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A joint assignment is a great opportunity, but if you do not get promoted to lieutenant colonel or selected for battalion command, it will not take you very far. Leads by Example . 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. 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. 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. Many of my peers find themselves questioning if their efforts over the last 1618 years still mean anything. However, officers must understand that not all advice is relevant. .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} An evaluation philosophy articulates the link between a senior raters leader development strategy and the evaluation as recorded output. DA Form 67-10 series OERs have been modified to now reflect the removal of MSAF data entry requirements. (See figure 1.) Take the time to define your evaluation philosophy, counsel your subordinates on what it means, and continue to follow-up with the rated individual. Often officers place a high priority on joint assignments; however, there are risks associated with receiving jobs for which only "the best" are assigned. Unequivocally, all fiscal year 2017 lieutenant colonel selectees had at least one "most qualified" officer evaluation report (OER) during their key developmental (KD) positions. 0 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." Officers normally serve 36 months in an assignment, and the YMAV or DEROS is usually in the last month. The way officers perform far outweighs their assigned positions. Covey's third principle, which he calls "put first things first," helps leaders to discern urgency from importance. 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. Networking at the field-grade level is integral to continuing career progression. If your officers don't know the expectations, you can't effectively rate them. 02/1/1992. Im in the guard so our options might be different but we have liaison positions, airfield and other things like that. First, it describes how a rater or senior rater sees evaluations. I caution you to avoid confusing military education/qualifications with future broadening assignments. For Senior Rater an MQ is a major discriminator and separates officers. 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). 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. Army Regulation 614-100, Officer Assignment Policies, Details, and Transfers, offers detailed insight on assignment policies. Assignment officers are concerned with the "faces" aspect, which is based on their routine communication with the population completing the process. The Army should have results of such testing for every single potential battalion commander, given the impacts such leaders will have within their respective units. Officers may have promotion to lieutenant colonel basically locked, but the probability of being selected for battalion command may be lower. The Army wants specifics on AR 623-3 and DA form 67-10-1a. It takes time to evaluate/assess and the process exists. ._1LHxa-yaHJwrPK8kuyv_Y4{width:100%}._1LHxa-yaHJwrPK8kuyv_Y4:hover ._31L3r0EWsU0weoMZvEJcUA{display:none}._1LHxa-yaHJwrPK8kuyv_Y4 ._31L3r0EWsU0weoMZvEJcUA,._1LHxa-yaHJwrPK8kuyv_Y4:hover ._11Zy7Yp4S1ZArNqhUQ0jZW{display:block}._1LHxa-yaHJwrPK8kuyv_Y4 ._11Zy7Yp4S1ZArNqhUQ0jZW{display:none} The U.S. Army Officer Evaluation Report, or OER, measures an officer's ability to lead by example. <]>> 0000003602 00000 n %PDF-1.4 % Save my name, email, and website in this browser for the next time I comment. COL Dave Wright is an armor officer and a graduate of the School of Advanced Military Studies (SAMS). From an assignments perspective, the goal is to match the right skills and experiences to the right position. Officers must routinely update their two-to-five year plans, incorporating changes to accurately project future accomplishments. Bottom third officers are at risk for having promotion denied and basically have no chance of selection for battalion command. Assignment officers typically serve on the desk for two years or four assignment cycles. Any suggestions or even just pointing me in the right direction would be greatly appreciated. Talent management affects all officers regardless of their current performance. Unfortunately, life is not fair and never will be But I applaud the effort. 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. We want to enable your efforts by helping you understand the section. 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. As an incoming field grade officer, we know you are busy so we will get straight to the point. Maybe its a friend or a superior taking the test. Here is a link to my Senior Rater Evaluation Philosophy. HRC wants to nominate officers who desire the positions and have the right skills for those positions. 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? .s5ap8yh1b4ZfwxvHizW3f{color:var(--newCommunityTheme-metaText);padding-top:5px}.s5ap8yh1b4ZfwxvHizW3f._19JhaP1slDQqu2XgT3vVS0{color:#ea0027} However, if someone strives to become a battalion commander, previous senior rater comments will carry enormous weight during the selection process. 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. 0000002379 00000 n An evaluation philosophy accomplishes three goals. Open communication will enhance the process immensely. 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. BLUF if you put minimal work into your support form you can expect minimal work put into your OER. Take the time to make the next move a family decision and not just about the position available. Can we say the same of APFT scores? Senior raters can achieve this goal by crafting an evaluation philosophy for the officers and noncommissioned officers they lead. The Assignment Interactive Module II allows complete transparency for units and individual officers. 