Posted on Apr 27, 2014
How to be seleced below the zone for CPT and above.
49.2K
20
13
2
2
0
What are your thoughts for what an officer needs to do, what assignments they must do, schooling (military and civilian) they must complete, and anything else to be selected below zone for CPT, MAJ, LTC, COL?
I have a few ideas, but have seen them be destroyed when some officers without any of the items I thought got promoted below the zone when others did not make it.
I have a few ideas, but have seen them be destroyed when some officers without any of the items I thought got promoted below the zone when others did not make it.
Promotions
Promotable
Promotion Board
Posted 10 y ago
Responses: 3
11
11
0
Now that the board has been released, and I was promoted BZ, I can answer this question. First off, I am an AGR officer, but I don't think there is a serious difference with the boards after talking to both AC and RC O-6s and former board members. Second, I've been an S1 and BDE DCO in units with a high number of CPTs, MAJs, and LTCs. I have had success in getting packets together, and mentor officers, to be put on the right track for BZ success. So here are my thoughts. I also helped mentor the raters/SRs so
they know what to write/not-write so they don't kill a career. Biggest damage comes from Raters and SRs that don't know how to or what to write to make an OER a success.
There are several main items that in this current environment are more true
than not. Remember, you are in a downsizing environment and everything is
being looked at. Obviously, you will have some who get through that makes
you scratch your head, but the board is good at weeding out those that don't
need to move forward. Remember, we don't see the board file of "that guy" so
we shouldn't second guess the results. If you look over the stats, they are very good at weeding out
1) Take jobs that show you to be in charge. These include Commanders, dep cdrs, XO, S3, or a chief in some department. Assistant "whatevers" doesn't show leadership or the umpf the board is looking for at least for Field grades. Like CPT Cowley said, take the hard assignments but you have to do good in them. Hard jobs with OK ratings doesn't do you any good. Show some diversity as well. Field grades need to be well rounded as they are going to be in charge or in charge of staff and need to know what's going on.
2) Completion of the next level of PME. Captains complete CCC and enroll/complete ILE-CC. Majors should achieve ILE-AOC/CGSC complete. LTC should have SSC. Even better is getting AJPME for RC members.
3) Master's degree. Not required but starting to be a delineation at higher ranks.
4) Combat tour (just need one)
5) Recent picture, updated and accurate to your OMPF. Make it look good. Wear your ASU, not your Greens. First impressions and all that.
6) For field grades, at least two MSM or higher awards.
7) A letter to the board talking about something that isn't in their eval, or just showing their enthusiasm for the promotion. Shows the board you want it more than your peers. Not required for the USAR but recommended.
The two big ones that I've seen/heard for your SR box.
8) make sure your SR uses your first name in his comments. This shows a personal relationship with his officers. "Brian did a great job" instead of "CPT Maurelli..."
9) the phrase "promote below the zone" is essential for the SR to say. If he doesn't know you want it, why would he want to write it? If the board doesn’t see it, then why give you the extra push?
The final outcome to all this is to show to the board that you have mastered your current rank and positions and are working one level up in those level of responsibilities. Indicating in your evals that "Brian is working at a field grade level and is performing above his peer group in everything he does" is not a bad thing to wrap up an eval year with.
Good luck. Many people told me I wouldn't get BZ. My response is that someone will get it, why not me?
they know what to write/not-write so they don't kill a career. Biggest damage comes from Raters and SRs that don't know how to or what to write to make an OER a success.
There are several main items that in this current environment are more true
than not. Remember, you are in a downsizing environment and everything is
being looked at. Obviously, you will have some who get through that makes
you scratch your head, but the board is good at weeding out those that don't
need to move forward. Remember, we don't see the board file of "that guy" so
we shouldn't second guess the results. If you look over the stats, they are very good at weeding out
1) Take jobs that show you to be in charge. These include Commanders, dep cdrs, XO, S3, or a chief in some department. Assistant "whatevers" doesn't show leadership or the umpf the board is looking for at least for Field grades. Like CPT Cowley said, take the hard assignments but you have to do good in them. Hard jobs with OK ratings doesn't do you any good. Show some diversity as well. Field grades need to be well rounded as they are going to be in charge or in charge of staff and need to know what's going on.
2) Completion of the next level of PME. Captains complete CCC and enroll/complete ILE-CC. Majors should achieve ILE-AOC/CGSC complete. LTC should have SSC. Even better is getting AJPME for RC members.
3) Master's degree. Not required but starting to be a delineation at higher ranks.
4) Combat tour (just need one)
5) Recent picture, updated and accurate to your OMPF. Make it look good. Wear your ASU, not your Greens. First impressions and all that.
6) For field grades, at least two MSM or higher awards.
7) A letter to the board talking about something that isn't in their eval, or just showing their enthusiasm for the promotion. Shows the board you want it more than your peers. Not required for the USAR but recommended.
The two big ones that I've seen/heard for your SR box.
8) make sure your SR uses your first name in his comments. This shows a personal relationship with his officers. "Brian did a great job" instead of "CPT Maurelli..."
