1. Engineering Duty Officer (1440/1460) Community Brief
LCDR James Rochelle Engineering Duty OCM
LCDR Merl Trimpe Engineering Duty RC OCM
13 Oct 2017
03 Oct 17, 0830

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 Benedict, Strategic Systems Program (SSP)
Background
Accessions
No direct EDO accessions (Options accessed in parent designator), 0 ENS and very little LTJG OPA
ED Option is single largest accession source. Lat xfer and POCR supplement at a combined 50%
Manning
804 officers at present (CAPT – LTJG). FY17 OPA of 812
Overall 99% manned
Concerns/Issues
Option program continuity
Maintaining not less than 29 SWO ED Option quotas accessions annually
Potential for Reallocated non-discreet OPA
ED historically fills ~40 non EDO billets annually
Assessment
ED Community is healthy.
Expect under manning at CAPT to resolve as inventory progresses in seniority.

3. Engineering Duty Mission
EDs provide Warfare-Qualified, Uniformed Leadership in primarily civilian fields (~800 officers lead workforce of > 70,000 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 FY17 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), Systems Engineering (AS3), Production Quality Management (AG3))

6. EDO FY17 Accessions FY17 Active Duty Accession Plan
EDO Community
Lateral Gains
POCR Board (2)
Lat Transfer (24)
SWO EDO Options
USNA (12)
NROTC (13)
SUB EDO Options
USNA (10)
NROTC (10)
Need:
58 Accessions
OPTIONS
(Future Gains)
OPTION
(In-year gains)
POCR
Lateral Transfer
(In-year Gains)
Total Accessions
SUB
SWO
PLAN
EXEC
FY17 20 28 32 31 2 24 19 58 52
FY16 21 26 4 23 57 53
FY15 18 27 30 25 1 40 72 50
FY14 37 65
FY13 14 34 33 60 69
ED Option is the most stable resource and largest single contributor to inventory
-- Primary reason for Community Health after 20 years of undermanning --

7. EDO Community Pyramid Ideal OPA Distro per DOPMA Actual FY18 OPA = 812
Ideal community breakdown, by rank, per 10 USC Chap 32, Section 523
EDO Community Pyramid 2
Ideal OPA Distribution Pyramid, for a community with 812 Authorizations 3
Actual OPA Distribution Pyramid, for the EDO Community (FY18) 4
Projected OPA Distribution Pyramid, for the EDO Community (FY22) 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
Flow Point (SECNAVINST B)
Percent of Community for “Healthy”
Percent of
EDO OPA
(FY17)
CAPT
21-23 yrs
6% (5%-7%) *
14%
CDR
15-17 yrs
12% (11%-18%) *
23%
LCDR
9-11 yrs
22% (19-26%) *
29% LT
4 yrs AFQ
36%
32%
LTJG
2 yrs AFQ
12%
<1%
ENS 0% 1 5
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
14%
CAPT
117
14%
CAPT
117
CDR
CDR
23%
190
24%
192
LCDR
LCDR
29%
239
30%
245 LT LT
32%
259
31%
255
LTJG
<1%
LTJG 7
<1% 5
Actual FY18 OPA = 812 3
Projected FY22 OPA = 814 4

8. Graduate Education
Graduate Education leading to subspecialty code in approved curricula MANDATORY for all EDs
601 Billets SSP-Coded
Percentage by Rank
90% of all billets that *can* be SSP coded (non ST/TPPH/PP) are coded for Graduate Education

9. OPA vs. Inventory History
Current Inventory
First Year of Option Accessions
Options begin Redesignation
OPA = Officer Programmed Authorizations (billets)
As of 30 Sep 2017

10. EDO (1440/1460) LOS Chart 30 Sep 2017 (NOPPS and OAIS data)
Options

11. EDO Losses Tracker
September 2017 OPINS data, FY17 OPA 12

12. Officer Demographics Comparison
USN Data: Officer (Active + Reserve) NMPBS, 30JUN17.
National Labor Force Data: Bureau of Labor Statistics,
Including Race/Ethnicity and Gender data.

13. SELRES EDO (1445 & 1465) INV vs.OPA PAYGRADE LOS CHART (INV vs. OPA)
Updated 10OCT2017; Source: NSIPS/IMAPMIS
SELRES EDO (1445 & 1465)
SELRES EDO IS A HEALTHY COMMUNITY
INV vs.OPA PAYGRADE LOS CHART (INV vs. OPA)
ACCESSIONS PROMOTIONS

14. The Engineering Duty community is healthy, and has no immediate issues
Takeaways
Reallocated OPA
ED investigating future reallocated non-discreet OPA share to offset annual out-of-designator fills
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 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