PRODEV DAY BRIEF NAVSUP & BUPERS 3 Reserve Supply Corps Officer Professional Development Brief

Officer Community Manager (OCM) Responsibilities What does OCM do for me? Promotion Plans, Accession Plans, Promotion Phasing Plans Core Competencies Review SELRES OPA/Billet Inventory This is why your YG matters (We are at 241% manning for O-3). DCO Boards, Re-designation Requests, Reappointment requests, inter-service transfers. Maintain and update Length of Service Charts Policy interpretation on Title 10 SELRES issues Accession Planning – Requires a coordinated effort between Senior Leadership, Strength Planners, Officer Community Managers (OCMs), Navy Recruiting Command, and OPNAV N13. Strategic planning is key to building the accession plan as you attempt to balance accessions with retention. The number and mix of accessions (DCO/NAVET) is determined during Accession Planning for each FY. If you FOS twice as LT you are done. Put the time frames on there for the YG 9-13. Promotion Planning – The current promotion system is based on the number of current inventory, anticipated gains, losses, end strength and changes to Officer Programmed Authorizations (OPA) over the FYDP with a desired end state of promoting to the stated Reserve OPA while maintaining a relatively similar promotion opportunity. Retention/Incentive Planning Policy and Analysis – Is needed to support long-term community sustainability and decrease deltas or maintain inventory at certain grades. Two communities (IP and OCEANO) currently have an affiliation bonus for LCDRs affiliating from active duty or the Individual Ready Reserve (IRR). It is a one-time 10k lump sum for a 3-year SELRES obligation. Inventory Modeling and Forecasting – OCMs continuously model and forecast inventory to determine long-term community impact when changes in retention, OPA, promotion opportunity, and accessions occur. OCMs also use analytic models to predict policy impacts on community health. Force Shaping Policy Development and Execution – OCMs utilize force shaping levers such as prioritizing NAVETs transitioning from active duty with the goal of increasing community health. Fully qualified NAVETs are essential to mid-grade inventory and are generally prioritized above officers desiring to affiliate SELRES from the IRR, those requesting reappointment, and inter-service transfers, particularly when limited NAVET accession quotas exist. Community Health Assessments – Also known as “deep dives”, are utilized to inform community, Flag, and upper echelon (OCNR/OPNAV) leadership regarding the current and future health of a community and then best advise leadership regarding the ability to meet the mission considering what ifs and possible impacts/changes to the system either through billet structure changes or personnel policy changes.

Reserve Career Counselor Responsibilities What does the Reserve Career Counselor do? Manages all incoming emails to Career Counselor Inbox for all SELRES and FTS Supply Officers Conducts courtesy record reviews Provides assistance for record updates and coordinates with OCM, PERS 911, PERS 45 There are many different entities responsible for record updates depending on what the update is. The Career Counselor can help get you in touch with the right people. Coordinates DCO Boards with NAVSUP N9, OCM, and SELRES Flag Sponsor Reiterate: Career Counselor DOES NOT UPDATE records! *Encourage members to use playbook Accession Planning – Requires a coordinated effort between Senior Leadership, Strength Planners, Officer Community Managers (OCMs), Navy Recruiting Command, and OPNAV N13. Strategic planning is key to building the accession plan as you attempt to balance accessions with retention. The number and mix of accessions (DCO/NAVET) is determined during Accession Planning for each FY. Promotion Planning – The current promotion system is based on the number of current inventory, anticipated gains, losses, end strength and changes to Officer Programmed Authorizations (OPA) over the FYDP with a desired end state of promoting to the stated Reserve OPA while maintaining a relatively similar promotion opportunity. Retention/Incentive Planning Policy and Analysis – Is needed to support long-term community sustainability and decrease deltas or maintain inventory at certain grades. Two communities (IP and OCEANO) currently have an affiliation bonus for LCDRs affiliating from active duty or the Individual Ready Reserve (IRR). It is a one-time 10k lump sum for a 3-year SELRES obligation. Inventory Modeling and Forecasting – OCMs continuously model and forecast inventory to determine long-term community impact when changes in retention, OPA, promotion opportunity, and accessions occur. OCMs also use analytic models to predict policy impacts on community health. Force Shaping Policy Development and Execution – OCMs utilize force shaping levers such as prioritizing NAVETs transitioning from active duty with the goal of increasing community health. Fully qualified NAVETs are essential to mid-grade inventory and are generally prioritized above officers desiring to affiliate SELRES from the IRR, those requesting reappointment, and inter-service transfers, particularly when limited NAVET accession quotas exist. Community Health Assessments – Also known as “deep dives”, are utilized to inform community, Flag, and upper echelon (OCNR/OPNAV) leadership regarding the current and future health of a community and then best advise leadership regarding the ability to meet the mission considering what ifs and possible impacts/changes to the system either through billet structure changes or personnel policy changes.

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KEY CAREER MGMT CONTACTS NAVSUP Reserve Affairs ACOM (N9) Senior FTS/Community Advisor CAPT Eileen Werve Eileen.b.werve@navy.mil Reserve Career Counselor PERS 4412 LCDR (sel) Darcia Treadwell/LCDR Eric Gardner (July 2018) supplycorpscareercounselor@navy.mil BUPERS 3 OCM LCDR Treven Feleciano Treven.s.feleciano@navy.mil FTS Detailer CDR Lisa Manning Thelma.manning@navy.mil NAVSUP ASSISTANT OSO LCDR (sel) Darcia Treadwell/ LCDR Anisa Dominguez (June 2018) Anisa.dominguez@navy.mil