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BUPERSI : (PERS) NAVY ENLISTED PERFORMANCE EVALUATION (EVAL) MANUAL CHG NOT 1 - 08/09/93 - Other Resources |
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Skip to main content Press Enter. Learning, innovation and personal and professional development are part of our Naval heritage. References b through d build on this tradition by lifting education to a strategic priority alongside our platforms and weapons systems and unifying Departmental leadership direction to regard naval education as a critical warfighting enabler.
To achieve a warfighting advantage we must instill continuous learning behaviors in our Navy Total Force to broaden and deepen their warfighting knowledge, which will enable adaptation and improvement, and strengthen mission command to outthink and outfight any challenger to American interests. The global environment is complex and rapidly changing and demands the commitment of the Naval Service to continuous learning and acceptance of education as an operational imperative.
To support these goals, and in conjunction with MyNavyHR efforts to integrate education effectively into Sailor talent management initiatives, FITREPs will include specific comments regarding education, learning and support for a learning culture. This requirement will allow us to identify, select and reward those officers who have demonstrated the commitment and ability to learn, as well as those who encourage and support the learning of others, by placing them into positions of influence at the tactical, operational and strategic levels.
Reporting Seniors must document: 1 All personal achievements in education and learning that contribute to a culture of continuous learning, improved knowledge and warfighting effectiveness at both the individual and unit level. Resources include: a Resident and non-resident professional military education coursework, b Professional and academic qualifications and certifications, c Civilian education coursework, d A personal reading program that includes but is not limited to selections from the Chief of Naval Operations Reading List, e Participation in discussion groups and military societies, f Publishing in national security or military journals, and g Involvement in learning through new technologies.
For purposes of this NAVADMIN, military societies are organizations that exist specifically to support education, training and professional development of personnel in a given community. The definition of military societies does not include associations intended to promote the morale or general well-being of Service Members.
Existing and the supplemental trait content provided below shall be considered by the Reporting Senior in assigning performance marks in these trait categories: a BLOCK Professional Expertise. Level of professional knowledge, improves skills and achieves timely qualifications.
Lacks commitment to personal, educational, or professional development of self or others. Plans and executes professional development or educational opportunities for others. Applies lessons learned to improve decision making, analytical ability and performance. Makes time for study and takes advantage of educational resources and programs. Promotes a workplace culture that inspires Service Members toward continuing education and development.
Holds others accountable for their personal and professional growth. Achievements in education, learning, self-improvement and support for others efforts directly contributed to unit readiness and warfighting effectiveness.
Contributions toward team building and team results, Team builder, talented mentor. Develops or supports education and learning opportunities that help subordinates reach their potential.
Inspirational commitment, support and encouragement to others educational achievements positively impacts unit level readiness and mission effectiveness.
Organizing, motivating and developing others to accomplish goals. Growth, development in subordinates. Personal dedication to education and learning encourages others self-improvement efforts. Emphasizes personal, professional and educational development of subordinates. Subordinates desire to serve under this individual because of support for personal and professional growth. Attitude toward development through education and learning is infectious and extends beyond the unit.
Leading contributor to culture of continuous learning. We will also update selection board precept and convening order guidance to direct board membership to review and brief specific education and learning contributions found in the official service records of eligible personnel, and to consider these documented accomplishments across the career of an individual when deliberating the best and fully qualified selection criteria.
Statutory and administrative selection board presidents will be held accountable for ensuring compliance with this guidance in respect to board processes. Summary of additional changes in reference a. Clarifies language in the instruction for a reporting period in which a Service Member has failed two consecutive Physical Fitness Assessments. Clarifies frocking report guidance by removing Eonly.
Modifies language in the instruction to allow Reporting Seniors to waive the day minimum report period to submit a Special Report to a Promotion Selection Board for officers or Chief Petty Officers assigned to a command for less than 90 days.
For questions concerning these policy changes contact the MyNavy Career Center at or via e-mail at askmncc at navy. Released by Vice Admiral John B. Nowell, Jr, N1.
DEPARTMENT OF THE NAVY ISSUANCES.COMPLETE Navy Eval Writing Guide (E1-E4 examples)- DODReads
Summary of Changes: This revision incorporates policy guidance contained in reference b. The following new guidance applies with the updated instruction: a. Rescind a requirement for administrative change requests to be submitted within two years of the performance evaluation end date.
Incorporates multiple changes as part of the introduction of eNavFit. This interface is a functionality bridge and is not meant to replace or modify the performance evaluation process. The online and web-based solution allows users to create, edit, delete, route, validate and digitally sign reports. It also allows a reporting senior to group and process summary group reports. The offline version uses adobe reader forms and provides many of the same capabilities as the online version.
It should always be verified for correctness. Incorporates changes in eval manual navy 18 for mid-term counseling and coaching integration. Conducting mid-term counseling is not optional. Incorporates changes to regular reporting senior for Navy Reserve Unit Personnel.
Members who are not assigned to a mobilization billet e. Адрес changes to concurrent нажмите чтобы увидеть больше senior for Navy Reserve unit personnel.
TRUIC reporting seniors shall follow procedures in chapter 4 to submit inactive duty concurrent reports on their shared cross-assigned members to recognize those who significantly contribute to their TRUIC billets via inactive duty for training. Адрес страницы reference b announcing reporting seniors shall incorporate their post summary group reporting seniors cumulative average RSCA score for E-5 and E-6 evaluations into Block 43 Comments on Performance.
This RSCA score will be on the last line of the comments. For questions concerning these policy changes contact the MyNavy Career Center at or via email at askmncc at navy. Released by Vice Admiral Eval manual navy B. Nowell, Jr, N1. You need to be a member in order to leave a comment. Sign up for a new account in our community. It's easy!
Already have an account? Sign in here. Share More sharing options Followers 0. Eval manual navy Posts. Tony Posted Eval manual navy 30, Posted November 30, Link to comment Share on other sites More sharing options Guest MIke Posted December 2, Posted December 2, Does anyone have a copy of I cannot find it published anywhere.
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