1. Welcome Supply Corps Officers and Guests
2017 OP Roadshow
Welcome Supply Corps Officers and Guests
Setting the stage: Welcome — officers and guests. Thank you for all that you do on a daily basis for our Navy and our Nation. The overall intent of this year’s Roadshow is to facilitate dialogue about our community, specifically what our community values – sustained superior performance, relevance, and professional reputation. In addition, we are all accountable for each other and our discussion should enable mentors and their mentees to develop successful careers as naval officers and Supply Corps professionals. As a Corps, we are the Navy’s business executors and managers; we must be “students of the game”, constantly improving our level of competence while leading with character and sound judgment.
Presented by:
CAPT Marty Fields
Director, Supply Corps Personnel

2. 2017 OP Roadshow Chief of Supply Corps’ Welcome Message Who is OP?
How does the detailing process work?
Are you detailable?
Myth Busting
Mentorship
Agenda, as listed.
Chief’s Message
Who We Are
Detailing Process
Career Development
Myth Busting
Mentoring

3. Welcome from the Chief of Supply Corps
Play video with RADM Yuen’s FY17 Roadshow Remarks
Chief’s Message
Who We Are
Detailing Process
Career Development
Myth Busting
Mentoring

4. Navigating your career is not always a straight path
Decisions?
Overseas
Shore 1 2
DIVO Tour
DH Tour
PG School 3
Internship
ICP
2nd Op Tour
As officers, we plan. We look to the future and say, “I want to be an FLC CO”…for instance. We read bios of current officers filling our dream jobs and then backward plan – what jobs did those officers have on their path to FLC CO. While this kind of planning is important for developing career goals, you must realize that there is no golden path to success. Your career will not follow a linear plan. At each detailing opportunity, you will be forced to make decisions based on your career needs, professional goals, and personal factors. Life events like getting married, having kids, and caring for loved ones can change your pre-planned path. Billet availability at the time of your detail may require you to consider other billet options.
Since there are many paths to success, you may wonder what is the key? Sustained Superior Performance. It matters everywhere you go! At no point can you take your foot off the gas, because when you do – someone behind you is there to pass you.
No matter what stage of your career, it is important that you focus on best the best ENS, JG, LT, LCDR, CDR, or CAPT and beyond that you can be. Have a clear roadmap to get to the next step…that is why we are here!
No career path is linear. You will need to make choices at every detail that can change your “pre-planned” course. There is no golden path to success.
Personal factors can change your path.
Sustained Superior Performance matters everywhere you go!
Chief’s Message
Who We Are
Detailing Process
Career Development
Myth Busting
Mentoring

5. Many factors, both internal & external, affect your detail
Meet with mentors
Talk with your partner
Review the billet list
Contact detailer 8-10 months from PRD
Officer
Detailer
Special Interest
Outside Factors
Placement
Funding
Orders Release
Continuing Resolution
Temporary Duty In-route
Lack of funding can delay orders release
Your Advocate
Manages the billet listing
Negotiates with member
Writes your orders
Include your Spouse
Know Yourself
Your Detail
Command’s advocate
Screens candidate suitability and makes recommendations
Co-location / Mil-to-Mil
Exceptional Family Member (EFM)
Adverse Matters (PERS-8)
As you navigate your career, you will be detailed to a variety of billets that build your experience in different Supply Corps lines of operation.
If you are married or in a committed relationship, your first step in the detailing process should be to talk openly with your partner – discuss personal desires, career goals, and professional milestones. Help your spouse understand what you need to do in your career while remaining flexible and sensitive to their career and personal goals.
Once you know what you and your spouse want out of the detail, take time to talk with your mentors. Get a variety of perspectives – not just one. Try to find common threads that resonate with your professional and personal goals.
Then, contact your detailer and discuss your options. Billet lists are updated frequently and posted on the eSUPPO app, so review them often. Remember, the Detailers are YOUR ADVOCATES. We are here to find the best fit for you – professionally and personally while manning the fleet to accomplish the mission and support the warfighter.
When discussing billet options with your detailer, please be open about any special circumstances that may affect your detail. For instance, mil-to-mil spouses – we do everything in our power to co-locate military members with their military spouse. If you have an Exceptional Family Member, it can impact your detailing choices. For example, a Category 5 EFM, which is the most restrictive, will limit your detailing options to the five major fleet concentration areas – SD, Norfolk, Jax, PNW, and DC. That said, you may consider geo- bachelor tours in order to complete milestone billets if you have a category 5 EFM.
Many outside factors also affect your detail. Do your skillsets, specifically experience and education based subspecialties, align with your desires and goals? In many cases, the command or TYCOM has a say in your detail. Placement officers are the command’s advocate and will also screen your record to ensure maximum fit between billet skill requirements and your earned skillsets.
Finally, as many of you know, we are in a Continuing Resolution that has significantly affected funding for PCS moves. Currently, orders release is being delayed up to 1-3 months from execution. Because we understand the huge strain and stress this places on your families and personal lives, we are issuing “no line of accounting” letters of intent to enable you to start the HHG process. Unfortunately, you will not be able to execute HHG moves until official orders are received with a line of accounting. Additionally, PRD change requests that will shorten your time on station are being carefully considered and are much less likely to be approved compared with previous years.
Immediate Superior In Command desires
TYCOM needs
Orders “daisy chains”
Chief’s Message
Who We Are
Detailing Process
Career Development
Myth Busting
Mentoring

