Manning at sea sdip vsdp_files

Talking Points: Improving Sea Duty Manning

Talking Points

Improving Sea Duty Manning

(CMS/ID changes, Limited Directed Detailing, Voluntary Sea Duty Program,

CPO Early Return to Sea, Sea Duty Incentive Pay)

26 July 2012

Background

The Navy remains a sea-centric force and filling afloat manning shortages as prioritized by

USFF /CPF and NPC is a top priority. BUPERS has worked aggressively with USFF, PACFLT

and MCPON to develop a spectrum of short, medium, and long-term initiatives and policy

changes to improve afloat manning and specifically to provide a solid combination of levers to

align paygrades and skill sets with our shipboard requirements.

Currently, we are short more than ten thousand Sailors at sea; the vast majority of these gaps are

in our undermanned ratings. We conducted the Enlisted Retention board which helped balance

the Force but nearly one third of our enlisted ratings remain undermanned due to perennial

retention challenges. When combined with our normal number of Sailors on limited duty,

operational deferment, in training and transit, the impact of the gapped at sea billets is magnified

and impacts Fleet operational readiness. With our focus on Senior FIT, getting our E-5s and

above with critical skills back to sea is key to properly manning our ships, mitigating short notice

manning actions such as cross-decks and diverts, and ultimately ensuring Fleet and operational

readiness.

The following manning initiatives are intended to complement the various voluntary programs

and other measures already in place including Voluntary Sea Duty Program (VDSP), Sea Duty

Incentive Pay (SDIP) and Sea Shore Flow.

New manning initiatives include the following:

o Process change to detailing through the Career Management System Interactive Detailing

(CMS/ID)

o The Limited Directed Detailing Program

o The CPO Early Return to Sea Program

o Voluntary Sea Duty Program (VSDP) Extension

o Expansion of SDIP

Key Messages

For the past several years we have worked to stabilize the size of the force, while at the same

time we have worked to ensure the right paygrade mix of Sailors in each individual rating.

We conducted the Enlisted Retention Board to achieve force balance between over and under

manned ratings and relieve pressure on Perform to Serve (PTS), but nearly one third of our

enlisted ratings remain undermanned due to perennial retention challenges. Combined with

our normal detailing “friction” (LIMDU, operational deferments, training , etc), significant

billet gaps remain on our ships.


The gapped billets at sea that affect our operational readiness require our most senior Sailors

(E5 and above) in our undermanned critical skills ratings. You hear this most often referred

to as “Senior FIT”.

We use both voluntary and sometimes involuntary detailing tools to match the right Sailors

who have the rights skills with the priority jobs at sea that we need to fill. With programs

like Limited Directed Detailing, CPO Early Return to Sea, Voluntary Sea Duty Program, and

changes to CMS/ID, we’re aiming to be more aggressive in the distribution process. These

actions should reduce the short notice actions to man high-priority billets, such as cross-

decking and diverts.

We have always been focused on manning in our operational forces. Adjustments to Sea

Shore Flow took place over a year ago. Over the past six months, we introduced several

voluntary and structural measures to improve at-sea manning: Voluntary Sea Duty Program

(VSDP), expanded Sea Duty Incentive Pay (SDIP), additional sea duty billets in future years,

and increased accessions. While these actions gain traction, additional measures are

necessary to reduce gaps in critical skills and supervisory manning on units about to deploy.

The ERB and PTS have significantly improved the balance of our Force with respect to over

and undermanned ratings; we must now work to distribute those ratings and paygrades to the

billets where they are needed in the Fleet.

Navy understands that the force management decisions we make directly affect the careers

and lives of our Sailors and their families. Our goal is to cause the least amount of disruption

to the careers of our Sailors and their families, while ensuring the Fleet has the manning

required to be mission-ready. The needs of the Navy will ultimately be the guiding factor in

how we detail Sailors to assignments.

Career Management System Interactive Detailing (CMS/ID) Changes

Navy is making changes to the Career Management System Interactive Detailing (CMS/ID)

to ensure the system is providing the right Sailor at the right time to the Fleet.

Based on Fleet feedback regarding manning deficiencies and fit/fill, Navy has changed the

order negotiation process to provide greater predictability in future manning and reduce short

notice manning actions such as crossdecks and diverts.

To ensure the highest priority billets in the Fleet are filled with Sailors who have appropriate

skills and experience, the way in which billets are advertised in CMS/ID is being changed.

Beginning with the August 2012 CMS/ID cycle, a single set of sea and shore billets,

prioritized by USFF/CPF and NPC to reflect the highest priority Fleet billets, will be

advertised. Detailers will fill all advertised billets each cycle.


Sailors will still apply for jobs through CMS/ID in the same way they have been, but

detailers will be required to fill all advertised billets each month. Detailers will always

attempt to fill all billets using a Sailor’s desired selections first. However, Fleet readiness

requirements will ultimately be the guiding factor in the Sailor’s assignment. This change

means that Sailors may be assigned to billets for which they did not apply.

Sailors entering into their CMS/ID negotiation window should apply early and often to

ensure their preferences are relayed to the detailers. Sailors should provide their input each

month during the application process in CMS/ID or via direct contact with their detailer.

Sailors nearing the end of their negotiation window are more likely to be assigned to jobs for

which they have not applied. Sailors are encouraged to speak with command career

counselors to understand changes to CMS/ID.

Leadership needs to encourage Sailors to take advantage of all their application

opportunities. History shows that Sailors rarely apply for more than two advertised jobs.

Sailors should use all five of their application opportunities in CMS/ID. Those who make all

five choices will have a better chance of being detailed to one of their desired assignments.

Prior to the August 2012 cycle, CMS/ID used a combination of Red and Green Zone

requisitions to advertize available billets for Sailors to apply for when negotiating orders.

The Red Zone reflected the highest priority Fleet billets, which are subject to special

handling by the detailers and filled each month. Green Zone requisitions were not all filled

each month leading to unpredictability in future manning and, in some cases, causing short

notice manning actions.

Sailors may want to consider applying for the VSDP before they enter the normal order

negotiation window if they have specific desires for geographic location.

Limited Directed Detailing

Navy deployment schedules have changed, resulting in a greater need to quickly fill near-

term, critical billets afloat. To meet this need, over the next few months Navy will detail

selected Sailors on shore duty back to operational sea duty early. This limited directed

detailing initiative will target Sailors who have the required critical skills, leadership and

experience needed at sea.

Under the limited directed detailing initiative, Sailors who have completed a minimum of 24

months on shore duty may be contacted by their detailer and directed back to a sea duty

assignment prior to their projected rotation date. Sailors who are impacted by this program

will receive lump sum monetary compensation based on months of shore duty curtailed.

Sailors who have been on shore duty the longest will generally be considered first for

directed detailing. Whenever possible, geographic stability will be maintained.

Between 200-400 Sailors are expected to have their shore duty curtailed through the limited

directed detailing program.


Sailors who already possess the required Navy Enlisted Classification (NEC) will be chosen

for directed detailing unless training is available and can be completed prior to the Sailor’s

required reporting date.

Whenever possible, Navy uses voluntary measures to ensure the Fleet is provided needed

Sailors with the appropriate experience levels and skill sets. The limited directed detailing

program is meant to be an interim policy to improve Fleet manning and readiness by filling

critical jobs at sea with the right Sailors.

Navy understands that the force management decisions we make directly affect the careers

and lives of our Sailors and their families. Our goal is to cause the least amount of disruption

to the careers of our Sailors and their families, while ensuring the Fleet has the required

manning to remain mission-ready.

No shore commands or specific jobs are exempt from this program. However, Sailors in the

following commands will be considered only after all others:

Recruit Division Commander

Attaché

Recruiters and Instructors

Camp David

State Department

SPECWAR and SPECORS shore commands

Afloat Training Group

Sailors with a nuclear NEC (33XX) will continue to be detailed per Naval Nuclear

Propulsion Program priorities

Navy will continue to evaluate this policy, adjust as needed and refine longer term solutions

that will help properly man the Navy at sea and shore.

Voluntary Sea Duty Program Extension

The Voluntary Sea Duty Program (VSDP), announced 31 January 2012, incentivizes Sailors

with appropriate skills and leadership experience to fill needed at-sea billets. Navy has

extended the VSDP to 30 September 2013.

The program encourages highly trained and motivated Sailors to voluntarily extend their

enlistment in their current sea duty billet beyond their prescribed sea tour, to terminate shore

duty and accept new orders to a sea duty billet, or to accept back-to-back sea duty orders

beyond their prescribed sea/shore flow. The sea duty assignment may be on board ships,

squadrons, or other qualified sea duty assignments.

