Naval Aviation Integrated Production Process (NATT IPP)

Naval Aviation Integrated Production Process (NATT IPP)

NAVY BUPERS 3 Human Resources Community Health Update Jan 2019 Community Manager CDR Trish Cronau Community Sponsor VADM R. P. Burke SELRES/FTS OCM LCDR Jason Grose Community Leader RADM Ann Burkhardt Flag Advisor (RC) RDML Ann Duff NAVY Navy Human Resources Community Professionally Certified - Worldwide Presence 847 STRONG - 474(AC)/171(FTS)/201(SELRES) BUPERS 3 Mission: Deliver HR expertise to define, recruit, develop, assign, and retain a highly skilled workforce for the Navy Core Competencies Requirements Recruiting 2007 2014 2008 2009 Management 2010-11 2013 Career Mentoring Guides HR Certification Requirements HR Strategic Plan n tio a c lifi ua m Q d ra an rog m P m Co HR Community Established 2001

Development 2018 Annual HR Professional Development Training (HRPDTC) Established community at full inventory FLAG LEADERSHIP RADM Crisp RADM Flanders RADM Covell RDML Graf RDML Andrews RDML Sweredoski RADM Burkhard t RDML Duff 2 NAVY Worldwide Presence BUPERS 3 440(AC)/155(FTS)/178(SELRES) Northwest 11/4/0 Northeast/Mid-Atlantic 174/84/83 Midwest 101/30/67 Southwest 74/14/5 Southeast 44/22/6 Europe/Middle East/Africa/Asia/Guam 27/0/13 Hawaii 9/1/4 Source: TFMMS 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 ~40% of billets reside in the Capital Region and Millington 3 Updated DEC18 NAVY AC HR Career Path BUPERS 3 HR EXPERIENCE DEVELOPMENT & LEADERSHIP HR COMMUNITY INVOLVEMENT DIVO (FLEET OR HR) DH (FLEET OR HR) HR ADV EXPERIENCE DEVELOPMENT, PROFICIENCY & LEADERSHIP HR COMMUNITY INVOLVEMENT LCDR LEADERSHIP / MILESTONE / STAFF TOURS STAFF

TOUR SENIOR OFFICER DEVELOPMENT, PROFICIENCY & LEADERSHIP HR COMMUNITY INVOLVEMENT CDR LEADERSHIP / CAPT LEADERSHIP / MILESTONE / STAFF TOURS MILESTONE / STAFF TOURS Lateral Transfer & POCR Gains M/S & CMD ASBs 0 2 4 6 28Typical Billets/Quals 8O4SB 10 DIVO/DH/OIC/Staff Tour In-Resident Graduate Education Service College (JPME I) HR Certification HR Introductory Course M/S & CMD ASBs 12 14O5SB 16 LCDR Milestone DH/OIC/XO/CO TYCOM/Fleet/ HQ Staff/CVN TO In-Residence Grad Ed Service College (JPME I) Joint Tour/Experience HR Certification M/S & CMD ASBs 18 20O6SB 22 CDR Milestone CO/XO/Fleet N1/TYCOM/ HQ/Major Staff Joint Tour/Experience Service College (JPME II) HR Recertification HR Advanced Course 24 26 CAPT Milestone Major Command/ CO/Deputy/COS/OSD/ SECNAV/COCOM Joint Tour/Experience HR Recertification Develop Subspecialty Experience Develop Core Competency: Development, Management, Recruiting, Requirements ADMINISTRATIVE SCREENING BOARDS ONLY MILESTONE SCREENED OFFICERS CMD BOARD REFERRED (2013-2017): LCDR MILESTONE: 37% LCDR COMMAND: 54%

