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Navy Announces Launch of New Assignment Interface

MyNavy Assignment (MNA), a new and enhanced Sailor interface to the Detailing Marketplace, will replace the current Career Management System – Interactive Detailing (CMS-ID) on Dec. 5.

Active duty and Full Time Support (FTS) enlisted Sailors will see these new and enhanced career management capabilities and an improved graphical user interface at launch. Reserve enlisted Sailors will see the changes in future upgrades.

“We based these changes on Sailor input from around the Navy,” said Rear Adm. Rick Cheeseman, director of the Career Management Department at Navy Personnel Command. “As we continue to transform our Navy, our goal is to increase transparency, flexibility, and choice for all Sailors and MyNavy Assignment is a huge step in the right direction.”

MNA is one of the key concepts in the revolutionary Sailor 2025 initiative designed to modernize the existing personnel system and provide more value to the Sailor through an improved user experience. While recent upgrades to CMS-ID were considered favorable, MNA is easier to use and allows Sailors to focus more on their career instead of just the process around billet assignment.

MNA is designed to help Sailors better understand the Detailing Marketplace and be easier to use. It accomplishes this goal by incorporating the following changes:

“MyNavy HR is committed to improving our assignment process,” said Cheeseman. “We’ve already begun work on future updates to improve this process for Sailors and commands.”

For more information read the NAVADMIN at MyNavy Portal (https://my.navy.mil) or contact the MyNavy Career Center (MNCC) Contact Center at (833) 330-MNCC (6622) or via email at [email protected].

Story by Susan Celotto Navy Personnel Command

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Navy Announces Launch of New Assignment Interface

Millington, tn, united states, story by william james  , navy personnel command.

MILLINGTON, Tennessee – An overhaul of how Sailors review and apply for billets — fundamentally changing the future of Navy detailing — was unveiled in NAVADMIN 276/19, released Dec. 3. MyNavy Assignment (MNA), a new and enhanced Sailor interface to the Detailing Marketplace, will replace the current Career Management System – Interactive Detailing (CMS-ID) on Dec. 5. Active duty and Full Time Support (FTS) enlisted Sailors will see these new and enhanced career management capabilities and an improved graphical user interface at launch. Reserve enlisted Sailors will see the changes in future upgrades. “We based these changes on Sailor input from around the Navy,” said Rear Adm. Rick Cheeseman, director of the Career Management Department at Navy Personnel Command. “As we continue to transform our Navy, our goal is to increase transparency, flexibility, and choice for all Sailors and MyNavy Assignment is a huge step in the right direction.” MNA is one of the key concepts in the revolutionary Sailor 2025 initiative designed to modernize the existing personnel system and provide more value to the Sailor through an improved user experience. While recent upgrades to CMS-ID were considered favorable, MNA is easier to use and allows Sailors to focus more on their career instead of just the process around billet assignment. MNA is designed to help Sailors better understand the Detailing Marketplace and be easier to use. It accomplishes this goal by incorporating the following changes: • An increased access window. MNA allows Sailors more time to view detailing options and will be available for Sailors throughout the entire detailing cycle, except for maintenance periods when new jobs are released. • Expanded job search capability. Sailors will be able to search for all available vacant jobs as well as jobs with upcoming vacancies throughout the Navy. • More job search tools. MNA expands job search filters to include the fields - “All Jobs,” “My Preferences,” “Bookmarks,” “Saved Searches,” “By Qualification,” and “Rate.” • Bookmark capability. Sailors will be able to bookmark up to 100 jobs for future viewing and comparison. • Improved application process. MNA increases the number of applications a Sailor can submit during an application cycle from five to seven. It also includes an application tracker providing Sailors a status of their application. • Professional Apprenticeship Career Tracks (PACT) Sailor assignments. PACT Sailors will view, apply and compete for billets leading to rating designation. These Sailors will see a tailored billet list based on individual eligibility. NAVADMIN 276/19 provides specific details on the new PACT designation process. • MyResume. MNA expands Sailors’ capability to highlight skillsets for detailers and prospective commands. The resume will include data used in assignment decisions, and Sailors will have the ability to add text, highlighting their experience and accomplishments at their current and past commands, as well as general comments to help market themselves for desired billets. • Access to personal information. MNA will provide Sailors easier access to their personal information, improved duty preferences, assignment history, and MyResume. • Enhanced messaging tools. MNA will feature community notes from detailers and messages about new detailing policies or programs on the homepage. • Improved help, tutorial and tips. At launch, MNA is the first step to incorporate feedback from Sailors into the assignment process. “MyNavy HR is committed to improving our assignment process,” said Cheeseman. “We’ve already begun work on future updates to improve this process for Sailors and commands.” For more information read the NAVADMIN at MyNavy Portal (https://my.navy.mil) or contact the MyNavy Career Center (MNCC) Contact Center at (833) 330-MNCC (6622) or via email at [email protected].

