Fleet Synch - Sailor of 2025 - Final

7/25/2019 Fleet Synch - Sailor of 2025 - Final

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Sailor of 2025 Initiatives

Fleet Synch

22 April 2015


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Preparing for the Sailor of 2025Time for a New Approach

The Sailor of 2025

Industrial Personnel System

An Opportunity to Act Now

Values career agility, choice Autonomy, Mastery and Purpose Family, Fitness, Dignity and

Respect

Up or Out Wait your turn Rigid career path Quantity over Quality

Health of force, good andimproving

High retention and quality of newSailors

Stable environment BCA/BBA/Sequestration Increasing costs of manpower

Why Now?

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PSM Lead RDML SteindlEC Lead RADM RoeggeRRL Lead RADM White


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Modernized Personnel System

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Agile and TransparentIndustrial and Centralized

Current System

Up or Out Wait your turn Rigid career path Quantity over Quality Process centric IT Constrained Centralized career

decisions Bureaucratic

Limited options to rewardtalent


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Learning Vision

Continuous learning across the Sailors career that results in increased Fleetreadiness and provides more efficient and affordable solutions

Mobile

Ready, Relevant

ModularAdaptiveProgressive

Distributed

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Preparing for the Sailor of 2025

Learning Alignment

Aligned across all

Stakeholders Common solutions

Coordinates reuse,repurpose of content

Single source oversight

Responsive IT

Integrated capability

Tracks Sailor progression

Linked to evaluations Adaptive assessments

Dashboards at multiplelevels ISIC, Command,Sailor

Learning Continuum

Training in DEP

Specialty Schools

Progressive NEC

Tailored solutions

Multiple learning modes Distance, Avatar, YouTube,Serious games

Remote access

Integrated Valuestraining


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Command PrerogativeOpportunity & Achievement

Navy FamilyTeamwork/Unit Performance

Empowerment and TrustDiverse and Inclusive

Family BalanceResilience, Health, Fitness

Enduring Values Evolving Expectations

Enriched Culture


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FY15 Actions

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Ready, Relevant Learning

! Propose expansion of CIP eligibility to include increased quotas and easing MSR/CSRBrestrictions

! Propose CIP programmatic changes to include additional options with varyingcompensation and obligated service

! Develop a legislative proposal to allow promotion boards to re-order selectees based onmerit

! Pilot innovative ways to search IRR/SELRES for needed skills on active duty

! Establish working group to consider revisions to the performance evaluation system

Personnel SystemModernization

Pillar Specific Actions

Enriched Culture

! Expand use of demonstration videos and pilot new hosting platforms

! Pilot DEP training with active duty sailors to validate curriculum

! Pilot select GMT efforts on personal, mobile devices

! Review, revaluate and propose combining and synchronizing GMT topics

! Begin efforts to embed ethics and values training in A school curricula

! Update dual military spouse co-location policy

! Propose ways to better incentivize higher performance on the PRT

! Pilot 24/7 Childcare in Fleet Concentration Areas

! Pilot increased fitness center hours in Bremerton, WA

! Draft a legislative proposal to expand maternity leave

!Increased female accessions from 23% to 25%


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FY16 Actions

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! Redistribute CAP Quotas; develop process to surrender or petition for more

! Propose creation of tours with industry for top talent

! Establish working group to consider ways to change promotion processes to beindependent of timing/zone; include legislative proposal to end YG management

! Pilot distribution of 30 CIVINS quotas to URL TYCOMs

! Propose tailored compensation recommendations that may be tied to a more

robust identification of talent

! Draft a legislative proposal to allow officers to remove themselves from promotionconsideration (YG reset)



Enriched Culture

! Pilot initial rate skills training in DEP for 6 ratings, fully utilizing vocational trainingand community colleges while leveraging the reserve component for management

