CIVIL AIR PATROL
Pueblo Eagles Cadet Squadron 179
SQ179 OI 50-2
01 Oct 2008
Promotion Review Board
Operating Instructions
Civil Air Patrol
Colorado Wing
Pueblo Eagles Cadet Squadron
RMR CO 179
CIVIL AIR PATROL
Pueblo Eagles CO179
SQ179OI 50-2
1 OCT 2008
Promotion Review Board - Operating Instructions
Table of Contents
Chapter 1 – Promotion Review Board
Introduction
Purpose
Composition
Personal Interview
Recommendations
Debriefing and Counseling
Cadet Officer PRB
Chapter 2 – Guidelines
Leadership Laboratory Evaluation Form (CAPF 50)
PRB Evaluation Sheet (SQ179 F8)
Appearance
Criticism
Suggested Cadet Airman/NCO Question Topics
Suggested Cadet Officer Question Topics
Scoring
Cadet Airman
Cadet Airman First Class
Cadet Senior Airman & Cadet Staff Sergeant
Cadet Technical Sergeant & Cadet Master Sergeant
Cadet Senior Master Sergeant &
Cadet Chief Master Sergeant
Cadet Second Lieutenant
Cadet First Lieutenant
Cadet Captain
Cadet Major
Cadet Lieutenant Colonel
Cadet Colonel
Chapter 3 – Revisions
Revisions
Appendices:
A-1 Cadet Progression Evaluation Form (CAPF 50)
A-2 PRB Evaluation Form (SQ179 F 8)
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Section
Page
1.1
1.2
1.3
1.4
1.5
1.6
1.7
1
1
1
2
4
4
4
2.1
2.2
2.3
2.4
2.5
2.6
2.7
2.8
2.9
2.10
2.11
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5
5
5
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6
6
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7
7
2.12
2.13
2.14
2.15
2.16
2.17
2.18
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8
3.1
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SQ179 OI 50-2
CHAPTER 1
PROMOTION REVIEW BOARD
1.1
INTRODUCTION.
Promotions in the Cadet Program are the primary method of
recognizing an individual’s growth and level of achievement in the program. The process for
cadet promotions is defined in CAPM 52-16, CAP Cadet Training Program. Pueblo Eagles
Cadet Squadron 179 has implemented the Promotion Review Board (PRB) as a method of
enhancing the Cadet Training Program and improving the quality of Cadet Non-Commissioned
(NCO) and Commissioned Officers. The intent of these instructions is to establish a foundation
upon which each PRB can base its considerations.
1.2
PURPOSE. When promoting a cadet, many subjective measures must be made with
regard to that Cadet’s abilities. Assessing an individual’s attitude, competence in dealing with
others, and mastery of the program, is an imprecise and often difficult task. The function of the
PRB is to determine the cadet’s qualification to hold the next higher grade. This requires that the
PRB evaluate all available information presented it, including interviews with the candidate for
promotion. The use of a PRB in making these evaluations eliminates the biases and other
difficulties associated with decisions about an individual’s progress being made by a single
evaluator. It also offers a broader range of experience, objectivity, and point-of-view in
considering a cadet for promotion.
1.3
COMPOSITION. The PRB’s composition will vary dependant upon the grade of the
cadet being considered for promotion. Members of the PRB will be chosen with an emphasis
toward providing a broad spectrum of experience and objectivity. The PRB will be comprised of
“professional” cadets and senior members. Members of any PRB will consist of the following:
A. PREFERRED PRB:
(1) Leadership Officer – Chairperson
(2) Cadet Commander
(3) Two additional cadets selected by the PRB Chairperson
(4) One additional senior member selected by the PRB Chairperson
B. MINIMUM PRB
(1) Leadership Officer – Chairperson
(2) Cadet Commander
(3) One additional cadet selected by the PRB Chairperson
Use of a minimum PRB requires the approval of the Squadron Commander.
The Squadron Commander shall approve all PRB Members and may appoint a
replacement for any PRB Member unable to perform this duty.
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SQ179 OI 50-2
All cadet members of the PRB shall hold a grade equal to, or higher than, the grade being
sought by the cadet appearing before the PRB.
1.4
PERSONAL INTERVIEW. In most cases, the members of the PRB will want to
interview the candidate for promotion. Through the personal interview, the PRB should identify
the cadet’s perception of themselves in the program, their goals and achievements, their attitudes,
and their own strengths and weaknesses. The interview should enable the PRB to gain a
complete picture of the cadet, including their personal interest in the program and how CAP fits
into their life. This information will assist the PRB in determining the cadet’s readiness for
promotion within the Squadron’s guidelines.
