FY-22 Active Aviation Commander Command Screen Board ...

FY-22 Active Aviation Commander

Command Screen Board

Statistics and Takeaways

PERS-43

Firm-Fair-Consistent

• Provide FY-22 ACSB lessons learned to Fleet leadership based on board statistics

• Present board results in context of the precept, convening order and aviation career path

• Provide tools and data that leaders can use to both mentor junior officers and effectively document their performance and potential

Purpose



BLUF

• Officers had to be a #1 OP DH to be competitive

• The Board valued:

• Top hard breakouts - in NAE valued jobs - on every tour

• A career path with increasing responsibility & experiential diversity

• Post-DH tour choices:

• Nominative and key NAE jobs

• Navy Staff: financial management (FM)

• Joint: relative relevance of the command and job mattered

• Fellowships and graduate education

• Specific, consistent and credible Command recommendations

• Credible soft breakouts and unambiguous trait averages


• The Best and Fully Qualified:

• Possess the appropriate level of leadership, professional skills, integrity, management acumen, grounding in business practices, and resourcefulness in difficult and challenging assignments

• Demonstrate adaptability, intelligent risk-taking, critical thinking, and innovation

• Adhere to ethical standards, physical fitness, and loyalty to Navy Core Values

• Are best qualified within their respective competitive category

Precept



• Naval Aviation is first and foremost an aerial combat force that:

• Values attainment of warfare qualifications and leadership both in the air and on the ground

• Values war fighting ability and tactical excellence required for combat now and in the future

• The ultimate measure of success is:

Convening Order


Sustained superior performance

and proven excellence in

leadership positions.


Aviation Career Path


0 2 4 6 8 10 12 14 16 18 20 22 24 26 28

FLT

TRNG2nd SEA1st SEA

MAJ CMDXO/CO

1st SHORE SHORE/

SEASHORE

SEA/ OVER-

SEAS

F

R

S

DH2nd

SHORE

F

R

S

SHORE/

SEA

SHORE/SEA

Acft/Tactical

Quals

Production

Grad ED/JPME

USNA/ROTC

Staff

PEP

Test

Staff

Grad ED/JPME

Afloat Staff

Ship

Test

DC

JOINT

Staff

JPME

DC

JOINT

Staff

CVN Staff

Afloat Staff

Fellowship

DC

Staff

CVN Staff

Afloat Staff

Fellowship

JPME

Ship

Afloat Staff

Squadron

MAJ CMD SBsCDR CMD SBsDH SBs

O4 SB O5 SB O6 SB

DC/

Major

StaffSHORE/

SEA

F

R

S

IN-RESIDENCE GRADUATE EDUCATION

CAREER WINDOWS

Warfare Area Focus

MSR: Time After “Wings” PRODUCTION

FLYING/STAFF

PRODUCTION

FLYING/STAFF

PRODUCTION

FLYING/STAFF

PRODUCTION

FLYING/STAFF


Deferral Requests

• Advertised with detailed notes sent to all eligible officers

• PERS-43 reviewed and provided recommendations to Board

President prior to convening the ACSB

• ETP deferral requests were intended for officers who were

disadvantaged due to zone creep between DH slate release and

30th month of DH tour

• 38 deferral requests were approved for IZ officers


Board Results

• URL SG07 AZ – 60

• OP – 23

• OPT – 25

• SM – 12

• URL SG08 IZ – 73 OP

• Test – 4

• LDO – 5 OP, 1 SM

• AMDO – 8 OP

151 Commanding Officers Selected


• 223 of 367 of eligibles were Hard Breakout (HBO) #1 DHs

• 131/133 URL selects were HBO #1 DHs (98.5%)

• 92 HBO #1 DHs not selected (46 had > 6 month #1 HBO)

• SG-07 - 156 remaining AZ eligibles

• 76 were HBO #1 DHs

• 59 selected OP, OP-T, or SM (59/156=37.8%)

• Avg select ticket length: Operational 10.2 mos

OP, OP-T, SM 8.2 mos

• SG-08 - 211 IZ eligibles

• 147 were HBO #1 DHs

• 73 selected OP (73/148=49.3%)

• Avg. select ticket length: Operational 10.9 mos

URL DH FITREPs (SG-07/08)

Competition for Command remains high!


