CDR CHRISTINE HOWE CDR CINDY WILKERSON NAVAL OFFICERS – PREPARING YOUR RECORD FOR SELECTION/...
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Transcript of CDR CHRISTINE HOWE CDR CINDY WILKERSON NAVAL OFFICERS – PREPARING YOUR RECORD FOR SELECTION/...
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CDR CHRISTINE HOWECDR CHRISTINE HOWECDR CINDY WILKERSONCDR CINDY WILKERSON
NAVAL OFFICERS – NAVAL OFFICERS – PREPARING YOUR RECORD PREPARING YOUR RECORD
FOR SELECTION/ FOR SELECTION/ PROMOTION BOARDSPROMOTION BOARDS
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• PROMOTION BOARDS
• DUINS BOARDS
• IPP/PA BOARDS
• FOS
• E8/E9 Selection Boards
Objectives
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Help, I’m in zone! What do I do now?
• Order CD online at BUPERS webpage www.bupersaccess.navy.mil
• View OSR/PSR online at BUPERS webpage
• Do this at least 12 months and 6 months before promotion board
• Check everything in your record -- if not there, send to the board.
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Maintaining Your Record
• Check for:– Regular FITREP Continuity (no gaps
greater than 90 days)– Awards (NAM and above only)– Education Information– Service Schools (at least two weeks in
length)– Special Qualifications (AQDs)
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Letters to the Board
• Not needed if your record is ready (recommend 30 days prior)
• Don’t send volumes -- keep pertinent
• Don’t send anything you don’t want the board to discuss! If you provide it, they can talk about it...
• Does not update your permanent record (except PERS validated FitReps)
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Board Correspondence(Up to Board convening date)
Letter to Board:• Addressed to Board President from the eligible officer
– May include anything eligible officer feels should be included in board deliberations. Use discretion!!!
• Normally used to forward Letters of Recommendation
• Fitness reports (usually included in Letter to Board)– Validated by appropriate NPC authority (if not
validated not accepted)
No third party correspondence
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Board Recorder Week
STARTS ONE WEEK PRIOR TO BOARD • Manual Reviews (DONE AS A COURTESY TO ELIGIBLE!)
– Regular Fitreps for the last five years– Check that OSR/PSR accurately reflects fitrep
grades and awards– Verify Awards / Education
• Messages sent for missing fitreps only!YOUR PERFORMANCE IS UNKNOWN IF YOUR
RECORD IS NOT UP TO DATE!!!
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4 Community Members & 1 URL (minimum)
– 1 HCA – 1 CCS– 1 HCS – Minority, Female, Reserve
BOARD COMPOSITION
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Typical Board Flow
• Members report– Review Precept– Take Oaths– Recorders Admin remarks and briefings
• Members split into specific boards
• Members review and grade records in boardrooms
• Members brief and vote records in tank
• Review, grade, brief and vote until number of tentative selects equal the number authorized.
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Precept Letter
• Membership, Date, and Location
• Selection Standard
• Authorized Percentage to Select
• Show Cause Determination
• General Procedural Guidance
• Skills Guidance
• Equal Opportunity
• Board Reports
• Oaths
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Reporting Senior’s Cum Averages are a snapshot in time
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SCATTERGRAM
10097949391878380777471
10097949391878380777471
332
323
56
368
111316
2127
Crunch 8to select 4
DFC
TS
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Full Record Review & Brief (AZ/IZ only)
• Random distribution to ensure impartiality– First Review - Random– Second Review - by same designator, if
first review was not• Member reviews all fitreps, etc -- annotates
highlights on OSR/PSR for tank• Grades record• Briefs record in tank
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Vote to Brief(Below Zone Records)
• OSR / PSR projected with no annotations“NAKED BRIEF” - No scrub by Recorders
• Initial vote is either 100 (Yes) or 0 (No)• Required number of 100 votes is determined by
majority vote after all records are projected• BZ records are added to the first crunch for
review and a full brief• BZ eligibles don’t incur a failure of selection
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FITREP Observations
• Write your FITREP for a board member. Writing FITREPS is an art, master it.
• Include career milestones– Rank in peer group
– Awards
– Don’t use job specific language/acronyms
– Warfare Qualifications
– future billet / promotion recommendations
• If 1/1 get ranked out in narrative
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FITREP Observations
• Pay attention to Promotion Recommendations. Trend to the right.
• Pay attention to your averages and RS averages.
• Earn a “KISS” goodbye
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FITREP Observations
• Avoid NOB FITREPS for long periods of time at the wrong time. Get LTRs from Program Directors as substitutes or bullets on the back of your NOB FITREPS
• Say what needs to be said…..board members struggle with “what message is the reporting senior trying to send?”
• Wow the reader of the FITREP
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Promotion Observations
• Performance in competitive jobs is the number ONE indicator of success - past and future
• Hard jobs are better
• Filling in blocks of OSR is very good: – Additional quals– Masters/Advanced Degrees– Subspecialties
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Written Comments (Block 41)
A recent Reporting Senior wrote:
“Read this carefully…the rules force me to make him only a Must Promote. He is an Early Promote! He is rated against another O-X who I anticipate will be promoted. Joe’s turn is next. Joe would truly be number one in any other setting.”
