PERFORMANCE EVALUATION TRANSFORMATION:
R 192155Z NOV 18
FM CNO WASHINGTON DC
INFO CNO WASHINGTON DC
PASS TO OFFICE CODES:
FM CNO WASHINGTON DC//N1//
INFO CNO WASHINGTON DC//N1//
MSGID/GENADMIN/CNO WASHINGTON DC/N1/NOV//
SUBJ/PERFORMANCE EVALUATION TRANSFORMATION//
RMKS/1. This NAVADMIN provides an update on efforts to overhaul and enhance
our performance evaluation process. We must improve feedback to maximize
individual and unit performance - a must in this era of Great Power
2. The new evaluation system will place emphasis on merit over seniority or
tenure. It eliminates forced distribution with relative ranking against
peers in categorized groups within a command and instead rates the
performance of a Sailor on paygrade- based objective standards. These
standards are captured in trait categories that reflect key attributes of
professional competence and character. Sailors are evaluated on value
statements within these trait categories using an expanded 9-point scale for
greater accuracy and distinction. The evaluator responds intuitively during
a short, timed window when providing a score for each value statement. This
approach will apply to both the proposed coaching and evaluation processes.
3. Over the past few weeks, the Performance Evaluation Transformation (PET)
team launched the third of five planned proof- of-concept tests. The phase
III test focuses on performance coaching, which is a major component of the
modernized performance assessment approach. Phase III testing uses a
commercially developed, web-based tool that supports the multi-source
assessment and feedback (MSAF) process, a performance coaching methodology
designed to deliver candid, open and actionable feedback to all Sailors.
4. The MSAF coaching process starts with a self-assessment, then combines
input from subordinates, peers and the direct supervisor to provide
comprehensive feedback through various perspectives to each Sailor. These
assessments can be initiated by the Sailor or by a supervisor. An
information-rich report is then made available for the Sailor and the
supervisor to discuss performance and chart a way forward to drive self and
unit improvement. This process and tool will better enable coaching
sessions, which are not occurring consistently across the Fleet today.
5. The test population includes 10,000 Sailors from 140 diverse active duty
and reserve component commands from across the Fleet.
We are sequencing selected commands through eight test phases over a 2-month
period to rapidly incorporate feedback as we learn while bringing more units
into the test population.
6. If you are interested in seeing and trying out the coaching tool used
during the test phase, please visit MyNavy Portal at
https://www.mnp.navy.mil/group/performance. You will find a link that will
provide access to the tool via desktop or hand-held device to perform an MSAF
self-assessment. Additionally, a demonstration video, a process overview
presentation and the training/reference products used by the Fleet test
participants will also be available for you to view.
7. The plan is to introduce this new design concept across the entire Fleet
through the coaching phase while still using the current Fitness Report and
Evaluation system before we transition to the new evaluation process. We
will deliver the coaching portion of the new system in mid-2019 and the
evaluation portion soon after.
This will allow for much better mid-term counseling across the Fleet next
year and set the conditions for a smooth transition to the enhanced
8. This NAVADMIN will remain in effect until superseded or canceled.
9. Released by Vice Admiral R. P. Burke, N1.//