6. Force Shaping through Promotion Boards
Many factors will affect how long you continue to serve
At the 50,000 ft level, we can look at a typical Supply Corps officer’s career in several ways. First, the nominal size of a BQC class is around 45 officers. By the 4-5 year point of commissioned service, about 1/3 of those officers will be out of the Navy through natural attrition and resignation. Within our community, we use the LCDR promotion board as a force shaping mechanism. By promoting to vacancy, we further reduce this cohort by another 1/3. Again at the CDR promotion board, we reduce our numbers by 1/3. By the time these ENSs make it to CAPT, only 7 of the original 45 are likely to be promoted.
When we consider the factors that lead to promotion, we often talk about our toolbox. As you can see, the ENS caricature coming out of BQC has a toolbox without any tools. This is because we arm our newly minted Supply Corps officers with the basics to succeed in the first operational tour, but expect them to embark on a career of learning new skills through experience, education, and training. As you move through your career, your toolbox gains tools, which remain sharp through continuous use as we support the warfighter. At the senior ranks, our toolboxes should be full as we lead organizations and mentor others who are building their own toolboxes.
BQC
4-5 YCS
Force Shaping through Promotion Boards
Chief’s Message
Who We Are
Detailing Process
Career Development
Myth Busting
Mentoring

7. Supply Corps (3100) LOS Chart 30 Sep 2016 (NOPPS and OAIS data)
How many of you are familiar with this slide?
Sometimes called “the Pig in the Snake” graph, this slide is very useful to you personally and for the community. Personally, you can use this as a planning tool to map out where you are, how your plans align with the community over time, and when to project your time to promotion.
As a community, you can see how the community inventory looks ahead of you (and in some cases behind you). Two major takeaways from this slide:
1. If you look at Year Groups , you’ll notice there is a significant gap between actual inventory (the bars) and authorization (the yellow shaded area). So how does this impact you? First, if you are in those YGs, you may get pulled into a promotion zone earlier than you originally thought. Further, because we promote to vacancy, the LT YGs will also be impacted for promotion to LCDR. The key thing to understand is that YGs do not define your zone.
2. A common misunderstanding when looking at this graph is to say that we are over-manned in the LT rank because the dark blue bars which represent LT inventory are above the authorization line. Why is this? We access officers to fill operational billets and we use the LCDR promotion board to shape inventory. What this means for you is that it is critical that you build your skillsets (AQDs and subspecs) while meeting the requirements of the promotion board convening order to ensure that you set yourself up for the best chance at promotion.
Any questions about the details of this slide?
Chief’s Message
Who We Are
Detailing Process
Career Development
Myth Busting
Mentoring

8. 3100 Career Progression Career Path
J.O. BASIC TECHNICAL DEVELOPMENT & LEADERSHIP
ADVANCED TECHNICAL PROFICIENCY & LEADERSHIP
SENIOR OFFICER DEVELOPMENT & LEADERSHIP
ADMIN
BOARD
INTERNSHIP
ADMIN BOARD
CIVINS
(810/811)
ADMIN BOARD
TRAINING W/
INDUSTRY (TWI)
ADMIN BOARD
O-5 OP/
COMMAND
ADMIN BOARD
O-6 COMMAND
Typical Billets
Joint /OPLOG/Acquisition/Supply
Chain/TWI or O-4 Operational Tour
O-5 Operational or Command Tour
Joint/OPLOG/Acquisition
Supply Chain/Policy
Command Tour
Echelon II or III Policy
or Program Manager
BQC
Operational
Tour
Shore/
Internship
Operational
2nd Tour
Warfare Qualification
DAWIA I & II/SC Masters Program/JPME I
DAWIA III/Sr Svc College/JPME II/JQO
EDP
The Career Progression chart depicted is the exact chart that statutory selection board members see.
Key takeways include:
--Leadership consistent theme throughout your career…progressively more so as you get more senior
--Admin board opportunities
--Typical billets (general)
--What you should be obtaining (experience) as you progress (warfare quals, DAWIA certs, etc.)
--Lines of operation and AQDs…not the corresponding OSR language next to the AQDs
3100 Principal Lines of Operation with Subspecialty & AQD Alignment
SUPPLY CHAIN MANAGEMENT
ACQUISITION MANAGEMENT
OPERATIONAL LOGISTICS
OPERATIONAL AQD
IA/GSA AQD
Chief’s Message
Who We Are
Detailing Process
Career Development
Myth Busting
Mentoring

