Making the alternate list is an accomplishment in itself because there is still a chance to receive a command based on declinations, deferments, or other actions that may require a change in leadership. Just to make your point that Army standards as simple as the push-up on the APFT are subjective, your example of Sir/Maam, that last rep didnt count, your elbows didnt lock out completely for the push-up does not sound correct. .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)} For example, assuming there is nothing unusually good or bad to say about an officer, what have you put down for Character and Presence? 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. It covers the rating chain and time frames for submitting OERs and also explains the difference between rater, intermediate rater and senior rater. Raters and SRs should do their work. 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. 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. FIELD GRADE PLATE (04 - 05; CW3 - CW5) OFFICER EVALUATION REPORT . Frankly, I finished with one of the worst PT scores I have had in the last decadebut I was confident everyone else had a similar experience. However, officers must develop realistic plans that mitigate risks to accomplish their overall career goals. I just hope that this effort continues for the long term and longitudinal studies are produced as a result. Once you evaluate the officer based on performance records and facts, you will decide whether he excels or falls short. My performance there will likely determine if I will continue to progress as a leader of soldiers in the United States Army. 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. Evaluations are the only thing more contentious than deployment awards. Your email address will not be published. Officers must understand how their assignment officers assess them in relation to their peers. 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. The views expressed in this blog do not represent the United States Army of the Department of Defense. DA FORM 977. SHARP, EO, and EEO. Secure .mil websites use HTTPS 0000001518 00000 n The end state is getting the right Soldier with the right qualifications to the right place at the right time. COL Dave Wright is an armor officer and a graduate of the School of Advanced Military Studies (SAMS). 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. ._3K2ydhts9_ES4s9UpcXqBi{display:block;padding:0 16px;width:100%} Beginning to collect data had to happen. This allowed the evaluation team to assess emotional intelligence and perception of potential candidates. 0000003129 00000 n endstream endobj startxref Builds Trust . The Army must incorporate Information-Age capabilities such as data-driven decision making into the talent-management process. Do soldiers of higher cognitive ability actually make better commanders? What Leads Looks Like . | Army Organic Industrial Base Modernization Implementation Plan, Army Civil Works announces publication of a formal review for Nationwide Permit 12, October 2017 Nominative Sergeants Major Assignments. First, it describes how a rater or senior rater sees evaluations. But an evaluation is the summation of a complete leader development program that should be tailored to each rated officer. The fundamental purpose of the MER is to give commanders and human resources professionals the ability to formally advocate for the skills, experience, and knowledge required to accomplish specific missions. Some senior raters rely on specific mission or administrative metrics to determine who has the most potential. Army values, Empathy, Warrior Ethos/Service Ethos, and Discipline. A Leaders Guide to Conducting Research Staff Rides, for selecting officers for battalion command. This can be hard because you have limited space, so focus on the facts. Open communication will enhance the process immensely. 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. Washington DC 20310-0107, FIELD GRADE PLATE (O4 - O5; CW3 - CW5) OFFICER EVALUATION REPORT, (This form may require download to view. U.S. Army: Army Regulation 623-3 - Evaluation Reporting System, Army Study Guide: Officer Evaluation Record System (OER). Rather, the Modern War Institute provides a forum for professionals to share opinions and cultivate ideas. 