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Produced by theStrategic Review Working GroupUnder the Office ofCommodore GARY A R BESTChief of StaffGuyana Defence Force

Strategic Review Working Group, November 2010RESTRICTED

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Career Development PlanGuyana Defence Force


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About the Cover:- Vertical strip of emblems representing some of the units of the Guyana Defence Force- Symbol representing the authority of the Guyana Defence Force

Original title: Career Development Plan Guyana Defence ForceAuthor: Strategic Review Working Group Guyana Defence Force

Copyright 2011.

All rights reserved.

No part of this book may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, without the prior permission of the author.


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ContentsABBREVIATIONS ............................................................................................1FOREWORD......................................................................................................3CAREER DEVELOPMENT PLAN ................................................................7GENERAL ..........................................................................................................7RESPONSIBILITY ............................................................................................7SPECIALISATION ............................................................................................8GENERIC OFFICER (MILITARY) TRAINING FLOW ...........................13CHANGING SPECIALTY ..............................................................................14DIRECT POSTING TO UNITS .....................................................................15MAXIMUM LIMIT OF SPECIALISED TRAINING ................................17GRADING BOARDS.......................................................................................17DEVELOPMENT TRAINING .......................................................................17ACADEMIC EDUCATION ............................................................................18STUDY LEAVE - UNIVERSITY OF GUYANA AND OTHER ACADEMIC INSTITUTIONS ........................................................19INTERNATIONAL SCHOLARSHIPS .........................................................21PENALTY FOR FAILURE AT EXTERNAL INSTITUTIONS .................21UNIVERSITY OF GUYANA - SPECIFIC GUIDELINES FOR FAILURE ................................................................................................21DIPLOMA - RECORDING ONE COURSE FAILURE ..............................23DIPLOMA - RECORDING TWO OR MORE COURSES FAILURE ......24DEGREE - RECORDING ONE COURSE FAILURE ................................25DEGREE - RECORDING TWO OR MORE COURSES FAILURE .........28TRAINING DERIVATIVE LICENCES (TDL) ............................................32RETURN OF SERVICE/CONTRACT ..........................................................33RECRUITMENT OF SKILLED CIVILIAN PERSONNEL .......................34PROMOTIONAL EXAMINATIONS ............................................................35INDIVIDUAL OFFICER TRAINING (IOT) ................................................36STATECRAFT PARTNERSHIP TRAINING ...............................................37SELECTION FOR TRAINING ....................................................................37SERGEANT ACADEMY ................................................................................38APPOINTMENTS ...........................................................................................38INTERVIEWS ..................................................................................................39SPECIAL INTERVIEWS ..............................................................................39DISCIPLINE ...................................................................................................40ALLOWANCES ..............................................................................................40REMOVAL FROM RANK OR APPOINTMENT OF NON COMMISSIONED OFFICERS ............................................................44


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TRANSFERS AND POSTINGS .....................................................................45CRITERIA FOR REGULAR OFFICERS’ PROMOTION ........................46LEGAL STANDARDS .....................................................................................47QUALITATIVE ASSESSMENT ....................................................................49SERVICE QUALIFICATION ........................................................................52MILITARY QUALIFICATION .....................................................................52VACANCY AT THE TIME .............................................................................54POSITIVE ANNUAL CONFIDENTIAL REPORT .....................................54OTHER GUIDELINES ...................................................................................54PERMANENT SUPERSESSION ...................................................................56PREPARATION OF ANNUAL CONFIDENTIAL REPORTS ...................56PERSONAL FILES .........................................................................................58PROMOTION SEQUENCE ...........................................................................60COMMISSIONS BOARD ...............................................................................61PROMOTIONS BOARD ................................................................................61PROMOTION ..................................................................................................61SENIORITY AND PRECEDENCE ...............................................................62STATUTORY APPOINTMENT BY SENIORITY .......................................63OUTSTANDING DISCIPLINARY MATTERS............................................63TIME SERVED ................................................................................................63LOSS OF SENIORITY IN RANK .................................................................64LOSS OF SENIORITY IN APPOINTMENT ...............................................65SPECIAL CONSIDERATION .......................................................................66RE-ENGAGEMENT .......................................................................................66PROMOTION EXAMINATION .................................................................68CRITERIA FOR RESERVE Officers’ PROMOTION ................................69LEGAL STANDARDS .....................................................................................69QUALITATIVE ASSESSMENT ....................................................................72SERVICE QUALIFICATION ........................................................................73ENTRANCE STANDARDS - RESERVES ....................................................74MILITARY TRAINING ..................................................................................74PREPARATION OF ANNUAL CONFIDENTIAL REPORTS ...................75PERSONAL FILES .........................................................................................80PROMOTION PROCEDURE ........................................................................80COMMISSIONS BOARD ...............................................................................80PROMOTIONS BOARD ................................................................................80PROMOTION ..................................................................................................81SENIORITY AND PRECEDENCE ...............................................................82OUTSTANDING DISCIPLINARY MATTERS............................................83TIME SERVED ..........................................................................83LOSS OF SENIORITY IN RANK .................................................................83


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LOSS OF SENIORITY IN APPOINTMENT ...............................................84CRITERIA FOR OTHER RANK PROMOTION (REGULAR) ................85QUALITATIVE STANDARD .........................................................................85SERVICE QUALIFICATION ........................................................................85PROMOTIONAL PROCEDURES ................................................................86SPECIAL CONSIDERATION .......................................................................87PREPARATION OF ANNUAL PERFORMANCE REPORTS ..................87PROMOTION EXAMINATION ...................................................................88PROMOTION BOARD - OTHER RANKS (REGULAR) ..........................89PROMOTION ..................................................................................................89PERSONAL FILES .........................................................................................90OTHER GUIDELINES ...................................................................................92CRITERIA FOR OTHER RANKS PROMOTION (RESERVE) ..............93PROMOTION BOARD...................................................................................94PROMOTIONAL PROCEDURES ................................................................94PREPARATION OF ANNUAL PERFORMANCE REPORTS ..................95PROMOTION EXAMINATION ...................................................................95PROMOTION ..................................................................................................95SPECIAL CASES.............................................................................................96DISQUALIFICATION ....................................................................................97OTHER GUIDELINES ...................................................................................97PERSONAL FILES .........................................................................................98TRAINING .......................................................................................................98CIVILIAN EMPLOYMENT AND CONTRACT PROCEDURES ............99CIVILIAN EMPLOYMENT ..........................................................................99CONCLUSION ..............................................................................................100


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ABBREVIATIONS

ACCT Annual Camp Centralised TrainingACR Annual Confidential ReportMCE Military Certificate of EducationAEP Academic Education ProgrammeAPR Annual Performance Report

ASA Appropriate Superior AuthorityAv Engr Aviation EngineerAv Tech Aviation TechnicianBMI Body Mass IndexCRG Career Review GroupCft Comd Craft CommanderCiv Engr Civil EngineerComp Tech Computer technicianDnt Tech Dental TechnicianDMCS Duty Military Core SpecialtyEngr WK Engineers Watch Keeper

FIP Force Interview PanelFSB Force Specialisation Board

FSJAAR Force Summary Jurisdiction and Administrative Action Regulations

FPB Force Promotion BoardFQS Force Qualitative StandardHST and MST High and Medium Skills Transfer(HCS) High Class SpecialistInfM InfantrymanIT Tech Information Technology TechnicianIOT Individual Officer TrainingLST Low Skills TransferIRT Individual Readiness TestLab Tech Laboratory TechnicianLCS Low Class Specialist andMCS Military Core SpecialtyME Mechanical EngineerMrn Engr Marine Engineer

MST Medium Skill TransferMT Marine TechnicianMrn Nvg Marine Navigator NWK Navigation Watch KeeperOb Opr Outboard Operator


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Ob Tech Outboard TechnicianOJT On the Job Training

OPB Officers Promotion Board OPE Officers Promotion Examination

PC Platoon CommanderPl SGT Platoon Sergeant

QUART Quarterly Readiness TestROCT Reserve Officer Cadet TrainingRSOT Reserve Specialist Officer TrainingROAT Reserve Officer Advance TrainingRRTC Regional Reserves Training CentreRTU Returned To UnitSect Comd Section CommanderSigO Signal OfficerSig Tech Signal TechnicianTel Tech Telephone TechnicianTFORS Training For Role SkillsTVET Technical Vocational and Education TrainingTDL Training Derivative Licence

URB Unit Review Board


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FOREWORD

The Guyana Defence Force has now found it necessary to document its Career Development Plan for its Officers and Other Ranks . This need was highlighted as a requirement in the just concluded organisational analysis under the chair of the strategic review working group. It is part of the re-engineering process of the Force and a direct product of that process. It applies to our regulars, reserves and civilians as necessary.

Not only would a clear documented career plan contribute to better management of our Officers and Other Ranks but it will also contribute to a certain degree of career certainty for them. Such certainty, will inevitably result in lifting the awareness and morale of our ranks. Career development plans for the Officers and Other Ranks will be managed centrally by the AQ branch for compliance and at the unit level for primary implementation. It means that commanders at all levels must be knowledgeable of the plan and guide the careers of their subordinates in accordance with it. I expect strict compliance checks and actions at the level of DHQ and the AQ branch. In other words, the AQ branch must not allow an Officer and Other Rank to be in contradiction to the plan either, at the instance of the unit commander, or the AQ branch itself.

A key feature of the plan is its openness. This means that Officers and Other Ranks can follow their careers and also anticipate their career paths. Indeed, this will place a premium on good conduct throughout the career management structure. The career development plan managers are the commanders at all levels in the Force. You have a duty to manage the career of your subordinates.

The Force has now defined and explained what it means by specialisation and the Military Core Specialties ( MCS) of our Officers and Other Ranks have also been defined. You will find that these terms will be used interchangeably. Officers and Other Ranks throughout the Force practice different types of skills. This plan recognizes and acknowledges those skills. Today we must recognize the “infantryman” or the “infanteer”, much the same way we recognised over the years the “pilot” or the “marine engineer” as a critical skill. The plan shows clearly a generic Officer and Other Ranks training flow. It means Officers and Other Ranks can look at this generic training flow and get a clear idea on what type of training will be provided to him/her and when it will be provided.

A important characteristic of this plan is its stricture on whimsical changing of career paths. Not only is this a time consuming task but it is also very expensive. The plan speaks to the special circumstances in which career paths can change- in other words the special circumstances in which a rank can change his /her MCS. It also clearly spells out the consequences of such a change. In all instances, a change will inevitably


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result in a slower rank growth of the rank in his /her new MCS and, it may also exclude pecuniary benefits attached to the old specialty/MCS. There are, however, circumstances in which Officers and Other Ranks will retain pecuniary benefits even as they move into new MCSs.

The Force has established maximum limits on specialised training in order to balance the training dollar and provide more equity in its distribution throughout the Force. Training and by extension MCS must be role related for it to function. An interesting example would be the case of a grade 3 driver who has, under his belt, a pass at the section commander’s course. The question that arises would be when that rank becomes eligible for promotion consideration. A Force promotion Board thinking in pre re-engineering terms may cause that rank to be promoted to an acting sergeant. He/she however, will not function as a platoon sergeant but may rather continue as a driver. The flaw in this process is clear. There was no application of the rank’s MCS to his promotional eligibility. With this career development plan the Board will be forced to do two things- one is to advise on a change of MCS and allow the rank to observe the waiting period or arrange for his current MCS supervisor to arrange for him/her to be practically graded, if no course was available, or simply order the rank to do the qualifying course relevant to the particular MCS- in this case the grade 2 driving course. This process will hold for all other areas in the Force. Commanders must observe this process and desist from trying to promote a rank who has been mismanaged. The Officer and Other Rank in question must be assessed by the competent authority and his/her MCS and attendant benefits and burdens determined to the satisfaction of the Force. The immediate forgoing emphasizes the importance of regular sitting of our grading boards which form a key feature of this plan. All these matters shape and influence our careers.

Academic training will be provided at all levels in order to compliment military training. We will engage all the relevant academic institutions available for our students to attend. However, one has to earn this opportunity. Further, one has to perform adequately to continue in that scholarship. An Officer and Other Rank who fails to complete his /her academic studies in the time given will be withdrawn without any further opportunity given by the Force. Our Officers and Other Ranks must realize that there is a cost to everything that we do in the Force. Once you fail you will repay that cost to the Force. In order to achieve this objective study leave will be granted full time and part time. All training in the Force will attract a contract or return of service.

The Force needs literate Officers and Other Ranks. Too many of our Other Ranks are challenged academically. The academic education plan (AEP) is designed to provide our ranks with that compliment. Our military courses will now have an academic objective test at the end. Students will come before a panel to be so tested. This will


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be introduced from the section leaders course (SLC) upwards. The plan also directs that promotional examinations will be held right up to the level of major. These examinations will be primarily academically based commencing at the level of staff sergeant upwards,military knowledge will forrm part of the promotional assessment. For the Other Ranks the current level 1 to level 5 will also be used as their promotion exams.

Warrant Officers upwards to the ranks of major will have to write a separately designed examination. It is essential that all our members embrace education as promotion examinations will provide for a competitive and objective method of selecting our best Officers and Other Ranks for advancement. Staff papers will be written by warrant officers up to majors as a significant method of testing their research and writing skills.

Training is expensive. Officers and Other Ranks are trained by the Force to serve the Force. This is a primary duty of the Officer and Other Rank. The intellectual property acquired by the rank belongs to the Force, the ranks hold that property on trust until he/she serves out the contractual period. All licenses acquired by ranks using the resources of the Force also belong to the Force. Officers and Other Ranks of the Force are not allowed to use their licenses or other intellectual property to serve other organisations. It is a breach of contract to so do. However, the Force may in determined circumstance grant permission upon to so do.

The career of an officer or other rank may find him/ her serving outside the Force but in a government entity. This is statecraft partnership. The officer loses neither pay nor seniority and remains on the active staff listing. High performances outside the Force will count positively in enhancing the careers of seconded ranks and, in like manner, low performances will attract the necessary sanctions. I wish to be clear on this point. An officer or other rank may be required to serve outside the Force as part of his /her career development.

There are some significant changes that we found necessary to provide for a more objective method of assessing the Officers or Other Ranks. In fact, the officer or rank is part of the assessment process. He /she has an opportunity to self assess and also comment on his assessment by his superior. Its objectivity is further enhanced by making it mandatory for commanders to write their subordinates indicating to them what mission critical tasking they will be given for that year. The assessor now has an objective factor against which he will be assessed and, of course the rank being assessed is also aware of the parameters. Commanders must begin to prepare mission critical tasks early in order to issue them at the beginning of the year.

Our promotion procedure is clearly spelt out in the plan. In fact strong emphasis is now


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being placed on qualitative assessment. Promotion no longer stands solely on seniority. The procedure and various authorities ( legal and administrative) and boards relevant to promotion are clearly spelt out to give guidance and knowledge to all parties. The plan speaks to the issue of loss of seniority and the method used for the maintenance of the Force’s seniority listing of Officers and Other Ranks.

Career development is necessary! I believe this career development plan is most timely. I also believe it is easy to implement. The challenge is before us to change this Force for the better. Its success requires the full understanding and compliance by all commanders. The difference now, however, is that the subordinate now has a chance to track his/her career and keep his/her commander busy with it.

....................................Gary BestCommodoreChief of Staff


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CAREER DEVELOPMENT PLAN

GENERAL

1. An effective career development plan is essential for the sustained growth and development of Officers and Other Ranks and, consequently, organisational growth and maturity. The career development plan must be broadly communicated and understood so that the expectations of all members of the Force can be properly managed. Every Officer and Other Rank must have a clear understanding of the direction in which each career points, the mechanisms for changing, redirecting or reversing course and, where necessary, the requirements for maintaining direction, building professional competence and specialisation.

2. Career development in the GDF allows for the intertwining of organisational growth and succession planning at all levels and the corresponding growth and development of Officers and Other Ranks. While an efficient career management system is based on the interlocking of key administrative standards, suitability and efficiency will be key determinants affecting promotions, postings, attendance on training courses and ultimately career advancement.

RESPONSIBILITY

3. Unfortunately, the administrative branch of the Force does not, at this time sustain a career management component staffed by professional career managers, however, this structure will have to be maintained over the short to medium term. At the level of the Force Headquarters, the Staff Officer 1 General 1 advises on personnel policies and career development. The G1 Branch currently identifies and informs the Units of the Force on the eligibility of Officers and SNCOs for certain training courses such as SCSC, JCSC and SLC. However, the identification of these Officers and SNCOs for all arms training is merely based on seniority and does not reflect their suitability for advanced training beyond these levels.

4. As a result of deficiencies in the G1 Branch, many career management tasks are performed by commanders at all levels who engage in coaching, mentoring and counseling. Line commanders are ultimately responsible for recommending subordinate Officers and Other Ranks for posting, promotion and training. While central management through the G1 Branch is the ideal model allowing for greater transparency, impartiality and performance based decision-making, the present system of reliance on line commanders will have to be maintained until sufficient capacity can be built into the G1 Branch. However, the G1 Branch will now be required to play a greater role in “posting” decisions in the Force.


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SPECIALISATION

5. The Force now embraces training based on occupational specialty. Military Core Specialty (MCS) merely refers to a field of study or skill in which an Officer or Other Rank, specializes. The Officer and Other Rank must possess the qualification or proficiency to perform a specific job at a particular level of competence. By refocusing on specialised training the Force would be better positioned to assess and measure growth in the individual Officer and Other Rank. Specialisation also guarantees relative permanence of tenure which in turn can positively affect the growth and development of the Sub-Unit and Unit. Notwithstanding the above, an Officer or Other Rank may be invested with multiple skills as in the case of our Special Forces troops.

6. Every area of the Force requires a given degree of specialty for the Officer and Other Rank to be deemed proficient. Proper career selection based on the Force’s need, individual preference, suitability, qualification and balance should guide the initial decision to post a newly trained Officer or Other Rank to a particular Unit. The selection process involves the SO1 G1, SO1 G3 and SO 1 G5 in concert with CO Training Corps or a designated training Officer with the SO 1 G 1 as the primary Officer. Selection of personnel will be done two months into the training on the Basic Recruit Course (BRC) and nine months on the Standard Officers’ Course (SOC).

7. These appointees will form the Force Specialisation Board (FSB). After an Officer or Other Rank is posted to a Unit, it is the responsibility of the Unit commander to ensure that the Officer or Other Rank receives progressive training in their areas of specialty. In the case of the Officer, he/she will be trained up to the point where he/she can efficiently serve in the Unit before he/she is moved into another area of the Force consistent with individual development. This apart, the Force will have among its members other specialists such as Lawyers, Doctors and Psychiatrists.

8. Officers and Other Ranks will fall into three skill categories; High Skill Transfer (HST), Medium Skill Transfer (MST), and Low Skill Transfer (LST). The HST category comprises persons such as Lawyers, Doctors, Pilots etc, the MST comprises Mechanical Engineers, Electrical Engineers and the

By refocusing on specialised training the Force would be better positioned to assess and measure growth in the individual Officer and Other Rank. Specialisation also guarantees relative permanence of tenure which in turn can positively affect the growth and development of the Sub-Unit and Unit.

Officers and Other Ranks will fall into three skill categories; High Skill Transfer (HST), Medium Skill Transfer (MST), and Low Skill Transfer (LST).


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LST includes Infanteers, Signallers, Drivers etc. An Officer or Other Rank who falls into the HST and MST categories is unlikely to be transitioned to other areas except at a high level within the Force or where there is limited growth potential such as ITD

Infantry Battalion Commander (IBC) Infantry Company Commander (ICC) Infantry Platoon Commander (IPC) Infantry Operations Officer (IOO) Infantry Intelligence Officer (IIO) Infantry Logistics Officer (ILO) *Infantry Training Officer (ITO) Infantry Signal Officer (ISO) *Infantry Officer Level 1, 2, 3

Infantryman Grade 1, 2, 3 Gunner

Artillery Commander Gun Commander Cannon Commander AA Commander

Master Gunner Gunner

Records SNCO Records JNCO Senior Administrative Professional (SAP) Junior Administrative Professional (JAP)

Senior Operations Specialist (SOpS) Junior Operations Specialist (JOpS) Operations Officer (OpO) Training Officer (TrgO) Operations Analyst (OpA) Training Analyst (TrgA)

Operations SNCOs Operations JNCOs

Force Accounting Officer Senior Finance Staff Officer (SFSO) Junior Finance Staff Officer (JFSO) Transport Officer (TptO) Sub Program Manager (SubPM) Project Manager (ProjM) Project Execution Officer (ProjEM) Budget Officer (BgtO) Auditor

Finance Clerks (FinC) – Grade 1, 2 and 3 Pay Master (PM) – Grade 1,2 and 3

INFANTRY

ARTILLERY

G1 BRANCH

G2 BRANCH

G3 BRANCH

G4 BRANCH

Intelligence Officer (IO) Military Police Officer (MPO) Intelligence Analyst (IntA) Cartographer

Intelligence Analyst (IntA) Senior Investigator (SIv) Junior Investigator (JIv) Intelligence SNCO (Int SNCO) Intelligence JNCO (Int JNCO) Crime Scene Analyst (CSA) Crime Scene Photographer (CSP) Military Policeman (MP) Signal Intelligence Specialist (SIC) Intelligence Operations Specialist (IOP) Finger Print Specialist (FPS) Counter Intelligence Analyst (CIntA)

Human Resource Specialist (HRS) Welfare Officer (WFO) Counselor Psychiatrist

OFFICERS’ AND OTHER RANKS’ MILITARY CORE SPECIALTIES


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OFFICERS’ AND OTHER RANKS’ MILITARY CORE SPECIALTIES (CONT’D)

Civil Affairs Specialist (CAS) Public Affairs Specialist (PAS) Material Production Specialist (MPS) Education Officer (EdO) Journalist

Photographer Graphic Artists Videographer Librarian Archivist Curators Administrative Professional

Network Administrator (NAdmin) IT Specialist (ITSpec) Software Specialist (SWSpec) Programmers (Prgr) Project Managers (PMgr) Database Administrator (DBAdmin) Signal Officer (SigO) Technical Officer (TechO)

Radio Technician (RTech) Signal Technician (SigTech) Signaler (Sigr) Switchboard Operator (SWBOpr) Television Technician (TVTech) Telephone Technician(TelTech) Computer Technician (CompTech) Database Technician (DBTech) IT Technician (ITTech) Electronics Technician (ETech) Computer Clerk (CompC)

Veteran Administrator (VAdmin) Auditors Training Specialist (TrgSpec) Logistician Researcher Doctrinal Analyst Research & Development Specialist (R&D Spec) Audit & Inspection Specialist (A&D Spec)

Administrative Professional (AP) Audit Clerk (AudC) Logistic Clerk (LogC) Research Assistant

Field Engineer Officer (FEgrO) Electrical Engineer Officer (ElectEgrO)

Mechanical Engineer Officer (MechEgrO) Civil Engineer Officer (CvEgrO)

Surveyor (Svyr) Quantity Surveyor (QntSvry)

Architect Project Managers (PMgr)

Site Managers Driver Mechanic Pioneer Electrician Machinist Plumber Welder Fabricator Mason Welder Carpenter EOD Specialist Joiner Painter

G5 BRANCH

G6 BRANCH

G7 BRANCH

4 ENGR BN


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Logistic Officer (LogO) Procurement Officer (PcmtO) Supplies Officer (SupO) Ammunition Specialist (AmmSpec) Weapon Specialist Officer (WSO) Motor Transport Officer (MTO) Repairs and Servicing Officer (RSO) Bond Manager

Store Keeper Procurement Clerk Ammunition Technician (AmmTech) Armourer Tailor Caterer Chef Mess Stewart

Airframe and Engine Engineer (AEE) Avionic Engineer (AvE) Pilot

Aviation Fuel Technician (AvFTech) Airframe and Engine Technician (AETech) Technical Storeman Technical Records Operations Supervisor (OpsSpv)Aircraft Loader

Agriculturist

Agriculturist

Master Musician (MsM)

Musical Librarian (MLib) Instrument Technician Pan Tuner Drum Major Instrumentalist (all categories)

Navigator Senior Craft Commander (SCComd) Craft Commander (CftComd) Trainee Craft Commander Naval Intelligence Officer (NIO) Marine Engineer (ME) Trainee Engineer Engineer Watchkeeping (EW) Foreign Going Second Class Engineer (FGSCE) Communication Officer (CommO)

Diver Able Body Seaman (ABS) Leading Seaman (LS) Boatswain Mate

Electronic Technician

Welder Technician

Marine Mechanic

Patrol Craft Technician

Radio Technician

5 SSB

AIR CORPS

AGRI CORPS

BAND CORPS

COAST GUARD


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Special Force Qualified (SFQ) Free Fall Jump Master Jungle Warfare Specialist (JWS)

Sniper Free Fall Jump Master (JM) Skill at Arms Specialist (SAAS) Medical Specialist Computer Specialist Engineer Specialist Outboard Technician Power Saw Technician Fitter Mechanic Parachute Maintenance Specialist (PMS) Accounts Clerk

Business Manager (BMgr) Project Manager (PMgr)

Accountant Account Supervisor Assistant Accountant Loan Clerk Account Clerk Loan Supervisor

Doctor Dentist Physiotherapist Radiographer Medical Technologist (MedTech) Pharmacist

Dental Assistant Pharmacy Assistant Community Dental Therapist (CommDT) Xray Technician Lab Technician Plebotamist Registered Nurse Midwife Medical Assistant Theatre Nurse Anesthesia Nurse Audiological Technician (AudTech)

Senior Instructor (SI) Principal Instructor (PI)

Instructor (Instr) Assistant Instructor (AI) Syndicate Instructor (SynI)

Legal Officer (Leg O) Legal Assistant (leg Asst) Judge’s Advocate

Court Recorder Specialist (CRS) Court Clerk

SPECIAL FORCES

COOPS DEPT

MED CORPS

TRG CORPS

Intelligence Analyst (IntA) Senior

LSD


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and Signals. Notwithstanding the above, Officers trained in specific areas must spend maximum service time possible in that area of specialty. Arguably, there will always be need for multi-dimensional ranks in many Units such as the Special Forces. In cases where an Officer or Other Rank has more than one specialty, the Duty Military Core Specialty (DMCS) would refer to the current job he/she was performing e.g. a signaler who was an infantryman. However, in order to retain more than one specialty the Officer or Other Rank would have to re-qualify periodically in keeping with the established standards.

GENERIC OFFICER (MILITARY) TRAINING FLOW

Foreign Staff College


*3

SCSC

College

SpecialistTrg

SpecialistTrg

SpecialistTrg

SpecialistT

JCSC

SpecialistTrg

SpecialistTrg Trg

JWC

TrgTrg

*2

PCC

UnitsUnits Units

SOC

PCC*1


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*1 Officers identified for Highly Specialised Units (Coast Guard and Air Corps) will only complete the Range Management modules.

*2 Special selectees to attend JWC.

*3 Top 20 % will complete study at a Foreign Staff College.

9. After graduation from CUPOCS all Officers, except those posted to the highly specialised Units will complete the PCC and then the relevant specialised Unit training. Officers from specialised Units will complete the relevant modules of the PCC as determined by the DHQ.

10. At the Other Rank level all graduates from CJCMS will be posted to the various Units of the Force based on criteria previously established at paragraph 6. Each new rank on joining must complete the Unit’s induction course which is graded level 3 before he/she is considered properly qualified to function and be tasked for operational duty by that Unit.

11. Promotion courses for relevant specialized persons such as drivers will be the specialized course. In the event that no promotional specialised course is conducted, grading by a competent Board will be done to determine whether this rank can be upgraded. Failing this, an Other Rank within this category may qualify himself on all arms course and be promoted.

12. Unit and Sub-Unit commanders who assign ranks to duty without the successful completion of Grade 3 training would be held liable and culpable for their actions.

CHANGING SPECIALTY

13. An Other Rank may be allowed to change specialty on account of a medical condition or chronic disease that affects his/her ability to operate in certain high stress and physically demanding Units on the recommendation of the Commanding Officer and a thorough assessment conducted by the FMO. Where, an Other Rank fails to qualify at the Grade 3 level he or she may be allowed to switch to another specialty field. However, this discretion is only to be exercised on behalf of Defence Headquarters by the G1 in consultation with the G3 or G4 depending on Units involved and also on a recommendation from a Commanding Officer.


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14. The Force will not countenance – save in exceptional circumstances – Other Ranks attempting to change specialty after completing grade 3 specialist training. However, Other Ranks in the “Low Skills Transfer” (LST) category may be allowed to acquire a “new skill” while holding a rank of Corporal or below. Change in specialty will result in slower promotion and loss of previous benefits associated with the old specialty.

15. Specifically, an Officer or Other Rank who changes his/her specialty at any stage of his/her career would lose all benefits/allowances of his/her previous MCS. In such cases, the Officer or Other Rank will now be required to qualify in the new specialty at the lowest MCS level. Unit commanders are required to inform their subordinates of this process via recorded interviews.

DIRECT POSTING TO UNITS

16. The practice of passing all Officers and Other Ranks through the Infantry is discontinued and Officers and ranks will be introduced to operational duty in the Force through the perspective of their assigned Unit and after a period of orientation and qualification training.

Specifically, an Officer or Other Rank who changes his/her specialty at any stage of his/her career would lose all benefits/allowances of his/her previous MCS. In such cases, the Officer or Other Rank will now be required to qualify in the new specialty at the lowest MCS level.


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GENERIC OTHER RANKS (MILITARY) TRAINING FLOWGENERIC OTHER RANKS (MILITARY) TRAINING FLOW

DIC/SAADIC/SAA

Sergeant Major Academy Sergeant Major Academy

*1

*2

*1

*2

SLC (All Arms) SLC (All Arms)

*1

PSC Gd1 Course

Drill/SAA Drill/SAA

JLC (All Arms)

SCC Gd 2 Course

BIC

JLC (All Arms)

Gd 3 Course

JLC (All Arms)

OTHER SPECIALIST UNITSINFANTRY

BRC

OTHER SPECIALIST UNITSINFANTRY

* 1 Selected NCOs identified for grooming/appointment to CSM/RSM positions.

* 2 Top10 % will complete study at a Foreign Sergeant Major Academy.


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MAXIMUM LIMIT OF SPECIALISED TRAINING

17. Where an Officer or Other Rank maximises on the specialised training available within his/her Unit and there is room for such Officer and Other Rank to be promoted in rank, then such Officer and Other Rank shall be considered for promotion. Where, however, there is no room for promotion then such an Officer or Other Rank can request to be transferred to another Unit and be considered for promotion providing that such Officer or Other Rank satisfies the Unit’s qualification standards.

GRADING BOARDS

18. The constitution of Grading Boards by Units and Sub-Units may also be necessary as part of the Career Development training of Officers and Other Ranks. In the first instance all Officers and Other Ranks are to be graded annually to ensure the maintenance of standards and competency levels.

19. In the second instance, it is recognized that Units may be unable to conduct all the courses required in a training year to ensure the promotion of eligible Other Ranks, therefore, to ensure that no one is disadvantaged, grading will have to be done in order to determine a particular competency level. Other Ranks are required to appear before a Grading Board if the Unit did not conduct the required promotional course and or a desired level of training is not available at external institutions including overseas. Additionally, Officers and Other Ranks in specialist Units are required to be graded at the level of their respective specialty. DHQ must approve the composition of all boards which will sit in October to evaluate eligible Officers in the case of grade elevation only and, Other Ranks in the case of both grade elevation and promotion. See generic grading board standards at Annex A.

20. When an Officer or Other Rank is not graded such Officer or Other Rank can petition his/her Branch Head to intervene. If for some reason the Officer or Other Rank, in his/her own opinion, believes that his/her possibility to be graded will not be realised, then he/she can approach the Chief of Staff to intervene.

DEVELOPMENT TRAINING

21. All Officers and Other Ranks will be provided with opportunities for professional military education and academic education. However, training opportunities particularly overseas courses are usually limited while there is a finite sum allocated yearly for training. As a consequence,

Officers and Other Ranks will operate in a competitive environment where consistent high performance will undoubtedly be the tie breaker as there are many ranks competing for limited training slots.


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Officers and Other Ranks will operate in a competitive environment where consistent high performance will undoubtedly be the tie breaker as there are many ranks competing for limited training slots.

ACADEMIC EDUCATION

22. Academic education in the GDF is an integral component of the Force’s training doctrine and all ranks will be exposed to this type of training throughout their military careers.

23. At the OR level the following will apply:

a. Academic education will be modular in nature and will be delivered at every rank level parallel to military education. A certificate will be given on completion of every module.

b. Academic education will prepare ranks to successfully sit for the CXC. At the rank of Sergeant, one should have acquired CXC qualifications to make him/her eligible for entry to the University of Guyana and other tertiary institutions.

c. At the rank of WO2 one should acquire a diploma from the UG while at the rank of WO1 one should acquire a degree.

d. To make academic education fully accessible to all it will also be delivered via distance learning.

e. For those ranks unable to attain CXC passes, a Military Certificate of Education (MCE) which would have accreditation from the Ministry of Education will be issued.

24. At the Officer level, Officers may proceed to study at the University of Guyana in keeping with Unit specialisation. Outside of this, Officers at the rank of Captain will proceed to UG to complete diploma certification while those at the rank of Major and above will complete degree certification.

SELECTION FOR ACADEMIC TRAINING

25. Selection to attend University of Guyana and other tertiary institutions will be conducted through a process of interviews and recommendations by the Force Selection


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Board (FSB).

26. The FSB must ensure that a proper qualitative assessment is made of the potential candidate under the specific area of study which must be consistent with his/her academic qualifications.

27. All these factors will form the content of the contract for each student who will be selected to attend the University of Guyana or other tertiary institutions.

28. At the level of direct specialist service by the Officer to the Force, training, if done at the University of Guyana, will be at the Diploma level first in the rank of Second Lieutenant/Lieutenant and then at the Degree level in the rank of Captain.

STUDY LEAVE - UNIVERSITY OF GUYANA AND OTHER ACADEMIC INSTITUTIONS

29. The granting of study leave will be dependent on the academic programme being pursued. Where the programme requires attendance during the work day, an Officer or Other Rank will be granted full time study leave to attend. Where the programme requires attendance in the afternoons and beyond 1600 hours, the Officer or Other Rank may be granted part time study leave and therefore hold a regular appointment with all benefits in force.


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30. Officers and Other Ranks must be authorised by the Force to attend the University of Guyana and other tertiary educational institutions.

31. To be considered for attendance at the University of Guyana and other tertiary educational institutions, an Officer or Other Rank must turn it a positive ACR. Attendance at the University of Guyana and other tertiary educational institutions must be earned. One cannot be a poor leader/commander/supervisor/RSM and expect to be favorably considered.

32. The competition for the training dollar will always be great. However, at the tertiary level the Force would first academically train all Officers and Other Ranks who fall into the LST category, followed by Officers and Other Ranks in the MST category and finally Officers and Other Ranks in the HST category. This will create balance and fairness in training and confirm to positive defence resource management practices. Translated as an example, it means that the Infantry Officer or Other Rank has a first call on the tertiary or academic training dollar while an Air Corps pilot has the last call.

33. The Degree done by non-specialist Officers and Other Ranks must be one where the Officer or Other Rank can progress subsequently from Diploma to Degree. This will commence in the rank of Captain for University Diploma and Major for University Degree for Officers. For Other Ranks, this will commence in the rank of Staff Sergeant up to WO1. Where, however no such progression is possible due to the field of study chosen by the Officer or Other Rank, then a full Degree will be done by that Officer, in the rank of Major and not below.

34. Where an Officer chooses to attend University after 18 years of continuous military service then such Officer is free to select any area of study.

The competition for the training dollar will always be great. However, at the tertiary level the Force would first academically train all Officers and Other Ranks who fall into the LST category, followed by Officers and Other Ranks in the MST category and finally Officers and Other Ranks in the HST category.

Where an Officer chooses to attend University after 18 years of continuous military service then such Officer is free to select any area of study.


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INTERNATIONAL SCHOLARSHIPS

35. Officers and Other Ranks who are desirous of applying for international scholarships are to first seek approval in writing from the Chief of Staff through respective Branch Heads. The Chief of Staff, at his discretion, may direct that applicants appear before the FSB to determine applicability of area of study and whether it meets the strategic direction of the Force.

PENALTY FOR FAILURE AT EXTERNAL INSTITUTIONS

36. An Officer or Other Rank who fails to complete his or her academic programme within the institution’s programmed period will not be allowed any further time to complete that programme and will be Returned To Unit (RTU).

37. Failure at the University of Guyana or other tertiary institutions will definitely affect promotional opportunities. In other words, an Officer or Other Rank who was interviewed and selected for any course, whether military or academic, and subsequently failed to meet the standards of such course or become unsuccessful on completion of the course may have his eligibility for promotion deferred.

38. Also the defaulting Officer or Other Rank will be subjected to a special Defence Headquarters interview by the FSB to determine the conditions under which such failure may have occurred and suitability for continued sponsorship. The Board will also determine if the Officer or Other Rank who failed is liable to repay the cost for such course. The findings of the Board will be recorded and a copy placed in the personal file of the defaulting Officer or Other Rank and the necessary publication made in Force Orders.

UNIVERSITY OF GUYANA - SPECIFIC GUIDELINES FOR FAILURE

39. Attendance at the University of Guyana (UG) by Officers and Other Ranks of the Force will now be subjected to additional conditions specific to the failure of courses. These conditions will take effect for the academic year commencing 2010 and will be managed by the G1 Branch in collaboration with the Force Academic Board (FAB). The conditions outlined are separate but were referenced from those stipulated by the administration of UG and are articulated through years 1 to 2 for the Diploma programme and years 1 to 4 for the Degree Programme.


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40. Particular emphasis is placed on the student and the distinct processes required for him or her to follow through in the event that he or she fails in the first instance, one course and in the second, two or more courses. A failed course must be retaken in the next consecutive academic year with respect to year 1 of the Diploma programme and years 1, 2 and 3 of the Degree programme. Note, an Officer or Other Rank MUST secure a pass at the second sitting of any failed course else he or she will be withdrawn from continuing the programme. The conditions set out in the final year for each programme is to be noted as there are some additional procedures governing the student and his eligibility to continue academic training.

41. Any Officer or Other Rank who fails two or more courses in any academic year will be subjected to an interview by the FAB and will be withdrawn from continuing the programme subject to conditions for return. An Officer or Other Rank who has been withdrawn from UG will be required to repay the accumulated tuition cost expended by the Force for that specific year of failure.

42. The notification of a failed grade by the student is imperative and if this is not possible due to the unavailability of Grades by the UG Administration at the end of the semester concerned, then the student must communicate to the SO1 G5 within 24 hours of receipt of same when it is available. It is the responsibility of the student to ensure that failure of any course is promptly communicated in writing to the SO1 G5. A deliberate non-reporting of a failed grade could result in the withdrawal of the student from academic training.

43. SO1 G5 and the FAB are to record all information of interviews and decisions made, and place a copy in the Officer or Other Rank’s personal file. In the case of a withdrawal, the FAB is to ensure a Force publication is made depicting the withdrawal of the Officer or Other Rank from UG and the conditions of repayment. 44. Notwithstanding these conditions to ensure maximum academic benefits and guarantee a return of investment for the Force’s training dollar, Officers and Other Ranks are encouraged to assiduously work towards academic excellence and maintain the high academic image of the Force across the national landscape.


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45. The detailed conditions specific to the Diploma and Degree programmes with regard to one and two or more failures are outlined below:

Diploma Programme – RECORDING ONE COURSE FAILURE

First Academic YearThe following procedure will be observed:- The student is to inform the SO1 G5 in writing on the failed course

and request permission to retake same during the next academic year.

- The SO1 G5 will convene the FAB on receipt of a failure notice from the student.

- The student will appear before the FAB which will deliberate and issue the following directives to the student:

o Student must pay the cost for retaking the course and produce the receipt of payment to SO1 G5 prior the retaking of the course.

o Grant permission for the student to repeat the failed course during the next academic year.

o Grant approval based on the following guidelines if the student requests approval to retake the failed course in the August period immediately after the first academic year provided that the course is offered during this period by the UG Administration. The Force does not envisage the use of the service

of the student within the Force during the August period.

The student must have sufficient vacation/deferred leave which must be utilised to facilitate attendance during the August period.


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Second (Final) Academic YearAs a policy, the UG Administration offers Supplemental examinations in the case of failures in the final year of any particular programme. Note that not always a failed course is offered in the August period immediately following the final academic year and therefore students should not depend on this option.Students who fail one course in their final year are required to observe the following:- The student must notify the SO1 G5 on the failure of a course and

request to take the Supplemental examinations.- The SO1 G5 will convene the FAB on receipt of a failure notice

from the student.- The student will appear before the FAB which will deliberate and

issue the following directives to the student:o The student will be directed to write the Supplemental

examinations as prescribed by rules and regulations of the Administration of UG.

o The student will be directed to pay any cost relating to the Supplemental examinations.

Diploma Programme – RECORDING TWO OR MORE COURSES FAILURE

First Academic YearThe following procedure will be observed:

- The student is to inform the SO1 G5 in writing on the failed courses. - The SO1 G5 will convene the FAB on receipt of a failure notice


issue the following directives to the student:o The student will be informed that he or she will be withdrawn

from continuing the programme having failed to observe the academic standards set by the Force.


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o The student will be directed to repay the cost for the first year tuition of the programme.

o The student will be informed that his eligibility for attending external academic institution in the future will be possible but limited, and consideration will only be entertained after four years from the time of withdrawal.

Second (Final) Academic YearThe following procedure will be observed:





o The student will be directed to repay the cost for the second year tuition of the programme.

o The student will be informed that his eligibility for attending external academic institution in the future will be possible and consideration will only be entertained after two years from the time of withdrawal.

o The student will be informed that it is his or her responsibility to take the necessary leave of absence from UG, the approval of which must be submitted to SO1 G5.

Degree Programme – RECORDING ONE COURSE FAILURE

First Academic YearThe following procedure will be observed:- The student is to inform the SO1 G5 in writing on the failed course


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and request permission to retake same during the next (second) academic year. Students will be prohibited from retaking any failed course beyond the next consecutive academic year.




o Grant permission for the student to repeat the failed course during the next (second) academic year.

o Grant approval based on the following guidelines if the student requests approval to retake the failed course in the August period immediately after the first academic year provided that the course is offered during this period by the UG Administration. The Force does not envisage the use of the service



Second Academic YearThe following procedure will be observed:- The student is to inform the SO1 G5 in writing on the failed course

and request permission to retake same during the next (third) academic year. Students will be prohibited from retaking any failed course beyond the next consecutive academic year.




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o Grant permission for the student to repeat the failed course during the next (third) academic year.

o Grant approval based on the following guidelines if the student requests approval to retake the failed course in the August period immediately after the second academic year provided that the course is offered during this period by the UG Administration. The Force does not envisage the use of the service



Third Academic YearThe following procedure will be observed:- The student is to inform the SO1 G5 in writing on the failed course

and request permission to retake same during the next (fourth) academic year. Students will be prohibited from retaking any failed course beyond the next consecutive academic year.




o Grant permission for the student to repeat the failed course during the next (fourth) academic year.

o Grant approval based on the following guidelines if the


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student requests approval to retake the failed course in the August period immediately after the third academic year provided that the course is offered during this period by the UG Administration. The Force does not envisage the use of the service



Fourth (Final) Academic YearAs a policy, the UG Administration offers Supplemental examinations in the case of failures in the final year of any particular programme. Note that not always a failed course is offered in the August period immediately following the final academic year and therefore students should not depend on this option.Students who fail one course in their final year are required to observe the following:- The student must notify the SO1 G5 on the failure of a course and

request to take the Supplemental examinations.- The SO1 G5 will convene the FAB on receipt of a failure notice


issue the following directives to the student:o The student will be directed to write the Supplemental

examinations as prescribed by rules and regulations of the Administration of UG.

o The student will be directed to pay any cost relating to the Supplemental examinations.

Degree Programme – RECORDING TWO OR MORE COURSES FAILURE

First Academic YearThe following procedure will be observed:


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o The student will be directed to repay the cost for the first year tuition of the programme.

o The student will be informed that his eligibility for attending external academic institution in the future will be possible but limited, and consideration will only be entertained after four years from the time of withdrawal.

Second Academic YearThe following procedure will be observed:





o The student will be directed to repay the cost for the second year tuition of the programme.


o The student will be informed that it is his or her responsibility to take the necessary leave of absence from UG, the approval


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of which must be submitted to SO1 G5.

Third Academic YearThe following procedure will be observed:





o The student will be directed to repay the cost for the third year tuition of the programme.



Fourth (Final) Academic YearThe following procedure will be observed:





o The student will be directed to repay the cost for the fourth


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year tuition of the programme.o The student will be informed that his eligibility for attending

external academic institution in the future will be possible and consideration will only be entertained after two years from the time of withdrawal.



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TRAINING DERIVATIVE LICENCES (TDL)

46. All licences earned through training offered to Officers and Other Ranks are the property of the Force and not that of the Officer or Other Rank. These licences will be returned as property of the Officer or Other Rank after completion of the determined contractual period. Officers and Other Ranks with licenses derived from GDF training will hold these licences to operate the Force’s equipment and not those of other entities.

47. Using a GDF “paid for licence” to operate equipment of other entities is improper, contravenes training policy and is to cease immediately save and except specific approval is granted by the Chief of Staff. All such licences will now be held by the Force until the contractual period is completed.

Imagine one of our pilots being grounded for pilot error on a private sector aircraft. Who loses? The Force! Proprietary rights must be respected. These licences include:

a. Marine and Air Pilot Licencesb. Merchant Marine Licencesc. Marine and Air Engineer Licences

All contractual periods will be respected.


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RETURN OF SERVICE/CONTRACT

48. All training granted by the GDF to Officers and Other Ranks attract a period of return service or contract. For MST and LST the period of contractual service is determined by the length of the sponsored programme. For the HST the period of contractual service is determined by the cost of the Course. The FSB will apprise interviewees of return service contracts. During interviews for selection the G1/Human Resource Manager will be responsible for ensuring that all necessary contracts are signed.

