Human Resources Community Health Brief

1. Human Resources Community Health Brief for Director, Military Personnel Plans and Policy (N13) RADM Roegge Community Manager CDR Brett Hinson SELRES Community Manager CDR Al Concepcion Assistant Community Manager Ms. Karen Rochez Community Sponsor VADM W. F. Moran Flag Advisors RADM Cynthia Covell RDML Annie Andrews RDML Barbara Sweredoski (RC)

2. Data: As of 1 August 2013/Officer Assignment Information System (OASIS) BLUF Established and valued community providing MPTE analytical acumen and leadership across all echelons in the MPTE domain and on Fleet/TYCOM/Joint & major staffs • Snapshot • 93% O1-O6 Manning: 445 Current Inventory/481 2012 Fall OPA • 94% Control Grade manning: 286 Current Inventory/304 2012 Fall OPA • Challenges • 87% O2/O3 Manning (up from 79% during last community update) • Increase in Lateral Transfer/POCR quotas for FY13 (51 in FY13 versus 28 in FY12) • If increase in gains maintained/increased in FY14, most gaps filled by mid-year FY15 • Meeting Accession/Gain Requirements – HR relies on Lateral Transfers as the predominant means to fill requirements; any decrease in applicants and/or quotas out of the URL will negatively impact the community • Lateral transfer board: executed 100% (39 of 39) of quotas in FY13 • 75 applications for 20 quotas during June 13 board • POCR board: executed 12 of 12 quotas • Steady State: estimated at ~40 (Lateral Transfer + POCR) once all gaps are filled Regardless of quotas, limited by pool of qualified applicants

3. 2001 2006 2007 2008 2009 2012 Mission Deliver HR expertise to define, recruit, develop, assign, and retain a highly skilled workforce for the Navy and Joint force missions Core Competencies • Workforce Requirements • Recruiting • Training and Education Development • Personnel Management HR RC Flag PMPs re-designated to 1230 HR RC Established HR EB/BOD HR COE HR Community established Nuclear Engineers/ Instructors re-designated to 1210/1220 Established community with stable billet base CNP Approves Milestone Billets (Bi-Annually)

4. Data: As of 1 August 2013/Total Force Manpower Management System (TFMMS) Worldwide Presence Example Billets Northwest - 15 Northeast - 190 Midwest - 108 Southwest - 48 Southeast - 56 Europe/Middle East/Japan/Guam/Puerto Rico - 32 Hawaii - 9 Capital Region – 107; Millington – 54; CVN - 11

5. RESOURCEMANAGEMENT ANALYSIS SUBSPEC Prefixes HR AQDs 0 2 4 6 8 10 12 14 16 18 20 22 24 26 28 Notional Career Path HR EXPERIENCE DEVELOPMENT & LEADERSHIP HR ADVANCED EXPERIENCE PROFICIENCY & LEADERSHIP SENIOR OFFICER DEVELOPMENT, PROFICIENCY & LEADERSHIP DIVO (FLEET OR HR) DH (FLEET OR HR) STAFF TOUR LCDR MILESTONE & STAFF TOURS CDR MILESTONE & STAFF TOURS CAPT MILESTONE & STAFF TOURS POCR/Lateral Transfer LCDR Milestone Board CDR Milestone Board CAPT Milestone Board O4 Milestone/Joint / Staff/Subspecialty/IA/ GSA/HR Certification/ JPME/HR Intermediate Course O-5 Milestone/Joint/ Major Staff/Recertification HR Advanced Course/Svc College/JPME O6 Milestone/Joint/HQ Staff/ Recertification Fleet OperationalTours/Warfare Qualification/HR Experience Tour/ Graduate Education/Subspecialty/IA/GSA HR Certification/JPME/ HR Introductory Course Core Competency Development ADMIN SCREEN BOARDS LCDR MILESTONE: 70% CDR MILESTONE: 66% CAPT MILESTONE: 50%

6. Data: As of 1 August 2013/OASIS Inventory vs OPA Overall manned at 92% at O4; over manning in three YGs mitigates under manning in junior YGs Previous cuts in Lat Transfer to 22 created notches; opening up to LCDRs in FY14 to address Manned at 88%; expect to be near 100% by FY15 assuming current execution of LatXfers Overall manned at 100% for O5 Requirement for 10 USNA coaches Overall manned at 82% for O6; will be 89% by EOY Overall manning at 93%

7. Data: As of 1 August 2013/OASIS Inventory vs OPA

8. Data: As of 1 August 2013/TFMSS/OASIS/Navy Officer Personnel Planning System (NOPPS) Inventory History HR OPA is relatively steady across the FYDP FY06: NR Instructors and Engineers separated from HR community (1210 and 1220) FY09: PMP separated from HR community and established their own designator (1230) Community established in 2001

9. Data: As of 1 August 2013/Annual Accession Plan (N13) Accession/Gain Sources Left side accessions are direct gain USNA coaches and a minimal number of NROTC/STA21 (pilot program in FY10 and NPQ’d graduates)

10. Gains/Accessions • “Right-side” Gains: community relies on lateral transfers/POCRs • FY12: Quotas < Losses • Unsustainable: 26-30 promotions out + 5-8 resignations + 28 quotas = deficit of ~3-10/year • FY13: Increased Lateral Transfer/POCR Quotas (51) • Gaps filled by FY15 assuming quotas remain constant or increase • Steady State: ~40 once fully manned • Lateral Transfer: 35 • POCR: 5 • “Left-side” Accessions • ENS OPA = 10 (USNA Physical Education Coaches) • 3-year contracts with option to stay a 4th and 5th year; no option to stay past 5 years • ~3 Direct Accession requirement/year • Minimal number of USNA/NROTC/STA-21 • Few STA-21 graduates of a FY10/11 program • Few NPQ graduates each year Lateral Transfers are the community’s lifeblood

11. Data: As of 1 August 2013/TFMMS April 13 August 13 September 13 October 13 November 13 Community Milestones • Limited opportunities for traditional CO/XO leadership tracks • Key billets within the MPTE domain and on Fleet/TYCOM/Joint and major staffs are considered equivalent based on scope of responsibility/impact • Milestone Screening Board occurs each October • All LCDRs, CDRs and CAPTs receive up to three looks before the board • Milestone Billets Bi-Annual Review signed out by CNP (2012) • Command PQS – community actively engaged and executing • 18 packages for September oral board (additional packages expected by deadline) CO Billets CAPT – 3 CDR – 14 LCDR – 13 XO Billets CDR – 11 LCDR – 3 LT – 1 HR PQS Approved – officers required to qualify at CAPT, CDR and LCDR Deadline for all PQS packages FY14 slating Oral Board Milestone/Command Board Slating for all Milestone/Command

12. Data: As of 1 August 2013/OASIS Community Statistics Warfare Qualification Subspecialty Feeder Communities

13. Data: As of 1 August 2013/OASIS Community Statistics Masters HR Certification IA/GSA Tour Joint Tour JQO CAPT – 20 CDR – 25 LCDR – 2

14. Data: As of 1 August 2013/Promotion Plan (N13) Promotions CDR CAPT LCDR

15. FTS Data: As of 1 August 2013/Reserve Headquarters System (RHS) INV vs.OPAPAYGRADE LOS CHART (INV vs. OPA) ACCESSIONS PROMOTIONS Updated 13AUG13 Updated 13AUG13

16. SELRES Data: As of 1 August 2013/RHS INV vs.OPAPAYGRADE LOS CHART (INV vs. OPA) ACCESSIONS PROMOTIONS Updated 21AUG13 Source: RHS

17. Takeaways • HR expertise and experience are respected and desired within BSOs across the Navy and Joint force – multiple N1 and N1Xs; limited by zero-sum mentality with billet change requests • Community has been proactive in aligning billets with HR skill sets – task to talent management; limited by zero-sum mentality • Greater stability with regard to gains (Lateral Transfers and POCRs) will allow the community to properly manage Fleet expectations (gaps) and maintain a healthy and stable flow for career milestones (promotion, Milestone selection, etc); any disruption with the gain process (i.e. breakup of Single Resource Sponsor) could have a negative effect on community manning

18. Back Up Slides

19. Values/Core Competencies • Sustained Superior Performance • Completion of Milestone Tour • Graduate Education – HR focused Masters or MBA preferred • HR-Related Proven SUBSPECs – MSA, OA, Education and Training, FM, HSI • Professional Certification – PHR, SPHR, GPHR, CPT, CPLP, CDFM, CDFM-A • Joint Education and Tours • IA/GSA • Warfare Qualification • HR core competency areas: • Personnel Management • Manpower Requirements & Analysis • Training & Education Development • Recruiting

20. Milestone Billets CAPT – 9 CDR – 26 • USMEPCOM • PMO • N1 • N8 • Navy Advancement Center • STRATCOM • DEOMI • NRD • MEPS Battalion • TPU • NTTC • RTC • TSC • NAVMAC • OTC • NETPDTC • NAVMAC • USMEPCOM • AIRPAC • SURFPAC • NAVSEA • NAVSEA • USFF • PACFLT • NPC LCDR – 42 • MEPS • TPU • NTTC • PSD • N1 • OLA • CVN TRNG Officers • NPC • NAVMAC • CNRC

21. Billets by Core Competency Personnel Management – 33% Requirements – 24% Examples: • Manpower Plans Officer • Financial Management /Budget • Personnel Research/Operations Analysis • OPNAV N10/N12/N8/NAVMAC Examples: • Personnel Plans and Policy • Personnel Distribution /Detailers • PSD OICs • TPUs • Staff/Fleet N1 Development – 18% Recruiting – 25% Examples: • Officer Recruiters/OPOs/EPOs • MEPS Operations Officers • MEPS Commanders • NRD XOs/COs • CNRC/Region Staff Examples: • CVN Training Officers • USNA: Instructors/School Admin • NSTC: COS/Training/OPS • TSC: CO/XO/Student processing • RTC: XO/IndocTraining • OTC: XO/School Admin

22. HR Advanced Course Resident 2 weeks 1 x year Senior Leadership Sessions Distance Learning 1½-hour sessions As needed HR Introductory Course Resident 1 week 2 x year HR Intermediate Course Distance Learning 1½-hour sessions 9 weeks 2 x year Certification Preparation and Examination Program (CPEP) Distance Learning + Resident 1½-hour sessions, 7 weeks + 4-day on-site followed by exam 2 x year Grad Ed/NPS JPME I & II HR Learning Continuum to to HR Webinars 1 hour session At least quarterly 23