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MyNavy Assignment Latest Release Brings More Transparency to Rate Conversion Applications

Millington, tn, united states, story by petty officer 2nd class jared catlett  , navy personnel command.

MILLINGTON, TENN. – Sailors interested in rate conversions may now see the availability of positions prior to applying. This is a new feature of the latest MyNavy Assignment (MNA) release, launched Dec. 3, 2021. Sailors can now determine their potential fit in a rate conversion depending on the available positions advertised in MNA for Sailor application. Previously Sailors had to apply without knowing the positions available, but they can now shop for positions and see the availability of both in-rate and out-of-rate jobs. Most conversion requests will be initiated, reviewed, and adjudicated within MNA. If quotas out of the Sailor’s current rate are not available, Sailors will not normally be able to submit conversion applications. Once signed into MNA homepage Sailors can access both their personal information and the “My Conversion Opportunities” page where the new capabilities can be found. It is important to note that job conversion opportunities are filtered based on a Sailor’s year group and personal information. Sailors should always verify that their year group and personal information are correct. Direct Conversion Requests are another option that allow Sailors outside their order negotiation window to apply for a job with a different rating. Enlisted Community Managers (ECMs) have the ability to set a “black out” time, also called a Direct Conversion Threshold, prior to a Sailor entering their order negotiation window. The Conversion Threshold prevents Sailors from making a Direct Conversion request in that time frame. For example, a six month “black out” period means that Sailors 18-13 months from their projected rotation date would be prohibited from making Direct Conversion Requests. Sailors inside their MNA negotiation window can request conversion by applying to a rating for which they qualify, assuming that both their current rating has Out-Quotas and the rating they are interested in converting to has In-Quotas. Out-Quotas are the number of Sailors allowed to convert out of a rating for a Sailor’s year group via a normal conversion application. If the Out-Quota is 0, the conversion request will normally be rejected. Out-Quotas are defined by rating, pay grade, year group, and service component. ECMs may also choose to define Out-Quotas by Naval Enlisted Classification (NEC). Sailors can navigate the “Conversion Ratings With In-Quotas” pane to see all available jobs in order of a Sailor’s level of qualifications, which is indicated by a Sailor’s Rating Identification Engine (RIDE)/Job Opportunities In the Navy (JOIN) score. General job searches can also be conducted by clicking the “In Opportunities Job Search” button which will then open a window that shows all convert-in available jobs. Sailors can filter and search jobs at will based on various criteria. By clicking a specific rating, Sailors can get more information on jobs available within a specific rating. Sailors complete a job search for a rating by clicking the Job Search button on the Rank pop-up. The pop-up will also display the RIDE/JOIN scores supplied by CWAY. It is extremely important that Sailors make sure that their CWAY information is up to date. Without up-to-date information, a Sailor’s RIDE/ JOIN scores will be incorrect. There is also a “Conversion Ratings with No Available Quotas” pane that Sailors may view and apply for ratings with no In-Quotas, but applications will likely be rejected. Sailors will be able to submit conversion applications during application phase. The next application phase begins Dec. 23, 2021. For more information regarding the MyNavy Assignment latest release please visit: https://www.mynavyhr.navy.mil/Career-Management/Detailing/MyNavy-Assignment/ https://www.mynavyhr.navy.mil/Career-Management/Career-Counseling/C-WAY/

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Trending topics, approximately 30 percent of sailors remain in same area following new billet assignment, cnp says.

Three in 10 sailors did not have to move due to their new billet assignments, the head of naval personnel said Wednesday.

As a result of changes to billet assignments, such as the detailing marketplace assignment policy , sailors are able to stay in the same geographic area longer, Chief of Naval Personnel Vice Adm. Richard Cheeseman said Wednesday during a Navy Memorial talk. The detailing marketplace assignment policy is the Navy’s billet-based advancement program that aims to give sailors more control over their promotions and next assignments.

While 30 percent does not come across as particularly high, Cheeseman said it is for the sea service. Retired Rear Adm. Frank Thorp, president of the U.S. Navy Memorial, said he remembered during his service that the rate was less than 1 percent. When people got new assignments, they expected to move.

Consistent geographic location is one way the Navy is working to retain sailors. Cheeseman noted that the service is on track to meet its goals for retention. For some sailors, especially those with families, the chance to stay in the same location can be enough of an incentive to keep them in the service.

Selected reenlistment bonuses are another tactic, he said. In some cases, the Navy has done so well at retention that it does not need to offer retention bonuses for some billets, he said.

“But you got to figure out where to take risk. Can we have some really critical skills that we’re going to need now and going forward? So how do we incentivize those folks correctly?” Cheeseman asked rhetorically.

But while the Navy can retain sailors, getting them in the door is a different issue, Cheeseman said.

It’s unlikely that the Navy will meet its recruiting mission, which set a goal of 40,600 sailors for Fiscal Year 2024, Cheeseman said. The Navy’s goal is higher than its one in Fiscal Year 2023, which the service also missed.

But the Navy saw more contracts in FY 2023 than in FY 2022 despite meeting its goal in FY 2022. In order to meet its recruiting goals, the Navy drained its delayed entry program – the group of people who sign contracts but are not immediately sent to bootcamp, Cheeseman said.

Without the buffer provided by the delayed entry program, the service needs to bring in more people to meet its goal, the personnel chief said.

While the Navy is likely to miss its recruitment goal, the service is slowly closing the gap. Earlier in the year, the service estimated it would miss the mark by 6,700 sailors. Now, it’s at 6,200.

How many sailors the Navy will be short is still unclear, Cheeseman said, but recruiters are working every day to close the gap.

Heather Mongilio

Heather Mongilio is a reporter with USNI News. She has a master’s degree in science journalism and has covered local courts, crime, health, military affairs and the Naval Academy. Follow @hmongilio

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