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DETAILING MARKETPLACE ASSIGNMENT POLICY PHASE I UPDATE

By Tony June 1, 2022 in Navy Relocation Assistance, Detailing, PCS Orders & Assignments

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ROUTINE R 011634Z JUN 22 MID200001761825U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS   NAVADMIN 127/22   PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/ CNO WASHINGTON DC/N1/JUN//

SUBJ/DETAILING MARKETPLACE ASSIGNMENT POLICY PHASE I UPDATE//

REF/A/ MSG / CNO WASHINGTON DC/091538ZDEC21// REF/B/ MSG / CNO WASHINGTON DC/230112ZAUG08// REF/C/ MSG / CNO WASHINGTON DC/022009ZDEC19//

NARR/REF A IS NAVADMIN 280/21, DETAILING MARKETPLACE ASSIGNMENT POLICY  (DMAP).    REF B IS NAVADMIN 234/08, SEA SHORE FLOW ENLISTED CAREER PATHS.    REF C IS NAVADMIN 274/19, SEA SHORE FLOW ENLISTED CAREER PATHS UPDATE.

RMKS/1.  This NAVADMIN provides additional details and guidance regarding  Detailing Marketplace Assignment Policy (DMAP) to ensure more Sailors and  commands can benefit.     a.  In addition to afloat commands benefitting from experienced and  motivated Sailors staying at sea, DMAP plank owners selected in the recent  inaugural MyNavy Assignment (MNA) cycle will:         (1) Receive an increase in pay through advancement from E4 to E5, if  not already E5.         (2) Collect a monthly monetary incentive, Detailing Marketplace  Incentive Pay (DMIP), in addition to collecting sea pay and sea pay premium.         (3) Remain in the same homeport on the ship or squadron where they  trained as an Apprentice Sailor if selected for Command Advance to Position  (CA2P).         (4) Earn an advantage in MNA for a follow-on shore tour assignment  after completing their journeyman (E5) sea tour.     b.  Sailors within the DMAP Phase I ratings (ABF, ABH, CS and GSM) should anticipate maximum flexibility in determining who meets the  requirements of reference (a) and minimum friction in accepting a DMAP plus- three sea tour.  The MyNavy HR team will interpret every requirement within  all DMAP policy guidance to ensure the greatest possible participation.

2.  Projected Rotation Date (PRD) Adjustments.  Effective immediately,  Enlisted Distribution Division (PERS-40) will adjust PRDs to a 48-month tour  for all E5 and E5 eligible Sailors within the DMAP Phase I ratings who are  serving in their initial Continental United States (CONUS) sea tour.  This  replaces paragraph

4.f of reference (a) and alleviates the administrative burden on activities  by no longer requiring submission of Electronic Personnel Action Request  (NAVPERS 1306/7) for DMAP Sailors.

3.  PRD Assignments for New Accession Sailors.  Effective immediately, all  CONUS sea duty accession orders for Sailors in the DMAP Phase I ratings will  be written for an initial 48-month sea tour.  Sailors who do not qualify for  a journeyman (E5) sea tour after serving 3 years on their first sea tour will  have their PRDs adjusted to align with their soft end of active obligated  service. This replaces paragraph 4.b in reference (a) and aligns with the DMAP four- plus-three construct.

4.  CA2P.  To nominate a Sailor for CA2P, activities must submit a member  realignment request (MRR) in MNA prior to or within the first 3 weeks of the next MNA cycle (i.e., prior to the end of the upcoming MNA  scrub phase).  PERS-40 will validate that the activity has a current or  projected E5 funded billet vacancy and then Sailors will be ranked based on  their most recent E5 examination final multiple score.  If DMAP quotas are  available (see paragraph 6), Sailors will:     a.  Be approved for CA2P.     b.  Be realigned to a valid E5 billet.     c.  Have their PRD extended for a 3 year journeyman (E5) tour or a 7 year  total initial sea tour (whichever is later).     d.  Be frocked to E5 upon completion of agreement to obligate additional  service as described above.     e.  Be advanced to E5 upon completion of required training and placement  into a valid E5 billet.         (1) Commands can frock Sailors to E5 as soon as CA2P approval is  received and the Sailor has obligated service through their extended PRD,  either through reenlistment or extension of enlistment.         (2) Sailors will advance to E5 and begin receiving E5 pay upon  filling the E5 billet and will receive DMIP for the last three years on sea  duty.  Transaction support centers will effect advancement to E5 upon  receiving the required key supporting documents.         (3) Instructions on how to submit an MRR, as well as a general list  of eligibility requirements, can be found on the Detailing Marketplace  webpage of the MyNavy HR website at: https://www.mynavyhr.navy.mil/Career-Management/Detailing/Enlisted/Detailing- Marketplace/.         (4) The full MNA schedule is available on the detailing marketplace  webpage listed above.  The first 3 weeks of the upcoming MNA cycles (i.e.,  the scrub phase) are provided below:             6 - 24 June 2022             8 - 28 August 2022             3 - 21 October 2022             5 - 22 December 2022         (5) MNA does not allow activities to submit an MRR for Sailors who  are within their order negotiation window (i.e., within 12 months of their PRD).  When operational requirements or PRD adjustments  described in paragraph 2 above prevent MRR submissions prior to the order  negotiation window, activities can submit CA2P nominations via email to  DMAP.fct(at)navy.mil.  If the request is approved, actions will be executed  in alignment with paragraph 4.

