Some friendly questions for clarity... not to be seen as provocative please.
Lets call it initial pre-course selection.
This is my point of this thread. IMHO it should be valuable. Otherwise you waste time, money and effort on people who have no chance of making it.
That then is a self inflicted wound. Why not put them through a normal recruits course and then some time with the trained soldiers (while waiting for OCS)... and maybe a quick trip to the rockpile? (You learn a lot about a person by observing him under fire)It certainly dismays those who are not determined (it takes about a year from the day you walk into a recruiters office to OCS),...
Not sure about that. Maybe not if all one has to go on are reports school teachers etc. I believe the idea of the Brit AOSB is to create situations where the leadership ability and or potential of candidates can be observed. (See Youtube videos posted above in post #4 to this thread)... but leadership cannot be screened for.
30 odd years ago this would not have caused me to raise an eyebrow.My OCS class started with 128, only 87 commissioned as 2lt's. Many of those would did not make it went to good schools, got good grades had fine jobs ect.
Our distinguished leader grad failed out of college the first time and finished at some tec school no one has never heard of. But I would follow him into anything. That just goes to prove being a leader is completely different than the resume padding kids do now a days.
I have a masters in Middle eastern studies and know arabic, does that make me a good officer? No. Does charisma matter? No.
IMHO It all comes down to two things. 1st. I am willing to suffer for those around me. 2nd can I make the hard decision at the right time.
Few have it. After 12 weeks you know who do.
Now to adress your other question, what happens to those who fail. In most cases you get recycled and can class up with another company. Some chapter out of the army, some go AIT. If you cannot get through OCS the second time you need to be let go. It is just not that hard of a course. I am sure it is crushing to fail.
But now consider this. That a third failed would indicate that the initial selection could be improved, yes? This third indicates a wate of time, money and effort IMHO.
Well as to the academic qualifcations. How much is enough? I would settle for a set minimum standard for acceptance. The same for the physical. He/she either can or they can't... a pass or fail situation. Has he/she met the academic requirements? And more than the requirement is a bonus. Is he/she pshysically able to carry out the duties of an officer? Any bigger, stronger, fitter is a bonus.
That said I question the 60:30:10 breakdown of the 'whole person' grading sustem. In my humble opinion the academic (60%) and the physical (10%) should be pass or fail. I would also question the vality of the 30% allocated to leadership potential as measured by high school sports participation and high school teacher recommendations.
So what I am suggesting is that phase on is to ascertain whether he/she meets the academic and physical standards required. If yes then a process run by the military (like the Brit AOSB) should select for leadership potential as a second stage. Proof positive of leadership qualities are essential if the candidate is to progress to the training IMHO.
Think I have covered that above.The Initial selection needs to be tighter. But by what metrics?
You get your reserve quartermasters out of direct entry OCS courses?Also think of the needs of the Army - does that reserve quartermaster need to be a stud?
I would have thought that the best candidates for this type of position would be seasoned and experienced NCOs with 15 plus years of experience, yes?
(T&A Commissions (technical and administrative) are/were a Brit method of promoting NCOs with the ability, service and experience from warrant officer to commissioned officer. Worked well.)
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