Written by Aimee Hart
Evaluations are an important tool in every person’s career. They determine how you will progress in pay grade and billet in the Coast Guard. For human resources (CG-1), evaluations provide a summary of a member’s performance so they can make major decisions such as ‘Who’s going to fill key leadership positions like the Executive Petty Officer at Station Lake Tahoe or Operations Officer aboard the MARCUS HANNA?’.
The current enlisted performance standards no longer optimally support the numerous human resource decisions needing to be made for the active duty and reserve enlisted workforce. Feedback from the Coast Guard over the years has been related to how the current EER System process was too long and that some of the competencies did not apply to every pay grade.
To address these grievances and improve the evaluation system, the Master Chief Petty Officer of the Coast Guard, Steven Cantrell, and Rear Adm. William Kelly, assistant commandant for human resources, chartered a joint work group to establish a new Enlisted Evaluation System (EES). The EES has been designed to be an effective expectations tool for enlisted personnel, a performance management tool for supervisors, and a talent management tool for the Coast Guard. Similar to the launch of the new Officer Evaluation System in 2016, one of the goals of the EES is to reduce the amount of time and effort it takes for members and commands to complete evaluations.
“Duty to people means taking care of our members and giving our enlisted Coast Guardsmen a fair system of evaluation, one that’s predictable and balanced. It is all a part of taking care of our people,” stated Cantrell.
“We’re not just talking about a new form here; we’re talking about a system – one that helps us make better decisions on assignments, panels and advancements, as well as provides us data on retention and separation. It’s just one more way we’re fine tuning the effective management of our number one resource, our people.”
The new Enlisted Evaluation System also incorporates the Coast Guard Leadership Development Framework (COMDTINST M5351.3), and will ensure that performance evaluations are aligned with and reinforce our established leadership principles.
The major changes include:
• Each pay grade will have their own form, except E-1 to E-3, who will share one form.
• A “Future Potential” block will be included.
• Comments for marks of 1, 2, 3 & 7 will be required.
• Comment blocks for each factor will have less space but DA will generate more space for required marks of 1, 2, 3 & 7, as needed.
• The number of competencies will be significantly reduced, focusing only on the most pertinent leadership competencies in the Enlisted Leadership Continuum.
• The “Recommendation for Advancement” box will be changed to incorporate a new “Three-button” system with selections of: “Ready,” “Not Ready,” and “Not Recommended.”
These changes to the evaluation system will provide better data to make more informed personnel decisions for assignments, retentions, separations, boards, panels and advancements.
October 1, 2017: The new evaluation forms and FAQ’s will be available at:
January 2018: New policy, outlining the performance standards will be released.
January-March 2018: Training materials detailing all changes to the policy and EES overall will be released for presentation at All Hands sessions across all CG units.
March 1, 2018: The new Enlisted Evaluation System will be officially implemented.
E-4s will be the first to be evaluated under the new evaluation system, but it is vastly important that all persons of every enlisted member’s evaluation chain – whether you are the rated member or the officer or civilian rating the member, thoroughly understand the new performance standards and remain informed through these changes.
The Enlisted Evaluation System Review is an initiative under the Commandant’s Human Capital Strategy (HCS). To learn more about the HCS, propose human resources ideas or ask a question, please email the HCS Team or visit the HCS Portal website.