49. All Officers and soldiers who are granted training scholarships at local external institutions and overseas that includes, but not limited to, the following areas:

a. Command and Staffb. Technical Educationc. Academic Educationd. Maritime Educatione. Aviation Educationf. Agricultural Education

shall require a fresh re-engagement period commencing from the date of approval for such training.

50. The re-engagement periods for the above areas are:

a. 4 years training programme – 9 years re-engagement inclusive of training yearsb. 3 years training programme – 9 years re-engagement inclusive of training yearsc. 2 years training programme – 6 years re-engagement inclusive of training yearsd. 1 year training programme – 3 years re-engagement inclusive of training yearse. Less than 1 year training programme - 3 years re-engagement inclusive of

training timef. Aviation Pilot – 9 years re-engagementg. Aviation Engineers – 9 years re-engagement

51. All persons subscribing to local internal training must re-engage. No local internal training course will attract a re-engagement period of more than three years.


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RECRUITMENT OF SKILLED CIVILIAN PERSONNEL

52. In order to attract graduates of skill areas in which the GDF is deficient, the Force will explore the possibility of employing university graduates in a trainee capacity and provide such a person with remuneration equivalent to that of a Captain. Areas of recruitment are focused on, but not limited to, civil engineering, mechanical engineering, electrical engineering as well as technical fields such as computer science, information technology, mathematics, statistics, operations research. After a period of no less than three (3) years of evaluation such persons may be offered a full appointment and receive the benefits of that appointment, including remuneration equivalent to that of a Major.

53. The programme would work as follows:

a. When a person is employed under this programme they will be batched with the most recently promoted acting Captains.b. As the Captains with whom the employee is batched receive salary increases, the employee (provided their services are retained based on their contract) will benefit from similar salary increases. c. Once the employee receives a full appointment they will be batched with most recently promoted acting Majors and receive all the benefits of their appointment and salary of a Major.d. As the Majors with whom the employee is batched receive salary increases, the employee (provided their services are retained based on their contract) will benefit from similar salary increases.

54. The maximum benefits which persons facilitated by this programme can enjoy is that of a substantive Major. Appointments which attract benefits above those received by a substantive Major may become available depending on the requirements of the Force.

55. In addition to attracting university graduates, the Force will also target graduates from technical institutes such as the Government Technical Institute (GTI). Persons with skills valuable to the Force such as surveying or persons with an ordinary technical diploma (OTD) will be considered. These persons would be batched with the most recently commissioned batch of second lieutenants. They will remain batched with these officers for the purposes of pay and benefits, unless they further their training/education in an area of interest to the Force, thereby becoming eligible for the previously mentioned programme. Promotion to the university graduates programme is ‘not automatic’ and interested persons must formally apply. Persons who are recruited to the Force under the technical graduates’ programme can receive maximum pay


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benefits equivalent to that of a substantive Captain.

56. Persons recruited for either the university graduates’ or the technical graduates’ programme would be encouraged to complete training leading to a reserve commission. Persons from the university graduates’ programme would be required to complete a Military Conversion Course (MCC) and would be commissioned as a Captain in the Reserve. While persons from the technical graduates’ programme would be required to complete the Reserve Officer Course (ROC) and would be commissioned as a second lieutenant in the Reserve.

57. Selection for either programme will be based on competitive grade point averages (GPAs) as well as other contributing factors. The Force will consider university graduates with GPAs of at least 2.5 and technical institute graduates with GPAs of at least 3.0 for the respective programmes.

PROMOTIONAL EXAMINATIONS

58. Promotion Exams will be conducted from Lieutenant to Captain and Captain to Major at al levels up to the rank of Major in the case of Officers and will be reflected in the Force Qualitative Standards (FQS) as a promotion requirement. Specifically, promotion examinations will be conducted to move from Lieutenant to acting Captain and from Captain to acting Major. At the Other Rank level the promotion examination will be the examination for the Academic Education Programme (AEP) along with the necessary professional military education required at the next rank level. Professional military education entails knowledge of various standing operating procedures (e.g. Security, Operations and Logistics etc), standing orders and other Force relevant material. Promotion from Private to Lance Corporal requires a pass at a promotion exam which comprises an academic component that is the same as Level 1 of the AEP and a professional military exam at the appropriate level. Promotion from Lance Corporal to Corporal requires a pass at a promotion exam which comprises an academic component that is the same as Level 2 of the AEP and a professional military exam at the appropriate level and promotion to Sergeant requires a pass at a promotion exam which comprises an academic component that is the same as Level 3 of the AEP

Specifically promotion examinations will be conducted for Officers to move from Lieutenant to acting Captain and from Captain to acting Major. At the Other Rank level the promotion examination will be the examination for the Academic Education Programme (AEP) along with the necessary professional military education required at the next rank level.


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and a professional military exam at the appropriate level. Promotion exams continue similarly up to the level of Warrant Officer Class 2. Ranks who already possess a pass at the CXC level in subject areas being tested by the promotion exam will be exempted from those subject areas for which they already have passes at the CXC level.

59. Specialist Officers will fill appropriate appointments according to the Force’s establishment. In some instances, these appointments will attain the highest level equivalent to the rank of Officer Commanding i.e. up to the rank of Major as in the case of ITD and Sig Dept. In such instances, upward mobility will necessitate the removal of the specialist Officer from his/her appointment as you will not normally find a Lieutenant Colonel as an Officer Commanding. The Force must then decide on how the services of such Officers can be best utilized in other appointments within the Force or outside the Force through secondments and other Statecraft partnerships. 60. Levels 1 to 5 of the AEP are the same as Forms 1 to 5 in the Secondary Education system in Guyana. The promotion exam can be done at any time and even before attainment of the rank but the Other Rank must satisfy all the other Force criteria before being considered eligible for promotion. If an Other Rank passes a promotion examination it means he has passed his AEP and if he passes his AEP then he does not have to write the promotion exam. He must do one of the two exams, not both.

61. This will definitely promote competition among all ranks. However, in the case of Other Ranks who are unable to pass Level 1 and 2, such ranks will be given an opportunity to acquire a skill under the Force’s Technical Vocational and Education Training (TVET) programme (See annex B). This will be offered only to ranks who have completed at least three (3) years of service to the Guyana Defence Force. The TVET programme will be conducted by the 4 Engineer Battalion of the Force and supported by the Agricultural Corps, Coast Guard and the G5 Branch.

INDIVIDUAL OFFICER TRAINING (IOT)

62. Every Warrant Officer (Class 1 and 2) and every Officer up to rank of Major is required to produce one staff paper per year based on a wide range of provided topics. Selected papers, considered well researched and presented, will be shared with the wider Force audience through publication in the Green and Scarlet Beret journals. The papers will be no less than fifteen hundred (1500) words. Officers attending University

The promotion exam can be done at any time and even before attainment of the rank but the Other Rank must satisfy all the other Force criteria before being considered eligible for promotion.


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and overseas courses are not exempted. A special award will be given to the best paper in the category of: Warrant Officer, Subaltern, Captain and Major. It will be known as the Chief of Staff’s prize for best staff paper.

63. Officers, Warrant Officers and Non-Commissioned Officers (NCO) will debate each other on subjects of general interest and deliver lectures/briefs at organised sessions. These are, but some principal activities designed to provide the Officer, Warrant Officer and NCO with the tools to develop analytical and decision making skills. There will be other organised training sessions dedicated to developing individual skills.

STATECRAFT PARTNERSHIP TRAINING

64. Statecraft partnership training will be of two types: On the Job Training (OJT) and Secondment. OJT will involve the attachment of Officers and Other Ranks to selected government ministries and agencies to undergo training in a number of skill areas that would enable an effective response to certain national emergencies. This reservoir of trained personnel will effect the national contingency plan for the maintenance of essential services. The Units with strategic linkages are:

Coast Guard

Transport and Harbours Department and Ministry of Public Works (Ferries and other government vessels. Floating Bridges/Bridges over main Rivers. River pilotage)

Air Corps

Civil Aviation Department (Air Traffic mapping and reporting on condition of all national landing strips).

4 EngrBn

Ministry of Public Works (Bridges, Guyana Power & Light, Guyana Water Incorporated).

Ministry of Health (Georgetown Public Hospital Corporation and regional hospitals).

Med Corps

Sig Dept

Guyana Telephone and Telegraph Company, National Communications Network, National Frequency Management Unit (NFMU).

BC(S) Cheddie Jagan International Airport Timehri(CJIAT) emergency plans.

65. The secondment aspect of the statecraft training will see Officers and Other Ranks being deployed to various government ministries and agencies to provide and acquire management, technical and organisational leadership skills to enhance the performance of the Defence Force and those institutions.

SELECTION FOR TRAINING

66. Officers and Other Ranks must parade for interviews once short listed by the


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standard Force Interview Panel (FIP) responsible for such interviews. Interviewees must be provided with an overview of the nature of the training offered and a record is to be made of this interview. The interviewer must record the reason for non-selection or refusal of training.

SERGEANT ACADEMY

67. There is an obvious gap between the Force’s other ranks (ORs) and Officers. ORs are recruited at the primary education level and Officers at the post secondary school level. A large exclusion group exist between the aforementioned categories of personnel. To be specific, that is the group of persons who posses beyond a primary education, but fail to meet the officer entry standard.

68. The Sergeant Academy is meant to exploit this gap. The aim of the Academy is to produce a Sergeant capable of functioning in a tactical unit and or any other unit in the Force. For technical units, prior technical qualification is necessary e.g. the Ordinary Technical Diploma. The following are the details of the programme:

a. Duration – Approximately six monthsb. Administration – Training Corpsc. Conduct – Run alongside the regular SOCd. Age – 21 to 24 yearse. Population - Other Ranks with grades 2 and 3 at CSEC, ranks with a pass at the Academy’s entrance exam which will be set at the CXC level, and other suitably qualified persons.

APPOINTMENTS

69. Officers will be rotated through appointments in the Force as part of their career development. Rotation provides for greater and better development of the Officer to serve the Force. Officers should spend at least 2 years in an appointment except where an Officer is acting for a substantive holder of an appointment.

70. Lieutenant Colonels and above and Warrant Officer Class 1 and 2 are considered Force assets. This rank group will be rotated through Command and Staff appointments based on their managerial experiences at the discretion of the Force.

71. Special consideration may also be applied in the case of specialist Officers at the rank of Lieutenant Colonels and above and Warrant Officer Class 1 and 2.


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72. Similarly, Sergeants and above should spend at least two years in an appointment as part of their career development.

INTERVIEWS

73. Officers are to be routinely interviewed at least twice yearly. Interviews are to be recorded in the Officer’s personal file. In the first quarter of the year, the Officer will undergo a career interview which will include an outline of his/her critical tasks and functions for the year. The Officer is to be informed that the accomplishment of these tasks will directly influence his/her overall performance assessment at the end of the year. The next interview will be conducted in the third quarter where the Officer will evaluated in relation to the critical tasks and functions mentioned in the first interview. This interview may be dovetailed into the end-of-year assessment where a full appraisal would be done. Noteworthy, an Officer may be interviewed, at the discretion of his Commanding Officer or Officer Commanding, in the period between the two interviews to address extreme or chronic cases of non-conformity to his/her critical tasks or any other worthy matter, such as being given a new appointment.

74. In similar vein, Other Ranks are to be interviewed twice yearly - one being task oriented and career specific in the first quarter of the year. In the third quarter, the Other Rank will be interviewed covering a wider range of issues including a performance appraisal. Additionally, all Ranks are to be interviewed in cases where they join a Unit/Sub Unit or given a new appointment.

75. During the first interview, the Officer/Other Rank must be provided with two copies of his/her list of critical tasks and functions required to be completed in the given year. A signed copy must be returned immediately to the Sub Unit/Unit commander for inclusion in the Officer/Other Rank’s personal file after a discussion of the critical functions associated with the appointment. All appointments within the Force must have a list of duties assigned as established. Critical tasks and functions must be highlighted since these would have a direct bearing on success or failure and would definitely constitute areas of assessment in the Annual Confidential Report (ACR)/Annual Performance Report (APR).

Critical tasks and functions must be highlighted since these would have a direct bearing on success or failure and would definitely constitute areas of assessment in the Annual Confidential Report (ACR)/Annual Performance Report (APR).


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SPECIAL INTERVIEWS

76. These are interviews that the Officer or Other Rank can request of his/her Commanding Officer to deal with matters affecting the Officer or Other Rank. Commanding Officers are to respond to these requests, record the findings and take action as necessary. A Commanding Officer reserves the right to call a special interview of an Officer or an Other Rank as he sees fit.

DISCIPLINE

77. Disciplinary action against an Officer or Other Rank, in addition to being punitive in some respects is meant to be corrective in promoting changed attitudes. Disciplinary proceedings must bring to the attention of the Officer and Other Rank the nature and severity of the infraction, what correction was necessary to prevent a recurrence and the consequences of repeated offences of the same nature. Disciplinary action may be administrative or formal. Administrative action includes interviews, Letters of Censure, Rebuke, surcharge, promotion pass-over and recommendation for dismissal. Formal proceedings includes Courts Martial and summary action by Commanding Officers and Appropriate Superior Authorities. The extent to which an Officer or Other Rank’s career is affected will depend on the severity of the offence and the disciplinary action taken. Details of these procedures are documented in the Force’s Summary Jurisdiction and Administrative Action Regulations (FSJAAR) issued separately (see annex C for Specimen Letter of Censure, Letter of Rebuke).

ALLOWANCES

78. Officers and Other Ranks acting up in appointments will receive an acting or responsibility allowance depending on whether or not the rank has met the qualifying training standard for that appointment. The Junior and Senior Command and Staff Courses (JCSC and SCSC) are the qualifying prerequisites for responsibility allowances. For example, a Lieutenant who successfully completes the JCSC and is appointed

Disciplinary action may be administrative or formal. Administrative action includes interviews, Letters of Censure, Rebuke, surcharge, promotion pass-over and recommendation for dismissal.

It should be noted that in cases where an Officer is required to perform duties in an appointment for which he/she does not hold the qualifying rank, that Officer invariably will have a rank one less than the qualifying rank. This means that a Major acting in a full Colonel berth- a rare case indeed! - can only receive responsibility allowances to the rank of Lieutenant Colonel.


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to an Officer Commanding or S3 appointment, is entitled to an acting allowance. On the contrary, if the said Lieutenant has not yet completed the JCSC, then he/she will attract a responisbility allowance. Similarly, in the case of an Officer at the rank of Captain who completes the SCSC, he/she is entitled to an acting allowance if appointed to an appointment that requires an Officer of the rank of a Major. In the absence of the SCSC, the said Officer will only qualify for a responsibility allowance. 79. It should be noted that in cases where an Officer is required to perform duties in an appointment for which he/she does not hold the qualifying rank, that Officer invariably will have a rank one less than the qualifying rank. This means that a Major acting in a full Colonel berth- a rare case indeed! - can only receive responsibility allowances to the rank of Lieutenant Colonel.


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PROMOTION REGULAR OFFICER


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REMOVAL FROM RANK OR APPOINTMENT OF NON COMMISSIONED OFFICERS

80. The following iterates the sequence of events leading to the removal from rank or appointment of Non-Commissioned Officers:

a. Procedure. When a substantive or acting NCO by reason of unsuitability or inefficiency of a nature which does not warrant disciplinary action is undeserving of retaining his/her substantive or acting rank, his/her CO may, after giving him/her 90 days notice in writing to that effect, apply to the Chief of Staff for his/her reduction in rank. Such an application will state the rank to which reduction is recommended and will be accompanied by the following documents:

A full statement from the CO giving his reasons for recommending reduction

A copy of the warning notice

The recommendations of intermediate commanders

A copy of the conduct sheet and record of service of the NCO

Any Statement the NCO wishes to make

b. Authority. In such cases of inefficiency or unsuitability the Commanding Officer may:

(1) Order any NCO to assume the next lower substantive rank, in the case of a substantive NCO.

(2) Order any NCO or soldier to relinquish any acting rank which he/she may be holding and to revert to his substantive rank.

(3) Order any NCO or soldier to be removed from any appointment which he/she may be holding and to assume any other appointment to his/her rank.


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(4) Order any Lance Corporal to be reduced to the rank of Private.

Note: The removal from rank in any event, is governed by Section 25(a) of the Defence Act Chapter 15:01.

TRANSFERS AND POSTINGS

81. a. An Other Rank may be transferred or posted from one Unit or location to another at the discretion of his/her Commanding Officer through his/her Branch Head. Warrant Officers are not included in this class.

b. Persons may only be transferred from one class (Regular or Reserve) as provided for in the Force’s regulations.

c. An Other Rank who is unsuited to his employment or deemed redundant to his Unit may be posted or transferred in order to give him suitable employment

d. An Other Rank’s employment may be changed for the following reasons:

(1) Recommendation by a Psychiatrist.(2) Redundancy resulting from a reduction in the

establishment.(3) Lowering of his medical standard.(4) Failure to maintain trade qualifications.(5) In the interest of discipline.(6) In the interest of the Force.


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CRITERIA FOR REGULAR OFFICERS’ PROMOTION

82. Officers’ promotions in the Defence Force are guided by the legal conditions set out in the Defence Act Chapter 15:01 and, which represent the authority to facilitate the process of recommending ranks for promotion. The promotion process follows the the following sequence:

CRITERIA FOR REGULAR OFFICERS’ PROMOTION

Legal Standards

Qualitative Assessment – Force Qualitative Standards (FQS)

Service Qualification

Military Qualification

Vacancy at the time

Positive ACR


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LEGAL STANDARDS

Reg. 7/1967 DEFENCE (Officers) REGULATIONS25/1969 Made under section 16 of the Defence Act and Section 2 of the British Guiana (Special Service Unit) Order, 1967.Citation.

1. These Regulations may be cited as the Defence (Officers) Regulations 1967.

Appointment 2. Officers may be appointed to the ranks set out in of Officers the schedule or any corresponding ranks by the President acting on the recommendation of the Commissions Board:

Providing that:

(a) An Officer who is not the Chief of Staff shall not be appointed to any such rank above that of major unless the Prime Minister concurs with such recommendation.

(b) The promotion of the Chief of Staff to any such rank shall be in accordance with the recommendation of the Prime Minister.

Qualifications 3. (1) Officers of the regular Force will be eligible for Promotion for promotion to higher substantive rank onto Lieutenant, completion of the following periods of Captain and commissioned service.Major.Reg. 25/1969 To Lieutenant after 2 years To Captain after 6 years

To Major after 13 years

Provided that an Officer who has not completed any such period of service may be promoted, in special circumstances and after he has attained the age of:


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23 years, to Lieutenant

27 years, to Captain

34 years, to Major

(2) Anything in paragraph (1) of this regulation to the contrary notwithstanding, an Officer who has neither completed any such period of service nor attained any such age is prescribed therein may in special circumstances be promoted.

Provided that an Officer shall not be promoted pursuant to the foregoing provision of this paragraph of this regulation unless the Defence Board concurs with the recommendation of the Commissions Board.

(3) For the purposes of this regulation periods of commissioned service shall include:

(a) Any period of full-time commissioned service in a Commonwealth Force immediately prior to the grant of a commission in the Guyana Defence Force.

(b) Any such period of ante-date as may be granted by the Commissions Board.

Conferment (4) (1) An Officer may be promoted to act in any Of acting and rank to fill a vacancy in the establishment of a

Local rank. Unit by the same authority, acting in the like manner, as is required by these Regulations for the purpose of making of substantive appointment to that rank.

(2) Local rank may, for the convenience of the service be conferred on an Officer for such period as may be necessary. Local rank shall not carry any pecuniary benefits.

83. This subsidiary legislation shall apply to the Reserve Officers except Section 2(a) and (b).

84. An Officer may be promoted to the following rank and its equivalent under the


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Defence Act and Executive action:

Major General

Brigadier

Colonel

Lieutenant Colonel

Major

Captain

Lieutenant

Second Lieutenant

Rear Admiral

Commodore

Captain

Commander

Lieutenant Commander

Lieutenant

Sub Lieutenant

Midshipman

Air Vice Marshal

Air Commodore

Group Captain

Wing Commander

Squadron Leader

Flight Lieutenant

Flying Officer

Pilot Officer

ARMY COAST GUARD AIR CORPS

85. Special provision may be made in the Defence Act for the inclusion of ranks higher than the rank of Major General/Rear Admiral.

86. The Force Promotions Board may, at its discretion, confer a local rank to an Officer. While the promotion to a local rank does not attract pecuniary benefits, it does however, reflect the inclination of the Force to further promote the Officer.

87. Similarly, the Promotions Board reserves the right to confer an appropriate honorary rank to a qualified specialist whose service is of use to the Force and who has shown qualities that would ensure the protocols of Officership are not violated in the execution of such service. A special interview panel ordered by Defence Headquarters will interview the specialist and outline the tasks relating to service to be provided and the bestowment of the honorary rank.

QUALITATIVE ASSESSMENT

88. The promotion standards for Officers of the Guyana Defence Force reflect seven (7) significant criteria which are to be considered before an Officer is promoted. These are to be known as the Force’s Qualitative Standard (FQS). The criteria (QWECSSM) are as follows:

a. Qualification. The Officer must successfully complete the appropriate


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level of training or educational courses, and have the requisite experience for advancement. As part of the promotional requirement Officers, up to the rank of Major, are required to secure a pass at the Officers’ Promotion Examination (OPE). In instances where Officers are studying overseas, the GS Branch, through the Staff Officer One General One, Three and Five will liaise with the institutions where Officers are being trained to receive reports on the Officers’ performance which will be considered at the time of promotion. The specific Officer qualification is reflected at Annex H.

b. Wellness. Wellness is a combination of physical fitness and compliance with the Force’s Body Mass Index Chart. Physical Fitness is achieved by every Officer and Other Rank satisfying the Force’s Individual Readiness tests (see annex D for IRT Standards and annex E for BMI Index Chart).

c. In the case of overseas students, the Officer is to submit independent half yearly reports on his/her individual academic performance for courses exceeding six months. Qualification also includes an Officer’s ability to analyse ideas and concepts, organise and express his thoughts orally and in writing such as in briefs and the annual service paper. Qualification has no by-pass method. You either qualify or you do not qualify. This criterion also includes satisfying Force’s Individual Readiness Tests.

d. Experience. The length of time a person spends in a job to increase his/her knowledge, enhance maturity and improve performance. This is achieved over a period of time and by the progressive rotation through a variety of appointments. Persons junior in age or service should not be advanced too rapidly to senior appointments unless there is a clear indication of extraordinary ability and an urgent need for such advancement. There must be collective agreement on the level of experience of the Officer, but in any event such parameters are established by the Chairman of the Officers’ Promotion Board (OPB).

e. Character. Officers are leaders and hold important positions of national responsibility. In order to be considered for higher rank, Officers must display a sense of judgment, self-discipline, tact, integrity and other moral qualities befitting their role as leaders. This is primarily a subjective assessment and it is the Officer who must be always cognisant of his total conduct as he executes his duties. The test is always whether the Officer’s conduct projects a positive or negative image of the Force.

f. Suitability. The cohesiveness of the GDF will be assessed by the responses given by its membership on issues critical to roles and functions. The Officer must


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subscribe to “one command think” and in so doing demonstrate adaptability and flexibility in the subordination of contending views. This in no way means that initiative and independent thought should be suppressed. On the contrary, Officers should be encouraged to contribute in discussions, meetings and other fora where matters affecting the Force are discussed. However, after views are ventilated and decisions are made, all Officers are meant to demonstrate loyalty and “buy in” and support the corporate position.

g. There are times when the next best Officer (lower on the seniority role) may be more suitable for promotion due to training, specialty, experience and qualification. Noteworthy, an Officer at the rank of Lieutenant Colonel or above is considered a Force wide asset – he belongs to no one Unit though he may be commanding one. In summary, suitability relates to an Officer who:

Possesses high social skills

Promotes organisational

image and focus

Exercises quick adaptability

Exhibits buy-in Possesses maturity

Supports one command-think

Suitabitity Chacteristics

h. Seniority. Seniority always has significant weight. It is expected that an Officer who is senior, would have also satisfied all the other qualitative standards. However, this is not always the case and there are some instances (critical appointments) where an assessment of qualification and suitability of a secondary contender could result in the award of a promotion over someone more senior.

i. Merit. The chief criterion is merit i.e. the Officer’s ability, the quality of his performance on the job and by extension his contribution to the Force. The evidence of merit will be primarily reflected in the Officer’s Annual Confidential Report. Additionally, the top 20% on the Junior and Senior Command and Staff courses will influence considerations for promotion and selection for strategic training.


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Note: Satisfying IRTs, BMIs standards and completion of Service Papers are now Force requirements.

SERVICE QUALIFICATION

89. In accordance with Section 3 of Defence (Officers) Regulations of the Defence Act Chapter 15:01, Officers of the Regular Force will be eligible for promotion to higher substantive rank on completion of the following periods of commissioned service: Save and except for special circumstances authorised by Section 3 of the said regulation.

To Lieutenant after 2 years.

To Captain after 6 years.

To Major after 13 years.

To Lieutenant Colonel and above, on selection only after approval by the Defence Board.

90. This standard service qualification will be applied to the Reserve Officer.

MILITARY QUALIFICATION

91. For Officers to hold higher appointments, they must receive training deemed appropriate to their rank and functions.

92. There are three (3) all-arms courses for all Regular Officers. This means that all Officers are required to attend and pass them before becoming eligible to hold higher rank except in special circumstances such as a direct commissioned Officer to the Regular or Reserve in a specified category. The all-arms courses are in addition to the specialised training required of Officers in their various Units. These courses are:

a. Junior Command and Staff Course (JCSC) to be considered for promotion to captain or equivalent.

b. Senior Command and Staff Course (SCSC) to be considered for promotion to major of equivalent


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c. Beyond the SCSC, selected Officers will be interviewed to attend foreign advanced Senior Staff courses such as the ones currently offered by Brazil, United Kingdom, United States, China and India. Selection to attend any of these courses will be competition based.

Foreign Staff College


*3

SCSC

College

SpecialistTrg

SpecialistTrg

SpecialistTrg

SpecialistT

JCSC

SpecialistTrg

SpecialistTrg Trg

JWC

TrgTrg

*2

PCC

UnitsUnits Units

SOC

PCC*1

*1 Highly Specialized Units (Coast Guard and Air Corps) will only do the Range Management modules.

*2 Special selectees.

*3 Top 20 % will complete study at a Foreign Staff College.

93. The Generic Officer Training Flow shows that Officers are required to undergo specialist training before attending the Junior Command and Staff Course and further specialist training before attending the Senior Command and Staff Course. Where the Force fails to organise, conduct and or sponsor the relevant specialist training required by an Officer then, in such case, the Officer must be assessed on his satisfactory


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completion of the training made available to him by the Force and it will count as “Specialist Experience” in the specified area.

94. An Officer may also be required to undergo military and/or academic training at home or overseas in keeping with the demands of the organisation. These are not promotional courses but will serve to enhance an Officer’s suitability for upward mobility.

VACANCY AT THE TIME

95. Apart from seniority and suitability, the promotion of Officers to higher rank will be influenced by ‘vacancy at the time.’ The current Personnel Establishment of the Guyana Defence Force is based on a fixed structure reflecting all appointments within the Force. The fixed number of appointments places a limit on promotional opportunities. Seconded Officers and those on Study Leave cannot be struck from the Officers’ staff list and will be expected to retain their appointments. Replacements will naturally be appointed to act until the substantive appointees return to the Force.

POSITIVE ANNUAL CONFIDENTIAL REPORT

96. The contents of the ACR will form an integral part of the submissions on behalf of the particular Officer or Other Rank. Importantly, in the year of promotion, Officers and Other Ranks must reflect a positive performance.

97. The Force Promotion Boards (FPB) must consider these contents as it deliberates the promotion of an Officer or Other Rank. In addition, the ACR should capture and indicate whether the qualitative standards have been achieved by the Officer or Other Rank under review. A sample of the new Officers’ Annual Confidential Report is shown at annex F.

OTHER GUIDELINES

98. Although the Promotion Standards are based on specific conditions, not the

Apart from seniority and suitability, the promotion of Officers to higher rank will be influenced by ‘vacancy at the time.’ The current Personnel Establishment of the Guyana Defence Force is based on a fixed structure reflecting all appointments within the Force.


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least being the element of suitability, the following guidelines are rank specific:

a. Promotion of an Officer to the ranks of Colonel (from Lieutenant Colonel), Brigadier (from Colonel) or higher (from Brigadier) is by selection and approval by the Defence Board. b. Promotion to the rank of Lieutenant Colonel is by selection and will be awarded to an Officer in the rank of Major best suited on the basis of the Force’s Qualitative Standards and in keeping with the requirement of the Force’s Personnel Establishment and approval by the Defence Board.

c. Promotion of Captains to the rank of Major and Lieutenants to the rank of Captain will be based on the Force’s Qualitative Standards, successful completion of the relevant military training courses, and in keeping with the requirement of the Force’s Personnel Establishment and approval by the Defence Board. These Officers will be subjected to promational exams.

d. Promotion of Second Lieutenants to the rank of (Substantive) Lieutenant may be automatic after a period of two years as laid down in the Force’s Promotions Regulations and based on the Force’s Qualitative Standards. These Officers will be subjected to promotional exams.

e. Notwithstanding the aforementioned, it is the discretion of the Board to apply the 12-year or 5-year promotion service criteria. This may result in an Officer being promoted to acting Major or acting Captain.

f. When recommendations for promotion are made the following points will be carefully examined:

(1) Whether the Officer’s past record justifies favourable consideration and, more particularly, whether his/her promotion has been recommended with confidence by Officers under whom he/she would have served for at least six (06) months.

(2) Whether the Officer is fit in every way to fill any of the appointments likely to be available in the higher rank for which he/she is being considered.

(3) Whether taking into consideration the merit, age and seniority of other Officers, the Officer’s promotion is clearly in the best interest of the Force.


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PERMANENT SUPERSESSION

99. In the event that an Officer of any rank who has not been considered for promotion, he/she should be informed by the Commanding Officer by way of a recorded interview detailing reasons and recommendations. If a substantive Captain and up to the rank of Lieutenant Colonel is by-passed at promotion on three successive occasions his/her supersession maybe permanent and he/she will be so informed by a formal written interview.

100. Permanent supersession means that the Officer will not again be considered for promotion. In certain circumstances, an Officer may be temporarily superseded, in which case, the Officer will be so informed by way of recorded interview and will be considered for promotion to fill a subsequent vacancy.

101. An Officer can be promoted to a local rank or can be confirmed with an honorary rank.102. Responsibility for advising the President on the appointment of persons for commission is vested in the Commissions Board.

PREPARATION OF ANNUAL CONFIDENTIAL REPORTS

103. Preparation of reports (ACRs) will begin and end with the individual Officer. In order to ensure greater involvement of persons being rated and provide more transparency and accountability the annual performance reports will allow interaction and feed back at several stages during the third quarter of the year. In fact, it is advised that supervisors of Other Ranks conduct a mid-year performance interview, while interviews in the first and third quarters are mandatory.

104. The Officers’ ACR will now have 12 sections. The forms will also be available on the intranet and it will be the responsibility of Unit S1s to download and fill in Section 1 before distributing forms to all Officers. This must be done no later than 1st September each year. Ultimately with an enhanced G1 Branch, Officers in the future will be able to access their individual forms with Section 1 completed and can go on to complete sections 2 and 3 before forwarding to their supervisor’s online.

105. Each Officer is expected to complete section 2 (Self-assessment and results score card). In order for this to be effective we must revamp our approach to appraisals. First, each job or appointment will have to be reviewed along with the Terms of Reference.

Permanent supersession means that the Officer will not again be considered for promotion.


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For each appointment the critical functions must be identified along with the associated tasks. A mere listing of tasks 1-20 in a list of duties is no longer acceptable. By identifying critical functions for each job or appointment the Officer is queued into what is important to succeed (priorities) in the appointment.

106. As an example, a platoon commander may have 5 or 6 critical functions each with perhaps 5 or 6 tasks. A critical function might be the effective administration of a platoon consisting of 3 sections and corresponding to that might be tasks related to medical/health wellness, leave, pay etc. A second critical function might be to command a platoon in all phases of war. Key tasks could relate to training, organisation and deployment of his sections etc.

107. The Commanding Officer, Grade 1 Staff Officers and Officers Commanding are required to provide to their subordinates in writing their critical functions and corresponding tasks at the beginning of each year. Commanding Officers and others must also provide in writing to their subordinates the goals of the Unit/Sub-Unit and that of the Force as a whole. This is likened to the Commander’s intent/vision for his Unit/Sub-Unit. It is the Commanding Officer’s duty to ensure that all his Officers and Other Ranks are knowledgeable and enjoy full awareness of the issues and activities of their Unit.

108. The Officer conducting a self-assessment rates his individual results on a scale 1-5 in relation to the conduct of his critical functions. He/She then relates his/her performance to the achievement of the Sub-Unit or Unit goals and then attempts to rate their individual results in the context of the attainment of global or organisational goals. The cumulative score for this exercise is recorded against the maximum attainable score of 75. In section 3, the self appraisal, the Officer is allowed the opportunity to critically assess his/her performance and briefly explain/justify the numeric score recorded in section 2.

109. In section 4, using the competency and behavior indicator, the immediate supervisor rates the Officer’s performance and attitudes (20 areas of assessment with 3 sub-sections each) on a scale 1-4. The score achieved is recorded against the maximum attainable score of 240. Section 5 is undertaken during an interaction between the supervisor and the rated Officer. Here the Officer is told of his/her suitability for promotion, higher appointment, training and continued service. The supervisor indicates how well or not he knows the subordinate and in Section 6 the OC adds his comments

The Commanding Officer, Grade 1 Staff Officers and Officers Commanding are required to provide to their subordinates in writing their critical functions and corresponding tasks at the beginning of each year.


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and signs off on this assessment before forwarding the ACR to the Reviewing Officer or CO.

110. In Section 7, the CO adds his comments which may either support or counter the rating by the OC. In section 8, the CO and OC meet to determine an overall recommendation of a merit appraisal for the Officer ranging from outstanding to unsatisfactory. Section 9, provides feedback to the Officer as the ACR is returned. The Officer provides his/her comments of his/her rating and indicates whether he/she had been interviewed, warned or told of performance gaps during the yearly review period. Section 10 allows for another interaction before the Officer and OC certify that the ACR had been read and discussed.

111. In section 11, the Officer’s performance is discussed at the Career Review Group (CRG). This will undoubtedly be at the Branch level. Here the COs will be defending their Officers’ performance in relation to promotion goals but within the confines of the promotion slots (vacancies) available for each rank level within the Unit and the Branch in general. The CRG will approve a merit appraisal ranging from outstanding to unsatisfactory.

112. Using the bell curve approach, it is expected that most Officers will fall into the category of fully met expectations (average). Those rated as exceeding expectations or outstanding will be automatically considered for promotion, having met all other criteria, while those rated as partially meeting expectation and unsatisfactory must be formally interviewed on their weak performance.

113. Finally, in section 12, the process that began with the Officer, ends with the Officer certifying that he/she has seen and read the comments of the Career Review Group.

114. See Annex F for a specimen of the new Officers’ Annual Confidential Report.

PERSONAL FILES

115. Officers and Other Ranks personal files - whether regular or reserve – must be updated and include the most recently completed ACR/APR, recorded interviews, letters of commendation/rebuke and bio-data. Incomplete files may result in the non-promotion of an Officer or OR and will be the direct responsibility of the Officer who is in command.


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ACRs to be made available to Units/Departments by

September 1st.

Completed ACRs and recommendations for promotions (Promotion Performa), 20

copies each, to be submitted to SO1 G1 by November 1st.

Standard GDF Performa with recommendations for promotion to be submitted to Chairpersons of

respective promotion boards seven (07) working days before the Promotional Conference in November.

All personal files held at GPD are to be made available before November promotional conference, Unit Commanders are to have their Unit Personal

files at Promotional Conference.

The COS will chair the promotions and the Board will make recommendations

of Officers for promotions.

The COS will convene the Commission Board under his chair and present the list of recommended Officers for approval.

The COS will present to the CIC a list of Officers for promotions along with endorsements from members of the Commissions Board for his

Excellency’s approval.

The approved promotions by the CIC will be published

in Force Orders and gazetted.

OFFICERS PROMOTION SEQUENCE


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PROMOTION SEQUENCE

116. The general guidelines for submission are as follows:

a. ACRs are to be made available to Units/Departments by 1st September, annually.

b. Completed ACRs, including recommendation for promotions (20 copies each) - are to be submitted to the Staff Officer One General One by the 1st November, annually (see Annex G for Promotion Proforma).

c. Standard GDF Proforma with recommendations for promotions are to be submitted to the Chairpersons of the respective Promotions Boards seven (7) working days before the actual promotion conferences.

d. All personal files held at GPD are to be made available. Unit Commanders are to have their Unit personal files at the promotion conferences.

e. The Chief of Staff will chair the promotions and the Board will make recommendations of Officers for promotion.

f. The Chief of Staff will convene the Commission Board under his chair and present the list of recommended Officers for approval.

g. The Chief of Staff will present to the Commander-in-Chief a list of recommended Officers with the endorsement of the members of the Commission Board for his Excellency’s approval.

h. The approved promotions by the Commander-in-Chief will be published in Force Orders and gazetted.

117. Promotions Conference will be held once yearly in the month of November.


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COMMISSIONS BOARD

118. There shall be established a Commissions Board as prescribed for in accordance with Section 3 of the Defence Regulations Chapter15:01. The Board will be chaired by the Chief of Staff.

PROMOTIONS BOARD

119. The following appointees will also comprise the Officers’ Promotion Board:

Chief of Staff - Chairman

Deputy Chief of Staff

Colonel General Staff

Colonel Administration & Quartering

All Colonels

All Lieutenant Colonels

Selected Majors

Staff Officer 1 General 1 - Secretary

PROMOTIONS BOARD

120. The objective of the Board is to deliberate and make recommendations for Officers’ promotion to the Commissions Board as necessary and thereafter to the Defence Board for the Commander-in-Chief’s approval.

PROMOTION

121. Promotion to higher rank may be guided based on the discretion of the Promotion Board as follows:

a. Substantive Rank. The quota of substantive ranks for each Unit is authorised by the Promotions Board in relation to the overall establishment of that Unit. Promotions are to be controlled by Defence Headquarters in respect of Officers of the Force.


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b. Acting Rank.

(1) Acting rank may be granted to an Officer who is posted into or who is appointed to fill a vacancy in an establishment which carries a higher rank than his substantive rank. Normally, acting rank can only be granted when an Officer with the appropriate substantive rank is not available to fill a vacancy.

(2) An Officer holding an acting rank will be entitled to all the pay, allowances and privileges of that rank except that it will not be reckonable for purposes of determining his seniority.

(3) Acting ranks will be relinquished on the date the holder ceases to fill the vacancy for which the rank was granted except during terminal leave where the Officer has held acting rank for 180 consecutive days, immediately preceding terminal leave.

c. Local Rank.

(1) Local rank carries no entitlement to pay, allowances or pension rights. It may be recommended by the Promotion Board in those circumstances where is it desirable to exceed, temporarily, for purposes of training or prestige, the number of ranks or appointments authorised in an establishment or to provide a higher rank than that allowed.

(2) For disciplinary purposes, no account is taken of local rank. If an Officer is to be tried for an offence he will be tried in his/her substantive rank.

(3) Local rank will be relinquished on the date that the holder ceases to fulfill the function for which local rank was granted.

d. Direct and Honorary Commissions. The Promotion Board may consider and approve Direct and Honorary Commissions to civilians who possess specialist qualifications.

SENIORITY AND PRECEDENCE 122. All Officers’ seniority will be considered in accordance with the dates of promotion in their respective rank. Should two Officers of the same rank be promoted on the same date, their precedence shall be determined by the date of their commission,


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if this is identical, then precedence will be determined by age.

123. An Officer’s substantive rank will take precedence over all those holding acting, probationary, local and honorary rank.

124. Seniority in rank shall count for reckonable service as well as promotion from the Officer’s eighteenth birthday or the date of his commission in the Force which ever is later.

STATUTORY APPOINTMENT BY SENIORITY

125. The Chief of Staff, Deputy Chief of Staff, Colonel General Staff and Colonel Administration and Quartering are appointments singled out for special considerations in relation to seniority. These appointments hold the four respective highest offices within the Force in the order mentioned. An Officer who is relatively junior and appointed to one of these four appointments will assumed the seniority relative to the position regardless of rank.

OUTSTANDING DISCIPLINARY MATTERS

126. Officers with outstanding disciplinary matters will not be considered for promotion until these matters are concluded. The Officers who are subsequently proven innocent will be considered, at a convenient time, for back dated promotion. The disciplinary process must conclude within a two-month time frame. The Summary of Evidence when this is ordered is to take no longer than two (02) weeks. Officers eligible for promotion and who are affected by this process are to be interviewed and advised of their status.

TIME SERVED

127. Officers whose disciplinary process exceeds two months, due to no fault of their own, will benefit from ‘Time Served’. This benefit will be meted out to the Officer whether he is guilty or

The Chief of Staff, Deputy Chief of Staff, Colonel General Staff and Colonel Administration and Quartering are appointments singled out for special considerations in relation to seniority. These appointments hold the four respective highest offices within the Force in the order mentioned.

Officers whose disciplinary process exceeds two months, due to no fault of their own, will benefit from ‘Time Served’.


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not. Time served is defined as the total time beyond two months, which is taken to conclude disciplinary proceedings against an Officer. The affected Officer’s loss of seniority in this context will commence immediately after the said two month period, for the processing of a disciplinary matter. This standard applies to orders done at Appropriate Superior Authority (ASA) levels. Where a Court Martial is conducted time will count from the date of the Court’s Award.

LOSS OF SENIORITY IN RANK

128. The ‘Loss of Seniority’ by an Officer will negatively affect his upward mobility. However, the Officer’s loss of seniority will only achieve its maximum impact when compared to the relative seniority of his/her batch mates. The affected Officer will cease to have the same seniority. The said loss of seniority shall be calculated from the date when his batch is promoted. Special circumstances will not obviate an individual’s loss of seniority. 129. Where an Officer who loses one year seniority at the time of his eligibility for promotion of his batch to the next rank, he will not be promoted. His seniority will be retarded by one year and he will fall at the end of the seniority listing of his batch. This means that he is at the beginning of the seniority listing of the batch immediately after his batch.

130. In the case of two years loss of seniority, the Officer will be at the end of the seniority listing of the batch immediately after his batch. This means he will be at the beginning of the seniority listing of two batches immediately after his batch. The following diagram illustrates these two conditions.

131. The situation is simulated by the diagram below. Consider three Batches - 1, 2 and 3 - of Officers at the rank of Captain. Two Officers in Batch 1 had lost seniority, Captain H Grimes one year and Captain K Ravi two years. In the year 2005, Batch 1 is considered for promotion and Captain S Don and Captain L Zap are promoted to acting Majors in 2006. With respect to the non-promotion of Captains Grimes and Ravi due to loss of seniority, the updated Force seniority listing will show Captain Grimes who had lost one year seniority, now at the end of Batch 1 but at the beginning of Batch 2. In the case of Captain Ravi, who had lost two years seniority, he will now be at the end of Batch 2 but at the beginning of Batch 3.

Where an Officer who loses one year seniority at the time of his eligibility for promotion of his batch to the next rank, he will not be promoted.


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132. The Officer’s loss of seniority will also be reflected in his/her downward slide in the Force’s Seniority Listings. An Officer who, among others, is promoted at the same time but is senior by age, will automatically become junior to them should he lose ‘seniority.’ Depending on the extent of seniority lost and time (date) when punishment is awarded, he/she may also be superseded by an Officer who would have been promoted subsequently. Bear in mind that when an Officer is promoted to a higher rank it vitiates his/her previous loss of seniority. When the period of loss is completed his/her record must be removed from the Register.

LOSS OF SENIORITY IN APPOINTMENT

133. An Officer may also lose seniority in appointment within his Unit. It is a legitimate punishment at the ASA level. It is the ASA who will finally determine the type of loss of seniority. In this regard, an Officer’s loss of seniority in appointment may see him moving from an SO 1 acting to an SO 2 or from a Company Commander to a Company 2IC or from a Senior Pilot to a Junior Pilot. This category of loss may impact on the earnings of the Officer but not his eligibility for consideration for promotion to higher rank once he subsequently satisfies all the standards. This means that the loss of seniority in appointment will only be confined to the Unit to which the Officer belongs. His seniority according to the Force seniority listing will not be affected.


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134. The Officer who loses Seniority in Appointment within his Unit will perform duties in the appointment he has be relegated to for the period specified by the ASA. On completion of this period, the Officer is required to appear before the Unit Review Board (URB) to determine his/her competence level for elevation to his previous or any other appropriate higher appointment.

SPECIAL CONSIDERATION

135. An Officer can be promoted based on ‘Special Considerations’. This category includes ‘age in rank’ for Officers who possess critical skills needed by the Guyana Defence Force. The Officer, who is identified for ‘Special Consideration,’ must also meet the promotion standards which have already been alluded to in this document. This caveat is to be applied guardedly since potentially it can influence morale in a very negative way, especially at levels where there are serious bottlenecks.

RE-ENGAGEMENT

136. With immediate effect commencing January 2011 all officers and soldiers must have a determined period of re-engagement noted in his/her personal file through a commander’s interview and publications in Force Orders. This is after the conclusion of the initial military compulsory three (03) years period.

• The agreed to re-engagement period will be a new contracted time between that rank and the GDF. The rank must sign the interview from stating the re-engagement period for placement in the personal file and publications• The re-engagement period for an Officer or Soldier will dictate what type of training appointment and benefits that will be available to such Officer or Soldier• Absence of a re-engagement period in the personal file of an Officer or Soldier will disqualify such a person for consideration to be promoted with effect 2011• All Officers and Soldiers with service in excess of twenty (20) years will be exempted from re-engagement.


