Human Resources Community Health Brief March 2015 Community Manager CDR Steve Milinkovich SELRES Community Manager LCDR Ryan Mudd Community Sponsor VADM W. F. Moran Flag Advisors RDML Annie Andrews RDML Barbara Sweredoski (RC)

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 101% O1-O6 Manning: 484 Current Inventory/479 OPA 99.7% Control Grade manning: 304 Inventory/305 OPA 103.4% O3 and below manning: 180 Inventory/174 OPA Challenges 87% O6 Manning. Expect O6 inventory to improve to 96% at end of FY15. Prior to FY13, past decreases in OPA precluded full execution of lateral transfer and POCR quota requirements. This under execution was precluded, in part, by some more mature YGs becoming over manned relative to updated OPA (e.g. YG99). Updated 4MAR15 Source: OAIS

Mission Deliver HR expertise to define, recruit, develop, assign, and retain a highly skilled workforce for the Navy Core Competencies Workforce Requirements Recruiting Training and Education Development Personnel 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 2012 Nuclear Engineers/ Instructors re-designated to 1210/1220 Established community with stable billet base

Worldwide Presence 484(AC)/183(FTS)/193(SELRES) Northwest – 12/10/0 Northeast – 176/81/83 BSO Billet Types CHNAVPERS Manpower Plan, Personnel Plans & Policy, Recruiting, Reserve Support, Budget M&P, Training, CO, XO, IT Mgt, Ops Analysis CFFC Manpower/Personnel Plan (N1X), Training Afloat, Force Integration 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 NMPS OIC, Mobilization Det CO, XO, Training Midwest – 111/49/66 Southwest – 85/16/12 Southeast – 62/25/8 Europe/Middle East/Africa/Asia/Guam – 26/2/14 Hawaii – 12/0/10 30% of billets reside in the Capital Region and Millington Updated 6JAN15 Source: TFMMS

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 MILESTONE-COMMAND & STAFF TOURS CDR MILESTONE-COMMAND & STAFF TOURS CAPT MILESTONE-MAJOR COMMAND & STAFF TOURS POCR/Lateral Transfer LCDR Milestone & Command Boards CDR Milestone & Command Boards CAPT Milestone & Major Command Boards 0 2 4 6 8 10 12 14 16 18 20 22 24 26 28 Fleet Operational Tours/Warfare Qualification/HR Experience Tour/ Graduate Education/Subspecialty/ HR Certification/JPME/ HR Introductory Course O4 Milestone/Joint /Staff/ Subspecialty/ 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 Core Competency Development RESOURCE MANAGEMENT ANALYSIS SUBSPEC Prefixes HR AQDs

Inventory vs OPA Overall manning at 101% Targeting YGs 03 and junior on JUN 15 lateral transfer board LCDR inventory adjusts to OPA by end FY16 With known losses, CAPT inventory reaches 96% Sep ‘15 Requirement for 10 USNA coaches Overall manning at 101% Updated 4MAR15 Source: OAIS

Inventory to OPA by Grade Updated 4MAR15 Source: OAIS

FY15 HR Losses Snapshot

Accessions HR Community has need for direct accessions only to support 10 USNA and NAPS PHYS ED trainer billets. These PHYS ED accessions have an initial three year obligation and have option for two one year extensions. All other HR accession requirements are at LTJG or senior. Accessions predominately via Lateral Transfer and POCR boards.

FY10 - FY15 Accessions “Right-side” Gains: community relies on lateral transfers/POCRs FY10-FY12 Quotas < O1-O3 Losses 26-30 promotions out + 5-8 resignations = 31 to 38 quota requirements each year. Under execution creates additional inventory gaps. FY13: Increased Lateral Transfer/POCR Quotas (51) Steady State: ~35 to 40 once fully manned and OPA stable Lateral Transfers: Fill vacancies with officers > 2 YCS POCR: USNA coaches promote beyond ENS, POCRs used to fill in ENS inventory gaps and LTJG/LT vacancies not filled via lateral transfer “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 ~2 Direct Accession requirement/year Minimal number of USNA/NROTC/STA-21/NPQ (not considered a requirement since community does not have ENS billets other than USNA/NAPS Phys Ed Trainers) One to 3 each year through FY14. None planned FY15 and later.

