1. FY-01 E8 and E9 SELECTION BOARDS

3. TOPICS OF DISCUSSION Board Mechanics Tools of the Board Board Process
Lessons Learned

4. BOARD MECHANICS Convening Authority Board President Board Recorder
Assistant Recorder
Panels

5. CONVENING AUTHORITY Chief of Naval Personnel
Establishes the Precept for the Board.
Approves the Report Of The Board

6. PRESIDENT Navy Captain Reports to CNPC.
Ensures the Board conforms to CNPC directives.

7. RECORDER LT - (LT Zardeskas/LT Cox) Reports to the Board President.
Responsible for all administrative functions, and process integrity.

8. ASSISTANT RECORDER Chief Petty Officer. (SCPO/CPO)
Assigned to each Panel.
Reports to the Recorder.
Responsible for all administrative functions of the Panel.
EMPRS expert/operator.

9. ASSISTANT RECORDERS
We need to maintain a presence at all the boards we can.
Encourage our people to volunteer.
FY 01 E-9/8 boards: 14 A-Recorders
5 EOD TECHS / 2 SEALS
1 DIVER / 1 SWCC / 1 SEAL TEAM CORPSMAN

10. PANELS Ratings are broken down into 13 panels.
Panels consists of 4 to 9 personnel.
Panel Head (CDR)
Panel Members (MCPO’s)
Assistant Recorder (CPO)

13. TOOLS OF THE BOARD PRECEPT SCORE SHEET CANDIDATE’S RECORD / EMPRS
LADDER
SLATE SHEET

14. PRECEPT
Provides general guidance to the board regarding selection criteria.
Lists quotas, and early quota limitations for each rating.
Provides additional special guidance as required by the CNPC.
Must be approved and signed by the CNPC.

15. CANDIDATE RECORD / EMPRS
Primary source for documents used by the Panel Members to score the candidate.
ESR is the first page reviewed.
FITREP’s (Last 5 years)
Letters to the Board (PACKAGES)

16. SCORE SHEET Established by the Panel Members.
Used to score the candidate’s record.
Must be approved by the Board President.

17. LADDER Descending final average score report.
Each candidate’s scores are listed.
Used to establish the Crunch Zone.

18. SLATE SHEET Depicts selection/non-selection status for a rate.
Compares the Last select / First non-select, First female non-select, and First minority non-select records.
Used in the slating session (voting) to obtain a majority vote.

19. BOARD PROCESS Scoring Criteria is determined.
All records are reviewed and scored.
Crunch Zone (CZ) is established.
Records in the Crunch Zone are reviewed (3rd review)
Deliberation of records in CZ conducted.
Slating of rate. (Voting)
Report Of The Board.

20. Scoring Criteria
Panel Members discuss and establish the scoring criteria for the specific rate being graded.
Modifications to score sheet must be applied uniformly to all records.
The Scoring Criteria is tailored to that specific rating.
Approved by the Board President.

21. Record Review / Scoring
Assistant Record randomly assigns records to Panel Members for review and scoring.
Each record is independently reviewed and scored by two different Panel Members.
Scores are continuously compared for consistency by the assistant recorder.

22. CRUNCH ZONE
Determined by the Panel Members after all records have been scored twice.
Board President approves the Crunch Zone.
Records in the Crunch Zone are assigned for a 3rd review.
All records are considered equal. (Scores no longer matter)

23. CRUNCH ZONE
A minimum of 2 candidates records for every 1 quota available will be crunched. I.e quotas available 50 records will be crunched.

24. CRUNCH ZONE DELIBERATION
Conducted after records in the Crunch Zone are reviewed a 3rd time.
Panel Members complete a record to record comparison.
Deliberations continue until all records in the Crunch Zone have been briefed and voted/ranked.
Selects are determined.

26. SLATING
After selects are determined the rating expert generates the Slate Sheet.
Slate Sheet compares the record of the Last Select, First non-select, First Female non-select, and First Minority non-select.
Slate Sheet is approved by the Board President.
All board members participate in the slating sessions.

