News from the Top

Military Secretary
LtCol Mark Ogilvie

19 June 2007

PLANNING CAREERS

In a few weeks time, hundreds of letters will be winging their way through the chain of command to the senior noncommissioned and senior officers of the Army. These letters are the results of many hours of report writing and performance reviews held annually. My aim in this article is to give you an understanding of the process and provide tips on what to do with the information contained in your letter when you receive it.

Every year between April and June a series of career development ‘boards’ are held. The boards consist of commanders and senior representatives who have the experience to examine your reported performance and capabilities and match these to the requirements of rank and appointments. The boards analyse your potential and assess your ability to succeed in both current and next rank, in a range of employment fields in the next twelve to eighteen months. They then identify the employment and promotion potential for each individual, give command guidance for career development to MS or MCM and provide individuals with career planning information to allow them to plan their respective careers.

By performance we mean consistent performance. One good or bad report does not determine an individual’s potential. Only a trend of consistent accomplishment can give the board the confidence that a person can succeed at the next level. Hence each board takes time to go through the last three reports before making final assessments.

One of the key outcomes of the board is the annual ‘Promotion Letter’. These letters have changed markedly over the years – from a simple notification of your promotion grade, to a comprehensive career planning document. In 2007 the officer’s letters will provide feedback on recent performance, noting competencies needed to be focused on for the coming year. There is also feedback on the individual’s recent career preferences and an indication of Army’s immediate posting intent. Finally, an observation on courses or programmes of study required is included.

Letters should be distributed through commands by mid-late June. When you receive your letter there are two things you should do. First, read it twice. Too many people read their letters and either ignore the content or become overly distressed if the message doesn't match their expectation. Put it down, take a break and read it again later.

The second key point is to engage your superiors. If the letter advises you have competencies to develop in order to progress, look up these competencies. Then go to your commander and ask how you can develop in these areas. Discuss the posting options indicated. Where the letter talks about generic fields of employment, ask your commander about the jobs in these areas. Discuss the options with your career manager.

If you have been advised to consider studies, contact MSI to see what’s available and get your application in. If you have been cleared for promotion, don’t order the rank slides just yet. Remember, actual promotion is dependent on relative merit. Similarly, don’t start planning your exit strategy just because you have not been cleared. The assessment is reviewed annually and is focused on your ability to succeed in the next twelve to eighteen months. In some cases we can see potential and an individual could carry out aspects of the next rank. However, to truly succeed in the next rank requires more than just raw potential and enthusiasm. It also needs experience and, in some cases, specific development.

My last comment is a general one, based on seven years in career management and a few years around the traps. Don’t forget to breathe. By that I mean, don’t worry about anybody else’s career but yours. Don’t waste your energy measuring yourself against people in the past or others around you. Go for the rank and appointments that stimulate you. This organisation can offer you a lot of challenge, fun and adventure at every rank level. Live your career, not a template.