1. Provide an Overview of the Reserve Component
Show Slide #1: Provide an Overview of the Reserve Component
Title: Provide an Overview of the Reserve Component
References: AR Unfavorable Information, AR Army Training and Leader Development (*RAR 001, 08/04/2011), AR Promotion of Commissioned Officers and Warrant Officers other than General Officers, DA Pam Commissioned Officer Professional Development and Career Management.
Section I. Administrative Data
Academic Hours/Methods
02 hrs. / 00 min. DSL (large or small group discussion)
00 hrs. / 00 min. PE (Practical Exercise)
00 hrs. / 00 min. Test
00 hrs. / 00 min. Test Review
00 hrs. / 00 min. Total Hours
Section II. Introduction:
Method of Instruction: DSL (large or small group discussion)
Facilitator's to Learner Ratio: 1:30
Time of Instruction: 00 hrs. / 05 min.
Media: PowerPoint Presentation
Facilitator's Material: Each primary Facilitator should possess a lesson plan, slide deck, course handouts, and summary sheet containing AR , AR 350-1, AR , and DA Pam
Learner’s Material: Learners should possess course handouts, summary sheet containing AR , AR 350-1, AR , and DA Pam with access to Bb and standard classroom supplies.
Facilitator's Note: "All required references and technical manuals will be provided by the School House“
Motivator (Concrete Experience): No matter how hard you try, not every quality soldier stays in the Active Component (AC). Does that mean your responsibility to the soldier and to the Army ends? Of course not, it marks the beginning of your responsibility to help soldiers prepare for their transition to civilian life. All soldiers deserve quality career assistance whether they remain in the AC, affiliate with the Reserve Component (RC) or completely transition to civilian life.

2. Terminal Learning Objective
Action: Provide an Overview of the Reserve Component
Conditions: FM Leaders in a classroom environment working as a member of a small group, using doctrinal and administrative publications, self-study exercises, personal experiences, practical exercises, handouts, and discussion.
Standard: With at least 80% accuracy (70% for international learners)
Conduct overview of the reserve officer career progression
Prepare for reserve officer promotion boards
Identify Officer professional military education/courses
Show Slide #2: Terminal Learning Objectives
Facilitator Note: Read/State the TLO
Action: Provide an Overview of the Reserve Component
Conditions: FM Leaders in a classroom environment working as a member of a small group, using doctrinal and administrative publications, self-study exercises, personal experiences, practical exercises, handouts, and discussion.
Standard: With at least 80% accuracy (70% for international learners)
Conduct overview of the reserve officer career progression
Prepare for reserve officer promotion boards
Identify Officer professional military education/courses
Safety Requirement: In a training environment, leaders must perform a risk assessment in accordance with DA PAM , Risk Management. Leaders will complete a DD Form 2977 DELIBERATE RISK ASSESSMENT WORKSHEET during the planning and completion of each task and sub-task by assessing mission, enemy, terrain and weather, troops and support available-time available and civil considerations, (METT-TC). Local policies and procedures must be followed during times of increased heat category in order to avoid heat related injury. Consider the work/rest cycles and water replacement guidelines IAW TRADOC Regulation
Risk Assessment Level: Low
Environmental Consideration: Environmental protection is not just the law but the right thing to do. It is a continual process and starts with deliberate planning. Always be alert to ways to protect our environment during training and missions. In doing so, you will contribute to the sustainment of our training resources while protecting people and the environment from harmful effects. Refer to FM Environmental Considerations and GTA ENVIRONMENTAL-RELATED RISK ASSESSMENT.
Evaluation: No exam with this lesson.
Instructional Lead-in: Most of us would agree that, to perform effective counseling, we must be well versed in the composition, and benefits of Reserve Component affiliation. When faced with a question about one of these areas, we must be prepared to deliver a precise answer reinforced by reference material and regulations.

3. ARCD Mission and Locations
8th Battalion
Fort Snelling, MN
Ops
2nd Battalion
Coraopolis, PA
Ops
ARCD Mission:
Shape and sustain the strength of the Army Reserve through aggressive retention, transition, and career management programs to support continuum of service and human capital requirements.
13th Battalion
Aurora, CO
Ops
10th Battalion
Whitehall, OH
Ops
7th Battalion
Marysville, WA
Ops
1st Battalion
Devens, MA
Ops
3rd Battalion
Ft Story, VA
Ops Ext 11264
4th Battalion
Fort Jackson, SC
Ops
Show Slide #3: Army Reserve Careers Division Mission and Locations (ARCD)
Learning Step/Activity 1. Conduct overview of the reserve officer career progression.
Method of Instruction: DSL (large or small group discussion)
Facilitator to learner Ratio: 1:30
Time of Instruction: 00 hrs. / 20 mins
Media: PowerPoint Presentation, Printed Reference Materials
21st Century Soldier Competencies: The 21st Century Soldier Competencies are essential to ensure Soldiers and leaders are fully prepared to prevail in complex, uncertain environments. Throughout the lesson discussions, seek opportunities to link the competencies with the lesson content through the Learner’s experiences.
Facilitator's Note: Before facilitating this lesson, ask the Learners which of the 21st Century Soldier Competency do they think pertain to this lesson? Facilitate a discussion on the answers given and at the end of the lesson revisit it and see if the Learners still believe their choice are the same.
Note: For this lesson these competencies should be talked about.
#6. Communication and engagement (oral, written, and negotiation)
#5. Teamwork and collaboration
#1. Character and accountability
#8. Cultural and joint, interagency, intergovernmental, and multinational competence
#7. Critical thinking and problem solving
#9. Tactical and technical competence (full spectrum capable)
Facilitator’s Note: Transition into lesson by reading out the different battalions and facilitate discussion using the slide, explain that this is where the Battalions are located and that each BN covers a region.
ARCD Mission is to shape and sustain the strength of the Army Reserve through aggressive retention, transition, and career management programs to support continuum of service and human capital requirements.
Below and listed on the slides are their battalion’s locations and operations information numbers.
ARCD Gillem Enclave, GA
1st Battalion Devens, MA Ops
2nd Battalion Coraopolis, PA Ops
3rd Battalion Ft Story, VA Ops Ext 11264
4th Battalion Fort Jackson, SC Ops
5th Battalion Orlando, FL Ops Ext 2365
6th Battalion Birmingham, AL Ops
7th Battalion Marysville, WA Ops
8th Battalion Fort Snelling, MN Ops
9th Battalion St Charles, MO Ops Ext 2508
10th Battalion Whitehall, OH Ops
11th Battalion Los Alamitos, CA Ops
12th Battalion Grand Prairie, TX Ops
13th Battalion Aurora, CO Ops
11th Battalion
Los Alamitos, CA
Ops
ARCD
Gillem Enclave, GA
9th Battalion
St Charles, MO
Ops Ext 2508
12th Battalion
Grand Prairie, TX
Ops
5th Battalion
Orlando, FL
Ops
Ext 2365
6th Battalion
Birmingham, AL
Ops

