Fr om: To:

Subj :

Ref:

Encl:

DEPARTMENT OF T H E N AVY C HIEF O F NAVAL PERSONNEL

701 SOUTH COURTHOUSE ROA D ARLINGTO N . VA 22204 ·2472

Chi ef of Naval Personnel

1410 Ser 00 / 022 6 Feb 14

President, FY-15 Active-Duty and Reserve Navy Senior Enl i s t ed Advancement Selection Board

FY-15 ACTIVE-DUTY AND RESERVE NAVY SENIOR ENLISTED ADVANCEMENT SELECTION BOARD PRECEPT

(a ) Enl isted Career Paths

(1 ) FY-1 5 Ac t i v e-Duty and Reserve Navy Senior Enlisted Advancement Selection Board Guidance

1. Function and Membership

a . The funct i on of the administrative selection board i s to consider Active-Duty and Reserve senior enl isted candidates for advancement to the rank indicated in the conveni ng order . The board shall co n sider carefully, without prejudice or partiality , t he record of e ve ry eligibl e candidate . The records and names of all eligib le candidates , determined as of the date the board convene s as wel l as those subsequently validated during the board, wi ll be furnished to the board.

b. I shall per sona lly appoint the members of this advancement sel ection board . During the board process, the personnel assigned as board member s work direct l y for me , under oath. Board members a r e entrusted with selecting the future leadership of the Navy. The performan ce of these duties will have a greater effect on t he future of the Navy than any other duty they perform. Duri ng the board process , a ll other duties of an assigned member are secondary to t he board p r ocess and the utmost care will be given to ensure the process is not compromised or rushed to accommodate outside c oncerns . Each record reviewed represents years of serv ice by t he indiv idual candidate . It is absolutely essential that the e valuat i on affor ds each eligi b l e candidate fair and equi tabl e c ons i deration .

2. The board s ha ll p r oceed in accordance with the conv ening order , t he FY - 15 Active - Dut y and Reserve Navy Senior Enl isted Advancement Selection Board Guidance (enclosure (1)) , the cycle NAVADMIN , a nd any other guidance contained in this letter. Re ference (a ) will be prov ided in the select i on board spaces as

Sub j : FY- 15 ACT fVE- DUTY AND RESERVE NAVY SEN I OR ENLI STED ADVANCSMENT SELECTI ON BOARD PRECEPT

genera l guidance t o t he selec tion board membe r s . Thi s re f erence i s not selection c r i t e ria , nor is i t expected t ha t each el i g i b l e wil l meet t~e t ypical ca r eer path a nd guide lines depicted i n re : e r e nce (a ) . The i n fo r ma tion cont a i ned in r e f e r ence (a) must not be us ed as a s uos ti~ ut e fo r t he gui da nce cont a i ned i n t he conve ni ng o rder a nd spec if i ca lly shall not a l t er t he "best a nd f ul l y qual i fi ed" s e lec t ion s t a nda r d.

3 . Best and Fully Qualified Selection Standard

a . Fully Qualified. Al l eligib le c a ndidate s r e c omme nded f or selec t i on must be : ully qua l i f i ed ; t ha t is , capa bl e of pe r fo r ming t he duties o f t he highe r pa ygr ade . ~l igibles f u l l y qua l ified : o r se l ect i on demons t ra t e a n app~opr iate l eve l o f leade~ship,

techni ca l and ma nager i a l skills , i n t egr i t y , commitmen t to t he pe rsonal and professional devel opme nt of s ubordina t e s , a nd res our cefu l ne s s i n a i ff i cul t a nd chal l e nging a s signments . Thei r att r ibut es i nclude r a t ing e xpe r t i s e , demons t r a ted abi l ity to communi cate 'P a nd down t he cha i n o f comma nd , l oya l t y t o sen i o r s , subor d i na t es , peers a nd t he command , and r e cogni t i on o f our Na vy ' s her i t age . F~l l y quali f i e d eligibl es m~st c l ea r l y de mons t rate adhe rence ~o Navy and De?art ment of Defens e e t hical a nd physica l f itness s t a nda r ds , and l oya l t y t o Navy Core Values . El igi o les t ha t do not meet t he a bove s t a ndard s hall not be r ecomme nded f or se l ect i on .

