1. Human Resources Community Health Brief
July 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)

2. 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 (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).
Updated 20JUL15
Source: OAIS

3. Mission
Deliver HR expertise to define, recruit, develop, assign, and retain a highly skilled workforce for the Navy
Core Competencies
Workforce Requirements
Recruiting
Training and Education Development
Personnel Management
HR RC Flag
PMPs re-designated to 1230
HR Community established
HR RC Established
HR EB/BOD
HR COE
Nuclear Engineers/ Instructors re-designated to 1210/1220
Established community with stable billet base

4. Worldwide Presence 480(AC)/189(FTS)/191(SELRES)
Northwest – 12/9/0
Northeast – 179/83/83
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 – 108/48/68
Southwest – 80/20/11
Southeast – 61/28/8
Europe/Middle East/Africa/Asia/Guam – 29/1/8
Hawaii – 11/0/7
30% of billets reside in the Capital Region and Millington
Updated JUL15
Source: TFMMS

5. 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 MILESTONE-COMMAND & STAFF TOURS
CDR MILESTONE-COMMAND & STAFF TOURS
CAPT MILESTONE-MAJOR COMMAND & STAFF TOURS
POCR/Lateral Transfer
LCDR Milestone & Command Boards
CDR Milestone & Command Boards
CAPT Milestone & Major Command Boards
Fleet Operational Tours/Warfare
Qualification/HR Experience Tour/
Graduate Education/Subspecialty/
HR Certification/JPME/
HR Introductory Course
O4 Milestone/Joint /Staff/
Subspecialty/
HR Certification/
JPME/HR Intermediate
Course
O-5 Milestone/Joint/
Major Staff/Recertification
HR Advanced Course/Svc
College/JPME
O6 Milestone/Joint/HQ Staff/
Recertification
Core Competency Development
RESOURCE MANAGEMENT ANALYSIS
SUBSPEC Prefixes
HR AQDs

6. Inventory Management FY16 HR (1200) LOS Chart
Gaps addressed via Lat
Transfer & POCR Boards
YGs 04 and junior targeted on NOV 15 lateral transfer board
Title: Inventory Management: LOS Chart
Enabling Objective: 1. Understand basic functions of community management – inventory/billet management.
2. Understand what OPA/EPA is and how it affects community management.
6. Understand challenges in community management and HR community.
Notes:
All designators and ratings use a LOS Chart to manage their communities. This chart is an 80% solution in terms of visually representing inventory vs ROPA. It allows an OCM/ECM to target specific issues by YG or zone and develop solutions to address. This chart represents the HR Community.
Explain the callouts.
Activity: None.
Updated JUL15
Source: OAIS

7. Inventory to OPA by Grade
Updated 20JUL15
Source: OAIS

8. FY15 HR Losses Snapshot

9. 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.

10. FY10 - FY15 Accessions
FY16 O1-O3 need based on inclusion of OPNAV variance report (valid billets but corresponding OPA suppressed until HQ reductions identified). If suppressed OPA indicated in variance report is reinstated, OCM Need will grow to likely match historical community loss rates.
“Right-side” Gains: community relies on lateral transfers/POCRs
FY10-FY12 Quotas < O1-O3 Losses
26-30 promotions out resignations = 31 to 38 quota requirements each year. Under execution creates additional inventory gaps.
FY13: Increased Lateral Transfer/POCR Quotas (51)
Steady State: ~35 to 40 once fully manned and OPA stable
Lateral Transfers: Fill vacancies with officers > 2 YCS
POCR: USNA coaches promote beyond ENS, POCRs used to fill in ENS inventory gaps and LTJG/LT vacancies not filled via lateral transfer
“Left-side” Accessions
ENS OPA = 10 (USNA Physical Education Coaches)
3-year contracts with option to stay a 4th and 5th year; no option to stay past 5 years
~2 Direct Accession requirement/year
Minimal number of USNA/NROTC/STA-21/NPQ (not considered a requirement since community does not have ENS billets other than USNA/NAPS Phys Ed Trainers)
One to 3 each year through FY14. None planned FY15 and later.

11. June 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 Certificate % %
HR Masters % (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).

