Tony

The Marine Corps has booted 103 of its members for refusing the Covid vaccine, the service announced on Thursday, even as all the military branches report that a vast majority of troops have gotten the shots. The news comes the same day the Army announced that it has relieved six leaders — including two commanding officers — over the issue, and that almost 4,000 active-duty soldiers have refused the vaccine.

It could take more than six months to separate sailors who have refused to get COVID-19 vaccinations, according to Navy officials. “Let me be clear up front: We want every sailor to receive the vaccine and stay Navy,” Rear Adm. James Waters III, director of military personnel, plans and policy, told reporters Tuesday. “And if a sailor gets their shot, we will honor that and make every effort to retain them.”

Active Duty and Reserve Full-Time Support (FTS) Navy-Wide Advancement Exam Cycle 255 in NAVADMIN 260/21 on Nov. 17. COVID-19 precautions will again play a central role in how commands test their Sailors. These details, along with key dates and milestones for Sailors and Commands, are in the message. This means that all active and FTS E-4 advancement exams are again canceled. All qualified E-3s will be selected for advancement using an alternative final score rank order method to determine who advances without an exam score. This advancement procedure has been in effect since COVID-19 precautions began in early 2020. Navy personnel officials say that fleet feedback from previous rank-order E-4 advancements has been positive, with no negative performance reported from those advanced this way. As has been procedure the past few cycles, all E-5 and E-6 exams will be given during set testing windows. The E-6 window is March 1 - 15. E-5 exams will occur between March 16 - 30. “These expanded testing windows will allow for smaller groups of test-takers to ensure adequate social distancing can be maintained between testers at testing facilities while maintaining the high standards and continued culture of learning that drive our enlisted advancement system,” wrote Vice Adm. John B. Nowell, Jr., the chief of naval personnel. Leading up to the exams, Sailors must complete their Professional Military Knowledge Eligibility Exams (PMK-EE) by Jan. 31. The PMK-EE deadline applies to all Sailors regardless of whether they are sitting for an exam or not. For many Sailors, especially SELRES, PMK-EE completion is the only obstacle to advancement. Sailors who have already met this military knowledge testing requirement on previous cycles do not have to retake this exam as it is only required once at each paygrade level. Because the Naval Education Training and Professional Development Center (NETPDC) will not receive E-4 exam answer sheets, commands must scrub the records of their advancement eligible E-3 Sailors to ensure all E-4 Enlisted Advancement Worksheets (EAWs) in the Navy Standard Integrated Personnel System are accurate and up to date. The EAWs deadline for Cycle 255 active and FTS Sailors is March 31. Commands should make every effort to spread the administration of the exams evenly throughout each window. This practice minimizes the number of exam-takers on a given day and helps maintain maximum physical distancing. Commands are also strongly encouraged to test all candidates for a given rating and paygrade at the same time to maintain exam integrity. Once exams are given, Educational Service Officers are encouraged to expeditiously mail in answer sheet packages to NETPDC and not hold any taken exams until the end of the testing window, ensuring prompt processing. No dates have been set for the release of any advancement results as this will depend heavily on accurate worksheets being submitted upfront and the prompt return of answer sheets once exams are taken. Additional eligibility details and deadlines for each cycle are available in NAVADMIN 260/21 along with key points of contact.

Dec Enlisted Newsletter

There's still an issue with the profile sheets?

Sailors recently selected for advancement to E-4 through E-6 will remain in a frocked status until their pay incrementation date. All advancements from the fall cycle occur January through June. No less than three percent of Sailors will be advanced each monthly increment, with the majority of advancements occurring in June. Roughly 85% of the Sailors selected for advancement from the fall cycle will be advanced 16 June. Pay increments are determined by each Sailor's Final Multiple Score (FMS) standing in their rating and across the entire paygrade, NOT their percentile. An updated profile sheet in the Navy Enlisted Advancement System (NEAS) Web will be generated when each Sailor's pay increment is determined. *Sign up for NEAS email notifications on your profile sheet page.

