By Peter Tiemeyer, Susan D. Hosek, Rebecca M. Kilburn, Debra A. Strong, Selika Ducksworth
Because the army draft resulted in 1975, newly commissioned officials have integrated expanding numbers of minorities and ladies. those officials needs to be retained and promoted for the senior officer ranks to turn into as diversified because the junior officer ranks are this present day. This document examines even if minority and ladies officials receive those promotions and select to proceed of their careers on the similar cost as different officials.
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Additional resources for Minority and Gender Differences in Officer Career Progression (2001)
Promotion to O-6. 36 Minority and Gender Differences in Officer Career Progression We could not establish separate retention and promotion outcomes for O-1 to O-2 because these happen too quickly to observe through annual records. We include this period in the “promotion” category because the departures often result from failure to perform during training. The sample used for each of the nine outcomes included all individuals who reached the relevant career stage. An officer who left service at the O-3 retention point would be in the samples for the first four outcomes but not the last five.
White men and white women are more likely to leave than are black men and women during periods when their departure is likely to be voluntary. Black men and women are considerably more likely to leave at a promotion point. The differences are even clearer if we look at the relative likelihoods of leaving for the two reasons, voluntary departure versus promotion failure. We will illustrate the calculation of these relative odds using the example of black men versus white men. During retention windows before O-4, Table 6 shows that, out of an initial count of 100 in both groups, 28 black men will leave and 35 white men will leave.
Promotion board deliberations are based on the contents of the candidate’s file, which includes a cover sheet that details the officer’s assignment history, military and civilian educational certifications, distinctions and honors, performance evaluations, and any reports of judicial punishments or admonishments. , posture, grooming, and fitness). 11 Beyond these basic credentials, candidates must demonstrate to board members a sustained level of performance and a potential for future leadership.
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