Staff supply in the Swedish military is under significant changes. Conscription has been replaced by an all-voluntary force and in the officer corps there are changes in the officers system and the rank structure. This report deals with officer education and training. Organization and design of the Swedish model for officer education and training are described. In order to get an international perspective the officer education and training in the UK, Germany and the Netherlands are described as well. The requirements for an officer are an important influence for the design of officer education and training. The requirements consist not only of theoretical knowledge but also on personal qualities and practical experience. Officer supply should therefore rely on a balanced mix of theoretical education, on-the-job-training and relevant selection tools. The report discusses a number of different approaches to the requirements of an officer and how these requirements relate to officer's education and training. A number of principal models for officer education and training are discussed and evaluated both qualitatively and financially. The models are influenced by the systems for officer education and training in the studied countries. The age structure of Swedish officers is not optimal. A career shift to the civilian sector after around 15 years as an officer for a large number of officers would improve the age structure of Swedish officers. The report studies career shift to the civilian sector in the light of international observations. The relation between career shifts and design of employment contracts for officers is observed. Internationally use of time-limited contracts makes career shifts to the civilian sector an integral part of career planning for many officers. In Sweden time-limited contracts exist only for soldiers but not for officers. Simulations of the age structure of officers are made based on different assumptions about transition rates and career shifts to the civilian sector.