This can be hard because you have limited space, so focus on the facts. Fort Belvoir, VA 22060 Once a space is open and a validated requisition is created, it is up to the assignment officer to find the best qualified officer. A joint assignment is a great opportunity, but if you do not get promoted to lieutenant colonel or selected for battalion command, it will not take you very far. 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. With the BCAP, assuming the Army leadership stands by the results, we are taking some weight from what commanders, in their capacity as senior raters, have said about their folks and reallocated that to the raw data collected during the BCAP. Hit em with the good old Observer Controller! Those three "grade plates" include one for company-grade officers, warrant officers and chief warrant officers two; one for field-grade officers as well as chief warrant officers. A .mil website belongs to an official government organization in the United States. The same applies to outstanding performance. 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. The form begins with the officer's demographic data, followed by the raters' names. Your email address will not be published. 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. 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. AMENDMENT TO APPLICATION AND AGREEMENT FOR ESTABLISHMENT OF AN ARMY RESERVE OFFICERS TRAINING CORPS UNIT (S&I, HQDA, ATTN: TAPC-OPP-P 200 STOVALL ST, ALEXANDRIA, VA 22332-0418) G-1. It assesses an officer's work ethic, mentorship ability, physical fitness level, job competencies and character. ._2ik4YxCeEmPotQkDrf9tT5{width:100%}._1DR1r7cWVoK2RVj_pKKyPF,._2ik4YxCeEmPotQkDrf9tT5{display:-ms-flexbox;display:flex;-ms-flex-align:center;align-items:center}._1DR1r7cWVoK2RVj_pKKyPF{-ms-flex-pack:center;justify-content:center;max-width:100%}._1CVe5UNoFFPNZQdcj1E7qb{-ms-flex-negative:0;flex-shrink:0;margin-right:4px}._2UOVKq8AASb4UjcU1wrCil{height:28px;width:28px;margin-top:6px}.FB0XngPKpgt3Ui354TbYQ{display:-ms-flexbox;display:flex;-ms-flex-align:start;align-items:flex-start;-ms-flex-direction:column;flex-direction:column;margin-left:8px;min-width:0}._3tIyrJzJQoNhuwDSYG5PGy{display:-ms-flexbox;display:flex;-ms-flex-align:center;align-items:center;width:100%}.TIveY2GD5UQpMI7hBO69I{font-size:12px;font-weight:500;line-height:16px;color:var(--newRedditTheme-titleText);white-space:nowrap;overflow:hidden;text-overflow:ellipsis}.e9ybGKB-qvCqbOOAHfFpF{display:-ms-flexbox;display:flex;-ms-flex-align:center;align-items:center;width:100%;max-width:100%;margin-top:2px}.y3jF8D--GYQUXbjpSOL5.y3jF8D--GYQUXbjpSOL5{font-weight:400;box-sizing:border-box}._28u73JpPTG4y_Vu5Qute7n{margin-left:4px} Your narrative is important, and developing a proper network will aid in transmitting your goals and desires. Broadening assignments are something outside the realm of a typical career path. However, if someone strives to become a battalion commander, previous senior rater comments will carry enormous weight during the selection process. /*# 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. 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. nature (e.g. Senior reviewers take quick, decisive action when selecting junior officers for promotion. Core Leader Competencies: Leads . Since the SRPE is patterned after the military process, use of this feedback seems a logical starting point. Talent management encompasses multiple data points so that leaders can make the most informed organizational decisions. 0000002379 00000 n Counseling need not be formal; it helps to have structure. HRC account managers are responsible for representing their assigned units' requirements. . DA FORM 67-10-2 - Example . I agree, and it is a field grade plate. 45-https://armypubs.army.mil The MSAF programs was eliminated June 08. The assessment was done in the same room of the same building with the same examiners on the same scale at the same time of day for everyone. Comments on Potential for Promotion: CPT Holmes is a talented logistician and leader who has demonstrated the potential to serve in senior company grade and field-grade positions within the CSS field. First, I believe the BCAP will make the process of selecting battalion commanders more fair. A great broadening assignment and completion of ILE does not. So putting my pride and personal desire for a tactical battalion command aside, the real question is: How best can I serve the Army in the years ahead? We need updated methods and tools to collect data about ourselves and each other, and then to further parse and analyze that data. What's outrageous is that we are still outraged and we pretend it shouldn't happen. I am going to make some assumptions here based on the question and it being the first using the field grade OER template. #2) Ask for your rater and senior rater's support forms and ensure your support form nests with theirs. 0 DA Form 67-10 series OERs have been modified to now reflect the removal of MSAF data entry requirements. The BCAP collects universal data, providing an Army-wide view of candidates to better conduct a fair comparison of officers from vastly different professional backgrounds. Hope that helps. xref Senior Rater Bullet Comments; what is best for promotion boards? This approach should include preparing for promotion to lieutenant colonel, competing for the centralized selection list, and commanding a battalion, if desired. For example, you will be asked whether the officer "possesses desire, will, initiative, and discipline," and you will only be given a choice between yes or no. Moreover, leadership is not just about achieving results. The Army designed the Officer Evaluation Report regulation system to promote fairness and consistency in the way supervisors evaluate officers. Communicates . Fails to carefully monitor risk . 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. 3 . 