The interview is a formal exchange. It is expected that some form of uniform inspection
will accompany the interview, and the cadet should conduct themselves with scrupulous
attention to customs and courtesies. By the same token, members of the PRB should never allow
the proceedings to become so intimidating that they impede the interview and assessment
process. The PRB members are expected to behave professionally. The PRB process is an
intimidating one. There is no need to augment this with “inquisition”-type behavior. Candidates
for promotion are entitled to each PRB Member’s full attention and courtesy. Questions should
be direct, polite, and considerate.
In cases where it is necessary to “lighten the atmosphere,” steps should be taken to do so.
The PRB may consider the cadet’s inability to deal with stress as a separate issue. It is important
to note that personal interviews, especially the first few, are very difficult for cadets. Sensitivity
to the candidate’s state of mind during the interview is critical.
The candidate for promotion should be given every opportunity to express their answers
and to make all of their points. Likewise, the PRB has an obligation to be thorough in its
examination of the cadet’s qualification for promotion. Bearing in mind the above guidelines,
the following areas should be of concern during the interview.
A.
What are the cadet’s training goals and what are they willing to do to achieve
them? In other words, what value is placed on their training?
B.
What does the cadet perceive to be their strengths and weaknesses? How do they
capitalize on those strengths, and what methods do they use to compensate for
their shortcomings? What is being done to improve in those areas where they see
themselves as weak?
C.
Who has the cadet chosen as a role model and why? Does it seem that the cadet is
positively motivated to develop as a part of the Squadron? Is this development
self-serving or is it intended to broaden their usefulness to the Squadron? Do they
share their skills and knowledge?
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SQ179 OI 50-2
D.
How mature does this cadet appear to be? Is the cadet able to put the needs of
others and/or of the Squadron ahead of their own? Does the cadet understand that
contribution to the Squadron or Flight renders an improvement in themselves?
E.
What are the cadet’s short, medium, and long-term goals? How does this
promotion fit into their goals for self-development?
F.
Why does the cadet feel ready for promotion at this time? What achievements or
skills have been acquired during this period that makes it “profitable” to the
Squadron to promote them to the next higher grade?
G.
What additional information does the cadet have that will assist the PRB in
making its recommendation the Squadron Commander?
Other factors to be considered in formulating the recommendation are listed below.
A.
MATURITY. Does the cadet possess the judgment and attitude required of
someone holding the grade being sought? Is there evidence of sufficient experience and
emotional control to exercise the privileges of that grade? Do the cadet’s answers
suggest careful consideration and thought?
B.
ACHIEVEMENT. What has the cadet achieved through their training activities
in the unit during the evaluation period? (Only items that have actually been done or
demonstrated should be taken into account.) Do these achievements reflect mastery of
the training objectives for the evaluation period? Has the cadet demonstrated the abilities
of, and readiness for, the next higher grade?
C.
IMAGE. Does the cadet present a “professional,” self-assured image to the PRB?
Are they confident and poised? Can the cadet “keep cool” under the pressure of the PRB
interview? Do they think well “on their feet?”
D.
INVOLVEMENT. Has the cadet demonstrated interest in the Cadet Program and
the Squadron? Has the cadet been participating and contributing actively at all activities
(not just meetings)?
Consideration in each of the areas (Maturity, Achievement, Image, and Involvement)
should be based on what is expected of others holding the grade sought, the needs and standards
of the Squadron, and the needs of the individual.
The PRB will consider all documentation available regarding the qualifications, training,
and experience of the cadet being reviewed. They may interview the cadet and others involved
in the cadet’s training.
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SQ179 OI 50-2
1.5
RECOMMENDATIONS. The purpose of the PRB is to determine a cadet’s
qualification and suitability for promotion. Then make one of the following recommendations to
the Squadron Commander.
A.
B
Cadet is ready for promotion to the next higher grade.
Cadet is not ready for promotion to the next higher grade. Specify reasons.
1.6
DEBRIEFING AND COUNSELING. During the same meeting in which the PRB is
convened, the Leadership Officer will meet with the cadet and review the cadet’s good and bad
moments during the interview. The cadet will be told of the recommendation being submitted to
the Squadron Commander. The cadet should be counseled regarding the areas that need
improvement and steps that can be taken to improve those areas.
1.7
CADET OFFICER PRB. In the case of the Cadet Officer PRB, the purpose remains
the same, but with a few modifications. The Cadet Officer is often responsible for not only
themselves, but also for those subordinate to them. The PRB should, therefore, attempt to
evaluate the Cadet Officer’s ability to lead and command those cadets assigned to them.
