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Aviation Command Selection Board Takeaways - FY-18 Analysis and Insights

Detailed insights from the FY-18 Aviation Command Screen Board debriefing, highlighting statistical data trends and leadership feedback for aviation officers' mentorship. This report addresses selection overview, diversity statistics, professional backgrounds, and competitive factors for command positions.

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Aviation Command Selection Board Takeaways - FY-18 Analysis and Insights

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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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