Thông tin tài liệu
This document and trademark(s) contained herein are protected by law
as indicated in a notice appearing later in this work. This electronic
representation of RAND intellectual property is provided for non-
commercial use only. Permission is required from RAND to reproduce, or
reuse in another form, any of our research documents.
Limited Electronic Distribution Rights
Visit RAND at www.rand.org
Explore RAND National Defense
Research Institute
View document details
For More Information
This PDF document was made available
from www.rand.org as a public service of
the RAND Corporation.
6
Jump down to document
THE ARTS
CHILD POLICY
CIVIL JUSTICE
EDUCATION
ENERGY AND ENVIRONMENT
HEALTH AND HEALTH CARE
INTERNATIONAL AFFAIRS
NATIONAL SECURITY
POPULATION AND AGING
PUBLIC SAFETY
SCIENCE AND TECHNOLOGY
SUBSTANCE ABUSE
TERRORISM AND
HOMELAND SECURITY
TRANSPORTATION AND
INFRASTRUCTURE
WORKFORCE AND WORKPLACE
The RAND Corporation is a nonprofit
research organization providing
objective analysis and effective
solutions that address the challenges
facing the public and private sectors
around the world.
Purchase this document
Browse Books & Publications
Make a charitable contribution
Support RAND
This product is part of the RAND Corporation monograph series.
RAND monographs present major research findings that address the
challenges facing the public and private sectors. All RAND mono-
graphs undergo rigorous peer review to ensure high standards for
research quality and objectivity.
Peter Schirmer, Harry J. ie, Margaret C. Harrell, Michael S. Tseng
Challenging Time
in DOPMA
Flexible and Contemporary
Military Officer Management
Prepared for the Office of the Secretary of Defense
Approved for public release; distribution unlimited
The RAND Corporation is a nonprofit research organization providing
objective analysis and effective solutions that address the challenges
facing the public and private sectors around the world. RAND’s
publications do not necessarily reflect the opinions of its research clients
and sponsors.
R
®
is a registered trademark.
© Copyright 2006 RAND Corporation
All rights reserved. No part of this book may be reproduced in any
form by any electronic or mechanical means (including photocopying,
recording, or information storage and retrieval) without permission in
writing from RAND.
Published 2006 by the RAND Corporation
1776 Main Street, P.O. Box 2138, Santa Monica, CA 90407-2138
1200 South Hayes Street, Arlington, VA 22202-5050
4570 Fifth Avenue, Suite 600, Pittsburgh, PA 15213
RAND URL: http://www.rand.org/
To order RAND documents or to obtain additional information, contact
Distribution Services: Telephone: (310) 451-7002;
Fax: (310) 451-6915; Email: order@rand.org
The research described in this report was prepared for the Office of the
Secretary of Defense (OSD). The research was conducted in the RAND
National Defense Research Institute, a federally funded research and
development center sponsored by the OSD, the Joint Staff, the Unified
Combatant Commands, the Department of the Navy, the Marine Corps,
the defense agencies, and the defense Intelligence Community under
Contract DASW01-01-C-0004.
Library of Congress Cataloging-in-Publication Data
Challenging time in DOPMA : flexible and contemporary military officer management
/ Peter Schirmer [et al.].
p. cm.
Includes bibliographical references.
ISBN-13: 978-0-8330-3948-4 (pbk. : alk. paper)
1. United States—Armed Forces—Officers—Management. 2. United States—
Armed Forces—Personnel management. I. Schirmer, Peter, 1970– .
UB413.C53 2006
355.3'320973—dc22
2006020173
iii
Preface
e U.S. military is far better trained, better educated, more compe-
tent, and more professional than any current or potential rival, which
provides an asymmetric advantage in military operations. To maxi-
mize this advantage, military and civilian leaders in the Department of
Defense (DoD) are examining new policies that would generate higher
returns on investment in military personnel and enhance professional
development. ose policies would enable officers to serve longer in
certain assignments, to have longer careers, and to have more-diverse
career paths. e Defense Officer Personnel Management Act of
1980 (DOPMA) that codified military officer management is based
on fixed career- and promotion-time parameters that make change
challenging.
