Tony

WASHINGTON — The U.S. Navy announced Thursday it had inked a $9.47 billion contract with builder General Dynamics Electric Boat for the full construction cost of the lead boat of the Columbia-class ballistic missile submarine, as well as advanced procurement money for the second boat, the future USS Wisconsin. The announcement marks the end of the beginning for the Columbia class, which the Navy has for years said is its top priority. The 12-ship class will replace the retiring Ohio-class submarines. The Columbia is slated to make its first patrol in 2031, and the Navy says it must meet the timeline to maintain continuous sea-based deterrent patrols.

UNCLASSIFIED// ROUTINE R 061441Z NOV 20 MID200000334193U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 300/20 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/NOV// SUBJ/IMPLEMENTATION OF EXECUTIVE ORDER ON COMBATING RACE AND SEX STEREOTYPING// REF/A/EXECUTIVE ORDER/PRESIDENT/22SEP20// REF/B/MEMO/OMB/04SEP20// REF/C/MEMO/OMB/28SEP20// REF/D/MEMO/OPM/02OCT20// REF/E/MEMO/SECDEF/16OCT20// REF/F/MSG/SECNAV WASHINGTON DC/042137ZNOV20// REF/G/5 USC 4101// NARR/REF A IS THE EXECUTIVE ORDER ON COMBATING RACE AND SEX STEREOTYPING. REF B IS MEMO FROM OFFICE OF MANAGEMENT AND BUDGET (OMB) ON TRAINING IN THE FEDERAL GOVERNMENT. REF C IS MEMO FROM OMB ENDING EMPLOYEE TRAININGS THAT USE DIVISIVE PROPAGANDA TO UNDERMINE THE PRINCIPLE OF FAIR AND EQUAL TREATMENT FOR ALL. REF D IS MEMO FROM OFFICE OF PERSONNEL MANAGEMENT (OPM) ON MANDATORY REVIEW OF EMPLOYEE TRAINING UNDER EO 13950 OF 22 SEPTEMBER 2020. REF E IS SECRETARY OF DEFENSE (SECDEF) MEMO ON IMPLEMENTATION OF EXECUTIVE ORDER ON COMBATING RACE AND SEX STEREOTYPING. REF F IS ALNAV 095/20, IMPLEMENTATION OF EXECUTIVE ORDER ON COMBATING RACE AND SEX STEREOTYPING. REF G IS TITLE 5 UNITED STATES CODE SECTION 4101 INCLUDING DEFINITION OF TRAINING.// RMKS/1. This NAVADMIN provides guidance to Navy personnel, employees and commands on implementation of the Executive Order (EO) on Combating Race and Sex Stereotyping as detailed in references (a) through (f). References (e) and (f) affirm the commitment of the Federal Government to the fair and equal treatment of all individuals before the law and express the policy that the United States will not promote race and sex stereotyping. 2. In accordance with references (a) through (e), reference (f) directs the suspension of training related to diversity and inclusion. Per reference (f), effectively immediately: a. Navy will suspend all civilian personnel training relating to diversity and inclusion. Prior to resuming civilian training, it must be reviewed and cleared by the OPM for compliance with the EO and certified as compliant by the Secretary of the Navy. The Assistant Secretary of the Navy (Manpower and Reserve Affairs) Performing the Duty of Under Secretary of the Navy (ASN (M and RA), PTDO UNSECNAV) will submit all requests for preclearance of civilian training to OPM via the Under Secretary of Defense for Personnel and Readiness, and certify the training. Further guidance directing the certification process for civilian training is forthcoming by the Office of Civilian Human Resources. Any expenditure by the Navy on diversity and inclusion training for civilian employees must be approved in advance by ASN (M and RA), PTDO UNSECNAV. b. The Navy will suspend all military training relating to diversity and inclusion. Prior to resumption of diversity and inclusion training for military personnel, ASN (M and RA), PTDO UNSECNAV must certify it as compliant with the EO. c. Each grant issuing organization in the Navy will review its grant programs and identify programs for which, as a condition of receiving such a grant, the Navy may require the recipient to certify that Federal funds will not be used to promote concepts prohibited by the EO. 3. Definition of Training. For the purposes of this NAVADMIN, the following definition of training applies, adapted from reference (g). Training is the process of providing for or making available a planned, prepared and coordinated program or routine of instruction, other than a formal academic course, intended to improve individual and organizational performance and assist in achieving the mission and performance goals of the Navy. Training may appear in a variety of formats, including the following outlined in reference (d): a. Training that is conducted or led by Government employees, b. Training that is conducted or led by contractors or others, c. Live training sessions conducted in person or by any electronic means, whether telephonic or video, d. Materials posted on public-facing or internal Internet or Intranet sites of any Federal agency, and, e. Written or video materials or other content that have been produced or procured with Federal funds and that are available to the general public or that Federal employees are required or permitted to read or view. 4. Consistent with paragraphs 2 and 3 above, the following are examples of types of training that must be suspended. Please note this list is not all- inclusive. a. Naval Leadership and Ethics Center training relating to diversity and inclusion, b. Naval Postgraduate School/U.S. Naval War College/U.S. Naval Academy/Naval Reserve Officers Training Corps training relating to diversity and inclusion, c. Diversity and inclusion topics which are part of training symposia or conferences, often hosted by commanders and senior enlisted leaders (note entire conference or symposia does not have to be cancelled just the training topics on diversity and inclusion), d. Command level training on diversity and inclusion (such as General Military Training, Brown Bag lunches, etc.), and e. Diversity and inclusion presentations available on a command website. 