Effective with December's MyNavy Assignment Cycle, DMAP Phase II adds the Machinist's Mate, Damage Controlman, Interior Communications Electrician and Retail Specialist ratings -- which add over 900 new sea duty jobs to the marketplace.

The additions bring the total number if DMAP ratings to eight. Phase II was announced in NAVADMIN 228/22, Oct. 6.

The new quartet of ratings joins the initial cadre of Aviation Boatswain's Mate (Fuels), Aviation Boatswain's Mate (Handling), Culinary Specialist and Gas Turbine Systems Mechanic, which remain in the program.

For Sailors in these sea intensive ratings, incentives now include incentive pay, advancements, and sea duty credits which can be swapped in the future for priority in picking shore duty - simply for spending more time at sea.

"These ratings were chosen based on review of the largest number of systemic sea duty gaps and the most value brought to the Fleet in Phase II implementation," Vice Adm. Rick Cheeseman Jr., the chief of naval personnel said in the message.

"Additional sea-intensive ratings were closely considered and will continue to be reviewed for DMAP in future phases."

The way DMAP works is through offering a bevy of incentives for Sailors in sea-intensive ratings after completing four years of their first sea tour as an Apprentice (E4 and below).

At this point, incentives will be offered to serve a follow-on, three-year sea tour at the Journeyman (E5) level. This is called the DMAP 4+3 Sea Tour Option. The incentives kick in after the initial four years for those committing to the follow-on three-year sea tour either at their current command or elsewhere.

Here’s a look at the incentives on the table.

Detailing Marketplace Incentive Pay (DMIP) is an extra monthly payment for Sailors who take the 4+3 sea duty option, which they will receive for the entire three-year Journeyman sea tour. DMIP rates are between $200 and $800 per month, depending on location and type of sea duty.

Advance-to-Position (A2P) gives E4 Sailors eligible for E5 the chance to apply for an E5 sea duty assignment in the detailing marketplace, and if selected, be permanently advanced to that paygrade once in the job. Sailors must have passed their most recent Navy Wide Advancement Exam but have not yet been selected for advancement. They must also extend or reenlist to meet the three-year tour length.

Command Advance-to-Position (CA2P) allows Commanding Officers to retain top-performing, advancement-eligible E4 Sailors who have not yet entered the detailing marketplace by permanently advancing them to E5 to fill a vacant, or projected to become vacant, E5 billet at their current command. These Sailors advance to E5 upon filling the E5 position at their current command.

Similar to A2P, Sailors must have enough obligated service to complete a total of seven years at their command, including any training pipelines. If necessary, they must extend or reenlist to fill the billet. This is a great option for Sailors looking for geographic location stability.

CA2P replaces MAP for all eight DMAP ratings at the E4 to E5 advancement point and will now only be available at afloat commands.

All sailors on sea duty will now earn what’s called Continuous Sea Duty Credits (CSDC). A Sailor starts accruing credits when reporting to sea duty and the counter is reset each time a Sailor reports to shore duty.

These credits come into play when negotiating shore duty orders.  Those with the most credits will get priority consideration in the assignment process giving them an edge when competing for highly sought-after positions. When two equally qualified sailors are competing for a position, these sea duty credits will serve as the tiebreaker.

Sailors on sea duty in the new four DMAP ratings whose scheduled rotation is on or before Dec. 1, 2023, will automatically enrolled into DMAP unless they opt out for their upcoming assignment process by Nov. 15.  These opting out will then negotiate orders through the legacy Sea Shore Flow marketplace.

Opting out requires command endorsement of an Electronic Personnel Action Request (NAVPERS 1306/7) sent to their detailer by the Nov. 15 deadline.

“DMAP represents a major paradigm shift in how the Navy mans the Fleet,” Cheeseman said in the message.

"As such, MyNavy HR continues to Get Real and Get Better by analyzing and applying lessons learned from Phase I and intends to collect data and feedback to help inform future program adjustments. Sailor and command flexibility and feedback remain key enablers to ensuring success.”

More information about DMAP can be found at the Detailing Marketplace tab on the MyNavy HR website, https://www.mynavyhr.navy.mil/Career-Management/Detailing/Enlisted/Detailing-Marketplace.