Tony

Two service members filed a class action lawsuit against Defense Secretary Lloyd Austin to halt a mandate that all troops receive the coronavirus vaccine and create an exemption for those who were previously infected with the virus because they have “natural immunity.” Army Staff Sgt. Dan Robert, an infantryman at Fort Bragg, N.C., and Marine Corps Staff Sgt. Hollie Mulvihill, an air traffic controller at Marine Corps Air Station New River, N.C., filed the lawsuit Aug. 17 in the U.S. District Court of Colorado for themselves and on behalf of all other similarly situated service members, Defense Department personnel and contractors who are documented coronavirus survivors ordered to get the vaccine.

QUANTICO, Va. — The U.S. Naval Community College is set to take applications for the first phase of its Pilot II program starting Friday, Oct. 1, 2021. The USNCC Pilot II program offers active duty enlisted Sailors, Marines, and Coast Guardsmen an opportunity to earn a naval-relevant associate degree, a naval studies certificate, and a professional certificate in one of seven concentration areas at no cost to the service member. “The U.S. Naval Community College enables our enlisted members to be life-long learners, growing both personally and professionally,” said Master Chief Petty Officer of the Coast Guard Jason M. Vanderhaven. “I’m grateful for the opportunity to have Coast Guard members participate with the USNCC and I look forward to an enduring successful partnership.” The courses for the USNCC are offered in an online and asynchronous format, allowing the service member the flexibility to earn their degree while still focusing on their mission. “This is something that I wish I had when I was a young Marine,” said Sgt. Maj. Mike Hensley, sergeant major for the Marine Corps’ Education Command and Marine Corps University. “When Lance Cpl. Hensley wanted to go to school, someone would have to drive out to the training field, pick me up, take me to my class, and then drive me back out to the field to finish training. Requests like that were not often approved.” Now, as long as the service member has access to the internet, these educational opportunities can be done during off-duty hours without having to meet at a specific time or location. This flexibility makes active duty enlisted education more accessible. “Part of our covenant with Sailors when we recruit them is that in appreciation for their willingness to defend our nation, we return them to society better postured to find success in any endeavor,” said Master Chief Petty Officer of the Navy Russell Smith. “More importantly during their time in service, this advances our fleet performance, provides warfighting advantages, and ensures that the development of our naval leaders remains a priority.” The USNCC plans to accept and enroll up to 5,500 active duty enlisted Navy, Marine Corps, and Coast Guard students by the end of Pilot II. This will include associate degree programs in coordination with our partnership schools in Military Studies, Cybersecurity, Nuclear Engineering, Data Analytics, Aviation Maintenance, Organizational Leadership, and Logistics. “By helping to form a foundation for lifelong learning and developing critical thinking skills, the United States Naval Community College simultaneously makes the naval service more lethal, while allowing enlisted personnel to achieve their personal educational goals by leveraging military job skills and training to earn credits toward college degrees,” said Sgt. Maj. Troy E. Black, sergeant major of the Marine Corps. Each degree program at the USNCC has an embedded five-course, 15-credit naval studies certificate which makes up a quarter of each associate degree. “The naval core provides context so they know how their new skill fits into the job they are going to be doing as a military member,” said retired Navy commander Russ Evans, the associate dean of naval studies at the USNCC. “We are trying to find an advantage over our adversary. You may know how to do the thing you are trained to do. We’re going to give you the critical thinking skills to translate that new skill you got from school, and leverage it academically for your unit or organization. A lot of times, people think of enlisted members as technicians, but they are more than that. We’re putting more responsibility on junior service members, so we need to better prepare them for these critical thinking skills to see how their mission fits into the larger picture.” This naval core allows Sailors, Marines, and Coast Guardsmen to provide insights from their own services’ perspectives in an educational environment. Evans said that this allows these service members to understand joint service operations before they are in a real-life, high-stress situation. “When you can do that across services, your ability to innovate will grow tremendously,” said Evans. Starting Oct. 1 at 1 p.m. EDT, active duty enlisted Sailors, Marines, and Coast Guardsmen will be able to fill out an application on the USNCC website, www.usncc.edu. The first courses will start in January 2022. The United States Naval Community College is the community college for the Navy, Marine Corps, and Coast Guard. To get more information about the U.S. Naval Community College, go to www.usncc.edu . Click on the student interest form link to learn how to be a part of the USNCC Pilot II program.

Anymore scuttlebutt? Did anyone else get that email?

The U.S. Navy is expanding the number of credit hours covered by its tuition assistance program, but also raising the bar for sailors to qualify for the program, according to an announcement Tuesday. Effective Friday, the number of credit hours the Navy pays for annually will increase from 12 to 18, according to a servicewide message from Vice Adm. John Nowell Jr., the chief of naval personnel.

Some Veterans, spouses and caregivers can receive a Pfizer-BioNTech COVID-19 vaccine booster shot from VA. In line with recommendations from the U.S. Food and Drug Administration (FDA) and Centers for Disease Control (CDC), only people who have already received a full series of the Pfizer-BioNTech vaccine at least six months ago have been authorized to receive a Pfizer booster shot.

Thank you @DocMix!

Boeing has announced the delivery of its first Block III F/A-18 Super Hornets to the US Navy, the first of 78 it will deliver under contract. The Block III variant of the Super Hornet is described by Boeing as “the most advanced version of the Super Hornet and exceeds fourth-generation fighter capabilities.” US Navy F/A-18 and EA-18G program manager Capt. Jason “Stuf” Denney said that receiving the first of its new, improved Super Hornet fighters is “a great step forward in supporting [the Navy’s] capability and readiness goals.”

AU.S. government report released earlier this month includes the best look to date at exactly how the U.S. Navy's future Constellation-class frigates will differ from the Italian design from which they are derived. A core feature of this acquisition program, originally known as FFG(X), was the selection of a ship based on an existing, in-production warship in order to help keep costs and risks of delays low. It is now known that the Constellations will be longer and wider and displace hundreds of tons more than their "parent" design, among other changes in the hullform, superstructure, and internal configuration.

