Geoffers - I see where you are coming from but promoting people to their level of incompetence is hardly exclusive to the military. The flip side of the civilian world (from friends who are there) is that people in positions of power can get to stay there longer and jealously guard their jobs by stifling innovation and change. People who might bring new procedures and change just don't get interviewed or shortlisted - at least if the people are forced to change their jobs every 2 -4 years, that scenario is avoided.
The problem of handing stuff on to the next guy is far less of an issue in the non-management aviation world and tends to have far more impact at the strategic/management level - notably in the military at Wg Cdr/Gp Capt where the Peter Principle seems to appear frequently.
The reality of SARH is that it won't be a vital/synergistic/self improving system - it will meet the terms of the contract and no more. If the contract says a winchman doesn't have to do night wets more than once every 6 months then it won't happen.
Whilst some things are easier to change in the civilian world - anything that adversely affects the balance sheet is going to be difficult to sell to the management.