Town Hall
Marine Corps Base Hawaii
20 & 21 JUNE 2011
Agenda
• A word on WIGs and energy conservation
• Workforce Shaping
• Questions
2
Commander’s Focus
• Wildly Important Goals (WIGs)….
– Customer service
– Conservation
– Weekly visits
• Green initiatives
– Still a priority
– 10% reduction in electrical consumption in
2011
3
Our Purpose
• Provide direct support to the warfighters
and their families to enhance and
sustain combat readiness.
• Provide and maintain essential facilities
and services to support unit missions
and enhance quality of service.
4
Priorities
Workforce Shaping
What is it, and
why do we need it?
6
A bit of history…
• August 2010 - Secretary Gates directs a series of
initiatives designed to reduce duplication, overhead, and
excess, and instill a culture of savings and accountability
across the Department of Defense
• September 2010 – Commandant of the Marine Corps
directed a Force Structure Review to evaluate and refine
the organization, posture, capabilities required of
America’s Expeditionary Force in Readiness in a post-
OEF security environment.
7
Force Structure Review Group
2011 Post-OEF
202K Active 186.8K Active
Duty Force Duty Force
~ 40K USMC Reserve 8
Timeline of Events
August 6, 2010
MARADMIN 439/10
& 440/10
Revised Civilian
Manpower
Requirement
Process
September January
2010 2011
-MarForPac November 2010 OPT MCB
Hiring Freeze -OPT conducted @ Hawaii
-SMRB Creation MFP to determine established
way ahead
-TFSMS Cleanse
July 2010 August September October November December January 2011
September December 10,
13, 2010 2010
MARADMIN -MARADMIN
507/10 691/10 - Marine
Moratorium on Corps 90-Day
TFSMS Freeze
Submissions
Timeline of Events
May 11, 2011
MarAdmin 302/11 –
Added guidance on
Marine Corps-wide
hiring freeze
Further
Assessments on
-ESC Briefed Workforce (Pre- June & beyond
-Vacancy STFP) June 2011 Continue with the
Identification Marine Corps Order Strategic Total
All non-bic #### on Strategic Force Planning
personnel id’ed Total Force Process (visit
for move/vacancy Planning in staffing Directorates)
information phase
submitted to MFP
February March April May June July & Beyond
June 8, 2011
MarForPac
guidance on
March 11,
extending hiring
2011 freeze with MFP
MARADMIN
waiver approval
154/11 - HQMC
Hiring Freeze
Extended
What is Workforce Shaping?
Workforce shaping has emerged as a key focus for
the federal government in the 21st century.
SecDef directed significant reductions in overhead
costs
“we will do Less with Less”
Savings will be realigned to the warfighters (tooth
to tail ratio)
Congress is proposing 2 backfill for every 3
attritions.
Hiring freezes, coupled with normal attrition,
necessitate workforce shaping. 11
Table of Organization
• Official T/O • Overhire (No BIC) 4
– MCB Hawaii - 549 – Student Hire 1
– MCAS – 23 – Temp/Term 3
– Total BICs - 572
• Projected FY11 Labor – • On Board- 540
$43.6M • Env/H/MCCS- (27)
• Filled BICs – 507 • Military Leave- 6
• Military Leave - 6 • Total BSS1/M1- 513
• Vacant BICs – 58 • Resourced FY12 FTE
(1 MCAS) =553
Total – 572
ON BOARD COUNT
700
600
585
543 550
500 482
463 462
433 445
429
400
300
200
100
0
2003 2004 2005 2006 2007 2008 2009 2010 CURRENT
13
PAY GRADE DISTRIBUTION
GS FWS
70
62 61 62
60
52 52
50
40 37
30
25 25 25 24
23
20
20 16
13
9 8
10 6 6 7 7
3 4
2
0 0 0 0 0
0
2 3 4 5 6 7 8 9 10 11 12 13 14 15
14
AGE DISTRIBUTION
OVER 60 92
50 to 59 180
40 to 49 130
30 to 39 90
20 to 29 58
0 20 40 60 80 100 120 140 160 180 200
15
YEARS OF SERVICE
DISTRIBUTION
200
183
180
160
140 130 132
120
100
80
60 52 53
40
20
0
0-5 6-10 11-15 16-20 20+
16
YEARS TO RETIREMENT
ELIGIBILITY
MORE THAN 20 127
15 to 20 68
10 to 14 74
5 to 9 90
0 to 4 84
ELIGIBLE 105
0 20 40 60 80 100 120 140
17
YEARS TO EARLY
RETIREMENT ELIGIBILITY
MORE THAN 20 25
15 to 20 149
10 to 14 105
5 to 9 46
0 to 4 61
ELIGIBLE 164
0 20 40 60 80 100 120 140 160 180
18
HISTORIC GAINS
140
129
120
103
100 92
80
60
40
20
9
0
2008 2009 2010 2011
19
HISTORIC LOSSES
80
75 75
70
60
52
50
40
30
24
20
10
0
2008 2009 2010 2011
20
HISTORIC RETIREMENT
ELIGIBILITY
18.00%
16.76% 17.09%
16.00% 16.02% 16.39%
14.47%
14.00%
12.00% 12.13%
11.42%
10.00%
9.01%
8.00%
6.00%
4.00%
2.00%
0.00%
2003 2004 2005 2006 2007 2008 2009 2010
21
PROJECTED RETIREMENT
ELIGIBILITY BY 2016
40.00%
35.00% 34.70%
31.45%
30.00%
28.03%
25.00%
24.27%
21.71%
20.00% 20.00%
15.00%
10.00%
5.00%
0.00%
2011 2012 2013 2014 2015 2016
22
Workforce Planning
Planning is the key element of shaping
Requires a reassessment of:
Our mission
Workforce needed to achieve mission
Occupations that are "mission-critical”
Skills and competencies needed
Includes an analysis by:
Occupation, function, age distribution, tenure, diversity,
skills, and supervisory ratio.
While considering:
Recruitment, retention, development, restructuring, and
possible outsourcing
23
Workforce Planning (cont’d)
Critical vacancies will emerge through retirements
and transfers
Succession plans are essential for key positions.
Planning process will develop an organization that
reflects the competencies required
Tools are needed to help restructure the organization
Two key tools available to Federal agencies:
Voluntary Early Retirement Authority (VERA)
Voluntary Separation Incentive Payments
(VSIP)
24
The Way Forward
Educating managers to take maximum
advantage of human resources flexibilities:
Reassignments within grade
Temp promotions
Training
3-star waivers for priority backfills
Agency resource sharing on recruiting and
advertising critical skill shortages.
Sharing training resources and expanding
25
on-site interagency training opportunities.
Frequently Asked Questions
Q: Are we going into a Reduction-in-Force (RIF) soon?
A: No. MCB Hawaii does not foresee a RIF
being initiated at this time or in the near future.
Q: Are we going to receive VERA or VSIP
anytime?
A: The recent survey was intended only to assess
interest levels and what organizations would be
most affected.
Q: What are the advantages to workforce shaping?
A: Employees are given an opportunity to learn other
skills that may not have been offered before and
provide them with better job advancements in the
future
26
Bottom Line
Our most important asset is
Our People
27
Questions?
???
28