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. The DA FORM 67-10-2 is the new system for reporting officer evaluations in the U.S. Army. It is difficult for the raters to keep track of everyones details over a rated period with minimal input from that officer. A player that got on base more than another would generate more opportunities to score, which translated into more runs and more victories. No choice when you have to rate / are rated by someone you don't even know. The Army rolled out a new support form. The BCAP did something truly unique for an organization as large as the Army: it made a supreme effort to use the same yardstick for everyone. SHARP, EO, and EEO. The Assignment Interactive Module II allows complete transparency for units and individual officers. | 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. When you've completed the boxes, you must choose six attributes you feel best describe the officer. DA FORM 918B. Dwyer received an MBA from Tarleton State University/Texas A&M Central Texas and an MFA in creative writing from National University in La Jolla, Calif. How Would a Police Sergeant Motivate His Employees? The number one rule is that as your performance changes, so should your future goals. The human element still plays the biggest role in deciding if and where an officer will command a battalion. 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. 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. You must decide the officer's performance and make gray areas black or white. For field grade officers, raters will instead provide narrative commentary that demonstrates an officer's performance regarding "field grade . 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. 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. Footnotes. 0000003129 00000 n The views expressed in this blog do not represent the United States Army of the Department of Defense. 2018 with issuance of Army Directive 2018-07-8. (See figure 1.) I wouldnt consider the items you listed as broadening. /*# sourceMappingURL=https://www.redditstatic.com/desktop2x/chunkCSS/IdCard.ea0ac1df4e6491a16d39_.css.map*/._2JU2WQDzn5pAlpxqChbxr7{height:16px;margin-right:8px;width:16px}._3E45je-29yDjfFqFcLCXyH{margin-top:16px}._13YtS_rCnVZG1ns2xaCalg{font-family:Noto Sans,Arial,sans-serif;font-size:14px;font-weight:400;line-height:18px;display:-ms-flexbox;display:flex}._1m5fPZN4q3vKVg9SgU43u2{margin-top:12px}._17A-IdW3j1_fI_pN-8tMV-{display:inline-block;margin-bottom:8px;margin-right:5px}._5MIPBF8A9vXwwXFumpGqY{border-radius:20px;font-size:12px;font-weight:500;letter-spacing:0;line-height:16px;padding:3px 10px;text-transform:none}._5MIPBF8A9vXwwXFumpGqY:focus{outline:unset} 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. ._2Gt13AX94UlLxkluAMsZqP{background-position:50%;background-repeat:no-repeat;background-size:contain;position:relative;display:inline-block} <]>> While that has worked well for the most part, that process has its shortcomings. If you're a Major, you must have Dress Mess. .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)} Given those limited objectives, the blind setup made sense. After some reflection, I realized my peers and I shouldnt overthink how to maximize our personal performance at the BCAP. They must manage their evaluations profile while also leveraging evaluations as part of a complete talent development strategy. 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. the comments section of the SRPE. 2018 with issuance of Army Directive 2018-07-8. Use the Wizard . Broadening assignments are something outside the realm of a typical career path. 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. Save my name, email, and website in this browser for the next time I comment. Washington DC 20310-0107, FIELD GRADE PLATE (O4 - O5; CW3 - CW5) OFFICER EVALUATION REPORT, (This form may require download to view. It is demanding, but it is important and critical to the development of our next generation of leaders. 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. 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. All validated requisitions are important, and someone will fill the requirement. Army values, Empathy, Warrior Ethos/Service Ethos, and Discipline. What bullet point examples have you seen for "Achieves" in the new Army NCOER form? Senior raters can achieve this goal by crafting an evaluation philosophy for the officers and noncommissioned officers they lead. Raters and SRs should do their work. I caution you to avoid confusing military education/qualifications with future broadening assignments. The goal is to achieve diversity of thought, so officers should have multiple mentors to avoid a myopic assignment approach. From an assignments perspective, the goal is to match the right skills and experiences to the right position. One thing you address but not directly is the consistent commentary I hear on social media and in the last Pre-command Course of the fear that senior rater evals clearly dont mean anything anymore. Are the best Army officers often from West Point? For broadening I put down Safety Officer, IP, and Maintenance Officer. Hope that helps. Brush up on AR 623-3, or even better, take your S1 out to lunch and pick their brain! 