Instead of an OER tunnel vision process. Accepting that data-driven decisions have a role in our modern Army is a step in the right direction. MSAF information was a data point collected on DA Form 67-10 series OERs dated Nov 2015. ._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)} 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? 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! .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} Rated officers or NCOs should not write their own evaluations, period. The Military Is Not the Nations Emergency Room Doctor. The current field-grade officer evaluation report (OER) doesn't even have a specific spot for raters or senior raters to convey their assessments of a rated officers' intelligence; for now such an assessment can only be inferred from a senior rater's comments. The U.S. Army Officer Evaluation Report, or OER, measures an officer's ability to lead by example. The Army must incorporate Information-Age capabilities such as data-driven decision making into the talent-management process. Take, for example, our height and weight measurementsone of the first assessments to ensure we met Army standards for body composition. Leaders should expect the MER approximately six months before the cycle opens. Any ideas on broadening, operational, and strategic assignments? Image credit:Pvt. Making the alternate list is an accomplishment in itself because there is still a chance to receive a command based on declinations, deferments, or other actions that may require a change in leadership. The mission-essential requirements (MER) list represents consolidated unit priorities for organizational manning requirements specific to the movement cycle. ._3bX7W3J0lU78fp7cayvNxx{max-width:208px;text-align:center} For Senior Rater an MQ is a major discriminator and separates officers. Therefore, an account manager's concern is filling "spaces.". Officers projecting five-to-10 years into the future tend to lose sight of the criticality of their current performance, which jeopardizes growth potential. (See figure 1.) Overall, the quality that most clearly characterized all of the events and the way the BCAP was conducted was consistency. Often officers place a high priority on joint assignments; however, there are risks associated with receiving jobs for which only "the best" are assigned. 0000002906 00000 n 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. JMRC is calling. Networking at the field-grade level is integral to continuing career progression. I agree, and it is a field grade plate. ._3-SW6hQX6gXK9G4FM74obr{display:inline-block;vertical-align:text-bottom;width:16px;height:16px;font-size:16px;line-height:16px} -Addressing the lack of a rated officer's signature on the OER. 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. 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. The OER helps decide if your subordinate officers advance to higher ranks. Broadening assignments are something outside the realm of a typical career path. It puts leaders at risk of chasing the red dots or becoming too focused on Achieves. Official websites use .mil As an example, some senior raters may say only a 300 APFT score is worthy of a Most Qualified rating. ._12xlue8dQ1odPw1J81FIGQ{display:inline-block;vertical-align:middle} 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. 0000001518 00000 n The final event of the BCAP has perhaps received the most attention due to its novel use of a blind panel. You must justify through detail why you think an officer deserves an outstanding rating. They must manage their evaluations profile while also leveraging evaluations as part of a complete talent development strategy. 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. Give him tough assignments; he will excel in any position. Just to make your point that Army standards as simple as the push-up on the APFT are subjective, your example of Sir/Maam, that last rep didnt count, your elbows didnt lock out completely for the push-up does not sound correct. 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. 0000001753 00000 n We want to enable your efforts by helping you understand the section. ._3K2ydhts9_ES4s9UpcXqBi{display:block;padding:0 16px;width:100%} Take the time to define your evaluation philosophy, counsel your subordinates on what it means, and continue to follow-up with the rated individual. Hit em with the good old Observer Controller! 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. 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 establishment of realistic career goals is paramount to successfully managing expectations. Timing of the MER submission is critical, and G-1s are ultimately responsible for submitting it to HRC. It takes time to evaluate/assess and the process exists. Thanks in advance. Whether the senior rater writes well is independent of the rated officers true quality, performance, or potential. Put first things first, and place your efforts on the immediate next step of getting promoted to lieutenant colonel. Approximately 16 blocks listing various officer responsibilities dominate the form. By Lt. Col. Charles L. MontgomeryJune 19, 2018. 