1. Engineering Duty Officer (1440/1460) Community Brief
LCDR Christopher MacLean
Engineering Duty OCM
LCDR Merl Trimpe
Engineering Duty RC OCM
15 Jun 2018
5 Jun 2018, 1200

2. Overview Purpose of Brief Background Concerns/Issues Assessment
Information brief. Provide Leadership with an Engineering Duty Community Overview and health update
EDO (Desig 1440)
EDO Community Sponsor – VADM Moore, Commander, NAVSEA
Senior EDO – VADM Johnson, Principal Military Deputy for ASN RD&A
Background
Accessions
No direct EDO accessions (Options accessed in parent designator), 0 ENS and 7 LTJG OPA
ED Option is single largest accession source. Lat xfer and POCR supplement at a combined 50%
Manning
819 officers at present (CAPT – LTJG). FY18 OPA of 814
Overall 100% manned
Concerns/Issues
Option program continuity
Maintaining not less than 29 SWO ED Option quotas accessions annually
Assessment
ED Community is healthy

3. Engineering Duty Mission
EDs provide Warfare-Qualified, Uniformed Leadership in primarily civilian fields (~800 officers lead workforce of > 73,000 government civilians and DoD contractors)
Fleet Maintenance (~40%)
Shipyards, Tenders & RMCs
Fleet & TYCOM Staffs
Acquisition Program Management (~30%)
PEOs
New Construction SUPSHIPs
Engineering & Technology (~15%)
Warfare Centers
HQ Directorates
National Missions (~15%)
Diving & Salvage
Strategic Systems
Missile Defense
Naval Reactors
Engineering Duty Officers build and maintain the Fleet

4. Engineering Duty Career Path
Typical SWO ED Option
Typical SUB ED Option
NPS MIT
ED Qual Tour NSY, RMC,
SSC, NSWC,
SUPSHIP
LCDR Experience Tours NSY, RMC, SOS,
FLT/TYCOM Staff,
HQ ACQ
CDR Leadership Tours SEA, NSY, RMC, SOS,
FLT/TYCOM Staff,
OPNAV, HQ ACQ
Jr CAPT Tour NSY/RMC DH
Staff, A/DPM,
OPNAV
CAPT CMD NSY/RMC,
NSWC,
MPM, SOS
Post CMD or Flag
Lateral Transfer Window
URL on-ramp at 4-12 YCS
CAPT CMD,
MAJOR PROGRAM MANAGER SB
CDR CMD SB
Each individual’s ED career path is tailored based on past experience, accession timing, and education.
Acquisition Corps Selection
Typical Billets / Quals
EDQP
DAWIA Lvl III
Engineering
focused
Master’s Program
Proj Off
Ship Supt
Field Activity
Production Off
Type Desk Off
APM, Sys Engineer
CHENG / CSO / RO / ARO / OIC / SUPSHIP PMR / PAPM / DPM
Rqmts/Action Off
NSY/RMC DH
Staff N43
EA / CoS
Tech Dir CO
MPM

5. Engineering Duty Community Values (SECNAV Approved Community Brief)
Valued achievements prior to LIEUTENANT COMMANDER
Warfare qualification
Proven performance at sea
1440 or 1460
Valued achievements prior to COMMANDER
1440 (technical Masters degree and ED qualification tour completed)
1460 with proven performance during ED qualification tour
Acquisition Corps member (ACQ FULL QUAL (APM) AQD)
Valued achievements prior to CAPTAIN
Acquisition Corps member (APM AQD)
Level III DAWIA certification in primary career field, w/conferred AQD (e.g, Program Management (AA3), Engineering (AS3), Production Quality Management (AG3))

6. EDO Mentor Groups Secondary Only IMG RMC SB SURFPAC LCMG IWE CC SSP
Industrial Maintenance Group
RMC
Regional Maintenance Centers SB
Subba Bubbas
SURFPAC
LCMG
Life Cycle Maintenance Group
IWE
Information Warfare CC
Cannon Cockers
SSP
Strategic Systems Programs
Secondary Only
Divers
& Salvage
EDO(N)
Nukes

