Presentation on theme: "By: STGCS (SW/AW) Charles Eakley Modified: CMDCM(FMF) Tammy Heap."— Presentation transcript:
By: STGCS (SW/AW) Charles Eakley Modified: CMDCM(FMF) Tammy Heap
* EVALs * BOARD PACKAGES * BOARD PROCESS
WRITE TO THE SELECTION BOARD Opening Line: A punch with CO’s recommendation (STRONGER THE BETTER). Examples: “#1 of over 23 outstanding First Class Petty Officers on board this 40,500 ton amphibious warship! Absolute SUPERSTAR filling the Division CPO position for the past 4 months.” “A true EP, but due to BUPERSINST ranking limitations, ranked as my #1 MP.” Bullets: Show WHAT, HOW and IMPACT (CAUSE and EFFECT!) or Task Action Result (TAR). Paragraphs vs. Bullet Format: Which one of the following makes it easier to read and retain the information:
EXAMPLE 1 Master Chief is totally dedicated to the career and professional development of all Sailors. A stellar leader and the absolute best at Sailorization! Successfully managed the Sailor of the Quarter/Year, Command Advancement, and EFMFWS Programs. As Chairman for over 15 EFMFWS boards, qualified 48 Sailors. Implemented the first ever NCPACE program at 2d MAW, providing the 29 enrolled Sailors with an alternative method, that's deployment compatible, for continuing education. Boasted a 20% advancement rate for PO3 thru PO1 (30 of 147) and a 38% promotion rate for CPO (7 of 18). Led 18 CPOs from the Cherry Point area during the PCPO Training season resulting in a quality teaching and learning environment that successfully guided and provided eight newly selected PCPOs with the tools and knowledge to be successful Chief Petty Officers in today's Navy. Member FY-07 CPO selection board. Assisted in screening 19,750 records resulting in the selection of 4,744 Chief Petty Officers. As an awards board member sat 21 boards and participated in the review and approval process for 152 awards for the Marines and Sailors of 2d MAW. Master Chief's drive and devotion to the Navy/Marine Corps Team has provided a solid foundation for the success of all Sailors. Select for CMDCM now!
EXAMPLE 2 Master Chief is totally dedicated to the career and professional development of all Sailors. A stellar leader and the absolute best at Sailorization! - Successfully managed the Sailor of the Quarter/Year, Command Advancement, and EFMFWS Programs. As Chairman for over 15 EFMFWS boards, qualified 48 Sailors. - Implemented the first ever NCPACE program at 2d MAW, providing the 29 enrolled Sailors with an alternative method, that's deployment compatible, for continuing education. - Boasted a 20% advancement rate for PO3 thru PO1 (30 of 147) and a 38% promotion rate for CPO (7 of 18). - Led 18 CPOs from the Cherry Point area during the PCPO Training season resulting in a quality teaching and learning environment that successfully guided and provided eight newly selected PCPOs with the tools and knowledge to be successful Chief Petty Officers in today's Navy. - Member FY-07 CPO selection board. Assisted in screening 19,750 records resulting in the selection of 4,744 Chief Petty Officers. - As an awards board member sat 21 boards and participated in the review and approval process for 152 awards for the Marines and Sailors of 2d MAW. Master Chief's drive and devotion to the Navy/Marine Corps Team has provided a solid foundation for the success of all Sailors. Select for CMDCM now!
Closing Paragraph: The STRONGER THE BETTER “HM1 (name) is a leader among leaders. He has his finger on the pulse of the Division 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 CHIEF PETTY OFFICER SELECT NOW!” “RP1 (name) is an absolute leader in my command. High standards and genuine concern for Sailors makes her a 100% must select for CPO. I would actively seek-out RP1 (name) to serve with her once again in a combat deployment. Advance IMMEDIATELY to CPO!” “LS1 (name) is the a notch leader and the hot runner in the FCPO mess. Same trait average as my top EP, LS1 (name) performance is on par with my most experienced Chief. Select to Chief Petty Officer at first opportunity!”
AVOID sending the wrong message LIST at least one CPO comment IMPORTANT PERFORMANCE TRAITS LEADERSHIP PROFESSIONAL KNOWLEDGE PERSONAL JOB ACCOMPLISHMENT/INITIATIVE
* If a collateral duty is listed in Block 29, write about it in Block 40.
