Transcript Community Management Organization and Process

Medical Service Corps
Promotion Planning Brief
Officer Community Manager
CDR Devin Morrison
BUPERS-3
NAVY
BUPERS 3
What is Promotion Planning?
• Promotion planning is the process by which
the number of selects, promotion opportunity,
and zone size are determined for the
upcoming round of promotion boards.
• The promotion planning process is entirely
vacancy driven…e.g. for every CAPT loss we
anticipate, one promotion opportunity for
CAPT is “created.”
Billets – Current end-strength – Losses + Gains =
Vacancies (a.k.a. # of Selects)
NAVY
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•
•
•
•
How # of Selects are Determined
Start with FY beginning inventory (end-strength…people)
Add gains (prev. FY promotion selects in, lat xfers, reserve recall)
Subtract losses (RAD, retire, prev. FY promotion selects out)
Compare sum against FY Authorized Strength
–
–
If sum < Auth Strength, promote the difference
If sum > Auth Strength, no promotions (rare)
Begin INV
600
Auth Strength
600
Gains
+ 10
Sum
- 550
Losses
- 60
Difference
+ 50
Sum
= 550
50 Selects
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Definitions
• Opportunity: The in-zone “possibility” of being selected
• For example, let’s say that based on our vacancy
calculations, we can select five Captains
• 50% opportunity means a zone size of ten (10 * .5 = 5)
• 60% opportunity means a zone size of eight (8 * .6 = 5)
• Flow Point: Average years of commissioned service when
an officer is promoted (paid) to the next grade
For now just understand these two definitions, later
we will discuss the inter-relationship between
these two concepts
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•
•
How Zones Are Determined
Senior in-zone this year is the senior below zone
from previous year
Junior in zone is determined by the following:
#Selects
50
50
50




Opportunity
40%
50%
60%
=
Zone Size
125
100
83
– Higher opportunity results in a smaller zone
– Lower opportunity results in a larger zone
Translation,
125th name
down on the
lineal list from
the senior inzone name is
the junior inzone name.
Strike balance between opportunity and flow point!
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DOPMA GUIDANCE
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Grade
LAW
(Title 10 §623)
OPP
CAPT
CDR
LCDR
LT
LTJG
FLOW
“Relatively similar
opportunity for
promotion in each of
the next five years”
DoD
(DODINST 1320.13)
OPP
FLOW
50%
70%
80%
AFQ
AFQ
21-23 yrs
15-17 yrs
9-11 yrs
3.5 yrs
1.5 yrs
Navy
(SECNAVINST 1420.1A)
OPP
40-60%
60-80%
70-90%
AFQ
AFQ
FLOW
21-23 yrs
15-17 yrs
9-11 yrs
4 yrs
2 yrs
Now that you understand Opportunity, Flowpoint, and the inter-relationship
between the two, note that by policy and law we are required to maintain
theses two elements of the promotion plan within the above circled
parameters.
Defense Officer Personnel Management Act (DOPMA)
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Bringing It All Together
• Must stay within DOPMA guidelines
• # of vacancies determines # of selects
• Opportunity is the gas pedal and brake of
the entire process
• Cause and effect:
–  opportunity =  zone size and  flow point
–  opportunity =  zone size and  flow point
Overarching goal to maintain a relatively similar,
year-to-year opportunity for promotion
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MSC Promotion OPP and FLOW
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70.0%
90.0%
CAPT MSC PROMOTIONS FY08-FY11
FY10 FY09 FY11
CDR MSC PROMOTIONS FY08-FY11
FY08
80.0%
OPPORTUNITY
50.0%
40.0%
30.0%
20.00
FY11
FY10
70.0%
FY08
FY09
60.0%
50.0%
21.00
22.00
23.00
24.00
14.00
15.00
16.00
FLOWPOINT
100.0%
LCDR MSC PROMOTIONS FY08-FY11
90.0%
OPPORTUNITY
OPPORTUNITY
60.0%
80.0%
FY09
FY08
FY11 FY10
70.0%
60.0%
8.00
9.00
10.00
FLOWPOINT
11.00
12.00
17.00
18.00
NAVY
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Contact Info
CDR Devin Morrison
[email protected]
(901) 874-2370
DSN 882-2370