b . Best Qualified. Among t he f ul l y qua_ified e ligib l es , you mus t recomme~d fo~ select i on t he best q a lifi ed wit hin the i r r e s pect ive c ompeti t 've category . The f ollowi ng considera t ions should guide your recomme nda t i ons . Membe rs as signed t o b ri e f i ndivi dua l reco rds a r e e xpe c t e d t o us e t hese cons i der a tions t o guide the i r b r iefs • r ev i ew a nd compos i t i on . Ea c h board membe r i s e xpecte d t o apply t h i s gui dance when de libe~ating a nd voting . The s e cons~de~at ions are :

(1) Leadership. Proven , s ustained s upe r i or per f ormance i n d i ff i c l t and cha ~ lenging j o i nt and in- s e r vi ce leade~ sh ip

?Os i tions is the number one fac t or fo r s election . When a pp l yi ng thi s f actor , you must cons i der t hat t he fut ure t' a vy a nd jo int force l e ade r s hi p will comp=i s e a mix of s ervice me mbers t ha t have e xc e l led i n both tradi t iona: and al t e rna t e ca reer paths . Demons trat ed s kill i n e nha nc ing t eamwor k and i ndividua l pe rfor ma nce shou ld be conside r ed a l ong with s ubo r di na te a c hievemen t s and accompl ishmen ts . ~ligibles mus t have clearly demons tra t e d l e ader s hip by e nforc ing a ll sta ndards; pa rt i cipating

2

S bj : FY- 15 ACTIVS- DUTY AN D RBSERVE NAVY SEN I OR ENLI STE D ADVANCEMENT SELECTION BOARD PRECE PT

i n Career Jevelopme~t Boards, CPO 365 , a nd ot he r Sailor l eadership and ment o r i ng r oles ; a nd t a ki ng a n ac t ive lea dershi p r ole in t hei r me ss . You al s o mus e cons i der the at t r i b ute s developed by e l igi bles t hat excel l ed i n a l te r na t e c a r ee r paths . El i gib l es s houl d show compe t ency i n me n1:o r ing and develop i ng j unior offi ce r s .

(2) Education and Professional Development. You sha l : cons i de r profess iona l mil i 1:ary educat i on givi ng cons i dera tion t o t hose ha vi ng comp l e ted advanced education , P=o f essiona l Mi li tary Educa t ion (PME) , Joint Pr o f e s s iona l Mi l i t ary Educa t i on (J PME) , and Le ade rship Developrne~ t (e . g . , Se nior Enl isted Academy, Navy Senior Leaders Course , Keystone Cour s e, etc ) . Our Navy ' s fu ture s enior enlisted l eaders hone a nd develop ~eaders hip s kill s from t hese cour s es requ i r ed t o fu nc 1: ion as fu t ur e Depa r tmenta l Lead i ~g Ch i e : Pe1: t y Offi ce=s , and Lhe Seni o r Enl i s ted Academy in par t icu l ar i s a pre requ i sit e t o Command Master Chi e f/ Conma nd Senior Chie f pos i t i ons . Educa t i on and pr ofess i ona l development i s i n keeping wi t h ~C PON ' s '' Ze r o ing in on Excel l ence " i n i t iat i ve a nd CNO ' s "Sa il i ng Di r ect ions" t e ne t s of Warfighti ng Fi r s t , Operating Forwa rd a nd Be i ! g ~eady , and s hould be g i ven con s i de =a tion .

(3 ) Competency/Skill Information . With i n the ooa r d ' s charter t o reco:nme:c-1d fo r se l e c t ion t hos e ca nd ida-ces who a re bes t qual i f i ed among those f ul l y quali f i ed , t he boa r d shal l give cons i de r a tion t o ~he needs o f the Na vy f or lea de rs wi~h pa rtic~ la=

demonstra t ed compe1:e ncies / s kill s . Docu~ented rat i ng expertise du=ing t he pe r i od of consideration mus t be c onside red when deter mi ning an el i gib le ' s f itne ss f or s e l ection . Cons i de= a n el igib:e •s demons t r a t ed knowl edge o f rat e and t he e xtent to whi ch tha t eligi b l e used that knowledge t o pos i t i ve l y i mpac t hi s /her comma nd .

