2. As an officer's performance changes, so does the five-year plan. Usually, when things get to the point where character references are requested, the person is in potentially serious trouble and his career is on the line. This can be hard because you have limited space, so focus on the facts. I have been in the Army for almost nine years and currently I am the ASF Administration and Occupational Health Element Chief. The first sentence should state your overall opinion of the subject and everything else written should support that statement. For field grade officers, raters will instead provide narrative commentary that demonstrates an officer's performance regarding "field grade competencies." "It reverts back to a narrative description, similar to what we have today, except it is a documentation of performance in line with the attributes and competencies," Mustion said. Third, it provides an underlying logic or set of business rules. I am positive that he will thoroughly think things through and never make another decision without basing it off of our core Army Values. $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! NAME (Last, First, Middle Initial) HELIXON, WILLIAM, M g. UNIT, ORG., STATION, ZIP CODE OR APO, 05; CW3 - CW5) OFFICER EVALUATION REPORT see AR 623-3; the prwonent agency is DCS, G-1 PART I - ADMINISTRATIVE (Rated Officer) . HRC account managers are responsible for representing their assigned units' requirements. This is the most important promotion statistic about going from major to lieutenant colonel. SHARP, EO, and EEO. Discuss job description and performance objectives with rated officer within 30 days. If he has a concern regarding a task I've given him, he requests clarification. Every officer possesses certain talents that benefit the organization. Verify. To me the rater and senior rater are there to make sure the self evaluation stays honest. I call upon him frequently during unit PT sessions to assist others with their running and endurance. A character statement helps judges, Commanders, First Sergeants, and other strangers make fair decisions by providing a factual description of a person's character. I am writing this character statement in support of SrA Morrison. Assignment officers are concerned with the "faces" aspect, which is based on their routine communication with the population completing the process. She embodies her job as assignments manager and places her job and the Army first in her life, and wouldn't have it any other way. Normally a single paragraph of a couple of sentences explaining who you are (rank, place of work, etc) and your relationship with the subject (co-worker, friend, supervisor, etc). Rate free field grade oer support form example. Counsel quarterly throughout rating period. Comments and Help with electrical outage report example forms. In general, character statements have three sections: Introduction. I have always known him to be quietly cheerful and, to my knowledge, he has always had a good attitude and a positive outlook. If you have any questions or concerns, or if I can be of further assistance, I can be reached at DSN 123-4567. RYAN P. FASANO In addition, I have had the opportunity during the last month to interact with him during PT sessions three times a week. You're just asking for sleepless nights. Senior leader involvement in the talent management process encourages officers to build a solid reach-back network. thank you Sir!! My name is Capt Mary Bella and I am writing on behalf of SPC Joe J. Smith. Although I was not his direct supervisor, I worked closely with him for over 16 months. 15 Rater Assessment: Field Grade Form Narrative comments focused on performance in line with field grade competencies and attributes Limited to 5 lines of text Performance based assessment; no comment on potential d2. Expressing a willingness to go further in defense of the subject by providing a phone number or offering to show up at any hearing will double the letter's effectiveness. At that time, LCpl Trejo displayed himself in a manner that was well above reproach. References mentioned: S1 Net (CAC required) Our recommended tips for completing the OERSF: #1) Keep a running log of your significant contributions and accomplishments throughout the rating period. It is completely out of character for him and I can't help but wonder if there were mitigating circumstances. He has not received any kind of discipline here in our work center, not even a verbal counseling. The nomination process begins with notifying the brigade commander and the selected officer about a nominative assignment. Make sure you address the type of behavior that the person is accused of having. He would continuously arrive early, stay as late as he needed to ensure the daily tasks were met, and to prepare for the next day. Take the time to make the next move a family decision and not just about the position available. 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. Here is where you make the case for the subject by describing your experiences with him or her and giving examples of the subject's good qualities. No choice when you have to rate / are rated by someone you don't even know. Based on my experience and observations working alongside of SSgt Trejo, I highly recommend him for retention in the United States Marine Corps. Being promoted to lieutenant colonel is definitely indicative of a successful career. For example, a central theme of respect for authority and a natural willingness to follow orders would be supported by additional positive attributes of dedication to duty, an understanding of the need for order, and a positive attitude. Provide narrative comments which demonstrate performance regarding field grade competencies and attributes in the Rated Officer's current duty position. Not once did he complain about making telephone calls, visiting high schools, or area canvassing the streets and Subways of Brooklyn, NY. If you are called on to write a character statement on someone's behalf, make sure what you write is 100% factual. Officers may have promotion to lieutenant colonel basically locked, but the probability of being selected for battalion command may be lower. SPC Smith is a quiet, soft-spoken individual who often keeps to himself. 