Abstract
The 1978 Civil Service Reform Act established an executive career system for civilians which sets up expectations and in effect is in competition with the Naval Officer Corps for positions of authority and roles traditionally reserved for the military. How the military and civilian executive systems mesh depends upon establishment of roles for Senior Executive Service (SES) members (civilian) that are acceptable to the members and naval officers, and demonstration of competencies appropriate to those roles. The study followed a descriptive method of research. Forty-five SES members and forty-six senior naval officers were surveyed to determine how SES members should be used in the Naval Air Systems Command (NAVAIRSYSCOM) and what competencies should be emphasized in career development programs for the SES. Twenty interviews were conducted to supplement the survey data. The majority of the data were treated with descriptive statistics and test of proportion, chi-square, and t-test tests for significant differences between military and civilian populations. Responses were received from 34 naval officers and 36 civilians, 74 percent and 80 percent respectively. Superior executive competence is the foremost reason for having senior civilian executives in the Command and is a critical factor in the level of authority and power a civilian may assume. A three-track senior executive system for civilians of executive manager/general manager, technical manager, and specialist was supported. Development programs should emphasize competencies peculiar to specific tracks. The Naval Officer Corps is the preeminent career system and interchangeability of SES and flag officers was not supported by the military, nor was assignment of SES members to top-level line management positions. The military-civilian executive duality functions effectively in an executive system-auxiliary system relationship.