2CPO Selection Board What should I include in my package to the board? Letters to the BoardEnsure correspondence is mailed before the deadline date reflected in the NAVADMINCould take 3-4 weeks to process a package due to volumeLetters addressed to the President should include items that are missing from the service record such as awards, evals, degrees, certifications, recently attained warfare and other qualifications.
3CPO Selection Board No third party correspondence Paper documents Do not send originals, they will not be returnedDo not send duplicates of items already in service recordDo not highlight items on your documents mailedInclude your FULL SSN on each page submittedDocuments forwarded to selection boards do not update official records (adhere to the appropriate procedures to update record with missing information/documents)
4CPO Selection BoardIf another member’s information is in your record, contact PERS-3 to have it removed and include a letter explaining the issue in your submitted packageIf you are missing something from your record, NPC will not contact you requesting a replacement document(s)Packages are NOT required. If your record is complete you do not have to submit a package.
5CPO Selection Board Tools for the Board Precept Convening order to the Board PresidentProvides approved membership and quotasProvides specific guidance from the Chief of NavalPersonnel:Best and fully qualified definitionDeck plate LeadershipProven and sustained superior performanceDemanding sea duty and overseas billetsNon-traditional, combat-related, nation-buildingEducation and Professional Development
6CPO Selection Board Tools for the Board Precept Best and fully qualified definitionCompetency and SkillKnowledge of rateImpact to the commandTeaching, mentoring, upholding standardsCommunication skillsComprehension of Naval heritage and historyAnti-Terrorism and Force ProtectionLanguage, Regional Expertise and CultureExperienceNavy Special Warfare Experience
7CPO Selection Board What is the Board looking for? EVAL Source DocumentsBreak out among peersMember’s average against reporting senior’s averagePromotion RecommendationConsistent? Improving? Declining?One of one versus competitive peer groupDescription of DutiesJob scope, Leadership and level of responsibilityImpact of Position on Command MissionDifficult/Arduous Duty? Increased Responsibilities?Professional Maturity and ExperienceDiversity of DutyHistory of Assignments (normal sea/shore rotation)Out of Rate Assignments
8CPO Selection Board What is the Board looking for? EVAL Source DocumentsPerformance NarrativeComments separating candidate from peers!Performance of primary and collateral dutiesDoes documentation of performance support Marks and promotion recommendation?Qualitative and quantitative comments concerningCandidates contributions to unit mission, morale andretention
9CPO Selection Board What is the Board looking for? Warfare QualificationsIf at a command where you warfare designators can be attained, it is a requirement to qualifySpecial QualificationsNAC, MTS, ATS, EOOW or CSOWAwardsPersonal awards in current paygrade carries more weightEducation (schools, courses, NECs, degrees etc)Community Service (leadership roles)Collateral Duties (especially command level)i.e. Career Counselor, DAPA, CMEO, CAT, CTT, DCTT, CDB, (indicator of initiative, leadership and contribution to command)
10CPO Selection Board Common Strengths Leadership at sea Documented mentoringIncreasing scope of responsibilityDocumented throughout your eval or FITREPQualifications and collateral dutiesCommand impactChallenging assignments (Sea/Shore)Instructor DutyRecruiting DutyRecruit Division CommandersRating community impact (Detailer)Special Duty (DEVGRU, SPECOPS/SPECWAR, etc.)Productive Individual Augmentee (IA)FDNF
11CPO Selection Board Common strengths Performance and Recommendations Strong recommendations for promotion to CPO (call outs)Sustained superior performanceStrong breakout among peers in large groups is better than a 1 of 1 rankingRecommendations and write-ups should matchFCPOA Mess involvement*Leads Peers*Recent awards in paygrade
12CPO Selection Board Common Strengths Sailorization Positively Impacting retention and Sailors’ growthDeployment/IA clearly stated in narrativeCommunity involvementParticipation good but leadership position in a community serviceorganization is betterSustained throughout the career with service provided impactstatementsDiverse sea/shore rotation (FFG, CVN, OCUNUS SHORE, LHA)
13CPO Selection Board Common eval weaknesses Adverse matter is poorly explained or buried in write-upPromotion recommendation and write-up do not matchCreative or flowery comments which do not describe potential for advancementCollateral duties not mentioned in write-upGap in continuity dates not explained
14CPO Selection Board What is the board looking for? Taking all of these things in to consideration, what isthe candidate’s POTENTIAL to serve in the nexthigher pay grade?