Navy Relief Society
Naval Legal Service Offices
American Red Cross
Veterans Administration (VA)
Civilian Health and Medical Program of the
Uniformed Services (CHAMPUS)
Command Career Counselor
Loans and outright grants to alleviate financial
emergencies; also family budget counseling
Legal advice, to include wills, powers of attorney,
and notarizing services
Emergency assistance of all types, to include
emergency leave verification and travel assistance
Physical and psychological problems and disorders
diagnosed and treated
Veterans benefits and survivors benefits advice
Health care benefits
and eligibility advice
to include Navy rights and
AND ENLISTED EVALUATION
Professional, performance, and enlisted
evaluation counseling all have several things in
common. Standards should be set; standards
should be clear and understood by the counselee;
targets should be set for each individual; and
both good and poor performance of subor-
dinates should be documented and the subor-
dinates counseled. Professional and performance
counseling takes place throughout the year.
Enlisted evaluation counseling should take place
once a quarter to allow personnel a chance to
improve before receiving the formal evaluation.
A good place to start is at the end of the
formal evaluation period. You can outline the
minimum required performance you expect from
each paygrade and rating within the work center
or division. This is setting a clear standard
of performance. Professional and performance
counseling will be based on these standards.
Ensure each subordinate understands the required
level of performance you expect from him or her.
Set performance targets for each individual.
People are different and have different capabilities.
By setting performance targets above the required
minimum, you will be able to maximize subor-
dinate output. Setting a standard target of
performance could discourage less capable
performers or cause more capable performers to
become bored. Remember to individualize the
target performance. An example would be giving
your star performer 1 week to complete a specific
personnel qualification standard (PQS). The
1-week target may be too difficult for your least
capable performer, so you might allow him or her
1 month to complete the PQS. All other personnel
would fall somewhere within this range, depending
upon their capabilities.
As your personnel progress, you will need to
adjust the targets to keep them challenging but
realistic. Counsel your personnel on their good
and poor performance. Document the counseling
sessions for at least 3 months.
You have been documenting the professional
and performance counseling for the last 3 months.
Now it is time to conduct an enlisted evaluation
counseling session. Write a rough evaluation on
each subordinate, using their counseling sheets
and other documentation taken from personal
observation over the last 3 months. Do not refer
to the last formal evaluation (or rough evaluation
for latter sessions).
These quarterly counseling sessions will allow
you to provide positive reinforcement for correct
behavior and corrective action for substandard
behavior. You will also be able to document
items that are sometimes forgotten at the yearly
evaluation. Schools attended, courses completed,
and assistance provided are sometimes overlooked