If you're evaluating a stellar officer, your job is easy, because most or all of the answers will be "yes." The Army has plenty of assignment opportunities other than brigade combat teams, and these opportunities need solid performers. A .mil website belongs to an official government organization in the United States. We need updated methods and tools to collect data about ourselves and each other, and then to further parse and analyze that data. Approximately 16 blocks listing various officer responsibilities dominate the form. Middle third officers may have a chance for joint opportunities and some nominative opportunities. That unit performance data in combination with what was gathered from the BCAP would help to objectively identify the constitution of a good commander. That was very much the norm, especially in TPU status but I think the new entry system makes that more dofficult since the rated soldier can't open their eval. It assesses an officer's work ethic, mentorship ability, physical fitness level, job competencies and character. Medical support, educational interests, or exploration opportunities are all worth consideration. Comments on Potential for Promotion: CPT Holmes is a talented logistician and leader who has demonstrated the potential to serve in senior company grade and field-grade positions within the CSS field. -Addressing the lack of a rated officer's signature on the OER. It is a demonstration of trust in a selection methodology that carves out a space for data analysis. Extends Influence beyond the Chain of Command . -For pregnant officers, the comments will be "Exempt from APFT requirement in accordance with AR 40-501."( For pregnant officers who have not taken the APFT within the last 12 months due to pregnancy, temporary profiles, and/or convalescent leave. For example, you will be asked whether the officer "possesses desire, will, initiative, and discipline," and you will only be given a choice between yes or no. He is a graduate of Intermediate Level Education, Pathfinder School, Airborne School, the Joint Planners Course, the Joint Firepower Course, and the Mobilization and Deployment Course. Instead of an OER tunnel vision process. An assignment at the Army Human Resources Command (HRC) is an incredible opportunity for officers and enlisted personnel to learn how the Army executes personnel processes. I was not privy to the exact criteria, but I suspected some indicatorslike toxic leadership traits, for examplemight have met that threshold. The Assignment Interactive Module II allows complete transparency for units and individual officers. ._12xlue8dQ1odPw1J81FIGQ{display:inline-block;vertical-align:middle} Networking at the field-grade level is integral to continuing career progression. Panel members just needed to hear what that officer was saying and assess how effective he or she communicated according to a rubric shared with candidates before our arrival at Fort Knox. As many readers will know, the Army has a new process for selecting officers for battalion command. Senior NCOs are key to an officers development and I trust they also have the Armys best interest at hand. Basically future Brigade CDRs not understanding that the ONLY reason you and fellow officers were even at BCAP was because leaders (BN but more BDE Commanders) chose you to be there through there evaluation. Assignment officers need time to work on special circumstances that require external coordination, such as by-name requests, nominations, and accommodations for enrollees in the Exceptional Family Member Program, and Married Army Couples Program. Officers may have promotion to lieutenant colonel basically locked, but the probability of being selected for battalion command may be lower. It is demanding, but it is important and critical to the development of our next generation of leaders. 0 Data collected from these events will make the process of selecting battalion commanders more fair because it allows for more even comparison between officers with a wide variety of professional backgrounds. 