Human Resources Community Health Update May 2017 Community Manager CDR Bob Reddy SELRES Community Manager LCDR Matthew Mooshegian Community Sponsor VADM R. P. Burke Community Leader RDML Ann Burkhardt Flag Advisor (RC) RDML Katherine McCabe

BLUF (1200) 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 (31 Mar 17) 102% O1-O6 Manning: 469 Current Inventory/461 FY17 OPA 99% Control Grade manning: 296 Inventory/298 FY17 OPA 106% O3 and below manning: 173 Inventory/163 FY17 OPA Challenges 70% YG 2011-2016 inventory (63 of 90) relative to FY18 requirement. Principal lateral transfer source is SWO Community; however, out quotas frequently limited until SWOs hitting shore duty. 64% YG 2012 inventory (14 of 22) relative to FY18 requirement. Expect priority for multiple boards as principal source community (SWOs) likely to restrict out quotas until they are on track for SWO DH commitments from this low SWO INV YG. 8% cut in O3 OPA going from 142 in FY17 to 131 in FY18. HR O3 OPA has historically been below the healthy threshold but not this low. Increasing HR FY18 O3 ROPA can mitigate negative community health impact. Updated 2NOV16 Source: OAIS

Mission Deliver HR expertise to define, recruit, develop, assign, and retain a highly skilled workforce for the Navy Core Competencies Force Requirements Recruiting Training and Education Development Personnel and Resource Management HR RC Flag PMPs re-designated to 1230 HR Community established HR RC Established HR EB/BOD HR COE 2001 2006 2007 2008 2009 2014 Nuclear Engineers/ Instructors re-designated to 1210/1220 Established community at full inventory

AC HR Career Path HR EXPERIENCE DEVELOPMENT & LEADERSHIP HR COMMUNITY INVOLVEMENT HR ADV EXPERIENCE DEVELOPMENT, PROFICIENCY & LEADERSHIP HR COMMUNITY INVOLVEMENT SENIOR OFFICER DEVELOPMENT, PROFICIENCY & LEADERSHIP HR COMMUNITY INVOLVEMENT DIVO (FLEET OR HR) DH (FLEET OR HR) STAFF TOUR LCDR LEADERSHIP / MILESTONE / STAFF TOURS CDR LEADERSHIP / MILESTONE / STAFF TOURS CAPT LEADERSHIP / MILESTONE / STAFF TOURS Lateral Transfer & POCR Gains M/S & CMD ASBs M/S & CMD ASBs M/S & CMD ASBs 0 2 4 6 8 10 12 14 16 18 20 22 24 26 28 O4SB O5SB O6SB Typical Billets/Quals LCDR Milestone DH/OIC/XO/CO TYCOM/Fleet/ HQ Staff/CVN TO In-Residence Grad Ed Service College (JPME I) Joint Tour/Experience HR Certification HR Intermediate Course DH/DIVO/OIC/Staff Tour In-Resident Graduate Education Service College (JPME I) HR Certification HR Introductory Course CDR Milestone CO/XO/Fleet N1/TYCOM/ HQ/Major Staff Joint Tour/Experience Service College (JPME II) HR Recertification HR Advanced Course CAPT Milestone Major Command/ CO/Deputy/COS/OSD/ SECNAV/COCOM Joint Tour/Experience HR Recertification M/S & CMD ASB = Milestone and Command Administrative Screening Board O4SB, O5SB, O6SB = Statutory promotion boards Command admin screening board rates higher than milestone by and large due to fact that only milestone screened officers are eligible to be subsequently screened at command ASB. RESOURCE MANAGEMENT ANALYSIS SUBSPECS 3000 Res Mgt & Analysis 3110 Fin Mgt 3130 Manpower Sys Analysis 3150 Educ & Train Mgt 3210 Ops Research 3211 Ops Analysis HR AQDs RA HR Certification RB Major Command/Milestone RD Development RE Management RF Recruiting RG Requirements Develop Subspecialty Experience Develop Core Competency: Development, Management, Recruiting, Requirements ADMINISTRATIVE SCREENING BOARDS – ONLY MILESTONE SCREENED OFFICERS CMD BOARD REFERRED (2013-2015): LCDR MILESTONE: 35% LCDR COMMAND: 49% CDR MILESTONE: 54% CDR COMMAND: 74% CAPT MILESTONE: 24% CAPT COMMAND: 53% SELRES & FTS career paths can be found at: http://www.public.navy.mil/bupers-npc/boards/reserveofficer/Documents/FY-17%20RESERVE%20COMMUNITY%20BRIEF/FY-17%20RESERVE%20LINE%20OFFICER%20COMMUNITY%20BRIEF.pdf