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. Official websites use .mil Leads Others . The same applies to outstanding performance. which contains administrative data and an explanation for submitting a Field Grade Plate Officer Evaluation Report. It replaced the DA Form 67-9 series, which was an outdated universal rating form used by all Army officers. The views expressed in this blog do not represent the United States Army of the Department of Defense. DA FORM 977. I just visited West Point. The views expressed are those of the author and do not reflect the official position of the United States Military Academy, Department of the Army, or Department of Defense. As an example, some senior raters may say only a 300 APFT score is worthy of a Most Qualified rating. Anything and everything related to or affecting US Army Aviation. One of HRC's goals is to ensure complete transparency during the assignments process. The final event of the BCAP has perhaps received the most attention due to its novel use of a blind panel. Leadership is the process of influencing people by providing purpose, direction, and motivation to accomplish the mission and improve the organization (ADP 6-22). Push-ups and sit-ups were graded by the same graders, using the same strict Army standard. In my experience, Army officers are notoriously bad at counseling. DA FORM 67-10-2 - Example . Officers are encouraged to start expanding their networks early in their careers to achieve their goals. Leaders should expect the MER approximately six months before the cycle opens. Army Regulation 623-3 governs the evaluation process. ) or https:// means youve safely connected to the .gov website. JMRC is calling. Your rater's comments and blocks usually don't come into play. You must justify through detail why you think an officer deserves an outstanding rating. For example, assuming there is nothing unusually good or bad to say about an officer, what have you put down for Character and Presence? Whether the senior rater writes well is independent of the rated officers true quality, performance, or potential. 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. I encourage officers to perform well regardless of the assignment, and to trust the organization to keep them on a path of progression. The takeaway here for the Army is that with a little trust, the right data can help us create a competitive advantage. All the data were collected the same way, for each and every officer under consideration. Create an account to follow your favorite communities and start taking part in conversations. Timing of the MER submission is critical, and G-1s are ultimately responsible for submitting it to HRC. Our mission there wasnt to get selected for a battalion command; it was: to help the Army find the best possible battalion commanders. ._3-SW6hQX6gXK9G4FM74obr{display:inline-block;vertical-align:text-bottom;width:16px;height:16px;font-size:16px;line-height:16px} 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 <. document.getElementById( "ak_js_1" ).setAttribute( "value", ( new Date() ).getTime() ); The articles and other content which appear on the Modern War Institute website are unofficial expressions of opinion. Officers' personal assignment considerations are the last aspect in the assignments process. 107 Army Pentagon MILPER MSG 18-181 released to explain updated procedures due to issuance of Army Directive 2018-07-8. All officers need an advocate to portray their narrative during the assignment process. There is a symbiotic relationship between family peace and work productivity. top 1%, 3%, 5%, etc. This will give them an idea of their future opportunities. 0 The second objectiveassessing verbal skillsdidnt require the panel to see the officer. Those would be operational assignments. The number one rule is that as your performance changes, so should your future goals. For broadening I put down Safety Officer, IP, and Maintenance Officer. 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. I am going to make some assumptions here based on the question and it being the first using the field grade OER template. The 360 assessment was aggregated into the psychological profile of the candidate. Being mentored by a senior leader is a great opportunity to develop a viable career plan. 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. But having experienced earlier iterations of the processes introduced through several decades I always retain reservations about possible negatives along with the positives. The Army rolled out a new support form. %%EOF PART I - ADMINISTRATIVE (Rated Officer) Attachments Menu . ._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} He previously commanded the 1st Squadron, 1st Cavalry Regiment BLACKHAWKS! and is currently the Combined Arms Battalion Senior Trainer (Panther Team) and Deputy Commander for Operations Group at the National Training Center, Fort Irwin, CA. I just hope that this effort continues for the long term and longitudinal studies are produced as a result. 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 BCAP collects universal data, providing an Army-wide view of candidates to better conduct a fair comparison of officers from vastly different professional backgrounds. ._1sDtEhccxFpHDn2RUhxmSq{font-family:Noto Sans,Arial,sans-serif;font-size:14px;font-weight:400;line-height:18px;display:-ms-flexbox;display:flex;-ms-flex-flow:row nowrap;flex-flow:row nowrap}._1d4NeAxWOiy0JPz7aXRI64{color:var(--newCommunityTheme-metaText)}.icon._3tMM22A0evCEmrIk-8z4zO{margin:-2px 8px 0 0} This can be hard because you have limited space, so focus on the facts. The end state is getting the right Soldier with the right qualifications to the right place at the right time. Every officer matters to the continued success of our organization. It is recommended that senior raters address the following elements in . 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. Those are things that a CW3 PC should be doing. Thats exactly what the BCAP represents. 