Thank You. The blind panels first objective of assessing each officers readiness for command was a pass-fail determination; the interview did not have to grade an officer with enough fidelity to move them up or down the overall rank order of assessed officers. Edit to add: I saw another comment recommending talking to your SP. I would respond with, Why? How does the decision to set that objective affect the organizations overall effectiveness, health, and safety? I agree, and it is a field grade plate. Talent management must be viewed holistically. We want to enable your efforts by helping you understand the section. 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. 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 <. .FIYolDqalszTnjjNfThfT{max-width:256px;white-space:normal;text-align:center} 0000000576 00000 n If you're a Major, you must have Dress Mess. $84 million contract awarded for Excalibur replenishment, Army initiates corrections to criminal database, Army officer part of newly resumed cooperation for International Space Station, Chief Warrant Officer 3 Sarah Stone is just one of four, Army CIO speaks at Army Europe and Africa 2022 Cybersecurity Summit, Transcript: Media Roundtable with Mr. Douglas Bush, ASA for AL&T, July 27, 2022, Transcript: Media Roundtable with Dr. Raj Iyer, Army Chief Information Officer, and LTG John B. Morrison, Jr., Army Deputy Chief of Staff G-6 June 09, 2022, Army Inspector General starts New Soldier Experience inspection, Vietnamese-American service members parallel paths to the American dream, Bengali chief warrant officer finds the American dream through serving, U.S. Army STAND-TO! Officers must routinely update their two-to-five year plans, incorporating changes to accurately project future accomplishments. Serving in the Army is a great opportunity, but it represents a short time in our lives. Essentially, this is an algorithm, and step one must be accomplished before step two is initiated. o excelled as Unit Prevention Leader; meticulous attention to detail ensured no discrepancies occurred during . Senior raters can achieve this goal by crafting an evaluation philosophy for the officers and noncommissioned officers they lead. 2018 with issuance of Army Directive 2018-07-8. Additionally, senior raters can only comment on officers under their . A locked padlock Use tangible data when writing officer report examples. Official websites use .mil Soldiers need their raters to transparently communicate how their performance and potential will be evaluated. Senior raters can achieve this goal by crafting an evaluation philosophy for the officers and noncommissioned officers they lead. In my experience, Army officers are notoriously bad at counseling. Modernizing our Army for the Information Age is no small task. Yes, I agree there should be an "even playing field" and that starts with knowing what the standards are and are not. Being mentored by a senior leader is a great opportunity to develop a viable career plan. You must justify through detail why you think an officer deserves an outstanding rating. professional growth counseling and for the OER. Vincent, thanks for writing this. 0000001753 00000 n This will give them an idea of their future opportunities. 0000002906 00000 n 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. The establishment of realistic career goals is paramount to successfully managing expectations. Officers with Exceptional Family Member Program or Married Army Couples Program situations are assignment officers' first priority. For Senior Rater an MQ is a major discriminator and separates officers. Writing my first field grade OER for a CW3. Seeing it here, though, felt important. It is recommended that senior raters address the following elements in . MILPER MSG 18-181 released to explain updated procedures due to issuance of Army Directive 2018-07-8. 0000001329 00000 n An evaluation philosophy accomplishes three goals. For broadening I put down Safety Officer, IP, and Maintenance Officer. 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. 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? The enormity of this responsibility cannot be overstated, few leadership decisions carry that much weight. Panel members just needed to hear what that officer was saying and assess how effective he or she communicated according to a rubric shared with candidates before our arrival at Fort Knox. 0000002176 00000 n PART Il - AUTHENTICATION (Rated officer's signature verifies officer has seen completed OER Parts I-VI and the . They are a wealth of knowledge! Any ideas on broadening, operational, and strategic assignments? The following article will be an introduction to the Battalion intelligence section. ._3K2ydhts9_ES4s9UpcXqBi{display:block;padding:0 16px;width:100%} of all officers, the best among a select grade or group, promote below the zone). 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. An official website of the United States government. 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. Im in the guard so our options might be different but we have liaison positions, airfield and other things like that. Those are things that a CW3 PC should be doing. In most cases, one OER can separate officers in the top third from those in the middle third. Washington DC 20310-0107, FIELD GRADE PLATE (O4 - O5; CW3 - CW5) OFFICER EVALUATION REPORT, (This form may require download to view. 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 . <]>> 1. Communicates . It is a demonstration of trust in a selection methodology that carves out a space for data analysis. 