Getting looked at for SFC this year. What are the top reasons for not getting selected? Any Advice?

SFC(P) Private RallyPoint Member — Tue, 30 Jan 2018 01:36:10 -0500

Response by COL Private RallyPoint Member made Jan 30 at 2018 1:59 AM

COL Private RallyPoint Member — Tue, 30 Jan 2018 01:59:03 -0500

SFC(P) Private RallyPoint Member, hopefully there is someone from HRC enlisted branch on here somewhere. Your CSM should definitely have that information. From what I have seen, it's 3 or 4 things that separate. First, your performance on your NCOERs. This should become more of a discriminator with the new NCOER and forcing raters and senior raters to actually enumerate and compete their subordinates. We might actually have an NCOER that helps now. You have to do well in the key and developmental jobs. Second, is the actual time in those positions. You have to meet the requirements...and you have to do better than your peers. Third is a ranger tab. Huge push for rangers now from what I've seen. Fourth, and not quite as important is some experience outside of tactical while still meeting all of the tactical requirements...and you still have to do well in those jobs. Those seem like the blocks that will get you there. Lacking those, will put you behind. The biggest one being mediocre NCOERs.

Response by SFC Walter Lovett made Jan 30 at 2018 10:26 AM

SFC Walter Lovett — Tue, 30 Jan 2018 10:26:53 -0500

Here is the link for last years board results (AAR, stats, and list). Read it!!
https://www.hrc.army.mil/content/FY17%20SFC%20AC%20Promotion%20List

Here is the order of getting your records straight from my exp:
1. Check your SRB/ERB, iPerms/OMPF for any missing or out dated items (college transcripts, certifications, training, awards)
2. Make an Appt with your S1 to get your SRB/ERB is up-to-date and everything that can be put in your iPERMS/OMPF is and matches your SRB/ERB.
3. Get a fresh hair cut and new DA Photo (ensure your uniform matches your SRB/ERB) this is your first impression to the board. Have a few Sr NCOs inspect you in your uniform prior to taking the photo and have one with you when you take the photo to ensure you look your best!!
4. Validate your online board file once you have everything up-to-date and prior to the deadline!!

Good Luck, God Bless!

HRC Homepage

Toll-Free: 1-888-ARMY-HRC (1-888-276-9472) DSN: 983-9500 AskHRC

Response by MSG Private RallyPoint Member made Jan 30 at 2018 11:33 AM

MSG Private RallyPoint Member — Tue, 30 Jan 2018 11:33:53 -0500

1. DA Photo.
2. ERB not clean.
3. ERB vs DA photo not matching.
4. Weak NCOERS
5. No broadening assignment.
6. Not fulfilling the correct duty positions for grade and MOS.
7. NCOER Duty description not matching ERB.
8. not enough room to promote everyone.

Response by CSM Richard StCyr made Jan 30 at 2018 3:35 PM

CSM Richard StCyr — Tue, 30 Jan 2018 15:35:36 -0500

Here is a copy of the 2016 SFC Board AAR comments. pretty much the same comments year after year.
AHRC-PDV-S 29 June 2016

MEMORANDUM FOR Director of Military Personnel Management, Office of the Deputy Chief of Staff G-1, 300 Army Pentagon, Washington, DC 20310-0300

SUBJECT: Field After Action Report – Fiscal Year 2016 (FY16) Regular Army (RA) and Army Reserve Active Guard Reserve (AGR) Sergeant First Class (SFC) Promotion Board
1. References.

a. AR 600-8-19, Enlisted Promotions and Reductions, dated 18 December 2015.

b. Department of the Army Pamphlet 600-25.

c. DAPE-MPE-PD, Memorandum of Instruction (MOI) dated 21 April 2016, Subject: Instructions for the FY16 RA/USAR AGR SFC Promotion Board.

