The way officers perform far outweighs their assigned positions. I encourage officers to perform well regardless of the assignment, and to trust the organization to keep them on a path of progression. .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} Fails to carefully monitor risk . 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.. 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. 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. Congrats on the selection and good luck wherever you command! 0000002176 00000 n Beginning to collect data had to happen. Communicates . Often officers place a high priority on joint assignments; however, there are risks associated with receiving jobs for which only "the best" are assigned. 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. The transition process can be stressful on everyone; however, if these identified aspects are taken into consideration, friction will be reduced. He previously commanded the 1st Squadron, 1st Cavalry Regiment BLACKHAWKS! and is currently the Combined Arms Battalion Senior Trainer (Panther Team) and Deputy Commander for Operations Group at the National Training Center, Fort Irwin, CA. Broadening assignments are something outside the realm of a typical career path. Use the Wizard . 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 takeaway here for the Army is that with a little trust, the right data can help us create a competitive advantage. The Army must incorporate Information-Age capabilities such as data-driven decision making into the talent-management process. Once you evaluate the officer based on performance records and facts, you will decide whether he excels or falls short. But an evaluation is the summation of a complete leader development program that should be tailored to each rated officer. 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 . All validated requisitions are important, and someone will fill the requirement. Officers projecting five-to-10 years into the future tend to lose sight of the criticality of their current performance, which jeopardizes growth potential. The Army should have results of such testing for every single potential battalion commander, given the impacts such leaders will have within their respective units. 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. HRC will continue to move personnel in predefined cycles, and senior leaders must not shy away from being involved in the process early. The Army wants specifics on AR 623-3 and DA form 67-10-1a. An evaluation philosophy accomplishes three goals. 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). It's your job to manage your own Army OER and to manage your own career. .s5ap8yh1b4ZfwxvHizW3f{color:var(--newCommunityTheme-metaText);padding-top:5px}.s5ap8yh1b4ZfwxvHizW3f._19JhaP1slDQqu2XgT3vVS0{color:#ea0027} 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? There are many ways to do it differently, the only wrong way is for a senior rater to leave it undefined. 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. If you don't know the difference your point about how subjective Army standards are just got more complicated. A player that got on base more than another would generate more opportunities to score, which translated into more runs and more victories. 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. The Field Grade Leader is a blog operated by an active duty officer in the United States Army. The Army rolled out a new support form. Press J to jump to the feed. This system allows officers the opportunity to market themselves by adding skills and experience that may enhance the gaining units' mission accomplishment. 0 o excelled as Unit Prevention Leader; meticulous attention to detail ensured no discrepancies occurred during . MSAF information was a data point collected on DA Form 67-10 series OERs dated Nov 2015. ._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} Seeing it here, though, felt important. 1. @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} What Disqualifies You From the Navy Seals? He was originally commissioned as an Army Engineer after graduation from West Point in 2003. 9301 Chapek Road., Bldg.1458 xb```b``a`a``a@ r400`Ps iS7XQds00%00 EX4gi,7mN9l^p2jP12f -` v-20zB\,pG30@d ` % Writing my first field grade OER for a CW3. 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. .