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

2. 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

3. 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

4. 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

5. 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
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, 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

6. 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 ”
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

7. 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 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 C
Paternity Leave: MILPERSMAN
CIP: OPNAVINST B
Telework: DoDI
Tours with Industry: SECNAVINST
Adoption Deferment: DoDI
12 month deferment: NAVADMIN 256/08
Detailing: (single parents and mil couples), (Enlisted Duty Preference), (Officer Distribution)
Alternative work: JAG/COMNAVLEGSVCCOM INST 12620, COMNAVPERSCOMINST
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

8. 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

9. 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

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