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来源类型 | Report |
规范类型 | 报告 |
DOI | https://doi.org/10.7249/RR4337 |
来源ID | RR-4337-OSD |
Officer Career Management: Additional Steps Toward Modernization | |
Albert A. Robbert; Caitlin Lee; William H. Waggy II; Katherine L. Kidder; Natasha Lander; Agnes Gereben Schaefer | |
发表日期 | 2021-01-19 |
出版年 | 2021 |
语种 | 英语 |
结论 | The most-prevalent constraints on potential officer management modernization thrusts are cultural
Historically, the U.S. military has pursued an incremental approach to officer management reform to ensure the continued predictability and stability of the existing officer management structure
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摘要 | With military departments becoming increasingly interested in modernizing officer career management, the Office of the Secretary of Defense (OSD) requested a study concerning legislative, policy, fiscal, and financial limits on various reforms. These reforms fall into three broad categories: promotions, tenure, and other issues. Promotions involve such issues as alternatives for technical-track career paths, possibilities for different competitive categories to have different promotion rates and frequency, policies to ensure that officers who opt out of promotion consideration are not adversely affected at future statutory boards, the pros and cons of a return to permanent and temporary promotions, and guidance regarding deployability. Tenure issues concern stagnant officers, removal of age limits for accessions, and contractual arrangements for officers. Other issues include providing for a continuum of service among active and reserve personnel, the use of warrant officers and limited duty officers in all the services, and the selective use of "officers without rank." In all cases, another important consideration concerns limits on the scale and timing of reforms to ensure that desired outcomes, measures of effectiveness, and results of the changes can be clearly identified, documented, and leveraged over time. In general, the authors find that an incremental approach that scales the reforms to small populations (at least initially) and avoids implementation of more than one reform at a time could eventually add considerable flexibility to the officer career management structure. |
目录 |
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主题 | Military Career Field Management ; Military Officers ; Military Personnel Retention |
URL | https://www.rand.org/pubs/research_reports/RR4337.html |
来源智库 | RAND Corporation (United States) |
引用统计 | |
资源类型 | 智库出版物 |
条目标识符 | http://119.78.100.153/handle/2XGU8XDN/524337 |
推荐引用方式 GB/T 7714 | Albert A. Robbert,Caitlin Lee,William H. Waggy II,et al. Officer Career Management: Additional Steps Toward Modernization. 2021. |
条目包含的文件 | ||||||
文件名称/大小 | 资源类型 | 版本类型 | 开放类型 | 使用许可 | ||
RAND_RR4337.pdf(1649KB) | 智库出版物 | 限制开放 | CC BY-NC-SA | 浏览 | ||
1611062837163.jpg(7KB) | 智库出版物 | 限制开放 | CC BY-NC-SA | ![]() 浏览 |
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