The Navy is now laying the groundwork to develop and encourage coaching across the service, specifically on the deckplates, weaving it into service culture as another tool in the leadership toolbag. Download Icon Download SHARE PRINT RSS Sailors want professional feedback. They want to learn and grow throughout their career. That’s why the Navy is now laying the groundwork to develop and encourage coaching across the service, specifically on the deckplates, weaving it into service culture as another tool in the leadership toolbag. “We want to improve the quality of feedback that Sailors get,” said MyNavy HR’s Fleet Master Chief Wes Koshoffer. “Coaching is something we can do right now and should be doing constantly.” The Navy’s own MyNavy Coaching initiative is a Chief of Naval Personnel-led effort to build and sustain a navy-wide coaching culture. Now, thanks to a Department of Defense pilot program, the service will get a jump start on seeding their initial cadre of trained coaches in the fleet. Twenty-four Sailors are being sought to participate in an upcoming Defense Inter-Service Internal Coaching Training Program, announced in NAVADMIN 213/21 released on Sept. 28. To apply, officers must be permanent grades of O-3 through O-5, active-duty or in the reserve, Full-Time support, unrestricted line, restricted line or staff corps. Enlisted Sailors must be E-6 or above. In any case, all must have three years remaining on their current term of service. Volunteers should have self-awareness, good listening skills, respectfulness and trustworthiness. They must show sensitivity and discretion towards the issues of others and routinely express encouragement and optimism regardless of the situation. Also, they must be accountable and hold others to that standard. Sailors selected will attend a rigorous multi-service, 16-week virtual training program called the Coaching Culture Facilitator Course (CCFC). The training starts Nov. 30 and runs through March 31, 2022. The goal is to seed the Navy with deckplate savvy coaches who can educate, promote, and foster a coaching culture within the Navy. Coaching will enhance the performance of every Sailor while also raising the level warfighter readiness and lethality. The Navy doesn’t consider developing a culture of coaching in the service as a “program.” Instead it is an effort to teach coaching techniques throughout the Navy and at every level. Done properly, regular coaching is a tool that helps leaders enhance Sailor performance through personal and professional goal setting and through constant and constructive feedback. “The research shows us that in any organization, only about 33% of personnel feel ‘engaged,’ and coaching can help increase this,” said LCDR Erica Harris, certified coach and research psychologist at Navy Personnel Command, who is charged with developing this initiative. Coaching is a communication and leadership skill that improves Sailor engagement by developing coaching partnerships focused on creating success, Harris said. A coaching partnership is a commitment by the coach and coaching partner who are devoted to a successful relationship. The goals are to facilitate learning, improve performance and move toward desired results. Partnering in coaching creates a level of trust and commitment between the coach and the coaching partner. In this partnership, the coaching partner is in the driver’s seat. They determine the agenda and provide the content for the conversation. In a coaching partnership, the partner owns their own personal and professional development and commits to being coached and engaged in the process. The coach provides a framework to guide conversations while supporting the coaching partner’s goals. The coach actively listens, shows empathy, and asks powerful, open-ended questions focused on the “what” and the “how.” The result is new knowledge gained on behalf of the coaching partner while empowering them to achieve their goals. “Coaching is not mid-term counseling,” Koshoffer said. “Mid-term counseling is tied to performance evaluations. It is indirect feedback and happens only once per evaluation cycle. I would like every leader in the Navy to understand coaching techniques and be able to apply them constantly.” “All Sailors need counseling, coaching, and mentoring and each is different,” Harris said. While involved in piloting the MyNavy Coaching initiative in the fleet, Harris said Sailors felt they did not see coaching as something to replace mid-term counseling. Instead, they see it as what to work toward after receiving performance feedback as a way to continue professional development and growth. “Effective coaching sessions are checking where we are at, setting goals, and determining what are some possible opportunities and paths to get there -- then committing to some kind of course of action to do that with regular follow-ups,” said Koshoffer. In coaching conversations, Harris said, the coach is not deciding what the topic of conversation is – the coaching partner is. Where the skill comes in is asking them questions and allowing them to come up with their own answers. “Too often we try to “fix” someone’s problem, issue, or challenge, but in coaching, you’re allowing the coaching partner to come up with the solution.” Information on the upcoming training can find all the details, requirements and application procedures the NAVADMIN. As the Navy develops the MyNavy Coaching initiative, Sailors can find more information by emailing MyNavyCoaching@navy.mil or by visiting the Coaching page on the MyNavy HR Webpage at: https://www.mynavyhr.navy.mil/Career-Management/Talent-Management/Coaching

The Navy has increased tuition assistance benefits, allowing qualified Sailors to now use up to 18 semester credit hours annually, up from the previously allowed 12. Along with this expanded credit cap comes a list of new eligibility requirements that tighten up who can use Navy Tuition Assistance (TA) and when. The Navy has increased tuition assistance benefits, allowing qualified Sailors to now use up to 18 semester credit hours annually, up from the previously allowed 12. It’s an expansion of the benefit that Sailors have long asked for and goes into effect on Oct. 1, according to NAVADMIN 214/21 released Sept. 28. Along with this expanded credit cap comes a list of new eligibility requirements that tighten up who can use Navy Tuition Assistance (TA) and when. “We are committed to ensuring fully qualified Sailors can take advantage of this increased educational opportunity in a manner that reinforces our commitment to professionalism, warfighting, and retention,” wrote Vice Adm. John B. Nowell, Jr., the chief of naval personnel in the message. “Operational readiness remains our top priority. As always, commanding officers may establish benchmark qualifications for Sailors and officers under their command, and manage off-duty education pursuit, based on current or anticipated operational commitments.” Though the credit limit has been increased, Sailors can only use TA to fund two courses each quarter of the fiscal year. Both enlisted Sailors and officers must have individual trait marks of 3.0 or greater on their most recent observed evaluation or fitness report, and can have no non-judicial punishment or courts martial in the past twelve months, an increase of six months from previous policy. Minimum time in service also increases from two to three years. There will be no “grandfather” clause for this rule, meaning Sailors who started using TA or NCPACE at two years of service must now wait until reaching the three-year service mark before being eligible again. Active duty enlisted Sailors under 16 years of service and reservists on active duty orders must have 12 months or more remaining on their current enlistment or extension as of the course start date. Reservists on one-year orders will no longer be eligible for TA. The 12 month policy is intended to foster continued service in the Navy, while recognizing the long-term career investment of Sailors approaching retirement eligibility. Officers, with the exception of limited duty and chief warrant officers, become eligible upon promotion to O-3 with at least three years in service. Complete details on the new policies can be found in NAVADMIN 214/21.

UNCLASSIFIED// ROUTINE R 281224Z SEP 21 MID200001163790U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 212/21 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/SEP// SUBJ/TEMPORARY BASIC ALLOWANCE FOR HOUSING RATE INCREASES FOR CERTAIN MILITARY HOUSING AREAS// REF/A/DOC/USC/1JAN21// REF/B/DOC/DOD/1AUG21// REF/C/DOC/ASN(MRA)/24SEP21// NARR/REF A IS TITLE 37 U.S.C. 403(B)(7), BASIC ALLOWANCE FOR HOUSING. REF B IS THE DEPARTMENT OF DEFENSE FMR VOL 7A CHAPTER 26, HOUSING ALLOWANCES. REF C IS ASSISTANT SECRETARY OF THE NAVY MANPOWER AND RESERVE AFFAIRS MEMORANDUM, DELEGATION AUTHORITY TO APPROVE REQUESTS FOR 2021 TEMPORARY INCREASE IN BASIC ALLOWANCE FOR HOUSING RATES FOR MILITARY HOUSING AREAS EXPERIENCING ABNORMAL RENTAL COST INCREASES DUE TO CORONAVIRUS 2019.// RMKS/1. This NAVADMIN announces temporary basic allowance for housing (BAH) increases for qualified Service Members residing in certain military housing areas (MHA) from 1 October 2021 to 31 December 2021. 2. In line with reference (a) and the authority stipulated in reference (b), the Office of the Secretary of Defense (OSD) has approved temporary BAH rate increases due to the coronavirus disease 2019 (COVID-19) pandemic of 10, 15 or 20 percent for qualified Service Members living in 56 MHAs. Navy centric MHAs that are on the list include LEMOORE NAS (CA023), HAMPTON/NEWPORT NEWS (VA297), EL CENTRO (CA420), NEW LONDON (CT049) and BREMERTON (WA306). A full list of the 56 MHAs impacted can be found via MyNavyHR at https://www.mynavyhr.navy.mil/References/Pay-Benefits/N130C/. It is important to note that if your MHA is not listed there, you are not eligible for a BAH increase. 3. The increased BAH rates are only payable from 1 October 2021 to 31 December 2021 for Service Members living in one of the 56 impacted MHAs who request the temporary increase via their command and can certify, using procedures listed below, that their housing expenses are higher than their current 2021 BAH entitlement and that those higher expenses occurred after 13 March 2020 such that they can be attributed to the COVID-19 pandemic. 4. Once a Service Member has been approved for a temporary BAH rate increase, the new higher rate will remain effective through the duration of the authorized period unless the Service Member detaches or changes residence from the affected MHA. Because temporary increases in BAH rates are not subject to rate protection, it is possible that Service Members will see higher or lower BAH rates than the temporary BAH rate they were receiving once the 2022 BAH rates become effective on 1 January 2022. 5. Scenarios a. Common situations that may warrant approval of a temporary BAH rate increase (1) Service Members who have relocated into one of the 56 impacted MHAs on or after 13 March 2020 and incurred housing expenses that exceed their regular BAH rate at the new permanent duty station (PDS). (2) Service Members who have renewed a lease within one of the 56 impacted MHAs on or after 13 March 2020 and incurred higher housing expenses that exceed their current BAH rate at the PDS. (3) Service Members who have relocated within one of the 56 impacted MHAs on or after 13 March 2020 and incurred housing expenses that exceed their 2021 BAH rate. b. Common situations that will warrant disapproval for temporary BAH rate increase (1) Service Members that have not incurred increased housing expenses on or after 13 March 2020. (2) Service Members that have incurred increased housing expenses on or after 13 March 2020 but cannot demonstrate authorized housing expenses exceed current BAH rate at the PDS. (3) Service Members residing in privatized military housing. (4) Homeowners who have incurred higher housing expenses on or after 13 March 2020 as a result of refinanced mortgages or home equity loans. (5) Service Members that have incurred increased expenses on or after 13 March 2020 for a home that is not their primary residence. (6) Service Members that have incurred increased expenses on or after 13 March 2020, but do not reside within one of the 56 impacted MHAs. c. Additional guidance can be found below and via MyNavyHR at https://www.mynavyhr.navy.mil/References/Pay-Benefits/N130C/ website. (1) Service Members using increased utility expenses as basis for their temporary BAH rate increase must demonstrate increased rates/costs on or after 13 March 2020 such that they can be attributed to the COVID-19 pandemic. (2) Dual military couples may be eligible for temporary BAH rate increase. Dual military couples residing in separate households at different physical locations should apply separately for a temporary BAH rate increase where applicable. Dual military couples residing in a common household may be eligible for temporary BAH rate increase only if their housing expenses exceed their combined BAH. A page 13 will be required with packages for all dual military couples denoting whether the couples are residing together or maintaining separate households. (3) Qualifying costs may be established using documentation of housing costs between 13 March 2020 and 31 December 2021. For example, a Service Member who entered a lease for an apartment with utilities included in June 2021, where the monthly rent exceeds the current BAH rate, may use that documentation to establish eligibility for the temporary increase that becomes effective 1 October 2021. (4) Eligibility for payment is retroactive to the first month where qualifying costs are established, but no earlier than 1 October 2021. (5) Once a Service Member establishes eligibility for the higher rate of BAH, eligibility continues through 31 December 2021, or upon rescission of reference (c), whichever occurs first. If a status change occurs (i.e. promotion, demotion or dependent change) that affects the Service Members BAH rate, the Service Member is required to re-apply for the temporary BAH rate increase to determine whether they still meet the eligibility requirements in paragraph 1 based on their post-status change BAH rate. There is no requirement to submit documentation of higher costs for each month in which the higher rate of BAH is received. The Service Member must continue to reside at the location approved for temporary BAH rate increase in order to continue receiving the entitlement. Any change in residence will require a new temporary BAH rate increase request. (6) BAH at dependent location or previous duty station. Eligibility is based on the location for which the Service Member receives a housing allowance. 6. Process for submitting requests a. Sailors with a lease or mortgage (occupied and rented or owned by the Service Member and/or his/her military dependents) dated on or after 13 March 2020 must submit a request to their O-5 or above commanding officer (CO) or officer-in-charge (OIC) in order to receive the temporary BAH rate. In instances where the CO or OIC is O-4 or below, requests will be forwarded to O-5 or above immediate superior in charge for approval. A template and guidance on what expenses count toward obtaining the temporary BAH rates for this request can be found via MyNavyHR at https://www.mynavyhr.navy.mil/References/Pay-Benefits/N130C/. To document housing expenses noted in the template and certify higher housing costs, the request will include at a minimum, a copy of the lease (housing expenses only include the lease amount) or mortgage (housing expenses only include monthly principle and interest, monthly residential property taxes, monthly homeowners insurance and monthly mortgage insurance), utilities (utility expenses only include electricity, heat and water/sewer company statements) and leave and earning statement. b. Commands will submit Service Member requests endorsed by the O-5 or above CO or OIC to servicing personnel support detachment/transaction support center for processing. To document housing expenses noted in the template and certify higher housing costs, commands will retain all supporting documents submitted by the Service Member in enterprise customer relationship management. c. Sailors with a lease or mortgage signed prior to 13 March 2020 requesting a temporary BAH increase based on utilities increases under paragraph 5.c.(1) will require a determination from the Military Pay and Compensation Policy Branch (OPNAV N130). Commands should submit their endorsements and all required documents stated above to NXAG_N130C(at)navy.mil for a determination. d. All appeals will be adjudicated by OPNAV N130. 7. This NAVADMIN will remain in effect until superseded or canceled, whichever occurs first. 8. Released by Vice Admiral John B. Nowell, Jr, N1.// BT #0001 NNNN UNCLASSIFIED//

