Tony

HOUSTON — A retired U.S. Navy chief petty officer was sentenced Thursday to 160 months in federal prison for receiving child pornography, announced U.S. Attorney Kenneth Magidson, Southern District of Texas. The investigation was conducted by U.S. Immigration and Customs Enforcement's (ICE) Homeland Security Investigations (HSI), and the Naval Criminal Investigation Service (NCIS). Dieter David Palmer, 42, was identified as a person who purchased a membership to child pornography websites that were under investigation. The investigation began as a Department of Justice operation (Operation Flicker) targeting a criminal organization operating multiple commercial child pornography websites. U.S. District Judge Keith Ellison, who handed down the sentence March 22, also ordered Palmer to be on supervised release for life, and he must register as a sex offender.

MELBOURNE, Fla. – Dec. 18, 2024 – Northrop Grumman Corporation (NYSE: NOC) has been selected as the prime contractor to deliver nuclear command, control and communications (NC3) aircraft for the U.S. Navy’s Take Charge And Move Out (TACAMO) mission. The Northrop Grumman-led industry team will deliver the E-130J to relieve the U.S. Navy’s current E-6B Mercury fleet of the TACAMO mission.

NORFOLK, Virginia – The commanding officer of Navy Reserve Center (NRC) Shreveport, in Shreveport, Louisiana was relieved Dec. 20 due to a loss of confidence in his ability to command.

WASHINGTON — Today, the U.S. Department of Veterans Affairs released the National Veteran Suicide Prevention Annual Report. The report is the most comprehensive national report on Veteran suicide, analyzing Veteran suicide from 2001-2022 (the most recent years for which we have data). The report shows that there were 6,407 suicides among Veterans in 2022, lower than 12 of 14 previous years but three more than in 2021. Among non-Veterans, there were 41,484 suicides in 2022, 1,476 higher than 2021. Additional key report findings include decreases in suicide rates for:

CLASSIFICATION: UNCLASSIFIED// ROUTINE R 192205Z DEC 24 MID120001653834U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 255/24 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/DEC// SUBJ/BILLET BASED ADVANCEMENTS 2025 REF/A/DOC/BUPERS/07FEB22// REF/B/MSG/CNO WASHINGTON DC/272200ZJUL23// RED/C/MSG/CNO WASHINGTON DC/121529ZMAR24// REF/D/MSG/CNO WASHINGTON DC/091538ZDEC21// REF/E/MSG/CNO WASHINGTON DC/011634ZJUN22// REF/F/MSG/CNO WASHINGTON DC/062115ZOCT22// REF/G/MSG/CNO WASHINGTON DC/101743ZMAY23// REF/H/MSG/CNO WASHINGTON DC/011532ZFEB24// REF/I/MSG CNO WASHINGTON DC/221631ZNOV22// REF/J/MSG/CNO WASHINGTON DC/081754ZDEC23// REF/K/MSG/CNO WASHINGTON DC/031326ZJUN24// REF/L/DOC/BUPERS/29SEP17// REF/M/DOC/BUPERS/22FEB20// REF/N/DOC/MEMO/25OCT21// NARR/REF A IS BUPERSINST 1430.16G CH-1, ADVANCEMENT MANUAL FOR ENLISTED PERSONNEL OF THE U.S. NAVY AND U.S. NAVY RESERVE. REF B IS NAVADMIN 168/23, NAVY-WIDE APPRENTICE (E1-E4) ADVANCEMENT CHANGES. REF C IS NAVADMIN 052/24, 2024 MERITORIOUS ADVANCEMENT SEASON ONE. REF D IS NAVADMIN 280/21, DETAILING MARKETPLACE ASSIGNMENT POLICY (DMAP). REF E IS NAVADMIN 127/22, DETAILING MARKETPLACE ASSIGNMENT POLICY PHASE I UPDATE. REF F IS NAVADMIN 228/22, DETAILING MARKETPLACE ASSIGNMENT POLICY PHASE II. REF G IS NAVADMIN 109/23, DETAILING MARKETPLACE ASSIGNMENT POLICY PHASE III. REF H IS NAVADMIN 017/24, DETAILING MARKETPLACE ASSIGNMENT POLICY PHASE IV - DC AND ABE EXCLUSIVE. REF I IS NAVADMIN 261/22, SENIOR ENLISTED MARKETPLACE - E-9 BILLET BASED ADVANCEMENT. REF J IS NAVADMIN 305/23, FY25 ACTIVE COMPONENT ADVANCEMENT AND SCREEN BOARDS FOR COMMAND MASTER CHIEF, MASTER CHIEF AND SENIOR CHIEF PETTY OFFICER. REF K IS NAVADMIN 111/24, IMPLEMENTATION OF COMMAND ADVANCE TO POSITION. REF L IS MILPERSMAN 1306-300, OVERSEAS TOUR EXTENSION INCENTIVES PROGRAM (OTEIP). REF M IS MILPERSMAN 1050-410, CONSECUTIVE OVERSEAS TOUR (COT) AND IN-PLACE CONSECUTIVE OVERSEAS TOUR (IPCOT) LEAVE ENTITLEMENT POLICY. REF N IS POLICY DECISION MEMORANDUM 002-21, SEA DUTY INCENTIVE PAY PROGRAM.// RMKS/1. This NAVADMIN announces an update on Billet Based Advancement (BBA) policies contained in references (a) through (k), and the expansion of BBA in calendar year 2025. BBA is the framework that serves to link enlisted advancements directly to billets, enables Active Duty Sailors to advance to the next-higher paygrade via Command Advance to Position (CA2P) and Advance to Position (A2P), and includes the Senior Enlisted Marketplace (SEM). BBA expands Active Duty Sailor choice, reduces the number of E-5 and above vacancies across the Fleet and reduces assignment distribution inefficiencies. Most BBA actions are initiated and adjudicated in MyNavy Assignment (MNA), providing process transparency to the Fleet. 2. Starting with the March 2025 Navy-Wide Advancement Examination cycle, ratings included in the Detailing Marketplace Assignment Policy (DMAP) will be fully integrated into BBA. These sea- intensive ratings, ABE, ABF, ABH, AME, AO, CS, DC, EM, IC, GM, GSM, MM, QM, and RS, will no longer follow the "DMAP 4+3" construct for a follow-on journeyman (E-5) sea tour, in line with reference (d). The Navy-wide Advancement Exams (NWAEs) for advancement to E-5 and E-6 for the BBA ratings will transition to Rating Knowledge Exams (RKEs) to attain CA2P and A2P eligibility. E-4 and E-5 Sailors are required to have an in-grade periodic evaluation to participate in the RKE. Active Duty Sailors who pass the RKE and have a Commanding Officer/Officer in Charge's recommendation for advancement will have a Detailing Marketplace Eligibility Indicator (DMEI) applied to their MNA record, which will allow Sailors to apply for jobs in the next-higher paygrade, regardless of Projected Rotation Date (PRD). Previous BBA Sailors (ABE and DC) that are advancement eligible on sea or shore duty may begin to apply for A2P jobs in the next MNA cycle. Active Duty BBA Sailors passing the March 2025 RKE may begin to apply for A2P jobs in the August 2025 MNA cycle. Passing the RKE will enable DMEI eligibility for 24 months. If a Sailor has not advanced in a new position within 24 months, they must retake the RKE to ensure technical competency is maintained. a. RKEs will be consistent with NWAEs as to the type and scope of questions and will be conducted using the same exam processes and timeline. E-5 and E-6 exam administration cycles will continue to be in March and September. Active Duty Sailors may retake the RKE each cycle to try and improve their Final Multiple Score (FMS), which is a scoring element in the Sailor Scoring Criteria (SSC). The FMS is based on the RKE score, performance evaluations, awards, education, service-in-paygrade, and pass not advanced points. Time in rate (TIR) is not required for Active Duty Sailors in the above listed ratings taking the E-5 and E-6 RKE. Education Service Officers (ESO) must create Enlisted Advancement Worksheets (EAW) and submit exam orders for these Sailors. To support Cycle 267 exam ordering timelines, ESOs must add exam orders for any BBA rating Active Duty Sailors missing from the Cycle 267 mass/initial TIR exam orders. As with NWAEs, Professional Military Knowledge - Eligibility Exams and Enlisted Leader Development courses are eligibility requirements to take RKEs as well as specific rating requirements. b. BBA Component Exemptions. The BBA program is not available for Sailors in the Training and the Administration of Reserve (TAR) or Selected Reserve (SELRES). c. BBA options for the journeyman pay band (E-5 and E-6) include A2P and CA2P with the following eligibility and processes. Current command must validate all advancement criteria is met prior to executing advancement. (1) A2P opportunities are advertised in MNA and eligible Active Duty Sailors in BBA ratings may submit up to seven applications per cycle; these may include jobs in their current or next-higher paygrade. Once all applications are received, MNA will score each application and Rating Detailers will review the slate. If the Sailor with the highest SSC does not meet the pre-requisite skillsets of the billet requirements, the Sailor with the next- highest score will be evaluated for A2P selection. This review will continue until a qualified Sailor is selected to fill the position. BBA Sailors selected for A2P must obligate service for 36 months, pass any applicable screening requirements and complete required billet training enroute. (2) CA2P provides an opportunity for Commanding Officers and Officers in Charge to recommend an advancement eligible BBA Sailor that has completed at least 24 months of cumulative sea time as an E-4, or 18 months of tour completion as an E-5, to remain onboard for advancement. (a) CA2P is available for all E-4 and E-5 BBA Sailors that are not within 12 months of their PRD, under orders or have orders pending release. BBA Sailors must be serving onboard a sea duty activity (Type 2, 3 or 4) or a pre-commissioning activity that has a current or projected billet vacancy in the next-higher paygrade. Shore CA2P will be considered for advancement eligible Sailors that are assigned to a command with a valid, unencumbered billet which is both aligned to that Sailors' rating and/or Navy Enlisted Classification and in the next higher paygrade. Sailors approved for CA2P on shore duty are required to obligate service for 36-months beyond their advancement date. Their PRD will not be extended. General duty billets at Recruit Training Command and on Recruiter Duty must meet the vacant paygrade for a CA2P, but requests will not be restricted to the source rating requirement. CA2P requests will be submitted in MNA via a Member Realignment Request. (b) Immediate Superiors in Command (ISIC), Type Commanders (TYCOM) and Budget Submitting Offices may also submit CA2P requests to move eligible BBA Sailors to another activity that has a job available in the next higher paygrade. These requests should be within the same geographic location. Requests will be submitted in MNA via a Cross-deck or Comp-tour Personnel Manning Action Request (PMAR). Sailors moved from one shore duty activity to another shore activity retain their original PRD and will not have their shore tour extended. (c) CA2P requests may only be submitted in MNA scrub phase and any request received at any other time will be held until the next MNA Scrub Phase. The MNA schedule is available at: https://www.mynavyhr.navy.mil/Career-Management/Detailing/MyNavy-Assignment/. (3) BBA Sailors may be frocked once Obligated Service (OBLISERVE) is achieved to meet the new assignment PRD and one of the below elements occurs: (a) Hardcopy orders for the A2P are received. (b) Manning Realignment Request is approved in MNA for CA2P. 3. SEM offers board screened Active Duty E-7 and E-8 Sailors the opportunity to apply and be selected for an E-8 and E-9 job in the next-higher paygrade. SEM will be expanded to board screened E-6 Sailors selected for E-7 to apply and be selected for an E-7 