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Toward Improved Management Of Officer Retention
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Book Synopsis Toward Improved Management of Officer Retention by : Michael G. Mattock
Download or read book Toward Improved Management of Officer Retention written by Michael G. Mattock and published by Rand Corporation. This book was released on 2014 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: This report documents efforts to implement a capability for the U.S. Department of Defense to assess alternative policies to enhance officer retention provides source code and foundations of a spreadsheet version of the model.
Book Synopsis Towards a U.S. Army Officer Corps Strategy for Success by : Casey Wardynski
Download or read book Towards a U.S. Army Officer Corps Strategy for Success written by Casey Wardynski and published by . This book was released on 2010 with total page 80 pages. Available in PDF, EPUB and Kindle. Book excerpt: Over the last 3 decades, dramatic labor market changes and well-intentioned but uninformed policies have created significant officer talent flight. Poor retention engenders substantial risk for the Army as it directly affects accessions, development, and employment of talent. The Army cannot make thoughtful policy decisions if its officer talent pipeline continues to leak at current rates. Since the Army cannot insulate itself from labor market forces as it tries to retain talent, the retention component of its officer strategy must rest upon sound market principles. It must be continuously resourced, executed, measured, and adjusted across time and budget cycles. Absent these steps, systemic policy, and decisionmaking failures will continue to confound Army efforts to create a talent-focused officer corps strategy.
Book Synopsis Recruitment and Retention by : Bernard Rostker
Download or read book Recruitment and Retention written by Bernard Rostker and published by Rand Corporation. This book was released on 2007 with total page 49 pages. Available in PDF, EPUB and Kindle. Book excerpt: Since Hurricane Katrina, resignations from the New Orleans Police Department (NOPD) have increased, and the department went more than a year without recruiting enough candidates to justify a police academy training course. The authors present practical recommendations for change that could help the NOPD improve recruiting and retention. Issues addressed include the lack of affordable post-Katrina housing, the fact that the families of many police officers no longer live in the New Orleans area, the destroyed departmental infrastructure, and a budget that does not provide enough resources to meet basic needs. They focus on compensation, including housing; the promotion process and the career management system; recruiting; the mix of officers and civilians; and ways to improve the morale of the NOPD. The recommendations, which are specifically tailored to the unique circumstances of the NOPD, include (1) using civilian employees, where appropriate, for jobs currently being performed by uniformed officers; (2) developing a proactive recruiting program; (3) offering some of the city's housing stock in-kind to police officers or selling the property and using the proceeds to improve compensation; (4) increasing the frequency of promotion examinations; (5) eliminating the backlog of promotions to higher levels in the department; (6) restructuring compensation to attract recruits and retain serving officers; (7) establishing a first-responders charter school; and (8) rebuilding the police infrastructure to improve morale.
Book Synopsis Information Warfare Officer Retention by : Robert A. Linn
Download or read book Information Warfare Officer Retention written by Robert A. Linn and published by . This book was released on 2009 with total page 228 pages. Available in PDF, EPUB and Kindle. Book excerpt: This thesis uses the Joint Capabilities Integration and Development System (JCIDS) Capabilities Based Assessment (CBA) in an attempt to provide both monetary and nonmonetary solutions to the problem of low retention rates among Naval Information Warfare Officers (IWOs) in pay grades O-4 and O-5. An initial Functional Area Analysis (FAA) looks at Critical Skills Retention Bonuses (CSRBs), military retention factors, and IW community manning data. A Functional Needs Analysis (FNA) looks into historical IW retention issues, and compares the pay of an IW officer to that of a civilian in an equivalent job. Retention issues are found by analyzing IW community-specific data from Defense Management Data Center (DMDC) from 1997 through 2007. Analysis shows that, overall, historical retention is low at both O-4 and O-5, and that prior enlisted status, rank, and source of commission all play a role in this poor retention rate. A Functional Solutions Analysis (FSA) recommends a monetary CSRB and nonmonetary solutions. To evaluate the effectiveness of these solutions, an IW retention survey was administered to Naval Postgraduate School (NPS) IWOs. This survey shows that, in addition to the monetary and nonmonetary solutions found in the FSA, the IW community might be able to improve retention further by focusing on improving IW leadership and community direction.
