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Human Resources Community Health Brief

Human Resources Community Health Brief. for Director, Military Personnel Plans and Policy (N13) RADM Kurta. Community Manager CDR Brett Hinson Assistant Community Manager Ms. Karen Rochez. Community Sponsor VADM Scott Van Buskirk Flag Advisors RADM Cynthia Covell

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Human Resources Community Health Brief

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  1. Human Resources Community Health Brief for Director, Military Personnel Plans and Policy (N13) RADM Kurta Community Manager CDR Brett Hinson Assistant Community Manager Ms. Karen Rochez Community Sponsor VADM Scott Van Buskirk Flag Advisors RADM Cynthia Covell RDML Annie Andrews

  2. 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 • 91% O1-O6 Manning: 433 Current Inventory/479 2012 Fall OPA • 97% Control Grade manning: 142/154 LCDR; 109/104 CDR; 42/45 CAPT • Challenges • 79% O2/O3 Manning • Increase in Lateral Transfer/POCR quotas for FY13 (~51 in FY13 versus 28 in FY12) • If increase in gains maintained, the community will fill most gaps by EOY FY14 • Meeting Accession/Gain Requirements • Lateral transfer board: executed 100% (22 of 22) of quotas in FY12 • 65 applications for 20 quotas for Nov 12 board • Application History: Jun 12 - 72; Nov 11 – 59; Jun 11 – 53; Nov 10 – 50 • POCR board: executed 6 of 6 quotas • Previous Years: FY10 – 4 of 3 quotas; FY11 – 14 of 14 quotas • Steady State: estimated at ~30 (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 Nov 2012 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 MILE- STONE LCDR STAFF TOUR/S CDR MILE- STONE CDR STAFF TOUR/S CAPT MILE- STONE CAPT STAFF TOUR/S 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 Nov 2012 Inventory vs OPA Overall manned at 92% at O4 Previous cuts in Lat Transfer to 22 & limited pool of applicants from URL; mitigated in FY13; manned at 79% Overall manned at 105% for O5 Requirement for 10 USNA coaches Overall manned at 93% for O6 Overall manning at 91% due to LT/LTJG

  7. Data: As of 1 Nov 2012 Inventory vs OPA

  8. Data: As of 1 Nov 2012 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 Nov 2012 Accession/Gain Sources *Expect quotas for POCRs to increase to 12 from previously approved plan (6). **4 POCRs selected through November POCR Board. Expect 20 selections from November Lat Xfer Board (results not released yet). 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: 25-30 promotions out + 4-6 resignations + 28 quotas = deficit of ~5-10/year • FY13: Increased Lateral Transfer/POCR Quotas (~51) • Gaps filled by EOY FY14 • Steady State: ~30 once fully manned • Lateral Transfer: 25 • 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. 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) • LCDR Milestone – 42 billets • MEPS, TPU, NTTC, PSD, N1, OLA, CVN TRNG Officers, NPC, NAVMAC, CNRC • CDR Milestone – 26 billets • NRD, MEPS Battalion, TPU, NTTC, RTC, TSC, NAVMAC, OTC, USMEPCOM, PMO, N1, N8, Navy Advancement Center, STRATCOM, DEOMI • Major Command/CAPT Milestone – 9 billets • NETPDTC, NAVMAC, USMEPCOM, AIRPAC, SURFPAC, NAVSEA, USFF, PACFLT, NPC CO Billets CAPT – 3 CDR – 14 LCDR – 13 XO Billets CDR – 11 LCDR – 3 LT – 1

  12. Data: As of 1 Nov 2012 Community Statistics Warfare Qualification Subspecialty Feeder Communities

  13. Data: As of 1 Oct 2012 Community Statistics Masters HR Certification IA/GSA Tour Joint Tour JQO CAPT – 21 CDR – 26 LCDR – 1

  14. Data: As of 1 Nov 2012 Promotions CDR CAPT LCDR

  15. Takeaways • HR expertise and experience are respected and desired within BSOs across the Navy and Joint force – multiple N1 and N1Xs • Community has been proactive in aligning billets with HR skill sets – task to talent management • 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)

  16. Data: As of 1 Nov 2012 FTS INV vs.OPA Paygrade LOS CHART ACCESSIONS PROMOTIONS

  17. Data: As of 1 Nov 2012 SELRES INV vs.OPA Paygrade LOS CHART ACCESSIONS PROMOTIONS

  18. Back Up Slides

  19. Data: As of 1 Nov 2012 HR Total Force OPA vs INVENTORY 1200* 1207 1205 1200*1207 1205**1205*** Percent of OPA FLAG CAPT CDR LCDR LT LTJG ENS Total % of OPA Total OPA Total Inventory * 1200 OPA and Inventory includes USNA Coaches ** Inventory includes only those 1205 officers in Pay Category 1; used for comparisons to OPA *** Inventory includes all 1205 officers Data sources: N10 Tri-Color/OAIS/RHS/IMAPMIS

  20. BSO Presence More control grades outside of CNP/NETC BSO using the expertise and experience for major staffs. Majority of junior billets at CNP/NETC developing HR expertise and gaining experience.

  21. Data: As of 1 Oct 2012 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. Learning Continuum HR Introductory Course (Initial Training for new HRs) – One week 2 times/year NPS Masters (Graduate Education) - Currently HR Officers are in MSA/FM/OA/HSI HR Advanced Course (Education for Mid-Career HRs) – Three weeks in Summer/Fall HR Executive Seminars – Various (e.g. Joint N1 Course, HR Indoc for URL/Civ, etc) HR Executive Seminars Experience HR Advanced Course Masters Degree • SHRM Prep/Certification Course • 7 weekly 1.5 hour virtual study sessions • 5-day in-residence classroom including Cert Exam HR Intro Course HR Accession Experience Experience HR Center of Excellence

  23. 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 • HR core competency areas: • Personnel Management • Manpower Requirements & Analysis • Training & Education Development • Recruiting

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