field grade officer oer character comments

The first sentence should state your overall opinion of the subject and everything else written should support that statement. He is one of the most calm members of our work center. Senior leader involvement in the talent management process encourages officers to build a solid reach-back network. MSAF information was a data point collected on DA Form 67-10 series OERs dated Nov 2015. The important thing is that you cared enough and took the trouble to write. I am directly responsible to my commanding officer for the effective and efficient daily operations and mission. judicious in their comments. The current OER character/ line boundaries are (approximately): Rater (for Field Grade OERs): o Character4 lines/ @61 words Rated officers or NCOs should not write their own evaluations, period. 2. NAME:! As a point of clarity, units and officers must understand that vacancies do not equate to validated fills. 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. They command between 300 and 1,000 Marines. He holds a master's degree from the School of Advanced Military Studies. dl- Character (Adherence to Army Values, Empathy, and 1. However, officers must develop realistic plans that mitigate risks to accomplish their overall career goals. HRC wants to nominate officers who desire the positions and have the right skills for those positions. 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. It can be one or several paragraphs. To do otherwise would hurt your reputation and possibly make you subject to UCMJ action. Furthermore, I served with CW3 Texas-Ranger in Fort Hood, TX, and Bagram, Afghanistan. Performance is everything. He is one of our best troops and I would not hesitate to recommend him for retention and promotion. Family considerations should carry enormous weight during the assignments process. The end state is getting the right Soldier with the right qualifications to the right place at the right time. When it came to Recruiting, LCpl Trejo was very motivated and impressive. Finally, account managers and assignment officers have different responsibilities. - Presence. Officers with Exceptional Family Member Program or Married Army Couples Program situations are assignment officers' first priority. While these are effective and canonical definitions, there was just more I expected. Leading includes inspiring others to take the journey with you. November 8, 2021. by Ashley Welte. top 1%, 3%, 5%, etc. 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. I first met SGT Jones in April 2011 at WLC, on Ft Stewart. 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. Finally, the remaining branch-immaterial jobs are filled. In the interest of helping all you young officers out there, (who will eventually spend the best years of your life in uniform, only to get passed over just before you have enough time to retire (seen it . Talent management encompasses multiple data points so that leaders can make the most informed organizational decisions. HELP! Our state browser-based blanks and crystal-clear recommendations eliminate human-prone errors. One of a major's first priorities is to complete the Command and General Staff Officers Course regardless of assigned method. Theoretically, each assignment officer will touch approximately 68 percent of their assigned population over a span of two years. We include documents based . Some of these are more obvious than others, but some are not so much. It's happening for a good reason, because the professional Soldier already knows what they have done well and what they need to improve. 3. 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. I have the opportunity to work with SPC Smith when I provide nurse coverage for the ground transportation of patients in the aerovac system. APD$LC$v1.00ES!!!HQDA#:'! Officers are encouraged to start expanding their networks early in their careers to achieve their goals. And the supplemental NCOER? Your narrative is important, and developing a proper network will aid in transmitting your goals and desires. These documents will provide the rated Soldier essential rating chain direction and focus to aid in developing his or her support form. From an assignments perspective, the goal is to match the right skills and experiences to the right position. The preparation of lawful paperwork can be costly and time-ingesting. SPC Smith is a quiet, soft-spoken individual who often keeps to himself. To contribute examples, enter them below. The Army will also implement a rater profile for the company and field-grade officer plates; emphasize recommendations for future operational and career broadening opportunities on the field grade plate; redefine the senior-rater box check; and limit the use of intermediate raters to special branches and dual-supervision situations. All validated requisitions are important, and someone will fill the requirement. Although I was not his direct supervisor, I worked closely with him for over 16 months. Field Grade Officers play team ball. Rater Responsibilities. Majors should approach future career goals logically and sequentially. I currently serve as a Mortar Platoon Sergeant in 1st Brigade, 4th Infantry Division. OFFICER