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| Whats HOT! |
CHIEFEVAL CORE MESSAGES:
Reasoning
Evaluation of Chief Petty Officers based on the Mission, Vision and Guiding
Principles began in early 2007 when the MVGP were included in the E8/E9
selection board precepts.
However, until commanding officers are asked to formally include the MVGP as the
means they use to grade and rank Chief Petty Officers there will be a misalignment
of expectations and performance.
Inserting the Guiding Principles into the fitness report as performance traits ensures
that a Chief is evaluated on the success of the Sailors they lead, the impact they
have on mission accomplishment and the command in general. There is still ample
opportunity for recognition and reward for individual achievement. But the most
significant indicator of effectiveness, via the CHIEFEVAL, is Deckplate Leadership.
Leadership has long stressed to the Fleet the importance of recognizing Navy
heritage. The extent to which a Chief Petty Officer grasps and trains to that heritage
is now evaluated in the CHIEFEVAL.
Leadership Concurrence
Chief of Naval Operations has been involved in the process since inception and
concurs with the initiative. He asked that tactical performance be included within a
performance trait. It has since been added to block 34 (Institutional and Technical
Expertise).
Fleet Master Chiefs each played a role in the shaping of the CHIEFEVAL. The
current version is the15th iteration and each version has evolved based on their
input.
MCPON has briefed his Leadership Mess (Fleet/Force/CMDCMs assigned to
Flag/General Officers), several Senior Enlisted Academy and CMC/COB courses
and the prospective CO/XO leadership courses at the S.E.A.
Effect on Sailors
The Mission, Vision and Guiding Principles clearly outline the expectations our Navy
has of Chiefs, the expectations our Chiefs have of each other and, most importantly,
what every Sailor should be able to expect from their Chief. Evaluation based on
those traits ensures alignment with those expectations.
Logistics
NAVFIT 98A can not be reprogrammed in time to accommodate the CHIEFEVAL
for this September’s evaluation cycle. The intent is that a PDF document be
available for download on DirectLine and the NPC website and ready for use well
before the September ’08 evaluation cycle.
OBJECTIVES:
Ensure communication of the intent and a thorough explanation of the CHIEFEVAL
begins immediately and reaches every member of the Navy’s Chiefs Mess and
Wardroom.
Provide explanation of each performance mark and explain where and how the
CHIEFEVAL and the CPO Fitrep differ. Describe where diversity is included in the
CHIEFEVAL, as well as retention and attrition.
Ensure members of MCPON’s Leadership Mess are aligned. Message
dissemination will be their ultimate responsibility. It is critical that all are
emphasizing the same key points.
Counter misperceptions with timely responses. This document and follow-on media
products will not only define the reasons for the revision but also the effect of it and
the implementation.
Prepare Fleet PAOs, CMCs, and the entire Navy’s Chiefs Mess to discuss this
initiative, and with media should questions arise.
Prepare MCPON Leadership Mess to contact and brief every CO on why the
change is being made, the details of the new performance criteria and how it will
affect the ranking process.
Reasoning
Evaluation of Chief Petty Officers based on the Mission, Vision and Guiding
Principles began in early 2007 when the MVGP were included in the E8/E9
selection board precepts.
However, until commanding officers are asked to formally include the MVGP as the
means they use to grade and rank Chief Petty Officers there will be a misalignment
of expectations and performance.
Inserting the Guiding Principles into the fitness report as performance traits ensures
that a Chief is evaluated on the success of the Sailors they lead, the impact they
have on mission accomplishment and the command in general. There is still ample
opportunity for recognition and reward for individual achievement. But the most
significant indicator of effectiveness, via the CHIEFEVAL, is Deckplate Leadership.
Leadership has long stressed to the Fleet the importance of recognizing Navy
heritage. The extent to which a Chief Petty Officer grasps and trains to that heritage
is now evaluated in the CHIEFEVAL.
Leadership Concurrence
Chief of Naval Operations has been involved in the process since inception and
concurs with the initiative. He asked that tactical performance be included within a
performance trait. It has since been added to block 34 (Institutional and Technical
Expertise).
Fleet Master Chiefs each played a role in the shaping of the CHIEFEVAL. The
current version is the15th iteration and each version has evolved based on their
input.
MCPON has briefed his Leadership Mess (Fleet/Force/CMDCMs assigned to
Flag/General Officers), several Senior Enlisted Academy and CMC/COB courses
and the prospective CO/XO leadership courses at the S.E.A.
Effect on Sailors
The Mission, Vision and Guiding Principles clearly outline the expectations our Navy
has of Chiefs, the expectations our Chiefs have of each other and, most importantly,
what every Sailor should be able to expect from their Chief. Evaluation based on
those traits ensures alignment with those expectations.
Logistics
NAVFIT 98A can not be reprogrammed in time to accommodate the CHIEFEVAL
for this September’s evaluation cycle. The intent is that a PDF document be
available for download on DirectLine and the NPC website and ready for use well
before the September ’08 evaluation cycle.
OBJECTIVES:
Ensure communication of the intent and a thorough explanation of the CHIEFEVAL
begins immediately and reaches every member of the Navy’s Chiefs Mess and
Wardroom.
Provide explanation of each performance mark and explain where and how the
CHIEFEVAL and the CPO Fitrep differ. Describe where diversity is included in the
CHIEFEVAL, as well as retention and attrition.
Ensure members of MCPON’s Leadership Mess are aligned. Message
dissemination will be their ultimate responsibility. It is critical that all are
emphasizing the same key points.
Counter misperceptions with timely responses. This document and follow-on media
products will not only define the reasons for the revision but also the effect of it and
the implementation.
Prepare Fleet PAOs, CMCs, and the entire Navy’s Chiefs Mess to discuss this
initiative, and with media should questions arise.
Prepare MCPON Leadership Mess to contact and brief every CO on why the
change is being made, the details of the new performance criteria and how it will
affect the ranking process.
Online Guide to your CHIEF EVAL needs