Tony

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.

UNCLASSIFIED// ROUTINE R 301614Z NOV 21 MID200001297003U FM SECNAV WASHINGTON DC TO ALNAV INFO SECNAV WASHINGTON DC CNO WASHINGTON DC CMC WASHINGTON DC BT UNCLAS ALNAV 082/21 MSGID/GENADMIN/SECNAV WASHINGTON DC/-/NOV// SUBJ/NAVY LEAGUE OF THE UNITED STATES FISCAL YEAR 2021 ADMIRAL VERN CLARK AND GENERAL JAMES L. JONES SAFETY AWARDS// RMKS/1. The Navy League of the United States presents safety awards annually to recognize innovative safety efforts of individuals, units, or organizations that have reduced fatalities and mishaps among Department of the Navy Sailors, Marines, and Civilians. The Admiral Vern Clark and General James L. Jones Safety Awards will be presented to Navy and Marine Corps units and individuals whose actions have significantly improved the United States Navy’s and United States Marine Corps safety culture. 2. The nomination period for the Fiscal Year 2021 Navy League Safety Awards is now open. Nominations must be submitted electronically to the Navy League by 15 February 2022, to be considered. Information on eligibility, criteria for selection, and instructions for accessing the award submission portal are available on the Navy Leagues website: https://seaairspace.org/safety- awards/. 3. Award winners will be announced during the Navy League Sea-Air-Space Exposition, which will be held 4-6 April 2022, at the Gaylord National Resort and Convention Center, National Harbor, MD. Award winners will receive a commemorative scroll and a cash award. 4. Released by the Honorable Carlos Del Toro, Secretary of the Navy.// BT #0001 NNNN UNCLASSIFIED//

So someone contacted me with a question. They were wondering if the Nov 28 COVID vaccine deadline has anything to do with the delay and the quotas/ results? I could see the possibility of the quotas changing where rates are impacted so good question. Anyone have any thoughts? Here's the message about the COVID deadline. I have the NAVADMIN someplace as well.

Fall E-4 - E-6 Active Duty & Full-Time Support Results Discussion I made this thread for the many people who are asking about the fall exam. I am not privy to when the results will be release but maybe someone has some scuttlebutt on what the delay is all about. Do you have some scuttlebutt?

The Navy Exchange Service Command’s (NEXCOM) NEXT gen Scholars Program offers qualified students the opportunity to win $2,500, $1,500, $1,000 or $500 each quarter for earning good grades in school. The next drawing is at the end of December 2021. To enter the drawing, students must be full-time with a “B” grade point average equivalent or better, as determined by their school system. Homeschooled students can also qualify with acknowledgement that the student has a “B” average or equivalent record of accomplishment. Students must bring their current report card or other performance document to any NEX, fill out an entry card and have any documentation validated by an NEX associate. Once entered, the students will be given a coupon good for $10 off a one-time NEX purchase of $20 or more. Eligible students include dependent children of active duty members, reservists and military retirees as well as U.S. civilian Department of Defense employees stationed outside the continental United States and U.S. civilian employees of firms under contract to the Department of Defense outside the continental United States. Students must be enrolled in 1st through 12th grade. Dependent children without an individual Dependent Identification Card must be accompanied by their sponsor to submit their entry. Each student may enter only once each grading period and must re-enter with each qualifying report card. Thanks to its vendor partners, NEXCOM has awarded a total of $804,500 in savings bonds and monetary awards to students since the program’s inception in 1997. For more information on the NEXT gen Scholars Program visit myNavyExchange.com/NEXTgen. Quick Facts The Navy Exchange Service Command’s (NEXCOM) NEXT gen Scholars Program offers qualified students the opportunity to win $2,500, $1,500, $1,000 or $500 each quarter for earning good grades in school. The next drawing is at the end of December 2021.

