Officer-evaluation-report

UTAH ARMY NATIONAL GUARD

Officer Evaluation Reporting System

67-9 OER • Provides boards adequate discrimination. • Reestablishes field impact on selection of future leaders. – Opportunity to advance the “Best” – Confidence that others cannot inflate

• Easy as possible on Senior Raters • Retains Hope • Improves Counseling

IMPROVED LEADER COMMUNICATION

REINVIGORATED SUPPORT FORM!

• Senior raters required to distribute two levels down • Senior rater verifies initial face to face counseling • Regular follow-up counseling documented on form “Commander’s Intent” flows down - Mission and Performance Linked - Rater expectations clear - Command Policies transmitted down - Developmental Opportunities Maximized

“Top down emphasis” on two-way communication

JUNIOR OFFICER DEVELOPMENTAL SUPPORT FORM

CONCEPT

CW2-CW5/CPT-MG: OFFICER EVALUATION REPORT SUPPORT FORM For u se of th is f or m, see AR 623- 105; the pro pone nt a gency is ODCSPER Read P r iva cy A ct State ment on Reve rse befo re C ompl eti ng th is form

PART I - RATED OFFICER IDENTIFICATION NAME OF RATED OFFICE R (Last, First, MI)

NAME

RATER

RANK

PART II - RATI NG CHAIN - YOUR RATING CHAIN FOR THE EVALUATION PERIOD I S: RAN K POSITION

NAME

INTERMEDI ATE R ATER

NAME

SEN IOR R ATER

ORGANIZATION

RAN K

POSITION

RANK

POSITION

PART I II - VERIFI CATION OF FACE-TO-FACE DISCUSSI ON MANDATORY R ATER / RATED OFF ICER INITIAL FACE-TO FACE C OUNSELING ON DUTIES, RESPONSIBILIITIES AN D PERF ORMAN CE OBJ ECTIVES FOR TH E CURRENT R ATING PERIOD TOOK PLAC E ON ____________ (Dat e) Rat ed Offic er Init ials ___________ Rat er Initials ___________ Senior Rater Init ials __________ (Review) PERIODIC RATER / RATED OF FICER F OLLOW -UP F ACE-TO-FACE C OUNSELINGS: ____________ ____________ ____________

Dates

___________ Rat ed Off icer Initials ___________ __________

___________ Rater Initials ___________ ___________

__________ Senior Rat er Initials __________ (Review) __________

PART IV - RATED OFFICER ( Complete a, b, and c below for thi s r ating per i od) PRINCIPAL D UTY TITLE

POSITIO N AOC / BR

a. STATE YOUR SIGNIFICA NT DU TIES AND R ESPON SIBILITIES

b. INDICATE YOUR M AJOR PERF ORM ANCE O BJECTIVES

Performance Objectives DA

FORM OCT 97

MISSION REQUIREMENTS and MISSION TASKS

DEVELOPMENTAL TASKS (JODSF) * BASED ON MISSION (SUPPORT FORM) * FOCUSED ON LEADERSHIP DOCTRINE MANDATORY QUARTERLY COUNSELING

EDITION O F FE B 85 IS OBSO LETE

67-9-1

SPT FORM

SR RATER APPROVAL/OVERWATCH

LTs/W01s:

SPT FORM

INTEGRATES

OFFICER EVALUATION REPORT SUPPORT FORM

For u se of th is f or m, see AR 623- 105; the pro pone nt a gency is ODCSPER Read P r iva cy A ct State ment on Reve rse befo re C ompl eti ng th is form

PART I - RATED OFFICER IDENTIFICATION NAME OF RATED OFFICE R (Last, First, MI)

NAME

RATER INTERMEDI ATE R ATER SEN IOR R ATER

RANK

ORGANIZATION

PART II - RATI NG CHAIN - YOUR RATING CHAIN FOR THE EVALUATION PERIOD I S: RAN K POSITION

NAME NAME

RAN K

POSITION

RANK

POSITION

PART I II - VERIFI CATION OF FACE-TO-FACE DISCUSSI ON MANDATORY R ATER / RATED OFF ICER INITIAL FACE-TO FACE C OUNSELING ON DUTIES, RESPONSIBILIITIES AN D PERF ORMAN CE OBJ ECTIVES FOR TH E CURRENT R ATING PERIOD TOOK PLAC E ON ____________ (Dat e) Rat ed Offic er Init ials ___________ Rat er Initials ___________ Senior Rater Init ials __________ (Review) PERIODIC RATER / RATED OF FICER F OLLOW -UP F ACE-TO-FACE C OUNSELINGS: Dates

____________ ____________ ____________

___________ Rat ed Off icer Initials ___________ __________

___________ Rater Initials ___________ ___________

__________ Senior Rat er Initials __________ (Review) __________

PART IV - RATED OFFICER ( Complete a, b, and c below for thi s r ating per i od) PRINCIPAL D UTY TITLE

POSITIO N AOC / BR

a. STATE YOUR SIGNIFICA NT DU TIES AND R ESPON SIBILITIES

b. INDICATE YOUR M AJOR PERF ORM ANCE O BJECTIVES

FRONT SIDE DA FORM 6 7-9-1a

JUNIOR OFFICER DEVELOPMENTAL SUPPO RT FOR M

For use of this form, see AR 623-105; the proponent agency is ODCSPER NAME OF RATED OFFICER (Last, Fir st, M I)

SSN

G RADE

OR GANIZ ATION

PART I - INSTRUCTIONS.Use of this form is mandatory for Lieutenan ts and WO1s; optional for all other ranks. Initial face-to-f ace (Part II and III) - Discuss duty descript ion/maj or performance objectives f rom D A Form 67-9-1. - Discuss Army leader values, attr ibutes and skills as relat ed to f uture dut y perf ormance and professional development ( Part II: Leader Character) - Complete D evelopmental Acti on Plan (Part III)- Record at least one developmenta l tas k for each leaders hip act ion t hat targets major perf ormance objectives list ed on DA F orm 67-9-1. - Upon com pletion of the i nitial f ace-to-face cou nseling, date an d init ial Part IV (verificati on). Obt ain senior rat er's initials. R ated off icer and rat er retain file copy for use during lat er follow-up counselings.

