Executive Summary
This study examines delegating credentialed military roles to non-credentialed personnel during manpower shortages and large-scale combat operations. It argues that expertise, not formal credentials, is key to performance in non-routine environments, advocating for competency-based personnel systems. The research proposes a model for proactive delegation emphasizing structured training, validation, and risk management.
Why It Matters
This document provides a critical framework for defense planners to address personnel shortages and optimize force readiness by leveraging expertise over rigid credentialing in future large-scale combat operations.
Key Takeaways
- Expertise, not formal credentialing, is the primary predictor of performance in non-routine military environments.
Source evidence · PDF page 19
First, expertise, not credentialing, predicts performance in nonroutine environments.
- Successful delegation of critical roles requires structured systems and continuous performance validation, not ad hoc improvisation or one-time certifications.
Source evidence · PDF page 19
Second, successful substitution requires structured systems to be in place rather than ad hoc improvisation.
- Future military personnel systems should shift from managing positions to managing competencies, utilizing AI-enabled tools for skill validation and talent identification.
Source evidence · PDF page 19
Third, continuous performance validation is more effective than one-time credentialing.
Strategic Relevance
This thesis offers a strategic approach to military personnel management, proposing a shift from traditional credentialing to competency-based systems. This could enhance operational resilience and adaptability during high-attrition conflicts by ensuring critical roles are filled effectively, thereby sustaining mission effectiveness in future warfare scenarios.