Promotion/Advancement
The Army Enlisted Promotion System
Promotions to Private 2nd Class (E-2)
The Private 2nd Class's Role and Responsibilities
Private 2nd Class (PV2) is your first step in becoming an integral part of the Army. As a Private, your job will be to apply the skills and knowledge you learned in basic training and develop your followership skills. You will be expected follow all orders and tasking given by higher-ranked supervisors.
The PV2 Promotion Process
Private 2nd Class (PV2) is your first step in becoming an integral part of the Army.
Active Duty Army personnel are advanced to the rank of private E-2 when they have completed six months of service, unless promotion is stopped by the commander.
National Guard and Army Reserve personnel on initial active-duty training are advanced to private E-2 when they complete six months of service from the day of entry, unless promotion is stopped by the commander.
To recognize outstanding performance, local commanders may advance to private E-2 a limited numbers of soldiers who have at least four but less than six months' active service.
Promotion to Private 1st Class (E-3)
The Private First Class's Role and Responsibilities
Private First Classes (PFC) are the basic workforce strength and rank of the U.S. Army. As a PFC, your job is to transition from apprentice to journeyman by developing your technical and leadership skills. In addition, you are expected to set the example for your peers and subordinates.
The PFC Promotion Process
Private First Classes (PFC) are the basic workforce strength and rank of the U.S. Army.
Advancing to Private First Class (PFC) is the next step toward becoming an integral part of the Army. Under normal conditions, unit commanders may advance soldiers to Private First Class who qualify with 12 months' time in service and 4 months' time in grade.
To recognize outstanding performance, unit commanders may advance soldiers with a minimum of six months in service and two months' time in grade (which may be waived).
Promotion to Corporal (E-4)
The Corporal's Role and Responsibilities
The rank of corporal was established in 1775 with the birth of the Army and the NCO Corps. Along with the rank of sergeant, the corporal is the only rank which has never disappeared from the NCO Corps.
The rank of corporal has always been placed at the base of the NCO ranks. For the most part, corporals have served as the smallest unit leaders in the Army: principally, team leaders.
Like the grade of sergeant, you will be responsible for your soldiers' individual training, personal appearance and cleanliness. As the command sergeant major is known as the epitome of success in the NCO Corps, the corporal is the beginning of the NCO Corps. The NCO Corps are known as the backbone of the Army -- you will be the backbone of the NCO Corps.
Information courtesy of U.S. Army
The Specialist (SPC) or Corporal (CPL) Promotion Process
Along with the rank of sergeant, the corporal is the only rank which has never disappeared from the NCO Corps.
Normally, unit commanders may advance to specialist or corporal, PFCs that meet the following qualifications:
· Twenty-six months in service
· Six months' time in grade, waiverable to three months
· Security clearance appropriate for the MOS in which promoted; advancement may be based on granting an interim security clearance.
To recognize outstanding performance, commanders may advance soldiers on an accelerated basis, providing advancements do not cause more than 20 percent of the total number of assigned specialists and corporals to have less than 24 months' time in service, and providing that soldiers meet the following qualifications:
Eighteen months in service
Three months' time in grade
Security clearance required for the MOS in which advanced; may be based on an interim clearance
Promotion to Sergeant (E-5)
The Sergeant's Roles and Responsibilities
The sergeant can be accurately described as "the point where the ax meets the stone." Although not the lowest level of rank where command is exercised, this level is the first at which enlisted soldiers are referred to as sergeant, and of all the grades of the NCO, this one, very possibly, has the greatest impact on the lower ranking soldiers. It is the sergeant that the privates will look to for example.
As a sergeant, you will be responsible for your soldiers' individual training, personal appearance and cleanliness, and for insuring that: Each member of your unit is trained to competency in their MOS as prescribed in the appropriate soldiers manual.
All the government property issued to members of your unit is properly maintained and accounted for at all times and discrepancies are promptly reported.
While on duty status, you are ready at all times to report to the location and activity of all the members of your unit.
Your unit is trained to function in its primary mission role. Your authority as the sergeant will be equal to that of any other grade or rank of the NCO. The rank of sergeant is not a position for learning how to become a leader. As a new sergeant, you will be developing new skills, strengthening old ones and generally getting better, but you will be no less a professional than those grades of rank above you.
Information courtesy of U.S. Army
The Sergeant Promotion Process
The sergeant can be accurately described as "the point where the ax meets the stone."
Unlike the Privates, Specialists, (SPC) and Corporals (CPL) promotion process, Field-grade commanders and the Department of the Army both have a hand in the Army-wide competition for promotions to Sergeant (SGT) and Staff Sergeant (SSG). The normal sequence from recommendation to promotion to SGT and SSG follows.
Minimum Eligibility Requirements for Sergeant (E-5)
· Time-in-service requirement is 36 months
(18 months for the secondary zone)
· Time-in-grade requirement for is eight months as a CPL/SPC
(four months for those recommended in the secondary zone)
· Must graduate the Primary Leadership Development Course (PLDC)
Note: Soldiers in the secondary zone may appear before a promotion board with 16 months time-in-service and four months time-in-grade as of the first day of the board month.
