E5 & E6 EVALUATIONS

WHAT’S THE SECRET

There are no secrets! The Navy tells you what to

do! Bibliography Precept Letters Evaluations (traits provide

the standards)

EVALUATIONS

An ongoing process throughout the evaluation period. Usually 12 months.

Work on deficiencies to improve. Take off your blinders. See the whole

Sailor. Develop your writing style and comply

with the style of the reporting senior. Make your case for the Sailor in block 43! Use allotted space wisely. KEEP THE ENTIRE CHAIN OF COMMAND IN

THE PROCESS!

WHERE DO I START?

Advanced to Petty Officer Second Class. Career Development Board. Don’t be afraid to ask questions! This is

how we learn. Learn the evaluation process, it’s your path

to success. Five Questions:

Why did you join the Navy? Why did you pick your rate? What did you expect to get from the Navy? What do you think of the Command? Where do you want to be 5-10 years from now?

KNOW WHERE THE ANSWERS ARE!

BUPERSINST 1610.10C OPNAVINST 6110.10J SECNAVINST 5210.2 (SSIC) SECNAVINST 5216.5

(Correspondence) Mentors Study Guides

Start with…

A Mentor! Someone who is where you want to be!

Learn your rate and how the Navy works.

Exercise your knowledge and ability.

It’s ok if you don’t know something, you can learn!

Observe CDB, mid-term counseling, etc.

E5 EVALUATIONS

Demonstrate the Sailor’s technical skill and ability.

Demonstrate the Sailor’s progress as a leader and technical expert.

Utilize the mid-term counseling as the foundation for the Sailor’s evaluation.

Has the Sailor improved? If not, is there counseling to document the deficiency and improvement?

E5 EVALUATIONS

Are you providing an objective evaluation of the Sailor’s ability in the traits?

Are you observing the Sailor and asking the Sailor about their job and what they do?

Are you documenting pertinent information in block 43? Good and not so good.

Does the write-up support the grades?

Do the grades support the write-up.

E5 EVALUATIONS

Write the evaluation to “the Board”!

CPO selection, officer program boards, school and special duty boards.

You are telling the reader whether or not the Sailor is qualified.

Is the Sailor ready for advancement to E6?

E5 EVALUATIONS

Professional Knowledge vs Institutional & Technical Expertise

Quality of Work vs Professionalism Command Climate/EO vs Character Military Bearing vs

Character/Heritage Job Accomplishment/Intiative vs

Professionalism/Communication Team Work vs

Loyalty/Communication Leadership vs Deckplate Leadership

BULLETS

Observed CDBs and has developed into an excellent member of the CDT.

Demonstrated mentoring/leadership ability in the cross-training of personnel within the department.

Maintained active communication up and down the chain of command which provided increased understanding and development of personnel.

E6 EVALUATIONS

Demonstrate the Sailor’s technical expertise.

Document proven leadership ability. Identify knowledge of Navy heritage

and ability to share information with subordinates.

Document accomplishments with regard to collateral duties.

Actions taken to develop Sailors into technical experts and leaders.

E6 EVALUATIONS

Are you providing an objective evaluations of the Sailor’s ability in the traits?

Are you observing the Sailor in the performance of “your” job and asking the Sailor about their job and what they do?

Are you documenting pertinent information in block 43? Good and not so good.

Does the write-up support the grades? Do the grades support the write-up. Are you allowing this Sailor to grow as a

leader?

E6 EVALUATIONS

Write the evaluation to “the Board”! CPO selection, officer program boards, school

and special duty boards. You are telling the reader whether or not the

Sailor is qualified. How many times have you ask, “How did he

make Chief?” Is the Sailor ready for advancement to E7? Recommendations for officer programs can

send an unwanted message to the CPO selection board.

E6 EVALUATIONS

Professional Knowledge vs Institutional & Technical Expertise

Quality of Work vs Professionalism Command Climate/EO vs Character Military Bearing vs

Character/Heritage Job Accomplishment/Intiative vs

Professionalism/Communication Team Work vs

Loyalty/Communication Leadership vs Deckplate Leadership

E6 EVALUATIONS

Avoid overuse of phrases and terminology.

“Already performing at the level of a Chief Petty Officer.” Is this true?

“Select NOW!” Is this Sailor really ready?

“A future Command Master Chief.” On an E6 evaluation?

“Chaired 56 CDBs which resulted in…” How about “contributed to.”?

Leadership is not limited to numbers!

WHAT DOES IT TAKE?

It takes a commitment to the Navy. If you want “it” you have to go out

there and get “it” for yourself. Diversity of Navy experience and

knowledge. Sailor first, rating second, NEC third. Get out of the box. The more senior you are the more

you need to know. Get started now and beat the rush.

Who is responsible?

Each Sailor is responsible for his/her career.

Each leader is responsible for the development of each Sailor.

If you want more, you have to know more.

The more you know, the more qualified you become.

With each advancement comes increased responsibility. To accept that responsibility is to grow and develop as a leader, technical expert and Sailor.

GROOMING A SAILOR

Each Sailor should be groomed. Grooming is not “doing for” it is

“teaching how” and letting the Sailor demonstrate their ability.

Follow the Navy’s career path. Lose the just get it done mentality. This is about leadership!

QUESTIONS?