PART II CHARACTER.

Quarterly F ollow-up Counselings (Part V - Reverse) - Discuss maj or performance objectives and progress made. Adjust as needed. - Discuss progress made on development al tas ks; update/ modify tas ks as needed to co ntinue developmental process. - Rat er s ummari ze key point s in appropriate bl ock of Part V. - Rat er and rated of ficer initial, date, and keep a file copy for us e during lat er cou nselings.

MISSION REQUIREMENTS (Objectives)

NOTE: R eference f or Army Leadership D octr ine is F M 22-100.

Disposit ion of the l eade r: combi nati on of va lues , attri butes , an d skil ls affecti ng l eade r acti on s. ( See FM 22-10 0, P ART TWO)

ARMY VALUES 1. HONOR: Adherenc e to the Arm y's publ i cly dec lar ed co de o f values 2. INT EGRITY: Possesses hig h p er sona l m oral stan dar ds; ho nest i n w ord and deed 3. COURAGE: Manifest s phys i cal and mor al bravery

5. RESP ECT: Promotes di gn ity, con sider ati on, fair ness , & EO 6. SELFLE SS- SERVICE: Places Ar my pr ioriti es before self 7. DUTY: Fulfil ls pr ofessional, l egal, and moral obl igations

4. LOYALTY: Bears true faith and al l egi anc e t o t he U.S . C onstitut i on, th e A RMY, the uni t, and th e soldi er

DA

FORM OCT 97

67-9-1

EMOTIONAL Displa ys sel f- cont rol ; c alm under pr essure

ATTRIBUTES

MENT AL Possesses desir e, w ill, ini tiativ e, and disci pline

PHYSICAL Maintains a ppr opria te l evel of physical fitness and mi li tary bear ing

SKI LLS (Competence)

CONCEPTUAL Demonst rates so und judgment, cr iti cal / cr eative t hinki ng, mor al r easoning

INTERPERSONAL Shows skill wi th people : c oaching, tea chi ng, counseling, m oti vating and e mpo wering

Fundame nta l q ual iti es and char acter istics Ski ll devel opm ent is p art of selfdevel opment ;OpFrerFE equi si te act ion EDITION B 85 IStoOBSO LETE

TECHNICAL Poss esses th e ne cess ary exper tis e to accomplish al l tasks a nd functi ons

TACTICAL Demons trates p rofi cien cy i n r equir ed pr ofessio nal knowl edge, j udgm ent, and war fighting

PART III - DEVELOPMENTAL ACTION PLAN. Devel opment tasks that ta rget maj or p er for man ce objec tives on the DA

Form 67- 9-1. ( See FM 22-1 00, P ART THREE)

INFLUENCING: Communicating, Decision Making, Motivating COMMUNICATING. Articulates written and oral ideas/ concepts clearly and concisely. Message rec eived equals mes sage s ent. Displays ef fect ive list ening s kills.

AND

DEC ISION MAKING. Reaches s ound, logical decisions based on analysis/s ynthesis of informat ion, and uses s ound judgement to allocate resources and select appropriate course(s ) of action.

MOT IVATING. Inspires, mot ivates , and guides others towards mission accomplishment. Set s t he example by being in excellent physical / mental condition and consistentl y displaying proper military bearing.

OPERATING: Planning, Execu ting, Assessing PLANNING. U ses crit ical and creat ive t hinking t o develop executable plans that are s uit able, ac ceptable, and feasible.

EXEC UTI NG. Sh ows tactical and techn ical p roficien cy; meets mission st andards; takes care of peo ple/ resources. Maximizes the use of available s ystems and tech nology. Perf orms well under physical and menta l s tress.

DA Form 67-9-1a

WORKSHEET

DEVELOPMENTAL TASKS

Development with Performance

Masking Early OERS

2LT “ZERO DEFECTS”

1LT

CPT

ISSUES: - Quality of junior officer assignment varies - Intensity of junior officer experience varies - Speed of integration into Army culture varies NEW POLICY • 2 LT reports masked after promotion to CPT • WO1 reports masked after selection to CW3

RATER TIPS Rater has primary responsibility for counseling / mentoring • Pass Support Form 2 levels down • Require subordinates’ Support Forms in return • Set aside time to Coach/Counsel ..........Do it Early • Enforce JODSF -- Are there Tasks/Is there Counseling • Learn OPMS XXI -- Started 1 Jan 99 • Advocate your best to senior rater -- Remember senior rater is limited to the number of ACOM

DA FORM 67-9 (FRONT SIDE) OFFICER EVALUATION REPORT

SEE PRIVA CY ACT STATEMENT ON DA FORM 67-9-1

For use of this form, see AR 623-105; the proponent agency is ODCSPER

PART I - ADMIN ISTRATIVE DATA a. NAME ( Last, First, Middle Initial )

c. RANK

b. SSN

Month

g. UNIT, ORG., STATION, ZIP CODE OR APO, MAJOR COMMAND

Y ear

i. PERIOD COVERED FROM

THRU

M onth

M onth

Day

Y ear

e. BRANCH

d. D ATE OF RA NK Y ear

f. DES IGNATE D S P E CIALTIE S

Day

P MOS ( WO

h. REASON FOR SUBMISSION

j. RATED MONTHS

k. NONRATED CODES

l. NO. OF ENCL

m. RATED OFFICER COPY (Check one and date)

n. PSB INITIALS

Date

1. Given to Officer

Day

o. CMD CODE p. PSB CODE

2. Forwarded to Officer

PART II - AUTHENTICATI ON ( Rated officer sig nature veri fies PART I data and R ATING OFFIC IALS ONLY ) a. NAME OF RATER ( Last, First, MI )

