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Page Title: Guidelines Provided to Selection Board Members
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advancement.  Although  the  quota  may  not  be exceeded,  should  a  panel  determine  that  there  is  an insufficient  number  of  “qualified”  candidates  in  a rating, the panel may recommend leaving part of the quota  unfilled.    The  Department  of  Defense  has established the TAFMS requirement, which personnel must normally meet before they can advance to any paygrade.  No more than 10 percent of the total number of members in any paygrade may have less than the prescribed  TAFMS.    This  quota  is  provided  to  the board on an “allowable early paygrade quota” for each rate.  Some panels will select fewer than others because the average time in service of candidates varies from rating to rating. Guidelines Provided to Selection Board Members The selection board is convened by the Chief of Naval Personnel (CHNAVPERS).  Each year a precept is prepared which outlines the selection process and gives  guidance  and  general  information,  such  as general selection criteria and equal opportunity, to the board.  During the first day of convening, the board establishes  internal  ground  rules  and  minimum selection  criteria,  which  each  member  uses  when s c r e e n i n g    t h e    r e c o r d s    a n d    c a n d i d a t e s .       T he rules/criteria  are  applied  equally  to  each  candidate within a rating.  Application may vary slightly from rating to rating for many reasons, such as sea duty or lack  of  it,  supervisory  opportunities,  schooling available, and rotation patterns.  (The board is given the  freedom  within  the  guidelines  of  the  precept  to establish its own internal working, therefore ensuring the  dynamic  nature  of  the  selection  process.) Orientation  briefings  that  cover  a  wide  range  of subjects, such as microfiche errors and TAFMS, are given to the board.  During the first two days, the panel members  acquaint  themselves  with  the  various materials  they  will  be  using  and  practice  evaluating test records. Contained in the precept is the oath to be administered to the board members and recorders on convening.  The  precept  also  outlines  the  expected conduct and performance of individuals serving with the board. The proceedings and recommendations of the board may not be divulged, except as authorized and approved by CHNAVPERS. Primary Factors Considered by Selection Boards For each candidate, there is a folder that contains the  microfiche  record  (1E  and  2E  fiche  only), member’s  correspondence  to  the  board,  and  an Enlisted Summary Record (ESR).  The panel uses the ESR to note the candidate’s test score (E-7 board only), rate, and unit identification code (UIC).  Each record is then reviewed by a panel member.  At least 5 years of evaluations are reviewed.  Depending on the keenness of competition, panel members may go further back to establish  trends  and  break  ties.    Each  candidate receives  two  reviews  from  two  different  panel members.  If there is a significant difference between the  two  panel  members’   scores,  a  third  member reviews the record.  Until the established deadline is published in the applicable NAVADMIN message, all correspondence received on a candidate is forwarded to the panel along with a microfiche record.  Awards and qualifications earned after this deadline date may be  submitted  via  message  to  COMNAVPERSCOM (PERS-852  or  PERS-862).    Below  are  some  of  the factors considered by the E-7 and E-8/9 boards.  The considerations change slightly from year to year and in no  way  should  be  considered  the  ONLY  factors influencing selection: Sustained  superior  performance.    This  is  the single  most  important  factor  influencing selection. Professional performance.  Significant emphasis is  placed  on  professional  performance  at  sea. Although  it  is  not  necessary  that  a  candidate presently be serving in a sea duty billet, it is a positive  when  a  candidate’s  record  reflects demonstrated  evidence  of  professional  and managerial excellence at sea or in isolated duty assignments.  It is recognized that some ratings do  not  offer  a  broad  opportunity  for  sea  duty, particularly at the senior levels, and that is taken into  account.    Additionally,  while  a  variety  of duty assignments, especially sea duty, is highly desired,  individuals  having  less  variety  but equally demanding tours may be equally “best qualified.”   In that respect, Navy members may be  assured  that  their  careers  will  not  be unfavorably affected by service over extended periods in important assignments to which they have been ordered to meet the needs of the Navy. Special tours.  Candidates presented to the board compete  within  their  rating.    It  is  recognized, however, that they are frequently detailed to duty outside their rating specialties.  Many such types of  duty  require  selectivity  in  assignment  and special  qualifications.    Therefore,  due consideration is given to those candidates who 5-9

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