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BUPERS 3
NAVY
Human Resources Community Health Brief
July 2015
Community ManagerCDR Steve Milinkovich
SELRES Community ManagerLCDR Ryan Mudd
Community SponsorVADM W. F. Moran
Flag AdvisorsRDML Annie AndrewsRDML Barbara Sweredoski (RC)
NAVY
BUPERS 3 BLUFEstablished and valued community providing MPTE analytical acumen and
leadership across all echelons in the MPTE domain and on Fleet/TYCOM/Joint & major staffs
• Snapshot (20 Jul 15)– 102.6% O1-O6 Manning: 479 Current Inventory/467 FY16 OPA
101% Control Grade manning: 301 Inventory/299 FY16 OPA 106% O3 and below manning: 178 Inventory/168 FY16 OPA
• Snapshot (1 Oct 15)– 101.5% O1-O6 Manning: 474 Projected Inventory/467 FY16 OPA
104% Control Grade manning: 310 Inventory/299 FY16 OPA 98% O3 and below manning: 164 Inventory/168 FY16 OPA
• Challenges– 92% O5 Manning at FY16 start. Inventory adjusts to ~100% at end of FY16– 113% O4 Manning at FY16 start. Inventory adjusts to ~100% at end of FY16.– 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).
2Updated 20JUL15Source: OAIS
NAVY
BUPERS 3Mission
Deliver HR expertise to define, recruit, develop, assign, and retain a highly skilled workforce for the Navy
2001 2006 2007 2008 2009 2012
HR Community established
Nuclear Engineers/
Instructors re-designated to
1210/1220
HR RC EstablishedHR EB/BOD
HR COE
HR RC Flag PMPs re-designated
to 1230
Established community with stable billet base
Workforce Requirements Recruiting
Core Competencies
Training and Education Development Personnel Management
3
NAVY
BUPERS 3
4
Worldwide Presence480(AC)/189(FTS)/191(SELRES)
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
Southwest – 80/20/11
Midwest – 108/48/68
Southeast – 61/28/8
Northeast – 179/83/83
Hawaii – 11/0/7
Europe/Middle East/Africa/Asia/Guam – 29/1/8
30% of billets reside in the Capital Region and Millington
Northwest – 12/9/0
Updated JUL15Source: TFMMS
NAVY
BUPERS 3
0 2 4 6 8 10 12 14 16 18 20 22 24 26 28
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
LCDR Milestone & Command Boards
CDR Milestone & Command Boards
CAPT Milestone & Major Command Boards
HR Career PathHR EXPERIENCE
DEVELOPMENT & LEADERSHIPHR COMMUNITY INVOLVEMENT
HR ADV EXPERIENCE DEVELOPMENT, PROFICIENCY & LEADERSHIP
HR COMMUNITY INVOLVEMENT
SENIOR OFFICER DEVELOPMENT, PROFICIENCY & LEADERSHIP
HR COMMUNITY INVOLVEMENT
POCR/Lateral Transfer
O4 Milestone/Joint /Staff/Subspecialty/
HR Certification/JPME/HR Intermediate
Course
Fleet Operational Tours/Warfare Qualification/HR Experience Tour/ Graduate Education/Subspecialty/
HR Certification/JPME/HR Introductory Course
O-5 Milestone/Joint/Major Staff/RecertificationHR Advanced Course/Svc
College/JPME
O6 Milestone/Joint/HQ Staff/Recertification
Core Competency Development
5
RESOURCE MANAGEMENT ANALYSIS
3000 Res Mgt & Analysis3110 Fin Mgt3130 Manpower Sys Analysis3150 Educ & Train Mgt3210 Ops Research3211 Ops Analysis
SUBSPEC Prefixes
P Masters EducationS 18 month experienceR Multiple experienceQ Masters & experience
RA HR CertificationRB Major Command/MilestoneRD DevelopmentRE ManagementRF RecruitingRG Requirements
HR AQDs
NAVY
BUPERS 3
Inventory ManagementFY16 HR (1200) LOS Chart
6
0
5
10
15
20
25
30
35
20
16
20
15
20
14
20
13
20
12
20
11
20
10
20
09
20
08
20
07
20
06
20
