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

Some of these are more obvious than others, but some are not so much. My most humble request is that you allow him to continue service. 3. 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. I will have honorably served for 15 years come June 2021. 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. ". Being mentored by a senior leader is a great opportunity to develop a viable career plan. Comments and Help with electrical outage report example forms. If someone has been accused of insubordination, a character statement for that person should address your direct knowledge of that person's respect for authority and willingness to follow orders with examples if possible. This debunks the myth of the so-called "accepted population.". 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). 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. My name is SSG Smith and I am writing on behalf of SGT Jones. The goal is to achieve diversity of thought, so officers should have multiple mentors to avoid a myopic assignment approach. SPC Smith always maintains a very high standard of dress and appearance. Despite the unjustified provocation, SPC Morrison remained calm and in a respectful manner, explained our situation, and then just walked away. 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. He is one of the most calm members of our work center. SSN#(or#DOD#ID#No.)! Combat training center and joint assignments represent the next target. I will have honorably served for 15 years come February, 2019. Often officers place a high priority on joint assignments; however, there are risks associated with receiving jobs for which only "the best" are assigned. 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. Despite this, he had an extremely positive impact on me and the unit. 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. We include documents based . An effective character statement focuses on specifics. It's a pain in the ass, and nobody reads them, but you have to do them. (FITREP), Air Force's Officer Performance Report (OPR), or the Army's Officer Evaluation Report (OER), each of these records has the greatest impact on each officer's military career and promotion opportunities. KD opportunities may affect what type of battalion an officer will command; however, the key to success is to perform well regardless of the position. O-6s typically attend the Army War College. 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. Army values, Empathy, Warrior Ethos/Service Ethos, and Discipline. I have been in the Army for almost nine years and currently I am the ASF Administration and Occupational Health Element Chief. The end state is getting the right Soldier with the right qualifications to the right place at the right time. One of a major's first priorities is to complete the Command and General Staff Officers Course regardless of assigned method. This system allows officers the opportunity to market themselves by adding skills and experience that may enhance the gaining units' mission accomplishment. 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 exist to ensure the Army is represented accurately and to match the right officer with the right assignment. Size:80.42 KB. Oraganized by categories: Character, Presence, Intellect, Leads, Develops, and Achieves. Top third officers are on track for promotion and will compete extremely well for battalion command. 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 . 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. MARY M. BELLA, CPT, USA d. Evaluation Reporting System process. I currently serve as a Mortar Platoon Sergeant in 1st Brigade, 4th Infantry Division. Now that I've given you my advice about managing your OER, here are some sample OER bullets and OER comments. During my time at HRC, I learned many things about field-grade officer career progression that I want to share. This will suggest to the reader that the incident was a one-time, out-of-character act, not likely to be repeated. These documents will provide the rated Soldier essential rating chain direction and focus to aid in developing his or her support form. Provide rater and senior rater support forms. The DA Form 67-10-2 evaluates an applicant's ability to perform duties and assesses their character. Contributions are moderated and will not show up until reviewed. They command between 300 and 1,000 Marines. He owned his Platoon, took responsibility for their mistakes, never made excuses for his short comings, and always gave the Trainees credit for their successes. For example, assuming there is nothing unusually good or bad to say about an officer, what have you put down for Character and . Organizational leaders must understand that the assignments process essentially starts at the unit level. 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. 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. What I have personally witnessed of SGT Jones' character does not indicate a person that poses a threat to the professional image and integrity of our Army. 45-https://armypubs.army.mil The MSAF programs was eliminated June 08. The report is forwarded to the HQDA. What are best command practices for closing down battalions? Thanks! Selected continuation officers will continue to be assessed for promotion to lieutenant colonel. In addition to limiting promotion potential, a negative OER can trigger the Army Officer Elimination process.. An NCOIC or manager would normally be considered to be impartial due to the enforced distance and formality required by a supervisor/subordinate relationship and because of the integrity a senior NCO is assumed to have. I have served over eleven years active duty service in our great 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. We need more examples. CW3 Texas-Ranger never failed to uphold the Army Values and consistently embodied technical and tactical proficiency. (Rated officer's signature verifies officer has seen completed OER Parts I-VI and the administrative data is correct) al. Secondly, a major must actively establish a reputation as a field-grade officer and pursue KD opportunities immediately. Sample Army OER Bullets & Comments. Serving in the Army is a great opportunity, but it represents a short time in our lives. My name is SSG Wayne and I am SPC Morrison's supervisor. What are the best practices for VA Benefits? It is your responsibility to double-check the information you find on this site before you use it professionally. c.