{"id":18355,"date":"2016-01-03T14:49:43","date_gmt":"2016-01-03T14:49:43","guid":{"rendered":"https:\/\/one.sightlinemg.com\/navytimes\/uncategorized\/2016\/01\/03\/navy-personnel-boss-eyes-big-changes-to-bonuses-advancement\/"},"modified":"2026-08-08T19:15:59","modified_gmt":"2026-08-08T19:15:59","slug":"navy-personnel-boss-eyes-big-changes-to-bonuses-advancement","status":"publish","type":"post","link":"https:\/\/one.sightlinemg.com\/navytimes\/news\/your-navy\/2016\/01\/03\/navy-personnel-boss-eyes-big-changes-to-bonuses-advancement\/","title":{"rendered":"Navy personnel boss eyes big changes to bonuses, advancement"},"content":{"rendered":"\n
He’s filled thousands of open fleet jobs, ushered in new long-deployment pay, and eased body fat standards.<\/p>\n\n\n\n
Now the Navy’s personnel boss is targeting big changes to petty officer advancement and\u00a0your bonuses with an aim of retaining the best talent as the serviceNavy<\/span> adopts the new retirement system in two years.\u00a0and giving skippers even more\u00a0Thirty months into the job, Vice Adm. Bill Moran, the Navy\u2019s top uniformed personnel officer is just hitting his stride.\u00a0<\/span><\/p>\n\n\n\n
“The ability to put the quality inside of our calculus and be able to tailor our compensation packages and tailor a compensation approach to retaining talent \u00a0\u2014 we are going to have to do that with this new retirement program,”\u00a0Chief of Naval Personnel Vice Adm. Bill\u00a0Moran said. “It starts in fiscal year 2018, two years from this January. We are going to have to be ready to look at it differently.”<\/p>\n\n\n\n
In nearly three years on the job, Moran has worked to even out opportunities as the service has emerged from a decade-long drawdown and then enlisted retention boards that trimmed the ranks lower than planned, worsening manpower shortages in operational commands.<\/p>\n\n\n\n
Moran has worked to spread opportunities to once-clogged ratings and to build a sense of stability to sailors’ careers following these disruptions.<\/p>\n\n\n\n
“Priority wise, I would tell you nothing has changed\u2026trust, balance, and stability \u2014 that is not going to change,” Moran said in a Dec. 16 interview with Navy Times. “We always have to work on the trust side of things both up the chain and down the chain and I think we have made improvements there and we continue to work on it, that is a constant effort on our part.”<\/p>\n\n\n\n
Paying for fleet duty<\/strong><\/p>\n\n\n\n151116-N-DZ642-129 \rNORFOLK, Va. (Nov. 16, 2015) Sailors man the rails aboard aircraft carrier USS Harry S. Truman (CVN 75). TTruman Strike Group departs Naval Station Norfolk to deploy in support of maritime security operations and theater security cooperation efforts in the U.S. 5th and 6th Fleet areas of responsibility. With CVN 75 as the flagship, strike group assets include the embarked squadrons of Carrier Air Wing (CVW) 7, Destroyer Squadron (DESRON) 28 and ships USS Anzio (CG 68), USS Bulkeley (DDG 84), USS Gravely (DDG 107) and USS Gonzalez (DDG 66). (U.S. Navy photo by Mass Communication Specialist Seaman B. Siens\/Released)<\/figcaption><\/figure>\n\n\n\n
Thousands of sailors have been added to the fleet as the Navy reversed cuts that strained crews. Sailors aboard the carrier Harry S. Truman manned the rails when the carrier departed Norfolk on Nov. 16.<\/span><\/p>\n\n\n\n
Photo Credit: MCSN B. Siens\/Navy<\/span><\/p>\n\n\n\n
In 2014, Moran hiked\u00a0was able to a significant hike in <\/span>sea pay approved <\/span>and the sea pay premium, the kicker payments for those who spend longer than average tours on the Navy\u2019s deploying <\/span>sea duty. To date, 116,878 sailors have already collected. Moran says these moves have helped fill thousands of openings at fleet commands that have persisted for years.<\/p>\n\n\n\n
Another pay initiative to reward sea duty,<\/span> was hardship duty pay-tempo, high-deployment pay, <\/span>which pays $17 every day a sailor is\u00a0deployed beyond 220 days. So far, and Moran says that, to date, <\/span>about 13,000 sailors have gotten this pay, too.\u00a0<\/p>\n\n\n\n
