PERS-42 DRUMBEAT (Reference)Last Update: November 2014

ContentsSubmarine Division Officer (DO)................................................................................................................................................. 3

Officer Staff Pick-ups at Prototype................................................................................................................................................................. 3

Post DO Shore Assignment................................................................................................................................................................................ 3

Submarine Department Head (DH)............................................................................................................................................ 6

Submarine DH Screening Frequently Asked Questions........................................................................................................................6

Department Head Inventory and Detailing................................................................................................................................................9

Department Head School Timing and SOAC Slating............................................................................................................................10

Post-Department Head Detailing................................................................................................................................................................. 11

Submarine Executive Officer (XO)............................................................................................................................................ 12

Submarine CDR and Post-XO Detailing................................................................................................................................... 13

Submarine Commanding Officer (CO)..................................................................................................................................... 15

Submarine Post Command/Major Command....................................................................................................................... 16

Wardroom/CPO Planning Conferences (WPCs).................................................................................................................. 17

Additional Qualification Designators (AQDs)...................................................................................................................... 20

Nuclear AQDs........................................................................................................................................................................................................ 20

Adjudication of Medical Issues.................................................................................................................................................. 20

Tour Length, and Relief Policies............................................................................................................................................... 21

Detailing Window Guidelines and Rules................................................................................................................................ 22

PRD Extensions Ashore.................................................................................................................................................................................... 23

Internal Shifting of Personnel.................................................................................................................................................... 23

Lateral Transfer Boards.............................................................................................................................................................. 24

Board Information......................................................................................................................................................................... 24

LCDR (Line) Selection Board Discussion Points.................................................................................................................. 25

Record Update and Maintenance.............................................................................................................................................. 29

Record Maintenance Resources....................................................................................................................................................................29

Officer Data Card & Officer Summary Report Updates/Corrections............................................................................................29

Fitness Reports.................................................................................................................................................................................................... 30

Officer Photographs........................................................................................................................................................................................... 30

Personal Awards.................................................................................................................................................................................................. 31

Officer Documents.............................................................................................................................................................................................. 31

Updating Contact Information.......................................................................................................................................................................31

LDO Career Management and Progression..............................................................................................................................................31

Other Information.......................................................................................................................................................................... 33

Submarine Enlisted Matters....................................................................................................................................................... 35

Operational Holds (OPHOLD) vs. Orders Modification (ORDMOD)..............................................................................................37

Custom Command Greeting to Prospective Gains in Their Orders...............................................................................................38

Career Navigator (NAVADMIN 149 & 150/13).....................................................................................................................................38

Why You and Your Sailors Need to Understand CMS/ID..................................................................................................................39

PRD Management................................................................................................................................................................................................ 40

Prototype Manning and Instructor Duty for Nuclear-Trained Personnel..................................................................................42

Sea Duty Incentive Pay (SDIP) Changes....................................................................................................................................................43

Information Systems Technician Submarines (ITS) Manning Update........................................................................................44

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OCTOBER 2014

Submarine Division Officer (DO)Officer Staff Pick-ups at Prototype

To supplement the staff at the Ballston Spa and Charleston prototype sites to aid in enlisted student training, some officers will be selected to fleet up to the staff following their graduation from prototype. The total number of officers involved in this initiative and from which classes they are selected will be managed to avoid division officer manning shortfalls in the fleet. Officers participating in the program will serve on the prototype staff for one year following their graduation. These officers should be closely tracked with respect to meeting career gates in a manner similar to officers that have participated in the Immediate Graduate Education Program (IGEP) from their commission source.

Post DO Shore Assignment

When it comes time to rotate from sea to shore, many officers harbor anxiety because they are initially unfamiliar with the process. The following guide outlines this process:

Process Initiation: The Division Officer Tour and Engineer Qualification must be complete. This point of completion is guided by the nominal tour length of 36 months (including 12 months post-PNEO) and the Commanding Officer’s assessment of the officer’s readiness for Department Head.

PRD: The Projected Rotation Date (PRD) is the entering argument that defines the start of the detailing process. PRD is controlled by the Commanding Officer and can be affected by mission cycles, experience of the Wardroom, and operational commitments. Negotiations with the detailer regarding transfer dates must be fully vetted through the Commanding Officer prior to an officer officially playing a particular slate. Wardroom planning conference agreements are used by the Post-Division Officer detailer for the planning and organization of a particular slate. PRD extensions past the nominal tour should be made with careful regard for the tradeoff of real time experience and future career gate concerns (i.e. PERS-42 strives to ensure every Division Officer will serve at least 12 months as a DH before the officer is projected to be in zone for O4).

“The Slate”: The Division Officer Shore Detailer (PERS-421C) will post a listing of all jobs available each quarter. Each slate will post approximately 6 months prior to the quarter. For example, the 2nd Quarter slate (Apr – Jun) will post in October and close in December. The slate can be found under ‘Career Info’ on the PER-42 website. Preferences are submitted in a ‘Top 10 format and must be received prior to the slate closing.

Each slate will be comprised of a variety of jobs to include: Flag Aide opportunities, Non-Traditional Shore Duty (NTSD), NROTC instructor, waterfront schoolhouse instructor (i.e. TTF, SLC, etc.), and overseas assignments.

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All known Jobs are listed- with priority for fill. All higher priority (1 is highest) jobs will be filled prior to offering lower priority assignments.

SLATE “Do’s and Don’ts” Failure to submit preferences for the slate associated with a given officer’s PRD will result in

assignment based on historical preferences and the officer’s official record of performance. To avoid these situations, it is imperative that commands work to ensure that each of their Division Officers fully participate in the slate process, which includes communication with the detailer, submission of slate preferences, and feedback on slate options.

NROTC and Naval Postgraduate School (NPS) assignments require original copies of transcripts submitted to PERS-42. Officers interested in these types of assignments must do this as early as possible. Additionally, officers should have greater than a 3.0 GPA to be competitive for these assignments.

To receive orders to NPS, you must have your Academic Profile Code (APC). To get your APC calculated, apply online at www.NPS.edu.

Slate Timing

PRD Slate Opens Closes

Dec-Feb 1st QTR 2nd Week in July 2nd Week in Sep

Mar-May 2nd QTR 2nd Week in Oct 2nd Week in Dec

Jun-Aug 3rd QTR 2nd Week in Jan 2nd Week in Mar

Oct-Dec 4th QTR 2nd Week in Apr 2nd Week in Jun

NTSD: There are several Non-Traditional Shore Duty (NTSD) opportunities available on each slate. These are considered ‘non-traditional’ due to the nature of the job (i.e. sea time, frontline GWOT support, etc.). NTSD jobs include ASW liaison for various destroyer squadrons (DESRON), amphibious squadrons (PHIBRON), expeditionary strike groups (ESG), and split tour to VA-class NEWCON. Officers assigned to an NTSD get a follow-on shore duty upon return. Returning NTSD participants get to choose their job off the applicable slate and are assigned prior to the slate closing. Alternatively, you may choose to play the slate as normal and receive a Homeport Guarantee for your Department Head tour. Follow-on assignment and tour length are subject to individual career milestone concerns. Specifically, follow-on tour length could be truncated based on projected LCDR and XO screening gates (i.e. the post-NTSD shore tour may be shortened from 24 months to 20 months). Division Officers, who are interested in a follow-on PCU or Prototype assignment, can rotate from their initial sea assignments at the 24 month point, provided they are PNEO qualified.

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PCU Split-Tour Division Officer: The VIRGINIA class build cycle has reached a steady state. As we lay the keel for the new boats, the call remains to initially man the wardrooms with experienced officers. Each PCU will have 5 ‘split-tour’ division officers assigned. To be eligible for assignment, you must be submarine and PNEO qualified. Upon completion of Sea-Trials, each officer will continue on to a follow-on shore duty.

NPTU: Prototype duty is critical to the continued training of all new nuclear officers. Every slate will have NPTU Shift Engineer jobs listed and they will always be filled. Interest in these jobs continues to be less than required. This leads to officers being involuntarily selected for NPTU (i.e. a ‘red’ detail).

A follow-on option is offered to all officers serving as Shift Engineer that are committed to returning as a Department Head. Shift Engineers may select one of the two follow-on options:

o After 24 months as Shift Engineer, you may participate in the NPTU Follow-On Option. This program affords you the opportunity to pursue further education. You remain attached to NPTU but no longer serve in the capacity of Shift Engineer. You will be allotted up to one year to complete graduate education and/or Joint Professional Military Education Phase I (JPME I). Upon completion of the Follow-On Option, you will proceed directly to SOAC.

o NPTU officers committed to Department Head, but not interested in executing the Grad Ed/JPME third year option can elect to forgo the follow-on option and proceed directly to SOAC. Officers that elect to do this will be offered their choice of homeport and preferential detailing for their Department Head assignment.

Shore Tour Length and PRD: With the exception of NTSD assignments, the nominal post division officer shore tour length will be 24 months. This length may be adjusted at the request of the service member by submitting a PRD Extension Request to PERS-42 for consideration. These requests should be submitted 12 months prior to the original PRD. Submitting any PRD change requests 12 months prior to the original PRD is beneficial to the member for several reasons: First, if the officer decides to proceed on to a Department Head Tour, this is the point where SOAC rosters are being generated, so there is flexibility with specific classes because they have not been filled. Second, it offers the opportunity for those that intend to resign to determine their PRD while they are still in the window to submit a resignation. Finally, submitting a request this far in advance prevents a request from being denied because a relief has been identified off the next Post-Division Officer Shore Duty Slate.

Your record: Personal performance plays a large part in shore assignments. Those performing well shall enjoy preferred consideration of their preferences. However, strong officers may be encouraged to play for high visibility jobs and other assignments where they are considered ‘good fits’. Junior officers should work with their commands to ensure that the detailer has the most current and up-to-date record of performance. This may require special letters or other correspondence to bridge gaps between reporting periods, provide insight into special recognition like Junior Officer of the Year, and to provide insight into suitability for specific jobs.

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Submarine Department Head (DH)

Submarine DH Screening Frequently Asked Questions

What is the Department Head screening process?The Submarine Force utilizes a two-look, “best qualified” screening process, meaning that the screening board will select a specific number of officers deemed most qualified for service as a Department Head. Each officer will have two opportunities to be selected. The screening boards convene each May to screen officers at approximately five and six years of commissioned service. Approximately 90% of junior officers desiring DH screen for DH.

Why is the two-look process necessary?Dividing the screening process across two looks and spacing those looks approximately one year apart allows the Submarine Force to adjust quotas in response to changing retention trends. If only a single look were conducted, it would need to be delayed until shortly before most officers from that Year Group are scheduled to receive orders to SOAC. This would induce a much higher risk of setting a quota that unfairly and unnecessarily denies a number of interested officers the opportunity to continue as Department Heads. The two-look process allows the second-look quota to accurately account for the retention decisions made by those officers who were screened on the first look, and allows officers to have their screening status resolved well before they are required to make a decision about whether or not to request orders to SOAC.

Does it matter whether an officer is screened on the first or second look?No -- all screened officers are treated the same for the purpose of detailing and future assignments. Whether an officer screens on the first or second look will not affect his or her options for Department Head assignment.

How many officers will screen for Department Head?The minimum number of Department Heads required varies from year to year with changes in the Submarine Force of Record (FOR) (the size of the submarine fleet) and ship schedules, but is normally 115-120 officers per Year Group. The screening quotas for each Year Group will vary depending on the actual requirement and the predicted retention rate for that Year Group. Quotas will be set to allow the maximum number of officers an opportunity to screen and serve as Department Heads. For the average Year Group, most of the officers who are qualified and desire to serve as Department Heads will have the opportunity.