SSN

RANK

POSITION

SIGNATURE

DATE

b. NAME OF INTERMEDIATE R ATER ( Last, First, MI )

SSN

RANK

POSITION

SIGNATURE

DATE

c. NAME OF SENIOR RATER ( Last, First, MI )

SSN

RANK

POSITION

SIGNATURE

DATE

BRANCH

SENIOR RATER TELEPHONE NUMBER

E-MAIL ADDRESS

SENIOR RATER'S ORGANIZATION

d. This is a referred report, do you wish to make comments? Yes, comments are attached

e. SIGNATURE OF RATED OFFICER

No

1

1. RO signs last, Allow for Time

DATE

PART III - DUTY DESCRIPTION b. POSITION AOC / BR

a. PRINCIPAL DUTY TITLE

2. Scope of Responsibilities

c. SIGNIFICANT DUTIES AND R ESPONSIBILITIES. REFER TO PART IVa, DA FORM 67- 9-1

2

3. No is Bad

PART IV - PERFORM ANCE EVAL UATION - PROFESSIONALISM ( Rater)

CHARACTER Disposit ion of the l eader: c ombi nati on of values, attributes , and sk ills affecting leader acti ons a. ARMY VALUES (Comments mandat ory for all " NO" entries. Use PART Vb.)

YES

NO

YES

1. HONOR: Adherenc e to the Arm y's publ icly dec lared code of values

5. RESPECT: Promotes dignity, considerati on, fair ness , & EO

2. INTEGRITY: Possesses high pers onal m oral s tandar ds; hones t i n w ord and deed

6. SELFLESS-SERVICE: Places Ar my pr iorities before self

3. COURAGE: Manifests phy sical and moral brav ery

7. DUTY: Fulfills pr ofessional, legal, and m oral obl igations

NO

4. LOYALTY: Bears true faith and allegianc e to the U.S. C ons tituti on, the Army , the uni t, and the s oldier

3

b. LEADER ATTRIBUTES / SKILLS / ACTIONS: First, mark "YES" or " NO" for each block. Second, choose a total of si x that best describe the rated offic er. Select one f rom ATTR IBUTES, two from SKILLS(Competenc e), and three fr om ACTIO NS(LEADERSHIP). Plac e an "X" in the appr opri ate numbered box with optional c omme nts in PART Vb. Comments ar e mandatory for all "N O" entries in PART Vb. b.1. ATTRIBUT ES (Sel ect 1) Fundamental qual iti es and characteristics

1.

b.2. SKILLS (Competence)

1.

YES

MENTAL

NO

2.

Possesses desir e, w ill, ini tiative, and disci pline YES

CONCEPTUAL

NO

Skill developm ent is part of s elfdevelopment; prer equisi te to act ion

4.

YES

NO

3.

Maintains appropriate l evel of phys ical fitness and mili tary bearing 2.

Demonstrates sound judgment , cr itic al / creative think ing, mor al r easoning

(Select 2)

PHYSICAL

INTERPERSONAL

YES

NO

YES

EMOTIONAL

NO

Displays sel f-control; c alm under pr essure 3

YES

TECHNICAL

NO

Poss esses the necess ary expertis e to accomplish al l task s and functi ons

Shows skill wi th people: c oac hing, teachi ng, counseling, m oti vat ing and empower ing

TACTICAL Demons trat es profi ciency i n requir ed professional know ledge, j udgm ent, and war fighting

YES

NO

YES

NO

b.3. ACTIONS (LEAD ERSHI P) (Select 3) M ajor activ ities leaders perfor m: influencing, oper ating, and impr oving INFLUENCING Method of reaching goals while operating / impr oving

1.

YES

NO

2.

Displays good oral , wr itten, and l istening skills for individuals / groups

OPERATING

4.

Short- term m ission accom pli shm ent

PLANNING

YES

NO

7.

D ATE:

DEVELOPING

YES

NO

Invests adequate ti me and effor t t o develop indivi dual subordi nates as leaders H EIGH T :

DECISION-MAKING

YES

NO

5.

EXECUTING

YES

NO

8.

BUILDING

YES

NO

MOTIVATING

Inspi res, mot ivates, and guides other s toward mission ac complishment 6.

YES

ASSESSING

NO

Uses after-ac tion and evaluation tool s to facilitat e consis tent improvement

Shows tac tical pr ofic ienc y, m eets mis sion standards, and tak es car e of people/ res our ces 9.

Spends tim e and resour ces impr oving teams, groups , and units; fos ters ethical cli mate

YES

LEARNING

NO

Seeks sel f-im prov ement and or gani zati onal growth; envis ioning, adapting and leading c hange

WEIGHT:

d. JUNIOR OFFICER DEVELOPMENT- MANDATORY YES OR NO ENTRY FOR R ATERS OF LT s AND WO1s. WERE DEVELOPMEN TAL TASKS RECORDED ON DA FOR M 67-9- 1a AND QUARTER LY FOLLOW- UP C OUNSELINGS CON DUCTED?

DA FORM 67 - 9

3.

