Two needs assessments, for non rates and chief petty officers, have already been completed. Because they addressed the senior and junior ends of the enlisted work force, they will also help to develop performance expectations for the petty officer pay grades in between. Additional needs assessments will be conducted over the next several years to develop performance expectations for other positions and work force components. Needs assessments for ensigns and top leadership, military and civilian, are scheduled to begin in 1998. Coast Guard personnel have different leadership development needs depending on their job.
Many factors create differences in leadership requirements.
Additionally, because of internal promotion and assignment systems, military personnel generally move to positions of increased leadership expectations throughout a career. Civilians and Auxiliarists, however, can move through positions of greater leadership responsibility by different methods. The Leadership Development Program will take these job-related differences into account. Individuals are encouraged to read materials on the list regularly and submit recommendations for new listings. Participation is voluntary.