cpo selection board brief 16 april 2009 cpo selection board brief 16

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cpo selection board brief 16 april 2009 cpo selection board brief 16
CPO SELECTION BOARD BRIEF
16 APRIL 2009
OBJECTIVES AND OVERVIEW
ƒ
Board Convening, Composition & Process
ƒ
Quota’s
ƒ
Precept Messages
ƒ
Record Review and Score
ƒ
General Considerations, Special Programs, Evals
ƒ
Observations, Enhancers, Shortcomings
ƒ
Preparing and Submitting correspondence for the Board
ƒ
Selection Board Myths & Misconceptions
ƒ
Instructions
FY 2010 ACTIVE E7
SELECTION BOARD
ƒ ~19,750 Eligible service members
ƒ ~14,270 Board packages
ƒ ~4,745 Selectees
ƒ ~24.02 % Advancement Opportunity
ƒ 21 Recorders
ƒ 177 Board Panel members
BOARD CONVENING
‰ Upon convening, the board sets internal ground rules/minimum
selection criteria, which each member uses when screening the
records of candidates.
‰ Boards apply rules/selection criteria equally to each candidate within a
rating.
‰ Application may vary slightly from rating to rating for many reasons:
Sea duty/or lack of it
Supervisory opportunities
Schooling availability
Rotation patterns
‰ The board has freedom to set up its own internal procedures within the
guidelines of the precept.
BOARD COMPOSITION
¾ CAPTAIN - serves as president
¾ OFFICERS(O4/O5s/CWO/LDO) - serves as voting members
¾ MASTER CHIEFS - serve as board members
¾ SCPOs/CPOs - serve as recorders/admin support
BOARD PANELS
14 PANELS FOR RECORD REVIEW
(1) O5/O4
(3 – 10) Master Chiefs
RELATED RATINGS & SPECIAL QUALIFICATIONS
Communications Panel
Engineering Panel
Surface/Deck Panel
Weapons Panel
Health Care Panel
SeaBee Panel
Administration Panel
Intel Panel
Hull/Engineering Panel
Supply Panel
Avionics Panel
Aviation Panel
Aviation Maintenance Panel
SpecWar/EOD/DV
BOARD PROCESS
• Briefs by MCPON and others (EO, GWOT, Evals, etc.)
•
•
•
•
•
•
•
•
•
•
•
Board is sworn in
Board reviews Precept
Discussion of criteria for selection within each rating
Assign records randomly to panel members
Record Review - Score Records twice
Deliberate Candidates records
Develop Slate - Brief president
Tank (Voting Process) - Majority vote required
Compile results for presentation to CNP
Call out with CNP
Release results
SELECTION QUOTA’S
¾ Planners from CNO (OPNAV) establish a maximum
select quota for each rating.
¾ The boards goal is to fill this quota by the “best
qualified” candidates competing for advancement.
¾ The board cannot exceed this quota, but they may not
fill all quotas if they determine a rating doesn’t have
enough “best qualified” candidates.
candidates
QUOTA AVAILABILITY
ADVANCEMENT THROUGHOUT THE NAVY IS VACANCY DRIVEN!
The Navy takes the following factors into consideration when setting
up quotas:
9 Current Inventory (# of personnel on board) the Navy vs. the
Navy’s requirement for a rating
9 Projected losses & gains (LOSSES: fleet reserve, LDO/ CWO,
medical discharge, demotion, or death) (GAINS: promotion
during the phasing cycle – voluntary recall to AD)
9 Funding authorization (# of personnel that Congress authorizes
the Navy to pay. ONLY 3% of the Navy’s total strength may be
Senior and Master Chief Petty Officers.
RELEASE OF QUOTA’S
™ PERS can not release quotas until all board members
have been sworn in.
™ Quotas are normally put out around the second day of
the Selection Board proceedings.
PRECEPTS
ƒ Each year BUPERS (PERS-4811) prepares an
instruction for the board, called a “precept”. The
precept outlines the selection board process and
gives guidance to the board on selection criteria.
ƒ Outlines expected conduct/performance of
individuals serving on the board.
ƒ Contains an oath to be administered to board
members/recorders.
