ADMINISTRATIVE MESSAGE
 
ROUTINE       
 
R 032300Z AUG 01 ZYB MIN PSN 618812J26
 
FM CNO WASHINGTON DC//N1//
 
TO NAVADMIN
 
UNCLAS //N01100//
NAVADMIN 199/01
 
MSGID/GENADMIN/N1//
 
SUBJ/HUMAN RESOURCES (HR) COMMUNITY//
 
REF/A/GENADMIN/CNO N1/251530ZJUL2001//
 
AMPN/NAVADMIN ANNOUNCING THE ESTABLISHMENT OF THE INFORMATION
PROFESSIONAL AND HUMAN RESOURCES OFFICER COMMUNITIES.//
 
RMKS/1.  THE NAVY HAS INVESTED SIGNIFICANT TIME AND EFFORT IN
EXPLORING HUMAN RESOURCE PROCESSES.  EXECUTIVE LEVEL TASK FORCES,
INCLUDING THE SECRETARY OF THE NAVY'S PERSONNEL TASK FORCE AND THE
CHIEF OF NAVAL OPERATIONS' STRATEGIC STUDIES GROUP HAVE HIGHLIGHTED
THE NEED FOR AND VALIDATED THE IMPORTANCE OF MORE EFFECTIVE
MANAGEMENT OF PEOPLE PROGRAMS.  REF A ANNOUNCED THE ESTABLISHMENT OF
THE HR COMMUNITY, THE CADRE OF OFFICERS WHO WILL BE RESPONSIBLE AT
ALL LEVELS OF LEADERSHIP FOR ALIGNING HR POLICIES AND PRACTICES TO
SUPPORT NAVY STRATEGIC DIRECTION AND MISSION ACCOMPLISHMENT.  CNO
N1, RESPONSIBLE FOR ALL OF NAVY'S MANPOWER AND PERSONNEL PROGRAMS,
IS THE HR COMMUNITY SPONSOR.  THIS NAVADMIN PROVIDES AMPLIFICATION
OF THE HR COMMUNITY'S VISION.  MORE INFORMATION CAN BE FOUND AT
WWW.PERSNET.NAVY.MIL/FLEETSUP, OR BY CONTACTING THE FLEET SUPPORT
OFFICER COMMUNITY MANAGER (OCM), CAPT MOIRA WURZEL, DSN 227-8761,
COMM 703-697-8761 OR THE ASSISTANT OCM, LCDR TODD KING, DSN
224-2796, COMM 703-614-2796.
 
2.  MISSION.  THE NAVY'S HR COMMUNITY WILL PROVIDE LIFE-CYCLE
MANAGEMENT OF PEOPLE THROUGH REQUIREMENTS DETERMINATION, FORCE
SHAPING, RECRUITMENT AND SELECTION, INVENTORY MANAGEMENT, AND
WORKFORCE TRAINING AND DEVELOPMENT.  AS EXPERTS IN STRATEGIC
HUMAN RESOURCES PLANNING, PROGRAMMING AND EXECUTION, THE HR
COMMUNITY WILL DEVELOP, DELIVER AND MAINTAIN THE NAVY'S HUMAN
CAPITAL IN SUPPORT OF OVERALL MARITIME STRATEGY.
 
3.  COMPETENCIES.  THE HR COMMUNITY WILL DEVELOP CORE COMPETENCIES
IN THE AREAS OF HUMAN RESOURCES STRATEGIC PLANNING, MANPOWER
MANAGEMENT, PERSONNEL FORCE MANAGEMENT, EDUCATION AND TRAINING
MANAGEMENT, RECRUITMENT, PERSONNEL ADMINISTRATION, AND HUMAN
RESOURCES INFORMATION TECHNOLOGY.
 
4.  IMPLEMENTATION STRATEGY.  ACCESSIONS INTO THE COMMUNITY WILL
BEGIN WITH THE 24 SEP FLEET SUPPORT TRANSITION BOARD FOR QUALIFIED
FLEET SUPPORT OFFICERS.  FOLLOW-ON ACCESSIONS WILL BE VIA LATERAL
TRANSFER BOARDS OPEN TO QUALIFIED OFFICERS OF ALL DESIGNATORS.
OFFICERS WITH MANPOWER, PERSONNEL, TRAINING AND RECRUITING
EXPERIENCE AND/OR EDUCATION IN MANPOWER SYSTEMS ANALYSIS (0033),
OPERATIONS ANALYSIS(0042), OR EDUCATION AND TRAINING (0037)
SUBSPECIALTIES (OR THOSE WHO ARE INTERESTED IN BECOMING THE NAVY'S
EXPERTS IN THESE FIELDS) ARE ENCOURAGED TO APPLY.  LONG TERM GOALS
INCLUDE THE ADDITION OF FLAG BILLETS, LIMITED DUTY AND WARRANT
OFFICERS, AND POSSIBLY THE INCLUSION OF ENLISTED RATINGS.
 
5.  PROFESSIONAL DEVELOPMENT.  THE NAVY NEEDS HR OFFICERS WHO ARE IN
SYNCH WITH CHANGING DEMOGRAPHICS AND LABOR MARKET CONDITIONS THAT
SIGNIFICANTLY IMPACT RECRUITING AND RETENTION.  IN ORDER TO KEEP
PACE WITH CONSTANT CHANGES IN THE STRATEGIC HUMAN RESOURCES
MANAGEMENT FIELD, THE COMMUNITY'S CAREER PATH WILL INCLUDE A
CONTINUUM OF EDUCATION AND PROFESSIONAL CERTIFICATION.  LONG TERM
GOALS ALSO INCLUDE THE POTENTIAL FOR PARTNERSHIPS WITH LEADING
CIVILIAN CORPORATE AND ACADEMIC INSTITUTIONS.
 
6.  WE ARE AT A CROSSROADS IN STRATEGIC HUMAN RESOURCE MANAGEMENT.
IN ORDER TO SUCCEED IN THE "WAR FOR TALENT," THE NAVY NEEDS
EXPERIENCED, KNOWLEDGEABLE AND RESOURCEFUL OFFICERS DEDICATED TO
IMPROVING HOW WE CONDUCT OUR PEOPLE BUSINESS.  I AM FIRMLY COMMITTED
TO PROVIDING THE RESOURCES AND SPONSORSHIP TO MAKE THE HR COMMUNITY
A SUCCESS.
 
7.  RELEASED BY VADM NORB RYAN, JR., N1.//
 
BT