also be made part of the enlisted performance
evaluaation report. Again, documentation is a key
factor in proper recognition of awards and
performance evaluation reports. When receiving
an award, such as a medal, letter of commenda-
tion, or other such citation, recipients can feel
justly proud of their accomplishments.
reporting period (dates
) and was returned from liberty twice by
the shore patrol for incidents involing alcohol
abuse (dates
Or, “RPSN Smith has completed all assigned
tasks in a timely manner and has voluntarily
stayed late four times (dates
) during this reporting period to
assist in special projects.”
SPECIAL EVALUATION REPORTS
The periodic performance evaluation report
cannot be the sole method of advising service
members of their performance. Througout the
evaluation period, the command must regularly
counsel members in regard to their professional
growth and development. Positive feedback
should be provided, specific weaknesses discussed,
and suggestions for improvement should be
delineated. Performance counseling is an integral
part of the evaluation process and helps subor-
dinates understand the purpose and significance
of the performance appraisal. Commanding
officers are urged to emphasize a constructive and
continuing dialogue between reporing seniors and
subordinates. (NOTE: This is not to be confused
with pastoral counseling as conducted by Navy
chaplains.) To this end, division officers are most
strongly encouraged to submit frequent perform-
ance evalluation reports on personnel in paygrades
E-1 through E-3. Frequent reports will serve as
an effective counseling aid. Frequent reports also
provide a more meaningful summary on which
commanding officers can base decisions regarding
advancement recommendfations, striker board
selection, reenlistment code assignment recom-
mendations, and so forth.
WORKING RELATIONSHIPS
There may be cases where an RPC or RP1
heads an RP staff and the command employs one
or more civilian employees. In such cases, position
descriptions, guidance as to who is in charge, who
works for whom, and so forth, will be provided
by the Consolidatd Civilian Personnel Office, the
command chaplain, and the commanding officer.
Several factors may affect working relation-
ships in the office of the chaplain. Some of these
factors are as follows:
Education and training of personnel
assigned
Experience and expertise of personnel
assigned
Working conditions (equipment, facilities,
working
hours)
Attitudes of personnel assigned
Another function of the special performance
evaluation is to document adverse or exceptional
performance. Performance evaluation reports,
whether periodic or special, must be well thought
out and not presented vindictively. Nor should
these reports be used to flatter or bribe the
ratee. The report should contain factual infor-
mation. Again, documentation cannot be over-
emphasized. For example: "Petty Officer Jones
was late for quarters six time during this
In the development of smooth and harmo-
nious working relationships, perhaps the last two
factors listed above are the most influential.
At a large shore installation, civilians maybe
employed as director of religious education,
secretaries, custodians, and receptionists. Also,
members of the chapel council (if one exists), Sun-
day School teachers, and other civilian volunteers
may participate regularly in the Command Reli-
gious Program. Since RPs interact with members
of the local community, it is important that they
portray a favorable image of the military as a
whole and of the Command Religious Program.
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