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Military Intelligence Corps promotions.

According to the latest data we have seen, the Military Intelligence (MI) Corps is healthy in terms of promotions, recruiting, and retention. We continue to monitor those military occupational specialties (MOSs) currently on the STAR list (shortage MOSs) closely and ask for your assistance as well. The data appears to support further reducing even this small number.

There are no prominent trends in the officer promotion arena. Lieutenant Colonels (LTCs) did better this year than last but promotion of Colonels (COLs) was about the same in comparison to the Army average. In both cases, the promotions were well above the floor requirement. Officer Personnel Management Directorate (OPMD) and Office of the Chief, Military Intelligence (OCMI) continue to monitor this closely for any trends. Majors promotions did exceptionally well this past year and we still await the Warrant Officer (WO) Board results for fiscal year 2003 (FY03).

As we have discussed in this column on earlier occasions, many of the changes planned for the MI MOSs over the next several years will significantly impact a number of our MI specialties for both officer and enlisted personnel (see the OCMI homepage at http://usaic., html). Nevertheless, we are not expecting to see much of an adverse effect on promotions because of these changes. Those Soldiers who would have received promotions under the old models will still have essentially the same chances of promotion under the new one. The key for us is to keep the structure, the number of positions authorized by rank, in sync with the size of the force we have at each rank. We are working this action hard.

There are several promotion boards on the horizon. I am sure you will do well. Good luck and thanks for helping to keep the MI Corps healthy and relevant.

Enlisted Actions

(Point of Contact [POC] Sergeant Major (SGM) Mitchell via E-mail at

Promotions Pointers. Results from the last three enlisted promotion boards continue to show a positive correlation for those Soldiers doing well in the hard jobs and selection for promotion. Successful performance in jobs like drill sergeant, instructor, first sergeant, and platoon sergeant all clearly enhance a Soldier's chances of promotion. Unfortunately, especially during our nation's Global War on Terrorism, the opportunity for you to fill some positions will not be available when you would like to get them or may not become available at all due to the needs of the Army. However, if we have learned anything from recent board results, it is that quality performance is the greater key. The following are some of the indicators that you and your Soldiers should strive for and seek:

* Strong noncommisioned officer (NCO) evaluation reports reflecting outstanding duty performance.

* Strong trend towards excellence over long periods of time, regardless of position or assignment.

* Exceeds NCO education system course standards.

* Maintains high physical fitness standards and consistent compliance with height and weight standards.

* Consistently seeks continuous learning opportunities through military courses and civilian educational opportunities.

* Demonstrates high standards of conduct and adherence to Army values.

For our junior Soldiers--when it comes to promotion, ensure you are not placing additional requirements on Soldiers before sending them to their promotion boards. Everyone wants the "super-troop" but remember the Army policy is to promote a Soldier when he or she meets Army (standards) requirements, not the unit (standards) requirements.

Upcoming NCO Selection Boards. The calendar year 2003 (CY03) SGM Selection Board finished in October 2003, the Master Sergeants (MSGs) Board will convene in February 2004, and the Sergeants First Class (SFCs) Board is currently scheduled to convene in May 2004. The projected release date for the SGM promotion list is 15 January 2004. To view MI Proponent input to this board or any other recent senior enlisted boards go to http://

The sequence of the upcoming Enlisted boards recently changed to match the policy of a "select, train, and promote" model. To learn more, take a look at the slides posted by the U.S. Army Human Resources Command (HRC) Indianapolis (formally the EREC, Enlisted Records and Evaluation Center) under New-Senior Enlisted Board Briefing at

Warrant Officer Actions

(POC CW5 Castleton at E-mail Ion.castleton@hua.

Warrant Officer Promotion Preparation. Since we are looking at promotions in this issue, it might be a good time, based on a historical prospective, to cover what seem to be crucial considerations for promotion selection of an MI warrant officer. Similar to both officer and enlisted criteria, sustained superior performance in challenging MOS-related positions is by far the most important factor to ensure promotion. Officer Evaluation Reports (OERs) must be clearly written and understandable both in the duty description and narrative. Please, do whatever you can to avoid acronyms! Remember only one of the board members is MI. In any OER for which you provide input, be certain to address leadership up front. Note the scope of responsibilities. Personally, I would eliminate the words "responsible for" not because they are wrong but rather because they are overused in the opinion of many. Use action verbs whenever possible and keep it simple. Rater and senior rater comments must address promotion potential and assignment potential. Senior rater comments are critical due to the limited number of above center of mass (ACOM) ratings allowed.

It is not too early to start preparing for next year's promotion board. Soldiers should review their microfiche (done online now) to ensure their personnel files are complete and accurate. Ensure that photos are current. Do not wait until the last minute when the photo lab will be flooded with Soldiers trying to get their photographs updated. Remember that all Soldiers must monitor and maintain their personnel files to ensure the information is correct and current. Do not rely on HRC Alexandria or St. Louisor your local personnel and administration center (PAC) to do that for you. Be actively involved in your career management. Complete your military and civilian education. Stay technically proficient through assignments that are increasingly challenging. These assignments should develop leadership as well as technical skills.

