USN FY 25 IWC DCO Reserve Board

[DCODefaultUsername]

On the NAVCRUIT 1131/5 Interviewer’s Appraisal Sheet, there isn’t a single “combined” score that’s calculated the way you’d see on a school exam instead, the interviewer rates you separately in several categories, and each category can be marked at different levels.


Here’s how it works:


1. Rating Categories
You’re evaluated on multiple performance and potential areas. For an DCO interview, these typically include:

• Oral Communication and Expression of Ideas
• Appearance and Poise
• Leadership Potential
• Potential as a Career Naval Officer
• Fit with Community Qualifications
• Program Motivation

2. Rating Scale
Each category has descriptors and a 5-point qualitative scale:

• Unsatisfactory
• Adequate
• Good
• Excellent
• Outstanding (asterisked if extreme, meaning the interviewer must justify it in comments)

3. “Willingness to Have Under Command” Number
This is the 0–10 score you saw it’s a single separate metric, not an average.

• 0 = “Prefer not to have”
• 5 = “Be pleased to have”
• 10 = “Particularly like to have”
  Getting a 10 means the interviewer is signaling maximum endorsement for you personally serving under their command.

4. Written Comments Matter
COMNAVCRUITCOM instructions make clear that the narrative comments carry just as much (or more) weight than the checkboxes. If you get multiple “Outstanding” ratings plus a strong written recommendation that’s as close as you get to a perfect “score.”


5. Panel Scoring
In a panel interview, you’ll get one of these forms from each panel member. The selection board will review all of them, looking for consistency in ratings, endorsement level (0–10), and narrative strength.




Bottom line:
You didn’t get a “total score” like 48/50 instead, you received the highest possible marks in the categories that matter most, plus a 10/10 on the command endorsement scale. In board terms, that’s essentially a “perfect interview sheet.”

I sincerely appreciate this detailed overview of the scoring process, it's now much more clear to me what other applicants on this forum are talking about for the commonly discussed panel/OIC scores.

The scoring system is fairly opaque from the applicant point of view-- that or I've not searched hard enough to find information on how it works..
Either way, thank you greatly for the explanation!

So based on what you've said, a 4.0/5 is the maximum possible score for any specific category without an additional written justification? My recruiter also mentioned that the average for this cycle so far was 4.1, so might mean there are almost exclusively fantastic applicants!

 

[hellothere321]

First time 1835/1815 applicant

Received feedback yesterday that was a bit different than what's posted here-- was told that interview scores would not be shared, and that I was "above average" with a "4.3 to 4.4/5", and a strong recommendation for 1815 over 1835.

Since that's not a perfect score, it seems like I should mentally prepare for another attempt.

Yeah that seems to be the case.
I've not been provided anything outside of "you did well" so I am just mentally preparing for another go next cycle. :|

 

[HackerZero]

I sincerely appreciate this detailed overview of the scoring process, it's now much more clear to me what other applicants on this forum are talking about for the commonly discussed panel/OIC scores.

The scoring system is fairly opaque from the applicant point of view-- that or I've not searched hard enough to find information on how it works..
Either way, thank you greatly for the explanation!

So based on what you've said, a 4.0/5 is the maximum possible score for any specific category without an additional written justification? My recruiter also mentioned that the average for this cycle so far was 4.1, so might mean there are almost exclusively fantastic applicants!

Actually, a 4.0 isn’t the true max here’s how it really works:


On the NAVCRUIT 1131/5 Interviewer’s Appraisal Sheet, each category (e.g., Oral Communication, Appearance and Poise, Leadership Potential, Potential as a Career Naval Officer, Fit with Community Qualifications) can be rated on a qualitative scale:

• Unsatisfactory
• Adequate
• Good
• Excellent
• Outstanding

Outstanding is the highest possible rating for any category. It equates to a “5” in the point conversions many boards use.


However — Outstanding ratings must be justified in the written comments (that’s the “extreme ratings” rule in COMNAVCRUITCOMINST 1131.2). This is why some people think 4.0 (Excellent) is “the top” because it’s the highest that doesn’t require extra written justification.

So:

• If the interviewer gives “Outstanding” and writes the justification, you get a “5” for that category.
• If they give “Excellent,” that’s about a “4.”

In board scoring terms:

• Outstanding = 5 pts
• Excellent = 4 pts
• And so on.

Willingness to Have Under Command is scored separately, 0–10, and is just as important. A perfect package gets all “Outstanding” marks (5’s) plus a “10” willingness score from each interviewer.


So if your recruiter says the average is “4.1,” that means most candidates this cycle are getting mostly Excellent ratings with a few Outstanding mixed in, which does indicate a very competitive group. But it’s absolutely possible to score higher than 4.0 in a category if your interviewer writes the required justification.

 

[SaltyDawg]

Created this based on my process, hope it helps!


Direct Commission Officer (DCO) Application Package – General Checklist (Some information is only for Prior service)

Step 1 – Initial Package Development

Start as soon as you have a recruiter confirmed.

1. APSR (Application Processing and Summary Record)

Includes Motivational Statement.

Ensure the statement reflects why you want to serve and your qualifications.



2. Civilian Resume

Highlight leadership, operational, and management experience.



3. Officer Medical Screening

Use Navy Officer Candidate School (OCS) physical requirements as your baseline.



4. Letters of Reference (3–5 total)

From senior leaders (O4–O6 military or civilian equivalent preferred).

At least one should address leadership potential.



5. Commanding Officer (CO) Endorsement

Required if currently serving in the Navy (active or reserve).



6. Official Transcripts

From all colleges and universities attended.

Must be sent directly from the institution in sealed envelopes or via secure delivery.



7. Military Records (if applicable)

Last 3 Evaluations/FITREPs.

Active duty DD214 (Member 4 copy).

PSR (Performance Summary Report).

ASOSH (Annual Statement of Service History).



8. SF-86 (Security Clearance Questionnaire)

Complete in e-QIP or paper form as instructed.



9. Administrative Documents

Birth Certificate.

Social Security Card.

VA Disability Letter (if applicable).




Step 2 – Interviews

Format:

3 separate interviews with O5–O6 officers, or

1 panel interview with 3 O5–O6 officers.


Timing: Usually scheduled once all documents are ready.

Purpose: Evaluate leadership potential, professional experience, and fit for the Navy Reserve officer mission.



Step 3 – Board Review & Selection

Notification: Recruiter will call first if selected.

Official Selection Letter: Arrives by mail from Navy Recruiting Command.



Step 4 – Conditional Release

If currently enlisted in the Navy Reserve, submit a Conditional Release Request to transfer to a commissioned officer billet.

This is required before accepting your commission.



Step 5 – Finalization

Once selected:

1. Ready Reserve Transfer Request Service Agreement (RRA).


2. Oath of Office.

Schedule with recruiter or designated officer.

Ensure proper uniform or business attire and document signing.


Reference Resources

Reserve Officer DCO - Kelly Beamsley

Reserve Officer DCO checklist: Documentation guide for Navy Direct Commission Officer (DCO) applicant requirements.

www.kellybeamsley.com

Pro Tip: Keep a digital and physical binder with all documents, forms, and communications. Track deadlines and follow up weekly with your recruiter.

Any chance anyone has something like this for after you've been selected?

For that awkward phase when you've been told you've been picked up but haven't actually been gained by your command/drilling yet, so you're caught in limbo not really knowing what's going on and don't necessarily feel empowered to advocate for yourself because you don't actually know what needs done/where you are in the process?

 

[mu51c10rd]

First time poster here part of this cycle. Any other 1820's out there? Anyone know what the selection rate has been like for IP's in recent years? The OIC interviewer mentioned it's been difficult finding qualified IP O's but am curious what other's experience has been. Thanks in advance.