AROTC FY16 Accessions Statistics

Seeing those numbers is just like twisting the dagger after being gutted....oh well, all's well that ends well.
 
A couple of things stand out to me as I try to remember the past 2 years, so these numbers may not be accurate:

1) looks like there are about 200 to 300 fewer commissioning this year than the past couple of years.
2) The past 2 years it was almost a 50/50 split btwn AD and Reserves, this year AD has a slightly higher percentage.
3) the average apft score looks lower for AD than what I would think.
 
I didnt understand the whole "talent" part. can someone clairfy that??
 
Vista123 said:
I didnt understand the whole "talent" part. can someone clairfy that??
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Vista, my understanding is that the COMPASS (Computer-Adaptive Placement Assessment and Support Services) assessment they take is used to align cadets with branches based on the Talent Demand (what the branch has identified as important for success). The COMPASS helps identify Skills, Knowledge, and Behaviors and then the programs identify branches/jobs that are aligned for each cadet.
 
Thanks AROTC Parent, the way I am interpreting this is they are using interpersonal factors to help with branch assignments-is that correct or am I way off on this?

oh wait-I am referencing something not posted-Ill look and see if I can find the document.
 
Vista - I don't think you are way off but I'm not sure it's limited to interpersonal factors.

Hopefully one of the educators on this board will help us with their knowledge of the COMPASS assessments. My children have done them over the years in middle and high school for career interests.
 
Vista123 said:
I didnt understand the whole "talent" part. can someone clairfy that??
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I have to admit I was wondering the same thing. I certainly hope the Army uses this test for "educational" purposes only and not for force branching.
 
Not ROTC higher command but was a Disabled Veteran Outreach Program (DVOP) for 11 years so used this type of testing to help with us old broken Vets getting retrained This is a Intrest/Skills Inventory these types of tests look not only at the perceived likes of the test taker blended with hard skills (Like an ASVAB - math/clerical/conceptual/mechanical) to define best fits A easy way to see what you may be falling in for free go to your local Workforce center and ask for a Interest/Skills inventory they offer these free. Thhe person usually in charge of giving the test and going over results will also be the person that can help with locating scholarships. (Some High School counselors also have access to these tests as well)
 
To me this makes sense, matching talent to each branch. Implementing this will take a real shift in the current culture of branching. Both ROTC and West Point will need to start early with first year cadets, counseling them on the program and the benefits of each branch and the talent needed within the different branches.

The culture of branching will need to shift from the current model of focusing on just a couple branches to looking at all branches and how they work together. The idea that one branch is more desirable then another, the thought that if I don't get Infantry or another desired branch I'll be disappointed, will have to shift to what branch am I best suited for, this will take some time.

Under this new Talent Management program I don't doubt there will be a lot of disappointed cadets at first. The current culture is, If I do my best and score high on the OML I'll get what I want, been this way for a long time, it's what every young person is taught. The Army hangs a big carrot out there, score in the top 10% and you get what you want. Certain branches have become the sought after golden ring.

In my opinion, if they want to have a fully implemented Talent Management Program, they need to get rid of the guaranteed branch for the top 10% and use this new program for every cadet. The new OML system has tried to level the field a bit, under the past system there would be cadets with a 3.9 GPA and 300 APFT that would get a subjective E at LDAC, this cadet would be in the top 10% and be able to select whatever branch they choose, non of this would determine if the cadet was actually a good fit for that branch. The new system has tried to balance that out but it is still a competition.

Cadets will need to be counseled from the beginning that they will be evaluated not only on performance but for suitability for branch selections.

Every Fall we see the same posts..."Is my score high enough to get Infantry, Aviation, MI", and so on. Come November the post are ...."How come I got QM, Transportation, AG. My scores were higher then a guy that got Infantry" You hear "I hope I don't get stuck in Logistics"

The culture is going to have to change from "I hope they place me where I want" to "I hope they place me where I and best suited" Again, this will take a shift in training and counseling from early on if they truly implement a full Talent Management Program, if not, there will be a lot of new 2LTs that will heading to their branch disappointed in where they are going.

It will be interesting to watch how this works this next year.
 
On page 54 there is a bullet that says "How does your school's OML profile compare with other schools?" I'm curious, is this information available to cadets?
 
DanGir said:
I have to admit I was wondering the same thing. I certainly hope the Army uses this test for "educational" purposes only and not for force branching.
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I imagine that this will be used to place cadets in certain branches the Army feels they are best suited for based on the Talent Management Tests. I guess you could call it forced branching. If this is used for merely educational purposes it would be a waste of time and resources, cadets would simply ignore the recommendations and list what they want and the process would not have the desired outcome they are looking for.
 
DanGir said:
On page 54 there is a bullet that says "How does your school's OML profile compare with other schools?" I'm curious, is this information available to cadets?
Click to expand...

It never has been in the past, this is something Cadet Command sees and uses to determine the OML.
 
Jcleppe said:
To me this makes sense, matching talent to each branch. Implementing this will take a real shift in the current culture of branching. Both ROTC and West Point will need to start early with first year cadets, counseling them on the program and the benefits of each branch and the talent needed within the different branches.
It will be interesting to watch how this works this next year.
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The good thing is that this generation of kids are tech savvy so it is easier for them to get how the tests are going to be helping them find thier place. The biggest change I see is the rates for advancement have to change as that is a lot of why certain branches are seen as more desirable not to mention insuring good leaders are not lost because they fit in a section that has fewer peaks that can be obtained. As well as being fluid. What my skills and talents when I was 20 are FAR different than they are now. So although this is a good move it has to be a fluid program insuring those that want to stay as a career but want to be allowed to grow and change if those skills and abilities show it is beneficial for Army and Officer.
 
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Also good to see they are looking at Soft and Hard skills which for logic minded kids as they look at the different Sections videos that give those Skills and abilities it says to them Yes you degree might be in History and you have a strong Leadership , Team building, Analytical, Diversity scores so you are a good fit for MI so Leadership is what is considered a Soft skill or your 'fluffy bunny' skills that come and go off resumes as different wings of staffing logic leads Analytical is a hard skill hard skill is qualitative and quantitative while soft skills are qualitative always but quantitative sometimes. Example I lead 15 employees is a Quantitative with experience but for an 18 year old taking a test you are only measuring or giving a suto quantitative measure to qualitative inferences. A question like If Joe is my friend and subordinate and I know he is having personal issues that could be effecting his work I would - and then degrees from Talk to Joe privately and tell him to get it together - Meet with the unit Supervisor about the issues Joe is facing and suggest a schedule change along with providing Joe with information on services available that could help with the personal issues so Joe can get back on mission ready status quickly and effectively. There are subjective ideas of exactly how each level correlates to leadership but that is subjective with out hard data with minimal outliers. So there will still be some ways to get what you want since learn how these tests grade those subjective / soft skill questions and look at what the branch you want has as important and basically people negate the purpose of adding in Skills/interests and abilities testing and it is a who took test for real vs who tried to get what they wanted regardless of if best for them or Army. So yes it will be very interesting to see.
 
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