(a ) Key t o i~di viduals' mili t ary compe t ency and perfo rma nce is t he i r degree of l oya l ty to s e niors , pee r s , ana subordi na tes t ha t sha: l al so be gi ven cons i derat i on . Dedica t i on to Sailors a nd the c ommand s hou l d be viewed through mis s i on s uccess a nd t he s uccess of the Sai l ors led by e ach e l i g i ble .

(b ) You should consider doc ument ed pe r f or mance i n leach i ng and uphol d i ng s1:anda r ds, as we:: as the eligible 's professionali sm and military demea nor . An ellgi ble 's emphas i s on proce dura l complia nce among thos e he / she l eads , a s well as peers , is a s trong i ndica 1: i on o f t he i~ abi l i ty to enforce s t a nda rds across t he comma nd .

3

Sub j : FY- 15 ACT I VE- DUTY AND RESERVE NAVY SENI OR ENLISTED ADVANCEMENT SEL~CTTON BOARD PRECEPT

(c) You s hould c ons ider c onunun i c at ion s kills and t he de gree LO which t he e l igible con t ributes to d i visio n or d epartmen t a l s uccess wl thin the f r ame work of a triad o f Divisio . . Of ficer , Ch i e f Pett y Offi c er , and First Clas s Pe tty Off icer as these a re c r u c ial in d e Le r mi ni ng t ho s e bes t qua l if i ed f o r adva nce ment . The mos t - qua l if i ed e lig i b l es wi l l a lso e ffe ctively cornmu n i c a Le p rincipl e s o f l e a de r shi p , p r ofessional ism, and he r ita ge .

(4 ) Language , Regional Expertise, and Culture Experience. El i g ibl es who gain c ompetence t hro ugh ass ignments r e qu i r i ng forei g n language , reg i onal e xpe rtise , a nd cul t~ra l knowledge provide the Depart~ent of Defense a unique c ombina t i on of t echnica l expe rienc e and ope ra t i onal l eadersh ip . Th i s wil l e nha nce r·avy c a p a b i · i t y t o s upport fu tur e operat ional r e qui r emen t s . When s elec t ing t he be st q ua li fied e l i gib les to meeL t he needs of t he Navy , you mus ~ c o nsider t he qua l ~ t y o f per for~ance r e quired of elig lbles who have s erved i n a s s i gnment s r equi r i ng lang~age , reg i ona l expert ise , and cul t ure knowl edge , ma ny o f whi ch are c r itica l .

(5 \ Special Programs and Duties . Al t ho ugh eligib l e s p r esen t ed t o the boa rd compe te wi t hin t ~eir respective raLings , t hey a r e f r equen t ly detai led t o du~y outs i oe o f Lh e lr r a t i ng spec i a l t ies. Ma n y such ~ypes of d u t y requ i red s el e c t ivity i n ass i g nme n : a nd s pe c i al qual lficati o ns. I n d e t ermi n ing wh ich ellgibles a r e bes t a nd f ull y qualif i e d , bea r i n mi nd t hat me mbe r s servi ng i n these :ypes o f h i g hly s e l e ctive assignme nt s compe t e wl t hin a g r oup of ind~vidually s e l ected perso n ne l wi t h equa lly superb recor ds . The " best a nd f l l y quali f i ed" r e mains the standa rd whi ch s~ould be used f o r c o ns iderat i o n . Additiona ~

guidance on s pecia l programs a nd dut i e s is loca t ed i n e nc l osure ( 1 } .

(6) Collateral Duties. Con s i dera t i on shal l be g i ve n to the succe ssful a c c omp:ishme n t o f major collat e ral d u t ies affecting mission e ffect i venes s , r e t e n t ion , a nd mo ra le .