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? Taking a hard look at myself, I do strongly desire to return to command a Special Forces battalion, but I know most of the other officers also in consideration and they are all superb. First, I believe the BCAP will make the process of selecting battalion commanders more fair. In most cases, one OER can separate officers in the top third from those in the middle third. What's outrageous is that we are still outraged and we pretend it shouldn't happen. xb```b``a`a``a@ r400`Ps iS7XQds00%00 EX4gi,7mN9l^p2jP12f -` v-20zB\,pG30@d ` % thank you Sir!! 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 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. . ._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} 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. A locked padlock Save my name, email, and website in this browser for the next time I comment. . Medical support, educational interests, or exploration opportunities are all worth consideration. In the interest of helping all you young officers out there, (who will eventually spend the best years of your life in uniform, only to get passed over just before you have enough time to retire (seen it . 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. Given those limited objectives, the blind setup made sense. Having a clear understanding of your left and right parameters will ease tensions during the transition process. Can we say the same of APFT scores? 0000000576 00000 n The style in which this APFT was administered created a basis for fair comparison between candidates. Generally, the rule of thumb is that officers should have two OERs in a KD position. This is not a novel concept or one that I claim to have invented. Senior NCOs are key to an officers development and I trust they also have the Armys best interest at hand. Senior raters can achieve this goal by crafting an evaluation philosophy for the officers and noncommissioned officers they lead. The following article will be an introduction to the Battalion intelligence section. ._3bX7W3J0lU78fp7cayvNxx{max-width:208px;text-align:center} After a chat about his last OER he put way more work into this one, however I'm at a loss for what I should put as his possible assignments. After that comments matter. Take the time to make the next move a family decision and not just about the position available. ._2Gt13AX94UlLxkluAMsZqP{background-position:50%;background-repeat:no-repeat;background-size:contain;position:relative;display:inline-block} Officers normally serve 36 months in an assignment, and the YMAV or DEROS is usually in the last month. 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. For now, participating in the BCAP is the best way to help the Army find the answer. Performance is everything. 107 Army Pentagon 171 14 And typically when I do them I try to put them in some sort of progression. Soldiers need their raters to transparently communicate how their performance and potential will be evaluated. Bottom third officers are at risk for having promotion denied and basically have no chance of selection for battalion command. Edit to add: I saw another comment recommending talking to your SP. 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. 0000003358 00000 n To ensure an accurate measurement of performance, it's important to provide initial and ongoing counseling. Networking at the field-grade level is integral to continuing career progression. Organizations should communicate routinely with their assigned account managers in order to effectively influence the process. Officers are encouraged to start expanding their networks early in their careers to achieve their goals. The BCAP collected comprehensive data on a single year group of aspiring battalion commanders, and symbolically that means a lot for the reasons I gave above, but we have to understand what it isa single data pull at one point in time from a particular year group of officers. 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 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? Middle third officers may have a chance for joint opportunities and some nominative opportunities. A great broadening assignment and completion of ILE does not. Happens frequently in the TPU. I do not set any additional metrics to define a top block. 0000002176 00000 n 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. 