CDR MILESTONE: 59% CDR COMMAND: 75% CAPT MILESTONE: 27% CAPT COMMAND: 48% 4 NAVY BUPERS 3 AC HR Community Values Valued achievements prior to LIEUTENANT COMMANDER Sustained superior performance and attainment of source community qualifications Demonstration of increasing levels of responsibility and sound judgment Valued achievements prior to COMMANDER Sustained superior performance in all assigned duties, especially LCDR HR Milestone Masters degree in HR related subspecialty including Operations Analysis, Manpower Systems Analysis, Financial Management, Education and Training Management, or civilian equivalent HR subspecialty experience: 311X, 3130, 3150, 321X Command eligible (AQD: 2D1) Professional Certification including PHR, SPHR, GPHR, CPT, CPLP, CDFM, CDFM-A JPME I Valued achievements prior to CAPTAIN Sustained superior performance in all assigned duties, especially CDR HR Milestone Masters degree in HR related subspecialty including Operations Analysis, Manpower Systems Analysis, Financial Management, Education and Training Management, or civilian equivalent HR proven subspecialist: 311X, 3130, 3150, 321X Command eligible (AQD: 2D1) Professional Certification including PHR, SPHR, GPHR, CPT, CPLP, CDFM, CDFM-A JQO Progression: JPME I, JPME II and Joint Tour 5 NAVY BUPERS 3 Accessions & Gains (1200) HR Community has need for direct accessions only to support 5 USNA and NAPS PHYS ED trainer & coach billets. These PHYS ED accessions have an initial three year obligation and have option for two one year extensions. Lateral transfer and Probationary Officer Continuation & Redesignation (POCR) boards are predominant means for fill of all other LTJG and senior requirements. Lateral transfer boards occur twice a year (YGs 17-07 targeted) POCR boards occur every other month (YGs 13 and junior targeted) ENSs may be selected via POCR on case-by-case basis if its for a detailer LTJG hot fill requirement and officer is best and fully qualified. 6 NAVY HR (1200) LOS Chart 30 Nov 2018 (NOPPS and OAIS data) BUPERS 3 35.0 Rank

CAPT CDR LCDR LT LTJ G ENS Total 30.0 25.0 INV 11/30/18 48 103 141 154 22 5 473 FY19 OPA 50 103 143 146 17 6 465 FY20 OPA 51 102 147 156 17 6 479 FY19 (2) 0 (2) 8 5 (1) 8 Fall 2018 FY19 OPA 20.0 15.0 10.0 5.0 FY-19 Spread OPA CAPT CDR LCDR LT

LTJG ENS Pending Loss Totals Pending Gain FY-20 Spread OPA 1990+ 1991 1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 YG 2019

0.0 7 NAVY HR (1200) Accessions BUPERS 3 FY10 - FY18 Accession Execution 90 FY18 Lateral Transfer Parent Communities 80 70 60 13XX 1110 50 13XX 1160 40 1160 30 1110 20 1210 3100 1210 3100 10 0 Goal Execution FY10 48 35 FY11 42 41 FY12 32 35 Sources: NOPPS; DCNP Accession Plans FY13 50 47 FY14 69 81 FY15

44 26 FY16 47 27 FY17 43 31 FY18 38 34 8 HR (1200) Loss Tracker NAVY 30 Nov 2018 (NOPPS and OAIS data) BUPERS 3 FY19 FY20 FY19 LOSS LOSS FY19 FY19 FY19 Actual Pending LOSSES LOSSES Target Target as % of O4-O6 FY20 O4-O6 FY20 Actual + Planned Losses Losses Prom Pl an Prom Pl an Pendi ngs Unweighted FY10 FY11 FY12 FY13 FY14 FY15 FY16 FY17 FY18 FY19 Target Historical LOSSES Average FY losses 2010-2018 CAPT CDR LCDR LT LTJG ENS TOTAL 5 7 8 7 1 0 28

7 11 11 11 1 0 41 9 7 14 8 0 0 38 7 13 6 13 1 0 40 9 10 7 8 1 0 35 4 9 10 9 0 0 32 4 11 7 5 1 0 28 7 6 11 8 1 0 33 7 12 9 8 0 0 36 10 8 10 9 1 0 38

7 10 9 9 1 0 35 CAPT CDR LCDR LT LTJG ENS TOTAL 0 1 1 1 0 0 3 11 8 9 8 0 0 36 110% 113% 100% 100% 0% NA 103% 11 9 10 9 0 0 39 & O1-O3 9-YR Av & O1-O3 9-YR Av 10 8 10 9 1 0 38 7 9 9 9 1 0 35 45

