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FY-18 AVIATION COMMAND SCREEN BOARD TAKEAWAYS PERS-43 DEBRIEF 20 April 2017

FY-18 AVIATION COMMAND SCREEN BOARD TAKEAWAYS PERS-43 DEBRIEF 20 April 2017. Purpose. Provide Feedback to Fleet leadership from FY-18 ACSB Based on statistical d ata Provide leadership w ith a tool to mentor aviation o fficers

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FY-18 AVIATION COMMAND SCREEN BOARD TAKEAWAYS PERS-43 DEBRIEF 20 April 2017

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  1. FY-18 AVIATION COMMAND SCREEN BOARD TAKEAWAYS PERS-43 DEBRIEF 20 April 2017

  2. Purpose • Provide Feedback to Fleet leadership from FY-18 ACSB Based on statistical data • Provide leadership with a tool to mentor aviation officers • Address results of board in context of published board precept & convening order

  3. ActiveComponent

  4. Selection Overview • URL O-5 Initial Command Selects (SG-03/04): • 556 total 13XX URL records • Operational: (13 SG-03, 92 SG-04) 105 • OP-T: (SG-03) 24 • URL Test (SG-01/02/03) 01 • Special Mission: (SG-03): 09 • AEDO Test Selects: 00 • URL Bonus Cmd Selects: 10 • LDO Cmd Selects: (includes SM) 05 • AMDO Cmd Equiv: (includes Bonus) 11 • 165 139

  5. Diversity Statistics

  6. URL DH FITREPs (SG-03/04) • 63% of eligibles were #1 DHs (349/556) • All 139 URL selects were #1 DHs • 210 #1 DHs not selected (80 > 6 months) • SG-03 (231 remaining above zone eligibles) • 57% of AZ eligibles were #1 DHs (132/231) • 35% of the #1 DHs selected OP, OP-T, or SM (47/132) • Avg. #1 DH ticket length: Operational 9.3 mos • OP, OP-T, SM 8.7 mos • SG-04 (325 eligible In Zone) • 62% of IZ eligibles were #1 DHs (217/325) • 44% of the #1 DHs selected OP (92/207) • Avg. #1 DH ticket length: 10.4 mos Competition for Command remains fierce!

  7. URL (13XX) Professional Background (SG-03/04) Bottom Line: Command Selects Had Diversity in Record Firm-Fair-Consistent

  8. HSC/HM Command • HSC - 21/84 (25%) overall selection rate (OP/OP-T/SM) • HSC - 11/47 (23%) IZ OP • HM - 1/9 (11%) overall selection rate (OP/OP-T/SM) • HM - 1/4 (25%) IZ OP • Superior performance in DH tour • Average DH ticket length was 11 months • Your entire record counts! • Eight 12 Month #1 DH tickets were not selected • Early and often breakouts in production and hard tours • FRS & WTI valued • OOD/CDO is a must have • Education: • 85% of selects had Master’s Degree and JPME Complete. Extremely Competitive. Entire Record is Briefed!

  9. HM Professional Background Firm-Fair-Consistent

  10. HSC Professional Background (SG-03/04) Firm-Fair-Consistent

  11. HSM Command • 18/104 (17%) overall selection (OP/OP-T) • 14/63 (22%) IZ records Selected (OP) • Sustained superior performance throughout career • Performance in DH tour matters • Average DH ticket length was 11.4 months • Entire record counts • 13 #1 DH tickets of six months or more were not selected • Hard F/R breakouts in milestone tours in large groups • Average group size for shore tour breakout was 34 (FRS, VX, VT, NAWDC) • Education: • 89% of selects had Masters degree; 72% of selects had JPME complete Extremely Competitive. DH ticket length mattered. Production Tours and 2nd Sea Tour breakouts are valued.

  12. HSM Professional Background (SG-03/04) Firm-Fair-Consistent

  13. MPRF Command • SG 03 OP CMD selection rate 21% over two years • SG 03 overall CMD selection rate 38% over two years • Sustained Superior Performance • 22 of 24 selects had high water EPs in all tours (58 eligibles) • Early and often breakouts in production and hard tours: • WTI (16), FRS (16), & CVN (19) Tours valued • Education: • 62.5% of selects had masters degree • 79.2% of selects had JPME complete Extremely Competitive. Successful Pinnacle Tour. Education. Hard/soft break-outs throughout career.

