Navy Evaluation Template

Guidelines on Filling in Navy Evaluation

Filling out the Navy Evaluation Report & Counseling Record (E1 - E6) requires careful attention to detail and a complete understanding of the individual being evaluated. This form aids in providing a comprehensive record of performance, including traits, accomplishments, and overall contributions. Following the correct steps ensures the evaluation is accurate, fair, and beneficial for the individual's growth and advancement in the Navy.

1. Fill in basic information: Start by entering the individual's Name (Last, First MI Suffix), Rate, Desig, and SSN in the spaces provided at the top of the form.
2. Service details: Input details about the individual's ACT FTS INACT AT/ADSW/265, UIC, Ship/Station, and Promotion Status.
3. Report specifics: Choose the Occasion for Report from the options provided (e.g., Detachment, Promotion, Periodic) and fill in the dates for the Period of Report (From and To).
4. Type of Report: Select the Type of Report (e.g., Regular, Concurrent, Not Observed) and detail the Billet Subcategory, if applicable.
5. Reporting Senior’s information: Enter the Reporting Senior's details, including Name (Last, FI MI), Grade, Desig, Title, UIC, and SSN.
6. Command employment and achievements: Describe the individual’s command employment and command achievements.
7. Duty performance: In the section for Primary/Collateral/Watchstanding duties, enter the primary duty abbreviation. For mid-term counseling, also include the Date Counseled, Counselor’s name, and the Signature of Individual Counseled.
8. Performance Traits: Evaluate the individual's performance traits. Rate each trait according to the 1.0 to 5.0 scale based on standards outlined in the instructions.
9. Teamwork and Leadership: Rate aspects such as Teamwork, Leadership, and other performance traits following the guidance provided for each category.
10. Comments and Recommendations: In the COMMENTS ON PERFORMANCE section, provide specific examples and justification for scores, especially for any 1.0 or 5.0 marks. Fill in Qualifications/Achievements, and make a recommendation for Retention, and other specific programs as applicable.
11. Signatures: The form requires signatures at various stages. Make sure the Rater and Senior Rater sign the form in their designated areas after completing their sections. Lastly, ensure the individual evaluated, and the Reporting Senior sign and date the form where indicated.
12. Review and Submit: Before submission, review the entire form for accuracy and completeness. Verify that all required sections are filled out correctly and that the form is legible.

Proper completion of this form plays a crucial role in the career development and assessment of Navy personnel. Making sure all information is accurate and reflective of the individual’s performance and potentials is vital for their advancement and recognition within the Navy.

What is the purpose of the Navy Evaluation Form?

The Navy Evaluation Form serves multiple crucial purposes within the United States Navy. It is primarily used to assess and document the performance, professional knowledge, leadership qualities, and overall readiness of enlisted personnel ranging from E1 to E6. This form helps in guiding career advancements, identifying areas for improvement, and facilitating decisions on promotions, awards, and special program assignments. By providing a structured evaluation of sailors' accomplishments and capabilities, the Navy ensures a merit-based, fair, and transparent approach to career development within its ranks.

Who needs to fill out the Navy Evaluation Form?

The Navy Evaluation Form must be completed by designated superiors or reporting seniors for each sailor enlisted at the rank of E1 through E6. This includes a comprehensive review of the sailor's performance over the evaluation period. Sailors themselves do not fill out the form, but they are involved in the process through counseling sessions and by signing the form to acknowledge they have been apprised of their evaluations.

What are the key sections of the Navy Evaluation Form?

The Navy Evaluation Form is divided into several sections that cover various aspects of a sailor's service and performance:

1. Identification and Administrative Data: Includes name, rate, designation (desig), Social Security Number (SSN), activity status, and unit identification code (UIC).
2. Promotion Information: Details the sailor's eligibility and status regarding promotion.
3. Performance Traits: Assesses professional knowledge, quality of work, leadership, teamwork, and other attributes on a scale from 1.0 (below standards) to 5.0 (greatly exceeds standards).
4. Recommendations: Suggestions for future assignments, special programs, or commissioning programs based on performance.
5. Comments on Performance: Provides specific, verifiable remarks about the sailor's performance, focusing on achievements, improvement areas, and contributions to mission success.

How is the Performance Traits section scored?

Performance traits on the Navy Evaluation Form are scored on a scale from 1.0 to 5.0:

• 1.0 - Below Standards/Not Progressing: Indicates significant areas of concern or lack of capability.
• 2.0 - Does Not Yet Meet All Standards: Shows the need for improvement in specific areas.
• 3.0 - Meets Standards: Reflects satisfactory performance and adherence to Navy standards.
• 4.0 - Exceeds Most Standards: Demonstrates above-average performance and capability.
• 5.0 - Greatly Exceeds Standards: Represents outstanding performance and exceptional contribution to the Navy's mission.

