2017 Spouses’ Road Show CAPT Marty Fields Setting the stage: Welcome — spouses and significant others. Thank you for taking the time out of your busy day to come here. Today, I want to convey to you how important you are to your spouses success. In addition, I want to tell you about our rank structure, the importance of physical fitness, tour quality, promotion boards and competition. I’m here to answer all your burning questions, so please ask as we go along! Presented by: CAPT Marty Fields Director, Supply Corps Personnel

2017 OP Roadshow Message from The Yuens Career Management Tools for Your Family Agenda, as listed. Who We Are Career Family

Message from RADM Yuen and Mrs. Yuen Play video with RADM Yuen and Mrs Yuen’s FY17 Roadshow Remarks Who We Are Career Family

Global relevance…How we fight Are you detailable? Where we need your expertise Global relevance…How we fight <15 <100 <250 >250 As you can see from this map, we are a global force. Because of this, your spouse will benefit from experiences in different areas of the world. Knowledge of the different challenges, cultures, and policies in different parts of the world will increase an officer’s eligibility for billets and overall ability to be detailed to these jobs. Supply Corps officers serve across the entire Navy Enterprise – we are on every platform, in every Systems Command, and in every Combatant Command. Our officers are relevant because they know our AOR geographically and technically and because they connect the warfighter with the means to fight. Please consider opportunities to serve abroad. Every Operational Platform Every SYSCOM, DLA & DCMA Every COCOM Surface – Aviation – Sub – EXPED – SPECWAR – GSA/IA NAVSEA – NAVAIR – NAVSUP – SPAWAR – SSP – DLA NORTHCOM – SOUTHCOM – EUCOM – AFRICOM – PACOM - CENTCOM – SOCOM – TRANSCOM – STRATCOM – CYBERCOM Who We Are Career Family

Supply Corps (3100) LOS Chart 30 Sep 2016 (NOPPS and OAIS data) Sometimes called “the Pig in the Snake” graph, this slide is very useful to understanding the Supply Corps community. Personally, you can use this as a planning tool to map out where your spouse is in their career and when to project time to promotion. Two major takeaways from this slide: 1. If you look at Year Groups 2002-2006, you’ll notice there is a significant gap between actual inventory (the bars) and authorization (the yellow shaded area). So how does this impact your spouse? First, if your spouse is in those YGs, they may get pulled into a promotion zone earlier than originally thought. Further, because we promote to vacancy, the LT YGs will also be impacted for promotion to LCDR. The key thing to understand is that YGs do not define promotion zone. 2. A common misunderstanding when looking at this graph is to say that we are over-manned in the LT rank because the dark blue bars which represent LT inventory are above the authorization line. Why is this? We access officers to fill operational billets and we use the LCDR promotion board to shape inventory. What this means for your spouse is that it is critical that they build their skillsets (AQDs and subspecs) while meeting the requirements of the promotion board to ensure that they set yourself up for the best chance at promotion. Any questions about the details of this slide? Who We Are Career Family

3100 Career Progression Who We Are Career Family Career Path J.O. BASIC TECHNICAL DEVELOPMENT & LEADERSHIP ADVANCED TECHNICAL PROFICIENCY & LEADERSHIP SENIOR OFFICER DEVELOPMENT & LEADERSHIP ADMIN BOARD INTERNSHIP ADMIN BOARD CIVINS (810/811) ADMIN BOARD TRAINING W/ INDUSTRY (TWI) ADMIN BOARD O-5 OP/ COMMAND ADMIN BOARD O-6 COMMAND 0 2 4 6 8 10 12 14 16 18 20 22 24 26 28 Typical Billets Joint /OPLOG/Acquisition/Supply Chain/TWI or O-4 Operational Tour O-5 Operational or Command Tour Joint/OPLOG/Acquisition Supply Chain/Policy Command Tour Echelon II or III Policy or Program Manager BQC Operational Tour Shore/ Internship Operational 2nd Tour Warfare Qualification DAWIA I & II/SC Masters Program/JPME I DAWIA III/Sr Svc College/JPME II/JQO EDP 3100 Principal Lines of Operation with Subspecialty & AQD Alignment The Career Progression chart depicted is the exact chart that statutory selection board members see. Key takeways include: --Leadership consistent theme throughout an officer’s career…progressively more so as they become more senior --Admin board opportunities --Typical billets (general) --What you should be obtaining (experience) as you progress (warfare quals, DAWIA certs, etc.) --Lines of operation and AQDs…not the corresponding OSR language next to the AQDs SUPPLY CHAIN MANAGEMENT ACQUISITION MANAGEMENT OPERATIONAL LOGISTICS OPERATIONAL AQD IA/GSA AQD Who We Are Career Family