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Written Comments (Block 41)
Reporting Seniors who do not give “EP Kisses” goodbye should explain philosophy in narrative:
“Please note it is not my personal philosophy to give EP Kisses goodbye. This should not be viewed as a negative mark, LT Smith is an outstanding officer who deserves to be promoted.”
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Written Comments (Block 41)
Reporting Seniors who readjust their average should explain in narrative:
“Please note while it may appear that this is a declining FITREP, it is not. I am simply readjusting my average. LT Smith is well above my new RS average of 3.6. He is an outstanding officer and deserves to be promoted at the earliest opportunity.”
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Written Comments (Block 41)
Translate clinical skills into Leadership traits:
“LT Smith’s clinical skills are impressive, he is sought out by patients and staff, his leadership skills are just as impressive. Juggles the multiple demands of being a staff provider both clinically and administratively with ease usually seen in more seasoned providers.”
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Written Comments (Block 41)
A recent Reporting Senior wrote this bullet:
“Lacking situational awareness, he failed to compartmentalize between personal and professional issues..…engaged in crude, socially unacceptable behavior and frequently spoke before thinking, compounding his poor oral communication skills.”
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Written Comments (Block 41)
Opening:“My #1 LT regardless of designator. Ranked as the # 1 EP”
Closing: “He has my strongest endorsement and recommendation
for positions of increased responsibility. LT Smith is already performing at the level of most senior LCDRs, promote him at the earliest opportunity”
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Recommendation for Promotion
PromotionRecommenda
tionNOB
SignificantProblems Progressing Promotable
MustPromote
EarlyPromote
42.INDIVIDUAL X43.SUMMARY 0 0 1 23 15 9
OR??
PromotionRecommend
ationNOB
SignificantProblems Progressing Promotable
MustPromote
Early Promote
42.INDIVIDUAL X43.SUMMARY 0 0 0 0 0 1
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Recommendation for Promotion
PromotionRecommendation
NOBSignificantProblems
Progressing PromotableMust
PromoteEarly
Promote42.INDIVIDUAL X43.SUMMARY 0 0 0 0 2 0
PromotionRecommendation
NOBSignificantProblems
Progressing PromotableMust
PromoteEarly
Promote42.INDIVIDUAL X43.SUMMARY 0 0 0 0 1 1
OR??
Don’t send mixed signals!
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FITREP Observations
• WE are all Medical made up of one team with one overall mission, Let’s start taking care of each other.
• Take the time to learn the system and share your knowledge.
• Your competition should be the person staring back at you in the mirror, Just do your best!!
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DUINS/MSCIPP BOARDS
• Administrative not statutory board
• Board sponsor is NMETC
• Conducted same as statutory board
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DUINS/MSCIPP BOARDS
• Membership– Corps specific
• 5 Community members– Female, minority– HCS– HCA
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DUINS/MSCIPP BOARDS
• Quotas established by NMETC
• Alternates: – Board discretion– Not all programs/specialties
• Priorities established by communities and NMETC
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DUINS/MSCIPP BOARDS
• Review process similar to Selection Boards– Initial double review of records– Marks/grades – Competition or not
• Board room vs. Tank decisions
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DUINS/MSCIPP BOARDS
• Selection Criteria– GRE/GMAT– GPA– Program Relevance– Career Potential– Promotion Zone Flow Point
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DUINS/MSCIPP BOARD
• MSCIPP – Interview sheets– Potential for promotion
• Applications– SPELL CHECK/GRAMMAR– Shadow MSC– Personal Statement
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DUINS/MSCIPP BOARD
• Advice to Non-Selects– Try again if really serious– Don’t shop for a program– Get involved in command/community– HCA vs. HCA Masters
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Failure of Selection (FOS)
• Have your record reviewed by a senior officer (or several)
• Listen to their comments/suggestions
• MUST prepare letter to the board
• Include 2-3 recommendations from current/former COs, specialty leader or O7 and above
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Failure of Selection (FOS)
• Any new or missing information (maybe assumed a position of increased responsibility or earned an award)
• Don’t send in too much information
• No videos/CDs/thesis/etc.
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Failure of Selection (FOS)
• Cover letter to the board– Keep it short/brief– If explanation of perceived decline in
performance, state facts (don’t attack rater)– Why you deserve to be promoted to the next
rank (keep it short, no more than one paragraph)
– Explain competitive group dynamics (rated with other directors/department heads)
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Failure of Selection (FOS)
• Keep your chin up! But….be realistic.
• Even the best can be passed over, sometimes it is just a “numbers game”
• Talk to others who have been in the same situation. They have much advice to offer.
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E8/E9 Selection Boards
• Difference between selection processes
• Writing Fitreps for the E8/E9 selection boards
• Factors for selection
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• QUESTIONS??