“We believe this has improved Sailors’ propensity to serve at sea,” Moran said in a follow-up email to the interview. “We’ve worked hard to improve fleet manning and over the past two years we’ve reduced gaps at sea significantly.”<\/p>\n\n\n\n
But in the long-haul, he says it will be the sea pay hike, not the deployment pay<\/span> that will will benefit sailors most with deployment lengths dropping from as long as nine months. The service anticipates paying out less HDPT as fleet bosses work to keep deployments under 7 1\/2-months.<\/p>\n\n\n\n
Fleet manpower<\/strong><\/p>\n\n\n\n
Moran’s detailers have made headway in closing the thousands of open fleet jobs, a left-over from downsizing ship crews that has frustrated smaller crews faced with the same amount of work.<\/p>\n\n\n\n
The gap has fallen from 12,740 billets in 2012 to 1,779, according to official measurements of “fill,” where manning is calculated based on the number of sailors with the proper rating and paygrade.<\/p>\n\n\n\n
Moran says manning willth<\/span> shift eventually to a more precise measure of manpower known as “fit,” which tracks the percentage of sailors with the proper\u00a0Navy Enlisted Classifications required for their job.<\/p>\n\n\n\n
As of December, the “fit” level stood at 91 percent, with 11,421 billets lacking sailors with the proper NEC, paygrate and rating combination.<\/p>\n\n\n\n
“We are back in a very good place across the fleet, over 98 percent\u00a0filled today of all our sea duty billets,” Moran\u00a0said. “We are bumping up against our promise of 92 percent\u00a0fit.”<\/p>\n\n\n\n
The Navy is preparing to launch a new detailing system to boost fleet manning. This will define every fleet <\/span>billet down <\/span>to the skills and training needed to reach a real <\/span>“fit” standard.<\/p>\n\n\n\n
“The fit number is today through a lot of manual efforts and we will see how the fit progresses under [billet-based detailing] because the command is getting a much better idea and picture of … what that fit and <\/span>what that sailor is coming to the ship with,” Moran said. \u00a0<\/p>\n\n\n\n
Bonuses<\/strong><\/p>\n\n\n\n140508-N-WD757-396 \rARABIAN GULF (May 8, 2014) Cmdr. Camille Flaherty, commanding officer of the guided-missile destroyer USS Arleigh Burke (DDG 51), presents Fire Controlman 2nd Class Ryan Nowlin, from Wakeeney, Kan., a re-enlistment bonus check during his re-enlistment ceremony. Arleigh Burke is deployed in the U.S. 5th Fleet area of responsibility supporting maritime security operations and theater security cooperation efforts. (U.S. Navy photo by Mass Communication Specialist 2nd Class Carlos M. Vazquez II\/Released)<\/figcaption><\/figure>\n\n\n\n
Moran wants re-enlistment packages to offer coveted schools and assignments, in addition to bonus cash. Fire Controlman 2nd Class Ryan Nowlin, a sailor on destroyer Arleigh Burke, earned a hefty bonus in 2014.<\/span><\/p>\n\n\n\n
Photo Credit: MC2 Carlos M. Vazquez\/Navy<\/span><\/p>\n\n\n\n
Moran wants more sailors to qualify for re-up cash and wants to offer more perks as part of that contract.<\/p>\n\n\n\n
That corporate-style approach is part of a larger rethink that Moran believes is needed as the service confronts a strengthening economy and, especially, a new retirement system that will replace the 20-year cliff-vesting system. The new system, which sailors can opt into, will provide retirement money for more than the one-in-five who reach the 20-year retirement today. It will offer sailors a 401(k)-style retirement savings account\u00a0that the military will contribute to, with a corresponding drop in pension payments.<\/p>\n\n\n\n
The Navy has asked the independent Center for Naval Analyses think tank\u00a0to study potential <\/span>ideas for new bonus structures. The Navy\u2019s <\/span>think tank came up with ideas that melded the current <\/span>selective reenlistment bonus system into a hybrid where other incentives could come into play, such as possibly <\/span>assignments,\u00a0professional schools and even <\/span>specialty<\/span> pays.<\/p>\n\n\n\n\n\n
Moran says the Navy is developing plans with the new retirement system to take effect in fiscal year 2018; sailors serving before Jan. 1, 2018 will be grandfathered into the existing retirement system, but those who joined after Jan. 1, 2006, will be able to opt into the new, blended retirement system.<\/p>\n\n\n\n
