Form Cg 5310C – Fill Out and Use This PDF

1. ADMINISTRATIVE DATA

(YYYY/MM/DD)

(YYYY/MM/DD)

a. NAME (Last)

(Initials)

b. EMPLID

c. GRADE

d. DATE OF RANK

e. DATE REPORTED

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f. UNIT

g. ATU - OPFAC

h. DAYS NOT OBSERVED

-

LV

OTHER

i. PERIOD OF REPORT (YYYY/MM/DD)

j. OCCASION FOR REPORT (Mark only one)

k. EXCEPTION REPORT

l. DATE SUBMITTED

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TO

/

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Annual/

Detachment/Change of

Detachment of

Promotion

Special

Concurrent

/

/

Semiannual

Reporting Officer

Officer

a.

PLANNING AND PREPAREDNESS:

1

Got caught by the unexpected; appeared to be

3

Consistently

prepared.

Set

high

but realistic

5

Exceptional preparation.

Always looked beyond

7

N/O

controlled by

events.

Set

vague or unrealistic

goals. Used sound criteria to set priorities and

immediate

events

or

problems.

Skillfully

Ability to anticipate, determine goals,

goals.

Used

unreasonable

criteria

to

set

deadlines. Used quality tools and processes to

balanced

competing demands.

Developed

priorities

and

deadlines.

Rarely

had

plan of

develop

action

plans.

Identified

key

strategies with contingency plans.

Assessed all

identify

relevant

information,

set

action.

Failed to focus on relevant information.

information.

Kept

supervisors

and

stake-

aspects of problems, including underlying issues

priorities and deadlines, and create a

holders informed.

and impact.

shared vision of the unit's and Coast

Guard's future.

b. USING RESOURCES:

Concentrated

on

unproductive activities

or

Effectively managed a variety of activities with

Unusually skilled at bringing scarce resources

often overlooked critical

demands. Failed to

available

resources.

Delegated,

empowered,

to bear on the most critical of competing

Ability to

manage

time,

materials,

use people productively.

Did not

follow

up.

and

followed

up.

Skilled

time

manager,

demands.

Optimized

productivity

through

Mismanaged

information,

money or time.

budgeted

own

and

subordinates'

time

effective

delegation,

empowerment,

and

information, money, and people (i.e.

Used

ineffective

tools

or

left subordinates

productively.

Ensured

subordinates

had

follow-up

control.

Found

ways

to

all CG

components as well

as

without

means

to

accomplish

tasks.

adequate

tools,

materials, time

and direction.

systematically

reduce

cost, eliminate

waste,

external publics).

Employed wasteful methods.

Cost conscious, sought ways to cut waste.

and improve efficiency.

c. RESULTS/EFFECTIVENESS:

Routine

tasks

accomplished

with

difficulty.

Got the job done in all routine situations and in

Maintained optimal balance among quality,

Results often late or of poor quality.

Work

many unusual ones.

Work was timely and of

quantity, and timeliness of work. Quality of own

Quality,

quantity,

timeliness

and

had a negative impact on department or unit.

high

quality;

required same

of

subordinates.

and subordinates' work surpassed expectations.

Maintained

the

status

quo

despite

Results had a positive impact on department or

Results had a significant positive impact on unit

impact of work.

opportunities to improve.

unit.

Continuously

improved

services

and

or Coast

Guard.

Established

clearly

effective

organizational effectiveness.

systems of continuous improvement.

d. ADAPTABILITY:

Unable

to

gauge

effectiveness

of

work,

Receptive to change, new information, and

Rapidly assessed and adjusted to changing

recognize political realities, or make

technology.

Effectively

used benchmarks to

conditions, political realities, new information

Ability to modify work methods and

adjustments

when

needed.

Overlooked

or

improve performance and service.

Monitored

and technology.

Very

skilled

at

using

and

screened out new information. Overreacted or

progress

and changed

course

as

required.

responding

to

measurement

indicators.

priorities

in

response

to

new

responded slowly

to

change in direction or

Effectively dealt

with pressure and ambiguity.

Championed

organizational

improvements.

information,

changing

conditions,

environment.

Ineffective

in

ambiguous,

Facilitated

smooth

transitions.

Adjusted

Effectively

dealt

with

extremely

complex

political

realities,

or

unexpected

complex, or pressured situations.

direction

to

accommodate societal

trends or

situations.

