SUBMARINE OFFICER COMMUNITY STATUS

2. 2

3. Submarine Officer Career Path Detailing Promotion and Screening Boards IA/GSA Assignments Graduate Education Pay and Bonuses Current Events Community Status BriefOutline 3

4. Career Path ChallengesMust Make Every Opportunity Count! 4 Anecdotal comments/observations from the fleet Four months less onboard reduces sea time for DOs DOs expressed displeasure with never �operating the ship� COs not satisfied with experience level of their reporting DHs DO: �I am finally qualified everything, want to hone my skills, but at PRD� CO: �Some DOs just need more time to develop their Submariner skills� DO: �I don�t think I�m prepared to be a DH� DO: �I am finally having fun and it�s time to transfer� Early in the career path transition, 32 month tour length was advertised, but not yet being experienced because ships still had a surplus of DOs onboard �Problem� could have been the extra DOs assigned, not the 32 month tour lengtAnecdotal comments/observations from the fleet Four months less onboard reduces sea time for DOs DOs expressed displeasure with never �operating the ship� COs not satisfied with experience level of their reporting DHs DO: �I am finally qualified everything, want to hone my skills, but at PRD� CO: �Some DOs just need more time to develop their Submariner skills� DO: �I don�t think I�m prepared to be a DH� DO: �I am finally having fun and it�s time to transfer� Early in the career path transition, 32 month tour length was advertised, but not yet being experienced because ships still had a surplus of DOs onboard �Problem� could have been the extra DOs assigned, not the 32 month tour lengt

5. DetailingThe Process Detailing �triad� Slating process Done at nearly every level Ensures the �triad� is balanced Fairest process Nomination process High visibility assignments Give every officer the opportunity to screen and promote! 5

6. DIVO Shore DetailingThe �Slate� ALL known jobs are listed�with priority (NEW) Some jobs may change while the slate is open due to changes in requirements, PRDs, etc. Non-traditional shore duty assignments are listed while still available (more on this later�) 6

7. 7

8. 8

9. Examples Split Tour to VA-Class NEWCON DESRON, PHIBRON, Bahrain Unaccompanied tours in Bahrain, Iraq, Afghanistan (GSA) Prototype Shift ENG Benefits Qualified volunteers �lock in� their preference Follow-on option: Pick off the slate�OR�homeport assignment guarantee Some PG School curricula War College Follow-on for prototype is the �third year� option�OR�homeport assignment guarantee DO Shore DetailingNon-Traditional Shore Duties 9

10. Work with your chain of command Know your PRD Someone in your chain of command has first-hand knowledge about the jobs on the slate (or knows someone who does) Make sure the CO/XO understand your preferences Work with your Detailer Check the slate periodically�it changes Call and/or e-mail him! Help us define �success� for you Explain your preferences Goal: All officers get one of their top 3 preferences Chain of command provides feedback to PERS 42 DIVO Shore DetailingKeys to Success 10

11. 11 Note: (Slate Compression) When 421C looks at a list of preferences, the top 3 choices are considered green and 4 through 10 yellow. A red detail is an assignment to any job not listed within the 10 preferences. However, if you choose to list jobs 1 through 4 as Norfolk, 421C will compress all 4 jobs as choice 1, and choices 5 and 6 will now be considered green (as if they were choices 2 and 3). This is called slate compression and is accounted for in our tracking of the detailing process. On the same note, should a member submit choices 1 through 5 as NROTC units, the 5 choices will be compressed as choice 1, and choices 6 and 7 will become choices 2 and 3. To counter this, use the comments section in your slate application. If your priority is Norfolk, list your top job as choice 1 and discuss in the comments (in order) all other Norfolk jobs you would prefer prior to listing choice 2 on the slate (same for ROTC, etc.). Note: (Slate Compression) When 421C looks at a list of preferences, the top 3 choices are considered green and 4 through 10 yellow. A red detail is an assignment to any job not listed within the 10 preferences. However, if you choose to list jobs 1 through 4 as Norfolk, 421C will compress all 4 jobs as choice 1, and choices 5 and 6 will now be considered green (as if they were choices 2 and 3). This is called slate compression and is accounted for in our tracking of the detailing process. On the same note, should a member submit choices 1 through 5 as NROTC units, the 5 choices will be compressed as choice 1, and choices 6 and 7 will become choices 2 and 3. To counter this, use the comments section in your slate application. If your priority is Norfolk, list your top job as choice 1 and discuss in the comments (in order) all other Norfolk jobs you would prefer prior to listing choice 2 on the slate (same for ROTC, etc.).