Resources that matter most to service members and their families - Dec 2021 Newsletter

Navy unveils new enlisted career policy designed to encourage sailors to remain at sea

Cycles 252 Results Active Duty E4 - E6 FTS E4 - E6 Cycles 109 Results SELRES E4 - E6 And here were the quotas: Cycles 109 and 252 Quotas

Navy Announces the New Detailing Marketplace Assignment Policy 09 December 2021 From MC1 Mark D. Faram, Chief of Naval Personnel Public Affairs. The Navy will offer a wide range of incentives to Sailors as an enticement to stay at sea in critical operational billets. The key in this change is a new Detailing Marketplace Assignment Policy (DMAP), which will replace the existing Sea Shore Flow policy. Announced in NAVADMIN 280/21 on Dec. 9, the policy officially kicks off March 1, 2022. For Sailors in the most sea intensive ratings, opportunities include a new incentive pay, advancements, and future shore duty priority in exchange for spending more time on sea duty. Those in ratings that are not in the first phase of DMAP will still see non-monetary incentives, such as new credits for staying at sea. “In order to reduce gaps at sea and address Sailors’ desires for more options and flexibility, DMAP will expand Sailor options beyond the Sea Shore Flow Enlisted Career Paths,” wrote Vice Adm. John. B. Nowell, Jr. chief of naval personnel in the message. “DMAP intends to improve Fleet manning by rewarding Sailors in sea-intensive ratings who stay Navy and stay on sea duty longer than the current five-year maximum.” For most of the last 50-years, the Navy has held the line on sea tour lengths, allowing no more than five years at a stretch, in even the most sea-intensive ratings. The reality is those tours needed to be longer, even closer to seven years in many ratings, for proper at-sea manning. The result has been gapped billets and undermanned crews as Sailors are rotated ashore, adding to the arduous nature of sea duty by asking more of fewer Sailors. This under manning hinders the service’s ability to implement quality of life improvements such as circadian rhythm watch bills and more in-port duty sections that would increase opportunities for leave and liberty and improve Fleet readiness. Phase 1 starts March 1 with four ratings: Aviation Boatswain’s Mate (Fuels), Aviation Boatswain’s Mate Aircraft (Handling), Gas Turbine Systems Technician (Mechanical) and Culinary Specialist. The remaining 12 sea-intensive ratings will be gradually phased in to DMAP along with the rest of the enlisted ratings as the policy matures. These changes are the result of a multi-year effort consisting of focus groups and surveys with Sailors from around the fleet. Based on Sailor feedback, career options and incentives for Sailors in sea-intensive ratings will expand both during and after completing four years on their first sea tour as an Apprentice (E4 and below). At this point, incentives will be offered to serve a follow-on, three-year sea tour at the Journeyman (E5) level. This is called the DMAP 4+3 Sea Tour Option. After completing the initial four years, the incentives kick in to reward Sailors who commit to the Navy for the follow-on three year sea tour. Here’s a look at the incentives on the table. Advance-to-Position (A2P) gives E4 Sailors eligible for E5 the chance to apply for an E5 sea duty assignment in the detailing market place, and if selected, be permanently advanced to that paygrade once in the job. Sailors must have passed their most recent Navy Wide Advancement Exam but have not yet been selected for advancement. They must also extend or reenlist to meet the three-year tour length. Command Advance-to-Position (CA2P) allows Commanding Officers to retain top-performing, advancement-eligible E4 Sailors who have not yet entered the detailing marketplace by permanently advancing them to E5 to fill a vacant, or projected to become vacant, E5 billet at their current command. These Sailors advance to E5 upon filling the E5 position at their current command. Similar to A2P, Sailors must have enough obligate service to complete a total of seven years at their command, including any training pipelines. If necessary, they must extend or reenlist to fill the billet. This is a great option for Sailors looking for geolocation stability. Starting March 1, 2022, CA2P replaces MAP for the four Phase I ratings at the E4 to E5 advancement point and will only be available at afloat commands. Detailing Marketplace Incentive Pay (DMIP) is an extra monthly payment for Sailors who take the 4+3 sea duty option, which they will receive for the entire three-year Journeyman sea tour. Initial DMIP rates will be between $200 and $800 per month, depending on location and type of sea duty. All sailors on sea duty will now earn what’s called Continuous Sea Duty Credits (CSDC). A Sailor starts accruing credits when reporting to sea duty and the counter is reset each time a Sailor reports to shore duty. These credits come into play when negotiating shore duty orders. Those with the most credits will get priority consideration in the assignment process giving them an edge when competing for highly sought-after positions. When two equally qualified sailors are competing for a position, these sea duty credits will serve as the tiebreaker. “DMAP Phase I represents the first step towards a truly dynamic, Sailor-focused Detailing Marketplace that will improve Fleet readiness and enrich Sailors’ careers,” Nowell wrote. “Lessons learned from DMAP Phase I will inform subsequent phases and the expansion of Detailing Marketplace incentive options to Sailors in additional ratings.” More details, including points of contact, are available in the NAVADMIN.

