Tony
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UNCLASSIFIED//
ROUTINE
R 212030Z DEC 21 MID200001342419U
FM CNO WASHINGTON DC
TO NAVADMIN
INFO CNO WASHINGTON DC
BT
UNCLASNAVADMIN 288/21
PASS TO OFFICE CODES:
FM CNO WASHINGTON DC//N1//
INFO CNO WASHINGTON DC//N1//
MSGID/NAVADMIN/CNO WASHINGTON DC/N1/DEC//SUBJ/NOMINATIONS FOR 2022 CAPTAIN JOY BRIGHT HANCOCK AND MASTER CHIEF ANNA
DER-VARTANIAN LEADERSHIP AWARDS//REF/A/MSG/CNO WASHINGTON DC/121637ZNOV19//
REF/B/DOC/COMUSFLTFORCOM-COMPACFLT/FEB2020//NARR/REF A IS NAVADMIN 254/19, CULTURE OF EXCELLENCE.
REF B IS THE SIGNATURE BEHAVIORS OF THE 21ST CENTURY SAILOR - NAVY CORE
VALUES, NAVY ETHOS AND CORE ATTRIBUTES IN ACTION PUBLICATION.//RMKS/1. This NAVADMIN solicits nominations for the 2022 Captain Joy Bright
Hancock (Officers) and Master Chief Anna Der-Vartanian (Enlisted) Leadership
Awards. These awards, established in 1987, have been presented annually to
recognize the inspirational leadership of Navy officers and enlisted members
in the Active and Reserve Components. These awards are not gender-
restrictive and seek to highlight the achievements of leaders who, in line
with references (a) and (b), display the following qualities.
a. Harness the greatness of our core values, ethos and signature
behaviors.
b. Actively set the example in establishing healthy, inclusive, team-
oriented environments.
c. Engage in transparent and constructive conversations with Sailors to
attract, recruit, retain and develop diverse talent.
2. Award Criteria
a. There are five leadership award categories:
(1) Senior Officer (O4-O6)
(2) Junior Officer (O1-O3)
(3) Chief Warrant Officer/Limited Duty Officer (CWO2-O3E)
(4) Senior Enlisted (E7-E9)
(5) Junior Enlisted (E5-E6)
b. One award winner will be chosen for each category, provided they meet
award criteria. Nominations should reflect the service of members whose
ideals and dedication foster an inclusive culture that reinforces the
integral role of women in the Navy. Nominees should be mature leaders who
have shown exceptional leadership over time and have persevered to overcome
challenges while serving. Nominees should also have demonstrated
inspirational and innovative leadership, both on and off-duty, as well as
professional accomplishments and community involvement.
3. Nomination Process. Candidates shall be nominated by their commanding
officer (CO) or officer-in-charge (OIC). The immediate superior in command
(ISIC) of the nominating command shall provide an endorsement prior to
nomination submission. If an ISIC receives multiple nominations, the ISIC
shall endorse and forward only one nomination for each award category.
Nomination packages shall include the following
a. ISIC endorsement.
b. CO or OIC endorsement, to include the command point of contact name,
e-mail address and phone number.
c. Nomination write-up shall not exceed two pages in length.
If nominations are received that exceed the prescribed length, only the first
two pages will be graded.
d. Biography of the nominee, to include current official military photo,
shall not exceed one page in length. Template can be found via MyNavy Portal
at
https://WWW.mynavyhr.navy.mil/Support-Services/21st-Century-
Sailor/Diversity-Equity-Inclusion/Awards/Hancock-Awards/.
4. Deadline. Nominations are due to the 21st Century Sailor Office,
Diversity, Equity and Inclusion (OPNAV N17) timestamped no later than 2359
(Eastern Standard Time), 16 March 2022. Extensions will not be granted.
Nominations missing any of the items listed in paragraph 3 will not be
accepted. Submit electronic nomination packages directly to OPNAV N17 Awards
via encrypted e-mail at ALTN_USN_Inclusion_and_Diversity(at)navy.mil with the
following subject line *2022 CAPT Joy Bright Hancock (or) MCPO Anna Der-
Vartanian Leadership Award ICO (Command Name) Nominee (Rank Last, First M.).*
Do not mail hardcopy nomination packages. Nominations shall be unclassified
and shall not include any personally identifiable information in any part of
the nomination package.
5. Notification. Award selections will be communicated to appropriate COs
or OICs no later than 20 May 2022, and awardees will be announced Fleet-wide
via MyNavy HR channels. Awardees or their command representatives will be
hosted and recognized at the annual Sea Service Leadership Association (SSLA)
Joint Women Leadership Symposium (JWLS), tentatively scheduled for Summer
2022 in Norfolk, VA.
6. Point of contact. CTICS Nazma B. Rahman, OPNAV N17, via e-mail at
nazma.b.rahman2.mil(at)us.navy.mil or
ALTN_USN_Inclusion_and_Diversity(at)navy.mil.
7. Released by Vice Admiral John B. Nowell, Jr, N1.// BT
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UNCLASSIFIED// -
UNCLASSIFIED//
ROUTINE
R 221712Z DEC 21 MID200001346611U
FM CNO WASHINGTON DC
TO NAVADMIN
INFO SECNAV WASHINGTON DC
CNO WASHINGTON DC
BT
UNCLAS
NAVADMIN 289/21
MSGID/NAVADMIN/CNO WASHINGTON DC/CNO/DEC//
SUBJ/GUIDANCE ENCOURAGING COVID-19 VACCINE BOOSTER//
REF/A/MEMO/USD PR/17DEC21//
REF/B/MSG/CNO/311913ZAUG21//
REF/C/MSG/SECNAV/302126ZAUG21//
REF/D/MEMO/SECDEF/24AUG21//
REF/E/MSG/CNO/021344ZJUN21//
REF/F/MEMO/USD PR/15NOV21//
REF/G/MEMO/ASN MRA/05NOV21//
NARR/REF A IS UNDERSECRETARY OF DEFENSE FOR PERSONNEL AND READINESS MEMO
GUIDANCE ON ELIGIBILITY FOR A CORONAVIRUS DISEASE 2019 VACCINE BOOSTER DOSE.
REF B IS NAVADMIN 190/21, 2021-2022 NAVY MANDATORY COVID-19 VACCINATION
AND REPORTING POLICY.
REF C IS ALNAV 062/21, 2021-2022 DEPARTMENT OF THE NAVY MANDATORY COVID-19
VACCINATION POLICY.
REF D IS SECDEF MEMO MANDATING CORONAVIRUS DISEASE 2019 VACCINATION FOR DOD
SERVICE MEMBERS.
REF E IS NAVADMIN 110/21, U.S. NAVY COVID-19 STANDING GUIDANCE UPDATE 1.
REF F IS UNDERSECRETARY OF DEFENSE FOR PERSONNEL AND READINESS MEMO FORCE
HEALTH PROTECTION GUIDANCE (SUPPLEMENT 23) REVISION 2.
REF G IS ASSISTANT SECRETARY OF THE NAVY FOR MANPOWER AND RESERVE AFFAIRS
MEMO, MANDATORY CORONAVIRUS 2019 VACCINATION OF DEPARTMENT OF NAVY CIVILIAN
EMPLOYEES.
POC/OPNAV/CAPT STEVEN TARR III, (703) 614-9250//EMAIL: STEVEN.TARR1.MIL
(AT)US.NAVY.MIL
RMKS/ 1. Purpose. This NAVADMIN provides guidance for Active and Reserve
Component uniformed Navy personnel. Reference (a) recommends vaccine
boosters for Service members, DoD civilian employees, eligible DoD
beneficiaries, and select contractor personnel. If needed, specific guidance
beyond reference (a) for non-uniformed Navy personnel will be released
separately. Food and Drug Administration (FDA) approved vaccine regimens
have proven to be safe and effective in preventing serious illness or
death. Ongoing studies, however, have revealed that vaccination immunity
decreases over time and the Centers for Disease Control and Prevention (CDC)
recommends a vaccine booster for everyone age 16 and older.
