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Why Are We Losing Our Best JOs?

By Lieutenant John P. Patch, U.S. Navy
October 1995
Proceedings
Vol. 121/10/1,112
Article
View Issue
Comments

That the thinning of the junior officer ranks is necessary under the auspices of Navy “rightsizing” efforts is unquestioned. But what about the philosophy that underlies the recent methodology of junior officer Voluntary Separation Incentive/Selective Separation Benefit (VSI/SSB)? Why does it seem as if our best and brightest junior offi­cers are opting out of the Navy at a time when we need them most to form a highly trained and compe­tent, albeit smaller, cadre of future fleet warriors?

Since the implementation of the VSI/SSB program a few years ago, many of the most professional and competent peers with whom I have worked have applied and been ap­proved for separation under this program. Over time, I believe that most officers come to perceive and appreciate the value of those few select movers and shakers who seem to function as the key proac­tors in Navy organizations. It is these team players who make all of our jobs easier and more profes­sionally satisfying. They are intelli­gent, industrious, driven, and most important, competent—both by choice and inherent ability. It ap­pears that most prudent command­ing officers are also aware of these individuals and use them accord­ingly—not only to distribute the burden of carrying an organization but also to fill those critical posi­tions where life and limb are in the balance.

However, these few prime movers are often the target of ex­cessive primary and collateral duty assignments, which, though usually accomplished in a smart fashion, become a liability to the individ­ual’s own quality of life and job satisfaction. Most of us likely re­member such an instance. But ask yourself this question: “Where is that officer now?” Keeping in mind that these men and women are not where they are today for want of common sense, VSI/SSB appears to have provided an opportunity too good for many of them to pass up—and this bodes ill for the future of our naval forces.

Are we diluting the quality of the junior officer ranks by throwing out the baby instead of the bath water? The larger numbers of officers whose ca­pabilities are simply lesser than the group previously discussed—whether due to apathy, neglect, poor training, or ineptitude—appear to be remaining en masse in the military comfort zone of medioc­rity. These less-ambitious individu­als are more likely to fear the sev­ering of the perceived benefits of the Navy’s umbilical organization; consequently, the temporary finan­cial gain for them may be out­weighed by the security of the sta­tus quo. What could they possibly fear? The worst case scenario would be a few unsurprising fail­ures to promote and the guarantee of severance or separation pay.

I personally have no clue as to the parameters used to select those eligible for VSI/SSB, but I hope that the Navy is not shooting pol­icy from the hip for the sake of ex­pediency. As for thinning the ranks, the efficacy of the VSI/SSB program goes without saying—but the long-term effects are less clear and more significant.

Perhaps a more effective method might be a reversal of this policy, with a renewed at­tack in the direction of quality assurance of the officer corps in accession programs and in the conscientious administering of the fitness reporting system early in an officer’s service. If this was being accomplished today, it would obviate the tendency to shoulder the rare proactors with the duties transferred from those less-capable officers.

Lieutenant Patch is the senior instructor of the Villanova University NROTC Unit in Pennsylvania.

 

Digital Proceedings content made possible by a gift from CAPT Roger Ekman, USN (Ret.)

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