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."

An Analysis of Factors Predicting Graduation at United States Marine Corps Officer Candidates School
An Analysis of Factors Predicting Graduation at United States Marine Corps Officer Candidates School

Author: Donald B. McNeill, Jr.

Publisher:

Published: 2002-09-01

Total Pages: 91

ISBN-13: 9781423507284

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All officers commissioned in the Marine Corps except those from the Naval Academy are required to successfully complete an intense screening program at Officer Candidates School (OCS). The Marine Corps is attempting to improve its officer selection process and reduce attrition at OCS by determining which candidates it should recruit and send to OCS. In late 2000, the Marine Corps Combat Development Command (MCCDC) commissioned a 67-question survey that has been given to all candidates entering OCS since fall of 2000. The results of this survey were used to build models to estimate the probability of success of candidates based upon responses to the survey and other demographic data. One model created from this survey was used to build a computer desktop tool that officers may use to assist in selecting the candidates who have the highest probability of success at OCS and in preparing them for the rigors of OCS. This tool produced estimates of graduation probabilities for a test set of candidates that were very highly correlated with the actual graduation rates.

A Statistical Analysis of the U. S. Marine Corps Lieutenant Colonel Command Screening Process
A Statistical Analysis of the U. S. Marine Corps Lieutenant Colonel Command Screening Process

Author: Douglas C. Marr

Publisher:

Published: 1997-09-01

Total Pages: 70

ISBN-13: 9781423570080

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In 1992, the U.S. Marine Corps instituted a Command Screening Program (CSP) to annually select the most qualified Lieutenant Colonels (LtCols) to command. Prior to the CSP, the selection of Commanding Officers (COs) was left to the decision of the Commanding Generals. This thesis establishes the methodology, conducted with the current data available, to determine if the CSP is a better CO selection process and if there is an overall career advantage for LtCols who command. Fitness report information, without performance markings, was obtained for 3,417 officers. Each officer was placed into one of four mutually exclusive groups, first dependent on whether the officer was a CO as a LtCol or not and second whether retired or promoted prior to June 1, 1993 (the date the CSP took effect) or not. Measures of Effectiveness (MOEs) include the mean duration of a command tour, the proportions promoted, passed over, and voluntarily retired, and the proportion promoted "early, on time, or late." Hypothesis tests are conducted on the pairwise comparison of group proportions for each MOE. The results, based on the MOEs, are somewhat mixed but generally indicate that the CSP is selecting more effective COs and that there is a career advantage for LtCols who command. The results will be more convincing as the CO group that began command after June 1, 1993 gains more time in service and more time in rank. Currently only 8.9% of this group has voluntarily retired or been in the promotion zone for Col.

Military Recruiting: DoD & Services Need Better Data to Enhance Visibility over Recruiter Irregularities
Military Recruiting: DoD & Services Need Better Data to Enhance Visibility over Recruiter Irregularities

Author:

Publisher: DIANE Publishing

Published: 2006

Total Pages: 54

ISBN-13: 9781422309476

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The viability of the All Volunteer Force (AVF) depends, in large measure, on the Department of Defense's (DOD) ability to successfully recruit several hundred thousand qualified individuals each year to fill over 1,400 occupational specialties. Since the March 2003 involvement of U.S. military forces in Iraq, attracting sufficient numbers of high-quality recruits to military service has proven to be one of the greatest personnel challenges faced by DOD since the inception of the AVF. The active Army, the Army Reserve, and the Navy Reserve, for example, failed to meet their fiscal year 2005 recruiting goals. Recruitment of high-quality personnel is a tough proposition, made even more challenging in the current environment when the nation is engaged in combat operations. To exacerbate the recruitment challenges further, DOD estimates that over half of the youth in the U.S. population between the ages of 16 and 21 do not meet the minimum requirements to enter military service. Moreover, additional factors such as the shrinking numbers of new recruits in delayed entry programs and the Army Army's use of stop loss, which delays servicemembers from leaving active duty, indicate that the components may experience continued recruiting challenges as they attempt to meet their personnel requirements. To help overcome recruiting challenges, the military services during the past several years have assigned roughly 20,000 recruiters to manage their recruiting programs and achieve their accession goals.

An Analysis of Factors Predicting Graduation at United States Marine Corps Officer Candidates School
An Analysis of Factors Predicting Graduation at United States Marine Corps Officer Candidates School

Author:

Publisher:

Published: 2002

Total Pages: 91

ISBN-13:

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All officers commissioned in the Marine Corps except those from the Naval Academy are required to successfully complete an intense screening program at Officer Candidates School (OCS). The Marine Corps is attempting to improve its officer selection process and reduce attrition at OCS by determining which candidates it should recruit and send to OCS. In late 2000, the Marine Corps Combat Development Command (MCCDC) commissioned a 67-question survey that has been given to all candidates entering OCS since fall of 2000. The results of this survey were used to build models to estimate the probability of success of candidates based upon responses to the survey and other demographic data. One model created from this survey was used to build a computer desktop tool that officers may use to assist in selecting the candidates who have the highest probability of success at OCS and in preparing them for the rigors of OCS. This tool produced estimates of graduation probabilities for a test set of candidates that were very highly correlated with the actual graduation rates.

Analysis of Minority Officer Recruiting in the U.S. Marine Corps
Analysis of Minority Officer Recruiting in the U.S. Marine Corps

Author: Michael R. Sandstrom

Publisher:

Published: 2011

Total Pages: 123

ISBN-13:

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Marine Corps Recruiting Command administers minority officer recruiting, the brunt of which is the responsibility of Officer Selection Officers. Currently, minority officer accessions fail to reflect the demographic composition of the nation's college market. To increase minority rates, MCRC must align minority officer applicant submission goals with the population of eligible, test-score-qualified, male, baccalaureate degree-seeking students. The purpose of this thesis is to analyze whether current minority applicant submission goals are reasonably allocated. The first phase develops a propensity-weighted Qualified Candidate Population (PW-QCP) model to provide college market estimates. Phase 2 compares these PW-QCP estimates with five-year minority officer applicant trends and minority submission goals. The third phase builds a probit model to predict the probability of accession based on applicant characteristics. The results show that submission goals should be modified to reflect the changing demographics of the nation and that the probability of minority accession is dependent on qualification characteristics that exceed those of the average applicant. The findings suggest that increasing minority representation depends on: (1) submission goals that align approximately with PW-QCP estimates; (2) submission goals that are met by Marine Corps Districts; and (3) minority applicants who can meet or exceed average eligibility requirements.