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successful competition in a Navy advancement exam cycle or by in-service training A person who applies for a change in rating must meet the following requirements:
responsible for selecting the well-rounded person, not the person who concentrates on one singular area of expertise.
Composition of the E-7 and the E-8/9 Selection Boards
• Have less than 15 years of active naval service
• Request a rating and paygrade that need additional personnel and appear on the open rating/skills list
• Satisfy all eligibility requirements for the rating requested as defined in the Advancement Manual, BUPERSINST 1430.16.
• Meet the minimum Armed Services Vocational Aptitude Battery (ASVAB) scores required for entry into the school for the rating requested
• Be recommended by the commanding officer
The members of the E-7 and the E-8/9 selection boards consist of officers and senior enlisted personnel. A senior officer serves as the president, a junior officer as the recorder, and officers and master chief petty officers serve as board members. Certain personnel may provide consultative service to the board on any matter referred to them about selections. These personnel include the recorder, assistant recorders, enlisted detailers, Master Chief Petty Officer of the Navy, and those in the Chief of Naval Operations' (CNO’s) office of enlisted advancement planning. Normally, board members are divided into panels to review the records of persons in specific professional areas. The CNO establishes a maximum selection quota for each rating. The best qualified candidates competing for advancement fill this quota. The Department of Defense has established the TAFMS requirement, which personnel must normally meet before they can advance to any paygrade. No more than 10 percent of the total number of members in any paygrade may have less than the prescribed TAFMS. This quota is provided to the board on an "allowable early paygrade quota"; it is provided separately from the quota for each rate. Some panels will select fewer early selectees than others because the average time in service of candidates varies from rating to rating.
SELECTION BOARD ADVANCEMENTS
A board meets in March to select SCPOs and MCPOs. A separate board meets in June to select new CPOs. At those times, the selection board receives the records of candidates who have met all of the requirements for advancement and have been designated SELECTION BOARD ELIGIBLE (SBE). The selection board then selects those candidates who are the most qualified for advancement to CPO, SCPO, and MCPO.
The ESO should be familiar with the selection process and should be able to answer the questions candidates ask. For example, candidates may ask, Why wasn't I selected for chief, senior chief, or master chief? What are they looking for? What does it take to be advanced? or How can I improve my chances of being selected? The ESO should guide candidates in their efforts to make themselves SELECTION BOARD ELIGIBLE and to improve their opportunities for selection.
Guidelines Provided to Selection Board Members
Candidates who are selected can justifiably be proud. At the same time, those not selected should not be discouraged. Candidates should be encouraged to continue to improve their selection chances by determining their weakest traits and improving them. The difference between being selected or not being selected could be the result of that extra course the selectee completed. It could also be the result of qualifying as an enlisted specialist in aviation, submarines, or surface warfare. The selection board is
The Secretary of the Navy, Chief of Naval Operations, Bureau of Naval Personnel, and the CNO's enlisted community managers have input to the selection boards. Each year board members receive guidelines to follow in the selection process. The board develops its own administrative procedures and sets the minimum selection criteria members must use in screening the records of candidates. The board follows the same guidelines in evaluating each candidate within a rating; however, it may use slightly different criteria from rating to rating. This variation results from differences in supervisory opportunities, schooling, sea/shore rotation patterns, and so forth. The guidelines allow the board to choose the criteria on which to place emphasis, thereby ensuring the dynamic nature of the selection process. The board members and recorders take an oath to adhere to certain conduct and performance.
Primary Factors Considered by Selection Boards
Board members receive a copy of each candidate's microfiche record. They also receive a folder containing a file of any correspondence received by the board president before the board's deliberations. Board members independently review each record during the screening process. They review at least 3 years (but normally 5 years) of enlisted performance evaluations. To ensure the board has current information, candidates may submit any information not included in their records. The following are the primary factors the selection board considers:
personal decorations, letters of commendation, and command and community involvement. • Duty assignments. The board can determine a candidate's performance in his or her current duty assignment from the job description on the evaluation. It can determine the history of a person's duty assignments from the service record. Using this data, the selection board can tell whether the person is performing duties commensurate with the rate and meeting professional growth expectancies. Weight standards. Candidates who fail to meet the Navy's weight standards may not be recommended for advancement. That includes those who failed the physical readiness test (PRT) three or more times or who are classified as obese or as overfat for three or more PRT cycles. Selectees who do not meet the PRT body-fat requirements may not be frocked. Candidates must meet the requirements of OPNAVINST 6110.1 before the limiting date of advancement.