What happens after the Navy Evaluation Form is completed?

Once the Navy Evaluation Form is filled out and reviewed, it is signed by the sailor being evaluated to acknowledge their understanding of the evaluation. It then undergoes further review and endorsement by the sailor’s chain of command, including signatures from the rater, senior rater, and reporting senior. After completion, the form becomes part of the sailor's official service record, where it influences career progression decisions such as advancements, assignments, and training opportunities.

Can a sailor contest their evaluation?

Yes, sailors have the right to submit a statement regarding their evaluation if they believe it to be inaccurate or unfair. This statement is attached to the evaluation in the sailor's official record. It allows sailors to provide additional context, correct inaccuracies, or offer their perspective on the evaluation. The process for submitting a statement is outlined in Navy directives, ensuring sailors have a means to seek redress.

How does the Navy Evaluation Form affect promotions and assignments?

Promotions and assignments in the Navy are highly influenced by the evaluations documented on the Navy Evaluation Form. High scores and positive comments can significantly enhance a sailor's chances for promotion, selection for special programs, and desirable assignments. Conversely, low scores and negative comments can hinder career progression. The evaluation form provides a comprehensive overview of a sailor’s performance, making it a key document in shaping their naval career.

Is the Navy Evaluation confidential?

Yes, the information contained in the Navy Evaluation Form is considered FOR OFFICIAL USE ONLY and is sensitive under the Privacy Act. Access to these evaluations is restricted to authorized personnel within the sailor’s chain of command and other designated Navy officials responsible for career management and administrative processes.

Where can sailors or superiors find more information about completing the Navy Evaluation Form?

Sailors and their superiors can find more information on completing the Navy Evaluation Form in the Navy Performance Evaluation System manual, official Navy directives, and through their chain of command. Additionally, training and resources are often available through the Navy's Human Resources offices or online on the official Navy websites.

When individuals complete the Navy Evaluation Form, also known as the EVAL, errors can occasionally occur. These mistakes can impact the assessment process negatively, leading to potential misunderstandings regarding personnel's performance and abilities. Below are five common errors made during the filling out of the EVAL form:

1. Incorrect Information:

   One of the most straightforward but impactful mistakes is filling in incorrect information regarding personal data such as name, social security number, rate, or designator. This error can cause significant issues in properly attributing the EVAL to the correct individual, potentially affecting their career progression.

2. Failure to Adequately Support Performance Marks:

   Marks at the extreme ends of the spectrum (1.0 or 5.0) require specific substantiation in the comments section, as stated in the instructions. Neglecting to provide verifiable evidence or detailed examples to support these marks can diminish the credibility of the evaluation.

3. Improper Font Use:

   The instructions stipulate that the font must be 10 or 12 pitch (10 to 12 point) only, using both upper and lower case. Using fonts outside of these specifications can make the form harder to read and process, potentially leading to misunderstandings of the content.

4. Omission of Key Achievements or Qualifications:

   An often-overlooked section is the qualifications/achievements part, which is crucial for a comprehensive evaluation. Failing to highlight important accomplishments, educational advancements, or community involvement during the period can lead to underrepresentation of an individual's contributions and capabilities.

5. Signature Omissions:

   It is mandatory for the evaluated individual, the rater, and the reporting senior to sign the EVAL. Missing signatures can invalidate the form, delaying the evaluation process or necessitating a reevaluation. This can temporarily impede career advancements until rectified.

Understanding and avoiding these common mistakes can greatly enhance the accuracy and effectiveness of the Navy Evaluation process, ensuring fair and comprehensive assessments of service members' performances.

The Navy Evaluation form, formally titled EVALUATION REPORT & COUNSELING RECORD (E1 - E6), plays a crucial role in documenting and assessing the performance and potential of naval personnel. However, to provide a comprehensive overview of a sailor's conduct, capabilities, and development needs, this form is often used in conjunction with several other documents. Each of these documents serves its unique purpose, enhancing the effectiveness of personnel management and career development within the Navy. The following list outlines several forms and documents that are commonly used alongside the Navy Evaluation form.

