“CPPA training is a two-week school,” Satterwhite said. He appreciates their dedication and wants to know how they help their Sailors get their entitlements correctly and on time. The first thing he does is to thank them for the work they do. In his meetings with CPPAs, Satterwhite has been taking questions from these Sailors, who are the principal points of contact for pay and personnel transactions at their respective commands. “Commands can engage and talk to their Sailors, especially when they first report on board, to make sure their entitlements changed for their new location,” he said, reminding leaders Sailors should be gained within four days of reporting to their commands so their pay and entitlements can be adjusted to their new command and location. If commands are engaged and talk with their Sailors, they will find these issues and identify them early on. It all comes back to getting after the challenges Sailors are facing and solving those problems as quickly as possible.” “I urged them to tell us whenever they find an issue so we can fix them. He’s been telling commanders that today’s pay system does not identify problems and this is where they can help. So we need to explain how these changes benefit them, so it’s real for them and they can understand what it means.” “My goal is to see those command triads in person and talk to them about what is going on and how they fit into this,” he said. Satterwhite said the engagements address one of his primary challenges: communicating to the fleet what’s happening. “We did an analysis: what did we do well? What did we not do well? How do we align the organization to meet the need so we can be most effective at this?” It’s an area that’s gone through different alignments, and honestly speaking, we’ve had some ups and downs fully executing those changes.” “We established MyNavy Career Center in September 2021 because we wanted to improve Sailor pay and HR service delivery. At each stop, he’s met with leadership triads to answer their questions about how changes to pay and personnel transaction processes will impact their Sailors.Īccording to the Sterling, Virginia, native, these changes are some of the most significant in recent memory for pay and personnel transaction processes. Future trips include Pacific Northwest bases in Bremerton and Everett, Washington, the National Capitol Region, Bahrain, and Rota, Spain. Since early April, Satterwhite has made visits to San Diego, Pearl Harbor, Japan, Groton, and Hampton Roads. Stu Satterwhite, is barnstorming across fleet concentration areas to talk to Command Pay and Personnel Administrators and Command Leadership triads about the changes happening now in how pay transactions are processed and those expected soon. The admiral in charge of the Navy’s pay has been hitting the road.Ĭommander, MyNavy Career Center, Rear Adm. Navy photo by Mass Communication Specialist Seaman Dallas A. Ronald Reagan, the flagship of Carrier Strike Group 5, provides a combat-ready force that protects and defends the United States, and supports alliances, partnerships and collective maritime interests in the Indo-Pacific region. Ronald Reagan coordinated with Navy Personnel Command’s PACT Fleet Engagement Team to provide this unique opportunity to PACT Sailors assigned to the ship. Navy’s only forward-deployed aircraft carrier USS Ronald Reagan (CVN 76). Stuart Satterwhite, left, deputy director, enterprise support, Office of the Chief of Naval Personnel, asks Airman Kaldden Greer from Milwaukee, what his new rating will be during a PACT event to assign PACT Sailors ratings in the wardroom of the U.S. Photo By Seaman Apprentice Dallas Snider | 220411-N-WU964-1092 YOKOSUKA, Japan (April 11, 2022) Rear Adm. Photo By Seaman Apprentice Dallas Snider |Ģ20411-N-WU964-1092 YOKOSUKA, Japan (April 11, 2022) Rear Adm.
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