9. Sustained Superior Performance matters at every rank!
Community Values
Valued achievements prior to LIEUTENANT COMMANDER
Warfare qualification
Afloat or Expeditionary DH tour (strongly encouraged)
Two operational tours (at sea, expeditionary, or both)
Identified by AQD 928 (COMP1 OPTOUR) – one operational tour complete
Identified by AQD 92A (ASGN2 OPTOUR) – assigned to second operational tour
Identified by AQD 929 (COMP2 OPTOUR) – two operational tours complete
Valued achievements prior to COMMANDER
Master’s degree associated with Supply Corps lines of operation (strongly encouraged)
Proven performer in at least one line of operation (strongly encouraged)
Challenging shore tour, e.g., HQ/OPNAV, Fleet Staff, TYCOM, SYSCOM, Weapon Systems Support, Fleet Logistics Center, and the Joint or DLA equivalents
Valued achievements prior to CAPTAIN
Proven ability to lead and direct people and organizations in tough, highly visible and
challenging environments
Expertise in one & experience in another line of operation/competency (encouraged)
O-5 Operational or Command Ashore tour, e.g., DCMA, DLA (strongly encouraged)
Joint Qualified Officer (JQO) or Acquisition Corps membership (strongly encouraged)
This was the FY17 SECNAV Approved SC Promotion Board Community Brief.
This chart highlights what achievements are valued by the SC at various ranks and prior to each subsequent rank…however, best and fully qualified with a career marked by sustained superior performance are a must for upward mobility.
Remember that the board members receive a brief of these two slides prior to commencing their record reviews!
Sustained Superior Performance matters at every rank!
Chief’s Message
Who We Are
Detailing Process
Career Development
Myth Busting
Mentoring

10. Shore Tours (subspecialty driven)
Are you detailable? The answer changes with rank
Operational Tours
Shore Tours (subspecialty driven)
- An expert in multiple Lines of Operation
- Ability to lead organizations
SUBJECT MATTER
EXPERT
O5 Op
11% of billets
Focus:
- Upgrade subspecialties P/S to Q/R
- DAWIA Lvl III; JPME II
- An expert in one Line of Operation
Focus:
- Developing a line of operation
- Upgrade subspecialty P/S to Q/R
- JMPE phase I
- Honing your skill in a Line of Operation; Post PG school
O4 Op
12% of billets
O3 Op
32% of billets
2/3 are DH tour
Focus:
- Line of Operation familiarity
- Earn an AQD
- Earn a subspecialty (S for experience)
- DAWIA Lvl I and II
- Learning a
trade
As you progress through your career, the types of jobs you will do will depend on your rank and your skillsets. As a junior officer, your focus should be the Fleet. In fact, as an ENS you should assume your first tour will be operational. As you transition from your first op tour to shore, you’ll find that most LTJG and LT billets are not coded with a subspecialty or additional qualification designator (AQD). However, the Supply Corps Internship program is a great way to gain experience with a Supply Corps line of operation, to earn DAWIA accreditation, and to learn a trade.
At the rank of LT, nearly 1/3 of all billets are operational and of those 2/3 are Department Head (DH) tours. As we will discuss in more depth, a DH tour is “strongly encouraged” by our community and considered a valued achievement prior to promoting to LCDR. Furthermore, throughout this first decade of your career, you should be attaining at least one warfare qualification as you support our line counterparts. This does not mean you are done if you don’t complete a DH tour. Sustained Superior Performance is always a factor.
Once you select for LCDR, you are eligible for one of three post- graduate educational opportunities – 810 (Top 30 Civilian MBA program), 811 (University of Kansas MBA with Petroleum Management Certificate), and Naval Post-graduate School. Earning an educational subspecialty is a critical milestone as you fill your toolbox. By completing a post-graduate program you will earn a P-coded subspecialty that you should develop with subsequent experience tours – upgrading your subspec to a Q-code. You can also extend your working knowledge and experience in a subspecialty by taking multiple experience tours which upgrade a S subspec to an R subspec. Both Q and R coded subspecs are essential to being detailable at the CDR and CAPT ranks. There are also competitive and visible LCDR billets at sea – approximately 12% of all LCDR billets. These jobs offer excellent opportunities to gain experience on large platforms and can increase your competitiveness for future CDR afloat selection. Finally, it is important to complete JPME phase I prior to your first O5 operational look as it is a prerequisite for O5 operational selection.
The O5 Operational and CDR Command Ashore board is extremely competitive. When eligible, you must complete an oral board which prepares you for two looks for O5 operational and one look for CDR Command Ashore. Be mindful, we only have 11% of all CDR billets on operational platforms. When not in an operational assignment, CDRs will be working to become an expert in one line of operation by taking multiple, competitive shore tours that build their toolbox and upgrade their subspecialties. In addition, many billets will require you to become DAWIA level III accredited or earn your JPME level II for joint assignment.
By the time you have reached the rank of CAPT, you should be a subject matter expert in at least one line of operation (but usually multiple) with experience in others. Additionally, you should have a proven ability to lead and direct people and organizations in tough, highly visible and challenging environments.
These are the keys to being detailable. If you are not consciously building your toolbox to ensure you are detailable, then it will be hard to promote and even harder to find jobs that build a successful naval career.
FIRST SHORE TOUR
FLEET CONCENTRATED
02 Op
62% of billets
- Interns
01 Op
100% of billets
Chief’s Message
Who We Are
Detailing Process
Career Development
Myth Busting
Mentoring