12. DH Detailing Slating/Orders Timeline Orders to Submarine Officer Advanced Course (SOAC) issued 4-6 months prior to SOAC Verbal assignment 1-2 months prior to SOAC Letter with homeport �intent� upon reporting to SOAC Orders to the ship about 3 months into SOAC Billets List of billets provided ~3 months prior to SOAC when Detailer requests inputs for the Slate CHANGES DO OCCUR � the Detailer can often work changes to provide more optimal assignment Goal: All officers have forward-deployed mission (SSN/SSGN) and strategic deterrence patrol experience (SSBN) prior to Command 12

13. Post-Department HeadShore Detailing ENG � 16 Fills/Year 18 Squadron/Group Engineers 2 TYCOM RADCON Officers 12 NPEB JBMs NAV/WEPS � 22.5 Fills/Year 13 Squadron Operations Officers 3 Submarine School Instructors 1 SLC Staff 1 NSTCPAC Instructor 3 NPTU XOs 4 TRE JBMs 20 High Visibility Fills SSBN NAV � 3 Fills/Year 2 Squadron Operations Officers 2 TTF Instructors 2 STRATCOM/SSP SSBN WEPS � 7 Fills/Year 2 Squadron Weapons Officers 2 NPTI JBMs 2 TTF Instructors 8 STRATCOM/SSP 13

14. XO Detailing Post-DH Detailer: determines class members 6 months out, emails members, and posts billets on PERS-42 website. Provide slate preferences per guidance on PERS-42 website XO Detailer slates the class: All records reviewed in detail to balance experience (tactical, shipyard, etc) between CO and XO Last chance to ensure officers have forward-deployed operating experience and strategic deterrence patrol experience prior to command Post XO Assignments include: Major Staffs (OPNAV, TYCOMs, etc.) Joint Duty (JCS, STRATCOM, PACOM, etc.) War Colleges �Nuclear� Assignments MTS OIC (x2) Force Nuclear Power Officer (x2) NRLL (x2) XO/Post XO Detailing 14

15. CO Detailing 6 months on Post XO Shore Tour: Discuss PCO Slate timing with XO Detailer 5-7 months from start of PCO Training Pipeline: CO Detailer will contact you via e-mail describing the slating process and asking for preferences (ship type, homeport). 3-4 months from start of PCO Training Pipeline: Your assignment set, orders received PCO Training Pipeline is nominally 7-9 months � dependent upon ship type Naval Reactors (NR) Submarine Command Course (Pearl Harbor or Groton) Command Leadership Course (Newport, RI) Strategic Weapons Course (SSBN) (Kings Bay or Bangor) CO Detailing 15

16. Post Command Assignments Post CO Assignments Following command, the goal is to complete 2 separate 24 month tours prior to Major Command Nominally one tour in waterfront support and one on a Major Staff (which may or may not be a joint assignment). Begins the Second Stage of your Career Detailing more slanted towards the needs of the Navy. Command Opportunity Remains High Selection to CAPT Remains High Major Command (MC) Eligible for first look once selected for CAPT Three look process for MC Once selected, coordinate with PERS-42 to play the MC slate 16

17. NPC Website: �One-Stop Shop� for Promotion Board information Determine eligible officers Promotion Zones promulgated via NAVADMIN each December Lineal number and name of Senior In-Zone (SIZ), Junior In-Zone (JIZ) and Junior Eligible (Below Zone) for each rank and community Prior to each Board, the list of eligible officers is available at the website Once the Board is complete, approved and released Promotions promulgated via NAVADMIN Use precedence number and phasing plan guidance to determine when you will be promoted Monthly promotions authorized via NAVADMIN Promotion and Screening BoardsBoard Preparations 17 Show an OSR and PSR� describe this is what board sees.Show an OSR and PSR� describe this is what board sees.

