As the reporting senior is reviewing the demographic data and then proceeding down the front page of the evaluation, the members mind is likely thinking…..enough already, flip the darn thing over so I can see what I got! This factor will be even more difficult this year with the Navy forcing some Second Classes into the dreaded “Promotable” category. The points work this way. Enlisted advancement1 1. This is assuming he's complaining about a P and not an MP. pg 3.4 not recommended p 3.6 recommended. WRITING THE EVAL. We haven’t received our eval yet but I have received word that I was ranked alone as 1 of 1 under FTS with an EP. Any of this work? PLAY. *** Unparalleled leader and mentor who had immediate impact on the command. Check page 1-25 of the Eval manual. For E-8 and E-9, it was 11.5 percent. Edit: I looked at some of the other comments and saw he had commented about getting a P, not an MP. Learn vocabulary, terms, and … – Don’t shortchange your family. While it may be counterintuitive to think so, the real problem lies in small summary groups, not in large summary groups. For E-4/E-5 your PMA counts for a max of 64 points computed by taking your PMA multiplying by 80 and subtracting 256. 5 of 6 PO2 EP evals were earned by his Sailors at the Regional level. I had plenty of Sailors who after a year, it was easy to throw their eval straight into the P pile and not have to worry about fighting at a ranking board for them to get a EP or MP. Mathematically the performance mark average comprises 47.5 % of the E6 Final multiple. Create a free website or blog at WordPress.com. For the most part, Second Class Petty Officers are the most senior Sailors still working in their rate on a daily basis. Another thing to consider is even though a command can say give 5 EP's, they don't have to give any at all if the reporting senior does not want to. He developed a practice advancement exam for five rates at our command based off repetitive bibliography topics. Should i figure out away to serve my community and set my family aside when i have extra time? It was phrased something like: I may be misphrasing, but that was the gist. Delivery of Performance Evaluations Should Be Future Focused « Human Resource Ideas for Navy Chiefs Bob Wheeler When i approached my LPO and asked what i can do in order to obtain an EP on my next eval (currently at an MP) he stated simply “community service”. I picked up on a P, but most of the other people testing also had Ps, so I wasn't at a big disadvantage and I made up for it with college + high test score. Conversely, the raw test score for E6 candidates is 33%, vice 37% for E4 and E5 candidates, and a whopping 50% for E7 candidates. Knocking those out on time (or early) and demontsrating that he knows his job is the most importnat things. i would like to know why some one who has or does none of those things recieves and MP on the last eval and i recieved a P?! NPC fy11 E9 and E8 selection board brief 1. New E-7 50/50 FMS 3.80 (MP) 49.4 70.0 PMA CURRENT PTS PROPOSED PTS 2.00 (SP) 26.0 0.0 3.40 (PR) 44.2 50.0 3.60 (P) 46.8 60.0 4.00 (EP) 52.0 80.0 13 Comments. The question then is: Is a two year Second Class with two EP’s equal to a 4 year Second Class with two MP’s and one EP, and a history of above average performance? It's impossible for me to pick up 2nd with a MP unless I max out everything else. why does this happen is my question, Elizabeth A. Rupert As a HM, it was mathematically impossible to pick up E-4 with a P eval for the last two cycles. If your rate generally has a high advancement percentage then obviously your eval means less, and vice versa. I told all of them that part of what they were being rated on was how well they worked together. Navy Eval Bullets These bullets are generated from site users contributions. (4.0 X 80)-204=116. Horstman’s Laws: “The Art of Great Management”, Bob Wheeler ( Log Out /  Navy Enlisted AdvancementNavy Enlisted Advancement By: LT Davis 2. Indistinguishable from my number 1, except for seniority. Transition Season Is Too Late To Begin Making A Chief, Horstman’s Laws: “The Art of Great Management”, Delivery of Performance Evaluations Should Be Future Focused « Human Resource Ideas for Navy Chiefs, http://www.manager-tools.com/2006/07/preparing-for-your-review-part-1-of-2. Examples. Fraumm. BTW- I had a similar situation and was knocked down to an MP when I was an HM2. I have used the following basic definitions in