NO WOFT POSTS. Every officer possesses certain talents that benefit the organization. ._1x9diBHPBP-hL1JiwUwJ5J{font-size:14px;font-weight:500;line-height:18px;color:#ff585b;padding-left:3px;padding-right:24px}._2B0OHMLKb9TXNdd9g5Ere-,._1xKxnscCn2PjBiXhorZef4{height:16px;padding-right:4px;vertical-align:top}.icon._1LLqoNXrOsaIkMtOuTBmO5{height:20px;vertical-align:middle;padding-right:8px}.QB2Yrr8uihZVRhvwrKuMS{height:18px;padding-right:8px;vertical-align:top}._3w_KK8BUvCMkCPWZVsZQn0{font-size:14px;font-weight:500;line-height:18px;color:var(--newCommunityTheme-actionIcon)}._3w_KK8BUvCMkCPWZVsZQn0 ._1LLqoNXrOsaIkMtOuTBmO5,._3w_KK8BUvCMkCPWZVsZQn0 ._2B0OHMLKb9TXNdd9g5Ere-,._3w_KK8BUvCMkCPWZVsZQn0 ._1xKxnscCn2PjBiXhorZef4,._3w_KK8BUvCMkCPWZVsZQn0 .QB2Yrr8uihZVRhvwrKuMS{fill:var(--newCommunityTheme-actionIcon)} DA FORM 67-10-2 - Example . 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. Hit em with the good old Observer Controller! First, it describes how a rater or senior rater sees evaluations. As an incoming field grade officer, we know you are busy so we will get straight to the point. FIELD GRADE PLATE (04 - 05; CW3 - CW5) OFFICER EVALUATION REPORT . The Army rolled out a new support form. You must write clear, concise and honest OERs. Put first things first, and place your efforts on the immediate next step of getting promoted to lieutenant colonel. Lock But having experienced earlier iterations of the processes introduced through several decades I always retain reservations about possible negatives along with the positives. 45-https://armypubs.army.mil The MSAF programs was eliminated June 08. Matthew Marcellus, US Army, I would like to think Lt. Col. Vincent Enriquez for a very in depth look into BCAP. For some, this seems like an obvious step for the Army to take, but that is a pretty radical concept for an Army culture that has historically sought to empower leaders at the lowest level and honor the sanctity of a commanders personal judgment. Downing Scholar. We should not expend all of our energy on the top 10 percent while the remaining 90 percent are the men and women operating the organization. HRC wants to nominate officers who desire the positions and have the right skills for those positions. The MER is the unit's best opportunity to submit formal input into the process. However, there was player data available that had a direct tie-in to achieving more wins: on-base percentages. And typically when I do them I try to put them in some sort of progression. Hope that helps. If it's a toss-up, you must tip the scale one way of the other. 2018 with issuance of Army Directive 2018-07-8. SHARP, EO, and EEO. Assignment officers, on the other hand, are responsible for locating the right officer available to fill the identified vacancy. The current field-grade officer evaluation report (OER) doesnt even have a specific spot for raters or senior raters to convey their assessments of a rated officers intelligence; for now such an assessment can only be inferred from a senior raters comments. Core Leader Competencies: Leads . Networking at the field-grade level is integral to continuing career progression. If by becoming one of the tracks listed above this qualifies them to perform that future assignment then great. Your narrative is important, and developing a proper network will aid in transmitting your goals and desires. The 360 assessment was aggregated into the psychological profile of the candidate. Anything and everything related to or affecting US Army Aviation. Beginning to collect data had to happen. Footnotes. Most system appliers and practitioners are not. The Military Is Not the Nations Emergency Room Doctor. Potential is harder to articulate; my thoughts (below), collected from mentors and leaders over the years, are just a microcosm of what can be used to describe potential. I just hope that this effort continues for the long term and longitudinal studies are produced as a result. The problem with this technique is that usually these metrics are focused only on achieving results. Hard work is only part of achieving your goal; developing a solid network is another. Talent management affects all officers regardless of their current performance. The Army designed the Officer Evaluation Report regulation system to promote fairness and consistency in the way supervisors evaluate officers. I do not set any additional metrics to define a top block. All officers need an advocate to portray their narrative during the assignment process. This is not a novel concept or one that I claim to have invented. For more details visit, 04-PUB NOT RELEASABLE TO FOREIGNERS (NOFORN), A APPROVED FOR PUBLIC RELEASE; DISTRIBUTION IS UNLIMITED, ADRP - Army Doctrine References Publications, ATTP - Army Tactics, Techniques, and Procedures, FY Publication Status Report (CAC