Additionally soldiers competing for promotion to SGT or SSG must possess a:
High School Diploma
GED Equivalency
An Associate or higher degree. Soldiers competing for promotion to SSG
The Command Recommendation
Your chain of command recommends for promotion. You may compete for promotion only in your career progression military occupational specialty (CPMOS), as outlined in AR 611-201.
Once recommended, you will compete Army-wide within your MOS. Your relative standing is determined by the points attained on an 800-point system.
Note: If you are in the primary zone for promotion and not selected for appearance before the board, you must be counseled in writing about why you were not selected to appear.
The Promotion Board
Once you're recommended, the battalion commander will convene a promotion board. Rules for conduct of the promotion board are found in AR 600-8-19.
The board determines if you should be recommended for promotion. Based on your personal appearance, self-confidence, bearing, oral expression and conversational skill, knowledge of world affairs, awareness of military programs, and knowledge of basic soldiering and attitude, the board may award you up to 150 promotion points.
The Promotion Points
Score Area
Source / Details
Maximum Points
Duty Performance
Unit Commander Evaluations
150
Weapons
Score ranges from 50 - 14, dependent upon number of targets hit.
50
Physical Readiness
Score ranges from 50 - 5 dependent on AFPT score.
50
Administrative Points
400
a. Awards
100
b. Military Education
200
c. Civilian Education
100
Promotion Board
150
Total Possible Points
800
Note: The minimum score for attaining recommended list status for promotion to SGT is 350 points. The minimum score for attaining recommended list status for promotion to SSG is 450.
The Selection Process
The Department of the Army (DA) sets monthly promotion points. Each month the DA establishes the total number of soldiers to be promoted based on budgetary and strength constraints. The number of promotions are allocated by primary military occupational specialty (PMOS) within these constraints. Department of the Army promotion cutoff scores are announced monthly.
After three months on the waiting list if your points meet or exceed DA established points (cutoff score), you will be promoted.
Promotion to Staff Sergeant (E-6)
The Staff Sergeant's Roles and Responsibilities
The Staff Sergeant rank closely parallels that of the sergeant in duties and responsibilities. In fact, the basic duties and responsibility of all the NCO ranks never change, but there are significant differences between this step in the NCO structure and the preceding one.
The major difference between the staff sergeant and the sergeant is not, as often mistakenly believed, authority, but rather sphere of influence. The staff sergeant is in daily contact with large numbers of soldiers and generally has more equipment and other property to maintain.
Understanding these differences is vital. As a staff sergeant you will be a more experienced leader of soldiers. You will have considerably more time in the Army than the sergeant, and it is proper to expect that you will bring that experience to bear in any situation and under all circumstances.
As a staff sergeant, you will often have one or more sergeants who work under your direct leadership. You will be responsible for the continued successful development of your sergeants (5-5) as well as the soldiers in your section, squad or team.
The complexities of your job as the staff sergeant will increase as your responsibilities broaden. Your professional competence will be measured by how well you develop, maintain and use the full range of human potential of your soldiers.
Information courtesy of U.S. Army
The Staff Sergeant Promotion Process
The Staff Sergeant rank closely parallels that of the sergeant in duties and responsibilities.
Unlike the Privates, Specialists, (SPC) and Corporals (CPL) promotion process, Field-grade commanders and the Department of the Army both have a hand in the Army wide competition for promotions to Sergeant (SGT) and Staff Sergeant (SSG). The normal sequence from recommendation to promotion to SGT and SSG follows.
Minimum Eligibility Requirements for Staff Sergeant (E-6)
· Time-in-service requirement is 84 months
(48 months for the secondary zone)
· Time-in-grade requirement for is ten months as a Sgt.
(five months for those recommended in the secondary zone)
· Must graduate the Primary Leadership Development Course (PLDC)
Additionally soldiers competing for promotion to SGT or SSG must possess a:
High School Diploma
GED Equivalency
An Associate or higher degree. Soldiers competing for promotion to SSG
The Command Recommendation
Your chain of command recommends for promotion. You may compete for promotion only in your career progression military occupational specialty (CPMOS), as outlined in AR 611-201.
Once recommended, you will compete Army-wide within your MOS. Your relative standing is determined by the points attained on an 800-point system.
Note: If you are in the primary zone for promotion and not selected for appearance before the board, you must be counseled in writing about why you were not selected to appear.
Once you're recommended, the battalion commander will convene a promotion board. Rules for conduct of the promotion board are found in AR 600-8-19.
The Promotion Board
Once you're recommended, the battalion commander will convene a promotion board. Rules for conduct of the promotion board are found in AR 600-8-19.
