A Comprehensive Guide to Enlisted Evaluation Writing

 
ENLISTED
EVALUATION WRITING
THE TRUTH, THE
WHOLE TRUTH, AND
NOTHING BUT THE
TRUTH
 
 
 
 
 
PERIODIC REPORT ENDING DATES
 
E6        15 November
E5
  
15 March
E4
  
15 June
E1-E3
 
15 July
 
   (See Enclosure (1)  page 11 for a
    complete chart for all paygrades)
 
BUPERINST 1610.10C
 
It is mandatory for all evals to be submitted to PERS-32 for the members official
master file.  Mail to:
 
      COMMANDER
      NAVY PERSONNEL COMMAND PERS 32
      5720 INTEGRITY DRIVE
      MILLINGTON TN 38055-3200
 
Sub-categorization of block 21 mandatory of anyone with an approved resignation or
retirement/transfer to fleet reserve.
Restrictions on the comments section.
NAVPERS may receive non-adverse reports when the reporting senior certifies in the
signature  block “certified, copy provided”. Command shall not send copy if signed
later. Vice (unsigned advance copies)
Closeout (promotion/frocking) for E1-E5 are not required except when the date gap
would go over 15 months. See Chapter 3 page 5 paragraphs a and b for further
explanation.
Comment required in block 43 on retention efforts on members in leadership positions
(block 29 title…)
Reporting senior is required to add summary group average on all evals.
Individuals prohibited from writing their own report. Allowed to submit an
input.
E6 authorized to be designated as the rater or senior rater on E4 and below evals.
 
PROMOTION
RECOMMENDATION POINTS
 
Early Promote = 4.0
Must Promote = 3.8
Promotable = 3.6
Progressing = 3.4; Not ready to be
recommended for promotion
Significant Problems = 2.0; withdraws
advancement recommendation
See Chapter 1 pages 18 and 19 for
further explanation
 
TRAIT GRADES
 
5.0 - Superstar Performance – Could promote 2 paygrades and still standout.
4.0 - Advanced Performance – Far more than promotion – Ready in this trait
now.
3.0 Dependable – Fully qualified “Journeyman Performance”. Can handle next
higher paygrade.
2.0 - Promising Performance – Needs Development.
 
EP/MP doesn’t mean Sailor will be selected for
advancement or special program.  Make the eval
sell the performance!!!!!!
 
EVAL COMMENTS BLOCK 43
 
The evaluation is from the
reporting senior to the selection
boards/detailers.
not to the member
 
ONLY IF YOU CAN PROVE IT
 
It is imperative to document throughout
the report period.  Put notes and copies in
a folder throughout the report period.
Anyone should be able to grab your brag
sheet, last eval, mid term, and all other
supporting documentation and write your
eval without ever meeting you, the
selection board doesn’t meet you either
If you didn’t do it, it can’t be in your eval
 
PREPARE FOR YOUR EVAL AHEAD OF TIME
 
- Keep notes of accomplishments
- List jobs assigned
- Collateral assignments
- Volunteer work
- Boards/working groups
- Get copy of mid-term counseling
 
Write a rough draft.  
Remember there are only
18 lines to get the message across. 16 for
CPO/SCPO/MCPO
Be concise (use bullet style)
Use daily language (being flowery loses the message)
Let your performance speak for itself.  Be specific, use
numbers when available.  (Had a 90 percent retention
rate)
Clarity. Write so it is understandable now and in the
future. Don’t overdue acronyms to save space.
 
WRITING
 THE EVAL
 
-
Items to consider including:
-
Responsibilities – Customers served
-
Growth and development of junior Sailors
-
Specific accomplishments for command/Navy and results
-
Personnel supervised
-
Retention efforts and results (required if block 29 has leadership)
-
Qualifications achieved during reporting period
-
College and job related educational courses complete and diplomas
-
Personal awards received both Military and Civilian
-
Civic activities
 
 
WRITING
 THE EVAL
CONT’D
 
WRITING THE EVAL
 
Have a lead in statement
Ranked number 1 of xx highly competitive FCPOs.
#2 MP. Ranked among the best I have served with in xx years, would
be EP if not restricted by numbers.
Clearly my # 1 of xx outstanding FCPOs on board across 3 UIC’s.
My #6 of xx trusted CPO’ onboard, #1 OSC in command.  Already
performing at the level of a seasoned SCPO.
My #33 of 105 competitive FCPOs on board.  Already performing as a
CPO, sought out as such in a reduced staff.  A must select!
“Don’t underestimate this independent duty.  It is critical to AOR
mission and vital to Echelon II command movement”
A Sailor can only be the “best” of something  the reporting senior
owns, or it was commented on in writing by the owner…….  IE: only
CNO can say “best Sailor in the Navy” but reporting senior can say
“best MMC I have worked with in 25 years” ISIC can say “best DC
program on my waterfront”…
 
