PROMOTION OF COMMISSIONED AND WARRANT ...

OHIO MILITARY RESERVERegulation 624-2UNCLASSIFIED

PROMOTIONOFCOMMISSIONEDOFFICERSHeadquarters, Ohio Military ReserveOffice of the Assistant Chief of Staff,Personnel and Administration, G14 th Brigade (CSSB)4094 Sullivant Ave Columbus, Ohio43228-212701 August 20112

Summary of ChangesThe changes noted herein are only those changes of significance or which effect ongoing operations.Changes in terminology, organization or other routine matters are not reflected.OHMR Regulation 624-2, Promotion of Commissioned Officers, dated 01 Aug 11ParagraphAllChangeRevision of Complete Regulation3

HeadquartersOhio Military Reserve4 th Brigade (CSSB)4094 Sullivant AveColumbus, Ohio 43228-212701 August 2011OHMR Regulation 624-2PROMOTION OF COMMISSIONED OFFICERSBy Order of the Governor:JOHN L. FAIRColonel, Ohio Military ReserveChief of StaffOfficial:Supersedes. This regulation supersedesOHMR-R 624-2, 01 July 2005.Applicability. This regulation applies to allcommissioned and warrant officer personnelof the OHMR.Supplementation. Supplementation of thisregulation and establishment of commandand local policies is strictly prohibited.JOSEPH F. KAISERLieutenant Colonel, Ohio Military ReserveSummary. This Regulation prescribespoliceies and procedures for the promotionof officer personnel in the Ohio MilitaryReserveSuggested Improvements. Suggestedimprovements which may be considered forthis regulation should be forwarded in writingto the proponent agency of this regulation,the Office of the Assistant Chief of Staff,Personnel, OHMR-G1, 4094 Sullivant Ave,Columbus, Ohio 43228-2127.ContentsParagraphContentsParagraphChapter 1GeneralPurpose 1-1Reference 1-2Responsibilities 1-3Authority to announce promotions 1-4Accepting promotion 1-5Declining promotion 1-6Chapter 2Eligibility, Selection and Promotion ofCommissioned OfficersSection IGeneral Officers and ColonelsEligibility for consideration 2-1Selection requirements 2-2Section IILieutenant Colonels, Majors, Captains, FirstLieutenant and Second LieutenantsEligibility for consideration 2-3Waivers 2-4Notice of convening of selection boards 2-5Promotion selection boards 2-6Information provided board 2-7Selections 2-8Meritorious promotions 2-9Promotion notification 2-10Section IIIFailure of Selection for PromotionFailure of selection of promotion to firstlieutenant, captain, major, lieutenantcolonel, or colonel 2-11Selective continuation 2-12Chapter 3Reductions and AuditingReductions 3-1Auditing of promotions 3-2Annex ARequirements for Promotion EligibilityAnnex BOfficer Promotion MatrixAnnex CSelection Criteria

