Manpower and Personnel Needs for a Transformed Naval Force (2008) / Chapter Skim
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2 People for the Future Naval Forces
2 People for the Future Naval Forces
Pages 30-58
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From page 30... ...
There is more than the usual uncertainty facing the United States today because its biggest real and potential challenges occur at opposite ends of the conflict spectrum. The global war on terror (GWOT)
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From page 31... ...
As more and more military technology becomes software rather than hardware driven, it should be possible to create a more agile and responsive force. At the same time the danger is that a legacy force imbued with the traditional focus on military-specific systems will be slow to exploit this opportunity, whereas future opponents may grasp it as a means of leaping ahead.
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From page 32... ...
naval forces, along with many coalition partners, have instituted maritime security patrols designed to interdict such use of the sea. At the opposite end of the conflict spectrum, if the United States becomes engaged in a more traditional military combat with a peer or near-peer competitor, it will likely face an adversary that is more integrated with the global economy than was the Soviet Union, and therefore better able to integrate modern information technology into its military forces. In addition, such a competition will occur in the age of persistent wide-area surveillance and precision weapon technology introduced by the U.S.
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From page 33... ...
2000. Network-Centric Naval Forces: A Transition Strategy for Enhancing Operational Capabilities, National Academy Press, Washington, D.C.
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environment had to undergo radical shifts from deep water to shallow water, and from countering a large, concentrated fleet of Soviet nuclear submarines to a more disparate, global collection of increasingly quiet diesel submarines, it found itself hamstrung in its efforts to update the passive acoustic signal processing routines that formed the core of its sonar capabilities. Out of this challenge emerged the acoustic rapid commercial off-the-shelf (COTS)
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From page 35... ...
The committee therefore recommends that the Chief of Naval Operations and the Commandant of the Marine Corps develop a plan for lateral-entry programs to permit and encourage routine entry from the civilian world onto active duty at all ranks for individuals with needed skills. Such programs would also support the global war on terror, where new requirements can suddenly emerge, such as specific cultural and linguistic knowledge for which there is no time to grow the expertise from within.
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From page 36... ...
At the opposite end of the combat spectrum, if U.S. forces find themselves in a military competition or actual combat with a peer competitor, there are equally powerful forces that will drive them toward distributed operations.
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naval forces the use of those seas, rather than control them themselves. Such adversaries will likely wield a formidable array of antiship weapons.
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Smaller ships with more technology to support human performance and improve operational capabilities will require new skills of crew members and arguably will raise the bar for the qualifications of people to learn and apply these skills. Average experience levels will need to increase, leaving relatively fewer jobs for very junior officers and enlisted personnel.
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From page 39... ...
After the required training and experience at sea, a subset of these enlisted personnel and ensigns are promoted to the next higher rank where there is the need for fewer people. Thus, the current overall manpower structure is a pyramid with the large numbers at the entry levels declining over time to one CNO and one Master Chief Petty Officer of the Navy.
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From page 40... ...
SOURCE: VADM J.C. Harvey Jr., USN, Deputy Chief of Naval Operations for Manpower, Personnel, Training, and Education and Chief of Naval Personnel, "Shaping the Force for the Future," presentation to the committee, October 3, 2006, Washington, D.C.
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From page 41... ...
Such individuals would be more valuable to the Department of the Navy than civilian contractors, and such service might be more attractive for the individuals as well. Recommendation: The Chief of Naval Operations and the Commandant of the Marine Corps should direct the development of a plan for lateral-entry programs to permit and encourage routine entry from the civilian world into active duty at all ranks for individuals with needed skills.
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From page 42... ...
In addition to demographics, they include factors such as compensation, the number and motivation of recruiters, massmedia advertising, educational benefits, and bonuses. The unemployment rate and competition from civilian employers are also strong drivers. The next two sections focus on demographics and the competition from civilian labor markets for two reasons: these are the factors over which the Department of the Navy has the least control, and trends in these areas have the potential to undermine existing approaches to recruiting.
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From page 43... ...
