INTRODUCTION:
This document was written to provide a personal overview of each
Marine Officer Military Occupational Specialty (MOS). Its primary purpose is to
give Marine lieutenants an overview of officer’s MOSs to assist them in deciding
their preferences for MOS selection at The Basic School (TBS).
The committee members were all Amphibious Warfare Students
(AWC-00), Marine captains, with one or two tours experience, and five to eight
years in service.
Please note: much of the information in this handbook must be
taken "with a grain of salt". Although the facts have been checked for accuracy,
much of the information contained herein is opinion formed from these officers’
personal experiences.
Lieutenant Colonel Ricardo
Blanco
Note: Since this handbook was written some changes have taken place. Now MOS preferences are entered into a software program via internet interface. This software provides a suggested solution to MOS assignments in order to maximize each students' satisfaction with their MOS assignment. TBS staff use this solution as a guideline for assigning MOS'. TBS claims that 85% of all officers get within their top five choices of MOS'. MOS assignments are ultimately determined by merit and needs of the Marine Corps. MOS allocations can vary dramatically with each TBS class.
BACKGROUND:
One of the most important responsibilities of The Basic School is
the assignment of MOSs to lieutenants. The long-term impact of this assignment
process has on the welfare of our officers and our Corps is immeasurable; TBS
adheres to the highest standards of fairness and consistency, with a firm view
towards serving the best interests of the Marine Corps. Prior to 1977, MOSs were
assigned based solely on lineal standing at TBS. In 1977, the Commandant of the
Marine Corps made the decision to apply a quality spread to the assignment of
MOSs. This decision was made to ensure every occupational field received a fair
share of the most competitive lieutenants. This policy remains in effect with
Officer Assignment Division (MMOA) guidance to TBS stating that one-third of the
quotas for each MOS come from the top, middle, and bottom thirds of the company.
Within each third, class standing is the primary assignment
criteria.
THE NEEDS OF THE CORPS:
The needs of the Marine Corps are the primary consideration
used to assign MOSs to lieutenants. CMC (MMOA-3 (Plans, Programs and Systems
Support)) provides each Basic Officer Course (BOC) company with an allocation of
quotas for each MOS. The quotas are generated by Manpower Plans and Policy
Division and are based upon the need to balance structure requirements with
available qualified officers in each MOS. HQMC directs that the quotas for each
MOS be divided as equally as possible for each one-third of the
class.
MOS QUOTA DISTRIBUTION FOR A RECENTLY GRADUATED
COMPANY
|
MOS
|
TOP 1/3
|
MIDDLE 1/3
|
BOTTOM 1/3
|
TOTAL
|
|
|
1
|
1
|
1
|
3
|
|
|
3
|
0
|
1
|
4
|
|
|
1
|
0
|
0
|
1
|
|
|
2
|
1
|
1
|
4
|
|
|
2
|
2
|
1
|
5
|
|
|
11
|
12
|
11
|
34
|
|
|
8
|
9
|
9
|
26
|
|
|
3
|
3
|
3
|
9
|
|
|
6
|
7
|
5
|
18
|
|
|
2
|
3
|
2
|
7
|
|
|
1
|
1
|
1
|
3
|
|
|
1
|
0
|
0
|
1
|
|
|
5
|
6
|
6
|
17
|
|
|
1
|
1
|
1
|
3
|
|
|
1
|
0
|
0
|
1
|
|
|
2
|
1
|
1
|
4
|
|
|
1
|
1
|
1
|
3
|
|
|
1
|
2
|
2
|
5
|
|
|
1
|
1
|
1
|
3
|
|
|
0
|
1
|
1
|
2
|
|
|
0
|
1
|
1
|
2
|
|
|
0
|
1
|
0
|
1
|
7599 Naval Aviator (see below)
|
0
|
1
|
0
|
1
|
TOTAL
|
53
|
55
|
49
|
157
|
NAVAL AVIATOR MOS DESCRIPTIONS:
INDIVIDUAL DESIRES:
Although the desires of lieutenants are considered secondary to
the needs of the Marine Corps when assigning MOSs, in reality, individual choice
probably has the greatest impact on final MOS assignments. Most lieutenants
(approximately 75%) will receive one of their top three choices. Therefore, it
is essential that lieutenants make informed decisions. In addition to making the
most of this guide, classroom instruction, and scheduled MOS mixers, lieutenants
should make every effort to identify those MOSs which will capitalize on their
personal strengths.
