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

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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

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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

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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

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0.0%

2.0%

4.0%

6.0%

8.0%

Un

em

plo

ym

en

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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

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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)

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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

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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

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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

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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

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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

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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

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MCPON Top 5 discussion topics

Standards and Conduct instruction Brilliant on the basics New CPO evaluation Continuation board Uniforms

CMC progression