1. CHIEF PETTY OFFICER SELECTION BOARD PROCESS
By: STGCS (SW/AW) Charles Eakley
Modified: CMDCM(FMF) Tammy Heap

2. * EVALs * BOARD PACKAGES * BOARD PROCESS
Today’s Topics
* EVALs
* BOARD PACKAGES
* BOARD PROCESS

3. WRITING EVALs (EXAMPLES, NOT ACTUAL EVAL ENTRIES)
WRITE TO THE SELECTION BOARD
Opening Line: A punch with CO’s recommendation (STRONGER THE BETTER). Examples:
“#1 of over 23 outstanding First Class Petty Officers on board this 40,500 ton amphibious warship! Absolute SUPERSTAR filling the Division CPO position for the past 4 months.”
“A true EP, but due to BUPERSINST ranking limitations, ranked as my #1 MP.”
Bullets: Show WHAT, HOW and IMPACT (CAUSE and EFFECT!) or Task Action Result (TAR).
Paragraphs vs. Bullet Format:
Which one of the following makes it easier to read and retain the information:

4. EXAMPLE 1
Master Chief is totally dedicated to the career and professional development of
all Sailors. A stellar leader and the absolute best at Sailorization! Successfully
managed the Sailor of the Quarter/Year, Command Advancement, and EFMFWS
Programs. As Chairman for over 15 EFMFWS boards, qualified 48 Sailors.
Implemented the first ever NCPACE program at 2d MAW, providing the 29
enrolled Sailors with an alternative method, that's deployment compatible, for
continuing education. Boasted a 20% advancement rate for PO3 thru PO1 (30 of
147) and a 38% promotion rate for CPO (7 of 18). Led 18 CPOs from the Cherry
Point area during the PCPO Training season resulting in a quality teaching and
learning environment that successfully guided and provided eight newly
selected PCPOs with the tools and knowledge to be successful Chief Petty
Officers in today's Navy. Member FY-07 CPO selection board. Assisted in
screening 19,750 records resulting in the selection of 4,744 Chief Petty Officers.
As an awards board member sat 21 boards and participated in the review and
approval process for 152 awards for the Marines and Sailors of 2d MAW. Master
Chief's drive and devotion to the Navy/Marine Corps Team has provided a solid
foundation for the success of all Sailors. Select for CMDCM now!

5. EXAMPLE 2
Master Chief is totally dedicated to the career and professional
development of all Sailors. A stellar leader and the absolute best
at Sailorization!
- Successfully managed the Sailor of the Quarter/Year, Command Advancement,
and EFMFWS Programs. As Chairman for over 15 EFMFWS boards, qualified 48
Sailors.
- Implemented the first ever NCPACE program at 2d MAW, providing the 29
enrolled Sailors with an alternative method, that's deployment compatible, for
continuing education.
- Boasted a 20% advancement rate for PO3 thru PO1 (30 of 147) and a 38%
promotion rate for CPO (7 of 18).
- Led 18 CPOs from the Cherry Point area during the PCPO Training season
resulting in a quality teaching and learning environment that successfully guided
and provided eight newly selected PCPOs with the tools and knowledge to be
successful Chief Petty Officers in today's Navy.
- Member FY-07 CPO selection board. Assisted in screening 19,750 records
resulting in the selection of 4,744 Chief Petty Officers.
- As an awards board member sat 21 boards and participated in the review and
approval process for 152 awards for the Marines and Sailors of 2d MAW.
Master Chief's drive and devotion to the Navy/Marine Corps Team has provided a
solid foundation for the success of all Sailors. Select for CMDCM now!

6. WRITING EVALs (Cont’d) (EXAMPLES, NOT ACTUAL EVAL ENTRIES)
Closing Paragraph: The STRONGER THE BETTER
“HM1 (name) is a leader among leaders. He has his finger on the pulse of the Division 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 CHIEF PETTY OFFICER SELECT NOW!”
“RP1 (name) is an absolute leader in my command. High standards and genuine concern for Sailors makes her a 100% must select for CPO. I would actively seek-out RP1 (name) to serve with her once again in a combat deployment. Advance IMMEDIATELY to CPO!”
“LS1 (name) is the a notch leader and the hot runner in the FCPO mess. Same trait average as my top EP, LS1 (name) performance is on par with my most experienced Chief. Select to Chief Petty Officer at first opportunity!”

7. WRITING EVALs (Cont’d)
AVOID sending the wrong message
LIST at least one CPO comment
IMPORTANT PERFORMANCE TRAITS
LEADERSHIP
PROFESSIONAL KNOWLEDGE
PERSONAL JOB ACCOMPLISHMENT/INITIATIVE

8. WRITING EVALs (Cont’d)
* If a collateral duty is listed in Block 29, write about it in Block 40.

9. 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

10. 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

11. EVAL
DETRACTORS

12. DETRACTORS (EXAMPLES, NOT ACTUAL EVAL ENTRIES)
Missing Evals/Fitreps
Declining Eval/Fitrep
Operational Tour, NO PIN and NO QUALIFICATIONS
NJP, Misconduct or Substandard Performance (Last 5 years)
PFA Failure - Out of standards (BCA) (Last 5 years)

13. 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!)

