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FY-23 NAVY RESERVE NATIONAL COMMAND AND SENIOR OFFICER (O5/O6) NON-COMMAND BILLET SCREENING AND ASSIGNMENT BOARD

By Tony September 9, 2022 in Navy Officer

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ROUTINE  R 091614Z SEP 22 MID600052271859U  FM CNO WASHINGTON DC  TO NAVADMIN  INFO CNO WASHINGTON DC  BT  UNCLAS    NAVADMIN 204/22    PASS TO OFFICE CODES:  FM CNO WASHINGTON DC//N1//  INFO CNO WASHINGTON DC//N1//  MSGID/GENADMIN/CNO WASHINGTON DC/N1/SEP//    SUBJ/FY-23 NAVY RESERVE NATIONAL COMMAND AND SENIOR OFFICER (O5/O6)  NON-COMMAND BILLET SCREENING AND ASSIGNMENT BOARD//    REF/A/DOC/COMNAVRESFORNOTE 5400/01MAY22//  REF/B/MSG/CNO WASHINGTON DC/271415ZSEP19//    NARR/REF A IS FISCAL YEAR 2023 NATIONAL COMMAND AND SENIOR OFFICER COMMANDER  OR CAPTAIN NON-COMMAND BILLET SCREENING AND ASSIGNMENT PROCEDURES.   REF B IS ELECTRONIC SUBMISSION OF LETTERS TO PROMOTION AND SELECTION BOARDS  THROUGH MYNAVY PORTAL.//    RMKS/1.  This NAVADMIN announces the convening of the Fiscal Year (FY) 2023  Navy Reserve National Command and Senior Officer (O5/O6) Non-Command Billet  Screening and Assignment (APPLY) Board on 17 October 2022.  All Selected  Reserve Officer communities will utilize the APPLY Board process for command  and senior Officer non-command assignments.    2.  Eligible Officers desiring a billet assignment are required to complete  and submit all applicable sections of the APPLY application.  Applications  must be submitted via the Reserve Forces Manpower Tools (RFMT) website  available at https://rfmt.private.navyreserve.navy.mil.  Officers are  encouraged to place the maximum number of billet choices on their dream  sheets to maximize the opportunity for an assignment.  In addition, officers  are highly encouraged to note their willingness to accept suggested billets  and travel on their applications for billets not listed on their dream  sheets.  Doing so will enable the board to select the best qualified  applicants.    3.  All correspondence to the board must be received no later than 2359 CST,  6 October 2022.  Submission methods are detailed in paragraph 4 below. Late  correspondence will not be considered by the board.    4.  Board correspondence can be submitted via one of the following Methods  (listed from most preferred to least):      a.  Electronic Submission of Selection Board Documents (ESSBD) is the  preferred method to submit a letter to board (LTB). Candidates must access  the document services application through MyNavy Portal (MNP) at   https://www.mnp.navy.mil/group/advancement-and-promotion/overview or the  BUPERS Online main menu.  If required an ESSBD users guide is available on  the MyNavy HR Selection Board Support web page.  If unable to submit a LTB  package using ESSBD (e.g., low bandwidth, system outage, etc.) candidates  should submit via the below alternate methods.      b.  E-mail to cscselboard(at)navy.mil.  Subject line of e-mail  should read:          FY-23 Navy Reserve National Command and Senior Officer          (O5/O6) Non-Command Billet Screening and Assignment (APPLY)          Board (#391) ICO (Rank First Name Last Name, Designator)      c.  Standard (US Postal Service) mail (if encrypted e-mail is not  available) to:          MyNavy Career Center          FY-23 Navy Reserve National Command and Senior Officer          (O5/O6) Non-Command Billet Screening and Assignment (APPLY)          Board (#391)          5720 Integrity Drive          Bldg 768, Room E302          Millington, TN 38055-9200      d.  Overnight/Express Mail requiring signature:          MyNavy Career Center          FY-23 Navy Reserve National Command and Senior Officer          (O5/O6) Non-Command Billet Screening and Assignment (APPLY)          Board (#391)          5640 Ticonderoga Loop          Millington, TN 38055-9200      e.  Applicants may contact MyNavy Career Center (MNCC) to  confirm receipt of their packages and ask questions concerning  supplemental/additional correspondence at 833-330-MNCC/833-330-6622,  901-874-MNCC/901-874-6622 or via e-mail at askmncc(at)navy.mil.    5.  A Selected Reserve Officer must be qualified in line with reference (a)  to be considered for an assignment.  A qualified officer must complete and  submit a dream sheet with at least one billet listed on their application in  RFMT to be considered by the APPLY Board for a billet.    6.  An APPLY-eligible Officer who is not affiliated with the Reserve  Component in a drilling status (e.g., Active Status Pool/Voluntary  Participation Unit, Recall, and Mobilization) is still required to complete  and submit a dream sheet to participate in APPLY and to be eligible for a  post board assignment.  Non-affiliated officers, and any officers  experiencing difficulty submitting a dream sheet in RFMT, should contact  Commander, Navy Reserve Forces Command (COMNAVRESFORCOM) (N122) at  cnrfc_apply_mail.fct(at)navy.mil for assistance.    7.  APPLY Board assignments are assumed to be accepted by selected officers,  whereby no further action is required.  Officers who desire to decline  awarded billets must do so within seven days following release of official  results via the RFMT website.    8.  Point of contact.  All APPLY questions or concerns should be addressed to  COMNAVRESFORCOM (N122) APPLY team via e-mail at  cnrfc_apply_mail.fct(at)navy.mil.    9.  This NAVADMIN will remain in effect until superseded or canceled,  whichever occurs first.    10.  Released by Rear Admiral J. P. Waters, Acting N1B.//    BT  #0001  NNNN  UNCLASSIFIED//