VSDP encourages Sailors to voluntarily return to sea duty by offering non-monetary

incentives, including:

Sailors accepted into VSDP will be able to defer their PTS window to the minimum

obligated service requirement for the orders negotiated, typically 24 months. PTS

deferment allows VSDP Sailors to extend their current enlistment for orders or extend at

their current assignment without a PTS quota.

Volunteers will be assigned to commands within the same geographic location as the


current command if available, providing the benefit of geographic stability for Sailors

and family members. The Navy will also consider Sailors’ requests for out-of-area

moves.

Sailors are afforded a chance to improve their records and increase their competitive edge

in PTS through sustained superior performance at sea.

Additionally, Navy will consider HYT waivers with VSDP requests to ensure senior

leadership positions at sea are manned for operational readiness. HYT waivers for CPOs

(E7 to E9) will be considered on a case-by-case basis, taking into account rating, sea duty

manning and the impact to future advancements. Once Sailors who obtain a HYT waiver

negotiate and accept orders or extend at sea under VSDP, subsequent requests to transfer

to the Fleet Reserve before the HYT waiver expires will be disapproved.

This program does not change eligibility or benefits for the SDIP program – Sailors may take

advantage of both programs concurrently.

Volunteers for VSDP will not be required to accept a billet they do not desire. Detailers will

work with volunteers during two Career Management System/Interactive Detailing

(CMS/ID) cycles to find desirable orders. If no match is found during this time period their

VSDP application will expire; Sailors still desiring VSDP must reapply.

VSDP requests will not be approved for sailors holding a Nuclear NEC (33XX)

Chief Petty Officer Early Return To Sea Program

Navy is reinvigorating the Chief Petty Officer Early Return to Sea program (formerly called

CPO to Sea) by updating detailing business rules for our senior enlisted leaders. For critical

sea duty billets that cannot be filled by rotating Sailors, Navy will detail selected senior

enlisted leaders (E7-E9) on shore duty back to operational sea duty early by curtailing their

shore duty assignment.

This is an update to the business rules for senior enlisted detailing and is designed to ensure

high priority senior leadership positions at sea are manned to meet Fleet operational

readiness requirements. This initiative applies to senior enlisted leaders (E7-E9) Sailors in

all ratings.

To minimize the number of CPOs impacted, detailers will fill as many high priority E7-E9

sea duty billets as possible by fully utilizing the authorized transfer window that includes

moving sailors three months prior to or four months beyond their Projected Rotation Date

(PRD) month.

Detailers will attempt to fill all billets using voluntary measures first. CPOs may want to

consider applying for VSDP to take advantage of the following incentives:

Geographic choice or stability

HYT waiver consideration

SDIP


Navy will only involuntarily curtail a Sailor’s shore duty orders to fill a needed requirement

when there are no available CPOs in the PRD window and there are no excess personnel on

sea duty within the geographic area that can be reassigned.

Except to meet the most critical operational requirements, only Sailors who have completed

at least 24 months of shore duty at the time of transfer will be considered for early return to

sea.

Candidates will be selected based on various factors, which include: length of time on shore,

recent advancement, Fleet experience, NEC/skills held, type of previous sea duty, and

remaining OBLISERV. Impact on the shore duty command’s mission will also be evaluated.

E8/9 Sailors may be chosen to fill vacant E7/8/9 billets and E7 sailors may be chosen to fill

vacant E8 billets.

Commands will have the opportunity to request a Flag review if there are extenuating

circumstances or mission requirements that preclude execution of the sea duty assignment.

Requests to retire (transfer to the Fleet Reserve) from CPOs selected for early return to sea

may be disapproved.

Sea Duty Incentive Pay (SDIP)

The Sea Duty Incentive Pay (SDIP) program was expanded to additional ratings to offer

more opportunities to Sailors desiring to remain at sea or roll early to sea duty. This fiscal

incentive has proven to be a successful program and will continue to remain an important

part of the Navy’s plans to improve sea duty manning.

SDIP is offered to active-duty Sailors in pay grades E5-E9 in communities that are

undermanned at sea, and provides a monetary incentive for Sailors to extend their assignment

at sea or curtail their shore duty to return to sea duty.

The intent of SDIP is to increase assignment flexibility to support a more sea-centric force by

incentivizing Sailors to voluntarily fill gapped billets at sea. SDIP is an excellent distribution

tool that is specific, manageable, and responsive, as it incentivized right Sailors with the right

skills to volunteer for assignments where they are most needed.

Since May 2012, Navy has more than doubled the ratings eligible for SDIP, from 14 to the

current number of 31.

SDIP offers two lump sum incentives, SDIP-Extension (SDIP-E) and SDIP-Curtailment

(SDIP-C). SDIP-E allows Sailors to voluntarily extend their sea duty assignment on a ship,

submarine or aviation squadron. SDIP-C allows Sailors to voluntarily curtail their current

shore duty assignment and return to sea duty early.

The amount of the lump sum payment is based on the length of the sea duty extension or

shore duty curtailment, and ranges from $500 to $1000 per month.


SDIP has become more targeted, dynamic and efficient. Enlisted Community Managers

(ECM) continuously monitor the health of their community and make recommendations to

leadership, as required, to maintain acceptable manning levels.

SDIP eligible skills are evaluated at least quarterly, with updates made to provide skilled and

qualified Sailors in the exact assignments needed in the Fleet. Since its inception in 2007

Navy has made ten updates to the program, with both additions and deletions of eligible

billets made at each update.

A current list of ratings and NECs eligible for SDIP, as well as information on policy and

payment amounts, is available at http://www.public.navy.mil/BUPERS-

NPC/CAREER/PAYANDBENEFITS/Pages/sdip.aspx.

http://www.public.navy.mil/BUPERS-NPC/CAREER/PAYANDBENEFITS/Pages/sdip.aspx

http://www.public.navy.mil/BUPERS-NPC/CAREER/PAYANDBENEFITS/Pages/sdip.aspx

file:///S|/AIRWING%20CCC's%20ESO/LATEST_THIS_MONTH/NAVADMIN%20070_2007%20SDIP.TXT[7/26/2012 11:18:57 AM]

RAAUZYUW RUENAAA1582 0742307-UUUU--RUCRNAD.ZNR UUUUU ZUI RUEWMCF0071 0742357R 151445Z MAR 07 PSN 300733K16FM CNO WASHINGTON DC//N1//TO NAVADMININFO RHMFIUU/CNO WASHINGTON DC//N1//RUENAAA/CNO WASHINGTON DC//N1//BTUNCLAS //N07400//NAVADMIN 070/07MSGID/GENADMIN/CNO WASHINGTON DC/N1/MAR// SUBJ/SEA DUTY INCENTIVE PAY (SDIP) PILOT PROGRAM// REF/A/DOC/DODINST 1315.18/12JAN05// REF/B/DOC/MILPERSMAN 1306-102/28FEB03// REF/C/DOC/MILPERSMAN 1300-800/03FEB06// REF/D/DOC/MILPERSMAN 1300-304/11JAN05// REF/E/DOC/DODFMR VOL. 7A// NARR/REF A IS DOD INSTRUCTION 1315.18 OF 12 JANUARY 2005. REF B IS MILPERSMAN ARTICLE ON TYPE DUTY ASSIGNMENT CODES. REF C IS MILPERSMAN ARTICLE ON TRANSFER OF PERSONNEL TO OPERATIONAL DUTY (OPERATIONAL SCREENING). REF D IS MILPERSMAN ARTICLE ON SUITABILITY FOR OVERSEAS ASSIGNMENT SCREENING AND REPORTING. REF E IS THE DOD FINANCIAL MANAGEMENT REGULATIONS.GENTEXT/REMARKS/1. THIS NAVADMIN INTRODUCES THE SEA DUTY INCENTIVE PAY (SDIP) PILOT PROGRAM. SDIP IS A PILOT INCENTIVE PAY PROGRAM DESIGNED TO HARNESS THE TALENT, ENERGY, AND MOTIVATION OF OUR ALL-VOLUNTEER FORCE AND PROVIDE A MONETARY INCENTIVE TO SPECIFIC ENLISTED COMMUNITIES WITH AT-SEA MANNING CHALLENGES. SDIP IS AN INCENTIVE FOR CERTAIN SAILORS TO VOLUNTARILY REMAIN ON SEA DUTY PAST THEIR PRESCRIBED SEA TOUR (PST) OR CURTAIL THEIR CURRENT SHORE DUTY TO RETURN EARLY TO SEA DUTY. THE SDIP PILOT PROGRAM?S GOALS ARE TO IMPROVE ASSIGNMENT FLEXIBILITY AND BETTER SUPPORT THE EVOLVING SEA-CENTRIC NAVY. SDIP PILOT WILL CONSIST OF TWO INCENTIVES:SDIP-EXTENSION (SDIP-E) AND SDIP-CURTAILMENT (SDIP-C). UNDER SDIP, DETAILERS WILL UTILIZE EXISTING PERSONNEL, ASSIGNMENT, AND DISTRIBUTION POLICIES EXCEPT WHERE OTHERWISE STATED IN THIS NAVADMIN OR IN THE SDIP POLICY DECISION MEMORANDUM (PDM).2. ELIGIBILITY. THE SDIP PILOT PROGRAM IS LIMITED TO SELECTED ACTIVE COMPONENT PERSONNEL SERVING IN ENLISTED COMMUNITIES THAT ARE UNDER-MANNED AT SEA. RESERVE COMPONENT MEMBERS (INCLUDING FULL TIME SUPPORT) ARE NOT ELIGIBLE FOR SDIP. A. PERSONNEL IN THE FOLLOWING ACTIVE DUTY ENLISTED RATINGS, SKILLS AND PAY GRADES ARE ELIGIBLE FOR THIS PROGRAM: RATING/SKILL: PAY GRADE: MONTHLY RATE: AB (NOTE 1) E-9 (NOTE 2) ABE (NOTE 1) E-8 (NOTE 2) ABF (NOTE 1) E-8 (NOTE 2) ABH (NOTE 1) E-8 (NOTE 2) EN (NOTE 1) E-6 (NOTE 2) FC-AEGIS (NOTES 1 & 3) E-5 (NOTE 2)NOTE 1: SAILORS SERVING IN OR SELECTED FOR ADVANCEMENT (INCLUDING MEMBERS WHO ARE FROCKED) TO AN ELIGIBLE RATING/PAY GRADE ARE ELIGIBLE FOR SDIP. EXCEPTIONS TO THIS REQUIREMENT WITH RESPECT TO AN ASSIGNMENT


WITH FORWARD DEPLOYED NAVAL FORCES (FDNF) WILL BE CONSIDERED IN COORDINATION WITH COMMANDER, FLEET FORCES COMMAND (CFFC).NOTE 2: SDIP WILL BE PAID IN LUMP SUM BASED ON INITIAL MONTHLY RATES (FROM $500 TO $750 FOR EACH FULL MONTH EXTENDED OR CURTAILED); SPECIFIC SDIP RATES WILL BE PROMULGATED VIA THE WEBSITE LISTED IN PARAGRAPH 8.NOTE 3: LIMITED TO FC-AEGIS NECS: 1106, 1107, 1115, 1119, 1143, 1144, 1318, 1322, 1335, 1337. B. TO BE ELIGIBLE FOR SDIP, A SAILOR MUST: (1) (FOR SDIP-E) BE SERVING IN A PERMANENT DUTY ASSIGNMENT ON A SHIP, SUBMARINE, OR AVIATION SQUADRON HOME PORTED IN CONUS, HAWAII OR OVERSEAS. AVIATION SQUADRONS MUST BE DESIGNATED AS SEA DUTY FOR ROTATION PURPOSES (ASSIGNED SEA/SHORE TYPE DUTY CODE 2 OR 4). (2) (FOR SDIP-C) BE SERVING IN A PERMANENT SHORE DUTY ASSIGNMENT IN CONUS, HAWAII, ALASKA OR OVERSEAS. APPROVED MEMBERS WILL BE ASSIGNED TO ELIGIBLE SEA-DUTY BILLETS IN A SHIP OR SUBMARINE OR AT AN AVIATION SQUADRON. ASSIGNMENTS WILL BE TO THOSE AVIATION SQUADRONS DESIGNATED AS SEA DUTY FOR ROTATION PURPOSES (ASSIGNED SEA/SHORE TYPE DUTY CODE 2 OR 4). MEMBERS CURRENTLY RECEIVING AIP FOR THEIR SHORE DUTY ASSIGNMENT ARE NOT ELIGIBLE FOR SDIP-C. (3) NOT ALREADY BE IN RECEIPT OF PCS ORDERS. (4) INCUR SUFFICIENT OBLIGATED SERVICE PRIOR TO PAYMENT TO EXECUTE HIS/HER SDIP REQUEST. SEE PARAGRAPH 6C(2) FOR CONSIDERATIONS REGARDING SDIP AND SELECTIVE REENLISTMENT BONUS (SRB) ELIGIBILITY. (5) BE ELIGIBLE FOR OPERATIONAL DUTY (PER REFS C AND D) AND MEET ALL OTHER PERSONNEL AND ASSIGNMENT POLICY REQUIREMENTS NOT MODIFIED BY SDIP POLICY. (6) HAVE AN ENDORSEMENT BY THE COMMANDING OFFICER INCLUDED WITH THE SDIP APPLICATION.3. THE SDIP PILOT PROGRAM HAS TWO INCENTIVES (SDIP-E AND SDIP-C). A. SDIP-E ALLOWS SAILORS TO VOLUNTEER TO EXTEND THEIR SEA DUTY ASSIGNMENT ON A SHIP, SUBMARINE, OR AVIATION SQUADRON IN EXCHANGE FOR RECEIPT OF A LUMP SUM SDIP-E PAYMENT. TO RECEIVE SDIP-E, SAILORS MUST EXTEND THEIR AT-SEA TOUR FOR A MINIMUM OF SIX MONTHS BEYOND THEIR PST OR PRD (WHICHEVER IS LATER); THE MAXIMUM EXTENSION IS 24 MONTHS FOR A CONUS HOMEPORTED UNIT AND 36 MONTHS FOR AN OCONUS OR HAWAII BASED UNIT. VOLUNTEERS WILL RECEIVE A LUMP SUM PAYMENT BASED ON THE NUMBER OF MONTHS THEY EXTEND PAST THEIR ORIGINAL PST/PRD. B. SDIP-C ALLOWS SAILORS TO VOLUNTEER TO CURTAIL THEIR CURRENT SHORE DUTY ASSIGNMENT AND RETURN TO SEA DUTY IN EXCHANGE FOR AN SDIP-C PAYMENT. TO RECEIVE SDIP-C, SAILORS MUST RETURN TO SEA DUTY AT LEAST SIX MONTHS EARLIER THAN THEIR ORIGINAL SHORE DUTY PRD AND SERVE AT LEAST 12 MONTHS AT SEA. VOLUNTEERS WILL RECEIVE A LUMP SUM SDIP-C PAYMENT BASED ON THE NUMBER OF MONTHS THE MEMBER SHORTENS HIS OR HER SHORE TOUR. IN ACCORDANCE WITH REF A, CONSIDERATION OF THE SAILORS EXISTING MINIMUM ACTIVITY TOUR LENGTH REQUIREMENTS WILL BE MADE WHEN AUTHORIZING SDIP-C. SHORE DUTY COMMANDS WITH MEMBERS WHO ARE APPROVED TO CURTAIL THEIR SHORE DUTY AND RECEIVE SDIP-C SHOULD NOT EXPECT A REPLACEMENT UNTIL THE MEMBER?S ORIGINAL PRD (OR NINE MONTHS FROM


