Tony

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WASHINGTON (NNS) -- The Naval History and Heritage Command (NHHC) Underwater Archaeology Branch recently began an assessment of a M1 Garand rifle used by U.S. Marine Corps raiders during the Makin Island raid in World War II. The Makin M1 was originally discovered in 1999, when the Joint POW/MIA Accounting Command's Central Identification Laboratory Hawaii (CILHI) returned to Makin Island to relocate, recover and repatriate the remains of the Marines who died there. The raid, which took place Aug. 17-18, 1942, destroyed enemy radio communication points, fuel, military stores and helped divert attention from the 1st Marine Division landing on Guadalcanal. During the raid, which was remarkably launched from the submarines USS Nautilus (SS 168) and USS Argonaut (SM 1), 19 Marines from the 2nd Raider Battalion lost their lives and were buried together on Makin Island. The rifle was discovered in the grave and returned to CILHI before its eventual transfer to the Raiders Museum located at Marine Corps Base Quantico (MCBQ). After more than 50 years buried in a wet marine environment, the Makin M1 displays significant surface concretions, corrosion and physical damage. Curators at the National Museum of the Marine Corps (NMMC) reached out to archaeological conservators at the NHHC Underwater Archaeology Branch to perform an assessment of the artifact and help ascertain its stability. Prior to transportation of the Makin M1 to the NHHC Archaeology & Conservation Laboratory at the Washington Navy Yard, the USMC Explosive Ordnance Disposal team at MCBQ inspected the rifle interior to ensure it contained no live ammunition. Conservators then performed a detailed examination of the Makin M1, documented its current condition, and are now developing treatment plans to address its immediate and long-term preservation. The M1 Garand is a .30 caliber semi-automatic rifle, which lent a significant advantage to U.S. troops during World War II and marked the first time semi-automatic rifles were generally issued to the U.S. military for use in combat. The M1 Garand is equipped with a gas cylinder located beneath the barrel. Gas pressure produced when firing a round traveled back through the gas cylinder to drive the piston and operating rod back, eject the empty cartridge case and push the next round from the clip into the chamber. This auto-reload system allowed for reliable, quick fire capability and reduced recoil which helped maintain accuracy. In addition to being an important piece of U.S. military history, the Makin M1 is also particularly significant for the Marine Corps as it was used in one of the earliest engagements of Marine Corps raiders in the Pacific. NHHC, located at the Washington Navy Yard, is responsible for the preservation, analysis, and dissemination of U.S. naval history and heritage. It provides the knowledge foundation for the Navy by maintaining historically relevant resources and products that reflect the Navy's unique and enduring contributions through our nation's history, and supports the fleet by assisting with and delivering professional research, analysis, and interpretive services. NHHC is composed of many activities including the Navy Department Library, the Navy Operational Archives, the Navy art and artifact collections, underwater archeology, Navy histories, nine museums, USS Constitution repair facility and the historic ship Nautilus.

I also have the Personnel Record Review link located on the "Chiefs Selection Board Preparation" page of this website. If anyone has any additions, deletions or changes for that page please let me know.

The Navy advancement exam is 175 questions, of which 150 are occupational and 25 questions are professional military knowledge. The occupational questions are researched, verified and written by rating Chief Petty Officers during Advancement Exam Readiness Review (AERR) events. The Chiefs selected for the AERR decide what number of questions to ask under each topic and subtopic. Every question is tied to an Occupational Standard and a specific reference. Those references are combined after the questions are loaded on the exam to develop the exam bibliography. Each Sailor gets three hours to complete the exam, and scores are determined by comparing rating advancement candidates, where the highest score goes to the candidate who answers the most questions correctly. There is no penalty for answering a question incorrectly, so be sure to leave no question unanswered.

You have time to strategize that one. Maybe write something up and let a Chief you trust look/ work it? Either way I think it would be worth it.

maybe a letter to the board next year regarding the limdu?

Here is a sample of an outline I mentioned that may help keep track of what you need to do. This can easily be done in a word doc and you can tape it to your closet door or someplace to remind you of your progress. You can also outline it any way you wish, choose any strategy you wish, and it can be as detailed or generic as you want as well. 1. Education Study weakest areas for exam Take advanced basket weaving course OR Expect to finish degree this year (make sure it is added to records) Start my USMAP 2. Volunteer Put myself in for MOVSM OR Start volunteer coach for advanced basket weaving for teens 3. Sailorization Review training jackets in shop and get applicable local schools started Review members quals and get them going See if I can get mentors for those wanting mentorship (I'll ask Chief) Get to know my troops better 4. Records Review my records as if my life depended on it THEN... Ask in rate Chief at my command to review my records THEN Ask a Chief outside my command to review my records. (got these ideas from a CPO_Pride post) Contact prior board member for advise/ record review 5. Etc. What do you need to do to become Chief? <points to the audience>

lol, I PMed you, I was watching the Olympics!

