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

Provide insights and data from the FY20 ACSB to guide Fleet leadership and mentor junior officers through lessons learned, career paths, and performance documentation. Delve into the precept and convening order of the board.

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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 15 May 2019 (update to correct error on Slide 31)

  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 3 10.3% 3.8%

  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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