EVALUATION RECORD. Every officer matters to the continued success of our organization. In this case, a middle third officer may have the right skills and experiences to supersede a top third officer. o constantly ensured candid and respectful treatment of others, forging a shop of harmony and cohesiveness, o selected from among peers to moderate DOD Dignity and Respect initiative for 41IBCT; facilitated shared understanding and inclusion throughout brigade, o supported the Army's SHARP and EO Programs; ensured assigned Troopers attended all mandatory unit SHARP and EO training resulting in zero incidents, o displayed the ability to adapt and make educated decisions during difficult situations relying on intuition, knowledge, and experience, o ensured Soldiers under her supervision were treated equitably; supported the Army's Equal Opportunity Program consistently, o contributed to a positive and productive environment and enforced SHARP policies, o synchronized the consistent delivery of over 25,000 lines of medical supplies valued in excess of $8 million, o trained and cared for soldiers and their families; efforts evident by Section's unprecedented progress, o committed to the advancement of the Army, mission accomplishment, unit and subordinates, o innovative and determined in pursuit of goals of the Army, o encouraged and accepted criticism to identify areas needing attention and addressed them; strong leader, o stayed after hours to ensure all equipment and COMSEC was packed but credited team for success of Ft Bliss joint exercise, o addressed peers and subordinates with respect; facilitated communication up and down the chain of command, o assisted new Soldiers until they established themselves in the unit; promoted harmony and efficiency from the beginning, o placed unit mission and soldier welfare first, o implemented Battalion program to mow yards of deployed Soldiers; instilled sense of family and reduced stress, o projected self-confidence, authority, and enthusiasm during Physical Training sessions, o showed concern for Soldiers; balanced placing the mission first while ensuring Soldiers personal needs were met, o sought challenges and professional growth no matter the difficulty, o expressed exceptional pride in his soldiers, his job, and the Army, o offered advice but loyal to final decisions made by superiors, o exhibited pride in the unit; believes in team building and force multiplication, o displayed uncompromising passion for mission accomplishment, o served as a Soldier first, proud to serve, resolute in his duty, o had a pride in service and a sense of duty that inspired his peers, o inspired and motivated Soldiers to meet and emulate the same high standards he maintained, o exhibited the highest standards of loyalty, integrity and personal behavior at all times, o is utterly dependable under all circumstances, o possessed strong moral principles and personal values, o versatile; always accepted assignments within or outside her MOS to support the entire mission, o was relied on to successfully complete all assignments, o exhibited the deepest commitment to Army values while lifting others to meet that standard, o completed all assignments on time or identified reasons for delay; is the foundation of our Section effectiveness and unit readiness, o demonstrated the highest of standards of conduct on and off duty, o refused to take advantage of his position as Platoon Leader; worked and trained along side platoon members to build a cohesive team, o encouraged coworkers in training Soldiers on radio procedures; reduced comm failures and subsequent mission delays by 50%, o displayed stong character, pride and professionalism, o coached new Soldiers until they established themselves in the work center; exploited only opportunity to get started on the right foot, o participated in every community service event; is an asset any unit would value, o included all Soldiers in section and maintenance plans; encouraged teamwork and improved efficiency and morale, o overcame all challenges; not afraid to fail, o placed Army, mission and subordinates above personal interest, o stood behind principles and convictions; outwardly determined and loyal, o participated in all Post police calls; simultaneously demonstrated followership and leadership; resisted NCO privilege, o is a professional Soldier 24 hours a day, o epitomized selfless-service by placing the needs of his Soldiers and unit above his own, o established a workplace climate that fostered dignity and respect for all Soldiers in the platoon; supported the Army SHARP and Equal Opportunity programs, o surveyed all platoon members to ensure all had cold weather gear; arranged supply issue for ARNG Soldiers, facilitated team success, o showed unyielding loyalty to the unit, peers, subordinates, and the MEDEVAC mission, o inspired self-improvement in subordinates through sterling personal example, o involved in every aspect of the mission; was a positive influence on team members, o invested an enormous amount of effort and time to establish relationships with Soldiers during an extremely tough deployment; yielded enduring loyalty and pride, o demonstrated moral courage, stood up for what is right, o sought new and difficult challenges and responsibilities; poised for advancement, o trusted by his superiors to lead the platoon and make the right decisions, o paid attention to the needs of the squad/platoon personnel during training, o demonstrated the highest standard of loyalty to superiors and the organization, o worked until the mission was completed; a dependable asset that is the definition of readiness, o upheld the Army Values by enforcing standards and discipline among the junior enlisted, o her professional conduct is above reproach, o maintained professionalism in every aspect of her performance during the rated period, o lived by and strongly upheld all the Army Values; had unquestionable loyalty and dedication to the Army's mission, unit, superiors and subordinates, o put the Army, the mission and subordinates first before own personal interest, o her personal integrity is unquestionable, o preserved momentum when those around him falter, o lived the warrior ethos and never wavered during times of adversity while serving on a combat tour, o made honor her top priority; is the organization's daily embodiment of professional pride, o worked efficiently with superiors and is selflessly committed to the unit's mission, o invested effort and time to establish relationships with Soldiers; established or followed-up on career and personal goals; dramatic improvement in morale, o honest and assertive; displayed the courage and tenacity to stand up for what was right, o executed all missions effectively and reached all goals, regardless of difficulty, o assisted other units; put the welfare of the mission above his own personal needs, o assumed HR duties in the absence of an MOS-qualified HR Specialist; kept admin functions running for 120 days in addition to regular duties, o faced demanding challenges with conviction and high sense of professionalism, o focused on mission accomplishment and consistently achieved superior results, o refused to follow the example of SSG who stole test equipment and mailed it home while packing up abandoned communications det; demonstrated integrity, o welcomed all new arrivals and helped them integrate into daily operations; key factor in shop harmony and efficiency, o supported SHARP directives; corrected Soldiers when questionable comments were made that might offend other Soldiers, o expressed himself in an open and candid manner; facilitated teamwork, o volunteered to attend, prepare for and secure recognition as the Soldier of the month; validated Platoon leadership methods, o possessed situational awareness and initiative; kept the Section on track in the absence of leadership, o promoted a climate in which people are treated with dignity and respect regardless of their age, creed, gender, sexual orientation, or religious beliefs, o exemplified the Army SHARP, EO and EEO principles through word and deed; served as an example for seniors, peers and subordinates to emulate, o dependable; is reliable and trustworthy when given an assignment, o volunteered off-duty time for weapon and mask draw to ensure effective range and AWT training, o met even the most difficult technical, professional and leadership challenges with measured determination; earned the respect of both peers and leadership, o moral leader; discouraged rampant abuse of government program by those fraudulently applying for VA disability, o set the example of a professional Noncommissioned Officer, o delayed college enrollment to cover manning deficiency; cooperative team player who puts service before self, o worked without complaint during the heavy workload generated by troop mobilizations, o delivered consistent, reliable performance in garrison and under austere conditions, o possessed unselfish dedication to duty and quality maintenance, o fostered a positive work environment for all staff; enforced strict adherence to SHARP, EO, and EEO programs with zero incidents, o placed his Paratrooper's needs above his own; devoted to the team concept, o supported and encouraged allegiance to mission, o based all decisions on Army values and principles; a diligent NCO whose courage and resolve embody the spirit of the profession of arms, o portrayed the highest standards of loyalty, duty, and selfless service, o worked relentlessly to accomplish the mission, o motivated NCO; vigorously prosecuted personal and professional objectives, o anticipated required actions and took the initiative to complete them; reduced operational delays to zero and eliminated follow-up corrections, o guided team to unify their efforts and increase their effectiveness, o is the only Soldier who asks if there is anything that needs to be done when arriving on shift; lowest ranking but most mature and productive team member, o sustained operations; made significant and continuous positive contributions on a daily basis, o remained flexible and cooperative under any condition, o influenced her peers; increased collective devotion to duty, o volunteered to assist in the battery self-help project; contagious enthusiasm revitalized shop morale and resulted in 100% participation, o supported and defended the NCOIC's orders; prevented negative morale and maintained productive work environment, o handled