CPT Tyson is an experienced, confident, loyal and ultimate team-player and leader who always does whatever it takes to make sure the mission is done and done right. Thank you. In addition to providing world-class combat service support to our battalion, he significantly improved the readiness and morale of his company. But opting out of some of these cookies may affect your browsing experience. DA FORM 918B. MSAF information was a data point collected on DA Form 67-10 series OERs . He demonstrated his stewardship through 100% property accountability of equipment valued at $4,690,115.82. 171 0 obj <> endobj When it comes to these types of evaluations, I will agree with Jeff Ferry at the top of these posts. I was not privy to the exact criteria, but I suspected some indicatorslike toxic leadership traits, for examplemight have met that threshold. As a senior rater, you have a vital role in the promotion eligibility and career opportunities for the people you evaluate. Now that Ive given you my advice about managing your OER, here are some sample OER bullets and OER comments. For example, assuming there is nothing unusually good or bad to say about an officer, what have you put down for Character and Presence? Chuck8 years later but I was really admiring your content and counsel. He is a talented leader and logistician, capable of leading a large number of Soldiers and accomplishing any mission. 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. LEADS OTHERS Developmental Need Inconsistently demonstrates influence techniques. 1LT Edwards was vital to the success of our unit. I think that adding very accurate figures is highly important. 1 The focus of this article is on how field grade officers draw their "organizational power," or influence, in order to solve those problems, build those teams, and develop other leaders after their CGSOC graduation. To recognize his Soldiers performance, he presented 53 achievement awards and presented 2 Soldiers with the Ordnance Order of Samuel Sharpe. 1LT Edwards traveled to Washington D.C. with the Supply Sergeant to receive the award. Other than collective assumptions about desirable characteristics in a commander, we dont know for sure which have a causal relationship with mission success or to what degree. Is the standard to "lock out your elbows" or "raise your entire body until your arms are fully extended"? Today, I want to share somesample Army OER Rater & Senior Rater bullets and comments. This website uses cookies to improve your experience. DA FORM 977. The last thing a battalion needs is a narcissist. Footnotes. Dont let the rater persuade you that someone is a superstar or dud. Army Regulation 614-100, Officer Assignment Policies, Details, and Transfers, offers detailed insight on assignment policies. Footnotes. When that happens I blame the rater for not doing their job right, but I also blame the rated Soldier for not keeping good records and doing a good Support Form. Performance is everything. For the most part, an officer's immediate advocates should be from his or her current chain of command. That is a lot more effective than just saying they did a good job. This guidance here will be helpful for anyone who has to do these kind of rating and review. Stryker Brigade Combat Team (SBCT) HHC XO Duties and Responsibilities. 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. Your email address will not be published. 3 . To some of you, that might sound crazy. Talent management encompasses multiple data points so that leaders can make the most informed organizational decisions. The new Army OER form requires bullet comments for the following sections: - Character - Presence - Intellect - Leads - Develops - Achieves Some of these are more obvious than others, but some are not so much. Instead, you give him a dirt-bag OER. Assignment officers are concerned with the "faces" aspect, which is based on their routine communication with the population completing the process. xref From the time she arrived in my company, she was a go-to player. I agree it's a very average OER, but hot in a bad way. ~ Mentor Military. The Army rolled out a new support form. PART I - ADMINISTRATIVE (Rated Officer) Attachments. Dont make generalized comments. It is a demonstration of trust in a selection methodology that carves out a space for data analysis. The same applies to outstanding performance. 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. Make the ideas of your paragraphs flow smoothly and have no more than two sentences in each paragraph. Assignment officers typically serve on the desk for two years or four assignment cycles. Officers may have promotion to lieutenant colonel basically locked, but the probability of being selected for battalion command may be lower. At the conclusion of your Army career, your family is going to remain the most important aspect of your life. He will be greatly missed in our battalion and within his company. Its great to see other officers to give some words of wisdom and knowledge to some of us that may know less and need some guidance. and no one participated or wanted to, so I stopped offering it. Therefore, an account manager's concern is filling "spaces.". 