2. Applicability. This guidance applies to Active and Reserve Component
uniformed Navy personnel who completed the primary Pfizer-BioNTech/Comirnaty
or Moderna COVID-19 vaccine series (i.e., received the second dose of
the vaccine) more than 6 months ago, or who received a primary dose of the
Johnson & Johnson/Janssen COVID-19 vaccine more than 2 months ago.
Although this NAVADMIN specifically applies to uniformed Navy personnel,
all personnel over the age of 16, including government civilians, are
encouraged to obtain a vaccine booster.
3. Policy Guidance. Although not mandatory, the COVID-19 vaccine booster
is strongly recommended. Because all studies are converging on the need for
a vaccine booster to ensure enduring protection, it is essentially becoming
the next-shot in a series and will likely become mandatory in the near
future.
With the evolution of additional COVID-19 variants, e.g., Omicron, this
NAVADMIN encourages exercising prudence to ensure continued protection.
3.a. Conditions to be fully vaccinated. The vaccine booster is a time-based
reinforcement of the initial vaccine in order to prevent decreasing immunity.
The vaccine booster is not currently a requirement to be fully vaccinated per
references (a) through (f). Individuals are still considered fully
vaccinated 2-weeks after receiving the second dose in a two-dose initial
vaccine series (e.g., Pfizer-BioNTech/Comirnaty, Moderna vaccines), 2-weeks
after receiving a single-dose vaccine (e.g., Johnson & Johnson/Janssen
vaccine), or having received a World Health Organization (WHO) Emergency Use
Listing (EUL) initial vaccine series.
3.b. Specific categories. Under CDC guidance, the below three categories
may ONLY receive a Pfizer-BioNTech/Comirnaty vaccine booster.
3.b.1. Individuals who have completed a primary vaccination series while
enrolled in an Institutional Review Board (IRB), FDA, National Institutes of
Health (NIH), or WHO clinical vaccine trial.
3.b.2 Individuals who are fully vaccinated with a WHO EUL vaccine.
3.b.3. Individuals age 16 or 17 who have completed the primary Pfizer-
BioNTech/Comirnaty vaccine series.
3.c. CDC-supported booster vaccines. With the exception of paragraph
3.b above, CDC guidance allows individuals to choose any COVID-19 vaccine
booster that has received either FDA licensure or Emergency Use Authorization
(EUA). The CDC allows mix and match dosing (i.e., taking different COVID-19
vaccines), taking into consideration an individuals preference, previous side
effects, and vaccine availability. The CDCs Advisory Committee on
Immunization Practices (ACIP) has stated a clinical preference for mRNA
COVID-19 vaccines (Pfizer/Moderna) over non-Mrna (Johnson &
Johnson/Janssen). Before receiving any booster shot, service members should
review that vaccines Fact Sheet for Recipients and Caregivers and contact
their Primary Care Manager with any questions or concerns.
3.d. Active and Reserve Component members may elect to receive a vaccine
booster from either a military or non-military vaccine site. To ensure
Medical Readiness Reporting System (MRRS) accuracy, service members who
receive the vaccine booster from a non-military site must provide their
immunization data to their command as soon as practicable, but not to exceed
five working days. The government website https://www.vaccines.gov/
lists locations as well as available appointments for COVID-19 booster shots
throughout the country.
3.e. International travel. A growing number of host countries now have
varying degrees of restrictions if more than six months have elapsed since
receiving the initial COVID-19 vaccine. Accordingly, a vaccine booster will
likely be needed to travel to, or avoid liberty restrictions in, these
countries. Nothing in this NAVADMIN supersedes existing national, state, or
local restrictions and requirements.
4. Responsibilities. Commanders, Commanding Officers, and Officers in
Charge will ensure this NAVADMIN is widely disseminated throughout all
commands.
5. Released by VADM W. R. Merz, Deputy Chief of Naval Operations for
Operations, Plans and Strategy, OPNAV N3/N5.//
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UNCLASSIFIED// -
SAN DIEGO – Lt. Ivey Quintana-Martinez, age 35, of Lake Elsinore, Calif., assigned to Navy Reserve Center San Diego, died of COVID-related complications at Cedar Sinai Medical Center in Los Angeles, California Dec. 18
-
TOLEDO, Ohio – Capt. Billy D. Franklin, Commander, Navy Region Mid-Atlantic Reserve Component Command Great Lakes, relieved Cmdr. Jennifer Reid as commanding officer of Navy Reserve Center (NRC) Toledo on Dec. 20 due to a loss of confidence in Reid’s ability to perform her duties.
Cmdr. Lee Ann Singleton, from Navy Region Mid-Atlantic Reserve Component Command Great Lakes, is assigned as commanding officer until a permanent relief is identified. Reid will be reassigned to Navy Region Mid-Atlantic Reserve Component Command Great Lakes.Navy Reserve Centers, formerly known as Navy Operational Support Centers, ensure Reserve Sailors are administratively, medically, and operationally ready to deploy at a moment’s notice. NRC’s provide training, equipment, career management and family resources to help Reserve Sailors and their families meet the challenges and obligations of military service.
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UNCLASSIFIED//
ROUTINE
R 151929Z DEC 21 MID200001326808U
FM CNO WASHINGTON DC
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INFO CNO WASHINGTON DC
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UNCLAS
NAVADMIN 287/21
PASS TO OFFICE CODES:
FM CNO WASHINGTON DC//N1//
INFO CNO WASHINGTON DC//N1//
MSGID/GENADMIN/CNO WASHINGTON DC/N1/DEC//
SUBJ/ENLISTED APPLICATIONS BEING ACCEPTED BY NAVY FLIGHT DEMONSTRATION
SQUADRON (BLUE ANGELS) FOR 2023//
REF/A/DOC/COMNAVPERSCOM/27APR07//
NARR/REF A MILPERSMAN 1306-919, NAVY FLIGHT DEMONSTRATION SQUADRON.//
RMKS/1. This NAVADMIN announces requirements and solicits enlisted
applications for the Navy Flight Demonstration Squadron (Blue
Angels). Applications must be postmarked no later than 1 May 2022.
Selection results will be available no later than June 2022.
Personnel with a projected rotation date of October 2022 through
April 2023 are eligible, but others may apply with command and
detailer approval. Personnel selected will detach from their
present command in September 2022 and report in mid-October 2022.
2. There are open E-5 and E-6 billets within the following Navy
ratings: AD, AE, AM, AME, AO, AS, AT, AZ, HM(NEC L04A), LS, MC, PR,
PS and YN. Additionally, chief petty officer applications are being
accepted for maintenance master chief petty officer, AEC and LSC.
Platform specific experience is not a requirement to apply.
3. Personnel selected for this unique and demanding duty represent
the hundreds of thousands of Sailors and Marines serving throughout
the United States and abroad. Applicants must meet the requirements
listed below to be considered for duty with the Blue Angels (waivers
are not normally considered).
a. Must not be in receipt of permanent change of station orders
before final selections are made in June 2022.
b. No non-judicial punishment or courts-martial convictions in
the last 36 months.
c. No alcohol-related incidents (civil or military) in the last
36 months. Driving under the influence or driving while intoxicated
convictions within the last five years are disqualifying.
d. No financial instability or command directed counseling in
the last 36 months. Applicants must be eligible for a government
credit card (this cannot be waived).
e. No physical fitness assessment failures in the last 36
months. Personnel who have had medical waivers in the last 24
months will be considered on a case-by-case basis only.
f. Re-enlistment approval is not required to submit an
application.
