Assignment officers need time to work on special circumstances that require external coordination, such as by-name requests, nominations, and accommodations for enrollees in the Exceptional Family Member Program, and Married Army Couples Program. 4. Medical support, educational interests, or exploration opportunities are all worth consideration. SUBJECT: Character Statement for SPC Joe J. Smith. I am SSG Ricky Bobby and am writing on behalf of CW3 Walker Texas-Ranger. They just want to get an idea of the person's history so that they can make a fair decision based on the evidence. The important thing is that you cared enough and took the trouble to write. Contributions are moderated and will not show up until reviewed. I am aware of the punishment that SGT Jones could be given. O-6s typically attend the Army War College. List incidents that you observed where he accepted orders or even punishment without argument. I know of a couple of conflicts with his coworkers/peers. 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. Hard work is only part of achieving your goal; developing a solid network is another. This is important. # 1: S4 Officer top 1%, 3%, 5%, etc. The same applies to outstanding performance. Theoretically, each assignment officer will touch approximately 68 percent of their assigned population over a span of two years. Being promoted to lieutenant colonel is definitely indicative of a successful career. Contributions are moderated and will not show up until reviewed. The documents hosted in the ACO Learning Center come from various sources. !! o motivated and challenged peers through leadership by example. I first met CW3 Texas-Ranger in August 2004, when he served as an AIT Drill Sergeant at Ft. Gordon, GA. CW3 Texas-Ranger was never assigned as my Drill Sergeant or Senior Drill Sergeant. I am aware of the discharge proceedings against SPC Smith. My name is Capt Mary Bella and I am writing on behalf of SPC Joe J. Smith. OER Commons, an online repository for open education resources, is now hosting the tool and its resulting evaluation data. Assignment officers typically serve on the desk for two years or four assignment cycles. For these reasons, it is my humble recommendation that CW3 Texas-Ranger is advanced to CW4. No choice when you have to rate / are rated by someone you don't even know. Rate free field grade oer support form example. What's outrageous is that we are still outraged and we pretend it shouldn't happen. He completes all tasks I ask of him and has often shown initiative and motivation with other tasks. Officers are encouraged to start expanding their networks early in their careers to achieve their goals. Body. RATED SSN . He was not afraid to admit when he lacked knowledge of certain procedures or tasks; knowing I had the most experience on the trail in our company, SSG Deleon would come to me for guidance or advice to ensure he didn't look unprofessional in front of the Trainees. Size:60.77 KB. However, I do not believe the fullest extent of the law should be applied when determining her final punishment. SSG Deleon displayed an unmatched work ethic. Leading includes inspiring others to take the journey with you. I remember one incident that illustrates his non-confrontational nature. He is easily in the top three junior NCOs that I have had the pleasure of working with. 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. Rater Responsibilities. Provides an overview of the new Army regulation, citing paragraphs and page numbers in the regulation. I know SGT Jones has dedicated her life to the Army is an integral part of it. 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 documents hosted in the ACO Learning Center come from various sources. Footnotes. 43. Expressing a willingness to go further in defense of the subject by providing a phone number or offering to show up at any hearing will double the letter's effectiveness. 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. dl- Character (Adherence to Army Values, Empathy, and Thanks! He was always well groomed and his uniforms were always Inspection Ready. Senior leader involvement in the talent management process encourages officers to build a solid reach-back network. Get some sleep. 4.3. One day, as SPC Morrison and I were walking back to the barracks after working all day during a base cleanup detail, we were stopped by a Master Sergeant we didn't know who accused us of shirking our duties. What is the form number OER for Company grade officers? Happens frequently in the TPU. The Ultimate Field Grade Officer Survival Guide. Assuming that you are the rater and not senior rater keep in mind that you are charged with only rating the officers performance during the last rated period. Provide narrative comments which demonstrate performance regarding field grade competencies and attributes in the Rated Officer's current duty position. FIELD GRADE PLATE (04 - 05; CW3 - CW5) OFFICER EVALUATION REPORT . Assignment officers exist to ensure the Army is represented accurately and to match the right officer with the right assignment. The first sentence should state your overall opinion of the subject and everything else written should support that statement. The Army rolled out a new support form. Some of these are more obvious than others, but some are not so much. I am fully aware of the severity of SSG Deleon's actions. All officers are leaders, regardless of duty position. Ask your co-workers too. My name is SSG Smith and I am writing on behalf of SGT Jones. SSG Deleon had always demonstrated the highest level of integrity and never acted as someone who would violate his position of trust. " You are fair and treat everyone in the office as an equal. Career Field Designation Boards are being conducted annually, promotion and selection boards are being conducted by career field, some concerns over the Officer Evaluation Report have been addressed, and time in branch qualification positions for majors and associated stability is at an all time high. This debunks the myth of the so-called "accepted population.". Your narrative is important, and developing a proper network will aid in transmitting your goals and desires. 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. 3. Middle third officers may have a chance for joint opportunities and some nominative opportunities. 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). 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. Ensuring family peace is an enduring priority. 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. HELP! An effective character statement focuses on specifics. 