The submission of a detailed MER is critical to enabling HRC to select the right officers for specific organizational requirements. This format helps selection committee members quickly separate stronger candidates from weaker ones. Assignment officers typically serve on the desk for two years or four assignment cycles. 184 0 obj <>stream Senior NCOs are key to an officers development and I trust they also have the Armys best interest at hand. Three different forms will reflect the division of the officer rank structure: captains and below; field grade officers and the higher chief warrant officers; and colonels and brigadier generals. 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. The establishment of realistic career goals is paramount to successfully managing expectations. Lt. Col. Charles L. Montgomery is the commander of the 123rd Brigade Support Battalion, 3rd Armored Brigade Combat Team, 1st Armored Division, at Fort Bliss, Texas. Nominative assignments are continual and do not necessarily align with a specific cycle. $84 million contract awarded for Excalibur replenishment, Army initiates corrections to criminal database, Army officer part of newly resumed cooperation for International Space Station, Chief Warrant Officer 3 Sarah Stone is just one of four, Army CIO speaks at Army Europe and Africa 2022 Cybersecurity Summit, Transcript: Media Roundtable with Mr. Douglas Bush, ASA for AL&T, July 27, 2022, Transcript: Media Roundtable with Dr. Raj Iyer, Army Chief Information Officer, and LTG John B. Morrison, Jr., Army Deputy Chief of Staff G-6 June 09, 2022, Army Inspector General starts New Soldier Experience inspection, Vietnamese-American service members parallel paths to the American dream, Bengali chief warrant officer finds the American dream through serving, U.S. Army STAND-TO! 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. All validated requisitions are important, and someone will fill the requirement. Once you evaluate the officer based on performance records and facts, you will decide whether he excels or falls short. ._1aTW4bdYQHgSZJe7BF2-XV{display:-ms-grid;display:grid;-ms-grid-columns:auto auto 42px;grid-template-columns:auto auto 42px;column-gap:12px}._3b9utyKN3e_kzVZ5ngPqAu,._21RLQh5PvUhC6vOKoFeHUP{font-size:16px;font-weight:500;line-height:20px}._21RLQh5PvUhC6vOKoFeHUP:before{content:"";margin-right:4px;color:#46d160}._22W-auD0n8kTKDVe0vWuyK,._244EzVTQLL3kMNnB03VmxK{display:inline-block;word-break:break-word}._22W-auD0n8kTKDVe0vWuyK{font-weight:500}._22W-auD0n8kTKDVe0vWuyK,._244EzVTQLL3kMNnB03VmxK{font-size:12px;line-height:16px}._244EzVTQLL3kMNnB03VmxK{font-weight:400;color:var(--newCommunityTheme-metaText)}._2xkErp6B3LSS13jtzdNJzO{-ms-flex-align:center;align-items:center;display:-ms-flexbox;display:flex;margin-top:13px;margin-bottom:2px}._2xkErp6B3LSS13jtzdNJzO ._22W-auD0n8kTKDVe0vWuyK{font-size:12px;font-weight:400;line-height:16px;margin-right:4px;margin-left:4px;color:var(--newCommunityTheme-actionIcon)}._2xkErp6B3LSS13jtzdNJzO .je4sRPuSI6UPjZt_xGz8y{border-radius:4px;box-sizing:border-box;height:21px;width:21px}._2xkErp6B3LSS13jtzdNJzO .je4sRPuSI6UPjZt_xGz8y:nth-child(2),._2xkErp6B3LSS13jtzdNJzO .je4sRPuSI6UPjZt_xGz8y:nth-child(3){margin-left:-9px} 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. Finally, account managers and assignment officers have different responsibilities. /*# sourceMappingURL=https://www.redditstatic.com/desktop2x/chunkCSS/TopicLinksContainer.3b33fc17a17cec1345d4_.css.map*/Additionally always remember that it is the responsibility of the rated officer to provide quantifiable data via the support form to allow the rater/ senior rater to have the tools available to accurately rate them amongst their peers. This group of officers is targeted for areas that allow more opportunities to strengthen their files. Vincent, thanks for writing this. First, it describes how a rater or senior rater sees evaluations. 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. If it's a toss-up, you must tip the scale one way of the other. That leader or the one who set the objective? The form begins with the officer's demographic data, followed by the raters' names. 3 . Click on the appropriate link below or scroll down for general, non-specific medical bullets. 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. An evaluation philosophy accomplishes three goals. 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. Unit human resources professionals must have a firm grasp of their projected losses as depicted by officers' year and month of availability for assignment (YMAV) or date eligible for return from overseas (DEROS). 2018 with issuance of Army Directive 2018-07-8. It is imperative that officers communicate with their assignment officers early, especially if they are in the next movement cycle. Modernizing our Army for the Information Age is no small task. And second, the Army needs to take steps like this to stay relevant. Officers must understand how their assignment officers assess them in relation to their peers. Twenty-one and three-quarters laps on an elevated track around an indoor gym was miserable for the two-mile run, but everyone ran the same course with the same HVAC system causing the same dry cough. If by becoming one of the tracks listed above this qualifies them to perform that future assignment then great. 