job, which will begin with the fiscal year 2026 CPO Board. E-7 advancement cycle policies for EAW, exam ordering, NWAE administration, and selection board eligibility determination remain unchanged. E-7 SEM will be executed the same as E-8 and E-9, with the exception of the timeline for frocking. E-7 Screened Sailors will go through Chief Petty Officer initiation and frocked upon completion of the six-week training and Capstone event. If eligible, Screened Sailors may remain eligible for Sea Duty Incentive Pay (SDIP). a. SEM Exemptions. SEM does not apply to Command Senior Enlisted Leader Program, Submarine, Nuclear, Musician (E-7 only), Seal, Special Boat Operator, TAR and SELRES ratings. b. SEM screening boards will operate in the same manner as legacy selection boards, with the exception that each will provide a list of Sailors screened as eligible to advance, with up to the top 15% of screened E-7s and E-8s designated as merit screened. There will be no merit screenings for E-6 Sailors successfully screened for E-7. Screened Sailors will have a DMEI applied to their MNA record, which will allow them to apply for jobs in the next-higher paygrade, regardless of PRD, Accounting Code (ACC) or order status. Sailors have up to 24 months to be selected for a job in the next- higher paygrade and if they are not selected, they must be reevaluated by the next screening board. Sailors who have lost promotion recommendation must be reviewed by the next screening board. c. SEM advancement opportunities are advertised in MNA. Sailors may submit up to seven applications per cycle; these may include jobs in their current or next-higher paygrade. Once all applications are received, MNA will score each application and Rating Detailers will review the candidates. If the Sailor with the highest SSC does not meet the pre-requisite skillsets of the billet requirements, the Sailor with the next-highest score will be evaluated for selection. This review will continue until a qualified Sailor is selected to fill the position. Sailors selected for advancement must obligate service for 36 months, pass any applicable screening requirements and complete required billet training enroute. d. Sailors selected for a SEM opportunity in the next-higher paygrade will normally complete a minimum of 12-months on board their current activity. If the losing activity needs to hold a Sailor longer to support operational commitments, they may submit an Operational Hold (OPHOLD) request for sea duty activities or an Order Modification (ORDMOD) request for shore duty activities. Approved OPHOLD or ORDMOD requests will delay the Sailors frocking and advancement date. e. SEM screened Sailors that are within the normal 12-month order negotiation window may apply for jobs within their current or next-higher paygrade. Sailors that are not selected for a job in the next-higher paygrade may be selected for a job within their current paygrade, but they remain eligible to apply for jobs in the next-higher paygrade, regardless of PRD, ACC or order status. Sailors have up to 24-months to be selected for a job in the next- higher paygrade and if not, they must be reevaluated by the next screening board. f. E-8/E-9 Sailors may be frocked once OBLISERVE is achieved to meet the new assignment PRD and hardcopy orders for the advancement are received. E-8/E-9 Sailors that were previously directed frocking 30 days before orders execution may be frocked once OBLISERVE is achieved to meet the new assignment PRD and hardcopy orders are for the advancement are received. 4. BBA Assignment Limitations. Sailors with assignment limitations or considerations will have the ability to apply for BBA (A2P, CA2P, and SEM) opportunities. The following guidelines enhance MNA behavior to increase Sailor choice and support overall operational readiness. These guidelines are in addition to, and not overriding, overarching policy for each category. a. Military Couple Colocation. If both Sailors in a military couple are advancement eligible and participating in the same MNA cycle, the first Sailor that is selected for a job in the next- higher paygrade becomes the lead Sailor in the assignment process. The PRD for the spouse will be adjusted to match the lead Sailor's anticipated transfer month, which will give the Sailor an opportunity to continue to apply for an advancement that matches the spouse's new duty location. If the non-lead spouse is not selected for an advancement opportunity, rating detailers will select the Sailor for a job within the current paygrade in the lead spouse's new duty location. If eligible, the spouse may continue to apply for an advancement opportunity. Sea and shore rotation will be considered in the assignment process for both spouses. b. Assignments for less than 12 months. Advancement-eligible Sailors on a tour of less than 12 months may apply for a job in their current or next-higher paygrade. If they are not selected for an advancement opportunity, they may be selected for an in-paygrade job. If the Sailor is unable to fill the billet within three months of the orders' report date, orders will be canceled, and the Rating Detailer will evaluate the circumstance. Advancement eligible Sailors may continue to apply for advancement opportunities in MNA, regardless of their PRD, personnel ACC, or order status. c. Operational limiting assignments for greater than 12 months. Advancement-eligible Sailors may apply for a job in their current or next-higher paygrade that they are eligible to fill at any time. If they are not selected for an advancement opportunity, they may be selected for an in-paygrade job. Sailors should be making applications in MNA beginning no later than 12 months prior to their PRD. If the Sailor is unable to fill the billet within three months of the orders' report date, orders will be canceled, and the Rating Detailer will evaluate the circumstance. Advancement eligible Sailors may continue to apply for advancement opportunities in MNA, regardless of their PRD, personnel ACC, or order status. d. Exceptional Family Member (EFM). Sailors that are assigned as EFM will apply for orders for advancement within MNA. Sailors should consider their family care needs when applying. Orders for Sailor's enrolled in EFM will be routed through PERS-456 for review to ensure that care is available in the new duty location. If care is not available, Sailors will need wait to reapply for an advancement opportunity in the next MNA cycle. Sailors within their normal order negotiation window may be selected for in-paygrade jobs that will satisfy their EFM needs and they may continue to apply for advancement billets in MNA cycles until selected for an advancement assignment. e. Decommissioning Units. Advancement eligible Sailors that are assigned to a decommissioning unit that are eligible for advancement may continue to apply for advancement opportunities via MNA. TYCOM and ISIC may submit CA2P requests in MNA via a Crossdeck PMAR to activities within their area of responsibility. f. Tour Extension Programs. Overseas Tour Extension Incentive Program, Consecutive Overseas Tour, and SDIP are applicable incentive programs in line with references (l) through (n). CA2P advancements will incur a 36-month tour extension and allow one-time use of benefits in accordance with selected option. g. Legal Hold. Sailors selected for A2P, CA2P or SEM who are on legal hold, and not authorized to transfer within three months of their estimated date of departure will have their orders cancelled. Sailors will be able to renegotiate for an advancement opportunity once the legal issue is resolved. 5. SSC Updates. SSC for both journey man and supervisors will be evaluated annually and updates will be published in July each year. SSC information is posted on the Detailing Marketplace website: (https://www.mynavyhr.navy.mil/Career-Management/Detailing/Enlisted/Detailing-Marketplace/) 6. Exception to Policy (ETP). ETP requests will be submitted on command letterhead, and requests must be signed by the requesting Commanding Officer or Officer in Charge. Each request will include the unit identification code and billet sequence code requesting consideration along with the reason why the special consideration is requested. Both the Sailor and the Commanding Officer or Officer in Charge must agree on the ETP request. If approved, Sailors must obligate service for 36 months. Sailors will have their PRDs adjusted to meet tour requirements. All SEM ETP requests must include a Flag endorsement. 7. For general questions on BBA contact bba.fct@navy.mil. For general career information, please contact the MyNavy Career Center at 833-330-MNCC (6622) or askmncc@navy.mil. For questions or clarification on the SEM, contact srenlistedmarket.fct@navy.mil. 8. This message will remain in effect until superseded or canceled. 9. Released by Vice Admiral Richard J. Cheeseman, Jr., N1.// BT #0001 NNNN CLASSIFICATION: UNCLASSIFIED//