• Enlisted Service Record (ESR): A comprehensive record of a sailor's service history, including duty stations, qualifications, commendations, and disciplinary actions. It provides context for performance evaluations.
• Physical Readiness Test (PRT) Score Sheet: This document records the sailor’s physical fitness assessment scores, which are considered during evaluations for physical readiness and overall performance.
• Personal Awards Recommendation Form (Navy and Marine Corps Commendation Medal): Used to recommend sailors for awards, capturing achievements that may not be fully detailed within the evaluation.
• Individual Training Plan (ITP): Outlines planned and required professional development, training courses, and qualifications a sailor intends to pursue or needs for career advancement.
• Professional Development Board Review (PDBR): Summary and results of periodic reviews by senior personnel to discuss career progression, goals, and objectives, providing a structured plan for a sailor's professional growth.
• Command Advancement Program (CAP) Recommendation: Documentation recommending a sailor for advanced promotion based on superior performance, directly impacting evaluations and career progression.
• Duty Status Report: Records any changes in a sailor’s duty status, including temporary assignments, limited duty, or medical restrictions, impacting their performance and evaluation.
• Qualification and Certification Records: Documentation of completed qualifications and certifications, proving a sailor’s competence in specific skills or equipment, relevant for assessing professional knowledge and job performance.
• Counseling Records: Formal records of any counseling sessions, both positive and areas needing improvement, showing progress or recurring issues over time, which supports the evaluation process.

Together, these documents form a detailed account of a sailor's service, achievements, and development areas, complementing the Navy Evaluation form. They are instrumental in making informed decisions regarding promotions, assignments, and recognitions, encapsulating a holistic view of a sailor’s contributions and potential within the Navy.

• The Employee Performance Review form used in various industries is quite similar to the Navy Evaluation form. Both are designed to assess the performance, strengths, and areas for improvement of an individual. Just like the Navy Evaluation form breaks down traits and accomplishments, employee performance reviews in the civilian sector evaluate employees on various competencies and goals.

• The Annual Appraisal form found in government and public service jobs shares a lot of common ground with the Navy Evaluation form. It often includes sections on professional knowledge, quality of work, leadership ability, and teamwork, all aimed at measuring an individual’s contribution to their organization or department over the past year.

• Academic Peer Evaluation Forms used in educational institutions also mirror the Navy Evaluation form in structure and intent. They evaluate the contributions of group members in collaborative projects, focusing on areas like teamwork, leadership, and personal accountability, which are similar to the criteria assessed in the Navy Evaluation.

• The 360-Degree Feedback Form used in many corporations is akin to the Navy Evaluation form in that it collects comprehensive feedback on an individual from various sources, including peers, subordinates, and supervisors. This form assesses a broad range of competencies, including job performance, communication skills, and teamwork, reflecting the multi-source feedback approach of the Navy Evaluation.

• Professional Development Review Forms used by companies for assessing progress towards career goals and developmental objectives share similarities with the Navy Evaluation form. Both types of documents assess the individual's growth, achievements, and areas requiring further development to achieve their full potential.

• The Coaching and Mentoring Feedback Form found in personal development and career coaching settings often mirrors the Navy Evaluation form's focus on individual growth, goal setting, and achievement. These forms provide structured feedback to guide the mentee's development, similar to how the Navy Evaluation guides sailor development.

When it comes to filling out the Navy Evaluation (EVAL) form, attention to detail and thoroughness are key. Ensuring accurate and meaningful entries will not only reflect the true capabilities and accomplishments of the individual but also guide their career progression effectively. Here are some crucial dos and don’ts to keep in mind:

1. Review performance criteria thoroughly before starting. It's vital to understand the standards against which performance is being measured.

2. Provide specific examples to substantiate the ratings. Vague statements can undermine the credibility of the evaluation.

3. Use clear and concise language to ensure the evaluation is easily understood by others.

4. Maintain a factual and objective tone throughout the evaluation. Personal biases should not influence the assessment.

5. Reflect on the entire evaluation period. Don't focus solely on recent events or achievements.

6. Consult with the individual being evaluated to gain a comprehensive view of their performance and contributions.

7. Proofread the form carefully before submission. Errors or typos can detract from the professionalism of the evaluation.

• Ignore instructions and font requirements. Adhering to formatting guidelines ensures a uniform and professional appearance.

• Use jargon or acronyms without explaining them. Remember, the evaluation might be read by individuals unfamiliar with specific terms.

• Overinflate performance ratings. Be honest and fair in your assessment to maintain the integrity of the evaluation process.

• Leave sections blank without a valid reason. Incomplete evaluations can result in delays or misunderstandings.

• Let personal relationships influence the evaluation. It's crucial to remain unbiased and professional.

• Forget to include significant achievements or qualifications. Every relevant accomplishment should be documented.

• Rush the process. Take the necessary time to complete the evaluation thoughtfully and accurately.

Filling out the EVAL form with care and attention to these dos and don’ts will not only benefit the individual being evaluated but also contribute to the effectiveness of the Navy's personnel evaluation system as a whole.