describing each category for a number of years: PROMOTABLE– “There is no legal reason that this Sailor is ineligible for promotion. I have a question, I am a E-5 at a joint command with no Navy Chiefs. If you are worried about advancement, the only thing you can control is how well you study. BUPERINST 1610.10 NAVY PERFORMANCE EVALUATION SYSTEM. Larger groups, however, tend to mean some good Sailors are put into categories we don’t feel they deserve, because of forced distribution. It sounds like your LPO made a general comment, that may have been a used as a “tiebreaker” for lack of a better word. ( Log Out /  Hope this helps a bit. Change ), You are commenting using your Twitter account. We are equal in all aspects. The table (1-5) states that Active and FTS should be grouped together. But looking at the evaluation from the perspective of ensuring the Navy has a stock of successful Sailors at the next pay grade, it is better to have EP Sailors marked as MP Sailors than the other way around. This should give us, as leaders, some pause, as we consider how we categorize our Sailors each March. The eval before that was an NOB. STUDY. In your case it looks like there are two great second classes. So technically speaking for E4/E5 the exam is worth more and for E6/E7 the eval is. CPO Selection Board Brief 2012 (FY2013) An exceptional leader, he gets the job done. *** MY #____ OF ____ EXCEPTIONALLY TALENTED CHIEF PETTY OFFICERS! The link to the eval manual is below. That means a EP Seaman looking to advance to PO3 can score a 48 and still end up with the same final multiple as a P sailor with a perfect 80, all other things being equal. Flashcards. Examples of U.S. Navy Eval bullets appropriate for E-6. Since this person would have 2 years Time in rate (2+9.5=11.5) and no PNA points this Sailor enters into the equation with a raw score of 127.5. Ranked number 2 against very senior competition. Now, we will be battling each other where only 1 EP can be given. I am a PO2/E-5 I was advanced off of the SEP 2010 exam (TIR start 01/01/11). Assuming Performance Mark Average of 3.87 (last three evaluations were MP/MP/EP) this would earn 105.6 points, 10.4 points less than Sailor “A” in that category. These bullets are generated from site users contributions. Jul 25, 2012 @ 16:52:05. If your rate generally has a high advancement percentage then obviously your eval means less, and vice versa. – Make sure you get a good mid term counseling to find out what your leadership expects. Petty Officer X exhibits phenomenal leadership and talent beyond his/her paygrade. What’s best for the Sailor personally may not always be what’s best for the Navy organizationally and determining the difference can certainly be a difficult decision, but it’s the type of decisions the Navy expects us, as Chiefs, to make. I had one of my junior guys throw a fit because he got an MP instead of an EP. What do you think? Bob Wheeler If you do end up with an MP it would be good if the opening line of your eval write up addresses the downgrade. **MY #____ of ____ EXTREMELY COMPETITIVE CHIEF PETTY OFFICERS** * EXHIBITS OUTSTANDING LEADERSHIP, SUPERB MANAGEMENT, AND PRO… If our goal is to find ways to promote the Sailors most likely to succeed at the next pay grade, then larger groups are better. This means a EP is worth the max of 64, an MP is worth 48 and a P is worth 32. Navy Eval Bullets. Read this carefully: the rules force me to make him/her an MP, but he is really an an EP. 3 February 2003 Navy Advancement Center 23 Increases the difference between an EP and MP or MP and P from 2.6 pts to 10 points. 60 percent. Making rate in the Navy up to E-6 is all up to you. Ranked MP only because he is compared against the XO. Specific accomplishments and their impact. To the E-3s who posted above, I empathize with you, and I hear myself in the what you say. i the only seaman that is officially designated as a trainer and qualifier in two of my shops JQRs as well. How does it affect your eval and what is a final multiple score? New comments cannot be posted and votes cannot be cast, For anything Navy related, not limited to US Navy. The best advice to make his paper work “glittering gold” is to have him talk to his Chief (especially at the mid term counseling) and ask what he/she thinks need to be done. Navy Shifts the 2021 Fitness Cycle to July 29 days ago. I also currently sitting a senior watch office position and will be recieving the