A mock board was held last year with about a 10% delta between selects based on the WAPS only process and the Boarding process.
We already do this for E8 and E9, does it make sense to expand this program to all grades in the SNCO tier?
Without leading you too much, what are your thoughts on this proposal, pro and con?
Promotion Board
Promotions
Some people test well, and some can handle a situation well. Neither should be penalized.
Great Question. I'm torn on this topic but I think in the end overall it would be a good thing.
Pro: Elimination of stagnation at the E-7 rank. Available promotion go down significantly at the E7-E9 level. We currently have MANY people sitting at the E7 level just waiting to retire, not striving to get promoted and slowing down the opportunities for those behind them.
Con: Encouragement of more 'square fillers' getting promoted and good NCO's left behind because they chose to stay in a position where they could lead and mentor troops, instead of moving up to 'management level' jobs that 'get you promoted'.
We saw this about 10 years ago when we had a shortage in special duties. We had a ton of people starting to go do special duty assignments not because they wanted to do that but because they were told if they did this as a Master Sergeant then their promotion to E8 upon return to their primary career field would be a shoe in. We ended up with a lot of square fillers in positions that didn't put nothing more than the required three years into their job and then returned to their old career field to get promoted to E8. Do we want to encourage E5's and E6's to go to special duty assignments merely to fill a square for promotion to E7 now?
Not really sure what the right answer is for this question. Like much change thought about in the military, the only way to truly know it's impact is to implement it and then reassess it's effectiveness after 3-5 years of practice.
As of Oct '13 we have in effect a DSD, Developmental Special Duty, program. For 10 AFSCs, Recruiter, TI, PME, 1SG, etc... you have to be vectored in by your command. We're to take into account personal desires, but that is not allowed to drive decisions on who gets to do those high risk/high reward special duties. I think that will prevent square fillers since we're supposed to look at our best people and put them in the positions that require the best people, and also tend to bring the best promotion potential.
With only a 10% difference, I don't know that too many people will be left behind that don't deserve to be. I think this will allow for some of our people that are excellent leaders get recognized for their skills and not just their ability to remember 6 volumes of instructions and guidance. Not every leader is a great test taker.
Every year we are getting leaner and meaner and need to have the best possible people at the top. You can be a great wrench turner as a TSgt, do those people want the responsibility that comes with a promotion or do they want to keep doing what they love?
Over all, I think it is good. Like you said though, 3-5 years will tell.
Thanks for your insight.
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