• Sustained superior performance. This is the single most important factor influencing selection. • Professional performance. Significant emphasis is placed on professional performance at sea for male candidates and on performance at sea or equivalent tours for female candidates. Candidates need not be serving in a sea duty billet. However, their records should contain evidence of professional and managerial excellence at sea or in isolated duty assignments. A variety of duty assignments, especially sea duty, qualifies personnel in this area because it gives them a broad range of professional experience. However, a candidate having less variety, but otherwise demanding tours, may be equally qualified. The board considers that some ratings do not offer a broad opportunity for sea duty, particularly at the senior levels. Assignments to which candidates have been ordered for extended periods to meet the needs of the Navy will not unfavorably affect their selection opportunities. • Special tours. Additional emphasis is placed on candidates who have successfully served in or are now successfully serving in demanding special tours. These special tours include assignments such as instructors, recruiters, enlisted detailers, recruit company commanders, and other tours requiring special qualifications. • Performance evaluations and the total person concept. The board closely reviews evaluations to ensure the performance marks and the narrative correspond. The board also considers the total person concept. This concept involves the consideration of
• Slating. At least two board members review and assess each service record. Once the entire rating is completed, the board arranges all the candidates from the best to least qualified. That process is called slating. The selection board then recommends the best of the qualified candidates for advancement. The selection of candidates is based on their contributions to the mission of the command and the Navy. In specific terms, that means the candidates' records are rated according to their performance in the following areas:
• Leadership and managerial abilities
• Potential for increased responsibility
• Jobs held and number of people supervised
• Duty assignments (sea, arduous-unaccom panied, instructor, recruiter, detailer, and so forth) • Special qualifications such as the Enlisted Surface Warfare Specialist (ESWS), Submarine Warfare (SS), and other special qualification insignias
• Education (on and off duty)
courses completed during the reporting period. They should also list collateral duties, command and community involvement, and any other information candidates feel is noteworthy. An evaluation should emphasize the person's ability, potential, and willingness to accept positions of leadership and management. It should specifically indicate why the person should be advanced. Commanding officers should ensure marks are assigned properly. That enables selection boards to distinguish the top runners from the average candidates. The top performers in a command should be ranked against their peers. Command master chiefs, senior chiefs, or command chiefs should take part in the evaluation process. A reliable evaluation system requires the coordination and cooperation of the entire chain of command. A good evaluation system, in turn, ensures a good promotion and selection process. Commands should ensure all evaluations are proofread for accuracy. Many times evaluations are incomplete, which creates problems for selection boards. Reconstruction of a member's career and performance is difficult enough without requiring the board to guess about areas left incomplete. Since evaluation comments must be limited to the space provided (no continuation sheets are authorized), commands should use clear and concise language. They should not use unusual abbreviations or acronyms, particularly those developed locally or of a transitory a nature.
All of these categories are considered in the selection process. Some areas are more important than others, but all are important and deserve appropriate comment in evaluations.
Preparing for the Selection Board
COMMAND ADVANCEMENT PROGRAM
Candidates should ensure their Bureau of Naval Personnel (BUPERS) official microfiche records are current, complete, and in proper order. Candidates should order a copy of their microfiche records from PERS-312 at least 6 months before the board convenes. They should then review their records carefully to ensure all pertinent information is included. Candidates should ensure their evaluations are typed properly, with no misspellings or other typographical errors. These errors are as much the responsibility of the candidates as the command. They should also ensure the evaluation covers the correct period of time. Candidates should seek challenging assignments, increased responsibilities, and demanding and taxing leadership positions. Many candidates are content to homestead in a particular locale with a repetitive type of assignment. They would increase their advancement opportunities by maintaining a rotation of assignments. Before evaluations are written, candidates should submit all pertinent information on the Enlisted Performance Evaluation Report Individual Input, NAVPERS 1616/21. Pertinent information should include special qualifications earned during the reporting period, awards received, and all significant professional achievements. Candidates should list educational achievements, including Navy schools, correspondence courses, and civilian-sponsored
The Command Advancement Program (CAP), BUPERSINST 1430.17, authorizes commanding officers to advance a certain percentage of their assigned enlisted personnel in recognition of superior performance. Personnel in paygrades E-3, E-4, and E-5 may be advanced to the next higher paygrade under this program. The program is designed to work in conjunction with, but not to replace, the normal advancement system. To qualify for the Command Advancement Program, a Navy member must meet the following requirements: • Be assigned to a unit of the operating forces for a normal tour of duty or completion of a normal tour of duty; that is, for rotation purposes, type duty 2,4, or 8. Chapter 3 of the Enlisted Transfer
Advancements for personnel other than AEF, ATF, or NF students may be effected at their first duty station after a 4- to 8-month observation period. Candidates must have graduated in the top percentile as established by the specific class A school listed in MILPERSMAN, article 1050310. They must be recommended by the training school commanding officer and successfully pass the E-4 military/leadership exam. They also must complete the military requirements for PO3 as well as all required PARs. Before advancement to E-4, candidates must complete the POIC. TIR is waived for members being advanced under the provisions of accelerated advancement. In other words, accelerated advancement to E-4 may be effected for qualified candidates whether or not they are serving in paygrade E-3.
SELECTIVE CONVERSION AND REENLISTMENT PROGRAM
• Complete PARs and all other requirements required for normal advancement, with the exception of advancement examination participation.
• Meet weight requirements for advancement.
MILPERSMAN, article 1060010, lists the requirements for advancement under the Selective Conversion and Reenlistment (SCORE) Program. This program provides automatic advancement to PO2 upon a person's satisfactory completion of either a class C school or a class C package. The current Career Schools Listing (CSL) lists available class C packages. Always refer to MILPERSMAN, article 1060020, for the current listing
ACCELERATED ADVANCEMENT PROGRAM
SELECTIVE TRAINING AND REENLISTMENT PROGRAM
The Accelerated Advancement Program provides an opportunity for members to elect accelerated advancement to PO3 without competing in a Navywide advancement examination. This opportunity is provided to enlisted members in the advanced electronics field (AEF), nuclear field (NF), and advanced technical field (ATF) programs. It is also provided to eligible graduates of certain class A schools.
MILPERSMAN, article 1060020, governs the advancement authority for the Selective Training and Reenlistment (STAR) Program. The STAR Program guarantees a PO3 advancement to PO2 upon completion of a class C school or C school package. The Career School Listing (CSL) lists available class C packages. It also guarantees advancement to PO3 upon completion of phase I of an AEF class A school based on automatic advancement procedures for the AEF Program.
