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<p>This study describes, analyzes and compares Navy Medicine's command screening process. Organizational structure and behavioral models, and public policy models are used to explain the process and to provide the theoretical framework for the study. Twenty-one semi-structured interviews were conducted with senior stakeholders involved in the process. A written questionnaire (Likert-scaled and closed-ranking) was developed to assess the knowledge and perceptions of Navy Medicine Captains (n = 146). Statistically significant survey responses were obtained. Results showed the following: the overall process is perceived to be fair and objective and meets the needs of Navy Medicine; self exemption from selection is an acceptable part of the process and fits the organization's highly professional nature; the \"best record\" is selected; and respondents are familiar with the process. Some knowledge deficiencies were uncovered, i.e., who serves on the board, and length of time individuals remain in the screened pool. Candidates' primary reasons for seeking command assignments were to improve Navy Medicine, obtain increased responsibility, and personal satisfaction. Recommendations include: continue improving communications between decision makers and prospective candidates; prepare, groom and select officers earlier in the process; and improve fitness report accuracy in terms of describing actual performance and potential for command.
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<br>Subjects:</div>
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<dl><dd>Stevenson, Mark J.</dd>
<dd>Roe, Chad E.</dd></dl></div>
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