HRIT RFI Appendix 1 PRS 2.0 Definitions.xlsx
XLSX spreadsheet 37 KB Posted
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- Request for Information (RFI) - U. S. Coast Guard (USCG) - Human Resources Information Technology (HRIT)
- Solicitation number
- 70Z0G325IHRIT0001
About this file
This file is an Excel spreadsheet defining capabilities for the U.S. Coast Guard's Personnel Readiness System (PRS) 2.0, detailing comprehensive definitions across five primary capability domains: Attract the Right Talent, Generate Performance, Support Our Talent, Build Individual and Family Resilience, and Ensure Lifelong Affiliation. The document provides granular descriptions of complex HR and talent management functions, including recruiting, training, assessment, career development, transition management, and workforce planning strategies.
Key capabilities span multiple areas such as targeted marketing, candidate assessment, talent evaluation, performance management, family support, healthcare benefits, resilience assessment, and force design. The definitions outline detailed processes for recruiting, onboarding, training, career progression, and maintaining personnel readiness across military, civilian, and auxiliary personnel. Each capability is extensively defined to support the Coast Guard's holistic approach to talent management, emphasizing continuous development, strategic assignments, and maintaining long-term organizational effectiveness and individual career satisfaction.
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| HRIT RFI 8.13.25.pdf |
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Attract the Right Talent
| PRS Capabilities | Definition |
| Mass Marketing | The ability to attract candidates from various industries who can transition into the Coast Guard, which includes targeting specific audiences using digital advertising, industry-specific platforms, and job fairs to point them to accession process. |
| Targeted Marketing | The ability to identify specific groups of individuals whose skills, experiences, or interests align with the needs of the organization, allowing for more focused and effective recruitment efforts. |
| Relationship Management | The ability to maintain a consistent, personalized communication with potential recruits throughout their journey, from initial interest to joining the military, by tracking interactions, understanding individual needs, providing guidance, and building trust to ensure candidates feel supported, confident, and informed, while also improving the effectiveness of recruitment strategies. |
| USCGA Admissions | The ability to select candidates for admission into the USCGA and officially onboarded onto the Campus. |
| Candidate Assessment | The ability to assess candidates in a comprehensive evaluation process used to determine a candidate’s qualifications, suitability, and readiness for Coast Guard service. This multi-faceted approach includes evaluating academic performance, physical fitness, character, cognitive abilities, and medical/background qualifications, aligning with Coast Guard core values and position requirements. Assessments utilize interviews, tests, and thorough checks to predict job performance, leadership potential, and overall cultural fit. |
| Recruiting | The ability to effectively recruit focusing on attracting individuals with the potential for success, emphasizing leadership, discipline, and a strong foundation of skills. The process assesses academic performance, physical fitness, character, and medical/background qualifications as outlined in Commandant Instruction. Recruitment efforts highlight the benefits of a Coast Guard career – including opportunities for personal and professional growth, specialized training, and transferable skills in fields like engineering, logistics, healthcare, and technology – utilizing digital platforms to engage potential candidates with success stories. Ultimately, screening ensures candidates meet all necessary criteria and are prepared for the demands of service. |
| Civilian Hiring | The ability to identify candidates, interview, and select for a civilian position, making sure to abide by civilian hiring authorities outlined in 5 CFR. Key milestones in the hiring process include assessment, interviewing, selection, and onboarding of a qualified candidate for a specific position. |
| Onboarding | The ability of the Coast Guard to onboard new members providing a comprehensive introduction to the organization, its mission, and member roles. This includes familiarization with policies, training, and leadership expectations, alongside essential administrative setup. New members receive vital support – including mentorship, fitness guidance, and access to resources – and are integrated into the community through hands-on experience and participation in operations. Onboarding is delivered through both organizational acculturation (HR) and role-specific training (hiring manager) to ensure a smooth and successful transition. |
| Total Person Info Visibility | The ability that allows the Coast Guard to effectively manage recruitment and personnel strategies by aggregating data on candidates' skills, qualifications, and aspirations, enabling leadership to identify skill gaps, target marketing efforts, and optimize recruitment to align with long-term organizational goals. |