Racial/Ethnic Diversity HR All Navy Bureau of Labor and Statistics (2013) White Not Hispanic: 64.2% Other racial/ethnic groups: 30.2% Declined to Respond: 5.6% White Not Hispanic: 74.5% Other racial/ethnic groups: 21.8% Declined to Respond: 3.7% Updated 6JAN15 Source: OAIS

Gender Diversity by Race/Ethnic HR All Navy Total Total Racial Ethnic Racial Ethnic 417 2456 4278 3 17 79 2 344 12 251 42793 1637 27 2006 Includes all paygrades, CWO and/or Flag. 54 430 3893 49945 484 53838 Female Male Updated 6JAN15 Source: OAIS

Gender Diversity by Rank HR All Navy Total Total 41 101 163 142 22 14 483 3204 6734 10389 18574 6266 6785 51952 Female Male Updated 6JAN15 Source: OAIS

FY10 - FY15 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. On average, 21% more females have been retirement eligible thru FY14. Over same period, female retention rate 4.6% lower than male. In FY15, male and female retention and retirement eligible curves merge. Males and females expected to maintain relatively similar retention characteristics assuming retirement eligibility remains similar.

Promotions Available during breaks to assist 1200 officers in determining when they are likely to be in zone for subsequent promotion boards. FY16 data on # of selects and opportunity rates are not available until after boards adjourn. For FY16, relatively similar promotion opportunity rates exist (as compared with FY15).

Takeaways HR Community is healthy. Navy needs HR Officers with MPTE analytical acumen and leadership to recruit, develop, assign and retain a highly skilled workforce for the Navy. Lateral transfer and POCR accessions are the lifeblood of HR Community health. Stability in accessions and OPA allows community to maintain health and stable flow for career milestones (promotion, milestone, command).

LCDR Ryan Mudd FTS-SELRES

FTS HR (1207) INV vs.OPA PAYGRADE LOS CHART (INV vs. OPA) ACCESSIONS PROMOTIONS Relatively similar promotion opportunity to FY-15 plan for CAPT, CDR, and LCDR across the next 5 years Actual promotion opportunity is releasable after the respective Board results have been approved 18 Source: OAIS Updated DEC14

FTS HR (1207) LOS Chart Ratio of CDR-to-CAPT OPA/billets results in low promotion opportunity to CAPT Inventory gap being addressed via FTS Re-designation Boards FTS Attrition: CDR – 2X FOS CAPT – Continuation Gates at 3 years TIG and 5 years TIG Updated DEC14 Source: OAIS

Data: As of 4 December 2014/OAIS Racial/Ethnic/Gender Diversity FTS HR Community Statistics Racial/Ethnic/Gender Diversity Racial 1 9 31 124 7   11 170 181 Ethnic Bureau of Labor and Statistics (2013) All Navy RC Officer White – 80% AA – 8% Asian – 4.5% API/NATAM – 0.5% Multiple – 3% Declined to Respond – 4% Hispanic/Latino – 7% Male – 83%

SELRES HR (1205) INV vs. OPA PAYGRADE LOS CHART (INV vs. OPA) ACCESSIONS PROMOTIONS Relatively similar promotion opportunity to FY-15 plan for CAPT, CDR, and LCDR across the next 5 years Actual promotion opportunity is releasable after the respective Board results have been approved Updated 13FEB15 Source: RHS

SELRES HR (1205) LOS Chart Over accession of DCOs in FY08 Inventory gap at senior LT and junior LCDR due to low NAVET accessions Inventory gap at junior CDR; manning compensated by more senior CDRs Updated 13FEB15 Source: RHS

Data: As of 2 December 2014/IMAPMIS Racial/Ethnic/Gender Diversity SELRES HR Community Statistics Racial/Ethnic/Gender Diversity Racial 3 15 34 1 148 5 13   20 199 219 Ethnic Bureau of Labor and Statistics (2013) All Navy RC Officer White – 80% AA – 8% Asian – 4.5% API/NATAM – 0.5% Multiple – 3% Declined to Respond – 4% Hispanic/Latino – 7% Male – 83%

SELRES HR Assignments 65% of SELRES HR Officers are filling HR Billets 17.5% are filling other community’s billets (including 1000-coded) 17.5% are in-assignment processing (IAP) Note: All approved interim fills are not reflected in the data (e.g., 2 IAP CAPTs)

Points of Contact CDR Steve Milinkovich HR & PMP Community Manager steven.milinkovich@navy.mil (W) 901.874.4049, DSN 882 LCDR Ryan Mudd Reserve HR, SSO and LDO/CWO Officer Community Manager ryan.mudd@navy.mil (W) 901.874.3291, DSN 882

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HR Community Values Sustained Superior Performance Successful Completion of Milestone Tour Graduate Education – HR focused Masters or MBA preferred HR-Related Proven SUBSPECs – MSA (3130), OA (321X), Education and Training (3150), FM (311X); for FTS – InfoSys (620X) HR Professional Certification – PHR, SPHR, GPHR, CPT, CPLP, CDFM, CDFM-A; for FTS – CISSP, GSLC JQO Progression: JPME I, JPME II and Joint Tour 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