The Chief of Naval Personnel visited Navy Personnel Command Oct. 24-25 and spoke about his imaginative and prescient for the way forward for what he calls the Navy’s “most precious weapon system” – its Sailors.
Vice Adm. Rick Cheeseman described the MyNavy HR Strategic Design to audiences throughout two All Arms Calls on the Naval Assist Exercise Mid-South Convention Heart.
At its core, he stated, is the mission.
“What are we about? It comes down to 2 phrases: personnel readiness,” he stated.
Cheeseman stated with personnel readiness because the mission, all efforts throughout the MyNavy HR enterprise result in his imaginative and prescient of what he calls “mission-focused Sailors.”
This imaginative and prescient, he stated, has as its basis:
– Regular, efficient recruitment and coaching
– An inclusive Navy tradition that helps adaptive and resilient Sailors and households
– Sailor-informed, clear, data-driven expertise administration
The pillars themselves are targeted on very particular initiatives:
I. Ship Billet-Primarily based Development
Cheeseman stated closing gaps at sea is a precedence. On the similar time, he acknowledges the challenges of matching Sailors to billets applicable to their paygrades. That’s the place billet-based development is available in.
“That is the whole merging of our distribution and our development system,” he stated.
Initiatives such because the Detailing Market Task Coverage, Command Advance-to-Place, Advance-to-Place packages, and the Senior Enlisted Development to Place pilot, together with coming adjustments to the Senior Enlisted Market, are anticipated to appropriate systemic misalignment between the Navy’s enlisted development and personnel distribution processes.
Yearly, the Navy advances 1000’s of Sailors however doesn’t instantly transfer these Sailors into positions that match their new paygrade as a result of impacts to dropping instructions.
Billet-based developments are anticipated to scale back inefficiencies and get rid of crucial gaps, whereas providing each financial and non-monetary incentives to Sailors. It additionally provides Sailors extra management over their careers and everlasting change of station strikes to incorporate elevated flexibility, transparency, and geographic stability in profession selections.
Cheeseman envisions a future the place billet-based development turns into the usual mechanism for all enlisted Sailors via journeyman and supervisory paybands (E5-E9) to achieve the following larger paygrade.
“Reworking the Navy enlisted development and distribution processes into a sturdy, billet-based market decreases billet gaps and will increase Fleet readiness to make sure the proper Sailor, with the proper abilities, is in the proper billet to fulfill the mission,” he stated.
II. Ship Prepared Related Studying
The Navy is in a struggle for expertise, Cheeseman famous.
“We’re targeted on how we recruit, prepare, and educate our Nation’s finest,” he stated. “We should have Sailors who’re expert combat-ready warfighters, each disciplined and hard.”
The reply: Prepared Related Studying.
“It’s a career-long studying continuum for each Sailor in our Navy,” Cheeseman stated. “Suppose officer profession paths; each officer can let you know precisely what their profession path is. We’re attempting to do the identical factor for enlisted scores. If we try this…then you definitely’re delivering that coaching to the purpose of want. We additionally need to ship this content material sooner and ensure it’s related to the Fleet so they’re at peak efficiency.”
Fashionable challenges name for contemporary options, he famous.
“At its core, RRL is about creating more adept and technically succesful Sailors as they head to operational fleet models,” Cheeseman stated.
III. Advance Navy Tradition
Cheeseman identified that tradition is each a foundational component and a pillar.
“To ensure that our Navy to win, we should have a tradition that may,” he stated. “To be able to obtain success, all of us have to take possession collectively and create the Navy Tradition that’s mandatory for our Sailors, their households, and our nation.”
Cheeseman identified that, like no time for the reason that Chilly Conflict, the Navy faces the potential for battle at sea with a peer competitor. With a lot at stake, the Navy has to outline desired cultural traits; set requirements and measures for the way to develop nice individuals, groups, and leaders; after which prepare, reinforce, incentivize, reward, and measure to the cultural customary.
This can be activity of the Built-in Tradition Framework and supporting Playbook that simplifies, streamlines, and aligns current phrases, packages, and insurance policies, offering leaders with the an executable plan to develop nice individuals, leaders and groups.
“It will illustrate what proper appears to be like like, with instruments you need to use to advance the tradition we wish,” he stated.
Cheeseman urged leaders and Sailors to behave transparently and name out points as they see them to keep away from the “guidelines tradition” of the previous.
“Collectively we personal our tradition and I do know everybody right here is on board to creating the tradition that we want,” Cheeseman stated.
IV. Present Fashionable HR Service Supply
Cheeseman stated the imaginative and prescient right here is to, “create a system that works for the 90% of us who require routine transactions which are virtually computerized so the workforce can give attention to the ten% which are really distinctive, serving to these individuals who want the direct touchpoints.”
The transformation that has been in work since 2016 continues, albeit the tempo has not been the place the fleet believed it could be by now, Cheeseman acknowledged.
“However what we’ve got executed up to now has been epic,” he stated. “We simply want to grasp what we’re driving in the direction of and the way we’ll get there.”
Cheeseman stated the efforts between enterprise administration and enterprise help to create the options have tremendously impressed him.
The My Navy Profession Heart personnel, he stated, are, “working laborious to supply a contemporary HR Service Supply resolution, with 24/7 contact help, to resolve personnel and pay points at elevated velocity, improved accuracy and decreased value.”
Cheeseman thanked the NPC and MNCC groups for strengthening packages and offering direct and sincere suggestions to builders.
“Thanks for all that you’re doing and preserve at it, as a result of we owe it our Sailors to get this proper so everybody can give attention to warfighting readiness.”
V. Ship and Maintain Fashionable HR IT Options
“The one factor that touches every of our pillars – Billet Primarily based Development, Prepared Related Studying, Advancing Tradition and HR service supply – are delivering trendy IT methods,” he stated.
Shifting ahead, Cheeseman stated, our IT Transformation crew is laser-focused on modernizing our processes, eradicating limitations, fixing glitches and delivering world-class expertise.
That’s why enterprise help has been stood up as an OPNAV code — OPNAV N16 — to permit them the flexibleness to ship efficient MyNavy HR digital transformation options.
Simply as importantly, Cheeseman stated, elevated communication between enterprise help and the remainder of the MyNavy HR enterprise has improved tremendously, permitting for the technical requirement to fulfill the wants of the practical necessities.
“That is so essential and underpins the whole lot we’re attempting to do,” he stated.
Cheeseman expressed optimism in getting the Strategic Design operational and making an efficient impression on the Fleet.
“As we’ve got all the time executed up to now, our individuals will step up and rise to the event,” he stated. “These 5 issues will get us into the longer term the place we need to be. As a MyNavy HR crew, we’ll get the fundamentals proper so Sailors could be the mission-focused professionals our Nation deserves.
“I do know we’re as much as the duty.”