4. Target Population: WO1 – CW4 & 2LT – LTC
CMO Purpose
Purpose of the Career Management Office (CMO): To assist in the development of Army Reserve officers with the correct skill sets to meet operational and functional requirements; simultaneously developing their leadership, technical competence, and professional skills through progressively more challenging duty assignments, training, and education. Officers who are not educationally qualified, decrease their chances of being promoted significantly!
Show Slide #4: Career Management Office Purpose
Facilitator’s Note: Facilitator read and facilitate discussion using the slide, and emphasize that Soldiers not educationally qualified decrease their chances of being promoted.
Purpose of the Career Management Office (CMO):
To assist in the development of Army Reserve officers with the correct skill sets to meet operational and functional requirements; simultaneously developing their leadership, technical competence, and professional skills through progressively more challenging duty assignments, training, and education.
Target Population: WO1 – CW4 & 2LT – LTC
Officers who are not educationally qualified, decrease their chances of being promoted significantly!
Target Population: WO1 – CW4 & 2LT – LTC

5. CMO Key Tasks
Contact, counsel and track officers who are not Educationally Qualified (EQ)
Assist officers with military education enrollment process
Provide guidance for preparing promotion board files
Conduct Army Selection Board Systems (ASBS) scrubs
Assist officers in locating Key Developmental (KD) positions
Provide one-on-one service and self-help resources to officers
Schedule and conduct regional forums  
Show Slide #5: CMO Key Tasks
Facilitator’s Note: Facilitator read and facilitate discussion using the slide and emphasize that we are assistants in the process. We provide guidance and assistance, we do not take the place of the command or the individual officer’s management responsibility.
CMO Key Tasks
Contact, counsel and track officers who are not Educationally Qualified (EQ).
Assist officers with military education enrollment process.
Provide guidance for preparing promotion board files.
Conduct Army Selection Board Systems (ASBS) scrubs.
Assist officers in locating Key Developmental (KD) positions.
Provide one-on-one service and self-help resources to officers.
Schedule and conduct regional forums.  

6. Stay Informed with S1 NET
Show Slide #6: Stay Informed with S1 NET
Facilitator’s Note: Facilitator read and facilitate discussion using the slide highlighting the importance of staying connected through S-1 net.
Stay Informed with S1 NET
S1 NET Provides Weekly s on:
ALARACTs (All Army Activities) Messages
MILPERs (Military Personnel) Messages
Board Announcements
TPU Position Vacancies
Various other good to know information.
Note: Why aren’t you a member of S1Net?
Provide learners with the following link,
S1 NET Provides Weekly s on:
ALARACTs (All Army Activities) Messages
MILPERs (Military Personnel) Messages
Board Announcements
TPU Position Vacancies
Various other good to know info
Why aren’t you a member of S1Net?

7. Promotion Boards Show Slide #7: Promotion Boards
Facilitator’s Note: Transition to promotion boards and facilitate discussion using the slide.
Next we will have discussions dealing with promotion boards.
On screen you’ll see an example of a promotion board room.
Each desk has 2 screens.
The members can bring up your DA photo on one screen and scan through your ORB, OERs, and board files on the other.

8. Where to find Board Schedules1 2 3 4
Show Slide #8: Where to find Board Schedules
Facilitator’s Note: Facilitator read and facilitate discussion using the slide and link provided to show learners what the website looks like.
Note: Have learners login to the following link,
To find out information about upcoming boards have learners go into the HRC website.
“Career”,
“Boards and Promotions”
and click on “Selection Boards” 5

9. HRC publishes eligibility list for all zones and branches
MILPER Message
MILPER Message is published by HRC detailing the Zones of Consideration
Each CMO creates internal eligibility list for all zones from SMS Watch list
HRC publishes eligibility list for all zones and branches
Each CMO compares HRC eligibility list with SMS list to ensure all eligible officers are considered
Show Slide #9: Career Management Office (CMO) in promotion boards
Facilitator’s Note: Facilitator read and facilitate discussion using the slide and emphasize the underlined areas showing the role of the CMO in promotion boards.
MILPER Message is published by HRC detailing the Zones of Consideration.
Each CMO creates internal eligibility list for all zones from SMS Watch-list.
HRC publishes eligibility list for all zones and branches.
Each CMO compares HRC eligibility list with SMS list to ensure all eligible officers are considered.
If a discrepancy is found, the CMO researches and submits an Add/Delete Sheet to Promotions Branch if necessary.
CMO compares ASBS files with eligibility roster throughout scrub process.
Facilitator’s Note: Transition into Check on Learning and summary of 1st LSA.
CMO compares ASBS files with eligibility roster throughout scrub process
If a discrepancy is found, the CMO researches and submits an Add/Delete Sheet to Promotions Branch if necessary.

10. LSA #1 Check On Learning
True or False: Q1: One of the key task for the CMO is to contact, counsel and track officers who are not educationally qualified. A1: True Q2: Another key task for the CMO is to conduct scrubbing of the selection board systems. A2: True Q3: CMO compares HRC eligibility list with SMS list to ensure all eligible officers are considered. A3: True
Show Slide #10: LSA #1 Check on Learning
Facilitator's Note: Ask the following check on learning questions, facilitate discussion on answers given.
True or False:
Q1: One of the key task for the CMO is to contact, counsel and track officers who are not educationally qualified.
A1: True
Q2: Another key task for the CMO is to conduct scrubbing of the selection board systems.
A2: True
Q3: CMO compares HRC eligibility list with SMS list to ensure all eligible officers are considered.
A3: True

11. LSA #1 Summary Show Slide #11: LSA #1 Summary
Facilitator's Note: In this lesson, we discussed and had overview of the reserve officer career progression, their battalion’s locations and operations information. The purpose of the Career Management Office, their key tasks, and the promotion boards and where to find board schedules.
“Or”
Facilitator, have each group as a group write down one major main lesson learnt from this LSA, allow a few minutes for them to interact. Once all groups have their one major learnt lesson written, pass it to another group to compare their answer. Facilitate a discussion on each major learnt lesson mentioned by each group.

