FY-15 Aviation CDR Command Selection Board Lessons Learned

FY-15 Aviation CDR Command Selection Board Lessons Learned

Purpose Provide feedback from the FY-15 ACSB Provide Aviation Leadership with a tool to mentor Junior Officers 2

Active Component 3

AC Selection Overview URL O-5 Initial Command Selects: 521 total 13xx URL records (SG-00/01) Operational: (12 SG-00, 69 SG-01) 81 OP-T: (SG-00) 27 119 URL Test (SG-98/99/00) 1 Special Mission: (SG-00): 10 AEDO Test Selects: 2 Bonus Cmd Selects: 9 LDO Cmd Selects: (includes SM) 6 AMDO Cmd Equiv: (includes Bonus) 7 143 4

AC URL DH FITREPs 280/521 = #1 DH 53.7% All 119 URL selects were #1 DHs 161 #1 DHs not selected SG 00 107/225 = #1 DH 47.5% 50/107 selected OP, OP-T, SM, or TEST 46.7% Avg ticket length: OP only 7.5mos All Selects 6.8mos Last look for SG-00, final overall rate: 41.6% SG 01 173/296 = #1 DH 58.4% 69/173 selected OP 39.9% Avg. ticket length 10.5 mos Competition for Command is fierce! 5

Test Command Eligible VX-23 (VAQ, VF, VFA): 1/19 selected 5.3% VX-30 (VAW, VP, VS, VQ(P), VQ(T)): 1/8 selected 12.5% Test Pilot School (All helo communities): 1/5 selected 20.0% Superior performance in Critical Acquisition Community and Fleet Billets are Key! 6

LDO COMMAND 6/24 selected (25.0%) Superior Performance in O-4 Pinnacle tour FY15 ACSB selected 3 CAGMOs, 1 CVN IM1, 1 Mobile Tactical Operations Center (MTOC), 1 Handler Significant career diversity: O/I level GSA, overseas CVN/CVW and Major Staff assignments Education 83% of those selected had bachelor degree 33% of those selected had masters degree Increasing scope of responsibility w/in large organizations w/competitive break-out 7

AMDO Command Equivalent 6/33 selected for Initial Cmd (Equiv) 18.2% 1/18 selected for Bonus Cmd (Equiv) 5.6% Initial Command: LCDR sea tour was major discriminator CAGMO, CVN IM-1, L-Class AIMDO, Overseas AIMD OIC, Sqdn AMO General: Sustained superior performance in tough jobs If able, hard FITREP break-outs carry the day Trait averages and soft break-outs are critical AMDO value experience, quals, diverse tours 8

% OF SELECTS SELECT RATE ELIGIBLE AC URL Diversity (SG-00/01) 428/521 = non-diverse 82.1% 76/521 = diverse 14.6% 17/521 = female 3.3% 105/428 = non-diverse 24.5% 12/76 = diverse 15.8% 2/17 = female 11.8% 105/119 = non-diverse 88.2% 12/119 = diverse 10.1% 2/119 = female 1.7% Overall Board Selection Rate = 22.8% 9

AC URL Diversity #1DH (SG-00/01) 105/246 = non-diverse #1DH 42.7% 12/34 = diverse #1DH 35.3% 2/10 = female #1DH 20% Competitive Diverse Records well represented in selected population 10

% OF SELECTS SELECT RATE ELIGIBLE AC 1520/AMDO Diversity 29/51 = non-diverse 48.6% 19/51 = diverse 48.6% 3/51 = female 2.7% 3/29 = non-diverse 10.3% 3/19 = diverse 15.8% 1/3 = female 33.3% 3/7 = non-diverse 42.9% 3/7 = diverse 42.9% 1/7 = female 14.3% Overall Board Selection Rate = 13.7% 11

Reserve Component 12

RC Selection Overview FTS O-5 Initial Command Selects: 103 total records Operational: 8 Special Mission: 1 9/103 (8%) SELRES O-5 Cmd Selects: 29 total 13x5 records Operational: 10/29 (34.4%) 19 FTS/SELRES officers selected 14.4% 13

% OF SELECTS SELECT RATE ELIGIBLE RC Diversity (FTS/SELRES) 124/139 = non-diverse 89.2% 12/139 = diverse 8.6% 3/139 = female 2.2% 18/122 = non-diverse 14.8% 1/122 = diverse 0.8% 0/122 = female 0.0% 18/19 = non-diverse 94.7% 1/19 = diverse 5.2% 0/19 = female 0.0% Overall Board Selection Rate = 15.6% 14

