HRC will serve as the final adjudicator, but the units' input combined with the officer's skill set are large parts of the assignment decision process. If you got 'em, they can be shared by using the form below. The current OER character/ line boundaries are (approximately): Rater (for Field Grade OERs): o Character4 lines/ @61 words Closing. 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. 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. Army Regulation 614-100, Officer Assignment Policies, Details, and Transfers, offers detailed insight on assignment policies. 2018 with issuance of Army Directive 2018-07-8. Use plain bond paper and the official memorandum format. This will give them an idea of their future opportunities. If possible, these additional positive attributes should overlap with or complement your main assertion. The Master Sergeant apparently thought we were assigned to his work detail and blasted us with insults and even put his hand on SPC Morrison's shoulder as if he was going to arrest him. 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. dl- Character (Adherence to Army Values, Empathy, and Senior leaders play a critical role in managing talent across the organization, and your reputation will make the difference during the process. LCpl Trejo was soon promoted to Corporal, then shortly met me at the rank of Sergeant, and eventually being promoted to his current rank of Staff Sergeant. 2. (Rated officer's signature verifies officer has seen completed OER Parts I-VI and the administrative data is correct) al. SUPERSEDED DA FORM 67-10-2, 11/01/2015. o performed at a level above the normal call of duty; produced exemplary results. He has never been in trouble before or involved in any kind of altercation. It's a pain in the ass, and nobody reads them, but you have to do them. Ask your co-workers too. Based on my experience and observations working alongside of SSgt Trejo, I highly recommend him for retention in the United States Marine Corps. This article was published in the July-August 2018 issue of Army Sustainment magazine. My name is SSG Wayne and I am SPC Morrison's supervisor. The DA Form 67-10-2 evaluates an applicant's ability to perform duties and assesses their character. Feel free to use these as a template for doing your own. What is the form number OER for Company grade officers? To me the rater and senior rater are there to make sure the self evaluation stays honest. HELP! MSAF information was a data point collected on DA Form 67-10 series OERs dated Nov 2015. If you are called on to write a character statement on someone's behalf, make sure what you write is 100% factual. To contribute examples, enter them below. Spend some time thinking this through so that you can come up with material that will cast doubt on the charges. Put first things first, and place your efforts on the immediate next step of getting promoted to lieutenant colonel. If you would like for me to elaborate prior to your final decision, I would sincerely appreciate the opportunity to speak further on CW3 Texas-Ranger's behalf. 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). #3) Be descriptive, both qualitatively and . (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. For the most part, an officer's immediate advocates should be from his or her current chain of command. As a point of clarity, units and officers must understand that vacancies do not equate to validated fills. Contact editor@armywriter.com Disclaimer, non-confrontational, calm, patient, cooperative, dependable, thoroughly follows instructions, fair, competent leader, responsible, mature, good listener, good communicator, counselor, determined, driven, persevering, diligent, works independently, without supervision, has initiative, involved, invested, committed, loyal, devoted. Examples can be posted by using the form below. He does so without question. Get some sleep. At the conclusion of your Army career, your family is going to remain the most important aspect of your life. HRC intends to publish responses, which PPTO will forward when available. My Name is SFC Ryan P. Fasano. If you have any questions or concerns, or if I can be of further assistance, I can be reached at DSN 123-4567. An effective character statement focuses on specifics. The documents hosted in the ACO Learning Center come from various sources. The Ultimate Field Grade Officer Survival Guide. Academic Evaluation form. CW3 Texas-Ranger and I were never assigned to the same section at either location. Bottom third officers are at risk for having promotion denied and basically have no chance of selection for battalion command. Organizations should communicate routinely with their assigned account managers in order to effectively influence the process. Since assuming command, CPT Holmes improved morale by developing an effective rewards program resulting in 15 Achievement Medals, 8 Driver's Badges, and numerous coins and COA's. nature (e.g. EMAIL ADDRESS (.gov or .mil) . At that time, SSgt Trejo was a Lance Corporal and played a key role in the success of RSS Brooklyn. . Could it be possible that an examination of each services documentation process could lead to a better format? Platoon Sergeant, FROM: GUNNERY SERGEANT DEKINDEREN, TODD M. 1271676243/1833 USMC, SUBJECT: CHARACTER STATEMENT FOR STAFF SERGEANT TREJO, MARIO Contributions are moderated and will not show up until reviewed. His commitment to our mission was something he held near and dear to his heart. The way officers perform far outweighs their assigned positions. Provide rater and senior rater support forms. SSG Deleon displayed an unmatched work ethic. 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. We need more examples. Reference Army Regulation 623-105. Family considerations should carry enormous weight during the assignments process. My most humble request is that you allow him to continue service. If you are asked to write a character statement, don't worry if you can't write well. Ask the subject of the character statement if they have any information that could help project a positive image such as a list of accomplishments, organizations that he or she belongs to, or any other relevant information. Hard work is only part of achieving your goal; developing a solid network is another. As a recruiter assistant who was not formally trained, LCpl Trejo outshined many certified Marine Corps Recruiters (8411s). Open communication will enhance the process immensely. !! November 8, 2021. by Ashley Welte. The number one rule is that as your performance changes, so should your future goals. 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. One of HRC's goals is to ensure complete transparency during the assignments process. Officers must understand how their assignment officers assess them in relation to their peers. 