field grade officer oer character comments field grade officer oer character comments

At the very least, a suspended discharge would allow SPC Smith the opportunity to continue his service while demonstrating his commitment to the Army. Assignment officers are concerned with the "faces" aspect, which is based on their routine communication with the population completing the process. 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. The body is the majority of the letter. Over 1,000 Rater and Senior Rater bullets for NCOERs and OERs. NAME OF RATER (Last, First, Middle Initial) a5. RATED SSN . 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. 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. What are best command practices for closing down battalions? At that time, SSgt Trejo was a Lance Corporal and played a key role in the success of RSS Brooklyn. O-6s typically attend the Army War College. The report is forwarded to the HQDA. I have the opportunity to work with SPC Smith when I provide nurse coverage for the ground transportation of patients in the aerovac system. The same applies to outstanding performance. For example, assuming there is nothing unusually good or bad to say about an officer, what have you put down for Character and . o expressed himself in an open and candid manner; facilitated teamwork. We include documents based . 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. Officers normally serve 36 months in an assignment, and the YMAV or DEROS is usually in the last month. 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. 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. Our state browser-based blanks and crystal-clear recommendations eliminate human-prone errors. I have known (SSgt) Trejo, Mario since December of 2010 when I was a Sergeant serving as a Canvassing Recruiter with 1st Marine Corps District, Recruiting Station New York, Recruiting Sub-station (RSS) Brooklyn. Some of these are more obvious than others, but some are not so much. He is one of the most calm members of our work center. Your approach of embracing change and adapting to changing work situations encourages others to do the same. Throughout this period of time, I had the opportunity to witness his work ethic, professionalism, and ability to lead. Fill oer support form character bullets: Try Risk Free. (Adherence)to)Army)Values . 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. The mission-essential requirements (MER) list represents consolidated unit priorities for organizational manning requirements specific to the movement cycle. It's a pain in the ass, and nobody reads them, but you have to do them. 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. SHARP, EO, and EEO. The final pages of the OER Support Form defines them for the Army. I am going to make some assumptions here based on the question and it being the first using the field grade OER template. OER Commons, an online repository for open education resources, is now hosting the tool and its resulting evaluation data. In summary, I am surprised to learn of the behavior SPC Morrison is charged with. This will give them an idea of their future opportunities. I aware of the pending review of CW3 Texas-Ranger s advancement to CW4 due to an investigation while he was assigned as a Drill Sergeant. It takes time to evaluate/assess and the process exists. 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. 2018 with issuance of Army Directive 2018-07-8. A character statement helps judges, Commanders, First Sergeants, and other strangers make fair decisions by providing a factual description of a person's character. HELP! Provide rater and senior rater support forms. 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. Ask your co-workers too. To me the rater and senior rater are there to make sure the self evaluation stays honest. Platoon Sergeant, FROM: GUNNERY SERGEANT DEKINDEREN, TODD M. 1271676243/1833 USMC, SUBJECT: CHARACTER STATEMENT FOR STAFF SERGEANT TREJO, MARIO 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. Top third officers are on track for promotion and will compete extremely well for battalion command. Rated officers or NCOs should not write their own evaluations, period. 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. 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). 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. Leadership is more than knowing where you are, where you want to go, and how you are going to get there. To contribute examples, enter them below. To this end, this Academic Evaluation form. You must justify through detail why you think an officer deserves an outstanding rating. Leaders should expect the MER approximately six months before the cycle opens. These documents will provide the rated Soldier essential rating chain direction and focus to aid in developing his or her support form. I feel certain that our Section Chief would agree. This debunks the myth of the so-called "accepted population.". HRC account managers are responsible for representing their assigned units' requirements. SUBJECT: Character Statement for SGT Jones. This group of officers is targeted for areas that allow more opportunities to strengthen their files. Every officer possesses certain talents that benefit the organization. The end state is getting the right Soldier with the right qualifications to the right place at the right time. Once a space is open and a validated requisition is created, it is up to the assignment officer to find the best qualified officer. I have always known him to be quietly cheerful and, to my knowledge, he has always had a good attitude and a positive outlook. Achieve partnered with OER Commons to develop an online evaluation tool t o allow users to apply these rubrics and evaluate the quality of instructional resources. Satisfied. 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. Initial Field Grade Counseling. Provides an overview of the new Army regulation, citing paragraphs and page numbers in the regulation. 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. I can be reached at ryan.p.fasano.mil@mail.mil or 719-964-8004. Family considerations should carry enormous weight during the assignments process. At the conclusion of your Army career, your family is going to remain the most important aspect of your life. They command between 300 and 1,000 Marines. Since, traditionally "companies" are commanded by captains and assisted by lieutenants serving as their executive officers (second-in-command) and platoo. I know of a couple of conflicts with his coworkers/peers. HELP! 