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FY-20 Active Aviation Commander Command Screen Board Statistics and Takeaways PERS-43

FY-20 Active Aviation Commander Command Screen Board Statistics and Takeaways PERS-43 10 April 2019. Purpose. Provide FY20 ACSB lessons learned to Fleet leadership based on board statistics Present board results in context of the precept, convening order and aviation career path

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FY-20 Active Aviation Commander Command Screen Board Statistics and Takeaways PERS-43

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  1. FY-20 Active Aviation Commander Command Screen Board Statistics and Takeaways PERS-43 10 April 2019

  2. Purpose • Provide FY20 ACSB lessons learned to Fleet leadership based on board statistics • Present board results in context of the precept, convening order and aviation career path • Provide tools and data that leaders can use to both mentor junior officers and effectively document their performance and potential Firm-Fair-Consistent

  3. BLUF • Officers had to be a #1 OP DH to be competitive. • The Board valued: • Top hard breakouts - in NAE valued jobs - on every tour. • A career path with increasing responsibility & experiential diversity. • Post-DH tour choices: • Nominative and key NAE jobs. • Joint, the relative relevance of the command and job mattered. • Fellowships and graduate education. • Specific, consistent and credible Command recommendations. • Credible soft breakouts and unambiguous trait averages. • Higher echelon competitive award recipients.

  4. Precept • The Best and Fully Qualified: • Possess the appropriate level of leadership, professional skills, integrity, management acumen, grounding in business practices, and resourcefulness in difficult and challenging assignments. • Demonstrate adaptability, intelligent risk-taking, critical thinking, and innovation. • Adhere to ethical standards, physical fitness, and loyalty to Navy Core Values. • Are best qualified within their respective competitive category. Firm-Fair-Consistent

  5. Convening Order • Naval Aviation is first and foremost an aerial combat forcethat: • Values the attainment of warfare qualifications and leadership both in the air and on the ground. • Values the war fighting ability and tactical excellence required for combat now and in the future. • The ultimate measure of success is: Sustained superior performance and proven excellence in leadership positions. Firm-Fair-Consistent

  6. 0 2 4 6 8 10 12 14 16 18 20 22 24 26 28 Aviation Career Path Warfare Area Focus IN-RESIDENCE GRADUATE EDUCATION CAREER WINDOWS DC/ Major Staff DH 2nd SHORE FRS XO/CO SHORE/SEA MAJ CMD FRS FLT TRNG FRS 1st SEA 1st SHORE 2nd SEA SHORE/ SEA SHORE SEA/ OVER-SEAS SHORE/ SEA SHORE/SEA MSR: Time After “Wings” PRODUCTION FLYING/STAFF PRODUCTION FLYING/STAFF PRODUCTION FLYING/STAFF PRODUCTION FLYING/STAFF DH SBs CDR CMD SBs MAJ CMD SBs O4 SB O5 SB O6 SB Acft/Tactical Quals Production Grad ED/JPME USNA/ROTC Staff PEP Test Ship Afloat Staff Squadron Staff Grad ED/JPME Afloat Staff Ship Test DC JOINT Staff JPME DC Staff CVN Staff Afloat Staff Fellowship JPME DC JOINT Staff CVN Staff Afloat Staff Fellowship Firm-Fair-Consistent

  7. Exceptions to Policy • Advertised with detailed notes sent to all eligible officers and their ISICs. • Request adjudication was recommended by PERS-43 and determined by the Board President prior to convening. • ETPs were generally intended for officers pulled In Zone early for CDR while still competing for a HW DH FITREP. • 77 Deferral requests were approved for IZ officers. • 15 HSC, 14 HSM, 21 MPRF, 2 VAQ, 11 VAW, 11 VFA, 3 VRC • 33 OP Only Looks were approved for AZ officers. • 1 HM, 6 HSC, 8 HSM, 2 VAQ, 1 VAW, 1 VRC, 4 VFA, 9 MPRF, 1 VQ(T) • One Additional Look was approved.

