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FITEP/EVALS

FITEP/EVALS. References BUPERSINST 1610.10 (series). LT K. Mesecher LT T. Leonardi LT A. McGovern. KM. Introduction to FITREPs/EVALs. Objectives. Provide a basic intro to Navy Fitness Reports (FITREPs) and Performance Evaluations (EVALs)

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FITEP/EVALS

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  1. FITEP/EVALS References • BUPERSINST 1610.10 (series) LT K. Mesecher LT T. Leonardi LT A. McGovern

  2. KM Introduction to FITREPs/EVALs Objectives • Provide a basic intro to Navy Fitness Reports (FITREPs) and Performance Evaluations (EVALs) • Discuss similarities/difference between Navy/Marine Corps FITREPs • Discuss the importance of MIDN/active duty FITREPs • Discuss FITREPs format, writing • Discuss Order of Merit (OOM) calculation, implications of OOM, local FITREP process

  3. KM Navy vs. Marine Corps FITREPs • The format is different, but basis and process of reporting is similar • Both have serious career impact • Both involve “brag sheets” (MC calls them MRO worksheets) • Both require your superior’s evaluation of your performance • On active duty, both become part of your permanent record

  4. KM FITREPS & EVALS What are they used for? • Importance (for you): • Selection Boards • Post-Graduate (PG) Education • Department Head “Sustained Superior Performance at Sea” • Lateral transfers • Other special programs • Promotion Boards • Detailing • tool to determine suitability for billets

  5. KM FITREPS & EVALS What are they used for? (cont.) • Importance (cont.): • Documents performance from entry to separation • Can assist you in you if you decide to re-enter the civilian workforce and/or become a federal employee

  6. KM Concept of Performance Evaluations Why do we do them? • To assist decision makers when selecting the best person for a particular job, a promotion, training opportunity, etc. • To provide all personnel formal and regular feedback on their performance

  7. Basic Elements of Performance Evaluation Understanding how they work • Two parts • Performance Traits (1-5) • Comments on Performance • The Rating System • 5.0 - Greatly exceeds standards • 4.0 - Above standards • 3.0 - Meets standards • 2.0 - Progressing • 1.0 - Below standards

  8. Basic Elements of Performance Evaluation Understanding how they work • Performance Traits: • Professional expertise • Command or Organizational Climate/Equal Opportunity • Military Bearing/Character • Teamwork • Mission Accomplishment & Initiative • Leadership • Tactical Performance (NOB in NROTC)

  9. Adverse Reports What you get for substandard performance • Any grade of 1.0, three 2.0 grades, grade below 3.0 in EO or if not in compliance with • Promotion Recommendation mark of “Significant Problems” • Strong decline in performance within the same pay grade by the same reporting senior • Comments indicating serious weakness, incapacity, or lack of qualifications, regardless of grades assigned may be considered adverse. • In the fleet, must be given a separate letter related to the adverse report.

  10. FITREPS & EVALSWhat if you feel your FITREP is unfair? • Statements • Submitted within two years • Temperate in tone • Confined to pertinent facts • No counter charges, does not impugn motives of others • No requests • Limited to two pages (8.5 x 11), no enclosures • Must be endorsed by Reporting Senior

  11. FITREPS & EVALS How to write them • Writing FITREPs/EVALs • Upper and Lower Case 10/12 Point Only • DON’T • Use too many Adjectives • Comment on Pending Actions (disciplinary or awards) • Comment on Previous Failure of Selection • In the fleet, FITREPs/EVALs are written about the member to a selection board

  12. Basic Elements of Performance Evaluation Understanding how they work • Basic Intent of Performance Evaluation • These elements are combined to arrive at an overall numerical evaluation of an individual’s performance as compared to the standard. • Midterm Counseling a major focal point performed at the midpoint of each evaluation cycle and when report is signed (in the fleet, the FITREP/EVAL cycle is 12 months). • Purpose • Identify individual strengths and weaknesses before the final report • Recognize accomplishments • Encourage professional development • Improve communication between the supervisor and person being evaluated.

  13. Basic Elements of Performance Evaluation Help yourself • The Brag Sheet - Write it down! • Your most powerful tool to influence evaluations. • Record accomplishments and relate them to the mission of your division, your department, your command. • Require subordinates to do the same. • Undocumented superior performance = NOTHING. • Documented sustained superior performance = SUCCESS!

  14. Take care of your people, and yourself These are important! • Spend time on FITREP/EVALS (yours and your Sailor’s)! • Direct evaluation comments to the board. • Supervisory, mentorship, leadership bullets • Provide comments relating to what was specifically done and the impact or results. Document personal awards and qualifications on evaluations • Explain anomalies and comply with FITREP/EVAL and PFA instructions • Pay attention to reporting senior’s average and last reporting period promotion recommendation (EP, MP, P), breakout individuals • Provide specific billet recommendation if Sailor is ready/deserving(i.e. don’t recommend a E-6 for command at sea)

  15. Writing the Eval • KISS – Keep it Simple with Statistics! • Who • What • When • Where • How • Results

  16. Basic Format (block 41) Opening Statement • Bullet • Bullet • Bullet • Bullet Closing Statement with promotion recommendation. (Remember you only have 16 lines)!

  17. KM Order of Merit • How is the OOM derived? • Importance (service assignment) • GPA • OOM (aptitude) • PNS points • Personal Statement • Ranked service selection choices

  18. KM Order of Merit • OOM Formula weighting: • GPA (40%) – GPA w/NS • Staff Rank (30%) – hold board • PT (20%) – (score out of 300) • FITREP aptitude (10%) – hold board to rank. Relative aptitude (out of 5.0) corresponds to numerical rank within class. • OOM Output is a numerical value with a maximum of 5.0

  19. KM Fitness Report Processing • Who writes your FITREP? • BATCOM reviews all FITREPS, forwards to LT’s • LT’s “chop” and give back (hopefully once). • When corrected, forwarded to XO • XO/CO will typically make comments in pen/ink between semesters

  20. KM FITREP Debriefs • FITREP drafter will conduct an initial fitness report debrief • Initial debriefs will be conducted before finals week • may be conducted with draft reports due to time considerations • Purpose is two-fold • Final debriefs will be conducted by LT’s during semester intro counseling

  21. Summary • Importance • Career • Training value • OOM • Format • Process • Lessons Learned

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