SECNAV Mabus: the end of poor talent management in DoD?

MAJ Private RallyPoint Member — Thu, 14 May 2015 01:37:07 -0400

Secretary of the Navy Ray Mabus, in an address at the Naval Academy on 13 May 2015, explained the Navy’s plans for revamping talent management. See: http://www.navy.mil/navydata/people/secnav/Mabus/Speech/USNA%20Talent%20Management%20Speech_FINAL.pdf. From page 11: "Promoting our troops is important, and so is making sure we promote the best officers with the right skillsets for the future. So, within the limits of the law, we will emphasize broader milestone achievement as the foundation for promotion eligibility. Doing so increases competition and opportunity, allowing the best to rise to the top, regardless of when they were commissioned. As a long-term solution, we are drafting a legislative proposal for FY’17 to eliminate officer management by year group. This allows those who are not ready for promotion to continue to serve in the same paygrade longer, or for those ready, to advance through the system faster. A “golden” path of inflexible career wickets, year groups, and promotion zones will no longer determine your success. Your performance will decide your timeline for promotion and leadership assignments."

Is this the beginning of the end of bad talent management in DoD?

Response by SGT Mark Estes made Nov 8 at 2018 2:25 AM

SGT Mark Estes — Thu, 08 Nov 2018 02:25:09 -0500

Sir, did he ever see this through? Performance should be the deciding factor for promotions and leadership assignments! Thanks for sharing

Response by SFC David Reid, M.S, PHR, SHRM-CP, DTM made Aug 5 at 2019 10:53 AM

SFC David Reid, M.S, PHR, SHRM-CP, DTM — Mon, 05 Aug 2019 10:53:07 -0400

We will see how well it works?