1. FY-11 MASTER AND SENIOR CHIEF PETTY OFFICER SELECTION BOARD PROCESS
By: STGCS (SW/AW) Charles Eakley
Approved by: NPC

2. * EVALs * BOARD PACKAGES * BOARD PROCESS
Today’s Topics
* EVALs
* BOARD PACKAGES
* BOARD PROCESS

3. 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 ranking limitations, ranked as my #1 MP.”
BULLETS: Show WHAT, HOW and IMPACT (CAUSE & EFFECT!).

4. 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!”

5. WRITING EVALs (Cont’d)
CAREER MILESTONE RECOMMENDATION (BLK 40 EVALs):
AVOID sending the wrong message
LIST at least one SCPO OR MCPO comment
IMPORTANT PERFORMANCE TRAITS
DECKPLATE LEADERSHIP
PROFESSIONALISM
SENSE OF HERITAGE

6. WRITING EVALs (Cont’d)
If you state that the sailor holds a collateral duty in block 29,
write-up about it in block 41.

7. WRITING EVALs (Cont’d)
When writing your eval or your Sailors evals refer to the most recent selection board precept early and often.
Board Precept
Eval

8. BEST EDGE OVER COMPETITION
Upward Eval/Fitrep trend
Breakout comments in write-ups
Diversity/Arduous background (Taking the hard jobs)
Fully and Best Qualified for next paygrade

9. QUALIFICATIONS & AWARDS
QUALIFICATIONS – EXW/SW/AW/FMF/SCW/SS, IUSS, MTS, Dive Master, Aircrew, EOOW, CICWO, FPTT, DCTT, OOD Underway, Patrol Craft Pin, etc.
(If the qualification is out there get it, its just going to make you stand out from your peers.)
PERSONAL AWARDS – Navy & Marine Corps Achievement Medal & above, Flag Letters of Commendation, etc.
(Make sure all your personal awards are in your Official Military Personnel File. Your CD-ROM from Bureau of Naval personnel.)

10. EVAL
DETRACTORS

11. DETRACTORS (EXAMPLES, NOT ACTUAL EVAL ENTRIES)
Missing Evals/Fitreps
Declining Eval/Fitrep
Operational Tour, NO PIN and/or NO QUALIFICATIONS
NJP, Misconduct or Substandard Performance (Last 5 years)
PFA Failure - Out of standards (BCA) (Last 5 years)

12. SOFT KILLS (EXAMPLES, NOT ACTUAL EVAL ENTRIES)
* No leadership
* Zero Command Collateral Duties
* No Community Involvement
* Guesswork in write-ups ( No flowery words)
* Homesteading without taking on the appropriate level of responsibilities (Get out of the comfort zone!)

13. Submit a Package to Validate the Board Process!
SUBMITTING
BOARD PACKAGES
Submit a Package to Validate the Board Process!

14. SAMPLE COVER LETTER TO THE BOARD
1430
(date)
From: ITC(SW) P. S. SELECTME, USN,
To: President, FY- E8 Selection Board (Active/Reserve)
Subj: INFORMATION FOR CONSIDERATION BY THE SELECTION BOARD
Ref: (a) NAVADMIN ___/__
Encl: (1) Package of items for review
Per reference (a), enclosure (1) is forwarded for
consideration.
P. S. SELECTME
ITC(SW) USN

15. SAMPLE COVER LETTER TO THE BOARD (WITH SHORT STATEMENTS)
     
(date)
From: ITC(SW) P. S. SELECTME, USN,
To: President, FY-__ E8 Selection Board (Active/Reserve)
Subj: INFORMATION FOR CONSIDERATION BY THE SELECTION BOARD
Ref: (a) NAVADMIN ___/__
Encl: (1) Package of items for review
Per reference (a), enclosure (1) is forwarded for
consideration.
Please be aware that upon review of my service record, I
discovered two records of NJP proceedings from a different
enlisted person. These documents do not refer to me and I
have sent correspondence to NAVPERSCOM (PERS-313) to have
them removed from my permanent service record.
P. S. SELECTME
ITC(SW) USN

