June 2014

FY-15 Aviation Department Head

Selection Board Lessons Learned

• Provide feedback to the NAE from the June 2014 ADHSB

• Provide Aviation Leadership with a tool to mentor Junior Officers

Purpose

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Eligibility

• Minimum qualifications - Naval Aviation Officer (1310/1320) - Member of Screen Group (SG) 04 or 05 - Board selected for promotion to O4 as a

member of SG-04 or 05

• Candidates must not have - Approved separation orders - Previously been selected as DH - Previously been selected for lateral transfer - Previously submitted “Don’t Pick Me Letter” - Previously declined DH

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OP DH Summary

• 416 Eligible

- 334 IZ, 82 AZ

• 266 OP DH selects

– 239 IZ, 27 AZ

• 64% OP DH select rate

- 72% IZ select rate for OP DH

- 33% AZ select rate for OP DH

IZ window is primary opportunity – AZ limited 4

Total Selection Overview

• O-4 Initial Department Head Selects:

- 416 total 13xx records

- Operational selects 1310: 199

- Operational selects 1320: 67

- OP-T selects 1310: 18

- OP-T selects 1320: 15

- OP Selection rate=64%

- Total selection rate=72%

266

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299

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Selects vs. Non-selects

by Billet History

DH Selects DH Non-Selects

Total DH eligible: 416 299 72% 117 28%

GSA/IA: 41 20 49% 21 51%

Overseas: 31 18 58% 13 42%

FRS: 161 137 85% 24 15%

TRACOM: 79 44 57% 35 44%

WWS/NSAWC: 55 48 87% 7 13%

Aide Tour: 27 19 70% 8 30%

Aircraft/Warfare

Transition: 32 27 84% 5 16%

AMPHIB/DESRON/

CVN/CSG: 161 98 61% 63 39%

Tactical competence, production valued 6

Selects vs. Non-selects

by Performance

DH Selects DH Non-Selects

Total DH eligible: 416 299 72% 117 28%

0 EP: 0 0 0% 0 0%

Only 1 EP tour**: 24 20 83% 4 17%

Only 2 EP tours: 215 136 63% 79 37%

>3 EP tours: 176 142 81% 34 19%

1ST TOUR MP: 8 5 63% 3 37%

1ST TOUR EP: 407 293 72% 114 28%

Sustained superior performance begins with 1st sea tour

**Only 2% of total eligibles

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Takeaways

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Selection Discriminators

• Best and Fully Qualified Standard - Record of sustained superior performance in operational

environments and ashore

- Warfighting ability and tactical excellence

- Potential to serve in positions of greater leadership

• First tour performance was a major factor - 72% selection rate for those candidates who earned a

competitive EP on their first tour

First tour breakout affects detailing options (production)

- 2% (5/299) of total DH selects had “MP” first tour FITREPs

• First shore tour - EPs in large summary groups was discriminator

Must break out

- All production tours viewed favorably 9

Selection Discriminators

• Second sea tour

- Disassociated sea billets beneficial to career Critical for Maritime and Rotary EP breakouts advantageous to all communities No disadvantage if timing precludes

- Super JO/Training Officer Valued

• PFA failures are discriminator

• Other Considerations: JPME, CDO/OOD/TAO, Overseas Duty

• Not Observed = Not competing

• Sustained superior performance

– Starts with the first tour!

Performance out of the gates matters! 10

FITREP Guidelines

• A competitive # 1 EP FITREP is the best way for Commanding Officers to reward performance - Larger summary group increases strength - Rank top officers with either a hard or soft breakout in

the FITREP. Departing soft breakout important. - Management of RSA is critical to send the correct

message to the board

• Make recommendations for future milestones - DH, Command, etc.

• Explain unusual circumstances in the FITREP - Perceived decliner due to promotion - Early roller for an Aide billet, hard fill job, etc. - Annotate if ranked behind WTI/Super JO

• Document qualifications: ACTC, CDO, Masters, etc.

• Make the FITREP easy to read for the briefer! – FITREP is written to the board…be clear with intent.

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Letters to the Board

• A well written FITREP will preclude the need for a Letter to the Board (LTB)

• LTBs can be effective if explaining FITREP timing or screen group changes

- Undocumented GSA/IA

- Early pull for a Flag Aide, hard fill or transition

• LTBs can draw undue attention to a weakness

- “Timing forced me to roll him two days before a COC”

• “Must Pick / Good Guy” LTBs are less effective

- Screening is based on FITREP performance not LTBs

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Records

• All officers must be proactive in keeping their records up-to-date

– Ensure there is a current photo in grade, no FITREP gaps and no missing qualifications or awards Missing, out of date photo noticed by members

– http://www.npc.navy.mil/Boards/ScreenBoards/Aviation Click on “Printing OSR / PSR”

– https://www.bol.navy.mil Click on “Official Military Personnel File (OMPF) My Record” and “ODC, OSR, PSR, ESR”

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