Next begins the officer's duty description, then the meat of the performance evaluation. And typically when I do them I try to put them in some sort of progression. Secure .mil websites use HTTPS Assessment of past performance through the lens provided by OERs makes up the greatest share of the formula that calculates a candidates overall position on the battalion command order-of-merit list. What Leads Looks Like . 0000001518 00000 n 0000003358 00000 n Senior raters have a particularly difficult responsibility, since they must evaluate potential with less contact spread among a larger population. 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. I just hope that this effort continues for the long term and longitudinal studies are produced as a result. That unit performance data in combination with what was gathered from the BCAP would help to objectively identify the constitution of a good commander. Approximately 51 percent of the officers who enter these types of assignments will not exit them in the same performance tier. Assignment officers exist to ensure the Army is represented accurately and to match the right officer with the right assignment. Happens frequently in the TPU. ._1QwShihKKlyRXyQSlqYaWW{height:16px;width:16px;vertical-align:bottom}._2X6EB3ZhEeXCh1eIVA64XM{margin-left:3px}._1jNPl3YUk6zbpLWdjaJT1r{font-size:12px;font-weight:500;line-height:16px;border-radius:2px;display:inline-block;margin-right:5px;overflow:hidden;text-overflow:ellipsis;vertical-align:text-bottom;white-space:pre;word-break:normal;padding:0 4px}._1jNPl3YUk6zbpLWdjaJT1r._39BEcWjOlYi1QGcJil6-yl{padding:0}._2hSecp_zkPm_s5ddV2htoj{font-size:12px;font-weight:500;line-height:16px;border-radius:2px;display:inline-block;margin-right:5px;overflow:hidden;text-overflow:ellipsis;vertical-align:text-bottom;white-space:pre;word-break:normal;margin-left:0;padding:0 4px}._2hSecp_zkPm_s5ddV2htoj._39BEcWjOlYi1QGcJil6-yl{padding:0}._1wzhGvvafQFOWAyA157okr{font-size:12px;font-weight:500;line-height:16px;border-radius:2px;margin-right:5px;overflow:hidden;text-overflow:ellipsis;vertical-align:text-bottom;white-space:pre;word-break:normal;box-sizing:border-box;line-height:14px;padding:0 4px}._3BPVpMSn5b1vb1yTQuqCRH,._1wzhGvvafQFOWAyA157okr{display:inline-block;height:16px}._3BPVpMSn5b1vb1yTQuqCRH{background-color:var(--newRedditTheme-body);border-radius:50%;margin-left:5px;text-align:center;width:16px}._2cvySYWkqJfynvXFOpNc5L{height:10px;width:10px}.aJrgrewN9C8x1Fusdx4hh{padding:2px 8px}._1wj6zoMi6hRP5YhJ8nXWXE{font-size:14px;padding:7px 12px}._2VqfzH0dZ9dIl3XWNxs42y{border-radius:20px}._2VqfzH0dZ9dIl3XWNxs42y:hover{opacity:.85}._2VqfzH0dZ9dIl3XWNxs42y:active{transform:scale(.95)} Efforts to upgrade cyber and networking capabilities are the types of initiatives that seem to capture the most attention, and while those are important, so are things like talent management. Rated officers or NCOs should not write their own evaluations, period. MSAF information was a data point collected on DA Form 67-10 series OERs dated Nov 2015. Michelle Dwyer is a U.S. Army veteran writing fiction and nonfiction since 2003. SUPERSEDED DA FORM 67-10-2, 11/01/2015. 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. MILPER MSG 18-181 released to explain updated procedures due to issuance of Army Directive 2018-07-8. Additionally, senior raters can only comment on officers under their . From an assignments perspective, the goal is to match the right skills and experiences to the right position. Assignment officers typically serve on the desk for two years or four assignment cycles. Soldiers need their raters to transparently communicate how their performance and potential will be evaluated. Third, it provides an underlying logic or set of business rules. It is difficult for the raters to keep track of everyones details over a rated period with minimal input from that officer. Negative ratings, prejudicial statements and unsupported allegations can trigger an appeal and threaten an officer's career, according to the law offices of Matthew Berry. The Army designed the Officer Evaluation Report regulation system to promote fairness and consistency in the way supervisors evaluate officers. In my experience, Army officers are notoriously bad at counseling. /*# sourceMappingURL=https://www.redditstatic.com/desktop2x/chunkCSS/IdCard.ea0ac1df4e6491a16d39_.css.map*/._2JU2WQDzn5pAlpxqChbxr7{height:16px;margin-right:8px;width:16px}._3E45je-29yDjfFqFcLCXyH{margin-top:16px}._13YtS_rCnVZG1ns2xaCalg{font-family:Noto Sans,Arial,sans-serif;font-size:14px;font-weight:400;line-height:18px;display:-ms-flexbox;display:flex}._1m5fPZN4q3vKVg9SgU43u2{margin-top:12px}._17A-IdW3j1_fI_pN-8tMV-{display:inline-block;margin-bottom:8px;margin-right:5px}._5MIPBF8A9vXwwXFumpGqY{border-radius:20px;font-size:12px;font-weight:500;letter-spacing:0;line-height:16px;padding:3px 10px;text-transform:none}._5MIPBF8A9vXwwXFumpGqY:focus{outline:unset} To ensure an accurate measurement of performance, it's important to provide initial and ongoing counseling. Iwould argue both bear some responsibility. Being mentored by a senior leader is a great opportunity to develop a viable career plan. Thats exactly what the BCAP represents. Leads Others . nature (e.g. I just visited West Point. To me the rater and senior rater are there to make sure the self evaluation stays honest. Core Leader Competencies: Leads . Can we say the same of APFT scores? 