Career Counseling Brief Officer Careers Promotions and the Performance Evaluation System Briefing for NNOA August 2004 “ by acu84498

VIEWS: 0 PAGES: 38

More Info
									       Career Counseling Brief
  Officer Careers, Promotions, and
the Performance Evaluation System


  Briefing for NNOA
  August 2004

                                     “

                                 1
Maj “Kid” Maney
                  2
      Outline
   Career Issues
   Performance Evaluation System
   Boards
   Career Counseling




                                    3
    PME Requirements
   PME for Warrant Officers and Chief Warrant Officers-2
      Warfighting Skills Distance Education Program (7400)
   PME for Chief Warrant Officers-3
      Enroll in Amphibious Warfare School DEP Phase I (8500)
   PME for Chief Warrant Officers-4
      Amphibious Warfare School DEP Phase II (8600)
   PME for Captain
      Complete AWS DEP Phase I (8500) and Phase II (8600)
      Resident USMC EWS
      Other Service resident CLS with AWS DEP Phase I
   PME for Major
      Complete C&SC DEP (8800)
      Resident USMC Command & Staff College
      Other Service resident C&S with C&SC DEP 8804/8805 (8845)
      Sitting RS COs are not required to complete PME until after the
       end of their tour
   References
         MARADMIN 423/99
         MCO P 1553.4A of 27 Apr 00
          ALMAR 026/04*
     
                                                                         4
If you don’t . . .




                     5
        Career Path Goals
   Serve in the FMF at each rank
       Serve in key billets for your MOS
            Command
            Department Head
            Primary Staff Officer
   Show diversity, be a MAGTF Officer
   High Level Staff as a Field Grade Officer
   Joint is not significant until LtCol & above


                                                   6
    What Helps Competitiveness
   Strong performance!!
       Good numbers when rated against peers
       Strong recommendations
   PME complete
   Acceptable career track
   Key FMF billets
   Good photo (appearance)
   Strong 1st class PFT
   Complete & readable record

                                                7
    What Can Change the Picture
   What helps
       Strong performance in Key billets
            Command
            Department Head
       Letters that explain, but don’t complain
   What hurts
       Back to back non-deploying tours
       Broken time
       Incomplete & unreadable record
       Growing an inch and/or poor personal appearance
       No recent or low PFT
       Letters that complain
                                                      8
    No Significant Effect
   Medals
   Masters
   Marathons
   Testimonial letters
   Community service certificates
   Obvious IZ, AZ “marketing techniques”
   One-on-one reports (old fitness reports)


                                               9
    Show Stoppers
   Recent NJP
   Recent adverse reports
   No photo
   No PME when combined with no
    explanation
   Over Ht/Wt standards




                                   10
      Outline
   Career Issues
   Performance Evaluation System
   Boards
   Career Counseling




                                    11
    Relative Value
   RV is a numerical representation of how the
    average of the marks on a single fitness
    report compares to the average of all reports
    written by an RS on Marines of the same
    grade

   Assists in evaluating the RS’s marking
    philosophy

   Reflects the comparison on a scale from 80 to
    100
                                                12
          Calculating the Report
          Average
 As it appears on the MBS:
PER PRO COU EFF     INI   LEA DEV SET ENS COM PME DEC JUD EVAL
                                                          RESP
 E    D     C   C   C      D   C   C   D   C   B   C   C   H

As it translates numerically: (A=1 to G=7, Not Obs H = 0)
PER PRO COU EFF     INI   LEA DEV SET ENS COM PME DEC JUD EVAL
                                                          RESP
 5    4     3   3   3      4   3   3   4   3   2   3   3    0


                       Add the marks - 43
          Divide by # of observed marks - 43/13 = 3.31
                       FitRep Avg = 3.31

                                                            13
Scale from 80 to 100




80         90          100
                             14
            How is RV Displayed on
            your Master Brief Sheet?

