Minority and Gender Differences in Officer Career Progression (2001),9780833028761

Minority and Gender Differences in Officer Career Progression (2001)

by ; ; ; ;
ISBN13: 9780833028761
ISBN10: 0833028766
Format: Paperback
Pub. Date: 2001-12-03
Publisher(s): RAND Corporation
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Summary

Since the military draft ended in 1975, newly commissioned officers have included increasing numbers of minorities and women. These officers must be retained and promoted for the senior officer ranks to become as diverse as the junior officer ranks are today. This report examines whether minority and women officers obtain these promotions and choose to continue in their careers at the same rate as other officers.

Table of Contents

Preface iii
Figures
ix
Tables
xi
Summary xiii
Acknowledgments xxi
Introduction
1(6)
Motivation and Context for the Officer Pipeline Study
2(2)
General Study Design
4(1)
Organization of the Report
5(2)
Description of an Officer's Career
7(18)
Commission Sources
7(4)
Service Academies
8(1)
ROTC Programs
8(1)
OCS/OTS Programs
9(1)
Enlisted Commissioning Programs
9(1)
Accession of Minorities and Women
10(1)
Initial Officer Listing
11(1)
Career Field Selection and Duty Assignment
12(5)
Career Field (Occupation) Assignment
12(1)
Duty Assignment
13(2)
Occupation and Assignment for Minorities and Women
15(2)
Performance Evaluations
17(2)
Inflation in Performance Evaluation
18(1)
Promotion
19(6)
The Promotion Selection Process
21(2)
Guidelines for Minorities and Women
23(2)
Differences in Retention and Promotion for Minority and Female Line Officers
25(24)
The Officer Cohort Data Files
25(3)
Defining Race and Ethnicity
27(1)
Diversity of Officer Accessions over Time
28(3)
Commissioning Source and Occupational Assignment
31(2)
Marital Status
33(2)
Differences in Retention and Promotion
35(14)
Determining Retention Outcomes
36(2)
Method for Estimating Differences
38(1)
Estimation Results
39(4)
Minority/Gender Differences Not Controlling for Entry Path
43(1)
Minority and Gender Differences by Service and Cohort
44(1)
Summary of Retention and Promotion Results
44(5)
Officers' Perceptions of Racial Differences in Career Progression
49(26)
Analytic Approach
50(4)
Competitiveness of Performance or Bias in the Career-Management System
54(3)
Precommissioning Preparation and Skills
57(2)
Social Separation
59(4)
Assignments
63(2)
Competing Opportunities
65(1)
Bias in Favor of Blacks
66(5)
Summary
71(4)
Officers' Perceptions of Gender Differences in Career Progression
75(28)
Why Do Women Choose to Leave?
76(2)
Inherent Skills and Abilities
78(4)
Assignment Patterns and Available Career Paths
82(3)
Sexual Harassment and Social Integration
85(7)
Harassment
86(4)
Men's Hesitancy in interactions with Women
90(2)
Competing Opportunities and Obligations
92(5)
Child-Care Arrangements
93(2)
Military Spouse Considerations
95(2)
Advantage in the System
97(1)
The Double Jeopardy of Being a Black Woman
98(1)
Summary
99(4)
Conclusion
103(74)
Summary of Findings
104(2)
Officers's Suggestions for Change
106(5)
Appendix
A. Performance Evaluation Procedures by Service
111(6)
B. Instructions to Promotion and Other Selection Boards Regarding Minorities and Women
117(4)
C. Detailed Description of Promotion and Retention Data Analysis
121(28)
D. Qualitative Research Methodology
149(8)
E. Promotion Board Member Focus Group Protocol
157(6)
F. Midcareer Officer One-on-One Interview Protocol
163(8)
G. Midcareer Officer Focus Group Protocol
171(6)
References 177

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