Turned pressure and ambiguity into

obstacles.

political realities.

constructive forces for change.

e. PROFESSIONAL COMPETENCE:

Questionable

competence

and

credibility.

Competent and credible authority on specialty

Superior expertise;

advice and actions showed

Operational or specialty expertise inadequate

or operational issues.

Acquired

and applied

great breadth and depth of knowledge.

Ability to

acquire,

apply

and share

or lacking in key areas.

Made little effort

to

excellent

operational or specialty expertise for

Remarkable grasp of complex issues, concepts,

grow

professionally.

Used

knowledge

as

assigned duties.

Showed professional growth

and situations.

Rapidly

developed professional

technical

and

administrative

power

against

others

or bluffed rather than

through

education,

training

and

professional

growth

beyond

expectations.

Vigorously

knowledge and skills associated with

acknowledging

ignorance.

Effectiveness

reading.

Shared knowledge

and

information

conveyed

knowledge,

directly

resulting in

description

of duties.

(Includes

reduced

due

to

limited

knowledge of own

with

others

clearly

and

simply.

Understood

increased

workplace

productivity.

Insightful

operational aspects

such as marine

organizational role and customer needs.

own organizational role and customer needs.

knowledge

of

own role, customer

needs,

and

safety,

seamanship,

airmanship,

value of work.

SAR, etc., as appropriate.)

COMMENTS:

Page 2 of CG-5310C (Rev. 09-15)

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a. SPEAKING AND LISTENING:

1

Unable to effectively articulate ideas and facts;

3

Effectively expressed ideas and facts in

5

Clearly articulated and promoted ideas before a

7

N/O

lacked preparation, confidence, or logic.

Used

individual

and

group

situations;

non-verbal

wide range of audiences; accomplished speaker

Ability to speak effectively

and

listen

inappropriate language or rambled. Nervous or

actions

consistent with

spoken

message.

in both

formal

and extemporaneous

situations.

distracting

mannerisms

detracted

from

Communicated to people at all levels to ensure

Adept at presenting complex or sensitive issues.

to understand.

message.

Failed to listen carefully or was too

understanding.

Listened

carefully for intended

Active listener;

remarkable ability to listen with

argumentative.

message as well as spoken words.

open mind and identify key issues.

b. WRITING:

Written material frequently unclear, verbose, or

Written material clear, concise, and logically

Clearly and persuasively expressed complex or

poorly organized. Seldom

proofread.

Often

organized.

Proofread

conscientiously.

controversial material, directly contributing to

Ability to express facts

and

ideas

submitted

correspondence

which

was

Correspondence

grammatically

correct, tailored

stated objectives.

Written or

published material

grammatically incorrect, tailored to wrong

to audience, and delivered

by

an

appropriate

brought

credit

to

the Coast

Guard.

Actively

clearly and convincingly.

audience, or delivered by an inappropriate

medium.

Subordinates' material reflected same

educated subordinates in effective writing.

medium.

high standards.

a. LOOKING OUT FOR OTHERS:

1

Seldom

recognized

or

responded

to

needs of

3

Cared for people.

Recognized and responded to

5

Always

accessible.

Enhanced

overall quality

of

7

N/O

people;

left outside resources untapped despite

their

needs;

referred to outside resources as

life.

Actively

contributed

to

achieving balance

Ability to consider

and

respond

to

apparent

need.

Ignorance

of

individuals'

appropriate.

Considered

individuals'

capabilities

among

unit

requirements,

professional and

capabilities increased chance of failure.

Seldom

to

maximize

opportunities

for

success.

personal responsibilities.

Strong

advocate

for

others personal needs,

capabilities,

recognized or rewarded deserving subordinates.

Consistently recognized and rewarded deserving

subordinates;

ensured

appropriate

and

timely

and achievements;

support

for and

subordinates.

recognition, both formal and informal.

application of work-life concepts and

skills.

b. DEVELOPING OTHERS:

Unreasonably

restricted

opportunities

for

Supported and provided opportunities for

Created challenging situations which optimized

professional

growth;

kept

others

in

narrow

professional

growth.

Encouraged

others to

professional

development

and

maximized

Ability to use

mentoring,

counseling,

roles and discouraged the level of risk-taking

expand their

roles,

handle important

tasks

and

opportunity

for

success.