Recent initiatives reflect the growing recognition that the laws,
policies, and practices governing military personnel management
today will not meet the needs of the future operating environment.
e United States no longer has a cold war enemy but still has a cold
war–era personnel system designed largely to develop and apply mili-
tary personnel to meet a known and relatively unchanging threat.
A shift to a more flexible approach to personnel management
is under way, led by the creation in 2005 of the National Security
Personnel System for DoD civilians. e 2004 National Defense
Authorization Act directed the Secretary of Defense to create a system
that is “flexible” and “contemporary.” at legislation was the culmi-
nation of two decades of demonstration projects that tested alternative
management policies for civilian DoD personnel.
iv Challenging Time in DOPMA
is monograph focuses on changes to law, policy, and prac-
tice that govern promotions for military officers to achieve similar
objectives. Closely related assignment and retirement policies are also
addressed. As such, it should be of interest to decisionmakers, military
personnel managers, and officers themselves.
is research was sponsored by the Office of the Secretary of
Defense and was conducted within the Forces and Resources Policy
Center of the RAND National Defense Research Institute, a feder-
ally funded research and development center sponsored by the Office
of the Secretary of Defense, the Joint Staff, the Unified Combatant
Commands, the Department of the Navy, the Marine Corps, the
defense agencies, and the defense Intelligence Community. e princi-
pal investigators are Harry ie and Margaret Harrell. Comments are
welcome and may be addressed to Harry ie at harry_thie@rand.org
or to Margaret Harrell at margaret_harrell@rand.org or to the princi-
pal author at pete_schirmer@rand.org.
For more information on RAND’s Forces and Resources Policy
Center, contact the Director, James Hosek. He can be reached by
e-mail at James_Hosek@rand.org; by phone at 310-393-0411, exten-
sion 7183; or by mail at the RAND Corporation, 1776 Main Street,
Santa Monica, CA 90407-2138. More information about RAND is
available at www.rand.org.
Contents
vv
Preface iii
Figures
ix
Tables
xi
Summary
xiii
Acknowledgments
xxi
Acronyms and Abbreviations
xxiii
CHAPTER ONE
Introduction 1
A Competency-Based Career-Management System
5
Terms Used in is Monograph
6
Organization of is Monograph
8
CHAPTER TWO
DOPMA and the Time-Based Management System 9
Defining DOPMA
9
Changing Career Paths Within a Time-Based System
13
CHAPTER THREE
Effects of Extending Assignment and Career Tenures 17
Brief Model Description
17
Model Scenarios
19
Longer Assignments (Greater Depth) Result in Fewer Assignments
(Less Breadth)
20
vi
vi Challenging Time in DOPMA
Longer Careers Enable Officers to Have Additional Assignments Only
in the Grade from Which ey Retire
24
Delayed Promotion Timing Allows for Some Additional Assignments
Mid-Career
28
Conclusions About Extending Assignment Lengths
29
CHAPTER FOUR
Outcomes and Characteristics of a Competency-Based Management
System
31
A Competency-Based System Makes Officers Eligible for Promotion
Based on Education and Work Experience
31
Specific Criteria for Promotion Eligibility Vary by Service Community
34
A Competency-Based System Has Broader Promotion Zones
37
Outcomes of a Competency-Based System Might Not Significantly
Differ from ose of a Time-Based System
40
A Competency-Based System Accommodates Additional Mid-Career
Assignments
42
A Competency-Based System Accommodates Longer Time in
Assignments
44
A Compentency-Based System Makes Better Use of Longer Careers
45
A Competency-Based System Allows Services and Service Communities
Greater Control over Outcomes
47
General Characteristics and Outcomes of a Competency-Based System
49
CHAPTER FIVE
Implementing a Competency-Based Career-Management System 51
Changes in Law
51
Changes in DoD Policy
53
Changes in Service Policy and Practice
53
Concerns About Changing the Officer Career-Management System
55
e “Deal”
58
CHAPTER SIX
Conclusions and Recommendations 61
Conclusions
61
Recommendations 63
APPENDIX
Career Path Model 65
Bibliography
73
Contents vii
