Human Resources Community Health Brief July 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 (20 Jul 15) 102.6% O1-O6 Manning: 479 Current Inventory/467 FY16 OPA 101% Control Grade manning: 301 Inventory/299 FY16 OPA 106% O3 and below manning: 178 Inventory/168 FY16 OPA Snapshot (1 Oct 15) 101.5% O1-O6 Manning: 474 Projected Inventory/467 FY16 OPA 104% Control Grade manning: 310 Inventory/299 FY16 OPA 98% O3 and below manning: 164 Inventory/168 FY16 OPA Challenges 92% O5 Manning at FY16 start. Inventory adjusts to ~100% at end of FY16 113% O4 Manning at FY16 start. Inventory adjusts to ~100% at end of FY16. 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 20JUL15 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 480(AC)/189(FTS)/191(SELRES) Northwest – 12/9/0 Northeast – 179/83/83 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 – 108/48/68 Southwest – 80/20/11 Southeast – 61/28/8 Europe/Middle East/Africa/Asia/Guam – 29/1/8 Hawaii – 11/0/7 30% of billets reside in the Capital Region and Millington Updated JUL15 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 Management FY16 HR (1200) LOS Chart Gaps addressed via Lat Transfer & POCR Boards YGs 04 and junior targeted on NOV 15 lateral transfer board Title: Inventory Management: LOS Chart Enabling Objective: 1. Understand basic functions of community management – inventory/billet management. 2. Understand what OPA/EPA is and how it affects community management. 6. Understand challenges in community management and HR community. Notes: All designators and ratings use a LOS Chart to manage their communities. This chart is an 80% solution in terms of visually representing inventory vs ROPA. It allows an OCM/ECM to target specific issues by YG or zone and develop solutions to address. This chart represents the HR Community. Explain the callouts. Activity: None. Updated JUL15 Source: OAIS

Inventory to OPA by Grade Updated 20JUL15 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 FY16 O1-O3 need based on inclusion of OPNAV variance report (valid billets but corresponding OPA suppressed until HQ reductions identified). If suppressed OPA indicated in variance report is reinstated, OCM Need will grow to likely match historical community loss rates. “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.

June Lateral Transfer Board 54 applicants for YGs with in quotas 7 selects (13% selection rate) Selection statistics: HR listed as first choice in lateral transfer application (7 of 47): 15% HR listed as second choice in lateral transfer application (0 of 7): 0% Sustained Superior Performance Key to Competitive Application Selects received EP hard breakout 64% of time when eligible1 Non-selects received EP hard breakout 20% of time when eligible1 HR Selects HR Non Selects Senior HR LOR 100% 21% HR Assignment/Collateral 100% 58% HR Professional Certificate2 29%3 2% HR Masters 29% (6.3 YCS avg) 9% (5.6 YCS avg) Note 1: O1-02 non-LDOs not eligible for EP and therefore omitted. Performance of these officers best communicated in FITREPS via soft breakout rankings and trait average above summary group/reporting senior averages. Note 2: Navy funded test prep program (CPEP) exists for officers pursuing PHR/SPHR certification after redesignation to HR. Note 3: 1st Officer with PHR, 2nd Officer with PHR and CDFM. Both the 2nd and a 3rd officer selected have additional certification(s) not referenced in our community values (i.e. Master Training Specialist).

Racial/Ethnic Diversity HR All Navy Bureau of Labor and Statistics (2013) White Not Hispanic: 64.8% Other racial/ethnic groups: 29.5% Declined to Respond: 5.6% White Not Hispanic: 74.6% Other racial/ethnic groups: 21.6% Declined to Respond: 3.8% Updated 23JUL15 Source: OAIS

Gender Diversity by Race/Ethnic HR All Navy Total Total Racial Racial 401 2449 3904 3 17 77 2 342 12 244 42357 1797 27 2001 Ethnic Includes all O1-O10 (215 additional Flag Officers for “All Navy” side, 1 additional Flag for HR Side) Ethnic 52 429 3867 49286 480 53153 Female Male Updated 23JUL15 Source: OAIS

Gender Diversity by Rank HR All Navy Total Total 40 98 163 145 26 7 479 3068 6619 10226 20036 6207 6782 52938 Female Male Updated 23JUL15 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.

