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Navy cool executive_brief
Navy cool executive_brief
Navy cool executive_brief
Navy cool executive_brief
Navy cool executive_brief
Navy cool executive_brief
Navy cool executive_brief
Navy cool executive_brief
Navy cool executive_brief
Navy cool executive_brief
Navy cool executive_brief
Navy cool executive_brief
Navy cool executive_brief
Navy cool executive_brief
Navy cool executive_brief
Navy cool executive_brief
Navy cool executive_brief
Navy cool executive_brief
Navy cool executive_brief
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Navy cool executive_brief

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  • 1. NAVY CREDENTIALING PROGRAM & NAVY CREDENTIALINGOPPORTUNITIES ON-LINE (COOL) Functional Lead CAPTAIN Gary Edwards Center for Information Dominance
  • 2. PurposeTo provide program overview of the Department of theNavy’s Credentialing Program and Navy Credentialing Opportunities On-Line (COOL) website. Provide Program Review 2
  • 3. BackgroundOct 04 - National Defense Authorization Act 2005 Directed joint DOD/DOL study of standards for the certification of members of the Armed ForcesSep 05 - Joint DOD/DOL Study Outlines 6-step process for developing credentialing program. Navy Credentialing processes follow DOD/DOL guidelinesJan 06 - National Defense Authorization Act for 2006 Authorizes the expenditure of appropriated funds for service-members to pay for commercial credentials.Feb 07 – USD Memorandum for the Secretaries Authorizes use of appropriated funds for credentialing enlisted (Active/Reserves)Mar 07 – ASN Memorandum Follow-on memorandum as a result of USD authorization. Extends authority to Dept of Navy.Sep 07 – OPNAVINST 1540.56 Signed 06 Sep 2007. Provides guidance and authority to commence funding of credentials.July 09 – USD Memorandum for the Secretaries Permanent authority for use of appropriated funds for credentialing Officers & enlisted (Active/Reserves)Feb 10 – ASN Memorandum Permanent authority for use of appropriated funds for credentialing Officers & enlisted (Active/Reserves)Jun 11– OPNAVINST 1540.56a Updated 17 Jun 2011. Provides further guidance and authority for funding of voluntary credentials. 3
  • 4. Policy Highlights OPNAVINST 1540.56a  Program is discretionary. Payment of expenses and fees is not an entitlement. Program is not retroactive  Program is focused on the Enlisted Force, both Active and Reserve Components (less Individual Ready Reserve (IRR)).  Eligibility based on member working in job, rating, or collateral duty/assignment to which an approved credential has been mapped. Eligibility criteria of both Navy and vendor must be met.  Member is issued one government voucher per certification attempt. If member fails, subsequent certification tries are at the expense of the member.  Member must have one year remaining on the current enlistment (certain waivers may be authorized…see OPNAVINST 1540.56a para 4b.  Members are allowed refresh or recertification opportunities provided eligibility criteria is maintained  This authority does not apply to payment for academic degrees or fees for membership in professional societies or associations 4
  • 5. Credential to Rate TrainingCredential Exam Navy GapObjectives Learning Learning Self-study Vendor training e-Learning 5
  • 6. COOL is For: Sailors who want to know what civilian credentials relate to their ratings and jobs and how to obtain the credentials. Education, Career and Transition Counselors providing guidance on education, professional growth, and career requirements and opportunities. Navy Recruiters who want to show potential recruits the opportunities for professional growth and civilian career preparation available through Navy service. Employers and Credentialing Boards interested in how military training and experience prepares Sailors for civilian credentials and jobs. 6