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MyNavy Assignment Latest Release Brings More Transparency to Rate Conversion Applications

Millington, tn, united states, story by petty officer 2nd class jared catlett  , navy personnel command.

MILLINGTON, TENN. – Sailors interested in rate conversions may now see the availability of positions prior to applying. This is a new feature of the latest MyNavy Assignment (MNA) release, launched Dec. 3, 2021. Sailors can now determine their potential fit in a rate conversion depending on the available positions advertised in MNA for Sailor application. Previously Sailors had to apply without knowing the positions available, but they can now shop for positions and see the availability of both in-rate and out-of-rate jobs. Most conversion requests will be initiated, reviewed, and adjudicated within MNA. If quotas out of the Sailor’s current rate are not available, Sailors will not normally be able to submit conversion applications. Once signed into MNA homepage Sailors can access both their personal information and the “My Conversion Opportunities” page where the new capabilities can be found. It is important to note that job conversion opportunities are filtered based on a Sailor’s year group and personal information. Sailors should always verify that their year group and personal information are correct. Direct Conversion Requests are another option that allow Sailors outside their order negotiation window to apply for a job with a different rating. Enlisted Community Managers (ECMs) have the ability to set a “black out” time, also called a Direct Conversion Threshold, prior to a Sailor entering their order negotiation window. The Conversion Threshold prevents Sailors from making a Direct Conversion request in that time frame. For example, a six month “black out” period means that Sailors 18-13 months from their projected rotation date would be prohibited from making Direct Conversion Requests. Sailors inside their MNA negotiation window can request conversion by applying to a rating for which they qualify, assuming that both their current rating has Out-Quotas and the rating they are interested in converting to has In-Quotas. Out-Quotas are the number of Sailors allowed to convert out of a rating for a Sailor’s year group via a normal conversion application. If the Out-Quota is 0, the conversion request will normally be rejected. Out-Quotas are defined by rating, pay grade, year group, and service component. ECMs may also choose to define Out-Quotas by Naval Enlisted Classification (NEC). Sailors can navigate the “Conversion Ratings With In-Quotas” pane to see all available jobs in order of a Sailor’s level of qualifications, which is indicated by a Sailor’s Rating Identification Engine (RIDE)/Job Opportunities In the Navy (JOIN) score. General job searches can also be conducted by clicking the “In Opportunities Job Search” button which will then open a window that shows all convert-in available jobs. Sailors can filter and search jobs at will based on various criteria. By clicking a specific rating, Sailors can get more information on jobs available within a specific rating. Sailors complete a job search for a rating by clicking the Job Search button on the Rank pop-up. The pop-up will also display the RIDE/JOIN scores supplied by CWAY. It is extremely important that Sailors make sure that their CWAY information is up to date. Without up-to-date information, a Sailor’s RIDE/ JOIN scores will be incorrect. There is also a “Conversion Ratings with No Available Quotas” pane that Sailors may view and apply for ratings with no In-Quotas, but applications will likely be rejected. Sailors will be able to submit conversion applications during application phase. The next application phase begins Dec. 23, 2021. For more information regarding the MyNavy Assignment latest release please visit: https://www.mynavyhr.navy.mil/Career-Management/Detailing/MyNavy-Assignment/ https://www.mynavyhr.navy.mil/Career-Management/Career-Counseling/C-WAY/

