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Based on the analysis competency literature and the investigation of the troops, the questionnaire survey method was used to collect and sort the data, and the elements of the competency model were determined by combining factor analysis and correlation analysis. The interviewing method was used to convert the competency characteristics of the grassroots command officer into specific behaviors, which improves the operability and reliability of the model. The research result shows that the grassroots commanding officer's competency model includes four dimensions: professional quality, leadership traits, basic ability, and personality characteristics. This model can be used to improve the performance evaluation system for grassroots commanding officers, and to achieve a reasonable balance between personnel and posts. Introduction Grassroots commanding officers, are the connection of decision-making and implementation, and the backbone of the army's officers. The level of their quality and ability directly affects whether the army can win war in the future. The military officers career development needs refers to a planned process in which officers achieve personal development under the unified goals of the military. Due to the special nature of the military, the military officers are required to be more superior than normal persons in many aspects, such as political accomplishment, sacrifice and dedication, and observing discipline. How to achieve a reasonable matching between officer’s personal capability and career development is a key point for the military to optimize the matching of personnel and posts. It is not only beneficial for promoting responsibility of the command officers but also of great importance for enhancing the level and transparency of military management. The competency model is an effective way to measure the quality of offices. It has an irreplaceable role in personnel selection, assessment, and career development planning. By building a competency model, we can effectively plan the career growth path of officers based on their characteristics, knowledge, and their potential abilities to maximize personal values. As early as the 1980s, the U.S. military launched the Army's Selection and Classification Project in the entire army, determined the competency factor, and formed a set of scientific methods for the classification of military personnel which are in needs of the military [1] ; The U.S. Army Officer Manual also states that officers’ general competency include honesty, morality, loyalty, discipline, etc. [2] Although our military started later in the study of competency, research has shown an upward trend in recent years. For example, the research team led by Professor Miao Dan-min [3-4] had pursued a nine-year track from the perspective of psychology to the field of primary command officers’ competency features; Xie Bin combined the personal characteristics and behaviors of the middle-level military technical cadres [5] . Wang Fu-rong established a theoretical model of Chinese military including military ethics, task orientation and interpersonal three-dimensionality [6] . President Xi emphasized in the Central Military Commission's reform work conference that it is necessary to “develop and manage well-utilized military human resources, actively introduce modern human resources management concepts, standardize the types of talented people, and improve the efficiency of human resources construction and development.” With the advancement of the military reform, how to establish a new type of military human resources management model which the

Grassroots Commanding Officer Competency Model Construction Based on the Needs of Career Development