R 091629Z APR 20
MARADMIN 230/20
MSGID/GENADMIN/CMC WASHINGTON DC MRA MM//
SUBJ/MARINE CORPS BULLETIN 5400 MARINE HUMAN RESOURCES SUPPLEMENTAL PROCESS GUIDANCE WITH FORCE DESIGN SPECIFICS//
REF/A/MCO 5311.1E
POC/A. J. GLOVER/LTCOL/MMIB-1/TEL: DSN 278-9263/EMAIL: AARON.J.GLOVER@USMC.MIL//
POC/D. P. ALGER/MAJ/MMIB-1/TEL: DSN 278-9968/EMAIL: DAVID.ALGER@USMC.MIL//
POC/P. JEANPIERRE/GYSGT/MMIB-1/TEL: DSN 278-9971/EMAIL: PETERSON.JEANPIERRE@USMC.MIL//
GENTEXT/REMARKS/1. Purpose.  To provide general guidance on the Marine Corps Bulletin (MCBul) 5400 Marine Human Resource Supplemental process and to provide specific process guidance on MCBul 5400 Marine Human Resource Supplemental Messages that are forthcoming as a result of Force Design.  This MARADMIN establishes procedures across the force for timely and effective execution of all actions directed by published MCBul 5400 Marine Human Resource Supplemental Messages.  This MARADMIN is force design focused, but serves as Service guidance until codified in orders or directives.
2.  Situation.  The Commandant of the Marine Corps (CMC) ordered Force Design through the Commandant’s Planning Guidance.  To execute this task, several operational planning teams were created to assist with making informed decisions on designing a force capable of combating tomorrow’s complex conflicts today.
3.  Mission.  Upon release of MCBul 5400s and the authorized strength report (ASR) by Total Force Structure Division (TFSD), Manpower Management Integration Branch (MMIB) will issue MCBul 5400 Marine Human Resource Supplemental Messages for all stakeholders to execute in order to establish and complete personnel phase plans in a timely and effective manner.
4.  Execution
4.a.  Commander’s Intent.
4.a.1.  Purpose.  Provide guidance to the force for activation, deactivation, relocation, reorganization and/or redesignation organizational development and change actions, specifically personnel phase plan processes.
4.a.2.  Method.  Staff MCBul 5400 Marine Human Resource Supplemental messages to the Force via Department of the Navy Tracker (DON Tracker) and publish in the Service messaging system of record.
4.a.3.  End state.  All organizational development and change actions directed by the CMC are completed in a timely and effective manner.
4.b.  Concept of Operations.
4.b.1.  TFSD will publish a MCBul 5400, which provides general direction for organizational development and change actions across the Doctrine, Organization, Training, Material, Leadership, Personnel, Facilities and Costs (DOTMLPF/C) pillars.  A MCBul 5400 Marine Human Resource Supplemental provides details to all stakeholders on how organizational development and change actions, relative to personnel, are accomplished.  MMIB will coordinate with TFSD, individual unit manpower management personnel (hereafter referred to as unit manpower POC), and Manpower Management Enlisted and Officer Assignments Branches (MMEA/MMOA) to ensure a common phase plan is understood and executed by all stakeholders in a timely and effective manner.
4.b.2.  General Organizational Development and Change Personnel Phase Plan Process.  MMIB supports the personnel actions for every unit organizational development and change action directed in a MCBul 5400.  The release of a MCBul 5400 is required to initiate the release of a MCBul 5400 Marine Human Resource Supplemental and any associated personnel phase plan.  The process (internal and external actions) must be transparent to all stakeholders, including unit manpower POC, MMOA and MMEA Assignment Monitors, and TFSD, to better assist with the execution of the personnel phase plan and Permanent Change of Assignment (PCA)/Permanent Change of Station (PCS) staffing solutions.  Once TFSD publishes the MCBul 5400, MMIB releases a MCBul 5400 Marine Human Resource Supplemental and prepares a personnel phase plan template.  The personnel phase plan template is attached to the published MCBul 5400 Supplemental message and is provided to the unit manpower POC for input and recommendations.  No later than thirty (30) days from receipt of the personnel phase plan template, the unit manpower POC shall return the completed phase plan to MMIB.  In cases where assignable inventory does not support unit personnel phase plan recommendations, MMIB will edit the phase plan prior to publishing the MCBul 5400 Marine Human Resource Supplemental.  MMIB will determine any changes required to the submitted personnel phase plan based upon input received from the MMOA/MMEA Assignment Monitors.  Once finalized, MMIB will provide the approved personnel phase plan to the unit manpower POC and the Assignments Branches for action.  Quarterly, the unit manpower POC will provide MMIB a by-name roster of on board personnel using the template provided in the MCBul 5400 Supplemental.  This action will continue quarterly through the phase plan end date.
4.b.2.a.  Activation Plan.  Per reference (a), unit activations involve the creation of a unit identification code (UIC) with the associated responsibilities and authorities necessary to act as a command.  The activation process begins upon release of the MCBul 5400.  MMIB utilizes the ASR to generate the personnel phase plan template.  The ASR details all manned (ASR purchased) billets that the Assignment Monitors will fill subject to the staffing goal as determined by assignable inventory and staffing precedence level.  The activation personnel phase plan should indicate the key personnel (as identified by the unit manpower POC) to arrive at the beginning of the personnel phase plan.  All other personnel phase plans and MCBul 5400 Supplemental processes remain the same as described in paragraph 4.b.2.