Which officers will the board choose to serve as Department Heads?The board will thoroughly and impartially review each officer’s record using the same standards applied in other administrative screening and statutory boards. The specific platform on which an officer served or the number of patrols or deployments made during an officer’s Division Officer tour are not important.

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What is important, and has always been the foundation of the Submarine Force’s selection criteria, is performance during sea assignments.

How many officers who want to be Department Heads will not get that opportunity?The number will vary from year to year based on retention trends, but the Submarine Force will do everything possible to minimize the number of officers who are not provided the opportunity to serve as Department Head in spite of the desire to do so. In most years the number should be small, but during periods of unusually high retention there are simply not enough Department Head positions available for all of the officers who may wish to serve.

Do officers need to be screened for DH before they can sign a COPAY contract?No. COPAY rules have not changed, and there is no requirement that an officer be screened for Department Head before signing a contract; however, the officer must be recommended by his commanding officer. Officers who are placed “Not Cleared” for Department Head (DHNC) after their second look will have their nuclear qualifications removed at a date in accordance with existing policy. Officers who sign contracts before their Department Head screening status is resolved should understand all aspects of the eligibility and recoupment criteria as detailed in OPNAVINST 7220.11 (series).

Does signing a COPAY contract improve an officer’s chances of screening?No. The screening board will objectively assess each officer’s potential to succeed as a Department Head based on his qualifications and performance as documented in his official record. Administrative factors such as PRD or whether or not the officer has signed a COPAY contract will not factor into the decision. To do otherwise could unfairly penalize those officers who become eligible for COPAY or make their career decisions later than some of their peers due to factors outside of their control.

What happens to officers who do not screen for Department Head?Officers who are placed “Not Cleared” for Department Head (DHNC) on their second look will be able to complete their scheduled shore duty assignment. Officers placed DHNC will maintain eligibility for all Nuclear Officer Incentive Pays (and CONSUBPAY) until the first day of the next Fiscal Year following their final screening board (October 1st). Officers serving in nuclear billets will retain all nuclear qualifications until their detachment or until the first day of the next Fiscal Year following their final screening board (October 1st), whichever is later. Detailers will work closely with each affected officer to ensure that they fully understand their options, including potential lateral transfer to another community. PERS-42 will do everything possible to support each affected officer and to find a next assignment that is compatible with that officer’s skills and interests.

When can officers who do not screen for Department Head apply for lateral transfer?Lateral transfer eligibility rules remain unchanged. Officers are eligible for lateral transfer after completing a Department Head tour, immediately after being placed “Not Cleared” for Department Head, or in certain other circumstances when this is in the best interest of both the individual and the Navy. Officers who are under an existing COPAY contract may not apply for lateral transfer until they are within

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one year of the contract’s expiration or they have been placed “Not Cleared” for Department Head. Officers who are contemplating lateral transfer should contact their detailers to discuss their options.

If I failed PNEO and subsequently passed the re-examination, will it negatively impact my chances of screening for DH?No, PNEO scores and technical ratings are not considered by the Board. Engineer qualification results in the assignment of the Additional Qualification Designator (AQD) SN1, which is reflected on the bottom left of your Officer Summary Record (OSR). The Board only sees your Officer photo, OSR, and Performance Summary Record (PSR) when briefing your record. The briefer of your record will have read all of your FITREPs and awards (the exact same information that is available via the Online Military Personnel File (OMPF) feature of BUPERS Online (BOL)).

What can I do to improve my chances to screen DH on the upcoming second look?The most important thing is to review your record via OMPF and to verify your OSR and PSR on BOL (https://bol.navy.mil/menu.aspx).

During your review make sure that your photo is up-to-date, all your awards are present, and all FITREPs and FITREP continuity are correct. The accuracy and administrative correctness of your record is a direct reflection of your professionalism to the Board. If you discover errors, submit a formal letter to the board (LTB) via email to cscselboard@navy.mil. Refer to the NPC website for specific information on this process at the following link:

http://www.public.navy.mil/bupers-npc/boards/generalboardinfo/Pages/default.aspx

Letters of recommendation from your previous Commanding Officer or other senior officers amplifying your ability to be a DH may also assist your record.

If I fail to select for DH, how long can I serve in the Navy as a Lieutenant?You can serve in the Navy as a LT until you two time fail to select (FOS) to LCDR. Once an officer fails to select a second time for LCDR, the officer will be separated from the Navy the first day of the seventh month after the Board.

What happens if I am on a COPAY contract, am placed “DH Not Cleared” by the board, and can’t pay back the recoupment value? Is there any recourse or appeals process?The recoupment process does not take all of the repayment back immediately. After the first day of the fiscal year following being placed DHNC, the officer will have up to 90 days to contact their local PSD and make repayment arrangements. The maximum length of time to repay a debt to the Navy is normally 24 months. If there are financial reasons why this debt cannot be repaid, the member may petition the Secretary of the Navy for Remission of Indebtedness. More info can be found at: http://www.dfas.mil/waiversandremissions.html.

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How many officers are typically selected for lateral transfer to the other communities? How do I make myself look desirable to those communities, and how does the selection board work?Over the last three Lateral Transfer Boards about 45% (26/57) of Pre-DH Submarine Officers who were released to the Board, were selected by another community. The number of officers selected will depend on the quality of the officers’ records, as well as quotas available in other communities.

Officers should ensure all required elements of their package are included. Submitting letters of recommendation will help your package. Officers should request that their package be reviewed by all other communities if their top two communities do not select them.

The Lateral Transfer Board works like a draft. The draft order is determined by which communities have the greatest need in a specific set of 3-4 year groups. Up to six communities with critical needs will continue to pick until they have their minimum number of selections. Then all communities will pick in draft order. You should not try to use previous board draft order to “game” the system. The draft order will change board to board depending on the community management decisions of the individual officer communities.

How can I contact detailers and community managers from other communities to get information?You should contact the Submarine Department Head Sea Detailer about lateral transfer and can find contact information at:

http://www.public.navy.mil/bupers-npc/officer/Detailing/rlstaffcorps/Pages/default.aspx

http://www.public.navy.mil/bupers-npc/officer/communitymanagers/Pages/default.aspx

Department Head Inventory and Detailing

The Department Head inventory across the fleet is healthy. Over the last year we have taken advantage of the retention of YG04 to slate extended turnovers of Department Heads on deployment and during other unique operational situations. As we return to historic Department Head retention levels, these opportunities will slowly evaporate. If you desire a Department Head to report during the last portion of deployment, then let PERS-421B know prior to commencing your deployment.

The detailing process is complex and comprehensive to ensure that the right officer gets detailed to jobs based on their preferences, abilities, and fleet needs. The process begins with determining SOAC classes based on PRDs for those officers on contract that have screened for DH. The detailer then reaches out to SOAC class students 3-4 months ahead of class convening to solicit preferences of homeport, job and ship type. This will usually include a list of projected jobs and ships. Changes will likely take place before class convening. As a consequence, it is extremely important for officers to identify the priority of their preferences for assignment.

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Examples:

Poor priority statement: “It is most important for me to be stationed as Engineer on an operational 688 out of Pearl Harbor.”

Effective priority statement: “DH position is the most important priority, followed by homeport. Boat type is least important to me.”

After preferences are identified, all officers will receive orders assigning them to SOAC. Boat assignments will likely be identified within a few weeks of starting SOAC. The detailer will notify all officers when that information is available. Officers will receive orders to the ship during SOAC. Uncertainty surrounding ship schedules, split tour options, and unscheduled personnel losses in the fleet insert some perturbations into assignments. PERS-42 makes every effort to maintain personnel in their original homeport assignment when changes occur.

Finally, we encourage liberal PRD adjustment of top performing Department Heads as these top performers are needed to support high visibility and high demand assignments ashore. Department Head tour lengths of 28 to 30 months for a command qualified, breakout department head assist the Submarine Force in manning our critical infrastructure billets while maximizing the operational experience of our future Department Heads.

Department Head School Timing and SOAC Slating

SOAC Gate: Officers must be enrolled in the Submarine Officer Advanced Course (SOAC) no later than July of

their seventh year of commissioned service (7YCS) (e.g. YG06 gate is July 2013). The factors that drive this gate are:

o Ensuring you receive an observed Department Head fitness report prior to your in-zone look for LCDR.

o Ensuring you receive an observed Department Head fitness report prior to your first look for Executive Officer (9 YCS).

o Maintaining you on track for a nominal Department Head tour and Department Head shore tour prior to your Executive Officer gate (August of 12 YCS).

PRD Extensions: Tour length extensions should be heavily scrutinized. These are not an entitlement, but circumstances do exist in which an extension is necessary for the member and/or the command. PRD extensions should be submitted 9-12 months prior to the member’s original PRD. This allows PERS-42 the opportunity to make a timely decision on both the incumbent’s timing, as well as to make appropriate plans for detailing a relief. Command manning and individual timing will be considered on all PRD extension requests.

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Slating/Orders Timeline Expect orders to the Submarine Officer Advanced Course (SOAC) issued 4-8 months prior to SOAC

convening depending on the fiscal environment. Approximately three to four months prior to SOAC convening, an email will be sent requesting

slate inputs. A list of potential assignments will be provided; however, the list is ever changing. All involved must guard against the urge to become emotionally attached to any specific assignment. Inputs should focus more on the ranking of homeports, billet, platform, and schedule rather than a specific billet or boat. Inputs should be as detailed and specific as possible and include reliable contact data for the detailer.

Orders to designated assignments will be issued approximately half-way through SOAC. NOTE: If you are assigned a Groton submarine, your orders will be “no cost” per the Joint Federal

Travel Regulations (JFTR) as you were issued PCS orders to Groton via your SOAC orders. This is the case even if your original assignment was not Groton.

While at SOAC, changes may occur to the slate. One of the goals with any change in assignment is to keep the affected officer in the same homeport, unless a change of homeport is desired by the affected individual. In rare instances, an officer may have their homeport shifted, irrespective of personal desires, based on needs of the Submarine Force.

Billets Engineer billets: Prospective Engineers’ names will be submitted by PERS-42 to the next Spot

Promotion Board (a statutory board) and will not be eligible for spot promotion until Senate confirmation.

CHANGES DO OCCUR — the Detailer can often work changes to provide a more optimal assignment while balancing the impact on families.

The DH Slating process is executed as part of the overarching career management goal of providing the opportunity for all officers to obtain forward-deployed mission (SSN/SSGN) and strategic deterrence patrol experience (SSBN) prior to Command.

o SOAC classes convene six times a year, typically OCT, JAN, MAR, MAY, JUL, and SEP and are

five to five and a half months in duration, depending on holidays. The SOAC schedule is maintained on the PERS-42 website.

Post-Department Head Detailing

Detailing Process: Once your relief has been identified, you will be contacted by your detailer, PERS-421A. He will

request verification or status of your command qualifications, completion of a master’s degree and Joint Professional Military Education (JPME) Phase I, your command endorsed Projected Rotation Date (PRD), any special considerations for your specific detailing, and what your desires are for job type, location, etc.

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After looking at the Post-Department Head slate on the PERS 42 website, provide your top 10 preferences for assignments within 3 months before and after your PRD. . Unlike post-Division Officer detailing, Post-Department Head jobs involve many factors that are considered, your DH billet, XO screening status, command qualification completion, evaluation team recommendations, platform experience, and education background. Your detailer will take your inputs, official records, and the needs of the Navy into consideration to build you a personalized list of jobs to consider for your next assignment.

