U.S. ARMY HUMAN RESOURCES COMMAND

U.S. ARMY HUMAN RESOURCES COMMAND
Good morning/afternoon. I am ____________from the U.S. Total Army Personnel Command. My purpose here today is to provide you with an informational briefing on the new Officer Evaluation Reporting System, or OERS. I am assisted by ______________. The briefing will take about one hour. In the interest of time I ask that you hold your questions until the end. We will have a question and answer period after the presentation. If anyone is particularly interested, I will remain in the area afterwards to answer any questions individually. So let’s begin the briefing. Tri-Service Pest Management Conference Officer Evaluation Reporting Systems 02-04

Evaluation Systems (Facts)
Mission of the OER is to identify your best OER are assessment tools OER is a forced distribution system (All services have one) Top Box restricted to 49% (Our system is the most liberal) Promotion system is based on Army requirements Use the top box to identify your best officers Can’t predict selection board results on ACOM or COM labels (Whole File Concept) Based on a series of reports Commander is overall care-taker of all personnel systems Counseling is key.

Promotion Boards Overview

Help, I’m in the zone! What must I do now?
#1 Continue to give every job your best! #2 Review your OMPF. Make any updates BEFORE the board convenes. #3 Take a current photograph (standard is 5 years…but exceed the standard with a recent photo when you’re in the zone). #4 Review, update, and sign your Officer Record Brief

BOARD PREPARATION PHASES
Board Schedule Zone Message Out 1 Yr Board Proponent Initializes Board in OSSS C-120 Branch Phase Scrub (Phase 1) C-90 Eligible Population in OSSS C-85 Board Proponent Flags OERS (Phase 2) C-75 Board Proponent Requests Products C-60 Transfer Board File to D.A. Sec. C-40 BRANCH REPS. VALIDATE POPULATION Board File Built in D.A. Sec. Initialize Pre-board During Board C-35 C-30 Mtg/Start Branch Scrub C-30 D.A. Sec. Takes Control of Board File Board Convenes BRANCH REPS. BEGIN SCRUB C-15 C-Date C-7 IS NORMALLY CUT-OFF FOR SUBMITTING DOCUMENTS

BOARD DECISION TOOLS DA Secretariat opens board Conducts practice vote
SMITH, J 1 MOI + BRD FILE + BRD MEMBER EXPERIENCE/JUDGMENT + SCORING CRITERIA WORD PICTURE = VOTE OFFICIAL MILITARY PERSONNEL FILE OFFICIAL PHOTOGRAPH 1 2 3 4 5 6 70 12 11 13 14 15 22 21 23 24 30 REMARKS SIGNIFICANT C& D YES/NO VOTER COMPLETION A B C LTR of Reprimand DUI #3 DOE JOHN OFFICER RECORD BRIEF DA Secretariat opens board Administers board oath Presents briefings; OER, QMP, and SEC ARMY MOI Conducts practice vote Board members prepared to vote file OER AWARD LTP OTHER LOOSE PAPER 24

Digital Solution for Selection Boards
ASBS Army Selection Board System Digital Solution for Selection Boards Augments existing automation ASBS (during board) OSSS (pre-board) OSSS (post-board) Oracle DB

FY04 Board Schedule About Board Release Dates:
The CFD board for YG80 & YG86 recessed on 26 MAR 99. Can’t say much about this until the results are released, but I can say that there were no surprises. Expect the release of CFD results in late May. About Board Release Dates: Promotion board results are normally published 90 to 120 days following the recess of the board. Actual release dates are posted to HRC on-line approximately seven days in advance.

General Observations: What’s Important to Board Members?
Senior Rater Narrative Senior Rater Label Duty Description #1 Senior rater narrative most important part of the OER for boards - Senior Rater narrative comments on performance and potential ( Potential three to five years down the road, focusing on Command, School, Assignment and Promotion). Qualitatively and/or Quantitatively describe the officer. # 2 Senior Rater Label # 3 Duty Description - details the scope of responsibility - It helps weight the report!

Board Feedback Center of Mass File is different from a Center of Mass Report (many ACOM officers have COM reports). However, having all COM reports places an officer at risk. Most officers have received at least one COM (Over 86% of all CPTs; 93% of all MAJs; 90% of all LTCs, 86% of all COLs). These figures continue to rise. A COM OER, by itself, is not a killer; all boards select officers with at least one COM report; many of those had multiple COMs. Most of those who are successful will have a mix of ACOM and COM OERs, but some ACOMs in key jobs (BQ) are a must. Spikes in file are essential. Receiving all COM OERs will place you at risk beyond promotion to Major (COM file vs COM report). Board results indicate officers with a mix of ACOMs and COMs are competitive to LTC. Enthusiastic, but not overexaggerated, narrative often differentiates among COM reports.

Promotion to Captain Under the old OER, you were top blocks with 100 of your best friends. I was COM for the last 15 years.