| Unit-Delivered Acculturation | The ability to support and guide local units offer on housing, schooling, healthcare, and local services, while connecting families with community support networks and resources. Local leadership ensures families are informed about their new environment, helping them adapt quickly and feel integrated, while addressing any specific needs or concerns. |
| Family Acculturation | The ability to support and guide families on housing, schooling, healthcare, and local services, while connecting families with community support networks and resources. Local leadership ensures families are informed about their new environment, helping them adapt quickly and feel integrated, while addressing any specific needs or concerns. |
| Unit-Level Management | The ability to introduce the unit's mission, structure, and leadership, as well as familiarization with unit-specific procedures and expectations. This process includes briefings on administrative tasks, safety protocols, and available resources, alongside hands-on training or equipment familiarization, to ensure the member is fully integrated and prepared for their role within the unit. |
Generate Performance
| PRS Capability | Definition |
| Talent Assessment | The ability to complete a comprehensive process for measuring and documenting an individual’s skills, knowledge, and abilities. It assesses both current performance against established standards – including Rating Performance Qualifications (RPQs) – and potential for growth, utilizing tools like quizzes, exercises, and direct observation. This data informs training, career progression, and readiness for advancement or transitions to new roles, identifying strengths and areas for improvement to ensure personnel consistently exceed expectations. |
| Total Person Info Visibility | The ability to aggregate data on an individual's skills, qualifications, and career aspirations, providing a complete view of their talent. It ensures personnel, both member and leadership, can develop career growth strategies with a comprehensive understanding of individual capabilities and potential. |
| Cadet Training | The ability to provide an environment for military training to include academic rigor to earn degrees, and develop future leaders in the Coast Guard. It includes evaluations through tests, drills, and practical exercises to measure their knowledge, leadership abilities, and areas for further growth. |
| Cadet Education | The ability to provide a structured program of academic, physical, and leadership training provided to individuals who are preparing to become officers in the U.S. Coast Guard. This education takes place at the U.S. Coast Guard Academy, where students receive a blend of classroom instruction, hands-on training, and leadership development. |
| CGA Campus Management | The ability of the administration and oversight of the Coast Guard Academy’s physical campus, ensuring that all facilities, resources, and services support the academic, professional, and personal development of cadets, including managing academic buildings, dormitories, athletic facilities, and other campus infrastructure, as well as providing services such as dining, security, and health support. |
| Training Center Management | The ability to oversee the planning, organization, and execution of training programs to ensure they meet operational and educational goals. Effective management ensures that personnel are properly trained, prepared for their roles, and able to perform under various conditions, all while maintaining a safe and efficient training environment. |
| Curriculum Development | The ability to design, organize, and maintain training programs to ensure they meet job performance requirements and support the development of personnel including documenting performance objectives, identifying necessary training resources, and continuously evaluating and improving training content. |
| Training | The ability to professionally develop programs that are structured, career-long initiatives designed to cultivate the skills, knowledge, and leadership abilities of all Coast Guard personnel – officers, enlisted members, civilians, and volunteers. These programs prepare individuals to effectively contribute to mission success, adapt to evolving challenges, and assume increasing responsibilities as they advance in their careers. Training focuses on essential competencies, operational skills, and upholding Coast Guard standards, ensuring a highly capable and adaptable workforce. |
| Team-level Training | The ability to provide a targeted training process that focuses on developing coordination, communication, and operational effectiveness among team members. It emphasizes the importance of working together to strengthen teamwork, enhance unit cohesion, and ensure seamless execution of missions. |
| Unit-Level Training | The ability to provide a targeted training process that focuses on strengthening coordination and operational readiness across entire units (Coast Guard maritime security organizations) emphasizing collaboration between teams within the unit, ensuring that all elements can work together effectively to execute complex missions. |
