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Chapter 6 Programs and Policies
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numerical  limitations.     Examinations  for  paygrade E-3  are  available  from  the  Naval  Education  and Training   Program   Management   Support   Activity (NETPMSA)  in  Pensacola,  Florida.    Apprenticeship examinations   are   graded   by   the   administering command.    There  are  no  examinations  for  paygrade E-2. Paygrades E-4 through E-9.  Enlisted personnel competing for paygrades E-4 through E-7 must take the   fleetwide   advancement-in-rate   examination developed   by   NETPMSA  and   administered   by examining  boards  located  at  the  various  ships  and shore activities.   NETPMSA grades E-4 through E-7 examinations.  Eligible personnel are advanced to E-4 through E-6 to fill Navywide vacancies on the basis of their final multiple score consisting of factors such as examination  scores,  length  of  service,  awards,  and performance   evaluation   marks. There   are   no examinations    for    E-8    and    E-9    personnel. Advancement  to  paygrades  E-7  through  E-8  is accomplished by selection boards convened annually by the Chief of Naval Personnel. Special  programs  provide  other  methods  of advancement   or   change   in   rating. For   more information on the Navy Advancement System, refer to the Advancement Manual, BUPERSINST 1430.16. COMMAND MANAGED EQUAL OPPORTUNITY (CMEO) The Department of the Navy’s equal opportunity policy provides equal treatment and opportunity to all Navy  members.    This  policy  is  carried  out  without regard to race, color, religion, gender, age, or national origin. The  Command  Managed  Equal  Opportunity (CMEO) Program assists commands in supporting the Navy’s  equal  opportunity  (EO)  policy.     It  is  a management   system   that   is   responsive   to   higher echelons  but  controlled  primarily  at  the  command level.   The four basic elements of the program areas are as follows: Command   training   team   (CTT). The   CTT conducts   the  Navy  Rights   and  Responsibilities (NR&R)  Workshops.     These  workshops  present training on equal opportunity principles and policies, sexual harassment prevention, and command-specific issues. Command assessment team (CAT).   The CAT conducts  the  annual  command  assessment.     This assessment  focuses  on  equal  opportunity  personnel management  practices.    It  also  reveals  problems  or issues  not  directly  related  to  equal  opportunity  that impact on the quality of life within the command.  The command assessment also collects data on retention, advancement,  and  discipline.     The  CAT  obtains additional  data  from  interviews,  observations,  and surveys. Action planning.  Once the command identifies issues, it needs a systematic approach to address these problems.  The CAT defines and analyzes the problem and  recommends  courses  of  action.     The  selected courses  of  action  are  then  developed  into  a  plan  of action and milestones (POA&M). Inspections.  Immediate superiors in command (ISIC)  inspect  each  command’s  equal  opportunity program as a special interest item during subordinate command   inspections. They   conduct   these inspections as part of the Naval Command Inspection Program. Another  important  program  used  to  promote equal opportunity in the Navy is the Navy Affirmative Action Program (NAAP).  The NAAP is a continuing program   of   goals   and   actions   with   realistic milestones.     Affirmative  action  consists  of  the positive  steps  the  Navy  must  take  to  correct  or eliminate  discrimination  over  a  certain  period. Therefore,  as  specific  actions  are  completed,  they require continued monitoring to ensure the Navy does not regress.  The NAAP is revised as appropriate after each annual equal opportunity assessment. Equal opportunity is essential to Navy leadership. It must exist at every level of the chain of command. It  is  an  integral  part  of  the  Navy’s  commitment  to pride,   professionalism,   and   personal   excellence. Equal opportunity improves the quality of life for all Navy   personnel,   increases   combat   readiness,   and contributes  to  mission  accomplishment. To  be  an effective  officer,  you  must  set  an  example  in  equal opportunity for your subordinates to follow.   Refer to OPNAVINST  5354.1  for  more  information  on  the Navy’s policy on equal opportunity. FRATERNIZATION The Navy depends upon custom and tradition to define the bounds of acceptable personal relationships among its members.   Proper social interaction among officer  and  enlisted  members  is  encouraged  as  it enhances unit morale and esprit de corps.  At the same time, unduly familiar personal relationships between 6-2

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