Community Management Process

1
Community ManagementProcess

• Lenora Weatherford
• Kathy Gillard
• Yolanda Kern

2
Our Piece of the Pie
Manpower Requirements
Manpower Programming
Personnel Distribution
Personnel Planning
3
Organizational Structure
Chief of Naval Operations (CNO)
Vice Chief of Naval Operations (VCNO)
DCNO Manpower Personnel (N1)
N132D13
Military Personnel Plans Policy Div (N13)
Compensation Policy Coordination (N130)
Officer Plans Policy Officer Community
Managers (N131)
Enlisted Plans Policy Enlisted Community
Managers (N132)
Nuclear Propulsion Programs Management (N133)
4
Enlisted Community Managers
Accessions
Retention Incentives
PROCESSES
Separations Retirements
Advancements Promotions
Career Path Development Career Progression
Sea/Shore Rotation
Training
5
A and C SchoolPlanning

• Our Navy needs talented young Americans who want
  to serve their nation, and make a difference.
• Adm. Vern Clark
• Chief
  of Naval Operations
• 2002
  Guidance

6
Training

• Goal Grow their respective community and
  maintain the quality, health, and welfare of
  their community to meet the Navys current and
  future needs.
• Develop Accession Plans
• Establish A and C school requirements
• Review Navy Training Plans
• Analyze impact of policy changes on community

7
A and C School

• A-School -- Entry level training for a given
  specialty
• Hospital Corps A- School located in Great Lakes,
  Illinois
• Capacity Approximate 4500
• C-School -- Advanced training
• Naval School of Health Science
• Bethesda, Portsmouth, San Diego
• Civilian Colleges

8
Input
What are the elements of a General Systems Model?
Environment Political Systems Directions
Mandates, Values, Mission, Strategy
Throughput
People Tasks Structure Info Systems
Output
Outcomes
What does the System offer?
Implications and Consequences of the Outputs
9
Input
Inputs to the A C School Planning Process
EPA EMR personnel inventory SKIPPER output
data Accessions and Fleet input Infrastructure
Throughput
Output
Outcomes
10
Input
The Throughput Phase of the A C School
Planning Process
EPA EMR personnel inventory SKIPPER output
data Accessions and Fleet input Infrastructure
Throughput
Who ECM , N132E, CNET, Detailer, NAVMAC,
Resource Sponsors Combined
effort How Forecast requirements,
constraints, validation What A C-school
training requirements per NEC Annual review of
future years planning Monthly
review of execution plan Tech SKIPPER
Output
Outcomes
11
Throughput C School Planning Process

• Goal Managing the health and welfare of the
  community
• NEC Manning

Inventory EPA
Source NEC Manning 11 Apr 02
www.bupers.navy.mil
12
ThroughputA C School Plans

• N132E develops the unconstrained plans
• CNET produces the constrained plans
• ECM validates the plans
• A and C School Plans

13
Input
What is the Output of the AC Schools Planning
Process
EPA EMR personnel inventory SKIPPER output
data Accessions and Fleet input Infrastructure
Throughput
Who ECM , N132E, CNET, Detailer, NAVMAC,
Resource Sponsors Combined
effort How Forecast requirements,
constraints, validation What A and C school
training requirements Annual
review of future years planning
Monthly review of execution plan Tech
SKIPPER
Output
Outcomes
A and C School Plan
?
14
Input
EPA EMR personnel inventory SKIPPER output
data Accessions and Fleet input Infrastructure
AC Schools Planning Process
Throughput
Who ECM , N132E, CNET, Detailer, NAVMAC,
Resource Sponsors Combined
effort How Forecast requirements,
constraints, validation What A and C school
training requirements Annual
review of future years planning
Monthly review of execution plan Tech
SKIPPER
Output
Outcomes
A and C School Plan
Right sailor at the Right Time with the right
skills at the right Medical Treatment Facility
or Operational Unit.
15
HM Inventory Distribution (Dec 01)
Source N132D13 brief, www.bupers.navy.mil
16
Challenges

• Forecasting Feedback loop and delay periods
• EPA - congressional funding
• Failure to identify problem (Intelligence Phase)
• Example
• Fill 100 of C school current capacity before
  increasing number of seats available

17
What is Advancement Planning?
The process of establishing the number of
enlisted personnel to be advanced to paygrades E4
through E9 for all ratings. Goal or Outcome
Maintain the necessary inventory to meet
readiness objectives while not exceeding end
strength and manpower budget constraints.
18
Key Players

• Strength Planner  
• Advancement Planner
• Enlisted Community Manager  

19
Customers of the Advancement Process

• Fleet (at the unit/ship/squadron level)
• Resource Sponsors/Warfare Sponsors
• Individual Navy members
• Assignment and Distribution Personnel 

20

21
Impact of Policies on Advancement

• In 2000, Ryan listened to Sailors' concerns that
  advancement opportunity would be negatively
  impacted because of the recent increase in high
  year tenure gates for E-6.
• Current results (High Advancement Opportunity)
  indicate that any negative pressure on
  advancement from increased high year tenure gates
  has, so far, been offset by a concurrent increase
  in funding of the percentage of the top six pay
  grades," Ryan said.

