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Anatomy of the Performance Summary Record (PSR)

Fail to Select. Anatomy of the Performance Summary Record (PSR). “The Performance Summary Record summarizes a member’s professional and performance history.” ~ BUPERSINST 1610.10A. Who are you and why are YOU talking to me about the PSR?. Full Name: PEBD: Promotion History:

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Anatomy of the Performance Summary Record (PSR)

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  1. Fail to Select Anatomy of thePerformance Summary Record (PSR) “The Performance Summary Record summarizes a member’s professional and performance history.”~ BUPERSINST 1610.10A

  2. Who are you and why are YOU talking to me about the PSR? Full Name:PEBD: Promotion History: Gregory Michael Storch 20 Aug 1985 ENS: 05/97 LTJG: 05/ 99 LT: 06/01

  3. PSR ODC

  4. The Performance Summary Report... Member’s Primary Duty (Block 29) Reporting Senior’s Title (Block 25) Promotion Recommendation Summary (Block 43) Member’s Pay Grade (Block 2) Member’s Promotion Recommendation (Block 42) Member’s Duty Station (Block 7) Inclusive Dates of Report mm/dd/yy Member’s Trait Grades (Block 33-39) Reporting Senior’s Pay Grade (Block 23) Reporting Senior’s Cumulative Average Length of Report (whole months) Total Reports included Included in Reporting Senior’s cumulative average For same pay grade (since 1 Jan 97) regardless of designator Individual Trait Average Reporting Senior’s Name (Block 22) Summary Group Trait Average

  5. Dates are in Month – Day – Year format and must be consecutive, accounting for every day of service. Scan your PSR to ensure there are no missing reports and the dates are correct. Submit Administrative Changes to correct errors. Report Dates - Must Be Consecutive

  6. Trait Marks - Where Are They? • Pay attention to where these traits are marked; not that you had (2) 3.0s and (4) 4.0s, but in what traits. • Major trait areas (O3 to O4): • Professional Expertise (Block 33) • Mission Accomplishment (Block 37) • Leadership (Block 38)

  7. Ind Trait Average versus RS Cumulative Avg Example: This Reporting Senior has done a total of 3 reports on Ensigns (my previous one, my current one, and another Ensign joined the mix). Note my Individual Trait Average is higher that the Reporting Senior’s Cumulative Average Your goal should be to stay “at” or “above” your Reporting Senior’s Cumulative Average Do not find yourself “below” your Reporting Senior’s Cumulative Average Note the Number of Reports the Cum Avg is based on – Are you the first report or has the CO done a lot of them?

  8. Promotion Recomendations • Which one is better – MP or EP? • Depends on several factors: • What is your assignment type (1 of 1 or large peer group)? • -AND- • Where you’re at in your tour (did you just report aboard or are you getting ready to transfer)? • This sends a message to the Board – Pay Attention!

  9. Are You Paying Attention To The Right Things?

  10. Great Comments in Block 41...

  11. But it's more than that... • Assignment Selection • 1 of 1 billets • Peer breakouts • Promotion Recommendations • Individual Trait Average vs Reporting Senior’s Cumulative Average

  12. PROMOTED TO LCDR! Let’s look at a model PSR first…

  13. Now... A closer look at my PSR

  14. COMMISSION OIS NOB Below Reporting Senior’s Average AND 1 of 1

  15. DUINS - NOB EP, but lower than the Reporting Senior’s Average – What is he trying to say?

  16. Let's Take A Closer Look...

  17. Last AssignmentDirector for Administration, NOSTRAMay 2005 – February 2007 Great job, but… First FITREP (5 months) – EP, but below Reporting Senior’s Average Second FITREP – New CO (4 months) – Drop to MP (CO’s Philosophy), first report for this Reporting Senior, so I am his average. Third FITREP – Transfer FITREP; Although EP, considered the “kiss good-bye” – discussed later on!

  18. “MP” Promotion Recommendation in a 1/1 Director Billet…Kiss of Death • Write-up in Block 41 contained “soft-break-out”… Mixed message to the board...

