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Selection Board Advancements - 14083a_57
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who  serves  as  board  members.    Additionally,  a sufficient  number  of  assistant  recorders  ensure  the smooth handling and accounting of records. The board is divided into panels responsible for reviewing  the  records  of  individuals  in  one  general professional  area,  such  as  deck,  engineering,  and medical/dental.   Each  panel  consists  of  at  least  one officer and one master chief. The  Enlisted  Community  Manager  (ECM) establishes a maximum advancement quota for each rating.  The  Commander,  Naval  Reserve  Force (COMNAVRESFOR)  establishes  quotas  for  drilling Naval Reserve personnel. The quotas are to be filled by the  “best”  qualified  candidates  competing  for 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 chief 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 that 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 screening the records and candidates.  The 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.    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).    A  panel member then reviews each record.  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 for reserves). 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 5-8

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