2. To achieve desirable career outcomes, an officer must consider the following 10 aspects. We need more examples. Examples can be posted by using the form below. Top third officers are on track for promotion and will compete extremely well for battalion command. However, if someone strives to become a battalion commander, previous senior rater comments will carry enormous weight during the selection process. Promotion opportunities are many, and multiple paths lead to the same end state. new year new NCOER program this helps a lot! The mission-essential requirements (MER) list represents consolidated unit priorities for organizational manning requirements specific to the movement cycle. The investigation came as quite a surprise to me, as CW3 Texas-Ranger has never portrayed a Soldier that would derelict his personal or professional responsibilities. His military presence was something that even many of his superiors adored, including myself. Witnessing CW3 Texas-Ranger s superior leadership and mentorship qualities in such a diverse environment, certainly groomed me into the Leader I am today. His interactions with me, and those I have witnessed with other superiors, are always with good military bearing and keen attention to customs and courtesies. Assess the performance of the rated officer. He carried himself with respect, maturity, honor, and never ceased to display Marine Corps Values. Thanks! Use plain bond paper and the official memorandum format. Often officers place a high priority on joint assignments; however, there are risks associated with receiving jobs for which only "the best" are assigned. However, I do not believe the fullest extent of the law should be applied when determining her final punishment. I know of a couple of conflicts with his coworkers/peers. Closing. I feel certain that our Section Chief would agree. If someone has been accused of insubordination, a character statement for that person should address your direct knowledge of that person's respect for authority and willingness to follow orders with examples if possible. Covey's third principle, which he calls "put first things first," helps leaders to discern urgency from importance. 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. Footnotes. In most cases, one OER can separate officers in the top third from those in the middle third. | 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. (3) (b) The rater will ensure that the rated officer or rated NCO receives a copy of the rater's and senior rater's support forms. He is easily in the top three junior NCOs that I have had the pleasure of working with. Your narrative is important, and developing a proper network will aid in transmitting your goals and desires. Contributions are moderated and will not show up until reviewed. The number one rule is that as your performance changes, so should your future goals. (Rated officer's signature verifies officer has seen completed OER Parts I-VI and the administrative data is correct) al. CW3 Texas-Ranger fortified the image of the Leader I knew him as during AIT, as he continuously mentored Soldiers at all echelons. 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. An NCOIC or manager would normally be considered to be impartial due to the enforced distance and formality required by a supervisor/subordinate relationship and because of the integrity a senior NCO is assumed to have. HRC will serve as the final adjudicator, but the units' input combined with the officer's skill set are large parts of the assignment decision process. He doesn't like confrontations and will avoid them if at all possible. Career Field Designation Boards are being conducted annually, promotion and selection boards are being conducted by career field, some concerns over the Officer Evaluation Report have been addressed, and time in branch qualification positions for majors and associated stability is at an all time high. OFFICER EVALUATION RECORD. Satisfied. Develop - Leaders foster teamwork; express care for individuals; promote learning; maintain expertise, skills and self-awareness; coach, counsel and mentor others; foster job development, and steward the profession of Arms. Please contact me if you have any questions or concerns. Field grade officer are rated on what form? DA Form 2166-8 for NCOER DA Form 2166-9-1A. Intermediate Rater Qualifications. Organizational leaders must understand that the assignments process essentially starts at the unit level. DA Form 67-10-2, Field Grade Plate (O4-O5; CW3-CW5) Officer Evaluation Report, is a document used for providing the Department of Army Headquarters (HQDA) with information about the rated officers' competence, mental and physical condition, and potential for promotion.This form was previously revised by the U.S. Department of the Army (DA) on March 1, 2019, with all previous editions being . I was previously assigned to Chaos Company, 3rd Battalion, 54th Infantry Regiment as the Senior Drill Sergeant of 4th Platoon and assisted in the activation of the Battalion and the 197th Infantry Brigade. The documents hosted in the ACO Learning Center come from various sources. 04-PUB NOT RELEASABLE TO FOREIGNERS (NOFORN) 42-ITEM ONLY PRODUCED IN ELECTRONIC MEDIA. DSN 530-XXXX. Field Grade Officers play team ball. RATED SSN . HELP! What I have personally witnessed of SGT Jones' character does not indicate a person that poses a threat to the professional image and integrity of our Army. You must be ready to make decisions, move the mission forward, and lead by example. List incidents that you observed where he accepted orders or even punishment without argument. An effective character statement focuses on specifics. The goal is to achieve diversity of thought, so officers should have multiple mentors to avoid a myopic assignment approach. The documents hosted in the ACO Learning Center come from various sources. Family considerations should carry enormous weight during the assignments process. Votes. CLICK ON THE "CREATE OER TAB" at the top which will pull the basic admin data from the existing support form into an OER shell. The new Army OER form requires bullet comments for the following sections: - Character. 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. 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. AR 623-3. ch 1-8 Standards of Service. SUBJECT: Character Statement for SGT Jones. To contribute examples, enter them below. Unfortunately, it presents the impression that a senior rater's evaluation of an officer is based in large part upon (1) 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) informal verbal comments from . The way officers perform far outweighs their assigned positions. In my professional opinion as one of his mentors, and as a witness of SSG Deleon's moral character, I truly believe that he is an asset to the United States Army. To achieve desirable career outcomes, an officer must consider the following 10 aspects. HRC intends to publish responses, which PPTO will forward when available. 