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. Please contact me if you have any questions or concerns. He is one of the most calm members of our work center. He is one of our best troops and I would not hesitate to recommend him for retention and promotion. 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. Since, traditionally "companies" are commanded by captains and assisted by lieutenants serving as their executive officers (second-in-command) and platoo. SSG Deleon had always demonstrated the highest level of integrity and never acted as someone who would violate his position of trust. 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. Initial Field Grade Counseling. Body. Witnessing CW3 Texas-Ranger s superior leadership and mentorship qualities in such a diverse environment, certainly groomed me into the Leader I am today. top 1%, 3%, 5%, etc. Because he or she is being judged by strangers who don't know him, character statements will be required for his defense. I have the opportunity to work with SPC Smith when I provide nurse coverage for the ground transportation of patients in the aerovac system. All officers need an advocate to portray their narrative during the assignment process. SHARP, EO, and EEO. However, I must note that SPC Smith was not the cause those conflicts. You can't do it all yourself. The important thing is that you cared enough and took the trouble to write. As an officer's performance changes, so does the five-year plan. I call upon him frequently during unit PT sessions to assist others with their running and endurance. Field Grade Officers (O-5 through O-6): To achieve O-5 takes approximately 16 to 22 years time-in-service. AR 623-3. ch 1-8 Standards of Service. o Incorporates Army Directive 2015-11, Unmasking of Army Officer Evaluation 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. An assignment at the Army Human Resources Command (HRC) is an incredible opportunity for officers and enlisted personnel to learn how the Army executes personnel processes. Provides an overview of the new Army regulation, citing paragraphs and page numbers in the regulation. Provide narrative comments which demonstrate performance regarding field grade competencies and attributes in the Rated Officer's current duty position. I know SGT Jones has dedicated her life to the Army is an integral part of it. The nomination process begins with notifying the brigade commander and the selected officer about a nominative assignment. It must directly describe traits that support the person's character and counters the alleged bad behavior. What are the best practices for VA Benefits? These documents will provide the rated Soldier essential rating chain direction and focus to aid in developing his or her support form. 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. ASF Admin/Occupational Health Element Chief Officers projecting five-to-10 years into the future tend to lose sight of the criticality of their current performance, which jeopardizes growth potential. 45-https://armypubs.army.mil The MSAF programs was eliminated June 08. If an Officer just received a negative OER, it is advisable to retain a military lawyer to assist with an appeal. Officers' personal assignment considerations are the last aspect in the assignments process. For example, a central theme of respect for authority and a natural willingness to follow orders would be supported by additional positive attributes of dedication to duty, an understanding of the need for order, and a positive attitude. SFC, USA Writing an OER support form. thank you Sir!! Your statement will represent both you and the subject and its appearance will have some influence. An honest self evaluation is often more useful than the "what I observed of you" style evaluations. While these are effective and canonical definitions, there was just more I expected. Middle third officers may have a chance for joint opportunities and some nominative opportunities. 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. - Leads. 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 Army has plenty of assignment opportunities other than brigade combat teams, and these opportunities need solid performers. Stephen R. Covey's book "The 7 Habits of Highly Effective People" highlights a principle that is one of the most underrated by field-grade officers. His technical prowess was steadfast and contributions to the G6 team guaranteed overall mission accomplishment. Contributions are moderated and will not show up until reviewed. Unfortunately, it presents the impression that a senior rater's evaluation of an officer is based in large part upon (1) rater's OER comments & suggested senior rater comments, plus (hopefully) an OER support form that was not crammed together at the end of the rating period simply for evaluation purposes, (2) informal verbal comments from . (Adherence)to)Army)Values . Secondly, a major must actively establish a reputation as a field-grade officer and pursue KD opportunities immediately. The transition process can be stressful on everyone; however, if these identified aspects are taken into consideration, friction will be reduced. Officers are encouraged to start expanding their networks early in their careers to achieve their goals. This group of officers is targeted for areas that allow more opportunities to strengthen their files. In most cases, one OER can separate officers in the top third from those in the middle third. Covey's third principle, which he calls "put first things first," helps leaders to discern urgency from importance. In addition to limiting promotion potential, a negative OER can trigger the Army Officer Elimination process.. (3) (b) The rater will ensure that the rated officer or rated NCO receives a copy of the rater's and senior rater's support forms. I know of a couple of conflicts with his coworkers/peers. 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). Each officer has a specific YMAV or DEROS that identifies when they are eligible to move. I encourage officers to perform well regardless of the assignment, and to trust the organization to keep them on a path of progression. They have a total of 22 years in Major key development positions . HRC wants to nominate officers who desire the positions and have the right skills for those positions. DA Form 2166-8 for NCOER DA Form 2166-9-1A. SPC Smith always maintains a very high standard of dress and appearance. I supervise the Headquarters section of the G-3 consisting of two Noncommissioned Officers and one junior Marine. Combat training center and joint assignments represent the next target. I am positive that he will thoroughly think things through and never make another decision without basing it off of our core Army Values. DA Form 67-10-2. 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. | 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.