This document provides guidance on writing evaluations for Navy Career Counselors (NCCs/NC1s) being considered for selection to Chief Petty Officer. It discusses areas the selection board considers important like command impact, leadership, collateral duties, and professional development. It offers examples of strong wording to use in the opening statement, when discussing leadership accomplishments, sailor development, and closing remarks. The document also reviews the Navy Counselor Labor Distribution Report and selection precepts to understand expectations for the rating. Overall, it aims to help NCCs craft evaluations that best highlight their qualifications and merit selection to Chief.

1. Writing your CCC/NC1 Eval
NCCS(EXW/SW/AW) Wallace, Thomas

2. Areas to be discussed
• FY20 Navy Counselors selected for Chief
• Areas considered for the Selection Board
• FY 20 CPO Precerts and Convening Order (this speaks to the best/fully qualified selection
standard)
• Navy Counselor LaDR
• Opening Statement/Bullets for Eval
• Using number’s correctly
• Command Impact
• Leadership
• Sailorization
• Collateral Duties
• Closing Bullets
• My recommendations of what should not be written in an CCC/NC1 Eval
• Which statement would you want in your Eval and why?
• Formula in writing Evals

3. “NCC” FY 20 Chief’s Selects
• 23 Selected on Type 2, 4, or 6
• 9 Selected currently serving on USS platforms
• 15 Selected on Type 1 Shore Duty
• Current Activities:
SUWDIV 21 CG 60 NORMANDY CG 70 LAKE ERIE DEVGRU
VAQ 140 VAQRON LHA 6 AMERICA VFA 102 LPD 20 GREEN BAY
NAVSTA NEWPORT COMSUBRON 15 NAVSUPFAC THURMT ATG SAN DIEGO
CFA SA SASEBO CG 55 LEYTE GULF VAQ 138 VFA 195
WS YORKTOWN NIOC GEORGIA DDG 92 MOMSEN CNSL CSD
COMLCSRON 2 VP 1 PATRON DDG 62 PCD SDGO NPASE NORVA
HSM 51 V-22 FIT CFAS DET AIMD NAS OCEANA
VFA 83 DDG 72 MAHAN HSC 9 VFA 122
DDG 113 JOHN FINN LHD 4 BOXER HSM 71 SUBASE KINGS BAY
VFA 25 VX 9

4. Areas considered by the Selection Board
• Command Impact (Cause and effect)
• Leadership (Cause and effect)
• Major Collateral Duties (Cause and effect)
• CPO 365/Sailor 360/FCPOA Lead Positions (Cause and effect)
• College/Education/ Professional Military Education (PME)
• Community Service/MOVSM
• Qualifications (Advanced)
• Awards
• USMAP/Certifications (Shows you are an SME)

5. FY 20 CPO Precerts
• Leadership of Diverse Organizations:
• Spectrum of experience, background, perspective, innovative talent, and a depth
and breadth of vision.
• Area Tours:
• Consecutive tours in a particular geographic location, should not be viewed
negatively, provided the candidate has progressed in billet complexity, professional
development, and leadership responsibility.
• Decline in performance:
• Is a drop of two or more evaluation trait grades by the same reporting senior on
subsequent reports within the same paygrade or promotion status.
• A drop in promotion recommendation by the same reporting senior on subsequent
reports within the same paygrade or promotion status.

6. Convening Order… Best/Fully Qualified
Selection Standard
• Scope/Impact of Leadership:
• Job Assignment. Demonstrated skill in enhancing teamwork and individual performance (warfighting
readiness/effectiveness/accomplishments) improving qualifications, advancements, retention/attrition.
• Competency in Sailor development and impact.
• Institutional/Technical Expertise:
• Trained principles of leadership, professionalism, technical proficiency and heritage.
• Management skill towards achieving warfighting readiness.
• Special Qualifications:
• Above rank and in/out of rating, which have an impact on mission on effectiveness.
• Collateral Duties:
• Major collateral duties as evidenced by the documented impact on mission readiness readiness/effectiveness, retention/attrition,
and morale.
• History of Assignments:
• Consideration should be made that candidates are not always in control of their duty assignments or score of responsibilities.
• Education/Professional Development:
• Military education/advanced civilian education. Future leaders hone and develop leadership skills to successfully function as
future Dept LCPOs.

