". Verify. This is important. - Develops. To contribute examples, enter them below. Finally, the remaining branch-immaterial jobs are filled. This debunks the myth of the so-called "accepted population.". Officers rated in the top third of their peers represent the best in the field, and these officers will have the opportunity to serve in joint assignments, as general officer aides, or in other nominative assignments reserved for the very best. DA Form 67-10-2, Field Grade Plate (O4-O5; CW3-CW5) Officer Evaluation Report, is a document used for providing the Department of Army Headquarters (HQDA) with information about the rated officers' competence, mental and physical condition, and potential for promotion.This form was previously revised by the U.S. Department of the Army (DA) on March 1, 2019, with all previous editions being . Now, creating a OER Support Form Example Bullets PDF takes a maximum of 5 minutes. Of course, along with this focused description, you should also include your subject's other positive attributes. He does his share of the work without complaint and appears to enjoy his job and being a member of the Army. I am directly responsible to my commanding officer for the effective and efficient daily operations and mission. For field grade officers, raters will instead provide narrative commentary that demonstrates an officer's performance regarding "field grade competencies." "It reverts back to a narrative description, similar to what we have today, except it is a documentation of performance in line with the attributes and competencies," Mustion said. She embodies her job as assignments manager and places her job and the Army first in her life, and wouldn't have it any other way. d. Evaluation Reporting System process. Take the time to make the next move a family decision and not just about the position available. Selected continuation officers will continue to be assessed for promotion to lieutenant colonel. Thanks! Being mentored by a senior leader is a great opportunity to develop a viable career plan. DA Form 67-10-2. Leading by example is a manifestation of character and presence attributes." (FM 6-22 Leader Development, 7-23) . SSG Deleon had always demonstrated the highest level of integrity and never acted as someone who would violate his position of trust. Witnessing CW3 Texas-Ranger s superior leadership and mentorship qualities in such a diverse environment, certainly groomed me into the Leader I am today. HRC wants to nominate officers who desire the positions and have the right skills for those positions. Ask your co-workers too. Good mentorship and leadership will provide him the foundation he requires to continue to be an asset. Talent management affects all officers regardless of their current performance. SPC Smith is one of the technicians who work in the Aeromedical Staging Facility (clinical operations). 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. When it came to Recruiting, LCpl Trejo was very motivated and impressive. Occasionally Soldiers get into trouble and become subject to some form of formal punishment where he is judged by members outside the unit. Timing of the MER submission is critical, and G-1s are ultimately responsible for submitting it to HRC. For these reasons, it is my humble recommendation that CW3 Texas-Ranger is advanced to CW4. The body is the majority of the letter. Not once did he complain about making telephone calls, visiting high schools, or area canvassing the streets and Subways of Brooklyn, NY. He has never been in trouble before or involved in any kind of altercation. Purpose: Provides evaluation information for use by successive members of the rating chain, emphasizes and reinforces professionalism, and supports the specialty focus of Officer Professional Management System (OPMS). CW3 Texas-Ranger and I were never assigned to the same section at either location. Author's Note: The vignettes provided in this article are from Majors and Lieutenant Colonels who served in three different Corps, four separate Divisions, and seven individual Brigades / Groups. LEAD. #2) Ask for your rater and senior rater's support forms and ensure your support form nests with theirs. I aware of the pending review of CW3 Texas-Ranger s advancement to CW4 due to an investigation while he was assigned as a Drill Sergeant. What form is the NCOER? At the conclusion of your Army career, your family is going to remain the most important aspect of your life. The prosecution will methodically present arguments proving their case by focusing on specific traits and if you want to have any hope of defending your pal, you must present specific examples in your statement. An effective character statement focuses on specifics. However, I must note that SPC Smith was not the cause those conflicts. - Intellect. I first met SGT Jones in April 2011 at WLC, on Ft Stewart. One day, as SPC Morrison and I were walking back to the barracks after working all day during a base cleanup detail, we were stopped by a Master Sergeant we didn't know who accused us of shirking our duties. An honest self evaluation is often more useful than the "what I observed of you" style evaluations. The first sentence should state your overall opinion of the subject and everything else written should support that statement. You must be ready to make decisions, move the mission forward, and lead by example. HRC intends to publish responses, which PPTO will forward when available. The Ultimate Field Grade Officer Survival Guide. I have known (SSgt) Trejo, Mario since December of 2010 when I was a Sergeant serving as a Canvassing Recruiter with 1st Marine Corps District, Recruiting Station New York, Recruiting Sub-station (RSS) Brooklyn. It can be one or several paragraphs. SUPERSEDED DA FORM 67-10-2, 11/01/2015. I have been in the Army for almost nine years and currently I am the ASF Administration and Occupational Health Element Chief. I encourage officers to perform well regardless of the assignment, and to trust the organization to keep them on a path of progression. Secondly, a major must actively establish a reputation as a field-grade officer and pursue KD opportunities immediately. I believe SPC Smith has the potential we seek in our Soldiers. The transition process can be stressful on everyone; however, if these identified aspects are taken into consideration, friction will be reduced. Sample Army OER Bullets & Comments. Discuss job description and performance objectives with rated officer within 30 days. Make it as presentable as possible. During my time at HRC, I learned many things about field-grade officer career progression that I want to share. 