0000003358 00000 n U.S. Army: Army Regulation 623-3 - Evaluation Reporting System, Army Study Guide: Officer Evaluation Record System (OER). xb```b``a`a``a@ r400`Ps iS7XQds00%00 EX4gi,7mN9l^p2jP12f -` v-20zB\,pG30@d ` % Timing of the MER submission is critical, and G-1s are ultimately responsible for submitting it to HRC. It is too easy to inadvertently transition from achieving results to toxic leadership (See AR 600-100 Army Profession and Leadership Policy). 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. prior to the BCAP event, organizers solicited feedback from subordinates and peers on each candidate. However, officers must develop realistic plans that mitigate risks to accomplish their overall career goals. 184 0 obj <>stream Ensuring family peace is an enduring priority. /*# 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. The 360 assessment was aggregated into the psychological profile of the candidate. This approach should include preparing for promotion to lieutenant colonel, competing for the centralized selection list, and commanding a battalion, if desired. 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. of all officers, the best among a select grade or group, promote below the zone). 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. Many of my peers find themselves questioning if their efforts over the last 1618 years still mean anything. 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. Thats good advice and something Ive done as well. I am going to make some assumptions here based on the question and it being the first using the field grade OER template. It puts leaders at risk of chasing the red dots or becoming too focused on Achieves. Did you get selected for Bn Commander position? This was followed the next morning by the Army Physical Fitness Test (APFT), which was administered indoors to ensure uniform conditions for each candidate. The enormity of this responsibility cannot be overstated, few leadership decisions carry that much weight. 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. The transition process can be stressful on everyone; however, if these identified aspects are taken into consideration, friction will be reduced. Leaders should expect the MER approximately six months before the cycle opens. @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} Serving in the Army is a great opportunity, but it represents a short time in our lives. Every officer possesses certain talents that benefit the organization. Assignment officers typically serve on the desk for two years or four assignment cycles. 04-PUB NOT RELEASABLE TO FOREIGNERS (NOFORN) 42-ITEM ONLY PRODUCED IN ELECTRONIC MEDIA. Hard work is only part of achieving your goal; developing a solid network is another. The MER is the unit's best opportunity to submit formal input into the process. Official websites use .mil The Army doesnt have a way to take these results and compare them against historically successful commanders. 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. %%EOF Matthew Marcellus, US Army, I would like to think Lt. Col. Vincent Enriquez for a very in depth look into BCAP. ._9ZuQyDXhFth1qKJF4KNm8{padding:12px 12px 40px}._2iNJX36LR2tMHx_unzEkVM,._1JmnMJclrTwTPpAip5U_Hm{font-size:16px;font-weight:500;line-height:20px;color:var(--newCommunityTheme-bodyText);margin-bottom:40px;padding-top:4px;text-align:left;margin-right:28px}._2iNJX36LR2tMHx_unzEkVM{-ms-flex-align:center;align-items:center;display:-ms-flexbox;display:flex}._2iNJX36LR2tMHx_unzEkVM ._24r4TaTKqNLBGA3VgswFrN{margin-left:6px}._306gA2lxjCHX44ssikUp3O{margin-bottom:32px}._1Omf6afKRpv3RKNCWjIyJ4{font-size:18px;font-weight:500;line-height:22px;border-bottom:2px solid var(--newCommunityTheme-line);color:var(--newCommunityTheme-bodyText);margin-bottom:8px;padding-bottom:8px}._2Ss7VGMX-UPKt9NhFRtgTz{margin-bottom:24px}._3vWu4F9B4X4Yc-Gm86-FMP{border-bottom:1px solid var(--newCommunityTheme-line);margin-bottom:8px;padding-bottom:2px}._3vWu4F9B4X4Yc-Gm86-FMP:last-of-type{border-bottom-width:0}._2qAEe8HGjtHsuKsHqNCa9u{font-size:14px;font-weight:500;line-height:18px;color:var(--newCommunityTheme-bodyText);padding-bottom:8px;padding-top:8px}.c5RWd-O3CYE-XSLdTyjtI{padding:8px 0}._3whORKuQps-WQpSceAyHuF{font-size:12px;font-weight:400;line-height:16px;color:var(--newCommunityTheme-actionIcon);margin-bottom:8px}._1Qk-ka6_CJz1fU3OUfeznu{margin-bottom:8px}._3ds8Wk2l32hr3hLddQshhG{font-weight:500}._1h0r6vtgOzgWtu-GNBO6Yb,._3ds8Wk2l32hr3hLddQshhG{font-size:12px;line-height:16px;color:var(--newCommunityTheme-actionIcon)}._1h0r6vtgOzgWtu-GNBO6Yb{font-weight:400}.horIoLCod23xkzt7MmTpC{font-size:12px;font-weight:400;line-height:16px;color:#ea0027}._33Iw1wpNZ-uhC05tWsB9xi{margin-top:24px}._2M7LQbQxH40ingJ9h9RslL{font-size:12px;font-weight:400;line-height:16px;color:var(--newCommunityTheme-actionIcon);margin-bottom:8px} This group of officers is targeted for areas that allow more opportunities to strengthen their files. 