PRECEPTS
THE PRECEPT VARIES SLIGHTLY FROM YEAR TO YEAR
Precept includes:
•
•
•
•
Candidates only compete with others in their own particular rati
rating
ng
Age/number of times competing for advancement are not considered
Duty assignmentassignment- experience/variation/diversity
Each candidate must be fully qualified for advancement before
he/she can be selected
• Each candidate’s
candidate’s record must reflect that he/she is capable of
performing the duties of the next higher pay grade
• Provides quota’s
quota’s by Rating
Candidates””
• Provides number’s
number’s of ““Early
Early Candidates
PRECEPTS
“BEST QUALIFIED STANDARD” **this is always first and foremost!**
ƒ The candidate selected will be those the majority of board members
consider best qualified.
ƒ Select candidates who have shown initiative in finding/pursuing the
most effective ways of accomplishing our mission.
ƒ Special Duty Assignment “SAILORIZATION”
ƒ Recruiting/Retention of Sailors is the TOP priority
ƒ Maximum consideration to candidates who have successfully
completed or are currently serving in the extremely demanding tours
of duty as Recruit Commanders/Recruiters/ Instructors of “A” & “C”
schools, Apprenticeship Training, Fleet Training Centers,
Submarine/Air crew candidate schools.
PRECEPTS
INDIVIDUAL AUGMENTED (IA) CONSIDERATION
ƒ The board shall give favorable consideration to those candidates
who have displayed superior performance while serving in IA
assignments in direct support of the Global War on Terrorism.
Such assignment, for example, Iraq, Afghanistan, Horn of Africa,
and Guantanamo Bay may not be typical of the candidate’s
traditional community or rating related career path but are
considered absolutely vital to the successful joint prosecution of
the GWOT.
ƒ Many IA assignments in direct support of the GWOT often involve
arduous forward deployed duty with joint organizations where the
candidate may not be competitively ranked against other
candidates of the same competitive category, and where the
candidate may be rated by a reporting senior unfamiliar with the
candidates occupational specialty and Navy fitness reporting
system.
PRECEPTS
AREA TOURS
¾ If a candidate’s record contains multiple or consecutive
tours in a particular geographic location it should not be
viewed negatively, provided the member has progressed in
billet complexity, professional development, and leadership
responsibility.
¾ Likewise, you may positively consider those candidates who
have demonstrated the ability to succeed in challenging
assignments in diverse geographical locations, particularly
overseas.
PRECEPTS
ANTI-TERRORISM AND FORCE PROTECTION
ƒ Candidates who have demonstrated expertise in the areas of
anti-terrorism and force protection. Expertise may have been
attained either afloat or while serving on major staffs or
command ashore.
ƒ Evaluate the quality of performance in AT/FP assignments as
having weight equal to that ordinarily given to other members of
their respective communities who have followed more traditional
career paths.
PRECEPTS
OVERSEAS/ARDUOUS DUTY
ƒ Emphasis is placed upon demonstrated evidence of
professional/leadership excellence under arduous conditions.
ƒ Recognized that some ratings do not offer an extensive
opportunity of sea duty; candidates who have performed well in
demanding sea duty billets and/or overseas duty units in their
current pay grade are given special consideration.
ƒ Eligible candidates are not judged against the norm of a
preconceived career pattern (i.e. outstanding female candidates
who have not had the opportunity to serve at sea owing to law or
policy)
ƒ Female & Minority Personnel (Equal Opportunity)
ƒ There are no female or minority quota’s.
PRECEPTS
WARFARE QUALIFICATION
ƒ Completion of warfare qualifications is expected and mandatory
for career Sailors assigned to sea duty on a warfare qualifying
platform. Extra credit toward promotion is not given to candidates
who have earned warfare devices,
---BUT!
ƒ Candidates who have been stationed on board warfare qualifying
platforms who failed to complete warfare qualifications is looked
at negatively by the board.
RECORD REVIEWS
9
Each record will be scored independently by two different panel
members.
9
No discussion on candidate records at this point except for
rating clarification.
9
Panel reviews last five years of evaluations and fitreps.
9
Consider earlier evaluations/fitreps to establish performance
trends.
9
The single most important factor influencing selection is
sustained superior performance of duty.
WORK GROUPS
™
The board is broken down into small individual work groups,
with each group setting at a separate table. Each “table” or
“panel” consists of at least one officer and several Master Chief’s
™
A BMCM sits at a BMCM table, a HMCM sits at a HMCM table etc...
™
If a particular rating is not represented, that rating is screened by
a panel that has closely related rating member. Even more so
with current merging of rates.
