The Coast Guard recently removed the requirement for regular Enlisted Evaluation Reports (EER) for junior enlisted to reduce the administrative workload for supervisors allowing them to focus on mentoring and coaching.
This change is in alignment with efforts to reduce administrative requirements across the service and will be reflected in the next revision of Enlistments, Evaluations, and Advancements, COMDTINST M1000.2 (series).
From 2018 to 2022, the Coast Guard processed a total of 33,722 EERs for just E3 paygrade personnel. Of these, 29,966 were categorized as Regular EERs.
“This number highlights the intricacy and exhaustive nature of this administrative task,” said Lt. Jaimee Richter, Military Human Resources Specialist, Office of Military Policy and Standards (CG-1M1). “The elimination of E1-E3 regular EERs represents a significant reduction of an administratively heavy and time-consuming process.”
“The necessity for comprehensive and routine formal evaluations, particularly during the initial stages of a service member’s career is largely unnecessary,” added Richter. “That’s because the daily performance and tasking of junior personnel within these paygrades is typically subject to continuous and direct supervision that naturally serves to provide needed course correction and accountability.”
This Enlisted Evaluation System (EES) change will not adversely impact career or advancement opportunities of E1-E3 personnel. It will not affect “Good Conduct” eligibility or placement on Class ‘A’ school lists as long as personnel are otherwise eligible.
What is not changing?
Performance-Based Unscheduled Enlisted Evaluation Reports remain available. Unscheduled EERs for disciplinary matters are still required as outlined in 4.2.c. of the Enlistments, Evaluations, and Advancements Instruction.
A Commanding Officer's Recommendation Change (CORC) may still be submitted to change a recommendation for advancement for any good and sufficient reason as outlined in 4.D.3.i. of the Enlistments, Evaluations, and Advancements Instruction.
Additionally, in situations where a Performance-Based Evaluation or CORC for loss of recommendation was submitted, a subsequent CORC is required to change the commanding officer’s (CO) recommendation before a member can advance or be placed on a Class ‘A’ school list.
It's presumed that the member maintains a positive recommendation from the . In the event the member no longer holds a favorable recommendation, the CO must document this either via a CORC or, if justified IAW COMDTINST M1000.2, through a Performance-Based EER. Furthermore, in the event a Performance-Based EER or CORC has been submitted to indicate a loss of recommendation, a follow-up CORC is required to change the CO’s recommendation before the member is eligible to advance or be placed on a Class ‘A’ school list.
“It’s important to remember that even though Regular EERs are no longer required for junior enlisted, performance feedback remains a cornerstone of our commitment to professional growth and service excellence,” said Richter.
For more information visit the EES Page. For questions and comments, contact the Office of Military Personnel Policy COMDT (CG-1M1) at: HQS-PolicyandStandards@uscg.mil.