situations firmly and fairly; unequaled in promoting harmony and teamwork, o devoted to mission accomplishment and the personal and professional development of his Soldiers, o spent her time preparing and studying; knowledge of the supply system enabled her to better support the command, o gained the respect of others through honesty and integrity, o demonstrated unwavering commitment to the unit, peers and mission, o attained results regardless of the mission or tasks, o attended the Applied Suicide Intervention Skills Training course; supported the Army SHARP and EO programs, o praised troubleshooting success by junior Soldiers; groomed experienced and capable technicians and mechanics, o mentored new Soldiers until they established themselves in the work center; forged an integrated climate of morale, productivity and readiness, o reinforced SHARP, EEO programs; displayed respect in a challenging multinational environment, o embodied the highest standards of loyalty, integrity and personal behavior continuously, o upheld the Army Equal Opportunity and SHARP Program, o displayed a level of loyalty seldom seen in others of his rank and stature, o enforced adherence to regulations and standing OIs, o monitered Soldier welfare closely; personal needs and goals were secondary to Soldiers' needs and mission accomplishment, o chose the right course of action; possessed the moral courage to do what is right, o exemplified the "Be, Know and Do" leadership philosophy; a truly dedicated professional, o acted with sincerity in ambitions and objectives, o is a committed NCO that lives by "Mission first, Soldiers always"; provided assistance on any occasion, o volunteered to participate in and support Change of Command, 2 parades, and post cleanup; enhanced Army image, o exhibited an unwavering devotion to his job and his responsibilities to his team members, o recognized efforts of all detachment members; encouraged increased participation in det training and readiness. 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. An evaluation philosophy accomplishes three goals. Unequivocally, all fiscal year 2017 lieutenant colonel selectees had at least one "most qualified" officer evaluation report (OER) during their key developmental (KD) positions. Leadership is more than knowing where you are, where you want to go, and how you are going to get there. new year new NCOER program this helps a lot! The new Army OER form requires bullet comments for the following sections: First and foremost, I have one thing to say: ADRP 6-22 (. Your approach of embracing change and adapting to changing work situations encourages others to do the same. The below comments are not to replace the Army's definition, nor are . He does so without question. SPC Smith always maintains a very high standard of dress and appearance. If you would like for me to elaborate prior to your final decision, I would sincerely appreciate the opportunity to speak further on CW3 Texas-Ranger's behalf. Your statement will represent both you and the subject and its appearance will have some influence. Get some sleep. 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. He is a graduate of Intermediate Level Education, Pathfinder School, Airborne School, the Joint Planners Course, the Joint Firepower Course, and the Mobilization and Deployment Course. Answer (1 of 5): "Company grade" officers are junior executives in the grades of lieutenants (second and first) and captains (O-1 through O-3). I can be reached at any time on my personal cell, 800-SHK-NBKE, or government cell, 800-BBJ-ESUS. " Your team consistently meets their goals often exceeding expectations. Ensuring family peace is an enduring priority. The Army has plenty of assignment opportunities other than brigade combat teams, and these opportunities need solid performers. I am going to make some assumptions here based on the question and it being the first using the field grade OER template. 4. Provide rater and senior rater support forms. A key part of the new OER system will be to ask raters to make determinations about what an officer is capable of, and what suggestions there might be for how the officer can be better developed . The documents hosted in the ACO Learning Center come from various sources. Officers must understand how their assignment officers assess them in relation to their peers. o motivated and challenged peers through leadership by example. They have a total of 22 years in Major key development positions . Talent management affects all officers regardless of their current performance. Assignment officers have an obligation to place the best officers in the right organizations to benefit the Army. He carried himself with respect, maturity, honor, and never ceased to display Marine Corps Values. The people who will read your character statement don't know the individual personally, want to judge him or her fairly, and are depending on you to accurately and honestly describe the subject's character. I am currently a Recruiter in Talladega and an active member of the Sergeant Audie Murphy Club. 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. In addition to limiting promotion potential, a negative OER can trigger the Army Officer Elimination process.. Ask your co-workers too. 