UNCLASSIFIED ROUTINE R 131510Z AUG 18 FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 196/18 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/AUG// SUBJ/RATING MODERNIZATION PROGRESS UPDATE// REF/A/DOC/CNO/1JAN16// REF/B/MSG/CNO WASHINGTON DC/211200ZDEC16// REF/C/MSG/CNO WASHINGTON DC/131828ZJUL17// REF/D/MSG/CNO WASHINGTON DC/161827ZAUG17// REF/E/MSG/CNO WASHINGTON DC/041505ZAPR18// REF/F/MSG/CNO WASHINGTON DC/141446ZJUN18// NARR/REF A IS CHIEF OF NAVAL OPERATIONS DESIGN FOR MAINTAINING MARITIME SUPERIORITY. REF B IS NAVADMIN 283/16, NAVY RATING MODERNIZATION NEXT STEPS. REF C IS NAVADMIN 174/17, REVISED NAVY ENLISTED CLASSIFICATION CODE CONSTRUCT. REF D IS NAVADMIN 200/17, COMMANDING OFFICER AUTHORITY TO REINSTATE UP TO E4 RANK AND ELIMINATION OF E4 ADVANCEMENT EXAMS FOR 20 RATINGS WITH ACCELERATED ADVANCEMENT. REF E IS NAVADMIN 085/18, PROFESSIONAL MILITARY KNOWLEDGE ELIGIBILITY EXAM (PMK-EE). REF F IS NAVADMIN 144/18, ANNOUNCEMENT OF PILOT PROGRAM FOR THE FY-19 ENLISTED ADVANCEMENT- TO- VACANCY SELECTION BOARD.// RMKS/1. This NAVADMIN provides an update and way ahead on the four rating modernization (RM) lines of effort (LOE): career fields, marketplace force management, advancement process, and credentialing. 2. RM supports Sailor 2025 initiatives addressed in references (a) and (b) with the goals of redefining career fields, improving talent management and the detailing process, offering more career choices, and expanding professional development opportunities. These initiatives are intended to increase Fleet readiness, sustainability, and fit. The details provided below highlight the ongoing progress in each of the four RM LOEs: a. Career fields. (1) Progress made: As announced in reference (c), the alignment of ratings into 23 career fields and 12 broad communities has provided a foundation for future development of more flexible career paths and the detailing marketplace. RM enabled by Ready Relevant Learning is a key component of Sailor 2025. As we transfer to Block Learning, the Navy has revised the Navy Enlisted Classification (NEC) construct that organizes NEC codes according to their career fields. In October 2017, March 2018, and June 2018 three groups of over 850 NEC codes were successfully converted, thereby completing the transition to the new Navy NEC construct. (2) Way ahead: By the end of 2018, the RM working group will complete the commonality matrix, a tool that will provide a robust capability to analyze similarities across ratings, skill sets, training curricula, credentials, and other relevant factors. This capability will help both Sailors and Navy leadership identify opportunities for improving the transparency, flexibility, and sustainability of enlisted career paths. More information about the revised NEC construct and communities and career fields can be viewed at http://www.public.navy.mil/bupers- npc/reference/nec/Pages/default.aspx. b. Marketplace force management. (1) Progress made: Based upon the urgent requirement to update and modernize our current personnel systems, methodologies to facilitate expanded career fields were developed, which will help transform enlisted force community and career management in the future. The new marketplace will better balance needs of the Navy with the desires of the Sailor. Several pilot efforts focused on comparing rating skill sets, training requirements and billet availability were conducted in 2017. These pilots compared Yeoman/Personnel Specialist and Damage Controlman/Hull Maintenance Technician to determine viability and the appropriate inputs and possible components for building a future marketplace. (2) Way ahead: A new *Navy Detailing Marketplace* is under development, establishing the foundational elements of an automated personnel management system that will tie Sailor enlistment directly to negotiating for a billet, allowing Sailors to reenlist or extend for that billet assignment. The marketplace will be a single system that will leverage our new NEC construct to better represent qualifications, skills, experience, performance, and proficiency in the form of a resume of the Sailor. Sailor resume will be available in the future under *My Record* on MyNavyPortal(MNP). Starting in Fiscal Year 2019, Sailors will be able to view all advertised billets they qualify for and then submit a resume that includes: ASVAB scores, security clearance status, worldwide deployability, qualifications, evaluations, NECs earned, education degrees, and training certifications. This resume will provide the ability to better match Sailors to billets, better information for both detailers and commands, who can then make sound, agile and transparent decisions. U.S. Fleet Forces (USFF) Command is leading a sub-working group that will incorporate a fifth and sixth alpha numeric digit to the new NEC construct outlined in reference (c), to capture Sailor proficiency, performance, and experience in their rating and associated NECs. This work will improve billet descriptions and improve Sailor matching to billets. Some key concepts being explored in the marketplace include the ability to compare billets side-by-side, which will provide timely information to Sailors while they are considering their options for billets. Representatives from Navy Personnel Command, USFF, and the Bureau of Naval Personnel are working collaboratively to conduct a Marketplace Detailing war game for the rating of Aerographers Mate (AG) in the Fall of 2018. This war game will engage more than 70 Sailors in a real world setting. The simulated exercise will use actual billets and Sailors to study the Marketplace concepts and make improvements as necessary. The intended outcome is a detailing process which is easier to understand, transparent and gives Sailors more control in the assignment decision process by displaying more billet options and providing incentives for selecting high-priority billets which meet the operational priority of the Fleet. Examples of incentives under consideration