The board determines if you should be recommended for promotion. Based on your personal appearance, self-confidence, bearing, oral expression and conversational skill, knowledge of world affairs, awareness of military programs, and knowledge of basic soldiering and attitude, the board may award you up to 150 promotion points.
The Promotion Points
Score Area
Source / Details
Maximum Points
Duty Performance
Unit Commander Evaluations
150
Weapons
Score ranges from 50 - 14, dependent upon number of targets hit.
50
Physical Readiness
Score ranges from 50 - 5 dependent on AFPT score.
50
Administrative Points
400
a. Awards
100
b. Military Education
200
c. Civilian Education
100
Promotion Board
150
Total Possible Points
800
Note: The minimum score for attaining recommended list status for promotion to SGT is 350 points. The minimum score for attaining recommended list status for promotion to SSG is 450.
The Selection Process
The Department of the Army (DA) sets monthly promotion points. Each month the DA establishes the total number of soldiers to be promoted based on budgetary and strength constraints. The number of promotions are allocated by primary military occupational specialty (PMOS) within these constraints. Department of the Army promotion cutoff scores are announced monthly.
After three months on the waiting list if your points meet or exceed DA established points (cutoff score), you will be promoted.
Promotion to Platoon Sergeant and Sergeant First Class (E-7)
The Platoon Sergeant's Roles and Responsibilities
The platoon sergeant is considered key in the command structure of the Army. As the platoon sergeant, you will generally have several staff sergeants who work under your direct leadership. In the absence of your platoon leader, you would be in command the platoon. During the Vietnam era, the platoon sergeant was affectionately referred to as the "Plat-Daddy", and although the term has since faded, the role remains that of the "Father of the Platoon."
The Sergeant First Class's Roles and Responsibilities
The platoon sergeant is considered key in the command structure of the Army.
The sergeant first class may serve in a position subordinate to the platoon sergeant or may serve as the noncommissioned Officer in Charge (NCOIC) of the section with all the attendant responsibilities and duties of the platoon sergeant. The rank of Platoon Sergeant or Sergeant First Class is the entry point to the Senior NCO (SNCO) ranks. As a SNCO you will be expected to bring your years of experience to bear in quick, accurate decisions that are in the best interest of the mission and your soldiers.
Information courtesy of U.S. Army
The Platoon Sergeant / Sergeant 1st Class Promotion Process
Unlike the promotion processes for Private through Staff Sergeant, your unit commander has little to do with the promotion process to E-7, E-8, and E-9. These promotions are completely centralized at Head Quarters of the Department of the Army (HQDA).
Enlisted Centralized Selection Boards are convened Army-wide, at the U.S. Army Enlisted Records and Evaluations Center (USAEREC) in Indianapolis, Indiana. USAEREC is a subordinate command of U.S. Army's Personnel Command (PERSCOM).
The Centralized Selection Board (CSB)
Each year HQDA determines how many soldiers within each MOS it plans to promote to the ranks of E-7, E-8, and E-9. About four months prior to convening the board HQDA also establishes and announces the zones for each board to consider. These zones define the date of rank (DOR) requirements for consideration by the CSB for both primary zone (PZ) or secondary zone (SZ) selection.
The PZ consists of all soldiers of a specific grade whose DOR falls within the announced zone for consideration. The SZ provides outstanding soldiers, with a later DOR, an opportunity to compete ahead of their contemporaries.
There is no minimum time-in-grade (TIG) requirement for promotion to E-7, E-8, or E-9, but you must meet the following minimum time-in-service (TIS) requirements to be eligible for promotion:
· Sergeant First Class (E-7) - 6 years.
· Master Sergeant/First Sergeant (E-8) - 8 years.
· Sergeant Major (E-9) - 9 years.
Note: These are minimum TIS requirements -- it is extremely difficult to make the rank of Sergeant Major in 9 years.
The Centralized Selection Board consists of officers and NCOs with a general officer serving as the board president. The boards are divided into nine to eleven separate panels, which in turn, review and score the candidates records.
Although you do not personally meet the Centralized Selection Board, you may write to the president of the promotion board to provide documents and information. Although this written communication is authorized, it should only address information that is not provided in your records that you feel will have an impact on the board’s deliberations.
The promotion records consist of your Microfiche Record Review, Official Photograph, Personnel Qualification Record, and Personnel Data Sheet -- essentially everything that is in your military records, including decorations (medals), dates of service, dates of assignments, duty positions (past and present), performance reports, educational accomplishments, military training, Army Physical Fitness Test (APFT) score, and records of disciplinary.
The members of the board are required to consider your entire career. This ensures that no single event, good or bad, will determine your standing in relationship to your peers.
The board members vote independently on each record, scoring them on a scale of 1+/ - to 6 +/- . A score of 3 or better indicates that you are fully qualified, but a score of 2 or less means that you will be retained in grade or referred to the Qualitative Management Program (QMP).
All the candidate's records are then rank-ordered based on the score given by the board members. The Army then takes all the selectees (without regard to MOS), and assigns them a promotion sequence number, which is assigned according to seniority.
