| |
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 to
homestead in a particular locale with a repetitive type
o f a s s i g n m e n t . T h e y w o u l d i n c r e a s e t h e ir
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
a c h i e v e m e n t s ,
i n c l u d i n g
N a v y
s c h o o l s,
correspondence courses, 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.
Q11.
Who serves as the president on an E-8/9
selection board?
Q12.
Who serves as the recorder on an E-8/9 selection
board?
Q13.
What personnel serve as board members on an
E-8/9 selection board?
Q14.
Who establishes a maximum selection quota of
E-7s, E-8s, and E-9s for each rating?
Q15.
E-7 and E-8/9 board members independently
review each candidate’s record during the
screening process. They review at least how
many years of performance evaluations/
FITREPS?
Q16. What is the single most important factor
influencing selection to E-7, E-8, or E-9?
Q17.
E-7, E-8, and E-9 candidates should ensure their
Naval Personnel Command (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 how many months before the
board convenes?
COMMAND ADVANCEMENT
PROGRAM
The Command Advancement Program (CAP),
BUPERSINST 1430.17, authorizes commanding
officers to advance a certain 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 this program. The program is designed to
5-11
|
