NAVY

BUPERS 3

Human Resources
Community Health Update
Jan 2019

Community Manager Community Sponsor

CDR Trish Cronau VADM R. P. Burke

SELRES/FTS OCM Community Leader

LCDR Jason Grose RADM Ann Burkhardt

Flag Advisor (RC)

RDML Ann Duff
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Navy Human Resources Community

BUPERS 3
Professionally Certified - Worldwide Presence
847 STRONG - 474(AC)/171(FTS)/201(SELRES)

Mission: Deliver HR expertise to define, recruit, develop, assign, and retain a highly skilled workforce for the Navy

Core Competencies
Requirements Recruiting Management Development
2007 2008 2009 2010-11 2013 2014 2018
Career Mentoring Guides
HR Certification Requirements Annual HR Professional
Development Training (HRPDTC)
HR Strategic Plan

HR
Established community at
Community
full inventory
Established
2001
FLAG LEADERSHIP
RADM RADM RADM RDML RDML RDML RADM RDML
Crisp Flanders Covell Graf Andrews Sweredoski Burkhardt Duff

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BUPERS 3 Worldwide Presence

440(AC)/155(FTS)/178(SELRES)
Northwest – 11/4/0 Northeast/Mid-Atlantic – 174/84/83 BSO Billet Types

Midwest – 101/30/67 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,
Southwest – 74/14/5 NR OTC Newport OIC
CNRFC Manpower Plans/Mgt, Financial Mgt,
Southeast – 44/22/6 IT Systems Mgt
AFRICOM/ FTS Strength Mgt, Chief Navy & MC
SOUTHCOM/ Reserves, Chief Navy & MC, Chief
Europe/Middle East/Africa/Asia/Guam – STRATCOM/ DSP, Personnel Plans, Chief HR Div,
EUCOM/ SOCOM/ Reserve Affairs, Personnel P&P, ADP
27/0/13 NORTHCOM Plans
Hawaii – 9/1/4 CNIC Manpower/Personnel Plans, OSO

Source: TFMMS
~40% of billets reside in the Capital Region and Millington Updated DEC18
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BUPERS 3
AC HR Career Path
HR EXPERIENCE HR ADV EXPERIENCE DEVELOPMENT, SENIOR OFFICER
DEVELOPMENT & LEADERSHIP PROFICIENCY & LEADERSHIP DEVELOPMENT, PROFICIENCY & LEADERSHIP
HR COMMUNITY INVOLVEMENT HR COMMUNITY INVOLVEMENT HR COMMUNITY INVOLVEMENT
LCDR LEADERSHIP /
DIVO DH STAFF CDR LEADERSHIP / CAPT LEADERSHIP /
MILESTONE / STAFF
(FLEET OR HR) (FLEET OR HR) TOUR MILESTONE / STAFF TOURS MILESTONE / STAFF TOURS
TOURS

Lateral Transfer & POCR Gains

M/S & CMD ASBs M/S & CMD ASBs M/S & CMD ASBs

0 2 4 6 8 O4SB 10 12 14 O5SB 16 18 20 O6SB 22 24 26 28

Typical Billets/Quals
DIVO/DH/OIC/Staff Tour
In-Resident Graduate Education
Service College (JPME I)
HR Certification
HR Introductory Course
LCDR Milestone
DH/OIC/XO/CO
TYCOM/Fleet/ CDR Milestone CAPT Milestone
HQ Staff/CVN TO CO/XO/Fleet N1/TYCOM/ Major Command/
In-Residence Grad Ed HQ/Major Staff CO/Deputy/COS/OSD/
Service College (JPME I) Joint Tour/Experience SECNAV/COCOM
Joint Tour/Experience Service College (JPME II) Joint Tour/Experience
HR Certification HR Recertification HR Recertification
HR Advanced Course

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%

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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
 Master’s 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
 Master’s 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
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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.