SCREENING RECORDS
™ A board member takes a candidates folder consisting of CD (service
record), selection board package and any correspondence received
before boards deliberation period. It is then screened and points
earned are transferred to the selection board work sheet (scoring
form).
™ A second panel member then screens the SAME record using a
separated work sheet, transfers points to the work sheet.
™ If the two work sheets are consistent in total points awarded, the
results stand. “CRUNCH ZONE”
™ If there is any significant difference, the record is screened at least
one more time by a different panel member.
™ Panel members go through EACH record in this fashion.
fashion
BECOMING A SELECTEE
ƒ When a panel completes the review of the entire rating, it ranks
records by numerical score. This is known as the “ladder”.
ƒ Records of candidates whose point totals are just above or below
the “pass” line are re-screened to assure point total accuracy.
ƒ Next, the panel decides where the cut-off will be for people who
are appropriate for promotion; then recommends selectees!
ƒ When each panel completes the “slating” process, the entire
board receives a briefing on the rating’s structure, its job, its
peculiarities, number of candidates considered, and the
backgrounds of the candidates recommended and not
recommended for selection.
BECOMING A SELECTEE
ƒ
During the briefing no candidate names are given. This prevents
bias for or against candidates by board members who may know
them.
ƒ
The entire board votes on the slate. A board must accept a slate
by a majority!
ƒ
Once passed, the President of the Board signs the slate.
ƒ
After signature, recommendations of the board goes to CNP for
final approval.
GENERAL CONSIDERATIONS
¾ Sustained superior performance
¾ Command recommendations
¾ Warfare insignia/special qualifications
¾ Career diversity/special assignments
¾ Peer ranking
¾ Leadership
¾ Initiative
¾ Arduous duty
¾ Sea/Shore rotation
¾ Collateral duties
¾ Command impact
¾ Awards
¾ Education
SPECIAL PROGRAMS
ƒ SEAL/DV/SWCC/EOD etc..
ƒ Volunteer programs
ƒ Closed-loop programs
ƒ Sea/shore variances (separate from rating)
ƒ Limited opportunity to work in rating
ƒ Operate in small units/independent duty
ƒ Special qualifications must be met
** Instructor duty/Recruiter/ Recruit Commander - retention jobs!!
EVAL/FITREP CONSIDERATIONS
¾
Be clear about top performers and break them out, especially on
an EP/1 detaching eval/fitrep.
¾
Peer ranking plays a strong role.
¾
Use impact statements. Put them up front.
¾
Comment heavily on leadership qualities, number of personnel
supervised, impact, position etc…
¾
Comment on perceived performance decline (EP to MP). If due to
change in reporting senior or ranking quotas then state so.
¾
Don’t waste a lot of words on community service, PRT results or
bake sales.
EVAL/FITREP CONSIDERATIONS
ƒ Recommendations need to match marks and comments. Does a
“P” warrant a recommendation.
ƒ Mark individuals onboard <90 days if performance warrants marks.
ƒ A NOB with a full write up is a waste of time!!
ƒ Board members want to see recommendations for leadership
positions.
ƒ If member is assigned outside of rate/specialty – then state why.
ƒ Don’t have the board guess what you are trying to say.
OBSERVATIONS FOLLOWING BOARD
• Breakouts: At sea, sea/shore rotation for that rate, and overall trends
are the most important indicators for the board – “best mechanic
onboard”, “the best 1st Class Petty Officer in X division”.
• EP/3 is much less convincing to the board than EP/25 etc.. (reporting
seniors rank was not a huge factor!).
• Significant quals/duties – if not already mentioned in eval (MTS,
ESWS, EOOW,OOD, CDO, MDV, DSWS, Chamber Sup, 3M, VBSS
etc..).
• Command Collateral duties – CMEO, CTT, CAT, DAPA, Training
teams, Section leader, command visibility programs etc.. Don’t
waste time on minor duties – Navy relief, smoking cessation etc…
• If you do list collateral duties – it deserves a short mention in the
write up to confirm they really did something with it!!!
OBSERVATIONS FOLLOWING BOARD
• If an individual moves from a higher promotion recommendation to
a lower one (EP to MP, or MP to P) unless the reasons are
explained (i.e. new reporting senior, decrease in the size of
comparison group). This action will be viewed negatively by the
board.
• An explanation as to why an individual has an over abundance of
shore duty.
• You don’t always have to be an EP or even an MP. Individuals are
promoted with P’s on last eval/fitrep. The board realizes it is very
difficult to come to new command and start off at upper 50%.
