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1 Performance Evaluations BUPERSINST 1610.10B. 2 NAVPERS 1616/26 Evaluation Report and Counseling Record (E-1 thru E-6) NAVY EVALUATION.

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Presentation on theme: "1 Performance Evaluations BUPERSINST 1610.10B. 2 NAVPERS 1616/26 Evaluation Report and Counseling Record (E-1 thru E-6) NAVY EVALUATION."— Presentation transcript:

1 1 Performance Evaluations BUPERSINST B

2 2 NAVPERS 1616/26 Evaluation Report and Counseling Record (E-1 thru E-6) NAVY EVALUATION

3 3 Helps us make decisions when selecting the best person for a particular job, a promotion, training, or commendations. Provides personnel feedback on their performance. Concept of Performance Evaluation Two primary reasons:

4 4 The Rating System Seven Performance Traits Basic Elements of Performance Evaluation Two parts:

5 Greatly exceeds standards Above standards Meets standards Progressing Below standards The Rating System

6 6 3 Types of Reports/Evals REGULAR- Periodic Reports. Only report that provides continuity. CANNOT cover more than 15 MONTHS w/o PERS-311 approval. CONCURRENT-Provide record of significant performance in ADDU or TEMADD status. Cannot be submitted by anyone in regular Reporting Senior’s direct COC. OPERATIONAL COMMANDER- May only be submitted on COs and OICs by operational commanders.

7 7 Adverse Evaluations A Promotion recommendation of 1.0 Not Recommended for Retention An Equal Opportunity mark under 3.0 Two or more 2.0 marks Report shows a decline in performance within same paygrade under same reporting senior

8 8 Adverse Evals (cont.) Evaluations MUST be referred to member for a statement before it is placed in official record. If member doesn’t wish to make a statement, it must be stated in writing.

9 9 Adverse Evals (cont.) All 1.0 and 2.0 markings, and any grade below 3.0 in character or Equal Opportunity must be specifically substantiated in the comments section of the evaluation.

10 10 Misconduct Reporting Reports will NOT mention Non-punitive censure, or investigatory, judicial, or other proceedings which have NOT been concluded or have exonerated the member. Adverse or downgraded evaluations may NOT be directed or used as punishment or used as an alternative to UCMJ proceedings. Evals should take into account misconduct that has been established through reliable evidence.

11 11 Part 1 Questions???? What is the NAVPERS form # for Enlisted E1-E-6 Perfomance Evaluation Report? What two parts make up the evaluation? T/F- Evaluations must NOT be referred to member for a statement before it is placed in official record.

12 12 Submitting a Statement Member has the right to submit a statement to the record concerning their report, either at the time of the report, or within 2 YEARS after. Statement shall be endorsed by the ORIGINAL Reporting Senior.

13 13 Submitting a Statement (cont.) If the Reporting Senior doesn’t feel member’s statement meets prescribed guidelines, then he/she should counsel the member, however even if member chooses NOT to change the statement, the Reporting Senior WILL submit the statement to NAVPERSCOM.

14 14 Can a Command change or Supplement a report after submission? The Reporting Senior can, for good cause, submit an ADMIN change or Evaluative Supplement within 2 YEARS from the ending date of a report.

15 15 Evaluation Retention Command must retain copies of Enlisted Evaluations for 2 YEARS.

16 16 Signing the Evaluation If member is NOT available for signature, the Reporting Senior should clearly write in Member’s signature block “certified, copy provided” (Excluding adverse reports) and forwarded to PERS-311.

17 17 Professional knowledge Quality of work Equal Opportunity Military Bearing/Character Personal Job Accomplishment/ Initiative Teamwork Leadership The Seven Performance Traits

18 18 These two elements are combined to arrive at an overall numerical evaluation of an individual’s performance as compared to the standard. Basic Intent of Performance Evaluation

19 19 A major focal point performed at the midpoint of each eval cycle and when report is signed. Purpose: Identify individual strengths and weaknesses before the final report; Recognize accomplishments; Encourage professional development; Improve communication. Midterm Counseling

20 20 Your most powerful tool to influence evaluations. Record accomplishments and relate them to the mission of your division, department, and command. Require subordinates to do the same. WRITE IT DOWN! Undocumented superior performance = NOTHING. Documented sustained superior performance = SUCCESS! The “Brag Sheet”

21 21 PT. 2 Questions???? How long does a member have the right to submit a statement to the record concerning their report? The Reporting Senior can, for good cause, submit an ADMIN change or Evaluative Supplement within what time period from the ending date of a report? Command must retain copies of Enlisted Evaluations for how long?

22 22 Dates Periodicity Job Recommendations Promotion Recommendation & Ranking Other Important Info

23 23 Rater: The supervisor who works with the individual. Reporting Senior: The commanding officer or CPO. Rater & Reporting Senior

24 24 Ensure accuracy and spelling. Prepare all on one page. Use day-for-day accounting. Ensure timeliness in submission. Show trends. (e.g., Is continuous improvement shown?) Ensure all qualifications are reflected. Ensure duty preferences are reflected. Use a brag sheet. Ask questions. FITREP Review Checklist

25 25 Eval roughs and notes are only for the personal use of the supervisor who wrote them; they are not open to others. They are kept or destroyed as the supervisor who wrote them sees fit. All information relating to performance evaluations is to be safeguarded and protected to preclude unauthorized disclosure. Privacy Act of 1974 Guidelines

26 26 PERIODIC FITREP/CHIEFEVAL/EVALOFFICERS (Active) Officers (FTS/Inac) Enlisted (All) Jan O3 O3 Feb O2 O2 Mar W5, W4, W3 W5, W4, W3 E5 Apr O5 O5 E9 May O1 O1 Jun E4 Jul O6 O6 E3, E2, E1 Aug Sep W2 W2 E8, E7 Oct O4 O4 Nov E6 Dec

27 27 Questions? Who is the rater? Who is the reporting senior? The Privacy Act of ______ states, “All information relating to performance evaluations is to be safeguarded and protected to preclude unauthorized disclosure.”


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