Lisa M. Harrington
Does the G/FO seat run across the construction as well as arrangement criteria for a G/FO requirement?
Does the G/FO seat run across the position-by-position criteria for a G/FO requirement?
Was the G/FO seat identified during the forced-choice practise every bit a priority three- or four-star requirement (relative to other positions)?
Would elimination of this G/FO seat potentially worsen the wellness of the seat pyramid?
How does integration of the results of these iv approaches acquaint opportunities to eliminate, downgrade, or convert (to civilian) G/FO positions?
The Office of the Under Secretary of Defense for Personnel as well as Readiness asked RAND to bear an independent study of full general as well as flag officeholder (G/FO) requirements. The goals of this endeavour were to prepare a methodology to assess active constituent G/FO requirements as well as authorizations; usage the methodology to seat opportunities to eliminate, downgrade, or convert (to civilian) G/FO positions; assess the adequacy of existing statutes as well as policies to render G/FOs to run across requirements; as well as recommend changes, if needed. With that inward mind, the authors developed as well as employed a rigorous, adjustable, transparent, as well as repeatable analytic methodology to review G/FO positions. This included an exam of the functions performed past times G/FOs inside as well as across organizations; a position-by-position review inward which all 1,113 G/FO requirements were evaluated against a defined gear upwards of criteria; the evolution as well as direction of a forced-choice practise to seat priorities for how four- as well as three-star G/FOs should live on used; as well as an evaluation of how positions touching evolution of G/FOs inside functional areas. The combined results of these assessments were used to seat opportunities to eliminate or downgrade G/FO positions as well as assess implications of reductions. RAND's methodology offers the Department of Defense a to a greater extent than systematic as well as analytic foundation alongside which to justify its G/FO requirements.
Key Findings
Management of G/FO requirements across an corporation the size as well as multifariousness of the Department of Defense is a complex as well as dynamic undertaking
A reliable methodology identifies whether or non G/FO positions run across combined criteria for a G/FO requirement
There is considerable variation inward how like positions inward unlike organizations were filled, as well as at that spot are internal inconsistencies inside unmarried organizations.
A seat out of G/FO positions did non run across whatever of the key criteria for a G/FO requirement.
Of the 1,113 requirements reviewed, 615 positions run across G/FO requirement criteria, as well as 132 create not. Results were inconclusive for the remaining 366 positions, either because of conflicting findings or because a gear upwards of positions was deemed plain of study to policy decision.
Of the 132 positions that did non run across the criteria, 35 positions were inward seat pyramids where the elimination would worsen the wellness of the seat pyramid.
Further investigation of the 132 positions that did non run across the combined criteria for a G/FO requirement is needed to create upwards one's heed why these positions demand to live on filled past times a G/FO as well as whether alternatives mightiness live on used to fill upwards the requirements.
The 366 positions alongside inconclusive results are roughly other expanse for departmental investigation.
Once positions are identified for possible downgrade, elimination, or conversion, it is prudent to evaluate the implications of the proposed decisions
Recommendations
Establish a philosophy for using all available workforce talent to fill upwards Department of Defense leadership requirements — active as well as reserve constituent full general as well as flag officers, senior civilians, as well as officers at the flat of O-6 or below.
Issue overarching policy guidance related to G/FO leadership roles as well as requirements.
Establish a standing cardinal torso for vetting G/FO requirements inward accordance alongside Secretary of Defense strategic guidelines as well as alongside up-to-date as well as on-the-shelf data.
Conduct targeted reviews of G/FO positions to create upwards one's heed the demand for G/FO requirements as well as render guidance to clarify apparent inconsistencies inward the usage of G/FOs inside each group.
Facilitate direction as well as review of G/FO requirements; hold updated, well-defined seat descriptions; assign standardized chore titles as well as seat identifiers; as well as compile as well as hold a repository of arrangement charts alongside standardized nomenclature for defining organizational relationships.
Adopt a systematic approach to identifying leadership needs for organizational changes inward answer to emerging requirements as well as therefore they are good understood earlier changes are adopted.
Evaluate whether to essay lower articulation puddle floors as well as the elimination of articulation puddle ceilings to ensure the correct residuum betwixt service command inward articulation positions as well as flexibility inward managing G/FOs — inward particular, flexibility inward developing G/FOs as well as ensuring that qualified G/FOs are available to serve inward articulation positions.
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