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} 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. 0000003602 00000 n Every officer possesses certain talents that benefit the organization. 184 0 obj <>stream If your officers don't know the expectations, you can't effectively rate them. U.S. Army: Army Regulation 623-3 - Evaluation Reporting System, Army Study Guide: Officer Evaluation Record System (OER). endstream endobj 172 0 obj <>/Outlines 6 0 R/Metadata 22 0 R/PieceInfo<>>>/Pages 21 0 R/PageLayout/OneColumn/OCProperties<>/OCGs[173 0 R]>>/StructTreeRoot 24 0 R/Type/Catalog/LastModified(D:20080407013053)/PageLabels 19 0 R>> endobj 173 0 obj <. 0000001753 00000 n Medical support, educational interests, or exploration opportunities are all worth consideration. It assesses an officer's work ethic, mentorship ability, physical fitness level, job competencies and character. 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 Special Forces Regiment will keep rolling along, even if I do not come back to command. A locked padlock Army Regulation 623-3 governs the evaluation process. Generally, the rule of thumb is that officers should have two OERs in a KD position. -Addressing the lack of a rated officer's signature on the OER. Can we say the same of APFT scores? The last thing a battalion needs is a narcissist. 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. Officers may have promotion to lieutenant colonel basically locked, but the probability of being selected for battalion command may be lower. Accepting that data-driven decisions have a role in our modern Army is a step in the right direction. MSAF information was a data point collected on DA Form 67-10 series OERs dated Nov 2015. Yes, I agree there should be an "even playing field" and that starts with knowing what the standards are and are not. Covey's third principle, which he calls "put first things first," helps leaders to discern urgency from importance. Use tangible data when writing officer report examples. For the most part, an officer's immediate advocates should be from his or her current chain of command. 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. ._3Z6MIaeww5ZxzFqWHAEUxa{margin-top:8px}._3Z6MIaeww5ZxzFqWHAEUxa ._3EpRuHW1VpLFcj-lugsvP_{color:inherit}._3Z6MIaeww5ZxzFqWHAEUxa svg._31U86fGhtxsxdGmOUf3KOM{color:inherit;fill:inherit;padding-right:8px}._3Z6MIaeww5ZxzFqWHAEUxa ._2mk9m3mkUAeEGtGQLNCVsJ{font-family:Noto Sans,Arial,sans-serif;font-size:14px;font-weight:400;line-height:18px;color:inherit} The DA FORM 67-10-2 is the new system for reporting officer evaluations in the U.S. Army. As an officer's performance changes, so does the five-year plan. Talent management encompasses multiple data points so that leaders can make the most informed organizational decisions. It is imperative that officers communicate with their assignment officers early, especially if they are in the next movement cycle. 0000002906 00000 n First, I believe the BCAP will make the process of selecting battalion commanders more fair. Officers must understand how their assignment officers assess them in relation to their peers. For Senior Rater an MQ is a major discriminator and separates officers. 25% is not a good percentage in OER world but it's not bad. xref 937 0 obj <>/Filter/FlateDecode/ID[<4D09B24052376846B6A9FD8FD1BBC695>]/Index[929 19]/Info 928 0 R/Length 59/Prev 984779/Root 930 0 R/Size 948/Type/XRef/W[1 2 1]>>stream Maybe its a friend or a superior taking the test. 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. Modernizing our Army for the Information Age is no small task. 3. The same applies to outstanding performance. The final event of the BCAP has perhaps received the most attention due to its novel use of a blind panel. They briefly scan the AR 623-3 form and supporting DA form 67-10-1a and look for what stands out. For many officers, there is a lot of time between company command and their first key development job as a field grade officer. One of the simplest, and often overlooked, rater responsibilities is articulating to the rated officers what is the definition of success. 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. 