“It’s just a Must Promote. It’s still a good eval.”
That is the lie Sailors tell themselves to soften the blow. While a “Must Promote” (MP) is technically a positive recommendation, in the hyper-competitive mathematics of Navy advancement, it is often the anchor that drags your career to a halt.
When you are staring at your Profile Sheet and see that you missed the cut score by 1.5 points, you realize the harsh truth: The difference between an EP and an MP isn’t just a checked box—it is a mathematical chasm.
This guide breaks down exactly how much an “Early Promote” (EP) is worth compared to an “MP,” and how falling into the “Must Promote” trap affects your promotion timeline from E-4 to E-7.
1. The Raw Numbers: The PMA Gap
At the most basic level, your evaluation translates into a Performance Mark Average (PMA). This number is the foundation of your Final Multiple Score (FMS).
- Early Promote (EP): 4.0 PMA
- Must Promote (MP): 3.8 PMA
- Promotable (P): 3.6 PMA
The Deception: It looks like a small difference. “It’s only 0.2 points,” you think. “I can make that up on the exam.”
The Reality: You probably can’t. The Navy uses a multiplier to turn that raw PMA into FMS points. Depending on your paygrade and the current cycle’s formula, that 0.2 difference is magnified significantly.
2. The FMS Multiplier Effect
For E-4 through E-6 advancement, your PMA is the heaviest hitter in the FMS formula.
Let’s look at a typical FMS calculation scenario (variables change per cycle, but the principle remains):
- Scenario: You are an E-5 testing for E-6.
- Sailor A (The EP): Has a 4.0 PMA.
- Sailor B (The MP): Has a 3.8 PMA.
In many cycles, the PMA is weighted so heavily that the gap between a 4.0 and a 3.8 can result in a 15 to 30 point difference on the final worksheet.
To overcome a “Must Promote” eval, Sailor B doesn’t just need to study; they need to score in the 95th percentile on the exam just to match the points Sailor A got for simply walking in the door with an EP.
The Mathematical Reality: An MP often forces you to score 10-15 points higher on the exam raw score than your peer with an EP.
3. The “Time Tax”: How an MP Delays You
The real cost of a Must Promote isn’t points; it is time.
If you miss the FMS cut score by 2 points because you had an MP instead of an EP, you don’t just “try again next week.” You wait 6 months.
- One Cycle Delay: 6 months of lost pay at the higher rank.
- Two Cycle Delay: 1 year of lost seniority (Time in Rate).
The Ripple Effect: If you make E-6 one year later than your peers, you are eligible for the Chief’s Board one year later. That simple “Must Promote” back as an E-5 has now pushed your potential initiation as a Chief Petty Officer back by a full 12 months.
4. The E-7 Board: The “Sustained Superior Performance” Problem
Once you reach E-6, the math changes. You no longer take an exam for points; you submit a package to a board. Here, the distinction between EP and MP shifts from mathematical to psychological.
The Selection Board Precepts demand “Sustained Superior Performance.”
- The EP Profile: A Sailor with 3 consecutive EPs signals “Dominance.” They are clearly the #1 choice.
- The MP Profile: A Sailor with an MP mixed in (e.g., EP – MP – EP) signals “Inconsistency” or “Regression.”
To a board member, an MP often reads as: “They were good, but not the best.” In a year where quotas are tight (e.g., 15% selection), the board doesn’t have room for “good.” They only pick the “best.” An MP can effectively add 1-2 years to your “Wait Time” for anchors while you rebuild your streak of EPs.
5. When is an MP Okay? (The RSCA Exception)
There is one specific scenario where an MP is not a career killer: The Transfer Eval.
If you transfer mid-year, you are often given a “1 of 1” MP or a “New Guy” MP at your new command.
- The Save: The Navy uses RSCA (Reporting Senior’s Cumulative Average) to grade you.
- If your Chief gives you an MP (3.8), but his average for all E-6s is a 3.5, your “Value” is actually quite high.
- However, for Exam Purposes (E4-E6), the raw PMA (4.0 vs 3.8) is usually what feeds the FMS calculator on the worksheet. The RSCA nuances are more critical for the E-7 Board.
Conclusion: Fight for the 4.0
Do not accept the “Must Promote” quietly.
If you are calculating your FMS and realize an MP will make it mathematically impossible to advance, you need to have a hard conversation with your chain of command before the eval is signed. Show them the math. Show them that an MP isn’t just a grade—it’s a decision to delay your career by 6 months.
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