Navy Enlisted Evaluation Form

Navy Enlisted Evaluation Form

PERS-311 9 Jul 08

(c) BUPERSINST 1430.16E

Seniors, and Raters
(2) Navy Performance Evaluation Manual (EVALMAN) .

To publish revised guidance in performance evaluation and to publish the revised Navy Performance .


This revision provides updated administrative and policy changes affecting Navy's performance evaluation system.

Enclosure (1) provides an overview of the system for commanding officers (COs), reporting seniors, and raters.

The the report forms.

Organization of the EVALMAN and a brief summary of the chapters are provided in the Introduction section .

Wherever possible, existing Fitness Report and Counseling Record (FITREP) and Evaluation Report and Counseling Record (EVAL) policies have been kept in effect.

The most important policy changes contained in this instruction (CHIEFEVAL) NAVPERS 1616/27 (6-08).

This evaluation form is not part of the NAVFIT98A application and must be downloaded from note that the NAVPERS 1610/2 (3/02), Fitness Report and Counseling (E7-O6) BUPERSINST 1610.10B 9 Jul 08

2A change to the report name will be made at a later date.the new CHIEFEVAL to grade Equal Opportunity performance.

For paygrades E7-E9, a 2.0 trait grade cannot be assigned in Character and maintain a promotion recommendation of Promotable or higher.the new CHIEFEVAL be used to for Physical Fitness Assessments.

per reference (a)

performing Annual Training or Active Duty for Training (AT or ADT) at their gaining commands.

The gaining commands have the and individual augmentees.

concurrent reports.

FITREP, CHIEFEVAL and EVAL policies, procedures, and requirements may be modified only by Personnel Command (NAVPERSCOM) (PERS-311).

Record (E7-O6).

Note this form name will be revised at a later date.

Counseling Record (E1-E6) BUPERSINST 1610.10B 9 Jul 08

3 Record is available in the BUPERS CD-ROM.

Chief of Naval Operations, Flag Matters (N00F) at (703) 614-1129/ DSN 224..E.FERGUSON III

Vice Admiral, U.S.Navy BUPERSINST 1610.10B 9 Jul 08

BUPERSINST 1610.10B 9 Jul 08 .

This enclosure provides an overview of the Navy Performance Evaluation System.

While each of the statements in this enclosure constitutes policy, specific actions may require the detailed instructions found in the EVALMAN, enclosure (2).?

The system utilizes a FITREP for officers (W2-O6), CHIEFEVAL for chief petty officers (CPO) (E7-E9) and an EVAL for other enlisted personnel (E1-E6).

Performance traits are graded on a 5-point scale, from 1.0 on the forms.

The performance trait grade of 3.0 represents performance to full Navy standards.

Higher grades are reserved grades must be substantiated in the comments, as well as general comments on the remainder of the evaluative blocks.

If there is recommendation against retention, treat the report as adverse.

All forms provide a 5-step promotion recommendation scale:

"Significant Problems," "Progressing," "Promotable," "Must Promote," and "Early Promote."

"Early Promote" recommendations for early promotion.

There are; however, mandatory limits on the number of "Early Promote" recommendations.

For paygrades O1 promotion recommendation higher than Promotable is allowed.

For the more senior officer and enlisted pay grades, there are ensure a sufficient range of recommendations to make the reports useful to the promotion system.

While there are no consistent with the promotion recommendations.

For enlisted personnel, the promotion recommendation is also the performance mark average for the report period.

The recommendations are translated into marks of 2.0, 3.4, 3.6, 3.8, and 4.0, ? are a reporting senior by virtue of their command authority.

EVALs on any member who has reported to them for duty, whether junior or senior to them in grade.

The term "commanding officer" is inclusive of all services, and their civilian BUPERSINST 1610.10B 9 Jul 08 reporting senior if they are in charge of commissioned or established activities listed in the Standard Navy Distribution List.

When a member is assigned to a non-U.S.government activity, the reporting senior is the member's U.S.administrative commander unless another reporting senior is receive a letter-type report from the non-U.S.

government activity for attachment to a FITREP, CHIEFEVAL or EVAL.transfer of that authority, and not merely an authorization to highest level consistent with effective observation of performance, and the COs oversight responsibilities are reporting seniors, refer to the EVALMAN, chapter 2.senior for assigned COs and is authorized to assume the act as a reporting senior becomes impaired.

Specific guidance is contained in the EVALMAN, chapter 2.

command positions who hold the grade of GS-9 through GS-12 may officers (SCPOs) may sign reports on personnel E4 and below only.other reports will be signed by a senior in the chain of command having authority to report on the member concerned.


