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NAVAL POSTGRADUATE SCHOOL MONTEREY, CALIFORNIATHESIS PREDICTING DISHONORABLE DISCHARGE AMONG MILITARY RECRUITS by Oleksiy Kronor March 2013 Thesis Advisor: Advisor:Jesse Cuba Ryan SullivanApproved

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1. Gather all relevant information: In order to accurately predict dishonorable discharge among individuals, it is important to collect all necessary data. This includes reviewing the person's disciplinary records, performance evaluations, and any documented incidents of misconduct. It may also be helpful to interview supervisors or colleagues who have worked closely with the individual.
2. Assess the severity of misconduct: It is crucial to evaluate the seriousness of the misconduct in question. The severity of the offense will play a significant role in determining the likelihood of a dishonorable discharge. Factors to consider may include the nature of the offense, the level of harm caused, and any previous instances of misconduct.
3. Consider mitigating factors: It is essential to consider any mitigating factors that could potentially impact the prediction of a dishonorable discharge. This could include the individual's overall performance and conduct history, their willingness to take responsibility for their actions, and any evidence of remorse or efforts towards rehabilitation.
4. Consult legal and HR professionals: Predicting and determining a dishonorable discharge can be a complex process, often involving legal and human resources aspects. It is highly recommended to consult with professionals who have expertise in these areas to ensure compliance with relevant laws, policies, and regulations.

Who needs predicting dishonorable discharge among:

1. Military commanders and superiors: Military personnel responsible for discipline and upholding the standards of the armed forces may need to predict dishonorable discharges among individuals under their command. This includes officers, warrant officers, and non-commissioned officers.
2. Human Resources departments: In organizations with potential for dishonorable discharge, such as law enforcement agencies or private security firms, the human resources department may need to predict dishonorable discharges among employees who have been involved in serious misconduct.
3. Legal teams: Attorneys specializing in military or employment law may require predicting dishonorable discharges to advise their clients on potential outcomes or to build a strong defense strategy.

Note: Predicting dishonorable discharge among individuals should always be done with utmost professionalism, fairness, and adherence to the applicable legal and ethical standards.

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