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SQ179 OI 50-2
CHAPTER 2
GUIDELINES
2.1
LEADERSHIP LABORATORY EVALUATION FORM (CAPF 50). Any cadet
who has met all other promotion requirements and has been given permission for a PRB must
obtain a CAPF 50 from the Administration Officer or the Personnel Officer, and complete the
first line of information. They will then present this form to the Cadet Commander, who will
enter their assessment of the cadet. The Cadet Commander will present the completed form to
the Leadership Officer.
2.2
PRB EVALUATION SHEET (SQ179 F 8). Any cadet who has met all other
promotion requirements and has been given permission for a PRB must obtain a SQ179 F 8 from
the Administration Officer or the Personnel Officer and complete the information required in
Sections I & II. They will present this form, along with CAPF 50, to the Cadet Commander.
The Cadet Commander will present both forms to the Leadership Officer.
It is the responsibility of the Leadership Officer to ensure that both of these completed
forms are properly signed and delivered to the Squadron Commander, along with the
recommendation of the PRB.
2.3
APPEARANCE. All cadets appearing before the PRB, as well as all members of the
PRB, will be in proper uniform. The uniform will be worn correctly and should appear neat,
clean, and pressed. All cadets will have a proper haircut. Having a haircut that does not meet
the requirements stated in CAPM 39-1 will result in an AUTOMATIC FAILURE of the PRB.
2.4
CRITICISM. There will be NO ABUSIVE CRITICISM under any circumstances,
either orally or on the written evaluation. All negative comments will be presented in a way that
will educate and encourage improvement.
2.5
SUGGESTED CADET AIRMAN/NCO QUESTION TOPICS.
The following
subjects provide reasonable areas for testing the cadet’s knowledge. Each PRB’s questions
should begin at a very basic level and progressively become more difficult. The level of
questions asked will be dependant upon the grade for which the cadet is being interviewed.
A.
B.
C.
D.
E.
F.
G.
H.
Basic Civil Air Patrol History
Squadron History
Chain of Command
Drill Terms
Memory Work
Candidate’s Goals (within and without of CAP)
School Performance
Aerospace Knowledge
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SQ179 OI 50-2
I.
1. Cadet Textbook (current module and all previous modules)
2. Current Events
Cadet Leadership Manual (current chapter and all previous chapters)
2.6
SUGGESTED CADET OFFICER QUESTION TOPICS. The following subjects
provide reasonable areas for testing the cadet’s knowledge. All of the subjects in Paragraph 2.5
are also reasonable areas to question a Cadet Officer.
A.
B.
C.
D.
E.
F.
G.
2.7
How to develop a cadet’s sense of responsibility
Conflict Management
Problem-Solving Skills
Scheduling
Developing and Teaching Classes
Organizational Skills
Resource Management
SCORING. Candidates are scored in six (6) categories – Uniform Appearance, Bearing,
General Knowledge, Job Knowledge, Customs & Courtesies, and Attendance. Each
category is scored based on the PRB Members’ evaluation of the candidate in the areas of
competency, ability, experience, and responsibility for the grade being sought. The
following scores are to be used for all PRB’s requested on or after 1 October 2006.
SCORING ON THE SQ179 F 8
1.
The highest score is 10 – Outstanding, Perfect in every way
2.
Score of 5 – Average, Minimum level of performance for the grade sought
3.
Score of 3 or 4 – Below Average, Improvement needed for promotion
4.
A score of 2 or less in ANY category is an AUTOMATIC FAILURE
5.
The Attendance Score will be calculated utilizing the follow table:
100% - 10
96-99% - 9
92-95% - 8
87-91% - 7
82-86% - 6
75-81% - 5
67-74% - 4
60-67% - 3
Below 60% - PRB Fail
The average will be calculated using events attended by the candidate
divided by total squadron events since the candidate’s last promotion or
six (6) months of active squadron participation (whichever is the longer
time period), rounded down to a whole number. Any unexcused absences
will be given double weight.
NOTE: The candidate for promotion should stand at the position of “PARADE REST.” All
questions should be answered from the position of “ATTENTION.”
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SQ179 OI 50-2
2.8
CADET AIRMAN (C/Amn – CURRY ACHIEVEMENT).
There is no Promotion Review Board for this promotion.
2.9
CADET AIRMAN FIRST CLASS (C/A1C – ARNOLD ACHIEVEMENT).