UNCLASSIFIED// ROUTINE R 291905Z NOV 21 MID600051228695U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 269/21 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/NOV// SUBJ/APPLICATION FOR ASSIGNMENT TO THE U.S. NAVY CEREMONIAL GUARD// REF/A/DOC/COMNAVPERSCOM/24AUG18// REF/B/DOC/DOD/15DEC98// REF/C/DOC/DOD/30NOV98// NARR/REF A IS MILPERSMAN ARTICLE 1306-907, NAVY CEREMONIAL GUARD. REF B IS DOD DIRECTIVE 5210.55, Department of Defense Presidential Support Program. REF C IS DOD INSTRUCTION 5210.87, Selection of DoD Military and Civilian Personnel and Contractor Employees for Assignment to Presidential Support Activities (PSAs).// RMKS/1. This NAVADMIN solicits motivated officer (O-3 through O-5) and enlisted (E-4 through E-8) applicants for duty with the U.S. Navy Ceremonial Guard. Interested volunteers who meet the below criteria, and as required by references (a) through (c), are eligible to apply for billets as early as 15 months from their projected rotation date. 2. Established in 1931, the U.S. Navy Ceremonial Guard is the official ceremonial unit of the Navy. Located in Washington, D.C., the primary mission of the Ceremonial Guard is to represent the service in presidential, Joint Armed Forces, Navy and public ceremonies in the National Capital Region and around the world. Members of the Navy Ceremonial Guard participate in some of the most prestigious ceremonies including presidential inaugurations, State Funerals and arrival ceremonies for foreign officials in our nation. In addition, the Navy Ceremonial Guard conducts all funeral honors for Navy personnel and dependents buried in Arlington National Cemetery. Elements of the command, such as the U.S. Navy Drill Team and Color Guard, regularly represent the Navy in public events across the country. 3. Volunteers must be strong leaders who are ready to serve as role models to large numbers of junior Sailors. Volunteers must always operate with maturity and tact and be an exceptional and disciplined representative of the U.S. Navy, both on and off-duty. They must have impeccable appearance, excellent military bearing and meet the following height requirements (waived on a case by case basis for exceptional candidates): a. Male: minimum 6 feet. b. Female: minimum 5 feet 10 inches. 4. Volunteers must meet the minimum qualifications contained in reference (a) and the following additional requirements: a. No driving under the influence/driving while intoxicated convictions within last five years. b. No excessive debt. The command financial specialist should evaluate the debt-to-income ratio of the member. c. Be able to participate in public ceremonies without glasses (contact lenses are acceptable). d. Be capable of strenuous marching, drilling and prolonged standing. e. Possess facial features free of acne, scars and other unusual distinguishing features. f. Must be a U.S. citizen and hold a valid secret clearance. g. Volunteers must have the following additional qualifications: (1) No trait below 3.0 for the past three evaluation periods. (2) Be high-caliber individuals ready to serve as sharp military role models for junior members. (3) Overall physical fitness test category good low or higher and within body composition assessment standards. 5. Interested enlisted candidates meeting the above requirements must submit a completed Enlisted Personnel Action Request (NAVPERS 1306/7) to their rating detailer via their commanding officer, requesting release to shore special programs for assignment to the U.S. Navy Ceremonial Guard. Once released, the shore special programs detailer will release a screening message to the command with application requirements. Once the application package is received and reviewed, a telephone interview will be arranged with the U.S. Navy Ceremonial Guard Command Master Chief. Because of the challenging nature of duty onboard the U.S. Navy Ceremonial Guard, enlisted Sailors whose records reflect that they have succeeded in this assignment may be viewed positively on future enlisted advancement boards. 6. Interested officer candidates should contact their detailer and review references (a) through (c) for specific requirements. A telephone interview will be arranged with the U.S. Navy Ceremonial Guard Commanding Officer. 7. All applicants must submit a copy of their last three officer fitness reports or enlisted evaluations, full length official photograph in the uniform of the day and last three physical fitness assessment cycle results. 8. Additional information may be found on the U.S. Navy Ceremonial Guard website at: https://www.cnic.navy.mil/regions/ndw/about/ceremonial_guard.html. 9. This NAVADMIN will remain in effect until superseded. 10. Released by Vice Admiral John B. Nowell, Jr, N1.// BT #0001 NNNN UNCLASSIFIED//

The Defense Department is launching a new body to coordinate investigation of UFO sightings in restricted airspace, amid concerns that the flying objects could threaten flight safety and national security. In a memo released Tuesday, Deputy Defense Secretary Kathleen Hicks announced the creation of a group to lead government efforts to “detect, identify and attribute objects of interests,” which are formally known as unidentified aerial phenomena but commonly called UFOs. The body, known as the Airborne Object Identification and Management Synchronization Group, will be a successor to the Navy’s UAP task force and its work will be overseen by senior military and intelligence community officials.