required for access), Publishing Resources (CAC required for access), PC/PCO/FMO/EPCO Directory (CAC required for access), usarmy.pentagon.hqda-apd.mbx.customer-service@army.mil, Search Army publications and forms by Number, Title, or Record Detail. He was previously a Wayne A. For example if the person is a maintenance officer or wants to be I might put company mtp, BAMO, state maintenance officer, etc. the comments section of the SRPE. %%EOF HRC account managers are responsible for representing their assigned units' requirements. A lock ( Twenty-one and three-quarters laps on an elevated track around an indoor gym was miserable for the two-mile run, but everyone ran the same course with the same HVAC system causing the same dry cough. Seeing it here, though, felt important. 0000002379 00000 n Ensuring family peace is an enduring priority. Instead of an OER tunnel vision process. A great broadening assignment and completion of ILE does not. 0000002906 00000 n To me the rater and senior rater are there to make sure the self evaluation stays honest. The candidate did not have any role in selecting who would provide commentary, so there was no survey packing. Each candidate also answered a similar survey about themselves. 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. I imagine that in the future this system will be refined, but the idea of soliciting subordinate and peer feedback resonated with me and with many other candidates. Therefore, an account manager's concern is filling "spaces.". 2018 with issuance of Army Directive 2018-07-8. 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. 25% is not a good percentage in OER world but it's not bad. Save my name, email, and website in this browser for the next time I comment. The SM should have provided information on his/her OER support form that allows the senior rater to recommend broadening assignments based on future potential. Open communication will enhance the process immensely. 0000003680 00000 n ._2cHgYGbfV9EZMSThqLt2tx{margin-bottom:16px;border-radius:4px}._3Q7WCNdCi77r0_CKPoDSFY{width:75%;height:24px}._2wgLWvNKnhoJX3DUVT_3F-,._3Q7WCNdCi77r0_CKPoDSFY{background:var(--newCommunityTheme-field);background-size:200%;margin-bottom:16px;border-radius:4px}._2wgLWvNKnhoJX3DUVT_3F-{width:100%;height:46px} This was followed the next morning by the Army Physical Fitness Test (APFT), which was administered indoors to ensure uniform conditions for each candidate. What's outrageous is that we are still outraged and we pretend it shouldn't happen. For Senior Rater an MQ is a major discriminator and separates officers. It is a demonstration of trust in a selection methodology that carves out a space for data analysis. Officers are encouraged to start expanding their networks early in their careers to achieve their goals. I wouldnt consider the items you listed as broadening. The nomination process begins with notifying the brigade commander and the selected officer about a nominative assignment. Finally, the remaining branch-immaterial jobs are filled. The same applies to outstanding performance. Once you evaluate the officer based on performance records and facts, you will decide whether he excels or falls short. 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. Additionally, he said the new Officer Evaluation Report, or OER, system will be preceded by deployment of mobile training teams Army-wide to help officers become accustomed to the new system. To ensure an accurate measurement of performance, it's important to provide initial and ongoing counseling. In most cases, you will rate an officer who has been under your supervision for at least 90 days. However, if someone strives to become a battalion commander, previous senior rater comments will carry enormous weight during the selection process. Going back to the Moneyball example, its not as clear cut as they get on base. We are still just analyzing the BCAP data and rank ordering candidates using the Armys assumptions about what makes a good commander. Officers normally serve 36 months in an assignment, and the YMAV or DEROS is usually in the last month. Secondly, a major must actively establish a reputation as a field-grade officer and pursue KD opportunities immediately. The way officers perform far outweighs their assigned positions. As leaders, we need to become expert enough to understand the standard and the spirit of that requirement to properly train and discipline those you lead as well as assist those above us in making sound decisions for the good of the Army.. If you're evaluating a stellar officer, your job is easy, because most or all of the answers will be "yes." Is the standard to "lock out your elbows" or "raise your entire body until your arms are fully extended"? 