Book Synopsis Towards a U.S. Army Officer Corps Strategy for Success by : Casey Wardynski
Download or read book Towards a U.S. Army Officer Corps Strategy for Success written by Casey Wardynski and published by . This book was released on 2009 with total page 54 pages. Available in PDF, EPUB and Kindle. Book excerpt: Throughout America's history, U.S. Army officers have played an integral role in the formulation and execution of its national security policy. Future national security challenges will be markedly different from those which were met so successfully in the past. Such challenges demand a comprehensive Officer Corps strategy recognizing the interdependency of accessing, developing, retaining, and employing talented people, officers with high learning and problem solving aptitudes, whose mental acuity and intellectual agility allows them to master diverse competencies demanded now and in the future. Such a strategy would position the Army to compete with the civilian market for talent, translate directly into better officer development and retention through increased job satisfaction, and move the Army beyond personnel management to talent management. Such a strategy will create institutional agility, allowing the Army to achieve the right breadth and depth of officer competencies to meet evolving requirements--"the right talent in the right job at the right time."
Book Synopsis Towards a U.S. Army Officer Corps Strategy for Success by : David Stephen Lyle
Download or read book Towards a U.S. Army Officer Corps Strategy for Success written by David Stephen Lyle and published by . This book was released on 2010 with total page 64 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Influence of the Officer Retention Resource Website on Attitudes and Retention Intentions by : Sarah A. Hezlett
Download or read book Influence of the Officer Retention Resource Website on Attitudes and Retention Intentions written by Sarah A. Hezlett and published by . This book was released on 2010 with total page 33 pages. Available in PDF, EPUB and Kindle. Book excerpt: "We developed and evaluated a website targeted at influencing key factors previously identified as important to company grade officers? retention decisions. Information collected from a series of focus groups conducted with officers guided the development of the website. We used a pre-test post-test control group design to evaluate the impact of having the opportunity to use the website. Officers in the treatment condition participated in group sessions featuring an orientation to the website. They subsequently had access to the website for about three months. Officers in the control group attended sessions where they participated in a structured group discussion of retention. Officers in both groups completed pre-surveys before the treatment was implemented and were invited to complete follow-up surveys three months later. After controlling for pre-survey scores and variables on which the treatment and control groups initially differed significantly, no statistically significant differences were observed between the control and treatment groups on the follow-up surveys. However, officers in the treatment condition who visited the website after the orientation subsequently had more favorable perceptions of their pay and benefits than those who did not. The limitations of this investigation are discussed. Recommendations for future initiatives to improve retention are made."--DTIC.
Book Synopsis Improving U.S. Army Officer Retention Through Multi-criteria Stable Matching Using Officer Preferences by : Lynette M. B. Arnhart
Download or read book Improving U.S. Army Officer Retention Through Multi-criteria Stable Matching Using Officer Preferences written by Lynette M. B. Arnhart and published by . This book was released on 2007 with total page 306 pages. Available in PDF, EPUB and Kindle. Book excerpt: Discusses the concept of "stable matching" and how this concept could be utilized by the U.S. Army to aid in retention by more effectively placing officers in assignments which satisfy both the needs of the Army and the preferences of the officers.
Book Synopsis Towards a U. S. Army Officer Corps Strategy for Success by : Casey Wardynski
Download or read book Towards a U. S. Army Officer Corps Strategy for Success written by Casey Wardynski and published by . This book was released on 2009-04-30 with total page 50 pages. Available in PDF, EPUB and Kindle. Book excerpt: Throughout America's history, U.S. Army officers have played an integral role in the formulation and execution of its national security policy. However, the intersection of multiple factors such as technological advancements, globalization, the proliferation of weapons of mass destruction, a protracted conflict waged with an undersized, all-volunteer Army, and the increased demand in the civilian sector for the skills that junior officers possess, suggest that future national security challenges will be markedly different from those which were met so successfully in the past. We find compelling evidence that the U.S. Army's Officer Corps will be unequal to future demands unless substantive management changes are made. Perhaps the most obvious risk indicator is the Army's persistent and substantial gap in mid-career officers. Much of this gap stems from low officer continuations on active duty beyond the initial service obligation, particularly among ROTC scholarship and West Point officers. The Army has also radically shifted its sources of commission from those that extensively screen, vet, and cull for talent such as ROTC and West Point, to those with minimal talent filters. For example, Officer Candidate School accessions have increased from a historical annual average of 10 percent to more than 40 percent of active duty commissions. At the same time, promotion rates have skyrocketed so that virtually all officers choosing to remain on active duty can reasonably expect continued advancement and eventual promotion to the rank of lieutenant colonel. Some senior Army leaders, analysts in think tanks, and others in government believe that the demands of the Global War on Terror and the Army's modular transformation combined to create these troubling symptoms. However, strong evidence reveals that the root causes of these problems precede the war and modularity, and are instead grounded in the Army's failure to understand and appropriately respond to a changing talent market. In short, the Army has relied on draft-era practices to manage an all-volunteer Army. More specifically, the Army has lacked a cohesive strategy to guide its officer manpower efforts. Actions taken to remedy the problems outlined above have actually reduced the likelihood that the Officer Corps will be equal to the challenges that lie ahead. In this monograph, the authors argue that those challenges demand a comprehensive Officer Corps strategy recognizing the interdependency of accessing, developing, retaining, and employing talented people, officers with high learning and problem solving aptitudes and whose mental acuity and intellectual agility allows them to master the diverse competencies demanded now and in the future. Such a strategy will position the Army to compete with the civilian market for talent. It will translate directly into better officer development and retention through increased job satisfaction, and it will move the Army beyond personnel management to talent management. An officer talent management strategy will also create the institutional agility required to facilitate job matching, allowing the Army to achieve the right breadth and depth of officer competencies to meet evolving requirements-"the right talent in the right job at the right time." To realize this vision, however, the Army must develop a strategy that commits ample resources, incorporates appropriate policy, and reevaluates existing organizational designs. Failure to do so may result in a U.S. Army unequal to its share of the security challenges confronting the United States and its allies.