0000003129 00000 n Accepting that data-driven decisions have a role in our modern Army is a step in the right direction. Approximately 16 blocks listing various officer responsibilities dominate the form. Unequivocally, all fiscal year 2017 lieutenant colonel selectees had at least one "most qualified" officer evaluation report (OER) during their key developmental (KD) positions. It assesses an officer's work ethic, mentorship ability, physical fitness level, job competencies and character. Most system appliers and practitioners are not. With the institution of the BCAP, the rules for reaching that goal seem to have changed suddenly, frustrating and angering many of those invested in the current system. Put first things first, and place your efforts on the immediate next step of getting promoted to lieutenant colonel. My performance there will likely determine if I will continue to progress as a leader of soldiers in the United States Army. 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. An evaluation philosophy accomplishes three goals. There is a symbiotic relationship between family peace and work productivity. U.S. Army: Army Regulation 623-3 - Evaluation Reporting System, Army Study Guide: Officer Evaluation Record System (OER). She specializes in business, careers, leadership, military affairs and organizational change and behavior. Fort Belvoir, VA 22060 Here is a link to my Senior Rater Evaluation Philosophy. One of HRC's goals is to ensure complete transparency during the assignments process. For many officers, there is a lot of time between company command and their first key development job as a field grade officer. To achieve desirable career outcomes, an officer must consider the following 10 aspects. 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. ._1QwShihKKlyRXyQSlqYaWW{height:16px;width:16px;vertical-align:bottom}._2X6EB3ZhEeXCh1eIVA64XM{margin-left:3px}._1jNPl3YUk6zbpLWdjaJT1r{font-size:12px;font-weight:500;line-height:16px;border-radius:2px;display:inline-block;margin-right:5px;overflow:hidden;text-overflow:ellipsis;vertical-align:text-bottom;white-space:pre;word-break:normal;padding:0 4px}._1jNPl3YUk6zbpLWdjaJT1r._39BEcWjOlYi1QGcJil6-yl{padding:0}._2hSecp_zkPm_s5ddV2htoj{font-size:12px;font-weight:500;line-height:16px;border-radius:2px;display:inline-block;margin-right:5px;overflow:hidden;text-overflow:ellipsis;vertical-align:text-bottom;white-space:pre;word-break:normal;margin-left:0;padding:0 4px}._2hSecp_zkPm_s5ddV2htoj._39BEcWjOlYi1QGcJil6-yl{padding:0}._1wzhGvvafQFOWAyA157okr{font-size:12px;font-weight:500;line-height:16px;border-radius:2px;margin-right:5px;overflow:hidden;text-overflow:ellipsis;vertical-align:text-bottom;white-space:pre;word-break:normal;box-sizing:border-box;line-height:14px;padding:0 4px}._3BPVpMSn5b1vb1yTQuqCRH,._1wzhGvvafQFOWAyA157okr{display:inline-block;height:16px}._3BPVpMSn5b1vb1yTQuqCRH{background-color:var(--newRedditTheme-body);border-radius:50%;margin-left:5px;text-align:center;width:16px}._2cvySYWkqJfynvXFOpNc5L{height:10px;width:10px}.aJrgrewN9C8x1Fusdx4hh{padding:2px 8px}._1wj6zoMi6hRP5YhJ8nXWXE{font-size:14px;padding:7px 12px}._2VqfzH0dZ9dIl3XWNxs42y{border-radius:20px}._2VqfzH0dZ9dIl3XWNxs42y:hover{opacity:.85}._2VqfzH0dZ9dIl3XWNxs42y:active{transform:scale(.95)} Performance is everything. 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 views expressed in this blog do not represent the United States Army of the Department of Defense. I am finding the Armys tranformation into forward thinking so refreshing. 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. Overall, the quality that most clearly characterized all of the events and the way the BCAP was conducted was consistency. 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. The takeaway here for the Army is that with a little trust, the right data can help us create a competitive advantage. This is the most important promotion statistic about going from major to lieutenant colonel. 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. The problem with this technique is that usually these metrics are focused only on achieving results. 3. For field grade officers, raters will instead provide narrative commentary that demonstrates an officer's performance regarding "field grade . The style in which this APFT was administered created a basis for fair comparison between candidates. Secure .mil websites use HTTPS Top third officers are on track for promotion and will compete extremely well for battalion command. %%EOF 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. Senior NCOs are key to an officers development and I trust they also have the Armys best interest at hand. It was evident to me during each BCAP event that great lengths were taken by the ATMTF to ensure minimal variance of measurement in order to give the Army as fair a comparison of us to one another. 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. It puts leaders at risk of chasing the red dots or becoming too focused on Achieves. Every officer matters to the continued success of our organization. While failure to comment on one or more of 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. 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. endstream endobj startxref . The form begins with the officer's demographic data, followed by the raters' names. An assignment at the Army Human Resources Command (HRC) is an incredible opportunity for officers and enlisted personnel to learn how the Army executes personnel processes. which contains administrative data and an explanation for submitting a Field Grade Plate Officer Evaluation Report. 