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). 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. He would selflessly sacrifice his time on countless occasions, in order to lift the weight off his struggling peer's backs. His commitment to our mission was something he held near and dear to his heart. His technical prowess was steadfast and contributions to the G6 team guaranteed overall mission accomplishment. RYAN P. FASANO - Leads. Army Regulation 614-100, Officer Assignment Policies, Details, and Transfers, offers detailed insight on assignment policies. Discuss job description and performance objectives with rated officer within 30 days. Senior Rater Bullet Comments; what is best for promotion boards? Intermediate Rater Qualifications. There is a symbiotic relationship between family peace and work productivity. 04-PUB NOT RELEASABLE TO FOREIGNERS (NOFORN) 42-ITEM ONLY PRODUCED IN ELECTRONIC MEDIA. Organizational leaders must understand that the assignments process essentially starts at the unit level. He has never been in trouble before or involved in any kind of altercation. AR 623-3. ch 1-8 Standards of Service. Based on my experience and observations working alongside of SSgt Trejo, I highly recommend him for retention in the United States Marine Corps. However, I do not believe the fullest extent of the law should be applied when determining her final punishment. I am aware of the punishment that SGT Jones could be given. 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 . 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. o demanded quality in all actions and assigned tasks; committed to excellence. The most effective and meaningful character statements are those written by people who have known the accused person for a long time and who can be considered to be impartial. As a recruiter assistant who was not formally trained, LCpl Trejo outshined many certified Marine Corps Recruiters (8411s). 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. What's outrageous is that we are still outraged and we pretend it shouldn't happen. EDIPI: 1298475886/USMC. 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. To this end, this This is the most important promotion statistic about going from major to lieutenant colonel. Bottom third officers are at risk for having promotion denied and basically have no chance of selection for battalion command. Body. Closing. 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. I am fully aware of the severity of SSG Deleon's actions. Thanks! . 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. By Lt. Col. Charles L. MontgomeryJune 19, 2018. 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. HRC intends to publish responses, which PPTO will forward when available. What bullet point examples have you seen for "Achieves" in the new Army NCOER form? I believe SPC Smith has the potential we seek in our Soldiers. o expressed himself in an open and candid manner; facilitated teamwork. Officers may have promotion to lieutenant colonel basically locked, but the probability of being selected for battalion command may be lower. Take the time to make the next move a family decision and not just about the position available. 45-https://armypubs.army.mil The MSAF programs was eliminated June 08. Open communication will enhance the process immensely. Networking at the field-grade level is integral to continuing career progression. The Army rolled out a new support form. ". 4.3. Try and start your FITREP bullets with a hard hitting action word or words, IN ALL CAPS, and then elaborate on it. Leaders should expect the MER approximately six months before the cycle opens. I am aware of the discharge proceedings against SPC Smith. Soldiers need their raters to transparently communicate how their performance and potential will be evaluated. 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. In addition, I have had the opportunity during the last month to interact with him during PT sessions three times a week. Occasionally Soldiers get into trouble and become subject to some form of formal punishment where he is judged by members outside the unit. Author's Note: The vignettes provided in this article are from Majors and Lieutenant Colonels who served in three different Corps, four separate Divisions, and seven individual Brigades / Groups. For the most part, an officer's immediate advocates should be from his or her current chain of command. I call upon him frequently during unit PT sessions to assist others with their running and endurance. This assertion, along with Army Regulation (AR) 623-3: Evaluation Reporting System (ERS), implies that character is the foremost leadership requirement: The Army Values, empathy, warrior ethos, and discipline are critical attributes that define a leader's character and apply across all grades, positions, branches, and specialties. Despite this, he had an extremely positive impact on me and the unit. I have been informed by SGT Jones about the situation that she is currently in. 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. (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.

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