  14. VP/VQ(P)/VQ(T) Professional Background (SG-03/04) Firm-Fair-Consistent

  15. VAQ Command • 15/42 (35.7%) overall selection rate (OP/OP-T/SM) • 23.8% OP select rate • Performance across all tours matters. Take the hard jobs! • 19 #1 EP DH tickets left on the table (avg 7.2 months) • Superior performance in DH tour is entry fee / whole record counts • Average select DH ticket length was ~11 months • Production and hard tours are valued • GTI billets and FRS tours highly valued • Second sea tours are VERY important • Large emphasis on war fighting experience/AQDs (GTI, Level IV) than other quals/certs (CDO, JPME, Masters) Extremely Competitive. Entire Record is Briefed!

  16. VAQ Professional Background (SG-03/04) Firm-Fair-Consistent

  17. VAW/VRC Command • 15/51 (29%) overall selection (OP/OP-T/SM & Bonus) • Superior performance in DH tour (10.4 months NAE average ticket length) • Average VAW ticket length: 11.1 months • Average VRC ticket length: 9.6 months • Early and often breakouts in production and hard tours: • WTI & FRS valued • 5 of 6 VAW OP selects had WTI experience (83% of selects / 9.8% overall) • 6 of 13 VAW/VRC OP/OP-T selects had FRS experience (46% / 11.7% overall) • Education: • 12/15 of the selects had a Masters degree • 14/15 of the selects were JPME complete • CVN tours: 8 total aviators with CVN (Shooter/ANAV) tours yielded 3 OP SELECTS Extremely Competitive. DH ticket length crucial. WTI, FRS, CVN jobs valued in addition to Flag Aide.

  18. VAW/VRCBackground (SG-03/04) Firm-Fair-Consistent

  19. VFA Command • 44/119 (37%) overall selection (OP/OP-T/SM) • Sustained superior performance in every tour • 54 #1 VFA DHs did not screen for operational command • 18 non-selects had greater than a 9-month ticket • Average select DH ticket length • Pilot = 11.9 months (85% of selects had an 11 month ticket or longer) • NFO = 8.9 months • Ranked EP breakouts in competitive production tours valued • SFTI, FRS, & CVW Staff valued

  20. VFA 1310Background (SG-03/04) Firm-Fair-Consistent

  21. VFA 1320Background (SG-03/04) Firm-Fair-Consistent

  22. LDO Command • 4/24 selected CNATTU (17%) • 1/8 selected Special Mission (13%) • Superior performance in O-4 Pinnacle tour • FY18 ACSB selected one Maintenance, one Air Traffic Control and two Aircraft Handling Officers for CNATTU • FY18 ACSB selected one Ordnance Officer for Special Mission • Significant career diversity: • O/I level mix, CVN/CVW/LHA/D, Major Airspace, FRS, Major Staff, Overseas • Education: • 100% of selects had bachelors degree • 80% of selects had masters degree Extremely Competitive. Successful Pinnacle Tour. Education. Hard/soft break-outs throughout career.

  23. LDO Professional Background Firm-Fair-Consistent

  24. AMDO Command Equivalent • 9/37 (24.3%) selected for Initial Cmd (Equiv) • 2/14 (14.3%) selected for Bonus Cmd (Equiv) • Initial Command: • Performance in LCDR sea tour was a major discriminator • Bonus Command: • Performance in CDR/CMD equivalent tour AND having a CORP tour were major discriminators • General: • Sustained superior performance in tough jobs • Hard FITREP break-outs are adventageous • Trait averages and soft break-outs are critical AMDO values experience, quals, diverse tours

  25. AMDO Professional Background (SG-02/03) Firm-Fair-Consistent

  26. Test Command / URL Testers • VX-30 (VAW, VP, VS, VQ(P), VQ(T)): 1/17 selected (5.8%) • AEDO: 0/13 (0.0%) • URL: 1/4 (25.0%) • URL select was a #1 fleet DH • 8 of 37 (22%) URL TPS grads with #1 DH FITREP selected for OP or OP-T command (7 OP, 1 OP-T) Acquisition and Fleet Performance both matter!

