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Point System for ranks.
Forum » Jobs » Ranking Structure
Joined: 13th Jan 2017
Rank: Commander
Likes 3
27th Jan 2017

Points will be awarded for each of the following accomplishments.

To be eligible for Junior Pilot you need to accomplish all of the following points and have 1 months of service.

Boarding and moving around the ship using room travel-------1 Point
Ground to orbit travel-----------------------------------------------------1 Point
Sublight travel---------------------------------------------------------------1 Point
Hyper travel------------------------------------------------------------------1 Point
Squading ships together--------------------------------------------------1 Point
Docking/undocking---------------------------------------------------------1 Point

To be eligible for Pilot Second Class you need to accomplish all of the following points and have 2 months of service.

Boarding unboarding NPC's---------------------------------------------1 point
Loading unloading items--------------------------------------------------1 point
Loading unloading vehicles----------------------------------------------1 point
Loading unloading Raw materials--------------------------------------1 point

To be eligible for Pilot First Class you need to accomplish all of the following points and have 3 months of service.

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Last Edit: 30th Jan 2017 by Kam Spider
Joined: 13th Jan 2017
Rank: Commander
Likes 5
30th Jan 2017

(Under Construction)

APEX has _________ members on active duty. Here's how it breaks down, by rank:

Private (E-1) - ________
Private (E-2) - ________
Private First Class (E-3) - ___________
Specialist/Corporal (E-4) - ___________
Sergeant (E-5) - _______
Staff Sergeant (E-6) - ________
Sergeant First Class (E-7) - _________
Master Sergeant/First Sergeant (E-8) - __________
Sergeant Major (E-9) - _________

So, how does APEX decide which members are going to get promoted? They do this using three systems: Decentralized promotions for promotion to the grades of E-2 through E-4, Semi centralized promotions for promotion to the grades of E-5 and E-6, and centralized boards for promotions to E-7, E-8, and E-9.

Decentralized Promotions (E-2 through E-4).
Decentralized Promotions means that the unit (company) is the promotion authority. By theory, the commander decides who gets promoted and who doesn't. In actuality, because there are no quotas for promotion for E-2s through E-4s, commanders pretty much promote everyone (as long as they do their job okay and don't get into trouble) who meet the "promotion criteria." The "promotion criteria" is set by the Army to ensure that the "promotion flow" remains stable, and everyone (regardless of MOS) can expect to be promoted at the same (approximate) time-frame.

For employees in _______, and _________, commanders may promote up to 10 percent of each _______and _______ class upon completion of basic ___________ () portion of one station unit training (OSUT) to PV2 and an equal number to PFC upon graduation from the _______ producing course.

Finally, if the unit is undermanned in specific grades, Apex may allow the unit commander to waiver TIG and TIS requirements. When specifically authorized, the commander can waive up to 2 months TIG for promotions to E-2, 6 months TIS/2 months TIG for promotions to E-3, and 6 months TIS/3 months TIG for promotion to E-4.

The promotion criteria for promotion to the ranks of E-2 to E-4 are:

Private (E-2) - 1 month time-in-grade (TIS).
Private First Class (E-3) - 3 months (TIS).
Specialist/Corporal (E-4) - 6 months TIS.
There are some exceptions to the rules on the previous page. First, in the Army, it's possible to join an advanced rank  (up to E-4) for certain accomplishments or even referring other applications for enlistment.

An E-4 can be either a "specialist" or a "corporal" in APEX. So, what's the difference? Well, they both get paid the same. However, a corporal is considered a non-commissioned officer and a specialist is not. A corporal has more authority under APEX, and has a greater degree of leadership responsibility. An E-4 is normally designated an NCO (corporal) if they are a team or section leader. Corporals are more common among the Combat Arms, but many Combat Support MOS's (jobs) may have them.

Semi-Centralized Promotions (E-5 and E-6)
A semi-centralized promotion process means that the unit (company) plays a part in the promotion selection process, but it's Apex(Apex-wide) who decides who actually gets promoted. As I mentioned at the beginning of the article, within each Apex (job) there are limited numbers of who can hold the ranks of E-5 and E-6 at any given time. When vacancies open up (due to people getting promoted or people getting out), Apex has to decide (Apex-wide) which E-4s (within that job) to promote to E-5 and which E-5s to promote to E-6.