18. Only you can provide information to Board All information must include endorsing cover letter from you Letters, FITREPS, awards, etc. For the LCDR (O-4) Board � Ensure your 31 January LT FITREP is faxed to the board if In-Zone (IZ) Check Electronic Service Record online via OMPF review on Bupers On-line. If in doubt, SEND IT TO THE BOARD via email to cscselectionboard@navy.mil NAVADMIN 103/07 � Requirement for Officer Photographs in Official Military Personnel File Promotion and Screening BoardsBoard Preparations 18 ONLY EXCEPTION IS PHOTOGRAPH WHICH WILL UPDATE YOUR PERMANENT RECORDONLY EXCEPTION IS PHOTOGRAPH WHICH WILL UPDATE YOUR PERMANENT RECORD

19. Verify FITREP continuity Check OSR/PSR View orders NEW: OMPF Promotion and Screening BoardsBUPERS Online 19

20. 20

21. Promotion and Screening BoardsBoard Preparations 21

22. Promotion and Screening BoardsRecord Corrections 22

23. 23

24. Categories Screened for DH assignment �Not cleared� for DH (Loss of Nuclear Quals/NOIP and CONSUBPAY eligibility) Promotion & Screening BoardsDH Screening Opportunity 24

25. Promotion & Screening BoardsO-4 Promotion Opportunity 25

26. Promotion & Screening Boards XO Screening Opportunity 26

27. 27 Promotion & Screening Boards O-5 Promotion Opportunity

28. 28

29. Specialty Career Path NAVADMIN 049/10 provides specifics Provides alternative career path leading to command. Supports demand for URL LCDR/CDR/CAPT expertise, and addresses projected control grade shortfalls 10 Career Paths � Can apply for Two Operations Analysis Financial Management Operational Planner Anti-Submarine Warfare Anti-Terrorism/Force Protection Mine Warfare Shore Installation Management Missile Defense Education/Training Management Strategic Sealift Enter SCP after final look for XO Remain 1120, but will be assigned SCP AQD 29

30. 30

31. Promotion & Screening Boards O-6 Promotion Opportunity 31

32. On average 3-4 COSS officers are called-up per year Many post-deputy Command tours available NSSC (5) DSU FBM Test Unit Yorktown Torpedo Facility NRD (1 or 2) NSSF NLON SUBTRAFAC NORFOLK SLC DET SAN DIEGO 32

33. 33 Note: on orders to IA/GSA or serving IA/GSA � 19 IA / 27 GSA (1105) Currently on IA/GSA - 4 CAPT, 4 CDR, 9 LCDR, 28 LT, 1 LTJG Note: on orders to IA/GSA or serving IA/GSA � 19 IA / 27 GSA (1105) Currently on IA/GSA - 4 CAPT, 4 CDR, 9 LCDR, 28 LT, 1 LTJG

34. 32 quotas at Naval Post Graduate School (NPS) USNA Grad Ed and Teaching (GE-T) 3 USNA Company Officer Billets Scholarship and Fellowship Programs MIT Woods Hole, Olmstead, Legislative Fellows, etc. War College (Navy, Air Force, Army, Marine Corps, ICAF, NDU) Navy now allowing upwardly mobile LTs to attend Good option for overseas follow-on due to proximity to SOAC 71 1120 Officers Billeted at NROTC Units Prototype �Third Year� Option Last year dedicated to getting a Masters Tuition Assistance available to all officers Covers tuition/fees up to $250/credit hour not to exceed $750/course up to 16 credit hours a semester. NAVADMIN 245/10 � quarterly cap on TA allotments � first come first serve. 34 Currently there are 71 1120 JO�s at NROTC Units teachingCurrently there are 71 1120 JO�s at NROTC Units teaching

