UNITED STATES NAVY HUMAN RESOURCES OFFICER COMMUNITY

STRATEGIC PLAN 2025

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HR Community Strategic Plan

Mission: Man the FleetThe HR Community provides operationally experienced uniformed leadership and core humanresourceexpertisetodefine,attract,recruit,develop,assign,andretainAmerica’sbestandbrightesttalenttogiveourNavyacompetitiveedge,andtomeetthedemandsoftheNavy,theNavyReserve,andtheJointForce.WesupportthepersonalandprofessionaldevelopmentofallmembersofourServiceandtheirfamilies.

Vision:Highly skilled and strategically placed Human Resource Off icers delivering world class Human Resource services to MyNavy HR and the Fleet .Adedicateduniformworkforceprovidingcutting-edgehumanresourceservicestoenabletheChiefofNavalPersonneltoproperlymantheFleetandsupporttheSailorofthefuture. WedesignandmanageourNavyPersonnelsystemstodeliverthebestpossible,mission-ready,talenttotheFleet.WeareacommunityofHRleaderswithreadyandprovenskillsetsthatdrivetheNavy’sTotalForcesolutions.

Guiding Principles: • BeaLeader;leverageHRexpertiseanddepthofexperiencetodeliverTotalForcesolutions• Beinnovative;anticipateemergentandfuturerequirements• Beresponsive;delivertacticalsolutionsthatmeetstrategicimperatives• Integratetechnology,people,andorganizationaldesign• ForgeToughness:Mind,Body,Spirit• Learn,collaborate,communicate:Fosterconnections• ImbueNavyCorevalues:Honor,Courage,andCommitment

Key Deliverables: • FleetproperlymannedtoenableNavytomeetitsevolvingmissions• ProperlyresourcedandexecutableNavymanpowerprogram• SupportfortheSailor,theirfamiliesandCommands

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Vision Strategic Goals Strategic Objectives Actions

“Expert Leaders in Delivering a Mission-Ready Workforce”

Strategic Goal 1: Highly Skilled

Deliberately developed HR officers with skills and expertise directly aligned to evolving MyNavy HR requirements and are the subject matter experts in Force Development (FD), Force Management (FM), and Force Requirements and Resourcing (FR2).

DevelopseniorHRofficerswithdistinctHRcompetencyexpertise through formalcareerpathsalignedtoForceDevelopment(recruitingandtraining),ForceManagement(talentmanagement,service delivery, educationmanagement), and Force Requirements and Resourcing (ResourceManagement,BusinessOptimization,andComprehensiveAnalytics).

Conductacomprehensiveskillsgapanalysisforeachofthethreecareertrackstoidentifytrainingdeficienciesbetweenexisting training and competency requirements along thepath to expert.Developformalorinformaltrainingtoeliminateanygapsidentified.

EstablishanofficerschoolwithintheCenterofServiceSupporttodeliberatelydevelop,maintain,andfacilitatetrainingcoursesforHRofficerswithinthethreecareertracks.

EstablishAdvancedQualificationDesignators(AQDs)todeliberatelycapturelevelofdistinctHRcompetencyexpertiseandotherdesiredHRofficerskillandexperience.

Developaperformanceevaluationandcompetency frameworkandmetrics tomeasuregrowthandsuccessfuldevelopmentofHRofficers.

Develop junior HR officers through formal graduate level education in HR-related degrees ofOperationsAnalysis,ManpowerSystemsAnalysis,FinancialManagement,EducationandTrainingManagement,InformationTechnology,orcivilianequivalents.

DevelopHRofficerswhodemonstrateoperationalexcellence,strongcharacter,andresilienceateverypaygradethroughleaderdevelopmentalpathsofcharacter,competence,andconnections.

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Strategic Goal 2: Strategically Placed

Strategic Workforce Planning to provide the right HR officer in the right place, with the right skills, at the right time.

AnalyzetheMyNavyHRenterprisecurrentandtransformedbilletbasefortargetedopportunitiestofurtherintegratetalentedandskilledHRofficersintokeypositionswithintheForceDevelopment,ForceManagementandEnterpriseSupportpillars.

LeverageauthoritativedatasourcesfortalentmarketingtodevelopaMyNavyHRresumewhichaccuratelydocumentsexperience,specialskills,andcompetencies.

Establish fair, workable and consistently administered policies and procedures for leadershipadministrativescreeningandmilestonetalentmatchingwhichrewardhigh-performingandhigh-potentialHRofficerswithintheircareertrack.

DevelopacareermappingtooltoassistHRofficerstostrategicallyplantheircareerpaths,meettheirindividualcareergoals,andproactivelygrowofficerswiththerightskillsandcompetenciestosuccessfullyfilltheCAPTpinnaclepositions.

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Strategic Goal 3: Deliver World-Class HR Services

HR officers will deliver world-class Human Resource services to MyNavy HR, the Fleet and Joint force.

LeadtheChiefofNavalPersonnel’seffortsinobtainingMyNavyHRstrategicgoals.

DeliveraproperlymannedFleettoenabletheNavy,theNavyReserve,andtheJointforcetomeetevolvingglobalmissions,strategicimperatives,andoperationalresponsibilities.

DeliveraproperlyresourcedandexecutableNavymanpowerprogramtomeetactiveandreservecomponentmissionobjectives.

DeliverHRpolicyandHRinitiativestosupporttheSailorsofthefutureandtheirfamilies.

Useauthoritativedataandanalytics toanticipateanddelivermanpowersolutions to theNavy,NavyReserve,andJointforce.

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Actions

ActionsderivedfromourStrategicObjectiveswillbe incorporated intotheAnnualHRCommunityActionPlan.AnHRCommunityActionPlanwillbeapprovedeveryfiscalyearandwillbemadeupofindividualactionsapprovedbytheExecutiveBoardandenduringactionslistedbelow.

AnyHRofficercanproposeanactiontotheExecutiveBoardorBoardofDirectorsforconsiderationandincorporationintotheHRCommunityActionPlan.

Thefollowingactionsareconsideredenduring.Theseactionswillcontinuethrough2025:

1. Webinars: Monthly

2. Reser veQuarterly Training: Quarterly

3. HRActionPlan:Annually (fiscal year)

4. HumanResourceProfessional Development Training Course (HRPDTC): Annually

5. CommandQualification ProgramReview: Annually

6. Leadership Development Review: Annually

7. HRYear-in-Review andCommunity Histor y:Annually

8. HRSurvey:Every3years

9. HRMilestone Review: Every4years

10. HRBillet BaseReview: Every4years

11. Branding Initiative Review: Every4years

12. Mentoring andCareerOnboarding GuidesReview: Every4years

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UNITED STATES NAVY HUMAN RESOURCES OFFICER COMMUNITY