Special Operations Forces (SOF) face a talent retention problem. They currently retain significantly less than their optimal officer manning after their O-3 Key Development positions. One of the main challenges is an impersonal talent management system. SOF organizations collect large amounts of data on their personnel that can be leveraged to address this problem. During assessment, selection, and follow-on training courses, organizations collect standardized psychological, academic, and performance data on each individual.
This thesis proposes a “Talent Profile” that aggregates the assessment and training data into a succinct two-page report. This will aid in optimal billet assignment, mentorship, and personal professional development. This research does not establish any causative or predictive relationships between individual traits and success in specific SOF jobs or promotion potential. The Talent Profile relies on the psychological motivational concept of self-determination theory that seeks to address the innate human needs of autonomy, competence, and relatedness.
The Talent Profile consists of five main components: behavioral, interpersonal relationships, physical fitness, cognitive ability, and personal biographical information. The Talent Profile should travel with recent graduates to their gaining commander, and ultimately be used for periodic key billet selection boards to better adopt a “culture of assessments.”Major, United States Marine CorpsMajor, United States ArmyApproved for public release. Distribution is unlimited