Information from the Youth Attitude Tracking Survey and the Joint Advertising Market Research and Studies provides details on the causes of limited success in recruiting females into the services. The committee raised to the Navy this issue regarding limited success in recruiting females and the Navy's plans on addressing it.
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From page 44... ...
Allowing for the normal recruiting results, that leaves approximately 220,000 qualified men with a propensity for military service. 11 11 t I is important to note that not all people who ultimately join the military indicate a propensity to do so when they are surveyed in high school, however.
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and language skills that are critical to a transformed naval force. 12 oint Advertising, J Market Research and Studies, Defense Human Resources Activity.
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2007. Military Personnel: Additional Actions Needed to U Improve Oversight of Reserve Employment Issues, Report to Congressional Committees, GAO-07-259, Washington, D.C., February, p.
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We need to get to a predictability, a rotational base for both our active and Reserve forces that provides that."16 There has been a continuing partial mobilization of the Reserve and National Guard since the 1990 call-ups following Iraq's invasion of Kuwait. The total number currently on active duty in support of the partial mobilization for the Army National Guard and Army Reserve is 66,912; Navy Reserve, 5,673; Air National Guard and Air Force Reserve, 5,371; Marine Corps Reserve, 5,459; and the Coast Guard Reserve, 303.
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From page 48... ...
Recommendation: The Assistant Secretary of the Navy for Manpower and Reserve Affairs, the Chief of Naval Personnel, and the Deputy Commandant of the Marine Corps for Manpower and Reserve Affairs should examine options to expand Junior ROTC programs to attract qualified students from diverse backgrounds to naval service. Congress would have to be persuaded to provide additional funds for Junior ROTC programs.
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From page 49... ...
At the conclusion of the chapter the committee offers a recommendation that it believes will enhance the attraction of a Navy or Marine Corps career. Reputation of the Military Services Young people who want a career with an organization with a strong positive reputation are likely to find that service in the military, including the Navy and the Marine Corps, meets that need.
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From page 50... ...
Military pay (including basic pay, allowances for housing and food, and the tax advantage that accrues because the allowances are not taxed) compares quite favorably with pay in the private sector for individuals who have comparable levels of education and years of experience.20 Among men and women already in uniform, however, misperceptions of the pay package and how well it compares 20 See Department of Defense, 2002, Report of the Ninth Quadrennial Review of Military Compensation, Vols I-V, Washington, D.C., May; and Congressional Budget Office, 2007, Evaluating Military Compensation, Washington, D.C., June.
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From page 51... ...
2 and p. 6 22 ee Joint Advertising, Market Research and Studies, Defense Human Resources Activity, 2004, S November 2003 Youth Poll 6, Overview Report, Department of Defense, Arlington, Va, July, pp.
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From page 52... ...
For some enlistees the prospect of spending a long career in an occupational field that is not easily transferable to the private sector may be a deterrent to military service. For example, with limited exceptions in law enforcement and private security, expertise in combat arms does not transfer readily to the civilian world.
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Both military service and civilian employment offer advantages and disadvantages in this area. Some form of train 25 laine L
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Other secondary source training, including military training, can be considered less desirable in terms of both currency and accuracy. In addition to issues concerning the quality of training, youth may have other significant concerns about training.
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suggested that stress levels are high and concluded that stress during initial training in the Navy plays a role in future attrition.32 It is important to note that the military lifestyle has some positive features as well. Perhaps the foremost is the sense of community many find in military service.
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From page 56... ...
These absences are assuredly difficult for all service members, but some groups may be more challenged to balance the needs of their families with their military service. Personnel with children may miss parenting opportunities during their children's formative years.
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From page 57... ...
Mothers are one of the demographic groups least likely to recommend military service, with only 37 percent favoring service compared with 42 percent of fathers and 70 percent of former military service members.35 What's Different Today? Many aspects of military life have been in place for years, and the differences between military and civilian employment have been observed over a long period of time.
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From page 58... ...
As discussed earlier, many find the demands of military life daunting, and so interludes would be good. For example, the committee believes the provision of career on/off ramps would help sailors and marines take time off from active duty in order to obtain education, take advantage of training opportunities, or start a family without undue prejudice to their careers.
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