The end state is getting the right Soldier with the right qualifications to the right place at the right time. o excelled as Unit Prevention Leader; meticulous attention to detail ensured no discrepancies occurred during . Promotion opportunities are many, and multiple paths lead to the same end state. My performance there will likely determine if I will continue to progress as a leader of soldiers in the United States Army. -For pregnant officers, the comments will be "Exempt from APFT requirement in accordance with AR 40-501."( For pregnant officers who have not taken the APFT within the last 12 months due to pregnancy, temporary profiles, and/or convalescent leave. ._38lwnrIpIyqxDfAF1iwhcV{background-color:var(--newCommunityTheme-widgetColors-lineColor);border:none;height:1px;margin:16px 0}._37coyt0h8ryIQubA7RHmUc{margin-top:12px;padding-top:12px}._2XJvPvYIEYtcS4ORsDXwa3,._2Vkdik1Q8k0lBEhhA_lRKE,.icon._2Vkdik1Q8k0lBEhhA_lRKE{border-radius:100%;box-sizing:border-box;-ms-flex:none;flex:none;margin-right:8px}._2Vkdik1Q8k0lBEhhA_lRKE,.icon._2Vkdik1Q8k0lBEhhA_lRKE{background-position:50%;background-repeat:no-repeat;background-size:100%;height:54px;width:54px;font-size:54px;line-height:54px}._2Vkdik1Q8k0lBEhhA_lRKE._1uo2TG25LvAJS3bl-u72J4,.icon._2Vkdik1Q8k0lBEhhA_lRKE._1uo2TG25LvAJS3bl-u72J4{filter:blur()}.eGjjbHtkgFc-SYka3LM3M,.icon.eGjjbHtkgFc-SYka3LM3M{border-radius:100%;box-sizing:border-box;-ms-flex:none;flex:none;margin-right:8px;background-position:50%;background-repeat:no-repeat;background-size:100%;height:36px;width:36px}.eGjjbHtkgFc-SYka3LM3M._1uo2TG25LvAJS3bl-u72J4,.icon.eGjjbHtkgFc-SYka3LM3M._1uo2TG25LvAJS3bl-u72J4{filter:blur()}._3nzVPnRRnrls4DOXO_I0fn{margin:auto 0 auto auto;padding-top:10px;vertical-align:middle}._3nzVPnRRnrls4DOXO_I0fn ._1LAmcxBaaqShJsi8RNT-Vp i{color:unset}._2bWoGvMqVhMWwhp4Pgt4LP{margin:16px 0;font-size:12px;font-weight:400;line-height:16px}.icon.tWeTbHFf02PguTEonwJD0{margin-right:4px;vertical-align:top}._2AbGMsrZJPHrLm9e-oyW1E{width:180px;text-align:center}.icon._1cB7-TWJtfCxXAqqeyVb2q{cursor:pointer;margin-left:6px;height:14px;fill:#dadada;font-size:12px;vertical-align:middle}.hpxKmfWP2ZiwdKaWpefMn{background-color:var(--newCommunityTheme-active);background-size:cover;background-image:var(--newCommunityTheme-banner-backgroundImage);background-position-y:center;background-position-x:center;background-repeat:no-repeat;border-radius:3px 3px 0 0;height:34px;margin:-12px -12px 10px}._20Kb6TX_CdnePoT8iEsls6{-ms-flex-align:center;align-items:center;display:-ms-flexbox;display:flex;margin-bottom:8px}._20Kb6TX_CdnePoT8iEsls6>*{display:inline-block;vertical-align:middle}.t9oUK2WY0d28lhLAh3N5q{margin-top:-23px}._2KqgQ5WzoQRJqjjoznu22o{display:inline-block;-ms-flex-negative:0;flex-shrink:0;position:relative}._2D7eYuDY6cYGtybECmsxvE{-ms-flex:1 1 auto;flex:1 1 auto;overflow:hidden;text-overflow:ellipsis}._2D7eYuDY6cYGtybECmsxvE:hover{text-decoration:underline}._19bCWnxeTjqzBElWZfIlJb{font-size:16px;font-weight:500;line-height:20px;display:inline-block}._2TC7AdkcuxFIFKRO_VWis8{margin-left:10px;margin-top:30px}._2TC7AdkcuxFIFKRO_VWis8._35WVFxUni5zeFkPk7O4iiB{margin-top:35px}._1LAmcxBaaqShJsi8RNT-Vp{padding:0 2px 0 4px;vertical-align:middle}._2BY2-wxSbNFYqAy98jWyTC{margin-top:10px}._3sGbDVmLJd_8OV8Kfl7dVv{font-family:Noto Sans,Arial,sans-serif;font-size:14px;font-weight:400;line-height:21px;margin-top:8px;word-wrap:break-word}._1qiHDKK74j6hUNxM0p9ZIp{margin-top:12px}.Jy6FIGP1NvWbVjQZN7FHA,._326PJFFRv8chYfOlaEYmGt,._1eMniuqQCoYf3kOpyx83Jj,._1cDoUuVvel5B1n5wa3K507{-ms-flex-pack:center;justify-content:center;margin-top:12px;width:100%}._1eMniuqQCoYf3kOpyx83Jj{margin-bottom:8px}._2_w8DCFR-DCxgxlP1SGNq5{margin-right:4px;vertical-align:middle}._1aS-wQ7rpbcxKT0d5kjrbh{border-radius:4px;display:inline-block;padding:4px}._2cn386lOe1A_DTmBUA-qSM{border-top:1px solid var(--newCommunityTheme-widgetColors-lineColor);margin-top:10px}._2Zdkj7cQEO3zSGHGK2XnZv{display:inline-block}.wzFxUZxKK8HkWiEhs0tyE{font-size:12px;font-weight:700;line-height:16px;color:var(--newCommunityTheme-button);cursor:pointer;text-align:left;margin-top:2px}._3R24jLERJTaoRbM_vYd9v0._3R24jLERJTaoRbM_vYd9v0._3R24jLERJTaoRbM_vYd9v0{display:none}.yobE-ux_T1smVDcFMMKFv{font-size:16px;font-weight:500;line-height:20px}._1vPW2g721nsu89X6ojahiX{margin-top:12px}._pTJqhLm_UAXS5SZtLPKd{text-transform:none} Counseling need not be formal; it helps to have structure. Senior raters shoulder an enormous responsibility when managing evaluations. Rated officers or NCOs should not write their own evaluations, period. 