The Navy Evaluation Form, formally known as the Evaluation Report & Counseling Record, is a crucial tool used to assess the performance of enlisted personnel in the U.S. Navy, specifically those ranked E1 through E6. This document not only captures an individual's achievements and professional growth but also serves as a basis for future promotions and assignments. Understanding how to accurately complete this form is essential for effective career advancement within the Navy.
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The Navy Evaluation form is a crucial tool used to assess the performance and potential of enlisted personnel from E1 to E6. This form captures essential information such as the service member's name, rate, and social security number, along with their current assignment and promotion status. It serves as a record for periodic evaluations, detailing the individual’s performance over a specific reporting period. The evaluation includes sections for performance traits, where members are rated on various competencies such as professional knowledge, quality of work, leadership, and teamwork. These ratings range from below standards to exceeding expectations, providing a clear picture of an individual’s capabilities. Additionally, the form allows for comments on performance, qualifications, and achievements, enabling supervisors to provide context to the ratings. It also includes a section for mid-term counseling, ensuring that service members receive guidance and feedback throughout the evaluation period. Overall, the Navy Evaluation form not only reflects individual performance but also plays a vital role in shaping career progression and development within the Navy.
EVALUATION REPORT & COUNSELING RECORD (E1 - E6)
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RCS BUPERS 1610-1
Clear Form
1. Name
(Last, First MI Suffix)
2. Rate
3.
Desig
4.
SSN
5.
ACT
FTS
INACT
AT/ADSW/265
6. UIC
7. Ship/Station
8. Promotion Status
9. Date Reported
Occasion for Report
Detachment
Promotion /
Period of Report
10.
Periodic
11.
of Individual
12. Frocking
13. Special
14.
From:
15.
To:
16.
Not Observed
Type of Report
20.
Physical Readiness
21.
Billet Subcategory (if any)
Report
17. Regular
18. Concurrent
22.
Reporting Senior
(Last, FI
MI)
23. Grade
24. Desig
25. Title
26. UIC
27.
28.Command employment and command achievements
29.Primary/Collateral/Watchstanding duties. (Enter Primary duty abbreviation in box.)
For Mid-term Counseling Use. (When completing EVAL Enter 30 and 31 from counseling worksheet sign 32.)
30. Date Counseled
31. Counselor
32.Signature of Individual Counseled
PERFORMANCE TRAITS: 1.0 – Below standards / not progressing or UNSAT in any one standard; 2.0 – Does not yet meet all 3.0 standards;
3.0 – Meets all 3.0
standards; 4.0 – Exceeds most 3.0 standards; 5.0 – Meets overall criteria and most of the specific standards for 5.0. Standards are not all inclusive.
PERFORMANCE
1.0*
2.0
3.0
4.0
5.0
Pro-
Above
TRAITS
Below Standards
Meets Standards
Greatly Exceeds Standards
gressing
Standards
33.
- Marginal knowledge of rating, specialty
- Strong working knowledge of rating, specialty
- Recognized expert, sought out by all for
PROFESSIONAL
or job.
and job.
technical knowledge.
KNOWLEDGE:
- Unable to apply knowledge to solve
- Reliably applies knowledge to
- Uses knowledge to solve complex
Technical knowledge
routine problems.
accomplish tasks.
technical problems.
- Fails to meet advancement/PQS
- Meets advancement/PQS requirements on time.
- Meets advancement/PQS requirements
and practical application.
requirements.
early/with distinction.
NOB
34.
- Needs excessive supervision.
- Needs little supervision.
- Needs no supervision.
QUALITY OF WORK:
- Product frequently needs rework.
- Produces quality work.
- Always produces exceptional work.
Standard of work;
- Wasteful of resources.
Few errors and resulting rework.
No rework required.
- Uses resources efficiently.
- Maximizes resources.
value of end product.
35.
- Actions counter to Navy's retention/
- Positive leadership supports Navy's increased
- Measurably contributes to Navy's increased
COMMAND OR
reenlistment goals.
retention goals. Active in decreasing attrition.
retention and reduced attrition objectives.