include multiple tour details, incentive pay, advance-to-vacancy billets and educational opportunities. One example of multiple tours bundled into a single detailing transaction could be a guaranteed sea duty assignment in the same geographic area following a shore duty assignment, specifically in fleet concentration areas such as Lemoore and other similar type locations. Integrating these detailing incentives through the Marketplace platform will provide opportunities for geo-stability to Sailors and their family while meeting the priorities of the Fleet. Additionally, the functional marketplace will be used by Sailors to transition between the Active and Reserve Components and to apply for rating conversions. Sailors with training and special skills will have a more agile conversion process that leverages the Sailor resume and Marketplace Detailing data to inform them of where their skills best fit in the Navy. The same tools will enable detailers to better harness those unique skill sets possessed by certain Sailors to fill critical jobs. A conceptual Marketplace Detailing wireframe demo can be seen at http://detailing- marketplace.s3.amazonaws.com/search.htm. c. Advancement process. (1) Progress made: As outlined in reference (d), we have revised policy to eliminate rating exams for 20 E4 auto-advanced ratings. Commands will have the ability to reinstate an E3 Sailor to E4 who had been awarded NJP, after a minimum 6 month waiting period. Late in 2017, we completed the first phase of the Advancement Exam Readiness Review (AERR) testing bank improvement plan that leverages the highly talented senior enlisted leaders selected by their Type Commands to create advancement exam questions that match current and relevant rating specific technical requirements with the hands-on, real- world knowledge and experience needed in the Fleet. (2) Way ahead: As a part of Sailor 2025 we are continuing to modernize enlisted advancements through several new initiatives to include the Professional Military Knowledge Eligibility Exam (PMK-EE) outlined in reference (e), the online Enlisted Advancement Worksheet (EAW), and the Senior Enlisted Advancement to Vacancy (A2V) Selection Board outlined in reference (f). The establishment of the PMK-EE focuses the Navy Wide Advancement Exam (NWAE) on occupational knowledge and will serve as an eligibility requirement for advancement to paygrades E4/5/6/7. PMK-EE will be delivered electronically, and will be available via the MyNavyPortal (MNP) website beginning in October 2018. The online EAW will automate the manual advancement processes and enable Sailors to review their worksheets before the exam and take charge of their advancement records. An EAW pilot, available through the Navy Standard Integrated Personnel System (NSIPS), will be implemented with the Active Duty and Reserve spring 2019 advancement cycles. These two steps will help us learn as we continue to work toward tailored advancement exams, delivered electronically to all. The A2V pilot will fill senior chief petty officer and master chief petty officer priority billets using a spot advancement incentive and will lead Enlisted advancement modernization for exceptional Sailors in all paygrades with critical NECs in the future. Tools like A2V will make important incentives available in the Marketplace Detailing. The ultimate goal of the Navy, is to promote the right Sailor with the right skill in the right place at the right time. d. Credentialing. (1) Progress made: Navy Credentialing Opportunities On-Line (COOL) currently funds over 2,700 certificates/licenses with opportunities for Sailors in every rating. Navy COOL recently reduced the minimum service remaining on a Sailors enlistment contract requirement to earn credentials from 12 to 6 months, and expanded the opportunity for Sailors to earn credentials mapped to an academic degree or technical education certificate. In addition, we have significantly improved opportunities for Sailors to maximize their Navy training and qualifications toward attainment of U.S. Coast Guard (USCG) licenses, to include funding the Transportation Worker Identification Card. These opportunities are highlighted in a dedicated *USCG National Maritime Center (NMC) Credentialing* tab for ratings with applicable USCG license alignment on the Navy COOL website. (2) Way ahead: Sailors will be able to convert their military training records, billet assignment history, and other credentialing data to a compatible civilian resume by the end of fiscal year 2019. Using those standardized data, Sailors can easily research information on civilian and federal occupations mapped to their ratings at https://www.cool.navy.mil/usn or via the Navy COOL app available on the Google Play store or iTunes. 3. Representatives from across the Navy, at all levels, are contributing to the efforts in each of the four RM LOE working groups. We are committed to ensuring that Fleet and Sailor input is incorporated into all RM efforts. As a reminder, Fleet representatives are welcome to participate in the working groups. Feedback or ideas can also be forwarded to USNPeople.fct(at)navy.mil. 4. Other opportunities to learn more about RM include: Fleet Engagement Team site visits, Career Development Symposiums, Navy COOL Fleet briefs, and direct contact with the Enlisted Plans and Policy Branch (OPNAV N132) RM team. 5. Points of contact: a. For general RM questions contact CAPT Angela Katson, Branch Head OPNAV N132, (703) 604-5024/DSN 664, or via email at angela.katson(at)navy.mil b. For information on RM development, updates, and participation, or to join the discussions on RM subjects that are of interest to you, visit the N1 RM Working Group SharePoint page at https://mpte.navy.deps.mil/sites/opnav- n1/rmwg/SitePages/Home.aspx. c. For access questions or comments contact LCDR Barry Lu, RM Project Manager OPNAV N132, (703) 604-5440, or via email at barry.lu(at)navy.mil. 6. Released by Vice Admiral R. P. Burke, N1.// BT #0001 NNNN UNCLASSIFIED//