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. However, we were told that the blind interview had two specific objectives: (1) to determine if an officer was ready for command; and (2) to assess the verbal communication skills of the officer. %PDF-1.4 % One of a major's first priorities is to complete the Command and General Staff Officers Course regardless of assigned method. 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. Since you're writing the OER, you're most likely the rater or direct supervisor. -Addressing the lack of a rated officer's signature on the OER. 929 0 obj <> endobj The MER is the unit's best opportunity to submit formal input into the process. Congrats on the selection and good luck wherever you command! An evaluation philosophy articulates the link between a senior raters leader development strategy and the evaluation as recorded output. I am going to make some assumptions here based on the question and it being the first using the field grade OER template. A locked padlock 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. hbbd``b`1@D\HZ$201210Cg Assignment officers are concerned with the "faces" aspect, which is based on their routine communication with the population completing the process. Footnotes. 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. Downing Scholar. As a descriptive document, the evaluation philosophy is intended to help subordinates understand what is expected of them and what they should expect from you. (See figure 1.) Although lokely the rater is simply copying from the support form and changing pronouns. This will give them an idea of their future opportunities. top 1%, 3%, 5%, etc. However, officers must understand that not all advice is relevant. Currently there are two cycles: the 01 cycle, which runs from Oct. 1 through March 31, and the 02 cycle, which runs from April 1 through Sept. 30. 0000002379 00000 n Unlimited potential. MSAF information was a data point collected on DA Form 67-10 series OERs dated Nov 2015. As another example, saying "Captain Doe recovered $500,000 of missing equipment swiftly by utilizing a new tracking system" is better than, "Captain Doe is responsible for high-dollar equipment." ._12xlue8dQ1odPw1J81FIGQ{display:inline-block;vertical-align:middle} Performance is everything. Dwyer received an MBA from Tarleton State University/Texas A&M Central Texas and an MFA in creative writing from National University in La Jolla, Calif. How Would a Police Sergeant Motivate His Employees? It takes time to evaluate/assess and the process exists. The form begins with the officer's demographic data, followed by the raters' names. %PDF-1.6 % Raters and SRs should do their work. All validated requisitions are important, and someone will fill the requirement. ._3K2ydhts9_ES4s9UpcXqBi{display:block;padding:0 16px;width:100%} 0000000576 00000 n As an example, some senior raters may say only a 300 APFT score is worthy of a Most Qualified rating. . This article was published in the July-August 2018 issue of Army Sustainment magazine. ._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)} xbbd`b``3n0 Fi . Any suggestions or even just pointing me in the right direction would be greatly appreciated. Core Leader Competencies: Leads . 0 If you don't, the wrong leaders might rise to power. Our recommended tips for completing the OERSF: #1) Keep a running log of your significant contributions and accomplishments throughout the rating period. 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. Take, for example, our height and weight measurementsone of the first assessments to ensure we met Army standards for body composition. The APFT was followed by a battery of psychometric tests and writing assessment to measure overall cognitive abilities and to scan for any potential issues regarding a candidates psychological health. Your email address will not be published. Panel members just needed to hear what that officer was saying and assess how effective he or she communicated according to a rubric shared with candidates before our arrival at Fort Knox. Regardless if your AOC takes command, half of our board is not medical. Army Publishing Directorate Senior leader involvement in the talent management process encourages officers to build a solid reach-back network. 