THE MEMBERS DETACHMENT MONTH) AND CONTACT RELIEF WILL NOT BE CONSIDERED AS A CONDITION FOR SDIP-C APPROVAL. TIMING OF A RELIEF IS CONDITIONED UPON MEMBERS APPLYING FOR SDIP-C AT LEAST 12 MONTHS BEFORE THEIR ORIGINAL PRD.4. APPLICATION PROCESS. SDIP APPLICATIONS MUST BE SUBMITTED TO THE RATING DETAILER AND WILL CONSIST OF A COMPLETED NAVPERS 1306/7. ELIGIBLE SAILORS DESIRING SDIP-E SHOULD APPLY AT LEAST ONE YEAR PRIOR TO THEIR CURRENT PRD. ELIGIBLE SAILORS WHO DESIRE SDIP-C NEED TO SUBMIT THEIR REQUEST TO CURTAIL THEIR SHORE DUTY ASSIGNMENT AT LEAST THREE MONTHS PRIOR TO THEIR DESIRED DETACHMENT DATE. SAILORS APPLYING FOR EITHER SDIP-E OR SDIP-C MUST REFERENCE THIS NAVADMIN AND ANNOTATE THE NUMBER OF MONTHS THEY ARE WILLING TO EXTEND THEIR PST/PRD (FOR SDIP-E) OR CURTAIL THEIR SHORE DUTY (FOR SDIP-C). WHEN USING THE ON-LINE NAVPERS 1306/07,ENSURE THAT SDIP IS SELECTED UNDER REASON FOR SUBMISSION.5. APPROVAL. COMNAVPERSCOM (PERS-40) IS HEREBY DELEGATED THE AUTHORITY TO APPROVE OR DISAPPROVE SDIP-E/SDIP-C REQUESTS. DETAILERS WILL USE EXISTING PERSONNEL, ASSIGNMENT, AND DISTRIBUTION POLICIES WHEN REVIEWING SDIP APPLICATIONS (EXCEPT WHERE OTHERWISE STATED IN THIS NAVADMIN OR IN THE SDIP PDM); DETAILERS WILL ALSO VERIFY ELIGIBILITY, MAKE RECOMMENDATIONS, AND SUBMIT SDIP REQUESTS TO COMNAVPERSCOM (PERS-40) FOR FINAL DECISION. IN MAKING APPROVAL DECISIONS, COMNAVPERSCOM (PERS-40) WILL CONSIDER WAIVERS OF EXISTING MINIMUM TOUR LENGTH REQUIREMENTS IN ACCORDANCE WITH REF A. THE RESPONSIBLE COMNAVPERSCOM (PERS-40) BRANCH WILL SEND APPROVAL/DISAPPROVAL NOTIFICATIONS TO THE SAILOR VIA NAVAL MESSAGE. IF APPROVED, SAILORS WILL SIGN AND DATE A PAGE 13 AGREEMENT FOR THEIR SDIP FOLLOWING THE GUIDANCE OUTLINED IN THE SDIP PDM. PAGE 13 AGREEMENTS SHALL BE COMPLETED WITHIN 30 DAYS OF RECEIVING THE SDIP APPROVAL MESSAGE. COMMANDS WILL FILE THE SIGNED ORIGINAL PAGE 13 IN THE MEMBER?S FIELD SERVICE JACKET AND SUBMIT A COPY TO COMNAVPERSCOM (PERS-40).6. PAYMENT. SDIP PAYMENTS WILL BE CALCULATED AND MADE IN A LUMP SUM. FOR EXAMPLE: A. (SDIP-E) A MEMBER WHO IS ELIGIBLE FOR $500 PER MONTH SDIP AND APPROVED FOR A 10-MONTH EXTENSION BEYOND HIS/HER ORIGINAL PST WOULD RECEIVE $5,000 ($500 X 10 MONTHS). PAYMENTS UNDER SDIP-E WILL NORMALLY BE MADE WITHIN TWO PAY PERIODS FOLLOWING THE START OF THE SDIP-E EXTENSION. B. (SDIP-C) A MEMBER WHO IS ELIGIBLE FOR $500 PER MONTH SDIP AND IS APPROVED FOR A 10-MONTH CURTAILMENT OF SHORE DUTY WOULD RECEIVE $5,000 ($500 X 10 MONTHS). PAYMENTS UNDER SDIP-C WILL NORMALLY BE MADE WITHIN TWO PAY PERIODS OF REPORTING TO THE NEW SEA DUTY COMMAND. C. ALL SDIP PAYMENTS WILL BE MADE ACCORDING TO THE FOLLOWING GUIDELINES: (1) SDIP WILL NOT BE PAID FOR PERIODS OF TERMINAL OR SEPARATION LEAVE. (2) A SAILOR ELIGIBLE FOR, AND MEETING THE REQUIREMENTS OF, THE SDIP PROGRAM MAY RECEIVE SDIP IN ADDITION TO OTHER INCENTIVES FOR WHICH THEY ARE ELIGIBLE (E.G., SRB, $2,000 OVERSEAS TOUR EXTENSION INCENTIVE PROGRAM (OTEIP) PAYMENT, CONSECUTIVE OVERSEAS TOUR (COT)


/IN-PLACE COT LEAVE TRAVEL, AIP, ETC.). NO COMBINATION OF SDIP AND AIP WILL EXCEED A RATE OF $3,000 PER MONTH OR $36,000 PER YEAR. SAILORS SHOULD BE AWARE THAT EXTENSIONS OF ENLISTMENT FOR SDIP MAY IMPACT SRB AWARD AMOUNT COMPUTATION; TO MAXIMIZE SDIP AND SRB ENTITLEMENTS, SAILORS MUST BE COUNSELED BY THEIR COMMAND CAREER COUNSELOR AND REFER TO THE CURRENT SRB NAVADMIN. (3) ELIGIBILITY FOR SDIP IS TERMINATED IF THE SAILOR RECEIVES AN SDIP APPROVAL MESSAGE AND REFUSES ORDERS TO AN SDIP ASSIGNMENT OR THE SAILOR?S ORDERS FOR THE SDIP ASSIGNMENT ARE SUBSEQUENTLY CANCELLED. (4) SDIP IS TAXABLE PAY; HOWEVER, IF THE SAILOR IS ASSIGNED TO A COMBAT ZONE TAX EXCLUSION AREA DURING THE MONTH THAT THE SDIP AGREEMENT IS SIGNED (AS OUTLINED IN THE SDIP PDM), THAT SAILOR MAY BE ELIGIBLE TO RECEIVE SDIP AS A NON-TAXABLE PAY IN ACCORDANCE WITH CHAPTER 44 OF REF E. (5) SDIP MAY BE CONTRIBUTED TO A SAILOR?S THRIFT SAVINGS PLAN (TSP).7. RECOUPMENT AND REPAYMENT. RECOUPMENT OF UNEARNED PORTIONS OF THE SDIP LUMP SUM PAYMENT WILL BE CONDUCTED AS FOLLOWS: A. SAILORS WHO FAIL TO COMPLETE THE FULL PERIOD OF ADDITIONAL SEA DUTY SERVICE AS REQUIRED BY THEIR SDIP AGREEMENT WILL BE REQUIRED TO REPAY THE PERCENTAGE OF THE BONUS REPRESENTING THE UNEXECUTED PORTION OF THEIR REQUIRED SERVICE. SITUATIONS REQUIRING RECOUPMENT INCLUDE, BUT ARE NOT LIMITED TO: (1) APPROVED REQUEST FOR VOLUNTARY RELEASE FROM THE WRITTEN AGREEMENT IF, DUE TO UNUSUAL CIRCUMSTANCES, IT IS DETERMINED BY COMNAVPERSCOM (PERS-40) SUCH RELEASE WOULD CLEARLY BE IN THE BEST INTERESTS OF BOTH THE NAVY AND THE SAILOR; (2) APPROVED VOLUNTARY REQUEST FOR RELIEF FROM AN SDIP ASSIGNMENT; (3) DISABILITY RESULTING FROM MISCONDUCT, WILLFUL NEGLECT, OR INCURRED DURING A PERIOD OF UNAUTHORIZED ABSENCE; (4) REMOVAL FROM THE SDIP ASSIGNMENT FOR CAUSE, INCLUDING MISCONDUCT; (5) SEPARATION FOR CAUSE, INCLUDING MISCONDUCT; (6) SEPARATION BY REASON OF WEIGHT CONTROL AND/OR PHYSICAL READINESS TEST FAILURE. B. IF A SAILOR BECOMES INELIGIBLE FOR SDIP FOR ANY OF THE REASONS BELOW, RECOUPMENT OF PAYMENTS ALREADY RECEIVED WILL NOT BE REQUIRED: (1) DISABILITY, INJURY, OR ILLNESS NOT THE RESULT OF MISCONDUCT OR WILLFUL NEGLECT, OR NOT INCURRED DURING A PERIOD OF UNAUTHORIZED ABSENCE. (2) SEPARATION FROM NAVAL SERVICE BY OPERATION OF LAWS OR REGULATIONS INDEPENDENT OF MISCONDUCT. (3) DEATH (SEE SUBPARAGRAPH C BELOW). (4) WHERE SECNAV DETERMINES REPAYMENT WOULD BE AGAINST EQUITY AND GOOD CONSCIENCE, OR CONTRARY TO THE BEST INTERESTS OF THE UNITED STATES. C. IN THE EVENT A SAILOR DIES BEFORE THE SDIP IS RECEIVED BY