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. It's a pain in the ass, and nobody reads them, but you have to do them. Officers normally serve 36 months in an assignment, and the YMAV or DEROS is usually in the last month. 184 0 obj <>stream Approximately 51 percent of the officers who enter these types of assignments will not exit them in the same performance tier. Save my name, email, and website in this browser for the next time I comment. I just visited West Point. In my experience, Army officers are notoriously bad at counseling. @keyframes _1tIZttmhLdrIGrB-6VvZcT{0%{opacity:0}to{opacity:1}}._3uK2I0hi3JFTKnMUFHD2Pd,.HQ2VJViRjokXpRbJzPvvc{--infoTextTooltip-overflow-left:0px;font-size:12px;font-weight:500;line-height:16px;padding:3px 9px;position:absolute;border-radius:4px;margin-top:-6px;background:#000;color:#fff;animation:_1tIZttmhLdrIGrB-6VvZcT .5s step-end;z-index:100;white-space:pre-wrap}._3uK2I0hi3JFTKnMUFHD2Pd:after,.HQ2VJViRjokXpRbJzPvvc:after{content:"";position:absolute;top:100%;left:calc(50% - 4px - var(--infoTextTooltip-overflow-left));width:0;height:0;border-top:3px solid #000;border-left:4px solid transparent;border-right:4px solid transparent}._3uK2I0hi3JFTKnMUFHD2Pd{margin-top:6px}._3uK2I0hi3JFTKnMUFHD2Pd:after{border-bottom:3px solid #000;border-top:none;bottom:100%;top:auto} Evaluations are the only thing more contentious than deployment awards. After taking part in the program and reflecting on the experience since its completion, I have reached two conclusions. If your officers don't know the expectations, you can't effectively rate them. Majors should approach future career goals logically and sequentially. Medical support, educational interests, or exploration opportunities are all worth consideration. How to Become a Warrant Officer in the Marine Corps. Organizations should communicate routinely with their assigned account managers in order to effectively influence the process. 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. Army Regulation 614-100, Officer Assignment Policies, Details, and Transfers, offers detailed insight on assignment policies. To me the rater and senior rater are there to make sure the self evaluation stays honest. o excelled as Unit Prevention Leader; meticulous attention to detail ensured no discrepancies occurred during . I was not privy to the exact criteria, but I suspected some indicatorslike toxic leadership traits, for examplemight have met that threshold. They briefly scan the AR 623-3 form and supporting DA form 67-10-1a and look for what stands out. Often the people grading are the people who also stand to benefit from increases in unit physical performance stats. Your email address will not be published. While that has worked well for the most part, that process has its shortcomings. 0 The style in which this APFT was administered created a basis for fair comparison between candidates. xb```b``a`a``a@ r400`Ps iS7XQds00%00 EX4gi,7mN9l^p2jP12f -` v-20zB\,pG30@d ` % The second objectiveassessing verbal skillsdidnt require the panel to see the officer. The Army has plenty of assignment opportunities other than brigade combat teams, and these opportunities need solid performers. the comments section of the SRPE. It is demanding, but it is important and critical to the development of our next generation of leaders. It might sound clich to make this comparison, but this transformation is like Moneyball for the Army. Performance is everything. The transition process can be stressful on everyone; however, if these identified aspects are taken into consideration, friction will be reduced. Officers are encouraged to start expanding their networks early in their careers to achieve their goals. If they write department OIC instead of command, only the AMEDD half of the board know that's a good thing. An official website of the United States government. The current field-grade officer evaluation report (OER) doesnt even have a specific spot for raters or senior raters to convey their assessments of a rated officers intelligence; for now such an assessment can only be inferred from a senior raters comments. Thats good advice and something Ive done as well. Open communication will enhance the process immensely. 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. Maybe its a friend or a superior taking the test. I am going to make some assumptions here based on the question and it being the first using the field grade OER template. Theoretically, each assignment officer will touch approximately 68 percent of their assigned population over a span of two years. You could also talk your BC or other officers who have written OERS in the past and they usually have examples too. However, there was player data available that had a direct tie-in to achieving more wins: on-base percentages. Covey's third principle, which he calls "put first things first," helps leaders to discern urgency from importance. Some senior raters rely on specific mission or administrative metrics to determine who has the most potential. I do not set any additional metrics to define a top block. new year new NCOER program this helps a lot! o seamlessly integrated new Soldiers within the S3 section; consistently showed genuine concern for his Soldiers. The Army wants specifics on AR 623-3 and DA form 67-10-1a. Follow his tweets on training, leadership, and doctrine @102ndblackhawk6 on Twitter. Hard work is only part of achieving your goal; developing a solid network is another. No one should ever feel surprised, pleasantly or otherwise, when they receive their evaluation. One of the simplest, and often overlooked, rater responsibilities is articulating to the rated officers what is the definition of success. Congrats on the selection and good luck wherever you command! ._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 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. The takeaway here for the Army is that with a little trust, the right data can help us create a competitive advantage. 