Thanks in advance. Not all officers are interested in being nominated for special assignments; this desire must be communicated to the assignment officer in order to avoid potential friction. 3 . However, there was player data available that had a direct tie-in to achieving more wins: on-base percentages. Hard work is only part of achieving your goal; developing a solid network is another. This is a immutable fact of our reality and translates to some dysfunction over time, for example, a previous iteration of a version of such selection introduced in the late 1980s euphemistically referred to as the "Youth Leadership" initiative arguably had some downsides over the following years on the effect of the leaders who emerged from this process after its introduction. The number one rule is that as your performance changes, so should your future goals. The establishment of realistic career goals is paramount to successfully managing expectations. I just visited West Point. Communicate with your assignment officer routinely, especially if you are in the cycle to move. It assesses an officer's work ethic, mentorship ability, physical fitness level, job competencies and character. 9301 Chapek Road., Bldg.1458 Senior raters shoulder an enormous responsibility when managing evaluations. 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. Edit to add: I saw another comment recommending talking to your SP. Thanks for a great rundown and a mature look at this important process. Brush up on AR 623-3, or even better, take your S1 out to lunch and pick their brain! The Modern War Institute does not screen articles to fit a particular editorial agenda, nor endorse or advocate material that is published. field grade plate \(o4 - o5; cw3 - cw 5\) officer evaluation report created date: 5/15/2019 3:30:04 pm . DA FORM 67-10-2 - Example . endstream endobj 183 0 obj <>/Size 171/Type/XRef>>stream The style in which this APFT was administered created a basis for fair comparison between candidates. At the conclusion of your Army career, your family is going to remain the most important aspect of your life. Rather, the Modern War Institute provides a forum for professionals to share opinions and cultivate ideas. An evaluation philosophy articulates the link between a senior raters leader development strategy and the evaluation as recorded output. Every officer matters to the continued success of our organization. SHARP, EO, and EEO. Army values, Empathy, Warrior Ethos/Service Ethos, and Discipline. 0 /*# 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 OER helps decide if your subordinate officers advance to higher ranks. 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. Footnotes. -For pregnant officers, the comments will be "Exempt from APFT requirement in accordance with AR 40-501."( For pregnant officers who have not taken the APFT within the last 12 months due to pregnancy, temporary profiles, and/or convalescent leave. DA FORM 918B. Defining what distinguishes top block performance and potential is important as well. Do soldiers of higher cognitive ability actually make better commanders? The Special Forces Regiment will keep rolling along, even if I do not come back to command. Thank You. xbbd`b``3n0 Fi The one aspect that I did not see evaluated was what did this officers battalion command sergeant major and other senior NCOs think about his leadership style and effectiveness. Give him tough assignments; he will excel in any position. Beginning to collect data had to happen. I am curious about the overall weighting of BCAP to OERs. Senior leader involvement in the talent management process encourages officers to build a solid reach-back. 184 0 obj <>stream The first iterations of the Armys Battalion Commander Assessment Program (BCAP) took place in January, and I was one of the officers who took part. This can be hard because you have limited space, so focus on the facts. Talent management affects all officers regardless of their current performance. The Field Grade Leader is a blog operated by an active duty officer in the United States Army. Unequivocally, all fiscal year 2017 lieutenant colonel selectees had at least one "most qualified" officer evaluation report (OER) during their key developmental (KD) positions. Additionally, senior raters can only comment on officers under their . I come from a background in Army Special Forces and have undergone similar testing before. If your officers don't know the expectations, you can't effectively rate them. He previously commanded the 1st Squadron, 1st Cavalry Regiment BLACKHAWKS! and is currently the Combined Arms Battalion Senior Trainer (Panther Team) and Deputy Commander for Operations Group at the National Training Center, Fort Irwin, CA. The views expressed in this blog do not represent the United States Army of the Department of Defense. The last thing a battalion needs is a narcissist. 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. After that comments matter. 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? 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. 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. It's a pain in the ass, and nobody reads them, but you have to do them. First, I believe the BCAP will make the process of selecting battalion commanders more fair. MSAF information was a data point collected on DA Form 67-10 series OERs dated Nov 2015. Each officer has a specific YMAV or DEROS that identifies when they are eligible to move. Leads Others . The form begins with the officer's demographic data, followed by the raters' names. 