UNCLASSIFIED// ROUTINE R 091538Z DEC 21 MID600051300930U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 280/21 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/DEC// SUBJ/DETAILING MARKETPLACE ASSIGNMENT POLICY (DMAP)// REF/A/MSG/CNO WASHINGTON DC/230112ZAUG08// REF/B/MSG/CNO WASHINGTON DC/022009ZDEC19// REF/C/MSG/CNO WASHINGTON DC/101615ZDEC15// REF/D/MSG/CNO WASHINGTON DC/151503ZJUL19// NARR/REF A IS NAVADMIN 234/08, SEA SHORE FLOW ENLISTED CAREER PATHS. REF B IS NAVADMIN 274/19, SEA SHORE FLOW ENLISTED CAREER PATHS UPDATE. REF C IS NAVADMIN 284/15, SEA SHORE FLOW ENLISTED CAREER PATHS UPDATES FOR NUCLEAR TRAINED ENLISTED PERSONNEL. REF D IS NAVADMIN 157/19, SEA SHORE FLOW ENLISTED CAREER PATHS UPDATE FOR NUCLEAR TRAINED JUNIOR STAFF INSTRUCTORS.// RMKS/1. Overview. This NAVADMIN announces implementation of Detailing Marketplace Assignment Policy (DMAP) Phase I for four enlisted ratings on 1 March 2022. Future DMAP Phases, encompassing additional enlisted ratings, will be announced in subsequent NAVADMINs. In order to reduce gaps at sea and address Sailors desires for more options and flexibility, DMAP will expand Sailor options beyond the sea shore flow enlisted career paths promulgated in reference (a) and most recently updated in reference (b). Under DMAP, Sailors in most ratings will continue to follow a traditional sea shore rotation, but in many cases will have new incentives to remain at sea. Sailors in sea-intensive ratings will be offered increased monetary incentives and new non-monetary incentives to serve a 3-year follow- on journeyman (E-5) sea duty tour immediately after an initial 4-year apprentice (E-4 and below) sea duty tour (DMAP 4+3). Included in this, DMAP will provide early advancement opportunities for many E-4 Sailors who possess the requisite proficiency and experience. This DMAP 4+3 sea tour option can be served at the same or different commands, to best maximize value to Sailors and the Fleet. DMAP Phase I will commence 1 March 2022 and includes all Active Component Sailors in the following four sea-intensive ratings: ABF(A102) GSM(B122) ABH(A103) CS(B650) Note: Sailors on sea duty in these Phase I ratings with projected rotation dates (PRD) on or before 1 March 2023 may opt-out of DMAP for their upcoming assignment process and enter the legacy sea shore flow marketplace. In order to opt-out, the Sailors detailer must receive an Electronic Personnel Action Request (NAVPERS 1306/7) from the Sailor, via their command, no later than 1 March 2022. 2. Driving factors. For the last 50 years, the Navy has maintained a five year maximum time on sea duty. However, this limit causes gaps in our sea- intensive ratings, primarily at the apprentice and journeyman levels. These policy induced gaps have the negative impact of amplifying the already arduous nature of sea duty. Under-manning at sea impacts the implementation of circadian rhythm watch bills, affects the number of in port duty sections, contributes to degraded materiel readiness, limits time to train and reduces opportunities for leave and liberty. DMAP will improve Fleet manning by eliminating the maximum sea duty tour length constraint and redistributing Sailors, at the apprentice to journeyman flow point (i.e., E-4 to E-5), to where they are needed most. This will require increased vigilance by commands and shipmates to ensure the health and welfare of our Sailors remain a top priority. In addition to improved manning, Sailor resiliency remains a force multiplier and should not be neglected. 3. Incentives. Sailors in any of the four DMAP Phase I ratings listed above can take advantage of the following incentives by applying for and being assigned to a follow-on 3-year journeyman (E-5) sea tour upon completion of an initial 4-year apprentice (E-4 and below) sea tour. a. Advance-to-Position (A2P). E-4 Sailors who have served a minimum of three years on sea duty as an apprentice (E-4 and below) and are eligible for advancement to E-5 (i.e., E-4s who have passed the most recent Navy-wide advancement exam but have not advanced (PNAed) to E-5) can apply for E-5 sea duty in MyNavy Assignment (MNA). If selected, Sailors will permanently advance to E-5 upon reporting to the E-5 position, which will occur after approximately four years in their initial apprentice sea duty assignment. Sailors must obligate to sufficient service through extension or reenlistment to complete the full 3-year journeyman (E-5) sea tour and associated training pipeline. Any Sailor with a soft end of active obligated service (SEAOS) date that already matches or exceeds the duration of the 3- year journeyman (E-5) tour is not required to incur additional service. b. Detailing Marketplace Incentive Pay (DMIP). Sailors who execute the DMAP 4+3 sea duty option will earn a monthly incentive pay for the entire 3- year journeyman (E-5) sea