* When writing your eval or your Sailors evals, refer to the most recent selection board precept early and often. Board PreceptEval
Upward Eval/Fitrep trend Breakout comments in write-ups Diversity/Arduous background (Taking the hard jobs) Fully and Best Qualified for next paygrade
Missing Evals/Fitreps Declining Eval/Fitrep Operational Tour, NO PIN and NO QUALIFICATIONS NJP, Misconduct or Substandard Performance (Last 5 years) PFA Failure - Out of standards (BCA) (Last 5 years)
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!)
“Set the standard as a dynamic leader” (Ranked 4 of 4.) “Already performs at the level expected of a seasoned CPO.” (Ranked 6 of 6) “Completed Enghlish 101.” (Spell check, anyone?) “Personally donated platelets…saving many lives…” “Dynamic interest in self-knowledge.” “Member of command’s 3rd place softball team.” “Worked independently with two others…” “Used both his talents…” “Able to make decisive decisions.”
“My number 1 MP!” (Only MP of 3.) “My number 1 EP at this command.” (Only PO1 at command.) (Block #29) “…COLL: Urinalysis Observer, Key PO, MWR Committee member, FCPOA member.” (First two seldom had documented command impact results of what the Sailor did in this duty. The last two are memberships, not collateral duties.) (Block # 29) “PRI: Supply LPO-12. COLL: Supply Petty Officer-12, Purchase Card holder-12, Inventory Control-12, Responsible Officer (RO) for consumables materials-12, Process Improvement team member for Acquisitions-12...” (ie. all supply functions.) (Block # 29) “PRI: Admin Chief-12. COLL: Correspondence writer-12, Awards writer-12, POD-12, Muster PO-12, PLR-12, …(etc.)” (Again, all admin functions.)
“PO1 is currently performing at the level expected of my command MP CPO’s.” “Would rank in the top 5% as an EP if ranked against his current 50 peers.” (For xfer Eval; contained remark substantiation) “As Div LPO led 5 junior Sailors through AB workups which scored ‘No findings’ on XY inspection, scoring 98% - a 12 % increase over last year and the highest of six BB’s on the waterfront.” (This bullet includes role, impact & comparison.) “As Prgm Mngr, implemented a cost-reduction for AB process, saving the deptartment $12K. His model was adopted across the command, and saved $75K.” “Met required (platform) qualifications. Now qualified and proficiently standing OOD underway (leadership / command impact / above required) watch. This duty is normally reserved for my most trusted and experienced ZZ’s.” (Sure beats ‘Urinalysis Observer’ and ‘Key Custodian,’ huh?)
“Performing at the level expected of a PO1. Will rank higher with more proven leadership as an LPO.” “Did not take full advantage of increased leadership opportunities when offered.” “Although a proven past performer, he has lapsed in his performance as ___. With more perseverance, and proper follow-through, he will soon be ready for increased responsibilities and leadership.” “Did not demonstrate the performance expected of an adequate XX.”
QUALIFICATIONS – EXW/SW/AW/FMF/SCW/SS, MTS, Dive Master, Aircrew, DCTT, OOD Underway, Patrol Craft Pin, etc. (If the qualification is out there get it, it’s just going to make you stand out from your peers.) PERSONAL AWARDS – Navy & Marine Corps Achievement Medal & above, Flag Letters of Commendation, Meritorious, etc. (Make sure all your personal awards are in your Official Military Personnel File. Your CD-ROM from Bureau of Naval personnel/BOL WERR.)
SUBMITTING BOARD PACKAGES Submit a Package to Validate the Board Process !
1430 (date) From: ITC(SW) P. S. SELECTME, USN, To: President, FY-E7 Selection Board (Active/Reserve) Subj: INFORMATION FOR CONSIDERATION BY THE SELECTION BOARD Ref: (a) NAVADMIN ___/__ Encl: (1) Package of items for review 1. Per reference (a), enclosure (1) is forwarded for consideration. P. S. SELECTME IT1(SW) USN
1430 (date) From: ITC(SW) P. S. SELECTME, USN, To: President, FY-E7 Selection Board (Active/Reserve) Subj: INFORMATION FOR CONSIDERATION BY THE SELECTION BOARD Ref: (a) NAVADMIN ___/__ Encl: (1) Package of items for review 1. Per reference (a), enclosure (1) is forwarded for consideration. 2. 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 IT1(SW) USN
ROUTINE R Z FEB 10 FM COMMAND TO COMNAVPERSCOM MILLINGTON TN//PERS81// UNCLAS//N01430// PASS TO PRESIDENT, E7 SELECTION BOARD (ACTIVE/RESERVE) MSGID/GENADMIN/COMMAND// SUBJ: AWARD NOTIFICATION ICO IT1(SW) P S SELECTME, USN, XXX-XX 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
CHECK CONTINUITY OF EVALS/FITREPS: Steps to take Login to BUPERS Online (BOL) Go to BOL Application Menu Select “FITREP/EVAL Reports” The select “Performance Evaluation Continuity” on the next screen. The next screen will show you if you have any gaps or overlaps in FITREP/EVAL periodicity. You can also review your PSR for continuity.
