U.S Navy Work Values

Daily Duties at U.S Navy:

U.S. Navy – Highest Grade – E9 07/1977 to Present Summary of Qualifications: Program Manager Human Resources - U.S. Navy Exemplary leader, manager and administrator with a broad scope of responsibility incorporating over 25 years of direct experience in personnel administration, human resources management, recruiting, training, equal opportunity, diversity and program management. I have an in-depth understanding of Navy pay (DFAS) and personnel (NSIPS) systems and have had exposure to DIMHRS. Experienced with and understand the importance of internal and external customer service and labor relations. Planned, initiated and conducted training programs for personnel at all levels within the areas of recruiting, retention, personnel management and administration. Skilled communicator: Unparalleled ability to produce reports and make presentations for all levels of the organization. Flawlessly managed all administrative requirements including presentations and training outlines, correspondence, and required reports. Superior ability to assemble talented teams and delegate assignments. Expert auditor: Conducted internal and external program evaluations and assessments. Provided just-in-time training when warranted. Developed concise plans of action and milestones to ensure correction of identified issues. Provided timely follow-up to ensure compliance with Plan of Action & Milestones (POA&M). Program Coordination: Coordinated Retention and Human Resources Programs at every level within the organization. Implemented policy and provided training and guidance for regional and individual counselors. Curriculum Development: As Total Quality Management Process Coordinator, conceived and developed a complete Total Quality Management training package and conducted training for all personnel resulting in implementation of recommendations submitted by Process Action Teams. Developed curriculum for the National Community Service Education Project. LAN System Administrator/IT Trainer: Requisitioned, acquired components, installed, configured, administered, and conducted training for a 50 workstation Novell NetWare Local Area Network. This resulted in significant cost savings due to decreased software and printer requirements. Recognized IT Expert: Knowledgeable and skilled in various applications to include the entire Microsoft Office Suite and Microsoft Windows. Proficient at learning new systems Mastered the Defense Travel System (DTS) shortly after its release and became the subject matter expert and trainer in the Pacific Fleet Manpower and Personnel Directorate. Thoroughly versed in the systems’ functionality to include making travel arrangements, reviewing, certifying and approving travel requests and vouchers, and producing reports. Cost Control: Over twenty-five years experience in budget submission and reconciliation for personnel travel and materials. Managed TADTAR and inspected subordinate commands’ compliance. Skills: Demonstrated skills include but are not limited to: leadership, business management, technical management, prepare and provide briefs and presentations, analyze data and conduct trend analysis, team building, team leader, team management, general supply and logistics, expert computer skills, diversity, equal opportunity, customer service and customer relations, marketing, task planning, administrative functions and support, quality assurance, oral written communication, technical skills, conflict resolution, coach, mentor, motivator, supply management experience, problem solving, requirements development, customer liaison and interface, event planning, business system management and customer relationship management. Hold a SECRET security clearance. Fleet Career Counselor / Human Resources Program Director COMPACFLT Pearl Harbor, HI. 07/2002-Present Responsible for policy development, procedure development and implementation of programs and guidance related to reenlistment, attrition, quality of life, and career information of over 120,000 Pacific Fleet personnel. Worked closely with Fleet Forces Command, Navy Personnel Command, Center for Personal and Professional Development and other HR managers to enhance and establish Navy Retention and Career Development programs and policies. Subject matter expert who was routinely sought after at every level for guidance to improve Sailor career development programs and systems Navy-wide. Provided career guidance for Force and Region subordinate counselors and Command Career Counselors around the globe. Strategic thinker who leads with vision, energy and sets a personal example. Accomplishments: ? Coordinated and conducted the COMPACFLT Annual Retention Conference for all Force/Region Counselors including representatives from NETC, NPC CCD and COMLANTFLT. Resulted in a POA&M to rewrite the Navy's Retention and Career Development Instruction; create a Command Career Counselor Handbook, which positively influenced the development and delivery of Perform to Serve; rewrite NC Rating conversion requirements to establish NC2s; standardized Retention awards programs throughout