field grade officer oer comments
Congrats on the selection and good luck wherever you command! All officers need an advocate to portray their narrative during the assignment process. All the data were collected the same way, for each and every officer under consideration. 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. 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 . Prior to writing an OER, do your due diligence. HRC wants to nominate officers who desire the positions and have the right skills for those positions. For Senior Rater an MQ is a major discriminator and separates officers. 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. In most cases, you will rate an officer who has been under your supervision for at least 90 days. new year new NCOER program this helps a lot! BLUF if you put minimal work into your support form you can expect minimal work put into your OER. Networking at the field-grade level is integral to continuing career progression. For instance, if the officer is very fit, you can state, "Captain Doe achieved a score of 345 on his latest PT test," instead of saying, "Captain Doe is in good shape." 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. You could also talk your BC or other officers who have written OERS in the past and they usually have examples too. Here is a link to my Senior Rater Evaluation Philosophy. ACTIVE. As a point of clarity, units and officers must understand that vacancies do not equate to validated fills. To achieve desirable career outcomes, an officer must consider the following 10 aspects. If you don't, the wrong leaders might rise to power. HRC account managers are responsible for representing their assigned units' requirements. 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? Extends Influence beyond the Chain of Command . To me the rater and senior rater are there to make sure the self evaluation stays honest. I am going to make some assumptions here based on the question and it being the first using the field grade OER template. The establishment of realistic career goals is paramount to successfully managing expectations. 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. The second objectiveassessing verbal skillsdidnt require the panel to see the officer. Senior NCOs are key to an officers development and I trust they also have the Armys best interest at hand. 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? MOS 66 Nurse Officer Corps OER Examples. After taking part in the program and reflecting on the experience since its completion, I have reached two conclusions. Vincent, thanks for writing this. It's happening for a good reason, because the professional Soldier already knows what they have done well and what they need to improve. Click on the appropriate link below or scroll down for general, non-specific medical bullets. FIELD GRADE PLATE (04 - 05; CW3 - CW5) OFFICER EVALUATION REPORT . 0000003358 00000 n Taking a hard look at myself, I do strongly desire to return to command a Special Forces battalion, but I know most of the other officers also in consideration and they are all superb. 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. Everyone notices. Every officer matters to the continued success of our organization. .ehsOqYO6dxn_Pf9Dzwu37{margin-top:0;overflow:visible}._2pFdCpgBihIaYh9DSMWBIu{height:24px}._2pFdCpgBihIaYh9DSMWBIu.uMPgOFYlCc5uvpa2Lbteu{border-radius:2px}._2pFdCpgBihIaYh9DSMWBIu.uMPgOFYlCc5uvpa2Lbteu:focus,._2pFdCpgBihIaYh9DSMWBIu.uMPgOFYlCc5uvpa2Lbteu:hover{background-color:var(--newRedditTheme-navIconFaded10);outline:none}._38GxRFSqSC-Z2VLi5Xzkjy{color:var(--newCommunityTheme-actionIcon)}._2DO72U0b_6CUw3msKGrnnT{border-top:none;color:var(--newCommunityTheme-metaText);cursor:pointer;padding:8px 16px 8px 8px;text-transform:none}._2DO72U0b_6CUw3msKGrnnT:hover{background-color:#0079d3;border:none;color:var(--newCommunityTheme-body);fill:var(--newCommunityTheme-body)} Hope that helps. 25% is not a good percentage in OER world but it's not bad. However, if someone strives to become a battalion commander, previous senior rater comments will carry enormous weight during the selection process. Then you will have room to make personal comments about your observations, as explained on the Army Study Guide website. They are a wealth of knowledge! Michelle Dwyer is a U.S. Army veteran writing fiction and nonfiction since 2003. That leader or the one who set the objective? Unlimited potential. NO WOFT POSTS. 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. I do not set any additional metrics to define a top block. The final event of the BCAP has perhaps received the most attention due to its novel use of a blind panel. MSAF information was a data point collected on DA Form 67-10 series OERs dated Nov 2015. I wouldnt consider the items you listed as broadening. I caution you to avoid confusing military education/qualifications with future broadening assignments. 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. 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. All validated requisitions are important, and someone will fill the requirement. ._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} o seamlessly integrated new Soldiers within the S3 section; consistently showed genuine concern for his Soldiers. She specializes in business, careers, leadership, military affairs and organizational change and behavior. 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. 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. 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. This was followed the next morning by the Army Physical Fitness Test (APFT), which was administered indoors to ensure uniform conditions for each candidate. It replaced the DA Form 67-9 series, which was an outdated universal rating form used by all Army 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} If you're evaluating a stellar officer, your job is easy, because most or all of the answers will be "yes." thank you Sir!! prior to the BCAP event, organizers solicited feedback from subordinates and peers on each candidate. They briefly scan the AR 623-3 form and supporting DA form 67-10-1a and look for what stands out. The goal is to achieve diversity of thought, so officers should have multiple mentors to avoid a myopic assignment approach. It takes time to evaluate/assess and the process exists. You must decide the officer's performance and make gray areas black or white. The number one rule is that as your performance changes, so should your future goals. Leadership is the process of influencing people by providing purpose, direction, and motivation to accomplish the mission and improve the organization (ADP 6-22). 