New Fitrep Instruction
This NAVADMIN announces the new fitrep instruction and talks about the transition from NAVFIT98 to the new eNAVFIT system. Reading the NAVADMIN, it will take some time to see how the changes play out. Reportedly the eNAVFIT will hit the Reserves this month, but Active Duty in “early 2022.” As of when I’m typing this on 1 DEC 2021, the updated instruction isn’t posted on the website referenced (or at least it isn’t easy to find). A Google search did not locate it either.
Here is an info sheet about eNAVFIT:
I did note this section of the NAVADMIN that seems to be most relevant to those writing fitreps using an N code for a PFA:
f. Incorporates changes clarifying the use and what can be included in the comments section for the *N* code, Block 20, Physical Fitness Assessment Code, for pregnant service members. (1) If using the *N* code because of pregnancy, no directed comment should be used in the performance comment section. (2) Do not quote from medical reports or summaries and do not include comments pertaining to medical issues (physical and/or psychological, e.g. pregnancy, post-partum, etc.) that do not affect the members performance of duties and/or his or her effectiveness as a leader.
There will be more to follow on this, I’m sure.
Talent Management Task Force and eNAVFIT NAVADMIN
If you want the latest on the new fitrep system (to hit Active Duty early in 2022), read this NAVADMIN:
UNCLASSIFIED// ROUTINE R 241616Z NOV 21 MID600051218314U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 267/21 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/NOV// SUBJ/TALENT MANAGEMENT TASK FORCE AND ENAVFIT// RMKS/1. Dominance of the maritime domain requires innovation and forward thinking. With investments in platforms, weapons and technologies to meet evolving operational conditions, it is imperative that we invest in our most essential warfighting asset, our people. Talent management and modern development approaches are required to attract, develop, train and retain the best and fully qualified Sailors in our Navy. 2. To meet this challenge Navy Personnel Command (NPC) has established the Talent Management Task Force (TMTF) to launch a series of Performance Evaluation Transformation and Talent Management (PET-TM) programs and initiatives. The TMTF is divided into four talent management lines of operation: Talent Development and Retention, Performance Management, Succession Planning and Career Development and Management. The TMTF end state is to ensure effective Sailor development that retains the best and fully qualified Sailors, in the right assignments, to maximize the warfighting effectiveness of the Navy. 3. TMTF is working on five key PET-TM programs and initiatives briefly described below, which will be implemented in the coming months and years. a. eNavFit. As a replacement to NAVFIT98A, this online and offline web- enabled performance appraisal interface will be available for both connected and disconnected operations. Access will be through BUPERS Online (BOL) and NPC document services to support online evaluation and fitness report drafting, routing, review and submission. eNavFit will further serve as a bridge toward the larger long-term goal of a fully transformed performance evaluation system concurrent with the fielding of Navy Personnel and Pay System (NP2) full operational capability. Leveraging TMTF collaboration with Fleet and TYCOMs, follow-on studies are in progress at Naval Postgraduate School to ensure future changes to the performance evaluation system are directly related to job performance. Additionally, TMTF will study various attributes of an evaluation to include duration of reports, numerical grades, promotion recommendations and distinct rankings/breakouts. b. Update to BUPERSINST 1610.10F, Navy Performance Evaluation System. An update to BUPERSINST 1610.10F incorporates the inclusion of eNavFit, rescinds administrative change requests to be submitted within two years of the performance evaluation end date, introduces the use of coaching skills to performance counseling conversations and mandates the completion of mid-term performance counseling. c. Mid-term performance counseling. The initiative clarifies the requirement to conduct timely mid-term performance counseling, provides training, encourages the use of coaching behaviors and introduces the Military Individual Development Plan (NAVPERS 1610/19) and Mid-term Performance Counseling Checklist (NAVPERS 1610/20). d. MyNavy Coaching. MyNavy Coaching is an initiative to build and sustain a coaching culture within the Navy. MyNavy Coaching is focused on active listening, empathy and asking powerful questions for Sailors to engage in peer-to-peer coaching conversations. e. Navy Command Leadership Assessment and Selection Program (NCLASP). NCLASP is an effort to create a more effective process to select future Navy leaders by including psychological assessments, cognitive aptitude tests, communication skills, and personality attributes known to be associated with effective leadership into the leadership selection process. To date, Navy Expeditionary Combat Command, Naval Special Warfare and Naval Submarine Force communities have participated in NCLASP pilots to select future leaders. Lessons learned from these pilots will pave the way for a comprehensive roll out across other communities with a program tailored to the unique needs of each TYCOM while maintaining the gold standards of personnel selection science. 