Check BOL to make sure you are not missing any Evaluation dates on your Performance Evaluation Continuity Report. If you don’t care about your record why should the Board Members care. Make sure you have no missing periods
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
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. GUIDELINES FOR SUBMITTING A PACKAGE
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!
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 cannot 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.
The objective in putting together board members is to ensure every candidate is fairly represented from as many perspectives as possible. When considering prospective board members, Navy Personnel Command considers the following: Rating Minority Gender Reserve/Active Component Geographic Location Community (i.e. Surface, Air, Sub, FMF, Seabee) Number of Records to be Reviewed Prior Board Experience
One Officer and 4-9 Master Chiefs per panel President: O-6 Voting Member Ensures compliance with precept Voting Members: Master Chief Petty Officers and Officers CDR, LCDR, LT Recorders: Provide admin support Non-voting members
Admin: YN, PS, LN, MC Airframes: AD, AM, AZ, AS, PR Avionics: AC, AT, AE, AW, AG, AO Deck: BM, MA, QM Engineering A&E/DC: IC, EM, MR, HT, DC Engineering Propulsion: MM, EN, GS Medical/Dental: HM SEABEE’s: BU, CE, CM, UT, EA, EO, SW Security/Intel: CT, IS, NC, RP Supply: LS, CS, SH Surface Ops: MC, ET, IT, OS Surface Weapons: GM, ST, MN Note: Above is a starting point and ratings assigned to a specific panel will be adjusted as appropriate.
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
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.
The Board does see the following: Your Official Military Personnel Record (OMPR), same record you get when you order your CD from BOL or review your record using the Web Enables Record Review (WERR). Performance Summary Record (PSR). Board Package submitted by YOU. The Board doesn’t see the following: The Board does not have access to your Electronic Training Jacket (ETJ) or your Electronic Service Record (ESR). That is why it is important to send in missing page 4’s/13’s to document your training/education/awards. The Board doesn’t access your SMART Transcripts either.
Performance: Break Outs against Peers At or Above Reporting Senior’s Average Promotion Recommendation Consistent? Improving? Declining? Job Scope: Leadership – Level of Responsibility Impact of Position on Command Mission Difficulty/Arduous Duty Out of Rate Assignments
Promotion Recommendation: Consistent? Improving? Declining? Command Collateral Duties: DAPA, Urinalysis Coor., CFL, Enlisted Warfare Program Coordinator, CMEO (CAT/CTT), Career Development Board Member, ect. (Indicator of initiative, leadership, and contribution to Command.) Qualifications: EXW/SW/AW/SCW/FMF/IUSS ect. If you’re at an Operational Command where you can get a warfare pin and don’t it could impact several areas! BIG NEGATIVE!
“ I HAVE FAILED TO SELECT MULTIPLE TIMES, I AM FULLY QUALIFIED IN ALL AREAS REQUIRED BY MY COMMUNITY, 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).www.bol.navy.mil Ensure the below items are in your service record: Eval/Fitrep continuity Awards Education Information Special Qualifications
PO1 Waterwalker vs. PO1 Lukewarm Straight EP’s (#1 of 15) Above SUM AVE Poor narrative Expected quals No FCPOA involvement No education No retention comments Light on awards No community service Multiple FFG’s Straight MP’s At SUM AVE Great narrative Expected quals FCPOA Treasurer Associates 100% retention in dept NCM as a FCPO MOVSM FFG, CV, OSEAS shore, FMF, CONUS shore, recruiting, RDC, etc.
Results in… Disappointed FCPO Waterwalker scratching his head Very happy Chief Lukewarm calling his detailer for his next set of orders
Taking all of these things in to consideration, what is the candidate’s potential to serve in the next higher paygrade?