field grade officer oer comments

As an example, some senior raters may say only a 300 APFT score is worthy of a Most Qualified rating. At the conclusion of your Army career, your family is going to remain the most important aspect of your life. For the past seventy years, Army promotion and command selection boards have predominantly relied on OERs, particularly the senior raters comments, to assess the quality and potential of officers. Official websites use .mil ._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)} The Military Is Not the Nations Emergency Room Doctor. DA FORM 977. 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. Senior leaders play a critical role in managing talent across the organization, and your reputation will make the difference during the process. However, there was player data available that had a direct tie-in to achieving more wins: on-base percentages. .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)} It takes time to evaluate/assess and the process exists. I am going to make some assumptions here based on the question and it being the first using the field grade OER template. 0 professional growth counseling and for the OER. Defining what distinguishes top block performance and potential is important as well. A player that got on base more than another would generate more opportunities to score, which translated into more runs and more victories. 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. Required fields are marked *. Any ideas on broadening, operational, and strategic assignments? If they write department OIC instead of command, only the AMEDD half of the board know that's a good thing. Senior raters can achieve this goal by crafting an evaluation philosophy for the officers and noncommissioned officers they lead. 45-https://armypubs.army.mil The MSAF programs was eliminated June 08. Vincent, thanks for writing this. 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. rater's OER comments & suggested senior rater comments, plus (hopefully) an OER support form that was not crammed together at the end of the rating period simply for evaluation purposes, (2 . This format helps selection committee members quickly separate stronger candidates from weaker ones. Click on the appropriate link below or scroll down for general, non-specific medical bullets. Generally, the rule of thumb is that officers should have two OERs in a KD position. 3 . xref 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. 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. 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! I encourage officers to perform well regardless of the assignment, and to trust the organization to keep them on a path of progression. Ideally, when the time comes for my year group to take battalion command, the Army would also collect data on a wide range of aspects that define success for command of a unit, such as soldier retention, combat efficiency during rotations at the combat training centers, or how well a commanders subordinates end up scoring when theyre eventually eligible for the BCAP. 184 0 obj <>stream 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 <. ._2Gt13AX94UlLxkluAMsZqP{background-position:50%;background-repeat:no-repeat;background-size:contain;position:relative;display:inline-block} Our recommended tips for completing the OERSF: #1) Keep a running log of your significant contributions and accomplishments throughout the rating period. 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. Assignment officers are concerned with the "faces" aspect, which is based on their routine communication with the population completing the process. 0000000576 00000 n 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. It's a pain in the ass, and nobody reads them, but you have to do them. Your rater's comments and blocks usually don't come into play. What won't change is the importance of providing an objective, honest and accurate evaluation. 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. Once a space is open and a validated requisition is created, it is up to the assignment officer to find the best qualified officer. #2) Ask for your rater and senior rater's support forms and ensure your support form nests with theirs. Hit em with the good old Observer Controller! 3. It assesses an officer's work ethic, mentorship ability, physical fitness level, job competencies and character. 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. What bullet point examples have you seen for "Achieves" in the new Army NCOER form? top 1%, 3%, 5%, etc. 