5. This NAVADMIN does not prohibit Equal Opportunity and Equal Employment Opportunity (EEO) training provided the training does not include diversity and inclusion modules or components. Permissible Equal Opportunity/EEO training includes topics that focus on compliance with law and regulation. 6. Discussions that touch on diversity and inclusion are not prohibited provided they do not constitute training. Hallmarks of permissible discussions include discussions which are: a. Voluntary, b. Accurately described as listening sessions to hear and share personal experiences and perspectives without endorsement or judgment by supervisors or the chain of command, c. Often conducted in smaller groups, with a focus on understanding personal experiences rather than presenting or providing instruction on concepts or policies. 7. Resumption of diversity and inclusion training. As discussed in paragraph 2, in order to resume civilian and military diversity and inclusion training, the training must go through a review and certification process facilitated by the Department of the Navy (DON). a. Civilian Training. Once further information for the certification of civilian training is received from higher authority, it will be promulgated via separate correspondence. b. Military Training. Office of the Chief of Naval Operations (N1) will promulgate procedures and guidelines to submit military training certification requests to echelon II commanders via Department of the Navy Tasking, Records and Consolidated Knowledge Repository (DONTRACKER) tasker. A detailed checklist and all references will be included in the tasker to facilitate the review of training materials. All requests, after review and certification by an O-9 or above in the chain of command, will be routed to the Chief of Naval Personnel (Navy Chief Inclusion and Diversity Officer) for review, consolidation and routing to ASN (M and RA), PTDO UNSECNAV. To allow commands to commence gathering requisite information, requests shall include the following information: (1) Course name. (2) Course description, syllabus, and agenda, as available. (3) Whether the training is mandatory. If so, who or what directs this mandatory course. (4) Approximate number of Service Members trained per session. (5) Frequency of training. (6) Location of training. (7) Approximate cost per training session. (8) In addition to above information, annotate Service representative (general/flag officers serving at the grade of O-9 or above in the chain of command) that reviewed and certified that the content of the military diversity and inclusion training request are compliant with the EO. 8. Further guidance related to training provided by contractors is forthcoming from the Office of the Assistant Secretary of the Navy (Research, Development and Acquisition). 9. Sailors are our asymmetric advantage in a complex and changing environment. Optimizing the performance of our Navy team requires us all to drive toward a Culture of Excellence, a culture focused on the high ideals espoused in our core values of Honor, Courage and Commitment, a culture that respects each of the members of our Navy team. When Sailors feel included, respected and empowered, they will be more ready to win wars, deter aggression and maintain freedom of the seas. 10. For additional information, please contact RDML Putnam Browne, Director of 21st Century Sailor Office, via e-mail at putnam.h.browne1@navy.mil. 11. This NAVADMIN will remain in effect until superseded or canceled, whichever occurs first. 12. Released by Vice Admiral John B. Nowell, Jr, N1.// BT #0001 NNNN UNCLASSIFIED//

Yes, same in the past where not everyone sees an update. It appears to go up in chunks.

What are the details for the change the Navy has authorized as an alternate rank insignia for the NWU Type III uniform? https://fb.watch/1A6hl9UARY/

AVIANO, Italy — The Navy is closing its base schools and day care centers in Naples and Sigonella because of rapid increases in coronavirus transmission rates, Europe’s top U.S. admiral said soon after Italy decreed a national curfew and other restrictions to contain the pandemic. “Unfortunately, our case numbers of COVID-19, right now, at our installations and in the local surrounding areas are continuing to rise,” Adm. Robert Burke, commander of Naval Forces Europe-Africa, said Wednesday in a video on the command’s Facebook page.