184 0 obj <>stream Talk to them. It is so wonderful to see so many leaders coming to this blog to learn a few things. If your rater asks you why you drafted a first draft of your own OER, tell them you knew they were busy and you just wanted to make their job a little bit easier.Personally, Ive never had one boss be upset by me doing it. In April 2014, the U.S. Army introduced a new system for officer evaluation reporting called DA Form 67-10-2. All the data were collected the same way, for each and every officer under consideration. Raters and SRs should do their work. Officers are encouraged to start expanding their networks early in their careers to achieve their goals. In January 2009, he deployed his company to Washington DC in support for the 56th Presidential Inauguration and successfully operated a Traffic Control Point. 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. You can use this information as a reference when you are preparing your senior rater comments. 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. Promote to 1LT immediately, ahead of her peers. Unfortunately, life is not fair and never will be But I applaud the effort. I look forward to hearing from you. Just my two cents from studying writing over time. If the communication lines are good with those in charge, you will know what will be in the report. Do soldiers of higher cognitive ability actually make better commanders? He displays and enormous amount of initiative and self-motivation. Upon completion of this assignment, he should be afforded the opportunity to command at the company level as soon as possible in order to round out his experience at the junior officer level. Throughout the development of this system being introduced I hope the developers involved keep open minds and their eye on the "real" ballcompetent nontoxic leaders of integrity who understand the sacred duty they are being considered for. Very weak. Ultimately, if you want an accurate evaluation report its up to you to document everything. He completed his change-of-command inventory with zero discrepancies or shortages. If you have been keeping up a constant line of communication you should know what your supervisor thinks of your performance. Thats exactly what the BCAP represents. 0000000576 00000 n This group of officers is targeted for areas that allow more opportunities to strengthen their files. If the OER is a surprise then communication has broken down. In most cases, one OER can separate officers in the top third from those in the middle third. Promote ahead of peers. The average comments, while not detrimental in themselves, do not present the impression that the employee "stands out" among his/her peers. He was originally commissioned as an Army Engineer after graduation from West Point in 2003. Thanks for educating me about OER and NCOER bullets. Prior to writing an OER, do your due diligence. The new Army OER form requires bullet comments for the following sections: First and foremost, I have one thing to say: ADRP 6-22 (. Listed below are five sample senior rater bullets from actual OERs. 0000002906 00000 n If detailed data is not submitted, units leave the decision to assignment officers who may not have complete information to assign the officer who is best suited to the unit's mission. Most individuals dont understand the process and have difficulty filling these forms out. field grade officer oer character comments. 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. So putting my pride and personal desire for a tactical battalion command aside, the real question is: How best can I serve the Army in the years ahead? You must justify through detail why you think an officer deserves an outstanding rating. . An honest self evaluation is often more useful than the "what I observed of you" style evaluations. It was brought up in the discussion that under the new regulation that all Majors must be senior rated by a COL (O6) or higher. Required fields are marked *. During the rating period, this commander improved the overall readiness indicators for his company, to include DMOSQ, Non-Val Pay, Strength, Medical Readiness, and educational posture for the Soldiers under his charge. You really do your subordinates and injustice when you just wing it and put generic statements on their report. An evaluation philosophy accomplishes three goals. My rater had a hard on for giving me negative counseling. A self-starter with the honed ability to operate autonomously in challenging environments best describes this capable young commander. Middle third officers are on track for promotion but will not compete as well for battalion command. The number one rule is that as your performance changes, so should your future goals. He shows acumen for complex logistical challenges that will serve him well in positions of greater responsibility. Upon arrival in our unit, MAJ Roscoe made an immediate positive impact by revamping the units Command Supply Disciple Program SOP and CSDP Binder. 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