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. " You lead by example. Networking at the field-grade level is integral to continuing career progression. EDIPI: 1298475886/USMC. Leading by example is a manifestation of character and presence attributes." (FM 6-22 Leader Development, 7-23) . The DA Form 1059 is what? My name is SSG Wayne and I am SPC Morrison's supervisor. Rated officers or NCOs should not write their own evaluations, period. Assignment officers need time to work on special circumstances that require external coordination, such as by-name requests, nominations, and accommodations for enrollees in the Exceptional Family Member Program, and Married Army Couples Program. 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). No less than 6 hours. His drive and motivation played a key role in the accomplishment of the Unit's mission: taking civilians, turning them into Infantrymen and training them to be the Force's future leaders. It is imperative that officers communicate with their assignment officers early, especially if they are in the next movement cycle. # 1: S4 Officer Officers projecting five-to-10 years into the future tend to lose sight of the criticality of their current performance, which jeopardizes growth potential. Good mentorship and leadership will provide him the foundation he requires to continue to be an asset. 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. I currently senior rate 23 Army Officers in this grade. Size:80.42 KB. Unequivocally, all fiscal year 2017 lieutenant colonel selectees had at least one "most qualified" officer evaluation report (OER) during their key developmental (KD) positions. Sample Army OER Rater Bullet# 1. MARY M. BELLA, CPT, USA One of HRC's goals is to ensure complete transparency during the assignments process. To contribute examples, enter them below. 43. 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. However, with our pre-built online templates, everything gets simpler. 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. At the very least, a suspended discharge would allow SPC Smith the opportunity to continue his service while demonstrating his commitment to the Army. If the person who needs the character statement was accused of reckless behavior, you should emphasize aspects of his or her behavior that demonstrate a serious regard for the safety and welfare of others. nature (e.g. This approach should include preparing for promotion to lieutenant colonel, competing for the centralized selection list, and commanding a battalion, if desired. An honest self evaluation is often more useful than the "what I observed of you" style evaluations. Sample Army OER Bullets & Comments. An evaluation philosophy accomplishes three goals. This is important. I currently serve as a Mortar Platoon Sergeant in 1st Brigade, 4th Infantry Division. Open communication will enhance the process immensely. He owned his Platoon, took responsibility for their mistakes, never made excuses for his short comings, and always gave the Trainees credit for their successes. c. COMMENTS . At the conclusion of your Army career, your family is going to remain the most important aspect of your life. The prosecution will methodically present arguments proving their case by focusing on specific traits and if you want to have any hope of defending your pal, you must present specific examples in your statement. What's outrageous is that we are still outraged and we pretend it shouldn't happen. 3. LCpl Trejo was soon promoted to Corporal, then shortly met me at the rank of Sergeant, and eventually being promoted to his current rank of Staff Sergeant. Purpose: Provides evaluation information for use by successive members of the rating chain, emphasizes and reinforces professionalism, and supports the specialty focus of Officer Professional Management System (OPMS). Middle third officers may have a chance for joint opportunities and some nominative opportunities. Despite this, he had an extremely positive impact on me and the unit. In this case, a middle third officer may have the right skills and experiences to supersede a top third officer. Assignment officers have an obligation to place the best officers in the right organizations to benefit the Army. This came as quite a surprise to me and definitely caught me off guard. Secondly, a major must actively establish a reputation as a field-grade officer and pursue KD opportunities immediately. I will have honorably served for 15 years come February, 2019. 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. Talent management encompasses multiple data points so that leaders can make the most informed organizational decisions. Ask your co-workers too. His commitment to our mission was something he held near and dear to his heart. Provides an overview of the new Army regulation, citing paragraphs and page numbers in the regulation. Although we have screened every document for quality control, there likely exist errors in content and typography. The transition process can be stressful on everyone; however, if these identified aspects are taken into consideration, friction will be reduced. ". One day, as SPC Morrison and I were walking back to the barracks after working all day during a base cleanup detail, we were stopped by a Master Sergeant we didn't know who accused us of shirking our duties. Raters and SRs should do their work. ". I have been informed by SGT Jones about the situation that she is currently in. Medical support, educational interests, or exploration opportunities are all worth consideration. Bottom third officers are at risk for having promotion denied and basically have no chance of selection for battalion command. When it came to Recruiting, LCpl Trejo was very motivated and impressive. SPC Smith is one of the technicians who work in the Aeromedical Staging Facility (clinical operations). Our state browser-based blanks and crystal-clear recommendations eliminate human-prone errors. !! If detailed data is not submitted, units leave the decision to assignment officers who may not have complete information to assign the officer who is best suited to the unit's mission. Finally, the remaining branch-immaterial jobs are filled. This article was published in the July-August 2018 issue of Army Sustainment magazine. This is important. NAME:! Although lokely the rater is simply copying from the support form and changing pronouns. o performed at a level above the normal call of duty; produced exemplary results.
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field grade officer oer character comments