FY 2004 CPO Selection Board Hospital Corpsman Dental Technicians

1. FY 2004CPO Selection BoardHospital CorpsmanDental Technicians Board Debrief

2. 2004 HM/DT Selection Board Members CDR Karen M. Al-Koshnaw, MSC DTCM(SW/AW) Kenneth A. Day HMCM(SW/AW/FMF) Cheri L. Inverso DTCM(SW/AW/FMF) William L. Green CMDCM(SW/FMF) Gustavo J. Beltra HMCM(AW) Susan M. Borkoski HMCM(SEAL) Philip R. Gibson HMCM(SS/SW) Carl E. Morgan HMCM(FMF/DV/PJ) Robert W. Johnson HMCM(SW/FMF) Celestino R. Magpayo, Jr.

3. General Considerations The single most important factor for selection to Chief Petty Officer was strong performance at sea in a leadership position. Typically this meant breaking out well in a competitive environment while serving as LPO. Absent LPO experience, even consistent EP rankings in lesser jobs often could not compete head-to-head with the solid LPO, even if the latter was an MP serving among strong competition.

4. General Considerations Service in Sailorization billets - recruiting, Recruit Training Command, A-schools, and other initial pipeline training - were viewed by the Board as demanding and career enhancing. The Board gave due consideration to the high quality of the peer group in these commands.

5. General Considerations This year's Selectees have a diversity of assignments that demonstrate steadily increasing responsibility. Sailors with difficult in-rate shore assignments generally faired better than their peers who opted for more general duty assignments ashore. Diversity in ship/aircraft types, locations and types of duty was a definite strength.

6. General Considerations The Board was seeking sustained superior performance; however, it was not reluctant to consider a candidate who had faltered once (NJP or PFA) but had since recovered with strong, documented results.

7. General Considerations Every Selectee with opportunity to earn a warfare pin had done so. Instructors were expected to earn their Master Training Specialist or Afloat Training Specialist designation, and failure to do so was considered a detractor. Documented qualification and performance in advance watch stations were clear indicators of readiness for advancement.

8. General Considerations Only evaluations covering the most recent 5 years were reviewed by the Board. Early selection opportunity for many candidates meant that the Board was looking at E-5 evaluations and, in a few cases, E-4 evaluations. The importance of early career counseling and mentoring cannot be overemphasized. In many cases the quality/difficulty of the first shore tour made a big difference.

9. Positive - Leader every where they went. - Strong Command recommendations. - LPO at sea or large command. - LPO as a Second Class Petty Officer. - Deploy! Ships, Marines, Fleet Hospital. - Strong sea shore rotation.

10. Positive - Do hard sea duty and hard shore duty - Steady progression at the same command (start as ALPO and move on to LPO) - Perform well in Command level collateral duties - Qualified early or on time for warfare or MTS - Do things out of your department - get involved with the command. Do things not normally associated with your NEC.

11. Positive - Sea Duty alone will not make you a CPO- you must perform well at sea and break out. - DCTT, MTT, ATT, OOD Inport, OOD Underway were all looked at very favorably. Get involved in the evolutions on your ship. Become a leader and a trainer when possible. - Once qualified in your warfare/MTS - Become a trainer and qualifier. How many of your Sailors are qualified?

12. Not so Positive - Carrying only collateral duties that are part of your job. Such as the Lab Tech who is also the “HIV Coordinator”. - Failure to qualify for your warfare pin or MTS. Qualifying at the end of your tour was a detractor. - Disproportionate education and / or community service. - Taking the same job at the same command more than once. - Doing the same collateral duties at each command.

13. Not so Positive - In a large command doing the exact same job the entire time. - Leaving Sea duty or Instructor/Recruiter duty early. - Body Fat Failure, PRT Failure and NJP’s in the past 5 years. - Body Fat Failure or PRT Failure followed by a succession of Medical Waivers was looked at with suspicion. - Declining performance with same Reporting Senior. - FMF duty with No deployments. (shore duty in cammies)

14. Documentation - Document correspondence courses, college courses and your College Degree on page 4’s. - If your PSR is wrong for College or Awards include that statement in your letter to the board. - VERIFY YOUR MICROFICH - Include copies of missing award Citations. - People are still sending packages of 50-70 pages long with information that is already in their record.

15. Package Do’s and Don'ts - Do follow the current instructions for package submissions. If the instructions say NOT to staple your package - DON’T! - Do send Concurrent Evaluations covering periods of deployment if you are away from your parent command. - Do include Sailor of the Quarter and Sailor of the Year awards for the previous 5 years. Often they are difficult to find.

16. Package Do’s and Don'ts - Fancy binding and color pages impressed no one. - Do not include excessive Letters of Appreciation for community service and “Thank You” letters. If you have a MOVSM - it speaks for itself in regards to community service. - Do not include anything in your package that may draw unwanted attention to yourself. Pictures of you with anyone are neither required nor desired.

17. Package Do’s and Don'ts - Do not send a “Resume” to the board. - Do not send your “Brag Sheet” to the board - Do not send personal letters of endorsement from anyone. - Do not send Special evaluations submitted only for Selection board purposes, except to document specific improvement or decline in performance.