           #RPTS REL #RPTS REL RO CONCURS
           @PROC VAL @ CUM VAL  Y     N
                 PROC      CUM
             8   90.49 10 89.91 X


            FitRep                  RS Cum                    RS
            Avg: 3.31               Avg: 3.32                 High: 4.36

                                                             Best report on this grade
The specific fitrep                                          (Rt side of curve=100%)
                      The RS’s avg for all reports written on this grade
                      (center of bell = 90%)                                     15
     Items to be Aware of
 Occasions that do not result in an RV
   Not Observed, Extended, Academic, End of Service
 Low numbers of reports for a grade
    Doesn’t work well for ranks w/ low numbers
    Multiple reports on one MRO
 Short reporting periods
 Beginning a new rank
   Separate profile for each rank
   Be consistent
   Use the scale – do not mark everyone the same
                                                       16
                     Reviewing Officer “Snapshot”
   As it appears on the OMPF :
K. REVIEWING OFFICER COMMENTS
1. OBSERVATION:        x    Sufficient             Insufficient              2. EVALUATION:         x   Concur         Do Not Concur

3. COMPARATIVE                                         DESCRIPTION                                      COMPARATIVE EVALUATION
ASSESSMENT: Provide a
comparative assessement of                     THE EMINENTLY QUALIFIED MARINE                   0
potential by placing an "X" in the
appropriate box. In marking the
                                                       ONE OF THE FEW                           2
comparison, consider all Marines of
this grade whose professional                 EXCEPTIONALLY QUALIFIED MARINES                   7
abilities are known to you
personnally.                                  ONE OF THE MANY HIGHLY QUALIFIED        x         10
                                                PROFESSIONALS WHO FORM THE                      10
                                                   MAJORITY OF THIS GRADE                       4

                                                     A QUALIFIED MARINE                         1


                                                      UNSATISFACTORY                            0



4. REVIEWING OFFICER COMMENTS: Amplify your comparative assessment mark; evaluate potential for continued professional development to
include: promotion, command, assignment, resident PME, and retention; and put Reporting Senior marks and comments in perspective.



                                                                                                                                        17
                    RO distribution on the MBS
As it appears on the MBS:

RO: 0/1                             1/2                 4/3                   10/4 11/5                                          7/6                 2/7                 0/8

As it appears in the OMPF :
  K. REVIEWING OFFICER COMMENTS
  1. OBSERVATION:             x    Sufficient                      Insufficient                     2. EVALUATION:              x    Concur              Do Not Concur

  3. COMPARATIVE                                                        DESCRIPTION                                                 COMPARATIVE EVALUATION
  ASSESSMENT : Provide a
  comparative assessement of                                  THE EMINENTLY QUALIFIED MARINE                         (8)    0
  potential by placing an "X" in the
  appropriate box. In marking the
  comparison, consider all Marines of                                  ONE OF THE FEW                                (7)    2
  this grade whose professional                              EXCEPTIONALLY QUALIFIED MARINES                         (6)    7
  abilities are known to you
  personnally.                                              ONE OF THE MANY HIGHLY QUALIFIED                   x     (5)    10
                                                               PROFESSIONALS WHO FORM THE                            (4)    10
                                                                   MAJORITY OF THIS GRADE                            (3)    4

                                                                      A QUALIFIED MARINE                             (2)    1


                                                                       UNSATISFACTORY                                (1)    0



  4. REVIEWING OFFICER COMMENTS:                Amplify your comparative assessment mark; evaluate potential for continued professional development to
  include: promotion, command, assignment, resident PME, and retention; and put Reporting Senior marks and comments in perspective.                                            18
Master Brief Sheet




                     19
       Final RO Issues
 Provide the experienced leadership and perspective
 Responsible for supervising and enforcing the
  reporting standards
 Don’t force a RS to “break” their profiles
    Can ask them about averages and profiles
 Take marking recommendations relative to the
  “average”



                                                  20
        It’s More Than Just Numbers
   Comments, Comments, Comments!
       Performance and potential
            MOS proficiency
            Leadership
       Appropriate recommendations
       Comparison to peers
       Reviewing Officer comments are very important
       Comments need to match the numbers
   All of the items on a report combine to paint a
    picture of the MRO during the reporting period
                                                        21
   One of the More Common
   Errors
g. Negative words, phrases, and qualifying adverbs
   (1) Most adverse reports contain negative words, phrases, or
   qualifying adverbs such as:
         o        Does not display…
         o        Failed to …
         o        Unqualified to…
         o        Lacks the…
         o        Needs improvement in…
         o        Usually, sometimes, normally, generally…

   (2) Reporting officials should avoid these negative phrases unless the
   intent is to render the report adverse.