Employs sound judgment, logic al reasoning and uses r esour ces w isely

Develops detailed, executabl e pl ans that are feasibl e, acc eptabl e, and suitable

IMPROVING Long-term impr ovement in the Army, its people and organiz ati ons c. APFT:

COMMUNICATING

REPLACES DA FORM 67-8, 1 SEP 79, WHICH I S OBSOLETE, 1 OCT 97

Leader Word Picture - No “School Solution”

4

YES

NO

NA

4. For Evaluation of Raters of LTs & WO1s

DA FORM 67-9 (REVERSE SIDE) NAME

PERIOD COVERED

SSN

PART V - PERFORMANCE AND POTENTI AL EVALUATI ON (Rater)

5

a. EVALUATE THE RATED OFFICER'S PERFORMANCE DURING THE RATI NG PERIOD AND HIS/ HER POTENTIAL FOR PROMOTION

OUTSTANDING PERFORMANCE, MUST PROMOTE

UNSATISFACTORY PERFORMANCE, DO NOT PROMOTE

SATISFACTORY PERFORMANCE, PROMOTE

OTHER (Explain)

b. COMMENT ON SPECIF IC ASPECTS OF THE PERFORMANCE AND POTENTIAL FOR PR OMOTION. REFER TO PART III, DA FOR M 67-9 AND PART IVa, b, AND c DA FORM 67-9-1.

5. To Date Most RO’s viewed as Outstanding 6. Performance & Potential. Put Potential at the end of the narrative. Effective 1 Oct 02, use a double space to separate the two portions.

6

c. IDENTIFY ANY UNI QUE PROF ESSIONAL SKILLS OR AREAS OF EXPERTISE OF VALUE T O THE AR MY THAT THIS OFF ICER POSSESSES. FOR ARMY COMPETI TIVE CAT EGORY CPT THROUGH LTC, ALSO INDI CATE A POTENTIAL CAREER FIELD FOR FUTUR E SERVICE.

7 PART VI - INTERMEDIATE RATER

7. NOT Potential - Unique Skills etc.. Optional -Unique Professional Skills/Expertise

PART VII - SENI OR RATER a. EVALUATE THE RATED OF FICER'S PROMOTION POTENTI AL TO THE NEXT HIGHER GRADE

BEST QUALIFIED

FULLY QUALIFIED

b. POTENTIAL COMPARED WITH OF FICERS SENIOR RATED IN SAME GRADE (OVERPRINTED BY DA)

DO NOT PROMOTE

I currentl y senior rate_______________offi cer( s) i n this grade

OTHER (Explain below)

A completed DA Form 67-9-1 was received with this report and considered in my evaluation and review YES NO (Explain in c)

c. COMMENT ON PERFORMANCE / POT ENTIAL

ABOVE CENTER OF MASS (Less t han 50% in top box; Cent er of M ass i f 50% or m ore i n top box)

CENTER OF MASS BELOW CENTER OF MASS RETAIN BELOW CENTER OF MASS DO NOT RETAIN

8

d. LIST 3 FUTURE ASSIGNMENTS F OR WHICH T HIS OFFICER IS BEST SUITED. FOR ARMY COMPETITIVE C ATEGORY CPT THROUGH LTC, ALSO INDICATE A POTENTIAL CAREER FIELD FOR FUTUR E SERVICE.

Mandatory effective 1 Jan 99- For ACC CPT thru LTC must recommend a Career Field (CF/BR or CF/FA)

8. Potential Comments in narrative (VIIc), Three Future Assignments and Career Field in (VIId) should be consistent

! h atc

W

Common OER Processing Errors

•

Part II - Invalid Rater/Senior Rater

•

Part II - Referred OER not referred

•

Part IV.b - Block checks missing

•

Part IV.d - HT/WT Yes/No missing

•

Part V.b - No potential comments (Mandatory)

•

Part V.c - Raters consistently put potential comments

•

Part VII.d. - No recommended Career Field

Unique Professional Skills/Area of Expertise Recent notable examples taken from Part Vc of the OER...

• Uniquely qualified in amphibious operations as a certified U.S. Navy fire support planner...

• Expert in strategic nuclear deterrence policy and operations... • A thorough knowledge of Middle Eastern culture and political affairs... • Possesses excellent computer skills and a demonstrated expertise in systems automation... • Has vast experience and an avid interest in Unmanned Aerial Vehicle (UAV) technology; can serve as a key player in formulating future doctrine for these systems... • Along with superior advocacy skills, he possesses an extensive knowledge of immigration law...

OPMS XXI Career Fields Operations Basic Branches FA 39 PSYOP and Civil Affairs

Information Operations (IO)

FA 24 Information Systems Engineering FA 30 Information Operations FA 34 Strategic Intelligence FA 40 Space Operations FA 46 Public Affairs FA 53 Information Systems Management FA 57 Simulations Operations

Operational Support (OS) FA 48 Foreign Area Officer FA 51 Army Acquisition Corps

Institutional Support (IS) FA 43 Human Resource Management FA 45 Comptroller FA 47 Academy Professor, USMA FA 49 Operations Research/Systems Analysis FA 50 Force Management FA 52 Nuclear Research and Operations FA 59 Strategic Plans & Policy

Effective 1 JAN 99, OPMS XXI Career Field comments by Rater in part Vc & Senior Rater in Part VIId are mandatory for ACC CPT thru LTC on the OER. See MILPER MSG NR 98-194 for details. Example: “Would serve Army best in CF/BR” or “Would serve Army best in CF/FA” OPMS XXI “Bible”, DA PAM 600-3, on PERSCOM Online under OPMS XXI

Senior Rater “Rating Philosophy” – Mission: Identify your best. – Develop “Rating Philosophy” and consider communicating it to rated officers. – Decide how to give ACOM’s based on performance and potential (not position). e

Po

bl ss i o

pr Ap

{

es

ach

• Give at least one to officers you believe to be a must select for promotion/command/school. and/or • Maximize ACOM’s on only the very best in your population.

