Thursday, November 29, 2007

NAVSEA Executive Director Briefs Competency Alignment to NSWC Dahlgren Division



Sharie Bourbeau
Naval Sea Systems Command (NAVSEA) Executive Director Sharie Bourbeau told over 200 NSWCDD employees on Nov. 1 that NAVSEA Commander Vice Adm. Paul Sullivan’s “Top Five“ focus areas will help recapitalize the Navy from 275 to 313 ships and enable the warfare centers to meet the needs of warfighters.

The Top Five – Diversity, Lean, Competency, Enterprises and Metrics – will allow NAVSEA ‘‘to do the right thing at the right time at the right cost with the right person,” said Bourbeau to the audience at the Aegis Training and Readiness Center auditorium and to over 500 employees who watched the broadcast on an internal web site https:⁄⁄wwwdd.nmci.navy.mil the next day.

Bourbeau’s message focused on how the Competency Aligned Organization (CAO) will align the knowledge, skills and abilities of NSWC Dahlgren’s workforce with the workload demands driven by the requirements of our warfighters and the organizations that exist to support them with products and services.

‘‘The challenge is not only to think about the knowledge, skills and abilities that you have today – but the skill sets that will be required for delivering the products and services of tomorrow's Navy and the Navy after next,” said Bourbeau.

To transform NAVSEA into an enterprise with mutual opportunity for the employee as well as employer, nine competency domains have been defined. Every NAVSEA billet has been placed in a competency domain.

‘‘We have a warfare center CONOPs (concept of operations) in place – your support and feedback is needed to continuously improve our operating construct,” added NSWC Commander Rear Adm. Macy Macy who presented a follow-up competency alignment brief. ‘‘We are actively working with the Competency Domain Leaders to support the CAO construct. To be successful, we will need your commitment to implement these changes at all levels of the organization.”

“You have all received a letter that announces the Competency Domain your billet was placed in,“ Bourbeau said, pointing out that, “your placement is tied to the billet you are in - not your personalized skill sets.“

Every Competency Domain has developed career planning guidance designed to provide a “road map“ of knowledge, skills and abilities employees need to maximize the potential for successful job performance. These road maps are called 5 Vector Models.

“NAVSEA is trying to position you to be successful in the billet that you occupy,“ she said, emphasizing that standardized career planning guidance can help increase an employee's chances for upward mobility. “Career planning tools and models deployed throughout the Command can be used to supplement your approach to developing Individual Development Plans.“

The Career Planning Guide is a living document that evolves relative to workload demand changes, she said, adding that employees throughout NAVSEA are experiencing two major benefits as a result of a Competency Aligned Organization.

“First, I would submit that your marketability just skyrocketed across the command. Secondly, what this does for you is that with your 5 Vector Model, you now know what it takes to get to the next level, should your career aspirations include upward mobility,“ Bourbeau said.

Bourbeau cautioned employees to understand, however, that this corporate strategy was not structured to guarantee promotions, or even particular training courses.

“This is not an entitlement,“ Bourbeau said. It does, however, provide employees with more information than they have had before to help manage their careers and make informed career decisions.

Competency Alignment also provides NAVSEA with the ability to effectively manage its current and future workload through standardized Competency Domain work processes and a workforce positioned to respond to the workload. Moreover, it will produce greater situational awareness of NAVSEA's priorities, increasing flexibility to marshal and deploy resources across the Command.