05
20
04
20
03
20
02
20
01
20
00
19
99
19
98
19
97
19
96
19
95
19
94
19
93
19
92
19
91
19
90
19
89
19
88
19
87
0-1 1-2 2-3 3-4 4-5 5-6 6-7 7-8 8-9 9-10 10-11
11-12
12-13
13-14
14-15
15-16
16-17
17-18
18-19
19-20
20-21
21-22
22-23
23-24
24-25
25-26
26-27
27-28
28-29
29-30+
FY-16 OPA CAPT CDR LCDR LT LTJG ENS Pending Losses Pending Gains FY-16 OPA
Gaps addressed via Lat Transfer & POCR Boards
YGs 04 and junior targeted on NOV 15 lateral transfer board
Updated JUL15Source: OAIS
INV 2016 OPA Delta 2017 OPA DeltaCAPT 40 45 -5 45 -5CDR 98 106 -8 103 -5LCDR 163 148 15 145 18LT 145 141 4 140 5LTJG 26 17 9 17 9ENS 7 10 -3 10 -3
479 467 12 460 7
* Community will have a net of 5 losses by Oct 1st
NAVY
BUPERS 3
7
Inventory to OPA by Grade
Updated 20JUL15Source: OAIS
ENS LTJG LT LCDR CDR CAPT
Current Inventory 7 26 145 163 98 40
FY16-OPA 10 17 141 148 106 45
FY17-OPA 10 17 140 145 103 45
0
20
40
60
80
100
120
140
160
180
NAVY
BUPERS 3FY15 HR Losses Snapshot
8
FY07 FY08 FY09 FY10 FY11 FY12 FY13 FY14 FY15 Target
Unweighted
HistoricalLOSSESAverage
2007-2014
FY15ActualLosses
FY15PendingLosses
FY15LOSSES
as % ofPlannedFY losses
FY15LOSSES
Actual +Pendings
FY15LOSS
Target
FY16LOSS
Target
CAPT 8 6 4 5 7 9 7 9 4 7 CAPT 4 2 150% 6 4 8CDR 13 18 10 7 11 7 13 10 9 11 CDR 5 5 111% 10 9 9LCDR 12 13 14 8 11 14 6 7 10 11 LCDR 3 8 110% 11 10 10
LT 18 9 11 7 11 8 13 8 9 11 LT 6 1 78% 7 9 10LTJG 1 1 1 1 1 0 1 1 0 1 LTJG 0 0 NA 0 0 0ENS 0 1 0 0 0 0 0 0 0 0 ENS 0 0 NA 0 0 0
TOTAL 52 48 40 28 41 38 40 35 32 40 TOTAL 18 16 106% 34 32 37
0
23
23
46
79
1012
16
20
27
24
911
1214 15
18
22
26
34
5
10
15
20
25
30
35
40
OCT NOV DEC JAN FEB MAR APR MAY JUN JUL AUG SEP
Control Grades Target
Control Grades Exec/Pend
All Grades Exec/Pend
HRLOSS TRACKER FY-15
EOM JUNE 2015
NAVY
BUPERS 3Accessions
• 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.
9
NAVY
BUPERS 3
10
FY10 - FY15 Accessions
4 7 4 2 3 3 2 4 4 3 5 4 2 4 4 3 3 2 18 4 4
114 14
7 2 6 26 12
415 15
312
6 5
89
30
17
71
22 19
52
2222
73
3939
6650
41
27
34
17 20
400
420
440
460
480
500
520
540
0
20
40
60
80
100
120O
1-O
3 O
CM N
eed
Appr
oved
Quo
tas
Exec
ution
O1-
O3
OCM
Nee
dAp
prov
ed Q
uota
sEx
ecuti
on
O1-
O3
OCM
Nee
dAp
prov
ed Q
uota
sEx
ecuti
on
O1-
O3
OCM
Nee
dAp
prov
ed Q
uota
sEx
ecuti
on
O1-
O3
OCM
Nee
dAp
prov
ed Q
uota
sEx
ecuti
on
O1-
O3
OCM
Nee
dAp
prov
ed Q
uota
sEx
ecuti
on
O1-
O3
OCM
Nee
d
FY10 FY11 FY12 FY13 FY14 FY15 FY16
Other POCR Lateral Transfer Inventory OPA
NAVY
BUPERS 3June Lateral Transfer Board
• 54 applicants for YGs with in quotas• 7 selects (13% selection rate)• Selection statistics:
HR listed as first choice in lateral transfer application (7 of 47): 15%
HR listed as second choice in lateral transfer application (0 of 7): 0%
Sustained Superior Performance Key to Competitive Application
Selects received EP hard breakout 64% of time when eligible1
Non-selects received EP hard breakout 20% of time when eligible1
HR Selects HR Non Selects
Senior HR LOR 100% 21%
HR Assignment/Collateral 100% 58%
HR Professional Certificate2 29%3 2%
HR Masters 29% (6.3 YCS avg) 9% (5.6 YCS avg)
Note 1: O1-02 non-LDOs not eligible for EP and therefore omitted. Performance of these officers best communicated in FITREPS via soft breakout rankings and trait average above summary group/reporting senior averages.
