BUPERS 3 NAVY Human Resources Community Health Brief March 2015 Community Manager CDR Steve...
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BUPERS 3 NAVY Human Resources Community Health Brief March 2015 Community Manager CDR Steve Milinkovich SELRES Community Manager LCDR Ryan Mudd Community
BUPERS 3 NAVY 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)
Slide 2
NAVY BUPERS 3 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). 2 Updated 4MAR15 Source: OAIS
Slide 3
NAVY BUPERS 3 Mission Deliver HR expertise to define, recruit,
develop, assign, and retain a highly skilled workforce for the Navy
2001 2006 2007200820092012 HR Community established Nuclear
Engineers/ Instructors re- designated to 1210/1220 HR RC
Established HR 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
Slide 4
NAVY BUPERS 3 4 Worldwide Presence 484(AC)/183(FTS)/193(SELRES)
BSOBillet Types CHNAVPERSManpower Plan, Personnel Plans &
Policy, Recruiting, Reserve Support, Budget M&P, Training, CO,
XO, IT Mgt, Ops Analysis CFFCManpower/Personnel Plan (N1X),
Training Afloat, Force Integration COMPACFLTManpower/Planning
(N1X), Afloat Training, Fleet Distribution OSD/JCSDirector, Chief,
Manpower Plans, Joint Requirements, Deputy Director Training,
Director Planning & Programming NETCTraining, CO, XO, Manpower
Plans, NR OTC Newport OIC CNRFCManpower 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 CNICNMPS OIC, Mobilization Det CO, XO,
Training Southwest 85/16/12 Midwest 111/49/66 Southeast 62/25/8
Northeast 176/81/83 Hawaii 12/0/10 Europe/Middle
East/Africa/Asia/Guam 26/2/14 30% of billets reside in the Capital
Region and Millington Northwest 12/10/0 Updated 6JAN15 Source:
TFMMS
NAVY BUPERS 3 6 Inventory vs OPA Overall manning at 101%
Updated 4MAR15 Source: OAIS Requirement for 10 USNA coaches With
known losses, CAPT inventory reaches 96% Sep 15 LCDR inventory
adjusts to OPA by end FY16 Targeting YGs 03 and junior on JUN 15
lateral transfer board
Slide 7
NAVY BUPERS 3 7 Inventory to OPA by Grade Updated 4MAR15
Source: OAIS
Slide 8
NAVY BUPERS 3 FY15 HR Losses Snapshot 8
Slide 9
NAVY BUPERS 3 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. 9
Slide 10
NAVY BUPERS 3 10 FY10 - FY15 Accessions
Slide 11
NAVY BUPERS 3 White Not Hispanic: 64.2% Other racial/ethnic
groups: 30.2% Declined to Respond: 5.6% HRAll Navy Racial/Ethnic
Diversity 11 White Not Hispanic: 74.5% Other racial/ethnic groups:
21.8% Declined to Respond: 3.7% Bureau of Labor and Statistics
(2013) Updated 6JAN15 Source: OAIS
Slide 12
NAVY BUPERS 3 Gender Diversity by Race/Ethnic All Navy
FemaleMale Total 12 Total HR Racial Ethnic 417 2456 4278 251 42793
1637 2006 3893 49945 53838 3 17 79 2 344 12 27 54 430 484 Racial
Ethnic Updated 6JAN15 Source: OAIS
Slide 13
NAVY BUPERS 3 Gender Diversity by Rank FemaleMale Total HR All
Navy 13 41 101 163 142 22 14 483 3204 6734 10389 18574 6266 6785
51952 Updated 6JAN15 Source: OAIS
Slide 14
NAVY BUPERS 3 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.
Slide 15
NAVY BUPERS 3 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).
Slide 16
NAVY BUPERS 3 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). 16
Slide 17
NAVY BUPERS 3 LCDR Ryan Mudd FTS-SELRES 17
Slide 18
NAVY BUPERS 3 FTS HR (1207) INV vs.OPA PAYGRADE LOS CHART (INV
vs. OPA) INV vs.OPA PAYGRADE LOS CHART (INV vs. OPA) ACCESSIONS
PROMOTIONS ACCESSIONS PROMOTIONS Updated DEC14 Source: OAIS 18
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
Slide 19
NAVY BUPERS 3 FTS 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 DEC14 Source: OAIS
Slide 20
NAVY BUPERS 3 1 9 31 0 124 7 9 11 170 181 Racial/Ethnic/Gender
Diversity Racial Ethnic FTS HR Community Statistics 20 Data: As of
4 December 2014/OAIS 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% Bureau of Labor and Statistics (2013)
Slide 21
NAVY BUPERS 3 SELRES HR (1205) INV vs. OPA PAYGRADE LOS CHART
(INV vs. OPA) INV vs. OPA PAYGRADE LOS CHART (INV vs. OPA)
ACCESSIONS PROMOTIONS ACCESSIONS PROMOTIONS Updated 13FEB15 Source:
RHS 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
Slide 22
NAVY BUPERS 3 SELRES HR (1205) LOS Chart 22 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 13FEB15 Source: RHS
Slide 23
NAVY BUPERS 3 3 15 34 1 148 5 13 20 199 219
Racial/Ethnic/Gender Diversity Racial Ethnic SELRES HR Community
Statistics 23 Data: As of 2 December 2014/IMAPMIS 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%
Slide 24
NAVY BUPERS 3 SELRES HR Assignments 65% of SELRES HR Officers
are filling HR Billets 17.5% are filling other communitys 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)
Slide 25
NAVY BUPERS 3 Points of Contact 25 CDR Steve Milinkovich HR
& PMP Community Manager [email protected] (W)
901.874.4049, DSN 882 LCDR Ryan Mudd Reserve HR, SSO and LDO/CWO
Officer Community Manager [email protected] (W) 901.874.3291, DSN
882
Slide 26
NAVY BUPERS 3 Questions? 26
Slide 27
NAVY BUPERS 3 Back Up Slides 27
Slide 28
NAVY BUPERS 3 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 28 HR Community Values