Sustained Superior Performance matters at every rank! Community Values Valued achievements prior to LIEUTENANT COMMANDER Warfare qualification Afloat or Expeditionary DH tour (strongly encouraged) Two operational tours (at sea, expeditionary, or both) Identified by AQD 928 (COMP1 OPTOUR) – one operational tour complete Identified by AQD 92A (ASGN2 OPTOUR) – assigned to second operational tour Identified by AQD 929 (COMP2 OPTOUR) – two operational tours complete Valued achievements prior to COMMANDER Master’s degree associated with Supply Corps lines of operation (strongly encouraged) Proven performer in at least one line of operation (strongly encouraged) Challenging shore tour, e.g., HQ/OPNAV, Fleet Staff, TYCOM, SYSCOM, Weapon Systems Support, Fleet Logistics Center, and the Joint or DLA equivalents Valued achievements prior to CAPTAIN Proven ability to lead and direct people and organizations in tough, highly visible and challenging environments Expertise in one & experience in another line of operation/competency (encouraged) O-5 Operational or Command Ashore tour, e.g., DCMA, DLA (strongly encouraged) Joint Qualified Officer (JQO) or Acquisition Corps membership (strongly encouraged) This was the FY17 SECNAV Approved SC Promotion Board Community Brief. This chart highlights what achievements are valued by the SC at various ranks and prior to each subsequent rank…however, best and fully qualified with a career marked by sustained superior performance are a must for upward mobility. It is important to know that the board members receive a brief of these two slides prior to commencing their record reviews! Sustained Superior Performance matters at every rank! Who We Are Career Family

Post-9/11 GI Bill Highlights Eligibility: Served 90 days active aggregate duty post-9/11 Full benefits available after 36 months of qualifying service USNA / NROTC graduates: qualifying start date follows completion of MSR Active Duty Benefits: Full tuition and fees Up to 36 months of benefits Monthly tutoring funds available for qualifying officers Check your status! Visit https://www.dmdc.osd.mil/milconnect. Obligated service requirements depend on acceptance of benefits by program manager Transferability to spouse or children: Retirement eligible 01 AUG 09 – No further obligated service requirement Between 6 and 17 years of service – Obligate for an additional 4 years One of the greatest benefits of serving is the Post-9/11 GI Bill. If your spouse has not already converted their Montgomery GI Bill to the Post-9/11 GI Bill – have them consider it now! The sooner you convert, the better. The reason is that converting incurs an additional obligation of 4 years. By converting, your spouse will be able to transfer their benefit to you and your children. While the full benefit is 36 months, it can be split between dependents however you see fit. In fact, I recommend giving each dependent at least one month in case the benefit rules ever change. Once enrolled, an officer can transfer months between dependents as they see fit. A key factor to remember – stop the benefit over the summers. By doing so, beneficiaries are able to extend the 36 months benefit across a 4 year degree. The Dept of Veteran’s Affairs administers / manages the Post-9/11 GI Bill. DOD manages the transferability provision. Who We Are Career Family

Questions?

Many factors, both internal & external, affect your detail Family Detailer Special Interest Outside Factors Placement Funding Orders Release Detailing begins with family Share goals and desires, early and often Outside factors shape personal / professional goals How do your desires align with your skillsets and goals? The financial environment affects your detail and PCS move Include your Spouse Know Yourself Your Detail The detailing process should always begin at the family level – between spouses. What are your collective goals? What are your specific family needs? How can you best balance a navy career with your family’s desires? Share your goals and desires with your spouse, early and often. Detailers are your spouses’ advocates. We are here to work for your spouse. As you discuss your detailing options, remember that your spouses skillsets will drive their eligibility for certain jobs. Further, many outside factors may influence family decisions – did you just have a child? Are you caring for an elder parent? Does your family require specific services? Unfortunately, we are working in a fiscally constrained environment. Because of this, the timeliness of orders has been impacted. Today, the typical timeline for orders is 3 months or less from your Projected Rotation Date. We recognize that this puts major strain and stress on your families, so we are issuing “no line of accounting” letters of intent that allow you to begin working with Household Goods to set up your move. In the end, we will do everything we can to make your detail successful. With your active participation and engagement, we work towards this objective. Who We Are Career Family

Many factors will affect how long you continue to serve At the 50,000 ft level, we can look at a typical Supply Corps officer’s career in several ways. First, the nominal size of our Basic Qualification Course (BQC) class is around 45 officers. By the 4-5 year point of commissioned service, about 1/3 of those officers will be out of the Navy through natural attrition and resignation. Within our community, we use the LCDR promotion board as a force shaping mechanism. By promoting to vacancy, we further reduce this cohort by another 1/3. Again at the CDR promotion board, we reduce our numbers by 1/3. By the time these ENSs make it to CAPT, only 7 of the original 45 are likely to be promoted. When we consider the factors that lead to promotion, we often talk about our toolbox. As you can see, the ENS caricature coming out of BQC has a toolbox without any tools. This is because we arm our newly minted Supply Corps officers with the basics to succeed in the first operational tour, but expect them to embark on a career of learning new skills through experience, education, and training. As your spouse moves through their career, their toolbox gains tools, which remain sharp through continuous use as we support the warfighter. At the senior ranks, toolboxes should be full as we lead organizations and mentor others who are building their own toolboxes. BQC 4-5 YCS 70% OPP 50% OPP Who We Are Career Family

