Absolutely,
We know people get selected with ASTB minimums (5/6/6), but some don't get selected with high ASTB scores so is it all about the ASTB?
No.
We know people get selected with low GPA's and some don't get selected with a very good GPA, so is it all about GPA?
No.
We can say the same for any objective criteria under the sun so why are some selected and others are not when objectively one candidate is "most qualified", when another is objectively less qualified but is selected?
My theory is that there are criteria (or what I call specifics) for each board member that if they are going to select a candidate they need to check off these specific criteria or they're not going to select the candidate, regardless of ASTB, GPA, etc. I think the way this is done mentally is similar to a flow chart, if you get a yes, continue on to the next criteria. If the answer leans toward a no, we start to consider other factors or criteria like objective numbers much sooner in the process.
Criteria #1: Administrative, and Easy No's
Is the applicant worth my time to evaluate from a high altitude perspective, properly filled out application, waivers (to include morality, felonies etc), clerical or administrative errors. This can often form an immediate "no" pile for any criteria the board wishes to make a hard cut-off for, moral waivers, hard cut-offs like low GPA or ASTB scores (hasn't been done in a while according to OffRec) etc. Maybe there is something that is a glaring no to the board member.
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Criteria #2: Desire To Join The Navy
Is the applicant clearly interested in joining the Navy. Is this clearly stated and quantified in their application? First and foremost we're joining the Navy, not the aviation community. The applicant needs to show interest in the military branch because if you fail flight school or get hit with NAMI and fail a flight physical you're selecting a different career in the Navy, or getting out completely.
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Criteria #3: Officer Aptitude
Is the applicant clearly interested, capable, and competent to serve in an officer capacity and be a leader? Has the applicant demonstrated leadership in their application, offices held in extra curricular activities, captain of sports teams, management/leadership in jobs, program leads, etc.
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Criteria #4: Desire To Be In The Aviation Career
Does the applicant express a desire to be a Navy pilot/NFO, and why? Does the applicant have the right attitude that would fit in with being a part of the Navy aviator community? What is the applicants disposition to failure or being a part of a community that is constantly being evaluated? Is this person a good fit, or not? Would I want this person as my own wingman?
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Criteria #5: Objective Scores That Quantify Aptitudes
Does the applicant have scores that match the previous criteria, detract from the application, or add to the candidates overall position in the board. Pretty self explanatory. This helps the board member quantify whether a selected applicant will make it through flight school.
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Criteria #6: How Does This Candidate Stack Against Others?
Based on the previously mentioned criteria, does the candidate rate higher or lower from criteria 2-5. Candidates rating higher in Criteria 2 may be placed above candidates rated higher in Criteria 5. Likewise, candidates with a low Criteria 3 or 4 but very high Criteria 5 may be placed lower and receive a non-selection because they show no desire, or aptitude. Their ASTB cannot carry them through with such large deficiencies in more important criteria's. If someone with all 9's doesn't show leadership, aptitude, or strong desire to be in the Navy, or doesn't appear to be a good fit for the community, why choose them?
That's my theory on selection. There's probably things I forgot or important aspects I may have missed but that's the gist of it.
The specifics I was referring to was more to a specific category like a check in a box before moving on to the next important category, not necessarily certain objective cut-offs or minimums. I think it's a process that each board members goes through on their own. I think the ASTB and other objective scores help validate the other criteria for selection. This is a mental process that is done rapidly for each candidate. But if you hit a snag higher up on the criteria list, that's not a good sign. I think we look at ASTB and other objective numbers as being the first criteria and I think that's completely upside-down from reality during the selection process.
If you think about the criteria I've listed, you've also written a pretty good motivational statement IMHO...
