1. 2 March 2016 Manpower Programs Department Code 20

2. Navy Manpower Analysis Center 2 Code 20 Focus

3. NAVMAC Workforce 3 Senior Analytical Staff Manpower Analysis Industrial Engineering Organizational Psychology Human Resources Warfare Specialties Integrated Team 14 Officers 51 Enlisted 44 Civil Servants 2 Contractors 111 Total Workforce Locations Millington, TN Orlando, FL Commanding Officer 1200/O-6 Executive Officer 1200/O-5 Occupational Classifications Code 10 1200/O-4 Manpower Programs Code 20 GS-0343-14 Aviation Programs Code 30 1520/O-5 Afloat Programs Code 40 1110/O-5 Administrative Support 6410/O-2 Technical Director GS-0343-15 Functional Management Office (FMO) GS-0343-13

4. Manpower Programs Department Primary Mission – Major Functions …provide manpower policy and analysis to shape manpower… Develop & administer manpower policies  N12’s principal change agent  Manpower data & systems Provide manpower assessments & consulting  ASN (M&RA), OPNAV (N1, N8X, N9X), BSOs, etc. Administer “Manpower Analytics”  Create & improve manpower business processes, methodologies, tools, & models Participate in DOD and Navy manpower requirements studies  Joint Manpower Studies, Consolidated Brigs, etc. Process Shore Manpower Change Requests (MCRs) ~300K changes annually 4

5. Manpower Programs Department Guiding Principles 5 Constantly transform & innovate  Manpower Analytics - Assessments  Activity Manpower Management Provide world-class solutions  Manpower Program Management & Policies  Manpower Requirements Determination  Manpower analysis and consulting Maintain strong customer relationships  Increase customer confidence and satisfaction  Exceed expectations Empower high performers  Skilled, innovative, developed, and motivated Leverage all knowledge management opportunities

6. Department Head GS-0343-14 Management Analyst GS-0343-13 Management Analyst GS-0343-13 Industrial Engineer GS-0896-13 Management Analyst GS-0343-12 Management Analyst GS-0343-12 Management Analyst GS-0343-12 Management Analyst GS-0343-11 Management Analyst GS-0343-11 Management Analyst GS-0343-11 Manpower Programs Department Organization 6 Federal Civil Service Analytical Background Manpower Analysis Industrial Engineering Data Integrity Policy Development Database Administration Personnel/HR Management

7. Strategy and Business

8. Manpower Programs Department Production Plan - Supporting MFT 8 Core FunctionsHigh-Level TasksProduct/Service FY15 Actual FY16 Plan Administer Navy’s Occupational Classification Systems (NOCS) Administer the Officer and Enlisted Occupational Classification Structure P01Navy Enlisted and Officer Occupational Standard Documents 23 22 P02 NEOCS / NOOCS Board Administration 170 130 P03 NOCS Governance Reviews (e.g., Instructions, Coding validation) 18 17 Administer Navy’s Fleet Manpower Requirement Determination (FMRD) Program Develop and document manpower requirements for all Fleet activities P04 Fleet Manpower Requirements Determination (FMRD) Documents 2325 2415 P05 FMRD Readiness Reviews (AMDs, MPTs) 601650 Provide manpower requirements determination support for Navy’s acquisition programs and initiatives P06 Acquisition Manpower Documents (Supporting PSMD/PSQMD, MER 57 36 P07Special Tasking Manpower Documents 12 44 P08 Workload Document Reviews (e.g., NTSPs, ROC/POEs) 3542 8595 P20 Review Manpower Models 00 Administer Navy’s Manpower Management Program Operations Provide technical consulting in all areas of manpower management to manpower managers/BSOs and OPNAV sponsors P09 Manpower Management (MM) Governance Reviews (e.g., Policy Documents, Policy Portal Topics, Conferences, SCRs, NOCS Requests, etc) 401500 P10 Manpower Management Administration Special Tasking 2920 Provide direct support to CNO central authority to enforce policy/provide technical guidance needed to achieve objectives of total force manpower management P11Shore Activity Manpower Document (AMD) Change Request (MCR) Reviews 54144800 P12 AMD Position Data Compliance Reviews 36444200 Provide direct support to CNO in managing the Navy Manpower Requirements Program P13 Manpower Requirements Determination (MRD) Administration 1710 Administer Navy’s Manpower Information System (IS) Business Requirement Provide functional management support for assigned manpower Automated Information Systems (AIS) P14 Manpower Information System Configuration Control Boards (CCB) Administration 7855 P15 Position Management Functional Review Board (PM-FRB) Administration 12 P16 Manpower Business Requirement (BURT) Documents 6150 P17 Manpower Information System User Accounts 6341000 P18 Functional Mgr Gov Reviews (e.g., DADMS, Audits, Budget, IT Operations) 409370 P19 Manpower Information System Data Administration 9085 8 Code 20 is responsible for Navy’s Manpower Management Program Administration