– Plan ahead, think series of reports (number of times you will senior rate an officer); Use ACOMs Sparingly. • Trends occurring: – Many are giving COM’s to most rated officers’ on first rating followed by ACOM if deserved (exception: 1st OER on one of the best going before a board ). –

Most appear to be aiming at 1/3 ACOMs + or - depending on population (Remember, leave a cushion for unexpected rating situations).

SENIOR RATER TIPS •

Know your Population, e.g. How they perform, When they go before boards, When reports will be due.....…

•

Look Ahead, Establish a Plan, Develop rating philosophy based on “Center of Mass” norm -- Goal is 1/3 in Top Box, ensure Top Box is always less than 1/2

•

Review rating chains; combine small populations into larger groups where possible, allowing for a Broader View and a Better Comparison.

•

Consider Start-up Costs (1st 4 reports in each grade, only 1 ACOM)

•

Cannot Hold OERs Past 90 Days

•

Remember -- Lieutenants/WO1s are Profiled Separately (SR will have one Profile for 2LTs, one for 1LTs, and one for WO1s)

KNOW YOUR PROFILE AT ALL TIMES, Call PERSCOM to Verify, DSN 221-9660; CML(703) 325-9660.

SENIOR RATER TIPS Don’t Exaggerate • “A future GO”, “will be the best BDE CDR” (LT) • “One of the bright young officers upon who’s shoulders the future of Army Aviation rests.” (LT) • “In fact, skip CPT and promote to MAJOR.” (LT) • “If I could prove it is a LTC disguised as a LT.” • “Always promote and school early.”

Don’t Be Frivolous • • • • • •

“Eats taskings like candy.” “WIZARD of the GREAT NORTH.” “Gleam in his eye, fire in his belly.” “One of the top four studs in the BN.” “Midas touch of gold.” “This one officer justifies every dollar spent on recruiting.”

Don’t say: Concur with rater, 6+ Officer

Don’t Be Stupid • • • • • • •

Job description on 3 month OER “Military liaison for Santa's Workshop.” Check spelling (“top knotch, Ttrainer, wirter, Lieuteriants, assigne”). “He is ready to lead a platoon, promote to CPT.” “Concur w/rater.” “The rater has said it all.” “Top 1% of all LTs in the Army (marked Center of Mass) (large profile) “This LT is one of the top 2 I rate in the Bn.” (rates 2) “Clearly in the top 5% of the LTs I rate.” (small population)

SENIOR RATER’S PORTION - PART VII PART VII - SENIOR RATER a. EVALUATE THE RATED OFFICER'S PROMOTION POTENTIAL TO THE NEXT HIGHER GRADE

BEST QUALIFIED

FULLY QUALIFIED

b. POTENTIAL COMPARED WITH OFFICERS SENIOR RATED IN SAME GRADE (OVERPRINTED BY DA)

DO NOT PROMOTE

I currently senior rate______________officer(s) in this grade

OTHER(Explain below)

A completed DA Form 67-9-1 was received with this report and considered in in my evaluation and review YES NO (Explain in c)

c. COMMENT ON PERFORMANCE / POTENTIAL

ABOVE CENTER OF MASS

(Less than 50% in top box; Center of Mass if 50% or more in top box)

CENTER OF MASS BELOW CENTER OF MASS RETAIN BELOW CENTER OF MASS DO NOT RETAIN d. LIST 3 FUTURE ASSIGNMENTS FOR WHICH THIS OFFICER IS BEST SUITED. FOR ARMY COMPETITIVE CATEGORY CPT THROUGH LTC, ALSO INDICATE A POTENTIAL CAREER FIELD FOR FUTURE SERVICE.

SENIOR RATER’S PORTION - PART VII PART VII - SENIOR RATER I currently senior rate_______________officer(s) in this grade 16

a. EVALUATE THE RATED OFFICER'S PROMOTION POTENTIAL TO THE NEXT HIGHER GRADE

x

BEST QUALIFIED

FULLY QUALIFIED

DO NOT PROMOTE

OTHER (Explain below)

A completed DA Form 67-9-1 was received with this report and considered in my evaluation and review YES NO (Explain in C)

X

c. BULLET COMMENTS ON PERFORMANCE / POTENTIAL

HQDA COMPARISON OF THE SENIOR RATER'S PROFILE AND BOX CHECK AT THE TIME THIS REPORT PROCESSED

CENTER OF MASS RO: CPT BUCK, GEORGE 999999999 SR: COL SMITH 666666666 DATE: 98 07 18

CPT Buck is one of the best Captains I senior rate. I personally selected him from a group of carefully screened candidates to command an elite OPFOR rifle company. A consummate officer, CPT Buck leads by example, is soundly grounded on tactics and shares his soldiers’ sacrifices and challenges. Must select this combined arms warrior for Major and early attendance to CGSC.

TOTAL RATINGS: 17 RATINGS THIS OFFICER : 1

d. LIST 3 FUTURE ASSIGNMENTS FOR WHICH THIS OFFICER IS BEST SUITED. FOR ARMY COMPETITIVE CATEGORY CPT THROUGH LTC, ALSO INDICATE A POTENTIAL CAREER FIELD FOR FUTURE SERVICE.

