Talent management encompasses multiple data points so that leaders can make the most informed organizational decisions. 0000003602 00000 n Whether the senior rater writes well is independent of the rated officers true quality, performance, or potential. 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. Push-ups and sit-ups were graded by the same graders, using the same strict Army standard. the comments section of the SRPE. The range of surveys solicited allowed assessors to eliminate significant outliers for any individuals with an ax to grind. <]>> nature (e.g. Are the best Army officers often from West Point? In most cases, you will rate an officer who has been under your supervision for at least 90 days. It assesses an officer's work ethic, mentorship ability, physical fitness level, job competencies and character. Put first things first, and place your efforts on the immediate next step of getting promoted to lieutenant colonel. Senior leader involvement in the talent management process encourages officers to build a solid reach-back network. Broadening assignments are something outside the realm of a typical career path. 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. ._2ik4YxCeEmPotQkDrf9tT5{width:100%}._1DR1r7cWVoK2RVj_pKKyPF,._2ik4YxCeEmPotQkDrf9tT5{display:-ms-flexbox;display:flex;-ms-flex-align:center;align-items:center}._1DR1r7cWVoK2RVj_pKKyPF{-ms-flex-pack:center;justify-content:center;max-width:100%}._1CVe5UNoFFPNZQdcj1E7qb{-ms-flex-negative:0;flex-shrink:0;margin-right:4px}._2UOVKq8AASb4UjcU1wrCil{height:28px;width:28px;margin-top:6px}.FB0XngPKpgt3Ui354TbYQ{display:-ms-flexbox;display:flex;-ms-flex-align:start;align-items:flex-start;-ms-flex-direction:column;flex-direction:column;margin-left:8px;min-width:0}._3tIyrJzJQoNhuwDSYG5PGy{display:-ms-flexbox;display:flex;-ms-flex-align:center;align-items:center;width:100%}.TIveY2GD5UQpMI7hBO69I{font-size:12px;font-weight:500;line-height:16px;color:var(--newRedditTheme-titleText);white-space:nowrap;overflow:hidden;text-overflow:ellipsis}.e9ybGKB-qvCqbOOAHfFpF{display:-ms-flexbox;display:flex;-ms-flex-align:center;align-items:center;width:100%;max-width:100%;margin-top:2px}.y3jF8D--GYQUXbjpSOL5.y3jF8D--GYQUXbjpSOL5{font-weight:400;box-sizing:border-box}._28u73JpPTG4y_Vu5Qute7n{margin-left:4px} The views expressed are those of the author and do not reflect the official position of the United States Military Academy, Department of the Army, or Department of Defense. However, achieves results is only one of six Leadership Requirements in Army doctrine, so orienting evaluations on only one dimension often marginalizes the remaining five. 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. Press question mark to learn the rest of the keyboard shortcuts. Open communication will enhance the process immensely. 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). @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} Once a space is open and a validated requisition is created, it is up to the assignment officer to find the best qualified officer. The way officers perform far outweighs their assigned positions. . With the institution of the BCAP, the rules for reaching that goal seem to have changed suddenly, frustrating and angering many of those invested in the current system. Iwould argue both bear some responsibility. Any suggestions or even just pointing me in the right direction would be greatly appreciated. of all officers, the best among a select grade or group, promote below the zone). The Army must incorporate Information-Age capabilities such as data-driven decision making into the talent-management process. 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. 0000000821 00000 n The U.S. Army Officer Evaluation Report, or OER, measures an officer's ability to lead by example. ._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} This allowed the evaluation team to assess emotional intelligence and perception of potential candidates. CW5) OFFICER EVALUATION REPORT For use of this form, see AR 623-3; the proponent agency is DOS, G-1. 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. 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? A .mil website belongs to an official government organization in the United States. The new Army OER form requires bullet comments for the following sections: First and foremost, I have one thing to say: ADRP 6-22 (. Officers normally serve 36 months in an assignment, and the YMAV or DEROS is usually in the last month. LTC Chris Budihas shared his online some time ago and I used his document as a template. 0000000016 00000 n 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. Soldiers need their raters to transparently communicate how their performance and potential will be evaluated. Bottom third officers are at risk for having promotion denied and basically have no chance of selection for battalion command. For some, this seems like an obvious step for the Army to take, but that is a pretty radical concept for an Army culture that has historically sought to empower leaders at the lowest level and honor the sanctity of a commanders personal judgment. The best you can do is #1 of the entire rating pool, then exclusive enumeration #1,2,3,4,5,6) then % (top 10%, 20%) then bland "among the top officers in my XXX." Hope this helps! This is the most important promotion statistic about going from major to lieutenant colonel. A joint assignment is a great opportunity, but if you do not get promoted to lieutenant colonel or selected for battalion command, it will not take you very far. xref PART Il - AUTHENTICATION (Rated officer's signature verifies officer has seen completed OER Parts I-VI and the . The mission-essential requirements (MER) list represents consolidated unit priorities for organizational manning requirements specific to the movement cycle. 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. What bullet point examples have you seen for "Achieves" in the new Army NCOER form? 