AC HR Community Values Valued achievements prior to LIEUTENANT COMMANDER Sustained superior performance and attainment of source community qualifications Demonstration of increasing levels of responsibility and sound judgment Valued achievements prior to COMMANDER Sustained superior performance in all assigned duties, especially LCDR HR Milestone assignments Master’s degree in HR related subspecialty including Operations Analysis, Manpower Systems Analysis, Financial Management, Education and Training Management or civilian equivalent degrees Professional Certification including PHR, SPHR, GPHR, CPT, CPLP, CDFM, CDFM-A JPME I HR subspecialty experience: 311X, 3130, 3150, 321X Valued achievements prior to CAPTAIN Sustained superior performance in all assigned duties, especially CDR HR Milestone assignments HR proven subspecialist: 311X, 3130, 3150, 321X JQO Progression: JPME I, JPME II and Joint Tour SELRES & FTS Community values can be found at: http://www.public.navy.mil/bupers-npc/boards/reserveofficer/Documents/FY-17%20RESERVE%20COMMUNITY%20BRIEF/FY-17%20RESERVE%20LINE%20OFFICER%20COMMUNITY%20BRIEF.pdf

Worldwide Presence 441(AC)/158(FTS)/181(SELRES) Northwest – 13/5/0 Northeast/Mid-Atlantic – 158/78/84 BSO Billet Types CHNAVPERS Manpower Plan, Personnel Plans & Policy, Recruiting, Reserve Support, Budget M&P, Training, CO, XO, IT Mgt, Ops Analysis, NPPSC CFFC Manpower/Personnel Plan (N1X), Training Afloat, Force Integration, ECRC XO, Mobilization Det CO/XO COMPACFLT Manpower/Planning (N1X), Afloat Training, Fleet Distribution OSD/JCS Director, Chief, Manpower Plans, Joint Requirements, Deputy Director Training, Director Planning & Programming NETC Training, CO, XO, Manpower Plans, NR OTC Newport OIC CNRFC Manpower Plans/Mgt, Financial Mgt, IT Systems Mgt AFRICOM/ SOUTHCOM/ STRATCOM/ EUCOM/ SOCOM/ NORTHCOM FTS Strength Mgt, Chief Navy & MC Reserves, Chief Navy & MC, Chief DSP, Personnel Plans, Chief HR Div, Reserve Affairs, Personnel P&P, ADP Plans CNIC Manpower/Personnel Plans, OSO Midwest – 96/45/61 Southwest – 86/14/15 Includes Flag Officers (not included in most other O1-O6 centered slides). Southeast – 54/21/23 Europe/Middle East/Africa/Asia/Guam – 28/0/0 Hawaii – 9/1/1 ~30% of billets reside in the Capital Region and Millington Updated MAY17 Source: TFMMS

Inventory Management FY17 HR (1200) LOS Chart 31 March 2017 (NOPPS and OAIS data) YGs 05 & junior targeted on JUN 17 lateral transfer board Gaps addressed via Lat Transfer & POCR Boards

Accessions & Gains (1200) HR Community has need for direct accessions only to support 5 USNA and NAPS PHYS ED trainer & coach billets. These PHYS ED accessions have an initial three year obligation and have option for two one year extensions. Lateral transfer and Probationary Officer Continuation & Redesignation (POCR) boards are predominant means for fill of all other LTJG and senior requirements. Lateral transfer boards occur twice a year (YGs 15-05 targeted) POCR boards occur every other month (YGs 11 and junior targeted) ENSs may be selected via POCR on case-by-case basis if its for a detailer LTJG hot fill requirement and officer is best and fully qualified.

