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| surface warfare officer career: Navy Readiness United States. Government Accountability Office, Cary Russell, 2021 SWOs are U.S. Navy officers whose primary duties focus on the safe operation of surface ships at sea. In 2017, the Navy had two collisions at sea that resulted in the death of 17 sailors and hundreds of millions of dollars in damage to Navy ships. Following the collisions, the Navy identified deficiencies in the SWO career path and staffing policies, and took action to improve these areas. Among other things, this report (1) assesses trends in separation rates of SWOs with those of similar U.S. Navy officer communities, and trends in SWO separation rates by gender; (2) describes how the career path of U.S. Navy SWOs compares to those of selected foreign navies and other U.S. Navy and U.S. maritime communities; and (3) assesses the extent to which the U.S. Navy has used or evaluated alternative career paths. GAO is making 7 recommendations to the Navy, including developing a plan to improve SWO retention; regularly evaluating its current approaches, including alternative career paths; and using these to improve SWO career options and proficiency. |
| surface warfare officer career: Alternative Surface Warfare Officer Career Paths and Their Potential for Reducing Permanent Change of Station Costs Nicholas F. Mygas, NAVAL POSTGRADUATE SCHOOL MONTEREY CA., 1985 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. |
| surface warfare officer career: The Effect of PCS Policy on Surface Warfare Officer Career Development Robert H. Howe, 1984 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 officer career: Surface Warfare Officer Career Development; An Analysis of Historical Data William Harrison Campbell, NAVAL POSTGRADUATE SCHOOL MONTEREY CA., 1980 Officer Master File data were used to reconstruct and analyze the career paths of a sample of 1,084 year group 1958-1963 Surface Warfare Officers. Of particular concern were the developmental characteristics, apart from performance, which distinguished the careers of commander-command selectees from those of nonselectees. A wide variety of career development opportunities were found to have been provided to Surface Warfare Officers to enable them to quality for command selection, and the absence of any absolute path to selection or nonselection was confirmed. There were, however, certain individual billet types, combinations of billets and commissioning sources which, if experienced by Surface Warfare Officers, tended to increase or decrease their probability of later command selection. In this regard, the singular importance of the lieutenant commander executive officer tour to command selection was documented. (Author). |
| surface warfare officer career: Survey and Analysis of Surface Warfare Officer Career Path Issues Gregory S. Gilbert, NAVAL POSTGRADUATE SCHOOL MONTEREY CA., Nancy C. Roberts, 1989 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). |
| surface warfare officer career: Officer Career Development Regina L. Burch, John P. Sheposh, Robert F. Morrison, Navy Personnel Research and Development Center (U.S.), United States. Office of Naval Research, 1991 The factors that contribute to surface warfare officer in the Navy were investigated. Information was obtained from a sample of 373 stayers and 52 leavers selected from a larger sample of 3,059 surface warfare officers who responded to a survey of officer career development in 1986. An hypothesized model of surface warfare officer retention, based on Steers and Mowday's model of employee turnover (1981), was tested using path analyses. The results of the analyses supported several of the major linkages contained in the model. In line with the model, stated career intent had the strongest influence on officer retention. Additionally, search for alternatives had a direct impact on retention. Level of organizational commitment, along with spousal support and tenure, had a direct influence on career intent. The direct links from spousal support, esteem, assignment acceptability, and benefits to organizational commitment were also supported. Overall, the present study contributes to our understanding of the turnover process within a military setting and provides avenues for future research. |