  8. Board Results • URL SG05 (AZ) – 69 • 34 OP • 29 OP-T • 6 SM • URL SG06 (IZ) – 53 OP • Bonus – 5 • Test – 3 • LDO – 5 OP, 1 SM • AMDO – 8 OP, 2 Bonus 146 Commanding Officers Selected

  9. URL DH FITREPs (SG-05/06) • 294 of 428 of eligibles were Hard Breakout (HBO) #1 DHs • All 122 URL selects were HBO #1 DHs (122/428=28.5%) • 172#1 DHs not selected (40 > 11 and 85 > 6 month tickets) • SG-05 - 249 remaining AZ eligibles • 162 were #1 DHs • 69 selected OP, OP-T, or SM (69/162=43%) • Avg select ticket length: Operational9.9mos • OP, OP-T, SM 8.0mos • SG-06 - 179 IZ eligibles (256 before Deferrals) • 132 were #1 DHs • 53 selected OP (53/132=40%) • Avg. select ticket length: Operational10.1mos Competition for Command remains fierce!

  10. URL OP Selects • 87 total (53 IZ /34 AZ) • 53 had a #1 DH ticket > 9 months • 43 > 11 months, 7 = 11 months and 3 = 10 months • 34 had a #1 DH ticket < 10 months • 10 had a #1 HBO in 3 other tours • 13 had a #1 HBO in 2 other tours • 10 had a #1 HBO in 1 other tour • All 10 had at least 1 other tour with a #2 or 3 EP in a summary group > 20 • 1 had long #2 HBOs in 2 other tours vs summary groups of > 15 and took a highly valued hard fill job post-DH #1 DH ticket length was balanced against documented Sustained Superior Performance over an entire career.

  11. Diversity Statistics

  12. URL SG-05/06 Stats

  13. URL Community Stats

  14. HM • 11 records for 1 OP and 1 OP-T select • 6 #1 DHs • 8.6 month average ticket length • 4 of 6 #1 OP DHs had at least 1 other #1 HBO tour • Selects • Both had > 8.6 month tickets and a #1 HBO in at least 1 other tour

  15. HM

  16. HSC • 69 records for 13 OP, 5 OP-T and 2 SM selects • 47 #1 DHs • 7.7 month average ticket length • 13 OP Selects • 10 month average ticket length • 10 IZ / 3 AZ • 8 had a #1 DH ticket > 9 months • 5 had a #1 DH ticket < 10 months • 2 had a #1 HBO in 3 other tours • 2 had a #1 HBO in 2 other tours • 1 had a #1 HBO in 1 other tour

  17. HSC

  18. HSM • 88 records for 12 OP, 4 OP-T and 1 SM select • 50 #1 DHs • 7.6 month average ticket length • 12 OP Selects • 9 month average ticket length • 8 IZ / 4 AZ • 5 had a #1 DH ticket > 9 months • 7 had a #1 DH ticket < 10 months • 3 had a #1 HBO in 3 other tours • 2 had a #1 HBO in 2 other tours • 2 had a #1 HBO in 1 other tour

  19. HSM

  20. MPRF • 84 records for 15 OP, 7 OP-T and 1 SM select • 40 #1 DHs • 6.6 month average ticket length • OP Selects • 6.5 month average ticket length • 8 IZ / 7 AZ • 1 had a #1 DH ticket > 9 months • 14 had a #1 DH ticket < 10 months • 4 had a #1 HBO in 3 other tours • 6 had a #1 HBO in 2 other tours • 4had a #1 HBO in 1 other tour

  21. MPRF

  22. VQ(T) • 16 records for 2 OP and 2 OP-T selects • 6 #1 DHs • 6.5 month average ticket length • OP Selects • 6.5 month average ticket length • 1 IZ / 1 AZ • Both had a #1 HBO in 2 other tours

