1. Human Resources Community Health Update
Jan 2019
Community Manager
CDR Trish Cronau
SELRES/FTS OCM
LCDR Jason Grose
Community Sponsor
VADM R. P. Burke
Community Leader
RADM Ann Burkhardt
Flag Advisor (RC)
RDML Ann Duff

2. Navy Human Resources Community
Professionally Certified - Worldwide Presence 847 STRONG - 474(AC)/171(FTS)/201(SELRES)
Mission: Deliver HR expertise to define, recruit, develop, assign, and retain a highly skilled workforce for the Navy
Core Competencies
Requirements Recruiting Management Development
HR Certification Requirements
2018
Career Mentoring Guides
Annual HR Professional
Development Training (HRPDTC)
HR Strategic Plan HR
Community Established
2001
Command Qualification Program
Established community at full inventory
HR Community History with updated Inventory #s as of 30NOV18.
FLAG LEADERSHIP
RADM
Crisp
RADM
Flanders
RADM
Covell
RDMLGraf
RDML
Andrews
RDML
Sweredoski
RADM
Burkhardt
RDML
Duff

3. Worldwide Presence 440(AC)/155(FTS)/178(SELRES)
Northwest – 11/4/0
Northeast/Mid-Atlantic – 174/84/83
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 – 101/30/67
Southwest – 74/14/5
AC Includes 28 NPS graduate education and 10 in-residence JPME student billets; does not include ROPA of coded billets filled by 1200s.
Southeast – 44/22/6
Europe/Middle East/Africa/Asia/Guam – 27/0/13
Hawaii – 9/1/4
~40% of billets reside in the Capital Region and Millington
Updated DEC18
Source: TFMMS

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
CAPT Milestone
Major Command/
CO/Deputy/COS/OSD/
SECNAV/COCOM
Joint Tour/Experience
HR Recertification
DIVO/DH/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
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: 37% LCDR COMMAND: 54%
CDR MILESTONE: 59% CDR COMMAND: 75%
CAPT MILESTONE: 27% CAPT COMMAND: 48%

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
Master’s degree in HR related subspecialty including Operations Analysis, Manpower Systems Analysis, Financial Management, Education and Training Management, or civilian equivalent
HR subspecialty experience: 311X, 3130, 3150, 321X
Command eligible (AQD: 2D1)
Professional Certification including PHR, SPHR, GPHR, CPT, CPLP, CDFM, CDFM-A
JPME I
Valued achievements prior to CAPTAIN
Sustained superior performance in all assigned duties, especially CDR HR Milestone
HR proven subspecialist: 311X, 3130, 3150, 321X
JQO Progression: JPME I, JPME II and Joint Tour

6. 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 13 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.

7. HR (1200) LOS Chart 30 Nov 2018 (NOPPS and OAIS data)YG

8. HR (1200) Accessions FY10 - FY18 Accession Execution
FY18 Lateral Transfer Parent Communities
Sources: NOPPS; DCNP Accession Plans

9. HR (1200) Loss Tracker 30 Nov 2018 (NOPPS and OAIS data)

10. 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. 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 Jason Grose).

12. LCDR Jason Grose SELRES/FTS

13. FTS 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)
LCDR LEADERSHIP
MILESTONE
STAFF TOURS
CDR LEADERSHIP
MILESTONE
STAFF TOURS
CAPT LEADERSHIP
MILESTONE
STAFF TOURS
NRD CO HR Screen Boards
RCC Screen Board
O6 NOSC CO Screen Board
O4-O5 NOSC CO Screen Boards
FTS Transfer Board
O4 SB
O5 SB
O6 SB
Typical Billets
DH/DIVO/OIC/Staff Tour
NOSC/Reserve Management Tour
In-Residence Graduate Education (NPS)
Service College (JPME I)
IA/GSA/OCO
NOSC CO
Milestone Tour
Reserve Major Staff Tour
Reserve Management Tour
Operational Support Officer
Graduate Education
Service College (JPME I)
NOSC CO
NRD CO
Milestone Tour
Reserve Major Staff Tour
Reserve Management Tour
Operational Support Officer
Service College
(JPME II/JCWS-H)
RCC CMD
NOSC CO
Milestone Tour
Reserve Major Staff Tour
Reserve Management Tour
Operational Support Officer
Develop Core Competency Areas: Development, Management, Recruiting, Requirements
Develop Sub-specialty Experience: Financial Management, Manpower Systems Analysis, Operations Analysis, Information Technology
Command screening occurs annually. LT-CAPT may screen for RCC and NOSC command via the Navy Reserve Shore Command Qualification Program. CDR-CAPT may also screen for HR Command Recruiting billets via the HR Community Command Qualification Program.