Nov ’16 Active Lateral Transfer Boards Statistics for Board Referred Applications 66 applicants for YGs with in quotas 7 selects of 66 applicants (11% selection rate; -4% relative to average for May-Nov 2015 boards) Sustained Superior Performance Key to Competitive Application Selection statistics: HR listed as first choice in lateral transfer application (7 of 53): 13% HR listed as second choice in lateral transfer application (0 of 13): 0% HR Selects HR Non Selects Senior HR LOR 71% 19% HR Assignment/Collateral 100% 12%1 HR Professional Certificate2 28% 0% HR Masters 38% 8% Note 1: Includes all officers documented in or having completed a HR assignment/collateral regardless of length of time. Note 2: Navy funded test prep program (CPEP) exists for officers pursuing PHR/SPHR via an approved HR Center of Excellence quota. General FY15 POCR Board stats: 6 selects * 2 of 6 had warfare pins * 3 of 6 selected to support detailer hot fill associated with recruiting and OCONUS assignments * 3 of 6 selected to fill NPS OA starts where lateral transfer board gains were insufficient to support

FY10 - FY16 AC HR Retention (Retention as function of retirements and resignations) Chart depicts all male and female officers serving at start of FY and percentage retained at end of FY. FY10-FY15, population of retirement eligible females exceeds males by 18%. FY10-FY15, female retention rate 4.1% lower than male. Female retention expected to finish FY16 higher than males. Updated NOV16

HR Core Competency Areas Purpose of Core Competency Area (CCA) Profiles-Additional Qualification Designators (AQDs): CCA AQDs are a mentoring tool. HR Officers and their mentors should use the CCA profile as a career development tool (e.g., to help determine the next type of job to target). CCA AQDs may also serve as a detailing tool, allowing detailers to match an officer with the requisite knowledge, skills and abilities of an HR billet. CCA AQDs appear on the Officer Summary Record (OSR). Boards view OSRs, so officers should keep their AQDs current. Depth AND Breadth: HR Officers (1200/1207) should develop primary and possibly secondary subspecialties (depth) while gaining experience across more than one CCA over a career (breadth). 11

HR CCAs Establishing a CCA Profile: Refer to CCA business rules and worksheet links on detailer homepage. Members serving 18 months in a CCA coded billet may receive credit. CCA credit may be awarded to officers for work prior to redesignation to 1200 if work is like a CCA coded HR billet and FITREPS support. Complete your CCA profile worksheet and discuss with your mentor If there are no areas of disagreement between the mentor and protégé, the CCA profile worksheet will be emailed to the HR community management shop at HR_CCA_PROFILES@NAVY.MIL and to HR Regional CAPT for tracking purposes. (POC – Active/FTS/SELRES AOCM: (901) 874-3102; Alternate POCs Active: (901) 874-4049; FTS/SELRES: (901) 874-3291). In cases where there are questions or areas of disagreement, the area mentor will forward the CCA worksheet to the Regional Captain for resolution. Once resolved, the Regional Captain will forward the CCA worksheet to the HR community management shop to establish CCA profile. Once initial profile established, subsequent updates completed by detailer (SELRES updates completed by LCDR Matthew Mooshegian). 12