4. Interested candidates meeting the above requirements must first
submit a fully completed Enlisted Personnel Action Request (NAVPERS
1306/7) and Special Program Screening Form (NAVPERS 1306/92) as
directed in reference (a) to their respective rating detailer via
their commanding officer. After submission of NAVPERS 1306/7 and
NAVPERS 1306/92 to their detailer, applicants must submit an
application to the Blue Angels using the following criteria (ensure
all telephone numbers, mailing addresses and e-mail addresses are
included).
a. Commanding officers signed letter of endorsement on command
letterhead, which must include: A statement on military appearance
and tattoos, an evaluation of the members public speaking ability,
demeanor, professional knowledge and leadership skills.
b. Copy of NAVPERS 1306/7.
c. Original NAVPERS 1306/92.
d. Include copies of last five evaluations.
e. Provide official 5 x 7 inch photograph (front, side, back)
in enlisted service uniform uncovered (Khakis for E-7 through E-9
applicants).
f. Include completed applicant personal questionnaire located
on the Blue Angels website at https://www.blueangels.navy.mil/join/
g. Common application errors include lack of detailed contact
information, unsigned NAVPERS 1306/7 and NAVPERS 1306/92, NAVPERS
1306/7 not sent to the detailer, no commanding officer endorsement,
missing evaluations, photos not included, packages sent to the
detailer rather than the Blue Angels and earliest and latest
transfer dates not filled out in remarks section of the NAVPERS
1306/7.
5. Enlisted Applications may be sent via e-mail to, or by mail to
Commanding Officer
Navy Flight Demonstration Squadron
Attn: AEC(AW/SW) Alejandro Benito Jr.
390 San Carlos Road Suite A
Pensacola, FL 32508-5508
E-mail: alejandro.benito(at)navy.mil
6. The medical record of the applicant will be reviewed during the
application process.
7. Candidates should contact the Blue Angels two weeks after
mailing their application to verify receipt and to schedule an
interview. Interviews are conducted at Naval Air Facility El
Centro, CA from January to March. Interviews are conducted at Naval
Air Station Pensacola, FL, or any show site from 12 March to 13 May
2022. The last week to interview will be 8-13 May 2022 in
Pensacola, FL. All personnel currently stationed in the continental
United States, to include those who may be deployed and will return
prior to final selection, are highly encouraged to interview in-person.
In-person interviews should be scheduled for a member
Monday through Saturday in El Centro. If interviewing in Pensacola,
schedule the interview between Sunday and Thursday of the desired
week. Funding for travel is provided by the Service Member or their
parent command. Blue Angels do not provide funding for interviews.
Personnel permanently assigned OCONUS (including Hawaii and Alaska),
or those who are deployed, will interview via telephone.
8. Those individuals not selected will be afforded the opportunity
of one MyNavy Assignment application. Those individuals are
encouraged to contact their rating detailer immediately following
notification.
9. Point of contact is AEC Alejandro Benito at (760)339-2434/DSN 658
(from 5 January 2022 to 9 March 2022) or at (850)452-4736/DSN 922
(after 9 March 2022) or via e-mail at alejandro.benito(at)navy.mil.
For further information, visit the Blue Angels website
at: https://www.blueangels.navy.mil/.
10. This NAVADMIN will remain in effect until superseded or canceled,
whichever occurs first.
11. Released by Vice Admiral John B. Nowell, Jr, N1.//
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UNCLASSIFIED//
ROUTINE
R 151917Z DEC 21 MID200001326782U
FM CNO WASHINGTON DC
TO NAVADMIN
INFO CNO WASHINGTON DC
BT
UNCLAS
NAVADMIN 286/21
PASS TO OFFICE CODES:
FM CNO WASHINGTON DC//N1//
INFO CNO WASHINGTON DC//N1//
MSGID/GENADMIN/CNO WASHINGTON DC/N1/DEC//
SUBJ/MANDATORY USE OF GOVERNMENT TRAVEL CHARGE CARD AND MYPCS TRAVEL
VOUCHER//
REF/A/DOC/DOD/16OCT2015//
REF/B/DOC/DTMO/MAR2021//
REF/C/NAVADMIN/CNO WASHINGTON DC/241737ZJUN20//
REF/D/NAVADMIN/CNO WASHINGTON DC/111158ZSEP19//
REF/E/NAVADMIN/CNO WASHINGTON DC/151742ZDEC21//
NARR/REF A IS VOLUME 4 OF DOD INSTRUCTION 5154.31 COMMERCIAL TRAVEL
MANAGEMENT: DOD GOVERNMENT TRAVEL CHARGE CARD PROGRAM.
REF B IS THE DEFENSE TRAVEL MANAGEMENT OFFICE GTCC REGULATIONS.
REF C IS NAVADMIN 176/20, GOVERNMENT TRAVEL CHARGE CARD USE FOR PCS TRAVEL.
REF D IS NAVADMIN 211/19, PERMANENT CHANGE OF STATION (PCS) MOVE IMPROVEMENTS
- PHASE THREE.
REF E IS NAVADMIN 285/21, GOVERNMENT TRAVEL CHARGE CARD USE DURING PERMANENT
CHANGE OF STATION LESSONS LEARNED.//
RMKS/1. This NAVADMIN announces the phased roll-out for mandatory
use of the government travel charge card (GTCC) for all permanent
change of station (PCS) travel as well as mandatory use of the MyPCS
Travel Voucher for submission of travel claim vouchers by PCS
travelers when the ultimate duty station is supported by Transaction
Service Centers or Personnel Support Detachments. The MyPCS Travel
Voucher is a fully automated, electronic travel claim voucher
capability introduced to the Fleet in September 2019.
2. In line with references (a) and (b), starting 1 January 2022,
use of the GTCC for PCS travel and submission of travel claim
vouchers via the MyPCS Travel Voucher will be mandatory as outlined
in the below phases:
a. Phase I, effective 1 January 2022. All Active Duty and
Full-Time Support (FTS) in the paygrades of E-9 as well as O-6 and
above.
b. Phase II, effective 1 July 2022. All Active Duty and FTS
members in all paygrades.
c. Mandated use of the MyPCS Travel Voucher is also expanded to
include Selected Reservists executing Active Duty for Operational
Support and Officer Recall PCS orders.
3. GTCC Program Background. Reference (c) expanded use of the GTCC
during PCS travel for Active Duty and FTS Sailors. Use of the GTCC
complies with Department of Defense (DoD) policy and enhances
accountability and auditability of PCS expenditures and related
entitlements. The GTCC provides a reliable, interest-free means of
financial support to Sailors and their families during a PCS move.
4. MyPCS Travel Voucher Background. The expanded automation of
processing PCS travel claim vouchers using the MyPCS Travel Voucher
greatly reduces error rate, expedites reimbursement and reduces
back-office administrative workload. Use of the MyPCS Travel
Voucher has been piloted with positive feedback from PCS travelers
and command pay and personnel administrators (CPPA).
5. GTCC Program Education and Policy
a. This NAVADMIN mandates use of the GTCC for PCS purposes and
ceases the issuance of travel advances.
(1) Exceptions to the issuance of travel advances will be
restricted to non-concurrent travel of dependents and for Sailors
not eligible to receive a GTCC. Travel advance payments must be
requested through submission of the Navy Pay and Personnel Support
Center Application for Transfer and Advances Form (NPPSC 1300/1).