Guided, mentored,

and

necessary

for

learning.

Lack

of

timely

learn by doing. Allowed the appropriate level of

encouraged

others

to

reach

new

levels

of

and training to provide opportunities for

feedback left subordinates guessing.

risk-taking

necessary

for

learning

and

mission

performance.

Adeptly counseled others; identified

others' professional development.

accomplishment.

Provided

timely

praise

and

professional potential, strengths and areas for

constructive feedback.

improvement.

c. DIRECTING OTHERS:

Showed

difficulty

in

directing

or

influencing

A leader who earned others' support and

An inspirational leader who motivated others to

others.

Low or unclear work standards reduced

commitment.

Set high work standards; clearly

achieve results not normally attainable.

Won

Ability to influence

or

direct others

in

productivity.

Failed

to

hold

subordinates

articulated

job requirements,

expectations

and

people

over

rather than

imposing

will.

Clearly

accountable for shoddy work or irresponsible

measurement

criteria;

held

subordinates

articulated

vision;

empowered

subordinates

to

accomplishing tasks or missions.

actions.

Unwilling

to

delegate

authority

to

accountable.

When

appropriate,

delegated

set goals and objectives to accomplish tasks.

increase efficiency of task accomplishment.

authority to those directly responsible for the

Modified leadership styles to best meet

task.

challenging situations.

d. TEAMWORK:

Used teams

ineffectively

or

at

wrong

times.

Skillfully used teams to increase unit

Insightful use of teams raised unit productivity

Conflicts mismanaged or often left unresolved,

effectiveness, quality, and service.

Resolved or

beyond expectations.

Inspired high level of esprit

Ability to manage, lead and participate

resulting in decreased team effectiveness.

managed

group conflict,

enhanced

cooperation,

de

corps,

even

in

difficult

situations.

Major

Excluded team members from vital information.

and involved team members in decision process.

contributor

to

team

effort.

Established

in teams, encourage cooperation, and

Stifled group discussions or did not contribute

Valued

team

participant.

Effectively negotiated

relationships

and networks

across

a broad range

develop esprit de corps.

productively.

Inhibited

cross

functional

work across functional boundaries to enhance

of people and groups, raising accomplishments of

cooperation to the detriment of unit or service

support of broader mutual goals.

mutual goals to a remarkable level.

goals.

e. WORKPLACE CLIMATE:

Intolerant

of individual

differences,

exhibited

Sensitive

to

individual

differences.

Encouraged

Excelled at creating an environment of fairness,

discriminatory

tendencies

toward

others.

open communication and respect.

Promoted an

candor, and respect among individuals of diverse

Ability to value individual

differences

Tolerated or contributed to an uncomfortable or

environment

which

values

fairness,

dignity,

backgrounds

and

positions.

Optimized use

of

degrading

environment.

Failed

to

take

creativity,

and

diverse

perspectives.

Took

different perspectives and opinions.

Quickly took

and promote

an

environment

of

responsibility for own words and actions and

responsibility for own words and actions and their

action against

behavior

inconsistent

with

Coast

involvement,

innovation,

open

their impact

on

others.

Failed

to

support

or

impact on others.

Fully supported and enforced

Guard

human

resources

policies,

or

which

communication and respect.

enforce Coast Guard human resources policies.

Coast Guard human resources policies.

detracted from mission accomplishment.

f. EVALUATIONS:

Reports

were

frequently

late.

Narratives

Reports consistently submitted on time.

No

reports

submitted

late.

Narratives

were

The extent

to

which

an

officer,

as

inaccurate or of

poor quality.

Failed to uphold

Narratives

were

fair,

concise,

and contained

insightful,

of

the

highest

quality,

and

always

service performance standards by assigning

specific

observations

of

action

and

impact.

supported

assigned

marks.

Subordinates'

Reported-on

Officer

and

rater,

accurate marks.

Reports

required revision

or

Assigned

marks

against

standards.

Few

material

reflected

same

high

standards.

No

conducted

or

required

others

to

intervention

by

others.

Failed

to

meet own

reports,

if

any, returned for

revision.

Met

own

reports returned for revision.

Returned reports to

conduct accurate,

timely

evaluations

OES responsibilities as Reported-on Officer.

OES responsibilities as Reported-on Officer.

subordinates when appropriate.

for enlisted, civilian and officer

personnel.

COMMENTS: