Helicopter J.O. Detailing January 2019 Little bit about myself…71/41/CVW2/79/NPC LCDR Matt “Beamer” Pratt Helicopter Initial Shore Assignments

Overview Aviation Career Progression Helicopter Initial Shore Detailing Process Graduate Education Opportunities 3 topics, 32 slides, should take 20-30 minutes depending on questions. If you have any questions just interrupt me.

MSR: Time After “Wings” Aviation Career Path Warfare Area Focus T/M/S Tactical Quals Progression Production WTI TEST MAJ Staff Flag Aide FSEP Ship Afloat Staff FSEP Pol-Mil Joint Tour War College NPS Civilian Grad Ed Olmsted Tours with Industry Major Staff War College Fellowships Attaché CIP FRS DH 2nd SHORE FRS XO/CO SHORE/ SEA MAJOR FLT TRNG FRS 1st SEA 1st SHORE 2nd SEA SHORE/ SEA SHORE SEA OVER-SEAS SHORE SEA SHORE SEA MSR: Time After “Wings” You are likely familiar with this slide. It also includes areas that can withstand Sailor 2025 initiatives First and foremost an aviator must concentrate on their community warfighting qualifications and requirements during their initial MSR. ACTC Quals during First Sea Tour Graduate level Quals during First Shore Tour (WTI, TEST/ACQ, Staff Qual LSO, etc.) Applying those quals and earned leadership during a Second Sea Tour CIP (Career Intermission Program) available for officers who desire a break from active duty following the fulfillment of their ADSO (active duty service obligation). SN TWI - Following that Second Sea Tour, best and brightest, promising officers, singled out by TYCOM for TWI/CIVINS Programs. FSEP – Quotas limited by community. Olmsted Opportunity extended just for aviators. Limited to 11 years for everyone else, but aviators can apply out to 13.5 years. 0 2 4 6 8 10 12 14 16 18 20 22 24 26 28 O4 BRD ADHSB O5 BRD ACSB O6 BRD AMCSB FLY, FIGHT, LEAD 3 6

Aviation Career Path First Shore Tour – 36 months FRS / WS / NAWDC VTs / HTs / VX-1 / TPS / HSC-85 Production is still the proven path. Top Tier (FRS/WS/NAWDC) and second tier (VT/HT/VX-1/TPS/HSC-85/MV-22 Transition), both have huge summary groups and are specifically called out at Admin and Statutory boards by community leadership.

Aviation Career Path Second Sea Tour - 24 months Non-WTI CVN ANAV Shooter Strike / Air OPS / TAO Amphib Mini boss, Safety-O DESRON Air Ops Flag aide WTI career path Squadron WTI CVW staff

Selection Boards Statutory Boards (PERS-8) Promotions to next rank (O-4, O-5, O-6, etc) Board members from every community (Aviators, Surface, Sub, etc…All URL) Administrative Boards (PERS-43) Selection for aviation career milestones Department Head, Command, Major Command Membership limited to aviation communities “Select the best and most fully qualified”

Record Review You are responsible for your record Check your record at: www.bol.navy.mil Officer Military Personnel File (OMPF) All documents Summary Record (OSR) Education/JPME – NPC website to update Additional Qualification Designators (AQDs) – Detailer w/docs Personal Decorations – Submitted by your Admin Performance Summary Record (PSR) Check against FITREPs Check for continuity (gaps > 30 days)