12. Racial/Ethnic DiversityHR
All Navy
Bureau of Labor and Statistics (2013)
White Not Hispanic: 64.8%
Other racial/ethnic groups: 29.5%
Declined to Respond: 5.6%
White Not Hispanic: 74.6%
Other racial/ethnic groups: 21.6%
Declined to Respond: 3.8%
Updated 23JUL15
Source: OAIS

13. Gender Diversity by Race/EthnicHR
All Navy
Total
Total
Racial
Racial
401
2449
3904 3 17 77 2
342 12
244
42357
1797 27
2001
Ethnic
Includes all O1-O10 (215 additional Flag Officers for “All Navy” side, 1 additional Flag for HR Side)
Ethnic 52
429
3867
49286
480
53153
Female
Male
Updated 23JUL15
Source: OAIS

14. Gender Diversity by RankHR
All Navy
Total
Total 40 98
163
145 26 7
479
3068
6619
10226
20036
6207
6782
52938
Female
Male
Updated 23JUL15
Source: OAIS

15. 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.

16. Active Promotions (FY16 Plan)
CAPT
CDR
FY16
FY17
FY18/19
FY15
FY13
FY16
FY20
FY17/20
FY14
FY18/19
FY15
FY14
FY13
LCDR
FY14
CAPT
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).
FY15
FY13
FY16
FY17/18/19
FY20
As of 1 Oct 14
Opportunity = Selections/In-Zone; Flow Point = Avg YCS for In-Zone to Pin on Next Grade

17. 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).

18. LCDR Ryan Mudd FTS-SELRES

19. FTS HR (1207) LOS Chart
Ratio of CDR-to-CAPT OPA/billets results in low promotion opportunity to CAPT
Inventory gap being addressed via FTS Re-designation Boards
FTS Attrition:
CDR – 2X FOS
CAPT – Continuation Gates at 3 years TIG and 5 years TIG
Updated JUN15
Source: OAIS

20. FTS HR (1207) INV vs.OPA PAYGRADE LOS CHART (INV vs. OPA)
ACCESSIONS PROMOTIONS
Third largest FTS community (behind Aviation and SWO) and largest community outside of FTS URL.
FTS HR is slightly undermanned but with higher accessions strength will build back to 100% after all FY15 redesignations take place.
A decrease in OPA in FY10 caused an overage in the community
Low accessions have allowed the community to right-size itself
Emphasizing junior O-4 and earlier accessions
Outlook
Promotion rates remain stable in FTS HR
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 JUN15
Source: OAIS

21. FTS HR (1207) OSI
FY-15
OPA (Fall)
FY-18
Proposed
Changes
Proposed FY-18 OPA
CAPT 16
+ 2 18
CDR 63 60 5 55
LCDR 82 78 2 76 LT 26
+ 5 31
LTJG -
ENS
Total:
187
180
Note: Currently includes 21 ROPA – 1 CDR, 11 LCDR, and 9 LT
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

22. FTS HR Community Statistics Racial/Ethnic/Gender Diversity3 9 29
130 8 10 12
177
189
Ethnic
Bureau of Labor and Statistics (2013)
All Navy RC Officer
White – 80%
AA – 8%
Asian – 4%
API/NATAM – 1%
Multiple – 3%
Declined to Respond – 4%
Hispanic/Latino – 7%
Male – 83%
Updated: 8JUL15
Source: OAIS

23. SELRES HR (1205) LOS Chart Over accession of DCOs in FY08
Inventory gap at senior LT and junior LCDR due to low NAVET accessions
Inventory gap at junior CDR; manning compensated by more senior CDRs
Updated 1JUL15
Source: RHS

24. SELRES HR (1205) INV vs. OPA PAYGRADE LOS CHART (INV vs. OPA)
ACCESSIONS PROMOTIONS
Updated: 1JUL15
Source: RHS

25. SELRES HR Community Statistics
Data: As of 1 July 2015/IMAPMIS
SELRES HR Community Statistics
Racial/Ethnic/Gender Diversity
Racial 3 16 33 1
160 6 24
211
235
Ethnic
Bureau of Labor and Statistics (2013)
All Navy RC Officer
White – 80%
AA – 8%
Asian – 4%
API/NATAM – 1%
Multiple – 3%
Declined to Respond – 4%
Hispanic/Latino – 7%
Male – 83%
Updated: 1JUL15
Source: IMAPMIS

26. 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)

27. Points of Contact CDR Steve Milinkovich HR & PMP Community Manager
(W) , DSN 882
LCDR Ryan Mudd
Reserve HR, FAO, SSO and LDO/CWO Officer Community Manager
(W) , DSN 882
Mr. Chris Leigh
Assistant HR & FAO Community Manager
(W) , DSN 882

28. Questions? 28