UNCLASSIFIED// ROUTINE R 241805Z NOV 21 MID600051218572U FM CNO WASHINGTON DC TO NAVADMIN INFO SECNAV WASHINGTON DC CNO WASHINGTON DC BT UNCLAS NAVADMIN 268/21 MSGID/NAVADMIN/CNO WASHINGTON DC/CNO/NOV// SUBJ/REQUIRED COVID-19 TESTING FOR UNVACCINATED SERVICE MEMBERS// REF/A/MEMO/USD/DOC/29OCT21// REF/B/NAVADMIN/31AUG21 REF/C/MEMO/SD/24AUG21 REF/D/DOD/FMR VOL 10 CH 11 REF/E/NAVADMIN/02JUN21 REF/F/NAVADMIN/23AUG21 REF/G/DOC/19NOV21 REF/H/DOC/19NOV21 REF/I/SECNAVINST/20MAY2019 NARR/REF A IS USD P&R MEMO FORCE HEALTH PROTECTION (FHP) SUPPLEMENT 23 REVISION 2 DOD GUIDANCE FOR CORONAVIRUS DISEASE 2019 VACCINATION ATTESTATION, SCREENING, TESTING, AND VACCINATION VERIFICATION. REF B IS NAVADMIN 190/21, 2021-2022 NAVY MANDATORY COVID-19 VACCINATION AND REPORTING POLICY. REF C IS SECDEF MEMO MANDATING CORONAVIRUS DISEASE 2019 VACCINATION FOR DOD SERVICE MEMBERS. REF D IS DEPARTMENT OF DEFENSE FINANCIAL MANAGEMENT REGULATION, VOLUME 10, CHAPTER 11, PAYMENT AS REIMBURSEMENT FOR PERSONAL EXPENDITURES. REF E IS NAVADMIN 110/21, U.S. NAVY COVID-19 STANDING GUIDANCE UPDATE 1. REF F IS NAVADMIN 180/21, UPDATE 3 TO NAVY COVID-19 REPORTING REQUIREMENTS. REF G IS DLA COVID-19 HOME TEST KITS ORDERING PROCEDURES. REF H IS PPE MATERIAL STORED AT A DLA DEPOT ORDERING PROCEDURES. REF I IS SECNAV INSTRUCTION 5211.5F, DEPARTMENT OF THE NAVY PRIVACY PROGRAM. POC/OPNAV/CAPT STEVEN TARR III, (703) 614-9250//EMAIL: STEVEN.TARR1.MIL(AT)US.NAVY.MIL RMKS/ 1. Purpose. This NAVADMIN implements the reference (a) requirement to conduct screening testing of service members who have not been vaccinated against the Coronavirus Disease 2019 (COVID-19). 2. Applicability 2.a. This guidance applies to Active and Reserve Component service members who have not been fully vaccinated against COVID-19 in accordance with references (a), (b), and (c), including those who have an exemption request under review or who are exempted from COVID-19 vaccination and are entering a Department of Defense (DoD) facility. 2.b. Guidance for testing unvaccinated government civilians and contractors will be released separately. Until this guidance is issued, current guidance per reference (a) applies and Commanding Officers and Officers in Charge continue to be authorized broad discretion in applying additional measures as they deem necessary, including applicable elements of this NAVADMIN. 3. Policy Guidance 3.a. Weekly testing. Reference (a) mandates that unvaccinated service members will be subject to screening testing for COVID-19 at least weekly when entering a DoD facility that includes the service members normal place of work. This testing will commence for Navy service members when the following two conditions have been met: (1) no earlier than the active-duty vaccination deadline of 28 November 2021 or the reserve deadline of 28 December 2021, as applicable to the individuals component; and, (2) the command has the required supplies to administer testing per this NAVADMIN. For purposes of this NAVADMIN, facility is a Navy-administered building, vessel, or other enclosed indoor area where official business is conducted. For vessels, this guidance applies whether the vessel is underway or in port. Additionally, the term work space includes all areas where official business takes place, to exclude entry areas such as the Quarterdeck where testing/screening may be conducted if necessary to avoid inclement weather, security concerns, or other reasons that such screening cannot be performed outdoors. 3.b. Exception for service members working remotely. Unvaccinated service members who work remotely full time, or who perform duties in facilities or work spaces periodically (less-than-weekly basis), are not subject to weekly testing. However, prior to entering a Navy facility or work space, these service members must provide a negative result from a test performed within the preceding 72 hours per paragraph 4. 