3 Officer Promotion Plan Completed by Promotion Planners in Washington (OPNAV-13) with input from community managersa 5-year plan used to estimate end strength requirements and promotion opportunitiesonly current year is fixed - out years subject to change as needed to manage end strengthPercentage to Select by Pay Grade and Board(MC, NC, MSC, DC)There is a lot of planning that must take place before any promotion board is convened in Millington. I will give you an overview of the promotion planning process.Every year a promotion plan is written by promotion planners in N13 in Washington, D.C. The promotion plan lists promotion opportunity and identifies the zones for the upcoming boards. This promotion plan becomes the basis for the Zone ALNAV which is released every year in December. The Zone ALNAV delineates who is eligible for a promotion board by lineal number. By Navy policy eligibles must receive 30 days notice that they are eligible prior to a board being convened. In addition a five year zone forecast is published to help detailers project when an eligible may be “In Zone” for promotion. A separate Flag Plan is released each year which cover flag officer promotion boards.
4 Promotion Opportunity Opportunity: “Chance” of selection (determines zone size)Selection Rate: % of all officers selected for promotionIncludes officers selected from above/in/below the zoneMax Below Zone Legal Limit: 15% / Navy Policy 10%Above Zone: No limitFlow Point: Average years of service when an officer is promoted (paid) to the next grade.
5 Promotion Opportunity Eligible by ZoneTotal Eligible60 AZ40 IZ+= 100EligibleOfficersBut..!40 IZ x 50% = 20 Selects
6 Help, I’m in zone! What do I do now? Order CD online at BUPERS webpageView OSR/PSR online at BUPERS webpageDo this at least 12 months and 6 months before promotion boardCheck everything in your record -- if not there, send to the board.
7 Maintaining Your Record Check for:Regular FITREP Continuity (no gaps greater than 90 days)Awards (NAM and above only)Education InformationService Schools (at least two weeks in length)Special Qualifications (AQDs)
8 Letters to the BoardNot needed if your record is ready (recommend 30 days prior)Don’t send volumes -- keep pertinentDon’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)
9 Board Correspondence (Up to Board convening date) Letter to Board:Addressed to Board President from the eligible officerMay include anything eligible officer feels should be included in board deliberations. Use discretion!!!Normally used to forward Letters of RecommendationFitness reports (usually included in Letter to Board)Validated by appropriate NPC authority (if not validated not accepted)No third party correspondence
10 YOUR PERFORMANCE IS UNKNOWN IF YOUR RECORD IS NOT UP TO DATE!!! Board Recorder WeekSTARTS ONE WEEK PRIOR TO BOARDManual Reviews (DONE AS A COURTESY TO ELIGIBLE!)Regular Fitreps for the last five yearsCheck that OSR/PSR accurately reflects fitrep grades and awardsVerify Awards / EducationMessages sent for missing fitreps only!YOUR PERFORMANCE IS UNKNOWN IF YOUR RECORD IS NOT UP TO DATE!!!
11 BOARD COMPOSITION 4 Community Members & 1 URL (minimum) 1 HCA 1 CCS 1 HCSMinority, Female, Reserve
12 Typical Board Flow Members report Members split into specific boards Review PreceptTake OathsRecorders Admin remarks and briefingsMembers split into specific boardsMembers review and grade records in boardroomsMembers brief and vote records in tankReview, grade, brief and vote until number of tentative selects equal the number authorized.
13 Precept Letter Membership, Date, and Location Selection Standard Authorized Percentage to SelectShow Cause DeterminationGeneral Procedural GuidanceSkills GuidanceEqual OpportunityBoard ReportsOaths
17 Reporting Senior’s Cum Averages are a snapshot in time Not 100% accurate -- a snapshot in time. Will update 90 days after the end of a regular reporting period. Boards are told to use the reporting senior’s cum as a guide to promotion but not a absolute indicator.
25 Full Record Review & Brief (AZ/IZ only) Random distribution to ensure impartialityFirst Review - RandomSecond Review - by same designator, if first review was notMember reviews all fitreps, etc -- annotates highlights on OSR/PSR for tankGrades recordBriefs record in tank
26 Vote to Brief (Below Zone Records) OSR / PSR projected with no annotations“NAKED BRIEF” - No scrub by RecordersInitial vote is either 100 (Yes) or 0 (No)Required number of 100 votes is determined by majority vote after all records are projectedBZ records are added to the first crunch for review and a full briefBZ eligibles don’t incur a failure of selection
27 FITREP ObservationsWrite your FITREP for a board member. Writing FITREPS is an art, master it.Include career milestonesRank in peer groupAwardsDon’t use job specific language/acronymsWarfare Qualificationsfuture billet / promotion recommendationsIf 1/1 get ranked out in narrative
28 FITREP ObservationsPay attention to Promotion Recommendations. Trend to the right.Pay attention to your averages and RS averages.Earn a “KISS” goodbye
29 FITREP ObservationsAvoid 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 FITREPSSay what needs to be said…..board members struggle with “what message is the reporting senior trying to send?”Wow the reader of the FITREP
30 Promotion Observations Performance in competitive jobs is the number ONE indicator of success - past and futureHard jobs are betterFilling in blocks of OSR is very good:Additional qualsMasters/Advanced DegreesSubspecialties
31 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.”
32 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.”
33 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 He is an outstanding officer and deserves to be promoted at the earliest opportunity.”
34 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.”
35 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.”
36 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”
38 Recommendation for Promotion Don’t send mixed signals!OR??
39 FITREP ObservationsWE 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!!
40 DUINS/MSCIPP BOARDS Administrative not statutory board Board sponsor is NMETCConducted same as statutory board
41 DUINS/MSCIPP BOARDS Membership 5 Community members Corps specific Female, minorityHCSHCA
42 DUINS/MSCIPP BOARDS Quotas established by NMETC Alternates: Board discretionNot all programs/specialtiesPriorities established by communities and NMETC
43 DUINS/MSCIPP BOARDS Review process similar to Selection Boards Initial double review of recordsMarks/gradesCompetition or notBoard room vs. Tank decisions
44 DUINS/MSCIPP BOARDS Selection Criteria GRE/GMAT GPA Program Relevance Career PotentialPromotion Zone Flow Point
46 DUINS/MSCIPP BOARD Advice to Non-Selects Try again if really serious Don’t shop for a programGet involved in command/communityHCA vs. HCA Masters
47 Failure of Selection (FOS) Have your record reviewed by a senior officer (or several)Listen to their comments/suggestionsMUST prepare letter to the boardInclude 2-3 recommendations from current/former COs, specialty leader or O7 and above
48 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 informationNo videos/CDs/thesis/etc.
49 Failure of Selection (FOS) Cover letter to the boardKeep it short/briefIf 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)
50 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.
51 E8/E9 Selection Boards Difference between selection processes Writing Fitreps for the E8/E9 selection boardsFactors for selection