Organization and Workforce

The analysts in ARHM serve as internal consultants for the Marine Corps organizations in the National Capital Region. They support executive decision making through group facilitation and state-of-the-art collaborative technologies, and can guide you through strategic planning, action planning, climate assessments, and more. Our analysts have a knowledge and understanding of HQMC and Marine Corps organizational structure, missions, programs, and organizational relationships, and our services are provided free of charge.

Organizational Development (OD) projects typically place equal emphasis on solving immediate problems and the long-term development of a more effective organization. The Organizational and Workforce Management (ARHM) section works with leaders and groups to improve organization effectiveness and productivity. OD specialists use a variety of data collection and analysis tools and techniques - such as facilitated group collaboration, interviews, observations, and assessment surveys - to diagnose organizational issues and recommend solutions.

• Organizational IMPROVEMENT Projects and Guidance

  • Executive Decision-Making

  • Strategic Planning

  • Climate Assessments

  • Facilitation

• Special Event and Meeting Support

  • Critiques

  • Symposia

For more information or to request support, please contact the ARHM Section at 1-703-614-9088 or smb.hqmc.arhb.trng@usmc.mil.

Manpower Civilian Workforce Management

MCU Lejeune Leadership Institute

USMC MARADMIN 165/12

The management analysts in ARHM utilize Strategic Workforce Planning (SWP) tools and techniques to support Marine Corps staff agencies and commands in aligning their workforce with their mission, strategic priorities, and resources. SWP analysts help to examine current and future workforce needs and advise organizations in developing action plans to address those needs.

Project Management & Support

SWP analysts provide advice, guidance, and project management support to staff agencies and commands in implementing SWP. They provide training and education to each organization, assist in developing communication plans, and assist in collecting and evaluating workforce data.

Strategic Direction-Setting

SWP analysts provide support in the identification and analysis of mission statements, vision statements, strategic priorities, functions, criticality of positions, future planning factors, risks, and workforce implications.

Workforce Analyses

SWP analysts coordinate with appropriate Human Resources Specialists and Equal Employment Opportunity Specialists to analyze Marine Corps organizations' workforce needs based on mission requirements and strategic priorities. Analysts provide support in the identification, analysis, and prioritization of significant workforce gaps with regard to demographics, employment trends, and other organizational conditions affecting the workforce.

Reporting

SWP analysts can assist organizations in developing and coordinating action plans and reports. Plans can include strategies that will help an organization to meet its workforce needs.

Strategic Workforce Planning is a process for aligning people, structure, and resources with mission and budget. It is repeated on a regular basis as well as when workforce requirements change.

• Step 1 - Strategic Planning: Build a common understanding of the organization's strategic priorities and connect them with any workforce implications

• Step 2 - Current Workforce Analysis: Assess the current workforce to include factors such as demographics, funding, competencies, gains/losses, etc.

• Step 3 - Future Requirements Analysis: Analyze and forecast the future workforce requirements including changes in structure and hiring, changes in technology and process improvements

• Step 4 - Gap Analysis: Compare current workforce with future workforce requirements. Identify and prioritize differences in requirements, or gaps

• Step 5 - Workforce Action Planning: Identify strategies and create action plans to close gaps. Develop a Workforce Action Plan detailing strategies to close gaps

• Step 6 - Execute and Monitor: Implement Workforce Action Plan and any supplemental plans. Review SWP activities on a regular basis and adjust action plans as needed

Strategic Workforce Planning (SWP) enables leaders to approach human resources management responsibilities with a proactive, forward-thinking, and multi-disciplined strategy designed to align an organization’s workforce with strategic priorities, mission, and budget constraints. Specifically, SWP analyzes the current workforce against the future workforce requirements and analyzes the “gaps” for significant impacts on an organization’s mission. The SWP process clearly identifies areas of concern and develops targeted action plans to overcome those barriers to success. 

• How many employees are eligible to retire today? This year? Next year? Are you prepared?

• Does your workforce have the competencies required to meet the current/future challenges?

• Does your organizational design lead to redundancy?

• How diverse is your workforce compared to the surrounding community? HQMC? DoD?

• Is your workforce flexible enough to do more with less?