Note 2: Navy funded test prep program (CPEP) exists for officers pursuing PHR/SPHR certification after redesignation to HR.
Note 3: 1st Officer with PHR, 2nd Officer with PHR and CDFM. Both the 2nd and a 3rd officer selected have additional certification(s) not referenced in our community values (i.e. Master Training Specialist).
11
NAVY
BUPERS 3
HR All Navy
Racial/Ethnic Diversity
12
Bureau of Labor and Statistics (2013)
Updated 23JUL15Source: OAIS
American Indian/Alaska Native, 401,
1%
Asian, 2449, 5%
Black or African
American, 3904, 7%
Native Hawaiian or Other Pacific Islander, 244,
0%
White, 42357, 80%
Multiple, 1797, 3%
Declined To Respond, 2001, 4%
HR Managers & SpecialistsFemale 72%
Male 28%Black/AA 12%Asian 4%Hispanic/Latino 12%
Hispanic or Latino, 52,
11%
Not Hispanic or Latino, 428,
89%White Not Hispanic: 64.8%Other racial/ethnic groups: 29.5%Declined to Respond: 5.6%
American Indian/Alaska Native, 3, 1%
Asian, 17, 4%
Black or African
American, 77, 16%
Native Hawaiian or Other Pacific Islander, 2,
0%
White, 342, 71%
Multiple, 12, 2% Declined To
Respond, 27, 6%
Hispanic or
Latino, 3867,
7%Not
Hispanic or
Latino, 49286,
93%White Not Hispanic: 74.6%Other racial/ethnic groups: 21.6%Declined to Respond: 3.8%
NAVY
BUPERS 3
Gender Diversity by Race/Ethnic
All Navy
Female Male
Total
13
TotalHR
401
2449
3904
244
42357
1797
2001
3867
49286
53153
3
17
77
2
342
12
27
52
429
480
Updated 23JUL15Source: OAIS
19%
23%
27%
28%
16%
25%
24%
20%
17%
18%
81%
77%
73%
72%
84%
75%
76%
80%
83%
82%
American Indian/Alaska Native
Asian
Black or African American
Native Hawaiian or OtherPacific Islander
White
Multiple
Declined To Respond
Hispanic or Latino
Not Hispanic or Latino
Total Population
Racial
Ethnic
67%
35%
47%
100%
31%
33%
59%
38%
36%
36%
33%
65%
53%
0%
69%
67%
41%
62%
64%
64%
American Indian/Alaska Native
Asian
Black or African American
Native Hawaiian or OtherPacific Islander
White
Multiple
Declined To Respond
Hispanic or Latino
Not Hispanic or Latino
Total Population
Racial
Ethnic
NAVY
BUPERS 3
Gender Diversity by Rank
Female Male
TotalTotalHR All Navy
14
40
98
163
145
26
7
479
3068
6619
10226
20036
6207
6782
52938
Updated 23JUL15Source: OAIS
12%
12%
16%
19%
22%
21%
18%
88%
88%
84%
81%
78%
79%
82%
CAPT
CDR
LCDR
LT
LTJG
ENS
Total Population
60%
29%
29%
41%
50%
14%
36%
40%
71%
71%
59%
50%
86%
64%
CAPT
CDR
LCDR
LT
LTJG
ENS
Total Population
NAVY
BUPERS 3
15
FY10 - FY15 HR Retention (Retention as function of retirements and resignations)
82.0
84.0
86.0
88.0
90.0
92.0
94.0
96.0
98.0
FY10 FY11 FY12 FY13 FY14 FY15
Male Retention (%) Female Retention (%)
0.0
10.0
20.0
30.0
40.0
50.0
60.0
70.0
FY10 FY11 FY12 FY13 FY14 FY15
Males Retirement Eligible (%) Females Retirement Eligible (%)
• 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.