Battalion S-3, Battalion Executive Officer, Brigade S-3; Would serve Army best in OPCF/11

SENIOR RATER’S PORTION - PART VII PART VII - SENIOR RATER I currently senior rate_______________officer(s) in this grade 16

a. EVALUATE THE RATED OFFICER'S PROMOTION POTENTIAL TO THE NEXT HIGHER GRADE

x

BEST QUALIFIED

FULLY QUALIFIED

DO NOT PROMOTE

OTHER (Explain below)

A completed DA Form 67-9-1 was received with this report and considered in my evaluation and review YES NO (Explain in C)

X

c. BULLET COMMENTS ON PERFORMANCE / POTENTIAL

HQDA COMPARISON OF THE SENIOR RATER'S PROFILE AND BOX CHECK AT THE TIME THIS REPORT PROCESSED

CPT Buck is one of the Top 3 Captains I senior rate. I personally selected him from a group of carefully screened candidates to command an elite OPFOR ABOVE CENTER OF MASS rifle company. A consummate officer with great command presence. CPT Buck leads by example, is soundly grounded in tactics and shares his RO: CPT BUCK, GEORGE 999999999 soldiers’ sacrifices and challenges. Outstanding warrior leader, whose educational background and personal desires indicate he would best serve the SR: COL SMITH 666666666 Army as an Information Systems Manager. Must select BZ for Major and DATE: 98 07 18 early attendance to CGSC. TOTAL RATINGS: 17 RATINGS THIS OFFICER : 2

d. LIST 3 FUTURE ASSIGNMENTS FOR WHICH THIS OFFICER IS BEST SUITED. FOR ARMY COMPETITIVE CATEGORY CPT THROUGH LTC, ALSO INDICATE A POTENTIAL CAREER FIELD FOR FUTURE SERVICE.

Division Automation Management Officer, Corps Staff AMO, Combat Service Support AMO; Would serve Army best in IOCF/53 d. LIST 3 FUTURE ASSIGNMENTS FOR WHICH THIS OFFICER IS BEST SUITED. FOR ARMY COMPETITIVE CATEGORY CPT THROUGH LTC, ALSO INDICATE A POTENTIAL CAREER FIELD FOR FUTURE SERVICE.

Battalion S-3, Division Automation Management Officer, Corps Staff AMO; Would serve Army best in IOCF/53

IMPACT of COM OERS – Center of Mass File is different from a Center of Mass Report (many ACOM officers have COM reports). However, having all COM reports places an officer at risk. – Most officers have received at least one COM (Over 92% of all CPTs; 87% of all MAJs; 85% of all LTCs). These figures continue to rise. – A COM OER, by itself, is not a killer; all boards select officers with at least one COM report; over 18,000 selected so far (many of those had multiple COMs). – Most of those who are successful will have a mix of ACOM and COM OERs, but some ACOMs in key jobs (BQ) are a must. Spikes in file are essential. – Receiving all COM OERs will place you at risk beyond promotion to Major. – Board results indicate officers with a mix of ACOMs and COMs are competitive to LTC. – Enthusiastic, but not overexaggerated, narrative, often differentiates among COM reports.

OER Trends 67-9 BG COL LTC MAJ CPT 1LT 2LT CW4 CW3 CW2 WO1

ACOM 268 5241 14214 21845 33462 18194 3382 2105 4638 8263 947

COM 361 8729 21893 34202 56920 31893 11187 4077 8577 14554 2747

TOTAL

112559

195140

BCOM-R BCOM-DNR Not Eval 0 0 13 21 13 260 68 30 482 123 74 491 336 287 777 280 212 189 133 112 14 6 2 80 19 16 124 87 82 157 6 21 6 1079

849

2593

Total 642 14264 36687 56735 91782 50768 14828 6270 13374 23143 3727

% ACOM 42.6 37.4 39.3 38.8 36.8 36.0 22.8 34.0 35.0 35.9 25.5

312220

36.4

“Vast Majority of OERs arriving at DA are Center of Mass”

What are success rates with COM for promotion? CPT Board Recessed 21 Nov 00 (Avg. 2.1 per file) (Selected 3089 w/ 67-9)

LTC Board Recessed 28 Mar 01 (Avg. 3 per file) (Selected 1210 w/ 67-9)

– 87% had at least one COM

– 71% Selects had at least one COM

– .4% No New OER

– BQ Position - 47% Selects had at least one COM

– 1701 Selects had two or more COM

– 472 Selects had two or more COM

MAJ Board Recessed 15 May 01 (Avg. 3.6 per file) (Selected 1629 w/ 67-9) – 80%(1309) Selects had at least one COM – BQ Position - 54% Selects had at least one COM – 52%(853) Selects had two or more COM

• 283 Selects had 3 COM • 93 Selects had 4 COM • 9 Selects had 5 COM • 1 Select had 6 COM

• 139 Selects had 3 COM

• 28 Selects had 4 COM • 4 Selects had 5 COM

What are success rates with COM for promotion? under d r a o B I First S XX M P O

COL Board Recessed 28 AUG 01

Operations (Avg. 4.1 per file) (Selected 340 w/ 67-9)

Operational Support (Avg. 3.9 per file) (Selected 66 w/ 67-9)

– 72% Selects had at least one COM

– 71% Selects had at least one COM

– 37% Selects had two or more COM

– 28% Selects had two or more COM

• 30 Selects had 3 COM

• 3 Selects had 3 COM

• 10 Selects had 4 COM

• 2 Selects had 4 COM

• 2 Selects had 5 COM Institutional Support (Avg. 3.9 per file) (Selected 41 w/ 67-9)

Information Operations (Avg. 4 per file) (Selected 24 w/ 67-9)

– 72% Selects had at least one COM

– 75% Selects had at least one COM

– 17% Selects had two or more COM

– 38% Selects had two or more COM

• 1 Select had 3 COM

• 1 Select had 3 COM • 1 Select had 4 COM

Managed Profile Technique • Senior Rater checks One Box • DA Label: reflects box check, or comparison of box check to profile(if top box) • Top Rating Dependent on Profile b. POTENTIAL COMPARED WITH OFFICERS SENIOR RATED IN SAME GRADE (OVERPRINTED BY DA)

ABOVE CENTER OF MASS (Less than 50% in top box; Center of Mass if 50% or more in top box)

