Sailor 2025 is the Navy’s program to improve and modernize personnel management and training systems to more effectively recruit, develop, manage, reward, and retain the force of tomorrow. We are focused on empowering Sailors, updating policies, procedures, and operating systems, and providing the right training at the right time in the right way to ensure Sailors are ready for the Fleet.
Recruiting, developing and retaining the right number of Sailors with the right skills to man our force demands innovation built on a framework of three pillars: a modern personnel system, a career learning continuum that we call Ready, Relevant Learning, and career readiness. While the Navy is in a good position today with respect to recruiting, retention and manning, we are at a strategic cross-road where we need to think about how we will conduct business for the Sailors of the future.
Personnel System Modernization (PSM)
Our personnel initiatives are aimed at empowering Commanding Officers, developing flexible policies, increasing transparency, providing better tools to Sailors and leadership, and giving more choices to Sailors. To continue to recruit and retain the very best talent, we need modern policies and retention tools that offer flexibility and choice to Sailors. We are modernizing our personnel polices to give Sailors more control and ownership over their careers, as well as allow the Navy to adapt to economic changes and corresponding effects on the recruiting market and retention.
- Fleet Scholar Education Program (FSEP) – Expanded fully-funded, in-residence graduate degree opportunities at civilian institutions by 30 billets at the officers' (URL and IWC officers eligible) choice of institution
- Meritorious Advancement Program (MAP) – Provided more opportunities to Fleet COs, CMCs, and the Chiefs’ Mess to better identify and meritoriously advance talented, hard-working Sailors at sea and shore
- SECNAV Tours with Industry (SNTWI) – Provided opportunities for 30 top-performing Sailors at highperforming corporations to observe and learn the newest insights and best practices to bring back to the Fleet
- Revamp pay and personnel systems – Increase automation and streamline processes to allow Sailors to conduct all manner of personnel issues, from pay and leave, to interactions with detailers, via modern, easily-accessible and simple to use programs that work on a personal mobile device
- Rating modernization – Enhance career flexibility where combinations of rates with similar training and experience exist. Provide greater training and credentialing opportunities, and help Sailors become more marketable to civilian employers once they leave the Service
- Shift to tailored, NEC-based advancement exams coincident with the rating modernization effort
- Overhaul the performance evaluation system
- Enable ease of movement back and forth between the Active and Reserve Components
- Implement “Detailing Marketplace” Fleet-wide, which will allow Sailors to negotiate job assignments directly with gaining commands