(2) The GTCC is authorized for dislocation allowance (DLA)
expenses. If desired, a Sailor under PCS orders may request advance
DLA. If advance DLA is requested, the GTCC shall not be used for
DLA expenses.
b. Paragraphs 4.b and 4.c of reference (c) outlines permitted
and prohibited uses of the GTCC for PCS purposes.
c. GTCC use during personally procured moves (PPM) is
authorized for Sailors conducting PCS moves within the 48 contiguous
states and Washington, D.C.
(1) Prior to conducting a PPM, Sailors using the GTCC for
PPMs must receive counseling from their local household goods (HHG)
office.
(2) The GTCC shall not be used to obtain, arrange for, or
pay for short term (storage in transit-SIT) or long-term (non-
temporary storage-NTS) storage of PPMs or for any government
reimbursable storage of HHG.
6. MyPCS Travel Voucher Overview, Accessibility and Training
a. The MyPCS Travel Voucher is a fully automated and electronic
travel claim voucher capability for Sailors available on personal
and government mobile devices, tablets, laptops and desktops.
Reference (d) provides detailed capabilities available for the PCS
traveler as well as the command CPPA.
b. PCS travelers can navigate to the PCS move experience via
their mobile browser using commercial-grade multi-factor
authentication (MFA) credentialing which enables common access card
(CAC)-free access. The MyPCS Travel Voucher is available via
accessing MyPCS Mobile on the Navy App Locker at
https://www.applocker.navy.mil/#!/apps or MyNavy Portal (MNP) website at
https://my.navy.mil/. MNP has quick links available on the MNP
homepage. By downloading the Navy App Locker for either Android or
Apple devices, Sailors can quickly access the MyPCS Mobile and other
Navy-sponsored content. Sailors can access the MyPCS Mobile website
without a CAC using commercial grade MFA credentials for security.
c. To set up CAC-free access, login is required into MNP on a
CAC-enabled machine. Your name should appear at the top of the
page. Click on your name, select my account, then select the
instructions for CAC-free setup. Follow the steps for either Apple
iOS or Google Android to authenticate your identity under the
instructions tab. This is a one-time event and allows the user to
establish their secure MFA account to log into the CAC-less
applications or websites. The mobile device of the user must have
access to either WiFi or cellular data services to complete the
process.
d. User productivity kits (UPK) are available for PCS travelers
with a valid CAC on MNP. Click on NP2 - My PCS and More. To access
available training resources, scroll toward the bottom of the
landing page and under Training, select the UPK for Assignments,
Leave and Travel (ALT) and select either ALT (Mobile Friendly) or
ALT (Desktop), as desired.
7. Responsibilities
a. In line with references (a) and (b), commanding officers and
CPPAs shall ensure Sailors submit PCS travel claim vouchers along
with supporting receipts within five working days of reporting to
their new duty station and adhere to DoD policy requirement
mandating split disbursement.
8. Benefits and Remittance of Due Payment
a. Use of the GTCC reduces out of pocket expenses. Users are
not charged interest or required to remit payment for up to 60 days
from end of mission critical-PCS (MC/PCS) status. Sailors will be
placed in MC/PCS status upon detaching from their command and will
remain in MC/PCS status until they report to their ultimate duty
station or for 120 days, whichever comes first. If there are delays
in reporting or PCS orders are longer than 120 days, Sailors and
agency program coordinators (APC) shall verify the GTCC is placed
back in a MC/PCS status.
b. Failure to reimburse the GTCC within 60 days of ending
MC/PCS status may result in account delinquency and may adversely
impact the Sailors assignability, security clearance and credit
history.
c. It is imperative Sailors, CPPAs, APCs and command leadership
clearly understand their roles and responsibilities and take actions
necessary to avoid outstanding travel debt.
9. Customer support is available 24/7 from the MyNavy Career Center
Human Resources Shared Service Center at 833-330-MNCC (6622) or via
e-mail at askmncc(at)navy.mil.
10. Reference (e) highlights GTCC use during PCS lessons learned.
To continue to evaluate program effectiveness, GTCC users are strongly
encouraged to complete a brief survey available at
https://surveys.max.gov/index.php/737856?lang=en.
11. This NAVADMIN will remain in effect until superseded or canceled,
whichever occurs first.
12. Released by Vice Admiral John B. Nowell, Jr, N1.//
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ROUTINE
R 151823Z DEC 21 MID200001326635U
FM CNO WASHINGTON DC
TO NAVADMIN
INFO CNO WASHINGTON DC
BT
UNCLAS
NAVADMIN 285/21
PASS TO OFFICE CODES:
FM CNO WASHINGTON DC//N1//
INFO CNO WASHINGTON DC//N1//
MSGID/GENADMIN/CNO WASHINGTON DC/N1/DEC//
SUBJ/GOVERNMENT TRAVEL CHARGE CARD USE DURING PERMANENT CHANGE OF STATION
LESSONS LEARNED//
REF/A/NAVADMIN/CNO WASHINGTON DC/241737ZJUN20//
REF/B/NAVADMIN/CNO WASHINGTON DC/061749ZAUG19//
REF/C/NAVADMIN/CNO WASHINGTON DC/171240ZJUL19//
REF/D/DOC/DOD/MAY2021//
REF/E/DOC/DOD/16OCT2015//
REF/F/DOC/DTMO/MAR2021//
REF/G/DOC/JTR/01AUG2021//
NARR/REF A IS NAVADMIN 176/20, GOVERNMENT TRAVEL CHARGE CARD (GTCC) USE
DURING PERMANENT CHANGE OF STATION (PCS) TRAVEL FULL ROLLOUT.
REF B IS NAVADMIN 184/19, GTCC USE DURING PCS TRAVEL.
REF C IS NAVADMIN 161/19, PCS MOVE IMPROVEMENTS.
REF D IS CHAPTER 6 TO VOLUME 9 OF THE DOD FINANCIAL MANAGEMENT REGULATION
(FMR).
REF E IS VOLUME 4 OF DOD INSTRUCTION 5154.31, COMMERCIAL TRAVEL MANAGEMENT:
DOD GOVERNMENT TRAVEL CHARGE CARD PROGRAM.
REF F IS THE DEFENSE TRAVEL MANAGEMENT OFFICE (DTMO) GTCC REGULATIONS.
REF G IS THE JOINT TRAVEL REGULATIONS (JTR).//
RMKS/1. This NAVADMIN reinforces policy set forth in references (a)
through (g) and is intended to provide information and guidance to
reinforce procedures for using the government travel charge card
(GTCC) during permanent change of station (PCS) travel. This
NAVADMIN specifically:
a. Provides Service Members, command administrative
professionals and command leadership teams with information on
common and reoccurring issues associated with the use of the GTCC
during a PCS move.
b. Helps mitigate pitfalls and friction points associated with
misinterpretation of policy and procedures for using the GTCC with
PCS moves.
2. Reference (b) introduced the use of the GTCC for PCS. Continued
analysis of program efficacy indicates program controls and
procedures require reinforcement at all levels of engagement.
3. It is imperative that Service Members, command pay and personnel
administrators (CPPA), agency program coordinators (APC) and command
leadership clearly understand their roles and take actions necessary
to help mitigate potential outstanding PCS travel debt.
a. Commands are responsible for the timely processing of
Service Members PCS travel claim vouchers.
b. Individual cardholders are responsible for timely and full
payment of their GTCC balance.
