Don’t form opinions of your people from
isolated incidents. One good job does not
make a good worker, and one bad job does
not make a bad worker.
Don’t guess when you mark evaluations.
Get other people’s inputs if necessary.
EVALUATING PERSONNEL
When preparing an input to evaluations, you
should have a clear understanding of the method
of rating used by the Navy. The Navy uses
numerical values from 1.0 to 4.0 to rate personnel
in several groups. The numerical values and their
meanings are shown below:
4.0-3.8
First rate
3.6-3.4
Above expectations
3.2-3.0
Satisfactory
2.8-2.6
Below expectations
2.0-1.0
Unsatisfactory
Evaluations consist of four major groups,
each consisting of two or more subgroups. The
major groups are (1) professional factors, (2) per-
sonal traits, (3) self-expression, and (4) leadership.
The subgroups are either marked with a numerical
value or marked Not Observed. You should rate
each subcategory objectively. The following
sections describe the traits rated by each subgroup.
Professional Factors
Military knowledge/performance measures
knowledge and performance of military customs;
watch-standing duties; responsibilities within the
chain of command; and knowledge of, and
contribution to, the command’s mission.
Rating knowledge/performance measures
knowledge and performance of job-related duties,
application of technical and professional skills,
problem-solving abilities, and ability to accept
instruction and direction.
Personal Traits
Initiative rates the ability to act appropriately,
independently, and without specific direction, and
the ability to exercise sound judgment. It also
measures the ability to set goals and performance
standards.
Reliability rates whether we can depend on a
person to perform assigned tasks successfully and
in a timely manner. It rates whether we can
depend on a person to be at the assigned place
of duty when needed. It rates the degree of
support shown for policies of the command and
the Navy. It is also a measure of a person’s
integrity.
Military bearing rates personal appearance,
including physical fitness; the wearing of the
uniform; and, when appropriate, the neatness of
civilian clothing. It also rates a person’s
knowledge and practice of military courtesies and
the way a person presents himself or herself as
a member of the Navy.
Personal behavior assesses a person’s behavior
and conduct, both on and off duty.
Human relations, including equal opportunity,
measures the ability to work successfully with
subordinates, peers, and superiors. It measures
a person’s contributions to the morale of the unit
and the support of the Navy’s Equal Opportunity
Program.
Self-Expression
Speaking ability rates the ability to use the
English language to express oneself orally. It is
a measure of the correct use of the language,
clarity of speech, and organization and presenta-
tion of thoughts.
Writing ability rates the ability to use the
English language effectively to write. It measures
the quality of written work, the presentation of
thoughts, and the correct use of English grammar.
Leadership
Directing rates leadership skills in the achieve-
ment of common goals. The ability to delegate,
to gain commitment from others, and to challenge
and inspire subordinates while maintaining
positive and realistic expectations are all taken into
account.
Counseling rates skill in counseling people. We
rate the ability to confront, where warranted, and
to praise, where justified. We also rate their ability
to help subordinates in resolving professional and
personal problems. We also rate support of the
Navy’s retention efforts.
Overall Evaluation
The overall evaluation mark is an assessment
of a person’s overall value to the Navy. The mark
is a judgment by the reporting senior.
4-5
