yoshi wrote:If it isn't announced as a screening board, that means someone is picking, and not a group using a process. I speculate this means some of the milestone billets are slated and then presented to community leader(s) for approval (such as FCC/CYBERCOM), while other billets are simply decided in Millington (the fleet ones, minus CRC jobs, maybe). I cannot imagine the process we are using for these milestone billets will survive very much longer, as it does not give everyone an equitable shot. It is based on performance, but only considers certain people within a specific PRD window. Also, it is very susceptible to being affected by personality differences between the detailers/community leader and candidates for those billets.
Considering the effect milestone billets have (they are essentially a first filter) on O5 promotion and the O5 command screening process (pretty close to synonymous with O6 promotion), the right thing to do is to find a more legitimate process. Yep, there would be challenges in doing so, but it is something which can be - and should be - done. I personally like the idea of O4 milestone billets, as we now have a way for officers to understand where they are, how they are perceived, and how long they can realistically expect their career to last. A screening process (even a loose one) is preferable to the status quo, as it is more honest and ultimately a better deal for the officer/family. I think this is an opportunity for us to demonstrate integrity, as I know this O4 milestone topic has generated much churn. It isn't any worse for the Navy, since the community already knows who it has tagged as having command potential at about the O4 level, and certainly by O5 (O5 command screen of course). I think removing the uncertainty at O4 would best serve our community and the Navy. More might retire sooner as O4s, but the promotion percentage for O5 could increase to accommodate, allowing the community to keep the same people (in number) it considers future leaders.
This could be easily implemented. They already do a slate each year for XO opportunities, picking a fill for each availability. The same could be done for the milestone jobs.