7. Navy Counselor LaDR
• Each rates LaDR is briefed before each Selection Board.
• NC LaDR clearly states:
• Considerations for advancement from E6 to E7:
• Prior to selection for E7, candidate should successfully complete a Command
Career Counselor tour or at least a minimum of 24 months. Operational tour
is optimal (Ship/Squadron/NECC/NSW).
• Successful completion is defined by the member earning competitive
performance marks on their evaluation and completion of their paygrade
level Professional Military Education (PME).

8. Navy Counselor LaDR cont.
• NC rating is primarily a surface rating, NC’s are assigned to all war fighting
domains within the Navy. Consideration for advancement should be based on
their contribution and performance to the war-fighting domain and the
command mission in which they are assigned.
• a. Warfare designators earned while assigned to war-fighting domains should be given
equal consideration as earning a warfare designation in primary source rating.
• b. Primary watch standing qualifications vary in each of the war-fighting domains NC’s
are expected to obtain the prerequisite watch qualification for the command in which
they are assigned. These watch standing qualifications should be given equal
consideration.
• c. Diverse assignments during an NC’s career are essential in developing Fleet and
Force Career Counselors.
• d. Consideration should be given when requirements are met for the Retention
Excellent Award (REA) and when scoring a 90% or greater on the Command
Information Program Review (CIPR). These are major contributing factors to command
mission and within the NC job scope for all paygrades.

9. Navy Counselor LaDR cont.
• Take a good, hard look at the type of Collateral Duties you are
assigned. Review your command collateral duties instruction and talk
with your COC and / or appear before your CDB. Take the tough
command duties that provide the most involvement in the command
as a whole and that have direct sailor support.
• Review your current level of education to see how far along you are in
earning a college degree and pursue non-resident Navy courses to
expand your level of knowledge. Complete the Navy e-Learning
courses on MNP that are recommended in this document.

10. Opening Statement/Bullets for Eval
• This should be the attention grabber and should set the tone for your Eval.
• THE BEST NC1 I HAVE EVER MET, OR EVEN HEARD OF, IN MY 26 YEARS OF
SERVICE!
• MY CLEAR NUMBER 1 FIRST CLASS IN MY COMMAND, CONTINUES TO
PERFORM AT A CHIEF PETTY OFFICER LEVEL!
• PHENOMENAL DECKPLATE LEADER, MOTIVATOR, AND COMMAND MENTOR!
SELECT NOW FOR NCC!
• *** MY CLEAR #_ OF __ FIRST CLASS PETTY OFFICERS! SELECT FOR CHIEF
NOW! ***

11. Using number’s correctly
• Try to not over state your command impact, leadership, collateral duty, etc.
with big numbers.
Example of using #’s to your advantage
• Led 20 personnel in 5 different rates as Nav/Admin Department LPO and
revamped the department training program, resulting in an advancement
increase of 38%.
• NC1 direct mentorship resulted in 1 Sailor selected as SOY, 2 as SOQ, and 1
BJOQ.
• Executed 30 damage control scenarios and 200 hours of training, resulting
in 10 Sailors qualified in advanced damage control completing ALL
deployment requirements ahead of schedule for the first time ever.

12. Command Impact
• As Command Career Counselors everything we do has an impact on a
command. The key is to articulate that in your Eval.
EXAMPLE
• As Training Officer he/she transformed my 11 Departments from
individual Departments into a cohesive team; directly resulting in my
command receiving the Retention Excellence Award and Battle E Award
for FY-19.
• Restructured my CDB program, increasing the number of CDB’s by 60%
from the previous year; leading to an 38% increase in command retention
and 7% decrease in attrition greatly exceeding CNO’s goals.