SWP can answer these questions and much more. It simply requires a commitment from all stakeholders, from the senior leader(s) to supervisors, from HR professionals to Manpower and Budget Analysts. This is a comprehensive approach to human resources management that will further enable your organization to have the right people in the right place at the right time to successfully accomplish the mission.

Due to changing economic conditions and policies throughout the Department of Defense, the Marine Corps is experiencing significant changes regarding its manpower and structure requirements. In order to meet these requirements while still accomplishing the mission, all Marine Corps organizations must strategically examine their workforce requirements and take effective action by using legal personnel practices and staying within budget limitations. SWP provides a means for appropriately meeting these requirements while ensuring that the right people are in the right place at the right time.

SWP is not just a dollars and numbers exercise. SWP helps bring to light various factors affecting mission accomplishment to help ensure organizations comprise a well-aligned, highly skilled, motivated, and diverse workforce that possesses appropriate competencies and developmental opportunities in order to accomplish their missions, regardless of the changes and challenges they may face.

National Defense Authorization Act (NDAA) FY2010 Section 1108 and 10 USC Sec. 115b

Freeze on civilian pay adjustments (Office of Personnel Management, Memorandum for Heads of Executive Departments and Agencies)

The Moment of Truth: Report of the National Commission on Fiscal Responsibility and Reform (see page 27, Recommendation 1.10.4, Reduce the size of the federal workforce through attrition

MCO 12250.2 (Civilian Command-Level Strategic Workforce Planning Procedures)

The Organizational and Workforce Management Section (ARHM) is committed to providing quality training and development opportunities and assistance. ARHM assists employees and their supervisors in realizing their potential by strengthening and aligning their knowledge, skills, and competencies.

Civilians and their supervisors have easy access to free on-site training classes sponsored by the Human Resources and Organizational Management Branch (HROM). Classes are conveniently held at the Pentagon and MCB Quantico, and include soft-skills training, pre-retirement workshops, supervisor training, and the Marine Corps Acculturation Program (MCAP). To discover more, visit the HROM-Sponsored Training webpage: Human-Resource-&-Organizational-Management-Civilian-Workforce-Development.aspx

Additional Services and Resources

The civilian workforce development specialists in ARHM provide advice and guidance to individual civilians and supervisors, as well as organizational leaders. Services include providing information on civilian training regulations, policies, and requirements, identifying training and development needs, and building training and development plans to meet those needs within current and projected budgetary restraints.

Consult the Civilian Mandatory Training spreadsheet to view training requirements for civilians and supervisors of civilians. Mandatory training taken directly in WayPoints and Navy Knowledge Online (NKO) is automatically recorded in Official Personnel Files (OPFs). Whenever possible, WayPoints is the preferred system; training taken via NKO can take up to 30 days to record. Designated Command/Staff Agency Training Coordinators or First-line Supervisors of Civilians should use their WayPoints Accounts to document mandatory. First-line Supervisors can use the Supervisor Training Completion Guide after consulting with their organization's Training Coordinator regarding internal procedures. Designated Training Coordinators should contact ARHM for training management and TWMS assistance.

There are a variety of reading resources available to Civilian Marines, including free e-books and audiobooks, discounted hardcopy books, libraries, and more. View available Civilian Reading resources. 

Check out the individual Development Plan (IDP) guide for supervisors and employees to collaboratively develop an IDP. ARHM can assist employees and supervisors in identifying appropriate training and development activities based on the IDP goals and objectives.

ARHM also provides advice and guidance on the completion and submission of Standard Form 182 (SF182) "Authorization, Agreement and Certification of Training for Headquarters, Marine Corps" civilian employees.

ARHM also administers the Marine Corps Civilian Leadership Development Program (MCCLDP) for Headquarters, U.S. Marine Corps, Headquarters Battalion, and Marine Barracks Washington / Marine Corps Institute -- and coordinates local nominations for the Marine Corps Centrally Managed Civilian Leadership Courses.

The Marine Corps Civilian Leadership Development Program (MCCLDP) consists of leadership development training and activities, mentoring, and the Academic Degree Program (ADP). ARHM administers the Marine Corps Civilian Leadership Development Program (MCCLDP) for Headquarters, U.S. Marine Corps, Headquarters Battalion, and Marine Barracks Washington / Marine Corps Institute. ARHM also coordinates local nominations for the Marine Corps’ Centrally Managed Civilian Leadership Courses.