A}t~ W. F . ~ORAN

4

FY- 1 5 NAVY ACTIVE-DUTY AND RESERVE SENIOR ENLI STED ADVANCEMENT SELECTION BOARD GUIDANCE

Appendix

A

B

c

D

Subject

Genera l Gui da nce

- Dut i es o f t he Boar d President - Boa rd Pr oceed i ngs - Specia l Pr ogr ams a nd Dut ies - Mar i t a l St a tus - Leadershlp o f Diverse Organi zat ions - Area Tou r s - Adverse I nfor ma c ion

Equal Oppor t unity Gu i dance

- Addresses Equitab le Consideration f or a l l e ligib l es

Board Reports

- Addr esses Content and Rout i ng o f Se l ect ion Board Reports

Oachs

- Provi des Oaths f o r Board Members, Re cor der , Assi stant Recorder s , and Admi n i s t r a t i ve Support Pe rsonne l

Encl os ure {1 )

APPENDIX - A

GENERAL GUIDANCE

1 . Duties of the Boar d President . The pres i dent of a boa r d is appo i nte d b y me a nd s hall perform prescribed adminis t ra t i ve duties . The b o a r d pres iden t has no authorit y t o c ons t rain t he boa rd f rom r ecomme ndi ng fo r s e l e c t i on t hose fully q ua l ified c andidate s whom t h e ma j o ri ty f ind s best qua l i f ied t o me et the need s o f t he Na v y .

2 . Board Proceedinqs. The fo l lowing directions app l y t o al l boa r d p r oceedings .

a . Ea ch o f you ( Pr e s i dent , Members, Recorder , As s istan t Reco r d e rs, a nd a dminis t r ative sup por t p e r s on ne l ) must mainta~n the integ r ity a nd inde pende nce o f this selec t ion board , a nd fo s te r c a re fu l cons i deration , withou t preJ ud i ce o r partiality , o f a l l c a nd i d a tes .

b . You must pay part i c ularl y c l ose attentio n t o the rule s gover n i ng c ommu n i c a t i ons wi t h and among other board me mbers , t h e infor mat ion a u thori zed to be fu r nished to you , a nd t he pro cedures you s hould fo l l ow i f yo u believe t h a t t h e integri ty of th i s se l e c t ion boa r d h as been i mp roperly a f f ected .

c . You ma y no t recei ve , ini tia t e , o r p a r t icipa te in commun i cations or d~scussions i nv o lving i nfo r ma tion tha t i s p reclud ed fr om c ons i derat i on b y a s e l e ctio n board . You a re t o base your r ecommend a t i ons on t he material i n eac h e l i gibl e ' s mi lita ry r e cord , a n y informa t ion I have p r ovid ed t o t h e board , a nd a n y i n f orma tion c ommunica ted co you by t he c andida t es under regula tions I h a ve issued . You may not discu s s o r d i sc los e the op i nion of any per s on not a memb e r o f t he bo a r d c oncernin g a c a ndidate being c onsidered u n l e s s tha t opinio n i s contained i n material p rovided to t h e board t hat is in compl iance with Navy regulat ~ons.

d . Board me mbers ma y not int r oduce anything t ha t i s no t documented in t he c andi date ' s r e c o r d o r let t e r t o t he board . I n a dd it i on , s hould a rec o r d reve a l the r e mova l o f an eva luat ion r e port , t he member may n ot d i s cuss a ny pers onal kno wl edge regar d i ng t he c i r c umstance that r esulte d i n the remo val o f t he report .

e . I , the Master Chief Pe tty Off icer of t h e Navy , and fo r rese r ve boards , the Res erve Force Master Chi ef Pett y Office r are t h e o n l y pe r s o ns who ma y ap pear in person to address you o n other t ha n a dmi n istrative ma t ters . Al l c ommunicat i ons wi t h thi s board , o the r

A-1

than those t hat are clearly administrative , must be in writing , g i ven to each of you , and ma de pa rt of the boa rd 's record . Commander, Navy Perso nnel Command will designate in t he conveni ng order t hose pe rsons a ut hor ized to provide routine admi n i strative i nforrna tlon to you.