tour. DMIP rates will vary depending on location and type of sea duty. Initial DMIP rates will range between 200 dollars and 800 dollars per month. That means a Sailor who is earning the average DMIP rate of 500 dollars per month would receive 18,000 dollars in additional incentive pay over the 3-year journeyman (E-5) sea tour. That is on top of the 21,300 dollars in career sea pay (CSP) and sea pay premium (SPP) for Sailors assigned to ships company for their 3-year journeyman (E-5) sea tour. In total, a Sailor who executes the DMAP 4+3 sea tour option could earn an extra 39,300 dollars (or more) in DMIP, CSP and SPP. c. Command Advance-to-Position (CA2P). Similar to A2P, CA2P allows commanding officers to retain their top performing E-4 Sailors who are eligible for advancement to E-5 PNAed by permanently advancing them to E-5 to fill a vacant, or projected to become vacant, E-5 position within their command before entering MNA. Sailors will advance to E-5 upon filling the E-5 position and must obligate to sufficient service through extension or reenlistment to complete a minimum of seven years at the command (a 3-year journeyman (E-5) sea tour following a 4-year apprentice (E-4 and below) sea tour) in addition to any associated training required to transition from apprentice to journeyman. In cases where CA2P results in advancement to E-5 prior to the 4-year point, Sailors will receive DMIP throughout the last three years of their journeyman (E-5) tour. Any Sailor with a SEAOS date that already matches or exceeds the duration of the 3-year journeyman (E-5) tour is not required to incur additional service. Effective 1 March 2022, CA2P replaces the Meritorious Advancement Program (MAP) for E-4 advancement to E-5 in the four DMAP Phase I ratings and will only be available to afloat commands. CA2P provides Sailors additional opportunity to remain in the same geographic location. d. Continuous Sea Duty Credit (CSDC). All DMAP Sailors earn CSDC while serving on sea duty. CSDC will be earned at the rate of one credit per month served on sea duty (i.e., Type 2, 3 or 4 unit). Sailors with the most CSDC get priority consideration in the assignment selection process. Specifically, CSDC will be used in the assignment process to assign highly sought after positions (e.g., positions that allow Sailors to remain in the same geographic location) to the qualified Sailor with the most CSDC. While CSDC does not guarantee an assignment in a geographic location, it gives Sailors who complete back-to-back sea tours top priority for shore duty assignments of their choice over Sailors who serve less time on continuous sea duty. The CSDC counter resets to zero upon assignment to shore duty. 4. Full Policy Statement. The following applies to Sailors in the four DMAP Phase I ratings who are currently on their first sea tour or in initial training prior to their first sea tour: a. Naval Education and Training Command (as the MyNavy HR Force Development Lead) will assign Sailors to their first apprentice (E-4 and below) tour upon completion of their initial training (no change from the current process). b. The PRD for each Sailors apprentice (E-4 and below) sea tour will be set to coincide with the Sailors SEAOS date. (1) Apprentice Sailors assigned for an overseas assignment will have their PRD set in line with Department of Defense (DoD) requirements. (2) Apprentice Sailors assigned to shore duty for their first assignment will have their PRD set to a 24-month tour. c. E-5 Sailors. Sailors who have already advanced to E-5 and have completed three years on initial sea duty (i.e., type 2, 3 or 4) may enter MNA (see para 4.f below) to apply for a journeyman (E-5) assignment which would begin after approximately four years on initial sea duty. (1) The E-5 assignment will be three years and can be on sea or shore duty. (2) SEAOS date must match or exceed the duration of the full follow- on 3-year tour. This may be accomplished through reenlistment or extension as appropriate. (3) Sailors who are assigned to a follow-on 3-year sea duty assignment will be paid DMIP for the full three years from the date of arrival. (4) Sailors who continue on sea duty will also continue to accrue CSDC which will give them priority for their follow-on shore duty assignment. (5) Sailors who do not select an E-5 sea or shore duty assignment after three MNA cycles will remain at their current command and reenter MNA 12 months prior to their PRD. d. E-5 eligible Sailors. Sailors who have passed the most recent E-5 exam, are eligible for advancement to E-5 (not advanced) and have served three years on initial sea duty may enter MNA (see para 4.f below) to apply for a 3-year journeyman (E-5) sea duty assignment under the A2P program or apprentice (E-4) shore duty assignment if not already selected for CA2P. This 3-year follow-on tour would