1. Human Resources Community Health Update
May 2017
Community Manager
CDR Bob Reddy
SELRES Community Manager
LCDR Matthew Mooshegian
Community Sponsor
VADM R. P. Burke
Community Leader
RDML Ann Burkhardt
Flag Advisor (RC)
RDML Katherine McCabe

2. BLUF (1200)
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 (31 Mar 17)
102% O1-O6 Manning: 469 Current Inventory/461 FY17 OPA
99% Control Grade manning: 296 Inventory/298 FY17 OPA
106% O3 and below manning: 173 Inventory/163 FY17 OPA
Challenges
70% YG inventory (63 of 90) relative to FY18 requirement.
Principal lateral transfer source is SWO Community; however, out quotas frequently limited until SWOs hitting shore duty.
64% YG 2012 inventory (14 of 22) relative to FY18 requirement.
Expect priority for multiple boards as principal source community (SWOs) likely to restrict out quotas until they are on track for SWO DH commitments from this low SWO INV YG.
8% cut in O3 OPA going from 142 in FY17 to 131 in FY18.
HR O3 OPA has historically been below the healthy threshold but not this low.
Increasing HR FY18 O3 ROPA can mitigate negative community health impact.
Updated 2NOV16
Source: OAIS

3. Mission
Deliver HR expertise to define, recruit, develop, assign, and retain a highly skilled workforce for the Navy
Core Competencies
Force Requirements
Recruiting
Training and Education Development
Personnel and Resource Management
HR RC Flag
PMPs re-designated to 1230
HR Community established
HR RC Established
HR EB/BOD
HR COE
Nuclear Engineers/ Instructors re-designated to 1210/1220
Established community at full inventory

4. AC 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 LEADERSHIP / MILESTONE / STAFF TOURS
CDR LEADERSHIP / MILESTONE / STAFF TOURS
CAPT LEADERSHIP / MILESTONE / STAFF TOURS
Lateral Transfer & POCR Gains
M/S & CMD ASBs
M/S & CMD ASBs
M/S & CMD ASBs
O4SB
O5SB
O6SB
Typical Billets/Quals
LCDR Milestone
DH/OIC/XO/CO
TYCOM/Fleet/
HQ Staff/CVN TO
In-Residence Grad Ed
Service College (JPME I)
Joint Tour/Experience
HR Certification
HR Intermediate Course
DH/DIVO/OIC/Staff Tour
In-Resident Graduate Education
Service College (JPME I)
HR Certification
HR Introductory Course
CDR Milestone
CO/XO/Fleet N1/TYCOM/
HQ/Major Staff
Joint Tour/Experience
Service College (JPME II)
HR Recertification
HR Advanced Course
CAPT Milestone
Major Command/
CO/Deputy/COS/OSD/
SECNAV/COCOM
Joint Tour/Experience
HR Recertification
M/S & CMD ASB = Milestone and Command Administrative Screening Board
O4SB, O5SB, O6SB = Statutory promotion boards
Command admin screening board rates higher than milestone by and large due to fact that only milestone screened officers are eligible to be subsequently screened at command ASB.
RESOURCE MANAGEMENT ANALYSIS SUBSPECS
3000 Res Mgt & Analysis
3110 Fin Mgt
3130 Manpower Sys Analysis
3150 Educ & Train Mgt
3210 Ops Research
3211 Ops Analysis
HR AQDs
RA HR Certification
RB Major Command/Milestone
RD Development
RE Management
RF Recruiting
RG Requirements
Develop Subspecialty Experience
Develop Core Competency: Development, Management, Recruiting, Requirements
ADMINISTRATIVE SCREENING BOARDS – ONLY MILESTONE SCREENED OFFICERS CMD BOARD REFERRED ( ):
LCDR MILESTONE: 35% LCDR COMMAND: 49%
CDR MILESTONE: 54% CDR COMMAND: 74%
CAPT MILESTONE: 24% CAPT COMMAND: 53%
SELRES & FTS career paths can be found at:

5. AC HR Community Values
Valued achievements prior to LIEUTENANT COMMANDER
Sustained superior performance and attainment of source community qualifications
Demonstration of increasing levels of responsibility and sound judgment
Valued achievements prior to COMMANDER
Sustained superior performance in all assigned duties, especially LCDR HR Milestone assignments
Master’s degree in HR related subspecialty including Operations Analysis, Manpower Systems Analysis, Financial Management, Education and Training Management or civilian equivalent degrees
Professional Certification including PHR, SPHR, GPHR, CPT, CPLP, CDFM, CDFM-A
JPME I
HR subspecialty experience: 311X, 3130, 3150, 321X
Valued achievements prior to CAPTAIN
Sustained superior performance in all assigned duties, especially CDR HR Milestone assignments
HR proven subspecialist: 311X, 3130, 3150, 321X
JQO Progression: JPME I, JPME II and Joint Tour
SELRES & FTS Community values can be found at:

