OFFICER EVALUATION SYSTEM - Angelfire
OFFICER EVALUATION SYSTEM
TSP BC-01-12
Action
Discuss and Understand the Officer Evaluation Function of the Military Personnel System
Conditions
Given a guided discussion in a classroom with the following:
AR 623-105: Officer Evaluation Reporting System (Oct 97)
DA Pam 623-105: The Officer Evaluation Reporting System “In Brief” (Oct 97)
AR 623-1: Academic Evaluation Reporting System (Mar 92)
DA Form 67-9: Officer Evaluation Report
DA Form 67-9-1: Officer Evaluation Support Form
DA Form 67-9-1a: Junior Officer Development Support Form
DA Form 67-9-2: Senior Rater Profile Report
DA Form 1059: Academic Evaluation Report
Standard / Objectives
Understood the Officer Evaluation System (OES)
Knew the policies and rules governing the Officer Evaluation Reporting System (OERS)
Understood the Officer Evaluation Redress Program
Outline
Introduction
Rating Chain
Evaluation Forms and Preparations
US Army Reserve (USAR) Evaluations
Army National Guard (ARNG) Evaluations
Officer Evaluation Redress Program
Supplemental Data
Links On Web
Commander’s Toolbox
Questions
Introduction
Principles of support
Evaluate Performance and Potential of warrant officer thru major general in peace time and in war
Support the Army’s personnel life-cycle function of professional development
Introduction
Standards of Service
The Officer Evaluation System(OES):
IDs personnel best qualified for promotion
IDs personnel to remain on active duty
IDs personnel to separate / eliminate
Introduction
Standards of Service
Three evaluation types under OES:
Duty: the Officer Evaluation Report
School: the Academic Evaluation Report
DA Evaluation: Board + Personnel System
Introduction
Officer Evaluation Reporting System
Subset of the OES
Structure:
Allows rater to give shape to rated officer’s performance
Provides Chain of Command evaluation of officer’s performance and potential
Provides information to DA for use in making personnel decisions***
Introduction
Officer Evaluation Reporting System (OERS)
Subset of the OES
Structure:
Encourages officer professional development***
Introduction
OERS Process:
Sets objectives to support organization’s mission
Review / update objectives to meet current needs
Promote performance-based counseling
Evaluate performance
Assess potential
Ensure fair and just review of the process
Rating Chain (Policy)
The rating chain must correspond as nearly as practicable to the chain of command and supervision within an organization, regardless of component or geographic location
They will be established by name, given effective dates, published, and distributed to each rated officer and member of the chain
Changes will also be published and no changes may be retroactive
Rating Chain
Rated Officer - YOU
Rater - Company Commander / Sr. Staff Officer
Intermediate Rater - ??? / BN XO
Senior Rater - Battalion Commander
Elements of the Evaluation
Performance
What have you done for me lately?
Potential
What will you do for the Army in the future?
Performance Factors
Results achieved
Effort made by rated officer
Results that could reasonably be expected
How results achieved
Means used by rated officer to reach objectives
Use of available resources
How well rated officer complied with values / skills as compared with standards of all officers
Potential Factors
Performance-based assessment of officer’s ability
Comparative to contemporaries (peers)
Standards as applied to all officers
Ignores impending release from active duty
Continually changes and is reserved for HQDA to decide (on your fate)
Evaluation Forms
DA Form 67-9-1: (Support Form)
Supports the accomplishment of the organization’s mission
Assists in the evaluation and professional development of the rated officer
Promotes top down emphasis on leader communication
Focuses duty description and responsibilities
Establishes framework for rating period
Assists rated officer in understanding rater’s goals
Evaluation Forms
DA Form 67-9-1: (Support Form)
Part I: Rated officer identification
Part II: Rating chain for evaluation period
Part III: Verification of face-to-face discussions
Rated, rater, senior rater
Part IV: Rated officer
Part V: Rater / Intermediate rater
Comments on performance
Privacy Act Data
Evaluation Forms
DA Form 67-9-1a: (JODSF)
Assist in rapid transition and development of junior officers (LT/WO1)
Drive development and integrate it with performance
Emphasize doctrinal behaviors and skills
Process is same in every unit across the Army
Used at beginning, quarterly, and end of rating period
Signed by rated officer, rater, and senior rater
Evaluation Forms
DA Form 67-9-1a: (JODSF)
Part I: Instructions
Part II: Character / Values
Part III: Developmental action plan
Part IV: Verification
Rated, rater, senior rater
Part V: Developmental assessment record (executed quarterly)
Evaluation Forms
DA Form 67-9: (OER)
Describes rated officer’s performance and potential
Snap shot of rated officer through the eyes of the rater and senior rater for a specified period
Compilation of JODSF and Support Form
The proverbial “glass house”