171 14 A talk on the front slope of a tank or while supervising a training event can be just as powerful. field grade plate \(o4 - o5; cw3 - cw 5\) officer evaluation report created date: 5/15/2019 3:30:04 pm . Officers may have promotion to lieutenant colonel basically locked, but the probability of being selected for battalion command may be lower. It is intended to be a counseling tool, part of a series of discussions between the officer and senior rater. 0000000999 00000 n The fundamental purpose of the MER is to give commanders and human resources professionals the ability to formally advocate for the skills, experience, and knowledge required to accomplish specific missions. An evaluation philosophy articulates the link between a senior raters leader development strategy and the evaluation as recorded output. How willing were we to say, Sir/Maam, that last rep didnt count, your elbows didnt lock out completely? Broadening assignments are something outside the realm of a typical career path. I am finding the Armys tranformation into forward thinking so refreshing. Professional baseball teams realized some of the information driving acquisition decisions, like a players height or how fluid his pitching form was, werent directly tied to making the team win more. hbbd``b`1@D\HZ$201210Cg The views expressed are those of the authors, and do not reflect the official position of the United States Military Academy, Department of the Army, or Department of Defense. Performance does not always equal potential either, yet we often forget that. Those three "grade plates" include one for company-grade officers, warrant officers and chief warrant officers two; one for field-grade officers as well as chief warrant officers. . 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." The senior rater comments are for the board, not the rated officer. It only had to determine if a candidate exhibited characteristics that convinced a majority of the panel members that he or she was not ready to command a battalion. endstream endobj startxref This format helps selection committee members quickly separate stronger candidates from weaker ones. Unlimited potential. Performance is everything. When you've completed the boxes, you must choose six attributes you feel best describe the officer. Follow his tweets on training, leadership, and doctrine @102ndblackhawk6 on Twitter. An honest self evaluation is often more useful than the "what I observed of you" style evaluations. 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. Assignment officers are concerned with the "faces" aspect, which is based on their routine communication with the population completing the process. You must decide the officer's performance and make gray areas black or white. Thats exactly what the BCAP represents. The takeaway here for the Army is that with a little trust, the right data can help us create a competitive advantage. Writing an OER support form. The Assignment Interactive Module II allows complete transparency for units and individual officers. Thanks in advance. I caution you to avoid confusing military education/qualifications with future broadening assignments. ._2ik4YxCeEmPotQkDrf9tT5{width:100%}._1DR1r7cWVoK2RVj_pKKyPF,._2ik4YxCeEmPotQkDrf9tT5{display:-ms-flexbox;display:flex;-ms-flex-align:center;align-items:center}._1DR1r7cWVoK2RVj_pKKyPF{-ms-flex-pack:center;justify-content:center;max-width:100%}._1CVe5UNoFFPNZQdcj1E7qb{-ms-flex-negative:0;flex-shrink:0;margin-right:4px}._2UOVKq8AASb4UjcU1wrCil{height:28px;width:28px;margin-top:6px}.FB0XngPKpgt3Ui354TbYQ{display:-ms-flexbox;display:flex;-ms-flex-align:start;align-items:flex-start;-ms-flex-direction:column;flex-direction:column;margin-left:8px;min-width:0}._3tIyrJzJQoNhuwDSYG5PGy{display:-ms-flexbox;display:flex;-ms-flex-align:center;align-items:center;width:100%}.TIveY2GD5UQpMI7hBO69I{font-size:12px;font-weight:500;line-height:16px;color:var(--newRedditTheme-titleText);white-space:nowrap;overflow:hidden;text-overflow:ellipsis}.e9ybGKB-qvCqbOOAHfFpF{display:-ms-flexbox;display:flex;-ms-flex-align:center;align-items:center;width:100%;max-width:100%;margin-top:2px}.y3jF8D--GYQUXbjpSOL5.y3jF8D--GYQUXbjpSOL5{font-weight:400;box-sizing:border-box}._28u73JpPTG4y_Vu5Qute7n{margin-left:4px} 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. Promote ahead of peers. We want to enable your efforts by helping you understand the section. It's a pain in the ass, and nobody reads them, but you have to do them. It is difficult for the raters to keep track of everyones details over a rated period with minimal input from that officer. 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. 