4.b.2.b.  Deactivation Plan.  Per reference (a), unit deactivation involves the deletion of a UIC with command authority.  The phase plan for unit deactivation is generally scheduled for one fiscal year, which begins 1 October of the respective fiscal year and ends 30 September.  MMIB generates two personnel phase plans, with six months per phase for the onboard personnel to execute orders.  The personnel phase plan is divided into the four fiscal year quarters. This layout enables the deactivating unit manpower POC to focus on each quarter and identify orders execution windows.  The unit manpower POC completes the phase plan template with indication that key personnel are planned to remain in place until equipment and facilities are properly turned over for an orderly deactivation.  All other personnel phase plan and MCBul 5400 Marine Human Resource Supplemental processes remain the same as described in paragraph
4.b.2.
4.b.2.c.  Relocation.  Per reference (a), unit relocation is a change in geographic location or physical address for a given UIC with command authority.  For relocations, every Marine will execute orders through the relocation action to a new geographic location code (GEOLOC) or a local command when practicable.  The relocation begins upon release of the MCBul 5400.  A personnel phase plan is required to identify when Marines can execute orders to the new GEOLOC.  In addition to the personnel phase plan, a temporary monitored command code (MCC) at the new GEOLOC is utilized to prevent issuing orders to the MCC at the present GEOLOC.  Once all Marines have executed their orders to the temporary MCC, the address of the present MCC will be updated to reflect the new GEOLOC.  Once complete, the Installation Personnel Administration Center (IPAC) will rejoin the Marines to the present MCC at the new GEOLOC.  The temporary MCC will be terminated once all Marines in that unit have been properly transferred and joined.  MMIB will coordinate the rejoin actions with the servicing IPAC.  All other personnel phase plan and MCBul 5400 Marine Human Resource Supplemental processes remain the same as described in paragraph 4.b.2.
4.b.2.d.  Reorganization and Redesignation.  Per reference (a), unit reorganization is a revision to a Table of Organization (T/O) for a given UIC having command authority in excess of thirty (30) pieces of structure in support of a change in function, mission essential tasks list (METL), or concept of operations (CONOPS)/concept of employment (COE).  Reference (a) defines unit redesignation as an official title change or change to unit association (e.g. Reporting chain/inclusion under roll-up UIC) approved by the CMC.  These organizational changes may have no impact to personnel.  For these organizational changes, MMIB will not issue a MCBul 5400 Marine Human Resource Supplemental, but will assist with the process by ensuring each Marine executes PCA or PCS orders in accordance with the published MCBul 5400.
4.b.3.  Specific Organizational Development and Change Process for Force Design.  To synchronize unit deactivations and structure changes associated with Force Design, the major subordinate command (MSC) unit manpower POC will provide an on-board roster to MMIB ten working (10) days after the publication of the MCBul 5400.  The unit manpower POC will identify key personnel to support unit deactivations by typing “key personnel” next to a Marine’s name on the on-board roster.  MMIB will coordinate batch PCA moves for all PCA solutions with the servicing IPAC, and all PCS solutions with the Assignments Branches (MMOA/MMEA) to ensure units complete all deactivation actions and units with modified structure receive appropriate staffing in a timely and effective manner.  This MARADMIN authorizes the servicing IPAC to complete the batch PCA moves identified by MMIB.
4.c.  Tasks.
4.c.1.  Unit Manpower POC.
4.c.1.a.  Submit the Personnel Phase Plan to MMIB in accordance with this MARADMIN and subsequent MCBul 5400 Marine Human Resource Supplemental Messages.
4.c.1.b.  Submit the On-board personnel roster to MMIB for organizational development and changes associated with the ASR in accordance with this MARADMIN and subsequent MCBul 5400 Marine Human Resource Supplemental Messages.
4.c.2.  Assignments Branches (MMOA/MMEA)
4.c.2.a.  Coordinate assignments in support of organizational development and changes with MMIB, and provide feasibility of support assessments.
4.c.2.b.  Issue orders in accordance with the approved personnel phase plan.
4.c.2.c.  Issue orders only after coordinating with MMIB.
4.c.3.  MMIB.
4.c.3.a.  Publish the MCBul 5400 Marine Human Resource Supplemental Message along with the personnel phase plan template to unit manpower POC’s and Assignments Branches as applicable.
4.c.3.b.  Closely manage and direct PCA/PCS moves for organizational development and changes associated with Force Design.
4.c.3.c.  Monitor all organizational development and changes through completion of all associated actions.
4.c.3.d.  Update all Web-enabled Monitor Assignments Support System (WebMASS) tables per any published MCBul 5400 as applicable.
4.c.4. IPACs
4.c.4.a. Ensure batch PCA processes are coordinated with MMIB for gaining IPAC locations.
4.d.  Coordinating Instructions.  Direct all questions to the POC’s listed in this MARADMIN.  Assignments Branches will re-direct all requests for information (RFI’s) to MMIB for response.
5.  Administration and Logistics.
5.a.  The personnel phase plan template for use during non-Force Design related organizational development and change action is included in the MCBul 5400 Marine Human Resource Supplemental message.
5.b.  The on-board personnel roster is found in Report Net/Operational Data Store Enterprise (ODSE).
6.  Command and Signal
6.a.  Command
6.a.1.  This is a HQMC Manpower Information Division (MI), Manpower Management Division (MM), and Manpower Plans and Policy Division (MP) coordinated message.
6.a.2.  This MARADMIN applies to the total force.
6.b.  Signal.
6.b.1.  This MARADMIN is effective upon release.
6.b.2.  Actions described in paragraph 4.b.3 expire upon completion of Force Design.
7.  Release authorized by MajGen David A. Ottignon, Director, Manpower Management Division.//