Coast Guard Performance Reports: Complete OER & EPR Guide 2025

If you’re in the Coast Guard, you know your OER or EPR is essentially your career resume in document form. The Coast Guard uses two different evaluation systems: Officer Evaluation Reports (OER) for commissioned officers and warrant officers, and Enlisted Performance Reports (EPR) for enlisted personnel E-1 through E-9.

I’ve worked with enough Coasties to see how good evaluations make careers and weak ones stall them out. The difference usually comes down to specifics—how well your evaluation captures what you actually accomplished during the reporting period. This guide breaks down everything about writing and understanding both systems.

Coast Guard OER Overview

The Officer Evaluation Report (CG-5310) evaluates commissioned officers and chief warrant officers across leadership, professional performance, and military bearing. The form itself is detailed, but what matters is how accurately it reflects your contributions.

OER Reporting Periods:

• Annual: Standard 12-month reporting cycle
• Observed Time: Minimum 90 days required for valid evaluation
• Special Reports: Issued for change of command, promotion, or transfer between reporting periods
• Submission Deadline: 45 days after the reporting period closes

Who Signs Off on OERs:

• Supervisor: Direct chain of command officer who works with you regularly
• Reporting Officer: Usually your commanding officer or OIC
• Endorser: Required for O-4 and above—typically next level up in chain

OER Rating Scale Explained

Coast Guard OERs use a 1-7 numeric scale for each performance dimension. Promotion boards know what these numbers mean, and they’re looking at patterns across multiple evaluations.

Performance Dimensions Evaluated:

1. Professional Competence: Your technical skills and knowledge in your specialty area
2. Leadership: How you guide, motivate, and develop personnel under your responsibility
3. Management/Supervision: Resource management, planning, and organizational effectiveness
4. Officer-like Qualities: Military bearing, integrity, judgment under pressure
5. Organizational Development: Your impact on unit mission accomplishment and Coast Guard core values

Comparison Rankings:

Your reporting officer ranks you against other officers at the same pay grade. This relative ranking matters as much as the numeric scores:

• “Definitely Promote”: Ready for advancement now—top tier performers
• “Promote”: Competitive and ready for next level
• “Progressing”: Still developing, not yet ready (significantly hurts promotion chances)
• “Do Not Promote”: Not recommended for advancement

Writing Effective OER Comments

What Makes a Strong Evaluation Comment:

The best OER comments tell a clear story with specific details and measurable results. Generic praise doesn’t differentiate you from hundreds of other evaluations that promotion boards review.

Example – Leadership Impact:

“As Deck Watch Officer aboard USCGC Forward, led 15-person team through 87-day patrol covering 12,000 nautical miles in Caribbean drug transit zone. Directed 23 search and rescue operations resulting in 47 lives saved. Demonstrated exceptional tactical judgment coordinating multi-agency response during Category 4 hurricane season—efforts recognized with Coast Guard Commendation Medal.”

Example – Management Results:

“Managed station’s $8.2M operational budget with zero audit discrepancies. Led 42 law enforcement boardings resulting in seizure of 2,400 lbs of narcotics valued at $18M. Developed new boarding procedures that improved crew safety and operational effectiveness—procedures adopted across entire district.”

Example – Professional Development:

“Completed Marine Safety Officer course as honor graduate. Earned MBA with 3.9 GPA while maintaining full operational tempo. Qualified as Boarding Officer and Cutterman significantly ahead of year group peers. Pursued professional development well beyond minimum requirements.”

Weak Comments That Don’t Help:

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

This could describe any officer. No specific accomplishments, no measurable impact, no differentiation.

❌ “Completed all required training and qualifications on schedule.”

Meeting baseline expectations isn’t noteworthy—promotion boards assume you completed requirements.

❌ “Well-liked by crew members and peers throughout the command.”

Being personable is fine, but evaluations should focus on mission impact and professional accomplishments.

Coast Guard EPR Overview

The Enlisted Performance Report (CG-5312) evaluates petty officers (E-4 through E-9) and sometimes E-3 personnel being groomed for advancement. For enlisted members, your EPR directly affects your promotion probability.

EPR Reporting Periods:

• Regular: Annual evaluation cycle for E-4 and above
• Minimum Observation: 90 days required for valid report
• Special Reports: Transfer, promotion, or following disciplinary action
• Submission Deadline: 30 days after reporting period ends

EPR Rating System:

EPRs use the same 1-7 scale as officer evaluations. To be competitive for advancement, you need consistent 6s and 7s across evaluation cycles:

• 7 (Outstanding): Top 1-2% of your rate and pay grade
• 6 (Excellent): Top 10% performer
• 5 (Very Good): Above average, promotable
• 4 (Good): Meets standards, competitive
• 3 (Fair): Marginally acceptable performance
• 2-1: Below standards—serious career impact

EPR Performance Categories:

1. Professional Competence: Skills and knowledge specific to your rating
2. Military Bearing: Appearance, conduct, physical fitness
3. Teamwork: Cooperation and contribution to unit mission
4. Leadership: How you mentor and supervise junior personnel
5. Responsibility: Reliability, initiative, accountability in all duties
6. Watch/Work Performance: Quality and consistency of daily work

Writing Effective EPR Comments

Strong EPR Examples by Pay Grade:

For Petty Officer First Class (E-6):

“Lead Boatswain’s Mate aboard 110′ patrol boat. Supervised 8 deck crew during 78-day fisheries enforcement patrol. Conducted 156 commercial fishing vessel safety boardings with zero procedural errors. Directly supported 14 search and rescue cases in challenging sea states. Mentored three junior BMs to advancement qualification—all three selected for promotion on first attempt.”

For Petty Officer Second Class (E-5):

“Qualified as Boat Crew Member and Boarding Team Member six months ahead of training timeline. Maintained 42 life jackets and safety equipment at 100% mission-ready status throughout six-month deployment. Identified and corrected seven safety hazards during routine inspections, preventing potential crew injuries. Pursuing associate degree in business management with 3.8 GPA while standing full watch rotation.”

For Chief Petty Officer (E-7):

“Senior enlisted advisor for 85-person station with four operational boat crews. Developed new crew qualification training program that reduced average qual time by 25%—program adopted sector-wide. Led station’s hurricane relief response during Category 5 storm, coordinating 67 search and rescue cases over continuous 96-hour period. Actions directly saved 142 lives under extreme operational conditions.”

What Promotion Boards Actually Look For

Both OERs and EPRs include comparison rankings that place you among peers of the same grade. Promotion boards review these patterns across your entire evaluation history.

Strong Indicators for Promotion:

• Top Block Rankings: Consistently ranked in top 5-10% of peer group
• Pattern of Excellence: Multiple evaluations showing 6s and 7s, not just one good year
• Specific Achievements: Detailed accomplishments supporting high numeric marks
• Strong Recommendations: “Definitely Promote” or “Promote” across all recent evaluations
• Complete Record: No missing reporting periods or gaps in evaluation history

Red Flags That Hurt Your Chances:

• Any marks of 3 or below in performance categories
• “Progressing” or “Do Not Promote” recommendations
• Short observed periods under 90 days (suggests evaluation avoidance)
• Generic comments without specific achievements or metrics
• Lack of professional development or advanced training
• Adverse evaluations or documented disciplinary issues

Special Evaluation Reports

When Special Reports Are Required:

• Permanent Change of Station: Transfer to new unit or command
• Promotion: Selection for advancement to next pay grade
• Change of Reporting Officer: When your supervisor changes mid-cycle
• Misconduct or Performance Issues: Documented adverse action
• Member or Supervisor Request: Either party can request special evaluation

Adverse Reports:

Adverse evaluations document substandard performance or misconduct. Key things to understand:

• Must be based on prior documented counseling—not surprise findings
• You have the right to submit a written rebuttal statement
• Adverse reports remain in your official record and impact future promotions
• Can be appealed through the Board for Correction of Military Records (BCMR)

Performance Report Timeline

Key Dates and Responsibilities:

Coast Guard vs Other Service Evaluations

Practical Advice for Coast Guard Members

For Officers:

• Keep an achievement log: Document significant accomplishments throughout the year—you’ll forget details otherwise
• Seek varied assignments: Mix of operational and staff billets builds well-rounded record
• Complete PME requirements early: Don’t wait until you need them for promotion
• Take challenging assignments: High-visibility billets generate strong evaluation material
• Help your reporting officer: Provide draft accomplishment bullets with specific metrics
• Pursue graduate education: Advanced degrees show initiative beyond minimum requirements

For Enlisted Members:

• Become the expert in your rate: Be the person everyone asks when they need answers
• Qualify ahead of timeline: Complete required qualifications early
• Document your mentorship results: Track how junior personnel you mentor perform
• Get civilian certifications: Professional credentials in your field add credibility
• Take on collateral duties: Additional responsibilities show initiative and capability
• Maintain fitness standards: PFT scores matter more than people think

Performance Report Submission Process

1. Initial Counseling Session: Supervisor establishes performance expectations
2. Ongoing Documentation: Track accomplishments throughout reporting period
3. Member Self-Assessment: Provide accomplishment summary to supervisor
4. Draft Preparation: Supervisor writes marks and narrative comments
5. Reporting Officer Review: CO or OIC reviews, edits, and signs
6. Member Acknowledgment: Review and sign (or submit rebuttal statement)
7. Higher Authority Endorsement: Required for O-4 and above OERs
8. Electronic Submission: Submit through Direct Access system
9. Personnel Command Filing: Report added to official military personnel record

Correcting or Appealing Evaluations

Administrative Corrections:

For simple factual errors like incorrect dates or misspellings:

• Contact Personnel Command with specific correction request
• Provide documentation showing the error
• Minor corrections typically processed within 30-60 days

BCMR Appeals:

For evaluations you believe are unjust or inaccurate:

• File formal appeal with Board for Correction of Military Records
• Must provide substantial evidence of error or injustice
• Include supporting statements from others who can verify your claims
• Process typically takes 12-18 months for decision
• Success requires compelling evidence—burden of proof is on you

Direct Access Digital System

The Coast Guard uses Direct Access (DA) for electronic evaluation preparation and submission. The system requires CAC authentication.

Direct Access Capabilities:

• Online report creation and electronic routing
• Digital signatures using CAC credentials
• Automated deadline notifications
• Direct submission to Personnel Command
• Member access to view finalized evaluations

Viewing Your Evaluation History:

1. Access Direct Access at https://www.dcms.uscg.mil/ppc/ras/
2. Log in using your CAC
3. Navigate to “My Record” section
4. Select “Evaluations” to view all OERs/EPRs

Official References and Resources

• COMDTINST M1000.10: Military Performance Evaluation System manual—primary reference
• Direct Access Portal: https://www.dcms.uscg.mil/ppc/ras/
• Personnel Service Center: Contact CG PSC for evaluation questions
• BCMR Website: https://www.uscg.mil/Resources/Legal/BCMR/

Common Evaluation Mistakes

• Waiting until the deadline: Rushed evaluations lack detail and quality
• Inflating all marks to 7: Loses credibility—boards recognize grade inflation
• Using generic language: Specific achievements with metrics are more effective
• Typos and grammatical errors: Reflects poorly on both member and rater
• Not consulting the member: Member knows their accomplishments better than anyone
• Missing submission deadlines: Late reports raise questions with promotion boards
• Insufficient observed time: Reports under 90 days lack credibility

Final Thoughts

Coast Guard OERs and EPRs are the primary documents that promotion boards use to make advancement decisions. A well-written evaluation with strong numeric marks, specific measurable achievements, and a clear promotion recommendation significantly improves your selection probability.

Whether you’re writing evaluations for your personnel or preparing input for your own, invest the necessary time to make each report strong. Document your accomplishments continuously throughout the year, quantify your impact with specific metrics, and always demonstrate how your work contributed to unit mission accomplishment.

Semper Paratus.

Related Military Guides:

• Marine Corps FITREP: Complete Writing Guide and Examples 2025
• Army NCOER Complete Guide
• Military Award Writing Guide
• DA Form 638 Guide