5.  Sailors on Second Sea Tour.  E5 eligible Sailors (i.e., E4 Sailors who  have passed the most recent E5 Navy wide advancement exam) and E5 Sailors in a DMAP Phase I rating who are on their second sea  tour are eligible for DMAP incentives in return for a 3 year extension to the  prescribed sea tour length listed in references (b) and (c).  This provides  additional advancement opportunities to E5 eligible Sailors prior to hitting  E4 high year tenure.  It also provides additional geographic stability  options for Sailors desiring to remain in their current homeport.  This is an  expansion of eligibility described in paragraphs 1 and 4 of reference (a).

6.  DMAP Quotas.  The number of DMAP quotas available (i.e., the number of  Sailors that can be on a plus-three sea tour) for each Phase I rating depends  on the number of sea and shore duty billets the rating needs to fill.  DMAP  intends to fill sea duty billets that would remain unmanned under sea shore  flow (SSF).  MyNavy HR intends to phase in the number of Sailors on a plus- three journeyman (E5) sea tour across several years to ensure a smooth transition from SSF to  DMAP, provide opportunity fairness and avoid a large movement of Sailors from  sea to shore at the end of their plus-three journeyman (E5) sea tour.

7.  Additional Considerations.  DMAP represents a major paradigm shift in how  the Navy mans the Fleet.  As such, MyNavy HR intends to collect data and  feedback to help inform future adjustments to DMAP. Sailor and command flexibility and feedback remain key enablers to ensuring  success.  To that end, the following considerations are provided:     a.  Tour Extensions.  The transition from SSF to DMAP may require PERS-40  to extend Sailors in their current shore duty assignment to ensure proper  manning of critical shore activities and to maximize the alignment between  Sailor and billet rating and paygrade.     b.  C-School Quota Management.  DMAP Sailors approved for CA2P or A2P who  require training prior to filling a journeyman (E5) sea duty billet will be  given priority placement in the appropriate C- school to the maximum extent  practicable.     c.  Pulse Surveys.  MyNavy HR intends to send pulse surveys to DMAP Phase  I Sailors who negotiated for orders after each MNA cycle. This gives Sailors the opportunity to provide direct feedback that will be  used in future policy development.     d.  Command Triad Feedback.  Command triads are encouraged to provide  feedback, lessons learned and suggested improvements through their immediate  superior in command and type commanders.

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,  Advance to Position and CA2P, contact MyNavy Career Center contact center at  833-330-MNCC (6622) or askmncc(at)navy.mil.     c.  For DMAP questions, contact the MyNavy HR DMAP team at  DMAP.fct(at)navy.mil.

9.  This message will remain in effect until superseded or canceled.

10.  Released by Vice Admiral John B. Nowell, Jr, N1.//

BT #0001 NNNN  UNCLASSIFIED//  

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Negotiate Early for Orders via CMS/ID

By Mass Communication Specialist 3rd Class Andrea Perez, Navy Personnel Command Public Affairs

MILLINGTON, Tenn. (NNS) — Sailors must be proactive and negotiate early for permanent change of station (PCS) orders online through Career Management System Interactive Detailing (CMS/ID), Navy Personnel Command (NPC) officials said Feb. 28.

“CMS/ID is a web-based tool that enables enlisted Sailors to research and apply for jobs and communicate their career goals to career counselors and detailers,” said Rear Adm. Michael White, NPC assistant commander for Career Management. “Prospective commands can review and comment on Sailor applications, and detailers can review applications and make selections.”