22
Advancement to HMC
23
Input
Advancement Planning Process
EPA EMR personnel inventory SKIPPER output
data NETPMSA Report of Eligibles Authorized
Promotion Opportunity
Throughput
Who N132C, N132D How Combined
effort Strength, Advancement, ECM What
Projection inventory losses
Computation vacancies Computation
of constrained advancements Tech SKIPPER,
TARGET
Output
Outcomes
Advancement Plan
Maintain inventory to meet readiness objectives
in each rating while not exceeding end strength
and manpower budget constraints
24
How is effectiveness measured?

• Monthly inventory measured against EPA (percent
  manned to requirements)
• Fleet manning/readiness reports measured against
  Navy Manning Plan (percent manned to
  requirements)
• Monthly NEC Billet/Strength/Inventory Reports

25
Incentives and Retention

• Monetary incentives assist in achieving the
  quantity and quality, and mix of skilled
  personnel for mission readiness
• Enlistment Bonus (EB)
• Selective Reenlistment Bonus (SRB)
• Special Duty Assignment Pay (SDAP)
• Career Reenlistment Objectives (CREO)
• Rating Entry For General Apprentices (REGA)

26
Input
The Incentives Retention Process
EPA, EMR Personnel Inventories SKIPPER Output
Data Monthly Billet, Strength and Inventory
Reports (PERS-452) Current Retention Reports
FY TD reenlistments
Throughput
Who Resource Sponsors, Detailers
(Pers-407C),
CNRC, Compensation
Policy Division N130 How Proposed Bonuses and
Work with N130 What Compute new incentive
levels and provide rational justification
(increase or decrease). Tech SKIPPER
TARGET
Output
Outcomes
Incentives Bonus Plan Bonus Special Duty Pay
INST (1160.6 series) NAVADMINs
To obtain the optimal quantity, quality, and mix
of skilled personnel to accomplish mission
readiness
27
Enlistment Bonus (EB)

• Undermanned not meeting accession goals
• Highly technical training intensive skills
• Initial enlistment add 12 months to contract

• NAVADMIN 201/02 FY 03 EB
• HM 8492 (SEAL) 6,000
• HM 8427 (FMF) 6,000-8,000
• HM 8496 (Mortician) 6,000-8,000
• KICKER AMOUNTS
• Associates Degree 4,000
• Bachelors Degree 8,000
• Various amounts of money depending on amount of
  college credit
• TOTAL EB SHALL NOT EXCEED 20,000

28
Selective Reenlistment Bonus (SRB)

• Largest bonus program
• BIG retention incentive
• Critical skill

Zone A 0 to lt 6 YOS Zone B 6 to lt 10
YOS Zone C 10 to lt 14 YOS
29
Special Duty Assignment Pay (SDAP)

• NAVADMIN 036/02
• NEC
  LEVEL/AMT
• 8402 Sub IDC SD-7 350
• 8403 Spec Amphib Recon IDC SD-3 165
• 8425 Surface IDC
  SD-2 110
• 
  SD-4 220
• 
  SD-7 350
• 8427 FMF Recon SD-3
  165
• 8491 SEAL IDC SD-7
  350
• 8492 SEAL Tech SD-3
  165
• 8493 Med Deep Sea Dive Tech SD-2 110
• 8494 Deep Sea Diving IDC SD-3 165
• Annual Recertification must be completed IAW
  NAVADMIN 154/02

• For performing duties which are designated as
  extremely difficult or as involving an unusual
  degree of responsibility in a military skill
• Approximately 25,000 Navy Billets are assigned
  SDAP
• Reviewed Annually to determine additions,
  deletions or changes.
• Monthly rate will not exceed 600

30
REGA CREO

• Navys program to guide the the general
  apprentice (GENDET) population into ratings where
  junior level vacancies exist.
• Provides non-designated Seamen, Airmen and
  Firemen the greatest possible range of choices
  for rating entry.

• Acceptance into an INCENTIVE program could depend
  on members current CREO group.
• Gender specific and used to better manage
  male/female inventories.

CREO CATEGORIES CREO 1 CREO 2
CREO 3 Undermanned Manned at Desired
Levels Overmanned
31
Summary

• Retention and Incentives
• Training
• Advancement Planning

Cradle to Grave Flow
Accession Planning
AC Schools/Sea-Shore Rotation Advancement
SRB/SDAP/ C School
Advancement/CREO/TERA/HYT
Retention Retirement/Separation
32
Implications for the Manpower Professional
SPACES

• To understand the terminology, sub process, major
  players, documents and information systems which
  will allow me to function effectively and
  efficiency as a Manpower Professional.
• Understanding where our piece fits into the pie.

Manpower Requirements
Manpower Programming
Personnel Planning
Personnel Distribution
FACES
33
Community Management and the Medical Professional

• To obtain the knowledge, skills and ability to
  educate medical department personnel on the
  intricacies of growing, and keeping highly
  qualified Hospital Corpsman by optimizing and
  utilizing their specialty skills to the fullest
  potential to enable Navy Medicine to complete
  its Dual Mission of Readiness and Benefits.

Readiness Mission
TRICARE
Forward Deployed
Direct Care System Training Care
Fleet FMF OCONUS
Managed Care

Benefit Mission
34
ECM Information Systems
Data Query TARGET MINISTAT
School Planning A School Module
Inventory Forecasting SKIPPER
Sea/Shore Rotation COURTNEY
Accession Planning AIMS
Courtesy of LCDR Bruner
35
QUESTIONS?