AMEDD Promotion Board Feedback
CPT AMEDD, Board Feedback Recessed 12 Mar 02 (FY 02 ) Medical Service (Avg. 3 per file) (Selected 199 w/ 67-9) 91 % Selects had at least one 67-9 COM 64 % Selects had two or more 67-9 COM 56 Selects had 3 COM 16 Selects had 4 COM 4 Selects had 5 COM 1 Select had 6 COM Nurse Corps (Avg. 3.1, per file) (Selected 262 w/ 67-9) 96 % Selects had at least one 67-9 COM 76 % Selects had two or more 67-9 COM 84 Selects had 3 COM 35 Selects had 4 COM 11 Selects had 5 COM Medical Specialist (Avg. 2.8 per file) (Selected 129 w/ 67-9) 81 % Selects had at least one 67-9 COM 50 % Selects had two or more 67-9 COM 16 Selects had 3 COM 4 Selects had 4 COM 3 Selects had 5 COM

MSC Voluntary Indefinite Selection Rate

Promotion to Major Under the old OER, you were top blocks with 100 of your best friends. I was COM for the last 15 years.

MAJ AMEDD, Board Feedback Recessed 10 Oct 02 (FY 03) Medical Service (Avg. 5.0 per file) (Selected 130 w/ 67-9) 95% Selects had at least one 67-9 COM 75% Selects had two or more 67-9 COM 46% Selects had three or more 67-9 COM Veterinary Corps (Avg. 5.4 per file) (Selected 16 w/ 67-9) 88% had at least one 67-9 COM 69% Selects had two or more 67-9 COM 59% Selects had three or more 67-9 COM Nurse Corps (Avg. 5.0 per file) (Selected 92 w/ 67-9) 95% Selects had at least one 67-9 COM 74% Selects had two or more 67-9 COM 57% Selects had three or more 67-9 COM Medical Specialist (Avg. 4.9 per file) (Selected 37 w/ 67-9) 89% Selects had at least one 67-9 COM 73% Selects had two or more 67-9 COM 59% Selects had three or more 67-9 COM

Promotion to Lieutenant Colonel
Under the old OER, you were top blocks with 100 of your best friends. I was COM for the last 15 years.

LTC AMEDD, Board Feedback Recessed 19 Feb 02 (FY 02) Medical Service (Avg. 4, 67-9 per file) (Selected 83 w/ 67-9) 86 % Selects had at least one 67-9 COM 51% Selects had two or more 67-9 COM 12 Selects had 3 COM 8 Selects had 4 COM Veterinary Corps (Avg. 4.1, 67-9 per file) (Selected 14 w/ 67-9) 79 % Selects had at least one 67-9 COM 29 % Selects had two or more 67-9 COM Nurse Corps (Avg. 4.1, 67-9 per file) (Selected 78 w/ 67-9) 85 % Selects had at least one 67-9 COM 67 % Selects had two or more 67-9 COM 17 Selects had 3 COM 8 Selects had 4 COM 1 Select had 5 COM Medical Specialist (Avg. 3.5,67-9 per file) (Selected 14 w/ 67-9) 71% Selects had at least one 67-9 COM 21% Selects had two or more 67-9 COM 1 Select had 4 COM

Promotion to Colonel Under the old OER, you were top blocks with 100 of your best friends. I was COM for the last 15 years.

COL AMEDD, Board Feedback Recessed 19 Jul 02 (FY 02) Medical Service (Avg. 5.3, 67-9 per file) (Selected 28 w/ 67-9) 68% Selects had at least one 67-9 COM 29% Selects had two or more 67-9 COM Veterinary Corps (Avg. 5.8, 67-9 per file) (Selected 6 w/ 67-9) 83% Selects had at least one 67-9 COM 33% Selects had two or more 67-9 COM Nurse Corps (Avg. 5.8, 67-9 per file) (Selected 18 w/ 67-9) 78% Selects had at least one 67-9 COM 72% Selects had two or more 67-9 COM Medical Specialist (Avg. 5.3,67-9 per file) (Selected 6 w/ 67-9) 100% Selects had at least one 67-9 COM 83% Selects had two or more 67-9 COM

Intent of 67-9 OER Provide selection boards and personnel managers adequate information to make their decisions. Reestablish field impact on selection of future leaders. Opportunity to advance the “Best” Confidence that others cannot inflate Improve Counseling. Support Form (Pass Form Two Levels Down) Junior Officer Developmental Support Form Mandatory for LTs & WO1

Bottom Line System is Working No Change
COM Report is not a Killer (COM report vs COM File) You Need to Understand “How the System Works” Counseling is the Key

Review/Field Sensing Sessions of 67-9 OER Conducted by G-1 (Jul 01 thru Mar 02)
Chief of Staff, Army approved the following six recommendations: No change to the Senior Rater portion; keep current percentage constraints in place. No more than 49% ACOM. Revise rater’s portion of the OER to separate the performance and potential portions to correct a source of confusion in the narrative. Mask all LT OERs upon promotion to CPT. Emphasize (by all leaders) counseling and mentoring. Review masking CW2 OERs on selection to CW3. Conduct annual assessment of the system. MILPER Msg

OER System Update Board feedback continues to be extremely positive
Three field issues remain: Counseling Concern over fear of Center of Mass; Dissipating based on: Board Results Field feedback from ARI, HRC, IG Senior raters need to develop a “Rating Philosophy” and consider communicating it to rated officers.