[...]... skills, and abilities (KSAs) that are conferred and required by each job, school, and training event This is not a one -time effort, particularly on the demand side Changes in the geopolitical environment, in technology, and in society have a continual in uence on individual competencies that generate the capabilities of military xviii Challenging Time in DOPMA organizations Although we modeled a system in. .. Management Act, or DOPMA, was passed in 1980 and is codified in Titles 10 and 37 of the U.S Code Although the basic framework remains in place today, many of its sections have been amended or repealed during the past 25 years Moreover, earlier versions of DOPMA (it also passed in the House in 1976 and 1978) contained some precepts that were not in the 1980 law but ended up in 9 10 Challenging Time in. .. observations and conclusions CHAPTER TWO DOPMA and the Time- Based Management System In this chapter, we explain how current laws and policies (commonly, if somewhat inaccurately, referred to as DOPMA) create a time- based officer management system We also show how that system limits the services’ ability to establish less prescriptive, longer, or more-varied careers In the following chapters, our baseline modeling... Personnel Management Act was more evolutionary than revolutionary It built upon legislation from the 1940s and 1950s, and some of 1 Margaret C Harrell, Harry J Thie, Peter Schirmer, and Kevin Brancato, Aligning the Stars: Improvements to General and Flag Officer Management, Santa Monica, Calif.: RAND Corporation, MR-1712-OSD, 2004 xiii xiv Challenging Time in DOPMA its key sections incorporated ideas and policies... G-3 plans officer GNA Goldwater-Nichols Act HQ headquarters xxiii xxiv Challenging Time in DOPMA HQMC Marine Corps Headquarters IT information technology KSA knowledge, skills, and ability KSAO knowledge, skills, abilities, and other KSAT knowledge, skills, abilities, and tools MAJCOM Major Command MEF Marine Expeditionary Force MEU Marine Expeditionary Unit MOS Military Occupational Specialty MRD mandatory... baseline, and then we examined various scenarios that extend assignments and careers for specific communities within the military services: surface warfare officers in the Navy, infantry officers in the Army, space and missile officers in the Air Force, and Marine officers who are not aviators For each of these communities, we produced baseline results using a set of inputs specific to each community and the laws and. .. MOS Officer Promotion Timing in a Competency-Based System, Scenario 4 39 Army Infantry Officer Assignments and Education as O-4 and O-5 upon Promotion to O-6 43 Air Force Space and Missile Operations Officer Promotion Timing to O-6 with Different Assignment Lengths, Scenarios 4 and 5 45 Marine Corps Ground MOS Promotion Timing to O-6 with Different Assignment Lengths and Promotion Eligibility... modeling We also wish to thank our colleagues at RAND who provided model inputs, shared insights, and reviewed this monograph They include Kevin Brancato, Gary Massey, Major Brian Maue, USAF, Samantha Merck, Craig Moore, Al Robbert, Michael Schiefer, Georges xxi xxii Challenging Time in DOPMA Vernez, and Roland Yardley We are especially thankful for the excellent reviews of an earlier version of this document... Tracey and by Bill Thomas of RAND Acronyms and Abbreviations Bde brigade Bn battalion BTZ below the zone BZ below-zone (promotions) CC commander CGSC Command and General Staff College CO commander CONUS continental United States CTC combat training center DO director of operations DoD Department of Defense DoDI Department of Defense Instruction DOPMA Defense Officer Personnel Management Act FMF Fleet Marine... Breadth and Depth Trade-Offs with Longer Assignments, Longer Careers, and Longer Time to Promotion 29 Army Infantry Officer Promotion Timing in a CompetencyBased System, Scenario 4 37 Navy Surface Warfare Officer Promotion Timing in a Competency-Based System, Scenario 4 38 Air Force Space and Missile Operations Officer Promotion Timing in a Competency-Based System, Scenario 4 38 Marine . agencies, and the defense Intelligence Community under
Contract DASW0 1-0 1-C-0004.
Library of Congress Cataloging -in- Publication Data
Challenging time in DOPMA. TWO
DOPMA and the Time- Based Management System 9
Defining DOPMA
9
Changing Career Paths Within a Time- Based System
13
CHAPTER THREE
Effects of Extending
Ngày đăng: 06/03/2014, 20:20
Xem thêm: Challenging Time in DOPMA - Flexible and Contemporary Military Officer Management doc, Challenging Time in DOPMA - Flexible and Contemporary Military Officer Management doc