Example: The Army will give the lowest sequence number (0001) to the selectee with the most time-in-grade. Each month, for the next 12 months, the Army will then release the sequence numbers of those to be promoted during that month. This ensures a smooth promotion flow for the following 12 months.
Promotion to First Sergeant and Master Sergeant (E-8)
The First Sergeant's Roles and Responsibilities
There is no substitute for the rank of First Sergeant (1SG) nor any question of its importance. It is the first sergeant at whom almost all unit operations merge.
In the German Army, the first sergeant is referred to as the “Mother of the Company." The first sergeant is the provider, the disciplinarian, the wise counselor, the tough and unbending foe, the confidant, the sounding board, everything that we need in a leader during our personal success or failure. The Mother of the Company...
As a 1SG, your unit will be a direct reflection of your leadership, experience, and dedication, regardless of any other single personality involved. You will hold formations, instruct platoon sergeants, advise the Commander, and assist in training all enlisted members.
The Master Sergeant's Role and Responsibilities
The first sergeant is everything that we need in a leader.
The Master Sergeant (MSG) serves as the principal NCO in staff elements at battalion and often higher levels. As a Master Sergeant you won't be charged with the enormous leadership responsibilities of the first sergeant, but you will be expected to dispatch leadership and other duties with the same professionalism and with the same results as the first sergeant.
Information courtesy of U.S. Army
The 1st Sergeant / Master Sgt. Promotion Process
Unlike the promotion processes for Private through Staff Sergeant, your unit commander has little to do with the promotion process to E-7, E-8, and E-9. These promotions are completely centralized at Head Quarters of the Department of the Army (HQDA).
Enlisted Centralized Selection Boards are convened Army-wide, at the U.S. Army Enlisted Records and Evaluations Center (USAEREC) in Indianapolis, Indiana. USAEREC is a subordinate command of U.S. Army's Personnel Command (PERSCOM).
The Centralized Selection Board (CSB)
Each year HQDA determines how many soldiers within each MOS it plans to promote to the ranks of E-7, E-8, and E-9. About four months prior to convening the board HQDA also establishes and announces the zones for each board to consider. These zones define the date of rank (DOR) requirements for consideration by the CSB for both primary zone (PZ) or the secondary zone (SZ) selection.
The PZ consists of all soldiers of a specific grade whose DOR falls within the announced zone for consideration. The SZ provides outstanding soldiers, with a later DOR, an opportunity to compete ahead of their contemporaries. There is no minimum time-in-grade (TIG) requirements for promotion to E-7, E-8, or E-9, but you must meet the following minimum time-in-service (TIS) requirements to be eligible for promotion:
· Sergeant First Class (E-7) - 6 years
· Master Sergeant/First Sergeant (E-8) - 8 years
· Sergeant Major (E-9) - 9 years
Note: These are minimum TIS requirements -- it is extremely difficult to make the rank of Sergeant Major in 9 years.
The Centralized Selection Board consists of officers and NCOs with a general officer serving as the board president. The boards are divided into nine to eleven separate panels, which in turn, review and score the candidates records.
Although you do not personally meet the Centralized Selection Board, you may write to the president of the promotion board to provide documents and information. Although this written communication is authorized, it should only address information that is not provided in your records that you feel will have an impact on the board’s deliberations.
The promotion records consist of your Microfiche Record Review, Official Photograph, Personnel Qualification Record, and Personnel Data Sheet -- essentially everything that is in your military records, including decorations (medals), dates of service, dates of assignments, duty positions (past and present), performance reports, educational accomplishments, military training, Army Physical Fitness Test (APFT) score, and records of disciplinary.
The members of the board are required to consider your entire career. This ensures that no single event, good or bad, will determine your standing in relationship to your peers.
The board members vote independently on each record, scoring them on a scale of 1+/ - to 6 +/- . A score of 3 or better indicates that you are fully qualified, but a score of 2 or less means that you will be retained in grade or referred to the Qualitative Management Program (QMP).
All the candidate's records are then rank ordered based on the score given by the board members. The Army then takes all the selectees (without regard to MOS), and assigns them a promotion sequence number, which is assigned according to seniority.
Example: The Army will give the lowest sequence number (0001) to the selectee with the most time-in-grade. Each month, for the next 12 months, the Army will then release the sequence numbers of those to be promoted during that month. This ensures a smooth promotion flow for the following 12 months.
Promotion to Command Sergeant Major and Sergeant Major (E-9)
The Command Sergeant Major's Roles and Responsibilities
Enlisted soldiers who attain the distinction of being selected by the Department of the Army for participation in the command sergeants major program are the epitome of success in their chosen field, in this profession of arms. There is no higher grade of rank, except Sergeant Major of the Army, for enlisted soldiers, and no greater honor.
As the command sergeant major you will enforce the policies and standards of performance, training, appearance, and conduct of enlisted personnel. You will also advise and initiate recommendations to the commander and staff in matters pertaining to the local NCO support channel.
Additionally you will be expected to function completely without supervision. Like the old sage of times past, your counsel will be expected to be calm, settled and unequivocally accurate, but with an energy and enthusiasm that never wanes, even in the worst of times.
The Sergeant Major's Roles and responsibilities
As the command sergeant major you will enforce the policies and conduct of enlisted personnel.
Essentially the sergeant major’s experience and ability are equal to that of the command sergeant major, but the sphere of influence regarding leadership is generally limited to those directly under his charge.
Information courtesy of U.S. Army
The Command Sgt. Major / Sgt. Major Promotion Process
Unlike the promotion processes for Private through Staff Sergeant, your unit commander has little to do with the promotion process to E-7, E-8, and E-9. These promotions are completely centralized at Head Quarters of the Department of the Army (HQDA).
Enlisted Centralized Selection Boards are convened Army-wide, at the U.S. Army Enlisted Records and Evaluations Center (USAEREC) in Indianapolis, Indiana. USAEREC is a subordinate command of U.S. Army's Personnel Command (PERSCOM).
The Centralized Selection Board (CSB)
Each year HQDA determines how many soldiers within each MOS it plans to promote to the ranks of E-7, E-8, and E-9. About four months prior to convening the board HQDA also establishes and announces the zones for each board to consider. These zones define the date of rank (DOR) requirements for consideration by the CSB for both primary zone (PZ) or the secondary zone (SZ) selection.
The PZ consists of all soldiers of a specific grade whose DOR falls within the announced zone for consideration. The SZ provides outstanding soldiers, with a later DOR, an opportunity to compete ahead of their contemporaries.
There is no minimum time-in-grade (TIG) requirements for promotion to E-9, but you must meet the minimum 9 years time-in-service (TIS) requirements to be eligible for promotion.
Note: These are minimum TIS requirements -- it is extremely difficult to make the rank of Sergeant Major in 9 years.
The Centralized Selection Board consists of officers and NCOs with a general officer serving as the board president. The boards are divided into nine to eleven separate panels, which in turn, review and score the candidates records.
Although you do not personally meet the Centralized Selection Board, you may write to the president of the promotion board to provide documents and information. Although this written communication is authorized, it should only address information that is not provided in your records that you feel will have an impact on the board’s deliberations.
The promotion records consist of your Microfiche Record Review, Official Photograph, Personnel Qualification Record, and Personnel Data Sheet -- essentially everything that is in your military records, including decorations (medals), dates of service, dates of assignments, duty positions (past and present), performance reports, educational accomplishments, military training, Army Physical Fitness Test (APFT) score, and records of disciplinary.
The members of the board are required to consider your entire career. This ensures that no single event, good or bad, will determine your standing in relationship to your peers.
The board members vote independently on each record, scoring them on a scale of 1+/ - to 6 +/- . A score of 3 or better indicates that you are fully qualified, but a score of 2 or less means that you will be retained in grade or referred to the Qualitative Management Program (QMP).
All the candidate's records are then rank ordered based on the score given by the board members. The Army then takes all the selectees (without regard to MOS), and assigns them a promotion sequence number, which is assigned according to seniority.
Example: The Army will give the lowest sequence number (0001) to the selectee with the most time-in-grade. Each month, for the next 12 months, the Army will then release the sequence numbers of those to be promoted during that month. This ensures a smooth promotion flow for the following 12 months.
The Army Officer Promotion System
The Army Officer Promotion System Overview
The Army Officer's Role and Responsibilities
The centralized officer promotion selection system is governed by procedures based on statute (Title 10, United States Code), Army Regulation (AR 600-8-29, Officer Promotions) and policy established by the Secretary of the Army and the Deputy Chief of Staff for Personnel. The selection system is closely monitored and managed because of the far-reaching effects that the selection process has on the mission of the Army, and the professional development, morale and well-being of the officer corps.
The basic concept of the promotion selection system is to select for promotion those officers who have demonstrated that they possess the professional and moral qualifications, integrity, physical fitness, and ability required to successfully perform the duties expected of an officer in the next higher grade. Promotion is not intended to be a reward for long, honorable service in the present grade, but is based on overall demonstrated performance and potential abilities.
The Promotion Selection Board
The Army Officer promotion selection is conducted fairly and equitably by boards composed of mature, experienced, senior officers.
The promotion selection is conducted fairly and equitably by boards composed of mature, experienced, senior officers. Each board consists of different members, and women and minority members are routinely appointed. A typical board is presided over by a general officer and consists of 18-21 officers in a grade senior to that of those being considered for promotion. The board membership reviews the entire performance portion of the official record of every officer being considered for promotion. Selection boards recommend those officers who, in the collective judgment of the board, are the best qualified for promotion.