EVALs on personnel E6 and below require the signatures of a ensures that Navy's senior enlisted and junior officer supervisors are properly included in the enlisted EVAL process.

navy enlisted evaluation form
Bupersinst 1610.10c Ref: (a) Opnavinst 6110.1h (b) …
... NAVY PERFORMANCE EVALUATION SYSTEM . Ref ... but the form in exhibit 14-1 may be used to notify the ... properly included in the enlisted evaluation process. (
The Perfect Enlisted Evaluation - Home - Association Of The …
Why the Navy Has an Enlisted Evaluation ... evaluation form since many data blocks should be filled in by you as part of your input. It is recommended that you print (

For personnel E5-E6, the rater should be a Navy CPO the rater may be a military or civilian supervisor who is an E7 equivalent or higher.

Typically, the senior rater will be the member's division officer or department head.

The senior rater BUPERSINST 1610.10B 9 Jul 08 may be omitted where the reporting senior is the rater's immediate supervisor.

Exhibit 2-1 in chapter 2 provides guidance on evaluation raters, senior raters, and reporting seniors for various sized commands.achieved by any single member of the team.

The r
Perfect enlisted evaluation
Om McAteeA NEWS/JULY 2007
15beauty contest.How many times have you heard those words? Or how about:Why the Navy Has an Enlisted EvaluationNRA NEWS/JULY 200717of subordinates you give to professional, rating, or careercounseling.Certainly log recommendations you have passed uppotential are important for Block 43 comments.At least 30 daysprior to the due date of your evaluation, pass your input to yoursupervisor (including the form blank with specific blocksfilledin).Be prepared

have your input

ready to turn in to yoursupervisor when asked for it; depending on the size of your unit,your supervisor may begin evaluation rough drafts up to 60 daysprior to the end of the reporting period.

Be honest with yourself.Look into the mirror and ask yourself, Are you committed tobetter performance? If you are, then take positive actions toaccomplish your military career goals.

After all, its your career;the evaluation system is just there to record it.If youre of themindset of just putting in the time, expect your next evaluation toreflect that attitude.It may sound cruel to say, but its true

reportingseniors are always looking for someone to be last.

Always remember,how far you go in the Navy Reserve will depend on thestrength of your official record.That record will bring to light twofundamentally important elements of your military career PATTERN OF PERFORMANCE and CAREER PROGRESSION.These two elements clearly distinguish good records from thenot-as-good records.

If you have one of those not-so-good records,dont be foolish enough to ask someone, How can I make myYoull probably get my standard answer

Put aquarter in the time machine and go back and show some initiativeand perform better.The saying goes, Time lost is never found.e the most of the time you have! Once evaluations are in therecord, they are not coming out.And now that even E-1 through E-4evaluations are sent to Navy Personnel Command, every day ofyour naval career is accounted for.So...

You Dont Like Your EvaluationWell, it happens more than you would think.And mostly its themembers fault.However, injustices regarding evaluations occur,and there is a specific avenue for redress.

But regardless how bitteryou feel at the time, do yourself two favors.

First, speak to thepersonnel involved with creating the evaluation: your rater,senior rater, and reporting senior.

Get exact clarification to yourquestions and concerns.Second is to sign the evaluation.

Signingthe evaluation only signifies that you received a copy, NOT THATYOU AGREE WITH THE EVALUATION.If you have discussedthe evaluation with the reporting senior and still disagree with howyou were evaluated, you have the right to submit a statement to therecord.

Requirements concerning submitting a statement areclearly spelled out in paragraph 18-8 of BUPERSINST 1610.10A.But in summary, the statement must be submitted within two yearsof the evaluation end date; be limited to two pages; must be factualin nature; may not contain charges or accusations; and shall containno request to remove, modify, or replace the report.All statementsmust be endorsed by the reporting senior promptly and submittedto Navy PNPCNPC, NPC does notact on the statement, only places it in your service record if accept-able.How are statements viewed by someone reviewing therecord? Thats an excellent question that has many answersdepending upon whom you ask.An experienced board member,either officer or senior enlisted, will probably respond by sayingthat the problem area (most likely a graded trait) is evident; eachside got his/her say in the matter; now, what else does the evaluationsay about the Sailor.Best advice.If you feel strongly about making astatement, then make the statement; its your right to do so.Reporting Period Ending DatesSolving a Missing Evaluation ProblemIf you are missing an evaluation from your official servicerecord and/or ESR/PSR, the quickest way to remedy the customer service personnel cantell you if the report is actually missing or if it has been returnedto the reporting senior for correction.This is the preferred methoddirectly and inform you what has to be done to get the evaluationcorrectly represented in your service record.Some Other Advice Check the accuracy of your ESR/PSR by going on-line at continuity of reportingperiods, identify any missing evaluations, NECs, personalawards, and education.

Review your retirement point record (Annual Statement ofService History) at the Web site specified above.Specifically, make sure all your active duty orders (AT,ADT, ADSW, or recall) have been recorded.

Order a copy of your service record on CD, especially ifyou are nearing retirement.E-6
15 NovemberE-5
15 Marchno later than 15 days following the end of thereporting period for active duty personnel and 30 days for.
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