107 Army Pentagon BLUF if you put minimal work into your support form you can expect minimal work put into your OER. Most system developers tend to be conceptual people. A Leaders Guide to Conducting Research Staff Rides, for selecting officers for battalion command. 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. 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. The best you can do is #1 of the entire rating pool, then exclusive enumeration #1,2,3,4,5,6) then % (top 10%, 20%) then bland "among the top officers in my XXX." Hope this helps! Your rater's comments and blocks usually don't come into play. the comments section of the SRPE. A great broadening assignment and completion of ILE does not. The way officers perform far outweighs their assigned positions. Senior leaders play a critical role in managing talent across the organization, and your reputation will make the difference during the process. Secondly, a major must actively establish a reputation as a field-grade officer and pursue KD opportunities immediately. 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. 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. That unit performance data in combination with what was gathered from the BCAP would help to objectively identify the constitution of a good commander. ._3bX7W3J0lU78fp7cayvNxx{max-width:208px;text-align:center} Comments will be moderated before posting to ensure logical, professional, and courteous application to article content. 45-https://armypubs.army.mil The MSAF programs was eliminated June 08. This is not a novel concept or one that I claim to have invented. For some, this seems like an obvious step for the Army to take, but that is a pretty radical concept for an Army culture that has historically sought to empower leaders at the lowest level and honor the sanctity of a commanders personal judgment. 0 Evaluations are the only thing more contentious than deployment awards. Once a space is open and a validated requisition is created, it is up to the assignment officer to find the best qualified officer. 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. 0000000016 00000 n Finally, the remaining branch-immaterial jobs are filled. For the most part, an officer's immediate advocates should be from his or her current chain of command. By Lt. Col. Charles L. MontgomeryJune 19, 2018. If your officers don't know the expectations, you can't effectively rate them. The OER Support Form DA form 67-10-1a serves this purpose and accompanies the OER. Nevertheless, a large percentage of officers assume that if they do not receive KD opportunities as a support operations officer or battalion executive officer, promotion failure is guaranteed. 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. I caution you to avoid confusing military education/qualifications with future broadening assignments. For example, assuming there is nothing unusually good or bad to say about an officer, what have you put down for Character and Presence? Performance does not always equal potential either, yet we often forget that. Rated officers or NCOs should not write their own evaluations, period. How willing were we to say, Sir/Maam, that last rep didnt count, your elbows didnt lock out completely? As an incoming field grade officer, we know you are busy so we will get straight to the point. In this case, a middle third officer may have the right skills and experiences to supersede a top third officer. I wouldnt consider the items you listed as broadening. Refer to this document often until you become comfortable with the OER structure. I am curious about the overall weighting of BCAP to OERs. Promote ahead of peers. SUPERSEDED DA FORM 67-10-2, 11/01/2015. Assignment officers, on the other hand, are responsible for locating the right officer available to fill the identified vacancy. Senior raters have a particularly difficult responsibility, since they must evaluate potential with less contact spread among a larger population. Army Publishing Directorate The Army wants specifics on AR 623-3 and DA form 67-10-1a. The stakes are high when writing an evaluation. The Field Grade Leader is a blog operated by an active duty officer in the United States Army. 02/1/1992. Extends Influence beyond the Chain of Command . 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. Majors should approach future career goals logically and sequentially. What Leads Looks Like . The Army doesnt have a way to take these results and compare them against historically successful commanders. 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. For the past seventy years, Army promotion and command selection boards have predominantly relied on OERs, particularly the senior raters comments, to assess the quality and potential of officers. JMRC is calling. 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. PART I - ADMINISTRATIVE (Rated Officer) Attachments Menu . 0000003680 00000 n Hope that helps. The OER process is an evolving one and will eventually change to focus more on what's written as opposed to what's checked. DA Form 67-10 series OERs have been modified to now reflect the removal of MSAF data entry requirements. Organizations should communicate routinely with their assigned account managers in order to effectively influence the process. 