ORGANIZATIONAL
- Uninvolved with mentoring or
- Actions adequately encourage/support
- Proactive leader/exemplary mentor.
CLIMATE/EQUAL
professional development of subordinates.
subordinates' personal/professional growth.
Involved in subordinates' personal
OPPORTUNITY:
- Actions counter to good order and
- Demonstrates appreciation for contributions of
development leading to professional growth/
Contributing to growth
discipline and negatively affect Command/
Navy personnel. Positive influence on
sustained commitment.
and development,
Organizational climate.
Command climate.
- Initiates support programs for military,
human worth,
- Demonstrates exclusionary behavior.
- Values differences as strengths.
civilian, and families to achieve exceptional
community.
Fails to value differences from
Fosters atmosphere of acceptance/
Command and Organizational climate.
cultural diversity.
inclusion per EO/EEO policy.
- The model of achievement.
Develops unit cohesion by valuing differences
as strengths.
36.
- Consistently unsatisfactory appearance.
- Excellent personal appearance.
- Exemplary personal appearance.
MILITARY BEARING/ - Poor self-control; conduct resulting in
- Excellent conduct, conscientiously complies
- Model of conduct, on and off duty.
CHARACTER:
disciplinary action.
with regulations.
- A leader in physical readiness.
Appearance, conduct,
- Unable to meet one or more
- Complies with physical readiness program.
- Exemplifies Navy Core Values:
physical fitness,
physical readiness standards.
- Always lives up to Navy Core Values:
HONOR, COURAGE, COMMITMENT.
adherence to
- Fails to live up to one or more
Navy Core Values.
Navy Core Values:
37.
- Needs prodding to attain qualification or
- Productive and motivated.
- Energetic self-starter. Completes tasks or
PERSONAL JOB
finish job.
Completes tasks and qualifications fully and
qualifications early, far better than expected.
ACCOMPLISHMENT/
- Prioritizes poorly.
on time.
- Plans/prioritizes wisely and with
INITIATIVE:
- Avoids responsibility.
- Plans/prioritizes effectively.
exceptional foresight.
Responsibility,
- Reliable, dependable,
- Seeks extra responsibility and takes on the
willingly accepts responsibility.
hardest jobs.
quantity of work.
NAVPERS 1616/26 (08-10)
FOR OFFICIAL USE ONLY-PRIVACY ACT SENSITIVE.
EVALUATION REPORT & COUNSELING RECORD (E1 - E6 ) (cont'd) RCS BUPERS 1610-1
1. Name (Last, First MI Suffix)
3. Desig
4. SSN
38.
- Creates conflict,
- Reinforces others' efforts,
- Team builder,
TEAMWORK:
unwilling to work with others,
meets commitments to team.
inspires cooperation and progress.
Contributions to
puts self above team.
- Understands goals,
- Focuses goals and techniques for teams.
- Fails to understand team goals or
employs good teamwork techniques.
- The best at accepting and offering
team building and
teamwork techniques.
- Accepts and offers team direction.
team direction.
team results.
- Does not take direction well.
39.
- Neglects growth/development or welfare
- Effectively stimulates growth/development in
- Inspiring motivator and trainer, subordinates
LEADERSHIP:
of subordinates.
subordinates.
reach highest level of growth and development.
Organizing, motivating
- Fails to organize, creates problems
- Organizes successfully, implementing
- Superb organizer, great foresight, develops
for subordinates.
process improvements and efficiencies.
and developing others
- Does not set or achieve goals relevant to
- Sets/achieves useful, realistic goals
- Leadership achievements dramatically further
to accomplish goals.
command mission and vision.
that support command mission.
- Lacks ability to cope with or
- Performs well in stressful situations.
- Perseveres through the toughest challenges
tolerate stress.
- Clear, timely communicator.
and inspires others.
- Inadequate communicator.
- Ensures safety of personnel and equipment.