2. General: The Fiscal Year 2016 (FY16) Regular Army (RA) and Army Reserve Active Guard Reserve (AGR) Sergeant First Class (SFC) Promotion Board convened at the DA Secretariat, Fort Knox, Kentucky on 1 June 2016, to select the best qualified noncommissioned officers for the purpose of promotion to Sergeant First Class. Also, the board selected eligible candidates for involuntary separation from active duty in accordance with references 1a and 1c above. The board also screened packets on Soldiers referred to it under the Stand-By Advisory Board (STAB) process.
3. Board Issues and Observations.

a. Noncommissioned Officer Evaluation Report (NCOER) – rater and senior rater comments.

(1) Discussion: The new NCOER provided the board members a better understanding of the NCO’s overall performance and potential. The rater and senior rater comments were utilized to help identify the best qualified NCOs for promotion. The use of clear enumeration by the senior rater provided the board with a strong word picture of where the NCO stood in the population, e.g. “1 of 5”. Senior rater enumeration without explaining the population was less helpful to board members and provided a vague, less useful word picture. Board members viewed several NCOERs with inconsistent rater and senior rater comments (e.g. rater assessed as Fully Capable and senior rater assessed as a 2/1 or 1/1). Board members found these
AHRC-PDV-S SUBJECT: Field After Action Report – Fiscal Year 2016 (FY16) Regular Army (RA) and Army Reserve Active Guard Reserve (AGR) Sergeant First Class (SFC) Promotion Board

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inconsistencies in comments to be difficult to interpret without additional clarification from the reviewer.

(2) Recommendation: Continue to educate the force on the new NCOER. Ensure all leaders understand the importance of clear, concise statements and the value of enumerating the NCO. Raters and senior raters should utilize the evaluation tool to differentiate the NCOs who deserve to be promoted. Terms like “promote ahead of peers” are omnipresent and do little to assist board members in determining the quality of the NCO. The evaluation should remain a neutral, unbiased record of performance and potential, and inclusive of direct language to identify the NCOs who will lead Soldiers in the future. The chain of command should reference AR 623-3 and DA Pam 623-3 to ensure evaluations are written correctly.

b. Noncommissioned Officer Evaluation Report (NCOER) – Soldier refuses to sign.

(1) Discussion: NCOs who refused to sign their evaluations were regarded less favorably by board members. Signature on the evaluation indicates the NCO has confirmed the administrative data is correct. The board concluded many NCOs may believe that not signing is a way of protesting or appealing the evaluation.

(2) Recommendation: NCOs should refer to AR 623-3, Evaluation Reporting Systems, for the proper way to appeal an evaluation. Senior leaders should provide NCOER professional development briefs to broaden NCOs’ understanding of the Army evaluation reporting system. Regular information briefings will reduce misconceptions regarding the NCOER process.

c. DA Photo

(1) Discussion: Files contained no photographs, old photographs, NCOs wearing unauthorized non-permanent awards, incorrect appurtenances or awards in improper order of precedence. Several photos were not in accordance with AR 670-1, e.g., shaving, haircuts, hairstyles, etc.

(2) Recommendation: All Soldiers are required to adhere to Army Regulation 670-1, Uniforms and Insignia Wear and Appearance of Army Uniforms and Insignia and Army Regulation 640-30, Personnel Records and Identification of Individuals Photographs for Military Human Resources Records. Recommend Soldiers have supervisors inspect their uniform prior to taking an official photograph.

d. Diverse and challenging assignments.

(1) Discussion: Board members noted the length of time spent in broadening assignments and special mission units. Broadening assignments, such as Recruiter,
AHRC-PDV-S SUBJECT: Field After Action Report – Fiscal Year 2016 (FY16) Regular Army (RA) and Army Reserve Active Guard Reserve (AGR) Sergeant First Class (SFC) Promotion Board

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Drill Sergeant, Observer/Controller-Trainer, AIT Platoon Sergeant, and Instructor/Writer can increase the competitiveness of an NCO's promotion file. There were several files where NCOs appeared to have in excess of five years serving within a special mission unit or an identical duty position within traditional operational billets. NCOs who had a variety of assignments, showing diversity, agility, the ability to lead in an array of organizations and under different circumstances made it easier for the board to identify demonstrated leadership potential for advancement. Diversified files of with a range of experiences and with consistent outstanding performance typically indicated higher promotion potential.