f . To ens ure impa r t i a lity, you may not visit or communicate with detai lers, placement office rs, community ma nagers , or a ny candidat e immediately prior to or during t he selection board . Communications o f any kind or method with outside part ies (i . e . , o t her than Board Members, Recorder , Assistant Recor ders, Board Sponsors, and administrative s upport personne l) before , dur i ng , or af t er t he board relating in any way to the s election board or its p roceedi ngs are prohibited . Questions concerning the propriety of any communications prior to the boa r d should be addressed to Lhe board sponsors . Proceedings, del i be r a tions , o r recommended selectees of the board may no t be d i sc l osed unless expressly authori zed or requi red by me or Commander, Navy Personnel Command .

g . Before the report of the selection board i s signed by each Board Member, Recorder , a nd Assistant Recorde r , t he recommended selectees may be disclosed only to members of the boa r d , Recorder, Assistant Re corders, and those adminis trati ve support personnel des igna t ed in writing. After you s ign the board report , only the recommended selectees o f the board may be disclosed a f t er I have made the recomme nded selectees public . Except as authorized eithe r by myself or highe r author1ty, the proce edings a nd de l iberat ions of the board may not be disclosed to any pe rson who i s no t a Boar d Membe r, Recorder , Assis t ant Recorder, or adminis Lra t i ve s upport personnel .

h. If at a ny time you bel ieve t hat you cannot i n good conscie nc e perform your duties as a member of the board wi thout pr ejudi ce or partial ity , you have a duty to reques t re l ief by me from this duty . Any such request wil l be honored. If a Member , Recorder , or Assistant Recorder bel ieves that the integrity of the board's proceedings has been aff ect ed by impr oper influence of military o r civi lian authority, misconduct by t he Boa r d President or a Membe r , or any other reas on , or believes someone is exerting or attempt i ng to exert inappropr i a te inf l uence over the board or its proceedings, he or she has a duty to request r elief from the ooligation not to disclose board proceedi ngs a nd , upon recei ving it , to report t he basis fo r this belief .

i . ~ur ing the peri od the board is i n sess i on , authorized to hold soci al gatherings /meet i ngs tha t of Boa rd Membe rs / Recorders and non-board membe rs . 1nvol ving board act i ons may only be held i n boa r d recorders present.

A-2

you are not involve groups Discuss ions

spaces with

3 . Spec ia1 Proqrams and Duties

a . Indi.vidua1 Augmentee (IA) /OVerseas Continqency Operati on Suppor t Assignments (OSA) (a1so known as GSA)/Afqhani s tan­Pakistan Hands (APH) Proqram Assignment

(1 ) The b o ard shall give considerat i on to those candid ates w.ho have displ a ye d superior per f ormance while serving in IA/ OSA/ APH assignments i n direct support of OSA a nd t he National De fense Str ategy a nd, in particul ar , those assignments tha t are e x traord inarily arduous or t h a t involve s igni f i cant ly heightened pe r s onal ris k . Thes e i ndi viduals are deve loping valuable combat and nat i o n-bui l ding skil s under stressful condit ions that s hould b e retained a nd used f o r future appl i cation. IA/ OSA/APH assignments ma y not be t ypical of the candidate' s traditiona l commu n i ty career path , but a re c onsi dered vi ta l t o t h e success ful joint prosecut ion o f Ove rse a s Cont i ngenc y Ope ra t ions and the National Defense Strategy .

(2) Due to op erational demands , I A/OSA/ APH ass i g nme n t s may res u lt i n a c a ndidate mi ssing the opportunity to serve i n a c ommu n i t y-recognized miles ton e or career ga t e . Addi t i ona l l y , c andidates ma y not be compe titivel y ranked agains t other candi d ates of the same comp e titive ca t egory, and the elig ible ~ay be r a ted b y a report i ng senior unfami l i a r wi t h the c a ndid ate 's o c c upational specialty and t he Navy e v a luation r e por t s yste m. Theref o re, specia l attent~on must be ta ken in reviewin g these c and i d a t e s' reco rds .