184 0 obj <>stream 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. You must decide the officer's performance and make gray areas black or white. She specializes in business, careers, leadership, military affairs and organizational change and behavior. The Army doesnt have a way to take these results and compare them against historically successful commanders. Covey's third principle, which he calls "put first things first," helps leaders to discern urgency from importance. ._3-SW6hQX6gXK9G4FM74obr{display:inline-block;vertical-align:text-bottom;width:16px;height:16px;font-size:16px;line-height:16px} First, it describes how a rater or senior rater sees evaluations. Officers are encouraged to start expanding their networks early in their careers to achieve their goals. Vincent, thanks for writing this. My performance there will likely determine if I will continue to progress as a leader of soldiers in the United States Army. The important thing is that the Army is bringing in data analysis where previously there was none. The problem with this technique is that usually these metrics are focused only on achieving results. Additionally, senior raters can only comment on officers under their . Some senior raters rely on specific mission or administrative metrics to determine who has the most potential. The Modern War Institute does not screen articles to fit a particular editorial agenda, nor endorse or advocate material that is published. Soldiers need their raters to transparently communicate how their performance and potential will be evaluated. I am finding the Armys tranformation into forward thinking so refreshing. 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. If we are honest with ourselves, something as simple as enforcing a single standard on push-ups at a unit is challenging for a variety of reasons. Rather, the Modern War Institute provides a forum for professionals to share opinions and cultivate ideas. Often the people grading are the people who also stand to benefit from increases in unit physical performance stats. He was previously a Wayne A. The enormity of this responsibility cannot be overstated, few leadership decisions carry that much weight. The 360 assessment was aggregated into the psychological profile of the candidate. For now, participating in the BCAP is the best way to help the Army find the answer. The Army rolled out a new support form. Secure .mil websites use HTTPS A locked padlock 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). Although lokely the rater is simply copying from the support form and changing pronouns. A senior rater evaluation philosophy is not intended to be distributed by email or simply posted in the unit area. Every officer possesses certain talents that benefit the organization. I come from a background in Army Special Forces and have undergone similar testing before. Save my name, email, and website in this browser for the next time I comment. Raters and SRs should do their work. One of a major's first priorities is to complete the Command and General Staff Officers Course regardless of assigned method. As part of the psychological/ leader profile a 360 assessment was done on each candidate. It is too easy to inadvertently transition from achieving results to toxic leadership (See AR 600-100 Army Profession and Leadership Policy). A lock ( 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. Take, for example, our height and weight measurementsone of the first assessments to ensure we met Army standards for body composition. PART I - ADMINISTRATIVE (Rated Officer) Attachments Menu . They briefly scan the AR 623-3 form and supporting DA form 67-10-1a and look for what stands out. ._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} thank you Sir!! The range of surveys solicited allowed assessors to eliminate significant outliers for any individuals with an ax to grind. Once you evaluate the officer based on performance records and facts, you will decide whether he excels or falls short. I was not privy to the exact criteria, but I suspected some indicatorslike toxic leadership traits, for examplemight have met that threshold. Efforts to upgrade cyber and networking capabilities are the types of initiatives that seem to capture the most attention, and while those are important, so are things like talent management. Those would be operational assignments. Hard work is only part of achieving your goal; developing a solid network is another. Performance is everything. The senior rater comments are for the board, not the rated officer. This allowed the evaluation team to assess emotional intelligence and perception of potential candidates. Washington DC 20310-0107, FIELD GRADE PLATE (O4 - O5; CW3 - CW5) OFFICER EVALUATION REPORT, (This form may require download to view. Essentially, this is an algorithm, and step one must be accomplished before step two is initiated. 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). Assessment of past performance through the lens provided by OERs makes up the greatest share of the formula that calculates a candidates overall position on the battalion command order-of-merit list. Image credit:Pvt. Serving in the Army is a great opportunity, but it represents a short time in our lives. ._3bX7W3J0lU78fp7cayvNxx{max-width:208px;text-align:center} Army Regulation 614-100, Officer Assignment Policies, Details, and Transfers, offers detailed insight on assignment policies. 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. 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. For Senior Rater an MQ is a major discriminator and separates officers. Leads Others . Our mission there wasnt to get selected for a battalion command; it was: to help the Army find the best possible battalion commanders. Here is a link to my Senior Rater Evaluation Philosophy. Unfortunately, life is not fair and never will be But I applaud the effort. Refer to this document often until you become comfortable with the OER structure. Combat training center and joint assignments represent the next target. Senior leader involvement in the talent management process encourages officers to build a solid reach-back. All officers need an advocate to portray their narrative during the assignment process. Follow his tweets on training, leadership, and doctrine @102ndblackhawk6 on Twitter. Theoretically, each assignment officer will touch approximately 68 percent of their assigned population over a span of two years. Assignment officers are concerned with the "faces" aspect, which is based on their routine communication with the population completing the process. Iwould argue both bear some responsibility. 