OPNAV Office of Outreach and Engagement (N134) Life-Work Balance OPNAV Office of Outreach and Engagement (N134) Unclassified

Agenda Organizational Impact Players Today’s Navy Quality of Service & Life-Work Balance Navy’s Leadership Strategy Addressing the Issue Today – Policy Initiatives Tools to Help Sailors Balance Life and Work Conclusion

Life-Work Balance Organizational Impact Players CNO USFF/PACFLT N1/CNP Manpower, Personnel, Training & Education TYCOM Naval Installations Command Wing / Strike Group N13 Military Personnel Plans & Policy N17 21st Century Sailor Fleet & Family Support Sites Liberty Centers Fitness Centers Child Development Centers Chapels N134 Mission: “Attract, develop, and retain a high-quality, diverse workforce that values a culture of inclusion” STEM  coordinate diversity efforts with schools, affinity organizations, etc CIP  we execute the program (off-ramp and onboarding), data and metric collection, liaison with BUPERS/DFAS/TRICARE Engagement  develop diversity resource plan, oversee diversity engagement, and execute inreach/outreach (professional development, awards, etc) What it comes down to…Life-Work Balance and flexibility comes from the command level, not policy makers in DC who are out of touch with the fleet. It’s about knowing your people and adjusting to their needs to the max extent practical CSADD Exceptional Family Member SAPR Suicide Prevention Total Sailor Fitness Transition Assistance PRT Squadron / Ship N134 Outreach & Engagement Science, Technology, Engineering, & Mathematics (STEM) Outreach & Engagement Career Intermission Program (CIP) Youth Outreach & Engagement Life/Work Balance YOU

Today’s Navy Active Duty 269,334 (83.3%) Enlisted 54,005 (16.7%) Officer 219,351 (81.4%) Male 49,983 (18.6%) Female 44,642 (82.7%) Male 9,363 (17.3%) Female 157,409 (58.5%) ≤5 yrs 111,925 (41.5%) >5 yrs 31,808 (58.9%) ≤ O3 22,197 (41.1%) ≥ O4 139,041 (51.6%) Single 129,442 (48.1%) Married 17,296 (32%) Single 36,709 (68%) Married “Single Sailor” = not married, no kids Officers include Warrant Officers The definition of Life-Work Balance changes over ones career and different people have different values. Not one solution to solve all of Navy’s Life/Work Balance issues. There are many different groups that value initiatives differently. It’s about remaining flexible and empathetic to everyone. Total Navy: 323,339 Many different groups…Many different needs Source: Report Generated by DMDC; data as of 30 NOV 2015

Life Work Balance Influences Quality of Service Pay/Leave Education opportunities Time at home Access to health care/other services Sense of financial security Geographic stability / opportunities to move Career flexibility Parenthood support Retirement Plan Support for culture of fitness and health Quality of Life + Quality of Work = QUALITY OF SERVICE Tour Length and OPTEMPO Job Satisfaction Tools/Training to perform Contribution to the command Sources: Wilcove G. L. and Schwerin M. J., “An Exploratory Model of Quality of Life in the U.S. Navy,” Military Psychology, 2003, 15(2), p. 133-152. Greenert, J. W, “Quality of Service: Striking the Right Balance,” The Official Blog of Chief of Naval Operations Admiral Jonathan Greenert, posted 13 Jan 2014, http://cno.navylive.dodlive.mil/2014/01-13/quality-of-service-striking-the-right balance/. Quality of Service leads to retention Source:Wilcove, G.L. and Schwerin, M.J., “An Exploratory Model of Quality of Life in the U.S. Navy,” Military Psychology, 2003, 15(2), p. 133-152.