(2) Recommendation: Continue to assign high potential NCOs to broadening positions following successful completion of key developmental assignments. Allow these NCOs to operate in positions typically held by those of higher rank when the opportunity is available. Ensure NCOs are given the opportunity to complete key developmental assignments to remain competitive.

e. Noncommissioned Officer Education System (NCOES) and Civilian Education.

(1) Discussion: Those who displayed lifelong continuous learning in military schools and earned additional skills identifiers (ASIs) as well as MOS specific certifications for self-development were viewed favorably by the board. NCOs who earned Honor Graduate, Distinguished Leadership Award, and exceeded course standards in all rated areas during NCOES stood out amongst their peers. NCOs were viewed favorably if they were inducted into prestigious professional clubs such as Sergeant Audie Murphy or Sergeant Morales. The appropriate civilian education glide path is clearly stated in DA Pam 600-25. Many records were found to be inconsistent with regard to college credits annotated in the Army Military Human Resource Record and the Enlisted Record Brief (ERB). Several NCOERs included comments from Academic Evaluation Reports (DA Form 1059) that were viewed by the board as unjustified and of minimal value.

(2) Recommendation: NCOs should familiarize themselves with DA Pam 60025 to ensure they understand the appropriate level of civilian education for each rank and or level of responsibility. Soldiers seeking to set themselves apart from their peers should seek membership in distinguished organizations such as the Sergeant Audie Murphy/Morales clubs. Soldiers should ensure college credits, transcripts and diplomas match the information annotated on their ERBs. NCOERs should not include comments that are covered on the DA Form 1059.
f. Army Physical Fitness Test (APFT) scores.
(1) Discussion: Raters who identified outstanding APFT scores and NCOs who showed a consistent adherence to Height/Weight (HT/WT) standards helped board
AHRC-PDV-S SUBJECT: Field After Action Report – Fiscal Year 2016 (FY16) Regular Army (RA) and Army Reserve Active Guard Reserve (AGR) Sergeant First Class (SFC) Promotion Board

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members to identify the best qualified NCOs. Statements concerning the Physical Fitness Badge award, improvement on Physical Training (PT) scores and/or exceeding unit standards for PT scores helped indicate NCOs who remained disciplined and focused on maintaining physical fitness standards. Scores of 200 or less, “Needs Improvement” and/or failed Army Physical Fitness Test (APFT) were viewed unfavorably.

(2) Recommendation: Unit physical fitness training programs should be scrutinized by unit leaders for accountability and adherence to Army standards. Physical fitness readiness is an Army mandate. Senior NCOs should take personal responsibility and hold themselves accountable to the standard.
g. Height/Weight inconsistencies.
(1) Discussion: Board members noted several files reflected inconsistencies in HT/WT on consecutive NCOERs. Discrepancies were noted between a Soldier’s NCOERs and AERs. Several files showed NCOs who were either enrolled in the Army Body Composition Program, had failed the APFT, or a combination of both. Numerous files reflected significant trends where the NCO consistently struggled to maintain physical fitness standards. Failure to maintain consistency within the Army standards IAW AR 600-9 resulted in board members questioning the credibility of the evaluation.

(2) Recommendation: Raters should ensure HT/WT standards are consistent across rating periods. Units should enforce the standardization of the Army Body Composition Program and appoint quality trained personnel to assist with managing the program. Unit level leadership should ensure that readiness standards are maintained and that all information provided on the NCO's evaluation report, to include the APFT and HT/WT is complete, accurate, and in accordance with AR 600-9.

h. Completeness of Army Military Human Resources Records (AMHRRs) and ERBs.