THE SAILOR OR BEFORE THE SAILOR COMPLETES THE SEA DUTY ASSIGNMENT/EXTENSION FOR WHICH SDIP IS PAYABLE (AND DEATH IS NOT CAUSED BY THE MEMBER?S MISCONDUCT), THE UNPAID/ UNEARNED BALANCE OF THE SDIP SHALL BE PAYABLE IN THE SETTLEMENT OF THE DECEASED MEMBER?S FINAL MILITARY PAY ACCOUNT (UNPAID SDIP SHALL BE PAYABLE IN A LUMP SUM). IF DEATH IS DETERMINED TO BE THE RESULT OF THE MEMBER?S OWN MISCONDUCT, TERMINATION OF ANY FUTURE PAYMENT AND PRORATION OR RECOUPMENT OF THE SDIP, AS APPLICABLE, WILL BE MADE IN ACCORDANCE WITH PROCEDURES ESTABLISHED FOR MEMBERS UNABLE TO COMPLETE A CONTRACTED PERIOD OF SERVICE IS VOLUNTARY OR THE RESULT OF MISCONDUCT.8. MORE INFORMATION REGARDING THE SDIP PROGRAM, INCLUDING THE SDIP PDM AND PROGRAM UPDATES ARE AVAILABLE VIA THE NAVY PERSONNEL COMMAND WEBSITE AT: http://www.npc.navy.mil/CareerInfo/PayAndBenefits/Sea+Duty+Incentive+Pay+(SDIP)+Program.htm THE SDIP PDM CONTAINS ADDITIONAL DETAILS SUCH AS PAYMENT, BUSINESS RULES, AND EXAMPLES OF REQUIRED PAGE 13 ENTRIES.9. POINTS OF CONTACT:- COMNAVPERSCOM (PERS-401) (PROGRAM EXECUTION) AT (901) 874-3569/ DSN 882 OR EMAIL AT [email protected] DCNO (N130D1) (PROGRAM POLICY MANAGER) AT (703) 695-3128/DSN 225 OR EMAIL AT [email protected]. RELEASED BY VADM J. C. HARVEY, JR., N1.// BT#1582

NNNN

R XXXXXXZ JUL 12

FM CNO WASHINGTON DC//N1//

TO NAVADMIN

INFO CNO WASHINGTON DC//N1//

UNCLAS//N01306//

NAVADMIN XXX/12

MSGID/GENADMIN/CNO WASHINGTON DC/N1/JUL//

SUBJ/CHANGES IN ENLISTED DISTRIBUTION TO IMPROVE SEA DUTY MANNING//

RMKS/1. THIS NAVADMIN ANNOUNCES NEW INITIATIVES TO IMPROVE SEA DUTY MANNING

ON OUR DEPLOYING UNITS. IN THE DYNAMIC GLOBAL ENVIRONMENT, ONE CONSTANT IS

THE CONSISTENT DEMANDS ON OUR SEA-GOING FORCES TO PROVIDE CAPABILITY AROUND

THE WORLD. TO PROVIDE THIS CRITICAL CAPABILITY, OUR TOP PRIORITY IS TO

ADEQUATELY MAN AND TRAIN DEPLOYED UNITS TO MEET ALL MISSION REQUIREMENTS.

OVER THE PAST SIX MONTHS, WE INTRODUCED SEVERAL VOLUNTARY AND STRUCTURAL

MEASURES TO IMPROVE AT-SEA MANNING: VOLUNTARY SEA DUTY PROGRAM (VSDP),

EXPANDED SEA DUTY INCENTIVE PAY (SDIP), SEA SHORE FLOW UPDATES, ADDITIONAL

SEA DUTY BILLETS IN FUTURE YEARS, AND INCREASED ACCESSIONS. WHILE THESE

ACTIONS GAIN TRACTION, ADDITIONAL MEASURES ARE NECESSARY TO REDUCE GAPS IN

CRITICAL SKILLS AND SUPERVISORY MANNING ON UNITS ABOUT TO DEPLOY. OVER THE

COURSE OF THE NEXT FEW MONTHS, WE WILL IMPLEMENT CHANGES TO EXISTING

DISTRIBUTION POLICIES, PROCEDURES, AND SYSTEMS TO SPECIFICALLY ADDRESS GAPS

WHICH ARE CURRENTLY FILLED ON SHORT NOTICE WITH SAILORS DIVERTED OR CROSS-

DECKED FROM OTHER UNITS. FORTHCOMING EFFORTS INCLUDE CHANGES TO THE CAREER

MANAGEMENT SYSTEM INTERACTIVE DETAILING (CMS/ID) PROCESS AS OUTLINED IN THIS

MESSAGE, REVISIONS TO DETAILING BUSINESS RULES FOR SAILORS WITH CRITICAL

SKILLS IN HIGH DEMAND TO RETURN TO SEA EARLY FROM SHORE DUTY, AND AN UPDATE

TO THE VSDP. THESE ADDITIONAL INITIATIVES WILL BE PROMULGATED VIA SEPARATE

NAVADMINS.

2. THIS NAVADMIN SPECIFICALLY ADDRESSES CHANGES TO THE CAREER MANAGEMENT

SYSTEM INTERACTIVE DETAILING (CMS/ID) PROCESS. BASED ON FLEET FEEDBACK

REGARDING MANNING DEFICIENCIES AND FIT/FILL, THE ORDER NEGOTIATION PROCESS

USING CMS/ID HAS CHANGED TO PROVIDE GREATER PREDICTABILITY IN FUTURE MANNING

AND REDUCE SHORT NOTICE MANNING ACTIONS INCLUDING CROSSDECKS AND DIVERTS.

A. CMS/ID PRESENTLY USES A COMBINATION OF RED AND GREEN ZONE

REQUISITIONS TO ADVERTISE AVAILABLE BILLETS. THE RED ZONE REFLECTS THE

HIGHEST PRIORITY FLEET BILLETS WHICH ARE FILLED EACH MONTH. GREEN ZONE

REQUISITIONS ARE NOT REQUIRED TO BE FILLED EACH MONTH LEADING TO

UNPREDICTABILITY IN FUTURE MANNING AND, IN SOME CASES, CAUSING SHORT NOTICE

MANNING ACTIONS. BEGINNING WITH THE AUGUST 2012 CMS/ID CYCLE, A SINGLE SET

OF SEA AND SHORE BILLETS, AS ESTABLISHED BY MANNING CONTROL AUTHORITIES, WILL

BE ADVERTISED AND FILLED EACH CYCLE.

B. SAILORS ENTERING INTO THEIR CMS/ID NEGOTIATION WINDOW RETAIN THE

ABILITY TO APPLY FOR JOBS FROM THE CURRENT SLATE OF BILLETS ADVERTISED IN

THEIR RATING/PAYGRADE.

C. SAILORS SHOULD SUBMIT FIVE APPLICATIONS FOR ADVERTISED JOBS TO ENSURE

THEIR DESIRES ARE TAKEN INTO ACCOUNT. FAILURE TO PROVIDE AN INPUT MAY RESULT

IN ASSIGNMENT OF A SAILOR TO A JOB WITHOUT THE SAILOR’S DESIRES CONSIDERED.

SAILORS SHOULD PROVIDE INPUT EACH MONTH DURING THE NEGOTIATION PROCESS ON

CMS/ID OR VIA E-MAIL/PHONE TO THEIR DETAILER. INPUT VIA THE COMMAND CAREER

COUNSELOR ON THE SAILOR’S BEHALF IS ALSO ACCEPTABLE.

D. SINCE ALL BILLETS ADVERTISED ON CMS/ID WILL BE FILLED EACH MONTH,

DETAILERS MAY BE REQUIRED TO SELECT A SAILOR WHO HAS NOT APPLIED FOR THE

ASSIGNMENT OR IS EARLY IN THEIR NEGOTIATION WINDOW. DETAILERS WILL ATTEMPT

TO FILL ALL BILLETS USING A SAILOR'S DESIRED SELECTIONS FIRST, HOWEVER, FLEET

READINESS REQUIREMENTS WILL ULTIMATELY BE THE GUIDING FACTOR IN THE SAILOR'S

ASSIGNMENT. SAILORS NEARING THE END OF THEIR NEGOTIATION WINDOW WILL

GENERALLY BE CHOSEN TO FILL ASSIGNMENTS THEY DID NOT APPLY FOR OVER SAILORS

WHO ARE AT THE START OF THEIR NEGOTIATION WINDOW.

