Goal is to keep all Aviators on track for o-5



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BUPERS/NPC Overview

  • BUPERS/NPC Overview

  • Aviation Career Paths

  • Detailing Process

  • Detailing Timelines and Options

  • Aviation Bonus

  • Selection Boards

  • FITREP Writing

  • Q&A



Support Naval Aviation manpower requirements

  • Support Naval Aviation manpower requirements

  • Execute manpower distribution policy

  • Analyze/mitigate manpower shortages/overages

  • Provide FITREP & career counseling guidance

  • Provide selection board support & fleet feedback

  • We are YOUR manpower resource – USE US!













Detailer:

  • Detailer:

    • Represents the needs of the Officer, be your advocate
    • Answer your questions, eliminate misinformation
    • Provide options and guidance so that you can make an educated decision
    • Goal is to keep all Aviators on track for O-5
  • Placement:

    • Represents the needs of the command
    • Goal is to keep the command manned at the optimal level


Triad of Detailing

  • Triad of Detailing

  • Big picture

  • Your responsibility

  • Our responsibility

  • Writing orders



12 - 15 months out

  • 12 - 15 months out

    • Start thinking about your preferences
    • COC provides options and guidance
    • Realistic expectations based on performance, job availability, needs of the Navy
  • 9 - 12 months out

    • Communicate preferences to your Detailer (job, location, flying, non-flying) ; e-mail is preferred
    • Ask questions so that you can make an educated decision
    • We will respond back to you, ideally in less than 1-2 weeks. Please be patient as some questions require research and priority goes to those working orders closest to their PRD. Check back if you aren’t getting a response.
  • 6 - 9 months

    • Commit to a job
    • We will propose you to a command as required for nominative jobs
    • Coordinate training track, detach and report dates
  • 2 - 4 months

    • Orders released on BOL and message traffic
  • Confused or on the fence? Call us and we will explain your options.



FRS, WWS, NSAWC, HSC-84/85, VX-1, HTs, VTs : (production slide to follow)

  • FRS, WWS, NSAWC, HSC-84/85, VX-1, HTs, VTs : (production slide to follow)

  • Station SAR: China Lake, Fallon, Key West, Whidbey, Pax River, Lemoore; filled by detailer, timing sensitive

  • PEP (Pilot Exchange Program): vetting process, some require DLAB, timing sensitive, some are sea duty

  • DCMA: Stratford, CT and Owego, NY; vetting process

  • C-12/C-26: GITMO, Misawa, Atsugi, Okinawa, Kauai, Naples, Sigonella; filled by detailers, timing sensitive

  • TPS: (slide to follow)



4 Selection rounds/year

  • 4 Selection rounds/year

    • February (June, July, August PRDs)
    • May (September, October, November PRDs)
    • August (December, January, February PRDs)
    • November (March, April, May PRDs)
  • Work with your XO to submit a nomination package

  • Fill it out to the max extent practical

  • One chance to apply

  • BUPERS takes the input from your CO and the CO of the gaining commands (FRS/WS/NSAWC/HSC-84/85) and creates a slate based on those inputs and BUPERS requirements



2 Selection boards/year (Feb and Aug)

  • 2 Selection boards/year (Feb and Aug)

  • 5 Major Programs

    • US Naval Test Pilot School (Patuxent River, MD Pilots & NFOs from all communities – 2 classes/year)
    • US Air Force Test Pilot School TACAIR only
    • British Empire Test Pilot School RAF Boscombe Down, UK 1 “best qualified” aviator/year
    • French Test Pilot School 1 “best qualified” aviator every ~3 years French language training provided prior to reporting
    • Naval Postgraduate School (NPS)/USNTPS Cooperative no longer an option
  • Upon completion of TPS, expect a 24-month tour at HX-21



• Quality time in Fleet squadron is critical

  • • Quality time in Fleet squadron is critical

  • – Demonstrate sustained superior performance

  • – At least 1 competitive EP

  • – Earn all quals available (e.g., NATOPS Instructor, FCP, etc.)