- Exceptional communicator.
- Tolerates hazards or unsafe practices.
- Makes subordinates safety-conscious,
maintains top safety record.
- Constantly improves the personal and
professional lives of others.
40. Individual Trait Average.
41. I recommend this individual for (maximum of two): Assignment in Rating,
42. Signature of Rater (Typed Name & Rate): I have evaluated this member against
Total of trait scores divided by
Sea Special Programs, Shore Special Programs, Commissioning Programs,
the above performance standards and have forwarded written explanation of marks
number of graded traits.
Special Warfare Programs, Rating Instructor Duty, Other. (Be specific.)
of 1.0 and 5.0.
Date:
43. COMMENTS ON PERFORMANCE. *All 1.0 marks, three 2.0 marks, and 2.0 marks in Block 37 must be specifically substantiated in comments. Comments must be verifiable.
Font
Font must be 10 or 12 pitch (10 to 12 point) only. Use upper and lower case.
10
44. QUALIFICATIONS/ACHIEVEMENTS - Education, awards, community involvement, etc., during this period.
Promotion
Significant
Progressing
Promotable
Must
Early
47. Retention :
Recommendation
Problems
Promote
Not Recommended
Recommended
45.
48. Reporting Senior Address
INDIVIDUAL
46.
SUMMARY
49. Signature of Senior Rater (Typed Name & Grade/Rate): I have reviewed the evaluation of this
50.
Signature of Reporting Senior
member against these performance standards and have provided written explanation to support
marks of 1.0 and 5.0.
Summary Group Average:
51. Signature of individual evaluated. “I have seen this report, been apprised of my
52. Typed name, grade, command, UIC, and signature of Regular Reporting Senior on Concurrent Report
performance, and understand my right to make a statement.”
I intend to submit a statement
do not intend to submit a statement
Filling out the Navy Evaluation form is a critical step in assessing performance and potential for advancement. The process requires attention to detail and a clear understanding of the individual's contributions and achievements. Follow these steps to complete the form accurately.
What is the purpose of the Navy Evaluation form?
The Navy Evaluation form, also known as the Evaluation Report & Counseling Record (E1 - E6), serves as a critical tool for assessing the performance and potential of enlisted personnel. It provides a structured way to document an individual’s achievements, strengths, and areas for improvement. This form is not only used for performance evaluations but also plays a role in promotion recommendations and career development. It helps ensure that sailors receive the guidance they need to grow in their roles while also maintaining the standards of the Navy.
How often should evaluations be completed?
Evaluations are typically conducted at least annually for most enlisted personnel, but they can also occur more frequently based on specific circumstances. For instance, evaluations may be required during a change of duty station, upon promotion, or if there are significant changes in performance. Regular evaluations help maintain a clear understanding of an individual’s progress and readiness for increased responsibilities.
What are the key components of the Navy Evaluation form?
The Navy Evaluation form includes several key sections, such as personal information, performance traits, and comments on performance. Each performance trait is rated on a scale from 1.0 to 5.0, with specific criteria defined for each rating. Additionally, the form allows for comments that substantiate the ratings given, especially for marks at the extremes of the scale. This comprehensive approach ensures that evaluations are fair and based on observable behaviors and achievements.
What should I include in the comments section of the evaluation?
In the comments section, it’s essential to provide specific examples that illustrate the individual’s performance. For marks of 1.0 and 5.0, comments must be substantiated with verifiable information. Highlight achievements, contributions to the command, and any areas needing improvement. The goal is to create a clear picture of the individual’s performance that can guide future development and career progression.
Can I appeal my evaluation if I disagree with it?
Yes, if a sailor disagrees with their evaluation, they have the right to submit a statement expressing their concerns. This statement should be submitted to the reporting senior, who will review it. However, it’s important to approach this process thoughtfully and constructively. Open communication with the reporting senior prior to submitting an appeal can often help clarify misunderstandings and lead to a resolution.