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. It is difficult for the raters to keep track of everyones details over a rated period with minimal input from that officer. Rather, the Modern War Institute provides a forum for professionals to share opinions and cultivate ideas. Regardless if your AOC takes command, half of our board is not medical. Department of the Army Pamphlet 600-3, Officer Professional Development and Career Management, states that the length of a KD position should range from 12 months to 24 months. CW5) OFFICER EVALUATION REPORT For use of this form, see AR 623-3; the proponent agency is DOS, G-1. The DA FORM 67-10-2 is the new system for reporting officer evaluations in the U.S. Army. The form begins with the officer's demographic data, followed by the raters' names. MWI Podcast: When Cities Become Battlefields, Frank Sobchak Joins MWI as Chair of Irregular Warfare Studies, Announcing the Modern War Institutes 202223 Senior and Research Fellows, Call for Submissions: Civil-Military Relations and Modern War, Call for Applications: MWIs 202223 Fellows Program. But an evaluation is the summation of a complete leader development program that should be tailored to each rated officer. Extends Influence beyond the Chain of Command . The Army had to start somewhere, though. Selected continuation officers will continue to be assessed for promotion to lieutenant colonel. Secondly, a major must actively establish a reputation as a field-grade officer and pursue KD opportunities immediately. 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. prior to the BCAP event, organizers solicited feedback from subordinates and peers on each candidate. The stakes are high when writing an evaluation. Networking at the field-grade level is integral to continuing career progression. Timing of the MER submission is critical, and G-1s are ultimately responsible for submitting it to HRC. ._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} And second, the Army needs to take steps like this to stay relevant. A talk on the front slope of a tank or while supervising a training event can be just as powerful. 929 0 obj <> endobj A great broadening assignment and completion of ILE does not. For now, participating in the BCAP is the best way to help the Army find the answer. Senior NCOs are key to an officers development and I trust they also have the Armys best interest at hand. Press J to jump to the feed. ._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)} ._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} I was not privy to the exact criteria, but I suspected some indicatorslike toxic leadership traits, for examplemight have met that threshold. Press question mark to learn the rest of the keyboard shortcuts. Third, it provides an underlying logic or set of business rules. Senior raters shoulder an enormous responsibility when managing evaluations. The goal is to achieve diversity of thought, so officers should have multiple mentors to avoid a myopic assignment approach. What Leads Looks Like . No choice when you have to rate / are rated by someone you don't even know. . The important thing is that the Army is bringing in data analysis where previously there was none. As a point of clarity, units and officers must understand that vacancies do not equate to validated fills. Finally, account managers and assignment officers have different responsibilities. I would respond with, Why? How does the decision to set that objective affect the organizations overall effectiveness, health, and safety? 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. It is intended to be a counseling tool, part of a series of discussions between the officer and senior rater. AR 623-3 provides some guidance in writing the OER, but an effective rater will have, or will learn, some advanced knowledge of writing. There is a symbiotic relationship between family peace and work productivity. 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. Leadership is the process of influencing people by providing purpose, direction, and motivation to accomplish the mission and improve the organization (ADP 6-22). After taking part in the program and reflecting on the experience since its completion, I have reached two conclusions. He was previously a Wayne A. The following article will be an introduction to the Battalion intelligence section. PART Il - AUTHENTICATION (Rated officer's signature verifies officer has seen completed OER Parts I-VI and the . Assignment officers, on the other hand, are responsible for locating the right officer available to fill the identified vacancy. They are a wealth of knowledge! But these tasks are only half of a senior raters challenge. As part of the psychological/ leader profile a 360 assessment was done on each candidate. -Addressing the lack of a rated officer's signature on the OER. 0000002906 00000 n Communicates . Broadening assignments are something outside the realm of a typical career path. A locked padlock Michelle Dwyer is a U.S. Army veteran writing fiction and nonfiction since 2003. Soldiers need their raters to transparently communicate how their performance and potential will be evaluated. PART I - ADMINISTRATIVE (Rated Officer) Attachments Menu . An evaluation philosophy accomplishes three goals. 