A Future Officer Career Management System: An by Harry J. Thie, Clifford M. Graff, Margaret C. Harrell, Mark

By Harry J. Thie, Clifford M. Graff, Margaret C. Harrell, Mark Berends, Roger A. Brown

This record is a follow-on to MR-470-OSD, destiny occupation administration structures for U.S. army officials, 1994. the sooner examine made up our minds a number of most probably destiny officer specifications and a couple of substitute occupation administration platforms. It didn't try and outline a most sensible procedure since it lacked the pursuits component―what the approach used to be to complete. the present file does layout a top officer profession process, outlined as one who so much totally satisfies eleven ranked targets made up our minds by means of a approach that integrated interviews with a gaggle of senior army and civilian officers. The authors describe the method used to figure out the ambitions of the profession administration procedure and the weights accorded these ambitions through policymakers. They then illustrate how the technique is used and current the occupation administration process that effects for line officials. A sensitivity research and 6 appendices are incorporated.

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This view of an officer’s career is important because it promotes the commitment and dedication required to develop a highly competent officer corps. With its focus on the profession, our definition contrasts with others that focus on the individual and define a career as a sequence of jobs, regardless of profession or level. 4 Determining that an element is a goal in and of itself means that the top of the hierarchy has been reached. In the descriptions of the resulting objectives, foster careers is one of four broad considerations, and providing career satisfaction is one of 11 objectives.

Second, we include a practice that provides incentives for voluntary separation. In essence, this system mitigates any disadvantages of not promising tenure by providing financial inducements when separation is needed. Third, an alternative system offers neither tenure nor incentives to separate. Fourth, we evaluate a practice that offers separation pay to those officers involuntarily separated from service. Maximum Career Length, Rate of Separations in First Ten Years, and Retirement Annuity Point.

However, exceptions to the five-point standard occurred. “Maintain compatibility with civilian careers” provides an example. We determined that compatibility was an absolute; that is, once an alternative was compatible, it could not be more compatible (there were degrees of incompatibility). 15. Qualitative Qualitative research studies were also used as the basis of evaluative decisions. In these instances, the research indicated the directional effect particular changes would have on officer careers, with some sense of their magnitude.

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