A final piece of advice: have a senior warrant officer in your career field review your file to ensure that it is board-ready.

Warrant Officer Promotion Boards. The 2004 Chief Warrant Officer 3/4/5 Promotion Board is scheduled to meet in May 2004. MI accession boards will be in January, March, July, September, and November. (Note: not every board considers every MOS.) The opportunity to become an MI warrant officer has never been better. Check the U.S. Army Recruiting Command (USAREC) home page for a listing of all MOSs, prerequisites, and application procedures at http://

Officer Actions

(POC Ms. Borghardt via E-mail at charlotte.borghardt@

Officer Development and Career Management. Accessions into the MI Branch continue to run strong. Visits to the Reserve Officer Training Corps (ROTC) advanced summer training programs were very successful in informing the cadets about how great MI is as a career field. More than 75 percent of our captains (CPTs) still come into the MI Branch through the Branch-detail program. This has kept the overall strength of CPTs strong with the senior officer ranks following suit.

The road to successful promotion starts early with lieutenants completing the MI Officer Basic Course (MIOBC). Learning how the Army works and how the company and battalion run is one of the first tasks a lieutenant should master. Lieutenants need to develop leadership skills quickly and demonstrate their leadership abilities through troop leading. They need to know MI systems and tactics, techniques, and procedures, and to have a working knowledge of the systems and their employment.

Successful completion of the MI Officer Transition Course (MIOTC) and MI Captains Career Course (MICCC) for Branch-detailed officers or the MICCC for MI-tracked officers is necessary. CPTs must then complete 24 months in an MI-coded position and a successful command of any company or detachment. The most important attribute of any officer selected for promotion is a strong, successful OER no matter what the job. In addition to a successful command, serving 12 months as a battalion $2 or assistant brigade $2 will increase promotion potential. All CPTs must have the ability to perform collection management at the battalion level and understand intelligence support to friendly operations.

Majors need to be Military Education Level 4 (MEL 4) and Joint Professional Military Education Level 1 (JPME 1) qualified for promotion consideration. They need to have successfully served as an executive officer or $3 of any MI battalion or as a division or corps analysis and control element (ACE) chief for at least 12 months. They also need to serve as a brigade $2 or intelligence officer at any echelon for at least 18 months. Jobs that fall under the title "intelligence officer" can include component command G2, analyst team chief of watch team chief, collection manager, division or corps G2 planner, deputy division G2, or corps G2 collection manager, among others.

Functional Area 34 (strategic Intelligence) officers must complete or receive constructive credit for the Strategic Intelligence Officers Course (non-MI officers) and the Postgraduate Intelligence Program (PGIP)and become MEL 4 and JPME 1 qualified. They must demonstrate the ability to perform collection management from joint task force (JTF) to national level. They need to demonstrate the knowledge and ability to provide intelligence support to friendly operations through the national level and to manage Army and joint intelligence systems. They need to be able to build and shape intelligence networks from JTF to national level as well as to support counterterrorism and force protection operations.

There are some threads that run through all selections for promotion. Performance is always the key. Officers need some ACOM performance reports to stay competitive. Always be active in your OER process and talk with your rater and senior rater to ensure you are both clear on what the goals, expectations, and objectives are.

MIOBC Backlog. Some of you may have heard that the first two MICCCs of FY04 were canceled. That is true but should not result in any major long-term adjustments to the program. In order to eliminate the backlog of officers waiting to attend MIOBC, in a number of Branches, TRADOC directed that all schools schedule officers for OBC within 90 days of commissioning. Therefore, resources previously earmarked for training the MICCC early in the year have been redistributed to the MIOBC. This caused us to cancel the first MICCC for FY04 (previously scheduled start date of 19 November 03). MI Branch is working with the impacted officers and will or has rescheduled them for a later course. Captains scheduled for MICCC in FY04 should stay in close contact with their Branch assignment officer.

Upcoming Officer Selection Boards. The selection board for Active Component (AC) Lieutenants Colonel will convene February 2004. The Senior Staff College selection board will convene April 2004. The AC Major selection board will also convene beginning April 2004. Remember, it is imperative to have an updated photograph and officer record brief (ORB) before the board.

OCMI Website

The OCMI website provides a wealth of information. You can reach it by going to the Intelligence Center Online home page at You will find information on issues ranging from enlisted career field overviews to officer, warrant officer, and civilian career updates.

Lieutenant Colonel Harvey L. Crockett is the Director, Office of the Chief, Military Intelligence (OCMI). Readers may contact him via E-mail at Robert C. White, Jr., is the Deputy OCMI; you can reach him via E-mail at bob.whitejr
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Title Annotation:Proponent Notes
Author:Crockett, Harvey
Publication:Military Intelligence Professional Bulletin
Date:Jan 1, 2004
Previous Article:Letter to the editor.
Next Article:The Road to Rainbow: Army Planning for Global War, 1934-1940.

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