| surface warfare officer career: Officer Career Development Regina L. Burch, 1993 The factors that contribute to surface warfare officer in the Navy were investigated. Information was obtained from a sample of 373 stayers and 52 leavers selected from a larger sample of 3,059 surface warfare officers who responded to a survey of officer career development in 1986. An hypothesized model of surface warfare officer retention, based on Steers and Mowday's model of employee turnover (1981), was tested using path analyses. The results of the analyses supported several of the major linkages contained in the model. In line with the model, stated career intent had the strongest influence on officer retention. Additionally, search for alternatives had a direct impact on retention. Level of organizational commitment, along with spousal support and tenure, had a direct influence on career intent. The direct links from spousal support, esteem, assignment acceptability, and benefits to organizational commitment were also supported. Overall, the present study contributes to our understanding of the turnover process within a military setting and provides avenues for future research. |
| surface warfare officer career: Officer Career Development John R Bruni (Jr), Gerry L. Wilcove, NAVY PERSONNEL RESEARCH AND DEVELOPMENT CENTER SAN DIEGO CA., Navy Personnel Research and Development Center (U.S.), United States. Office of Naval Technology, 1988 This report is the ninth in a series of officer career development. In 1983, the Navy instituted a major career path change in the Surface Warfare Officer community. The purpose of this change was to increase the technical knowledge and skills of department heads, and thus, hopefully, operational readiness. The survey research was designed to assess the preliminary acceptance among officer of this career change. Questionnaires were completed by 2,583 surface officers as part of an ongoing research project studying the impact of career management policies on officer career decisions and actions. It was found that officers were generally favorably disposed toward the new policy. There was no preliminary indication that the adjustment in the career path would have any impact one way or the other on an individual's desire to make the Navy a career or to extend beyond 20 years. Recommendations were made for further research and for developing reliable, objective measures of departmental and fleet readiness. (SDW). |
| surface warfare officer career: The Naval Officer's Career Planning Guidebook , 1990 |
| surface warfare officer career: Watch Officer's Guide , 1992 This handbook addresses every aspect of a watchstander's duties at sea and in port. This revised edition offers new material on the rules of the road, weather, engineering, and more. |
| surface warfare officer career: Unrestricted Line Officer Career Planning Guidebook , 1986 |
| surface warfare officer career: Surface Warfare , 1985 |
| surface warfare officer career: The Effect of PCS (Permanent Change of Station) Policy Changes on Surface Warfare Officer Career Development R. H. Howe, NAVAL POSTGRADUATE SCHOOL MONTEREY CA., 1984 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 officer career: The Dual-Career Household and Its Effects on Surface Warfare Officer Career Intent and Career Satisfaction William D Valentine (Jr), NAVAL POSTGRADUATE SCHOOL MONTEREY CA., 1985 This study analyzes data from a survey of the Surface Warfare Officer community. The questionnaire was initiated by Navy Personnel Research and Development Center (NPRDC) in the summer of 1981. This thesis enhances the understanding of the effects of dual-careers and related family issues on surface warfare officer retention. Six theoretical measures were identified (household career status, family responsibility, grade, type duty, family disruptions, and family decision processor), which were expected to explain the variance across career intent and career satisfaction. The study defined a dual-career family as a family in which husband and wife pursue careers that (a) both have professional-administrative-technical (PAT) jobs and (b) the relative proportion between the two incomes is between 60-40 and 50-50. |
| surface warfare officer career: An Analysis of the Proposed Surface Warfare Officer Career Incentive Pay (SWOCIP) Program Using the Annualized Cost of Leaving (ACOL) Model David E. Nosal, 1997 This thesis investigates the effect of the proposed Surface Warfare Officer Career Incentive Pay (SWOCIP) program on the voluntary separation behavior of Navy surface warfare officers using an Annualized Cost of Leaving (ACOL) model. Data provided by the Center for Naval Analyses and the Defense Manpower Data Center (DMDC), Monterey CA, on surface warfare officers are used for this analysis. Multivariate predict models are estimated to predict the effects of the proposed SWOCIP program on the voluntary retention rate of surface warfare officers between six and ten years of service. These estimates are used to calculate the costs and benefits of the SWOCIP program. This thesis finds that the SWOCIP program would increase the voluntary retention rate by 2.62 percent in the sixth year of service and 1.16 percent in the seventh year of service. The effect would decrease between eight and ten years of service. The calculated savings in accessions are greater then the estimated bonus cost. These calculations indicate, therefore, that the program is cost-effective. |