3.c. The testing requirements in paragraphs 3.a. and 3.b. apply to each facility or work space entered. Meeting the requirements to enter one facility or work space does not guarantee entry into any other facility or work space without specific coordination and approval. See paragraph 4.e. below. For example, if an unvaccinated service member assigned to command 1, who meets command 1 weekly testing requirements, must attend a meeting at command 2, that service member must also meet command 2 testing/entry requirements on the day of entry, unless prior approval has been obtained from command 2. 4. COVID-19 testing requirements and reporting for unvaccinated service members. 4.a. Commanding Officers and Officers in Charge will execute the screening testing requirement with COVID-19 self-collection kits or self-tests per paragraph 3 above for all unvaccinated service members within their chain of command, and any unvaccinated visiting service members entering their work spaces. 4.b. Screening self-collection kits or self-tests do not require medical support to complete or to document test results. Organizations and service members must follow Food and Drug Administration (FDA) and manufacturer guidelines for these tests. 4.c. When required, the screening test shall be administered and results received before the service member proceeds to the facility work area. 4.d. Organizations should provide for on-site testing to the maximum extent possible. See paragraph 6 for test ordering and budget guidance. However, if on-site testing is not feasible, service members may perform self-testing or provide the results from a public, community, or commercial testing center. If the service member incurs costs, commands shall refer to reference (d) for procedures to reimburse the service member. Tests conducted in conjunction with diagnostic, travel, or other requirements meet the intent of this NAVADMIN. All testing must meet the following requirements: 4.d.(1) The test kit must be authorized or approved by the FDA. This includes test kits listed as authorized by the FDA under an Emergency Use Authorization (EUA). 4.d.(2) If not covered by the requirements of weekly testing in paragraph 3.a., the test must have been performed within the preceding 72 hours. 4.d.(3) The service member must retain documentation of the results of the test and present it upon request of supervisors and facility entry control personnel. Required information includes the service members name, the date and time the test was conducted, the commercial trade name (brand name) of the test, and the result (i.e., positive or negative). This documentation may be electronic, printed, or a facsimile. Examples of acceptable electronic documentation include text message, email, digital photo, online health record, or a screenshot of any of the above. Reasonable verification is all that is required, e.g. a screenshot of a self-test on a members phone constitutes identification of the member and the date of the test. 4.e. Visits between organizations by unvaccinated service members should be minimized. If these visits are necessary per their normal duties, testing per this NAVADMIN may be coordinated across organizations and documented by the service members parent command. 4.f. Exemption for previous COVID-19 infection. Per reference (e) and Centers for Disease Control and Prevention (CDC) guidance, unvaccinated service members who have recovered from a recent COVID-19 infection and who remain asymptomatic are exempted from regular screening testing for 90 days following their documented date of recovery from COVID-19 infection. Service members must provide documentation from a medical provider that includes the date they may return to work (no longer transmissible) and the date after which screening testing should resume post COVID-19 infection (90 days post COVID-19 infection). 4.g. Positive screening tests. Service members with a positive result following COVID-19 screening tests shall immediately report to medical for a confirmatory laboratory-based molecular polymerase chain reaction (PCR) test from the nearest servicing Military Treatment Facility (MTF). 4.g.