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board is directed to identify and list those candidates.
This list includes the candidate’s name, activity,
reporting senior, and concise summary of
circumstances. Depending on the circumstances, such
candidates will either be referred to the Quality
Control Review Board or the command will be
identified to senior echelon commanders for action
deemed appropriate.
Preparing for the Selection Board
Candidates should ensure their COMNAVPERS-
COM official microfiche records and enlisted
summary record (ESR) is current, complete, and in
proper order. Candidates should order a copy of their
microfiche records and ESR from PERS-313C at least
6 months before the board convenes. They should then
review their records carefully to ensure all pertinent
information is included.
Candidates should ensure their evaluations/fitness
reports are typed properly, with no misspellings or
other typographical errors. These errors are as much
the responsibility of the candidates as the command.
They should also ensure the evaluation covers the
correct period of time.
Candidates should seek challenging assignments,
increased responsibilities, and demanding and taxing
leadership positions. Many candidates are content with
a repetitive type of assignment. They would increase
their advancement opportunities by maintaining a
rotation of assignments.
Before evaluations/fitness reports are written,
candidates should submit all pertinent information.
Pertinent information should include special
qualifications earned during the reporting period,
awards received, and all significant professional
achievements. Candidates should list educational
achievements, including Navy schools, NRTCs, and
civilian-sponsored courses completed during the
reporting period. They should also list collateral
duties, command and community involvement, and
any other information candidate’s feel is noteworthy.
An evaluation/fitness report should emphasize the
person’s ability, potential, and willingness to accept
positions of leadership and management. It should
specifically indicate why the person should be
advanced.
Commanding officers should ensure marks are
assigned properly. That enables selection boards to
distinguish the top runners from the average
candidates. The top performers in a command should
be ranked against their peers. Command master chiefs,
senior chiefs, or command chiefs should take part in
the evaluation/fitness report process. A reliable
evaluation system requires the coordination and
cooperation of the entire chain of command. A good
evaluation system, in turn, ensures a good promotion
and selection process.
Commands should ensure all evaluations are
proofread for accuracy. Many times evaluations are
incomplete, which creates problems for selection
boards. Reconstruction of a member’s career and
performance is difficult enough without requiring the
board to guess about areas left incomplete. Since
evaluation comments must be limited to the space
provided (no continuation sheets are authorized),
commands should use clear and concise language.
They should not use unusual abbreviations or
acronyms, particularly those developed locally or of a
transitory nature.
Q7. Who serves as the president on an E-8/9
selection board?
Q8. Who serves as the recorder on an E-8/9 selection
board?
Q9. What is the single most important factor
influencing selection to E-7, E-8, or E-9?
Q10. E-7, E-8, and E-9 candidates should ensure their
Naval Personnel Command (COMNAV-
PERSCOM) official microfiche records and
enlisted summary record (ESR) is current,
complete, and in proper order. Candidates
should order a copy of their microfiche records
and ESR from PERS-313C at least how many
months before the board convenes?
ADVANCEMENT PROGRAMS OTHER
THAN NAVYWIDE EXAMINATIONS
Learning Objectives: Identify different methods and
programs of advancement; and identify programs for
obtaining a change in rate or rating.
COMMAND ADVANCEMENT PROGRAM
The Command Advancement Program (CAP),
BUPERSINST 1430.17, authorizes commanding
officers to advance a small percentage of their assigned
enlisted personnel in recognition of superior
performance. Personnel in paygrades E-3, E-4, and
E-5 may be advanced to the next higher paygrade under
5-10
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