4. Accurate and timely submission of PCS travel claim vouchers
a. In line with reference (d), PCS travel claim voucher
submission is mandatory and must be filed within five working days
upon arrival to the permanent duty station (PDS).
b. CPPAs shall ensure PCS travel claim vouchers are submitted
within five working days of arrival. The chain of command and the
Service Member shall follow-up with their CPPA for status of their
PCS travel claim voucher if not paid within 20 days of reporting to
their PDS.
c. GTCC accounts become past due or delinquent simply due to
the *split disbursement* option not checked on the PCS travel claim
voucher. To reduce the potential for late or insufficient payment
to Citibank, CPPAs shall ensure *split disbursement* is annotated on
the travel claim voucher or subvoucher (DD form 1351-2) and include
the total amount charged to the GTCC in the applicable field on the
form when GTCC is used for a PCS move.
d. Incomplete PCS travel claim vouchers significantly impede
the timeliness of payments and contribute to PCS travel claim
voucher rejections. CPPAs shall verify all applicable blocks on the
PCS travel claim voucher are marked correctly prior to submission of
PCS travel claim voucher for payment. All signatures, key
supporting receipts and documents must be submitted with the PCS
travel claim voucher.
e. Service Members are strongly encouraged to use MyPCS Mobile
to promote accuracy and timely processing of PCS travel claim
vouchers. As discussed in reference (c), tools such as the PCS
entitlements calculator and the MyPCS Travel Claim Voucher are
located in MyPCS Mobile under the Assignment, Leave and Travel tile.
Access MyPCS Mobile on the Navy App Locker at
https://www.applocker.navy.mil/#!/apps or MyNavy Portal website at
https://my.navy.mil/.
5. GTCC account management
a. Service Members shall check-out with the APC at the losing
command and check-in with the APC at their gaining command to ensure
the APCs have the Service Members cell phone number and e-mail
address. Upon check-out, APCs shall:
(1) Counsel cardholders on proper use of the GTCC and
provide contact information for any issues experienced with the card
while on official travel.
(2) Verify the Service Members GTCC is active and in good
standing.
(3) Verify the credit limit has been adjusted to support
travel and account is placed in mission critical (PCS/MC) status.
b. Upon check-in, the gaining command APC shall:
(1) Ensure the Service Members GTCC is added to their
hierarchy.
(2) Advise the cardholder to update their contact
information and address in Citimanager. If the cardholder does not
have a Citimanager account, the APC should make the necessary
changes or assist the cardholder in creating an account.
(3) Advise cardholders to split-disburse their PCS travel
claim voucher and review their GTCC statement to ensure the card
balance is zero at final settlement.
c. APCs shall maintain purview over Service Members accounts,
however, Service Members must self-register on
https://home.cards.citidirect.com/CommercialCard/login for access to
Citimanager in order to view
their expenditures and to receive online GTCC statements.
d. To ensure the GTCC is paid in full, upon PCS travel claim
voucher liquidation Service Members shall review their Travel Advice
of Payment in MyPay. If the split payment was not applied, zero
(00) dollars will be reflected under the *GOVT charge card payment*
and the Service Member must ensure the total card balance is paid.
If split disbursement was applied but the *GOVT charge card payment*
reflects an amount lesser than the total amount charged to the card,
the Service Member must pay the remaining card balance. To prevent
financial hardship, Service Members must not spend the funds
dispersed to an individual bank account without first ensuring the
amount is correct and the GTCC balance is paid in full.
6. Mission Critical - PCS (MC/PCS) status
a. Accounts are placed in a MC/PCS status while a Service
Member is traveling to their new PDS. MC/PCS status protects the
Service Member from any payments being due on the GTCC until 60 days
after reporting to the ultimate PDS.
b. Citibank program limitations only allow accounts to be in a
MC/PCS status for 120 days at a time. Most accounts will be placed
in a MC/PCS status only for the duration of the travel time from PDS
to PDS which may be less than 120 days total.
c. To prevent the Citibank bill from being due prior to the
member reporting to their PDS, Service Members experiencing travel
delays or with orders with travel in excess of 120 days must contact
their detaching command APC or the MyNavy Career Center (MNCC) at
833-330-MNCC or 901-874-MNCC to have their MC/PCS status extended.
d. APCs and MNCC shall provide Service Members with their
MC/PCS status expiration date. Failure to extend the account in
MC/PCS status may result in the Service Member being placed in a
past due or delinquent status and ultimately lead to loss of GTCC
privileges and potential damage to personal credit rating.
7. As discussed in reference (b) and to prevent overpayment and
indebtedness, travel advances shall not be authorized for Service
Members using the GTCC during their PCS except to support non-
concurrent travel of dependents. If dislocation allowance (DLA) is
received as an advance, then the GTCC shall not be used for DLA
expenses.
8. As with any new program, awareness of applicable regulations,
education and training are paramount to mitigate stress on Service
Members and their families who choose to serve in the Navy. Command
leadership must implement PCS travel claim voucher submission best
practices to ensure their Service Members remain at high levels of
operational readiness. All Service Members who used their GTCC for
PCS travel or commands who processed PCS travel claim vouchers with
GTCC use are encouraged to provide feedback via the following link
at https://surveys.max.gov/737856?lang=en.
9. Adherence to the guidance contained herein can eliminate or
mitigate any unnecessary stress on Sailors using the GTCC for their
PCS move. Active involvement at the command level is paramount to
assist Sailors with the familiarization of this process, timely
liquidation of travel claims and reducing past-due or account
delinquencies.
10. This NAVADMIN will remain in effect until superseded or canceled,
whichever occurs first.
11. Released by Vice Admiral John B. Nowell, Jr, N1.//
BT
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ROUTINE
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INFO CNO WASHINGTON DC//N1//
MSGID/NAVADMIN/CNO WASHINGTON DC/CNO/DEC//
SUBJ/CCDA EXECUTION GUIDANCE TO COMMANDERS//
REF/A/MSG/CNO/311913ZAUG21//
REF/B/MSG/CNO/132050ZOCT21//
REF/C/MSG/CNO/152239ZNOV21//
REF/D/DOC/SECDEF/24AUG21//
REF/E/MSG/SECNAV/302126ZAUG21//
REF/F/DOC/SECNAV/24JUL19//
REF/G/DOC/OPNAV/30OCT19//
REF/H/DOC/OPNAV/09OCT19//
REF/I/DOC/OPNAV/09OCT19//
REF/J/DOC/OPNAV/18OCT19//
REF/K/MSG/CNO/011621ZNOV21//
REF/L/DOC/10 US CODE/01JAN21//
REF/M/DOC/10 US CODE/01JAN21//
REF/N/DOC/10 US CODE/01JAN21//
REF/O/MSG/CNO/241805ZNOV21//
REF/P/DOC/SECDEF/30NOV21//
REF/Q/DOC/10 US CODE/01JAN21//
REF/R/DOC/10 US CODE/01JAN21//
REF/S/DOC/BUPERINST 1730.11A/16MAR20//
REF/T/DOC/OPNAV/15AUG20//
REF/U/BUMEDINST 6230.15B/7OCT13//
NARR/REF A IS NAVADMIN 190/21, 2021-2022 NAVY MANDATORY COVID-19 VACCINATION
AND REPORTING POLICY.
REF B IS NAVADMIN 225/21, COVID-19 CONSOLIDATED DISPOSITION AUTHORITY (CCDA).
REF C IS NAVADMIN 256/21, CCDA GUIDANCE TO COMMANDERS.
REF D IS THE SECRETARY OF THE DEFENSE MEMO MANDATING CORONAVIRUS DISEASE 2019
VACCINATION FOR DEPARTMENT OF DEFENSE SERVICE MEMBERS.
REF E IS ALNAV 062/21, 2021-2022 DEPARTMENT OF THE NAVY MANDATORY COVID-19
VACCINATION POLICY.
REF F IS SECNAVINST 1920.6D, ADMINISTRATIVE SEPARATION OF OFFICERS.
REF G IS MILPERSMAN 1611-010, OFFICER PERFORMANCE AND SEPARATIONS FOR CAUSE.