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Advancement and Incentive Programs

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2024 MERITORIOUS ADVANCEMENT SEASON ONE

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Current Enlisted Programs

The Navy has modified the way enlisted Sailors advance in rate. Part of the goal is to replenish hard to fill billets, especially at-sea billets. The other goal is to advance Sailors who are committed to the Navy.

Billet based advancements will place the qualified Sailors in billets that have critical gaps at sea. This is a competition based selection whereas the Sailor is competing for a particular job that allows for advancement once the requirements have been met and the Sailor has reached his new destination.

Meritorious Type advancements allow the commanding officer to advance the most talented Sailors in pay-grades E5 and below to the next higher pay-grade. Quotas are allocated to commands based on authorized billets E3 through E5.

Incentive programs inlude priority shore duty placement and monetary compensation while still being eligible for career sea pay (CSP) and sea pay premium (SPP) if eligible.

Meritorious Advancement Program (MAP)

The purpose of MAP is to advance the most qualified Sailors to the next pay-grade outside of the advancement cycle. Through MAP, deckplate leaders have a voice in helping select the most qualified Sailors in their command. MAP currently comprises of 20% of total advancements.

Paygrades: E5 and below

• Meritorious Advancement Program - Official Website
• Question of the Day: How does MAP work?

Senior Enlisted Marketplace (SEM)

SEM is a program that will ultimately include all Chief Petty Officers. Currently only E-8 are being screen in this phase. To advance to the next higher pay-grade, successfully screened Chiefs must be matched to a position via MyNavy Assignment (MNA). The goal is to better align qualified Chiefs with command requirements and to advance those Sailors committed to staying in the Navy.

• Senior Enlisted Marketplace - Official Webpage
• SEM Flowchart
• Senior Enlisted Marketplace Fact Sheet - May 2023
• MyNavy Assignment (MNA) - Official Webpage
• NAVADMIN 261/22 - Senior Enlisted Marketplace - E-9 Billet Based Advancement
• Secure MNA website - view your MNA

Detailing Marketplace Assignment Policy (DMAP)

DMAP is a set of personnel policies designed to improve fleet manning in sea-intensive ratings. Its goal, through various programs, is to reward Sailors in sea-intensive ratings to stay in the Navy and stay on sea duty.

DMAP 4+3 benefits apply to Sailors who complete a 4-year Apprentice (E4 and below) Sea Tour followed immediately by a 3-year Journeyman (E5) Sea Tour.

Incentives Include:

Additional Money Through Detailing Marketplace Incentive Pay ( DMIP )

Paid monthly throughout entire 3 year Journeyman tour. $200 to $800 per month depending on location and sea duty type.

Early Advancement Through Advance to Position ( A2P )

A2P: E4 eligible (PNAed on E5 exam) applies for 3 year Journeyman assignment and advances upon arrival.

