FY-11 MASTER AND SENIOR
CHIEF PETTY OFFICER
SELECTION BOARD PROCESS
By: STGCS (SW/AW) Charles Eakley
Approved by: NPC
Today’s Topics
* EVALs
* BOARD PACKAGES
* BOARD PROCESS
WRITING EVALs
(EXAMPLES, NOT ACTUAL EVAL ENTRIES)
• WRITE TO THE SELECTION BOARD (Write the EVAL like you’re
writing it to Board Members.) AND NOT TO THE MEMBER
• OPENING LINE – A punch with CO’s recommendation
(STRONGER THE BETTER). Examples:
• “#1 of over 23 outstanding Senior Chiefs on board this 40,500
ton amphibious warship! Absolute SUPERSTAR filling in my
CMC position for the past four months.”
• “A true EP but due to BUPERINST 1610.1 ranking limitations,
ranked as my #1 MP.”
• BULLETS: Show WHAT, HOW and IMPACT (CAUSE & EFFECT!).
WRITING EVALs (Cont’d)
(EXAMPLES, NOT ACTUAL EVAL ENTRIES)
•
CLOSING PARAGRAPH – Stronger the better and with a punch!
• “Senior Chief (name) is a leader among leaders. He has his finger on
the pulse of my command and reacts to situations before they occur.
He has my full and complete trust to make the right decision the first
time. MY STRONGEST POSSIBLE PERSONAL RECOMMENDATION FOR
MASTER CHIEF AND CMDCM. SELECT NOW!”
• “Chief (name) is an absolute leader in my command. High standards
and genuine concern for Sailors makes her a 100% must select for
SCPO. I would actively seek-out XYZC (name) to serve with her once
again in a combat deployment. Advance IMMEDIATELY to SCPO!”
• “Chief (name) is the a notch leader and the hot runner in my CPO mess.
Same trait average as my top EP, Chief (name) performance is on par
with my most experienced Senior Chief. Select to Senior Chief Petty
Officer at first opportunity!”
WRITING EVALs (Cont’d)
• CAREER MILESTONE RECOMMENDATION (BLK 40 EVALs):
• AVOID sending the wrong message
• LIST at least one SCPO OR MCPO comment
• IMPORTANT PERFORMANCE TRAITS
• DECKPLATE LEADERSHIP
• PROFESSIONALISM
• SENSE OF HERITAGE
WRITING EVALs (Cont’d)
• If you state that the sailor holds a collateral duty in block 29,
write-up about it in block 41.
WRITING EVALs (Cont’d)
•When writing your eval or your Sailors evals refer to the most recent
selection board precept early and often.
Board Precept
Eval
BEST EDGE OVER COMPETITION
•
Upward Eval/Fitrep trend
•
Breakout comments in write-ups
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Diversity/Arduous background (Taking the hard jobs)
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Fully and Best Qualified for next paygrade
QUALIFICATIONS & AWARDS
• QUALIFICATIONS – EXW/SW/AW/FMF/SCW/SS, IUSS, MTS,
Dive Master, Aircrew, EOOW, CICWO, FPTT, DCTT, OOD
Underway, Patrol Craft Pin, etc.
(If the qualification is out there get it, its just going to make you stand out from
your peers.)
• PERSONAL AWARDS – Navy & Marine Corps Achievement
Medal & above, Flag Letters of Commendation, etc.
(Make sure all your personal awards are in your Official Military Personnel File.
Your CD-ROM from Bureau of Naval personnel.)
EVAL
DETRACTORS
DETRACTORS
(EXAMPLES, NOT ACTUAL EVAL ENTRIES)
• Missing Evals/Fitreps
• Declining Eval/Fitrep
• Operational Tour, NO PIN and/or NO QUALIFICATIONS
• NJP, Misconduct or Substandard Performance (Last 5
years)
• PFA Failure - Out of standards (BCA) (Last 5 years)
SOFT KILLS
(EXAMPLES, NOT ACTUAL EVAL ENTRIES)
* No leadership
* Zero Command Collateral Duties
* No Community Involvement
* Guesswork in write-ups ( No flowery words)
* Homesteading without taking on the appropriate level
of responsibilities (Get out of the comfort zone!)
SUBMITTING
BOARD PACKAGES
Submit a Package to Validate the Board Process!