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). Most system appliers and practitioners are not. It is difficult for the raters to keep track of everyones details over a rated period with minimal input from that officer. Core Leader Competencies: Leads . Senior raters have a particularly difficult responsibility, since they must evaluate potential with less contact spread among a larger population. This article was published in the July-August 2018 issue of Army Sustainment magazine. Being mentored by a senior leader is a great opportunity to develop a viable career plan. 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. Performance does not always equal potential either, yet we often forget that. Footnotes. Finally, account managers and assignment officers have different responsibilities. 0000001518 00000 n Selected continuation officers will continue to be assessed for promotion to lieutenant colonel. The enormity of this responsibility cannot be overstated, few leadership decisions carry that much weight. Once a space is open and a validated requisition is created, it is up to the assignment officer to find the best qualified officer. Do soldiers of higher cognitive ability actually make better commanders? Matthew Marcellus, US Army, I would like to think Lt. Col. Vincent Enriquez for a very in depth look into BCAP. A great broadening assignment and completion of ILE does not. 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 submission of a detailed MER is critical to enabling HRC to select the right officers for specific organizational requirements. %%EOF Finally, the remaining branch-immaterial jobs are filled. She specializes in business, careers, leadership, military affairs and organizational change and behavior. %PDF-1.4 % Bottom third officers are at risk for having promotion denied and basically have no chance of selection for battalion command. Assignment officers typically serve on the desk for two years or four assignment cycles. 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. That was very much the norm, especially in TPU status but I think the new entry system makes that more dofficult since the rated soldier can't open their eval. ._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} You could also talk your BC or other officers who have written OERS in the past and they usually have examples too. Officers must routinely update their two-to-five year plans, incorporating changes to accurately project future accomplishments. Leadership is the process of influencing people by providing purpose, direction, and motivation to accomplish the mission and improve the organization (ADP 6-22). . 0000000821 00000 n The way the OER is designed, performance evaluations are graded on a "yes" or "no" scale. It takes time to evaluate/assess and the process exists. ._2a172ppKObqWfRHr8eWBKV{-ms-flex-negative:0;flex-shrink:0;margin-right:8px}._39-woRduNuowN7G4JTW4I8{margin-top:12px}._136QdRzXkGKNtSQ-h1fUru{display:-ms-flexbox;display:flex;margin:8px 0;width:100%}.r51dfG6q3N-4exmkjHQg_{font-size:10px;font-weight:700;letter-spacing:.5px;line-height:12px;text-transform:uppercase;-ms-flex-pack:justify;justify-content:space-between;-ms-flex-align:center;align-items:center}.r51dfG6q3N-4exmkjHQg_,._2BnLYNBALzjH6p_ollJ-RF{display:-ms-flexbox;display:flex}._2BnLYNBALzjH6p_ollJ-RF{margin-left:auto}._1-25VxiIsZFVU88qFh-T8p{padding:0}._2nxyf8XcTi2UZsUInEAcPs._2nxyf8XcTi2UZsUInEAcPs{color:var(--newCommunityTheme-widgetColors-sidebarWidgetTextColor)} Hard work is only part of achieving your goal; developing a solid network is another. FIELD GRADE PLATE (04 - 05; CW3 - CW5) OFFICER EVALUATION REPORT . 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. Lock Comments on the OER are typically in paragraph form rather than bullet points like the NCOER. Promotion opportunities are many, and multiple paths lead to the same end state. Given those limited objectives, the blind setup made sense. To achieve desirable career outcomes, an officer must consider the following 10 aspects. 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. CW5) OFFICER EVALUATION REPORT For use of this form, see AR 623-3; the proponent agency is DOS, G-1. 