I think these are basically good innovations. Theyre not going to be perfect or universally loved, but they attempt to make performance -- rather than age/experience or test-taking ability -- the coin of the realm in enlisted promotions. Thats a good thing. Also good is a floor imposed on test scores for some promotions. It creates a disincentive to min-running the test and therefore min-running the self-study behind it. The risk in all of this is that it makes accurate performance reporting absolutely critical, such that if duty performance ends up losing ground to volunteerism and boondoggling, well most certainly promote the wrong people in greater numbers. But if this is a bet by CMSAF that the performance appraisal re-engineering effort will pan out as intended, he just increased the stakes, giving all involved an even stronger incentive to get past their misgivings and implement change dutifully. This brings the USAF more closely aligned with industry practices that have worked well for companies with high-functioning employees. In that way, it reflects a shift in expectations, and maybe a faint glimmer of optimism that the service can reform in important ways without an existential crisis.
Posted on: Fri, 31 Oct 2014 21:34:18 +0000
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