Contact your local MCCLDP Administrator.

The MCCLDP is comprised of 3 components:

• Civilian Leadership Development Program (CLDP)

• Academic Degree Program (ADP)

• Centrally Managed Civilian Leadership Courses (CMCLC)

Civilian Leadership Development Program (CLDP)

The CLDP is a volunteer program open to all civilians in all pay systems, except the Senior Executive Service (SES) who desire to enhance their leadership skills as they progress in their career field. Click on the link above to find additional information and to apply for the program.

Mentoring Program

Mentoring Program: Mentoring is an effective way to provide professional development and to enhance learning between colleagues at different levels and stages of their career.  Your local MCCLDP Administrator can assist you in becoming a mentor, selecting a mentor, and providing guidance on roles and responsibilities.

The CLDP needs Mentors! A very rewarding experience can be just at your fingertips! Become a vital part of the CLDP – help to guide, develop, and lead our participants through their journey in CLDP!

Academic Degree Program (ADP)

The ADP is a tuition assistance program for those active CLDP participants seeking an academic degree, professional license, or certification. Click on the link above to find additional information and to apply for the program.

Centrally Managed Civilian Leadership Courses (CMCLC)

The CMCLC provides leadership courses where applicants compete for Marine Corps quotas to various leadership development opportunities, available at all levels, GS-05 and up. 

Civilians and their supervisors have easy access to on-site training classes sponsored by the Human Resources and Organizational Management Branch (HROM). Classes are conveniently held at the Pentagon and MCB Quantico, and include soft-skills training, pre-retirement workshops, employee/supervisor training, and the Marine Corps Acculturation Program (MCAP).

TO ENROLL:

• To enroll in any of the HROM training classes please navigate to: Human Resource & Organizational Management Civilian Workforce Development

• Please do not enroll in any classes until they have been announced.

• Announcements for classes normally go out three to four weeks in advance. 

Reasonable Accommodation: Please let us know when you register if you require reasonable accommodation to participate in this training.

Pentagon: Parking is very limited at the Pentagon and we encourage use of public transportation. If you are driving to the Pentagon, you must contact our office at least one week prior to attending your scheduled training. Participants attending classes at the Pentagon MUST bring a Common Access Card (CAC). There is NO eating or drinking in the Pentagon classroom; however, bottled water (with cap) will be allowed.

Quantico: Please Note: There is NO ACCESS to Mann Hall, Building 2004 or Classroom 110A until 0730 hours for all scheduled training dates.

Permission: Please remember that you should always obtain permission from your supervisor before registering for an HROM-sponsored course.

Certificate of Completion: Every participant who registers for any HQMC-funded training must do so with the intent to attend the required class hours for course completion.

Please contact your organization's Training Coordinator for the most current HROM On-Site Training Quarterly Course Catalog.

The Marine Corps Acculturation Program (MCAP) educates Civilian Marines on the history, culture, and organizational structure of the Marine Corps, as well as all the civilian workforce development opportunities available to Civilian Marines. The MCAP was deployed throughout the Marine Corps in December 2007, so Civilian Marines truly feel part of the team and understand what it means to work for the Corps.

Audience: All Civilian Employees

Module 1: Introduction and Overview

Introduce participants to the MCAP structure and purpose.

Module 2: USMC History

Provides overview of USMC history and accomplishments from the birth of the Marine Corps to today’s Global War on Terrorism. This history has laid the groundwork for the dedication of every Marine to the Honor, Courage, and Commitment that the Corps has embodied.

Module 3: USMC Culture

Explains who Marines are and how their traditions, symbols, customs, and actions all serve to re-enforce the values that have made them unique, strong, and proud.

Module 4: USMC Organizational Structure

Illustrates the modern Marine Corps’ organizational model and places it within the framework of the Department of Defense and its sister organizations.

Module 5: Civilian Marines

Highlights the roles and accomplishments of civilian personnel in service to the Corps and connects participants to the values, mission, and determination that embody US Marines.

Module 6: Civilian Workforce Development

Introduce participants to the resources that will help them to develop their ability to serve the United States Marine Corps.

Off-site Tour:

The course also includes a tour of the Marine Corps National Museum or the Marine Barracks Washington, the oldest post in the Marine Corps.

To enroll: Human Resource & Organizational Management Civilian Workforce Development