WASHINGTON — Nearly 6,900 Department of Veterans Affairs patients were battling coronavirus infections Thursday — a record-breaking number of cases for the department. On Thursday morning, the agency reported 6,890 active cases, which includes veterans and VA employees. The previous high was about 6,400 during a surge of infections in mid-July. Cases increased 10% since Monday.

But just the fact that there is progress is a good sign.

Yeah, as a web developer I keep an eye on that because there is a process involved in updating the data showing on any website. For me this means progress in the process . Put another way, once upon a time someone posted that they were seeing some changes on their page. I asked for more info and what changes they were seeing. Then someone posted and said changes on your profile page have absolutely nothing to do with the release of the results. I was never able to reply because my forum crashed as the results were released and everyone started hitting refresh which is the usual case. There is a method to the madness...

That is something I monitor when someone mentioned that because it means the database is being updated which is usually a good thing. Things may have changed though so hopefully someone else can chime in.

To help non-filers, the Internal Revenue Service (IRS) has set Nov. 10 as a National Economic Impact Payment (EIP) Registration Day.

UNCLASSIFIED// ROUTINE R 041411Z NOV 20 MID200000322340U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC COMNAVIFOR SUFFOLK VA BT UNCLAS NAVADMIN 297/20 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N2N6// INFO CNO WASHINGTON DC//N2N6// COMNAVIFOR SUFFOLK VA//N13// MSGID/NAVADMIN/CNO WASHINGTON DC/N2N6/NOV// SUBJ/ENLISTED CYBER MASTER OF SCIENCE DEGREE OPPORTUNITY AT NAVAL POSTGRADUATE SCHOOL// REF/A/INST/OPNAV/30JAN07// REF/B/INST/OPNAV/07JAN15// NARR/REF A IS OPNAVINST 1160.8A, SELECTIVE REENLISTMENT BONUS PROGRAM. REF B IS OPNAVINST 1520.23C, GRADUATE EDUCATION.// RMKS/1. This NAVADMIN solicits enlisted Sailor applications for enrollment in the Naval Postgraduate School (NPS) 15-month Master of Science in Applied Cyber Operations (MACO) program. This opportunity is one of many efforts to increase Cyber capabilities for the Navy, while building a professional Cyber workforce. 2. Selectees will be assigned to Navy-funded education as full-time students under permanent change of station orders to Monterey, CA, with either a September 2021 or March 2022 start. As full-time students, Sailors will be required to carry a full academic load year-round. Degree requirements should be completed in 15 months. 3. This program is only available to Active Duty and Full-Time Support members in the Information Systems Technician (IT) and Cryptologic Technician-Networks (CTN) ratings, who meet the following criteria: a. Must possess a Bachelor of Science degree in a relevant technical field including, but not limited to, computer science, electrical engineering, and information or engineering technology. The degree must have been awarded by an institution of higher learning, and accredited by a regional accrediting agency recognized by the U.S. Department of Education. To meet NPS academic requirements, performance in technical courses, including mathematics, must be exemplary. b. Must be an E6 or above eligible for continental United States shore assignment between April and December 2021 for the September 2021 start, or between October 2021 and June 2022 for the March 2022 start. c. Must be eligible to incur a 5-year active-duty service obligation by reenlistment or extension of enlistment prior to NPS enrollment. Selectees will be required to reenlist more than 1 year earlier, if they are unable to satisfy the 5-year obligated service requirement. Pursuant to reference (a), payment of the selective reenlistment bonus is not authorized for selectees who reenlist for the purpose of meeting the obligated service requirement. d. Must be within Physical Fitness Assessment (PFA) standards, with no PFA failures within the last 3 years. e. Must have no evaluation marks below 3.0 within the last 5 years. f. Must hold, or be eligible for, a Top Secret/Sensitive Compartmented Information (TS/SCI) clearance. Applicants without a current TS/SCI clearance are still encouraged to apply, but should work with their Special Security