b . Nava1 Spec ia1 Warfare Experie nc e . Nava l Sp e c i al Warfar e Forc es play a crucial r ole i n t he globa l struggle against t e rror i s m. Se r v i ce membe rs assigned t o Nava l Spec i al Warfa re Forc es are r o u t i nely assi gned dut i e s that are not wi thi n the i r r at ing s c ope , b u t a r e c ri ti c a l t o ou r nat i on's suc cess i n overseas c ontingency op e ra t i o ns . Se rvi ce membe rs wi th exper ience i n coa l it i on s peci a l o pera t ions a nd interagency fo r ces t ha t ma y not be a t yplc a l career p a th incl ude, but are not limited to , t hose assigne d t o Naval Specia l Wa r fare Command, J oint Spe cial Op era tions u n its, and U. S . Embas s ies abroad. These a ctions a re vita l to t h e suc ces sful joint pro sec ution of ov e r s e as contingency ope r at i o n s a nd there fo r e g i ve c onsideration to these r e cords . Repea t tours o f du~y wi t h Na val Special Warfare Forces e~sure

cont i nuit y o f expe r ti s e a nd contribute to increased miss i on c apabil i ty and t here fo r e shou ld no t be con sidered negac i ve to career divers ity .

c . Nava1 Expeditio nary For c e Experience. Naval Expeditionary Forc e s play a crucia l role i n the g lobal struggle a ga ins t terror~sm . Se r vice membe rs assigned to Nava l Expedi t i o nary

A- 3

Fo r ces are routinely assigned duties that are not within the i r r at ing s cope o r normal career pa th, bu t a re cri tical to our nation's s uccess i n overseas conti ngency operations. Thes e ass i gnment s are considered vital to the success ful prosecution of the ongoing oper ations a nd t he refore give consideration t o these recor ds. Repeat or out of ra te car eer path tours of dut y with Naval Expedit ionary Forces ensur e continu i ty and therefore s hould not be considered negati ve to career divers it y .

d . Senior Chief and Master Chief Boards. You should also cons i der fo r sel ect ion those e ligible who have successfully completed, or a re currently serv ing in the extremely demanding tours of duty as Command Senior Enlisted Leade r, as they demand l eaders hip responsibilities inherent in Command Master Chief billets, but for s ma l ler commands.

4. Marital Status . Boa rds are prohibited from considering t he mari t a l status of a c andida t e or the employment, educa t ion , or volunteer service of a n eligible 's spouse .

5 . Leadership of Diverse Organizations. When revi ewing a candidate's poten tia l for select i on , consider tha t t he Navy benefits when Navy leade rsh ip possesse s a broad spect rum of experience with a depth and br eadth of vision . The Na vy needs i~novat ive and bo l d leaders who t hink c r eati vely, challe nge assumptions , and take wel l ­calcula ted ris ks tha t maximize e ffectiveness. Leadersh ip r esults and command success through team performance are s i gnificant criteria f o r cons iderat1on . Today 's Navy is manned by Sailors representing dozens of different ethnic groups and l iter ally hundreds of cul tura l her itages . In light of t hi s diversity, you should give car eful attention to select1ng e ligibles who have demonstr a ted t he potential to lead a di vers e workforce, and c reate circumstances fo r the success of al l Sailors . The Navy 's abil i~y to meet this l eadership chal lenge depends , in part , on having CPO l eaders capable of influencing dive rs e groups of people to successfully complete t he i r a ss i gned miss i on.

6 . Area Tours. If a candidate's record contains mul tiple or consecutive tours in a part icular geograp hic l ocat ion, it shoul d not be viewed negatively ~ pr ovi ded t he e l i gible has progressed in b illet comp l exity , profess ional development , and leader s hip responsibility. Likewise , you may positive ly consider those cand ida t es who have demons t rated t he ability to s ucceed in challenging ass i gnments in diverse geogr aphic locatio~s ,

particularly overseas .