Promotions 523 (449 / 74 / 0) 83% 85% 471 (419 / 15 / 37) 71% 80% 2016 FY17 2017 FY18 2018 FY19 523 (449 / 74 / 0) 83% 85% 471 (419 / 15 / 37) 71% 80% 451 (404 / 40 / 7) 71% 80% Selected (I/A/B) Rate % OPP % Selected (I/A/B) Rate % OPP % OP-T 291 (280 / 10 / 1) 74% 70% 279 (255 / 21 / 3) 68% 70% 260 (209 / 51 / 0) 72% 75% 4 Another measure of our inventory health is promotion opportunity. I am happy to report that by almost all measures are promotion rates are healthy and improving. A couple of highlights you should know include: O-4 promotions last year were competitive. The big eye opener was 37 BZ picks for O-4. That is unprecedented and reflects CNO/CNP’s emphasis to take timing more-and-more out of the merit equation. We are all familiar with the potential career risks of BZ selection, so we are monitoring that piece. The new FITREP system will help, but it will not be on the street for a while. For the O-5 board, this year we saw an increase in opportunity rate as compared to last year’s board. There was a significant increase in AZ picks. And we also saw 4 OP-T DHs screen O-5; the first time in years. For the 4 OP-T DH selects for O-5, one was HSC and 3 VAW 1320s. All 4 had HBO EPs on their first and second tours, and 3 of 4 had HBO EPs on a SST. All were FRS Instructors and Lvl 400 or above. DH tours were completed at VT, FRS (2), and TACRON, with all earning a #1 HBO EP with tickets spanning 6-13 months. As many know ~60 aviators were pulled into zone early this year who are still in their DH rides. We were concerned that some of these officers would screen prior to receiving high-water DH FITREPs. That does not appear to have happened. This same cadre was eligible at the CMD Board and none screened as we projected would be the case given lack of breakout FITREPs. There is a MPM rule already in place to allow a 3rd look year for officers such as this on request if they have been unduly disadvantaged by the timing of their first CO look vis-à-vis the board. If you have questions about specific officers in this regard I can discuss with you offline. For the O-6 board, this year we saw an increase in opportunity rate as compared to last year’s board. Most importantly we saw a resurgence in post OP-T CO O-6 opportunity again. Last year you may recall we effectively had zero opportunity for OP-Ts to make O-6 (many were HODs on CVNs). We coordinated intensively with Promotion Planners at N13, strengthened stat board language, and asked CNP for help valuing our OP-T leaders. And it appears to be paying off. Of note, 9 of the 11 OP-T O-6 selects were picked AZ. Of the 11 OP-T selects, 8 had competitive highwater Eps as a CVN or Amphib PCC HOD, 2 had competitive EP fitreps at NAVCENT, and 1 is in the test community. We also selected 1 astronaut for O-6. ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ 1110 Promotion Rates: O-6 = 61% / O-5 = 81% 1120 Promotion Rates: O-6 = 80% / O-5 = 70% Selected (I/A/B) Rate % OPP % OP OP-T SM 105 (102 / 2 / 1) 50% 55% 97 8 74 (73 / 1 / 0) 45% 55% 71 1 96 (81 / 12 / 3) 51% 60% 84 11

FY19 ADHSB (SG-08/09) 251 / 473 selected = 53% OP DH [65% w/o DPM] 307 / 473 selected = 65% OP & OP-T DH [79% w/o DPM] 97% of all OP selects had EP in 1st Tour (243/251) SG-08 (73 eligible Above Zone) 16% of AZ eligibles were OP selects (12/73) 93% of AZ eligibles selected OP or OP-T 61eligibles to fill 56 Required OP-T Billets SG-09 (400 eligible In Zone) 60% of IZ eligibles were OP Selects (239/400) 75% of IZ eligibles w/o DPM were OP Selects (239/319) AZ IZ How things translated on our most recent DH Board is shown above. Overall board behavior in terms of competition and how records compete was what we typically expect and want. You can see the quality breakouts at the top, and the fact that as a whole we are meeting our selectivity target of 70% across communities. Where the numbers hurt was in VFA 1310 and HM selectivity as previously noted. And the cumulative impact of multiple low retention years also meant the AZ populations coming into this board for OP-T slots was very small. In contrast to the last several years, we met our OP-T requirements. Part of that was due to a decreased requirement this year, on the order of about 20 billets. We also saw a drop in AZ selection rate for OP DH from 41 to 16 percent, driving up our pool of OP-T eligibles to at or above our requirement.

Rotary (IZ/AZ) Eligible O-4 Selects O-4 Non Selects TOTAL 290 148 51% 142 49% FRS 67 63 94% 4 6% NAWDC 100% 0% WWS 15 12 80% 3 20% Super JO 16 AIDE 11 9 82% 2 18% VT/HT 53 37 70% 30% VX (OT) 7 6 86% 1 14% VX (DT) 67% 33% CTF/WING/Etc. (MPRA) Non-Production Flying 24 8 Non-Aviation 96 90

Overview Aviation Career Progression Helicopter Initial Shore Detailing Process Graduate Education Opportunities

Detailing Process Detailer: Placement: Placement Officer CO/XO JO Represent 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: keep all Aviators on track for O5 Placement: Represent the needs of the command Goal: keep the command manned at optimal level Placement Officer CO/XO JO Detailer Detailer vs Placement What’s the difference?