• The rank of reporting senior is not a significant factor in
determining the weight of a eval/fitrep.
OBSERVATIONS
ƒ Awards (NCM/NAMs) help a bit, but don’t push the candidate
through the crunch.
ƒ Unit awards are not very useful in calculating a members score.
ƒ BS/AA degrees help also, but again, cant overcome a poor
sea/shore rotation or lack of primary leadership roles.
ƒ Failure to attain shore qualification/positions were significantly
detractors to selection (i.e. MTS, pertinent PQS quals, etc..).
ƒ Adverse information is not the “Kiss of death”. It is not a zero
defect selection board. Boards promote several personnel who
have “stumbled” and recovered!
ƒ Warfare qualified.
COMMON ENHANCERS
ƒ Multiple deployed sea duty or IA duty
ƒ Challenging shore duty
ƒ Didn’t “hang-out” overseas or on shore duty
ƒ Completed out-of-rate correspondence courses
ƒ Major command collateral duties i.e PRT Coordinator, CACO, DAPA,
CMEO, CTT
ƒ Break out on fitreps, in comparison with your peers, larger the peer
group the better
ƒ Stayed well rounded (not in BF%)
ƒ Demonstrated leadership
ƒ Military community involvement (i.e. HM volunteers at fire station on
weekends)
SELECTEE COMMON SHORTCOMINGS
™
Lack of sea duty
™
No major command collateral duties
™
Block 28 nearly empty (needs a job)
™
Block 29 empty (demonstrates a 9 to 5 Sailor)
™
Late or unearned quals
™
Lack of performance in more that one area, duty or field
™
No transition from technician, to leader, to manager
™
No challenging shore duty
™
Out of community too long
™
PRT/BF % failures
SUMMERY OF DOCUMENTS
(Should be on CD’s/WESR)
™ Evals (E5 and above)
™ Personal awards
™ Enlistments/reenlistments/extensions
™ Original application for enlistment
™ (DD form 4, DD form 1966)
™ Page 4’s (to include off duty education)
™ Page 13’s
ADVERSE INFORMATION
PAST FIVE (5) YEARS:
™
DUI
™
NJP
™
Letters of Reprimand
™
BCA/PFA failure
™
Relieved for cause
™
Loss of Security Clearance
DOCUMENTS
SUBMITTING DOCUMENTS FOR INCLUSION IN CD
•
Make clear copies!! Use a cover letter. Simple memorandum format.
See BUPERS.NAVY.MIL website.
•
If name/SSN do not appear clearly on document, make sure they are in the
upper RIGHT hand corner. Don’t worry about certified copies.
•
FITREPS & EVALUATIONS PERS-311
REQUEST for M/F & PSR/ESR PERS-312G
(DSN) 882-3316/15/13
(DSN) 882-3596
•
MICROFICHE CORRECTIONS PERS-313D
(DSN) 882-3596
•
MISSING PERSONAL AWARDS Board of Decorations & Medals
(DSN) 325-1770
•
If you have a FITREP/EVAL that is missing/contains errors/unreadable &
needs to be replaced send to PERS-311 (some may require BCNR (board
for the correction of naval records) action.
•
If FITREP/EVAL is not yours (CD), send a request to PERS-313D
(Technical Corrections) to remove it.
SELECTION BOARD MATERIALS
• Letter to the Board
• Letters may be addressed to the President from eligible candidates
and received up to the Selection
• Board convening date
• May include anything that eligible candidate feels should be in
record for board’s consideration
• No Third Party Correspondence
• Paper Documents
• Validated by appropriate NPC authority
– DO NOT send Originals, they will not be sent back
– DO NOT send Duplicates of items already in Service
– Record
– DO NOT Highlight items on your documents
– Check and Compare WEB ENABLED SERVICE RECORD!
PACKAGE DO’S & DON’T
DO SUBMIT (as required):
¾
Last EVAL/FITREP (even if on CD)
¾
Personal award citations (Flag LOC/LOA or higher)
¾
Warfare/special qualification certificates
¾
Updated page 4’s
¾
College degree certificates
¾
Ensure cover letter is in proper format/address
¾
Ensure forms are in the proper Encl. order
¾
Sign cover sheet!!
¾
Send package REGULAR mail (not certified/express!!)