ENLISTED-TO-OFFICER PROGRAMS
This program authorizes only one accelerated advancement for a person. The person must apply for accelerated advancement either at the time of or before graduation from class A school. Commanding officers and directors of the applicable school can advance those persons enrolled under the AEF, ATF, or NF programs who meet the requirements outlined in Naval Military Personnel Manual (MILPERSMAN) NAVPERS 15560, articles 1050310 and 2230150. Upon graduation from A school, the director of the applicable school will recommend candidates for advancement. Recommendations will include only those candidates, other than AFF, ATF, and NF graduates, qualified for accelerated advancement within the percentages established.
The opportunity to receive a commission as an officer in the Navy has never been better than it is today. Two of the most popular programs leading to a commission are the Chief Warrant Officer (CWO) Program and the Limited Duty Officer (LDO) Program. The Navy recognizes a need for CWOs to serve as officer technical specialists and LDOs to serve as officer
technical managers. Figure 5-3 shows the paths of advancement for enlisted personnel to CWO and LDO. The LDO and CWO Programs are the primary enlisted-to-officer programs sponsored by the Navy that do not require a college education. Figure 5-4 shows the normal path of advancement for each enlisted rating to which a person may be promoted in the commissioning programs. Entrance into both of the programs is, and will continue to be, highly competitive. Personnel who are interested in applying for these programs should begin to prepare early in their careers. They should increase their knowledge through on-the-job training and specialized training offered by schools and correspondence courses.
The Limited Duty Officer (LDO) Program provides a path of advancement for PO1s through SCPOs and CWO. The program leads to a commission as a temporary ensign or lieutenant junior grade (as applicable) in the Regular Navy or Naval Reserve. The applicant must meet the following eligibility requirements to apply for the LDO Program:
• Be serving on active duty in the Regular Navy, Naval Reserve, or TAR Program at the time of application.
• Be physically qualified for appointment to LDO.
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• E-7/8 candidates with 12 to 24 years of service are eligible for CWO2.
• E-9 candidates with 2 years in grade and not more than 24 years of service are eligible for CW03.
• The time-in-rate date is used to compute minimum and maximum eligibility.
• Candidates for CWO2 and CWO3 compete on an equal basis.
The Navy's Advancement System provides credit for performance, knowledge, and experience. The system guarantees that all candidates competing for a specific rate have equal advancement opportunity. Who, then, are the people being advanced? Basically, they are the people who are self-motivated and have prepared themselves for advancement. They were not content just to qualify; they went the extra mile in their training. Through their extra effort in training and work experience, they developed greater skills, learned more, and accepted more responsibility. The secret to their success is sustained superior performance. ESOs should be a guiding influence for personnel striving for advancement. Since personnel will ask them many questions about the various advancement programs, ESOs should be prepared with up-to-date information.
• The terminal eligibility date is extended to 1 July of the year of application.
• After 2 years as a CWO, a person may compete 2 for selection to LDO at paygrade O-2.
REFERENCES USED TO DEVELOP THE TRAMAN
• Prior military service that parallels current service can be counted to meet minimum eligibility requirements. When candidates are selected for CWO or LDO, the ESO should provide them with a copy of Useful Information for Newly Commissioned Officers, NAVEDTRA 12967. The ESO should also provide them with the following information: • Newly commissioned CWOs and LDOs attend officer indoctrination school (OIS) at Pensacola. The school consists of 4 weeks of instruction. Instruction emphasizes oral and written communication, administrative and legal procedures, Navy programs and topics, military duties and courtesies, and sea power. • Candidates attend a Leadership and Management Education and Training (LMET) course, specifically designed for their experience levels, which consists of 2 weeks of instruction at Pensacola following OIS.
Advancement Manual, BUPERSINST 1430.16, Bureau of Naval Personnel, Washington, D.C., 1991. Bibliography for Advancement Study, NAVEDTRA 12052, Naval Education and Training Program Management Support Activity, Pensacola, Fla., 1993. Command Advancement Program (CAP), BUPERSINST 1430.17D, Bureau of Naval Personnel, Washington, D.C., 1991. Enlisted Transfer Manual (TRANSMAN), NAVPERS 15909D, Naval Military Personnel Command, Washington, D.C., 1988. Active and Inactive Limited Duty Officer and Chief
• CWO candidates receive CWO sea pay-a monthly amount plus $100 for those persons with over 2 consecutive years of sea duty.
Manual of Navy Enlisted Manpower and Personnel Classifications and Occupational Standards, Personnel, Washington, D.C., 1992. NA VPERS 15560C, Bureau of Naval Personnel, Washington, D.C., 1991.
Navy Enlisted Performance Evaluation (EVAL) Manual, BUPERSINST 1616.9, Bureau of Naval Personnel, Washington, D.C., 1991. OPNAVINST 1430.5C, Office of the Chief of Naval Operations, Washington, D.C., 1988.
In this chapter we will discuss the Navywide advancement examinations and the procedures to be followed in administering them. We will also discuss the role educational services officers (ESOs) play if assigned this duty. Depending on the command, an ESO could be responsible for all or only a portion of the examination administration. We will cover the three basic stages of the examination processpreexamination procedures, examination day procedures, and postexamination procedures.