14. BAD “Set the standard as a dynamic leader” (Ranked 4 of 4.)
“Already performs at the level expected of a seasoned CPO.” (Ranked 6 of 6)
“Completed Enghlish 101.” (Spell check, anyone?)
“Personally donated platelets…saving many lives…”
“Dynamic interest in self-knowledge.”
“Member of command’s 3rd place softball team.”
“Worked independently with two others…”
“Used both his talents…”
“Able to make decisive decisions.”

15. POOR “My number 1 MP!” (Only MP of 3.)
“My number 1 EP at this command.” (Only PO1 at command.)
(Block #29) “…COLL: Urinalysis Observer, Key PO, MWR Committee member, FCPOA member.” (First two seldom had documented command impact results of what the Sailor did in this duty. The last two are memberships, not collateral duties.)
(Block # 29) “PRI: Supply LPO-12. COLL: Supply Petty Officer-12, Purchase Card holder-12, Inventory Control-12, Responsible Officer (RO) for consumables materials-12, Process Improvement team member for Acquisitions ” (ie. all supply functions.)
(Block # 29) “PRI: Admin Chief-12. COLL: Correspondence writer-12, Awards writer-12, POD-12, Muster PO-12, PLR-12, …(etc.)” (Again, all admin functions.)

16. Good
“PO1 is currently performing at the level expected of my command MP CPO’s.”
“Would rank in the top 5% as an EP if ranked against his current 50 peers.” (For xfer Eval; contained remark substantiation)
“As Div LPO led 5 junior Sailors through AB workups which scored ‘No findings’ on XY inspection, scoring 98% - a 12 % increase over last year and the highest of six BB’s on the waterfront.” (This bullet includes role, impact & comparison.)
“As Prgm Mngr, implemented a cost-reduction for AB process, saving the deptartment $12K. His model was adopted across the command, and saved $75K.”
“Met required (platform) qualifications. Now qualified and proficiently standing OOD underway (leadership / command impact / above required) watch. This duty is normally reserved for my most trusted and experienced ZZ’s.” (Sure beats ‘Urinalysis Observer’ and ‘Key Custodian,’ huh?)

17. Honest
“Performing at the level expected of a PO1. Will rank higher with more proven leadership as an LPO.”
“Did not take full advantage of increased leadership opportunities when offered.”
“Although a proven past performer, he has lapsed in his performance as ___. With more perseverance, and proper follow-through, he will soon be ready for increased responsibilities and leadership.”
“Did not demonstrate the performance expected of an adequate XX.”

18. QUALIFICATIONS & AWARDS
QUALIFICATIONS – EXW/SW/AW/FMF/SCW/SS, MTS, Dive Master, Aircrew, DCTT, OOD Underway, Patrol Craft Pin, etc.
(If the qualification is out there get it, it’s just going to make you stand out from your peers.)
PERSONAL AWARDS – Navy & Marine Corps Achievement Medal & above, Flag Letters of Commendation, Meritorious , etc.
(Make sure all your personal awards are in your Official Military Personnel File. Your CD-ROM from Bureau of Naval personnel/BOL WERR.)

19. Submit a Package to Validate the Board Process!
SUBMITTING
BOARD PACKAGES
Submit a Package to Validate the Board Process!

20. SAMPLE COVER LETTER TO THE BOARD
1430
(date)
From: ITC(SW) P. S. SELECTME, USN,
To: President, FY-E7 Selection Board (Active/Reserve)
Subj: INFORMATION FOR CONSIDERATION BY THE SELECTION BOARD
Ref: (a) NAVADMIN ___/__
Encl: (1) Package of items for review
Per reference (a), enclosure (1) is forwarded for
consideration.
P. S. SELECTME
IT1(SW) USN

21. SAMPLE COVER LETTER TO THE BOARD (WITH SHORT STATEMENTS)
     
(date)
From: ITC(SW) P. S. SELECTME, USN,
To: President, FY-E7 Selection Board (Active/Reserve)
Subj: INFORMATION FOR CONSIDERATION BY THE SELECTION BOARD
Ref: (a) NAVADMIN ___/__
Encl: (1) Package of items for review
Per reference (a), enclosure (1) is forwarded for
consideration.
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
IT1(SW) USN

22. SAMPLE COMMAND MESSAGE
ROUTINE R Z FEB 10 FM COMMAND TO COMNAVPERSCOM MILLINGTON TN//PERS81// UNCLAS//N01430// PASS TO PRESIDENT, E7 SELECTION BOARD (ACTIVE/RESERVE) MSGID/GENADMIN/COMMAND// SUBJ: AWARD NOTIFICATION ICO IT1(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

23. REVIEW/UPDATE RECORD CHECK CONTINUITY OF EVALS/FITREPS: Steps to take
Login to BUPERS Online (BOL)
Go to BOL Application Menu
Select “FITREP/EVAL Reports”
The select “Performance Evaluation Continuity” on the next screen. The next screen will show you if you have any gaps or overlaps in FITREP/EVAL periodicity.
You can also review your PSR for continuity.

