| Coast Guard
The EERS Basics
No matter your rank, you are subject to being evaluated by your
chain of command. This evaluation process begins the day you check
in, and can make or break your career and promotion opportunities.
The Enlisted Employee Review System (EERS) has been designed to serve
several specific purposes:
The employee review is not only used to document an individualís past
performance, but more importantly, to provide a road map for future
- To set standards by which to evaluate the performance and behavior
of all enlisted members;
- To inform enlisted members of the performance standards they
will be measured against;
- To provide a means by which enlisted members can receive feedback
on how well they are measuring up to the standards;
- To capture a valid, reliable assessment of enlisted membersí
performance, so the Coast Guard may advance and assign members
with a high degree of confidence;
- To provide critical information that may affect discharges,
re-enlistments, good conduct, advancement eligibility, and reductions
To accomplish these purposes, the evaluation systems focus on performance.
This reflects the fact that how well you do your job, and the qualities
you bring to the job, are of paramount importance to the Coast Guard.
Performance is most important for successful mission accomplishment.
It is also important for development of skills and leadership abilities
and in determining who will be selected for advancement through assignments,
promotions, and so on.
Coast Guard evaluation systems emphasize the importance of performance
in several ways, using periodic performance feedback, as the basis
for formal evaluation reports, and, for officers, through performance-based
matter your rank, you are subject to being evaluated by your
chain of command.
How Performance Factors in Promotions
The Coast Guard advances enlisted personnel to the rates of E-5 through
E-9 based on a Service Wide Competition. Candidates are rank ordered
based on their SWE final multiple score (FMS). This score is derived
from 6 factors. Your Perfromance Factor can be worth up to 50 points
toward your final multiple score (FMS).
The SWE Performance Factor Computation
The Coast Guard Personnel Support Center (PSC) will compute the final
multiple and publish it to each member twice during the Servicewide
Cycle (SWE). The first time is on the memberís Personnel Data Extract
(PDE) -- the member must take corrective action if it is incorrect.
The second time is on the member's Profile Form, if the member took
the SWE, which shows all points creditable and the final multiple.
The point credit factor can be determined by using the following formula
to convert marks:
The final points are found by using the formula M= 21D/4K + 13.25
M is your converted marks
D is your raw marks average and
K is the number of sub-factors on the marks sheet
The time period covered by the average is the same as the minimum
TIG required to be eligible, e.g. six months for E5, twelve months
for E6, 2 years for E7 and above.
A maximum of 50 points can be earned for inclusion into the final
servicewide multiple. Scenario:
Example: An E5 member has the following factor scores: 33,28,11,22
for one set and 20,19,11, 22 for the second set. Add all the factor
scores together for a total of 166 which is then divided by the number
of factor sets included; 166 divided by 2 for a total of 83 which
is the raw marks average (D).
The value of (K) is the total number of sub factors for E5, which
is 22. Applying the formula above, M = 21(83) divided by 4(22) + 13.25,
or M = 1743 divided by 88 + 13.25, or M = 19.806818 + 13.25 or M =
33.05. This is the total score you will see in final marks multiple
of your PDE.
5 Steps to Improving Your Marks "SCORE"
Although the Coast Guard EERS is designed to observe and report your
performance, there are 5 steps you can take that are virtually guaranteed
to improve your evaluations.
Step 1. Start out by reading Coast
Guard Personnel Manual Chpt. 10B. Understanding how the process
works is key to making it work for you. Pay particular attention to
appropriate evaluation form for your rank.
Step 2. Communicate. Talk with your supervisor about
your performance report. You should go over the form line by line
to determine their expectations. Ask your supervisor for their advice
on how to improve your EER and get the highest score possible.
Step 3. Be Opportunistic. Take every opportunity you
can to demonstrate the level of performance that your supervisor suggested.
Be sure to take the initiative and show that you're committed to performing
at the highest level.
Step 4. Record your personal performance. Keep a performance
diary, noting the times and situations when you demonstrated the skills,
initiative, leadership, and performance your supervisor suggested.
Step 5. Evaluate yourself. Complete your own evaluation
report on the Employee Review Worksheet CG-3788 (a, b, or c depending
on your rate), include documentation and support information. After
all it is your career, and you are the only one who knows exactly
what you have accomplished during the evaluation period. Submit your
EER or OSF and documentation to your supervisor.
Your supervisor has a rough job, he or she has to monitor you and
your coworkers performance throughout the entire evaluation period.
It is nearly impossible for a supervisor to remember every detail
about your performance. In fact supervisors tend to remember negative
situations more often than the positive ones. By following these 5
steps you will make your supervisors job easier, and when you make
their job easier it can't help but to increase your Marks.
CG EERS Forms
Use the following CG worksheets to report your performance:
- Employee Review Worksheet (Non-Rated)
- Employee Review Worksheet (Petty Officer)
- Employee Review Worksheet (Master, Senior and Chief Petty Officer)