(1) If obtaining a confirmatory PCR test at an MTF is not feasible, such diagnostic confirmatory PCR tests may be obtained from a civilian community testing location at no cost to the service member (per paragraph 4.d above). 4.g.(2) Service members must provide results of confirmatory PCR testing to their chain of command. 4.h. Positive Confirmatory PCR Test. Service members receiving a positive confirmatory PCR test will be treated as a positive COVID-19 case and handled in accordance with references (e) and (f). Service members awaiting test results shall not be granted access to the facility work spaces until either a negative result has been received or the service member has satisfied return to work criteria in accordance with reference (e). Positive confirmatory PCR test results will be reported and managed in accordance with reference (f) and any other applicable national, state, local, or agency reporting requirements. 4.i. Negative Screening or Confirmatory PCR Tests. Service members with no COVID-19 symptoms who receive a negative screening or confirmatory test may enter the facility work spaces. At the discretion of the Commanding Officer, that service member may be credited with meeting the weekly testing requirement. 5. Responsibilities. Commanders, Commanding Officers, and Officers in Charge will: 5.a. Identify assigned service members (both Active and Reserve Component) who are not fully vaccinated against COVID-19 using the Medical Readiness Reporting System (MRRS), or as determined by the members medical provider if not yet included in MRRS, as detailed in reference (b). 5.b. Ensure all service members entering the work spaces of their facility meet one of these three requirements: (1) are fully vaccinated against COVID- 19 in accordance with reference (b), or (2) have received, and can provide documentation of, a negative COVID-19 test (rapid test or PCR) administered weekly or within the preceding 72 hours per paragraph 3 above, or (3) receive a negative COVID-19 test provided on-site. 5.c. Deny entry to any service member who does not meet the requirements of paragraph 5.b. above. 6. COVID-19 Test Ordering 6.a. Budget Submitting Offices (BSO) are responsible for funding test kits using existing command funding; BSOs may utilize any appropriation available for this purpose. BSOs and commands shall purchase and maintain on-site testing resources sufficient to meet requirements of this NAVADMIN, including normal traffic of known unvaccinated service members and any foreseeable surge testing requirements (such as command-sponsored events or meetings held on-site). 6.b. Commands should follow Defense Logistics Agency (DLA) ordering procedures contained in references (g) and (h), or their current versions. 6.c. If advantageous to the government and with BSO approval, commands may procure tests from non-DLA sources or contract testing services to complete these requirements. 6.d. If sufficient facility or command testing resources are not available to meet these requirements, service members may be reimbursed for procuring test kits that meet paragraph 4.d. restrictions above. BSOs and commands will follow guidance in accordance with reference (d). BSOs shall promulgate information to commands under their purview regarding specific reimbursement processes. 7. COVID-19 Test Recording 7.a. All medical and other information collected from service members will be maintained in a manner meeting the privacy requirements in attachment (9) of reference (a). Commands are encouraged to review this guidance, which includes information regarding who can collect this information; how to safeguard, transmit, and maintain this information; and which information must be protected per reference (i). 7.b. Commands shall log all tests conducted on-site, and all instances of service members providing valid proof of negative tests, in a visitor log maintained at the facility or work spaces point of entry (i.e., quarterdeck). Note whether the test was conducted on-site. Do not log test results (positive/negative) in this logbook. 7.c. Only tests conducted at an MTF should be recorded in the service members Electronic Health Record. 8. Released by VADM W. R. Merz, Deputy Chief of Naval Operations for Operations, Plans, and Strategy, OPNAV N3/N5.// BT #0001 NNNN UNCLASSIFIED//

