Helicopter Detailer Brief Updated Jul 2013

Agenda BUPERS/NPC Overview Aviation Career Paths Detailing Process Detailing Timelines and Options Aviation Bonus Selection Boards FITREP Writing Q&A

What We Do 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! GOALS AS SEEN FROM PERS-43 DIVISION DIRECTOR OF AVIATION ASSIGNMENTS CO’s should be aware of current detailing business rules in order to disseminate timely and accurate information to the fleet JO’s. CO’s can greatly influence the retention challenge by understanding BUPERS and Naval Aviation needs. Honest counseling and evaluations are critical in career development and ensuring that the right officers are detailed to the right job. Write endorsements as if you were on the receiving end. Take the guess work out of the FITREP and say what needs to be said. More officers lose when the referee has to determine the outcome. SECOND SEA TOURS HAVE ALWAYS BEEN PART OF A NAVAL OFFICERS CAREER PATH. Second sea tour assignments must have absolute support from squadron CO’s. The second sea tour can and will be a rewarding tour, both in job satisfaction and career progression. Competition for career enhancing second sea billets is fierce. Timing and overall performance key to getting desired job. Detailing Charter: Match every officer with a billet that balances professional development AND satisfies a valid, priority fleet requirement…

Aviation Manpower Today Data as of 31 January 2013 2012 Diversity Stats were: 6.2% Women, 13.6% Minority Males, 80.1% Caucasian Males 10,242 WINGED NAVY OFFICERS 7,253 NAVAL AVIATORS 2,989 NAVAL FLIGHT OFFICERS 4,046 TACAIR / 3,227 ROTARY / 2,943 MARITIME / 2,127 STUDENTS Helos a growth industry…50% of all Pilots by 2017

Promotion Zone Forecast This is only a forecast. The only thing we know for sure each year is who is in zone, who’s above zone, and who’s below zone for the one year. Everything else is a prediction.

This timeline is only approximate and changes as screen groups shift! Aviation Career Path DC FRS DH 2nd SHORE FRS XO CO MAJ FLT TRNG FRS 1st SEA 1st SHORE 2nd SEA SHORE/SEA SHORE/SEA SHORE/ SEA SHORE SEA/ OVER-SEAS Acft/Tactical Quals Production Masters USNA ROTC PEP Ship Sea Staff Sqdrn DC JOINT Staff Navigator Amphib Air Boss Staff Edu/JPME Afloat Staff Ship DC JOINT Staff JPME DC Staff MSR 0 2 4 6 8 10 12 14 16 18 20 22 24 26 28 The ultimate judge of success within the aviation community is performance in an operational environment. Operational career milestones give every aviation officer the opportunity to develop a pattern of sustained superior performance within the officer’s warfare specialty. This chart depicts the general flow of an aviation officer’s career milestones with increasing responsibility. The aviation community is first and foremost an aerial combat force, and values the attainment of warfare qualifications and leadership both in the air and on the ground. Aviators have many subspecialty platforms that enable the Navy to be a successful fighting force and contribute to joint and coalition campaigns. Each aviation community has warfare qualifications that are standardized by the respective community’s weapons schools, under the guidance of the Naval Strike Air Warfare Center. As the aviation officer progresses in their career, these qualifications should be documented in their official record. O-4 ADHSB ACSB O-5 AMCSB O-6 STATUTORY BOARDS: LCDR – 70% CDR – 70% CAPT – 57% MSR: Minimum Service Requirement Pilot – 8 yrs NFO – 6 yrs ADMINISTRATIVE BOARDS (total career opportunity): ADHSB – 60% ACSB – 40-45% AMCSB – 40-45% This timeline is only approximate and changes as screen groups shift! 6

Community Values 1st Sea tour Tactical performance EP breakout 1st Shore tour Production sources are highly valued Important to compete and break out in a large summary group 2nd Sea tour Broaden your horizons Earn a qualification if available Competitive EP even better Post-DH tour Best performers detailed to demanding follow-on jobs, inside/outside the community All Post DHs are important to the NAE OVERALL SUSTAINED SUPERIOR PERFORMANCE Diversity of assignments; get out of your comfort zone Do the hard job The criteria for selection varies with the paygrade of the statutory board. Common themes include attainment of warfare qualifications commensurate with the rank of the officer. Leadership, both airborne and on the ground, is an indicator of future potential. The attainment of advanced education and joint qualifications also signal an officer’s intent to diversify professionally while promoting. LCDR Statutory Board: Metrics for success can be mined from a junior officer’s initial sea tour. Specifics include attainment of warfare qualifications (SFTI levels, WTI, Instructors, Acquisition, TPS, JPME I corres, EMBA, NPGS), and FITREP breakout. CDR Statutory Board: Successful tour as a DH, OIC. JPME or Grad. Ed. certificates, deployed or overseas tours, CDO/OOD quals, APM and DAIWA quals, Joint duty and major staff experience. CAPT Statutory Board: Successful operational command at sea/ashore. Joint qualified (JPME I, II and JDA), Major staff experience and professional diversity through subspeciality attainment. Select the “Best and Most Fully Qualified.” Value contributions to a sea-centric force, in both peace and war. Leadership and Warfare Expertise are core competencies. Best – from past performance Most Fully Qualified – future potential Diversity of assignments – Executive Competencies Educational background Subspecialty skill sets Selection Board determines Best and Most fully qualified – based on Precept guidance

