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Sailors Respond to Performance Evaluation Tool Test

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MILLINGTON, Tenn. (NNS) -- Navy Personnel Command (NPC) is receiving encouraging feedback from the recently concluded Fleet testing phase of the new performance evaluation coaching tool, which is part of ongoing Sailor 2025 personnel systems modernization efforts, NPC leadership said Dec. 14.

“We’re focused on driving culture change that places greater value on the development of every member of the team through inspired coaching and effective performance assessment.” said Rear Adm. Jeff Hughes, NPC commander. “Fleet input is essential to this process. Full results won’t be available until January, but initial feedback has been constructive and very positive.”

This testing phase included nearly 10,000 participants from 140 active-duty and Reserve component commands representing numerous Navy communities across the fleet.

One of the participants, Chief Warrant Officer 3 Alex Roque, administrative and legal officer, Naval Special Warfare Unit 2, said that this new coaching tool allows him to see which Sailors are truly succeeding under his charge or how his peers view his leadership abilities.

“It allows you to see if how you perceive yourself is how others do. I liked the fact that you are able to truly receive a holistic view of who the person (being) evaluated really is (from subordinates, peers and supervisors),” Roque said.

The design concept of the new performance evaluation system places greater emphasis on meaningful, useful and more frequent performance feedback.  Objectively measuring individual performance using a more effective process will yield better individual and team development. 

“This will help form a more rounded assessment for feedback for the member and for supervisors,” said Master Chief Petty Officer Sean Roos of Navy Special Operation Command, a 26-year veteran. “(I like that the process involves) supervisors and subordinates. I was very comfortable with the process.”

Sailors are evaluated against a paygrade standard instead of unit-level peer comparisons and the process features methodically developed trait and value statement assessment criteria specific to the paygrade bands. The value statements are observable behaviors that are assessed using a nine-point graduated measurement scale where each point on the scale indicates to what degree a Sailor exhibits the behavior.  For example, a five indicates that the member fully meets standard at current grade.

Evaluators make their assessment for each value statement within a limited response time, which encourages an instinctual assessment of the Sailor’s qualities. The timed response is based on proven behavioral science theory that indicates an initial response is usually the most candid and accurate.  The incorporation of the assessment inputs from the Sailor, rater, peers and subordinates are compiled into a comprehensive report for a more satisfying coaching session between the Sailor and rater.

Test participant Senior Chief Hospital Corpsman Fred Turner, a 23-year veteran and senior enlisted leader for the Director for Administration at the Naval Health Clinic Hawaii, said he was most comfortable providing feedback on subordinates and peers within the new performance evaluation system because he is used to that in the current system; however, Turner is optimistic about the broader feedback opportunities of the proposed performance evaluation transformation (PET) system.

 “I believe the PET tool can be a very valuable asset to encourage improved Sailor performance in the job each presently holds, to provide growth opportunity for Sailors who wish to pursue possibilities for promotion, and to ultimately provide the Navy with highly qualified personnel,” Turner said.

“Evaluating my rater was less comfortable but exciting,” said Turner. “Having the opportunity to provide feedback on my rater allowed me to exercise some courage in order to give them honest feedback.  Evaluating myself was probably the most uncomfortable. During the self-evaluation I found myself questioning if I was rating myself too high or if I was being too critical of myself.”

Using modern technology, the new evaluation system will work on an online, web-based application accessible from both work and personal computers, tablets and even smart phones.

“We are enhancing the process and fielding a tool with modern features, expanding access and providing a better user experience for Sailors,” Hughes said.

The coaching portion of the transformed evaluation system is scheduled to be released to the fleet next year. Phase four of PET testing is scheduled to take place after the results of phase three are compiled, analyzed and applied to the next version of the tool.


For more information about performance evaluation transformation and to test drive the self-assessment coaching tool, Sailors should visit MyNavy Portal at https://www.mnp.navy.mil/group/performance.

Additionally, the information is available without Common Access Card via the NPC website via link: https://go.usa.gov/xPJVE

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