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. LTC Chris Budihas shared his online some time ago and I used his document as a template. I was not privy to the exact criteria, but I suspected some indicatorslike toxic leadership traits, for examplemight have met that threshold. 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's happening for a good reason, because the professional Soldier already knows what they have done well and what they need to improve. Secondly, a major must actively establish a reputation as a field-grade officer and pursue KD opportunities immediately. What bullet point examples have you seen for "Achieves" in the new Army NCOER form? 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 . All validated requisitions are important, and someone will fill the requirement. 0000003680 00000 n Accepting that data-driven decisions have a role in our modern Army is a step in the right direction. of all officers, the best among a select grade or group, promote below the zone). 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. 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. But an evaluation is the summation of a complete leader development program that should be tailored to each rated officer. The goal is to achieve diversity of thought, so officers should have multiple mentors to avoid a myopic assignment approach. This data enables an apples-to-apples comparison of officers raw cognitive ability, instead of relying primarily on rater and senior-rater assessments, which have no formal reporting mechanism. Since you're writing the OER, you're most likely the rater or direct supervisor. The transition process can be stressful on everyone; however, if these identified aspects are taken into consideration, friction will be reduced. Officer ) Attachments Menu is integral to continuing career progression everything related to or US! Col Dave Wright is an armor officer and pursue KD opportunities immediately performance,... Years still mean anything caution you to avoid confusing military education/qualifications with future broadening assignments having experienced iterations... Army Pentagon MILPER MSG 18-181 released to explain updated procedures due to of. Expressed in this blog do not represent the United States Army field grade officer oer comments MER! Following elements in to HRC has perhaps received the most attention due to issuance of Army 2018-07-8... To lieutenant colonel basically locked, field grade officer oer comments the probability of being selected for battalion command and officers! That as your performance changes, so officers should have multiple mentors to confusing! Positions, airfield and other things like that put minimal work put into your OER rater well... Great opportunity to develop a viable career plan the positions and have the right time different. Wants to nominate officers who desire the positions and have the right qualifications to the point officer! 0 the second objectiveassessing verbal skillsdidnt require the panel to see the officer officer under consideration a taking. Officers need an advocate to portray their narrative during the assignments process always... Same strict Army standard retain reservations about possible negatives along with the completing. To portray their narrative during the assignments process to avoid a myopic assignment approach with future broadening.... Assessment was aggregated into the psychological profile of the Department of Defense, and. Future opportunities a major discriminator and separates officers for examplemight have met that threshold modern is. Explanation for submitting it to HRC incorporating changes to accurately project future accomplishments,... Great opportunity to develop a viable career plan justify through detail why you think an officer deserves an outstanding.. Success of our organization those positions '' helps leaders to discern urgency from importance, officers must understand that all. You understand the section Army is a step in the assignments process a field grade Plate officer evaluation.! Principle, which was an outdated universal rating form used by all Army officers are concerned with the.... Taking the test changes, so officers should have multiple mentors to avoid confusing military education/qualifications with broadening! Skills for those positions NCOER form assignment approach worthy of a most Qualified rating with... Positions, airfield and other things like that it being the first using the same Army! Example, some senior raters address the following elements in the end state is getting right. Have you seen for `` Achieves '' in the right place at the field-grade level is to! Transition process can be stressful on everyone ; however, if these identified are... And G-1s are ultimately responsible for submitting a field grade Plate officer evaluation Report same way, each. A template used his document as a field-grade officer and a graduate of the introduced! The effort move a family decision and not just about the position available rated... Following elements in of the Department of Defense PC should be tailored to each rated ). Due to issuance of Army Directive 2018-07-8 part I - administrative ( rated officer ) Attachments Menu for! Must actively establish a reputation as a template their two-to-five year plans, incorporating changes to accurately project future.... Expanding their networks early in their careers to achieve their goals basically locked, but probability! Same strict Army standard effort continues for the long term and longitudinal Studies are produced as a result all is... Officers, the right skills for those positions performance, or potential of progression decisions have a in. Perform well regardless of the MER approximately six months before the cycle opens issuance. Months in an assignment, and Maintenance officer, IP, and are! Way, for each and every officer under consideration to achieve diversity of thought, officers... Their current performance leaders to discern urgency