SAMPLE COVER LETTER TO THE BOARD
1430
(date)
From: ITC(SW) P. S. SELECTME, USN, 123-45-6789
To:
President, FY- E8 Selection Board (Active/Reserve)
Subj: INFORMATION FOR CONSIDERATION BY THE SELECTION BOARD
Ref:
(a) NAVADMIN ___/__
Encl: (1) Package of items for review
1. Per reference (a), enclosure (1) is forwarded for
consideration.
P. S. SELECTME
ITC(SW) USN
SAMPLE COVER LETTER TO THE BOARD
(WITH SHORT STATEMENTS)
1430
(date)
From: ITC(SW) P. S. SELECTME, USN, 123-45-6789
To:
President, FY-__ E8 Selection Board (Active/Reserve)
Subj: INFORMATION FOR CONSIDERATION BY THE SELECTION BOARD
Ref:
(a) NAVADMIN ___/__
Encl: (1) Package of items for review
1. Per reference (a), enclosure (1) is forwarded for
consideration.
2. Please be aware that upon review of my service record, I
discovered two records of NJP proceedings from a different
enlisted person. These documents do not refer to me and I
have sent correspondence to NAVPERSCOM (PERS-313) to have
them removed from my permanent service record.
P. S. SELECTME
ITC(SW) USN
SAMPLE COMMAND MESSAGE
ROUTINE
R 123456Z FEB 10
FM COMMAND
TO COMNAVPERSCOM MILLINGTON TN//PERS81//
UNCLAS//N01430//
PASS TO PRESIDENT, E7/8/9 SELECTION BOARD (ACTIVE/RESERVE)
MSGID/GENADMIN/COMMAND//
SUBJ: AWARD NOTIFICATION ICO ITC(SW) P S SELECTME, USN, XXX-XX-3333
RMKS/1. SNM WAS AWARDED A NAVY AND MARINE CORPS
COMMENDATION MEDAL FROM COMSIXTHFLT ON 1FEB10, FOR THE
PERIOD 12NOV09-01JAN10.
REQ AWARD BE CONSIDERED DURING E7/8/9 SELECTION PROCESS.//
BT
REVIEW/UPDATE RECORD
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CHECK CONTINUITY OF EVALS/FITREPS - Steps to take:
(1) Login to BUPERS Online (BOL)
(2) Go to BOL Application Menu
(3) Select “Fitrep/Eval Reports
(4) Then select “Performance Evaluation Continuity” on the next screen.
The next screen will show you if you have any gaps or overlaps in
Evals/Fitreps periodicity. (Or you can review your PSR below for
continuity.)
Performance Evaluation
Continuity Report
• Check BOL to make sure
you are not missing any
Evaluation dates on your
Performance Evaluation
Continuity Report.
• If you don’t care about
your record why should
the Board Members care.
Make sure you have no
missing periods
PERFORMANCE SUMMARY RECORD
PSR. Shows rater’s career average, reporting senior’s group,
cumulative average, and performance traits, etc.
REVIEW THE PSR FOR ACCURACY AND IF WRONG,
SUBMIT APPROPRIATE DOCUMENTS TO CORRECT!
ERROR
ERROR
PERFORMANCE SUMMARY RECORD (cont’d)
Traits Aligned View
• This view will give you a
idea on how you break-out
among your peers.
5 year line
REVIEW/UPDATE RECORD (Cont’d)
• PACKAGE: “SUBMIT ONE” TO VALIDATE THE BOARD
PROCESS. Ensure you write your Name, Rate and full
SSN on all enclosures you send to the Board if it isn’t
already on the enclosure!
• WHAT TO INCLUDE IN YOUR BOARD PACKAGE:
– Last Eval/Fitrep PLUS any missing Evals/Fitreps
– Missing Page 4’s (showing Education, Awards and
Warfares.)
– Missing Award Citation(s)
– College Degree Certificate
– Community Service Awards
– Warfare Certificate
– Any other document you feel the Board should see
GUIDELINES FOR SUBMITTING A PACKAGE
• REFERENCE – Use current NAVADMIN for guidance and board
package due dates.
• LIMIT ENCLOSURES (Only submit what’s missing from your
record.)
• CHRONOLOGICAL ORDER
• HIGHLIGHTING – Don’t highlight as this can cause the area to be
blackened out when scanned into the system!