Sailors can log into CMS/ID with their common access card via Navy Knowledge Online at www.nko.navy.mil or visit the CMS/ID website at https://www.cmsid.navy.mil/jass/Index.action .

Per NAVADMIN 249/09, Sailors must have Perform to Serve (PTS) approval before negotiating orders through CMS/ID. Therefore, a Sailor’s PTS application at the 15 to 12 month point prior to their projected rotation date (PRD) is key to getting a timely PTS quota and being able to apply for jobs in CMS/ID.

The detailing window is nine-to-seven months before a Sailor’s PRD. This allows for a three-month window to negotiate for orders before a Sailor is considered to be eligible for an involuntary “needs of the Navy” assignment.

CMS/ID uses color coding to identify jobs. The majority or jobs are displayed in the green zone and are considered open requisitions. Immediate requisitions – the most critical fills that could directly degrade mission capability if unfilled – are displayed in the red zone.

All red zone billets will be filled each cycle and any Sailor in the negotiating window is considered eligible for assignment to a red zone requisition.

Detailers will identify Sailors for assignment to critical red zone requirements using the priorities below in the following order.

* Volunteers.

* Sailors available for immediate assignment. Generally, these are Sailors returning to full duty from limited duty, or Sailors whose current assignment has been curtailed for some reason.

* Sailors who are unassigned and within the “needs of the navy” window.

* Sailors within nine months of their PRD. These Sailors will be further categorized by PRD month, starting with those who have been in their negotiation window the longest. Involuntary assignments of Sailors from within this category will be made only with detailer director approval.

CMS/ID has six phases each month; the requisition load phase where available billets are uploaded into the system; a requisition scrub phase where Navy officials validate uploaded billets; an application phase where Sailors in their orders-negotiation window can review and apply for advertised assignments; a command comments phase where commands may review, rank and comment on applications to advertised billets at their command; a detailer selection phase where detailers match applicants to jobs; and a system maintenance phase.

Sailors may log into CMS/ID anytime after the detailer selection phase to see if they have been selected for orders.

“We encourage all users to update their contact information on their User Profile, accessible from the Home menu. This provides the detailer a method to contact a Sailor in case they have a question about the application or need more information,” said White. “In some cases it can mean the difference between a Sailor receiving the orders they applied for or not.”

Some factors a detailer must weigh when matching Sailors to jobs include the Sailors desires, qualifications, career progression and cost to the Navy.

White recommends Sailors nearing their orders negotiation window speak with their chain of command and career counselor to discuss sea/shore flow and career enhancing billets before applying in CMS/ID.

Sailors can learn more about CMS/ID from their command career counselor or at Navy Personnel Command’s CMS/ID Web page at www.npc.navy.mil/enlisted/cmsid/Pages/default2.aspx.

For more information, visit www.navy.mil, www.facebook.com/usnavy, or www.twitter.com/usnavy.

For more news from Navy Personnel Command, visit www.navy.mil/local/npc/.

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MyNavy Assignment Latest Release Brings More Transparency to Rate Conversion Applications

Millington, tennessee, united states, story by petty officer 2nd class jared catlett  , navy personnel command.