27. RESULTS ARE NOT OFFICIAL UNTIL THE PRESIDENT OF THE BOARD HAS CALLED OUT AND THE CHIEF OF NAVAL PERSONNEL HAS SIGNED THE REPORT OF THE BOARD

28. LESSONS LEARNED Career Path FITREP’S Candidate’s Record
Letter to the Board (Package)
Warfare Qualification / Awards
Education / Community Involvement

29. Career Path Foundation for your advancement
Take challenging and demanding type duty assignments. (Rate specific)
If you are in a SEA going rate, go to SEA.
Recruiter and Instructor duty carries more weight than regular shore duty.
Take the hard jobs!!

30. Career Path
Consistently take on responsibilities and qualifications outside of your primary duties.
Command collateral duties
Warfare qualifications.
Master Training Specialist
If you have the opportunity to obtain a qualification you need to get it.
Obtain qualifications early during a tour.

31. FITREP Strong command recommendation for promotion.
Breaking out in peer group
(Large #’s a plus, small #’s strong write-up)
Comments on leadership and management ability at SEA/Arduous duty. (MCPO/SCPO)
Developing/Leading Sailors.

32. FITREP
First sentence of the FITREP is key if you want your guy to be promoted.
My number 1 CPO!!
Best I’ve seen in years!!
Promote before sundown!!
Grab their attention early!!!!!.
Don’t hide these in the last sentence of the FITREP.

33. FITREP Adverse information was not the kiss of death.
A move from a higher promotion recommendation to a lower one (EP to MP, etc) was viewed as a negative if not explained in write-up.
You don’t always have to be an EP or MP to get advanced.

34. FITREP
The rank of the reporting senior is not a significant factor in determining the weight of a FITREP.
Grade inflation was so rampant, panel members ignored marks and concentrated on performance documented in the write-up.
Strong write-ups = Promotions.

35. FITREP
Don’t waste space on college, community service, and PRT results.
Too many collateral duties can/were viewed as a negative.
Command collateral duties carry the most weight.
Promotion recommendation on transfer FITREP consistent with performance.
1 of 1 “P” or “MP’ transfer FITREPS.

36. FITREP Cause for rejection CO’s handwritten comments
CO’s cheating (EP/MP)
Submitted late

37. FITREP (don’ts)
Bullets that are counter productive do not impress the board.
Don’t say ”he’s the best ever and give a “P” or “MP”.
“One of my top Chiefs” says nothing to the board. Put a number on it.
Don’t use to many acronyms.

38. EMPRS (Electronic Military Personnel Record System)
Information in your service record is scanned into the computer.
Microfiche are no longer used by the selection boards.

39. Record IT IS YOUR RECORD!!!!!!!!! IT’S YOUR CAREER!!!!!!!!
IT IS YOUR PROMOTION!!!!!!!!
Get a copy of your record, and review it well in advance of the selection board convening date.
Submit corrections if necessary. See BUPERS web page for details.

40. RECORD
A tremendous number of current FITREPS were missing from candidates records. No current FITREP = NO PROMOTION 90% of the time.
Review your record often.
Missing documents.
Some one else's information.
Unreadable documents.

41. LETTERS TO THE BOARD Cover page. Use proper format.
Packages endorsed by the candidate’s children.
Letterhead signed by the candidate.
Business cards attached to the cover page.
Candidate’s picture attached to the package.
Newspaper articles.

42. LETTERS TO THE BOARD INCLUDE: last 5 years of FITREPS!!!
COPIES of missing or unreadable documents.
Summary of Qualifications/Awards
Warfare Qualification/s (Date qualified)
Personal Awards (Date Awarded) Handwritten cover pages.
Highlight areas of concern.

43. LETTERS TO THE BOARD
Make sure you secure the package that you put together.
Don’t send original copies of awards or anything else you will not get them back.
Packages- What do you think happens to them when they are received at BUPERS?

44. Warfare Pins / Awards
Warfare Pin a must for most rates. Opportunity to qualify is considered to be available for personnel in most rates.
Personal Awards carry the most weight.
Weight depends on issuing command.
Some rates cap point value for awards.

45. Education / Community
Education and community involvement can be a tie breaker, or it can be a viewed as a negative.
Spending to much time at school and not enough time making sailors.
Too much time in the community makes panel members wonder when, and how well you perform your military duties.