OER Trends (Active Component)
“Vast Majority of OERs arriving at DA are Center of Mass”

DA FORM 67-9 (FRONT SIDE) 1. Be careful with “P” indicator
2. RO signs last, Allow for Time SR uses AKO address when possible. 3. Scope & degree of responsibility in terms of: resources, people, facilities & budget. 4. No is Bad Leader Word Picture - No “School Solution” Important to CFD Board 5. For Evaluation of Raters of LTs & WO1s 2 3 Vu-graph-13, DA Form 67-9 ( Front side) This is the front of the new 67-9 OER. The basic design is the same as the 67-8 OER, but you can see that there have been some changes. Now I’d like to break it down into parts and discuss it in more detail. Part I(point), the administrative portion has been slightly redesigned, but requires essentially the same information as the DA Form As with the 67-8, the two key boxes to check are Ih, “reason for submission”, and block Ij, “rated months.” Part II(point): The authentication portion has also been slightly altered. Here are the key changes.... - (point block IIe): Rated Officer Signs Last indicating that he/she has seen the completed form. - (point block IId): A “referred report” is annotated directly on the form and the officer checks whether or not he or she will provide a response. A response would be on a subsequent frame on the microfiche. Part III: Duty Description did not change from the Its purpose remains to relay the scope of responsibilities from the rated officer’s duty position. Part IV: The rater’s evaluation on “Professionalism.” This portion is based on the Army’s leadership doctrine. - First, in Parts a and b(point), the rater places an “x” in the “yes” or “no” box for each criteria. “No” entries constitute a referred report ( Part IId) and require a corresponding comment on the reverse side of the form, Part Vb (rater’s narrative comments). There may be a response from the rated officer on the subsequent frame of the microfiche. Next, the rater selects six leadership attributes, skills, and actions which best describe the rated officer’s strengths- called the “leader word picture.” - Moving to Part c, the rater simply enters the APFT and height/weight data in the appropriate spots. As before, “fail” entries on APFT and “no” entries on HT/WT require explanatory comments in the narrative. “Profile” comments are only required if the officer cannot perform his/her duties. There is no longer a required entry in the narrative when the officer is over the HT/WT table, but meets the body fat standard. Finally, Part d is the rating of the rated officer’s compliance with the Junior Officer Support Form requirements(recording developmental tasks and quarterly counseling). If the answer is “no”, explanatory comments are required. If the rated officer does not rate either LTs or W01s, the “NA” box is x’d. 4 5

DA FORM 67-9 (REVERSE SIDE)
6. To Date Most RO’s viewed as Outstanding 7. Performance & Potential Authorized: Double space between Performance & Potential comments (MSG ) 8. NOT for Potential - Unique Skills, etc. Optional: Unique Professional Skills / Expertise Mandatory: For ACC CPT thru LTC - must recommend a Career Field (CF/BR or CF/FA) 9. Potential Comments in narrative (VIIc), Three Future Assignments and Career Field in (VIId) should be consistent 6 7 8 Vu-graph-14, DA Form 67-9 ( Reverse side) Turning to the reverse side, here is a full view. On this side are the remaining portions of the rater’s evaluation, the intermediate rater’s portion, and of course, the senior rater’s portion. First the remaining elements of the rater’s evaluation in Part V. In Part Va(point), the rater places a “x” in the appropriate box evaluating the rated officer’s performance and potential. Note that this combines what were two separate ratings on the 67-8 form. If the “Unsatisfactory/Do Not Promote ”or “Other” box is used, comments explaining why are required in the narrative. A “Do not Promote” is a referred report and there may be a response on a subsequent frame of the microfiche. Part Vb is the rater’s narrative(point to Vb). This also combines what used to be two separate ratings: performance and potential. It should address some or all of the selected attributes, skills, and actions from the front as they relate to specific performance, or demonstrated potential. The rater should close the narrative with comments on potential with relevant statements on promotion, school selection, retention, or future assignments. Remember, previous boards have stressed that the best rater narratives are those that contain specifics on performance rather than a laundry list of superlatives and positive generalities. Part Vc is new(point to Vc). Here, the rater may indicate any unique skills/expertise which the rated officer possesses. He/she should focus on identifying any ability of special value to the Army. This may include a detailed understanding of a particular technology, a specialized expertise, or an in-depth understanding of a foreign culture. Once OPMS XXI is implemented, the rater will also recommend a career field for CPT through LTC. As with the 67-8, the new OER still provides a block for intermediate rater narrative comments in Part VI. Now, to the senior rater portion. 9

Common OER Processing Errors
Watch! Part II - Invalid Rater/Senior Rater Part II - Referred OER not referred Part IIc. - Incorrect SSN & Branch for Senior Rater Part IVb. - Block checks missing Part IVd. - HT/WT Yes/No missing Part IVd. - JODSF incorrectly annotated Part Vb. - No potential comments (mandatory) Part Vc. - Raters consistently put potential comments - No recommended Career Field Watch!

Common OER Processing Errors Con’t
Watch! Part Vc. – Career Fields for Special Branches (not required) Part VIIa. – Number of “currently senior rated officers” incorrect/blank Part VIId. - No recommended Career Field/Future assignments missing Enclosures missing with OER Watch!

Masking Early OERS POLICY WO1 reports “masked” after selection to CW3
2LT/WO LT CPT/CW3 POLICY WO1 reports “masked” after selection to CW3 LT reports masked after promotion to CPT Initial Requirement - YG 87 and later (e.g. YG 88/89) Ongoing Requirement - Upon promotion to CPT ORB lists duty positions even when OERs are “masked” When you see a BQ (command) or key staff job on ORB with no OER on file; OER was a LT report and therefore “masked” Remember all LT OERs are seen by CPT Board. The second new junior officer leader development initiative is the restricting of access to, or “masking”, 2LT reports, after promotion to CPT. Officers enter the Army with varying levels of experience with military life. Their assignments and learning curves vary significantly. In our profession, however, there are no free rides. Selection boards must be able to look at an officers time as a LT, and ensure he/she is qualified to advance to CPT-- it’s not automatic. BUT... Once that gate is passed, 2LT reports that may reflect an initial “learning curve” are no longer needed. Removing them from the performance file(masking) may preclude an officer being disadvantaged later in his/her career..

Ratee Tips Closely review/verify OER/AER administrative information
Record the correct duty title/description Don’t expect an ACOM If you are in a LTHET program, discuss with rater about commenting on your: Leadership and Management skills Potential to serve in key positions Future education potential

Rater Tips Rater has primary responsibility for counseling / mentoring. Pass Support Form 2 levels down Require subordinates’ Support Forms in return Set aside time to Coach/Counsel … Do it Early! Enforce JODSF -- Are there tasks/Is there counseling? Learn/understand OPMS 3 -- DA 600-3 Narrative focuses on specific performance -- What an officer did and how well! Emphasize potential for the near term (3-5 years, command, assignment, school and promotion) Advocate your best to senior rater -- Remember senior rater is limited to the number of ACOM

Senior Rater Tips Watch JODSF, approve tasks/monitor: Is there counseling? Pass Support Form 2 levels down; lead by example. Require Support Forms from subordinates. Guide the rater if necessary. Focus on potential (3 to 5 years; command, assignment, schooling and promotion). Develop/consider discussing your OER philosophy with your officers. Counsel; performance, growth (OPMS), leader development responsibilities. Remember rated officer signs the report last; be prepared to explain/justify your rating. Remember LT/WO1 reports are masked after promotion to CPT/selection to CW3.

Senior Rater Tips Know your population, e.g. How they perform, When they go before boards, When reports will be due.....… Look Ahead, Establish a Plan, Develop rating philosophy based on “Center of Mass” norm -- Goal is 1/3 in Top Box, ensure Top Box is always less than 1/2. Review rating chains; who you rate/senior rate, do not pool officer populations. Consider Start-up Costs (1st 4 reports in each grade, only 1 ACOM). Cannot hold OERs past 90 days -- time used to manage your profile. Remember -- lieutenants are profiled separately (SR will have one profile for 2LTs & another for 1LTs). Depart TDY OER - TDY/TCS/SD for 90 or more days under different rater (Need to do one). Retired recalled officers do not get evaluations. KNOW YOUR PROFILE AT ALL TIMES. Call to verify. Active Component Profiles: DSN ; CML (703)

Senior Rater “Rating Philosophy”
Mission: Identify your best. Develop “Rating Philosophy” and consider communicating it to rated officers. Decide how to give ACOM’s based on performance and potential (not position). Give at least one to officers you believe to be a must select for promotion/command/school. and/or Maximize ACOM’s on only the very best in your population. Plan ahead, think series of reports (number of times you will senior rate an officer); use ACOMs sparingly. Trends occurring: Many are giving COM’s to most rated officers’ on first rating followed by ACOM if deserved (exception: 1st OER on one of the best going before a board). Most appear to be aiming at 1/3 ACOMs + or - depending on population (remember, leave a cushion for unexpected rating situations). { Possible Approaches

Important Rules Silver bullet -- First, single Top Box, at a given grade will generate ACOM label at DA, regardless of profile Can’t mention box check in the narrative

Senior Rater’s Portion - Part IV
PART VII - SENIOR RATER c. BULLET COMMENTS ON PERFORMANCE / POTENTIAL a. EVALUATE THE RATED OFFICER'S PROMOTION POTENTIAL TO THE NEXT HIGHER GRADE BEST QUALIFIED FULLY QUALIFIED DO NOT PROMOTE A completed DA Form was received with this report and considered in my evaluation and review YES NO (Explain in C) OTHER (Explain below) x 16 HQDA COMPARISON OF THE SENIOR RATER'S PROFILE AND BOX CHECK AT THE TIME THIS REPORT PROCESSED RO: CPT BUCK, GEORGE SR: COL SMITH DATE: TOTAL RATINGS: 17 RATINGS THIS OFFICER : 1 CENTER OF MASS CPT Buck is one of the best Captains I senior rate. I personally selected him from a group of carefully screened candidates to command an elite OPFOR rifle company. A consummate officer, CPT Buck leads by example, is soundly grounded on tactics and shares his soldiers’ sacrifices and challenges. Must select this combined arms warrior for Major and early attendance to CGSC. d. LIST 3 FUTURE ASSIGNMENTS FOR WHICH THIS OFFICER IS BEST SUITED. FOR ARMY COMPETITIVE CATEGORY CPT THROUGH LTC, ALSO INDICATE A POTENTIAL CAREER FIELD FOR FUTURE SERVICE. Battalion S-3, Battalion Executive Officer, Brigade S-3; Would serve Army best in OPCF/11 I currently senior rate_______________officer(s) in this grade X Vu-graph-17, Managed Profile Here is an example of the senior rater’s portion after the DA label (point)is affixed at HRC. This is the way that 67-9 OER senior rater evaluations will appear in the files you’ll be reviewing. As I pointed out earlier, the first thing to note is the size of the population (part VIIa-right-point), and the #total ratings (label--point). In this case, the rated officer is NOT in small population or profile. In this example, Part VIIb is covered by the DA label which reflects “Center of Mass”(point). Keep in mind, the majority of all ratings in this system will be “Center of Mass,” therefore “center of mass” represents a viable rating for successful officers. As mentioned earlier, the other entries that could be recorded here (point to COM block) are Above COM, Below COM-retain, and Below COM-do not retain. Next, Part C(point)- the senior rater’s narrative comments on performance and potential. Part D(point) -the three future assignments, for the next 3-5 years, in which the officer is best suited. Upon implementation of OPMS XXI, the senior rater will also record a future career field.

Rating Level Consistency
Recommendations: Senior raters need to amplify their Potential box checks by using the narrative to clearly send the appropriate message to selection boards. The following classification of types of narratives may serve as a guide and assist in sending a clear message: - Exclusive narratives. Those which clearly describe superior performance/potential above that of the vast majority, associated with early promotion and are restrictive in nature (e.g. top 1%, 3%, 5%, etc. of all officers, the best among a select grade or group, promote below the zone). Should only be utilized for the best ACOM reports within a mature profile, or on COM reports that follow an ACOM for same rated officer and at times for the very best officers with COM reports in small population/immature profile situations. - Strong narratives. Those which describe significant performance accomplishments and enthusiastically recommend promotion, assignment to key duty positions linked to upward mobility and appropriate military schooling (e.g. among the best, easily in the top third of the officer corps, definitely promote this officer, below the zone potential, one of my best officers). Should be used for ACOM reports and for the very best officers receiving COM reports. Avoid Disconnect with Box Check (exceptions: small profiles, back to back reports) “Be careful with your Narrative”

Be careful with your narrative!
Senior Rater Tips Be careful with your narrative! Don’t Exaggerate “A future GO”, “will be the best BDE CDR” (LT) “One of the bright young officers upon who’s shoulders the future of Army Aviation rests.” (LT) “In fact, skip CPT and promote to MAJOR.” (LT) “If I could prove it is a LTC disguised as a LT.” “Always promote and school early.” Don’t Be Frivolous “Eats taskings like candy.” “WIZARD of the GREAT NORTH.” “Gleam in his eye, fire in his belly.” “One of the top four studs in the BN.” “Midas touch of gold.” “This one officer justifies every dollar spent on recruiting.” Don’t Be Stupid Job description on 3 month OER “Military liaison for Santa's Workshop.” Check spelling (“top knotch, Ttrainer, wirter, Lieuteriants, assigne”). “He is ready to lead a platoon, promote to CPT.” “Concur w/rater.” “The rater has said it all.” “Top 1% of all LTs in the Army (marked Center of Mass) (large profile) “This LT is one of the top 2 I rate in the Bn.” (rates 2) “Clearly in the top 5% of the LTs I rate.” (small population) Don’t say: Concur with rater, 6+ Officer

Selection Board Instructions On: Small Population/ Immature Profile
(1) Check Box in VIIa - same grade in population (3 OR LESS = Small Population) (2) Check DA label: “Total Ratings”&“Ratings this Officer” (5 or less = Immature Profile) (3) Focus on “Narrative”- VIIc (4) **Remember: Norm will be “Center of Mass” PART VII - SENIOR RATER a. EVALUATE THE RATED OFFICER'S PROMOTION POTENTIAL TO THE NEXT HIGHER GRADE 1 x I currently senior rate_______________officer(s) in this grade BEST QUALIFIED FULLY QUALIFIED DO NOT PROMOTE OTHER (Explain below) A completed DA Form was received with this report and considered x in my evaluation and review YES NO (Explain in C) HQDA COMPARISON OF THE SENIOR RATER’S PROFILE AND BOX CHECK AT THE TIME THIS REPORT PROCESSED c. NARRATIVE COMMENTS ON PERFORMANCE / POTENTIAL CW3 Buck is the most outstanding warrant officer I have ever served with. He has earned the respect and trust of every commander in the brigade. Particularly noteworthy was his contribution to the warfighting ability of the battalion and brigade by keeping the M2 Bradley Fighting Vehicles operationally ready. His fellow technicians acknowledge him as the best technician in the division. He is a soldier and leader first, and maintains those skills at a level that equals his technical acumen. CW3 Buck has the ability to meet any challenge. Promote below the zone to CW4. A future CW5. Small Population/Small Profile This slide is designed to demonstrate how selection board members can quickly access when an officer is in a small population and/or small profile situation. That’s important because when one or both of these circumstances exist, a senior rater has limited flexibility to spread ratings. Here is an example that shows how it could work (point to example): - First, look at VIIa and you see a small population - less than 3 CW3s in the population. - Second, go to the label at # ratings and you see that this is LTC Smith’s first CW3 rating (point)- an small profile. Less than 5 is defined as an “small profile.” - Third, look at ratings this officer and see that CW3 Buck has received the only CW3 rating from LTC Smith, so far. In this situation within the new OER system, it is obvious that the senior rater has limited options. Once recognized, a COM rating should be expected and the narrative should carry the weight of this particular senior rating. As with all OERs, you’ll also consider the rating chain, duty position and description, rater’s and intermediate rater assessments, and, of course... the rest of the file, which will provide performance trends shown over a period of successive reports. BOTTOM LINE: This technique is highly recommended to ensure that OFFICERS are NOT DISADVANTAGED SIMPLY BECAUSE THEY ARE IN A SMALL PROFILE OR POPULATION. CENTER OF MASS RO: CW3 BUCK, GEORGE SR: LTC SMITH DATE: TOTAL RATINGS: 1 RATINGS THIS OFFICER: 1 d. LIST 3 FUTURE ASSIGNMENTS FOR WHICH THIS OFFICER IS BEST SUITED. FOR ARMY COMPETITIVE CATEGORY CPT THROUGH LTC, ALSO INDICATE A POTENTIAL CAREER FIELD FOR FUTURE SERVICE. DIV Maintenance Officer, TRADOC Instructor, CASCOM Doctrine writer

Use Narrative Selection Board Instructions on:
Label Never Shows Down-Turn in Performance PART VII - SENIOR RATER c. BULLET COMMENTS ON PERFORMANCE / POTENTIAL a. EVALUATE THE RATED OFFICER'S PROMOTION POTENTIAL TO THE NEXT HIGHER GRADE BEST QUALIFIED FULLY QUALIFIED DO NOT PROMOTE A completed DA Form was received with this report and considered in my evaluation and review YES NO (Explain in C) OTHER (Explain below) x 1 HQDA COMPARISON OF THE SENIOR RATER'S PROFILE AND BOX CHECK AT THE TIME THIS REPORT PROCESSED RO: CW3 BUCK, GEORGE SR: LTC SMITH DATE: TOTAL RATINGS: 1 RATINGS THIS OFFICER : 1 ABOVE CENTER OF MASS POTENTIAL CAREER FIELD FOR FUTURE SERVICE. d. LIST 3 FUTURE ASSIGNMENTS FOR WHICH THIS OFFICER IS BEST SUITED. FOR ARMY COMPETITIVE CATEGORY CPT THROUGH LTC, ALSO INDICATE A I currently senior rate_____________officer(s) in this grade X CW3 Buck is the most outstanding warrant officer I have ever served with. He has earned the respect and trust of every commander in the brigade. Particularly noteworthy was his contribution to the warfighting ability of the battalion and brigade by keeping the M2 Bradley Fighting Vehicles operationally ready. His fellow technicians acknowledge him as the best technician in the division. He is a soldier and leader first, and maintains those skills at a level that equals his technical acumen. CW3 Buck has the ability to meet any challenge. Promote below the zone to CW4. A future CW5. DIV Maintenance Officer, TRADOC Instructor, CASCOM Doctrine writer Small Population example - 1 of 1 e.g. Aide/ Maintenance Warrant PART VII - SENIOR RATER c. BULLET COMMENTS ON PERFORMANCE / POTENTIAL a. EVALUATE THE RATED OFFICER'S PROMOTION POTENTIAL TO THE NEXT HIGHER GRADE BEST QUALIFIED FULLY QUALIFIED DO NOT PROMOTE A completed DA Form was received with this report and considered in my evaluation and review YES NO (Explain in C) OTHER (Explain below) x 1 HQDA COMPARISON OF THE SENIOR RATER'S PROFILE AND BOX CHECK AT THE TIME THIS REPORT PROCESSED RO: CW3 BUCK, GEORGE SR: LTC SMITH DATE: TOTAL RATINGS: 2 RATINGS THIS OFFICER : 2 CENTER OF MASS d. LIST 3 FUTURE ASSIGNMENTS FOR WHICH THIS OFFICER IS BEST SUITED. FOR ARMY COMPETITIVE CATEGORY CPT THROUGH LTC, ALSO INDICATE A POTENTIAL CAREER FIELD FOR FUTURE SERVICE. I currently senior rate______________officer(s) in this grade X CW3 Buck is the most outstanding warrant officer I have ever served with. He has earned the respect and trust of every commander in the brigade. Particularly noteworthy was his contribution to the warfighting ability of the battalion and brigade by keeping the M2 Bradley Fighting Vehicles operationally ready. His fellow technicians acknowledge him as the best technician in the division. He is a soldier and leader first, and maintains those skills at a level that equals his technical acumen. CW3 Buck has the ability to meet any challenge. Promote below the zone to CW4. A future CW5. DIV Maintenance Officer, TRADOC Instructor, CASCOM Doctrine writer Event Driven Example - Board/Numbers Problem Vu-graph-25 , Small Population/Small Profile As board members, you should be particularly sensitive to situations where an officer receives back-to-back OERs from the same senior rater with a small population and/or immature profile. This slide depicts that situation, again using CW3 Buck. CW3 Buck’s first OER from LTC Smith is an ACOM (point 1st OER), followed by a COM from LTC Smith (point 2nd OER). Both OERs indicate that CW3 Buck is in a small population (point VIIa-right), is in an immature profile (point label-total ratings), and is the only CW3 to get an OER from LTC Smith (point label- total ratings this officer). It’s important to recognize this situation, and remember: this should not be considered a DOWN-TURN IN PERFORMANCE, unless so indicated by the accompanying words in the narrative. Instead, it reflects the Lack of Flexibility on the part of the Senior Rater, LTC Smith, to give anything but a COM. A close review of the narratives should enable an accurate interpretation of the senior rater’s message. Use Narrative

Use Narrative Selection Board Instructions on:
Label Never Shows Down-Turn in Performance PART VII - SENIOR RATER a. EVALUATE THE RATED OFFICER'S PROMOTION POTENTIAL TO THE NEXT HIGHER GRADE I currently senior rate_______1______officer(s) in this grade 38 x BEST QUALIFIED FULLY QUALIFIED DO NOT PROMOTE OTHER (Explain below) A completed DA Form was received with this report and considered in my evaluation and review YES NO (Explain in C) X c. BULLET COMMENTS ON PERFORMANCE / POTENTIAL HQDA COMPARISON OF THE SENIOR RATER'S PROFILE AND BOX CHECK AT THE TIME THIS REPORT PROCESSED LTC Deer’s performance continues to be outstanding. Absolutely the right person for a tough, demanding and diverse job. He excels everyday. I have given him a full plate throughout his command and he always delivers in an outstanding fashion. I know I can depend on him. LTC Deer has set the standard, from training to material management, and he has dramatically improved the Division warfighting capability. LTC Deer is a rare talent; use it to the Army’s benefit. Promote him to Colonel now, send him to Senior Service College and give him a brigade to command. Absolutely general officer material. ABOVE CENTER OF MASS RO: LTC DEER, GEORGE SR: MG JONES DATE: TOTAL RATINGS: 20 RATINGS THIS OFFICER : 2 Different Senior Rater d. LIST 3 FUTURE ASSIGNMENTS FOR WHICH THIS OFFICER IS BEST SUITED. FOR ARMY COMPETITIVE CATEGORY CPT THROUGH LTC, ALSO INDICATE A POTENTIAL CAREER FIELD FOR FUTURE SERVICE. DISCOM Commander, Corps Support Group Commander, Division G-4; Would serve Army best in OPCF/92 PART VII - SENIOR RATER c. BULLET COMMENTS ON PERFORMANCE / POTENTIAL a. EVALUATE THE RATED OFFICER'S PROMOTION POTENTIAL TO THE NEXT HIGHER GRADE BEST QUALIFIED FULLY QUALIFIED DO NOT PROMOTE A completed DA Form was received with this report and considered in my evaluation and review YES NO (Explain in C) OTHER (Explain below) x 38 HQDA COMPARISON OF THE SENIOR RATER'S PROFILE AND BOX CHECK AT THE TIME THIS REPORT PROCESSED RO: LTC DEER, GEORGE SR: MG SMITH DATE: TOTAL RATINGS: 9 RATINGS THIS OFFICER : 1 CENTER OF MASS d. LIST 3 FUTURE ASSIGNMENTS FOR WHICH THIS OFFICER IS BEST SUITED. FOR ARMY COMPETITIVE CATEGORY CPT THROUGH LTC, ALSO INDICATE A POTENTIAL CAREER FIELD FOR FUTURE SERVICE. I currently senior rate______________officer(s) in this grade X Outstanding performance by a talented, caring leader, and masterful multi-functional logistician. Unlimited potential to serve at the highest levels within our Army. I could not have asked for a more capable and knowledgeable MSB Commander during our highly successful Division Warfighter. Under LTC Deer’s solid leadership and very evident values based command environment, the battalion has excelled and soldiers are highly motivated, trained, disciplined, and mission focused. A total team player who knows how to balance mission accomplishment with true care for soldiers and families. He is a must select for SSC, promotion to Colonel, and DISCOM command. DISCOM Commander, Corps Support Group Commander, Division G-4; Would serve Army best in OPCF/92 Vu-graph-26 , Small Population/Small Profile Check Back to Back Reports in the same duty position where First Report is ACOM and Second is COM to see if Different Senior Rater. If so not necessarily a Down-Turn in Performance and Expectation should be COM. Remember, Different Senior Rater developing his/her rating philosophy and may not have the numbers in their profile to support ACOM It’s important to recognize this situation, and remember: this should not be considered a DOWN-TURN IN PERFORMANCE, unless so indicated by the accompanying words in the narrative. A close review of the narratives should enable an accurate interpretation of the senior rater’s message. Use Narrative

