Navy Total Force & Human Resource Community

1. Navy Total Force &Human Resource Community RDML Cynthia CovellDirector, Total Force Requirements (N12) and Human Resources Community Advisor 29 April 2010 Unclassified

2. Strategic Landscape As a Nation... As a Navy... • Diversity • Nation will be 54% “minority” by 2050 • 58% of college graduates are women • End-Strength • Down ~48K since 2001 (Active Duty) • IA Mission up ~14,000 since 2001 • Range of Missions • Cyber, BMD, NECC, Maritime Security, Humanitarian Assistance • National Economy • Slow economic recovery • Unemployment rate remains high (9.7%) • Recruiting and Retention • Recruiting strong • Retention above plan, Losses below plan • Demand for Work Flexibility • Number of employees teleworking has grown 39% since 2006 • Diversity • 57% Enlisted force is diverse • 5% increase in female URLs in last 10 years • Recruitable Market (25%) • Physical standards • Propensity to serve • Uniformed Personnel Costs • 40% increase since 1999 (still rising)

3. Rising Cost of Manpower From 2001-2015, Officer costs have inflated/are projected to inflate at an average 4.5% per year, and Enlisted costs have inflated/are projected to inflate at an average 5.6% per year

4. Total Force Vision VISION A seamless Navy Total Force valued for their service to the nation MISSION Attract, recruit, develop, assign, and retain a highly skilled workforce for the Navy Align the personal and professional goals of our workforce with the needs of the joint force, while ensuring the welfare of our Sailors, Civilians, and their families Deliver a high-performing, competency-based, and mission-focused force to meet the full spectrum of joint operations Provide the right person with the right skills at the right time at the best value to the joint force STRATEGIC IMPERATIVES 1 - Responsive to the Joint Warfighter 2 - Competitive for the Best Talent in the nation 3 - Diverse 4 - A Learning Organization 5 - Leader in Human Resource Solutions We provide a career continuum of training, education, and experiential learning and development We deliver agile, innovative,and flexible solutions to meet the demands of the Maritime Strategy We sustain and deliver required capabilities as well as anticipate future demands We are sought by the nation’s best for a career of service We draw our strength and innovation from the diversity of the nation 4

5. Total Force Snapshot Selected Reserve = 55,043 ~676K members of the Total Force Full Time Support = 11,086 56,038 Officer (includes 4,463 Midshipmen) 273,640 Enlisted (includes 1,315 Officer Candidates) 108,342 161,514 Sea 19,609 Officer 141,905 Enlisted 168,164 Shore 36,429 Officer 131,735 Enlisted Mobilized Reservists = 6,670 Individual Ready Reserve (Voluntary Training Units) = 3,863 Reserve 108,342 Active 329,678 Individual ReadyReserve (ActiveStatus Members) = 38,350 Civilian 172,782 20% Industrial Trades 21% Engineering 11% Administrative 6% Information Technology 4% Financial Management 4% Contracts 2% Human Resources 1% Intelligence 31% Miscellaneous ContractorRequirements 64,713 Data Sources: Active – N10 Monthly Strength (end of January) Civilian – DoN Dashboard Summary (10 February 2010) Reserve – OCNR Weekly Strength (10 February 2010) and RCCPDS (31 December 2009) 5

6. #1 - Responsive to the Joint WarfighterBalanced Force – Active Duty Sizing Shaping Stabilizing 377,779 ASW/BMD Medical Cyber 47,879 Through 10 Mar 10 Since 2001…End Strength 328,800 (NDAA) Active Component IA Growth AFRICOM/ BISOG/ Force Protection/ Seabee Battalion Fleet Response Plan Riverine FAO & NECC Naval Coastal Warfare & FRP Increased SEAL/SOF/MAA demand Increased Individual Augmentee Mission by 7,000 (Active) ASW – Anti-Submarine Warfare BMD – Ballistic Missile Defense SEAL – Sea Air Land AFRICOM – U.S. Africa Command BISOG – Blue in Support of Green FAO – Foreign Affairs Officer NECC – Naval Expeditionary Combat Command FRP – Fleet Readiness Plan SOF – Special Operations Forces MAA – Master at Arms AC – Active Component IA – Individual Augmentee 6