Office (SSO) to initiate the clearance request. Orders to NPS will not be issued until TS/SCI clearance is finalized. g. Must possess a conditional letter of acceptance. To obtain a conditional letter of acceptance, applicants should apply to NPS at http://www.nps.edu/academics/admissions/applyonline/applynow.html. Once registered, select Applied Cyber Operations, curriculum number 336. Upon application submission, applicants must arrange for submission of official transcripts to the NPS admissions office from each institution attended for all undergraduate and graduate education, as well as all Sailor/Marine American Council on Education Registry Transcripts, or Joint Services Transcripts. NPS applications must be submitted to NPS no later than 31 December 2020. Applicants will be notified by NPS via e-mail regarding their conditional acceptance. 4. Upon selection, applicants must request (via Command Career Counselor) an in -rate quota in the Career Waypoints (C-WAY) system. Those not in their C- WAY window should submit a special circumstance application indicating reason code of other. The career counselor will be prompted to add a note indicating selection to the Master of Science in Applied Cyber Operations program. If selected via special circumstance application, this program does not guarantee award of an in-rate C-WAY quota, and is not considered part of a performance indicator of the individual in the C-WAY process. 5. Before submitting MACO application, applicants should contact their detailer to inform of intent to apply to the program, and to obtain a letter of endorsement from detailer. Potential impact to current assignment should be considered. Failure to consult with detailer prior to applying may result in withdrawal of selection. Graduation from the program will impact follow- on tour, and may result in limited detailing opportunities for future assignments. 6. Graduates of the MACO program will earn the H07A Navy Enlisted Classification (previously 2770-Applied Cyber Operations Master), and should expect to serve in a utilization tour immediately following graduation. For ITs, utilization tours shall include operational (Cyber) shore billets and sea billets, when available. Further utilization for program graduates will be appropriately balanced with other priorities, such as career progression, sea /shore tour rotation, etc. 7. Applicants in receipt of a letter of conditional acceptance from NPS should forward a written request for MACO selection via their Commanding Officer. The nomination template is posted to the Navy Information Warfare Outreach Page on milSuite at https://www.milsuite.mil/book/docs/doc-526186 (common access card e -mail certificate login required). The template includes additional documents which must be included for consideration. 8. The Commanding Officer endorsement should address the preparedness for this significant academic opportunity, ability to work independently, communication skills, potential for increased responsibilities, and any special considerations regarding the applicant. 9. Applications must be sent via encrypted e-mail or DOD SAFE (https://safe.apps.mil/) to NAVIFOR_MACO(at)navy.mil within 2 weeks of notification of conditional acceptance by NPS. 10. Prior application submissions to this program do not disqualify an applicant. However, applicants who did not receive previous conditional acceptance from NPS, and have no additional academic qualifications, should not apply again, as the academic standards have not changed. 11. Selection results will be disseminated via official e-mail from a NAVIFOR MACO Program Officer. Due to the highly-competitive nature of this program, notification of selection via official e-mail is a binding commitment which selectees must accept or decline within 5 working days of receipt. 12. Instructions to sign up for education program notification are available at https://www.mnp.navy.mil/group/training-education-qualifications/ e-graduate-education-and-fellowship-programs. 13. The point of contact for this program can be contacted via e-mail at NAVIFOR_MACO(at)navy.mil. 14. This message will remain in effect until superseded, or 30 June 2022, whichever occurs first. 15. Released by VADM Jeffrey E. Trussler, Deputy Chief Of Naval Operations for Information Warfare, OPNAV N2N6.// BT #0001 NNNN UNCLASSIFIED//