13. Leadership
• Not everyone is a Dept/Div LPO.
• You lead your CDT members. (Their success is your success)
• FCPOA leadership, CPO365, Sailor 360. (Leading peers)
• Developing Junior Officers. (Provide informal counseling on career information
and assist in them obtaining SWO qualification). Training the Wardroom and CPO
Mess on career program/policies increased leadership knowledge and
involvement.
• Mentorship (Conducting regional/local CCC training with other CCC’s)
• Example of leadership is how many you lead, results of leadership: (Number of
advancements/SOQ-Y/degree completions/warfare pins/ USMAP
completion/advance qualifications/PFA pass rate/Sailors MAP/etc.)

14. Sailorization
• As an NC pretty much everything we do is Sailorization: Sailorization is the
process of turning a person into a well-rounded member of the Navy, and there
are different approaches to doing this.
EXAMPLES
• As Command Mentorship Coordinator for 162 Sailor’s he/she resurrected the
esprit de corps in my command, resulted a 48% decrease in destructive behavior,
100% USMAP enrollment, and increased early EXW qualifications from 45% to
77%.
• Rebuilt my Command Indoc for 73 newly reporting personnel into high achievers
onboard USS Always Underway, efforts created a unified team that enhanced
Sailor awareness to the diversity in mission/warfighting effectiveness, (or)
command mission and vision.
• As CMEO, he/she successfully conducted a DEOMI survey while leading 35 CRT
and CTT members, and flawlessly executed 11 multi-cultural events.

15. Collateral Duties
• Expound on Collateral Duties.
• If written in Block 29, you better back it up with something factual on the back.
• How many Sailor’s did you qualify ESWS/EAWS/EXW/IW as a board member, and
what was it’s impact to warfighting readiness? How many people did you qualify in
DC 117 while on DCTT, and what was it’s impact to warfighting readiness? How
many people are now off of FEP since you took over as CFL, and what was it’s
impact to warfighting readiness?
Example
• As Command DAPA, he/she was instrumental in training 162 Sailors in ADAMS
Supervisors, AWARE, and Right Spirit, resulting in zero incidents for the last two
years ensuring the ship was able to remain on station for two forward deployed
operations.

16. Closing Bullets
• An important area and may also include possible future recommendations.
• HAS EARNED MY ABSOLUTE STRONEST POSSIBLE RECOMMENDATION FOR
SELECTION TO CHIEF!
• IF THE BOARD SELECT ONE NCC THIS YEAR, MAKE IT NC1 XXXXXX! HIS/HER
PERFORMANCE DEMANDS IT!
• ASSIGN NC1 TO ONLY THE MOST CHALLENGING LEADERSHIP
ASSIGNMENTS, PAVING THE WAY FOR COMMAND SENIOR CHIEF!
• HE/SHE HAS PROVEN HIS/HER READINESS FOR THE CHALLENGE AND IS
ALREADY PERFORMING AS A SEASONED CHIEF PETTY OFFICER!

17. My recommendations of what should not be
stated in your CCC/NC1 Eval
• # of reenlistments and extensions you did. (That’s your job)
• # of SRB dollars you paid. (That’s your job)
• # of retirements you coordinated. (That’s your job)
• # of Career Development Boards (CDB) you completed. (That’s your job)
• (Results of CDBs, e.g. resulted 5 RDC selections, 2 Officer applications, 3 degree
completions, 3 CPO selects, 5 SCPO/MCPO selects, 2 CMDCS selections, etc)
• # of pre-separations you conducted. (That’s your job)
• # of Career Waypoints (C-WAY) you submitted. (That’s your job)
• With that being said on (That’s your job), using this info can be used in
your Eval if you put the cause and effect it had on the command. Example
of this would be provided on slide # 18.