12. Your Responsibilities
READ the entire MILPER message from HRC! The answers are in the MILPER…
Pay close attention to:
Date of last submission for board file documents
Date your board file closes for your review
Ensure iPERMs is up to date with all civilian and military documents.
Contact the Evaluation’s Branch at HRC if you are missing OERs or 1059s, these cannot be iPERM’d by the unit and must be snail mailed to HRC.
For submission of all other missing documents contact your unit’s Record Manager (RM) at your unit.
iPERMing documents is easy so don’t let anyone tell you otherwise (it only takes a few minutes for each document), make sure they use the HIGH PRIORITY setting
Take/update your DA Photograph (IAW DA ), not having a photo is bad…
Submit an ORB (DA Form 4037) or DA Form 2-1 (recommend ORB, self generated and submitted IAW the instructions in the MILPER message, not an ARB/SRB)
Only send letter to Board President if you have important information that is not addressed in your file. DO NOT write a letter to thank the board for considering you.
FAILURE TO COMPLY WITH THESE INSTRUCTIONS WILL BE VIEWED AS A “LACK OF DUE DILIGENCE” ON YOUR PART quote pulled directly from a MILPER message
Show Slide #12: Your Responsibilities
Learning Step/Activity 2. Prepare for reserve officer promotion boards.
Method of Instruction: DSL (large or small group discussion)
Facilitator to learner Ratio: 1:30
Time of Instruction: 00 hrs. / 30 mins
Media: PowerPoint Presentation, Printed Reference Materials
Facilitator’s Note: Facilitator read and facilitate discussion using the slides bullets and emphasize how important it is to read the MILPER message.
The MILPER message will provide the Soldier the cutoff dates to submit documents, letter to the board, etc.; the address where to send these items; and if waivers will be granted and how to request one.
READ the entire MILPER message from HRC! The answers are in the MILPER…
Pay close attention to:
Date of last submission for board file documents.
Date your board file closes for your review.
Ensure iPERMs is up to date with all civilian and military documents.
Contact the Evaluation’s Branch at HRC if you are missing OERs or 1059s, these cannot be iPERM’d by the unit and must be snail mailed to HRC.
For submission of all other missing documents contact your unit’s Record Manager (RM) at your unit.
iPERMing documents is easy so don’t let anyone tell you otherwise (it only takes a few minutes for each document), make sure they use the HIGH PRIORITY setting.
Take/update your DA Photograph (IAW DA ), not having a photo is bad.
Submit an ORB (DA Form 4037) or DA Form 2-1 (recommend ORB, self-generated and submitted IAW the instructions in the MILPER message, not an ARB/SRB).
Only send letter to Board President if you have important information that is not addressed in your file. DO NOT write a letter to thank the board for considering you.
Letter to the Board should be short (about 1 paragraph) discussing non-rated time
FAILURE TO COMPLY WITH THESE INSTRUCTIONS WILL BE VIEWED AS A “LACK OF DUE DILIGENCE” ON YOUR PART quote pulled directly from a MILPER message

13. DA Photo Requirements DA Photos are not optional!
A new photo is required when:
Promoted to 1LT or CW2
Received an ARCOM or higher
Every five years for officers
90 days after deployment if photo is invalid
When directed by your BN CDR (or
equivalent), when there has been a major
change in appearance
Here’s how to make an appointment at:
** Requirements pulled from DA Reg Photographs for Military Human Resource Records
Show Slide #13: DA Photo Requirements
Facilitator’s Note: Facilitator read and facilitate discussion using the slide.
DA Photos are not optional!
A new photo is required when:
Promoted to 1LT or CW2.
Received an ARCOM or higher.
Every five years for officers.
90 days after deployment if photo is invalid.
When directed by your BN CDR (or equivalent), when there has been a major change in appearance.
Here’s how to make an appointment at on the Visual Information Ordering Site.
** Requirements pulled from DA Reg Photographs for Military Human Resource Records**

14. DA Photos Show Slide #14: DA Photos
Facilitator’s Note: Facilitator facilitate discussion using the slide and examples of good DA photos. All awards, badges, ribbons properly aligned.
Spend time discussing DA photo.
Must be within 5 years, though recommend within 2 years.
Must be in current grade.
All awards on uniform must be scanned in to iPERMS;
unit awards on uniform must be those earned not those authorized to wear while assigned to unit.

15. Your ORB Matters Show Slide #15: Your ORB Matters
Enlisted OCONUS duty assignments are listed in Assignment Information
Show Slide #15: Your ORB Matters
Facilitator’s Note: Facilitator read and facilitate discussion using the slide and inform learners that it is extremely important that they update their ORB prior to the board convening.
Enlisted OCONUS duty assignments are listed in Assignment Information.
Clearances should be up to date (10 years Secret / 5 years Top Secret) Physical date should be within 1 year.
Tour credit should match OSR.
Military education should accurately reflect MEL and be supported with AER / Certificates.
Deployment history should match assignment history.
Enlisted duty assignments are not listed in Assignment.
Enlisted duty assignments are not listed in Assignment History

16. Voting Buttons (6-1) (+/-)
What does the board see?
Voting Buttons (6-1) (+/-)
1. ENCLOSURES
DA Photo
ORB or DA Form 2-1
Letter to Board President
2. Disciplinary
Article 15
GOMOR
Courts Martial
3. Performance
Officer Evaluation Reports (OERs)
DA 1059, Military Schools
4. Education
College Diploma
Transcripts
5. Commendatory
Military Awards
Show Slide #16: What does the board see?
Facilitator’s Note: Facilitator read and facilitate discussion using the slide and inform learners that when the board pulls up their file it looks like this.
Note: Voting Buttons (6-1) (+/-)
ENCLOSURES
DA Photo
ORB or DA Form 2-1
Letter to Board President
Disciplinary
Article 15
GOMOR
Courts Martial
Performance
Officer Evaluation Reports (OERs)
DA 1059, Military Schools
Education
College Diploma
Transcripts
Commendatory
Military Awards

17. Board Process & Show Cause
The board process has four Phases:
Phase 1 – Identify “fully qualified” officers
Phase 2 – Identify potential BZ selects
Phase 3 – Identify “best qualified” candidates
Phase 4 – Identify Show Cause candidates
Officers selected must show cause to remain in the USAR or face elimination (derogatory information, or extremely poor records, or both issues)
Removal of derogatory information in an OMPF is covered by AR Unfavorable Action there is a process (Chapter 7 Appeals and Petitions)
Show Slide #17: Board Process & Show Cause
Facilitator’s Note: Facilitator read and facilitate discussion using the slide.
The board process has four Phases:
Phase 1 – Identify “fully qualified” officers
Phase 2 – Identify potential BZ selects
Phase 3 – Identify “best qualified” candidates
Phase 4 – Identify Show Cause candidates
Officers selected must show cause to remain in the USAR or face elimination (derogatory information, or extremely poor records, or both issues).
Removal of derogatory information in an OMPF is covered by AR Unfavorable Action there is a process (Chapter 7 Appeals and Petitions).