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DETAILING MARKETPLACE ASSIGNMENT POLICY (DMAP) - NAVADMIN 280/21

By Tony December 9, 2021 in Navy Relocation Assistance, Detailing, PCS Orders & Assignments

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UNCLASSIFIED//  ROUTINE  R 091538Z DEC 21 MID600051300930U  FM CNO WASHINGTON DC  TO NAVADMIN  INFO CNO WASHINGTON DC  BT  UNCLAS    NAVADMIN 280/21    PASS TO OFFICE CODES:  FM CNO WASHINGTON DC//N1//  INFO CNO WASHINGTON DC//N1//  MSGID/GENADMIN/ CNO WASHINGTON DC/N1/DEC//    SUBJ/DETAILING MARKETPLACE ASSIGNMENT POLICY (DMAP)//    REF/A/ MSG / CNO WASHINGTON DC/230112ZAUG08//  REF/B/ MSG / CNO WASHINGTON DC/022009ZDEC19//  REF/C/ MSG / CNO WASHINGTON DC/101615ZDEC15//  REF/D/ MSG / CNO WASHINGTON DC/151503ZJUL19//    NARR/REF A IS NAVADMIN 234/08, SEA SHORE FLOW ENLISTED CAREER PATHS.  REF B IS NAVADMIN 274/19, SEA SHORE FLOW ENLISTED CAREER PATHS UPDATE.    REF C IS NAVADMIN 284/15, SEA SHORE FLOW ENLISTED CAREER PATHS UPDATES FOR  NUCLEAR TRAINED ENLISTED PERSONNEL.    REF D IS NAVADMIN 157/19, SEA SHORE FLOW ENLISTED CAREER PATHS UPDATE FOR  NUCLEAR TRAINED JUNIOR STAFF INSTRUCTORS.//    RMKS/1.  Overview.  This NAVADMIN announces implementation of Detailing  Marketplace Assignment Policy (DMAP) Phase I for four enlisted ratings on 1  March 2022.  Future DMAP Phases, encompassing additional enlisted ratings,  will be announced in subsequent NAVADMINs.  In order to reduce gaps at sea  and address Sailors desires for more options and flexibility, DMAP will  expand Sailor options beyond the sea shore flow enlisted career paths  promulgated in reference (a) and most recently updated in reference  (b).  Under DMAP, Sailors in most ratings will continue to follow a  traditional sea shore rotation, but in many cases will have new incentives to  remain at sea.  Sailors in sea-intensive ratings will be offered increased  monetary incentives and new non-monetary incentives to serve a 3-year follow- on journeyman (E-5) sea duty tour immediately after an initial 4-year  apprentice (E-4 and below) sea duty tour (DMAP 4+3).  Included in this, DMAP  will provide early advancement opportunities for many E-4 Sailors who possess  the requisite proficiency and experience.  This DMAP 4+3 sea tour option can  be served at the same or different commands, to best maximize value to  Sailors and the Fleet.  DMAP Phase I will commence 1 March 2022 and includes  all Active Component Sailors in the following four sea-intensive ratings:              ABF(A102)          GSM(B122)            ABH(A103)          CS(B650)    Note:  Sailors on sea duty in these Phase I ratings with projected rotation  dates (PRD) on or before 1 March 2023 may opt-out of DMAP for their upcoming  assignment process and enter the legacy sea shore flow marketplace.  In order  to opt-out, the Sailors detailer must receive an Electronic Personnel Action  Request (NAVPERS 1306/7) from the Sailor, via their command, no later than 1  March 2022.    2.  Driving factors.  For the last 50 years, the Navy has maintained a five  year maximum time on sea duty.  However, this limit causes gaps in our sea- intensive ratings, primarily at the apprentice and journeyman levels.  These  policy induced gaps have the negative impact of amplifying the already  arduous nature of sea duty.  Under-manning at sea impacts the implementation  of circadian rhythm watch bills, affects the number of in port duty sections,  contributes to degraded materiel readiness, limits time to train and reduces  opportunities for leave and liberty.  DMAP will improve Fleet manning by  eliminating the maximum sea duty tour length constraint and redistributing  Sailors, at the apprentice to journeyman flow point (i.e., E-4 to E-5), to  where they are needed most.  This will require increased vigilance by  commands and shipmates to ensure the health and welfare of our Sailors remain  a top priority.  