18. My recommendations of what should not be
stated in your NC1 Eval Con’t
• Active member of the FCPOA. (You’re a PO1 & should be in a leading position in FCPOA)
• Member of the PTA. (You show up for meetings and talk to other parents)
• (Improved community relationships, taught 5 children resulted in winning the spelling bee/NJROTC
competition, helped 3 homeless families move into safe homes, volunteered xx days/hours
feeding/clothing/teaching unemployed adults, veteran retirement home, volleyball coach, etc)
• Would make a great addition to the Chief Mess! (So would a 75-inch TV)
• Volunteered for … (Unless you can quantify the number of hours, it’s not that useful)
EXAMPLE
• Coordinated 11 different volunteer events and 230 hours for the FCPOA, which portrayed
a positive image for the Navy.

19. Which statement would you want in your Eval?
And why?
- Deckplate Leader & Career Counselor Powerhouse. Exceptional
Career Counselor program resulted in 330 CDB’s, 102 reenlistments totaling
$325,000 in SRB’s, 101 extensions, 94 TA requests, 90 pre-separation
counseling’s, 86 C-WAY applications, two rated PACT Sailors, earning a FY18
CIPR of 96% and having the highest retention numbers in DESRON 1.
OR
- Exceptional Management Skills. Expertly led 31 Dept/Div Career
Counselors, resulting in an unprecedented PERFECT SCORE in the
TYCOM/ISIC annual Command Information Program Review, directly
resulted in earning the Retention Excellence Award for the last three years!

20. Formula in writing Evals
• Callout and Breakout statements are a must!
– Hard or soft or both (if not) still be innovative in your leadership comments.
• Technical Ability/Leadership comments with QUANTITATIVE data = Leading other
FCPOs/CPOs and plus your Sailors! Short to the point, don’t get wordy!!!
• Leadership comments – Led, Directing, Coordinating in everything you are associated with = Leading
other FCPOs/CPOs and plus your Sailors.
• Sailorization statements are a MUST! Position/title, led #’s and what was the results
QUANTITATIVE!
• JPOA/FCPOA/CPOA Mess impact statements are a MUST! Need to be more then on the
role!
• CPO 365/SAILOR 360 impact statements are a MUST with QUANTITATIVE numbers!

21. Formula in writing Evals con’t
• Collateral duties: Listed in Blk 29 MUST be commented in blk 43 (E6) / blk 41 (Regional/Major
Cmd/Primary) – Position/title, led #’s and what was the results Quantitative numbers data)!
• Volunteering & Education-Off duty: AA/AS/BA/BS/MA/MS/PHD, SEJPME I II/PPME/SEA, and
SOQ/SOY/MOVSM! Chiefs: Exam Writer, Recorder for selection Boards and Board Member E7 Board!
Plus Base/Command FCPO/CPO Mess involvements committee lead/CPO Birthday committee lead and
Final Night leads. NECs that are required, Warfare Pins, holding a leadership position in organization
outside of the Navy and in the community with Quantitative numbers data!
• CO close out statement – It is a MUST and very important because it’s speaks to the board!
– ABSOLUTE MUST SELECT FOR CPO/SCPO/MCPO OR ANY COMMISSIONING PROGRAM!
– DEMONSTRATES THE LEADERSHIP OF A SEASONED CPO/SCPO. MAKE HER/HIM A CPO/SCPO NOW!
– HAS MY UTMOST CONFIDENCE AND TRUST - AN ABSOLUTE MUST SELECT FOR MCPO AND CMDCM!
 REMINDER: You are writing your evaluation to the Selection Board that will be reviewed by Master
Chiefs in our field!!! So, if you are not keeping accurate record of your achievements throughout
the year as outlined in the PRECEPT, you are ALREADY behind!!!

22. Questions
Thomas.wallace1@navy.mil