FY-11 MASTER AND SENIOR CHIEF PETTY OFFICER

SELECTION BOARD PROCESS

By: STGCS (SW/AW) Charles EakleyApproved 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

• Diversity/Arduous background (Taking the hard jobs)

• 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 QUALIFICATIONSNO 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!)

SUBMITTINGBOARD 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, 123-45-6789To: 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 forconsideration.

2. Please be aware that upon review of my service record, I

discovered two records of NJP proceedings from a differentenlisted person. These documents do not refer to me and Ihave sent correspondence to NAVPERSCOM (PERS-313) to havethem removed from my permanent service record.

P. S. SELECTME ITC(SW) USN

SAMPLE COMMAND MESSAGE

ROUTINER 123456Z FEB 10FM COMMANDTO 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-3333RMKS/1. SNM WAS AWARDED A NAVY AND MARINE CORPSCOMMENDATION MEDAL FROM COMSIXTHFLT ON 1FEB10, FOR THEPERIOD 12NOV09-01JAN10. REQ AWARD BE CONSIDERED DURING E7/8/9 SELECTION PROCESS.//BT

REVIEW/UPDATE RECORD • 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 EvaluationContinuity 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

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!

PERFORMANCE SUMMARY RECORD

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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

• 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

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!

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

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)

Early Selectee Quota now removed. DOD Directive 1304.20 was revised in2005 and removed all verbiage limiting services to advancing 10% of “early eligible's” as determined by the Total Active Federal Military Service (TAFMS).

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

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

MinorityGender

Reserve/Active ComponentsGeographic Location

Community (i.e. type aircraft, SPECWAR)Special Quals

Number of Records to be ReviewedPrior Board Experience

One Officer and 4-11 Master Chiefs per panel

President (O-6) = Voting Member Ensures compliance with precept

BOARD COMPOSITION

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.

* 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 DOESN’T SEE

WHAT THE BOARD LOOKS FORIN YOUR RECORD

• 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!

•Professional Maturity/Experience •History of Assignments •Diversity of Duty •Out of Rate Assignments

•Job Scope •Leadership - Level of Responsibility•Impact of Position on Command Mission•Difficult/Arduous Duty •Increased Responsibilities

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 NEGATIVEBIG NEGATIVE. Could impact several areas!

WHAT’S IMPORTANT IN YOUR RECORD (Cont’d)?

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

• 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

• 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