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. . Promotion opportunities are many, and multiple paths lead to the same end state. The Special Forces Regiment will keep rolling along, even if I do not come back to command. . Can we say the same of APFT scores? It replaced the DA Form 67-9 series, which was an outdated universal rating form used by all Army officers. Hopefully I did not add any confusion. That leader or the one who set the objective? It's your job to manage your own Army OER and to manage your own career. This can be hard because you have limited space, so focus on the facts. Required fields are marked *. Question of interest. 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. I am curious about the overall weighting of BCAP to OERs. Open communication will enhance the process immensely. Second, it articulates what is important. Officers must understand how their assignment officers assess them in relation to their peers. Promote ahead of peers. If you don't know the difference your point about how subjective Army standards are just got more complicated. rater comments on the Officer Evaluation Report. If you marked "no" in a box, you have to explain in detail why. endstream endobj 183 0 obj <>/Size 171/Type/XRef>>stream Defining what distinguishes top block performance and potential is important as well. We should not expend all of our energy on the top 10 percent while the remaining 90 percent are the men and women operating the organization. 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. Selected continuation officers will continue to be assessed for promotion to lieutenant colonel. ._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)} Our mission there wasnt to get selected for a battalion command; it was: to help the Army find the best possible battalion commanders. Basically future Brigade CDRs not understanding that the ONLY reason you and fellow officers were even at BCAP was because leaders (BN but more BDE Commanders) chose you to be there through there evaluation. Your email address will not be published. Is the standard to "lock out your elbows" or "raise your entire body until your arms are fully extended"? 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. professional growth counseling and for the OER. Use tangible data when writing officer report examples. 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. Those would be operational assignments. Combat training center and joint assignments represent the next target. ._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)} No one should ever feel surprised, pleasantly or otherwise, when they receive their evaluation. The end state is getting the right Soldier with the right qualifications to the right place at the right time. Accepting that data-driven decisions have a role in our modern Army is a step in the right direction. 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. DA Form 67-10 series OERs have been modified to now reflect the removal of MSAF data entry requirements. For the most part, an officer's immediate advocates should be from his or her current chain of command. Army Regulation 623-3 governs the evaluation process. 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. A senior rater evaluation philosophy is not intended to be distributed by email or simply posted in the unit area. This data enables an apples-to-apples comparison of officers raw cognitive ability, instead of relying primarily on rater and senior-rater assessments, which have no formal reporting mechanism. 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. Writing my first field grade OER for a CW3. Assignment officers are concerned with the "faces" aspect, which is based on their routine communication with the population completing the process. He was previously a Wayne A. The APFT was followed by a battery of psychometric tests and writing assessment to measure overall cognitive abilities and to scan for any potential issues regarding a candidates psychological health. Currently there are two cycles: the 01 cycle, which runs from Oct. 1 through March 31, and the 02 cycle, which runs from April 1 through Sept. 30. The Military Is Not the Nations Emergency Room Doctor. PART Il - AUTHENTICATION (Rated officer's signature verifies officer has seen completed OER Parts I-VI and the . Secondly, a major must actively establish a reputation as a field-grade officer and pursue KD opportunities immediately. Leadership is the process of influencing people by providing purpose, direction, and motivation to accomplish the mission and improve the organization (ADP 6-22).