11. Line of Operation Development Sustained Superior Performance!
Are you detailable? You must evolve with rank
Line of Operation Development O7
SME
Major Command
Major Staff O6
O5 OP / Shore
Staff
Q/R
MORE COMPETITION
Joint Experience O5
Sustained Superior Performance!
O4 OP
COMPETITION P
POST GRAD SCHOOL
Shore O4
As discussed on the previous slide, becoming a subject matter expert in a Supply Corps line of operation should be a focus of your career. Regardless of specialty, career paths will share similar milestones. Early Department Head tours in operational billets such as submarines (which are ALSO available to LTs), minesweepers, expeditionary units, and Surface platforms are strongly encouraged and valued by promotion boards.
At the LCDR rank, post-graduate education and competition are extremely important. Whether you get a soft breakout or a hard breakout against other Supply Corps officers, competition is key to developing your record and provides critical data to promotion boards about your ability to perform at the next rank.
At the CDR level, you must continue to compete while succeeding in tough, visible tours. Those selected for O5 Operational, CDR Command Ashore, and Major Command have a proven record of Sustained Superior Performance throughout their career. Sustained Superior Performance is the most important factor regardless of your tour choices – it is the #1 indicator of your success in being detailed and promoted.
LT DH
2nd DIVO S O3
Internships
SHORE
SUBS
FLEET OP TOURS O1
Chief’s Message
Who We Are
Detailing Process
Career Development
Myth Busting
Mentoring

12. Are you detailable? Where we need your expertise
As you promote in rank, your ability to find billets will depend on your earned skill sets, experience, and education
Natural officer attrition will account for the decrease in Line of Operation billets in each successive paygrade
Subject Matter Experts are needed at the CDR and CAPT level to lead Communities of Interest and to manage their Line of Operation
As you promote in rank, your ability to be detailed will depend on your earned skillsets, experience, and education. As we previously discussed, most LT/LTJG billets are GENSUP or un-coded billets. The few that are subspecialty coded (roughly 30%) are primarily internship billets.
Through natural officer attrition and promotion boards, you can see that the billet base decreases as you move up in rank. However, the number of coded billets increases. At the LCDR and CDR level, approximately 54% of billets require you to hold a subspecialty. At CAPT, subspecialty coded billets make up almost 60% of the available billets – most of these require an R or Q. Subject Matter Experts are needed to ensure credibility with our customers and the Fleet while leading Communities of Interest and managing Supply Corps lines of operation.
CON / FM
Chief’s Message
Who We Are
Detailing Process
Career Development
Myth Busting
Mentoring

13. Global relevance…How we fight
Are you detailable? Where we need your expertise
Global relevance…How we fight
<15
<100
<250
>250
Not only do you need to build your toolbox with experience and training in different subspecialties, you also need to develop your experience in different AORs. Your knowledge of the different challenges, cultures, and policies of different AORs will drive your eligibility for billets and your overall ability to be detailed to these jobs.
As the Chief of the Supply Corps often says, we are a global Supply Corps – one man cannot whistle a symphony, it takes all of us working together to support the warfighter. Supply Corps officers serve across the entire Navy Enterprise – we are on every platform, every SYSCOM, and in every COCOM.
We are relevant because we know our AOR geographically and technically and because we connect the warfighter with the means to fight. Take advantage of opportunities to serve abroad – be able to answer in the affirmative when asked, “Can We Fight?”
Every Operational Platform
Every SYSCOM, DLA & DCMA
Every COCOM
Surface – Aviation – Sub – EXPED – SPECWAR – GSA/IA
NAVSEA – NAVAIR – NAVSUP – SPAWAR – SSP – DLA
NORTHCOM – SOUTHCOM – EUCOM – AFRICOM – PACOM - CENTCOM – SOCOM – TRANSCOM – STRATCOM – CYBERCOM
Chief’s Message
Who We Are
Detailing Process
Career Development
Myth Busting
Mentoring