MOS ASSIGNMENTS FOR A RECENTLY GRADUATED
COMPANY
|
Choice
|
Number
|
Percentage
|
First Choice
|
72
|
49 %
|
Second Choice
|
21
|
13 %
|
Third Choice
|
19
|
12 %
|
Fourth Choice
|
12
|
8 %
|
Fifth Choice
|
6
|
4 %
|
6th-10th Choice
|
16
|
10 %
|
11th-15th Choice
|
5
|
3 %
|
16th-20th Choice
|
4
|
3 %
|
21st+ Choice
|
2
|
1 %
|
TOTAL
|
157
|
|
STRAW POLLS:
Prior to final MOS selection, lieutenants will be asked to submit
their MOS choices in what is commonly referred to as a "straw poll."
Essentially, the straw poll is a dress rehearsal for the final MOS selection and
will be conducted as described below. In no way will the results of the straw
pole resemble the results of the final MOS selection. Not only will most
lieutenants change their MOS choices prior to the final MOS selection, but also
the lineal list used in the straw poll is arbitrary. Again, the
straw pole is merely a dress rehearsal.
FINAL MOS SELECTION:
Final MOS selection is completed at approximately the 14th
training week of the BOC. The following process occurs:
-
All lieutenants are ranked according to their overall average in
Military Skills, Academics, and Leadership. The lineal list minus guaranteed
contracts is divided into thirds.
-
Lieutenants list all MOSs available to them in order of
preference on small tags and on 3 x 5cards. Lieutenants with guaranteed aviation
contracts will only list their top 5 MOS choices on 3x5 cards to be used in the
event they lose their contracts while still at TBS. Potential aviators must
include at least one non-combat arms MOS in their list of 5 choices. All
lieutenants will also list in order their geographic preferences (East Coast,
West Coast, or overseas)
-
The company staff will prepare an MOS board with "pegs"
representing the available quotas for each MOS in each third. The entire staff works
straight down the lineal list placing each lieutenant’s tag on empty pegs on the
board. When a lieutenant’s name is called from the lineal list, his or her SPC
will attempt to place that lieutenant’s tag on a peg representing a quota for
that lieutenant’s first MOS choice. If all the pegs are full for that MOS (the
MOS is closed for that third), the SPC will continue to search for the first
open peg in order of the lieutenant’s preferences. The number one lieutenant
will receive his or her first choice. Lieutenants near the top of their
one-third have the best opportunity to receive one of their top choices.
Lieutenants near the bottom of their one-third increment have a lesser chance.
-
Once the board is completely filled, the Staff will consider
deviating from the lineal list and making changes to MOS assignments if those changes would better
suit the needs of the Marine Corps. Such changes are based on the discretion of
the Staff and subject to the approval of the Company Commander. The lineal list
is used as a general guide, not as an absolute rule.
-
The Company Commander will brief the CO, TBS, on potential MOS
assignments, identifying those lieutenants who did not receive one of their top three
choices. The CO, TBS approves the entire list prior to forwarding to CMC (Code:
MMOA-3).
-
DCMC M&RA must approve the MOS assignments before they become
official. DCMC M&RA may require TBS to change the recommended MOS assignments. For
that reason, results of the MOS selection process are not revealed to
lieutenants until final approval from DCMC M&RA.
CONCLUSION:
The current MOS selection process has proven to be the most
effective way to serve the needs of the Marine Corps while accommodating the
desires of those officers involved. Not every lieutenant will receive one of his
or her top choices. Therefore, it is essential that the positive aspects and
importance of every MOS to the Marine Corps be emphasized and that lieutenants
carefully consider their preferences with an open mind.
SUPPLEMENTARY MOS (SMOS) PROGRAM:
ISSUE:
The Marine Corps developed the SMOS program to combat its officer
Military Occupational Specialty (MOS) skill imbalances. These skill imbalances
occur at the mid-company grade level due to different retention behavior after
initial service obligation of officers in different MOSs.
FACTS:
The SMOS program allows officers in "over" MOSs to do a tour in a
"short" MOS and then return to their primary MOS. The SMOS tour occurs after the
officer's first FMF tour and takes the place of a B-Billet (non-MOS specific)
tour. After completion of the SMOS tour, officers are considered for career
level school along with officers that did B-Billet tours, with subsequent return
to the FMF in their primary MOS. Officers that participate in the SMOS program
may do an additional tour in their SMOS later in their career, again during a
time in their career when they would normally be on a B-Billet.
The program is primarily voluntary in nature with applications
being solicited once or twice a year, depending on need. Boards will be held at
HQMC to evaluate applicants and make assignments to "short" MOSs accordingly.