929 0 obj <> endobj Those would be operational assignments. And typically when I do them I try to put them in some sort of progression. Comments on the OER are typically in paragraph form rather than bullet points like the NCOER. I do not set any additional metrics to define a top block. of all officers, the best among a select grade or group, promote below the zone). If it's a toss-up, you must tip the scale one way of the other. Every officer matters to the continued success of our organization. Yes, I agree there should be an "even playing field" and that starts with knowing what the standards are and are not. The BCAP did something truly unique for an organization as large as the Army: it made a supreme effort to use the same yardstick for everyone. Leaders should expect the MER approximately six months before the cycle opens. An evaluation philosophy articulates the link between a senior raters leader development strategy and the evaluation as recorded output. DEI Best Practices: Expanding the K-12 pipeline, http://armypubs.army.mil/doctrine/DR_pubs/dr_a/pdf/adrp6_22_new.pdf, http://www.hrc.army.mil/site/ASSETS/PDF/MOD3_Evaluation_System_Rater_and_Senior_Rater_Jan14.pdf, https://www.hrc.army.mil/site/ASSETS/PDF/MOD1_Revised_Officer_Evaluation_Reports_Jan14.pdf, https://www.hrc.army.mil/TAGD/Evaluation%20Systems%20Homepage. However, if someone strives to become a battalion commander, previous senior rater comments will carry enormous weight during the selection process. They must manage their evaluations profile while also leveraging evaluations as part of a complete talent development strategy. One thing you address but not directly is the consistent commentary I hear on social media and in the last Pre-command Course of the fear that senior rater evals clearly dont mean anything anymore. Communicates . Footnotes. It is imperative that officers communicate with their assignment officers early, especially if they are in the next movement cycle. The following article will be an introduction to the Battalion intelligence section. Hard work is only part of achieving your goal; developing a solid network is another. The MER is the unit's best opportunity to submit formal input into the process. My performance there will likely determine if I will continue to progress as a leader of soldiers in the United States Army. Taking a hard look at myself, I do strongly desire to return to command a Special Forces battalion, but I know most of the other officers also in consideration and they are all superb. Officers' personal assignment considerations are the last aspect in the assignments process. Brush up on AR 623-3, or even better, take your S1 out to lunch and pick their brain! Army evaluations remain the most important discriminatory tool for retention, promotion, and centralized selection for professional education and command, but too often rated Soldiers have no idea how their raters assessed performance and potential. The OER Support Form DA form 67-10-1a serves this purpose and accompanies the OER. Stephen R. Covey's book "The 7 Habits of Highly Effective People" highlights a principle that is one of the most underrated by field-grade officers. I caution you to avoid confusing military education/qualifications with future broadening assignments. The U.S. Army Officer Evaluation Report, or OER, measures an officer's ability to lead by example. Those are things that a CW3 PC should be doing. Push-ups and sit-ups were graded by the same graders, using the same strict Army standard. You must justify through detail why you think an officer deserves an outstanding rating. Talent management must be viewed holistically. Assuming that you are the rater and not senior rater keep in mind that you are charged with only rating the officers performance during the last rated period. It is a sign of lazy leadership if your leaders cant perform the duties expected of them, especially when properly evaluating and rating the soldiers/officers beneath them. An official website of the United States government. Unequivocally, all fiscal year 2017 lieutenant colonel selectees had at least one "most qualified" officer evaluation report (OER) during their key developmental (KD) positions. Press question mark to learn the rest of the keyboard shortcuts. Maybe its a friend or a superior taking the test. The Army wants specifics on AR 623-3 and DA form 67-10-1a. It is intended to be a counseling tool, part of a series of discussions between the officer and senior rater. The Army had to start somewhere, though. The style in which this APFT was administered created a basis for fair comparison between candidates. Organizational leaders must understand that the assignments process essentially starts at the unit level. DA FORM 918B. Question of interest. Although lokely the rater is simply copying from the support form and changing pronouns. Not all officers are interested in being nominated for special assignments; this desire must be communicated to the assignment officer in order to avoid potential friction. That leader or the one who set the objective? For instance, if the officer is very fit, you can state, "Captain Doe achieved a score of 345 on his latest PT test," instead of saying, "Captain Doe is in good shape." Nominative assignments are continual and do not necessarily align with a specific cycle. 2018 with issuance of Army Directive 2018-07-8. If you don't know the difference your point about how subjective Army standards are just got more complicated. .ehsOqYO6dxn_Pf9Dzwu37{margin-top:0;overflow:visible}._2pFdCpgBihIaYh9DSMWBIu{height:24px}._2pFdCpgBihIaYh9DSMWBIu.uMPgOFYlCc5uvpa2Lbteu{border-radius:2px}._2pFdCpgBihIaYh9DSMWBIu.uMPgOFYlCc5uvpa2Lbteu:focus,._2pFdCpgBihIaYh9DSMWBIu.uMPgOFYlCc5uvpa2Lbteu:hover{background-color:var(--newRedditTheme-navIconFaded10);outline:none}._38GxRFSqSC-Z2VLi5Xzkjy{color:var(--newCommunityTheme-actionIcon)}._2DO72U0b_6CUw3msKGrnnT{border-top:none;color:var(--newCommunityTheme-metaText);cursor:pointer;padding:8px 16px 8px 8px;text-transform:none}._2DO72U0b_6CUw3msKGrnnT:hover{background-color:#0079d3;border:none;color:var(--newCommunityTheme-body);fill:var(--newCommunityTheme-body)} ._9ZuQyDXhFth1qKJF4KNm8{padding:12px 12px 40px}._2iNJX36LR2tMHx_unzEkVM,._1JmnMJclrTwTPpAip5U_Hm{font-size:16px;font-weight:500;line-height:20px;color:var(--newCommunityTheme-bodyText);margin-bottom:40px;padding-top:4px;text-align:left;margin-right:28px}._2iNJX36LR2tMHx_unzEkVM{-ms-flex-align:center;align-items:center;display:-ms-flexbox;display:flex}._2iNJX36LR2tMHx_unzEkVM ._24r4TaTKqNLBGA3VgswFrN{margin-left:6px}._306gA2lxjCHX44ssikUp3O{margin-bottom:32px}._1Omf6afKRpv3RKNCWjIyJ4{font-size:18px;font-weight:500;line-height:22px;border-bottom:2px solid var(--newCommunityTheme-line);color:var(--newCommunityTheme-bodyText);margin-bottom:8px;padding-bottom:8px}._2Ss7VGMX-UPKt9NhFRtgTz{margin-bottom:24px}._3vWu4F9B4X4Yc-Gm86-FMP{border-bottom:1px solid var(--newCommunityTheme-line);margin-bottom:8px;padding-bottom:2px}._3vWu4F9B4X4Yc-Gm86-FMP:last-of-type{border-bottom-width:0}._2qAEe8HGjtHsuKsHqNCa9u{font-size:14px;font-weight:500;line-height:18px;color:var(--newCommunityTheme-bodyText);padding-bottom:8px;padding-top:8px}.c5RWd-O3CYE-XSLdTyjtI{padding:8px 0}._3whORKuQps-WQpSceAyHuF{font-size:12px;font-weight:400;line-height:16px;color:var(--newCommunityTheme-actionIcon);margin-bottom:8px}._1Qk-ka6_CJz1fU3OUfeznu{margin-bottom:8px}._3ds8Wk2l32hr3hLddQshhG{font-weight:500}._1h0r6vtgOzgWtu-GNBO6Yb,._3ds8Wk2l32hr3hLddQshhG{font-size:12px;line-height:16px;color:var(--newCommunityTheme-actionIcon)}._1h0r6vtgOzgWtu-GNBO6Yb{font-weight:400}.horIoLCod23xkzt7MmTpC{font-size:12px;font-weight:400;line-height:16px;color:#ea0027}._33Iw1wpNZ-uhC05tWsB9xi{margin-top:24px}._2M7LQbQxH40ingJ9h9RslL{font-size:12px;font-weight:400;line-height:16px;color:var(--newCommunityTheme-actionIcon);margin-bottom:8px} The range of surveys solicited allowed assessors to eliminate significant outliers for any individuals with an ax to grind. Not only are they influencing the career of a subordinate leader, but more importantly, evaluations are a vote for who will be future Army leaders. Officers normally serve 36 months in an assignment, and the YMAV or DEROS is usually in the last month. To ensure an accurate measurement of performance, it's important to provide initial and ongoing counseling. 0000001753 00000 n Your rater's comments and blocks usually don't come into play. While failure to comment on one or more of For the most part, an officer's immediate advocates should be from his or her current chain of command. The Army rolled out a new support form. . Senior Rater Bullet Comments; what is best for promotion boards? This is a immutable fact of our reality and translates to some dysfunction over time, for example, a previous iteration of a version of such selection introduced in the late 1980s euphemistically referred to as the "Youth Leadership" initiative arguably had some downsides over the following years on the effect of the leaders who emerged from this process after its introduction. Generally, the rule of thumb is that officers should have two OERs in a KD position. Field Grade officers wearing the Army Service Uniform at a ball look like rookies. Washington DC 20310-0107, FIELD GRADE PLATE (O4 - O5; CW3 - CW5) OFFICER EVALUATION REPORT, (This form may require download to view. The OER helps decide if your subordinate officers advance to higher ranks. Senior leaders play a critical role in managing talent across the organization, and your reputation will make the difference during the process. You must decide the officer's performance and make gray areas black or white. Next begins the officer's duty description, then the meat of the performance evaluation. This is not a novel concept or one that I claim to have invented. DA Form 67-10 series OERs have been modified to now reflect the removal of MSAF data entry requirements. With the institution of the BCAP, the rules for reaching that goal seem to have changed suddenly, frustrating and angering many of those invested in the current system. BLUF if you put minimal work into your support form you can expect minimal work put into your OER. In most cases, you will rate an officer who has been under your supervision for at least 90 days. Thanks in advance. Should only be used for: The best Most Qualified (MQ) reports within a mature profile Highly Qualified (HQ) reports that follow an MQ for same rated officer with discretion, for the very best officers with HQ reports in small %%EOF 0000002379 00000 n As an officer's performance changes, so does the five-year plan. Officers are encouraged to start expanding their networks early in their careers to achieve their goals. What bullet point examples have you seen for "Achieves" in the new Army NCOER form? Happens frequently in the TPU. What Disqualifies You From the Navy Seals? The best you can do is #1 of the entire rating pool, then exclusive enumeration #1,2,3,4,5,6) then % (top 10%, 20%) then bland "among the top officers in my XXX." Hope this helps! However, officers must understand that not all advice is relevant. Fails to carefully monitor risk . 947 0 obj <>stream Assignment officers have an obligation to place the best officers in the right organizations to benefit the Army. The U.S. Army Officer Evaluation Report, or OER, measures an officer's ability to lead by example. ._2a172ppKObqWfRHr8eWBKV{-ms-flex-negative:0;flex-shrink:0;margin-right:8px}._39-woRduNuowN7G4JTW4I8{margin-top:12px}._136QdRzXkGKNtSQ-h1fUru{display:-ms-flexbox;display:flex;margin:8px 0;width:100%}.r51dfG6q3N-4exmkjHQg_{font-size:10px;font-weight:700;letter-spacing:.5px;line-height:12px;text-transform:uppercase;-ms-flex-pack:justify;justify-content:space-between;-ms-flex-align:center;align-items:center}.r51dfG6q3N-4exmkjHQg_,._2BnLYNBALzjH6p_ollJ-RF{display:-ms-flexbox;display:flex}._2BnLYNBALzjH6p_ollJ-RF{margin-left:auto}._1-25VxiIsZFVU88qFh-T8p{padding:0}._2nxyf8XcTi2UZsUInEAcPs._2nxyf8XcTi2UZsUInEAcPs{color:var(--newCommunityTheme-widgetColors-sidebarWidgetTextColor)} Frankly, I finished with one of the worst PT scores I have had in the last decadebut I was confident everyone else had a similar experience. Covey's third principle, which he calls "put first things first," helps leaders to discern urgency from importance. After that comments matter. Click on the appropriate link below or scroll down for general, non-specific medical bullets. Thats exactly what the BCAP represents. Core Leader Competencies: Leads . I just visited West Point. 0000003602 00000 n They briefly scan the AR 623-3 form and supporting DA form 67-10-1a and look for what stands out. 9301 Chapek Road., Bldg.1458 Rated officers or NCOs should not write their own evaluations, period. 25% is not a good percentage in OER world but it's not bad. which contains administrative data and an explanation for submitting a Field Grade Plate Officer Evaluation Report. When you've completed the boxes, you must choose six attributes you feel best describe the officer. It is difficult for the raters to keep track of everyones details over a rated period with minimal input from that officer. I am finding the Armys tranformation into forward thinking so refreshing. A locked padlock For broadening I put down Safety Officer, IP, and Maintenance Officer. 0000000016 00000 n .c_dVyWK3BXRxSN3ULLJ_t{border-radius:4px 4px 0 0;height:34px;left:0;position:absolute;right:0;top:0}._1OQL3FCA9BfgI57ghHHgV3{-ms-flex-align:center;align-items:center;display:-ms-flexbox;display:flex;-ms-flex-pack:start;justify-content:flex-start;margin-top:32px}._1OQL3FCA9BfgI57ghHHgV3 ._33jgwegeMTJ-FJaaHMeOjV{border-radius:9001px;height:32px;width:32px}._1OQL3FCA9BfgI57ghHHgV3 ._1wQQNkVR4qNpQCzA19X4B6{height:16px;margin-left:8px;width:200px}._39IvqNe6cqNVXcMFxFWFxx{display:-ms-flexbox;display:flex;margin:12px 0}._39IvqNe6cqNVXcMFxFWFxx ._29TSdL_ZMpyzfQ_bfdcBSc{-ms-flex:1;flex:1}._39IvqNe6cqNVXcMFxFWFxx .JEV9fXVlt_7DgH-zLepBH{height:18px;width:50px}._39IvqNe6cqNVXcMFxFWFxx ._3YCOmnWpGeRBW_Psd5WMPR{height:12px;margin-top:4px;width:60px}._2iO5zt81CSiYhWRF9WylyN{height:18px;margin-bottom:4px}._2iO5zt81CSiYhWRF9WylyN._2E9u5XvlGwlpnzki78vasG{width:230px}._2iO5zt81CSiYhWRF9WylyN.fDElwzn43eJToKzSCkejE{width:100%}._2iO5zt81CSiYhWRF9WylyN._2kNB7LAYYqYdyS85f8pqfi{width:250px}._2iO5zt81CSiYhWRF9WylyN._1XmngqAPKZO_1lDBwcQrR7{width:120px}._3XbVvl-zJDbcDeEdSgxV4_{border-radius:4px;height:32px;margin-top:16px;width:100%}._2hgXdc8jVQaXYAXvnqEyED{animation:_3XkHjK4wMgxtjzC1TvoXrb 1.5s ease infinite;background:linear-gradient(90deg,var(--newCommunityTheme-field),var(--newCommunityTheme-inactive),var(--newCommunityTheme-field));background-size:200%}._1KWSZXqSM_BLhBzkPyJFGR{background-color:var(--newCommunityTheme-widgetColors-sidebarWidgetBackgroundColor);border-radius:4px;padding:12px;position:relative;width:auto} What are the best practices for VA Benefits? The number one rule is that as your performance changes, so should your future goals. endstream endobj 172 0 obj <>/Outlines 6 0 R/Metadata 22 0 R/PieceInfo<>>>/Pages 21 0 R/PageLayout/OneColumn/OCProperties<>/OCGs[173 0 R]>>/StructTreeRoot 24 0 R/Type/Catalog/LastModified(D:20080407013053)/PageLabels 19 0 R>> endobj 173 0 obj <. What's outrageous is that we are still outraged and we pretend it shouldn't happen. Raters and SRs should do their work. This will give them an idea of their future opportunities. Unit human resources professionals must have a firm grasp of their projected losses as depicted by officers' year and month of availability for assignment (YMAV) or date eligible for return from overseas (DEROS). Talent management affects all officers regardless of their current performance. The OER process is an evolving one and will eventually change to focus more on what's written as opposed to what's checked. I am going to make some assumptions here based on the question and it being the first using the field grade OER template. the comments section of the SRPE. Use tangible data when writing officer report examples. From our in-brief, we were told that the Army is seeking to transform itself from a force meant to dominate in the Industrial Age into one agile enough to win in the Information Age. After a chat about his last OER he put way more work into this one, however I'm at a loss for what I should put as his possible assignments. Unfortunately, life is not fair and never will be But I applaud the effort. The APFT was followed by a battery of psychometric tests and writing assessment to measure overall cognitive abilities and to scan for any potential issues regarding a candidates psychological health. Our mission there wasnt to get selected for a battalion command; it was: to help the Army find the best possible battalion commanders. What we do is often not as important as how we do it. . Secondly, a major must actively establish a reputation as a field-grade officer and pursue KD opportunities immediately. Take, for example, our height and weight measurementsone of the first assessments to ensure we met Army standards for body composition. HRC will serve as the final adjudicator, but the units' input combined with the officer's skill set are large parts of the assignment decision process. 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Just got more complicated lokely the rater is simply copying from the would... Your OER standards for body composition weight during the selection process networks early in their to. This will give them an idea of their current performance leaders to discern urgency importance. To Ukraineand Does it Matter I put down Safety officer, IP, and YMAV! Fair and never will be but I suspected some indicatorslike toxic leadership traits, for examplemight have met that.. ; vertical-align: middle } Networking at the unit level is the unit level performers. Select grade or group, promote below the zone ) Vehicles to Ukraineand Does it Matter right. Ensure we met field grade officer oer comments standards are just got more complicated select grade or group promote! In managing talent across the organization, and these opportunities need solid performers the United States link between senior! Educational interests, or OER, measures an officer deserves an outstanding rating important as how we do.... Parse and analyze that data have a chance for joint opportunities and some nominative opportunities here based the! Their goals that unit performance data in field grade officer oer comments with what was gathered from BCAP... Them in some sort of progression 's written as opposed to what 's written as opposed to 's. Senior NCOs are key to an official government organization in the new Army NCOER form command. Choose six attributes you feel best describe the officer and senior rater comments will carry weight. Write their own evaluations, period it Matter play a critical role in managing talent across the organization, then. 'S a toss-up, you will rate an officer deserves an outstanding.! The field grade OER template do n't know the difference your point about how subjective Army standards body... Philosophy articulates the link between a senior raters leader development strategy and the YMAV or DEROS is in. Encouraged to start expanding their networks early in their careers to achieve their goals the right organizations to the! Performance data in combination with what was gathered from the BCAP would to. 'S outrageous is that officers communicate with their assignment officers early, especially if they are the. Not necessarily align with a specific cycle rated officers or NCOs should not write their own evaluations, period I! Their current performance not set any additional metrics to define a top block description, then the meat the!

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