1. Human Resources Community Health Brief
March 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)

2. 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
101% O1-O6 Manning: 484 Current Inventory/479 OPA
99.7% Control Grade manning: 304 Inventory/305 OPA
103.4% O3 and below manning: 180 Inventory/174 OPA
Challenges
87% O6 Manning. Expect O6 inventory to improve to 96% at end of FY15.
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 4MAR15
Source: OAIS

3. 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
Nuclear Engineers/ Instructors re-designated to 1210/1220
Established community with stable billet base

4. Worldwide Presence 484(AC)/183(FTS)/193(SELRES)
Northwest – 12/10/0
Northeast – 176/81/83
BSO
Billet Types
CHNAVPERS
Manpower Plan, Personnel Plans & Policy, Recruiting, Reserve Support, Budget M&P, Training, CO, XO, IT Mgt, Ops Analysis
CFFC
Manpower/Personnel Plan (N1X), Training Afloat, Force Integration
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
NMPS OIC, Mobilization Det CO, XO, Training
Midwest – 111/49/66
Southwest – 85/16/12
Southeast – 62/25/8
Europe/Middle East/Africa/Asia/Guam – 26/2/14
Hawaii – 12/0/10
30% of billets reside in the Capital Region and Millington
Updated 6JAN15
Source: TFMMS

5. 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
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

6. Inventory vs OPA Overall manning at 101%
Targeting YGs 03 and junior on JUN 15 lateral transfer board
LCDR inventory adjusts to OPA by end FY16
With known losses,
CAPT inventory reaches 96% Sep ‘15
Requirement for 10 USNA coaches
Overall manning at 101%
Updated 4MAR15
Source: OAIS

7. Inventory to OPA by Grade
Updated 4MAR15
Source: OAIS

8. FY15 HR Losses Snapshot

9. 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.

10. FY10 - FY15 Accessions
“Right-side” Gains: community relies on lateral transfers/POCRs
FY10-FY12 Quotas < O1-O3 Losses
26-30 promotions out 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.

11. Racial/Ethnic DiversityHR
All Navy
Bureau of Labor and Statistics (2013)
White Not Hispanic: 64.2%
Other racial/ethnic groups: 30.2%
Declined to Respond: 5.6%
White Not Hispanic: 74.5%
Other racial/ethnic groups: 21.8%
Declined to Respond: 3.7%
Updated 6JAN15
Source: OAIS

12. Gender Diversity by Race/EthnicHR
All Navy
Total
Total
Racial
Ethnic
Racial
Ethnic
417
2456
4278 3 17 79 2
344 12
251
42793
1637 27
2006
Includes all paygrades, CWO and/or Flag. 54
430
3893
49945
484
53838
Female
Male
Updated 6JAN15
Source: OAIS

13. Gender Diversity by RankHR
All Navy
Total
Total 41
101
163
142 22 14
483
3204
6734
10389
18574
6266
6785
51952
Female
Male
Updated 6JAN15
Source: OAIS

14. 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.

15. Promotions
Available during breaks to assist 1200 officers in determining when they are likely to be in zone for subsequent promotion boards.
FY16 data on # of selects and opportunity rates are not available until after boards adjourn.
For FY16, relatively similar promotion opportunity rates exist (as compared with FY15).

16. 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).

17. LCDR Ryan Mudd FTS-SELRES

18. FTS HR (1207)
INV vs.OPA PAYGRADE LOS CHART (INV vs. OPA)
ACCESSIONS PROMOTIONS
Relatively similar promotion opportunity to FY-15 plan for CAPT, CDR, and LCDR across the next 5 years
Actual promotion opportunity is releasable after the respective Board results have been approved 18
Source: OAIS
Updated DEC14

19. 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 DEC14
Source: OAIS

20. Data: As of 4 December 2014/OAIS Racial/Ethnic/Gender Diversity
FTS HR Community Statistics
Racial/Ethnic/Gender Diversity
Racial 1 9 31
124 7 11
170
181
Ethnic
Bureau of Labor and Statistics (2013)
All Navy RC Officer
White – 80%
AA – 8%
Asian – 4.5%
API/NATAM – 0.5%
Multiple – 3%
Declined to Respond – 4%
Hispanic/Latino – 7%
Male – 83%

21. SELRES HR (1205)
INV vs. OPA PAYGRADE LOS CHART (INV vs. OPA)
ACCESSIONS PROMOTIONS
Relatively similar promotion opportunity to FY-15 plan for CAPT, CDR, and LCDR across the next 5 years
Actual promotion opportunity is releasable after the respective Board results have been approved
Updated 13FEB15
Source: RHS

22. 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 13FEB15
Source: RHS

23. Data: As of 2 December 2014/IMAPMIS Racial/Ethnic/Gender Diversity
SELRES HR Community Statistics
Racial/Ethnic/Gender Diversity
Racial 3 15 34 1
148 5 13 20
199
219
Ethnic
Bureau of Labor and Statistics (2013)
All Navy RC Officer
White – 80%
AA – 8%
Asian – 4.5%
API/NATAM – 0.5%
Multiple – 3%
Declined to Respond – 4%
Hispanic/Latino – 7%
Male – 83%

24. SELRES HR Assignments 65% of SELRES HR Officers are filling HR Billets
17.5% are filling other community’s billets (including 1000-coded)
17.5% are in-assignment processing (IAP)
Note: All approved interim fills are not reflected in the data (e.g., 2 IAP CAPTs)

25. Points of Contact CDR Steve Milinkovich HR & PMP Community Manager
(W) , DSN 882
LCDR Ryan Mudd
Reserve HR, SSO and LDO/CWO Officer Community Manager
(W) , DSN 882

26. Questions? 26

27. Back Up Slides

28. HR Community Values Sustained Superior Performance
Successful Completion of Milestone Tour
Graduate Education – HR focused Masters or MBA preferred
HR-Related Proven SUBSPECs – MSA (3130), OA (321X), Education and Training (3150), FM (311X); for FTS – InfoSys (620X)
HR Professional Certification – PHR, SPHR, GPHR, CPT, CPLP, CDFM, CDFM-A; for FTS – CISSP, GSLC
JQO Progression: JPME I, JPME II and Joint Tour
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