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advancement. Although the quota may not be
exceeded, should a panel determine that there is an
insufficient number of “qualified” candidates in a
rating, the panel may recommend leaving part of the
quota unfilled. The Department of Defense has
established the TAFMS requirement, which personnel
must normally meet before they can advance to any
paygrade. No more than 10 percent of the total number
of members in any paygrade may have less than the
prescribed TAFMS. This quota is provided to the
board on an “allowable early paygrade quota” for each
rate. Some panels will select fewer than others because
the average time in service of candidates varies from
rating to rating.
Guidelines Provided to Selection Board
Members
The selection board is convened by the Chief of
Naval Personnel (CHNAVPERS). Each year a precept
is prepared which outlines the selection process and
gives guidance and general information, such as
general selection criteria and equal opportunity, to the
board. During the first day of convening, the board
establishes internal ground rules and minimum
selection criteria, which each member uses when
s c r e e n i n g t h e r e c o r d s a n d c a n d i d a t e s . T he
rules/criteria are applied equally to each candidate
within a rating. Application may vary slightly from
rating to rating for many reasons, such as sea duty or
lack of it, supervisory opportunities, schooling
available, and rotation patterns. (The board is given
the freedom within the guidelines of the precept to
establish its own internal working, therefore ensuring
the dynamic nature of the selection process.)
Orientation briefings that cover a wide range of
subjects, such as microfiche errors and TAFMS, are
given to the board. During the first two days, the panel
members acquaint themselves with the various
materials they will be using and practice evaluating
test records. Contained in the precept is the oath to be
administered to the board members and recorders on
convening. The precept also outlines the expected
conduct and performance of individuals serving with
the board. The proceedings and recommendations of
the board may not be divulged, except as authorized
and approved by CHNAVPERS.
Primary Factors Considered by Selection
Boards
For each candidate, there is a folder that contains
the microfiche record (1E and 2E fiche only),
member’s correspondence to the board, and an
Enlisted Summary Record (ESR). The panel uses the
ESR to note the candidate’s test score (E-7 board only),
rate, and unit identification code (UIC). Each record is
then reviewed by a panel member. At least 5 years of
evaluations are reviewed. Depending on the keenness
of competition, panel members may go further back to
establish trends and break ties. Each candidate
receives two reviews from two different panel
members. If there is a significant difference between
the two panel members’ scores, a third member
reviews the record. Until the established deadline is
published in the applicable NAVADMIN message, all
correspondence received on a candidate is forwarded
to the panel along with a microfiche record. Awards
and qualifications earned after this deadline date may
be submitted via message to COMNAVPERSCOM
(PERS-852 or PERS-862). Below are some of the
factors considered by the E-7 and E-8/9 boards. The
considerations change slightly from year to year and in
no way should be considered the ONLY factors
influencing selection:
Sustained superior performance. This is the
single most important factor influencing
selection.
Professional performance. Significant emphasis
is placed on professional performance at sea.
Although it is not necessary that a candidate
presently be serving in a sea duty billet, it is a
positive when a candidate’s record reflects
demonstrated evidence of professional and
managerial excellence at sea or in isolated duty
assignments. It is recognized that some ratings
do not offer a broad opportunity for sea duty,
particularly at the senior levels, and that is taken
into account. Additionally, while a variety of
duty assignments, especially sea duty, is highly
desired, individuals having less variety but
equally demanding tours may be equally “best
qualified.” In that respect, Navy members may
be assured that their careers will not be
unfavorably affected by service over extended
periods in important assignments to which they
have been ordered to meet the needs of the Navy.
Special tours. Candidates presented to the board
compete within their rating. It is recognized,
however, that they are frequently detailed to duty
outside their rating specialties. Many such types
of duty require selectivity in assignment and
special qualifications. Therefore, due
consideration is given to those candidates who
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