NavyFITREP.com
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.
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