2.  There are no secrets!
 The Navy tells you what to do!
 Bibliography
 Precept Letters
 Evaluations (traits provide the
standards)

3.  An ongoing process throughout the
evaluation period. Usually 12 months.
 Work on deficiencies to improve.
 Take off your blinders. See the whole Sailor.
 Develop your writing style and comply with
the style of the reporting senior.
 Make your case for the Sailor in block 43!
 Use allotted space wisely.
 KEEP THE ENTIRE CHAIN OF COMMAND
IN THE PROCESS!

4.  Advanced to Petty Officer Second Class.
 Career Development Board.
 Don’t be afraid to ask questions! This is how we
learn.
 Learn the evaluation process, it’s your path to
success.
 Five Questions:
 Why did you join the Navy?
 Why did you pick your rate?
 What did you expect to get from the Navy?
 What do you think of the Command?
 Where do you want to be 5-10 years from now?

5.  BUPERSINST 1610.10C
 OPNAVINST 6110.10J
 SECNAVINST 5210.2 (SSIC)
 SECNAVINST 5216.5 (Correspondence)
 Mentors
 Study Guides

6.  A Mentor! Someone who is where you
want to be!
 Learn your rate and how the Navy
works.
 Exercise your knowledge and ability.
 It’s ok if you don’t know
something, you can learn!
 Observe CDB, mid-term counseling, etc.

7.  Demonstrate the Sailor’s technical skill and
ability.
 Demonstrate the Sailor’s progress as a leader
and technical expert.
 Utilize the mid-term counseling as the
foundation for the Sailor’s evaluation.
 Has the Sailor improved? If not, is there
counseling to document the deficiency and
improvement?

8.  Are you providing an objective evaluation of
the Sailor’s ability in the traits?
 Are you observing the Sailor and asking the
Sailor about their job and what they do?
 Are you documenting pertinent information
in block 43? Good and not so good.
 Does the write-up support the grades?
 Do the grades support the write-up.

9.  Write the evaluation to “the Board”!
 CPO selection, officer program
boards, school and special duty boards.
 You are telling the reader whether or
not the Sailor is qualified.
 Is the Sailor ready for advancement to
E6?

10.  Professional Knowledge vs Institutional &
Technical Expertise
 Quality of Work vs Professionalism
 Command Climate/EO vs Character
 Military Bearing vs Character/Heritage
 Job Accomplishment/Intiative vs
Professionalism/Communication
 Team Work vs Loyalty/Communication
 Leadership vs Deckplate Leadership

11.  Observed CDBs and has developed into an
excellent member of the CDT.
 Demonstrated mentoring/leadership ability
in the cross-training of personnel within the
department.
 Maintained active communication up and
down the chain of command which provided
increased understanding and development of
personnel.

12.  Demonstrate the Sailor’s technical expertise.
 Document proven leadership ability.
 Identify knowledge of Navy heritage and
ability to share information with
subordinates.
 Document accomplishments with regard to
collateral duties.
 Actions taken to develop Sailors into
technical experts and leaders.

13.  Are you providing an objective evaluations of the
Sailor’s ability in the traits?
 Are you observing the Sailor in the performance
of “your” job and asking the Sailor about their
job and what they do?
 Are you documenting pertinent information in
block 43? Good and not so good.
 Does the write-up support the grades?
 Do the grades support the write-up.
 Are you allowing this Sailor to grow as a leader?

14.  Write the evaluation to “the Board”!
 CPO selection, officer program boards, school and
special duty boards.
 You are telling the reader whether or not the Sailor
is qualified.
 How many times have you ask, “How did he make
Chief?”
 Is the Sailor ready for advancement to E7?
 Recommendations for officer programs can send
an unwanted message to the CPO selection board.

15.  Professional Knowledge vs Institutional &
Technical Expertise
 Quality of Work vs Professionalism
 Command Climate/EO vs Character
 Military Bearing vs Character/Heritage
 Job Accomplishment/Intiative vs
Professionalism/Communication
 Team Work vs Loyalty/Communication
 Leadership vs Deckplate Leadership

16.  Avoid overuse of phrases and terminology.
 “Already performing at the level of a Chief
Petty Officer.” Is this true?
 “Select NOW!” Is this Sailor really ready?
 “A future Command Master Chief.” On an E6
evaluation?
 “Chaired 56 CDBs which resulted in…” How
about “contributed to.”?
 Leadership is not limited to numbers!

17.  It takes a commitment to the Navy.
 If you want “it” you have to go out there and
get “it” for yourself.
 Diversity of Navy experience and knowledge.
 Sailor first, rating second, NEC third.
 Get out of the box.
 The more senior you are the more you need to
know. Get started now and beat the rush.

18.  Each Sailor is responsible for his/her career.
 Each leader is responsible for the
development of each Sailor.
 If you want more, you have to know more.
 The more you know, the more qualified you
become.
 With each advancement comes increased
responsibility. To accept that responsibility
is to grow and develop as a leader, technical
expert and Sailor.

19.  Each Sailor should be groomed.
 Grooming is not “doing for” it is “teaching
how” and letting the Sailor demonstrate their
ability.
 Follow the Navy’s career path.
 Lose the just get it done mentality.
 This is about leadership!