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? HRC will continue to move personnel in predefined cycles, and senior leaders must not shy away from being involved in the process early. SUPERSEDED DA FORM 67-10-2, 11/01/2015. What Leads Looks Like . 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. For example if the person is a maintenance officer or wants to be I might put company mtp, BAMO, state maintenance officer, etc. A .mil website belongs to an official government organization in the United States. Additionally, senior raters can only comment on officers under their . MOS 66 Nurse Officer Corps OER Examples. Soldiers need their raters to transparently communicate how their performance and potential will be evaluated. 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. What we do is often not as important as how we do it. 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. 2018 with issuance of Army Directive 2018-07-8. 45-https://armypubs.army.mil The MSAF programs was eliminated June 08. Are the best Army officers often from West Point? Being mentored by a senior leader is a great opportunity to develop a viable career plan. Moreover, leadership is not just about achieving results. Officers must routinely update their two-to-five year plans, incorporating changes to accurately project future accomplishments. 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. If you're a Major, you must have Dress Mess. 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. 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. This article was published in the July-August 2018 issue of Army Sustainment magazine. %PDF-1.6 % Senior leaders play a critical role in managing talent across the organization, and your reputation will make the difference during the process. In this case, a middle third officer may have the right skills and experiences to supersede a top third officer. 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. ._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} 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. Senior NCOs are key to an officers development and I trust they also have the Armys best interest at hand. 0000001329 00000 n 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. #3) Be descriptive, both qualitatively and quantitatively, so the support form writes . 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. thank you Sir!! As an officer's performance changes, so does the five-year plan. Writing my first field grade OER for a CW3. Essentially, this is an algorithm, and step one must be accomplished before step two is initiated. 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. To ensure an accurate measurement of performance, it's important to provide initial and ongoing counseling. Senior raters can achieve this goal by crafting an evaluation philosophy for the officers and noncommissioned officers they lead. The stakes are high when writing an evaluation. This allowed the evaluation team to assess emotional intelligence and perception of potential candidates. 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. When you've completed the boxes, you must choose six attributes you feel best describe the officer. A player that got on base more than another would generate more opportunities to score, which translated into more runs and more victories. 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. Footnotes. 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. For many officers, there is a lot of time between company command and their first key development job as a field grade officer. Assignment officers are concerned with the "faces" aspect, which is based on their routine communication with the population completing the process. Senior Rater Bullet Comments; what is best for promotion boards? 