PREEXAMINATION PROCEDURES
Before each examination cycle, ESOs should review the preexamination procedures outlined in the Advancement Manual, BUPERSINST 1430.16, and the relevant NAVADMIN message. Examination candidates must be recommended for advancement and must have completed all eligibility requirements. When reviewing the preexamination procedures, be sure the following steps have been taken:
Examining boards furnish the necessary materials and give complete instructions on examination procedures. The board forwards Navywide examinations to other activities to administer on the examination date to transferred personnel or to those in a transient or leave status. The commanding officer (CO) or officer in charge (OIC) is responsible for the custody and administration of Navywide examinations. The examining board should be established about 2 months before scheduled examination dates. It should consist of at least three members (officer or civilian) with enough experience to perform the duties of the board. A lieutenant or person of a higher rank should serve as the senior member. OICs of personnel support detachments (PSDs) are authorized to act as senior members of consolidated examining boards. Assignments to examining boards remain in effect until terminated in writing by the CO or OIC. Board members must have a current security clearance that permits them to administer classified examinations assigned to the board. The examination board is more effective if the ESO and personnel officer are assigned as members of the board. The CO usually designates board members in writing. Board members should review the Advancement Manual to ensure they know their responsibilities involving examination procedures.
• Advancement handbooks have been made available to all personnel in paygrades E-2 through E-8.
• A command examination board has been established and is functioning.
• All required candidates have satisfactorily completed the military/leadership examinations.
PASS office. The PASS office can then make appropriate service record entries.
(Code 321), Pensacola, FL 32509-5555. NETPMSA uses the answer sheets for statistical purposes only; it does not maintain records of scores or publish the results of military/leadership examinations.
Eligibility Requirements forMilitary/Leadership Examinations
APPRENTICESHIP EXAMINATIONS
Personnel must pass the applicable military/leadership examination before they can take the Navywide examination for advancement to paygrades E-4/5/6/7. The Naval Education and Training Program Management Support Activity (NETPMSA) develops the military/leadership examinations. Service members may take the locally administered and graded military/leadership examination for the next higher paygrade only. Members selected for advancement to the next higher paygrade, but not yet advanced, may take the examination for the next paygrade above that for which they were selected. For example, an E-5 selected for advancement to E-6 may take the E-7 military/leadership examination. Personnel enlisted in an advanced paygrade program must complete the military requirements course for the grade in which they enlisted. Persons enlisting in an advanced paygrade or persons electing accelerated advancement to paygrade E-4 upon completion of an A school may later be reduced in rate. If that happens, the persons must meet the mandatory military requirements by completing the NRTC for the paygrade held before taking the military/leadership examination. Personnel may continue to take the military/leadership examination until they pass it. Personnel are strongly recommended to complete the appropriate military requirements course before taking the military/leadership examination.
Paygrade E-3 Seaman (SN), Fireman (FN), and Airman (AN) examinations and scoring keys are available on request from NETPMSA (Code 322), Pensacola, FL 32509-5400. Although the use of the examination is not mandatory, all commands are encouraged to use these exams in the interest of uniformity. The examinations consist of 150 questions: 100 questions supported by apprenticeship occupational standards and 50 questions supported by naval standards (military requirements). The examinations are graded locally on a pass/fail basis. The same precautions used in the handling of other examination materials should be used in the protection and destruction of answer sheets. The answer sheets should not be forwarded to NETPMSA.
Service Record Entry for Successful Completion of Military/Leadership Examinations
Performance tests are required for the ratings indicated in appendix E of the Manual of Navy Enlisted Manpower and Personnel Classifications and Occupational Standards, NAVPERS 18068. Required performance tests are also indicated in section C of the Advancement Handbook for Petty Officers. Local examining boards designated by COs administer performance tests. The performance test examining boards are composed of at least one commissioned officer. Petty officers senior in paygrade to those persons being examined assist the examining board. Candidates may take the performance test for the next higher paygrade only. Performance tests are graded locally on a pass/fail basis. Successful completion of the performance test is entered in the person's service record on NAVPERS 1070/604.
Successful completion of the military/leadership examination is recorded on NAVPERS 1070/604 in the member's service record. Failure of the military/leadership examination is not recorded in the member's service record.
Disposition of Military/Leadership Examination Answer Sheets
After the military/leadership examination answer sheets are graded and the results are recorded, the answer sheets are forwarded quarterly to NETPMSA
After the results are recorded, performance tests should be retained for further use until NETPMSA directs destruction. The method of destruction should be by burning or other approved methods of destruction of classified material, such as shredding or pulping. Page 4
The following personnel are recommended for participation in Military Leadership/Navy-Wide Examination as indicated. PART II PERSONNEL IDENTIFICATION MIL LEAD/ADV FACTORS COMPLETED NAME SOCIAL PRES M/L SECURITY ENT ЕХАН PAY PROF MIL PERF REQ M/L WOT Last First Inic NUMBER RATE RATE GR TIRJI RS REQ PARS TEST SCOL COMPI. REC REC
NETPMSA, Pensacola, Florida, prepares all Navywide advancement examinations. Subject matter experts in the top three enlisted paygrades (E-7/8/9) develop these examinations. They use naval standards in the development of the military/leadership examinations and occupational standards in the development of the rate examinations.
The command should set a deadline for the completion of all requirements before the examination date. The deadline is usually 2 weeks before the first day of the month in which the examination will be administered. That allows prospective candidates time to plan for completion of the mandatory requirements such as training courses and personnel advancement requirements (PARs). Though candidates must meet eligibility requirements by the deadline, examinations may be ordered for prospective candidates who have not completed all eligibility requirements. Recommendations for advancement should be entered in the service records of those candidates determined to be eligible. The recommendation forms should be filed for future reference and for verification purposes. Departments should then be notified of the ineligible personnel and those requirements each candidate did not satisfy.
