Presentation on theme: "FY-11 MASTER AND SENIOR CHIEF PETTY OFFICER SELECTION BOARD PROCESS"— Presentation transcript:
1 FY-11 MASTER AND SENIOR CHIEF PETTY OFFICER SELECTION BOARD PROCESS By: STGCS (SW/AW) Charles EakleyApproved 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 MEMBEROPENING 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 messageLIST at least one SCPO OR MCPO commentIMPORTANT PERFORMANCE TRAITSDECKPLATE LEADERSHIPPROFESSIONALISMSENSE 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 PreceptEval
8 BEST EDGE OVER COMPETITION Upward Eval/Fitrep trendBreakout comments in write-upsDiversity/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.)
11 DETRACTORS (EXAMPLES, NOT ACTUAL EVAL ENTRIES) Missing Evals/FitrepsDeclining Eval/FitrepOperational Tour, NO PIN and/or NO QUALIFICATIONSNJP, 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! SUBMITTINGBOARD PACKAGESSubmit 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 BOARDRef: (a) NAVADMIN ___/__Encl: (1) Package of items for reviewPer reference (a), enclosure (1) is forwarded forconsideration.P. S. SELECTMEITC(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 BOARDRef: (a) NAVADMIN ___/__Encl: (1) Package of items for reviewPer reference (a), enclosure (1) is forwarded forconsideration.Please be aware that upon review of my service record, Idiscovered two records of NJP proceedings from a differentenlisted person. These documents do not refer to me and Ihave sent correspondence to NAVPERSCOM (PERS-313) to havethem removed from my permanent service record.P. S. SELECTMEITC(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 RECORDCHECK 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 sureyou are not missing anyEvaluation dates on yourPerformance EvaluationContinuity Report.Make sure you have nomissing periodsIf you don’t care aboutyour record why shouldthe 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!ERRORERROR
20 PERFORMANCE SUMMARY RECORD (cont’d) Traits Aligned ViewThis view will give you aidea on how you break-outamong 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/FitrepsMissing Page 4’s (showing Education, Awards and Warfares.)Missing Award Citation(s)College Degree CertificateCommunity Service AwardsWarfare CertificateAny 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 ORDERHIGHLIGHTING – 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 QUOTASQuotas. 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 ActSec. 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 NAVYEarly Selectee Quota now removed. DOD Directive was revised in2005 and removed all verbiage limiting services to advancing 10% of “earlyeligible'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: RatingMinorityGenderReserve/Active ComponentsGeographic LocationCommunity (i.e. type aircraft, SPECWAR)Special QualsNumber of Records to be ReviewedPrior Board ExperienceIntent 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 preceptVoting 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 BEGINSBrief on Equal Opportunity Guidance for all Eligible'sBoard Members/Recorders are sworn inDiscussion of criteria for selectionRecords Assigned randomly to panelsRecord Review - Score RecordsDevelop Slate - Brief PresidentTank - Present Slate to Board MembersVote - Majority RequiredCompile Slates for Presentation to CNPCall out with CNPRelease 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 LeadershipSailorizationDiversityCommand InvolvementCommunity InvolvementCritical Command Collateral DutiesWarfare Qualification(s)Sustained Superior PerformanceEducationPOTENTIAL
33 WHAT’S IMPORTANT IN YOUR RECORD? PerformanceBreak Outs against PeersAt or Above Reporting Senior’s Average.Promotion RecommendationConsistent? Improving? Declining?One of One Evals/Fitreps –vs- Being ranked with aLarge Group of Peers!
34 WHAT’S IMPORTANT IN YOUR RECORD (Cont’d)?Job ScopeLeadership - Level of ResponsibilityImpact of Position on Command MissionDifficult/Arduous DutyIncreased ResponsibilitiesProfessional Maturity/ExperienceHistory of AssignmentsDiversity of DutyOut 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 anOperational 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 (www.bol.navy.mil)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 AVEPoor narrativeExpected qualsCPOA Secretary6 college creditsNo retention commentsCMEO (not quantified)Awards only as a E-6 and E-5No community serviceMultiple FFG’sStraight MP’s (Mid PAC)At SUM AVEGreat narrativeExpected qualsCPOA TreasurerAssociates100% retention in deptCCC with advancement2 awards as a ChiefMOVSMFFG, 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 Service5. College / Non-Resident Courses / Vocational
40 DO YOU havePotential?Taking all of these things in to consideration, what is the candidate’s potential to serve in the next higher paygrade?
41 The Slating ProcessThis 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