Ideally, you will be contacted by PERS-421A between six and nine months from your PRD. Your PRD is based on a nominal tour length of 32 months and is adjusted based on the needs of your command and the availability of your relief. In some cases, contacting your detailer earlier may be required. In all cases if you are within six months of your PRD and you have not been contacted by your detailer, please contact him.

SCC Assignment: PERS-421A schedules XO screened officers to attend SCC. Once you are screened for XO, you will

be placed into an SCC class based on your PRD. Between seven and ten months before attending SCC, you will receive notification that your class is being finalized. Class size is typically 15 PXOs and starts in January, April, July, and October. After your SCC class is finalized, timing of your relief becomes paramount. Ensure PERS-421A has a description of your current assignment and that any special considerations for your relief are clearly vetted.

XOSS Assignments Shortly after the CO/XO board adjourns, officers who screened XOSS will be notified. If on a 24

month shore duty assignment, you may be extended at your present command for an additional 12 months to allow for possible call up to XO. This will be coordinated between the officer and PERS-421A.

Typically, four to six XO equivalent billets are available each year for XOSS screened officers. Other assignments such as Pre-Commissioning Unit (PCU) ENG and NAV also require an XOSS officer.

Whenever an XOSS assignment is identified for fill, all officers within six months of the required fill date are assessed for filling the billet. Those who meet requirements for the assignment will be contacted and offered consideration for the position. Once all inputs are collected, a final determination will be made and the selected officer will be detailed into the position.

Submarine Executive Officer (XO)

PXO Detailing Process http://www.public.navy.mil/bupers-npc/officer/Detailing/submarinenuclear/career/Documents/PXO%20Detailing/PXO%20Detailing.pdf

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The Post-DH Detailer will determine which Submarine Command Course (SCC) you will attend based on your PRD and career timing gate.

About 6 months prior to SCC the XO detailer will contact members to solicit inputs. Note: Up-to-date contact information is critical.

FITREPs, inputs on assignment preferences, and ship fit are the primary factors that go into the XO slating process. More than any other point in the career path, due to the unique responsibilities of the CO and XO, the needs of the Navy take on a large share of the detailing consideration.

o The following specific considerations also factor into the process: Engineering background: Either the CO or the XO must be an ENG-served officer.

Since SSGN COs are Major Commanders, they are considered ENG-served and will normally have a Non-ENG-served officer assigned as XO.

Tactical Experience: The Submarine Force’s policy is to provide each officer forward-deployed mission experience (deploying SSN or SSGN) and strategic deterrent patrol experience (SSBN) prior to his Command tour. Additionally, the goal to achieve balance across each SCC class with respect to tactical experience factors into the slating process.

The submarines assigned to a slate are determined based on XO PRDs, ship schedules, and Wardroom Planning Conferences. (Note: The CO and XO reliefs must be separated by at least 3-months).

About 6 weeks after the start of the slating process, verbal assignments go out.

PXO Pipeline SCC: 9 weeks in either Pearl Harbor (January and July class) or Groton (April and October class).

All briefs and lectures used during the course are available for review via the NKO-S portal. (Log on to NKO-S and select the NKO-S library link at the top of the page; click on “communities,” “submarine learning,” and “Submarine Command Course”). Additional course material is available on the COMSUBFOR and COMSUBPAC SIPRNET websites.

Command Leadership Course (CLC): 2 weeks in Newport, normally just before or just after SCC. PCO/PXO Strategic Weapons Course (for SSBN XOs only): 5 weeks primarily in Bangor or

Kings Bay. The course also includes brief trips to Strategic Systems Programs (SSP) in Washington, DC and USSTRATCOM in Omaha, NE.

Advanced Weapons System (AWS) Command Course (for SSGN XOs only): 1 week in Kings Bay.

Submarine CDR and Post-XO Detailing http://www.public.navy.mil/bupers-npc/officer/Detailing/submarinenuclear/career/Documents/CDR%20and%20Post-XO%20Detailing/CDR%20and%20Post%20XO%20Detailing.pdf

PERS-421 details all post-XOs and 1120 CDRs who do not go on to submarine command. Assignment is nominally determined 4-6 months prior to transfer.

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For serving XOs, specific details about potential shore duty assignments can start taking shape once your relief is identified. For all other officers, 6-8 months in advance of your PRD is more typical.

Post-XOs on shore duty will remain with the post-XO detailer until ~6 months before the start of your prescribed PCO training pipeline. At that time, you will be formally handed over to the CO detailer for CO slating.

Typical Post–XO Shore Assignments Nominative/High Visibility Assignments. These are primarily EA/Deputy EA billets and key

nuclear assignments that require approval outside PERS-42. In most cases, PERS-42 must obtain approval for the officer(s) going to these billets before I can finalize the other assignments in the same timeframe.

Senior War Colleges. PERS-42 is assigned ~15 Senior War College billets per year that provide JPME Phase II and a master’s degree. You must have JPME Phase I complete prior to attending and these War College billets. Critical operational billets must be filled first, but the War Colleges can be an option in cases where timing and inventory supports.

Strike Groups. These billets are must fill positions on the Carrier Strike Group staffs. Relieving a prospective CO or Squadron Deputy. These billets are the next priority and are

normally filled as scheduled. In some cases they shift to the following quarter, and the incumbent’s training pipeline is delayed or his command takes a short gap until a relief arrives.

Other billets. These are usually the lowest priority and may or may not be filled depending on the officers rotating during the quarter. These billets often shift to the following quarter.

Additional Considerations JPME/Master’s degree. If you are completing your XO tour and do not have Phase II and/or a

master’s degree, and timing works with a class convening, War College might be a good option. Joint Duty Assignments. There are a number of key joint assignments available at the CDR/post-

XO level. Unfortunately, not all post-XOs can go to a Joint Duty assignment given the competing needs of the Navy (e.g., TYCOM staffs, OPNAV staff, Fleet staffs, etc.). Given later opportunities to meet the Joint Duty requirements, we are somewhat selective in the specific Joint Assignments we send post-XOs to.

Career timing. Most post-XO assignments are 24 months. Many officers behind in their YG will attend War College for one year and then start the PCO pipeline. War College followed by a Joint Duty assignment may be a good option for officers well ahead in their YG. CDRs who are not going to command or a Squadron Deputy assignment are typically issued 36-month orders.

Nuclear Assignments. There are four post-XO assignments that require highly successful Engineer-served officers: Moored Training Ship OIC (2 billets) and TYCOM Force Nuclear Power Officer (2 billets). There are also two billets at the Naval Reactors Line Locker.

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Submarine Commanding Officer (CO)http://www.public.navy.mil/bupers-npc/officer/Detailing/submarinenuclear/career/Documents/PCO%20Detailing/PCO%20Detailing.pdf

PCO Detailing Process The XO Detailer will determine the PCO slate that you will be assigned based on your PRD and

career timing gate. The CO Detailer will contact members assigned to the slate 5-7 months from the start of the PCO

pipeline for inputs. 3-4 Months from the start of the PCO Pipeline, assignments are typically set and orders received. IAW NAVADMIN 136/10 all officers who screen for Commander Command after 15 April 2010

must complete JPME Phase I prior to assuming command. For 1120s, that translates into having JPME Phase I complete prior to starting the PCO pipeline.

The PCO Pipeline Naval Reactors (NR): 13 weeks at the Navy Yard in Washington DC, normally starts first week of a

quarter (Jan, Apr, Jul) except for the 4th quarter which starts mid-September. For SSNs/SSBNs with Microprocessor Instrumentation, you will also have a two day stop at KAPL during the time at NR.

SCC: 9 weeks in either Pearl Harbor (January and July class) or Groton (April and October class). All briefs and lectures used during the course are available for review via the NKO-S portal. (Log on to NKO-S and select the NKO-S library link at the top of the page; click on “communities,” “submarine learning,” and “Submarine Command Course.”) Additional course material is available on the COMSUBFOR and COMSUBPAC SIPRNET websites.

Command Leadership Course (CLC): 2 weeks in Newport, normally just before or just after SCC. PCO Strategic Weapons Course (for SSBN COs only): 5 weeks primarily in Bangor or Kings Bay.

The course also includes brief trips to Strategic Systems Programs (SSP) in Washington, DC and USSTRATCOM in Omaha, NE.

Advanced Weapons System (AWS) Command Course (for SSGN COs only): 1 week in Kings Bay. Optional Stops

o JPME II: If you have not attended previously, the CO detailer may work with you on this as the first stop in your training pipeline. It is 10 weeks in Norfolk. JPME I must be completed prior to attendance in JPME II. A waiver is available for JPME I non-completion, but the waiver requires that you are currently enrolled in JPME I and that you attend an extra week of training prior to JPME II making it an 11 week course. JPME I must still be completed prior to receiving credit for attendance at JPME II.

o Joint Maritime Tactics Course (JMTC): 2 weeks at either TACTRAGRULANT in Norfolk or TACTRAGRUPAC in San Diego.

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Submarine Post Command/Major Command

PCC Detailing Background Once in receipt of orders for your relief (about 6-8 months out) you should be talking with PERS-

42B regarding post-Command assignment. Each and every PCC assignment has an approval process similar to PCO. Following Command, the goal is for you to have 2 separate 24 month tours prior to major

command; one tour in waterfront support and one on major staff (which may or may not be a joint assignment) – the order is not important.

The 1120 core assignments must be met to maintain our operational readiness, so recognize that some officers may still go to Major Command without meeting all Joint Duty and Education requirements.

PCC Priorities: There are many factors that go into post-Command detailing, but the general priorities and issues that appear below are taken into consideration by PERS-42B. The math is pretty clear cut. Waterfront support jobs comprise the largest percentage of assignments immediately following command. The majority of assignments will require a move.

Determine remaining requirements and path to complete JSO prior to major command. Waterfront Support: Such as Squadron Deputies, NPEB, TRE, PCOIs, and Submarine Group staffs. Other Staff: Other 1120 billets on major and joint staffs that are prioritized after the above. Additionally, there are 3 special interest subspecialties/AQDs that are tracked closely:

o Financial Management (FM – 3100 / 3105 / 3110 / 3111 / 3112)o Operations Analysis (OA – 3210 / 3211 / 3212)o Navy Operational Planner (NOPC – JPX AQDs).

Major Command Screening: Major command screening occurs each November. Unlike CO/XO/DH screening, MC screening is tied to your promotion timing vice your accession Year Group. As such, your first look for Major Command screening is the year in which you are selected for O-6 – regardless of when you are actually promoted. There are three looks for Major Command. Major Command assignments are not tied to when you screen. All officers who complete an at-sea Command tour will retain NOIP eligibility out to 30 YCS and CONSUBPAY out to 26 YCS.

Major Command Slating In roughly January of each year, Major Command slating information is sent out to potential

participants. You will be invited to play on a particular slate, where you will be given all the assignments being discussed, with clear instructions from PERS-42 on your options to defer to a future slate or decline Major Command.

In roughly March, you will be asked to provide your preferences for Major Command assignments.

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The Major Command Slate is normally approved by a Joint Conference Session (N97, CSP, CSL and NR) in September of each year. Major Command assignments are finalized and a COMSUBFOR message announcing assignments will be released.

Following slating, PERS-42B will work with you on your timing, orders, your relief, and required training.

Major Command En Route Training There are two common courses for all Major Commanders - Major Commander Leadership School

in Newport (1 week, spouse welcome, but not funded) and a 3–day Military Justice Senior Officer Course.

Most Major Commanders will be required to complete a one day I-stop at Naval Reactors prior to reporting to the ultimate duty station.