¾
Frequently check on BUPERS for package received
PACKAGE DO’S & DON’T
Don’t SUBMIT:
¾ Letters/testimonials from junior personnel
¾ PRT certificates/folder, family portraits, picture w/ MCPON
¾ Certificates of UNIT awards
¾ LOA/LOC’s from CAPT/COL or below
¾ Certificates for correspondence courses Yard of the year
certificate/picture
AVOID REDUNDANCY!!
COVER SHEET
No command header
5 May 09
•
•
From: DT1 (FMF) IVAN M. CHIEF, USN, 123-45-6789
To:
President, FY-10 Active E-7 Selection Board
•
Subj: INFORMATION FOR CONSIDERATION BY THE SELECTION BOARD
•
Ref:
•
•
•
•
•
•
Encl: (1) Career Summary (OPTIONAL)
OPTIONAL
(2) Evaluation for the period 99OCT07-00SEP15
(3) Evaluation for the period 99JUL12-99AUG31
(4) Evaluation Extension Letter
(5) Navy/Marine Corps Commendation Medal Citation 99DEC01- 00AUG01
(6) Pertinent Page 4 entries
•
1. Per reference (a), please include enclosures (1) through (6) in my official record for
consideration by the FY-10 E-7 Selection Board.
NAVADMIN 250/08
I. M. CHIEF
PACKAGES DUE DATE
15 MAY 09
PACKAGES MUST BE POSTMARKED BY
THIS DATE
NAVADMIN 250/08
REMEMBER
™ Your service record and your career is your
responsibility, do not expect the selection
board to interpret missing information of
documents.
™ The default is non-selection.
PEARLS
ƒ
A future CMC – MP of 26 plus unranked!
ƒ
Absolute top performer (X/99)
ƒ
Senior Chief XXX has no equal (X/99)
ƒ
Performance has been outstanding and is improving (X/17)
ƒ
Chief XXX is not a “P”, he is an “EP” in my mind (P-3/MP-2/EP-2)
ƒ
My best E7 on the ship (E8 fitrep)
ƒ
Normally wouldn’t see this kind of leadership w/o first rubbing a magic lamp
ƒ
He is the man!
ƒ
Mayor of Navy housing
ƒ
1.0 in military bearing. Promotion recommendation “EP”, recommended for CMC
ƒ
Not to select for MCPO would be criminal (P-3)
ƒ
The number one SCPO on any other ship (X/3)
ƒ
LOC for services rendered
ƒ
”McGruff the Crime Dog” for local area day care and elementary schools
ƒ
Failed most recent PRT due to excessive weight. Continues to grow as a Chief
PEARLS
•
Fully ready to take on responsibility and accountability of “the Chief” (block 20 P/NS
and a MP)
•
Failure to select him for CPO now would constitute a grave injustice. Promote him
before sunset!
•
Recommended for advancement to CPO. I would take a dozen like him (ranked
Promotable X of 13)
•
Ranked 6 of 300, EP Sailor…failed 3rd PFA in 4 years
•
Be nice to this one, you might be working with him soon
•
EP performer who just missed the cut…P on evaluation
•
When HM1 is leading SEALs only the enemy will require his outstanding combat
medical skills
•
He turned the collection management program upside down, then right side up
•
Received NJP in May 2003 for larceny. He admitted guilt, reimbursed the
government and was sincere in his apology.
•
Equal in performance to an MP. A “P” because of less time as a CPO
•
Truly talented LCPO/LPO, exceeded all expectations. (ranked Promotable)
BOARD MYTHS & MISCONCEPTIONS
™
Quotas for women and minorities?
™
You must be all EP the last five years?
™
One PFA failure within five years, you are done?
™
There are two stacks of records for review?
™
You submit duplicates…no record review?
™
You must know someone on the board?
™
I ticked off someone on the board…I’m done?
FLEET RESERVE
Application for Fleet Reserve renders you
ineligible for Selection Board consideration,
unless your Fleet Reserve date is High Year
Tenure (HYT) mandated.
PERTINENT INSTRUCTIONS
¾ BUPERSINST 1430.16E ADVANCEMENT MANUAL
(Currently Under Review)
¾ BUPERSINST 1430.17E COMMAND ADVANCEMENT PROGRAM
(Being included into 1430.16F)
¾ BUPERSINST 1401.2 SPECIAL ENLISTED
¾ SELECTION BOARDS
(Being included into 1430.16F)
¾ VARIOUS NAVADMINS
QUESTIONS?