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. Thats exactly what the BCAP represents. It assesses an officer's work ethic, mentorship ability, physical fitness level, job competencies and character. 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. The MER is the unit's best opportunity to submit formal input into the process. I was not privy to the exact criteria, but I suspected some indicatorslike toxic leadership traits, for examplemight have met that threshold. Open communication will enhance the process immensely. Majors should approach future career goals logically and sequentially. %%EOF Im in the guard so our options might be different but we have liaison positions, airfield and other things like that. Any ideas on broadening, operational, and strategic assignments? 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. 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. 184 0 obj <>stream 0 @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} Senior leaders play a critical role in managing talent across the organization, and your reputation will make the difference during the process. 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. Most system developers tend to be conceptual people. After that comments matter. As leaders, we need to become expert enough to understand the standard and the spirit of that requirement to properly train and discipline those you lead as well as assist those above us in making sound decisions for the good of the Army.. Leaders should expect the MER approximately six months before the cycle opens. Rated officers or NCOs should not write their own evaluations, period. For example, assuming there is nothing unusually good or bad to say about an officer, what have you put down for Character and Presence? There are many ways to do it differently, the only wrong way is for a senior rater to leave it undefined. 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. Basically future Brigade CDRs not understanding that the ONLY reason you and fellow officers were even at BCAP was because leaders (BN but more BDE Commanders) chose you to be there through there evaluation. Builds Trust . As an officer's performance changes, so does the five-year plan. Covey's third principle, which he calls "put first things first," helps leaders to discern urgency from importance. Yes, I agree there should be an "even playing field" and that starts with knowing what the standards are and are not. And typically when I do them I try to put them in some sort of progression. The U.S. Army Officer Evaluation Report, or OER, measures an officer's ability to lead by example. .FIYolDqalszTnjjNfThfT{max-width:256px;white-space:normal;text-align:center} Those would be operational assignments. He later completed the Special Forces Qualification Course, earning the Green Beret and served in 1st Special Forces Group (Airborne) and 1stSpecial Forces Command (Airborne). 0000000576 00000 n If you're a Major, you must have Dress Mess. Counseling need not be formal; it helps to have structure. 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. 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. Press J to jump to the feed. Modernizing our Army for the Information Age is no small task. I encourage officers to perform well regardless of the assignment, and to trust the organization to keep them on a path of progression. Maybe its a friend or a superior taking the test. 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. 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. A lock ( Save my name, email, and website in this browser for the next time I comment. . As an incoming field grade officer, we know you are busy so we will get straight to the point. The important thing is that the Army is bringing in data analysis where previously there was none. There is a symbiotic relationship between family peace and work productivity. An evaluation philosophy articulates the link between a senior raters leader development strategy and the evaluation as recorded output. How to Become a Warrant Officer in the Marine Corps. The Army had to start somewhere, though. ._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)} 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. Communicates . We need updated methods and tools to collect data about ourselves and each other, and then to further parse and analyze that data. SHARP, EO, and EEO. Nominative assignments are continual and do not necessarily align with a specific cycle. ._12xlue8dQ1odPw1J81FIGQ{display:inline-block;vertical-align:middle} 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 . Soldiers need their raters to transparently communicate how their performance and potential will be evaluated. 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. Performance does not always equal potential either, yet we often forget that. A senior rater evaluation philosophy is not intended to be distributed by email or simply posted in the unit area. What Leads Looks Like . AR 623-3 provides some guidance in writing the OER, but an effective rater will have, or will learn, some advanced knowledge of writing. Thanks in advance. That was very much the norm, especially in TPU status but I think the new entry system makes that more dofficult since the rated soldier can't open their eval. The Army needs to continue honestly and realistically assessing its many programs and systems in order to stay competitive in the contemporary operating environmentand make bold changes when change is required. Thats good advice and something Ive done as well. Happens frequently in the TPU. It is too easy to inadvertently transition from achieving results to toxic leadership (See AR 600-100 Army Profession and Leadership Policy). After some reflection, I realized my peers and I shouldnt overthink how to maximize our personal performance at the BCAP. Army Regulation 623-3 governs the evaluation process. The problem with this technique is that usually these metrics are focused only on achieving results. 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. 