UNCLASSIFIED// ROUTINE R 241616Z NOV 21 MID600051218314U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 267/21 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/NOV// SUBJ/TALENT MANAGEMENT TASK FORCE AND ENAVFIT// RMKS/1. Dominance of the maritime domain requires innovation and forward thinking. With investments in platforms, weapons and technologies to meet evolving operational conditions, it is imperative that we invest in our most essential warfighting asset, our people. Talent management and modern development approaches are required to attract, develop, train and retain the best and fully qualified Sailors in our Navy. 2. To meet this challenge Navy Personnel Command (NPC) has established the Talent Management Task Force (TMTF) to launch a series of Performance Evaluation Transformation and Talent Management (PET-TM) programs and initiatives. The TMTF is divided into four talent management lines of operation: Talent Development and Retention, Performance Management, Succession Planning and Career Development and Management. The TMTF end state is to ensure effective Sailor development that retains the best and fully qualified Sailors, in the right assignments, to maximize the warfighting effectiveness of the Navy. 3. TMTF is working on five key PET-TM programs and initiatives briefly described below, which will be implemented in the coming months and years. a. eNavFit. As a replacement to NAVFIT98A, this online and offline web- enabled performance appraisal interface will be available for both connected and disconnected operations. Access will be through BUPERS Online (BOL) and NPC document services to support online evaluation and fitness report drafting, routing, review and submission. eNavFit will further serve as a bridge toward the larger long-term goal of a fully transformed performance evaluation system concurrent with the fielding of Navy Personnel and Pay System (NP2) full operational capability. Leveraging TMTF collaboration with Fleet and TYCOMs, follow-on studies are in progress at Naval Postgraduate School to ensure future changes to the performance evaluation system are directly related to job performance. Additionally, TMTF will study various attributes of an evaluation to include duration of reports, numerical grades, promotion recommendations and distinct rankings/breakouts. b. Update to BUPERSINST 1610.10F, Navy Performance Evaluation System. An update to BUPERSINST 1610.10F incorporates the inclusion of eNavFit, rescinds administrative change requests to be submitted within two years of the performance evaluation end date, introduces the use of coaching skills to performance counseling conversations and mandates the completion of mid-term performance counseling. c. Mid-term performance counseling. The initiative clarifies the requirement to conduct timely mid-term performance counseling, provides training, encourages the use of coaching behaviors and introduces the Military Individual Development Plan (NAVPERS 1610/19) and Mid-term Performance Counseling Checklist (NAVPERS 1610/20). d. MyNavy Coaching. MyNavy Coaching is an initiative to build and sustain a coaching culture within the Navy. MyNavy Coaching is focused on active listening, empathy and asking powerful questions for Sailors to engage in peer-to-peer coaching conversations. e. Navy Command Leadership Assessment and Selection Program (NCLASP). NCLASP is an effort to create a more effective process to select future Navy leaders by including psychological assessments, cognitive aptitude tests, communication skills, and personality attributes known to be associated with effective leadership into the leadership selection process. To date, Navy Expeditionary Combat Command, Naval Special Warfare and Naval Submarine Force communities have participated in NCLASP pilots to select future leaders. Lessons learned from these pilots will pave the way for a comprehensive roll out across other communities with a program tailored to the unique needs of each TYCOM while maintaining the gold standards of personnel selection science. 