Chapter 1General1-1. Purpose. This regulation prescribes thepolicies and procedures for the following.a. Promotion of commissionedofficers in the OHMR1-2. ReferenceAR 624-1001-3. Responsibilitiesa. Promotions are a General Staffresponsibility of the Assistant Chief of Stafffor Personnel (ACSPER).b. Development of eligibility,nomination and recommendation withinbasic policies and procedures prescribed bythis regulation, are commandresponsibilities.1-4. Authority to announce promotionsa. HQOHMR will announce allpromotions under this regulation in orders.Promotions to grade O6 and above mayalso be announced in orders by TheAdjutant General’s Department.b. A promotion order will be revokedwhen(1) An officer declines promotion.(2) An officer was in a nonpromotablestatus on the effective date ofthe promotion.(3) Pertinent facts relative to theeligibility or qualification of the individual arelater found to have been in error or invalid.1-5. Accepting promotion. Unless an officerdeclines promotion in writing (paragraph1-6), it is considered to have been acceptedon the effective date announced in thepromotion orders.1-6. Declining promotion. An officer maydecline promotion announced in HQOHMRorders. An officer who does not want to bepromoted must decline in writing. The lettershould be sent through command channelsto HQOHMR.Chapter 2Eligibility, Selection and Promotion ofCommissioned OfficersSection IGeneral Officers and Colonels2-1. Eligibility for consideration.a. To be considered for promotionby a selection board, an officer must be onactive duty the day the board adjourns.b. Eligibility for promotion is basedon an officer's date of rank as indicated onhis last promotion order.c. COL - must serve a minimum of72 months TIG prior to being considered forpromotion to general officer.d. BG - There is no time in graderequirement for promotion within the generalofficer ranks.e. To be considered for promotionby a selection board, an officer must meetthe general requirements found in Annex Aand the training requirements described inAnnex B of this regulation.f. In addition to eligibilityrequirements, an individual must meet theselection requirements found in Annex C ofthis regulation to the satisfaction of thepromotion selection board to be selected forpromotion2-2. Selection requirements. In addition toeligibility requirements, an individual mustmeet the selection requirements found inAnnex C of this regulation to the satisfactionof the promotion selection board to beselected for promotion.Section IILieutenant Colonels, Majors, Captains, FirstLieutenant and Second Lieutenant2-3. Eligibility for consideration.a. To be considered for promotionby a selection board, an officer must be onactive duty the day the board adjourns.b. Eligibility for promotion is basedon an officer's date of rank as indicated onhis last promotion order.c. Time in grade (TIG) requirementsfor an officer to be considered for promotionor promoted to the next higher grade are asfollows:(1) 2LT - must serve a minimum18 months to a maximum of 36 months TIGprior to being promoted to 1LT. Promotion to1LT does not require board action, providingthe officer is active, has completed anytraining requirements, and is recommendedby his/her immediate superior officer.(2) 1LT - must serve a minimum24 months to a maximum of 48 months TIGprior to being promoted to CPT.(3) CPT - must serve a minimumof 48 months to a maximum of 84 months

TIG prior to being considered for promotionto MAJ.(4) MAJ - must serve a minimumof 48 TIG prior to being considered forpromotion to LTC.(5) LTC - must serve a minimumof 60 months TIG prior to being promoted toCOL.d. TIG earned in other militaryservices may be considered for promotioneligibility.e. To be considered for promotionby a selection board, an officer must meetthe general requirements found in Annex Aand the training requirements described inAnnex B of this regulation.f. In addition to eligibilityrequirements, an individual must meet theselection requirements found in Annex C ofthis regulation to the satisfaction of thepromotion selection board to be selected forpromotion.2-4. Waivers.a. The TIG provisions of paragraphs2-1 and 2-3c(1) through 2-3c(4) may bewaived for individuals of exceptional abilityand performance. However, an individual ispermitted only one waiver of TIG during histotal career.b. Refer to paragraph 2-12 forselective continuation waivers.2-5. Notice of convening of promotionboards. At least 30 days before convening apromotion board, ACSPER will announcethe convening date of the board. Theannouncement will be a personal notice toeach participant.2-6. Promotion boardsa. General. Promotion boardsconvened at HQOHMR will recommendofficers for promotion.b. Composition.(1) Generals and Colonels.Promotion boards will consist of theCommander, OHMR, and at least tworepresentatives of the Adjutant General’sDepartment who are not members of theOHMR. Each officer must be serving in agrade equal to or higher than that of theofficer under consideration.(2) Lieutenant Colonels, Majors,Captains, First Lieutenant and SecondLieutenants. Promotion boards will consistof at least three active duty OHMR officers.Each officer must be serving in a gradeequal to or higher than that of the officerunder consideration.(3) Persons with a "conflict ofinterest", i.e., the recruiter, a relative, or thecommander of the receiving unit will bedisqualified.c. Communications with promotionboards.(1) No one may appear beforethe promotion board in the interest ofanyone being considered.(2) Officers being considered bythe board must appear before the board andmay bring any documents the feel would aidthe board in their selection process.(3) Officers being examined bythe board may object to board memberswhose judgment they feel may beprejudicial. The board member will beexcused and replaced.d. Promotion boardrecommendations. The selections ofpromotion boards are recommendations tothe OHMR Commander and are not binding.e. Board proceedings. Boardproceedings will not be disclosed to anyonewho is not a board member unless approvedby proper authority.2-7. Information provided boards.a. The MPRJ (201 file) for anyofficer appearing before the board.b. The last Officer Evaluation Reportprepared in accordance with OHMRRegulation 623-2.c. Any pertinent information whichmight have a bearing on the promotion ofthe officer being considered.d. A completed OHMR Form 25 withproper endorsements.e. All materials, correct andcomplete, must be submitted to DCSPERnot less than thirty (30) days in advance ofthe anticipated date of the promotionboards. Any records which are incompleteor submitted late will be held until the nextpromotion board.2-8. Selections. Promotion selection boardswill base their recommendations on impartialconsideration of the officer appearing beforethe board. Selection criteria will include, butnot be limited to, the criteria described in thisregulation and OHMR Regulation 623-3,Conducting Officer Promotion Boards. Theboard will not reveal their reasons for therecommendation or non-recommendation ofany officer considered.2-9. Meritorious promotionsa. Commanders may recommendoutstanding officers for promotion withoutregard to TIG requirements established in 2-