Navy’s Strategy to Retain Top Talent “STRENGTHEN OUR NAVY TEAM FOR THE FUTURE: We are one Navy Team – comprised of a diverse mix of active duty and reserve Sailors, Navy Civilians, and our families – with a history of service, sacrifice, and success. We will build on this history to create a climate of operational excellence that will keep us ready to prevail in all future challenges.” “CNO’S Navigation Plan 2015-2019” ADM John Richardson Chief of Naval Operations The Navy will continue to focus on balancing Life and Work and providing greater flexibility for its greatest assets - its people

Navy Policy Initiatives Task Force Life Work QUALITY OF LIFE ISSUES IDENTIFIED Marketplace detailing Military spouse co-location Promotion board precept Geographic Stability Career Intermission Program DoD telework instruction (command discretion) Secretary of the Navy Tours with Industry (SNTWI) Career Flexibility Marketplace Detailing Part of Sailor 2025 talent management initiatives for officer Focus on providing flexible career paths with prioritization on merit over tenure First opened on 01 Sep 2015 for O3/O2 HR Officers with PRDs in July-October 2016 1. Transparency – All eligible officers within rotation window will see all available billets posted for fill 2. Flexibility – Billet options that vary geographically, with varying degrees of scope/responsibility. Can compete for in-grade billets or one higher. 3. Equitable opportunities – dialogue between gaining command and officer. Once both express preference, orders are proposed Similar to labor market which encourages officer dialogue and empowers commands with the decision authority to choose who is offered the assignment. Traditional detailing had detailers/placement officers acting as intermediaries and officers knew little to nothing of the choosing process. Promotion Board precept: “If an officer’s record contains multiple or consecutive tours in a particular geographic location, it should not be viewed negatively, provided the officer has progressed in billet complexity, professional development and leadership responsibility.” CIP started in 2009. Open to all. Currently no quota. Allows eligible Sailors to leave Active Duty for up to 3 years to pursue educational/personal goals Retain Active Duty health and dental care Receive Monthly stipend pay (2/30) PCS move to location of choice Return to Active Duty to continue career path Telework – basically anyone eligible, and as operational needs dictate, is able to telework to the max extent practical Tours with industry – O3 and above, E6 and above, Active Duty or FTS/Active Reserve, agree to remain in Navy for 3 months for every 1 month spent in program 5 participants in first cohort – 3 with Amazon, 2 with FedEx (2 LTs, 2 LCDRs, 1 CDR) “These tours offer the service member a chance to learn from and with leading industry firms to better improve leadership, management, and communication skills” Generally with industry for ~1 year, then come back into billet that best serves the Navy. Go out and learn best-practices and experiences to benefit the Navy. Also benefits the company. 21 day adoption leave (per family per year) – 2006 Operational deferment extended to 12 months in 2007 Paternity Leave implemented in DEC 2008 All leave policies handled by a different department and are constantly being scrutinized and updated as needed to meet the needs of our sailors. Federal law authorizes reimbursement for certain expenses associated with adoption to a maximum of $2000 per child and not to exceed $5000 per calendar year Pregnancy and Parenthood: OPNAVINST 6000.1C Paternity Leave: MILPERSMAN 1050-430 CIP: OPNAVINST 1330.2B Telework: DoDI 1035.01 Tours with Industry: SECNAVINST 1320.1 Adoption Deferment: DoDI 1342.19 12 month deferment: NAVADMIN 256/08 Detailing: 1300-100 (single parents and mil couples), 1306-110 (Enlisted Duty Preference), 1301-100 (Officer Distribution) Alternative work: JAG/COMNAVLEGSVCCOM INST 12620, COMNAVPERSCOMINST 5000.1 84 days maternity leave (new SECDEF policy) 10 days paternity leave 21 days adoption leave 12 months operational deferment for new mothers 4 months operational deferment for an adopting parent Parenthood Support

Navy Continues to Study the Issue Partnership with Boston College Center for Work and Family Timely access to relevant research: talent management, flexibility, generational concerns, diversity, etc Access to top industry leaders to discuss relevant best practices: American Express, Deloitte, IBM, Intel, Northrup Grumman, etc Partners with the Navy and is committed to enhancing the quality of life of today’s workforce by providing leadership for the integration of work and life, a requirement for individual, organizational, and community success Continued research/insight to improve flexibility for our people

Balance and Flexibility CAREER SHORE DUTY SEA DUTY LIFE WORK LIFE WORK Regardless of duty assignment, command leadership is necessary to facilitate balance and flexibility for Sailors

LT Steve Jaworski steven.jaworski@navy.mil Questions? LT Steve Jaworski steven.jaworski@navy.mil