FY-11 MASTER AND SENIOR CHIEF PETTY OFFICER SELECTION BOARD PROCESS

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FY-11 MASTER AND SENIOR CHIEF PETTY OFFICER
SELECTION BOARD PROCESS
By STGCS (SW/AW) Charles Eakley Approved by NPC
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Todays Topics

• EVALs
• BOARD PACKAGES
• BOARD PROCESS

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WRITING EVALs (EXAMPLES, NOT ACTUAL EVAL ENTRIES)

• WRITE TO THE SELECTION BOARD (Write the EVAL like
  youre writing it to Board Members.) AND NOT TO
  THE MEMBER
• OPENING LINE A punch with COs 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!).

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WRITING EVALs (Contd)
(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!

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WRITING EVALs (Contd)

• 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

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WRITING EVALs (Contd)

• If you state that the sailor holds a collateral
  duty in block 29,
• write-up about it in block 41.

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WRITING EVALs (Contd)

• When writing your eval or your Sailors evals
  refer to the most recent selection board precept
  early and often.

Board Precept
Eval
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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

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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.)

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• EVAL
• DETRACTORS

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DETRACTORS
(EXAMPLES, NOT ACTUAL EVAL ENTRIES)

• Missing Evals/Fitreps
• Declining Eval/Fitrep
• Operational Tour, NO PIN and/or NO QUALIFICATIONS
• NJP, Misconduct or Substandard Performance (Last
  5 years)
• PFA Failure - Out of standards (BCA) (Last 5
  years)

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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!)

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

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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
• Per reference (a), enclosure (1) is forwarded for
• consideration.
• P. S. SELECTME
• ITC(SW) USN

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SAMPLE COVER LETTER TO THE BOARD (WITH SHORT
STATEMENTS)

•      
  
  
  
  
  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
• 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

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SAMPLE COMMAND MESSAGE

• ROUTINE
• R 123456Z FEB 10
• FM COMMAND
• TO 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-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

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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.)

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Performance EvaluationContinuity Report

• Check BOL to make sure
• you are not missing any
• Evaluation dates on your
• Performance Evaluation
• Continuity Report.

• If you dont care about
• your record why should
• the Board Members care.

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PERFORMANCE SUMMARY RECORD
PSR. Shows raters career average, reporting
seniors group, cumulative average, and
performance traits, etc. REVIEW THE PSR FOR
ACCURACY AND IF WRONG, SUBMIT APPROPRIATE
DOCUMENTS TO CORRECT!
ERROR
ERROR
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PERFORMANCE SUMMARY RECORD (contd)
Traits Aligned View

• This view will give you a
• idea on how you break-out
• among your peers.

5 year line
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REVIEW/UPDATE RECORD (Contd)

• 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 isnt already on the enclosure!
• WHAT TO INCLUDE IN YOUR BOARD PACKAGE
• Last Eval/Fitrep PLUS any missing Evals/Fitreps
• Missing Page 4s (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

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GUIDELINES FOR SUBMITTING A PACKAGE

• REFERENCE Use current NAVADMIN for guidance and
  board package due dates.
• LIMIT ENCLOSURES (Only submit whats missing
  from your record.)
• CHRONOLOGICAL ORDER
• HIGHLIGHTING Dont 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.

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GUIDELINES FOR SUBMITTING A PACKAGE(Contd)

• 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 didnt 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!

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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
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.
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BOARD QUOTAS (Contd)

• 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

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BOARD QUOTAS (Contd)

• 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

• Early Selectee Quota now removed. DOD Directive
  1304.20 was revised in
• 2005 and removed all verbiage limiting services
  to advancing 10 of early
• eligible's as determined by the Total Active
  Federal Military Service (TAFMS).

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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 Minority Gender Reserve
/Active Components Geographic Location Community
(i.e. type aircraft, SPECWAR) Special
Quals Number of Records to be Reviewed Prior
Board Experience
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BOARD COMPOSITION
One Officer and 4-11 Master Chiefs per
panel President (O-6) Voting Member
Ensures compliance with precept
Voting Members Master Chief Petty Officers
and one Officer CDR
Recorders (E8/E7) Provide admin support
(non-voting members)
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• BOARD COMPOSITION (Sample Panels)
• Admin (YN, PS, LN, MC)
• Airframes (AD, AM, AZ, AS, PR)
• Avionics (AC, AT, AE, AW, AG, AO)
• Engineering AE/DC (IC, EM, MR, HT, DC)
• Engineering Propulsion (MM, EN, GS)
• Medical (HM)
• SEABEES (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.

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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

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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.

WHAT THE BOARD DOESNT SEE
The Board doesnt have access to your
Electronic Training Jacket (ETJ) or your
Electronic Service Record (ESR)thats why its
important to send in missing page 4s/13s to
document your training/education/ awards.
The Board doesnt access your SMART Transcript
either.
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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

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WHATS IMPORTANT IN YOUR RECORD?

• Performance
• Break Outs against Peers
• At or Above Reporting Seniors Average.

• Promotion Recommendation
• Consistent? Improving? Declining?
• One of One Evals/Fitreps vs- Being ranked with
  a
• Large Group of Peers!

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WHATS IMPORTANT IN YOUR RECORD (Contd)?

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

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

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WHATS IMPORTANT IN YOUR RECORD (Contd)?
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 youre at an Operational command where you
can get a warfare pin and dont, BIG NEGATIVE.
Could impact several areas!
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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

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Chief Waterwalker vs. Chief Lukewarm

• Straight EPs (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 FFGs

• Straight MPs (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

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Results in

• Disappointed Chief Waterwalker scratching his head

• Very happy Senior Chief Lukewarm calling his
  detailer for his next set of orders

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The FIVE Cs (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

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DO YOU have Potential?

• Taking all of these things in to consideration,
  what is the candidates potential to serve in the
  next higher paygrade?

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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 boards 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.
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SummaryHow EVALs/FITREPs are
writtenHow to submit a Board PackageHow the
Selection Board Process Works