! Increase female accessions to 25% of all accessions

! Pilot program that harvests talented females from HS/College STEM programs

! Implement a plan to increase USNA and NROTC female accessions

! Update physical fitness program to promote lifetime health and fitness

! Pilot improved nutritionist availability, including on-line consultation

! Improve ability to provide ready replacements for pregnant service members

! Draft dual service co-location policy for submission to OSD


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FY17 and beyond Actions

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! Expand the number of CAP quotas; use for both Sea and Shore

! Pilot increased TYCOM involvement to identify top-performers opportunity ofEARLY promotion

! Consider increasing the number of available CIVINS quotas for TYCOMdistribution

! Pilot monetized service selection at USNA to incentivize top talent

! Implement JOIN interest inventory in the recruiting process



Enriched Culture

! Pilot "block learning" using existing curriculum to establish learning continuum forselect ratings. Reengineer content to support mobile/modular learning across thecontinuum, eventually migrating away from the block learning

! Begin transition of enlisted ratings to a modularized learning continuum increasingfleet time and Operational manning

! Propose options to strengthen maternity, paternity and adoption programs

!Ensure gender-neutral berthing on ships by 2025

! Consider revision of the body composition standards to be more reflective ofmodern lifestyles

! Set a goal for all operational units have >10% women, & increase by 20% thenumber of units with >20% women (enlisted by 2020; chiefs & officers 2025)


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Legislative Proposals

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Expansion of CIP Authorities NDAA16

Promotion List Re-ordering NDAA17 (Drafted)

CIP Program Changes NDAA18 (Drafted)

Expanded Maternity Leave NDAA18

Promotion Consideration (YG Reset) NDAA17 (Drafted)

Improved Promotion Flexibility NDAA17 (Drafted)


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Way-Ahead

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Identify Fleet, TYCOM, & Resource Sponsor POCso Establish coordination with OPNAV N1 POCso Ensure fleet input and enable visibility

Sailor 2025 Brief to CNOo

30 April - CNO visit to Millington

Ready, Relevant Learning Brief to CEBo 26 May CNP & CNETC Brief 3-stars on Learning Continuum

Align Sailor 2025 with other innovation effortso SecDef : Force of the Futureo SecNav: Task Force Innovationo CNO: Strategic Studies Groupo CNP: Business Executives for National Securityo Near term alignment action due June/July 2015


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Discussion

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BACK UP

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Notional Learning ContinuumSailor of 2025

Agile and tailored billet based learning, Increased Fleet Time13

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Path ForwardModernization for 2025

Moving from Strategic to Tactical

Personnel System Modernization

Personnel System Modernization, Enriched Culture and Ready, Relevant LearningRecruit, Develop, Reward, and Retain our Human Capital Investment to Properly Man the Fleet

YG Reset NDAA 17

Expanded Maternity Leave NDAA 18

Expansion of CIP Authorities NDAA16Promotion List Reordering NDAA 17CIP Program Changes (Options Menu) NDAA 18Flexible Promotion Authority NDAA 17

LegislativeProposals

PSM Lead RDML SteindlEC Lead RADM RoeggeRRL Lead RADM White

Piloting Distribution Marketplace HR Lateral Transfers in FY16Increased Command Advancement and BZ promotions in FY6Performance Evaluation Changes Tailored CompensationO5/O6 Retention Gate Reviews - Resignation Changes - Accel Seps

Retain top performers and maximize selection opportunity withoutexceeding controls

Promotion,Advancement,

Recruiting &Retention

Increased Female Accessions (25%) Targeted STEM RecruitingRevising Spouse Co-Location Policy FY15Drafting Multi-Service Co-Location Policy for FY16 OSD SubmissionPilot Increased Childcare, Longer Fitness Hours in FY15Revised Physical Fitness Policies for FY16Revised Affinity Group PoliciesReduced RTC Attrition Lower by 2% in FY16

Pilot Training in DEP with 6 Ratings in FY16Begin Content Reengineering FY17Transition All Ratings to Block Learning Construct FY18

Establish Learning Enterprise FY15Job, Duty, Task Analysis Starts in FY15Validate Training in DEP Concept with AC Sailors in FY15