In addition to improved manning, Sailor resiliency remains a  force multiplier and should not be neglected.    3.  Incentives.  Sailors in any of the four DMAP Phase I ratings listed above  can take advantage of the following incentives by applying for and being  assigned to a follow-on 3-year journeyman (E-5) sea tour upon completion of  an initial 4-year apprentice (E-4 and below) sea tour.      a.  Advance-to-Position (A2P).  E-4 Sailors who have served a minimum of  three years on sea duty as an apprentice (E-4 and below) and are eligible for  advancement to E-5 (i.e., E-4s who have passed the most recent Navy-wide  advancement exam but have not advanced (PNAed) to E-5) can apply for E-5 sea  duty in MyNavy Assignment (MNA).  If selected, Sailors will permanently  advance to E-5 upon reporting to the E-5 position, which will occur after  approximately four years in their initial apprentice sea duty  assignment.  Sailors must obligate to sufficient service through extension or  reenlistment to complete the full 3-year journeyman (E-5) sea tour and  associated training pipeline.  Any Sailor with a soft end of active obligated  service (SEAOS) date that already matches or exceeds the duration of the 3- year journeyman (E-5) tour is not required to incur additional service.      b.  Detailing Marketplace Incentive Pay (DMIP).  Sailors who execute the  DMAP 4+3 sea duty option will earn a monthly incentive pay for the entire 3- year journeyman (E-5) sea tour.  DMIP rates will vary depending on location  and type of sea duty.  Initial DMIP rates will range between 200 dollars and  800 dollars per month. That means a Sailor who is earning the average DMIP  rate of 500 dollars per month would receive 18,000 dollars in additional  incentive pay over the 3-year journeyman (E-5) sea tour.  That is on top of  the 21,300 dollars in career sea pay (CSP) and sea pay premium (SPP) for  Sailors assigned to ships company for their 3-year journeyman (E-5) sea  tour.  In total, a Sailor who executes the DMAP 4+3 sea tour option could  earn an extra 39,300 dollars (or more) in DMIP, CSP and SPP.      c.  Command Advance-to-Position (CA2P).  Similar to A2P, CA2P allows  commanding officers to retain their top performing E-4 Sailors who are  eligible for advancement to E-5 PNAed by permanently advancing them to E-5 to  fill a vacant, or projected to become vacant, E-5 position within their  command before entering MNA. Sailors will advance to E-5 upon filling the E-5  position and must obligate to sufficient service through extension or  reenlistment to complete a minimum of seven years at the command (a 3-year  journeyman (E-5) sea tour following a 4-year apprentice (E-4 and below) sea  tour) in addition to any associated training required to transition from  apprentice to journeyman.  In cases where CA2P results in advancement to E-5  prior to the 4-year point, Sailors will receive DMIP throughout the last  three years of their journeyman (E-5) tour.  Any Sailor with a SEAOS date  that already matches or exceeds the duration of the 3-year journeyman (E-5)  tour is not required to incur additional service.  Effective 1 March  2022, CA2P replaces the Meritorious Advancement Program (MAP) for E-4  advancement to E-5 in the four DMAP Phase I ratings and will only be  available to afloat commands.  CA2P provides Sailors additional opportunity  to remain in the same geographic location.      d.  Continuous Sea Duty Credit (CSDC).  All DMAP Sailors earn CSDC while  serving on sea duty.  CSDC will be earned at the rate of one credit per month  served on sea duty (i.e., Type 2, 3 or 4 unit). Sailors with the most CSDC  get priority consideration in the assignment selection  process.  Specifically, CSDC will be used in the assignment process to assign  highly sought after positions (e.g., positions that allow Sailors to remain  in the same geographic location) to the qualified Sailor with the most  CSDC.  