- Presence. SFC, USA Middle third officers may have a chance for joint opportunities and some nominative opportunities. 4. Open communication will enhance the process immensely. I call upon him frequently during unit PT sessions to assist others with their running and endurance. No less than 6 hours. Every resource available on OER Commons contains an . List incidents that you observed where he accepted orders or even punishment without argument. Senior leaders play a critical role in managing talent across the organization, and your reputation will make the difference during the process. The goal is to achieve diversity of thought, so officers should have multiple mentors to avoid a myopic assignment approach. Ensuring family peace is an enduring priority. SSG Deleon displayed an unmatched work ethic. The new Army OER form requires bullet comments for the following sections: First and foremost, I have one thing to say: ADRP 6-22 (. 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 . However, officers must develop realistic plans that mitigate risks to accomplish their overall career goals. 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). I understand that he must be held accountable for his actions and punishment will be administered. If he has a concern regarding a task I've given him, he requests clarification. Of course, along with this focused description, you should also include your subject's other positive attributes. You must justify through detail why you think an officer deserves an outstanding rating. - Develops. The way officers perform far outweighs their assigned positions. Combat training center and joint assignments represent the next target. Thanks! He does his share of the work without complaint and appears to enjoy his job and being a member of the Army. Once a space is open and a validated requisition is created, it is up to the assignment officer to find the best qualified officer. The more distant the relationship, the more credible the letter will be perceived to be. MARY M. BELLA, CPT, USA Being a leader is where SSG Deleon shined the most. It is your responsibility to double-check the information you find on this site before you use it professionally. The same applies to outstanding performance. In addition, I have had the opportunity during the last month to interact with him during PT sessions three times a week. Based on my experience and observations working alongside of SSgt Trejo, I highly recommend him for retention in the United States Marine Corps. The Master Sergeant apparently thought we were assigned to his work detail and blasted us with insults and even put his hand on SPC Morrison's shoulder as if he was going to arrest him. I am directly responsible to my commanding officer for the effective and efficient daily operations and mission. Third, it provides an underlying logic or set of business rules. Thanks! Having a clear understanding of your left and right parameters will ease tensions during the transition process. 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 The nomination process begins with notifying the brigade commander and the selected officer about a nominative assignment. DA FORM 67-10-2 - Example Sample Army OER Rater Bullet# 1. 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. The current OER character/ line boundaries are (approximately): Rater (for Field Grade OERs): o Character4 lines/ @61 words And, in her defense, she had the integrity to immediately acknowledge her mistake and take care of it immediately. Ask your co-workers too. All officers are leaders, regardless of duty position. Talent management affects all officers regardless of their current performance. Field grade officers care about your role more than others They have a total of 22 years in Major key development positions . SPC Smith is a quiet, soft-spoken individual who often keeps to himself. However, I do not believe the fullest extent of the law should be applied when determining her final punishment. The DA Form 67-10-2 evaluates an applicant's ability to perform duties and assesses their character. 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) . I have had to pull him aside multiple times to explain how the Drill Sergeant duties can run you down and burn you out if you don't take the time to charge your own batteries; but helping his peers seemed to energize him. 1. My name is SSG Smith and I am writing on behalf of SGT Jones. Writing an OER support form. At the very least, a suspended discharge would allow SPC Smith the opportunity to continue his service while demonstrating his commitment to the Army. HRC will continue to move personnel in predefined cycles, and senior leaders must not shy away from being involved in the process early. This will give them an idea of their future opportunities. I am aware of the punishment that SGT Jones could be given. You're just asking for sleepless nights. Over 1,000 Rater and Senior Rater bullets for NCOERs and OERs. dl- Character (Adherence to Army Values, Empathy, and 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. I supervise the Headquarters section of the G-3 consisting of two Noncommissioned Officers and one junior Marine. He has never been in trouble before or involved in any kind of altercation. (Adherence)to)Army)Values . Assignment officers typically serve on the desk for two years or four assignment cycles. Votes. Use plain bond paper and the official memorandum format. - Intellect. 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. Your statement will represent both you and the subject and its appearance will have some influence. In summary, I am surprised to learn of the behavior SPC Morrison is charged with. I remember one incident that illustrates his non-confrontational nature. If you are called on to write a character statement on someone's behalf, make sure what you write is 100% factual. " Your team consistently meets their goals often exceeding expectations. Could it be possible that an examination of each services documentation process could lead to a better format? 