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

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Career Counseling BriefOfficer Careers,
Promotions, and the Performance Evaluation System
Briefing for NNOA August 2004

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Maj Kid Maney
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Outline

• Career Issues
• Performance Evaluation System
• Boards
• Career Counseling

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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 CSC DEP (8800)
• Resident USMC Command Staff College
• Other Service resident CS with CSC 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

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If you dont . . .
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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

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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

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What Can Change the Picture

• What helps
• Strong performance in Key billets
• Command
• Department Head
• Letters that explain, but dont 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

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No Significant Effect

• Medals
• Masters
• Marathons
• Testimonial letters
• Community service certificates
• Obvious IZ, AZ marketing techniques
• One-on-one reports (old fitness reports)

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Show Stoppers

• Recent NJP
• Recent adverse reports
• No photo
• No PME when combined with no explanation
• Over Ht/Wt standards

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Outline

• Career Issues
• Performance Evaluation System
• Boards
• Career Counseling

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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 RSs marking philosophy
• Reflects the comparison on a scale from 80 to 100

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Calculating the Report Average
As it appears on the MBS
As it translates numerically (A1 to G7, Not
Obs H 0)
Add the marks - 43 Divide by of observed marks
- 43/13 3.31 FitRep Avg 3.31
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Scale from 80 to 100
80
100
90
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How is RV Displayed on your Master Brief Sheet?
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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
• Doesnt 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

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Reviewing Officer Snapshot
As it appears on the OMPF
K. REVIEWING OFFICER COMMENTS
x
x
1. OBSERVATION
2. EVALUATION
Concur
Do Not Concur
Sufficient
Insufficient
DESCRIPTION
COMPARATIVE EVALUATION
3. COMPARATIVE
ASSESSMENT
Provide a
comparative assessement of
0
THE EMINENTLY QUALIFIED MARINE
potential by placing an "X" in the
appropriate box. In marking the
2
ONE OF THE FEW
comparison, consider all Marines of
7
this grade whose professional
EXCEPTIONALLY QUALIFIED MARINES
abilities are known to you
x
personnally.
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ONE OF THE MANY HIGHLY QUALIFIED
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PROFESSIONALS WHO FORM THE
4
MAJORITY OF THIS GRADE
1
A QUALIFIED MARINE
0
UNSATISFACTORY
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.
5. I CERTIFY
that to the best of my
knowledge and belief all entries made
hereon are true and without prejudice or
(Signature of Reviewing Officer)
(Date in YYYYMMDD format)
partiality.
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RO distribution on the MBS

• As it appears on the MBS

As it appears in the OMPF
K. REVIEWING OFFICER COMMENTS
x
x
1. OBSERVATION
2. EVALUATION
Concur
Do Not Concur
Sufficient
Insufficient
COMPARATIVE EVALUATION
DESCRIPTION
3. COMPARATIVE
ASSESSMENT
Provide a
(8)
comparative assessement of
0
THE EMINENTLY QUALIFIED MARINE
potential by placing an "X" in the
(7)
appropriate box. In marking the
2
ONE OF THE FEW
comparison, consider all Marines of
(6)
7
this grade whose professional
EXCEPTIONALLY QUALIFIED MARINES
abilities are known to you
(5)
x
personnally.
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ONE OF THE MANY HIGHLY QUALIFIED
(4)
10
PROFESSIONALS WHO FORM THE
(3)
MAJORITY OF THIS GRADE
4
(2)
1
A QUALIFIED MARINE
(1)
0
UNSATISFACTORY
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.
5. I CERTIFY
that to the best of my
knowledge and belief all entries made
hereon are true and without prejudice or
(Date in YYYYMMDD format)
partiality.
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Master Brief Sheet
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Final RO Issues

• Provide the experienced leadership and
  perspective
• Responsible for supervising and enforcing the
  reporting standards
• Dont force a RS to break their profiles
• Can ask them about averages and profiles
• Take marking recommendations relative to the
  average

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Its 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

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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

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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

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Outline

• Career Issues
• Performance Evaluation System
• Boards
• Career Counseling

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Inside the Board Room
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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

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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

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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

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Ordering Profiles / OMPFs

• OMPF now on CD
• Order OMPF/MBS/Profile by
• E-mail (preferred)
• mmsbompf_at_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

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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

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Outline

• Career Issues
• Performance Evaluation System
• Boards
• Career Counseling

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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 dont have a crystal ball

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Organization

• Aviation Maj Ken Maney 7565
• Maneykp_at_manpower.usmc.mil
• IMA Det LtCol Frances Poleto 0180
• Poletofs_at_manpower.usmc.mil
• CSS and Combat Arms checking in...
• Majors Anthony Kennick and Jim Morrisroe.
• Office Manager Mrs. Cynthia Madsen
• Madsenca_at_manpower.usmc.mil

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Web Page

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

• Guide to understanding and preparing your record

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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

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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

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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

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Questions?