REF H IS MILPERSMAN 1910-142, SEPARATION BY REASON OF MISCONDUCT - COMMISSION
OF A SERIOUS OFFENSE.
REF I IS MILPERSMAN 1910-233, MANDATORY SEPARATION PROCESSING.
REF J IS MILPERSMAN 1910-010, ENLISTED ADMINISTRATIVE SEPARATION (ADSEP)
POLICY AND GENERAL INFORMATION.
REF K IS NAVADMIN 249/21, CCDA DATA REPORTING REQUIREMENTS.
REF L IS 10 U.S. CODE SECTION 8330, ENLISTED MEMBERS: TRANSFER TO FLEET
RESERVE AND FLEET MARINE CORPS RESERVE; RETAINER PAY.
REF M IS 10 U.S. CODE SECTION 8326, ENLISTED MEMBERS: 30 YEARS.
REF N IS 10 U.S. CODE SECTION 1370, REGULAR COMMISSIONED OFFICERS.
REF O IS NAVADMIN 268/21, REQUIRED COVID-19 TESTING FOR UNVACCINATED SERVICE
MEMBERS.
REF P IS SECRETARY OF DEFENSE MEMO ADDRESSING CORONAVIRUS DISEASE 2019
VACCINATION FOR MEMBERS OF THE NATIONAL GUARD AND THE READY RESERVE.
REF Q IS 10 U.S. CODE SECTION 8323, OFFICERS: 20 YEARS.
REF R IS 10 U.S. CODE SECTION 12731, AGE AND SERVICE REQUIREMENTS.
REF S IS BUPERSINST 1730.11A, STANDARDS AND PROCEDURES GOVERNING THE
ACCOMMODATION OF RELIGIOUS PRACTICES.
REF T IS MILPERSMAN 1730-020, IMMUNIZATION EXEMPTIONS FOR RELIGIOUS BELIEFS.
REF U IS BUMEDINST 6230.15B, IMMUNIZATIONS AND CHEMOPROPHYLAXIS FOR THE
PREVENTION OF INFECTIOUS DISEASE.
RMKS/1. Purpose. Since we are now past the last date that any Navy service
member may receive the vaccine and meet the deadlines specified in reference
(a), this NAVADMIN provides execution guidance regarding separation of Navy
service members refusing the COVID-19 vaccine as directed in references (a)
through (e).
2. Policy. In order to ensure a fully vaccinated force, U.S. Navy policy
is, first, that all Navy service members receive the vaccine as directed and,
second, that any who refuse the vaccine be processed for separation at the
earliest possible opportunity.
While the vast majority of Navy service members have already received the
vaccine, it remains in the interest of the Navy to encourage remaining Navy
service members to become fully vaccinated as soon as possible and, at such
time, consider them for retention. Regarding those who refuse the vaccine,
the following policy will be implemented to maximize speed and equity in
achieving a fully vaccinated force:
2.a. Navy service members eligible or approved to separate or retire on or
before 1 June 2022. Upon request, permit separation or retirement (as
applicable) as soon as practicable via expedited processes, in lieu of
administrative separation processing. Barring extenuating circumstances,
this will result in an HONORABLE characterization of service.
2.b. Navy service members not eligible to separate or retire on or before 1
June 2022: Process for administrative separation as soon as practicable
based on misconduct.
2.b.(1). Less than 6 years of service: Process for separation with an
HONORABLE characterization. Service members in this category are not
entitled to an Administrative Separation (ADSEP) board or a Board of Inquiry.
2.b.(2). More than 6 years of service: Process for separation with a
GENERAL (under honorable conditions) characterization, however, requests to
waive Administrative Separation boards or Boards of Inquiry in exchange for
HONORABLE characterization of service will generally be favorably endorsed
(barring additional misconduct or unique circumstances).
2.c. The separation guidance in this NAVADMIN applies to active duty, full
time support (FTS)/training and administration of the reserve (TAR), and
selected reserve (SELRES) Navy service members refusing the
vaccine. Paragraph 6, below, provides additional guidance regarding Navy
Reserve service members refusing the vaccine. Navy service members in the
Individual Ready Reserve (IRR), as well as U.S. Naval Academy (USNA) and
Naval Reserve Officers Training Corps (ROTC) midshipmen remain subject to the
vaccine mandates in references (a), (d), and (e), but will be processed per
their governing instructions.
3. Action. Commanders are now directed to conduct separation processing IAW
this NAVADMIN and per references (f) through (j).
3.a. If a Navy service member refusing the vaccine changes their mind and
subsequently receives the vaccine, but cannot meet the deadline specified in
references (a) and (e), Commanders must expeditiously report that fact to the
COVID Consolidated Disposition Authority (CCDA) via *PERS-834(at)navy.mil*
for officers and *832vaccineadseps.fct(at)navy.mil* for enlisted, in order to
expedite determination regarding pausing or permanently waiving the
administrative actions directed by references (b), (c) and this
NAVADMIN. Commanders are reminded to update the data required by reference
(k) in such cases.
3.b. Separation processing for Navy service members refusing the vaccine
will be IAW this NAVADMIN. Where the terms of this NAVADMIN regarding
separation processing conflict with references (a) through (c), this NAVADMIN
supersedes and replaces that previous guidance.
However, unless specifically waived by the CCDA based on receiving the
vaccine, all other administrative actions associated with vaccine refusal
described in references (b) and (c) including but not limited to pay,
promotion/advancement, fitness reports/evaluations, etc. continue to apply in
all cases of Navy service members refusing the vaccine.
3.c. Officer and enlisted service members separated based on vaccine refusal
will not be eligible for involuntary separation pay.
3.d. Officers separated based on vaccine refusal who have not completed a
service obligation incurred by attending the U.S. Naval Academy, receipt of a
Naval Reserve Officers Training Corps Scholarship, or receipt of other
advanced education funds will be required to repay their educational expenses
IAW existing agreements.
3.e. The command endorsement section of separation requests processed in
NSIPS per this NAVADMIN must clearly indicate *COVID-19 VACCINE REFUSAL* and
Commanders must closely monitor progress and results throughout the process.
3.f. Navy service members with approved or pending COVID-19 vaccination
exemption requests shall not be processed for separation per this
NAVADMIN. Navy service members whose COVID-19 vaccination exemption request
is subsequently denied are required to receive the COVID-19 vaccine as
directed by the exemption adjudicating authority or if the exemption
adjudicating authority does not specify, commence vaccination within 5 days
of being notified of the denial. Navy service members who subsequently refuse
the COVID-19 vaccine after expiration of the specified time to commence
vaccination will be processed for separation per this NAVADMIN. Commanders
are reminded to update the data required by reference (k) in such cases.
3.g. Any officer or enlisted service member refusing the vaccine who has a
currently-approved separation or retirement (as of the date of this NAVADMIN)
for a date on or before 1 June 2022 will be permitted to execute their
separation or retirement without additional administrative separation
processing described below.
3.h. For the purposes of this message, use of the word *retirement* in the
case of enlisted personnel should be read to include transfer to the fleet
reserve, when eligible.
4. Officer Processing: Except as provided in paragraph 3.g, the CCDA, as the
show cause authority, has directed mandatory show cause processing for all
officers who refuse the vaccine IAW reference (f) on the bases of Misconduct,
Moral or Professional Dereliction, and Substandard Performance.
4.a. Commanders shall delay submitting a report of misconduct for officers
who are beyond their minimum service requirement (MSR) to determine if they
are eligible and desire to request an unqualified retirement or resignation
in line with para 2.a. For officers who are not eligible and/or do not
desire to request to retire or resign on or before 1 June 2022, Commanders
shall initiate processing for separation by submitting a report of misconduct
to Commander, Navy Personnel Command (PERS-834) per reference (g) as soon as
practicable, but not later than 21 January 2022. The template for this
report may be found at https://www.mnp.navy.mil/group/navy-covid-19-
reporting.
