A player that got on base more than another would generate more opportunities to score, which translated into more runs and more victories. Combat training center and joint assignments represent the next target. 0000003602 00000 n 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. 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 . Organizations should communicate routinely with their assigned account managers in order to effectively influence the process. To me the rater and senior rater are there to make sure the self evaluation stays honest. The same applies to outstanding performance. What struck me several days after I returned from the BCAP was the question that is the underlying burning question for the wider Armyhow do we know we are collecting the right data? Finally, the remaining branch-immaterial jobs are filled. It assesses an officer's work ethic, mentorship ability, physical fitness level, job. 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. A .mil website belongs to an official government organization in the United States. Seeing it here, though, felt important. MSAF information was a data point collected on DA Form 67-10 series OERs dated Nov 2015. ._38lwnrIpIyqxDfAF1iwhcV{background-color:var(--newCommunityTheme-widgetColors-lineColor);border:none;height:1px;margin:16px 0}._37coyt0h8ryIQubA7RHmUc{margin-top:12px;padding-top:12px}._2XJvPvYIEYtcS4ORsDXwa3,._2Vkdik1Q8k0lBEhhA_lRKE,.icon._2Vkdik1Q8k0lBEhhA_lRKE{border-radius:100%;box-sizing:border-box;-ms-flex:none;flex:none;margin-right:8px}._2Vkdik1Q8k0lBEhhA_lRKE,.icon._2Vkdik1Q8k0lBEhhA_lRKE{background-position:50%;background-repeat:no-repeat;background-size:100%;height:54px;width:54px;font-size:54px;line-height:54px}._2Vkdik1Q8k0lBEhhA_lRKE._1uo2TG25LvAJS3bl-u72J4,.icon._2Vkdik1Q8k0lBEhhA_lRKE._1uo2TG25LvAJS3bl-u72J4{filter:blur()}.eGjjbHtkgFc-SYka3LM3M,.icon.eGjjbHtkgFc-SYka3LM3M{border-radius:100%;box-sizing:border-box;-ms-flex:none;flex:none;margin-right:8px;background-position:50%;background-repeat:no-repeat;background-size:100%;height:36px;width:36px}.eGjjbHtkgFc-SYka3LM3M._1uo2TG25LvAJS3bl-u72J4,.icon.eGjjbHtkgFc-SYka3LM3M._1uo2TG25LvAJS3bl-u72J4{filter:blur()}._3nzVPnRRnrls4DOXO_I0fn{margin:auto 0 auto auto;padding-top:10px;vertical-align:middle}._3nzVPnRRnrls4DOXO_I0fn ._1LAmcxBaaqShJsi8RNT-Vp i{color:unset}._2bWoGvMqVhMWwhp4Pgt4LP{margin:16px 0;font-size:12px;font-weight:400;line-height:16px}.icon.tWeTbHFf02PguTEonwJD0{margin-right:4px;vertical-align:top}._2AbGMsrZJPHrLm9e-oyW1E{width:180px;text-align:center}.icon._1cB7-TWJtfCxXAqqeyVb2q{cursor:pointer;margin-left:6px;height:14px;fill:#dadada;font-size:12px;vertical-align:middle}.hpxKmfWP2ZiwdKaWpefMn{background-color:var(--newCommunityTheme-active);background-size:cover;background-image:var(--newCommunityTheme-banner-backgroundImage);background-position-y:center;background-position-x:center;background-repeat:no-repeat;border-radius:3px 3px 0 0;height:34px;margin:-12px -12px 10px}._20Kb6TX_CdnePoT8iEsls6{-ms-flex-align:center;align-items:center;display:-ms-flexbox;display:flex;margin-bottom:8px}._20Kb6TX_CdnePoT8iEsls6>*{display:inline-block;vertical-align:middle}.t9oUK2WY0d28lhLAh3N5q{margin-top:-23px}._2KqgQ5WzoQRJqjjoznu22o{display:inline-block;-ms-flex-negative:0;flex-shrink:0;position:relative}._2D7eYuDY6cYGtybECmsxvE{-ms-flex:1 1 auto;flex:1 1 auto;overflow:hidden;text-overflow:ellipsis}._2D7eYuDY6cYGtybECmsxvE:hover{text-decoration:underline}._19bCWnxeTjqzBElWZfIlJb{font-size:16px;font-weight:500;line-height:20px;display:inline-block}._2TC7AdkcuxFIFKRO_VWis8{margin-left:10px;margin-top:30px}._2TC7AdkcuxFIFKRO_VWis8._35WVFxUni5zeFkPk7O4iiB{margin-top:35px}._1LAmcxBaaqShJsi8RNT-Vp{padding:0 2px 0 4px;vertical-align:middle}._2BY2-wxSbNFYqAy98jWyTC{margin-top:10px}._3sGbDVmLJd_8OV8Kfl7dVv{font-family:Noto Sans,Arial,sans-serif;font-size:14px;font-weight:400;line-height:21px;margin-top:8px;word-wrap:break-word}._1qiHDKK74j6hUNxM0p9ZIp{margin-top:12px}.Jy6FIGP1NvWbVjQZN7FHA,._326PJFFRv8chYfOlaEYmGt,._1eMniuqQCoYf3kOpyx83Jj,._1cDoUuVvel5B1n5wa3K507{-ms-flex-pack:center;justify-content:center;margin-top:12px;width:100%}._1eMniuqQCoYf3kOpyx83Jj{margin-bottom:8px}._2_w8DCFR-DCxgxlP1SGNq5{margin-right:4px;vertical-align:middle}._1aS-wQ7rpbcxKT0d5kjrbh{border-radius:4px;display:inline-block;padding:4px}._2cn386lOe1A_DTmBUA-qSM{border-top:1px solid var(--newCommunityTheme-widgetColors-lineColor);margin-top:10px}._2Zdkj7cQEO3zSGHGK2XnZv{display:inline-block}.wzFxUZxKK8HkWiEhs0tyE{font-size:12px;font-weight:700;line-height:16px;color:var(--newCommunityTheme-button);cursor:pointer;text-align:left;margin-top:2px}._3R24jLERJTaoRbM_vYd9v0._3R24jLERJTaoRbM_vYd9v0._3R24jLERJTaoRbM_vYd9v0{display:none}.yobE-ux_T1smVDcFMMKFv{font-size:16px;font-weight:500;line-height:20px}._1vPW2g721nsu89X6ojahiX{margin-top:12px}._pTJqhLm_UAXS5SZtLPKd{text-transform:none} Most system appliers and practitioners are not. Officers projecting five-to-10 years into the future tend to lose sight of the criticality of their current performance, which jeopardizes growth potential. CW5) OFFICER EVALUATION REPORT For use of this form, see AR 623-3; the proponent agency is DOS, G-1. 