16. SAMPLE COMMAND MESSAGE
ROUTINE R Z FEB 10 FM COMMAND TO COMNAVPERSCOM MILLINGTON TN//PERS81// UNCLAS//N01430// PASS TO PRESIDENT, E7/8/9 SELECTION BOARD (ACTIVE/RESERVE) MSGID/GENADMIN/COMMAND// SUBJ: AWARD NOTIFICATION ICO ITC(SW) P S SELECTME, USN, XXX-XX-3333 RMKS/1. SNM WAS AWARDED A NAVY AND MARINE CORPS COMMENDATION MEDAL FROM COMSIXTHFLT ON 1FEB10, FOR THE PERIOD 12NOV09-01JAN10. REQ AWARD BE CONSIDERED DURING E7/8/9 SELECTION PROCESS.// BT

17. REVIEW/UPDATE RECORD
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.)

18. Performance Evaluation Continuity Report
Check BOL to make sure
you are not missing any
Evaluation dates on your
Performance Evaluation
Continuity Report.
Make sure you have no
missing periods
If you don’t care about
your record why should
the Board Members care.

19. 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

20. PERFORMANCE SUMMARY RECORD (cont’d)
Traits Aligned View
This view will give you a
idea on how you break-out
among your peers.
5 year line

21. REVIEW/UPDATE RECORD (Cont’d)
PACKAGE: “SUBMIT ONE” TO VALIDATE THE BOARD PROCESS. Ensure you write your Name, Rate and full SSN on all enclosures you send to the Board if it isn’t already on the enclosure!
WHAT TO INCLUDE IN YOUR BOARD PACKAGE:
Last Eval/Fitrep PLUS any missing Evals/Fitreps
Missing Page 4’s (showing Education, Awards and Warfares.)
Missing Award Citation(s)
College Degree Certificate
Community Service Awards
Warfare Certificate
Any other document you feel the Board should see

22. GUIDELINES FOR SUBMITTING A PACKAGE
REFERENCE – Use current NAVADMIN for guidance and board package due dates.
LIMIT ENCLOSURES (Only submit what’s missing from your record.)
CHRONOLOGICAL ORDER
HIGHLIGHTING – Don’t highlight as this can cause the area to be blackened out when scanned into the system!
DUPLICATION – AVOID! However, you may send enclosures “for the ease of review” like YOUR LAST EVAL/FITREP.

23. GUIDELINES FOR SUBMITTING A PACKAGE (Cont’d)
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!

24. BOARD QUOTAS
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.

25. BOARD QUOTAS (Cont’d)
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:
- E7 September through August
-E8/9 July through June

26. BOARD QUOTAS (Cont’d) = 1.25 PERCENT OF THE NAVY
Senate and House Provisions for the FY 2008 National Defense Authorization Act
Sec. 521 – Increase Daily Average Number of Members in E-9 Pay Grade. Increase from 1% to 1.25% of total active duty enlisted personnel.
= 1.25 PERCENT OF THE NAVY
= 2.5 PERCENT OF THE NAVY
Early Selectee Quota now removed. DOD Directive was revised in
2005 and removed all verbiage limiting services to advancing 10% of “early
eligible's” as determined by the Total Active Federal Military Service (TAFMS).

27. MEMBERSHIP CONSIDERATIONS
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
Minority
Gender
Reserve/Active Components
Geographic Location
Community (i.e. type aircraft, SPECWAR)
Special Quals
Number of Records to be Reviewed
Prior Board Experience
Intent of demographics is to ensure equitable representation on the boards for every candidate from every possible angle of consideration.

28. BOARD COMPOSITION One Officer and 4-11 Master Chiefs per panel
President (O-6) = Voting Member Ensures compliance with precept
Voting Members = Master Chief Petty Officers and one Officer [CDR]
Recorders (E8/E7) = Provide admin support
(non-voting members)

29. BOARD COMPOSITION (Sample Panels)
Admin (YN, PS, LN, MC)
Airframes (AD, AM, AZ, AS, PR)
Avionics (AC, AT, AE, AW, AG, AO)
Engineering A&E/DC (IC, EM, MR, HT, DC)
Engineering Propulsion (MM, EN, GS)
Medical (HM)
SEABEE’S (BU, CE, CM, UT, EA, EO, SW)
Special Warfare/Security (EOD, ND, SB, SO, MA)
Security/Intel (CT, IS, NC, RP)
Supply (LS, CS, SH)
Surface Ops ( BM, QM, OS)
Surface Weapons (GM, ST, MN, FC, ET)
NOTE: Above is a starting point and ratings assigned to a specific panel may and will be adjusted as appropriate.

