R 161142Z JUN 17
FM CNO WASHINGTON DC
INFO CNO WASHINGTON DC
PASS TO OFFICE CODES:
FM CNO WASHINGTON DC//N1//
INFO CNO WASHINGTON DC//N1//
MSGID/GENADMIN/CNO WASHINGTON DC/N1/JUN//
SUBJ/NAVY CIVILIAN ADVISORY BOARD UPDATE//
NARR/REF A IS CNO MEMORANDUM, SUBJ: THE NAVY CIVILIAN ADVISORY BOARD
REF B IS CNO LETTER, SUBJ: THE NAVY CIVILIAN WORKFORCE FRAMEWORK.
REF C IS OFFICE OF CIVILIAN RESOURCES MEMORANDUM, SUBJ: DEPARTMENT OF THE
NAVY INTERIM POLICY GUIDANCE ON CERTAIN OVERSEAS TOUR EXTENTIONS BEYOND YEAR
REF D IS DEPUTY ASSISTANT SECRETARY OF THE NAVY MEMORANDUM, SUBJ: DELEGATION
OF AUTHORITY FOR TOUR EXTENSIONS BEYOND NINE YEARS.
REF E IS SECNAVINST 12410.25A, CIVILIAN TRAINING AND CAREER DEVELOPMENT.
REF F IS CODE OF FEDERAL REGULATIONS, TITLE 5, SECTION 412.202-SYSTEMATIC
TRAINING AND DEVELOPMENT OF SUPERVISORS, MANAGERS, AND EXECUTIVES.//
RMKS/1. This NAVADMIN provides approved direction originating from the
Civilian Advisory Board (CAB) that convened in April 2017 and is applicable
to commands at which Navy civilian employees are assigned. As part of the
duties prescribed in reference (a), the CAB categorized their priorities
under four goals, as noted in reference (b), the Navy Civilian Workforce
a. integrated military-civilian team,
b. training and education,
c. career progression and
2. OCONUS Waivers. The existing policy delegating authority for overseas
tour extensions for Department of the Navy civilian employees will be further
amended beyond the delegation in reference (c). In line with reference (d),
effective immediately, Echelon II Budget Submitting Office (BSO) commanders
(flag officer/senior civilian equivalent) may approve overseas tour
extensions in excess of 9 years for civilian employees in foreign areas.
This authority may not be further delegated. BSO commanders will remain
responsible for ensuring workforce succession plans and robust recruitment
3. Employee Recognition. Similar to military ceremonies, civilian promotion
ceremonies are highly encouraged and should be performed when an employee is
increased in grade and include restatements of the oath of office as a
rededication to the values contained within. Similarly, civilian recognition
and award ceremonies showcase those employees who model behaviors we want to
instill in the entire workforce.
4. Mandatory Training. NAVADMIN 072/17 eliminated the requirement to use
Navy e-Learning, accessible through My Navy Portal and formerly accessed
through Navy Knowledge Online for mandatory training for military members.
This NAVADMIN extends NAVADMIN 072/17 to include all Navy civilian employees.
Civilian government employees will no longer be required to log onto Navy
e-Learning or Total Workforce Management Services to complete mandatory
annual training. The commanding officer(s) (CO) and each level of leadership
shall seek to conduct mandatory and required training at small face-to-face
training sessions, with appropriate leaders engaging employees in group sizes
small enough to allow meaningful discussion on the subjects. All mandatory
training developed and delivered must be in compliance with reference (e).
All instances of completed civilian training must be recorded in the Defense
Civilian Personnel Data System via MyBiz within 30 days of completion.
a. Cyber Awareness Challenge V4 and its successive versions will remain
as the only on-line training requirement. All other training topics may be
completed via any delivery method determined acceptable by local commands.
b. Mandated supervisory training, in line with reference (f), shall be
tracked by each command and completion reported to their Echelon II command.
c. Existing training materials will remain on existing portals and
e-Learning sites to provide an outline to commands for the conduct of small
face-to-face, leader-led training. There is no intent for commands to re-
create training lesson plans.
5. Civilian Training Advocates. Each Echelon II command will identify a
civilian training advocate to focus on civilian training and education and to
advise local commanders on equitable opportunities for civilian employee
development. This advocate will work closely with the Navy Civilian
Workforce Office (OPNAV N1C), command Directors of Human Resources, and the
Office of Civilian Human Resources to ensure a high level of visibility and
value is placed on civilian workforce training.
6. Coaching and Mentoring. Civilian employees should receive timely and
constructive feedback by their supervisor on their wins as well as their
setbacks to ensure proper professional growth and focus on performance.
Employee participation in a mentoring program, whether formal or informal, is
strongly encouraged as the feedback gained by individuals outside of their
supervisory chain can be invaluable in the development process.
7. Echelon II commanders and region commanders should ensure widest
dissemination to all subordinate, tenant commands, and detachments for action
as required. All COs and officers-in-charge should ensure timely status of
their implementation of these initiatives to their immediate supervisors or
8. Working groups have been established and are developing recommendations
for a standardized Navy Civilian Leader Development Program as well as a Navy
Civilian Acculturation Program for those new to the Navy team. We expect
these to report out to the CAB in early August.
9. Point of contact is Ms. Anne Davis, OPNAV N1C, who can be reached at
(703) 604-2682/DSN 664 or via e-mail at anne.davis(at)navy.mil.
10. This NAVADMIN will remain in effect until superseded or cancelled,
whichever occurs first.
11. Released by Vice Admiral R. P. Burke, N1.//