24. Performance Evaluation Continuity Report
Check BOL to make sure
you are not missing any
Evaluation dates on your
Performance Evaluation
Continuity Report.
Make sure you have no
missing periods
If you don’t care about
your record why should
the Board Members care.

25. 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

26. 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.

27. 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!

28. 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 cannot 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.

29. MEMBERSHIP CONSIDERATIONS
The objective in putting together board members is to ensure every candidate is fairly represented from as many perspectives as possible. When considering prospective board members, Navy Personnel Command considers the following:
Rating
Minority
Gender
Reserve/Active Component
Geographic Location
Community (i.e. Surface, Air, Sub, FMF, Seabee)
Number of Records to be Reviewed
Prior Board Experience

30. BOARD COMPOSITION One Officer and 4-9 Master Chiefs per panel
President:
O-6
Voting Member
Ensures compliance with precept
Voting Members:
Master Chief Petty Officers and Officers
CDR, LCDR, LT
Recorders:
Provide admin support
Non-voting members

31. BOARD COMPOSITION (Sample Panels)
Admin: YN, PS, LN, MC
Airframes: AD, AM, AZ, AS, PR
Avionics: AC, AT, AE, AW, AG, AO
Deck: BM, MA, QM
Engineering A&E/DC: IC, EM, MR, HT, DC
Engineering Propulsion: MM, EN, GS
Medical/Dental: HM
SEABEE’s: BU, CE, CM, UT, EA, EO, SW
Security/Intel: CT, IS, NC, RP
Supply: LS, CS, SH
Surface Ops: MC, ET, IT, OS
Surface Weapons: GM, ST, MN
Note: Above is a starting point and ratings assigned to a specific panel will be adjusted as appropriate.

32. 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

33. 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. 33

34. WHAT THE BOARD DOES AND DOESN’T SEE
The Board does see the following:
Your Official Military Personnel Record (OMPR), same record you get when you order your CD from BOL or review your record using the Web Enables Record Review (WERR).
Performance Summary Record (PSR).
Board Package submitted by YOU.
The Board doesn’t see the following:
The Board does not have access to your Electronic Training Jacket (ETJ) or your Electronic Service Record (ESR). That is why it is important to send in missing page 4’s/13’s to document your training/education/awards.
The Board doesn’t access your SMART Transcripts either.

35. WHAT THE BOARD LOOKS FOR IN YOUR RECORD
Sustained Superior Performance
Proven Deck-plate Leadership/Sailorization
Technical Expertise
Sea/Shore Rotataion
Warfare Qualification(s)
Diversity
Critical Command Collateral Duties
Command Involvement
Community Involvement
Education
POTENTIAL

36. WHAT’S IMPORTANT IN YOUR RECORD
Performance:
Break Outs against Peers
At or Above Reporting Senior’s Average
Promotion Recommendation
Consistent? Improving? Declining?
Job Scope:
Leadership – Level of Responsibility
Impact of Position on Command Mission
Difficulty/Arduous Duty
Out of Rate Assignments

37. WHAT’S IMPORTANT IN YOUR RECORD (Cont’d)
Promotion Recommendation:
Consistent? Improving? Declining?
Command Collateral Duties:
DAPA, Urinalysis Coor., CFL, Enlisted Warfare Program Coordinator, CMEO (CAT/CTT), Career Development Board Member, ect. (Indicator of initiative, leadership, and contribution to Command.)
Qualifications:
EXW/SW/AW/SCW/FMF/IUSS ect.
If you’re at an Operational Command where you can get a warfare pin and don’t it could impact several areas! BIG NEGATIVE!

38. FAQ
“ I HAVE FAILED TO SELECT MULTIPLE TIMES, I AM FULLY QUALIFIED IN ALL AREAS REQUIRED BY MY COMMUNITY, 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 (
Ensure the below items are in your service record:
Eval/Fitrep continuity
Awards
Education Information
Special Qualifications

39. PO1 Waterwalker vs. PO1 Lukewarm
Straight EP’s (#1 of 15)
Above SUM AVE
Poor narrative
Expected quals
No FCPOA involvement
No education
No retention comments
Light on awards
No community service
Multiple FFG’s
Straight MP’s
At SUM AVE
Great narrative
Expected quals
FCPOA Treasurer
Associates
100% retention in dept
NCM as a FCPO
MOVSM
FFG, CV, OSEAS shore,
FMF, CONUS shore, recruiting, RDC, etc.

40. Results in… Disappointed FCPO Waterwalker scratching his head
Very happy Chief Lukewarm calling his detailer for his next set of orders

41. Got
Potential?
Taking all of these things in to consideration, what is the candidate’s potential to serve in the next higher paygrade?

42. Summary How EVALs/FITREPs are written How to submit a Board Package How the Selection Board Process Works