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USN FY 25 IWC DCO Reserve Board

Interviews: 10/10/7, OIC: 10
Second attempt at 1835 Pri, 1815 sec

-Masters in Intl Relations: Intelligence

-11 years as a CTR1 in the reserves.
  • 1-MOB with the "task force"
  • 2 separate ADOS: 2 years at NGA, 1 year at DIA
-EXW Qual

-NEC: 820G, 851A

-Private sector: Risk Officer (Strategic Risk) at big 4 bank

Kicker: 1 DUI from 2014, no NJP, just a talking to by the Chiefs

Any input on my chances? Or does the DUI cook me?
 
I am feeling alright about it, really hard to sense after my time in the process.
Fourth attempt for 1835, second attempt with 1815 as secondary.

Interviews: 10/10/10, OIC 10 - strong letters from IW O6s + a VADM

Executive MBA, MA in Security Management, Grad Cert in Intelligence Analysis in progress
Currently working in a cleared risk management role supporting IC customers, 12 years prior service with multiple PacFlt AOR deployements
 
snoopaloop said:
Interviews: 10/10/7, OIC: 10
Second attempt at 1835 Pri, 1815 sec

-Masters in Intl Relations: Intelligence

-11 years as a CTR1 in the reserves.
  • 1-MOB with the "task force"
  • 2 separate ADOS: 2 years at NGA, 1 year at DIA
-EXW Qual

-NEC: 820G, 851A

-Private sector: Risk Officer (Strategic Risk) at big 4 bank

Kicker: 1 DUI from 2014, no NJP, just a talking to by the Chiefs

Any input on my chances? Or does the DUI cook me?
Click to expand...
I would think the DUI would not matter too much if it hasn't impacted your enlisted career or clearance, that amount of time passed is a significant mitigator, at least from a clearance suitability standpoint.
 
How did y'all find out your interview scores? Based on previous conversations with my OR, it seems like they aren't allowed to share the # score with me. So far I have only heard that I did well.🥲
 
hellothere321 said:
How did y'all find out your interview scores? Based on previous conversations with my OR, it seems like they aren't allowed to share the # score with me. So far I have only heard that I did well.🥲
Click to expand...
Historically the vibe was that they werent required or hypothetically allowed to disclose the scores, but this seems to be more based in past practice than governed by regulation. It seems to depend on the recruiter, and your relationship with them. I've had recruiters suggest that its absolutely your personal info, such that you could even FOIA request the forms if you wanted to.
 
hellothere321 said:
How did y'all find out your interview scores? Based on previous conversations with my OR, it seems like they aren't allowed to share the # score with me. So far I have only heard that I did well.🥲
Click to expand...
My OR sent me all the Forms and told me he wasn't supposed to do that, I've done 2 boards before this for Supply and he didn't give me any good information to go off of. So that tells me those previous boards were not good and he didn't want to share negative feedback. As soon as I get all 10's he's calling me and immediately sends me the results like he's a proud dad or something lol
 
Hey all, I’m new to the forum and wanted to get some perspective from folks who’ve been through this before.

I’m an 1825/1885 applicant who just finished my interviews, and heard the results. I was shocked to find out that all four interviewers scored me a perfect 10 — apparently a rare outcome. My recommendations are from current 1825 department heads and N6 directors. Package is clean: degree in a relevant field, multiple warfare qualifications, strong leadership background, solid evals, no waivers, and my security clearance is good.

I know nothing is guaranteed until the selection message comes out, and I understand quotas can be tight, but I’m wondering — for those familiar with this process — how likely is it for someone with perfect scores and strong recommendations to get picked up on their first attempt


Appreciate any insight from people who’ve sat on boards, gone through the process, or watched others do it.
 
Created this based on my process, hope it helps!


Direct Commission Officer (DCO) Application Package – General Checklist (Some information is only for Prior service)

Step 1 – Initial Package Development

Start as soon as you have a recruiter confirmed.

1. APSR (Application Processing and Summary Record)

Includes Motivational Statement.

Ensure the statement reflects why you want to serve and your qualifications.



2. Civilian Resume

Highlight leadership, operational, and management experience.



3. Officer Medical Screening

Use Navy Officer Candidate School (OCS) physical requirements as your baseline.



4. Letters of Reference (3–5 total)

From senior leaders (O4–O6 military or civilian equivalent preferred).

