Presentation on theme: "MEDICAL DEPARTMENT OFFICER DISTRIBUTION BRANCH (PERS 4415)"— Presentation transcript:
1MEDICAL DEPARTMENT OFFICER DISTRIBUTION BRANCH (PERS 4415) Good morning….Introduce Duane, Ray, and selfNEXTCAPT Leigh Wickes, MSC, USNCAPT Clarence Thomas, MSC, USNCDR Ray Stiff, MSC, USNLCDR Chris Morrison, MSC, USN
2OVERVIEW NPC Mission Assignment process Fitness Reports Selection Boards Preparation/Selection BoardsDuring this brief we are going to discuss theNPC MissionThe Assignment ProcessFitness ReportsAnd Selection BoardsNEXT
3To support the needs of the Navy by providing the Fleet with the right person in the right place at the right time. We strive to satisfy our Sailors’ personal goals and improve their quality of life; we will provide them with meaningful and rewarding career opportunities, promote and retain the best, and ensure fair and equitable treatment of all hands, by all hands, at all times. Mission First…Sailors OnlyYou can read the NPC Mission Statement here but the bottom line is that we are charged with taking care of our PEOPLE while properly satisfying Navy mission needs.In doing so we are always focused on:Getting the command the right person they need to accomplish their missionEnsuring the officer continues to grow and progress in their careerTending to the personal and family needs of the memberNEXT
4ASSIGNMENT PROCESS Key Players: Detailer - Officer’s advocate; ensure career and personal concerns are balanced with the needs of the Navy; advocate for all subspecialties; career counseling/career management/assignments.Specialty Leader - SG’s advocate for community-specific concerns including: billet distribution, training, accessions, professional and career development. Specialty Leader advises Detailer on requirements and Officers within their community – does not detail!Placement Officer - Command’s advocate; single POC for manning concerns; work collaboratively with BUMED, Regions, Commands, Detailers and Community Managers to properly distribute personnel resources across the enterprise.Three players in the Assignment ProcessDetailerSpecialty LeaderPlacement OfficerOf these three WHO is responsible for the assignment?The Detailer…NEXT
5ASSIGNMENT PROCESS Duties of the Detailer: Negotiate and propose ordersProvide career counseling to service membersDetailing Triad (needs of the Navy, career needs, personal needs)Communicate with the Specialty LeadersNominate members and recorders for BoardsVisit commands to speak with service membersDutiesNEXT
6ASSIGNMENT PROCESS Rules of Engagement: Billet Funding – “No billet/No body”Billet Coding (Grade, SUBSPEC, AQDs etc…)e.g. One-up/One-downProjected Rotation Date (PRD) – Members are expected to remain in their assignment until their PRDMinimum Tour LengthCONUS to CONUS – 24 monthsCONUS shore to CONUS sea – 12 monthsTo OCONUS Sea or shore – DOD prescribed tourOCONUS to CONUS (sea or shore) – 12 monthsSpecial circumstancesE.g.. Overseas – Over 3 dependents requires a waiverEFM - Ensure update is completed every 2 yearsGSA orders are PCS with follow on negotiatedIA orders are TDY from your local command
7ASSIGNMENT PROCESS Talk with SL about Specialty needs/options Contact detailer early…12 months from PRDBe honest – lay out all cards, family, schoolRemember diversity of assignmentsConsider promotion timelinesHave facts correctDetailers take notes and network constantlys > 1/4 page…indicative of phone callMilitary bearing will show in an /phone call“Hiding out” will lead to disasterDon’t use “retirement trump card” – difficult to reverse
9FITNESS REPORTSSingle most important personnel management tool - impacts all personnel decisions.Performance documentation from entry to separation - continuity.Performance is everything! Make the best of every situation.Boards select based on the written record - the written record IS the individual.
10FITNESS REPORT NARRATIVES Do not write a job description in block 41- already in block 29.State performance with outcomes and metrics.Does the narrative match the grades?Is there a written promotion recommendation?If you have questions/concerns regarding your FITREP, discuss with reporting senior before signing.
11FITNESS REPORT NARRATIVES Reporting Seniors must clarify marks/also break out MP and P officers if large groups.Forced distribution. “My #1 MP, would have been EP but ranked against highly competitive senior officers”.“My #1 LCDR out of 25 of all designators”Headquarters commands—large pool of “stars”—comments especially important.Reporting Seniors should clarify any “blanket command policies regarding ranking” in the narrative (i.e. newly promoted officers do not receive “EP” rankings).
