Becoming Brass: Issues in the Testing, Recruiting, and Selection of American Military Officers

Eitelberg, Mark J.; Laurence, Janice H.; Brown, Dianne C.

doi:10.1007/978-94-011-2970-1_2

Test Policy in Defense 1992

DOI: 10.1007/978-94-011-2970-1_2

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Becoming Brass: Issues in the Testing, Recruiting, and Selection of American Military Officers

Mark J. Eitelberg¹,

Janice H. Laurence²,

Dianne C. Brown³

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Cited by 4 publications

(2 citation statements)

References 11 publications

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“…Among veteran reservist officers, many have entered the military via the highly competitive service academies (at West Point, Annapolis, and Colorado Springs) or received ROTC scholarships. The service academies and ROTC programs pay college costs (including a stipend) and acceptance into these programs require high test scores, good grades, recommendations from teachers and others, and evidence of leadership potential (Eitelberg et al 1992). …”

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confidence: 99%

Evaluating the Labor Market Performance of Veterans Using a Matched Comparison Group Design

Hirsch¹,

Mehay²

2003

J. Human Resources

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This Discussion Paper is issued within the framework of IZA's research area Evaluation of Labor Market Policies and Projects. Any opinions expressed here are those of the author(s) and not those of the institute. Research disseminated by IZA may include views on policy, but the institute itself takes no institutional policy positions.The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent, nonprofit limited liability company (Gesellschaft mit beschränkter Haftung) supported by the Deutsche Post AG. The center is associated with the University of Bonn and offers a stimulating research environment through its research networks, research support, and visitors and doctoral programs. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. The current research program deals with (1) mobility and flexibility of labor, (2) internationalization of labor markets, (3) welfare state and labor market, (4) labor markets in transition countries, (5) the future of labor, (6) evaluation of labor market policies and projects and (7)

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confidence: 99%

Evaluating the Labor Market Performance of Veterans Using a Matched Comparison Group Design

Hirsch¹,

Mehay²

2003

J. Human Resources

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“…Promotion rates to flag rank vary greatly among commissioning sources. The senior ranks of the Navy tend to be filled disproportionately by USNA alumni (Bowman, 1991;Eitelberg, Laurence, & Brown, 1992;Janowitz, 1971;Moore & Trout, 1978;Woelper, 1998).…”

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confidence: 98%

Raising the Flag: Promotion to Admiral in the United States Navy

Schwind

Laurence

2006

Military Psychology

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A qualitative analysis of the salient considerations for selection to Rear Admiral (Lower Half) in the United States Navy was conducted. Semistructured interviews were conducted with 18 active-duty and retired flag officers. Overall, reputation and fitness report rankings were reported to be important factors in the promotion of flag officers. Contrary to expectations, commissioning source and letters of recommendation were reported to be not heavily weighted.Throughout seafaring history, commanding officers of a squadron or fleet (consisting of any two or more vessels) have traditionally been known as flag officers. This moniker stems from flying an identifying command pennant or flag atop a flagship (Reynolds, 2002). In the U.S. Navy today, flag officers refer to its admirals or those in the top officer pay grades (i.e., O7 to O10). As of 2003, there were 224 flag officers on active duty, constituting only 0.4% of all active-duty officers. Approximately 50% of flag officers are O7s (rear admiral, lower half), about 35% are O8s (rear admiral, upper half), and approximately 15% make up the top two pay grades, O9 (vice admiral) and O10 (admiral).The Navy officer corps consists of two divisions: restricted (RL) and unrestricted line (URL) officers. The RL includes medical corps, dental corps, and other officers who are ineligible for command at sea. The majority of flag officers are URL. These command-eligible surface warfare officers (SWO), pilots, naval flight officers (NFO), and submariners are the focus of this study.

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Becoming Brass: Task-Related and Contextual Components of Military Officer Jobs

Geraghty¹,

Collins

2003

Military Psychology

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Becoming Brass: Issues in the Testing, Recruiting, and Selection of American Military Officers

Cited by 4 publications

References 11 publications

Evaluating the Labor Market Performance of Veterans Using a Matched Comparison Group Design

Evaluating the Labor Market Performance of Veterans Using a Matched Comparison Group Design

Raising the Flag: Promotion to Admiral in the United States Navy

Becoming Brass: Task-Related and Contextual Components of Military Officer Jobs

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