Senior Rater Tips Consider:
Use Senior Rater Option upon departure to complete your plan, Use Complete the Record Report to communicate to Boards Pass your plan on to your replacement for consideration and/or Learn what ratings were rendered prior to your arrival. “PLAN AHEAD -- Identify your Best”

Senior Rater Tips Maintain a credible profile; Be careful don’t Misfire Maintain a rating “cushion” - Goal is 1/3 in top box (provides for surprise departures/performance changes). Ensure all reports arrive in desired sequence (ensure top box is always less than 50%). Know Batch Processing Get Board reports to HQDA by the “receive NLT” date on board messages. If in doubt, call HRC, especially when using the top box AC: DSN ; Commercial (703)

Develop a Senior Rater Rating Plan
This is on the OERS Home Page - Managing Your Senior Rater Profile

Senior Rater Profile Report
DA FORM Total Ratings MG LTC MAJ CPT 1LT 2LT CW5 CW4 CW3 CW2 WO1 % Total 1st Block ACOM COM BCOM RETAIN DO NOT CURRENT OER PROFILE PROFILE HISTORY SENIOR RATER PROFILE REPORT OFFICER EVALUATION REPORTING SYSTEM FOR USE OF THIS FORM, SEE AR ; PROPONENT AGENCY IS ODCSPER A. NAME B. SSN C. RANK D. DATE OF REPORT DA FORM OCT 97 COL BG Available upon request anytime. You have 3 separate Profiles: (1) Active; (2) USAR; (3) ARNG Active duty profile: HRC-Alexandria (703) ; DSN Online: (HRC-Alexandria) Reserve profile: HRC-St. Louis (314) ; DSN Online: (HRC-St Louis) Guard profile: National Guard Bureau (703) ; DSN Online: gko.ngb.army.mil Vu-graph-28, New Senior Rater Profile Report- DA Form The is the Senior Rater Profile Report. This form is generated at HQDA and provides both the current (point) and historical(point) profile data for each senior rater. This report will be provided to each senior rater once a year, and upon request, to help the senior rater manage his/her profile. It is also placed in every senior rater’s official military personnel file(OMPF). These are the two boxes you should focus on: Number of 1st box “center of mass” ratings (point); and the percentage total of 1st block (Point)- should be less than 50%. These entries are particularly important because a senior rater’s responsibility to provide credible ratings on his or her subordinates is a legitimate criterion to use in evaluating that officer’s potential for future Army leadership positions. As a reminder, each senior rater can have 3 separate profiles: one for active army officers, one for USAR officers, and one for National Guard officers. They are managed separately.

Senior Rater Bottom Line
Understand “How the System Works” Make The Hard Calls Be Fair, Open and Counsel

Questions?

HR Command Points of Contact
Regulatory and policy questions: DSN: (Evaluation Systems Office) Senior Rater PROFILE questions: DSN OER Processing questions: DSN: (Evaluation Reports Branch) Appeals & Corrections questions: DSN: (Appeals & Corrections Branch) Officer Records (OMPF): DSN: (Officer Records Branch) (Commercial prefix: xxxx) HRC On-Line:

U.S. ARMY HUMAN RESOURCES COMMAND

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