Author :United States. Congress. House. Committee on Armed Services. Subcommittee on Military Personnel Publisher : ISBN 13 : Total Pages :840 pages Book Rating :4.F/5 ( download)
Book Synopsis Hearing on H.R. 8386, for the Relief of Roy P. Benavidez, Before the Military Personnel Subcommittee of the Committee on Armed Services, House of Representatives, Ninety-sixth Congress, Second Session, November 21, 1980 by : United States. Congress. House. Committee on Armed Services. Subcommittee on Military Personnel
Download or read book Hearing on H.R. 8386, for the Relief of Roy P. Benavidez, Before the Military Personnel Subcommittee of the Committee on Armed Services, House of Representatives, Ninety-sixth Congress, Second Session, November 21, 1980 written by United States. Congress. House. Committee on Armed Services. Subcommittee on Military Personnel and published by . This book was released on 1980 with total page 840 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Base Force Retention Rate (BFR): An Improved Measure of Navy Officer Retention by : Edward S. Bres
Download or read book Base Force Retention Rate (BFR): An Improved Measure of Navy Officer Retention written by Edward S. Bres and published by . This book was released on 1983 with total page 19 pages. Available in PDF, EPUB and Kindle. Book excerpt: The retention rate (RR) is a measure currently used by officers of the Deputy Chief of Naval Operations (Manpower, Personnel, and Training) (OP-01) to assess the Navy's ability to build and maintain a career force of officers. This rate employs the minimum service requirement (MSR) as a point of reference. However, since the MSR frequently does not reflect an officer's true obligation, the RR tends to be overstated. As a result, the maintainability of the career force is overstated. This report describes the base force retention rate (BFR), an alternative to the RR. The BFR does not rely on MSR-based computation but, rather, is the proportion of officers between 5 and 10 years of service who resign their commission annually. The report includes illustrations of the BFR's usefulness in identifying changes or trends in an officer community's retention behavior--trends that the conventional RR might not reveal or might only uncover much later than would the BFR. (Author).
Book Synopsis Transforming Army Leadership by : Lee A. Staab
Download or read book Transforming Army Leadership written by Lee A. Staab and published by . This book was released on 2001 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Army leaders of the twenty-first century will operate in a high OPTEMPO environment, with ever increasing military requirements and competing civilian demands for quality military officers. The new millennium will require numerous deployments involving a shrinking active duty force. These deployments and increased OPTEMPO requirements will continue to impact upon the Army's ability to retain high-quality junior officers. It is time to examine the role of the senior officer in solving the complex problem of officer retention. Personal leadership, which results in developing the leadership skills of junior officers while continuing to focus on time-honored traditions, is the key to retention. To insure success, transforming and updating leadership skills and senior officer command involvement in creating a positive command climate is a must. Much has been written on the problems of junior officer retention, and this paper will summarize those issues. However, this paper will analyze the relationship between junior and senior officers as the key to officer retention, focus on the reasons why many officers continue to make the military a career, and finally address the question of senior officer accountability in regards to junior officer retention and development.