14. FTS 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 NOSC CO, Milestone and Major Reserve Staff Tours
Attainment of command qualification and screening (2D1)
Master’s degree in HR related subspecialty including Financial Management, Manpower Systems Analysis, Education and Training Management, Operations Analysis, Information Systems and Technology, or civilian equivalent degrees
Professional Certification including PHR, SPHR, GPHR, CPT, CPLP, CDFM, CDFM-A, CISSP, and GSLC
JPME I
HR subspecialty experience: 311X, 3130, 3150, 321X, 620X
Valued achievements prior to CAPTAIN
Sustained superior performance in all assigned duties, especially NOSC CO, NRD CO, Milestone and Major Reserve Staff Tours
HR proven subspecialist: 311X, 3130, 3150, 321X, 620X

15. FTS HR (1207) INV vs.OPA PAYGRADE LOS CHART (INV vs. OPA)
ACCESSIONS PROMOTIONS
7 Pending FY18 Losses and 4 Pending Gains
Third largest FTS community (behind Aviation and SWO) and largest community outside of FTS URL.
FTS HR is slightly undermanned due to delayed losses, expect 100% EOY INV.
Emphasizing junior O-4 and earlier accessions
Selective Retention (Sel Ret)
Authorized by Title 10 and defined in SECNAV INST C
Without a SelRet board all FTS O-6’s would have to leave
SelRet allows the community to continue to access and to promote without stagnating
The small FTS communities must have controlled attrition in order to access junior to the control grades
Updated 30NOV18
Source: OAIS

16. SELRES 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)
LCDR LEADERSHIP/
STAFF TOURS
CDR LEADERSHIP/ MILESTONE/
STAFF TOURS
CAPT LEADERSHIP/ MILESTONE/
STAFF TOURS
CDR Milestone Screen
CAPT Milestone Screen
O4 SB
O5 SB
O6 SB
Typical Billets
DH/DIVO/OIC/Staff Tour
Recruiting/PERS/Training
Officer/Staff Ops/Plans
Joint Experience
DH/OIC/XO
PERS/MPWR Staff and Mgt
Recruiting/Admin/Training
Resource Mgt
Joint Education/Experience
CDR Milestone
XO/OIC/CO
PERS/MPWR Analysis & Plans
Resource Mgt
Major Staff/Recruiting
Joint Education/Experience
CAPT Milestone
CO/Major Command/Major
Staff/Deputy/COS HQ Staff
Staff Ops/Plans
Joint Tour/Experience
Develop Core Competency Areas: Development, Management, Recruiting, Requirements
CO/XO and Milestone screening for CDRs and CAPTs occurs via APPLY Board

17. SELRES 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 leadership tours or during periods of active duty such as mobilization, ADSW, or recall
Attainment of command qualification and screening (2N1)
Master’s degree, preferably in an HR-related field
Professional Certification including PHR, SPHR, GPHR, CPT, CPLP, CDFM, CDFM-A, CISSP, and GSLC
JPME I
Valued achievements prior to CAPTAIN
Sustained superior performance in all assigned duties, especially CDR HR Milestone assignments, leadership tours, or during periods of active duty such as mobilization, ADSW, or recall
JQO Progression 17

18. SELRES HR (1205) INV vs. OPA PAYGRADE LOS CHART (INV vs. OPA)
ACCESSIONS PROMOTIONS
Updated:30NOV18
Source: NSIPS

19. Backup Slides 19

20. HR (1200) Control Grade Losses Snapshot (Nov 2018)

21. Officer Demographics Comparison Navy Human Resources Community (1200)
USN Data: NOPPS & OAIS, 30SEP18.
National Labor Force Data: Census Bureau, Including Race/Ethnicity and Gender data, 01JUL16.

22. 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.

23. Promotion Stats - LCDR
Note 1: The average in the yellow box reflects the average number of HR Community values held by selects and non-selects. Some values are grouped and count as one (masters and HR masters are grouped, and joint tour, JPME I, JPME II, and JQO are grouped). For CAPT and CDR, there are 5 possible community values. For LCDR, there are 4 possible community values.
Note 2: Milestone percentages reflect officers who completed their Milestone by the date of the promotion board, but not officers who were serving in milestone assignments.

24. Promotion Stats - CDR
Note 1: The average in the yellow box reflects the average number of HR Community values held by selects and non-selects. Some values are grouped and count as one (masters and HR masters are grouped, and joint tour, JPME I, JPME II, and JQO are grouped). For CAPT and CDR, there are 5 possible community values. For LCDR, there are 4 possible community values.
Note 2: Milestone percentages reflect officers who completed their Milestone by the date of the promotion board, but not officers who were serving in milestone assignments.

25. Promotion Stats - CAPT
Note 1: The average in the yellow box reflects the average number of HR Community values held by selects and non-selects. Some values are grouped and count as one (masters and HR masters are grouped, and joint tour, JPME I, JPME II, and JQO are grouped). For CAPT and CDR, there are 5 possible community values. For LCDR, there are 4 possible community values.
Note 2: Milestone percentages reflect officers who completed their Milestone by the date of the promotion board, but not officers who were serving in milestone assignments.