While CSDC does not guarantee an assignment in a geographic location,  it gives Sailors who complete back-to-back sea tours top priority for shore  duty assignments of their choice over Sailors who serve less time on  continuous sea duty.  The CSDC counter resets to zero upon assignment to  shore duty.    4.  Full Policy Statement.  The following applies to Sailors in the four DMAP  Phase I ratings who are currently on their first sea tour or in initial  training prior to their first sea tour:      a.  Naval Education and Training Command (as the MyNavy HR Force  Development Lead) will assign Sailors to their first apprentice (E-4 and  below) tour upon completion of their initial training (no change from the  current process).      b.  The PRD for each Sailors apprentice (E-4 and below) sea tour will be  set to coincide with the Sailors SEAOS date.          (1) Apprentice Sailors assigned for an overseas assignment will have  their PRD set in line with Department of Defense ( DoD ) requirements.          (2) Apprentice Sailors assigned to shore duty for their first  assignment will have their PRD set to a 24-month tour.      c.  E-5 Sailors.  Sailors who have already advanced to E-5 and have  completed three years on initial sea duty (i.e., type 2, 3 or 4) may enter  MNA (see para 4.f below) to apply for a journeyman (E-5) assignment which  would begin after approximately four years on initial sea duty.          (1) The E-5 assignment will be three years and can be on sea or shore  duty.          (2) SEAOS date must match or exceed the duration of the full follow- on 3-year tour.  This may be accomplished through reenlistment or extension  as appropriate.          (3) Sailors who are assigned to a follow-on 3-year sea duty  assignment will be paid DMIP for the full three years from the date of  arrival.          (4) Sailors who continue on sea duty will also continue to accrue  CSDC which will give them priority for their follow-on shore duty assignment.          (5) Sailors who do not select an E-5 sea or shore duty assignment  after three MNA cycles will remain at their current command and reenter MNA  12 months prior to their PRD.      d.  E-5 eligible Sailors.  Sailors who have passed the most recent E-5  exam, are eligible for advancement to E-5 (not advanced) and have served  three years on initial sea duty may enter MNA (see para 4.f below) to apply  for a 3-year journeyman (E-5) sea duty assignment under the A2P program or  apprentice (E-4) shore duty assignment if not already selected for  CA2P.  This 3-year follow-on tour would begin after approximately 4 years on  initial sea duty.          (1) If selected for A2P or CA2P, the Sailor will permanently advance  to E-5 upon filling the position.          (2) SEAOS date must match or exceed the duration of the full 3-year  tour.  This may be accomplished through reenlistment or extension as  appropriate.          (3) Sailors who are assigned to a follow-on 3-year sea duty  assignment will be paid DMIP for the full three years from the date of  arrival.  In cases where CA2P results in advancement to E-5 prior to the   4-year point, Sailors will receive DMIP throughout the last three years of  their journeyman (E-5) tour.          (4) Sailors who continue on sea duty will also continue to accrue  CSDC which will give them priority over equally qualified Sailors with less  CSDC for their follow-on shore duty assignment.          (5) Sailors who do not select an assignment after three MNA cycles  will remain at their current command and reenter MNA 12 months prior to their  PRD.      e.  E-4 and below Sailors.  Sailors who are not eligible to advance to   E-5 will continue in their current assignment until their PRD/end of active  obligated service.          (1) Twelve months prior to their PRD, Sailors who reenlist may enter  MNA and apply for a new sea duty assignment at their current paygrade.          (2) Sailors who advance to E-5 after the normal DMAP MNA window, but  prior to their PRD may enter MNA (see para 4.f below) upon advancement to  apply for a 3-year journeyman (E-5) sea or shore duty assignment in line with  para 4.c. above.          (3) Sailors who become eligible to advance to E-5 by passing the most  recent E-5 exam after the normal DMAP MNA window, but prior to their PRD may  enter MNA (see para 4.f below) to apply for a 3-year journeyman (E-5) sea  duty assignment and advance via A2P or apprentice (E-4) shore duty assignment  if not already selected for CA2P in line with para 4.d. above.      f.  Individual commands will be required to submit a NAVPERS 1306/7 to  identify Sailors eligible to enter the DMAP MNA marketplace prior to their  normal order negotiation window.  Upon receipt, PRDs will be adjusted to  allow the Sailor to negotiate for orders over a normal 12-month cycle.  This  is a critical enabler of the DMAP process requiring consistent command  engagement to ensure every eligible Sailor has the opportunity to make  informed career decisions.      g.  Subsequent sea and shore duty assignments will be executed within  MNA.  Sailors will enter MNA to apply for a new assignment 12 months prior to  their PRD.  PRDs will be set based on tour lengths promulgated in reference  (b).      h.  DMAP success is predicated on the Navy committing to Sailors who  commit to the Navy.  When a Sailor accepts a DMAP 4+3 sea tour, it is  understood that they will do so for very specific personal and professional  reasons that will frequently result in a very specific set of acceptable  location, platform and even leadership team choices.  As such, DMAP 4+3 tours  will be some of the highest priority assignments in our Navy.    5.  Supplemental Information.  Additional information along with the most  recent sea and shore duty tour lengths for each rating can be found on MyNavy  Portal at https://my.navy.mil/.   6.  Exceptions.  Exceptions to policy such as unaccompanied overseas tours,  limited duty, pregnancy, humanitarian tour assignments, spouse colocation,  mil-to-mil and others will continue per the cognizant Military Personnel  Manual or Distribution Guidance Memorandum.  Nuclear trained enlisted  personnel should continue to refer to references (c) and (d) for career path  information.    7.  Summary.  DMAP intends to improve Fleet manning by rewarding Sailors in  sea-intensive ratings who stay Navy and stay on sea duty longer than the  current five year maximum.  Under DMAP, Sailors can earn additional monetary  incentives, non-monetary incentives and opportunities to advance to E-5 in  return for serving a DMAP 4+3 sea tour.  DMAP Phase I represents the first  step toward a truly dynamic, Sailor focused Detailing Marketplace that will  improve Fleet readiness and enrich Sailors careers.  Lessons learned from  DMAP Phase I will inform subsequent phases and the expansion of Detailing  Marketplace incentive options to Sailors in additional ratings.    8.  Points of Contact      a.  For specific rate/rating/Navy Enlisted Classification questions and  concerns, Sailors should contact their respective community manager or  detailer.      b.  For general career information, including questions about DMIP, A2P  or CA2P, contact MyNavy Career Center (MNCC) contact center at 833-330-MNCC  (6622) or askmncc(at)navy.mil.      c.  For Detailing Marketplace Assignment Policy (DMAP) questions contact  Mr. Craig Schauppner, OPNAV N13M2X, 571-236-7897 or via e-mail at  craig.t.schauppner.civ(at)us.navy.mil.    9.  This message will remain in effect until superseded or canceled.    10.  Released by Vice Admiral John B. Nowell, Jr, N1.//    BT  #0001  NNNN  UNCLASSIFIED//

