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10Professional DevelopmentJPMEeeek!CAPT G. Mark Hardy III, USNNational VP for Professional DevelopmentHave you completed your JPME? Doyou know what these letters mean?Do you know why it’s important toyour career?Joint Professional Military Education(JPME) is a collection of joint learningobjectives (JLO) that comprise theeducational requirement for an officer toearn a Joint Specialty Officer (JSO)designation. JPME is usually divided intotwo phases. JPME Phase I consists of JLOsincluded in intermediate and senior levelservice college curricula. It emphasizes thefundamentals needed for a sound basis injoint operations and is taught from theComponent’s perspective. JPME Phase IIconsists of JLOs contained in the intermediateand senior level courses offered by the JointForces Staff College. Phase II emphasizesjoint perspectives, focusing on planning,operations, and procedures. Officers whoattend the National War College or theIndustrial College of the Armed Forcesreceive complete JPME credit. In addition,an officer must complete a joint tour to beeligible for designation as a JSO.Why JPME? Twenty years ago, assignmentto joint staffs was not considered to be careerenhancing. Services assigned officers whowere passed over or on their twilight toursto joint billets. There were obviousinefficiencies and problems, promptingCongress to address Pentagon reform.The Goldwater-Nichols act of 1986 madesignificant changes to the Department ofDefense. It removed the Chairman of theJoint Chiefs of Staff (CJCS) from the chainof command of operational forces, revisedJoint Staff duties, and established a JSOdesignation. As an incentive to attract officersto joint duty assignments, it stated “officerswho are serving in, or have served in, jointduty assignments are expected as a group tobe promoted at a rate not less than that for allofficers of the service in the same grade andcompetitive category,” and “officers may notbe selected for promotion to brigadier generalor rear admiral (lower half) unless they haveserved in a joint duty assignment.”Goldwater-Nichols created and mandatedJPME for active component (AC) officers.Additional legislation has expanded JPME.Title 10 USC, Chapter 38, Section 666directed a parallel program for reservecomponent (RC) officers. DoD INST1215.20 implements this program. TheFY2002 Defense Authorization Actauthorized funding for an Advanced JPME(AJPME) course.CAPT Tim Moon, one of the first RCofficers to complete AJPME, offers thefollowing:As a professional in the Navy, it is importantto study, to improve our skills, to expand ourknowledge, and to advance the professionwhile preparing ourselves for current andfuture assignments. Engaging in JPME willprovide the education and the tools to makeus relevant and advance the profession.There are a number of JPME Phase Iaccredited institutions. Because the programis joint, by definition officers can go to anyof the armed services for their education.The <strong>Naval</strong> War College (NWC) inNewport, RI, offers a Master of Arts inNational Security Studies and StrategicStudies to students who complete the tenmonthresident course or the Fleet Seminars.The correspondence course program has beenphased out and is replaced by Web-basedtraining. The two-week reserve seminarsoffered annually provide a sample of theinformation contained in the more rigorouscourses, but do not by themselves grantJPME credit. See COMNAVRESFORCOM051359Z AUG 05 to register for these twoweekcourses. For more information on NWCdistance learning, or to enroll in the Webbasedcourse, see .Other options for RC officers include theArmy War College in Carlisle, PA, , which offers a 24-month distance learning program with twosummer sessions. Additionally, the Air Command&StaffCollege is a popular option because itoffers the shortest non-resident seminar tocomplete JPME phase I – a mere 11 months.CAPT Stu Hinrichs, who led the reservecontingent that supported the Combined AirOperations Center (CAOC) in SouthwestAsia during Operation Iraqi Freedom, states:We are without question shaping anOperational Level of Warfare Community inour Navy. Within the RC, the Joint ForceAir Component Commander (JFACC), JointForce Maritime Component Commander(JFMCC), and Joint Task Force (JTF) units willheavily invest in the courses that alreadyexist and those that develop. We mustgrow a generation of Operational WarfareWarriors who understand Joint Planningand Execution System (JOPES), Course ofAction (COA) Development, time-phasedforce and deployment data (TPFDDs),and are well versed in Joint and Combinedprocesses. Further, they must develop thepersonal relationships with other service/nation counterparts to foster the synergyneeded when it must be done for real.Lastly, NAVADMIN 093/05 fundamentallychanges Navy <strong>Reserve</strong> officer career pathsand planning:Joint professional military education phaseone is now a requirement for unrestrictedline officers screening to unrestricted linecommander command (active duty andreserve commands) beginning with screeninggroups receiving their first look during thefiscal year 2009 command selection board(held February through December 2008).Selected reserve command billets, includingthose competed for via the APPLY process,are under review to determine which billetswill be subject to this requirement.Don’t neglect this important element ofcareer development. Those who do may findthemselves limited in career opportunities aswe progress further to a joint warfightingforce.See for amore complete discussion of professionalmilitary education (PME) opportunities.NRA NEWS/september 2005