Early Advancement Through Command Advance to Position ( CA2P )

CA2P: An E4 eligible (PNAed on E5 exam) Sailor is nominated by their CO to fill a vacant or soon to be vacant PO2 billet onboard the current sea duty activity. All CA2P requests will be submitted in MNA via a Member Realignment Request (MRR).

Priority Follow-on Shore Duty Assignment Through Continuous Sea Duty Credit ( CSDC )

CSDC: Adds 1 credit per month of sea duty. Resets to 0 upon transfer to shore duty. Provides priority in the detailing marketplace.

All incentives can be combined with Career Sea Pay, Sea Pay Premium and SRB.

• Detailing Marketplace Assignment Policy - Official Website
• NAVADMIN 280/21 - Detailing Marketplace Assignment Policy (DMAP)
• DMAP Frequently Asked Questions (FAQs) MAY 2023
• My Navy Assignment (MNA) User's Guide (14 FEB 2022) Version 3.0i

Detailing Marketplace Incentive Pay (DMIP)

DMIP is a monetary incentive payable to Sailors that execute the DMAP 4+3 sea duty option. Sailors eligible for DMIP will earn additional monthly pay for the entire 3-year Journeyman (E5) Sea Tour. DMIP payments will begin on the 49th month of sea duty and continue each month through the 84th month. Initial DMIP rates will range between 200 dollars and 800 dollars per month. A Sailor who is earning the average DMIP rate of 500 dollars per month would receive $18,000 in additional incentive pay over the 3-year journeyman (E-5) sea tour.

That is on top of the $21,300 in career sea pay (CSP) and sea pay premium (SPP) for Sailors assigned to ships company for their 3-year journeyman (E-5) sea tour. In total, a Sailor who executes the DMAP 4+3 sea tour option could earn an extra $39,300 or more in DMIP, career sea pay (CSP) and sea pay premium (SPP).

Advance to Position (A2P)

A2P Program allows for Active Component E-4 and E-5 Sailors to apply for select E-5 and E-6 jobs when in their detailing window. This program does not allow for rates listed in DMAP. Sailors selected for A2P will be permanently advanced and paid upon reporting to an A2P job at their ultimate duty station, following successful completion of any required en-route training.

Sailors selected for A2P also maintain eligibility for all other advancement programs that they would be eligible for even after selection for A2P, and may advance sooner via any other advancement program for which they are selected. Sailors selected for an A2P assignment will receive permanent change of station (PCS) orders, if required, in line with current detailing business rules.

• NAVADMIN 172/22 - Active Duty Enlisted Advance-to-position Program Update
• Navy Updates Advancement-to-Position Program July 2022

Command Advance to Position (CA2P)

CA2P allows commanding officers to retain their top performing E-4 Sailors who are eligible for advancement to E-5 PNAed by permanently advancing them to E-5 to fill a vacant, or projected to become vacant, E-5 position within their command before entering MNA. Sailors must obligate to sufficient service, through extension or reenlistment, to complete a minimum of seven years at the command.

This consist of a 4-year apprentice (E-4 and below) sea tour plus a 3-year journeyman (E-5) sea tour (DMAP 4+3 sea duty option.) This is in addition to any associated training required to transition from apprentice to journeyman. CA2P replaces the Meritorious Advancement Program (MAP) for E-4 advancement to E-5 in the four DMAP Phase I ratings and will only be available to afloat commands. CA2P provides Sailors additional opportunity to remain in the same geographic location.

Continuous Sea Duty Credit (CSDC)

CSDC is a non-monetary incentive that will accrue as a Sailor remains on sea duty. All sailors on sea duty now earn CSDC and start accruing credits when reporting to sea duty. Initially, one (1) month on sea duty equates to one (1) CSDC. Sailors with the most CSDC will have priority over Sailors with less CSDC when applying for a shore duty assignment giving them an edge in shore duty assignment. CSDC is reset to zero once they have reported to their shore duty command. CSDC pauses if a Sailor goes on Limited Duty (LIMDU) or due to pregnancy.