39 40 39 38 35 35 33 33 30 30 26 25 25 30 28 26 24 20 15 17 15 11 24 16 18 13 10 12 8 5 3 2 OCT NOV DEC Control Grades Target JAN FEB MAR Control Grades Exec/Pend

APR MAY JUN All Grades Target JUL AUG SEP All Grades Exec/Pend 9 NAVY BUPERS 3 HR Core Competency Areas Purpose of Core Competency Area (CCA) Profiles-Additional Qualification Designators (AQDs): CCA AQDs are a mentoring tool. HR Officers and their mentors should use the CCA profile as a career development tool (e.g., to help determine the next type of job to target). CCA AQDs may also serve as a detailing tool, allowing detailers to match an officer with the requisite knowledge, skills and abilities of an HR billet. CCA AQDs appear on the Officer Summary Record (OSR). Boards view OSRs, so officers should keep their AQDs current. Depth AND Breadth: HR Officers (1200/1207) should develop primary and possibly secondary subspecialties (depth) while gaining experience across more than one CCA over a career (breadth). 10 NAVY BUPERS 3 HR CCAs Establishing a CCA Profile: Refer to CCA business rules and worksheet links on detailer homepage. Members serving 18 months in a CCA coded billet may receive credit. CCA credit may be awarded to officers for work prior to redesignation to 1200 if work is like a CCA coded HR billet and FITREPS support. Complete your CCA profile worksheet and discuss with your mentor

If there are no areas of disagreement between the mentor and protg, the CCA profile worksheet will be emailed to the HR community management shop at [email protected] and to HR Regional CAPT for tracking purposes. (POC Active/FTS/SELRES AOCM: (901) 874-3102; Alternate POCs Active: (901) 874-4049; FTS/SELRES: (901) 874-3291). In cases where there are questions or areas of disagreement, the area mentor will forward the CCA worksheet to the Regional Captain for resolution. Once resolved, the Regional Captain will forward the CCA worksheet to the HR community management shop to establish CCA profile. Once initial profile established, subsequent updates completed by detailer (SELRES updates completed by LCDR Jason Grose). 11 NAVY BUPERS 3 LCDR Jason Grose SELRES/FTS 12 NAVY FTS HR Career Path BUPERS 3 DIVO (FLEET OR HR) SENIOR OFFICER DEVELOPMENT, PROFICIENCY & LEADERSHIP HR COMMUNITY INVOLVEMENT HR ADV EXPERIENCE DEVELOPMENT, PROFICIENCY & LEADERSHIP HR COMMUNITY INVOLVEMENT HR EXPERIENCE DEVELOPMENT & LEADERSHIP HR COMMUNITY INVOLVEMENT LCDR LEADERSHIP MILESTONE STAFF TOURS DH (FLEET OR HR) CDR LEADERSHIP MILESTONE STAFF TOURS NRD CO HR Screen Boards O4-O5 NOSC CO Screen Boards CAPT LEADERSHIP MILESTONE STAFF TOURS RCC O6 NOSC COScreen

Screen Board Board FTS Transfer Board 0 2 4 6 8 O4 SB 10 12 14 O5 SB 16 18 O6 SB 20 22 24 26 28 Typical Billets DH/DIVO/OIC/Staff Tour NOSC/Reserve Management Tour In-Residence Graduate Education (NPS) Service College (JPME I) IA/GSA/OCO NOSC CO Milestone Tour Reserve Major Staff Tour Reserve Management Tour Operational Support Officer Graduate Education Service College (JPME I) NOSC CO NRD CO Milestone Tour Reserve Major Staff Tour Reserve Management Tour Operational Support Officer Service College (JPME II/JCWS-H) RCC CMD NOSC CO Milestone Tour Reserve Major Staff Tour Reserve Management Tour Operational Support Officer Develop Core Competency Areas: Development, Management, Recruiting, Requirements