Detailing Process Placement Officer Detailer: Placement: CO/XO JO 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 CO/XO JO Detailer Detailer vs Placement What’s the difference?

Detailing Process Triad of Detailing Big picture Your responsibility Writing orders Officer’s Desires Career Progression Needs of the Navy

No contact by 6 months is bad! Detailing Timeline 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. This timeline is a guide only. Actually detailing timing can be different based on a variety of factors. No contact by 6 months is bad!

1st Shore Tour - Flying 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) Defense Contract Management Agency

PRODUCTION 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

TPS 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

TPS Considerations • 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

1st Shore Tour Non-Flying 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)

ROTC 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. Billets remaining after ROTC board are first come, first serve for a given range of fill dates.

** Some jobs by their nature will not allow for a qualification ** 2nd Sea Tour Options 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 **

Pre-DH Tour JPME I & MASTERS 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 JPME I & MASTERS

FY13 ACCP – The Bonus 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 Bonus – No longer applicable Aviation Command Bonus – No longer applicable http://www.public.navy.mil/BUPERS-NPC/OFFICER/COMMUNITYMANAGERS/UNRESTRICTED/PAGES/AVIATIONOCM.ASPX

ACCP & ADHSB 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

Post-DH Shore Tour 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 -Increased visibility on graduate education opportunities for aviators -War College or NPS FM quota for those with timing prior to first look at CDR and CMD -Placement in the Senior Course is more difficult than in the past. Waiver authority varies based on when member is up for CDR. JPME phase 1 complete is a non-waiverable requirement. -Slightly diminished joint opportunity due to 85% Navy manning at the COCOMs -Filling O-5 billets is beginning to open up (SERB, Reduced promotions to O-5 and O-6) -Other flying billets (C-12s, C-26s, etc…) not viewed as competitive and could put O-5 at risk. Early notification of FITREP breakout helps secure the most competitive/desired billet for your DH

Selection Boards Statutory Boards Administrative Boards Promotions to next rank Board members from every community (Aviators, Surface, Sub, etc…All URL) Administrative Boards Selection process for career milestones Department Head, Command, Major Command Membership limited to specific communities “Select the best and most fully qualified”

O-4 BOARD 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 UNCLASSIFIED

O-4 IZ SELECTION RATES FY 13 FY 14 URL Overall 70% Aviation 65% 63% 66% 61% All 1320 11% Helo Overall 60% HM - HSC 62% HSM UNCLASSIFIED

Competition was fierce; Best and Most Fully Qualified selected! FY14 AMCSB Results CVN Sequential Command: 6 CVW: 7 AVN Pipeline: 6 Ship Command: 4 MPRA Command: 4 STRAT Command: 0 PHIBRON/MCMRON: 1 Wing (TYPE/TRA) Commodore: 8 VX: 2 Tactical Support Wing: 1 Shore Command: 18 (1 LDO Command) FTS Commands: 3 Competition was fierce; Best and Most Fully Qualified selected!

ACSB 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 40% combined HSC opportunity Consistent with HSM opportunity

ADHSB Mission objective: Every record receives equal consideration 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

OP-T Department Head 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

FITREP Writing 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

Questions? http://www.public.navy.mil/bupers-npc/officer/Detailing/aviation/detailers/Pages/Helicopter.aspx

Backup Slides

FITREP Translation (OSR) “GOOBER” A++ Overseas Joint Major Staff JPME CDO Underway 

FITREP Translation (PSR) JPME PHASE I 1/8 #1 EVERYWHERE HE’S BEEN! JAPAN, JPME, CDO! ABSOLUTE MUST SELECT PRESS 100 NOW!!! NCM

You are responsible for your record, not the Detailer! Record Review You are responsible for your record, not the Detailer! 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

AVIATION COMMAND SCREEN 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 AVIATION COMMAND SCREEN 1st Tank Op 2nd Tank OP 3rd Tank OP (T) 4th Tank NRD ALLOWS OFFICERS TO GET ON WITH THEIR LIVES… *JQO, Joint Qualified Officer