Manage your career progression Published Feb. 20, 2007 By Chief Master Sgt. Joe Vigil 302nd Airlift Wing Public Affairs PETERSON AIR FORCE BASE, Colo. (AFRC) -- Have you ever been passed over or not been selected for a position you thought you were qualified for? Did you follow up with the supervisor or hiring official to ask why you were not selected? In my experience as a hiring supervisor I have had to pass over individuals who I thought would have been great for the position. Unfortunately for both of us, they were not as prepared as they thought. In my explanation as to why they were not selected, I have had to inform candidates that a course in their Professional Military Education had not been completed, or started, or even requested enrollment for that matter. It should be that your supervisor has taken the time to sit down with you, and explained what is necessary for promotions and career progression. However, it should always be the individual's responsibility to chart out their own career goals and develop a plan. Yes, that's true. When you volunteered and signed up, you sort of had an idea of what you wanted to have happen the first six months to a year. This is a short term goal. You also have ideas for the future since you are committed to either four or six years. This is your long range goal. Goals? These are your career expectations (usually involves gaining more stripes), but how will you measure your success or how will you know your shortcomings? In other words, how do you know you are on track? One way to be - and stay- on track is to create a timeline for your career measured with milestones you have plotted for short and long range. This is how you can measure whether or not you will hit your desired goals as scheduled. When a promotion or opportunity presents itself, this is not the time to scramble to meet the requirements. The bottom line is that you are not prepared, and it's usually too late. Rather, at the earliest opportunity, you should be enrolling in your PME. It could very well be you are not yet eligible for promotion, but if completed ahead of time, now you are ready and ahead of the game. This is managing your career. Let me share a true story. (Even though this individual has long retired and moved away, I'll call him John Doe). Many years back in the twilight of his career, Tech. Sgt. John Doe was hoping for a promotion. After all, one more stripe would really enhance that retirement pay. Sergeant Doe was well received and well liked. I liked him myself. Knowing that one more stripe would really help at retirement, almost every coworker came to me in an effort to convince me that I should promote Sergeant Doe. Like I said, he was well liked, and this, I thought, was quite admirable to have so many he worked with and mentored come forth without his knowledge on his behalf. I knew the situation and had actually expressed this thought more than once to this individual with negative results. But what the heck, it could be a win-win situation if I could convince him. I would give it another try. I called Sergeant Doe into the office and once again tried to emphasize the importance to complete one more PME. I was not surprised to receive an up/down head nod, although I knew very well that this was a negative reply. Sergeant Doe stated his position (I'd heard it before). Once again, digging in his heels here came the argument that he'd already completed a similar course years back when it was called something else. But like so many of us with years under our belt, we have witnessed and lived through changes in PME. Sergeant Doe's argument just did not hold its weight. In fact, I find that mind-set archaic even to argue the point. A requirement is a requirement and must be adhered to; there are no short cuts or loop holes. As I mentioned, Sergeant Doe had a weak argument since there is no record on file, or hard copy certificate. In the end, Sergeant Doe did not complete the required PME even though he was in the slot, had ample time to complete it, and could have been promoted and wear the stripe before retiring. Another lesson to learn would be to secure all your certificates. You may need them at a later time as proof, especially in times like this. How frustrating it is for a supervisor who wants to reward and promote an individual who actually earned and deserves the promotion but cannot for lack of PME (it happens a lot). One puzzling question on the career of Sergeant Doe who retired with 33 plus years: you mean to tell me there was not enough time to map out PME courses? If you're looking for an answer, so am I. I am still bewildered by that nonchalant attitude. He would have made an excellent master sergeant and enhance his retirement benefits. Advice from the chief - this is your career. Do not allow anyone else to manage it for you. Others including your supervisors, have one career to manage and those careers are theirs - not yours! Yes, I do expect supervisors to assist you in learning the resources available to help you plan and manage your career. That is what a good supervisor/mentor does. As you are grooming to becoming a supervisor yourself someday, I would highly encourage each of you to experience at least one course in residence. This will only polish your skills as you experience the hands-on group dynamics in this type setting. As a matter of fact, you will share in camaraderie and establish bonds that will carry throughout your career. My greatest PME learning experience to date was when I attended the Senior Noncommissioned Officer Academy. Don't come to me in the twilight of your career without preparation wanting to be promoted. It's not going to happen. Remember: When you reward mediocrity, you gain a mediocre worker!