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Navy Announces the New Detailing Marketplace Assignment Policy 09 December 2021 From MC1 Mark D. Faram, Chief of Naval Personnel Public Affairs.

The Navy will offer a wide range of incentives to Sailors as an enticement to stay at sea in critical operational billets. The key in this change is a new Detailing Marketplace Assignment Policy (DMAP), which will replace the existing Sea Shore Flow policy. Announced in NAVADMIN 280/21 on Dec. 9, the policy officially kicks off March 1, 2022. For Sailors in the most sea intensive ratings, opportunities include a new incentive pay, advancements, and future shore duty priority in exchange for spending more time on sea duty. Those in ratings that are not in the first phase of DMAP will still see non-monetary incentives, such as new credits for staying at sea.

“In order to reduce gaps at sea and address Sailors’ desires for more options and flexibility, DMAP will expand Sailor options beyond the Sea Shore Flow Enlisted Career Paths,” wrote Vice Adm. John. B. Nowell, Jr. chief of naval personnel in the message.

“DMAP intends to improve Fleet manning by rewarding Sailors in sea-intensive ratings who stay Navy and stay on sea duty longer than the current five-year maximum.”

For most of the last 50-years, the Navy has held the line on sea tour lengths, allowing no more than five years at a stretch, in even the most sea-intensive ratings. The reality is those tours needed to be longer, even closer to seven years in many ratings, for proper at-sea manning.

The result has been gapped billets and undermanned crews as Sailors are rotated ashore, adding to the arduous nature of sea duty by asking more of fewer Sailors. 

This under manning hinders the service’s ability to implement quality of life improvements such as circadian rhythm watch bills and more in-port duty sections that would increase opportunities for leave and liberty and improve Fleet readiness.

Phase 1 starts March 1 with four ratings: Aviation Boatswain’s Mate (Fuels), Aviation Boatswain’s Mate Aircraft (Handling), Gas Turbine Systems Technician (Mechanical) and Culinary Specialist.

The remaining 12 sea-intensive ratings will be gradually phased in to DMAP along with the rest of the enlisted ratings as the policy matures.

These changes are the result of a multi-year effort consisting of focus groups and surveys with Sailors from around the fleet. Based on Sailor feedback, career options and incentives for Sailors in sea-intensive ratings will expand both during and after completing four years on their first sea tour as an Apprentice (E4 and below). At this point, incentives will be offered to serve a follow-on, three-year sea tour at the Journeyman (E5) level. This is called the DMAP 4+3 Sea Tour Option.

After completing the initial four years, the incentives kick in to reward Sailors who commit to the Navy for the follow-on three year sea tour. Here’s a look at the incentives on the table.

Advance-to-Position (A2P) gives E4 Sailors eligible for E5 the chance to apply for an E5 sea duty assignment in the detailing market place, and if selected, be permanently advanced to that paygrade once in the job. Sailors must have passed their most recent Navy Wide Advancement Exam but have not yet been selected for advancement. They must also extend or reenlist to meet the three-year tour length.

Command Advance-to-Position (CA2P) allows Commanding Officers to retain top-performing, advancement-eligible E4 Sailors who have not yet entered the detailing marketplace by permanently advancing them to E5 to fill a vacant, or projected to become vacant, E5 billet at their current command. 

These Sailors advance to E5 upon filling the E5 position at their current command. Similar to A2P, Sailors must have enough obligate service to complete a total of seven years at their command, including any training pipelines. If necessary, they must extend or reenlist to fill the billet. This is a great option for Sailors looking for geolocation stability.

Starting March 1, 2022, CA2P replaces MAP for the four Phase I ratings at the E4 to E5 advancement point and will only be available at afloat commands.

Detailing Marketplace Incentive Pay (DMIP) is an extra monthly payment for Sailors who take the 4+3 sea duty option, which they will receive for the entire three-year Journeyman sea tour. Initial DMIP rates will be between $200 and $800 per month, depending on location and type of sea duty. 

All sailors on sea duty will now earn what’s called Continuous Sea Duty Credits (CSDC). A Sailor starts accruing credits when reporting to sea duty and the counter is reset each time a Sailor reports to shore duty. These credits come into play when negotiating shore duty orders. Those with the most credits will get priority consideration in the assignment process giving them an edge when competing for highly sought-after positions. When two equally qualified sailors are competing for a position, these sea duty credits will serve as the tiebreaker.

“DMAP Phase I represents the first step towards a truly dynamic, Sailor-focused Detailing Marketplace that will improve Fleet readiness and enrich Sailors’ careers,” Nowell wrote. 

“Lessons learned from DMAP Phase I will inform subsequent phases and the expansion of Detailing Marketplace incentive options to Sailors in additional ratings.”

More details, including points of contact, are available in the NAVADMIN.

Navy unveils new enlisted career policy designed to encourage sailors to remain at sea

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