Who are the real losers when immature members gain rank too quickly?

Good question, the real losers are the ones that supervisors have not given accurate feedback or rating too and are allowed to promote too quickly. They are the losers because they are going to be challenged to lead and supervise as you say however at some point they are going to be held accountable for the responsibilities of the rank they are promoted too. When that happens it will have a huge impact on their career and mental state as they have to work though not being as "good" as they were led to believe they were.

Do their subordinates lose as well? Yes but their subordinates can always get mentored and developed by others around. It's easy to see through those that don't have a clue.

The ones that pay is the subordinate they will (attempt) to lead. You have to select the right Service Members, we grow our military ourselves, do the counseling, challenge your subordinates with tough, realistic training and reward them for demonstrated excellence.

TSgt Joshua Lynch, E5/E6 promotion will go to those with the best performance that test well. There will be a HUGE points advantage to those that receive the top definitely promote rating. That said, those that get the equivalent of the old "4" and "3" are still promotable, they just have to test even better. Once you get to testing for E7+ it really becomes about long term sustained performance since the board score is the largest chunk of the point.

For E7 specifically, there is a fee to get to the show, have to get that pair of 40's (aggregate of 90) and be in the top 60% to get to the board. For E8+, no CCAF means no testings.

All of these changes might just slow the "fast burners" who just "test really well" since the EPR weighs so heavily now.

I my own experience, as a 21 y/o E5, I had the technical knowledge, but not the maturity to lead! The best thing that happened to me was when I was reduced to E3! (22nd birthday party in Subic Bay!) I was subordinate to the sailors that I lead! I could see myself in their shoes and ask myself...Did I act like that? When the answer was YES...I vowed to do better next time. Regaining the rank (the hard way..testing and waiting) I was able to lead with great results! As a 24 y/o E5 my subordinates would follow me anywhere! The ability to lead has nothing to do with politics, degrees or technical qualifications. The technical parts can be learned from the subordinates, if you are willing to listen.

I think the problem is we are over-tasked. We are more responsible for everything including the mission. We no longer mentor young troops to help them mature. Once we start caring about people it'll work itself out.

On the Marine Corps side, there is always the Rec/Non-Rec through Sgt (E5), then Annual Board above that. But, let's look at the system of promotions. Working under the concept that E3 is essentially "automatic" (TIS/TIS requirements, and don't do anything stupid). Promotion to Cpl/Sgt is based on statistical information.

1000 points from Pro/Con (as long as you don't do anything stupid you will get 800). 250 from Rifle, 250 from PFT. TIS is 2 points per month. TIG is 5 points per month. 100 points from education. 100 points from B-Billet/Recruiting bonus. This creates a composite score. (These numbers may have changed).

The Corps then determines how many Cpls/Sgts it needs (based on TO) puts all the composite scores in order, and counts down that many. If it needs 50, it draws a line under #50 (51+ if tied with 50). Whatever that number is, is the cutting score. If your composite score is better than the cutting score for the quarter, you get promoted (provided you aren't non-rec'd).

Now, what does that have to do with maturity? Not a thing. It's a normalized rating system, where each attribute is assigned a point value. But... that's why we have a Rec/Non-rec procedures to weed folks out.

Everyone.

TSgt Joshua Lynch I don't know what it's like in the USAF. I served in the Nuclear Navy as both an enlisted man and an officer. We all came in as E3's and were promoted to E4 before Nuclear Power School. I was an E5 in 1 1/2 years.

When all in the community have this status, it really isn't a hurdle. It becomes incumbent on the CPO's and First Classes (E7/above, E6) to be the leaders. But then, isn't that the case really everywhere?

This is very true in many specialties in the Navy. Why? Because such folks can make huge amounts on the outside. There has to be a way to keep people in and motivated. Nuclear Power is incredibly grueling work, and there are few thanks for the tough job. So rank is used because it's a simple way to increase pay. Even so, an E5 under four who is nuclear qualified can make so much more on the outside.

It may be a very different situation in the other branches and specialties, but that's one snapshot where it works for the most part...

Clearly the "real losers" will be their subordinates. I am not very familiar with the way promotions/boards work in the AF, but after seeing the way the Army and Navy do it: I think that this trend will endure until we get into a conflict that requires us to get away from this political BS and back to basics. That may not happen in our careers. Just do your best to train them. I realize you may be talking about your boss, but I stand by it. take him aside and voice your opinions. Maybe even take the guy out for a beer and have a frank discussion with him.

As long as promotions are made by people who don't live or work with those involved