Towards a U.S. Army officer corps strategy for success retaining talent Casey Wardynski, David S. Lyle, Michael J. Colarusso

By: Contributor(s): Language: English Series: Officer corps strategy monograph series ; v. 3Publication details: Carlisle, PA Strategic Studies Institute, U.S. Army War College 2010Description: vi, 64 p. illISBN:
  • 9781584874256
  • 1-58487-425-2
Other title:
  • Towards a US Army officer corps strategy for success
  • Towards a United States Army officer corps strategy for success
Subject(s): Online resources: Summary: Over the last 3 decades, dramatic labor market changes and well-intentioned but uninformed policies have created significant officer talent flight. Poor retention engenders substantial risk for the Army as it directly affects accessions, development, and employment of talent. The Army cannot make thoughtful policy decisions if its officer talent pipeline continues to leak at current rates. Since the Army cannot insulate itself from labor market forces as it tries to retain talent, the retention component of its officer strategy must rest upon sound market principles. It must be continuously resourced, executed, measured, and adjusted across time and budget cycles. Absent these steps, systemic policy, and decisionmaking failures will continue to confound Army efforts to create a talent-focused officer corps strategy.
Item type: monograph
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Holdings
Current library Call number Status Date due Barcode
SIPRI Library and Documentation 355 Wardynski Available G10/253

"January 2010."

"This monograph is the third in a series of six that analyze the development of an officer corps strategy"--P. ii.

Over the last 3 decades, dramatic labor market changes and well-intentioned but uninformed policies have created significant officer talent flight. Poor retention engenders substantial risk for the Army as it directly affects accessions, development, and employment of talent. The Army cannot make thoughtful policy decisions if its officer talent pipeline continues to leak at current rates. Since the Army cannot insulate itself from labor market forces as it tries to retain talent, the retention component of its officer strategy must rest upon sound market principles. It must be continuously resourced, executed, measured, and adjusted across time and budget cycles. Absent these steps, systemic policy, and decisionmaking failures will continue to confound Army efforts to create a talent-focused officer corps strategy.

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