14. Our larger supply community offers opportunities for transition
Full Time Support (FTS/3107) SC Officers are a critical link between the AC and RC
Provide full-time AD support, training & management of the Navy Reserves logistics component
90 Officers O1-O6, world-wide
Career progression mirrors AC to LCDR
Affiliation - FTS Re-designation Boards, OCT & APR, typically 8 selections annually
1 and 2 time FOS are eligible, 3100 to 3107
Selective Reserve (SELRES/3105) - Mobilization ready force multipliers assisting commands to meet challenges
1,014 Officers O1-O8, “In-pay” Status
Affiliation – typically, 20 accessions annually 3100 to 3105
Shifting gears a little here, I want to take a minute to tell you about opportunities within the larger Supply Corps community. Full Time Support or FTS officers are a critical link between the active duty community and our reserve corps. We currently have 90 FTS officers in the ranks of ENS to CAPT, spread across the globe, providing full time support. There are two re-designation boards held annually and should be a consideration for those seeking to affiliate.
The Selected Reserves are also available for affiliation, typically 20 accessions a year come from active duty. These officers provide assistance to active duty commands to meet challenges and support the warfighter.
FTS and Reserve accessions are still a selective process so ensure that your experience and performance will support selection.
If you have any questions about affiliation to either FTS or Selected Reserves, please contact the Career Counselor.
Career Counselor: (901)
Chief’s Message
Who We Are
Detailing Process
Career Development
Myth Busting
Mentoring

15. Myth Busting Ground truth is in the references; Don’t believe the hype1
Promotion Zone Stamps (AZ/IZ/BZ) – what’s the deal?
Reference: Convening Order
“…in determining which officers are best and fully qualified for promotion, you are required to equally consider both above-zone and in-zone officers.” AND “A number not to exceed 10 percent of the total selections…may be selected from below-zone.” 2
Official Officer Photos – do I still need one?
Reference: NAVADMIN 186/16, Z AUG 16
“….elimination of the requirement to display an official photograph for officer selection boards…” AND “The requirement to maintain an official photograph in the official service record will continue to exist…”
Now let’s BUST SOME MYTHS!
Promotion zone stamps – what’s the deal? Starting with FY17 boards, records are no longer stamped with Above Zone, In-Zone, and Below Zone. The process of how records are briefed to promotion board members has not changed nor have the actual zones gone away. The change is the removal of the stamp on the record. The board will see all AZ and IZ records together. Each record will be rated against the board precepts, convening order, and the community values brief. Once “the crunch” is determined, all BZ records are added and records are re-briefed to the board.
Officers are selected for promotion because they are the best and fully qualified. Above zone and in-zone officers are given equal consideration. However, no more than 10% of total selections can be Below Zone.
Many of you may have read the recent NAVADMIN about Officer Photos, so do you still need one? The answer is YES. While they are no longer used and presented during promotion boards, they are required to be maintained in your record and kept up-to-date with current rank. Statutory boards will see your PSR and OSR only. Board members will see your PFA results on your PSR and will assume you look sharp in uniform. Moving forward, photos will be used primarily for nominative billet packages.
So earlier we talked about our global relevance and the need for you to gain experience in multiple AORs, so is homesteading bad? Recent PCS funding shortfalls have challenged our ability to move around every two years. The bottom line is that the board precept states homesteading should not be viewed negatively, provided you progress in billet complexity, professional development, and leadership responsibility. However, you need to keep in mind that billet opportunities in a particular location may not always support upward career progression and diverse geographic experience. 3
Homesteading – is it bad?
Reference: Board Precept
“If an officer’s record contains multiple or consecutive tours in a particular geographic location, it should not be viewed negatively, provided the officer has progressed in billet complexity, professional development, and leadership responsibility.” *HOWEVER …billet opportunities in one location do not always support upward career progression and diverse geographic experience
Chief’s Message
Who We Are
Detailing Process
Career Development
Myth Busting
Mentoring