| Reskilling Training | The ability to provide a structured program designed to provide the specific education, instruction, and in some cases hands-on experience necessary for a member to transition into a different rate or career specialty. The program delivers targeted training to bridge identified skill gaps, enhancing the member’s knowledge and abilities to perform effectively in their new role. |
| Training/Education Effectiveness Feedback | The ability to provide a form of training evaluation that involves soliciting input via surveys or questionnaires to understand how effective the training intervention was. |
| Unit Training Effectiveness | The ability to provide a form of training evaluation that is unit-specific and that involves soliciting input via surveys or questionnaires to understand how effective the training intervention was. |
| Advanced Education | The ability to invest in professional development that enhances the technical competence and military professionalism of all Coast Guard personnel – officers, enlisted members, and civilians – enabling them to effectively fulfill their duties. This commitment includes providing developmental incentives to recognize and retain high-performing individuals with the dedication and capacity for continued professional growth, ensuring a skilled and motivated workforce. |
| Effectiveness Feedback | The ability to provide constructive comments during or after a training session, aimed at helping participants understand their strengths and areas for improvement. The process should be specific, clear, and actionable, offering suggestions that motivate growth and enhance future learning outcomes. |
| Travel | The ability to move people from one place to another, including the use of lodging facilities, meal and incidental expenses, as well as other transportation and miscellaneous reimbursable costs. |
| Mentoring | The ability to continually provide a dynamic, developmental relationship in which a senior or more experienced individual provides guidance, advice, and support to a less experienced individual to help them foster leadership development, enhancing skills, and preparing individuals for future roles and responsibilities. |
| Individual Development Plan | The ability to help members plan for and achieve professional, personal, educational, and financial goals. It is a developmental "action" plan to move the member/employee from where they are to where they want to go. |
| Career Development | The ability to develop continuous learning and development environment around the Coast Guard providing ongoing training, education, and leadership growth opportunities for all Coast Guard personnel – officers, enlisted members, civilians, and Auxiliary volunteers. This includes specialized training, professional development courses, and practical experience designed to refine skills, adapt to evolving challenges, and prepare individuals for increasing responsibilities throughout their careers, ensuring a highly capable and adaptable workforce. |
| Team-Level Development | The ability to continually build and enhance the skills, knowledge, and relationships among team members to improve overall performance and cohesion. Unlike team-level training, team-level development emphasizes the continuous growth of interpersonal dynamics, trust, leadership, and collaborative problem-solving. |
| Unit-Level Development | The ability to continually enhance the collective capabilities, leadership, and operational effectiveness of an entire unit, going beyond individual training to focus on strengthening coordination, communication, and overall unit cohesion, ensuring the unit functions seamlessly as a cohesive team. |
| Unit Training Readiness | The ability to measure Coast Guard readiness which is the organizational ability to meet mission demands. The elements of readiness are personnel, materiel, and governance." These elements may be applied from any perspective: enterprise, strategic, operational, or tactical. |
| Tailored Climate Interventions | The abiltiy to target leadership and performance improvement workshops improving climate and effectiveness in the Coast Guard by assisting leaders where leadership happens – in the field. |
| Total Team Info Visibility | The ability to collect data on the skills, competencies, and proficiency of team members at the unit level providing a clear, unified view of each team's capabilities, allowing leadership to track and assess the collective performance of the unit in specific tasks. |
| Total Unit Info Visibility | The ability to aggregate and access data on all personnel, resources, and operational capabilities within a unit, providing leadership with a clear, unified view of the unit’s overall readiness, strengths, and potential gaps. |
Support Our Talent
| PRS Capabilities | Definition | |
| Talent Evaluations | The ability to systematically assess personnel skills, potential, and readiness to identify strengths, development areas, and optimal role alignment. This process supports informed decisions regarding training, career progression, and resource allocation, ultimately maximizing individual and organizational performance. | |
| Family Assessment | The ability to gather and consider family-related information when making decisions about a service member’s career, such as caregiving responsibilities, special needs, spouse employment, or geographic preferences. | |