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PROMOTION RESERVE OFFICER


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PROMOTION EXAMINATION

137. Promotional Exams will be conducted at the level of Lieutenant to Captain and Captain to Major. These examinations will also be conducted at the level of Private through to Warrant Officer Class 2. Examinations must be completed and results made known to Officers and Other Ranks by the end of September. The G5 Branch is specifically responsible for the conduct and delivery of these examinations.


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CRITERIA FOR RESERVE OFFICERS’ PROMOTION

138. The promotion standards for Reserve Officers follow the same assessment procedures as that of regular Officers less those areas where regular enforcement is not applicable in the context of Reserve guidelines.

139. Like the regular Officers’ promotions in the Defence Force, the Reserve Officers’ promotions are guided by the legal condition set out in the Defence Act Chapter 15:01 and, which represent the authority to facilitate the process of recommending ranks for promotion. The promotion process iterate through the following sequence:

CRITERIA FOR RESERVE OFFICERS’ PROMOTION

Legal Standards

Qualitative Assessment – Force Qualitative Standards (FQS)

Service Qualification

Military Qualification

Vacancy at the time

Positive ACR

LEGAL STANDARDS

Reg. 7/1967 DEFENCE (Officers) REGULATIONS25/1969 Made under section 16 of the Defence Act and Section 2 of the British Guiana (Special Service Unit) Order, 1967.

Citation. 1. These Regulations may be cited as the Defence (Officers) Regulations 1967.


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Appointment 2. Officers may be appointed to the ranks set out in of Officers the schedule or any corresponding ranks by the President acting on the recommendation of the Commissions Board:

Proving that:

(a) An Officer who is not the Chief of Staff shall not be appointed to any such rank above that of major unless the Prime Minister concurs with such recommendation.

(b) The promotion of the Chief of Staff to any such rank shall be in accordance with the recommendation of the Prime Minister.

Qualifications 3.(1) Officers of the regular Force will be eligible for Promotion for promotion to higher substantive rank onto Lieutenant, completion of the following periods of Captain and commissioned service.Major.Reg. 25/1969 To Lieutenant after 2 years To Captain after 6 years

To Major after 13 years

Provided that an Officer who has not completed any such period of service may be promoted, in special circumstances and after he has attained the age of:

23 years, to Lieutenant 27 years, to Captain

34 years, to Major

(2) Anything in paragraph (1) of this regulation to the contrary notwithstanding, an Officer who has neither completed any such period of service nor attained any such age is prescribed therein may in special circumstances be promoted.

Provided that an Officer shall not be promoted pursuant to the foregoing provision of this paragraph of this regulation unless


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the Defence Board concurs with the recommendation of the Commissions Board.

(3) For the purposes of this regulation periods of commissioned service shall include:

(a) Any period of full-time commissioned service in a Commonwealth Force immediately prior to the grant of a commission in the Guyana Defence Force.

(b) Any such period of ante-date as may be granted by the Commissions Board.

Conferment (4) (1) An Officer may be promoted to act in any of acting and rank to fill a vacancy in the establishment of a Local rank. Unit by the same authority, acting in the like manner, as is required by these Regulations for the purpose of making of substantive appointment to that rank.

(2) Local rank may, for the convenience of the service be conferred on an Officer for such period as may be necessary. Local rank shall not carry any pecuniary benefits.

140. This subsidiary legislation shall apply to the Reserve Officers except Section2(a) and (b).

141. Under the Defence Act and executive action a Reserve Officer may be promoted to the following rank and its equivalent:

a. Major General b. Brigadierc. Colonel d. Lieutenant Colonel e. Major f. Captaing. Lieutenanth. Second Lieutenant

142. Special provision will be made in the Defence Act for the inclusion of ranks higher than the rank of Brigadier.


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143. The Force Promotions Board may, at its discretion, confer a local rank to a Reserve Officer. While the promotion to a local rank does not attract pecuniary benefits, it does however, reflect the inclination of the Force to promote the Reserve Officer.

144. Similarly, the Promotions Board Reserves the right to confer an appropriate honorary rank to a qualified specialist whose service is of use to the Force and who has shown qualities that would ensure the protocols of Officership are not violated in the execution of such service. A special interview panel ordered by Defence Headquarters will interview the specialist and outline the tasks relating to service to be provided and the bestowment of the honorary rank.

QUALITATIVE ASSESSMENT

145. The promotion standards for Reserve Officers of the Guyana Defence Force reflect seven (7) significant criteria which are to be considered before a Reserve Officer is promoted. These are to be known as the Force’s Qualitative Standard (FQS). The criteria (QWECSSM) are as follows:

a. Merit. The chief criterion is merit i.e. the Reserve Officer’s ability, the quality of his performance on the job and by extension his contribution to the Force. The evidence of merit will be primarily reflected in the Reserve Officer’s Annual Confidential Report.

b. Qualification. The Reserve Officer must complete the required Reserve Officer Courses. But, more significantly, the Reserve Officer brings his skills to the Force and he/she must improve on that skill over the years in the organisation which the Reserve Officer serves. Qualification also includes a Reserve Officer’s ability to analyse ideas and concepts, organise and express his thoughts orally and in writing such as in briefs and the annual service papers. Qualification has no by-pass method. You either qualify or you do not qualify. This criterion also includes satisfactory completion of the Force’s Individual Readiness Tests.

c. Experience. The length of time a person spends in a job helps to increase his/her knowledge, enhance maturity and improve performance. There must be collective agreement on the level of experience of the Reserve Officer, but in any event such parameters are established by the Chairman of the Reserve Officers’ Promotion Board.

d. Character. Reserve Officers are leaders and hold important positions of high regard. In order to be considered for higher appointments, Reserve Officers must


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display a sense of judgment, self-discipline, tact, integrity and other moral qualities which fit them for their role as leaders. This is primarily a subjective assessment and it is the Reserve Officer who must be always cognizant of his total conduct as he executes his duties. The test is always whether the Reserve Officer’s conduct promotes the good image of the Force or his conduct prejudices the Force’s image. Remember what is evaluated is the sum total application of all these qualitative standards to the Reserve Officer and him meeting these standards to the satisfaction of the Promotions Board whose final direction is always given by its Chairman. To make it clear, a Reserve Officer must satisfy all of these standards.

e. Suitability. The cohesiveness of the GDF will be assessed by the responses given by its membership on issues critical to roles and functions. The Reserve Officer must subscribe to “one command think” and in so doing demonstrate adaptability and flexibility in the subordination of contending views. This in no way means that initiative and independent thought should be suppressed. On the contrary, Reserve Officers should be encouraged to contribute in discussions, meetings and other fora where matters affecting the Force are discussed. However, after views are ventilated and decisions are made, all Reserve Officers are meant to demonstrate loyalty and “buy in” and support the corporate position. There are times when the next best Reserve Officer (lower on the seniority role) may be more suitable for promotion due to training, specialty, experience and qualification.

f. Seniority. Seniority always has significant weight. It is expected that a Reserve Officer who is senior has also satisfied all the other qualitative standards. However, this is not always the case and there are some instances (critical appointments) where an assessment of qualification and suitability of a secondary contender could result in the award of a promotion over someone more senior.

g. Wellness. Wellness is a combination of physical fitness and compliance with the Force’s Body Mass Index Chart. Physical Fitness is achieved by every Reserve Officer and Other Rank satisfying the Force’s Individual Readiness tests.

Note: Satisfying IRTs, BMIs and completion of Service Papers takes effect from January 2011.


146. In accordance with Section 3 of Defence (Officers) Regulations of the Defence Act Chapter 15:01, Reserve Officers will be eligible for promotion to higher substantive rank on completion of the following periods of commissioned service: Save and except


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for special circumstances authorised by Section 3 of the said regulation. Section 3 of the said Act will also be applied to Reserve Officers in the consideration for promotions.

1. To Lieutenant after 2 years.

2. To Captain after 6 years.

3. To Major after 13 years.

4. To Lieutenant Colonel and above, on selection only after approval by the Defence Board.

147. This standard service qualification will be applied to the Reserve Officer.

ENTRANCE STANDARDS - RESERVES

148. Reserve Officer Cadets must satisfy the academic and physical Force qualification standards obtaining at that time in the Force.

149. Reserve Other Ranks must satisfy the academic and physical qualification standards obtaining at that time in the Force.

MILITARY TRAINING

150. For Reserve Officers to hold higher positions, they must receive training deemed appropriate to their rank and functions.

151. Officer Training in the Reserves fall into three main categories:

1. Reserve Officer Cadet Training (ROCT). (18-30 yrs)

2. Reserve Specialist Officer Training.

3. Reserve Officer Advance Training.

152. Reserve Officer Cadet Training (ROCT) will be conducted by the staff of the Training Corps and the 2nd Infantry Battalion Reserve on weekends and holidays over a period determined by DHQ sufficient to satisfy the Reserve Officer Cadet Syllabus. The Reserve Officer, upon successful completion of ROCT is capable of providing two skills to the Force: his/her professional skills and Officer skills. A graduate from the


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ROCT will complete the Reserve Junior Command and Staff and the Reserve Senior Command and Staff Courses. It must be noted that the Reserve Officer Cadet must bring a skill to the Force.

153. As a Reserve Officer he/she is responsible for his/her own specialist training and upgrades, that is to say his/her core skill. This is not to be at any cost to the Guyana Defence Force. However, the Force may, from time to time, provide training opportunities for Reserve Officers. Where a Reserve Officer is appointed to a regular appointment then the Force becomes responsible for that Reserve Officer’s development consistent with regular standards - save and except such appointment is for a short period of service. Officers in this category will generally be trained up to Degree and equivalent levels. In such an event the Reserve Officer will be unable to disembody from the Force.

154. Reserve Specialist Officer Training (RSOT) is the responsibility of the Specialist Reserve Officer. That Reserve Officer brings his specialist skill to the Force and will enter the Force on a direct commission into a rank commensurate with his specialty. His/her advancement in rank will depend on successful completion of the RSCSC and/or time served whichever is more relevant to the particular Officer. Due to the precise skill level of this category, these Reserve Officers will work directly in their specialist areas. This category includes Doctors, Lawyers, Dentists, Civil Engineers, Electrical and Mechanical Engineers, Surveyors and holders of Post graduate degrees, Masters and Doctorates. The Reserve Specialist Officer will obtain his military training from attending compulsory weekend training and Annual Camps.

155. Reserve Officer Advance Training (RAOT) will be done by that candidate for Officership who is beyond 30 years but not yet a specialist. His/her commission into the Force is a direct one but in the rank of a subaltern. That Reserve Officer must then complete this RJCSC and the RSCSC as part of his/her training in the Reserve. Such Reserve Officer brings two skills - his own (professional) and that provided by the Force. The RAO will obtain his military training from attending compulsory weekend training and Annual Camps.

PREPARATION OF ANNUAL CONFIDENTIAL REPORTS

156. Preparation of reports (ACRs) will begin and end with the individual Reserve Officer. In order to ensure greater involvement of persons being rated and provide more transparency and accountability the annual performance reports will allow interaction and feed back at several stages during the third quarter of the year. In fact, it is required that supervisors conduct a mid-year performance interview, while interviews in the first


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APRs to be made available to Units/Departments by

September 1st.

Completed APRs and recommendations for promotions (Promotion Performa), 20

copies each, to be submitted to SO1 G1 by November 1st.

Standard GDF Performa with recommendations for promotion to be submitted to Chairpersons of

respective promotion boards seven (07) working days before the Promotional Conference in November.

All personal files held at GPD are to be made available before November promotional conference, Unit Commanders are to have their Unit Personal

files at Promotional Conference.

The approved list of promotees up to SSGT will be published under the signature of the

Chairman by SO1 G1 within a maximum of 48 working hours after the conference.

This approved list will be sent within 48 working hours by the Chairman of the

Force’s Promotions Board to the COS for final approval.

The approved promotions by the COS will be published in Force Orders.

OTHER RANKS PROMOTION SEQUENCE


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PROMOTION REGULAR OTHER RANK


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and third quarters are advised.

157. The Reserve Officers’ ACR will now have 12 sections. The forms will be available on the intranet and it will be the responsibility of Unit S1s to download and fill in Section 1 before distributing forms to all Reserve Officers. This must be done no later than 1st September each year. Ultimately with an enhanced G1 Branch Officers in the future will be able to access their individual forms with Section 1 completed and can go on to complete sections 2 and 3 before forwarding to their supervisor’s online.

158. Each Reserve Officer is expected to complete section 2 (Self-assessment and results score card). In order for this to be effective we must revamp our approach to business. First, each job or appointment will have to be reviewed along with the Terms of Reference. For each appointment the critical functions must be identified along with the associated tasks. A mere listing of tasks 1-20 in a list of duties is no longer acceptable. By identifying critical functions for each job or appointment the Reserve Officer is queued into what is important to succeed (priorities) in the appointment - e.g. a platoon commander may have 5 or 6 critical functions each with perhaps 5 or 6 tasks. A critical function might be the effective administration of a platoon consisting of 3 sections and corresponding to that might be tasked related to medical/health wellness, leave, pay etc. A second critical function might be to command a platoon in all phases of war. Key tasks could relate to training, organisation and deployment of his sections etc.

159. The Reserve Officer conducting a self-assessment rates his individual results on a scale 1-5 in relation to the conduct of his critical functions. He/She then relates his/her performance to the achievement of the Sub-Unit or Unit goals and then attempts to rate their individual results in the context of the attainment of Unit or organisational goals. The cumulative score for this exercise is recorded against the maximum attainable score of 75. In section 3, the self-appraisal, the Reserve Officer is allowed the opportunity to critically assess his/her performance and briefly explain/justify the numeric score recorded in section 2.

160. In section 4, using the competency and behavior indicator, the immediate supervisor rates the Reserve Officer’s performance and attitudes (20 areas of assessment with 3 sub-sections each) on a scale of 1-4. The score achieved is recorded against the maximum attainable score of 240. Section 5 is undertaken place during an interaction between the supervisor and the rated Reserve Officer. Here the Reserve Officer is told of his/her suitability for promotion, higher appointment, training and continued service. The supervisor indicates how well or not he knows the subordinate and in Section 6 the OC adds his comments and signs off on this assessment before forwarding the ACR to the Reviewing Officer or CO.


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161. In Section 7, the CO adds his comments which may either support or counter the rating by the OC. In section 8, the OC and CO meet to determine an overall recommendation of a merit appraisal for the Reserve Officer ranging from outstanding to unsatisfactory. Section 9, provides feedback to the Reserve Officer as the ACR is returned. The Reserve Officer provides his/her comments on the supervisor’s rating and indicates whether he/she had been interviewed, warned or told of performance gaps during the yearly review period. Section 10 allows for another interaction before the Officer and OC certify that the ACR had been read and discussed.

162. In section 11, the Reserve Officer’s performance is discussed at the Career Review Group (CRG). This will undoubtedly be at branch level. Here the COs will be defending their Reserve Officers’ performance in relation to promotion goals but within the confines of the promotion slots (vacancies) available for each rank level within the Unit and the branch in general. The CRG will approve a merit appraisal ranging from outstanding to unsatisfactory.

163. Using the bell curve approach, it is expected that most Reserve Officers will fall into the category of fully met expectations (average). Those rated as exceeding expectations or outstanding will be automatically considered for promotion, having met all other criteria, while those rated as partially meeting expectation and unsatisfactory must be formally interviewed on their weak performance.

164. Finally, in section 12, the process that began with the Reserve Officer, ends with the Reserve Officer certifying that he/she has seen and read the comments of the Career Review Group.

165. See Annex F for a specimen of the Reserve Officers’ Annual Confidential Report.


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PERSONAL FILES

166. Officers and Other Ranks personal files - whether regular or Reserve – must be updated and include the most recently completed ACR/APR, recorded interviews, letters of commendation/rebuke and bio-data. Incomplete files may result in the non-promotion of an Officer or Other Rank and will be the direct responsibility of the Officer who is in command.

PROMOTION PROCEDURE

167. All recommendations for promotion are to be submitted on the prescribed Proforma at Annex G. Units/Departments/branches are to send twenty copies of each completed form to the SO1 G1, Defence Headquarters by 1st November, annually.

168. The incomplete ACRs are to be made available to Units/Departments by September 01st, annually. Also ACRs are to be submitted to DHQ by 1st November, annually. Promotions Conference will be held once yearly in the month of November.See diagram on page 43.

COMMISSIONS BOARD

169. There shall be established a Commissions Board as prescribed for in accordance with Section 3 of the Defence Regulations Chapter15:01. The Board will be chaired by the Chief of Staff.

PROMOTIONS BOARD

170. The following appointees will also comprise the Reserve Officers’ Promotion Board:


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Chief of Staff - Chairman

Deputy Chief of Staff

Colonel General Staff

Colonel Administration & Quartering

All Colonels

Commanding Officer Reserve

All Lieutenant Colonels

Selected Majors

Staff Officer 1 General 1 - Secretary

PROMOTIONS BOARD

171. The objective of the Board is to deliberate and make recommendations for Reserve Officers’ promotion to the Commissions Board as necessary and thereafter to the Defence Board for the Commander-in-Chief’s approval. Notwithstanding the composition of this board, it is the Commanding Officer of the Reserves who takes the lead at this Promotion Conference.

PROMOTION


a. Substantive Rank. The quota of substantive ranks for each Unit is authorised by the Promotions Board in relation to the overall establishment of that Unit. Promotions are to be controlled by Defence Headquarters in respect of Reserve Officers of the Force.

b. Acting Rank.

(1) Acting rank may be granted to a Reserve Officer who is posted into or


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who is appointed to fill a vacancy in an establishment which carries a higher rank than his substantive rank. Normally, acting rank can only be granted when a Reserve Officer with the appropriate substantive rank is available to fill a vacancy.

(2) A Reserve Officer holding an acting rank will be entitled to all the pay, allowances and privileges of that rank except that it will not be reckonable for purposes of determining his seniority.

(3) Acting ranks will be relinquished on the date the holder ceases to fill the vacancy for which the rank was granted except during terminal leave where the Reserve Officer has held acting rank for 180 consecutive days, immediately preceding terminal leave.

c. Local Rank.

(1) Local rank carries no entitlement to pay, allowances or pension rights. It may be recommended by the Promotion Board in those circumstances where is it desirable to exceed, temporarily, for purposes of training or prestige, the number of ranks or appointments authorised in an establishment or to provide a higher rank than that allowed.

(2) For disciplinary purposes, no account is taken of local rank. If an Officer is to be tried for an offence he will be tried in his/her substantive rank.


SENIORITY AND PRECEDENCE 173. a. All Reserve Officers’ seniority will be considered in accordance with the

dates of promotion in their respective rank. Should two Reserve Officers of the same rank be promoted on the same date, their precedence shall be determined by the date of their commission, if this is identical, then precedence will be determined by age.

b. A Reserve Officer’s substantive rank will take precedence over all those holding acting, probationary, local and honorary rank.

c. Seniority in rank shall count for reckonable service as well as promotion


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from the Reserve Officer’s eighteenth birthday or the date of his commission in the Force which ever is later.

OUTSTANDING DISCIPLINARY MATTERS

174. Reserve Officers with outstanding disciplinary matters will not be considered for promotion until these matters are concluded. The Reserve Officers who are subsequently proven innocent will be considered, at a convenient time, for back dated promotion. The disciplinary process must conclude within a two-month time frame. The ‘Summary of Evidence’ when this is ordered is to take no longer than two (02) weeks. Reserve Officers eligible for promotion and who are affected by this process are to be interviewed and advised of their status.

TIME SERVED

175. Reserve Officers whose disciplinary process exceeds two months, due to no fault of their own, will benefit from ‘Time Served’. This benefit will be meted out to the Reserve Officer whether he is guilty or not. Time served is defined as the total time beyond two months, which is taken to conclude disciplinary proceedings against a Reserve Officer. The affected Reserve Officer’s loss of seniority in this context will commence immediately after the said two-month period, for the processing of a disciplinary matter. This standard applies to orders done at Appropriate Superior Authority (ASA) levels. Where a Court Martial is conducted time will count from the date of the Court’s Award.

LOSS OF SENIORITY IN RANK

176. The ‘Loss of Seniority’ by a Reserve Officer will negatively affect his upward mobility. However, the Reserve Officer’s loss of seniority will only achieve its maximum impact when compared to the relative seniority of his/her batch mates. The affected Reserve Officer will cease to have the same seniority. The said loss of seniority shall be calculated from the date when his batch is promoted. Special circumstances will not obviate an individual’s loss of seniority. (see para 113 for example)

177. The Reserve Officer’s loss of seniority will also be reflected in his/her downward slide in the Force’s Seniority Listings. A Reserve Officer who, among five is promoted at the same time but is senior by age, will automatically become junior to them should he lose ‘seniority’. Depending on the extent of seniority lost and time (date) when


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punishment is awarded, he/she may also be superseded by a Reserve Officer who would have been promoted subsequently. Bear in mind that when a Reserve Officer is promoted to a higher rank it vitiates his/her previous loss of seniority. When the period of loss is completed his/her record must be removed from the Register.

LOSS OF SENIORITY IN APPOINTMENT

178. A Reserve Officer may also lose seniority in Appointment within his Unit. It is a legitimate punishment at the ASA level. It is the ASA who will finally determine the type of loss of seniority. In this regard a Reserve Officer’s loss of seniority in appointment may see him moving from an SO 1 acting to an SO 2 or from a Company Commander to a Company 2IC or from a Senior Pilot to a Junior Pilot. This category of loss will impact on the earnings of the Reserve Officer but not his eligibility for consideration for promotion to higher rank once he subsequently satisfies all the standards. This means that the loss of seniority in appointment will only be confined to the Unit to which the Officer belongs. His seniority according to the Force seniority listing will not be affected.


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CRITERIA FOR OTHER RANK PROMOTION (REGULAR)

QUALITATIVE STANDARD

179. Three critical standards are required:

a. Qualification. The key factor is qualification. Other Ranks must satisfy the Force’s Professional Military and Academic Standards which are critical to rank advancement. The two go together up to the level of Warrant Officer. The specific qualification is reflected at Annex H.

b. Experience. Other Ranks must apply their training to missions and tasks and complete those missions and tasks successfully. The experience level of the Other Rank will be measured by the degree of success achieved in the execution of missions and tasks. One may be qualified but lack experience.

c. Time in Rank. Sufficient time must be spent in a rank before an Other Rank is considered, other standards met, for advancement in rank. Accelerated advancement in rank must be the exception and driven by a critical Force requirement.

d. Merit. The chief criterion is merit i.e. the Other Rank’s ability, the quality of his performance on the job and by extension his contribution to the Force. The evidence of merit will be primarily reflected in the Other Rank’s Annual Performance Report.

e. Wellness. Wellness is a combination of physical fitness and compliance with the Force’s Body Mass Index Chart. Physical Fitness is achieved by every Other Rank satisfying the Force’s Individual Readiness Tests (IRT).


180. The following service qualification shall apply:


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WO1(ag)=17 yrs

WO1=18 yrs

WO2=16 yrs

SSGT=13 yrs

SSGT(ag)=12 yrs

SGT=9 yrs

SGT(ag)=8 yrs

CPL=6 yrs

CPL(ag)=5 yrs

LCPL=3 yrs

LCPL(ag)=2 yrs

PTE2 yrs

2 yrs

2 yrs

2 yrs

3 yrs

1 yr

1 yr

1 yr

1 yr

1 yr

1 yr

1 yr

WO2 (ag) = 15 yrs


PROMOTIONAL PROCEDURES

181. The procedures outlined for Officers’ Promotion are to a large extent applicable. The only change being the submission of Annual Performance Reports (APRs) as opposed to Annual Confidential Reports (ACRs) for Officers.

182. The general guideline for submission is as follows:

a. The incomplete APRs are to be made available to Units/Departments by 1st September, annually.

b. Completed APRs, including recommendation for promotions (20 copies each) - are to be submitted to the Staff Officer 1 General 1 by the 1st November, annually (see Annex G for Promotion Proforma). c. Standard GDF Proforma with recommendations for promotions are to be submitted to the Chairpersons of the respective Promotions Boards seven (7) working days before the actual promotion conferences.

d. All personal files held at GPD are to be available. Unit Commanders are encouraged to have their Unit personal files at the promotion conferences.


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e. The approved list of promotees up to the rank of Staff Sergeant will be published under the signature of the Chairman by the SO1 G1 within a maximum of 48 working hours after the conference.

f. This approved list will be sent within 48 working hours by the Chairman of the Force’s Promotions Board to the Chief of Staff for final approval.

g. The approved promotions by the Chief of Staff will be published in Force Orders.

183. Promotions Conference will be held once yearly in the month of November.

SPECIAL CONSIDERATION

184. An Other Rank can be promoted based on ‘Special Considerations.’ This category includes ‘age in rank’ for ranks who possess critical skills needed by the Guyana Defence Force. The Other Rank who is identified for ‘Special Consideration’ must also meet the promotion standards which have already been alluded to, in this document. This caveat is to be applied guardedly since potentially it can influence morale in a very negative way, especially at levels where there are serious bottlenecks.

PREPARATION OF ANNUAL PERFORMANCE REPORTS

185. The Other Rank’s self-appraisal will precede an interview/discussion with his/her respective Commander/Department Head aimed at arriving at a final evaluation, which will also consider the Commander/Department Head’s perception of the Other Rank.

186. The foregoing approach speaks to a team effort, which will enhance objectiveness and transparency. This process is to be done in the first and third quarters to facilitate the individual’s monitoring of his own progress and allowing him an opportunity to self-correct.

187. The assessed Other Rank must attain sixty (60%) overall to pass the above evaluation and to be considered for promotion, once he/she is eligible. The record of the final evaluation, along with all other supporting documents, must be properly inserted in the individual’s Personal File.

188. Other Rank who are in disagreement with the outcome of the final evaluation


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and have evidence to support same can appeal to his/her Commander’s Commander for review of the said evaluation.

189. See Annex F for a copy of the Other Ranks’ Annual Performance Report.


190. At the Other Rank level the promotion examination is the same examination as the Academic Education Programme. The movement is simple: promotion from Private to Lance Corporal requires a pass at a promotion examination that is the same as Level 1 of the AEP. Promotion from Lance Corporal to Corporal requires pass at a promotion examination that is the same as level 2 of the AEP and so on until Warrant Officer which is level 5 of the AEP. Levels 1 to 5 of the AEP is the same as Forms 1 to 5 in our Secondary schools.

191. The taking of a Promotional Examination by Acting Warrant Officers’ Class Two will be a requirement for promotion to Substantive Warrant Officer Class Two. This requirement will be preceded by a one (01) week Warrant Officers’ Cadre which will focus on academic, military and management skills. The Acting Warrant Officer is expected to successfully complete this Cadre and a subsequent Examination, to be conducted twice yearly, before becoming eligible for promotion to Substantive Warrant Officer Two. Promotional Exams do not apply to Warrant Officer Class 1, promotion to this rank is by selection.

192. Note: Exemption of Warrant Officers Class 1 from promotion examination and Cadres becomes effective after all the concerned Warrant Officers Class 1 have completed the Warrant Officer examination.


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PROMOTION BOARD - OTHER RANKS (REGULAR)

193. This Board shall comprise the following members:

a. Deputy COS

b. Colonel General Staff

c. Colonel Administration and Quartering

d. Staff Officer One General One

e. Staff Officer One General Three

f. Staff Officer One General Five

g. Commanding Officer Women’s Army Corps

h. Force Sergeant Major

PROMOTION BOARD

PROMOTION


a. Substantive Rank. The quota of substantive ranks for each Unit is authorised by the Promotions Board in relation to the overall establishment of that Unit. Promotions are to be controlled by Defence Headquarters in respect of regular soldiers.

b. Acting Rank.

(1) Acting rank may be granted to an Other Rank who is posted into or who is appointed to fill a vacancy in an establishment which carries a higher rank


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than his substantive rank. Normally, acting rank can only be granted when an Other Rank with the appropriate substantive rank is not available to fill a vacancy.

(2) An Other Rank holding an acting rank will be entitled to all the pay, allowances and privileges of that rank except that it will not be reckonable for purposes of determining his seniority.

(3) Acting ranks will be relinquished on the date the holder ceases to fill the vacancy for which the rank was granted except during terminal leave where the Other Rank has held acting rank for 180 consecutive days, immediately preceding terminal leave.

c. Local Rank.

(1) Local rank carries no entitlement to pay, allowances or pension rights. It may be granted by the Chief of Staff through a Commanding Officer in those circumstances where is it desirable to exceed, temporarily, for purposes of training or prestige, the number of ranks or appointments authorised in an establishment, or to provide a higher rank than that allowed.

(2) For disciplinary purposes, no account is taken of local rank. If an Other Rank is to be tried for an offence he will be tried in his/her substantive rank.


PERSONAL FILES

195. Other Ranks personal files - whether regular or Reserve – must be updated and include the most recent completed APR, recorded interviews, letters of commendation/rebuke and bio-data.

196. Incomplete files may result in the likely non-promotion of an OR and will be the direct responsibility of the Officer who is in command.


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PROMOTIONRESERVE OTHER RANK


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OTHER GUIDELINES

197. a. Other Ranks who are unable to attend qualifying courses because of medical reasons will be considered for promotion based on the experience criterion.

b. An Other Rank who is reduced in rank for disciplinary reasons will not be eligible for promotion before six (06) months have passed since the reduction.

c. An Other Rank will not normally be required to act in a rank for more than twelve (12) months before being advanced to substantive if qualified.

d. The BRC, JLC, and SLC are all “All Arms Courses.”

e. An Other Rank may be promoted directly to the substantive rank between Private and Corporal.

f. Specialist elements will be considered for promotion once they have completed the requisite qualifying specialist courses.

g. The Promotion Board has the right to promote or recommend the promotion of an Other Rank based on special circumstances.


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CRITERIA FOR OTHER RANKS PROMOTION (RESERVE)

198. The criteria for promotion of Reservists should be based on the following:

a. Performance. This should be the main criterion for promotion. The Reservist’s work must be of a high quality and at the same time he/she must display the ability to hold higher rank.

b. Military Qualification. Promotion to higher rank will also be based on successful completion of training courses, the minimum of which must be met. A Reservist must be able to carry out basic military duties during periods of internal unrest, national emergencies and in Defence of the country.

c. Trade qualification. The official position and prestige of Reservist must be taken into consideration and should be equated with rank. This chiefly applies to specialist who may not be called upon to go to the ‘front’ but will be providing skills in other areas. However, it is necessary that such persons undergo the appropiate military course in order to better appreciate their roles.

d. Experience. Reservists should improve their ability and maturity with the length of time they have ‘active.’ On the other hand experience and rank in the Regular Force should be taken into account. A person must be fully grounded in a particular rank before he/she is promoted to the next.

e. Merit. The chief criterion is merit i.e. the Reservist’s ability, the quality of his performance on the job and, by extension, his contribution to the Force. The evidence of merit will be primarily reflected in the Reserve Other Rank’s Annual Performance Report.

f. Wellness. Wellness is a combination of physical fitness and compliance with the Force’s Body Mass Index Chart. Physical Fitness is achieved by every Reserve Other Rank satisfying the Force’s Individual Readiness tests.


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PROMOTION BOARD

199. The Reserve’s Promotion Board will be chaired by the Deputy Chief of Staff or in his absence the Colonel General Staff, and comprise the following persons:

a. Deputy COS/Colonel General Staff

b. Colonel Administration and Quartering

c. Commanding Officer 2nd Infantry Battalion

d. Staff Officer One General One

e. Staff Officer One General Three

f. Staff Officer One General Five

g. Force Sergeant Major

h. RSM 2 Infantry Battalion

RESERVE’S PROMOTION BOARD

PROMOTIONAL PROCEDURES

200. The procedures outlined for Regular Other Ranks’ Promotion are to a large extent applicable to Reservists.

201. The general guideline for submission is as follows:

a. The incomplete APRs are to be made available to Units/Departments by 1st September, annually.

b. Completed APRs, including recommendation for promotions (20 copies each) - are to be submitted to the Staff Officer 1 General 1 by the 1st November, annually (see Annex G for Promotion Proforma).

202. Promotions Conference will be held once yearly in the month of November. See diagram on page 66.


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PREPARATION OF ANNUAL PERFORMANCE REPORTS

203. The Reservist’s self-appraisal will precede an interview/discussion with his/her respective Commander/Department Head aimed at arriving at a final evaluation, which will also consider the Commander/Department Head’s perception of the Reservist.

204. The foregoing approach speaks to a team effort, which will enhance objectiveness and transparency. This process is to be done every quarter to facilitate the individual’s monitoring of his own progress and allowing him an opportunity to self correct.

205. The assessed Reservist must pass the above evaluation to be considered for promotion, once he/she is eligible. The record of the final evaluation, along with all other supporting documents, must be properly inserted in the individual’s Personal File.

206. Ranks who are in disagreement with the outcome of the final evaluation and have evidence to support same can appeal to his/her Commander’s Commander for review of the said evaluation.


207. Promotional Exams do not apply to the Reserve Other Ranks.

PROMOTION


a. Substantive Rank. The quota of substantive ranks for each Unit is authorised by the Promotions Board in relation to the overall establishment of that Unit. Promotions are to be controlled by Defence Headquarters in respect of regular soldiers.

b. Acting Rank.

(1) Acting rank may be granted to a Reservist who is posted into or who is appointed to fill a vacancy in an establishment which carries a higher rank than his substantive rank. Normally, acting rank can only be granted when a Reservist with the appropriate substantive rank is not available to fill a vacancy.


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(2) A Reservist holding an acting rank will be entitled to all the pay, allowances and privileges of that rank except that it will not be reckonable for purposes of determining his seniority.

c. Local Rank.

(1) Local rank carries no entitlement to pay, allowances or pension rights. It may be granted by the Chief of Staff through a Commanding Officer in those circumstances where is it desirable to exceed, temporarily, for purposes of training or prestige, the number of ranks or appointments authorised in an establishment, or to provide a higher rank than that allowed.

(2) For disciplinary purposes, no account is taken of local rank. If a Reservist is to be tried for an offence he will be tried in his/her substantive rank.


SPECIAL CASES

209. Reservists not qualified may be considered on an individual basis for promotion. For these separate and individual reports must be presented. The categories include:

a. Medically unfit/disabled Reservists - in this category, the Board may delibrate upon the need to retain a Reservist with a critical skill needed by the Force.

b. Reservists of mature age.

c. Reservists whose services are needed urgently.


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DISQUALIFICATION

210. The Reservists will be disqualified for promotion for the following:

a. Reservists who are facing any major disciplinary charge before either a civil or military court.b. Reservists who have been reduced in rank within less than six (6) months.

c. Reservists who have not been ‘active’ within six (6) months before the schedule date of promotion.

OTHER GUIDELINES

211. a. To be considered for promotion, Reservists would have to be active - attending Weekend Training, Annual Camps, organised Force and Unit Training, Operational and other activities.

b. Reservists who are unable to attend qualifying courses because of medical reasons will be considered for promotion based on the experience criterion.

c. A Reservist who is reduced in rank for disciplinary reasons will not be eligible for promotion before six (06) months have passed since the reduction.

d. A Reservist will not normally be required to act in a rank for more than twelve (12) months before being advanced to substantive if qualified.

e. A Reservist may be promoted directly to the substantive rank between Private and Corporal.

f. Specialist elements will be considered for promotion once they have completed the requisite qualifying courses.

g. The Promotion Board has the right to promote or recommend the promotion of a Reservist based on special circumstances.


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PERSONAL FILES

212. Generally, Officers and Other Ranks personal files - whether Regular or Reserve – must be updated and include the most recent completed ACR/APR, recorded interviews, letters of commendation/rebuke and bio-data stats. Incomplete files may result in the likely non-promotion of an Officer or Other Rank and will be the direct responsibility of the Officer who is in command.

TRAINING

213. There are two categories of training for the Reserve Other Rank as follow:

a. Regional Reserves Training Centre (RRTC).

b. Annual Camp Centralised Training (ACCT).

214. The RRTC will be the main plank for Other Rank Reserve training. It means the bulk of the training will be done at the Regional Reserves Training Centers. Training of the Reserve Other Rank must be designed in keeping with the roles, mission and tasks of the Reserves and graduated in such a manner as to qualify him/her as a Reserve PTE/LCPL/SGT/SSGT/WO2 and WO1. The key to success is in the respective course designs and the training must be relevant to each respective role.

215. The duration of the Reserve Other Rank training courses will be dictated by relevance and content of the training modules. Affiliations and attachments to military and civil installations must also form part of the training content of the Reserve Other Rank. Where a Reserve Other Rank is posted to a Regular appointment his/her further training will be dictated by the conditions of the Regular but, like the Officer/Other Rank who changes his specialty, significant time will be required to achieve that result. An example would be a Corporal from the Reserve who is posted to a Regular appointment will have to first satisfy the Regular training standards for a Corporal before such an appointment can be filled.

216. Annual Camp Centre Training (ACCT) allows for the management of all trainees in one location in order to validate training done and provide opportunity for inter-operability and knowledge transfer. The annual camp training can be held in any location controlled by the Reserves. A Reserve Other Rank is required to attend an Annual Camp only after he/she has completed a prescribed period of training in a definite category – e.g. Reserve Private Course, Reserve Lance Corporal Course etc.


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CIVILIAN EMPLOYMENT AND CONTRACT PROCEDURES

CIVILIAN EMPLOYMENT

217. The decision to employ civilians is guided by the Force’s Personnel Policy and all recommendations for employment are subjected to the approval of the Chief of Staff. Civilian recruitment is processed and coordinated through the G1 Branch. Importantly, prior submission of recommendation of civilian employment, the Staff Officer 1 General 1 is required to liaise with other Principal Staff Officers especially the Staff Officer 1 General 2 for clearance and suitability, and Staff Officer 1 General 4 for financial planning relating to salary and benefits.

218. Employed civilians are required to observe the following:

a. Segmentation. Civilian employment will be guided by the need to fill vacancies not applicable to uniformed ranks in two primary categories – Non Specialist and Specialist. A maid may be considered a Non Specialist and a finance supervisor, a Specialist.

b. Status. Civilians will be employed to fill specific vacancies and will be referred to by appointment accordingly.

c. Discipline. The disciplinary procedure for civilian employee will be in accordance with the Personnel Policy of the Guyana Defence Force and without prejudice to the civilian worker and his Union agreement. All civilians employed by the Force must observe the military protocols and regulations applicable to them.

d. Promotion. Civilians can only be considered for promotion within the Guyana Defence Force establishment if a vacancy exists.

e. Emoluments. The benefits and emoluments for civilians will be guided based on several factors such as appointment, years of service, time served and further qualification.

f. Training. Civilians employed by the Force will be exposed to training in-keeping with their roles. This means that Training For Role Skills (TFORS) apply to civilians. Training in this regard includes formal courses at external institutions, courses and seminars conducted by the Force, seminars and cadres conducted by external agencies. Where necessary, civilians will be exposed to overseas training, conference and visits once it satisfies TFORs standards. Civilians will be bound by the Forces’ policy on contractual service for training offered.


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CONCLUSION

219. The guidelines outlined in this document speak to issues pertaining to promotion and career development standards within the Guyana Defence Force and it includes our Reserve Officers and civilians. Even though the standards for Officers and Other Ranks are dealt with separately, the procedures to be applied are generally similar save and except that an Officer’s promotion has its basis in the Defence Act, Chapter 15:01. Nonetheless, these guiding principles seek to ensure consistency, fairness and transparency in the career development and promotion standards in the Guyana Defence Force.

220. The issues, that have been addressed in this document, are not cast in stone, and deliberately so, since promotional bottlenecks, created as a result of ‘over strength’, will require innovative responses. Success in this regard therefore will ensure that there is confidence and trust in the system for career development and promotion, which are necessary pre-requisites for maintaining and enhancing an environment of high morale among Officers, Other Ranks and civilians.


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GENERIC GRADING STANDARDSFOREWORD

The Unit/ Sub Unit Grading Standards are designed to test the knowledge and proficiency levels of soldiers from the ranks of Privates to SNCOs in those areas relevant for the effective execution of their duties.

The acquisition of a grade through a process of grading assessment is a measure of competence level of an Officer who is in a specialist unit such as Air Corps or Coast Guard, or any Other Rank across the Force. Only in the case of Other Ranks, the grade obtained may be used to guide promotion to higher rank. It also entitles the soldier for a specialist allowance, which is an additional incentive to pursue and attain the higher grade.

The grading Board may sit and grade/evaluate any Other Rank’s competence in a defined specialist area in the event that no specialist course was conducted. The assessment/evaluation will be based on theory and practical in the course qualification standards of specialty.

Commanding Officers are to ensure their ranks receive the requisite training that will enable them to successfully complete their grading assessment and also to competently function in their respective appointments.

It is the intention that in preparation for the grading assessment outlined in this document, soldiers will be equipped with the necessary knowledge and skills to effectively and efficiently execute tasks specific to their role.

E Z Work Lieutenant Colonel Commanding Officer

2009-11-

ANNEX A TO CAREER DEVELOPMENT PLAN DATED 2009-11-


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PART 1 GENERAL INSTRUCTIONS

GENERAL The Generic grading standards are meant for Specialist Units/ Sub Units in the compilation of individual Units/ Sub Units Grading Standards. It is offered as a guide in the preparation of grading standards throughout the Force.

TABLE OF CONTENTS Page

Amendment Sheet i

Foreword ii

Table of Contents iii

PART 1 - GENERAL INSTRUCTIONS

General

Aim

Composition

Dates of Assessment

Duration of Assessment

Preparation for Grading

Grades

Requirement for Achieving Grade

Publication


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PART 2 - GRADE 111 ASSESSMENT

General Subject Areas to be Assessed

Assessment Schedule

Sample Questions PART 3 - GRADE II ASSESSMENT

General

Prerequisites for Grade II assessment.

Subject Areas to be Assessed

Assessment Schedule

Sample Questions

PART 4 - GRADE 1 STANDARD

General

Prerequisites for Grade I Assessment

Subject Areas to be Assessed

Assessment Schedule

Sample Questions


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PART 1 - GENERAL INSTRUCTIONS

GENERAL

1. The Unit/ Sub Unit Grading Standards will cover a wide range of subjects relevant to the specialisation of the Unit/ Sub Unit.

AIM

2. The aim of this document is to outline the grading assessment for the varying levels of Unit/ Sub Unit soldiers.

COMPOSITION OF GRADING BOARD

3. The Grading Board will comprise the Unit commander, designated representatives of the Unit/ Sub Unit, any other specialist required and an Officer to be appointed by Defence Headquarters.

DATES OF ASSESSMENT

4. The Grading Board will be convened annually in the absence of the equivalent course, or when necessary to facilitate the filling of vacancies within the Unit/ Sub Unit.

DURATION OF GRADING ASSESSMENT

5. Grading exams will be conducted over a period. See schedule under respective grading standards.

PREPARATION FOR GRADING

6. The overall preparation for grading will be the responsibility of the Commanding Officer who will coordinate all centralised training activities which will be conducted by the Unit School. The preparation of ranks for grading will be done through training seminars, study days, practical exercises and on the job training. However, the direct responsibility for the preparation of soldiers for grading lies with the Department Heads. Individual preparation is also encouraged.


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GRADES

7. Candidates will be graded at three levels:

a. Grade III - PTEs/LCPLs

b. Grade II - LCPLs/CPLs

c. Grade I - SGTs and above

REQUIREMENTS FOR ACHIEVING GRADE

8. The successful candidates must achieve 60% of the overall score. This includes a compulsory 60% pass in specific subjects which the Unit/ sub unit determines to be critical to the functioning of the individual in the grade for which he/ she is being tested. An asterisk * indicates the must pass subjects listed under the respective grading standard.

PUBLICATION

9. The results of the grading exercise will be published in the Force Part 11 Orders.

PART 2 - GRADE III ASSESSMENT

GENERAL

2.1 The Grade III is the first and lowest level for a qualified rank of the Unit/ Sub Unit. The Grade III assessment will assess the rank’s skill at, or knowledge of:

a. Skill areas listed.

b. Must pass subjects (*).

c. Practical tests/ exercises. PREREQUISITES 2.2 Candidates must have successfully completed the BRC.


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SCHEDULE

2.3 The Grade III assessment will be conducted over a period, as outlined in the document. The Unit / Sub Unit are responsible for publishing the detailed time table at least one week prior to the grading exercise.

SAMPLE QUESTIONS

2.4 Questions will be drawn from each theoretical subject area of the Grade III assessment. These questions will be structured similar to those listed in the grading standards.

PART 3 - GRADE II ASSESSMENT GENERAL

3.1. The Grade II Standard is the second stage in the grading of Unit/ Sub Unit personnel. Successful completion of the Grade II Standards, written / practical examination and exercises demonstrate that the ranks in the disciplines have the ability to, understanding of, or are familiar with the subjects and exercise being done at their levels.

PREREQUISITES 3.2 Candidates must have a minimum of four years service and must have successfully completed the following:

a. A Grade 3 course or grading examination. b. Junior Leaders’ Course.

SUBJECT AREAS TO BE ASSESSED



c. Practical tests/ exercises.


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SCHEDULE

3.4 The Grade II assessment will be conducted over a period, as outlined in the document. The Unit/ Sub Unit are responsible for publishing the detailed time table at least one week prior to the grading exercise.

SAMPLE QUESTIONS

3.5 Questions will be drawn from each theoretical subject area of the Grade II assessment. These questions, and the exercised/ practical to be done will be structured similar to those listed in the grading standards.

PART 4 - GRADE I ASSESSMENT GENERAL

4.1. The Grade I Standard is the third and final stage in the grading of Unit/ Sub Unit personnel. Successful completion of the Grade I Standard, inclusive of written tests, practical examination and exercises demonstrates that the ranks have the ability to, practical experience of, or are familiar with the subjects and exercise being done at their level.