UNCLASSIFIED// ROUTINE R 281804Z SEP 21 MID200001165063U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 213/21 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/SEP// SUBJ/CALL FOR APPLICATIONS TO BECOME A CERTIFIED NAVY COACH// REF/A/DOC/DAFSLDP PWS/07132021/NOTAL// REF/B/DOC/SECNAV M-5216.5// NARR/REF A IS DEPARTMENT OF THE AIR FORCE SENIOR LEADER DEVELOPMENT PROGRAM PERFORMANCE WORK STATEMENT. REF B IS THE NAVY CORRESPONDENCE MANUAL.// RMKS/1. This NAVADMIN solicits applications for uniformed Navy personnel to participate in a Department of Defense Inter-Service Internal Coaching Training Program in line with reference (a), henceforth known as the Coaching Culture Facilitator Course (CCFC). It is a rigorous 16-week virtual program (30 November 2021 through 31 March 2022) which will prepare participants to educate, promote and foster a coaching culture within their respective service. This CCFC serves as an internal coaching training program offered to create internal coaches across the Department of Defense (DoD) to enhance the performance of every Service Member and increase warfighter readiness and lethality. The CCFC provides a pathway to increase the number of trained coaches in each service branch. There are 24 Navy quotas in this pilot CCFC. 2. Description of CCFC a. The CCFC is a 16-week virtual program of instruction which provides 80 hours of coach-specific training across a curriculum approved by the International Coaching Federation (ICF). The curriculum includes 30 hours of coach training for a Leadership Coach Certification from Flatter, Inc., 30 hours of additional coach training to meet the needed 60 hours required for application for an ICF coaching certification, 10 hours of mentor-coaching required for ICF certification and 10 hours of CCFC specific orientation and training. b. The CCFC instructional methodology is focused on providing experiential learning with opportunities for participants to coach other participants and leaders from the course. Classes are conducted on Tuesdays and Thursdays for two hours and Wednesdays for one hour for the duration of the course. Content includes lectures, the introduction of coaching tools and case studies. Participants must attend at least 80 percent of class hours live. Missed live classes can be taken asynchronously. 3. Applications must reflect a commitment to build and sustain a Navy coaching culture. The selection process will focus on personal statements related to interest in becoming a Navy coach, how becoming a Navy coach will contribute to the short-term and long-term career goals of the applicant, the commitment on behalf of the applicant to changing the culture of the Navy through coaching and how the applicant has helped someone develop a plan for reaching a goal. 4. Military Applicant Eligibility Criteria a. Participation is open to all active and full-time support unrestricted line, restricted line and staff corps officers in the permanent grades of O-3 through O-5. Enlisted participation is open to all active and full-time support Navy occupational specialty codes in the permanent grades of E-6 through E-9 with a minimum of three years prior to end of active obligated service (EAOS). b. Certified or credentialed coaches and those with an ICF Associate, Professional, or Master Certified Coach credential are not eligible to apply for the CCFC c. Certified or credentialed coaches are asked to contact us at MyNavyCoaching(at)navy.mil so that we may track all members with this valuable skillset. 5. Application requirements: Materials will be submitted via DoD Secure Access File Exchange (SAFE) no later than 11 October 2021 and will consist of the following three documents available at: https://www.mynavyhr.navy.mil/Career-Management/Talent-Management/Coaching/ a. SF-182 Authorization, Agreement and Certification of Training: Applicants are required to submit an SF-182 signed by their training officer and supervisor. Individual seat expenses will be covered by Navy Personnel Command. Travel is not required and no travel expenses will be reimbursed. b. Letter of Intent: Applicants are required to submit a letter of intent with the following information: (1) Last Name, First Name, MI (2) Rank (3) Rate or Designator (4) Command (5) E-mail address (6) Phone Number (7) Position Title, if applicable (8) Location/Address (9) Supervisor Name, Title, Phone Number and e-mail (10) Date of last promotion (11) List and describe any prior coach training or experience to include relevant coaching certifications or credentials. (12) Name, signature and date for both applicant and supervisor. Digital signatures are acceptable. c. The letter of intent will include essay-style responses to the following questions: (1) Why are you interested in becoming a Navy Coach? (2) How would becoming a Navy Coach contribute to your short-term and long-term career goals? (3) What is your commitment to changing the culture of the Navy through coaching? (4) Describe a prior work