| Evaluations | The ability to document and assess the performance and conduct of all Coast Guard personnel in accordance with Service values and standards. This process ensures fair, accurate, objective, and timely evaluations based on clearly defined criteria aligned with individual duties and organizational goals. The resulting information and data is linked to support critical personnel management decisions, including selection boards, retention efforts, assignments, and overall workforce optimization. | |
| Total Person Info Visibility | The ability to aggregate data on an individual's skills, qualifications, and career aspirations, enabling the evaluation, assignment, promotion, and incentivization of that person. Supports career progression by providing a comprehensive view of capabilities and potential, allowing leaders to make informed decisions that foster continuous development, align career growth with organizational goals, and ensure opportunities for advancement. | |
| Total Unit Info Visibility | The ability to aggregate data on the collective skills, qualifications, and aspirations within a unit, enabling the evaluation, assignment, promotion, and incentivization of talent at the unit level. Supports career progression by providing a comprehensive view of the unit’s overall capabilities and potential, allowing leadership to make informed decisions that align personnel development with broader goals, enhance unit readiness, and create opportunities across the force. | |
| Total Team Info Visibility | The ability to aggregate data on skills, qualifications, and aspirations within a team, enabling the evaluation, assignment, promotion, and incentivization of talent at the team level. It supports career progression by providing a clear view of both individual capabilities and team needs, allowing leaders to make informed decisions that enhance team performance, foster individual development, and create opportunities for growth. | |
| Official Record | The ability to capture a service member’s career achievements, performance, assignments, and development. It provides a detailed account of evaluations, promotions, and disciplinary actions, ensure they are appropriately recognized and positioned for career growth, mission success, and long-term retention. | RECORDS RESOURCE CENTER - Policy & Guidance |
| Performance Measures | The ability to track progress toward individual development and career goals using SMART objectives, integrated within a recurring performance management cycle. This cycle – encompassing Planning, Monitoring, Developing, and Rating & Rewarding – ensures continuous alignment between employee activities and organizational success. Regularly monitoring progress informs career pathways and skill enhancement. | |
| Performance Management | The ability to foster ongoing dialogue and collaboration between personnel and supervisors, focusing on continuous development, feedback, and alignment with organizational objectives. This encompasses setting clear expectations, providing regular coaching and constructive feedback, recognizing achievements, addressing performance gaps, and leveraging performance data to inform talent development and strategic workforce planning. It moves beyond annual reviews to prioritize ongoing growth and proactive support. | |
| Military Discipline | The ability to measure success ensuring that service members consistently uphold the standards of conduct, professionalism, and responsibility expected within the military. Success in military discipline is reflected through the evaluation of behavior, enforcement of regulations, accountability, and providing corrective actions or incentives that reinforce core values and enhance overall operational readiness. | |
| Auxiliary Discipline | The ability to provide the standards and procedures for maintaining order, accountability, and professionalism within the Auxiliary ensuring that members adhere to the Coast Guard's core values, regulations, and conduct expectations. | |
| Civilian Discipline | The ability to provide a fair and structured review process based on objectives derived from an employee's position description (PD), typically given by the employee's immediate supervisor, who provides an assessment of the employee's performance, potential, and qualifications for promotion, special assignments, and career progression. | |
| Retention Management | The ability to apply strategies and practices designed to maintain a skilled and experienced workforce by encouraging service members to remain in the Coast Guard by offering career development opportunities, competitive benefits, recognition, and support for work-life balance. May also address the needs and concerns of service members to ensure long-term commitment and reduce turnover aiming to maintain readiness, expertise, and morale. | |
| Manage Bonuses | The ability to strategically allocate and distribute financial incentives to recognize and reward service members for their exceptional performance, specialized skills, or critical assignments. | |
| Civilian Pay & Bonuses | The ability to strategically allocate and distribute financial incentives to recognize and reward employees for their exceptional performance, specialized skills, or critical assignments. | |
| Mil Benefits, Leave Mgmt | The ability to provide a range of compensation, services, and support provided to service members, designed to support talent in the Coast Guard including performance bonuses, promotion pathways, and other opportunities. | |