Officers are only required to submit one short MOS choice, but improve their
chances of being selected if they list additional choices. Officers will only be
considered for MOSs they list on the application.
There are numerous reasons an officer might want to apply for this
program. Exposure to different MOSs, increased assignment options, additional
FMF time (if desired - not all SMOS tours are in the FMF), are just a few of the
program's incentives. The program does not guarantee assignment choice, but
officers are allowed to note desires such as "same geographical area" and the
monitors will consider these desires when making SMOS assignments. While the
program is only open to officers in "over" MOSs, a successful SMOS program will
allow officers in "short" MOSs to do B-billet tours that would not have been
available to them prior to now.
The number of officers needed to participate in the SMOS program
will be reevaluated each year. If there are not enough volunteers for the
program, additional participants (non-volunteer) will be assigned to the program
by MMOA.
PROMOTION INFORMATION:
What do I need to do to be competitive for promotion?
First and foremost, you need to understand the promotion process.
Past the rank of First Lieutenant, the Secretary of the Navy convenes promotion
boards to determine which officers will be advanced to the next rank. Promotion
zones and promotion opportunities are determined by promotion planners at HQMC
(Code MPP-30). Both opportunity and time in grade vary from year to year based
on factors such as structure requirements, attrition, and congressional
guidelines. The Marine Corps promotion boards operate under a "best and fully
qualified" concept. This means infantry officers compete against aviators, who
compete against adjutants, who compete against logisticians, etc. While the
Marine Corps can, and does, issue "precept" guidance to promotion boards for
certain specialties, legal considerations, and short MOSs, that direct promotion
board members to consider certain things, the decision to promote one officer
over another is ultimately the consensus of those individual board
members.
To be competitive for promotion, you should:
-
Insure your record is accurate. Remember that the only thing that
the board members know about you is what is in front of them, i.e., your record.
If your record is incomplete (e.g., missing fitness reports, no picture, etc),
you are in essence telling the board you did not care enough to make it
complete.
-
Do the PME required for your grade. While the Marine Corps cannot
legally make PME a prerequisite for promotion to the next higher grade, it has
made it very clear that PME is critical to your development as a Marine officer.
If you did not do your PME and the officers you are being compared against did,
who do you think the board is going to pick?
-
Take advantage of the Career Counselor section ( MMOA-4). They
will review your record and tell you what they think are your strengths and
weaknesses. While they are not the promotion board and cannot predict or
necessarily explain a given board’s decision, they have a great deal of
experience as board recorders and as reviewers of other officer’s records (hence
they can speak to your relative competitiveness, in their opinion). Do not wait
until a week before your board to call them. Call 2 or 3 years prior to your
projected "in zone" date so you can act on what they say.
-
DEMONSTRATE PERFORMANCE! This seems obvious, and it is, but
clearly the most important thing you can do to insure your competitiveness for
promotion is to show those board members sustained superior performance
What are my opportunities for Augmentation/ Retention?
Today’s opportunities for a career in the Marine Corps are better
than they’ve ever been. Because the Marine Corps gradually increased the need
for field grade officers starting in 1992, augmentation and promotion rates have
increased dramatically over the last several years. Augmentation rates are in
the high 90% range. Promotion to the rank of captain is expected to be 98% for
the "in zone" population this year (FY 00). Promotion to major was set at 90%
this year. Once an officer makes major, he or she is allowed to stay until
retirement eligible (exception for severe legal cases). The bottom line, if you
want a career in the Marine Corps today, you can have it.
VOLUNTARY LATERAL MOVE PROGRAM
For a variety of reasons, to include different structure
requirements and different retention propensities, the Marine Corps has always
suffered from MOS inventory imbalances. To help correct this problem, the Marine
Corps has two programs that offer training and experience in MOSs different from
that which was originally assigned to a given officer. One, the SMOS program, is
explained on page seven. The other, the Voluntary Lateral move program, allows
selected officers a means to switch MOSs. If an officer is in an "over" MOS, as
defined by HQMC (code MPP-30), that officer may apply by Administrative Action form to be
considered for a lateral move to a "short" MOS. The move under this program is
subject to approval by HQMC (Code MMOA) and is permanent in nature. While an
officer can request such a move at any rank up to and including major, it is
better to do this early on in a career to build MOS credibility in the new MOS.
HQMC (code MMOA) will give considerable consideration to prior experience that
may relate to the requested MOS and mitigate MOS credibility issues. A MCO order
is presently being drafted that outlines the details of this program and will be
published in the future. In the meantime, officers can receive additional
information from HQMC (code MMOA-3 or MPP-30).
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