You must give a person on board a command for less than 90 days at the due date of a regular performance  rating  evaluation  an  evaluation  of Not Observed in all areas. A period of less than 90 days is considered insufficient time for you to make  an  accurate  evaluation  of  performance.  If a member makes a notable contribution to the command within his or her first 90 days on board, you may assign a mark in the area or areas of contribution  (for  exampIe,  Rating  Knowledge/ Performance). Mark all other areas Not Ob- served. You will normally evaluate personnel attend- ing  schools  under  a  special  category  called  “under instruction. ”   Don’t give people in this status comprehensive  performance  evaluations.  Upon  a person’s  completion  of  a  course  of  instruction, submit  a  “Not  Observed—Under  Instruction” report. Normally, mark only the trait of military bearing  (block  31).  If  the  person  has  responsi- bilities as a class leader or has a similar leadership position and you have had sufficient time to observe the person (at least 90 days), also mark the  traits  of  directing  (block  36)  and  counseling (block 37). Mark all other traits, plus the overall evaluation  block  (block  39),  Not  Observed. Submit an evaluation on all persons who disenroll from any course of instruction for any cause (disciplinary  action,  inaptitude,  etc.),  regardless of  course  duration  or  cause  of  disenrollment. Reviewing officials, such as selection boards, must  give  personnel  appropriate  professional credit  for  periods  of  “Under  Instruction”  even though they did not receive a comprehensive performance   evaluation. Do  not  use  adverse  evaluations  or  unfavorable comments as an alternative to punishment. Also do not substitute the evaluation process for appropriate  disposition  under  the  Uniform  Code of Military Justice (UCMJ).  However,  unless  an acquittal  has  resulted,  you  can  and  should comment on misconduct if it pertains to the performance factor or trait being evaluated. Misconduct  falls  under  three  basic  categories: Category  1.  An  act  of  misconduct  recorded as a conviction in a civilian criminal trial or a military court-martial or recorded as the subject of  nonjudicial  punishment  under  article  15, UCMJ Category 2. An act of misconduct that is not the  subject  of  a  completed  criminal  trial,  court- martial,   or   nonjudicial   punishment   (NJP) proceeding  but  is  established  through  reliable evidence  to  the  satisfaction  of  the  reporting  senior Category 3. An act of misconduct that was the subject  of  a  completed  criminal  trial,  court- martial, or NJP proceeding but resulted in an acquittal or a finding of not guilty If  misconduct,  as  defined  in  the  above categories,  concerns  the  performance  factor  or trait  being  evaluated,  then  you  may  make  an appropriate  comment  in  the  evaluation.  If nonjudicial punishment is being considered, withhold comment on the misconduct until the nonjudicial  punishment  proceedings  are  final.  If the  matter  is  referred  to  a  court-martial,  withhold comment until the findings and the convening authority  approves  the  sentence.  If  civil  authorities are  considering  prosecution,  withhold  comment until  the  trial  court  makes  a  determination. In other cases, you may make comments and evaluations based on the underlying misconduct that brings about a military apprehension or civilian arrest. You may make such comments even  if  that  apprehension  or  arrest  did  not  result in  a  formal  charge,  trial  by  court-martial,  or  trial in the civilian community. You may comment on underlying misconduct if the charge was not brought  to  trial  because  of  a  grant  of  immunity from prosecution. A grant of immunity may prevent prosecution, but it does not render the underlying conduct unobjectionable from the standpoint  of  a  member’s  performance. Timeliness Dates  for  submission  of  evaluation  reports  are coordinated  with  significant  events  in  the  enlisted career  progression.  Therefore,  commanding  of- ficers  should  meet  the  submission  dates  so  that an up-to-date performance appraisal is available for  these  special  events.  Timeliness  of  evaluation reports  is  especially  critical  in  the  selection  board process  where  records  for  selection  boards  are prepared as much as 2 months ahead of the board’s  convening  date.  Missing  or  late  evaluation reports  complicate  this  process  and  could unintentionally  affect  a  person’s  advancement opportunity. Individual  Rights  and Responsibilities You  have  certain  rights  and  responsibilities  in regard  to  your  evaluation.  For  detailed  infor- mation  about  your  rights  and  responsibilities, refer to  U.S.  Navy  Regulations.  Remember,  you have the  right to  input  information  to  your 2-14