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2013 HR Community Survey Results

2013 HR Community Survey Results. TASK. Assess/re-assess the attitudes and opinions of HR officers on various topics Determine effectiveness of efforts underway to align with Navy 2013-2017 HR Community Strategic Plan Generate potential focus areas for action

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2013 HR Community Survey Results

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  1. 2013 HR Community Survey Results

  2. TASK • Assess/re-assess the attitudes and opinions of HR officers on various topics • Determine effectiveness of efforts underway to align with Navy 2013-2017 HR Community Strategic Plan • Generate potential focus areas for action • Address any areas of concern that were not included in previous survey 2

  3. HR Survey ParticipationInventory as of 15 July 2013 Survey Participants vs. Inventory 1200 1207 1205 1200* 1207 1205 Percent of Inventory FLAG CAPT CDR LCDR LT LTJG ENS Survey Total Total Inventory Total % of Inventory

  4. HR AccessionReasons for becoming HR Officer Other responses include: desire to stay Navy, but not in previous designator; forced re-designation; felt would have greater impact in Navy as HR; improved work/life balance 4

  5. HR Strategy • 75% of HR officers have read the HR Strategy • Compared to 89% in 2011 • 77% (of those who read Strategy) believe the HR Execution Plan will serve as a good roadmap to meet the HR Strategic objectives • Compared to 65% in 2011 5

  6. Milestones • Sample Open Forum Comments to “Do We Have the Right Mix of Milestone Billets?”: • Need more leadership positions (CO/XO, Staff w/Leadership) • Expand footprint (Operational, At-Sea, Joint, Additional Fleet N1s) • Need to anchor milestone lists for greater than 2 years (sense of fairness) • Outdated or misunderstood algorithm 6

  7. Milestones (Cont.) Priority ranking of factors that should be most heavily weighted in determining milestone billets. (mark all that apply) (1-8, 1 as the most important) • Other Factors Recommended for Consideration in Determining Milestone Billets (Sample Open Forum Comments): • Scope of Impact (Navy-wide vs. command-level, Fleet warfighting mission and readiness) • Visibility • Accountability and Workload • Relationship to HR CCAs (represented based upon proportional percentage of billet base) 7

  8. Communication 65% of HRs surveyed felt well connected to news about the community; down from 78% in 2011 Website & e-mail reach largest audiences but Brownbag Meetings increased 11pp in frequency since 2011 8

  9. HR Mentoring Satisfaction with community mentoring is much higher for those with a mentor • 56% of HR Officers have a mentor • Those w/mentors are fairly satisfied • 32% desire a mentor, but do not have one 9

  10. HR Mentoring (Cont.)Expectations • Other Expectations of HR Mentor (Open Comments) • Confidentiality and non-attribution • Engaged and interested • Understand not a “One Size Fits All” • Accurate information • Blatant honesty about one’s record and potential assignments • Unbiased Perspective/Unbiased FITREP guidance • How To Improve HR Mentoring (Open Comments) • Mentoring guidebook • Volunteer relationships rather than assigned • Establish minimum community expectations • Consistency across regions • List of HR officers willing to serve as mentors • Reserve specific mentoring • HR conference 10

  11. Community SuccessAll O4-O6 Most HR Officers feel effective in their current position and well-prepared throughout career • Previous HR tours/experience and Master’s degree deemed most impactful • Other factors begin to vary by paygrade • Warfare qualification and Intro Course more impactful for Junior Officers • JPME more impactful for Senior Officers 11

  12. Community Success (Cont.)HRs with Milestone Tour • 78% felt prepared for milestone tour • Seniors officers feel more prepared than Juniors for milestone tour • 77% O-4, 86% O-5, 100% O-6 • Impact weighting for milestones similar to weighting for tour/career • Previous HR tours/experience and Master’s degree deemed most impactful for milestone preparedness • Warfare qualification more impactful for Juniors; JPME and IA/GSA more impactful for Seniors 12