4. eNavFit will be the first PET-TM initiative to be released. eNavFit consolidates the functionality of NAVFIT98A into a web-enabled performance evaluation. Sailors will be able to draft, electronically submit and sign performance evaluations for submission to the Sailors official military personnel file in a matter of days. The functionality of eNavFit will improve report accuracy, timeliness and quality as well as reduce evaluation processing, submission errors and routing delays. NPC will deploy eNavFit to the Reserve Component in December 2021 and deploy to the Active Component in early 2022. BUPERSINST 1610.10F will be released soon and will include policy for eNavFit. 5. eNavFit has been designed for the following operational conditions. a. Connected operations. For Sailors in a standard office environment with regular internet connectivity. b. Connected and disconnected operations. For Sailors or commands that are underway or have limited internet connectivity. Sailors will be able to work offline and periodically upload and submit completed reports via BOL when connectivity is available. c. Disconnected operations. For commands entirely offline with legacy ability to print, wet sign and mail completed reports to NPC. 6. Performance evaluation training materials, an eNavFit user guide and quick reference cards can be found via the NPC website at https://www.mynavyhr.navy.mil/Career-Management/Performance-Evaluation/ 7. For questions concerning any of these PET-TM programs and initiatives, contact the MyNavy Career Center (MNCC) at (833) 833- MNCC or via e-mail at askmncc(at)navy.mil. 8. This NAVADMIN will remain in effect until superseded or canceled, whichever occurs first. 9. Released by Vice Admiral John B. Nowell, Jr, N1.// BT #0001 NNNN UNCLASSIFIED//

UNCLASSIFIED// ROUTINE R 241549Z NOV 21 MID200001292548U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 265/21 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC//N1/NOV// SUBJ/CALL FOR FY-23 COMMAND MASTER CHIEF AND COMMAND SENIOR CHIEF SCREEN BOARD APPLICATIONS// REF/A/DOC/OPNAV/16JUL2021// NARR/REF A IS OPNAVINST 1306.2K, COMMAND SENIOR ENLISTED LEADER PROGRAM.// RMKS/1. This NAVADMIN announces the submission for applications for the Fiscal Year (FY) 2023 Command Master Chief (CMDCM) and Command Senior Chief (CMDCS) Screen Board. The FY-23 CMDCM and CMDCS Screen Board is scheduled for 22 February 2022. The deadline to apply is 14 January 2022. Packages emailed or postmarked after 14 January 2022 will not be considered. 2. Screen board eligibility criteria. Reference (a) contains the eligibility requirements to apply for the CMDCS and CMDCM Screen Board with the following updates: a. Active Component E-9 personnel will not have less than 16 years or greater than 28 years total time in service (TIS) for CMDCM. b. Active Component E-8 personnel will not have less than 16 years or greater than 23 years total TIS and not be in a frocked status as of 31 December 2021 for CMDCS. c. Reserve Component selected reserve (SELRES) drill with pay and full- time support (FTS): (1) FTS E-9 personnel will not have less than 16 years or greater than 28 years total TIS for CMDCM. Total active federal military service (TAFMS) will be used. (2) SELRES E-9 personnel will not have less than 16 years of total qualifying years of service (YOS) or greater than 28 years length of service (LOS) as of 31 December 2021 (indicated in Navy Reserve Readiness Module (NRRM)). To maintain distributable inventory and community health controls, SELRES who are on definite recall orders are not eligible for conversion unless they have completed orders by 31 December 2021. SELRES who are mobilized remain eligible. (3) FTS E-8 personnel will not have less than 16 years or greater than 22 years total TIS for CMDCM. TAFMS will be used. (4) SELRES E-8 personnel will not have less than 16 years of total qualifying YOS or greater than 22 years LOS as of 31 December 2021 (indicated in NRRM). To maintain distributable inventory and community health controls, SELRES who are on definite recall orders are not eligible for conversion unless they have completed orders by 31 December 2021. SELRES who are mobilized remain eligible for conversion. 