4. eNavFit will be the first PET-TM initiative to be released. eNavFit consolidates the functionality of NAVFIT98A into a web-enabled performance evaluation. Sailors will be able to draft, electronically submit and sign performance evaluations for submission to the Sailors official military personnel file in a matter of days. The functionality of eNavFit will improve report accuracy, timeliness and quality as well as reduce evaluation processing, submission errors and routing delays. NPC will deploy eNavFit to the Reserve Component in December 2021 and deploy to the Active Component in early 2022. BUPERSINST 1610.10F will be released soon and will include policy for eNavFit. 5. eNavFit has been designed for the following operational conditions. a. Connected operations. For Sailors in a standard office environment with regular internet connectivity. b. Connected and disconnected operations. For Sailors or commands that are underway or have limited internet connectivity. Sailors will be able to work offline and periodically upload and submit completed reports via BOL when connectivity is available. c. Disconnected operations. For commands entirely offline with legacy ability to print, wet sign and mail completed reports to NPC. 6. Performance evaluation training materials, an eNavFit user guide and quick reference cards can be found via the NPC website at https://www.mynavyhr.navy.mil/Career-Management/Performance-Evaluation/ 7. For questions concerning any of these PET-TM programs and initiatives, contact the MyNavy Career Center (MNCC) at (833) 833- MNCC or via e-mail at askmncc(at)navy.mil. 8. This NAVADMIN will remain in effect until superseded or canceled, whichever occurs first. 9. Released by Vice Admiral John B. Nowell, Jr, N1.// BT #0001 NNNN UNCLASSIFIED//
Are LT Medical Corps Fitreps Important? TL:DR = Yes
Someone recently e-mailed me because they were having problems convincing their LTs that their fitreps mattered. Trust me, they matter.
The most important reason that they matter is because of changes made in the 2020 National Defense Authorization Act. Prior to NDAA 20, the Navy was allowed to promote to O4 with an all fully qualified standard. In other words, the promotion opportunity was 100%. Here is a history of the O4 promotion opportunity:
As you can see, the opportunity decreased from 100% to 95% in FY22.
This means that it got a little bit harder to promote to O4, and a little more competitive. In other words, your fitreps as an O3 matter.
Navy Reserve to Test New Evaluation and Fitness Report System
What ever happened to the new fitness report system? This article says they are targeting a DEC 2021 rollout:
2021 Fitrep Prep Available
The updated 2021 version of my Fitrep Prep for Medical Corps Officers can be found here. I was planning on putting it on Amazon as a free e-book, so I put it into the Amazon book template, but apparently you can’t list a book on Amazon for free. Oh well!
Download it on this page as much as you like (for free).
Throwback Thursday Classic Post – NOB Fitrep vs New Guy/Gal Promotable (P) Fitrep – Which is Better?
I’m a LCDR MC officer. I’m new at my command and was passed over during my in-zone promotion board for CDR. My command is considering a NOB fitrep vs. a Promotable (P) fitrep. Do you have a recommendation on which fitrep will be more helpful for my promotion board?
Here’s an image of the poll results:
In my experience, most physicians seem to prefer the NOB, but that’s not what the poll above says.
Personally, I don’t think it really matters very much. At the promotion board, both are easily explained and a getting a P as the new officer is expected, so it wouldn’t be a negative.
I would say that if you get a P you have already started the march to an MP and then (hopefully) an EP. If you take the NOB, then your next fitrep could be seen as your “new guy/gal P.”
This last point is why I’d prefer the P if it was me, but I don’t feel that strongly about it.
Navy Times – Higher Education Just Became a Much Bigger Factor on Navy FITREPs
Here’s a link to this article:
Higher Education Just Became a Much Bigger Factor on Navy FITREPs
Here are the other related and recent posts:
Updated Fitrep Prep and More Detail on Fitrep and Promo Board Changes from Recent NAVADMIN 137/20
Updated Fitrep Prep and More Detail on Fitrep and Promo Board Changes from Recent NAVADMIN 137/20
Because of NAVADMIN 137/20 and the increased focus it put on education in fitness reports, I updated Joel Schofer’s Fitrep Prep. The new portion is on page 15 and spells out the new requirements for block 41, which are spelled out below in detail, but later in the NAVADMIN it says in brief:
(2) For Block 41 (Comments on Performance), document professional military education, off-duty education and other educational and learning achievements pursued during the reporting period.
It also says this about promotion boards:
We will also update selection board precept and convening order guidance to direct board membership to review and brief specific education and learning contributions found in the official service records of eligible personnel, and to consider these documented accomplishments across the career of an individual when deliberating the best and fully qualified selection criteria. Statutory and administrative selection board presidents will be held accountable for ensuring compliance with this guidance in respect to board processes.
You better make sure you do some of this stuff and put it in your block 41, which I think would include CME/continuing education, JPME, Master’s degrees, service schools, and just about any other education related to your position that you do.