35. Graduate EducationGEV Program Eligibility URL O-3 to O-5 with no previous masters degree Shore duty assignment supports time available Sustained superior performer Covers up to $20K/year for TWO years used for �Navy Relevant� off-duty Masters Degree OBLISERVE � �Pay-Back for Education� 3 months OBLISERVE for every 1 month of GEV received Max OBLISERVE is 3 Years Request GEV quota by formal letter to PERS-42 via Commanding Officer (NAVADMIN 052/10) NPS must certify program as leading to a subspecialty 35 Description: Front running, community selected 0-3 to 0-5 chosen based on performance and career timing to receive full tuition ($20K/year cap) to obtain a Navy relevant degree during off-duty time. First slate - Summer 1999, First Quotas Available - October 1999Description: Front running, community selected 0-3 to 0-5 chosen based on performance and career timing to receive full tuition ($20K/year cap) to obtain a Navy relevant degree during off-duty time. First slate - Summer 1999, First Quotas Available - October 1999

36. Wharton School MBA Tuition and fees can use TA, but actual costs exceed entitlement Wharton EMBA program, option for DC Shore Duty Program not Navy sponsored, must coordinate with local command Old Dominion University 12 credit hours towards Engineering Management Masters Degree Catholic University - Washington D.C. 12 credit hours toward required 30 credits for Engineering Management Masters Degree NPS Masters in Engineering Science � No Cost NPS Distance Learning EMBA Program � No Cost Offered in Norfolk, San Diego, and Washington D.C. 36

37. Graduate Education Post-9/11 GI Bill Eligibility 36 months past initial obligation for full benefits Benefits Payment indexed to full tuition ~$1200/month stipend Up to $1000/year Books and Fees Transfer of benefits to spouse or child Served at least 6 years and agree to serve at least 4 more (or until retirement eligible)�may transfer unused entitlement to a dependent Does not impact Nuclear Officer Incentive Pay (NOIP) Full details available at www.gibill.va.gov 37 USNA and NROTC graduates: Must complete 5 Years MSR, then can sign up for transferability. Spouse cannot receive full benefits until 8 years of service (3 yrs after MSR). At nine years full benefits are earned. USNA and NROTC graduates: Must complete 5 Years MSR, then can sign up for transferability. Spouse cannot receive full benefits until 8 years of service (3 yrs after MSR). At nine years full benefits are earned.

