For broadening I put down Safety Officer, IP, and Maintenance Officer. It is recommended that senior raters address the following elements in . But these tasks are only half of a senior raters challenge.
LEADS OTHERS Developmental Need Inconsistently demonstrates influence techniques. Promote ahead of peers. If you're evaluating a stellar officer, your job is easy, because most or all of the answers will be "yes." As many readers will know, the Army has a new process for selecting officers for battalion command. ._9ZuQyDXhFth1qKJF4KNm8{padding:12px 12px 40px}._2iNJX36LR2tMHx_unzEkVM,._1JmnMJclrTwTPpAip5U_Hm{font-size:16px;font-weight:500;line-height:20px;color:var(--newCommunityTheme-bodyText);margin-bottom:40px;padding-top:4px;text-align:left;margin-right:28px}._2iNJX36LR2tMHx_unzEkVM{-ms-flex-align:center;align-items:center;display:-ms-flexbox;display:flex}._2iNJX36LR2tMHx_unzEkVM ._24r4TaTKqNLBGA3VgswFrN{margin-left:6px}._306gA2lxjCHX44ssikUp3O{margin-bottom:32px}._1Omf6afKRpv3RKNCWjIyJ4{font-size:18px;font-weight:500;line-height:22px;border-bottom:2px solid var(--newCommunityTheme-line);color:var(--newCommunityTheme-bodyText);margin-bottom:8px;padding-bottom:8px}._2Ss7VGMX-UPKt9NhFRtgTz{margin-bottom:24px}._3vWu4F9B4X4Yc-Gm86-FMP{border-bottom:1px solid var(--newCommunityTheme-line);margin-bottom:8px;padding-bottom:2px}._3vWu4F9B4X4Yc-Gm86-FMP:last-of-type{border-bottom-width:0}._2qAEe8HGjtHsuKsHqNCa9u{font-size:14px;font-weight:500;line-height:18px;color:var(--newCommunityTheme-bodyText);padding-bottom:8px;padding-top:8px}.c5RWd-O3CYE-XSLdTyjtI{padding:8px 0}._3whORKuQps-WQpSceAyHuF{font-size:12px;font-weight:400;line-height:16px;color:var(--newCommunityTheme-actionIcon);margin-bottom:8px}._1Qk-ka6_CJz1fU3OUfeznu{margin-bottom:8px}._3ds8Wk2l32hr3hLddQshhG{font-weight:500}._1h0r6vtgOzgWtu-GNBO6Yb,._3ds8Wk2l32hr3hLddQshhG{font-size:12px;line-height:16px;color:var(--newCommunityTheme-actionIcon)}._1h0r6vtgOzgWtu-GNBO6Yb{font-weight:400}.horIoLCod23xkzt7MmTpC{font-size:12px;font-weight:400;line-height:16px;color:#ea0027}._33Iw1wpNZ-uhC05tWsB9xi{margin-top:24px}._2M7LQbQxH40ingJ9h9RslL{font-size:12px;font-weight:400;line-height:16px;color:var(--newCommunityTheme-actionIcon);margin-bottom:8px} That unit performance data in combination with what was gathered from the BCAP would help to objectively identify the constitution of a good commander. Edit to add: I saw another comment recommending talking to your SP. Assignment officers exist to ensure the Army is represented accurately and to match the right officer with the right assignment. For example, assuming there is nothing unusually good or bad to say about an officer, what have you put down for Character and Presence? The transition process can be stressful on everyone; however, if these identified aspects are taken into consideration, friction will be reduced. Many of my peers find themselves questioning if their efforts over the last 1618 years still mean anything. 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. Our mission there wasnt to get selected for a battalion command; it was: to help the Army find the best possible battalion commanders. Combat training center and joint assignments represent the next target. NO WOFT POSTS. Unfortunately, life is not fair and never will be But I applaud the effort. Michelle Dwyer is a U.S. Army veteran writing fiction and nonfiction since 2003. 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. 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. Talent management must be viewed holistically. 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. It might sound clich to make this comparison, but this transformation is like Moneyball for the Army. /*# 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. . I wouldnt consider the items you listed as broadening. %PDF-1.4
