Imagine a community where officers are rewarded, generously, for their superior performance. A community that empowers and encourages its top performers to go above and beyond to attain their maximum potential. Where each and every person is given option after option tailored to their abilities and skillsets in an effort to allow them to be the best surface warfare officer (SWO) they can be...
The SWO lead detailer delivered a brief unveiling the new SWO Career Chart during the 2015 Surface Navy Association (SNA) West Coast Symposium in San Diego, July 16.
Capt. Brad Cooper, from Surface Officer Distribution Division (PERS-41), spoke about Vice Adm. Tom Rowden’s, commander, Naval Surface Force, U.S. Pacific Fleet initiative to improve the careers of current and future surface warfare officers and continuing the Navy’s focus on warfighting first.
The goal of the new SWO Career Chart is to raise the level of talent in the SWO community and grow future department heads, commanding officers, warfare commanders, and flag officers who can think, lead, operate, and win in a variety of future environments.
Cooper told the group that the program is about empowering junior officers, providing them flexibility and options.
“We are shifting away from a ‘conveyor belt’ approach and toward a multi-track, option-based, agile approach to career management,” said Cooper. “Surface warfare officers will now have the option to pursue different tracks as part of their career chart. These options connect strongly with and enable our top priority of ‘Warfighting First!’”
Cooper said this program is the first of its kind and offers SWO junior officers career options that give them the opportunity to develop skills valuable to the community, apply for education at America’s elite institutions, work at a Fortune 500 Company to gain valuable corporate experience and knowledge, increase the potential retention bonus and take career intermission to pursue goals, among others.
“Among the new options are going to Naval Postgraduate School after the first division officer tour, earning a master’s degree in a skillset we value then returning to sea for a second division officer tour then to department head school,” said Cooper. “We want to offer an option-based, flexible, agile, career underscored by opportunities emerging from Sailor 2025 initiatives, a restructured bonus proposal that rewards performance and pro-active outreach to retain talent.”