38. Pay and Bonuses Nuclear Officer Incentive Pay NOIP Changes Extended COPAY eligibility from 26 YCS to 30 YCS Bonus increase to $30,000 $22,000 AIB for O6s Allow longer term (6/7 year) COPAY contracts Follow-on initiatives SUBPAY increase 38 SSIP NAVADMIN 293/10 DUE TO OUR POSITIVE CURRENT RETENTION LEVELS AND AFTER ANALYZING SSIP PERFORMANCE OVER THE LAST SEVEN YEARS, THE SSIP PROGRAM IS BEING ADJUSTED. THE INTENT OF THIS ADJUSTMENT IS TO INCREASE THE EFFECTIVENESS OF SSIP IN RETAINING SUBMARINE SUPPORT OFFICERS AT CERTAIN KEY CAREER MILESTONES. SSIP ELIGIBILITY CRITERIA: A. OFFICERS APPLYING MUST BE ON ACTIVE DUTY AND ENTITLED TO RECEIVE BASIC PAY. B. HAVE COMPLETED AT LEAST 20 YEARS OF ACTIVE SERVICE (INCLUDING PREVIOUS ENLISTED SERVICE). C. WILL NOT HAVE COMPLETED MORE THAN 25 YEARS OF COMMISSIONED SERVICE BY THE END OF THE TERM OF THE CONTRACT. D. PREVIOUSLY NUCLEAR TRAINED AS AN OFFICER AND POSSESSING THE 1120 DESIGNATOR. E. CURRENTLY SERVING IN PAYGRADES O-5 OR O-6 (NOT ELIGIBLE UNTIL DATE OF PROMOTION TO O-5). F. SCREENED FOR COMMANDING OFFICER SUBMARINE SUPPORT (COSS). G. NO PENDING OR APPROVED RESIGNATION REQUESTS, LATERAL TRANSFER REQUESTS, OR APPLICATIONS TO PROGRAMS WHICH WILL RESULT IN A CHANGE OF DESIGNATOR, SUCH AS THE PERMANENT MILITARY PROFESSOR (PMP) PROGRAM. H. MEDICALLY QUALIFIED FOR ASSIGNMENT TO SUBMARINE COMMUNITY COGNIZANT BILLETS (1120 AND 1000/1050 CODED) WORLDWIDE. I. NO INVESTIGATIONS, PUNITIVE ADMINISTRATIVE ACTIONS, DETACHMENT FOR CAUSE PROCEEDINGS OR LEGAL ACTIONS IN PROGRESS OR COMPLETED. J. NOT CURRENTLY QUALIFIED FOR THE SUPERVISION, OPERATION, OR MAINTENANCE OF NUCLEAR PROPULSION PLANTS (I.E. DOES NOT HOLD NUCLEAR AQDS AND IS NOT ELIGIBLE FOR NUCLEAR OFFICER INCENTIVE PAY). K. OFFICERS WHO HAVE LOST NUCLEAR ADDITIONAL QUALIFICATION DESIGNATORS DUE TO REFUSAL OF ANY NUCLEAR ASSIGNMENT (INCLUDING SUBMARINE COMMANDING OFFICER) ARE NOT ELIGIBLE. L. NOT CURRENTLY UNDER ANY EDUCATION OR TRAINING ASSOCIATED SERVICE OBLIGATION. OFFICERS WITHIN ONE YEAR OF COMPLETION OF AN EXISTING OBLIGATION MAY APPLY FOR SSIP TO BEGIN AT THE END OF THEIR CURRENT OBLIGATION. SSIP NAVADMIN 293/10 DUE TO OUR POSITIVE CURRENT RETENTION LEVELS AND AFTER ANALYZING SSIP PERFORMANCE OVER THE LAST SEVEN YEARS, THE SSIP PROGRAM IS BEING ADJUSTED. THE INTENT OF THIS ADJUSTMENT IS TO INCREASE THE EFFECTIVENESS OF SSIP IN RETAINING SUBMARINE SUPPORT OFFICERS AT CERTAIN KEY CAREER MILESTONES. SSIP ELIGIBILITY CRITERIA: A. OFFICERS APPLYING MUST BE ON ACTIVE DUTY AND ENTITLED TO RECEIVE BASIC PAY. B. HAVE COMPLETED AT LEAST 20 YEARS OF ACTIVE SERVICE (INCLUDING PREVIOUS ENLISTED SERVICE). C. WILL NOT HAVE COMPLETED MORE THAN 25 YEARS OF COMMISSIONED SERVICE BY THE END OF THE TERM OF THE CONTRACT. D. PREVIOUSLY NUCLEAR TRAINED AS AN OFFICER AND POSSESSING THE 1120 DESIGNATOR. E. CURRENTLY SERVING IN PAYGRADES O-5 OR O-6 (NOT ELIGIBLE UNTIL DATE OF PROMOTION TO O-5). F. SCREENED FOR COMMANDING OFFICER SUBMARINE SUPPORT (COSS). G. NO PENDING OR APPROVED RESIGNATION REQUESTS, LATERAL TRANSFER REQUESTS, OR APPLICATIONS TO PROGRAMS WHICH WILL RESULT IN A CHANGE OF DESIGNATOR, SUCH AS THE PERMANENT MILITARY PROFESSOR (PMP) PROGRAM. H. MEDICALLY QUALIFIED FOR ASSIGNMENT TO SUBMARINE COMMUNITY COGNIZANT BILLETS (1120 AND 1000/1050 CODED) WORLDWIDE. I. NO INVESTIGATIONS, PUNITIVE ADMINISTRATIVE ACTIONS, DETACHMENT FOR CAUSE PROCEEDINGS OR LEGAL ACTIONS IN PROGRESS OR COMPLETED. J. NOT CURRENTLY QUALIFIED FOR THE SUPERVISION, OPERATION, OR MAINTENANCE OF NUCLEAR PROPULSION PLANTS (I.E. DOES NOT HOLD NUCLEAR AQDS AND IS NOT ELIGIBLE FOR NUCLEAR OFFICER INCENTIVE PAY). K. OFFICERS WHO HAVE LOST NUCLEAR ADDITIONAL QUALIFICATION DESIGNATORS DUE TO REFUSAL OF ANY NUCLEAR ASSIGNMENT (INCLUDING SUBMARINE COMMANDING OFFICER) ARE NOT ELIGIBLE. L. NOT CURRENTLY UNDER ANY EDUCATION OR TRAINING ASSOCIATED SERVICE OBLIGATION. OFFICERS WITHIN ONE YEAR OF COMPLETION OF AN EXISTING OBLIGATION MAY APPLY FOR SSIP TO BEGIN AT THE END OF THEIR CURRENT OBLIGATION.