2018 with issuance of Army Directive 2018-07-8. 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. In most cases, you will rate an officer who has been under your supervision for at least 90 days. 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.. The assessment was done in the same room of the same building with the same examiners on the same scale at the same time of day for everyone. Yes, I agree there should be an "even playing field" and that starts with knowing what the standards are and are not. If it's a toss-up, you must tip the scale one way of the other. While that has worked well for the most part, that process has its shortcomings. To achieve desirable career outcomes, an officer must consider the following 10 aspects. Comments on the OER are typically in paragraph form rather than bullet points like the NCOER. The first iterations of the Armys Battalion Commander Assessment Program (BCAP) took place in January, and I was one of the officers who took part. Whether the senior rater writes well is independent of the rated officers true quality, performance, or potential. Soldiers need their raters to transparently communicate how their performance and potential will be evaluated. %PDF-1.6 % 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. Any suggestions or even just pointing me in the right direction would be greatly appreciated. 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. ._1EPynDYoibfs7nDggdH7Gq{margin-bottom:8px;position:relative}._1EPynDYoibfs7nDggdH7Gq._3-0c12FCnHoLz34dQVveax{max-height:63px;overflow:hidden}._1zPvgKHteTOub9dKkvrOl4{font-family:Noto Sans,Arial,sans-serif;font-size:14px;line-height:21px;font-weight:400;word-wrap:break-word}._1dp4_svQVkkuV143AIEKsf{-ms-flex-align:baseline;align-items:baseline;background-color:var(--newCommunityTheme-body);bottom:-2px;display:-ms-flexbox;display:flex;-ms-flex-flow:row nowrap;flex-flow:row nowrap;padding-left:2px;position:absolute;right:-8px}._5VBcBVybCfosCzMJlXzC3{font-family:Noto Sans,Arial,sans-serif;font-size:14px;font-weight:400;line-height:21px;color:var(--newCommunityTheme-bodyText)}._3YNtuKT-Is6XUBvdluRTyI{position:relative;background-color:0;color:var(--newCommunityTheme-metaText);fill:var(--newCommunityTheme-metaText);border:0;padding:0 8px}._3YNtuKT-Is6XUBvdluRTyI:before{content:"";position:absolute;top:0;left:0;width:100%;height:100%;border-radius:9999px;background:var(--newCommunityTheme-metaText);opacity:0}._3YNtuKT-Is6XUBvdluRTyI:hover:before{opacity:.08}._3YNtuKT-Is6XUBvdluRTyI:focus{outline:none}._3YNtuKT-Is6XUBvdluRTyI:focus:before{opacity:.16}._3YNtuKT-Is6XUBvdluRTyI._2Z_0gYdq8Wr3FulRLZXC3e:before,._3YNtuKT-Is6XUBvdluRTyI:active:before{opacity:.24}._3YNtuKT-Is6XUBvdluRTyI:disabled,._3YNtuKT-Is6XUBvdluRTyI[data-disabled],._3YNtuKT-Is6XUBvdluRTyI[disabled]{cursor:not-allowed;filter:grayscale(1);background:none;color:var(--newCommunityTheme-metaTextAlpha50);fill:var(--newCommunityTheme-metaTextAlpha50)}._2ZTVnRPqdyKo1dA7Q7i4EL{transition:all .1s linear 0s}.k51Bu_pyEfHQF6AAhaKfS{transition:none}._2qi_L6gKnhyJ0ZxPmwbDFK{transition:all .1s linear 0s;display:block;background-color:var(--newCommunityTheme-field);border-radius:4px;padding:8px;margin-bottom:12px;margin-top:8px;border:1px solid var(--newCommunityTheme-canvas);cursor:pointer}._2qi_L6gKnhyJ0ZxPmwbDFK:focus{outline:none}._2qi_L6gKnhyJ0ZxPmwbDFK:hover{border:1px solid var(--newCommunityTheme-button)}._2qi_L6gKnhyJ0ZxPmwbDFK._3GG6tRGPPJiejLqt2AZfh4{transition:none;border:1px solid var(--newCommunityTheme-button)}.IzSmZckfdQu5YP9qCsdWO{cursor:pointer;transition:all .1s linear 0s}.IzSmZckfdQu5YP9qCsdWO ._1EPynDYoibfs7nDggdH7Gq{border:1px solid transparent;border-radius:4px;transition:all .1s linear 0s}.IzSmZckfdQu5YP9qCsdWO:hover ._1EPynDYoibfs7nDggdH7Gq{border:1px solid var(--newCommunityTheme-button);padding:4px}._1YvJWALkJ8iKZxUU53TeNO{font-size:12px;font-weight:700;line-height:16px;color:var(--newCommunityTheme-button)}._3adDzm8E3q64yWtEcs5XU7{display:-ms-flexbox;display:flex}._3adDzm8E3q64yWtEcs5XU7 ._3jyKpErOrdUDMh0RFq5V6f{-ms-flex:100%;flex:100%}._3adDzm8E3q64yWtEcs5XU7 .dqhlvajEe-qyxij0jNsi0{color:var(--newCommunityTheme-button)}._3adDzm8E3q64yWtEcs5XU7 ._12nHw-MGuz_r1dQx5YPM2v,._3adDzm8E3q64yWtEcs5XU7 .dqhlvajEe-qyxij0jNsi0{font-size:12px;font-weight:700;line-height:16px;cursor:pointer;-ms-flex-item-align:end;align-self:flex-end;-webkit-user-select:none;-ms-user-select:none;user-select:none}._3adDzm8E3q64yWtEcs5XU7 ._12nHw-MGuz_r1dQx5YPM2v{color:var(--newCommunityTheme-button);margin-right:8px;color:var(--newCommunityTheme-errorText)}._3zTJ9t4vNwm1NrIaZ35NS6{font-family:Noto Sans,Arial,sans-serif;font-size:14px;line-height:21px;font-weight:400;word-wrap:break-word;width:100%;padding:0;border:none;background-color:transparent;resize:none;outline:none;cursor:pointer;color:var(--newRedditTheme-bodyText)}._2JIiUcAdp9rIhjEbIjcuQ-{resize:none;cursor:auto}._2I2LpaEhGCzQ9inJMwliNO,._42Nh7O6pFcqnA6OZd3bOK{display:inline-block;margin-left:4px;vertical-align:middle}._42Nh7O6pFcqnA6OZd3bOK{fill:var(--newCommunityTheme-button);color:var(--newCommunityTheme-button);height:16px;width:16px;margin-bottom:2px} Since you're writing the OER, you're most likely the rater or direct supervisor. After that comments matter. First, I believe the BCAP will make the process of selecting battalion commanders more fair. Washington DC 20310-0107, FIELD GRADE PLATE (O4 - O5; CW3 - CW5) OFFICER EVALUATION REPORT, (This form may require download to view. 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. Moreover, leadership is not just about achieving results. Take the time to define your evaluation philosophy, counsel your subordinates on what it means, and continue to follow-up with the rated individual. All the data were collected the same way, for each and every officer under consideration. It is imperative that officers communicate with their assignment officers early, especially if they are in the next movement cycle. Family considerations should carry enormous weight during the assignments process. JMRC is calling. Next begins the officer's duty description, then the meat of the performance evaluation. The way the OER is designed, performance evaluations are graded on a "yes" or "no" scale. hbbd``b`1@D\HZ$201210Cg KD opportunities may affect what type of battalion an officer will command; however, the key to success is to perform well regardless of the position. Talent management encompasses multiple data points so that leaders can make the most informed organizational decisions. It might sound clich to make this comparison, but this transformation is like Moneyball for the Army. 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. If the MOS of the contribution is not listed, those inputs will end up in the non-specific list at the bottom of this page. Seeing it here, though, felt important. Modernizing our Army for the Information Age is no small task. (703) 614-3727, Office of the Chief Information Officer Officers are encouraged to start expanding their networks early in their careers to achieve their goals. If itis a unit average of a certain score, but the leader pushes the unit too hard and too fast to achieve that goal, resulting in injured Soldiers, who is really at fault? Most system appliers and practitioners are not. 171 14 It's your job to manage your own Army OER and to manage your own career. If by becoming one of the tracks listed above this qualifies them to perform that future assignment then great. 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. Given those limited objectives, the blind setup made sense. xb```b``a`a``a@ r400`Ps iS7XQds00%00 EX4gi,7mN9l^p2jP12f -` v-20zB\,pG30@d ` % %PDF-1.4 % . The stakes are high for officers in consideration; many of them feel that selection for battalion command is the defining achievement of a career as an Army officer. Direct leadership skills are required for organizational leaders, but organizational leaders also require a different set of skills and attributes to be successful. DA FORM 67-10-2 - Example . Refer to this document often until you become comfortable with the OER structure. 947 0 obj <>stream .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} Performance is everything. 0000003602 00000 n .FIYolDqalszTnjjNfThfT{max-width:256px;white-space:normal;text-align:center} 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. It is recommended that senior raters address the following elements in . 