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. I remember one incident that illustrates his non-confrontational nature. In regards to this situation, I can tell you that this was a one-time mistake and out of character for her. Field grade officers care about your role more than others (Rated officer's signature verifies officer has seen completed OER Parts I-VI and the administrative data is correct) al. Army values, Empathy, Warrior Ethos/Service Ethos, and Discipline. I first met CW3 Texas-Ranger in August 2004, when he served as an AIT Drill Sergeant at Ft. Gordon, GA. CW3 Texas-Ranger was never assigned as my Drill Sergeant or Senior Drill Sergeant. I recommend supporting him with his request to stay in the Army. Thanks! Officers' personal assignment considerations are the last aspect in the assignments process. 43. As a recruiter assistant who was not formally trained, LCpl Trejo outshined many certified Marine Corps Recruiters (8411s). Leading by example is a manifestation of character and presence attributes." (FM 6-22 Leader Development, 7-23) . The transition process can be stressful on everyone; however, if these identified aspects are taken into consideration, friction will be reduced. o motivated and challenged peers through leadership by example. SUBJECT: Character Statement for SSG Alfred M. Deleon. o is a motivated troop but needs further guidance in o has unlimited potential but requires more experience before o must realize the importance of finishing assigned tasks without supervision, o failed to use time wisely, consistently failed to complete duty assignments, o frequent unwillingness to cooperate in working toward unit goals affected readiness, o failed to fulfill his leadership's intent for positive and appropriate EO practices, o needed to be consistent with leadership style and maintain formality when in presence of Soldiers, o an excellent technician but needs to work on tact and communication skills, o understood his role as a senior leader but failed to contribute to the mission, o failed to keep track of the Soldiers under his supervision, o sometimes requires supervision on how to talk to Soldiers, o demonstrated poor judgement without consideration of results, o has good potential but requires more experience applying daily soldier leadership skills, o good Soldier, but fails to self improve by applying sound personal management skills, o demonstrated a serious lack of integrity and poor judgment without consideration of results, o compromised integrity by submitting altered documents; poor example to subordinates, o encouraged soldiers to advance by cheating for each other, poor example. 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. HRC will continue to move personnel in predefined cycles, and senior leaders must not shy away from being involved in the process early. 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). Counsel quarterly throughout rating period. Make it as presentable as possible. CW3 Texas-Ranger fortified the image of the Leader I knew him as during AIT, as he continuously mentored Soldiers at all echelons. First, it describes how a rater or senior rater sees evaluations. Although I was not his direct supervisor, I worked closely with him for over 16 months. LEAD. Field grade officer are rated on what form? The Army rolled out a new support form. 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. Not once did he complain about making telephone calls, visiting high schools, or area canvassing the streets and Subways of Brooklyn, NY. OFFICER EVALUATION RECORD. He was always well groomed and his uniforms were always Inspection Ready. Officers projecting five-to-10 years into the future tend to lose sight of the criticality of their current performance, which jeopardizes growth potential. Having a clear understanding of your left and right parameters will ease tensions during the transition process. I am aware of the punishment that SGT Jones could be given. And the members who will be judging the case don't care if you use bad grammar. 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 . 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 am SSG Ricky Bobby and am writing on behalf of CW3 Walker Texas-Ranger. In addition to limiting promotion potential, a negative OER can trigger the Army Officer Elimination process.. dl- Character (Adherence to Army Values, Empathy, and However, with our pre-built online templates, everything gets simpler. Although we have screened every document for quality control, there likely exist errors in content and typography. Contributions are moderated and will not show up until reviewed. 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. I first met SGT Jones in April 2011 at WLC, on Ft Stewart. Essentially, this is an algorithm, and step one must be accomplished before step two is initiated. To contribute examples, enter them below. All officers are leaders, regardless of duty position. 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 form is the NCOER? The reader will automatically assign a certain level of credibility to the letter based on the relationship. Army Regulation 614-100, Officer Assignment Policies, Details, and Transfers, offers detailed insight on assignment policies. 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. 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. Of course, along with this focused description, you should also include your subject's other positive attributes. If you marked "no" in a box, you have to explain in detail why. Use plain bond paper and the official memorandum format. If an Officer just received a negative OER, it is advisable to retain a military lawyer to assist with an appeal. Often officers place a high priority on joint assignments; however, there are risks associated with receiving jobs for which only "the best" are assigned. My name is SSG Smith and I am writing on behalf of SGT Jones. (See figure 1.) Raters and SRs should do their work. An assignment at the Army Human Resources Command (HRC) is an incredible opportunity for officers and enlisted personnel to learn how the Army executes personnel processes. In most cases, one OER can separate officers in the top third from those in the middle third. # 1: S4 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.