The Mustang Lariat Newsletter

Fingers crossed, let us know how it works out.

MILLINGTON, Tennessee – In order to ease the transition for Sailors moving from enlisted to officer, Navy Personnel Command (NPC) has established the Enlisted to Officer Pay and Personnel (EOPP) working group.  The process of transitioning a Sailor from enlisted to officer deals specifically with pay and personnel records. Many commands and service members may not be familiar with this process. For an enlisted Sailor who is becoming an officer, the process starts through a discharge from their enlisted contract prior to commissioning as a naval officer. The EOPP working group, located in the Transaction Service Center (TSC) Great Lakes, Illinois, makes that happen.

The coronavirus pandemic has taken hold of Veterans Day, changing the rules, offerings and gatherings to honor those who served. Free food and discounts are still available Nov. 11, but most are for dine-in patrons. Which means you have a decision to make on whether a free burger and fries is worth potential exposure to the virus.

The Navy has released the initial fiscal year 2021 Selective Reenlistment Bonus (SRB) offerings and the trend is up. The Navy is constantly updating its award levels, meaning those in eligible skillsets should closely monitor the current offerings to avoid losing out. Once the Fiscal 2021 Budget gets final approval, the Navy plans to spend $379,461 million on re-up bonuses, slightly less than what was spent last year. This latest update includes 78 newly eligible skillsets, meaning 5,220 more Sailors are now able to cash in at some level. In addition, 14 skillsets saw their payouts increase while another 51 were decreased. The remaining 107 skillsets remained unchanged. Navy targets re-up bonuses only to critical skillsets. It's a combination of rating and pay grade and in most cases a Naval Enlisted Classification that determine eligibility. Another factor impacting eligibility is total years of service. The Navy breaks down a 30-year active-duty career into five retention zones. SRB is only offered critical skills in three of those zones -- Zone A, which covers zero to six years, Zone B - six to 10 years and of active service and Zone C – 10 to 14 years of active service. Bonuses are set at five maximum levels — $30,000, $45,000, $60,000, $75,000 and $100,000. The level depends on the need in a given skillset. Half the bonus is paid upfront in a lump sum and the remainder is paid in equal amounts spread over the remainder of the contract. Earlier this year, NAVADMIN 108/20 announced that the Navy increased the bonus window to 365 days prior to their end of service date, up from the previous max of 270 days. In addition, Sailors who reenlist in a designated combat zone can get their entire bonus -- initial and anniversary payments, tax free. In recent years, the Navy has transitioned away from publishing award levels in periodic naval messages to a more agile model, where levels are adjusted real time as community managers respond to retention numbers and the impact on fleet needs. This allows officials to target the money where it is needed the most, though award levels can be reduced or closed without notice. That's why Sailors wanting to cash in need to closely monitor the current SRB eligibility list, available on the Navy Personnel Command's website's SRB page, fount at https://www.public.navy.mil/bupers-npc/career/enlistedcareeradmin/Pages/SRB.aspx For more news from Chief of Naval Personnel, follow us on Facebook and at https://www.navy.mil

UNCLASSIFIED// ROUTINE R 021410Z NOV 20 MID200000308838U FM CNO WASHINGTON DC TO NAVADMIN INFO SECNAV WASHINGTON DC CNO WASHINGTON DC BT UNCLAS NAVADMIN 295/20 MSGID/NAVADMIN/CNO WASHINGTON DC/CNO// SUBJ/CNO MESSAGE TO THE FLEET HOLIDAY LEAVE PLANNING DURING COVID-19// RMKS/1. Shipmates, as your CNO, I could not be more proud of how our Navy has resolutely stood the watch during this extraordinary time of COVID-19. When parts of the world shut down in response to COVID-19, our operational tempo did not decline. Together, we have rapidly developed and applied lessons learned so that our Fleet remains where we should be, forward deployed and ready for whatever challenge comes our way. No doubt, our success is due to the personal dedication and discipline of all Sailors active and reserve, uniformed and civilian and their families. 2. While I know that operating during COVID-19 has been hard on you and your families, your health remains my number one priority. As the virus surges again across the nation, we cannot give in to fatigue and must exercise continued vigilance. We must apply COVID-19 protocols at all times. Our guard cannot come down, not even one inch. 3. During the holiday season, this will be even tougher. Force health protection remains our number one priority. While many of you may not be able to return home this holiday season as you normally would, develop a deliberate plan to recharge your batteries, strengthen your connections, build resiliency, and simply take a break where you can. 4. When developing holiday leave plans, I expect commanders to be mindful that our people remain our number one asset and the physical and mental health and readiness of our Sailors is our top priority. Look for opportunities to expand leave windows to maximize options for your Sailors. Take a hands-on approach to find balanced solutions that allow everyone to take a well-deserved break. In cases where individual leave plans are not supportable, be fully transparent and completely engaged with affected Sailors to mitigate the impact as much as possible. If you are able to travel, carefully follow state, local and host nation COVID-19 regulations while on leave. Personnel executing a Restriction of Movement (ROM) are considered to be in a duty status and ROM periods will not be counted as annual leave. 5. Last, in the same way that we cannot afford to lose one Sailor to COVID- 19, we cannot afford to lose one Sailor, or member of our navy family, to suicide. Be bold in having hard discussions with those in your circle of influence. Be humble in admitting when you are stretched beyond your ability to cope. Watch out for each other and be attune to the impact this pandemic and our OPTEMPO is having on our Sailors. 6. Safe, healthy, and ready is how we want to enter 2021. Together, we will make this happen. For those who will remain forward deployed, defending our nation this holiday season, thank you and Godspeed. You and your families are in our collective thoughts and prayers. 7. Never more proud to be your CNO. See you in the Fleet, Shipmates. 8. Released by Admiral Mike Gilday, Chief of Naval Operations.// BT #0001 NNNN UNCLASSIFIED//

