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Navy Total Force(Manpower, Personnel, Training and Education)
FLTCM(SS/SW/AW/PJ) Michael J. McCalipFleet Master Chief
3 April 2009
Unclassified
2
New missions • Riverine Warfare, Humanitarian Assistance, GWOT Support
Increased emphasis on old missions • Security cooperation, maritime interdiction
Increased sphere of engagement• More places simultaneously• Different operating environments (blue/green/brown water)• Emerging peer competitors
More platforms and fewer Sailors• Optimal manning – no “excess” capacity• New skill combinations = new training approaches
Changing marketplace• Changes in demographic mix• Impact of multiple generations in the workforce
A Changing Navy
It’s a different Navy...not just a smaller Navy
3
Total Force Challenges
Delivering FIT with the Total Force
Pulling out of the manpower glideslope while facing…
• New missions and a changing force structure mix
• An enduring augmentee requirement
• Rising personnel costs
Recognize demographic changes and…
• Reflect diversity
• Address generational value-shifts
• Answer demand for increased learning and development
306,000
311,000
316,000
321,000
326,000
331,000
336,000 FY08 E/S 332,228
FY09 NDAA 326,323
11-Feb 18-Feb 25-Feb331,546 331,676 332,060
February Weekly Strength Summary
FY09 Active Navy Strength Weekly Tracking
Legend FY09 PRESBUD PLAN FY09 Weekly Actuals
FY09 NDAA FY09 OPLAN
SepAugJulJunMayAprMar
JanDecNovOctSep Feb
FY09 OPLAN 329,042
CNO, this week we have 399,408 military (332,060 AC, 11,545 FTS, and 55,803 SELRES) and 185,804 civilians (183,360 Appropriated Fund employees and 2,444 Foreign National Direct hires). There are 5,134 reservists activated for the GWOT. 6,280 Active Component are on IA assignments. Our recruiting posture for the month of February is 3,070 (shipped and DEP) against a goal of 3,023. We currently have 18,779 in our out-month DEP against a remaining goal of 23,211 (81%) .
Data as of 25 Feb 2009
5
62,500
63,500
64,500
65,500
66,500
67,500
68,500
69,500
70,500
71,500
FY08 E/S 68,136
FY09 NDAA 66,700
11-Feb 18-Feb 25-Feb67,362 67,306 67,348
February Weekly Strength Summary
FY09 Reserve Navy Strength Weekly Tracking
Legend FY09 PRESBUD PLAN FY09 Weekly Actuals
FY09 NDAA FY09 OPLAN
SepAugJulJunMayAprMarJanDecNovOctSep Feb
FY09 OPLAN 66,000
6
Retention Reenlistment Rate vs Unemployment
51.6%
60.3% 59.1%
51.0%
53.4%
60.4%
51.7%
46.0%
50.8%
59.0%63.4%
70.0%
74.6%76.5%
66.3%
63.5%
58.8%57.7%
59.8%
66.0%
83.5%85.3%
87.6%86.2%
86.8% 85.7%
82.1% 81.8%80.0% 84.0%
4.0%
4.7%
5.8% 6.0%5.5%
5.1%
4.6% 4.6%
5.3%
7.6%
45%
55%
65%
75%
85%
95%
FY 00 FY 01 FY 02 FY 03 FY 04 FY 05 FY 06 FY 07 FY 08 Jan FY09
Re
en
lis
tme
nt
Ra
te(1
2-m
on
th c
um
ula
tiv
e)
0.0%
2.0%
4.0%
6.0%
8.0%
Un
em
plo
ym
en
t R
ate
Zone A Zone B Zone C Unemployment Rate (Bureau of Labor Statistics)
There is a moderate to strong positive correlation between unemployment rate and reenlistment rates
7
Attrition Statistics
8.08%7.76%
8.51% 8.40%
7.14%
8.99%
1.59% 1.67%
2.73% 2.79%2.44%
2.17%
0.79% 0.89%
1.57%2.06%
1.52%1.24%
0%
2%
4%
6%
8%
10%
FY04 FY05 FY06 FY07 FY08 FY09 Q1
Att
riti
on
Ra
te
Zone A (<6) Zone B (6-10) Zone C (10-14)
8
FILL FIT
The Keys to Transition
Sizing Shaping Stabilizing
The right numberof billets
The right type of individuals available to fill billets
A personnel system that proactively addresses
changing demands
FIT is about delivering the right person in the rightposition at the right time at the best cost
Platform-centricA Sailor in every billet
Capability-drivenRight person, right position
FIT Transformation
9
Navy Augmentation ImpactEnd Strength (ES)
• Civil Affairs• Provincial Reconstruction• Training Teams• Detainee Operations• Customs Inspection
• IED and Combat Support• MP/Master-at-Arms
• NMCB (“SeaBees”)• Airlift Support• Cargo Handling• Maritime & Port Security• Medical/USMC Support
• Base Operations• Medical Support• Intelligence• JTF/COCOM Staff Support
Temporary4,400
Adaptive Core2,700
Core7,000
Capabilities
7,100
*Includes OIF, OEF and other global requirements, as well as estimated required training “tail.”