Book Synopsis Routledge Handbook of Defence Studies by : David J. Galbreath
Download or read book Routledge Handbook of Defence Studies written by David J. Galbreath and published by Routledge. This book was released on 2018-02-12 with total page 769 pages. Available in PDF, EPUB and Kindle. Book excerpt: The Routledge Handbook of Defence Studies provides a comprehensive collection of essays on contemporary defence studies by leading international scholars. Defence studies is a multi-disciplinary study of how agents, predominantly states, prepare for and go to war. Whereas security studies has been broadened and stretched to cover at times the near totality of international and domestic affairs, and war studies has come to mean not just operations and tactics but also experiences and outcomes, defence studies remains a coherent area of study primarily aimed at how defence policy changes over time and in relation to stimulating factors such as alterations in power, strategy and technology. This new Handbook offers a complete landscape of this area of study and contributes to a review of defence studies in terms of policy, security and war, but also looks forward to new challenges to existing conceptions of defence and how this is changing as states and their militaries also change. The volume is divided into four thematic sections: Defence as Policy; Defence Practice; Operations and Tactics; and Contemporary Defence Issues. The ability to review the field while also looking forward to further research is an important element of a sustainable text on defence studies. In as much as this volume is able to highlight the main themes of defence studies, it also offers an in-depth look into how defence issues can be examined and compared in a contemporary setting. This Handbook will be of great interest to students of defence studies, strategic studies, war studies, security studies and IR.
Author :North Atlantic Treaty Organization. Advisory Group for Aerospace Research and Development Publisher : ISBN 13 : Total Pages :316 pages Book Rating :4.3/5 (91 download)
Book Synopsis AGARD Conference Proceedings by : North Atlantic Treaty Organization. Advisory Group for Aerospace Research and Development
Download or read book AGARD Conference Proceedings written by North Atlantic Treaty Organization. Advisory Group for Aerospace Research and Development and published by . This book was released on 1975 with total page 316 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Transforming Army Leadership by : Lee A. Staab
Download or read book Transforming Army Leadership written by Lee A. Staab and published by . This book was released on 2001 with total page 28 pages. Available in PDF, EPUB and Kindle. Book excerpt: Army leaders of the twenty-first century will operate in a high OPTEMPO environment, with ever increasing military requirements and competing civilian demands for quality military officers. The new millennium will require numerous deployments involving a shrinking active duty force. These deployments and increased OPTEMPO requirements will continue to impact upon the Army's ability to retain high-quality junior officers. It is time to examine the role of the senior officer in solving the complex problem of officer retention. Personal leadership, which results in developing the leadership skills of junior officers while continuing to focus on time-honored traditions, is the key to retention. To insure success, transforming and updating leadership skills and senior officer command involvement in creating a positive command climate is a must. Much has been written on the problems of junior officer retention, and this paper will summarize those issues. However, this paper will analyze the relationship between junior and senior officers as the key to officer retention, focus on the reasons why many officers continue to make the military a career, and finally address the question of senior officer accountability in regards to junior officer retention and development.
Book Synopsis Nomination of Adm. James D. Watkins to be Chief of Naval Operations by : United States. Congress. Senate. Committee on Armed Services
Download or read book Nomination of Adm. James D. Watkins to be Chief of Naval Operations written by United States. Congress. Senate. Committee on Armed Services and published by . This book was released on 1982 with total page 32 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Systemic Issues with US Army Talent Management and Retention by : Alexander J. Pinigis
Download or read book Systemic Issues with US Army Talent Management and Retention written by Alexander J. Pinigis and published by . This book was released on 2023 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: The Officer Personnel Management Act of 1947 standardized the talent management of officers across all the DoD services and implemented an "up or out" system that incentivized top-performing officers for promotion while removing officers from service who did not possess the potential to serve at the next level. In practice, only the most talented officers would remain and continue serving in the US Army while poor performers were removed. However, this industrial-era one-size-fits-all promotion system leaves little flexibility for career progression and has quickly become outdated. The Army's method of evaluating its officers with an Officer Evaluation Report (OER) is also plagued with biases and inconsistencies. The OERs that determined officer promotions led to a skewed distribution of representation and a lack of diversity in the upper ranks of the officer corps. In 2018, the FY19 National Defense Authorization Act granted nine new personnel management authorities, allowing the Army to offer more career flexibility and reward top performers. In conjunction with the new Army People Strategy, the Army Talent Management Task Force has made significant progress in revolutionizing how the Army manages its talent. New programs include a comprehensive assessment for battalion commanders, officers having more flexible options for their career timelines, and the Assignment Interactive Module (AIM) giving officers greater transparency and the ability to apply and compete for all positions available to them for their next assignment. While progress is being made, systemic issues within Army talent management remain that should be addressed. Additionally, recent talent management changes could be causing unforeseen adverse effects. The biggest challenge the Army will continue to face is retaining talent, regardless of how much it improves its talent management system. The Army's top talent will continue to leave unless the Army addresses more significant problems that concern officer career satisfaction and the support of their families. This thesis evaluates current Army talent management practices and recent changes while recommending system improvements. As an all-volunteer force, the Army must adapt to societal changes and compete with private industry opportunities to effectively manage and retain its talent.