begin after approximately 4 years on initial sea duty. (1) If selected for A2P or CA2P, the Sailor will permanently advance to E-5 upon filling the position. (2) SEAOS date must match or exceed the duration of the full 3-year tour. This may be accomplished through reenlistment or extension as appropriate. (3) Sailors who are assigned to a follow-on 3-year sea duty assignment will be paid DMIP for the full three years from the date of arrival. In cases where CA2P results in advancement to E-5 prior to the 4-year point, Sailors will receive DMIP throughout the last three years of their journeyman (E-5) tour. (4) Sailors who continue on sea duty will also continue to accrue CSDC which will give them priority over equally qualified Sailors with less CSDC for their follow-on shore duty assignment. (5) Sailors who do not select an assignment after three MNA cycles will remain at their current command and reenter MNA 12 months prior to their PRD. e. E-4 and below Sailors. Sailors who are not eligible to advance to E-5 will continue in their current assignment until their PRD/end of active obligated service. (1) Twelve months prior to their PRD, Sailors who reenlist may enter MNA and apply for a new sea duty assignment at their current paygrade. (2) Sailors who advance to E-5 after the normal DMAP MNA window, but prior to their PRD may enter MNA (see para 4.f below) upon advancement to apply for a 3-year journeyman (E-5) sea or shore duty assignment in line with para 4.c. above. (3) Sailors who become eligible to advance to E-5 by passing the most recent E-5 exam after the normal DMAP MNA window, but prior to their PRD may enter MNA (see para 4.f below) to apply for a 3-year journeyman (E-5) sea duty assignment and advance via A2P or apprentice (E-4) shore duty assignment if not already selected for CA2P in line with para 4.d. above. f. Individual commands will be required to submit a NAVPERS 1306/7 to identify Sailors eligible to enter the DMAP MNA marketplace prior to their normal order negotiation window. Upon receipt, PRDs will be adjusted to allow the Sailor to negotiate for orders over a normal 12-month cycle. This is a critical enabler of the DMAP process requiring consistent command engagement to ensure every eligible Sailor has the opportunity to make informed career decisions. g. Subsequent sea and shore duty assignments will be executed within MNA. Sailors will enter MNA to apply for a new assignment 12 months prior to their PRD. PRDs will be set based on tour lengths promulgated in reference (b). h. DMAP success is predicated on the Navy committing to Sailors who commit to the Navy. When a Sailor accepts a DMAP 4+3 sea tour, it is understood that they will do so for very specific personal and professional reasons that will frequently result in a very specific set of acceptable location, platform and even leadership team choices. As such, DMAP 4+3 tours will be some of the highest priority assignments in our Navy. 5. Supplemental Information. Additional information along with the most recent sea and shore duty tour lengths for each rating can be found on MyNavy Portal at https://my.navy.mil/. 6. Exceptions. Exceptions to policy such as unaccompanied overseas tours, limited duty, pregnancy, humanitarian tour assignments, spouse colocation, mil-to-mil and others will continue per the cognizant Military Personnel Manual or Distribution Guidance Memorandum. Nuclear trained enlisted personnel should continue to refer to references (c) and (d) for career path information. 7. Summary. DMAP intends to improve Fleet manning by rewarding Sailors in sea-intensive ratings who stay Navy and stay on sea duty longer than the current five year maximum. Under DMAP, Sailors can earn additional monetary incentives, non-monetary incentives and opportunities to advance to E-5 in return for serving a DMAP 4+3 sea tour. DMAP Phase I represents the first step toward a truly dynamic, Sailor focused Detailing Marketplace that will improve Fleet readiness and enrich Sailors careers. Lessons learned from DMAP Phase I will inform subsequent phases and the expansion of Detailing Marketplace incentive options to Sailors in additional ratings. 8. Points of Contact a. For specific rate/rating/Navy Enlisted Classification questions and concerns, Sailors should contact their respective community manager or detailer. b. For general career information, including questions about DMIP, A2P or CA2P, contact MyNavy Career Center (MNCC) contact center at 833-330-MNCC (6622) or askmncc(at)navy.mil. c. For Detailing Marketplace Assignment Policy (DMAP) questions contact Mr. Craig Schauppner, OPNAV N13M2X, 571-236-7897 or via e-mail at craig.t.schauppner.civ(at)us.navy.mil. 9. This message will remain in effect until superseded or canceled. 10. Released by Vice Admiral John B. Nowell, Jr, N1.// BT #0001 NNNN UNCLASSIFIED//