the Navy and identify a single-source data system for counselors throughout the Navy. ? Gained comprehensive knowledge of, and skill in applying database management concepts, principles and methods including database logical and physical design, normalization, backup and recovery, sources, characteristics, query design and effective use of data resources. Expertly designed and implemented effective data mining tools and techniques to convert raw data into meaningful information. ? Led the way in retention and Sailor career development with an extraordinary ability to understand the "Big Picture" and promote career development programs and policies throughout the Fleet and the Navy. Established and implemented policy which credits reserve affiliation as a retention action when determining Retention Excellence and Honor Roll Award winners. This policy change was adopted Navy-wide and was the catalyst for the Navy to research and pilot a more seamless transition from the active component to the reserve component. ? Was a key member of the working group established to rewrite the Navy's Career Development Program Management Policy and the Career Counselor Handbook. ? Identified problems and developed solutions at the macro level. Most recently – challenged Navy Personnel Command’s decision to eliminate “A” School Detailers. This action would have decentralized the Navy’s ability to assign initial job training for junior non-rated Sailors. Using data from the Navy Retention Monitoring System, proved that non-rated Sailors represent the Navy’s largest per-capita attrition rate when they are not provided timely training opportunities. As a result, the Bureau of Naval Personnel rescinded the decision to eliminate the "A" School Detailers. ? Participated as a key member of several working groups including: 1. The Chief of Naval Operations’ Diversity Visioning Group – Quarterly meetings for two years to stand up the Navy’s Diversity Directorate. 2. The Chief of Naval Operations’ Diversity Council – Semi-annual meetings continuously. 3. The Command Career Counselor Course Curriculum rewrite working group – Meetings as necessary of a span of two years until the curriculum was revised. 4. The Selection and Classification Advisory Panel – Quarterly meetings continuously. 5. The Navy Retention Monitoring System (NRMS) evaluation team – Meetings as necessary for one year until NRMS was accepted. Working Group Accomplishments: 1. - Developed the mission vision and guiding principles for the Navy’s Diversity initiative; devised the pillars for success and established the Navy Diversity Directorate. The group also established the Diversity Senior Advisory Group and the Diversity Council. 2. - Met semi-annually to get input and recommendations from Sailors and provide that input to the Chief of Naval Operations via the Diversity Directorate. 3. - Worked together to evaluate the training curriculum used to train Career Counselors and to identify areas that could be converted to web-based training as well as additional training needs. As a result, a two-week web-based course has been developed and the in-class curriculum has been modified and enhanced. 4. - Evaluated selection and classification processes as they relate to recruiting and retaining Sailors. The panel has reviewed and recommended deployment of the Fleet Rating Identification Engine (RIDE) and Job Opportunities in the Navy (JOIN). These applications help classifiers and counselors to determine each Sailor’s qualifications and interests respectively. 5. - Helped to ensure the timely delivery of NRMS to the Fleet. NRMS is a web-based application that was built to combine the functions of the Navy Retention Reporting System (NavRet) and the Retention Monitoring System (RMS). NRMS uses many of the NavRet tables and report formats and still relies on NavRet for UIC tree updates.

What they like about U.S Navy:

Working in an organization that is technologically advanced, creative, and innovative is critical in your assessment of hiring companies. Less important to you are stability of the organization, the length of time an organization has been in business, and the business' plans for the future. You prefer a fast-moving company that will take risks to achieve its goals and objectives. The length of time the company has been in business is irrelevant. Maintaining status quo is unnecessary. You thrive on change, uncertainty and the upside of potential business risks, especially those associated with innovation. Stability for the long haul is not nearly as important as is working in an atmosphere that is charged with a sense of urgency and constant change.

Tags

Human Resources Management, HRIS, Leadership, Management, Communications, Professional Development, Training

Skills

P&L responsibilities, Presentation, Ecommerce Strategy and digital marketing channels optimization - SEO, SEM, email, affiliates - for high-profile accounts., Technology Solutions, Sales Support, Software Implementation, Requirements Analysis & Specification, Leadership

These are some of the questions we asked our climbers about their experiences with U.S Navy: