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Managing Adverse and Reportable Information Regarding General and Flag Officers

Abstract : Adverse and reportable information must be considered at the time of assignments, promotions, or retirements of senior military officers. However, the processes for identifying and considering this information, as well as the offices and resources involved, differ across the services and are not well documented or well understood. This monograph describes these processes and identifies several potential gaps: areas where actual practice differs from the required practice, or where current practice or the supporting data may be inadequate to consider adverse information appropriately and completely. This document considers two categories of information: adverse and reportable. These are defined as follows: Adverse information: . . . any substantiated adverse finding or conclusion from an officially documented investigation or inquiry, or other official record for report. Adverse information of a credible nature does not include information that is more than 10 years old or records of minor offenses that did not result in personal harm or significant property damage. Reportable information: . . . where the allegations have received significant media attention or when the Senate Armed Services Committee (SASC) brings allegations to the attention of the Department of Defense. 2 Potential adverse information comes from multiple sources, including (but not limited to) criminal investigation files, Inspector General (IG) investigation files, equal employment opportunity (EEO) files, and equal opportunity (EO) files. Each service has an internal process to consider whether information extracted from these files qualifies as adverse information.