                                  5-7
                                 Ch. 3



                                                                      22
      Adverse Reports
   PES Order chapter 5 defines
   Below average RV does not = adverse
   Negative and qualifying statements make
    a report adverse
   RO can make report adverse
   Third officer sighting



                                          23
      Outline
   Career Issues
   Performance Evaluation System
   Boards
   Career Counseling




                                    24
Inside the Board Room




                        25
    How Does a Promotion Board
    Work
   Members review In-Zone cases
   Members review Above-Zone and Below Zone
    cases
       Determine which cases will be voted on with the
        In-Zone population
       By law, ALL above-zone cases must be briefed
   Brief cases lineally
   Vote
       Selection criteria starts at unanimous; only
        requires simple majority


                                                          26
    What Officer Boards Use
   Master Brief Sheet
   Official Military Personnel File (OMPF)
       Digital collection of documents
   What you send
       Destroyed following the board


   For non-promotion boards some other
    info is allowed


                                              27
        Board Preparation
   Know when your board is convening
   Complete your PME
   Take a photo
   Order your record and check it
       Your record is your responsibility
   Send a letter IF you have something to
    explain


                                             28
         Ordering Profiles / OMPFs
   OMPF now on CD
   Order OMPF/MBS/Profile by:
       E-mail (preferred)
            mmsbompf@manpower.usmc.mil
       Fax
          DSN 278-5792

       Mail
          Commandant of the Marine Corps

           Headquarters, U.S. Marine Corps (MMSB-30)
           2008 Elliot Road
           Quantico, VA 22134-5030

                                                       29
         Automated Report Preparation
         & OMPF Viewing Online
   Prepare fitness reports via Marine On Line
    (MOL)
       Okinawa testing Mar 2004
       Full Operating Capability August 2004
       Sect A populated from MCTFS data
   View your OMPF, MBS, Profiles via MOL
       Summer - Fall 2004


                                                30
      Outline
   Career Issues
   Performance Evaluation System
   Boards
   Career Counseling




                                    31
    Officer Counseling
 Counseling to regular and reserve officers on
  active duty – CWO2 - LtCol
   Reasonable explanations for failure of selection
   Career planning and MOS counseling
 Work closely with the monitors to
   Educate
   Advocate
 We can help you with key career decisions by
  assessing your competitiveness
   We don’t have a crystal ball


                                                       32
        Organization
   Aviation           Maj Ken Maney                7565
       Maneykp@manpower.usmc.mil
   IMA Det            LtCol Frances Poleto 0180
       Poletofs@manpower.usmc.mil
   CSS and Combat Arms checking in...
       Majors Anthony Kennick and Jim Morrisroe.
   Office Manager            Mrs. Cynthia Madsen
       Madsenca@manpower.usmc.mil


                                                       33
        Web Page

   www.usmc.mil
       Career
           Marines
                Career Counseling
                   Officer Counseling




   Guide to understanding and preparing
    your record

                                           34
      Occasions for Individual
      Career Counselings
   Recommendations for assignments
    (prior to speaking with Monitor)

   Review before to applying for a special program
    - SEP, FAO, TPS, etc.


   Review for competitiveness prior to a promotion
    board


   Review after failure of selection
                                                 35
         Record Assistance
   MMSB-30
       https://www.mmsb.usmc.mil
       DSN 278-3995
   Officer Counseling
       USMC website – Career; Marines; Counseling; Officer
       1-800-634-7988
   Enlisted Counseling
       USMC website – Career; Marines; Counseling; Enlisted
       1-800-833-2320
   Performance Evaluation Review Branch (MMER)
       DSN 278-9204/9205
                                                          36
        Bottom Line
   Get smart before making career decisions
   Honesty and consistency are the key to the
    PES
   Be prepared for boards
       Your record is your responsibility
   The Career Counselors are available to help



                                             37
Questions?


             38

								
To top