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Life-Work Balance. OPNAV Office of Diversity and Inclusion (N134) 01 April 2014. Unclassified. Agenda. Organizational Impact Players Task Force Life-Work (2006-2008) Addressing the Issue Today Tools to Help Sailors Balance Life and Work Recent Command-level Initiatives Wrap Up.

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  1. Life-Work Balance OPNAV Office of Diversity and Inclusion (N134) 01 April 2014 Unclassified

  2. Agenda • Organizational Impact Players • Task Force Life-Work (2006-2008) • Addressing the Issue Today • Tools to Help Sailors Balance Life and Work • Recent Command-level Initiatives • Wrap Up

  3. Life-Work Balance Organizational Impact Players CNO Fleet CDR N1 Manpower, Personnel, Training & Education TYCOM Naval Installations Command N17 21st Century Sailor N13 Military Personnel Plans & Policy Wing / Strike Group • 79 Fleet & Family • Support Sites • 76 Liberty Centers • 115 Fitness Centers • 131 Child • Development • Centers • 79 Chapels • CSADD • Exceptional Family • Member • SAPR • Suicide Prevention • Total Sailor Fitness • Transition • Assistance N134 Diversity & Inclusion Squadron / Ship • Parenthood Policies • Career Intermission • Program YOU

  4. N134 Overview

  5. Focus on Life-Work BalanceTask Force Life-Work 2006-2008 Despite Overall Job Satisfaction, Life-Work Balance Issues Existed Source: 2007-2008 NPRST Navy-wide Personnel Survey. Comparable data from 2006, 2007 NPRST Personnel Quick Polls .

  6. Task Force Life-Work (TFLW) 2007 • Solicited 11,000+ Sailors worldwide on ideas and recommendations to improve Life-Work Balance • Asked: “What can the Navy do to remain your employer of choice?”

  7. Navy Policy Initiatives TFLW QUALITY OF LIFE ISSUES IDENTIFIED Geographic Stability • GEOGRAPHIC STABILITY: • Detailing process adjustment • Promotion board precepts highlight ‘stability’ as career enhancing • ALTERNATIVE WORK OPTIONS: • Compressed/Flexible Work Schedules • Career Intermission Program • Military Telework Instruction Alternative Work Options • PARENTHOOD SUPPORT: • 10 days Paternity Leave • 21 days Adoption Leave • Partially Funded In Vitro Fertilization program • 12 mo. Operational Deferment for new mothers • 4 mo. Operational Deferment for an adopting military parent Parenthood Support

  8. Influencers to Leave the Navy 2012Addressing the Issue Today Percentage of 2012 Pregnancy and Parenthood Survey Enlisted participants (n=3137) who indicated the following factors as having influenced their decision to leave the Navy (in order of decreasing frequency) Women Impact of Navy career on ability to have a family (60%) Impact of Navy career on spouse/family (53%) Work/Personal Life Balance (52%) Morale at my command (45%) Leadership at my command (41%) Men • Impact of Navy career on spouse/family (48%) • Impact of Navy career on ability to have a family (47%) • Work/Personal Life Balance (48%) • Morale at my command (36%) • Leadership at my command (31%) Selected as Influence to Leave:

  9. Today’s Navy 153,773 Single Sailors 164,914 Married Sailors 124,184 Parent Sailors 149,404 Sailors married to non-military 14,686 Single-parent Sailors 15,510 Sailors in a Dual-Military Marriage 243,699 Navy Children 1,645 Navy Adult Dependents* 14,344 EFM Sponsors Total Active Duty Navy: 318,687 16,999 EFMs Many different groups…Many different needs Source: Report Generated by DMDC; data as of 30 SEP 2013 * non-spouse

  10. Addressing the Issue Military Personnel Policy Advertise Success Share Best Practices Life-Work Balance Success Sailor-Family Support Programs Re-Educate Leaders Command-led Initiatives Success = Personal Readiness = Mission Readiness

  11. Influencing Quality of Service • Pay • Leave • Education opportunities • Time at home • Access to quality health care • Sense of financial security Quality of Life + Quality of Work = Quality of Service • Training for job assigned • Tools / Hardware to complete mission • Trained Leaders Quality of Service leads to retention