LearningContinuum

Initiative LeadsAssigned

Implement orEliminate

Pillar LeadsAssigned

Working GroupsCreated

Initiatives Identified

and Approved

Progress Trackedand DrumbeatDeveloped

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Personnel System Modernization Tasks

Initiative AuthorityResourcingAnticipated OPNAV N1 NPC NETC NRC OPNAV RS ECD

Ensure that all CAP quotas are used. Develop a process allowing commanders to surrender unusedquotas for redistribution, or petition for more. (N13) CNP No # # JUL15

Increase the number of allowable CAP quotas. (N13) CNP No # # DEC16

Pursue innovative changes to the enlisted advancement system to allow commanders greaterauthorities to advance Sailors in paygrades E1-E6. (N13) CNP No # # # OCT18

Develop proposed statutory promotion board precept language (O4-O6) to identify talented officersfor promotion independent of zone and timing. (PERS-00J) SECNAV No # OCT 15

Pilot a process incorporating TYCOMs into the screening of records, affording a realistic

opportunity for early promotion for community top performers. (PERS-8) CNP Yes # # OCT16

Pilot the distribution of 30 CIVINS graduate education quotas to the URL TYCOMs to recognizecommunity talent at the junior officer levels. (N12) CNP No # # DEC15

Develop a process to coordinate with local commanders to solicit and adjudicate distribution ofCIVINS graduate education quotas. (N12) CNP No # # DEC16

Develop proposed statutory promotion board precept language (O4-O6) to emphasize value ofCIVINS graduate education opportunities. (PERS-00J) SECNAV No # OCT15

Draft a legislative proposal to expand CIP authorities for an FY17 LEGPROP. (N13) LAW Yes # APR15

Explore viability and affordability to create industry tours for our top talent. ( N13) CNP Yes # # OCT15

Develop a customized set of CIP menu options packaged with compensation, length and paybackoptions. (N13) LAW Yes # # OCT16

Reduce barriers between active and reserve billets allowing Sailors to serve interchangeably, andcontinue to support conversions via the career waypoints system. (PERS-4) CNP Yes # # OCT16

Pilot an initiative that actively searches for talent within our IRR for needed skills on active duty. CNP Yes # OCT15

Evaluate revisions to the performance evaluation system. (PERS-3) CNP No # # OCT16

Propose tailored compensation recommendations that may be tied to a more robust performanceevaluation system. (BUPERS-3) CNP No # OCT15

Expand the Navy Enlisted Supply chain pilot to include an end-to-end common operating picture.(PMO) CNP Yes # # DEC15

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Personnel System Modernization Tasks


Improve accession talent matching (ex. JOIN) CNP Yes # OCT17

Evaluate the establishment of O5/O6 performance gates. (N13) LAW Yes # # OCT17

Evaluate the feasibility of shifting to milestone promotions. (N13) SECNAV No # # OCT16

Evaluate the feasibility of MPN/RPN merge. (N10) CNO No # OCT16

Establish an online detailing marketplace for all Sailors. (PERS-4) CNP Yes # OCT18Streamline separations process with consideration to delegating separation authority to the lowestlevel possible. (PERS-8) SECNAV No # # OCT16

Revise officer unqualified resignation policies to speed separation CNP No # # DEC15

Evaluate feasibility of shorter senior enlisted sea tours. (N12) CNP Yes # # DEC15

Expand frocking opportunity. (N13) SECNAV No # OCT16

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Enriched Culture Tasks

Initiative AuthorityResourcing

Anticipated OPNAV N1 NPC NETC NRC OPNAV RS ECD

Increase female enlisted access ions to at least 25% with emphasis on under-represented ratings. CNP Yes # # OCT15Pilot a program that improves ability to harvest female talent in STEM programs from high schooland 2/4 year collegiate programs. CNP No # OCT15

Create a plan for USNA and NROTC accessions to increase female accessions in technical fields.(N12) CNP No # # SEP16Pilot talent-based service selection program at USNA which monetizes options and maximizesofficer potential. (N12) CNP Yes # OCT16Work with TYCOMs to complete necessary ship alterations to achieve greater gender-neutral

berthing on all surface ships. (N13) CNP Yes # # DEC24Update dual-military co-location policy to ensure equal career progression and opportunity.

