LCDR (sel) WARREN CATHERINE MARGARET LCDR (sel) WILBORN TONY CLIFTON SELRES LCDR (sel) LARSON SIDNEY EVERETT LCDR (sel) WILKIN RYAN LCDR (sel) TAYLOR ELIZABETH ANNE LCDR (sel) BILLY RAY LCDR (sel) ALLARD ANTHONY J LCDR (sel) LIDDLE JOHNATHAN MARK LCDR (sel) VALENTIN STACEY ELLEN LCDR (sel) SANCHEZ MATTHEW S LCDR (sel) GALVIN MATTHEW A LCDR (sel) WALSH JESSE L LCDR (sel) MCKEEVER JEREMY LCDR (sel) SPURLOCK JON M LCDR (sel) LE PHONG DO LCDR (sel) DOUGLAS NICOLAS F Note: The most important distinction for promotion and milestone selection is sustained superior performance in jobs with increasing scope of responsibility and clear and “soft” breakouts. While the below statistics are useful, it is an Officer’s entire record “hard” (Community Values + FITREPs) compared to their peers that matters. Often an Officer can help improve their record by adding things the community values to their record, but it isn't the singular answer. The Officer who has a combination of strong performance in demanding positions and who seeks out and achieves the items the HR Community values will have the best opportunity for promotion and milestone selection. AC 28 Selects (21 IZ, 5 AZ, 2 BZ) 21 of 26 IZ LTs selected = 81% 5 of 7 AZ LTs selected = 71% IZ/AZ/BZ Selects Non-Selects Masters Degree 64% 57% HR-Related Masters 54% 14% HR-Related Proven SubSpec 4% 0% HR Certification 57% 29% Joint Tour Credit 4% 0% JPME I 18% 0% JPME II 0% 0% JQO 0% 0%
LCDR (sel) WARREN CATHERINE MARGARET LCDR (sel) WILBORN TONY CLIFTON SELRES LCDR (sel) LARSON SIDNEY EVERETT LCDR (sel) WILKIN RYAN LCDR (sel) TAYLOR ELIZABETH ANNE LCDR (sel) BILLY RAY LCDR (sel) ALLARD ANTHONY J LCDR (sel) LIDDLE JOHNATHAN MARK LCDR (sel) VALENTIN STACEY ELLEN LCDR (sel) SANCHEZ MATTHEW S LCDR (sel) GALVIN MATTHEW A LCDR (sel) WALSH JESSE L LCDR (sel) MCKEEVER JEREMY LCDR (sel) SPURLOCK JON M LCDR (sel) LE PHONG DO LCDR (sel) DOUGLAS NICOLAS F Note: The most important distinction for promotion and milestone selection is sustained superior performance in jobs with increasing scope of responsibility and clear “soft” and “hard” breakouts. While the below statistics are useful, it is an Officer’s entire record (Community Values + FITREPs) compared to their peers that matters. Often an Officer can help improve their record by adding things the community values to their record, but it isn't the singular answer. The Officer who has a combination of strong performance in demanding positions and who seeks out and achieves the items the HR Community values will have the best opportunity for promotion and milestone selection. AC 28 Selects (21 IZ, 5 AZ, 2 BZ) 21 of 26 IZ LTs selected = 81% 5 of 7 AZ LTs selected = 71% IZ/AZ/BZ Selects Non-Selects Masters Degree 64% 57% HR-Related Masters 54% 14% HR-Related Proven SubSpec 4% 0% HR Certification 57% 29% Joint Tour Credit 4% 0% JPME I 18% 0% JPME II 0% 0% JQO 0% 0%
HR_FY14_LCDR_Selectee_Stats.docx