USE BULLETS TO SHOW PERFORMANCE.
- Leadership vital to 15 critical underway replenishments, 200 wet well amphibious
operations, small boat operations, and exterior material preservation.
- Rapidly engaged. Founding member of Socrates Mentorship program; cornerstone of
my ESWS program. Initiated FCPO recognition and mentoring program for at-risk Sailors
led to 42% reductions in ARI/NJP and 75% accelerated qualifications and educational
disciplines.
- Respected Technical Control Manager. Direct oversight crucial to division earning a
98.2% on Comprehensive Communications Assessment and being awarded a fourth
consecutive Green "E".
- N6 LPO. Superior leadership/administrative experience vital to the execution of 15 Joint
Exercises. Consolidated programs in easy read format for 15 novice personnel.
- Initiated a division PT program, ensured all personnel were within body fat standards.
A key player in the Command's EAWS/ESWS Training Program.  A highly valued member
of the Damage Control Training Team, dedicated 36 hours additional time training and
qualifying personnel in 3M and DC.
 
WRITING THE EVAL CONT’D
 
- FCPOA engagement.  Instrumental in the creation of a successful mentoring program that
provided motivation and direction for young Sailors in achieving career and life goals.
- Respected Dept Career Counselor. Advised and tracked the professional development for
132 personnel.  Directly contributed to the command’s 30% increase and earned the Golden
Anchor Award. Acts on my CCC’s behalf during the leave and TAD period for crew of 500.
Specifically requested by Echelon Commander to transfer to second Staff duty due to trust
and critical organization knowledge.  Don’t discount because not sea duty.  This Leaders
mission role is significantly preparing sea duty missions for success.
Member transferred prior to competitive cycle in order to meet ship movement prior to
deployment cycle.  Would be EP, in my top 5% if remained on board.  Look forward to their
success at next command
 
WRITING YOUR EVAL CONT’D
 
CLOSING STATEMENT
Clearly a result orientated Career Counselor. Develops the best in Sailors.   Strongly
recommended for the LDO/CWO program and a Must Select for Chief Petty Officer.
Ready now for Chief Petty Officer.  Select to the most challenging assignment.
Respected professional and sought after leader.  Groom for more senior roles.
Sought out regularly by personnel throughout the Command for leadership,
guidance, and counseling.  I most strongly recommend for selection to Chief Petty
Officer.
Most strongly recommended for immediate advancement to Chief Petty Officer.
Strongly recommended for promotion to Chief Petty Officer and selection to
commissioning programs!  An outstanding professional I personally choose to lead
or bridge together complex teams.
 
WRITING THE EVAL CONT’D
 
Write sample evals all year long for yourself, practice practice practice.
If transferring close to (before) the normal periodic date, explain why.  It
may look like the Sailor is avoiding a competitive eval.
Explain rankings across UIC’s, across branches etc.  IE:  “My best NCO
across 3 branches in 12 UIC’s”
If stationed in a joint command, send a draft to the nearest Navy Chief or
CMC for a pre-look, and put them in contact with your intended
Rater/Senior Rater to dialog.
If in a role where frequently TAD, make sure this is in block 29 and
discussed in the back write up.
 
WRITING THE EVAL ALL YEAR
 
For FCPO’s receiving a November eval:  When you “make board” and then
prepare a package to send, include the items you have accomplished
between 16 November and the May package deadline.  Sometimes the
only way to convey this is with designation letter or the like from your
command, Navy school completion letters etc.
 
For SCPO/CPO’s with evals in September, same for your SCPO/MCPO look.
 
ALWAYS take the opportunity to have someone who has sat on a board
before, look at your package and letter for a once over before sending.
Boards don’t need items already in your record so a second, seasoned look
at what you are sending can help.
 
SPECIAL NOTE FOR SEP/NOV
EVALS
 
WHAT MAKES AN ADVERSE EVAL
 
Grade of 2.0 in Equal Opportunity is
adverse.
Any comment suggesting persistent
weaknesses'
Continuing incapacity or unsuitability for a
specific assignment or promotion
(See page I-2 paragraph 2 for further
explanation)
 
Record Screening/Review
 
 
 
Breadth of Experience
Breadth of Experience
 Sea Duty / Arduous
 Sea Duty / Arduous
     Duty/IA/Overseas
     Duty/IA/Overseas
 Qualifications
 Qualifications
 (SW/SS/AW/DV/
 (SW/SS/AW/DV/
   FMF/EXW/IDW)
   FMF/EXW/IDW)
 Assignments
 Assignments
 
 
EDUCATION
EDUCATION
 
 
 
 
 
ACTION
ACTION
 
OUTSIDE
OUTSIDE
 
PROFESSIONAL
PROFESSIONAL
 
AREA
AREA
 
 
 
Military in Rate
Military in Rate
 Military out of Rate
 Military out of Rate
 Civilian
 Civilian
 Navy COOL or US MAP!!!
 Navy COOL or US MAP!!!
 
 
 Collateral duties (Region,
 Collateral duties (Region,
Cmd, Dept., Div.)
Cmd, Dept., Div.)
 Community service (Habitat
 Community service (Habitat
for Humanity, USO etc)
for Humanity, USO etc)
Leading any one of the navy’s
Leading any one of the navy’s
five “Flagship Community
five “Flagship Community
Programs”
Programs”
 
 
Record Screening/Review
 
Sustained Superior
 Performance
 
 
RECOMMENDATION
RECOMMENDATION
Strong Commanding Officer’s recommendation for advancement and for
Strong Commanding Officer’s recommendation for advancement and for
future assignments.  Pay attention to what is put in block #40 (or CPO #41)
future assignments.  Pay attention to what is put in block #40 (or CPO #41)
Strong meaningful bullets - They should say what the person did, how he or
Strong meaningful bullets - They should say what the person did, how he or
she did it and the 
she did it and the 
benefit to the Command and Navy
benefit to the Command and Navy
. “Cause and
. “Cause and
effect”.
effect”.
Good peer ranking. The candidate should break out from peers both ashore
Good peer ranking. The candidate should break out from peers both ashore
and at sea (stronger consideration is given to larger groups.) Commanding
and at sea (stronger consideration is given to larger groups.) Commanding
Officers should do all they can to keep their candidates in large peer groups,
Officers should do all they can to keep their candidates in large peer groups,
breaking up peer groups to get more number ones hurts the candidates in
breaking up peer groups to get more number ones hurts the candidates in
the long run. (MP of 18 is stronger than EP of 2 in the eyes of most panels.)
the long run. (MP of 18 is stronger than EP of 2 in the eyes of most panels.)
ONLY ONE person can be the DAPA/CFL/CFS.  All others are Assistant……
ONLY ONE person can be the DAPA/CFL/CFS.  All others are Assistant……
 
 
PEER RANKING
PEER RANKING
 
KISS (transfer/frocking) evaluations with 1/1 ranking didn’t
KISS (transfer/frocking) evaluations with 1/1 ranking didn’t
carry much weight unless they were 1/1 MP or 1/1 P, which
carry much weight unless they were 1/1 MP or 1/1 P, which
didn’t look favorable without an explanation
didn’t look favorable without an explanation
Receiving a “P” on your first reporting or promotion evaluations
Receiving a “P” on your first reporting or promotion evaluations
is not considered a bad thing as long as it isn’t a 1/1 MP or P.
is not considered a bad thing as long as it isn’t a 1/1 MP or P.
Use plain language and tell the board why you are on back to
Use plain language and tell the board why you are on back to
back Staff duty, did not get sea duty order, left command early
back Staff duty, did not get sea duty order, left command early
for next orders etc….
for next orders etc….
 
Sustained Superior
Performance
 
BILLET
BILLET
Responsibility is key. Candidates should seek out positions of
Responsibility is key. Candidates should seek out positions of
greater responsibility.
greater responsibility.
- LPO/CPO at Sea/Department/Division
- LPO/CPO at Sea/Department/Division
- Lead Instructor
- Lead Instructor
- RINC/RDC
- RINC/RDC
- Watch Commander
- Watch Commander
- Mission Commander
- Mission Commander
How many people are you leading? What kind of funding are
How many people are you leading? What kind of funding are
you responsible for? What Navy equipment comes under you
you responsible for? What Navy equipment comes under you
Bottom line, what are you responsible for and how well
Bottom line, what are you responsible for and how well
did you lead it?
did you lead it?
 
Sustained Superior Performance
 
 
LEADERSHIP
LEADERSHIP
 
 
Evaluation bullets will make or break you in this area.
Evaluation bullets will make or break you in this area.
 
What have you done with your leadership?
What have you done with your leadership?
Major milestones (IA, deployments)
Major milestones (IA, deployments)
Major inspections (CAP)
Major inspections (CAP)
Teamwork
Teamwork
Training
Training
Again, how 
Again, how 
many
many
 people are you leading.  Very important!!!
 people are you leading.  Very important!!!
How are you leading your people? Don’t have to be the LPO
How are you leading your people? Don’t have to be the LPO
or the LCPO to lead.  Just do it.
or the LCPO to lead.  Just do it.
 
Sustained Superior
Performance
 
Career History
 
 
EXPERIENCE
EXPERIENCE
Are you well rounded in your rating?
Are you well rounded in your rating?
The board looks for someone who has
The board looks for someone who has
taken the tough, in and out of rate
taken the tough, in and out of rate
assignments. Spell it out in the eval!
assignments. Spell it out in the eval!
Don’t take on the same jobs over and
Don’t take on the same jobs over and
over again.  Expand your horizon,  i.e.,
over again.  Expand your horizon,  i.e.,
move around and up
move around and up
.
.
 
 
QUALIFICATIONS
QUALIFICATIONS
 
Each rate has specific qualifications needed to
Each rate has specific qualifications needed to
advance, however, there are many qualifications that
advance, however, there are many qualifications that
can give you a 
can give you a 
step up.
step up.
 
CDO
CDO
Watch Commander (MA)
Watch Commander (MA)
RINC
RINC
Area Supervisor (Recruiting)
Area Supervisor (Recruiting)
Mission Commander
Mission Commander
 
Career History
 
 
QUALIFICATIONS (continued)
QUALIFICATIONS (continued)
 
Career History
 
All Warfare designators
MTS
DCCT/ECCT
PJ/DV
OOD/JOOD UNDERWAY
Battle Watch
 
 
 
ASSIGNMENTS
ASSIGNMENTS
 
The Board considers special assignments per precept.
The Board considers special assignments per precept.
Again the key is sustained superior performance in
Again the key is sustained superior performance in
groups! (preferably large groups)
groups! (preferably large groups)
 
Career History
 
Recruiting
Company Commander
Instructor Duty
Pre-commissioning
Special Warfare
 
 
 
AWARDS
AWARDS
 
Flag letters and higher are
Flag letters and higher are
reviewed
reviewed
   
   
FLOA/FLOC
FLOA/FLOC
NAM
NAM
NCM
NCM
ABOVE
ABOVE
 
 
 
Career History
 
Personal Professional
Development
 
 
 
ACTION OUTSIDE
ACTION OUTSIDE
 
PROFESSIONAL AREA
PROFESSIONAL AREA
 
 
If you are not developing
If you are not developing
yourself in various areas,
yourself in various areas,
then how are you viewed
then how are you viewed
developing others?
developing others?
 
 
Major Collateral Duties: DCCT,
Major Collateral Duties: DCCT,
DAPA, CFS, PRT, EOP, SAVI,
DAPA, CFS, PRT, EOP, SAVI,
DC PARTY, etc…
DC PARTY, etc…
Community Support:  school
Community Support:  school
volunteer, scouts, habitat for
volunteer, scouts, habitat for
humanity, ect.
humanity, ect.
Job performance is still the
Job performance is still the
number one consideration,
number one consideration,
don’t spread yourself so thin
don’t spread yourself so thin
you can’t possibly be doing
you can’t possibly be doing
your job!
your job!
 
 
  
  
“NOTHING” CAN EVER BE A SUBSTITUTE FOR SUSTAINED
“NOTHING” CAN EVER BE A SUBSTITUTE FOR SUSTAINED
SUPERIOR PERFORMANCE AND BREAKING OUT FROM YOUR
SUPERIOR PERFORMANCE AND BREAKING OUT FROM YOUR
PEERS (in more than just numerical rankings)
PEERS (in more than just numerical rankings)
Keep in mind that your record is reviewed primarily by MCPO’s.
Keep in mind that your record is reviewed primarily by MCPO’s.
They get it, been there, done that. Ensure write-ups say what
They get it, been there, done that. Ensure write-ups say what
you did in precise facts.  Flowery write-ups and big words are
you did in precise facts.  Flowery write-ups and big words are
not impressive, they are distracters.
not impressive, they are distracters.
If you feel someone isn’t pulling their weight and don’t want
If you feel someone isn’t pulling their weight and don’t want
them promoted.  Then say so! Board members go by what the
them promoted.  Then say so! Board members go by what the
record says.  They don’t grade by personal knowledge.  The
record says.  They don’t grade by personal knowledge.  The
Sailor the grade is the Sailor you documented, and HOW you
Sailor the grade is the Sailor you documented, and HOW you
documented it.
documented it.
 
Personal Professional
 Development
 
 
PRIMARY CONCERNS
PRIMARY CONCERNS
 
LEADERSHIP (in command and rate/position per block #29)  If it is in
LEADERSHIP (in command and rate/position per block #29)  If it is in
block #29, better discuss the cause and effect accomplishment on the
block #29, better discuss the cause and effect accomplishment on the
back write up.
back write up.
TOUGH ASSIGNMENTS.  Look for it, don’t wait for it.
TOUGH ASSIGNMENTS.  Look for it, don’t wait for it.
INCREASED RESPONSIBILITY
INCREASED RESPONSIBILITY
SAILORIZATION (if your Sailors succeed, you succeed).
SAILORIZATION (if your Sailors succeed, you succeed).
COMMAND/COMMUNITY INVOLVEMENT
COMMAND/COMMUNITY INVOLVEMENT
    (if not able due to mission, then say so, and back it up, but choose
    (if not able due to mission, then say so, and back it up, but choose
wording wisely. Hard to say why, for a whole report period, this could
wording wisely. Hard to say why, for a whole report period, this could
not be done)
not be done)
 
 
Personal Professional
Development
 
Common Observations
 
If a stellar Sailor and not an EP due to quota
If a stellar Sailor and not an EP due to quota
limitation, explain in write up. P/MP gets selected
limitation, explain in write up. P/MP gets selected
too.
too.
Block #29 needs to be addressed in back write up
Block #29 needs to be addressed in back write up
Keep it simple. Approved navy acronyms ok, not
Keep it simple. Approved navy acronyms ok, not
your secret squirrel rate specific one.
your secret squirrel rate specific one.
Combine thoughts were you can
Combine thoughts were you can
Each eval should springboard off the last
Each eval should springboard off the last
Don’t repeat adjectives each eval.  Says the
Don’t repeat adjectives each eval.  Says the
Reporting Senior can’t think of anything better to
Reporting Senior can’t think of anything better to
say about you or your report period accelerated
say about you or your report period accelerated
performance.
performance.
No need to use gender (he/she) or name.  Boards
No need to use gender (he/she) or name.  Boards
don’ t look at gender, and, they know who the
don’ t look at gender, and, they know who the
candidate is, they were assigned a package and it
candidate is, they were assigned a package and it
has the name all over it.  Save the valuable space.
has the name all over it.  Save the valuable space.
 
 
Common Observations
 
Use impact statement and use them early in the
Use impact statement and use them early in the
write-up. Get the boards attention early.
write-up. Get the boards attention early.
Having white spaces in an evaluation is 
Having white spaces in an evaluation is 
not a bad
not a bad
thing.
thing.
  Its not quantity of the eval but the quality
  Its not quantity of the eval but the quality
of the eval.  Impact statement with meaningful
of the eval.  Impact statement with meaningful
bullets count most in the assessment.
bullets count most in the assessment.
Comment heavily on leadership qualities.  Include
Comment heavily on leadership qualities.  Include
the number of personnel supervised and if the
the number of personnel supervised and if the
individual is filling a higher ranking billet.
individual is filling a higher ranking billet.
If a person can’t have a good sea/shore rotation,
If a person can’t have a good sea/shore rotation,
need to explain why the individual is heavy on
need to explain why the individual is heavy on
shore duty. And do this up front.
shore duty. And do this up front.
Be very clear on your top performers and break
Be very clear on your top performers and break
them out everyway you can.
them out everyway you can.
 
Silver Bullets
 
Perform at the next level and make sure it is
Perform at the next level and make sure it is
documented in your evaluations.  Selections have
documented in your evaluations.  Selections have
been shown based on the potential seen in the
been shown based on the potential seen in the
evaluations, not on how many collaterals you have or
evaluations, not on how many collaterals you have or
how funny you are, but a balance of engagement
how funny you are, but a balance of engagement
and potential.
and potential.
 
Make sure the evaluations are written 
Make sure the evaluations are written 
to the board
to the board
not to the member
not to the member
.  And, in past tense.  Include the
.  And, in past tense.  Include the
things that show the potential to succeed at the next
things that show the potential to succeed at the next
level.  Recommendations for CPO etc in the write up
level.  Recommendations for CPO etc in the write up
are critical
are critical
 
Final Notes
 
 
REPORTING SENIORS could consider:
REPORTING SENIORS could consider:
 
 
1 - Explain in text any change in an evaluation or size
1 - Explain in text any change in an evaluation or size
 
     of peer group.
     of peer group.
 
2 - List detachments or deployments
2 - List detachments or deployments
 
3 - Discuss status of collateral duties
3 - Discuss status of collateral duties
 
4 - List numbers of personnel supervised
4 - List numbers of personnel supervised
 
5 - Grade fairly, over inflation is seen as negative.
5 - Grade fairly, over inflation is seen as negative.
 
6-  RANK Sailors!! This is authorized and desired!!
6-  RANK Sailors!! This is authorized and desired!!
 
6-  Speak the truth, write for MCPO’s to read. Truth
6-  Speak the truth, write for MCPO’s to read. Truth
 
     in advertisement.
     in advertisement.
 
Most Important Take-Aways
1. If you didn’t do it, can’t document it.  If you did
it, show cause and effect.
2.  Eval is for the board to inform on performance
and potential during a report period.
3.  Eval delivery is not the time to tell a Sailor they
could have done better.  Should be pulsed at mid-
term, CDB’s and often.
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Unveiling the truth behind enlisted evaluation writing process, this guide delves into the mandatory requirements, promotion recommendation points, trait grades, and evaluation comments. From submission guidelines to performance assessment criteria, learn how to compile a thorough evaluation that accurately reflects an individual's service record and potential for advancement.