Evaluation Forms
DA Form 67-9: (OER)
Part I: Administrative data
Part II: Authentication
Part III: Duty description
Part IV: Performance Evaluation- Professionalism (checking blocks)
Part V: Performance and potential evaluation (rater write-up)
Part VI: Intermediate rater
Part VII: Senior Rater (potential)
Evaluation Process
Beginning of Rating Period (1st 30 days)
Sign into unit - meet your commander
Receive in-briefs from company and battalion commander
Request support forms from company and battalion commanders (rater and senior rater)
Identify an intermediate rater if necessary (and support form)
Talk with company XO or senior platoon leader
Talk with company 1SG and BN CSM
Get a drink and turn on the computer
Evaluation Process
Beginning of Rating Period
Fill in Parts I, II, and IVa and b on support form
Read over Parts I, II, and III of JODSF
Find date for initial counseling with rater / Sr. rater
Get counseled and initialed with rater / Sr. rater (Part III of support form and JODSF)
Find out what the boss wants and give it to him/her
Evaluation Process
During rating period
Seek out rater quarterly for JODSF
Continuously update support form
Check off what you’ve done
Note what you have not accomplished
Evaluation Process
End of rating period
Fill in Part IVc of support form and hand over to rater
Conduct final assessment on JODSF if required
Wait for rater and Sr. rater to finish OER
What you don’t know
Part IVb - Attributes / Skills / Actions
Part VII- Senior rater potential comments
Find out what you don’t know when you sign OER in BN CDR’s office
Restrictions to Reports
Performance as:
Court-martial member
Counsel
EO Officer
Performance outside rating period**
Comments must fit space provided on OER
Narrative gimmicks
Too brief comments - lends to speculation
Underlining
Other techniques
Restrictions to Reports
Unproven derogatory information
Prohibited comments
Marital status and spouse
Classified reports
See AR 380-5 for instructions
Participation in ADAPCP
The Other Form and the HQDA Label
DA Form 67-9-2: Senior Rater Profile Report
Emphasizes Sr. rater responsibility to provide credible information to DA
Provides DA and Army senior rater’s profile history as a means of disciplining the rating system
HQDA Label Process
Based on what blocks the Sr. rater checks, a label or set of labels are generated when the report(s) is/are processed
The labels identify the “DA” view
ACOM ratings must be less than 50% of the total reports in Sr. rater profile
HQDA Label and the Profile Report
Senior Rater Profile Chart
US Army Reserve (USAR) Evaluations
Same rules/policies apply
Rater = 120 days - Sr. rater = 90 days
Plus:
USAR officer on active duty as RA enlisted soldier does not get evaluated on potential from rater, IMR, or Sr. rater
AT, ADT, ADSW, TTAD, or IDT of 12 or more consecutive calendar days requires report
Mandatory / optional reports apply
See Ch. 4, para 4-6 thru 4-8, AR 623-105
Army National Guard (ARNG) Evaluations
Must meet the 120 day requirement
Reports rendered for:
15 days of AT (non-consecutive, same duty position)
Active duty if done in lieu of AT
ADT, ADS, or ADSW done at NG Bureau, State HQ, or “other agency” for 30 continuous calendar days
Mandatory / optional reports as per Ch. 5, para 5-21 thru 5-23, AR 623-105
Officer Evaluation Redress Program
Chapter 6, AR 623-105
A processed report is believed to be:
Correct
Prepared by proper officials
The considered opinion of all at the time of preparation
Appeals must be supported by substantial evidence (See para 6-10, AR 623-105)
Officer Evaluation Redress Program
Burden of proof rests with appellant (YOU)
Appellant must produce evidence that clearly and convincingly establishes:
Action is warranted to correct an injustice
The evidence compels the adjudication authority to believe there is an injustice in whole or in part
Officer Evaluation Redress Program
Processing
Time varies (priority, action required)
Appeals processed by priority (para 6-9, AR 623-105)
Screening separates administrative errors from claims of injustice
Admin errors go thru HRC, ARPERCEN, or the NGB
Inaccuracy or injustice go thru the Officer Special Review Board (OSRB)
Appeals may be denied, approved in full, or in part
Officer Evaluation Redress Program
Processing
Correspondence follows all appeals
Decisions made are placed in performance and restricted fiche as applicable
If denied, appellant may continue to seek redress
Additional evidence required
Army Board for Correction of Military Records (ABCMR)
Original copy of appeal will be returned to the appellant regardless of the decision
THE FORMS
DA Form 67-9-1
DA Form 67-9-1a
DA Form 67-9
DA Form 1059
On the Web
HRC Online
ADTDL (Army Doctrine Training and Digital Library)
Publications and Forms
CALL (Center for Army Lessons Learned)
Yahoo! Employment Page (YEP)
Commander’s Toolbox
Active voice
Toot your horn
Make your raters do their job
Settle for a just report
Be concerned... don’t become infatuated
Do your job... your OER will reflect
QUESTIONS
BREAK
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