Commodores will attend a one week Prospective Commodore Course in Norfolk, typically in June of each year. You may complete this before or after taking command.

SSGN COs will nominally attend the NR PCO Short Course (5 weeks), SCC (24 days), SSGN Advanced Weapons System Course (1 week in Kings Bay), TYCOM Briefs (3 days), and the VMS Refresh (3 Days in the ultimate duty station home port).

Tender COs will attend the Radiological Controls Maintenance Course (2 weeks, Norfolk), Surface Warfare Officer School Major Command Course (3 Weeks, Newport), and spend some time at both the headquarters and respective Type Commanders for the Military Sealift Command component of your crew. (2 days DC and 2 days Norfolk)

Shore Installation Commanders will attend the Shore Station Senior Leadership Course (SSSL) – 2 weeks in DC and 1 week at North Island, San Diego, CA.

Defense/Naval Attachés: Attaché Training in DC (1 year, normally starts in June). This is also a 3 year tour in country – overall commitment is 4 years.

Wardroom/CPO Planning Conferences (WPCs) PERS-42 offers sea and shore commands the Wardroom Planning Conference as a mechanism to discuss rotation dates, career intentions, and address any questions or concerns with the detailers. Recently, this mechanism has been expanded to cover senior enlisted leadership with PERS-403.

To initiate a Wardroom/CPO Planning Conference, email the division officer sea detailer to coordinate the date/time for the conference. They will provide the current plan in the form of an Excel Manning File for review and preparation for the conference and coordinate with PERS-403. Commands are encouraged to provide feedback on the plan in advance of the conference to guide preparation efforts within PERS-42. The PERS-403 portion of the conference will take place immediately following the wardroom discussion.

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Submarines Ideally, we would like to conduct these conferences approximately every six months, and try to

avoid exceeding a year between conferences when possible. This ensures that both sides of this complex manning challenge remain synched up at regular intervals.

The "normal" attendees for Wardroom Planning Conferences are the Commanding Officer (CO) and Post Commander Command (PCC) detailers, Executive Officer (XO) Sea/Shore detailer, Department Head (DH) Shore detailer, DH Sea detailer, Division Officer (DO) Shore detailer, and DO Sea detailer.

Following the Wardroom Planning Conference, PERS-42 will update records based upon agreements on officer PRDs and relief timing that were reached during the conference. PERS-42 will then forward an updated Excel Manning File to the command.

Officer shore and sea slating is directly impacted by the PRDs and relief timing set by WPCs. Therefore WPCs should be conducted at least six months (earlier if possible), prior to the start of deployment preparation periods, and prior to events that have a major impact on personnel such as change of homeport moves, crew combinations or splits. Additionally, Executive Officers should engage PERS-42 freely between WPCs when modifications to the plan are required or desired. The right frequency and healthy engagement from the waterfront will ensure that detailer slating actions are conducted using the most accurate and up to date information.

Preparing for Crew TransitionsRef: Change of Homeport (SUBPERSMAN Ch. 9)

Ships should engage PERS-42 at least one year in advance of the scheduled change of homeport to schedule a wardroom planning conference. This will ensure proper coordination between PERS-42, Navy Personnel Command, TYCOM and the gaining and losing ISICs. This discussion should include PRDs and any required adjustments, change of homeport certificate eligibility, follow-on assignments, as applicable, for each officer, and pertinent dates.

A change in homeport becomes official when the CNO Promulgation Message is transmitted. Planning for a change in homeport needs to occur well in advance to prepare the crew and their families. This message, which establishes the promulgation date of the change, is typically transmitted six months to one year prior to the effective date (the date when the boat is assigned to the new homeport). Once the promulgation message is received, prospective gains’ (inbound crewmembers) household goods will be moved or redirected to the new homeport. Current crewmembers will be offered a Change of Homeport Certificate, allowing for a PCS move. Those crewmembers whose PRDs or OBLISERVE are less than one year after the effective date or who are under PCS orders are not eligible for the certificate.

The ship should also coordinate with Group/Squadron/NSSC to submit the crew stabilization letter when the promulgation message is transmitted. Navy Personnel Command will provide a response to the letter. This letter is the primary means to communicate to Navy Personnel Command on those personnel

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who will require change of homeport certificates. Careful consideration must be taken into account when deciding which crew members will receive homeport change certificates. The crew stabilization letter should be sent at least six months prior to the homeport change to allow sufficient time for processing and issuance of certificates.

Deactivation (SUBPERSMAN Ch. 5)

Experience with the deactivation process for SSNs indicates that a fully manned wardroom is not necessary throughout the entire deactivation period. After entering the shipyard, manning reductions will happen in two steps. First, four weeks into the deactivation, the wardroom will be reduced to a Commanding Officer, Executive Officer, Engineer, Supply Officer, four Ship’s Duty Officers, and four Engineering Duty Officers. Next, once defueling is complete, manning is reduced to the Commanding Officer, Executive Officer, Engineer, and six nuclear trained officers. After decommissioning, all billets are removed.

The ship should schedule Wardroom Planning Conferences with PERS-42 a year in advance of deactivation to finalize the manning plan. In most cases, this will require PRD adjustments to meet the reduction requirements. In some cases, division officers and department heads will be required to perform a split tour to another boat to meet minimum tour length requirements.

SSBN Crew Combination/Split (SUBPERSMAN Ch. 6)

SSBNs undergoing overhaul will receive an augment to the BLUE crew UIC of nominally 6 officers and 60 enlisted billets. Initially, this augment will be manned from the GOLD crew and will occur at least 60 days prior to commencing the overhaul. Throughout the overhaul, one CO, XO, ENG, NAV, WEPS and Supply Officer and at least 14 junior officers will man the wardroom. Fifteen months prior to completion, the submarine will submit a crew stabilization letter dividing up the total inventory of officers and enlisted into BLUE and GOLD crews to PERS-42, and additional officers will be assigned to man two complete wardrooms no later than six months prior to completion of the availability.

For both crew combination and split, dialogue between crews and PERS-42 needs to occur well before combination/stabilization letters are submitted. Early communication ensures leadership can discuss options with the members and ensure that sound decisions are made regarding the crew. Wardroom planning conferences should serve as the primary communications tool. This can and should be supplemented with follow-up discussions with applicable detailers in the months leading up to the transition to ensure proper execution of proposed letters. Once plans are approved, changes can only be made via formal requests up the chain of command to PERS-42.

For questions regarding change of homeport, deactivation and crew combinations /splits, please contact the department head sea detailer.

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Shore Commands WPCs for shore commands are conducted at the Command's request. The process for submarine

WPCs is also followed for shore commands. The POC for shore WPCs is the post-department head shore detailer or the shore placement officer.

Additional Qualification Designators (AQDs) Nuclear AQDsBUPERS Instruction 1540.41(series) governs the qualification and assignment of personnel in the Naval Nuclear Propulsion Program. All waterfront leadership should be familiar with the requirements contained therein.

Officers who do not maintain their proficiency as a nuclear trained operator or are no longer considered suitable for assignment to duty involving supervision, operation, and maintenance of naval nuclear propulsion plants will have their nuclear AQDs removed. The BUPERSINST contains examples of situations (not all inclusive) where AQD removal is considered and may be appropriate.

In cases where an officer is involved in behavior, actions, or situations which may warrant removal of AQDs, the default action is to suspend AQDs until final disposition. Officers with suspended AQDs shall be immediately removed from duties associated with supervision, operation or maintenance of Naval Nuclear Propulsion Plants. Based on their judgment and knowledge of the circumstances and facts, Commanding Officers may recommend to PERS-42/N133 that an officer’s AQDs be retained.

Adjudication of Medical Issues

PERS-42 is the signature authority for officer submarine and nuclear field duty medical waivers. PERS-421N is the primary point of contact for any questions regarding current or past medical waivers or disqualifications.

If an individual experiences a medical condition that is believed to be disqualifying for either submarine or nuclear field duty, the local Undersea Medical Officer (UMO) will make an interim decision and propose a course of action for the individual. If the medical condition is disqualifying, the UMO will make a determination if the individual’s case is waiverable. This determination is normally made following consultation with BUMED-M342. If a medical waiver will be requested from PERS-42, an interim waiver may be issued to allow the officer to return to his duties pending approval of the permanent wavier.

The process of medical waiver or disqualification is time intensive. If medical disqualification is being pursued, it is PERS-42’s recommendation that the command transfer the officer to the local ISIC in a

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Limited Duty (LIMDU) status. The local command will route the medical recommendation to BUMED-M342 via their respective ISIC and TYCOM medical departments. Some of these reviews can be quite lengthy. Once these reviews are complete, BUMED-M342 will route their formal recommendation to PERS-42 for final adjudication. The expected time-line for this entire process is typically 6-12 months.

Tour Length, and Relief PoliciesPolicies for turnovers and tour lengths are intended to ensure that officers are fully prepared to assume duties and responsibilities accompanying their positions, as well as support the overall success of these ships. Timelines for turnover are an important part of these policies. Following are the requirements for certain key leadership positions:

Minimum Tour Lengths

OFFICERS ASSIGNED TO NUCLEAR SHORE BILLETS – 24 MONTHS DIVISION OFFICERS – 30 MONTHS DIVISION OFFICERS (FOLLOW-ON ASSIGNMENT TO NPTU, NNPTC, PCU) – 24 MONTHS AND

PNEO COMPLETION ENGINEER – 28 MONTHS NAVIGATOR/WEPS – 24 MONTHS XO – 18 MONTHS CO – 28 MONTHS

Nominal Tour Lengths

DIVISION OFFICERS –36 MONTHS (12 MONTHS ONBOARD AFTER PNEO) DEPARTMENT HEADS – 32 MONTHS XO – 20 MONTHS CO – 32 MONTHS

Minimum turnover time (Key Nuclear Billets)

At-Sea

CO AND ENGINEER (SSNs) – 30 DAYS CO AND ENGINEER (DURING REFIT/PATROL – TWO CREW SHIPS) – 30 DAYS CO AND ENGINEER (PDTP – TWO CREW SHIPS) – 10 DAYS (SHOULD OCCUR EARLY IN THE

PDTP)

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NNPTC

CO – 30 DAYS XO – 2 WEEKS NUCLEAR POWER SCHOOL DIRECTORS AND DEPT HEADS – 30 DAYS DIVISION OFFICERS – 30 DAYS

NPTU

CO/MTS OIC/MTS XO – 30 DAYS SITE XO / PLANT XO – 2 WEEKS

Minimum Separation between Reliefs onboard submarines

CO AND XO – 3 MONTHS CO AND ENGINEER (SSNs, DURING REFIT/PATROL – TWO CREW SHIPS ) – 3 MONTHS CO AND ENGINEER (PDTP – TWO CREW SHIPS) – SHOULD NOT OCCUR SIMULTANEOUSLY

Other Situations:

Temporary reliefs of the ENGINEER shall not be longer than 30 days.

The above requirements may be waived on a case basis, when operational commitments make them impractical or when it is beneficial to the command. The waiver process begins with reaching out to PERS-42. In all cases, details regarding the need for the waiver, specific plan of action, and intended mitigation measures are required. PERS-42 will keep subject commands informed regarding their waiver requests. Please direct questions regarding the above requirements to PERS-421 or PERS-42B.