Develop Sub-specialty Experience: Financial Management, Manpower Systems Analysis, Operations Analysis, Information Technology Command screening occurs annually. LT-CAPT may screen for RCC and NOSC command via the Navy Reserve Shore Command Qualification Program. CDR-CAPT may also screen for HR Command Recruiting billets via the HR Community Command Qualification Program. 13 NAVY BUPERS 3 FTS HR Community Values Valued achievements prior to LIEUTENANT COMMANDER Sustained superior performance and attainment of source community qualifications Demonstration of increasing levels of responsibility and sound judgment Valued achievements prior to COMMANDER Sustained superior performance in all assigned duties, especially NOSC CO, Milestone and Major Reserve Staff Tours Attainment of command qualification and screening (2D1) Masters degree in HR related subspecialty including Financial Management, Manpower Systems Analysis, Education and Training Management, Operations Analysis, Information Systems and Technology, or civilian equivalent degrees Professional Certification including PHR, SPHR, GPHR, CPT, CPLP, CDFM, CDFM-A, CISSP, and GSLC JPME I HR subspecialty experience: 311X, 3130, 3150, 321X, 620X Valued achievements prior to CAPTAIN Sustained superior performance in all assigned duties, especially NOSC CO, NRD CO, Milestone and Major Reserve Staff Tours Attainment of command qualification and screening (2D1) Masters degree in HR related subspecialty including Financial Management, Manpower Systems Analysis, Education and Training Management, Operations Analysis, Information Systems and Technology, or civilian equivalent degrees Professional Certification including PHR, SPHR, GPHR, CPT, CPLP, CDFM, CDFM-A, CISSP, and GSLC HR proven subspecialist: 311X, 3130, 3150, 321X, 620X 14 NAVY FTS HR (1207) BUPERS 3 INV vs.OPA PAYGRADE LOS CHART (INV vs. OPA) O-1 O-2 O-3 O-4 O-5 O-6 TOTAL % INV / OPA N/A

N/A 111% 114% 79% 107% 101% FY19 OPA 0 0 27 66 62 15 170 CURRENT INV 0 1 30 75 49 16 171 ACCESSIONS PROMOTIONS Updated 30NOV18 Source: OAIS NAVY BUPERS 3 SELRES HR Career Path HR ADV EXPERIENCE DEVELOPMENT, PROFICIENCY & LEADERSHIP HR COMMUNITY INVOLVEMENT HR EXPERIENCE DEVELOPMENT & LEADERSHIP HR COMMUNITY INVOLVEMENT DIVO (FLEET OR HR) DH (FLEET OR HR) SENIOR OFFICER DEVELOPMENT, PROFICIENCY & LEADERSHIP HR COMMUNITY INVOLVEMENT

CDR LEADERSHIP/ MILESTONE/ STAFF TOURS LCDR LEADERSHIP/ STAFF TOURS CDR Milestone Screen 0 2 4 28 Typical Billets DH/DIVO/OIC/Staff Tour Recruiting/PERS/Training Officer/Staff Ops/Plans Joint Experience 6 O4 SB 8 10 12 DH/OIC/XO PERS/MPWR Staff and Mgt Recruiting/Admin/Training Resource Mgt Joint Education/Experience O5 SB 14 16 CAPT LEADERSHIP/ MILESTONE/ STAFF TOURS CAPT Milestone Screen 18 O6 SB 22 20 CDR Milestone XO/OIC/CO PERS/MPWR Analysis & Plans Resource Mgt Major Staff/Recruiting Joint Education/Experience 24 26 CAPT Milestone CO/Major Command/Major Staff/Deputy/COS HQ Staff Staff Ops/Plans Joint Tour/Experience

Develop Core Competency Areas: Development, Management, Recruiting, Requirements CO/XO and Milestone screening for CDRs and CAPTs occurs via APPLY Board 16 NAVY SELRES HR Community Values BUPERS 3 Valued achievements prior to LIEUTENANT COMMANDER Sustained superior performance and attainment of source community qualifications Demonstration of increasing levels of responsibility and sound judgment Valued achievements prior to COMMANDER Sustained superior performance in all assigned duties, especially leadership tours or during periods of active duty such as mobilization, ADSW, or recall Attainment of command qualification and screening (2N1) Masters degree, preferably in an HR-related field Professional Certification including PHR, SPHR, GPHR, CPT, CPLP, CDFM, CDFM-A, CISSP, and GSLC JPME I Valued achievements prior to CAPTAIN Sustained superior performance in all assigned duties, especially CDR HR Milestone assignments, leadership tours, or during periods of active duty such as mobilization, ADSW, or recall Attainment of command qualification and screening (2N1) Masters degree, preferably in an HR-related field Professional Certification including PHR, SPHR, GPHR, CPT, CPLP, CDFM, CDFM-A, CISSP, and GSLC JQO Progression 17 NAVY SELRES HR (1205) BUPERS 3 INV vs. OPA PAYGRADE LOS CHART (INV vs. OPA) O-1 O-2 O-3 O-4 O-5 O-6 TOTAL % INV / OPA 100% 167% 114%