  23. VQ(T)

  24. VAQ • 32 records for 12 OP and 1 OP-T select • 26 #1 DHs • 9.2 month average ticket length • OP Selects • 11.3 month average ticket length • 6 IZ / 6 AZ • 11 had a #1 DH ticket > 9 months • 1 had a #1 DH ticket < 10 months • 1 had a #1 HBO in 3 other tours

  25. VAQ

  26. VAW • 42 recordsfor 7 OP, 4 OP-T and 1 SM selects • 25 #1 DHs (14x1310, 11x1320) • 10 month average ticket length • OP Selects • 10.7 month average ticket length • 5 IZ / 2 AZ • 6 had a #1 DH ticket > 9 months • 1had a #1 DH ticket < 10 months • 1 had a #1 HBO in 1 other tour

  27. VAW

  28. VRC • 7 records for 2 OP selects • 5 #1 DHs • 9.3 month average ticket length • OP Selects • 12.5 month average ticket length • 1 IZ / 1 AZ • Both had a #1 DH ticket > 9 months

  29. VRC

  30. VFA • 88 records, 23 OP, 5 OP-T, 1 SM selects • 63 #1 DHs (50x1310, 13x1320) • 9.3 month average ticket length • OP Selects • 12.1 month average ticket length • 19 IZ / 4 AZ • 19 had a #1 DH ticket > 9 months • 4had a #1 DH ticket < 10 months • 1 had a #1 HBO in 2 other tours • 2 had a #1 HBO in 1 other tour • 1 had long #2 HBOs in 2 other tours

  31. VFA

  32. Test Community Stats

  33. TEST Command • CDR Test Command (USNTPS/VX-31): • 2/30 selected (6.7%) • Eligibility • O-5/O-5(s) • TPS Grad (5403) & DAWIA T&E Level 2/3 • Defense Acquisition Corps Member • Eligibles: 8 URL/22 AEDO • Experienced-CDR Test Command (VX-20): • 1/9 (11.1%) • Eligibility • O-5, not yet IZ for O-6 • TPS Grad (5403) & DAWIA T&E Level 2/3 • Defense Acquisition Corps Member • Completed or serving in Op/Op-T CO or AEDO O-5 Leadership tour with at least 1 FITREP • Eligibles: 0 URL/9 AEDO Acquisition, Test, and Fleet Performance all matter!

  34. Test Command(TPS/VX-31) Firm-Fair-Consistent

  35. Test Command(TPS/VX-31) Firm-Fair-Consistent

  36. Test Command(VX-20) Firm-Fair-Consistent

  37. Test Command(VX-20) Firm-Fair-Consistent

  38. Takeaways

  39. Operational Command Path Warfare Area Focus IN-RESIDENCE GRADUATE EDUCATION CAREER WINDOW FLT TRNG FRS 1st SEA 1st SHORE 2nd SEA FRS DH 2nd SHORE OP DH MO OPSO OIC NAE Key Billet Joint / MAJ Staff Grad Ed Fellowship JPME -TRNG O - Afloat Staff - Aide T/M/S & Tactical Qualifications Production WTI FRS TEST TRNG CMD • Valued achievements prior to DH • Competitive breakout in first sea & shore tours (production highly valued) • Tactical excellence • Valued achievements prior to Command • JPME required prior to assuming command • Top DH performers detailed to most demanding jobs • Joint, Major Staff, NAE select fills • Graduate degree valued but not expected, bi-annual talent management boards • Competitive breakout as a DH: OPS/MO/OIC highly valued • Attainment of advanced warfare qualifications Firm-Fair-Consistent

  40. Career Path • Tactical excellence & top breakouts in 1st Sea, Production, and Afloat 2ndSea tours, in job assignments with ever increasing accountability and responsibility, was critical to selection. • DH Performance, particularly as OPSO/MO/OIC, remained the most critical determinant for selection. • A breadth of experience combined with top breakouts across the entire record in some cases outweighed length of DH ticket. • Conversely, a long DH ticket alone did not necessarily lead to selection of an otherwise unremarkable record. • Post-DH assignments were scrutinized – critical NAE billets, experience enhancing joint billets, and graduate education were viewed positively.