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HR (1200) LOS Chart

BUPERS 3 30 Nov 2018 (NOPPS and OAIS data)

35.0 INV FY19 FY20 Δ

Rank 11/30/18 OPA OPA FY19
CAPT 48 50 51 (2)
CDR 103 103 102 0
30.0 LCDR 141 143 147 (2)
LT 154 146 156 8
LTJG 22 17 17 5
ENS 5 6 6 (1)
25.0 Total 473 465 479 8
Fall 2018 FY19 OPA

20.0

15.0

10.0

5.0

0.0

1990+
2019

2014

2012

2010

2005

2003

2001

1994

1992
2018

2017

2016

2015

2013

2011

2009

2008

2007

2006

2004

2002

2000

1999

1998

1997

1996

1995

1993

1991
YG

FY-19 Spread OPA CAPT CDR LCDR LT LTJG ENS Pending Loss Totals Pending Gain FY-20 Spread OPA 7
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BUPERS 3
HR (1200) Accessions
FY10 - FY18 Accession Execution
90

80 FY18 Lateral Transfer Parent

Communities
70

60
13XX 1110
50
13XX
40 1160
1160 1210
30
1110 3100
1210
20
3100
10

0
FY10 FY11 FY12 FY13 FY14 FY15 FY16 FY17 FY18
Goal 48 42 32 50 69 44 47 43 38
Execution 35 41 35 47 81 26 27 31 34
Sources: NOPPS; DCNP Accession Plans 8
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HR (1200) Loss Tracker
30 Nov 2018 (NOPPS and OAIS data)
BUPERS 3
FY19 HR Community Losses Snapshot (Nov 2018)
Unweighted
FY19 FY20
FY19 FY19 FY19 FY19 LOSS LOSS
Historical
FY10 FY11 FY12 FY13 FY14 FY15 FY16 FY17 FY18 FY19 LOSSES
Actual Pending as % of LOSSES Target Target
Target LOSSES Actual + O4-O6 FY20 O4-O6 FY20
Average Losses Losses Planned
Pendings Prom Plan Prom Plan
FY losses
& O1-O3 & O1-O3
2010-2018
9-YR Av 9-YR Av

CAPT 5 7 9 7 9 4 4 7 7 10 7 CAPT 0 11 110% 11 10 7

CDR 7 11 7 13 10 9 11 6 12 8 10 CDR 1 8 113% 9 8 9
LCDR 8 11 14 6 7 10 7 11 9 10 9 LCDR 1 9 100% 10 10 9
LT 7 11 8 13 8 9 5 8 8 9 9 LT 1 8 100% 9 9 9
LTJG 1 1 0 1 1 0 1 1 0 1 1 LTJG 0 0 0% 0 1 1
ENS 0 0 0 0 0 0 0 0 0 0 0 ENS 0 0 NA 0 0 0
TOTAL 28 41 38 40 35 32 28 33 36 38 35 TOTAL 3 36 103% 39 38 35
45

40
39 39
38
35
35
33 33
30
30
26 30
25 28
25
26
24 24
20
16
15 18
15 17
11
13
10
12
8
5
3
2
OCT NOV DEC JAN FEB MAR APR MAY JUN JUL AUG SEP
Control Grades Target Control Grades Exec/Pend All Grades Target All Grades Exec/Pend
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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).

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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 protégé, the CCA profile
worksheet will be emailed to the HR community management shop at
HR_CCA_PROFILES@NAVY.MIL 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).
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BUPERS 3

LCDR Jason Grose

SELRES/FTS

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BUPERS 3
FTS HR Career Path

HR EXPERIENCE HR ADV EXPERIENCE DEVELOPMENT, SENIOR OFFICER

DEVELOPMENT & LEADERSHIP PROFICIENCY & LEADERSHIP DEVELOPMENT, PROFICIENCY & LEADERSHIP
HR COMMUNITY INVOLVEMENT HR COMMUNITY INVOLVEMENT HR COMMUNITY INVOLVEMENT
LCDR LEADERSHIP CDR LEADERSHIP CAPT LEADERSHIP
DIVO DH
MILESTONE MILESTONE MILESTONE
(FLEET OR HR) (FLEET OR HR)
STAFF TOURS STAFF TOURS STAFF TOURS
NRD CO HR Screen Boards RCC
O6 NOSC CO Screen
O4-O5 NOSC CO Screen Boards
Screen Board Board
FTS Transfer Board

