Actually it's not so much broken as out of touch with reality. Our reserve force is as much at war as our active duty force, and we should not manage the reserve force as if we were still at peace. If the Navy Reserve moves toward the continuum of service model espoused by the Department of Defense, we will need to adjust our promotion boards accordingly. Much of our reserve force is already serving considerably more time in uniform than the minimum of 36 days per year that was the traditional model only a few years ago. Numerous reservists are already cobbling together drill, active duty for training, and mobilization orders to enable them to support the Global War on Terrorism. The dilemma of the members of the promotion selection board is to compare the service of these individuals to determine who is best qualified for promotion.
Is it the officer who has successfully led the production division of his reserve unit for the past four years or the officer who has been serving with his gaining command or other active duty assignment for the same period? Both receive top marks on their fitness reports. The active duty officer has received a few commendation medals as well, but does that really mean anything in this context? Many will say these medals are insignificant (but that's old peacetime thinking).
The drilling reservist continues to serve in the same fashion as the members of the promotion board. They are familiar with his type of service and understand it well. They recognize the level of dedication he has shown and his growth as a Navy leader. They are similarly unfamiliar with the service of the active duty officer and are reluctant to give him any special consideration. The full-time officer may create new training venues for reserves that raise the reserve readiness enormously, but does that equate to leadership? If he works successfully and well above his pay-grade, writing new policy for senior leaders, how will the board compare that to the drilling reserve performance? If he successfully manages a multi-million dollar budget and builds reserve programs where none existed before does that indicate leadership ability at the captain level?
How can we fairly compare the performance of a mobilized reservist who served in the Persian Gulf leading a large team of civilian, military, and contractor personnel working hand-in-glove with the warfighters, to a reservist of similar seniority who is still performing in the traditional manner?
Without demeaning anyone's service, I would say that I believe that our promotion boards are behind the times. Their promotion actions of the past five years (from my perspective) favor the reservists who are still serving in the traditional roles vice any form of extended active duty. I offer my own experience as an example.
When I volunteered for extended active duty back in 1997, I knew that I could rely on the Uniformed Services Employment and Reemployment Rights Act (USERRA) to protect my right to return to work at my civilian employer for at least five years, if necessary. What I never anticipated is that I would wish I had similar protection within the Naval Reserve. It appears to me that our promotion selection boards at the commander and captain level are turning their backs on the reserve sailors who serve on extended active duty. This may be in keeping with Vice Admiral Cotton's stipulation that "the best reservist does not mobilize" (see "Interview," pp. 49-51, Proceedings, June 2005), but I think it fails to recognize the leadership exhibited and professional achievements of the officers who serve on extended active duty.
I took on the most demanding jobs, and I performed well in them. I had outstanding fitness reports signed by intelligence community leaders and several flag and general officers. I earned seven personal commendations, the GWOT expeditionary medal, and two additional mobilization devices. In addition, I also completed joint professional military education I qualification by earning a master's degree from the Naval War College with a. master of arts in national security and strategy.
After I was passed over for promotion I sought advice from numerous Navy Reserve captains. To a man, they all recommended that I return to drilling status in order to compete successfully for promotion. I am pleased to be back in a drilling status again now, but I doubt that my reserve career will recover from the damage done by seven years of active duty.
My service in the Gulf will forever be the highlight of my career and the adventure of a lifetime. We need to ensure that the promotion boards understand the nature of the service individuals like me are making and help them identify the evidence of leadership and skill exhibited in these non-traditional roles.
Commander Yuhas was mobilized with the National Geospatial-Intelligence Agency from October 2002 to August 2004 during which time he deployed twice to the Persian Gulf.