Brief LCDR Christopher MacLean Engineering Duty OCM LCDR Merl Trimpe Engineering Duty RC OCM 15 Jun 2018 5 Jun 2018 1200 2 Purpose of Brief Information brief Provide Leadership with an Engineering Duty Community Overview and health update ID: 723043
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Slide1
Engineering Duty Officer (1440/1460) Community Brief
LCDR Christopher MacLeanEngineering Duty OCM LCDR Merl TrimpeEngineering Duty RC OCM15 Jun 2018
5 Jun 2018, 1200Slide2
2
Purpose of Brief
Information brief. Provide Leadership with an Engineering Duty Community Overview and health update
EDO
(
Desig
1440)EDO Community Sponsor – VADM Moore, Commander, NAVSEASenior EDO – VADM Johnson, Principal Military Deputy for ASN RD&A
BackgroundAccessionsNo direct EDO accessions (Options accessed in parent designator), 0 ENS and 7 LTJG OPAED Option is single largest accession source. Lat xfer and POCR supplement at a combined 50%Manning819 officers at present (CAPT – LTJG). FY18 OPA of 814Overall 100% manned
Concerns/IssuesOption program continuityMaintaining not less than 29 SWO ED Option quotas accessions annually
AssessmentED Community is healthy
OverviewSlide3
Engineering Duty Mission
Fleet Maintenance (~40%)Shipyards, Tenders & RMCsFleet & TYCOM StaffsAcquisition Program Management (~30%)PEOsNew Construction SUPSHIPsEngineering & Technology (~15%)Warfare CentersHQ DirectoratesNational Missions (~15%)
Diving & Salvage
Strategic Systems
Missile Defense
Naval Reactors
3Engineering Duty Officers build and maintain the Fleet
EDs provide Warfare-Qualified, Uniformed Leadership in primarily civilian fields (~800 officers lead workforce of > 73,000 government civilians and DoD contractors)Slide4
Engineering Duty Career Path
4
NPS
MIT
ED
Qual Tour
NSY, RMC,
SSC, NSWC,SUPSHIP
Post CMD or Flag
LCDR Experience Tours
NSY,
RMC, SOS,
FLT/TYCOM Staff,
HQ
ACQ
0 2 4
6
8
10
12
14
16
18 20 22 24 26 28
CDR Leadership Tours
SEA, NSY
,
RMC, SOS,
FLT/TYCOM Staff,
OPNAV, HQ
ACQ
Jr CAPT Tour
NSY/RMC DH
Staff, A/DPM,
OPNAV
CAPT CMD
NSY/RMC,
NSWC,
MPM, SOS
Engineering
focused
Master’s Program
Proj Off
Ship Supt
Field Activity
Production Off
Type Desk Off
APM, Sys Engineer
CHENG / CSO / RO / ARO / OIC / SUPSHIP PMR / PAPM / DPM
Rqmts/Action Off
NSY/RMC DH
Staff N43
EA / CoS
Tech Dir
CO
MPM
Staff N43
EA / CoS
Tech Dir
Typical Billets / Quals
Lateral Transfer Window
URL on-ramp at 4-12 YCS
Acquisition Corps Selection
EDQP
DAWIA Lvl III
Typical SUB ED Option
Typical SWO ED Option
Each individual’s ED career path is tailored based on past experience, accession timing, and education.
