Navy Performance Evaluations
The Navy Evaluation System 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.
Navy Regulations require that records be maintained on naval personnel
"which reflect their fitness for the service and performance of
duties." Fitness Reports (FITREPs) on officers and chief petty officers,
and Evaluation Reports (EVALS) on other enlisted personnel, are
used for many career actions, including selection for promotion,
advanced training, specialization or subspecialization, and responsible
duty assignments. Timely, realistic, and accurate reports are essential
for each of these tasks.
To accomplish these purposes, Navy FITREPS and EVALS 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 Navy. 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.
Navy 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
promotion recommendations.
How your Performance Evaluations Affect your Promotion
This table shows the formula used to compute your Performance points
and the maximum points and percents that are used to calculate your
Final Multiple Score.
|
Navywide Advancement-in-Rate Maximum
Final Multiple Scores (FMS)
|
Performance
(Maximum PMA = 4.00) |
Exam Paygrade |
Computation |
Max
Points |
Max
Points |
Max
Points |
| E-4/E-5 |
(PMA x 60) - 156
|
84 |
|
|
| E-6 |
(PMA x 60) -130
|
|
110 |
|
| E-7 |
(PMA x 13)
|
|
|
52
|
The Performance points used to calculate your FMS come from your Evaluations.
From your Evaluation Reports received in your current paygrade, your
Promotion Recommendation points are used to calculate your Performance
Mark Average (PMA). After calculating your PMA, you can use the formula
above to calculate the Performance points you earn for your FMS. A
sample of these calculations appears on the next screen.
This table shows Promotion Recommendation point values.
|
Promotion Recommendation Point Values
|
| Early Promote |
4.00
|
| Must Promote |
3.80
|
| Promotable |
3.60
|
| Progressing |
3.40
|
| Significant Problems |
2.00
|
Calculating your PMA and Promotion Points
To compute your Performance points you must first calculate your PMA.
Only the Promotion Recommendation blocks (Block 45) from your Evaluation
Reports in your current paygrade are used to calculate your PMA. Computation
periods vary from cycle to cycle and paygrade to paygrade. Check the
specific cycle NAVADMIN for guidance. Do not use evaluations marked
Not Observed (NOB) in your calculation.
This table shows how a PMA and the Performance points for an FMS are
calculated for a PO2 participating in a PO1 exam.
|
Step
|
Action
|
Example
|
|
1
|
Collect all Block 45 marks in your current
paygrade not marked NOB.
|
Evaluation Ending
02 March 15, 01 March 15, 00 March 15
|
Block 45 Mark
Early Promote = 4.00 Must Promote = 3.80
Must Promote = 3.80
|
|
2
|
Add Block 45 marks together.
|
4.00 + 3.80 + 3.80 = 11.60
|
|
3
|
Divide by the number of evals used in calculation.
Carry answer to 3 places.
|
11.60 / 3 = 3.866
|
|
4
|
Round answer to 2 decimal places.
|
PMA = 3.87
|
|
5
|
Insert the PMA in the E-6 Performance formula
[(PMA x 60) - 130] and calculate your Performance Points.
|
(3.87 x 60) - 130 = 102.20
Performance Points = 102.20
|
5 Steps to Improving Your FITREP/EVAL "SCORE"
Although the Navy evaluation systems are 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 BUPERSINST
1610.10. Understanding how the process works is key to making
it work for you. Pay particular attention to the 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 FITREP or EVAL 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 appropriate NAVPERS form, 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 FITREP or EVAL 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.
Navy FITREP/EVAL Forms
Use the following Navy forms to report your performance:
NAVPERS
1610/2 - FITREP Report and Counseling Record (E-7 - 06)
NAVPERS
1616/26 - Evaluation Report and Counseling Record (E-1 - E-6)
|
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