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All other administrative changes in rate or rating
are authorized in one of the following ways:
1. Under special conversion programs (such as
SCORE), through formal schools
2. By the Chief of Naval Personnel (PERS-255),
through a person’s direct conversion or
successful competition in a Navy advancement
exam cycle or by in-service training
A person who applies for a change in rating must
meet the following requirements:
Be a PO1 or below.
Have less than 12 years of active naval service.
Request a rating and paygrade that needs
additional personnel and appears on the open
rating/skills list.
Must have served a minimum of 24 months in
the present rating before becoming eligible for
conversion to another rating. This requirement
will be waived for those first term personnel
unable to receive an Enlisted Navy Career
Options for Reenlistment (ENCORE) program
quota in their present rating.
Satisfy all eligibility requirements for the rating
requested as defined in the Advancement
Manual, BUPERSINST 1430.16.
Meet the minimum Armed Services Vocational
Aptitude Battery (ASVAB) scores required for
entry into the school for the rating requested.
Have no nonjudicial punishment or convictions
in civilian or military courts for the past 18
months.
Be recommended by the commanding officer.
Q8.
Commanding officers have the authority to
laterally change the apprenticeships of
personnel in what paygrades?
Q9. Before the commanding officer can laterally
change the apprenticeship of a person from
Seaman to Fireman, what conditions must be
met?
Q10.
What requirements must be met for a person who
applies for a change of rate?
SELECTION BOARD ADVANCEMENTS
A board meets in March to select SCPOs and
MCPOs. A separate board meets in June to select new
CPOs. At those times, the selection board receives the
records of candidates who have met all of the
requirements for advancement and have been
designated SELECTION BOARD ELIGIBLE (SBE).
The selection board then selects those candidates who
are the most qualified for advancement to CPO, SCPO,
and MCPO.
The ESO should be familiar with the selection
process and should be able to answer the questions
candidates ask. For example, candidates may ask,
Why wasn’t I selected for chief, senior chief, or master
chief? What are they looking for? What does it take to
be advanced? or How can I improve my chances of
being selected? The ESO should guide candidates in
their efforts to make themselves SELECTION
B O A R D E L I G I B L E a n d t o i m p r o v e t h e ir
opportunities for selection.
Candidates who are selected can justifiably be
proud. At the same time, those not selected should not
be discouraged. Candidates should be encouraged to
continue to improve their selection chances by
determining their weakest traits and improving them.
The difference between being selected or not being
selected could be the result of that extra course the
selectee completed. It could also be the result of
qualifying as an enlisted specialist in aviation,
submarines, or surface warfare. The selection board is
responsible for selecting the well-rounded person, not
the person who concentrates on one singular area of
expertise.
Composition of the E-7 and
the E-8/9 Selection Boards
Each selection board consists of a captain, who
serves as president, a junior officer, who serves as
recorder, and officers and master chief petty officers,
who serve 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
r a t i n g . C o m m a n d e r , N a v a l R e s e r v e F o r ce
(COMNAVRESFOR) establishes quotas for drilling
Naval Reserve personnel. The quotas are to be filled
by the “best” qualified candidates competing for
5-8
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