HQDA COMPARISON OF THE SENIOR RATER'S PROFILE AND BOX CHECK AT THE TIME THIS REPORT PROCESSED

ACOM or COM or BCOM

CENTER OF MASS RO: COL BUCK, GEORGE 999999999 SR: LTG SMITH 666666666

BELOW CENTER OF MASS RETAIN BELOW CENTER OF MASS DO NOT RETAIN

DATE: 98 07 18 TOTAL RATINGS: 20 RATINGS THIS OFFICER : 2

Managed Profile RULE #1

SENIOR RATER BOX b. POTENTIAL COMPARED WITH OFFICERS SENIOR RATED IN SAME GRADE (OVERPRINTED BY DA)

ABOVE CENTER OF MASS

LABEL HQDA COMPARISON OF THE SENIOR RATER'S PROFILE AND BOX CHECK AT THE TIME THIS REPORT PROCESSED

(Less than 50% in top box; Center of Mass if 50% or more in top box)

x

CENTER OF MASS CENTER OF MASS RO: COL BUCK, GEORGE 999999999

BELOW CENTER OF MASS RETAIN

SR: LTG SMITH 666666666 DATE: 98 07 18 TOTAL RATINGS: 20

BELOW CENTER OF MASS DO NOT RETAIN

RULE #2

SENIOR RATER BOX b. POTENTIAL COMPARED WITH OFFICERS SENIOR RATED IN SAME GRADE (OVERPRINTED BY DA)

ABOVE CENTER OF MASS (Less than 50% in top box; Center of Mass if 50% or more in top box)

CENTER OF MASS

RATINGS THIS OFFICER : 2

LABEL HQDA COMPARISON OF THE SENIOR RATER'S PROFILE AND BOX CHECK AT THE TIME THIS REPORT PROCESSED

BELOW CENTER OF MASS RETAIN RO: COL BUCK, GEORGE 999999999

x

BELOW CENTER OF MASS RETAIN

SR: LTG SMITH 666666666 DATE: 98 07 18 TOTAL RATINGS: 20

BELOW CENTER OF MASS DO NOT RETAIN

RATINGS THIS OFFICER : 2

Regardless of profile

Managed Profile Top block check gets ONE of two labels... Process at DA

* [3] [17]

PROFILE IS

[0] [0] [20]

TOTAL

b. POTENTIAL COMPARED WITH OFFICERS SENIOR RATED IN SAME GRADE (OVERPRINTED BY DA)

x

HQDA COMPARISON OF THE SENIOR RATER'S PROFILE AND BOX CHECK AT THE TIME THIS REPORT PROCESSED

ABOVE CENTER OF MASS RO: COL BUCK, GEORGE 999999999 SR: LTG SMITH 666666666 DATE: 98 07 18

ABOVE CENTER OF MASS

TOTAL RATINGS: 20

(Less than 50% in top box; Center of Mass if 50% or more in top box)

RATINGS THIS OFFICER : 2

CENTER OF MASS

BELOW CENTER OF MASS RETAIN BELOW CENTER OF MASS DO NOT RETAIN

Process at DA PROFILE IS

* [10] [10] [0] [0]

TOTAL

[20]

HQDA COMPARISON OF THE SENIOR RATER'S PROFILE AND BOX CHECK AT THE TIME THIS REPORT PROCESSED

CENTER OF MASS RO: COL BUCK, GEORGE 999999999 SR: LTG SMITH 666666666 DATE: 98 07 18 TOTAL RATINGS: 20 RATINGS THIS OFFICER : 2

RULE # 3 - Top block check labeled "above center of mass" when... - profile is less than 50% in top block - Board sees only label and narrative

RULE # 4 - Top block check labeled "center of mass" when... - profile is equal to or more than 50% in top block - Board sees only label and

MANAGED PROFILE Reinforcing Rules

•

First single Top Box at a given grade will generate ACOM label at DA, regardless of profile

•

Can’t mention box check in the narrative

•

Can only Restart in a grade with your SR’s permission and after 3 reports in that grade have been processed at DA

Don’t Misfire • • • •

More painful to get on track with credible profile No Brainer - Board sees only a COM label Rated Officer thinks you lied - INTEGRITY Rating chain gets involved - Pain and Embarrassment – DISCIPLINE MEMO FOR SENIOR RATERS WHO FAIL TO DISCHARGE THEIR RESPONSIBILITY • SENT Thru - RATING CHAIN • CSA to GENERAL OFFICERS • CG PERSCOM to COLs AND BELOW

– Annotated on 67-9-2 - filed in SRs OMPF and hard copy before Selection Boards •Senior raters support. - 8264 senior raters; 12 MISFIRES to date.(ACOM box checks which produced COM labels) - Initial phase where all senior raters are contacted prior to processing a potential MISFIRE, has helped educate senior raters.

OER's By Senior Rater

Senior Rater:

State UT

Unit :

To Senior Rater: Please make corrections to these OERs as requested below then fax, mail or email your response by the suspense date. The Personnel Division, ARNG, is providing this report to assist you in correcting your misfires. A misfire occurs when the senior rater categorizes more officers of a given rank as ACOMs (Above Center Of Mass) than allowed by regulation. ACOMs may only account for 49% or less of the total number of rated officers of that given rank, per Department of the Army Regulation 623-105. A maximum of one ACOM may be awarded for four or fewer officers being rated per rank. Name

Rank SSN Checked Change ACOM COM BCOM_R BCOM_NR Action Received Status CW2 528575659 COM COM 0 1 0 0 None 19990618 Completed CW2 528158210 COM COM 0 2 0 0 None 19991129 Completed Current number of ACOM, COM(and lower) 0 2 Maximum number of ACOMs allowed; 1 Senior Rater: The number of the ACOMs listed above that should be changed to COM (or lower) 0 CW3 528948215 ACOM CW3 528948215 ACOM Current number of ACOM, COM(and lower) Maximum number of ACOMs allowed;

