evaluation  and  to  ask  for  changes  and  corrections to it. You have the responsibility to ensure it contains accurate and up-to-date information. INDIVIDUAL INPUT. —Members  have  the right  and  the  responsibility  to  submit  information they  believe  should  be  mentioned  in  their evaluation  reports.  They  may  submit  information about  any  type  of  achievements  of  which  you  may not be aware. Types of information they may submit include, but are not limited to, off-duty educational achievements, completion of cor- respondence  courses,  and  significant  community involvement. You must judge whether to include such material in the finished evaluation. Members should  submit  information  on  the  Enlisted Performance  Evaluation  Report—Individual Input  (NAVPERS  1616/21),  shown  in  figure  2-10. REVIEW.  —Members have the right to review their  evaluation  report  before  its  final  disposition. Final  disposition  means  the  report  is  transmitted to  the  Bureau  of  Naval  Personnel  (BUPERS), filed in the service record, or both. Members must sign evaluation reports and mark  the  appropriate  box  to  indicate  their  desire to  make  a  statement.  Signature  on  the  evaluation report does not indicate agreement with the report.  It  indicates  the  member  has  reviewed  the report, has received an explanation of his or her individual rights, and has been given the op- portunity  to  make  a  statement.  Each  member must  also  verify  the  accuracy  of  the  identification data  contained  in  the  report. AVENUES OF RECOURSE. —Members  may submit  a  statement  concerning  any  adverse remarks  in  their  evaluation.  Members  should make sure any statement is temperate in tone and confined  to  pertinent  facts.  The  statement  should not express opinions or criticize the motives of other  persons.  Members  should  submit  the  state- ment to BUPERS through the commanding of- ficer of the activity that submitted the report. Members should not submit statements requesting removal  or  modification  of  performance  evalua- tions filed in their record. The Chief of Naval Personnel does not have the authority to remove or  modify  evaluations  filed  in  the  record.  A person who believes a report is inaccurate or unjust  may  take  the  following  avenues  of recourse: · Article 138 of the UCMJ provides recourse for members of the armed forces who believe themselves wronged by a commanding officer. It states that if the commanding officer refuses redress,  members  may  complain  to  any  superior officer.   The   superior   officer   forwards   the complaint to the officer exercising general court- martial jurisdiction  over the officer against whom it is made. · Article 1150 of Navy Regulations outlines procedures for members of the naval service to seek  redress  for  an  act,  omission,  decision,  or order of any person who is superior in rank or command. · Article 1151 of Navy Regulations outlines the right  of  any  person  in  the  naval  service  to communicate  with  the  commanding  officer  at  a proper time and place. The procedure for such communication  is  commonly  known  as  “request mast. ” Personnel desiring to avail themselves of that privilege should consult local command regulations  and  policies. CORRECTION OF NAVAL RECORDS. — Navy  members  may  correct  any  injustice  in  their record  by  applying  to  the  Board  of  Correction  of Naval  Records  (BCNR). The Legislative Reorganization Act of 1946 established the BCNR to relieve the Congress of the  burden  of  considering  private  bills  for  the correction of naval records. The BCNR may recommend  correction  of  an  error  or  removal  of an injustice in the record of a Navy member. To apply  to  the  BCNR,  the  member  should  use  a  DD Form  149,  Application  for  Correction  of  Military or  Naval  Record. An  application  may  require  attention  before a member’s consideration by a selection board or before  some  other  significant  career  event.  In those  cases,    the  BCNR  must  receive  the application  at  least  90  days  before  the  date  the selection  board  convenes  or  before  the  date  of  the career  event  (advancements,  assignments,  etc.). Applications  received  less  than  90  days  before these  dates  will  not  normally  complete  processing before  the  board  considers  the  record  or  the  career event  passes. ADVERSE REPORT. —When writing the narrative  of  an  evaluation  report,  be  sure  you make no comment that could inadvertently be interpreted as adverse in nature unless you so 2-15