Detailing Window Guidelines and RulesThe phrase “detailing window” can seem confusing and is not clearly defined by a single MILPERSMAN article. The following summary is provided to help clarify the rules which we must navigate:

Projected Rotation Date (PRD). PRD is set by the original tour length delineated by the assignment orders. This tour length is usually set at a nominal value based on requirements of the assignment (e.g. a nominal Department Head tour is 32 months). Several factors can influence the PRD, once gained aboard a command. These factors include, but are not limited to, operational schedules, changes in screening status, and follow on assignment plans. Commands should work in conjunction with detailers to modify PRDs to support plans and mission objectives. In all cases, the PRD is the entering argument for determining the detailing window.

Nine to six months prior to PRD constitutes the beginning of the detailing window. This is driven in part by the timeframe in which jobs are posted to detailers for fill. While it is never wrong to communicate intentions or to discuss follow-on plans with detailers prior to this window,

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information as to what will be available at your PRD will likely be sparse until you are within nine to six months of your PRD. Constituents should be discussing their next assignment with their detailer. If they have not been contacted, they should proactively establish contact at this point to discuss PRD and job options going forward.

Nine to six months prior to the PRD is also the time to get counsel and make a decision with respect to resignation or retirement. Entering into a negotiation for a follow on assignment without discussing the possibility of resignation takes the option to resign (separate) off the table. This interlock avoids ambiguity with respect to separation intentions and preserves the formality of the detailing process. Those that are on the fence with respect to separation should clearly communicate that up front. In general, if you get within six months of PRD and have not communicated intent to resign or retire, the governing MILPERSMAN articles are clear – your request to resign or retire will likely not be approved on your requested timeline.

Six months or less from the PRD is the execution phase of detailing. In this time frame, orders will be issued, transition plans such as household goods arrangements made, and relief timing solidified. Changes during this time period are undesirable due to the significant impact they can have on the detaching and gaining commands, incumbent follow-on timing, and operational schedules. Members in this timeframe that haven’t established contact with their detailer should do so as soon as possible.

MILPERSMAN Article 1301-108 discusses the rules and guidelines associated with the detailing window.

PRD Extensions Ashore

Tour length extensions on shore duty should be carefully scrutinized and should only be considered when the extension is of benefit to the career of the member and/or the command. PRD extensions should be submitted 9-12 months prior to the member's original PRD. This allows PERS-42 the opportunity to make a timely decision on both the incumbent's timing, as well as appropriate relief plans. Command manning and individual career timing will be considered on all PRD extension requests.

Internal Shifting of PersonnelBUPERSINST 1540.41(series) requires PERS-42 to coordinate with OPNAV (N00N) prior to assigning officers to a large list of assignments designated for nuclear trained officers. This coordination is typically accomplished during the orders approval process.

Commands and local PSDs do have the capacity to shift personnel to and from billets that are internal to the command. Due to the requirements described above, it is paramount that commands inform PERS-42 prior to shifting individuals to or from billets associated with the supervision, operation, or maintenance of naval nuclear propulsion plants.

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If the nature of a given assignment is in question, PERS-421N is the primary point of contact. He can advise you on any requirements that need to be met prior to the shift and will assist you in obtaining the necessary permissions.

Lateral Transfer BoardsThe lateral transfer board convenes in June and November of each year. Applications are due approximately two months prior to board convening (April and September) and results are typically released one month after completion of the board. Information regarding lateral transfer is found at the following link:

http://www.public.navy.mil/bupers-npc/boards/administrative/TransferRedesignation/Pages/default.aspx

Those officers who are placed not cleared at an administrative screening board should liaison directly with their detailer if interested in lateral transfer. Information regarding the restricted line community can be found at the following links:

http://www.public.navy.mil/bupers-npc/officer/communitymanagers/restricted/Pages/default.aspx

http://www.public.navy.mil/BUPERS-NPC/OFFICER/COMMUNITYMANAGERS/STAFFCORPS/Pages/default.aspx

Nuclear trained officers must be released by the Nuclear Propulsion Program Manager (OPNAV N133) to participate in the lateral transfer board. Release authorization is coordinated by N133 and no action is required on the part of the applicant, but officers should be aware that applying to a lateral transfer board does not guarantee their package will go before the Board since the Community may not release them.

Board InformationLink to PERS-42 board information page

http://www.public.navy.mil/BUPERS-NPC/OFFICER/DETAILING/SUBMARINENUCLEAR/Pages/BoardInformation.aspx

You should review your record three to six months prior to any board for which you are eligible. A board preparation checklist, a PowerPoint summary, and sample Letter to the Board is located at the above link. Any deficiencies should be corrected by submitting a letter to the board with applicable enclosures for corrections. Updating your record for the board does not update your official record. Any letter to the board must come from you and be addressed to the President of the Board. Even if you ask a previous reporting senior to write a letter of recommendation, it must be submitted by you as an enclosure to your letter to the Board. We strongly recommend that you contact your detailer with any questions on submitting a letter to the Board.

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FY-16 Submarine Administrative Board Schedule http://www.public.navy.mil/bupers-npc/officer/Detailing/submarinenuclear/Pages/BoardInformation.aspx

Submarine Major Command (Board #145) – 19 Nov 2014 Submarine CO/XO/DH (CO/XO Board #350) (DH Board#146) – 18 May 2015 Note: Submarine LDO administrative screenings (Major Command, CDR Shore Command,

Drydock CO/XO, and Department Head) will occur in conjunction with the Submarine Major Command Board in November of each year.

FY-15 Statutory Board Schedulehttp://www.public.navy.mil/bupers-npc/boards/selectionboardsupport/Pages/FY15%20Board%20Schedule.aspx

Captain Line (Board #160) – January 2015 Commander Line (Board #230) – February 2015 Lieutenant Commander Line (Board #275) – May 2015 Acquisition Corps (Board #190) – October 2014

FY-15 Boards of Interest

First Quarter Spot Promote – October 2014 FTS Transfer/Redesignation #1 – November 2014 Lateral Transfer Board #1 – November 2014 Second Quarter Spot Promote – January 2015 Third Quarter Spot Promote – April 2015 URL Specialty Career Path – July 2015 Fourth Quarter Spot Promote – July 2015

LCDR (Line) Selection Board Discussion PointsPromotion to control grade ranks (O4, O5, O6) will remain very competitive. It is critical that officers take the necessary steps outlined below to ensure that their record unambiguously reflects their service.

In-Zone

When determining the number of officers that will be eligible for promotion to the next grade, the Navy determines the projected number of vacancies to be filled and the targeted selection opportunity. For example, if the number that can be promoted to fill vacancies is 800 and the targeted opportunity is 80%, then 1000 officers will be in-zone for that particular board. In each pay-grade, officers are assigned a lineal number based on their seniority with respect to their peers. These numbers are sequenced from the most senior to the least senior. Based on seniority of the eligibles, officers are placed in-zone starting from the first officer not placed in-zone from the last board (lowest lineal number) in sequence until the

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desired number of in-zone officers is reached (highest lineal number). Toward the end of each fiscal year a NAVADMIN message is sent that provides lineal number projections for the senior and junior in-zone lineal numbers for each promotion rank.

Above Zone

All officers that were previously considered in-zone remain eligible for promotion until separated from the Navy.

Critical actions to be taken by eligible officers in advance of the O-4 board:

Verify your record accurately reflects hard-earned performance at-sea Verify that there are no FITREP gaps Verify that any FITREPS received prior to the Board (i.e. last FITREP) are in your record Verify that your record includes all awards Verify that your record has a current photo Verify that your record includes all graduate education, advanced learning certificates, sub-

specialties, additional qualification designators, and JPME Submit a letter to the Board explaining any past issues that are not readily apparent from the

record and may require additional detail or may have been correctedo PFA failures (i.e. BCA failure with no PRT failure and now within standards)o LIMDU statuso Unexplained TAD status (i.e. TAD to CSS for medical/personal reasons)o Naval Post-Graduate School or NPTU 3rd-year option with no corresponding Master’s

degree

Procedures for Promotion Board Correspondence

MAIL YOUR PACKAGE EARLY!!! Correspondence for a statutory promotion selection board MUST arrive in the board spaces (NOT the base mail facility) by the day BEFORE the board convenes. Next Day or Express Mail does NOT guarantee that your package will make it to the board if you wait until the last minute to send it. CNPC highly recommends that you ensure your package arrives at least a week prior to the board’s convening date. It will take approximately 1-2 days for correspondence to be logged in, sorted, and forwarded by the Customer Service Center to the appropriate board. DO NOT send your letter to your detailer or any other code at NPC. They cannot deliver it directly to the board. They will have to hand carry it over to the Customer Service Center and this will only serve to further delay it. Certified and registered mail is also NOT recommended as it can add several days to a letter’s processing time.

If you desire information from another individual (such as letters of recommendation) to be available to the board, you MUST include such information in YOUR letter to the board. NO OTHER individual can submit information directly to a board. It does not matter how positive it may be. They must give it to you and then you may include it as an enclosure in your letter.

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You MUST use your “complete” SSN on all correspondence to the board. SSN is the only means to add correspondence to a record that has been loaded to a board. If you do not include your entire SSN you run the risk that your letter might not get added in time.

Refer to the Board section of the NPC website for mailing and address information. Call the NPC Customer Service Center at 1-866-U ASK NPC (1-866-827-5672) or DSN 882-5672 to

confirm receipt of your package for Statutory Promotion Selection Boards. You may also check at the Customer Service Center online site BY LOGGING IN at: https://ahdsedstws16.ahf.nmci.navy.mil/OA_HTML/jtflogin.jsp

Make sure you include the board # on your letter and envelope. Additional information is available from the NPC website.

Frequently Asked Questions and Answers:

What will happen to those officers who do not select for promotion to LCDR?All officers are considered at least three times for promotion--- once "below the zone" (early), once "in zone", and at least once "above the zone." Those officers who are not selected "in zone" will be eligible for "above zone" promotion at the next board.

Does failing to select in zone affect an officer's career choices or assignments?No. Every officer is entitled to be considered three times for promotion. Whether the officer is selected in zone or above zone has no bearing on current or future detailing, assignments, or career options. Officers who did not select in zone will continue doing the same jobs, or rotating at the previously scheduled time, giving them the opportunity to demonstrate superior performance.

Does failing to select in zone affect an officer's eligibility for Nuclear Officer Incentive Pay (NOIP)?No. Officers who were not selected in zone maintain their nuclear qualifications, continue to receive any NOIP payments to which they were entitled, and remain eligible to sign new or renegotiated NOIP contracts.

Does failing to select above zone affect an officer's eligibility for Nuclear Officer Incentive Pay (NOIP)?Officers who are not selected above zone are no longer considered “due course” for the next career milestone. BUPERSINST 1540.41(series) states that PERS-42 will review the records of officers who twice fail to select for promotion (2xFOS) and recommend retention or permanent removal of their nuclear AQDs and forward this recommendation to OPNAV (N00N) for final resolution. If the recommendation is to remove their nuclear qualifications and it is approved, then their nuclear AQDs will be removed on 01 October following the board, or upon detachment from their last nuclear billet, whichever is later. After nuclear qualifications are removed, these officers are no longer eligible for NOIP or nuclear duties. In some cases, officers may be required to repay a portion of advance NOIP payments (unearned portions) that they have already received. PERS-42 will contact potentially affected officers in advance of their above zone look for promotion in order to ensure that they are prepared for this possibility.

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How can officers who were not selected in zone maximize their chances of being selected above zone on the next board?The most important thing officers can do is ensure that their official records are complete and up-to-date. Officers can review their records via BUPERS On-Line (BOL) by accessing the Officer Summary Record (OSR), Performance Summary Report (PSR), and Official Military Personnel File (OMPF) functions. Common problems that can make a significant difference are gaps in FITREP continuity, missing awards, and outdated official photographs. PERS-42 carefully reviews the records of all eligible officers before every board, but officers are ultimately responsible for ensuring that their own records are correct. Officers with specific concerns about their records should contact their detailers.