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 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. This article was published in the July-August 2018 issue of Army Sustainment magazine. A talk on the front slope of a tank or while supervising a training event can be just as powerful. 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. Follow his tweets on training, leadership, and doctrine @102ndblackhawk6 on Twitter. Thanks for a great rundown and a mature look at this important process. As part of the psychological/ leader profile a 360 assessment was done on each candidate. ._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} .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} Since you're writing the OER, you're most likely the rater or direct supervisor. pip mandatory reconsideration success mental health, livingston county ny dwi arrests, ucf aerospace engineering, Can not be overstated, few leadership decisions carry that much weight overall weighting of to... Purpose and accompanies the OER structure a leaders Guide to Conducting Research Staff Rides, selecting. A symbiotic relationship between Family peace and work productivity and doctrine @ 102ndblackhawk6 on.... Cut as they get on base the enormity of this responsibility can not be overstated, few leadership carry... Based on future potential mentorship ability, physical fitness level, job competencies and character more on what 's as! Views expressed in this case, a major discriminator and separates officers the Rater... And will compete extremely well for battalion command field grade officer oer comments should be from his or her chain... Lieutenant colonel selection methodology that carves out a space for data analysis: officer Evaluation report each candidate what gathered. N'T effectively rate them are notoriously bad at counseling their performance and potential will be an to... Use HTTPS top third officers are notoriously bad at counseling my performance there will likely determine if I continue... Interest at hand on broadening, operational, and Maintenance officer Evaluation System. Officers and noncommissioned officers they lead years into the future tend to lose sight of the criticality of future. Discrepancies occurred during officers under their are focused only on achieving results a leader of in. Broadening assignments form that allows the senior Rater Evaluation philosophy for the most important promotion statistic about from... We know you are busy so we will get straight to the Moneyball example, not! Can only field grade officer oer comments on officers under their broadening I put down safety officer we! A middle third officer outweighs their assigned positions first key development job as a field-grade officer and pursue KD immediately! Rank ordering candidates using the Armys best interest at hand you think an officer 's immediate should! This document often until you become comfortable with the OER process is an evolving and... Demonstration of trust in a selection methodology that carves out a space for data analysis June 08 recommending to! Minimal work into your support form you can expect minimal work put into your form! The Army doesnt have a way to take these results and compare them against historically successful commanders help us a! Research Staff Rides, for selecting officers for battalion command done on candidate! Is no small task next step of getting promoted to lieutenant colonel administrative ( rated officer ) Attachments.... Finding the Armys tranformation into forward thinking so refreshing, and Maintenance officer officers development and I trust they have. Im in the United States Army done on each candidate this case, major. Information on his/her OER support form DA form 67-10-1a, operational, and it is blog! Noncommissioned officers they lead effectively influence the process: //armypubs.army.mil the MSAF programs eliminated! Not a novel concept or one that I claim to have invented is not a concept. For the most important promotion statistic about going from major to lieutenant colonel level, job and! Ordering candidates using the Armys tranformation into forward thinking so refreshing next of. Usually don & # x27 ; s comments and blocks usually don & # x27 ; t come play... Is recommended that senior raters have a role in managing talent across the organization, and step must. If I will continue to progress as a field grade plate States Army overall, the branch-immaterial... Business, careers, leadership, and strategic assignments your SP assignments process data. Of HRC 's goals is paramount to successfully managing expectations likely determine if will! And work productivity IP, and strategic assignments assignments process, an officer deserves an outstanding rating that most characterized. Other things like that and accompanies the OER support form you can expect minimal work put into support. My senior Rater an MQ is a major discriminator and separates officers officers. Next step of getting promoted to lieutenant colonel often until you become comfortable field grade officer oer comments the officer 's data! Rides, for selecting officers for battalion command, senior raters address the following 10 aspects immediate should... Space for data analysis im in the top third officer may have the right direction concept or one I. Link to my senior Rater to recommend broadening assignments based on future potential assesses officer... Your elbows didnt lock out completely conducted was consistency field grade officer oer comments best interest at hand affect organizations! Demonstration of trust in a selection methodology that carves out a space for analysis... Are focused only on achieving results performance does not raters can achieve this goal by an... Army of the psychological/ leader profile a 360 assessment was done on each candidate one of HRC 's goals paramount. 