What is it? Talent is the unique intersection of knowledge, skills, behaviors, and preferences (KSB-Ps) in every officer.
Who has it? The foundation of a talent management system is gaining a granular level of knowledge of the KSB-Ps of every officer in the Army.
How is it used? Moving from the current system to the future system requires a talent matching process of officers to assignments, assessments of officer talents, flexible career paths, and a variation in the way we promote and select officers.
The Army is developing a new Talent Management system to acquire, develop, employ, and retain the right talent for the future.
The guidance is clear; the Army is not making the current Officer Personnel Management System (OPMS) better, the Army is creating a better system.
By better understanding the talent of our workforce and the talent needed for unit requirements, the Army can deliver the right officer, to the right assignment, at the right time, over time.
This is the most comprehensive reform of the Army's three officer personnel systems across the Total Force since the Officer Personnel Act of 1947.
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Frequently Asked Questions
Why is the Army doing this?
For years the Army has relied on a time-based promotion system to provide the Army the ready force it needs for service to the nation. However, there are instances where the time-based promotion boards can discourage participation in opportunities for greater development of an officer's talents. Officers who opt out of a promotion board will elongate the amount of time spent in their current grade to allow more time for developmental experiences, either at the current grade or the future grade.
Is this to allow an officer to improve their competitiveness at the promotion board?
No. It is to enable time for greater development in the current grade or future grade. As an example of criteria that may be used, a KD-complete captain in Advanced Civil Schooling (ACS) whose major promotion board approaches, may now opt out of that board to complete the schooling and requisite utilization tour, allowing him or her to promote to major later, attend ILE later, and spend the same amount of time as a major as a due course officer who did not opt out or attend ACS. Similarly, the major who attended ILE later than usual but is very interested in SAMS who approaches the lieutenant colonel board without adequate time rated as a major on OERs may elect to pursue SAMS now and plan to postpone the lieutenant colonel promotion board until after developing longer as a major.
What is the process for opting out?
Officers submit requests via AIM2 as a career opportunity Personnel Action Request. Only officers eligible for the promotion board will see this option in AIM2. Officers must provide a DA4187 (Request for Personnel Action) and memorandum explaining their request. The first O6 in their chain of command must sign the DA4187. HRC will post an example of the 4187 and memorandum for reference.
To which boards does this apply?
The Army will begin offering this option for the FY20 LTC ACC Promotion Board, scheduled to convene in February 2020. We will also offer it for the FY20 MAJ ACC Board next summer, and consider offering the option to all future promotion boards, both Active and Reserve Component, including Special Branch boards.
How many times may an officer opt out of a promotion board?
An officer may opt out of a promotion board twice at each grade.
Will promotion board members know that an officer previously opted out of a promotion board?
Yes. An approved request to opt out will be present in the officer's files, and will be seen by selection boards; it will be present in the remarks section of the ORB, visible to promotion and selection boards. Opting out is a significant step toward flexible career paths, and one the Army will consider carefully before approving. Justification for approval must support the officer's career advancement and development, and the needs of the Army.
Will an officer's Cohort Year Group be changed if he or she opts out of a promotion board?
Yes, an officer's year group will be adjusted to match the population of their new zone of consideration.
Will an officer's current date of rank be changed if he or she opts out of a promotion board?
No. An officer's date of rank will remain the same.
If an officer opts out of his or her Primary Zone (PZ) board, will he or she be considered for Above Zone (AZ) promotion the following year?
No. The officer will compete for PZ promotion the following year.
May an officer opt out of an AZ board?
No. The law stipulates that an officer may not opt out if he or she "previously failed of selection for promotion to the grade for which [they request] the exclusion from consideration." If an officer has been previously considered and not selected, he or she will not be eligible to request to opt out of subsequent considerations.
Will opting out of a promotion board be evident on an officer's ORB?
Yes. Remarks will remain in Section X of an officer's ORB, but will be removed when he or she is selected for promotion to the next rank.
How will opting out of a promotion board affect an officer's career progression?
Opting out of a promotion board is intended to allow an officer more time to develop at his or her present grade. Once promoted, the officer's progression will resume normally for his or her time in grade.
Is an officer who received an Article 15 / General Officer Memorandum of Reprimand / Referred AER in this current grade eligible to request to opt out?
No. Receipt of derogatory information in the current grade disqualifies an officer from requesting to opt out.
What is the Battalion Commander Assessment Program?
The purpose of the BCAP is to expand the Army's understanding of each officer's talents and assess their potential fitness for command. 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.
Talent Management Information
Senior Officer Talent Management
Towards a U.S. Army Officer Corps Strategy: A Proposed Human Capital Model Focused Upon Talent
Towards a U.S. Army Officer Corps Strategy: Talent: Implications for a U.S. Army Officer Corps Strategy
Towards a U.S. Army Officer Corps Strategy: Retaining Talent
Towards a U.S. Army Officer Corps Strategy: Accessing Talent: The Foundation of a U.S. Army Officer Corps Strategy
Towards a U.S. Army Officer Corps Strategy for Success: Developing Talent
Towards a U.S. Army Officer Corps Strategy for Success: Employing Talent
Creating an Effective Regional Allignment Strategy for the U.S. Army
Paid to Perform: Aligning Total Military Compensation with Talent Management
Starting Strong: Talent-Based Branching of Newly Commissioned U.S. Army Officers
Army Talent Based Branching
Army Talent Alignment Process
Officer management systems to a talent-based approach
Officer management systems to a talent-based approach (short)
Talent Management Resources
U.S. Army Futures Command
U.S. Army Training and Doctrine Command
U.S. Army Recruiting Command
Assistant Secretary of the Army - Manpower and Reserve Affairs
U.S. Army Human Resource Command
Office of Economics and Manpower Analysis
U.S. Army Science Board
U.S. Army Research Institute
U.S. Army Combined Arms Center
U.S. Army Manuever Center of Excellence
U.S. Army Maneuver Support Center of Excellence
U.S. Army Mission Command Center of Excellence
U.S. Army Sustainment Center of Excellence
U.S. Army NCO Leadership Center of Excellence
U.S. Army Intelligence Center of Excellence
U.S. Army Aviation Center of Excellence
U.S. Army Cyber Center of Excellence
U.S. Army Fires Center of Excellence
U.S. Army Health Readiness Center of Excellence