1. However, all training requirements mustbe completed prior to promotion.b. Meritorious promotions are anessential part of the promotion system. Theyare intended to do the following:(1) Provide officers of exceptionalability an opportunity to advance quickly tomore responsible positions.(2) Help retain high qualityofficers within the OHMR.(3) Give officers an incentive toperform at their highest quality level ofpotential.2-10. Promotion notification. The names ofthose officers recommended and approvedfor promotion will be announced in ordersfrom DCSPER and/or AGOH.Section IIIFailure of Selection for Promotion2-11. Failure of selection for promotion. Anactive duty officer of the OHMR who failsselection for promotion will be counseled asto what their deficiencies are and will begiven the opportunity to have a mentor tohelp them be successful. Failure to beselected a second time will result in adischarge from the OHMR.2-12. Selective continuation. Subject to theneeds of the OHMR, an officer pendingseparation because of having twice failed tobe selected for promotion or havingexceeded the TIG standard may becontinued on active duty in his or herpresent grade. Recommendation for suchwaiver must come from HQOHMR and beapproved by the Commander, OHMR.Selectively continued officers will continue tobe eligible for promotion.Chapter 3Reductions and Auditing3-1. Reductions.a. Officers will not be reduced ingrade except in the following specificinstances:(1) Voluntary reductions. Withthe approval of the Commanding General,officers may voluntarily reduce themselves ifthe reduction is due to reorganizationwherein their position on the Table ofOrganization is eliminated and there are noother reasonable positions available withcommensurate rank.(2) Administrative reductions.Should facts pertinent to an officer'spromotion later be shown to have been inerror, the individual's promotion will berevoked without bias. If the facts are foundto have been fraudulent, the individual willbe discharged.4-2. Auditing of promotions.a. It is the responsibility of the ACSof Personnel and Administration (G1), torandomly audit promotions on a regularbasis to ensure compliance with all currentstandards for promotion. A report of auditfindings will be submitted to theCommander, OHMR not less than annually.b. Promotions found to have beenapproved in contradiction to standards willbe revoked by G1 and the personauthorizing the promotion subject toadministrative disciplinary action.

SUBJECT: Promotion as an Officer in the Ohio Military ReserveTO: (Insert name)(Date)1. You are promoted as an officer in the Ohio Military Reserve, effective this date,to the grade shown in address above.2. No acceptance or oath of office is required. Unless you expressly decline thispromotion within 60 days, your assumption of office will be effective this date. If you desire todecline this promotion, so indicate by endorsement of this letter and return it to this Headquarters.3. The date shown above is the date you attained eligibility for promotion to thegrade to which promoted herein, and will be used in computing time in grade for promotion to thenext higher grade.FIGURE 1.SUBJECT: Non-selection for Promotion of OfficerTo: (Insert name)(Date)1. You were considered for promotion under the provisions of OHMR Regulation 624-3and you were not selected.2. You will again be considered in approximately one year. If selected, promotion will beone year later than it would have been had you been selected the first time. If not selected thesecond time, you will be discharged. During this time you will be assigned a mentor by theAssistant Chief of Staff for Personnel (G1).FIGURE 2.SUBJECT: Non-selection for Officer Promotion after Second ConsiderationTO: (Insert name)(Date)1. An Ohio Military Reserve officer who is considered for promotion and fails to beselected is again considered approximately one year later. If he fails to be selected on thisconsideration, he will be discharged.2. You have twice been considered for promotion to the next higher grade in accordancewith the above procedure and have not been selected.3. Unless a wavier is granted as indicated in Paragraph 2-12, OHMR Regulation 624-2.You may be discharged. If this office does not receive a request from you requesting a wavier asindicated in Paragraph 2-12, OHMR Regulation 624-2 within thirty days of this notice, yourdischarge will be automatically processed.FIGURE 3.

