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EQUAL OPPORTUNITY IN THE NAVY - 12018_30
EQUAL OPPORTUNITY OFF BASE - 12018_32

Basic Military Requirements (BMR) - Requirement for military advancement
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PERFORMANCE EVALUATION IN EQUAL OPPORTUNITY The Navy evaluates every Navy member’s 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 Navy’s equal opportunity program. PROCEDURES CONCERNING INSENSITIVE PRACTICES 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 person’s race, religion, creed, color, sex, or national origin. To ensure teamwork and to fulfill the Navy’s  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. DUTY ASSIGNMENTS 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 a command. 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 Navy’s 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 counterparts. PROFESSIONAL TRAINING AND ADVANCEMENT 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. MILITARY JUSTICE To  assure  equal  justice  and  treatment,  your command will continuously review charges, dismissed cases, issued warnings, and all nonjudicial punishment 1-15 Student Notes:







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