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  1. ENLISTED EVALUATION WRITING THE TRUTH, THE WHOLE TRUTH, AND NOTHING BUT THE TRUTH

  2. PERIODIC REPORT ENDING DATES E6 15 November E5 15 March E4 15 June E1-E3 15 July (See Enclosure (1) page 11 for a complete chart for all paygrades)

  3. BUPERINST 1610.10C It is mandatory for all evals to be submitted to PERS-32 for the members official master file. Mail to: COMMANDER NAVY PERSONNEL COMMAND PERS 32 5720 INTEGRITY DRIVE MILLINGTON TN 38055-3200 Sub-categorization of block 21 mandatory of anyone with an approved resignation or retirement/transfer to fleet reserve. Restrictions on the comments section. NAVPERS may receive non-adverse reports when the reporting senior certifies in the signature block certified, copy provided . Command shall not send copy if signed later. Vice (unsigned advance copies) Closeout (promotion/frocking) for E1-E5 are not required except when the date gap would go over 15 months. See Chapter 3 page 5 paragraphs a and b for further explanation. Comment required in block 43 on retention efforts on members in leadership positions (block 29 title ) Reporting senior is required to add summary group average on all evals. Individuals prohibited from writing their own report. Allowed to submit an input. E6 authorized to be designated as the rater or senior rater on E4 and below evals.

  4. PROMOTION RECOMMENDATION POINTS Early Promote = 4.0 Must Promote = 3.8 Promotable = 3.6 Progressing = 3.4; Not ready to be recommended for promotion Significant Problems = 2.0; withdraws advancement recommendation See Chapter 1 pages 18 and 19 for further explanation

  5. TRAIT GRADES 5.0 - Superstar Performance Could promote 2 paygrades and still standout. 4.0 - Advanced Performance Far more than promotion Ready in this trait now. 3.0 Dependable Fully qualified Journeyman Performance . Can handle next higher paygrade. 2.0 - Promising Performance Needs Development. EP/MP doesn t mean Sailor will be selected for advancement or special program. Make the eval sell the performance!!!!!!

  6. EVAL COMMENTS BLOCK 43 The evaluation is from the reporting senior to the selection boards/detailers. not to the member

  7. ONLY IF YOU CAN PROVE IT It is imperative to document throughout the report period. Put notes and copies in a folder throughout the report period. Anyone should be able to grab your brag sheet, last eval, mid term, and all other supporting documentation and write your eval without ever meeting you, the selection board doesn t meet you either If you didn t do it, it can t be in your eval

  8. PREPARE FOR YOUR EVAL AHEAD OF TIME - Keep notes of accomplishments - List jobs assigned - Collateral assignments - Volunteer work - Boards/working groups - Get copy of mid-term counseling

  9. WRITING THE EVAL Write a rough draft. Remember there are only 18 lines to get the message across. 16 for CPO/SCPO/MCPO Be concise (use bullet style) Use daily language (being flowery loses the message) Let your performance speak for itself. Be specific, use numbers when available. (Had a 90 percent retention rate) Clarity. Write so it is understandable now and in the future. Don t overdue acronyms to save space.

  10. WRITING THE EVAL CONT D Items to consider including: Responsibilities Customers served Growth and development of junior Sailors Specific accomplishments for command/Navy and results Personnel supervised Retention efforts and results (required if block 29 has leadership) Qualifications achieved during reporting period College and job related educational courses complete and diplomas Personal awards received both Military and Civilian Civic activities - - - - - - - - - -

  11. WRITING THE EVAL Have a lead in statement Ranked number 1 of xx highly competitive FCPOs. #2 MP. Ranked among the best I have served with in xx years, would be EP if not restricted by numbers. Clearly my # 1 of xx outstanding FCPOs on board across 3 UIC s. My #6 of xx trusted CPO onboard, #1 OSC in command. Already performing at the level of a seasoned SCPO. My #33 of 105 competitive FCPOs on board. Already performing as a CPO, sought out as such in a reduced staff. A must select! Don t underestimate this independent duty. It is critical to AOR mission and vital to Echelon II command movement A Sailor can only be the best of something the reporting senior owns, or it was commented on in writing by the owner . IE: only CNO can say best Sailor in the Navy but reporting senior can say best MMC I have worked with in 25 years ISIC can say best DC program on my waterfront

  12. WRITING THE EVAL CONTD USE BULLETS TO SHOW PERFORMANCE. - Leadership vital to 15 critical underway replenishments, 200 wet well amphibious operations, small boat operations, and exterior material preservation. - Rapidly engaged. Founding member of Socrates Mentorship program; cornerstone of my ESWS program. Initiated FCPO recognition and mentoring program for at-risk Sailors led to 42% reductions in ARI/NJP and 75% accelerated qualifications and educational disciplines. - Respected Technical Control Manager. Direct oversight crucial to division earning a 98.2% on Comprehensive Communications Assessment and being awarded a fourth consecutive Green "E". - N6 LPO. Superior leadership/administrative experience vital to the execution of 15 Joint Exercises. Consolidated programs in easy read format for 15 novice personnel. - Initiated a division PT program, ensured all personnel were within body fat standards. A key player in the Command's EAWS/ESWS Training Program. A highly valued member of the Damage Control Training Team, dedicated 36 hours additional time training and qualifying personnel in 3M and DC.

