· · Don’t  form  opinions  of  your  people  from isolated incidents. One good job does not make a good worker, and one bad job does not  make  a  bad  worker. Don’t  guess  when  you  mark  evaluations. Get  other  people’s  inputs  if  necessary. EVALUATING   PERSONNEL When preparing an input to evaluations, you should have a clear understanding of the method of  rating  used  by  the  Navy.  The  Navy  uses numerical  values  from  1.0  to  4.0  to  rate  personnel in  several  groups.  The  numerical  values  and  their meanings  are  shown  below: 4.0-3.8 First rate 3.6-3.4 Above   expectations 3.2-3.0 Satisfactory 2.8-2.6 Below  expectations 2.0-1.0 Unsatisfactory Evaluations   consist   of   four   major   groups, each  consisting  of  two  or  more  subgroups.  The major groups are (1) professional factors, (2) per- sonal traits, (3) self-expression, and (4) leadership. The subgroups are either marked with a numerical value or marked Not Observed. You should rate each   subcategory   objectively.   The   following sections describe the traits rated by each subgroup. Professional Factors Military    knowledge/performance    measures knowledge and performance of military customs; watch-standing  duties;  responsibilities  within  the chain  of  command;  and  knowledge  of,  and contribution  to,  the  command’s  mission. Rating   knowledge/performance   measures knowledge and performance of job-related duties, application  of  technical  and  professional  skills, problem-solving  abilities,  and  ability  to  accept instruction  and  direction. Personal  Traits Initiative rates the ability to act appropriately, independently,  and  without  specific  direction,  and the  ability  to  exercise  sound  judgment.  It  also measures  the  ability  to  set  goals  and  performance standards. Reliability rates whether we can depend on a person  to  perform  assigned  tasks  successfully  and in  a  timely  manner.   It  rates  whether  we  can depend  on  a  person  to  be  at  the  assigned  place of   duty   when   needed.   It   rates   the   degree   of support  shown  for  policies  of  the  command  and the  Navy.  It  is  also  a  measure  of  a  person’s integrity. Military  bearing  rates  personal  appearance, including  physical  fitness;  the  wearing  of  the uniform; and, when appropriate, the neatness of civilian   clothing.    It   also   rates   a   person’s knowledge  and  practice  of  military  courtesies  and the way a person presents himself or herself as a  member  of  the  Navy. Personal  behavior  assesses  a  person’s  behavior and  conduct,  both  on  and  off  duty. Human  relations,  including  equal  opportunity, measures  the  ability  to  work  successfully  with subordinates,  peers,  and  superiors.  It  measures a person’s contributions to the morale of the unit and the support of the Navy’s Equal Opportunity Program. Self-Expression Speaking  ability  rates  the  ability  to  use  the English  language  to  express  oneself  orally.  It  is a  measure  of  the  correct  use  of  the  language, clarity of speech, and organization and presenta- tion  of  thoughts. Writing  ability  rates  the  ability  to  use  the English  language  effectively  to  write.  It  measures the  quality  of  written  work,  the  presentation  of thoughts, and the correct use of English grammar. Leadership Directing rates leadership skills in the achieve- ment  of  common  goals.  The  ability  to  delegate, to  gain  commitment  from  others,  and  to  challenge and   inspire   subordinates   while   maintaining positive  and  realistic  expectations  are  all  taken  into account. Counseling rates skill in counseling people. We rate  the  ability  to  confront,  where  warranted,  and to praise, where justified. We also rate their ability to  help  subordinates  in  resolving  professional  and personal  problems.  We  also  rate  support  of  the Navy’s  retention  efforts. Overall Evaluation The overall evaluation mark is an assessment of a person’s overall value to the Navy. The mark is  a  judgment  by  the  reporting  senior. 4-5