(1) Discussion: The board found that many Soldiers lacked source documents in their AMHRR for awards, decorations, and schools. Board members found it challenging to validate decorations when documentation was not present in the file. Many ERBs lacked updated duty position data, e.g., “incoming personnel”, “known loss”, or “excess”.

(2) Recommendation: Each NCO, assisted by their chain of command, should make every effort to update both the ERB and AMHRR. Continual updates and file reviews will potentially alleviate missing documents and inconsistencies in the Soldier’s file.

AHRC-PDV-S SUBJECT: Field After Action Report – Fiscal Year 2016 (FY16) Regular Army (RA) and Army Reserve Active Guard Reserve (AGR) Sergeant First Class (SFC) Promotion Board

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i. Army Values reflected on the NCOER.

(1) Discussion: Raters should provide an explanation of “no” entries in the Army Values section on the NCOER. Raters and senior raters who did not clearly state the negative event or behavior left board members attempting to make their own determination of the Soldier’s situation.

(2) Recommendation: Raters and senior raters should follow the guidance in DA PAM 623-3. Raters and senior raters should explain any “no” entries and clearly state the failure in upholding values, character, or performance shortcomings within the bullet comments.

j. Quarterly counseling not annotated.
(1) Discussion: The board noted omission of counseling dates on many of the NCOERs reviewed. This trend may indicate that raters are failing to take regular opportunities to actively coach, mentor, and train junior NCOs during the course of the rating period.

(2) Recommendation: Soldiers are encouraged to sit down with senior leadership to complete the evaluation process. Raters should continue to seek opportunities to conduct counseling sessions and provide Soldiers an accurate assessment of their performance.
4. Conclusion or general comments.

a. Civilian education coupled with exceptional performance demonstrated a perception of critical thinking, adaptability, and dedication to self-improvement. Soldiers with associate’s degrees or higher were viewed favorably by the board members.

b. The NCOER is the most important document to determine and quantify the Soldier’s potential to serve in positions of increased responsibility and skill level. Raters and senior raters must be quantifiably expressive in their comments and appropriately rate subordinates to reflect effective talent management. Complete the Record evaluations are an effective means, when used within the regulation, to communicate to the board the rated NCO’s potential for promotion and the chain of command’s commitment to expressing this to the board.

c. Letters to the President of the Board were carefully considered and identified those NCOs who appropriately addressed issues that impacted their promotion file. Files inclusive of letters supported by the ERB, NCOERs, and other appropriate documents were viewed favorably by the board.

AHRC-PDV-S SUBJECT: Field After Action Report – Fiscal Year 2016 (FY16) Regular Army (RA) and Army Reserve Active Guard Reserve (AGR) Sergeant First Class (SFC) Promotion Board

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d. It is highly recommended that the NCO seeks advice from their immediate supervisor for a record and photo review before validating their board file.

e. The selection and promotion board process is unbiased. NCOs should ensure their records reflect the most up to date DA Photo, ERB, and NCOERs. Military and civilian schooling develops a more complete leader. NCOs should ensure they reference DA Pam 600-25 and follow their respective career map to include broadening and successive assignments to ensure they are on track with proposed career progression.

g. Soldiers hold the responsibility to manage their own careers. They should seek assignment diversity to demonstrate the ability to accept greater responsibility and potential for further promotion.

//Original Signed// DANIEL G. MITCHELL Brigadier General, U.S. Army Board President

Response by MSG Private RallyPoint Member made Jan 30 at 2018 8:14 PM

MSG Private RallyPoint Member — Tue, 30 Jan 2018 20:14:08 -0500

Try to go to the Battle Staff NCO course at the Sergeants Major academy at Fort Bliss, TX. I think having that cours completed on my ERB, put me over the crowd when I was selected for First Class.

Response by SGM Private RallyPoint Member made Jan 30 at 2018 9:30 PM

SGM Private RallyPoint Member — Tue, 30 Jan 2018 21:30:43 -0500

This might not be the most popular response, but PT is a huge discriminator. Soldiers who consistently achieve the APFT badge are viewed favorably by the board.