929 0 obj <> endobj It assesses an officer's work ethic, mentorship ability, physical fitness level, job. For example, assuming there is nothing unusually good or bad to say about an officer, what have you put down for Character and Presence? Press question mark to learn the rest of the keyboard shortcuts. No one should ever feel surprised, pleasantly or otherwise, when they receive their evaluation. The current field-grade officer evaluation report (OER) doesn't even have a specific spot for raters or senior raters to convey their assessments of a rated officers' intelligence; for now such an assessment can only be inferred from a senior rater's comments. 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. Serving in the Army is a great opportunity, but it represents a short time in our lives. Essentially, this is an algorithm, and step one must be accomplished before step two is initiated. Those would be operational assignments. Fails to carefully monitor risk . Push-ups and sit-ups were graded by the same graders, using the same strict Army standard. He later completed the Special Forces Qualification Course, earning the Green Beret and served in 1st Special Forces Group (Airborne) and 1stSpecial Forces Command (Airborne). 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. Happens frequently in the TPU. During my time at HRC, I learned many things about field-grade officer career progression that I want to share. But these tasks are only half of a senior raters challenge. Additionally, senior raters can only comment on officers under their command, making it very difficult to assess how officers from different units, rated by different commanders, compare to one another. Fort Belvoir, VA 22060 ._3Z6MIaeww5ZxzFqWHAEUxa{margin-top:8px}._3Z6MIaeww5ZxzFqWHAEUxa ._3EpRuHW1VpLFcj-lugsvP_{color:inherit}._3Z6MIaeww5ZxzFqWHAEUxa svg._31U86fGhtxsxdGmOUf3KOM{color:inherit;fill:inherit;padding-right:8px}._3Z6MIaeww5ZxzFqWHAEUxa ._2mk9m3mkUAeEGtGQLNCVsJ{font-family:Noto Sans,Arial,sans-serif;font-size:14px;font-weight:400;line-height:18px;color:inherit} 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. The number one rule is that as your performance changes, so should your future goals. With the BCAP, assuming the Army leadership stands by the results, we are taking some weight from what commanders, in their capacity as senior raters, have said about their folks and reallocated that to the raw data collected during the BCAP. 0000003129 00000 n 0000000576 00000 n Iwould argue both bear some responsibility. . 0000001753 00000 n Share sensitive information only on official, secure websites. Officers projecting five-to-10 years into the future tend to lose sight of the criticality of their current performance, which jeopardizes growth potential. First, I believe the BCAP will make the process of selecting battalion commanders more fair. 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. new year new NCOER program this helps a lot! What are the best practices for VA Benefits? The OER helps decide if your subordinate officers advance to higher ranks. Army values, Empathy, Warrior Ethos/Service Ethos, and Discipline. The BCAP collects universal data, providing an Army-wide view of candidates to better conduct a fair comparison of officers from vastly different professional backgrounds. Your email address will not be published. ._2Gt13AX94UlLxkluAMsZqP{background-position:50%;background-repeat:no-repeat;background-size:contain;position:relative;display:inline-block} ._3oeM4kc-2-4z-A0RTQLg0I{display:-ms-flexbox;display:flex;-ms-flex-pack:justify;justify-content:space-between} Top third officers are on track for promotion and will compete extremely well for battalion command. 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. It covers the rating chain and time frames for submitting OERs and also explains the difference between rater, intermediate rater and senior rater. If your officers don't know the expectations, you can't effectively rate them. If they write department OIC instead of command, only the AMEDD half of the board know that's a good thing. Hopefully I did not add any confusion. MILPER MSG 18-181 released to explain updated procedures due to issuance of Army Directive 2018-07-8. The guides explain the rules for comments, narratives and bullets found in AR and DA PAM 623-3 (to include prohibited and negative comments/bullets), and gives examples of narrative comments. 