3 . Create an account to follow your favorite communities and start taking part in conversations. Selected continuation officers will continue to be assessed for promotion to lieutenant colonel. ) or https:// means youve safely connected to the .gov website. ._2Gt13AX94UlLxkluAMsZqP{background-position:50%;background-repeat:no-repeat;background-size:contain;position:relative;display:inline-block} After some reflection, I realized my peers and I shouldnt overthink how to maximize our personal performance at the BCAP. Pleasantly or otherwise, when they receive their evaluation had a direct tie-in achieving. S3 section ; consistently showed genuine concern for his Soldiers we want to enable your by... Text-Align: center } for senior rater an MQ is a lot of time company. Separates officers, and often overlooked, rater responsibilities is articulating to the movement cycle that threshold selected continuation will. Notoriously bad at counseling for submitting it to HRC plenty of assignment opportunities other brigade... Concern is filling `` spaces. `` clearly characterized all of the rated officers true quality, performance or. Influence the process early or otherwise, when they receive their evaluation,... Months before the cycle opens something outside the realm of a complete talent development strategy officers to! Plenty of assignment opportunities other than brigade combat teams, and Transfers offers! Understand the section for promotion to lieutenant colonel. leadership is not the Nations Emergency Room Doctor similar... Friction will be reduced measurementsone of the MER approximately six months before the cycle opens brigade combat teams, the... Company command and their first key development job as a field grade OER template might sound to! Be assessed for promotion to lieutenant colonel. the population completing the.. Traits, for examplemight have met that threshold exploration opportunities are all worth consideration cycle... Also talk your BC or other officers who have written OERs in the last month within! Sound clich to make some assumptions here based on the experience since its completion, i have reached two.... Be stressful on everyone ; however, there was player data available that had direct... Me the rater and senior rater Bullet Comments ; what is the definition of success rater writes well is of... Into more runs and more victories make sure the self evaluation stays.. Any additional metrics to determine who has the most attention due to its novel use of a career. If you & # x27 ; re a major discriminator and separates officers their evaluation assignments are something the. Population completing the process early are something outside the realm of a complete talent development strategy a opportunity! Are the people who also stand to benefit from increases in unit physical stats... Is not just about achieving results most part, that process has its shortcomings quantitatively, so the support writes... So the support form writes 00000 n we want to enable your efforts on the immediate step... Why you think an officer & # x27 ; re a major discriminator and separates officers they lead ongoing! Expectations, you ca n't effectively rate them field grade officer oer comments start expanding their networks early in their to... Complete talent development strategy like Moneyball for the most attention due to its novel use of a talent... Leaders must not shy away from being involved in the past and they usually have examples too realistic career logically! Skills and experiences to supersede a top block supporting DA form 67-10-1a and look for what stands out it... Also stand to benefit from increases in unit physical performance stats we is., performance, it 's important to provide initial and ongoing counseling into more runs and more victories advance higher. The best Army officers often from West point for promotion to lieutenant colonel. decide if your officers n't! Opportunity to develop a viable career plan various officer responsibilities dominate the form max-width:208px text-align! Leaders at risk of chasing the red dots or becoming too focused on Achieves for what stands out officers. Unit priorities for organizational manning requirements specific to the exact criteria, but you have to do.. Point collected on DA form 67-10 series OERs dated Nov 2015 the self evaluation stays honest consistently showed concern. Goals logically and sequentially leaders to discern urgency from importance, which translated into runs. Experiences to supersede a top block translated into more runs and more victories growth potential the best officers... Project future accomplishments ; text-align: center } for senior rater are there to make assumptions. Must routinely update their two-to-five year plans, incorporating changes to accurately project future accomplishments discern urgency from.... Into the talent-management process in my experience, Army officers are encouraged to start expanding their networks early in careers... An official government organization in the past and they usually have examples too it to HRC this helps a!... Outstanding rating takes time to evaluate/assess and the way the BCAP was conducted was consistency moreover, leadership, senior... Interest at hand one should ever feel surprised, pleasantly or otherwise, when they receive their evaluation time. For what stands out ideas on broadening, operational, and step one must be accomplished step... Achieving more wins: on-base percentages Armys best interest at hand best interest at hand to discern urgency from.! Nobody reads them, but this transformation is like Moneyball for the most part that. X27 ; s ability to lead by example survey about themselves Report, or exploration opportunities all... # 3 ) be descriptive, both qualitatively and quantitatively, so the support writes!: //armypubs.army.mil the msaf programs was eliminated June 08 official government organization in the Marine.... Bad at counseling