The only information that statutory promotion boards are legally permitted to consider is what is documented in the officer’s official record and what the officer has formally submitted via written correspondence to that board. Officers who are concerned about their prospects for above zone selection may choose to submit letters of recommendation or explanation to augment their official records. Guidance on the format and submission of official correspondence to the board can be found at the “Board Information” link on the PERS-42 website. Contact the department head sea detailer with questions regarding board submissions at 901-874-3932. Every Officer submitting correspondence to a promotion board is able to confirm receipt of a package by the board either online or by phone. The procedure to confirm receipt is explained above in the section titled: “Procedures for Promotion Board Correspondence”.

How will the FY16 promotion boards compare to those for FY15?Due to continued high retention and budget constraints, we anticipate that the FY16 promotion boards will be just as competitive as FY15. It is vital that every eligible officer carefully review his official record and discuss any concerns with his chain of command and Detailer. Submarine officers will remain highly competitive for promotion to LCDR. With careful attention to detail in FITREP writing, every submarine officer who successfully serves at-sea as a DH has a strong likelihood of being selected for promotion to LCDR.

Will officers have to separate from the Navy if they are not selected above zone for LCDR? Officers who are not selected above zone (“2x FOS”) must be approved for continuation on active duty. The continuation board process is described on the Navy Personnel Command website. Officers who are not continued will be administratively separated on the first day of the seventh month following the Board results and, depending on the reason an individual was not continued, they may be eligible for involuntary separation pay. Officers who are not selected for continuation are eligible to remain affiliated with the Naval Reserve. Officers with more than 18 Years of Service (YOS) have met “sanctuary” criteria and are eligible to continue to 20 YOS and retire. There is also policy to allow officers with prior enlisted service who are between 16-18 YOS to revert to their previous enlisted rating and enter into an enlistment contract that takes them to 20YOS. Contact PERS-42 for more details.

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Record Update and MaintenanceOfficer record management guide link: NPC Website is the “One-Stop Shop” for record update and maintenance information. The following information frequently requested information is provided with links furnished to applicable websites.

http://www.public.navy.mil/bupers-npc/career/recordsmanagement/Pages/default.aspx

Record Maintenance Resources BUPERS ONLINE (BOL) /Official Military Personnel File (OMPF) – Formerly called WEB

ENABLED RECORD REVIEW (WERR): To access your Officer Data Card (ODC), Officer Summary Record (OSR), Performance Summary Report (PSR) online, log in at https://www.bol.navy.mil. Contact the BUPERS help desk at (800) 951-NAVY with problems.

Orders - The primary method of viewing/receiving/printing orders is via BOL. NPC releases most orders between 90-120 days from the officer’s transfer date.

OMPF Image Documents - OMPF provides a secure and efficient method for you to access and review your image record 24/7 and is the preferred method of obtaining OMPF information and correcting your records. To correct documents in your OMPF record (and CDROM), see NPC’s webpages on Corrections and Submissions, Document Submission, Frequently Asked Questions (FAQ) and Contact Us.

Officer Data Card & Officer Summary Report Updates/Corrections Updates or corrections to your ODC are done through the appropriate PERS code at Navy

Personnel Command, or by the Navy Standard Integrated Pay/Personnel System (NSIPS), depending on the block of the ODC that requires an update or change.

Change requests to the OSR are done by requesting changes to the ODC (you cannot update the OSR, you must make change requests to the ODC; updates/corrections to your ODC will automatically reflect on your OSR).

Most changes or additions to the ODC that need to be reflected on the OSR involve academic degrees, service schools, personal decorations (awards) and special qualifications (AQDs). For questions regarding other blocks of the OSR, contact your detailer.

To have your formal education updated, send sealed transcripts directly from the university to PERS-45E: Navy Personnel CommandPERS-45E, 5720 Integrity Dr., Millington, TN 38055-4500

If transcripts are not available, contact PERS-45E for guidance at (901) 874-4946/4992. Transcripts will be sent from PERS-45E to PERS-313 after the ODC/OSR updates are made to be scanned into your Official Military Personnel File (OMPF), which you can access via BOL. It will take approximately 1 week after additions/changes to view in the ODC/OSR. It will take

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approximately 45-60 days to see the transcript scanned into the OMPF.

Fitness Reports There is normally a two to three-month lag time for fitness reports to appear in your record. The reporting senior’s cumulative average takes up to three months to appear on your PSR. Fitness reports will appear on your PSR first and then OMPF. Reports for officers in zone for a selection board get priority for processing. If you are missing a fitness report (more than 6 months old) on your PSR or on OMPF, have an

error on your PSR regarding a fitness report, or have any question about fitness reports, contact PERS-32 customer service at (901) 874-4881/4882/3313 (DSN 882). AFTER contacting PERS-32 to ensure that they have not already received the report, send a copy signed by the member and the reporting senior to: Bureau of Naval Personnel PERS 32, 5720 Integrity Drive, MillingtonTN 38055-3110

Requests for administrative changes to submitted fitness reports can be requested by letter to PERS-32 (address above); members can request corrections of obvious errors to blocks 1-19 and blocks 21 to 27 by submitting a letter requesting the corrections to PERS-32. Changes to other blocks on the FITREP must be requested by the reporting senior that signed the original report.

Officer Photographs Photographs are required of all active duty and reserve officers, regardless of status, within three

months of each promotion; photographs are now required in COLOR and are scanned and entered into the record in color.

MILPERSMAN 1070-180 outlines the uniform requirements for the photograph, and includes a link to NAVPERS form 1070/884 (04-07); this form is the correct form on which to submit photographs.

Attach the photograph to this form, sign and date the form, and mail to: Navy Personnel CommandPERS-312C, 5120 Integrity DriveMillington, TN 38055-3120

To verify a current COLOR photograph has been entered into the permanent record, log into OMPF via BOL. Also, be sure and sign the bottom of the form.

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Personal AwardsInformation and regulations concerning awards is contained in SECNAVINST 1650.1H.

The CNO Awards Office established and maintains the Navy Department Awards Web Services (NDAWS) as the single authoritative data base for all Military Decorations as specified by the Secretary of the Navy.

You can check what awards they have in NDAWS by going to the NDAWS public website: https://awards.navy.mil.

NDAWS Authorities must be utilized to correct errors in the NDWAS data. You can contact your NDAWS Authority directly using the “NDAWS Authorities” listing that is located under NDAWS HOME.

If your personal award records (ESR/NDAWS/OMPF/PSR) do not agree with each other, there are several steps involved to get them matched up and or updated. Consult the following link for instructions: http://www.public.navy.mil/bupers-npc/career/recordsmanagement/Pages/AwdDecorMedal.aspx

Officer DocumentsDocuments in the following categories are representative of document categories provided to the selection boards:

Awards, Decorations, and Medals Educational Data / Transcripts Fitness Reports Letters of Appointments and Promotions Professional History Photograph Qualifications

Updating Contact Information

The automated email system used by BUPERS ONLINE (BOL) uses the email saved on your file. For this reason, it is important to verify your personal information is up to date.

This can be done by clicking on the “Update Info” link located on the left side of the BOL Main Menu. Using your official Navy email address is recommended.

LDO Career Management and Progression

Promotion for nuclear LDOs to control grade ranks (O4, O5, O6) is very competitive. It is critical that officers take the necessary steps outlined below to ensure that their record accurately and unambiguously reflects their service.

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Maintain Your Record

The most important thing nuclear LDOs can do to ensure that they are competitive for promotion to the next paygrade is to verify that their official records are complete and up-to-date. Officers can review their records via BUPERS On-Line (BOL) by accessing the Officer Summary Record (OSR), Performance Summary Report (PSR), and Official Military Personnel File (OMPF) functions. Common problems that can make a significant difference are gaps in FITREP continuity, missing awards, and outdated official photographs. PERS-42 carefully reviews the records of all eligible officers before every board, but officers are ultimately responsible for ensuring that their own records are correct. Provided below are critical areas that should be reviewed by the individual to ensure there is no ambiguity. Officers with specific concerns about their records should contact their detailers.

Verify your record accurately reflects hard-earned performance at-sea Verify that there are no FITREP gaps Verify that any FITREPS received prior to the Board (i.e. last FITREP) are in your record Verify that your record includes all awards (NDAWS and OMPF) Verify that your record has a current photo Verify that your record includes all baccalaureate and graduate education, advanced learning

certificates, sub-specialties, additional qualification designators, and JPME Submit a letter to the Board explaining any past issues that are not readily apparent from the

record and may require additional detail or may have been correctedo PFA failures (i.e. BCA failure with no PRT failure and now within standards)o LIMDU statuso Unexplained TAD status (i.e. TAD to CSS for medical/personal reasons)

Graduate Education

Statutory board members are instructed to give favorable consideration to those officers with relevant graduate education, experience in specialized areas, and Navy and Joint Professional Military Education (JPME). While a bachelor’s degree is not a requirement for selection as LDO, continued professional development and education is important for upward career progression. The vast majority of officers selected for promotion to the control grades have a bachelor’s degree at a minimum, and many have obtained a graduate degree.

CVN CHENG

The CVN CHENG tour continues to be considered the pinnacle assignment for nuclear LDOs at sea and the appropriate billet for a “due-course” nuclear LDO. CVN CHENG is a major department head assignment on the CVN. Reactor and Air Departments are also major departments and are considered post-command tours for SWO(N) and aviators. This assignment provides the command level of responsibility and leadership required for senior LDOs.

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Other InformationJoint Professional Military Education (JPME): Joint Officer Management (PERS-45J) tracks and documents joint qualifications and progress towards Joint Qualified Officer (JQO) designation. Obtaining JPME can enhance your opportunity for selection and promotion. http://www.public.navy.mil/BUPERS-NPC/OFFICER/DETAILING/JOINTOFFICER/Pages/default.aspx

SUBSPECIALTY CHANGES/UPDATES SubSpecs have two tracks: Education and Experience. Education: If you recently completed a Master's degree, PhD, board certification, or other

advanced training, you may need to update the subspecialty code accordingly. This is a normal part of submitting the transcript. We cannot award or update your subspecialty code; it MUST be requested through PERS-45E. Contact for further info: MILL_PERS45E@navy.mil.

Experience: If you served in a billet that meets the Core/Skill/Requirements, you may earn the subspec code through submission of a package to the fleet subject matter expert. PERS-45E collects and staffs these packages. Contact for more info: MILL_PERS45E@navy.mil.

The website with all the details on SubSpecs: https://navprodev.bol .navy.mil/nss/information/

PRD EXTENSION REQUESTS: All requests must be submitted 9-12 months prior to your current PRD and endorsed by the current chain of command. Community, command and placement needs will be considered along with the officer’s desires when determining approval of requests. Consult MILSPERSMAN Article 1301-104 for guidance.

RESIGNATION: All requests must be submitted 9-12 months prior to the desired separation date. In some instances, due to the notification time limits, officers desiring to resign may be prohibited from tendering a resignation prior to becoming eligible for resignation. To prevent this from happening, notify PERS-834F by official letter of the intent to resign at the expiration of your service obligation. This letter must reach them no less than six months prior to the first day of the month of your PRD. Receipt of all requests will be confirmed via message. We highly encourage members to send a scanned copy of their resignation request and their Commanding Officer’s endorsement to PERS-42. Members can send a copy to their detailer or PERS-421E.

