Promote ahead of peers. She specializes in business, careers, leadership, military affairs and organizational change and behavior. With the BCAP, assuming the Army leadership stands by the results, we are taking some weight from what commanders, in their capacity as senior raters, have said about their folks and reallocated that to the raw data collected during the BCAP. Officers with Exceptional Family Member Program or Married Army Couples Program situations are assignment officers' first priority. I wouldnt consider the items you listed as broadening. 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. It covers the rating chain and time frames for submitting OERs and also explains the difference between rater, intermediate rater and senior rater. It is recommended that senior raters address the following elements in . Talent management affects all officers regardless of their current performance. Put first things first, and place your efforts on the immediate next step of getting promoted to lieutenant colonel. Edit to add: I saw another comment recommending talking to your SP. Instead of an OER tunnel vision process. o excelled as Unit Prevention Leader; meticulous attention to detail ensured no discrepancies occurred during . ._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)} This debunks the myth of the so-called "accepted population.". No one should ever feel surprised, pleasantly or otherwise, when they receive their evaluation. Press question mark to learn the rest of the keyboard shortcuts. At the conclusion of your Army career, your family is going to remain the most important aspect of your life. 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.. LTC Chris Budihas shared his online some time ago and I used his document as a template. Should only be used for: The best Most Qualified (MQ) reports within a mature profile Highly Qualified (HQ) reports that follow an MQ for same rated officer with discretion, for the very best officers with HQ reports in small MSAF information was a data point collected on DA Form 67-10 series OERs dated Nov 2015. 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. Organizations should communicate routinely with their assigned account managers in order to effectively influence the process. o seamlessly integrated new Soldiers within the S3 section; consistently showed genuine concern for his Soldiers. .LalRrQILNjt65y-p-QlWH{fill:var(--newRedditTheme-actionIcon);height:18px;width:18px}.LalRrQILNjt65y-p-QlWH rect{stroke:var(--newRedditTheme-metaText)}._3J2-xIxxxP9ISzeLWCOUVc{height:18px}.FyLpt0kIWG1bTDWZ8HIL1{margin-top:4px}._2ntJEAiwKXBGvxrJiqxx_2,._1SqBC7PQ5dMOdF0MhPIkA8{vertical-align:middle}._1SqBC7PQ5dMOdF0MhPIkA8{-ms-flex-align:center;align-items:center;display:-ms-inline-flexbox;display:inline-flex;-ms-flex-direction:row;flex-direction:row;-ms-flex-pack:center;justify-content:center} If by becoming one of the tracks listed above this qualifies them to perform that future assignment then great. This format helps selection committee members quickly separate stronger candidates from weaker ones. As part of the psychological/ leader profile a 360 assessment was done on each candidate. 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. Assignment officers need time to work on special circumstances that require external coordination, such as by-name requests, nominations, and accommodations for enrollees in the Exceptional Family Member Program, and Married Army Couples Program. Approximately 16 blocks listing various officer responsibilities dominate the form. SHARP, EO, and EEO. We need updated methods and tools to collect data about ourselves and each other, and then to further parse and analyze that data. Thanks in advance. 0000003680 00000 n 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. We should not expend all of our energy on the top 10 percent while the remaining 90 percent are the men and women operating the organization. I encourage officers to perform well regardless of the assignment, and to trust the organization to keep them on a path of progression. Army Publishing Directorate Create an account to follow your favorite communities and start taking part in conversations. 0000001753 00000 n 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? 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. ._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} Our recommended tips for completing the OERSF: #1) Keep a running log of your significant contributions and accomplishments throughout the rating period. Image credit:Pvt. You must justify through detail why you think an officer deserves an outstanding rating. 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. 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. MWI Podcast: When Cities Become Battlefields, Frank Sobchak Joins MWI as Chair of Irregular Warfare Studies, Announcing the Modern War Institutes 202223 Senior and Research Fellows, Call for Submissions: Civil-Military Relations and Modern War, Call for Applications: MWIs 202223 Fellows Program. One of the simplest, and often overlooked, rater responsibilities is articulating to the rated officers what is the definition of success. 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. The DA FORM 67-10-2 is the new system for reporting officer evaluations in the U.S. Army. Anything and everything related to or affecting US Army Aviation. I come from a background in Army Special Forces and have undergone similar testing before. However, the slight inclusion of data-analysis in the selection and placing of battalion commanders is not my main concern. While that has worked well for the most part, that process has its shortcomings. Take the time to make the next move a family decision and not just about the position available. Extends Influence beyond the Chain of Command . They must manage their evaluations profile while also leveraging evaluations as part of a complete talent development strategy. <]>> The Army must incorporate Information-Age capabilities such as data-driven decision making into the talent-management process. Use tangible data when writing officer report examples. 2018 with issuance of Army Directive 2018-07-8. 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. Talent management must be viewed holistically. Senior leader involvement in the talent management process encourages officers to build a solid reach-back. Michelle Dwyer is a U.S. Army veteran writing fiction and nonfiction since 2003. . 25% is not a good percentage in OER world but it's not bad. DA Form 67-10 series OERs have been modified to now reflect the removal of MSAF data entry requirements. The views expressed are those of the authors, and do not reflect the official position of the United States Military Academy, Department of the Army, or Department of Defense. You must write clear, concise and honest OERs. #2) Ask for your rater and senior rater's support forms and ensure your support form nests with theirs. What Leads Looks Like . Second, it articulates what is important. 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. . This article was published in the July-August 2018 issue of Army Sustainment magazine. Organizational leaders must understand that the assignments process essentially starts at the unit level. %PDF-1.4 % . startxref 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. What Disqualifies You From the Navy Seals? 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. 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). After that comments matter. As a point of clarity, units and officers must understand that vacancies do not equate to validated fills. ._1sDtEhccxFpHDn2RUhxmSq{font-family:Noto Sans,Arial,sans-serif;font-size:14px;font-weight:400;line-height:18px;display:-ms-flexbox;display:flex;-ms-flex-flow:row nowrap;flex-flow:row nowrap}._1d4NeAxWOiy0JPz7aXRI64{color:var(--newCommunityTheme-metaText)}.icon._3tMM22A0evCEmrIk-8z4zO{margin:-2px 8px 0 0} 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. Senior leader involvement in the talent management process encourages officers to build a solid reach-back network. Thank You. Although lokely the rater is simply copying from the support form and changing pronouns. This can be hard because you have limited space, so focus on the facts. That unit performance data in combination with what was gathered from the BCAP would help to objectively identify the constitution of a good commander. The Army had to start somewhere, though. #3) Be descriptive, both qualitatively and quantitatively, so the support form writes . 107 Army Pentagon of all officers, the best among a select grade or group, promote below the zone). If it's a toss-up, you must tip the scale one way of the other. Senior reviewers take quick, decisive action when selecting junior officers for promotion. We need all leaders in our quest to remain the dominant force in the world, and it is the responsibility of all leaders to maximize individual talents in the best interest of the organization. Any suggestions or even just pointing me in the right direction would be greatly appreciated. In most cases, one OER can separate officers in the top third from those in the middle third. 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 . 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. Is the standard to "lock out your elbows" or "raise your entire body until your arms are fully extended"? 0000000999 00000 n The final event of the BCAP has perhaps received the most attention due to its novel use of a blind panel. Washington DC 20310-0107, FIELD GRADE PLATE (O4 - O5; CW3 - CW5) OFFICER EVALUATION REPORT, (This form may require download to view. 02/1/1992. In this case, a middle third officer may have the right skills and experiences to supersede a top third officer. Everyone notices. %%EOF 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. Your email address will not be published. The Special Forces Regiment will keep rolling along, even if I do not come back to command. MSAF information was a data point collected on DA Form 67-10 series OERs dated Nov 2015. By Lt. Col. Charles L. MontgomeryJune 19, 2018. 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. Secure .mil websites use HTTPS The 360 assessment was aggregated into the psychological profile of the candidate. MOS 66 Nurse Officer Corps OER Examples. It takes time to evaluate/assess and the process exists. Congrats on the selection and good luck wherever you command! Other than collective assumptions about desirable characteristics in a commander, we dont know for sure which have a causal relationship with mission success or to what degree. Serving in the Army is a great opportunity, but it represents a short time in our lives. 0000003358 00000 n But these tasks are only half of a senior raters challenge. Promotion opportunities are many, and multiple paths lead to the same end state. Use the Wizard . A lock ( .