• Write to the Selection Board and not to the member.

(Write the Eval like you’re writing it to a Master Chief)

• OPENING LINE – A punch with CO’s recommendation

(STRONGER THE BETTER) Examples:

• #1 of 23 Outstanding Senior Chief on board this 40,500 ton amphibious

warship! Absolute SUPERSTAR filling in my CMC position for the past

four months.

• A true EP but due to forced distribution ranked as my #1 MP

• MP due to forced distribution; virtually indistinguishable from #1 ranked

Chief

• BULLETS: Show WHAT, HOW and IMPACT (CAUSE & EFFECT!)

• CLOSING PARAGRAPH – Stronger the better!

• MY STRONGEST POSSIBLE PERSONAL RECOMMENDATION FOR

MASTER CHIEF. SECT NOW!

• CAREER MILESTONE RECOMMENDATION

• AVOID sending the wrong message

(List at least one SCPO or MCPO comment)

A true EP but due to forced distribution ranked as my #1 MP

• IMPORTANT PERFORMANCE TRAITS

• DECKPLATE LEADERSHIP

• PROFESSIONALISM

• SENSE OF HERITAGE

• If you state that the Sailor holds a collateral duty on the front, write-up

about it on the back

• When writing your eval or your Sailors evals refer to the most recent

selection board precept early and often

• Best Edge Over Competition

•Upward Eval trend

•Breakout comments in write-ups

•Diversity/Ardous background (Taking the hard jobs)

•Fully and Best Qualified for next paygrade

• QUALIFICATIONS – EXW/SW/FMF/SCW/SS,IUSS, MTS, Dive Master,

Aircrew, EOOW, CICWO, FPTT, DCTT, OOD Underway, Patrol Craft Pin,

etc. (If the qualification is out there get it, its just going to make you

stand out from your peers)

• PERSONAL AWARDS – Navy & Marine Corps Achievement Medal &

above, Flag Letters of Commendation, Meritorious Mass, etc.

(Make sure all your personal awards are in your Official Military Personal

• Performance

•Break Outs against Peers

•At or Above Reporting Senior’s Average

• Promotion Recommendations

•Consistent? Improving? Declining?

•One of One Evals -vs- Being ranked with a Large

Group of Peers!

• Job Scope

•Leadership – Level of Responsibility

•Impact of Position on Command Mission

•Difficult/Arduous Duty

•Increased Responsibilities

• Professional Maturity/Experience

•History of Assignments

•Diversity of Duty

•Out of Rate Assignments

• Command Collateral Duties – DAPA, Urinalysis

Coordinator, CFL, Enlisted Warfare Program

Coordinator, CMEO (CAT/CTT), Career Development

Board member, etc. (Indicator of Initiative, Leadership

and Contribution to Command)

• Qualifications – (EXW/SW/AW/SCW/FMF/IUSS) If you

are at an Operational command where you can get a

warfare pin and don’t, it is a big negative and could

impact several areas!

• Proven Deck-plate Leadership

• Sailorization

• Diversity

• Command Involvement

• Community Involvement

• Critical Command Collateral Duties

• Warfare Qualification(s)

• Sustained Superior Performance

• Education

• POTENTIAL

• What the Board Sees

• Your Official Military Personnel Record (OMPR)

• Performance Summary Record (PSR)

• Board Package submitted by you

• What the Board Does Not See

• Electronic Training Jacket

• Electronic Service Record

• SMART Transcript

• Ensure you put your name, rate and full SSN on all

enclosures you send to the Board

• What To Include

•Last Eval / PLUS any missing Evals

•Missing Page 4’s

•Missing Award Citation(s)

•Community Service Awards

•Warfare Certificate

•College Degree

•Any other document you feel the Board should see

• Missing Evals

• Declining Eval

• Operational Tour, No Pin and No Qualifications

• NJP, Misconduct or Substandard Performance (last 5

years)

• PFA Failure – Out of standards (BCA) (last 5 years)

• No Leadership

• Zero Command Collateral Duties

• No Community Involvement

• Guesswork in write-ups (no flowery words)

• Homesteading without taking on the appropriate level

of responsibilities (get out of the comfort zone!)

QUESTIONS?