• Question of the Day: What are Continuous Sea Duty Credits (CSDC)?

Senior Enlisted Advancement-to-Position Pilot Program (SEA2P)

SEA2P offers advancement incentive to active component E-7 and E-8 willing to take critical at-sea billets. The goal is to keep deploying units mission-ready by filling billets in Naval Air Forces and Surface Forces. Senior Fleet and type commander staff will convene a selection board to select those who are best and fully qualified Chiefs and Senior Chiefs for priority sea billets primarily within the Nimitz Strike Group, the Bataan Amphibious Ready Group, and USS George Washington.

• NAVADMIN 178/22 - Senior Enlisted Advancement-to-position Pilot Program
• See Your Advancement Now - with SEA2P August 2022

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US Navy ship building schedules hit by supply-chain woes, labor shortages

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US Navy ship programs face years-long delays amid labor, supply woes

Several of the U.S. Navy’s top shipbuilding programs are running one year to three years behind schedule, as the service and the industrial base grapple with workforce and management challenges.

Navy leaders conducted a 45-day review of its shipbuilding portfolio, following news in January that a first-of-class guided-missile frigate was behind schedule due in part to a workforce shortage at Fincantieri’s Marinette Marine shipyard in Wisconsin.

Coupled with existing delays to the Virginia-class attack submarine construction line and worries those delays might spill over to the top-priority Columbia-class ballistic missile submarine, Navy Secretary Carlos Del Toro that month ordered an “assessment of national and local causes of shipbuilding challenges, as well as recommended actions for achieving a healthier U.S. shipbuilding industrial base that provides combat capabilities that our warfighters need, on a schedule that is relevant.”

A snapshot of delays

The review’s leaders, Navy acquisition chief Nickolas Guertin and Naval Sea Systems Command head Vice Adm. James Downey, told reporters April 2 the review provided a snapshot of shipbuilding delays and challenges.

Based on current performance, the Navy projects the first Columbia-class SSBN will deliver 12 to 16 months later than its contractual delivery date of October 2027. The submarine is built by General Dynamics’ Electric Boat and HII’s Newport News Shipbuilding.

This is particularly worrisome because the vessel is expected to deploy shortly after its post-delivery testing and training. The Navy is obligated to have 10 SSBNs ready to deploy, lurking beneath the oceans while carrying nuclear missiles. The service is counting on the lead Columbia boat to deliver in 2027 so it can go on its maiden patrol in 2031. With any delays, the Navy will dip below the requirement.

Guertin said the Navy took significant steps prior to the pandemic to reduce risk on this program and accelerate the schedule where possible.

Supply issues

“COVID happened. Supply chain changed. Workforce greening happened,” he said, but previous risk-reduction steps kept the pandemic impacts “as minimal as possible.” The Columbia program, the Navy’s top acquisition priority, is the least delayed of the new programs assessed in the shipbuilding review, Guertin said.

The review shows the Navy’s Block IV Virginia submarines, which were bought from fiscal 2014 to 2018, are running 36 months behind schedule. The attack submarines rely on the same shipbuilders and suppliers as the Columbia program, but they’ve taken the brunt of delays to keep Columbia on track.

There are signs of improvement, though, with the Block V boats bought from FY19 to FY23 projected to be about 24 months behind schedule.

Downey said the Navy put additional work into the Block V design, and a performance improvement plan created for the Block IV boats would also lead to shorter construction timelines for Block V.

Captain Patrick German, the forward-deployed amphibious transport dock ship USS New Orleans’ (LPD 18) commanding officer, escorts Rear Admiral James Downey, Special Assistant to the Assistant Secretary of the Navy (Research, Development, and Acquisition), to New Orleans’ wardroom during a scheduled visit on Oct. 24, 2023. (MC1 Desmond Parks./US Navy)

The Navy’s next nuclear-powered aircraft carrier, which relies on many of the same overburdened suppliers as the submarine programs and is also built at Newport News Shipbuilding, is also delayed. The future Enterprise, CVN-80, is expected to deliver 18 to 26 months late.