6. Worldwide Presence 441(AC)/158(FTS)/181(SELRES)
Northwest – 13/5/0
Northeast/Mid-Atlantic – 158/78/84
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 – 96/45/61
Southwest – 86/14/15
Includes Flag Officers (not included in most other O1-O6 centered slides).
Southeast – 54/21/23
Europe/Middle East/Africa/Asia/Guam – 28/0/0
Hawaii – 9/1/1
~30% of billets reside in the Capital Region and Millington
Updated MAY17
Source: TFMMS

7. Inventory Management FY17 HR (1200) LOS Chart 31 March 2017 (NOPPS and OAIS data)
YGs 05 & junior targeted on
JUN 17 lateral transfer board
Gaps addressed via Lat
Transfer & POCR Boards

8. Accessions & Gains (1200)
HR Community has need for direct accessions only to support 5 USNA and NAPS PHYS ED trainer & coach billets.
These PHYS ED accessions have an initial three year obligation and have option for two one year extensions.
Lateral transfer and Probationary Officer Continuation & Redesignation (POCR) boards are predominant means for fill of all other LTJG and senior requirements.
Lateral transfer boards occur twice a year (YGs targeted)
POCR boards occur every other month (YGs 11 and junior targeted)
ENSs may be selected via POCR on case-by-case basis if its for a detailer LTJG hot fill requirement and officer is best and fully qualified.

9. Nov ’16 Active Lateral Transfer Boards
Statistics for Board Referred Applications
66 applicants for YGs with in quotas
7 selects of 66 applicants (11% selection rate; -4% relative to average for May-Nov 2015 boards)
Sustained Superior Performance Key to Competitive Application
Selection statistics:
HR listed as first choice in lateral transfer application (7 of 53): 13%
HR listed as second choice in lateral transfer application (0 of 13): 0%
HR Selects HR Non Selects
Senior HR LOR % 19%
HR Assignment/Collateral 100% 12%1
HR Professional Certificate % 0%
HR Masters % %
Note 1: Includes all officers documented in or having completed a HR assignment/collateral regardless of length of time.
Note 2: Navy funded test prep program (CPEP) exists for officers pursuing PHR/SPHR via an approved HR Center of Excellence quota.
General FY15 POCR Board stats:
6 selects
* 2 of 6 had warfare pins
* 3 of 6 selected to support detailer hot fill associated with recruiting and OCONUS assignments
* 3 of 6 selected to fill NPS OA starts where lateral transfer board gains were insufficient to support

10. FY10 - FY16 AC 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.
FY10-FY15, population of retirement eligible females exceeds males by 18%.
FY10-FY15, female retention rate 4.1% lower than male.
Female retention expected to finish FY16 higher than males.
Updated NOV16

11. HR Core Competency Areas
Purpose of Core Competency Area (CCA) Profiles-Additional Qualification Designators (AQDs):
CCA AQDs are a mentoring tool. HR Officers and their mentors should use the CCA profile as a career development tool (e.g., to help determine the next type of job to target).
CCA AQDs may also serve as a detailing tool, allowing detailers to match an officer with the requisite knowledge, skills and abilities of an HR billet.
CCA AQDs appear on the Officer Summary Record (OSR). Boards view OSRs, so officers should keep their AQDs current.
Depth AND Breadth:
HR Officers (1200/1207) should develop primary and possibly secondary subspecialties (depth) while gaining experience across more than one CCA over a career (breadth). 11

12. HR CCAs Establishing a CCA Profile:
Refer to CCA business rules and worksheet links on detailer homepage. Members serving 18 months in a CCA coded billet may receive credit.
CCA credit may be awarded to officers for work prior to redesignation to 1200 if work is like a CCA coded HR billet and FITREPS support.
Complete your CCA profile worksheet and discuss with your mentor
If there are no areas of disagreement between the mentor and protégé, the CCA profile worksheet will be ed to the HR community management shop at and to HR Regional CAPT for tracking purposes. (POC – Active/FTS/SELRES AOCM: (901) ; Alternate POCs Active: (901) ; FTS/SELRES: (901) ).
In cases where there are questions or areas of disagreement, the area mentor will forward the CCA worksheet to the Regional Captain for resolution. Once resolved, the Regional Captain will forward the CCA worksheet to the HR community management shop to establish CCA profile.
Once initial profile established, subsequent updates completed by detailer (SELRES updates completed by LCDR Matthew Mooshegian). 12

