equally demanding tours may be equally “best qualified.”  In that respect, Navy members may be  assured  that  their  careers  will  not  be unfavorably affected by service over extended periods in important assignments to which they have been ordered to meet the needs of the Navy.    Special tours. Candidates presented to the board compete  within  their  rating.   It  is  recognized, however, that they are frequently detailed to duty outside their rating specialties. Many such types of  duty  require  selectivity  in  assignment  and special   qualifications.     Therefore,   due consideration is given to those candidates who serve  in  the  demanding  tours  of  duty  as instructor,  recruiter,  career  counselor,  recruit company commander, duty in the Human Goals Programs, and all other tours requiring special qualifications.    Education.  Consideration is given to improving education level.   That includes both academic and vocational training, whether such education is gained as a result of the individual’s initiative during  off-duty  hours  or  as  a  participant  in  a Navy-sponsored program.    Evaluations/fitness reports and the total person concept. Evaluations  and  fitness  reports  are closely reviewed for both marks and narrative. Trends are identified.   The marks and narrative must correspond on the evaluation/fitness report. THE SINGLE MOST IMPORTANT FACTOR INFLUENCING  SELECTION  IS  SUS- TAINED SUPERIOR PERFORMANCE OF DUTY.  Peer group ranking also gives the board members  an  indication  of  how  candidates compare with their peers. Personal decorations, letters of commendation/community involvement   also   reflect   a   well-rounded individual.  The “total concept” is important.    Duty  assignments. Duty  assignments  and history  of  duties  performed  can  be  determined from  the  service  record  transfers  and  receipts page and the job description on the evaluations. Using   this   data,   the   board   members   can determine  whether  or  not  individuals  are performing duties commensurate with their rate and  whether  professional  growth  expectancies are being met.    Weight  standards.   Failure  to  meet  the  Navy’s weight/physical  readiness  test  (PRT)  standards may  render  candidates  ineligible. Refer  to OPNAVINST 6110.1.    Alcohol-related    misconduct    or    poor performance.   Advancement will not be denied solely on the basis of prior alcoholism or alcohol abuse, provided the member has participated in successful   treatment   and   recovery. Any misconduct   or   reduction   in   performance resulting  from  alcoholism  or  alcohol  abuse, however,  must  be  considered  in  determining fitness for advancement.    Behavior problems.   Individuals who have had disciplinary  problems,  have  received  letters  of indebtedness,  or  have  other  record  entries relevant  to  behavioral  difficulties,  such  as  drug abuse,  demonstrated  racial,  sexual,  or  religious discrimination, will find the path to E-7/8/9 more difficult than those with clear records.  Once those problems are overcome, however, the single most important  selection  factor  is  still  SUSTAINED SUPERIOR PERFORMANCE.    Test scores (E-7 only).  Test scores are also taken into  account  since  they  give  an  individual’s relative  standing  on  the  examination  when compared to the other candidates. Slating Process Once  review  of  the  entire  rating  is  complete,  the panel arranges all of the candidates from top to bottom. This is called slating.   Once slating is completed, the entire board is briefed as to the number of candidates, and the background of individuals recommended and not recommended for selection.   During the briefing, no  names  are  used  and  the  entire  board  votes  on  the slate,  which  must  be  accepted  by  a  board  majority. After the board approves all of the slating, all members and the president sign a written report of the board’s recommendations  for  selectees  and  the  report  is submitted to CHNAVPERS for approval.  The content of the report must certify that the board complied with all instructions and directions contained in the precept and  that  the  board  carefully  considered  the  case  of every candidate whose name was furnished for review. Upon  CHNAVPERS  approval  of  the  selectees,  a NAVADMIN  message  is  prepared  and  released  to announce the selectees. During the board’s deliberations, records may be encountered   that   clearly   indicate   substandard performance or, in the board’s judgment, questionable advancement  recommendations.    In  such  cases,  the 5-9