Should the Army change it's Junior NCO promotion system?

SFC Private RallyPoint Member — Tue, 25 Feb 2014 11:50:22 -0500

I have seen the Army Promotion Points system change twice since I have been in the Army and it doesn't seem to be doing much to help the NCO Corps. Well thats how I see it in my branch. I think that the Army should adopt a "Specialty Knowledge Test" like the Air Force. My reason behind this is because I have seen far too many Soldiers get promoted to Sergeant or Staff Sergeant and know nothing about their job. How are these NCOs supposed to lead and teach their Soldiers how to perform at their job, it that NCO doesn't even know. I feel that this weakens the NCO Corps. I know of one Sergeant that has been in my unit for at least 4 years, but has never done her job. Since she came to my unit as a Specialist, she has been the Battalion Command Group Secretary and updated the Battalion Facebook Page. She knows nothing about her job and whenever she PCS's how is she supposed to teach her Soldiers? She doesn't have any Soldiers and has caused problems in the past with NCOs conducting corrective training with their Soldiers, because she has a direct line to the CSM. Another problem is board-babies. There are Soldiers that don't know how to do their job or lead Soldiers, but because they study for the board so much and/or win the SOM/NCOM Board they earn their promotable status. I have seen these board-babies win the SOM/NCOM Board one month and the following month walk in, salute and be dismissed with their promotable status.

I think a "Specialty Knowledge Test" should be taken and passed as a prerequisite before going to the promotion board. This test would be a normal fill in the blank, true/false, and multiple choice style test, with a few situational exercises. Once the Soldier is able to pass this test, then he/she should be able to attend a promotion board. I think that promotion boards to the rank of Sergeant should be held at the Battalion level and promotion boards to the rank of Staff Sergeant should be held at the Brigade level. I feel that this would prevent board-babies and Soldiers not learning or performing their jobs from entering the NCO Corps. I know that the Soldier attending the promotion board is usually up to their supervisor, but sometimes the whole buddy system comes into affect. Your thoughts please.

Response by SFC James Baber made Feb 25 at 2014 11:55 AM

SFC James Baber — Tue, 25 Feb 2014 11:55:51 -0500

It has been too disrupted and changed repeatedly over the last 13 years, and with all the dual war issues and fast tracked and quick promotions made and given the entire system is so jacked up, I don't think anymore changes are going to do anything else except make it worse than it already is. If anything it needs to go back to what it was pre-9/11 when the opportunity for more self worth was available via schooling, awards, APFT, weapons, etc., I think they should bring back the SQT/SDT testing and score points for the system to be more effective and efficient for the reality of Soldier knowledge and capability to be the best they can be for future leadership.

Response by MSG Sean Hendricks made Feb 25 at 2014 11:57 AM

MSG Sean Hendricks — Tue, 25 Feb 2014 11:57:13 -0500

Not again, this system is constantly changing. It needs to stabilize to ensure Soldier and MOS proficiency. However, I do think the SQT/SDT should be re-implemented.

Response by SGT Private RallyPoint Member made Feb 25 at 2014 12:18 PM

SGT Private RallyPoint Member — Tue, 25 Feb 2014 12:18:57 -0500

I personnaly feel that job knowledge is only 25-35% of what an NCO should be. An NCO should be a leader first and foremost. I am in the medical field, and since I have landed in a hospital setting (been combat arms the majority of my career) I have noticed that landing in certain roles have no bearing on your knowledge and everything to do with your improvisation skills and problem solving ability. I am the NCOIC for Ophthalmology Services.... As a Combat Medic, I have no idea how to do Eye Tech work. However becasue I am an NCO, I am expected to perform as such. I do not see patients, however I ensure daily activities are conducted proficiently. I do think that mentoring soldiers has completely gone out of the window. Too many NCO's are solely focused on thier progression that they fast track "buddies" and soldiers that suck up to them. Its easy to put a facade of square awayness, however when it comes time to perform, I notice alot of NCO's fall by the wayside. I think an NCO should be well versed in the ability to lead, soldier, and mentor up and coming soldiers. A soldier proficient in thier job can still be a crappy NCO. Just my two cents.

Response by SFC Private RallyPoint Member made Feb 25 at 2014 12:32 PM

SFC Private RallyPoint Member — Tue, 25 Feb 2014 12:32:23 -0500

what I want to know is since we no longer have a war in Iraq and will not have one in Afghanistan soon, are they going to create a new category instead of the points for deployments or just go to war with someone so those Soldiers can earn their points

Response by SGT Private RallyPoint Member made Feb 25 at 2014 1:14 PM

SGT Private RallyPoint Member — Tue, 25 Feb 2014 13:14:32 -0500

It does not matter how you change it if Senior NCOs keep recommending the wrong soldiers to receive promotable status. Once we stop writing " Instrumental in mentoring 5 soldiers who were promoted to SGT during rating period" and other such nonsense on NCOERs then maybe leaders will promote who needs to be promoted not numbers to pad their own evaluations.

Response by CMDCM Gene Treants made Feb 26 at 2014 1:07 PM

CMDCM Gene Treants — Wed, 26 Feb 2014 13:07:22 -0500

Do not how the Army does it for sure, sounds very complicated from what I read, but I will tell you a little about Navy system. Navy Wide Exam for all personnel within their Specialty (sort of like MOS). The Exam Score is combined with their proficiency marks (Evaluations) which are very subjective and are not as heavily weighted as the Exam. Awards are also given points toward the final score. Prior Exams, also count toward the final Score. Finally the total final score is computed and all personal who passed the exam are given a standing that is then considered to be used to fill existing openings. Personnel who score high enough are then advanced to the next paygrade and all hands are notified of their final status. Each command, depending on size is also allowed a number of meritorious promotions per paygrade per year and may not exceed these. Not as simple as it sounds, but reasonably fair to all hands.

And yes, most of the evaluations seem to make the favored personnel walk on water, but the competitive system does make some sense. It at least evens out the best.

BTW - Navy Wide exams are part of the promotion system from E-4 to E-8. The weight of the Exam does change above E-6. The amount of speciality knowledge compared to the leadership component of the exam does change by paygrade. Additionally Navy wide correspondence courses are required for leadership at each paygrade. Special Selection Boards are convened to select personnel in paygrades E-7 and above.