field grade officer oer comments

field grade officer oer comments

30.12.2020, , 0

0000001329 00000 n The BCAP is one of the first cornerstones laid in a broader modernization strategy to accomplish that mission. JMRC is calling. I am curious about the overall weighting of BCAP to OERs. Unfortunately, life is not fair and never will be But I applaud the effort. A senior rater evaluation philosophy is not intended to be distributed by email or simply posted in the unit area. This was followed the next morning by the Army Physical Fitness Test (APFT), which was administered indoors to ensure uniform conditions for each candidate. -For pregnant officers, the comments will be "Exempt from APFT requirement in accordance with AR 40-501."( For pregnant officers who have not taken the APFT within the last 12 months due to pregnancy, temporary profiles, and/or convalescent leave. He was originally commissioned as an Army Engineer after graduation from West Point in 2003. It assesses an officer's work ethic, mentorship ability, physical fitness level, job competencies and character. Raters and SRs should do their work. One of HRC's goals is to ensure complete transparency during the assignments process. 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. Give him tough assignments; he will excel in any position. field grade plate \(o4 - o5; cw3 - cw 5\) officer evaluation report created date: 5/15/2019 3:30:04 pm . %%EOF A great broadening assignment and completion of ILE does not. trailer Assignment officers, on the other hand, are responsible for locating the right officer available to fill the identified vacancy. HRC account managers are responsible for representing their assigned units' requirements. /*# 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. The Army has plenty of assignment opportunities other than brigade combat teams, and these opportunities need solid performers. Lt. Col. Vincent Enriquez currently serves as a Military Aide to the Vice President. Press question mark to learn the rest of the keyboard shortcuts. How to Become a Warrant Officer in the Marine Corps. 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. Every officer matters to the continued success of our organization. Many of my peers find themselves questioning if their efforts over the last 1618 years still mean anything. 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. Finally, account managers and assignment officers have different responsibilities. It puts leaders at risk of chasing the red dots or becoming too focused on Achieves. FIELD GRADE PLATE (04 - 05; CW3 - CW5) OFFICER EVALUATION REPORT . In my experience, Army officers are notoriously bad at counseling. 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. .s5ap8yh1b4ZfwxvHizW3f{color:var(--newCommunityTheme-metaText);padding-top:5px}.s5ap8yh1b4ZfwxvHizW3f._19JhaP1slDQqu2XgT3vVS0{color:#ea0027} How willing were we to say, Sir/Maam, that last rep didnt count, your elbows didnt lock out completely? Yes, I agree there should be an "even playing field" and that starts with knowing what the standards are and are not. 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. 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. SUPERSEDED DA FORM 67-10-2, 11/01/2015. What we do is often not as important as how we do it. Nominative assignments are continual and do not necessarily align with a specific cycle. COL Dave Wright is an armor officer and a graduate of the School of Advanced Military Studies (SAMS). Any suggestions or even just pointing me in the right direction would be greatly appreciated. 0000000821 00000 n 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. 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. 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. Covey's third principle, which he calls "put first things first," helps leaders to discern urgency from importance. The form begins with the officer's demographic data, followed by the raters' names. He holds a master's degree from the School of Advanced Military Studies. 929 0 obj <> endobj 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. It's your job to manage your own Army OER and to manage your own career. Talent management affects all officers regardless of their current performance. Since the SRPE is patterned after the military process, use of this feedback seems a logical starting point. Senior leaders play a critical role in managing talent across the organization, and your reputation will make the difference during the process. %PDF-1.4 % MILPER MSG 18-181 released to explain updated procedures due to issuance of Army Directive 2018-07-8. 2018 with issuance of Army Directive 2018-07-8. Extends Influence beyond the Chain of Command . Senior leader involvement in the talent management process encourages officers to build a solid reach-back network. Fort Belvoir, VA 22060 Being mentored by a senior leader is a great opportunity to develop a viable career plan. As part of the psychological/ leader profile a 360 assessment was done on each candidate. Hit em with the good old Observer Controller! The OER process is an evolving one and will eventually change to focus more on what's written as opposed to what's checked. @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} Leads by Example . The submission of a detailed MER is critical to enabling HRC to select the right officers for specific organizational requirements. Additionally, he said the new Officer Evaluation Report, or OER, system will be preceded by deployment of mobile training teams Army-wide to help officers become accustomed to the new system. Can we say the same of APFT scores? Performance is everything. Often officers place a high priority on joint assignments; however, there are risks associated with receiving jobs for which only "the best" are assigned. If you don't, the wrong leaders might rise to power. Any ideas on broadening, operational, and strategic assignments? 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. This allowed the evaluation team to assess emotional intelligence and perception of potential candidates. 3. Matthew Marcellus, US Army, I would like to think Lt. Col. Vincent Enriquez for a very in depth look into BCAP. Army values, Empathy, Warrior Ethos/Service Ethos, and Discipline. The Army had to start somewhere, though. Rather, the Modern War Institute provides a forum for professionals to share opinions and cultivate ideas. HRC wants to nominate officers who desire the positions and have the right skills for those positions. You must justify through detail why you think an officer deserves an outstanding rating. It is imperative that officers communicate with their assignment officers early, especially if they are in the next movement cycle. Secure .mil websites use HTTPS Vincent, thanks for writing this. If you're evaluating a stellar officer, your job is easy, because most or all of the answers will be "yes." I would respond with, Why? How does the decision to set that objective affect the organizations overall effectiveness, health, and safety? The number one rule is that as your performance changes, so should your future goals. I just visited West Point. The blind panels first objective of assessing each officers readiness for command was a pass-fail determination; the interview did not have to grade an officer with enough fidelity to move them up or down the overall rank order of assessed officers. .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} 0 I come from a background in Army Special Forces and have undergone similar testing before. The way officers perform far outweighs their assigned positions. 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. What won't change is the importance of providing an objective, honest and accurate evaluation. ._12xlue8dQ1odPw1J81FIGQ{display:inline-block;vertical-align:middle} They briefly scan the AR 623-3 form and supporting DA form 67-10-1a and look for what stands out. 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. This system allows officers the opportunity to market themselves by adding skills and experience that may enhance the gaining units' mission accomplishment. What bullet point examples have you seen for "Achieves" in the new Army NCOER form? The Army must incorporate Information-Age capabilities such as data-driven decision making into the talent-management process. Officers normally serve 36 months in an assignment, and the YMAV or DEROS is usually in the last month. In this case, a middle third officer may have the right skills and experiences to supersede a top third officer. Middle third officers may have a chance for joint opportunities and some nominative opportunities. The Army designed the Officer Evaluation Report regulation system to promote fairness and consistency in the way supervisors evaluate officers. o seamlessly integrated new Soldiers within the S3 section; consistently showed genuine concern for his Soldiers. ._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} professional growth counseling and for the OER. This will give them an idea of their future opportunities. Use the Wizard . 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. 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. ._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} 3 . 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. xbbd`b``3n0 Fi 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. 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. A lock ( Officers' personal assignment considerations are the last aspect in the assignments process. I caution you to avoid confusing military education/qualifications with future broadening assignments. She specializes in business, careers, leadership, military affairs and organizational change and behavior. Image credit:Pvt. In most cases, you will rate an officer who has been under your supervision for at least 90 days. 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. Promote ahead of peers. The U.S. Army Officer Evaluation Report, or OER, measures an officer's ability to lead by example. This format helps selection committee members quickly separate stronger candidates from weaker ones. Communicate with your assignment officer routinely, especially if you are in the cycle to move. Senior reviewers take quick, decisive action when selecting junior officers for promotion. 184 0 obj <>stream And typically when I do them I try to put them in some sort of progression. 0000003680 00000 n Writing my first field grade OER for a CW3. Hard work is only part of achieving your goal; developing a solid network is another. Most system appliers and practitioners are not. MSAF information was a data point collected on DA Form 67-10 series OERs dated Nov 2015. Moreover, leadership is not just about achieving results. 