How to Write a FITREP

Directions for Chiefs Evaluation & Counseling Form


As stated above, the goal of the ChiefEval is to accurately and fully describe a Sailor's performance. While the introduction provides information on the subject's personality and character, most of the Comments on Performance block is reserved for recording the subject's accomplishments during the reporting period. A list of accomplishments provide a factual window onto a person's abilities, skills, and productivity. They are an indication of the subject's ability to learn, progress, manage, and lead. The number of lines devoted to accomplishments compared to the number of lines set aside for the introduction give you an idea of their importance to the Navy. Technical and professional qualities are critically important for advancement, fully as important as a person's social and leadership skills!

The quickest and most effective way to come up with material for your Eval is to brainstorm first. List all the ratee's accomplishments on a separate sheet of paper. Write down everything that might qualify as a bullet. Nothing is too small or off-limits. Don't be shy about claiming responsibility for single-handedly upholding democracy in the free world. There is a fairly wide margin allowed for stretching the truth in these reports. Make sure off-duty education, duty qualification, community involvement, and training is addressed too. Then, when you have a list of all the accomplishments during the rating period, sort them according to category, and go back to the form and start fitting them in. If you try to think up accomplishments one at a time, edit them for readability, and make them fit in the space provided as you go along, your progress will be very slow. The best accomplishments are those that somehow support your unit's mission. Try to relate your accomplishments to the goal of your unit. And remember: the Navy is looking for management and leadership skills. They want senior leaders not senior technicians so make sure you emphasize the managerial aspect of your achievements.

  1. Introduction: two or three lines for the rater to describe the ratee's performance and character.
  2. The introduction should describe aspects of character not readily apparent from accomplishments.
  3. duty-related accomplishment
  4. duty-related accomplishment
  5. duty-related accomplishment
  6. duty-related accomplishment
  7. duty-related accomplishment
  8. duty-related accomplishment
  9. accomplishment
  10. accomplishment
  11. accomplishment
  12. accomplishment
  13. accomplishment
  14. accomplishment
  15. accomplishment
  16. accomplishment
  17. accomplishment/Summary
  18. Summary: one or two lines for the rater to summarize the ratee's performance and make a promotion statement.

Bullet Statement Format

The performance must be readable and contain as much information as possible. To that end, we use the bullet statement format when listing achievements. A bullet statement is a sentence fragment that concisely describes the accomplishment and its impact. Each bullet statement should begin with a verb: repaired, aligned, managed, rescued, etc.

Bullets statement structure:

Part 1. Identify the accomplishment. Part 2. Describe the accomplishment's positive effect.

Example: Managed corrosion control of over 3,000 square feet of exterior hull; team completed task 30 days ahead of schedule, reduced corrosion by 50%.

More examples:

- Arranged delivery of over 75K gallons of fuel by air; supported five temporarily assigned minesweepers and eliminated delays to mission.

- Increased qualification rate of all section members, reduced workload on team, raised work center production 30%.

- Supervised emergency repair of air conditioning at Naval Network and Telecommunications Site; preserved $1.5M of critical equipment.

More Navy Fitrep Bullet Examples

Make Your Bullet Statements as Specific as Possible!

Be as specific as possible. The overall goal of the performance report is to, as accurately as possible, describe a person's performance. To that end, every statement should be qualified. By that I mean that every claim should be supported by a quantity. For example, consider the bullet statement:

Treated sick dogs and cats and prevented spread of communicable disease.

To make this bullet more specific, the number of dogs and cats should be listed. If a high number of pets were treated as compared to the total population, consider listing the number as a percentage if that makes the bullet statement stronger. If 95 out of 100 possible pets were treated, it would have more impact to describe the quantity as a percentage: 95% of base pets treated. Was the disease minor or fatal? What was its impact? Be specific!

Treated 95% of base pets and confined spread of fatal contagious disease to off-base.

List Your Achievements in Logical and Descending Order

After you've brainstormed and have a list of accomplishments, sort them into groups:

  • duty-related, primary or collateral duties
  • leadership, mentoring
  • self-improvement, training
  • community service

When listing achievements in the Comments on Performance block, the duty-related accomplishments should be listed at the top, on the first line of achievements, right below the Introduction. After listing all the duty-related bullets, then list the other categories in the order shown above. Keep categories together for ease of reading.

The duty-related bullets are considered to be the most significant and that's why they're listed first. It is said that reviewers are often in a hurry and can't afford to spend a lot of time reading individual performance reports. They may only glance at the first few lines. So, knowing that we must grab the reviewer's attention in the first few lines, the best accomplishments or bullet statements should be listed first --at the top. The next important accomplishment would be second and so on until you reach the "contributed to the Combined Federal Campaign" bullet at the bottom. Personally I think this business about Senior Personnel having so little time to review personnel records is an urban legend. Any organization that placed so little importance on the selection process that they spent only a few seconds reviewing records in order to fill their most critical positions would quickly collapse. And besides, when was the last time you saw a Chief in a hurry? In my opinion, the reason for listing the bullets in this order is to enhance readability.

Make the Eval as Easy to Read As Possible

Write the bullet statement so that anyone can understand it. Use ordinary day-to-day English and avoid tehnical jargon unique to your rating. The Evaluation will be reviewed at boards consisting of SNCOs from a variety of career fields so it must be understandable to a broad audience not only someone from your unit or background.

After you've entered all the accomplishments that you can squeeze into the available space, go back and edit them for readability. If possible, make them easier to read. Make sure the bullets are listed in a logical order. Make each bullet statement either one or two or three lines long as appropriate. In other words, try not to end one bullet statement in the middle of a line and start another one on the same line.

In general, the more bullets listed, the better. Seven good, hard-hitting two-line bullets are better than four three-line bullets because they indicate more productivity and action. However don't sacrifice quality for quantity.

OUTSTANDING SCPO who is scorching the competition. A true leader. Developed a cohesive
Chief's Mess that focuses on the command's success. PROMOTE TO MCPO NOW!

- RECOGNIZED EXPERT. Systems Watch Officer! Led a top notch team of nine joint military
personnel and 21 DOD civilians providing unparalleled C4I support to EUCOM customers by
maintaining the Global Information Grid, sustaining a 99.9% availability rate.

- DECKPLATE LEADERSHIP. As my SEA, solved several housing, medical, & personnel issues;
He is the cornerstone of our team. Taking care of our sailors is his daily routine.

- Created a Joint Mentorship Program, mentored 30 personnel; 100% retention and increased
education by 50%. Chaired 12 CDBs; ensured promotion of best, forged strong Navy.

- HERITAGE. Assisted in efforts to make first-ever CPO induction onboard USS Florida
mirroring that of the USS CONSTITUTION; instilled core values in new CPO Selectees

- Engaged in community. Assisted Elementary School, raised over $6K for new furniture
- Attended Norfolk Employment Superbowl; processed hundreds of lead cards for potential
Navy recruits, information forwarded to appropriate Navy Recruiting Stations.

- Completed 28 hrs toward Information Systems Management BS; poised for greater challenges
- Finished ten NKO courses, Joint PME for SNCOs, and the Navy Senior Enlisted Academy
There are few leaders in the military today of his caliber. We want and need his talents
leading and serving as a Command Master Chief. SELECT NOW for MCPO!

After writing an appropriate Introduction and providing a complete list of achievements, all that's left to do is provide a summary for the Fitness Report.

Examples can be contributed using this form. Thanks!