US Navy Talent Development Program
Harnessing Change to Develop Talent and Beat the Competition
ISBN: 978-1-83909-999-1, eISBN: 978-1-83909-996-0
Publication date: 3 June 2020
Citation
Spina, L.J. and Spina, J.D. (2020), "US Navy Talent Development Program", Harnessing Change to Develop Talent and Beat the Competition, Emerald Publishing Limited, Leeds, pp. 181-185. https://doi.org/10.1108/978-1-83909-996-020201005
Publisher
:Emerald Publishing Limited
Copyright © The Delta Group Network, Inc., 2020. Published under exclusive licence
Sailor 2025 is the Navy's program to improve and modernize personnel management and training systems to more effectively recruit, develop, manage, reward, and retain the force of tomorrow. We are focused on empowering sailors, updating policies, procedures, and operating systems, and providing the right training at the right time in the right way to ensure sailors are ready for the fleet.
Recruiting, developing, and retaining the right number of sailors with the right skills to man our force demands innovation built on a framework of three pillars: a modern personnel system, a career learning continuum that we call Ready, Relevant Learning, and Career Readiness. While the Navy is in a good position today with respect to recruiting, retention, and manning, we are at a strategic crossroad where we need to think about how we will conduct business for the sailors of the future.
Personnel System Modernization
Our personnel initiatives are aimed at empowering commanding officers, developing flexible policies, increasing transparency, providing better tools to sailors and leadership, and giving more choices to sailors. To continue to recruit and retain the very best talent, we need modern policies and retention tools that offer flexibility and choice to sailors. We are modemizing our personnel polices to give sailors more control and ownership over their careers, as well as allow the Navy to adapt to economic changes and corresponding effects on the recruiting market and retention.
Current Initiatives
Fleet Scholar Education Program (FSEP) expands fully funded, in-residence graduate-degree opportunities at civilian institutions by 30 billets at the officer's (URL and IWC officers eligible) choice of institution
Meritorious Advancement Program (MAP) provides more opportunities to fleet COs, CMCs, and the Chiefs' Mess to better identify and meritoriously advance talented, hard-working sailors at sea and shore
SECNAV Tours with Industry (SNTWI) provides opportunities for 30 top-performing sailors at high-performing corporations to observe and learn the newest insights and best practices to bring back to the fleet
Future Initiatives
Revamp pay and personnel systems increase automation and streamline processes to allow sailors to conduct all manner of personnel issues, from pay and leave, to interactions with detailers, via modern, easily accessible, and simple-to-use programs that work on a personal mobile device
Rating modernization enhances career flexibility where combinations of rates with similar training and experience exist and provides greater training and credentialing opportunities
Overhaul the Enlisted Advancement Exam Process to make it more relevant and effective
Transform the performance evaluation system
Enable ease of movement back and forth between the Active and Reserve Components
Implement “Detailing Marketplace” Fleet-wide, which will allow sailors to negotiate job assignments directly with gaining commands
Ready, Relevant Learning
Our goal is to provide the right training at the right time in the right way for our sailors. To accomplish this, we are developing a career-long learning continuum where training is delivered by modern methods to enable faster learning and better knowledge retention at multiple points throughout a career. This will help us transform our industrial, conveyer belt training model into a modern one and ensure that content is refreshed for changing technologies so sailors are ready to perform on Day 1 at their new units.
Current and Future Initiatives
Adopt and introduce improved and proven training techniques to the fleet
Replace one-and-done classroom training events with career continuums supported by a mix of in-classroom instruction and modern training methods and technology tailored to the unique requirements of each career path
Increase access to training for sailors outside the classroom with mobile training delivery platforms, workplace-embedded job aids, and enduring reach-back/refresher capabilities
Leverage cloud-hosted training content to increase the speed of updates to training to match the pace of technological change in the fleet
Career Readiness
Our goal is to enhance sailors' career readiness by better developing our leaders, building a team that looks like the nation we serve, and removing obstacles that negatively influence a sailor's decision to stay in the Navy when they are looking to start or raise a family. We also recognize that leveraging our diversity is crucial to reaching our potential. Leaders generate success and achieve unparalleled performance when they tap into the energy and capability of an actively inclusive team.
Current Initiatives
Created a Leader Development Framework – Recognizes we can no longer take character for granted
Established a Navy Civilian Workforce Framework designed to provide our Navy civilian teammates the same career management opportunities as our uniformed sailors
Build inclusive teams that leverage our sailor's diverse backgrounds, experiences, and skillsets to improve our warfighting capacity and readiness
Expanded Child Development Center hours to better accommodate sailors' work schedules
Changed dual-military/dual-professional spouse and single-parent policies to improve stability and work–life balance
Expanded maternity leave – Eligible members are entitled up to 12 weeks of nonchargeable maternity leave
Career Intermission Program (CIP) – Removed some program eligibility barriers and increased participant quotas. Allows individuals to take a sabbatical from the Navy for up to 3 years to pursue goals of their choosing
Strengthen resilience, health, and fitness across the Force
Improved PFA program and nutrition awareness
Lengthened Fitness Center hours to better meet sailors' needs
Assigned Deployed Resilience Counselors to aircraft carriers and amphibious assault ships. For additional Sailor 2025 program information and guidance, visit the website or scan: http://www.publig.navv.mil/bærs-npc/career/talentmanagement/Pages/defauIt2.aspx. To receive the Weekly Wire and stay up to date on new NAVADMlNs, upcoming events, and policy updates or to provide additional ideas to pursue as part of Sailor 2025:
Email usnpeople.fct@navy.mil
Follow @usnpeople on Twitter
- Prelims
- Introduction
- 1 Harnessing Change
- 2 A Strategic Management System
- 3 Critical Thinking Skills for Success
- 4 Strategic Cultural Considerations
- 5 Motivating People to Embrace Change
- 6 Competitive Analysis
- 7 Creative Thinking Methods That Work
- 8 Using the Strategic Management System
- 9 Cooperative Strategies to Sink Competitors
- 10 Succession Planning for Sustainability
- 11 Future Challenges to Success
- 12 Looking Ahead: Artificial Intelligence (AI) and Developing Talent
- 13 Readiness to Move Ahead
- Appendix 1
- Appendix 2 Primary References – Classic and Current
- Appendix 3 60-Second Seminars
- Appendix 4 US Navy Talent Development Program
- Bibliography
- Index