Active Promotions (FY16 Plan) CAPT CDR FY16 FY17 FY18/19 FY15 FY13 FY16 FY20 FY17/20 FY14 FY18/19 FY15 FY14 FY13 LCDR FY14 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 for FY16. CDR No issues. Opportunity remains at 75%. LCDR As lateral transfers close YG inventory gaps, expect promotion opportunity rate to fall within SECNAV guidance and flow point to adjust closer to centerline (10 yrs). FY15 FY13 FY16 FY17/18/19 FY20 As of 1 Oct 14 Opportunity = Selections/In-Zone; Flow Point = Avg YCS for In-Zone to Pin on Next Grade

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) 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 JUN15 Source: OAIS

FTS HR (1207) INV vs.OPA PAYGRADE LOS CHART (INV vs. OPA) ACCESSIONS PROMOTIONS Third largest FTS community (behind Aviation and SWO) and largest community outside of FTS URL. FTS HR is slightly undermanned but with higher accessions strength will build back to 100% after all FY15 redesignations take place. A decrease in OPA in FY10 caused an overage in the community Low accessions have allowed the community to right-size itself Emphasizing junior O-4 and earlier accessions Outlook Promotion rates remain stable in FTS HR Selective Retention (Sel Ret) Authorized by Title 10 and defined in SECNAV INST 1920.6C Without a SelRet board all FTS O-6’s would have to leave SelRet allows the community to continue to access and to promote without stagnating The small FTS communities must have controlled attrition in order to access junior to the control grades Updated JUN15 Source: OAIS

FTS HR (1207) OSI FY-15 OPA (Fall) FY-18 Proposed Changes Proposed FY-18 OPA CAPT 16 + 2 18 CDR 63 60 5 55 LCDR 82 78 2 76 LT 26 + 5 31 LTJG - ENS Total: 187 180 Note: Currently includes 21 ROPA – 1 CDR, 11 LCDR, and 9 LT Proposed OPA structure will involve roll-down/roll-ups of existing 1207 billets and/or exchanges for other FTS billets, if there is a trend of specific 1000-coded billets consistently being filled by 1207s or vice versa OSI changes will be phased from FY-15 until FY-19 to minimize assignment impact to commands

FTS HR Community Statistics Racial/Ethnic/Gender Diversity 3 9 29 130 8 10   12 177 189 Ethnic Bureau of Labor and Statistics (2013) All Navy RC Officer White – 80% AA – 8% Asian – 4% API/NATAM – 1% Multiple – 3% Declined to Respond – 4% Hispanic/Latino – 7% Male – 83% Updated: 8JUL15 Source: OAIS

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 1JUL15 Source: RHS

SELRES HR (1205) INV vs. OPA PAYGRADE LOS CHART (INV vs. OPA) ACCESSIONS PROMOTIONS Updated: 1JUL15 Source: RHS

SELRES HR Community Statistics Data: As of 1 July 2015/IMAPMIS SELRES HR Community Statistics Racial/Ethnic/Gender Diversity Racial 3 16 33 1 160 6   24 211 235 Ethnic Bureau of Labor and Statistics (2013) All Navy RC Officer White – 80% AA – 8% Asian – 4% API/NATAM – 1% Multiple – 3% Declined to Respond – 4% Hispanic/Latino – 7% Male – 83% Updated: 1JUL15 Source: IMAPMIS

SELRES HR Assignments 66% of SELRES HR Officers are filling HR Billets 19% are filling other community’s billets (including 1000-coded) 15% are in-assignment processing (IAP)

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, FAO, SSO and LDO/CWO Officer Community Manager ryan.mudd@navy.mil (W) 901.874.3291, DSN 882 Mr. Chris Leigh Assistant HR & FAO Community Manager christopher.leigh@navy.mil (W) 901.874.3102, DSN 882

Questions? 28