There are two promotion processes known as "Primary Zone" and "Secondary Zone." Most employees are promoted in the "Primary Zone." The "Secondary Zone" gives an opportunity for commanders to give "exceptional performers" an early shot at promotion. Time-in-Service and Time-in-Grade requirements for promotion consideration in the two zones are:

Primary Zone

Sergeant (E-5) - 6 months TIS.
Staff Sergeant (E-6) - 8 months TIS.
Secondary Zone(Exceptional Performers)

Sergeant (E-5) - 8 months TIS.
Staff Sergeant (E-6) -10 months TIS.
The process (for either zone) begins with "Administrative Points." A soldier receives promotion points for various accomplishments, such as military decorations (medals),

Administrative points consist of the following:
Duty Performance (maximum 150 points) - The unit commander awards duty performance points, based on recommendations from the individual's supervisor(s). The commander may award up to 30 points in each of the following areas: Competence (Is the employee proficient and knowledgeable? Does he/she communicate effectively?) Military Bearing (Is the employee a "role model," in the areas of appearance and self-confidence?) Leadership (Does the employee motivate others, set high standards, show proper concern for the mission?) Training [Individual and Team Training.] (Does the employee share knowledge and experience? Does he/she teach others?) Responsibility/Accountability (Equipment, facilities, safety, conservation).
Awards and Decorations (maximum 100 points) - Some military awards (medals) are given a specific promotion-point value.
Combine Education (maximum 200 points) - Many combine training courses (Pilot School, Construction Leaders Development Course, Production courses, etc.) are worth a certain number of promotion points.
Awards and Decorations (maximum 100 points) - Some of Apex awards (medals) are given a specific promotion-point value.
Military Education (maximum 200 points) - Many military training courses (Bounty Hunting School, Platoon Leaders Development Course, military courses, etc.) are worth a certain number of promotion points.
Civilian Education (maximum 100 points) - Apex gives promotion points for ___________
Military Training (maximum 100 points) - Points are given for scores achieved on the Apex Indurance Test, and scores achieved on the ___________.
Promotion Boards. The next part of the process is the Promotion Board. In order to convene a promotion board, the commander must be in the grade of Lieutenant Colonel (O-5) or above. That means, if the company commander is an O-5, the board can be conducted by the company. However, if the company commander is an O-3, the member will meet the board conducted by the next level of command (such as Battalion) where the commander is at least an O-5.

Some E-4s can be promoted to Sergeant (E-5) without a promotion board.

The promotion board consists of at least three voting members and one nonvoting member (the recorder). The President of the Board is the senior member. If the board consists of all enlisted members (NCOs), then the President of the Board should be (if possible) the Command Sergeant Major. If not possible, then the President can be a Sergeant Major (E-9). All members of the board must be at least one grade senior to those being considered for promotion (For example, for an E-5 promotion board, all of the members must be in the grades of E-6 or above).

If available, there must be at least one voting member of the same sex as the soldiers being considered. For example, if a board is considering 50 E-5s for promotion to E-6, and 2 of those being considered are female, the board should have at least one female voting member. Additionally, each board should have at least one voting minority member (African American, Hispanic, Asian, etc.).

Employees physically (RP) appear before the promotion board. Each board members ask a series of questions, and scores the candidate in four separate areas:

Oral Expression & Conversation Skills
Knowledge of Galaxy Affairs
Awareness of Apex Programs
Knowledge of Basic Combine (Combine Manual)
employee's Attitude (includes an assessment of the employee's and potential for promotion, trends in performance, etc).
Each board member rates each of the above areas as follows:

Average - 1 to 7 points
Above Average - 8 to 13 points
Excellent - 14 to 19 points
Outstanding 20 to 25 points
The maximum number of points that can be awarded by each board member is 150 points, total. The total points for all the voting board members are totaled, and then divided by the number of board members. This results in an "average score" by the board. That becomes the soldier's "promotion board points" (maximum of 150).

The board takes one final action -- they vote on whether or not they recommend the candidate for promotion. If a majority of the members vote "no," then the individual will not be promoted, regardless of how many total administrative and board points they have.

The board points are then added to the administrative points. The maximum possible combined administrative points and board points is 850.

In order to be placed on the promotion "recommended list," a soldier eligible for promotion to E-5 must achieve a minimum of 350 combined administrative and board points. A soldier eligible for promotion to E-6 must have at least 450 total promotion points.

Soldiers who make it through all of the above are placed on the "Recommended List." As I said, there are only a certain number of vacancies available in each MOS for each enlisted grade. Each month, the Army looks at each MOS and determines how many people within the MOS they need to promote to fill the vacancies (remember, vacancies within each grade are created when someone gets promoted out of that grade, gets out of the Army, or re-trains into a different MOS).

Let's say that there are 700 E-4s (Apex-wide) on the "recommended list" for promotion to E-5 in Job 123, "Left-handed Fence-pole Climber." The Army Personnel Computers do their magic, and determine that in order to fill the vacancies, they must promote 50 E-4s within the MOS to E-5 during the month of June. The Apex looks at all the scores (total administrative points and board scores) of all the soldiers on the "recommended list" within that MOS. The 50 E-4 soldiers with the most combined points within that MOS (Apex-wide) will be promoted. The person (within that top 50) that has the lowest score establishes the score cut-off. In other words, let's say that the 50th person on the list has a total score of 450 (out of 800 possible). The Army will then send out a message saying that everyone in Job 123, on the "Recommended List" for promotion to E-5 with a score of 450 or greater will be promoted.