The Selection Board Results
Congressional and budgetary constraints dictate the number which may be selected for promotion to each grade. Each board considers all officers eligible for promotion consideration, but it may only select a number within established selection constraints. The Secretary of the Army, in his Memorandum of Instruction, establishes limits on the number of officers to be selected. The selection process is an extremely competitive process based on the "whole officer" concept. It is an unavoidable fact that some officers considered for promotion will not be selected for promotion. There are always more outstanding officers who are fully qualified to perform duty at the next higher grade, but who are not selected because of selection capability restrictions.
Since promotion selection boards are not authorized by law to divulge the reasons for selection or non-selection of any officer, specific reasons for the board's recommendations are not known. A non-selected officer can only conclude that a promotion selection board determined that his or her overall record, when compared with the records of contemporaries in the zone of consideration, did not reflect as high a potential as those selected for promotion.
Each officer can be assured that he or she receives fair and equitable consideration. Non-selection for promotion does not imply that an officer has not performed in an admirable manner or that the Army does not value the service performed. Officers not selected for promotion are not precluded from consideration by future boards, provided they meet the eligibility criteria established for consideration.
The Army has established procedures to counsel, upon request, officers not selected for promotion. Non-selected officers may avail themselves of such counseling through their commander or through HRC. Officers desiring counseling or requesting that information be provided to their commanders should contact their career managers.
An officer may request reconsideration for promotion when an action, by a regularly scheduled selection board which considered him or her for promotion, was contrary to law or involved material error. When an officer suspects that reconsideration may be appropriate, requests should be addressed to:
How to Prepare for an Army Enlisted Board
General Information
Assume you are preparing for a Army Selection Board; ask yourself how you can best prepare for the board.
The centralized selection system relies on information contained in your OMPF, your official photograph and your Enlisted Record Brief (ERB). These documents must portray an accurate profile of your ability and potential. Although the OMPF is used for other personnel management actions throughout your career, you must realize that the accuracy of the information on the OMPF may determine whether or not a board selects you for promotion.
The results of any selection board can be no more valid than the information upon which the board bases its judgment. For that reason, it is important that you personally ensure your file is current and accurate before a selection board reviews it. If you prepare your records with the same attention to detail as you would if you were preparing to appear in person, you will greatly enhance your chance for selection. Board members have the following items to review: your OMPF, ERB, the Personnel Data Sheet (PDS), Correspondence to the President of the Board and Official Photograph. These are explained below along with Discrepancies.
Assume you are preparing for a Army Selection Board; ask yourself how you can best prepare for the board.
The Personnel Data Snapshot (IWRS) provides E5's and above with the following pertinent board information:
· Current Photo on File
· Board Information
· NCO-ER Data
· NCO-ER Appeal Data
· Letters to BP
· Acceptance / Declination Actions
· Personnel Qualification Record
If you are in a zone of consideration for an upcoming board, your local PSB/MPD should schedule you to review your ERB. The ERB is a computer printout containing personal information. With the ERB, board members can see, at a glance, your history of assignments, military schooling, promotions, etc. Such as name, SSN, DOR, BASD, etc.. Ensure all information is accurate to avoid confusing anyone who reviews your file. Your attention to detail will eliminate any confusion. After you have reviewed your ERB, you must certify that it is correct by signing it. Remember, your servicing PSB/MPD maintains your ERB, so see them for any changes.
Personnel Data Sheet
The PDS is a computer-generated summary of information drawn from several different sources to include: DA personnel databases, SIDPERS, EER/NCO-ER and the ERB you submitted. USAEREC produces this form for board use only. The best thing you can do to ensure the accuracy of your PDS is to carefully verify the data on your ERB and make sure all your evaluation reports are filed in your OMPF.
Correspondence to the President of the Board
Memorandums to the president of the selection board are seen by voting members of the board. You may write to the board president to call attention to any matter that you feel is important to your consideration. The memorandum should be very brief, well-written and carefully proofread.
Official Photograph
Official photographs are not part of the performance fiche. All selection boards receive a hard copy photograph, if available. Your photograph is used in the decision process of board members. Many board members have said that the photograph is the soldier's personal statement of professionalism to the board.
Since 1 Oct 91, official DA photographs have been taken in color. In early 1996 the Army began transitioning to digitized photographs. Selection boards are advised that either the full length color or the new digitized photo is sufficient when reviewing a soldier's file. Complete phase-in of the digitized photo may take several years to ensure that all soldiers have had the opportunity to have a digitized photo taken.
Although the regulation (AR 640-30) requires a photograph every five years, there is no prohibition against having one made sooner. If you have lost weight, been promoted, have new awards and/or decorations or have a better fitting uniform since your last photograph, you may want to have a new one made. Ensure that the photograph is current and sharp, that your image does not blend with the background and that you assemble the menu board accurately. A sloppy appearance, unauthorized awards and decorations or appearing to be overweight could affect your chances of selection. A missing photograph may also mislead board members to believe that you are apathetic or are trying to hide something (overweight?).