929 0 obj <> endobj There are many ways to do it differently, the only wrong way is for a senior rater to leave it undefined. ._1EPynDYoibfs7nDggdH7Gq{margin-bottom:8px;position:relative}._1EPynDYoibfs7nDggdH7Gq._3-0c12FCnHoLz34dQVveax{max-height:63px;overflow:hidden}._1zPvgKHteTOub9dKkvrOl4{font-family:Noto Sans,Arial,sans-serif;font-size:14px;line-height:21px;font-weight:400;word-wrap:break-word}._1dp4_svQVkkuV143AIEKsf{-ms-flex-align:baseline;align-items:baseline;background-color:var(--newCommunityTheme-body);bottom:-2px;display:-ms-flexbox;display:flex;-ms-flex-flow:row nowrap;flex-flow:row nowrap;padding-left:2px;position:absolute;right:-8px}._5VBcBVybCfosCzMJlXzC3{font-family:Noto Sans,Arial,sans-serif;font-size:14px;font-weight:400;line-height:21px;color:var(--newCommunityTheme-bodyText)}._3YNtuKT-Is6XUBvdluRTyI{position:relative;background-color:0;color:var(--newCommunityTheme-metaText);fill:var(--newCommunityTheme-metaText);border:0;padding:0 8px}._3YNtuKT-Is6XUBvdluRTyI:before{content:"";position:absolute;top:0;left:0;width:100%;height:100%;border-radius:9999px;background:var(--newCommunityTheme-metaText);opacity:0}._3YNtuKT-Is6XUBvdluRTyI:hover:before{opacity:.08}._3YNtuKT-Is6XUBvdluRTyI:focus{outline:none}._3YNtuKT-Is6XUBvdluRTyI:focus:before{opacity:.16}._3YNtuKT-Is6XUBvdluRTyI._2Z_0gYdq8Wr3FulRLZXC3e:before,._3YNtuKT-Is6XUBvdluRTyI:active:before{opacity:.24}._3YNtuKT-Is6XUBvdluRTyI:disabled,._3YNtuKT-Is6XUBvdluRTyI[data-disabled],._3YNtuKT-Is6XUBvdluRTyI[disabled]{cursor:not-allowed;filter:grayscale(1);background:none;color:var(--newCommunityTheme-metaTextAlpha50);fill:var(--newCommunityTheme-metaTextAlpha50)}._2ZTVnRPqdyKo1dA7Q7i4EL{transition:all .1s linear 0s}.k51Bu_pyEfHQF6AAhaKfS{transition:none}._2qi_L6gKnhyJ0ZxPmwbDFK{transition:all .1s linear 0s;display:block;background-color:var(--newCommunityTheme-field);border-radius:4px;padding:8px;margin-bottom:12px;margin-top:8px;border:1px solid var(--newCommunityTheme-canvas);cursor:pointer}._2qi_L6gKnhyJ0ZxPmwbDFK:focus{outline:none}._2qi_L6gKnhyJ0ZxPmwbDFK:hover{border:1px solid var(--newCommunityTheme-button)}._2qi_L6gKnhyJ0ZxPmwbDFK._3GG6tRGPPJiejLqt2AZfh4{transition:none;border:1px solid var(--newCommunityTheme-button)}.IzSmZckfdQu5YP9qCsdWO{cursor:pointer;transition:all .1s linear 0s}.IzSmZckfdQu5YP9qCsdWO ._1EPynDYoibfs7nDggdH7Gq{border:1px solid transparent;border-radius:4px;transition:all .1s linear 0s}.IzSmZckfdQu5YP9qCsdWO:hover ._1EPynDYoibfs7nDggdH7Gq{border:1px solid var(--newCommunityTheme-button);padding:4px}._1YvJWALkJ8iKZxUU53TeNO{font-size:12px;font-weight:700;line-height:16px;color:var(--newCommunityTheme-button)}._3adDzm8E3q64yWtEcs5XU7{display:-ms-flexbox;display:flex}._3adDzm8E3q64yWtEcs5XU7 ._3jyKpErOrdUDMh0RFq5V6f{-ms-flex:100%;flex:100%}._3adDzm8E3q64yWtEcs5XU7 .dqhlvajEe-qyxij0jNsi0{color:var(--newCommunityTheme-button)}._3adDzm8E3q64yWtEcs5XU7 ._12nHw-MGuz_r1dQx5YPM2v,._3adDzm8E3q64yWtEcs5XU7 .dqhlvajEe-qyxij0jNsi0{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}._3adDzm8E3q64yWtEcs5XU7 ._12nHw-MGuz_r1dQx5YPM2v{color:var(--newCommunityTheme-button);margin-right:8px;color:var(--newCommunityTheme-errorText)}._3zTJ9t4vNwm1NrIaZ35NS6{font-family:Noto Sans,Arial,sans-serif;font-size:14px;line-height:21px;font-weight:400;word-wrap:break-word;width:100%;padding:0;border:none;background-color:transparent;resize:none;outline:none;cursor:pointer;color:var(--newRedditTheme-bodyText)}._2JIiUcAdp9rIhjEbIjcuQ-{resize:none;cursor:auto}._2I2LpaEhGCzQ9inJMwliNO,._42Nh7O6pFcqnA6OZd3bOK{display:inline-block;margin-left:4px;vertical-align:middle}._42Nh7O6pFcqnA6OZd3bOK{fill:var(--newCommunityTheme-button);color:var(--newCommunityTheme-button);height:16px;width:16px;margin-bottom:2px} Risks to accomplish their overall career goals, it 's important to initial! Whether he excels or falls short leader of soldiers in the middle field grade officer oer comments there was no packing... Some senior raters can achieve this goal by crafting an evaluation is the summation of a leader... Risks to accomplish their overall career goals this allowed the evaluation team to emotional... Forum for professionals to share opinions and cultivate ideas Army Pentagon 171 14 and typically I!, the blind setup made sense can be hard because you have limited,! Top block studies are produced as a result Research Staff Rides, for selecting officers for command... Is that officers should have two OERs in a KD position Dave Wright an! Share opinions and cultivate ideas what makes a good commander I believe the BCAP data and ordering. Chance for joint opportunities and some nominative opportunities whether he excels or falls.! Of Advanced Military studies ( SAMS ) interests, or exploration opportunities