• 96 total (73 IZ /23 AZ)

• 69 had a HBO #1 DH ticket ≥ 9 months

• 26 had a HBO #1 DH ticket < 9 months

• 7 had a #1 HBO in 3 other tours

• 33 had a #1 HBO in 2 other tours

• 41 had a #1 HBO in 1 other tour

URL OP Selects

#1 DH ticket length was balanced against documented

Sustained Superior Performance over an entire career.


Diversity Statistics

RACE / ETHNICITY TOTAL ELIGIBLE FEMALE ELIGIBLE MALE ELIGIBLE TOTAL SELECT FEMALE SELECT MALE SELECT

ASIAN 13 1 12 2 0 2

AFRICAN AMERICAN 20 2 18 7 1 6

HAWAIIAN / PACIFIC ISLANDER 1 0 1 1 0 1

MULTIPLE RACE CODES 9 1 8 2 0 2

HISPANIC ETHNICITY CODES 29 2 27 8 1 7

MINORITY TOTALS 72 6 66 20 2 18

ALL RACE / ETHNICITY 469 20 449 151 6 145

MINORITY SELECTION RATE 15.4% 30.0% 14.7% 13.2% 33.3% 12.4%


URL SG-07/08 Stats

223 HBO #1 DH SelectsHBO #1 DH Non-

Selects

Total HBO #1 DH: 223 131 59% 92 41%

JPME 56 43% 43 47%

JDA 35 27% 21 23%

Major Staff 29 22% 27 29%

Masters 69 53% 57 62%

OOD/CDO 84 64% 45 49%

Overseas 48 37% 38 41%

IA/GSA/APH 1 1% 3 3%

Training Officer / SJO 27 21% 12 13%

Afloat Staff 38 29% 21 23%

Ships Company (CVN) 31 24% 28 30%

Ships Company (AMPHIB) 11 8% 13 14%

Aide Tour 16 12% 9 10%

FRS 69 53% 42 46%

NAWDC 10 8% 2 2%

VX / NAVAIR 14 11% 16 17%

TPS 9 7% 8 9%

TRACOM 13 10% 25 27%

NROTC 0 0% 1 1%

Takeaways


Operational Command Path


• Valued achievements prior to DH• Competitive breakout in first sea & shore tours (production highly valued)

• Tactical excellence

• Valued achievements prior to Command• JPME required prior to assuming command at sea

• Top DH performers detailed to most demanding jobs

• NAE select fills, Major Staff, Joint

• Graduate degree valued but not expected, bi-annual talent management boards

• Competitive breakout as an OP DH: OPS/MO/OIC required to be competitive

• Attainment of advanced warfare qualifications

FLT

TRNG2nd SEA1st SEA 1st SHORE

F

R

SDH

2nd

SHORE

T/M/S

& Tactical

Qualifications

Production

WTI

FRS

TEST

TRNG CMD

OP DH

MO

OPSO

OIC

NAE Key Billet

Joint / MAJ Staff

Grad Ed

Fellowship

JPME

F

R

S

IN-RESIDENCE GRADUATE EDUCATION

CAREER WINDOWWarfare Area Focus

-TRNG O

- Afloat

Staff

- Aide


Career Path

• DH Performance, particularly as OPSO/MO/OIC, remained the

most critical determinant for selection

• A breadth of experience combined with top breakouts across

the entire record in some cases outweighed length of DH ticket

• A long DH ticket alone did not necessarily lead to selection of

an otherwise unremarkable record

• Post-DH assignments were scrutinized – critical NAE billets,

experience enhancing joint billets, and graduate education

were viewed positively


Quals and Experience

• Valued qualifications and experience:

• WTI / Level V

• Tactical – ACTC/SFWT/Strike Leads

• Aircraft – NATOPS Instructor / FCF early in career

• Community specific – CVW / Force LSO

• Combat experience

• FDNF / Overseas

• IA / GSAs

• CDO Underway / OOD

• JPME 1 completion

• Diversity of assignment locations, scope and responsibility

was viewed positively


FITREPs

• A double-tap #1, especially from different reporting seniors, was a

strong message to the board

• Credible, consistent, and specific command recommendations

• Credible soft breakouts are important, particularly during ship’s

company tours and/or during the O3 to O4 transition

• Larger summary groups increase record strength

• Lack of a breakout (hard or soft), perceived downgrade in Block

40 recommendation, and/or a relatively low trait average on a HW

or “Kiss” FITREP can be viewed negatively


FITREPs

• Use the FITREP to document:

• Community, peer, and higher echelon awards and nominations

• Valued qualifications

• Education

• Training and/or experience with emerging combat capabilities

• Be explicit with Qualifications acquired during a reporting period

• IA/GSAs

• Use the FITREP to explain unusual circumstances:

• Victim of a recent and unexpectedly large zone shift

• Perceived decliner due to promotion OR decrease in summary group

size


FITREPs

• BLOCK 41 Specifics

• Clearly and efficiently communicate to the board

• White space is OK

• Use the intro to specify hard and/or soft breakouts

• Be explicit! “EP Player” vs. “My # X of XX Pilots” makes a world of difference

• Use the intro and closing to communicate recommendations for

promotion and specific career milestones (OP CMD, OP DH, MAJ

CMD, CAG/CVW CMD, CVN CMD)

• Highly encouraged to include the job and location of a member’s

future duty station on detaching FITREPs

• Individual trait average matters, especially on HW and “Kiss”

• Avoid “managing RSCA” on the HW or Kiss FITREP of an officer

that deserves command


Awards

• Wing, Community, NAE and Service level awards recipients were

valued by the board

• Credible higher echelon endorsements / nominations for NAE and

Service level awards should be noted in both Block 41 and on end

of tour awards

• A credible soft break out from a CAG or CDRE in an award write

up was valued by the board


Letters to the Board

• Most effective LTBs explain a poorly written, incomplete, or future

FITREP:

• Explain extraordinary situations

• Highlight undocumented achievements (awards, quals, education)

• Note job selection/performance before first FITREP opportunity

• Least effective LTBs were “Great officer . . . must pick” letters

• A well written FITREP will preclude the need for a LTB

• LTBs should be submitted if important factual and/or objective

information is not captured in the officer’s record

• Over 250 Letters to the Board were received


Officer Records

• Record maintenance is an individual responsibility

• Community Detailer/Assistant Recorder reviews are a courtesy

• The most common problems with records were:

• Missing/gapped/rejected FITREPs

• Missing awards/citations, qualifications and advanced education

• An incomplete record can bring into question the officer’s

attention to detail

• Board correspondence does not update or fix permanent record

Members should contact the appropriate PERS code to ensure missing record

items are added

It is your record. Keep it up to date!


Exceptions to Policy

• Deferrals

• Anticipate deferral ETPs to be advertised again for the FY-23 ACSB. The

intent is to defer ACSB eligibility for officers who, through no fault of their

own, are pulled IZ for O-5 prior to having sufficient time to compete for a HW

DH FITREP

• A deferral should not be used by leadership as a way to keep an officer past

the point where they should have “normally” received a high water breakout

FITREP (typical DH tours are 30 months)

• All deferral requests will be reviewed and approved on a case by case basis

The next slide is provided for reporting senior use in ready room

training


DH Timing ETP Dashboard

FY-22 Active Aviation Commander Command Screen Board ...

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