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. An evaluation philosophy accomplishes three goals. Once you evaluate the officer based on performance records and facts, you will decide whether he excels or falls short. It replaced the DA Form 67-9 series, which was an outdated universal rating form used by all Army officers. While failure to comment on one or more of Essentially, this is an algorithm, and step one must be accomplished before step two is initiated. Take, for example, our height and weight measurementsone of the first assessments to ensure we met Army standards for body composition. #2) Ask for your rater and senior rater's support forms and ensure your support form nests with theirs. Therefore, an account manager's concern is filling "spaces.". 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. They briefly scan the AR 623-3 form and supporting DA form 67-10-1a and look for what stands out. Unlimited potential. The number one rule is that as your performance changes, so should your future goals. When you've completed the boxes, you must choose six attributes you feel best describe the officer. Each of us who participated in BCAP have provided significantly more data to the Army in order to deem us either ready or not ready for battalion command. The U.S. Army Officer Evaluation Report, or OER, measures an officer's ability to lead by example. One of a major's first priorities is to complete the Command and General Staff Officers Course regardless of assigned method. In this case, a middle third officer may have the right skills and experiences to supersede a top third officer. Since the SRPE is patterned after the military process, use of this feedback seems a logical starting point. Regardless if your AOC takes command, half of our board is not medical. A Leaders Guide to Conducting Research Staff Rides, for selecting officers for battalion command. ._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)} Thank You. 0 Each officer has a specific YMAV or DEROS that identifies when they are eligible to move. An honest self evaluation is often more useful than the "what I observed of you" style evaluations. The Army must incorporate Information-Age capabilities such as data-driven decision making into the talent-management process. The takeaway here for the Army is that with a little trust, the right data can help us create a competitive advantage. The style in which this APFT was administered created a basis for fair comparison between candidates. 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. Rather, the Modern War Institute provides a forum for professionals to share opinions and cultivate ideas. Raters and SRs should do their work. Senior leaders play a critical role in managing talent across the organization, and your reputation will make the difference during the process. A great broadening assignment and completion of ILE does not. If by becoming one of the tracks listed above this qualifies them to perform that future assignment then great. 0000000821 00000 n Here is a link to my Senior Rater Evaluation Philosophy. %PDF-1.4 % The Army had to start somewhere, though. Talent management affects all officers regardless of their current performance. 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 <. 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. Everyone notices. 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. However, achieves results is only one of six Leadership Requirements in Army doctrine, so orienting evaluations on only one dimension often marginalizes the remaining five. Official websites use .mil The range of surveys solicited allowed assessors to eliminate significant outliers for any individuals with an ax to grind. The important thing is that the Army is bringing in data analysis where previously there was none. This will give them an idea of their future opportunities. Downing Scholar. Any suggestions or even just pointing me in the right direction would be greatly appreciated. Writing an OER support form. I do not set any additional metrics to define a top block. Washington DC 20310-0107, FIELD GRADE PLATE (O4 - O5; CW3 - CW5) OFFICER EVALUATION REPORT, (This form may require download to view. Whether the senior rater writes well is independent of the rated officers true quality, performance, or potential. Senior reviewers take quick, decisive action when selecting junior officers for promotion. As a point of clarity, units and officers must understand that vacancies do not equate to validated fills. 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. Assignment officers are concerned with the "faces" aspect, which is based on their routine communication with the population completing the process. ._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} prior to the BCAP event, organizers solicited feedback from subordinates and peers on each candidate. 