Navy O6 Staff Corps Selection Board Results

[pgg]

From Joel Shofer's blog -

66/204 = 32% overall if you look at IZ and AZ people
41/77 = 53% overall if you look at IZ only

I don't really see any obvious force-shaping efforts here, which is a little surprising to me, given the priority changes signaled by the special pay policy this year. Strong results for FM, IM, peds, neuro ... and of course there's the usual weakness from anesthesia.

I do have to marvel that two FLT SRG got promoted, however. I would have thought that completing a residency would be a must-have accomplishment to make an O6 physician. I thought it was a practical O5-killer too if you weren't at least in a residency.

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[MCCareer.org]

If you are residency trained in something else but also a Flight Surgeon in a Flight Surgery billet you show up as a Flight Surgeon.

 

[pgg]

If you are residency trained in something else but also a Flight Surgeon in a Flight Surgery billet you show up as a Flight Surgeon.

Ah, that makes sense. Thanks.

While you're here 🙂 do you have an opinion or any thoughts on whether or not O5 or O6 selection boards will be used for specialty force shaping, i.e. to encourage people in certain operational specialties to stay, and encourage people in certain non-operational specialties to leave?

 

[armytrainingsir]

Interesting stats. Always fun to see how the other half lives.

Is navy PME a big deal?

In the army, it sure is. PME seems to be the hurdle that trips up clinical guys.

When all the ‘line’ docs have all their PME finished and the clinical guys don’t, it seems it shows up in the promotion stats.

Also, not everybody being looked at by promotion board gives a rats arse about being promoted as many of them may be well on the way out the door.

I have an active 04 friend that didn’t make 05 IZ. He wasn’t surprised since his pic was years out of date, His ORB was incorrect, and he had never done captains career course.
CCC=05
CGSC =06
My reserve experience mirrors that too. No PME, no silver leaf or birdie for you.

Of course, there are always exceptions.

 

[MCCareer.org]

Ah, that makes sense. Thanks.

While you're here 🙂 do you have an opinion or any thoughts on whether or not O5 or O6 selection boards will be used for specialty force shaping, i.e. to encourage people in certain operational specialties to stay, and encourage people in certain non-operational specialties to leave?

The promotion boards are agnostic to specialty, but obviously if the requirement becomes "everyone must be operational" like the O6 board convening order said this year, then that gives an advantage to the specialties where being operational is easier, I think. That said, everyone in any specialty can pretty easily be operational if they try, so perhaps not.

 

[pgg]

The promotion boards are agnostic to specialty, but obviously if the requirement becomes "everyone must be operational" like the O6 board convening order said this year, then that gives an advantage to the specialties where being operational is easier, I think. That said, everyone in any specialty can pretty easily be operational if they try, so perhaps not.

The reason I ask is that a year ago special pays were merely a tool to narrow the civilian-military pay gap and improve retention across the board. We hadn't seen a meaningful change to them in, what, 25 years? Longer? I joined in 1997 and nothing's changed until this year (except for FM and IM getting a $12K to $20K bump in ISP about a decade ago). But this year's special pay DID include some substantial changes, and the special pay policy now shows a clear get-outta-here tilt to some specialties, with some new incentives (like 6-year contracts) reserved for other specialties.

I'm just surprised that the O5 & O6 promotion boards are still specialty agnostic in this new era, and I'll be doubly surprised if they stay that way. I mean, mid-career OB-GYNs (to grab one of the more obvious target specialties) just got a pay cut this year to encourage them to get out. A decision to quit promoting them would also encourage them to get out. Just wondering why that lever hasn't been pulled yet.

Thanks for your input.

 

[militaryPHYS]

I'm just surprised that the O5 & O6 promotion boards are still specialty agnostic in this new era, and I'll be doubly surprised if they stay that way. I mean, mid-career OB-GYNs (to grab one of the more obvious target specialties) just got a pay cut this year to encourage them to get out. A decision to quit promoting them would also encourage them to get out. Just wondering why that lever hasn't been pulled yet.

I would hope that If your package shows you are filling a need of the Navy then you get a fair look. Non-operational specialties will have a harder time showing this, but like @MCCareer.org said, still possible if you want to stay in and promote.

Appreciate you stopping by, @MCCareer.org ! Thank you for your weekly update e-mails, especially during this crazy time.

 

[Monty Python]

I wonder what EM’s secret sauce is for that BZ number.

Here are the stats this year for all staff corps (8 pages).

https://www.public.navy.mil/bupers-npc/boards/activedutyofficer/06staff/Documents/FY21%20AD/FY-21_AO6S_Stats.pdf

If curious to compare, here’s FY20 stats.

https://www.public.navy.mil/bupers-npc/boards/activedutyofficer/archive/Documents/FY-20%20AD/FY20_AO6S_STATS.pdf