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By Stephanie Williamson

All the U.S. armed providers have diverse tools and tactics for selling enlisted team of workers. them all, besides the fact that, goal to make sure that merchandising results correspond to great alterations in body of workers caliber. This record offers a image of ways the military, military, Marines, and Air strength move approximately measuring accountability functionality, management power, event, wisdom, and abilities to figure out who between its enlisted strength advantages advertising, after they are eligible for promoting, and at what point merchandising judgements are made. This file presents a major evaluation of the enlisted merchandising platforms as retention matters back movement to the leading edge of safety division issues.

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The report should be of interest to anyone seeking a brief overview of the services' promotion criteria in the 1990s. Although the report is descriptive and not meant to assess or analyze the services' promotion systems, the report also serves as an important reference for recent RAND research on the quality of enlisted personnel. In that research, a new measure of personnel quality is being developed. The new measure, based on an application and extension of earlier work done at RAND (Ward and Tan, 1985), develops a quality index that depends on entry characteristics as well as an unobserved quality factor.

6. Furthermore, the lowest PFT score to receive a rating is different for each age and gender group. 0. 6. Average duty proficiency is determined by a commander, through interview, observation, proficiency marks received in lower grades, or any combination of the above. All duty proficiency marks assigned and all conduct marks assigned are averaged and multiplied by 100. The drill instructor (DI)/recruiter/Marine security guard (MSG) bonus of 100 points applies to lance corporals and corporals who have satisfactory performance in the following categories: DIs in the grade of corporal Corporals assigned as recruiters MSGs in the grades of lance corporal and corporal.

Furthermore, soldiers are only advanced in their PMOS or career progression military occupational specialty (CPMOS). 1). The TIS requirement can be waived up to four months. 1). Up to six months TIS and two months TIG may be waived. For advancement to specialist, there is a 26-month TIS and a six-month TIG requirement with up to 12 months TIS and three months TIG that can be waived. 1 Minimum TIG and TIS Requirements for Promotion Within the ArmyPromotion toTIGTIG Waiverable MonthsTISTIS Waiverable MonthsPrivateE-26 months6 months4 monthsPrivate First ClassE-34 months2 months12 months6 monthsSpecialistE-46 months3 months26 months12 monthsSergeantE-58 months4 months3 years18 monthsStaff SergeantE-610 months5 months7 years36 monthsSergeant First ClassE-76 yearsMaster SergeantE-88 yearsSergeant MajorE-910 yearsSOURCE: Army Regulation 600-8-19, 1 November 1991 with Interim Change I01, 8 April 1994 with 18 months TIS and recommended by a promotion board, or Ranger School graduates with at least 12 months TIS, may be advanced to specialist without regard to TIG.

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