Welllllll, let me put it like this. The day I let someone stop me from doing my thing, like fishing, just to argue the guidelines with me, is the day this forum ceases to exit... Ain't gonna' happen

Thanks @HawkISback, there's been some awesome folks here that put out some good info and I pick it up to re-share.

True, and while you are helping your Sailors (Sailorization) and civilians alike, the purpose is not only to help their career but also the help fulfill the command's mission. And most important is that it is documented that you are achieving exactly that.

Sustained Superior Performance revisited I’d like to revisit SSP again because I have seen a trend over the years that leads me to believe that some may not understand this concept. Please note that the opinions are my own – you can come to your own conclusion and feel free to post your thoughts. The main reason I write this, is when I see someone post that they have had sustained superior performance for years and they don’t understand why they did not make Chief. Well I’ll throw the spoiler here and now. If you did not make Chief, you did not have sustained or superior performance or both. And my first question would be “How in our global Navy’s presence, do you know you have SSP unless you sat on the board?”. When the board convenes, their goal is to get the top qualified Sailors that are eligible for Chief – the sustained superior performers of our whole Navy, not your command. Unless you sit the board, you cannot determine that. Now, you might be the top dog performer at your command and have proven yourself to the command since day one, but what about your prior command? How well did you do for five years and possibly beyond? And more importantly, how well did that performance stack up against other Sailors in the Navy? Which brings me to two thoughts I'd like to share: First, you can never have “had” SSP and say you are a sustained superior performer – there is no past tense as far as the selection board goes. In other words, if you had a stellar performance at your command from 5/5/2013 to 5/5/2016, that means you were a top performer at that command while you were there. It does not mean (in the eyes of the board) that you have sustained superior performance (yet) because they still have to a.) look at a few more years of your data and b.) compare you to other qualified Sailors in the stack! Was their performance superior to yours? Second is the issue of documentation. Many a Sailor will get upset because they know they have gone above and beyond the mission requirement of their command and are sure that the command recognizes this because of the awards and comments. However, it's no longer in the command's hand when it comes to comparing your records to other Sailors in the Navy. You can be a legend in your own mind but – YOU HAVE TO DOCUMENT EVERYTHING! So as to not write a thesis, here is some food for thought: Document everything ( Superior Performance - Well Documented ) Find your weakest areas (not just your rate or command) Find areas you are lacking (what did that Sailor have that you do not have?) (Possibly something you were not aware of) * Thank goodness, ours is not a zero defect Navy Go above and beyond... * Folks, if you had a negative bump in the road but are still eligible – you are still eligible. As proven once again this cycle by at least one member of this forum (who got the S).

That's what I'm talking about! And also, it should be mentioned to all that they should take some time out to decompress after that last round. You just reminded me to mention that!

@Trying to be ITC, I moved your post here from the other thread since it is relevant to this forum and may generate more responses.

Absolutely no problem. I think there will be more beneficial information coming here and in ther 365 thread.

Does this help any? -> http://www.public.navy.mil/bupers-npc/boards/administrative/ldo_cwo/Pages/PreviousLDOCWOBoard.aspx I have it on this page -> http://www.navyadvancement.com/enlisted-officer/

Has anyone outlined a plan of attack as far as what they are going to do to make Chief? E.g Studying, college, records review, Sailorization etc.

All righty then, this poll is closed. Perhaps the most enthusiastic poll conducted, 92.86% of members polled considered it tacky, or in bad taste to purchase a pair of Chief's khakis before actually making Chief. 7.14% of members did not agree. This poll was conducted after a member stated that they had a pair of ironed khakis ready in the closet, with a further post of "true story" to emphasize their point. This was in the FY17 Chief Selection Board forum. I removed all posts from that member though when it became apparent there was a credibility issue with all comments that individual was posting. True story folks...

The FY17 thread has been closed. Please continue in the new FY18 CPO thread. If you posted a request for help in this thread, feel free to repost in the FY18 forum. You are also more than welcome to vent in the FY18 thread too. (that is one of the reasons for this forum). I want to thank everyone for the great entertainment and putting up with the guidelines

Keep us updated. I really hope you get this settled soon and join them fast...

Yes you do.

