How can the Army retain skilled professionals, but not promote them into leadership positions? SPC5?

2014-03-31T18:16:51-04:00

n this current rank structure, how do we promote a soldier we want to retain for their technical (MOS) skills but has no leadership potential? In the MI field we promote based on very low points but we don't promote to a skilled professional, we promote to Sergeant, the definition of a leader. How can we adequately test for leadership while still retaining skilled soldiers who do not show that aptitude? Are we doing a disservice to soldiers by promoting skilled technicians and asking them to be leaders? Discuss.

Response by SGM Matthew Quick made Mar 31 at 2014 7:56 PM

2014-03-31T19:56:22-04:00

They can submit a Warrant Officer packet.

Response by SGT Bryon Sergent made Apr 2 at 2014 12:36 PM

2014-04-02T12:36:10-04:00

If I am not mistake one of the reasons they did away with the Spec rank was because of all the pissing contest!I ca remember our drill sergeants talking about the spec 7 and the SFC. They are the same rank. One is over the other but the other leads a section and the other leads a Line unit. They might have the same time in service and in grade, but the hard stripe is the one in charge and the leader. Same thing with the T rank for several ranks in WWII. CPL T, SGT T, SSG T, I think that was the highest it went.

Personally I think they should bring back the SQT test. If you can't lead and you don't know your MOS then they need to be sent on there way. But just because yo0u can't lead and are smart as hell doesn't mean you should be a career E-4 or Stuck at SGT!

Or am I totally missing the point? Please share as to learn out of this discussion.

Response by SSG Trevor S. made Apr 16 at 2014 10:08 AM

2014-04-16T10:08:28-04:00

LT,

Some soldiers do not have leadership potential, but those are few and far between. You should develop them with leadership, professionalism, and technical ability in mind. If leadership is completely lacking for any level of leadership take into account the current force structure plans and identify the soldiers who should be thanked for their service and transitioned into civilian life.

If we had the luxury of keeping people that are good at their jobs but had no leadership potential it would be a great world. Unfortunately we have to adapt to the realities of the current Army.

Response by SSG Vernon Hartnett made Apr 16 at 2014 6:32 PM

2014-04-16T18:32:34-04:00

If first line supervisors are doing their jobs, then the people that have the potential to be retained, selected for further schooling, selected for technical training, selected for additional roles or actually put into a "probationary leadership role" to be further assessed, have already been identified. Its called a monthly performance counseling. Those that show leadership, get counseled on what they are doing right, and what they need to improve on. They get chosen to attend WLC, based off the assessment of their leadership, from their leadership. These counselings, if you are in a good unit, are reviewed by the 1SG and possibly the CSM. Those that are eligible to be retained, are also counseled on this and again, reviewed by the senior enlisted member of the unit(i.e. company, troop, battery etc). If you have good leadership at the company level, those people are earmarked in their SMIF folder, for progression. They are the ones that are chosen to do the extra details, by being in charge. They are assessed, maybe not verbally or written, but mentally by the leadership in charge.

A "skilled professional" is a Sergeant. At the very least Corporal. No one should get promoted just based on technical skill, if they have no leadership potential. The ones with no leadership potential get passed over, when it comes time for them to be looked at. Again, it comes back to that monthly counseling. If your first line supervisors are not doing their jobs, you can counsel those soldiers yourself. You have a say on who does or does not get promoted. Discuss your question with your Platoon Sergeant, or Section Sergeant, and see what they say. Who knows, this may open their eyes and they may see that because of your question, you may be a LT worth mentoring and guiding. Great question, sir. I am glad I had the opportunity to answer. Please respond, in case I wasn't clear or you need clarification on what I meant, as the internet is a poor means to convey emotion or stressors in the English language.

Response by MAJ Ken Landgren made Apr 19 at 2015 4:19 PM

2015-04-19T16:19:06-04:00

If you are a SGT or a 2LT you better be a leader until the system is changed. That being said the Army Officer Corps have given senior officers a technical or tactical careers.

Response by LTC Private RallyPoint Member made Apr 19 at 2015 4:21 PM

2015-04-19T16:21:58-04:00

You make a good point. It has been hard for the Army to retain different professionals. Consider Physician Assistants: They provide most of the primary care, vastly outnumber dental and Vets but do not have a General for the SP Branch. If Doctors, Nurses, Vets and Dental... all medical branches have a General why doesn't the SP branch? (PA, PT, dietary etc). Does any consider what effect this has upon Physician Assistants, Physical Therapists etc careers and the recognition and respect their branch is given? How can they plan long term for the future without that Strategic view and authority that Generals provide? If they dont need a General perhaps the smaller specialties like Vet and Dental dont either... more likily perhaps they all need a General to include the SP branch. Where is the logical applicability and long term vision and leader development? Issues like this deter professional from career development within certain branches.