FY 00 E7 Selection Board Presidents Observations

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FY 00 E-7 Selection Board Presidents
Observations There are three general
achievements that the profiles for all selectees
had sustained superior performance as an LPO at
sea higher levels of personal qualifications and
collateral responsibilities and warfare
qualification. Performance as an LPO at sea is
by far the most important qualification. Award,
PRT, SOY/SOQ and sea/shore assignments have
lesser impact but are definitely considered in
the selection process. Let me attempt to define
these qualifications and achievements in the
following bullet format.
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SUSTAINED SUPERIOR PERFORMANCE AS AN LPO AT
SEA At Sea - Commands defined by your community
which mean or is equivalent to at sea - Ships,
Aviation squadrons, Forward deployed units are
the easiest to identify - Non-sea intensive
rating? Look for the hard jobs - If unsure,
talk with your community manager and detailer
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SUSTAINED SUPERIOR PERFORMANCE AS AN LPO AT
SEA Division/Department Leading Petty Officer
(LPO) - Demonstrated performance in charge in
your rate is the first and foremost factor the
board looks for - Work Center Supervisor is not
considered substitutes for the LPO billet -
Departmental duty assignments are not considered
substitutes for the LPO billet
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SUSTAINED SUPERIOR PERFORMANCE AS AN LPO AT
SEA Sustained Superior Performance - Continuous
EP promotion recommendations in an at sea
billet is the best profile - Transfer
evaluations with less than the last competitive
recommendation is a strong negative - If your
first evaluation at a command is a P/MP, you must
work to improve that rating to EP
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WORKING TO IMPROVE Upward trend profile is a
positive, moving to the right of where you were
last time Continuous P is not competitive
Continuous MP with strong comments in the write
up and high peer ranking is positive The
trait average must be above the competitive
groups average for the evaluation period or the
reporting seniors average in a 1 of 1 transfer
evaluation - SPECIAL CASE Front running E-5
second sea tour, promotes to First Class in the
last 24 months of tour, assignment as LPO noted
on transfer evaluation, total time as LPO less
than 18 months.
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WORKING TO IMPROVE Leaving without
competitive evaluation leaves a question to the
success potential as a CPO Member should
consider extending onboard for a competitive LPO
evaluation Follow-on shore duty may not fill
the demonstrated leadership gap
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HIGHER LEVELS OF PERSONAL QUALIFICATIONS AND
COLLATERAL RESPONSIBILITIES
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Personal Qualifications - Strive to achieve the
highest PQS qualification available to you -
Qualifications must be timely, get them early, at
first opportunity - Lacking in-rate PQS
qualifications results in a member being less
competitive - Qualifications such as JOOD,
EOOW, CICWO, COW, DOOW, DivSup, PPWS, EWS
(shore), DCTT etc. are big pluses for
watchstation qualifications - If assigned
instructor duty for 23 months, MTS is expected to
be attained
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Collateral Duties - Command level have the
greatest positive impact - Large at sea
department collateral duties have significant
positive impact - Department level have some
positive impact - Assistant to the primary duty
holder reflects positively but not as much impact
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WARFARE QUALIFICATION - Approximately 98 of
all selects were warfare qualified - Late
qualification as a First Class questioned
members initiative and professionalism - No
longer an issue, as of 1 October 99, requirement
for recommendation for CPO - Timeliness will
still be looked at - Earlier is better - Dual
qualification very positive - Possible future
tie breaker
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AWARDS - Always a positive impact - Level of
impact varied with the purpose behind award -
Write up and evaluation comments should emphasize
the uniqueness of the awarded action - Mid tour
awards positive - End of tour awards positive
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SOY/SOQ - SOY award has a significant positive
impact - SOQ award has some impact - Mentions
of nomination for these SOY/SOQ have little
impact - No guarantee for selection
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SEA/SHORE ROTATION - Must meet the minimum sea
time for rate - Back to back at sea tours
were considered positive - Back to back shore
duty makes a member less competitive - If the
member had the opportunity to go take an at sea
billet and did not, this is seen as a minus
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PRT/BODY FAT - Excellent/outstanding scores
have some impact - Failed PRT or body fat as a
First Class has a negative impact - Failed PRT
must be followed up by excellent/outstanding
levels of attainment - Commands must address
improvement in follow-on evaluation write ups -
Sustained superior performance at sea is
required to become competitive
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OTHER ACTIVITY - Community Service - Nice to
have (Significance varies by rating) -
Education--positive - AA degree significant
positive impact - Go to sea after EEAP - Navy
correspondence courses add to members profile
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ADVERSE ACTIVITY - UCMJ violation as a First
Class is the strongest negative impact -
Question of judgment - Only sustained superior
performance over a long period of time will make
you competitive - Remaining at sea is the
best method of recovery
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PACKAGES TO THE BOARD - Before you write the
Board - Review your BUPERS Enlisted
Service Record - Ensure your performance
evaluation file is complete - Ensure
evaluations and award citations are readable
- Ensure all of your NECs and PQS
qualifications are on your page 4 - Send the
Board only what is missing or unreadable from
your Service Record
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PACKAGES TO THE BOARD (cont.) - Information
such as a recent transfer/special evaluation or
award received after last periodic evaluation
should be sent - If in doubt send it -
Thickness of the package does not enhance your
record - Packages must be received by the
published deadline (NAVADMIN has date) -
Packages post marked after the deadline date are
not presented to the Board
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NOTES FOR THE COMMAND
- Smaller competitive groups are not always the
best method of highlighting leaders - If a
small group, first MP is deserving an EP but
held back because of number restrictions, state
so in write up - If a large group, same
comment will not have as great an effect -
Stating, This is my 1 MP helpful
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NOTES FOR THE COMMAND
- Rotating LPO duties between Sailors within a
division does not help any of the Sailors -
Board questions the need for the change,
defaults to the negative - If you are
compelled to swap the LPO duties around,
explain in the evaluation why the individual
changed billets
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NOTES FOR THE COMMAND
- Explain any downward trend in promotion
recommendation - Do not hide negative
information which supports downward change -
Do not make the Board guess
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NOTES FOR THE COMMAND
- Up front in block 29 who how many member
supervises and then the what - Written
promotion/assignment recommendations in block
43 add emphasis - SOY with MP recommendation
should be explained in block 43 - Make sure it
is clear to the casual observer who your best
Sailors are who to promote