Your supporting PSB/MPD will send two copies of your photograph to:
USAEREC
ATTN: AHRC-EBA
8899 E. 56th Street
Indianapolis, IN 46249-5301
Discrepancies
The following are some common discrepancies found by DA Enlisted Selection Boards in the OMPFs of soldiers. These are not inclusive of every discrepancy. They are offered simply as a tool to use when reviewing your files.
1. Missing/outdated photographs. Missing ERB.
2. Missing NCOER.
3. Height and weight differences - getting taller as you gain weight.
Blank or incorrect PMOS/SMOS/BASD/DOR.
4. P3 profile with no MMRB.
5. Blank or incorrect military/civilian education entries.
6. Wearing of unauthorized badges, tabs, awards and decorations.
7. Illegible copies of ERB.
Summary
At least six months before your records are to appear before a DA selection board, you should begin getting your records in order. See the Short Notes When Reviewing your OMPF page for some guidelines to help you review and prepare your file. Your file is appearing before the board in your place; take your time and make sure it is complete and accurate. Three parts of your file -- your photograph, your microfiche and your ERB -- contain more than 95 percent of the information on which the selection board members will decide whether or not to select you for promotion, school attendance or QMP. You must not ignore the importance of that fact. REVIEW YOUR FILE!
The Army Officer Board - Preparation
Preparing for the Army Selection Board
As an officer, there will be many times in your career when a group of strangers will come together to evaluate your past performance and place you in comparative order with your peers. This ordering may determine promotion, schooling or command selection -- or a combination of any or all of these. Most importantly, this ordering may also decide both your capability to serve to your full potential and your ability to meet your career goals and professional ambitions.
Who are these people that will make such important decisions about your life and career, and what is the process that will determine the ranking of you against your peers? The people are those members chosen to sit on Department of the Army (DA) Promotion and Selection Boards, and the method they use is that system which DA calls board procedures. Many believe that these individuals sit in smoky rooms and arbitrarily make decisions about those who will rise to the top ... and there's nothing the typical officer can do to influence the decisions that these select few make from on high!
Army Selection Board: Who are these people that will make such important decisions about your life and career?
In reality, nothing could be further from the truth. The information contained in this article will provide some insight into the board process as well as give some tips that will allow anyone to prepare their file for evaluation by board members -- a personnel pre-combat check (PCC). If done correctly, this PCC will give any officer their best shot at achieving success.
How does the "Board Process" work?
Promotion, schooling and command selection boards are scheduled by the DA Secretariat for Selection Boards for each fiscal year, and the schedule for all boards that meet during any Fiscal Year (FY) is published just like a yearly training calendar. The rationale for this planning is simple: Board members must be selected with planning lead times in mind, and the board must meet on a designated date, for a specified period of time based on the number of files they must consider and the "timing" of the promotion, schooling or command selection they must make.
Once board members are nominated and selected, they receive an information packet from the Secretariat telling them of their selection and describing the nature of their board. For a variety of reasons, their participation on the board must be kept confidential; this secrecy inhibits unwarranted influence on the member before the board convenes.
Upon arrival, those selected as board members receive a Secretariat inbriefing that includes guidance from the convening authority and a laydown of board procedures, and then conduct a practice vote on a representative sample of files. During the practice vote, board members do exactly those things they will do when voting the files: they look at the official photo, examine the officer record brief, analyze the rater officer's performance by reviewing the microfiche, and then evaluate any loose materials that are in the file. This practice vote is critical, as it is a means of developing a smooth evaluation pattern, "bore-sighting" the judgment of all the board members, and determining any aberrant voting that may indicate a board member either does not have the proper understanding of procedures or has a skewed view of file evaluation. After the practice vote, board members discuss any issues they feel are relevant to selection before beginning the actual voting of files. It is at that point where each individual officer's file becomes the focus of attention.
Some Pre-Combat Checks
Knowing how a board works, are there ways for officers to prepare for consideration? There are, indeed. To put it in understandable language, all officers should conduct a personnel PCC of their file, and using the acronym of METT-T just might help!
MISSION:
Get _________ (promoted, selected, schooled ... fill in the blank).
ENEMY:
Anything that might detract from the quality of your file that you could influence before the board meets. What are those things?
1. Poor, or old, Official Photo.
Board members often report that the photo is what gives them the first impression of a file ... and an officer never gets a second chance to make a good first impression! Outdated (defined as more than five years old; but remember your uniform should be consistant with the information contained on your ORB, i.e., rank and awards, which often makes waiting five years between photos too long.), black and white, or no photo at all are sure to detract from an overall good first impression. Additionally, unprofessional appearance in the official photo subtracts from an officer's stock. For example, if the color of the blouse is different from the trousers, if the uniform has an unkempt appearance ("did that one just come out of a duffel bag?"), or if an officer has inappropriate branch insignia or unauthorized accouterments (it is a good idea to check AR 640-30 on this), then you can bet the board members won't give the highest scores possible.