experience where you have helped someone develop a plan for reaching a goal. How did you help them and support their progress to achieve the goal? (d) The letter of intent will also include affirmation of the following statements with signature of applicant and supervisor: (1) I fully understand the requirements and time commitment of five hours per week for 16 weeks needed to engage in this training program. (2) I agree to provide 100 hours of coaching within two years after completing this training. (3) I agree to provide training to future Navy Coaching Program courses within the next two years after completing this training. (4) I agree to submit a new supervisor agreement form to the MyNavy Coaching initiative at MyNavyCoaching(at)navy.mil if my supervisor changes for any reason. c. Commanding officer endorsement letter: Refer to reference (b) for letter format. Applicants will be required to submit a signed endorsement letter from their commanding officer. 6. Submission Instructions: All documents (SF-182, letter of intent and endorsement letter from the applicants commanding officer) are required to be submitted via DoD SAFE at https://safe.apps.mil no later than 11 October 2021. Select *Drop-off to upload a file. The name of the recipient should be *MyNavy Coaching*. The e-mail address is MyNavyCoaching(at)navy.mil. The file name for the applicant package should be as follows: Last Name_First Name_CCFC. Ensure you check *Send me an e-mail when each recipient picks up the files* so you know your application has been received. If you do not receive an e-mail within five business days that your application has been received, contact MyNavyCoaching(at)navy.mil and put *Last Name_First Name_CCFC Application Package* as the subject line. 7. Role of Supervisors a. Coaching is a learning and development activity and therefore is intended to be accomplished during normal duty hours. Supervisors are expected to support the on-duty participation of Service Members as much as possible. Moreover, supporting Service Member participation in no way limits the supervisor to schedule work for the Service Member. All coaching engagements must have approval from immediate supervisors to minimize conflicts with organizational mission priorities. b. Applicants must be volunteers and possess self-awareness, good listening skills, respectfulness, trustworthiness and demonstrate sensitivity and discretion towards the issues of others in the organization. Applicants should also express encouragement and optimism in both easy and difficult situations and demonstrate accountability for self and others. c. The supervisor may nominate no more than one officer or enlisted member and no more than a total of two applicant nominations per command due to the limited number of seats for this pilot, a 24 person cohort. 8. Selectees will be required to sign and submit the following three NAVPERS 1070/613, Administrative Remarks (Page 13s): a. CCFC Virtual Training Program Agreement (NAVPERS 1070/613 Administrative Remarks Page 13) acknowledging the program requirements during work hours from 1000-1200 Eastern Standard Time (EST) on Tuesdays and Thursdays and from 1000-1100 EST on Wednesdays for a total of five hours of training per week for a total of 16 weeks (from 30 November 2021 31 March 2022). b. Coaching Reciprocation Agreement(NAVPERS 1070-613 Administrative Remarks - Page 13) to acknowledge the applicant must provide 100 hours of coaching services to Department of the Navy employees over a period of two years. c. Continued Service Agreement (NAVPERS 1070-613 Administrative Remarks - Page 13) acknowledging the applicant will remain in employment of and serve in the Federal Government for a minimum of two years after completion of the CCFC. The two year obligated service date will commence on the first day following graduation from the training program. 9. Timeline: a. 24 September - 17 October 2021: Application window open. b. 18 October 2021: Applications are due by 2359 Central Daylight Time. c. 15 November 2021: Selects notified via e-mail. d. 16-23 November 2021: Selected applicants submit the three required documents in paragraph 8 via e-mail to MyNavyCoaching(at)navy.mil. 10. Additional frequently asked questions regarding CCFC and MyNavy Coaching are available at: https://www.mynavyhr.navy.mil/Career- Management/Talent-Management/Coaching/FAQ/. 11. Points of Contact: a. CDR Patrick Callan, MyNavy Coaching Coordinator, PERS-00Z, (901) 874-4437/DSN 882 or via e-mail: patrick.m.callan.mil(at)us.navy.mil. b. LCDR Erica Harris, MyNavy Coaching Scientific Research Advisor, PERS- 00SRA, (901) 874-4437/DSN 882 or via e-mail: erica.r.harris9.mil(at)us.navy.mil. 12. This NAVADMIN will remain in effect until superseded or canceled, whichever occurs first. 13. Released by Vice Admiral John B. Nowell, Jr, N1.// BT #0001 NNNN UNCLASSIFIED// https://www.mynavyhr.navy.mil/Portals/55/Messages/NAVADMIN/NAV2021/NAV21213.txt?ver=QCDF1pafIotn-O4XSv3YNw%3d%3d