3. For record review and communication with the CMDCS and CMDCM screen board, the preferred method to submit packages is via encrypted e-mail to cscselboard(at)navy.mil. Do not use the electronic submission of selection board documents to submit packages. The full name of the candidate must be on all pages of the package. In addition to the requirements contained in reference (a), packages will include: a. Letter to the board (LTB). LTB must include board number (found below) with branch class in parentheses, i.e. Active Component, SELRES, FTS or closed loop. In the body of the LTB provide Service Members full name, work and personal phone numbers and work and personal email addresses. b. To validate eligibility, all FTS and SELRES candidates (including closed loop ratings and FTS serving at active component commands) must obtain the Navy Reserve Force Master Chiefs endorsement prior to submission. Candidate packages are due to the office of the Chief of Navy Reserve, Force Master Chief no later than 14 December 2021 to ensure endorsement and total service calculations are validated in advance of the 14 January 2022 deadline. c. Enlisted Personnel Action Request (NAVPERS 1306/7), signed by the commanding officer (cannot be delegated) requesting assignment into the Command Senior Enlisted Leader (CSEL) Program. In the reason for submission/requested action block, the following statement must be included (verbatim): *Respectfully request assignment to the Command Senior Enlisted Leader (CSEL) Program. I understand that if selected, I will be made eligible for transfer into a CSEL position as early as 1 October 2022 and not later than 31 March 2023.* 4. Trouble with the file encryption or certificates or any other communication errors do not justify a late package. Verify receipt of your package by contacting CMDCM/CMDCS Detailer (PERS-40FF) or FTS CMDCM/CMDCS Detailer (PERS-4012C) as applicable. 5. If unable to send e-mail, candidates may mail packages to the addresses below. Mailed packages should be on plain white paper and paper clipped (no staples, binders, folders or tabs). a. Active Component CMDCM Screen Board: MyNavy Career Center (BUPERS-074) President FY-23 Active CMDCM Screen Board #125 5720 Integrity Drive Millington TN 38055-6300 b. SELRES CMDCM Screen Board: MyNavy Career Center (BUPERS-074) President FY-23 SELRES CMDCM Screen Board #125 5720 Integrity Drive Millington TN 38055-6300 c. FTS CMDCM Screen Board: MyNavy Career Center (BUPERS-074) President FY-23 FTS CMDCM Screen Board #125 5720 Integrity Drive Millington TN 38055-6300 d. Closed Loop CMDCM Screen Board: MyNavy Career Center (BUPERS-074) President FY-23 Closed Loop CMDCM Screen Board #125 5720 Integrity Drive Millington TN 38055-6300 e. Active Component CMDCS Screen Board: MyNavy Career Center (BUPERS-074) President FY-23 Active CMDCS Screen Board #126 5720 Integrity Drive Millington TN 38055-6300 f. SELRES CMDCS Screen Board: MyNavy Career Center (BUPERS-074) President FY-23 SELRES CMDCS Screen Board #126 5720 Integrity Drive Millington TN 38055-6300 g. FTS CMDCS Screen Board: MyNavy Career Center (BUPERS-074) President FY-23 FTS CMDCS Screen Board #126 5720 Integrity Drive Millington TN 38055-6300 6. Points of contact a. CMDCM(SS/SW/IW) Richard James, Director, CSEL Management Office, at (703) 695-5594/DSN 664 or via e-mail at richard.l.james2.mil(at)us.navy.mil. b. Active Component, CMDCM(SW/AW) Bill Houlihan, Enlisted Distribution Division, at (901) 874-4560/DSN 882 or via e-mail at william.houlihan(at)navy.mil. c. FTS, CMDCM(FMF/AW) Darryl Williams, FTS Distribution Branch, at (901) 874-3257/DSN 882 or via e-mail at darryl.e.williams1(at)navy.mil. d. SELRES, FORCM Tracy Hunt at (703) 695-3976 or via e-mail at tracy.hunt(at)navy.mil. 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//