16. Myth Busting Ground truth is in the references; Don’t believe the hype4
What is Sustained Superior Performance?
It is:
Competitive breakouts on your fitness reports ex. “My #1 Department Head, regardless of designator!”
Warfare qualification when available
Above the Reporting Senior average
Physically fit
BEST & FULLY QUALIFIED
It is NOT:
2 Op tours
Minimum Warfare qualification
It is NOT:
Level III DAWIA
Every Warfare qualification
JPME II
Acquisition Professional
You’ve heard me talk about Sustained Superior Performance throughout the brief and specifically it’s importance to your career. So who can tell me what it is?
It is mult-faceted:
Getting competitive breakouts on your fitness reports. Whether a soft breakout – “My #1 DH, regardless of designator” – or a hard breakout (EP) against other Supply Corps officers, breakouts tell the board that you are performing above your peers.
Earning a warfare qualification (SWSCO, NASO, NESCO, Dolphins) when it is available. Does this mean that you should try to accumulate every warfare device? Absolutely not. It doesn’t matter how many warfare pins you amass, your professional reputation is what will make or break you.
Being above the Reporting Senior cumulative average more times than not.
Maintaining your physical fitness. PFA failures are easy to prevent, so make time to workout. As the Chief says, daily priorities: read, sleep, think, and workout.
On the other hand, just doing the minimum does not make you competitive for promotion. Additionally, you should not have unrealistic expectations – the Navy does not need level III DAWIA lieutenants in the Fleet….there are no billets that require it and so the knowledge and skill will waste away before you have a chance to use it. As we’ve discussed, junior officers are Fleet Assets learning a trade, LCDRs and CDRs are sharpening their tools and honing their skills, and CAPTs are leading the next generation as Subject Matter Experts. LT
Minimum Requirements
Unrealistic Expectations
Chief’s Message
Who We Are
Detailing Process
Career Development
Myth Busting
Mentoring

17. Myth Busting Ground truth is in the references; Don’t believe the hype5
I NEED to go to a Carrier (CVN) and get my Sea-daddy!
Reference: Convening Order
“…officers who are successful as afloat/expeditionary department heads/OICs or commanding officers should be given due consideration.”
Reference: Community Values brief
“Afloat or Expeditionary DH tour (strongly encouraged)” 6
Submarines and Department Head tours aren’t looked at any differently than 2 DIVO tours
So you’re up for your 2nd Operational tour, what do you do? Should you get a carrier so you can get a sea-daddy or sea-mommy? No. While there are benefits of serving with senior Supply Corps officers, your ability to perform in billets with increasing levels of responsibility is the most important factor in your professional development. There is a significant difference from being the Department Head, reporting directly to the Commanding Officer, setting the tone for your department, developing the culture of the department and just being a division officer with senior enlisted leaders and senior officers providing you support and top cover. The Community Values brief explicitly calls out Afloat or Expeditionary DH tours are “strongly encouraged”; that wording is deliberate to ensure the promotion board knows that we value officers that take the challenging tours and successfully complete them.
So are submarines and DH tours looked at differently than 2 DIVO tours? Absolutely! As we just discussed, the Community Values brief and the convening order specifically call out DH tours as important milestones in an officer’s development.
Reference: Convening Order
“…officers who are successful as afloat/expeditionary department heads/OICs or commanding officers should be given due consideration.”
Reference: Community Values brief
“Afloat or Expeditionary DH tour (strongly encouraged)”
Chief’s Message
Who We Are
Detailing Process
Career Development
Myth Busting
Mentoring

18. Myth Busting Ground truth is in the references; Don’t believe the hype7
Today’s LDO is the same as yesterday’s LDO.
Reference: LDO On-ramping Initiative
Effective 01 OCT 16, the majority of LCDR and above LDO billets have been converted to 3100
Limited Duty Officer (LDO) accessions have become an additional accession source for the 3100 community
LDOs are eligible for Internships
LDOs are eligible for Department Head LT billets
If your career plan involves promotion to LCDR and above, you should consider mirroring your career like a 3100
APC calculation for PG school consideration
Policy/staff tours are encouraged
How many LDOs do we have in the audience?
As you all know, Limited Duty Officers (LDOs) provide a critical function within our community. They are subject matter experts with years of experience, maturity, and commitment to the Navy.
That being said, the LDO of today is different from LDOs of yesterday. What do I mean by that? In October of 2016, the majority of LCDR and above LDO billets were converted to In fact, the LDO program has become an additional accession source for the 3100 community.
To ensure LDOs are competitive when they convert to 3100, we have taken steps to increase opportunity – LDOs can apply for internships, they can serve as DHs as a JO, and they are eligible for post-graduate education programs once converted to Future LDO boards will select candidates who have a strong potential to be successful as a 3100.
If your career goals involve promotion to LCDR and beyond, you need to mirror your career to a 3100 ASAP. Take policy and staff tours. Don’t spend 15 years in Norfolk or San Diego. We need your expertise, so convert to 3100 at your earliest opportunity.
Chief’s Message
Who We Are
Detailing Process
Career Development
Myth Busting
Mentoring

