2Oc

t-12

Nov

-12

Dec-

12Ja

n-1

3Fe

b-1

3M

ar-1

3Ap

r-13

May

-13

Jun

-13

Approved for In-Rate

0

500

1000

1500

2000

2500

Jul-

11Au

g-11

Sep

-11

Oct

-11

Nov

-11

Dec-

11Ja

n-1

2Fe

b-1

2M

ar-1

2Ap

r-12

May

-12

Jun

-12

Jul-

12Au

g-12

Sep

-12

Oct

-12

Nov

-12

Dec-

12Ja

n-1

3Fe

b-1

3M

ar-1

3Ap

r-13

May

-13

Jun

-13

DFA (all others) DFA (intends to Separate) Intends to Separate (Looks Remaining)

293 31

736

319

325

220

620

515

812

784 10

277 69 82

61 59 49 4059

40 4473 61

47

0

50

100

150

200

250

300

350

400

Jul-

11Au

g-1

1Se

p-1

1Oc

t-11

Nov

-11

Dec

-11

Jan-1

2Fe

b-1

2M

ar-1

2Ap

r-1

2M

ay-1

2Ju

n-1

2Ju

l-12

Aug

-12

Sep

-12

Oct-

12No

v-1

2De

c-1

2Jan

-13

Feb

-13

Mar

-13

Apr

-13

May

-13

Jun

-13

Approved SELRES Approved Conversion AC Approved Conversion to FTS

0

100

200

300

400

500

600

Jul-

11Au

g-11

Sep

-11

Oct

-11

Nov

-11

Dec-

11Ja

n-1

2Fe

b-1

2M

ar-1

2Ap

r-12

May

-12

Jun

-12

Jul-

12Au

g-12

Sep

-12

Oct

-12

Nov

-12

Dec-

12Ja

n-1

3Fe

b-1

3M

ar-1

3Ap

r-13

May

-13

Jun

-13

Separated with Approved Active Quota

30

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CAREER WAYPOINTS-ReenlistmentTake-Aways

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 approaching CAREER WAYPOINTS

Use other programs to address misbehavior/ substandard performance Consider conversion options

Prepare for conversion well before CAREER WAYPOINTS windowQuota expirations (13 months or change to SEAOS or Current

Enlistment Date (CED)) If separating, consider SELRES affiliation (future RC>AC opportunity) Use command level CAREER WAYPOINTS-Reenlistment reports

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CAREER WAYPOINTS-Reenlistment Checklist for Success

Understand current CAREER WAYPOINTS-Reenlistment policy/algorithm and download C-WAY User Guide http://www.public.navy.mil/bupers-npc/career/careercounseling/Pages/CareerWaypointSystem.aspx

Identify eligible (SEAOS/PRD) Sailors Ensure CDBs are being conducted (15-24 months prior to PRD/SEAOS) Ensure all Sailors are qualified Ensure all qualified CAREER WAYPOINTS-Reenlistment applications are submitted

(13-15 months to SEAOS/PRD) Review monthly results via CAREER WAYPOINTS-Reenlistment command reports Personally recognize Sailors approved for Reenlistment 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 Reeenlistment Ensure Sailors not selected for Reenlistment are provided counseling on the benefits

of Reserve Affiliation Ensure CAREER WAYPOINTS-Reenlistment is briefed during Quarterly/Monthly

Career Development Team Meetings Ensure the Chiefs’ Mess maintains accountability of CAREER WAYPOINTS-

Reenlistment with their respective departments/divisions

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Rating Entry Methods & Requirements Navy-Wide Advancement Exam (NWAE)

Meet Time In Rate (TIR) requirements. Approved via the Career Waypoint-PACT Designation Module to take an exam.

“A” School Minimum time on board is 12 months to apply. Meet all rating entry and “A” School eligibility requirements. Incur additional OBLISERV (if required).

Direct Rating Entry Designation (RED) (Preferred Method) Meet Time In Rate (TIR) requirements for PO3 in the next NWAE. Cannot apply for RED into an “A”

School required rating. Meet all rating entry requirements. Must have valid billet on board present command.

Since 1 June 2013, the system auto-generates partially populated applications for Sailors who meet eligibility requirements. Application deadline is 2359 (Central Time) the last day of each month (via Career Waypoints-PACT).

Up to 3 options per application; once approved for NWAE, applications are “locked out” until results received.

CAREER WAYPOINTS - Professional Apprentice Career Track (PACT) Designation

(FORMERLY KNOWN AS REGA)

What is a PACT? Professional Apprentice Career Track which replaced the legacy GENDET program. Recruited into Surface-PACT, Aviation-PACT, and Engineering-PACT, but can change. Covenant with the Sailor to be rated within 24 months of initial enlistment or 12 months onboard first

Permanent Duty Station, which ever comes last, the Navy may assign a rating via direct designation.

Authorization:2,487 A-PACTs4,412 S-PACTs530 E-PACTs(FY12 Fall EPA)

Key is aligning rating entry requests to needs of the individual ratings while balancing the PACT inventory

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CAREER WAYPOINTS – PACT Designation

1

1. Go to the NPC homepage at www.npc.navy.mil and click Career Waypoints.

2. Scroll down page to “Reference Material” and download current “PACT Quota Table”. 33

2

Important: Quotas differ based on individual Sailor’s Year Group.