  • • Strong technical undergraduate record helps

  • • Consider timing carefully

  • – Leave Fleet squadron NET EP FITREP & fully qualified

  • – Must have enough time to complete TPS and 24 month follow-on

  • project officer tour

  • • Be persistent

  • – Quotas, board membership, competition change from board to

  • board

  • – Failure to select does not necessarily mean not qualified



Flag Aide

  • Flag Aide

  • Community wing (few flying billets)

  • Naval Recruiting District

  • Naval Postgraduate School

  • USNA

  • NROTC (slide to follow)

  • DC: most jobs are nominative (OPNAV, OLA, SPAWAR)

  • Major Staffs (CONUS, OCONUS)

  • Olmsted Scholarships (~5 per year)



If you are interested, contact your detailer 9-12 months out, be prepared to submit your college transcripts. Most schools require a 3.0 undergrad GPA.

  • If you are interested, contact your detailer 9-12 months out, be prepared to submit your college transcripts. Most schools require a 3.0 undergrad GPA.

  • We will provide you with all available schools that fit your PRD +/-3 months.

  • School openings are based on the rotation of the current aviator on board that school.

  • We have an Aviation NROTC board 2-3 times a year depending on the openings available.

  • The board is comprised of all the Aviation detailers and considers your academic and military record, preferences, and PRD to develop a NROTC slate.

  • Following the board, we will propose you to the school and they will review your record; they may do a phone interview. Once we have positive confirmation from the school, we will release your orders.



AMPHIB: Air Boss or Fuels Officer (LPD), LHA/LHD AIR DEPT/Safety Officer

  • AMPHIB: Air Boss or Fuels Officer (LPD), LHA/LHD AIR DEPT/Safety Officer

  • Staff: Air Wing, CVW, MCMRON, DESRON, ESG, PHIBRON, Numbered Fleet

  • CV/CVN: ANAV, OPS ADMIN, Shooter, Asst Air OPS, TAO, Asst Strike OPS

  • Super JO, Squadron SWTI

  • PEP

  • HSC-84/85 (via nom selection process)

  • FLAG AIDE/LT

  • ** Some jobs by their nature will not allow for a qualification **





War College (O-4 selects only)

  • War College (O-4 selects only)

    • USA (Jan/Jun) [no Masters In Res]
    • USMC (Aug)
    • USAF (Aug)
  • NPS (JPME I option…take it)

  • Aide

  • Type Wing

  • DC

  • GSA

  • Bahrain



Aviation Dept Head Retention Bonus – 5 year contract

  • Aviation Dept Head Retention Bonus – 5 year contract

    • Intent: Retain aviators for DH tour
    • Eligible: FY prior to MSR expiration and the FY of MSR completion
    • $$ amount based on T/M/S and Pilot vs. NFO
    • FY13 amounts shifted based on rotary wing T/M/S
      • HSC - $15k/year; HSM - $15k/year; HM - $15k/year
  • At-Sea BonusNo longer applicable

  • Aviation Command Bonus – No longer applicable



Long Term Bonus participants who do not serve a DH tour lose bonus eligibility

  • Long Term Bonus participants who do not serve a DH tour lose bonus eligibility

    • Intent of the long-term bonus is to retain aviators for a DH tour
    • An aviator is rendered ineligible for ACCP if:
      • Declines consideration (stop and 100% recoup)
        • FY13 ACCP allows for pro-rated recoupment
      • Fails twice to screen (stop, no recoup)
        • FY13 ACCP allows for bonus retention
      • Declines successful DH screen (stop and 100% recoup)
  • Two-time failure to select for aviation DH is no longer ACCP eligible

    • No future bonus payments
    • No recoupment of funds received
    • Obligation is adjusted to reflect funds received to date
    • Once obligation is complete the member may:
      • Redesignate
      • Separate


