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Accession and Promotion Planning Overview CAPT Julie McNally Medical Department & Nurse Corps OCM 14 Nov 2012.

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Presentation on theme: "Accession and Promotion Planning Overview CAPT Julie McNally Medical Department & Nurse Corps OCM 14 Nov 2012."— Presentation transcript:

1 Accession and Promotion Planning Overview CAPT Julie McNally Medical Department & Nurse Corps OCM 14 Nov 2012

2 2 Fleet Requirements OCM Input USNA NROTC STA21 OCS N10 Planners N13 Accession Plan N1 Other Sources Demand Signal End Strength & Fiscal Controls Community Factors Approves Plan Projected Yield to Planner MMR, IST, Recalls, Directs Source Factors for Accession Planning : “Locked”: USNA, NROTC, STA-21, MM, OCS SWO (N) “Flexible”: OCS and Direct Accessions (DA) OPA Officer Accession Planning

3 The Balancing of Accessions: How we get there… Requirements – What do we need? Each OCM conducts in depth analysis and presents a defense for accession need Influences – CNP Direction – Community sponsor input – What is the trade space? (LOCKED VICE FLEXIBLE) Stated need applied against guidance & fiscal constraints – Start with a number (4150) and work backwards by determining what areas can be affected not “locked” or constrained by CNP policy, OCS contracts, multi-year training pipelines – Multiple Courses of Action are developed and briefed 3

4 “Locked” Accession Sources USNA output programmed 4 years prior. NROTC similar, but with some flexibility with College Program and 2 year scholarships. STA-21 programmed 3 years in advance. Thus, OCS (DA & BDCP) is used as a “throttle” to cover shortfalls in other programs. One of the few Direct Accession sources that can be cut within the FY. 4

5 Accession Source Constraints Roughly 87% of the FY13 accession quotas are constrained by prior planning FY14-FY16 ~ 60% constrained against total of 4000 Accession Tradespace is Limited in the Months Prior to Execution 5

6 Excerpt - FY 13 Accession Plan Yellow indicates “Locked” Accession sources 6

7 Officer Promotion Basics Promotions are a function of: – Requirements Defined by Officer Programmed Authorizations (OPA) Includes both designator discrete and non discrete 1000/1020/1050 OPA – Vacancies Promotions, Retirements, Resig’s, Lat Transfers Legal limits DOPMA Grade Table - Limits the number of CAPTs, CDRs, & LCDRs based on total officer strength 7

8 8 Legal Limits GradeLAW (Title 10 §623) OPP FLOW DoD (DODINST ) OPP FLOW Navy (SECNAVINST B) OPP FLOW CAPT CDR LCDR LT LTJG “Relatively similar opportunity for promotion in each of the next five years” 50% yrs 70% yrs 80% 9-11 yrs AFQ 3.5 yrs AFQ 1.5 yrs 40-60% yrs 60-80% yrs 70-90% 9-11 yrs AFQ 4 yrs AFQ 2 yrs

9 Flowpoint: Average years of service when a due course officer is promoted to the next grade Opportunity: the in-zone possibility of selection Selection Rate: Percentage of all officers selected for promotion Selections (AZ + IZ + BZ) Total Officers in Zone – Max below zone - 10% (statutory limit) – No above zone limits (by law or policy) – All officers on the Active Duty List are considered Promotion Basics = Selection Rate 9

10 Promotion Basics Start with FY beginning inventory Add gains (lateral transfer, accessions) Subtract losses (retire, resign, lateral transfer etc.) Compare total against FY Authorized Strength If total < Auth Strength, select the difference If total > Auth Strength, no selections Begin INV600 Gains + 10 Losses - 60 Sum = 550 Auth Strength 600 Sum Difference Selections for P romotion 10

11 Promotion Basics Example - If 50 is the fixed number of promotions... Zone size = #Promotions  Percent Opportunity 125=50  40% 100=50  50% 83=50  60% Opportunity, Zone Size, and Flowpoint are all related – Higher OPPORTUNITY means smaller ZONES, which means longer (increased) FLOWPOINT Larger zones will increase the FOS rate 11

12 12 Questions/ Discussion


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