  13. WRITING YOUR EVAL CONTD - FCPOA engagement. Instrumental in the creation of a successful mentoring program that provided motivation and direction for young Sailors in achieving career and life goals. - Respected Dept Career Counselor. Advised and tracked the professional development for 132 personnel. Directly contributed to the command s 30% increase and earned the Golden Anchor Award. Acts on my CCC s behalf during the leave and TAD period for crew of 500. Specifically requested by Echelon Commander to transfer to second Staff duty due to trust and critical organization knowledge. Don t discount because not sea duty. This Leaders mission role is significantly preparing sea duty missions for success. Member transferred prior to competitive cycle in order to meet ship movement prior to deployment cycle. Would be EP, in my top 5% if remained on board. Look forward to their success at next command

  14. WRITING THE EVAL CONTD CLOSING STATEMENT Clearly a result orientated Career Counselor. Develops the best in Sailors. Strongly recommended for the LDO/CWO program and a Must Select for Chief Petty Officer. Ready now for Chief Petty Officer. Select to the most challenging assignment. Respected professional and sought after leader. Groom for more senior roles. Sought out regularly by personnel throughout the Command for leadership, guidance, and counseling. I most strongly recommend for selection to Chief Petty Officer. Most strongly recommended for immediate advancement to Chief Petty Officer. Strongly recommended for promotion to Chief Petty Officer and selection to commissioning programs! An outstanding professional I personally choose to lead or bridge together complex teams.

  15. WRITING THE EVAL ALL YEAR Write sample evals all year long for yourself, practice practice practice. If transferring close to (before) the normal periodic date, explain why. It may look like the Sailor is avoiding a competitive eval. Explain rankings across UIC s, across branches etc. IE: My best NCO across 3 branches in 12 UIC s If stationed in a joint command, send a draft to the nearest Navy Chief or CMC for a pre-look, and put them in contact with your intended Rater/Senior Rater to dialog. If in a role where frequently TAD, make sure this is in block 29 and discussed in the back write up.

  16. SPECIAL NOTE FOR SEP/NOV EVALS For FCPO s receiving a November eval: When you make board and then prepare a package to send, include the items you have accomplished between 16 November and the May package deadline. Sometimes the only way to convey this is with designation letter or the like from your command, Navy school completion letters etc. For SCPO/CPO s with evals in September, same for your SCPO/MCPO look. ALWAYS take the opportunity to have someone who has sat on a board before, look at your package and letter for a once over before sending. Boards don t need items already in your record so a second, seasoned look at what you are sending can help.

  17. WHAT MAKES AN ADVERSE EVAL Grade of 2.0 in Equal Opportunity is adverse. Any comment suggesting persistent weaknesses' Continuing incapacity or unsuitability for a specific assignment or promotion (See page I-2 paragraph 2 for further explanation)

  18. Record Screening/Review Breadth of Experience Sea Duty / Arduous Duty/IA/Overseas Qualifications (SW/SS/AW/DV/ FMF/EXW/IDW) Assignments

  19. Record Screening/Review EDUCATION Military in Rate Military out of Rate Civilian Navy COOL or US MAP!!! ACTION OUTSIDE PROFESSIONAL AREA Collateral duties (Region, Cmd, Dept., Div.) Community service (Habitat for Humanity, USO etc) Leading any one of the navy s five Flagship Community Programs

  20. Sustained Superior Performance RECOMMENDATION Strong Commanding Officer s recommendation for advancement and for future assignments. Pay attention to what is put in block #40 (or CPO #41) Strong meaningful bullets - They should say what the person did, how he or she did it and the benefit to the Command and Navy. Cause and effect . Good peer ranking. The candidate should break out from peers both ashore and at sea (stronger consideration is given to larger groups.) Commanding Officers should do all they can to keep their candidates in large peer groups, breaking up peer groups to get more number ones hurts the candidates in the long run. (MP of 18 is stronger than EP of 2 in the eyes of most panels.) ONLY ONE person can be the DAPA/CFL/CFS. All others are Assistant

  21. Sustained Superior Performance PEER RANKING KISS (transfer/frocking) evaluations with 1/1 ranking didn t carry much weight unless they were 1/1 MP or 1/1 P, which didn t look favorable without an explanation Receiving a P on your first reporting or promotion evaluations is not considered a bad thing as long as it isn t a 1/1 MP or P. Use plain language and tell the board why you are on back to back Staff duty, did not get sea duty order, left command early for next orders etc .

  22. Sustained Superior Performance BILLET Responsibility is key. Candidates should seek out positions of greater responsibility. - LPO/CPO at Sea/Department/Division - Lead Instructor - RINC/RDC - Watch Commander - Mission Commander How many people are you leading? What kind of funding are you responsible for? What Navy equipment comes under you Bottom line, what are you responsible for and how well did you lead it?