No, only the CO, XO and CMC who go around congratulating those who made it. All Sailors can see it 24hrs later.

As a reminder, advancement results are expected to be released to TRIAD at 11 am eastern time. For spouses Moms and other family members, TRIAD is the Commanding Officer, Executive Officer and the Command Master Chief. This gives them an opportunity to congratulate those members who got it. 24hrs later, the public release of the results will be made available. Cycle 252 and 109 Result Release Dates BOL/TRIAD Release Thursday Dec 9, 2021 11 EST All Hands/ NEAS Release Friday Dec 10, 2021 11 EST

Scammers targeting the military community have created a network of 50 websites that aim to steal personal information or that advertise care packages and phone cards to troops for exorbitant prices, a cybersecurity firm said in a new report. The scam has led more than 100 people to complain in an online forum about being duped, said Hank Schless, senior manager at the San Francisco-based Lookout, Inc. Some pages charged hundreds of dollars in offers for purported phone cards to help family members get in touch with deployed troops.

Family Connection Newsletter

They should be updated now

Some of the files that were functional have gone AWOL. I'll keep monitoring and update when I get the corrected links. Hang in there.

Active Duty E4 Active Duty E5 Active Duty E6 FTS E4-E6 SELRES E4 SELRES E5 SELRES E6 New quota format shows both the test takers’ opportunity to advance, as well as the overall total advancement opportunity by rating and component. The “Other paths for advancement” column consolidates the Non-NWAE advancements and shows the numbers of Sailors advanced through other advancement programs like Advance to Position (A2P), Meritorious Advancement Program (MAP), Selective Training and Reenlistment (STAR), Advanced Technical Field (ATF), etc. These advancements may be paygrade and/or component (AC/RC) specific. The “Total Advancement Opportunity” percentage is calculated from the Advancement quotas and all other paths of advancement divided by the Lower Paygrade Inventory. As a reminder, PMK-EE is a requirement to take the advancement exam and we leave advancement opportunities in certain ratings empty every year because Sailors have not completed PMK-EE and cannot become test takers.

