104

Front 1

Comparing to Navy performance evaluation/fitness report and counseling system

Back 1

Reporting senior

Delegated Reporting Senior

Immediate Superiors in Command (ISICs)

Enlisted Reporting Senior

Front 2

Reporting senior

Back 2

-CO’s are reporting seniors by virtue of their command authority.

-Also CO for civilian equivalent.

Front 3

Delegated Reporting Senior

Back 3

-Actualtotal transfer of authority.

i.e.When CO is not available, XO takes charge for the signing of evals (or a seniorenlisted for junior sailors)

Front 4

Immediate Superiors in Command (ISICs)

Back 4

-Reportingseniors of COs, and assume authorities when reporting senior is impaired.(Higher up than CO).

Front 5

Enlisted Reporting Senior

Back 5

-CPOs(E7-E9) reporting senior for E4 and below.

Front 6

Raters and seniorraters

Back 6

-EVALon E6 and below requires signature of a reporting senior, a rater and a seniorrater.

-Ratershould be a Navy CPO. If not available, a military or civilian equivalent.

-Seniorrater usually member’s division officer or department head.

-Nextsenior officer in CoC having reporting authority must sign all reports.

Front 7

Performance counseling

Back 7

-Upto the command.

-Atmid-point of the periodic report cycle.

Counselor= LPO

-Objectiveis to provide feedback to member, motivate and assist improvement.

Front 8

Types ofreport

Back 8

Regular reports

Concurrent reports

Operational Commander reports

Front 9

Regularreports

Back 9

-Foundationof the performance record.

-Theymust cover, day-for-day, all Naval service on active or in drilling Reserveprograms.

Front 10

Concurrentreports

Back 10

-Recordof significant performance in an additional duty (ADDU) or temporary additionalduty (TEMADD) status.

-(EVAL when you’re TAD for more than 6 months .)

Front 11

OperationalCommander reports

Back 11

-Optional,only submitted on commanding officers or officers in charge by operationalcommanders who are not their regular reporting seniors.

i.e (CO’s EVAL when they’re TAD for more than 6 months.)

Front 12

EVAL/FITREP

Back 12

Administrativeblocks

Guidance ontrait grade

Comments block

Promotionrecommendation summary groups

Front 13

Administrative blocks

Back 13

Theyidentify the report, define the context and make it more informative todetailers and selection boards.

Front 14

Guidance on trait grade

Back 14

7trait grades.

5.0=above standards

1.0=Poor performance

Most sailors between 2.0 to 4.0 range

Front 15

Comments block

Back 15

16lines max

-Giveexamples of performance and results.

-Basedon verifiable facts.

-No underlining, boldface, italics … allowed

Front 16

Promotion recommendation summary groups

Back 16

-Consistentwith the performance trait grades.

4.0 EP 3.8 MP 3.6 Promotable 3.4 Progressing 2.0Significant Problems

Front 17

Misconductreporting

Back 17

Do not punish someone with a bad EVAL becausethey failed PRT, or got a NJP

Front 18

Responsibilitiesand rights of members

Back 18

Membershould sign all regular reports. (Acknowledging they saw it and had a copy ofit, not necessarily agreeing with it)

Shallreceive a copy from the reporting senior.

Right to submit a statement within 2 years thereafter.