Navy Ships, Subs, Aircraft - Research and Technology
Topics related to Navy aircraft, ships, submarines and equipment, research & technology. This also includes commissioning, decommissioning, overhauls, upgrades and testing.
438 topics in this forum
-
- 0 replies
- 772 views
-
- 0 replies
- 392 views
-
- 0 replies
- 803 views
-
- 0 replies
- 596 views
-
- 0 replies
- 447 views
-
- 0 replies
- 371 views
-
- 0 replies
- 479 views
-
- 0 replies
- 500 views
-
- 0 replies
- 559 views
-
- 0 replies
- 700 views
-
- 0 replies
- 769 views
-
- 0 replies
- 779 views
-
- 0 replies
- 508 views
-
- 0 replies
- 1.4k views
-
The US and British navies' newest submarines are equipped with totally different kinds of periscopes
- 0 replies
- 503 views
-
- 0 replies
- 635 views
-
- 0 replies
- 845 views
-
- 0 replies
- 747 views
-
- 0 replies
- 850 views
-
- 0 replies
- 539 views
-
- 0 replies
- 1.3k views
-
- 0 replies
- 1k views
-
- 0 replies
- 368 views
-
- 0 replies
- 796 views
-
- 0 replies
- 661 views
-
Tell a friend
-
Activities
-
0
eNavFit Overview Brief (updated 6 February 2023)
eNavFit overview brief -
0
Find Your TRICARE Costs With Compare Cost Tool
FALLS CHURCH, Va. – Would you like to know more about your TRICARE health plan costs? Maybe you’d like to compare different plans to find the most cost-effective one. TRICARE’s online compare cost tool can help you look up your health plan’s costs and review multiple health plan costs at the same time. “It’s important for TRICARE beneficiaries to have a fast, easy way to look up costs associated with their health plan,” said Robert Agnello, deputy chief of Digital Communications at the Defense Health Agency. “With the TRICARE Compare Cost Tool, you can look up costs for covered services, enrollment, and more. You can also see how your plan’s costs compare to other plans.” -
0
RETENTION EXCELLENCE AWARD
CLASSIFICATION: UNCLASSIFIED// ROUTINE R 071805Z FEB 23 MID200080715767U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 027/23 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/FEB// SUBJ/RETENTION EXCELLENCE AWARD// REF/A/MSG/CNO WASHINGTON DC/121637ZNOV19// REF/B/PUB/BUPERS/17JAN17// REF/C/MSG/CNO WASHINGTON DC/162058ZAPR18// REF/D/MSG/CNO WASHINGTON DC/231840ZAPR18// REF/E/DOC/OPNAV/29JUL22// NARR/REF A IS NAVADMIN 254/19, CULTURE OF EXCELLENCE. REF B IS BUREAU OF NAVAL PERSONNEL CAREER COUNSELOR HANDBOOK. REF C IS NAVADMIN 095/18, BRILLIANT ON THE BASICS II PART A REVISITING THE BASICS. REF D IS NAVADMIN 100/18, BRILLIANT ON THE BASICS II PART B ENGAGEMENT. REF E IS OPNAVINST 1040.11E, NAVY ENLISTED RETENTION AND CAREER DEVELOPMENT PROGRAM.// RMKS/1. This NAVADMIN highlights the Navy's Fiscal Year (FY) 2022 retention, outlines the FY-23 retention environment, provides FY-23 reenlistment rate benchmarks, and Retention Excellence Award (REA) criteria. Additionally, it reemphasizes our commitment to promoting a culture of excellence in line with references (a) through (e), and the need to continue retaining the best talent in a forward- operating, diverse, and talent-rich Navy team. 2. FY-22 Retention: a. In FY-22, we achieved the following combined reenlistment and reserve affiliation rates: (1) Zone A: 68% (62% benchmark). (2) Zone B: 67% (68% benchmark). (3) Zone C: 85% (85% benchmark). b. We fell short of the Zone A attrition benchmark of 4% or less: (1) United States Fleet Forces: 5.8%. (2) United States Pacific Fleet: 5.6%. 