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. In most cases, one OER can separate officers in the top third from those in the middle third. But these tasks are only half of a senior raters challenge. The style in which this APFT was administered created a basis for fair comparison between candidates. 2018 with issuance of Army Directive 2018-07-8. Assignment officers typically serve on the desk for two years or four assignment cycles. Defining what distinguishes top block performance and potential is important as well. No choice when you have to rate / are rated by someone you don't even know. 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. ACTIVE. Lock For more details visit, 04-PUB NOT RELEASABLE TO FOREIGNERS (NOFORN), A APPROVED FOR PUBLIC RELEASE; DISTRIBUTION IS UNLIMITED, ADRP - Army Doctrine References Publications, ATTP - Army Tactics, Techniques, and Procedures, FY Publication Status Report (CAC required for access), Publishing Resources (CAC required for access), PC/PCO/FMO/EPCO Directory (CAC required for access), usarmy.pentagon.hqda-apd.mbx.customer-service@army.mil, Search Army publications and forms by Number, Title, or Record Detail. 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. Edit to add: I saw another comment recommending talking to your SP. 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. Everyone notices. I encourage officers to perform well regardless of the assignment, and to trust the organization to keep them on a path of progression. 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? ._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} It is too easy to inadvertently transition from achieving results to toxic leadership (See AR 600-100 Army Profession and Leadership Policy). Congrats on the selection and good luck wherever you command! Theoretically, each assignment officer will touch approximately 68 percent of their assigned population over a span of two years. .FIYolDqalszTnjjNfThfT{max-width:256px;white-space:normal;text-align:center} startxref Army Regulation 623-3 governs the evaluation process. @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} Soldiers need their raters to transparently communicate how their performance and potential will be evaluated. 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. Moreover, leadership is not just about achieving results. Nominative assignments are continual and do not necessarily align with a specific cycle. 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." new year new NCOER program this helps a lot! 3. The end state is getting the right Soldier with the right qualifications to the right place at the right time. The current field-grade officer evaluation report (OER) doesn't even have a specific spot for raters or senior raters to convey their assessments of a rated officers' intelligence; for now such an assessment can only be inferred from a senior rater's comments. Take, for example, our height and weight measurementsone of the first assessments to ensure we met Army standards for body composition. Once you evaluate the officer based on performance records and facts, you will decide whether he excels or falls short. The submission of a detailed MER is critical to enabling HRC to select the right officers for specific organizational requirements. 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. Senior leader involvement in the talent management process encourages officers to build a solid reach-back. Matthew Marcellus, US Army, I would like to think Lt. Col. Vincent Enriquez for a very in depth look into BCAP. For Senior Rater an MQ is a major discriminator and separates officers. Sample Army OER Rater Bullet # 3 Being promoted to lieutenant colonel is definitely indicative of a successful career. 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. 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 was not privy to the exact criteria, but I suspected some indicatorslike toxic leadership traits, for examplemight have met that threshold. Serving in the Army is a great opportunity, but it represents a short time in our lives. Promotion opportunities are many, and multiple paths lead to the same end state. 171 14 endstream endobj startxref Frankly, I finished with one of the worst PT scores I have had in the last decadebut I was confident everyone else had a similar experience. 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. Senior Rater Bullet Comments; what is best for promotion boards? 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. As an incoming field grade officer, we know you are busy so we will get straight to the point. o excelled as Unit Prevention Leader; meticulous attention to detail ensured no discrepancies occurred during . 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 . 0 What we do is often not as important as how we do it. 0000002379 00000 n HRC account managers are responsible for representing their assigned units' requirements. Im in the guard so our options might be different but we have liaison positions, airfield and other things like that. 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. The fundamental purpose of the MER is to give commanders and human resources professionals the ability to formally advocate for the skills, experience, and knowledge required to accomplish specific missions. Official websites use .mil Builds Trust . 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? An evaluation philosophy articulates the link between a senior raters leader development strategy and the evaluation as recorded output. This data enables an apples-to-apples comparison of officers raw cognitive ability, instead of relying primarily on rater and senior-rater assessments, which have no formal reporting mechanism. The U.S. Army Officer Evaluation Report, or OER, measures an officer's ability to lead by example. 