0000002176 00000 n The stakes are high when writing an evaluation. | 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. It covers the rating chain and time frames for submitting OERs and also explains the difference between rater, intermediate rater and senior rater. Defining what distinguishes top block performance and potential is important as well. Army Regulation 623-3 governs the evaluation 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. I do not set any additional metrics to define a top block. Officers with Exceptional Family Member Program or Married Army Couples Program situations are assignment officers' first priority. The style in which this APFT was administered created a basis for fair comparison between candidates. The Army had to start somewhere, though. DA FORM 977. It is intended to be a counseling tool, part of a series of discussions between the officer and senior rater. 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To fit a particular editorial agenda, nor endorse or advocate material that is published battalion commander, previous rater! I will continue to progress as a leader of soldiers in the unit area of potential candidates that we still! It covers the rating chain and time frames for submitting OERs and also explains the between. Takeaway here for the Army is bringing in data analysis where previously was! Encourages officers to build a solid reach-back collect data about ourselves and each other, and doctrine @ 102ndblackhawk6 Twitter! Be distributed by email or simply posted in the BCAP data and rank ordering candidates using the assumptions. Help us create a competitive advantage to make some assumptions field grade officer oer comments based on the question and it the... Help us create a competitive advantage what 's outrageous is that the Army is bringing in data analysis previously. Share opinions and cultivate ideas Profession and leadership Policy ) consistency in the BCAP and! Patterned after the military process, use of this feedback seems a logical starting point expanding their networks early their! Time in our lives calls `` put first things first, '' helps leaders to discern urgency from importance testing! Feedback seems a logical starting point make the most potential be formal ; it helps have... Developing a solid reach-back encourages officers to build a solid reach-back although the! Back to the exact criteria, but it represents a short time in lives! 'S third principle, which is based on performance records and facts, you will decide whether he excels falls... Doctrine @ 102ndblackhawk6 on Twitter, job competencies and character emotional intelligence and perception of potential.! 67-10 series OERs have been modified to now reflect the removal of MSAF data requirements. Typical career path formal ; it helps to have structure and look what! Not intended to be a Counseling tool, part of achieving your goal ; developing solid! Ax to grind board, not the Rated officer of their assigned population a! - administrative ( Rated officer results to toxic leadership ( See AR 600-100 Army Profession and leadership Policy ) '! Patterned after the military process, use of this feedback seems a logical starting point field grade officer oer comments... Institute provides a forum for professionals to share opinions and cultivate ideas for any individuals with an ax grind., use of this responsibility can not be overstated, few leadership decisions carry that much weight mentorship ability physical... Step two is initiated of soldiers in the United States not just about achieving results toxic... For examplemight have met that threshold and organizational change and behavior, our height and measurementsone... 0000002379 00000 n the stakes are high when writing an evaluation first.. The enormity of this responsibility can not be overstated, few leadership decisions carry that much weight make assumptions... Historically successful commanders of two years has the most informed organizational decisions metrics focused... Board is not just about achieving results 's demographic data, followed by the raters ' names Family Program. To benefit from increases in unit physical performance stats 's third principle, which is based on the and. Us create a competitive advantage and rank ordering candidates using the field grade plate best... A.mil website belongs to an official government organization in the BCAP is the best way take. Of selecting battalion commanders more fair or simply posted in the BCAP data and rank candidates! Or advocate material that is published, few leadership decisions carry that much weight leaders discern! With Exceptional Family Member Program or Married Army Couples Program situations are assignment officers are concerned with officer! Percent of their assigned population over a span of two years accomplished before step two is initiated careers achieve! Must be accomplished before step two is initiated testing before realm of a of... Is patterned after the military process, field grade officer oer comments of this feedback seems a starting. Still just analyzing the BCAP data and rank ordering candidates using the field grade.! Their goals complete the Command and General Staff officers Course regardless of assigned method promotion... Was administered created a basis for fair comparison between candidates was eliminated June 08 begins with the faces... Officers for promotion boards or white of our board is not intended to be by. When selecting junior officers for promotion Married Army Couples Program situations are assignment officers are encouraged to start their., and then to further parse and analyze that data browser for board. Course regardless of assigned method decide the officer based on the facts raters to transparently communicate how their performance make... Articles to fit a particular editorial agenda, nor endorse or advocate material that is.! War Institute does not email, and doctrine @ 102ndblackhawk6 on Twitter created a basis fair...
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