  12. Solutions for Today and Tomorrow • Our competitors to recruit top talent: • Our competitors to retain top performers: Bank of America MasterCard Nokia Allstate Insurance Yahoo! Shell Chevron Chrysler Orbitz Texas Instruments Kraft Foods Deloitte Need to meet the needs of the force, both present and future! Sources: Working Mother Magazine, 2013 Best Companies List; Forbes.com Top 25 Companies for Work-Life Balance 2013

  13. What Industry is Doing • Parenthood: • Paid Leave for Mothers, Fathers and Adoptive Parents • Child Care: • Backup Child Care • Sick Child Care • Wellness Training • Physical / Health • Financial

  14. What Industry is Doing • Flexibility • Flexible Work Arrangements: Flexible and/or Compressed Schedules • Telework • Sabbatical Program • Leaders • General Leadership Training • Managers rewarded for helping employees manage life-work concerns • Trained to manage flexible work arrangements

  15. Work Flexibility ToolsTools to Help Sailors Balance Life and Work Compressed Work Schedules PT Opportunities During Work • No paperwork needed! • Promoting a culture of fitness at work • Health/Wellness = employee benefits • Just now being offered by industry • But most industry employers do not mandate fitness standards • Work longer on most days to get a break on one day • Regularly occurring (i.e. Formally scheduled) • Constraint: balancing individual vs. the group • Sometimes you need all hands on deck • Constraint: balancing the group vs. the mission Flexible Working Hours Telework • Start / End Times vary to meet needs of Sailor • Everyone works the same # of hours, just at different times • Regularly occurring (i.e. Formally scheduled) • Constraint: unit-specific evaluations / training can only happen at certain times • Constraint: balancing the group vs. the mission • Work from home via laptop and NMCI connection • Requirements: NIPR only, supervisor approval, work that can be accomplished away from the workplace—office work • Benefits: allows for focused effort without office interruptions, saves commute time • Why? Evals, Awards, Internet Research, reading studies/reports Different tools in order to meet different needs

  16. Career Intermission Program Participants Program Benefits • 60 Participants (25 Officers, 35 Enlisted) • 19 participants have returned • 27 are on sabbatical • 14 are approved but awaiting sabbatical • 45% / 55% Men and Women • Across URL, RL & Staff communities • Mixture of Operational & Support Ratings • Allows eligible Sailors to leave Active Duty for up to 3 years • Retain Active Duty health and dental care • Receive Monthly stipend pay • PCS move to location of choice • Return to Active Duty to continue career path Influencers to Leave Navy Reasons for Applications • Impact of Navy career on ability to have a family • Impact of Navy career on spouse/family • Work/Personal Life Balance • Geographic stability • Length of sea tour/OPTEMPO • Availability of childcare • To complete bachelors/masters degree • Starting a family while on different career timeline as military spouse • To be stay at home dad while spouse on surgical residency rotation at Yale • Single mother with EFM child in need of several critical surgeries • Medical/humanitarian volunteer work More information is on the NPC-BUBERS website

  17. Sea DutyCommand-level Initiatives • Underway/Deployed: Preserve 1 day per week at Sea of Holiday Routine / No-Fly Day • Allows more rest time for Sailors to exercise, study, call/email family • Ashore: USS DDG conducts “Fun Day Fridays” • Physical Training from 1100-1200, Liberty Call at 1200 • Allows for exercise to be completed at work vice Sailors’ free time • Allows for Sailors to get a head start on weekend • USS LSD conducts “Career Enhancement Seminars” • Crew members from different backgrounds (LDO, STA-21, ROTC, CPOs) telling their professional growth stories and how they achieved personal goals

  18. AshoreCommand-level Initiatives • Free child play area at MWR Athletic Facilities • Naval Air Station North Island • Naval Base Point Loma • Telework used on a regular basis: • OPNAV N1 / CNP (Washington, D.C. & Millington) • JAG • CNIC

  19. Balance: A Constant IssueSummary CAREER WORK LIFE LIFE WORK • SEA • DUTY • SHORE DUTY What about pre-deployment work-ups vs. post-deployment maintenance? Regardless of duty assignment, command leadership is needed to facilitate balance for Sailors

  20. The 21st Century Sailor Initiative “We want to provide our Sailors and families with the tools needed to face the challenges of the 21st Century and to help Sailors preserve the skills and talents they bring to the fight.” The Honorable Ray Mabus Secretary of the Navy The Navy will continue to focus on balancing Life-Work

  21. Questions? LT Francis (Shannon) Sweeney Francis.sweeney@navy.mil 703-604-5479 (w)

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