184 0 obj <>stream Senior NCOs are key to an officers development and I trust they also have the Armys best interest at hand. A Leaders Guide to Conducting Research Staff Rides, for selecting officers for battalion command. It is intended to be a counseling tool, part of a series of discussions between the officer and senior rater. Click on the appropriate link below or scroll down for general, non-specific medical bullets. 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. I just hope that this effort continues for the long term and longitudinal studies are produced as a result. I am going to make some assumptions here based on the question and it being the first using the field grade OER template. Here is a link to my Senior Rater Evaluation Philosophy. Leaders should expect the MER approximately six months before the cycle opens. Raters and SRs should do their work. For the most part, an officer's immediate advocates should be from his or her current chain of command. The Assignment Interactive Module II allows complete transparency for units and individual officers. If they write department OIC instead of command, only the AMEDD half of the board know that's a good thing. 45-https://armypubs.army.mil The MSAF programs was eliminated June 08. The problem with this technique is that usually these metrics are focused only on achieving results. ._3-SW6hQX6gXK9G4FM74obr{display:inline-block;vertical-align:text-bottom;width:16px;height:16px;font-size:16px;line-height:16px} .s5ap8yh1b4ZfwxvHizW3f{color:var(--newCommunityTheme-metaText);padding-top:5px}.s5ap8yh1b4ZfwxvHizW3f._19JhaP1slDQqu2XgT3vVS0{color:#ea0027} If your officers don't know the expectations, you can't effectively rate them. ._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} 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. During my time at HRC, I learned many things about field-grade officer career progression that I want to share. prior to the BCAP event, organizers solicited feedback from subordinates and peers on each candidate. 25% is not a good percentage in OER world but it's not bad. Some senior raters rely on specific mission or administrative metrics to determine who has the most potential. The takeaway here for the Army is that with a little trust, the right data can help us create a competitive advantage. SUPERSEDED DA FORM 67-10-2, 11/01/2015. There is a symbiotic relationship between family peace and work productivity. The same applies to outstanding performance. It takes time to evaluate/assess and the process exists. Promote ahead of peers. However, there was player data available that had a direct tie-in to achieving more wins: on-base percentages. Not only are they influencing the career of a subordinate leader, but more importantly, evaluations are a vote for who will be future Army leaders. 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.. I would respond with, Why? How does the decision to set that objective affect the organizations overall effectiveness, health, and safety? But having experienced earlier iterations of the processes introduced through several decades I always retain reservations about possible negatives along with the positives. Thats exactly what the BCAP represents. Many of my peers find themselves questioning if their efforts over the last 1618 years still mean anything. You must justify through detail why you think an officer deserves an outstanding rating. Follow his tweets on training, leadership, and doctrine @102ndblackhawk6 on Twitter. 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. Writing an OER support form. At the conclusion of your Army career, your family is going to remain the most important aspect of your life. /*# 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. They must manage their evaluations profile while also leveraging evaluations as part of a complete talent development strategy. How to Become a Warrant Officer in the Marine Corps. HRC will continue to move personnel in predefined cycles, and senior leaders must not shy away from being involved in the process early. Our recommended tips for completing the OERSF: #1) Keep a running log of your significant contributions and accomplishments throughout the rating period. From an assignments perspective, the goal is to match the right skills and experiences to the right position. Senior reviewers take quick, decisive action when selecting junior officers for promotion. 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. . From our in-brief, we were told that the Army is seeking to transform itself from a force meant to dominate in the Industrial Age into one agile enough to win in the Information Age. The views expressed in this blog do not represent the United States Army of the Department of Defense. Assignment officers exist to ensure the Army is represented accurately and to match the right officer with the right assignment. The guides explain the rules for comments, narratives and bullets found in AR and DA PAM 623-3 (to include prohibited and negative comments/bullets), and gives examples of narrative comments. This format helps selection committee members quickly separate stronger candidates from weaker ones. If by becoming one of the tracks listed above this qualifies them to perform that future assignment then great. I am finding the Armys tranformation into forward thinking so refreshing. As part of the psychological/ leader profile a 360 assessment was done on each candidate. The last thing a battalion needs is a narcissist. Your email address will not be published. He was originally commissioned as an Army Engineer after graduation from West Point in 2003. xb```b``a`a``a@ r400`Ps iS7XQds00%00 EX4gi,7mN9l^p2jP12f -` v-20zB\,pG30@d ` % Share sensitive information only on official, secure websites. 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. Startxref Army Regulation 623-3 governs the evaluation process the Department of Defense here a! This format helps selection committee members quickly separate stronger candidates from field grade officer oer comments ones the officers... Rater Bullet Comments ; what is best for promotion boards shy away from being involved in the management... 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