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CHAPTER 10

MIDSHIPMAN EVALUATION SYSTEM

1000. GENERAL. The Naval ROTC Administrative Manual requires that all midshipmen be evaluated by members of the Battalion leadership and the active duty Unit staff to ensure their continued success and growth in the program. The evaluation report should accurately reflect “their fitness for service and performance of duties.” The objective of this evaluation is to assist the midshipman in his or her progress toward meeting required NROTC standards. These standards include academic excellence, military leadership, management expertise, moral integrity, physical fitness, motivation, pride and self-discipline. The development of these qualities is vital to the successful performance of those duties and responsibilities that will be entrusted to midshipmen when they become junior officers of the U. S. Navy and the U. S. Marine Corps. Additionally, the degree to which a midshipman demonstrates these qualities will establish his or her initial active duty list precedence number among all Naval Academy and NROTC graduates commissioned as a year group.

1001. PURPOSE

a. The purpose of the midshipman evaluation system is:

(1) To establish standards for measuring officer-like potential and current performance in aptitude and physical fitness.

(2) To set forth clear, systematic, consistent, objective and equitable guidelines for evaluating the degree to which each midshipman meets these standards as compared with his or her peers.

(3) To identify midshipmen needing individual assistance, counseling and encouragement to overcome weaknesses in officer-like qualities.

(4) To identify midshipmen possessing exceptional qualities and potential and who are ready for greater responsibility.

(5) To give midshipmen experience in observing and evaluating subordinates in a military environment using a format similar to the Navy's officer fitness report.

(6) To provide data required by the Professor of Naval Science to determine final class standings among commissionees and to provide data to assist the Chief of Naval Personnel in the computation of final standings of NROTC graduates.

b. Any individual in the Battalion or the NROTC Unit staff who has knowledge of performance which is substantially above or below that normally expected and that may not otherwise come to the attention of an evaluator should submit this information in writing to anyone in the evaluation chain of command designated in Article 1002c, or directly to the Professor of Naval Science. Inclusion of such information in the formal evaluation shall remain optional with the evaluator receiving the information.

1002. MIDSHIPMAN EVALUATION PROCEDURES

a. Preparing with a word processor. Reports will be submitted using the template found in NROTCUUAINST 1601.9. The initial grader will start the evaluation report by filling in all personal data and evaluating the midshipman before passing it to the secondary grader for their marks and comments. The Officer/Instructor will finish the report and sign it prior to forwarding it to the Commanding Officer for signature. The Commanding Officer of the individual NROTC Units will sign all reports, prior to them being signed by the individual who is being evaluated.

b. Midshipman Evaluation Schedule. Prior to the last laboratory session of each semester, the Battalion Administrative Officer will distribute midshipman evaluation forms and "brag" sheets to the Battalion. Each evaluator in the chain should complete evaluations as quickly as possible; however, it is critical that EACH evaluator in the chain counsel the midshipman personally on the marks assigned him or her, before that evaluation is passed up the chain to the next level evaluator. The Battalion Administrative Officer will collect the evaluations, returned via the Battalion chain of command, ensuring that one has been written for each midshipman in the Battalion. The Battalion Administrative Officer will check them for completeness and accuracy and pass them to the Battalion Executive Officer. The Battalion Executive Officer will pass the evaluations to the Battalion Commander for review and forwarding to the MOI by the last laboratory session. The MOI will review all evaluations and forward them to appropriate Unit staff counselors. Class counselors will review the evaluations, enter counselor's scores, calculate final tabulations and forward the evaluations to the Unit Executive Officer. He will assemble evaluations for the entire Midshipman Battalion and forward them to the Professor of Naval Science who will approve the recommended marks or assign marks as appropriate. The Unit Executive Officer will ensure that approved marks are entered in appropriate command master records and will return evaluations to the respective class counselors.

c. Aptitude Evaluation Chain.

BILLET EVALUATED BY

Squad Member Squad Leader, Platoon Commander

Squad Leader Platoon Sergeant, Platoon Commander

Platoon Guide Platoon Sergeant, Platoon Commander

Platoon Sergeant Platoon Commander, Company XO

Platoon Commander Company XO, Company Commander

Company Guide Company XO, Company Commander

Company SCPO/1stSgt Company XO, Company Commander

Company XO Company Commander, Battalion Commander

Company Commander Battalion XO, Battalion Commander

Parking Officer Supply Officer, Battalion XO

Auto Data Processing Officer Administrative Officer, Battalion XO

Academics Officer Operations Officer, Battalion XO

Training Officer Operations Officer, Battalion XO

Athletics Officer Operations Officer, Battalion XO

Supply Officer Battalion XO, Battalion CO

Administrative Officer Battalion XO, Battalion CO

Operations Officer Battalion XO, Battalion CO

Battalion MCPO/SGTMAJ Battalion XO, Battalion CO

Battalion XO Battalion CO, Battalion Advisor

Battalion CO Battalion Advisor, Unit XO, Unit CO

1003. PERFORMANCE COUNSELING

a. Purpose. This annex provides the information needed to conduct performance counseling. It includes suggestions for conducting the counseling sessions and requirements that need to be met. These counseling suggestions were developed through research into navy leadership texts, counseling handbooks of other services, and civilian texts on performance counseling. The suggestions are offered not as a “cookbook,” but in the belief that midshipmen can profit from the experience of others.

b. Counseling Policies. Planned and scheduled counseling is a major focus of the midshipmen’s performance evaluation system. Counseling shall be performed at the midpoint of each evaluation cycle (“midterm counseling”) and when the evaluation report is signed. The purpose of performance counseling is to encourage personal development and improve communication among all members within the Battalion. It should be a frank, open discussion of individual performance, with reference to the six performance traits on the evaluation report form.

c. Selection of the Counselor. The counselor for all midshipmen will be their primary grader. The Primary grader will use the midshipman’s evaluation form in the counseling session. There is a spot on all six Performance Trait blocks for midterm counseling.

d. Counseling Worksheet. Counseling will be done using the standard evaluation report form as an aid.