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CAREER WAYPOINT - PACT Checklist for Success

Understand current CAREER WAYPOINT - PACT Designation policy

Identify eligible Sailors Ensure CDBs are being conducted (30 days/6mos/12mos/18mos) for PACT’s Ensure all Sailors qualified in the CAREER WAYPOINT–PACT Designation program

ASVAB scores Occupational Standards of desired rating

Ensure all qualified applications are submitted within 24 months of initial enlistment or 12 months onboard first Permanent Duty Station

Review monthly results via CAREER WAYPOINT-PACT Designation command reports Personally recognize Sailors approved for PACT Designation Ensure counseling is conducted for all Sailors who have not been selected for

approval Ensure CAREER WAYPOINT-PACT Designation results are briefed during

Quarterly/Monthly Career Development Team Meetings Ensure the Chiefs’ Mess maintains accountability of PACT Sailor’s within their

respective departments/divisions

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Sailor Career Toolbox

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This user aid describes each career tool, then tells you where to find it, what to do when you get there, and how to get help when you need it.

Go to www.public.navy.mil/bupers-npc. Under Career Links, click Career Toolbox.Go to www.nko.navy.mil. Under Career Management heading, click Navy Career Tools.

Sailor Career Toolbox

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New User AidSupport Record Review

12

Go to www.npc.navy.mil. Click Career Toolbox on NPC

homepage. Scroll down to view Personnel

Records Review. Conduct a complete inventory

of your OMPF and ESR.

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In Closing…

Understand current policies and programs

Ensure they are being managed appropriately

Engage your Sailors early

Make sure they understand their responsibilities for

their career

Questions?

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Back Up Slides

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Career Toolbox

41

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Sailor Career Toolbox

Personnel Documents and Data– Official Military Personnel File (OMPF) – Electronic Service Record (ESR)– Electronic Training Jacket (ETJ)– U.S. Navy Awards– Performance Summary Record (PSR) – Physical Readiness Information Management System (PRIMS) – Joint Services Transcript (JST) formerly SMART)

Professional and Personal Growth– Navy eLearning (NeL) – Navy Credentialing Opportunities On-Line (Navy COOL) – United Services Military Apprenticeship Program (USMAP) – Sailor/Marine Online Academic Advisor (SMOLAA)

Career Development and Management– Career Waypoints (C-WAY)– Career Management System - Interactive Detailing (CMS-ID)

13 online systems support and document your Navy Career.

You must be familiar with each system.

If you do not use your career tools, you will miss the many opportunities and advantages provided for you.

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Personnel and Career information

• Service record information is maintained primarily in two systems:– Official Military Personnel File (OMPF) contains official documents– Electronic Service Record (ESR) contains personnel data

• Review OMPF and ESR at least every six months and at career milestones such as reenlistment, advancement and transfer.

• Act quickly to update missing or inaccurate information!– Actions taken to update OMPF and ESR will not automatically update

other personnel systems. Each system must be updated individually.– Sources of support are your Personnel Office, CPC or servicing PSD.– The Navy Personnel Command (NPC) “Records Management” pages

provide helpful information (www.npc.navy.mil).

Additional Personnel systems not discussed today, include: Electronic Training Jacket (ETJ), U.S. Navy Awards, Performance Summary Record (PSR), and Physical Readiness Information Management System (PRIMS)

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Frequency of Enlisted Record Update

• Some OMPF documents are generated from data stored in the ESR and should be submitted to OMPF by your Personnel Office or servicing PSD at the time they are generated. Examples include Page 2 and Permanent Page 13.

– EXCEPTION TO THE RULE: Awards, Training and Qualifications, and History of Assignments data is printed from your ESR and submitted to OMPF only when you reenlist or when you separate from service.

– For Sailors going before a Selection Board: If there are significant transactions in ESR that are not in OMPF, submit printed copies of ESR pages (NAVPERS forms) with your letter or application.

ESR data printed and submitted to OMPF1. Dependency Data (submitted to OMPF as form NAVPERS 1070/602) 2. History of Assignments (submitted to OMPF as form NAVPERS 1070/605)3. Member Data Summary (submitted to OMPF as form NAVPERS 1070/886) 4. Training Summary (submitted to OMPF as form NAVPERS 1070/881) 5. Honors and Awards (submitted to OMPF as form NAVPERS 1070/880)

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Navigate and View OMPF Documents

Click on a highlighted row to download individual documents.

Click several boxes and select the green arrow to view multiple documents.

Click headings to sort by Form Name, Subject, Document Date, etc.

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3

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_TIP_________Sorting documents by Field Code and Date enables a thorough review and quickly reveals missing documents.

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OMPF “Field Code”

• OMPF documents are assigned a Field Code based on the type of information in the document.

• Documents in Field Codes 30 through 38 are provided to enlisted Selection Boards for review.

• Sorting documents by Field Code provides a more thorough review.

For more information, go to the NPC website at www.npc.navy.mil.• Hover over “Career Info” • Click Records Management > Military Personnel Records

Field Codes viewed by enlisted Selection Board

30 Procurement, Enlistment/Reenlistment

31 Classification and Assignment

32 Administrative Remarks

33 Separation and Retirement

34 Professional Service History

35 Enlisted Performance Data

36 Training and Education

37 Decorations, Medals and Awards

38 Adverse Information

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Detailed steps = Comprehensive Review

This user aid enables you to perform a step-by-step comparison of your OMPF and ESR to ensure both records are accurate and complete.

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Plain Talk Series

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