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A senior rater evaluation philosophy is not intended to be distributed by email or simply posted in the unit area. Comments on the OER are typically in paragraph form rather than bullet points like the NCOER. Lt. Col. Vincent Enriquez currently serves as a Military Aide to the Vice President. Professional baseball teams realized some of the information driving acquisition decisions, like a players height or how fluid his pitching form was, werent directly tied to making the team win more. In my experience, Army officers are notoriously bad at counseling. Press J to jump to the feed. Unequivocally, all fiscal year 2017 lieutenant colonel selectees had at least one "most qualified" officer evaluation report (OER) during their key developmental (KD) positions. The stakes are high when writing an evaluation. Image credit:Pvt. Army Regulation 623-3 governs the evaluation process. Unit human resources professionals must have a firm grasp of their projected losses as depicted by officers' year and month of availability for assignment (YMAV) or date eligible for return from overseas (DEROS). Talent management encompasses multiple data points so that leaders can make the most informed organizational decisions. Senior raters have a particularly difficult responsibility, since they must evaluate potential with less contact spread among a larger population.
Majors should approach future career goals logically and sequentially. 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 . ._3K2ydhts9_ES4s9UpcXqBi{display:block;padding:0 16px;width:100%} Do soldiers of higher cognitive ability actually make better commanders? The way the OER is designed, performance evaluations are graded on a "yes" or "no" scale.
A talk on the front slope of a tank or while supervising a training event can be just as powerful. Army Publishing Directorate
The Army rolled out a new support form. 0000000999 00000 n
If you don't, the wrong leaders might rise to power. 04-PUB NOT RELEASABLE TO FOREIGNERS (NOFORN) 42-ITEM ONLY PRODUCED IN ELECTRONIC MEDIA. There are many ways to do it differently, the only wrong way is for a senior rater to leave it undefined. PART Il - AUTHENTICATION (Rated officer's signature verifies officer has seen completed OER Parts I-VI and the . MSAF information was a data point collected on DA Form 67-10 series OERs dated Nov 2015. I caution you to avoid confusing military education/qualifications with future broadening assignments. It is difficult for the raters to keep track of everyones details over a rated period with minimal input from that officer. Matthew Marcellus, US Army, I would like to think Lt. Col. Vincent Enriquez for a very in depth look into BCAP. The OER helps decide if your subordinate officers advance to higher ranks. xbbd`b``3n0 Fi
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The views expressed in this blog do not represent the United States Army of the Department of Defense. Officers with Exceptional Family Member Program or Married Army Couples Program situations are assignment officers' first priority. 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. It is too easy to inadvertently transition from achieving results to toxic leadership (See AR 600-100 Army Profession and Leadership Policy). As part of the psychological/ leader profile a 360 assessment was done on each candidate. hb```d Ab@TIE%H]HAqs6y9y}83 46Pa@#[:;XyKd1bP8xF\-63]d8b^92|feydKK8 t~))3R,u+Z ;KIi98iFN=F27N2e8Dlp
'nvL/ lddVFNOu @9O13as&{KY1E5YeJfeok6Ims"4@W@!@Y(!*j,r0 &B Th`rY\%Y+:h!H88E12T5gi4. It was evident to me during each BCAP event that great lengths were taken by the ATMTF to ensure minimal variance of measurement in order to give the Army as fair a comparison of us to one another. document.getElementById( "ak_js_1" ).setAttribute( "value", ( new Date() ).getTime() ); The articles and other content which appear on the Modern War Institute website are unofficial expressions of opinion. Senior NCOs are key to an officers development and I trust they also have the Armys best interest at hand. Assessment of past performance through the lens provided by OERs makes up the greatest share of the formula that calculates a candidates overall position on the battalion command order-of-merit list. The way officers perform far outweighs their assigned positions. 947 0 obj