Questions? 13

LCDR Matthew Mooshegian FTS-SELRES

SELRES HR (1205) INV vs. OPA PAYGRADE LOS CHART (INV vs. OPA) ACCESSIONS PROMOTIONS Updated: 6APR17 Source: RHS

FTS HR (1207) INV vs.OPA PAYGRADE LOS CHART (INV vs. OPA) ACCESSIONS PROMOTIONS Updated APR 17 Source: OAIS 16

Questions? 17

Backup Slides 18

Officer Demographics Comparison Total AC/RC Force v Officer Demographics Comparison Total AC/RC Force v. Human Resources (120X) 0% (Multiple Races, Decline to Respond, American Indian, Native Hawaiian) USN OFFICERS: American Indian/Alaskan Native 1% Native Hawaiian/Pacific Islander 0% HR OFFICERS: American Indian/Alaskan Native 1% Native Hawaiian/Pacific Islander 0% CIVILIAN COUNTERPARTS: ONLY REPORTS Asian, African American, White; all others reports 0% USN Data: NMPBS, 30SEP16. National Labor Force Data: Bureau of Labor Statistics, Race/Ethnicity Data as of DEC15. Gender data as of DEC14.

Officer Demographics Comparison Total AC Force v Officer Demographics Comparison Total AC Force v. Human Resources (1200) 0% (Multiple Races, Decline to Respond, American Indian, Native Hawaiian) USN OFFICERS: American Indian/Alaskan Native 1% Native Hawaiian/Pacific Islander 0% HR OFFICERS: American Indian/Alaskan Native 1% Native Hawaiian/Pacific Islander 0% CIVILIAN COUNTERPARTS: ONLY REPORTS Asian, African American, White; all others reports 0% USN Data: NMPBS, 30SEP16. National Labor Force Data: Bureau of Labor Statistics, Race/Ethnicity Data as of DEC15. Gender data as of DEC14.

Officer Race/Ethnicity by Gender Human Resources (1200) USN Total Active Officers 30 SEP 2016 HR (1200) Officers 30 SEP 2016 Race Race (83%) (25%) (77%) (61%) (74%) (54%) 10% (73%) 57% (84%) (66%) 6% (75%) (44%) 19% (75%) (69%) (82%) (62%) Ethnicity Ethnicity (82%) (62%) 17% (79%) (60%) % female: 18% % non-white female: 5% % Hispanic female: 2% % female: 38% % non-white female: 14% % Hispanic female: 4% USN Data: NMPBS, 30SEP2016. DRAFT

Officer Rank by Gender Human Resources (1200) USN Total Active Officers 30 SEP 2016 HR (1200) Officers 30 SEP 2016 (88%) (41%) (88%) (78%) 10% 57% (84%) (65%) 19% (80%) (58%) (79%) (38%) 17% (78%) (75%) (82%) (62%) USN Data: NMPBS, 30SEP2016. DRAFT

Active Promotions (O4-O6 FY17) CAPT CDR LCDR CAPT Vacancy rates have kept CAPT promotion opportunity at edge of SECNAV guidance. Due to flow point concerns, opportunity was raised to 60% from 50% in FY15. Conservative loss plans used CDR No issues. LCDR As lateral transfers close YG inventory gaps, opportunity rate decreases to fall within SECNAV guidance and flow point to adjust closer to centerline (10 yrs). LCDR - CAPT as of Oct 15 Opportunity = Selections/In-Zone; Flow Point = Avg YCS for In-Zone to Pin on Next Grade

HR CCAs Development (DEV): Encompasses the training and education functions of the MPTE Enterprise; CVN Training Officer and NETC-focused; and includes school houses, NSTC, RTC, OTC, N7/J7, etc.   Management (MGT): Deals with personnel management; OPNAV N13, Naval Personnel Command, Fleet/TYCOM N1 and CNRF-focused, includes TPUs, NOSCs, NPC MOB DETs, PSDs, etc. Recruiting (RCT): Deals with the recruitment of personnel into the AC and RC of the Navy. CNRC-focused, including NRDs, MEPS, Recruiting Regions, etc. Requirements (RQT): Traditional manpower work with a more analytical focus (including FM and IT); N1/J1, OPNAV N10 and N12-focused; includes NAVMAC, N8, etc. Updated JUL16 Source: OAIS