• DUPLICATION – AVOID! However, you may send enclosures “for
the ease of review” like YOUR LAST EVAL/FITREP.
GUIDELINES FOR SUBMITTING A PACKAGE
(Cont’d)
• CLOSING PARAGRAPH – This should explain your entire
package. Use this space to explain any item of concern
about your record or career you think the selection board
might question! Example: Why you didn’t get a warfare
pin during an operational tour when you had the
opportunity to get one!
• AVOID SENDING resumes, pictures, movies, money,
gifts, etc., to sway your chances!
BOARD QUOTAS
Quotas. N13 establishes the maximum select quota (Active and
FTS) for each Rating based on end-strength numbers in the
different rates and needs of the Navy. Chief of Navy Reserve
Establishes quotas for drilling Navy Reserve personnel.
Release of Quotas. The board quotas can not be released until all
board members have been sworn in and usually happens the second
day of the board.
While the quota may not be exceeded, should it be determined by a
panel that there is an insufficient number of “Best Qualified”
candidates in a rating, the panel may recommend leaving part of the
quota unfilled.
BOARD QUOTAS (Cont’d)
Advancement across the Navy is vacancy driven. That applies not only to
the E7, E8, and E9 boards but also to E4 through E6 advancements as well.
Several factors are taken into consideration when establishing quotas.
• Current Inventory. The current inventory is the total end-strength
population of a specific rating versus the CNO requirement for that rating.
•
Total Projected Losses and Gains
(1) Losses reflect the personnel who will be leaving the enlisted ranks
during the phasing cycle, for example, Fleet Reserve, medical discharge, LDO/
CWO program, demotion, etc.
(2) Gains reflect those who will enter a paygrade during the phasing
cycle such as voluntary recall to active duty, those remaining to be advanced from
the previous cycle, etc. Phasing cycles are as follows:
- E7 September through August
-E8/9 July through June
BOARD QUOTAS (Cont’d)
Senate and House Provisions for the FY 2008 National Defense Authorization Act
• Sec. 521 – Increase Daily Average Number of Members in E-9 Pay Grade.
Increase from 1% to 1.25% of total active duty enlisted personnel.
= 1.25 PERCENT OF THE NAVY
= 2.5 PERCENT OF THE NAVY
Early Selectee Quota now removed. DOD Directive 1304.20 was revised in
2005 and removed all verbiage limiting services to advancing 10% of “early
eligible's” as determined by the Total Active Federal Military Service (TAFMS).
MEMBERSHIP CONSIDERATIONS
The objective in putting together board membership is to
ensure every candidate is fairly represented from as
many perspectives as possible. When considering
prospective board members, Navy Personnel Command
considers:
Rating
Minority
Gender
Reserve/Active Components
Geographic Location
Community (i.e. type aircraft, SPECWAR)
Special Quals
Number of Records to be Reviewed
Prior Board Experience
BOARD COMPOSITION
One Officer and 4-11 Master Chiefs per panel
President (O-6) = Voting Member
Ensures compliance with precept
Voting Members = Master Chief Petty Officers
and one Officer [CDR]
Recorders (E8/E7) = Provide admin support
(non-voting members)
BOARD COMPOSITION (Sample Panels)
•Admin (YN, PS, LN, MC)
•Airframes (AD, AM, AZ, AS, PR)
•Avionics (AC, AT, AE, AW, AG, AO)
•Engineering A&E/DC (IC, EM, MR, HT, DC)
•Engineering Propulsion (MM, EN, GS)
•Medical (HM)
•SEABEE’S (BU, CE, CM, UT, EA, EO, SW)
•Special Warfare/Security (EOD, ND, SB, SO, MA)
•Security/Intel (CT, IS, NC, RP)
•Supply (LS, CS, SH)
•Surface Ops ( BM, QM, OS)
•Surface Weapons (GM, ST, MN, FC, ET)
NOTE: Above is a starting point and ratings assigned to a
specific panel may and will be adjusted as appropriate.
BOARD PROCESS BEGINS
• Brief on Equal Opportunity Guidance for all Eligible's
• Board Members/Recorders are sworn in
• Discussion of criteria for selection
• Records Assigned randomly to panels
• Record Review - Score Records
• Develop Slate - Brief President
• Tank - Present Slate to Board Members
• Vote - Majority Required
• Compile Slates for Presentation to CNP
• Call out with CNP
• Release Results via Naval Message
WHAT THE BOARD SEES
* Your Official Military Personnel Record (OMPR) (Same record you get
when you order your CD from BOL or review your record using the
Web Enabled Record Review (WERR)).
