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R 211824Z MAR 18
FM COMNAVAIRFOR SAN DIEGO CA
TO ALNAVAIRFOR
INFO COMNAVAIRFOR SAN DIEGO CA
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UNCLAS
MSGID/GENADMIN/COMNAVAIRPAC/0005/FEB//
SUBJ/COMMANDER, NAVAL AIR FORCES 2018 INCENTIVE ANNOUNCEMENT//
MSGID/GENADMIN/COMNAVAIRFOR/N07200//POC/NAME: JAMES JOHNSTON/
CDR/UNIT: CNAFN001/SAN DIEGO/TEL:DSN 735-4390/TEL:619-545-4390//
GENTEXT/RMKS/1. IN TODAY’S INCREASINGLY DYNAMIC WARFARE ENVIRONMENT,
OUR NATION RELIES UPON THE BEST, THE MOST TALENTED, AND THE MOST
QUALIFIED WARFIGHTERS TO ENSURE ITS SECURITY. COMPETITION FOR THE
TALENTED MEN AND WOMEN OF NAVAL AVIATION HAS GROWN FIERCE, A FACT
THAT I AM EXTREMELY PROUD OF AS IT SPEAKS TO OUR TRAINING, OUR
DISCIPLINE, AND OUR APTITUDE. IN THE FACE OF THIS COMPETITION, WE
MUST ENSURE WE MAINTAIN OUR MISSION EFFECTIVENESS BY ACCURATELY
INCENTIVIZING CRITICAL CAREER MILESTONES IN THE NAVAL AVIATION
ENTERPRISE. IN THIS SPIRIT, I HAVE CHALLENGED OUR COMMUNITY TO
INNOVATE AND MODERNIZE SPECIFIC RETENTION PROGRAMS IN ORDER TO
CAPITALIZE ON THE BREADTH OF TALENT WE SEE IN THE FLEET ON A DAILY
BASIS.
2. 2018 MARKS THE 18TH ANNIVERSARY OF AVIATION CAREER CONTINUATION
PAY WHICH INCLUDES BOTH THE AVIATION DEPARTMENT HEAD BONUS AND THE
AVIATION COMMAND BONUS. THE OVERALL STRUCTURE OF THESE PROGRAMS HAS
CHANGED LITTLE IN THE PAST DECADE, DESPITE AN EVER-EVOLVING GLOBAL
ECONOMY AND COMPETITION FOR OUR TALENT. COUPLED WITH AN OUT-OF-DATE
AVIATION CAREER INCENTIVE PAY PROGRAM, IT IS TIME FOR CHANGE TO
ENSURE WE CONTINUE RETAINING OUR MOST TALENTED PEOPLE FOR SELECTION
TO MILESTONE TOURS. THE NEW AVIATION BONUS (AVB) AND AVIATION
INCENTIVE PAY (AVIP) PROGRAMS WILL REWARD WHAT IS VALUED
MOST SUPERIOR PERFORMANCE - WHILE CONTINUING TO VALUE THE SUPERB
CONTRIBUTIONS OF ALL NAVAL AVIATORS.
3. IN RESPONSE TO FEEDBACK DIRECTLY FROM THE FLEET, THE STRUCTURE
OF THE AVB HAS BEEN COMPLETELY OVERHAULED, ALLOWING MORE FLEXIBILITY
WHILE SIMULTANEOUSLY RECOGNIZING SELECTION TO CAREER MILESTONES AS A
RESULT OF SUPERIOR PERFORMANCE. UNDER THE NEW AVB CONSTRUCT,
ELIGIBILITY FOR THE DEPARTMENT HEAD BONUS WILL COINCIDE WITH
SELECTIONTO LCDR, NOT MINIMUM SERVICE REQUIREMENT (MSR). THE
PROGRAM WILL ALLOW OFFICERS TO CHOOSE EITHER A FIVE-YEAR OPTION
PRIOR TO DEPARTMENT HEAD BOARD COMMENCEMENT, OR REDUCED RATE
FIVE-YEAR OR THREE-YEAR OPTIONS FOLLOWING DEPARTMENT HEAD BOARD
RESULTS. INCENTIVE RATES WILL VARY BY SPECIFIC COMMUNITIES WITHIN
THE NAE, AND WILL DIRECTLY COINCIDE WITH INVENTORY HEALTH FOR EACH
PLATFORM. CONGRESS CURRENTLY CAPS THE MAXIMUM RATE THAT WE CAN PAY
AT $35,000 PER YEAR. WE ARE READY TO ADJUST RATES TO REMAIN
COMPETITIVE AS SOON AS WE ARE GRANTED INCREASED AUTHORITIES IN THE
FUTURE.