NETPMSA ships examinations only to certain activities. Those activities must be listed by their unit identification code (UIC) in the Navy Comptroller Manual, volume 2, chapter 5. Their address must be listed in the Standard Navy Distribution List, Parts 1 and 2. For proper and timely distribution of examinations, NETPMSA maintains both the UIC and the address of the activity in an automated address file. Commands such as PSDs that maintain service records for other activities normally order examinations for those activities. Parent activities (PSDs and major commands) should verify all of the information listed on the verification sheet, distributed annually to all Page 5
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RECOMMENDATION FOR ADVANCEMENT IN RATE OR CHANGE OR RATING (WORKSHEET NAVEDTRA 1430/2 (Rev. 4-82) S/N 0115-LF-014-3006 NOTE: Print legibly. Use block letters 1. OSNODGRASS JAMES MONROK 2. 3. 5. 6. NAME (LAST, FIRST, MIDDLE) PRESENT RATE EXAM RATE SOCIAL SECURITY NUMBER EXAM SERIAL CYCLE ENDE 7 8. 10. 11. 12. 13. 14. PERM DUSTA VIC PNEC SCHOOL BRANCH/CLASS REASON FOR PARTICIPATION SEX SPECIAL GROUP © © USN ADVANCEMENT EOD USNR(ACTIVE) LATERAL C/R UDT O USNR(INACTIVE) CONCURRENT C/R SEAL 16. OTAR LDO CAND ONLY DIVER ADSD TIR Date Perform- O TEMAC E8/9 VALIDATION NAVY BAND MO PEP DA YR DA MO Average TEMAC CAN/REC CAP VALIDATION DEEP FREEZE IR ADV PG candidate with a copy of this worksheel. 19. 21. Terminal Eligibility (TED): Time in Serv or advancement Time in Grade TIR USE BELOW FORMULAS TO COMPUTE SIPG AND TAS TO CHECK TIR A B C D E F MOS YRS MOS MRPO ELIG AND VERIFY SIPG/TAS ON RCAVESVR/DATA MAILERS: Prof Course BAR SIPG CHECK CHECK 8 9 1? MILEAD Exam TED TED 20-ot I hereby verity the information bereon and certity it to be correct Minus Minus ADSD &Z-02-12 SIPG= TAS= 02-03-19 (8) Enter TAS and SIPG in below blocks for future verification This certifies that the candidate named above fulfills currently SIPG TAS prescribed requirements, is in all respecs qualified, and is rec YR MO YR MO omended for advancement or changsyotrate as indicated. 이2014 ZAUGES A (c) grade (DSPG) Block 21. if and ONLY if needed to meet minimum TIR eligibility for advancement. CHANGE OF RATING AUTHORITY (2) INACTIVE RESERVE PERS - Make no entries in Blocks Participated in examination for change of rating in 15 & 16. Enter all Time in Service and Time in Grade (Exam Rale) (F) accordance with. in Blocks 20 & 21. (FORWARD CERTIFIED COPY OF AUTHORIZATION TO NETPMSA WITH ANSWER SHEET) INACTIVE RESERVE PERSONNEL ONLY (D) Nr. Days ACDUTRA ACDUTRA Waiver in Paygrade: Yes 0 in Paygrade: (Max. of one period) No (G) Auth: Candidate named above has been examined for advancement or change of rating in accordance with the instructions contained in BUPERINST 1430.16 COMPLETE WHEN EXAM RESULTS ARE PUBLISHED (series), and Part IV of the General and Verbatim instructions. oy Advancement Concurrent change of rate authorized eff. - AUTH: NETPMSA ADV LTR I 90 () Lateral change of rate authorized. PNA Points earned i. (Registered Mail Nr.) O Passed exam. C/R not authorized . Passed exam. Selection Board Ineligible. 7 SEPSE HISS DREISEN HOWER () Selection Board Eligible. Non-selectee. (Date Exam Admin) ( Passed exam. LDO Selection Board Eligible. (Location of Board) () Failed exam.... asessa Zusa Date) (Signature of Senior Member) (E) (H) (Date) (Initials) (This space for local use as desired).
AUTHORITY TO REQUEST THIS INFORMATION IS DERIVED FROM 5 UNITED STATES CODE 301, DEPARTMENTAL REGULATIONS. THE PURPOSE OF
Figure 6-5.-Recommendation for Advancement in Rate or Change of Rating (Worksheet), NA VEDTRA 1430/2 (Rev. 4-82). Page 6
examinations received (unopened) by Defense Courier Service to NETPMSA.
CT examinations must be transferred by Defense Courier Service or a designated commissioned officer, warrant officer, or civilian SCI courier, or as authorized by the appropriate DOD Directive. When a CT examination is transferred by SCI courier, all travel must be performed aboard military transportation. The primary method for the transfer of CT examinations is by Defense Courier Service.
weeks before the scheduled examination administration date, the senior member of the examining board should meet with the other board members. During this meeting, board members should review the directives that apply to the advancement cycle and discuss any new procedures introduced into the system. The applicable NAVADMIN message for the examination cycle will contain any new procedures or instructions. They should also discuss board members' and proctors' responsibilities during the administration of the examination. During this meeting, board members should make the following preliminary arrangements: • Arrange for sufficient space to accommodate examinees comfortably • Assign proctors to help administer the examinations (1 proctor for every 25 candidates)
• Ensure all board members are aware of the time and place at which the examination is to be administered
The official who is responsible for the stowage and custody of examination materials must meet the requirements of paragraph 601, BUPERSINST 1430.16. The color of the plastic envelope identifies the classification of the examinations: SECRET-RED; CONFIDENTIAL-GREEN; and FOR OFFICIAL USE ONLY (FOUO)–BLUE. Both upon receipt and before administration, all examination envelopes should be inspected for evidence of tampering. All examination materials should be stowed in a safe, vault, or some other locked space secured with a three-tumbler combination lock. The lock should be accessible only to an official who meets the requirements of paragraph 601, BUPERSINST 1430.16.