18. Awards and Education Further Down
What does the board see?
Photo
Disciplinary will appear here “if applicable”
ORB
OERs/AERs
Awards and Education Further Down
Show Slide #18: What does the board see?
Facilitator’s Note: Facilitator read and facilitate discussion using the slide and explain to the learners that the board is able to view your DA photo, any disciplinary actions, ORB, OERs and AERs, and awards.
Disciplinary will appear here “if applicable
Photo
ORB
OER/AERs
Awards and Education Further Down

19. 2X NON-SELECT (Officer Only)
If an officer is a 2x non-select for CPT, MAJ or LTC one of three things will happen:
Selective Continuation (SELCON), serve additional years as prescribed by the board (usually 2), not to exceed MRD. Packet will go before the promotion board each year while SELCON’d.
CPT (2x Non-Select to MAJ) – Maximum is 20 Years
MAJ (2x Non-Select to LTC) – Maximum is 24 Years
Retirement
If eligible for retirement under any provision of law, be retired no later than the first day of the seventh calendar month beginning after the month in which the president approves the board.
Within two years of qualifying for retirement, shall be retained on active duty until he/she is qualified for retirement, unless sooner retired or discharged under another provision of law.
Discharged
1st day of the 7th month from the Board Release Date
Show Slide #19: 2X NON-SELECT (Officer Only)
Facilitator’s Note: Facilitator read and facilitate discussion using the slide.
If an officer is passed over for selection to CPT, MAJ or LTC twice (this does not include BZ looks) one of three things is going to happen.
The officer could get selected for Selective Continuation or SELCON which means they can serve additional years, usually 2 or 3. Their name will go before the board every year until the end of the SELCON and if they are not selected one of those years they will be considered for SELCON again.
If the officer is eligible for retirement they can retire.
If the officer is not selected for SELCON and cannot retire then they will be discharged on the 1st day of the 7th month after the board results were released.

20. HRC Mock Board Training
HRC has a mock board training program to walk through the entire board process, educate yourself
You can compare your potential file (OERs) against actual board files and see how the board scored those same files to have an idea of where your packet truly stands. Please be realistic…
Use this knowledge
to help make yourself
and those around you
better and see what
the board really sees!
Show Slide #20: HRC Mock Board Training
Facilitator’s Note: Facilitator read and facilitate discussion using the slide.
HRC has a mock board training program to walk through the entire board process, educate yourself.
You can compare your potential file (OERs) against actual board files and see how the board scored those same files to have an idea of where your packet truly stands. Please be realistic…
Use this knowledge to help make yourself and those around you better and see what the board really sees!
Facilitator’s Note: Transition into Check on Learning and summary of 2nd LSA.

21. LSA #2 Check On Learning
Q1: What are the four phases of the promotion board? A1: Phase 1 – Identify “fully qualified” officers Phase 2 – Identify potential BZ selects Phase 3 – Identify “best qualified” candidates Phase 4 – Identify Show Cause candidates True or False: Q2: DA Photos are optional for promotion O1-O2, and W1-W2. A2: False, DA Photos are not optional
Show Slide #21: LSA #2 Check on Learning
Facilitator's Note: Ask the following check on learning questions, facilitate discussion on answers given.
Q1: What are the four phases of the promotion board?
A1: Phase 1 – Identify “fully qualified” officers
Phase 2 – Identify potential BZ selects
Phase 3 – Identify “best qualified” candidates
Phase 4 – Identify Show Cause candidates
True or False:
Q2: DA Photos are optional for promotion O1-O2, and W1-W2.
A2: False, DA Photos are not optional

22. LSA #2 Summary Show Slide #22: LSA #2 Summary
Facilitator's Note: In this lesson, we discussed about your responsibilities for preparing for the reserve officer promotion boards, its DA photos requirements. The importance of the Officer Record Briefs, what the boards sees and its process for selection and non-selection. Awareness of the mark board training provided by HRC.
“Or”
Facilitator, have each group as a group write down one major main lesson learnt from this LSA, allow a few minutes for them to interact. Once all groups have their one major learnt lesson written, pass it to another group to compare their answer. Facilitate a discussion on each major learnt lesson mentioned by each group.

23. Officer Professional Military Education And Career Progression
Show Slide #23: Officer
Learning Step/Activity 3. Identify Officer professional military education/courses.
Method of Instruction: DSL (large or small group discussion)
Facilitator to learner Ratio: 1:30
Time of Instruction: 00 hrs. / 40 mins
Media: PowerPoint Presentation, Printed Reference Materials
Professional military education and career progression
Facilitator’s Note: Facilitator read and facilitate discussion using the slide and asking the learners the following statement.
You are the best career manage!
Note: Have learners vote on it, debate on it, re-vote, and have one volunteer for and one against explain their end results on the statement about the best career manager.