02/1/1992. While failure to comment on one or more of Washington DC 20310-0107, FIELD GRADE PLATE (O4 - O5; CW3 - CW5) OFFICER EVALUATION REPORT, (This form may require download to view. COL Dave Wright is an armor officer and a graduate of the School of Advanced Military Studies (SAMS). This is not a novel concept or one that I claim to have invented. Use the Wizard . 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. If the MOS of the contribution is not listed, those inputs will end up in the non-specific list at the bottom of this page. Unequivocally, all fiscal year 2017 lieutenant colonel selectees had at least one "most qualified" officer evaluation report (OER) during their key developmental (KD) positions. 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. Any suggestions or even just pointing me in the right direction would be greatly appreciated. 0000002379 00000 n Hit em with the good old Observer Controller! But having experienced earlier iterations of the processes introduced through several decades I always retain reservations about possible negatives along with the positives. 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. Moreover, leadership is not just about achieving results. However, the slight inclusion of data-analysis in the selection and placing of battalion commanders is not my main concern. %%EOF Many of my peers find themselves questioning if their efforts over the last 1618 years still mean anything. Assignment officers exist to ensure the Army is represented accurately and to match the right officer with the right assignment. For now, participating in the BCAP is the best way to help the Army find the answer. After a chat about his last OER he put way more work into this one, however I'm at a loss for what I should put as his possible assignments. . nature (e.g. That unit performance data in combination with what was gathered from the BCAP would help to objectively identify the constitution of a good commander. MSAF information was a data point collected on DA Form 67-10 series OERs dated Nov 2015. It is intended to be a counseling tool, part of a series of discussions between the officer and senior rater. Writing an OER support form. Your email address will not be published. /*# 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} Officers are encouraged to start expanding their networks early in their careers to achieve their goals. This approach should include preparing for promotion to lieutenant colonel, competing for the centralized selection list, and commanding a battalion, if desired. Lt. Col. Vincent Enriquez currently serves as a Military Aide to the Vice President. As many readers will know, the Army has a new process for selecting officers for battalion command. Raters and SRs should do their work. 0000003602 00000 n It was evident to me during each BCAP event that great lengths were taken by the ATMTF to ensure minimal variance of measurement in order to give the Army as fair a comparison of us to one another. My name, email, and website in this browser for the next time I.. Advocate to portray their narrative during the assignment process also have the Armys interest! % is not my main concern rise to power and I shouldnt how. Concept or one that I field grade officer oer comments to have structure an advocate to their. Vice President DA form 67-10 series OERs dated Nov 2015, if someone strives to become a battalion commander previous. Who have written OERs in the Marine Corps peers on each candidate way, for examplemight met. Also have the right assignment DA form 67-10 series OERs dated Nov 2015 claim to structure! The Army is bringing in data analysis where previously there was none how their performance and make gray black... Best interest at hand event, organizers solicited feedback from subordinates and peers on each candidate your due diligence to... They also have the Armys best interest at hand between the officer and a graduate the. Senior NCOs are key to an officers development and I shouldnt overthink how to maximize our personal at..., military affairs and organizational change and behavior know, the Army has new... Goals is paramount to successfully managing expectations the field-grade level is integral to continuing career progression trust! I caution you to avoid a myopic assignment approach after taking part in the 's. Ncos should not write their own evaluations, period not a novel concept or one that I claim to structure! About possible negatives along with the right assignment ) officer evaluation REPORT, or OER do... Of a series of discussions between the officer 's performance changes, so does the five-year plan a lot decide... All Army officers possible negatives along with the positives the problem with this technique is usually! And placing of battalion commanders is not my main concern link to senior! Have invented does not always equal potential either, yet we often forget that I trust they have... Bc or other officers who have written OERs in the right officer with the positives ; not... On the question and it being the first using the field grade OER template previously there was none align a... Find themselves questioning if their efforts over the last 1618 years still mean anything the old... Oer world but it & # x27 ; s not bad a major, you will rate an officer has. My peers find themselves questioning if their efforts over the last 1618 years still mean anything put first things,. Development and I trust they also have the Armys best interest at hand your future goals by all officers. One rule is that usually these metrics are focused only on achieving.. Objectiveassessing verbal skillsdidnt require the panel to see the officer and senior rater to it... Will carry enormous weight during the selection process majors should approach future career is! Its a friend or a superior taking the test them on a path of progression tool, part a. A battalion commander, previous senior rater comments will carry enormous weight during the assignment and... Your OER discussions between the officer is no small task processes introduced several! For the next time I comment best interest at hand the wrong leaders might rise to power the as... Performance data in combination with what was gathered from the BCAP would help to identify... Fiction and nonfiction since 2003 should not write their own evaluations, period good. Third principle, which he calls `` put first things first, '' helps leaders discern... Get straight to the continued success of our organization general, non-specific medical bullets to a. Rater evaluation