3. THE KEYS TO SUCCESS REGARDING THESE CHANGES ARE COMMAND LEADERSHIP

INVOLVEMENT INCLUDING PROACTIVE COMMUNICATION OF THESE CHANGES, AGGRESSIVE

AND THOROUGH CAREER REVIEW BOARDS AND COMMAND MANAGEMENT OF ENLISTED

DISTRIBUTION VERIFICATION REPORTS. SUPPLEMENTAL GUIDANCE AND PROGRAM DETAILS

WILL BE PROVIDED VIA ADDITIONAL NAVADMINS, UPDATED MILPERSMAN ARTICLES AND

THE CMS/ID WEBSITE, AS APPLICABLE. QUESTIONS CONCERNING THIS NAVADMIN SHOULD

BE REFERRED TO THE NPC CUSTOMER SERVICE CENTER AT 1-(866)-U-ASK-NPC OR (866)

827-5672 OR VIA E-MAIL AT CSCMAILBOX(AT)NAVY.MIL.

4. RELEASED BY VICE ADMIRAL S. R. VAN BUSKIRK, N1.//

R XXXXXXZ JUL 12


TO NAVADMIN


UNCLAS//N04631//

NAVADMIN XXX/12

MSGID/GENADMIN/CNO WASHINGTON DC/N1//

SUBJ/CHIEF PETTY OFFICER EARLY RETURN TO SEA//

REF A/MSG/CNO WASHINGTON DC/XXXXXXXXXX12//#1

REF B/MSG/CNO WASHINGTON DC/XXXXXXXXXX12//#2

REF C/MSG/CNO WASHINGTON DC/311552ZJAN12//

REF D/MSG/CNO WASHINGTON DC/061653ZJUL12//

REF E/MSG/CNO WASHINGTON DC/XXXXXXXXXX12//#3

REF F/MSG/CNO WASHINGTON DC/091001ZSEP97//

NARR/REF A IS NAVADMIN XXX/12, CHANGES IN ENLISTED DISTRIBUTION TO IMPROVE

SEA DUTY MANNING. REF B IS NAVADMIN XXX/12, LIMITED DIRECTED DETAILING FOR

ENLISTED SAILORS. REF C IS NAVADMIN 043/12, VOLUNTARY SEA DUTY PROGRAM. REF

D IS NAVADMIN 205/12, VOLUNTARY SEA DUTY PROGRAM UPDATE. REF E IS NAVADMIN

XXX/12, VOLUNTARY SEA DUTY PROGRAM UPDATE TWO. REF F IS NAVADMIN 221/97,

CHIEF PETTY OFFICER TO SEA POLICY.//

RMKS/1. THIS NAVADMIN, IN CONJUNCTION WITH REF A AND EFFORTS TO ADDRESS

CRITICAL SENIOR ENLISTED LEADERSHIP MANNING ISSUES IN OUR DEPLOYING FORCES,

ANNOUNCES THE CHIEF PETTY OFFICER (CPO) EARLY RETURN TO SEA DUTY PROGRAM

WHICH PUTS NEW DETAILING BUSINESS RULES IN PLACE REGARDING SENIOR ENLISTED

LEADERS (E7-E9). THIS PROGRAM, WHICH WAS DESIGNED IN COOPERATION WITH U.S.

FLEET FORCES COMMAND AND THE MASTER CHIEF PETTY OFFICER OF THE NAVY TO ENSURE

HIGH PRIORITY SENIOR ENLISTED LEADERSHIP POSITIONS AT SEA ARE SUFFICIENTLY

MANNED, WILL ENABLE THE EARLY REASSIGNMENT TO SEA OF CPOS ON SHORE DUTY

POSSESSING CRITICAL SKILLS REQUIRED BY OUR DEPLOYING UNITS. THIS PROGRAM IS

DIFFERENT FROM THE LIMITED DIRECTED DETAILING PROGRAM ANNOUNCED IN REF B

WHICH IS FOCUSED ON FILLING NEAR TERM MANNING GAPS. THE CPO EARLY RETURN TO

SEA PROGRAM IS FOCUSED ON THE LONG TERM AND IS INTENDED TO REMAIN IN PLACE AS

A MEANS OF MAINTAINING THE REQUIRED LEVEL OF CRITICAL SENIOR ENLISTED

LEADERSHIP AT SEA.

2. SENIOR ENLISTED DETAILING BUSINESS RULES/GENERAL GUIDELINES FOR CPO EARLY

RETURN TO SEA VIA CURTAILMENT OF SHORE DUTY ARE AS FOLLOWS:

A. APPLIES TO SENIOR ENLISTED LEADERS (E7-E9) SAILORS IN ALL RATINGS.

B. TO MINIMIZE THE NUMBER OF CPOS IMPACTED BY EARLY CURTAILMENT OF SHORE

DUTY, DETAILERS WILL FILL AS MANY HIGH PRIORITY E7-E9 SEA DUTY BILLETS AS

POSSIBLE BY FULLY UTILIZING THE AUTHORIZED TRANSFER WINDOW. CURRENT POLICY

ALLOWS DETAILERS TO TRANSFER SAILORS UP TO THREE MONTHS PRIOR TO, OR FOUR

MONTHS BEYOND, PROJECTED ROTATION DATE (PRD). INVOLUNTARY CURTAILMENT OF

SHORE DUTY WILL ONLY BE USED WHEN THERE ARE NO AVAILABLE CPOS IN THE PRD

WINDOW AND THERE ARE NO EXCESS PERSONNEL ON SEA DUTY WITHIN THE GEOGRAPHIC

AREA WHO CAN BE REASSIGNED. EXCEPT TO MEET THE MOST CRITICAL OPERATIONAL

REQUIREMENTS, ONLY SAILORS WHO HAVE COMPLETED AT LEAST 24 MONTHS OF SHORE

DUTY AT THE TIME OF TRANSFER WILL BE CONSIDERED FOR EARLY RETURN TO SEA.

C. CANDIDATES WILL BE SELECTED BASED ON VARIOUS FACTORS, WHICH INCLUDE:

LENGTH OF TIME ON SHORE, RECENT ADVANCEMENT, FLEET EXPERIENCE, NEC/SKILLS

HELD, TYPE OF PREVIOUS SEA DUTY, AND REMAINING OBLISERV. IMPACT ON THE SHORE

DUTY COMMAND’S MISSION WILL ALSO BE EVALUATED. E8/9 SAILORS MAY BE CHOSEN TO

FILL VACANT E7/8/9 BILLETS AND E7 SAILORS MAY BE CHOSEN TO FILL VACANT E8

BILLETS.

D. IF EXTENUATING CIRCUMSTANCES OR MISSION REQUIREMENTS PRECLUDE AN

ELIGIBLE CPO FROM EXECUTING THE SEA DUTY ASSIGNMENT, THOSE CIRCUMSTANCES MUST

BE SUBMITTED TO PERS-40 IN WRITING, WITH COMMAND ENDORSEMENT, WITHIN 30 DAYS

OF BEING IDENTIFIED AS A REPLACEMENT UNDER THIS POLICY. PERS-4 IS THE FLAG

REVIEW AUTHORITY FOR SUCH CASES.

E. REQUESTS TO TRANSFER TO THE FLEET RESERVE, SUBMITTED SUBSEQUENT TO

SELECTION FOR EARLY RETURN TO SEA BY CPOS WITH MORE THAN ONE YEAR OF CONTRACT

TIME REMAINING, MAY BE DISAPPROVED.

F. HIGH YEAR TENURE (HYT) WAIVER REQUESTS FOR CPOS CHOSEN FOR EARLY

RETURN TO SEA WILL RECEIVE FAVORABLE CONSIDERATION.

G. CPOS WITH A NUCLEAR NEC (33XX) WILL CONTINUE TO BE DETAILED PER NAVAL

NUCLEAR PROPULSION PROGRAM PRIORITIES.

3. TO ENCOURAGE CPOS TO VOLUNTARILY RETURN TO SEA DUTY, THE FOLLOWING

INCENTIVES ARE CURRENTLY OFFERED VIA THE VOLUNTARY SEA DUTY PROGRAM AS

OUTLINED IN REFS C, D AND E.

A. GEOGRAPHIC CHOICE OR STABILITY;

B. HYT WAIVER CONSIDERATION; AND

C. SEA DUTY INCENTIVE PAY FOR ELIGIBLE RATINGS.

4. REF F, NAVADMIN 221/97, CHIEF PETTY OFFICER TO SEA POLICY, IS HEREBY

CANCELLED.

5. FOR THE NAVY TO CONTINUE MEETING WORLD-WIDE OPERATIONAL COMMITMENTS, WE

MUST MAINTAIN AT-SEA MANNING READINESS. THESE CHANGES WILL HELP US ENSURE

CRITICAL SENIOR ENLISTED LEADERSHIP IS WHERE WE NEED IT MOST.


