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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
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