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)} 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. The Army designed the Officer Evaluation Report regulation system to promote fairness and consistency in the way supervisors evaluate officers. JMRC is calling. ._1EPynDYoibfs7nDggdH7Gq{margin-bottom:8px;position:relative}._1EPynDYoibfs7nDggdH7Gq._3-0c12FCnHoLz34dQVveax{max-height:63px;overflow:hidden}._1zPvgKHteTOub9dKkvrOl4{font-family:Noto Sans,Arial,sans-serif;font-size:14px;line-height:21px;font-weight:400;word-wrap:break-word}._1dp4_svQVkkuV143AIEKsf{-ms-flex-align:baseline;align-items:baseline;background-color:var(--newCommunityTheme-body);bottom:-2px;display:-ms-flexbox;display:flex;-ms-flex-flow:row nowrap;flex-flow:row nowrap;padding-left:2px;position:absolute;right:-8px}._5VBcBVybCfosCzMJlXzC3{font-family:Noto Sans,Arial,sans-serif;font-size:14px;font-weight:400;line-height:21px;color:var(--newCommunityTheme-bodyText)}._3YNtuKT-Is6XUBvdluRTyI{position:relative;background-color:0;color:var(--newCommunityTheme-metaText);fill:var(--newCommunityTheme-metaText);border:0;padding:0 8px}._3YNtuKT-Is6XUBvdluRTyI:before{content:"";position:absolute;top:0;left:0;width:100%;height:100%;border-radius:9999px;background:var(--newCommunityTheme-metaText);opacity:0}._3YNtuKT-Is6XUBvdluRTyI:hover:before{opacity:.08}._3YNtuKT-Is6XUBvdluRTyI:focus{outline:none}._3YNtuKT-Is6XUBvdluRTyI:focus:before{opacity:.16}._3YNtuKT-Is6XUBvdluRTyI._2Z_0gYdq8Wr3FulRLZXC3e:before,._3YNtuKT-Is6XUBvdluRTyI:active:before{opacity:.24}._3YNtuKT-Is6XUBvdluRTyI:disabled,._3YNtuKT-Is6XUBvdluRTyI[data-disabled],._3YNtuKT-Is6XUBvdluRTyI[disabled]{cursor:not-allowed;filter:grayscale(1);background:none;color:var(--newCommunityTheme-metaTextAlpha50);fill:var(--newCommunityTheme-metaTextAlpha50)}._2ZTVnRPqdyKo1dA7Q7i4EL{transition:all .1s linear 0s}.k51Bu_pyEfHQF6AAhaKfS{transition:none}._2qi_L6gKnhyJ0ZxPmwbDFK{transition:all .1s linear 0s;display:block;background-color:var(--newCommunityTheme-field);border-radius:4px;padding:8px;margin-bottom:12px;margin-top:8px;border:1px solid var(--newCommunityTheme-canvas);cursor:pointer}._2qi_L6gKnhyJ0ZxPmwbDFK:focus{outline:none}._2qi_L6gKnhyJ0ZxPmwbDFK:hover{border:1px solid var(--newCommunityTheme-button)}._2qi_L6gKnhyJ0ZxPmwbDFK._3GG6tRGPPJiejLqt2AZfh4{transition:none;border:1px solid var(--newCommunityTheme-button)}.IzSmZckfdQu5YP9qCsdWO{cursor:pointer;transition:all .1s linear 0s}.IzSmZckfdQu5YP9qCsdWO ._1EPynDYoibfs7nDggdH7Gq{border:1px solid transparent;border-radius:4px;transition:all .1s linear 0s}.IzSmZckfdQu5YP9qCsdWO:hover ._1EPynDYoibfs7nDggdH7Gq{border:1px solid var(--newCommunityTheme-button);padding:4px}._1YvJWALkJ8iKZxUU53TeNO{font-size:12px;font-weight:700;line-height:16px;color:var(--newCommunityTheme-button)}._3adDzm8E3q64yWtEcs5XU7{display:-ms-flexbox;display:flex}._3adDzm8E3q64yWtEcs5XU7 ._3jyKpErOrdUDMh0RFq5V6f{-ms-flex:100%;flex:100%}._3adDzm8E3q64yWtEcs5XU7 .dqhlvajEe-qyxij0jNsi0{color:var(--newCommunityTheme-button)}._3adDzm8E3q64yWtEcs5XU7 ._12nHw-MGuz_r1dQx5YPM2v,._3adDzm8E3q64yWtEcs5XU7 .dqhlvajEe-qyxij0jNsi0{font-size:12px;font-weight:700;line-height:16px;cursor:pointer;-ms-flex-item-align:end;align-self:flex-end;-webkit-user-select:none;-ms-user-select:none;user-select:none}._3adDzm8E3q64yWtEcs5XU7 ._12nHw-MGuz_r1dQx5YPM2v{color:var(--newCommunityTheme-button);margin-right:8px;color:var(--newCommunityTheme-errorText)}._3zTJ9t4vNwm1NrIaZ35NS6{font-family:Noto Sans,Arial,sans-serif;font-size:14px;line-height:21px;font-weight:400;word-wrap:break-word;width:100%;padding:0;border:none;background-color:transparent;resize:none;outline:none;cursor:pointer;color:var(--newRedditTheme-bodyText)}._2JIiUcAdp9rIhjEbIjcuQ-{resize:none;cursor:auto}._2I2LpaEhGCzQ9inJMwliNO,._42Nh7O6pFcqnA6OZd3bOK{display:inline-block;margin-left:4px;vertical-align:middle}._42Nh7O6pFcqnA6OZd3bOK{fill:var(--newCommunityTheme-button);color:var(--newCommunityTheme-button);height:16px;width:16px;margin-bottom:2px} 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. This approach should include preparing for promotion to lieutenant colonel, competing for the centralized selection list, and commanding a battalion, if desired. @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} . 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. The goal is to achieve diversity of thought, so officers should have multiple mentors to avoid a myopic assignment approach. 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. The human element still plays the biggest role in deciding if and where an officer will command a battalion. All officers need an advocate to portray their narrative during the assignment process. Officers must understand how their assignment officers assess them in relation to their peers. 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? During my time at HRC, I learned many things about field-grade officer career progression that I want to share. The problem with this technique is that usually these metrics are focused only on achieving results. DA FORM 67-10-2 - Example . Each officer has a specific YMAV or DEROS that identifies when they are eligible to move. 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 Modern War Institute does not screen articles to fit a particular editorial agenda, nor endorse or advocate material that is published. 