Cycle 252 and 109 Result Release Dates BOL/TRIAD Release Thursday Dec 9, 2021 11 EST All Hands/ NEAS Release Friday Dec 10, 2021 11 EST

UNCLASSIFIED// ROUTINE R 021632Z DEC 21 MID600051256693U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 275/21 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/OCT// SUBJ/FY-22 PROFESSIONAL DEVELOPMENT TRAINING COURSE FOR CHAPLAINS AND RELIGIOUS PROGRAM SPECIALISTS// REF/A/DOC/SECNAV/11MAR19// REF/B/DOC/NAVEDTRA/16MAR10// REF/C/DOC/CNO/5JAN16// REF/D/DOC/CNO/6APR18// REF/E/OPNAV/25APR12// REF/F/MCO/4JUN12// REF/G/COMDINST/9MAR12// NARR/REF A IS SECNAVINST 1730.7E, RELIGIOUS MINISTRY WITHIN THE DEPARTMENT OF THE NAVY. REF B IS NAVEDTRA 135C, NAVY SCHOOL MANAGEMENT MANUAL. REF C IS A DESIGN FOR MAINTAINING MARITIME SUPERIORITY, VERSION 2.0, DECEMBER 2018. REF D IS NAVY LEADER DEVELOPMENT FRAMEWORK, VERSION 3.0, MAY 2019. REF E IS OPNAVINST 1730.1E, RELIGIOUS MINISTRY IN THE NAVY. REF F IS MCO 1730.6E, RELIGIOUS MINISTRY IN THE MARINE CORPS. REF G IS COMDTINST 1730.4C, RELIGIOUS MINISTRIES WITHIN THE COAST GUARD. RMKS/1. Reference (a) designates the Chief of Chaplains as program sponsor for the professional development of Chaplain Corps (CHC) officers and Religious Program Specialists (RP). The Chief of Chaplains conducts annual short-course training for CHC officers and RPs to sharpen the unique capabilities and competencies chaplains and RPs bring to the institution and to inspire excellence in delivering religious ministry. This NAVADMIN establishes the FY-22 Professional Development Training. This training consists of a total of four days; is required for all chaplains and RPs barring operational commitments; and provides continuing education units, which may be required to maintain religious organization credentials. 2. The Professional Development Training Workshop (PDTW), conducted the first day, focuses on Professional Naval Chaplaincy. 3. The Professional Development Training Course (PDTC), conducted the following three days, will address Building Spiritual Readiness. The PDTC will train and inspire chaplains and RPs to develop and enhance programs that build the spiritual readiness of warriors and their commands and will provide Religious Ministry Teams (RMTs) with a common lexicon and terminology related to spirituality. 4. The FY22 PDTC objectives are to: (a) Discuss and critically evaluate spirituality from a mental health perspective; (b) Discuss and critically evaluate spirituality from a Stoic philosophy perspective; (c) Discuss and critically evaluate spirituality from a religious perspective; (d) Describe, define, and distinguish religion, spirituality, and spiritual readiness; (e) Develop a common lexicon for spiritual readiness; (f) Develop skills in RMTs to enable service members to develop spiritual readiness; and (g) Develop skills in RMTs to integrate spiritual readiness within their command life-cycles. 5. DATES AND LOCATIONS. The FY-22 PDTW and PDTC will be offered on these dates at the following locations: CONUS LOCATIONS DATELOCATION 10-13 JanNAS Jacksonville, FL 24-27 JanNB San Diego, CA #1 07-10 FebMCB Camp Lejeune, NC 14-17 FebJEB Little Creek FS, VA 04-07 AprNB San Diego, CA #2 (VIRTUAL) 25-28 AprNB Kitsap, WA 16-19 MayNS Norfolk, VA 23-26 MayNAS Pensacola, FL 27-30 JunMCB Camp Pendleton, CA OCONUS LOCATIONS DATELOCATION 07-10 MarMCBH Kaneohe Bay, HI 21-24 MarNAVSUPPACT Naples, Italy (VIRTUAL) 06-09 JunYokosuka/Okinawa, Japan (VIRTUAL) 6. TRAVEL. Commands are authorized to provide funding in support of religious ministries within the command to include funding chaplains and RPs to attend annual PDTW/PDTC according to references (e) through (g). Participants are encouraged to attend the training being held in their local areas where possible. 7. REGISTRATION. Chaplains and RPs are required to attend all four days of training and must register for both the PDTW (CIN: A-5G-0005) (CDP: 19MG) andthe PDTC (CIN: P-5G-1303) (CDP: 19MF) through the enterprise Naval TrainingReservation System (eNTRS) via self-registration or the Service Member's command training officer. Training dates and locations are accessible via the Catalogue of Navy Training Courses (CANTRAC). Prospective students must submit a current email address during registration or the request will be returned. Registration SOPs and guidance are available at the Naval Chaplaincy School (NCS) milSuite site: https://www.milsuite.mil/book/community/spaces/navychc/naval- chaplaincy-school/pages/pdtcpdtw. If Service Members encounter issues with registration, they may contact their command training officer for assistance. If the command training officer is unavailable, Service Members may contact Mr. Jose Toledo, Naval Chaplaincy School Training Management Specialist, at (401) 841-3939/DSN: (312) 841-3939 or via e-mail at jose.l.toledo@navy.mil. 8. COVID-19 MITIGATION. To comply with local protocols, training quotas may be reduced. The current email address provided by the student at registration will be used to communicate updates. If in-person meetings are not permitted, per local regulations, follow on guidance will be provided via email for virtual training delivery. 9. VIRTUAL TRAINING. Virtual training is currently in place for three locations, 21-24 March in Naples, Italy, 4-7 April in San Diego, California, and 6-9 June in Yokosuka/Okinawa Japan. Virtual participants are still required to register for the PDTW and PDTC via eNTRS. If additional virtual training is activated in other locations due to the resurgence of COVID-19, the PDTW/PDTC will be delivered through the Naval Chaplaincy School virtual delivery platform. For sites where virtual training is currently planned or is activated in the future, a message detailing login instructions, participant expectations, and helpful information will be emailed to all registered participants no later than 14 days prior to the course convene. 10. COURSE MATERIAL/SITE SHEETS. Read-ahead material is required for the PDTC and is accessible on the NCS milSuite site. To assist the Service Member with travel planning, site sheets for each training venue are also available on the NCS milSuite site: https://www.milsuite.mil/book/community/spaces/navychc/naval- chaplaincy-school/pages/pdtcpdtw. 11. This NAVADMIN is cancelled for record purposes on 30 September 2022. 12. Released by Mr. Andrew S. Haeuptle, Director, Navy Staff on behalf of Rear Admiral Brent Scott, Chief of Chaplains.// BT #0001 NNNN UNCLASSIFIED//

