• • 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