Loading presentation...

Present Remotely

Send the link below via email or IM

Copy

Present to your audience

Start remote presentation

  • Invited audience members will follow you as you navigate and present
  • People invited to a presentation do not need a Prezi account
  • This link expires 10 minutes after you close the presentation
  • A maximum of 30 users can follow your presentation
  • Learn more about this feature in our knowledge base article

Do you really want to delete this prezi?

Neither you, nor the coeditors you shared it with will be able to recover it again.

DeleteCancel

Make your likes visible on Facebook?

Connect your Facebook account to Prezi and let your likes appear on your timeline.
You can change this under Settings & Account at any time.

No, thanks

Navy Selection Boards

Details about how Navy selection boards operate.
by

Diane Boettcher

on 30 April 2017

Comments (0)

Please log in to add your comment.

Report abuse

Transcript of Navy Selection Boards

The Senior Officer APPLY Board is how the Navy Reserve details -- we call it slating -- officers into command positions.

Because Reservists are not compensated for travel, their desires must be factored heavily into the slating process.

At the same time, we must only select the best to command and into pay.
Navy Boards
Statutory
Administrative
Reserve
Active
Your Letter to the Board
Senior Officer APPLY
Milestone Screening
Promotion Boards
Reserve Calculations
Promotion Opportunity
Selection Rate
PERS determines Quotas
Starts with Guidance
Promotion Planning Guidance
Match end strength to OPA (Officer Program Allowance)
Ensure a similar promotion opportunity across the FYDP (FY16-FY20)
Maintain a quality cut
LCDR 90% max
CDR 80% max
CAPT 60% max
Ensure gain/loss rates are aligned with the community’s future path
Move time in grade (TIG) to absorb gaps / peaks in Year Groups

Goal: End Strength = OPA
Inventory are those officers in a paid status (SELRES)
Beginning Inventory = End of Year Inventory from previous FY
Gains (into PAY1) = Accessions + Apply Gains + VTU to SELRES + Redesignations
Losses (out of PAY1) = Retirements + Resignations + Discharges + Apply losses + SELRES to VTU/IRR + Redesignations

OPA = Community funded billets (Authorized Strength)
End-strength = Beginning Inventory + Gains – Losses

FY15 Forecasted Promotion Opportunity Average over the FYDP for the IWC
Quotas / Promotion Rate = Zone
For example: We need four (4) new Commanders.

We're striving for a Promotion Opportunity of 80% for this year.
4/.80= 5 or five (5) officers in zone.

The zone message is issued in December and builds a zone of approximately five (5) officers eligible for promotion to CDR.

When the board meets in March, the five (5) officers are considered, along with nine (9) more officers who are Above Zone.
Why these are different
Promotion Board Planning
Note: The Active Component considers officers Below Zone.
The Reserve Component does not for LTJG and above.
[These are actual FY17, 1805 CDR numbers.]
Getting Promoted in Three Simple Steps
Perform exceptionally......
....in hard jobs......
....and get it in your record.
Read the Full Manual
Know what your
Community Values
1. Administrative Data
a. Full Name.
b. Grade.
2. Duties
a. Primary duties.
b. Collateral duties.
d. ADDU/TEMADD/TEMADDINS
3. Job Scope
4. Specific Contributions.
a. Operational Readiness and performance.
c. Growth and development of subordinates.
d. Training.
f. Quality improvements and cost savings.
k. Morale and welfare.
n. Other.

Review the precepts from previous year's boards
The convening order and precepts are published on the NPC Web site.

They don't change drastically from year to year.
Zone and Non-Observed
Going to school is important.

A Reservist can drop into the IRR to focus on family or other personal issues.

Doing this when you're going to be in zone is risky since your peers will be getting meaningful fitreps
Provide Input
A Strong FITREP
Get your Sustained Superior Performance in your record by understanding the expectations of your Commanding Officer.

Exceed those expectations and your CO will be willing to document your Sustained Superior Performance.
Exhibit 17-1
Officer Fitness Report Input
Create a document with the headings from the sample input memo. Update it at least monthly. You can provide pages and pages of input when the time comes.