Everyone is busy. Consistently taking the extra time required to work on personal fitness demonstrates discipline, and nearly every singe centralized board AAR says the same.

Response by MSG(P) Private RallyPoint Member made Jan 30 at 2018 11:59 PM

MSG(P) Private RallyPoint Member — Tue, 30 Jan 2018 23:59:07 -0500

NCOERs that are written poorly, one line bullets with no real details. Senior rater bullets are very important so, Please always pay attention to the comments.

Response by SFC(P) Private RallyPoint Member made Jan 31 at 2018 1:16 AM

SFC(P) Private RallyPoint Member — Wed, 31 Jan 2018 01:16:50 -0500

Thank you, everyone!

Response by SFC Michael Hasbun made Jan 31 at 2018 1:46 AM

SFC Michael Hasbun — Wed, 31 Jan 2018 01:46:55 -0500

I'm convinced that somewhere at the board site there is a giant stairwell. Before the board convenes, they pick a random step based on needs that year. Then the day of the board, they print off everyone's board files. Then a random Specialist is tasked with carrying all the packets to the top of the stairwell. On the command of "Ready, Set... HOOAH!" the Specialist then chucks the stack of packets down the stairs as hard as he or she can. Every board packet that lands on the preselected step or above gets selected...

It's the only explanation for all the inconsistencies from year to year...

Response by SGM Bill Frazer made Feb 14 at 2018 10:01 AM

SGM Bill Frazer — Wed, 14 Feb 2018 10:01:06 -0500

Records, records, records! Number 1 problem is errors in records or lackadaisical performance which does not get you into the 2nd "look" pile.

Response by MSG John Duchesneau made Feb 15 at 2018 11:23 PM

MSG John Duchesneau — Thu, 15 Feb 2018 23:23:01 -0500

Bad NCOER, PT failure, NJP, banging the CSMs wife to name a few.

Response by SFC Gary Galbraith made Feb 21 at 2018 9:33 PM

SFC Gary Galbraith — Wed, 21 Feb 2018 21:33:23 -0500

Have secondary skill specialties (plus others if you are able to) as well as leadership positions while overseas

Response by MAJ Samuel Weber made Jun 5 at 2018 10:43 AM

MAJ Samuel Weber — Tue, 05 Jun 2018 10:43:52 -0400

Everyone in this thread has made great points about things you need to consider. I’d add that you can’t worry about a board once you are eligible, you need to prepare for promotion the day you pin SGT/E-5. Seek challenging assignments, excel, perform, and be involved in your evaluations. Balance military education and training with civilian education. I’ve heard a few comments here about the Rater comments, while they should be well written and quantifiable, they hold little weight. You need strong Rater comments under overall performance, a good block check, very strong Senior Rater comments along with a Most Qualified rating and a well written duty description that captures how challenging and critical your job is. I’ve tried to coach my NCOs to understand the importanance of building a relationship with your Senior Rater and how critical it is to seek challenging positions and perform. it’s up to your Senior Rater to tell the board of you should be promoted. I’d also ask you to be aware of your Senior Rater qualifications. A Captain or Major saying you’re a future CSM means little when they have only rated MSG and 1SG. A current or post-commmad LTC saying you are a future 1SG or CSM means much more. I’ve seen this happen when Senior NCOs are Senor Raters for SGT/SSG, they inflate the Senior Rater comments; a MSG cant say you’re a future CSM, he/she hasn’t been one. Lastly, I would say you DA photo needs to be on point, it’s the first thing the board sees. If you look bad in your DA photo, then how do you look daily? Good luck on the board, by the way, is this secondary or the primary zone for you? That matters as well.

Response by SSG Jose M. Hernandezsanchez made Jun 5 at 2018 12:28 PM

SSG Jose M. Hernandezsanchez — Tue, 05 Jun 2018 12:28:01 -0400

SSG De Los Santos,
The most you hear ERB not matching DA photo, or your duty description on your NCOER not matching your ERB. NCOER not strong enough.