R XXXXXXZ JUL 12


TO NAVADMIN


UNCLAS//N01306//

NAVADMIN XXX/12


SUBJ/LIMITED DIRECTED DETAILING FOR ENLISTED SAILORS//

REF A/MSG/CNO WASHINGTON DC/XXXXXXXXXX12// #1

AMPN/ REF A IS NAVADMIN XXX/12, CHANGES IN ENLISTED DISTRIBUTION TO IMPROVE

SEA DUTY MANNING.//


SHORT-TERM MANNING ISSUES IN OUR DEPLOYING FORCES, ANNOUNCES THE LIMITED

DIRECTED DETAILING PROGRAM WHICH WILL ALLOW THE REASSIGNMENT OF SAILORS ON

SHORE DUTY WHO HAVE CRITICAL SKILLS REQUIRED BY OUR IMMINENT DEPLOYERS TO SEA

DUTY. THIS ACTION IS EXPECTED TO IMPACT BETWEEN 200 AND 400 SAILORS NAVY

WIDE.

2. SAILORS WHO HAVE COMPLETED A MINIMUM OF 24 MONTHS ON SHORE DUTY AT THE

TIME OF ORDER EXECUTION MAY BE CONTACTED BY THEIR DETAILER AND DIRECTED TO A

SEA DUTY ASSIGNMENT PRIOR TO THEIR PROJECTED ROTATION DATE (PRD). DIRECT

DETAILED SAILORS WILL BE FINANCIALLY COMPENSATED IN A LUMP SUM, CALCULATED

ACCORDING TO MONTHS OF SHORE DUTY CURTAILED.

3. LIMITED DIRECTED DETAILING WILL BE ACCOMPLISHED AS FOLLOWS:

A. TO MINIMIZE THE NUMBER OF DIRECT DETAILED SAILORS, DETAILERS WILL

FILL AS MANY OF THE CRITICAL JOBS AS POSSIBLE BY FULLY UTILIZING THE

AUTHORIZED TRANSFER WINDOW THAT INCLUDES MOVING SAILORS THREE MONTHS PRIOR

TO, OR FOUR MONTHS BEYOND, THEIR PRD MONTH. THIS IS THE NORMAL AUTHORIZED

DETAILING WINDOW, IT IS NOT CONSIDERED DIRECTED DETAILING AND WILL NOT RESULT

IN ADDITIONAL FINANCIAL COMPENSATION.

B. DETAILERS WILL COMPILE A LIST OF SHORE DUTY SAILORS BASED ON SHORE

DUTY COMMENCEMENT DATE, SAILORS THAT HAVE BEEN ON SHORE DUTY THE LONGEST WILL

GENERALLY BE UTILIZED FIRST AND GEOGRAPHIC STABILITY WILL BE MAINTAINED

WHENEVER POSSIBLE. SAILORS THAT ALREADY POSSESS A REQUIRED NEC WILL BE

CHOSEN UNLESS TRAINING IS AVAILABLE AND CAN BE COMPLETED PRIOR TO THE

REQUIRED REPORTING DATE.

C. NO SHORE COMMANDS OR SPECIFIC JOBS ARE EXEMPT FROM LIMITED DIRECTED

DETAILING. HOWEVER, SAILORS CURRENTLY FILLING THE FOLLOWING BILLETS OR AT

THE FOLLOWING COMMANDS WILL ONLY BE CONSIDERED AFTER ALL OTHERS: RECRUIT

DIVISION COMMANDER; ATTACHÉ, RECRUITERS AND INSTRUCTORS, CAMP DAVID, STATE

DEPARTMENT, SPECWAR AND SPECOPS SHORE COMMANDS, AND AFLOAT TRAINING GROUPS.

SAILORS WITH A NUCLEAR NEC (33XX) WILL CONTINUE TO BE DETAILED PER NAVAL

NUCLEAR PROPULSION PROGRAM PRIORITIES.

D. ONCE A SAILOR IS IDENTIFIED TO FILL A CRITICAL JOB THAT REQUIRES

SHORE DUTY CURTAILMENT, BOTH THE LOSING COMMAND AND THE SAILOR WILL BE

CONTACTED BY PERS-40. PERS-4 WILL BE THE FLAG REVIEW AUTHORITY FOR ANY

COMMAND REQUESTING FLAG REVIEW.

E. HIGH YEAR TENURE (HYT) WAIVERS FOR PURPOSES OF COMPLETING DEPLOYMENTS

WILL BE APPROVED AND PRD WILL BE SET TO THE PRESCRIBED SEA TOUR (PST) BASED

ON THE SAILOR’S SEA SHORE FLOW REQUIREMENT.

F. UPON RECEIPT OF ORDERS, FINANCIAL COMPENSATION WILL BE PAID IN THE

FORM OF A LUMP SUM PAYMENT. SAILORS WHO ARE UNABLE TO EXECUTE THEIR ORDERS

WILL HAVE THEIR FINANCIAL COMPENSATION RECOUPED.

4. DECISIONS AFFECTING THE CAREERS AND LIVES OF OUR SAILORS AND THEIR

FAMILIES ARE NOT TAKEN LIGHTLY. OUR AIM IS TO CAUSE THE LEAST AMOUNT OF

DISRUPTION TO THE CAREERS OF OUR SAILORS AND THEIR FAMILIES, WHILE SUSTAINING

FLEET MANNING AND ENSURING OUR NAVY REMAINS MISSION READY ACROSS THE BROAD

SPECTRUM OF MARITIME OPERATIONS. LIMITED DIRECTED DETAILING IS MEANT TO BE

AN INTERIM POLICY TO IMPROVE FLEET MANNING AND READINESS BY FILLING THE

CRITICAL GAPS WE ARE EXPERIENCING AT SEA WITH THE RIGHT SAILORS. WE WILL

CONTINUE TO EVALUATE THIS POLICY, ADJUST AS NECESSARY, AND REFINE LONGER TERM

SOLUTIONS THAT WILL HELP PROPERLY MAN THE NAVY AT SEA AND ON SHORE.


Improving Sea Duty Manning Storyboard

The Navy is built on three tenets: Warfighting First, Operate Forward and Be Ready.

o These three tenets rely upon the Navy having people in warfighting billets.

We have worked to stabilize the size of the Force over the past few years, while at the

same time we have strived to ensure the right paygrade mix of Sailors in each individual

rating. Currently we are short more than ten thousand Sailors at sea; the vast majority of

these gaps are in our undermanned ratings. We conducted the Enlisted Retention Board

which helped our Force balance, but nearly one third of our enlisted ratings remain

undermanned due to perennial retention challenges. Combined with our normal numbers

of Sailors on limited duty, operational deferment, in training and transit, we have critical

gaps at sea that need to be immediately addressed.

o The gapped billets at sea that affect our operational readiness the most require our

most senior Sailors – E5 and above with critical skills in our undermanned ratings.

You hear this most often referred to as “Senior FIT.”

o As our Navy is in ever-increasing demand around the world, filling these gap billets

at sea has become more critical. Although we have significantly improved our

balance, we must distribute the available Sailors to our top-priority billets at sea.

o We have always been focused on manning in our operational forces. Adjustments to

Sea Shore Flow took place over a year ago. Over the past six months, we introduced

several voluntary and structural measures to improve at-sea manning: Voluntary Sea

Duty Program (VSDP), expanded Sea Duty Incentive Pay (SDIP), additional sea

duty billets in future years, and increased accessions. While these actions gain

traction, additional measures are necessary to reduce gaps in critical skills and

supervisory manning on units about to deploy.

To address our sea duty manning challenges, the Navy is using:

o Career Management System Interactive Detailing or CMS/ID – we are going to fill

the warfighting billets first to improve manning in pivotal fleet prioritized billets

(which will be advertised and filled in each cycle).

o Limited Directed Detailing – 200 to 400 senior Sailors possessing critical skills will

be directed to cut short their shore duty to fill critical gapped sea billets. There is not

list of specific ratings that will be drawn from because the gaps are different for each

ship. In most ratings, this action will only impact a few Sailors.

o Chief Petty Officer (CPO) Early Return to Sea program – Some CPOs may be

returned to sea duty early. The Chief’s Mess is the backbone of our sea-going Force,

their operational know-how, technical expertise and leadership are critical to mission

success. Although we strive to balance sea and shore duty over a career, there is too

much risk to operational fleet readiness to gap a senior enlisted billet at sea.

o The Voluntary Sea Duty Program that was launched in January is being extended and

expanded – Sailors who choose to volunteer for this program have more control over

their career. VSDP applicants receive special handling by the detailers to match their

desires with an available billet. Also, as an added incentive focused on senior enlisted

leaders, High Year Tenure (HYT) waivers will be considered for VSDP applicants.

o Sea Duty Incentive Pay (SDIP)—eligible skill/paygrade combinations will be

expanded.