• Ensure all materials required to administer the exam are available
• Ensure a copy of the latest examination instructions, the latest NAVADMIN message, and the general and verbatim instructions are available
The Thursday following the PO3 examination in March and the Tuesday following the PO3 examination in September or as announced in the applicable NAVADMIN message
Petty officer first class (PO1)
• One lead pencil. Candidates should be provided with a no. 1 or electrographic black lead pencil. The use of any other type of pencil may cause the answer sheet to be improperly processed by the scanning equipment. • Asmooth, firm surface on which to complete the answer sheet. When answer sheets are marked, any type of soft table covering will result in marks that will not be properly processed. • Maneuvering boards, parallel rules, and dividers as appropriate for candidates taking the Quartermaster, Signalman, Operations Specialist, Ocean Systems Technician, Boatswain's Mate, and Electronics Warfare Technician exams.
The second Tuesday in March and the Thursday following the PO2 examination in September or as announced in the applicable NAVADMIN message
• Ten-point dividers and an air navigation computer for candidates taking the Aviation Antisubmarine Warfare Operator (AW) exam. • Two sheets of musical manuscript paper for candidates taking the Musician (MU) exam. • A U.S. Navy calculator for vertical aerial photography for Photographer's Mate (PH) candidates.
NOTE: Although no examination is administered for senior and master chief petty officers, the command must follow certain requirements each advancement cycle for these two paygrades. Approximately mid to late August each year, commands receive the NAVADMIN message, which provides the basic eligibility requirements for senior and master chief petty officers. It also provides information and procedures to be used for that particular advancement cycle.
RECOMMENDED TIME SCHEDULE FOR ADMINISTRATION OF EXAMINATIONS
Other than the preceding items, no other examining materials or instruments will be allowed into the
The commanding officer of each activity schedules the exact time of day Navywide examinations will be
• Escort candidates to and from the examining room if the need arises for health or comfort trips outside the examining room.
On the date the examination is administered, the examination board should muster the candidates and seat them in the examination room according to the preplanned arrangements. After distributing the required examination materials, a member of the examining board will read the general and verbatim instructions for the administration of the examinations. The reading of the verbatim instructions should be clear and concise. Enough time should be allowed between each step of the instructions to allow candidates to complete each block on the answer sheet. The examination room must be under the direct supervision of at least one member of the examining board. This examining board member must be present at all times during the administration of the examination. Proctors are assigned to assist the examining board. At
• Interpret the meaning of the information on the examination booklet cover for the candidate if necessary; however, DO NOT DISCUSS, INTERPRET, OR ANSWER EXAMINATION QUESTIONS IN ANY WAY! (Examining board members and proctors may explain the meaning of the instructions on the face of the examination booklet. They may not interpret examination questions, engage in a discussion about questions, or assist the candidates in any way in their solutions. Examining board members must NEVER read examination questions to a candidate without the prior approval of BUPERS.)
• Made no changes on the worksheet that affect the final multiple score
• Darkened in the circles properly below each response area
• Seek any further assistance necessary from the senior examining board member ifin doubt about any portion of the exam administration. The authority for oral administration of examinations is requested, with ample justification, from PERS 262 or 932. If authorized, a commissioned officer who is a member of the examining board will read examination questions and answers without interpretation or explanation. The individual will be examined on the regularly scheduled examination date in a separate space from other candidates. Oral administration will not generally be authorized in the case of candidates who have been classified as passed but not advanced in previous examination cycles. Candidates are not permitted to leave the examination room before completing their examination except for emergencies. If a candidate must leave the room, he or she must be accompanied by an escort designated by the senior examining board member. A member of the examining board must take possession of all examining materials during the candidate's absence. Any candidate who leaves the examination room without the permission of an examining board member will be disqualified. If this situation occurs, the procedures outlined in the Advancement Manual should be followed.
• Turned in all testing materials, including scratch paper The last page of each examination is called the Subject-Matter Section Identification sheet. An examining board member removes this sheet for retention by the command until the examination results are received. When the results are received, these sheets are attached to the candidate's copy of the Examination Profile Information sheet and given to the candidate. By comparing the profile sheet to the Subject-Matter Section Identification sheet, the candidates can identify their strengths or weaknesses.
EXAMINATION ACCOUNTABILITY AFTER THE EXAMINATION
EXAMINATION COMPLETION PROCEDURES
Upon completion of the examination, candidates must turn in all examination materials to an examining board member as they exit the room. The examining board member will recheck and reverify the circled information and correct the answer sheet before it is forwarded to NETPMSA. Corrections should be made to the answer sheet based on the Advancement Manual. Although the worksheet and answer sheet have been verified, the examining board should review them again before the answer sheets are forwarded to NETPMSA for grading. As the candidates leave the examining room, the board member who administers the exam should ensure the candidates have taken the following actions:
After the examination has been administered, all examination booklets, used and unused, and scratch paper are destroyed. They are destroyed by burning or by alternate methods as outlined in the Department of the Navy Information Security Program Regulation, OPNAVINST 5510.1. Examinations must be destroyed in the presence of at least two witnesses-at least one officer and a chief petty officer (E-7/8/9) or a designated civilian. CT examinations require special handling during the destruction process. Normally, two officers will witness the destruction of CT examinations. These officers must hold an interim or final Top Secret clearance and must have received current indoctrination for sensitive compartmented information. If two officers are unavailable, one officer and a designated civilian or a chief, senior chief, or master chief petty officer who meets the clearance and indoctrination criteria may witness the destruction. Sometimes only one officer or civilian is attached to the command who meets the clearance and indoctrination criteria. In such cases, if this person is the CO or has by direction authority, he or she may sign as both the CO and the person witnessing the examination destruction. For specific details, see paragraph 707 of BUPERSINST 1430.16.