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Open communication will enhance the process immensely. 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. LTC Chris Budihas shared his online some time ago and I used his document as a template. Required fields are marked *. Department of the Army Pamphlet 600-3, Officer Professional Development and Career Management, states that the length of a KD position should range from 12 months to 24 months. .s5ap8yh1b4ZfwxvHizW3f{color:var(--newCommunityTheme-metaText);padding-top:5px}.s5ap8yh1b4ZfwxvHizW3f._19JhaP1slDQqu2XgT3vVS0{color:#ea0027} MWI Podcast: When Cities Become Battlefields, Frank Sobchak Joins MWI as Chair of Irregular Warfare Studies, Announcing the Modern War Institutes 202223 Senior and Research Fellows, Call for Submissions: Civil-Military Relations and Modern War, Call for Applications: MWIs 202223 Fellows Program. The current field-grade officer evaluation report (OER) doesnt even have a specific spot for raters or senior raters to convey their assessments of a rated officers intelligence; for now such an assessment can only be inferred from a senior raters comments. It assesses an officer's work ethic, mentorship ability, physical fitness level, job. We need updated methods and tools to collect data about ourselves and each other, and then to further parse and analyze that data. (See figure 1.) I do not set any additional metrics to define a top block. To achieve desirable career outcomes, an officer must consider the following 10 aspects. What's outrageous is that we are still outraged and we pretend it shouldn't happen. Often the people grading are the people who also stand to benefit from increases in unit physical performance stats. ._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} professional growth counseling and for the OER. The Army wants specifics on AR 623-3 and DA form 67-10-1a. However, there was player data available that had a direct tie-in to achieving more wins: on-base percentages. They are a wealth of knowledge! If it's a toss-up, you must tip the scale one way of the other. Additionally, senior raters can only comment on officers under their . An evaluation philosophy accomplishes three goals. The following article will be an introduction to the Battalion intelligence section. From an assignments perspective, the goal is to match the right skills and experiences to the right position. 0000003680 00000 n
This format helps selection committee members quickly separate stronger candidates from weaker ones. Any ideas on broadening, operational, and strategic assignments? SHARP, EO, and EEO. 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. He later completed the Special Forces Qualification Course, earning the Green Beret and served in 1st Special Forces Group (Airborne) and 1stSpecial Forces Command (Airborne). It takes time to evaluate/assess and the process exists. Organizations should communicate routinely with their assigned account managers in order to effectively influence the process. AMENDMENT TO APPLICATION AND AGREEMENT FOR ESTABLISHMENT OF AN ARMY RESERVE OFFICERS TRAINING CORPS UNIT (S&I, HQDA, ATTN: TAPC-OPP-P 200 STOVALL ST, ALEXANDRIA, VA 22332-0418) G-1. <]>>
Leaders should expect the MER approximately six months before the cycle opens. 1. A .mil website belongs to an official government organization in the United States. 0
Army Regulation 614-100, Officer Assignment Policies, Details, and Transfers, offers detailed insight on assignment policies. ._3-SW6hQX6gXK9G4FM74obr{display:inline-block;vertical-align:text-bottom;width:16px;height:16px;font-size:16px;line-height:16px} 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 most significant issue is how much the quality of the senior raters writing affects how a promotion or command selection board will grade an officer relative to his or her peers. During my time at HRC, I learned many things about field-grade officer career progression that I want to share. Some senior raters rely on specific mission or administrative metrics to determine who has the most potential. Defining what distinguishes top block performance and potential is important as well. %%EOF
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. Officers are encouraged to start expanding their networks early in their careers to achieve their goals. Then you will have room to make personal comments about your observations, as explained on the Army Study Guide website. The mission-essential requirements (MER) list represents consolidated unit priorities for organizational manning requirements specific to the movement cycle. Once you evaluate the officer based on performance records and facts, you will decide whether he excels or falls short. startxref
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