THE NAVY CIVILIAN WORKFORCE FRAMEWORK:
R 092148Z MAR 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/MAR//
SUBJ/THE NAVY CIVILIAN WORKFORCE FRAMEWORK//
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
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 firstname.lastname@example.org.
5. This NAVADMIN will remain in effect until superseded or cancelled,
whichever occurs first.
6. Released by Vice Admiral R. P. Burke, N1.//