At least one should address leadership potential.



5. Commanding Officer (CO) Endorsement

Required if currently serving in the Navy (active or reserve).



6. Official Transcripts

From all colleges and universities attended.

Must be sent directly from the institution in sealed envelopes or via secure delivery.



7. Military Records (if applicable)

Last 3 Evaluations/FITREPs.

Active duty DD214 (Member 4 copy).

PSR (Performance Summary Report).

ASOSH (Annual Statement of Service History).



8. SF-86 (Security Clearance Questionnaire)

Complete in e-QIP or paper form as instructed.



9. Administrative Documents

Birth Certificate.

Social Security Card.

VA Disability Letter (if applicable).




Step 2 – Interviews

Format:

3 separate interviews with O5–O6 officers, or

1 panel interview with 3 O5–O6 officers.


Timing: Usually scheduled once all documents are ready.

Purpose: Evaluate leadership potential, professional experience, and fit for the Navy Reserve officer mission.



Step 3 – Board Review & Selection

Notification: Recruiter will call first if selected.

Official Selection Letter: Arrives by mail from Navy Recruiting Command.



Step 4 – Conditional Release

If currently enlisted in the Navy Reserve, submit a Conditional Release Request to transfer to a commissioned officer billet.

This is required before accepting your commission.



Step 5 – Finalization

Once selected:

1. Ready Reserve Transfer Request Service Agreement (RRA).


2. Oath of Office.

Schedule with recruiter or designated officer.

Ensure proper uniform or business attire and document signing.


Reference Resources

Reserve Officer DCO - Kelly Beamsley

Reserve Officer DCO checklist: Documentation guide for Navy Direct Commission Officer (DCO) applicant requirements.
www.kellybeamsley.com www.kellybeamsley.com


Pro Tip: Keep a digital and physical binder with all documents, forms, and communications. Track deadlines and follow up weekly with your recruiter.
 

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First time 1835/1815 applicant

Received feedback yesterday that was a bit different than what's posted here-- was told that interview scores would not be shared, and that I was "above average" with a "4.3 to 4.4/5", and a strong recommendation for 1815 over 1835.

Since that's not a perfect score, it seems like I should mentally prepare for another attempt.
 
DCODefaultUsername said:
First time 1835/1815 applicant

Received feedback yesterday that was a bit different than what's posted here-- was told that interview scores would not be shared, and that I was "above average" with a "4.3 to 4.4/5", and a strong recommendation for 1815 over 1835.

Since that's not a perfect score, it seems like I should mentally prepare for another attempt.
Click to expand...

On the NAVCRUIT 1131/5 Interviewer’s Appraisal Sheet, there isn’t a single “combined” score that’s calculated the way you’d see on a school exam instead, the interviewer rates you separately in several categories, and each category can be marked at different levels.


Here’s how it works:


1. Rating Categories
You’re evaluated on multiple performance and potential areas. For an DCO interview, these typically include:
  • Oral Communication and Expression of Ideas
  • Appearance and Poise
  • Leadership Potential
  • Potential as a Career Naval Officer
  • Fit with Community Qualifications
  • Program Motivation

2. Rating Scale
Each category has descriptors and a 5-point qualitative scale:

  • Unsatisfactory
  • Adequate
  • Good
  • Excellent
  • Outstanding (asterisked if extreme, meaning the interviewer must justify it in comments)

3. “Willingness to Have Under Command” Number
This is the 0–10 score you saw it’s a single separate metric, not an average.

  • 0 = “Prefer not to have”
  • 5 = “Be pleased to have”
  • 10 = “Particularly like to have”
    Getting a 10 means the interviewer is signaling maximum endorsement for you personally serving under their command.

4. Written Comments Matter
COMNAVCRUITCOM instructions make clear that the narrative comments carry just as much (or more) weight than the checkboxes. If you get multiple “Outstanding” ratings plus a strong written recommendation that’s as close as you get to a perfect “score.”


5. Panel Scoring
In a panel interview, you’ll get one of these forms from each panel member. The selection board will review all of them, looking for consistency in ratings, endorsement level (0–10), and narrative strength.




Bottom line:
You didn’t get a “total score” like 48/50 instead, you received the highest possible marks in the categories that matter most, plus a 10/10 on the command endorsement scale. In board terms, that’s essentially a “perfect interview sheet.”
 
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