7. EDO FY18 Accessions FY18 Active Duty Accession Plan
EDO Community
Lateral Gains
POCR Board (2)
Lat Transfer (24)
SWO EDO Options
USNA (13)
NROTC (14)
OCS (2)
SUB EDO Options
USNA (10)
NROTC (10)
Need:
53 Accessions
OPTIONS
(Future Gains)
OPTION
(In-year gains)
POCR
Lateral Transfer
(In-year Gains)
Total Accessions
SUB
SWO
PLAN
EXEC
FY18 20 29 27 14 2 1 24 18 53 33
FY17 28 32 31 19 58 52
FY16 21 26 4 23 57
FY15 30 25 40 72 50
FY14 37 65
FY13 34 60 69
Historical data shows execution rate of ~90% for SWO options and ~10% for SUB options

8. EDO Community Pyramid Ideal OPA Distro per DOPMA Actual FY18 OPA = 814
Ideal community breakdown, by rank, per 10 USC Chap 32, Section 523
EDO Community Pyramid 2
Ideal OPA Distribution Pyramid, for a community with 814 Authorizations 3
Actual OPA Distribution Pyramid, for the EDO Community (FY18) 4
Projected OPA Distribution Pyramid, for the EDO Community (FY23) 5
Percentage comparison between ideal and actual OPA Pyramid
Community Management Business Practice for a “healthy” community pyramid is based on 10 USC Chap 32, § 523 6% 49
Grade
% of DOPMA Community for “Healthy”
% of OPA Community for “Healthy”
% of
EDO inventory
(FY18)
CAPT
6% (5%-7%) *
15%
13%
CDR
12% (11%-18%) *
23%
24%
LCDR
22% (19-26%) *
29%
30% LT
36%
32%
LTJG
12%
<1% 2%
ENS 0% 5 1
12% 98
22%
179
36%
293
12% 98
12% 98
* Per § 523, range of control grade officers for a total Navy size of 30,000 through total navy size of 90,000.
For current size of ~54,000, percent for “healthy” community: CAPT (5.7%), CDR (12.2%), LCDR (21.5%) 2
Ideal OPA Distro per DOPMA
15%
13%, 108 of 119 authorized
14%
116
CAPT
CAPT
CDR
24%, 192 of 190
CDR
23%
23%
191
LCDR
LCDR
29%
30%, 247 of 236
29%
241 LT LT
32%
32%, 257 of 262
32%
263
LTJG
<1%
2%, 15 of 7
LTJG
<1% 7
Actual FY18 OPA = 814 3
Projected FY23 OPA = 818 4

9. Graduate Education
Graduate Education leading to subspecialty code in approved curricula MANDATORY for all EDs
601 Billets SSP-Coded
Percentage by Rank

10. OPA vs. Inventory History
Current Inventory
First Year of Option Accessions
Options begin Redesignation
OPA = Officer Programmed Authorizations (billets)
As of 30 Apr 2018

11. EDO (1440/1460) LOS Chart 30 April 2018 (NOPPS and OAIS data)

12. Promotion OPP and FLOW
PLACEHOLDER

14. Officer Demographics Comparison
USN Data: Officer (Active + Reserve) NMPBS, 31MAR18
National Labor Force Data: Bureau of Labor Statistics,
Including Race/Ethnicity and Gender data
Compared to engr/analyst, prgrm mgt type work

15. SELRES EDO (1445/1465) INV vs.OPA PAYGRADE LOS CHART (INV vs. OPA)
SELRES EDO IS A HEALTHY COMMUNITY
Updated 20APR2018; Source: NSIPS/IMAPMIS
SELRES EDO (1445/1465)
INV vs.OPA PAYGRADE LOS CHART (INV vs. OPA)
ACCESSIONS PROMOTIONS 15

16. The Engineering Duty community is healthy, and has no immediate issues
Takeaways
Current Programs Support Community Health
ED Option Program
Maintaining not less than 50% annual gains from ED Option program critical to continued stability and health
Lateral Transfer Redesignations
Continues to provide access to quality candidates through very competitive board process
Primary means of right sizing annual gains when paired with Options
POCR Redesignations
Very few candidates meet ED entry criteria
Minimal POCR quotas sufficient to meet community needs
The Engineering Duty community is healthy, and has no immediate issues

17. Questions?

18. NAVSEA Strategic Framework