[PDF] Losing Human Capital In The Us Naval Civilian Workforce Trends And Impacts At Naval Surface Warfare Center Dahlgren Contracts Division eBook

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Page : 49 pages
File Size : 40,62 MB
Release : 2008
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The purpose of this joint applied project was to investigate and provide a comprehensive overview of the importance of human capital to the Department of the Navy civilian workforce. Causes for human capital loss in this arena are examined and plans to prevent a shortage and loss of talent, knowledge, and experience are addressed. Human capital is defined by Derek Stockley as the knowledge and experience each individual brings to the workplace. Investing in human capital is as important as investing in tangible assets, such as buildings and equipment. The value of human capital can be difficult to measure and is often realized in its absence. The joint applied project plan describes the extent to which the Department of the Navy plans, programs, and actions are deemed sufficient for mitigating the potentially negative impacts of an aging and demographically changing defense civilian workforce. This includes substantial recruiting difficulties and challenges retaining crucial skill sets that are changing during wartime. It will draw conclusions, make recommendations, and discuss alternatives to alleviate the impacts of these factors and trends on Navy civilian workforce performance.

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Page : 0 pages
File Size : 38,91 MB
Release : 2009
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While workforce issues in general - human capital strategic planning efforts in particular-are important throughout the DoD, the AT & L workforce has received special attention. The strategic human capital plan for the AW, which is currently in its third revision (see DoD, Acquisition, Technology, and Logistics, 2007), emphasizes several critical workforce issues: the eventual loss of retirement-eligible personnel and their knowledge, understanding the differences in the workforce generations (aging baby-boomers compared with Generations X and Y, for example), and coping with the increasing demand for workers educated in science and engineering. In 2006, the Office of the Under Secretary of Defense for Acquisition, Technology and Logistics, Director of Human Capital Initiatives (OUSD(AT & L)/HCI)), asked RAND to analyze DoD AW data. RAND's findings for OUSD(AT & L/HCI) are presented in Gates er al. (2008). While that inquity was under way, the United States Navy asked RAND to under-take a complementary analyis focusing on the DoN's civilian AW. The DoN asked RAND to provide a descriptive overview of the DoN civilian AW and conduct preliminary analyses of data related to specific workforce management issues of retention, professional development, and leadership. This report summarizes what we learned about DoN's civilian AW and these workforce management issues.

Author : United States. Navy
Publisher :
Page : 29 pages
File Size : 37,25 MB
Release : 2020
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The DON faces an inflection point in the size, scope, and capabilities of its workforce. This strategy enables the DON to leverage the best practices of industry to develop a future-ready workforce for the year 2030. The U.S. Navy and Marine Corps face a shifting threat landscape, including non-state actors, reintroduction of multipolar competition, and the ambiguity of cyberspace. The DON must provide a civilian workforce that evolves and innovates even quicker, helping to ensure that our Sailors and Marines are prepared for the future. This strategy drives the DON into the future through a series of coordinated enterprise- wide activities designed to achieve the future vision that is embedded in the strategy. The workforce of the future will be agile, motivated by the DON’s mission, strengthened by the brand, empowered by continuous learning, mobilized for expansion across the enterprise, and supported by unfettered access to consumer-grade technology. By implementing this strategy, the DON will continue to grow in its role as a world-class employer, responsible for defending the Nation from threats across the globe.

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Page : 75 pages
File Size : 38,34 MB
Release : 2008
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The purpose of this Project is to investigate and provide a comprehensive overview of the current Department of Defense (DoD) and local situation with regard to "human capital." The DoD is particularly concerned with the issue of maintaining its knowledge base in the face of large numbers of workers retiring and with an ever-increasing and increasingly complex workload. The issue cannot be over simplified as several separate and key situational factors play into an agency's ability to keep the level of human capital static, despite fluctuations in staffing, type of work, amount of work, and hiring and training. The goal of this project is to identify the various issues that impact an organization's (specifically, the Naval Surface Warfare Center Dahlgren Division (NSWCDD)) ability to maintain its knowledge base. The authors have looked at the issue using five prongs of approach: Environmental Changes at all levels, Workload, Workforce Changes, Retention and Training of Existing Personnel, and Hiring Strategies (this area includes the topic of professionalizing the Acquisition Workforce). They hope to highlight the current state of affairs and to provide some clarity with regard to where the DoD and NSWCDD are currently directed.

Author : National Research Council
Publisher : National Academies Press
Page : 170 pages
File Size : 20,17 MB
Release : 2008-02-25
Category : Technology & Engineering
ISBN : 0309112656

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The Department of Defense (DOD) is committed to transforming the nation's armed forces to meet the military challenges of the future. One approach to achieving this transformation is by leveraging advances in science and technology. New technologies and innovations are integral to today's military actions, and associated changes have rippled through all aspects of operations, highlighting the need for changes in policies related to military personnel. At the request of the Force Chief of Naval Operations, the NRC reviewed the military manpower and personnel policies and studies currently underway in the DOD and developed an implementation strategy for the Department of the Navy's future military manpower and personnel needs. This book presents an introduction to current personnel policies of and concerns facing the Naval forces; an assessment of demographic, technological, and other forces affecting future personnel needs and availability; a summary and assessment of previous studies; an examination of the role of research tools in implementing personnel policy change; and an analysis of obstacles to and strategies for transforming the Naval forces.