13. Questions? 13

14. LCDR Matthew Mooshegian FTS-SELRES

15. SELRES HR (1205) INV vs. OPA PAYGRADE LOS CHART (INV vs. OPA)
ACCESSIONS PROMOTIONS
Updated: 6APR17
Source: RHS

16. FTS HR (1207) INV vs.OPA PAYGRADE LOS CHART (INV vs. OPA)
ACCESSIONS PROMOTIONS
Updated APR 17
Source: OAIS 16

17. Questions? 17

18. Backup Slides 18

20. Officer Demographics Comparison Total AC/RC Force v
Officer Demographics Comparison Total AC/RC Force v. Human Resources (120X)
0% (Multiple Races, Decline to Respond, American Indian, Native Hawaiian)
USN OFFICERS: American Indian/Alaskan Native 1% Native Hawaiian/Pacific Islander 0%
HR OFFICERS: American Indian/Alaskan Native 1% Native Hawaiian/Pacific Islander 0%
CIVILIAN COUNTERPARTS: ONLY REPORTS Asian, African American, White; all others reports 0%
USN Data: NMPBS, 30SEP16.
National Labor Force Data: Bureau of Labor Statistics,
Race/Ethnicity Data as of DEC15. Gender data as of DEC14.

21. Officer Demographics Comparison Total AC Force v
Officer Demographics Comparison Total AC Force v. Human Resources (1200)
0% (Multiple Races, Decline to Respond, American Indian, Native Hawaiian)
USN OFFICERS: American Indian/Alaskan Native 1% Native Hawaiian/Pacific Islander 0%
HR OFFICERS: American Indian/Alaskan Native 1% Native Hawaiian/Pacific Islander 0%
CIVILIAN COUNTERPARTS: ONLY REPORTS Asian, African American, White; all others reports 0%
USN Data: NMPBS, 30SEP16.
National Labor Force Data: Bureau of Labor Statistics,
Race/Ethnicity Data as of DEC15. Gender data as of DEC14.

22. Officer Race/Ethnicity by Gender Human Resources (1200)
USN Total Active Officers
30 SEP 2016
HR (1200) Officers
30 SEP 2016
Race
Race
(83%)
(25%)
(77%)
(61%)
(74%)
(54%)
10%
(73%)
57%
(84%)
(66%) 6%
(75%)
(44%)
19%
(75%)
(69%)
(82%)
(62%)
Ethnicity
Ethnicity
(82%)
(62%)
17%
(79%)
(60%)
% female: 18%
% non-white female: 5%
% Hispanic female: 2%
% female: 38%
% non-white female: 14%
% Hispanic female: 4%
USN Data: NMPBS, 30SEP2016.
DRAFT

23. Officer Rank by Gender Human Resources (1200)
USN Total Active Officers
30 SEP 2016
HR (1200) Officers
30 SEP 2016
(88%)
(41%)
(88%)
(78%)
10%
57%
(84%)
(65%)
19%
(80%)
(58%)
(79%)
(38%)
17%
(78%)
(75%)
(82%)
(62%)
USN Data: NMPBS, 30SEP2016.
DRAFT

24. Active Promotions (O4-O6 FY17)
CAPT
CDR
LCDR
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
CDR
No issues.
LCDR
As lateral transfers close YG inventory gaps, opportunity rate decreases to fall within SECNAV guidance and flow point to adjust closer to centerline (10 yrs).
LCDR - CAPT as of Oct 15
Opportunity = Selections/In-Zone; Flow Point = Avg YCS for In-Zone to Pin on Next Grade

25. HR CCAs
Development (DEV): Encompasses the training and education functions of the MPTE Enterprise; CVN Training Officer and NETC-focused; and includes school houses, NSTC, RTC, OTC, N7/J7, etc.
Management (MGT): Deals with personnel management; OPNAV N13, Naval Personnel Command, Fleet/TYCOM N1 and CNRF-focused, includes TPUs, NOSCs, NPC MOB DETs, PSDs, etc.
Recruiting (RCT): Deals with the recruitment of personnel into the AC and RC of the Navy. CNRC-focused, including NRDs, MEPS, Recruiting Regions, etc.
Requirements (RQT): Traditional manpower work with a more analytical focus (including FM and IT); N1/J1, OPNAV N10 and N12-focused; includes NAVMAC, N8, etc.
Updated JUL16
Source: OAIS