Understanding the Navy Evaluation (EVAL) form, specifically designed for assessing the performance of enlisted personnel ranging from E1 to E6, is pivotal for both the evaluators and the personnel being evaluated. Misconceptions surrounding this form can lead to misinterpretations and errors in evaluation. Here are seven common misconceptions explained:

1. Only the final score counts. The Navy EVAL form includes a range of categories measuring traits such as leadership, professional knowledge, and teamwork. While the final score is significant, detailed comments and trait evaluations provide a comprehensive picture of an individual's performance and potential. Each aspect of the evaluation contributes to an understanding of the sailor's strengths and areas for development.

2. Higher scores guarantee promotions. Although performance evaluations are a critical component of the promotion process, they are not the sole determinant. Promotions are based on a combination of factors, including test scores, time in service, and availability of positions, in addition to EVAL scores. High scores improve chances but do not guarantee advancement.

3. Negative comments will ruin a career. Constructive criticism is part of the evaluation's goal to foster growth and improvement. When accompanied by guidance and a plan for development, negative comments can serve as a valuable tool for career progression rather than an impediment.

4. "Must Promote" is the only desirable recommendation. The recommendation section provides options such as "Promotable" and "Significant Problems," among others. While "Must Promote" is highly favorable, "Promotable" also reflects positively on an individual's performance, indicating readiness for advancement when opportunities arise.

5. Peer comparison is the main focus. While comparative analysis can be part of the evaluation process, the primary aim is to assess an individual's growth, proficiency, and contributions against established standards. Personal achievement and development are the focus, rather than competition with peers.

6. Physical readiness is a minor component. The physical readiness section is not merely a formality; it reflects an individual's fitness level, discipline, and commitment to maintaining Navy standards. This aspect of the evaluation underscores the importance of physical conditioning and readiness for duty.

7. The process is purely subjective. Although subjectivity can play a role, the EVAL form and process incorporate objective standards and criteria to ensure fairness and accuracy. Detailed guidelines and training for evaluators aim to minimize subjective bias, ensuring evaluations are as consistent and objective as possible.

Clearing up these misconceptions is crucial for accurately interpreting and utilizing the Navy EVAL form. This fosters a fair, transparent, and constructive evaluation process that benefits both the individual service members and the Navy as a whole.

When dealing with the Navy Evaluation form, also known as the EVAL, understanding its components and the expectations for each section is crucial for both the evaluator and the individual being evaluated. Here are some key takeaways to ensure the process is as effective and efficient as possible:

• Accuracy of Information: Ensure that personal information, including Name, Rate, Designation (Desig), and Social Security Number (SSN), is accurately filled out. This basic information is critical in identifying the servicemember and ensuring that the evaluation accurately reflects their service record.
• Understanding Performance Traits: The EVAL form outlines specific performance traits with ratings from 1.0 (Below Standards) to 5.0 (Greatly Exceeds Standards). It's important for both the evaluator and the servicemember to thoroughly understand the criteria for each rating to facilitate accurate and fair assessments.
• Comprehensive Evaluation: The form requires evaluators to assess a range of abilities and qualities, from Professional Knowledge and Military Bearing/Character to Leadership and Teamwork. These traits paint a comprehensive picture of the servicemember's performance and potential.
• Mid-term Counseling: For effective use of the EVAL form, mid-term counseling sessions are crucial. These sessions provide an opportunity for feedback and development, guiding the servicemember toward improvements before the final evaluation. Documenting these sessions is equally important for tracking progress.
• Documenting Achievements and Qualifications: The form allows space for highlighting qualifications, awards, educational advancements, and community involvement. Accurately documenting these achievements can significantly impact the servicemember’s career progression and recognition.
• Retention Recommendations: The evaluation form plays a role in retention decisions by including a section for the evaluator to recommend whether the servicemember should be retained, considering their potential for future contributions to the Navy.
• Feedback and Understanding: After the evaluation is completed, it's vital for the servicemember to review the report, receive feedback, and understand their performance standing. This includes discussing areas of strengths and identifying opportunities for growth.
• Rights to Make a Statement: The EVAL form acknowledges the servicemember's right to submit a statement regarding their evaluation, offering an avenue to address any discrepancies or to provide additional context to the evaluation.
• Font Requirements: It might seem minor, but adhering to the specified font size (10 to 12 point) and using both upper and lower case letters ensure the readability and professionalism of the document. This attention to detail can reflect on the servicemember’s professionalism.

Ultimately, the Navy Evaluation form is a critical tool in assessing, documenting, and guiding a servicemember's career. Its proper use is essential for fair evaluations and for the professional development of Navy personnel.