Civil Air Patrol

Q5: I think I am eligible for promotion. What do I have to do to get promoted?

Q5: I think I am eligible for promotion. What do I have to do to get promoted?
 
CAP Regulation 35-5 dated 22 November 2016 provides guidance for all CAP Promotions. It is found at https://www.capmembers.com/media/cms/R035_005_489E25C089E93.pdf
It states in part;
1.2. Appointment and Promotion Systems.  Active adult members may qualify for appointment or promotion to CAP officer or noncommissioned officer grades under the following provisions:
1.2.1. Officer Grades.
1.2.1.1. Duty Performance/Exemplary Performance of Duty.  Eligibility criteria for promotion under this system are set forth in section 2.
1.2.1.2. Special Appointments.  In consideration of appointment to certain key positions in CAP, special educational qualifications or previous CAP or military experience, certain  members are eligible for initial appointment or promotion to a grade commensurate with their position or experience, as outlined in section 3.
1.2.1.3. Mission Related Skills.  In recognition of certain special skills and qualifications earned outside CAP, but which are directly related to the CAP mission, certain members are eligible for initial appointment and subsequent promotion to officer grades commensurate with their special skills, as outlined in section 4.
1.2.1.4. Professional Appointments.  Chaplains, health services personnel, legal officers, professional educators serving as aerospace education officers and financial professionals serving as finance officers at the wing or region level are eligible for initial appointment and subsequent promotion under the provisions of section 5.
1.2.2. Noncommissioned Officer (NCO) Grades.  Military or former-military NCOs who do not wish to be considered for CAP officer grade may be granted a CAP grade equivalent to the grade held in the active duty military, Reserve or National Guard as outlined in section 6.  Subsequent promotion criteria is listed in paragraph 6.3.
1.2.3. Flight Officer Grades.  Members who are ineligible for officer grade because of the minimum age criteria (21 years) may qualify for appointment or promotion to flight officer grades as outlined in section 7.
Additionally,
1.6. Minimum Officer Eligibility Requirements.  To qualify for initial appointment to CAP officer grade, members must meet the following minimum requirements:
1.6.1. Be at least 21 years of age.
1.6.2. Be a high school graduate (or educational equivalent).
1.6.3. Complete Level I of the Professional Development Program (see CAPR 50-17).  Former members who have completed Level I training and have less than a two year membership break and former cadets who have earned the General Billy Mitchell Award or higher, and have less than a two year membership break are exempt from the Foundations portion of Level I training.
1.6.4. Be recommended for promotion by the unit commander. (Emphasis added.)
 
To be recommended for promotion by the unit commander, commanders may require that you attend meetings and/or perform assigned duties regularly, participate actively in unit and higher level CAP activities and advance your professional development and other ratings to be of service to your unit, community, state and nation. While you may find that you are eligible for promotion by one of the above methods, promotions are not automatic.
A discussion with your unit commander may be in order.
Unit commanders are encouraged to use CAPF 40 as a guide to these discussions. CAP Form 40 can be found on the Forms page at https://www.capmembers.com/media/cms/F040_C73A311F4FC74.pdf
You may wish to do a self-assessment of your career using the CAPF 40 prior to the discussion, so you can compare notes.
Performance feedback and appraisal are seen by many as uncomfortable or even frightening… It is also generally viewed as a function reserved for supervisors and paid employees only. The truth is that true performance feedback is neither punitive or negative.  People participating in an organization, paid or not, want to know the mission, their place in it, how they are expected to contribute to it; and how well they are meeting those expectations. The Form 40 process simply provides a standard mechanism for and outline of a conversation that commanders, supervisors and members have with each other. It defines expectations, provides a way to measure against expectations and plans for improvement. Simply, it’s a structured mentoring tool talking about the past, present and future. (New UCC Course)
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