A- 4

7 . Adverse Informatio n

a. Jus t as you must cons ider positi ve performance, yo u mus t conside r incidents of misconduct o r substandard o r marginal p e rformance documented in a c andi date 's official service record when determining those eligibles who are best a nd fully q ua l i f i ed fo r selec tion . Advers e info rmat i on may reflect n e ga tive ly on a candidate 's suitability for select ion and fu t ure service in pos itions o f greater r esponsib ility a nd t r ust . For those candidates who a re recommende d for selection a nd who have received disciplinary action , or whose o ffi c 1 a l mi litary pers onne l f i le contains ma tters r e l ating t o conduc t o r pe r f ormance of d uty, that is documented wi thi n the past five years, every board membe r i n that r espect ive tank shall be b riefed o n the adverse info r mation contained t here in p r 1or to t he final board decision .

b. Wh i le t h e Navy is, and will remain, a Se r vice of t he high e s t standards a nd s t r i ct accountabi lity, we do not embr ace bl i nd a dherence to a zer o - d e fect mental i ty . All of u s h a v e made mistakes in the pas t ; t he t es t i s of the characte r and resil i e n ce of the indi vidu al a nd his or her a b ility to learn and grow from that experience. Where a candidate has pe r formed exceptionally wel l s ubsequent t o a repo rtable inc 1dent , I c onsider tha t t est to b e s ubstantia lly me t . I n selecting those you c onsider best and f ull y qua l ified, d o not discount any eligible tha t except f o r a single inc i dent, wou l d other wise b e recomme nded fo r sel ection .

A- 5

APPENDIX - B

EQUAL OPPORTUNI TY GUIDANCE

1 . Th e Department of the Navy i s dedicated to e qual i ty of treatme nt a nd opportunity for all pe rson nel withou t reg a r d to r a c e, r e l lgi on , colo r, gend er , o r na tional o rigin . The Navy strives to mainta i n a pro f e s siona l wor king e nviro nment i n whi ch a n i nd i v idua l 's race , rel i g i on, color , gender , o r nationa l ori g i n wi l l not l i mi t his or her p r o fes s ional opportunitie s. Accordingly , wi t h i n this boa r d 's cha r t er to d e te r mine the candida t es who a r e "best and ful ly quali fied , " you must ensure t hat candidates are no t d i sadvanta ged becaus e of t hei r r a ce , re l igion, color , gender , o r nat i ona l or i gin .

2 . You r e va luation o f a ll c a ndidates mus t a :fo r d t hem fa i r and e qui table c onsider a t i o n . You s hould be par ticula r l y vigi l a n t in your e va lua t i o n of rec ords t o t a ke care that no e l i g i ble's selection opportuni t y i s d isadvantaged b y ser vice uti l iza t ion polic i es or practices. You s hould e v aluate e a c h c a nd i date's potential t o assume t he responsibi lities of the nex t higher r ank , t he ov e rriding f actor be i ng perfor mance of assigned d uties .

3 . Th e Navy h as assigned s ome candidates ou t s i d e o f traditional c a r e e r deve l opment patterns . In additio n, other ut iliza t i on policies or practice s , suc h as t hose ba s ed o n sta tutory r e s t r i c t i o ns on the ass ignment of women, ma y have had a n effe ct on career oppor tuni t ies . The se assignments , t houg h beneficia l ~o t he Navy , may h a ve f o r e c losed t o the c a nd i date so ass i g ned opportuni t i es available to othe r el igibles . Su ch assignment prac t ices should not prej ud i c e the s elect i on of these c andi dates fo r sel ection . Succes sful perf orma nce o f a ss igned dut i e s i s t he ke y in measuri ng a candi d a te 's pote n tial f o r sele ction . Acc o rd i ngly, i n determini ng the qual i fi cat ion for s election of any candida t e who ha s been affected b y such util iza tion policies or practices, duty perfo r med we ll in s uch ass ignme n t s should be given we i ght equal t o duty performed wel l b y an eligible not a ffected b y such p o l i cies o r practices .

4 . Th i s guida nc e shall not be interpreted as r e q u i ri ng o r permi tting pre f e rential t reatment o f any candidate o r gro up o f eligibl es o n the grounds of race , r e ligion , col o r , g end er , o r nationa l origin .