| surface warfare officer career: The Navy SEAL Physical Fitness Guide Patricia A. Deuster, 2013-07-17 An up-to-date guide to physical fitness, this manual was researched and prepared by specialists to provide information on attaining the physical strength, flexibility, and cardiovascular fitness demanded of Navy SEALs. |
| surface warfare officer career: All Hands , 1976 |
| surface warfare officer career: The Dual-career Households and Its Effects on Surface Warfare Officer Career Intent and Career Satisfaction William D. Jr Valentine, 1985 |
| surface warfare officer career: An Analysis of the Proposed Surface Warfare Officer Career Incentive Pay (SWOCIP) Program Using an Annualized Cost of Living (ACOL) Model David E. Nosal, 1997-03-01 This thesis investigates the effect of the proposed Surface Warfare Officer Career Incentive Pay (SWOCIP) program on the voluntary separation behavior of Navy surface warfare officers using an Annualized Cost of Leaving (ACOL) model. Data provided by the Center for Naval Analyses and the Defense Manpower Data Center (DMDC), Monterey CA, on surface warfare officers are used for this analysis. Multivariate predict models are estimated to predict the effects of the proposed SWOCIP program on the voluntary retention rate of surface warfare officers between six and ten years of service. These estimates are used to calculate the costs and benefits of the SWOCIP program. This thesis finds that the SWOCIP program would increase the voluntary retention rate by 2. 62 percent in the sixth year of service and 1.16 percent in the seventh year of service. The effect would decrease between eight and ten years of service. The calculated savings in accessions are greater then the estimated bonus cost. These calculations indicate, therefore, that the program is cost-effective. |
| surface warfare officer career: Department of Defense Appropriations for 1990: Military manpower United States. Congress. House. Committee on Appropriations. Subcommittee on Department of Defense, 1989 |
| surface warfare officer career: Hearings on National Defense Authorization Act for Fiscal Year 1990 - H.R. 2461 and Oversight of Previously Authorized Programs Before the Committee on Armed Services, House of Representatives, One Hundred First Congress, First Session United States. Congress. House. Committee on Armed Services. Military Personnel and Compensation Subcommittee, 1990 |
| surface warfare officer career: Challenging Time in DOPMA Peter Schirmer, 2006 Many of the laws and policies that govern officer career management (often collectively referred to as DOPMA, after the Defense Officer Personnel Management Act of 1980) have been in place for decades. DOPMA has served the needs of the services reasonably well, but the current system may not meet the requirements of the future operating environment. One criticism of DOPMA is that it does not allow for much variety in officers' career paths because it is time-driven. Alternatively, officers' competencies are now emerging as the basis for career management. In this monograph, the authors demonstrate how a competency-based officer personnel management system could provide more flexibility in preparing military officers for the wide range of roles and missions of the U.S. military in the 21st century. This analysis focuses on practices governing promotions for military officers and closely related assignment and retirement policies.--Rand web site |
| surface warfare officer career: Perspective , 1990 |
| surface warfare officer career: Profile , 2000 |
| surface warfare officer career: Profile. United States Department of Defense , 2000 |
| surface warfare officer career: Department of Defense authorization for appropriations for fiscal years 1990 and 1991 United States. Congress. Senate. Committee on Armed Services, 1989 |
| surface warfare officer career: Comparison of Career Perceptions of Female and Male Surface Warfare Officers Roberta Spillane, SAN DIEGO STATE UNIV CA SCHOOL OF EDUCATION., 1987 Throughout the ages, humankind has marveled at the differences between men and women. From the days of Adam and Eve through the sexual revolution of the 1970's, researchers have examined the biological, sociological, and psychological differences between the genders with a variety of often debatable conclusions. It is not surprising, therefore, that this endeavor will focus on the possibility of yet another difference between the genders; that which may exist within the Navy's Surface Warfare Officer community. The professional career patterns for male and female Surface Warfare Officers were designed to be different yet equal in terms of career opportunities, promotion opportunities and opportunity for achievement of career goals within their respective career paths. |