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. The current OER character/ line boundaries are (approximately): Rater (for Field Grade OERs): o Character4 lines/ @61 words I am currently a Recruiter in Talladega and an active member of the Sergeant Audie Murphy Club. ". Intermediate Rater Qualifications. Because he or she is being judged by strangers who don't know him, character statements will be required for his defense. Army values, Empathy, Warrior Ethos/Service Ethos, and Discipline. Oraganized by categories: Character, Presence, Intellect, Leads, Develops, and Achieves. 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. SHARP, EO, and EEO. Open communication will enhance the process immensely. He was always well groomed and his uniforms were always Inspection Ready. We need more examples. This system allows officers the opportunity to market themselves by adding skills and experience that may enhance the gaining units' mission accomplishment. 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. I know SGT Jones has dedicated her life to the Army is an integral part of it. (Adherence)to)Army)Values . If you marked "no" in a box, you have to explain in detail why. These documents will provide the rated Soldier essential rating chain direction and focus to aid in developing his or her support form. If possible, these additional positive attributes should overlap with or complement your main assertion. c. COMMENTS . He is one of our best troops and I would not hesitate to recommend him for retention and promotion. His drive and motivation played a key role in the accomplishment of the Unit's mission: taking civilians, turning them into Infantrymen and training them to be the Force's future leaders. Describe incidents where he was encouraged to cut corners or leave his post but refused. My name is SSG Wayne and I am SPC Morrison's supervisor. Your statement will represent both you and the subject and its appearance will have some influence. Officers' personal assignment considerations are the last aspect in the assignments process. Size:80.42 KB. It takes time to evaluate/assess and the process exists. !! No choice when you have to rate / are rated by someone you don't even know. 04-PUB NOT RELEASABLE TO FOREIGNERS (NOFORN) 42-ITEM ONLY PRODUCED IN ELECTRONIC MEDIA. However, officers must develop realistic plans that mitigate risks to accomplish their overall career goals. CW3 Texas-Ranger never failed to uphold the Army Values and consistently embodied technical and tactical proficiency. Officers normally serve 36 months in an assignment, and the YMAV or DEROS is usually in the last month. SSG Deleon served as a Drill Sergeant in 1st Platoon and later became the Senior Drill Sergeant of 3rd Platoon. Now that I've given you my advice about managing your OER, here are some sample OER bullets and OER comments. His commitment to our mission was something he held near and dear to his heart. Throughout this period of time, I had the opportunity to witness his work ethic, professionalism, and ability to lead. HELP! All validated requisitions are important, and someone will fill the requirement. SPC Smith always maintains a very high standard of dress and appearance. Bottom third officers are at risk for having promotion denied and basically have no chance of selection for battalion command. FIELD GRADE PLATE (04 - 05; CW3 - CW5) OFFICER EVALUATION REPORT . I call upon him frequently during unit PT sessions to assist others with their running and endurance. This has not been an issue with me when working with him. The Army wants specifics on AR 623-3 and DA form 67-10-1a. " Your team consistently meets their goals often exceeding expectations. The same applies to outstanding performance. Since assuming command, CPT Holmes improved morale by developing an effective rewards program resulting in 15 Achievement Medals, 8 Driver's Badges, and numerous coins and COA's. My name is SSG Smith and I am writing on behalf of SGT Jones. Size:60.77 KB. 1. In summary, I am surprised to learn of the behavior SPC Morrison is charged with. Assignment officers, on the other hand, are responsible for locating the right officer available to fill the identified vacancy. Rated officers or NCOs should not write their own evaluations, period. This came as quite a surprise to me and definitely caught me off guard. He carried himself with respect, maturity, honor, and never ceased to display Marine Corps Values. top 1%, 3%, 5%, etc. Family considerations should carry enormous weight during the assignments process. The goal is to achieve diversity of thought, so officers should have multiple mentors to avoid a myopic assignment approach. List incidents that you observed where he accepted orders or even punishment without argument. . AR 623-3. ch 1-8 Standards of Service. Rater profile established for raters of company and field grade officers Maintain less than 50% of reports written by grade in the "Excels" box (for raters of LTCs and below) Flexibility - Raters have a "credit" of 3 in the "Proficient" box to start profile Rater OER profiles calculated based on Profile LOCK date as evidenced by .
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