He led the first in-person training on EVALs/FITREPS and Reporting Senior Cumulative Average to 125 Officer and Enlisted Sailors, leading to reengagement of the command's Sailor 360 program. Coordinated the execution of six command-led Navy-wide Advancement Exams for 140 candidates, resulting in an advancement rate of 23.3%. His leadership led to three NAMs, two LOCs and two personnel advancements for his Sailors. Assisted EODGRU-1's Admin Officer in developing guidance and procedures for seven ECH IV CMDs during NECCPAC's DTS Audit. As N1 Department Head, YNC led seven junior Sailors and two CPOs through the CY-20 5040 ISIC inspection and Command Information Program Review, leading to a score of OUTSTANDING on all administrative procedures and CCC programs. ***BEST CHIEF AT MY COMMAND! FILLS IN FOR MY CMDCM IN HIS ABSENCE!*** ***#1 OF 17 CPOs AND #1 OF 7 SCPOs SECOND ONLY TO MY CMDCM!*** The Summary: Just as the introductory lines were a masterpiece of concise expression, the summary line(s) must sum up the impression the writer is trying to convey. Technical and professional qualities are critically important for advancement, fully as important as a person's social and leadership skills! More. The number of lines devoted to accomplishments compared to the number of lines set aside for the introduction give you an idea of their importance to the Navy. They are an indication of the subject's ability to learn, progress, manage, and lead. A list of accomplishments provide a factual window onto a person's abilities, skills, and productivity. While the introduction provides information on the subject's personality and character, most of the Comments on Performance block is reserved for recording the subject's accomplishments during the reporting period. More.Īs stated above, the goal of the ChiefEval is to accurately and fully describe a Sailor's performance. These are the only lines where descriptive, subjective terms and adjectives are tolerated and even encouraged. The introduction, the first two or three lines in the Comments on Performance block, is where this is done. So, in addition to describing a person's professional and technical skills, we need a way to inform the report's reader on the subject's social skills, his integrity, his character, his loyalty and other qualities which are not apparent when merely reading a list of accomplishments. And those social qualities are equally as important as a person's technical skills. He or she might be the best at fixing a broken radio but the absolute worst at sharing experience or getting along with others. A Seaman might have the best accomplishments in the fleet but be an unbearable pain in the ass and impossible to work with. Merely listing achievements doesn't give any indication as to what kind of leader or supervisor the person might be. Listing noteworthy accomplishments does provide some insight into a manager's abilities but it doesn't provide the whole picture. And that can't be done by simply creating a laundry list of achievements. The goal of the FitRep is to accurately and completely describe a Sailor's performance. The Comments on Performance block has three main divisions which vary somewhat in size as needed: The Introduction, The Accomplishments Section, and The Summary. Below is a discussion on the Block 41, Comments on Performance block, and general guidance on how to record your accomplishments. Then when you have all the information on paper, you can start sorting and prioritizing the information. Any other information that might be noteworthy.Educational accomplishments (Navy schools, correspondence courses, and civilian courses).Write down everything that might qualify as an accomplishment that occurred during the reporting period : List all the ratee's accomplishments on a separate sheet of paper. The most efficient way to get started is to brainstorm first. And when you consider the impact that this single document has, you realize how important it is to make every single word count. Squeezing a year's performance into only 18 lines is a challenge.
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