| Mil Pay & Entitlements | The ability to provide financial compensation and benefits to service members based on their rank, time in service, and specific duties performed. Through careful evaluation, assignment, promotion, and incentives, military pay and entitlements are structured to recognize and reward service members' contributions, ensuring they are adequately supported. | |
| Boards/Panels | The ability to provide a formal, structured review process – through boards and panels – where senior leaders evaluate the performance, potential, and qualifications of all personnel (officers and enlisted) for promotion, special assignments, or career progression. | PSC - Guidance and Eligibility Criteria for Enlisted Personnel Boards and Panels.pdf - All Documents |
https://uscg.sharepoint-mil.us/:b:/r/sites/psc_spo/PSCINST/Guidance%20and%20Eligibility%20Criteria%20for%20Officer%20Personnel%20Boards%20and%20Panels.pdf?csf=1&web=1&e=r2jTrN
| Civilian Ladder Promotions | The ability to provide civilian personnel career opportunities that provide career progression and advancement and that match their skills, experience, and career goals, supporting their development and growth ensuring that personnel are placed in positions where they can excel, contribute to mission success, and have opportunities for advancement, fostering long-term career satisfaction. |
| Unit Force Management | The ability to strategically manage personnel within a unit to ensure the right balance of skills, experience, and readiness to meet mission demands. By evaluating, assigning, promoting, and incentivizing individuals, unit force management ensures that each team member is placed in a role where they can thrive, contribute effectively, and grow in their career, ultimately optimizing the unit's overall performance and success. |
| Talent Match Optimization | The ability to match a member's skills, experiences, and goals with the roles that best suit their abilities, ensuring personnel are placed in positions where they can thrive, contributing to mission success, and long-term career satisfaction. |
| Assignment Market Bidding | The ability to offer members tradeoffs in exchange for assignment considerations. |
| Auxiliary Elections | The ability to process where members are selected for leadership roles within the Auxiliary, based on their skills, experience, and commitment to the mission. These elections support talent by providing opportunities for members to advance, grow, and take on greater responsibilities, fostering leadership development and engagement while strengthening the overall effectiveness and readiness of the Coast Guard Auxiliary. |
| Assignments | The ability to strategically assign personnel to roles that align with their skills, experience, and career aspirations. This ensures individuals are positioned for success, maximizing their potential and contribution to mission success while fostering professional growth, long-term career satisfaction, and opportunities for advancement through established selection processes. |
| Business Travel | Official travel conducted by military and civilian personnel for work-related purposes, where travel expenses are reimbursed in accordance with government guidelines. |
https://uscg.sharepoint-mil.us/sites/psc_spo/PSCINST/Forms/AllItems.aspx?viewid=43e40c2f%2D1234%2D41cb%2D81a9%2D11294f04271d&id=%2Fsites%2Fpsc%5Fspo%2FPSCINST%2FGuidance%20and%20Eligibility%20Criteria%20for%20Enlisted%20Personnel%20Boards%20and%20Panels%2Epdf&parent=%2Fsites%2Fpsc%5Fspo%2FPSCINSThttps://uscg.sharepoint-mil.us/sites/CG611_HUB/Policy__Guidance/Forms/AllItems.aspx?id=%2Fsites%2FCG611%5FHUB%2FPolicy%5F%5FGuidance Build Individual and Family
| PRS Capabilities | Definition |
| Total Person Info Visibility | The ability to provide a comprehensive view of each service member’s capabilities, career goals, and personal challenges, enabling leadership to identify resilience-building opportunities and offer the right support to promote long-term success and well-being. |
| Total Family Info Visibility | The ability to understand the unique needs and challenges faced by service members’ families, allowing leadership to provide tailored support and foster resilience both at home and in the workplace, ensuring a balanced approach to readiness. |
| Total Team Info Visibility | The ability to collect data on the collective strengths and needs of a team, fostering resilience by enabling leadership to make informed decisions that support team performance. |
| Total Unit Info Visibility | The ability to have a complete view on a unit’s strengths, challenges, and needs, to build strategic initiatives for resilience, adapt to challenges, and ensure the unit is fully prepared for current and future mission requirements. |
| Relocation and Transition Support | The ability to provide comprehensive support to service members and their dependents during Permanent Change of Station (PCS), easing transitions by addressing logistical, financial, and emotional challenges. This tailored assistance ensures smooth relocations, maintaining member resilience and readiness throughout career shifts. |
| Unit Primary Prevention | The ability to prevent issues like misconduct, health concerns, or low morale within a unit. These measures focus on building resilience by fostering a positive environment and ensuring service members are prepared to face challenges. |
| Unit Climate | The ability to create a positive atmosphere and culture within a unit, reflecting the quality of leadership and relationships. It influences performance and morale by fostering an environment where service Coast Guard members can thrive. |
| Unit-level Support Readiness | The ability of a unit's competence to adapt, recover, and maintain operational effectiveness in the face of challenges and changing conditions. Units should not only focus on mission success, but also their capacity to withstand and recover from setbacks, fostering long-term resilience and sustained readiness. |
| Family Assessment | The ability to evaluate family-related needs to support resilience, ensuring that service members receive the right resources and support to balance career and personal life, contributing to long-term well-being and readiness. |
| Resilience Assessment | The ability to process the evaluation a service member’s capabilities to manage stress and adapt to adversity, identifying opportunities for further development, and providing the necessary resources to build mental, emotional, and physical resilience for career longevity. |
| Healthcare Benefits | The ability to provide medical and health-related support to service members and their dependents, ensuring they all have access to comprehensive care, wellness programs, and resources that promote their well-being, enabling them to perform effectively and maintain readiness. |
| Healthcare Informatics | The ability to use data and technology to manage healthcare information for service members and their dependents, ensuring accurate and efficient tracking of medical histories, treatment, and outcomes to support their health needs and readiness. |
| Unit Incident response | The ability of units to proactively take proper actions to address incidents and emergencies, ensuring all members are equipped to respond effectively, recover quickly, and learn from challenges to improve future performance. |
| Targeted Support | The ability to focus assistance for service members and their dependents who need additional resources or care, building resilience by addressing specific challenges in health, career development, or personal well-being, ensuring they stay on track for success. |
| Emergency Employee Comms | |
| Safety | The ability to implement proper measures to ensure the physical safety of service members, emphasizing resilience by preventing accidents and promoting a culture of care, mindfulness, and adaptability in response to safety challenges. |
| Behavioral Health | The ability to support the behavioral well-being of service members and their dependents, focusing on building resilience through resources promoting overall well-being that directly supports long-term readiness. |
| Mental Health | The ability to assess and support service members' psychological well-being, focusing on providing the resources and care needed to address stress, trauma, or mental health conditions, ultimately supporting readiness and long-term career success. |
Ensure Lifelong Affiliation
| PRS Capabilities | Definition |
| Unit Level Transition Management | The ability to build structured support and guidance at the unit level to help service members transition seamlessly between different phases of service. |
| Transition Component | The ability to provide resources across all phases dedicated to supporting service members as they transition to civilian life, ensuring they maintain a strong, lifelong connection to the military community through continued access to essential resources and networks. |
| Separation Benefits | The ability to provide benefits to service members when they leave active duty, ensuring they are supported in the transition to civilian life while maintaining a long-term connection to the military through veteran programs and resources. |
| Terminate Employee | The ability to process the formal ending of a service member’s time in the military, ensuring that even during separation, they remain connected to military networks, with continued support for post-service life and opportunities to maintain lifelong affiliation. |
| Separate Employee | The ability to process a separating service member from the military, providing support and resources that ensure they retain ties to the military community, even after service ends, allowing for continued engagement and lifelong affiliation. |
| Retire Employee | The ability to process transitioning service members to retirement, ensuring they continue to feel valued and remain part of the military community through post-retirement resources, benefits, and opportunities for lifelong engagement. |
| Exit Survey | The ability to implement a feedback mechanism that gathers insights from service members at the end of their active duty, helping the military improve transition processes and foster long-lasting relationships with affiliates by enhancing the lifelong affiliation experience. |
| Return to Service | The ability to facilitate service members rejoining active duty or reserve service, offering support and resources to ensure a smooth reintegration. |
| Total Person Info Visibility | The ability to provide a complete, transparent view of a service member’s personal and professional journey, ensuring that their long-term goals, achievements, and needs are considered in all decisions. |
| Total Family Info Visibility | The ability to understand service members' family dynamics and needs, ensuring that support extends beyond the individual to include families, helping to ensure long-term affiliation and continuity of care even after transition. |
| Connect w/ Network | The ability to provide service members with access to a network that facilitates ongoing connections with fellow veterans, peers, and military-affiliated organizations, fostering meaningful relationships and professional opportunities that enhance their sense of community and support throughout their transition and beyond. |
| Ongoing Affialiate Assessment | The ability to continuously evaluate and engage with service members and affiliates, ensuring they remain connected to the military network. |
| Affiliate Comms | The ability to provide communication platforms designed to keep both current and former service members engaged with the military network, providing ongoing access to resources, updates, and opportunities. |
| Family Comms | The ability to have a communication system(s) that ensure service members' families remain connected to the military, informed of available support, and included in the transition process. |
Design the Force We Need
| PRS Capabilities | Definition |
| Refresh Capability Analysis | The ability to review and update the capabilities of the force to ensure it is aligned with current and future mission requirements, identifying where new skills, technology, or structures are needed to maintain the necessary operational strength. |
| Manpower Req't Analysis | The ability to determine the specific number of personnel needed within various components of the force to meet mission objectives. |
| Manpower Req't Determination | The ability to identify the exact manpower needed across different areas of the organization to ensure the force is structured to meet operational goals. |
| Analyze Force (Business Intel) | The ability to utilize data and analytics to assess the current composition and future needs of the force. |
| MRD Update Analyses | The ability to determine and structure the exact number of personnel needed across different roles and levels within the force to meet operational needs. |
| Total Force Determination | The ability to conduct comprehensive evaluation and planning of the overall force structure, considering active, reserve, and auxiliary personnel, ensuring the force is appropriately designed to meet current operational needs and future requirements. |
| Full Support Determination | The ability to identify all support requirements, including training, equipment, and personnel development, to ensure that the force is designed with adequate resources to meet mission needs effectively and efficiently. |
| Measure Readiness Outcomes | The ability to evaluate the effectiveness and preparedness of the force to meet mission requirements, ensuring the right talent and capabilities are in place for operational success while highlighting areas that need improvement. |
| Workforce Modeling | The ability to forecast future workforce needs, ensuring the right number of personnel with the required skills are available to meet mission requirements. |
| Billet Talent Requirements | The ability to identify the specific skills, qualifications, and experience required for each billet, making certain that the force is designed with the right talent in the right place. |
| Total Info Visibility | The ability to ensure a comprehensive view of all relevant personnel data, including skills, qualifications, and career progression, supporting the design of an optimized force by enabling informed decisions on staffing, career development, and resource allocation. |
| Force Design Feedback | The ability to gather and integrate comprehensive feedback from across all relevant program offices to inform and refine force design decisions. This involves analyzing data related to capability analysis, manpower requirements, workforce modeling, billet talent needs, and total information visibility to ensure the force structure is optimally aligned with current and future mission requirements. This process supports informed decisions regarding personnel assignments, resource allocation, policy management, and overall readiness, ultimately ensuring a capable, efficient, and sustainable total force. |
| Policy Management | The ability to create and oversee policies that guide force design, including recruitment, retention, and personnel development strategies, ensuring that the force is structured and supported to meet current and future mission needs. |
| Track Resource Proposals | The ability to monitor proposed resource allocations, including personnel and budgetary requirements, to ensure the force design remains fully supported with the necessary resources to maintain readiness and capability. |
| Manage PAL | The ability to oversee the Personnel Assignment List (PAL) to ensure personnel are assigned to positions that align with force design requirements. |
Resources
| Resource links: |
| PSC - PSCINST - All Documents |
https://uscg.sharepoint-mil.us/sites/psc_spo/PSCINST/Forms/AllItems.aspx?id=%2Fsites%2Fpsc%5Fspo%2FPSCINST&viewid=43e40c2f%2D1234%2D41cb%2D81a9%2D11294f04271d
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