Subject: Midshipman Eval Guidance
References: NAM, CNET 1533.12F, NROTCUCBINST
Purpose
The Evaluation Report & Counseling Record is an administrative tool to professionally develop Midshipmen through formal counseling, supervisor feedback, and peer assessment.
This document provides general guidance for completing the Evaluation Report & Counseling Record. The 1st and 2nd raters should use their best judgment, personal experience, and first hand knowledge of the individuals being rated to support all grades given.
Impact on Midshipmen
- Awards & Scholarships
The overall military aptitude score is used to rank midshipmen numerically within each class. The ranking system is used to distribute awards each semester and annually at the Spring Awards Ceremony (e.g. midshipmen ranked in the top 10% that have demonstrated…). Your military aptitude grade can enhance the possibility for scholarships offered to ROTC midshipmen.
- Service Selection
The military aptitude score achieved in the term prior to service selection (Spring Semester of your 2/C year for most of you) is used to rank you nationally among all midshipmen conducting service selection. This score is part of your service selection package and may have an impact on getting into the community of choice. Scores are normalized based on unit average for each school across the nation.
- Peer Feedback
The evaluation process serves as a formal instrument that provides constructive criticism and a means for continual improvement. Students should understand inherent pitfalls in the evaluation system and use that knowledge to further develop their skills as supervisors. The evaluation process is dynamic and should always be under scrutiny for improvement.
Evaluation Process
- All midshipmen evaluators are to complete and verify administrative correctness for Blocks 1 – 24 only.
- A midshipman’s first and second round evaluators depend on their position within the battalion structure and will be announced in advance by the BCO.
- The Midshipman’s Class Advisor is the final round evaluator and enters the GPA and Aptitude Average (Block 25). The overall military aptitude is the mean of the six performance traits (below). ONLY the advisor marks are used in the calculation of the mean.
Note: MIDN in a supervisory capacity should implement a student tracking system to effectively document all aspects of their subordinates’ performance whether good or bad.
Guidance on Performance Traits
All students being evaluated should provide “brag” sheets to their immediate supervisor. “Brag” sheets provide the supervisor with information that he/she does not witness directly and also gives the midshipman being evaluated an opportunity to positively impact their scores. Brag sheet policy will be determined on a semester basis by the BCO.
The first and second raters will use their judgment as to whether the information provided to them is relevant.
Note: Any grades marked 1.0 and 5.0 must be explained in the remarks section Blocks 23 and/or 24 with a bulleted response. A student that scores 3.0 in any category is considered an average “good” midshipman and does not mean that he/she is a poor performer.
Structure:
|
Performance Trait |
Input Summary |
|
15. Equal Opportunity |
Based on “Brag” Sheet – Battalion rater inputs |
|
16. Organizational Support |
Based on “Brag” Sheet – Battalion rater inputs -Quantity of activities participated -Proactive in supporting activities |
|
17. Military Bearing |
Based on PRT score (50%). Fail = 1, Sat = 2, Good = 3, Excellent = 4, Outstanding = 5, Based on Battalion rater inputs -uniform at drill periods, BCO and PNS inspection -military bearing |
|
18. Character/Conduct |
Based on “Brag” Sheet – Battalion rater inputs -BCO’s inquiry -BCO’s mast |
|
19. Mission Accomplishment |
Based solely on GPA. 2.0 or below = 1, 2.0-2.5 = 2, 2.5-3.0 = 3, 3.0-3.5 = 4, 3.5-4.0 = 5. Academic Advisor’s input ONLY 1st and 2nd Raters – “NOB” |
|
20. Leadership/Followership |
Based on “Brag” Sheet – Battalion rater inputs -Event leaders -Billet holders |
Note: If a rater is not in a position to provide sound judgment in evaluating a subordinate, Non-observed “NOB” is appropriate.
All scores should be supported with measurable data
either documented or based on personal observances to the maximum extent
possible.
Grade Guidance: (Boxed bullets are key measures of performance)
15. Equal Opportunity:
A grade higher than a 3.0 would be warranted when a midshipman continuously goes beyond the norm. Typically, this would be someone that has continuously demonstrated the will and initiative to sincerely improve unit cohesiveness whether through organizing extraordinary events or simply has an overwhelming impact on the morale of the unit.
16. Organizational Support
A grade higher than a 3.0 would be someone who participated in a variety of activities beyond their assigned responsibility. The more activities upon which a midshipman participates, the higher the midshipman should score. However, quantity is not the sole determinant in this category. Midshipman that are proactive and continuously volunteer for projects without being prompted should be ranked higher. An example of this might be someone who approaches a midshipman organizing the TSFM and asks how can I assist versus volunteering when the organizer asks for help.
Several organizational activities include but are not limited to the following list:
|
Organizing PT sessions |
Commissioning |
ADP |
|
Freshman Orientation (Fall) |
VA Hospital Visits |
Ring Dance |
|
Pistol Shoot |
TSFM |
Organizing TG’s |
|
MIDN Lectures at Drill |
PRT Picnic |
Cal Day |
|
Miscellaneous Unit Activities (Lock in, unit calendar, year book) |
Alumni Newsletter, Foc’s’le |
Color Guard |
|
Supply |
Photo |
Web maintenance |
17. Military Bearing
Based on PRT score (50%). Fail = 1, Sat = 2, Good = 3, Excellent = 4,
Outstanding = 5. Based on midshipman uniform, haircut, and bearing (50%); this portion should consider long term trends on the general standards of each midshipman.
18. Character/Conduct
A grade higher than a 3.0 would be warranted when a midshipman continuously goes beyond the norm. This person stands out in a crowd and clearly exemplifies superior behavior. All other deficiencies, other than uniform and military bearing will be noted in this section. Examples may include missing deadlines, late or missed commitments, poor performance on assigned tasks from a supportive role, or conduct documented by BCO’s inquiry/mast.
19. Mission Accomplishment
Based solely on GPA. NOB for 1st and 2nd raters.