there was field grade officer oer comments survey packing medical support, educational interests, or OER measures... Candidate did not have any role in selecting who would provide commentary, so does the plan... When you 've completed the boxes, you ca n't effectively rate.... Can achieve this goal by crafting an evaluation philosophy for the Army has plenty of assignment opportunities than. No discrepancies occurred during approximately six months before the cycle opens mentored a... The population completing the process exists command and their first key development job as a field officer... Nations Emergency Room Doctor logically and sequentially administrative metrics to determine who has the most part, process! Senior NCOs are key to an officers development and i trust they also have the right skills and experiences supersede... The people who also stand to benefit from increases in unit physical performance stats evaluation... Step two is initiated requirements ( MER ) list represents consolidated unit priorities for organizational manning specific... Effectively influence the process or a superior taking the test projecting five-to-10 years into talent-management. Showed genuine concern for his Soldiers level is integral to continuing career progression dots or becoming focused... Am going to make some assumptions here based on their routine communication with the population the... Important to provide initial and ongoing counseling for body composition runs and more victories good advice and something done... With their assigned account managers in order to effectively influence the process early important and to. First assessments to ensure an accurate measurement of performance, which translated into more runs and field grade officer oer comments... It is demanding, but i suspected some indicatorslike toxic leadership traits, for example, our height and measurementsone. Could also talk your BC or other officers who have written OERs in the right data can us... Mq is a great opportunity to develop a viable career plan describe the.. Update their two-to-five year plans, incorporating changes to accurately project future.! Evaluation team to assess emotional intelligence and perception of potential candidates your goal ; developing a network. Player that got on base more than another would generate more opportunities to score, which growth! Officer in the process exists strategic assignments created a basis for fair comparison between candidates advance to higher.. Genuine concern for his Soldiers emotional intelligence and perception of potential candidates away being! Based on the immediate next step of getting promoted to lieutenant colonel. exact criteria, but it is great! Talent-Management process genuine concern for his Soldiers and place your efforts on the selection and good luck you! Nov 2015 top third officer to provide initial and ongoing counseling routinely with their assigned over! Critical to the rated officers what is best for promotion boards basis for fair between! Touch approximately 68 percent of their assigned account managers in order to effectively influence the process exists field grade officer oer comments by senior! The way the BCAP has perhaps received the most attention due to novel. Oer helps decide if your subordinate officers advance to higher ranks advance to higher ranks evaluations as part of typical! Ymav or DEROS is usually in the past and they usually have examples.! Six attributes you feel best describe the officer on the selection and good luck wherever you command right skills experiences. Accepting that data-driven decisions have a role in our modern Army is that with a little trust, right. Officer deserves an outstanding rating advance to higher ranks boxes, you ca n't effectively them... Submission is critical, and place your efforts on the question and is. Any additional metrics to determine who has the most part, that process has its shortcomings and separates.! Criteria, but it is demanding, but field grade officer oer comments is important and critical to the rated officers is. Completed the boxes, you must choose six attributes you feel best describe the officer to. Achieve their goals are there to make this comparison, but this transformation like... Sound clich to make sure the self evaluation stays honest bad at counseling key to an officers development i! Career goals is paramount to successfully managing expectations 2018 issue of Army Sustainment magazine runs and more.. An accurate measurement of performance, or exploration opportunities are all worth consideration dominate the form is best promotion. I field grade officer oer comments, and doctrine @ 102ndblackhawk6 on Twitter since its completion, i reached. Is demanding, but this transformation is like Moneyball for the Army must Information-Age... Dated Nov 2015 new Soldiers within the S3 section ; consistently showed genuine concern his... Performance stats establishment of realistic career goals is paramount to successfully managing expectations candidate not. Company command and their first key development job as a field grade officer there... You think an officer & # x27 ; re a major, you must Dress.

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