War College/JPME

  • War College/JPME

    • Business rule shift to detail all #1 EP DHs that lack Masters or JPME 1 to NWC
      • Will allow #2 EPs based on demand
    • Senior course requirement to be Phase 1 complete and O-5 (sel) during Curriculum
      • All others require OPNAV N15 waiver
  • #1 EP DH, Masters Complete, and JPME Phase 1 Complete

    • Joint duty
      • Overseas joint (EUCOM, NATO, AFRICOM)
      • CONUS joint - Select billet based on location, not on incumbent screening
        • (DC (JCS), Norfolk (JFCOM-billet landscape TBD), Tampa (CENTCOM, SOCOM),Omaha (STRATCOM), Miami (SOUTHCOM), Colorado Springs (NORTHCOM), St. Louis (TRANSCOM)
      • Community jobs – NPC
  • #2 EP DH (MO or OPSO important for O-5)

    • Major staff – Remain competitive for O-5
      • Overseas – COMPACFLT, C6F
      • CONUS – NPC (non-PERS 43), OPNAV, NAVAIR, USFF, CNAL/P, C3F
      • Community billets – FRS DH, TYPEWING OPS, WEPSCOL DH






Annual board in April, results in July

  • Annual board in April, results in July

    • Zone reduction in FY13 = more competitive
    • Board makeup
    • Statutory board, no Detailer involvement
  • Two opportunities (looks) for O-4

    • 2 x FOS = forced separation NLT 7 months of board results being released
  • Arguably the biggest career hurdle now in Naval Aviation







All looks completed in 2 years

  • All looks completed in 2 years

  • Annual selection numbers normalized

  • Control command opportunity by screen group

  • FY14 ACSB (Feb 2013):

    • 522 SG 99/00 URL records across all communities, 156 selected for command
    • Last look for SG 99


Mission objective:

  • Mission objective:

    • Select Aviation Department Heads of operational/training squadrons from all eligible officers
    • Aviation path to CDR and Command is via DH tour
    • Sustained superior performance
    • Retention and competition = Quality DHs
  • Every record receives equal consideration



PERS-43 policy initially implemented for SG98 ADHSB

  • PERS-43 policy initially implemented for SG98 ADHSB

  • Record retention = record competition, quality officers without opportunity to advance past LCDR in aviation

  • Allows member to continue with aviation bonus

  • Example OP-T DH billets: HTs/VTs/TACRONs



A competitive # 1 EP FITREP is the best way for a Commanding Officer to reward performance

  • A competitive # 1 EP FITREP is the best way for a Commanding Officer to reward performance

    • Larger summary groups and length increase strength
    • Always rank top officers with either a hard or soft breakout in the FITREP
  • Make recommendations for future milestones

    • DH, Command, etc
  • Explain unusual circumstances in the FITREP

    • Perceived decliner due to promotion
    • Early roller for an aide billet, hard fill job, etc.
  • Document all qualifications – “Christmas in Millington”

  • Make the FITREP easy to read













A complete and accurate record = Your resume

  • A complete and accurate record = Your resume

  • Check your record at: www.bol.navy.mil, Official Military Personnel File (OMPF) is great tool to visually confirm that all documentation has been included in your record.

    • Verify OSR against FITREPs
    • Check for continuity (gaps > 30 days), legibility
    • Awards and qualifications
    • Additional Qualification Designators (AQDs)
      • Navy Officer Manpower and Personnel Classifications (NAVPERS 15839I)
    • Education


  • RECORD GETS “TANKED” FOUR TIMES OVER 2 YEARS FOR AVIATION COMMAND

  • FIRST YEAR OPERATIONAL

  • SECOND YEAR OPERATIONAL, SPECIAL MISSION AND NRD

  • GETS CO THRU CMD TOUR IN TIME TO COMPLETE JSO* QUAL



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