Coast Guard Performance Reports: Complete OER & EPR Guide 2025

The Coast Guard’s evaluation system uses two distinct reports: Officer Evaluation Reports (OER) for officers and commissioned warrant officers, and Enlisted Performance Reports (EPR) for enlisted personnel E-1 through E-9. Understanding these performance reports is critical for advancement, assignments, and career progression in the Coast Guard.

This comprehensive guide covers everything Coast Guard members need to know about writing, submitting, and understanding OERs and EPRs in 2025, including rating scales, comparison to other services, and tips for competitive evaluations.

Coast Guard OER Overview

The Officer Evaluation Report (CG-5310) evaluates commissioned officers and chief warrant officers on leadership, professional performance, and military bearing.

OER Reporting Periods:

• Annual: Covers 12-month period
• Observed Time: Minimum 90 days required
• Special Reports: Change of command, promotion, transfer
• Due Date: 45 days after reporting period ends

Who Writes OERs:

• Supervisor: Typically immediate superior officer
• Reporting Officer: Usually unit commanding officer
• Endorser: Higher-level officer (for O-4 and above)

OER Rating Scale Explained

Coast Guard OERs use a numeric rating scale from 1-7 for performance dimensions:

Performance Dimensions Evaluated:

1. Professional Competence: Technical expertise and job knowledge
2. Leadership: Ability to motivate, guide, and develop personnel
3. Management/Supervision: Resource management and organizational skills
4. Officer-like Qualities: Military bearing, integrity, judgment
5. Organizational Development: Contribution to unit mission and Coast Guard values

Comparison Scale:

Reporting officers rank the member against others of same rank:

• “Definitely Promote”: Top performers, ready now
• “Promote”: Competitive, ready for advancement
• “Progressing”: Developing but not yet ready
• “Do Not Promote”: Not recommended for advancement

Writing Effective OER Comments

Structure of Strong Comments:

Use specific achievements with quantifiable results:

Example – Leadership:

“As Deck Watch Officer, led 15-person team through 87-day patrol covering 12,000 nautical miles. Directed 23 search and rescue cases resulting in 47 lives saved. Exceptional tactical judgment during Category 4 hurricane response earned Coast Guard Commendation Medal.”

Example – Management:

“Managed $8.2M operational budget with zero discrepancies. Coordinated 42 law enforcement boardings seizing 2,400 lbs of narcotics valued at $18M. Innovative boarding procedures adopted district-wide, improving safety and effectiveness.”

Example – Professional Development:

“Completed Marine Safety Officer course (honor graduate), earned MBA with 3.9 GPA while maintaining full operational tempo. Qualified Boarding Officer and Cutterman ahead of peers. Self-directed development demonstrates commitment exceeding requirements.”

Weak OER Comments to Avoid:

❌ “Outstanding officer. Performed all duties well. Recommend for promotion.”

Why it’s weak: Generic, no specifics, could apply to any officer.

❌ “Completed all required training on schedule.”

Why it’s weak: Meeting minimum expectations isn’t noteworthy.

❌ “Well-liked by crew and peers.”

Why it’s weak: Popularity isn’t a performance metric.

Coast Guard EPR Overview

The Enlisted Performance Report (CG-5312) evaluates petty officers (E-4 through E-9) and selected E-3 personnel.

EPR Reporting Periods:

• Regular: Annual for E-4 and above
• Observed Time: Minimum 90 days
• Special Reports: Transfer, promotion, disciplinary action
• Due Date: 30 days after period ending

EPR Rating System:

EPRs use the same 1-7 scale as OERs:

• 7 (Outstanding): Top 1-2% of rate
• 6 (Excellent): Top 10% of rate
• 5 (Very Good): Above average, promotable
• 4 (Good): Meets standards, competitive
• 3 (Fair): Marginally acceptable
• 2-1: Substandard performance

EPR Performance Categories:

1. Professional Competence: Rate-specific skills and knowledge
2. Military Bearing: Appearance, conduct, fitness
3. Teamwork: Cooperation and contribution to unit cohesion
4. Leadership: Mentorship and supervision of junior personnel
5. Responsibility: Reliability, initiative, accountability
6. Watch/Work Performance: Quality and consistency of work

Writing Effective EPR Comments

Strong EPR Bullet Examples:

For Petty Officer First Class (E-6):

“Lead Boatswain’s Mate aboard 110′ patrol boat, supervised 8 deck crew during 78-day fisheries patrol. Conducted 156 safety boardings with zero discrepancies, directly contributed to 14 safety-of-life cases. Mentored 3 junior BMs to advancement qualification, all selected for promotion first time up.”

For Petty Officer Second Class (E-5):

“Qualified Boat Crew Member and Boarding Team Member ahead of schedule. Maintained 42 life jackets and safety equipment at 100% mission-ready status throughout deployment. Identified and corrected 7 safety hazards preventing potential injuries. Pursuing associate degree with 3.8 GPA.”

For Chief Petty Officer (E-7):

“Senior enlisted advisor for 85-person station, managed operations across 4 boat crews. Developed new crew training program reducing qualification time 25%, adopted sector-wide. Led hurricane relief response coordinating 67 search and rescue cases over 96-hour period. Saved 142 lives through decisive leadership under extreme conditions.”

Comparison Rankings

Both OERs and EPRs include comparison rankings placing the member among peers of same grade:

What Promotion Boards Look For:

• Top Block Performer: Ranked #1 or top 5% of comparison group
• Consistent Excellence: Pattern of 6s and 7s across multiple reports
• Strong Narrative: Specific achievements supporting high marks
• Recommendation Statement: “Definitely Promote” or “Promote” in all reports
• No Gaps: Complete reporting history with no missing periods

Red Flags That Hurt Advancement:

• Marks of 3 or below in any category
• “Progressing” or “Do Not Promote” recommendations
• Short observed periods (suggests avoidance by supervisors)
• Generic comments without specific achievements
• Lack of professional development
• Adverse reports or documented misconduct

Special Evaluation Reports

When Special Reports Are Required:

• Transfer: PCS to new unit or command
• Promotion: Advancement to next grade
• Change of Supervisor: New reporting officer assumes duties
• Misconduct: Adverse action or counseling
• Request: Member or supervisor requests evaluation

Adverse Reports:

Issued for substandard performance or misconduct:

• Must be based on documented counseling
• Member has right to submit rebuttal statement
• Remains in record and impacts promotion eligibility
• Can be appealed through Board for Correction of Military Records (BCMR)

Performance Report Timeline

Key Dates and Deadlines:

Comparing Coast Guard Evals to Other Services

Tips for Coast Guard Members

For Officers:

• Document continuously: Keep achievement log throughout reporting period
• Seek diverse assignments: Operational and staff tours build well-rounded record
• Complete PME early: Distance learning and resident courses
• Volunteer for challenging billets: High-visibility assignments generate strong OERs
• Provide draft bullets: Help your reporting officer with specific accomplishments
• Civilian education: Graduate degrees demonstrate initiative

For Enlisted Members:

• Master your rate: Be the go-to expert in your specialty
• Qualify early: Complete all required qualifications ahead of timeline
• Mentor junior personnel: Document results from your mentorship
• Pursue professional certifications: Civilian credentials add value
• Volunteer for extra duties: Collateral duties show initiative
• Physical fitness: Maintain excellent PFT scores

Performance Report Submission Process

1. Initial Counseling: Supervisor sets expectations at period start
2. Continuous Documentation: Track achievements throughout period
3. Self-Assessment: Member provides accomplishment summary to supervisor
4. Draft Preparation: Supervisor writes evaluation marks and comments
5. Reporting Officer Review: CO/OIC reviews and signs report
6. Member Acknowledgment: Member reviews and signs (or submits statement)
7. Endorsement: Higher authority endorses (O-4+ OERs only)
8. Submission: Report submitted to Personnel Command
9. Filing: Report added to official military record

Appealing or Correcting Evaluation Reports

Administrative Corrections:

For factual errors (dates, spelling, etc.):

• Contact Personnel Command with correction request
• Provide documentation supporting correction
• Simple errors corrected within 30-60 days

BCMR Appeals:

For unjust or erroneous evaluations:

• File appeal with Board for Correction of Military Records
• Must provide evidence of error or injustice
• Include supporting statements and documentation
• Decision typically takes 12-18 months
• Success rate is low without compelling evidence

Digital Performance Report System

Coast Guard uses Direct Access (DA) for electronic evaluation submission:

DA System Features:

• Online report preparation and routing
• Electronic signatures (CAC-enabled)
• Automated deadline tracking
• Direct submission to Personnel Command
• Member access to view finalized reports

Accessing Your Reports:

1. Log into Direct Access with CAC
2. Navigate to My Record
3. Select Evaluations
4. View all OERs/EPRs in your record

Resources and References

• COMDTINST M1000.10: Military Performance Evaluation Manual
• Direct Access: https://www.dcms.uscg.mil/ppc/ras/
• Personnel Command: CG PSC for evaluation questions
• BCMR: https://www.uscg.mil/Resources/Legal/BCMR/

Common Mistakes to Avoid

• Waiting until deadline: Rushed evaluations show in quality
• Inflating all marks to 7: Loses credibility
• Generic language: Use specific achievements and metrics
• Typos and errors: Proofread carefully
• Not seeking member input: Member knows their accomplishments best
• Missing deadlines: Late reports flag for promotion boards
• Incomplete observed time: Minimum 90 days required

Conclusion

Coast Guard OERs and EPRs are the primary documents for promotion and advancement decisions. A well-written evaluation with strong numeric marks, specific achievements, and “Definitely Promote” recommendation significantly improves selection probability.

Whether you’re writing evaluations for your personnel or preparing for your own, invest time to make each report exceptional. Document achievements continuously, quantify impact, and always demonstrate how performance contributed to unit mission and Coast Guard values.

Semper Paratus.

Related Guides:

• Marine Corps FITREP: Complete Writing Guide and Examples 2025
• Army NCOER Signature Order: Complete Guide to Avoid Career Mistakes
• Military Award Writing: Achievement Medal & Commendation Examples
• DA Form 638: Complete Army Award Recommendation Guide