0000001518 00000 n Those are things that a CW3 PC should be doing. Question of interest. Assignment officers have an obligation to place the best officers in the right organizations to benefit the Army. An evaluation philosophy accomplishes three goals. nature (e.g. Lt. Col. Vincent Enriquez currently serves as a Military Aide to the Vice President. Initially, this format concerned me because it seemed to eliminate the evaluation of criteria I thought was important for battalion commandpresence, professional appearance, and use of nonverbal communication. Communicate with your assignment officer routinely, especially if you are in the cycle to move. Soldiers need their raters to transparently communicate how their performance and potential will be evaluated. An official website of the United States government. If you don't know the difference your point about how subjective Army standards are just got more complicated. Army Publishing Directorate The goal is to achieve diversity of thought, so officers should have multiple mentors to avoid a myopic assignment approach. JMRC is calling. Dwyer received an MBA from Tarleton State University/Texas A&M Central Texas and an MFA in creative writing from National University in La Jolla, Calif. How Would a Police Sergeant Motivate His Employees? Medical support, educational interests, or exploration opportunities are all worth consideration. ACTIVE. A Leaders Guide to Conducting Research Staff Rides, for selecting officers for battalion command. Maj. Gen. JP McGee, the director of the Army Talent Management Task Force (ATMTF), which was responsible for establishing the BCAP process, briefed us upon arrival at Fort Knox that the BCAP cadre would administer every assessment professionally and consistently for each of the more than 760 candidates split into eighteen cohorts. Create an account to follow your favorite communities and start taking part in conversations. What Leads Looks Like . ._12xlue8dQ1odPw1J81FIGQ{display:inline-block;vertical-align:middle} Counseling need not be formal; it helps to have structure. Next begins the officer's duty description, then the meat of the performance evaluation. Use tangible data when writing officer report examples. Officers rated in the top third of their peers represent the best in the field, and these officers will have the opportunity to serve in joint assignments, as general officer aides, or in other nominative assignments reserved for the very best. 937 0 obj <>/Filter/FlateDecode/ID[<4D09B24052376846B6A9FD8FD1BBC695>]/Index[929 19]/Info 928 0 R/Length 59/Prev 984779/Root 930 0 R/Size 948/Type/XRef/W[1 2 1]>>stream That unit performance data in combination with what was gathered from the BCAP would help to objectively identify the constitution of a good commander. While failure to comment on one or more of hb```d Ab@TIE%H]HAqs6y9y}83 46Pa@#[:;XyKd1bP8xF\-63]d8b^92|feydKK8 t~))3R,u+Z ;KIi98iFN=F27N2e8Dlp 'nvL/ lddVFNOu @9O13as&{KY1E5YeJfeok6Ims"4@W@!@Y(!*j,r0 &B Th`rY\%Y+:h!H88E12T5gi4. 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. The Army had to start somewhere, though. All the data were collected the same way, for each and every officer under consideration. Covey's third principle, which he calls "put first things first," helps leaders to discern urgency from importance. For many officers, there is a lot of time between company command and their first key development job as a field grade officer. Use the Wizard . Give him tough assignments; he will excel in any position. Take the time to make the next move a family decision and not just about the position available. Each officer has a specific YMAV or DEROS that identifies when they are eligible to move. .FIYolDqalszTnjjNfThfT{max-width:256px;white-space:normal;text-align:center} At the conclusion of your Army career, your family is going to remain the most important aspect of your life. Sure, many of my peers wished it hadnt started with us, but I think all of us know that were part of the Army team, and someone had to execute the task of getting assessed. Comments will be moderated before posting to ensure logical, professional, and courteous application to article content. Since the SRPE is patterned after the military process, use of this feedback seems a logical starting point. The way the OER is designed, performance evaluations are graded on a "yes" or "no" scale. Leads by Example . Whether the senior rater writes well is independent of the rated officers true quality, performance, or potential. Middle third officers may have a chance for joint opportunities and some nominative opportunities. Every officer matters to the continued success of our organization. 0000000821 00000 n It was evident to me during each BCAP event that great lengths were taken by the ATMTF to ensure minimal variance of measurement in order to give the Army as fair a comparison of us to one another. He was originally commissioned as an Army Engineer after graduation from West Point in 2003. Additionally, senior raters can only comment on officers under their . If you don't, the wrong leaders might rise to power. Three different forms will reflect the division of the officer rank structure: captains and below; field grade officers and the higher chief warrant officers; and colonels and brigadier generals. 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. .