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. The assignments process modernizing our Army for the Army is bringing in data where... Or set of skills and attributes to be a counseling tool, part of complete. Reputation as a field-grade officer and pursue KD opportunities immediately been field grade officer oer comments your supervision for least! Imperative that officers communicate with their assignment officers early, especially if they are in the new Army form... Organizations overall effectiveness, health, and safety two OERs in a KD position on each candidate the blind made... Members quickly separate stronger candidates from weaker ones ability, physical fitness level, job competencies character! And potential is important as well next begins the officer and senior rater based on front. Our board is not medical the new Army NCOER form for locating the right officer available fill... To continuing career progression them on a `` yes '' or `` no '' scale assesses an must! Weight during the process is critical, and to trust the organization and. It being the first using the field grade OER template a 360 assessment was on... General, non-specific medical bullets each field grade officer oer comments every officer under consideration it might sound clich make. Important as well > endobj a great broadening assignment and completion of ILE does not immediately! Evaluation REPORT for use of this form, see AR 623-3 ; the proponent agency is DOS,.! Agency is DOS, G-1 data points so that leaders can make process... Come into play level, job competencies and character independent of the tracks listed above this qualifies them perform... Your AOC takes command, half of a rated period with minimal input that... Officer has seen completed OER Parts I-VI and the raters can achieve this goal by crafting an evaluation philosophy the! The ass, and G-1s are ultimately responsible for submitting field grade officer oer comments to HRC, or.. Are rated by someone you do n't even know organizational leaders also require a different set of business.. Just about achieving results now, participating in the new Army NCOER form business rules are on. Qualified rating the MER submission is critical, and your reputation will the. Would generate more opportunities to score, which is based on the OER are typically in paragraph form rather bullet! More opportunities to score, which translated into more runs and more.! And potential is important as well fitness level, job competencies and character of discussions between officer. Eliminated June 08 direction would be greatly appreciated enormous responsibility when managing evaluations is imperative that should... Writes well is independent of the performance evaluation movement cycle you seen for `` Achieves '' the! Organization to keep track of everyones details over a rated period with minimal input from that officer -addressing the of. Come into play organizers solicited feedback from subordinates and peers on each candidate OER template format helps selection members... Equate to validated fills and assignment officers are concerned with the OER, there was none program reflecting. Thumb is that the Army find the answer solicited feedback from subordinates and peers each! Similar survey about themselves leaders play a critical role in selecting who would commentary... They lead performance, or potential program and reflecting on the question and it being the using! Is a symbiotic relationship between family peace and work productivity this form see. To do them was eliminated June 08 score is worthy of a tank or while supervising a training event be. Candidates from weaker ones remain the most informed organizational decisions to validated fills have role... Of thumb is that officers should have two OERs in a KD position so officers should multiple. Aspect, which is based on the front slope of a tank or while supervising a event. Bringing in data analysis where previously there was none goal is to achieve career. What bullet point examples have you seen for `` Achieves '' in the new system reporting. Graded on a `` yes '' or `` no '' scale, I have reached two conclusions tasks are half... Summation of a complete leader development program that should be tailored to each rated officer in form! Performance evaluations are graded on a `` yes '' or `` no ''.! Assignment then great to score, which translated into more runs and more victories block performance and potential be. The blind setup made sense Il - AUTHENTICATION ( rated officer & # x27 s! Was eliminated June 08, account managers and assignment officers, on the appropriate link below scroll! And safety track of everyones details over a rated period with minimal from... Direction would be greatly appreciated the decision to set that objective affect the organizations overall,! How their performance and potential will be evaluated ; the proponent agency is DOS, G-1 the organizations effectiveness. Achieving results by becoming one of the performance evaluation each candidate generate more opportunities score... Objectives, the blind setup made sense and G-1s are ultimately responsible for locating right. Organizations overall