SUGGESTED STRESS LEVEL:
MILD Stress Level
2.10
CADET SENIOR AIRMAN (C/SrA – FEIK ACHIEVEMENT) & CADET STAFF
SERGEANT (C/SSgt – WRIGHT BROS. AWARD)
SUGGESTED STRESS LEVEL:
MODERATE Stress Level. Some pressure required.
2.11
CADET TECHNICAL SERGEANT (C/TSgt – RICKENBACKER
ACHIEVEMENT) & CADET MASTER SERGEANT (C/MSgt – LINDBERGH
ACHIEVMENT).
SUGGESTED STRESS LEVEL:
HIGH Stress Level. This NCO needs to be able to function with pressure.
2.12
CADET SENIOR MASTER SERGEANT (C/SMSgt – DOOLITTLE
ACHIEVEMENT) & CADET CHIEF MASTER SERGEANT (C/CMSgt –
GODDARD ACHIEVMENT).
SUGGESTED STRESS LEVEL:
HIGH Stress Level. This NCO needs to be able to function well under high levels
of pressure.
2.13
CADET SECOND LIEUTENANT (C/2nd Lt – MITCHELL AWARD).
SUGGESTED STRESS LEVEL:
HIGH Stress Level. This officer needs to be fully functional in high-pressure
environments.
2.14
CADET FIRST LIEUTENANT (C/1st Lt – ACHIEVEMENTS 9 & 10).
SUGGESTED STRESS LEVEL:
HIGH Stress Level. This officer needs to be fully functional in high-pressure
environments.
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SQ179 OI 50-2
2.15
CADET CAPTAIN (C/Capt – ACHIEVEMENT 11 & EARHART AWARD).
SUGGESTED STRESS LEVEL:
VERY HIGH Stress Level. This officer should be able to function well under
immense pressure.
2.16
CADET MAJOR (C/Maj – ACHIEVEMENTS 12, 13, & 14).
SUGGESTED STRESS LEVEL:
VERY HIGH Stress Level. This officer should be able to function well under
immense pressure.
2.17
CADET LIEUTENANT COLONEL (C/LtCol – ACHIEVEMENTS 15 & 16, &
EAKER AWARD).
SUGGESTED STRESS LEVEL:
VERY HIGH Stress Level. This officer should be able to function very well
under immense pressure and time constraints.
2.18
CADET COLONEL (C/Col – SPAATZ AWARD).
There is no Promotion Review Board for this promotion.
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SQ179 OI 50-2
CHAPTER 3
REVISIONS
3.1
REVISIONS. Revisions to this document will be made only after review by a
committee comprised of the Leadership Officer, Aerospace Education Officer, and Cadet
Commander. Since the PRB is an important step in the promotion of a cadet, the committee
must look at any proposed revisions to this Operating Instruction with an eye towards its clarity,
suitability, and fairness. The committee may return a proposed revision to the author if it does
not meet these conditions, or they may forward it and their recommendation to the Squadron
Commander for adjudication. The committee’s final recommendation of approval/disapproval
will be submitted, along with the final draft of the proposed revision, to the Squadron
Commander.
Official
Robert Sakamoto, 1LT, CAP
Commander
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HEADQUARTERS
CIVIL AIR PATROL
PUEBLO EAGLES CADET SQUADRON 179
UNITED STATES AIR FORCE AUXILIARY
Promotion Review Board Evaluation Sheet
Name of Interviewee:
I.
Date:
Personal History & Testing Scores
a.
Present Rank:
b.
CAPID:
c.
Age:
d.
School Grade:
e.
f.
g.
h.
AE Exam Score:
Leadership Exam Score:
CPFT: Pass Fail (Circle one)
Moral Leadership Date:
Date of Last Promotion:
Scores Verified by Testing or Personnel Officer:
Signature
II.
III.
IV.
Formal Training Completed
a.
BCS:
b.
ATS:
c.
DCS:
d.
NCOS:
e.
SNCOA:
f.
g.
COBC/PRCLS:
Encampment:
Location:
Other:
h.
Interview
a.
Uniform
b.
Bearing
c.
General Knowledge
d.
Job Knowledge / Performance
e.
Customs & Courtesies
f.