  41. Quals and Experience • Valued qualifications and experience: • WTI / Level V • Tactical – ACTC/SFWT/Strike Leads • Aircraft – NATOPS Instructor / FCF early in career • Community specific – CVW / Force LSO • Combat Experience • FDNF / Overseas • Hostile IA / GSAs • CDO Underway / OOD • JPME 1 completion • Diversity of assignment locations, scope and responsibility was viewed positively

  42. FITREPs • In general, a > 5 month #1 as OPSO/MO was a minimum requirement for consideration (community variations). • A double-tap #1, especially from different reporting seniors, was viewed as a strong message to the board. • Credible, consistent and specific command recommendations. • Credible soft breakouts are important, particularly during ship’s company tours and/or during the O3 to O4 transition. • Larger summary groups increase record strength. • Lack of a breakout (hard or soft), perceived downgrade in Block 40 recommendation and/or a relatively low trait average on a HW or “Kiss” FITREP can be viewed negatively.

  43. FITREPs • Use the FITREP to document: • Community, peer and higher echelon awards and nominations • Valued qualifications • Education • Training and/or experience with emerging combat capabilities • IA/GSAs • Use the FITREP to explain unusual circumstances: • Perceived decliner due to promotion OR decrease in summary group size • Victim of a recent and unexpectedly large zone shift • Early roller for an Aide or hard fill job

  44. FITREPs • BLOCK 41 Specifics • Clearly and efficiently communicate to the board • White space is OK • Use the intro to specify hard and/or soft breakouts. • Use the intro and closing to communicate recommendations for promotion and specific career milestones. (OP CMD, OP DH, MAJ CMD, CAG/CVW CMD, CVN CMD) • Individual trait average matters, especially on HW and “Kiss.” • Avoid “managing RSCA” on the HW or Kiss FITREP of an officer that deserves command. • Letters of Extension increased ticket length in the board.

  45. Awards • Wing, Community, NAE and Service level awards recipients were highly valued by the board. • Credible higher echelon endorsements / nominations for NAE and Service level awards should be noted in both Block 41 and on end of tour awards. • A credible soft break out from a CAG or CDRE in an award write up was valued by the board.

  46. Letters to the Board • Most effective LTBs explain a poorly written, incomplete, or future FITREP: • Explain extraordinary situations • Highlight undocumented achievements (awards, quals, education) • Note job selection/performance before first FITREP opportunity • Least effective LTBs were “Great officer . . . must pick” letters. • A well written FITREP will preclude the need for a LTB. • LTBs should be submitted if important factual and/or objective information is not captured in the officer’s record.

  47. Officer Records • Record maintenance is an individual responsibility. • Community Detailer/Assistant Recorder reviews are a courtesy. • Over 450 pieces of FY20 ACSB correspondence were received. • The most common problems with records were: • Missing/gapped/rejected FITREPs. • Missing awards/citations, qualifications and advanced education. • An incomplete record can bring into question the officer’s attention to detail. • Board correspondence does not update or fix permanent record. It is your record. Keep it up to date!

  48. Exceptions to Policy • Deferrals • Anticipate Deferrals, in some form, to again be advertised for the FY-21 ACSB. The intent is to defer ACSB eligbility for officers who, through no fault of their own, are pulled IZ for O-5 prior to having sufficient time to compete for a HW DH FITREP. • PERS recommends the “Qualified for Command (2D1 AQD)” designation be withheld for officers meeting deferral intent until the FY-21 ACSB Deferral / Eligibility Criteria is endorsed by NAE leadership and published. • OP Only Looks • OP Only exceptions to policy will not be advertised for the FY-21 ACSB. • Additional Look • Officers with approved FY-20 ACSB OP Only requests, that were not selected for OP Command, MUST REQUEST an additional look for the FY-21 ACSB.

  49. FY-20 Active Aviation Commander Command Screen Board Statistics and Takeaways PERS-43 10 April 2019

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