Download 2008 Promotion Benchmarks
[ PDF File
]
Officers preparing for
promotion need to be familiar with the 5 promotion precepts
described in the electronic Commissioned Corps Issuance System (eCCIS)
Instructions 331.01 and 331.02 (old CCPM CC23.4.1 Permanent Grade
Promotions and CC23.4.2 Temporary Grade Promotions), and noted
below. To assist officers in better understanding the promotion
precepts, the precepts are described in terms of factors that may be
considered in scoring that precept. Each factor has a benchmark,
which is a level of achievement for the officer given the category
and grade. The purpose of this guidance is to inform officers and
promotion boards of the levels of achievement per promotion precept
generally considered to describe the “best qualified” officer for a
specific category at a specific grade. This document can also
benefit the officer in setting some personal long term goals for his
or her career advancement.
The Chief Professional
Officers (CPO) and Professional Advisory Committee (PAC) Chairs, in
consultation with their constituent category members, revise the
Benchmarks annually to reflect the ever changing missions and
policies of the Corps. All five promotion precepts are identical for
all categories, as are the benchmarks for promotion precepts 1, 4,
and 5. The benchmarks for promotion precepts 2 and 3 are
category-specific. Except for the promotion precept 5, “Readiness”,
which has criteria developed by the Office of Force Readiness and
Deployment, the benchmarks for the other precepts are not criteria
required for promotion.
Benchmarks are levels of
achievement and/or standards of excellence that describe the
“best-qualified” officer. They serve as a basis by which officers
can be measured within each category. The members of the Promotion
Boards review the service records of each officer under
consideration for promotion and each assigns a score for the
specific promotion precept. Promotion Board members exercise their
professional judgment and discretion in the review and rating of
each record. No Officer is expected to meet all of the benchmarks.
The Benchmarks are not to be considered a checklist of activities
that must be completed in order to be promoted. Quality of service
is more important than quantity.
The individual factors
within each precept are not listed in priority order. The importance
of each factor is left to the discretion of the Promotion Boards.
There is no time period that limits which of the officer’s
activities and accomplishments are eligible for consideration.
However, activities and accomplishments subsequent to an officer’s
last promotion should receive priority consideration.
The promotion precepts are
weighted as follows:
1. Performance Rating and
Reviewing Official Statement (Performance) 40%
2. Education, training, and professional development 15%
3. Career progression and potential 25%
4. Professional contributions and services to the PHS Commissioned
Corps (Officership) 15%
5. Response Readiness 5%
Promotion Board members
examine many documents in the officer’s electronic Official
Personnel Folder (eOPF) during the promotion review. Examples of
these documents include, but are not limited to: Commissioned
Officers’ Effectiveness Report (COER), Promotion Information Report
(PIR), curriculum vitae, the Officers Statement, award narratives,
and letters of appreciation. The most recent COERs (e.g., the last
3-5 years) are generally given the most consideration by Promotion
Board members, although earlier COERs may also be reviewed.
Promotion Board members evaluate both the letter values of the COER
and the accompanying narrative.
Career development resources
(e.g., Curriculum Vitae (CV) reviews, mentoring, internet training
tools, career development seminars, fellow officers) provided by the
PACs, agency liaisons, Office of Commissioned Corps Operations (OCCO),
and the CPOs should be explored and fully utilized by all officers.
The benchmarks will continue
to evolve as the Commissioned Corps continues to evolve. Any
comments or suggestions that you have on the Benchmarks may be
submitted to your PAC Chair, and will be carefully considered for
incorporation into the next annual revision.
