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BUPERS-31 Officer Community Overview

BUPERS-31 Officer Community Overview. Officer Community Management BUPERS 31. Agenda. BUPERS-31/32 Overview Force Strategy Slides Medical Corps Dental Corps Medical Service Corps Nurse Corps Hospital Corpsman. 2. BUPERS 3 Direct Support for Broader Missions.

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BUPERS-31 Officer Community Overview

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  1. BUPERS-31Officer Community Overview Officer Community Management BUPERS 31

  2. Agenda • BUPERS-31/32 Overview • Force Strategy Slides • Medical Corps • Dental Corps • Medical Service Corps • Nurse Corps • Hospital Corpsman 2

  3. BUPERS 3Direct Support for Broader Missions The MISSION of the United States Navy is to man, train, and equip combat-ready naval forces capable of winning wars, deterring aggression and maintaining freedom of the seas. The MPTE MISSION in support of Navy is to anticipate warfighting needs, identify associated personnel capabilities, and recruit, develop, manage and apply those capabilities in an agile, cost efficient manner. The BUPERS 3 MISSION in support of CNO, N1, and Navy Enterprises is to provide Accession Plans, Promotion Plans, Retention Plans, Lateral Transfer Plans, Force Shaping Plans, Incentive Plans, Force Modeling and Forecasting, Community/Rating Health Assessments, strategic-level options, and other analyses that are timely, data-driven, and accurate.

  4. Military Community Management Concept of Operations – Total Force

  5. Military Community ManagementAligned in Echelon II to Increase Effectiveness DCNO for MPT&E / Chief of Naval Personnel (N1) Echelon I PMO N10 N11 N12 N13 N14(TBD) N15 N16 Deputy Chief of Naval Personnel (DCNP) Echelon II BUPERS-3 Community Management BUPERS 31 (OCM) / BUPERS 32 (ECM) / BUPERS 33 (CCD) / BUPERS 34 (Analysis) NETC Enterprises Echelon III NAVAL PERSONNEL CODES CNRC RTC NETC N7 2

  6. Specific Corps Slides

  7. Medical Corps (2100) RETENTION, ACCESSION AND FORCE SHAPING

  8. Medical Corps- (2100)Retention of 27 Different Specialties and over 200 subspecialtiesCommunity Leading Indicators/Specific Measures Retention Inventory to OPA with gains/losses per year • Initial retention goal is to ensure operational billets and residency training slots are filled which is roughly within 5 YCS. • Secondary retention challenge is retaining the proper specialty mix. • Corrective Action is to obtain direct accessions/recalls for the MC into the needed critical specialties. Approved and funded CWSAB – Proposed goal for FY10 is 26. Grade Manning Levels Diversity Inventory: 3795 Allowance: 3659 Percent Manned: 104%

  9. Dental Corps (2200) RETENTION, ACCESSION AND FORCE SHAPING

  10. Dental Corps- (2200) Retention of General and Specialty DentistsCommunity Leading Indicators/Specific Measures Retention Inventory to OPA with gains/losses per year • Experienced higher continuation rates in YG03 and YG04, but still short of meeting retention goals. • Losses continue to exceed gains. JO's especially difficult to retain. • Initial retention goal is to ensure operational billets and residency training slots are filled which is roughly within 5 YCS. • Secondary retention challenge is retaining the proper specialty mix. • Corrective Action to obtain direct accessions for DC for needed critical specialties. Approved CWSAB in February 2008 –no takers to date. Grade Manning Levels DC Mobilization/IA Capacity Inventory: 1031 Allowance: 1107 INV/OPA: 93%

  11. Medical Service Corps (2300) RETENTION, ACCESSION AND FORCE SHAPING FY10 FP:10-04 FY11 FP:10-05 FY10 FP:16-00 FY11 FP:16-00 FY10 FP: 21-03 FY11 FP: 21-09

  12. Medical Service Corps- (2300)Community Leading Indicators/Specific Measures Retention Inventory to OPA with gains/losses per year • The MSC experienced lower continuation rates, while not meeting accession goal from FY04-FY06. Fewer Accessions require higher retention at 5 year mark to meet LOS gateways. Losses have exceeded gains since 2003. • Initial retention goal is to ensure operational billets are filled. • Secondary retention challenge is retaining the proper specialty mix. • Corrective Action is to obtain direct accessions for the MSC into needed critical specialties using loan repayment (HPLRP). Grade Manning Levels Diversity Inventory: 2320 Allowance: 2472 INV/OPA: 94%

  13. NURSE CORPS (2900):ACCESSION, RETENTION, AND FORCE SHAPING

  14. Nurse Corps- (2900)Community Leading Indicators/Specific Measures Retention Inventory to OPA with gains/losses per year • The NC experiences lower then normal continuation rates in JO ranks • Fewer JOs require higher retention at 5 year mark to meet LOS gateways. Losses exceeded gains since 2003. • Retention challenges are retaining current JOs and proper specialty mix. Grade Manning Levels Diversity

  15. Questions

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