87% 93% 94% 98% FY 19 OPA 6 6 42 78 55 17 204 CURRENT INV 6 10 48 68 51 16 199 ACCESSIONS PROMOTIONS Updated:30NOV18 Source: NSIPS NAVY BUPERS 3 Backup Slides 19 HR Control GradeGrade Losses Snapshot HR (1200) Control Losses Snapshot NAVY (Nov 2018) (Nov 2018) BUPERS 3

35 14 Control Grade 30 24 24 25 20 26 28 10 9 8 9 11 11 6 6 10 4 4 8 3 2 2 Control Grades Target Control Grades Exec/Pend 9 CDR CAPT Target 1 12 9 LCDR 10 3 2 2 5 10 10

7 6 7 5 4 3 2 2 CDR Target 10 10 8 8 6 10 9 8 5 CAPT Exec/Pend OCT NOV DEC JAN FEB MAR APR MAY JUN JUL AUG SEP 10 1 10 6 OCT NOV DEC JAN FEB MAR APR MAY JUN JUL AUG SEP 10 9 8 7 6 5 4 3 2 1 CAPT 12 13 12 10 30 18

17 15 5 30 CDR Exec/Pend OCT NOV DEC JAN FEB MAR APR MAY JUN JUL AUG SEP 1 LCDR Target LCDR Exec/Pend OCT NOV DEC JAN FEB MAR APR MAY JUN JUL AUG SEP Officer Demographics Comparison NAVY BUPERS 3 Navy Human Resources Community (1200) Racial Comparison 100% 80% 1% 4% 4% 5% 8% Ethnic Comparison 2% 1% 5% 4% 5% 4% 7% 6% 100% 8% 10% 18% 92% 90% 82% 80% 17% 60% 60%

40% Hispanic Non-Hispanic 40% 82% 78% 68% 20% 0% USN Officer Force 20% HR Officer Force National Labor Force Community Counterparts Gender Comparison 0% USN Officer Force HR Officer Force White African American Asian Multiple Races/Other Decline to Respond American Indian/Alaskan Nativ e Native Hawaiian/Pacific Islander National Labor Force Community Counterparts USN Data: NOPPS & OAIS, 30SEP18. National Labor Force Data: Census Bureau, Including Race/Ethnicity and Gender data, 01JUL16. 100% 80% 19% 39% 49% 61% 51% HR Offi cer Force Natio nal Labor Force Community Counterparts

60% 40% 81% 20% Female Male 0% USN Offi cer Force 21 NAVY BUPERS 3 HR CCAs Development (DEV): Encompasses the training and education functions of the MPTE Enterprise; CVN Training Officer and NETC-focused; and includes school houses, NSTC, RTC, OTC, N7/J7, etc. Management (MGT): Deals with personnel management; OPNAV N13, Naval Personnel Command, Fleet/TYCOM N1 and CNRF-focused, includes TPUs, NOSCs, NPC MOB DETs, PSDs, etc. Recruiting (RCT): Deals with the recruitment of personnel into the AC and RC of the Navy. CNRC-focused, including NRDs, MEPS, Recruiting Regions, etc. Requirements (RQT): Traditional manpower work with a more analytical focus (including FM and IT); N1/J1, OPNAV N10 and N12-focused; includes NAVMAC, N8, etc. 22 NAVY BUPERS 3 Promotion Stats - LCDR 23 NAVY BUPERS 3 Promotion Stats - CDR 24 NAVY BUPERS 3 Promotion Stats - CAPT 25

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