Annex A Requirements for Promotion Eligibility to Regulation 624-2ANNEX A (Requirements for Promotion Eligibility) to Regulation 624-2 (Promotion ofCommissioned Officers)Requirements for Promotion Eligibility1. PURPOSEThe purpose of this annex is to ensurethat officers promoted are trained in themission oriented and leadership skills whichthey will be required to use through auniform set of standards which will set goalsfor advancement and rewards for trainingaccomplished.2. TRAINING STANDARDSa. In addition to the TIG and TISrequirements of this regulation, the trainingstandards shown in Annexes B must be metto be eligible for promotion :b. Commissioned officers whoseassignment is other than Civil Service andSupport may substitute the basic andadvanced course of their respective branch,or if none is available, will use the OHMRofficer's basic or advanced course. Thesame is true of C&GS and War Collegecourses.c. It is the responsibility of officers tomanage their own training program so thatcompletion of training requirementsapproximates the point in time when TIGrequirements are met.d. Physical Fitness Standards –Refer to OHMR Regulation 40-1.e. Drill Attendance Standards - Tobe eligible for promotion recommendation anindividual must maintain a 80% attendancerate at monthly drill or have achieved theequivalent number of hours of duty duringthe previous twelve months.f. Vacancy - To be eligible forpromotion, an individual must currently fill, orbe moved to, a position on the Table ofOrganization which is authorized the newpay grade.(1) It is permissible for a TOposition to be held by an officer one gradehigher than the specified grade.(2) Under no circumstances maya special branch (CH, JAG, MED) officer bemoved to a command position vacancyunless the officer has completed therequired basic officer training including basicentry level training. When so qualified andso transferred, the officer’s branch will bechanged to match the new assignment andthe special branch qulaification will becarried as a secondary qualification.3. EXCEPTIONSa. The Unit Commander mayrecommend consideration of prior serviceskills for a basis of promotion to the nextsenior Commander on an individual basis.b. Officers who are appointed intothe OHMR at a specific grade but arelacking certain prior experience skills maybe directed by their Unit Commander to takespecific subcourses or courses to bring theirskill to a level commensurate with theirgrade within these guidelines prior tobeginning work on requirements foradvancement.c. Deviation from this policy is notauthorized except by prior written approvalof the Deputy Chief of Staff, Personnel. Thereason(s) and authorization for deviation willbe attached to the promotionrecommendation (OHMR Form 25) filed inthe individual's MPRJ.A-9

Annex B Officer Promotion Matrix to Regulation 624-2ANNEX B (Officer Promotion Matrix) to Regulation 624-2 (Promotion of Commissioned Officers)B-10

