Sailor of 2025 –Talent Management Fleet Engagement Slides

21st Century Talent Management Force of the Future (SECDEF) Task Force Innovation (SECNAV) RDML Steindl RADM White RADM Roegge Sailor 2025 (DoN) There is historic alignment of philosophy and effort at all levels of DoD

Promotion Initiative Theme Convening Order Language Changes “For our Officer Corps, we will work to find places to more closely align promotion timing to performance, experience, and achievement of career milestones….rather than placement in a particular promotion zone.” ALNAV 050/15 Initiative Theme Convening Order Language Changes Zone Stamp removal (Blends Zones) Deferment of Promotion Consideration Increase Career Flexibility - Remove barriers to selection independent of zone and timing Increased recognition of sustained superior performance Merit Promotion Re-ordering Expanded Frocking Opportunities Still have an issue with what talent/performance are we trying to measure. For purposes of discussion, let’s assume we can measure that adequately, so then how do we change our board process. Merit Re-order Jan 2016 Revised Language Oct 2015 Expanded Frocking Oct 2017 Promotion Deferment Legislation – Pilot Program Dec 2016 – Mar 2017 Blended Zones Jan 2016 Better identify and reward talent!

Personal and Professional Enrichment “Family readiness, morale and support all drive combat readiness….Those who volunteer to serve in the finest expeditionary fighting force in the world deserve an environment supportive of holistic long-term health and fitness. ” ALNAV 050/15 Initiative Theme Increased maternity leave (6-18 wks) Improved military co-location policy Joint service co-location policy Expanded child development center hours Better support for the Navy family Improved culture of fitness Expanded fitness center hours PFA improvements Improved nutritionist availability Still have an issue with what talent/performance are we trying to measure. For purposes of discussion, let’s assume we can measure that adequately, so then how do we change our board process. SECNAV Priorities CNO Priorities People Power Platforms Partnerships Warfighting First Operate Forward Be Ready

Inspire and Retain Our Best “The ultimate goal of these changes is to promote a healthy, agile and innovative organization capable of attracting, growing, and keeping the talent needed to address the national security challenges of the future.” ALNAV 050/15 Initiative Theme Increased graduate education opportunities SECNAV tours with industry program Tailored compensation Performance evaluation changes Improved accession talent matching Inspire and retain our most talented Sailors Still have an issue with what talent/performance are we trying to measure. For purposes of discussion, let’s assume we can measure that adequately, so then how do we change our board process. Expanded Career Intermission Program Targeted re-entry (golden ticket) Online detailing marketplace Expanded choice and flexibility Autonomy, Mastery and Purpose