| surface warfare officer career: Black and Other Minority Participation in the All-Volunteer Navy and Marine Corps Herbert R. Northrup, Steven M. DiAntonio, John A. Brinker, Dale F. Daniel, 2018-01-15 This book is a volume in the Penn Press Anniversary Collection. To mark its 125th anniversary in 2015, the University of Pennsylvania Press rereleased more than 1,100 titles from Penn Press's distinguished backlist from 1899-1999 that had fallen out of print. Spanning an entire century, the Anniversary Collection offers peer-reviewed scholarship in a wide range of subject areas. |
| surface warfare officer career: Fire Control Technician (FT). , 1992 |
| surface warfare officer career: Manual of Navy Officer Manpower and Personnel Classifications: The officer data card United States. Bureau of Naval Personnel, 1992 |
| surface warfare officer career: Useful Information for Newly Commissioned Officers , 1988 |
| surface warfare officer career: Military Careers , 2001 |
| surface warfare officer career: Department of Defense appropriations for 1987 United States. Congress. House. Committee on Appropriations. Subcommittee on Department of Defense, 1986 |
| surface warfare officer career: Developing Senior Navy Leaders Lawrence M. Hanser, 2008 As the array of expertise required to be a successful leader in the U.S. Navy has become more complex, Navy leaders have become increasingly concerned that senior officers need additional kinds of expertise, beyond those traditionally developed in naval officers, to be successful in commanding, leading, and managing the Navy enterprise. This study explores whether there is a gap in officer development that manifests itself in the flag officer ranks. Through surveys and interviews, and working with the Navy's Office of the Executive Learning Officer (ELO), the authors examined the kinds of expertise required for successful performance in Navy flag billets. They then created a model to determine the kinds of experience that the pool of Rear Admiral officers must have to fill these requirements, and compared it to actual experience possessed by several years of Rear Admiral selectees. The authors did not find major gaps between the kinds of experience required for flag billets and those possessed by candidate officers, but they did identify several combinations of expertise that the Navy should work to develop in officers to better meet current requirements. Hanser et al. also examined the Navy's structure, force development, doctrine, and technology acquisitions to identify the types of expertise likely to become more important for Navy leadership in the future. The authors conclude with a variety of recommendations on how the Navy might better prepare officers for senior leadership roles. |
| surface warfare officer career: Military Career Guide , 2001 |
| surface warfare officer career: Surface Warfare Junior Officer Retention: Early Career Development Factors Thomas M. Cook, Robert F. Morrison, NAVY PERSONNEL RESEARCH AND DEVELOPMENT CENTER SAN DIEGO CA., 1982 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. |
| surface warfare officer career: An Analysis of Sabbatical Leaves for Navy Surface Warfare Officers Roland J. Yardley, 2004 Naval Surface Warfare Officers (SWOs) spend long periods at sea, where they cannot attend to their families or to personal business. This can reduce morale and negatively affect retention. The Navy has been exploring programs that would better accommodate the needs of SWOs through increased use of sabbatical leaves. These programs include allowing former SWOs to return to service, offering leaves of absence, or allowing extended leave between duty stations. This briefing assess the problem, examines the proposed solutions, and offers concluding observations. This research focused on the potential return on investment (ROI) for each program, rather than whether it would directly improve retention. Although all three programs can provide quantifiable benefits and improve morale, both returns to service and leaves of absence offer positive ROIs, although the latter would cost more. The benefits of the personal leave option, on the other hand, do not outweigh its costs. Note that, to capture the full benefits of these programs, retaining more SWOs longer requires a corresponding decrease in SWO accessions. |
| surface warfare officer career: U.S. Navy Medical Department Officer Career Guide , 1991 |
| surface warfare officer career: Congressional Record United States. Congress, 1999 |
| surface warfare officer career: Annual Department of Defense Bibliography of Logistics Studies and Related Documents United States. Defense Logistics Studies Information Exchange, 1981 |
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