Greetings,
With the transfer of command at my squadron I finally got my wish of promotion boards so Thursday they will ve held in an email to the "command module" of my squadron I stated the board will The cadet will be called to the corner of the room
where the board consisting of Myself, Lt XXXX, and Capt YYYYY.
I will read off a checklist of requirements for the cadets next
promotion, excluding the 2-month rule as this evaulation only happens
once a month so if their 2-months isn't quite over we can review them
and they can be promoted when it is over, based on the boards review.
If the cadet meets requirements then the board co-operatively fills
out a CAPF 50-1, Then we bring the cadet over and read him/her the
board findings and recommends either the cadets promotion or the cadet
stay in rank until the next board meeting (within 60 days.)
Did I leave anything out?
Quote from: CAPF 50-1The evaluator should be a senior member, or a cadet officer working under a senior
member's supervision.
The Squadron Commander or appropriate designee.
Lt XXXXX is squadron command, she signed off on the idea
I would recommend a bit more planning in the execution of these. The purpose of the review board is for feedback, so the better, more prepared feedback you can offer, the better.
As the DCC in my unit, I arranged the schedule for the meeting nights to allow for ample time for review boards before our promotion ceremonies. So a cadet usually completes the majority of their promotion requirements directly at the beginning of the month, with our promotion ceremony at the end. This gives two weeks for the review boards to occur. Between the first and second, second and third weeks the cadet's immediate supervisor fills out the CAPF 50-X, with exception of the portion that is reserved for the cadet to talk about.
Instead of figuring out whether or not they're eligible for promotion minutes before, or during, do it with plenty of notice for you and those who are sitting in on the board. This way, you can tailor your feedback based on whether or not they're getting promoted before the cadet even shows up.
I request that my cadet staff have the CAPF 50-X filled out prior to, with a recommendation. This way, the board can meet briefly before, the cadet's immediate supervisor can discuss strengths and deficiencies, etc. and the board can prepare comments and expect how the cadet is going to react.
Not sure if that helps or hinders, but it works very well for us - even doing about 20 a month.
What exactly are you using for questions, etc??
Quote from: Spike on December 02, 2009, 02:24:25 PM
What exactly are you using for questions, etc??
Who? The OP or me?
If its me, it varies on the cadet. We don't have predefined questions to ask, because it would limit what we talked about. General discussion and feedback usually includes things revolving around the cadets' performance in the position they're in, what their upcoming goals are, how they think they can improve deficiencies, if there are certain things they like or don't like about how the squadron is being run, ideas they have for improvement, etc.
It also varies greatly depending on where the cadet is in the program. For example, the BOR for our Cadet Commander is going to be vastly different than the cadet going for his Curry. In the upper level ones, their performance in their staff positions, etc are brought up in greater amounts. So the Cadet Commander gets discussion about how they're managing their staff members, how their goals for the unit are progressing, etc.
Clear as mud?
You only hold boards every 2 months? So a cadet misses a board he has to wait another 2 months for promotion?
Sounds like you are going to bottle neck your cadet promotions.
Quote from: lordmonar on December 02, 2009, 04:51:30 PM
You only hold boards every 2 months? So a cadet misses a board he has to wait another 2 months for promotion?
Sounds like you are going to bottle neck your cadet promotions.
The first post is lacking some grammar and punctuation, but there is something about these being held once a month.