Some board members continuously report that photos showing an officer with a neat appearance, who looks relaxed, and who has a facial expression which reflects that they are enjoying what they are doing and feeling confident in their appearance will carry the most amount of weight with the board. To ensure all is well, officers should review AR 640-30 (Photographs for Military Personnel Files) and AR 670-1 (Wear and Appearance of Army Uniforms and Insignia).
2. Officer Record Briefs that are not up-to-date or which have multiple pen-and-ink corrections.
Board members only have a few minutes to spend on each file. The Officer Record Brief (ORB) is the historical road map for where officers have been and what they have done. If board members need help following assignment history or professional credentials because of too many pen and ink corrections, then an officer is not placing their best foot forward.
Additionally, ORBs with numerous pen and ink corrections may give the indication that the officer isn't keeping their records current, and is attempting a last minute overhaul of outdated data. Officers should make every effort to get a clean, checked and signed ORB to the board. Place particular emphasis on date of rank, active federal service data, assignment history, awards, date of last photo and physical exam, and military and civilian education levels and institutions where gained.
3. Loose paper in the file.
Letters to the board president should be brief with the intent of clarifying why a significant element is missing from the file. Irrelevant letters (those that may be perceived as self-serving) detract from a file.
TERRAIN:
Officers need to know what is required for each specific board.
Promotion, military schooling and command boards require the standard photo, microfiche and ORB (letters to the President of the Board are authorized, but not required).
ROTC Professor of Military Science (PMS) board need all items used in a standard board, but copies of graduate and undergraduate transcript and a copy of the special questionnaire distributed by Cadet Command are also required.
USAREC Command boards require all items in a standard board, but these boards also want the special USAREC preference sheets, which are mailed to the officer when the command solicits volunteers.
Any special requirements over and above those listed are included in the official board announcement.
TROOPS AVAILABLE:
There are several individuals and organizations that can help in accomplishing the mission. Officers should rely on all of these for advice, help and service. Some particulars:
1. Commanders, Raters and Senior Raters: These individuals can help in writing proper job descriptions, giving advice on career opportunities and decisions and fine-tuning some of those items that will allow an officer to serve at their full potential.
2. CSMs, First Sergeants and Friends: These individuals will give a critical eye to your photo and your officer records brief . The wise officer will allow a CSM or a 1SG to critique a professional photo before sending it in to branch.
3. Personnel Support Units: MILPOs, PSBs and PSCs are those responsible for ensuring record updates and making assignment history changes. Officers need to ensure they are communicating with these agencies ... it often takes more than just a birthday month check.
4. The assignment branch managers at Department of the Army (HRC): Each assignment officer within HRC is charged with giving professional career advice to each officer they control. These officers take pride in serving their populations, and most are extremely competitive ... they want their population to do better on board results than all the other branches. They are at HRC to serve the officer corps; if you need help, call or write them an e-mail. As a tip, though, know that they are busily working assignments and other personnel actions; while they are willing to help in emergencies, it's better to start at the MILPOs or PSCs with requests for ORB changes or record updates. Officers also need to know that HRC assignment officers are limited in what they can and cannot do -- documents cannot be placed in files and ORBs cannot be changed without documentation.
TIME:
Use time as a resource. Don't wait until the last minute to get your photo, fix your records, update your microfiche. Again, the boards are scheduled at least a year in advance. Know when your board meets and allow some lead time for photos and other important data to reach your assignment managers.
A few tips that fall under the "time" category:
1. Understand the requirements for "complete the record" reports and when OERs must arrive at HRC to be seen by the board. If a through-date is one day past the cutoff, the OER will not go before the board. All these requirements -- report through dates, requirements for complete the record OERs, and board cutoff dates -- are all listed in detail in the message sent to the field for each particular board.
2. The board message identifies, by date of rank, which officers fall into the various zones of consideration (above-the-zone, primary zone and below-the- zone) for each board. Each officer should know how their particular year group and timeline fits with each board schedule.
3. Allow for "lead time" when submitting photos or requesting microfiche. Additionally, after updating your microfiche, order a new one and check to see that changes were made as requested. Again, know that there are many officers doing the same thing. While it is easy to get a new photo into the board file, the microfiche records section of HRC is always a busy place. Allow at least 2-4 weeks for delivery of a new fiche after submitting requests for changes or updates.
4. Ensure your assignment officer has your correct address (from your ORB) and knows your phone number; this saves time in the event that an assignment officer needs to contact an officer in the field for information.
5. Officers should know there is no requirement to "FEDEX" photos to branch (unless they are late!). Save money (and time) by ensuring your branch has a current photo at all times (photo dates are listed on the ORB; check that date for accuracy).
Summary
There will be a time in everyone's career when they have reached their full potential. But, by knowing how a board works and how to best prepare your individual file for evaluation will certainly contribute to an officer reaching their career goals and aspirations. If this article generates any questions, each officer should contact their specific branch assignment officer for further details.