Sailor of 2025 Initiatives

Fleet Synch
22 April 2015

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Preparing for the Sailor of 2025

Time for a New Approach

Why Now?
Industrial Personnel System
Up or Out Wait your turn
Rigid career path
Quantity over Quality

The Sailor of 2025

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

An Opportunity to Act Now

Health of force, good and
improving
High retention and quality of new
Sailors
Stable environment
BCA/BBA/Sequestration
Increasing costs of manpower

Unclassified

PSM Lead RDML Steindl

EC Lead RADM Roegge
RRL Lead RADM White

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Modernized Personnel System

Industrial and Centralized

Agile and Transparent

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 reward
talent

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Learning Vision
Continuous learning across the Sailors career that results in increased Fleet
readiness and provides more efficient and affordable solutions

Modular
Ready, Relevant

Learning Alignment
Aligned across all
Stakeholders

Progressive

Adaptive

Mobile

Responsive IT

Learning Continuum
Training in DEP
Specialty Schools

Integrated capability

Progressive NEC

Tracks Sailor progression

Tailored solutions

Linked to evaluations

Multiple learning modes

Distance, Avatar, YouTube,
Serious games

Common solutions

Adaptive assessments

Coordinates reuse,
repurpose of content

Dashboards at multiple
levels ISIC, Command,
Sailor

Single source oversight

Distributed

Remote access
Integrated Values training

Preparing for the Sailor of 2025

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Enriched Culture

Unclassified

Enduring Values

Evolving Expectations

Command Prerogative
Opportunity & Achievement
Navy Family
Teamwork/Unit Performance

Empowerment and Trust

Diverse and Inclusive
Family Balance
Resilience, Health, Fitness

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FY15 Actions
Pillar
Personnel System
Modernization

Ready, Relevant Learning

Enriched Culture

Unclassified

Specific Actions

Propose expansion of CIP eligibility to include increased quotas and easing MSR/CSRB
restrictions

Propose CIP programmatic changes to include additional options with varying

compensation and obligated service

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

merit

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

Establish working group to consider revisions to the performance evaluation system

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
Pillar
Personnel System
Modernization

Ready, Relevant Learning

Enriched Culture

Unclassified

Specific Actions

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 be

independent 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 promotion

consideration (YG reset)

Pilot initial rate skills training in DEP for 6 ratings, fully utilizing vocational training
and 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

Pillar
Personnel System
Modernization

Ready, Relevant Learning

Specific Actions

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

Pilot increased TYCOM involvement to identify top-performers opportunity of

EARLY promotion

Consider increasing the number of available CIVINS quotas for TYCOM

distribution

Pilot monetized service selection at USNA to incentivize top talent

Implement JOIN interest inventory in the recruiting process

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

Begin transition of enlisted ratings to a modularized learning continuum increasing

fleet time and Operational manning

Enriched Culture

Unclassified

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 of

modern lifestyles

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

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Legislative Proposals
Expansion of CIP Authorities NDAA16
Promotion List Re-ordering NDAA17 (Drafted)
CIP Program Changes <options> NDAA18 (Drafted)
Expanded Maternity Leave NDAA18
Promotion Consideration (YG Reset) NDAA17 (Drafted)
Improved Promotion Flexibility NDAA17 (Drafted)
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Way-Ahead

Identify Fleet, TYCOM, & Resource Sponsor POCs

o Establish coordination with OPNAV N1 POCs
o Ensure fleet input and enable visibility

Sailor 2025 Brief to CNO

o 30 April - CNO visit to Millington

Ready, Relevant Learning Brief to CEB

o 26 May CNP & CNETC Brief 3-stars on Learning Continuum

Align Sailor 2025 with other innovation efforts

o
o
o
o
o

SecDef : Force of the Future

SecNav: Task Force Innovation
CNO: Strategic Studies Group
CNP: Business Executives for National Security
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 Continuum

Sailor of 2025

Agile and tailored billet based learning, Increased Fleet Time

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Path Forward
Modernization for 2025
Personnel System Modernization, Enriched Culture and Ready, Relevant Learning
Recruit, Develop, Reward, and Retain our Human Capital Investment to Properly Man the Fleet

Personnel System Modernization

Enriched Culture

Piloting Distribution Marketplace HR Lateral Transfers in FY16

Increased Command Advancement and BZ promotions in FY6
Performance Evaluation Changes Tailored Compensation
O5/O6 Retention Gate Reviews - Resignation Changes - Accel Seps
Retain top performers and maximize selection opportunity without
exceeding controls

Expansion of CIP Authorities NDAA16

Promotion List Reordering NDAA 17
CIP Program Changes (Options Menu) NDAA 18
Flexible Promotion Authority NDAA 17

Promotion,
Advancement,
Recruiting &
Retention

Legislative
Proposals

Increased Female Accessions (25%) Targeted STEM Recruiting

Revising Spouse Co-Location Policy FY15
Drafting Multi-Service Co-Location Policy for FY16 OSD Submission
Pilot Increased Childcare, Longer Fitness Hours in FY15
Revised Physical Fitness Policies for FY16
Revised Affinity Group Policies
Reduced RTC Attrition Lower by 2% in FY16

YG Reset NDAA 17
Expanded Maternity Leave NDAA 18

Ready, Relevant Learning

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

Learning
Continuum

Pilot Training in DEP with 6 Ratings in FY16

Begin Content Reengineering FY17
Transition All Ratings to Block Learning Construct FY18

Moving from Strategic to Tactical

PSM Lead RDML Steindl
EC Lead RADM Roegge
RRL Lead RADM White

Pillar Leads
Assigned
Initiatives Identified
and Approved

Unclassified

Working Groups
Initiative Leads
Created
Assigned

Implement or
Progress Tracked Eliminate
and Drumbeat
Developed

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Personnel System Modernization Tasks