24. Educational Requirements
To 1LT:
Any Basic Officer Leader Course (BOLC) or Officer Basic Course (OBC)
To CPT:
Baccalaureate Degree (Need diploma and/or transcripts in iPERMS)
To MAJ:
Any Captains Career Course (CCC) or Officer Advance Course (OAC)
To LTC:
50% Legacy CGSOC, Resident ILE or ILE-CC PH1-3 Complete
To COL: (Senior Leadership Development Office Manages)
100% Legacy CGSOC, Resident ILE,ILE-CC PH1-3 Complete and AOC, or ILE-CC PH 1-3 Complete with AOC Alternative Credentialing Course
***PME requirements can be found in AR Army Training and Leader Development and AR Promotion of Commissioned Officers, Warrant Officers and Other Than General Officers
Show Slide #24: Educational Requirements
Facilitator’s Note: Facilitator read and facilitate discussion using the slide and refer learners to AR (OES Requirement), AR , dated 13 JUL 04 (Educational Promotion Requirement) and DA Memo 600-4, dated 9 FEB 04.
To 1LT:
Any Basic Officer Leader Course (BOLC) or Officer Basic Course (OBC).
To CPT:
Baccalaureate Degree (Need diploma and/or transcripts in iPERMS).
To MAJ:
Any Captains Career Course (CCC) or Officer Advance Course (OAC).
To LTC:
50% Legacy CGSOC, Resident ILE or ILE-CC PH1-3 Complete.
To COL: (Senior Leadership Development Office Manages)100% Legacy CGSOC, Resident ILE,ILE-CC PH1-3 Complete and AOC, or ILE-CC PH 1-3 Complete with AOC Alternative Credentialing Course.
Note 1: PME requirements can be found in AR Army Training and Leader Development and AR Promotion of Commissioned Officers, Warrant Officers and Other Than General Officers.
Note 2: LTC(P) and COLs are managed by SLDO only.
LTC(P) and COLs are managed by SLDO only

25. Captains Career Course (CCC)
The CCC prepares company grade officers to command Soldiers at the company, troop or battery level, and to serve as staff officers at battalion and brigade levels.
By FY17 all CCCs should be on a 4 Phase model. PH1 and 3 will be DL with PH2 and 4 resident. Current course setup varies by branch.
To Enroll:
Get with your ATRRS operator for the course you want to attend to check for availability (R8 screen) and check eligibility based off course prerequisites
Have your ATRRS operator submit an A1 application for the course you want and get the application approved to LVL 0, Quota Source must be RR and the NEXT ACC Block has to be blank
Submit a DA Form 4187 (school template) to your CMO. CMO will contact HRC to roll reservation, and submit the 4187 to HRC via SMS for orders 30-days prior to report date
Keep your APFT, HT/WT, PHA, HIV & Security Clearance current to receive a “Reserved Quota.” If you are not 100% “green” across the board you will not get a seat or orders
Show Slide #25: Captains Career Course (CCC)
Facilitator’s Note: Facilitator read and facilitate discussion using the slide.
The CCC prepares company grade officers to command Soldiers at the company, troop or battery level, and to serve as staff officers at battalion and brigade levels.
By FY17 all CCCs should be on a 4 Phase model. PH1 and 3 will be DL with PH2 and 4 resident. Current course setup varies by branch.
To Enroll:
Get with your ATRRS operator for the course you want to attend to check for availability (R8 screen) and check eligibility based off course prerequisites.
Have your ATRRS operator submit an A1 application for the course you want and get the application approved to LVL 0, Quota Source must be RR and the NEXT ACC Block has to be blank.
Submit a DA Form 4187 (school template) to your CMO. CMO will contact HRC to roll reservation, and submit the 4187 to HRC via SMS for orders 30-days prior to report date.
Keep your APFT, HT/WT, PHA, HIV & Security Clearance current to receive a “Reserved Quota.” If you are not 100% “green” across the board you will not get a seat or orders.

26. Command and General Staff Officer Course (CGSOC)
CGSOC is the Army’s formal education program for Majors and promotable Captains . It is a tailored education program designed to prepare new field-grade officers for their next 10 years of service.
***CPTs are not allowed to attend IAW the new AR dated 19 AUG 2014
MEL code = C1
50% Command and Staff College
Meet the current requirements for promotion consideration to LTC
50% Legacy Command and General Staff Officer Course (CGSOC) Or
Intermediate Level Education Common Core (ILE-CC) Phase 1-3
15 Week Resident Satellite Course
C-1 Not Eligible for SSC (War College)
Show Slide #26: Command and General Staff Officer Course (CGSOC)
Facilitator’s Note: Facilitator read and facilitate discussion using the slide and explain to the learners that ILE comes in a few flavors that we need to understand.
Currently to be eligible for promotion to LTC or COL you need to have:
50% of the Legacy CGSOC completed (100% for COL) –OR
Have completed PH 1-3 of ILE common core (distance learning, resident or TASS) –OR.
Have completed a board selected 15 week ILE common core satellite course.
If you have completed one of these your Military Education Level (MEL) code should reflect C1. C for 50% completion of CGSC and 1 for graduated.
Currently to be eligible to compete for a seat in the Senior Service College you need to have:
One of the things we already talked about plus:
Have been commissioned before 1994 –OR.
Have completed the Advanced Operations Course (AOC) –OR.
Have completed an AOC credentialing course (see AR 350-1, 3-37.i).
Alternatively if you were board selected and attended a 10 month resident CGSOC you meet all the criteria to compete for SSC.
In all of these cases your MEL Code should be B1.
B1-Eligible for SSC (War College)
Commissioned before 1994 Or
Advanced Operations Course (AOC)
AOC Credentialing Course (FA Courses)
MEL code = B1
100% Command and Staff College
Meet the current requirements for War College selection board Or
10 Month Resident Course

