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Command Overview. September 2013. CAPT Mary Lewellyn Commanding Officer. CDR Guy Delahoussaye Executive Officer. Mr. George Vogel Technical Director. Navy Manpower Analysis Center Defining the Manpower Demand.

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slide1

Command Overview

September 2013

CAPT Mary Lewellyn

Commanding Officer

CDR Guy Delahoussaye

Executive Officer

Mr. George Vogel

Technical Director

navy manpower analysis center defining the manpower demand
Navy Manpower Analysis CenterDefining the Manpower Demand

…we define, translate, and classify the Navy’s work into a workforce structure and position demand signal to sustain a combat ready force…

…we lead the Navy in manpower solutions…

  • Adding value by defining Navy’s work and creating accurate manpower demand signals for FIT

2

navy manpower analysis center at a glance
Navy Manpower Analysis CenterAt a Glance
  • Navy’s Occupational Classification Systems
  • Fleet Manpower Requirements Determination
  • Navy’s Manpower Management Program Administration
  • Navy’s Manpower Information System Business RQMT

Core

Functions

Primary Outcomes

Navy Mil Manpower Requirements

  • Effective Job & Qualifications Management
    • Military human resources structures (e.g., Rating, NEC, NEBC, Designator, AQD, NOBC, SUBSPEC)
  • Valid Ship/Squadron Manpower Requirements
    • 217K RQMTs - 43% of Navy’s Military RQMTs
  • Effective Manpower Management Processes & Policies
    • Authoritative Activity Manpower Documents (AMDs) for 6,200+ organizations & 717K Positions
  • Effective Information System Performance of Manpower Processes
    • TFMMS and NMRS performance (40+ Outgoing Interfaces)

$16B

(fully funded)

As of end Mar 2013

3

slide4

Organizational AlignmentComplex Relationships

Echelon

1

Echelon

2

BSO 22

Echelon

3

DCNO(Manpower, Personnel, Training & Education)

(N1)

N1G Chief of Chaplains Support

N1N Nuclear Propulsion

N1P Personnel Liaison and Suppt Ofc

N1S Chief of Staff/Secretariat

N1X Special Projects

N1Z Strategic Affairs Office

Assistant DCNO(Manpower, Personnel, Training & Education)

(N1B)

MPTE Resource Management Div

(N10)

Information, Analysis & Development(N15)

Total Force Requirements Div

(N12)

MPT&E

Policy Div

(N13)

Chief of Naval Personnel

(CNP)

OPCON

Deputy Chief of Naval Personnel

(DCNP)

BUPERS Washington

BUPERS Millington

NEOCS/

NOOCS

Budget

Civilian HR

(NAVMAC Dets.)

Dual-hat

Civilian

HR

Navy Manpower Analysis Center (NAVMAC)

Commander

Navy Recruiting Command

Commander

Navy Personnel Command

Ech-3: BUPERSINST 5450.49C

4

navmac workforce
NAVMAC Workforce

Senior Analytical Staff

  • Manpower Analysis
  • Industrial Engineering
  • Organizational Psychology
  • Human Resources
  • Warfare Specialties
  • Integrated Team
    • 14 Officers
    • 51 Enlisted
    • 47 Civil Servants
    • 5 Contractors
    • 117 Total Workforce
  • Locations
    • Millington, TN
    • Norfolk, VA
    • San Diego, CA
    • Orlando, FL
    • Athens, GA
navmac core business processes
NAVMAC Core Business Processes

Define Navy’s Manpower Demand

Conduct Manpower Studies

(Manpower Documents (SMD, SQMD, FMD), Staffing Standards, Occupational Standards, Models)

Outcome

Proper Position Demand Signal

Perform Manpower Assessments

(PSMD, NTSP, ROC/POE, Manpower Change Request, Rating Mergers, SCRs, RISs, “What ifs”)

Manage Manpower Programs & Projects

(Manpower Instructions/Manuals, NOOCS & NEOCS, Configuration Control/Functional Review Boards)

Navy Occupational

Classification Systems

Fleet

Manpower

Requirements Determination

Navy

Manpower Mgmt Program Administration

Navy Manpower Information System

Business RQMT

Code 10

Codes 30 & 40

Code 20

FMO

6

navmac navy wide customers who gets our products p01 20
NAVMAC Navy-wide CustomersWho gets our products (P01-20)

