Overview MRD Enterprise MRD Process

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Presentation transcript:

U. S. Coast Guard Manpower Requirements Determination (MRD) Enterprise Overview July 2015

Overview MRD Enterprise MRD Process Manpower Requirements Analysis Manpower Requirements Determination Capabilities Reconciliation Process MRD Influence on CG Human Resources system Benefits of the MRD Enterprise

MRD Enterprise Definition: The people, interrelated processes, guidance, and tools designed to: Translate mission requirements into workforce requirements Provide an objective, standardized staffing logic for identifying, measuring, analyzing, and reporting work and labor consumption Align manpower requirements with program management requirements Enable informed manpower adjustments within resource constraints Enable informed decisions to improve mission accomplishment Enable informed decisions to mitigate risk

MRD Business Model The Model is based on a Resources to Results model first introduced several years ago; the basic model demonstrates how strategic intent informs “desired outcomes” in terms of policy or mission results. MRD – the bright yellow circle in the middle – was added by the Team, and clarifies the role which MRD plays in the Resource-to-Results dynamic. Desired outcomes or results imply certain kinds of activities (e.g., a Concept of Operations) required to accomplish those outcomes, as well as the standards to which these activities should be performed. These desired results and their associated standards drive the need for resources, which most typically include the need for human capital. The signal that human capital is needed for a particular mission or outcome triggers the Manpower Requirements Determination process.

Functional Model of MRD Process

MRD Informs Risk Management NMP MANPOWER REQUIREMENT PERSONNEL ASSIGNED CURRENTLY ON BOARD BILLETS AUTHORIZED MRD AUTHORIZATION INVENTORY MUSTER

MRD Process Six-Phase Process to determine the number, types, and competencies of people required to perform a prescribed amount of work to a prescribed standard Manpower Requirements Analysis (MRA): Phases 1 – 3 Manpower Requirements Determination Capabilities Reconciliation Process: Phases 4 – 6 Utilizes industry accepted Industrial Engineering principles and Workforce Planning and Forecasting procedures to ensure objectivity

Triggers to conduct an MRA New systems acquisitions, projects, or initiatives Changes in mission requirements Changes in performance standards Proposed changes to organizational structure Establishment of new maintenance or operational criteria Implementation of new business processes, equipment, environment or technological advances Regular periodic analysis

Levels of Analytical Rigor Level One – Manpower Estimate Report Analysis of a previously undefined mission requirement or new acquisition Level Two – Workload Consolidation A shallow look at major required work items and estimated workload derived from existing policy documents, databases, and other resources Level Three – Workload Validation A review of pertinent policy doctrine (as above) along with the use of Subject Matter Experts (SME) and Accomplished Performers (AP) to validate work and workload data Level Four – Workload Observation A review of all pertinent resources and doctrine along with the use of SME/AP, which is followed by surveys, OE site visits, and/or interviews

MRA Process: Phases 1 - 3 Define Work Requirements - Extant Data Review and Adjudication Determine Workload - Work Sampling, Operational Audit, Interview, Survey Define Workload Constraints and Assumptions - Availability, Paygrade, Competencies, et. al. Model Optimal Manpower Determination - Manpower Determinant Model, Navy NMRS process, et. al. Identify Manpower Requirements – Number of positions, billets, and competencies Identify Staffing Options – Mix of Military, Civilian, Contractor

Manpower Requirements Determination Progression from MRA to MRD can be an iterative process involving multiple reviews If identified manpower requirements are not supportable, changes to requirements, assumptions, or expectations may be made Requires another round of analysis and evaluation to determine manpower requirements Manpower requirements codified into Manpower Requirements Determination and routed for final approval under Technical Authority of CG-1

Capabilities Reconciliation Process: Phases 4 - 6

Impact of MRD Process 1 2 3 Organizational Framework MRD Process MRD’s Workforce Planning and Forecasting Organizational Framework MRD’s Application To HR System Components Doctrine Accessions Training and Individual Development Assignments Officer Specialty/ Enlisted Rating/ Civilian Management 1 3 2 Purpose Architecture

Benefits of MRD Enterprise Executive Leadership: A means to ensure the right mix of human capital to support mission requirements and informed decision-making Program / Resource Managers: A method to link mission requirements to HR requirements through defendable manpower analysis Chain of Command: A process for prioritizing HR requirements & allocating resources leading to mission accomplishment Unit Commanders: A tool to communicate HR requirements to decision makers through improved understanding of unit capabilities Supervisors: A tool to measure work and workload consumption against total number of billets leading to an appropriate workforce (size and make-up) Members/Employees: A visible sign leadership is looking after its people by providing them with the time and tools (competencies) to do the job properly leading to increased job satisfaction and retention IMPROVED CONFIDENCE in the HR System and Resource Allocation Process

POC: MRD Division Chief Thank you! Questions? POC: MRD Division Chief 202 475 5016