UNCLASSIFIED// ROUTINE R 302124Z OCT 20 MID200000300792U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 294/20 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1 MSGID/GENADMIN/CNO WASHINGTON DC/N1/OCT// SUBJ/DEPARTMENT OF DEFENSE COVID-19 RAPID ON-SITE TESTING AT BALTIMORE AND SEATTLE PATRIOT EXPRESS AERIAL PORTS OF EMBARKATION// REF/A/GENADMIN/JOINT STAFF DJ3 WASHINGTON DC/281212ZOCT20 (NOTAL)// REF/B/NAVADMIN/OPNAV/301424ZSEP20// NARR/REF A IS JOINT STAFF DJ3 MESSAGE ON SUPPLEMENTAL REQUIREMENTS FOR RAPID ON-SITE TESTING AT CONUS PATRIOT EXPRESS NODES. REF B IS NAVADMIN 266/20 US NAVY COVID-19 STANDARDIZED OPERATIONAL GUIDANCE VERSION 3.0// RMKS/1. Pursuant to reference (a), this NAVADMIN announces United States Transportation Command (USTRANSCOM) implementation of rapid on-site COVID-19 testing capability at Baltimore and Seattle Patriot Express (PE) Aerial Ports of Embarkation (APOE), operated by Air Mobility Command (AMC). The dynamic nature of the COVID-19 pandemic required the implementation of measures to mitigate the risk of COVID-19 impacts to PE flights departing continental United States (CONUS). 2. Any Sailor and/or family member(s) executing PCS travel that tests positive for COVID-19 while going through rapid on-site testing at a PE APOE will do the following: a. Execute Restriction of Movement (ROM) Procedures: USTRANSCOM/AMC will take immediate responsibility for any Sailor and/or family member(s) executing PCS travel that tests positive for COVID-19 while going through rapid on-site testing at a PE APOE, to include: medical, lodging, pet services, meals and transportation support at nearby military installations or participating lodging sites. While in ROM, travelers will adhere to AMC guidance. If a member of a family unit tests positive, the entire family unit must commence ROM. Travelers may not proceed separately. b. Contact the MyNavy Career Center (MNCC), available 24/7, by phone at 1-833-330-MNCC (6622) or email at askmncc@navy.mil. Ensure good contact information is provided to the servicing MNCC agent. The servicing MNCC agent will take appropriate action to notify the detailer of the Sailor and Navy Passenger Transportation Office (NAVPTO) and provide contact information of the Sailor provided upon initial notification. The detailer of the Sailor and NAVPTO agent will contact the Sailor to discuss orders modification (ORDMOD) and to rebook future travel. c. ROM Expenses: The ORDMOD will ensure per diem is available and reimbursable for qualified expenses incurred during the ROM period. A Sailor may elect to use his/her Government Travel Credit Card (GTCC) to pay for qualified expenses incurred during the ROM period. Alternatively, a Sailor with or without a GTCC may request a travel advance by contacting MNCC. d. Securing from ROM Procedures: Once a Sailor/family member meets the requirements to return to work in accordance with Bureau of Medicine and Surgery (BUMED) return to work guidance, as reflected in paragraph 7.d of reference (b) and follow-on versions of the Standardized Operational Guidance (in conjunction with any medical provider guidance), they may continue execution of their orders. 3. Contact the MNCC with any questions, issues or to provide feedback at 833-330-MNCC/6622 or via e-mail at askMNCC(at)navy.mil. 4. Released by Vice Admiral John B. Nowell, Jr, N1.// BT #0001 NNNN UNCLASSIFIED//

FY-21 Reserve/FTS CPO Advancement Selection Board Membership

A “small number” of sailors aboard the aircraft carrier USS Gerald R. Ford were recently removed and placed in isolation at their residences after testing positive for the coronavirus, the Navy said. Naval Air Force Atlantic spokeswoman Cmdr. Jennifer Cragg declined to provide the exact number of sailors who contracted the virus, citing Pentagon policy.

The littoral combat ship USS Detroit is making its way to its Florida homeport after a key piece of its propulsion system malfunctioned, according to a news report Thursday. The Freedom-class ship experienced a breakdown while working counternarcotic operations with the 4th Fleet in the Caribbean Sea and Eastern Pacific Ocean, according to a report in Defense News.