As many as 19,000 active-duty Marines and Navy sailors chose not to get vaccinated against the coronavirus by their shared Nov. 28 deadline, a dilemma for military leaders who have threatened to expel personnel refusing to comply with the Biden administration’s mandate. In both services, the number of holdouts is around 9,500, according to official counts. And while the Marines’ margin of 5 percent unvaccinated had been anticipated, it was an unexpected outcome for the Navy, which in announcing its final tally this week acknowledged that officials had uncovered last-minute “discrepancies” with its data-tracking system that revealed a larger pool of unvaccinated sailors than had been projected. As recently as last week, official data showed that 99.8 percent of sailors had at least one shot by last Sunday’s deadline. The true number is just over 97 percent.

BREMERTON, Wash. - When U.S. Navy Hospital Corpsman 2nd Class Tessa Hazard chose to become a respiratory therapist, part of the specialty allure was a limited chance of deployment. Yet, the ongoing pandemic has called upon Navy Medicine respiratory therapists like Hazard to be sent from sea to shore to help against the highly-infectious disease.

WASHINGTON — About 97.2% of active-duty sailors are at least partially vaccinated against the coronavirus, the Navy said Tuesday, two days after the service’s deadline for the entire force to get the shots. That percentage is lower than the Navy reported last week. On Nov. 24, the Navy said 99.8% of active-duty sailors had received at least one dose of the vaccine. A week prior, the service reported 99.7% of its active-duty force were partially vaccinated.

Interesting thank you.

A 47-year-old Navy reservist is the latest member of the U.S. armed forces to die from complications of COVID-19, the coronavirus respiratory disease. Petty Officer 1st Class William E. Matthews, an electronics technician from Lewisville, Texas, died Nov. 24, according to a Navy Reserve Force news release issued Monday.