Attendance
1
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1
1
1
1
2
2
2
2
2
2
3
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3
3
3
3
4
4
4
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4
5
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10
10
10
10
10
10
Results & Recommendations
Overall Average Rating:
Recommendation:
Pass / Fail
Promote / Do Not Promote
(Circle One)
(Circle One)
Comments / Suggestions:
PRB Chairperson
SQ179 Form 8, 1 October 2008)
Interviewee
Commander
CADET PROGRESSION EVALUATION
LAST NAME, FIRST NAME, MIDDLE INITIAL
CAP GRADE
CURRENT LEADERSHIP POSITION HELD
REASON FOR EVALUATION
PROMOTION REVIEW
ACHIEVEMENT #
EVALUATION INCLUSIVE DATES
PERIODIC REVIEW
SEE INCLUSIVE DATES
ACTIVITY GENERATED
FROM
TO
ACTIVITY NAME:
INSTRUCTIONS: Completion of a Cadet Progress Evaluation (CPE) is MANDATORY for each cadet before the completion of each
Phase (more often if the squadron commander desires). Evaluators will be senior members or cadet of a higher grade than the c adet
being evaluated. The evaluators will be designated by the squadron commander in advance. CPE is OPTIONAL at the completion of
National/Region/Wing/local activities (forward a copy to cadet's squadron commander within 45 days of activity end). Place an "X" to
indicate evaluation of performance in each category using the key below. Base evaluations on the requirements of the cadet's current
Phase or activity. Rate cadets against other cadets of the same Phase, age or position. Make remarks as appropriate. It is
MANDATORY to review this evaluation with the cadet. An unsatisfactory in any category requires a reevaluation within 30 days and
correction to at least SATISFACTORY. Disagreements with ratings may be appealed to the squadron (or activity) commander whose
decision is final. After the squadron (or activity) commander signs the form, the form is placed in the cadet's personnel file. The
deputy commander for cadets may sign for the squadron commander.
O = OUTSTANDING: Performance is carried out in a far superior manner; the cadet is of exceptional merit.
E = EXCELLENT: Exceeds standards; performance carried out in a superior manner.
S = SATISFACTORY: Meets the training standards, satisfactory performance relatively free of deficiencies.
M = MARGINAL: Performance does not meet some standards; deficiencies exist that need improvement.
U = UNSATISFACTORY: Definitely has failed to meet the requirements; needs immediate improvement.
MILITARY CHARACTERISTICS
APPEARANCE (Uniform neat, clean, and properly worn; clean shaven; hair IAW CAPM 39-1; shoes shined)
O E S M U
Remarks:
MILITARY BEARING (Respects CAP customs and traditions; uses good manners; participates properly in drill
and ceremonies)
Remarks:
O E S M U
LEADERSHIP
ATTITUDE TOWARD TRAINING (Understands his/her leadership role; takes duties seriously; attentive; does
his/her best to improve; respects authority; follows leadership of others)
O E S M U
Remarks:
INTERPERSONAL SKILLS (Has respect and support of peers, subordinates & supervisors; leads instead of
drives; cooperates; makes his/her ideas clear to others; works will with others)
Remarks:
SENSE OF RESPONSIBILITY (Dependable, prompt, accurate, and thorough; uses good judgment and
common sense; accepts personal responsibility)
Remarks:
O E S M U
O E S M U
PERSONAL TRAITS
INTEGRITY (Adheres to high moral standards; is reliable, honest, trustworthy, loyal, courageous)
O E S M U
Remarks:
ENTHUSIASM (Has intense interest in task at hand; is cheerful & optimistic; is willing to perform a job)
O E S M U
Remarks:
SELF-CONFIDENCE (Has self-assurance based on genuine knowledge and ability; makes sound decisions;
decisive)
Remarks:
INITIATIVE (Performs duties with a minimum of instruction; thinks independently; is resourceful; possesses
drive)
Remarks:
CAP FORM 50 DEC 98 PREVIOUS EDITIONS WILL NOT BE USED.
O E S M U
O E S M U
OVERALL EVALUATION (Be factual and specific. Prepare comments below which will increase the objectivity
of the rating)
O E S M U
ADDITIONAL POSITIVE FEEDBACK
AREAS THAT MAY REQUIRE IMPROVEMENT
List the positions the cadet has held during this period:
List the CAP activities in which the cadet has participated during this rating period:
This evaluation will be used as part of a promotion review for the achievement number:
PROMOTION RECOMMENDATION:
PROMOTE
NOT READY AT THIS TIME
This evaluation will be used as part of a Civil Air Patrol activity:
ACTIVITY COMPLETION:
PASSED
DID NOT PASS
SIGNATURES
SIGNATURE
DATE
NAME & GRADE OF EVALUATED CADET (PRINTED)
SIGNATURE
DATE
NAME & GRADE OF APPROVING COMMANDER (PRINTED)
SIGNATURE
DATE
NAME & GRADE OF EVALUATOR (PRINTED)
CAP FORM 50 DEC 98 (Reverse)
SQ179 OI 50-2
Squadron Emblem
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