decides what the cutoff score will be for non- promotable (those who do not warrant promotion even if the quota would allow it), promotable (those who warrant promotion), and selectees. Once slating is completed, the entire board is briefed on the structure of the rating, its job, its peculiarities, the number of candidates, and the background of those selected and not selected for promotion. The names of the candidates are not used during this briefing; the entire board votes on the slate. The slate must be accepted by a majority vote of the board. The slate is then turned over to the president of the board. SUBSTANDARD RECORDS BEFORE THE BOARD During the course of the deliberations, the board may encounter records that clearly indicate substandard performance or, in the board’s judgment, questionable advancement recommen- dations. In these cases, the board is directed to identify and list those candidates. This list includes the candidate’s name, activity, reporting senior, and a concise summary of circumstances. Depending on the circumstances, either such can- didates will be referred to the Quality Control Review Board or the commands of the candidates will be identified to senior echelon commanders for appropriate action. NAVOP TO THE FLEET/REPORT TO CHIEF OF NAVAL PERSONNEL After all of the ratings have been completed and approved by the board, a NAVOP (message) is prepared to announce the selectees. Before release of the board’s findings, the board president and all board members sign a written report of the findings and submit it to the Chief of Naval Personnel (CNP) for approval. The content of the report must certify that the board complied with all instructions and directions contained in the precept and that the board carefully considered the case of every candidate whose name was furnished for review. If CNP approves the NAVOP, it is then transmitted to the fleet. WHAT YOU CAN DO TO IMPROVE YOUR CHANCES OF SELECTION Sailors who decide to make a career of the Navy and immediately start “turning to” can get a head start with selection boards. Here are some things you can do to improve your chances before the board: 1. Remember that sustained superior per- formance is the single most important factor influencing your advancement opportunities. 2. Use your Enlisted Duty Preference Form wisely. You will be better off to request a demanding job assignment instead of just a geographic location you would like. Try to get into a supervisory position, or request a small duty station where your potential can be recognized early. Once your potential is documented, shoot for larger stations where the operating tempo is greater and where you will supervise a larger number of subordinates. Request sea duty and overseas shore duty assignments. Do your best in each job. Go that extra step for professional excellence. 3. Try to rotate following the pattern of your rating. If you are due duty outside of the United States (OUTUS), go overseas. If you are due sea duty, go. Don’t try to avoid it. Going to sea and performing well will help your chances of promotion if your prior performance was out- standing. One outstanding evaluation at sea, however, will not get you promoted if your per- formance before going to sea duty was marginal. 4. Keep a personal record of your accomplish- ments throughout the evaluation period. When you are asked for input to your evaluation, submit a NAVPERS 1616/21 on which you summarize your activities for the year. Be sure your input addresses all the accomplishments you feel are significant, such as self-improvements, accomplishments, your supervisory ability, and your initiative. Make sure you submit factual input and provide details. That will decrease the chances of your omitting pertinent information when your input is translated into a smooth on the evaluation report. The purpose of the evalua- tion is to provide a comprehensive and objective analysis of you and your performance. Be sure your input to the smooth evaluation clearly depicts specific  accomplishments. 5. The importance of the enlisted evaluation cannot be overstressed. From the beginning of the selection board process, the evaluation is as critical to the upward mobility of personnel to senior enlisted grades as is the fitness report to officer promotion. Ensure your evaluations are typed properly with no misspellings or other clerical errors. Remember that you are going to sign your evaluation; clerical errors, misspellings, and so on, 5-16