Here’s the detailed/longer portion of the NAVADMIN about fitreps:
3. To support these goals, and in conjunction with MyNavyHR efforts to integrate education effectively into Sailor 2025 talent management initiatives, FITREPs will include specific comments regarding education, learning and support for a learning culture. This requirement will allow us to identify, select and reward those officers who have demonstrated the commitment and ability to learn, as well as those who encourage and support the learning of others, by placing them into positions of influence at the tactical, operational and strategic levels. a. Reporting Seniors must document: (1) All personal achievements in education and learning that contribute to a culture of continuous learning, improved knowledge and warfighting effectiveness at both the individual and unit level. Resources include: (a) Resident and non-resident professional military education coursework, (b) Professional and academic qualifications and certifications, (c) Civilian education coursework, (d) A personal reading program that includes (but is not limited to) selections from the Chief of Naval Operations Reading List, (e) Participation in discussion groups and military societies, (f) Publishing in national security or military journals, and (g) Involvement in learning through new technologies. For purposes of this NAVADMIN, military societies are organizations that exist specifically to support education, training and professional development of personnel in a given community. The definition of military societies does not include associations intended to promote the morale or general well-being of Service Members. (2) Individual commitment to intellectual growth in ways beneficial to the Navy, including rigorous self-assessment and efforts to improve: (a) Leadership, (b) Decision making, (c) Creativity, (d) Analytic ability, (e) Commitment to ethics, (f) Geopolitical awareness, and (g) Understanding of emerging military technologies and complex military operations. (3) The effort of the individual to support the continuing education of subordinates they command or supervise. (4) The degree to which the officer continued to assess self, develop professionally, improve current skills and knowledge and acquire new skills. (5) The extent to which these achievements increase the breadth and depth of warfighting and leadership aptitude.
Greater Emphasis on Education and Learning in FITREPs
Just one more reason to get JPME…
MILLINGTON, Tennessee (NNS) — The Navy’s recent deep dive into the value of higher education moved from idea to reality as the service will now require officer fitness reports to detail an individual’s educational and learning achievements as well as how these pursuits contributed to their unit’s mission effectiveness during a reporting period.
Announced in NAVADMIN 137/20 on May 7, this latest initiative shows Navy leadership’s commitment to the idea that career-long military learning isn’t only community or job-related technical or tactical training. Navy senior leadership wants this knowledge to be combined with higher education, a commitment to continuous learning, and the resulting critical thinking and analysis skills to build the Navy of the future.
This change is a logical next step in a path the Navy has been on for nearly two years, starting with the Education for Seapower Study which was published in December 2018.
“To deter and outfight potential opponents in a world defined by great power competition, our force of professionals is going to have to outthink them, and we can only do that through continual learning and education,” said the acting Secretary of the Navy James E. McPherson of the performance system changes.
“Our action today will ensure that our talent management system rewards officers who advance warfighting effectiveness through intellectual development and represents an important milestone as we implement our comprehensive Education for Seapower Strategy.”
According to the message, officer fitness reports must now detail what each individual in the service has done since their last report to further their education and support a culture of continuous learning. This will provide necessary information to Navy selection boards that will be directed to place an even greater emphasis on education and learning during their deliberations.
“The value that education and continuous learning brings to our Navy team is undisputed and directly supports our ability to deliver decisive naval power when called,” said Rear Adm. Jeff Hughes, deputy chief of naval personnel who oversees Navy selection boards at Navy Personnel Command. “It is imperative to document an individual’s commitment to intellectual growth in ways beneficial to the Navy, and the extent to which these achievements increase the breadth and depth of warfighting and leadership aptitude.”
The Navy updated its Navy Performance Evaluation System instruction – BUPERS Instruction 1610.10E to reflect these changes. It details where and when reporting seniors must document and assess each individual’s educational and learning achievements during a reporting period as they would things like their tactical performance or military bearing/character for example.
What will be considered includes formal education and learning such as resident and non-resident professional military education coursework, professional and academic qualifications and certifications, and civilian education courses.
Even more informal learning is encouraged, including personal reading programs that include, but are not limited to selections from the Chief of Naval Operation’s Reading List. Also, participation in discussion groups and military societies, writing in national security or military journals, as well as involvement in learning through new technologies will qualify.
This program is initially starting with the officer community based on their smaller numbers and existing educational opportunities and will be rolled out force wide once it is determined how to effectively measure the additional inputs. The continuing education of the entire force is extremely important. A full rollout will be done in a deliberate manner to ensure the Navy’s enlisted warfighters remain focused on their technical trades while balancing formal education and continuous learning. Ultimately, this program, and the continuing education it encourages is designed to ensure that the Navy is developing and deploying more capable and effective leaders and technical experts.
Exactly which trait grades and how seniors are to use the updated evaluation criteria are detailed in the message.
More information is available on these changes can be found in NAVADMIN 137/20 at http://www.npc.navy.mil.
To read about the importance of these changes directly from the Chief Learning Officer and Chief of Naval Personnel, please visit their co-authored blog titled “Education and Learning an Operational Imperative” at the NavyLive blog.
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