  23. Sustained Superior Performance LEADERSHIP Evaluation bullets will make or break you in this area. What have you done with your leadership? Major milestones (IA, deployments) Major inspections (CAP) Teamwork Training Again, how many people are you leading. Very important!!! How are you leading your people? Don t have to be the LPO or the LCPO to lead. Just do it.

  24. Career History EXPERIENCE Are you well rounded in your rating? The board looks for someone who has taken the tough, in and out of rate assignments. Spell it out in the eval! Don t take on the same jobs over and over again. Expand your horizon, i.e., move around and up.

  25. Career History QUALIFICATIONS Each rate has specific qualifications needed to advance, however, there are many qualifications that can give you a step up. CDO Watch Commander (MA) RINC Area Supervisor (Recruiting) Mission Commander

  26. Career History QUALIFICATIONS (continued) All Warfare designators MTS DCCT/ECCT PJ/DV OOD/JOOD UNDERWAY Battle Watch

  27. Career History ASSIGNMENTS The Board considers special assignments per precept. Again the key is sustained superior performance in groups! (preferably large groups) Recruiting Company Commander Instructor Duty Pre-commissioning Special Warfare

  28. Career History AWARDS Flag letters and higher are reviewed FLOA/FLOC NAM NCM ABOVE

  29. Personal Professional Development ACTION OUTSIDE PROFESSIONAL AREA Major Collateral Duties: DCCT, DAPA, CFS, PRT, EOP, SAVI, DC PARTY, etc Community Support: school volunteer, scouts, habitat for humanity, ect. Job performance is still the number one consideration, don t spread yourself so thin you can t possibly be doing your job! If you are not developing yourself in various areas, then how are you viewed developing others?

  30. Personal Professional Development NOTHING CAN EVER BE A SUBSTITUTE FOR SUSTAINED SUPERIOR PERFORMANCE AND BREAKING OUT FROM YOUR PEERS (in more than just numerical rankings) Keep in mind that your record is reviewed primarily by MCPO s. They get it, been there, done that. Ensure write-ups say what you did in precise facts. Flowery write-ups and big words are not impressive, they are distracters. If you feel someone isn t pulling their weight and don t want them promoted. Then say so! Board members go by what the record says. They don t grade by personal knowledge. The Sailor the grade is the Sailor you documented, and HOW you documented it.

  31. Personal Professional Development PRIMARY CONCERNS LEADERSHIP (in command and rate/position per block #29) If it is in block #29, better discuss the cause and effect accomplishment on the back write up. TOUGH ASSIGNMENTS. Look for it, don t wait for it. INCREASED RESPONSIBILITY SAILORIZATION (if your Sailors succeed, you succeed). COMMAND/COMMUNITY INVOLVEMENT (if not able due to mission, then say so, and back it up, but choose wording wisely. Hard to say why, for a whole report period, this could not be done)

  32. Common Observations If a stellar Sailor and not an EP due to quota limitation, explain in write up. P/MP gets selected too. Block #29 needs to be addressed in back write up Keep it simple. Approved navy acronyms ok, not your secret squirrel rate specific one. Combine thoughts were you can Each eval should springboard off the last Don t repeat adjectives each eval. Says the Reporting Senior can t think of anything better to say about you or your report period accelerated performance. No need to use gender (he/she) or name. Boards don t look at gender, and, they know who the candidate is, they were assigned a package and it has the name all over it. Save the valuable space.

  33. Common Observations Use impact statement and use them early in the write-up. Get the boards attention early. Having white spaces in an evaluation is not a bad thing. Its not quantity of the eval but the quality of the eval. Impact statement with meaningful bullets count most in the assessment. Comment heavily on leadership qualities. Include the number of personnel supervised and if the individual is filling a higher ranking billet. If a person can t have a good sea/shore rotation, need to explain why the individual is heavy on shore duty. And do this up front. Be very clear on your top performers and break them out everyway you can.

  34. Silver Bullets Perform at the next level and make sure it is documented in your evaluations. Selections have been shown based on the potential seen in the evaluations, not on how many collaterals you have or how funny you are, but a balance of engagement and potential. Make sure the evaluations are written to the board not to the member. And, in past tense. Include the things that show the potential to succeed at the next level. Recommendations for CPO etc in the write up are critical

  35. Final Notes REPORTING SENIORS could consider: 1 - Explain in text any change in an evaluation or size of peer group. 2 - List detachments or deployments 3 - Discuss status of collateral duties 4 - List numbers of personnel supervised 5 - Grade fairly, over inflation is seen as negative. 6- RANK Sailors!! This is authorized and desired!! 6- Speak the truth, write for MCPO s to read. Truth in advertisement.

  36. Most Important Take-Aways 1. If you didn t do it, can t document it. If you did it, show cause and effect. 2. Eval is for the board to inform on performance and potential during a report period. 3. Eval delivery is not the time to tell a Sailor they could have done better. Should be pulsed at mid- term, CDB s and often.

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