For officers who are eligible, request and are command sponsored (via NSIPS)
to retire or resign on or before 1 June 2022, reports of misconduct are not
required. However, if requests for retirement or resignation are disapproved
by higher authority, the provisions of this paragraph regarding required
reports of misconduct and officer show cause will again apply. In those
cases, reports of misconduct must be initiated within 5 days of retirement or
resignation disapproval.
4.a.(1). Unqualified resignation or retirement requests in line with this
paragraph must be submitted no later than 21 January 2022 with a separation
date no later than 1 June 2022.
4.a.(2). Officers who have not met all Time in Grade (TIG) requirements will
not be recommended for a TIG waiver and will be recommended to retire at the
next lower grade in which the officer served on active duty satisfactorily.
4.a.(3). Officers with prior enlisted service, more than 20 years of active
service, and less than 10 years of commissioned service (YCS) are not
qualified for a regular officer retirement, but will be permitted to resign
their commission and reenlist in the highest enlisted paygrade previously
held for the sole purpose of retiring IAW references (l) and (m).
4.a.(4). In cases where an officer is notified after 7 January 2022 that
their exemption request was denied and continues to refuse the vaccine, that
officer will be provided 14 days from the date of such notification to
request resignation or retirement in line with paragraph 4.a. above, if they
are eligible and desire to make such a request. Such requests must still
ensure resignation or retirement on or before 1 June 2022.
4.b. Eligible. An officer eligible to resign is, generally, one who has
completed or will complete their minimum service requirement on or before 1
June 2022. An officer eligible to retire is, generally, one who has
completed or will complete at least 20 years of service on or before 1 June
2022. Additional service obligation incurred due to such Navy benefits as
education and bonuses may be waived, at the discretion of the CCDA or higher
authority, in exchange for agreement to repay any unearned portion of the
benefit. Each case will be individually adjudicated for final determination.
4.c. Probationary Officers (as defined in reference (f), but generally less
than 6 years of commissioned service).
4.c.(1). Except as provided in paragraphs 3.g. and 4.a., probationary
officers who refuse the vaccine will be directed to show cause for retention
by notification procedures. The least favorable characterization of service
shall be HONORABLE, unless inclusion of another basis for separation warrants
a less favorable characterization. The show cause authority will direct
processing after receiving reports of misconduct.
4.c.(2). Once notification is complete IAW reference (f) enclosure 11, the
matter will be submitted to the Secretary of the Navy for final adjudication.
4.d. Non-Probationary Officers (as defined in reference (f), but generally
greater than 6 years of commissioned service).
4.d.(1). Except as provided in paragraphs 3.g. and 4.a., non- probationary
officers who refuse the vaccine will be directed to show cause for retention
by Board of Inquiry procedures. The least favorable characterization of
service directed for consideration will be GENERAL (under honorable
conditions), unless inclusion of another basis for separation warrants a less
favorable characterization.
4.d.(2). Non-probationary officers who refuse the vaccine who will not be
retirement or resignation eligible on or before 1 June 2022, will not have
completed their MSR before 1 June 2022, are denied requests for unqualified
resignation/retirement, or who do not prefer separation or retirement IAW
with paragraph 4.a. above will, in the course of show cause proceedings, be
offered the opportunity to submit a qualified resignation or, in some cases,
a retirement request, for discharge with an HONORABLE characterization of
service in exchange for waiving their right to a Board of Inquiry.
4.d.(2).(a). Qualified resignation or retirement requests under this
paragraph must be submitted no later than 14 days after notification to the
officer.
4.d.(2).(b). Officers requesting retirement under this paragraph will be
recommended to the Secretary of the Navy for retirement in grade so long as
time-in-grade requirements are met IAW references (f) and (n).
4.d.(2).(c). Officers requesting retirement under this paragraph, who have
not met all TIG requirements will not be recommended for a TIG waiver and
will be recommended to retire at the next lower grade in which the officer
served on active duty satisfactorily.
4.d.(2).(d). Officers with prior enlisted service, more than 20 years of
active service, and less than 10 years of commissioned service (YCS) are not
qualified for a regular officer retirement, but will be permitted to resign
their commission and reenlist in the highest enlisted paygrade previously
held for the sole purpose of retiring IAW references (l) and (m).
4.d.(3). Non-probationary officers who refuse the vaccine who do not avail
themselves of the opportunities and options provided above will be subject to
show cause through Boards of Inquiry with GENERAL (under honorable
conditions) as the least favorable characterization
of service.
5. Enlisted Processing. Except as provided in paragraph 3.g., the CCDA has
directed that Commanders shall initiate the administrative separation process
for all enlisted service members refusing the vaccine under reference (h),
Misconduct-Commission of a Serious Offense, plus any additional basis known
at the time of processing. The provisions of reference (g) and MILPERSMAN
1910 (series) apply: treat vaccine refusal cases as though they were listed
in reference (i).
5.a. Commanders shall delay initiating administrative separation processing
for enlisted service members who have greater than 20 years of service or
have an end of active obligated service (EAOS) on or before 1 June 2022 to
determine if they are eligible and desire to request separation or retirement
in line with para 2.a.
For those who are not eligible and/or do not desire to make such a request,
initiate administrative separation processing as soon as practicable, but not
later than 21 January 2022. For those who are eligible, request and are
command sponsored to separate or retire on or before 1 June 2022,
administrative separation processing is not required. However, if such
requests are disapproved by higher authority, the provisions of this
paragraph requiring separation processing will again apply. In those cases,
administrative separation processing must be initiated within 5 days of
disapproval.
5.a.(1). Separation or retirement requests in line with this paragraph must
be submitted no later than 21 January 2022.
5.a.(2). Enlisted service members with an expected EAOS on or before 1 June
2022 may request such separation through use of the Enlisted Personnel Action
Request Form NAVPERS 1306/7. Requests may be approved by Commanders as
described in existing procedures.
5.a.(3). Enlisted service members retiring who submit a request IAW this
paragraph will be retired in grade so long as TIG requirements are met.
5.a.(4). Enlisted service members who have not met all TIG requirements will
be ineligible for a TIG waiver and will be retired at the next lower
grade. Enlisted service members must include their willingness to retire at
a lower pay grade within their request. Commanders must also provide a
narrative in the comments that the request is being submitted IAW this
NAVADMIN.
5.a.(5). In cases where an enlisted service member is notified after 7
January 2022 that their exemption request was denied and continues to refuse
the vaccine, that enlisted service member will be provided 14 days from the
date of such notification to request separation or retirement in line with
paragraph 5.a. above, if they are eligible and desire to make such a
request. Such requests must still ensure separation or retirement on or
before 1 June 2022.
5.b. Eligible. An enlisted service member eligible to separate is,
generally, one who will reach their EAOS on or before 1 June 2022. An
enlisted service member eligible to retire is, generally, one who has
completed or will complete at least 20 years of service on or before 1 June
2022. Additional service obligations incurred due to such Navy benefits as
education and bonuses may be waived, at the discretion of the CCDA or higher
authority, in exchange for agreement to repay any unearned portion of the
benefit. Each case will be individually adjudicated for final determination.
5.c. Enlisted service members with less than 6 years of total service
(and/or reserve military service) at the time of notification.
5.c.(1). Except as provided in paragraphs 3.g. and 5.a., enlisted service
members with less than 6 years of total service shall be processed for
separation using notification procedures. The least favorable
characterization of service shall be HONORABLE, unless significant and
persistent negative aspects of the members conduct or performance of duty in
the current enlistment outweigh positive aspects of the members service
record, or if inclusion of another basis for separation warrants a less
favorable characterization.
