startxref I am finding the Armys tranformation into forward thinking so refreshing. The stakes are high when writing an evaluation. trailer Ensuring family peace is an enduring priority. The 360 assessment was aggregated into the psychological profile of the candidate. However, there was player data available that had a direct tie-in to achieving more wins: on-base percentages. 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." 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. Field Grade officers wearing the Army Service Uniform at a ball look like rookies. This format helps selection committee members quickly separate stronger candidates from weaker ones. Here is a link to my Senior Rater Evaluation Philosophy. Senior Rater Bullet Comments; what is best for promotion boards? (703) 614-3727, Office of the Chief Information Officer Unlimited potential. 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. CW5) OFFICER EVALUATION REPORT For use of this form, see AR 623-3; the proponent agency is DOS, G-1. 02/1/1992. No choice when you have to rate / are rated by someone you don't even know. The following article will be an introduction to the Battalion intelligence section. We need updated methods and tools to collect data about ourselves and each other, and then to further parse and analyze that data. 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. As an example, some senior raters may say only a 300 APFT score is worthy of a Most Qualified rating. Making the alternate list is an accomplishment in itself because there is still a chance to receive a command based on declinations, deferments, or other actions that may require a change in leadership. If itis a unit average of a certain score, but the leader pushes the unit too hard and too fast to achieve that goal, resulting in injured Soldiers, who is really at fault? ._3oeM4kc-2-4z-A0RTQLg0I{display:-ms-flexbox;display:flex;-ms-flex-pack:justify;justify-content:space-between} After some reflection, I realized my peers and I shouldnt overthink how to maximize our personal performance at the BCAP. An evaluation philosophy accomplishes three goals. Beginning to collect data had to happen. top 1%, 3%, 5%, etc. 947 0 obj <>stream The Assignment Interactive Module II allows complete transparency for units and individual officers. In this case, a middle third officer may have the right skills and experiences to supersede a top third officer. 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. The important thing is that the Army is bringing in data analysis where previously there was none. There are many ways to do it differently, the only wrong way is for a senior rater to leave it undefined. However, officers must understand that not all advice is relevant. JMRC is calling. Happens frequently in the TPU. ACTIVE. This will give them an idea of their future opportunities. Senior raters shoulder an enormous responsibility when managing evaluations. 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. ._12xlue8dQ1odPw1J81FIGQ{display:inline-block;vertical-align:middle} 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. 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. The one aspect that I did not see evaluated was what did this officers battalion command sergeant major and other senior NCOs think about his leadership style and effectiveness. If we are honest with ourselves, something as simple as enforcing a single standard on push-ups at a unit is challenging for a variety of reasons. It is a sign of lazy leadership if your leaders cant perform the duties expected of them, especially when properly evaluating and rating the soldiers/officers beneath them. 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. We want to enable your efforts by helping you understand the section. All the data were collected the same way, for each and every officer under consideration. In my experience, Army officers are notoriously bad at counseling. 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! Officers normally serve 36 months in an assignment, and the YMAV or DEROS is usually in the last month. Potential is harder to articulate; my thoughts (below), collected from mentors and leaders over the years, are just a microcosm of what can be used to describe potential. Theoretically, each assignment officer will touch approximately 68 percent of their assigned population over a span of two years. Everyone notices. This article was published in the July-August 2018 issue of Army Sustainment magazine. Communicates . If you're a Major, you must have Dress Mess. For many officers, there is a lot of time between company command and their first key development job as a field grade officer. Second, it articulates what is important. #3) Be descriptive, both qualitatively and quantitatively, so the support form writes . From an assignments perspective, the goal is to match the right skills and experiences to the right position. 3 . 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 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. 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. Can we say the same of APFT scores? Use tangible data when writing officer report examples. 0000003602 00000 n Required fields are marked *. Thanks for a great rundown and a mature look at this important process. 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. Moreover, leadership is not just about achieving results. 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. As an officer's performance changes, so does the five-year plan. The current field-grade officer evaluation report (OER) doesnt even have a specific spot for raters or senior raters to convey their assessments of a rated officers intelligence; for now such an assessment can only be inferred from a senior raters comments. Secondly, a major must actively establish a reputation as a field-grade officer and pursue KD opportunities immediately. The goal is to achieve diversity of thought, so officers should have multiple mentors to avoid a myopic assignment approach. .Rd5g7JmL4Fdk-aZi1-U_V{transition:all .1s linear 0s}._2TMXtA984ePtHXMkOpHNQm{font-size:16px;font-weight:500;line-height:20px;margin-bottom:4px}.CneW1mCG4WJXxJbZl5tzH{border-top:1px solid var(--newRedditTheme-line);margin-top:16px;padding-top:16px}._11ARF4IQO4h3HeKPpPg0xb{transition:all .1s linear 0s;display:none;fill:var(--newCommunityTheme-button);height:16px;width:16px;vertical-align:middle;margin-bottom:2px;margin-left:4px;cursor:pointer}._1I3N-uBrbZH-ywcmCnwv_B:hover ._11ARF4IQO4h3HeKPpPg0xb{display:inline-block}._2IvhQwkgv_7K0Q3R0695Cs{border-radius:4px;border:1px solid var(--newCommunityTheme-line)}._2IvhQwkgv_7K0Q3R0695Cs:focus{outline:none}._1I3N-uBrbZH-ywcmCnwv_B{transition:all .1s linear 0s;border-radius:4px;border:1px solid var(--newCommunityTheme-line)}._1I3N-uBrbZH-ywcmCnwv_B:focus{outline:none}._1I3N-uBrbZH-ywcmCnwv_B.IeceazVNz_gGZfKXub0ak,._1I3N-uBrbZH-ywcmCnwv_B:hover{border:1px solid var(--newCommunityTheme-button)}._35hmSCjPO8OEezK36eUXpk._35hmSCjPO8OEezK36eUXpk._35hmSCjPO8OEezK36eUXpk{margin-top:25px;left:-9px}._3aEIeAgUy9VfJyRPljMNJP._3aEIeAgUy9VfJyRPljMNJP._3aEIeAgUy9VfJyRPljMNJP,._3aEIeAgUy9VfJyRPljMNJP._3aEIeAgUy9VfJyRPljMNJP._3aEIeAgUy9VfJyRPljMNJP:focus-within,._3aEIeAgUy9VfJyRPljMNJP._3aEIeAgUy9VfJyRPljMNJP._3aEIeAgUy9VfJyRPljMNJP:hover{transition:all .1s linear 0s;border:none;padding:8px 8px 0}._25yWxLGH4C6j26OKFx8kD5{display:inline}._2YsVWIEj0doZMxreeY6iDG{font-size:12px;font-weight:400;line-height:16px;color:var(--newCommunityTheme-metaText);display:-ms-flexbox;display:flex;padding:4px 6px}._1hFCAcL4_gkyWN0KM96zgg{color:var(--newCommunityTheme-button);margin-right:8px;margin-left:auto;color:var(--newCommunityTheme-errorText)}._1hFCAcL4_gkyWN0KM96zgg,._1dF0IdghIrnqkJiUxfswxd{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}._1dF0IdghIrnqkJiUxfswxd{color:var(--newCommunityTheme-button)}._3VGrhUu842I3acqBMCoSAq{font-weight:700;color:#ff4500;text-transform:uppercase;margin-right:4px}._3VGrhUu842I3acqBMCoSAq,.edyFgPHILhf5OLH2vk-tk{font-size:12px;line-height:16px}.edyFgPHILhf5OLH2vk-tk{font-weight:400;-ms-flex-preferred-size:100%;flex-basis:100%;margin-bottom:4px;color:var(--newCommunityTheme-metaText)}._19lMIGqzfTPVY3ssqTiZSX._19lMIGqzfTPVY3ssqTiZSX._19lMIGqzfTPVY3ssqTiZSX{margin-top:6px}._19lMIGqzfTPVY3ssqTiZSX._19lMIGqzfTPVY3ssqTiZSX._19lMIGqzfTPVY3ssqTiZSX._3MAHaXXXXi9Xrmc_oMPTdP{margin-top:4px} hbbd``b`1@D\HZ$201210Cg ._2Gt13AX94UlLxkluAMsZqP{background-position:50%;background-repeat:no-repeat;background-size:contain;position:relative;display:inline-block} Put first things first, and place your efforts on the immediate next step of getting promoted to lieutenant colonel. First, it describes how a rater or senior rater sees evaluations. Officers must understand how their assignment officers assess them in relation to their peers. Vincent, thanks for writing this. Officers are encouraged to start expanding their networks early in their careers to achieve their goals. Most system appliers and practitioners are not. Officers' personal assignment considerations are the last aspect in the assignments process. 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. Third, it provides an underlying logic or set of business rules. Talent management must be viewed holistically. ._3-SW6hQX6gXK9G4FM74obr{display:inline-block;vertical-align:text-bottom;width:16px;height:16px;font-size:16px;line-height:16px} 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. Three different forms will reflect the division of the officer rank structure: captains and below; field grade officers and the higher chief warrant officers; and colonels and brigadier generals. Being promoted to lieutenant colonel is definitely indicative of a successful career. COL Dave Wright is an armor officer and a graduate of the School of Advanced Military Studies (SAMS). $84 million contract awarded for Excalibur replenishment, Army initiates corrections to criminal database, Army officer part of newly resumed cooperation for International Space Station, Chief Warrant Officer 3 Sarah Stone is just one of four, Army CIO speaks at Army Europe and Africa 2022 Cybersecurity Summit, Transcript: Media Roundtable with Mr. Douglas Bush, ASA for AL&T, July 27, 2022, Transcript: Media Roundtable with Dr. Raj Iyer, Army Chief Information Officer, and LTG John B. Morrison, Jr., Army Deputy Chief of Staff G-6 June 09, 2022, Army Inspector General starts New Soldier Experience inspection, Vietnamese-American service members parallel paths to the American dream, Bengali chief warrant officer finds the American dream through serving, U.S. Army STAND-TO! Answered a similar survey about themselves about ourselves and each other, and then to further parse and that... 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