FORT WORTH, Texas (February 4, 2020) – 15 commissioned officers and enlisted leaders assigned to commands throughout the naval Reserve force participated in a three-day Navy Personnel and Pay (NP2) Transformation Workshop and Reserve Change Agent Network (RCAN) training at Navy Region Southeast Reserve Component Command Fort Worth, Jan. 14- 16.
NP2 is a new system development initiative spearheaded by the MyNavy HR team, which aims to consolidate 55 of the Navy’s current Active and Reserve component personnel and pay systems into one.
“This transformation initiative is designed to improve the way Sailors interact with the Navy through every facet of their career,” said MyNavy HR Reserve Transformation Lead. Capt. Claudia Macon, of Commander, Navy Reserve Forces Command (CNRFC). “NP2 delivers 24/7 shared services capabilities and transactional support. We will modernize and integrate legacy systems while leveraging commercial best practices in order to transform the Navy’s HR service delivery model.”
The group of subject-matter experts, designated as Change Engagement Leads (CEL) were given the opportunity to review the new system developments, provide feedback, and make suggestions for areas of improvement from the Reserve perspective.
“It’s a total force solution but, it’s important for us as a Reserve force to come together and ensure that our equities and our unique way of doing things is expressed,” said Reserve Transformation Lead Capt. William Baas, Office of the Chief of Navy Reserve.
The CELs also received training from representatives of commercial entities on phased change management, preparing them to come together as the RCAN to assist Navy Reserve members with the upcoming implementation of the new and improved system.
“This is the group that’s really going to help cascade the messaging of transformation out to the force,” said Baas. “These are the leaders that are going to connect with the Sailors on the deck- plate level out in the NOSCs, at the RCCs, across the squadrons, and are going to help translate the initiatives that are coming in a language that resonates with how it’s going to make their lives in the Reserves, in the Navy, better.”
With regard to MyNavy HR’s transformation of its service delivery model, three focal points are identified as the enterprise modernizes the way it operates to provide improved service to current and future Sailors and their families.
The first is defined as, “Mess to Modern: Today, success greatly depends upon the extraordinary efforts of Sailors working tirelessly to overcome old processes that cannot support an Information Age Navy growing to meet the demands of the National Security Strategy.”
The second of the three is detailed as, “Centralized IT Structure: The current IT architecture is composed of more than 50 systems. There is no centralized IT architecture. It is expensive to sustain, and extremely difficult to enhance to include new business processes needed for the modern Navy.”
The third focal point is listed as, “Sailor’s Perspective: The strategic vision and desired end state envisions a focus on providing information from the Sailor’s perspective in a clear, comprehensive, and concise manner.”
MyNavy HR and its facilitators of the workshop emphasized a need for the group to adopt and embed the concept of having an agile mindset as the Navy continues to evolve, advancing the capabilities of its human-resource technology to better meet Sailors’ needs.
“It’s an ability to adapt to changing and shifting priorities in today’s dynamic environment,” said Reserve Transformation Lead Master Chief Aircraft Maintenanceman Eric Dusenbery, of Commander, Navy Reserve Forces Command. “Modeling best practices of the commercial industry, Sailors have a bigger role in testing and updating deliverables in real time to ensure that tools and systems are defect free and support mission accomplishment.”
Designated CEL Senior Chief Personnel Specialist Kurt McKenzie, assigned to Commander, Navy Region Mid-Atlantic Reserve Component Command Norfolk, expressed his gratitude for having the opportunity to influence an initiative that propels the Navy forward.
“Being a personnel specialist, I’ve dealt with all sorts of issues regarding Sailors’ pay,” said McKenzie. “It is important to make sure that we remember the end user. This affects our Sailors. This affects their livelihood. So, it’s been extremely beneficial working with people who have different experiences and backgrounds coming together working toward one common goal, giving our Reserve force a product that is user friendly and enhances the way we do business from the perspective of personnel and pay.”
| Date Taken: | 02.11.2020 |
| Date Posted: | 02.11.2020 09:24 |
| Story ID: | 362526 |
| Location: | FORT WORTH, TX, US |
| Hometown: | FORT WORTH, TX, US |
| Web Views: | 377 |
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This work, Money Talks: Reserves Prepare for Changes to Navy Personnel and Pay Systems, by CPO Lawrence Davis, identified by DVIDS, must comply with the restrictions shown on https://www.dvidshub.net/about/copyright.
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