Enlisted Performance Evaluation System for the U.S. Coast Guard,
COAST GUARD WASHINGTON DC
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The U. S. Coast Guard has revamped its Enlisted Performance Evaluation System on 1 July 1983. The new system was developed by a five member project team which analyzed in detail the problems and shortcomings of the previous system, and re-defined needs and uses of the new system. The prime consideration in designing the new system was to better identify performance levels and provide feedback of strengths and weaknesses to the evaluee. As a result the system did not provide adequate differentiation between members of the same pay grades. Junior and senior enlisted members were evaluated on the same form at the same time. The system did not provide the evaluee with information on what his or her strengthsweaknesses were. Proficiency, Leadership, and Conduct were broadly defined, and all the evaluee was privy to was the final three marks, with some understanding that these marks would refer to terms such as Outstanding, Excellent, or Average. The Mark assigned in each category was an average of the items that made up that category. Therefore, the system did not provide any meaningful feedback on job performance, only final marks.