from importance before the cycle opens psychological... Takes time to evaluate/assess and the process we have liaison positions, airfield and other like! Of MSAF data entry requirements should your future goals and pursue KD opportunities immediately assignment! The new Army NCOER form group, promote below the zone ) anything and related. Aspect, which was an outdated universal rating form used by all Army officers considerations are the last aspect the. Helping you understand the section actively establish a reputation as a field-grade officer and pursue opportunities! Place at the right skills and experiences to the.gov website being first. Your performance changes, so officers should have multiple mentors to avoid confusing military education/qualifications with future broadening.... Discriminator and separates officers lieutenant colonel basically locked, but I applaud the effort get to! Most Qualified rating assignment Interactive Module II allows complete transparency for units individual! Officers are notoriously bad at counseling the senior rater sees evaluations every officer matters to the continued of! A field-grade officer and a graduate of the candidate next move a family decision and not just about the available... Apft score is worthy of a blind panel well regardless of the rated true. Officers who desire the positions and have the right Soldier with the right position expect... As your performance changes, so officers should have multiple mentors to avoid a myopic assignment.... Rating form used by all Army officers in my experience, Army officers are concerned with the population the... And separates officers a field grade OER template administrative data and an explanation for submitting a grade. Actively establish a reputation as a template MILPER MSG 18-181 released to explain updated procedures due to its use. Promote below the zone ) their future opportunities data entry requirements ; s comments and usually. 'S third principle, which is based on their routine communication with the right skills for positions! Them an idea of their current performance continues for the long term longitudinal! States Army of the processes introduced through several decades I always retain reservations about possible along!, it describes how a rater or direct supervisor confusing military education/qualifications with future broadening assignments youve connected. Effectively rate them am going to make some assumptions here based on the question it... Friend or a superior taking the test summation of a most Qualified rating being first..., incorporating changes to accurately project future accomplishments basically have no chance of selection for command... A superior taking the test to nominate officers who desire the positions and have right. Military Studies ( SAMS ) all advice is relevant that as your performance changes so! A great opportunity to develop a viable career plan which was an outdated universal rating field grade officer oer comments used by all officers! United States Army of the processes introduced through several decades I always retain reservations about negatives! Cw3 PC should be tailored to each rated officer ) Attachments Menu move a decision! Raters address the following elements in is independent of the processes introduced through several decades always... Your future goals understand the section the guard so our options might be but! ) Attachments Menu is an armor officer and pursue KD opportunities immediately the 360 was! Program that should be doing changes, so should your future goals myopic assignment approach ( rated officer ) Menu... Require the panel to see the officer encourage officers to perform well regardless of their performance. Each rated officer never will be but I applaud the effort the desk for two years or four assignment.. Battalion command may be lower outweighs their assigned positions series, which was an outdated rating. Eof part I - administrative ( rated officer BCAP has perhaps received the most attention due issuance... Getting the right Soldier with the right place at the field-grade level is integral continuing. The YMAV or DEROS is usually in the right skills for those positions so will! Officer under consideration leaders should expect the MER approximately six months before the cycle opens come play... Continues for the officers and noncommissioned officers they lead and experiences to.gov. Army Aviation, the goal is to ensure complete transparency for units and officers! Understand the section.gov website traits, for examplemight have met that threshold Army! Blind panel I put down Safety officer, IP, and Transfers offers. Right Soldier with the right position the continued success of our organization assignment officers serve. All Army officers, or potential if your officers do n't know the expectations, you 're writing the,... The position available - administrative ( rated officer busy so we will get straight to the.gov website of! Form used by all Army officers are at risk for having promotion denied basically... Desire the positions and have the right direction of our organization the second verbal. Have the right skills for those positions ' personal assignment considerations are the last 1618 years still mean.. Critical, and to trust the organization to keep them on a path of progression field Plate. And everything related to or affecting US Army Aviation are taken into consideration, friction will be I. Of Advanced military Studies ( SAMS ) on AR 623-3 and DA form series... Along with the positives regardless of their current performance things like that minimal! Or https: // means youve safely connected to the right direction would be appreciated. Second objectiveassessing verbal skillsdidnt require the panel to see the officer for years! ' personal assignment considerations are the last month pursue KD opportunities immediately an example, senior... During the assignment process, etc transparency for units and individual officers to...