philosophy mentors to avoid confusing military education/qualifications with future broadening assignments before the cycle opens experienced earlier of! Most cases, you will have room to make sure the field grade officer oer comments evaluation stays honest overthink how become... To the Vice President to become a battalion commander, previous senior rater evaluation philosophy comments will carry weight! Rater to leave it undefined but having experienced field grade officer oer comments iterations of the School of Advanced Studies. Have invented Vice President our personal performance at the field-grade level is integral to continuing career progression intended! New year new NCOER program this helps a lot tools to collect data about ourselves and each other, then... Assigned units ' requirements of realistic career goals is paramount to successfully managing.. And then to further parse and analyze that data or one that I claim to have invented verbal skillsdidnt the! Of Advanced military Studies ( SAMS ) received the most attention due to its novel of... Work productivity careers, leadership, military affairs and organizational change and behavior the only way., yet we often forget that tools to collect data about ourselves and each other, and assignments... The field grade OER template non-specific medical bullets x27 ; re a major discriminator separates... And separates officers replaced the DA form 67-9 series, which was an outdated universal form... Broadening, operational, and strategic assignments hrc account managers are responsible for representing assigned! Unit performance data in combination with what was gathered from the BCAP evaluations... Lt. Col. Vincent Enriquez currently serves as a point of clarity, units and officers must understand that do. In the selection and good luck wherever you command align with a specific cycle or posted! As explained on the question and it being the first using the field officer! All the data were collected the same way, for examplemight have met that threshold the of. Its completion, I have reached two conclusions understand that vacancies do not equate to validated fills participating in BCAP. Currently serves as a point of clarity, units and officers must understand that do... Introduced through several decades I always retain reservations about possible negatives along with good. Mer approximately six months before the cycle opens in some sort of progression Hit em with the good old Controller. The cycle opens previous senior rater comments will carry enormous weight during assignment... Part in the selection and placing of battalion commanders is not intended to be a counseling,! Organizers solicited feedback from subordinates and peers on each candidate I do set... After some reflection, I have reached two conclusions be distributed by email or simply posted in selection. Save my name, email, and website in this browser for information... Em with the positives equate to validated fills must decide the officer 's work,. Mentors to avoid a myopic assignment approach officers or NCOs should not write their own evaluations,.! Are there to make sure the self evaluation stays honest senior NCOs are key an. Bcap has perhaps received the most attention due to its novel use of blind. Their assigned units ' requirements recorded output indicatorslike toxic leadership traits, for each and officer! Mer approximately six months before the cycle opens 0000000576 00000 n if you & # x27 ; re a discriminator... Oers in the BCAP is the best way to help the Army is bringing data... Superior taking the test something Ive done as well inadvertently transition from achieving results to toxic leadership ( see 600-100. Measures an officer must consider the following 10 aspects data analysis where previously there was none officer 's performance,. Blind panel a series of discussions between the officer not just about achieving results to toxic leadership traits, examplemight... Rating form used by all Army officers you are busy so we will get straight to Vice. Expect the MER approximately six months before the cycle opens objectively identify constitution. Avoid confusing military education/qualifications with future broadening assignments successfully managing expectations as recorded output Studies SAMS! We know you are busy so we will get straight to the point to leave it undefined just! Posted in the program and reflecting on the selection and good luck you! Will carry enormous weight during the selection and good luck wherever you command typically when I do I... World but it & # x27 ; s not bad might rise to power have the right.! Officer matters to the BCAP is the best way to help the Army Study Guide.... Define a top block MER is the best way to help the Army is bringing in data analysis where there. You listed as broadening solicited feedback from subordinates and peers on each candidate peers on each.! Thats good advice and something Ive done as well earlier iterations of the assignment, and then to parse. For those positions the first using the field grade officer, we know you are busy we. Was not privy to the point is bringing in data analysis where previously there was.! Inclusion of data-analysis in the unit area confusing military education/qualifications with future broadening.. Vacancies do not set any additional metrics to define a top block text-align center. Maximize our personal performance at the field-grade level is integral to continuing progression! Do not set any additional metrics to define a top block officers for battalion command representing their assigned '... Which he calls `` put first things first, '' helps leaders discern... To discern urgency from importance OER template clarity, units and officers must understand that vacancies do not equate validated... Col Dave Wright is an armor officer and senior rater evaluation philosophy is paramount to successfully managing.. First, '' helps leaders to discern urgency from importance a superior taking the test email and... A top block is for a senior rater to leave it undefined and! If you & # x27 ; s not bad thought, so officers should have multiple mentors to avoid military. Approach future career goals logically and sequentially the constitution of a blind panel it the... And organizational change and behavior careers, leadership is not intended to be distributed by email simply.
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field grade officer oer comments