RETIREMENT INFORMATION: Officers considering voluntary retirement from active duty should review MILPERSMAN 1810-020 and OPNAVINST 1811.3 (series) for basic guidance. Generally, requests for retirement should be received 9-12 months in advance of requested retirement date. Per U.S. Code title 10, officers officially retire on the 1st day of the month, although their last day of active duty is the last day of the previous month. Time in Grade requirement for LCDR and below is 2 years; Time in Grade for CDR's and CAPT's is 3 years, however, NAVADMIN 044/04 does allows for a waiver to two years if approved by the detailing community. If you do not have the required Time in Grade, you must specifically request a Next Lower Grade or Time in Grade waiver in your letter.

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Exceptional Family Members: If any of your dependents are enrolled in the EFM program, ensure their EFM status was updated within the last three years. The order writing system at NPC prevents transmission of your orders if EMF status is not up to date.

Information regarding the EFM program is found at the following NPC link: http://www.public.navy.mil/bupers-npc/support/efm/Pages/default.aspx

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Submarine Enlisted Matters

“A Pathway to Success” Booklet: Leadership Guide BLUF: The Nuclear Career “Pathway to Success” Booklet is a career mentoring product intended for our professional Nuclear Operators to clearly articulate the specific goals and opportunities for the Nuclear Trained Sailor, as well as, communicate our team’s commitment to the Sailor, their spouse, and their family. This guide should be used to prompt candid conversations between the deck-plate Leader, Sailor, and their spouse, regarding career decision points, duty options, family benefits, and work-life balance. The default should be a depiction of what the Sailor’s 20-25 year career would look like if they stayed Navy.

The work necessary to generate this booklet should not be viewed as an administrative burden, but rather an important part of your career counseling sessions with your Sailors. Accurate, specific, and detailed information is critical and will require an investment of time and energy from the entire Command Team. Motivating and retaining the right people for the right reasons is a vital part of our mission and requires a commitment from our senior flag officers to the deck plate leader.

The Career Path Information Booklet should be tailored specifically to each individual Sailor with information gathered and updated, including their personal goals. The pamphlet should be given to the Sailor in advance of the counseling session to give them and their family time to review and develop questions. Within the first six months of the Sailor checking aboard, the Chief Petty Officer should take time out with the Sailor and their spouse (if applicable) off the ship to review and discuss the opportunities available with a career in Navy Nuclear Power. If possible, have the OMBUDSMAN talk with the Sailor and the spouse after the session. This discussion would be the precursor for the Sailor’s first Career Development Board with the chain of command, and the booklet should be updated periodically as the Sailor moves through their qualifications and advancement.

The following are key points for each page for you to use as a guide in your conversation with your Sailor.

Sailor Information: • Snapshot profile of the Sailor, filled out for each individual Sailor prior to counseling session.

1st Sea Tour: • Set expectations for what a successful 1st Sea Tour looks like – include the exact qualification dates for the Sailor.

End of 1st Sea Tour: • Résumé list: go over each accomplishment that your Sailor will walk away with after the 1st sea tour – explain to them that this is what their résumé will include.

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Career Continuation: • Reenlistment requirements, timing, and pay calculator to inform the reenlistment conversation – calculate their bonus.

1st Shore Tour: • Outline the three main tracks for shore duty in Naval Nuclear Power. • Zone B discussion points for the career decision usually made ashore. Highlight that this is the first natural off-ramp from Naval Service. Trainer/Maintainer/Recruiter: • Profile of each shore duty type. Opportunity to discuss the specific advantages and disadvantages of each tailored to the Sailor. What would he specifically be best suited for? Where would be best put his skills to work to improve himself and the Navy? How he could become a mentor or leader himself. • Discuss why we value the “trainer” and how it would bolster an already robust résumé.

Incentive Pays: • Discuss the financial incentives.

Transitioning Back to Sea: • Résumé list of experience, reenlistment way-points, and future leadership positions - again bolstering an already robust résumé.

The Road to Anchors - CPO/SCPO/MCPO: • Rewards of a career as a senior enlisted nuclear supervisor - again bolstering an already robust résumé.

Our Goals: • Filled out by CPO and Sailor (or written in at the discussion time) prior to pamphlet completion, signed as an agreement between the CPO and the Sailor. Goals should include professional and personal milestones.

Leadership Notes: • Filled in by each leader prior to the off-hull session with comments, notes and advice. Provide phone numbers and email addresses to contact for questions. Include the OMBUDSMANs card/contact info for the spouse.

Career Reenlistment Timeline: • Shows impact of reenlistment timing; can also be used to outline a full career path. Highlight the monetary advantage of STAR reenlistment early in the first sea tour.

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Why Stay Navy? : • Graphic display of annual pay, incentive pay, and retirement benefits after a 23 year career .• Comparison points for civilian careers including salary, benefits, and retirement savings.• Specifically cover retirement, medical and dental coverage (example: if you paid for a child birth outside the military: over $10,000/child).

Pamphlet Editing Instructions • Recommend using Adobe Acrobat Pro to save all changes (LAN administrator install if not on ship’s computer). • If using Adobe Reader, you can edit fields and print but will not be able to save changes.• Select “enable all features” when prompted.• Select “highlight existing fields” in order to see all entries meant to be customized.• Hover mouse over fields to show clarification or recommendations for each entry.• To edit pictures (ship logo, Sailor picture) click and insert file.

Pamphlet Print Instructions • Select landscape.• Print on both sides (flip on short edge).• Ensure multiple pages are not selected.

Link to NPC website and the Nuclear CCC toolbox:http://www.public.navy.mil/bupers-npc/enlisted/community/nuclear/Pages/NuclearCCCToolbox.aspx

Operational Holds (OPHOLD) vs. Orders Modification (ORDMOD)BLUF: Proper advanced planning and communication can prevent the need for an OPHOLD to be submitted. Furthermore, in most cases, an ORDMOD request is sufficient to communicate the command’s needs/desires to achieve their goal of maintaining personnel readiness to meet mission requirements.

What’s the Difference?An OPHOLD message should be transmitted when an ORDMOD request has been denied and the Commanding Officer feels that there really is no other way to resolve the issue at hand. It is limited to ship’s that are deploying and only for an individual that is of such importance to the mission that it would result in a C-3 personnel readiness condition for that unit.

OPHOLD requests are governed by MILPERSMAN article 1306-120 and should be treated similar to a CAT 3 CASREP with respect to who you talk to before transmitting and understanding the level of visibility they receive. Per paragraph 125 of COMSUBLANT/COMSUBPACINST 1306.1A CH-1 (SUBPERSMAN), Commanding Officers will contact their parent ISIC to determine if an OPHOLD is warranted prior to submission. The parent ISIC will request submission concurrence from COMSUBLANT (N1)/COMSUBPAC (N1) (as appropriate).

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In a majority of cases, an ORDMOD is the preferred method to formally notify all stakeholders of a situation where a change to existing orders is deemed necessary. MILPERSMAN article 1320-311 is the governing document. As always, commands are strongly encouraged to make the necessary phone calls and e-mails in the background to help facilitate their desires; however, an ORDMOD request message is the formal way to request and receive a formal response.

Custom Command Greeting to Prospective Gains in Their OrdersA great tool to help your prospective gains get in contact with the ship is by having a customized P-text message that shows up right below the accounting information on a Sailor’s orders. You can help set the right tone and help the command and the Sailor out by providing key points of contact (e.g., COB and Ombudsman phone numbers and e-mail address). Contact Mr. Charles Taylor at PERS-455 (901-874-4148)(charlie.f.taylor@navy.mil) for more information.

Career Navigator (NAVADMIN 149 & 150/13)The Career Navigator Program will organize Navy enlisted career management policies and processes and multiple IT support systems into one overarching program. The goal of the Career Navigator Program is to integrate all career management processes and to provide Sailors with tools that are transparent, interactive and integrated. The Career Navigator Program will introduce new terminology meant to change how we think, discuss and apply enlisted career management processes in the Navy. The new terminology is meant to be more self-explanatory for Sailors. As part of this change, Fleet RIDE will be called the Career Waypoints System. The enlisted career management processes included in Career Waypoints will be called:

Reenlistment (formerly Perform to Serve (PTS) Reclassification (formerly Production Management Office) Conversion Transition (between active and reserve components)

The following link contains excellent resources to help educate your command:http://www.public.navy.mil/bupers-npc/career/careercounseling/Pages/CareerWaypointSystem.aspx

Changes to Reenlistment Quota Process and Differences from Old PTS SystemThe PTS program no longer exists and has been replaced with a system more advantageous for Sailors and empowers Commanding Officers. Specifically, these enhancements will provide faster responses for Sailors, applications will be submitted one month earlier, and the same number of reenlistment approval quotas will be distributed in a shorter amount of time (four months instead of seven) so more Sailors will be approved each month. If by chance Sailors are not approved to reenlist in their current rating they will have more time to apply for conversion to another rating or seek transfer to the Reserves. Lastly, the new process removed PFA and months to end of contract but has kept paygrade, evals, and critical NECs as decision factors.

General Reenlistment Policy (Non-Nuke Only)- E6 (non-nukes) – approved 1st look, auto-confirmed soon

- E5 & below (non-nukes) -- processing categories based on manning

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Open Reenlistment – UndermannedIf eligible and command approved, auto-confirmed, and can reenlist immediately

Balanced Reenlistment – Fully mannedIf eligible and command approved, process based on year group (YG) manning:

Undermanned/manned YG (most Sailors): auto-confirmed, reenlist immediately Over manned YG: must apply

Competitive Reenlistment – Over manned or special requirements (Nuclear-Trained Personnel)If eligible and command approved, must apply

Nuclear-Trained Personnel ReenlistmentsNuclear-trained personnel can apply for an early reenlistment quota as soon as they are eligible in a reenlistment zone. Most nuclear-trained personnel will obtain a quota the first time they apply and will receive confirmation within 30 days of their request.

Only nuclear-trained personnel with an inactive nuclear NEC, multiple PFA failures including the most recent PFA failure, NJP without follow-on evaluation reestablishing performance, loss of security clearance, Limited Duty/Medical Hold/Legal Hold, or Performance Mark Averages less than 3.00 and no improving trend will have to continue applying each month for a reenlistment quota from the 13 to 10 month point when approaching their SEAOS. OPNAV N133 will screen nuclear applicants to ensure eligibility.

Why You and Your Sailors Need to Understand CMS/ID

CMS/ID is Where Jobs are Advertised and Where Detailers Make SelectionsThe billets that are actually advertised on CMS/ID are determined by placement (PERS-4013) utilizing input from detailers (primarily so they know how many people are rolling from sea to shore and shore to sea) as well as input from TYCOMs to determine billet priorities. This means that if the job isn’t listed on CMS/ID then the detailer cannot post someone to that billet and write orders. CMS/ID forces detailers to fill prioritized billets and prevents them from “hooking up their buddies” or sending people to lower priority/more desirable billets at the expense of higher priority/less desirable billets.

The Longer a Sailor Waits to Apply For a Job, the More Likely They Will Be Selected Vice Choosing a JobThe billets that are advertised on CMS/ID must be filled by the detailer for that month and will not be carried over. Additionally, when a Sailor is at their 6-month point from their PRD they are now considered a needs of the Navy detail and will be posted to a priority billet.

Other Key Points Sailors can provide direct and standing input to the detailer on their duty preferences. This is

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important for Sailors that are going to be deployed or unable to communicate directly with their detailer or access CMS/ID during their orders negotiation window.

Commands can see if their billets are being advertised and comment on applicants as well as provide comments on the billet itself visible to the applicants.