4. ADDITIONALLY, SELECTION FOR COMMANDING OFFICER - THE PINNACLE
CAREER MILESTONE - WILL COINCIDE WITH ELIGIBILITY FOR A NEW COMMAND
BONUS. THE NEW BONUS RISES TO THE INCREASED AND SUBSTANTIATED VALUE
WE PLACE ON OUR COMMANDING OFFICERS, AND THE WORK THOSE COMMANDING
OFFICERS EXECUTE IN THEIR COMMAND AND SUBSEQUENT TOURS. THOSE WHO
HAVE DEMONSTRATED SUPERIOR PERFORMANCE AND LEADERSHIP, RESULTING IN
THEIR SELECTION TO COMMAND, WILL BE ELIGIBLE TO RECEIVE $100,000
TOTAL, PAID IN THREE ANNUAL INSTALLMENTS BEGINNING IN THE FISCAL
YEAR FOLLOWING THEIR SELECTION. THE GOAL OF THIS BONUS IS TO
REWARD COMMAND AND INCENTIVIZE ONE POST-COMMANDER COMMAND TOUR.
THE COMMAND BONUS WILL NOT ONLY OFFER THE OPPORTUNITY TO RECEIVE
BONUS PAYMENTS EARLIER, BUT WILL SUBSTANTIALLY INCREASE THE OVERALL
BONUS VALUE TO A LEVEL MUCH MORE APPROPRIATE GIVEN THE
RESPONSIBILITIES AND PERFORMANCE OF OUR COMMANDING OFFICERS.
5. EXPANDING IMPROVEMENT BEYOND THE BONUS PROGRAMS, WE HAVE
DIRECTED A SIMULTANEOUS INCREASE IN AVIP (FLIGHT PAY), IN
ACCORDANCE WITH THE MAXIMUM LEVELS AUTHORIZED BY THE DEPARTMENT
OF DEFENSE, FOR OFFICERS SELECTED TO OUR HIGHLY VALUED MILESTONE
TOURS (DEPARTMENT HEAD, COMMAND, AND MAJOR COMMAND). UPON SELECTION,
OFFICERS WILL RECEIVEUP TO $1,000 A MONTH IN AVIATION INCENTIVE PAY
BASED OFF OF CUMULATIVE YEARS OF AVIATION SERVICE (YAS), A POTENTIAL
ANNUAL INCREASE OF OVER $4,000 FROM LEGACY RATES FOR OFFICERS
OVER 10 YAS. LEGACY RATES WITH NO INTERRUPTION OR REDUCTION WILL
CONTINUE TO BE PAID TO OFFICERS WHO DO NOT SCREEN FOR CAREER
MILESTONES AS THEIR SERVICE REMAINS VITAL TO THE SUCCESS OF
NAVAL AVIATION.
6. ACTIVE COMPONENT AVB, AND ACTIVE AND RESERVE COMPONENT AVIP
RATES AND ELIGIBILITY DETAILS MAY BE FOUND AT NAVADMIN 065/18
RELEASED ON 20 MARCH 2018. RESERVE AVB DETAILS WILL FOLLOW
SHORTLY IN A SEPARATE NAVADMIN.
7. WE VALUE THE CONTRIBUTIONS EACH OF YOU MAKE WITHIN THIS WORLD
CLASS ORGANIZATION AND WE WANT TO PROVE THAT NOT ONLY THROUGH
WORDS, BUT THROUGH A COMPETITIVE COMPENSATION PACKAGE. WE THINK
THE NEW BONUS AND FLIGHT PAY PROGRAMS, COUPLED WITH LIFETIME
RETIREMENT BENEFITS,MAKE NAVAL AVIATION A COMPETITIVE OPTION FOR
YOU AND YOUR FAMILIES. THESE INCREASED INCENTIVES ARE NOT GIVEN
LIGHTLY, AND MIRROR THE VALUE PLACED ON THE SUPERIOR PERFORMANCE
REQUIRED OF OUR PILOTS AND NAVAL FLIGHT OFFICERS.
8. IN ADDITION TO THE MONETARY INCENTIVES FORTHCOMING, OTHER
CAREER-ENHANCING OPPORTUNITIES, SUCH AS THE CAREER INTERMISSION
PROGRAM, FEDERAL SCHOLAR EDUCATIONAL PROGRAM, THE EXPANDED WINDOW
FOR OLMSTED ELIGIBILITY, AND TOURS WITH INDUSTRY CONTINUE TO SERVE
AS EXCITING NON-MONETARY INCENTIVES THAT ALLOW FOR PERSONAL
FLEXIBILITY WHILE REMAINING COMPETITIVE FOR CAREER MILESTONES.
9. I AM EXTREMELY PROUD TO LEAD THIS COMMUNITY GIFTED WITH AN
ABUNDANCE OF TALENT, AND AM EXCITED THAT WE ARE ABLE TO REWARD
YOUR EFFORTS AND DEDICATION. YOU ARE THE FUTURE OF NAVAL
AVIATION AND THE NAVY IS INVESTING IN YOU!!
10. WE FLY, WE FIGHT, WE LEAD, WE WIN! AIR BOSS SENDS.//
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