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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