PERFORMANCE EVALUATION IN EQUAL
The Navy evaluates every Navy members support
of the equal opportunity program. Personnel in
paygrades E-1 through E-9 receive numeric grades,
based on a number scale, on overall annual performance
evaluations of specific traits. Your performance
evaluation will reflect your attitude toward and your
conduct in support of the Navys equal opportunity
When people enter the Navy, they have their own
feelings, attitudes, prejudices, and ideas based on their
individual personal backgrounds. An insensitive
practice is behavior that is prejudicial to another person
because of that persons race, religion, creed, color, sex,
or national origin. To ensure teamwork and to fulfill the
Navys mission, individuals must put aside their
personal feelings, attitudes, prejudices, and ideas about
other people and how they act around others.
Commanding officers take proper action to correct
insensitive practices. If a person takes part in insensitive
practices, that person receives counseling about their
responsibilities with regard to equal treatment. If such
counseling is not effective or if further action is
warranted, personnel may receive administrative or
disciplinary action or both.
The unfair assignment of general administrative
and support duties (food service, compartment
cleaning, and work details) outside the normal
requirements of a rating frequently lowers morale. It
also weakens the efficiency and overall effectiveness of
Based on Navy policy, supervisors should assign
work not included in a specific rating on a fair, rotational
basis. They should make such assignments without
regard to race, creed, color, sex, age, or national origin.
Although supervisors may consider the seniority of
personnel in detailing such duties, they must make
positive efforts to ensure fair treatment.
Assignment to duty on ships or stations should also
comply with the Navys equal opportunity goals. The
repeal of the combat exclusion law potentially opens all
classes of surface ships to women. The Naval
Construction Force, or Seabees, has also received
women in sea duty construction battalions. All
construction battalions are now open to women,
opening more than 4,000 seagoing billets to women.
The expanded opportunity for women in the Navy
ensures a more equitable rotation between sea and shore
duty for all Sailors and provides career paths for
women that are consistent with those of their male
PROFESSIONAL TRAINING AND
The Navy expects everyone who enters the naval
service to increase his/her knowledge and skills. Your
command will provide the necessary training so you can
develop a skill and properly prepare yourself for
advancement. Although advancement is an individual
effort, the command has the responsibility to provide
you with an equal opportunity for training and
advancement. How far you advance depends primarily
on your own initiative, capabilities, and qualifications.
The Department of the Navy sets the requirements
for advancement for paygrades E-1 through E-9. To
advance to E-4 through E-7, Sailors must pass an
advancement-in-rate exam. However, just meeting all
the requirements does not guarantee advancement.
Only the most qualified will be advanced, and they will
be advanced only if vacancies exist for that paygrade.
Improving yourself, your skills, and your education
increases your chance for advancement.
To assure equal justice and treatment, your
command will continuously review charges, dismissed
cases, issued warnings, and all nonjudicial punishment