#1)#Character:! At the conclusion of your Army career, your family is going to remain the most important aspect of your life. In summary, I am surprised to learn of the behavior SPC Morrison is charged with. Promotion opportunities are many, and multiple paths lead to the same end state. I supervise the Headquarters section of the G-3 consisting of two Noncommissioned Officers and one junior Marine. If you are called on to write a character statement on someone's behalf, make sure what you write is 100% factual. He holds a master's degree from the School of Advanced Military Studies. Rater profile established for raters of company and field grade officers Maintain less than 50% of reports written by grade in the "Excels" box (for raters of LTCs and below) Flexibility - Raters have a "credit" of 3 in the "Proficient" box to start profile Rater OER profiles calculated based on Profile LOCK date as evidenced by . Unequivocally, all fiscal year 2017 lieutenant colonel selectees had at least one "most qualified" officer evaluation report (OER) during their key developmental (KD) positions. It is imperative that officers communicate with their assignment officers early, especially if they are in the next movement cycle. The body is the majority of the letter. Rate free field grade oer support form example. If you marked "no" in a box, you have to explain in detail why. 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. judicious in their comments. However, if someone strives to become a battalion commander, previous senior rater comments will carry enormous weight during the selection process. of all officers, the best among a select grade or group, promote below the zone). Officers are encouraged to start expanding their networks early in their careers to achieve their goals. I have been in the Army for over 11 years and I am currently the NCOIC of Personal Property at the Installation Transportation Office. Get some sleep. 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. That was very much the norm, especially in TPU status but I think the new entry system makes that more dofficult since the rated soldier can't open their eval. If he has a concern regarding a task I've given him, he requests clarification. Although lokely the rater is simply copying from the support form and changing pronouns. FIELD GRADE PLATE (04 - 05; CW3 - CW5) OFFICER EVALUATION REPORT . Finally, account managers and assignment officers have different responsibilities. Although we have screened every document for quality control, there likely exist errors in content and typography. Approximately 51 percent of the officers who enter these types of assignments will not exit them in the same performance tier. 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. | Army Organic Industrial Base Modernization Implementation Plan, Army Civil Works announces publication of a formal review for Nationwide Permit 12, October 2017 Nominative Sergeants Major Assignments. I met SSG Deleon on August 25, 2019, on the day he was assigned to Chaos Company. 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. FIELD GRADE PLATE (04 For use of this form, a. I first met SGT Jones in April 2011 at WLC, on Ft Stewart. OER Commons, an online repository for open education resources, is now hosting the tool and its resulting evaluation data. The transition process can be stressful on everyone; however, if these identified aspects are taken into consideration, friction will be reduced. Since, traditionally "companies" are commanded by captains and assisted by lieutenants serving as their executive officers (second-in-command) and platoo. Every officer matters to the continued success of our organization. Over 1,000 Rater and Senior Rater bullets for NCOERs and OERs. # 1: S4 Officer PERIOD'COVERED:'''!FROM%(YYYYMMDD)!THRU%(YYYYMMDD)! Report) to DA Form 67-10-4 (Strategic Grade Plate General Officer Evaluation Report) (para 1-1). Field grade officer are rated on what form? I have worked with SPC Morrison (as a co-worker and now as a supervisor) for almost two years and in that time I have never seen him lose his temper or even raise his voice to anyone. Field Grade Officers (O-5 through O-6): To achieve O-5 takes approximately 16 to 22 years time-in-service. It must directly describe traits that support the person's character and counters the alleged bad behavior. This is important. And the supplemental NCOER? In most cases, one OER can separate officers in the top third from those in the middle third. SSgt Trejo is an outstanding leader and I would be honored to serve with him again. Soldiers need their raters to transparently communicate how their performance and potential will be evaluated. Section 6. Officers must routinely update their two-to-five year plans, incorporating changes to accurately project future accomplishments. My name is Capt Mary Bella and I am writing on behalf of SPC Joe J. Smith. The Army can and has moved surprisingly swiftly to discharge offenders and your statement will have a lot of weight in determining the subject's fate and may just save him or her from being discharged. 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. If, for example, someone is being prosecuted for dereliction of duty, a character statement on that person's behalf should include information describing your experience with that person's earnest dedication to his assigned responsibilities. CW3 Texas-Ranger and I were never assigned to the same section at either location. Counsel quarterly throughout rating period. This group of officers is targeted for areas that allow more opportunities to strengthen their files. . He has not received any kind of discipline here in our work center, not even a verbal counseling. The submission of a detailed MER is critical to enabling HRC to select the right officers for specific organizational requirements. 2. In fact, I once heard our Maintenance NCO praise him at a meeting with the NCOIC, saying he wished he had more Soldiers like him. HRC will continue to move personnel in predefined cycles, and senior leaders must not shy away from being involved in the process early. ASF Admin/Occupational Health Element Chief I had the opportunity to get to know SGT Jones as a peer and as a friend. Provide narrative comments which demonstrate performance regarding field grade competencies and attributes in the Rated Officer's current duty position. 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. 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. 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. In addition, I have had the opportunity during the last month to interact with him during PT sessions three times a week. Despite numerous TDYs and dozens of uses, she has never misused her card before this instance. He was always well groomed and his uniforms were always Inspection Ready. I am directly responsible to my commanding officer for the effective and efficient daily operations and mission. At that time, LCpl Trejo displayed himself in a manner that was well above reproach. All officers need an advocate to portray their narrative during the assignment process. Contact editor@armywriter.com Disclaimer. My name is SSG Smith and I am writing on behalf of SGT Jones.