3. FY-23 retention environment. As we progress through this FY, we remain dedicated to attracting, developing, and retaining the very best talent. a. Fleet Readiness. We are building a robust marketplace to mitigate gaps at sea and maximize fleet readiness, which is foundational to meeting the Navy mission. Our Sailors will be afforded opportunities to participate in the marketplace as they manage their careers. b. All Hands on Deck. To maximize retention, an *all hands on deck* approach is required. It is imperative everyone plays an active part in ensuring the Navy retains the right Sailors. Last year we introduced changes in the REA program to further incentivize operational units to maximize retention by being the *Best in Class* (BIC) for their platform type while maintaining the REA Legacy for the rest of the Navy until all units can be transitioned into a BIC. c. FY-23 Goal. This FY we are asking that you put additional effort into retaining talented Sailors (on Active Duty or in the Reserves). As such, you will see that we have set the reenlistment rate benchmarks 2% above each platforms 3-year average (for REA BIC), or 2% above last FYs performance (for REA Legacy). 4. Importance of Reserve Affiliation. Maintaining the best retention environment for fleet readiness remains our top priority. We depend on both the Active and Reserve Component to maintain Fleet readiness. Simply stated, we cannot build a Navy who can fight and win without a total force effort. The strategic depth provided by our Navy Reserve team has supported critical missions everywhere we operate, ranging from Coronavirus Disease 2019 response to flying key resupply missions around the world and from shore to operating forward in remote locations. Consequently, retention through reserve affiliation (RA) remains a strategic imperative and will be factored into REA computations. RA can occur greater than 180 days from Active Duty separation, however, it must be within the same FY. 5. FY-23 Reenlistment Rate Benchmarks: a. REA BIC. In FY-23 we will continue a competitive REA BIC distinction for certain (Type 2 and Type 4) operational platform types. The BIC distinction highlights those commands who are optimizing the principles in line with references (a) through (c) to retain an operationally ready, diverse, and talented force. REA BIC includes 18 platform types provided below. Units not identified as REA BIC will continue to be identified as REA Legacy and follow REA benchmarks outlined in paragraph 5b. (1) Reenlistment rates with RA. Commands who meet their specific platform reenlistment rate benchmark targets (including RA) in Zones A, B, and C and remain at or below the Navy's Zone A attrition benchmark of 4% for at least two quarters or the FY overall, will be awarded the REA. The Immediate Superior in Command (ISIC) will evaluate commands who meet the ship class REA criteria and determine, from those commands, their BIC nominee. BIC nominees will be awarded based on ISIC determined metrics as long as they meet the minimum REA benchmarks. Those commands identified by the ISICs as BIC nominees will be forwarded to their respective Type Commander (TYCOM) for additional review, endorsement, and final selection. TYCOMs will then forward finalized REA BIC awardees to the Echelon II command for the release of a recognition message. (2) FY-23 BIC reenlistment benchmarks (including RA): Platform Type ZONE A ZONE B ZONE C CG 74% 76% 95% CVN 66% 75% 92% DDG 74% 78% 94% EOD 88% 84% 95% HSC 75% 79% 96% HSM 79% 80% 93% LHA and LHD 74% 82% 96% LPD 74% 78% 96% LSD 78% 82% 91% MCM 75% 88% 95% NMCB 63% 75% 98% SSBN 76% 83% 94% SSGN 75% 79% 90% SSN 70% 73% 88% VAQ 70% 75% 95% VAW 79% 77% 96% VFA 68% 78% 91% VP 73% 78% 97% Zone A attrition benchmark is set at 4% or less. b. REA Legacy. All other Echelon II and III commands must meet or exceed the following aggregate reenlistment rates (with RA) and attrition benchmarks to become eligible for the REA Legacy award: (1) Zone A: 70%. (2) Zone B: 70%. (3) Zone C: 87%. Zone A attrition 4% or less. 6. REA Criteria for both Legacy and BIC. If commands meet or exceed the FY- 23 reenlistment benchmarks (including RA) and are at or below the attrition benchmark, they are eligible to receive the REA. The benchmarks must be met for at least two quarters or the FY overall. Additionally, ISICs and TYCOMs can utilize retention or Sailor related metrics to determine final eligibility. a. Computation Exceptions. A zone