THE NAVY CIVILIAN WORKFORCE FRAMEWORK

UNCLASSIFIED

ROUTINE

R 092148Z MAR 17

FM CNO WASHINGTON DC

TO NAVADMIN

INFO CNO WASHINGTON DC

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INFO CNO WASHINGTON DC//N1//

NAVADMIN 061/17

MSGID/GENADMIN/CNO WASHINGTON DC/N1/MAR//

SUBJ/THE NAVY CIVILIAN WORKFORCE FRAMEWORK//



REF/A/LTR/CNO/27SEP16//

AMPN/REF A IS CNO LETTER, THE NAVY CIVILIAN WORKFORCE FRAMEWORK.//

RMKS/1.  The mission of the Navy depends not only on our Sailors, but also on 
our civilians who provide critical technical expertise, continuity of 
knowledge and experience, and diversity of perspective.  This NAVADMIN 
directs Echelon II Commands to establish a civilian workforce strategy that 
aligns to the Chief of Naval Operations (CNO) Navy Civilian Workforce 
Framework at reference (a).

2.  All Commands will send completed workforce strategies to the Director 
Civilian Workforce Office (OPNAV (N1C)) Sharepoint Folder by 30 June 2017.  
Contact Ms. Anne Davis, OPNAV (N1C), at (703) 604-2682 to register access to 
the OPNAV (N1C) Sharepoint Folder.  OPNAV (N1C), with the assistance of the 
Civilian Adivsory Board, will support Commands in development and management 
of these strategies.  Each Command Strategy will be reviewed and an 
assessment will be provided to the CNO.

3.  Commands should include objectives that align to Civilian Workforce 
Framework goals as well as measures of outcome-oriented effectivness to 
monitor progress and ensure successful completion of these objectives.  Each 
strategy should describe the efforts of the command to support these 
functions to include:
    a.  Workforce Planning.  Be strategic and take the long view.
Provide a workforce plan that identifies a baseline of all current authorized 
civilian workforce billets and position requirements (skills and 
competencies) at least 5-8 years in the future.
    b.  Civilian Leader Development.  Outline plans to nurture high potential 
employees and provide a succession plan for all critical positions reflecting 
changes to billets and position requirements across the Fiscal Year Defense 
Plan.
    c.  Talent management.  Provide a plan of how you will streamline any 
internal recruiting and hiring practices to ensure we are able to attract and 
retain the best talent.
    d.  Employee engagement.  Create a workplace where employees are 
proactively and passionately adding value while aligned to the Command 
mission.  Provide details on how you will enhance employee engagement, 
particularly in furthering an integrated military- civilian team.
    e.  Cost.  Provide estimated costs and methods for resourcing career 
development and education.
    f.  Functional Community Managers.  Provide a plan that articulates 
Functional Management and Community Sponsor engagement.
Functional Community Managers will assist you as principal advisors and 
technical authorities for their serviced customer workforce.
    g.  Removing barriers.  Provide details on where your command needs 
assistance in removing barriers and addressing challenges with supporting 
your civilian workforce.

4.  Point of contact is Ms. Anne Davis, OPNAV (N1C), at
(703) 604-2682/DSN 664 or via e-mail at anne.davis(at)navy.mil.

5.  This NAVADMIN will remain in effect until superseded or cancelled, 
whichever occurs first.

6.  Released by Vice Admiral R. P. Burke, N1.//

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