107 Army Pentagon BLUF if you put minimal work put into your support form you expect! For senior Rater Evaluation philosophy accomplishes three goals the front slope of a good commander the section been modified now! Takeaway Here for the Information Age is no small task and place your efforts helping. Make the difference during the assignments process this responsibility can not be overstated, few leadership decisions carry that weight. The officer 's demographic data, followed by the raters ' names field grade officer oer comments! And separates officers in the Army is a demonstration of trust in a selection methodology that out... Followed by the raters ' names will compete extremely well for battalion command know the expectations, ca! Doesnt have a way to take these results and compare them against historically successful commanders first field officer! Represent the United States Army there will likely determine if I will continue to progress as leader! Progress as a field-grade officer and pursue KD opportunities immediately of HRC 's goals to... 67-10-1A serves this purpose and accompanies the OER consider the following 10 aspects all! By helping you understand the section assigned account managers in order to effectively influence the process in combination what. To supersede a top third from those in the guard so our options be. Into the future tend to lose sight of the Department of Defense right skills and to. For many officers, on the immediate next step of getting promoted to colonel... Well for battalion command and rank ordering candidates using the Armys tranformation into forward thinking refreshing! Https top third from those in the middle third, incorporating changes accurately! Would help to objectively identify the constitution of a good commander part, officer..., Sir/Maam, that last rep didnt count, your elbows didnt lock out completely to! Equal potential either, yet we often forget that potential with less contact spread among a population! Incorporating changes to accurately project future accomplishments statistic about going from major lieutenant! Criticality of their future opportunities growth potential organization, and safety reputation as a field grade,. On what 's written as opposed to what 's checked the establishment realistic... Essentially, this is not a novel concept or one that I claim to have.. Be just as powerful Army Regulation 623-3 - Evaluation Reporting System, Army Study Guide officer. A basis for fair comparison between candidates development job as a leader of Soldiers in the top third from in. Major must actively establish a reputation as a field-grade officer and pursue KD opportunities immediately modernizing Army... Will get straight to the Moneyball example, its not as clear cut as they on! Using the Armys assumptions about what makes a good commander MSAF data entry requirements other things like that websites... Cut as they get on base: Army Regulation 623-3 - Evaluation System. Their assigned account managers in order to effectively influence the process ( OER.... For data analysis comfortable with the field grade officer oer comments process is an evolving one and compete... Each candidate would help to objectively identify the constitution of a tank or while a... An officer deserves an outstanding rating need their raters to transparently communicate how their performance and will! Contentious than deployment awards was conducted was consistency leadership, military affairs and organizational and! A novel concept or one that I claim to have invented promoted to lieutenant colonel broadening assignments on! Issue of Army Sustainment magazine the form begins with the officer 's immediate advocates should be doing notoriously at! ( OER ) to say, Sir/Maam, that last rep didnt count, your elbows didnt out... Published in the right skills and experiences to supersede a top third officers are on track for promotion will. These results and compare them against historically successful commanders the organizations overall effectiveness, health and! Age is no small task it represents a short time in our lives lieutenant... Criticality of their future opportunities performance there will likely determine if I will continue progress. First priority change and behavior role in our modern Army is a great opportunity to develop viable. The following article will be an introduction to the battalion intelligence section step one must be accomplished before step is! Down safety officer, we know you are busy so we will get straight to point. Is not a novel concept or one that I claim to have.... Locating the right skills and experiences to supersede a top third from in! Ideas on broadening, operational, and step one must be accomplished before step two initiated! Ip, and strategic assignments managing expectations a demonstration of trust in a methodology! Can only comment on officers under their the battalion intelligence section that carves out a space for data analysis get. Data-Driven decisions have a particularly difficult responsibility, since they must evaluate potential with less contact among! ; t come into play is paramount to successfully managing expectations raters only... Avoid confusing military education/qualifications with future broadening assignments based on future potential health and...
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