(1) Using the worksheet as a midterm counseling aid. Counseling worksheets need not be typed. Performance elements should be discussed as they relate to the six performance traits and subcategories on the form. Be careful not to make promises or guarantees to the midshipman regarding what the marks or recommendations will be at the end of the evaluation period.

(2) Maintaining a record of the counseling session. At the completion of the counseling session, the form should be placed in the Student Folder (CNET form 1533/57 ). When completing the next evaluation report, make sure to type the date the counseling took place in block 12 and type the Officer/Instructor name in block 13. The midshipman should be reminded to sign in block 14 at the same time they are reviewing and signing the evaluation.

e. Counseling Schedule. Midshipmen will be counseled as close to the middle of the evaluation period as possible. Counseling may actually be provided earlier or later than the exact middle of the reporting period, but it may not be omitted or unduly delayed. Individual Unit counseling policy should be set by the PNS.

f. Counseling Objectives. Counseling should motivate performance improvement. There are five major objectives to accomplish during the counseling session:

(1) Identify the midshipman’s important strengths and shortcomings. A fair, accurate, and realistic assessment of the midshipman’s performance is crucial to the counseling process.

(2) Address specific performance problems, concentrating on ways to develop growth in these areas. Also address the midshipman’s strengths, and encourage their further development. Point out ways to improve, but do not dwell on unimportant faults in the belief that criticism is essential to counseling.

(3) Help the midshipmen re-evaluate their goals. Ensure that the goals are challenging but realistic and attainable for the midshipmen.

(4) Ensure the midshipmen have a clear understanding of their performance and acknowledge the areas that they need to work on and those that they are clearly doing well in.

(5) Review what is expected of the midshipman before the next counseling session or fitness report. Make sure they understand your expectations.

g. Preparing for the Counseling Session. Performance counseling can be stressful for both the counselor and the midshipman. Stress can be lessened if both the counselor and the midshipman prepare for a productive session.

(1) Counselor

1 Determine the best time for the session and give the midshipmen advance notice so they can prepare for the session.

2 Gather information and relevant materials. Address the “three P’s”--Praise, Performance, and Problems.

3 Plan what you are going to go over in the meeting. Remember the objective should be to achieve growth in performance in the midshipman.

(2) Midshipman

1 Complete a personal self-appraisal and gather relevant information related to your performance.

h. Suggestions for Conducting the Counseling Session. The task of the counselor is to direct and focus the performance of the midshipmen and to develop their professional and military expertise. Before midshipmen can improve they must know how well they are currently performing and what is expected of them. The counseling process should be a dynamic relationship where the midshipman feels free to discuss issues for the purpose of obtaining direction and assistance. The counselor should discuss strengths and performance accomplishments and as appropriate address elements requiring further development.

1004. SUMMER TRAINING EVALUATION

a. At-Sea Training. At-sea training of NROTC 1/C and 2/C midshipmen involves assessment of performance of duty, leadership qualities and whole person evaluation. The Midshipman Summer Training Manual (NAVEDTRA 37300) provides the procedures for conducting the evaluation and evaluation forms. The cruise evaluation form shall be placed in the individual's Student Performance File. Counselors are required to review the evaluations with the student and obtain his or her signature on the evaluation form.

b. Career Orientation and Training of Midshipmen (CORTRAMID). CORTRAMID is essentially an orientation program and as such offers limited opportunity for midshipmen to display leadership capabilities and other attributes of aptitude for service. Aptitude evaluations will not be prepared for midshipmen during CORTRAMID unless requested by separate correspondence from the NROTC Unit to the appropriate site officer in charge. Officers in charge of each CORTRAMID program may identify midshipmen whose performance, attitude and motivation are clearly outstanding or substandard and notify the appropriate NROTC Unit Professor of Naval Science by letter.

1005. ORDER OF MERIT (OOM)

a. At the conclusion of each academic semester the staff officers will compute the Order of Merit (OOM) scores of each of their counselees. The OOM score and ranking approximates the service selection formula that CNET uses to determine priority when assigning designators.

b. NROTC students will be grouped by class, i.e., 1/C, 2/C, ECP, MECEP, etc., to see where they rank among their peers based on the following weighted factors:

Cumulative GPA 45%

Average NROTC aptitude from all semesters 40%

Academic Major 10%

Average NS laboratory grade from all semesters 5%

c. Although the OOM will not be published, students may obtain their ranking from their counselor and discuss what is required to improve.

d. OOM may be used by the Unit staff for scholarship and award nominations, determination of battalion leadership billets, summer cruise assignments and pre-commissioning endorsements.

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