27. Command and General Staff Officer Course (CGSOC) (Cont.)
CGSOC Resident Opportunities
DA Board selected (meets every summer and is an OPT-IN BOARD)
10 month course at Ft Leavenworth, KS
15 week satellite course (Ft Dix, Ft Gordon, Ft Belvoir, Ft Lee & Redstone Arsenal)
10 month Western Hemisphere Institute for Security Cooperation ILE (Ft Benning, GA)
(WHINSEC requires DLPT on file prior to attendance, course is all in Spanish)
CGSOC-CC/ILE Nonresident Opportunities
Unit level ATRRS application and 4187 for each phase
Distributed Learning (DL)/ Active Duty for Training (ADT)/ Inactive Duty Training (IADT) Phase 1 - Active Duty for Training (2 weeks in length) “OR” Distance Learning Phase 2 - Inactive Duty Training (Drill weekends) (8 months) “OR” Distance Learning Phase 3 - Active Duty for Training (2 weeks in length) “OR” Distance Learning
The Total Army School System (TASS) Phase 1 - Active Duty for Training (2 weeks in length) Phase 2 - Inactive Duty Training (i.e. Drill weekends) (8 months in length) Phase 3 - Active Duty for Training (2 weeks in length)
Advanced Operations Course (AOC) Opportunities
Various ways to complete (One Year Long)
AOC Distributed Learning
Stability, Security and Development in Complex Operations (SSDCO)
Functional Area and Special Branch Schools and Programs
MILPER # ILE for CY16:
MILED-B1
15 week satellite course (Ft Dix, Ft Gordon, Ft Belvoir, Ft Lee & Redstone Arsenal)
MILED-C1
MILED-B1
HRC Boarded Process
MILED-C1
Non-Boarded Process
ILE Course Listing for FY16:
Show Slide #27: Command and General Staff Officer Course (CGSOC) (Cont.)
Facilitator’s Note: Facilitator read and continue facilitation on CGSOC using the slide.
The MER consists of all the positions in your Command(s). All positions currently tracked as vacant or projected to become vacant during the Manning Cycle (1 October March 2015) are highlighted. If you are aware of positions that should be considered in this Manning Cycle, rank them accordingly and make remarks in the REMARKS column as appropriate.
Commands should prioritize ALL of your authorized positions, to include: vacancies; those projected for vacancy; those that will become vacant, due to extenuating circumstances during the manning cycle; and, those positions not forecasted for vacancy.
Rank your Command's priorities, all *M Codes included, 1-N, with "N" being the last priority fill position in your Command. Please do not include O-6, Commander, IG, JAG, and Chaplain positions.
Example: A formation has 20 authorized projected Officer and Warrant vacancies (Officers and Warrants M1=5, M2=5, M3=5, M4=5). Prioritize your MER: Number all 20 sequentially by priority of fill; do not repeat any numbers (1-20); if you have M3 or M4 positions that you deem a higher priority for fill, rank them accordingly.
Additionally, if there are any positions on this list that you plan to locally realign, please identify those positions and the proposed replacement(s) in the REMARKS column as you prioritize your MER.
Officer Personnel Management Directorate (OPMD) distributes Reserve Officers according to the following Army Reserve Active Guard Reserve Manning Guidance (ARAGRMG) codes (M codes):
 M1 - fill to 100% of authorized strength.
M2 - fill to 90-95% of authorized strength.
M4 - fill to 70-75% of authorized strength.
M3 - fill to 80-85% of authorized strength. 
M5 (formations being deactivated or restructured) - fill to 60-65% of authorized strength.
Note: Excess, overlaps and double slotted officers count against your authorized strength.
This is the final input for your formation's MER for the Manning Conference. If your AM does not receive your MER by the prescribed suspense above, they will rank your MER for you for submission.
If there are any issues/concerns please do not hesitate to contact your AM (in the cc line).
RC Distribution Branch
V/R
Respectfully,
MAJ, AG
Simone S. Butler
Account Manager
Reserve Operations/Distribution Branch
Office:
MILED-B1

28. Command and General Staff Officer Course (CGSOC) (Cont.)
How to Enroll in non-boarded programs:
ATRRS operator submits an A1 application for the desired course:
Distance Learning ILE Common Core Phases 1-3
School Code: 701
Course Number: ILE-CC (DL)
2 week resident Phases 1 & 3
School Code: A701 (Dix), E701 (McCoy), G701 (Parks)
Course Number: ILE-CC
8 Month IDT Phase 2 (Battle Assembly)
School Code: 701 (DL), A701, E701, G701 (various locations)
Advanced Operations Course
Course Number: C3B (DL)
Submit a 4187 through your chain of command for approval and signature, forward to CMO once complete
Note: Once your application reaches level “0” in ATRRS notify your CMO, they will send your DA 4187 directly to HRC on your behalf.
Keep your APFT, HT/WT, PHA, HIV & Security Clearance current to receive a “Reserved Quota.” If you are not 100% “green” across the board you will not get a seat or orders
Notes:
Students have 18-month to complete the Common Core from the first date they log in.
If a student cannot complete the course within the allotted 18 months, an extension request may be submitted up to 12 months.
Students involuntarily disenrolled due to non-completion will receive a “referred” 1059 in their official file.
Cannot re-enroll with a “referred” 1059, but can re-enroll with a “voluntary disenrollment.”
Show Slide #28: Command and General Staff Officer Course (CGSOC) (Cont.)
Facilitator’s Note: Facilitator read and continue facilitation on CGSOC using the slide.
ATRRS operator submits an A1 application for the desired course:
Distance Learning ILE Common Core Phases 1-3
School Code: 701
Course Number: ILE-CC (DL)
2 week resident Phases 1 & 3
School Code: A701 (Dix), E701 (McCoy), G701 (Parks).
Course Number: ILE-CC
8 Month IDT Phase 2 (Battle Assembly)
School Code: 701 (DL), A701, E701, G701 (various locations).
Advanced Operations Course
Course Number: C3B (DL)
Submit a 4187 through your chain of command for approval and signature, forward to CMO once complete.
Note: Once your application reaches level “0” in ATRRS notify your CMO, they will send your DA 4187 directly to HRC on your behalf.
Keep your APFT, HT/WT, PHA, HIV & Security Clearance current to receive a “Reserved Quota.” If you are not 100% “green” across the board you will not get a seat or orders.
Additional Notes:
Students have 18-month to complete the Common Core from the first date they log in.
If a student cannot complete the course within the allotted 18 months, an extension request may be submitted up to 12 months.
Students involuntarily dis-enrolled due to non-completion will receive a “referred” 1059 in their official file.
Cannot re-enroll with a “referred” 1059, but can re-enroll with a “voluntary dis-enrollment.”

29. School Funding – Who Pays?
BOLC:
USARC pays all Pay and Travel Allowances (IMT Branch)
CCC:
HRC funds all Pay and Travel Allowances for their First CCC Course (AC or AR)
HRC may fund a second CCC, if the Officer is an Active Duty transfer to the Army Reserve and needs to Branch Transfer
Unit funds each subsequent CCC Course – If “TU” has any Quotas (The LG Branch will only approve if the SM has an approved branch transfer)
ILE:
10 Month Course: HRC pays all Pay and Travel Allowances
15 Week Course: HRC pays all Pay and Travel Allowances
Distance Learning Courses: No cost involved for all “3” Phases
TASS: HRC pays all Pay and Travel Allowances for the 2 Wk Block
Phase 2: Unit funds TDY and Drill Pay for the IDT Phase – “Not Guaranteed”
AOC: No cost involved
No rental car at any PME courses but can be paid for by your unit
Show Slide #29: School Funding – Who Pays?
Facilitator’s Note: Facilitator read and facilitate discussion using the slide and asking learning, Who Pays?
BOLC:
USARC pays all Pay and Travel Allowances (IMT Branch).
CCC:
HRC funds all Pay and Travel Allowances for their First CCC Course (AC or AR).
HRC may fund a second CCC, if the Officer is an Active Duty transfer to the Army Reserve and needs to Branch Transfer.
Unit funds each subsequent CCC Course – If “TU” has any Quotas (The LG Branch will only approve if the SM has an approved branch transfer).
ILE:
10 Month Course: HRC pays all Pay and Travel Allowances.
15 Week Course: HRC pays all Pay and Travel Allowances.
Distance Learning Courses: No cost involved for all “3” Phases.
TASS: HRC pays all Pay and Travel Allowances for the 2 Wk Block.
Phase 2: Unit funds TDY and Drill Pay for the IDT Phase – “Not Guaranteed”.
AOC: No cost involved.
No rental car at any PME courses but can be paid for by your unit.