7. #1 - Responsive to the Joint WarfighterBalanced Force – Reserves 87,913 61,000+ Mobilized Reserves since 2001 22,012 Through 10 Mar 10 Since 2001… End Strength 65,500 (NDAA) MESD, Riverine Civil Affairs, Customs SOF, Naval Costal Warfare, Security Force NAVELSG, NMCB, Tactical Air, EODMU Individual Augmentee Mission (~5,500) EODMU – Explosive Ordinance Disposal Mobile Unit SOF – Special Operations Forces NAVELSG – Navy Expeditionary Logistics Support Group NMCB – Navy Mobile Construction Battalion MESD – Maritime Expeditionary Security Detachment

8. #2 - Competitive for the Best TalentLife-Work Integration TOP 50 COMPANIES KNOW: WHAT WE’RE DOING: Parenting is a Priority • Paternity Leave • Career Intermission • Virtual Command • Alternate Work Schedules Flexibility is the Key Demand for Balance 2 2 6 2010 Excellence in Practice CitationsAmerican Society for Training & Development 2009 Excellence in Practice AwardsAmerican Society for Training & Development 2009 Excellence in Practice CitationsAmerican Society for Training & Development Best New Initiative Telework Exchange RECOGNITION TO-DATE: Best Diversity CompanyDiversity/Careers in Engineering and IT Mag. Work Life Legacy Families and Work Institute Work Life Excellence Working Mother Magazine Diversity Honors Association of Diversity Councils Distance LearningU.S. Distance Learning Association Most Admired EmployerU.S. Black & Hispanic Engineer Tech. Mag. 2009 Optimas Award for General Excellence Workforce Management Magazine #17 on Training Magazine’s 2010 “Top 125” List Innovative Excellence Alliance for Work/Life Progress 2010 Top Federal Agencies for Diversity DiversityInc. Magazine

9. #2 - Competitive for the Best TalentSailor and Family Care • Operational Stress ControlBuilding resilient Sailors, families and commands to successfully navigate both ordinary and extraordinary stress • Safe HarborProviding non-medical care for wounded, ill, and injured Sailors, Coastguardsmen, and their families • Deployment Re-IntegrationProviding support for returning warriors Delivering a comprehensive continuum of care for Sailors and their families

10. #3 - Diverse FY09 Focus: Expanding the Pool Moving the Needles Building the Sustainable Base Enlisted Current Demographics 5% 4% 8% 13% 6% URL 16% 6% 14% 0% 18% 5% 5% 4% 4% 19% 1% Officer Nation 77% 43% 67% Non-Minority Hispanic API Other African American FY10 Focus: • Mentoring • Retention • Life-Work Integration Diversity...the power of inclusion 10

11. #4 - A Learning Organization Language, Regional Expertise, and Culture Officer and Enlisted Learning and Development Strategies Cyber Warfare Education and training – our asymmetric advantage 11

12. #5 - Leader in HR SolutionsContinuum of Service • Seamless movement between AC, RC, and civilian service • Retain a highly-skilled work force • Provide operational flexibility • Support building a Top 50 organization… recruit once, retain for life Actions To-Date • Formed CoS Working Group co-sponsored by CNP/CNR • Established Career Transition Office at NPC • Expanded PTS with SELRES Option 72-hour transition goal by 1 Oct 2010 12

13. Navy HR Strategic Plan Aligned to Navy Strategy Beginning to Take Shape Developing Strategy Map Developing Execution Plan Plan is aligned to overall Navy Priorities and Strategic Imperatives

14. HR Strategic Plan 4 • Vision: “Be the recognized leader in Navy and Joint Human Resource solutions, building the 21st Century Navy Total Force.” • Mission: “Deliver HR expertise to define, recruit, develop, assign, and retain a highly skilled workforce for the Navy Total Force.” • We deliver innovative human resource solutions to ensure that the Navy is 100% combat ready, delivering the right person, with the right skills, at the right time, and at the best value. • The HR solutions we provide are essential to meeting the needs of all our customers including the joint warfighter and their families. They are adaptive, responsive, relevant and diverse to empower and enable the Navy's greatest asset - our people.

