1. MEDICAL DEPARTMENT OFFICER DISTRIBUTION BRANCH (PERS 4415)
Good morning….
Introduce Duane, Ray, and self
NEXT
CAPT Leigh Wickes, MSC, USN
CAPT Clarence Thomas, MSC, USN
CDR Ray Stiff, MSC, USN
LCDR Chris Morrison, MSC, USN

2. OVERVIEW NPC Mission Assignment process Fitness Reports
Selection Boards Preparation/Selection Boards
During this brief we are going to discuss the
NPC Mission
The Assignment Process
Fitness Reports
And Selection Boards
NEXT

3. To support the needs of the Navy by providing the Fleet with the right person in the right place at the right time. 
We strive to satisfy our Sailors’ personal goals and improve their quality of life; we will provide them with meaningful and rewarding career opportunities, promote and retain the best, and ensure fair and equitable treatment of all hands, by all hands, at all times.  
Mission First…Sailors Only
You can read the NPC Mission Statement here but the bottom line is that we are charged with taking care of our PEOPLE while properly satisfying Navy mission needs.
In doing so we are always focused on:
Getting the command the right person they need to accomplish their mission
Ensuring the officer continues to grow and progress in their career
Tending to the personal and family needs of the member
NEXT

4. ASSIGNMENT PROCESS Key Players:
Detailer - Officer’s advocate; ensure career and personal concerns are balanced with the needs of the Navy; advocate for all subspecialties; career counseling/career management/assignments.
Specialty Leader - SG’s advocate for community-specific concerns including: billet distribution, training, accessions, professional and career development. Specialty Leader advises Detailer on requirements and Officers within their community – does not detail!
Placement Officer - Command’s advocate; single POC for manning concerns; work collaboratively with BUMED, Regions, Commands, Detailers and Community Managers to properly distribute personnel resources across the enterprise.
Three players in the Assignment Process
Detailer
Specialty Leader
Placement Officer
Of these three WHO is responsible for the assignment?
The Detailer…
NEXT

5. ASSIGNMENT PROCESS Duties of the Detailer:
Negotiate and propose orders
Provide career counseling to service members
Detailing Triad (needs of the Navy, career needs, personal needs)
Communicate with the Specialty Leaders
Nominate members and recorders for Boards
Visit commands to speak with service members
Duties
NEXT

6. ASSIGNMENT PROCESS Rules of Engagement:
Billet Funding – “No billet/No body”
Billet Coding (Grade, SUBSPEC, AQDs etc…)
e.g. One-up/One-down
Projected Rotation Date (PRD) – Members are expected to remain in their assignment until their PRD
Minimum Tour Length
CONUS to CONUS – 24 months
CONUS shore to CONUS sea – 12 months
To OCONUS Sea or shore – DOD prescribed tour
OCONUS to CONUS (sea or shore) – 12 months
Special circumstances
E.g.. Overseas – Over 3 dependents requires a waiver
EFM - Ensure update is completed every 2 years
GSA orders are PCS with follow on negotiated
IA orders are TDY from your local command

7. ASSIGNMENT PROCESS Talk with SL about Specialty needs/options
Contact detailer early…12 months from PRD
Be honest – lay out all cards, family, school
Remember diversity of assignments
Consider promotion timelines
Have facts correct
Detailers take notes and network constantly
s > 1/4 page…indicative of phone call
Military bearing will show in an /phone call
“Hiding out” will lead to disaster
Don’t use “retirement trump card” – difficult to reverse

8. FITNESS REPORTS

9. FITNESS REPORTS
Single most important personnel management tool - impacts all personnel decisions.
Performance documentation from entry to separation - continuity.
Performance is everything! Make the best of every situation.
Boards select based on the written record - the written record IS the individual.

10. FITNESS REPORT NARRATIVES
Do not write a job description in block 41- already in block 29.
State performance with outcomes and metrics.
Does the narrative match the grades?
Is there a written promotion recommendation?
If you have questions/concerns regarding your FITREP, discuss with reporting senior before signing.

11. FITNESS REPORT NARRATIVES
Reporting Seniors must clarify marks/also break out MP and P officers if large groups.
Forced distribution. “My #1 MP, would have been EP but ranked against highly competitive senior officers”.
“My #1 LCDR out of 25 of all designators”
Headquarters commands—large pool of “stars”—comments especially important.
Reporting Seniors should clarify any “blanket command policies regarding ranking” in the narrative (i.e. newly promoted officers do not receive “EP” rankings).

