BUPERSINST 1610.10 NAVY EVAL SYSTEM (PART 2)

Question 1

The Regular
report is the only report that provides continuity. The Regular
report must be continuous for all active and drilling Reserve
service, except for initial entry training

Answer 1

Begin each Regular report on

the day following the ending date of the previous report.

Question 2

Regular reports, including letter-extensions, may not cover more
than 15 months without NAVPERSCOM (PERS-311) approval.

Answer 2

Letter-Extension of Periodic Report. A Periodic report
may no longer be delayed and combined with another report.
After submission; however, it may be extended by letter for up
to 3 months in place of a Detachment of Individual, Detachment
of Reporting Senior, or a Frocking report.

Question 3

More than one extension may be submitted, but a
report may not be extended for a cumulative period of more than
3 months, or if it will result in a total report period
exceeding 15 months.

Answer 3

Only submit a report upon
retirement, transfer to the Fleet Reserve, or transfer to the
Temporary Disability Retired List if the reporting senior wishes
to make the performance a matter of record.

Question 4

Do not submit
reports upon a member’s death or for personnel in a
retired/retained status.

Answer 4

Submit a report when
a member is declared to be in a missing or prisoner of war
status.

Question 5

Always submit a Promotion/Frocking EVAL upon promotion or

frocking to E7.

Answer 5

Enlisted (E6 only). Normally, a promotion frocking

report is not required except as noted in this paragraph.

Question 6

Enlisted (E6 only). An E6 who has performed duty at
a new command for at least 3 months and has not yet received an
Observed report at that command, may receive a Special report
for a promotion selection board.

Answer 6

A Special

report may not be submitted for the sole purpose of raising a Performance Mark Average

Question 7

NOB reports are used to
fulfill reporting requirements when graded reports are
inappropriate. They may be submitted for short periods of duty
or TEMDU (no more than 3 months) that is purely for
administrative or training purposes

Answer 7

Also, under unique
circumstances, a reporting senior can submit a NOB report for
any period if the reporting senior does not feel that there has
been enough observation to grade with confidence, i.e., member
has been onboard for 6 months but member was TEMADD for a
majority of the reporting period, etc.

Question 8

A Performance Information
Memorandum that contains only administrative or academic
information may be signed “By direction”.

Answer 8

Forwarding the Performance Information Memorandum.
Forward within 15 days to the command that will prepare the
Regular FITREP or EVAL report for the period covered.

Question 9

If that
command is unknown, the Performance Information Memorandum may
be transmitted with the field service record or given to the
member, but must be turned over to the member’s command upon
arrival.

Answer 9

A Performance Information
Memorandum may be discarded or returned to the member after its
purpose has been served.

Question 10

Ensure the period of duty covered by the Performance

Information Memorandum is included in Regular report continuity.

Answer 10

Note: A Performance Information Memorandum does not replace a
report. The next Regular report must include the period covered
by the Performance Information Memorandum.

Question 11

GUIDANCE FOR COMMENTS: Typography. Use only 10 or 12 pitch (12 or 10 point)
type at 6 lines per inch (standard typewriter spacing).
Handwritten comments are not allowed.

Answer 11

Style
a. Be concise. Comment space is very limited. Bullet
style is preferred.

Question 12

“Must Promote” = 3.8
“Promotable” = 3.6
“Progressing” = 3.4
“Significant Problems” = 2.0

Answer 12

The performance mark average uses the advancement system

4.0 scale, not the EVAL 5.0 trait scale.

Question 13

Example: Three EVALs were received within the minimum time-inrate
period. The performance marks were 3.8, 3.8, and 4.0. Add
the performance grades together (3.8 + 3.8 + 4.0 = 11.6). Divide the total by the number of performance marks (11.6/3 =
3.87). Enter 3.87 as the performance mark average in block 17
of the Advancement in Rate and Change in Rating (Worksheet)
(NAVEDTRA 1430/2).

Answer 13

Member Responsibilities. Members are responsible to

ensure the continuity of their FITREP, CHIEFEVAL or EVAL record.

Question 14

A servicemember WILL NOT be required to

write their performance evaluation report.

Answer 14

A servicemember has the right to submit
FITREP, CHIEFEVAL or EVAL inputs, and has the duty to do so if
requested by the rater or reporting senior.

Question 15

The enlisted
field service record contains the original EVALs, supplements and
statements for E4 and below, and copies of these documents for E5
to E9. MILPERSMAN 1070-200 requires that, upon transfer, the field service

Answer 15

All members should
periodically review their NAVPERSCOM records. Complete this
review at least 6 months prior to any board convening date to
allow time to correct discrepancies.

Question 16

Members should review their Continuity of Reports on

BOL approximately 60 days after the reports are signed and mailed to NAVPERSCOM.

Answer 16

As a minimum, a member should attempt to obtain any

missing report covering significant duty in the grades of E5 or above within the past 5 years.

Question 17

Statement to the Record. A member may submit a statement
to the record about any FITREP, CHIEFEVAL or EVAL. The
statement must be submitted within 2 years after the report
ending date or provide acceptable justification for the delay.

Answer 17

Endorsement of Statement. The reporting senior must
endorse and forward any statement within 10 days, with a copy
back to the member. The endorsement must be limited to one page.

Question 18

Using the Worksheets as Mid-Term Counseling Aids.
Counseling worksheets need not be typed. As a minimum, complete
block 1 and blocks 29-32.

Answer 18

Selection of the Counselor. For E1-E4 personnel, the
counselor will normally be the rater (E6 or above), who is
usually the division, department, or work center leading petty officer. For E5 and E6 personnel, the counselor will normally
be the division, department, or work center CPO.