PREREQUISITES 4.2 Candidates must have a minimum of seven years service and must have successfully completed the following:

a. A Grade 2 course or grading exam. b. Senior Leaders’ Course.

SUBJECT AREAS TO BE ASSESSED

1.3 These are to include:



c. Practical tests/ exercises.


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SCHEDULE

4.4 The Grade I assessment will be conducted over a period, as outlined in the document. The Unit/ Sub Unit are responsible for publishing the detailed time table at least one week prior to the grading exercise.

SAMPLE QUESTIONS

4.5 Questions will be drawn from each theoretical subject area of the Grade I assessment. These questions, and the exercised/ practical to be done will be structured similar to those listed in the grading standards.


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TECHNICAL AND VOCATIONAL EDUCATION TRAINING (TVET) APPRENTICESHIP PROGRAMME

GENERAL SUMMARY

1. The Guyana Defence Force has developed the TVET apprenticeship programme to address the potential capacity of members of the Force who are critically challenged by the Army Education Programme (AEP) assessment standard.

2. The programme is designed to create career opportunities for persons in society – non-schooled youths and early school dropouts - who do not meet the prerequisites to enter existing learning institutions.

3. Participation in the programme by these groups enhances the potential for them to contribute positively to the socioeconomic, general livelihood, and the national development and security of the Guyana. Persons who undergo TVET will be given the opportunity to participate in programmes that would realise a skill mutually beneficial to themselves, the Force and the country as a whole.

CONCEPT

4. The programme is designed to bridge the gap between Technical and Vocational Education Training (TVET) capabilities and TVET opportunities for members of the Force and persons who do not qualify to enter existing learning institutions in an effort to alleviate social and economic problems, create career opportunities, and improve livelihood and national security. 5. The underlying principles incorporate the creation of a learning mechanism and the development of life skills for serving members of the GDF, non-schooled youths and early school dropouts which supports Guyana’s civil defence, sea defence, disaster preparedness, crime reduction, hinterland development, national health protection including HIV/AIDS and national infrastructure development plans.

PLAN AND COORDINATION

6. The programme will be coordinated by 4 Engineer Battalion and supported by Coast Guard, G5 Branch, Agricultural Corps and the Education Unit of the Force under the purview of Defence Headquarters.

ANNEX B TO CAREER DEVELOPMENT PLAN DATED 2009-11-


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SPECIMEN LETTER OF CENSURE

1900/1111

991000 Lieutenant R CashewStaff Officer 3 General 7 09-11-

LETTER OF CENSURE / ADMINISTRATIVE REBUKE

The first paragraph chronicles the concerns of the Commanding Officer over the identified lapses and or short comings of the individual being written to and the implications for such lapses on the operational / administrative efficiency of the Force or Unit.

This second paragraph discusses the nature of the lapses noted and the implications future actions would have on the individual’s career in the Guyana Defence Force.

In the third paragraph the individual is cautioned to address with immediacy the concerns raised by the Commanding Officer and the action (s) needed by the individual to eliminate the lapses noted and for which the Commanding Officer addressed in writing.

Final paragraph ends with a warning of intent of other disciplinary / administrative actions if there is a recurrence or other disciplinary lapses.

S LARSONLieutenant Colonel

Commanding Officer

Copy to:

Colonel General Staff / Colonel Administration and QuarteringUnit Personal FileForce Personal File

ANNEX C TO CAREER DEVELOPMENT PLAN DATED 2009-11-


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QUARTERLY READINESS TEST (QUART)

GENERAL

1. The Quarterly Readiness Test (QUART) is a fitness test designed to improve the overall fitness levels of Officers and soldiers in the GDF. It will be conducted every quarter and its successful completion is meant to impact on the upward mobility of all.

AIM

2. The aim of this proposal is to detail the conduct of the QUART.

EVENTS

3. The following events will comprise the QUART:a. 2 mile run.b. Push Ups.c. Sit Ups.

4. See Annex A for the standards of these events.

CONDUCT

5. The QUART will be conducted in the final week of every quarter, less the last one where it will be done during the final week of November.

6. It will be executed after flag raising according to the following roster:

a. Tuesday - BC (A), including CG. b. Wednesday - BC(S), including Agri Corps. c. Friday - Absentees of both locations.

ANNEX D TO CAREER DEVELOPMENT PLAN DATED 2009-11-


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7. The events will be conducted in the following sequence:

a. 2 mile run

a. 2 mile run.

2-MILE RUN STANDARDS Age Group

17 – 21

22 – 26

27 – 31

32 – 36

37 – 41

Age Group

42 – 46

47 – 51

52 +

Time M F M F

M F M F M F Time M F M F M F

12:54 12:54 13:00 100 100 13:00 13:06 99 99 13:06 13:12 97 98 13:12 13:18 96 97 100 100 13:18 13:24 94 96 99 99 13:24 13:30 93 94 98 98 13:30 13:36 92 93 97 97 100 13:36 13:42 90 92 96 96 99 13:42 13:48 89 91 95 95 98 13:48 13:54 88 90 94 95 97 13:54 14:00 86 89 92 94 97 14:00 14:06 85 88 91 93 96 14:06 100 14:12 83 87 90 92 95 14:12 99 14:18 82 86 89 91 94 14:18 98 14:24 81 84 88 90 93 14:24 97 100 14:30 79 83 87 89 92 14:30 97 99 14:36 78 82 86 88 91 14:36 96 98 14:42 77 81 85 87 91 14:42 95 98 100 14:48 75 80 84 86 90 14:48 94 97 99 14:54 74 79 83 85 89 14:54 93 96 98 15:00 72 78 82 85 88 15:00 92 95 98 15:06 71 77 81 84 87 15:06 91 95 97 15:12 70 76 79 83 86 15:12 90 94 96 15:18 68 74 78 82 86 15:18 90 93 95 15:24 67 73 77 81 85 15:24 89 92 95 15:30 66 72 76 80 84 15:30 88 91 94 15:36 64 100 71 100 75 79 83 15:36 87 91 93 15:42 63 99 70 99 74 78 82 15:42 86 90 92 15:48 61 98 69 98 73 100 77 81 15:48 85 89 91 15:54 60 96 68 97 72 99 76 100 80 15:54 84 88 91 16:00 59 95 67 96 71 98 75 99 80 16:00 83 87 90 16:05 57 94 66 95 70 97 75 99 79 16:06 83 87 89 16:12 56 93 64 94 69 97 74 98 78 16:12 82 86 88 16:18 54 92 63 93 68 96 73 97 77 16:18 81 85 87 16:24 53 90 62 66 95 72 97 76 76 16:24 80 84 87 16:30 52 89 61 91 65 94 71 96 75 16:30 79 84 86 16:36 50 88 60 90 64 93 70 95 74 16:36 78 83 85 16:42 49 87 59 89 63 92 69 94 74 16:42 77 82 84 16:48 48 85 58 88 62 91 68 94 73 16:48 77 81 84 16:54 46 84 57 87 61 91 67 93 72 16:54 76 80 83 17:00 45 83 56 86 60 90 66 92 71 100 17:00 75 80 82 17:06 43 82 54 85 59 89 65 92 70 99 17:06 74 79 81 17:12 42 81 53 84 58 88 65 91 69 99 17:12 73 78 80 17:18 41 79 52 83 57 87 64 90 69 98 17:18 72 77 80


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17:24 39 78 51 82 56 86 63 90 68 97 17:24 71 100 76 79 17:30 38 77 50 81 55 86 62 89 67 96 17:30 70 99 76 78 17:36 37 76 49 80 54 85 61 88 66 96 17:36 70 99 75 100 77 17:42 35 75 48 79 52 84 60 88 65 95 17:42 69 98 74 99 76 17:48 34 73 47 78 51 83 59 87 64 94 17:48 68 97 73 99 76 17:54 32 72 46 77 50 82 58 86 63 94 17:54 67 97 73 98 75 18:00 31 71 44 76 49 81 57 86 63 93 18:00 66 96 72 97 74 18:06 30 70 43 75 48 80 56 85 62 92 18:06 65 96 71 97 73 18:12 28 68 42 74 47 80 55 84 61 92 18:12 64 95 70 96 73 18:18 27 67 41 73 46 79 55 83 60 91 18:18 63 94 69 96 72 18:24 26 66 40 72 45 78 54 83 59 90 18:24 63 94 69 95 71 18:30 24 65 39 71 44 77 53 82 58 89 18:30 62 93 68 94 70 18:36 23 64 38 70 43 76 52 81 57 89 18:36 61 92 67 94 69 18:42 21 62 37 69 42 75 51 81 57 88 18:42 60 92 66 93 69 18:48 20 61 36 68 41 74 50 80 56 87 18:48 59 91 85 92 68 18:54 19 60 34 67 39 74 49 79 55 87 18:54 58 90 65 92 67 19:00 17 59 33 66 38 73 48 79 54 86 19:00 57 90 64 91 66 100 19:06 16 58 32 65 37 72 47 78 53 85 19:06 57 89 63 91 65 99 19:12 14 56 31 64 36 71 46 77 52 85 19:12 56 89 62 90 65 99 19:18 13 55 30 63 35 70 45 77 51 84 19:18 55 88 62 89 64 98 19:24 12 54 29 62 34 69 45 76 51 83 19:24 54 87 61 89 63 97 19:30 10 53 28 61 33 69 44 75 50 82 19:30 53 87 60 88 62 96 19:36 9 52 27 60 32 68 43 74 49 82 19:36 52 86 59 87 62 96 19:42 8 50 26 59 31 67 42 74 48 81 19:42 51 85 58 87 61 95 19:48 6 49 24 58 30 66 41 73 47 80 19:48 50 85 58 86 60 94 19:54 5 48 23 57 29 65 40 72 46 80 19:54 50 84 57 86 59 93 20:00 3 47 22 56 28 64 39 72 46 79 20:00 49 83 56 85 58 93 20:06 2 45 21 55 26 63 38 71 45 78 20:06 48 83 55 84 58 92 20:12 1 44 20 54 25 63 37 70 44 78 20:12 47 82 55 84 57 91 20:18 0 43 19 53 24 62 36 70 43 77 20:18 46 82 54 83 56 90 20:24 42 18 52 23 61 35 69 42 76 20:24 45 81 53 82 55 90 20:30 41 17 51 22 60 35 68 41 75 20:30 44 80 52 82 55 89 20:36 39 16 50 21 59 34 68 40 75 20:36 43 80 51 81 54 88


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2-MILE RUN STANDARDS CONT’D Age Group

17 – 21

22 – 26

27 – 31

32 – 36

37 – 41

Age Group

42 – 46

47 – 51

52 +

Time M F M F

M F M F M F Time M F M F M F

20:42 38 14 49 20 58 33 67 40 74 20:42 43 79 51 81 53 87 20:48 37 13 48 19 57 32 66 39 73 20:48 42 78 50 80 52 87 20:54 36 12 47 18 57 31 66 38 73 20:54 41 78 49 79 51 86 21:00 35 11 46 17 56 30 65 37 72 21:00 40 77 48 79 51 85 21:06 33 10 45 16 55 29 64 36 71 21:06 39 77 47 78 50 84 21:12 32 9 44 15 54 28 63 35 71 21:12 38 76 47 77 49 84 21:18 31 8 43 14 53 27 63 34 70 21:18 37 75 46 77 48 83 21:24 30 7 42 12 52 26 62 34 69 21:24 37 75 45 76 47 82 21:30 28 6 41 11 51 25 61 33 68 21:30 36 74 44 76 47 81 21:36 27 4 40 10 51 25 61 32 68 21:36 35 73 44 75 46 81 21:42 26 3 39 9 50 24 60 31 67 21:42 34 73 43 74 45 80 21:48 25 2 38 8 49 23 59 30 66 21:48 33 72 42 74 44 79 21:54 24 1 37 7 48 22 59 29 66 21:54 32 71 41 73 44 79 22:00 22 0 36 6 47 21 58 29 65 22:00 31 71 40 72 43 78 22:06 21 35 5 46 20 57 28 64 22:06 30 70 40 72 42 77 22:12 20 34 4 46 19 57 27 64 22:12 30 70 39 71 41 76 22:18 19 33 3 45 18 56 26 63 22:18 29 69 38 71 40 76 22:24 18 32 2 44 17 55 25 62 22:24 28 68 37 70 40 75 22:30 16 31 1 43 16 54 24 61 22:30 27 68 36 69 39 74 22:36 15 30 0 42 15 54 23 61 22:36 26 67 36 69 38 73 22:42 14 29 41 15 53 23 60 22:42 25 66 35 68 37 73 22:48 13 28 40 14 52 22 59 22:48 24 66 34 67 36 72 22:54 12 27 40 13 52 21 59 22:54 23 65 33 67 36 71 23:00 10 26 39 12 51 20 58 23:00 23 64 33 66 35 70 23:06 9 25 38 11 50 19 57 23:06 22 64 32 66 34 70 23:12 8 24 37 10 49 18 56 23:12 21 63 31 65 33 69 23:18 7 23 36 9 49 17 56 23:18 20 63 30 64 33 68 23:24 5 22 35 8 48 17 55 23:24 19 62 29 64 32 67 23:30 4 21 34 7 48 16 54 23:30 18 61 29 63 31 67 23:36 3 20 34 6 47 15 54 23:36 17 61 28 62 30 66 23:42 2 19 33 5 46 14 53 23:42 17 60 27 62 29 65 23:48 1 18 32 5 46 13 52 23:48 16 59 26 61 29 64 23:54 0 17 31 4 45 12 52 23:54 15 59 25 61 28 64 24:00 16 30 3 44 11 51 24:00 14 58 25 60 27 63 24:06 15 29 2 43 11 50 24:06 13 57 24 59 26 62 24:12 14 29 1 43 10 49 24:12 12 57 23 59 25 61 24:18 13 28 0 42 9 49 24:18 11 56 22 58 25 61 24:24 12 27 41 8 48 24:24 10 56 22 57 24 60 24:30 11 26 41 7 47 24:30 10 55 21 57 23 59 24:36 10 25 40 6 47 24:36 9 54 20 56 22 59 24:42 9 24 39 6 46 24:42 8 54 19 56 22 58 24:48 8 23 39 5 45 24:48 7 53 18 55 21 57 24:54 7 23 38 4 45 24:54 6 52 18 54 20 56 25:00 6 22 37 3 44 25:00 5 52 17 54 19 56 25:06 5 21 37 2 43 25:06 4 51 16 53 18 55 25:12 4 20 36 1 42 25:12 3 50 15 52 18 54 25:18 3 19 35 0 42 25:18 3 50 15 52 17 53


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25:24 2 18 34 41 25:24 2 49 14 51 16 53 25:30 1 17 34 40 25:30 1 49 13 51 15 52 25:36 0 17 33 40 25:36 0 48 12 50 15 51 25:42 16 32 39 25:42 47 11 49 14 50 25:48 15 32 38 25:48 47 11 49 13 50 25:54 14 31 38 25:54 46 10 48 12 49 26:00 13 30 37 26:00 45 9 47 11 48 26:06 12 30 36 26:06 25 8 47 11 47 26:12 11 29 35 26:12 44 7 46 10 47 26:18 11 28 35 26:18 43 7 46 9 46 26:24 10 28 34 26:24 43 6 45 8 45 26:30 9 27 33 26:30 42 5 44 7 47 Time M F M F M F M F M F M F M F M F

Age Group

17 – 21 22 – 26 27 – 31 32 – 36 37 – 41 42 – 46 47 – 51 52 +

b. Sit Ups.

SIT-UP STANDARDS

Age Group 17-21 22-26 27-31 32-36 37-41 Age Group

42-46 47-51 52 +

Reps M/F M/F M/F M/F M/F Reps M/F M/F M/ F 82 100 82 81 99 81 80 100 98 80 79 99 97 79 78 100 97 98 78 77 98 96 95 77 76 97 95 94 100 100 76 75 95 93 92 99 99 75 74 94 92 91 98 88 74 73 92 91 90 98 97 73 72 90 89 89 95 96 72 100 71 89 88 88 94 95 71 99 70 87 87 87 93 94 70 98 69 88 85 86 92 93 69 97 68 84 84 85 91 92 68 96 67 82 83 84 89 91 67 95 66 81 81 83 88 89 66 94 100 100 65 79 80 82 87 88 65 93 99 99 64 78 79 81 86 87 64 92 98 98 63 76 77 79 85 86 63 91 97 97 62 74 76 78 84 85 62 90 98 96 61 73 75 78 84 85 62 90 98 96 60 71 73 76 81 83 60 88 93 94 59 70 72 75 80 82 59 87 92 93 58 88 71 74 79 81 58 86 91 92 57 88 69 73 78 80 57 85 90 91 56 85 88 72 76 79 56 84 89 89 55 83 67 71 75 78 55 83 88 88 54 62 65 70 74 77 54 82 87 87 53 60 64 69 73 76 53 81 86 88 52 58 63 68 72 75 52 80 84 85 51 57 61 66 71 74 51 79 83 84 50 55 60 85 69 73 50 78 82 83 49 54 59 64 68 72 49 77 81 82 48 52 57 63 67 71 48 76 80 81 47 50 56 62 66 69 47 75 79 80 46 49 55 61 65 68 46 74 78 79 45 47 53 60 64 67 45 73 77 78 44 46 52 59 62 66 44 72 76 77 43 44 50 58 61 65 43 71 74 76 42 42 49 57 60 64 42 70 73 75 41 41 48 58 59 63 41 69 72 74 40 39 47 55 58 62 40 68 71 73 39 38 45 54 56 81 39 67 70 72 38 36 44 52 55 60 38 66 69 71 37 34 43 51 54 59 37 65 68 69

b. Situps


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36 33 41 50 53 58 36 64 67 68 35 31 40 49 52 57 35 63 68 67 34 30 39 48 50 56 34 62 64 68 33 28 37 47 49 55 33 61 63 65 32 26 36 46 48 54 32 60 62 64 31 25 35 45 47 53 31 59 61 63 30 23 33 44 48 52 30 58 60 62 29 22 32 43 45 50 29 57 59 81 28 20 31 42 44 49 28 56 58 60 27 18 29 41 42 48 27 55 57 59 26 17 28 39 41 47 26 54 58 58 25 15 27 38 40 46 25 53 54 57 24 14 25 37 39 45 24 52 53 58 23 12 24 36 38 44 23 51 52 55 22 10 23 35 36 43 22 50 51 54 21 9 21 34 35 42 21 49 50 53

Reps M/F M/F M/F M/F M/F Reps M/F M/F M/F Age Group 17-21 22-26 27-31 32-36 37-41

Age Group

42-46 47-51 52


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c. Push ups.

PUSH-UPS Age Group

17 – 21

22 – 26

27 – 31

32 – 36

37 – 41

Age Group

42 – 46

47 – 51

52 +

Reps M F M F M F M F M F Reps M F 77 100 77 76 99 76 75 100 98 100 75 74 99 97 99 74 73 98 96 98 100 73 72 97 95 97 99 72 71 100 95 94 96 98 71 70 99 94 93 95 97 70 69 97 93 92 94 96 69 68 96 92 91 93 95 68 67 94 91 89 92 94 67 66 93 90 88 91 93 66 100 65 92 89 87 90 92 65 99 64 90 87 86 89 91 64 98 63 89 86 85 88 90 63 97 62 88 85 84 87 89 62 96 61 86 84 83 86 88 61 94 60 85 83 82 85 87 60 93 59 83 82 81 84 86 59 92 100 58 82 81 80 83 85 58 91 99 57 81 79 79 82 84 57 90 98 56 79 78 78 81 83 56 89 96 100 55 78 77 77 79 82 55 88 95 99 54 77 76 76 78 81 54 87 94 98 53 75 75 75 77 79 53 86 93 97 52 74 74 74 76 78 52 84 92 96 51 72 73 73 75 77 51 83 91 94 50 71 71 72 100 74 76 50 82 89 93 49 70 70 71 99 73 75 49 81 88 92 48 68 69 69 98 72 74 48 80 87 91 47 67 68 68 96 71 73 47 79 86 90 46 66 67 100 67 95 70 72 46 78 85 89 45 64 66 99 66 94 69 100 71 45 77 84 88 44 63 65 97 65 93 68 99 70 44 76 82 87 43 61 63 96 64 92 67 97 69 43 74 81 86 42 60 100 62 94 63 90 66 96 68 42 73 80 84 41 59 98 61 93 62 89 65 95 67 41 72 79 83 40 57 97 60 92 61 88 64 93 66 100 40 71 78 82 39 56 95 59 90 60 87 63 92 65 99 39 70 76 81 38 54 93 58 89 59 85 62 91 64 97 38 69 75 80 37 53 91 57 88 58 84 61 89 63 96 37 68 100 74 79 36 52 90 55 86 57 83 60 88 62 94 36 67 98 73 78 35 50 88 54 85 56 82 59 87 61 93 35 66 97 72 77 34 49 86 53 83 55 81 58 85 60 91 34 64 95 71 100 76 33 48 84 52 82 54 79 57 84 59 90 33 63 94 69 98 74 32 46 83 51 81 53 78 56 83 58 88 32 62 92 68 97 73 31 45 81 50 79 52 77 55 81 57 87 31 61 90 67 95 72 100 30 43 79 49 78 50 76 37 80 56 85 30 60 89 66 93 71 98

b. Push-Ups


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29 42 77 47 77 49 75 53 79 55 84 29 59 87 65 92 70 96 28 41 76 46 75 48 73 52 77 54 82 28 58 86 64 90 69 95 27 39 74 45 74 47 72 51 76 53 81 27 57 84 62 88 68 93 26 38 72 44 72 46 71 50 75 52 79 26 56 82 61 87 67 91 25 37 70 43 71 45 70 49 73 51 78 25 54 81 60 85 66 89 24 35 69 42 70 44 68 48 72 50 76 24 53 79 59 83 64 87 23 34 67 41 68 43 67 47 71 49 75 23 52 78 58 82 63 85 22 32 65 39 67 42 66 46 69 48 73 22 51 76 56 80 62 84 21 31 63 38 66 41 65 45 68 47 72 21 50 74 55 78 61 82 20 30 62 37 64 40 64 44 67 46 70 20 49 73 54 77 60 80 19 28 60 36 63 39 62 43 65 45 69 19 48 71 53 75 59 78 18 27 58 35 61 38 61 42 64 44 67 18 47 70 52 73 58 76 17 26 57 34 60 37 60 41 63 43 66 17 46 68 51 72 57 75 16 24 55 33 59 36 59 39 61 42 64 16 44 66 49 70 56 73 15 23 53 31 57 35 58 38 60 41 63 15 43 65 48 68 54 71 14 21 51 30 56 34 56 37 59 39 61 14 42 63 47 67 53 69 13 20 50 29 54 33 55 36 58 38 60 13 41 62 46 65 52 67 12 19 48 28 52 32 54 35 56 37 59 12 40 60 45 63 51 65 11 17 46 27 50 31 52 34 54 36 57 11 39 58 44 62 50 64 10 18 44 26 49 29 50 33 52 35 56 10 38 57 42 60 49 62 9 14 43 25 49 28 49 32 50 34 54 9 37 55 41 58 48 60 8 13 41 23 48 27 49 31 49 33 53 8 36 54 40 57 47 58 7 12 39 22 46 26 48 30 49 32 51 7 34 52 39 55 46 56 6 10 37 21 45 25 47 29 48 31 50 6 33 50 38 53 44 55 5 9 36 20 43 24 45 28 47 30 48 5 32 49 36 52 43 53 4 8 34 19 42 23 44 27 45 29 47 3 6 32 18 41 22 43 26 44 28 45 2 5 30 17 39 21 42 25 43 27 44 1 3 29 15 38 20 41 24 41 26 42 Reps M F M F M F M F M F

Age Group

17 – 21 22 – 26 27 – 31 32 – 36 37 – 41 42 – 46 47 – 51 52 +

8. Each event carries a maximum of 100 points and to pass participants are required to acquire 50% of the HPS. To obtain the points scored for each event, the raw score will have to be compared against the scorecard.

MONITORS

9. A team will be responsible for monitoring the QUART. It will comprise:

a. SO2 G3 Trg - Chairmanb. Officer/SNCO of Trg Corpsc. Officer/SNCO of 1 Inf Bn Gpd. Records Clerk of GPD


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ALTERNATIVE EVENT

10. Persons with medical conditions that prevent them from participating will be required to participate in an alternative event. This can be selected from:

a. Cycling.b. Aerobic exercise.

DRESS

11. The dress will be PT Order.

RECORDS

12. Accurate records are to be maintained since these will impact on professional advancement. Units are responsible for maintaining their records, which are to be entered into the PFs. The Records Clerk of GPD will obtain the records and enter same in the PFs held at GPD. See Annex B for a sample scorecard.

MEDICAL

13. A medical team is to be present during the conduct of the QUART.

CONCLUSION

14. Physical Fitness will continue to play an integral role in mission accomplishment. This makes it mandatory for the climate to be created by Commanders at all levels to produce a paradigm shift in our approach to fitness. Commanders should therefore embrace this QUART with the kind of attention it deserves.


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WHAT IS BMI AND HOW IS IT USED

1. Body Mass Index (BMI) is a number calculated from a person’s weight and height. It is a fairly reliable indicator of body fatness for most people. Additionally, BMI is an inexpensive and easy-to-perform method of screening for weight categories that may lead to health problems.

2. The standard weight status categories with BMI ranges for adults are shown in the following table:

3. A detail Body Mass Index table is shown below. To use the table, find the appropriate height in the left-hand column labeled Height. Move across to a given weight (in pounds). The number at the top of the column is the BMI at that Height and weight. Pounds have been rounded off.

SER BMI WEIGHT STATUS (a) (b) (c) 01 Below 18.5 Underweight 02 18.5-24.9 Normal 03 25.0-29.9 Overweight 04 30.0 and Above Obese

BMI 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 Height (inches)

Body Weight (pounds)

58 91 96 100 105 110 115 119 124 129 134 138 143 148 153 158 162 167 59 94 99 104 109 114 119 124 128 133 138 143 148 153 158 163 168 173 60 97 102 107 112 118 123 128 133 138 143 148 153 158 163 168 174 179 61 100 106 111 116 122 127 132 137 143 148 153 158 164 169 174 180 185 62 104 109 115 120 126 131 136 142 147 153 158 164 169 175 180 186 191 63 107 113 118 124 130 135 141 146 152 158 163 169 175 180 186 191 197 64 110 116 122 128 134 140 145 151 157 163 169 174 180 186 192 197 204

BMI 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35

Height (inches)


65 114 120 126 132 138 144 150 156 162 168 174 180 186 192 198 204 210 66 118 124 130 136 142 148 155 161 167 173 179 186 192 198 204 210 216 67 121 127 134 140 146 153 159 166 172 178 185 191 198 204 211 217 223 68 125 131 138 144 151 158 164 171 177 184 190 197 203 210 216 223 230 69 128 135 142 149 155 162 169 176 182 189 196 203 209 216 223 230 236 70 132 139 146 153 160 167 174 181 188 195 202 209 216 222 229 236 243 71 136 143 150 157 165 172 179 186 193 200 208 215 222 229 236 243 250 72 140 147 154 162 169 177 184 191 199 206 213 221 228 235 242 250 258 73 144 151 159 166 174 182 189 197 204 212 219 227 235 242 250 257 265 74 148 155 163 171 179 186 194 202 210 218 225 233 241 249 256 264 272 75 152 160 168 176 184 192 200 208 216 224 232 240 248 256 264 272 279 76 156 164 172 180 189 197 205 213 221 230 238 246 254 263 271 279 287

BMI 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52

Height (inches) Body Weight (pounds)

58 172 177 181 186 191 196 201 205 210 215 220 224 229 234 239 244 248 59 178 183 188 193 198 203 208 212 217 222 227 232 237 242 247 252 257 60 184 189 194 199 204 209 215 220 225 230 235 240 245 250 255 261 266 61 190 195 201 206 211 217 222 227 232 238 243 248 254 259 264 269 275 62 196 202 207 213 218 224 229 235 240 246 251 256 262 267 273 278 284 63 203 208 214 220 225 231 237 242 248 254 259 265 270 278 282 287 293 64 209 215 221 227 232 238 244 250 256 262 267 273 279 285 291 296 302 65 216 222 228 234 240 246 252 258 264 270 276 282 288 294 300 306 312 66 223 229 235 241 247 253 260 266 272 278 284 291 297 303 309 315 322

ANNEX E TO CAREER DEVELOPMENT PLAN DATED 2009-11-


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SER BMI WEIGHT STATUS (a) (b) (c) 01 Below 18.5 Underweight 02 18.5-24.9 Normal 03 25.0-29.9 Overweight 04 30.0 and Above Obese

BMI 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 Height (inches)


58 91 96 100 105 110 115 119 124 129 134 138 143 148 153 158 162 167 59 94 99 104 109 114 119 124 128 133 138 143 148 153 158 163 168 173 60 97 102 107 112 118 123 128 133 138 143 148 153 158 163 168 174 179 61 100 106 111 116 122 127 132 137 143 148 153 158 164 169 174 180 185 62 104 109 115 120 126 131 136 142 147 153 158 164 169 175 180 186 191 63 107 113 118 124 130 135 141 146 152 158 163 169 175 180 186 191 197 64 110 116 122 128 134 140 145 151 157 163 169 174 180 186 192 197 204

BMI 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35

Height (inches)


65 114 120 126 132 138 144 150 156 162 168 174 180 186 192 198 204 210 66 118 124 130 136 142 148 155 161 167 173 179 186 192 198 204 210 216 67 121 127 134 140 146 153 159 166 172 178 185 191 198 204 211 217 223 68 125 131 138 144 151 158 164 171 177 184 190 197 203 210 216 223 230 69 128 135 142 149 155 162 169 176 182 189 196 203 209 216 223 230 236 70 132 139 146 153 160 167 174 181 188 195 202 209 216 222 229 236 243 71 136 143 150 157 165 172 179 186 193 200 208 215 222 229 236 243 250 72 140 147 154 162 169 177 184 191 199 206 213 221 228 235 242 250 258 73 144 151 159 166 174 182 189 197 204 212 219 227 235 242 250 257 265 74 148 155 163 171 179 186 194 202 210 218 225 233 241 249 256 264 272 75 152 160 168 176 184 192 200 208 216 224 232 240 248 256 264 272 279 76 156 164 172 180 189 197 205 213 221 230 238 246 254 263 271 279 287

BMI 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52

Height (inches) Body Weight (pounds)

58 172 177 181 186 191 196 201 205 210 215 220 224 229 234 239 244 248 59 178 183 188 193 198 203 208 212 217 222 227 232 237 242 247 252 257 60 184 189 194 199 204 209 215 220 225 230 235 240 245 250 255 261 266 61 190 195 201 206 211 217 222 227 232 238 243 248 254 259 264 269 275 62 196 202 207 213 218 224 229 235 240 246 251 256 262 267 273 278 284 63 203 208 214 220 225 231 237 242 248 254 259 265 270 278 282 287 293 64 209 215 221 227 232 238 244 250 256 262 267 273 279 285 291 296 302 65 216 222 228 234 240 246 252 258 264 270 276 282 288 294 300 306 312 66 223 229 235 241 247 253 260 266 272 278 284 291 297 303 309 315 322

67 230 236 242 249 255 261 268 274 280 287 293 299 306 312 319 325 331 68 236 243 249 256 262 269 276 282 289 295 302 308 315 322 328 335 341 69 243 250 257 263 270 277 284 291 297 304 311 318 324 331 338 345 351 70 250 257 264 271 278 285 292 299 306 313 320 327 334 341 348 355 362 71 257 265 272 279 286 293 301 308 315 322 329 338 343 351 358 365 372 72 265 272 279 287 294 302 309 316 324 331 338 346 353 361 368 375 383 73 272 280 288 295 302 310 318 325 333 340 348 355 363 371 378 386 393 74 280 287 295 303 311 319 326 334 342 350 358 365 373 381 389 396 404 75 287 295 303 311 319 327 335 343 351 359 367 375 383 391 399 407 415 76 295 304 312 320 328 336 344 353 361 369 377 385 394 402 410 418 426

BODY MASS INDEX TABLE


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DEADLINE FOR ACHIEVING ‘NORMAL’ BMI STATUS – OFFICERS/SOLDIERS

4. Officers and soldiers are to attain ‘Normal’ BMI status by 2010-03-31. The six-month period for achieving the aforementioned status commences on 2009-10-01.


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ANNEX F TO OFFICER’S PREFORMA DATED 2009-11-

GUYANA DEFENCE FORCE

OFFICER’S ANNUAL CONFIDENTIAL REPORT SECTION 1: PERSONAL DATA NO RANK GIVEN NAME_________________SURNAME BRANCH UNIT YEAR DATE COMPLETED TYPE OF COMMISSION DATE OF BIRTH MOS (Description/Number) DATE OF COMMISSION AGE THIS YEAR RUN OUT DATE SERVICE THIS YEAR GRADE APPOINTMENTS COVERED DURING THIS REPORTING PERIOD 1. APPOINTMENT FROM TO 2. APPOINTMENT FROM TO 3. APPOINTMENT FROM TO 4. APPOINTMENT FROM TO

ANNEX F TO OFFICER’S PERFORMADATED 2009-11-


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F-2

SECTION 2: OFFICER’s SELF ASSESSMENT OF PERFORMANCE AND RESULTS SCORECARD ←………………………Supervisor Rating………………………→ Not

Successful (1)

Partially Successful

(2)

Successful

(3)

Exceeded Expectation

(4)

Outstanding

(5) 1 Individual Results

Relate to Sub-Unit/unit output

Relate to corporate plan/initiatives

2 Individual Results












TOTALS

GRAND SCORE Total Scored /

SECTION 3: OFFICER’S SELF APPRAISAL


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SECTION 4: COMPETENCY SCORECARD ←………………………Supervisor

Rating………………………→ Competency/Behavioural Indicator Needs

Development (1)

Fully Satisfactory

(2)


(3)

Outstanding

(4) 1 QUALIFICATION Meets training requirement (PME and academic),

essays, promotional exams, fitness tests and BMI Meets the time and service requirement

Maturity and readiness for higher rank

2 JOB EFFICIENCY Delivered on critical tasks and functions of job

Meets timelines

Quality of work

3 ANALYSIS AND PLANNING Ingenuity and foresight (intelligent anticipation)

Mission Analysis, essential tasks for mission success

Plans easily executed (simple, realistic, efficient use of resources)

4 LOYALTY Executes orders without questioning same

Promptly addresses subordinates’ concerns

Respects organisational culture and traditions

5 DEDICATION Punctuality and time spent on job

Works beyond the normal demands of duty

Represents the GDF in a positive way

6 JUDGMENT AND INITIATIVE Makes decisions based on experience

and evaluation of available information.

Self starter, well motivated

Prepared to make decisions based on Organisational Expectations


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←………………………Supervisor

Rating………………………→ Competency/Behavioural Indicator Needs

Development (1)

Fully Satisfactory

(2)


(3)

Outstanding

7 PHYSICAL FITNESS Attendance of physical training sessions and

participation in sports activities

Completed physical readiness tests

Good health and has completed yearly physical exam

8 DECISION MAKING Critical analysis skills, problem identification

Ability to make decisions based on situational awareness

Ability to separate personal biases in decision making

9 LEADERSHIP Builds strong teams

Motivate others to complete tasks

Good coach and mentor

10 MORAL COURAGE Communicates unpopular decisions disregarding

consequences Takes ownership for negative outcomes

Subordinates individual’s interests for that of the organisation

11 COOPERATION Does not question instructions or rigidly establish

boundaries

Interested in the good of the unit and the Force in general

Supports others, good team player

12 PERSONAL AND SOCIAL DISCIPLINE Punctuality, good deportment and etiquette

Involvement in clubs, or other social networks within or

outside the Force Commitment to personal development and that of

family members 13 PERFORMANCE UNDER STRESS Lifts morale of subordinates when under pressure

Risk aversion and avoidance of dangerous tasks,

responsibilities Meets expectations of superiors even when under

pressure


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←………………………Supervisor Rating…………………..→ Competency/Behavioural Indicator Needs

Development (1)

Fully Satisfactory

(2)


(3)

Outstanding

(4)

14 CONTRIBTION TO IMPROVEMENT IN THE FORCE Recognised across the Force for an outstanding

achievement

Brings credit to the Force through his/her participation in national activities

Innovativeness and ability to leverage new technologies or approaches to improve efficiency

15 MAN MANAGEMENT Delegate and task effectively

Maintains cohesiveness of Group

Ability to deal with difficult situations and subordinates

16 ADAPTATION TO CHANGE Socialises well with people outside immediate group

Good grasp of geo-politics

Maintains high level of performance under varied circumstances

17 EXPERIENCE Completed the time required in the rank and appointment

Respond well to coaching and mentoring

Ability to draw lessons from past situations

18 PROFESSIONAL DEPTH Demonstrates a sound grasp of leadership and command

principles Effectively applies his/her knowledge in the execution

of duties Contributes effectively in discussions, meetings and unit

activities 19 MILITARY BEARING AND NEATNESS Correct weight and muscle tone

Body Mass Index Score : ____________________

Takes pride in his/her dress (Military and Civilian)

Care/Security of kit and equipment

20 CHARACTER Honesty and integrity

Does not go against established principles

Good role model for peers and subordinates

TOTALS GRAND SCORE Total Scored/


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SECTION 5: CAREER DISCUSSION AND RECOMMENDATIONS

a. Is he/she fit for promotion? Yes No

b. Is he/she fit for higher appointment? Yes No

c. Is he/she fit for further training? Yes No

d. Is he/she fit for continued service? Yes No

e. Do you know this person well adequately slightly not at all

SECTION 6: SUPERVISOR’S COMMENTS (OC) Name: Rank: Appointment: Comments: ………………………………………………………………………………………………… ………………………………………………………………………………………………… SECTION 7: COMMENTS OF REVIEWING OFFICER (CO) Name: Rank: Appointment: Comments: …………………………………………………………………………………………… ……………………………………………………………………………………………..


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SECTION 8: SUPERVISORS’ OVERALL RECOMMENDATION

Outstanding


Fully Met Expectation

Partially Met Expectation

Unsatisfactory SECTION 9: OFFICER’S COMMENTS ON SUPERVISORS’ ASSESSMENT Did performance related discussion with your supervisor occur during the review period?

Yes No If so, please give dates: Comments: …………………………………………………………………………………………….. ……………………………………………………………………………………………….. SECTION 10: CERTIFICATION I have read and discussed the ACR with my supervisor Officer’s Name: Rank: Appointment: Date: Signature: Supervisor’s Name: Rank: Appointment: Date: Signature:


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SECTION 11: RECOMMENDATION OF THE CAREER REVIEW GROUP (BRANCH SPECIFIC)

Outstanding

Exceeded Expectations

Fully Met Expectations

Partially Met Expectations

Unsatisfactory

Comment: Chairperson’s signature: Name and Appointment: Date: SECTION 12: CERTIFICATION CRG COMMENTS (BRANCH) SEEN BY OFFICER


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Name: Date: Signature:

EXPLANATIONS OF COMPETENCY/BEHAVIOURAL INDICATORS (OFFICERS) ACRs Serial Dimensions

Competency/Behavioural Indicator

Explanations Remarks

(a) (b) (c) (d) 1

QUALIFICATION a. Meets training requirement (PME and academic), essays, promotional exams, fitness tests and BMI b. Meets the time and service requirement c. Maturity and readiness for higher rank

Scored on a scale for each sub-item

2 JOB EFFICIENCY a. Delivered on critical tasks and functions of job b. Meets timelines c. Quality of work

ditto

3 ANALYSIS AND PLANNING

a. Ingenuity and foresight (intelligent anticipation) b. Mission Analysis, essential tasks for mission success c. Plans easily executed (simple, realistic, efficient use of resources)

“

4 LOYALTY a. Executes orders without questioning same b. Promptly addresses subordinates’ concerns c. Respects organisational culture and traditions

“

5 DEDICATION a. Punctuality and time spent on job b. Works beyond the normal demands of duty c. Represents the GDF in a positive way

“

6 JUDGMENT AND INITIATIVE

a. Makes decisions based on experience and evaluation of available information. b. Self starter, well motivated c. Prepared to make decisions based on organisational expectations

“

7 PHYSICAL FITNESS a. Attendance of physical training sessions and participation in sports activities b. Completed physical readiness tests c. Good health and has completed yearly physical exam

“

8 DECISION MAKING a. Critical analysis skills, problem identification b. Ability to make decisions based on situational awareness c. Ability to separate personal biases in decision making

9 LEADERSHIP a. Builds strong teams b. Motivate others to complete tasks c. Good coach and mentor

10 MORAL COURAGE a. Communicates unpopular decisions disregarding

SECTION 11: RECOMMENDATION OF THE CAREER REVIEW GROUP (BRANCH SPECIFIC)

Outstanding

Exceeded Expectations

Fully Met Expectations

Partially Met Expectations

Unsatisfactory

Comment: Chairperson’s signature: Name and Appointment: Date: SECTION 12: CERTIFICATION CRG COMMENTS (BRANCH) SEEN BY OFFICER


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consequences b. Takes ownership for negative outcomes c. Subordinates individual interests for that of the organisation

11 COOPERATION a. Does not question instructions or rigidly establish boundaries b. Interested in the good of the unit and the Force in general c. Supports others, good team player

12 PERSONAL AND SOCIAL DISCIPLINE

a. Punctuality, good deportment and etiquette b. Involvement in clubs, or other social networks within or outside the Force c. Commitment to personal development and that of family members

13 PERFORMANCE UNDER STRESS

a. Lifts morale of subordinates when under pressure b. Risk aversion and avoidance of dangerous tasks, responsibilities c. Meets expectations of superiOther Ranks even when under pressure

14 CONTRIBUTION TO IMPROVEMENT IN THE FORCE

a. Recognised across the Force for an outstanding achievement b. Brings credit to the Force through his/her participation in national activities c. Innovativeness and ability to leverage new technologies or approaches to improve efficiency

15 MANAGEMENT a. Delegate and task effectively b. Maintains cohesiveness of Group c. Ability to deal with difficult situations and subordinates

16 ADAPTATION TO CHANGE

a. Socialises well with people outside immediate group b. Good grasp of geo-politics c. Maintains high level of performance under varied circumstances

17 EXPERIENCE a. Completed the time required in the rank and appointment b. Respond well to coaching and mentoring c. Ability to draw lessons from past situations

18 PROFESSIONAL DEPTH

a. Demonstrates a sound grasp of leadership and command principles b. Effectively applies his/her knowledge in the execution of duties c. Contributes effectively in discussions, meetings and unit activities

19 MILITARY BEARING AND NEATNESS

a. Correct weight and muscle tone b. Takes pride in his/her dress (Military and Civilian) c. Care/Security of kit and equipment

20 CHARACTER a. Honesty and integrity b. Does not go against established principles c. Good role model for peers and subordinates


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EXPLANATIONS OF COMPETENCY/BEHAVIOURAL INDICATORS OF OFFICERS ACRs

Serial Dimensions Competency/Behavioural Indicator

Explanations Remarks

(a) (b) (c) (d) 1

QUALIFICATION

a. Meets training requirement (PME and academic), essays, promotional exams, fitness tests and BMI b. Meets the time and service requirement c. Maturity and readiness for higher rank

Scored on a scale for each sub-item

2 JOB EFFICIENCY a. Delivered on critical tasks and functions of job b. Meets timelines c. Quality of work

ditto

3 ANALYSIS AND PLANNING

a. Ingenuity and foresight (intelligent anticipation) b. Mission Analysis, essential tasks for mission success c. Plans easily executed (simple, realistic, efficient use of resources)

“

4 LOYALTY a. Executes orders without questioning same b. Promptly addresses subordinates’ concerns c. Respects organisational culture and traditions

“

5 DEDICATION a. Punctuality and time spent on job b. Works beyond the normal demands of duty c. Represents the GDF in a positive way

“

6 JUDGMENT AND INITIATIVE

a. Makes decisions based on experience and evaluation of available information. b. Self starter, well motivated c. Prepared to make decisions based on organisational expectations

“

7 PHYSICAL FITNESS a. Attendance of physical training sessions and participation in sports activities b. Completed physical readiness tests c. Good health and has completed yearly physical exam

“

8 DECISION MAKING a. Critical analysis skills, problem identification b. Ability to make decisions based on situational awareness c. Ability to separate personal biases in decision making

9 LEADERSHIP a. Builds strong teams b. Motivate others to complete tasks c. Good coach and mentor

10 MORAL COURAGE a. Communicates unpopular decisions disregarding consequences b. Takes ownership for negative outcomes c. Subordinates individual interests for that of the organisation

11 COOPERATION a. Does not question instructions or rigidly establish boundaries


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F-12

b. Interested in the good of the unit and the Force in general c. Supports others, good team player

12 PERSONAL AND SOCIAL DISCIPLINE

a. Punctuality, good deportment and etiquette b. Involvement in clubs, or other social networks within or outside the Force c. Commitment to personal development and that of family members

13 PERFORMANCE UNDER STRESS

a. Lifts morale of subordinates when under pressure b. Risk aversion and avoidance of dangerous tasks, responsibilities c. Meets expectations of superiOther Ranks even when under pressure

14 CONTRIBUTION TO IMPROVEMENT IN THE FORCE

a. Recognised across the Force for an outstanding achievement b. Brings credit to the Force through his/her participation in national activities c. Innovativeness and ability to leverage new technologies or approaches to improve efficiency

15 MANAGEMENT a. Delegate and task effectively b. Maintains cohesiveness of Group c. Ability to deal with difficult situations and subordinates

16 ADAPTATION TO CHANGE

a. Socialises well with people outside immediate group b. Good grasp of geo-politics c. Maintains high level of performance under varied circumstances

17 EXPERIENCE a. Completed the time required in the rank and appointment b. Respond well to coaching and mentoring c. Ability to draw lessons from past situations

18 PROFESSIONAL DEPTH

a. Demonstrates a sound grasp of leadership and command principles b. Effectively applies his/her knowledge in the execution of duties c. Contributes effectively in discussions, meetings and unit activities

19 MILITARY BEARING AND NEATNESS

a. Correct weight and muscle tone b. Takes pride in his/her dress (Military and Civilian) c. Care/Security of kit and equipment

20 CHARACTER a. Honesty and integrity b. Does not go against established principles c. Good role model for peers and subordinates


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ANNE

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GDF C

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09-1

1-

PROM

OTIO

N –P

ERFO

RMA

OFFIC

ER

UNIT

:

SUB

UNI

T:

DAT

E:

O

FFIC

ERS

SER

REG

NO.

PRES

ENT

RANK

NA

ME &

IN

ITIA

LS

AGE

DATE

TO

S

COUR

SE A

TTEN

DED/

QUA

LIFIC

ATIO

N

Date

T

itle o

f

Cou

rse

Co

mpl

eted

C

ours

e

Gra

de

RECE

NT

PROM

OTIO

N PR

ESEN

T GR

ADE

VACA

NCY

TO B

E FIL

LED

RECO

MM

NDED

RANK

RE

MAR

KS

(a)

(b)

(c)

(d)

(f)

(g)

01

02

03

04

05

06

07

08

AN

NE

X G

TO

G

DF

CA

RE

ER

DE

VE

LO

PME

NT

PLA

ND

ATE

D 2

009-

11-


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PROM

OTIO

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ERFO

RMA

OTHE

R RA

NKS

UNIT

:

SUB

UNI

T:

DAT

E:

ORS

:

SER

REG

NO.

PRES

ENT

RANK

NA

ME &

IN

ITIA

LS

AGE

DATE

TO

S CO

URSE

ATT

ENDE

D/ Q

UALIF

ICAT

ION

Da

te

Titl

e of

C

ours

e

Com

plet

ed

Cou

rse

G

rade

RECE

NT

PROM

OTIO

N PR

ESEN

T GR

ADE

VACA

NCY

TO B

E FIL

LED

RECO

MM

NDED

RANK

RE

MAR

KS

(a)

(b)

(c)

(d)

(f)

(g)

01

02

03

04

05

06

07

08


RESTRICTED

H-1

ANNEX H TO GDF CAREER DEVELOPMENT PLANDATED 2010-01-10

In many instances the career development matrix exhibits an ability for an officer to reach the rank of Lieutenant Colonel. This is in no way a guarantee for that specific unit. The attainment of the rank of Lieutenant Colonel and in some cases a Major may best be possible through migration of that officer to another unit with greater scope. The real intention is to demonstrate that such high ranks are possible in the Guyana Defence Force.


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s

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: Pilo

t O

ffic

er

SOC

By S

elec

tion

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, PE

xam

CIV

2Lt Lt

(ag)

Lt Ca

pt(a

g) Ca

pt Maj

(ag)

Maj

Lt C

ol(a

g) Lt

Col

Avi

atio

n Tr

aini

ng

Avi

atio

n M

anag

emen

t A

irlin

e Tr

ansp

ort

Pilo

t Li

cens

e Ce

rtif

ied

Flig

ht In

stru

ctor

Ju

nior

Com

man

d an

d St

aff C

ours

e

Plat

oon

Com

man

ders

’ Cou

rse

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odul

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omot

ion

Exam

inat

ion

Q

ualit

y M

anag

emen

t Se

nior

Com

man

d an

d St

aff C

ours

e St

anda

rd O

ffic

ers’

Cou

rse

Serv

ice

Pape

r

Uni

vers

ity

Dip

lom

a U

nive

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y D

egre

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omot

ion

Cour

se

*SCS

C- G

d A

*JCS

C- G

d B

AB

INIT

IO

AM

A

TPL

CFI

JCSC

PC

C R

Mod

PE

xam

Q

M

SCSC

SO

C SP

U

DPL

U

DEG

*

- - - - - - - - - - - - - -

UD

PL/U

DEG

SP

SP

SP

SP

SP

SP

1yr

SP

AB

INIT

IO -

Gd

C QM

- G

d A

AM

- G

d A

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

*PCC

R M

od -

Gd

C

ATP

L- G

d B

CFI -

Gd

A

AN

NEX

H T

O

GD

F CA

REE

R D

EVEL

OPM

ENT

PLA

N

DA

TE 2

010-

01-1

0 A

NN

EX

H T

O

GD

F C

AR

EE

R D

EV

EL

OPM

EN

T P

LA

ND

AT

ED

201

0-01

-10


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T M

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s

PRO

FESS

ION

: Air

fram

e an

d E

ngi

ne

Engi

nee

rin

g O

ffic

er

SOC

By

Sele

ctio

n

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, PE

xam

CIV

2Lt Lt

(ag)

Lt Ca

pt(

ag)

Cap

t Maj

(ag)

Maj

Lt C

ol(

ag) Lt

Co

l

Avi

atio

n Tr

aini

ng

Avi

atio

n M

anag

emen

t A

ir S

taff

Tra

inin

g Ju

nior

Com

man

d an

d St

aff C

ours

e

Plat

oon

Com

man

ders

’ Cou

rse

- Ran

ge M

odul

e Pr

omot

ion

Exam

inat

ion

Q

ualit

y M

anag

emen

t Se

nior

Com

man

d an

d St

aff C

ours

e St

anda

rd O

ffic

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Cou

rse

Serv

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Pape

r

Uni

vers

ity

Dip

lom

a U

nive

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y D

egre

e Pr

omot

ion

Cour

se

*SCS

C- G

d A

AB

INIT

IO

AM

A

ST

JCSC

PC

C R

Mod

PE

xam

Q

M

SCSC

SO

C SP

U

DPL

U

DEG

*

- - - - - - - - - - - - -

UD

PL/U

DEG

SP

SP

SP

SP

SP

SP

1yr

SP

AB

INIT

IO -

Gd

C

AM

- G

d A

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

*PCC

R M

od

- G

d C

AST

- G

d A

*JCS

C- G

d B

Q

M -

Gd

A


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CAR

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ir C

orp

s

PRO

FESS

ION

: Avi

on

ics

Engi

nee

rin

g O

ffic

er SO

C

By

Sele

ctio

n

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, PE

xam

CIV

2Lt Lt

(ag)

Lt Ca

pt(

ag)

Cap

t Maj

(ag)

Maj

Lt C

ol(

ag) Lt

Co

l

Avi

atio

n Tr

aini

ng

Avi

atio

n M

anag

emen

t A

ir S

taff

Tra

inin

g Ju

nior

Com

man

d an

d St

aff C

ours

e

Plat

oon

Com

man

ders

’ Cou

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odul

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omot

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Exam

inat

ion

Q

ualit

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anag

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t Se

nior

Com

man

d an

d St

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anda

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Pape

r

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Dip

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A

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DEG

*

- - - - - - - - - - - - -

UD

PL/U

DEG

SP

SP

SP

SP

SP

SP

1yr

SP

AB

INIT

IO -

Gd

C

AM

- G

d A

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

*PCC

R M

od

- G

d C

AST

- G

d A

*JCS

C- G

d B

Q

M -

Gd

A


RESTRICTED

H-5

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: A

ir C

orp

s

PRO

FESS

ION

: Avi

atio

n F

uel

Tec

hn

icia

n

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL

CXC

Exam

s

CXC

Exam

s

PTE

LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

)

SSG

T

WO

2(ag

)

WO

2 W

Os

Cad

re

WO

A (C

ompe

titi

ve)

*JLC

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d 3

A

FTC

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3

BR

C

**ES

C A

EP

AFT

C B

RC

CXC

Exam

s D

C D

IC

JLC

L1-L

5 PE

xam

SA

AC

SAA

IC

WO

A

UD

PL

*

**ES

C

Aca

dem

ic E

duca

tion

Pro

gram

me

Avi

atio

n Fu

el T

echn

icia

n Co

urse

B

asic

Rec

ruit

Cou

rse

Cari

bbea

n Ex

amin

atio

ns

Dri

ll Co

urse

D

rill

Inst

ruct

ors’

Cou

rse

Juni

or L

eade

rs’ C

ours

e Le

vel 1

to

5 Pr

omot

ion

Exam

inat

ion

Sk

ill-A

t-A

rms

Cour

se

Skill

-At-

Arm

s In

stru

ctor

s’ C

ours

e W

arra

nt O

ffic

ers’

Aca

dem

y U

nive

rsit

y D

iplo

ma

Prom

otio

n Co

urse

Es

sent

ial S

peci

alis

t Co

urse

s

- - - - - - - - - - - - - - -

*AFT

C - G

d 2

• A

EP a

nd

the

acad

emic

com

pone

nt o

f th

e P

Exam

ar

e es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a

part

icu

lar

leve

l ex

empt

s th

e ne

ed

to

pass

th

e o

ther

. H

owev

er,

this

ex

cept

ion

is

o

nly

for

the

aca

dem

ic

com

pone

nt

of

the

PEx

am.

A

sold

ier

wit

h su

ch

an

ex

empt

ion

is s

till

requ

ired

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

as

pect

o

f th

e P

Exam

. P

Exam

s co

mpr

ises

bo

th

acad

emic

and

pro

fess

iona

l m

ilita

ry e

duca

tion

(P

ME)

. •

Uni

t/Su

b U

nit

Com

ma

nder

s m

ust

incl

ude

othe

r Es

sen

tial

Sp

ecia

list

Cou

rses

(*

*ESC

) fo

r th

eir

rank

s su

ch

as

Arm

stor

eman

, Sto

rem

an,

Med

ic e

tc.

DC

or

SAA

C - G

d 2

*SLC

- G

d 1

, DIC

or

SAA

IC

*AFT

C - G

d 1

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

UD

PL

UD

PL


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ir C

orp

s

PRO

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ION

: Air

fram

e an

d E

ngi

ne

Tech

nic

ian

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PTE LC

PL(a

g) LC

PL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

)

SSG

T

WO

2(ag

)

WO

2 W

Os

Cad

re

*JLC

- G

d 3

A

TMC

- Gd

3

BR

C

**ES

C A

EP

ATM

C B

RC

CXC

Exam

s D

C D

IC

JLC

L1-L

5 PE

xam

SA

AC

SAA

IC

WO

A

UD

PL

* **ES

C

Aca

dem

ic E

duca

tion

Pro

gram

me

Avi

atio

n Te

chni

cian

Mai

nten

ance

Cou

rse

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Dri

ll In

stru

ctor

s’ C

ours

e Ju

nior

Lea

ders

’ Cou

rse

Leve

l 1 t

o 5

Prom

otio

n Ex

amin

atio

n

Skill

-At-

Arm

s Co

urse

Sk

ill-A

t-A

rms

Inst

ruct

ors’

Cou

rse

War

rant

Off

icer

s’ A

cade

my

Uni

vers

ity

Dip

lom

a Pr

omot

ion

Cour

se

Esse

ntia

l Spe

cial

ist

Cour

ses

- - - - - - - - - - - - - - -

*ATM

C - G

d 2

DC

or

SAA

C - G

d 2

*SLC

- G

d 1

, DIC

or

SAA

IC

*ATM

C - G

d 1

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

WO

A (C

ompe

titi

ve)

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.

UD

PL

UD

PL


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s

PRO

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ION

: Tec

hn

ical

Sto

res

Sup

ervi

sor

1yr,

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

)

SSG

T

WO

2(ag

)

WO

2 W

Os

Cad

re

*JLC

- G

d 3

A

TSC

- Gd

3

BR

C

**ES

C A

EP

ATS

C B

RC

CXC

Exam

s D

C D

IC

JLC

L1-L

5 PE

xam

SA

AC

SAA

IC

WO

A

UD

PL

* **ES

C

Aca

dem

ic E

duca

tion

Pro

gram

me

Avi

atio

n Te

chni

cal S

tore

man

Cou

rse

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Dri

ll In

stru

ctor

s’ C

ours

e Ju

nior

Lea

ders

’ Cou

rse

Leve

l 1 t

o 5

Prom

otio

n Ex

amin

atio

n

Skill

-At-

Arm

s Co

urse

Sk

ill-A

t-A

rms

Inst

ruct

ors’

Cou

rse

War

rant

Off

icer

s’ A

cade

my

Uni

vers

ity

Dip

lom

a Pr

omot

ion

Cour

se

Esse

ntia

l Spe

cial

ist

Cour

ses

- - - - - - - - - - - - - - -

*ATS

C - G

d 2

DC

or

SAA

C - G

d 2

*SLC

- G

d 1

, DIC

or

SAA

IC

*ATS

C - G

d 1

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

WO

A (C

ompe

titi

ve)

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.

UD

PL

UD

PL


RESTRICTED

H-8

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: A

ir C

orp

s

PRO

FESS

ION

: Tec

hn

ical

Rec

ord

s Su

per

viso

r

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

)

SSG

T

WO

2(ag

)

WO

2 W

Os

Cad

re

*JLC

- G

d 3

A

TRC

- Gd

3

BR

C

**ES

C A

EP

ATR

C B

RC

CXC

Exam

s D

C D

IC

JLC

L1-L

5 PE

xam

SA

AC

SAA

IC

WO

A

UD

PL

* **ES

C

Aca

dem

ic E

duca

tion

Pro

gram

me

Avi

atio

n Te

chni

cal R

ecor

ds C

ours

e B

asic

Rec

ruit

Cou

rse

Cari

bbea

n Ex

amin

atio

ns

Dri

ll Co

urse

D

rill

Inst

ruct

ors’

Cou

rse

Juni

or L

eade

rs’ C

ours

e Le

vel 1

to

5 Pr

omot

ion

Exam

inat

ion

Sk

ill-A

t-A

rms

Cour

se

Skill

-At-

Arm

s In

stru

ctor

s’ C

ours

e W

arra

nt O

ffic

ers’

Aca

dem

y U

nive

rsit

y D

iplo

ma

Prom

otio

n Co

urse

Es

sent

ial S

peci

alis

t Co

urse

- - - - - - - - - - - - - - -

*ATR

C - G

d 2

DC

or

SAA

C - G

d 2

*SLC

- G

d 1

, DIC

or

SAA

IC

*ATR

C - G

d 1

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

WO

A (C

ompe

titi

ve)

• A

EP a

nd

the

aca

dem

ic c

ompo

nent

of

the

PEx

am a

re

esse

nti

ally

the

sam

e up

to

L5;

a pa

ss i

n ei

ther

one

at

a

part

icu

lar

leve

l ex

emp

ts t

he n

eed

to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

on

ly

for

the

aca

dem

ic

com

pone

nt

of

the

PEx

am.

A

sold

ier

wit

h su

ch

an

ex

empt

ion

is s

till

req

uire

d to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

ac

adem

ic a

nd p

rofe

ssio

nal

mili

tary

edu

cati

on (

PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cia

list

Cou

rses

(**

ESC)

for

the

ir r

ank

s su

ch

as A

rmst

orem

an,

Stor

eman

, M

edic

etc

.

UD

PL

UD

PL


RESTRICTED

H-9

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: A

ir C

orp

s

PRO

FESS

ION

: Avi

atio

n O

per

atio

ns

Sup

ervi

sor

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

)

SSG

T

WO

2(ag

)

WO

2 W

Os

Cad

re

*JLC

- G

d 3

A

OC

- Gd

3

BR

C

**ES

C

AEP

A

OC

BR

C CX

C Ex

ams

DC

DIC

JL

C L1

-L5

PExa

m

SAA

C SA

AIC

W

OA

U

DPL

* **

ESC

Aca

dem

ic E

duca

tion

Pro

gram

me

Avi

atio

n O

pera

tion

s Co

urse

B

asic

Rec

ruit

Cou

rse

Cari

bbea

n Ex

amin

atio

ns

Dri

ll Co

urse

D

rill

Inst

ruct

ors’

Cou

rse

Juni

or L

eade

rs’ C

ours

e Le

vel 1

to

5 Pr

omot

ion

Exam

inat

ion

Sk

ill-A

t-A

rms

Cour

se

Skill

-At-

Arm

s In

stru

ctor

s’ C

ours

e W

arra

nt O

ffic

ers’

Aca

dem

y U

nive

rsit

y D

iplo

ma

Prom

otio

n Co

urse

Es

sent

ial S

peci

alis

t Co

urse

- - - - - - - - - - - - - - -

*AO

C - G

d 2

DC

or

SAA

C - G

d 2

*SLC

- G

d 1

, DIC

or

SAA

IC

*AO

C - G

d 1

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

WO

A (C

ompe

titi

ve)

• A

EP a

nd

the

aca

dem

ic c

ompo

nent

of

the

PEx

am a

re

esse

nti

ally

the

sam

e up

to

L5;

a pa

ss i

n ei

ther

one

at

a

part

icu

lar

leve

l ex

emp

ts t

he n

eed

to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

on

ly

for

the

aca

dem

ic

com

pone

nt

of

the

PEx

am.

A

sold

ier

wit

h su

ch

an

ex

empt

ion

is s

till

req

uire

d to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

ac

adem

ic a

nd p

rofe

ssio

nal

mili

tary

edu

cati

on (

PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cia

list

Cou

rses

(**

ESC)

for

the

ir r

ank

s su

ch

as A

rmst

orem

an,

Stor

eman

, M

edic

etc

.

UD

PL

UD

PL


RESTRICTED

H-10

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: A

ir C

orp

s

PRO

FESS

ION

: Air

craf

t Lo

ader

Su

per

viso

r

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

)

SSG

T

*JLC

- G

d 3

A

LC -

Gd

3

BR

C

**ES

C

AEP

A

LC

BR

C CX

C Ex

ams

DC

DIC

JL

C L1

-L5

PExa

m

SAA

C SA

AIC

SL

C * **

ESC

Aca

dem

ic E

duca

tion

Pro

gram

me

Avi

atio

n Lo

ader

Cou

rse

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Dri

ll In

stru

ctor

s’ C

ours

e Ju

nior

Lea

ders

’ Cou

rse

Leve

l 1 t

o 5

Prom

otio

n Ex

amin

atio

n

Skill

-At-

Arm

s Co

urse

Sk

ill-A

t-A

rms

Inst

ruct

ors’

Cou

rse

Seni

or L

eade

rs C

ours

e Pr

omot

ion

Cour

se

Esse

ntia

l Spe

cial

ist

Cour

se

- - - - - - - - - - - - - -

*ALC

- G

d 2

DC

or

SAA

C - G

d 2

DIC

or

SAA

IC -

Gd

l

*ALC

- G

d 1

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

*SLC

- G

d 1

•

AEP

an

d th

e ac

ade

mic

com

pone

nt o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up t

o L5

; a

pass

in

eith

er o

ne a

t a

pa

rtic

ula

r le

vel

exem

pts

the

nee

d t

o p

ass

the

oth

er.

How

ever

, th

is

exce

pti

on

is

only

fo

r th

e ac

ade

mic

co

mpo

nent

of

th

e P

Exam

. A

so

ldie

r w

ith

such

a

n

exem

ptio

n is

sti

ll re

qui

red

to c

ompl

ete

the

pro

fess

iona

l m

ilita

ry a

spec

t o

f th

e P

Exam

. P

Exam

s co

mpr

ises

bo

th

acad

emic

and

pro

fess

iona

l m

ilita

ry e

duca

tion

(P

ME)

. •

Uni

t/Su

b U

nit

Com

man

ders

m

ust

incl

ude

ot

her

Esse

nti

al S

peci

alis

t C

ours

es (

**ES

C) f

or t

heir

ra

nks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.


RESTRICTED

H-11

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: A

gric

ult

ure

Co

rps

PRO

FESS

ION

: Agr

icu

ltu

ral O

ffic

er

SOC

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, PE

xam

CIV

2Lt

Lt(a

g)

Lt Ca

pt(

ag)

Cap

t Maj

(ag)

Maj

Agr

icul

ture

Sci

ence

Ju

nior

Com

man

d an

d St

aff C

ours

e Pl

atoo

n Co

mm

ande

rs’ C

ours

e Pr

omot

ion

Exam

inat

ion

Se

nior

Com

man

d an

d St

aff C

ours

e St

anda

rd O

ffic

ers’

Cou

rse

Serv

ice

Pape

r

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a Pr

omot

ion

Cour

se

*SCS

C- G

d A

*JCS

C- G

d B

A

gr S

c.

JCSC

PC

C

PExa

m

SCSC

SO

C SP

U

DEG

U

DPL

*

- - - - - - - - - -

UD

EG,

SP

UD

PL A

gr S

c.,

SP

UD

PL A

gr S

c.,

SP

UD

PL/U

DEG

, SP

SP

*PCC

R M

od

- G

d C

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

UD

PL/U

DEG

, SP

UD

PL/U

DEG

, SP


RESTRICTED

H-12

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: A

gric

ult

ure

Co

rps

PRO

FESS

ION

: Far

m M

anag

er

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

)

SSG

T

WO

2(ag

)

WO

2 W

Os

Cad

re

*JLC

- G

d 3

A

C - G

d 3

BR

C

**ES

C A

EP

AC

BR

C CX

C Ex

ams

DC

DIC

JL

C L1

-L5

PExa

m

SAA

C SA

AIC

SL

C U

DEG

U

DPL

W

OA

* **

ESC

Aca

dem

ic E

duca

tion

Pro

gram

me

Agr

icul

ture

Cou

rse

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Dri

ll In

stru

ctor

s’ C

ours

e Ju

nior

Lea

ders

’ Cou

rse

Leve

l 1 t

o 5

Prom

otio

n Ex

amin

atio

n

Skill

-At-

Arm

s Co

urse

Sk

ill-A

t-A

rms

Inst

ruct

ors’

Cou

rse

Seni

or L

eade

rs C

ours

e U

niv

ersi

ty D

egre

e U

niv

ersi

ty D

iplo

ma

War

rant

Off

icer

s’ A

cade

my

Prom

otio

n Co

urse

Es

sent

ial S

peci

alis

t Co

urse

- - - - - - - - - - - - - - - - -

*AC

- Gd

2

DC

or

SAA

C - G

d 2

*SLC

- G

d 1

, DIC

or

SAA

IC

*AC

- Gd

1

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

WO

A (C

ompe

titi

ve)

• A

EP a

nd

the

aca

dem

ic c

ompo

nent

of

the

PEx

am a

re

esse

nti

ally

the

sam

e up

to

L5;

a pa

ss i

n ei

ther

one

at

a

part

icu

lar

leve

l ex

emp

ts t

he n

eed

to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

on

ly

for

the

aca

dem

ic

com

pone

nt

of

the

PEx

am.

A

sold

ier

wit

h su

ch

an

ex

empt

ion

is s

till

req

uire

d to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

ac

adem

ic a

nd p

rofe

ssio

nal

mili

tary

edu

cati

on (

PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cia

list

Cou

rses

(**

ESC)

for

the

ir r

ank

s su

ch

as A

rmst

orem

an,

Stor

eman

, M

edic

etc

.

UD

PL

UD

PL


RESTRICTED

H-13

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: A

rtill

ery

Bat

talio

n

PRO

FESS

ION

: Art

iller

y O

ffic

er

SOC

By

Sele

ctio

n

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, PE

xam

CIV

2Lt Lt

(ag)

Lt Ca

pt(

ag)

Cap

t Maj

(ag)

Maj

Lt C

ol(

ag) Lt

Co

l

Art

iller

y O

ffic

er A

dvan

ce C

ours

e A

rtill

ery

Off

icer

Bas

ic C

ours

e B

atta

lion

Com

man

ders

’ Cou

rse

Juni

or C

omm

and

and

Staf

f Cou

rse

Pl

atoo

n Co

mm

ande

rs’ C

ours

e Pr

omot

ion

Exam

inat

ion

Se

nior

Com

man

d an

d St

aff C

ours

e St

anda

rd O

ffic

ers’

Cou

rse

Serv

ice

Pape

r

Seni

or S

taff

Cou

rse

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a Pr

omot

ion

Cour

se

AO

AC

AO

BC

BCC

JC

SC

PCC

PExa

m

SCSC

SO

C SP

SS

C U

DEG

U

DPL

*

- - - - - - - - - - - - -

SP

SP

1yr

SP

AO

BC

- Gd

C

SSC

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

*PCC

- G

d C

*JCS

C- G

d B

AO

AC

- Gd

A

*SCS

C- G

d A

BCC

UD

EG

UD

EG

UD

PL/U

DEG

, SP

UD

PL,

SP

SP

UD

EG


RESTRICTED

H-14

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: A

rtill

ery

Bat

talio

n

PRO

FESS

ION

: Gu

n C

om

man

der

SOC

1yr

3yrs

PE

xam

1yr

2yrs

, PE

xam

CIV

2Lt Lt

(ag)

Lt Ca

pt(

ag)

Cap

t

Art

iller

y O

ffic

er A

dvan

ce C

ours

e A

rtill

ery

Off

icer

Bas

ic C

ours

e Ju

nior

Com

man

d an

d St

aff C

ours

e

Plat

oon

Com

man

ders

’ Cou

rse

Prom

otio

n Ex

amin

atio

n

Seni

or C

omm

and

and

Staf

f Cou

rse

Stan

dard

Off

icer

s’ C

ours

e Se

rvic

e Pa

per

Se

nior

Sta

ff C

ours

e U

nive

rsit

y D

iplo

ma

Prom

otio

n Co

urse

AO

AC

AO

BC

JCSC

PC

C PE

xam

SC

SC

SOC

SP

SSC

UD

PL

*

- - - - - - - - - - -

SP

SP

SP

AO

BC

- Gd

C

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

*PCC

- G

d C

*JCS

C- G

d B

AO

AC

- Gd

A

*SCS

C- G

d A

U

DPL

, SP

SP


RESTRICTED

H-15

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: A

rtill

ery

Bat

talio

n

PRO

FESS

ION

: Can

no

n C

om

man

der

SOC

1yr

3yrs

PE

xam

1yr

2yrs

, PE

xam

CIV

2Lt Lt

(ag)

Lt Ca

pt(

ag)

Cap

t

Art

iller

y O

ffic

er A

dvan

ce C

ours

e A

rtill

ery

Off

icer

Bas

ic C

ours

e Ju

nior

Com

man

d an

d St

aff C

ours

e

Plat

oon

Com

man

ders

’ Cou

rse

Prom

otio

n Ex

amin

atio

n

Seni

or C

omm

and

and

Staf

f Cou

rse

Stan

dard

Off

icer

s’ C

ours

e Se

rvic

e Pa

per

Se

nior

Sta

ff C

ours

e U

nive

rsit

y D

iplo

ma

Prom

otio

n Co

urse

AO

AC

AO

BC

JCSC

PC

C PE

xam

SC

SC

SOC

SP

SSC

UD

PL

*

- - - - - - - - - - -

SP

SP

SP

AO

BC

- Gd

C

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

*PCC

- G

d C

*JCS

C- G

d B

AO

AC

- Gd

A

*SCS

C- G

d A

U

DPL

, SP

SP


RESTRICTED

H-16

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: A

rtill

ery

Bat

talio

n

PRO

FESS

ION

: An

ti A

ircr

aft C

om

man

der

SOC

1yr

3yrs

PE

xam

1yr

2yrs

, PE

xam

CIV

2Lt Lt

(ag)

Lt Ca

pt(

ag)

Cap

t

Art

iller

y O

ffic

er A

dvan

ce C

ours

e A

rtill

ery

Off

icer

Bas

ic C

ours

e Ju

nior

Com

man

d an

d St

aff C

ours

e

Plat

oon

Com

man

ders

’ Cou

rse

Prom

otio

n Ex

amin

atio

n

Seni

or C

omm

and

and

Staf

f Cou

rse

Stan

dard

Off

icer

s’ C

ours

e Se

rvic

e Pa

per

Se

nior

Sta

ff C

ours

e U

nive

rsit

y D

iplo

ma

Prom

otio

n Co

urse

AO

AC

AO

BC

JCSC

PC

C PE

xam

SC

SC

SOC

SP

SSC

UD

PL

*

- - - - - - - - - - -

SP

SP

SP

AO

BC

- Gd

C

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

*PCC

- G

d C

*JCS

C- G

d B

AO

AC

- Gd

A

*SCS

C- G

d A

U

DPL

, SP

SP


RESTRICTED

H-17

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: A

rtill

ery

Bat

talio

n

PRO

FESS

ION

: Mas

ter G

un

ner

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL/U

DEG

UD

PL/U

DEG

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

) SSG

T

WO

2(ag

) WO

2 W

Os

Cad

re

*JLC

- G

d 3

SG

C - G

d 3

BR

C

**ES

C *S

CC -

Gd

2

DC,

SA

AC

- Gd

2

*SLC

- G

d 1

, DIC

, SA

AIC

*PSC

- G

d 1

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

UD

PL

UD

PL

WO

1(a

g)

WO

1 1y

r

By

Sele

ctio

n W

OA

(Com

peti

tive

)

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.

Aca

dem

ic E

du

cati

on

Pro

gram

me

B

asic

Rec

ruit

Co

urs

e Ca

rib

bea

n E

xam

inat

ion

s D

rill

Cou

rse

Dri

ll In

stru

cto

rs’ C

ou

rse

Ju

nio

r Le

ader

s’ C

ou

rse

Leve

l 1 t

o 5

P

rom

oti

on

Exa

min

atio

n

Pla

too

n S

erge

ants

’ Co

urs

e Sk

ill-A

t-A

rms

Cou

rse

Skill

-At-

Arm

s In

stru

cto

rs’ C

ou

rse

Se

ctio

n C

om

man

der

s’ C

ou

rse

St

and

ard

Gu

nn

er C

ou

rse

Se

nio

r Lea

der

s Co

urs

e

Un

iver

sity

Deg

ree

Un

iver

sity

Dip

lom

a W

arra

nt

Off

icer

s' A

cad

emy

Pro

mo

tio

n C

ou

rse

Esse

nti

al S

pec

ialis

t Co

urs

e

- - - - - - - - - - - - - - - - - - -

AEP

B

RC

CXC

Exam

s D

C D

IC

JLC

L1-L

5 P

Exam

P

SC

SAA

C SA

AIC

SC

C SG

C SL

C U

DEG

U

DP

L W

OA

* **

ESC


RESTRICTED

H-18

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: B

and

Co

rps

PRO

FESS

ION

: Mas

ter M

usi

cian

SOC

1yr

3yrs

PE

xam

1yr

2yrs

, PE

xam

CIV

2Lt Lt

(ag)

Lt Ca

pt(

ag)

Cap

t

Juni

or C

omm

and

and

Staf

f Cou

rse

M

usic

ian

Cour

se

Plat

oon

Com

man

ders

’ Cou

rse

Prom

otio

n Ex

amin

atio

n

Seni

or C

omm

and

and

Staf

f Cou

rse

Stan

dard

Off

icer

s’ C

ours

e Se

rvic

e Pa

per

U

nive

rsit

y D

iplo

ma

Prom

otio

n Co

urse

JCSC

M

C PC

C PE

xam

SC

SC

SOC

SP

UD

PL

*

- - - - - - - - -

SP

SP

SP

MC

- Gd

C

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

*PCC

R M

od

- G

d C

*JCS

C- G

d B

, M

C –

Gd

B

*SCS

C- G

d A

U

DPL

, SP

SP

MC

- Gd

A


RESTRICTED

H-19

CARE

ER D

EVEL

OPM

ENT

MA

TRIX

UN

IT: B

and

Corp

s

PRO

FESS

ION

: Mus

ical

Lib

rari

an

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PTE LC

PL(a

g) LC

PL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

)

SSG

T

*JLC

- G

d 3

MLC

- G

d 3

BRC

**ES

C A

EP

BRC

CXC

Exam

s D

C D

IC

JLC

L1-L

5 M

LC

PExa

m

SAA

C SA

AIC

SL

C U

DEG

U

DPL

W

OA

* **

ESC

Aca

dem

ic E

duca

tion

Pro

gram

me

Basi

c Re

crui

t Cou

rse

Cari

bbea

n Ex

amin

atio

ns

Dri

ll Co

urse

D

rill

Inst

ruct

ors’

Cou

rse

Juni

or L

eade

rs’ C

ours

e Le

vel 1

to 5

M

usic

al L

ibra

rian

Cou

rse

Prom

otio

n Ex

amin

atio

n Sk

ill-A

t-A

rms

Cour

se

Skill

-At-

Arm

s In

stru

ctor

s’ C

ours

e Se

nior

Lea

ders

’ Cou

rse

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a W

arra

nt O

ffic

ers’

Aca

dem

y Pr

omot

ion

Cour

se

Esse

ntia

l Spe

cial

ist

Cour

se

- - - - - - - - - - - - - - - - -

*MLC

- G

d 2

DC

or S

AA

C - G

d 2

DIC

or S

AA

IC -

Gd

l

*MLC

- G

d 1

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

WO

2

WO

2(ag

) 1y

r, P

Exam

By

Sel

ecti

on 1y

r

UD

PL/U

DEG

UD

PL/U

DEG

UD

PL

UD

PL

*SLC

WO

s Ca

dre

WO

A (C

ompe

titi

ve)

• A

EP a

nd t

he a

cade

mic

com

pone

nt o

f the

PEx

am a

re

esse

ntia

lly t

he s

ame

up t

o L5

; a

pass

in e

ithe

r on

e at

a

part

icul

ar le

vel e

xem

pts

the

need

to

pass

the

oth

er.

How

ever

, th

is e

xcep

tion

is

only

for

th

e ac

adem

ic

com

pone

nt o

f th

e PE

xam

. A

sol

dier

wit

h su

ch a

n ex

empt

ion

is

still

re

quir

ed

to

com

plet

e th

e pr

ofes

sion

al m

ilita

ry a

spec

t of

the

PEx

am.

PExa

ms

com

pris

es b

oth

acad

emic

and

pro

fess

iona

l m

ilita

ry

educ

atio

n (P

ME)

. •

Uni

t/Su

b U

nit

Com

man

ders

m

ust

incl

ude

othe

r Es

sent

ial

Spec

ialis

t Co

urse

s (*

*ESC

) fo

r th

eir

rank

s su

ch a

s A

rmst

orem

an,

Stor

eman

, M

edic

etc

.


RESTRICTED

H-20

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: B

and

Co

rps

PRO

FESS

ION

: Mu

sic

Inst

rum

ent T

ech

nic

ian

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

)

SSG

T

*JLC

- G

d 3

M

ITC

- Gd

3

BR

C

**ES

C A

EP

BR

C CX

C Ex

ams

DC

DIC

JL

C L1

-L5

MIT

C PE

xam

SA

AC

SAA

IC

SLC

UD

EG

UD

PL

WO

A

* **ES

C

Aca

dem

ic E

duca

tion

Pro

gram

me

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Dri

ll In

stru

ctor

s’ C

ours

e Ju

nior

Lea

ders

’ Cou

rse

Leve

l 1 t

o 5

Mus

ic In

stru

men

t Te

chni

cian

Cou

rse

Prom

otio

n Ex

amin

atio

n

Skill

-At-

Arm

s Co

urse

Sk

ill-A

t-A

rms

Inst

ruct

ors’

Cou

rse

Seni

or L

eade

rs C

ours

e U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

War

rant

Off

icer

s’ A

cade

my

Prom

otio

n Co

urse

Es

sent

ial S

peci

alis

t Co

urse

- - - - - - - - - - - - - - - - -

*MIT

C - G

d 2

DC

or

SAA

C - G

d 2

*M

ITC

- Gd

1

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

WO

2

WO

2(ag

) 1y

r, P

Exam

B

y Se

lect

ion

1yr

UD

PL/U

DEG

UD

PL/U

DEG

UD

PL

UD

PL

DIC

or

SAA

IC -

Gd

l *S

LC

WO

s Ca

dre

WO

A (C

ompe

titi

ve)

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.


RESTRICTED

H-21

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: B

and

Co

rps

PRO

FESS

ION

: Dru

m M

ajo

r

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

)

SSG

T

*JLC

- G

d 3

D

MC

- Gd

3

BR

C

**ES

C

AEP

B

RC

CXC

Exam

s D

C D

IC

DM

C JL

C L1

-L5

PExa

m

SAA

C SA

AIC

SL

C U

DEG

U

DPL

W

OA

* **

ESC

Aca

dem

ic E

duca

tion

Pro

gram

me

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Dri

ll In

stru

ctor

s’ C

ours

e D

rum

Maj

or C

ours

e Ju

nior

Lea

ders

’ Cou

rse

Leve

l 1 t

o 5

Prom

otio

n Ex

amin

atio

n

Skill

-At-

Arm

s Co

urse

Sk

ill-A

t-A

rms

Inst

ruct

ors’

Cou

rse

Seni

or L

eade

rs C

ours

e U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

War

rant

Off

icer

s’ A

cade

my

Prom

otio

n Co

urse

Es

sent

ial S

peci

alis

t Co

urse

- - - - - - - - - - - - - - - - -

*DM

C - G

d 2

DC

or

SAA

C - G

d 2

*D

MC

- Gd

1

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

WO

2

WO

2(ag

) 1y

r, P

Exam

B

y Se

lect

ion

1yr

UD

PL/U

DEG

UD

PL/U

DEG

UD

PL

UD

PL

DIC

or

SAA

IC -

Gd

l *S

LC

WO

s Ca

dre

WO

A (C

ompe

titi

ve)

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.


RESTRICTED

H-22

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: B

and

Co

rps

PRO

FESS

ION

: Pan

Tu

ner

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

*JLC

- G

d 3

PT

C - G

d 3

BR

C

**ES

C

AEP

B

RC

CXC

Exam

s D

C D

IC

JLC

L1-L

5 PE

xam

PT

C SA

AC

SAA

IC

* **ES

C

Aca

dem

ic E

duca

tion

Pro

gram

me

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Dri

ll In

stru

ctor

s’ C

ours

e Ju

nior

Lea

ders

’ Cou

rse

Leve

l 1 t

o 5

Prom

otio

n Ex

amin

atio

n

Pan

Tune

r Co

urse

Sk

ill-A

t-A

rms

Cour

se

Skill

-At-

Arm

s In

stru

ctor

s’ C

ours

e Pr

omot

ion

Cour

se

Esse

ntia

l Spe

cial

ist

Cour

se

- - - - - - - - - - - - -

*PTC

- G

d 2

DC

or

SAA

C - G

d 2

*P

TC -

Gd

1

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.


RESTRICTED

H-23

SOC

*CG

YOC

- Gd

C, P

CC R

Mo

d -

Gd

C,

IMD

OC/

MLE

C, IM

OC,

SA

R

*IM

OC/

MLE

C, S

AR

1yr,

B

y Se

lect

ion

1yr

By

Sele

ctio

n

1yr

By

Sele

ctio

n

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

PE

xam

CIV

Year

s sp

ent

in R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

SSC

Mid

ship

man

Sub

Lt(

ag) Su

b L

t Lt(a

g)

Lt

Lt C

dr(

ag) Lt

Cd

r

Cdr(

ag)

Cdr

Cap

t(ag

) Cap

t

UD

EG

UD

EG

UD

EG,

SP

UD

PL/U

DEG

, SP

UD

PL,

SP

UD

PL

UD

EG,

SP

UD

EG,

SP

UD

EG,

SP

*SCS

C - G

d A

, SM

SC

*JCS

C - G

d B

, *JM

SC

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: C

oas

t G

uar

d

PRO

FESS

ION

: Dec

k O

ffic

er

Serv

es

unti

l age

45

Coas

t Gua

rd Y

oung

Off

icer

s’ C

ours

e In

itia

l Mar

itim

e D

eck

Off

icer

Cou

rse

Inte

rnat

iona

l Mar

itim

e O

ffic

er C

ours

e Ju

nior

Com

man

d an

d St

aff C

ours

e Ju

nior

Mar

itim

e St

aff C

ours

e M

arit

ime

Law

Enf

orce

men

t Cou

rse

Plat

oon

Com

man

ders

Cou

rse

Ran

ge M

odul

e Pr

omot

ion

Exam

inat

ion

Se

arch

And

Res

cue

Seni

or C

omm

and

and

Staf

f Cou

rse

Seni

or M

arit

ime

Staf

f Cou

rse

Stan

dard

Off

icer

s’ C

ours

e

Serv

ice

Pape

r St

rate

gic

Stud

ies

Cour

se

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a Pr

omot

ion

Cour

se

CGYO

C IM

DO

C IM

OC

JCSC

JM

SC

MLE

C PC

C R

Mod

PE

xam

SA

R

SCSC

SM

SC

SOC

SP

SSC

UD

EG

UD

PL

*

- - - - - - - - - - - - - - - - -

Youn

g O

ffic

ers

of S

peci

alis

t an

d so

me

Uni

ts

will

ei

ther

be

ex

pose

d to

m

ilita

ry

tech

nica

l tr

aini

ng

or

tech

nica

l U

nive

rsit

y tr

aini

ng a

s ea

rly

as

Mid

/Sub

-Lt.

Th

e te

chni

cal

Uni

vers

ity

trai

ned

Off

icer

will

sec

ure

an

earl

y U

nive

rsit

y qu

alif

icat

ion,

w

hile

hi

s co

unte

rpar

t w

ill

secu

re

Uni

vers

ity

educ

atio

n la

ter

at t

he r

ank

of C

apt a

nd a

bove

.


RESTRICTED

H-24

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: C

oas

t G

uar

d

PRO

FESS

ION

: Mar

ine

Elec

tric

al E

ngi

nee

rin

g O

ffic

er

SOC

*CG

YOC

- Gd

C, P

CC R

Mo

d -

Gd

C,

MEE

OC

*MEE

OC

- Gd

B, M

LEC

1yr,

B

y Se

lect

ion

1yr

By

Sele

ctio

n

1yr

By

Sele

ctio

n

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

PE

xam

CIV

Serv

es

unti

l age

45

Year

s sp

ent

in R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

SSC

Adv

ance

Mar

ine

Elec

tric

al E

ngin

eeri

ng O

ffic

er C

ours

e Co

ast G

uard

You

ng O

ffic

ers’

Cou

rse

Juni

or C

omm

and

and

Staf

f Cou

rse

Juni

or M

arit

ime

Staf

f Cou

rse

Mar

ine

Elec

tric

al E

ngin

eeri

ng O

ffic

er C

ours

e M

arit

ime

Law

Enf

orce

men

t Cou

rse

Plat

oon

Com

man

ders

Cou

rse

Ran

ge M

odul

e Pr

omot

ion

Exam

inat

ion

Se

nior

Com

man

d an

d St

aff C

ours

e Se

nior

Mar

itim

e St

aff C

ours

e St

anda

rd O

ffic

ers’

Cou

rse

Serv

ice

Pape

r St

rate

gic

Stud

ies

Cour

se

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a Pr

omot

ion

Cour

se

AM

EEO

C CG

YOC

JCSC

JM

SC

MEE

OC

MLE

C PC

C R

Mod

PE

xam

SC

SC

SMSC

SO

C SP

SS

C U

DEG

U

DPL

*

- - - - - - - - - - - - - - - -

Mid

ship

man

Sub

Lt(

ag) Su

b L

t Lt(a

g)

Lt

Lt C

dr(

ag) Lt

Cd

r Cdr(

ag)

Cdr

Cap

t(ag

)

Cap

t

UD

EG

UD

EG

UD

EG,

SP

UD

PL/U

DEG

, SP

UD

PL,

SP

UD

PL

UD

EG,

SP

UD

EG,

SP

UD

EG,

SP

Youn

g O

ffic

ers

of S

peci

alis

t an

d so

me

Uni

ts

will

ei

ther

be

ex

pose

d to

m

ilita

ry

tech

nica

l tr

aini

ng

or

tech

nica

l U

nive

rsit

y tr

aini

ng a

s ea

rly

as

Mid

/

Sub

Lt.

The

tech

nica

l U

nive

rsit

y tr

aine

d O

ffic

er w

ill s

ecur

e an

ea

rly

Uni

vers

ity

qual

ific

atio

n,

whi

le

his

coun

terp

art

will

se

cure

U

nive

rsit

y ed

ucat

ion

late

r at

the

ran

k of

Cap

t and

abo

ve.

*JCS

C - G

d B

, MLE

C, J

MSC

AM

EEO

C, *

SCSC

- G

d A

AM

EEO

C

SMSC


RESTRICTED

H-25

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: C

oas

t G

uar

d

PRO

FESS

ION

: Mar

ine

Die

sel E

ngi

nee

rin

g O

ffic

er

SOC

*CG

YOC

- Gd

C, P

CC R

Mo

d -

Gd

C,

MEO

C

*MEO

C - G

d B

, MLE

C

1yr,

B

y Se

lect

ion

1yr

By

Sele

ctio

n

1yr

By

Sele

ctio

n

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

PE

xam

CIV

Serv

es

unti

l age

45

Year

s sp

ent

in R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

SSC

Adv

ance

Mar

ine

Engi

neer

ing

Off

icer

Cou

rse

Coas

t Gua

rd Y

oung

Off

icer

s’ C

ours

e Ju

nior

Com

man

d an

d St

aff C

ours

e Ju

nior

Mar

itim

e St

aff C

ours

e M

arin

e En

gine

erin

g O

ffic

er C

ours

e M

arit

ime

Law

Enf

orce

men

t Cou

rse

Plat

oon

Com

man

ders

Cou

rse

Ran

ge M

odul

e Pr

omot

ion

Exam

inat

ion

Se

nior

Com

man

d an

d St

aff C

ours

e Se

nior

Mar

itim

e St

aff C

ours

e St

anda

rd O

ffic

ers’

Cou

rse

Serv

ice

Pape

r St

rate

gic

Stud

ies

Cour

se

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a Pr

omot

ion

Cour

se

AM

EOC

CGYO

C JC

SC

JMSC

M

EOC

MLE

C PC

C R

Mod

PE

xam

SC

SC

SMSC

SO

C SP

SS

C U

DEG

U

DPL

*

- - - - - - - - - - - - - - - -

Mid

ship

man

Sub

Lt(

ag) Su

b L

t Lt(a

g)

Lt

Lt C

dr(

ag) Lt

Cd

r Cdr(

ag)

Cdr

Cap

t(ag

)

Cap

t

UD

EG

UD

EG

UD

EG,

SP

UD

PL/U

DEG

, SP

UD

PL,

SP

UD

PL

UD

EG,

SP

UD

EG,

SP

UD

EG,

SP

Youn

g O

ffic

ers

of S

peci

alis

t an

d so

me

Uni

ts

will

ei

ther

be

ex

pose

d to

m

ilita

ry

tech

nica

l tr

aini

ng

or

tech

nica

l U

nive

rsit

y tr

aini

ng a

s ea

rly

as

Mid

/

Sub

Lt.

The

tech

nica

l U

nive

rsit

y tr

aine

d O

ffic

er w

ill s

ecur

e an

ea

rly

Uni

vers

ity

qual

ific

atio

n,

whi

le

his

coun

terp

art

will

se

cure

U

nive

rsit

y ed

ucat

ion

late

r at

the

ran

k of

Cap

t and

abo

ve.

*JCS

C - G

d B

, MLE

C , J

MSC

*SCS

C - G

d A

, SM

SC, A

MEO

C

AM

EOC


RESTRICTED

H-26

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: C

oas

t G

uar

d

PRO

FESS

ION

: Nav

al In

telli

gen

ce O

ffic

er

SOC

*CG

YOC

- Gd

C, P

CC R

Mo

d -

Gd

C,

NIB

OC

*NIB

OC-

Gd

B

1yr,

B

y Se

lect

ion

1yr

By

Sele

ctio

n

1yr

By

Sele

ctio

n

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

PE

xam

CIV

Serv

es

unti

l age

45

Year

s sp

ent

in R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

SSC

Coas

t Gua

rd Y

oung

Off

icer

s’ C

ours

e Ju

nior

Com

man

d an

d St

aff C

ours

e Ju

nior

Mar

itim

e St

aff C

ours

e M

arit

ime

Law

Enf

orce

men

t Cou

rse

Nav

al In

telli

genc

e B

asic

Off

icer

Cou

rse

Nav

al In

telli

genc

e A

dvan

ce O

ffic

er C

ours

e Pl

atoo

n Co

mm

ande

rs C

ours

e R

ange

Mod

ule

Prom

otio

n Ex

amin

atio

n

Seni

or C

omm

and

and

Staf

f Cou

rse

Seni

or M

arit

ime

Staf

f Cou

rse

Stan

dar

d O

ffic

ers’

Co

urs

e Se

rvic

e Pa

per

St

rate

gic

Stud

ies

Cour

se

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a Pr

omot

ion

Cour

se

CGYO

C JC

SC

JMSC

M

LEC

NIB

OC

NIA

OC

PCC

R M

od

PExa

m

SCSC

SM

SC

SOC

SP

SSC

UD

EG

UD

PL

*

- - - - - - - - - - - - - - - -

Mid

ship

man

Sub

Lt(

ag) Su

b L

t Lt(a

g)

Lt

Lt C

dr(

ag) Lt

Cd

r Cdr(

ag)

Cdr

Cap

t(ag

)

Cap

t

UD

EG

UD

EG

UD

EG,

SP

UD

PL/U

DEG

, SP

UD

PL,

SP

UD

PL

UD

EG,

SP

UD

EG,

SP

UD

EG,

SP

Youn

g O

ffic

ers

of S

peci

alis

t an

d so

me

Uni

ts

will

ei

ther

be

ex

pose

d to

m

ilita

ry

tech

nica

l tr

aini

ng

or

tech

nica

l U

nive

rsit

y tr

aini

ng a

s ea

rly

as

Mid

/

Sub

Lt.

The

tech

nica

l U

nive

rsit

y tr

aine

d O

ffic

er w

ill s

ecur

e an

ea

rly

Uni

vers

ity

qual

ific

atio

n,

whi

le

his

coun

terp

art

will

se

cure

U

nive

rsit

y ed

ucat

ion

late

r at

the

ran

k of

Cap

t and

abo

ve.

*JCS

C - G

d B

, MLE

C , J

MSC

*SCS

C - G

d A

, SM

SC, N

IAO

C


RESTRICTED

H-27

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: C

oas

t G

uar

d

PRO

FESS

ION

: Dec

k R

atin

gs

Aca

dem

ic E

duca

tion

Pro

gram

me

A

dvan

ce D

iese

l Tec

hnic

ian

Cour

se

Agr

icul

ture

Mec

hani

c Co

urse

Ch

ief P

etty

Off

icer

Aca

dem

y CX

C Ex

amin

atio

ns

Dri

ll Co

urse

D

rill

Inst

ruct

or C

ours

e Ju

nior

Lea

ders

’ Cou

rse

Lead

ing

Rat

e Se

aman

Cou

rse

Leve

ls 1

to

5 M

arin

e D

iese

l Eng

ine

Tech

nici

an C

ours

e M

arin

e Te

chni

cian

Cou

rse

Patr

ol B

oat

Tech

nici

an C

ours

e Pr

omot

ion

Exam

inat

ion

Sk

ill-a

t-A

rms

Cour

se

Skill

-at-

Arm

s In

stru

ctor

Cou

rse

Se

nior

Lea

ders

’ Cou

rse

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a Pr

omot

ion

Cour

se

Esse

ntia

l Spe

cial

ist

Cour

se

AEP

A

DTC

A

MC

CPO

A

CXC

Exam

s

DC

DIC

JL

C LR

SC

L1-L

5 M

DET

C M

TC

PBTC

PE

xam

SA

AC

SAA

IC

SLC

UD

EG

UD

PL

* **ES

C

- - - - - - - - - - - - - - - - - - - - -

BR

C

*JLC

- G

d 3

, *O

RSC

- G

d 3

**ES

C

1yr,

1yr

3yrs

Pe

xam

1yr

2yrs

PE

xam

1yr

2yrs

PE

xam

1yr

2yrs

PE

xam

CIV

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

Year

s sp

ent

in R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

CPO

A (C

ompe

titi

ve)

WO

s Ca

dre

LRSC

OR

AR

(ag)

AR

LR(a

g)

LR PO

(ag)

PO

SPO

(ag)

SPO

CPO

(ag)

CPO

FCPO

(ag)

FCPO

UD

PL/U

DEG

UD

PL/U

DEG

UD

PL

UD

PL

*CC-

Gd

1, B

TMC,

DC

or

SAA

C

*SLC

, DIC

or

SAA

IC

1yr,

B

y Se

lect

ion

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.

BM

C

MLE

C


RESTRICTED

H-28

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: C

oas

t G

uar

d

PRO

FESS

ION

: Mar

ine

Tech

nic

ian

Rat

ings

Aca

dem

ic E

duca

tion

Pro

gram

me

A

dvan

ce D

iese

l Tec

hnic

ian

Cour

se

Agr

icul

ture

Mec

hani

c Co

urse

Ch

ief P

etty

Off

icer

Aca

dem

y CX

C Ex

amin

atio

ns

Dri

ll Co

urse

D

rill

Inst

ruct

or C

ours

e Ju

nior

Lea

ders

’ Cou

rse

Lead

ing

Rat

e Se

aman

Cou

rse

Leve

ls 1

to

5 M

arin

e D

iese

l Eng

ine

Tech

nici

an C

ours

e M

arin

e Te

chni

cian

Cou

rse

Patr

ol B

oat

Tech

nici

an C

ours

e Pr

omot

ion

Exam

inat

ion

Sk

ill-a

t-A

rms

Cour

se

Skill

-at-

Arm

s In

stru

ctor

Cou

rse

Se

nior

Lea

ders

’ Cou

rse

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a Pr

omot

ion

Cour

se

Esse

ntia

l Spe

cial

ist

Cour

se

AEP

A

DTC

A

MC

CPO

A

CXC

Exam

s

DC

DIC

JL

C LR

SC

L1-L

5 M

DET

C M

TC

PBTC

PE

xam

SA

AC

SAA

IC

SLC

UD

EG

UD

PL

* **ES

C

- - - - - - - - - - - - - - - - - - - - -

BR

C

*JLC

- G

d 3

, *O

RSC

- G

d 3

, MD

ETC

**E

SC

1yr,

1yr

3yrs

Pe

xam

1yr

2yrs

PE

xam

1yr

2yrs

PE

xam

1yr

2yrs

PE

xam

CIV

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

Year

s sp

ent

in R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

CPO

A (C

ompe

titi

ve)

WO

s Ca

dre

*MTC

- G

d 2

OR

AR

(ag)

AR

LR(a

g)

LR PO

(ag)

PO

SPO

(ag)

SPO

CPO

(ag)

CPO

FCPO

(ag)

FCPO

UD

PL/U

DEG

UD

PL/U

DEG

UD

PL

UD

PL

DC

or

SAA

C, A

DTC

Gd

1

*SLC

, DIC

or

SAA

IC

1yr,

B

y Se

lect

ion

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.

MLE

C


RESTRICTED

H-29

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: C

oas

t G

uar

d

PRO

FESS

ION

: Mar

ine

Elec

tric

al T

ech

nic

ian

Rat

ings

Aca

dem

ic E

duca

tion

Pro

gram

me

Ch

ief P

etty

Off

icer

Aca

dem

y CX

C Ex

amin

atio

ns

Dri

ll Co

urse

D

rill

Inst

ruct

or C

ours

e El

ectr

ical

Inst

alla

tion

Cou

rse

Elec

tric

al M

ate

Cour

se

Elec

tric

al T

echn

icia

n Co

urse

Ju

nior

Lea

ders

’ Cou

rse

Lead

ing

Rat

e Se

aman

Cou

rse

Leve

ls 1

to

5 M

arin

e El

ectr

ical

Tec

hnic

ian

Cour

se

Prom

otio

n Ex

amin

atio

n

Skill

-at-

Arm

s Co

urse

Sk

ill-a

t-A

rms

Inst

ruct

or C

ours

e

Seni

or L

eade

rs’ C

ours

e U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

Prom

otio

n Co

urse

Es

sent

ial S

peci

alis

t Co

urse

AEP

CP

OA

CX

C Ex

ams

D

C D

IC

EIC

EMC

ETC

JLC

LRSC

L1

-L5

MET

C PE

xam

SA

AC

SAA

IC

SLC

UD

EG

UD

PL

* **ES

C

- - - - - - - - - - - - - - - - - - - -

BR

C

*JLC

- G

d 3

, *O

RSC

- G

d 3

, MET

C

**ES

C

1yr,

3yrs

Pe

xam

1yr

2yrs

PE

xam

1yr

2yrs

PE

xam

1yr

2yrs

PE

xam

CIV

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

Year

s sp

ent

in R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

CPO

A (C

ompe

titi

ve)

WO

s Ca

dre

MET

C, *

EIC

- Gd

2

OR

AR

(ag)

AR

LR(a

g)

LR PO

(ag)

PO

SPO

(ag)

SPO

CPO

(ag)

CPO

FCPO

(ag)

FCPO

UD

PL/U

DEG

UD

PL/U

DEG

UD

PL

UD

PL

*EM

C - G

d 1

, DC

or

SAA

C *E

TC -

Gd

1 o

r Cr

aft C

ou

rse

*SLC

, DIC

or

SAA

IC

1yr

1yr,

B

y Se

lect

ion

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.

MLE

C


RESTRICTED

H-30

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: C

oo

per

ativ

e D

epar

tmen

t - C

red

it U

nio

n

PRO

FESS

ION

: Bu

sin

ess

Man

ager

SOC

By

Sele

ctio

n

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, PE

xam

CIV

2Lt Lt

(ag)

Lt Ca

pt(

ag)

Cap

t Maj

(ag)

Maj

Lt C

ol(

ag) Lt

Co

l

Juni

or C

omm

and

and

Staf

f Cou

rse

Pl

atoo

n Co

mm

ande

rs’ C

ours

e - R

ange

Mod

ule

Prom

otio

n Ex

amin

atio

n

Proj

ect M

anag

emen

t Se

nior

Com

man

d an

d St

aff C

ours

e St

anda

rd O

ffic

ers’

Cou

rse

Serv

ice

Pape

r

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a Pr

omot

ion

Cour

se

*SCS

C- G

d A

JCSC

PC

C R

Mod

PE

xam

Pr

oj M

gt

SCSC

SO

C SP

U

DEG

U

DPL

*

- - - - - - - - - - SP

UD

PL P

roj M

gt,

SP

SP

1yr

SP

*Acc

t/M

gt -

Gd

C

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

PCC

R M

od

- G

d C

*JCS

C- G

d B

U

DPL

Pro

j Mgt

, SP

*Acc

t/M

gt -

Gd

B

UD

EG P

roj M

gt,

SP

UD

EG P

roj M

gt,

SP

*Pro

j Mgt

- G

d A

Youn

g O

ffic

ers

of S

peci

alis

t an

d so

me

Uni

ts

will

ei

ther

be

ex

pose

d to

m

ilita

ry

tech

nica

l tr

aini

ng

or

tech

nica

l U

nive

rsit

y tr

aini

ng a

s ea

rly

as

2Lt/

Lt.

The

tech

nica

l U

nive

rsit

y tr

aine

d O

ffic

er

will

se

cure

an

earl

y U

nive

rsit

y qu

alif

icat

ion,

w

hile

hi

s co

unte

rpar

t w

ill

secu

re

Uni

vers

ity

educ

atio

n la

ter

at t

he r

ank

of C

apt

and

abov

e.


RESTRICTED

H-31

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: C

oo

per

ativ

e D

epar

tmen

t - C

red

it U

nio

n

PRO

FESS

ION

: Pro

ject

Man

ager

SOC

By

Sele

ctio

n

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, PE

xam

CIV

2Lt Lt

(ag)

Lt Ca

pt(

ag)

Cap

t Maj

(ag)

Maj

Lt C

ol(

ag) Lt

Co

l

Acc

ount

s Ju

nior

Com

man

d an

d St

aff C

ours

e

Man

agem

ent

Plat

oon

Com

man

ders

’ Cou

rse

- Ran

ge M

odul

e Pr

omot

ion

Exam

inat

ion

Se

nior

Com

man

d an

d St

aff C

ours

e St

anda

rd O

ffic

ers’

Cou

rse

Serv

ice

Pape

r

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a Pr

omot

ion

Cour

se

*SCS

C- G

d A

Acc

t JC

SC

Mgt

PC

C R

Mod

PE

xam

SC

SC

SOC

SP

UD

EG

UD

PL

*

- - - - - - - - - - - SP

UD

PL A

cct/

Mgt

, SP

SP

1yr

SP

*Pro

jMgt

- G

d C

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

PCC

R M

od

- G

d C

*JCS

C- G

d B

U

DPL

Acc

t/M

gt,

SP

*Pro

j Mgt

- G

d B

UD

EG A

cct/

Mgt

, SP

UD

EG A

cct/

Mgt

, SP

*Pro

j Mgt

- G

d A

Youn

g O

ffic

ers

of S

peci

alis

t an

d so

me

Uni

ts

will

ei

ther

be

ex

pose

d to

m

ilita

ry

tech

nica

l tr

aini

ng

or

tech

nica

l U

nive

rsit

y tr

aini

ng a

s ea

rly

as

2Lt/

Lt.

The

tech

nica

l U

nive

rsit

y tr

aine

d O

ffic

er

will

se

cure

an

earl

y U

nive

rsit

y qu

alif

icat

ion,

w

hile

hi

s co

unte

rpar

t w

ill

secu

re

Uni

vers

ity

educ

atio

n la

ter

at t

he r

ank

of C

apt

and

abov

e.


RESTRICTED

H-32

AEP

A

cct

BR

C CX

C Ex

ams

DC

DIC

JL

C L1

-L5

PExa

m

SAA

C SA

AIC

U

DEG

U

DPL

W

OA

*

**

ESC

Aca

dem

ic E

duca

tion

Pro

gram

me

Acc

ount

s Co

urse

B

asic

Rec

ruit

Cou

rse

Cari

bbea

n Ex

amin

atio

ns

Dri

ll Co

urse

D

rill

Inst

ruct

ors’

Cou

rse

Juni

or L

eade

rs’ C

ours

e Le

vel 1

to

5 Pr

omot

ion

Exam

inat

ion

Sk

ill-A

t-A

rms

Cour

se

Skill

-At-

Arm

s In

stru

ctor

s’ C

ours

e U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

War

rant

Off

icer

s' A

cade

my

Prom

otio

n Co

urse

Es

sent

ial S

peci

alis

t Co

urse

s

- - - - - - - - - - - - - - - -

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: C

oo

per

ativ

e D

epar

tmen

t - C

red

it U

nio

n

PRO

FESS

ION

: Acc

ou

nts

Su

per

viso

r

1yr,

PE

xam

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

CXC

Exam

s

CXC

Exam

s

PTE LC

PL(a

g) LC

PL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

) SSG

T

WO

2(ag

) WO

2 W

Os

Cad

re

*JLC

- G

d 3

Acc

t - G

d 3

BR

C

**ES

C *A

cct -

Gd

2

DC

or

SAA

C - G

d 2

*SLC

- G

d 1

, DIC

or

SAA

IC

*Acc

t - G

d 1

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

UD

PL/U

DEG

UD

PL/U

DEG

UD

PL

UD

PL

WO

A (C

ompe

titi

ve)

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.


RESTRICTED

H-33

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: 4

En

gin

eers

Bat

talio

n

PRO

FESS

ION

: Fie

ld E

ngi

nee

r O

ffic

er

SOC

By

Sele

ctio

n

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, PE

xam

CIV

2Lt Lt

(ag)

Lt Ca

pt(

ag)

Cap

t Maj

(ag)

Maj

Lt C

ol(

ag) Lt

Co

l

Fiel

d En

gine

er A

dvan

ced

Off

icer

Cou

rse

Fiel

d En

gine

er B

asic

Off

icer

Cou

rse

Juni

or C

omm

and

and

Staf

f Cou

rse

Pl

atoo

n Co

mm

ande

rs'’

Cour

se

Prom

otio

n Ex

amin

atio

n

Seni

or C

omm

and

and

Staf

f Cou

rse

Stan

dard

Off

icer

s’ C

ours

e Se

rvic

e Pa

per

U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

Prom

otio

n Co

urse

*SCS

C- G

d A

*JCS

C- G

d B

FE

AO

C FE

BO

C JC

SC

PCC

PExa

m

SCSC

SO

C SP

U

DEG

U

DPL

*

- - - - - - - - - - -

UD

EG,

SP

UD

PL,

SP

UD

PL,

SP

UD

EG,

SP

UD

PL/U

DEG

, SP

UD

PL/U

DEG

, SP

1yr

UD

PL,

SP

*FEB

OC

- Gd

C

*FEA

OC

- Gd

B

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

*PCC

- G

d C

Youn

g O

ffic

ers

of S

peci

alis

t an

d so

me

Uni

ts

will

ei

ther

be

ex

pose

d to

m

ilita

ry

tech

nica

l tr

aini

ng

or

tech

nica

l U

nive

rsit

y tr

aini

ng a

s ea

rly

as

2Lt/

Lt.

The

tech

nica

l U

nive

rsit

y tr

aine

d O

ffic

er

will

se

cure

an

earl

y U

nive

rsit

y qu

alif

icat

ion,

w

hile

hi

s co

unte

rpar

t w

ill

secu

re

Uni

vers

ity

educ

atio

n la

ter

at t

he r

ank

of C

apt

and

abov

e.


RESTRICTED

H-34

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: 4

En

gin

eers

Bat

talio

n

PRO

FESS

ION

: Ele

ctri

cal E

ngi

nee

r O

ffic

er

SOC

By

Sele

ctio

n

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, PE

xam

CIV

2Lt Lt

(ag)

Lt Ca

pt(

ag)

Cap

t Maj

(ag)

Maj

Lt C

ol(

ag) Lt

Co

l

Elec

tric

al E

ngin

eeri

ng

Juni

or C

omm

and

and

Staf

f Cou

rse

O

rdin

ary

Tech

nica

l Dip

lom

a Pl

atoo

n Co

mm

ande

rs'’

Cour

se

Prom

otio

n Ex

amin

atio

n

Seni

or C

omm

and

and

Staf

f Cou

rse

Stan

dard

Off

icer

s’ C

ours

e Se

rvic

e Pa

per

U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

Prom

otio

n Co

urse

*SCS

C- G

d A

*JCS

C- G

d B

EE

JCSC

O

TD

PCC

PExa

m

SCSC

SO

C SP

U

DEG

U

DPL

*

- - - - - - - - - - -

UD

EG E

E,

SP

*UD

PL E

E,

SP

UD

PL E

E,

SP

UD

EG E

E,

SP

UD

PL/U

DEG

EE

, SP

UD

PL/U

DEG

EE

, SP

1yr

UD

PL E

E,

SP

*OTD

- G

d C

*OTD

- G

d B

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

*PCC

- G

d C

Youn

g O

ffic

ers

of S

peci

alis

t an

d so

me

Uni

ts

will

ei

ther

be

ex

pose

d to

m

ilita

ry

tech

nica

l tr

aini

ng

or

tech

nica

l U

nive

rsit

y tr

aini

ng a

s ea

rly

as

2Lt/

Lt.

The

tech

nica

l U

nive

rsit

y tr

aine

d O

ffic

er

will

se

cure

an

earl

y U

nive

rsit

y qu

alif

icat

ion,

w

hile

hi

s co

unte

rpar

t w

ill

secu

re

Uni

vers

ity

educ

atio

n la

ter

at t

he r

ank

of C

apt

and

abov

e.


RESTRICTED

H-35

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: 4

En

gin

eers

Bat

talio

n

PRO

FESS

ION

: Mec

han

ical

En

gin

eer

Off

icer

SOC

By

Sele

ctio

n

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, PE

xam

CIV

2Lt Lt

(ag)

Lt Ca

pt(

ag)

Cap

t Maj

(ag)

Maj

Lt C

ol(

ag) Lt

Co

l

*SCS

C- G

d A

*JCS

C- G

d B

1yr

*OTD

- G

d C

*OTD

- G

d B

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

*PCC

- G

d C

Youn

g O

ffic

ers

of S

peci

alis

t an

d so

me

Uni

ts

will

ei

ther

be

ex

pose

d to

m

ilita

ry

tech

nica

l tr

aini

ng

or

tech

nica

l U

nive

rsit

y tr

aini

ng a

s ea

rly

as

2Lt/

Lt.

The

tech

nica

l U

nive

rsit

y tr

aine

d O

ffic

er

will

se

cure

an

earl

y U

nive

rsit

y qu

alif

icat

ion,

w

hile

hi

s co

unte

rpar

t w

ill

secu

re

Uni

vers

ity

educ

atio

n la

ter

at t

he r

ank

of C

apt

and

abov

e.

Juni

or C

omm

and

and

Staf

f Cou

rse

M

echa

nica

l Eng

inee

ring

O

rdin

ary

Tech

nica

l Dip

lom

a Pl

atoo

n Co

mm

ande

rs'’

Cour

se

Prom

otio

n Ex

amin

atio

n

Seni

or C

omm

and

and

Staf

f Cou

rse

Stan

dard

Off

icer

s’ C

ours

e Se

rvic

e Pa

per

U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

Prom

otio

n Co

urse

JCSC

M

E O

TD

PCC

PExa

m

SCSC

SO

C SP

U

DEG

U

DPL

*

- - - - - - - - - - -

UD

EG M

E,

SP

*UPL

ME,

SP

UD

PLM

E,

SP

UD

EG M

E,

SP

UD

PL/U

DEG

M

E, S

P

*UD

PL/U

DEG

M

E, S

P

UD

PLM

E,

SP


RESTRICTED

H-36

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: 4

En

gin

eers

Bat

talio

n

PRO

FESS

ION

: Civ

il En

gin

eer

Off

icer

SOC

By

Sele

ctio

n

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, PE

xam

CIV

2Lt Lt

(ag)

Lt Ca

pt(

ag)

Cap

t Maj

(ag)

Maj

Lt C

ol(

ag) Lt

Co

l

Civi

l Eng

inee

ring

Ju

nior

Com

man

d an

d St

aff C

ours

e

Ord

inar

y Te

chni

cal D

iplo

ma

Pl

atoo

n Co

mm

ande

rs'’

Cour

se

Prom

otio

n Ex

amin

atio

n

Seni

or C

omm

and

and

Staf

f Cou

rse

Stan

dard

Off

icer

s’ C

ours

e Se

rvic

e Pa

per

U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

Prom

otio

n Co

urse

*SCS

C- G

d A

*JCS

C- G

d B

CEng

JC

SC

OTD

PC

C PE

xam

SC

SC

SOC

SP

UD

EG

UD

PL

*

- - - - - - - - - - -

UD

EG C

Eng,

SP

*UPL

CEn

g,

SP

UD

PLCE

ng,

SP

UD

EG C

Eng,

SP

UD

PL/U

DEG

CE

ng, S

P

UD

PL/U

DEG

CE

ng, S

P

1yr

UD

PLCE

ng,

SP

*OTD

- G

d C

*OTD

- G

d B

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

*PCC

- G

d C

Youn

g O

ffic

ers

of S

peci

alis

t an

d so

me

Uni

ts

will

ei

ther

be

ex

pose

d to

m

ilita

ry

tech

nica

l tr

aini

ng

or

tech

nica

l U

nive

rsit

y tr

aini

ng a

s ea

rly

as

2Lt/

Lt.

The

tech

nica

l U

nive

rsit

y tr

aine

d O

ffic

er

will

se

cure

an

earl

y U

nive

rsit

y qu

alif

icat

ion,

w

hile

hi

s co

unte

rpar

t w

ill

secu

re

Uni

vers

ity

educ

atio

n la

ter

at t

he r

ank

of C

apt

and

abov

e.


RESTRICTED

H-37

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: 4

En

gin

eers

Bat

talio

n

PRO

FESS

ION

: Su

rvey

or

SOC

By

Sele

ctio

n

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, PE

xam

CIV

2Lt Lt

(ag)

Lt Ca

pt(

ag)

Cap

t Maj

(ag)

Maj

Lt C

ol(

ag) Lt

Co

l

Juni

or C

omm

and

and

Staf

f Cou

rse

O

rdin

ary

Tech

nica

l Dip

lom

a

Plat

oon

Com

man

ders

'’ Co

urse

Pr

omot

ion

Exam

inat

ion

Se

nior

Com

man

d an

d St

aff C

ours

e St

anda

rd O

ffic

ers’

Cou

rse

Serv

ice

Pape

r

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a Pr

omot

ion

Cour

se

*SCS

C- G

d A

*JCS

C- G

d B

JCSC

O

TD

PCC

PExa

m

SCSC

SO

C SP

U

DEG

U

DPL

*

- - - - - - - - - -

UD

EG,

SP

UPL

, SP

UD

PL,

SP

UD

EG,

SP

UD

PL/U

DEG

, SP

UD

PL/U

DEG

, SP

1yr

UD

PL,

SP

*OTD

- G

d C

*OTD

- G

d B

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

*PCC

- G

d C

Youn

g O

ffic

ers

of S

peci

alis

t an

d so

me

Uni

ts

will

ei

ther

be

ex

pose

d to

m

ilita

ry

tech

nica

l tr

aini

ng

or

tech

nica

l U

nive

rsit

y tr

aini

ng a

s ea

rly

as

2Lt/

Lt.

The

tech

nica

l U

nive

rsit

y tr

aine

d O

ffic

er

will

se

cure

an

earl

y U

nive

rsit

y qu

alif

icat

ion,

w

hile

hi

s co

unte

rpar

t w

ill

secu

re

Uni

vers

ity

educ

atio

n la

ter

at t

he r

ank

of C

apt

and

abov

e.


RESTRICTED

H-38

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: 4

En

gin

eers

Bat

talio

n

PRO

FESS

ION

: Qu

anti

ty S

urv

eyo

r

SOC

By

Sele

ctio

n

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, PE

xam

CIV

2Lt Lt

(ag)

Lt Ca

pt(

ag)

Cap

t Maj

(ag)

Maj

Lt C

ol(

ag) Lt

Co

l

*SCS

C- G

d A

*JCS

C- G

d B

UD

EG,

SP

UD

PL,

SP

UD

PL,

SP

UD

EG,

SP

UD

PL/U

DEG

, SP

UD

PL/U

DEG

, SP

1yr

UD

PL,

SP

*OTD

- G

d C

*OTD

- G

d B

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

*PCC

- G

d C

Youn

g O

ffic

ers

of S

peci

alis

t an

d so

me

Uni

ts

will

ei

ther

be

ex

pose

d to

m

ilita

ry

tech

nica

l tr

aini

ng

or

tech

nica

l U

nive

rsit

y tr

aini

ng a

s ea

rly

as

2Lt/

Lt.

The

tech

nica

l U

nive

rsit

y tr

aine

d O

ffic

er

will

se

cure

an

earl

y U

nive

rsit

y qu

alif

icat

ion,

w

hile

hi

s co

unte

rpar

t w

ill

secu

re

Uni

vers

ity

educ

atio

n la

ter

at t

he r

ank

of C

apt

and

abov

e.

Juni

or C

omm

and

and

Staf

f Cou

rse

O

rdin

ary

Tech

nica

l Dip

lom

a

Plat

oon

Com

man

ders

'’ Co

urse

Pr

omot

ion

Exam

inat

ion

Se

nior

Com

man

d an

d St

aff C

ours

e St

anda

rd O

ffic

ers’

Cou

rse

Serv

ice

Pape

r

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a Pr

omot

ion

Cour

se

JCSC

O

TD

PCC

PExa

m

SCSC

SO

C SP

U

DEG

U

DPL

*

- - - - - - - - - -


RESTRICTED

H-39

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: 4

En

gin

eers

Bat

talio

n

PRO

FESS

ION

: Pro

ject

Man

ager

SOC

By

Sele

ctio

n

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, PE

xam

CIV

2Lt Lt

(ag)

Lt Ca

pt(

ag)

Cap

t Maj

(ag)

Maj

Lt C

ol(

ag) Lt

Co

l

*SCS

C- G

d A

*JCS

C- G

d B

UD

EG P

roj M

gt,

SP

UPL

Pro

j Mgt

, SP

UD

PL P

roj M

gt,

SP

UD

EG P

roj M

gt,

SP

UD

PL/U

DEG

Pr

oj M

gt, S

P

UD

PL/U

DEG

Pr

oj M

gt, S

P

1yr

UD

PL P

roj M

gt,

SP

*Pro

j Mgt

- G

d C

*Pro

j Mgt

- G

d B

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

*PCC

- G

d C

Youn

g O

ffic

ers

of S

peci

alis

t an

d so

me

Uni

ts

will

ei

ther

be

ex

pose

d to

m

ilita

ry

tech

nica

l tr

aini

ng

or

tech

nica

l U

nive

rsit

y tr

aini

ng a

s ea

rly

as

2Lt/

Lt.

The

tech

nica

l U

nive

rsit

y tr

aine

d O

ffic

er

will

se

cure

an

earl

y U

nive

rsit

y qu

alif

icat

ion,

w

hile

hi

s co

unte

rpar

t w

ill

secu

re

Uni

vers

ity

educ

atio

n la

ter

at t

he r

ank

of C

apt

and

abov

e.

Juni

or C

omm

and

and

Staf

f Cou

rse

Pl

atoo

n Co

mm

ande

rs'’

Cour

se

Prom

otio

n Ex

amin

atio

n

Proj

ect M

anag

emen

t Se

nior

Com

man

d an

d St

aff C

ours

e St

anda

rd O

ffic

ers’

Cou

rse

Serv

ice

Pape

r

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a Pr

omot

ion

Cour

se

JCSC

PC

C PE

xam

Pr

oj M

gt

SCSC

SO

C SP

U

DEG

U

DPL

*

- - - - - - - - - -


RESTRICTED

H-40

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL/U

DEG

UD

PL/U

DEG

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

) SSG

T

WO

2(ag

) WO

2 W

Os

Cad

re

*JLC

- G

d 3

*E

CSC

- Gd

3

BR

C

*ECS

C - G

d2,

*SC

C - G

d 2

, **

ESC

DC

or

SAA

C - G

d 2

*SLC

- G

d 1

, DIC

or

SAA

IC

*ECS

C - G

d 1

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

UD

PL

UD

PL

WO

1(a

g)

WO

1 1y

r

By

Sele

ctio

n W

OA

(Com

peti

tive

)

AEP

B

RC

CXC

Exam

s D

C D

IC

ECSC

JL

C L1

-L5

PExa

m

SAA

C SA

AIC

U

DEG

U

DPL

W

OA

* **

ESC

Aca

dem

ic E

duca

tion

Pro

gram

me

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Dri

ll In

stru

ctor

s’ C

ours

e En

gine

er C

raft

and

Ski

ll Co

urse

Ju

nior

Lea

ders

’ Cou

rse

Leve

l 1 t

o 5

Prom

otio

n Ex

amin

atio

n

Skill

-At-

Arm

s Co

urse

Sk

ill-A

t-A

rms

Inst

ruct

ors’

Cou

rse

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a W

arra

nt O

ffic

ers’

Aca

dem

y Pr

omot

ion

Cour

se

Esse

ntia

l Spe

cial

ist

Cour

se

- - - - - - - - - - - - - - - -

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: 4

En

gin

eers

Bat

talio

n

PRO

FESS

ION

: En

gin

eer

Tro

op

Each

ca

tego

ry

of

Oth

er

Ran

k pr

ofes

sion

ha

s an

EC

SC

i.e.

Plum

ber

ECSC

, D

rive

r EC

SC,

Mas

on E

CSC

etc.

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.


RESTRICTED

H-41

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

1 B

ran

ch

PRO

FESS

ION

: Hu

man

Res

ou

rce

Spec

ialis

t

By

Sele

ctio

n M

aj

Lt C

ol(

ag) Lt

Co

l

1yr

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

SOC

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

P

Exam

CIV

2Lt Lt

(ag)

Lt

Cap

t(ag

)

Cap

t Maj

(ag)

Dat

abas

e M

anag

emen

t H

uman

Res

ourc

e M

anag

emen

t Ju

nior

Com

man

d an

d St

aff C

ours

e

Plat

oon

Com

man

ders

' Cou

rse

Ran

ge M

odul

e Pr

omot

ion

Exam

inat

ion

Se

nior

Com

man

d an

d St

aff C

ours

e

Stan

dard

Off

icer

s’ C

ours

e Se

rvic

e Pa

per

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a

*SCS

C- G

d A

*JCS

C- G

d B

DM

H

RM

JC

SC

PCC

R M

od

PExa

m

SCSC

SO

C SP

U

DEG

U

DPL

- - - - - - - - - -

UD

PL H

RM

, DM

, SP

UD

EG H

RM

, DM

, SP

UD

EG H

RM

, DM

, SP

UD

PL H

RM

, DM

SP

UD

PL H

RM

, DM

, SP

PCC

R M

od

- G

d C


RESTRICTED

H-42

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

1 B

ran

ch

PRO

FESS

ION

: Wel

fare

Off

icer

By

Sele

ctio

n M

aj

Lt C

ol(

ag) Lt

Co

l

1yr

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

SOC

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

P

Exam

CIV

2Lt Lt

(ag)

Lt

Cap

t(ag

)

Cap

t Maj

(ag)

Juni

or C

omm

and

and

Staf

f Cou

rse

Pl

atoo

n Co

mm

ande

rs' C

ours

e R

ange

Mod

ule

Prom

otio

n Ex

amin

atio

n

Seni

or C

omm

and

and

Staf

f Cou

rse

Soci

olog

y

Stan

dard

Off

icer

s’ C

ours

e Se

rvic

e Pa

per

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a

JCSC

PC

C R

Mod

PE

xam

SC

SC

Socl

SO

C SP

U

DEG

U

DPL

- - - - - - - - -

UD

PL S

oc,

SP

UD

EG S

ocl,

SP

UD

EG S

ocl,

SP

UD

PL S

ocl,

SP

UD

PL S

ocl,

SP

*SCS

C- G

d A

*JCS

C- G

d B

PCC

R M

od

- G

d C


RESTRICTED

H-43

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr,

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL/U

DEG

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

) SSG

T

WO

2(ag

) WO

2 W

Os

Cad

re

*JLC

- G

d 3

*A

PC -

Gd

3

BR

C

**ES

C *A

PC -

Gd

2

DC

or

SAA

C - G

d 2

*SLC

- G

d 1

, DIC

or

SAA

IC

*APC

- G

d 1

UD

PL

UD

PL

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

WO

A (C

ompe

titi

ve)

AEP

A

PC

BR

C CX

C Ex

ams

DC

DIC

JL

C L1

-L5

PExa

m

SAA

C SA

AIC

U

DEG

U

DPL

W

OA

* **

ESC

Aca

dem

ic E

duca

tion

Pro

gram

me

Adm

inis

trat

ive

Prof

essi

onal

Cou

rse

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Dri

ll In

stru

ctor

s’ C

ours

e Ju

nior

Lea

ders

’ Cou

rse

Leve

l 1 t

o 5

Prom

otio

n Ex

amin

atio

n

Skill

-At-

Arm

s Co

urse

Sk

ill-A

t-A

rms

Inst

ruct

ors’

Cou

rse

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a W

arra

nt O

ffic

ers’

Aca

dem

y Pr

omot

ion

Cour

se

Esse

ntia

l Spe

cial

ist

Cour

se

- - - - - - - - - - - - - - - -

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

1 B

ran

ch

PRO

FESS

ION

: Ad

min

istr

ativ

e Pr

ofe

ssio

nal

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.


RESTRICTED

H-44

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL/U

DEG

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

) SSG

T

WO

2(ag

) WO

2 W

Os

Cad

re

*JLC

- G

d 3

*RA

C - G

d

3

BR

C

**ES

C *R

AC

- Gd

2

DC

or

SAA

C - G

d

2

*SLC

- G

d 1

, DIC

or

SAA

IC

*RA

C - G

d 1

UD

PL

UD

PL

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

WO

A (C

ompe

titi

ve)

AEP

B

RC

CXC

Exam

s

DC

DIC

JL

C L1

-L5

PExa

m

RA

C SA

AC

SAA

IC

UD

EG

UD

PL

WO

A

* ** E

SC

Aca

dem

ic E

duca

tion

Pro

gram

me

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Dri

ll In

stru

ctor

s’ C

ours

e Ju

nior

Lea

ders

’ Cou

rse

Leve

l 1 t

o 5

Prom

otio

n Ex

amin

atio

n

Rec

ords

and

Arc

hive

Cou

rse

Skill

-At-

Arm

s Co

urse

Sk

ill-A

t-A

rms

Inst

ruct

ors’

Cou

rse

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a W

arra

nt O

ffic

ers’

Aca

dem

y Pr

omot

ion

Cour

se

Esse

ntia

l Spe

cial

ist

Cour

se

- - - - - - - - - - - - - - - -

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

1 B

ran

ch

PRO

FESS

ION

: Rec

ord

s an

d A

rch

ive

Ad

min

istr

ato

r

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.


RESTRICTED

H-45

SOC,

RO

CT,

RSO

T, R

AO

T

2Lt Lt

(ag)

Lt

Cap

t(ag

)

Cap

t Maj

(ag)

Maj

U

DEG

, SP

, PA

U

UD

EG,

SP, P

AU

UD

ED,

SP, P

AU

Juni

or C

omm

and

and

Staf

f Cou

rse

Pr

ofes

sion

al A

cade

mic

Upg

rade

(as

nec

essa

ry)

Plat

oon

Com

man

ders

' Cou

rse

(whe

re a

pplic

able

) Pr

omot

ion

Exam

inat

ion

(whe

re a

pplic

able

) R

eser

ve (w

here

app

licab

le)

Res

erve

Adv

ance

Off

icer

Tra

inin

g R

eser

ve O

ffic

er C

adet

Tra

inin

g R

eser

ve S

peci

alis

t O

ffic

er T

rain

ing

Seni

or C

omm

and

and

Staf

f Cou

rse

St

anda

rd O

ffic

ers’

Cou

rse

Serv

ice

Pape

r (a

s in

stru

cted

) U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

Pr

omot

ion

Cour

se

*(R

)SCS

C - G

rad

e A

*(R

)JCS

C - G

rad

e B

JC

SC

PAU

PC

C PE

xam

(R

) R

AO

T R

OCT

R

SOT

SCSC

SO

C SP

U

DEG

U

DPL

*

- - - - - - - - - - - - - -

*PCC

R M

od

- G

d C

Year

spe

nt i

n R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, P

Exam

CIV

Lt C

ol(

ag) Lt

Co

l

By

Sele

ctio

n 1yr

UD

PL/U

DEG

SP

, PA

U

UD

PL,

SP, P

AU

UD

PL,

SP, P

AU

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

1 B

ran

ch -

Med

ical

Co

rps

PRO

FESS

ION

: Med

ical

Off

icer

(Doc

tor,

Den

tist

, Pha

rmac

ist,

Phy

siot

hera

pist

, Rad

iogr

aphe

r Med

ical

Tec

hnol

ogis

t)

Youn

g O

ffic

ers

of S

peci

alis

t an

d so

me

Uni

ts

will

ei

ther

be

ex

pose

d to

m

ilita

ry

tech

nica

l tr

aini

ng

or

tech

nica

l U

nive

rsit

y tr

aini

ng a

s ea

rly

as

2Lt/

Lt.

The

tech

nica

l U

nive

rsit

y tr

aine

d O

ffic

er

will

se

cure

an

earl

y U

nive

rsit

y qu

alif

icat

ion,

w

hile

hi

s co

unte

rpar

t w

ill

secu

re

Uni

vers

ity

educ

atio

n la

ter

at t

he r

ank

of C

apt

and

abov

e.


RESTRICTED

H-46

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr,

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL/U

DEG

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

) SSG

T

WO

2(ag

) WO

2 W

Os

Cad

re

*JLC

- G

d 3

*MO

SC -

Gd

3

BR

C

**ES

C *

MO

SC -

Gd

2

DC

or

SAA

C - G

d 2

*SLC

- G

d 1

, DIC

or

SAA

IC

* M

OSC

- G

d

1

UD

PL

UD

PL

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

WO

A (C

ompe

titi

ve)

AEP

B

RC

CXC

Exam

s D

C D

IC

JLC

L1-L

5 M

OSC

PE

xam

SA

AC

SAA

IC

UD

EG

EDPL

W

OA

* **

ESC

Aca

dem

ic E

duca

tion

Pro

gram

me

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Dri

ll In

stru

ctor

s’ C

ours

e Ju

nior

Lea

ders

’ Cou

rse

Leve

l 1 t

o 5

Med

ical

Ord

erly

Spe

cial

ist

Cour

se

Prom

otio

n Ex

amin

atio

n

Skill

-At-

Arm

s Co

urse

Sk

ill-A

t-A

rms

Inst

ruct

ors’

Cou

rse

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a W

arra

nt O

ffic

ers’

Aca

dem

y Pr

omot

ion

Cour

se

Esse

ntia

l Spe

cial

ist

Cour

se

- - - - - - - - - - - - - - - -

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

1 B

ran

ch -

Med

ical

Co

rps

PRO

FESS

ION

: Med

ical

Ord

erly

(Den

tal A

ssis

tant

, Lab

Tec

hnic

ian,

Pha

rmac

y A

ssis

tant

etc

)

MO

SC w

ill b

e in

dif

fere

nt

cate

gori

es

of

spec

ialt

y i.e

. M

SOC

- A

ssis

tant

Ph

arm

acis

t, M

SOC

- La

b Te

chni

cian

etc

.

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.


RESTRICTED

H-47

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

1 B

ran

ch

PRO

FESS

ION

: Mili

tary

Po

lice

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL/U

DEG

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

) SSG

T

WO

2(ag

) WO

2 W

Os

Cad

re

*JLC

- G

d 3

*M

P - G

d 3

BR

C

**ES

C *M

P - G

d2

DC

or

SAA

C - G

d 2

*SLC

- G

d 1

, DIC

or

SAA

IC

*MP

- Gd

1

UD

PL

UD

PL

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

WO

A (C

ompe

titi

ve)

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.

AEP

B

RC

CXC

Exam

s D

C D

IC

JLC

L1-L

5 M

P PE

xam

SA

AC

SAA

IC

UD

EG

UD

PL

WO

A

* ** E

SC

Aca

dem

ic E

duca

tion

Pro

gram

me

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Dri

ll In

stru

ctor

s’ C

ours

e Ju

nior

Lea

ders

’ Cou

rse

Leve

l 1 t

o 5

Mili

tary

Pol

ice

Cour

se

Prom

otio

n Ex

amin

atio

n

Skill

-At-

Arm

s Co

urse

Sk

ill-A

t-A

rms

Inst

ruct

ors’

Cou

rse

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a W

arra

nt O

ffic

ers’

Aca

dem

y Pr

omot

ion

Cour

se

Esse

ntia

l Spe

cial

ist

Cour

se

- - - - - - - - - - - - - - - -


RESTRICTED

H-48

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

2 B

ran

ch

PRO

FESS

ION

: In

telli

gen

ce O

ffic

er

SOC

By

Sele

ctio

n

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, P

Exam

CIV

2Lt Lt

(ag)

Lt

Cap

t(ag

)

Cap

t Maj

(ag)

Maj

Lt C

ol(

ag)

Year

spe

nt i

n R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

UD

EG

UD

EG,

SP

SP

UD

EG,

SP

UD

PL/U

DEG

, SP

UD

PL,

SP

Juni

or C

omm

and

and

Staf

f Cou

rse

Ju

nior

Mili

tary

Inte

llige

nce

Off

icer

Cou

rse

Pl

atoo

n Co

mm

ande

rs' C

ours

e R

ange

Mod

ule

Prom

otio

n Ex

amin

atio

n

Seni

or C

omm

and

and

Staf

f Cou

rse

St

rate

gic

Inte

llige

nce

Cour

se

Seni

or M

ilita

ry In

telli

genc

e O

ffic

er C

ours

e St

anda

rd O

ffic

ers’

Cou

rse

Serv

ice

Pape

r U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

Pr

omot

ion

Cour

se

Lt C

ol

JMIO

C - G

rad

e B

*SCS

C - G

rad

e A

PCC

R M

od

- G

rad

e C

*JCS

C - G

rad

e B

JC

SC

JMIO

C PC

C R

Mod

PE

xam

SC

SC

SIS

SMIO

C SO

C SP

U

DEG

U

DPL

*

- - - - - - - - - - - -

*JM

IOC

- Gra

de

C

SP

SP

SIS

-Gra

de

A

SMIO

C - G

rad

e A

1yr


RESTRICTED

H-49

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

2 B

ran

ch

PRO

FESS

ION

: Mili

tary

Po

lice

Off

icer

SOC

2Lt Lt

(ag)

Lt

Cap

t(ag

)

Cap

t Maj

(ag)

Maj

Lt C

ol(

ag)

Year

spe

nt i

n R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

UD

EG

UD

EG,

SP

SP

UD

EG,

SP

UD

PL/U

DEG

, SP

UD

PL,

SP

Juni

or C

omm

and

and

Staf

f Cou

rse

Ju

nior

Mili

tary

Inte

llige

nce

Off

icer

Cou

rse

Pl

atoo

n Co

mm

ande

rs' C

ours

e R

ange

Mod

ule

Prom

otio

n Ex

amin

atio

n

Seni

or C

omm

and

and

Staf

f Cou

rse

St

rate

gic

Inte

llige

nce

Cour

se

Seni

or M

ilita

ry In

telli

genc

e O

ffic

er C

ours

e

Stan

dard

Off

icer

s’ C

ours

e Se

rvic

e Pa

per

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a

Prom

otio

n Co

urse

Lt C

ol

JMIO

C - G

rad

e B

*SCS

C - G

rad

e A

PCC

R M

od

- G

rad

e C

*JCS

C - G

rad

e B

JC

SC

JMIO

C PC

C R

Mod

PE

xam

SC

SC

SIS

SMIO

C SO

C SP

U

DEG

U

DPL

*

- - - - - - - - - - - -

*JM

IOC

- Gra

de

C

SP

SP

SIS

-Gra

de

A

SMIO

C - G

rad

e A

By

Sele

ctio

n

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, P

Exam

CIV

1yr


RESTRICTED

H-50

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

2 B

ran

ch

PRO

FESS

ION

: In

telli

gen

ce O

per

ativ

e

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL/U

DEG

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

) SSG

T

WO

2(ag

) WO

2 W

Os

Cad

re

*JLC

- G

d 3

*I

nt&

Sy -

Gd

3

BR

C

**ES

C *I

nt&

Sy -

Gd

2

DC

or

SAA

C - G

d 2

*SLC

- G

d 1

, DIC

or

SAA

IC

*In

t&Sy

- G

d

1

UD

PL

UD

PL

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

WO

A (C

ompe

titi

ve)

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.

AEP

B

RC

CXC

Exam

s D

C D

IC

Int&

Sy

JLC

L1-L

5 PE

xam

SA

AC

SAA

IC

UD

EG

UD

PL

WO

A

* ** E

SC

Aca

dem

ic E

duca

tion

Pro

gram

me

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Dri

ll In

stru

ctor

s’ C

ours

e In

telli

genc

e an

d Se

curi

ty C

ours

e Ju

nior

Lea

ders

’ Cou

rse

Leve

l 1 t

o 5

Prom

otio

n Ex

amin

atio

n

Skill

-At-

Arm

s Co

urse

Sk

ill-A

t-A

rms

Inst

ruct

ors’

Cou

rse

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a W

arra

nt O

ffic

ers’

Aca

dem

y Pr

omot

ion

Cour

se

Esse

ntia

l Spe

cial

ist

Cour

se

- - - - - - - - - - - - - - - -


RESTRICTED

H-51

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

3 B

ran

ch

PRO

FESS

ION

: Op

erat

ion

s Sp

ecia

list

SOC

2Lt Lt

(ag)

Lt

Cap

t(ag

)

Cap

t Maj

(ag)

Maj

Lt C

ol(

ag)

Year

spe

nt i

n R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

UD

EG

UD

EG,

SP

SP

UD

EG,

SP

UD

PL/U

DEG

, SP

UD

PL,

SP

Juni

or C

omm

and

and

Staf

f Cou

rse

Ju

nior

Off

icer

Ope

rati

ons

Cour

se

Plat

oon

Com

man

ders

' Cou

rse

Prom

otio

n Ex

amin

atio

n

Seni

or C

omm

and

and

Staf

f Cou

rse

St

anda

rd O

ffic

ers’

Cou

rse

Seni

or O

ffic

er O

pera

tion

s Co

urse

Se

rvic

e Pa

per

Seni

or S

taff

Cou

rse

U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

Pr

omot

ion

Cour

se

Lt C

ol

*JO

OC

- Gra

de

B

*SCS

C - G

rad

e A

*JCS

C - G

rad

e B

JC

SC

JOO

C PC

C PE

xam

SC

SC

SOC

SOO

C SP

SS

C U

DEG

U

DPL

*

- - - - - - - - - - - -

SSC

- Gra

de

A

SOO

C - G

rad

e A

SP

SP

*PCC

- G

d C

By

Sele

ctio

n

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, P

Exam

CIV

1yr


RESTRICTED

H-52

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

3 B

ran

ch

PRO

FESS

ION

: Tra

inin

g Sp

ecia

list

SOC

2Lt Lt

(ag)

Lt

Cap

t(ag

)

Cap

t Maj

(ag)

Maj

Lt C

ol(

ag)

Year

spe

nt i

n R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

UD

EG

UD

EG,

SP

SP

UD

EG,

SP

UD

PL/U

DEG

, SP

UD

PL,

SP

Juni

or C

omm

and

and

Staf

f Cou

rse

Ju

nior

Off

icer

Tra

inin

g Co

urse

Pl

atoo

n Co

mm

ande

rs' C

ours

e Pr

omot

ion

Exam

inat

ion

Se

nior

Com

man

d an

d St

aff C

ours

e

Stan

dard

Off

icer

s’ C

ours

e Se

nior

Off

icer

Tra

inin

g Co

urse

Se

rvic

e Pa

per

Seni

or S

taff

Cou

rse

U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

Pr

omot

ion

Cour

se

Lt C

ol

*JO

TC -

Gra

de

B

*SCS

C - G

rad

e A

*JCS

C - G

rad

e B

JC

SC

JOTC

PC

C PE

xam

SC

SC

SOC

SOTC

SP

SS

C U

DEG

U

DPL

*

- - - - - - - - - - - -

SSC

- Gra

de

A

SOTC

- G

rad

e A

SP

SP

*PCC

- G

d C

By

Sele

ctio

n

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, P

Exam

CIV

1yr


RESTRICTED

H-53

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

*JLC

- G

d 3

In

t&Sy

- G

d 3

O

PS(C

) Gd

3

BR

C

**ES

C

AEP

B

RC

CXC

Exam

s D

C In

t&Sy

JL

C L1

-L5

OPS

(C)

PExa

m

PSC

SAA

C SC

C * **

ESC

Aca

dem

ic E

duca

tion

Pro

gram

me

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Inte

llige

nce

and

Secu

rity

Cou

rse

Juni

or L

eade

rs’ C

ours

e Le

vel 1

to

5 O

pera

tion

s Co

urse

Pr

omot

ion

Exam

inat

ion

Pl

atoo

n Se

rgea

nts’

Cou

rse

Sk

ill-A

t-A

rms

Cour

se

Sect

ion

Com

man

ders

’ Cou

rse

Prom

otio

n Co

urse

Es

sent

ial S

peci

alis

t Co

urse

- - - - - - - - - - - - - -

*SCC

- G

d 2

, In

t&Sy

- G

d2

Int&

Sy -

Gd

1

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

3 B

ran

ch

PRO

FESS

ION

: Op

erat

ion

s Cl

erk

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

*DC

- Gd

2, *

SAA

C - G

d 2

PS

C - G

d1

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.

OPS

(C) G

d2

OPS

(C) G

d1


RESTRICTED

H-54

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

*JLC

- G

d 3

TC

C - G

d 3

BR

C

**ES

C

AEP

B

RC

CXC

Exam

s D

C JL

C L1

-L5

PExa

m

PSC

SAA

C SC

C TC

C * **

ESC

Aca

dem

ic E

duca

tion

Pro

gram

me

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Juni

or L

eade

rs’ C

ours

e Le

vel 1

to

5 Pr

omot

ion

Exam

inat

ion

Pl

atoo

n Se

rgea

nts’

Cou

rse

Skill

-At-

Arm

s Co

urse

Se

ctio

n Co

mm

ande

rs C

ours

e Tr

aini

ng C

lerk

Cou

rse

Prom

otio

n Co

urse

Es

sent

ial S

peci

alis

t Co

urse

- - - - - - - - - - - - -

*SCC

- G

d 2

, TCC

- G

d2

*DC

- Gd

2,

*SA

AC

- Gd

2

TCC

- Gd

1

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

3 B

ran

ch

PRO

FESS

ION

: Tra

inin

g Cl

erk

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

PSC

- Gd

1

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.


RESTRICTED

H-55

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

3 B

ran

ch -

Spo

rts

Dep

artm

ent

PRO

FESS

ION

: Sp

ort

s O

ffic

er

SOC

2Lt Lt

(ag)

Lt

Cap

t(ag

)

Cap

t Maj

(ag)

Maj

SP

UD

EG,

SP

UD

PL/U

DEG

, SP

UD

PL,

SP

Juni

or C

omm

and

and

Staf

f Cou

rse

Pl

atoo

n Co

mm

ande

rs' C

ours

e Pr

omot

ion

Exam

inat

ion

Ph

ysic

al T

rain

ing

Off

icer

Cou

rse

Seni

or C

omm

and

and

Staf

f Cou

rse

St

anda

rd O

ffic

ers’

Cou

rse

Serv

ice

Pape

r U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

Pr

omot

ion

Cour

se

*SCS

C - G

rad

e A

*JCS

C - G

rad

e B

JC

SC

PCC

PE

xam

PT

OC

SCSC

SO

C SP

U

DEG

U

DPL

*

- - - - - - - - - -

SP

SP

*PTO

C - G

d C

Year

spe

nt i

n R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, P

Exam

CIV

PCC

- Gd

C


RESTRICTED

H-56

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

*JLC

- G

d 3

*P

TIC

- Gd

3

BR

C

**ES

C

AEP

B

RC

CXC

Exam

s D

C JL

C L1

-L5

PExa

m

PTIC

SA

AC

* ** E

SC

Aca

dem

ic E

duca

tion

Pro

gram

me

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Juni

or L

eade

rs’ C

ours

e Le

vel 1

to

5 Pr

omot

ion

Exam

inat

ion

Ph

ysic

al T

rain

ing

Inst

ruct

ors’

Cou

rse

Skill

-At-

Arm

s Co

urse

Pr

omot

ion

Cour

se

Esse

ntia

l Spe

cial

ist

Cour

se

- - - - - - - - - - -

*PTI

C - G

d2

DC

or

SAA

C - G

d 2

*P

TIC

- Gd

1

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

3 B

ran

ch

PRO

FESS

ION

: Sp

ort

s M

anag

er

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.


RESTRICTED

H-57

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

4 B

ran

ch

PRO

FESS

ION

: Fin

ance

Off

icer

SOC

2Lt Lt

(ag)

Lt

Cap

t(ag

)

Cap

t Maj

(ag)

Maj

Lt C

ol(

ag)

Year

spe

nt i

n R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

UD

EG

UD

EG,

SP

Acc

ount

s Ec

onom

ics

Fina

nce

Off

icer

Acc

ount

s Co

urse

Fi

nanc

e O

ffic

er M

anag

emen

t Cou

rse

Juni

or C

omm

and

and

Staf

f Cou

rse

Pl

atoo

n Co

mm

ande

rs' C

ours

e Pr

omot

ion

Exam

inat

ion

Se

nior

Com

man

d an

d St

aff C

ours

e

Stan

dard

Off

icer

s’ C

ours

e Se

rvic

e Pa

per

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a

Prom

otio

n Co

urse

Lt C

ol

*SCS

C - G

rad

e A

*JCS

C - G

rad

e B

A

cct

Ecn

FOA

C FO

MC

JCSC

PC

C PE

xam

SC

SC

SOC

SP

UD

EG

UD

PL

*

- - - - - - - - - - - - -

*FO

MC

- Gra

de

A

By

Sele

ctio

n

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, P

Exam

CIV

1yr

UD

EG A

cct/

Ecn,

SP

SP

UD

PL A

cct/

Ecn,

SP

UD

PL A

cct/

Ecn,

SP

UD

EG A

cct/

Ecn,

SP

UD

EG A

cct/

Ecn,

SP

FOA

C - G

d C

Youn

g O

ffic

ers

of S

peci

alis

t a

nd s

ome

Uni

ts

will

ei

ther

be

ex

pose

d to

m

ilita

ry

tech

nica

l tr

aini

ng

or

tech

nica

l U

nive

rsit

y tr

aini

ng a

s ea

rly

as

2Lt.

Th

e te

chni

cal

Uni

vers

ity

trai

ned

Off

icer

w

ill

secu

re a

n ea

rly

Uni

vers

ity

qual

ific

atio

n,

whi

le

his

coun

terp

art

will

se

cure

U

nive

rsit

y ed

ucat

ion

late

r at

the

ran

k of

Cap

t an

d ab

ove.

*PCC

- G

d C


RESTRICTED

H-58

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

4 B

ran

ch

PRO

FESS

ION

: Tra

nsp

ort

Off

icer

SOC

2Lt Lt

(ag)

Lt

Cap

t(ag

)

Cap

t Maj

(ag)

Maj

Lt C

ol(

ag)

Year

spe

nt i

n R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

UD

EG

UD

EG,

SP

Juni

or C

omm

and

and

Staf

f Cou

rse

Ju

nior

Off

icer

Tra

nspo

rt C

ours

e Pl

atoo

n Co

mm

ande

rs' C

ours

e Pr

omot

ion

Exam

inat

ion

Seni

or C

omm

and

and

Staf

f Cou

rse

St

anda

rd O

ffic

ers’

Cou

rse

Seni

or O

ffic

er T

rans

port

Cou

rse

Serv

ice

Pape

r U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

Pr

omot

ion

Cour

se

Lt C

ol

*SCS

C - G

rad

e A

*JCS

C - G

rad

e B

JC

SC

JOTC

PC

C

PExa

m

SCSC

SO

C SO

TC

SP

UD

EG

UD

PL

*

- - - - - - - - - - -

*SO

TC -

Gra

de

A

By

Sele

ctio

n

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, P

Exam

CIV

1yr

SP

UD

PL/U

DEG

, SP

JOTC

- G

d C

SP

SP

UD

PL,

SP

UD

PL/U

DEG

, SP

*PCC

- G

d C


RESTRICTED

H-59

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

4 B

ran

ch

PRO

FESS

ION

: Pro

ject

Man

ager

/Pro

ject

Exe

cuti

on

Off

icer

SOC

By

Sele

ctio

n

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, PE

xam

CIV

2Lt Lt

(ag)

Lt Ca

pt(

ag)

Cap

t Maj

(ag)

Maj

Lt C

ol(

ag) Lt

Co

l

*SCS

C- G

d A

*JCS

C- G

d B

UD

EG P

roj M

gt,

SP

UPL

Pro

j Mgt

, SP

UD

PL P

roj M

gt,

SP

UD

EG P

roj M

gt,

SP

UD

PL/U

DEG

Pr

oj M

gt, S

P

UD

PL/U

DEG

Pr

oj M

gt, S

P

1yr

UD

PL P

roj M

gt,

SP

*Pro

j Mgt

- G

d C

*Pro

j Mgt

- G

d B

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

*PCC

- G

d C

Youn

g O

ffic

ers

of S

peci

alis

t an

d so

me

Uni

ts

will

ei

ther

be

ex

pose

d to

m

ilita

ry

tech

nica

l tr

aini

ng

or

tech

nica

l U

nive

rsit

y tr

aini

ng a

s ea

rly

as

2Lt/

Lt.

The

tech

nica

l U

nive

rsit

y tr

aine

d O

ffic

er

will

se

cure

an

earl

y U

nive

rsit

y qu

alif

icat

ion,

w

hile

hi

s co

unte

rpar

t w

ill

secu

re

Uni

vers

ity

educ

atio

n la

ter

at t

he r

ank

of C

apt

and

abov

e.

Juni

or C

omm

and

and

Staf

f Cou

rse

Pl

atoo

n Co

mm

ande

rs'’

Cour

se

Prom

otio

n Ex

amin

atio

n

Proj

ect M

anag

emen

t Se

nior

Com

man

d an

d St

aff C

ours

e St

anda

rd O

ffic

ers’

Cou

rse

Serv

ice

Pape

r

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a Pr

omot

ion

Cour

se

JCSC

PC

C PE

xam

Pr

oj M

gt

SCSC

SO

C SP

U

DEG

U

DPL

*

- - - - - - - - - -


RESTRICTED

H-60

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

4 B

ran

ch

PRO

FESS

ION

: Fin

ance

Su

per

viso

r

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL/U

DEG

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

) SSG

T

WO

2(ag

) WO

2 W

Os

Cad

re

*JLC

- G

d 3

*F

CC -

Gd

3

BR

C

**ES

C *

FCC

- Gd

2

DC

or

SAA

C - G

d 2

*SLC

- G

d 1

, DIC

or

SAA

IC

* FC

C - G

d 1

UD

PL

UD

PL

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

WO

A (C

ompe

titi

ve)

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.

AEP

B

RC

CXC

Exam

s D

C D

IC

FCC

JLC

L1-L

5 PE

xam

SA

AC

SAA

IC

UD

EG

UD

PL

WO

A

* ** E

SC

Aca

dem

ic E

duca

tion

Pro

gram

me

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Dri

ll In

stru

ctor

s’ C

ours

e Fi

nanc

e Cl

erk

Cour

se

Juni

or L

eade

rs’ C

ours

e Le

vel 1

to

5 Pr

omot

ion

Exam

inat

ion

Sk

ill-A

t-A

rms

Cour

se

Skill

-At-

Arm

s In

stru

ctor

s’ C

ours

e U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

War

rant

Off

icer

s’ A

cade

my

Prom

otio

n Co

urse

Es

sent

ial S

peci

alis

t Co

urse

- - - - - - - - - - - - - - - -


RESTRICTED

H-61

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

5 B

ran

ch

PRO

FESS

ION

: Civ

il A

ffai

rs S

pec

ialis

t

SOC

2Lt Lt

(ag)

Lt

Cap

t(ag

)

Cap

t Maj

(ag)

Maj

Civi

l-M

ilita

ry C

ours

e Ju

nior

Com

man

d an

d St

aff C

ours

e

Plat

oon

Com

man

ders

' Cou

rse

Prom

otio

n Ex

amin

atio

n Se

nior

Com

man

d an

d St

aff C

ours

e

Stan

dard

Off

icer

s’ C

ours

e Se

rvic

e Pa

per

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a

Prom

otio

n Co

urse

*SCS

C - G

rad

e A

*JCS

C - G

rad

e B

CM

C JC

SC

PCC

PE

xam

SC

SC

SOC

SP

UD

EG

UD

PL

*

- - - - - - - - - -

*CM

C - G

rad

e A

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, P

Exam

CIV

UD

EG,

SP

SP

UD

PL,

SP

UD

PL,

SP

UD

EG,

SP

UD

EG,

SP

CMC

- Gd

C

Youn

g O

ffic

ers

of S

peci

alis

t a

nd s

ome

Uni

ts

will

ei

ther

be

ex

pose

d to

m

ilita

ry

tech

nica

l tr

aini

ng

or

tech

nica

l U

nive

rsit

y tr

aini

ng a

s ea

rly

as

2Lt/

Lt.

The

tech

nica

l U

nive

rsit

y tr

aine

d O

ffic

er

will

se

cure

an

earl

y U

nive

rsit

y qu

alif

icat

ion,

w

hile

hi

s co

unte

rpar

t w

ill

secu

re

Uni

vers

ity

educ

atio

n la

ter

at t

he r

ank

of C

apt

and

abov

e.

Year

spe

nt i

n R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

*PCC

- G

d C


RESTRICTED

H-62

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

5 B

ran

ch

PRO

FESS

ION

: Pu

blic

Aff

airs

Sp

ecia

list

2Lt Lt

(ag)

Lt

Cap

t(ag

)

Cap

t Maj

(ag)

Maj

Juni

or C

omm

and

and

Staf

f Cou

rse

Pl

atoo

n Co

mm

ande

rs' C

ours

e Pr

omot

ion

Exam

inat

ion

R

eser

ve (w

here

app

licab

le)

Res

erve

Adv

ance

Off

icer

Tra

inin

g R

eser

ve O

ffic

er C

adet

Tra

inin

g R

eser

ve S

peci

alis

t O

ffic

er T

rain

ing

Seni

or C

omm

and

and

Staf

f Cou

rse

St

anda

rd O

ffic

ers’

Cou

rse

Serv

ice

Pape

r U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

Pr

omot

ion

Cour

se

*(R

)SCS

C - G

rad

e A

*(R

)JCS

C - G

rad

e B

JC

SC

PCC

PExa

m

(R)

RA

OT

RO

CT

RSO

T SC

SC

SOC

SP

UD

EG

UD

PL

*

- - - - - - - - - - - - -

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, P

Exam

CIV

*UD

E PR

, SP

*UD

PL P

R,

SP *U

DPL

PR

, SP

UD

EG P

R,

SP U

DEG

PR

, SP

*PCC

-

Gd

C

Youn

g O

ffic

ers

of S

peci

alis

t a

nd s

ome

Uni

ts

will

ei

ther

be

ex

pose

d to

m

ilita

ry

tech

nica

l tr

aini

ng

or

tech

nica

l U

nive

rsit

y tr

aini

ng a

s ea

rly

as

2Lt/

Lt.

The

tech

nica

l U

nive

rsit

y tr

aine

d O

ffic

er

will

se

cure

an

earl

y U

nive

rsit

y qu

alif

icat

ion,

w

hile

hi

s co

unte

rpar

t w

ill

secu

re

Uni

vers

ity

educ

atio

n la

ter

at t

he r

ank

of C

apt

and

abov

e.

Year

spe

nt i

n R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

*UD

PL P

R,

SP

The

Publ

ic A

ffai

rs S

peci

alis

t (P

AS)

will

ei

ther

ne

ed

to

unde

rgo

earl

y ac

adem

ic t

rain

ing

at U

nive

rsit

y le

vel

to

func

tion

ef

fect

ivel

y or

re

crui

ted

from

the

Res

erve

. H

is/h

er a

cade

mic

qu

alif

icat

ion

may

in

flue

nce

upw

ard

mob

ility

.

SOC,

RO

CT,

RSO

T, R

AO

T


RESTRICTED

H-63

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

5 B

ran

ch

PRO

FESS

ION

: Civ

il A

ffai

rs C

lerk

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL/U

DEG

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag) CP

L SGT(

ag)

SGT

SSG

T(ag

) SSG

T

WO

2(ag

) WO

2 W

Os

Cad

re

*JLC

- G

d 3

TPV

C - G

d 3

BR

C

**ES

C,

OJT

CA

* TP

VC

- Gd

2, O

JTCA

*SLC

- G

d 1

, DIC

or

SAA

IC

TPV

C - G

d 1

, OJT

CA,

DC

or

SAA

C –

Gd

2

UD

PL

UD

PL

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

WO

A (C

ompe

titi

ve)

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.

AEP

B

RC

CXC

Exam

s

DC

DIC

JL

C L1

-L5

OJT

CA

PExa

m

SAA

C SA

AIC

TP

VC

UD

EG

UD

PL

WO

A

* ** E

SC

Aca

dem

ic E

duca

tion

Pro

gram

me

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Dri

ll In

stru

ctor

s’ C

ours

e Ju

nior

Lea

ders

’ Cou

rse

Leve

l 1 t

o 5

On-

the-

Job

Trai

ning

Civ

il A

ffai

rs

Prom

otio

n Ex

amin

atio

n

Skill

-At-

Arm

s Co

urse

Sk

ill-A

t-A

rms

Inst

ruct

ors’

Cou

rse

Tech

nica

l Pho

togr

aphy

and

Vid

eo C

ours

e U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

War

rant

Off

icer

s’ A

cade

my

Prom

otio

n Co

urse

Es

sent

ial S

peci

alis

t Co

urse

- - - - - - - - - - - - - - - - -


RESTRICTED

H-64

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL/U

DEG

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

)

SSG

T

WO

2(ag

)

WO

2 W

Os

Cad

re

*JLC

- G

d 3

TP

VC

- Gd

3

BR

C

**ES

C

AEP

B

RC

CXC

Exam

s

DC

DIC

JL

C L1

-L5

OJT

J PE

xam

SA

AC

SAA

IC

TPV

C U

DEG

U

DPL

W

OA

* **

ESC

Aca

dem

ic E

duca

tion

Pro

gram

me

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Dri

ll In

stru

ctor

s’ C

ours

e Ju

nior

Lea

ders

’ Cou

rse

Leve

l 1 t

o 5

On-

the-

Job

Trai

ning

Jou

rnal

ism

Pr

omot

ion

Exam

inat

ion

Sk

ill-A

t-A

rms

Cour

se

Skill

-At-

Arm

s In

stru

ctor

s’ C

ours

e Te

chni

cal P

hoto

grap

hy a

nd V

ideo

Cou

rse

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a W

arra

nt O

ffic

ers’

Aca

dem

y Pr

omot

ion

Cour

se

Esse

ntia

l Spe

cial

ist

Cour

se

- - - - - - - - - - - - - - - - -

* TP

VC

- Gd

2, O

JTJ

• A

EP a

nd

the

acad

emic

com

pon

ent

of t

he

PExa

m a

re e

ssen

tia

lly t

he s

ame

up t

o L5

; a

pa

ss

in

eith

er

one

at

a

par

ticu

lar

leve

l ex

empt

s th

e n

eed

to

pass

th

e ot

her.

H

owev

er,

this

ex

cept

ion

is

only

fo

r th

e ac

ade

mic

com

po

nent

of

th

e PE

xam

. A

so

ldie

r w

ith

such

an

ex

empt

ion

is

still

re

quir

ed

to

com

plet

e th

e p

rofe

ssio

nal

mili

tary

as

pect

o

f th

e PE

xam

. PE

xam

s co

mpr

ises

bot

h ac

adem

ic a

nd

pro

fess

iona

l m

ilita

ry e

duca

tion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

and

ers

mus

t in

clud

e ot

her

Es

sent

ial

Spec

ialis

t C

ours

es

(**E

SC)

for

thei

r ra

nks

such

a

s A

rmst

orem

an,

Stor

eman

, M

edic

etc

.

*SLC

- G

d 1

, DIC

or

SAA

IC

TPV

C - G

d 1

, D

C o

r SA

AC

– G

d 2

UD

PL

UD

PL

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

5 B

ran

ch

PRO

FESS

ION

: Pu

blic

Aff

airs

Cle

rk

WO

A (C

ompe

titi

ve)


RESTRICTED

H-65

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

6 B

ran

ch -

Sign

al D

epar

tmen

t

PRO

FESS

ION

: Sig

nal

Off

icer

SOC

2Lt Lt

(ag)

Lt

Cap

t(ag

)

Cap

t Maj

(ag)

Maj

SP

UD

EG,

SP

UD

PL/U

DEG

, SP

UD

PL,

SP

Juni

or C

omm

and

and

Staf

f Cou

rse

Pl

atoo

n Co

mm

ande

rs’ C

ours

e

Prom

otio

n Ex

amin

atio

n

Seni

or C

omm

and

and

Staf

f Cou

rse

Si

gnal

Off

icer

Adv

ance

Cou

rse

Sign

al O

ffic

er B

asic

Cou

rse

Stan

dard

Off

icer

s’ C

ours

e

Serv

ice

Pape

r U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

Pr

omot

ion

Cour

se

*SCS

C - G

rad

e A

*JCS

C - G

rad

e B

JC

SC

PCC

PExa

m

SCSC

SO

AC

SOB

C SO

C SP

U

DEG

U

DPL

*

- - - - - - - - - - -

SP

SP

Year

spe

nt i

n R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, P

Exam

CIV

*SO

BC

- Gd

C

SOA

C - G

d A

PCC

- Gd

C


RESTRICTED

H-66

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL/U

DEG

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

) SSG

T

WO

2(ag

) WO

2 W

Os

Cad

re

*JLC

- G

d 3

*R

SOC

- Gd

3

BR

C

**ES

C *

RSO

C - G

d2

DC

or

SAA

C - G

d 2

*SLC

- G

d 1

, DIC

or

SAA

IC

* R

SOC

- Gd

1

UD

PL

UD

PL

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

WO

A (C

ompe

titi

ve)

AEP

B

RC

CXC

Exam

s

DC

DIC

JL

C L1

-L5

PExa

m

RSO

C SA

AC

SAA

IC

UD

EG

UD

PL

WO

A

* ** E

SC

Aca

dem

ic E

duca

tion

Pro

gram

me

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Dri

ll In

stru

ctor

s’ C

ours

e Ju

nior

Lea

ders

’ Cou

rse

Leve

l 1 t

o 5

Prom

otio

n Ex

amin

atio

n

Rad

io S

igna

l Ope

rato

rs’ C

ours

e Sk

ill-A

t-A

rms

Cour

se

Skill

-At-

Arm

s In

stru

ctor

s’ C

ours

e U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

War

rant

Off

icer

s’ A

cade

my

Prom

otio

n Co

urse

Es

sent

ial S

peci

alis

t Co

urse

- - - - - - - - - - - - - - - -

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

6 B

ran

ch -

Sign

al D

epar

tmen

t

PRO

FESS

ION

: Rad

io S

ign

aler

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.


RESTRICTED

H-67

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL/U

DEG

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

)

SSG

T

WO

2(ag

)

WO

2 W

Os

Cad

re

*JLC

- G

d 3

*R

TC -

Gd

3

BR

C

**ES

C

AEP

B

RC

CXC

Exam

s

DC

DIC

JL

C L1

-L5

PExa

m

RTC

SA

AC

SAA

IC

UD

EG

UD

PL

WO

A

* ** E

SC

Aca

dem

ic E

duca

tion

Pro

gram

me

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Dri

ll In

stru

ctor

s’ C

ours

e Ju

nior

Lea

ders

’ Cou

rse

Leve

l 1 t

o 5

Prom

otio

n Ex

amin

atio

n

Rad

io T

echn

icia

n Co

urse

Sk

ill-A

t-A

rms

Cour

se

Skill

-At-

Arm

s In

stru

ctor

s’ C

ours

e U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

War

rant

Off

icer

s’ A

cade

my

Prom

otio

n Co

urse

Es

sent

ial S

peci

alis

t Co

urse

- - - - - - - - - - - - - - - -

* R

TC -

Gd

2

• A

EP a

nd P

Exam

are

the

sam

e up

to

L5; a

pas

s in

eit

her

one

at

a pa

rtic

ular

lev

el e

xem

pts

the

need

to p

ass

the

othe

r.

• U

nit/

Sub

Uni

t Co

mm

ande

rs'

mus

t in

clud

e ot

her

Esse

ntia

l Sp

ecia

list

Cour

ses

(**E

SC)

for

thei

r ra

nks

such

as

A

rmst

orem

an,

Stor

eman

, M

edic

etc

. D

C o

r SA

AC

- Gd

2

*SLC

- G

d 1

, DIC

or

SAA

IC

* R

TC -

Gd

1

UD

PL

UD

PL

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

6 B

ran

ch -

Sign

al D

epar

tmen

t

PRO

FESS

ION

: Rad

io T

ech

nic

ian

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

WO

A (C

ompe

titi

ve)


RESTRICTED

H-68

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL/U

DEG

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

)

SSG

T

WO

2(ag

)

WO

2 W

Os

Cad

re

*JLC

- G

d 3

*TS

OC

- Gd

3

BR

C

**ES

C

AEP

B

RC

CXC

Exam

s

DC

DIC

JL

C L1

-L5

PExa

m

SAA

C SA

AIC

TS

OC

UD

EG

UD

PL

WO

A

* ** E

SC

Aca

dem

ic E

duca

tion

Pro

gram

me

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Dri

ll In

stru

ctor

s’ C

ours

e Ju

nior

Lea

ders

’ Cou

rse

Leve

l 1 t

o 5

Prom

otio

n Ex

amin

atio

n

Skill

-At-

Arm

s Co

urse

Sk

ill-A

t-A

rms

Inst

ruct

ors’

Cou

rse

Tele

phon

e an

d Sw

itch

boar

d O

pera

tors

’ Cou

rse

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a W

arra

nt O

ffic

ers’

Aca

dem

y Pr

omot

ion

Cour

se

Esse

ntia

l Spe

cial

ist

Cour

se

- - - - - - - - - - - - - - - -

* TS

OC

- Gd

2

• A

EP a

nd P

Exam

are

the

sam

e up

to

L5; a

pas

s in

eit

her

one

at

a pa

rtic

ular

lev

el e

xem

pts

the

need

to p

ass

the

othe

r.

• U

nit/

Sub

Uni

t Co

mm

ande

rs'

mus

t in

clud

e ot

her

Esse

ntia

l Sp

ecia

list

Cour

ses

(**E

SC)

for

thei

r ra

nks

such

as

A

rmst

orem

an,

Stor

eman

, M

edic

etc

. D

C o

r SA

AC

- Gd

2

*SLC

- G

d 1

, DIC

or

SAA

IC

* TS

OC

- Gd

1

UD

PL

UD

PL

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

6 B

ran

ch -

Sign

al D

epar

tmen

t

PRO

FESS

ION

: Tel

eph

on

e an

d S

wit

chb

oar

d O

per

ato

r

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

WO

A (C

ompe

titi

ve)


RESTRICTED

H-69

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

6 B

ran

ch -

Info

rmat

ion

Tec

hn

olo

gy D

epar

tmen

t

PRO

FESS

ION

: In

form

atio

n T

ech

no

logi

st SO

C

2Lt Lt

(ag)

Lt

Cap

t(ag

)

Cap

t Maj

(ag)

Maj

UD

EG IT

/CSc

, SP

Info

rmat

ion

Tech

nolo

gy B

asic

Off

icer

s’ C

ours

e In

form

atio

n Te

chno

logy

Adv

ance

Off

icer

s’ C

ours

e Ju

nior

Com

man

d an

d St

aff C

ours

e

Plat

oon

Com

man

ders

’ Cou

rse

Pr

omot

ion

Exam

inat

ion

Se

nior

Com

man

d an

d St

aff C

ours

e

Stan

dard

Off

icer

s’ C

ours

e Se

rvic

e Pa

per

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a

Prom

otio

n Co

urse

*SCS

C - G

rad

e A

*JCS

C - G

rad

e B

IT

BO

C IT

AO

C JC

SC

PCC

PE

xam

SC

SC

SOC

SP

UD

EG

UD

PL

*

- - - - - - - - - - -

SP

Year

spe

nt i

n R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, P

Exam

CIV

*ITB

OC

- Gd

C

ITA

OC

- Gd

A

UD

PL IT

/CSc

, SP

UD

PL IT

/CSc

, SP

UD

EG IT

/CSc

, SP

UD

EG IT

/CSc

, SP

UD

EG IT

/CSc

, SP

SP

UD

EG IT

/CSc

, SP

UD

EG IT

/CSc

, SP

Youn

g O

ffic

ers

of S

peci

alis

t an

d so

me

Uni

ts

will

ei

ther

be

ex

pose

d to

m

ilita

ry

tech

nica

l tr

aini

ng

or

tech

nica

l U

nive

rsit

y tr

aini

ng a

s ea

rly

as

2Lt/

Lt.

The

tech

nica

l U

nive

rsit

y tr

aine

d O

ffic

er

will

se

cure

an

earl

y U

nive

rsit

y qu

alif

icat

ion,

w

hile

hi

s co

unte

rpar

t w

ill

secu

re

Uni

vers

ity

educ

atio

n la

ter

at t

he r

ank

of C

apt

and

abov

e.

PCC

- G

d C


RESTRICTED

H-70

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

6 B

ran

ch -

Info

rmat

ion

Tec

hn

olo

gy D

epar

tmen

t

PRO

FESS

ION

: So

ftw

are

Engi

nee

r

SOC

2Lt Lt

(ag)

Lt

Cap

t(ag

)

Cap

t Maj

(ag)

Maj

UD

EG IT

/CSc

, SP

Juni

or C

omm

and

and

Staf

f Cou

rse

Pl

atoo

n Co

mm

ande

rs’ C

ours

e

Prom

otio

n Ex

amin

atio

n

Seni

or C

omm

and

and

Staf

f Cou

rse

So

ftw

are

Engi

neer

Man

agem

ent C

ours

e St

anda

rd O

ffic

ers’

Cou

rse

Serv

ice

Pape

r U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

Pr

omot

ion

Cour

se

*SCS

C - G

rad

e A

*JCS

C - G

rad

e B

JC

SC

PCC

PE

xam

SC

SC

SEM

C SO

C SP

U

DEG

U

DPL

*

- - - - - - - - - -

SP

Year

spe

nt i

n R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, P

Exam

CIV

*SEM

C - G

d C

UD

PL IT

/CSc

, SP

UD

PL IT

/CSc

, SP

UD

EG IT

/CSc

, SP

UD

EG IT

/CSc

, SP

Youn

g O

ffic

ers

of S

peci

alis

t an

d so

me

Uni

ts

will

ei

ther

be

ex

pose

d to

m

ilita

ry

tech

nica

l tr

aini

ng

or

tech

nica

l U

nive

rsit

y tr

aini

ng a

s ea

rly

as

2Lt/

Lt.

The

tech

nica

l U

nive

rsit

y tr

aine

d O

ffic

er

will

se

cure

an

earl

y U

nive

rsit

y qu

alif

icat

ion,

w

hile

hi

s co

unte

rpar

t w

ill

secu

re

Uni

vers

ity

educ

atio

n la

ter

at t

he r

ank

of C

apt

and

abov

e.

PCC

- G

d C


RESTRICTED

H-71

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL/U

DEG

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

) SSG

T

WO

2(ag

) WO

2 W

Os

Cad

re

*JLC

- G

d 3

*I

TTC

- Gd

3

BR

C

**ES

C *

ITTC

- G

d2

DC

or

SAA

C - G

d 2

*SLC

- G

d 1

, DIC

or

SAA

IC

* IT

TC -

Gd

1

UD

PL

UD

PL

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

WO

A (C

ompe

titi

ve)

AEP

B

RC

CXC

Exam

s

DC

DIC

IT

TC

JLC

L1-L

5 PE

xam

SA

AC

SAA

IC

UD

EG

UD

PL

WO

A

* ** E

SC

Aca

dem

ic E

duca

tion

Pro

gram

me

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Dri

ll In

stru

ctor

s’ C

ours

e In

form

atio

n Te

chno

logy

Tec

hnic

ian

Cour

se

Juni

or L

eade

rs’ C

ours

e Le

vel 1

to

5 Pr

omot

ion

Exam

inat

ion

Sk

ill-A

t-A

rms

Cour

se

Skill

-At-

Arm

s In

stru

ctor

s’ C

ours

e U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

War

rant

Off

icer

s’ A

cade

my

Prom

otio

n Co

urse

Es

sent

ial S

peci

alis

t Co

urse

- - - - - - - - - - - - - - - -

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

6 B

ran

ch -

Info

rmat

ion

Tec

hn

olo

gy D

epar

tmen

t

PRO

FESS

ION

: In

form

atio

n T

ech

no

logy

Tec

hn

icia

n

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.


RESTRICTED

H-72

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL/U

DEG

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

) SSG

T

WO

2(ag

) WO

2 W

Os

Cad

re

*JLC

- G

d 3

*C

SOC

- Gd

3

BR

C

**ES

C *

CSO

C - G

d2

DC

or

SAA

C - G

d 2

*SLC

- G

d 1

, DIC

or

SAA

IC

* CS

OC

- Gd

1

UD

PL

UD

PL

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

WO

A (C

ompe

titi

ve) A

EP

BR

C CX

C Ex

ams

CSO

C D

C D

IC

JLC

L1-L

5 PE

xam

SA

AC

SAA

IC

UD

EG

UD

PL

WO

A

* ** E

SC

Aca

dem

ic E

duca

tion

Pro

gram

me

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

Co

mpu

ter

Soft

war

e O

pera

tors

’ Cou

rse

Dri

ll Co

urse

D

rill

Inst

ruct

ors’

Cou

rse

Juni

or L

eade

rs’ C

ours

e Le

vel 1

to

5 Pr

omot

ion

Exam

inat

ion

Sk

ill-A

t-A

rms

Cour

se

Skill

-At-

Arm

s In

stru

ctor

s’ C

ours

e U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

W

arra

nt O

ffic

ers’

Aca

dem

y Pr

omot

ion

Cour

se

Esse

ntia

l Spe

cial

ist

Cour

se

- - - - - - - - - - - - - - - -

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

6 B

ran

ch -

Info

rmat

ion

Tec

hn

olo

gy D

epar

tmen

t

PRO

FESS

ION

: Co

mp

ute

r So

ftw

are

Op

erat

or

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.


RESTRICTED

H-73

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL/U

DEG

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

) SSG

T

WO

2(ag

) WO

2 W

Os

Cad

re

*JLC

- G

d 3

*CR

TC -

Gd

3

BR

C

**ES

C *

CRTC

- G

d2

DC

or

SAA

C - G

d 2

*SLC

- G

d 1

, DIC

or

SAA

IC

* CR

TC -

Gd

1

UD

PL

UD

PL

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

WO

A (C

ompe

titi

ve) A

EP

BR

C CX

C Ex

ams

CRTC

D

C D

IC

JLC

L1-L

5 PE

xam

SA

AC

SAA

IC

UD

EG

UD

PL

WO

A

* ** E

SC

Aca

dem

ic E

duca

tion

Pro

gram

me

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

Co

mpu

ter

Rep

airs

Tec

hnic

ian

Cour

se

Dri

ll Co

urse

D

rill

Inst

ruct

ors’

Cou

rse

Juni

or L

eade

rs’ C

ours

e Le

vel 1

to

5 Pr

omot

ion

Exam

inat

ion

Sk

ill-A

t-A

rms

Cour

se

Skill

-At-

Arm

s In

stru

ctor

s’ C

ours

e U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

War

rant

Off

icer

s’ A

cade

my

Prom

otio

n Co

urse

Es

sent

ial S

peci

alis

t Co

urse

- - - - - - - - - - - - - - - -

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

6 B

ran

ch -

Info

rmat

ion

Tec

hn

olo

gy D

epar

tmen

t

PRO

FESS

ION

: Co

mp

ute

r Rep

airs

Tec

hn

icia

n

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.


RESTRICTED

H-74

SOC

2Lt Lt

(ag)

Lt

Cap

t(ag

)

Cap

t Maj

(ag)

Maj

UD

EG R

M,

SP

Juni

or C

omm

and

and

Staf

f Cou

rse

Pl

atoo

n Co

mm

ande

rs’ C

ours

e

Prom

otio

n Ex

amin

atio

n

Res

earc

h an

d D

evel

opm

ent

Cour

se

Res

earc

h M

etho

dolo

gy

Seni

or C

omm

and

and

Staf

f Cou

rse

St

anda

rd O

ffic

ers’

Cou

rse

Serv

ice

Pape

r U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

Pr

omot

ion

Cour

se

*SCS

C - G

rad

e A

*JCS

C - G

rad

e B

JC

SC

PCC

PE

xam

R

DC

RM

SC

SC

SOC

SP

UD

EG

UD

PL

*

- - - - - - - - - - -

SP

Year

spe

nt i

n R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, P

Exam

CIV

*RD

C - G

d C

,

RD

C - G

d A

UD

PL R

M,

SP U

DPL

RM

, SP

UD

EG R

M,

SP U

DEG

RM

, SP

SP

Youn

g O

ffic

ers

of S

peci

alis

t an

d so

me

Uni

ts

will

ei

ther

be

ex

pose

d to

m

ilita

ry

tech

nica

l tr

aini

ng

or

tech

nica

l U

nive

rsit

y tr

aini

ng a

s ea

rly

as

2Lt/

Lt.

The

tech

nica

l U

nive

rsit

y tr

aine

d O

ffic

er

will

se

cure

an

earl

y U

nive

rsit

y qu

alif

icat

ion,

w

hile

hi

s co

unte

rpar

t w

ill

secu

re

Uni

vers

ity

educ

atio

n la

ter

at t

he r

ank

of C

apt

and

abov

e.

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

7 B

ran

ch

PRO

FESS

ION

: Res

earc

h a

nd

Dev

elo

pm

ent S

pec

ialis

t

PCC

- G

d C


RESTRICTED

H-75

SOC

2Lt Lt

(ag)

Lt

Cap

t(ag

)

Cap

t Maj

(ag)

Maj

UD

EG,

SP

Aud

it a

nd In

spec

tion

Cou

rse

Juni

or C

omm

and

and

Staf

f Cou

rse

Pl

atoo

n Co

mm

ande

rs’ C

ours

e

Prom

otio

n Ex

amin

atio

n

Seni

or C

omm

and

and

Staf

f Cou

rse

St

anda

rd O

ffic

ers’

Cou

rse

Serv

ice

Pape

r U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

Pr

omot

ion

Cour

se

*SCS

C - G

rad

e A

*JCS

C - G

rad

e B

A

IC

JCSC

PC

C PE

xam

SC

SC

SOC

SP

UD

EG

UD

PL

*

- - - - - - - - - -

SP

Year

spe

nt i

n R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, P

Exam

CIV

*AIS

- G

d C

AIC

- G

d A

UD

PL,

SP

UD

EG,

SP

UD

EG,

SP

SP

Youn

g O

ffic

ers

of S

peci

alis

t an

d so

me

Uni

ts

will

ei

ther

be

ex

pose

d to

m

ilita

ry

tech

nica

l tr

aini

ng

or

tech

nica

l U

nive

rsit

y tr

aini

ng a

s ea

rly

as

2Lt/

Lt.

The

tech

nica

l U

nive

rsit

y tr

aine

d O

ffic

er

will

se

cure

an

earl

y U

nive

rsit

y qu

alif

icat

ion,

w

hile

hi

s co

unte

rpar

t w

ill

secu

re

Uni

vers

ity

educ

atio

n la

ter

at t

he r

ank

of C

apt

and

abov

e.

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

7 B

ran

ch

PRO

FESS

ION

: Au

dit

an

d In

spec

tio

n S

pec

ialis

t

SP

PCC

- G

d C


RESTRICTED

H-76

SOC

2Lt Lt

(ag)

Lt

Cap

t(ag

)

Cap

t Maj

(ag)

Maj

UD

EG H

RM

, SP

Hum

an R

esou

rce

Man

agem

ent

Juni

or C

omm

and

and

Staf

f Cou

rse

Pl

atoo

n Co

mm

ande

rs’ C

ours

e Pr

omot

ion

Exam

inat

ion

Se

nior

Com

man

d an

d St

aff C

ours

e

Stan

dard

Off

icer

s’ C

ours

e Se

rvic

e Pa

per

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a

Prom

otio

n Co

urse

*SCS

C - G

rad

e A

*JCS

C - G

rad

e B

H

RM

JC

SC

PCC

PE

xam

SC

SC

SOC

SP

UD

EG

UD

PL

*

- - - - - - - - - -

SP

Year

spe

nt i

n R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, P

Exam

CIV

*HR

M -

Gd

C

HR

M -

Gd

A

UD

PL H

RM

, SP

UD

EG H

RM

, SP

UD

EG H

RM

, SP

SP

Youn

g O

ffic

ers

of S

peci

alis

t an

d so

me

Uni

ts

will

ei

ther

be

ex

pose

d to

m

ilita

ry

tech

nica

l tr

aini

ng

or

tech

nica

l U

nive

rsit

y tr

aini

ng a

s ea

rly

as

2Lt/

Lt.

The

tech

nica

l U

nive

rsit

y tr

aine

d O

ffic

er

will

se

cure

an

earl

y U

nive

rsit

y qu

alif

icat

ion,

w

hile

hi

s co

unte

rpar

t w

ill

secu

re

Uni

vers

ity

educ

atio

n la

ter

at t

he r

ank

of C

apt

and

abov

e.

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

7 B

ran

ch

PRO

FESS

ION

: Vet

eran

Ad

min

istr

ato

r

SP

PCC

- Gd

C


RESTRICTED

H-77

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL/U

DEG

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

) SSG

T

WO

2(ag

) WO

2 W

Os

Cad

re

*JLC

- G

d 3

*A

PC -

Gd

3

BR

C

**ES

C *A

PC -

Gd

2

DC

or

SAA

C - G

d 2

*SLC

- G

d 1

, DIC

or

SAA

IC

*APC

- G

d 1

UD

PL

UD

PL

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

WO

A (C

ompe

titi

ve)

AEP

A

PC

BR

C CX

C Ex

ams

D

C D

IC

JLC

L1-L

5 PE

xam

SA

AC

SAA

IC

UD

EG

UD

PL

WO

A

* ** E

SC

Aca

dem

ic E

duca

tion

Pro

gram

me

Adm

inis

trat

ive

Prof

essi

onal

Cou

rse

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Dri

ll In

stru

ctor

s’ C

ours

e Ju

nior

Lea

ders

’ Cou

rse

Leve

l 1 t

o 5

Prom

otio

n Ex

amin

atio

n

Skill

-At-

Arm

s Co

urse

Sk

ill-A

t-A

rms

Inst

ruct

ors’

Cou

rse

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a W

arra

nt O

ffic

ers’

Aca

dem

y Pr

omot

ion

Cour

se

Esse

ntia

l Spe

cial

ist

Cour

se

- - - - - - - - - - - - - - - -

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

7 B

ran

ch

PRO

FESS

ION

: Ad

min

istr

ativ

e Pr

ofe

ssio

nal

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.


RESTRICTED

H-78

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL/U

DEG

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

) SSG

T

WO

2(ag

) WO

2 W

Os

Cad

re

*JLC

- G

d 3

*R

AC

- Gd

3

BR

C

**ES

C *R

AC

- Gd

2

DC

or

SAA

C - G

d 2

*SLC

- G

d 1

, DIC

or

SAA

IC

*RA

C - G

d 1

UD

PL

UD

PL

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

WO

A (C

ompe

titi

ve)

AEP

B

RC

CXC

Exam

s

DC

DIC

JL

C L1

-L5

PExa

m

RA

C SA

AC

SAA

IC

UD

EG

UD

PL

WO

A

* ** E

SC

Aca

dem

ic E

duca

tion

Pro

gram

me

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Dri

ll In

stru

ctor

s’ C

ours

e Ju

nior

Lea

ders

’ Cou

rse

Leve

l 1 t

o 5

Prom

otio

n Ex

amin

atio

n

Rec

ords

and

Arc

hive

Cou

rse

Skill

-At-

Arm

s Co

urse

Sk

ill-A

t-A

rms

Inst

ruct

ors’

Cou

rse

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a W

arra

nt O

ffic

ers’

Aca

dem

y Pr

omot

ion

Cour

se

Esse

ntia

l Spe

cial

ist

Cour

se

- - - - - - - - - - - - - - - -

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: G

7 B

ran

ch

PRO

FESS

ION

: Rec

ord

s an

d A

rch

ive

Ad

min

istr

ato

r

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.


RESTRICTED

H-79

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: I

nfa

ntr

y B

atta

lion

PRO

FESS

ION

: In

fan

teer

Off

icer

SOC

By

Sele

ctio

n

By

Sele

ctio

n

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, PE

xam

CIV

2Lt Lt

(ag)

Lt Ca

pt(

ag)

Cap

t Maj

(ag)

Maj

Lt C

ol(

ag) Lt

Co

l Col(

ag)

Col

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

Bat

talio

n Co

mm

ande

rs’ C

ours

e Co

mpa

ny C

omm

ande

rs’ C

ours

e

Juni

or C

omm

and

and

Staf

f Cou

rse

Pl

atoo

n Co

mm

ande

rs’ C

ours

e Pr

omot

ion

Exam

inat

ion

Se

nior

Com

man

d an

d St

aff C

ours

e St

anda

rd O

ffic

ers’

Cou

rse

Serv

ice

Pape

r

Seni

or S

taff

Cou

rse

Stra

tegi

c St

udie

s Co

urse

U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

Prom

otio

n Co

urse

*SCS

C- G

d A

*JCS

C- G

d B

BCC

CC

C

JCSC

PC

C

PExa

m

SCSC

SO

C SP

SS

C

STC

U

DEG

U

DPL

*

- - - - - - - - - - - - -

UD

EG

UD

EG

UD

EG,

SP

SP

SP

UD

PL/U

DEG

, SP

UD

PL,

SP

SP

1yr

1yr

SP

*PCC

- Gd

C

CCC

BCC

SSC

SSC

N.B

. Thi

s is

the

gen

eric

Infa

ntry

B

atta

lion

Dev

elop

men

t Mat

rix.

All

Infa

ntry

app

oint

men

ts w

ill a

ssum

e si

mila

r ca

reer

mat

rix.

The

2n

d

Infa

ntry

and

Coa

stal

Bat

talio

ns w

ill

adop

t the

se m

atri

xes.

STC


RESTRICTED

H-80

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: I

nfa

ntr

y B

atta

lion

PRO

FESS

ION

: Su

pp

ort

Wea

po

ns

Off

icer

SOC

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, PE

xam

CIV

2Lt Lt

(ag)

Lt Ca

pt(

ag)

Cap

t Maj

(ag)

Maj

Art

iller

y O

ffic

er A

dvan

ce C

ours

e A

rtill

ery

Off

icer

Bas

ic C

ours

e Ju

nior

Com

man

d an

d St

aff C

ours

e

Plat

oon

Com

man

ders

’ Cou

rse

Prom

otio

n Ex

amin

atio

n

Seni

or C

omm

and

and

Staf

f Cou

rse

Stan

dard

Off

icer

s’ C

ours

e Se

rvic

e Pa

per

U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

Prom

otio

n Co

urse

AO

AC

AO

BC

JCSC

PC

C PE

xam

SC

SC

SOC

SP

UD

EG

UD

PL

*

- - - - - - - - - - -

SP

SP

SP

AO

BC

- Gd

C

*PCC

- G

d C

*JCS

C- G

d B

AO

AC

- Gd

A

*SCS

C- G

d A

UD

PL/U

DEG

, SP

UD

PL,

SP

SP

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic


RESTRICTED

H-81

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: I

nfa

ntr

y B

atta

lion

PRO

FESS

ION

: In

fan

try

Inte

llige

nce

Off

icer

SOC

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, PE

xam

CIV

2Lt

Lt(a

g)

Lt Ca

pt(

ag)

Cap

t Maj

(ag)

Maj

Infa

ntry

Inte

llige

nce

Off

icer

s’ C

ours

e

Juni

or C

omm

and

and

Staf

f Cou

rse

Plat

oon

Com

man

ders

’ Cou

rse

Prom

otio

n Ex

amin

atio

n

Seni

or C

omm

and

and

Staf

f Cou

rse

Stan

dard

Off

icer

s’ C

ours

e Se

rvic

e Pa

per

U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

Prom

otio

n Co

urse

*SCS

C- G

d A

IIOC,

*JC

SC- G

d B

IIO

C JC

SC

PCC

PE

xam

SC

SC

SOC

SP

UD

EG

UD

PL

*

- - - - - - - - - -

UD

EG,

SP

SP

SP

UD

PL/U

DEG

, SP

UD

PL,

SP

SP

SP

*PCC

- Gd

C

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic


RESTRICTED

H-82

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: I

nfa

ntr

y B

atta

lion

PRO

FESS

ION

: In

fan

try

Logi

stic

s O

ffic

er

SOC

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, PE

xam

CIV

2Lt

Lt(a

g)

Lt Ca

pt(

ag)

Cap

t Maj

(ag)

Maj

Infa

ntry

Log

isti

cs O

ffic

ers’

Cou

rse

Juni

or C

omm

and

and

Staf

f Cou

rse

Plat

oon

Com

man

ders

’ Cou

rse

Prom

otio

n Ex

amin

atio

n

Seni

or C

omm

and

and

Staf

f Cou

rse

Stan

dard

Off

icer

s’ C

ours

e Se

rvic

e Pa

per

U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

Prom

otio

n Co

urse

*SCS

C- G

d A

ILO

C, *

JCSC

- Gd

B

ILO

C JC

SC

PCC

PE

xam

SC

SC

SOC

SP

UD

EG

UD

PL

*

- - - - - - - - - -

UD

EG,

SP

SP

SP

UD

PL/U

DEG

, SP

UD

PL,

SP

SP

SP

*PCC

- Gd

C

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic


RESTRICTED

H-83

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: I

nfa

ntr

y B

atta

lion

PRO

FESS

ION

: In

fan

try

Op

erat

ion

s O

ffic

er

SOC

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, PE

xam

CIV

2Lt

Lt(a

g)

Lt Ca

pt(

ag)

Cap

t Maj

(ag)

Maj

Infa

ntry

Ope

rati

ons

Off

icer

s’ C

ours

e Ju

nior

Com

man

d an

d St

aff C

ours

e Pl

atoo

n Co

mm

ande

rs’ C

ours

e Pr

omot

ion

Exam

inat

ion

Se

nior

Com

man

d an

d St

aff C

ours

e St

anda

rd O

ffic

ers’

Cou

rse

Serv

ice

Pape

r

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a Pr

omot

ion

Cour

se

*SCS

C- G

d A

IOO

C, *

JCSC

- Gd

B

IOO

C JC

SC

PCC

PE

xam

SC

SC

SOC

SP

UD

EG

UD

PL

*

- - - - - - - - - -

UD

EG,

SP

SP

SP

UD

PL/U

DEG

, SP

UD

PL,

SP

SP

SP

*PCC

- Gd

C

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic


RESTRICTED

H-84

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: I

nfa

ntr

y B

atta

lion

PRO

FESS

ION

: In

fan

try

Trai

nin

g O

ffic

er

SOC

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, PE

xam

CIV

2Lt

Lt(a

g)

Lt Ca

pt(

ag)

Cap

t Maj

(ag)

Maj

Infa

ntry

Tra

inin

g O

ffic

ers’

Cou

rse

Juni

or C

omm

and

and

Staf

f Cou

rse

Plat

oon

Com

man

ders

’ Cou

rse

Prom

otio

n Ex

amin

atio

n

Seni

or C

omm

and

and

Staf

f Cou

rse

Stan

dard

Off

icer

s’ C

ours

e Se

rvic

e Pa

per

U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

Prom

otio

n Co

urse

*SCS

C- G

d A

ITO

C, *

JCSC

- Gd

B

ITO

C JC

SC

PCC

PE

xam

SC

SC

SOC

SP

UD

EG

UD

PL

*

- - - - - - - - - -

UD

EG,

SP

SP

SP

UD

PL/U

DEG

, SP

UD

PL,

SP

SP

SP

*PCC

- Gd

C

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic


RESTRICTED

H-85

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: I

nfa

ntr

y B

atta

lion

PRO

FESS

ION

: In

fan

try

Sign

al O

ffic

er

SOC

1yr

3yrs

PE

xam

1yr

2yrs

, PE

xam

CIV

2Lt

Lt(a

g)

Lt Ca

pt(

ag)

Cap

t

Infa

ntry

Sig

nal O

ffic

ers’

Cou

rse

Juni

or C

omm

and

and

Staf

f Cou

rse

Plat

oon

Com

man

ders

’ Cou

rse

Prom

otio

n Ex

amin

atio

n

Seni

or C

omm

and

and

Staf

f Cou

rse

Stan

dard

Off

icer

s’ C

ours

e Se

rvic

e Pa

per

U

nive

rsit

y D

iplo

ma

Prom

otio

n Co

urse

*SCS

C- G

d A

*JCS

C- G

d B

IS

OC

JCSC

PC

C

PExa

m

SCSC

SO

C SP

U

DPL

*

- - - - - - - - -

SP

SP

UD

PL,

SP

SP

SP

*PCC

- Gd

C

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

ISO

C


RESTRICTED

H-86

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: I

nfa

ntr

y B

atta

lion

PRO

FESS

ION

: In

fan

try

Man

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL/U

DEG

UD

PL/U

DEG

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

) SSG

T

WO

2(ag

) WO

2 W

Os

Cad

re

*JLC

- G

d 3

SIC

- G

d 3

BR

C

**ES

C *S

CC -

Gd

2

DC,

SA

AC

- Gd

2

*SLC

- G

d 1

, DIC

, SA

AIC

*PSC

- G

d 1

Year

s sp

ent i

n R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

UD

PL

UD

PL

WO

1(a

g)

WO

1 1y

r

By

Sele

ctio

n W

OA

(Com

peti

tive

)

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.

AEP

A

FTC

BR

C CX

C Ex

ams

DC

DIC

JL

C L1

-L5

PExa

m

PSC

SAA

C SA

AIC

SI

C SC

C U

DEG

U

DPL

W

OA

* **

ESC

Aca

dem

ic E

duca

tion

Pro

gram

me

Avi

atio

n Fu

el T

echn

icia

n Co

urse

B

asic

Rec

ruit

Cou

rse

Cari

bbea

n Ex

amin

atio

ns

Dri

ll Co

urse

D

rill

Inst

ruct

ors’

Cou

rse

Juni

or L

eade

rs’ C

ours

e Le

vel 1

to

5 Pr

omot

ion

Exam

inat

ion

Pl

atoo

n Se

rgea

nts’

Cou

rse

Skill

-At-

Arm

s Co

urse

Sk

ill-A

t-A

rms

Inst

ruct

ors’

Cou

rse

Stan

dard

Infa

ntry

man

Cou

rse

Sect

ion

Com

man

ders

’ Cou

rse

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a W

arra

nt O

ffic

ers'

Aca

dem

y Pr

omot

ion

Cour

se

Esse

ntia

l Spe

cial

ist

Cour

se

- - - - - - - - - - - - - - - - - - -


RESTRICTED

H-87

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL/U

DEG

UD

PL/U

DEG

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

) SSG

T

WO

2(ag

) WO

2 W

Os

Cad

re

*JLC

- G

d 3

SW

M -

Gd

3

BR

C

**ES

C *S

WM

- G

d 2

, SCC

- G

d 2

DC,

SA

AC

- Gd

2

*SLC

- G

d 1

, DIC

, SA

AIC

*SW

M -

Gd

1, P

SC -

Gd

1

Year

s sp

ent i

n R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

UD

PL

UD

PL

WO

1(a

g)

WO

1 1y

r

By

Sele

ctio

n W

OA

(Com

peti

tive

)

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: I

nfa

ntr

y B

atta

lion

PRO

FESS

ION

: Su

pp

ort

Wea

po

ns

Man

AEP

A

FTC

BR

C CX

C Ex

ams

DC

DIC

JL

C L1

-L5

PExa

m

PSC

SAA

C SA

AIC

SC

C SW

M

UD

EG

UD

PL

WO

A

* ** E

SC

Aca

dem

ic E

duca

tion

Pro

gram

me

Avi

atio

n Fu

el T

echn

icia

n Co

urse

B

asic

Rec

ruit

Cou

rse

Cari

bbea

n Ex

amin

atio

ns

Dri

ll Co

urse

D

rill

Inst

ruct

ors’

Cou

rse

Juni

or L

eade

rs’ C

ours

e Le

vel 1

to

5 Pr

omot

ion

Exam

inat

ion

Pl

atoo

n Se

rgea

nts’

Cou

rse

Skill

-At-

Arm

s Co

urse

Sk

ill-A

t-A

rms

Inst

ruct

ors’

Cou

rse

Sect

ion

Com

man

ders

’ Cou

rse

Supp

ort

Wea

pons

Man

Cou

rse

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a W

arra

nt O

ffic

ers'

Aca

dem

y Pr

omot

ion

Cour

se

Esse

ntia

l Spe

cial

ist

Cour

se

- - - - - - - - - - - - - - - - - - -

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.


RESTRICTED

H-88

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: L

egal

Ser

vice

s

PRO

FESS

ION

: Leg

al O

ffic

er

SOC

1yr,

B

y Se

lect

ion

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

P

Exam

CIV

Serv

es

unti

l age

45

2Lt

Lt(a

g)

Lt Ca

pt(

ag) Ca

pt Maj

(ag)

Maj

*JCS

C - G

d B

,

*SCS

C - G

d A

Plat

oon

Com

man

ders

’ Cou

rse

Ran

ge M

odul

e Pr

omot

ion

Exam

Se

nior

Com

man

d an

d St

aff C

ours

e St

anda

rd O

ffic

ers’

Cou

rse

Serv

ice

Pape

r La

w D

egre

e Le

gal E

duca

tion

Cer

tifi

cate

Pr

omot

ion

Cour

se

PCC

R M

od

PExa

m

SCSC

SO

C SP

LL

B

LEC

*

- - - - - - - -

Year

s sp

ent

in R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

LLB

, SP

LEC,

SP

LLB

, SP

LLB

, SP

LLB

, SP

PC

C R

Mo

d -

Gd

C

*LLB

, SP

Youn

g O

ffic

ers

of S

peci

alis

t an

d so

me

Uni

ts

will

ei

ther

be

ex

pose

d to

m

ilita

ry

tech

nica

l tr

aini

ng

or

tech

nica

l U

nive

rsit

y tr

aini

ng a

s ea

rly

as

2Lt/

Lt.

The

tech

nica

l U

nive

rsit

y tr

aine

d O

ffic

er

will

se

cure

an

earl

y U

nive

rsit

y qu

alif

icat

ion,

w

hile

hi

s co

unte

rpar

t w

ill

secu

re

Uni

vers

ity

educ

atio

n la

ter

at t

he r

ank

of C

apt

and

abov

e.


RESTRICTED

H-89

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr,

2yrs

, PE

xam

CIV

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

*JLC

- G

d 3

*A

PC -

Gd

3, O

JTLS

BR

C

**ES

C

AEP

A

PC

BR

C CX

C Ex

ams

DC

JLC

L1-L

5 O

JTLS

PE

xam

SA

AC

* ** E

SC

Aca

dem

ic E

duca

tion

Pro

gram

me

Adm

inis

trat

ive

Prof

essi

onal

Cou

rse

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Juni

or L

eade

rs’ C

ours

e Le

vel 1

to

5 O

n-th

e-Jo

b Tr

aini

ng L

egal

Ser

vice

s Pr

omot

ion

Exam

inat

ion

Sk

ill-A

t-A

rms

Cour

se

Prom

otio

n Co

urse

Es

sent

ial S

peci

alis

t Co

urse

- - - - - - - - - - - -

*APC

– G

d 2

, OJT

LS

DC

or

SAA

C - G

d 2

*A

PC -

Gd

1, O

JTLS

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: L

egal

Ser

vice

s

PRO

FESS

ION

: Leg

al C

lerk

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.


RESTRICTED

H-90

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: M

ilita

ry C

rim

inal

Inte

llige

nce

Dep

artm

ent

PRO

FESS

ION

: In

telli

gen

ce O

ffic

er

SOC

1yr,

B

y Se

lect

ion

By

Sele

ctio

n

1yr

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, P

Exam

CIV

Serv

es

unti

l age

45

UD

EG

UD

EG

2Lt

Lt(a

g)

Lt Ca

pt(

ag) Ca

pt Maj

(ag)

Maj

Lt C

ol(

ag)

Lt C

ol

*JCS

C - G

d B

, *SCS

C - G

d A

Juni

or C

omm

and

and

Staf

f Cou

rse

Juni

or In

telli

genc

e A

naly

st C

ours

e Ju

nior

Mili

tary

Inte

llige

nce

Off

icer

Cou

rse

Plat

oon

Com

man

ders

’ Cou

rse

Ran

ge M

odul

e Pr

omot

ion

Exam

Se

nior

Com

man

d an

d St

aff C

ours

e Se

nior

Inte

llige

nce

Ana

lyst

Cou

rse

Stra

tegi

c In

telli

genc

e Co

urse

Se

nior

Inte

llige

nce

Off

icer

Cou

rse

Stan

dard

Off

icer

s’ C

ours

e Se

rvic

e Pa

per

Stra

tegi

c St

udie

s Co

urse

U

nive

rsit

y D

iplo

ma

Uni

vers

ity

Deg

ree

Prom

otio

n Co

urse

JCSC

JI

AC

JMIO

C

PCC

R M

od

PExa

m

SCSC

SI

AC

SIC

SIO

C SO

C SP

ST

C U

DPL

U

DEG

*

- - - - - - - - - - - - - - -

Year

s sp

ent

in R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

SP

UD

EG,

SP

UD

PL/U

DEG

, SP

UD

PL,

SP

SP

SP

*SIO

C - G

d A

SIC

- Gd

A o

r ST

C –

Gd

A

*JM

IOC

- Gd

C,

JIA

C - G

d C

*JM

IOC

- Gd

B,

JIA

C - G

d B

PCC

R M

od

- G

d C


RESTRICTED

H-91

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: M

ilita

ry C

rim

inal

Inte

llige

nce

Dep

artm

ent

PRO

FESS

ION

: In

form

atio

n C

on

tro

l Off

icer

SOC

1yr,

B

y Se

lect

ion

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, P

Exam

CIV

Serv

es

unti

l age

45

2Lt

Lt(a

g)

Lt Ca

pt(

ag) Ca

pt Maj

(ag)

Maj

*JCS

C - G

d B

, *SCS

C - G

d A

Com

pute

r Sc

ienc

e Ju

nior

Com

man

d an

d St

aff C

ours

e Ju

nior

Inte

llige

nce

Ana

lyst

Cou

rse

Juni

or M

ilita

ry In

telli

genc

e O

ffic

er C

ours

e Pl

atoo

n Co

mm

ande

rs’ C

ours

e

Prom

otio

n Ex

am

Seni

or C

omm

and

and

Staf

f Cou

rse

Seni

or In

telli

genc

e A

naly

st C

ours

e St

rate

gic

Inte

llige

nce

Cour

se

Seni

or In

telli

genc

e O

ffic

er C

ours

e St

anda

rd O

ffic

ers’

Cou

rse

Serv

ice

Pape

r St

rate

gic

Stud

ies

Cour

se

Uni

vers

ity

Dip

lom

a U

nive

rsit

y D

egre

e Pr

omot

ion

Cour

se

CSc

JCSC

JI

AC

JMIO

C PC

C PE

xam

SC

SC

SIA

C SI

C SI

OC

SOC

SP

STC

UD

PL

UD

EG

*

- - - - - - - - - - - - - - - -

Year

s sp

ent

in R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

SP

UD

EG C

Sc,

SP

UD

PL/U

DEG

CSc

, SP

UD

PL C

Sc,

SP

SP

*JM

IOC

- Gd

C,

JIA

C - G

d C

*JM

IOC

- Gd

B,

JIA

C - G

d B

PCC

- G

d C

UD

PL C

Sc,

SP

Youn

g O

ffic

ers

of S

peci

alis

t an

d so

me

Uni

ts

will

ei

ther

be

ex

pose

d to

m

ilita

ry

tech

nica

l tr

aini

ng

or

tech

nica

l U

nive

rsit

y tr

aini

ng a

s ea

rly

as

2Lt/

Lt.

The

tech

nica

l U

nive

rsit

y tr

aine

d O

ffic

er

will

se

cure

an

earl

y U

nive

rsit

y qu

alif

icat

ion,

w

hile

hi

s co

unte

rpar

t w

ill

secu

re

Uni

vers

ity

educ

atio

n la

ter

at t

he r

ank

of C

apt

and

abov

e.


RESTRICTED

H-92

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: M

ilita

ry C

rim

inal

Inte

llige

nce

Dep

artm

ent

PRO

FESS

ION

: In

telli

gen

ce/I

nve

stig

ativ

e Cl

erk

AEP

L5

B

RC

*In

t & S

y o

r *M

P - G

d 3

*J

LC -

Gd

2

1yr,

PEx

am

2yrs

, PEx

am

By

sele

ctio

n

1yr

3yrs

, PEx

am

1yr

2yrs

, PEx

am

1yr

2yrs

, PEx

am

1yr

2yrs

, PEx

am

CIV

UD

EG

UD

PL

UD

PL

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag) CP

L SGT(

ag)

SGT SS

GT(

ag)

SSG

T WO

2(ag

) WO

2

Aca

dem

ic E

duca

tion

Pro

gram

me

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Dri

ll In

stru

ctor

Cou

rse

Inte

llige

nce

and

Secu

rity

Cou

rse

Inte

llige

nce

Ana

lyst

Cou

rse

Juni

or le

ader

s’ C

ours

e M

ilita

ry P

olic

e Co

urse

Pr

omot

ion

Exam

inat

ion

Sk

ill-A

t-A

rms

Cour

se

Skill

-At-

Arm

s In

stru

ctor

Cou

rse

Seni

or L

eade

rs’ C

ours

e A

cade

mic

Edu

cati

on P

rogr

amm

e Le

vels

1 t

o 5

Uni

vers

ity

Dip

lom

a U

nive

rsit

y D

egre

e W

arra

nt O

ffic

ers’

Aca

dem

y Pr

omot

ion

Cour

se

Esse

ntia

l Spe

cial

ist

Cour

se

AEP

B

RC

CXC

Exam

s

DC

DIC

In

t &

Sy

IA

C JL

C

MP

PExa

m

SAA

C SA

AIC

SL

C A

EP

L1 to

L5

UD

PL

UD

EG

WO

A

* **ES

C

- - - - - - - - - - - - - - - - - - - -

WO

Cad

re

*In

t & S

y o

r *M

P - G

d 1

*SLC

Year

s sp

ent

in R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

DIC

or

SAA

IC

*In

t & S

y o

r *M

P - G

d 2

IAC

- Gd

3

DC

or

SAA

C IAC

- Gd

1

WO

A (C

ompe

titi

ve)


RESTRICTED

H-93

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: 5

Ser

vice

Su

pp

ort

Bat

talio

n

PRO

FESS

ION

: Lo

gist

ics

Off

icer

SOC

2Lt Lt

(ag)

Lt

Cap

t(ag

)

Cap

t Maj

(ag)

Maj

Juni

or C

omm

and

and

Staf

f Cou

rse

Ju

nior

Log

isti

cs O

ffic

ers’

Cou

rse

Plat

oon

Com

man

ders

' Cou

rse

Pr

omot

ion

Exam

inat

ion

Seni

or C

omm

and

and

Staf

f Cou

rse

Se

nior

Log

isti

cs O

ffic

ers’

Cou

rse

Stan

dard

Off

icer

s’ C

ours

e Se

rvic

e Pa

per

Uni

vers

ity

Deg

ree

Uni

vers

ity

Dip

lom

a

Prom

otio

n Co

urse

*SCS

C - G

rad

e A

*JCS

C - G

rad

e B

JC

SC

JOTC

PC

C

PExa

m

SCSC

SL

OC

SOC

SP

UD

EG

UD

PL

*

- - - - - - - - - - -

*SLO

C - G

rad

e A

SP

UD

PL/U

DEG

, SP

JLO

C - G

d C

SP

SP

UD

PL,

SP

UD

PL/U

DEG

, SP

1y

r

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, P

Exam

CIV

Year

spe

nt i

n R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

*PCC

- G

d C


RESTRICTED

H-94

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL/U

DEG

UD

PL/U

DEG

CXC

Exam

s CX

C Ex

ams

AEP

L5

A

EP

L4

AEP

L3

A

EP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

) SSG

T

WO

2(ag

) WO

2 W

Os

Cad

re

*JLC

- G

d 3

*JA

AO

C, L

CSC

- Gd

3

BR

C

**ES

C

DC

or

SAA

C - G

d

2

*SLC

- G

d 1

, DIC

or

SAA

IC

*SA

AO

C, L

CSC

- G

d 1

UD

PL

UD

PL

WO

1(a

g)

WO

1 1y

r

By

Sele

ctio

n W

OA

(Com

peti

tive

)

*LCS

C –

Gd

2

AEP

B

RC

CXC

Exam

s

DC

DIC

JA

AO

C JL

C L1

-L5

LCSC

P

Exam

SA

AC

SAA

OC

SAA

IC

UD

EG

UD

PL

WO

A

*

Aca

dem

ic E

du

cati

on

Pro

gram

me

Bas

ic R

ecru

it C

ou

rse

Cari

bb

ean

Exa

min

atio

ns

D

rill

Cou

rse

Dri

ll In

stru

cto

rs’ C

ou

rse

Jun

ior

All-

Arm

s O

rdin

ance

Co

urs

e Ju

nio

r Le

ader

s’ C

ou

rse

Leve

l 1 t

o 5

Lo

gist

ics

Cler

k Sp

ecia

list

Cou

rse

P

rom

oti

on

Exa

min

atio

n

Skill

-At-

Arm

s Co

urs

e Se

nio

r All-

Arm

s O

rdin

ance

Co

urs

e Sk

ill-A

t-A

rms

Inst

ruct

ors

’ Co

urs

e U

niv

ersi

ty D

egre

e U

niv

ersi

ty D

iplo

ma

War

ran

t O

ffic

ers’

Aca

dem

y P

rom

oti

on

Co

urs

e

- - - - - - - - - - - - - - - - -

• A

EP a

nd t

he

aca

dem

ic c

omp

onen

t o

f th

e P

Exam

are

ess

enti

ally

the

sam

e up

to

L5;

a

pass

in

ei

ther

o

ne

at

a p

arti

cula

r le

vel

exem

pts

the

nee

d

to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

on

ly

for

the

aca

dem

ic

co

mpo

nent

of

th

e P

Exam

. A

so

ldie

r w

ith

such

a

n ex

empt

ion

is

still

re

qui

red

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

as

pect

of

th

e P

Exam

. P

Exam

s co

mpr

ises

bot

h a

cade

mic

and

pro

fess

iona

l m

ilita

ry e

duca

tion

(P

ME)

. •

Uni

t/Su

b U

nit

Com

ma

nde

rs m

ust

incl

ude

ot

her

Esse

ntia

l Spe

cial

ist

Cour

ses

(**E

SC)

for

thei

r ra

nks

such

as

A

rmst

orem

an,

St

orem

an,

Med

ic e

tc.

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: 5

Ser

vice

Su

pp

ort

Bat

talio

n

PRO

FESS

ION

: Lo

gist

ics

Cler

k

Each

cat

egor

y of

Oth

er

Ran

k pr

ofes

sion

has

an

LCSC

i.e.

Arm

stor

eman

, Ta

ilor,

Ca

tere

r,

Stor

eman

LCS

C et

c.


RESTRICTED

H-95

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: S

pec

ial F

orc

es

PRO

FESS

ION

: Sp

ecia

l Fo

rces

Co

mm

and

er

SOC

1yr,

B

y Se

lect

ion

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, P

Exam

CIV

Serv

es

unti

l age

45

2Lt

Lt(a

g)

Lt Ca

pt(

ag) Ca

pt Maj

(ag)

Maj

*JCS

C - G

d B

, SFC

- G

d A

*SCS

C - G

d A

, *SF

Q –

Gd

A

Free

-Fal

l Cou

rse

Jum

p M

aste

r Co

urse

Ju

ngle

War

fare

Cou

rse

Plat

oon

Com

man

ders

’ Cou

rse

Prom

otio

n Ex

am

Seni

or C

omm

and

and

Staf

f Cou

rse

Spec

ial F

orce

s Co

urse

Sp

ecia

l For

ces

Qua

lifie

d St

anda

rd O

ffic

ers’

Cou

rse

Serv

ice

Pape

r U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

Prom

otio

n Co

urse

FFC

JMC

JWC

PCC

PExa

m

SCSC

SF

C SF

Q

SOC

SP

UD

EG

UD

PL

*

- - - - - - - - - - - - -

Year

s sp

ent

in R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

SP

UD

PL/U

DEG

, SP

UD

PL,

SP

SP

SP

PCC

- Gd

C

SP

*SFC

- G

d C

, *JW

C - G

d C

*SFC

- G

d B

JMC

- Gd

A, F

FC -

Gd

A

UD

PL/U

DEG

, SP


RESTRICTED

H-96

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: S

pec

ial F

orc

es

PRO

FESS

ION

: Par

atro

op

er

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL/U

DEG

UD

PL/U

DEG

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

) SSG

T

WO

2(ag

) WO

2 W

Os

Cad

re

*JLC

- G

d 3

*SFC

- G

d 3

BR

C

**ES

C

*DC

- Gd

2,

*SA

AC

- Gd

2 *D

IC,

*SA

AIC

- G

d l

*SFC

- G

d 1

UD

PL

UD

PL

WO

A (C

ompe

titi

ve)

*SCC

- G

d 2

, *SF

C -

Gd

2

*PSC

- G

d1

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

*SLC

- G

d 1

SFQ

- G

d 1

, JM

C - G

d 1

, FFC

-

Gd

1

AEP

B

RC

CXC

Exam

s

DC

DIC

FF

C JL

C JM

C L1

-L5

PExa

m

PSC

SAA

C SA

AIC

SC

C SF

C SF

Q

UD

EG

UD

PL

WO

A

*

Aca

dem

ic E

duca

tion

Pro

gram

me

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Dri

ll In

stru

ctor

s’ C

ours

e Fr

ee-F

all C

ours

e Ju

nior

Lea

ders

’ Cou

rse

Jum

p M

aste

r Co

urse

Le

vel 1

to

5 Pr

omot

ion

Exam

inat

ion

Plat

oon

Serg

eant

s’ C

ours

e Sk

ill-A

t-A

rms

Cour

se

Skill

-At-

Arm

s In

stru

ctor

s’ C

ours

e Se

ctio

n Co

mm

ande

rs’ C

ours

e Sp

ecia

l For

ces

Cour

se

Spec

ial F

orce

s Q

ualif

ied

U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

War

rant

Off

icer

s’ A

cade

my

Prom

otio

n Co

urse

- - - - - - - - - - - - - - - - - - - -

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.


RESTRICTED

H-97

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: S

pec

ial F

orc

es

PRO

FESS

ION

: Ju

ngl

e Tr

oo

per

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL/U

DEG

UD

PL/U

DEG

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag) CP

L SGT(

ag)

SGT

SSG

T(ag

) SSG

T

WO

2(ag

) WO

2 W

Os

Cad

re

*JLC

- G

d 3

*SFC

- G

d 3

BR

C

**ES

C *DC

- Gd

2,

*SA

AC

- Gd

2 *D

IC,

*SA

AIC

- G

d l

*SFC

- G

d 1

UD

PL

UD

PL

WO

A

(Com

peti

tive

)

*SCC

- G

d 2

, *SF

C -

Gd

2

*PSC

- G

d1

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

*SLC

- G

d 1

*J

WC

- G

d1

*SFQ

- G

d 1

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.

AEP

B

RC

CXC

Exam

s

DC

DIC

JL

C JW

C L1

-L5

PExa

m

PSC

SAA

C SA

AIC

SC

C SF

C SF

Q

UD

EG

UD

PL

WO

A

*

Aca

dem

ic E

duca

tion

Pro

gram

me

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Dri

ll In

stru

ctor

s’ C

ours

e Ju

nior

Lea

ders

’ Cou

rse

Jung

le W

arfa

re C

ours

e Le

vel 1

to

5 Pr

omot

ion

Exam

inat

ion

Plat

oon

Serg

eant

s’ C

ours

e Sk

ill-A

t-A

rms

Cour

se

Skill

-At-

Arm

s In

stru

ctor

s’ C

ours

e Se

ctio

n Co

mm

ande

rs’ C

ours

e Sp

ecia

l For

ces

Cour

se

Spec

ial F

orce

s Q

ualif

ied

U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

War

rant

Off

icer

s’ A

cade

my

Prom

otio

n Co

urse

- - - - - - - - - - - - - - - - -


RESTRICTED

H-98

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: T

rain

ing

Corp

s

PRO

FESS

ION

: Tra

inin

g Sp

ecia

list

SOC

2Lt Lt

(ag)

Lt

Cap

t(ag

)

Cap

t Maj

(ag)

Maj

Lt C

ol(

ag)

Year

spe

nt i

n R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

UD

EG

UD

EG,

SP

SP

UD

EG,

SP

UD

PL/U

DEG

, SP

UD

PL,

SP

Inst

ruct

ors

Cour

se

Juni

or C

omm

and

and

Staf

f Cou

rse

Ju

nior

Off

icer

Tra

inin

g Co

urse

Pl

atoo

n Co

mm

ande

rs' C

ours

e Pr

omot

ion

Exam

inat

ion

Se

nior

Com

man

d an

d St

aff C

ours

e

Stan

dard

Off

icer

s’ C

ours

e Se

nior

Off

icer

Tra

inin

g Co

urse

Se

rvic

e Pa

per

Seni

or S

taff

Cou

rse

U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

Pr

omot

ion

Cour

se

Lt C

ol

*IC

- G

rad

e B

*SCS

C - G

rad

e A

*JCS

C - G

rad

e B

IC

JCSC

JO

TC

PCC

PExa

m

SCSC

SO

C SO

TC

SP

SSC

UD

EG

UD

PL

*

- - - - - - - - - - - - -

SSC

- Gra

de

A

SOTC

- G

rad

e A

SP

SP

*IC

- Gd

C

By

Sele

ctio

n

1yr

5yrs

PE

xam

1yr

3yrs

PE

xam

1yr

2yrs

, P

Exam

CIV

1yr

*IC

- G

rad

e A

*PCC

- G

d C


RESTRICTED

H-99

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: T

rain

ing

Corp

s

PRO

FESS

ION

: Tra

inin

g In

stru

cto

r

1yr

2yrs

, PEx

am,

By

Sele

ctio

n

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

CIV

UD

PL/U

DEG

UD

PL/U

DEG

CXC

Exam

s

CXC

Exam

s

AEP

L5

AEP

L4

AEP

L3

AEP

L2

AEP

L1

PT

E LCPL

(ag)

LCPL

CPL(

ag) CP

L SGT(

ag) SG

T

SSG

T(ag

) SSG

T

WO

2(ag

) WO

2 W

Os

Cad

re

*JLC

- G

d 3

TIC

- G

d 3

BR

C

**ES

C

*DC

- Gd

2,

*SA

AC

- Gd

2 *D

IC,

*SA

AIC

- G

d l

*SLC

- G

d

1

TIC

- Gd

1

Year

s sp

ent

in R

ank

Mili

tary

/ S

peci

alis

t Co

urse

s A

cade

mic

UD

PL

UD

PL

WO

1(ag

)

W O1

1yr

By

Sele

ctio

n W

OA

(C

ompe

titi

ve)

*SCC

- G

d 2

, TIC

- G

d2

*PSC

- G

d1

• A

EP a

nd t

he a

cade

mic

com

po

nen

t o

f th

e P

Exam

are

es

sen

tial

ly t

he s

ame

up

to L

5; a

pas

s in

eit

her

one

at

a p

arti

cula

r le

vel e

xem

pts

the

nee

d to

pas

s th

e o

ther

. H

owev

er,

this

ex

cep

tio

n is

o

nly

fo

r th

e ac

ade

mic

co

mpo

nent

of

the

PEx

am.

A s

oldi

er w

ith

such

a

n

exem

ptio

n

is

still

re

quir

ed

to

com

plet

e th

e pr

ofe

ssio

nal

mili

tary

asp

ect

of

the

PEx

am.

PEx

ams

com

pris

es b

oth

aca

dem

ic a

nd

prof

essi

onal

mili

tary

ed

ucat

ion

(PM

E).

• U

nit/

Sub

Uni

t C

omm

ande

rs

mus

t in

clu

de

othe

r Es

sen

tial

Spe

cial

ist

Cou

rses

(**

ESC

) fo

r th

eir

ran

ks

such

as

Arm

stor

eman

, St

orem

an,

Med

ic e

tc.

AEP

B

RC

CXC

Exam

s

DC

DIC

JL

C L1

-L5

PExa

m

PSC

SAA

C SA

AIC

SC

C TI

C U

DEG

U

DPL

W

OA

*

Aca

dem

ic E

duca

tion

Pro

gram

me

Bas

ic R

ecru

it C

ours

e Ca

ribb

ean

Exam

inat

ions

D

rill

Cour

se

Dri

ll In

stru

ctor

s’ C

ours

e Ju

nior

Lea

ders

’ Cou

rse

Leve

l 1 t

o 5

Prom

otio

n Ex

amin

atio

n

Plat

oon

Serg

eant

s’ C

ours

e Sk

ill-A

t-A

rms

Cour

se

Skill

-At-

Arm

s In

stru

ctor

s’ C

ours

e Se

ctio

n Co

mm

ande

rs’ C

ours

e Tr

aini

ng In

stru

ctor

s’ C

ours

e U

nive

rsit

y D

egre

e U

nive

rsit

y D

iplo

ma

War

rant

Off

icer

s’ A

cade

my

Prom

otio

n Co

urse

- - - - - - - - - - - - - - - - -


RESTRICTED

H-100

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: R

eser

ve B

atta

lion

PRO

FESS

ION

: Res

erve

Off

icer

RA

OT

By

Sele

ctio

n

By

Sele

ctio

n

1yr

5yrs

, PE

xam

1yr

3yrs

, PE

xam

1yr

2yrs

, P

Exam

CIV

w

ith

Ski

ll

2Lt Lt

(ag)

Lt

Cap

t(ag

)

Cap

t Maj

(ag)

Maj

Lt C

ol(

ag) Lt

Co

l Col(

ag)

Col

Year

s sp

ent

in R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

Prof

essi

onal

Aca

dem

ic U

pgra

de

Res

erve

Adv

ance

Off

icer

Tra

inin

g R

eser

ve Ju

nior

Com

man

d an

d St

aff C

ours

e

Res

erve

Off

icer

Cad

et T

rain

ing

Res

erve

Sen

ior

Com

man

d an

d St

aff C

ours

e R

eser

ve S

peci

alis

t O

ffic

er T

rain

ing

Se

nior

Sta

ff C

ours

e

RSC

SC- G

d A

RSC

SC- G

d A

SSC

(as

avai

lab

le a

nd

rele

van

t)

RJC

SC- G

d B

PAU

R

AO

T R

JCSC

R

OCT

R

SCSC

R

SOT

SSC

- - - - - - -

PAU

PAU

SSC

(as

avai

lab

le a

nd

rele

van

t)

SSC

(as

avai

lab

le a

nd

rele

van

t)

PAU

RO

CT

18 ≤

age

≤ 3

0

Dir

ect

Com

mis

sion

to

Sub

alte

rn

Hig

h Sk

ill

RSO

T

Dir

ect

Com

mis

sion

To

ran

k

com

men

sura

ble

wit

h sp

ecia

lty

Age

> 3

0 bu

t no

t ye

t a s

peci

alis

t

1yr

1yr


RESTRICTED

H-101

CAR

EER

DEV

ELO

PMEN

T M

ATR

IX

UN

IT: R

eser

ve B

atta

lion

PRO

FESS

ION

: Res

erve

Oth

er R

ank

1yr,

B

y Se

lect

ion

2yrs

, PE

xam

1yr

3yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, PE

xam

1yr

2yrs

, P

Exam

CIV

PTE LC

PL(a

g) LC

PL

CPL(

ag)

CPL SG

T(ag

)

SGT

SSG

T(ag

)

SSG

T

WO

2(ag

)

WO

2

Res

erve

PTE

Co

urs

e

RR

CT

AC

CT

- -

Year

s sp

ent

in R

ank

Mili

tary

/ T

echn

ical

Cou

rses

A

cade

mic

Reg

iona

l Res

erve

s C

entr

e Tr

aini

ng

Ann

ual C

amp

Cen

tral

ised

Tra

inin

g

RR

CT

ACC

T

WO

1

WO

1(ag

) 1y

r,

By

Sele

ctio

n 1yr,

B

y Se

lect

ion

Res

erve

LCP

L Co

urs

e

Res

erve

CPL

Co

urs

e

Res

erve

SG

T Co

urs

e

Res

erve

SSG

T Co

urs

e

Res

erve

WO

Co

urs

e

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