5.c.(2). Once the cognizant Commander completes notification, commands shall
endorse and forward to PERS-8 at *832vaccineadseps.fct(at)navy.mil*, which
will forward to the applicable separation authority and then direct
separation as appropriate.
5.d. Enlisted service members with more than 6 years of total service
(and/or reserve military service) at the time of notification.
5.d.(1). Except as provided in paragraphs 3.g. and 5.a., enlisted service
members with more than 6 years of total service shall be processed using
administrative board procedures. The least favorable characterization of
service shall be GENERAL (under honorable conditions), unless inclusion of
another basis for separation warrants a less favorable characterization.
5.d.(2). Enlisted service members with more than 6 years of total service
who are not eligible for retirement, have an EAOS after 1 June 2022, are
denied a request for separation or retirement, or who do not prefer
separation IAW with paragraph 5.a. above, may request to conditionally waive
an administrative separation board in exchange for separation or retirement
(as applicable) with an HONORABLE characterization of service.
5.d.(2).(a). Conditional waiver requests for separation or retirement must
be received by the Commander no later than 14 days after notification.
5.d.(2).(b). Unless there are extenuating circumstances, the Commander will
favorably endorse the conditional waiver request and forward to PERS 8 at
*832vaccineadseps.fct(at)navy.mil*, which will forward to the applicable
separation authority and then direct separation as appropriate. Commanders
should generally disapprove a conditional waiver only where additional
misconduct (other than vaccine refusal) is present.
5.d.(3). Enlisted service members requesting retirement IAW this paragraph
may be recommended for retirement in grade if time in grade requirements are
met (as applicable). If TIG requirements are not met, they may be
recommended for retirement at the next lower grade.
5.d.(4). Enlisted service members with more than 6 years of total service
who do not avail themselves of the opportunities and options above will
continue to be processed for administrative separation with GENERAL (under
honorable conditions) as the least favorable characterization of service.
5.e. In order to streamline processing of enlisted separation
cases, commands are directed to visit
https://www.mynavyhr.navy.mil/Career-Management/Personnel-Conduct-
Sep/Enlisted-Separations/ for reference materials, letter of transmittal
templates and checklists to be used when submitting enlisted active and
FTS/TAR ADSEP cases to *832vaccineadseps.fct(at)navy.mil*.
6. Additional Navy Reserve Guidance:
6.a. Navy service members who refuse the vaccine and separate from the
active component (AC) will not be permitted to affiliate with or be assigned
in any status within the reserve component (RC).
6.b. Separations for Navy Reserve service members refusing the vaccine will
be conducted at the Navy Reserve Center to which the members are
assigned. In order to be processed for retirement, separation or
resignation, all Navy Reserve service members refusing the vaccine who are on
active duty (ACDU), to include active duty for operational support (ADOS) and
definite recall, shall be released from active duty (RAD) and returned to a
reserve status no later than 21 Jan 2022.
6.c. Navy Reserve service members on ACDU orders, to include active duty for
operational support (ADOS) and definite recall, who submitted a vaccine
exemption request which is subsequently denied after 7 Jan 2022, and refuse
the vaccine following the expiration of the specified time to commence
vaccination, shall be released from active duty (RAD) and returned to a
reserve status within 14 days of being notified of the denial.
6.d. Commanders must notify the Orders Issuing Authority (OIA), either PERS-
92 or PERS-4X, as soon as possible if they have Navy Reserve service members
refusing the vaccine on ACDU.
6.e. In accordance with reference (p), in no case will a Navy Reserve
service member refusing the vaccine be granted authorized absence from drill
or excused from other reserve duties based on failure to comply with
vaccination requirements.
6.f. Active duty members (including FTS/TAR) who do not have 20 qualifying
years to retire, but have earned qualifying years in the reserves and have a
combination of active duty and reserve years to qualify for a non-
regular/reserve retirement under reference (r) should contact PERS-97 Career
Transition Office by emailing your most current reserve Statement of Service
to *cto.officer(at)navy.mil* for officers and *cto.enlisted(at)navy.mil* for
enlisted members prior to 21 January 2022 to inform them of your intentions
to be transferred to the reserves solely for the purpose of retirement.
6.g. *Retirement* for RC members includes transfer to the retired reserve
and non-regular retirement as eligible.
6.h. Additional administrative guidance regarding Navy Reserve service
members refusing the vaccine will be promulgated via a forthcoming
ALNAVRESFOR message.
7. As a reminder, all unvaccinated Navy service members are subject to
screening testing against COVID-19 IAW reference (o). Commanders shall
continue to update the status of unvaccinated service members IAW reference
(k).
8. If in doubt as to how to adjudicate issues related to separation of a
Navy service member refusing the vaccine, Commanders should seek guidance
from their chain of command, their staff judge advocate, and/or the CCDA
before acting. Commands without an assigned legal advisor may seek legal
advice from a Region Legal Service Office. In all cases, Commanders are
accountable to ensure the health and safety of their command while treating
every Navy service member with dignity and respect.
9. Points of contact.
My Navy Career Center: 833-330-6622, *askmncc(at)navy.mil*.
PERS-8 Active/FTS enlisted separations: *832vaccineadseps.fct(at)navy.mil*
PERS-8 officer separations: *PERS-834(at)navy.mil*
PERS-8 Active/FTS/TAR enlisted retirements:
*Enlisted_Active_Duty_Retirements(at)navy.mil*
PERS-8 Active/FTS/TAR officer retirements: *pers_835_retirements(at)navy.mil*
PERS-8 officer and enlisted promotion delays:
NPC_promotionwithholds.fct(at)navy.mil*
PERS-92 officer and enlisted definite recalls: *PERS-92(at)navy.mil*.
PERS-9 Reserve enlisted separations: *913vaccineadseps.fct(at)navy.mil*.
PERS-97 officer transitions: *cto.officer(at)navy.mil*
PERS-97 enlisted transitions: *cto.enlisted(at)navy.mil*
OPNAV POC: CAPT Jason Grizzle, *ALTN_N1_NAVY_SCR.FCT(AT)NAVY.MIL*.
10. Released by VADM John B. Nowell, Jr, COVID Consolidated Disposition
Authority.
BT
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UNCLASSIFIED// -
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.
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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.”
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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.
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4 hours ago, Ray S said:
Anyone have any luck viewing profile sheet yet?
There's still an issue with the profile sheets?
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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.
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Cycles 252 Results
Cycles 109 Results
And here were the quotas:
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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.
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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
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1 hour ago, Savramos said:
When it comes to BOL/TRIAD Release, does that mean our sailor will be able to check on BOL and see their results?
No, only the CO, XO and CMC who go around congratulating those who made it. All Sailors can see it 24hrs later.
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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
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They should be updated now
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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.
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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.
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Cycle 252 and 109 Result Release Dates
BOL/TRIAD Release
- Thursday Dec 9, 2021
- 11 EST
All Hands/ NEAS Release
- Friday Dec 10, 2021
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11 EST
Pentagon unveils new extremism rules, including potential punishment for social media likes or shares
in Navy Enlisted Career Forum | Rating & Management
Posted
Service members who overtly support extremist groups or ideas, attempt to recruit others into such ideology, or train, organize or demonstrate in support of an extremist view are to face punishment under new guidance published by the Pentagon on Monday.
The guidance leaves entirely to commanders decisions about punishments for those found to be “actively participating” in extremist activity. Commanders may charge violators criminally, dole out a lesser administrative punishment or simply counsel them on what they did wrong, the guidance states.