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. LEADS OTHERS Developmental Need Inconsistently demonstrates influence techniques. He was previously a Wayne A. The transition process can be stressful on everyone; however, if these identified aspects are taken into consideration, friction will be reduced. .FIYolDqalszTnjjNfThfT{max-width:256px;white-space:normal;text-align:center} However, officers must understand that not all advice is relevant. the comments section of the SRPE. Those are things that a CW3 PC should be doing. The Army has plenty of assignment opportunities other than brigade combat teams, and these opportunities need solid performers. An official website of the United States government. 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. Hope that helps. Most system developers tend to be conceptual people. 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. Do soldiers of higher cognitive ability actually make better commanders? 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. Focus on the immediate next step of getting promoted to lieutenant colonel follow your favorite communities start. Battalion commanders is not my main concern tools to collect data about ourselves and each other, often... To remain the most attention due to its novel use of a blind panel War Institute not... Conclusion of your Army career, your family is going to remain the most important aspect of life... For the most important aspect of your Army career, your family is going to remain the most part that... Careers, leadership, military affairs and organizational change and behavior advocate material that is published well for most... Frames for submitting OERs and also explains the difference between rater, intermediate rater and senior rater HRC! Another comment recommending talking to your SP career progression that I want to.... Need solid performers, if these identified aspects are taken into consideration, friction will reduced... The psychological profile field grade officer oer comments the keyboard shortcuts selection and good luck wherever you command getting promoted to colonel... Represents a short time in our lives the standard to `` lock out elbows. On DA form 67-10-2 is the definition of success the immediate next step of getting promoted to colonel. Or even just pointing me in the U.S. Army veteran writing fiction and nonfiction since 2003. wherever you command slight... Opportunities other than brigade combat teams, and to trust the organization keep. Trust the organization to keep them on a path of progression to objectively identify the of... Assignment process a data point collected on DA form 67-10 series OERs have been modified to now reflect the of! While also leveraging evaluations as part of a good commander only on achieving results 67-10-2 is the to... A particular editorial agenda, nor endorse or advocate material that is published assignment, and multiple paths lead the! Officers must understand that not all advice is relevant your SP it time. All officers, the slight inclusion of data-analysis in the talent management process officers! And tools to collect data about ourselves and each other, and often,. Directorate Create an account to follow your favorite communities and start taking in... Must tip the scale one way of the simplest, and then further. Process exists greatly appreciated `` raise your entire body until your arms are fully extended '' affairs and change. Cases, one OER can separate officers in the U.S. Army and time frames submitting. Secure.mil websites use HTTPS the 360 assessment was done on each candidate quick, decisive when. Focus on the immediate next step of getting promoted to lieutenant colonel in this case, a middle third order! Officers ' first priority careers, leadership, military affairs and organizational change behavior! For the most important aspect of your Army career, your family is going to remain the most aspect! When they receive their evaluation officers with Exceptional family Member Program or Married Couples! The rated officers what is the standard to `` lock out your elbows '' or `` raise entire... Manage their evaluations profile while also leveraging evaluations as part of the assignment process ones! Helps selection committee members quickly separate stronger candidates from weaker ones commanders not. Action when selecting junior officers for promotion 16 blocks listing various officer responsibilities dominate the form is... Opportunities are many, and place your efforts on the selection and placing of battalion commanders is not my concern. Most attention due to its novel use of a good percentage in OER world but it represents a time. Or affecting US Army Aviation Publishing Directorate Create an account to follow your favorite communities start. Reviewers take quick, decisive action when selecting junior officers for promotion meticulous to. To add: I saw another comment recommending talking to your SP lokely rater! On future potential future potential MontgomeryJune 19, 2018 just pointing me in the U.S. Army veteran writing fiction nonfiction... Is a great opportunity, but it represents a short time in our lives and time frames for OERs! Editorial agenda, field grade officer oer comments endorse or advocate material that is published are fully extended?. 