Battalion Commanders Assessment Program starts this week!

The Army’s NFL Combine: The Battalion Commander Assessment Program, click here to read more

The Army is undertaking the most comprehensive reform of its three officer personnel systems (Active, Guard, and Reserve) across the Total Force since the Officer Personnel Act of 1947. The 2019 National Defense Authorization Act granted several new authorities that provide the Army flexibility to determine the characteristics of a future talent-based system. The Army has determined how it will implement the new authorities and is on the verge of releasing several new policies and initiatives that set Army Talent Management in motion.

 

GRE at Captains Career Course

Talent Management 101

Career Coaching

Army Talent Alignment Process

Brevet Promotions

Merit Based Promotions

Battalion Commander Assessment Program

Opt-In to Promotions

Opt-Out of Promotions

Army Talent Alignment Process

The Army Talent Alignment Process (ATAP) is a decentralized, regulated, market-style hiring system that aligns officers with jobs based on preferences. By October 2019, the majority of active duty officers and units will participate in the ATAP for their summer 2020 assignments. Officers use AIM 2.0 to access the ATAP until it becomes available in the Integrated Personnel and Pay System – Army (IPPS-A).

  • Officer preferences are shaped by their unique Knowledge, Skills, and Behaviors (KSBs).
  • ATAP is transparent- all participating units and officers can see each other.
  • Unit commanders and human resource managers should describe the unique requirements of available jobs and interview potential candidates.

 

 

 

Army Talent Alignment Process By the Numbers

14,482 Officers Participated

873,933 Officer preferences

6,598 one-to-one matches, 45%

14,690 jobs, 137,903 unit preferences

 

Battalion Commander Assessment Program

The Army has implemented a new requirement for officers who compete for battalion command to participate in the Battalion Commander Assessment Program to assess each officer’s fitness for command and strategic leadership potential. The Battalion Commander Assessment Program is a four-day event that assesses officers who are selected by the centralized selection board. Participants will undergo a series of cognitive, non-cognitive, and physical assessments in addition to a panel interview with senior Army officers. Selection for battalion command level positions is one of the most important decisions the Army makes. The intent of these assessments is to expand the Army’s understanding of each officer’s talents, assess their strategic potential, and make data-informed decisions.

 

 

Talent Management 101

Leader Professional Development Video

 

Cultural Lines of Defense Against Change

Merit Based Promotions

Merit based promotions begin this year for majors, lieutenant colonels, and colonels starting with the FY20 Army Competitive Category O-4 promotion list. The Army will promote the top performers based on their promotion board order of merit list and the remaining officers will be promoted by seniority.

Merit Based Promotions (STAND TO!)

Army releases results of first officer merit promotion board

Brevet Promotions

The Army is piloting 225 brevet positions this year and up to 770 next year. The positions will be included in the market under the Army Talent Alignment Process in AIM 2.0. Officers will have visibility of brevet positions for which they are eligible in their assignment marketplace. A brevetted officer would receive financial compensation of the new rank while in a brevet status. The Brevet Promotion Program is intended to alleviate critical shortages of officers to better leverage the talents of junior officer, and to incentivize retention of those officer’s in whom the Army invested for education and experience.

 Brevet Promotion Smart Card 

Opt-In Promotions

In an effort to modernize our promotion process, the Army is validating an initiative to shift from a process that considers officers for early promotion based strictly on date of rank to one that bases consideration on achievements and milestones. Allowing officers to request consideration for promotion (or to Opt-In) increases agility in managing critical skills (requirements based) and provides ability to recognize exceptionally talented individuals who demonstrate the ability to perform at a higher grade potentially earlier in their career progression. This is one year prior to the officer’s below the zone consideration.

 

The Army will run a pilot that incorporates a version of Opt-In for the Information Dominance Competitive Category (only) during the FY20 LTC ACC Promotion Board. MAJs in the Information Dominance Competitive Category with a date of rank from 1 Apr 16 thru 11 Feb 17 can apply for promotion consideration in the FY20 LTC PSB as long as they have 3 years’ Time in Grade, have completed ILE, and have 2 years within the branch/Functional Area with a designation date of 1 Jan 18 or earlier.

MILPER 19-391

 

Opt-Out Promotions

Authority for Army Officers to Opt-out of Promotion Boards McCain National Defense Authorization Act, allows qualified officers to opt-out of their consideration for promotion to complete special assignments, advanced educational opportunities, or pursue required developmental milestones at their current grade level.

Authority for Army Officers to Opt-Out of Promotion Boards (STAND-TO!)

 

GRE at Captains Career Course

In the summer of 2019 the Army launched the first step in establishing a culture of assessments throughout an officer’s career. The Army will use the results of the GRE to inform selection decisions for who attends competitive advanced education programs. The GRE is the first of many assessments the Army will implement in order to gain accurate, detailed, and objective information about the knowledge, skills, and behaviors of its people. The data collected informs and shapes future decisions about officer development

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Army People Strategy 

The Army People Strategy describes how we will shift from simply “distributing personnel” to more deliberately managing the talents of our Soldiers and Civilians. This means creating a 21st century talent management system with policies, programs, and processes that recognize and capitalize upon the unique knowledge, skills, and behaviors possessed by every member of the Army team, allowing us to employ each to maximum effect. Recognizing that our Soldiers and Civilians should have the best quality of life possible, Army Senior Leaders are also prioritizing improvements in our housing, healthcare, childcare, spouse employment, and permanent change of station moves.