18. Package Do’s and Don’ts - Do not include copies of your re-enlistment contract or extension paperwork. - Limit the number of LOA’s / LOC’s not signed by Flag Officers. Before including the letter ask yourself.. Why am I sending this? Is the performance covered by the letter already part of an evaluation or included in a higher Award?

19. Evaluations - If you are the writer of evaluations: - Write strong evals for your best 2nd Class Petty Officers! If they are ready for increased responsibility say so. - If you think someone should be promoted to CPO - Say SO! Great evals without any mention of CPO selection was a detractor. - On the other hand - weak evals on a non-performing sailor with a CPO Recommendation didn’t help them. - Include mention of Sailor of the Quarter SELECTIONS.

20. Evaluations - Rank people in the largest group possible. EP’s and MP’s in larger competitive groups were much more impressive than a 1 of 1 EP. - Talk about leadership! - Document performance during deployments. - Document impact of Command level collateral duties. - Seek leadership in collateral duties if you are not an LPO.

21. Evaluation Detractors - “Received Coin from MCPON Herdt; CNO Adm Clark. - Mentioning special interviews that the Sailor was not selected for. (interviewed for White House Duty, not selected) - “Hand Selected” …. Is it necessary to say this? - My #1(whatever) when there is only one onboard … - Don’t talk about force distribution “P” … - “P” on regular evals then an “EP” on transfer … more believable to be a “MP” on transfer.

22. Pearls... - “Ready now to be a CPO!” MP of 23 - “Counseled verbally and formally on LPO responsibilities not carried out. Not developing his Sailors.” - “Has the potential to be an outstanding First Class Petty Officer” on an HM1 Eval - Collateral Duty “Lab Coat PO” on an HM1’s eval - “My Best Sailor - Must be a CPO this year!” 1 of 1 MP

23. Pearls... - A CPO in waiting, who lives and breaths “Charlie Golf One” Promote to CPO Now! - The chiefs Creed was written with HM1 XXX in mind- Absolutely select for Chief Now!” - Impervious to repeated verbal and written counseling resulting in suspension of LPO responsibilities. - Preoccupied with perfectionism. - Select to CPO today - I want her in my wardroom.

24. Thoughts A few months of great performance does not outweigh 15 years of mediocrity! Sustained Superior Performance broke Sailors out. When preparing your package - talk to your Chief! Read all available information on the BUPERS website regarding package submissions. And follow it.

25. HM NEC BREAK DOWN Primary NEC’s 8425 Surface IDC 64 23.6% 8404 Field Medical Technician 62 22.9% 8432 Preventive Medicine Tech 21 7.7% 8402 Submarine IDC 15 5.5% 8491 Special Ops IDC 12 4.4% 0000 General Duty HM 10 3.7% 8452 Advanced X-ray Tech 10 3.7% 8482 Pharmacy Tech 10 3.7% 8506 Medical Lab Tech 10 3.7% 8494 Med Deep Sea Diving IDC 8 3.0% 8478 Advanced BMET 8 3.0% 8483 Surgical Tech 8 3.0% 8406 Aerospace Med Tech 5 1.8% 8493 Med Deep Sea Diving Tech 5 1.8% 8401 Search and Rescue 4 1.5% 8407 Rad Health Tech 3 1.1% 8409 Aero Space Physiology 3 1.1%

26. HM NEC BREAK DOWN Primary NEC’s (continued) 8463 Optician 3 1.1% 8466 Physical Therapy Tech 2 0.7% 8505 Cytotechnologist 2 0.7% 8403 Special Amphib/Recon IDC 1 0.37% 8416 Clinical Nuclear Med Tech 1 0.37% 8427 FMF Recon HM 1 0.37% 8445 Ocular Technician 1 0.37% 8485 Psychiatry Tech 1 0.37% 9492 Special Ops Tech 1 0.37% 8496 Mortician 1 0.37% Secondary NEC’s 9502 Instructor 51 9588 Command Career Counselor 8 9585 Canvasser 4 9508 Recruit Division Commander 4

27. DT NEC Breakdown 8703 Dental Administration 12 8707 FMF 4 8708 Dental Hygiene 4 8732 Dental Repair 1 8752 Dental Lab 1 8753 Dental Lab 2 8783 Dental Surgery 1 0000 General Duty 6

28. HM Warfare Breakout Single warfare FMF 96 SW 30 Seal 13 Diver 6 AW 5 SS 4 SCW 2 No warfare- 20* *No opportunity

29. HM Warfare Breakout FMF and One other AW/FMF 7 SW/FMF 35 SS/FMF 7 SCW/FMF 1 SS and One other SS/FMF 7 SS/SCW 1 SS/SW 4 SW and One other SW/FMF 35 SW/AW 22 SW/SS 4 SW/DV 4 Triple…and more SW/AW/FMF 9 SCW/SW/FMF 1 SW/AW/SS 1 SW/AW/SCW/FMF 1