CDR CMD
SB
CAPT CMD,
MAJOR PROGRAM MANAGER
SBSlide5
Valued achievements prior to LIEUTENANT COMMANDER
Warfare qualificationProven performance at sea
1440 or 1460
Valued achievements prior to COMMANDER
1440 (technical Masters degree and ED qualification tour completed)
1460 with proven performance during ED qualification tour
Acquisition Corps member (ACQ FULL QUAL (APM) AQD)Valued achievements prior to CAPTAIN 1440 (technical Masters degree and ED qualification tour completed) Acquisition Corps member (APM AQD) Level III DAWIA certification in primary career field, w/conferred AQD (e.g, Program Management (AA3), Engineering (AS3), Production Quality Management (AG3))
5
Engineering Duty Community Values(SECNAV Approved Community Brief)Slide6
EDO Mentor Groups
IMGIndustrial Maintenance GroupRMCRegional Maintenance Centers
SB
Subba
Bubbas
SURFPAC
LCMGLife Cycle Maintenance GroupIWEInformation Warfare
CCCannon CockersSSPStrategic Systems ProgramsDivers& SalvageEDO(N)Nukes
Secondary Only
6Slide7
EDO FY18
AccessionsFY18 Active Duty Accession Plan
7
Need:
53
Accessions
Historical data shows execution rate of ~90% for SWO options and ~10% for SUB options
OPTIONS
(Future Gains)
OPTION
(In-year gains)
POCR
(In-year gains)
Lateral Transfer
(In-year Gains)
Total Accessions
SUB
SWO
PLAN
EXEC
PLAN
EXEC
PLAN
EXEC
PLAN
EXEC
FY18
20
29
27
14
2
1
24
18
53
33
FY17
20
28
32
31
2
2
24
19
58
52
FY16
20
21
31
26
2
4
24
23
57
53
FY15
18
27
30
25
2
1
40
24
72
50
FY14
18
28
30
26
2
2
40
37
72
65
FY13
14
31
25
34
2
2
33
33
60
69Slide8
EDO
Community Pyramid8
Grade
%
of DOPMA Community for “Healthy”
% of OPA Community for “Healthy”
% of
EDO inventory
(FY18)
CAPT
6%
(5%-7%) *
15%
13%
CDR
12%
(11%-18%) *
23%
24%
LCDR
22%
(19-26%) *
29%
30%
LT
36%
32%
32%
LTJG
12%
<1%
2%
ENS
12%
0%
0%
5
1
Community Management Business Practice for a “healthy” community pyramid is based on 10 USC Chap 32,
§
523
6%
Ideal OPA Distro per DOPMA
12
%
12%
12%
22%
36%
49
98
98
98
179
293
2
Actual FY18 OPA = 814
3
Projected FY23 OPA = 818
4
* Per
§
523, range of control grade officers for a total Navy size of 30,000 through total navy size of 90,000.
For current size of ~54,000, percent for “healthy” community: CAPT (5.7%), CDR (12.2%), LCDR (21.5%)
4
1
Ideal community breakdown, by rank, per 10 USC Chap 32, Section 523
2
Ideal
OPA Distribution Pyramid, for a community with 814 Authorizations
Actual
OPA
Distribution Pyramid, for
the EDO Community (
FY18
)
3
Projected
OPA
Distribution Pyramid, for the
EDO
Community
(
FY23
)
5
Percentage comparison between ideal and actual OPA Pyramid
2%, 15 of 7
LT
CDR
LCDR
15%
23%
29%
32%
13%, 108 of 119 authorized
24%, 192 of 190
30%, 247 of 236
32%, 257 of 262
CAPT
LTJG
<
1%
7
LT
CDR
LCDR
14%
23%
29
%
32%
116
191
241
263
LTJG
<
1%
CAPTSlide9
Graduate Education
Graduate Education leading to subspecialty code in approved curricula MANDATORY for all EDs9
601
Billets
SSP-Coded
Percentage
by RankSlide10
10
OPA vs. Inventory History
As of
30 Apr 2018
Current Inventory -
819
First Year of Option Accessions
OPA = Officer Programmed Authorizations (billets)
Options begin RedesignationSlide11
EDO
(1440/1460) LOS Chart30 April 2018 (NOPPS and OAIS data)
11Slide12
Promotion OPP and FLOW
12
PLACEHOLDERSlide13
13Slide14
Officer Demographics
Comparison
14
USN Data:
Officer (Active + Reserve) NMPBS
,
31MAR18
National Labor Force Data: Bureau of Labor Statistics,
Including Race/Ethnicity and Gender data
Compared to engr/analyst, prgrm
mgt
type workSlide15
SELRES EDO (1445/1465)
INV
vs.OPA
PAYGRADE LOS CHART (INV vs. OPA)
ACCESSIONS PROMOTIONS
SELRES
EDO
IS
A HEALTHY
COMMUNITY
Updated
20APR2018; Source
:
NSIPS/IMAPMIS
15Slide16
16
The Engineering Duty
community is healthy, and has no immediate issues
Current Programs Support Community Health
ED Option Program
Maintaining not less than 50%
annual gains
from
ED Option program critical to continued stability and healthLateral Transfer Redesignations
Continues to provide access to quality candidates through very competitive board processPrimary means of right sizing annual gains when paired with Options POCR Redesignations
Very few candidates meet ED entry criteria
Minimal POCR quotas sufficient to meet community needs
TakeawaysSlide17
17
Questions?Slide18
18
NAVSEA Strategic Framework