  • 7. Responsibilities Members Commanding Officer has oversight of application process, eligibility, and member’s certification status. Credentials Program Office oversees and manages the certification vouchers. Reimbursement is the exception and will be accomplished when the vendor does not accept government vouchers. Credentials Program Office is responsible for data collection and statistics. Command Leadership Team has responsibility to inform the Sailor of the opportunities available, but the Sailor has ultimate responsibility for own progress and achievement. 7
  • 8. Program Highlights Workforce Professionalization - Expand the professionalism of the Navys Military Enlisted Force (Active, Reserve) through the mapping of every Rating/Position to Government and private-sector standards -- Will improve personal and professional readiness • Assistant Secretary of the Navy, Manpower and Reserve Affairs delegated authority to Chief of Naval Personnel to administer a program for payment of professional credential expenses for Navy military members, both active and reserve.  The program provides for the payment of credentialing expenses associated with professional licensing, certifications, renewals, and mandatory administrative fees.  Voucher management and distribution has been successfully operating for 5 years  Navy COOL website has experienced  Over 94.2 million hits since site launch June 2006 (averaging 2.0 Mil hits per month) with average time on website per visit is 23+ minutesOver 49,126 Information Assurance & Discretionary Exams Processed 8
  • 9. COOL Website Hits 3,000,000 2,548,994 2,544,680 2,634,351 2,305,011 2,500,000 2,257,403 2,258,650 2,241,253 2,097,669 2,260,635 2,126,157 2,200,059 1,863,612 2,000,000 1,500,000 1,000,000 500,000 0 Oct-09 Nov-09 Dec-09 Jan-10 Feb-10 Mar-10 Apr-10 May-10 Jun-10 Jul-10 Aug-10 Sep-10 2,878,690 3,000,000 2,669,154 2,729,028 2,757,077 2,459,710 2,500,000 2,214,326 2,101,209 2,191,178 2,000,000 1,500,000 1,000,000 500,000 0 0 0 0 0 Oct-10 Nov-10 Dec-10 Jan-11 Feb-11 Mar-11 Apr-11 May-11 Jun-11 Jul-11 Aug-11 Sep-11Sailors in all enlisted ratings have applied for voluntary certification exam funding: ABE, ABF, ABH, AC, AD, AE, AG, AM, AO, AS, AT, AWF, AWO, AWR, AWS, AWV,AZ, BM, BU, CE, CM, CMDCM, CS, CTI, CTM, CTN, CTR, CTT, DC, EA, EM, EN, EO, EOD, ET,ET(R), FC, FT, GM, GSE, GSM, HM, HT, IC, IS, IT, IT(S), LN, LS, MA, MC, MM, MN, MT, MU,NCC, NCR, ND, OS, PR, PS, QM, RP, SB, SH, SO, STG, STS, SW, UT, YN 9
  • 10. Number of Exams Requested 1,9572,000 1,387 1,396 1,4341,500 1,197 1,153 1,025 980 9191,000 794 771 805 500 0 Oct-09 Nov-09 Dec-09 Jan-10 Feb-10 Mar-10 Apr-10 May-10 Jun-10 Jul-10 Aug-10 Sep-102,000 1550 1,772 1,567 1,364 1,4431,500 1,245 1,111 1,0211,000 500 0 0 0 0 0 Oct-10 Nov-10 Dec-10 Jan-11 Feb-11 Mar-11 Apr-11 May-11 Jun-11 Jul-11 Aug-11 Sep-11  Requests for Navy-Funded credentialing exams showing sustained interest  Certifications exams have been in high demand by the Navy’s Master-at-Arms (MA) , Information Systems Technician (IT), and Culinary Specialist (CS) ratings. Exams Are Showing Sustaining Interest 10
  • 11. COOL Metrics Funded certification exams are steadily increasing: • 8,145 certification exams have been funded (FY08) - 160 were for Navy Reservists •16,090 certification exams have been funded (FY09) - 226 were for Navy Reservists •13,818 certification exams have been funded (FY10) - 183 were for Navy Reservists • 11,791 certification exams have been funded (FY11) - 288 were for Navy Reservists  Navy’s Credentialing Pass-Rate: [National average pass-rate is roughly 70—85%] • 95.0% pass rate FY08 •95.8% pass rate FY09 •96.3% pass rate FY10 •95.5% pass rate FY11The Navy’s Credentialing Program not only manages & funds for voluntary credentialing but also mandatory Information Assurance Workforce (IAWF) credentialing Navy Personnel Exceeds National Pass Rate Average 11
  • 12. No Limit to Location 164 Ships 242 Air Squadrons/ Platforms 69Subs35.7% Navy-Funded Exams Are For OCONUS And Deployable Units 12