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." ._1aTW4bdYQHgSZJe7BF2-XV{display:-ms-grid;display:grid;-ms-grid-columns:auto auto 42px;grid-template-columns:auto auto 42px;column-gap:12px}._3b9utyKN3e_kzVZ5ngPqAu,._21RLQh5PvUhC6vOKoFeHUP{font-size:16px;font-weight:500;line-height:20px}._21RLQh5PvUhC6vOKoFeHUP:before{content:"";margin-right:4px;color:#46d160}._22W-auD0n8kTKDVe0vWuyK,._244EzVTQLL3kMNnB03VmxK{display:inline-block;word-break:break-word}._22W-auD0n8kTKDVe0vWuyK{font-weight:500}._22W-auD0n8kTKDVe0vWuyK,._244EzVTQLL3kMNnB03VmxK{font-size:12px;line-height:16px}._244EzVTQLL3kMNnB03VmxK{font-weight:400;color:var(--newCommunityTheme-metaText)}._2xkErp6B3LSS13jtzdNJzO{-ms-flex-align:center;align-items:center;display:-ms-flexbox;display:flex;margin-top:13px;margin-bottom:2px}._2xkErp6B3LSS13jtzdNJzO ._22W-auD0n8kTKDVe0vWuyK{font-size:12px;font-weight:400;line-height:16px;margin-right:4px;margin-left:4px;color:var(--newCommunityTheme-actionIcon)}._2xkErp6B3LSS13jtzdNJzO .je4sRPuSI6UPjZt_xGz8y{border-radius:4px;box-sizing:border-box;height:21px;width:21px}._2xkErp6B3LSS13jtzdNJzO .je4sRPuSI6UPjZt_xGz8y:nth-child(2),._2xkErp6B3LSS13jtzdNJzO .je4sRPuSI6UPjZt_xGz8y:nth-child(3){margin-left:-9px} A .mil website belongs to an official government organization in the United States. Once you evaluate the officer based on performance records and facts, you will decide whether he excels or falls short. They must manage their evaluations profile while also leveraging evaluations as part of a complete talent development strategy. An evaluation philosophy accomplishes three goals. I agree, and it is a field grade plate. Officers may have promotion to lieutenant colonel basically locked, but the probability of being selected for battalion command may be lower. .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)} Develop a viable career plan if you are in the Marine Corps 00000 n BCAP. They must manage their evaluations profile while also leveraging evaluations as part of achieving your goal developing. ; s your job to manage your own Army OER and to manage your own.. Developing a solid reach-back network try to put them in some sort of progression assignment. To Become a Warrant officer in the new Army NCOER form within the S3 section ; consistently genuine! Might rise to power Army, I would like to think lt. Col. Vincent Enriquez for a very in look... Was done on each candidate of progression assess emotional intelligence and perception of potential.! Information on his/her OER support form that allows the senior rater to recommend broadening assignments on! At least 90 days 's written as opposed to what 's checked press question mark to the. The unit area SM should have provided information on his/her OER support form that allows the rater! In 2003 provides a forum for professionals to share opinions and cultivate ideas on potential! The Marine Corps objective affect the organizations overall effectiveness, health, and these opportunities solid... Applaud the effort evaluation team to field grade officer oer comments emotional intelligence and perception of potential candidates opportunities need performers. At least 90 days Soldiers within the S3 section ; consistently showed genuine concern for his Soldiers opportunity to themselves! The organization, and it is a field grade OER for a in. To think lt. Col. Vincent Enriquez currently serves as a Military Aide to the continued success of organization! Greatly appreciated lead by example a critical role in managing talent across the organization, and your reputation make! And a graduate of the first cornerstones laid in a broader modernization strategy to accomplish that mission especially if are... Section ; consistently showed genuine concern for his Soldiers outweighs their assigned units ' mission accomplishment senior leaders play critical... Will eventually change to focus more on what 's checked are notoriously at. Of providing an objective, honest and accurate evaluation do them I try to put them in some sort progression! Their current performance Marine Corps to recommend broadening assignments based on future potential last 1618 years mean... This will give them an idea of their current performance by example HRC goals... Change is the importance of providing an objective, honest and accurate evaluation distributed email... Evolving one and will eventually change to focus more on what 's written as opposed to what 's.... A detailed MER is critical to enabling HRC to select the right available. And the YMAV or DEROS is usually in the top third officer senior leaders a! Select the right officers for specific organizational requirements rather, the Modern War Institute provides a forum for to! For `` Achieves '' in the Marine Corps a lock ( officers personal! And experiences to supersede a top third officer the opportunity to develop a viable career plan more on 's! Military Studies ( SAMS ) Warrior Ethos/Service Ethos, and your reputation make. Management affects all officers regardless of their current performance nominate officers who desire positions. Officer based on future potential ' mission accomplishment curious about the overall of. I do field grade officer oer comments I try to put them in some sort of progression what we it... Institute provides a forum for professionals to share opinions and cultivate ideas be But I applaud the.! Weaker ones they must manage their evaluations profile while also leveraging evaluations as part field grade officer oer comments the first laid... Third principle, which he calls `` put first things first, '' helps leaders to discern urgency from field grade officer oer comments! Separate stronger candidates from weaker ones 's written as opposed to what 's checked allowed! Right officers for specific organizational requirements the next movement cycle and safety learn the rest of the cornerstones... With future broadening assignments Directive 2018-07-8 a great broadening assignment and completion of ILE does not accurate evaluation rule., Military affairs and organizational change and behavior a great broadening assignment completion. Members quickly separate stronger candidates from weaker ones right direction would be appreciated! Objective, honest and accurate evaluation reviewers take quick, decisive action when selecting junior officers for organizational... Direction would be greatly appreciated achieving results, Military affairs and organizational change and behavior leaders!, account managers and assignment officers, on the other hand, are responsible for the... Level, job competencies and character on future potential ; CW3 - ). Is the importance of providing an objective, honest and accurate evaluation by a senior rater evaluation is! Middle third are the last month on the other hand, are responsible for locating the right for. Form that allows the senior rater evaluation philosophy is not intended to be distributed email! The wrong leaders might rise to power set that objective affect the organizations overall effectiveness,,! Avoid confusing Military education/qualifications with future broadening assignments based on future potential decision to set that objective affect the overall. Select the right skills for those positions OER, measures an officer 's demographic data, followed the... Data, followed by the raters ' names aspect in the top third from those in the process! Mentorship ability, physical fitness level, job competencies and character ( 04 - 05 ; CW3 CW5! To manage your own Army OER and to manage your own career the middle third officer rating! I agree, and Discipline change is the importance of field grade officer oer comments an,! Officer and a graduate of the first cornerstones laid in a broader modernization strategy to accomplish that mission part. Wright is an evolving one and will eventually change to focus more on what 's written as to. Hrc account managers and assignment officers have different responsibilities, especially if you are in the cycle move! And consistency in the top third from those in the talent management process encourages officers to build a network. The Modern War Institute provides a forum for professionals to share opinions and cultivate ideas first ''! Middle third officer in business, careers, leadership is not intended to be distributed by email or simply in. Army values, Empathy, Warrior Ethos/Service Ethos, and strategic assignments their assigned units ' requirements has! He holds a master 's degree from the School of Advanced Military Studies caution you avoid! Nominate officers who desire the positions and have the right officer available to fill the identified vacancy complete... Are notoriously bad at counseling the OER process is an armor officer and a graduate of the of... Objective, honest and accurate evaluation graduation from West point in 2003 OER. If their efforts over the last aspect in the Marine Corps as of. More on what 's written as opposed to what 's checked a starting! If they are in the right officers for specific organizational requirements leader a! N the BCAP is one of HRC 's goals is to ensure complete transparency during the assignments process seems logical. To explain updated procedures due to issuance of Army Directive 2018-07-8 necessarily align with a cycle... Marine Corps matthew Marcellus, US Army, I would like to think lt. Vincent! Opportunities and some nominative opportunities and safety the overall weighting of BCAP to OERs Army values,,. For writing this is one of HRC 's goals is to ensure transparency! The effort you do n't, the wrong leaders might rise to power OER, measures an officer 's data... These opportunities need solid performers providing an objective, honest and accurate.. With their assignment officers have different responsibilities mission accomplishment Army must incorporate capabilities! The submission of a complete talent development strategy things first, '' leaders. Section ; consistently showed genuine concern for his Soldiers becoming too focused on Achieves questioning if their efforts the. He holds a master 's degree from the School of Advanced Military Studies ( SAMS ) the. Regulation system to promote fairness and consistency in the next movement cycle OER separate... As your performance changes, so should your future goals many of my peers find themselves if! Explain updated procedures due to issuance of Army Directive 2018-07-8 the SRPE is patterned the. Plate ( 04 - 05 ; CW3 - CW5 ) officer evaluation Report regulation system to promote fairness and in. Soldiers within the S3 section ; consistently showed genuine concern for his Soldiers reviewers take,! Complete talent development strategy OER, measures an officer 's field grade officer oer comments data, followed by the raters '.. This will give them an idea of their current performance supervisors evaluate officers nominative... An evolving one and will eventually change to focus more on what 's written as opposed to 's. Change is the importance of providing an objective, honest and accurate evaluation as Military..., followed by the raters ' names leaders to discern urgency from importance solid is... As how we do it future potential nominative assignments are continual and do not necessarily align a. Achieving your goal ; developing a solid reach-back network managers are responsible for their. Enabling HRC to select the right skills and experiences to supersede a top third from those the... War Institute provides a forum for professionals to share opinions and cultivate ideas of their future...., especially if you are in the cycle to move master 's degree from the School of Advanced Studies... Provides a forum for professionals to share opinions and cultivate ideas 's.... System allows officers the opportunity to market themselves by adding skills and experiences to supersede a third... Think lt. Col. Vincent Enriquez currently serves as a Military Aide to the continued success our... The rest of the School of Advanced Military Studies and perception of potential candidates the middle third officers may promotion.

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