30. Key Developmental Positions
Company Level:
FMS Detachment Commander
FMS Unit XO
Company Commander (90A/O1A)
Disbursing Officer
Battalion / Brigade Level:
BN XO (90A/O1A)/ BN Cmdr (90A/O1A)
2-Star Cmd G8/Comptroller
Deputy Division G8/ ASCC G8 XO
BDE FM SPO/ Deputy ACOFS G8
Budget Officer/ Deputy & Budget CONOPS
Career Broadening Assignments:
Chief, RPA or O&M
Program Manager
Active Duty and Reserve Career Models are slightly different (branch dependent)
Check DA Pam 600-3, Chapter 37, for a more inclusive list of KD assignments.
Show Slide #30: Key Developmental Positions
Facilitator’s Note: Facilitator read and facilitate discussion using the slide and explain to learners that Soldiers should strive for these positions. Depending on your specific branch the KD positions vary. Look at DA PAM or talk to a successful senior officer in your branch about what is KD for your branch.
Company Level:
FMS Detachment Commander
FMS Unit XO
Company Commander (90A/O1A)
Disbursing Officer
Battalion / Brigade Level:
BN XO (90A/O1A)/ BN Cmdr. (90A/O1A)
2-Star Cmd G8/Comptroller
Deputy Division G8/ ASCC G8 XO
BDE FM SPO/ Deputy ACOFS G8
Budget Officer/ Deputy & Budget CONOPS
Career Broadening Assignments:
Chief, RPA or O&M
Program Manager
Active Duty and Reserve Career Models are slightly different (branch dependent).
Note: Check DA Pam 600-3, Chapter 37, for a more inclusive list of KD assignments. ***DA PAM Commissioned Officer Professional Development and Career Management.
***DA PAM Commissioned Officer Professional Development and Career Management

31. Officer Career Path Key Topics
CAR’s guidance is OES takes precedence over Annual Training
Captains should strive for Command
1-2 Years in each Position
Seek out tough assignments
Seek positions between MTOE and TDA Units, diversify your resume
Go between Primary Position and Assistant Positions
(Example: S2 and Assistant S3)
Show Slide #31: Officer Career Path Key Topics
Facilitator’s Note: Facilitator read and facilitate discussion using the slide and emphasize that every bullet comment on this slide is important.
CAR’s guidance is OES takes precedence over Annual Training.
Captains should strive for Command.
1-2 Years in each Position.
Seek out tough assignments.
Seek positions between MTOE and TDA Units, diversify your resume.
Go between Primary Position and Assistant Positions.
Example: (S2 and Assistant S3)

32. “Active Duty” Career Model
Show Slide #32: “Active Duty” Career Model
Facilitator’s Note: Facilitator read and facilitate discussion using the chart on the slide explaining that this is the career model for active duty.
Active component FM Officer Lifecycle development and utilization model.
Rank
Lieutenant
Captain
Major
Lieutenant Colonel
Colonel
Additional training
Developmental and utilizations assignments.
Keep developmental assignments
Broadening Experience
Note: Figure Financial Management RC Officer (DA Pam 600-3, page 415).
Figure Financial Management RC Officer (DA Pam 600-3, page 415)

33. “Reserve” Career Model
Show Slide #33: Reserve” Career Model
Facilitator’s Note: Facilitator read and facilitate discussion using the chart on the slide explaining that this is the career model for reserve career. The reserve career model is very similar to the active duty model.
Reserve component FM Officer Lifecycle development and utilization model.
Rank
Lieutenant
Captain
Major
Lieutenant Colonel
Colonel
Additional training
Developmental and utilizations assignments
Keep developmental assignments
Broadening Experience
Note: Figure Financial Management RC Officer (DA Pam 600-3, page 416).
Figure Financial Management RC Officer (DA Pam 600-3, page 416)

34. Best Practices
You are responsible for managing your career and we will help you on that path, the old saying “you are your best career manager” remains true
Sign up for S1NET for weekly s on boards, MILPERs and ALARACTs, etc.. STAY IN THE KNOW! The information is out there
You are a professional and staying connected and “in the know” is your responsibility and no one else’s, reference S1NET above
Review your records (i.e. RLAS, iPERMS, and make corrections now versus before a board), birth month audits… are they being done?
Get your Professional Military Education (PME) taken care of
No PME means there is zero chance for promotion, you get paid for it
Get a DA Photo, they aren’t optional (see the regulation)
Put it on a hanger and leave it on a hook by your office (no one can pass up a chance to look at your uniform); look your best (smile)
Set yourself apart from your peers in a good way. Make yourself an ORB and keep it handy, take a great photo (smile), check your s and stay connected to apply for all the opportunities that the USAR offers.
BE AWESOME!
Show Slide #34: Best Practices
Facilitator’s Note: Facilitator read and facilitate discussion using the slide to go over best practices.
You are responsible for managing your career and we will help you on that path, the old saying “you are your best career manager” remains true.
Sign up for S1NET for weekly s on boards, MILPERs and ALARACTs, etc… STAY IN THE KNOW! The information is out there.
You are a professional and staying connected and “in the know” is your responsibility and no one else’s, reference S1NET above.
Review your records (i.e. RLAS, iPERMS, and make corrections now versus before a board), birth month audits… are they being done?
Get your Professional Military Education (PME) taken care of.
No PME means there is zero chance for promotion, you get paid for it.
Get a DA Photo, they aren’t optional (see the regulation).
Put it on a hanger and leave it on a hook by your office (no one can pass up a chance to look at your uniform); look your best (smile).
Set yourself apart from your peers in a good way. Make yourself an ORB and keep it handy, take a great photo (smile), check your s and stay connected to apply for all the opportunities that the USAR offers.
BE AWESOME!