RTTUZYUW RHOIAAA0001 3031819-UUUU--RHSSSUU. ZNR UUUUU R 291806Z OCT 20 MID200000293756U FM CNO WASHINGTON DC//N1// TO NAVADMIN INFO CNO WASHINGTON DC//N1// BT UNCLAS NAVADMIN 291/20 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/OCT// SUBJ/NAVY PERSONNEL AND PAY(NP2) SYSTEM UPDATE// REF/A/GENADMIN/CNO WASHINGTON DC/231514ZOCT20 REF/B/GENADMIN/CNO WASHINGTON DC/111158ZSEP19 REF/C/GENADMIN/CNO WASHINGTON DC/061834ZAUG19 REF/D/GENADMIN/CNO WASHINGTON DC/171240ZJUL19 NARR/REF A IS NAVADMIN 287/20 PERSONAL FOR COMMAND PAY AND PERSONNEL ADMINISTRATOR (CPPA) PROGRAM UPDATE. REF B IS NAVADMIN 211/19 PERMANENT CHANGE OF STATION MOVE IMPROVEMENTS PHASE THREE. REF C IS NAVADMIN 183/19 PERMANENT CHANGE OF STATION MOVE IMPROVEMENTS PHASE TWO. REF D IS NAVADMIN 161/19 PERMANENT CHANGE OF STATION MOVE IMPROVEMENTS// RMKS/1. To improve Fleet readiness and warfighting effectiveness through repurposed Sailor and command leadership focus and time, the MyNavy HR team continues to make progress in fielding a modern Human Resources (HR) services delivery capability to improve all HR functions especially more timely and accurate personnel and pay transactions. This NAVADMIN announces the rollout of three new capabilities to the Navy Personnel and Pay (NP2) system: improved travel processing capabilities, Reserve Orders and MySailor Data. NP2 is the modern integrated personnel and pay system that is already Proving a key enabler to successful MyNavy HR Transformation. References (b) Through (d) announced the initial rollout of NP2 in 2019 with the launch of MyPCS Mobile, providing Active Duty Sailors with CAC-free mobile access to a tailored Permanent Change of Station (PCS) checklist, viewable orders in an easier to read format, an automated wizard driven electronic travel voucher capability and a travel entitlements calculator. 2. Similar to the previously deployed NP2 capabilities, Sailor access to New NP2 capabilities will be available 24/7 and from any mobile device through MyNavy Portal at https://my.navy.mil. CAC-free entry to NP2 is enabled by registering on MyNavy Portal. Sailors may also continue to use the conventional CAC sign-in from a CAC-enabled device. 3. Improved Travel Processing Capabilities. Sailors who use the new PCS Travel Voucher Wizard capability will experience a more efficient process than todays paper-based capability. The voucher will be pre-filled with information from the Sailors orders and personnel record, and Sailors can complete their PCS travel claim form (DD Form 1351-2) in the Travel Voucher Wizard. Sailor travel vouchers approved in NP2 for processing by Command Pay and Personnel Administrators (CPPA) will be sent to voucher processing Clerks to begin pay processing. All required approval signatures will be completed with e-signature capability. Automation of this process eliminates the need for CPPAs to manually download and retransmit travel vouchers and associated supporting documents and the need for hard copies of travel claims. This capability applies to all Active Duty and Full Time Support Sailors traveling on PCS orders as well as Reservists executing Active Duty for Operational Support (ADOS) and Officer Recall PCS orders. 4. Reserve Orders. This upgrade will integrate the following Reserve order types into NP2: Mobilization and Demobilization, ADOS and Officer Recall. Reserve Sailors will have the same capability as Active Duty Sailors to execute a tailored checklist for use in move preparation and can view and print an abbreviated orders format called lean orders. This feature includes a command view function that allows review of checklist completion status to determine Sailor readiness and preparedness, as well as the ability for Sailors to opt-in and immediately get on the waitlist for government housing and childcare services at their new duty station. Sailors can generate their checklist online at any time and tasks are listed chronologically to improve the overall move experience for Sailors and their dependents. Note: Only Reservists with ADOS or Officer Recall PCS orders will have the ability to use the Travel Voucher Wizard capability in the current release. 5. MySailor Data. This capability establishes an on-line display of the HR data NP2 needs to support personnel and pay transactions for Active Duty and Reserve Sailors, to include assignment, service data and biographical information. In the future, MySailor Data will replace the Navy Standard Integrated Personnel System (NSIPS) Electronic Service Record (ESR). The initial MySailor Data release will contain a subset of HR data required for Assignments, Leave and Travel capabilities to include Reserve orders. This capability will be accessible on personal and government mobile devices, tablets, laptops and desktops. This release will provide Sailors "view only" capability for data across both Active Duty and Reserve components. MySailor Data will be used to determine Sailor pay. Therefore, it is imperative that Sailors review their MySailor Data early to identify any data errors upfront to avoid potential future pay issues. The technical capability to update MySailor Data will be coming in a future release. Please continue to coordinate with your CPPA, MyNavy Career Center (MNCC) or Naval Reserve Activity/Naval Operational Support Center for all data correction requests. As new NP2 capabilities are released, MySailor Data will expand, ultimately providing a comprehensive display of data supporting the Sailor career continuum from accession to retirement. 6. These NP2 capability enhancements are just the latest steps towards fielding a modernized Personnel and Pay process that makes the overall customer experience better for Sailors and their families. We will deploy new capabilities to Sailors and the Navy HR workforce quarterly. 7. Contact the MNCC with any questions, issues or to provide feedback at 833-330-MNCC/6622 or via e-mail at askMNCC(at)navy.mil. 8. Released by Vice Admiral John B. Nowell, Jr, N1.// BT #0001 NNNN UNCLASSIFIED//