Defense News reported in October the ship was running about a year behind schedule. That has worsened, with Downey saying some key suppliers are behind in their deliveries to Newport News. As a result, the Navy is delaying buying subsequent ships CVNs 82 and 83, pushing their procurement from FY28 to FY30.

Downey noted that the next carrier in line, the Doris Miller, CVN-81, has been shielded from delays thanks to a two-carrier contract that’s allowed Newport News Shipbuilding to place material orders much earlier.

The first Constellation frigate, built in Wisconsin by Fincantieri’s Marinette Marine shipyard, will deliver 36 months later than its contractual delivery date.

Downey said this is due to a couple factors: Marinette Marine has gone from managing just one program at the small yard to now juggling three: finishing up the littoral combat ship program, building the multi-mission surface combatant for the Saudi navy, and now designing the Constellation-class frigate. The yard has a higher workload, has to manage programs at different stages, and has had to ramp up hiring even as it’s seen greater attrition than some other yards.

Downey said the Navy has taken some steps to better manage this program, including asking government, Fincantieri and subcontractor designers to all move to a single office at the Wisconsin shipyard so they can get through the remaining design work together as efficiently as possible.

As for the more mature surface ship production lines — the San Antonio-class amphibious transport dock and America-class amphibious assault ships at Ingalls Shipbuilding, the Arleigh Burke-class destroyers at Ingalls and General Dynamics’ Bath Iron Works and the John Lewis-class oiler at General Dynamics’ NASSCO — the Navy notes these ships are predicted to deliver later than what’s outlined in their contracts, but in line with revised program manager estimates.These ship programs were “rebaselined” as the COVID-19 pandemic and subsequent labor and supply disruptions wreaked havoc on schedules, but Downey said they’ve kept to these new post-COVID schedules.

Workforce challenges

Guertin said there were two buckets of challenges the team found during this review: lead ship issues, including design maturity, first-in-class construction challenges, and the size and skillset of the design workforce; and ship class issues, including acquisition and contracting strategies, supply chain weaknesses, shortage of skilled tradesmen, and gaps in the government workforce.

Nickolas Guertin, right, Assistant Secretary of the Navy (Research, Development and Acquisition), shakes hands with Capt. Daryle Cardone, commanding officer of aircraft carrier USS Ronald Reagan (CVN 76), on the ceremonial quarterdeck prior to a ship tour while in port in Yokosuka, Japan, on Jan. 19, 2024. (MC3 Jonathan EstradaEguizabal/US Navy)

Guertin said some things are the new normal: “the supply chain is different now,” he said, and the Navy needs to ensure it and its shipbuilders buy materials farther ahead of the start of construction. The “greening of the workforce” — or replacing a highly experienced workforce that’s retiring in high numbers with less experienced employees — has also “changed dramatically” the realities of ship design and waterfront tradecraft work.

Guertin said this review revealed that the entire workforce — the government, the shipbuilders and the entire supply chain — ought to be viewed and invested in as a national strategic asset. He said the review also highlighted that risk-sharing between the government and shipbuilders had faltered and that the balance of that risk should be reconsidered for future contracts.

Downey added a few lessons of his own as it relates to the Navy’s government workforce. He said the review highlighted the need for more scrutiny in the design process and suggested the Navy might bring in some extra eyes beyond just the program offices involved. The Navy has been less involved in ship design over the years and has therefore seen a decrease in the size and skill of its own design workforce, which should be addressed. And he said the Navy has significant oversight responsibilities today, with more than 80 ships on contract, and that the oversight work is straining the current workforce.

Megan Eckstein is the naval warfare reporter at Defense News. She has covered military news since 2009, with a focus on U.S. Navy and Marine Corps operations, acquisition programs and budgets. She has reported from four geographic fleets and is happiest when she’s filing stories from a ship. Megan is a University of Maryland alumna.

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