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. The transition process can be stressful on everyone; however, if these identified aspects are taken into consideration, friction will be reduced. Officers normally serve 36 months in an assignment, and the YMAV or DEROS is usually in the last month. ._3oeM4kc-2-4z-A0RTQLg0I{display:-ms-flexbox;display:flex;-ms-flex-pack:justify;justify-content:space-between} thank you Sir!! Press J to jump to the feed. (703) 614-3727, Office of the Chief Information Officer As always, some positives mixed with negatives resulted.but on whole what was the long term effect on say level of toxic leadership or on numbers of highly effective leaders that built truly effective mission capable teams at every level of command? Next begins the officer's duty description, then the meat of the performance evaluation. . There is a symbiotic relationship between family peace and work productivity. This system allows officers the opportunity to market themselves by adding skills and experience that may enhance the gaining units' mission accomplishment. It's a pain in the ass, and nobody reads them, but you have to do them. 0000002906 00000 n Thanks for a great rundown and a mature look at this important process. My performance there will likely determine if I will continue to progress as a leader of soldiers in the United States Army. of all officers, the best among a select grade or group, promote below the zone). Raters and SRs should do their work. They are a wealth of knowledge! To me the rater and senior rater are there to make sure the self evaluation stays honest. If your officers don't know the expectations, you can't effectively rate them. 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. The MER is the unit's best opportunity to submit formal input into the process. Well written and cogentthe general import of the comment is encouraging in that the Army is examining a more relevant and effective approach to selecting one of its most critical corps of leaders in their operational leadership contribution when activated and in their potential benefit to the service in their development toward critical Army senior leadership needs. Evaluations are the only thing more contentious than deployment awards. top 1%, 3%, 5%, etc. Accepting that data-driven decisions have a role in our modern Army is a step in the right direction. 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. (See figure 1.) 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. 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. Once a space is open and a validated requisition is created, it is up to the assignment officer to find the best qualified officer. The BCAP is one of the first cornerstones laid in a broader modernization strategy to accomplish that mission. It covers the rating chain and time frames for submitting OERs and also explains the difference between rater, intermediate rater and senior rater. However, if someone strives to become a battalion commander, previous senior rater comments will carry enormous weight during the selection process. FIELD GRADE PLATE (04 - 05; CW3 - CW5) OFFICER EVALUATION REPORT . Senior raters can achieve this goal by crafting an evaluation philosophy for the officers and noncommissioned officers they lead. Rated officers or NCOs should not write their own evaluations, period. The U.S. Army Officer Evaluation Report, or OER, measures an officer's ability to lead by example. DA Form 67-10 series OERs have been modified to now reflect the removal of MSAF data entry requirements. No one should ever feel surprised, pleasantly or otherwise, when they receive their evaluation. Regardless if your AOC takes command, half of our board is not medical. The new Army OER form requires bullet comments for the following sections: First and foremost, I have one thing to say: ADRP 6-22 (. Your rater's comments and blocks usually don't come into play. It might sound clich to make this comparison, but this transformation is like Moneyball for the Army. The blind panels first objective of assessing each officers readiness for command was a pass-fail determination; the interview did not have to grade an officer with enough fidelity to move them up or down the overall rank order of assessed officers. I just visited West Point. Initially, this format concerned me because it seemed to eliminate the evaluation of criteria I thought was important for battalion commandpresence, professional appearance, and use of nonverbal communication. Anything and everything related to or affecting US Army Aviation. The stakes are high for officers in consideration; many of them feel that selection for battalion command is the defining achievement of a career as an Army officer. Ensuring family peace is an enduring priority. The Army had to start somewhere, though. As an officer's performance changes, so does the five-year plan. 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. nature (e.g. As an example, some senior raters may say only a 300 APFT score is worthy of a Most Qualified rating. #3) Be descriptive, both qualitatively and quantitatively, so the support form writes . Those would be operational assignments. 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The 360 assessment was aggregated into the psychological profile of the candidate. 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. KD opportunities may affect what type of battalion an officer will command; however, the key to success is to perform well regardless of the position. Official websites use .mil 3. Unequivocally, all fiscal year 2017 lieutenant colonel selectees had at least one "most qualified" officer evaluation report (OER) during their key developmental (KD) positions. Not all officers are interested in being nominated for special assignments; this desire must be communicated to the assignment officer in order to avoid potential friction. In the interest of helping all you young officers out there, (who will eventually spend the best years of your life in uniform, only to get passed over just before you have enough time to retire (seen it . trailer 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. Although lokely the rater is simply copying from the support form and changing pronouns. Hard work is only part of achieving your goal; developing a solid network is another. I come from a background in Army Special Forces and have undergone similar testing before. Washington DC 20310-0107, FIELD GRADE PLATE (O4 - O5; CW3 - CW5) OFFICER EVALUATION REPORT, (This form may require download to view. The important thing is that the Army is bringing in data analysis where previously there was none. AR 623-3 provides some guidance in writing the OER, but an effective rater will have, or will learn, some advanced knowledge of writing. 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. Communicates . Often the people grading are the people who also stand to benefit from increases in unit physical performance stats. Whether the senior rater writes well is independent of the rated officers true quality, performance, or potential. @keyframes ibDwUVR1CAykturOgqOS5{0%{transform:rotate(0deg)}to{transform:rotate(1turn)}}._3LwT7hgGcSjmJ7ng7drAuq{--sizePx:0;font-size:4px;position:relative;text-indent:-9999em;border-radius:50%;border:4px solid var(--newCommunityTheme-bodyTextAlpha20);border-left-color:var(--newCommunityTheme-body);transform:translateZ(0);animation:ibDwUVR1CAykturOgqOS5 1.1s linear infinite}._3LwT7hgGcSjmJ7ng7drAuq,._3LwT7hgGcSjmJ7ng7drAuq:after{width:var(--sizePx);height:var(--sizePx)}._3LwT7hgGcSjmJ7ng7drAuq:after{border-radius:50%}._3LwT7hgGcSjmJ7ng7drAuq._2qr28EeyPvBWAsPKl-KuWN{margin:0 auto} The Assignment Interactive Module II allows complete transparency for units and individual officers. o excelled as Unit Prevention Leader; meticulous attention to detail ensured no discrepancies occurred during . 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? A player that got on base more than another would generate more opportunities to score, which translated into more runs and more victories. Communicate with your assignment officer routinely, especially if you are in the cycle to move. rater comments on the Officer Evaluation Report. Bureaucrats Gambit: Why is Dmitry Rogozin Sending Russian Uncrewed Ground Vehicles to Ukraineand Does it Matter? Being mentored by a senior leader is a great opportunity to develop a viable career plan. The Army wants specifics on AR 623-3 and DA form 67-10-1a. .FIYolDqalszTnjjNfThfT{max-width:256px;white-space:normal;text-align:center} ) or https:// means youve safely connected to the .gov website. I would respond with, Why? How does the decision to set that objective affect the organizations overall effectiveness, health, and safety? 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. 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 . 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. Talent management affects all officers regardless of their current performance. BLUF if you put minimal work into your support form you can expect minimal work put into your OER. Follow his tweets on training, leadership, and doctrine @102ndblackhawk6 on Twitter. In this case, a middle third officer may have the right skills and experiences to supersede a top third officer. I am going to make some assumptions here based on the question and it being the first using the field grade OER template. The OER helps decide if your subordinate officers advance to higher ranks. Required fields are marked *. -Addressing the lack of a rated officer's signature on the OER. Leads Others . Do soldiers of higher cognitive ability actually make better commanders? 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. Question of interest. The last thing a battalion needs is a narcissist. Senior leaders play a critical role in managing talent across the organization, and your reputation will make the difference during the process. Officers are encouraged to start expanding their networks early in their careers to achieve their goals. Army Regulation 623-3 governs the evaluation process. Officers with Exceptional Family Member Program or Married Army Couples Program situations are assignment officers' first priority. After some reflection, I realized my peers and I shouldnt overthink how to maximize our personal performance at the BCAP. The Special Forces Regiment will keep rolling along, even if I do not come back to command. CW5) OFFICER EVALUATION REPORT For use of this form, see AR 623-3; the proponent agency is DOS, G-1. We need updated methods and tools to collect data about ourselves and each other, and then to further parse and analyze that data. Usually don & # x27 ; s ability to lead by example at the BCAP is one of the.! Decision to set that objective affect the organizations overall effectiveness, health, and the or... Of our board is not medical ( 04 - 05 ; CW3 - CW5 ) officer evaluation.. The gaining units ' mission accomplishment the raters ' names me the rater is copying. 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