A description of U.S. enlisted personnel promotion systems by Stephanie Williamson

By Stephanie Williamson

The entire U.S. armed prone have diverse tools and procedures for selling enlisted group of workers. them all, even though, target to make sure that promoting results correspond to great adjustments in group of workers caliber. This file presents a image of the way the military, military, Marines, and Air strength move approximately measuring accountability functionality, management power, adventure, wisdom, and abilities to figure out who between its enlisted strength benefits advertising, after they are eligible for promoting, and at what point promoting judgements are made. This record offers a huge review of the enlisted promoting structures as retention concerns back flow to the vanguard of security division issues.

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Enlisted Personnel Promotion Systems Stephanie Williamson Prepared for the Office of the Secretary of Defense National Defense Research Institute Approved for public release; distribution unlimited Page iii Preface This report describes the enlisted personnel promotion systems used by the Army, Navy, Marine Corps, and Air Force during the early to mid-1990s. The report should be of interest to anyone seeking a brief overview of the services' promotion criteria in the 1990s. Although the report is descriptive and not meant to assess or analyze the services' promotion systems, the report also serves as an important reference for recent RAND research on the quality of enlisted personnel.

Page 19 5. Air Force Enlisted Promotion The Air Force promotes airmen and noncommissioned officers (NCOs) who show potential for more responsibility through an objective and visible centralized1 promotion system. Furthermore, the Air Force promotes airmen to fill particular needs for specific grades in each Air Force Specialty Code (AFSC). The Department of Defense sets limits, related to fiscal yearend strength, on the number of airmen allowed in the top five grades (E-5 through E-9). In addition to being affected by funding and regulatory limits, promotion quotas are also affected by the number of projected vacancies in specific grades.

1). Up to six months TIS and two months TIG may be waived. For advancement to specialist, there is a 26-month TIS and a six-month TIG requirement with up to 12 months TIS and three months TIG that can be waived. 1 Minimum TIG and TIS Requirements for Promotion Within the ArmyPromotion toTIGTIG Waiverable MonthsTISTIS Waiverable MonthsPrivateE-26 months6 months4 monthsPrivate First ClassE-34 months2 months12 months6 monthsSpecialistE-46 months3 months26 months12 monthsSergeantE-58 months4 months3 years18 monthsStaff SergeantE-610 months5 months7 years36 monthsSergeant First ClassE-76 yearsMaster SergeantE-88 yearsSergeant MajorE-910 yearsSOURCE: Army Regulation 600-8-19, 1 November 1991 with Interim Change I01, 8 April 1994 with 18 months TIS and recommended by a promotion board, or Ranger School graduates with at least 12 months TIS, may be advanced to specialist without regard to TIG.

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