Junior Officer Country11Lessons Learned fromAPPLY 06 – Part 2CDR Phan Phan, USNNational VP for Junior OfficersAs mentioned in last month’s issue, this articlewill cover the second half of the APPLY boardprocess, slating. I’ve collected the followingnotes & observations from serving as anassistant recorder on the O-5 Line Panel.There were many other panels (O-4/O-6 Line,Medical, Chaplain, Medical, Intel, METOC,etc.) with their own particulars, but the generalslating process remained the same.After the first week or so of recordsreview, briefing, and voting onconfidence factors of thousandsof records, the APPLY board spent thesecond week assigning officers to billetsaccording to their “dream sheets,” competitiveranking, technical qualifications, supportedcommand's requirements, and others. Onthe O-5 panel, there were roughly 580 billetsto be slated from a pool of about 2,000applicants. A very conscientious effort wasmaintained by the board to deliberate thisas a slating process and not a detailingprocess. During this second half, what theboard saw included: (a) applicant’sremarks, billets history, and dream sheetfrom the APPLY Web site; (b) education;(c) last four reserve NOBCs; (d) AQDs;(e) any résumé submitted; (f) level ofsecurity clearance; and last, but not least,(g) confidence factor from the first week.1. If one notices any degree or NOBCmissing from one’s OSR, be sure to mentionthem in the remarks section as well assending in any documentation of proof.Any information entered in the remarks/comments section should be of short,concise, and relevant bullets. If your currentbillet is going away, with tenure remaining,due to ZBR draw down or whatever reason,so articulate. However, the textbox onlyallow for so many characters, use the limitedreal estate wisely. Don’t waste valuable“advertising” space with wordy narrative.Imagine your attention span while travelingat 65 MPH on the freeway, trying tocatch a billboard.2. If applying for a billet within a programrequiring a résumé, such as Programs 18(SPACE & NETWAR) or 38 (ONR), dosubmit a thoughtfully crafted résumé.Relevant civilian experience counts!Otherwise, an applicant will be skippedover swiftly. Can one imagine respondingto a job advertisement in a local newspaper,a hiring company Web site, or eventhrough personal connection withoutsubmitting a résumé? Unthinkable in thecivilian world, but there were a fewinstances here.3. Look at the requirements of the billetsfor which one might want to apply two-tothreeyears down the road and do someadvanced planning for NOBC and securityclearance (especially at TS or SCI level)and work on them. These usually take timeand persistent effort to accomplish andmaintain, but will most probably make adifference between a pay billet and VTU.Consider them as long-term personalinvestment.4. Be sure to register with the APPLYWeb site every year, even if one mightnot be applying for a billet. Update orvalidate one's PRD and billets history.It’s much easier to maintain your profileincrementally. It could be a bit more difficulttrying to search through stacks of oldadmin documents, or to remember frommissing paperwork after several years.5. The O-5 panel consisted of fourRDMLs and about 23 senior O-5/O-6s.Every vote counted, and counted equally.Competition was extremely keen. Theboard made an exhaustive effort to fill allbillets but, in the end, there were stillabout a dozen or so O-5 billets left on thetable due to lack of qualified candidates(hard-coded designator/NOBC, securityclearance, technical qualifications, lowconfidence factor, etc.).6. As part of the process dynamics, therewere also O-5 billets that became availablein the last moment to be filled but, of course,had never been advertised by APPLY. Thesewere vacated, during the board process, byCAPT(S) applicants; or by CDRs who gotselected for command billets with tenurestill remaining in current non-commandbillets. Lesson learned: carefully weighyour desire to engage & willingness totravel (within 100 miles, at the very least),and to accept billets not on your dreamsheet. One could never know, that localbillet right across the drill hall might openup after all the dust has settled.For JOs, even though not being requiredto go through APPLY for a pay billet, it’svery important to avoid homesteading;i.e., staying in the same unit doing thesame job for five-to-six years withoutmoving up in leadership responsibility. Ifyou’ve been moving up from Dept. Head,to XO, and then perhaps to CO in the sameunit, that’s great. But if you’ve evidently“maxed out,” and an appropriate opportunitypresents itself with another unit, or even adifferent designator, for which you canqualify, seriously consider it. For noncommandjobs, the billeting process forJOs can be accomplished via your localNRA’s Manpower. Your CO/XO, recruiters,and officer community leaders are also goodsources of information and guidance.Certainly, register with APPLY every yearand review the billets database to see whatkinds of CO jobs are available out there. Itis also worthwhile to look at some seniorbillets, just to get some ideas to prepareyourself a little bit further down the road.The need of the Navy is ever changing,keep your eyes open and your ears close tothe ground. Think ahead; plan ahead.NRA NEWS/SEPTEMBER 2005
Page 1 and 2: NavalReserveAssociationNEWSSeptembe
Page 3 and 4: VISION OF THE NAVAL RESERVE ASSOCIA
Page 5 and 6: N AVAL R ESERVE A SSOCIATIONC ORPOR
Page 7 and 8: Legislative Update7Effects of 2005
Page 12 and 13: 12NRA 2005 Fall National Conference
Page 14 and 15: 14The Naval Reserve AssociationThe
Page 16 and 17: 16He is on the Caltech baseball tea
Page 18 and 19: 18News NotesFISHERMAN REELS IN RUSS
Page 20 and 21: 20Health AffairsSummer MedleyRADM P
Page 22 and 23: 22LettersThe same experienced physi
Page 24 and 25: 24Lettersin the fleet augmentation
Page 26 and 27: 26In MemoriamEditor’s Note: The f
Page 28 and 29: 28Info That You Can Use7 October 20
Page 30 and 31: 30Reservists in ActionDedication of
Page 32: Want to Know More?Call Today for De

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