CLASSIFICATION: UNCLASSIFIED// ROUTINE R 171958Z DEC 24 MID120001648098U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 252/24 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/DEC// SUBJ/CALL FOR APPLICATIONS FOR ASSIGNMENT TO THE FLAG WRITER PROGRAM (791D)// REF/A/DOC/COMNAVPERSCOM/11DEC19// AMPN/REF A IS MILPERSMAN 1306-913, FLAG WRITER (NEC A15A)// RMKS/1. This NAVADMIN announces the requirements and solicits motivated Yeoman (YN) for Flag Writer (791D) assignments, which are available for paygrades E5 and above. Interested YN's who meet the criteria in reference (a) are eligible to apply for the program as early as 15 months from their Projected Rotation Date. 2. Flag Writers are assigned to the personal staffs of Flag and General Officers with the primary mission of providing administrative assistance to and removing administrative burden from the officer they support. A talented Flag Writer is vital to mission success. 3. Eligibility. To be considered for a Flag Writer assignment, candidates must meet the following requirements: a. Warfare-qualified YN2 and above with minimum 6 years of total service or at least 1 year time-in-rate serving on Active Duty, Training and Administration of the Reserve, or Selected Reserve. b. Outstanding verbal communication skills. c. Complete NAVPERS 1306/92, Special Program Screening. d. Have at least 36 months of required obligated service for this program. e. Meet Body Composition Assessment standards and pass the most recent Physical Fitness Assessment. f. Have no Non-Judicial Punishment or courts-martial convictions in the last 36 months. g. Have no alcohol-related incidents (civil or military) in the last 36 months. h. U.S. citizen with non-dual citizenship, holding a minimum secret clearance (valid). 4. Interested candidates meeting the above requirements must submit requests to NAVPERSCOM, Admin/Deck/Security/Supply Distribution Branch (PERS-405) via the administrative chain of command using NAVPERS 1306/7, Electronic Personnel Action Request for approval of release to screen for the Flag Writer Program via MyNavy Portal. 5. For questions or additional information, please contact the Flag Writer Placement Coordinator (PERS-44ES1) at (901) 874-3732. 6. This message will remain in effect until superseded by updated MILPERSMAN or canceled. 7. Released by Vice Admiral Richard J. Cheeseman, Jr., N1.// BT #0001 NNNN CLASSIFICATION: UNCLASSIFIED//

CLASSIFICATION: UNCLASSIFIED// ROUTINE R 161818Z DEC 24 MID120001644798U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 251/24 MSGID/NAVADMIN/CNO WASHINGTON DC/N2N6/JAN// SUBJ/FISCAL YEAR 2024 OCEANOGRAPHER OF THE NAVY AWARD RECIPIENTS// REF/A/MSG/CNO WASHINGTON DC/N2N6/311522Z JUL 24// NARR/REF A IS NAVADMIN 150/24, FISCAL YEAR 2024 OCEANOGRAPHER OF THE NAVY AWARD NOMINATIONS// POC/ELIZABETH ROONEY/LT/OPNAV N2N6E/TEL: (703)614-1847 /EMAIL: ELIZABETH.C.ROONEY2.MIL(AT)US.NAVY.MIL// POC/J. P. GARSTKA/CAPT/OPNAV N2N6E/TEL: (703)614-1864 /EMAIL: JOHN.P.GARSTKA.MIL(AT)US.NAVY.MIL// RMKS/1. As announced in reference (a), the 2024 Naval Oceanography Awards program recognizes Naval Oceanography professionals for expertise, accomplishments, and leadership in the application of meteorology, oceanography, hydrography, and precise time and astrometry. The Oceanographer of the Navy takes pride in announcing the 2024 Naval Oceanography Awards selectees. a. The 2024 Captain Richard C. Steere Award selectee is: LTJG David P. Watson, USN b. The 2024 Commander Mary Sears Award selectee is: LCDR Stephanie A. Geant, USN c. The 2024 Chief Aerographer's Mate John Dungan Jr. Award selectee is: AGC(IW/EXW) Brandon A. Vitense, USN d. The 2024 Matthew Henson Award selectee is: Mr. Greg Espinosa 2. Released by VADM Karl O. Thomas, Deputy Chief of Naval Operations For Information Warfare, OPNAV N2N6.// BT #0001 NNNN CLASSIFICATION: UNCLASSIFIED//

CLASSIFICATION: UNCLASSIFIED// ROUTINE R 181416Z DEC 24 MID120001649939U FM SECNAV WASHINGTON DC TO ALNAV INFO SECNAV WASHINGTON DC CNO WASHINGTON DC CMC WASHINGTON DC BT UNCLAS ALNAV 094/24 MSGID/GENADMIN/SECNAV WASHINGTON DC/-/DEC// SUBJ/U.S. NAVY REGULATIONS, 1990 INTERIM CHANGE (CORRECTED COPY)// REF/A/DOC/SECNAV/16SEP90// AMPN/REF A IS THE U.S. NAVY REGULATIONS, 1990// POC/BIVANS, JOSEPH/LCDR/DNS/JOSEPH.C.BIVANS2.MIL@US.NAVY.MIL/703-692-9043// RMKS/1. Pending formal amendment, this interim change amends Article 1001 of reference (a). This interim change is effective upon the release of this All Navy (ALNAV) message. 2. Subparagraph 2 of Article 1001 of reference (a) is amended to read as follows: a."c. Line officers restricted in the performance of duty designated for engineering duty, aeronautical engineering duty, and types of special duty, such as public affairs." b. "d. Line officers performing information warfare duties." 3. In lieu of entering this interim change in reference (a), make a bold letter notation ahead of Article 1001 of reference (a), "SEE ALNAV 094/24" and file this ALNAV in front of reference (a). 4. This interim change will be incorporated into the next printed revision of reference (a). 5. Released by the Honorable Carlos Del Toro, Secretary of the Navy.// BT #0001 NNNN CLASSIFICATION: UNCLASSIFIED//

Federal investigators arrested a 39-year-old man this week after accusing him of flying a drone and taking pictures of Vandenberg Space Force Base in California, an arrest that comes amid other high-profile drone swarms at U.S. military bases. Yinpiao Zhou, a 39-year-old Chinese citizen and U.S. resident, was arrested Monday at San Francisco International Airport prior to an outbound flight to China, the U.S. Attorney's Office for the Central District of California said in a news release. He had most recently returned to the U.S. from China this past February, the office added.

A host of changes at MyNavy Career Center are beginning to pay off as sailors receive basic housing allowance adjustments and other payments faster, the commander of the Navy’s Career Center told USNI News. For the past couple of years, sailors have raised concerns about delays in payment, specifically around basic housing allowance adjustments or pay related to permanent changes of station, Rear Adm. Stuart Satterwhite, commander of MyNavy Career Center, told USNI News in an interview. Sailors raised these issues in surveys conducted by the MyNavy Career Center, as well as a 2022 all-hands call.

The Navy has decided to drop its accountability efforts against the last two officers who were faulted over the death of Navy SEAL recruit Kyle Mullen in 2022. The service's top personnel boss, Vice Adm. Rick Cheeseman, decided on Friday to stop the boards of inquiry for Capt. Brad Geary, the commander of the Navy SEAL training program, and Cmdr. Erik Ramey, the school's top doctor, at the time of Mullen's death, according to documents provided to Military.com by lawyers for the two men.

The Navy never wanted to modernize its Ticonderoga guided-missile cruisers, preferring to spend the money on newer ships and technology. But lawmakers balked at losing hulls and missile tubes, and ordered the service to refit some of its remaining cruisers to serve several more years. Then the Navy botched it, according to a new report by the Government Accountability Office.

Tom Cruise has been awarded the US Navy's highest civilian honour for "outstanding contributions" to the military with his screen roles. Cruise's lead role in the 1986 smash hit Top Gun shot him into celebrity status, and the film's record-breaking success spiked military enlistment. The Distinguished Public Service Award was presented to Cruise during a ceremony on Tuesday at the Longcross Film Studios in Chertsey, Surrey.

CLASSIFICATION: UNCLASSIFIED// ROUTINE R 092052Z DEC 24 MID120001608117U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 246/24 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/DEC// SUBJ/EXCEPTIONAL FAMILY MEMBER PROGRAM UPDATE// REF/A/DOC/NDAASEC582/1JAN21// REF/B/DOD/23JUN23// REF/C/DOC/OPNAVINST/15NOV17// REF/D/DOC/OPNAVINST/11DEC23// NARR/REF A IS SECTION 582 NATIONAL DEFENSE AUTHORIZATION ACT FOR FISCAL YEAR 2021 IMPROVEMENTS TO THE EXCEPTIONAL FAMILY MEMBER PROGRAM UPDATE. REF B IS THE DODI 1315.19, DEPARTMENT OF DEFENSE EFMP POLICY INSTRUCTION. REF C IS THE OPNAVINST 1754.2F, THE DEPARTMENT OF THE NAVY EFMP POLICY INSTRUCTION. REF D IS THE OPNAVINST 1300.14E, SUITABILITY SCREENING FOR OVERSEAS OR REMOTEDUTY ASSIGNMENT. RMKS/1. This NAVADMIN announces Department of Defense (DoD) mandated updates to improve the Exceptional Family Member Program (EFMP) experience for military families and to create program consistency across the Services per references (a) and (b). Navy EFMP updates will be implemented gradually, bringing the Navy EFMP in line with other DoD and Service EFMPs by the end of Fiscal Year 2025 (FY25). Continuity of benefits for new and existing enrollees will be maintained. Enrollment in the EFMP is mandatory for all Active Duty Service Members and Reservists on orders over 30 calendar days, who have a family member with a qualifying chronic medical (physical, developmental, or mental health) condition or who require special educational support per references (b) and (c). The primary purpose of the EFMP is to ensure family member's medical and educational needs are considered during the assignment process. 2. EFMP updates will improve oversight and implementation as well as provide a single Point of Contact (POC) for EFMP needs. The following changes will be fully implemented by the end of FY25: a. Single-lead EFMP Office. The Navy established a centralized EFMP office at Navy Personnel Command, EFMP Manager (PERS-456) to oversee implementation of the EFMP and provide a single POC for the coordination of health care services, Permanent Change of Station (PCS) assignments, and educational support services. b. Transition to individualized approach for case management. In alignment with reference (b) and the other Services, Navy will no longer utilize traditional Exceptional Family Member (EFM) categories. This transition will offer greater precision in aligning the needs of each EFM to those capabilities available at assignment locations. c. Central Screening Committee (CSC) EFMP Enrollment, Respite Care, and Priority Housing. The CSC is a medical review committee consisting of healthcare professionals responsible for reviewing completed EFMP enrollment packages. The CSC makes EFMP enrollment determinations and adjudications on Level of Need (LON) as LON pertains to respite care and priority placement on the Navy housing waitlist, as applicable. (1) The CSC transitioned from the Bureau of Medicine and Surgery (BUMED) Medical Readiness (BUMED N10D) to the single-lead EFMP office, PERS-456. (2) EFMP coordinators at the military treatment facility will continue to assist the CSC in the identification and enrollment of current and prospective EFMs, and provide EFMP training and marketing to medical staff personnel. (3) Per reference (c), EFMP enrolled Service Members are required to update their EFMP enrollment status every three years or when a change in special medical or educational needs occurs. d. Assignment Process. Service Members enrolled in the EFMP will apply for assignments in MyNavy Assignment or coordinate with detailers as appropriate. PERS-456 will confirm the required medical or special educational services are available at the assignment location prior to orders being released. (1) Assignment Reconsideration. If a Sailor considers the assignment medically or educationally inappropriate, the Sailor may submit a request to PERS-456 for an assignment reconsideration. (2) The EFMP assignment process does not replace the operational or overseas suitability screening requirement. Suitability screening is a separate process and required for Service Members receiving accompanied orders to a location outside the continental United States and remote duty, per reference (d). (3) PERS-456 will initiate the family support warm hand-off process when the required care services are available at the gaining location. As EFM families move from one installation to another, the losing installation EFMP family support office will proactively communicate with the gaining EFMP family support office to communicate the family's needs to help with the continuation of services. The warm hand-off may include information for transitioning respite care, disability-related housing needs, obtaining educational support, or connecting to local support groups upon arrival at the new location. e. EFMP Respite Care. The DoD established a standardized respite care benefit, including the number of hours available to military families enrolled in the EFMP who meet the eligibility criteria. The respite care benefit provides family members with temporary relief from the responsibility for the regular care of the EFM, utilizing trained and background checked approved providers. The EFMP respite care age-specific LON rubrics help the Services determine eligibility and number of allotted hours per month, per family. The changes to the Navy's Respite Care Program will be fully implemented on 1 October 2025. LON rubrics scoring is as follows: (1) LON 1 and LON 2: Sailors with dependents with low needs are ineligible for EFMP respite care. (2) LON 3: Sailors with dependents with moderate needs, to include adults, are eligible to receive 20 hours per month of EFMP respite care. (3) LON 4: Sailors with dependents with profound needs, to include adults, are eligible for 32 hours per month of EFMP respite care services. (4) If previously qualified for respite care services, but the LON reclassification changes eligibility, respite care benefits will continue at the current level until 1 October 2025. (5) For PCSs occurring on or after 1 July 2025, eligibility will be based on LON determination. If the LON assessment disqualifies the dependent for respite care, benefits expire on the date the PCS occurs. If determined eligible, the Service Member must apply for respite care benefits at the new duty station under updated eligibility guidelines. (6) Changes to respite care hours and eligibility for current respite care users will not take effect until 1 October 2025, with the exception of a PCS move occurring on or after 1 July 2025. f. Priority Placement on Navy Housing Waitlist. Navy Housing applicants with family members enrolled in EFMP deemed eligible for a priority placement on the Navy Housing waitlist will be afforded the priority. Housing waitlist priority does not guarantee immediate housing assignment, but helps to quickly and adequately house those requiring permanency in living arrangements. Any housing accommodation requests should be provided to landlord. (1) Sailors with a previous assignment letter of EFMP categories 4 and 5, as well as enrollees designated in writing by the CSC, will be afforded the priority placement until 1 October 2025. After 1 October 2025, only those designated in writing via the CSC will be eligible for priority housing placement. (2) Non-Navy applicants applying for Navy housing will need to contact PERS-456 to validate priority placement on the Navy Housing waitlist. (a) Provide proof of enrollment in service EFMP. If enrollment letter is not available, PERS-456 will contact the respective service to validate. (b) Provide a copy of the DD-2792, DD-2792-1, and Individualized Education Program (IEP)/Individualized Family Service Plan, as applicable. 3. Legal Assistance for Special Education Concerns. Navy Region Legal Service Offices (RLSO) are available to provide special education legal support to families enrolled in the EFMP, as appropriate. General Legal Assistance Attorneys located exclusively at RLSO Mid-Atlantic in Norfolk, VA; RLSO Southwest in San Diego, CA; and RLSO Southeast in Jacksonville, FL consult with EFMP Special Education Liaisons, EFMP Case Liaisons, and School Liaisons on an as needed basis. Various team members may consult with EFMP families on a variety of topics related to availability of schools, special education school meetings, due process, IEPs, housing, medical, and information and referral services. Additional resources are available at: https://ffr.cnic.navy.mil/Portals/76/Family_Readiness/Documents/Legal Assistance_%20May%202024.pdf?ver=NYl_EqDkQ5pwmXPPTCKFKg%3d%3d Special Education Attorney Video: https://www.youtube.com/watch?v=X9kMrXphMGU 4. For questions concerning identification and enrollment/disenrollment, respite care, and family support, please contact the Centralized EFMP Office directly at 901-874-2496 or at efmp_admin.fct@navy.mil. (a) Navy's EFMP websites: (1) MyNavy HR: https://www.mynavyhr.navy.mil/Support-Services/Exceptional-Family-Member/ (2) CNIC: https://ffr.cnic.navy.mil/Family-Readiness/Fleet-And-Family-Support-Program/Work-and-Family-Life/Exceptional-Family-Member-Program/ (b) Navy EFMP mobile resources: (1) Navy's EFMP App: https://www.applocker.navy.mil/#!/apps/17B6E14B-2502-438C-880B-4D98B4512038 (2) MyNavy Family App: https://www.applocker.navy.mil/#!/apps/A3E45417-7665-4E93-B703-659F6B34C404 (c) Special Education resources: (1) Special Education Attorney Video: https://www.youtube.com/watch?v=X9kMrXphMGU (2) Navy Legal Assistance Program: https://ffr.cnic.navy.mil/Portals/76/Family_Readiness/Documents/Legal Assistance_%20May%202024.pdf?ver=NYl_EqDkQ5pwmXPPTCKFKg%3d%3d 5. Released by Vice Admiral Richard J. Cheeseman, Jr., N1.// BT #0001 NNNN CLASSIFICATION: UNCLASSIFIED//

