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OPNAV Office of Diversity and Inclusion (N134)
19 November 2014
Life-Work Balance
Organizational Impact Players
Task Force Life-Work (2006-2008)
Addressing the Issue Today
Tools to Help Sailors Balance Life and Work
Recent Command-level Initiatives
Wrap Up
2
Agenda
Life-Work Balance Organizational Impact Players
3
N13Military Personnel
Plans & Policy
N1Manpower, Personnel, Training & Education
N134 Diversity & Inclusion
Naval Installations CommandN17
21st Century Sailor
Fleet CDR
TYCOM
Wing / Strike Group
CNO
- 79 Fleet & Family Support Sites- 76 Liberty Centers- 115 Fitness Centers- 131 Child Development Centers- 79 Chapels- Parenthood Policies
- Career Intermission Program
- CSADD- Exceptional Family Member- SAPR- Suicide Prevention- Total Sailor Fitness- Transition Assistance
YOU
Squadron / Ship
N134 Overview
4
MissionProvide strategic planning and policy guidance directed at attracting, recruiting, developing, and retaining a
high-quality, technically-proficient, diverse workforce to maximize our warfighting capability.
Major Functions and ProjectsWomen’s Policy Plans & Policy Engagement
• Generates and manages instructions for Assignment and Embarkation of Women, Pregnancy and Parenthood
• Developed and coordinates Navy's Integration Plan for positions previously closed to women
• Facilitates professional development through conferences for Navy servicewomen
• Tracks statistics for Officer and Enlisted women recruiting and retention
• Tracks and analyzes trends in diversity recruiting and retention efforts
• Coordinates Navy diversity and STEM diversity efforts with ODMEO and other uniformed services
• Supports CNO’s accountability reviews / Community Self Assessments
• Organizes bi-yearly Diversity Policy Review Board
• Manages Life-Work balance efforts: (i.e. CIP)
• Tracks all Navy Diversity outreach/inreach efforts
• Manages Navy Diversity Resourcing Plan and Guiding Principles on resource allocation and spending
• Organizes and promulgates DoN conference schedule and budgeting requirements
• Liaisons with the Fleet on institutionalizing diversity efforts to track and gain greater Return on Investment.
Focus on Life-Work BalanceTask Force Life-Work 2006-2008
5
(n=5797) Enlisted Officers
AgreeNeutral Answer Disagree Agree
Neutral Answer Disagree
My career gets in the way of maintaining a personal life.
45% 27% 25% 42% 22% 36%
My career causes a significant amount of separation from family.
65% 18% 16% 63% 17% 20%
Source: 2007-2008 NPRST Navy-wide Personnel Survey. Comparable data from 2006, 2007 NPRST Personnel Quick Polls .
Despite Overall Job Satisfaction, Life-Work Balance Issues Existed
(n=5797) Enlisted Officers
Satisfied
Neither Satisfied or Dissatisfied
Not Satisfied Satisfied
Neither Satisfied or Dissatisfied
Not Satisfied
How satisfied are you with the Navy?
59% 16% 25% 73% 11% 16%
Task Force Life-Work (TFLW) 2007
6
Solicited 11,000+ Sailors worldwide on ideas and recommendations to improve Life-Work Balance
Asked: “What can the Navy do to remain your employer of choice?”
Quality of Life desires Identified:
1. Geographic Stability
2. Alternative Work Options
3. Parenthood Support
Navy Policy Initiatives
7
Geographic Stability
Alternative Work Options
Parenthood Support
PARENTHOOD SUPPORT: 10 days Paternity Leave
21 days Adoption Leave
Partially Funded In Vitro Fertilization program
12 mo. Operational Deferment for new mothers
4 mo. Operational Deferment for an adopting military parent
ALTERNATIVE WORK OPTIONS: Compressed/Flexible Work Schedules
Career Intermission Program
Military Telework Instruction
GEOGRAPHIC STABILITY: Detailing process adjustment Promotion board precepts highlight ‘stability’ as career
enhancing
TFLW QUALITY OF LIFE ISSUES IDENTIFIED
Influencers to Leave the Navy 2012
Men
Impact of Navy career on spouse/family 61% 48% Work/Personal Life Balance 48% 48% Impact of Navy career on ability to have a family 45% 47%
Women
Impact of Navy career on ability to have a family 67% 60%
Impact of Navy career on spouse/family 67% 53%
Work/Personal Life Balance 63% 52%
3
2012 Pregnancy and Parenthood Surveyed 5,138 Sailors and indicated factors that influence their decision to leave the Navy• 2,001 Officers and 3,137 Enlisted
Selected as Influence to LeaveOfficers Enlisted
Selected as Influence to LeaveOfficers Enlisted
Top 3 factors same for Officers and Enlisted, Male and Female
Today’s NavyActive Duty + Selected Reserve
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Many different groups…Many different needs
Source: Report Generated by DMDC; data as of 30 SEP 2014. EFM data (Active only) as of SEP 2014
18,006Sailors in a Dual-Military
Marriage
153,281 Parent Sailors
1,844 Navy Adult Dependents*
161,284 Single Sailors
* non-spouse
20,026 Single-parent Sailors
181,537 Sailors married to non-military
302,766 Navy Children
199,543 Married Sailors
14,415 EFM Sponsors
17,352 EFMs
Total Navy:380,853
Addressing the Issue
10
To be successful is to “Be Ready”
Sailor-FamilySupport
Programs
Re-Educate Leaders
Life-Work BalanceSuccess
Command-led Initiatives
Military Personnel
PolicyShare Best Practices
Advertise Success
Influencing Quality of Service
Quality of Life
+
Quality of Work
=
Quality of Service
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- Training for job assigned- Tools / Hardware to complete mission- Trained Leaders
Quality of Service leads to retention
- Pay- Leave- Education opportunities- Time at home - Access to quality health care- Sense of financial security
Solutions for Today and Tomorrow
Our competitors to recruit top talent:
Our competitors to retain top performers:
Bank of America MasterCard Nokia
Allstate Insurance Yahoo! Motorola
Johnson & Johnson Volvo Intel
General Electric Google Deloitte
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Need to meet the needs of the force, both present and future!
Sources: Working Mother Magazine, 2014 Best Companies List; Forbes.com Top 25 Companies for Work-Life Balance 2014
What Industry is Doing
Parenthood:
• Paid Leave for Mothers, Fathers and Adoptive Parents
Child Care:
• Backup Child Care
• Sick Child Care
Wellness Training
• Physical / Health
• Financial
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What Industry is Doing
Flexibility
• Flexible Work Arrangements: Flexible and/or Compressed Schedules
• Telework
• Sabbatical Program
Leaders
• General Leadership Training
• Managers rewarded for helping employees manage life-work concerns
• Trained to manage flexible work arrangements
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Work Flexibility ToolsTools to Help Sailors Balance Life and Work
PT Opportunities During Work
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Different tools in order to meet different needs
Compressed Work Schedules
Flexible Working Hours Telework
No paperwork needed! Promoting a culture of fitness at work Health/Wellness = employee benefits Just now being offered by industry
• But most industry employers do not mandate fitness standards
Work longer on most days to get a break on one day
Regularly occurring (i.e. Formally scheduled) Constraint: balancing individual vs. the group
• Sometimes you need all hands on deck
Constraint: balancing the group vs. the mission
Start / End Times vary to meet needs of Sailor
Everyone works the same # of hours, just at different times
Regularly occurring (i.e. Formally scheduled) Constraint: unit-specific evaluations /
training can only happen at certain times Constraint: balancing the group vs. the
mission
Work from home via laptop and NMCI connection
Requirements: NIPR only, supervisor approval, work that can be accomplished away from the workplace—office work
Benefits: allows for focused effort without office interruptions, saves commute time
Why? Evals, Awards, Internet Research, reading studies/reports
Program Benefits Participants
Influencers to Leave Navy Reasons for Applications
Career Intermission Program
Allows eligible Sailors to leave Active Duty for up to 3 years
Retain Active Duty health and dental care Receive Monthly stipend pay PCS move to location of choice Return to Active Duty to continue career path
75 Participants (30 Officers, 45 Enlisted) • 32 participants have returned • 31 are on sabbatical• 12 are approved but awaiting sabbatical
44% / 55% Men and Women Across URL, RL & Staff communities Mixture of Operational & Support Ratings
To complete bachelors/masters degree Starting a family while on different career
timeline as military spouse To be stay at home dad while spouse on
surgical residency rotation at Yale Single mother with EFM child in need of several
critical surgeries Medical/humanitarian volunteer work
Impact of Navy career on ability to have a family Impact of Navy career on spouse/family Work/Personal Life Balance Geographic stability Length of sea tour/OPTEMPO Availability of childcare
16
More information is on the NPC-BUPERS website
Sea DutyCommand-level Initiatives
Underway/Deployed: Preserve 1 day per week at Sea of Holiday
Routine / No-Fly Day
• Allows more rest time for Sailors to exercise, study, call/email family
Ashore: USS DDG conducts “Fun Day Fridays”
• Physical Training from 1100-1200, Liberty Call at 1200
• Allows for exercise to be completed at work vice Sailors’ free time
• Allows for Sailors to get a head start on weekend
USS LSD conducts “Career Enhancement Seminars”
• Crew members from different backgrounds (LDO, STA-21, ROTC, CPOs)
telling their professional growth stories and how they achieved personal
goals 17
AshoreCommand-level Initiatives
Free child play area at 37 MWR Athletic Facilities
• Parents can bring their kids in while they work out
Telework used on a regular basis:
• OPNAV N1 / CNP (Washington, D.C. & Millington)
• JAG
• CNIC
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LIFE
WORK
LIFE
WORK
Balance: A Constant IssueSummary
19
CAREER
Regardless of duty assignment, command leadership is needed to facilitate balance for Sailors
SHORE DUTY
SEADUTY
What about pre-deployment work-ups vs. post-deployment maintenance?
The 21st Century Sailor Initiative
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The Navy will continue to focus on balancing Life and Work
The Honorable Ray MabusSecretary of the Navy
“We want to provide our Sailors and families with the tools needed to face the challenges of the 21st Century and to help Sailors preserve the skills and talents they bring to the fight.”
