A Functional Analysis of Consolidating the Navy and Marine Corps Recruiting Commands
A Functional Analysis of Consolidating the Navy and Marine Corps Recruiting Commands

Author: Anne G. Hammond

Publisher:

Published: 2000-06-01

Total Pages: 86

ISBN-13: 9781423535867

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In today's military, characterized by reduced budget authority and increasing worldwide commitments, synergy is required. Secretary of the Navy Danzig's plan for the future is to reduce costs and build a stronger and more effective Navy and Marine Corps team by increasing Navy/Marine Corps integration. The Navy and Marine Corps can no longer afford to maintain their insular and parochial attitudes and "go it alone." The resulting savings from more effectively and efficiently utilizing resources would help fund readiness and modernization objectives. This thesis proposes merging the Navy and Marine Corps recruiting commands to reduce redundancy, increase efficiency, and identify resource savings. As a result of data comparison, redundancies were identified in many of the special assistant and support areas, such as Public Affairs, Legal Affairs, Inspector General, Financial Management, Logistics, Manpower, Advertising/Marketing, and Information Systems. This snapshot" of the structures, functions, and resources associated with the two existing commands can serve as a source of information for future studies.

Analysis of the Screening and Selection Process for U.S. Marine Corps Recruiting Station Commanding Officers
Analysis of the Screening and Selection Process for U.S. Marine Corps Recruiting Station Commanding Officers

Author:

Publisher:

Published: 2005

Total Pages: 105

ISBN-13:

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Recruiting is the most challenging peacetime assignment for any United States Marine. It involves many internal and external factors that are generally beyond the control of recruiting personnel. In particular, Recruiting Station (RS) Commanding Officers are subject to intense pressure to make their assigned recruiting goals or be relieved from duty. It is thus critical for the Marine Corps Recruiting Command (MCRC) to select only the best-qualified officers to serve as recruiting commanders. This thesis has three main objectives: (1) analyze the current screening and selection process used by MCRC since fiscal 1996; (2) evaluate whether this process is more effective than the previous method; and (3) determine if the process can be improved. To accomplish these goals, the study reviews MCRC's responsibilities, policies, procedures, and rationale in determining the required characteristics of a successful RS Commanding Officer. The methodology relies on a literature review, personal interviews with individuals from all recruiting command levels, and descriptive data on RS Commanding Officers from fiscal 1990 through fiscal 2003. The results suggest that the current screening and selection process is effective and an improvement over the previous system. Recruiting commanders are more experienced, more diverse, and more suited to the task, based on several indicators. Recommendations are offered to change common perceptions of the current process as a "selection board."