12. SAMPLE NARRATIVE FORMAT
Short opening statement – Breakout!
#3 of 15 LCDRs regardless of designator (esp. if 1/1 billet)
“If not for forced distribution and being junior LT…”
White space
Several bullets with most important listed first
Cause and effect (impact) bullets
Closing statement with promotion recommendation.
Command recommendation if up for CAPT.
Statement is critical when serving in 1/1 assignment. EP marking is not a stand alone if the narrative is weak/marginal.

13. OTHER IMPORTANT FITNESS REPORT BLOCKS
Block 29: 14 character/space primary job abbreviation—use your leadership role, e.g., Director, DH, etc. rather than specialty.
Include job scope - # of people supervised, budget oversight if applicable (optional for operational billets).
Block 40: Don’t leave blank! Milestones should be consistent with rank and specialty. Be realistic—don’t recommend a brand new O-4 for MTF CO.

14. FITNESS REPORTS
Don’t repeat bullets from previous fitness reports—each FITREP should present new material. If each FITREP sounds the same during a tour, it doesn’t show growth and development—can be a negative factor.
Be smart and know the BUPERSINST A—don’t depend on others to know it. It is your career, manage it.

15. FITNESS REPORT ISSUES IMPACT ON PROMOTION
Detailer perspective when reviewing Failure to Select (FOS) Fitness Reports:
Narratives - not written for impact, too technical, job descriptions rather than performance, no demonstrated growth or increasing responsibility, no further job/promotion recommendations, stock comments or phases—not meaningful comments, and too much repetition from report to report.
Did not break out from the pack either in EP or MP ratings or in the narrative.
Accomplishments/contributions as a Naval officer, MSC officer, and a professional--must be addressed in the narrative.

16. FITNESS REPORTS SUMMARY Performance, performance, performance!
Diversity of assignments and responsibilities.
Remember – no specialty-specific jargon…write so ALL board members will understand
Write cause and effect bullets
Not just a list of what you did; emphasize IMPORTANCE of accomplishments
Lastly, do spell check—sounds like a no-brainer but it happens and it reflects poorly on both the command and the officer………

17. SELECTION BOARD PROCESS

18. SELECTION BOARD PREPARATION
Start about 1 year before in zone
Request record review with detailer (optional)
Order your record on CD
Check OSR/PSR/ODC online -
Regular FITREP Continuity
Personal Awards
Education information-- degrees & service schools
AQDs

20. RECORD PREPARATION
The week before the board convenes, Head Recorder & Assistant Recorders review each eligible record for completeness.
Manual Reviews - Done as a courtesy to eligible
FITREPS for last 5 years
Verify Awards/Education
Check that OSR/PSR accurately reflects FITREP grades & awards
Missing FITREPS are identified and posted on BOL; “missing FITREP” messages are NOT sent from PERS – Officers in zone should check BOL periodically for this information
Records NOT up to date reflect on the eligible officer being considered!

21. BOARD CONVENES Voting members arrive and are sworn in
Records are randomly assigned to a primary reviewer - members review & grade records in boardrooms
Reviewers go through your record and make notes to brief your record before the full board
Members brief & vote records in tank
Some board presidents will allow members with personal knowledge of the member to voice positive comments. No negative information is ever permitted, unless it is documented in the fitness report!
Review, grade, brief & vote until number of tentative selects equal the number authorized

22. RECORD REVIEWS
The Selection Board reviews your digital service record through the use of EMPRS, the Electronic Military Personnel Record System
Contains Fitness Reports and information from your microfiche/CD

23. IN THE TANK
Reviewed records (OSR/PSR with member annotations) are electronically forwarded to the voting area (“The Tank”)
Head Recorder calls your name and number, and your primary reviewer begins to talk about your record
Other members listen and vote when they’ve heard enough
Simulated tank session with fictitious training record

26. PROMOTION OBSERVATIONS
Performance is the Number ONE indicator
OSR cover page complete/up-to-date
Additional Qualifications
Other Degrees (outside of specialty)
Subspecialties
Avoid “NOT Observed” FITREPs for long periods (if possible)

27. QUESTIONS? CAPT Leigh Wickes (901) 874-3756 leigh.wickes@navy.mil
CAPT Clarence Thomas (901)
CDR Raymond Stiff (901)
LCDR Chris Morrison (901)
Web Site:
Address: Detailer Name
Navy Personnel Command (PERS 4415)
5720 Integrity Drive
Millington, TN 38055