WRITING EVALs (EXAMPLES, NOT ACTUAL EVAL ENTRIES)
WRITE TO THE SELECTION BOARD (Write the EVAL like you’re writing it to Board Members. ) AND NOT TO THE MEMBER
OPENING LINE – A punch with CO’s recommendation (STRONGER THE BETTER). Examples:
“ #1 of over 23 outstanding Senior Chiefs on board this 40,500 ton amphibious warship! Absolute SUPERSTAR filling in my CMC position for the past four months.”
“ A true EP but due to BUPERINST 1610.1 ranking limitations, ranked as my #1 MP.”
BULLETS : Show WHAT, HOW and IMPACT (CAUSE & EFFECT!).
WRITING EVALs ( Cont’d ) (EXAMPLES, NOT ACTUAL EVAL ENTRIES)
CLOSING PARAGRAPH – Stronger the better and with a punch!
“ Senior Chief (name) is a leader among leaders. He has his finger on the pulse of my command and reacts to situations before they occur. He has my full and complete trust to make the right decision the first time. MY STRONGEST POSSIBLE PERSONAL RECOMMENDATION FOR MASTER CHIEF AND CMDCM. SELECT NOW!”
“ Chief (name) is an absolute leader in my command. High standards and genuine concern for Sailors makes her a 100% must select for SCPO. I would actively seek-out XYZC (name) to serve with her once again in a combat deployment. Advance IMMEDIATELY to SCPO!”
“ Chief (name) is the a notch leader and the hot runner in my CPO mess. Same trait average as my top EP, Chief (name) performance is on par with my most experienced Senior Chief. Select to Senior Chief Petty Officer at first opportunity!”
CHECK CONTINUITY OF EVALS/FITREPS - Steps to take:
(1) Login to BUPERS Online (BOL)
(2) Go to BOL Application Menu
(3) Select “Fitrep/Eval Reports
(4) Then select “Performance Evaluation Continuity” on the next screen. The next screen will show you if you have any gaps or overlaps in Evals/Fitreps periodicity. (Or you can review your PSR below for continuity.)
PERFORMANCE SUMMARY RECORD PSR . Shows rater’s career average, reporting senior’s group, cumulative average , and performance traits, etc. REVIEW THE PSR FOR ACCURACY AND IF WRONG, SUBMIT APPROPRIATE DOCUMENTS TO CORRECT! ERROR ERROR
PERFORMANCE SUMMARY RECORD (cont’d) Traits Aligned View
CLOSING PARAGRAPH – This should explain your entire package. Use this space to explain any item of concern about your record or career you think the selection board might question! Example: Why you didn’t get a warfare pin during an operational tour when you had the opportunity to get one!
AVOID SENDING resumes, pictures, movies, money, gifts, etc., to sway your chances!
Quotas . N13 establishes the maximum select quota (Active and FTS) for each Rating based on end-strength numbers in the different rates and needs of the Navy. Chief of Navy Reserve Establishes quotas for drilling Navy Reserve personnel. Release of Quotas . The board quotas can not be released until all board members have been sworn in and usually happens the second day of the board. While the quota may not be exceeded, should it be determined by a panel that there is an insufficient number of “Best Qualified” candidates in a rating, the panel may recommend leaving part of the quota unfilled. BOARD QUOTAS
Advancement across the Navy is vacancy driven . That applies not only to the E7, E8, and E9 boards but also to E4 through E6 advancements as well. Several factors are taken into consideration when establishing quotas.
Current Inventory . The current inventory is the total end-strength population of a specific rating versus the CNO requirement for that rating.
Total Projected Losses and Gains
(1) Losses reflect the personnel who will be leaving the enlisted ranks during the phasing cycle, for example, Fleet Reserve, medical discharge, LDO/ CWO program, demotion, etc.
(2) Gains reflect those who will enter a paygrade during the phasing cycle such as voluntary recall to active duty, those remaining to be advanced from the previous cycle, etc. Phasing cycles are as follows:
The objective in putting together board membership is to ensure every candidate is fairly represented from as many perspectives as possible. When considering prospective board members, Navy Personnel Command considers: Rating
Community (i.e. type aircraft, SPECWAR)
Number of Records to be Reviewed
Prior Board Experience
One Officer and 4-11 Master Chiefs per panel President (O-6) = Voting Member Ensures compliance with precept BOARD COMPOSITION Voting Members = Master Chief Petty Officers and one Officer [CDR] Recorders (E8/E7) = Provide admin support ( non-voting members )
* Your Official Military Personnel Record (OMPR) (Same record you get when you order your CD from BOL or review your record using the Web Enabled Record Review (WERR)).
* Performance Summary Record (PSR)
* Board Package submitted by YOU.
* The Board doesn’t have access to your Electronic Training Jacket (ETJ) or your Electronic Service Record (ESR)…that’s why it’s important to send in missing page 4’s/13’s to document your training/education/ awards. * The Board doesn’t access your SMART Transcript either. WHAT THE BOARD DOESN’T SEE
Disappointed Chief Waterwalker scratching his head
Very happy Senior Chief Lukewarm calling his detailer for his next set of orders
The FIVE C’s (Standing out among your peers) 1. C areer (Doing well at your job, Leading Chiefs, Mentoring Sailors, Deckplate Leadership, Sailorization , ect..) 2. C ollateral Duties (Command is Best / Departmental is Good) 3. C hief Involvement in the Mess (CPOA Position and/or CPOI Position) 4. C ommunity Service 5. C ollege / Non-Resident Courses / Vocational
Taking all of these things in to consideration, what is the candidate’s potential to serve in the next higher paygrade?
DO YOU have Potential?
The Slating Process This is the final stage of the selection process. Once the review of an entire rating is complete, the panel arranges all the candidates from top to bottom. This is called “slating”. The panel must present that slate to the board for approval. The panels justify their recommended selections to the board. Essentially, the panel must explain to the board why the last select is a better candidate than those who were competitive but not selected. The panel must answer any and all questions asked by the board about the slate to the board’s satisfaction. Once discussion is concluded, the board will vote on the slate. A majority is required to approve the slates. Rejected slates go through the whole process again.
Summary How EVALs/FITREPs are written How to submit a Board Package How the Selection Board Process Works