Discriminator Statistics 15

AC URL Selects vs. Non-selects #1 DH Selects #1 DH Non-Selects Total #1 DH: 280 119 42.5% 161 57.5% JPME 113 95% 130 80.7% Major Staff 92 77.3% 95 59% Masters 92 77.3% 115 71.4% CDO/OOD/TAO 90 75.6% 92 57.1% JDA 71 59.7% 96 59.6% FRS 63 52.9% 70 43.5% Overseas 24 20.2% 40 24.8% VX / NAVAIR 10 8.4% 17 10.6% Aide Tour 13 10.9% 14 8.7% IA/GSA/APH 15 12.6% 39 24.2% NSAWC 13 10.9% 8 5% TRACOM 7 5.9% 35 21.7% TPS 5 4.2% 7 4.3% PEP 1 0.8% 4 2.5% 16

AC URL JPME 396/521 = JPME 1 complete 76% 119/521 = Selected 22.8% 113/119 = Selected & JPME 1 complete 95% 6 selects require JPME I before assuming CMD 17

AC URL Joint Duty Assignment 167/521 records with JOINT stamp 32.1% 71/167 = selected 42.5% 71/119 = selects & JOINT 59.7% Selected & Joint duty assignment locations: 12 CJCS 16.9% 59 other 83.1% Future Navy leaders = Joint Qualified Officers 18

IA/GSA/APH Precept provides favorable consideration for those serving on IA/GSA/APH May not be typical of the traditional career path, but are considered vital... GWOT and nation-building skills valued Forward-deployed, arduous duty 122/521 = w/ia/gsa/aph 23.4% 15/122 = selected 12.3% 15/119 = selects served on IA 12.6% IA/GSA/APH does not fix a non-competitive record 19

RC Statistics FTS JPME 60/103 eligibles complete 58.3% 9/9 Selects complete 100% SELRES JPME 13/29 eligibles complete 44.8% 4/10 Selects complete 40.0% FTS Major Staff 43/103 eligibles 41.7% 9/9 Selects 100% FTS #1 Department Head 59/103 eligibles 57.3% 9/9 Selects 100% 20

Lessons Learned 21

Measures of Success Best and Most Fully Qualified Standard Record of sustained superior performance in Operational Environments at sea and ashore 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 record counted due to fierce competition (161 #1 DHs not selected) Other Considerations: Break out in first shore and second sea tour, FDNF-overseas tours, Major Staff, Masters, JPME, CDO/OOD Diversity of assignment locations viewed as a positive Photos and PFA matter. Especially in a crunch! Best and Most Fully Qualified Selected for Command 22 22

FITREP Guidelines Long #1 ticket as OPSO/MO or both was a discriminator in selection Larger summary groups/longer tour lengths increase record strength Double-tap EP, especially from different reporting seniors, sent a strong select message to the Board Individual Summary Average matters, especially in high-water FITREP The larger the delta from reporting senior average-the better Resetting of reporting senior GPA, if required, should be thoroughly explained in FITREP Soft and hard breakouts are essential for top ranking officers, lack thereof, sends a negative message to the board FITREP recs for future career milestones are important but a consistent message in a tour and over the officer s career matters more Recs for something other than command (OP-T, SM) sends a clear message to the board-especially on a detaching HW FITREP 23

FITREP Guidelines Documentation of community awards, nominations, qualifications, education, and IA/GSA are essential and should be included in a FITREP, this is more effective than a letter to the board. Explain unusual circumstances in the FITREP Perceived decliner due to promotion 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 is OK Use intro/conclusion to communicate individual soft/hard breakouts, make recommendations for promotions, and recommend for future career milestones (OP CMD, OP DH, MAJ CMD, CAG, CVN) 24

Letters to the Board A well written FITREP will preclude the need for a letter to the board (LTB) Most effective letters to Board 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 LTBs can draw undue attention to a weakness (e.g., Timing forced me to roll him two days before a COC ) Risk: letter may draw attention to a weakness 25

Officer Records Officers must routinely review their records Notification to eligibles reduced missing info significantly (>1300 pieces of correspondence received for the FY15 ACSB) Community Detailer/Assistant Recorder reviews are a courtesy only Most common problems with records: Missing/gapped FITREPs Missing awards/citations Missing quals (CDO U/W, etc.) Missing advanced education degrees Missing/bad in-grade photos (grooming standards/poor uniform/bad quality photo destracted from the record) Missing or inconsistent PRIMS/PFA data coupled with a missing or old photo, this leaves the board guessing. All Fleet aviators must understand that board correspondence does not go into their permanent record (except officer photos) It is your record. Keep it up to date! 26

Command Qualification CNO directed, first year of implementation Comply with prerequisites for command per: OPNAVINST 1412.14 CNAP/CNAL/NAVAIR/CNAFRINST 1412.2 CNAP-CNAL 1412.3 Includes Oral Board Grandfathered 4 JUNE 2013 Officer must have completed Aviation DH tour before this date Those that failed or declined oral board were not eligible 19 total for FY 15 ACSB (19/521=3.6%)

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