O4 SB O5 SB O6 SB
0 2 4 6 8 10 12 14 16 18 20 22 24 26 28
Typical Billets

DH/DIVO/OIC/Staff Tour NOSC CO NOSC CO RCC CMD

NOSC/Reserve Management Tour Milestone Tour
In-Residence Graduate Education (NPS) Reserve Major Staff Tour
Service College (JPME I) Reserve Management Tour
IA/GSA/OCO Operational Support Officer
Graduate Education
Service College (JPME I)
NRD CO NOSC CO
Milestone Tour Milestone Tour
Reserve Major Staff Tour Reserve Major Staff Tour
Reserve Management Tour Reserve Management Tour
Operational Support Officer Operational Support Officer
Service College
(JPME II/JCWS-H)

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.
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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)
 Master’s 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)
 Master’s 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
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BUPERS 3
FTS HR (1207)
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
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BUPERS 3
SELRES HR Career Path

HR EXPERIENCE HR ADV EXPERIENCE DEVELOPMENT, SENIOR OFFICER

DEVELOPMENT & LEADERSHIP PROFICIENCY & LEADERSHIP DEVELOPMENT, PROFICIENCY & LEADERSHIP
HR COMMUNITY INVOLVEMENT HR COMMUNITY INVOLVEMENT HR COMMUNITY INVOLVEMENT
CDR LEADERSHIP/ CAPT LEADERSHIP/
DIVO DH LCDR LEADERSHIP/
MILESTONE/ MILESTONE/
(FLEET OR HR) (FLEET OR HR) STAFF TOURS
STAFF TOURS STAFF TOURS
CDR Milestone CAPT Milestone
Screen Screen

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

Develop Core Competency Areas: Development, Management, Recruiting, Requirements

CO/XO and Milestone

screening for CDRs and
CAPTs occurs via APPLY
Board
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BUPERS 3
SELRES 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 leadership tours or
during periods of active duty such as mobilization, ADSW, or recall
 Attainment of command qualification and screening (2N1)
 Master’s 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)
 Master’s degree, preferably in an HR-related field
 Professional Certification including PHR, SPHR, GPHR, CPT, CPLP, CDFM, CDFM-A,
CISSP, and GSLC
 JQO Progression

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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
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BUPERS 3

Backup Slides

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HR
HR Control GradeGrade
(1200) Control Losses Snapshot
Losses Snapshot
(Nov 2018)
BUPERS 3 (Nov 2018)
35 14
30 30 CAPT
30
Control Grade 12
26 11 11
24 24 28 10
25 10 9 9
20 18 8
17 6 6 10
15 6
12 13
4
10 4
8 3
5 2
2 Control Grades Target Control Grades Exec/Pend CAPT Target CAPT Exec/Pend
1
OCT NOV DEC JAN FEB MAR APR MAY JUN JUL AUG SEP OCT NOV DEC JAN FEB MAR APR MAY JUN JUL AUG SEP

10 12
9 9
9 CDR LCDR 10 10 10 10
10
8 10 9
8 10
7 8
8 7
6 7
6
5 6
5 5 5
4
3 4
2 3 3
2
1 2 2 2
1 1
CDR Target CDR Exec/Pend LCDR Target LCDR Exec/Pend

OCT NOV DEC JAN FEB MAR APR MAY JUN JUL AUG SEP OCT NOV DEC JAN FEB MAR APR MAY JUN JUL AUG SEP
NAVY Officer Demographics
BUPERS 3 Comparison
Navy Human Resources Community (1200)
Racial Comparison
1% 1% 2%
Ethnic Comparison
100% 100%
4% 5% 4% 8%
4% 4% 10% 18%
5% 7%
5%
8% 6% 80%
80%
17%
60%
60% 92% 90% Hispanic
40% 82%
Non-Hispanic
40% 82% 20%
78%
68%
0%
20% USN Officer Force HR Officer Force National Labor
Force Community
Counterparts
0% Gender Comparison
USN Officer Force HR Officer Force National Labor Force 100%
Community 19%
80% 39% 49%
White Counterparts
60%
African American
• USN Data: NOPPS & OAIS,
Asian 30SEP18.
40% 81% Female
61% 51%
Multiple Races/Other • National Labor Force Data: Census 20% Male
Decline to Respond Bureau, Including Race/Ethnicity
and Gender data, 01JUL16. 0%
American Indian/Alaskan Native USN Officer Force HR Officer Force National Labor Force
Native Hawaiian/Pacific Islander Community
Counterparts
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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.

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BUPERS 3 Promotion Stats - LCDR

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BUPERS 3 Promotion Stats - CDR

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BUPERS 3 Promotion Stats - CAPT

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