(PERS-4) CNP No # #

OCT15Pilot a new policy that provides viable career options to eventually eliminate geo-bachelor tourdecisions by families. (PERS-4) CNP No # # OCT 16

Develop a draft multi-se rvice co-location policy for eventual submission to OSD. (PERS-4) CNO No # # SEP16

Update the entire physical fitness program to ensure it best supports overall health and life-longproductivity. (N17) CNP No # SEP16

Revise body composition assessments to be more consistent with modern lifestyles. (BUMED/N17) CNP No # SEP16

Pilot expanded nutritionist availability. (BUMED/N17/BUMED) CNP Yes # OCT16

Pilot expanded gym and fitness center hours in Bremerton, WA. Consider expansion based on

findings. (CNIC/N17) CNP Yes # OCT15Create a resourcing plan which provides ready replacements for pregnant service members ondeploying units. (N12) CNP Yes # # SEP16

Pilot family-friendly services in two fleet concentration areas aimed specifically at bettersupporting dual career families. (CNIC/N13) CNP Yes # SEP16

Pilot increased childcare in Bremerton, WA. (CNIC/N13) CNP Yes # OCT15

Develop a legislative proposal to increase maternity leave from 6 to 8 weeks. (N13) LAW No # OCT15

Propose options to strengthen maternity, paternity and adoption programs. (N13) CNP No # OCT16

Draft legislative proposal to allow increased usage of year group reset. (N13) LAW No # OCT15

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Enriched Culture Tasks


Work with BUMED to evaluate the effectiveness of offering fertility treatments for Sailors. (N13) LAW Yes # OCT18

Coordinate new policies to improve aff inity group effor ts to enhance our inclusion efforts. (N13) CNP No # OCT15

Develop a resilience management system. (N17) CNP Yes # OCT18

Set female unit/class minimums. (N13) CNO Yes # # # OCT16

Understand they why behind retention through Career Viewpoint Survey analysis and exit

interviews. (N13) CNP Yes # OCT17

Include performance and berthing visibility in BBD. (PERS-4) CNP Yes # OCT18

Examine operational deferment for all new parents. (N13) CNP Yes # OCT16

Reduce RTC attrition by 2%. (NETC) CNP No # # OCT16

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Initiative AuthorityResourcing

Anticipated

OPNAV

N1 NPC NETC

OPNAV

RS CNRC ECD

Expand full-time education opportunities CNP No # # # # OCT18

Develop demonstration videos to enhance learning, and explore hosting venues for videos CNP No # OCT15

Load Serious Games onto eSailor devices and research knowledge transfer CNP No # # JUN15

Fully mature eSailor into an electronic performance device CNP Yes # # # # OCT 18

Replace requirement for certain GMT lessons with Information Campaign CNP No # # OCT15

Conduct contest for groups to develop Sailor powered video for Hazing GMT CNP No # # OCT15

Modernize GMT Delivery CNP Yes # # # SEP17

Develop a Learning Enterprise to drive cost efficient and effective trainers across domain CNP Yes # # # OCT16

Continue to develop and demonstrate technology with the potential to impact training CNP No # # Ongoing

Modernize advancement exams to support Fleet involvement in advancement and promotion CNP No # # # OCT 17

Conduct modified JDTA for all Ratings to set foundation for continuum of learning CNP Yes # #

SEP16

DEP Training Pilot with AC Sailors CNP No # SEP15

Phased DEP Training Pilots CNP Yes # # # Varies

Conduct Phased Content Reengineering CNP Yes # # Varies

Develop Block Learning Modules Leading to Continuum of Learning CNP Yes # # JUL17

Establish Block Learning Administration CNP Yes # # # JUL17

Develop Learning Management System for Learning Continuum CNP Yes # # # SEP19

Fleet Synch - Sailor of 2025 - Final

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