bronze presidential volunteer service medal by the end of the year. An exemplary and versatile manager whose leadership has encouraged the highest level of growth from his Sailors and fellow Chiefs. navy eval opening statements constantly delivered outstanding results and consistently went above and beyond the call of duty always willing to volunteer for additonal duties and responsibilites far beyond what was expected of someone in his position. Although I do not know all the specifics of your case, it seems that you would be correct. Ranked among the best I have served with in xx years, would be EP if not restricted by numbers. **#1 EP IN A COMMAND OF 34 HIGHLY COMPETITIVE FCPOs! When determining which mark to give the Sailor think, “how would I feel if this person showed up at my command to fill the only First Class billet we had”. If you’d like to learn more check out this link to a podcast on preparing for an eval out in the business world, it’s pretty relevant to how things work in the Navy as well. You have to believe me that when I say if you work hard and play fair things will work out. Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. Created by. The time for preparation is now. E-6/Petty Officer First Class Evals **#1 EP IN A COMMAND OF 34 HIGHLY COMPETITIVE FCPOs! Above all- STAY CLASSY. MILLINGTON TN 38055-3200. I submitted a TIR waver to take the exam cycle SEP 12. Have you addressed this issue with your Chief? http://www.manager-tools.com/2006/07/preparing-for-your-review-part-1-of-2, I am an E-3 who is currently finishing up an AA, working on a watch floor, am in for a NAM, i am also have 53 hours of volunteer hours in 4 months with out taking time away from my job. Now how would you react if this Sailor told you he or she just received orders to a remote command where the job will require working independent of a Chief Petty Officer. 23 January 2010 2 Presentation TopicsPresentation Topics Final Multiple Score FactorsFinal Multiple Score Factors Performance Mark Average VsPerformance Mark Average Vs Performance Trait AveragePerformance Trait Average Ways to Earn an EP or MPWays to Earn an EP or MP How to … Anything you’re doing in those area’s should be put on your brag sheet as well (and use as much of the same terminology as you can). This is particularly the case at the E3 level. – You need to know what’s expected of you and ensure the input you provide for your bragsheet is tailored as such. But we must get past rewarding individuals for simply being the best among equals. Supposedly, my eval will state that I am #1 among my peers even though I was ranked seperately. * e-6 to e-7 3 years (1 year tir wiaver with last reg eval (nov) an ep) exam standard score: 80 points maximum e-4/5 (45%) e-6 (35%) e-7 (40%) perfromance mark average: value of performance recommendations. We may think smaller groups are easy, because the smaller the group, the less the likelihood of hurting people’s feelings. Preparation starts with identifying the goal. NAVY PERSONNEL COMMAND PERS 32. This is the same requirement as for E7 candidates, so we can see also that the Navy is trying to identify Sailors with sustained superior performance. Start studying BUPERSINST 1610.10D, NAVY PERFORMANCE EVALUATION SYSTEM [Ch. The standard score (SS) is a numeric representation of how well candidates do compared to There's a calculator at navybmr.com. Bob Wheeler His effort allows rated CPO s to align training and better their sailor advancement. Navy Personnel Command Holds Change of Command 49 days ago. I'm pretty sure he's never read the 1610 and yet he wants to tell me about evals. Exam scores improved by 21% in the rates and advancement improved by 33%. His/Her dedicated work ethic, supervisory skills, and mastery of aircraft systems has made him/her an invaluable member of the X Division and this command. Mail to: COMMANDER. Inspired dramatic change while guiding every Sailor to their maximum potential. Ranks X of XX highly competitive X Class Petty Officers. PMA is determined from the promotion recommendation of block 45 of your eval, EP = 4.0, MP = 3.8, P = 3.6, Progressing = 3.4, SP = 2.0. One big difference between the E6 candidate and the E7 candidate, however, is that, under normal advancement process, the actual reporting senior comments are not taken into consideration for advancement to E6, as they are in the Chief’s board process. 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