  19. Passed over.... So what's next? Be prepared for a very long year ahead…

  20. First things first – take some time to get your head back in the game • Don’t take it personally • You aren’t the first, you won’t be the last • Boards promote records, not people THEN…. • Decide on your next step – stay or go If your answer is stay, then…

  21. Find a mentor – NOW! If you already have one (or two or three), use him/her • Speak to your Chain of Command • Discuss your intentions • Identify opportunities to set yourself apart from your peers • Next FITREP is critical – EP/#1

  22. Sit a board in Millington • Ask detailer/senior leadership to review your PSR/ODC • Identify shortfalls – then do everything in your power to correct them • Letter-Supplements • Letters of Recommendation (Flag Officer)

  23. Transcribing the FITREP into the PSR HOW SELECTION BOARDS VIEW OFFICER FITREPS

  24. 42 52 54 Breakout: How an officer fares when ranked against competing officers. • Generally the first item briefed; most influential on board member’s vote • If an officer failed to break out against peers, explanatory comments are taken into consideration • Example: A CO who has two officers and gives both MPs makes it impossible for a board to make a distinction between the officers, resulting in the board assuming an average performance by both. • The breakout is the strongest tool reporting seniors have to differentiate among their officers. Information provided by http://www.navyfitrep.com/

  25. Averages • Both the reporting senior's average and his/her cumulative average are extremely influential factors • An officer's breakout history and grading averages are the two criteria that require an "officer-to-officer" comparison • Viewed as the "bottom line" assessment of the officer being reviewed. Information provided by http://www.navyfitrep.com/

  26. Cumulative Average • The reporting senior's average is particularly useful when the officer being graded is a 1 of 1 • As a 1 of 1, the only comparative measure available is the CO's cumulative average • where the officer being reviewed compares with the senior's historical average Information provided by http://www.navyfitrep.com/

  27. Dead Space: A block left empty to the right of the given mark in the promotion recommendation • (i.e. if a reporting senior was reporting on one officer and assigned him/her an MP and left the early promote (EP) block empty). • Referred to as an "air gap" and may be viewed in a negative light. • Dead space coupled with above average marks result in a loss of credibility of the FITREP Information provided by http://www.navyfitrep.com/

  28. Ranking within promotion categories: • Provides valuable clarification to the promotion board • Add narrative that states exactly where in the MP category the officer ranks (i.e., my number 1 MP) • Used to assist the officers in the upper part of the MP category • May be ranked against any set of competitors the reporting senior desires Information provided by http://www.navyfitrep.com/

  29. Trends: • Tracked using OSR/PSR • Key tool in determining promotion viability • Ideally displays a progression "from left to right" in both promotion category and grade averages  • Display an improving trend in trait averages - extremely important where frequently ranked 1 of 1 • Declining trends not intended by the reporting senior should be explained in the FITREP narrative Information provided by http://www.navyfitrep.com/

  30. Goodbye Kiss:The FITREP an officer receives upon departure from the command. • Although almost always 1 of 1, the reporting senior could (and should if they want to help you) rank you against other command members • (i.e. 1 of 15 of all LTs assigned to this command). • A goodbye kiss of less than an EP will likely be viewed in a negative light. Information provided by http://www.navyfitrep.com/

  31. Hard/overseas/remote tours: • Duty Stations make a difference to a board • Demonstrates dedication to the Navy and ability to operate in demanding, forward environments • Real-world and operational experience carries weight with any board - should be emphasized in the FITREP comments • Continuous presence in one location not necessarily viewed negatively • Do a good job and demonstrate improving trend Information provided by http://www.navyfitrep.com/

  32. Consistency - Narrative and Ranking: • Most boards spend a great deal of time trying to interpret a reporting senior's comments and desired intention for promotion • Ambiguous or contradictory comments may result in an unintended promotion outcome But marked “Must Promote” in a 1 of 1billet! Information provided by http://www.navyfitrep.com/

  33. Last Report before the Board: The latest FITREP before any board is generally the most important FITREP in an officer's record • Answers “What have you done lately” • Describes performance at most senior level • Provides a last opportunity to display an improving trend Information provided by http://www.navyfitrep.com/

  34. Discussion Time.... Check this out…. Navy FITREP Website(http://www.navyfitrep.com/)

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