Immaterial Officer

Diversity is vital in today's workplace. Having a diverse workforce opens up a wealth of possibilities and helps to encourage creativity and innovation.

One critical advantage that I can easily associate this position with is the ability to equip officers with a wide range of skills, all of which are necessary to the success of an officer. Secondly, the position of a branch officer provides the officers with valuable opportunities to interact with officers with different specializations, which is critical to the development of essential leadership skills and the accumulation of vital information or knowledge to facilitate leadership later in one’s career. In addition, this position provides officers with an exceptional opportunity to develop essential skills in communication and teamwork (U.S. Army War College, 2012). One of the disadvantages associated with this position is the possibility of stagnation in one’s career, especially where such an officer does not develop a positive attitude toward the position, thus failing to recognize valuable opportunities for career development. Secondly, officer holding this position are likely to consider it to be a waste of their time, especially when the officers have careers that involve high level of specialization in technical fields and the officers are unable to identify key development areas to pursue. Thirdly, such positions could lead in high levels of inefficiency especially in situations where the officers are not motivated to work in those positions. Despite these disadvantages, I still look forward to holding the position of a branch immaterial position because I consider the advantages to be significantly outweighing the

I used to view chief petty officer as nothing more than a rank that I would achieve as I worked my way up the ladder to higher positions within staff. I’ll admit to being a bit puzzled as to why the c/PCPO’s went through such a seemingly strenuous transition when their reward was simply making chief. Lately I’ve come to realize that yes, all you get out of the c/PCPO transition is the rank of chief, but that chief includes much more than the title of being a chief. Being a chief means you are willing to take charge of a higher level of responsibility, and coinciding with that, being able to lead a larger unit of people. Being chief means that you understand how to properly lead those who rely on you. Chiefs’ work together to make up the higher ranks of staff that plan how the unit is to run, but they also lead the individual cadets. A chief, by definition of being a higher rank, is expected to set an example for other cadets to learn by. Chiefs also select chiefs to lead the unit when they have left, accepting both the responsibility of the unit at present, and who will manage it in the future.

Diversity in law enforcement has grown to become a hot topic within the law enforcement community. The demographic of society has changed dramatically over the last 20 years and with that law enforcement has been changing, but have they been changing enough? Different law enforcement agencies have their own ways of implementing diversity in their practices and procedures, some of them are better than others, but with issues that happen today it is important that they do something.

those leadership traits we learned as NCO’s. I have seen, and heard, too many times about fellow 150A’s that take a very hands off approach to leadership when they go to the company level as platoon leaders. I feel this happens because those individuals now think they don’t have to work as hard anymore simply because they are now a warrant officer, when it is the exact opposite. As a warrant officer you are now looked upon as the subject matter expert not only by your Soldiers, but your NCO’s and commander. As an NCO Soldiers look to you as someone whom sets the example on what to do, this is exponentially truer as a warrant officer. Furthermore,

From Hollywood to the the social sector, diversity, rather the lack thereof, has been a topic of conversation. Although many organizations have begun to advocate for diversity, more work must be done. Across the social sector,women and people of color remain severely underrepresented in leadership positions. Organizations must become intentional about creating a diverse workforce and implementing inclusive policies that foster positive work environments. When employees feel represented and included they are happier and more likely to contribute to fulfilling the organization's mission.

The United States Marine Corps is looking for a “Few Good Men” for their Officer Corps. There are a few different ways to achieve the rank of Second Lieutenant. Some officers go straight from college to a recruiter, and others join as an enlisted Marine and apply for an officer rank later in their career. I am applying for a commission from the enlisted ranks. I have found that enlisted to officer programs have many requirements and can be somewhat confusing, but the goal of making a move from enlisted to officer can be accomplished as long as I are willing to put forth the effort to achieve that goal.

I have been surveying my options regarding my present and future career plan. As I consider various paths, one option remains outstanding and seems to fit my personality and my skill set to a tee. This option is that of the possible advancement within my region, as I hope to become promoted to a noncommissioned officer. The following essay will summarize the reasons as to what I believe makes a good noncommissioned officer, why I fit these criterion and for which reasons I wish to become an NCO.

