Take Aways from Panel 4 FY09 E8 Selection Board

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Take Aways from Panel 4 FY-09 E-8 Selection Board

• LCDR Michael Hutchens

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Introduction

• Too many CPO FITREPs were written like officer
  FITREPs
• 35-40
• Results in quality candidates not selecting
• Due to differences in board structure and
  procedures
• Must emphasize that selection board is fair.
  Have confidence in process, just educate to
  improve communication of performance.

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Topics of Discussion

• Board structure
• Record review
• Score sheet
• Cuss and discuss
• Voting
• Dos and Donts
• Chief Waterwalker vs Chief Lukewarm (Why did HE
  get picked?!)
• Take-aways

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Board Structure

• 14 Panels
• One officer and Master Chiefs
• Panel 4 LCDR, 11 Master Chiefs, one recorder
• Reviewed four rates, over 1000 records
• Not much interaction among Panels, but large
  amount of discussion among members of same Panel
• Each Panel has its own personality

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Record Review

• Each record scored by two members of Panel
• Two reviewers scores must match within 100
  points
• If not, reviewers must reconcile or get a third
  review (no third review in Panel 4)
• Average of two scores used to build ladder (i.e.
  Rack and Stack)
• Two reviewers need to buy the sailor and sell to
  remainder of panel.

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Score Sheet

• Built for each board based on Precept (Stomp,
  Stomp)
• Double edged sword
• Levels grading criteria among numerous Panels
• Takes personality out of grading

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Cuss and Discuss

• Truly is Cuss and Discuss
• Lively conversation, where personalities come out
  
• (Not like an officer Board)
• Quotas Crunch
• Crunch 2-3 times number of quotas
• Those below crunch line no longer considered
• Two reviews is all candidate gets
• Remainder of Panel do not see record

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Voting

• Panels combined into Mini-boards
• Mini-boards enter tank to vote on each rate
• Subject Matter Expert describes Rate and
  discusses last select, and top three non-selects
• Anonymous
• No other records discussed
• Mini-board votes yes or no

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Dos

• Sustained superior performance at sea remains 1
  factor (Candidates responsibility)
• But, it must be supported by FITREPs which
  discuss other grading criteria (Reporting
  seniors responsibility)
• Criteria
• Qualifications
• Command involvement
• Sailorization retention, advancement, CPO
  involvement (Leading sailors and CPOs)
• Education
• Community service
• Collateral duties

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Dos

• Be direct
• Be brutally honest
• FITREP narrative should discuss What are you
  going to do for me in the future?
• Sell the candidate to the reviewer and give the
  reviewer the ammo to sell your sailor to the
  remainder of the Panel

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Donts

• Be creative or cute
• Bury adverse matters
• Make the grader uncertain of the candidates
  qualifications for the next pay grade
• Have a write-up that is contradicted by the
  promotion recommendation and ranking
• Tell the selection board what to do or that the
  previous board made a mistake

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Donts

• Describe how technically savvy the candidate
  isit is understood the candidate is or would not
  be a CPO
• AND MOST OF ALL
• Do not think that because you are the Commanding
  Officer of a U.S. Navy Warship with 20 years of
  experience that your 1 of 15 CPOs is a Sure
  Thing to get selected.
• (did not always happen)

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Chief Waterwalker vs. Chief Lukewarm

• Straight EPs (1 of 15)
• Above SUM AVE
• Poor narrative
• Expected quals
• No CPO involvement
• No education
• No retention comments
• CMEO (not quantified)
• Light on awards
• No community service
• Multiple FFGs

• Straight MPs (Mid PAC)
• At SUM AVE
• Great narrative
• Expected quals
• CPOA Treasurer
• Associates
• 100 retention in dept
• CCC with advancement
• NCM as a CPO
• MOVSM
• FFG, CV, OSEAS shore

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Results in

• Disappointed Chief Waterwalker scratching his head

• Very happy Senior Chief Lukewarm calling his
  detailer for his next set of orders

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Narrative Example
1 of 15 Chiefs. OSC Superstar is the epitome
of a senior enlisted leader. FULLY QUALIFIED.
OSCS Superstar is my only enlisted OOD
(underway). I trust him with my ship and lives
of my sailors. He trained 2 junior officers and 8
sailors in this tactical role. When in CIC, he
was my Cond I AAWC. TECHNICALLY PERFECT. My
ships first deployment with Aegis BMD patch
commended by Battle Group and Fleet Commander due
to Chief Superstars understanding of ship CAPS
and LIMS with this new software and ability to
train my crew in its use. Filled in 4 months as
Dept LCPO due to gapped billet. CPO MESS
LEADER. As Mess Treasurer, he increased
financial strength of the mess through local
donations from retired CPOs in the community.
Efforts funded CPO dining out and 1/3 of
Christmas party. GREAT MENTOR. OI Division had
best retention on the ship (83). Mentorship
produced 2006 JSOY and 3 SOQ from his division.
His advancement training resulted in 4 of 5 E-4,
3 of 6 E-5, and 1 of 4 E-6 promotions. These
promotion rates are at least 15 above fleet
average. Earned MOVSM for 500 hours of service to
Habitat for Humanity, built two homes for victims
of recent San Diego fires. ENG 101, PSYCH 201,
HIS 103 toward Associates. Fall 2006 PFA P/WS.
Already performing above the Senior Chief level.
Select NOW!