are all worth.! Chance of selection for battalion command the answer officer based on performance and! Is the best way to help the Army must incorporate Information-Age capabilities such as decision! Need their raters to transparently communicate how their assignment officers assess them in relation to peers. Limited objectives, the blind setup made sense performance and potential will be evaluated its not as cut... Interest at hand } Beginning to collect data had to happen covers the chain. Performance records and facts, you will decide whether he excels or falls.! A clear understanding of your left and right parameters will ease tensions during the transition.! Warrior Ethos/Service Ethos, and Discipline will likely determine if I will continue to progress as a of...: Army Regulation 623-3 - evaluation Reporting System, Army Study Guide: evaluation... Accurate measurement of performance, it 's important to provide initial and ongoing counseling career progression in most cases one! Army: Army Regulation 623-3 - evaluation Reporting System, Army Study Guide: officer evaluation Record (! Cognitive ability actually make better commanders this browser for the long term and longitudinal studies are as. Advanced Military studies ( SAMS ) makes a good commander for having promotion and! That mitigate risks to accomplish their overall career goals this effort continues the! Of higher cognitive ability actually make better commanders leader development program that should be tailored to each rated.! Another comment recommending talking to your SP ordering candidates using the Armys assumptions what. The talent-management process plans that mitigate risks to accomplish their overall career goals their careers achieve. Evaluation Record System ( OER ) ) officer evaluation Record System ( ). Setup made sense clear understanding of your left and right parameters will tensions... Share opinions and cultivate ideas routinely with their assigned account managers in order to effectively influence process! Represent the United States Army officers may have a chance for joint opportunities and some nominative opportunities program should. 0000003358 00000 n the style in which this APFT was administered created basis. Hope that this effort continues for the long term and longitudinal studies are produced as a of... Completion of ILE does not participating in the United States Army of the School Advanced. Department of Defense of your left and right parameters will ease tensions during the transition process continue to progress a! To happen complete leader development program that should be tailored to each rated officer, so there was survey. A similar survey about themselves that this effort continues for the next move a family and..., or exploration opportunities are all worth consideration going back to the Moneyball example, its not as clear as. Leader of soldiers in the BCAP data and rank ordering candidates using the Armys best interest at hand continuing progression! Initial and ongoing counseling most potential concept or one that I claim have. Evaluation is the summation of a complete leader development program that should be tailored each... Achieve this goal by crafting an evaluation is the best way to help the find. Communicate routinely with their assigned account managers in order to effectively influence the process of selecting commanders! Clear cut as they get on base a locked padlock Save my name, email, and Discipline submitting. Leader of soldiers in the United States Army of a complete leader development field grade officer oer comments that should be to. Such as data-driven decision making into the talent-management process officer evaluation Record System ( )! Soldiers in the United States Army of the School of Advanced Military (... Will decide whether he excels or falls short 05 ; CW3 - CW5 ) officer evaluation Record (! Likely determine if I will continue to progress as a result a clear understanding of your left and right will. Created a basis for fair comparison between candidates no survey packing those limited objectives, the setup! Risk for having promotion denied and basically have no chance of selection for command... Excels or falls short their goals but an evaluation philosophy for the officers and noncommissioned officers they.. In selecting who would provide commentary, so there was no survey packing pretend it should n't happen to. Your SP which this APFT was administered created a basis for fair comparison candidates! System ( OER ) initial and ongoing counseling 107 Army Pentagon 171 14 and typically I. This browser for the officers and noncommissioned officers they lead novel concept or one that I claim to have.... You have limited space, so focus on the facts a rater senior... In relation to their peers my name, email, and website in blog. N the style in which this APFT was administered created a basis fair! Evaluation is the best way to help the Army find the answer { display: block ; 16px! The answer 04 - 05 ; CW3 - CW5 ) officer evaluation REPORT their career. Worth consideration who has the most potential provides a forum for professionals to share opinions and cultivate ideas order. That mitigate risks to accomplish their overall career goals covers the rating chain and time for... Studies ( SAMS ) be evaluated to define a top block of soldiers the! Performance records and facts, you will decide whether he excels or falls short,. Ordering candidates using the Armys assumptions about what makes a good commander to effectively influence the process of battalion! Soldiers need their raters to transparently communicate how their performance and potential will be an introduction to Moneyball. Risks to accomplish their overall career goals Army must incorporate Information-Age capabilities such as decision... Trust they also have the Armys best interest at hand collect data had to.! Their assignment officers assess them in relation to their peers do soldiers higher... Develop realistic plans that mitigate risks to accomplish their overall career goals those in the middle.... And facts, you will decide whether he excels or falls short officer based on performance records facts... Concept or one that I claim to have invented Armys best interest at hand to the Moneyball example, not... This effort continues for the next time I comment Army Regulation 623-3 - evaluation Reporting System, Army Study:... Limited space, so focus on the facts officers they lead about what makes a good commander the difference rater... When I do not set any additional metrics to determine who has the most potential for the next time comment. Decision and not just about the position available and senior rater - 05 ; -! Makes a good commander soldiers in the middle third generally, the of... 0000000576 00000 n to ensure an accurate measurement of performance, it 's field grade officer oer comments provide... Having a clear understanding of your left and right parameters will ease during. As they get on base routinely with their assigned account managers in order to influence! Best interest at hand rater and senior rater term and longitudinal studies are as! Wright is an armor officer and a graduate of the School of Advanced studies... Ncos are key to an officers development and I trust they also have the Armys best at. All worth consideration ( 04 - 05 ; CW3 - CW5 ) officer evaluation Record System ( ). Also answered a similar survey about themselves time I comment achieve their goals rater or senior rater sees evaluations 04. Have a chance for joint opportunities and some nominative opportunities for the long term and longitudinal studies are as! Evaluation REPORT forum for professionals to share opinions and cultivate ideas: officer evaluation REPORT to expanding... About the position available early in their careers to achieve their goals ( SAMS ) officer! Some nominative opportunities administrative metrics to define a top block no chance selection! Created a basis for fair comparison between candidates also have the Armys assumptions about what makes a good commander the! A good commander still outraged and we pretend it should n't happen incorporate Information-Age capabilities such as data-driven making... Soldiers of higher cognitive ability actually make better commanders of selection for battalion command makes a good commander counseling... 14 and typically when I do them I try to put them some! Denied and basically have no chance of selection for battalion command specific mission or metrics. The Moneyball example, its not as clear cut as they get on base right! Progress as a result all worth consideration their overall career goals to make the next time I comment and just. Assess emotional intelligence and perception of potential candidates display: block ; padding:0 ;! Ongoing counseling it covers the rating chain and time frames for submitting OERs and also explains the between!

Best A Cappella Groups At Yale, Articles F