15. HR Strategic Plan 5 • Strategic Imperatives: • Responsive to the Fleet, Sailors, and Families:Answering our customers articulated needs. Addressing their challenges with our HR expertise. • Leader in HR Solutions and Innovation:Anticipating our customers unarticulated needs providing solutions before problems develop. • Seamless, integrated team providing world class HR services:Develop and align the HR expertise (MIL/CIV/CTR) to execute our mission and achieve our vision.

16. HR Community Management CNP Community Sponsor HR Flag Leadership Community Manager Communication Tools Formal Training HR Executive Board 8 Members (CAPTS) 4 A/C 2 FTS 2 SELRES NPC HR Official WEBSITE HR Center Of Excellence (Monterey, CA) HR Detailers • Graduate Degree • NPS • NWC • or other accredited • institutions HR Beacon • HR Board of Directors (4 CAPTS) • Representing HR Core Competency Areas • - Requirements Determination • - Recruiting • - Training and Education Development • - Personnel Management HR Brown Bag JPME Region Captains Region Northwest Monterey Region Midwest Region Southwest Millington WESTPAC Region Mid-Atlantic Newport ND Washington DC Region South East NAVCENT NAVEUR • HR Certs • PHR • SPHR • Etc. HR Facebook MENTORS HR Officers

17. 02 March 2010 HR Community Structure Officer Programmed vs. Inventory** Authorizations (OPA)** 1200 1207 1205 1200 1207 1205 Percent of OPA FLAG CAPT CDR LCDR LT LTJG ENS Total OPA Total Inventory Total % of OPA ** OPA and Inventory do not include USNA Coaches. Data sources: N10 Tri-Color/OAIS/RHS

18. 807 Total CONUS Billets Midwest110 Guam 2 Ger 7 Greece 1 Japan 7 UK 1 Spain 1 Southwest53 Southeast305 Northeast209 West130 40 Total Overseas Billets Bahrain 2 Puerto Rico 1 Italy 6 HI 12 • Billets listed are funded in FY09 and beyond. Does not include HR fair-share of 1000-coded billets (CONUS) or Overseas Contingency Operations billets (mostly in Iraq, Afghanistan, and Djibouti). HR Officer Strategic Dispersion 47% of HR billets are in Millington and the DC area

19. HR Total Force Diversity Statistics Race/Ethnicity Gender *All officers selecting a Hispanic ethnicity code are counted as Hispanic regardless of the race selected Source: OPINS/RHS data from 01 MARCH 2010

20. 120X Billets by Primary Core Competency Area There are also 26 IA/GSA 120X billets; 11 of these are for SELRES OPINS/RHS data posted to Navy HR website in March 2010 IA/GSA data is from NMCMPS

21. HR Center Of Excellence (HRCOE) Learning Events: Current and Future HR Introductory Course “HR Training for our Newest HRs” HRIC HR Officers: 78% hold master’s degree 49% hold HR certification New HRs LTJG – LCDR Who have joined community within previous 3-5 years Quotas: 60 per year HRAC HR Advanced Course “Preparing HRs for Future Challenges” DL - I & JO Senior Manager HRs CDR Who are likely to be working in workforce plans/resourcing. Quotas: 30 per year Distance Learning Events being worked (BETA trials) for Intermediate Level and JO learning. Quotas: 30 per session-Webinar CPEP “Certification Prep and Exam Program” LTJG-CAPT HRs Who desire and are available to earn PHR/SPHR Certification through Prep and Exam. Quotas: 25-50 per year

22. Summary • HR professionals play a key role as strategic partners. • The HR community is well organized, professional, and making key contributions to mission accomplishment every day. • Military and Civilian HR Professionals need to continue to collaborate and partner on Total Force initiatives and best practices: • Recruitment and Retention • Training and Education • Professional and Career Development • Diversity Initiatives

23. Questions?