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Operational Holds (OPHOLD) vs. Orders Modification (ORDMOD) - Pers-42 drumbeat (Reference) Last Update: November 2014

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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).

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 Orders


A 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 System


The 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


Open Reenlistment – Undermanned


If eligible and command approved, auto-confirmed, and can reenlist immediately

Balanced Reenlistment – Fully manned


If 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 Reenlistments


Nuclear-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 Selections


The 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 Job


The 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 especially important for when a Sailor is in their order’s negotiation window. This is also 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.

    • 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 Management


Commands 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 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:

    • 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.

    • 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:

    • Enlisted Personnel Action Request (1306/7)

    • Message from the command (or ISIC on behalf of the command)

    • 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 Prototype


This 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 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 Command


Similar 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 Duty


This 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

    • The CPO Board precepts letter routinely identifies NPTU as exceptional/valued service

    • FY12 CPO Selectees with prior NPTU service selected ~1 year earlier than non-NPTU personnel

  • Career Enhancement

    • Can qualify as Engineering Watch Supervisor (CPO advancement pre-requisite)

    • CPO eligible personnel can qualify as Engineering Officer of the Watch

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

  • Officer Program Opportunity

    • Historically, 50% of NPTU applicants selected for STA-21N

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

    • Historically, 90% of qualified NPTU applicants selected for OCS

    • Historically, 35% of NPTU applicants selected for LDO

  • College Education

    • Tuition Assistance available while still in the Navy

    • 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 Pay

    • 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).

    • Submariners are eligible for SUBPAY ashore if obligated for 18 months of sea duty

    • $450/month SDAP for qualified supervisors

    • Zone B SRB (up to $90K) and Zone 1 ESRP (up to $100K) reenlistment bonuses available

  • Predictable Schedule

    • Shift work provides a defined number of days off annually and a guaranteed 4-day weekend/month

    • Training Week (T-week, 1 in every 4 weeks) is off-hull (normal work week)

    • Liberal leave policies (no deployment or underway equivalent)

Sea Duty Incentive Pay (SDIP) Changes


Policy 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 Back


Requests must be received 11-13 months prior to the current PRD.

SDIP Extension


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

SDIP Curtailment


Requests 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) Update


Now 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 Opportunity


In 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 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 Contact


For 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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