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Withdrawals, Failures, Reimbursement, and Incompletes
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Personnelman 1 & C - Military manual for government personnel administration
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NAvywide Advancement Examinations
of these rewards are better pay, more challenging job assignments,  and  greater  respect. The  member  is  not  the  sole  benefactor  of advancement. The Navy also profits by gaining more competent and better trained members. Highly trained personnel  are  needed  to  carry  out  the  Navy’s  mission. Each time a person is advanced, that person’s value to the  Navy  increases.  The  trained  person  becomes  more valuable as a specialist in his or her rating and as a person who can train others. Both  the  candidate  for  advancement  and  the command   have   advancement   responsibilities.   For example,  each  member  must  make  sure  his  or  her advancement requirements are completed accurately and on time. The command must make sure only those personnel  eligible  in  all  respects  are  recommended  for advancement.  The  CO  has  the  ultimate  responsibility  of making  recommendations  for  advancement  and  for withdrawing  recommendations  for  advancement. A  command  that  orders  and  administers examinations must distribute an eligibility status of personnel  recommended  for  advancement  listing  to  all departments or commands, as appropriate. This listing should include all personnel from those departments or commands eligible in all respects and recommended for advancement. The  listing  should  also  include  a  section  that contains the advancement requirements that have and have not been completed by candidates. This listing should  be  prepared  in  advance  to  notify  all  concerned personnel of requirements that need to be turned in before  a  set  deadline. TOTAL  ACTIVE  FEDERAL MILITARY  SERVICE Total  active  federal  military  service  (TAFMS)  is  the sum of total active naval service and other active service. The  Department  of  Defense  (DOD)  prescribes  the minimum  TAFMS  an  advancement  candidate  must accrue  to  compete  as  a  regular  candidate  for advancement. The  TAFMS  requirements  for  advancement  to paygrades  E-4  through  E-9  areas  follows: MINIMUM TAFMS FOR A REGULAR CANDIDATE Candidates who meet the time in rate (TIR) and other  advancement  requirements  may  compete  for advancement whether or not they have accrued the DOD prescribed  TAFMS.  The  number  of  advancement  quotas that may be filled by early candidates is determined by DOD manning restrictions to a maximum of 10 percent of the total enlisted forces in each paygrade E-5 through E-9  and  20  percent  for  E-4.  Advancement  of  early candidates may require a higher final multiple score (FMS) than the regular candidate competing for the same rating. REGULAR  AND  EARLY  ADVANCEMENT CANDIDATES Regular  advancement  candidates  are  members whose  TAFMS  equals  or  exceeds  the  DOD  TAFMS  by the end of the fiscal year in which the terminal eligibility date  (TED)  is  computed.  Early  advancement  candidates are members whose TAFMS falls short of the DOD TAFMS by the end of the fiscal year in which the TED is  computed.  The  number  of  months  remaining  in  the fiscal   year   following   the   TED   is   automatically considered  in  determining  early/regular  status.  For example,  a  candidate  for  advancement  to  E-6  who participates  in  a  September  examination  with  accrued TAFMS of 6 years and 4 months computed to the TED of 1 January has the remaining months of the fiscal year (January  through  September)  automatically  considered as  part  of  his  or  her  accrued  TAFMS,  making  the member a regular candidate with 7 years and 1 month TAFMS  even  though  the  candidate’s  examination answer sheet shows only 6 years and 4 months’ total active   service   (TAS).   Paragraph   301.11.4   of   the Advancement   Manual,   BUPERSINST    1430.16D, contains  a  table  that  shows  the  number  of  months automatically y added to the computed TAFMS. HIGH-YEAR TENURE At the other end of the early advancement spectrum is a system used to provide fair promotion opportunities. This system is known as the high-year tenure (HYT) that prescribes  the  maximum  years  of  active  service  allowed between   paygrades   for   professional   growth (advancement in rate) to occur. The HYT limit is 10 years’ active service for E-4, 20 years for E-5 and E-6, 24 years for E-7, 26 years for E-8, and 30 years for E-9. With the reduction in size of the Navy, it is possible that the maximum years of active service a member can serve on active duty will change. If you want to verify 3-7

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