UNCLASSIFIED// ROUTINE R 292011Z OCT 20 MID200000294578U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 292/20 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/OCT// SUBJ/NAVY UNIFORM POLICY UPDATE// REF/A/DOC/COMNAVPERSCOM/1JAN03// AMPN/REF A IS NAVPERS 15665I, U.S. NAVY UNIFORM REGULATIONS.// RMKS/1. This NAVADMIN announces an update to the Navy uniform policy. Navy uniform policy updates directly support Sailor 2025 objectives to attract and retain the very best Sailors by finding greater flexibility in our policies and practices, including uniforms. Navy uniform policy updates are the result of Fleet feedback, command sponsored requests and direction from Navy leadership. This uniform policy update authorizes optional wear of the cold weather parka (CWP) rank insignia on Navy working uniform Type III (NWU Type III) components. Approval of this policy change is based on the feedback received from the Fleet via the rank insignia wear evaluation, question of the day video responses regarding insignia options and ongoing complaints regarding the limited visibility of the camouflage pattern NWU Type III rank insignia. 2. Alternate NWU Type III Rank Insignia. a. Effective immediately, the CWP black slip-on rank insignia is authorized for optional wear on the NWU Type III parka, black fleece liner and shirt for E-4 through O-10 personnel unless otherwise prescribed for tactical operations and training. When tactical operations or training requires complete camouflage wear, the NWU Type III camouflaged pattern rank insignia will be worn. (1) Description. The insignia consists of solid black fabric with color thread (gold, silver, scarlet) denoting the wearers rank. The back of the insignia is sewn together in the center to form a loop which facilitates placement on the NWU Type III rank tab. (2) Manner of wear. Slide the insignia right side up on the rank tab of the NWU Type III parka, black fleece liner and shirt rank tab. 3. Questions regarding this NAVADMIN should be addressed to Mr. Robert B. Carroll, Navy Uniform Matters and Emerging Issues Branch (OPNAV N13X), via e-mail at robert.b.carroll(at)navy.mil, CMDCM(SW/AW/IW/EXW) Marisol S. Dumlao, Deputy Head, OPNAV N13X, via e-mail at marisol.dumlao(at)navy.mil or ETC(SW) Ryan P. Cameron, OPNAV N13X, via e-mail at ryan.p.cameron(at)navy.mil. 4. Feedback and recommendations regarding uniform policy, uniform components and uniform availability are welcome and can be provided via MyNavy Portal at https://www.mnp.navy.mil/, select Professional Resources, U.S. Navy Uniforms and *Ask The Chiefs.* Feedback can also be provided via the MyNavy UNIFORMS App. 5. Retain this NAVADMIN until policy changes are incorporated in reference (a), superseded or cancelled, whichever occurs first. 6. Released by Vice Admiral John B. Nowell, Jr, N1.// BT #0001 NNNN UNCLASSIFIED//

FYI - This is the info the MCPON put out back in July FY21 CPO Initiation Guidance from MCPON Smith and the Fleet Master Chief

WASHINGTON — Sen. Jon Tester, D-Mont., is urging Defense Secretary Mark Esper to hold off on implementing new Tricare enrollment fees for a year to give military families some economic relief amid the coronavirus pandemic and so they can become informed about the new charges. “The [coronavirus] pandemic has had unprecedented impacts on the health and economy of our nation,” Tester, the ranking Democrat on the Senate Armed Services Committee, wrote Monday in a letter to Esper. “By implementing a 12-month grace period, the [Defense Department] can ensure that all military retirees and their families have adequate time and notice to meet the new Tricare Select requirements and maintain their health care coverage.”