Online guide to completing and improving your US Navy FITREPs and Evals
NavyFITREP.com
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| Whats HOT! |
LEADERSHIP 101
Aspects of Officer Career Progression:
1. Leadership.
Junior officers should focus on learning and being the best possible specialist. They
should earn the credentials and recognition, which document their proficiency. Senior
LCDRs and CDRs should focus on "leadership." Leadership is not about how many
collateral duties or the titles held. It's also not about having to abandon your specialty.
Leadership is about demonstrating initiative, broader interests and increased responsibility
while still maintaining specialty expertise. For example, an officer may have participated on
a department, directorate, command, Navy, or DOD-wide initiative because of his/her
specialty expertise, which solved a problem or developed and documented a process that
gained wide support. If the officer did the work, it should be documented and its impact
explained in the fitrep. The key is to recognize and report unique contributions.
2. Performance.
Not everyone can be in the early promote (EP) category all the time. Similarly, there are
some communities in which the majority of billets are in a 1 of 1 ranking category. If an EP
breakout from peers cannot occur, progression to the right (i.e. getting higher scores) at
least in trait average is important to show a selection board that the officer is progressing. If
the reporting senior feels comfortable ranking his/her promotables (Ps) and must promotes
(MPs), a selection board gains important information on the promotability of the officer. If an
officer is repeatedly assigned to 1 of 1 billets, the officer may want to ask the reporting
senior for a bullet in his/her fitrep explaining how the officer would compete if in a summary
group.
3. Diversity of Assignments.
A wide diversity of assignments is important for an officer’s career progression. Taking
different assignments to include MTF, operational, overseas or other unique assignments
can achieve diversity. The needs of a specialty may dictate a specific follow-on assignment,
as can the need for a specific utilization tour after duty under instruction (DUINS).
4. Education.
In some communities, having an advanced degree/training is critical for all selection boards
beyond the rank of LCDR. The Navy offers opportunities for every officer to get advanced
education and training. The officer’s detailer and/or Specialty Leader can help strategize
the timing for such training and its impact on promotion cycles.
5. Professional Affiliation.
Professional affiliation denotes a commitment to lifelong learning. To be career enhancing,
however, an officer should be an active, participating member.
1. Leadership.
Junior officers should focus on learning and being the best possible specialist. They
should earn the credentials and recognition, which document their proficiency. Senior
LCDRs and CDRs should focus on "leadership." Leadership is not about how many
collateral duties or the titles held. It's also not about having to abandon your specialty.
Leadership is about demonstrating initiative, broader interests and increased responsibility
while still maintaining specialty expertise. For example, an officer may have participated on
a department, directorate, command, Navy, or DOD-wide initiative because of his/her
specialty expertise, which solved a problem or developed and documented a process that
gained wide support. If the officer did the work, it should be documented and its impact
explained in the fitrep. The key is to recognize and report unique contributions.
2. Performance.
Not everyone can be in the early promote (EP) category all the time. Similarly, there are
some communities in which the majority of billets are in a 1 of 1 ranking category. If an EP
breakout from peers cannot occur, progression to the right (i.e. getting higher scores) at
least in trait average is important to show a selection board that the officer is progressing. If
the reporting senior feels comfortable ranking his/her promotables (Ps) and must promotes
(MPs), a selection board gains important information on the promotability of the officer. If an
officer is repeatedly assigned to 1 of 1 billets, the officer may want to ask the reporting
senior for a bullet in his/her fitrep explaining how the officer would compete if in a summary
group.
3. Diversity of Assignments.
A wide diversity of assignments is important for an officer’s career progression. Taking
different assignments to include MTF, operational, overseas or other unique assignments
can achieve diversity. The needs of a specialty may dictate a specific follow-on assignment,
as can the need for a specific utilization tour after duty under instruction (DUINS).
4. Education.
In some communities, having an advanced degree/training is critical for all selection boards
beyond the rank of LCDR. The Navy offers opportunities for every officer to get advanced
education and training. The officer’s detailer and/or Specialty Leader can help strategize
the timing for such training and its impact on promotion cycles.
5. Professional Affiliation.
Professional affiliation denotes a commitment to lifelong learning. To be career enhancing,
however, an officer should be an active, participating member.