If you are a Sailor, you should:

o Consider volunteering to extend on sea duty, accept back-to-back sea duty orders, or

return to sea duty early via VSDP. There are personal and professional benefits to be

gained including SDIP for eligible ratings, choice of duty location, PTS deferment,

and even CPO HYT waiver consideration. Professionally, volunteering may offer

additional training opportunities, and sustained superior performance at sea is the

hallmark for top evaluations and advancement opportunities.

o Be proactive; get into CMS/ID and apply for the maximum number of jobs possible

so that the detailers know your preferences; Sailors further in the negotiation window

are more likely to be assigned a billet they haven’t requested.

Our leadership – Command Triad, Chief’s Mess, and Division Officers need to encourage

their Sailors to be proactive in communicating job preferences.

R XXXXXXZ JUL 12


TO NAVADMIN


UNCLAS//N04631//

NAVADMIN XXX/12


SUBJ/VOLUNTARY SEA DUTY PROGRAM UPDATE TWO//

REF/A/MSG/CNO WASHINGTON DC/XXXXXXXXXX12//#1

REF/B/MSG/CNO WASHINGTON DC/311552ZJAN12//

REF/C/MSG/CNO WASHINGTON DC/061653ZJUL12//

NARR/REF A IS NAVADMIN XXX/12, CHANGES IN ENLISTED DISTRIBUTION TO IMPROVE

SEA DUTY MANNING. REF B IS NAVADMIN 043/12, VOLUNTARY SEA DUTY PROGRAM. REF

C IS NAVADMIN 205/12, VOLUNTARY SEA DUTY PROGRAM UPDATE.//


CRITICAL MANNING ISSUES IN OUR DEPLOYING FORCES, EXTENDS THE VOLUNTARY SEA

DUTY PROGRAM (VSDP) OF REFS B AND C TO 30 SEPTEMBER 2013. ADDITIONALLY, TO

FURTHER ADDRESS SENIOR ENLISTED LEADERSHIP MANNING ISSUES IN OUR DEPLOYING

FORCES, HIGH YEAR TENURE (HYT) WAIVERS FOR SENIOR ENLISTED SAILORS (E7-E9)

WILL NOW BE CONSIDERED IN CONJUNCTION WITH VSDP REQUESTS.

2. IN ORDER TO OPEN THE VOLUNTARY SEA DUTY PROGRAM INCENTIVE TO ADDITIONAL

SENIOR ENLISTED LEADERS AND TO REDUCE THE DEMAND PLACED ON THE CHIEF PETTY

OFFICER EARLY RETURN TO SEA PROGRAM, THE FOLLOWING ADDITIONAL VSDP INCENTIVE

IS OFFERED:

A. HYT WAIVERS (E7-E9): DEPENDING ON RATING, SEA DUTY MANNING AND THE

IMPACT TO FUTURE ADVANCEMENTS, HYT WAIVERS WILL BE CONSIDERED ON A CASE-BY-

CASE BASIS FOR SENIOR ENLISTED SAILORS VOLUNTEERING TO CURTAIL SHORE DUTY AND

RETURN TO SEA, EXTEND AT-SEA, OR ACCEPT BACK-TO-BACK SEA DUTY ORDERS. LENGTH

OF HYT WAIVERS MUST MEET RETAINABILITY REQUIREMENTS FOR THE MINIMUM AMOUNT OF

ACTIVE SERVICE OBLISERV A MEMBER MUST HAVE UPON ARRIVAL AT A NEW DUTY STATION

AFTER A PCS TRANSFER, BOTH IN CONUS AND OCONUS.

B. ONCE SAILORS NEGOTIATE AND ACCEPT ORDERS OR EXTEND AT SEA, SUBSEQUENT

REQUESTS TO TRANSFER TO THE FLEET RESERVE BEFORE THE HYT WAIVER EXPIRES WILL

BE DISAPPROVED.

C. SENIOR ENLISTED LEADERS ARE REMINDED THAT CHOICE OF GEOGRAPHIC

LOCATION IS AN ADDITIONAL INCENTIVE OFFERED BY VSDP AS OUTLINED IN REFS A AND

B. ADDITIONALLY, IF ELIGIBLE, SEA DUTY INCENTIVE PAY (SDIP) CAN BE COLLECTED

IN CONJUNCTION WITH VSDP.

3. VSDP REQUESTS WILL NOT BE APPROVED FOR SAILORS HOLDING A NUCLEAR NEC

(33XX).

4. FOR THE NAVY TO CONTINUE MEETING WORLD-WIDE OPERATIONAL COMMITMENTS, WE

MUST MAINTAIN AT-SEA MANNING READINESS. THESE CHANGES WILL HELP US ENSURE

CRITICAL SENIOR ENLISTED LEADERSHIP IS WHERE WE NEED IT MOST.


SDIP ELIGIBILITY CHART

Approved: 2 July 2012 Rating/Skill Pay Grade Monthly SDIP Rate

Aviation Boatswain’s Mate- Equipment (ABE) E-7 $700 Aviation Boatswain’s Mate- Fuels (ABF) E-7/8 $700 Aviation Machinist Mate (AD) E-7/8 $700 E-6 $600 Aviation Ordnanceman (AO) E-8 $750 Aviation Structural Mechanics (AM) E-5/6 $500 E-7/8 $1000 Aviation Structural Mechanics- Equipment (AME) E-5/6 $500 E-7 $1000 Aviation Electronics Technician (AT) E-7/8 $700 E-5 $500 Aviation Maintenance Administrationman (AZ) E-7 $700 E-6 $600 E-5 $500 Boatswain Mate (BM) E-7/8 $700 E-5 $500 Culinary Specialist (SS) E-7 $700 Damage Controlman (DC) E-5 $500 E-6 $600 Engineering Duty Master Chief (EDMC) (NEC 3302) E-8/9 $750 Engineering Laboratory Technician (ELT) (SS) E-5/6 $500 (NEC 3356/3366) Engineman (EN) E-7 $700 (NEC 4314) Electronics Technician (ET) (SS) (RCN 1002) E-7/8 $700

(SS) (14NV) E-9 $750 (SS) (14NV) E-6 $500 (SS) (1001/1002) E-5/6 $500

Fire Controlman (FC) (NEC 1332) E-7/8/9 $500 Fire Controlman (FC) (AEGIS) (NEC 1107, 1111, 1113, 1114, 1119, 1143, E-5 $750 1144, 1148, 1318, 1322, 1335, 1337, 1339) (NEC 1341, 1342, 1343, 1344, 1345, 1351, E-6 $500 1352, 1355, 1361, 1362, 1365, 1371, 1372, 1375, 1381, 1382, 1385, 1391, 1392)

mmmmm (NEC 1104) E-8/9 $500

Gas Turbine Systems Technician (Electrical) (GSE) E-7 $500 E-6 $600 Gas Turbine Systems Technician (Mechanical) (GSM) E-7 $500 Gas Turbine Systems Technician (GS) E-8 $750 Gunner’s Mate (GM) (NEC 0814) E-7 $700 (NEC 0814) E-6 $600 Hospitalman (HM) (IDC) (NEC 8402, 8403*, 8494*) E-5/6/7/8/9 $750 (NEC 8425*) E-5/6/7/8/9 $500 Interior Communications (IC) E-6 $600 Logistic Support (LS) E-8 $700 E-5 $500 Logistic Support (LS) (SS) E-7 $700 Machinery Repairman (MR) E-5 $500 E-6 $600 Missile Technician (MT) E-8 $500 Operations Specialist (OS) (NEC 0318/0324) E-5/6 $500 (NEC 0319) E-6/7 $750 (NEC 0327) E-5 $500 Personnel Specialist (PS) E-8/9 $700

E-7 $700 E-6 $600 E-5 $500

Quarter Master (QM) E-6 $600 E-7 $700 Sonar Technician (STG) (NEC 0527) E-5/6/7/8/9 $750 (NEC 0466) E-5/6 $700

NOTE: Prescribed Sea Tour (PST) must be completed to be eligible. * Qualifying Operational Assignments Only

Manning at sea sdip vsdp_files

Career

Transcript of Manning at sea sdip vsdp_files