Detailing Process 12 – 13 months out 9 – 12 months out Communicate desires to Detailer 9 – 12 months out Explore available options 6 – 9 months out Make decision, work timing 2 – 5 months out Receive orders Timeline gets shorter as you get more senior May change depending on job you are seeking The job (ROTC, SWTI, hot fills) and your situation may push it inside 2 months. Makes PCSing difficult.

Production NOM Rounds 4 Selection rounds/year XX-1 (Oct, Nov, Dec PRDs) - May XX-2 (Jan, Feb, Mar PRDs) - Aug XX-3 (Apr, May, Jun PRDs) - Nov XX-4 (Jul, Aug, Sep PRDs) - Feb Submit nomination package via XO Preference Sheet NOM Write Up (use the format provided) Fill out every option and sell yourself Gaining command inputs (FRS/WWS/NAWDC), current command inputs and your inputs are considered in the slate

HSM Preference Sheet LT LAST FIRST HSM-XX July-19 RANK NAME SQUADRON PRD FRS (West) FRS (EAST) WSP WSL NAWDC VX-1 VT (Pcola) VT (Milton) VT (Corp) HT STATION SAR Non Flying/ROTC CELL PHONE # PERSONAL EMAIL LT LAST FIRST HSM-XX July-19   **ALL OPTIONS MUST BE RANKED IN ORDER TO BE CONSIDERED FOR PRODUCTION** **PRODUCTION BILLETS TAKE PRIORITY OVER STATION SAR AND NON FLYING BILLETS**

HSC Preference Sheet LT LAST FIRST HSC-XX July-19 RANK NAME SQUADRON PRD FRS (West) FRS (EAST) WSP WSL NAWDC VX1 HSC-85 VT (Pcola) VT (Milton) VT (Corp) HT V-22 TRANSITION STATION SAR Non-Flying/ROTC CELL PHONE # PERSONAL EMAIL LT LAST FIRST HSC-XX July-19   **ALL OPTIONS MUST BE RANKED IN ORDER TO BE CONSIDERED FOR PRODUCTION** **PRODUCTION BILLETS TAKE PRIORITY OVER STATION SAR AND NON FLYING BILLETS** **IF YOU TRANSITION TO V-22/HM YOU WILL MOST LIKELY NOT RETURN TO THE HSC COMMUNITY**

HM Preference Sheet LT LAST FIRST HM-XX July-19 RANK NAME SQUADRON PRD HM-12 VT (Pcola) VT (Milton) VT (Corp) HT V-22 TRANSITION STATION SAR NON FLYING/ROTC CELL PHONE # PERSONAL EMAIL LT LAST FIRST HM-XX July-19   **ALL OPTIONS MUST BE RANKED IN ORDER TO BE CONSIDERED FOR PRODUCTION** **PRODUCTION BILLETS TAKE PRIORITY OVER STATION SAR AND NON FLYING BILLETS** **IF YOU TRANSITION TO V-22 YOU WILL MOST LIKELY NOT RETURN TO THE HSC COMMUNITY**

NOM Forms

NOM Round Stats HSC FRS WWS NAWDC VX-1 HSC-85 HT VT V-22 ALT FLY AIDE NON-FLY 1st Pick 2nd Pick 3rd Pick >= 4th Non-Prod 28% 9% 2% 3% 1% 18% 13% 10% 14% 35% 16% 8% 17% 24% #1/#2 EP TO FRS/WS/NAWDC #3 EP TO FRS/WS/NAWDC #3 EP TO PROD > #3 EP TO FRS/WS/NAWDC 93% 7% 86% 0% HSM FRS WWS NAWDC VX-1 HSC-85 HT VT V-22 ALT FLY AIDE NON-FLY 1st Pick 2nd Pick 3rd Pick >= 4th Non-Prod 32% 9% 2% 3% 0% 17% 18% 10% 44% 14% 8% 20% #1/#2 EP TO FRS/WS/NAWDC #3 EP TO FRS/WS/NAWDC #3 EP TO PROD > #3 EP TO FRS/WS/NAWDC 87% 12% 94% 1%