  • 13. No Limit to Location Sailors overseas, on afloat and air units, and isolated locations are attaining credentialsOverseas locations include: - Forward Operating Base Shield, Baghdad al-Rusafa - Camp Alamo – Afghanistan - Naval Support Activity Bahrain - Navy Expeditionary Combat Forces Central Bahrain - Commander U.S. Naval Forces Central Command - Camp Doha, Kuwait - Mobilization Accounting Ops Djibouti Africa - Camp Lemonier, Djibouti, Africa - Naval Station Guantanamo Bay Cuba - Naval Station Rota Spain - Fleet Activities Chinhae Security Det - Naval Region Korea - Naval Region SW Asia - Naval Stations Naples, Gaeta, and Sigonella Italy - Naval Base Guam - U.S. European Command Stuttgart Germany - Joint Military Facility Saint Mawgan UK - Navy Information Operations Detachment Digby UK - Naval Station Pearl Harbor HI - Expeditionary Combat Readiness Center Fwd Afghanistan - Naval Stations throughout Japan 13
  • 14. Frequently Asked QuestionsAre we training Sailors to exit the Navy? Navy Training Management and Planning System (NTMPS) raw-data documents that, in the E4 - E9 pay grades, Sailors who completed a U.S. Military Apprenticeship Program (USMAP) had a 96% retention rate compared to those who did not participate in the program (56%) Similar statistics were found for major corporations (Ford, IBM, Microsoft, Coca- Cola, etc…); invest in the employee, and the return on investment will be: a more competent workforce, a more motivated workforce, and a workforce that is meeting its personal as well as professional goals Navy Credentialing is intended to be a workforce professionalization tool. It is not intended to be a recruitment, retention, or transition tool (but it is a clear side-benefit of the program). 14
  • 15. Frequently Asked QuestionsHow can Navy COOL impact recruiting? Local Navy Recruiters were given a brief on Navy COOL • one local recruiting station reported that content on the Navy COOL web site directly contributed to 50% of their new contracts in a 3 month period. • Many recruiting stations are using Navy COOL as part of their Delayed Entry Program (DEP) retention strategyHow can Navy COOL impact transition? Navy COOL can be a great resource in researching U.S. Dept of Labor (DoL) recognized equivalent occupations to your rating, as well as preparing for eventually leaving the Navy by attaining credentials that will meet your employment goals. 15
  • 16. Future Enhancements Expanded analysis to help Sailors identify additional training in order to close the gaps between their Navy training and the industry certification Completion of Naval Officer COOL summary pages for every Designator Build COOL summary pages for all DON Civil Servant Series On-line Study Guides Larger Assortment of Downloadable Marketing Media (Posters, Fliers, Fact Sheet, Briefs) Link with Learning and Development Roadmaps (LaDR) Continue to incorporate State licenses into Navy COOL (those with national or multi-state reciprocity) Expanded Analysis / On-Line Study Guides / Media / Roadmaps 16
  • 17. Industry Recognition and program interaction Selected as an American Society for Training & Development (ASTD), OPTIMUS, Workforce Management, Training Top 125 (twice), and Human Capital Management for Defense (HMCD) award recipient. Submitted for Conference Boards -- Work Life Leadership Council 2010 – “Moving into the Future” Award; Recruiting Excellence Award Credentialing staff has personally briefed over 30,000 Sailors, to include the recent World-Wide Education Symposium, each of the annual Navy Counselor Symposiums, and Council of College and Military Educators (CCME) . Integrated into Navy Recruiting training and field briefings etc. Collaboration with other Services and Agencies 17
  • 18. ContactsFunctional Lead Credentials Program Office – Program Analysts: CAPT Gary Edwards CO, Center for Information Dominance - Stanley Person - Michael Talley - Robert CrooksCredentials Program Office – Program Manager - Kevin Redmond - Kilee Gillispie Keith Boring -Thomas Seith - Chad Hulsizer (850) 452-6683 / 6664 - George Mullen dsn: 922-6683 / 6664 - Jeffrey Winters keith.boring@navy.mil - Patricia Kington - Neoma Skye - Mark Lashuay - Bruce Alberque (850) 452-6324 / 6664 dsn: 922-6324 / 6664 navycool@navy.mil 18
  • 19. Questions? 19

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