  13. Graduate Degree Utilization 30% (128/426) have Navy-funded graduate degree from NPS 13

  14. HR Training Continuum HR Training Continuum courses and tools are effective at all levels HR Introduction Course • 49% of respondents indicated course attendance (+17 from 2011) • 89% indicated course was effective (+8 from 2011 survey) • 86% indicated that the “set of tools” received were effective (+25 from 2011) HR Intermediate Course • 13% of respondents indicated course attendance • 95% indicated course was effective • 80% indicated that the “set of tools” received were effective HR Advanced Course • 17% of respondents indicated course attendance (+1 from 2011) • 94% indicated course was effective in enhancing skill set (+12 from 2011) • 77% indicated course was effective in helping them grow (+2 from 2011) • 90% indicated that the “set of tools” received were effective (+15 from 2011) Certification Preparation and Examination Program (CPEP) • 37% of respondents indicated course attendance • 85% indicated course was effective in preparing for HR Certification Exam (Note: ~ CPEP pass rate) 14

  15. Command Qualification Most HR Officers are aware of the new Command Qualification requirement; fewer know whom to contact to begin the PQS 77% Senior, 66% Junior 15

  16. Future Planning 16

  17. Future Planning 17

  18. Key Take-Aways • Top reasons participants became HR officers is enjoyment of HR work and ability to use HR-related prior work experience • The least cited reason was HR community reputation (numerous comments IRT burnishing community credibility and value to big Navy) • More HR officers (compared to 2011) believe HR Execution Plan is good roadmap to meet our objectives • Milestone assignment, screening, and slating processes are understood, but the slating process is still perceived as unfair • Participants believe Leadership Role should be most determinative factor in determining milestone billets • While communication methods have increased in effectiveness and frequency, fewer HR officers (compared to 2011) feel connected to the community • SELRES officers feel least connected • Satisfaction with community mentoring program is higher for those w/mentors • Most HR officers feel effective in current position and prepared for milestone tour • All HRCOE courses are effective • While most HR officers know of command qualification requirement, fewer know who to contact to get started 18

  19. BACK-UP 19

  20. Demographic DataHR Competency What is your primary competency? What competency are your currently working in? 16.8% All participants (N=426) stated they are in HR billet but 45 (11%) indicated their billet was not in a primary competency 20

  21. Demographic DataYears of HR and Navy Service How many years have you been in the HR Community (based on when you first became a 1200, 1207 or 1205)? How many years of commissioned Service (YCS) do you have? 52% of respondents (N=220) indicated they have been a HR 6 years or less since they became a HR 63% of respondents (N=267) indicated they had 13+ years of commissioned service 21

  22. Demographic DataHR Region 22

  23. Demographic Data1205 Officers Status of 1205 officers Role in your civilian occupation • “Other HR” responses included: HRIS, • HR analysis and research, Program Mgmt, Secondary Education, student 53% of respondents (N=88) indicated they had HR roles in their civilian occupation 60% of respondents (N=88) indicated they were an Inactive SELRES 23

  24. Demographic DataHR Accession Other includes: Nuclear Power Instructor 24

  25. HR Training Continuum Open Comments: HR COI Site • Recommended additions to HR Community of Interest Site • HR PQS References • Access to HR Course (Advanced, Intermediate, Intro) PPT Slides • SHRM Learning Webinars and Recertification process • More Reserve Info • Blog from Leadership • Contact List for HR Officers (Directory) • Recorded DCO Sessions of Brown Bags or Other Community Events • Library of Various Studies by Topics (Compensation, Manpower, etc.) • Eliminate Redundancy Between HR COI Site and NPC Website • Direct Connections to How HR Community Supports the CNO's Three Guiding Tenets: Warfighting First, Operate Forward and Be Ready • List of Mentors and Contact Info • Training Officer Resources • Applicable Issues (e.g. Sequestration) and how they will impact labor (all DoN), budget, training, and future Navy strategies • Employment Information (resume writing, interviewing skills, select/ hire someone) • Difficult to Locate and Navigate; Unresponsive to Request for Account • Unaware of Its Existence 25

  26. HR Mentoring (Cont.) Open Comments • Most Positive Aspect of HR Mentoring • Face to Face Dialogue • Record Review • Professional Relationship Building (Connections to the Community) • Confidence Builder • Guidance and Support in Career Decisions • Different Perspective (Constructive Criticism) • Learning from Seasoned/Experience Officer • Least Positive Aspect of HR Mentoring • Unresponsive to Request for Mentor • Forced/Assigned Relationship • Inconsistent/Conflicting Messages • Sugar-Coating/Party-Line vs. Constructive Criticism • Not Enough Outside Navy Experience • Non-Standard Across Regions • Informing How to Balance Work/Family • Difficult to Cultivate Due to Geographic Separation/Isolation • Senior Officer Time Constraints • Lack of Understanding Active vs. Reserve Career Paths 26

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