19. Myth Busting Ground truth is in the references; Don’t believe the hype8
O4 op tours are only for officers who need to “get well”.
Reference: Community Values brief
Do you already have strong experience in a subspecialty?
Do you need competition?
Do you desire aviation experience?
There are clear benefits and disadvantages to taking an O4 operational billet. Your decision must be based on your career needs, family needs, and available options at the time of your detail.
If you’ve called the PITBOSS or LCDR detailer recently, you’ve probably been offered one of the O4 operational tours. In the past, these were seen by many as “get well” tours for officers who may have had issues during their first two operational tours. This has never been the case. Many successful CDRs and CAPTs completed O4 operational tours.
The questions you need to ask yourself are:
Do you already have strong experience in a subspecialty? If you don’t, then you need to take tours that build your subspecialty. But if you already do, then we need good officers at sea to lead junior officers and support the warfighter.
Do you need competition? O4 operational tours offer the chance for both soft and hard breakouts in tough and visible environments – and the opportunity to get into aviation, if you desire.
Do you desire aviation experience? Maybe you completed your first two operational tours on Surface ships or with an expeditionary unit, taking an O4 operational tour on an L-deck or CVN will give you the needed aviation experience to be competitive for O5 operational tours.
The bottom line is that your decision to take or not take an O4 operational tour must be based on your career needs, family needs, and available billets at the time of your detail.
Chief’s Message
Who We Are
Detailing Process
Career Development
Myth Busting
Mentoring

20. Mentorship requires active participation
References:
It’s Your Career booklets
Convening Order
Board Precept
SC Newsletter
eSUPPO app
OP Monthly
Roadshow
MENTOR
We are all mentors…
LTJG/ ENS – mentor your junior Sailors
LT – mentor 1st tour DIVOs
LCDR – mentor LT and below
CAPT/CDR – mentor LCDR and below
Punch the pubs, know what’s new & changing in our community…
Mentor to the Community Brief
Know what promotion boards value
There is no “one right way”
to build your career
Be Current – Know What to Ask
What do I need to do to be mentored?
Learn your job
Learn our business
Seek out those you trust
Seek advice from many, not just a few
Find common threads that resonate with your professional and personal goals
Accounting for each other
Mentorship is an essential part of our profession, but it is not a one-way street. Done correctly, mentorship requires active participation from both the mentor and the mentee.
Mentoring is a means of forming professional relationships that foster free communication and provide an avenue for officers to share experiences and offer guidance. It enhances morale, good order and discipline, and improves operational readiness and professionalism.
Who can be a mentor? We are all mentors. Whether you are a new division officer mentoring your junior Sailors, a department head mentoring first tour division officers, or a senior officer mentoring your wardroom – we are all mentors.
What makes you a good mentor? Just like we were taught in BQC, punch the pubs! Know what is current, new, and changing in our community. Know what promotion boards value and what the community brief says. While there is no “one right way” to build your career, there are myriad references to help guide you. It’s Your Career playbooks, promotion board convening orders, board precepts, the annual OP roadshow, OP Monthly, and the eSUPPO app are powerful tools available to mentors and protégés.
Why do we mentor? Ultimately, we must all be accountable for each other. The benefits of a mentoring relationship are best achieved when both mentors and protégés are fully committed. We must recognize the importance that mentoring plays in the success of our community, and actively seek opportunities to mentor our junior officers and Sailors. Alternatively, junior officers should actively seek career advice from more senior officers throughout their careers. Formal and informal mentoring is essential to shaping the future leaders of the Supply Corps.
What do you need to do to be mentored? Learn your job, learn our business, seek those you trust, seek many advisors, and find common threads that resonate with your professional and personal goals.
Know Yourself – Know Your Family – Come Prepared
MENTEE
Chief’s Message
Who We Are
Detailing Process
Career Development
Myth Busting
Mentoring

21. Learn about our community and its focus…
eSUPPO APP
Flashes and NAVSUP News via … visit and sign up today!
Download the eSUPPO app, visit the PERS-4412 website, “Like” the Chief’s page on Facebook, and stay up to date with NAVSUP news.
Contact the team at NAVSUP OP if you have any concerns. We are here to help!
Check out community news available on
My Navy Portal and via the Chief’s Facebook page.
OP is here to help!

22. Questions?

23. Back-up

24. Detailing Process Detailing Triad Needs of the Navy Professional Needs
SUP OP manages… based on CY
Gaining command has input. Experience and skillset increase in importance … based on CY
Needs of the Navy
Professional Needs
Gaining command selects. Experience and skillset become relevant … based on PRD
FOOT STOMP: As commands, do not get out in front of detailers – it is a disservice to officers vying for billets and impacts detailing shop credibility!
Triangle is not an equilateral triangle… 90% of the time is working personal desires… “Needs of the Navy” and “Professional Development” are the easy parts, and at times needs to take priority.
O-3 and below no barriers unless a nominative billet (Flag Aide, NR, USNA Flag SUPPO, etc)
By 8 mos/10 mos prior to your PRD
Personal Goals / Desires
Maintain active dialogue with your detailer on intentions and preferences…

25. OPERATIONAL LOGISTICS
Internships: board selection during your first or second tour
Programs
Number of Billets
Subspecialty Code
AQDs
Integrated Logistics Support (ILS) 13
1302S
AL2
Business/Enterprise Supply Chain Management (BEM) 6
1309S
AA2, 92E
Navy Acquisition Contracting Officer (NACO) 29
1306S
AC2
Business / Financial Management (BFM) 7
3111S
AK1
Petroleum, Oil, & Lubricants (POL)
1307S
Naval Nuclear Propulsion (NNP) 18
1302S/ 1306S/3111S
AL2, AC2, AK1
Planner (PLAN) 4
AL2, JP2
Transportation (TRANS) 5
920
Joint Operational Logistics (JOL)
943, JS7
Naval Special Warfare (NSW)
QK1
ACQUISITION
OPERATIONAL LOGISTICS
SUBSPECs:
1306S – Acquistion and Contract Mgmt; AC2 – Contracting
3111S – Financial Manager; AK1 – Business, Cost Estimating & Fin Mgmt
1302S – Supply Chain Mgmt; AL2 – Acquisition Logistics
1309S – Logistics Information Technology; AA2-Program Mgmt; 92E – ERP Certification
1307S – Petroleum Management; AL2 – Acquisition Logistics
AQDs:
920 – Transportation Mgmt
943 – Joint Interagency, International or Multinational Operations
JS7 – Joint Specialty (JPME phase I)
JP2 – Operational Planner
QK1 – NSW Non-Seal/SWCC Officer
Opportunity to gain experience in SC Line of Operation and explore functional subspecialties.

26. Formal Education Programs
Naval Postgraduate School
MBA (1302, 1306, 1309, 311X) or Master of Science (321X)
JPME Phase I
Payback tour in subspecialty required
Civilian Institutions 810 / 811 Programs (1301/1307)
BusinessWeek Top 30: 810 Program (1301)
U of Kansas Petroleum Management: 811 Program (1307)
*** No JPME Phase I ***
Junior Service Colleges
Air Force, Marine Corps and Naval War Colleges
Master of Strategic Studies and JPME Phase I
Army Command and General Staff College
JPME Phase I only (Master’s degree optional)
Training with Industry (TWI)
~ 150 eligible officers for 4 billets
FY13 – added following curriculums to NPS:
838: BFM with Energy focus…result in 3113 Subspec
358: OR with Energy focus…result in 3213 Subspec
Paybacks for these curriculums are in 3111X or 3212X coded billets; commands get the added benefit of you having the Energy education
Junior Service College Locations:
Air Force C&S College: Montgomery, AL Marine Corps C&S College: Quantico, VA
Navy C&S College: Newport, RI Army C&GS College: Leavenworth, KS
NOTE: If you start the August course at NWC => Maritime Advanced Warfighting School (MAWS)…earn JP1 AQD – Payback tour in JP3 coded billet required
Olmsted Scholarship: If interested contact Career Counselor … must have btwn 3 & 11 years of active service prior to start of program.
APC Calculation: Send your official transcripts to the NPS admissions office to have your APC score calculated.
1st digit: based on GPA/QPR…lower is better (range 0 – 5)
2nd digit: based on college math courses taken…lower is better (range 0 – 6)
3rd digit: based on college science/tech courses taken…lower is better (range 0 – 5)
“T” suffix is ok while you are at school…after graduation should become “P”….if it doesn’t, it will be treated as you failed to graduate.
Supply Corps line of operation related education builds on experience to develop experts.

27. Defense Acquisition Corps Joint Opportunity: 06 and below 2016 JDAL
Career Progression
DAC and JQO
Defense Acquisition Corps
Joint Qualified Officer (JQO)
Joint Opportunity: 06 and below 2016 JDAL
JPME Phase I
In residence via Junior Service College, NPS or Non-resident courses
810 and 811 officers should plan to make time to complete via distance learning
JPME Phase II (JPME1 is a pre-req)
In residence … Senior Service College, Joint Forces Staff College
Non-resident program at MacDill AFB, Tampa, FL (Tampa area officers only)
Complete a qualifying Joint Duty Assignment (JDA)
36 months day-for-day … waivers limited
Self-nomination process … JCS makes determination…see NPC Joint website.
- DAC is not DAWIA certification…additionally, neither is a SUBSPEC. You need a DAWIA certification to apply for DAC, and a SUBSPEC can be issued without being DAWIA certified.
Current DON DAWIA Operating Guide specifies non-acquisition position experience to a max of 50% granted. Experience does not need to be in certification field….experience for DAC can be piecemealed…can have a little BFM, Contracting, LCL to total 48 months; DAC board determines what meets experience requirement. “12 month MBA Experience credit” does not count toward DAWIA certification…must be in a coded billet or get 50% credit from non-acquisition billet
Master’s Degree can count for up to 12 Months Experience credit for DAC
- 24 Business Credits – Either undergrad or graduate level