• Transferred all information from the worksheet
Report Symbol BUPERS 1418-1
REGISTERED MAIL
Commanding Officer, Naval Education and Training Program Management Support Activity, Pensacola, FL 32509-5400
2. All examination envelopes were given to the candidates with seals unbroken and opened by the candidate concerned in the examination room in the presence of a member of the local examining board.
3. (Strike out this paragraph if not applicable.) The candidates listed in enclosure (2) whose examination serial numbers are identified by (DUP) were forced to use the "A/B" method (duplicate use of an examination). Test booklets were examined and markings, if any, were removed before use by second candidate.
4. All examination booklets for personnel listed in enclosure (2) and all complete examinations listed in enclosure (3) as being unused have been destroyed by (method of destruction) in the presence of the authorized personnel whose signatures follow:
5. The examinations of the personnel listed in enclosure (2) were conducted as outlined in chapter VII of reference (a).
Page 7
RESULTS OF NAVYWIDE ADVANCEMENT EXAMINATIONS
Separate letters of transmittal, assigned report symbol BUPERS 1418-1, should be prepared for each paygrade. The letter of transmittal should list all used, unused, or transferred examinations, including the rate abbreviation, examination series, and examination serial number. The letter should list candidates alphabetically by name within each rate on enclosure (2), as shown in figure 6-9. When personnel from more than one activity have been examined, the candidates should be grouped by activity as shown on enclosure (2). The original letters of transmittal are sent to Commanding Officer, NETPMSA (Code 322), Pensacola, FL 32509-5400, by registered mail. Copies of the report of destruction should not be sent to BUPERS or the command's administrative superior unless otherwise directed. The answer sheets should not be folded or stapled and should be enclosed in cardboard backing for protection. The command must keep copies of the reports of destruction and receipts for transfer of examinations on file as an official record for 2 years.
After the examination, the candidates and the commands anxiously await the examination results. NETPMSA publishes the E-4 through E-6 exam results. Commands receive the results approximately 3 months after the candidates take their examinations. Chief petty officer candidates normally wait approximately 3 months for SELECTION BOARD ELIGIBLE results. They then wait another 3 months, while the selection board completes the selection process, to find out whether they are SELECTEES. Senior and master chief petty officer candidates are recommended and nominated in November of each year. They normally find out whether they are selectees about 6 months later. NETPMSA publishes the results of each examination cycle. The examination results forwarded to each command consist of the ESVR, RCA, and Examination Profile Information sheet. (See figs. 6-10 through 6-12.) Results for the candidates who took a late substitute examination are normally issued by data mailers (fig. 6-13) or separate correspondence. Once the RCA and the ESVR are verified, they should be posted on the command bulletin board.
DISPOSITION OF WORKSHEETS
Rating Change Authorization
Upon completion of the examination, the senior member of the examination board must fill in the appropriate area of the worksheet and sign it. All worksheets should be retained in a folder until a board member receives a Rating Change Authorization (RCA), Examination Status Verification Report (ESVR), or data mailer. Upon receipt of the examination results, the board member annotates the appropriate section of the worksheet and indicates the candidate's examination status. The board member then staples the copy of the examination profile sheet to the worksheet and files it in the person's service record. The worksheet should not be forwarded to NETPMSA with examination returns.
The RCA (fig. 6-11) is the actual authorization for advancement of candidates. The command must verify this report upon receipt; no candidate may be advanced until all information has been verified. The RCA lists all personnel being advanced on the 16th of a particular month. For instance, all personnel being advanced on 16 February will be on the same RCA; all personnel being advanced on 16 October will be on a separate RCA; and so forth. If the command has no one being advanced during any given month, no RCA will be issued Personnel who took a late examination and are authorized advancement will receive their authorization by a data mailer.
PNSN PN3 USN N 00 0210 0000 0110 0000 00.0 0000 PERF MARK ERROR REMOVED THE DATE(S) ON THE ANSWER SHEET TADSDA AND/OR TIRDA) FOR THE CANDIDATES LISTED BELOW ARE IN DISAGREEMENT WITH THE DATE (S) CONTAINED IN THE NAVY MASTER PILE. TAS AND/OR SIPG SHOWN HAS BEEN COMPUTED USING THE MASTER FILE DATE. REFER TO PARAGRAPH 125, ADVAN, FOR CORRECTIVE ACTION IF NAVY MASTER FILE DATE IS IN ERROR. "OKINDICATES THAT DATES AGREE.
THE DATE(S) ON THE ANSWER SHEET (ADSDA AND/OR TIRDA) FOR THE CANDIDATES LISTED BELOW! ARE IN DISAGREEMENT
THE INFORMATION PROVIDED BELOW IS A PROFILE OF YOUR RELATIVE STANDING WITH ALL OTHERS IN YOUR RATE IN EACH YOUR MINIMUM EXAMINATION FINAL MULTIPLE STATUS SECTION 1 2 6 7 8 9 10 12 PAGE MULTIPLE AEQUIRED
MAI Mign Averagoi.orne 10 AIA.Opel. in care LAILow Avengol low 40*.
