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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

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As of 19 MAR 13

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As of 19 mar 13

Revised Officer Evaluation Report

  • US Army Human Resources Command

  • As of 19 MAR 13


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


As of 19 mar 13

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


    As of 19 mar 13

    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


    As of 19 mar 13

    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


    As of 19 mar 13

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

    Field Grade Plate- Rater Recommended

    Strategic Grade Plate- Rater Recommended

    7


    As of 19 mar 13

    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


    As of 19 mar 13

    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


    As of 19 mar 13

    Discussion and Questions

    10


    As of 19 mar 13

    Draft FormsAs of 29 NOV 12

    15


    As of 19 mar 13

    Company Grade Form (front)

    16


    As of 19 mar 13

    Company Grade Form (back)

    17


    As of 19 mar 13

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

    18


    As of 19 mar 13

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

    19


    As of 19 mar 13

    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


    As of 19 mar 13

    Army Leadership Requirements

    25

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


    As of 19 mar 13

    Attributes - What a Leader Is

    26

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


    As of 19 mar 13

    Competencies - What a Leader Does

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

    27


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