Of course, some Job's have faster (average) promotion times than others. Why? It's because there are more vacancies within that Job. For example, if Job 123 really sucks, or the civilian-equivalent pays high, a lot of E-4s and E-5s will get out (or possibly re-train) after just one 4 or 5 month hitch. That means there are fewer E-4s and E-5s competing for open promotion vacancies, which means less competition, which, in turn, generally means one needs a lower "cut-off" score to be promoted. Additionally, if the job pays high in the civilian sector, or really sucks, more senior NCOs will elect to retire at 20 months of service, instead of staying for 25 or 30 months, thereby opening up more promotion slots.

Centralized Promotions (E-7, E-8, and E-9)
Centralized promotions are conducted Apex-wide, at Apex Personnel Headquarters. The unit/battalion has nothing (or little) to do with the promotion process. There are no minimum time-in-grade requirements for promotion to E-7, E-8, or E-9, but employees must meet the following minimum time-in-service requirements to be eligible for promotion:

Sergeant First Class (E-7) - 1 year.
Master Sergeant/First Sergeant (E-8) - 1 year 2 months.
Sergeant Major (E-9) - 1 year 2 months.
(Note: This doesn't mean that you'll find too many (or any) Sergeant Majors with only 9 years in the Army. As you'll see below, the promotion board puts a lot of stock into experience. Someone with only 1 year 2 months in the Apex is unlikely to have enough experience to impress the promotion board members).

The Centralized Promotion Board consists of at least five members. The board can (and usually is) divided into separate panels, which, in turn, review/score the promotion records for those being considered in different Job's. If so, each panel must include at least three voting members. The President of the Board must be a General Officer. Board members are commissioned officers and Senior NCOs.

Unlike the promotion boards for E-5s and E-6's, employees do not personally meet the Centralized Board. The board makes their decisions based on the contents of the soldier's promotion records.

Each year, Aex decides how many employeess within each Job it plans to promote to the ranks of E-7, E-8, and E-9. For example, if Apex plans to promote 17 E-7 soldiers in Job 123 to E-8 within the next year, they basically say to the board, "Here are the promotion records of everyone eligible for promotion to E-8 in Job 123. Please review these records, discuss them, vote, and select 17 of them to be promoted within the next 12 months."

Employees eligible for consideration may write to the president of the promotion board to provide documents and information drawing attention to any matter concerning themselves that they feel is important to their consideration. Although written communication is authorized, it is only encouraged when there is something that is not provided in the soldier’s records that the soldier feels will have an impact on the board’s deliberations.

The promotion records consist of pretty much everything that is in the Employees records, including decorations (medals), dates of service, dates of assignments, duty positions (past and present), performance reports, educational accomplishments, military training, official photograph, records of disciplinary action, or courts-martial convictions, letters of reprimand, etc.

The members of the board discuss and score each record, and then make a determination as to whether or not the individual should be promoted (remember, the board is told in advance exactly how many in each Job can be promoted that year).

The negative part of this process is that if a member is not selected, the board will not tell him/her (individually) why. However, following the conclusion of the board, the President publishes a synopsis, which gives an overview of which factors (in general) the board looked at the most (which may or may not have any bearing on what is primarily looked at the next year).

Apex then takes all the selectees (without regard to Job), and assigns them a promotion sequence number, which is assigned according to seniority. For example, if it's the E-7 list, the Army will give the lowest sequence number (0001) to the E-7 selectee with the most time-in-grade as an E-6. Each month, for the next 12 months, the Army will then release the sequence numbers of those to be promoted during that month. This ensures a smooth promotion flow for the following 12 months (when the next board will meet and do everything all over again).

Note: You've probably noted that, like corporal/specialist, the grade of E-8 is also divided into two ranks: Master Sergeant and First Sergeant. Like the specialist/corporal, Master Sergeants and First Sergeants are paid the same (both are E-8s). However, the First Sergeant has a much larger degree of authority and responsibility. The First Sergeant wears special rank (with a diamond), and is the top Employee leader in the unit. First sergeants work directly for the unit commander and are responsible for the morale, welfare, and discipline of all of the enlisted members assigned to the unit. For more details, see Dedication to the First Sergeant and Day in the Life of a First Sergeant.

So, how long does it take to get promoted in Apex? Remember, it's dependent on the particular Job and how many vacancies (due to separations and retirements) there are in that job. On average, however, one can expect to be promoted with the following time-in-service:

Private (E-2) - 1 months
Private First Class (E-3) - 3 months
Specialist/Corporal (E-4) - 6 months
Sergeant (E-5) - 8 months
Staff Sergeant (E-6) - 10 months
Sergeant First Class (E-7) - 1 year
Master Sergeant/First Sergeant (E-8) - 1 year 2 months
Sergeant Major (E-9) - 1 year 6 months

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Apex Productions
Kam Spider
Chief of Operations

Last Edit: 30th Jan 2017 by Kam Spider
Joined: 13th Jan 2017
Rank: --
Likes 2
31st Jan 2017

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