NAVY
BUPERS 3
16
Active Promotions (FY16 Plan)
CAPT CDR
As of 1 Oct 14
Opportunity = Selections/In-Zone; Flow Point = Avg YCS for In-Zone to Pin on Next Grade
30%
40%
50%
60%
70%
20 21 22 23 2450%
60%
70%
80%
90%
14 15 16 17 18
FY17 FY18/19FY16FY15
FY20
FY13FY14
FY14
FY13
FY15
FY16
FY17/20FY18/19
60%
70%
80%
90%
100%
8 9 10 11 12
FY13
FY14FY15
FY16
FY17/18/19 FY20
LCDRCAPT
• 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 for FY16.
CDR• No issues. Opportunity remains at 75%.
LCDR• As lateral transfers close YG inventory gaps, expect
promotion opportunity rate to fall within SECNAV guidance and flow point to adjust closer to centerline (10 yrs).
NAVY
BUPERS 3Takeaways
• 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
NAVY
BUPERS 3
LCDR Ryan MuddFTS-SELRES
18
NAVY
BUPERS 3FTS HR (1207) LOS Chart
19
Inventory gap being addressed via FTS Re-designation Boards
Ratio of CDR-to-CAPT OPA/billets results in low promotion opportunity to CAPT
FTS Attrition:• CDR – 2X FOS• CAPT – Continuation
Gates at 3 years TIG and 5 years TIG
Updated JUN15Source: OAIS
NAVY
BUPERS 3FTS HR (1207)
INV vs.OPA PAYGRADE LOS CHART (INV vs. OPA)
ACCESSIONS PROMOTIONS
Updated JUN15Source: OAIS
NAVY
BUPERS 3FTS HR (1207) OSI
FY-15OPA (Fall)
FY-18OPA (Fall)
ProposedChanges
Proposed FY-18 OPA
CAPT 16 16 + 2 18
CDR 63 60 - 5 55
LCDR 82 78 - 2 76
LT 26 26 + 5 31
LTJG 0 0 - 0
ENS 0 0 - 0
Total: 187 180 - 180
Note: Currently includes 21 ROPA – 1 CDR, 11 LCDR, and 9 LT
21
• Proposed OPA structure will involve roll-down/roll-ups of existing 1207 billets and/or exchanges for other FTS billets, if there is a trend of specific 1000-coded billets consistently being filled by 1207s or vice versa
• OSI changes will be phased from FY-15 until FY-19 to minimize assignment impact to commands
NAVY
BUPERS 3
3
9
29
0
130
8
10
12
177
189
65%
67%
42%
70%
38%
68%
0%
52%
78%
100%
35%
33%
58%
30%
63%
32%
0%
48%
22%
0%
Total Population
Non-Hispanic/Latino
Hispanic/Latino
Declined
Multiple
White
Native Hawaiin/Pacific Islander
Black/African American
Asian
American Indian/Alaska
Male Female
White69%
AA15%
Asian5%
API/NATAM2%
Multiple4%
Declined5%
Hispanic/ Latino
6%Non-Hispanic/
Latino94%
Racial/Ethnic/Gender DiversityRacial
Ethnic
FTS HR Community Statistics
22
HR Managers & SpecialistsFemale 72%
Male 28%Black/AA 12%Asian 4%Hispanic/Latino 12%
Bureau of Labor and Statistics (2013)All Navy RC OfficerWhite – 80%AA – 8%Asian – 4%API/NATAM – 1%Multiple – 3%Declined to Respond – 4%Hispanic/Latino – 7%Male – 83%
65%
67%
42%
70%
38%
68%
0%
52%
78%
100%
35%
33%
58%
30%
63%
32%
0%
48%
22%
0%
Total Population
Non-Hispanic/Latino
Hispanic/Latino
Declined
Multiple
White
Native Hawaiin/Pacific Islander
Black/African American
Asian
American Indian/Alaska
Male Female65%
67%
42%
70%
38%
68%
0%
52%
78%
100%
35%
33%
58%
30%
63%
32%
0%
48%
22%
0%
Total Population
Non-Hispanic/Latino
Hispanic/Latino
Declined
Multiple
White
Native Hawaiin/Pacific Islander
Black/African American
Asian
American Indian/Alaska
Male Female
Updated: 8JUL15Source: OAIS
NAVY
BUPERS 3
0
5
10
15
20
25
30
35
40
1 2 3 4 5 6 7 8 9 101112131415161718192021222324252627282930
YCS
FY15 OPA CAPT CDR LCDR LT LTJG ENS
Current Inventory vs. OPA
SELRES HR (1205) LOS Chart
23
Inventory gap at senior LT and junior LCDR due to low NAVET accessions
Over accession of DCOs in FY08 Inventory gap at
junior CDR; manning compensated by more senior CDRs
Updated 1JUL15Source: RHS
NAVY
BUPERS 3
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
FY16 FY17 FY18 FY19 FY19 FY20
OP
PO
RT
UN
ITY
CAPT
CDR
LCDR
SELRES HR (1205)
INV vs. OPA PAYGRADE LOS CHART (INV vs. OPA)
ACCESSIONS PROMOTIONS
Updated: 1JUL15Source: RHS
10
60
110
160
210
260
0
10
20
30
40
50
60
FY11 FY12 FY13 FY14 FY15
Goal Accessions EOY INV OPA
AC
CE
SS
ION
S
OP
A v
s.