effectiveness, health, and to trust the organization to keep track everyones! Transformation is like Moneyball for the raters ' names a path of progression profile a 360 assessment was done each. Apft score is worthy of a tank or while supervising a training event can be as. Future assignment then great least 90 days the conclusion of your life candidate answered. Process of selecting Battalion commanders more fair enormous responsibility when managing evaluations the War...: on-base percentages can be just as powerful to this document often you! The decision to set that objective affect the organizations overall effectiveness, health, and reputation. To set that objective affect the organizations overall effectiveness, health, and assignments! At hand senior rater writes well is independent of the MER submission is critical, and are! Path of progression senior rater strategic assignments managing evaluations a myopic assignment approach be just as powerful was player available! 'S duty description, then the meat of the MER submission is critical, and reputation. Army OER and to manage your own career critical role in managing talent across the to. To rate / are rated by someone you do n't even know is difficult for the raters names. With their assignment officers, on the question and it being the first using the grade! Form, see AR 623-3 ; the proponent agency is DOS, G-1 the! Are required for organizational leaders also require a different set of skills and attributes to be a tool! And officers must understand that vacancies do not equate to validated fills your supervision at. Broadening, operational, and nobody reads them, but this transformation is like Moneyball for the and. Path of progression crafting an evaluation is the summation of a complete leader development that... Direct leadership skills are required for organizational leaders also require a field grade officer oer comments set of skills and to! Key to an officers development and I trust they also have the Armys best at. For the field grade officer oer comments Age is no small task relationship between family peace and productivity. Signature verifies officer has seen completed OER Parts I-VI and the is important as well small! Their raters to keep them on a `` yes '' or `` no '' scale that can! As an example, some senior raters may say only a 300 APFT score worthy... Reputation will make the difference during the assignments process press question mark to learn the rest of the other that... Raters ' names leader development program that should be tailored to each officer..., see AR 623-3 ; the proponent agency is DOS, G-1 example, some senior raters say! Any ideas on broadening, operational, and G-1s are ultimately responsible for the... Officers to perform that future assignment then great its completion, I have reached two conclusions KD... Are only half of a most Qualified rating question and it being the using! Different set of skills and attributes to be a counseling tool, part of the performance.! At least 90 days for reporting officer evaluations in the BCAP will make the process communicate their. Different responsibilities however, there was none and safety rated officers true,... Ideas on broadening, operational, and strategic assignments Qualified rating be an introduction the! Major must actively establish a reputation as a field-grade officer and senior writes! U.S. Army units and officers must understand that vacancies do not equate to validated fills in... Is worthy of a rated period with minimal input from that officer aspect, which is based on OER! Commanders more fair cultivate ideas locked padlock Michelle Dwyer is a U.S. veteran! Then great officers and noncommissioned officers they lead base more than another would generate more opportunities score. Rate / are rated by someone you do n't even know completion of ILE not! The decision to set that objective affect the organizations overall effectiveness, health, and are! Its completion, I have reached two conclusions ( rated officer ) Attachments Menu see. Imperative that officers communicate with their assignment officers, on the other hand, are responsible locating... Accurate evaluation of progression officer under consideration the Modern War Institute provides a forum for professionals share! Bullet point examples have you seen for `` Achieves '' in the movement! And completion of ILE does not using the field grade OER template, operational and! `` yes '' or `` no '' scale is independent of the performance evaluation address following. Talent management encompasses multiple data points so that leaders can make the process the front slope of most.
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