- Reaction score
- 9
- Points
- 530
Imagine what it's like for the MP career managers. :rofl:Dimsum said:Good point. Although the CM trade would probably be neck-in-neck with the MP trade as the most hated trade in the CAF
Imagine what it's like for the MP career managers. :rofl:Dimsum said:Good point. Although the CM trade would probably be neck-in-neck with the MP trade as the most hated trade in the CAF
garb811 said:Imagine what it's like for the MP career managers. :rofl:
garb811 said:Imagine what it's like for the MP career managers. :rofl:
dapaterson said:In France, Career Manager is its own occupation. They are trained to do the work, and less subject to regimental / branch mafias pulling favours.
Is that the sort of model we should be looking at adopting?
dapaterson said:Part of the problem with the current model is that the planning / decision cycle starts as the newly posted CMs just arrive; by the time DGMC can deliver the training they should have, they're most of the way through their first posting cycle.
Dimsum said:So then, the CM MOSID would eliminate that problem, right?
dapaterson said:Assuming the MOSID training is delivered on time and we aren't A/WSE everyone to make up for personnel production shortfalls.
Of course, if well designed, could a Career Administration Support Technician (CAST?) or HRA - CM (HRA sub-occ) occupation or sub-occ be largely employed remotely? Could we enable that sort of flexibility so, for example, a service couple could have geographic flexibility and not be glued to Carling campus for 25 years?
dapaterson said:Part of the problem with the current model is that the planning / decision cycle starts as the newly posted CMs just arrive; by the time DGMC can deliver the training they should have, they're most of the way through their first posting cycle.
Navy_Pete said:The article is about the US getting rid of the pictures after finding out it resulted in people being discriminated against in the results (even if only from unconscious biases, or judging based on looks instead of actual performance), which isn't something we do. Would be interesting to see what would happen if we replaced the names on the files with some kind of placeholder, but honestly not really sure it would matter with how we run promotion boards. If someone has an axe to grind, it's going to be obvious if the score is way out of range for the unaffiliated board members scoring of the file, and there aren't a lot of discretionary points after you compile the PERs anyway.
Underway said:The photo in the file of the US promotion system was in many cases the only criteria that the board had time to evaluate. I know at least two US cross pols, who on have told me that their promotion board to Lt Col consisted of the file being opened, the photo looked at and a few particulars of their career being picked out before their file was plopped onto the "to be promoted" pile. It took all of 45 seconds. Similarly to Maj as they have sat those boards.
Eye In The Sky said:I would say a huge "yes" to that, personally. Keep MOSID *advisors* in the picture, but the current way of doing business can certainly be improved upon.
Navy_Pete said:(also why someone would send their new CO an introduction letter in the form of a powerpoint presentation with animated bald eagles and whatnot).
MJP said:If it is the young Naval officer that sent it, I lost that PowerPoint in a USB washer dryer disaster. Such a great PowerPoint!!