35. Contact Information
COMMISSIONED OFFICERS
Branch Chief: LTC Carr
AD, AV, FA, AR, IN: MAJ Davis
AG: CPT Lee
CA, PO, SF: CPT DeLaHoya
CM & PA: CPT DeLaHoya
EN: CPT Candelaria
EN: CPT Currier
FI: CPT Harris
LG (MAJ/LTC): CPT Cosom
LG (LT/CPT): CPT Dummitt
LG (CPT/CCC): CPT Ayala
MI: MAJ Morrison
MI: MAJ Saari
MP: MAJ Nguyen
MP: CPT Rushing
SC: MAJ Bratschi
SC: CPT Cintron samuel.o.cintronbernard.mil.mil
WARRANT OFFICERS
AV, EN, MS, VC, CM: CW4 Cochran
AV, AD, FA, SF: VACANT
AG, MP, OD, TC: VACANT
MI, QM, SC: CW4 Hecht
QM, TC,MP: CW3 Bing
IMA & IRR Soldiers
AGR Accessions
COLs and CW5s
Show Slide #35: Contact Information
Facilitator’s Note: Facilitator read and provide learners with this important data using the slide.
Here are some good contacts for each branch.
Commissioned Officers:
Branch Chief: LTC Carr
AD, AV, FA, AR, IN: MAJ Davis
AG: CPT Lee
CA, PO, SF: CPT DeLaHoya
CM & PA: CPT DeLaHoya
EN: CPT Candelaria
EN: CPT Currier
FI: CPT Harris
LG (MAJ/LTC): CPT Cosom
LG (LT/CPT): CPT Dummitt
LG (CPT/CCC): CPT Ayala
MI: MAJ Morrison
MI: MAJ Saari
MP: MAJ Nguyen
MP: CPT Rushing
SC: MAJ Bratschi
SC: CPT Cintron samuel.o.cintronbernard.mil.mil
Initial Military Training POCs:
AG, SC: SFC (P) Ford
OD, QM, TC, FI: SFC Clark
CM, EN, MI, MP, MS, IN, FA, AR: Mrs. Stonier
WOCS Coordinator: Ms. Taamilo
WOBC, AV BOLC Manager: Ms. Marshall,
Warrant Officers:
AV, EN, MS, VC, CM: CW4
AV, AD, FA, SF: VACANT
AG, MP, OD, TC: VACANT
MI, QM, SC: CW4 Hecht
QM, TC,MP: CW3 Bing
IMA & IRR Soldiers:
AGR Accessions
COLs and CW5s
Additional Links:
Facilitator’s Note: Transition into Check on Learning and summary of 3rd LSA.
Initial Military Training POCs
AG, SC: SFC (P) Ford
OD, QM, TC, FI: SFC Clark
CM, EN, MI, MP, MS, IN, FA, AR: Mrs. Stonier
WOCS Coordinator: Ms. Taamilo
WOBC, AV BOLC Manager: Ms. Marshall,

36. LSA #3 Check On Learning
True or False: Q1: The educational requirements to major is 50% Legacy CGSOC, Resident ILE or ILE-CC PH1-3 Complete. A1: False (Any Captains Career Course (CCC) or Officer Advance Course (OAC)) Q2: The CCC prepares company grade officers to serve as staff officers at battalion and brigade levels only. A2: False (as well to command Soldiers at the company, troop or battery level) Q3: HRC funds all Pay and Travel Allowances for their First CCC Course (AC or AR) A3: True
Show Slide #36: LSA #3 Check on Learning
Facilitator's Note: Ask the following check on learning questions, facilitate discussion on answers given.
True or False:
Q1: The educational requirements to major is 50% Legacy CGSOC, Resident ILE or ILE-CC PH1-3 Complete.
A1: False (Any Captains Career Course (CCC) or Officer Advance Course (OAC))
Q2: The CCC prepares company grade officers to serve as staff officers at battalion and brigade levels only.
A2: False (as well to command Soldiers at the company, troop or battery level)
Q3: HRC funds all Pay and Travel Allowances for their First CCC Course (AC or AR)
A3: True

37. LSA #3 Summary Show Slide #37: LSA #3 Summary
Facilitator's Note: In this lesson, we had discussions on the Officer professional military education and courses requirements. How the Captain’s Career Course prepares company grade officers to command Soldiers at the company, troop or battery level and also staff officers. Discuss the Command and General Staff Officer Course, its school funding and who pays for it. Talked about key developmental positions in company, battalions, brigades, and other career broadening assignments. Went over career path key topics, the active and reserve duty career models, best practices and different branches contact information.
“Or”
Facilitator, have each group as a group write down one major main lesson learnt from this LSA, allow a few minutes for them to interact. Once all groups have their one major learnt lesson written, pass it to another group to compare their answer. Facilitate a discussion on each major learnt lesson mentioned by each group.

38. TLO Check on Learning Show Slide #38: TLO Check on Learning
Facilitator’s Note: Facilitator's, have each group as a group write down one question from this lesson, give about five minutes. Once all groups have their question written, pass it to another group to answer it. Facilitate a discussion on each question.

39. TLO Summary Action: Provide an Overview of the Reserve Component
Conditions: FM Leaders in a classroom environment working as a member of a small group, using doctrinal and administrative publications, self-study exercises, personal experiences, practical exercises, handouts, and discussion.
Standard: With at least 80% accuracy (70% for international learners)
Conduct overview of the reserve officer career progression
Prepare for reserve officer promotion boards
Identify Officer professional military education/courses
Show Slide #39: TLO Summary
Facilitator’s Note: Read TLO
Action: Provide an Overview of the Reserve Component
Conditions: FM Leaders in a classroom environment working as a member of a small group, using doctrinal and administrative publications, self-study exercises, personal experiences, practical exercises, handouts, and discussion.
Standard: With at least 80% accuracy (70% for international learners)
Conduct overview of the reserve officer career progression
Prepare for reserve officer promotion boards
Identify Officer professional military education/courses
“Or”
Facilitator’s Note: During and throughout the lesson we went over and discussed;
Army Reserve Careers Division Mission and Locations
Career Management Office (CMO) Purpose and Key Tasks
Promotion Board Operations
Officer Professional Military Education
Process of how to enroll and career path models/timelines
Warrant Officers Professional Military Education
Informational Websites and Points of Contact
The time to prepare for a board is now, not right before the board
Facilitator's at this time, have one learner from each group to explain the most important take away to them from this lesson. Facilitate a discussion on each answer.