Organizations should communicate routinely with their assigned account managers in order to effectively influence the process. 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. 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. Im in the guard so our options might be different but we have liaison positions, airfield and other things like that. 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. DEI Best Practices: Expanding the K-12 pipeline, http://armypubs.army.mil/doctrine/DR_pubs/dr_a/pdf/adrp6_22_new.pdf, http://www.hrc.army.mil/site/ASSETS/PDF/MOD3_Evaluation_System_Rater_and_Senior_Rater_Jan14.pdf, https://www.hrc.army.mil/site/ASSETS/PDF/MOD1_Revised_Officer_Evaluation_Reports_Jan14.pdf, https://www.hrc.army.mil/TAGD/Evaluation%20Systems%20Homepage. Broadening assignments are something outside the realm of a typical career path. Edit to add: I saw another comment recommending talking to your SP. Majors should approach future career goals logically and sequentially. ._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)} 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. 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. 2018 with issuance of Army Directive 2018-07-8. JMRC is calling. 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. What won't change is the importance of providing an objective, honest and accurate evaluation. I just hope that this effort continues for the long term and longitudinal studies are produced as a result. For now, participating in the BCAP is the best way to help the Army find the answer. /*# 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. Take the time to make the next move a family decision and not just about the position available. Rated officers or NCOs should not write their own evaluations, period. What bullet point examples have you seen for "Achieves" in the new Army NCOER form? I encourage officers to perform well regardless of the assignment, and to trust the organization to keep them on a path of progression. Selected continuation officers will continue to be assessed for promotion to lieutenant colonel. 02/1/1992. The views expressed are those of the authors, and do not reflect the official position of the United States Military Academy, Department of the Army, or Department of Defense. 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. What Disqualifies You From the Navy Seals? Click on the appropriate link below or scroll down for general, non-specific medical bullets. Since you're writing the OER, you're most likely the rater or direct supervisor. If you're evaluating a stellar officer, your job is easy, because most or all of the answers will be "yes." The Army had to start somewhere, though. 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. The OER helps decide if your subordinate officers advance to higher ranks. Field Grade officers wearing the Army Service Uniform at a ball look like rookies. Press question mark to learn the rest of the keyboard shortcuts. As an example, some senior raters may say only a 300 APFT score is worthy of a Most Qualified rating. AR 623-3 provides some guidance in writing the OER, but an effective rater will have, or will learn, some advanced knowledge of writing. And second, the Army needs to take steps like this to stay relevant. 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. Hopefully I did not add any confusion. However, officers must understand that not all advice is relevant. If it's a toss-up, you must tip the scale one way of the other. It's happening for a good reason, because the professional Soldier already knows what they have done well and what they need to improve. Our mission there wasnt to get selected for a battalion command; it was: to help the Army find the best possible battalion commanders. 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. Brush up on AR 623-3, or even better, take your S1 out to lunch and pick their brain! A talk on the front slope of a tank or while supervising a training event can be just as powerful. ._1sDtEhccxFpHDn2RUhxmSq{font-family:Noto Sans,Arial,sans-serif;font-size:14px;font-weight:400;line-height:18px;display:-ms-flexbox;display:flex;-ms-flex-flow:row nowrap;flex-flow:row nowrap}._1d4NeAxWOiy0JPz7aXRI64{color:var(--newCommunityTheme-metaText)}.icon._3tMM22A0evCEmrIk-8z4zO{margin:-2px 8px 0 0} In most cases, one OER can separate officers in the top third from those in the middle third. Since the SRPE is patterned after the military process, use of this feedback seems a logical starting point. HRC will continue to move personnel in predefined cycles, and senior leaders must not shy away from being involved in the process early. One of a major's first priorities is to complete the Command and General Staff Officers Course regardless of assigned method. Question of interest. However, there was player data available that had a direct tie-in to achieving more wins: on-base percentages. Although lokely the rater is simply copying from the support form and changing pronouns. To ensure an accurate measurement of performance, it's important to provide initial and ongoing counseling. . You must write clear, concise and honest OERs. DA FORM 67-10-2 - Example . Performance is everything. .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)} <]>> Washington DC 20310-0107, FIELD GRADE PLATE (O4 - O5; CW3 - CW5) OFFICER EVALUATION REPORT, (This form may require download to view. Comments will be moderated before posting to ensure logical, professional, and courteous application to article content. But these tasks are only half of a senior raters challenge. 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). 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. Many of my peers find themselves questioning if their efforts over the last 1618 years still mean anything. Use tangible data when writing officer report examples. I would respond with, Why? How does the decision to set that objective affect the organizations overall effectiveness, health, and safety? The Military Is Not the Nations Emergency Room Doctor. Hard work is only part of achieving your goal; developing a solid network is another. This approach should include preparing for promotion to lieutenant colonel, competing for the centralized selection list, and commanding a battalion, if desired. 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. You must decide the officer's performance and make gray areas black or white. Senior reviewers take quick, decisive action when selecting junior officers for promotion. Medical support, educational interests, or exploration opportunities are all worth consideration. Well written and cogentthe general import of the comment is encouraging in that the Army is examining a more relevant and effective approach to selecting one of its most critical corps of leaders in their operational leadership contribution when activated and in their potential benefit to the service in their development toward critical Army senior leadership needs. Use the Wizard . Writing my first field grade OER for a CW3. Counseling need not be formal; it helps to have structure. ._1LHxa-yaHJwrPK8kuyv_Y4{width:100%}._1LHxa-yaHJwrPK8kuyv_Y4:hover ._31L3r0EWsU0weoMZvEJcUA{display:none}._1LHxa-yaHJwrPK8kuyv_Y4 ._31L3r0EWsU0weoMZvEJcUA,._1LHxa-yaHJwrPK8kuyv_Y4:hover ._11Zy7Yp4S1ZArNqhUQ0jZW{display:block}._1LHxa-yaHJwrPK8kuyv_Y4 ._11Zy7Yp4S1ZArNqhUQ0jZW{display:none} Did you get selected for Bn Commander position? There is a symbiotic relationship between family peace and work productivity. 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. The final event of the BCAP has perhaps received the most attention due to its novel use of a blind panel. Senior leader involvement in the talent management process encourages officers to build a solid reach-back. Middle third officers are on track for promotion but will not compete as well for battalion command. Secondly, a major must actively establish a reputation as a field-grade officer and pursue KD opportunities immediately. When you've completed the boxes, you must choose six attributes you feel best describe the officer. Officers projecting five-to-10 years into the future tend to lose sight of the criticality of their current performance, which jeopardizes growth potential. @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} Everyone notices. There are many ways to do it differently, the only wrong way is for a senior rater to leave it undefined. Performance does not always equal potential either, yet we often forget that. 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. Press J to jump to the feed. Senior NCOs are key to an officers development and I trust they also have the Armys best interest at hand. She specializes in business, careers, leadership, military affairs and organizational change and behavior. 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. The number one rule is that as your performance changes, so should your future goals. Going back to the Moneyball example, its not as clear cut as they get on base. We are still just analyzing the BCAP data and rank ordering candidates using the Armys assumptions about what makes a good commander. 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. Follow his tweets on training, leadership, and doctrine @102ndblackhawk6 on Twitter. Overall, the quality that most clearly characterized all of the events and the way the BCAP was conducted was consistency. 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.. Instead of an OER tunnel vision process. 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