Filling out the Navy Evaluation form can be a daunting task, and many individuals make mistakes that can impact their evaluations. One common error is not providing complete or accurate information in the personal details section. This includes the name, rate, and social security number. Failing to double-check these entries can lead to significant issues down the line, including delays in processing and potential misidentification. It’s crucial to ensure that all personal information is correct and matches official records.
Another frequent mistake is neglecting to substantiate performance marks with specific examples in the comments section. When evaluators assign scores, especially low marks like 1.0 or 2.0, they must provide clear, verifiable reasons. Simply stating that someone is “below standards” without context does not provide a fair assessment. This lack of detail can lead to misunderstandings and may hinder the evaluated individual's chances for promotion or advancement.
Some individuals also overlook the importance of the performance traits section. Each trait should be thoughtfully assessed, and it is essential to provide a balanced view of strengths and weaknesses. Focusing solely on positive traits can create an unrealistic portrayal of performance. Conversely, being overly critical without justification can be detrimental. A well-rounded evaluation reflects both achievements and areas for improvement, offering a comprehensive view of the individual’s capabilities.
Lastly, many people fail to sign the evaluation form properly or neglect to have the required signatures from the reporting senior and rater. This oversight can lead to the evaluation being deemed incomplete or invalid. Ensuring that all necessary signatures are obtained not only demonstrates professionalism but also confirms that all parties involved have reviewed and agreed upon the contents of the evaluation. Paying attention to these details can make a significant difference in the evaluation process.
When preparing the Navy Evaluation form, it is essential to consider several other forms and documents that are often used in conjunction with it. These documents provide additional context, support, and necessary information for a comprehensive evaluation process. Below is a brief overview of four commonly associated forms.
Utilizing these documents alongside the Navy Evaluation form ensures a thorough assessment of performance and potential. Each form plays a critical role in shaping the evaluation process, ultimately supporting the career development of Navy personnel.
Performance Appraisal Form: Similar to the Navy Evaluation form, a performance appraisal form is used in various organizations to assess an employee's work performance. It typically includes sections for setting goals, evaluating competencies, and providing feedback on strengths and areas for improvement.
Employee Evaluation Form: This document serves a similar purpose by allowing supervisors to review and document an employee's performance over a specific period. Like the Navy Evaluation form, it often includes ratings on various performance traits and may require comments to support those ratings.
Self-Assessment Form: Employees may use this form to evaluate their own performance and contributions. It aligns with the Navy Evaluation form by encouraging individuals to reflect on their achievements, challenges, and professional development, often leading to a more comprehensive evaluation process.
Promotion Recommendation Form: This document is used to recommend employees for promotions based on their performance and potential. Similar to the Navy Evaluation form, it requires detailed information about the individual's qualifications and achievements, often supported by performance ratings.
360-Degree Feedback Form: This form gathers performance feedback from various sources, including peers, subordinates, and supervisors. It shares similarities with the Navy Evaluation form by providing a well-rounded view of an individual's performance, often highlighting areas for growth and development.
When filling out the Navy Evaluation form, there are several important practices to keep in mind. Here’s a list of things you should and shouldn’t do:
By following these guidelines, you can ensure that your Navy Evaluation form reflects your true performance and potential.
Understanding the Navy Evaluation form is crucial for service members. However, several misconceptions can lead to confusion. Here are six common misunderstandings:
While performance is a significant aspect, the evaluation also considers leadership qualities, teamwork, and personal initiative.
Each evaluation is unique and tailored to the individual's specific duties and achievements during the reporting period.
Service members also have a role. They can provide input and review the evaluation before it is finalized.
While a strong evaluation can enhance promotion potential, other factors, such as time in service and available positions, also play a role.
Negative marks can be concerning, but they do not automatically mean career termination. They require clear justification and can be addressed in future evaluations.
Evaluations impact the entire command. They help shape team dynamics and overall command effectiveness.
Filling out the Navy Evaluation form is a critical task that requires attention to detail and a clear understanding of the evaluation process. Here are six key takeaways to keep in mind: