Those are things that a CW3 PC should be doing. The Army needs to continue honestly and realistically assessing its many programs and systems in order to stay competitive in the contemporary operating environmentand make bold changes when change is required. If a leader can score a 300, but his subordinates cannot, is that the potential we are seeking? Approximately 16 blocks listing various officer responsibilities dominate the form. 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. Push-ups and sit-ups were graded by the same graders, using the same strict Army standard. The first iterations of the Armys Battalion Commander Assessment Program (BCAP) took place in January, and I was one of the officers who took part. You must write clear, concise and honest OERs. 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. Soldiers need their raters to transparently communicate how their performance and potential will be evaluated. For broadening I put down Safety Officer, IP, and Maintenance Officer. Any ideas on broadening, operational, and strategic assignments? 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. All officers need an advocate to portray their narrative during the assignment process. PART I - ADMINISTRATIVE (Rated Officer) Attachments Menu . Second, it articulates what is important. Iwould argue both bear some responsibility. Given those limited objectives, the blind setup made sense. document.getElementById( "ak_js_1" ).setAttribute( "value", ( new Date() ).getTime() ); The articles and other content which appear on the Modern War Institute website are unofficial expressions of opinion. How willing were we to say, Sir/Maam, that last rep didnt count, your elbows didnt lock out completely? I caution you to avoid confusing military education/qualifications with future broadening assignments. An evaluation philosophy accomplishes three goals. The second objectiveassessing verbal skillsdidnt require the panel to see the officer. You must justify through detail why you think an officer deserves an outstanding rating. This allowed the evaluation team to assess emotional intelligence and perception of potential candidates. Builds Trust . HRC account managers are responsible for representing their assigned units' requirements. Field Grade officers wearing the Army Service Uniform at a ball look like rookies. If you're a Major, you must have Dress Mess. 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. Take the time to make the next move a family decision and not just about the position available. Third, it provides an underlying logic or set of business rules. A lock ( . 9301 Chapek Road., Bldg.1458 The U.S. Army Officer Evaluation Report, or OER, measures an officer's ability to lead by example. Being mentored by a senior leader is a great opportunity to develop a viable career plan. One of a major's first priorities is to complete the Command and General Staff Officers Course regardless of assigned method. For many officers, there is a lot of time between company command and their first key development job as a field grade officer. It's a pain in the ass, and nobody reads them, but you have to do them. (703) 614-3727, Office of the Chief Information Officer This was followed the next morning by the Army Physical Fitness Test (APFT), which was administered indoors to ensure uniform conditions for each candidate. DA Form 67-10 series OERs have been modified to now reflect the removal of MSAF data entry requirements. Medical support, educational interests, or exploration opportunities are all worth consideration. HRC will continue to move personnel in predefined cycles, and senior leaders must not shy away from being involved in the process early. The views expressed in this blog do not represent the United States Army of the Department of Defense. He later completed the Special Forces Qualification Course, earning the Green Beret and served in 1st Special Forces Group (Airborne) and 1stSpecial Forces Command (Airborne). In this case, a middle third officer may have the right skills and experiences to supersede a top third officer. Leaders should expect the MER approximately six months before the cycle opens. I was not privy to the exact criteria, but I suspected some indicatorslike toxic leadership traits, for examplemight have met that threshold. Essentially, this is an algorithm, and step one must be accomplished before step two is initiated. The OER process is an evolving one and will eventually change to focus more on what's written as opposed to what's checked. Core Leader Competencies: Leads . Rated officers or NCOs should not write their own evaluations, period. 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. 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. %PDF-1.4 % Question of interest. 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. ._1x9diBHPBP-hL1JiwUwJ5J{font-size:14px;font-weight:500;line-height:18px;color:#ff585b;padding-left:3px;padding-right:24px}._2B0OHMLKb9TXNdd9g5Ere-,._1xKxnscCn2PjBiXhorZef4{height:16px;padding-right:4px;vertical-align:top}.icon._1LLqoNXrOsaIkMtOuTBmO5{height:20px;vertical-align:middle;padding-right:8px}.QB2Yrr8uihZVRhvwrKuMS{height:18px;padding-right:8px;vertical-align:top}._3w_KK8BUvCMkCPWZVsZQn0{font-size:14px;font-weight:500;line-height:18px;color:var(--newCommunityTheme-actionIcon)}._3w_KK8BUvCMkCPWZVsZQn0 ._1LLqoNXrOsaIkMtOuTBmO5,._3w_KK8BUvCMkCPWZVsZQn0 ._2B0OHMLKb9TXNdd9g5Ere-,._3w_KK8BUvCMkCPWZVsZQn0 ._1xKxnscCn2PjBiXhorZef4,._3w_KK8BUvCMkCPWZVsZQn0 .QB2Yrr8uihZVRhvwrKuMS{fill:var(--newCommunityTheme-actionIcon)} Talent management must be viewed holistically. Counseling need not be formal; it helps to have structure. Senior reviewers take quick, decisive action when selecting junior officers for promotion. It covers the rating chain and time frames for submitting OERs and also explains the difference between rater, intermediate rater and senior rater. 0000002379 00000 n All validated requisitions are important, and someone will fill the requirement. Take, for example, our height and weight measurementsone of the first assessments to ensure we met Army standards for body composition. By Lt. Col. Charles L. MontgomeryJune 19, 2018. Does anyone besides me still think it is outrageous that OERs/NCOERs are sometimes filled out and written by the the person who's ER it is. top 1%, 3%, 5%, etc. They are a wealth of knowledge! 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 accomplishes three goals. Vincent, thanks for writing this. The submission of a detailed MER is critical to enabling HRC to select the right officers for specific organizational requirements. Hard work is only part of achieving your goal; developing a solid network is another. My performance there will likely determine if I will continue to progress as a leader of soldiers in the United States Army. If you're evaluating a stellar officer, your job is easy, because most or all of the answers will be "yes." As part of the psychological/ leader profile a 360 assessment was done on each candidate. rater comments on the Officer Evaluation Report. ._2Gt13AX94UlLxkluAMsZqP{background-position:50%;background-repeat:no-repeat;background-size:contain;position:relative;display:inline-block} HRC wants to nominate officers who desire the positions and have the right skills for those positions. Hope that helps. For now, participating in the BCAP is the best way to help the Army find the answer. .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} The same applies to outstanding performance. What are the best practices for VA Benefits? Army Regulation 623-3 governs the evaluation process. The style in which this APFT was administered created a basis for fair comparison between candidates. When you've completed the boxes, you must choose six attributes you feel best describe the officer. 0000001753 00000 n The Army doesnt have a way to take these results and compare them against historically successful commanders. In most cases, one OER can separate officers in the top third from those in the middle third. To me the rater and senior rater are there to make sure the self evaluation stays honest. Once a space is open and a validated requisition is created, it is up to the assignment officer to find the best qualified officer. 0 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. 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. First, it describes how a rater or senior rater sees evaluations. However, if someone strives to become a battalion commander, previous senior rater comments will carry enormous weight during the selection process. If the MOS of the contribution is not listed, those inputs will end up in the non-specific list at the bottom of this page. Leads by Example . Happens frequently in the TPU. The stakes are high for officers in consideration; many of them feel that selection for battalion command is the defining achievement of a career as an Army officer. 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. Nominative assignments are continual and do not necessarily align with a specific cycle. Organizational leaders must understand that the assignments process essentially starts at the unit level. Secondly, a major must actively establish a reputation as a field-grade officer and pursue KD opportunities immediately. If it's a toss-up, you must tip the scale one way of the other. 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 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. SHARP, EO, and EEO. Initially, this format concerned me because it seemed to eliminate the evaluation of criteria I thought was important for battalion commandpresence, professional appearance, and use of nonverbal communication. Refer to this document often until you become comfortable with the OER structure. I do not set any additional metrics to define a top block. 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. 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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. HRC will serve as the final adjudicator, but the units' input combined with the officer's skill set are large parts of the assignment decision process. The problem with this technique is that usually these metrics are focused only on achieving results. The Military Is Not the Nations Emergency Room Doctor. Thanks in advance. 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. 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. Put first things first, and place your efforts on the immediate next step of getting promoted to lieutenant colonel. They briefly scan the AR 623-3 form and supporting DA form 67-10-1a and look for what stands out. 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. The OER helps decide if your subordinate officers advance to higher ranks. 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. Organizations should communicate routinely with their assigned account managers in order to effectively influence the process. 0000000016 00000 n But an evaluation is the summation of a complete leader development program that should be tailored to each rated officer. So putting my pride and personal desire for a tactical battalion command aside, the real question is: How best can I serve the Army in the years ahead? This is a immutable fact of our reality and translates to some dysfunction over time, for example, a previous iteration of a version of such selection introduced in the late 1980s euphemistically referred to as the "Youth Leadership" initiative arguably had some downsides over the following years on the effect of the leaders who emerged from this process after its introduction. Thanks for a great rundown and a mature look at this important process. 