The problem Carson was attempting to address is that a career in the military has become less attractive relative to private-sector opportunities in many important areas. The services often rely on bonuses to help retain key personnel, but bonuses are a Band-Aid solution for what is really a systemic problem—a personnel system that does not sufficiently reward talent and is too inflexible for many modern families.
But wait, there's more:
Uncle Sal nails it:
There you go. Did they sneak that by you? "Interventions" is a call for quotas and race-based assignments early on.
Read the report if you'd like. Heck, you and your children paid for it. You can get links to it here and read the abstract.
Recommendations mostly just provide job security for a few diversity commissars;
Recommendations
- We recommend that services not be required to make drawdown decisions based on gender, race, ethnicity, or other protected status, given legal restrictions on using demographic information in employment decisions.
- However, the services should anticipate potential consequences of drawdown decisions by analyzing potential adverse impacts in advance of implementing particular drawdown policies. The Office of the Secretary of Defense (Personnel and Readiness) should develop policy and direct that such analyses be performed, with assistance from the Office of Diversity Management and Equal Opportunity in executing these analyses.
- The Office of Diversity Management and Equal Opportunity should validate the services' predecision analytic results, which will require the Defense Manpower Data Center to acquire more detailed data for validation.
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