B-1

APPENDIX - C

BOARD REPORTS

1 . The record of the board's proceedings s ha ll be compi l ed by the Recorder, Assistant Recorders , and admi nis trat ive s upport per sonnel. The written repor t of the board shall be signed by the board President , Members, Recorde r , and Assist ant Recorders . I t shall contain the names of t he candidates recommended f or s e l ection with appropri ate selection stat i s t ics, as wel l as the fol l owing i tems :

a . Convening Or der.

b . All instructions, inf orma tion , and gu idance that were provided to the boa rd , except i nformation concerning particular ca nd i dates , which must be retained by Commander, Nava l Personnel Command .

c . Cer tifica t ion that :

{1) To the best of your knowl edge , t he board compl ied with all i nstructions contained i n the convening o r der and precept and, as appropriate, othe r letters of gui dance o r inst r uct ion provided by me;

(2) You were not subject to o r awar e of any censur e, reprimand, or admonishment about the recommendat ions o f the board or t he e xer c ise of any lawful f unct ion within t he aut hori zed dis c reti on of the boar d ;

(3 ) You we r e not s ubject t o o r awa re o f any a ttempt t o coerce o r influence improperly a ny act i on in t he formulat ion of the board 's recommendations;

(4 ) You were not part y to or aware of any a t tempt a t unauthorized commun1cations ;

(5 ) To the best of your knowledge, the boa rd carefully cons i dered the record of each candi date whose name was furnis he d to the board ;

{6) The c and i dates recommended for selection are , in the opinion of the majori t y o f the members of the boar d, f ully quali f ied or bes t qua l ified for selec t ion to mee t t he needs of the Navy among those eligibles whose names we r e f ur nished to the boa rd ;

C- 1

(7 ) You are awa re t ha t t he names of the s electees wil l b e r eleas ed t o the p ub l i c after t he b oa r d repor t i s a pp r ove d , and you know t hat yo u ma y not disclos e t he recommended sele cte es u nti l the na mes a re released to t he p ub l ic ; and

(8) You understa nd tha t , exc e p t a s a u t hori zed by Naval Regulation s you ma y n e ve r d i s c l ose t he p rocee ding s and del iberat i ons of the b o a rd to a ny pers on who is not a b oa r d member , r ecorder , o r a s s istant rec order.

d. A lis t of al l candi d a tes e l i gible for c ons i d e ra tion.

e. Th i s p rec ept .

2. The r e po r t shal l be forwa r d ed f o r approval t o me v i a Commander , Navy Personnel Command .

C- 2

APPENDIX - D

ENLISTED BOARD OATHS

1 . The Pr es i dent of t he board o r a Commissioned Officer s ha l l admini s t e r the f o l lowing oa th or affi rma t ion to t h e Recorde r and Assis tant Recorde rs :

" Do you, a nd each of you , s olemnl y s wea r (o r a ffi r m) that you wi ll ke ep a true r ecor d of the proceedi ngs o f t his boa r d , and you wi l l not d ivulge t he proc eedings of t hi s boa r d except as aut hor ized or r e qui r ed by the Chi e f of Naval Personnel o r higher a uthority , s o he l p you God? "

2 . A Commissioned Of f i ce r of t he boar d support sta f f s hal l then admi ni s ter the fo llowi ng oa t h or affi rma tion t o t he Membe rs of the board :

" Do you , a nd ea ch o f you , solemnly swear (or affi r m) t ha t you wi ll pe r fo rm your dut ies as a membe r o f t h i s boa r d without pre j ud ice or pa r ti a l 1ty, havi ng i n view both t he s pecial f i tnes s o f candida t es a nd the e ff i c iency o f t he na val s erv i c e , and you wi ll not d ivu lge t he p roceedi ngs of t hi s boa rd exc ept as authori zed o r r equi r ed by t he Chi e f of Naval Pe rsonne l or higher aur.horit y, so he l p you God ? "

3 . The President o f t he board o r a Commissioned Offi c er s ha ll t hen admi niste r the f o llowing oa th o r affirma t ion to t he adminis t rative support pe rsonne l :

" Do you, a nd each of you , s o l emnly s wear (o r aff i r m) tha t you wi ll no t d ivulge the p roceedings of t hi s boa r d e xcep t as a ut hor i zed or requi r ed by t he Chief of Na va l Pe r s onne l o r higher aut hori t y, s o he l p you God? "

D- 1