UNCLASSIFIED// ROUTINE R 281919Z SEP 21 MID200001165331U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 214/21 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/SEP// SUBJ/TUITION ASSISTANCE POLICY UPDATE// REF/A/DOC/OPNAV N1/4MAR08// REF/B/DOC/NETC/20JAN11// REF/C/MSG/CNO WASHINGTON DC/211408ZMAY19// REF/D/MSG/SECNAV WASHINGTON DC/061757ZJAN21 REF/E/DOC/COMNAVPERSCOM/11APR21// NARR/REF A IS OPNAVINST 1560.9A, VOLUNTARY EDUCATION (VOLED) FOR NAVY SAILORS. REF B IS NETCINST 1560.3, NAVY VOLUNTARY EDUCATION PROGRAMS. REF C IS NAVADMIN 114/19, TUITION ASSISTANCE POLICY UPDATE. REF D IS ALNAV 004/21, TUITION ASSISTANCE PROGRAM UPDATES. REF E IS MILPERSMAN ARTICLE 1160-040, EXTENSION OF ENLISTMENTS. RMKS/1. This NAVADMIN announces changes in Tuition Assistance (TA) and Navy College Program for Afloat College Education (NCPACE) policy in references (a) through (c). 2. In line with reference (d), the annual cap on TA and NCPACE is increased to 18 semester hours (or equivalent quarter hours) per fiscal year, effective 1 October 2021. 3. We are committed to ensuring fully-qualified Sailors can take advantage of this increased education opportunity in a manner that reinforces our commitment to professionalism, warfighting, readiness and retention. Operational readiness remains our top priority. As always, commanding officers may establish benchmark qualifications for Sailors and officers under their command, and manage off-duty education pursuit, based on current or anticipated operational commitments. 4. The following management controls are effective for TA and NCPACE courses command approved after the release of this NAVADMIN: a. In addition to being recommended for retention and promotion, all enlisted Sailors and officers must receive individual trait marks of 3.0 or greater on their most recent observed performance evaluation or fitness report. b. The wait time following non-judicial punishment (NJP) or court martial is increased from 6 to 12 months. c. Officers, with the exception of limited duty officers (LDO) and chief warrant officers (CWO), become eligible upon promotion to O-3. d. The minimum time in service requirement increases from two to three years. There is no *grandfather* clause. Sailors who began using TA or NCPACE at two years, but have not yet reached three years, must wait until the three year mark to continue. e. Enlisted Sailors with less than 16 years of service must have at least 12 months remaining from the course start date until their end of active obligated service (EAOS) or as extended. Reservists on active duty (AD) orders must have 12 months remaining from the course start date until the end date of AD orders. Contract extensions for AD Sailors are authorized subject to eligibility criteria in reference (e). Sailors selected for LDO or CWO, and selective reenlistment bonus eligible Sailors with approved Career Waypoints in-rate quotas may request a waiver of the 12-month requirement using issue tracker as described in paragraph 7. f. Sailors may only take two funded courses per fiscal quarter determined by start date. g. Vouchers for command-approved requests will be funded no more than 30 days prior to the course start date. h. Command approving officials must verify all existing and updated policies have been met prior to authorizing TA or NCPACE. 5. Academic degrees are only one tool to enhance Sailors personal and professional development. Civilian certifications offered through Navy Credentialing Opportunities Online (COOL) and United Services Military Apprenticeship Program should be stacked with academic degrees to create a well-rounded portfolio. Sailors can find relevant credentials on their Learning and Development Roadmap (LaDR), and the Navy COOL website. The MilGears, powered by the Navy COOL website, allows Sailors to search the LaDR recommended credentials in the *Quick Explorer* tool or receive customized career path recommendations based on their unique training, education and experience by using the *Engage My Career* tool. For more information regarding MilGears, Sailors can visit the following site by going to MyNavy Portal at https://my.navy.mil/quick-links.html, select *Navy Cool* and then *MilGears*. 6. Sailors who wish to pursue other education funding options, to include GI Bill benefits, are encouraged to contact the Navy College Virtual Education Center (NCVEC) to speak with a counselor. 7. For questions regarding eligibility, degree plans or other education funding options, contact the NCVEC at 1-877-838-1659. Beginning 1 October 2021, NCVEC telephone assistance will be available exclusively through MyNavy Career Center by calling 1-833-330-MNCC (6622). Using the phone menu options, choose *Education and Training*, then *NCVEC*. Additionally, Sailors may submit an inquiry via the issue tracker feature in MyNavy Education, located on the top right of their record. 8. For questions concerning TA or NCPACE policy, contact Mr. Jim Johnson at (703)604-5256/DSN 664 or james.p.johnson.civ(at)us.navy.mil. 9. This NAVADMIN will remain in effect until superseded or canceled, whichever occurs first. 10. Released by Vice Admiral John B. Nowell, Jr, N1.// BT #0001 NNNN UNCLASSIFIED// https://www.mynavyhr.navy.mil/Portals/55/Messages/NAVADMIN/NAV2021/NAV21214.txt?ver=9pZvRrDr1BACW6YcLYNIxw%3d%3d