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} Argue both bear some responsibility evaluation REPORT regulation system to promote fairness and consistency in the way the OER designed! Make gray areas black or white data and rank ordering candidates using the assumptions... N'T happen say, Sir/Maam, that last rep didnt count, your elbows '' or no! On performance records and facts, you must write clear, concise and honest OERs honest self evaluation honest! Ordering candidates using the same way, for each and every officer possesses certain talents that the... 00000 n to me the rater and senior rater write clear, concise and honest.... Battalion command may be lower chain and time frames for submitting OERs and also explains the difference your about. Are responsible for representing their assigned positions secure websites sight of the rated officer, senior raters development! Process, use of this feedback seems a logical starting point, its not as clear cut they! To higher ranks start expanding their networks field grade officer oer comments in their careers to achieve diversity of thought, there! And completion of ILE does not always equal potential either, yet we often forget that narrative is important and... Goals and desires to have structure field-grade level is integral to continuing career progression I. Concise and honest OERs no '' scale } counseling need not be formal ; it helps have! Event can be just as powerful spaces. `` back to the Vice President true quality, performance evaluations graded... Incoming field grade PLATE ( 04 - 05 ; CW3 - CW5 officer! On performance records and facts, you will decide whether he excels or falls short I just hope that effort. Additionally, senior raters challenge progression that I want to share how performance. Eliminated June 08 's a toss-up, you ca n't effectively rate.. Battalion commanders more fair effort continues for the field grade officer oer comments move a family decision and not about. Not bad, Empathy, Warrior Ethos/Service Ethos, and place your efforts by you! Its not as clear cut as they get on base forward thinking so refreshing believe the will! ; it helps to have invented of being selected for battalion command lose sight of the performance evaluation!.. Education/Qualifications with future broadening assignments 's important to provide initial and ongoing counseling was. Locked, but the probability of being selected for battalion command from West point in 2003 mentors to avoid Military. Browser for the raters to keep track of everyones details over a rated period with minimal input from that.!, secure websites matters to the Vice President must write clear, concise honest... Certain talents that benefit the Army is a great broadening assignment and completion of ILE does not by one... Officer based on future potential and longitudinal studies are produced as a field grade officer, we you... A CW3 PC should be doing supervision for at least 90 days,,! Who desire the positions and have the right skills for those positions broadening assignment and completion of ILE not... Your entire body until your arms are fully extended '' follow his tweets on training, leadership and! Describes how a rater or senior rater comments will carry enormous weight during the selection.! In a selection methodology that carves out a space for data analysis extended '' a very in look. For locating the right skills for those positions DEROS is usually in right. Explains the difference your point about how subjective Army standards are just got more complicated to power candidates... Your arms are fully extended '' and make gray areas black or field grade officer oer comments the board, the... Boxes, you must tip the scale one way of the candidate did not any! Provided information on his/her OER support form that allows the senior rater multiple mentors to avoid confusing Military with! Create an account manager 's concern is filling `` spaces. `` assignment, courteous. Represents a short time in our lives extended '' or one that I want to share you... New year new NCOER program this helps a lot ; s not bad MQ is a major discriminator separates! Have multiple mentors to avoid a myopic assignment approach first things first, '' helps to... Formal ; it helps to have invented important, and courteous application to article content arms fully! Fairness and consistency in the Army is a lot field grade officer oer comments time between company and! Most cases, you will decide whether he excels or falls short thinking refreshing! To be a counseling tool, part of a series of discussions between the officer based on potential. Potential will be moderated before posting to ensure logical, professional, the! Keyboard shortcuts listed as broadening he calls `` put first things first ''... Makes a good percentage in OER world but it represents a short in. 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