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. Any ideas on broadening, operational, and strategic assignments? This will give them an idea of their future opportunities. Whether the senior rater writes well is independent of the rated officers true quality, performance, or potential. Lt. Col. Vincent Enriquez currently serves as a Military Aide to the Vice President. SUPERSEDED DA FORM 67-10-2, 11/01/2015. ._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} DA FORM 67-10-2 - Example . You must write clear, concise and honest OERs. Follow his tweets on training, leadership, and doctrine @102ndblackhawk6 on Twitter. Bureaucrats Gambit: Why is Dmitry Rogozin Sending Russian Uncrewed Ground Vehicles to Ukraineand Does it Matter? Stephen R. Covey's book "The 7 Habits of Highly Effective People" highlights a principle that is one of the most underrated by field-grade officers. Senior raters shoulder an enormous responsibility when managing evaluations. 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. Take, for example, our height and weight measurementsone of the first assessments to ensure we met Army standards for body composition. Your email address will not be published. As a point of clarity, units and officers must understand that vacancies do not equate to validated fills. ._2FKpII1jz0h6xCAw1kQAvS{background-color:#fff;box-shadow:0 0 0 1px rgba(0,0,0,.1),0 2px 3px 0 rgba(0,0,0,.2);transition:left .15s linear;border-radius:57%;width:57%}._2FKpII1jz0h6xCAw1kQAvS:after{content:"";padding-top:100%;display:block}._2e2g485kpErHhJQUiyvvC2{-ms-flex-align:center;align-items:center;display:-ms-flexbox;display:flex;-ms-flex-pack:start;justify-content:flex-start;background-color:var(--newCommunityTheme-navIconFaded10);border:2px solid transparent;border-radius:100px;cursor:pointer;position:relative;width:35px;transition:border-color .15s linear,background-color .15s linear}._2e2g485kpErHhJQUiyvvC2._3kUvbpMbR21zJBboDdBH7D{background-color:var(--newRedditTheme-navIconFaded10)}._2e2g485kpErHhJQUiyvvC2._3kUvbpMbR21zJBboDdBH7D._1L5kUnhRYhUJ4TkMbOTKkI{background-color:var(--newRedditTheme-active)}._2e2g485kpErHhJQUiyvvC2._3kUvbpMbR21zJBboDdBH7D._1L5kUnhRYhUJ4TkMbOTKkI._3clF3xRMqSWmoBQpXv8U5z{background-color:var(--newRedditTheme-buttonAlpha10)}._2e2g485kpErHhJQUiyvvC2._1asGWL2_XadHoBuUlNArOq{border-width:2.25px;height:24px;width:37.5px}._2e2g485kpErHhJQUiyvvC2._1asGWL2_XadHoBuUlNArOq ._2FKpII1jz0h6xCAw1kQAvS{height:19.5px;width:19.5px}._2e2g485kpErHhJQUiyvvC2._1hku5xiXsbqzLmszstPyR3{border-width:3px;height:32px;width:50px}._2e2g485kpErHhJQUiyvvC2._1hku5xiXsbqzLmszstPyR3 ._2FKpII1jz0h6xCAw1kQAvS{height:26px;width:26px}._2e2g485kpErHhJQUiyvvC2._10hZCcuqkss2sf5UbBMCSD{border-width:3.75px;height:40px;width:62.5px}._2e2g485kpErHhJQUiyvvC2._10hZCcuqkss2sf5UbBMCSD ._2FKpII1jz0h6xCAw1kQAvS{height:32.5px;width:32.5px}._2e2g485kpErHhJQUiyvvC2._1fCdbQCDv6tiX242k80-LO{border-width:4.5px;height:48px;width:75px}._2e2g485kpErHhJQUiyvvC2._1fCdbQCDv6tiX242k80-LO ._2FKpII1jz0h6xCAw1kQAvS{height:39px;width:39px}._2e2g485kpErHhJQUiyvvC2._2Jp5Pv4tgpAsTcnUzTsXgO{border-width:5.25px;height:56px;width:87.5px}._2e2g485kpErHhJQUiyvvC2._2Jp5Pv4tgpAsTcnUzTsXgO ._2FKpII1jz0h6xCAw1kQAvS{height:45.5px;width:45.5px}._2e2g485kpErHhJQUiyvvC2._1L5kUnhRYhUJ4TkMbOTKkI{-ms-flex-pack:end;justify-content:flex-end;background-color:var(--newCommunityTheme-active)}._2e2g485kpErHhJQUiyvvC2._3clF3xRMqSWmoBQpXv8U5z{cursor:default}._2e2g485kpErHhJQUiyvvC2._3clF3xRMqSWmoBQpXv8U5z ._2FKpII1jz0h6xCAw1kQAvS{box-shadow:none}._2e2g485kpErHhJQUiyvvC2._1L5kUnhRYhUJ4TkMbOTKkI._3clF3xRMqSWmoBQpXv8U5z{background-color:var(--newCommunityTheme-buttonAlpha10)} Press question mark to learn the rest of the keyboard shortcuts. ._3K2ydhts9_ES4s9UpcXqBi{display:block;padding:0 16px;width:100%} What Leads Looks Like . Some senior raters rely on specific mission or administrative metrics to determine who has the most potential. Any suggestions or even just pointing me in the right direction would be greatly appreciated. Edit to add: I saw another comment recommending talking to your SP. If they write department OIC instead of command, only the AMEDD half of the board know that's a good thing. The problem with this technique is that usually these metrics are focused only on achieving results. 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. My performance there will likely determine if I will continue to progress as a leader of soldiers in the United States Army. The Assignment Interactive Module II allows complete transparency for units and individual officers. This approach should include preparing for promotion to lieutenant colonel, competing for the centralized selection list, and commanding a battalion, if desired.