1. EXAMINATION STATUS.--Shows whether you passed or failed and your exam standard score. For example, PASS/SS 56 would mean that you passed the exam and your standard score was 56.
MINIMUM MULTIPLE REQUIRED.--Shows the minimum FMS required for advancement in your rate.
S = Superior E = Excellent H = High
High Average L = Low A = Average Р : Poor LA = Low Average VP = Very Poor
• Examination invalidated
• A discrepancy exists preventing publication of the results
letter or message should request invalidation or cancellation of the advancement authorization or removal of the person from selection-board-eligible status.
Upon receipt of the ESVR, the command must verify it against the information on the candidate's worksheet. The command also uses it to verify that the personnel listed are still recommended for advancement. This report is not to be confused with the command Enlisted Distribution Verification Report.
COMMAND ACTION UPON RECEIPT OF EXAMINATION RESULTS
The ESO may find persons listed on the RCA or ESVR who are not attached to the command. The ESO may also find that newly reported members to the command are not listed on the RCA or ESVR. The names of these personnel and other pertinent information about them should be sent to NETPMSA (Code 321). The command does not always verify the RCA or ESVR upon receipt. That is unfortunate because many times errors occur that make a difference in a candidate's advancement status. The ESVR contains examination results and multiple factors for all candidates except those listed on the RCA. However, it cannot be used as the authorization for advancement.
If the commanding officer withdraws a member's recommendation for advancement after receipt of advancement authorization or selectee notification, the following steps must be taken:
1. Service record entries must be recorded on NAVPERS forms 1070/609 and 1070/613 as shown in the Advancement Manual.
2. A service record entry stating that the member has been informed of the right to request redress under article 138 of the Uniform Code of Military Justice (UCM) must be prepared. The member's signature is required to acknowledge this entry. The inadvertent omission of this notification or acknowledgement could affect the commanding officer's withdrawal of the advancement authorization or withholding of the advancement.
3. A NAVGRAM or letter must be sent to Commanding Officer, NETPMSA (Code 321), Pensacola, FL 32509-5555, invalidating the member's advancement examination results. The letter should contain the identifying Report symbol BUPERS 1430-16. The report should include the reason the examination results were invalidated and a statement that the invalidation was done according to the Advancement Manual. 4. If the recommendation is withdrawn after the first of the month of the authorized effective date of advancement, PERS 262 or 932 and NETPMSA (Code 321) must be notified of the withdrawal by message. This notification will prevent the wrong paygrade from being entered in the person's record. If a person listed on the RCA or ESVR was advanced under the provisions of the CAP, STAR, SCORE, or other authorized programs after taking the Navywide exam, NETPMSA (Code 321) should be notified by letter, NAVGRAM, letter, or message. The
Following each Navywide examination, NETPMSA forwards duplicate examination profile information sheets (fig. 6-12) for all E-4 through E-7 candidates to the commanding officer. The duplicate is used as a source of information for evaluating the effectiveness of the command training program in the various ratings. NETPMSA does not retain copies of the examination profile information sheets. The original profile information sheet and the Subject-Matter Section Identification sheet are delivered and explained to each candidate by the ESO or an examining board member. Candidates who take late examinations receive profile information in the data mailer (fig. 6-13). The examination profile information sheet contains the candidate's status (PASS/FAIL), standard score, final multiple score (FMS), and the minimum FMS required for advancement. The profile sheet also reflects PNA points, if any, earned by the candidate during the current examination cycle or previous cycles. It does not indicate FMSs for those members who fail the examination or participate for lateral conversion. It also doesn't list the FMS if a member is in a discrepancy status or if the examination has been invalidated. The examination profile information sheet is developed from an analysis of the overall examination results in each rating. The profile sheet provides letter codes indicating the relative standing of each candidate on each section of the examination as compared with all others taking the examination in the same rating. Individual subject areas do not contain the same number of questions; therefore, "letter codes" cannot be Page 8
By 31 March following scheduled administration of the January examination cycle.
Proper procedures must be followed before, during, and after each examination cycle. By following these procedures, the ESO can prevent the loss or possible compromise of an examination.
Examination orders should be submitted as soon as possible after the regular administration date. Message requests should be used for orders submitted within 14 days of the cut-off dates. Departure from these cut-off dates is authorized only for message condition MINIMIZE.
REFERENCES USED TO DEVELOP THE TRAMAN
Administration of Substitute Examinations
Substitute examinations should be administered and the answer sheets returned to NETPMSA as soon as possible. The procedures for accountability, administration, and processing of substitute examinations are the same as those for regular Navywide advancement examinations. The Advancement Manual outlines these procedures.
Advancement Manual, BUPERSINST 1430.16D, Bureau of Navy Personnel, Washington, D.C., 1991. Command Advancement Program (CAP), BUPERSINST 1430.17D, Bureau of Navy Personnel, Washington, D.C., 1991. Department of the Navy Information and Personnel Security Program Regulation, OPNAVINST 5510.1H, Office of the Chief of Naval Operations, Washington, D.C., 1988. Classifications and Occupational Standards, Navy Personnel, Washington, D.C., 1991. Manual, BUPERSINST 1616.9, Bureau of Naval Personnel, Washington, D.C., 1991. Management Manual, OPNAVINST 1000.23A,
Navywide advancement examinations are like stepping stones to every enlisted member in the Navy. Members normally must successfully compete in each examination, from petty officer third class to chief petty officer, to advance in rate. Therefore, examinations should be ordered on time and administered properly. The command should publicize the results as soon as it receives them. Page 9 |
To apply for the CWO Program, an applicant must meet which of the following requirements
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