CLASSIFICATION: UNCLASSIFIED// ROUTINE R 101726Z DEC 24 MID120001620527U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 247/24 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/DEC// SUBJ/SURFACE WARFARE OFFICER LIEUTENANT COMMANDER RETENTION BONUS// REF/A/DOC/ASN/26SEP2024// REF/B/DOC/U.S.C.// REF/C/DOC/DOD/11JUL16// REF/D/DOC/BUMED/27JUL16// REF/E/DOC/DOD/FEB24// NARR/REF A IS ASSISTANT SECRETARY OF THE NAVY (MANPOWER AND RESERVE AFFAIRS) SURFACE WARFARE OFFICER LIEUTENANT COMMANDER RETENTION BONUS AUTHORIZATION. REF B IS TITLE 37, U.S. CODE, PAY AND ALLOWANCES OF THE UNIFORMED SERVICES. REF C IS DEPARTMENT OF DEFENSE INSTRUCTION 1304.34, GENERAL BONUS AUTHORITY FOR OFFICERS. REF D IS THE BUREAU OF MEDICINE AND SURGERY INSTRUCTION 1300.2B, SUITABILITY SCREENING, MEDICAL ASSIGNMENT SCREENING, AND EXCEPTIONAL FAMILY MEMBER PROGRAM IDENTIFICATION AND ENROLLMENT. REF E IS DEPARTMENT OF DEFENSE FINANCIAL MANAGEMENT REGULATION 7000.14, VOLUME 7A, CHAPTER 2, REPAYMENT OF UNEARNED PORTION OF BONUSES AND OTHER BENEFITS.// RMKS/1. This NAVADMIN announces the renewal and modification of the Surface Warfare Officer (SWO) Lieutenant Commander (LCDR) Retention Bonus (LRB) for eligible SWOs. 2. Program Authority. This program is authorized under section 332, Title 37 U.S. Code. In line with reference (a), the SWO LRB is effective through 30 September 2027 unless otherwise rescinded or superseded. All applications for the bonuses contained within this program will be submitted to the Navy Personnel Command SWO Assignments (PERS-41) for approval, payment processing, and tracking. 3. Program Overview. This message summarizes the provisions of the SWO LRB. All information provided herein is applicable to both Active Component (AC) and Training and Administration of the Reserves (TAR) SWO personnel, except where otherwise noted. The following general summary is provided: a. SWOs promoted to LCDR will have the opportunity to commit to the SWO LRB. The Navy will pay qualified officers for 3 years of obligated service from the completion of the 12th Year of Commissioned Service (YCS) through the completion of their 15th YCS. LCDRs with at least 11 YCS, but not more than 12 YCS, are eligible for the SWO LRB. AC SWOs will receive a $22K bonus on the anniversaries of their 12th, 13th, and 14th YCS. In line with references (a) and (b), TAR SWOs will receive $12K on the anniversaries of their 12th, 13th, and 14th YCS. b. Officers currently under SWO LRB contract are not eligible for the new payment structure and renegotiation of the current SWO LRB contracts. c. References (b) and (c) limit career retention bonus amounts. While officers may receive multiple retention bonuses under section 332 of reference (b) over a career, total bonus payments under this authority may not exceed $300K for AC officers and $150K for TAR officers. 4. Program Eligibility a. Must meet all four of the following requirements: (1) Qualified and serving as an Active Duty SWO (designators 1110 or 1117), (2) Permanently appointed LCDR. (3) Have at least 11 YCS, but no more than 12 YCS. (4) Completed two afloat Department Head (DH) tours, a single longer tour, or be within 12 months of periodic rotation date for late DH options on the flexible career path according to the DH sequencing plan as assigned by PERS-41. b. If assigned to an at-sea tour by PERS-41, eligible officers must be sea duty assignable as defined by reference (d). Additionally: (1) An officer under contract and assigned to an at-sea tour and evaluated as no longer fit for sea duty by an appropriate medical authority, following a period of Temporary Limited Duty (TLD), will have a stop payment placed on their account and receive no further SWO LRB payments. However, an officer on TLD who is reasonably expected by the assigned medical officer to make a full recovery and be found fit for sea duty will continue to receive scheduled payments. This determination will be completed by PERS-41 in line with the appropriate medical authority's findings. (2) An officer found unfit for continued Naval Service by an appropriate medical authority will have a stop payment placed on their account and receive no further SWO LRB payments. (3) Should a previously ineligible officer later become fit for sea duty, payments will resume at normal intervals for the remainder of the anniversary payment(s). Retroactive pay is not authorized for any bonus payments that were scheduled during the period the officer was ineligible. c. Career Intermission Program (CIP). An officer participating in CIP will be ineligible to receive LRB payments during the intermission period. Scheduled payments will resume upon return to service and in line with the payment structure. d. Operational Deferment. An officer in an operational deferment status will remain eligible to receive LRB payments. e. An officer is not eligible to receive both the SWO Department Head Retention Bonus (DHRB) and LRB concurrently. f. Bonuses will be paid in line with the payment structure in paragraph 6. 5. Program Execution a. The SWO community manager is assigned as the program manager and is delegated the authority to administer the SWO LRB program according to applicable laws, Department of Defense directives/instructions and this NAVADMIN. b. PERS-41 receives applications submitted in the format referenced in paragraph 7. PERS-41 is delegated the authority to: (1) Evaluate eligibility of SWOs applying for the SWO LRB program. (2) Approve SWO contracts to remain on Active Duty for the stated period in exchange for a SWO LRB. (3) Administer LRB payments. c. All applications require written endorsement from the applicant's Commander, Commanding Officer (CO), or equivalent superior in charge. d. Officers under a LRB agreement are not eligible to apply for the Permanent Military Instructor (PMI) program, or any redesignation programs that result in a change to any designator other than 1110 or 1117. An officer under a LRB agreement may submit an application for PMI or any redesignation program once the date of application is within 12 months of the final day of bonus obligation. 6. LRB Payment Structure a. Applications for LRB must be submitted between the 11th and 12th YCS. Approved applicants will receive payments on the anniversary of their 12th, 13th, and 14th YCS. In the case of SWO LCDRs approved for the late DH career path who complete their SWO DHRB obligated service after the completion of 12 YCS, the 3 years of obligated service for the SWO LRB may begin immediately after the completion of SWO DHRB obligated service. For example, officers who elect for a late DH tour start would normally conclude their DHRB obligated service at 12 YCS and would be eligible to apply for LRB bonus in line with the prescribed application window described in paragraph 4.a(3). If approved, those officers will still receive LRB bonuses in line with the pay schedule. b. SWO AC officers (1110) will receive the LRB in line with the following payment structure ($66K maximum): (1) $22K on the YCS-12 anniversary; (2) $22K on the YCS-13 anniversary; (3) $22K on the YCS-14 anniversary; c. In line with reference (a) through (c), TAR officers may only receive a maximum of $12K per year in bonuses. SWO TAR officers (1117) will receive the LRB in line with the following payment structure ($36K maximum): (1) $12K on the YCS-12 anniversary; (2) $12K on the YCS-13 anniversary; (3) $12K on the YCS-14 anniversary; 7. Application Process a. General Notes (1) Application format can be found on the PERS-41 page of the NPC website at https://www.mynavyhr.navy.mil/Career-Management/Detailing/Officer/Pers-41-SWO/Pay-Incentives/ (2) Applications will be binding upon the date of approval by PERS-41. (3) Applications received in the incorrect format or not meeting eligibility requirements defined in this NAVADMIN will be rejected. b. Officers must submit a copy of the signed original contract and CO's endorsement by e-mail to the applicable assignment officer and/or civilian assistant. 8. Recoupment and Repayment Policy. Repayment policy is governed by section 373 of reference (b) and reference (e). A Service Member of the uniformed Services who enters into a written agreement with specified service conditions for receipt of a bonus is entitled to the full amount of the bonus if the member fulfills the conditions of the written agreement. If the member fails to fulfill the service conditions specified in the written agreement for the pay, then the pay may be terminated and the Service Member may be required to repay an amount equal to the unearned portion of the pay. SWO LRB payments will be stopped for officers who become ineligible for this incentive or fail to complete the full period of additional obligated service. a. For officers who die while serving under a SWO LRB service agreement, the remaining SWO LRB balance will be paid as a lump sum as part of the settlement of the final military pay account of the officer. If death is determined to be the result of the misconduct of the member, future payments will be stopped and unearned portions of the bonus will be recouped, as applicable, in line with procedures established for members whose inability to complete a contracted period of service is voluntary or the result of misconduct. b. Recoupment exception to policy determinations will be made by Director, Military Personnel Plans and Policy Division (OPNAV N13). 9. Additional guidance, information, and updates regarding the SWO LRB are available at the MyNavy HR website, https://www.mynavyhr.navy.mil/Career-Management/Detailing/Officer/Pers-41-SWO/Pay-Incentives/ . 10. Points of Contact a. LCDR Aaron A. Jochimsen, PERS-411B, (901)874-3373/DSN 882 or aaron.a.jochimsen.mil@us.navy.mil. b. CDR Eric Winn, SWO community manager, BUPERS-311, (901)874- 3173/DSN 882 or eric.winn2.mil@us.navy.mil. c. CDR Kirk Morris, TAR community manager, BUPERS-351, (901)874-4346/DSN 882 or kirk.n.morris.mil@us.navy.mil. 11. This NAVADMIN will remain in effect until superseded or canceled, whichever occurs first. 12. Released by Vice Admiral Richard J. Cheeseman, Jr., N1.// BT #0001 NNNN CLASSIFICATION: UNCLASSIFIED//