ACOM ****

1 2 2 1

0 0 0

0 0

0 0

None None

19990820 Completed 20010323 Profile

Status Column Key: EXAMIN: Report is with Examiner; PROFILE: Calculation of Senior Rater Profile not complete; REVIEW: Changeable; COMPLETED; Profiled Report cannot be changed; REJECTED: Duplicate report or OER returned due to error; Senior Rater: Please respond as follows if changes are requested above: 1) Email your name, state, ssn, and for each OER to be changed Name(Rated Officer's), rank, SSN, new OER category(ex. COM) and thru date. example: Rater: Ray Ratesemhigh, 123-45-6789, PA. Please change Sam Shorttimer, CW4, 234-56-7890, for period thru 1999/12/15 to COM. Please email to [email protected]. If you have questions call Mike Fowler at 703-607-9123 or DSN 327-9123. or 2) Annotate this form changing the OER by CLEARLY marking through the incorrect ACOM and CLEARLY writing in the correction(COM etc). Please sign and date this form then either fax to 1-703-607-7184 or DSN 327-7184 attn:ARP-C(Mike Fowler) or mail to the National Guard Bureau, 111 S. George Mason Drive, ARP-C(OER Section - Mike Fowler), Arlington, VA 22204 SIGNATURE REQUIRED(for faxed or mail responses):_________________________________________ Title:____________ Date:__________

SMALL POPULATION/ SMALL PROFILE SELECTION BOARD INSTRUCTIONS: (1) Check Box in VIIa - same grade in population (3 OR LESS = Small Population) (2) Check DA label: “Total Ratings”&“Ratings this Officer”

(5 or less = Small Profile) (3) Focus on “Narrative”- VIIc (4) **Remember: Norm will be “Center of Mass” PART VII - SENIOR RATER

1

a. EVALUATE THE RATED OFFICER'S PROMOTION POTENTIAL TO THE NEXT HIGHER GRADE

x

FULLY QUALIFIED

BEST QUALIFIED

DO NOT PROMOTE

I currently senior rate_______________officer(s) in this grade OTHER

(Explain below)

A completed DA Form 67-9-1 was received with this report and considered in my evaluation and review

HQDA COMPARISON OF THE SENIOR RATER’S PROFILE AND BOX CHECK AT THE TIME THIS REPORT PROCESSED

CENTER OF MASS RO: CW3 BUCK, GEORGE

SR: LTC SMITH

666666666

DATE: 98 07 18

TOTAL RATINGS: 1

RATINGS THIS OFFICER: 1

999999999

xYES

NO (Explain in C)

c. NARRATIVE COMMENTS ON PERFORMANCE / POTENTIAL

CW3 Buck is the most outstanding warrant officer I have ever served with. He has earned the respect and trust of every commander in the brigade. Particularly noteworthy was his contribution to the warfighting ability of the battalion and brigade by keeping the M2 Bradley Fighting Vehicles operationally ready. His fellow technicians acknowledge him as the best technician in the division. He is a soldier and leader first, and maintains those skills at a level that equals his technical acumen. CW3 Buck has the ability to meet any challenge. Promote below the zone to CW4. A future CW5. d. LIST 3 FUTURE ASSIGNMENTS FOR WHICH THIS OFFICER IS BEST SUITED. FOR ARMY COMPETITIVE CATEGORY CPT THROUGH LTC, ALSO INDICATE A POTENTIAL CAREER FIELD FOR FUTURE SERVICE.

DIV Maintenance Officer, TRADOC Instructor, CASCOM Doctrine writer

OER BATCH PROCESSING • Batch processing at PERSCOM----: Arrive on same day From same senior rater In same grade

SAME PROFILE

2 EXAMPLES : Profile = 2 in top box; 4 in second box. Senior rater is forwarding 2 top box reports to PERSCOM...... Both arrive on the same

day:

- Profile becomes 4 in top box; 4 in 2d box.

Process on separate

days:

- Profile on 1st: 3 top box; 4 in second - Top box less than 50%-- ACOM label

- Top box on both not less than 50%; - Both receive “COM” label

- Profile on 2nd: 4 in top box; 4 in second - Top box not less than 50%-- COM label

Cannot Hold OERs Past 90 Days Perception - Its OK to hold reports past suspense in order to sequence

• No! Over 1 Year into system, profiles should be established, Boards beginning to question.

• 90 days to submit reports to DA -- Required by Regulation. • Late Statistics Report by name (Senior Rater) to field, Beginning 1 April.

Commanders are responsible for the integrity of the OER System

NEW SENIOR RATER PROFILE REPORT DA FORM 67-9-2

A. NAME

SENIOR RATER PROFILE REPORT OFFICER EVALUATION REPORTING SYSTEM FOR USE OF THIS FORM, SEE AR 623-105; PROPONENT AGENCY IS ODCSPER B. SSN C. RANK D. DATE OF REPORT

CURRENT OER PROFILE ACOM COM

COM

BCOM RETAIN

BCOM DO NOT RETAIN

PROFILE HISTORY Total Ratings

1st Block COM

Total Ratings

% ACOM

COL LTC MAJ

Sent to Senior Raters Annually

CPT 1LT

Available upon request anytime

2LT CW5 CW4 CW3 CW2 WO1 DA FORM 67-9-2 1 NOV 97

Filed in Senior Rater’s OMPF

GI POINTS OF CONTACT

OER Processing Questions, Senior Rater Profile Questions: SPC Nichole Bonham, 523-4902 Officer Records: SFC Kent Bingham, 523-4547 SSG Brian Schiele, 523-4543 Officer Policy & Branch Management: MAJ Brian Young, 523-4940 MAJ Bryce Taggart, 232-9290