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2. 1 Our principles revolve around attracting and retaining the best talent, and safeguard the careers of our top performers. We must maintain a balanced force—seniority, experience, and skills matched to requirements. These principles will allow us to have better stability and predictability when delivering Sailors to the Fleet.Our principles revolve around attracting and retaining the best talent, and safeguard the careers of our top performers. We must maintain a balanced force—seniority, experience, and skills matched to requirements. These principles will allow us to have better stability and predictability when delivering Sailors to the Fleet.

3. 2 Reenlistment vs Unemployment

4. 3 Performance-Based Board for Continuation of Enlisted Personnel with Greater than 20 Years Active Service Convenes 21 Sep 09 Active/FTS E7-E9 Sailors with at least 20 years of service and 3 years time-in-rate as of 1 Sep 09. Supports Navy’s effort to: stabilize and shape the force ensure continued professional growth opportunities retain our top performers in our most demanding billets Focused exclusively on Sailor’s performance; there are absolutely no quotas or expected percentages!

5. 4 Performance Criteria Documented misconduct and substandard performance is primary reason a Chief Petty Officer is not continued. Attributes that may not meet performance requirements (NAVADMIN 096/09) – not all inclusive Documented substandard performance of duty (includes “significant problems” or “progressing” promotion recommendation) Declining performance with the same reporting senior in same paygrade Failure to maintain physical fitness assessment (PFA) standards Detachment for cause per Milpersman 161-010 Removal of security clearance when required by rating Documented military/civilian conviction or NJP Documented administrative/personnel action for misconduct

6. 5 Board Communication Eligible members are responsible for ensuring their record is correct and up to date. Communication to the board only from individual members – no third party correspondence. Packages will only consist of missing documents that will be viewed by the board (evals, quals, awards). Key dates: 17 Aug 09 – communication to the board must be postmarked by this date 1 Sep 09 – last day for board correspondence via message by the command

7. 6 Overseas Tour Exemption

8. 7 Notification Procedures Nov 2009: P4 to commanding officers for those not selected for continuation List of personnel selected for continuation published via NAVADMIN Notification required back to Pers-8 Nov 2009 – Mar 2010: Transition assistance and counseling 15 Feb 2010: Fleet reserve/retirement requests must be received by this date 30 Jun 2010: Last effective date to transition to fleet reserve or retire Sailors on IA/GSA orders will transfer six months following completed tour.

9. 8 Fleet Uniform Rollouts

10. 9 Wear Test Uniforms

11. 10 Uniform Board Membership & Structure Voting Members: President (CNP) NAVSUP N13 N10 NECC MCPON N134 Diversity Rep USFF FLTCM CPF FLTCM NTF FLTCM Non-voting Members: US Naval Academy NETC NAVRESFOR FORCM CNIC FORCM PACFLT/LANTFLT O5 Female (Alternate annually) PACFLT/LANTFLT E9 Female (Alternate annually) PERMANENT STAFF: Uniform Matters Office (Civilian Head, E9 Assistant Head and E6 Civilian Clothing Allowance Specialist) IMPACT & REQUIREMENT PANEL: Uniform Matters Office N10 – Funding requirements & analysis Navy Clothing & Textile Research Facility – Research & Development NEXCOM UPMO – Distribution, Retail & Execution Defense Supply Center Philadelphia – Contracting execution and production SUBJECT MATTER EXPERTS: NEXCOM DSCP Community Rep Invite (e.g., SEALs, etc.)