evaluation and to ask for changes and corrections to it. You have the responsibility to ensure it contains accurate and up-to-date information. INDIVIDUAL INPUT. —Members have the right and the responsibility to submit information they believe should be mentioned in their evaluation reports. They may submit information about any type of achievements of which you may not be aware. Types of information they may submit include, but are not limited to, off-duty educational achievements, completion of cor- respondence courses, and significant community involvement. You must judge whether to include such material in the finished evaluation. Members should submit information on the Enlisted Performance Evaluation Report—Individual Input (NAVPERS 1616/21), shown in figure 2-10. REVIEW. —Members have the right to review their evaluation report before its final disposition. Final disposition means the report is transmitted to the Bureau of Naval Personnel (BUPERS), filed in the service record, or both. Members must sign evaluation reports and mark the appropriate box to indicate their desire to make a statement. Signature on the evaluation report does not indicate agreement with the report. It indicates the member has reviewed the report, has received an explanation of his or her individual rights, and has been given the op- portunity to make a statement. Each member must also verify the accuracy of the identification data contained in the report. AVENUES OF RECOURSE. —Members may submit a statement concerning any adverse remarks in their evaluation. Members should make sure any statement is temperate in tone and confined to pertinent facts. The statement should not express opinions or criticize the motives of other persons. Members should submit the state- ment to BUPERS through the commanding of- ficer of the activity that submitted the report. Members should not submit statements requesting removal or modification of performance evalua- tions filed in their record. The Chief of Naval Personnel does not have the authority to remove or modify evaluations filed in the record. A person who believes a report is inaccurate or unjust may take the following avenues of recourse: Article 138 of the UCMJ provides recourse for members of the armed forces who believe themselves wronged by a commanding officer. It states that if the commanding officer refuses redress, members may complain to any superior officer.  The  superior  officer  forwards  the complaint to the officer exercising general court- martial jurisdiction over the officer against whom it is made. Article 1150 of Navy Regulations outlines procedures for members of the naval service to seek redress for an act, omission, decision, or order of any person who is superior in rank or command. Article 1151 of Navy Regulations outlines the right of any person in the naval service to communicate with the commanding officer at a proper time and place. The procedure for such communication is commonly known as “request mast. ” Personnel desiring to avail themselves of that privilege should consult local command regulations and policies. CORRECTION OF NAVAL RECORDS. — Navy members may correct any injustice in their record by applying to the Board of Correction of Naval Records (BCNR). The Legislative Reorganization Act of 1946 established the BCNR to relieve the Congress of the burden of considering private bills for the correction of naval records. The BCNR may recommend correction of an error or removal of an injustice in the record of a Navy member. To apply to the BCNR, the member should use a DD Form 149, Application for Correction of Military or Naval Record. An application may require attention before a member’s consideration by a selection board or before some other significant career event. In those cases,    the BCNR must receive the application at least 90 days before the date the selection board convenes or before the date of the career event (advancements, assignments, etc.). Applications received less than 90 days before these dates will not normally complete processing before the board considers the record or the career event passes. ADVERSE REPORT. —When writing the narrative of an evaluation report, be sure you make no comment that could inadvertently be interpreted as adverse in nature unless you so 2-15