Earlier this year the Master Chief Petty Officer of the Coast Guard and CG-1 chartered a work group to revise the EES in order for it to remain an effective tool to manage and lead the talent in the Coast Guard active duty and reserve enlisted workforce.
The new EES evaluation criteria incorporate the Coast Guard Leadership Development Framework, ensuring that performance evaluations are aligned with and reinforce our established leadership competencies. As a result, the number of evaluation criteria has been significantly reduced, and they are more tailored to guide and measure the expected performance specific to each paygrade. In addition, required comments for certain marks, future potential, and a distinction between whether a member is ready or not ready to perform the duties of the next higher paygrade will provide better information and insight to make decisions for assignments, retention, separations, boards, panels and ultimately advancements.
Because this change will impact nearly everyone in the Coast Guard, as either a member being evaluated or as a supervisor, an aggressive communication and education campaign will begin this fall, with an EES implementation date of March 1, 2018 (E-4s will be the first to be evaluated under the new system). The following is a timeline for the roll out of the EES:
The new performance standards and other EES information will be available on October 1, 2017 at https://cg.portal.uscg.mil/units/psc/psc-epm/SitePages/EPM-3.aspx (CG Portal) and http://www.dcms.uscg.mil/psc/epm/epm3 (internet). Please ensure this information is shared with all hands, as it is critical that members are aware of the criteria by which they’ll be evaluated under the new system.
I appreciate your support as we roll out the first significant changes to the EES in over a decade. Your feedback is welcome and can be provided to the project point of contact, CAPT Chuck Fosse in PSC-EPM.
RDML William G. Kelly
RDML WILLIAM G. KELLY
Assistant Commandant for Human Resources
Issue date: 9/28/17