OPNAV N1

ECH I

N15

N12

N13

P15 PM- FRB/RIS

P16 BURT Docs

P02 NOOCS-NEOCS Boards /CCR

P03 NOCS Documents

ECH II

SYSCOMs

Acquisition

Programs

SPAWAR

IT Service

Provider

CNP/DCNP

BUPERS

NETC

P13 MRD Program Administration

BSOs

Supply

Chain

N7

CIO

  • Enterprises
  • USFF
  • TYCOMs

P14 Manpower CCB/SCR

P17 SAAR

P19 Data Configuration

P18 FM Reviews

ECH III

P06 Acquisition Docs

P08 Workload Reviews

P20 Model Reviews

NETPDTC

(Rating Exams)

NAVMAC

Activities

P04 Fleet MRD Docs

P05 Afloat Readiness Reviews

P07 Special MRD Docs

Learning Centers

(Curriculum

Development)

P01 Occupational Standards

P09 Manpower MGMT Governance Reviews

P10 Manpower MGMT Special Tasking

P11 Shore Manpower Change Request

P12 AMD Compliance Reviews

Authoritative Manpower Demand

Activity Manpower Documents (AMD)

Resource and Supply Chain Stakeholders

NAVMAC Products (P01-20)

Warfare/

Resource

Sponsor

Military Distribution

Community Mgmt

Mobilization Planning

Readiness Reporting

Training Managers

Manpower Managers

8

manpower management process producing a valid demand signal

Input

Mission Priorities

Force Shaping

OM&N Budget

NAVMAC Business Functions

Manpower Management ProcessProducing a Valid Demand Signal

Occupational

Classification

Structure (Off/Enl/Civ)

Customers

Suppliers

Manpower Controls

Organizational

Structure

(Activities/UICs)

Military Distribution

Fleet

Manpower Requirement

Determination Program

Manpower RQMT Determination Process

Budget Submitting Offices (BSOs)

Shore

Manpower Requirement

Determination Program

Community Mgmt

Manpower Change Request (MCR) Process

Non-Navy Controlled (Joint)

Manpower Requirement

Determination Programs

Input

Activity Mission / Workload

Output

Valid

Demand

Signal

Officer / Enlisted

Civilian / Contractor

Requirements

Activity Manpower Documents (AMDs)

Mobilization Planning

Total Force Positions

Individual Account (IA)

Manpower Requirement

Determination Program

SYSCOMs

Manpower Managers Update

AMDs

&

Military

Controls

Billet Authorizations (BA)

&

Programmed

Authorizations (PA)

Readiness Reporting

Authorized Positions

Active/Reserve Military

& Civilian

Manpower Managers

Manpower Managers

Manpower Authorization Process

Military Programmed

E/S Controls

Resource Controls

PPBES

Managers

the mpte supply chain all manufacturing processes begin with the demand

Recruiting

#1

Training

Family &

Sailor Care

Distribution &

Assignment

The MPTE Supply Chain …all manufacturing processes begin with the demand…

Selection &

Classification

“Gathering

Raw Material”

“Sorting”

Determine

Manpower

Requirements

Authorize

Positions

“Defining

Demand”

“Assembly &

Polishing”

$

$

$

PMO

“Operations”

“Shipping/

Delivery”

“Customer Care”

Delivering Fleet Readiness

manpower process documents high level integration
Manpower Process DocumentsHigh Level - Integration

N1/

N2N6/

N4/N9_

BSOs

N2N6/N9_

PM/NAVMAC/BSOs

Sponsor

Programs

Determine

Requirements

Identify

Mission

Requirements

Authorized

Acquisition

AMD

End-Strength

Controls

ROC/POE

MNS/MFT

SMD/FMD/

SQMD/SMRD

OFF / ENL

Programmed Authorizations

(OPA / EPA)

Manpower

Billets Authorized (BA)

NPC (Detailers)

PERS-4013

Personnel

Recruiting

Training

Education

Promotion

Retention

Policies

Inventory

Distribution

Personnel

Assets

On-board

N13/ NETC

PERS/NRC

manpower vs manning navmac s field of operation
Manpower-vs-ManningNAVMAC’s Field of Operation

…manpower requirements are only a part of the overall picture…

Endstrength

Personnel

Requirements

Authorization

RQMT

Work

Funding

ROC/

POE

Readiness Gap

“Risk”

Authorization

NMP

Classify Work

COB

Work

Initial Manpower

Specification

MFT

Current

On-board

Navy Manning

Plan

Places

Faces

Demand

Controls

NAVMAC Direct Work

NAVMAC Support to N12

12

challenges and initiatives
Challenges and Initiatives

Major NAVMAC Initiatives

Challenges for Navy Manpower

  • 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)
    • Update 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)
  • 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

13

navmac goals objectives
NAVMAC Goals & Objectives

Strategic Goals

Goal 1

Goal 2

Goal 3

Goal 4

Goal 5

Goal 6

Improve Navy manpower products to support a skill-based workforce.