Sea Billet Breakdown
Category Subcategory IA Count
CV/CVN 552LHD / LSD / LPD / LHA 320
Ships DDG 278Submarines SSN / SSBN / SSGN 40Carriers CG 146
FFG 168OTHER 16
Subtotal 1,520
Fixed Wing Squadrons 179Helo Squadrons 124Patrol Squadrons 43
Subtotal 346
Staff 142Construction Battallions 47Naval Operations Centers 38Special Boat Squadrons 0Info/Operations Commands 66EOD 6General Duty / Miscellaneous 122
Subtotal 421Total 2,287
Shore Billet Breakdown
Category IA Count
Health Care 1,431Training 531Base Operations 610Maintenance 350Headquarters 275ATFP 405Intelligence 105Joint 21NIOC 140BISOG 4Miscellaneous 926
Aviation Squadrons
Other Sea Duty
Sea Billet Breakdown
Category Subcategory IA Count
CV/CVN 552LHD / LSD / LPD / LHA 320
FFG 168
Subtotal 1,520
Fixed Wing Squadrons 179Helo Squadrons 124
Subtotal 346
Staff 142Construction Battallions 47Naval Operations Centers 38Special Boat Squadrons 0Info/Operations Commands 66EOD 6
Subtotal 421
Shore Billet Breakdown
Category IA Count
Health Care 1,431Training 531Base Operations 610Maintenance 350Headquarters 275ATFP 405Intelligence 105Joint 21NIOC 140BISOG 4Miscellaneous 926Total 4,798
Impact on sea billets
Impact on shore billets
Data as of September 2008 Growth in OEF additional
10
GSA Detailing
Shift to GSA deployments• Sep 08 29% Officer, 22% Enlisted on GSA (24% total)
• Jun 09 53% Officer, 59% Enlisted on GSA (57% total)
CFFC as IA executive agent• N1 – policy, reporting, and oversight
• USFF – execution and enforcement
Policy incentives• Advancement points
• Exam flexibility
The goal: stable and predictable GWOT assignments
11
Principles
Retain our best Sailors with the right skill mix
• Target incentives to critical skills ratings
• Keep a balanced force – seniority, experience, and skill sets matched to requirements
• Focus on performance – retain and safeguard careers of top performers
Continue to attract and recruit our Nation's brightest
• Continue our efforts as a "Top 50" Company – remain brilliant at the basics
Continue to use FIT as our primary metric
Stability and predictability to support Fleet readiness
12
BoomersBoomers Generation XGeneration X MillennialsMillennials
IdealisticChampions of social causes; seek to change their world
IndividualisticNon-conformists; 63% aspire to be different than other people
Self-Completing61% feel they need to know themselves better
AcquisitiveOften believe the more they give away or let get away, the less special they are
Media ConsumptionPassive
CynicalShaped by divorce, recession, commercial hype, & morally suspicious social leaders
Independent/PragmaticTake it upon themselves to plan, analyze and make solid decisions-always hedging
Entrepreneurial57% take what they can get in life
DiverseSocial choices reflect consumption pattern
Media ConsumptionSelective
OptimisticProducts of their close relationships with parents and extended families
InterdependentRecord number choosing to join large institutions and government agencies in search of team work and protection against risk.
Balanced#1 goal: balance personal & professional life.
Sense of UrgencyWant responsibility quickly, need short-term goals
Media ConsumptionMulti-source
2% of Navy
2% of Navy
55% of Navy
55% of Navy
43% of Navy
43% of Navy
“It’s not just a job. It’s an adventure!” “Accelerate your life!”“Go with the Bold Ones!”
Generational Value-Shifts
13
Task Force Life Work
TOP 50 COMPANIES KNOW: WHAT WE’RE DOING:
10 Days Paternity Leave
Operational Flex. for Parenting
Career Intermission Program
Social Enterprise Fellowships
Flexible Work Schedules
Virtual Command
Parenting is a PriorityParenting is a Priority
Flexibility is the KeyFlexibility is the Key
Demand for BalanceDemand for Balance