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. I currently serve as a Mortar Platoon Sergeant in 1st Brigade, 4th Infantry Division. The documents hosted in the ACO Learning Center come from various sources. 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). By Lt. Col. Charles L. MontgomeryJune 19, 2018. Assignment officers, on the other hand, are responsible for locating the right officer available to fill the identified vacancy. 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. 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. 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. His technical prowess was steadfast and contributions to the G6 team guaranteed overall mission accomplishment. I will have honorably served for 15 years come June 2021. I recommend supporting him with his request to stay in the Army. thank you Sir!! 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. Now, creating a OER Support Form Example Bullets PDF takes a maximum of 5 minutes. Despite the unjustified provocation, SPC Morrison remained calm and in a respectful manner, explained our situation, and then just walked away. During my time at HRC, I learned many things about field-grade officer career progression that I want to share. o motivated and challenged peers through leadership by example. If you have any questions or concerns, or if I can be of further assistance, I can be reached at DSN 123-4567. While these are effective and canonical definitions, there was just more I expected. To contribute examples, enter them below. A character statement helps judges, Commanders, First Sergeants, and other strangers make fair decisions by providing a factual description of a person's character. Nominative assignments are continual and do not necessarily align with a specific cycle. Medical support, educational interests, or exploration opportunities are all worth consideration. " You lead by example. The guides explain the rules for comments, narratives and bullets found in AR and DA PAM 623-3 (to include prohibited and negative comments/bullets), and gives examples of narrative comments (individual sentences that can be combined to form a narrative) and bullets. Although we have screened every document for quality control, there likely exist errors in content and typography. Leadership. I have been informed by SGT Jones about the situation that she is currently in. I am fully aware of the severity of SSG Deleon's actions. Leading includes inspiring others to take the journey with you. Rate free field grade oer support form example. His military presence was something that even many of his superiors adored, including myself. 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. of all officers, the best among a select grade or group, promote below the zone). Counsel quarterly throughout rating period. 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 . This is important. This system allows officers the opportunity to market themselves by adding skills and experience that may enhance the gaining units' mission accomplishment. The main report includes supporting DA Form 67-10-1A, which contains administrative data and an explanation for submitting a Field Grade Plate Officer Evaluation Report. Although we have screened every document for quality control, there likely exist errors in content and typography. Provide narrative comments which demonstrate performance regarding field grade competencies and attributes in the Rated Officer's current duty position. Each attribute/competency is broke down by level of rater box check that . Leadership is more than knowing where you are, where you want to go, and how you are going to get there. Does anyone besides me still think it is outrageous that OERs/NCOERs are sometimes filled out and written by the the person who's ER it is. 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. Theoretically, each assignment officer will touch approximately 68 percent of their assigned population over a span of two years. It's a pain in the ass, and nobody reads them, but you have to do them. For these reasons, it is my humble recommendation that CW3 Texas-Ranger is advanced to CW4. 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. 3. I am positive that he will thoroughly think things through and never make another decision without basing it off of our core Army Values. Field Grade Officers (O-5 through O-6): To achieve O-5 takes approximately 16 to 22 years time-in-service. o Updates policy authorizing officer evaluation reports for United States Army Reserve officers in the rank of major general (paras 1-7 and 3-2). top 1%, 3%, 5%, etc. I can be reached at any time on my personal cell, 800-SHK-NBKE, or government cell, 800-BBJ-ESUS. Type your statement and print it on good quality paper. d. Evaluation Reporting System process. It's happening for a good reason, because the professional Soldier already knows what they have done well and what they need to improve. Contact editor@armywriter.com Disclaimer. SSgt Trejo is an outstanding leader and I would be honored to serve with him again. For example, assuming there is nothing unusually good or bad to say about an officer, what have you put down for Character and . They command between 300 and 1,000 Marines. 43. Unequivocally, all fiscal year 2017 lieutenant colonel selectees had at least one "most qualified" officer evaluation report (OER) during their key developmental (KD) positions. NAME:! SHARP, EO, and EEO. 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.

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