Navy Evaluation and Fitness Report Writing

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Navy Evaluation and Fitness Report Writing

  1. 1.  There are no secrets!  The Navy tells you what to do!  Bibliography  Precept Letters  Evaluations (traits provide the standards)
  2. 2.  An ongoing process throughout the evaluation period. Usually 12 months.  Work on deficiencies to improve.  Take off your blinders. See the whole Sailor.  Develop your writing style and comply with the style of the reporting senior.  Make your case for the Sailor in block 43!  Use allotted space wisely.  KEEP THE ENTIRE CHAIN OF COMMAND IN THE PROCESS!
  3. 3.  Advanced to Petty Officer Second Class.  Career Development Board.  Don’t be afraid to ask questions! This is how we learn.  Learn the evaluation process, it’s your path to success.  Five Questions:  Why did you join the Navy?  Why did you pick your rate?  What did you expect to get from the Navy?  What do you think of the Command?  Where do you want to be 5-10 years from now?
  4. 4.  BUPERSINST 1610.10C  OPNAVINST 6110.10J  SECNAVINST 5210.2 (SSIC)  SECNAVINST 5216.5 (Correspondence)  Mentors  Study Guides
  5. 5.  A Mentor! Someone who is where you want to be!  Learn your rate and how the Navy works.  Exercise your knowledge and ability.  It’s ok if you don’t know something, you can learn!  Observe CDB, mid-term counseling, etc.
  6. 6.  Demonstrate the Sailor’s technical skill and ability.  Demonstrate the Sailor’s progress as a leader and technical expert.  Utilize the mid-term counseling as the foundation for the Sailor’s evaluation.  Has the Sailor improved? If not, is there counseling to document the deficiency and improvement?
  7. 7.  Are you providing an objective evaluation of the Sailor’s ability in the traits?  Are you observing the Sailor and asking the Sailor about their job and what they do?  Are you documenting pertinent information in block 43? Good and not so good.  Does the write-up support the grades?  Do the grades support the write-up.
  8. 8.  Write the evaluation to “the Board”!  CPO selection, officer program boards, school and special duty boards.  You are telling the reader whether or not the Sailor is qualified.  Is the Sailor ready for advancement to E6?
  9. 9.  Professional Knowledge vs Institutional & Technical Expertise  Quality of Work vs Professionalism  Command Climate/EO vs Character  Military Bearing vs Character/Heritage  Job Accomplishment/Intiative vs Professionalism/Communication  Team Work vs Loyalty/Communication  Leadership vs Deckplate Leadership
  10. 10.  Observed CDBs and has developed into an excellent member of the CDT.  Demonstrated mentoring/leadership ability in the cross-training of personnel within the department.  Maintained active communication up and down the chain of command which provided increased understanding and development of personnel.
  11. 11.  Demonstrate the Sailor’s technical expertise.  Document proven leadership ability.  Identify knowledge of Navy heritage and ability to share information with subordinates.  Document accomplishments with regard to collateral duties.  Actions taken to develop Sailors into technical experts and leaders.
  12. 12.  Are you providing an objective evaluations of the Sailor’s ability in the traits?  Are you observing the Sailor in the performance of “your” job and asking the Sailor about their job and what they do?  Are you documenting pertinent information in block 43? Good and not so good.  Does the write-up support the grades?  Do the grades support the write-up.  Are you allowing this Sailor to grow as a leader?
  13. 13.  Write the evaluation to “the Board”!  CPO selection, officer program boards, school and special duty boards.  You are telling the reader whether or not the Sailor is qualified.  How many times have you ask, “How did he make Chief?”  Is the Sailor ready for advancement to E7?  Recommendations for officer programs can send an unwanted message to the CPO selection board.
  14. 14.  Professional Knowledge vs Institutional & Technical Expertise  Quality of Work vs Professionalism  Command Climate/EO vs Character  Military Bearing vs Character/Heritage  Job Accomplishment/Intiative vs Professionalism/Communication  Team Work vs Loyalty/Communication  Leadership vs Deckplate Leadership
  15. 15.  Avoid overuse of phrases and terminology.  “Already performing at the level of a Chief Petty Officer.” Is this true?  “Select NOW!” Is this Sailor really ready?  “A future Command Master Chief.” On an E6 evaluation?  “Chaired 56 CDBs which resulted in…” How about “contributed to.”?  Leadership is not limited to numbers!
  16. 16.  It takes a commitment to the Navy.  If you want “it” you have to go out there and get “it” for yourself.  Diversity of Navy experience and knowledge.  Sailor first, rating second, NEC third.  Get out of the box.  The more senior you are the more you need to know. Get started now and beat the rush.
  17. 17.  Each Sailor is responsible for his/her career.  Each leader is responsible for the development of each Sailor.  If you want more, you have to know more.  The more you know, the more qualified you become.  With each advancement comes increased responsibility. To accept that responsibility is to grow and develop as a leader, technical expert and Sailor.
  18. 18.  Each Sailor should be groomed.  Grooming is not “doing for” it is “teaching how” and letting the Sailor demonstrate their ability.  Follow the Navy’s career path.  Lose the just get it done mentality.  This is about leadership!

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