AN AUDIT OF THE HUMAN RESOURCES COMMUNITY COMMAND QUALIFICATION PROCESS METRICS

Abstract

The Navy human resources (HR) community has command and milestone billets of critical importance, similar to their unrestricted line (URL), restricted line (RL), and Staff Corps counterparts. All candidates for these roles must be screened and qualified as “best and fully qualified” while possessing the leadership competencies necessary for success. This thesis examines the alignment of the HR Community’s command qualification process with internal and external metrics, evaluating their effectiveness and coherence. Using data from FY21–22 interviews conducted during the Navy’s piloted Leadership Assessment Program (LAP), I analyzed competencies valued by HR community subject matter experts. The findings highlight opportunities to improve the current qualification process through supplemental tools and refined assessment criteria. The analysis also explores competency similarities and differences across Department of Defense (DoD) and civilian leadership frameworks. A case study of the U.S. Army’s revision of its command qualification process, which previously relied on tools and metrics similar to those used by the Navy, offers valuable insights. Recognizing this need and leveraging from existing efforts could ensure we are indeed selecting the “best and fully qualified” in terms of performance qualifications and leadership competencies.