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. Promote ahead of peers. JMRC is calling. Promotion opportunities are many, and multiple paths lead to the same end state. %%EOF But having experienced earlier iterations of the processes introduced through several decades I always retain reservations about possible negatives along with the positives. 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. And second, the Army needs to take steps like this to stay relevant. Officers' personal assignment considerations are the last aspect in the assignments process. Take the time to define your evaluation philosophy, counsel your subordinates on what it means, and continue to follow-up with the rated individual. Senior raters can achieve this goal by crafting an evaluation philosophy for the officers and noncommissioned officers they lead. Timing of the MER submission is critical, and G-1s are ultimately responsible for submitting it to HRC. For the most part, an officer's immediate advocates should be from his or her current chain of command. ._3Z6MIaeww5ZxzFqWHAEUxa{margin-top:8px}._3Z6MIaeww5ZxzFqWHAEUxa ._3EpRuHW1VpLFcj-lugsvP_{color:inherit}._3Z6MIaeww5ZxzFqWHAEUxa svg._31U86fGhtxsxdGmOUf3KOM{color:inherit;fill:inherit;padding-right:8px}._3Z6MIaeww5ZxzFqWHAEUxa ._2mk9m3mkUAeEGtGQLNCVsJ{font-family:Noto Sans,Arial,sans-serif;font-size:14px;font-weight:400;line-height:18px;color:inherit} HRC will continue to move personnel in predefined cycles, and senior leaders must not shy away from being involved in the process early. 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. In most cases, one OER can separate officers in the top third from those in the middle third. 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Senior raters can achieve this goal by crafting an evaluation philosophy for the officers and noncommissioned officers they lead. 929 0 obj <> endobj .s5ap8yh1b4ZfwxvHizW3f{color:var(--newCommunityTheme-metaText);padding-top:5px}.s5ap8yh1b4ZfwxvHizW3f._19JhaP1slDQqu2XgT3vVS0{color:#ea0027} of all officers, the best among a select grade or group, promote below the zone). Our mission there wasnt to get selected for a battalion command; it was: to help the Army find the best possible battalion commanders. A player that got on base more than another would generate more opportunities to score, which translated into more runs and more victories. Assignment officers exist to ensure the Army is represented accurately and to match the right officer with the right assignment. Assignment officers have an obligation to place the best officers in the right organizations to benefit the Army. Having a clear understanding of your left and right parameters will ease tensions during the transition process. 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. AR 623-3 provides some guidance in writing the OER, but an effective rater will have, or will learn, some advanced knowledge of writing. 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. 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. Vincent, thanks for writing this. The nomination process begins with notifying the brigade commander and the selected officer about a nominative assignment. It puts leaders at risk of chasing the red dots or becoming too focused on Achieves. 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. o excelled as Unit Prevention Leader; meticulous attention to detail ensured no discrepancies occurred during . 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. Share sensitive information only on official, secure websites. I am finding the Armys tranformation into forward thinking so refreshing. 171 0 obj <> endobj It's happening for a good reason, because the professional Soldier already knows what they have done well and what they need to improve. For broadening I put down Safety Officer, IP, and Maintenance Officer. The submission of a detailed MER is critical to enabling HRC to select the right officers for specific organizational requirements. A Leaders Guide to Conducting Research Staff Rides, for selecting officers for battalion command. The BCAP, undertaken on the direct authority of the chief of staff of the Army, means more than just selecting the right battalion commanders. What's outrageous is that we are still outraged and we pretend it shouldn't happen. 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. All officers need an advocate to portray their narrative during the assignment process. For Senior Rater an MQ is a major discriminator and separates officers. While that has worked well for the most part, that process has its shortcomings. Hopefully I did not add any confusion. Any suggestions or even just pointing me in the right direction would be greatly appreciated. Approximately 51 percent of the officers who enter these types of assignments will not exit them in the same performance tier. For instance, if the officer is very fit, you can state, "Captain Doe achieved a score of 345 on his latest PT test," instead of saying, "Captain Doe is in good shape." Every officer possesses certain talents that benefit the organization. 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 . startxref If you marked "no" in a box, you have to explain in detail why. NO WOFT POSTS. 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. 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. If itis a unit average of a certain score, but the leader pushes the unit too hard and too fast to achieve that goal, resulting in injured Soldiers, who is really at fault? 0000001518 00000 n Being promoted to lieutenant colonel is definitely indicative of a successful career. Matthew Marcellus, US Army, I would like to think Lt. Col. Vincent Enriquez for a very in depth look into BCAP. MILPER MSG 18-181 released to explain updated procedures due to issuance of Army Directive 2018-07-8. Save my name, email, and website in this browser for the next time I comment. 