  27. AEDO/Test Professional Background Firm-Fair-Consistent

  28. Reserve Component

  29. Selection Overview • FTS O-5 Command: • 116 total records • 14 Operational selects • 2 Special Mission selects (NRD or ETD OIC) • 13.8% board selection rate (16/116) • SELRES O-5 Command: • 22 total applicants • 10 Operational selects • 45% selection rate (10/22) • FTS/SELRES board selection rate: 18.8% (26/138)

  30. Diversity Statistics FTS / SELRES

  31. RC Statistics • FTS JPME • 73/116 eligibles complete 63% • 13/16 selects complete 81% • SELRES JPME • 2/22 applicants complete 9% • 0/10 selects complete 0% • FTS Major Staff • 52/116 eligibles 45% • 16/16 selects 100% • FTS #1 Department Head • 85/116 eligibles 73% • 16/16 selects 100%

  32. Lessons Learned

  33. Measures of Success • Best and Fully Qualified Standard • Record of sustained superior performance in Operational Environments • War fighting ability and tactical excellence • Potential to serve in positions of greater responsibility • Department Head performance was the most critical determinant for selection, but overall strength of record played heavily due to the large number of #1 ranked Department Heads • Other Considerations: Break out in first shore (production valued) and second sea tour, Major Staff, Masters, JPME, CDO/OOD, IA/GSA • Diversity of assignment locations/scope/responsibility viewed as a positive Best and Fully Qualified Selected for Command

  34. FITREP Guidelines • Long #1 ticket as OPSO/MO or both was a discriminator in selection • Larger summary groups increase record strength • Double-tap EP, especially from different reporting seniors sent strong message to the board • Individual trait average matters, especially in high-water FITREPs • Large deltas b/t summary group & reporting senior averages (RSCA) = good • “Resetting” of reporting senior GPA, if required, should be clearly explained • Soft and hard breakouts are essential for top ranking officers. Lack thereof sends a negative message to the board • FITREP recommendations for future career milestones are important • Consistent message/recs in a tour &over the officer’s career matter • Recommendations for something other than operational command sends a clear message to the board, especially on a detaching HW FITREP

  35. FITREP Guidelines • Documentation of community/peer awards, nominations, qualifications, education, and IA/GSA are essential & should be included in a FITREP • More effective than a letter to the board • Explain unusual circumstances in the FITREP • Perceived decliner due to promotion (Super JO/Training O tour) • Early roller for an Aide billet, hard fill job, etc. • Again, more effective than a letter to the board • Block 41-use as much space as needed • Efficiently/effectively communicate to the board • Some white space OK, in fact desired • Use intro/conclusion to communicate individual soft/hard breakouts, make recommendations for promotions & future career milestones (OP CMD, OP DH, MAJ CMD, CAG, CVN)

  36. Letters to the Board • Most effective Letters to Board (LTBs) explain a poorly written, incomplete, or future FITREP: • Explain extraordinary situations • Highlight undocumented achievements • Early pull for a Flag Aide, hard fill or transition • Least effective letter: “Great Officer…Must Pick” • A well written FITREP will preclude the need for a LTB!! • LTBs can draw undue attention to a weakness (e.g., “Timing forced me to roll him two days before a COC”) LTBs: Recommend submit if information not otherwise in record

  37. Officer Records • Officers must routinely review their records • Community Detailer/Assistant Recorder reviews are a “courtesy” only • ~ 1000 pieces of correspondence received for the FY18 ACSB • Most common problems with records: • Missing/gapped FITREPs • Missing awards/citations, quals (CDO U/W, etc.), & advanced education • An unkempt record can bring into question the officer’s attention to detail • Board correspondence does not update/fix permanent record It is your record. Keep it up to date!

  38. Command Qualification • CNO directed • Comply with prerequisites for command per: • OPNAVINST 1412.14 • CNAP/CNAL/NAVAIR/CNAFRINST 1412.2 • CNAP-CNAL 1412.3 • Includes Oral Board • “Grandfathered” • Officer must have completed Aviation DH tour before 4 June 2013 • Those that failed, declined, or did not complete oral board were not eligible

  39. Questions

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