MILLINGTON, TENN. – Sailors interested in rate conversions may now see the availability of positions prior to applying. This is a new feature of the latest MyNavy Assignment (MNA) release, launched Dec. 3, 2021. Sailors can now determine their potential fit in a rate conversion depending on the available positions advertised in MNA for Sailor application. Previously Sailors had to apply without knowing the positions available, but they can now shop for positions and see the availability of both in-rate and out-of-rate jobs. Most conversion requests will be initiated, reviewed, and adjudicated within MNA. If quotas out of the Sailor’s current rate are not available, Sailors will not normally be able to submit conversion applications. Once signed into MNA homepage Sailors can access both their personal information and the “My Conversion Opportunities” page where the new capabilities can be found. It is important to note that job conversion opportunities are filtered based on a Sailor’s year group and personal information. Sailors should always verify that their year group and personal information are correct. Direct Conversion Requests are another option that allow Sailors outside their order negotiation window to apply for a job with a different rating. Enlisted Community Managers (ECMs) have the ability to set a “black out” time, also called a Direct Conversion Threshold, prior to a Sailor entering their order negotiation window. The Conversion Threshold prevents Sailors from making a Direct Conversion request in that time frame. For example, a six month “black out” period means that Sailors 18-13 months from their projected rotation date would be prohibited from making Direct Conversion Requests. Sailors inside their MNA negotiation window can request conversion by applying to a rating for which they qualify, assuming that both their current rating has Out-Quotas and the rating they are interested in converting to has In-Quotas. Out-Quotas are the number of Sailors allowed to convert out of a rating for a Sailor’s year group via a normal conversion application. If the Out-Quota is 0, the conversion request will normally be rejected. Out-Quotas are defined by rating, pay grade, year group, and service component. ECMs may also choose to define Out-Quotas by Naval Enlisted Classification (NEC). Sailors can navigate the “Conversion Ratings With In-Quotas” pane to see all available jobs in order of a Sailor’s level of qualifications, which is indicated by a Sailor’s Rating Identification Engine (RIDE)/Job Opportunities In the Navy (JOIN) score. General job searches can also be conducted by clicking the “In Opportunities Job Search” button which will then open a window that shows all convert-in available jobs. Sailors can filter and search jobs at will based on various criteria. By clicking a specific rating, Sailors can get more information on jobs available within a specific rating. Sailors complete a job search for a rating by clicking the Job Search button on the Rank pop-up. The pop-up will also display the RIDE/JOIN scores supplied by CWAY. It is extremely important that Sailors make sure that their CWAY information is up to date. Without up-to-date information, a Sailor’s RIDE/ JOIN scores will be incorrect. There is also a “Conversion Ratings with No Available Quotas” pane that Sailors may view and apply for ratings with no In-Quotas, but applications will likely be rejected. Sailors will be able to submit conversion applications during application phase. The next application phase begins Dec. 23, 2021. For more information regarding the MyNavy Assignment latest release please visit: https://www.mynavyhr.navy.mil/Career-Management/Detailing/MyNavy-Assignment/ https://www.mynavyhr.navy.mil/Career-Management/Career-Counseling/C-WAY/

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Navy Shakes Up Commanders' Merit Promotions

The Navy has made another change in its yearslong effort to improve how it promotes sailors, this time setting its sights on how commanders reward high-performing sailors with promotions.

In an administrative message released Monday , the Navy announced that it will now allow commanding officers to automatically advance sailors to the ranks of E-5 and E-6 if they have empty positions -- or billets -- at those ranks and if the sailors agree to extend their service.

The message also said that the Navy will start to phase out its old system of allowing commanders to promote sailors to those paygrades regardless of whether the ship had open billets. That system didn't come with extra service obligations for sailors.

Read Next: Pentagon Chief Extends Deployment of Aircraft Carrier, Ships in the Red Sea as Houthi Attacks Go On

Under the new program, which is being called "Command Advance to Position," commanding officers can nominate sailors who are promotion-eligible to step into a higher-ranking but vacant position in the command.

Traditionally, sailors advance by serving a minimum amount of time at their current rank, then taking an advancement exam offered twice a year. Those scores are then added to a complex formula that compares them against all other sailors in their job field to determine who will make the cut based on quotas set by the Navy.

This quota system sometimes leads to situations where high-achieving sailors struggle to advance because either their job field is small or there has not been enough movement in the upper ranks.

As a result, the Navy has allowed commanders to bypass this system on rare occasions with meritorious promotions.

Under this new version of the program, the advantage for sailors is the opportunity to serve at a higher rank, while the commands benefit by filling empty jobs, Lt. Meagan Morrison, a Navy spokeswoman, explained to Military.com on Monday.

The service would sometimes, in the past, send sailors to fill billets that were already being manned by those who had received meritorious promotions, causing a logjam. The new system should prevent that problem by ensuring the central office knows that commanders have filled more senior jobs with internal promotions.

According to the message released Monday, the new "Command Advance to Position" system is expected to replace the old system over the next two years.

This change is just the latest tweak the Navy's personnel office has made as officials continue to move the service to billet-based advancement .

Billet-based advancement aims to tie two previously separate aspects of a sailor's career -- promotion and new orders -- together. Officials have said that their main goals are to offer the service a benefit by getting higher-ranking sailors into matching jobs more quickly, while offering sailors more control and transparency over their careers.

However, the Navy has also used these changes to try and help fill the thousands of empty billets it has at sea by offering promotions as an incentive.

The latest change in this process was the Navy's move to make promotion to E-4 automatic after 30 months of service, ditching the old advancement exam.

Morrison told Military.com that they expect around 14,000 sailors to be promoted to E-4 this July when that program comes into effect.

Related: The Navy Is Making Promotion to E-4 Automatic After 30 Months of Service

Konstantin Toropin

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