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This study conducted a critical review of professional development requirements in the Surface Warfare Community to maximize the use of increasingly scarce permanent change of station (PCS) funds. Seven network representations of career pathways were constructed to encapsulate the career paths Surface Warfare Officers (SWOs) actually pursue. Four focal points of professional development were determined to provide the basis for these pathways. These four are the major command tour, the commander comamnd tour, the executive officer tour and the department head tour. Naval Officer Billet File data and information from the Naval Military Personnel Command's Officer Manning Plan model were used to determine the geographic locations and respective numbers of SWO billets. Officer Longitudinal Master File data were used to determine historical tour lengths of Surface Warfare Officers. Analyses were conducted for key developmental tours and for the type of tour assignment (sea or shore, and geographic location). The interrelationships between tour length, billet opportunity and selectivity are discussed. The above considered, two additional career pathways were developed which improve the efficiency of the SWO career path and potentially save PCS funds. Keywords include: Career Planning, Career Development, Permanent Change of Station Costs, and Theses.
This study conducted a critical review of professional development requirements in the Surface Warfare Community to maximize the use of increasingly scarce permanent change of station (PCS) funds. Seven network representations of career pathways were constructed to encapsulate the career paths Surface Warfare Officers (SWOs) actually pursue. Four focal points of professional development were determined to provide the basis for these pathways. These four are the major command tour, the commander comamnd tour, the executive officer tour and the department head tour. Naval Officer Billet File data and information from the Naval Military Personnel Command's Officer Manning Plan model were used to determine the geographic locations and respective numbers of SWO billets. Officer Longitudinal Master File data were used to determine historical tour lengths of Surface Warfare Officers. Analyses were conducted for key developmental tours and for the type of tour assignment (sea or shore, and geographic location). The interrelationships between tour length, billet opportunity and selectivity are discussed. The above considered, two additional career pathways were developed which improve the efficiency of the SWO career path and potentially save PCS funds. Keywords include: Career Planning, Career Development, Permanent Change of Station Costs, and Theses.
Surface Warfare Officers (SWO) attending the Naval Postgraduate School were surveyed on career issues pertaining to career path specialization, warfare skills, SWO qualifications, and their impact on readiness. Survey results indicate that: (1) SWO technical competency does not mandate specialization as a means to enhance readiness, (2) assigning department heads to single 30+ month tours and/or rotating them to provide officer continuity through work-up and deployment may enhanced readiness, (3) implementation of SWO qualification policy may no be supporting adequate qualification policy may not be supporting adequate qualification standards. Keywords: Survey, Surface warfare officer, Career management, Specialization, Readiness. (EG).
This investigation, the third in a series based on data collected from a sample of junior surface warface officers (SWOs) during 1978-79, addressed factors that affect their early career/professional development and the relationships between developmental progress, officer performance, and career intent. Results indicated that timely completion of career essential qualifications was not related to background factors such as commissioning source, academic class rank, or military class rank, but it was related to attendance at the Surface Warfare Officer School (SWOS)-Basic, shipboard assignment variation, and individual perceptions of the work environment during the initial sea tour. Also, professional development progress was positively related to career intent and officer performance, as indicated by fitness reports. Findings are discussed with attention to policy/leadership implications.
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 report is the seventh in a series that examines officer career development. Two unrestricted line (URL) officer communities were examined: aviation (AWOs) and surface (SWOs). The purpose of this research was to use the contrasting impressions that URL officers have among joint-duty shore, Navy shore, and Navy sea duty billets and commands to aid in the development of the Navy's new joint-duty career policy. Using an existing data base, the assessments that 315 aviation and 153 surface officers had of their respective assignments were analyzed. Navy sea duty was evaluated as much more intrinsically rewarding by both groups of officers than either type of shore duty. Aviators observed that sea duty was significantly less extrinsically rewarding than any officers considered the other three types of billets. Both groups of officers noted that sea duty was an indication that the Navy wanted them to continue on active duty, possibly denoting that they were promotable. The results indicated that if sea duty opportunities are reduced as a result of joint-duty billet requirements, the AWOs and SWOs may not accept a new policy very willingly. Substituting joint-duty shore tours for Navy shore tours may produce the best results with less impact on surface warfare than on aviation officers.