The current military commissioning pathways require a bachelor’s degree, limiting opportunities for many capable enlisted personnel to advance to officer ranks. This requirement, though rooted in a desire to ensure professional and intellectual standards, overlooks the practical experience and leadership skills that many enlisted members bring to the table.
The Current Landscape
In the U.S. Army and Marine Corps, the primary non-degree commissioning pathways include programs like Officer Candidate School (OCS) and the respective Service Academies. The Army’s Green to Gold program and the Marine Corps’ Enlisted Commissioning Program (ECP) and Marine Enlisted Commissioning Education Program (MECEP) provide additional routes but still require eventual degree completion.
For the Green to Gold and MECEP, this means potential “mustangs” leave the operational force for 2-3 years in order to meet educational requirements to earn a commission, after which they must complete their initial officer training.
The US Military faces a challenging recruiting landscape. The Dept. of Defense reported in 2020 that only 23% of Americans aged 17-24 are eligible for military service under the current parameters. This is reinforced with the Army, Air Force, and Navy missing 2023 recruiting goals. While the Marine Corps met it’s recruitment goals, it has the military’s worst retention rate for first-term contracts at 28% for male Marines.
Why Do Officers Need a Bachelors?
Efforts to further professionalize the force in the early 20th century led to the Plattsburgh Act and the National Defense Act of 1920, which standardized many of the educational requirements for commissioning and follow-on promotions. While it does not specify that a bachelor’s degree is required, it outlines that higher education makes a more competitive officer applicant. This is reinforced in the act by its actions to formalize and expand ROTC programs on college campuses.
Until World War 2, the majority of active duty officers originated from the service academies with existing ROTC programs commissioning into a reserve capacity. World War 2 expanded the military, and as such additional officers were needed to support the force. Officer Candidate Schools were massively expanded and drew heavily from the enlisted force as they were deemed “superior to both ROTC and West Point graduates” (Coumbe). Educational requirements were made far more flexible, instead relying on a battery of cognitive tests to determine intelligence and suitability for officer requirements. By the end of World War 2, only 49% of officers had a bachelor’s degree.
This process of adjusting educational requirements would be rinsed and repeated during the Korean and Vietnam wars, with only half of all (Army) captain’s in 1970 possessing a bachelors.
It should be mentioned that during the wartime force expansion, there were many reports of a decrease in officer capability. The unanswered question is whether that’s directly correlated to education level, or simply a by-product of rapidly expanding personnel in a short period of time.
While a bachelor’s degree may exhibit traits and requisite general intelligence to indicate potential as a commissioned officer, there are multitudes of precedents in commissioning those with high levels of experience, but minimal formal education (See: Audie Murphy)
A Comparative Look
Other military and paramilitary organizations offer additional options to enlisted or lower-ranking personnel. The British Army’s Late Entry Commission and the Canadian Armed Forces Commissioning from the Ranks Plan allow senior non-commissioned officers (NCOs) to become officers based on experience and leadership capabilities rather than educational credentials. These models recognize the value of practical military experience and provide more accessible pathways to commissioning.
In civilian law enforcement and firefighting, similar dynamics are observed. The NYPD and FDNY utilize promotional systems that are based on a more holistic matrix assessment that takes into account experience, performance, intelligence, and education. While the promotion system to higher, administrative officer ranks in the Fire Service and Law Enforcement do take higher education into more serious account, the tactical level leaders are able to be promoted with a college degree.
Battlefield Commissions
The U.S. military has a historical precedent for battlefield commissions, where enlisted personnel are promoted to officer ranks based on exceptional performance and leadership in combat situations. Between World War 1 and 2, ~31,000 enlisted personnel were given a battlefield commission. These battlefield commissions are awarded without the prerequisite of a bachelor’s degree, emphasizing merit and capability over formal education. While less common in modern times, the concept underscores the potential for recognizing and utilizing the leadership skills of experienced enlisted personnel.
The Case for Change
Implementing more pathways for enlisted personnel to attain a commission without a bachelor’s degree could address several critical issues:
- Retention: By valuing experience and leadership, the military can retain skilled personnel who might otherwise leave due to the educational barrier.
- Diversity: Broader pathways can attract and retain individuals from diverse backgrounds who may not have had the opportunity to attend college.
- Operational Effectiveness: Experienced NCOs bring practical knowledge and leadership that can enhance the operational capabilities of the officer corps.
Compensation Differences and Career Impact
One significant benefit of expanding commissioning opportunities for enlisted personnel is the difference in compensation between enlisted ranks and officer ranks. Officers generally receive higher pay, better benefits, and more opportunities for career advancement compared to their enlisted counterparts. For example:
- Base Pay: Officers’ base pay increases substantially with rank. An enlisted soldier will earn 24% less over the course of a career (E1 to E8) when compared to an enlisted soldier turned officer (E-1 to E-5, O1 to O4) using base pay alone.
- Allowances and Benefits: Officers receive higher housing and subsistence allowances, and their retirement benefits are also more substantial based on career earnings.
- Career Opportunities: Officers have more opportunities for advanced training, education, and leadership positions, which can lead to higher lifetime earnings and post-military career prospects.
Enhancing pathways for enlisted personnel to become officers without the strict requirement of a bachelor’s degree could significantly improve their career compensation and provide a more rewarding career trajectory. This not only benefits the individuals but also strengthens the overall effectiveness and professionalism of the military.
Moving Forward
To foster a more effective military, the U.S. Army and Marine Corps should consider expanding enlisted commissioning programs that prioritize experience and leadership over formal education. Programs like the British Army’s Late Entry Commission and the Canadian Armed Forces’ CFRP offer valuable models. Additionally, retention efforts should focus on providing clear, attainable career progression pathways that recognize and reward the contributions of enlisted personnel.
The officer accession process is historically controversial within the respective services, as Dr. Coumbe noted “this sensitivity is so great that it has sometimes inhibited honest and open discussion of some of the most elemental and critical aspects of officer accession.”
By rethinking the commissioning requirements, the military can build a more robust and capable leadership cadre, add additional retention tools, and ultimately enhance mission success and service member satisfaction.
We’re interested in your thoughts and feedback. Have something to say? Please add them HERE
Sources:
– After missing goal again, Army announces sweeping recruiting reforms (https://www.armytimes.com)
– Army Expects to Miss Its Recruiting Goal Again This Year (https://www.military.com)
– Army, Navy and Air Force predict recruiting shortfalls this year (https://www.militarytimes.com)
– Navy to miss recruitment goals by 7,000 sailors (https://americanmilitarynews.com)
– Marines on target for active, Reserve recruiting and retention goals (https://www.marinecorpstimes.com)
– 2023 Commandant’s Retention Program works to retain talented first-term Marines (https://www.dvidshub.net)
– The Marines are retaining women at significantly higher rates than men (https://www.marinecorpstimes.com)
– Even More Young Americans Are Unfit to Serve, a New Study Finds. Here’s Why. (https://www.military.com)
– Military recruitment is down. Why don’t young Americans want to join? (https://usafacts.org)
– America’s youth more unfit to serve than ever before, Pentagon study finds (https://taskandpurpose.com)
– Assessing Talent: Historical Context – Dr. Arthur Coumbe