Define and structure manpower business requirements to comply with DoD/CNO Information Mgmt (IM) initiatives.

Improve Navy MRD Processes and Products to support Navy Position Management Line of Business

Increase visibility, availability, and usability of NAVMAC information

Increase stakeholder confidence in NAVMAC's products and services.

Foster an effective workforce to maximize NAVMAC capabilities

Business Objectives

  • 1.1 Support and complete NPC skill-based taskers
  • 1.2 Develop a Total Force process for conducting Job Analysis.
  • 1.4 Develop a Total Force task-based classification system.
  • 1.5 Develop Universal Task list
  • 1.6 NEC Funding Initiative
  • 1.7 Develop and Implement Survey Capability
  • 1.8 Conduct a NAVMAC /NETC CPI project on NEOS development and usage
  • 1.9 Implement a common framework for governing Total Force Jobs
  • 2.1 Document position management business requirements (PM-BURT)
  • 2.2 Document fleet manpower requirements determination business requirements (FMRD-BURT)
  • 2.4 Identify the gap between current and projected manpower Information Systems (IS) performance and approved PM-BURT.
  • 2.5 Identify the gap between current and projected manpower Information Systems (IS) performance and approved FMRD-BURT.
  • 2.6 Support Enterprise Information Management (EIM) and submit SCRs/RIS as needed
  • 2.7 Reduce PII Footprint and submit SCRs/RIS as needed
  • 2.8 Support ADE/ADW and submit SCRs/RIS as needed
  • 2.9 Develop Position Management IT Portfolio Transition Plan and submit new business initiatives as needed.
  • 2.10 Document shore manpower requirements determination business requirements (SMRD-BURT)
  • 3.2 Implement TF position descriptions on Activity Manpower Documents through common storage and reporting of manpower classification data.
  • 3.3 Integrate Navy Manpower BSOs into Position Management Line of Business by planning and programming for a uniform workload data collection tool for use across decentralized Shore Manpower Requirements Determination Program
  • 3.4 Design a uniform process to collect task-level workload and generate Total Force manpower staffing standards
  • 3.5 Identify changes required by current FMRD support systems and policies to accommodate acceptance and optimization of Total Force (TF) workload
  • 3.6 Validate TF Manpower Studies.
  • 3.7 Develop strategy to deliver new work definition and manpower requirements optimization capabilities to support Fleet Manpower Requirements Determination (FMRD) for both operational manpower requirements and acquisition manpower requirements
  • 3.8 Develop framework and business requirements documentation for Navy Position Management Line of Business (PMLB)
  • 3.9 Formalize and expand NAVMAC Manpower Analytics Capability
  • 3.10 Formalize NAVMAC's involvement in MPTE Supply Chain working groups and initiatives
  • 3.11 Increase currency of Manpower Management policy documents
  • 4.1 Assess NAVMAC manpower information sources and customer defined criteria to determine usable, accurate manpower information for dissemination
  • 4.2 Assess and implement a means of making NAVMAC information readily available to our customers
  • 4.6 Improve efficiency / effectiveness of and enterprise access to authoritative NOOCS/NEOCS processes/products
  • 5.1 Improve and institutionalize NAVMAC’s involvement within the acquisition process.
  • 5.2 Increase manpower product currency
  • 5.3 Fully involve stakeholders in all manpower processes.
  • 5.5 Align with Industry Standards
  • 5.6 Execute a brand marketing strategy, with focus on high visibility, high impact projects.
  • 5.7 Increase Accuracy of Manpower Processes/Products
  • 5.10 Update aging aviation staffing standards
  • 6.1 Assess and align NAVMAC work
  • 6.2 Develop a Results Oriented Work Environment by increasing NAVMAC workforce development
  • 6.3 Identify, establish and publish NAVMAC Standard Operating Procedures (SOP's) in a central location.
  • 6.4 Identify and establish NAVMAC's workforce mobility readiness.
  • 6.5 Identify and publish sources of educational manpower information
fleet manpower requirements determination fmrd
Fleet Manpower Requirements Determination (FMRD)