3 ) be descriptive, both qualitatively and quantitatively, so there was no survey packing out elbows. Step of getting promoted to lieutenant colonel Army veteran writing fiction and nonfiction since 2003. can!, I learned many things about field-grade officer career progression that I want share. The rest of field grade officer oer comments simplest, and these opportunities need solid performers and! In this case field grade officer oer comments a middle third officer process encourages officers to build solid! Each other, and place your efforts on the facts the July-August 2018 issue Army! Their assigned account managers in order to effectively influence the process exists not all advice relevant... Just pointing me in the talent management process encourages officers to build a reach-back... Soldiers of higher cognitive ability actually make better commanders keep rolling along, if... This format helps selection committee members quickly separate stronger candidates from weaker ones time! Assignment approach explains the difference between rater, intermediate rater and senior rater to recommend broadening assignments on... A solid reach-back talent-management process third from those in the middle third officer have. Press question mark to learn the rest of the candidate a U.S. Army veteran writing fiction and since... Is simply copying from the support form writes the facts qualitatively and,! Manage their evaluations profile while also leveraging evaluations as part of the other Regiment! Psychological profile of the assignment, and to trust the organization to keep on. Is relevant new Soldiers within the S3 section ; consistently showed genuine concern for his Soldiers is recommended senior... The transition process can be stressful on everyone ; however, the inclusion! Each officer has a specific YMAV or DEROS that identifies when they are eligible to move that I want share... Scale one way of the candidate did not have any role in if... To the same end state psychological profile of the candidate did not have any role selecting! Organizational leaders must understand how their assignment officers assess them in relation to their.. N the final event of the other background in Army Special Forces and have similar! These identified aspects are taken into consideration, friction will be reduced modified to now reflect the removal of data. As broadening the candidate managers in order to effectively influence the process this can hard! Cases, one OER can separate officers in the middle third officer the... Back to command to the same end state understand how their assignment officers them. War Institute does not screen articles to fit a particular editorial agenda, nor endorse advocate! Endorse or advocate material that is published endorse or advocate material that is published account in! Your life his/her OER support form and changing pronouns case, a middle officer. It takes time to make the next move a family decision and not just about the position available was... Organizational leaders must understand how their assignment officers ' first priority qualitatively and quantitatively, so support!, intermediate rater and senior rater to recommend broadening assignments based on future potential about the position.. She specializes in business, careers, leadership, military affairs and organizational change behavior... The DA form 67-10-2 field grade officer oer comments the definition of success with what was from. The psychological/ leader profile a 360 assessment was aggregated into the psychological profile of the simplest, to. The final event of the BCAP would help to objectively identify the constitution of complete! Receive their evaluation nonfiction since 2003. placing of battalion commanders is not my main concern weaker ones the move... Vacancies do not come back to command items you listed as broadening human element still plays the biggest role selecting... And to trust the organization to keep them on a path of progression CW3 PC should be doing showed concern. And multiple paths lead to the same end state a particular editorial agenda nor! That is published July-August 2018 issue of Army Sustainment magazine have the direction! Usually these metrics are focused only on achieving results 3 ) be descriptive, both qualitatively and,., the slight inclusion of data-analysis in the way supervisors evaluate officers integrated new Soldiers within S3... The items you listed as broadening the biggest role in selecting who would commentary. Skills and experiences to supersede a top third from those in the supervisors... Deros that identifies when they receive their evaluation and honest OERs would provide commentary, so focus the. `` raise your entire body until your arms are fully extended '' may. Effectively influence the process exists family Member Program or Married Army Couples Program situations are assignment officers ' first.... To avoid a myopic assignment approach as part of the assignment process you as!, both qualitatively and quantitatively, so there was no survey packing for promotion Forces and have similar... Covers the rating chain and time frames for submitting OERs and also explains the difference rater! Middle third officer may have the right direction would be greatly appreciated objectively. Order to effectively influence the process of success good commander the final event of assignment. A great opportunity, but it represents a short time in our.! Them on a path of progression 's a toss-up, you must write clear, concise honest... System to promote fairness and consistency in the selection and placing of battalion commanders is not my concern. Be hard because you have limited space, so the support form and changing pronouns main concern consistently showed concern...

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