Shore Tours (subspecialty driven) Are you detailable? The answer changes with rank Operational Tours Shore Tours (subspecialty driven) - An expert in multiple Lines of Operation - Ability to lead organizations SUBJECT MATTER EXPERT O5 Op 11% of billets Focus: - Upgrade subspecialties P/S to Q/R - DAWIA Lvl III; JPME II - An expert in one Line of Operation Focus: - Developing a line of operation - Upgrade subspecialty P/S to Q/R - JMPE phase I - Honing your skill in a Line of Operation; Post PG school O4 Op 12% of billets O3 Op 32% of billets 2/3 are DH tour Focus: - Line of Operation familiarity - Earn an AQD - Earn a subspecialty (S for experience) - DAWIA Lvl I and II - Learning a trade As your spouse progresses through their career, the types of jobs they will do will depend on rank and earned skillsets. As a junior officer, their focus should be the Fleet. At the rank of LT, nearly 1/3 of all billets are operational and of those 2/3 are Department Head (DH) tours. As we will discuss in more depth, a DH tour is “strongly encouraged” by our community and considered a valued achievement prior to promoting to LCDR. Furthermore, throughout this first decade, your spouse should be attaining at least one warfare qualification. This does not mean your spouse is done if they don’t complete a DH tour. Sustained Superior Performance is always a factor. Once selected for LCDR, your spouses are eligible for one of three post- graduate educational opportunities – 810 (Top 30 Civilian MBA program), 811 (University of Kansas MBA with Petroleum Management Certificate), and Naval Post-graduate School. Earning an educational subspecialty is a critical milestone. Subspecialties are essential to being detailable at the CDR and CAPT ranks. There are also competitive and visible LCDR billets at sea – approximately 12% of all LCDR billets. These jobs offer excellent opportunities to gain experience on large platforms and can increase your spouse’s competitiveness for future CDR afloat selection. Finally, it is important to complete joint education prior to being screened for O5 operational as it is a prerequisite for selection. The O5 Operational and CDR Command Ashore board is extremely competitive. Be mindful, we only have 11% of all CDR billets on operational platforms. When not in an operational assignment, CDRs will be working to become an expert in one line of operation by taking multiple, competitive shore tours that build their toolbox and upgrade their subspecialties. By the time your spouse has reached the rank of CAPT, they should be a subject matter expert in at least one line of operation (but usually multiple) with experience in others. Additionally, they should have a proven ability to lead and direct people and organizations in tough, highly visible and challenging environments. These are the keys to being detailable. FIRST SHORE TOUR FLEET CONCENTRATED 02 Op 62% of billets - Interns 01 Op 100% of billets Who We Are Career Family

Are you detailable? Where we need your expertise As you promote in rank, your ability to find billets will depend on your earned skill sets, experience, and education Natural officer attrition will account for the decrease in Line of Operation billets in each successive paygrade Subject Matter Experts are needed at the CDR and CAPT level to lead Communities of Interest and to manage their Line of Operation I’ve mentioned the importance of earning skills or what we call subspecialties. This chart shows why this is so critical to being detailable. As you can see, at the junior officer level many of the jobs are considered Gen Sup or General Supply – this means they are not coded with a subspecialty so anyone can fill the position regardless of their training. However, as your spouse increases in rank, the requirement for specific skillsets increases as well. CON / FM Who We Are Career Family

Exceptional Family Member (EFM) Program Objectives: Confirms the availability of medical, early intervention, or special education services at overseas locations Ensures availability of medical services at isolated CONUS locations Identifies members eligible for homesteading Enrollment Procedures: DD 2792, Exceptional Family Member Medical Summary; and DD2792-1, Exceptional Family Member Special Education/Early Intervention Summary Categories: Category 1 (enrollment for monitoring purposes) Category 2 (limited overseas/remote CONUS assignments) Category 3 (no overseas assignments) Category 4 (major medical areas within CONUS only) Category 5 (homestead program) Category 6 (temporary category) The EFM program is a huge benefit for you and your family. It is designed to confirm the availability of medical and educational services in different locations. The category of EFM may impact your families eligibility for certain assignments overseas and in remote locations. In addition, your spouse may need to complete certain milestone tours that require them to leave the family in a location while completing their assignment. However, we will always work to reduce the strain on you and your families. Who We Are Career Family