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This thesis presents and analyzes several alternative surface warfare officer (SWO) career paths. The paths are designed to reduce permanent change of station (PCS) costs by reducing the number of PCS moves in an officer's career while meeting sea billet requirements, minimizing turbulence within the SWO community and maintaining a viable career path for the officer. The reduction in the number of moves is primarily accomplished through the extension of tour lengths or greater use of homesteading. The analysis is accomplished on a personal computer with software constructed in an earlier Naval Postgraduate School thesis. The analysis is directed at determining feasibility of the career paths presented and where applicable identifies the number of PCS moves eliminated.
This thesis presents an analysis of the professional career development of Naval Aviation Officers with respect to their Permanent Change of Station (PCS) movements. A network of representations of both successful and unsuccessful career paths of aviation officers is presented. Actual aviation assignment tour length time-on-station statistics showed decreasing officer tour lengths and, as a result, increased personnel turbulence within the Aviation Community over the period 1980 to 1984. Aviation officer retention rates were varied, along with Fleet Squadron tour lengths in a sensitivity analysis using the manpower model, 'Aviation Officer Requirements'. This analysis showed the optimal tour lengths for the Fleet Squadron tours with respect to aviation officer PCS requirements. Recommended alterations to the aviation officer career development paths were made to reduce the number of officer PCS movements without penalty to individual members' careers. Originator-supplied key words include: Career Development Naval Aviation Officers, Career paths, Permanent Change of Station Movement, Time-on-Station, Aviation community, Career path network, Turbulence, and Aviation manpower model.
This thesis presents an analysis of the professional career development of Naval Aviation Officers with respect to their Permanent Change of Station (PCS) movements. A network of representations of both successful and unsuccessful career paths of aviation officers is presented. Actual aviation assignment tour length time-on-station statistics showed decreasing officer tour lengths and, as a result, increased personnel turbulence within the Aviation Community over the period 1980 to 1984. Aviation officer retention rates were varied, along with Fleet Squadron tour lengths in a sensitivity analysis using the manpower model, 'Aviation Officer Requirements'. This analysis showed the optimal tour lengths for the Fleet Squadron tours with respect to aviation officer PCS requirements. Recommended alterations to the aviation officer career development paths were made to reduce the number of officer PCS movements without penalty to individual members' careers. Originator-supplied key words include: Career Development Naval Aviation Officers, Career paths, Permanent Change of Station Movement, Time-on-Station, Aviation community, Career path network, Turbulence, and Aviation manpower model.
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Current Surface Warfare Officer (SWO) retention is well below the level needed to staff Department Head billets in the Fleet. The Navy is developing a career incentive pay to stem the flow of SWOs leaving the Navy and increase retention. The purpose of this thesis is to capture the training costs of junior Surface Warfare Officers that occur between commissioning and qualifying as a SWO. This thesis also explains the economic theory of specific training and its relevance to the wage streams offered to SWOs. This thesis estimates the training cost of qualifying a SWO to be $80,194.
The authors identify useful steps toward modernization of officer career management in the military, examine constraints on reforms, and propose mitigating strategies and ways forward.
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