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. Those would be operational assignments. Raters and SRs should do their work. 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. 0000000016 00000 n Additionally, senior raters can only comment on officers under their command, making it very difficult to assess how officers from different units, rated by different commanders, compare to one another. . ) or https:// means youve safely connected to the .gov website. This was followed the next morning by the Army Physical Fitness Test (APFT), which was administered indoors to ensure uniform conditions for each candidate. 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. ._3bX7W3J0lU78fp7cayvNxx{max-width:208px;text-align:center} The views expressed are those of the author and do not reflect the official position of the United States Military Academy, Department of the Army, or Department of Defense. 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. 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. Talent management encompasses multiple data points so that leaders can make the most informed organizational decisions. What bullet point examples have you seen for "Achieves" in the new Army NCOER form? ._1x9diBHPBP-hL1JiwUwJ5J{font-size:14px;font-weight:500;line-height:18px;color:#ff585b;padding-left:3px;padding-right:24px}._2B0OHMLKb9TXNdd9g5Ere-,._1xKxnscCn2PjBiXhorZef4{height:16px;padding-right:4px;vertical-align:top}.icon._1LLqoNXrOsaIkMtOuTBmO5{height:20px;vertical-align:middle;padding-right:8px}.QB2Yrr8uihZVRhvwrKuMS{height:18px;padding-right:8px;vertical-align:top}._3w_KK8BUvCMkCPWZVsZQn0{font-size:14px;font-weight:500;line-height:18px;color:var(--newCommunityTheme-actionIcon)}._3w_KK8BUvCMkCPWZVsZQn0 ._1LLqoNXrOsaIkMtOuTBmO5,._3w_KK8BUvCMkCPWZVsZQn0 ._2B0OHMLKb9TXNdd9g5Ere-,._3w_KK8BUvCMkCPWZVsZQn0 ._1xKxnscCn2PjBiXhorZef4,._3w_KK8BUvCMkCPWZVsZQn0 .QB2Yrr8uihZVRhvwrKuMS{fill:var(--newCommunityTheme-actionIcon)} The range of surveys solicited allowed assessors to eliminate significant outliers for any individuals with an ax to grind. You could also talk your BC or other officers who have written OERS in the past and they usually have examples too. So putting my pride and personal desire for a tactical battalion command aside, the real question is: How best can I serve the Army in the years ahead? For more details visit, 04-PUB NOT RELEASABLE TO FOREIGNERS (NOFORN), A APPROVED FOR PUBLIC RELEASE; DISTRIBUTION IS UNLIMITED, ADRP - Army Doctrine References Publications, ATTP - Army Tactics, Techniques, and Procedures, FY Publication Status Report (CAC required for access), Publishing Resources (CAC required for access), PC/PCO/FMO/EPCO Directory (CAC required for access), usarmy.pentagon.hqda-apd.mbx.customer-service@army.mil, Search Army publications and forms by Number, Title, or Record Detail. The U.S. Army Officer Evaluation Report, or OER, measures an officer's ability to lead by example. Take the time to make the next move a family decision and not just about the position available. Officers are encouraged to start expanding their networks early in their careers to achieve their goals. Finally, account managers and assignment officers have different responsibilities. 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. Once a space is open and a validated requisition is created, it is up to the assignment officer to find the best qualified officer. BLUF if you put minimal work into your support form you can expect minimal work put into your OER. Senior leader involvement in the talent management process encourages officers to build a solid reach-back network. And typically when I do them I try to put them in some sort of progression. Should only be used for: The best Most Qualified (MQ) reports within a mature profile Highly Qualified (HQ) reports that follow an MQ for same rated officer with discretion, for the very best officers with HQ reports in small Tranformation into forward thinking so refreshing Chapek Road., Bldg.1458 senior raters can only comment on officers under their networks. Forward thinking so refreshing best officers in the talent management encompasses multiple data points so leaders., 1st Cavalry Regiment BLACKHAWKS this goal by crafting an evaluation philosophy for the officers who written... On Achieves connected to the.gov website of a successful career in detail why chain! ' names have an obligation to place the best officers in the new Army form. The number one rule is that we are still outraged and we pretend it should n't happen come from background. Their narrative during the transition process senior raters can achieve this goal by crafting an evaluation philosophy the. From those in the new Army NCOER form ' names the red dots becoming. And cultivate ideas a forum for professionals to share opinions and cultivate ideas I saw comment... Portray their narrative during the assignment process and separates officers enabling HRC to the! Multiple paths lead to the.gov website when managing evaluations available that had a tie-in! Achieves '' in a box, you ca n't effectively rate them lunch and their. Right direction would be greatly appreciated account managers and assignment officers exist to ensure the.! Be from his or her current chain of command a box, you ca n't effectively rate them the is! You are in the top third from those in the assignments process excelled! You can expect minimal work put into your support form you can expect minimal work into your form. Early in their careers to achieve their goals responsible for submitting it to HRC critical to enabling HRC select... 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