IN
V
0
5
10
15
20
25
30
35
40
1 2 3 4 5 6 7 8 9 101112131415161718192021222324252627282930
YCS
FY15 OPA CAPT CDR LCDR LT LTJG ENS Model
Current Inventory vs. OPA
0
10
20
30
40
50
60
70
80
90
O-1 O-2 O-3 O-4 O-5 O-6
CURRENTINV
FY 15OPA
O-1 O-2 O-3 O-4 O-5 O-6 TOTAL
% INV / OPA N/A 200% 140% 86% 95% 111% 110%
FY 15 OPA 6 6 50 79 56 18 215
CURRENT INV 13 12 70 68 53 20 236
NAVY
BUPERS 3
3
16
33
1
160
6
16
24
211
23561%
60%
67%
56%
67%
65%
100%
36%
69%
67%
39%
40%
33%
44%
33%
35%
64%
31%
33%
Total Population
Non-Hispanic/Latino
Hispanic/Latino
Declined
Multiple
White
Native Hawaiian/Pacific Islander
Black/African American
Asian
American Indian/Alaska
Male Female
61%
60%
67%
56%
67%
65%
100%
36%
69%
67%
39%
40%
33%
44%
33%
35%
64%
31%
33%
Total Population
Non-Hispanic/Latino
Hispanic/Latino
Declined
Multiple
White
Native Hawaiian/Pacific Islander
Black/African American
Asian
American Indian/Alaska
Male Female
61%
60%
67%
56%
67%
65%
100%
36%
69%
67%
39%
40%
33%
44%
33%
35%
64%
31%
33%
Total Population
Non-Hispanic/Latino
Hispanic/Latino
Declined
Multiple
White
Native Hawaiian/Pacific Islander
Black/African American
Asian
American Indian/Alaska
Male Female
White68%AA
14%
Asian7%
API/NATAM2%
Multiple2%
Declined7%
Hispanic/ Latino10%
Non-Hispanic/
Latino90%
Racial/Ethnic/Gender DiversityRacial
Ethnic
SELRES HR Community Statistics
25
Data: As of 1 July 2015/IMAPMIS
Bureau of Labor and Statistics (2013)All Navy RC OfficerWhite – 80%AA – 8%Asian – 4%API/NATAM – 1%Multiple – 3%Declined to Respond – 4%Hispanic/Latino – 7%Male – 83%
HR Managers & SpecialistsFemale 72%
Male 28%Black/AA 12%Asian 4%Hispanic/Latino 12% Updated: 1JUL15
Source: IMAPMIS
NAVY
BUPERS 3
SELRES HR Assignments
• 66% of SELRES HR Officers are filling HR Billets• 19% are filling other community’s billets (including 1000-coded)• 15% are in-assignment processing (IAP)
26
HR CAPT HR CDR HR LCDR HR LT HR LTJG HR ENS
CAPT 16 2 0 0 0 0 2 0 20CDR 1 46 2 0 0 0 2 2 53LCDR 0 1 29 4 0 0 20 14 68LT 0 0 22 13 1 2 18 14 70LTJG 0 0 2 3 2 0 4 1 12ENS 0 0 4 1 1 3 0 4 13
17 49 59 21 4 5236
HR Billets
HR
Offi
cers
by
Rank
Total
Other Community
BilletsIAP Total
15546 35
NAVY
BUPERS 3Points of Contact
27
• CDR Steve Milinkovich
HR & PMP Community Manager
(W) 901.874.4049, DSN 882
• LCDR Ryan Mudd
Reserve HR, FAO, SSO and LDO/CWO Officer Community Manager
(W) 901.874.3291, DSN 882
• Mr. Chris Leigh
Assistant HR & FAO Community Manager
(W) 901.874.3102, DSN 882
NAVY
BUPERS 3
Questions?
28
