2. Helicopter Detailer Brief
Updated Jul 2013

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

4. 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…

5. 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

6. 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.

7. 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
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

8. 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

10. 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?

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

12. No contact by 6 months is bad!
Detailing Timeline
months out
Start thinking about your preferences
COC provides options and guidance
Realistic expectations based on performance, job availability, needs of the Navy
months out
Communicate preferences to your Detailer (job, location, flying, non-flying) ; 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!

13. 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

14. 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

15. 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

16. 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

17. 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)

18. 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.

19. ** 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 **

21. 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

22. 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

23. 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

24. 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

26. 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”

27. 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

28. 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

29. 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!

30. 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

31. 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

32. 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

33. 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

34. Questions?

35. Backup Slides

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

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

39. 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: 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

40. 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