Author : Lawrence M. Hanser
Publisher : RAND Corporation
Page : 72 pages
File Size : 13,35 MB
Release : 2008
Category : Business & Economics
ISBN :

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In response to the 2006 QDR, DoD created a human capital strategy (HCS) that could provide more flexibility in quickly accessing the right skills at the right place. It called for three initiatives: competency-based occupational planning, performance-based management, and enhanced opportunities for personal and professional growth. A panel of experts convened by RAND reviewed the HCS. This report presents the panel's conclusions and recommendations.

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Page : 99 pages
File Size : 21,50 MB
Release : 2008
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Naval Surface Warfare Center, Dahlgren Division (NSWCDD), anticipates a substantial loss of contracting knowledge due to the retirement of senior leadership and contract specialists over the next 7 years. This study identifies the capabilities NSWCDD will be losing due to the retirement surge and the contracting knowledge that presents the highest risk of loss, develops a system for capturing knowledge in the threatened knowledge areas, and determines the key personnel roles that will be essential to meeting contracting needs in the future. Findings indicate that NSWCDD can anticipate critical gaps in knowledge upon a majority of contracting professionals retiring. A pilot test indicates that the development of a knowledge management team and use of a Knowledge Management System are feasible methods for capturing and sharing knowledge at NSWCDD before the retirement surge occurs.

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Page : 54 pages
File Size : 20,57 MB
Release : 2008
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To examine the extent to which DOD's civilian human capital strategic plan addresses congressional reporting requirements, we obtained and analyzed the "Department of Defense Civilian Human Capital Strategic Plan 2006-2010" and "The Department of Defense Human Capital Strategic Plan for Civilian Employees of the Department of Defense, Fiscal Year 2006 Implementation Report," along with other documents. We analyzed the content of these documents and compared them to the requirements of the 2006 act. Overall, DOD's civilian human capital strategic plan does not meet most statutory requirements. First, the plan partially addresses some but not all aspects of two of the congressional reporting requirements established in the National Defense Authorization Act for Fiscal Year 2006. Specifically, DOD's plan includes a list of mission-critical occupations needed for the current civilian workforce, but this list does not constitute the required assessment of skills of the existing workforce. Second, and most importantly, the plan does not address the majority six of eight of the congressional reporting requirements. For example, the plan does not include an assessment of current mission-critical competencies, future critical skills and competencies needed, gaps between the current and future needs, or specific recruiting and retention goals, even though these elements are required by the 2006 act. DOD officials acknowledged that the plan they submitted to the committees is incomplete. Without complete information on DOD's civilian human capital plan, to include analyses of gaps between critical skills and competencies needed by the current and future workforce, Congress will not have the information it needs to conduct effective oversight over DOD's efforts to hire, develop, and retain the best possible civilian workforce. Accordingly, we are recommending that DOD submit to Congress a civilian human capital strategic plan that addresses all of the statutory requirements.

Author : Homer N. Wallin
Publisher :
Page : 0 pages
File Size : 28,72 MB
Release : 2001-09
Category : Pearl Harbor (Hawaii), Attack on, 1941
ISBN : 9780898755657

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Pearl Harbor will long stand out in mens minds as an example of the results of basic unpreparedness of a peace loving nation, of highly efficient treacherous surprise attack and of the resulting unification of America into a single tidal wave of purpose to victory. Therefore, all will be interested in this unique narrative by Admiral Wallin. The Navy has long needed a succinct account of the salvage operations at Pearl Harbor that miraculously resurrected what appeared to be a forever shattered fleet. Admiral Wallin agreed to undertake the job. He was exactly the right man for it _ in talent, in perception, and in experience. He had served intimately with Admiral Nimitz and with Admiral Halsey in the South Pacific, has commanded three different Navy Yards, and was a highly successful Chief of the Bureau of Ships. On 7 December 1941 the then Captain Wallin was serving at Pearl Harbor. He witnessed the events of that shattering and unifying "Day of Infamy." His mind began to race at high speeds at once on the problems and means of getting the broken fleet back into service for its giant task. Unless the United States regained control of the sea, even greater disaster loomed. Without victory at sea, tyranny soon would surely rule all Asia and Europe. In a matter of time it would surely rule the Americas. Captain Wallin salvaged most of the broken Pearl Harbor fleet that went on to figure prominently in the United States Navys victory. So the account he masterfully tells covers what he masterfully accomplished. The United States owes him an unpayable debt for this high service among many others in his long career.