Authority

Resourcing
Anticipated

Ensure that all CAP quotas are used. Develop a process allowing commanders to surrender unused
quotas 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 greater
authorities to advance Sailors in paygrades E1-E6. (N13)

CNP

No

SECNAV

No

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

Pilot the distribution of 30 CIVINS graduate education quotas to the URL TYCOMs to recognize
community talent at the junior officer levels. (N12)

CNP

Develop a process to coordinate with local commanders to solicit and adjudicate distribution of
CIVINS graduate education quotas. (N12)
Develop proposed statutory promotion board precept language (O4-O6) to emphasize value of
CIVINS graduate education opportunities. (PERS-00J)

Initiative

Develop proposed statutory promotion board precept language (O4-O6) to identify talented officers
for promotion independent of zone and timing. (PERS-00J)

OPNAV N1

NPC

NETC

NRC

OPNAV RS

ECD

OCT18

OCT 15

OCT16

No

DEC15

CNP

No

DEC16

SECNAV

No

OCT15

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

LAW

Yes

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 payback
options. (N13)

LAW

Yes

OCT16

Reduce barriers between active and reserve billets allowing Sailors to serve interchangeably, and
continue 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

Evaluate revisions to the performance evaluation system. (PERS-3)

CNP

No

Propose tailored compensation recommendations that may be tied to a more robust performance
evaluation system. (BUPERS-3)

CNP

No

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

CNP

Unclassified

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Yes

APR15

OCT15

OCT16

OCT15

DEC15

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Personnel System Modernization Tasks

Authority

Resourcing
Anticipated

Improve accession talent matching (ex. JOIN)

CNP

Yes

Evaluate the establishment of O5/O6 performance gates. (N13)

LAW

Yes

OCT17

SECNAV

No

OCT16

Evaluate the feasibility of MPN/RPN merge. (N10)

CNO

No

Establish an online detailing marketplace for all Sailors. (PERS-4)

CNP

Yes

SECNAV

No

Revise officer unqualified resignation policies to speed separation

CNP

Evaluate feasibility of shorter senior enlisted sea tours. (N12)

Initiative

Evaluate the feasibility of shifting to milestone promotions. (N13)

Streamline separations process with consideration to delegating separation authority to the lowest
level possible. (PERS-8)

Expand frocking opportunity. (N13)

Unclassified

OPNAV N1

NPC

NETC

NRC

OPNAV RS

ECD
OCT17

OCT16

OCT18

OCT16

No

DEC15

CNP

Yes

DEC15

SECNAV

No

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OCT16

Unclassified

Enriched Culture Tasks

Authority

Resourcing
Anticipated

CNP

Yes

CNP

No

CNP

No

CNP

Yes

CNP

Yes

CNP

No

OCT15

Pilot a new policy that provides viable career options to eventually eliminate geo-bachelor tour
decisions by families. (PERS-4)

CNP

No

OCT 16

Develop a draft multi-service 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-long
productivity. (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

OCT15

Create a resourcing plan which provides ready replacements for pregnant service members on
deploying units. (N12)

CNP

Yes

Pilot family-friendly services in two fleet concentration areas aimed specifically at better
supporting 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

Initiative
Increase female enlisted accessions to at least 25% with emphasis on under-represented ratings.
Pilot a program that improves ability to harvest female talent in STEM programs from high school
and 2/4 year collegiate programs.
Create a plan for USNA and NROTC accessions to increase female accessions in technical fields.
(N12)
Pilot talent-based service selection program at USNA which monetizes options and maximizes
officer potential. (N12)
Work with TYCOMs to complete necessary ship alterations to achieve greater gender-neutral
berthing on all surface ships. (N13)
Update dual-military co-location policy to ensure equal career progression and opportunity.
(PERS-4)

Unclassified

OPNAV N1

NPC

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NETC

NRC

OPNAV RS

ECD

OCT15

OCT15

SEP16
OCT16

DEC24

SEP16

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Enriched Culture Tasks

Authority

Resourcing
Anticipated

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

LAW

Yes

OCT18

Coordinate new policies to improve affinity group efforts 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

Understand they why behind retention through Career Viewpoint Survey analysis and exit
interviews. (N13)

CNP

Yes

Include performance and berthing visibility in BBD. (PERS-4)

CNP

Yes

Examine operational deferment for all new parents. (N13)

CNP

Yes

Reduce RTC attrition by 2%. (NETC)

CNP

No

Initiative

Unclassified

OPNAV N1

NPC

NETC

NRC

ECD

OCT16
OCT17

OCT18

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OPNAV RS

OCT16

OCT16

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Ready, Relevant Learning

Authority

Resourcing
Anticipated

Expand full-time education opportunities

CNP

No

Develop demonstration videos to enhance learning, and explore hosting venues for videos

CNP

No

Load Serious Games onto eSailor devices and research knowledge transfer

CNP

No

Fully mature eSailor into an electronic performance device

CNP

Yes

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

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

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

CNP

Yes

DEP Training Pilot with AC Sailors

CNP

No

Phased DEP Training Pilots

CNP

Yes

Conduct Phased Content Reengineering

CNP

Yes

Develop Block Learning Modules Leading to Continuum of Learning

CNP

Yes

Establish Block Learning Administration

CNP

Yes

JUL17

Develop Learning Management System for Learning Continuum

CNP

Yes

SEP19

Initiative

Unclassified

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OPNAV
N1

NPC

NETC

OPNAV
RS

CNRC

ECD
OCT18

OCT15

JUN15

OCT 18

SEP17

OCT 17

SEP16
SEP15

Varies

Varies

JUL17