Designing a system for career development and advancement in the U.S. Navy

• Published in: Human resource management review 2006-09, Vol.16 (3), p.340-355
• Main Authors: Hedge, Jerry W., Borman, Walter C., Bourne, Mark J.
• Format: Article
• Language: English
• Subjects: Advancement; Armed forces; Career advancement; Career development; Career development planning; Careers; Performance appraisal; Performance measurement; Policy capturing; Sailors; Studies
• ISSN: 1053-4822; 1873-7889
• DOI: 10.1016/j.hrmr.2006.06.002

The Navy is undergoing fundamental changes that will likely alter the nature of work and worker requirements. At the heart of their human resource management strategy are five distinct competency areas: professional development, personal development, leadership, certifications and qualifications, and job performance. These five areas, called “vectors” by the Navy, form the foundation around which the Navy identifies the knowledge, skills, and abilities which Sailors need to succeed. As part of this HR transformation, the current research describes the design of a career development and advancement system. The primary component of the system is a weighting algorithm that links performance across all five areas to advancement to the next paygrade. The system is designed to compute an advancement score based on achievement of defined milestones across all five competency areas of concentration. It does so by defining the career paths associated with a member's development across these five areas; and identifying the advancement potential for recruit, apprentice, journeyman, and master-level personnel across every occupation in the U.S. Navy. In addition, this scoring system will be transparent such that personnel can view their own record at any time and assess what they might do in their career to improve their relative standing for future advancement. These results will also be used by future promotion boards to guide their selections.