You can still include a Sample BLOCK 41 for completeness.
Only two people are allow to communicate with the board about you; the Secretary of the Navy and you.

Your record is your primary communication to the board. You MUST be an active participant in your record maintenance and in getting a well-written FITREP.

SECNAV provides three pieces of guidance to every board:
The Community Briefs
The Convening Order
The Precepts
The heart of the matter is
Sustained Superior Performance.

This is the primary and secondary bar for every promotion and selection.

Everything else is tertirary.
Active Component
Reserve Component
Maintaining your Record
Your Part
What happens at the Board
First Morning is Orientation
Record Review
Voting in the tank
Assigning
Confidence Factors
100 OR A = ABSOLUTELY SELECT
75 OR B = PROBABLY SELECT
50 OR C = NOT SURE
25 OR D = PROBABLY NOT
0 OR NO = DO NOT SELECT
Want a Record Review?
diane.boettcher1@navy.mil
PSR, OSR and last five years of FITREPs & remove all PII
https://safe.amrdec.army.mil/SAFE
"Which road do I take?" she asked.
"Where do you want to go?" was his response.
"I don't know," Alice answered.
"Then," said the cat, "it doesn't matter.”
AFQ and
why you should care
All Fully Qualified are promoted to LT.
Ensure all of your fitness reports are included
Your degrees should all be included.
Reservists should update their NRQQ (NAVPERS 1200/1).
You should have someone review your record.
Should you write?
The #1 Rule is Don't Annoy Your Briefer.
Explain your career in no more three sentences.
Early career years if you started on active duty
Transition to the Reserve or to the IDC
When/where you mobilized
Include significant civilian certifications.
Describe significant civilian leadership positions.
Don't include fluff.
Like grades like.
Your entire record is available for review
Adverse information must be reviewed and briefed.
IA/Mob time matters -- somewhat.
Joint education and experience can be a discriminator.
Play well in traffic.
Diversity in jobs across desired skill sets.
Most personal awards don't matter (much).
Get your up-tick in leadership
Adverse information that is in your record.
Mixed messages on the fitness report.
Getting comfortable.
PRT Failures (if they are recent).
Air gaps as a LT or above.
Briefing takes less than one minute.
Check your record on-line.
The Mirror Test
When are you evaluated?
It's our job
No one cares as much as you.
Soft break when 1 of 1
Tracking Right
Be above the RSA and RSCA
Strong Recommendations
Sustained Superior Performance is the heart of confidence.
Strong Block 41
Impactful Bullets
Meaningful Recommendations
If the board had 12 quotas to fill, they will Tentatively Select the top records, drop from further consideration the bottom records and crunch the rest.
Call Out
Usually conducted by the President and Head Recorder
Brief Chain of Command on board results
Conducted following adjournment
SECNAV, CNO, VCNO, CNP Involvement


Nomination Process
NAVADMIN is issued
Names are listed alphabetically.
The four digit number following each name is based on seniority going into the board and determines who gets to promote first.
Promotion
Phasing
Fiscal year starting monthly in October
Estimates published on website
Not official until name on monthly NAVADMIN (DOPMA/Recalls etc)
O-4 through O-6
5% of list monthly for first 8 months
15% of list monthly for last 4 months
O-3 - First of month two years after LTJG
CWO-3/4 - First of month four years after 2 or 3

Celebrate!
A wetting down is traditionally held following each promotion.

Once the party is over,
get back to work and teach others what you have learned.
After the board -
or when will I get promoted?
A Reserve Administrative Board
Start with Why
URL Panel results
URL Panel Results
IDC Panel Results
Phase One
Phase Two
Applicant #2
Applicant #3
Is John the best qualified?
Then we chase the billet
Going non-pay means that you'll want to be close to home
Then other Leadership
Be an Executive Officer
Command, Command, Command
Why do good billets get left behind?
Why do good officers get left behind?
At some point, the board stops.
Board Membership
Going unobserved immediately before being in zone may put you at a disadvantage.

Review the message and do the math

9 AZ
5 IZ
= 14
Eligible
Officers
5 IZ x 80%
= 4 Selects
4 Selects /
14 Eligibles = 29%
Full transcript