12SAMPLE NARRATIVE FORMAT Short opening statement – Breakout!#3 of 15 LCDRs regardless of designator (esp. if 1/1 billet)“If not for forced distribution and being junior LT…”White spaceSeveral bullets with most important listed firstCause and effect (impact) bulletsClosing statement with promotion recommendation.Command recommendation if up for CAPT.Statement is critical when serving in 1/1 assignment. EP marking is not a stand alone if the narrative is weak/marginal.
13OTHER IMPORTANT FITNESS REPORT BLOCKS Block 29: 14 character/space primary job abbreviation—use your leadership role, e.g., Director, DH, etc. rather than specialty.Include job scope - # of people supervised, budget oversight if applicable (optional for operational billets).Block 40: Don’t leave blank! Milestones should be consistent with rank and specialty. Be realistic—don’t recommend a brand new O-4 for MTF CO.
14FITNESS REPORTSDon’t repeat bullets from previous fitness reports—each FITREP should present new material. If each FITREP sounds the same during a tour, it doesn’t show growth and development—can be a negative factor.Be smart and know the BUPERSINST A—don’t depend on others to know it. It is your career, manage it.
15FITNESS REPORT ISSUES IMPACT ON PROMOTION Detailer perspective when reviewing Failure to Select (FOS) Fitness Reports:Narratives - not written for impact, too technical, job descriptions rather than performance, no demonstrated growth or increasing responsibility, no further job/promotion recommendations, stock comments or phases—not meaningful comments, and too much repetition from report to report.Did not break out from the pack either in EP or MP ratings or in the narrative.Accomplishments/contributions as a Naval officer, MSC officer, and a professional--must be addressed in the narrative.
16FITNESS REPORTS SUMMARY Performance, performance, performance! Diversity of assignments and responsibilities.Remember – no specialty-specific jargon…write so ALL board members will understandWrite cause and effect bulletsNot just a list of what you did; emphasize IMPORTANCE of accomplishmentsLastly, do spell check—sounds like a no-brainer but it happens and it reflects poorly on both the command and the officer………
18SELECTION BOARD PREPARATION Start about 1 year before in zoneRequest record review with detailer (optional)Order your record on CD https://www.bol.navy.mil/Check OSR/PSR/ODC online - https://www.bol.navy.mil/Regular FITREP ContinuityPersonal AwardsEducation information-- degrees & service schoolsAQDs
20RECORD PREPARATIONThe week before the board convenes, Head Recorder & Assistant Recorders review each eligible record for completeness.Manual Reviews - Done as a courtesy to eligibleFITREPS for last 5 yearsVerify Awards/EducationCheck that OSR/PSR accurately reflects FITREP grades & awardsMissing FITREPS are identified and posted on BOL; “missing FITREP” messages are NOT sent from PERS – Officers in zone should check BOL periodically for this informationRecords NOT up to date reflect on the eligible officer being considered!
21BOARD CONVENES Voting members arrive and are sworn in Records are randomly assigned to a primary reviewer - members review & grade records in boardroomsReviewers go through your record and make notes to brief your record before the full boardMembers brief & vote records in tankSome board presidents will allow members with personal knowledge of the member to voice positive comments. No negative information is ever permitted, unless it is documented in the fitness report!Review, grade, brief & vote until number of tentative selects equal the number authorized
22RECORD REVIEWSThe Selection Board reviews your digital service record through the use of EMPRS, the Electronic Military Personnel Record SystemContains Fitness Reports and information from your microfiche/CD
23IN THE TANKReviewed records (OSR/PSR with member annotations) are electronically forwarded to the voting area (“The Tank”)Head Recorder calls your name and number, and your primary reviewer begins to talk about your recordOther members listen and vote when they’ve heard enoughSimulated tank session with fictitious training record
26PROMOTION OBSERVATIONS Performance is the Number ONE indicatorOSR cover page complete/up-to-dateAdditional QualificationsOther Degrees (outside of specialty)SubspecialtiesAvoid “NOT Observed” FITREPs for long periods (if possible)
27QUESTIONS? CAPT Leigh Wickes (901) 874-3756 firstname.lastname@example.org CAPT Clarence Thomas (901)CDR Raymond Stiff (901)LCDR Chris Morrison (901)Web Site:Address: Detailer NameNavy Personnel Command (PERS 4415)5720 Integrity DriveMillington, TN 38055