30. BOARD PROCESS BEGINS
Brief on Equal Opportunity Guidance for all Eligible's
Board Members/Recorders are sworn in
Discussion of criteria for selection
Records Assigned randomly to panels
Record Review - Score Records
Develop Slate - Brief President
Tank - Present Slate to Board Members
Vote - Majority Required
Compile Slates for Presentation to CNP
Call out with CNP
Release Results via Naval Message

31. WHAT THE BOARD DOESN’T SEE
WHAT THE BOARD SEES
* 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.
WHAT THE BOARD DOESN’T SEE
* 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.

32. WHAT THE BOARD LOOKS FOR IN YOUR RECORD
Proven Deck-plate Leadership
Sailorization
Diversity
Command Involvement
Community Involvement
Critical Command Collateral Duties
Warfare Qualification(s)
Sustained Superior Performance
Education
POTENTIAL

33. WHAT’S IMPORTANT IN YOUR RECORD?
Performance
Break Outs against Peers
At or Above Reporting Senior’s Average.
Promotion Recommendation
Consistent? Improving? Declining?
One of One Evals/Fitreps –vs- Being ranked with a
Large Group of Peers!

34. WHAT’S IMPORTANT IN YOUR RECORD
(Cont’d)?
Job Scope
Leadership - Level of Responsibility
Impact of Position on Command Mission
Difficult/Arduous Duty
Increased Responsibilities
Professional Maturity/Experience
History of Assignments
Diversity of Duty
Out of Rate Assignments

35. WHAT’S IMPORTANT IN YOUR RECORD
(Cont’d)?
Command Collateral Duties - DAPA, Urinalysis Coord, CFL,
Enlisted Warfare Program Coordinator, CMEO (CAT/CTT),
Career Development Board member etc. (Indicator of Initiative,
Leadership and Contribution to Command.)
Qualifications (EXW/SW/AW/SCW/FMF/IUSS) If you’re at an
Operational command where you can get a warfare pin and don’t, BIG NEGATIVE. Could impact several areas!

36. FAQ
“I have failed to select multiple times, I am fully qualified in all areas required by my community, I completed two IA assignments and recruiting duty. What am I missing?”
Request a CAREER DEVELOPMENT BOARD (CDB)
Look at your PSR and order your CD (
Ensure the below items are in your service record:
- Eval/Fitrep continuity
- Awards
- Education information
- Special Qualifications

37. Chief Waterwalker vs. Chief Lukewarm
Straight EP’s (#1 of 15)
Above SUM AVE
Poor narrative
Expected quals
CPOA Secretary
6 college credits
No retention comments
CMEO (not quantified)
Awards only as a E-6 and E-5
No community service
Multiple FFG’s
Straight MP’s (Mid PAC)
At SUM AVE
Great narrative
Expected quals
CPOA Treasurer
Associates
100% retention in dept
CCC with advancement
2 awards as a Chief
MOVSM
FFG, CG, OSEAS shore, DDG

38. Results in… Disappointed Chief Waterwalker scratching his head
Very happy Senior Chief Lukewarm calling his detailer for his next set of orders

39. (Standing out among your peers)
The FIVE C’s
(Standing out among your peers)
1. Career (Doing well at your job, Leading Chiefs, Mentoring Sailors, Deckplate Leadership, Sailorization , ect..)
2. Collateral Duties (Command is Best / Departmental is Good)
3. Chief Involvement in the Mess (CPOA Position and/or CPOI Position)
4. Community Service
5. College / Non-Resident Courses / Vocational

40. DO YOU have
Potential?
Taking all of these things in to consideration, what is the candidate’s potential to serve in the next higher paygrade?

41. 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.

42. Summary How EVALs/FITREPs are written How to submit a Board Package How the Selection Board Process Works