Why is the Army changing the way it selects battalion commanders? There is also a “blind” interview with a panel of senior Army officers.
Assessments are a set of instruments that provide a standardized common lens, are valid, and reliable for the purpose of providing accurate and granular talent data on an individual. The assessment is designed to gather information about the candidates’ fitness for command and potential, physical fitness, writing skills, and cognitive and non-cognitive abilities.
Army aim score series#
The BCAP will consider the results of the CSL board, as well as cognitive, non-cognitive, physical, written, oral assessments and a series of interviews.īeginning with the FY21 LTC ACC CSL board, officers selected to be considered for battalion command and critical billets will travel to Fort Knox, KY between 15 January 2020 and 9 February 2020 to attend one (1) of eighteen (18) 4-day assessments. The purpose of the BCAP is to expand the Army’s understanding of each officer’s talents and assess their potential fitness for command. What is the Battalion Commander Assessment Program? With ATAP, any officer can apply for any assignment based on their unique qualifications, and organizations can now draw from a much larger talent pool. Conversely, those with unique KSBs were often precluded from assignments where they could best use their talents simply because they did not have the right connections. However, a senior leader was generally only able to draw from a talent pool of people they knew personally. Traditionally, senior leaders had the ability to submit By-Name-Requests (BNRs) to preference personnel they thought were most qualified for the job. Rather than creating more work, ATAP empowers both people and organizations with the tools to make decisions.ĭoes ATAP foster favoritism and nepotism? Isn’t this just a glorified By-Name-Request system?ĭue to the increased amount of transparency, ATAP should guard against favoritism and nepotism. Organizations now have the ability to preference the right person with the right talent for the job at hand. Why should we go through all this trouble?ĪTAP gives individuals greater say in their career, allowing them to preference an assignment which better matches their unique KSB-Ps. The old system alleviated a lot of work on both the individual and the organization. Units are responsible for viewing “résumés”, interviewing candidates, and preference the right person for the job. Units must ensure their job listings are up-to-date and accurate as well, including key information such as expected command queue time, etc. What responsibility does the unit have during this process? Officers are also responsible for searching for available jobs, reading the information in the job listing, and preference desired positions. Individual officers are responsible for ensuring their “résumés” are up-to-date and accurate in AIM 2.0. What responsibility does the individual officer have during this process? After officers preference jobs, organizations can then view “résumés”, interview applicants, and preference the right candidate for the job. Organizations begin the process by detailing the duty description for each job vacancy and listing the desired KSBs. Through AIM 2.0, officers can see and apply for any available vacancy in the Army. Subsequent versions of this program will likely include even more. The current version of AIM 2.0 includes a list of more than 5,000 separate KSBs from which an officer can choose. These officers will begin movement starting in October 2019.ĪTAP begins with the individual officer building a “résumé” in AIM 2.0 which highlights their unique KSB-Ps. The market for the 20-01 movement cycle, the first in which officers and units were able to select and preference one another based on KSB-Ps, recently closed.
Army aim score software#
More recently, the Army used the AIM 2.0 software program to distribute orders to over 12,000 officers during the 19-02 (Summer) distribution cycle. Between 20, the Army used a similar program known as Green Pages, which resulted in nearly 750 Engineer officers receiving PCS orders. Is the Army Talent Alignment Process a new program for the Army?Īlthough ATAP will be a new experience for the majority of Army officers and organizations, the Army has already seen two successful pilot programs involving ATAP.
0 kommentar(er)
