Officers who want to pursue an advanced degree—as I did—or some other oppor- tunity to expand their career horizons will effectively be able to hit the “pause” button on the timeline without penalty to their careers. Tey can then engage in self-betterment through education, career-broadening assignments or other opportunities at their current grade. Te new policy enables officers to opt out of promotion board consideration for a year—twice—at each grade. Being able to opt out of promotion boards, as a first step to being able to opt back into promotion boards when the time is right, gives the officer more choices in building a career.


BREVET PROMOTIONS As many as 770 brevet promotions— temporary promotions in rank with a defined goal—will take place in the Army before the end of the fiscal year in Septem- ber. When the Army lacks critical skills in one area, ATAP can help it find them in other areas. A Soldier who has critical skills can be brevet-promoted to a more senior billet in the event there’s a post on the critical positions list for which they have the needed knowledge, skills and behaviors. Te Soldier can, upon start- ing the job, wear the rank and earn the compensation of the higher grade.


Tis program is a direct and speedy way for the Army to address shortages of right person, right job, right time. It enables us to be more creative in employing the unique capabilities of junior officers and rewarding those skills. All of those promo- tions must be approved by Congress, and last only as long as the position.


DIRECT-COMMISSIONING AUTHORITY When people talk about modernizing the Army, they tend to think of materiel. But we need innovative people as much as we need innovative equipment. Te NDAA


KEY


AIM: Assignment Interactive Module ATAP: Army Talent Alignment Process IPPS-A: Integrated Personnel and Pay System – Army KSBs: Knowledge, skills and behaviors


THE TOOLS OF THE TRADE


With ATAP, supported by Assignment Interactive Module 2.0, the Army has a decentralized, market-style hiring system that follows a standard set of procedures whereby officers can match their knowledge, skills and behaviors with jobs around the Army. Likewise, ATAP gives formations the ability to identify and evaluate Soldiers who appear to be a good fit for the unit’s needs. Underpinning this capability is IPPS-A. (Image by USAASC)


for fiscal year 2019 gave DOD authority to direct-commission officers. In September, Secretary of the Army Ryan D. McCar- thy signed Army Directive 2019-27, which helps to align Army policy with the new NDAA authorities.


Te Army has been direct-commissioning officers into special branches of the service, such as the Chaplain Corps, the Judge Advocate General’s Corps and


Army Medicine, for decades. Specialized capabilities like medicine or law require specialized training. Other specialized expertise in fields such as cybersecurity, artificial intelligence, machine learning and electrical engineering may not exist at the appropriate level within the Army to meet our needs. Direct commissioning gives us the potential to acquire talent the Army knows it needs but has not, until now, had the means for acquiring.


https://asc.ar my.mil 7


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