Should the Army implement testing for promotion in your job like the Air Force does?

COL Vincent Stoneking, under our new promotion system for E5-E7. Your "testing score" will have a maximum score of 375. That is broken in to 4 parts. (see the image)


For the performance reports, your last reports are graded. If you are in the top 10% you can earn a 5. If you are in the top 11-30% you can earn a 4. Everyone else will get a 3, 2, or 1. The difference between 5 and 3 is 50 points.

For the Air Force Knowledge, you are required to test on a 100 question exam based on this book: http://static.e-publishing.af.mil/production/1/af_a1/publication/afpam36-2241/afpam36-2241.pdf

For the Job Knowledge test, you are required to test on 100 question exam based on your CDC's and applicable AFIs/AFMANs.

Both tests have a minimum score to be promoted of 40, but also have a aggregate score of at least 90 on both test combined to even be considered/

Decorations are worth up to 25 points as follows:

1 pt – Achievement Medal (all versions)
3 pts – Commendation Medal (all versions)
3 pts – Aerial Achievement Medal
3 pts – Air Medal
5 pts – Meritorious Service Medal
5 pts – Defense Meritorious Service Medal
5 pts – Purple Heart
5 pts – Bronze Star
5 pts – Airman's Medal
7 pts – Distinguished Flying Cross
7 pts – Defense Superior Service Medal
7 pts – Legion of Merit
9 pts – Defense Superior Service Medal
9 pts – Silver Star
9 pts – Distinguished Service Medal
9 pts – Defense Distinguished Service Medal
11 pts – Air Force Cross, Navy Cross, or Distinguished Service Cross
15 pts – Medal of Honor

Promotion to MSgt changes a little bit in that you now also face a records review board. This changes the game a bit in that only the top 60% actually meet the board. If you are not in the top 60% or even if you are but didn't meet a minimum score for the two test, you are automatically not selected. Once you proceed to phase 2, you EPR points drop but are replaced by your board score.

For E8/E9, the process is similar, but drops to just 1 test on Air Force Knowledge, adds in points for TIS/TIG.

COL Vincent Stoneking Sir: Why did the Army stop doing SQTs? I can't find anything on this, but I'm sure the Army had a good reason. Any insight?

Regarding the need for a test, I'd suggest the current NCOER Part IV(b) provides enough opportunity to provide information regarding competence/MOS proficiency/technical knowledge. Part IV(e) of the new NCOER covers the same data. It seems an SQT-type assessment would be redundant (and, in an era of budget constraints, extremely and unnecessarily costly to develop/maintain/score/etc for each MOS).

I heard a lot of stories about the SQT going away, but nothing official. I think the thinking was similar to your current objection (budget constraints, extremely and unnecessarily costly, evals cover it anyway).

I, across the board, disagree.
The SQT gave an objective measurement of a Soldier's performance against an objective standard - not someone's assessment of "good enough." Right now, there is no way that the assessment of anyone's knowledge in any one unit can be fairly compared to an assessment of anyone's knowledge in another unit. There is simply no baseline in practice (in the regs and other doctrine, yes, but not in reality). That baseline would increase the quality of our promotion process geometrically.

The flat out fact of the matter is that NCOERs and OERs are grossly inflated across the force. They are much more likely to tell you about how liked the person is than anything about how well they actually do the job. Ask yourself why there needs to be a policy that states only 49% can be ACOM or 1/1 under the new NCOER (I think that might cover 2/2?). Most people in most organizations are average for that population. You would never know that looking at a system that finds that EVERYONE is a superstar. Look at the butthurt that flows from a COM OER or a 3/3 NCOER. Ask yourself what well-liked and popular individual as gotten a BCOM or a 4/4 or 5/5. It it simply does not happen.

I respect your opinion, and your right to it. It is squarely in line with the dominant thinking in the Army. I just sincerely disagree 100%. Until we are willing to actually step up and evaluate people objectively, evals will continue to be a joke.

(as preemptive anti-sour grapes, my profile over the last 10 evals is 8 ACOM, 2 COM.)

Thank you TSgt Joshua Copeland for posting the detailed and graphic description of the Air Force promotion system. I knew I should have read the comments below the comments before I posted. Thank you also for giving me a reason to be glad I retired in 2012 before MSgt became a records board review.

TSgt Joshua Copeland Good points, all around. Perhaps the perception of the concept of leadership in the Air Force is based on perceptions of the "fighter pilot mafia" versus the whole of the Air Force. The author of the article I cited is a retired Army O-5, who is an instructor at the Air Force Academy. Based on that, it might be likely that he has a decent view of the whole of the Air Force, and comes at this issue from an Army background.

CMSgt James Nolan I've edited the original post to remove the possibility of a perception of a slant against the Air Force. Thanks for bringing that bit to my attention.

Agreed. In my opinion, the Air Force needs to take another look at their Weighted Airmen Promotion System (WAPS) testing anyway. We have a great deal of educated individuals with absolutely zero leadership skills and we are currently suffering from it. An Airmens technical proficiency comes from achieving the appropriate skill level for their rank, which includes tests specifically created for their career field. The WAPS testing only shows that an Airman can study for a test - NOT display and interpret the characteristics of a good leader.

CMSgt (Join to see), that was the root cause for the change for promotion to E7 now having a board.

MAJ (Join to see) , USAFA is far and away not a effective view of the Air Force as a whole. It isn't even the largest source of officers. Even in the pilot community, those that don't show leadership will stall at Major and will not command. Considering that we have squadrons of up to 200 members where only a dozen or so are enlisted. That will show you that leadership is valued for promotion.