The U.S. Army recently reintroduced the Select, Train, Educate, Promote (STEP) system for all enlisted promotions throughout the Non-commissioned Officer Corps. The STEP program will require Non-commissioned Officers (NCOs) to be trained and educated prior to being officially promoted to the next grade. Over the past years, soldiers were allowed to pin on their new rank, and forego the required military education level consistent with that rank and complete it some other time. Over the last 15 years of combat, units and soldiers were stretched thin, and this policy simply was not feasible for the continuous deployments for NCOs. The second and third order effects weakened the NCO Corps to the point that a change had to

The target of this paper is to explore the strategic diversity plan of the U.S. Department of Veterans Affairs ' (VA) with an end goal of supporting its efficacy. Accordingly, this paper organizes this exploration into three correlating sections, the first of which presents an overview of the Office of Diversity and Inclusion (ODI) within the VA. In addition, this area summarizes the VA diversity plan, created by the ODI. Next, the second exploration section outlines specific focus areas as defined in the Standard University Publication Best Practices for Managing Organizational Diversity (2007). The third and final segment offers a concluding synopsis of this analysis and proposes remedies for the gaps. In conjunction, this paper includes appendices which serve as informative supplements with relevant exhibits of the documents used in this research. First, appendix “A” contains the Diversity and Inclusion Strategic Plan FY 2012 – 2016, Diversity and Inclusion Strategic Quarterly Progress and Accomplishment Report Template – FY 2012, Diversity and Inclusion Annual Report – FY 2014, and the VA Strategic Plan FY 2014 – 2020. Second, appendix “B” includes the mission, vision, values and goals of the ODI, as well as an illustration of their organizational chart. Third, appendix “C” provides the Pew Research Center graphical data on the United States population. Fourth, appendix “D” consists of the veteran population graphical data from the National Center for Veterans

In order to create more diversity on the force with the applicant pool, there are a few different approaches or techniques that I would follow through with. The first would be to bring officers of color and female officers to job fairs and recruitment events. With the view of most Police Officers being negative in today's world, I think that bringing diverse officers to these events shows that this job is one that is made available to all who strive for it. Regardless of skin color or gender. When students or young people have the opportunity to see that they can in fact relate to people working in this field and that they are welcome there, it creates bridges and opportunities to create a better world of policing. This also opens up the opportunity for students or people who are considering this line of work, the chance to ask important questions. They can ask the officer of color or

The current response is to lower the goal by several thousand. This will cause a ripple affect down the line in being able to fully man all the positions of the Army. However, the real danger is having the Army lower standards to reach their goals. The trickle effect then would be for the Warrant Officer branch to then later have to lower their standards to be able to asses enough new candidates to fill the warrant officer ranks down the line. 5.

The United States Army is a gigantic institute with an international presence. One of its fundamental sources of power is the diversity of its personnel, which includes 1.6 million workforce across the active, reserve, civilian, and contractor parts. While the Army was at the vanguard of ethnic incorporation in the 1950s and at present is one of the most assorted institutes in the U.S., further advancement must be made on the diversity front. The term "diversity" can be classified along countless aspects; this paper concentrates on racial diversity since the exceptional and traditionally important role that race has in matters of diversity in the Army. Internal communications concerning delegate leadership throughout the force, the Army sketches power from its cultural and racial diversity.

The Creed of the Noncommissioned Officer is, to some, just words that must be uttered during ceremonies and those times when new sergeants earn their stripes. To others, there is no higher thought. These Soldiers live their time while in uniform trying their best to uphold everything written in those three paragraphs. Some choose what those words mean; others make little effort in deciding but let others decide for them. When I entered the service of my country 6 years ago, I had no clue that such a creed existed. My family included wartime veterans; my grandfathers served in korea. And my great Grandfather in world 1. They All served honorably and passed down many stories of both tragic and valorous deeds. They all know and have told me

The disproportion between the police and the general population highlights a problem with the hiring techniques and practices of law enforcement agencies. Under the direction of President Barack Obama, the Department of Justice in 2016 issued a report outlining how police can modify their human resource management techniques to recruit and retain officers of diverse backgrounds. The report reviews several tactics by which police forces can try to diversify. The Department of Justice identifies progress made in recent years within certain agencies while also highlighting areas that may be attributing to the lack of diversity and workable solutions to these roadblocks. The areas focused on by the DOJ are within police departments process of recruitment and selection and how modifications may lead to more diversity and inclusion of what are currently underrepresented groups.