Annex C Officer Promotion Matrix to Regulation 624-2ANNEX C (Selection Requirements for Officer Promotion) to Regulation 624-2 (Promotionof Commissioned Officers)(Extract of OHMR Regulation 623-3, Conducting Officer Promotion Boards, dtd 01 Aug 11)Criteria for Selection.a. In order to be eligible for consideration, an officer must meet all of the following criteriaas indicated on the Ohio Military Reserve Promotion Board Evaluation Form 89E, dated Jun 04.b. Because the selection process is inherently a product of the summary subjectiveevaluation of each officer’s record by each board member, these indicators of potential mayreceive different relative weights in the minds of the respective board members. However, theboard must place the greatest emphasis on an officer’s more recent performance in his/hercareer field. Descriptions of these indicators of potential follow:(1) Military Bearing and Physical Fitness. Evaluate the officer’s fitness for dutyconsidering the standards of OHMR R40-1, the guidance at paragraph 5 (below), and the officer’soverall appearance. Review the official photograph when one is present, and the height andweight data on officer evaluation reports (OERs).(2) Education and Professional Training.(a) Evaluate the appropriateness and extent of training, to include militaryschooling, special skills qualifications, and other training conducted by the OHMR.(b) Completion of the minimum military education for promotion to the highergrade as established in:(3) Civilian Education and Professional Training. Evaluate the appropriateness andamount of education the officer has obtained from civilian institutions. An officer’s file mustcontain, at a minimum, proof of an associate degree, either in the form of a certified transcript ora certified copy of the diploma. The qualifying degree must have been awarded no later than theday prior to the convene date of the board.(4) Assignment History and Professional Development. Evaluate the officer’sassignment history or assess his/her professional development. Duty description information onOERs. However, the board must also carefully consider the personnel management guidanceprovided elsewhere in OHMR R623-3, Conducting Officer Promotion Boards, dtd 01 Jun 04.(5) Record of Performance. Evaluate how well the officer performed in variousassignments throughout his/her period of service. The board should determine whether theofficer has performed his/her assigned duties with intelligence, creativity, and professionalcompetence. Obtain this information from evaluation reports and other documents in the MPRJor from other official documents that OHMR R623-3 may authorize the board to review during itsdeliberations. Consider the following attributes as you review each record:(a) Ability to Conceptualize, Teach-Coach, and Communicate. The capacity tocreate and maintain effective interpersonal relationships and to communicate both orally and inwriting indicate an officer’s ability to influence others, to lead, and to manage effectively. Selectofficers who can conceptualize the future, teach subordinates to improve themselves, andenhance unit achievement.(b) Manner of Performance. Determine whether the officer has performed his/herassigned duties with intelligence, creativity, and professional competence. Assess trends inefficiency, up or down, as the officer gains experience and increased responsibility. Evaluate theofficer’s potential from the content of the reports available, rather than from the number of reportsin the file.(c) Professional Attributes and Ethics. Evaluate how well the officer fulfills his/herrequirements to serve the State. This requires a summary evaluation of the officer’s dedication,professional deportment, respect for fellow soldiers and the desire to excel. Review commentson evaluation reports, commendatory and disciplinary information, and professional certificationentries. In weighing this factor, keep the following in mind:(i) Integrity and Character. These attributesconstitute the real foundation of successful leadership. Officers must set a positive example anddemonstrate an unequivocal commitment to the values of the professional military ethics.Absolute integrity of word, deed, and signature is a matter that permits no compromise. An officerwho has sacrificed his/her integrity has forfeited the respect and trust of those with whom he/sheserves. Accordingly, each officer shoulders great responsibility of the establishment andobservance of scrupulous and ethical and moral standards.C-11

Annex C Officer Promotion Matrix to Regulation 624-2(ii) Attitude, Dedication, and Service. Payparticular attention to the selfless officer whose records reflects a consistent willingness to makepersonal sacrifices in order to accomplish his/her mission and to the bold and innovative officerwho demonstrates a willingness to take calculated, but not indiscriminate, risks.(iii) Concern for Soldiers and Families. Soldersare the OHMR’s most important resource. Select the officer who exhibits imagi9nation inchallenging subordinates; who treats soldiers, civilians and their families, with dignity and respectat all times; and who has sympathy and compassion for others’ real individual and personalproblems.(iv) Versatility. The OHMR requires an unusualdegree of versatility and competence in the life cycle development of officers. Officers aretrainers and leaders in defining and shaping the complex task facing the Army of the future. Forthis reason, the officer corps must be composed of versatile officers to meet the demands of ournew mission, doctrine, technologies, and force structure.(6) Age. Age should not be a consideration in the selection process. Some officersmaintain mental and physical energies that belie their chronological age, while other moreyouthful officers display relatively less stamina, vigor, and commitment.C-12