Unlocking Your Potential in the NOAA Corps: Path to Promotion & Leadership
Explore the journey within the NOAA Corps through the lens of "The Matrix". Follow the white rabbit and discover the key elements of becoming an ideal officer, mastering self-leadership, leading others, embracing change, and excelling in performance. Your career progression is in your hands as you navigate the paths of technical and operational training while honing your abilities and sharing your strengths. Embrace challenges and step outside your comfort zone on the quest for advancement and leadership. Remember, promotions are earned through dedication and continuous growth, not guaranteed by simply taking the red pill.
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Presentation Transcript
Enter The Matrix Understanding the Process of: NOAA Corps Promotions Video clips and images from the Warner Brothers Production the The Matrix. 1999
Follow the white rabbit.Seagull What is the ideal officer? Performance Leadership Ability Management Ability Professional Development Breadth of Experience What makes you stand out from your peers?
The Path Technical and Operational Training Using what you ve learned, learning from mistakes and experience
Leading self O-2- 100% of eligible may be promoted Training eLearning Center-required by directives Find opportunities to expand your skill set Medical Follow the directives Complete and submit documents on time. Performance Successful completion of tasks and assignments. Take on challenges, be proactive in leading projects.
Leading Others O-3- 80% (+/- 10%) of zone may be promoted Training eLearning Center Graduate Work, build managerial skills Medical Directives, 5 yr Physical on time Performance Successful completion of tasks and assignments. Show potential for leadership Gain experience as project/program lead Step outside comfort zone Keep in Mind Taking the Red Pill does not guarantee promotion
The Path Mastering your abilities Sharing your strengths
Leading Change O-4 70% (+/- 10%) of zone may be promoted Training eLearning Center, LDAP Seek to master skills, supervisory roles, leadership seminars Performance Successful completion of tasks and assignments Management experience Diversify your career Develop your team leadership potential Improve a program or project s efficiency PROMOTIONS ARE NEVER GUARANTEED
Leading Performance O-5 60% (+/- 10%) of zone may be promoted Training Program management Leadership development, senior leaders ship training programs Medical Directives, 5-yr Physical on time Performance Successful completion of tasks and assignments Leading others Mentoring, Coaching Breadth of Experience
The Path The ultimate leader Full command and understanding, changing/improving the system from within
Leading Organizations O-6 50% (+/- 10%) of zone may be promoted Training Program management Leadership development, senior leaders ship training programs Medical Directives, 5-yr Physical on time Performance Successful completion of tasks and assignments Leading programs/offices Mentoring, Coaching, leading by example Breadth of Experience, Diversifying career
Beacons/ATONs of Leadership O-7/O-8- 1 or 2 from a zone size of all eligible O-6s Training SES Performance Successful completion of tasks and assignments Diversity Leader of organization Diversity of career Stepping outside the comfort zone Ability to Lead and build successful leaders Lead by example
The Zone What is the promotion process? Meeting the Requirement Officer Personnel Board makes the recommendations Commissioned Personnel Center ensures the process is correctly followed. The Matrix Taking the path of the Red Pill does not guarantee promotion, but best prepares you to compete. There is no checklist: right or wrong
Enter the Matrix Based on 5 Criterion The overall: performance leadership ability management ability professional development breath of experience of this officer when compared to other officers.
Matrix Loading Criterion vs. Criterion Leadership Ability 0.2 Management Development Professional Performance Experience Breadth of Relative Decimal Value 0.04 0.96 0.00 0.00 0.00 1.00 Ability Raw total 0.2 5.0 0.0 0.0 0.0 5.2 Criterion Performance Leadership Ability Management Ability Professional Development Breadth of Experience Column Totals 5.0 5.0 0.2 0.0 0.0 0.0 1 = Equally Important 5 = More Important 10 = Much More Important 1/5 (.2) = Less Important 1/10 (.1) = Much Less important Each Relative Decimal Value is fed into the rating table
Matrix Measuring (Grade) OFFICER SELECTION Officer's Overall Scores Rating Scores: 1 = Poor 2 = Fair 3 = Average 4 = Above Average 5 = Best C1 C2 C3 C4 C5 Breadth of Experience Management Ability Leadership Ability Development Professional Performance Rating totals are weighted against Rel. Dec. Value for each criterion, and totaled. 1 Schmoe, Joe 2 Jefferson, Thomas 3 Banker, Caldwell 4 Davis, Jefferson 5 L'Efant, Pierre 6 O'Nassis, Jack 7 Humperdink, Inglebert 8 Ballard, Robert 9 Earle, Sylvia 10 Jones, James E. 11 Barbarra, Hannah 12 Bigelow, Henry 13 Carver, George W. 14 Charms, Lucky
Resulting Ranking Total of weighted criterion for each person is then ranked. 1 being the strongest candidate. The ranking sheet is than compared to the other Board members and the final ranking is assessed by calculation only, at CPC. The percent of the zone selection is then applied to the top ranked individuals.
You must choose for yourself Engage in your career an understand your full potential Continue along the steady path without knowing how far you can really go
Discussion What can you do to be competitive? Performance Leadership Ability Management ability Professional Development Breadth of Experience
References Leadership Development Framework www.corpscpc.noaa.gov/careermgmt/leadership.html Questions: CDR Jon Swallow, NOAA Chief, Officer Career Management Division 301-713-7748 or Jon.Swallow@noaa.gov
