Photo By Petty Officer 1st Class Amie Gonzales | USS Wasp Command Career Counselor, Petty Officer 1st Class Eddie Wilkinson (right)...... read more read more
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CARIBBEAN SEA —USS Wasp Sailors wake daily with a roadmap of the ship's schedule as explained in the Plan of the Day; but, what about a plan for their careers? Some Sailors are planning for five and some for 20 years, while some take it day-by-day.
Chief of Naval Personnel/Deputy Chief of Naval Operations (Total Force), Vice Adm. Mark Ferguson, released NAVADMIN 321/09 Nov. 2 summarizing the Navy's attainment of fiscal year 2010 retention objectives and outlining the retention environment and goals.
The Navy exceeded its retention goals set for FY-09. According to the NAVADMIN, strong command and deckplate leadership contributed to the Navy attaining 108 percent of its numeric reenlistment mission; 30,895 reenlistments compared to the original goal of 28,700. Attrition rates for FY-09 were also lower across all reenlistment zones when compared to 2007 and 2008 rates.
"I believe the higher reenlistment rate [in FY-09] was due partially to the economic crisis that's going on throughout the world. The job demand in the civilian sector is less, and the Navy provides a consistent paycheck and a stable environment for any Sailor," said Navy Counselor 1st Class Eddie Wilkinson, one of Wasp's career counselors. "[The Navy] became more about finding the best 'fit' Sailor, putting the right Sailor, in the right place, and in the right job. We've also started to become more controlled on what type of Sailor we keep and what kind of person we let into the Navy."
The NAVADMIN identifies likely factors that will shape the Navy's FY-10 retention efforts including changing economic factors, competition from civilian employment, overseas contingency operations, and the implementation of the Post 9/11 GI Bill.
"The Post 9/11 GI Bill is something everyone has been waiting on to be able to transfer that to family members or people listed in DEERS," said Wilkinson. "The biggest driving force for most of the junior Sailors, who may not have that many years in, is that they are going to have to give four years back via [Obligated Service] to use that benefit. That requirement will allow people to stay in the Navy, so in that aspect it's like a reenlistment incentive."
According to Ferguson, the Navy will continue to focus on sustaining a high performance force to meet future fleet and rating needs through Perform-to-Serve as well as Selective Reenlistment Bonuses and other incentive programs. He noted early separation and senior enlisted time-in-grade waiver policies will continue with limitations.
"We must continue to shape the force to achieve the best 'fit' of Sailors rank/rate/NEC in relation to our billet structure," said Ferguson. "Achieving 'fit' through retention means moving beyond the aggregate reenlistment rate goals listed [in the NAVADMIN] toward meeting retention requirements based on rating and length of service."
As an example, Ferguson explained how some ratings require a Zone 'A' reenlistment (first term) rate of more than 80 percent for community health; others can remain healthy with a 40 percent reenlistment rate.
"Command understanding of these individual goals is essential in influencing the desired reenlistment behavior for our most critical ratings," said Ferguson. "Timely qualification and designation of our Professional Apprenticeship Career Track Sailors in Fleet Ride is essential to achieving fit."
For Sailors wavering on what to do with their Navy career — whether to stay in or get out — Wilkinson recommends making an appointment with a career counselor to explore options.
"I tell everybody, as soon as you walk into the Navy you need to plan to stay in and a plan to get out. Whether you spend four, eight or 20 years in the military you always have to plan to do both," said Wilkinson. "Everybody's going to transition from the Navy at one time or another, so if you're working on your degrees, if you're working on your qualifications, if you're building your resume and basically working on things that help do both, then you'll be set up for success when it is time to transition."
To view the full NAVADMIN go to www.npc.navy.mil, or talk to your Command Career Counselor.
Wasp and the embarked Security Cooperation Marine Air Ground Task Force are working alongside Mayport-based Destroyer Squadron 40 during a three-month deployment to build and instill interoperability and cooperation between U.S. and partner nation naval forces through a variety of exercises as part of Southern Partnership Station.
| Date Taken: | 11.06.2009 |
| Date Posted: | 11.06.2009 18:53 |
| Story ID: | 41216 |
| Location: | USCENTCOM, AT SEA |
| Web Views: | 250 |
| Downloads: | 208 |
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