Three associates of former President Donald Trump worked to persuade the Department of Veterans Affairs to sell veterans medical records for profit, according to emails released Monday by US lawmakers. On January 11, 2017, Trump said he had assembled a team to "straighten out the VA" because "our veterans have been treated horribly." More than 9 million veterans get medical care from the department at more than 1,000 facilities, according to ProPublica.

Marine Lt. Col. Stuart Scheller, the officer who went viral for blasting the military's leadership amid the chaotic withdrawal from Afghanistan, has been sent to the brig, according to a report. "All our son did is ask the questions that everybody was asking themselves, but they were too scared to speak out loud," Scheller's father, Stu Scheller Sr., told Task & Purpose. "He was asking for accountability. In fact, I think he even asked for an apology that we made mistakes, but they couldn’t do that, which is mind-blowing."

The Defense Department will increase the basic housing allowance rates in 56 markets across the U.S. starting Friday to help service members cover a rise in property prices. The increase applies to active duty military personnel and full-time National Guard members and will be in effect from Oct. 1 through Dec. 31, the Pentagon said in a statement Friday.

PENSACOLA, Fla. – The Navy College Program announced a complete transition to virtual education services for Sailors across the globe beginning Oct. 1, 2021. The transition will shift Sailor counseling from brick-and-mortar Navy College Offices (NCOs) to the Navy College Virtual Education Center (NCVEC) as the one-stop-shop for Sailors pursuing personal and professional development opportunities. This virtual model proved successful in 2020 when the COVID-19 pandemic closed the doors on many OCONUS NCOs. Throughout 2020 and 2021, Sailors turned to the NCVEC for virtual education counseling and Tuition Assistance (TA) support. The NCVEC provides call-in and live chat with counselors during scheduled hours, and Sailors can use the automated Chatbot function on the Navy College website or leave a question or request a counselor call them back using Issue Tracker in MyNavy Education. “Sailors interested in pursuing off-duty educational opportunities will continue to have a wide array of virtual services available to them,” said Navy Voluntary Education (VOLED) Director Lt. Cmdr. Adam Walski. “More importantly, services will not be interrupted for those in need of education assistance or counseling in any location worldwide.” The NCOs making the transition to virtual services include: Rota, Spain; Sigonella, Italy; Naples, Italy; Bahrain; Misawa, Japan; Yokosuka, Japan; Atsugi, Japan; Sasebo, Japan; Okinawa, Japan; Guam; Guantanamo Bay, Cuba; and Pearl Harbor, Hawaii. Academic Institutions currently onboard Navy bases, CONUS and OCONUS, will remain in place and continue their current role in providing Sailors with quality education. Commanders and education services officers can expect to receive the same level of customer service as any Sailor in the world from the Navy College Program. The TA and Navy College Program for Afloat College Education (NCPACE) programs will not change, and all other assistance will be provided by the NCVEC when requested. Concurrent with the transition to virtual services announcement, the Navy College Program announced an update to the NCVEC phone number. All NCVEC customers will now use the MyNavy Career Center (MNCC) toll-free number, 1-833-330-MNCC. The transition to the MNCC toll-free number supports the Chief of Navy Personnel’s transformation efforts to provide a single source for all Navy human resources needs, and to provide a worldwide toll-free number for Sailors to have 24/7 access to VOLED services. “We believe transitioning to the MNCC number will streamline the process for Sailors who are ready to take the next step in their education goals,” said Walski. “Not only will it be part of a one-stop shop of other services including Navy COOL and USMAP, but it will be especially beneficial to our Sailors stationed outside the continental US since they can call any time, at no cost to them.” After calling the toll-free number, Sailors needing educational services such as TA and NCPACE must select the option for “Training and Education,” then “NCVEC”. For more information on the Navy College Program, visit the website at https://www.navycollege.navy.mil. As part of the MyNavy HR Force Development team, NETPDC provides products and services that enable and enhance education, training, career development, and personnel advancement throughout the Navy. Primary elements of the command include the Voluntary Education Department, the Navy Advancement Center, and the Resources Management Department.

ANNAPOLIS, Md. – Looking to start the 2021-22 season strong, the VMI rifle teams competed well at the Naval Academy Saturday morning in Annapolis, Maryland.

As the U.S. Navy and Marine Corps set about overhauling their in-house red air adversary fleets, the first of three F-5N Tiger II aggressor aircraft set to undergo testing as part of a major upgrade program for the type arrived recently at Naval Air Station Patuxent River in Maryland. The improved F-5Ns will be better suited to replicate more advanced aerial threats and do so more reliably and safely. In the process, the Navy and Marine Corps are leveraging some of the capabilities that contractor red air providers have already introduced to the veteran F-5.

The Navy didn't know how to deal with an escalating pandemic and conflicting information hampered the response to the COVID-19 outbreak on the aircraft carrier Theodore Roosevelt, a newly published study by researchers at a Washington, D.C.-based think tank says. "The chain of command was as bewildered as the captain was," Bradley Martin, one of the authors of the Rand Corp.-produced study, told Military.com in an interview. "There was not a procedure in place to deal with what amounted to a mass casualty."

The Navy will cut about 1,000 civilian jobs in the U.S. and reduce base services across the country as part of a budget move to reduce costs on domestic bases, according to a message from the head of Navy Installations Command (CNIC) reviewed by USNI News. “Based on current projections, CNIC will be forced to curtail the level of base operations services (BOS) we provide to the Fleet, Fighter, and Family in [Fiscal Year 2022] and beyond,” wrote Vice Adm. Yancey Lindsey in the Sept. 15 message.

Yeah, bring on the scuttlebutt!!

Plans to build facilities for U.S. troops in the Philippines, which had stalled for years amid wrangling over rules for visiting forces, are back on track, officials from both countries said Thursday. “We plan to move fairly quickly,” Philippine Ambassador to the United States Jose Manuel Romualdez said during an online conference sponsored by Pacific Forum. The Hawaii-based think tank organized the event to discuss the allies’ 70-year-old Mutual Defense Treaty.

MILLINGTON, Tenn. - Proving the Navy can help you achieve your goals, Legalman 1st Class Chelse Wilson took advantage of the Career Intermission Program (CIP) to earn a law degree and receive a commission into the Judge Advocate General Corps. “The CIP is beneficial to Sailors of all ranks and rates. The program allows a Sailor to achieve a goal that might not be possible while on active duty, while still offering a stipend and medical benefits,” said Wilson, who earned her degree from the University of Memphis Cecil C. Humphreys School of Law. The CIP was established in 2009 to help address life/work challenges Sailors might face. Each year, CIP allows active duty or Full Time Support Sailors to take a sabbatical from their military service, transitioning into the Individual Ready Reserve (IRR) for up to three years. Following the intermission, Sailors return to active duty with a two-for-one service obligation for time spent in the IRR. So a Sailor who takes the full three years available, would owe six years of obligated service. “Before even applying to the CIP, Sailors should make a plan on what they want to achieve – whether that is going to school, taking care of family members, or anything else. For me, law school was three years long so I knew that I would need to use the entirety of the time offered by the CIP,” said Wilson. Career intermission may be used for a multitude of personal or professional reasons, from pursuing additional education to starting a family or caring for an ailing loved one. The CIP is not limited to specific rates or communities, and has been used successfully by officers and enlisted Sailors. “I also had to make sure I had enough time to prepare, and take the bar exam before I returned to active duty,” said Wilson. “Because I knew what my time limits were, I was able to ensure I achieved all my goals before returning to active duty.” During their intermission, Sailors retain their full medical and dental benefits for themselves and their dependents, commissary and Navy Exchange benefits, and a monthly stipend equal to 1/15 of the participant’s active duty basic pay. “If advanced schooling is the route a Sailor wants to take, they can use their GI Bill giving the Sailor a monthly housing allowance on top of the benefits offered by the CIP,” said Wilson. Sailors are also authorized a one-time permanent change of station within the continental U.S. to the location of their choice. Additionally, CIP participants carry forward up to 60 days of unused accrued leave balance through their intermission, or they have the option to use, sell back, or lose any unused accrued leave before starting CIP participation. For more information on CIP please visit: https://www.mynavyhr.navy.mil/Career-Management/Reserve-Personnel-Mgmt/IRR/Career-Intermission/

