#2) Ask for your rater and senior rater's support forms and ensure your support form nests with theirs. Every officer possesses certain talents that benefit the organization. Senior reviewers take quick, decisive action when selecting junior officers for promotion. As another example, saying "Captain Doe recovered $500,000 of missing equipment swiftly by utilizing a new tracking system" is better than, "Captain Doe is responsible for high-dollar equipment." If you don't know the difference your point about how subjective Army standards are just got more complicated. They briefly scan the AR 623-3 form and supporting DA form 67-10-1a and look for what stands out. A player that got on base more than another would generate more opportunities to score, which translated into more runs and more victories. Nominative assignments are continual and do not necessarily align with a specific cycle. 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 . 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. CW5) OFFICER EVALUATION REPORT For use of this form, see AR 623-3; the proponent agency is DOS, G-1. She specializes in business, careers, leadership, military affairs and organizational change and behavior. Broadening assignments are something outside the realm of a typical career path. The style in which this APFT was administered created a basis for fair comparison between candidates. The OER process is an evolving one and will eventually change to focus more on what's written as opposed to what's checked. Secondly, a major must actively establish a reputation as a field-grade officer and pursue KD opportunities immediately. The most significant issue is how much the quality of the senior raters writing affects how a promotion or command selection board will grade an officer relative to his or her peers. The second objectiveassessing verbal skillsdidnt require the panel to see the officer. At the conclusion of your Army career, your family is going to remain the most important aspect of your life. . 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. Hard work is only part of achieving your goal; developing a solid network is another. Footnotes. The BCAP did something truly unique for an organization as large as the Army: it made a supreme effort to use the same yardstick for everyone. If your officers don't know the expectations, you can't effectively rate them. An official website of the United States government. Your email address will not be published. Selected continuation officers will continue to be assessed for promotion to lieutenant colonel. This is not a novel concept or one that I claim to have invented. Senior raters have a particularly difficult responsibility, since they must evaluate potential with less contact spread among a larger population. He holds a master's degree from the School of Advanced Military Studies. Seeing it here, though, felt important. Unfortunately, life is not fair and never will be But I applaud the effort. It replaced the DA Form 67-9 series, which was an outdated universal rating form used by all Army officers. Comments on Potential for Promotion: CPT Holmes is a talented logistician and leader who has demonstrated the potential to serve in senior company grade and field-grade positions within the CSS field. Did you get selected for Bn Commander position? ._2Gt13AX94UlLxkluAMsZqP{background-position:50%;background-repeat:no-repeat;background-size:contain;position:relative;display:inline-block} professional growth counseling and for the OER. o seamlessly integrated new Soldiers within the S3 section; consistently showed genuine concern for his Soldiers. Army Regulation 623-3 governs the evaluation process. Army Regulation 614-100, Officer Assignment Policies, Details, and Transfers, offers detailed insight on assignment policies. However, there was player data available that had a direct tie-in to achieving more wins: on-base percentages. hbbd``b`1@D\HZ$201210Cg xref The Army has plenty of assignment opportunities other than brigade combat teams, and these opportunities need solid performers. Being promoted to lieutenant colonel is definitely indicative of a successful career. JMRC is calling. 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. /*# 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. There are many ways to do it differently, the only wrong way is for a senior rater to leave it undefined. The Army designed the Officer Evaluation Report regulation system to promote fairness and consistency in the way supervisors evaluate officers. Army values, Empathy, Warrior Ethos/Service Ethos, and Discipline. ._3-SW6hQX6gXK9G4FM74obr{display:inline-block;vertical-align:text-bottom;width:16px;height:16px;font-size:16px;line-height:16px} 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. Assignment officers typically serve on the desk for two years or four assignment cycles. ._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)} SUPERSEDED DA FORM 67-10-2, 11/01/2015. Your narrative is important, and developing a proper network will aid in transmitting your goals and desires. 