9. Manpower Programs Department NAVMAC Business Plan Owner - Goal #3 9 Goal - 3 New and improved manpower management capabilities to support comprehensive Position Management across all Supply Chain and customer domains Navy Needs Improve Navy Manpower Requirements Determination Processes and Products and enhance Position Management both functionally and as a dedicated MPTE Line of Business (PMLOB) Will deliver Improved Fleet and Shore Manpower Requirements Determination Processes Enhanced demand signals for Supply Chain Increased policy effectiveness for PM-LOB Increased prominence of manpower as the demand signal for the MPTE Supply Chain

10. NAVMAC Business Plan Goal #3 2014 – FY2017 10 Improve Navy Manpower Requirements Determination Processes and Products and enhance Position Management both functionally and as a dedicated MPTE Line of Business (PMLOB) Improve framework and business requirements for Navy Position Management Line of Business (PMLOB) Improve current FMRD factors, allowances, & standards Develop new processes to improve how MRD captures work, packages work, optimizes & models manpower Increase currency and effectiveness of Manpower Management policy documents Increase MPTE Supply Chain understanding of Navy manpower and the application of manpower solutions across Supply Chain initiatives SO3.1SO3.2 SO3.4 SO3.3 SO3.5 Improve the Business Improve the Processes Build new ProcessesImprove the Governance Increase the Visibility

11. Accomplishments, Challenges, Opportunities, & Initiatives

12. Manpower Programs Department Significant Accomplishments Improved delivery of Manpower Data  Streamlined Activity Manpower Document (S-AMD) Improved content and delivery of Manpower Policies  OPNAV 1000.16 and Activity Manpower Management Guide (AMM-G) Improved documentation of Manpower Business Processes  Delivered draft FMRD Burt for approval Expanded NAVMAC/MPTE Analytics and Assessments capabilities  Make Ready/Put Away (MRPA) allowance study (Phase-2) - Restored to 30%  Variable Statement of Manpower Requirements – World Class Modeling  New fatigue allowance for workload-to-manpower translation Launched new Continuous Process Improvement (CPI) initiatives  Designed new process and tools to develop Manpower Staffing Standards  Building standards for Navy Career Counselor workforce Implemented over 300k Shore Manpower Changes  Direct Supply Chain implications 12 $450K 6 Proposals For FY2016-17

13. Challenges & Opportunities 13 New warfighting capabilities & platforms are driving the need for new manning concepts (LCS, UAV, Aegis Ashore) New work classifications produced by acquisition initiatives are driving increasingly complex work and skill demands Change to shore-based support of shipboard work is driving need to assess FMRD assumptions (Condition I/III/V) Evolving Supply Chain processes are changing manpower demand signal requirements Total Ownership Cost based decision- making requires new manpower optimization approach Sustain and modernize Manpower IT Systems (TFMMS & NMRS)  Business Process Re-engineering (BPR)  Functional Requirements Document (FRD)  Business Case Analysis (BCA) Improve Fleet Manpower Requirements Determination (FMRD)  Updated SMDs using new 30% MRPA allowance  Determine current Fatigue allowances  Address non-traditional work grouping (LCS)  Update FMRD model by leveraging N1/N81 Analytic Agenda submissions Improve FMRD manpower model optimization  STAMPS M&P product (costs) Modernize Occupational Classification  Deploy Navy Job Analysis (NJA) process containing analytical rigor and robust data mgmt using the chartered MPTE NJA Cross Functional Team (CFT) Challenges for Navy Manpower Major NAVMAC Initiatives

14. Manpower Programs Department Major FY2016 Initiatives Pay and Personnel Administrative Support System (PASS)/Afloat Pay and Personnel Programs MRD Study Improve Manpower Optimization (FMRD)  Simulation Toolset for Analysis of Mission, Personnel, and Systems (STAMPS) Improve effectiveness of Manpower Policy & Data  Align manpower data/systems to policy Use analysis/analytics to improve Navy Manpower  Update MRD allowances, factors, & standards  Assess and update Afloat Workweek  Develop new Shore Manpower Requirements Determination Program (SMRDP)  Develop new process for determining manpower for unmanned aerial vehicles (UAV) Improve Position Management Line of Business  Elevate participation in PM Governance (BSOs) Continue integration of Manpower into MPTE Supply Chain improvement initiatives 14 Driver Improvement 6 Proposals FY2016-17