Revised
This presentation is the property of its rightful owner.
Sponsored Links
1 / 18

As of 19 MAR 13 PowerPoint PPT Presentation


  • 85 Views
  • Uploaded on
  • Presentation posted in: General

Revised Officer Evaluation Report. US Army Human Resources Command. As of 19 MAR 13. Background. Senior Leader focus for Evaluation Review : Re-establish the company grade box check Reduce the frequency of reports Strengthen rater accountability

Download Presentation

As of 19 MAR 13

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -

Presentation Transcript


Revised Officer Evaluation Report

  • US Army Human Resources Command

  • As of 19 MAR 13


Background

  • Senior Leader focus for Evaluation Review:

    • Re-establish the company grade box check

    • Reduce the frequency of reports

    • Strengthen rater accountability

    • Reflect current leadership doctrine (ADRP 6-22)

    • Incorporate ability to document, “data mine” and identify talent

    • Address the “one size may not fit all” assessment of different skills and competencies at different grades

    • Keep the OER relevant and adaptive

  • SECARMY guidance (9 Mar 11):

    • Ensure responsibilities are clearly defined and vested with appropriate individuals

    • Assess the usefulness of Academic Evaluation Reports

    • Identify clear standards to assist raters with drafting evaluation reports

  • Informed By

  • 36th and 37th CSA framing guidance/intent (2010/2011)

  • Other Services and Industry review

  • Officer Selection Board AARs

  • Profession of Arms Forum

  • OPMS CoCs and GOSCs

  • Army White Paper, The Profession of Arms

  • CG, TRADOC guidance

  • OEMA & CSI Officer Corps Strategy Series

  • Army Leader Development Strategy for a 21st Century

  • ADRP 6-22, Army Leadership

  • Socialized With

  • Hundreds of General Officers

  • Thousands of Army Officers

  • Multiple Pre-Command Courses

  • Multiple Selection Board Panels

  • Office Chief Army Reserve Staff

  • Army National Guard Bureau Staff

OER remains the primary tool documenting officer performance and potential

2


OER Changes

  • Clear delineation of responsibilities: Rater-Performance; Senior Rater-Potential

  • Three separate evaluation reports based on grade plate:

    • Company Grade (2LT-CPT & WO1-CW2)

    • Field Grade (MAJ-LTC & CW3-CW5)

    • Strategic Leaders (COL-BG)

  • Implementa Rater Profile for the Company and Field Grade Plate

  • Future Operational and Broadening Assignment Recommendations

  • Redefine Senior Rater box label techniques (49% top box remains)

  • Strengthen the Rating Chain via regulatory guidance

    • Rating Schemes approved one level up

    • Limit use of Intermediate Raters to Special Branches and dual supervisory situations

  • Support Form realigned and mandatory for WO1-COL

  • 3


    Rater Assessment:

    Company Grade Form 2LT-CPT; WO1-CW2

    c. 1)Character: (Army Values, Empathy, and Warrior Ethos/ Service Ethos and Discipline)

    • Focused on core attributes and competencies in ADRP 6-22

    • More prescriptive

    • Performance based assessment

    • Narrative only (3-4 sentences per entry)

    • Encourages specific discussion with rated officer on desired traits

    c. 2) Presence: (Military and Professional Bearing, Fitness, Confident, Resilient)

    c. 3) Intellect: (Mental Agility, Sound Judgment, Innovation, Interpersonal Tact, Expertise)

    c. 4) Leads: (Leads Others, Builds Trust Extends Influence beyond the Chain of Command, Leads by Example, Communicates)

    Comments on performance – not potential

    c. 5) Develops:(Creates Positive Environment/Fosters Esprit de Corps, Prepares Self, Develops Others, Stewards the Profession)

    c. 6) Achieves:(Gets Results)

    4


    Rater Assessment: Field Grade Form MAJ-LTC; CW3-CW4-CW5

    • Narrative comments focused on performance in line with field grade competencies and attributes

    • Performance based assessment; no comment on potential

    5


    Rater Recommended Broadening and Operational Assignments (Field Grade and Strategic Level)

    Field Grade Plate- Rater Recommended

    Strategic Grade Plate- Rater Recommended

    7


    Rater Box Check

    • Rater overall assessment of rated officer’s performance compared to officers in same grade

      • Limited to Company and Field Grade forms

    e. This Officer’s Overall Performance is Rated as: (Select one box representing Rated Officer’s overall performance compared to others of the same grade whom you have rated in your career. Managed at less than 50% in EXCELS.) I currently rate____ Army Officers in this grade.

    EXCELS

    (49%)

    EXCELS PROFICIENT CAPABLE UNSATISFACTORY

    ()

    X

    Comments:

    Example Rater Label:

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

    PROFICIENT

    EXCELS

    (49%)

    ()

    R: RANK/GRADE NAME

    SSN: xxx-xx-xxxx

    TOTAL RATINGS:

    RO: RANK SOLDIERS NAME

    SSN: xxx-xx-xxxx

    DATE:

    RATINGS THIS OFFICER:

    8


    Senior Rater Box Check

    • Four box profile remains consistent with current system; provides more options for senior raters

      • Highly Qualified and Qualified enable greater stratification

    • Most Qualified becomes the control box (limited to 49%)

    • No restart of profile; no close-out reports

      • Continue to mask 2LT/1LT after promotion to CPT; WO1 after selection to CW3

    MOST QUALIFIED: Strong potential for BZ and CMD; potential ahead of peers

    HIGHLY QUALIFIED: Strong potential for promotion with peers

    QUALIFIED: Capable of success at the next level; promote if able

    NOT QUALIFIED: Not recommended for promotion

    Box Check Assessment

    = Current COM

    Not Adverse

    9


    Discussion and Questions

    10


    Draft FormsAs of 29 NOV 12

    15


    Company Grade Form (front)

    16


    Company Grade Form (back)

    17


    Field Grade Form O4/O5; CW3-CW5 (front)

    18


    Field Grade Form O4/O5; CW3-CW5 (back)

    19


    Strengthening the Rating Chain

    • Develop regulatory guidance to strengthen rating chain accountability

      • The updated policy strengthens accountability within the members of a rating chain to maintain relationships that provide rated officers with leaders who have first-hand knowledge of their responsibilities, performance and potential.

      • Still allows commanders and senior leaders to be responsible for designating rating schemes / Approved one level up

      • Intermediate Raters limited to special branches and dual supervisor situations

    24


    Army Leadership Requirements

    25

    ADRP 6-22 AUG 2012 Figure 1-1. The Army leadership requirements model


    Attributes - What a Leader Is

    26

    *Extracted from Leader Development Strategy for a 21st Century Army, 25Nov09


    Competencies - What a Leader Does

    *Extracted from Leader Development Strategy for a 21st Century Army, 25Nov09

    27


  • Login