I read my first copy of AFJ while waiting to speak to my Area Support Group commander. The articles “Growing the Army,” “Rightsized Army” and “Transformation reality check” all presented keen insight and intuitive thought as to what is going on in and with the Army. However, I believe one idea was overlooked in all three: abolishing the antiquated Personnel Management System. With the archaic “up or out” policy so firmly entrenched in the senior manager’s mind-set, the Army throws away more talent than it can now replace. The skills, knowledge and experience the Army has cast aside with its “competitive promotion system” pyramid have led to a hollow force that is not being replenished fast enough. Yet not one of our “experts”has even hinted at replacing this dinosaur.

http://www.armedforcesjournal.com/2007/06/2799039

I readily admit I was not an ideal officer: my desire & purview remained limited, but I insist I knew my purview & my limits. This did not fit the "big-picture" concept of a Navy line officer: I had no interest in remaining after my EOS, & the Navy had no interest in keeping me.

However, a few weeks before my departure, I learned from one of my division pers. that an Army maj. who'd been aboard for some radar tracking tests had inquired about me: seems the Army was desperate for Stinger launcher instructors. (What I knew of Stinger operation you could squeeze into a thimble, with room left for 5 yr of AFJ back issues; this was apparently, back in 1986, more than lotsa people in the Army.) Would I be interested?

No, I guess not, but I've pondered on occasion for 20+ yr what an Army maj. saw in me in the space of a few hours that my Navy superiors (O-5, -6) had not seen in 4 yr. Seems there'd be no chance of that happening today.