Brandon Smart’s Post

Because everyone loves a good graphic. 😊

So I never understood this concept. Why not create GS/GG civilian Marine positions to fill those critical billets? That seems like it would offer the same benefit, while avoiding making a civilian a GySgt with 0 TIG. Also, we say we need experience in these billets, yet every year we force Marines from MARFORCYBER, MCYWG, and MCSB to PCS out of their billet. A lot of these Marines choose to EAS vice PCS. So why not start a pilot program to let Marines after the rank of Sgt to spend their career in those critical billets and let them hone their skills?

I hope it works, but I am skeptical. I spoke to the C4 General about this a few years back. If we are wanting to retain talent let's pay bonuses to real Marines that obtain higher level certifications or increase our Chief Warrant Officer talent pool. Pay differential pay (They do it for Doctors on the GS side). If I was an E5 making E5 pay with a differential pay that brought me in line with my civilian counterparts I'd be more likely to stay. Some won't want to stay because you make just as much with half the hassle and less work hours on the outside. Personally, I think we should make this a competitive bid process to contractors who have the ability to let underperformers go. Keep it short enough to where you can keep them accountable for contract performance. You are going to get two types of people into these roles as written. Patriots who want to serve and don't care about money or underperformers who can't hack it in the corporate sector. First option is great, but you are more likely going to see an influx of the latter. This is ignoring all the organizational issues caused by fake Gunnies running around.

This is a “do less” solution to decades old problem of recruiting and retaining talent. Once you make exceptions for some, then all will want to be an exception. It’s a disgrace to anyone who’s ever earned an enlisted promotion. Education will never replace experience! It can only accentuate it. And as much as this is being touting as great policy, I’d offer this would never happen on the Officer side of this house where it would be easier. So easy to take a college grad and make them a PersO, SuppO, Aviation supply, etc. and not ever requiring OSC. SMH!

What could go wrong?

Awesome. All six military services are going to need lateral entry, up to E-7 and O-4, if they intend to be competitive talent attractors of choice. And not in the micro, all six services are going to have double digit percentages of lateral entrants. Especially if you include Limited Duty Corps, that innovation is one whose time has come.

"at advanced ranks ... stepping into leadership roles," What do seasoned military leaders think of this? What will Marines forged in the Crucible and officers tempered at OCS/TBS think of their civilian-turned-field grade superiors? What happens to the EGA that was earned not given? Innovation and transformation are best driven by good ideas not bad ones.

How will this affect the high-potential Marines that are already in these fields? Are they going to have to compete against these “recruited” Marines for promotion? I would be worried about retention as it is, let alone adding another thing to dissuade high performers from staying in.

Jeffery McKenney and Dez Hill before you throw shade and be a neigh-sayer to innovations of the FMF in order to meet our adversaries at their front door instead of chase them through cyberspace take a step back read the MARADMIN and ask questions regarding the pilot program to those that put their time and effort in finding a solution to our current situation. Sage Goyda