In a recent Cyberflash, I reintroduced you to the Annual Review. Based on feedback received at CPC, it is apparent that a little more information on the details of this tool and how it is used to manage the NOAA Corps would be useful. Perhaps a little more information will even serve to ease the anxiety behind some of the inquiries we've received to date.
Most importantly, and to unequivocally and clearly dispel the most anxiety producing fear, the Annual Review is NOT a witch-hunt or a mandated reduction in the total force. It is not primarily designed to be a process to separate officers. The NOAA Corps is not the Hunger Games and the Annual Review is not the "reaping of tributes." Additionally, statistically speaking, the odds ARE in fact, in your favor. From a historical perspective, only a very small percentage of officers were ever separated following an Annual Review. The last annual review that actually yielded a recommendation for separation did so for only 2 officers. That's less than a 0.63%! Prior to that, the annual review had no such recommendation.
As a sworn officer personnel board, the Annual Review provides a holistic view of the NOAA Corps and results in a wide array of recommended actions that will need to be approved by the Director, NOAA Corps. Being able to look at the organization holistically is significantly beneficial to the organization as we can see that certain supervisors may be grading OERs stricter than others or may not be recommending officers for awards. We can also evaluate if there are additional schools/training that would make officers more successful or give them more tools to be successful in certain billets. It also allows us to see if we as an organization are on the right path for creating successful NOAA Corps officers. In our other types of boards we lack this holistic view and cannot identify problems like this. The vast majority of officers are unlikely to receive any recommendation for personnel action. However, that does not mean that there won't be any personnel actions recommended by the Board. There are a range of actions the board can recommend, which includes adjustment in lineal number (up or down), awards, disestablishment of a billet, involuntary separation/retirement, identification for high-profile assignments, and attendance at advanced schools or training.
The Annual Review board members base their recommendations on information contained in your official personnel folder. This means that the information includes performance (OERs, Awards), assignment history, training, TDY, and professional qualifications and certifications. The Annual Review does not have access to medical information. We have Medical Boards to review medical information.
Perhaps a more helpful way of viewing the Annual Review is to look at it as I do; as a quality assurance audit of our core personnel management processes related to performance. The Annual Review takes a holistic view of the NOAA Corps and serves to detect outliers in performance ahead or behind their peers. These outliers are then recognized for their performance. The Annual Review is a tool to promote organizational excellence and instill discipline and accountability in our service.
CAPT Amilynn E. Adams, NOAA
|05-25 Mar 2017||REFTRA|
|07 Apr 2017||BOTC 129 Billet Night|
|01-05 May 2017||CO/XO Immersion|
|LT Loren Evory||01 Apr 2017|
|ENS Christopher Pickens||01 Apr 2017|
|LCDR Jason Appler||01 May 2017|
|LT Jon Andvick||01 May 2017|
|LT Marc Weekley||01 May 2017|
|LT Linh Nguyen||01 May 2017|
|ENS Kaitlyn Seberger||07 Jul 2017|
|CDR Brian Parker||01 Aug 2017|
|CDR Peter Siegel||01 Aug 2017|
|CAPT Robert Kamphaus||01 Aug 2017|
|CDR Matthew Wingate||01 Aug 2017|