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. SSgt Trejo is an outstanding leader and I would be honored to serve with him again. Each officer has a specific YMAV or DEROS that identifies when they are eligible to move. Performance is everything. 15 Rater Assessment: Field Grade Form Narrative comments focused on performance in line with field grade competencies and attributes Limited to 5 lines of text Performance based assessment; no comment on potential d2. I understand that he must be held accountable for his actions and punishment will be administered. $84 million contract awarded for Excalibur replenishment, Army initiates corrections to criminal database, Army officer part of newly resumed cooperation for International Space Station, Chief Warrant Officer 3 Sarah Stone is just one of four, Army CIO speaks at Army Europe and Africa 2022 Cybersecurity Summit, Transcript: Media Roundtable with Mr. Douglas Bush, ASA for AL&T, July 27, 2022, Transcript: Media Roundtable with Dr. Raj Iyer, Army Chief Information Officer, and LTG John B. Morrison, Jr., Army Deputy Chief of Staff G-6 June 09, 2022, Army Inspector General starts New Soldier Experience inspection, Vietnamese-American service members parallel paths to the American dream, Bengali chief warrant officer finds the American dream through serving, U.S. Army STAND-TO! 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. NAME:! Top third officers are on track for promotion and will compete extremely well for battalion command. Contact editor@armywriter.com Disclaimer. SSN#(or#DOD#ID#No.)! The nomination process begins with notifying the brigade commander and the selected officer about a nominative assignment. In the interest of helping all you young officers out there, (who will eventually spend the best years of your life in uniform, only to get passed over just before you have enough time to retire (seen it . Covey's third principle, which he calls "put first things first," helps leaders to discern urgency from importance. Report) to DA Form 67-10-4 (Strategic Grade Plate General Officer Evaluation Report) (para 1-1). HELP! Although we have screened every document for quality control, there likely exist errors in content and typography. Talent management encompasses multiple data points so that leaders can make the most informed organizational decisions. HRC will continue to move personnel in predefined cycles, and senior leaders must not shy away from being involved in the process early. DA FORM 67-10-2 - Example Your approach of embracing change and adapting to changing work situations encourages others to do the same. Recently, HRC held a virtual town hall, and many comments focused on this issue. Often officers place a high priority on joint assignments; however, there are risks associated with receiving jobs for which only "the best" are assigned. SPC Smith always maintains a very high standard of dress and appearance. Assignment officers, on the other hand, are responsible for locating the right officer available to fill the identified vacancy. The MER is the unit's best opportunity to submit formal input into the process. His commitment to our mission was something he held near and dear to his heart. Our state browser-based blanks and crystal-clear recommendations eliminate human-prone errors. To me the rater and senior rater are there to make sure the self evaluation stays honest. We need more examples. Field Grade Officers (O-5 through O-6): To achieve O-5 takes approximately 16 to 22 years time-in-service. LT Smith security mission was responsible for securing 25 square miles of land and enabling the first . Every officer matters to the continued success of our organization. Purpose: Provides evaluation information for use by successive members of the rating chain, emphasizes and reinforces professionalism, and supports the specialty focus of Officer Professional Management System (OPMS). If you got 'em, they can be shared by using the form below. Communicate with your assignment officer routinely, especially if you are in the cycle to move. Feel free to use these as a template for doing your own. SUPERSEDED DA FORM 67-10-2, 11/01/2015. Thanks! Although I was not his direct supervisor, I worked closely with him for over 16 months. Despite numerous TDYs and dozens of uses, she has never misused her card before this instance. 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). Organizational leaders must understand that the assignments process essentially starts at the unit level. Examples can be posted by using the form below. This came as quite a surprise to me and definitely caught me off guard. This system allows officers the opportunity to market themselves by adding skills and experience that may enhance the gaining units' mission accomplishment. Size:80.42 KB. 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. You must justify through detail why you think an officer deserves an outstanding rating. They have a total of 22 years in Major key development positions . He is one of the most calm members of our work center. DA Form 2166-8 for NCOER DA Form 2166-9-1A. I feel certain that our Section Chief would agree. From an assignments perspective, the goal is to match the right skills and experiences to the right position. I am going to make some assumptions here based on the question and it being the first using the field grade OER template. An evaluation philosophy accomplishes three goals. My name is SSG Wayne and I am SPC Morrison's supervisor. This will suggest to the reader that the incident was a one-time, out-of-character act, not likely to be repeated. Nevertheless, a large percentage of officers assume that if they do not receive KD opportunities as a support operations officer or battalion executive officer, promotion failure is guaranteed. Once a space is open and a validated requisition is created, it is up to the assignment officer to find the best qualified officer. His technical prowess was steadfast and contributions to the G6 team guaranteed overall mission accomplishment. Middle third officers are on track for promotion but will not compete as well for battalion command. I supervise the Headquarters section of the G-3 consisting of two Noncommissioned Officers and one junior Marine. I had the opportunity to get to know SGT Jones as a peer and as a friend. Officers may have promotion to lieutenant colonel basically locked, but the probability of being selected for battalion command may be lower.

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