Folks, @KnockoutTrish has started a thread for CPO Selectee Spouses. Please pass the word to selectees - we want to give spouses all options in communicating during this time. KnockoutTrish has been around for awhile so she has some experience. She even assisted here with a spouse that had a big issue where we communicated with her over a weekend. That's right - we helped family in need over the internet...

Wanted to share something @Ordy posted: Ok, so I would like to share some gouge I got last year. Let me give you a brief background on me so that this makes sense. Two commands ago I left as the #2 EP (periodic) in my command. I had been an extremely successful LPO in three different positions during my time there. My duty was shore based, but I was deployable. I was very successful on my deployments and was a division chief at a MALS unit overseas in Japan. I had been attending college for 5 years and at the time was 6 or so classes away from my bachelors. Career counselor, lots of volunteerism, Joint service, 7 NAMs, well above CO's average with normal upward progression with sustained superior performance. I then transferred to Recruiting Duty where I flew out the gate as the Rookie Recruiter of the year, then LPO of a recruiting station the following year. I had all the blocks I had the opportunity to check filled with a few that I still had plans to pursue when offered the opportunity. My evals were solid. About 50 chiefs looked at my evals and had little to no critiques. I got the "N" last year and about went through the roof. I ended up contacting a Master Chief who had sat the board and sent in my package to him to review and tell me where I went wrong. He said, number one, that he wished there were more quotas and that it was extremely difficult to rack and stack. He said that having to move a person worthy of Chief to the no select pile was one of the hardest things he had ever had to do, but that it was a necessity. He began to tear my package apart, which really pissed me off, by asking a thousand questions about it. He asked... Why don't you have your MOVSM when you have all this volunteerism? It was all documented, I didn't know I needed it if it was already there. Why don't you have a degree with all of this college in your record? I had to switch to a BS due to degree completion timeline requirements at my school. Why didn't you write that in your LTB? Why didn't you have this qual at this command? I was deployable and my command wouldn't support it because I could leave at any time. Why didn't you write that in your LTB? I didn't see PPME in your record. Why? I haven't got to that yet, it is on my list of things to do. Why weren't you the division LPO? Again, I was deployable, so I was unable to hold that position. Why didn't you write that in your LTB? Why weren't you in QA? Deployable. Why didn't you write that in your LTB? These were just a few of the questions that were asked, but they went on and on... This is what I lost... I missed out on 10 or so points for a MOVSM that would have taken me a whole hour to write and route. I missed out on 10 or so points for an associates degree by skipping it and going for my BS. I missed out on points for quals I was ineligible to get. I missed out on 10 or so points for PPME because PPME is worth the same as an Associates Degree!!! This is what I learned... If I had written in my LTB the reasons for all of this I would have received points and then some. Let me splain... If I would have explained the issue with the college, I may have received points and possibly more because I was so close to my BS. I should have sent in my transcripts with an explanation. If I would have explained the qual issue, I would have probably received more points for my other accomplishments that I did do because I was unable to do the things they were looking for. Finally, it's all about the points. Sadly, they "grade" your package. This means that they assign a point value for everything that they find and deduct points for negative things they find. Unfortunately, they are bound by these rules. Even though I was super successful leading, mentoring and guiding Sailors; I had an impact everywhere I went; I worked on personal and professional development, the points got me in the end. So I saw people on the list that I knew, that did not work as hard for their Sailors and their Command as I did, get picked up for Chief. Even though I slaved countless nights working on my degree, it was for not in the end. Let me be clear. I am not crying. I picked myself up, dusted off and began to address the issues he brought up. I always told myself that I wouldn't be that guy who had 100 quals and did nothing with them, well I threw that theory out the window. I got my MOVSM, PPME, Addressed the issues in the LTB, accomplished other things and left my recruiting command as the #3 (periodic). I hope I make it this year, but if I do not, I know that it isn't because I am not deserving of Chief, it is because I didn't attain enough points to be competitive enough. It's about points points points. Get everything you can. Explain things in your record. Don't worry about sending in too many enclosures or that your LTB explains too much. In a nutshell, anything you think would count as points, or if you want them to see it, or know why about something, include it in your LTB. This may be redundant for most of you, but it was an eye opener for me. I hope this helps someone...

For those wanting to get an early start in getting advice, networking and sharing, you can start here. Additionally, there is a CPO365 Phase I thread that many may find beneficial. To keep things organized for your sake, please discuss CPO365 stuff in that thread. It will make it easier and more relevant for later use. The "To Do" & "Required Reading" list that you, the member, wrote and built. More resources may be forthcoming but don't forget to start studying yesterday! Superior Performance - Well Documented Sailorizing the Sailors