Alternate Detailing Process Takes place after Production Slate is published Billets posted 2-3 weeks after kickoff on PERS-43 Website Working document, don’t get attached to a billet Strength of record and preferences drive slating Can be extremely competitive Orders processing is time consuming Station SAR, ROTC, Staff Billets processing driven by gaining placement officer Last minute training track additions, remain flexible

Alternate Detailing Process Station SAR / C-12/26 / DCMA / CH-148 ROTC / LEAD / GE+T Flag Aide D.C. area staffs (OPNAV, OLA, ONI, etc.) Major Staffs (CONUS & OCONUS) Aviation Warfare Transition

Alternate Slate

Alternate Preference Sheet RANK NAME SQUADRON PRD (month-year) PAX River Station SAR (47608/32101) Key West Station SAR (3249B/32030) Fallon Station SAR (60496/32115) Lemoore Station SAR (60497/32145) C-12 Naples, Italy (62588/32060) CH-148 PEP Canada (44061/15150) ROTC University of Colorado ROTC University of Virginia ROTC Norwich University CSG Staff, Portsmouth UK (44046/72150, TS REQ) RTC Great Lakes, MI (0763A/32020) ASO, Milton, FL (52813/20040, requires 1904 PRD) International Engagement Officer, Wash, DC (00015/09050) Force Manpower Officer, Washington, DC (45997/12236) COMNAVSURFLANT Staff, Norfolk, VA (53825/42610) ATG Staff, Norfolk, VA (30733/30070, 60R prefered) Fleet ASW Staff, San Diego, CA (00948/75830, 60R preferred) Army War College, Fort Levenworth, KS (follow-on staff) Breakout Summary Group FITREP Notes Cell Phone # Email LT LAST FIRST HSM-XX  

Detailing Process Shore tour orders are now written for 36 months vice 33 to comply with DODI 1315.18 Expect to get pulled around 33 months in order to meet career milestones and priority sea duty requirements PRD Adjustments -1/+3 VOLTERM/FNAEB

Pointers Communicate preferences to your CO/XO and I Be honest with your preferences – there is no right or wrong order, if you have questions ask Don’t plan in a bubble, ask your friends/mentors about their shore tour experience Perform! Detailing is based on strength of record and your breakout Quals, flights hours, deployment experience, small deck landings and ground jobs can get you drafted Opportunity is out of your control

Overview Aviation Career Progression Helicopter Initial Shore Detailing Process Graduate Education Opportunities

First Shore Tour In-Residence – USNA selected programs Leadership Education and Development (LEAD) Graduate Education Plus Teaching (GE+T) Distance Learning Graduate Education Voucher (GEV) - NAVADMIN 150/18 $40K over two FYs, $20K limit per FY, 10-15 quotas via Pers-432J Paygrades O3-O5, min two years remaining on shore duty, don’t hold a Navy-funded (TA) masters degree and SUBSPEC NPS - NAVADMIN 275/18 Program Management, Systems Analysis, Executive MBA Program Apply directly to NPS, taught via VTC in Fleet Concentration Areas Payback is 2-3 years concurrent after program completion Naval War College Fleet Seminar Program - NAVADMIN 066/18 JPME I, once a week (34) in 19 locations

Second Sea Tour Fleet Scholars Education Program (FSEP) – NA 105/18 7 quotas, 1-2 year IRGE at school of choice, in program of choice Top performing JOs with strong career potential and timing PERS-43 facilitated, CDRE recommended, AIRBOSS selected 3 year concurrent OBLISERV at completion Olmsted Scholar – NAVADMIN 053/18 5 quotas, 2 year program at a Foreign university Language fluency, 3-13.5 years of service POLMIL – NAVADMIN 181/18 8 quotas, 1-2 year program Strategy and PoliSci, O3-O5 min 5 years, 8 colleges

Post DH War College (Navy, Army*, Air Force, USMC, IMC) – Master’s + JPME I, 11-15 months Naval Postgraduate School (NPS) - Monterrey, CA 30 quotas to aviation, managed by Pers-432J No JPME, quotas related to SUBSPECs of future aviation billets Academic Profile Code (APC) determines eligibility, NPS website SECNAV Tours With Industry – NPC website Post-DH timeframe “Internship” with major corporations designed for high-performing sailors to learn from industry and bring best practices back to Navy PERS-43 facilitated, CDRE recommended, AIRBOSS selected Olmsted POLMIL

QUESTIONS