R 271501Z MAY 16
MARADMIN 271/16
MSGID/CMC WASHINGTON DC MPC//
SUBJ/ FISCAL YEAR (FY) 2016 COMMAND-LEVEL STRATEGIC WORKFORCE EXECUTION AND REPORTING//
REF/A/ MSG/CMC/ 071528Z AUG 13//
REF/B/ DOC/CMC/4FEB14//
NARR/ REF A IS MARADMIN 393-13, Implementation of Command-Level Strategic Total Force Management Planning (STFMP). REF B IS MCO 12250.2 Civilian Command-Level Strategic Workforce Planning Procedures.  POC/R. L. WATKINS/CIV/MPC-30/TEL:  (703)432-9213/DSN 278-9213/EMAIL:  RAYNARD.WATKINS(AT)USMC.MIL//
GENTEXT/REMARKS/1.  Purpose:  This MARADMIN provides policy guidance for 2016 STFMP and CLSWP reporting.
2.  Reference (a) establishes the United States Marine Corps (USMC) requirement for conducting Command-Level Strategic Total Force Management Planning (STFMP) and reference (b) directs commands with civilian personnel assigned to conduct Command-Level Strategic Workforce Planning (CLSWP).  Both references (a) and (b) have unique reporting requirements due by 1 October of each Fiscal Year (FY).  To eliminate redundant reporting Deputy Commandant, Combat Development and Integration (DC, CDI) and Deputy Commandant Manpower and Reserve Affairs (DC, MRA) have established a consolidated reporting process to support commands in meeting this requirement.
3.  In the interest of workload reduction and efficiency, the 2016 reporting requirements of references (a) and (b) are modified as follows:
    a.  Mission Function Task Tool (MFT).  Commands are not required to update or submit their MFT analysis this reporting cycle.  The current process for Mission Function Task analysis is under review.  Measurement and analysis of the workload being performed across the Total Force will remain a STFMP/CLSWP component to identify redundancies and develop efficiencies in future reporting cycles.
    b.  Action Plan.  Reporting requirements for STFMP and CLSWP are consolidated and reduced for FY 2016.  Commands are now required to submit the following utilizing the authorized action plan template:
        (1) A baseline of all current authorized civilian workforce billets and position requirements.  Commands will indicate if the billet is filled or planned to be left unfilled/Open due to Manage-To-Payroll constraints.
        (2) A future workforce plan reflecting all planned changes to civilian workforce billets and position requirements (modifications, additions, deletions, and open positions) across the Fiscal Year Defense Plan (FYDP).  Decisions to change civilian workforce billets will be based on anticipated workforce changes, mission requirements, strategic direction, fiscal constraints, and an analysis of the Command’s Total Force Structure.
        (3) The designation of priority/criticality categories for each civilian billet.  Category designations will use the following definitions:
             (a) High.  A mission critical position directly aligned to goals/initiatives and vital to their achievement and future success.  Position cannot be gapped and must be filled via interim measures with existing personnel (military or civilian) during on-going recruitment efforts.
             (b) Medium.  A non-mission critical position either directly or indirectly linked to goals/initiatives.  The majority of positions fall within this category and, if vacant, may be gapped during on-going recruitment efforts without adverse impact to mission accomplishment.
             (c) Low.  A non-mission critical position indirectly linked to goals/initiatives.  If vacant, position may be gapped during on-going recruitment efforts or subject to restructuring without adverse impact to mission accomplishment.
         (4) A list of identified workforce gaps and planned workforce strategies to close the gaps across the FYDP.
4.  If Table of Organization and Equipment Change Requests (TOECR) are required to achieve future civilian workforce requirements, they will be generated and submitted in accordance with applicable policy guidance.
5.  In accordance with reference (b), Commands will consult with their servicing Human Resources Offices (HRO) during strategic workforce planning in matters of workforce shaping, reorganization realignment, workforce development and other staffing changes resulting from CLSWP decisions.  HROs can assist with providing civilian workforce analysis reports to further inform and support command decision making.
6.  Commands will complete STFMP and CLSWP in the fourth quarter of Fiscal Year 2016.  Commanders will submit the requirements identified in paragraph 2 by 1 October 2016.  Instructions for how to access strategic workforce planning tools to assist Commands meet this reporting requirement and submission procedures will be published via separate correspondence.
7.  This MARADMIN is applicable to all Commands with authorized civilian structure.
8.  Release authorized by BGEN G. W. Smith, Director, Manpower Plans and Policy Division.//