39. Pay and Bonuses 2011 Compensation 39 Slide updated by LT Douglas Keel (N133C3) MAR 2011 Utilized BOL Navy Pay Calculator Tax advantage = (Allowances)*(Applicable tax rate)Slide updated by LT Douglas Keel (N133C3) MAR 2011 Utilized BOL Navy Pay Calculator Tax advantage = (Allowances)*(Applicable tax rate)

40. 40 Slide updated by LT Doug Keel (N133C3) MAR2011 Utilized Office of Secretary of Defense military retirement calculatorSlide updated by LT Doug Keel (N133C3) MAR2011 Utilized Office of Secretary of Defense military retirement calculator

41. Pay and Bonuses 30 Year Cumulative Incentive Pay 41 Slide updated by LCDR Brent Spillner (N133C1) AUG 10 - Expected to change in Dec 10 as ACCP/ACIP are likely to be significantly reduced for FY12 and beyondSlide updated by LCDR Brent Spillner (N133C1) AUG 10 - Expected to change in Dec 10 as ACCP/ACIP are likely to be significantly reduced for FY12 and beyond

42. Current EventsWhat�s New? Promotion Zones and Promotion Phasing FY12 LCDR, CDR, CAPT zones smaller than historical FY11 promotion phasing plan shift from 5% / month to 3% / month 67% promote final month of FY. Expect this phasing plan to continue Command Qualifications Complete prior to detaching from the DH tour JPME Phase I Required to be complete prior to assuming Command. Must complete prior to beginning the PCO pipeline Shift to Two Look DH Screening Process YG05 completed second look process YG06 completed first look All DH Screening Boards will occur in May at 5YCS and 6YCS 42

43. Current EventsWhat�s New? �Big� Navy is overmanned by some metrics Special pays and bonuses continue to be reduced Resignation/retirement withdrawals difficult �Force Shaping� in progress Navy is undermanned by other metrics Significant delta between officers and billets Submarine Force manning DH tour length remains 32 months Prototype Delays Graduate Education Voucher Program 30 Quotas for Submarine Force Funded Policy Implementation for Women on Submarines Stay plugged in at www.npc.navy.mil; http://www.facebook.com/pers42; http://twitter.com/PERS421C; http://twitter.com/PERS421A 43 Resig letter is hard to pull. It is not a negotiating toolResig letter is hard to pull. It is not a negotiating tool

44. Current EventsWomen In Submarines First group of female Submariners 18 female 1170s at Nuclear Power School and Prototype From USNA, NROTC, and SWO(N) Lateral Transfers 8 female Supply Corps officers Complete pipeline and join the Fleet in NOV 2011 8 SSBN/SSGN crews KBAY: USS WYOMING (SSBN 742), USS GEORGIA (SSGN 729) BANGOR: USS MAINE (SSBN 741), USS OHIO (SSGN 726) Two female 1170s and one Supply Officer per crew initially Steady state � two or three female 1120/1170s per crew Female Supply Corps officers as inventory allows Plan for the future Will steadily expand the number of gender-integrated crews Navy is studying the feasibility of integrating SSNs and/or enlisted submariners; either would require shipboard modifications 44

45. STAY UP TO DATEPERS 42 Website School Schedules (Pipelines, SOAC, PXO, PCO) Engineer�s Exam (PNEO) Schedules DO Slate Graduate Education Information Nuclear Officer Incentive Pay (NOIP) program status and frequently asked questions Information on Pay Initiatives Latest Detailing Port visit and Screening Board Schedules www.npc.navy.mil Search on Officer Detailing and PERS-42 45