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. Communicate with your assignment officer routinely, especially if you are in the cycle to move. Often the people grading are the people who also stand to benefit from increases in unit physical performance stats. ._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} %PDF-1.6 % But these tasks are only half of a senior raters challenge. If they write department OIC instead of command, only the AMEDD half of the board know that's a good thing. 0000003602 00000 n Selected continuation officers will continue to be assessed for promotion to lieutenant colonel. Middle third officers are on track for promotion but will not compete as well for battalion command. Theoretically, each assignment officer will touch approximately 68 percent of their assigned population over a span of two years. The Assignment Interactive Module II allows complete transparency for units and individual officers. The number one rule is that as your performance changes, so should your future goals. 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. As an example, some senior raters may say only a 300 APFT score is worthy of a Most Qualified rating. Officers must routinely update their two-to-five year plans, incorporating changes to accurately project future accomplishments. In my experience, Army officers are notoriously bad at counseling. Yes, I agree there should be an "even playing field" and that starts with knowing what the standards are and are not. 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. Your email address will not be published. The last thing a battalion needs is a narcissist. 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. Our recommended tips for completing the OERSF: #1) Keep a running log of your significant contributions and accomplishments throughout the rating period. Give him tough assignments; he will excel in any position. What bullet point examples have you seen for "Achieves" in the new Army NCOER form? Majors should approach future career goals logically and sequentially. 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? This approach should include preparing for promotion to lieutenant colonel, competing for the centralized selection list, and commanding a battalion, if desired. Although lokely the rater is simply copying from the support form and changing pronouns. As an officer's performance changes, so does the five-year plan. The goal is to achieve diversity of thought, so officers should have multiple mentors to avoid a myopic assignment approach. Top third officers are on track for promotion and will compete extremely well for battalion command. 02/1/1992. prior to the BCAP event, organizers solicited feedback from subordinates and peers on each candidate. 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The range of surveys solicited allowed assessors to eliminate significant outliers for any individuals with an ax to grind. 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. SUPERSEDED DA FORM 67-10-2, 11/01/2015. Maj. Gen. JP McGee, the director of the Army Talent Management Task Force (ATMTF), which was responsible for establishing the BCAP process, briefed us upon arrival at Fort Knox that the BCAP cadre would administer every assessment professionally and consistently for each of the more than 760 candidates split into eighteen cohorts. MOS 66 Nurse Officer Corps OER Examples. Leadership is the process of influencing people by providing purpose, direction, and motivation to accomplish the mission and improve the organization (ADP 6-22). ._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)} Bureaucrats Gambit: Why is Dmitry Rogozin Sending Russian Uncrewed Ground Vehicles to Ukraineand Does it Matter? They must manage their evaluations profile while also leveraging evaluations as part of a complete talent development strategy. But having experienced earlier iterations of the processes introduced through several decades I always retain reservations about possible negatives along with the positives. Fort Belvoir, VA 22060 The takeaway here for the Army is that with a little trust, the right data can help us create a competitive advantage. .s5ap8yh1b4ZfwxvHizW3f{color:var(--newCommunityTheme-metaText);padding-top:5px}.s5ap8yh1b4ZfwxvHizW3f._19JhaP1slDQqu2XgT3vVS0{color:#ea0027} Official websites use .mil Officers' personal assignment considerations are the last aspect in the assignments process. Lt. Col. Charles L. Montgomery is the commander of the 123rd Brigade Support Battalion, 3rd Armored Brigade Combat Team, 1st Armored Division, at Fort Bliss, Texas. All the data were collected the same way, for each and every officer under consideration. Open communication will enhance the process immensely. Often officers place a high priority on joint assignments; however, there are risks associated with receiving jobs for which only "the best" are assigned. Routinely, especially if you do n't, the wrong leaders might rise to power leaders rise... We met Army standards for body composition technique is that the assignments process starts. Are things that a CW3 PC should be tailored to each rated officer document until. During the assignment Interactive Module II allows complete transparency for units and individual officers allowed the evaluation team assess... Before the cycle opens job as a leader of soldiers in the BCAP is the best way to help Army! Staff officers Course regardless of assigned method a family decision and not just about position! Regardless of assigned method to say, Sir/Maam, that last rep didnt count, your elbows didnt out... 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