9) the phrase "promote below the zone" is essential for the SR to say. If he doesn't know you want it, why would he want to write it? If the board doesn’t see it, then why give you the extra push?
The final outcome to all this is to show to the board that you have mastered your current rank and positions and are working one level up in those level of responsibilities. Indicating in your evals that "Brian is working at a field grade level and is performing above his peer group in everything he does" is not a bad thing to wrap up an eval year with.
Good luck. Many people told me I wouldn't get BZ. My response is that someone will get it, why not me?
(11)
(0)
LTC (Join to see)
Sir,
First off congratulations on making BZ. I think I am good in many of those areas and trying to go even further in some (going for PhD right now). As far as the well rounded portion do you recommend, and if so when in your career, going to do a tour in the training division, ROTC, HRC, USARC, recruiting, or retention? Unfortunately in the AGR program the command slots are very limited and I was lucky enough to be in a battalion short of Captains at the time so I got tapped to be double hatted. Many positions are assistant operations officer or assistant plans officer at BDE/TEC level for the Engineers. Are there any assignments you think I should avoid?
First off congratulations on making BZ. I think I am good in many of those areas and trying to go even further in some (going for PhD right now). As far as the well rounded portion do you recommend, and if so when in your career, going to do a tour in the training division, ROTC, HRC, USARC, recruiting, or retention? Unfortunately in the AGR program the command slots are very limited and I was lucky enough to be in a battalion short of Captains at the time so I got tapped to be double hatted. Many positions are assistant operations officer or assistant plans officer at BDE/TEC level for the Engineers. Are there any assignments you think I should avoid?
(0)
(0)
COL Thomas F.
Captains slots are somewhat constrained to the "assistant" jobs, agreed. Main take away is to take the tough jobs and do them well. It sounds cliche but its true. I have found that the successful officers are rotated around the force from training divisions, to IET units, to USARC/OCAR/HQDA staff, etc. Normal sequence that I've seen is tactical level tour, then to operational level, back to tactical. I also suggest you call your army reserve proponent adviser (ARPA) for your branch at https://www.milsuite.mil/book/docs/DOC-126164. they are there to help mentor/coach you to the assignment to make you successful. Good luck.
(2)
(0)
MAJ (Join to see)
SSG Sedlacek, the reason he said that is most Majors are in a high enough position with significant responsibilities and have the best opportunity to earn an MSM. Most Company Commanders earnnone because of the impact they have on a BN or BDE. You may not see it or appreciate it, but believe me this “Iron Majors” are working hard to make a lasting impact and are not chasing awards. But if they are high performers they should have earned 2 by thier 10-14 year of service. Again, this scenario is for Below the Zone promotion (1-2% select rate) not the primary zone.
(0)
(0)
COL Thomas F.
After some time to reflect on my post (since I can't edit it), I would take out the letter to the board idea. After further discussion with senior leaders, letters to the board are for those extreme issues that need to be clarified. It is not not the norm. It can be a distraction especially when they only have about 1:30mins to make a decision per person. Also, the one thing the SR definitely should put in their comment is "Promote Below the Zone".
(0)
(0)
2
2
0
I first push to finish any applicable school then look for KD assignments. I also look at where I have been from operational to training to tactical. I was explained once how the process works but really don't pay much to it because that's too political to worry about. If I get selected great. I also don't focus on others careers cause they will eventually get what the plant. Sorry not much help but wanted to answer.
(2)
(0)
LTC (Join to see)
Yeah I never quite understood the "balancing" of positions. I was told by a MAJ and a SGM to always stay in operations. Most KD assignments are in operations so that makes sense. However, others say to have broadening assignments such a recruiting, training division, ROTC, and training division time. I am not sure if I really want to work at HRC or USARC, but I will if I am assigned. I love being there when the "action" is happening and being able to direct it. It is rough being the planner and having to turn it over to someone else to execute or not be in the game at all.
(0)
(0)
LTC (Join to see)
That is my frustration too. But I just went from command to a two star level to broaden my horizons. I had over 15 spots and was mentored to go there based on what I have already done. I prefer to be at the tactical too but can't always be there if I want to affect change. :)
(1)
(0)
LTC (Join to see)
I'm not sure how the BZ thing works since I didn't do the typical assignments. In fact, I never even had a command yet... But I had a great broadening AC/RC assignment down in Belle Chasse where I served as the SGS to the 2 star. I think my OERs from that assignment helped me get BZ. So I believe that no matter what jobs you get, just do it well. Ben, New Orleans is awesome. Wish I could go back.
(1)
(0)
LTC (Join to see)
Sir, I do hope so. The area has me hesitant but I am looking forward to working there. Been on emergency leave for the last month. Starting Monday back at it.
(0)
(0)
1
1
0
CPT (Join to see)
No. And if you are in the National Guard, you may remain a 1LT for life, if you don't bully your way to a CDR position.
(0)
(0)
CPT (Join to see)
The ARNG is near waste of time unless you are political. I went from E4 to CPT before my CDR, who was a CPT made MAJ, and I was already 2 years a CPT, after leaving the Guard.
(0)
(0)
Read This Next
Continue with Facebook 
Continue with Google