Transcript Personnel Career Management

Awards and Performance
Evaluation
PersMgmt Part 1
Awds/Eval MAR 2004
Introduction
• Personnel Leadership
– Part 1:
• Awards
• EVAL/FITREP
– Part 2:
• Selection Boards
• Your Career
– Part 3:
• Personnel Development
• Mentoring
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Introduction
“It is about leaders who have made the
promise to invest themselves in their
subordinates and it is about leaders who
are doing something to ensure their
subordinates prosper ….”
- ADM Vern Clark, CNO
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RECOGNITION
• Rewards Extraordinary Performance
• Fuels Motivation
• Promotes Strong Morale
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Awards & Recognition
– Get your people recognized
• Personal Awards
• SOY/SOQ (Big Bullet for CPOs
at SCPO Board)
• CNRF Enlisted Leadership
Award
• Junior Officer of the Year
(NRA & ROA)
– Distinguish Your Unit - Stand
Out!
• CAPT Leo V. Bilger Award
• Press Releases and
Newsletters
• Support Command and
REDCOM SITREPs
2002 Sailor of the Year Winners
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Awards
• Letter of Appreciation (LOA)
– Good EVAL/FITREP input
– Anyone can originate
• Letter of Commendation (LOC)
– CO LOC is a no-point “Atta Boy”
– FLAG LOC is a one-point “Atta Boy”
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Awards
• Navy & Marine Corps Achievement (NAM)
– Performance beyond what can be appropriately addressed in
the EVAL/FITREP
– Awarded by CO of Commissioned Units
• RESCEN
• Support Command
– For LCDR and junior
– “For professional achievement in the superior performance
of his/her duties while serving as …”
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Awards
• Navy & Marine Corps Commendation
– Like a NAM for CDR and senior - junior
decoration available
– Awarded by First O-6 in COC
• REDCOM/RESCEN
• Support Command
– Summary of Action; Introductory and
concluding paragraph with 8-10 bullets
– “For meritorious service while serving as …”
– Seven and one-half line limit
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Awardsmanship
– Quantifiable and Measurable
• Hours of Operational Support
valued at $##,###.##
• Attrition below ##%,
exceeding goal of ##%
– Meaningful and Valuable
• Enabled SC to meet
operational commitment
• Improved productivity of
shipyard workers
– Substantially Exceeds
Expectations
• Better than others before
Awards Board
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Awards
• Administrative Details
– References
• Awards Manual (SECNAV INST 1650.1G)
• NAVADMIN 251/02
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Lead Time & Timeliness
Types (Specific action vs. Period)
Confidentiality of process
Follow up
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EVAL/FITREP
• Purpose
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Communicate Performance Assessment
Provide Guidance
Receive Feed-back
Performance Planning
Brief Selection Boards
• Reference
– BUPERSINST 1610.10
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EVAL/FITREP
• How to Administer the System
– Commanding Officer’s Program
– Local Procedures
• member input forms
• counseling schedules and procedures
• maintaining uniform grading and promotion
recommendation standards
• problem resolution
• identify three good and three not so good traits to
discuss
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EVAL/FITREP
• Who is Reporting Senior?
– Commanding Officers (CO)
• whether junior or senior in grade
– Officers in Charge if activity is on SNDL
– Civilian Equivalents
– Delegated Reporting Seniors
• can report on E-4 and junior (n < 250)
– ISIC
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EVAL/FITREP
• Rater and Senior
Rater
– Rater should be Chief
Petty Officer
– Senior Rater is division
officer, department head,
or executive officer
• not needed when Rater
is direct report to
Reporting Senior
– Team Effort to establish
methodology
– Input from member and
supervisors
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EVAL/FITREP
• How do we perform counseling?
– Commanding Officer’s Program
– Objective is to provide feedback to the
member and to motivate and assist
improvement
– Done by a supervisor who participated in
EVAL/FITREP preparation
– Avoid Personality, Concentrate on
Performance
– Don’t make promises about future reports
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EVAL/FITREP
• Types of Reports
– Regular (Periodic IAW Schedule)
– Concurrent (ADDU, TEMADD)
• Optional
• Countersigned by Regular Reporting Senior, who
may make it the Regular report for period.
– Operational Commander
• Commanding Officers should seek FITREP from
Support Command CO
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FITREP
• Guidance on Trait Grades
– Meanings and
Examples on Form
– Reporting Seniors Trait
Average is Reference
– Most should be in the
2.0 - 4.0 range
• 1.0 and 5.0 are
extremes
– Available Data - Exam
Performance Sheets
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FITREP
• Comments on Performance
– No highlighting
– No handwritten comments
(E-5 and senior)
– No continuation sheets and
enclosures
• Except endorsed
statement by member, flag
endorsement, letterextension, classified-letter
supplement, etc..
– Substantiate all 1.0 or
Significant Problems
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FITREP
• Comments on Performance
(cont.)
– Be aware of required and
prohibited comments, and
special interest items
– Little space - don’t waste it!
– Talk to the Board BRIEFER!
– Define any Acronyms!
– Qualify Rankings / Promotion
Recommendations
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EVAL/FITREP
• Reporting Misconduct
– Adverse or downgraded reports may not be
used as punishment or in lieu of UCMJ
adjudication
– Nonpunitive censure, in-process
investigations or judicial proceedings may not
be mentioned
– Misconduct established through reliable
evidence satisfactory to reporting senior can
be reported
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EVAL/FITREP
• Promotion Recommendation Summary
Groups
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Same pay grade on ending date
Same competitive category designator
Same promotion status
Same type of report
Same reporting senior
Same ending date
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EVAL/FITREP
• Promotion Recommendations
– Forced Distribution
– Early Promote (EP)
– Must Promote (MP)
– Promotable (P)
• Mitigating Techniques
• “Would be EP in any other
group, however…”
• “Forced distribution unfairly
restricts accurate
recommendation….”
• “EP in larger group of all
_____ I have worked with…”
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EVALs
• Forced Distribution - Enlisted
Advancement
– Final Multiple Score Computation
• Early Promote = 4 points
• Must Promote = 3 points
• Promotable = 2 points
– Disadvantage to sailors in large units
• one of one gets 4 points
• seven of thirty E-6 gets 4 points
EVAL/FITREP
• Members Rights
– Shall sign regular reports unless impossible
• Certified Copy Provided
– Receive copy of report when signed
– May submit statement within two years
• endorsed by reporting senior, cannot be
rejected
– Review their records
– Communicate the Selection Board
– Various avenues of appeal for change or
removal of their reports
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EVAL/FITREP
• Record Retention (including Summary
Page)
– Officer FITREPs for five years
– Enlisted EVAL/FITREPs for two years
– Counseling worksheets held in Privacy Act
records system until member detaches, then
destroyed.
• Annual Training
– Officer AT FITREPS (10+ days, must be NOB)
– Enlisted Performance Information
Memorandums
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Eval/Fitrep Summary
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Know who writes your Eval/Fitrep
What are his/her priorities?
Strive to be number one among peers
Performance is Key
Record tells a story, feeds the OSR/PSR
Summit inputs on time
Include only significant civilian
employment
Eval/Fitrep Summary
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Give briefer “sound bites”
Lead & end with strong key statements
Breakouts for the best
Show enthusiasm in report “Best officer…”
Bullet format: what was done, quality of
work, what was benefit to the navy
• Retain all Fitreps in chronological order with
no missing time
• Recognize awards, continuing education, …