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. Although lokely the rater is simply copying from the support form and changing pronouns. The way the OER is designed, performance evaluations are graded on a "yes" or "no" scale. Prior to writing an OER, do your due diligence. Soldiers need their raters to transparently communicate how their performance and potential will be evaluated. The Army wants specifics on AR 623-3 and DA form 67-10-1a. Those would be operational assignments. Any suggestions or even just pointing me in the right direction would be greatly appreciated. The Field Grade Leader is a blog operated by an active duty officer in the United States Army. . ._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} FIELD GRADE PLATE (04 - 05; CW3 - CW5) OFFICER EVALUATION REPORT . A great broadening assignment and completion of ILE does not. PART I - ADMINISTRATIVE (Rated Officer) Attachments Menu . Take, for example, our height and weight measurementsone of the first assessments to ensure we met Army standards for body composition. However, officers must develop realistic plans that mitigate risks to accomplish their overall career goals. No choice when you have to rate / are rated by someone you don't even know. Organizations should communicate routinely with their assigned account managers in order to effectively influence the process. (See figure 1.) Given those limited objectives, the blind setup made sense. Organizational leaders must understand that the assignments process essentially starts at the unit level. Soldiers need their raters to transparently communicate how their performance and potential will be evaluated. Core Leader Competencies: Leads . The assessment was done in the same room of the same building with the same examiners on the same scale at the same time of day for everyone. I come from a background in Army Special Forces and have undergone similar testing before. I am going to make some assumptions here based on the question and it being the first using the field grade OER template. This was followed the next morning by the Army Physical Fitness Test (APFT), which was administered indoors to ensure uniform conditions for each candidate. I am going to make some assumptions here based on the question and it being the first using the field grade OER template. If it's a toss-up, you must tip the scale one way of the other. Timing of the MER submission is critical, and G-1s are ultimately responsible for submitting it to HRC. Combat training center and joint assignments represent the next target. The BCAP collected comprehensive data on a single year group of aspiring battalion commanders, and symbolically that means a lot for the reasons I gave above, but we have to understand what it isa single data pull at one point in time from a particular year group of officers. What's outrageous is that we are still outraged and we pretend it shouldn't happen. The submission of a detailed MER is critical to enabling HRC to select the right officers for specific organizational requirements. The same applies to outstanding performance. The form begins with the officer's demographic data, followed by the raters' names. ._2cHgYGbfV9EZMSThqLt2tx{margin-bottom:16px;border-radius:4px}._3Q7WCNdCi77r0_CKPoDSFY{width:75%;height:24px}._2wgLWvNKnhoJX3DUVT_3F-,._3Q7WCNdCi77r0_CKPoDSFY{background:var(--newCommunityTheme-field);background-size:200%;margin-bottom:16px;border-radius:4px}._2wgLWvNKnhoJX3DUVT_3F-{width:100%;height:46px} Next begins the officer's duty description, then the meat of the performance evaluation. prior to the BCAP event, organizers solicited feedback from subordinates and peers on each candidate. . Yes, I agree there should be an "even playing field" and that starts with knowing what the standards are and are not. I do not set any additional metrics to define a top block. MOS 66 Nurse Officer Corps OER Examples. All validated requisitions are important, and someone will fill the requirement. 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. ._3Qx5bBCG_O8wVZee9J-KyJ{border-top:1px solid var(--newCommunityTheme-widgetColors-lineColor);margin-top:16px;padding-top:16px}._3Qx5bBCG_O8wVZee9J-KyJ ._2NbKFI9n3wPM76pgfAPEsN{margin:0;padding:0}._3Qx5bBCG_O8wVZee9J-KyJ ._2NbKFI9n3wPM76pgfAPEsN ._2btz68cXFBI3RWcfSNwbmJ{font-family:Noto Sans,Arial,sans-serif;font-size:14px;font-weight:400;line-height:21px;display:-ms-flexbox;display:flex;-ms-flex-pack:justify;justify-content:space-between;-ms-flex-align:center;align-items:center;margin:8px 0}._3Qx5bBCG_O8wVZee9J-KyJ ._2NbKFI9n3wPM76pgfAPEsN ._2btz68cXFBI3RWcfSNwbmJ.QgBK4ECuqpeR2umRjYcP2{opacity:.4}._3Qx5bBCG_O8wVZee9J-KyJ ._2NbKFI9n3wPM76pgfAPEsN ._2btz68cXFBI3RWcfSNwbmJ label{font-size:12px;font-weight:500;line-height:16px;display:-ms-flexbox;display:flex;-ms-flex-align:center;align-items:center}._3Qx5bBCG_O8wVZee9J-KyJ ._2NbKFI9n3wPM76pgfAPEsN ._2btz68cXFBI3RWcfSNwbmJ label svg{fill:currentColor;height:20px;margin-right:4px;width:20px;-ms-flex:0 0 auto;flex:0 0 auto}._3Qx5bBCG_O8wVZee9J-KyJ ._4OtOUaGIjjp2cNJMUxme_{-ms-flex-pack:justify;justify-content:space-between}._3Qx5bBCG_O8wVZee9J-KyJ ._4OtOUaGIjjp2cNJMUxme_ svg{display:inline-block;height:12px;width:12px}._2b2iJtPCDQ6eKanYDf3Jho{-ms-flex:0 0 auto;flex:0 0 auto}._4OtOUaGIjjp2cNJMUxme_{padding:0 12px}._1ra1vBLrjtHjhYDZ_gOy8F{font-family:Noto Sans,Arial,sans-serif;font-size:12px;letter-spacing:unset;line-height:16px;text-transform:unset;--textColor:var(--newCommunityTheme-widgetColors-sidebarWidgetTextColor);--textColorHover:var(--newCommunityTheme-widgetColors-sidebarWidgetTextColorShaded80);font-size:10px;font-weight:700;letter-spacing:.5px;line-height:12px;text-transform:uppercase;color:var(--textColor);fill:var(--textColor);opacity:1}._1ra1vBLrjtHjhYDZ_gOy8F._2UlgIO1LIFVpT30ItAtPfb{--textColor:var(--newRedditTheme-widgetColors-sidebarWidgetTextColor);--textColorHover:var(--newRedditTheme-widgetColors-sidebarWidgetTextColorShaded80)}._1ra1vBLrjtHjhYDZ_gOy8F:active,._1ra1vBLrjtHjhYDZ_gOy8F:hover{color:var(--textColorHover);fill:var(--textColorHover)}._1ra1vBLrjtHjhYDZ_gOy8F:disabled,._1ra1vBLrjtHjhYDZ_gOy8F[data-disabled],._1ra1vBLrjtHjhYDZ_gOy8F[disabled]{opacity:.5;cursor:not-allowed}._3a4fkgD25f5G-b0Y8wVIBe{margin-right:8px} An honest self evaluation is often more useful than the "what I observed of you" style evaluations. 171 14 What struck me several days after I returned from the BCAP was the question that is the underlying burning question for the wider Armyhow do we know we are collecting the right data? 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