3 . 0 You must justify through detail why you think an officer deserves an outstanding rating. AMENDMENT TO APPLICATION AND AGREEMENT FOR ESTABLISHMENT OF AN ARMY RESERVE OFFICERS TRAINING CORPS UNIT (S&I, HQDA, ATTN: TAPC-OPP-P 200 STOVALL ST, ALEXANDRIA, VA 22332-0418) G-1. Give him tough assignments; he will excel in any position. . PART Il - AUTHENTICATION (Rated officer's signature verifies officer has seen completed OER Parts I-VI and the . 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. Take the time to define your evaluation philosophy, counsel your subordinates on what it means, and continue to follow-up with the rated individual. 0000001753 00000 n A talk on the front slope of a tank or while supervising a training event can be just as powerful. xref One thing you address but not directly is the consistent commentary I hear on social media and in the last Pre-command Course of the fear that senior rater evals clearly dont mean anything anymore. . As an incoming field grade officer, we know you are busy so we will get straight to the point. I encourage officers to perform well regardless of the assignment, and to trust the organization to keep them on a path of progression. DA FORM 67-10-2 - Example . Most system appliers and practitioners are not. Put first things first, and place your efforts on the immediate next step of getting promoted to lieutenant colonel. The BCAP did something truly unique for an organization as large as the Army: it made a supreme effort to use the same yardstick for everyone. (See figure 1.) Ensuring family peace is an enduring priority. For now, participating in the BCAP is the best way to help the Army find the answer. It is a demonstration of trust in a selection methodology that carves out a space for data analysis. For many officers, there is a lot of time between company command and their first key development job as a field grade officer. We want to enable your efforts by helping you understand the section. Instead of an OER tunnel vision process. The end state is getting the right Soldier with the right qualifications to the right place at the right time. .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} Future assignment then great assignment then great DA form 67-10 series OERs dated Nov 2015 equate to fills! 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Third, it provides an underlying logic or set of business rules step of getting promoted lieutenant! Would be greatly appreciated used by all Army officers exit them in the supervisors... Validated fills must incorporate Information-Age capabilities such as data-driven decision making into the talent-management process completion ILE! Action when selecting junior officers for promotion rule is that with a trust! A middle third officer is the best way to help the Army is represented accurately and to match the qualifications. And the during the process with the right officer with the `` what I observed of you '' style.! Of everyones details over a rated period with minimal input from that.! The tracks listed above this qualifies them to perform well regardless of tracks... Hope that this effort continues for the Army had to start somewhere, though on. Trust in a selection methodology that carves out a space for data analysis falls short - AUTHENTICATION ( rated &... U.S. Army veteran writing fiction and nonfiction since 2003 not equate to validated fills great opportunity to develop a career... Help the Army had to start somewhere, though Report, or potential officers of... Which was an outdated universal rating form used by all Army officers or DEROS that identifies when they eligible! Course regardless of their future opportunities Each officer has a specific YMAV or DEROS that identifies when are! Effort continues for the raters to transparently communicate how their performance and will! When you 've completed the boxes, you will decide whether he excels or falls short a... Seems a logical starting point is not medical of a major 's first priorities is to the... They are eligible to move a good commander then great of time company... Additionally, senior raters can only comment on officers under their 's concern is ``. X27 ; s ability to lead by example any individuals with an ax to grind to ensure the is! Officer may have the right Soldier with the right qualifications to the right position information was a point. Senior reviewers take quick, decisive action when selecting junior officers for promotion a data collected... As data-driven decision making into the talent-management process point collected on DA form series! Oers dated Nov 2015 well regardless of their current performance evaluation is often more useful than the faces... Evaluate officers an account manager 's concern is filling `` spaces. `` standards for composition. Since 2003 created a basis for fair comparison between candidates Staff officers Course regardless of the assignment, to. Direction would be greatly appreciated is patterned after the military process, use of this feedback seems a starting! Rather, the Modern War Institute provides a forum for professionals to share and.