with zero transactions at or before the end of active obligated service will qualify as the percentage required in that particular zone if the command has qualifying transactions in the other zones. Only two zones may be allowed to default to the minimum benchmark in that particular zone. b. Commands must have a minimum of one zone of qualifying transactions to be eligible for the REA. Exceptions to policy (ETP) may be considered on a case-by-case basis for small commands with no junior Sailors. Echelon II commands, TYCOMs and ISICs will determine the necessity of an ETP. c. Loss transactions on a Sailor transferred from a command due to pending separation, a medical, or legal hold will reflect on the command where the Sailor was last attached in an accounting category code 100 status. d. Sailors separated due to other medical reasons or disability, will not be counted towards the 4% or less attrition benchmark and commands will utilize reference (b) to adjust computed attrition in Zone A to be submitted to their ISIC or TYCOM. e. Requests for ETPs of any award element in paragraph 5, must be submitted in writing via the respective ISIC or TYCOM with specific justification. ETP requests must be signed by the commanding officer. Requests disapproved at any level will not be considered. Disapprovals at ISIC or TYCOM level do not need to be forwarded to their respective Echelon II command. Command ETP final approval authority resides with Echelon II commands. f. An eligible command must have a rated Navy counselor (NC) or a billeted Command Career Counselor (CCC) with the Navy enlisted classification (NEC) 806R in order to be eligible for the REA. In the event, the CCC billet is gapped or there is an unplanned loss, the command retains REA eligibility while the ISIC supports the interim CCC in the collection and submission of retention data. g. TYCOM and direct reporting NCs will evaluate and submit eligible commands to their respective Echelon II command no later than 1 December 2023. 7. REA Legacy and BIC Announcement Recognition. Echelon II commands should announce their FY-23 REA Legacy and BIC recipients following the consolidation of Echelon III commands and direct reporting command submissions no later than 31 December 2023. a. Following the announcement message, REA BIC awardees may fly the BIC pennant (blue, with a silver anchor) and paint their anchor gold as applicable. b. REA Legacy award winners and BIC contenders who meet benchmarks and who are not selected for BIC distinction can fly the REA pennant (gold, with a blue anchor) and paint their anchor haze grey. 8. Career Counselor of the Year (CCOY). A key to the successful execution of brilliant on the basics as detailed in references (c) and (d) is recognition. CCOY provides an opportunity to recognize CCCs who manage an outstanding Career Development Program and serve a critical role in the military life cycle of a Sailor's career. The CCOY program is maintained at the Echelon II command level and is open to rated NC and unit CCCs with the NEC 806R. 9. Points of Contact: a. Personnel, Manpower, and Training, Fleet Career Counselor. NCCM(SW/AW/IW) James Osborne, at (703) 604-5353/DSN 664 or via e- mail at james.r.osborne.mil(at)us.navy.mil. b. U.S. Fleet Forces, Fleet Career Counselor. NCCM(SW/AW) Crystal Webb, at (757)836-7780/DSN 836 or via e-mail at crystal.p.webb.mil(at)us.navy.mil. c. U.S. Pacific Fleet, Fleet Career Counselor. NCCM(SW/SCW/FMF) Judith Jimenez, at (808) 474-5848/DSN 315 or via e- mail at judith.m.jimenez2.mil(at)navy.mil. d. Fleet Engagement Team (BUPERS-3). Mr. Randy Miller, at (901) 874- 2376/DSN 882 or via e-mail at randy.a.miller4.civ (at)us.navy.mil. e. Enlisted Force Plans and Policy Branch (OPNAV N132). Mr. Glenn Arrington, at (703) 604-5089/DSN 664 or via e-mail at glenn.arrington.civ(at)us.navy.mil. 10. Released by Vice Admiral Richard J. Cheeseman, Jr., N1.// BT #0001 NNNN CLASSIFICATION: UNCLASSIFIED//
-