HawkDriver

Naval Aviator, Engineer, US NAVY (ret.)

[HawkDriver @DriverHawk]

@johnkonrad @infantrydort @shashj Maybe he's referring to O-6 major command? Usually you need some sort of O-6 major command in addition to O-5 unit command in order to be eligible for flag.

But yeah, I have no idea why we're giving these people visas

[HawkDriver @DriverHawk]

@gayguycandleco @RonDeSantis Yeah he only runs one of the most populated states in America and Florida only gets their votes completely tallied on the same day. He totally doesn't get it

[HawkDriver @DriverHawk]

@TimOnPoint @Supersonic_Red Joint tours and JPME are already a requirement though. This doesn't really change anything

[HawkDriver @DriverHawk]

@zeitgeist1776 @Oilfield_Rando Wayne was laying pipe??? Damn!

[HawkDriver @DriverHawk]

@dr_umenze @elonmusk @Cernovich @NiohBerg At best, Chauvin is guilty of neglect. Not murder. If my Brother, who had a known Heart problem, did 10lbs of fentanyl and then fought the cops for 16 minutes died doing it, then I'd call him the idiot he is.

[HawkDriver @DriverHawk]

@dr_umenze @elonmusk @Cernovich @NiohBerg Yes. He had enough fentanyl in his system to literally kill a horse. Fighting the cops for 16 minutes didn't help

[HawkDriver @DriverHawk]

@EODHappyCaptain Which is pointless because you already checked your bags for free 🤷‍♂️

[HawkDriver @DriverHawk]

@OreoExpress @TheRoyalSerf You know why

[HawkDriver @DriverHawk]

@benduchek @mikenelson586 Those O-6s wrote papers about things like DEI and publicly supported inherently political policies.

If anything, preventing their promotion is an apolitical act of punishment for them getting political in their official duties

[HawkDriver @DriverHawk]

@AllThingsCivil @mikenelson586 The lists are routed through JAG, Service Secretaries, SECDEF, and Congress for a reason. They have every statutory right to edit the selections or remove people they foresee being a problem.

[HawkDriver @DriverHawk]

@ggreenwald Cool story. Maybe getting a known Nazi concentration camp tattoo and leaving it on your chest for 20+ years should be disqualifying. Or maybe saying soldiers should be dead is. The dude is a psychopath

[HawkDriver @DriverHawk]

@mikenelson586 I say we give him another jet and let him keep going!

[HawkDriver @DriverHawk]

@DeztroReal @WallStreetApes Sure. I'm just saying. The software company you use to write the report could add that stipulation or the inspection company could add it. Lawyers know that nobody reads those terms of service agreements and add stuff like this all of the time.

[HawkDriver @DriverHawk]

@DeztroReal @WallStreetApes It can easily be added to the fine print on the sales contract for the inspection that it's legal for them to sell or share the data. This is done daily on millions of contracts

[HawkDriver @DriverHawk]

Let me help you out with this one: Officer promotions are heavily dependent upon the jobs you get 2-4 or even 8 years prior to that board convening. PERS/Service HR can absolutely influence the outcome of selection boards by putting certain people into certain jobs/billets that are considered "career enhancing" and which guarantees that certain people will promote while others careers are effectively ended.

In other words: things like DEI can and very much do result in females and minorities whose careers are off-timeline and, well, jacked up being given career enhancing billets they would not have otherwise had a chance of getting. This then results in competitive white males who did everything right getting rail-roaded.

When a selection boards convenes, about 30% of the individual's records are immediately "thrown out" or disregarded purely based upon a pre-screening done by the detailers/monitors in which a grading scale is used to assign a metric (read: A+ record or D record much like grade school). Much of that rating is done based upon bias towards aforementioned billets. The top 30% of records (read: people in those coveted billets) are then automatically selected for promotion with very little to no actual record review by the selection board. The middle 30-40% is called "the churn" where the board actually reviews each record to fill the remaining promotion slots.

Sooo.... In short, people can absolutely screw up badly, be wayyy off timeline and out of sync with their year group for promotion, or otherwise be non-competitive and still get ushered into higher ranks and better jobs because "we don't have enough females, minorities, etc..."

And before you say I'm making shit up: I was a Pentagon staff officer, sat the promotion boards, and personally knew numerous individuals who were just about as fucked up as humanly possible career-wise and still continued to promote because Obama era initiatives like DEI and the perception that "we need more females".

[Meghann Myers @MeghannMyers_]

So the question is, how did these officers get to the final step of selection if they didn’t deserve to be there?

[HawkDriver @DriverHawk]

Let me help you out with this one: Officer promotions are heavily dependent upon the jobs you get 2-4 or even 8 years prior to that board convening. PERS/Service HR can absolutely influence the outcome of selection boards by putting certain people into certain jobs/billets that are considered "career enhancing" and which guarantees that certain people will promote while others careers are effectively ended.

In other words: things like DEI can and very much do result in females and minorities whose careers are off-timeline and, well, jacked up being given career enhancing billets they would not have otherwise had a chance of getting. This then results in competitive white males who did everything right getting rail-roaded.

When a selection boards convenes, about 30% of the individual's records are immediately "thrown out" or disregarded purely based upon a pre-screening done by the detailers/monitors in which a grading scale is used to assign a metric (read: A+ record or D record much like grade school). Much of that rating is done based upon bias towards aforementioned billets. The top 30% of records (read: people in those coveted billets) are then automatically selected for promotion with very little to no actual record review by the selection board. The middle 30-40% is called "the churn" where the board actually reviews each record to fill the remaining promotion slots.

Sooo.... In short, people can absolutely screw up badly, be wayyy off timeline and out of sync with their year group for promotion, or otherwise be non-competitive and still get ushered into higher ranks and better jobs because "we don't have enough females, minorities, etc..."

And before you say I'm making shit up: I was a Pentagon staff officer, sat the promotion boards, and personally knew numerous individuals who were just about as fucked up as humanly possible career-wise and still continued to promote because Obama era initiatives like DEI and the perception that "we need more females".

Hope that helps

[HawkDriver @DriverHawk]

@StevenBeynon @MeghannMyers_ Statutory selection boards are governed by title 10 law. The SECDEF has every right to screen the promotions and decide who he does or does not want leading

[HawkDriver @DriverHawk]

@Dsilkotch @StarshipSMT42 @the_transit_guy https://t.co/f1rtPGE6qc

[HawkDriver @DriverHawk]

@Dsilkotch @StarshipSMT42 @the_transit_guy Ah I see. You're a Chinese bot or something...

[HawkDriver @DriverHawk]

China also has cancer cities where everything is so polluted they're literally worse than Chernobyl. China also burned down multiple skyscrapers recently because they're so poorly built and the fire codes are so bad that they were tinder boxes. China also has entire "Ghost Cities" where nobody actually lives. Maybe don't do everything China is doing 🤔

https://t.co/kQF4FkhTIs