Higher Headquarters Controls

(DoD, SECNAV, OPNAV Instructions)

Fleet Manpower Requirements Determination (OPNAV N12/NAVMAC)

Inputs

(Workload Drivers)

Output

(RQMTs)

  • Mission
  • Wartime / Peacetime

Process

  • Activity Manpower
  • Document (AMD)

Capabilities

(Warfare Sponsor - ROC/POE

AW, AMW, CCC, C2W, INT, MOB, NCO, USW, etc)

Ship / Fleet

Manpower Documents

(SMD / FMD)

Data Phase

(Workload, Work-hours, Occupational Skills, Organizational Structure)

Maintenance

(PM/CM/FM)

Computation Phase

(Model & Optimize)

Support Services

(OUS/CS/AS/UT/SA/DM)

Configuration

(Program Sponsor/SYSCOM - Platform Design,

Equipment, etc)

Squadron

Manpower Documents

(SQMD / MRW)

Operational Manning

(OM - Watches/Aircrew)

Acquisition / Special

Documents

(MER / PSMD / NTSP, etc.)

Navy Policies

Various - Environmental, SORM, EDORM, CSD, NWP, NATOP, NSTM, 3M, QOL, etc

Directed RQMTS

Officer RQMTS

Manpower Standards

(OPNAV N1 – Staffing Standards, OCCSTDs, Allowances, Factors, NAF, etc)

Outcome

Proper demand signal to achieve & assess mission readiness

The Key – Changing any of the Inputs will change the Output

slide17

Position Management Line of Business

Business Focus

Occupational Classification

(NJA/NOCSS)

Fleet Manpower RQMTs. Determination (FMRD)

Shore Manpower RQMTs Determination (SMRD)

Activity Manpower Management (AMM)

Current State

Current State

Current State

Current State

  • No Navy-wide validation capability
  • Limited data management tools
  • Outpaced by business needs
  • Limited integration across MPTE
  • Inadequate visibility/linkage betwAcq & impact on mnpwr / trng
  • Inconsistent BSO execution
  • No standard/uniform process
  • Limited oversight
  • Lack of leadership confidence in process
  • 2015 end of TFMMS useful life
  • Lack of agility/ accessibility
  • Outpaced by business needs
  • Limited integration
  • Minimal decision support
  • Inflexible and labor intensive
  • Cannot assess all OPS conditions
  • Ineffective modeling/optimization
  • Insufficient tools
  • Aging standards/factors/allowances

Documenting the Need

Documenting the Need

Documenting the Need

Documenting the Need

BURT: Complete

BURT: Complete

BURT: Draft in Progress

BURT: Complete

Improving Delivery

Improving Delivery

Improving Delivery

Improving Delivery

  • Update doctrine/instructions
  • Performance stds
  • Survey Capability
  • eNEC (FOC) / NOCSS
  • AIM/CPM
    • NAVMAC/NETC Partnership
  • Flt-approved performance stds
  • NOLA data center & San Diego COOP (FOC)
  • Test/devel environment (FOC)
  • Automated NAVSEA PM data input (FOC)
  • NMRS Stabilization
  • Streamlined AMD (FOC)
  • Qtrly AMM Guide (FOC)
  • Increased user functionality (TMMCA 8.2 FOC)
  • TMMCA Stabilization
  • Streamline BCR process
  • Protocols to develop staffing standards

On-going/O&MN

Improving Processes

Improving Processes

Improving Processes

Improving Processes

  • BPR
  • Decomp algorithms/plng factors (MRPA complete)
  • NMRS Modernization
  • Analytics
    • Fatigue Allowances
  • OPNAV N81 SMRD Process Study
  • Future BPR (FY2015)
  • NAVMAC/NETC CFT
  • Future BPR (FY2015)
  • Analytics
    • Navy Task Classification (NTC)
  • BPR
  • TFMMS Modernization

Near-term

R&D

  • FY2014 N81 Analytic Agenda
  • STAMPS
  • FY2014 N81 Analytic Agenda
  • POM16 S&T Agenda
  • STAMPS
  • FY2014 N81 Analytic Agenda
  • POM16 S&T Agenda

Long-term

R&D