UNCLASSIFIED// ROUTINE R 221553Z SEP 21 MID600051007286U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 207/21 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/SEP// SUBJ/FY-22 JUDGE ADVOCATE GENERALS CORPS IN-SERVICE PROCUREMENT PROGRAM SELECTION BOARD// REF/A/DOC/JAG/23JUL20// AMPN/REF A IS JUDGE ADVOCATE GENERALS CORPS IN-SERVICE PROCUREMENT PROGRAM AUTHORIZATION 111A// RMKS/1. This NAVADMIN announces the convening of the fiscal year (FY) 2022 Judge Advocate Generals Corps (JAGC) In-service Procurement Program (IPP) Selection Board no earlier than February 2022. The JAGC-IPP provides outstanding, career-motivated enlisted personnel of all ratings, who meet the eligibility criteria, the opportunity to earn a commission in the JAGC. The FY-22 board will accept applications for the funded legal education option (FLEO) and the direct commission option (DCO). 2. This program is open to active duty enlisted Sailors and Navy full-time support personnel in any rating or military occupational specialty in paygrades E-5 through E-7 at the time of the application. DCO applicants must have served on active duty for a period of no less than 2 years and no more than 10 years at the time of commissioning. FLEO applicants must have served on active duty for a period of no less than four years and no more than eight years at the time legal training begins. Members of the individual ready reserve or serving on active duty for operational support, active duty for training or one to three year recalls are not eligible for this program. FLEO applicants selected for the program must begin legal training no later than September 2022 and prior to the eighth anniversary of their active duty commencement date. Legal training in the program commences as of the date of reporting for duty under instruction at the unit to which the enlisted Sailor is assigned while attending law school. The enlisted Sailor is not required to begin law school courses by this date. All time-in-service and paygrade requirements are statutory and cannot be waived. 3. Reference (a) provides information on authorized program benefits, eligibility, obligated service and program requirements. Where information differs between this NAVADMIN and reference (a), this NAVADMIN takes precedence. 4. Application procedures are provided in reference (a) and this NAVADMIN. All applicants and endorsing commands should fully read this NAVADMIN, reference (a) and application guides. All references are available at https://www.jag.navy.mil/careers_/careers/opportunities_ipp.html. 5. Applicants must not have reached their 42nd birthday by the time they commission. This requirement cannot be waived. 6. Amplifying education information for the FY-22 board a. Law School Admission Test (LSAT) exam score reports are required for all applicants. LSAT score reports may be submitted via separate correspondence after the deadline, but must be received by 15 January 2022. Website screenshots of LSAT scores will not be accepted unless an official score report is not available to LSAT FLEX test takers. b. All applicants must hold a baccalaureate degree from an accredited institution at the time of the application deadline. Applicants must submit their official or unofficial transcripts for all degrees earned and a complete list of all schools attended. c. Applicants applying to the FLEO must provide a prioritized list of U.S. law schools accredited by the American Bar Association (ABA) to which the applicant has applied or plans to apply. Applicants are encouraged to apply to more than one school. Applicants must apply to at least one law school in which in-state tuition and fees can be obtained, one law school near the applicants current duty station and one law school located in a fleet concentration area (i.e., Norfolk, VA, Jacksonville/Mayport, FL, San Diego, CA, Pearl Harbor, HI, Bremerton, WA or Washington, DC). Applicants must provide a copy of any acceptance letters received prior to the convening of the selection board. d. Applicants applying for the DCO must have obtained a law degree (juris doctor) from a law school considered by the ABA to be accredited under provisions established by the ABA at the time of their graduation from the law school. e. Applicants for the DCO must submit a current letter or certificate of good standing from the licensing authority admitting the applicant to the practice of law before a federal court or the highest court of a state, a U.S. territory, the commonwealth of Puerto Rico or the District of Columbia. f. All applicants must obtain a conditional release from their enlisted community manager (ECM). To obtain a conditional release, an applicant must submit NAVPERS 1306/7 to their ECM or detailer as appropriate. The FY-22 JAGC-IPP selection board will only consider enlisted candidates who have a conditional release included in their program application. 7. Applicants must submit their application electronically via Department of Defense (DoD) Secure Access File Exchange (SAFE) (https://safe.apps.miL) to navyaccessions(at)navy.mil no later than 2359 Eastern Standard Time Wednesday, 15 December 2021. Applicants or their command may submit the completed application. Once submitted via DoD SAFE, the submitter of the application must e-mail navyaccessions(at)navy.mil to provide notification of the submission, the DoD SAFE file download password and a command point of contact for follow up information. If an applicant requires an exception to the e-submission policy due to operational restrictions, please contact (202) 685-8527 or navyaccessions(at)navy.mil prior to 20 November 2021. LSAT score reports and law school acceptance letters may be submitted via separate correspondence after the deadline, but must be received by 15 January 2022. No other additional or amplifying information will be accepted after the deadline. Incomplete applications will not be reviewed by the board. Applicants will be notified directly of board results four to six weeks following the convening of the selection board. 8. In line with reference (a), prior to submitting a completed application, applicants are required to complete a structured interview with the JAGC. Structured interviews will be conducted in line with policy established by the Judge Advocate General. Instructions for scheduling a structured interview may be found at https://www.jag.navy.mil/careers_/careers/opportunities_ipp.html. This requirement is separate from and in addition to the command interview. 9. Point of contact is the Office of the Judge Advocate General Accessions Program Manager and can be reached at (202) 685-8527/DSN 325 or via e-mail at navyaccessions(at)navy.mil. 10. Released by Vice Admiral John B. Nowell, Jr, N1.// BT #0001 NNNN UNCLASSIFIED//