There is a limited window in which Sailors can apply and commands can make comments. There is No Such Thing as Penciling Someone in For a Future Job.

o While the detailer does have the ability to look into the future to determine if someone is rolling out of a billet, that doesn’t mean that billet will be advertised on CMS/ID. If the billet is determined to be a priority then it will be advertised. As mentioned above, if the job isn’t advertised on CMS/ID then the Detailer has no ability to post someone to that billet and write orders.

The absolute minimum participation in the CMS/ID process is for the command to ensure their POC information is up to date and for the Sailor to ensure their standing preferences and contact information (e.g., phone number and e-mail) are up to date.

PRD ManagementCommands have an incredible amount of control over their manning with respect to when personnel rotate. Do not feel hostage to the PRDs reflected on your EDVR. You are in the best position to determine when personnel should rotate; the PRDs established in PCS orders are based upon prescribed sea tour lengths. There are many situations (e.g., crew splits for an SSBN coming out of overhaul) that can create a future “PRD Cliff” for a division where a plan needs to be formulated by the ship to spread those personnel out in the future. It is vitally important that each command have a process by which they are looking at PRDs to ensure there is a balanced flow of incoming and departing personnel and avoid having a large amount of experience transfer off the ship in a short period of time or at the wrong time.

Processes, Resources, and Best Practices to Manage PRDs Career Review Boards. Utilizing the concept of Division in the Spotlight each week can be an

effective tool to take a look at a particular division’s manning, qualifications, schools, leave, and other areas. Even if the current operations preclude having everyone sit down in the Wardroom to conduct a CRB, certain personnel in the chain of command can still scrub some records to identify potential problems.

PERS-4013 Conducts Semi-Annual EDVR Scrubs and subsequently transmits a message to the ship highlighting issues and concerns. Many ships do not take action nor respond to these messages.

It is strongly recommended that the Command Career Counselor have a spreadsheet containing key dates for each Sailor onboard (e.g., PRD, EAOS, when eligible to submit reenlistment application, when eligible to submit OTEIP request, when entering 9-month orders negotiation window, etc..).

Manning Stabilization Plans for Extended Availabilities and Change of Homeports. The Submarine Personnel Manual (SUBPERSMAN), CSL/CSPINST 1306.1 Series has detailed guidance on this

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process. It is important to remember that any changes to PRDs after a manning stabilization plan has been approved must go through the same chain of command that approved the stabilization plan.

Critical Billet Reviews Prior to Deployment (SUBPERSMAN Article 502). PERS 403 now conducts CPO Planning Conferences in conjunction with Wardroom Planning

Conferences. This is a great time to discuss any potential issues with particularly your Chief’s Mess, but PERS 403 will take any comments or questions regarding any of your Sailors during this time.

When and How to Submit PRD Change Requests When:

o 18-12 Months Prior to Current PRD: This is the sweet spot because it is close enough to the Sailor’s PRD that most factors/unknowns can be known such that a PRD isn’t changed too early. Similarly it is far enough out that the Sailor won’t be in the orders negotiating window and therefore risk orders being generated before a PRD change can be affected.

o 12 Months Prior to EAOS: If the Sailor’s PRD is beyond their EAOS then it is in the command’s interest to have the Sailor make a decision regarding their re-enlistment such that the command can adjust the PRD to match EAOS if the Sailor intends to separate. If the PRD is not adjusted then the command runs the risk of the Sailor separating and no requisition for a replacement being generated to backfill. PRD, not EAOS, is what causes a requisition to generate.

How:o Enlisted Personnel Action Request (1306/7)o Message from the command (or ISIC on behalf of the command)o Letter on command letterhead (e.g., CPO Planning Letter)

Limitations and Recommendations on PRD Adjustments A Sailor cannot have their PRD extended beyond 60 months of sea duty unless they are

volunteering to do so as indicated by submitting a 1306/7. Although a command can have a Sailor’s PRD adjusted by transmitting a naval message or

command letter, it is strongly recommended that the Sailor be informed of this action ahead of time and the basis for that change such that they don’t find out about it second hand and after the fact.

Prototype Manning and Instructor Duty for Nuclear-Trained Personnel

We Need the Majority of Sailors Rolling to Shore that Meet Instructor Screening Criteria to go to PrototypeThis is important for Sailors to understand to help manage their expectations. There are no sweet deals that the Detailer is sitting on or hiding from a nuclear-trained Sailor. The reality is that a significant

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portion of shore duty billets are at Prototype. This also means that a nuclear-trained Sailor will most likely have to move when they roll to shore duty. As a reminder, every submarine is required to submit four nuclear instructor packages per year.

If You Have a Sailor You Think Would be a Good Instructor then Submit a Package Too many people think a Sailor has to be upper-half/upper-half for NPS/NPTU to be considered;

this can be waived. Make the command endorsement match what the Sailor’s evaluations say and vice-versa.

Disparities between the two will likely result in the Sailor not screening or cause a delay in the approval of his package.

If the Sailor didn’t perform well academically in NPS/NPTU then provide a statement regarding their performance on qualification and continuing training examinations in the command endorsement along with any other selling points that you feel make them a solid candidate.

PERS-403 is proactively identifying Sailors that outwardly appear to be prospective candidates for Instructor Duty and providing those names to the respective ships, ISICs, and TYCOMs to further encourage those commands to discuss Instructor Duty with that Sailor.

Bottom Line: Submit the package and we’ll work on any waivers the Sailor may require.

Applications for Instructor Duty Cannot Exclude a Specific Command or be for a Specific CommandSimilar to other Navy personnel programs, a Sailor desiring to be an instructor must submit a screening package and then list their preferences in order regarding location. Applications that do not include a ranked list of all locations for instructor duty will be returned without action.

Talk to Your Sailors Early On About Instructor DutyThis will help better manage the Sailor’s expectations and can also provide a means to provide positive feedback and encouragement to a Sailor. Having an Officer or Chief Petty Officer approach a Sailor and tell them that they are impressed with that Sailor’s performance and that they are the type of person the Navy needs to train and develop our future operators can have a powerful influence. Furthermore, waiting until a Sailor is near/in their orders negotiating window to discuss their desires/intentions/options is too late.

Benefits of Prototype Duty Advancement Opportunity

o The CPO Board precepts letter routinely identifies NPTU as exceptional/valued serviceo FY12 CPO Selectees with prior NPTU service selected ~1 year earlier than non-NPTU

personnel Career Enhancement

o Can qualify as Engineering Watch Supervisor (CPO advancement pre-requisite)o CPO eligible personnel can qualify as Engineering Officer of the Watch

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o Earn the instructor certification Secondary NEC (9502) and become a Master Training Specialist

Officer Program Opportunityo Historically, 50% of NPTU applicants selected for STA-21N

Only opportunity for sea-returnees to apply for STA-21N is at nuclear training commands

o Historically, 90% of qualified NPTU applicants selected for OCSo Historically, 35% of NPTU applicants selected for LDO

College Educationo Tuition Assistance available while still in the Navyo Many education opportunities at each location including:

NY: Rensselaer Polytechnic Institute (RPI), Excelsior College, State University of New York, Old Dominion University

SC: Citadel, Charleston Southern University, College of Charleston, Old Dominion University, Trident Technical College

Higher Payo Assignment Incentive Pay (AIP) payable in lump sum upon completion of instructor

training and reporting to Staff UIC ($5400 based upon 36-months qualified instructor tour).

o Submariners are eligible for SUBPAY ashore if obligated for 18 months of sea dutyo $450/month SDAP for qualified supervisorso Zone B SRB (up to $90K) and Zone 1 ESRP (up to $100K) reenlistment bonuses available

Predictable Scheduleo Shift work provides a defined number of days off annually and a guaranteed 4-day

weekend/montho Training Week (T-week, 1 in every 4 weeks) is off-hull (normal work week)o Liberal leave policies (no deployment or underway equivalent)

Sea Duty Incentive Pay (SDIP) ChangesPolicy Decision Memorandum 008-13 was signed out on April 26, 2013. The most significant change is that the minimum extension/back-to-back/curtailment time is now 12 months (was 6 months) and the maximum allowed time is out to 48 months. Given that the SDIP monthly benefit is paid in a lump sum, this is a significant incentive. The updated eligibility chart can be accessed using the link at the bottom of this section.

SDIP Back to BackRequests must be received 11-13 months prior to the current PRD.

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SDIP ExtensionRequests must be received 12 months prior to completion of their prescribed sea tour.

SDIP CurtailmentRequests must be received 3 months prior to their desired detachment date.

The following link includes SDIP governing documents and the SDIP eligibility chart dated 10 Feb 2014:

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

Information Systems Technician Submarines (ITS) Manning Update

Navy Manning Plan (NMP) UpdateNow that the ITS A and C school is up and running we are steadily growing our inventory of junior ITS personnel. As such, NMP was recently adjusted such that most submarine crews (with the exception of SSBNs) will be able to have an additional junior ITS billet added. As a reminder, NMP changes neither create nor take away Sailors instantaneously; NMP is based upon projected inventory and therefore the additional ITSs will show up in the next 9-12 months.

Sea Duty Incentive Pay (SDIP)As an incentive to keep ITS LAN Administrators on sea duty and minimize gaps due to limited inventory, ITS, FT, STS, and ET (Nav and Comms) personnel with the 2781 NEC in paygrades of E-6 thru E-8 and are billeted as the LAN Administrator are eligible for $1000/month of SDIP. As previously discussed, rules for SDIP recently changed such that Sailors now have to extend/curtail/do back-to-back by a minimum of 12 months vice 6 months. However, Sailors can now go out to 48 months vice 24 months which can be a very significant amount of money that is payable in a lump sum ($48K in the case of an ITS). E-5 Sailors were removed from SDIP eligibility as of December 2013.

ITS Conversion OpportunityIn February 2013, the submarine community added additional training capacity to ITS A- and C-schools to facilitate training submarine Sailors who desired to convert to ITS, but required additional training. Since the additional training was added, 42 Sailors have been converted who require A-school and C-school (accounting for ~10% of the current inventory). Fifty-nine Sailors were converted to ITS in FY13 and we have converted 26 Sailors, so far, in FY14. While conversions for the last year account for 17.8% of overall inventory, the ITS community is growing in the number of authorized billets (approximately 100 shore billets), so there is still a high demand for ITS conversions.

What do we need from you? We have worked diligently to obtain additional class capacity to train Fleet returnee Sailors in order to properly man the Fleet, but we need your Sailors to fill classes. We are producing ITS Sailors as fast as we can and getting them to the Fleet, but we need your help to further grow the ITS rating. For future

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reference, there are reserved seats for each convening class for Fleet returnees if you are unable to send a Sailor at this time.

What does this mean for the losing submarine? Though we cannot guarantee a one for one swap with a newly graduating ITS Sailor from the school, we can try to ensure that your command is given priority in the next graduating class.

What does this mean for the Sailors selected for this opportunity? First, this will be a PCS move to Groton for the school. Second, the "A" and "C" school will be geared toward the Fleet returnee. Sailors who attend will already have a working knowledge of what the Fleet is experiencing and will be able to share ideas, lessons learned, and other issues that are unique to our platforms. Third, the members will be converted upon completion and will start competing against their peers and be on equal footing in the Navy Wide Advancement Exams. No longer will they have to compete against Sailors in their source rating and be at a disadvantage due to working out of rate.

Points of ContactFor any questions regarding eligibility of Sailors for the ITS conversion process, please contact the NON-Nuclear Enlisted Community Managers (BUPERS 322).

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