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. One of the simplest, and often overlooked, rater responsibilities is articulating to the rated officers what is the definition of success. Leads Others . A lock ( Do soldiers of higher cognitive ability actually make better commanders? The 360 assessment was aggregated into the psychological profile of the candidate. Army evaluations remain the most important discriminatory tool for retention, promotion, and centralized selection for professional education and command, but too often rated Soldiers have no idea how their raters assessed performance and potential. ._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} Refer to this document often until you become comfortable with the OER structure. I wouldnt consider the items you listed as broadening. Sample Army OER Rater Bullet # 3 Save my name, email, and website in this browser for the next time I comment. Builds Trust . 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. 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. For many officers, there is a lot of time between company command and their first key development job as a field grade officer. Comments on the OER are typically in paragraph form rather than bullet points like the NCOER. 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 just visited West Point. Direct leadership skills are required for organizational leaders, but organizational leaders also require a different set of skills and attributes to be successful. The Army rolled out a new support form. ._3bX7W3J0lU78fp7cayvNxx{max-width:208px;text-align:center} Additionally, senior raters can only comment on officers under their . The Army had to start somewhere, though. .FIYolDqalszTnjjNfThfT{max-width:256px;white-space:normal;text-align:center} 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. Hope that helps. I am going to make some assumptions here based on the question and it being the first using the field grade OER template. For the most part, an officer's immediate advocates should be from his or her current chain of command. Often the people grading are the people who also stand to benefit from increases in unit physical performance stats. Anything and everything related to or affecting US Army Aviation. I caution you to avoid confusing military education/qualifications with future broadening assignments. CW5) OFFICER EVALUATION REPORT For use of this form, see AR 623-3; the proponent agency is DOS, G-1. This is not a novel concept or one that I claim to have invented. The human element still plays the biggest role in deciding if and where an officer will command a battalion. Performance does not always equal potential either, yet we often forget that. The Military Is Not the Nations Emergency Room Doctor. 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. Should only be used for: The best Most Qualified (MQ) reports within a mature profile Highly Qualified (HQ) reports that follow an MQ for same rated officer with discretion, for the very best officers with HQ reports in small The Modern War Institute does not screen articles to fit a particular editorial agenda, nor endorse or advocate material that is published. Does anyone besides me still think it is outrageous that OERs/NCOERs are sometimes filled out and written by the the person who's ER it is. From an assignments perspective, the goal is to match the right skills and experiences to the right position. Hit em with the good old Observer Controller! This is the most important promotion statistic about going from major to lieutenant colonel. Potential is harder to articulate; my thoughts (below), collected from mentors and leaders over the years, are just a microcosm of what can be used to describe potential. 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. 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? Everyone notices. I imagine that in the future this system will be refined, but the idea of soliciting subordinate and peer feedback resonated with me and with many other candidates. Our mission there wasnt to get selected for a battalion command; it was: to help the Army find the best possible battalion commanders. Vincent, thanks for writing this. 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. How willing were we to say, Sir/Maam, that last rep didnt count, your elbows didnt lock out completely? As part of the psychological/ leader profile a 360 assessment was done on each candidate. As many readers will know, the Army has a new process for selecting officers for battalion command. . This can be hard because you have limited space, so focus on the facts. ._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} 0000002906 00000 n %%EOF Assignment officers have an obligation to place the best officers in the right organizations to benefit the Army. 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