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. The OER helps decide if your subordinate officers advance to higher ranks. Three different forms will reflect the division of the officer rank structure: captains and below; field grade officers and the higher chief warrant officers; and colonels and brigadier generals. 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. Use tangible data when writing officer report examples. One of HRC's goals is to ensure complete transparency during the assignments process. hbbd``b`1@D\HZ$201210Cg Promotion opportunities are many, and multiple paths lead to the same end state. One of the simplest, and often overlooked, rater responsibilities is articulating to the rated officers what is the definition of success. Extends Influence beyond the Chain of Command . Communicates . Did you get selected for Bn Commander position? trailer 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. 0000003680 00000 n 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. 0000003358 00000 n 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. Happens frequently in the TPU. 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 OER process is an evolving one and will eventually change to focus more on what's written as opposed to what's checked. For the most part, an officer's immediate advocates should be from his or her current chain of command. xref If it's a toss-up, you must tip the scale one way of the other. Army evaluations remain the most important discriminatory tool for retention, promotion, and centralized selection for professional education and command, but too often rated Soldiers have no idea how their raters assessed performance and potential. Other than collective assumptions about desirable characteristics in a commander, we dont know for sure which have a causal relationship with mission success or to what degree. Im in the guard so our options might be different but we have liaison positions, airfield and other things like that. xb```b``a`a``a@ r400`Ps iS7XQds00%00 EX4gi,7mN9l^p2jP12f -` v-20zB\,pG30@d ` % After that comments matter. field grade plate \(o4 - o5; cw3 - cw 5\) officer evaluation report created date: 5/15/2019 3:30:04 pm . It assesses an officer's work ethic, mentorship ability, physical fitness level, job competencies and character. Press question mark to learn the rest of the keyboard shortcuts. The transition process can be stressful on everyone; however, if these identified aspects are taken into consideration, friction will be reduced. Thanks for a great rundown and a mature look at this important process. Click on the appropriate link below or scroll down for general, non-specific medical bullets. That leader or the one who set the objective? Maybe its a friend or a superior taking the test. He was previously a Wayne A. AR 623-3 provides some guidance in writing the OER, but an effective rater will have, or will learn, some advanced knowledge of writing. ._2ik4YxCeEmPotQkDrf9tT5{width:100%}._1DR1r7cWVoK2RVj_pKKyPF,._2ik4YxCeEmPotQkDrf9tT5{display:-ms-flexbox;display:flex;-ms-flex-align:center;align-items:center}._1DR1r7cWVoK2RVj_pKKyPF{-ms-flex-pack:center;justify-content:center;max-width:100%}._1CVe5UNoFFPNZQdcj1E7qb{-ms-flex-negative:0;flex-shrink:0;margin-right:4px}._2UOVKq8AASb4UjcU1wrCil{height:28px;width:28px;margin-top:6px}.FB0XngPKpgt3Ui354TbYQ{display:-ms-flexbox;display:flex;-ms-flex-align:start;align-items:flex-start;-ms-flex-direction:column;flex-direction:column;margin-left:8px;min-width:0}._3tIyrJzJQoNhuwDSYG5PGy{display:-ms-flexbox;display:flex;-ms-flex-align:center;align-items:center;width:100%}.TIveY2GD5UQpMI7hBO69I{font-size:12px;font-weight:500;line-height:16px;color:var(--newRedditTheme-titleText);white-space:nowrap;overflow:hidden;text-overflow:ellipsis}.e9ybGKB-qvCqbOOAHfFpF{display:-ms-flexbox;display:flex;-ms-flex-align:center;align-items:center;width:100%;max-width:100%;margin-top:2px}.y3jF8D--GYQUXbjpSOL5.y3jF8D--GYQUXbjpSOL5{font-weight:400;box-sizing:border-box}._28u73JpPTG4y_Vu5Qute7n{margin-left:4px} An honest self evaluation is often more useful than the "what I observed of you" style evaluations. 1. The Army must incorporate Information-Age capabilities such as data-driven decision making into the talent-management process. From our in-brief, we were told that the Army is seeking to transform itself from a force meant to dominate in the Industrial Age into one agile enough to win in the Information Age. LTC Chris Budihas shared his online some time ago and I used his document as a template. Additionally, he said the new Officer Evaluation Report, or OER, system will be preceded by deployment of mobile training teams Army-wide to help officers become accustomed to the new system. Additionally, senior raters can only comment on officers under their . But an evaluation is the summation of a complete leader development program that should be tailored to each rated officer. Thats good advice and something Ive done as well. prior to the BCAP event, organizers solicited feedback from subordinates and peers on each candidate. 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