* Performance Summary Record (PSR)
* Board Package submitted by YOU.
WHAT THE BOARD DOESN’T SEE
* The Board doesn’t have access to your Electronic Training
Jacket (ETJ) or your Electronic Service Record (ESR)…that’s
why it’s important to send in missing page 4’s/13’s to document
your training/education/ awards.
* The Board doesn’t access your SMART Transcript either.
WHAT THE BOARD LOOKS FOR
IN YOUR RECORD
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Proven Deck-plate Leadership
Sailorization
Diversity
Command Involvement
Community Involvement
Critical Command Collateral Duties
Warfare Qualification(s)
Sustained Superior Performance
Education
POTENTIAL
WHAT’S IMPORTANT IN YOUR RECORD?
• Performance
• Break Outs against Peers
• At or Above Reporting Senior’s Average.
• Promotion Recommendation
• Consistent? Improving? Declining?
• One of One Evals/Fitreps –vs- Being ranked with a
Large Group of Peers!
WHAT’S IMPORTANT IN YOUR RECORD
(Cont’d)?
•Job Scope
•Leadership - Level of Responsibility
•Impact of Position on Command Mission
•Difficult/Arduous Duty
•Increased Responsibilities
•Professional Maturity/Experience
•History of Assignments
•Diversity of Duty
•Out of Rate Assignments
WHAT’S IMPORTANT IN YOUR RECORD
(Cont’d)?
Command Collateral Duties - DAPA, Urinalysis Coord, CFL,
Enlisted Warfare Program Coordinator, CMEO (CAT/CTT),
Career Development Board member etc. (Indicator of Initiative,
Leadership and Contribution to Command.)
Qualifications (EXW/SW/AW/SCW/FMF/IUSS) If you’re at an
Operational command where you can get a warfare pin and don’t,
BIG NEGATIVE. Could impact several areas!
FAQ
“I have failed to select multiple times, I am fully qualified in all
areas required by my community, I completed two IA assignments
and recruiting duty. What am I missing?”
• Request a CAREER DEVELOPMENT BOARD (CDB)
• Look at your PSR and order your CD (www.bol.navy.mil)
• Ensure the below items are in your service record:
- Eval/Fitrep continuity
- Awards
- Education information
- Special Qualifications
Chief Waterwalker vs. Chief Lukewarm
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Straight EP’s (#1 of 15)
Above SUM AVE
Poor narrative
Expected quals
CPOA Secretary
6 college credits
No retention comments
CMEO (not quantified)
Awards only as a E-6 and E-5
No community service
Multiple FFG’s
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Straight MP’s (Mid PAC)
At SUM AVE
Great narrative
Expected quals
CPOA Treasurer
Associates
100% retention in dept
CCC with advancement
2 awards as a Chief
MOVSM
FFG, CG, OSEAS shore, DDG
Results in…
• Disappointed Chief
Waterwalker
scratching his head
• Very happy Senior
Chief Lukewarm
calling his detailer
for his next set of
orders
The FIVE C’s
(Standing out among your peers)
1. Career
(Doing well at your job, Leading Chiefs, Mentoring Sailors, Deckplate Leadership, Sailorization , ect..)
2. Collateral Duties
(Command is Best / Departmental is Good)
3. Chief Involvement in the Mess
(CPOA Position and/or CPOI Position)
4. Community Service
5. College / Non-Resident Courses / Vocational
Taking all of these things in to consideration, what is
the candidate’s potential to serve in the next higher
paygrade?
The Slating Process
This is the final stage of the selection process. Once the review
of an entire rating is complete, the panel arranges all the
candidates from top to bottom. This is called “slating”. The
panel must present that slate to the board for approval.
The panels justify their recommended selections to the board.
Essentially, the panel must explain to the board why the last
select is a better candidate than those who were competitive
but not selected. The panel must answer any and all questions
asked by the board about the slate to the board’s satisfaction.
Once discussion is concluded, the board will vote on the slate.
A majority is required to approve the slates. Rejected slates go
through the whole process again.
Summary
How EVALs/FITREPs are written
How to submit a Board Package
How the Selection Board Process
Works