“We are going to have to be ready to look at it differently,” he said. \u00a0 “The laws and statutes that govern how we shape the force are based on the calculus that is part of the retirement system that has been around for decades.”<\/p>\n\n\n\n
Moran said that <\/span>Adjusting bonuses and other special pays\u00a0to help <\/span>tailor the future Navy force and target specific skills and even specific individuals is critical, Moran said, adding that the to the Navy of the future. That Navy, he says is staring at a <\/span>new retirement system that <\/span>could radically change the face, and the<\/span> shape of the force by retaining\u00a0driving the Navy to retain <\/span>more junior sailors \u2014 they lose nearly 60 percent of first-term sailors \u2014 but recruiting fewer up front.<\/p>\n\n\n\n
The smaller pensions and earlier retirement contributions could reduce the incentive for some to stay to their 20-year mark.<\/p>\n\n\n\n
He’s confident that the Navy will be able to modify its bonus offerings, saying that only 20 percent of the changes will need lawmakers to\u00a0enact new laws.<\/p>\n\n\n\n
“We are going to have to do that with this new retirement program,” he said. \u00a0It starts\u2026two years from this January.\u00a0<\/span><\/p>\n\n\n\n
Advancement outlook<\/strong><\/p>\n\n\n\n
Moran has sought to Since Moran took over, he\u2019s sought to <\/span>evened out enlisted opportunities so that most\u00a0the widest average of <\/span>sailors can count on steady advancement up the ranks.\u00a0<\/p>\n\n\n\n
This past <\/span>fall\u2019s advancement cycle saw an average of 23.3 percent of\u00a0eligible\u00a0sailors move up\u00a0across of sailors across <\/span>all three petty officer pay grades advancing<\/span>. It\u2019s ticked lower over the past few cycles due to high retention. dropped steadily over the past three cycles<\/span>, Moran said, mostly due to continued high retention in the ranks. Overall during his tenure,\u00a0But within a percentage point or two, over Moran\u2019s time in the job, <\/span>it\u2019s hovered between <\/span>around 24 percent, a level he calls is <\/span>healthy advancement <\/span>and in line with historic Navy <\/span>averages.\u00a0<\/p>\n\n\n\n
And <\/span>You can expect that steady advancement to continue into the foreseeable future, he said<\/span>.<\/p>\n\n\n\n
“Retention is a factor in our advancement planning as we advance to vacancies,” he said. “I think we will remain close to the 10-year-average for the foreseeable future.”<\/p>\n\n\n\n
Moran’s next move is to expand the new spot advancement system of moving sailors up the petty officer ranks. The But what\u2019s got Moran excited is the new <\/span>Meritorious Advancement Program saw commands use nearly every available quota. Moran has called for commanding officers to use these spots to promote the best, not to save mediocre sailors from high-year tenure limits.\u00a0<\/p>\n\n\n\n
“I was impressed with how command leadership implemented the first full season of MAP and complied with the intent of the program,” Moran said. “This year, we promoted 2,282 sailors and used 99.6 percent\u00a0of available quotas. Only eight\u00a0quotas went unused.”<\/p>\n\n\n\n
MAP advancements from the 3-month window in the summer were then factored into setting overall advancement quotas.<\/p>\n\n\n\n
The program\u2019s success, Moran said<\/span> has opened the door. Moran said he plans\u00a0slightly <\/span>to expand the program to shore commands in <\/span>starting in 2016, adding that those details are being worked out and will be released in early 2016.\u00a0\u00a0and said that details on who\u2019ll get them first will be released sometime in early calendar year 2016.<\/span><\/p>\n\n\n\n
“The real value here \u2026 is that we [now] have excellent accounting of where and how we advanced these sailors \u2014 a dramatic improvement from years under the [Command Advancement Program] where we were far less effective at accounting,” he said. “Going forward, we will be able to do a better job at managing advancements by rate and paygrade.”<\/p>\n","protected":false},"excerpt":{"rendered":"
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