PCC

1
U.S. Army Human Resources Command
People Always ... Mission First
Evaluation Reporting Systems
2
Outline

• Information/Transformation Initiatives
• How Officer Boards Work
• Facts
• NCOER System Update
• OER
• Intent
• System Update/Results from Selection Boards
• Rater Tips/Process
• Senior Rater Tips/Process/Philosophy
• Instruction to Selection Boards
• Profile Management
• Questions and Answers

3
Evaluation, Selection Promotion Division
Look Here
HRC On-Line https//www.hrc.army.mil
Select HRC-Alexandria The Adjutant General
MSD
4
ESPD Transformation Initiatives

• Automated Promotion to 1LT CW2 Program.
• Army Selection Board System (ASBS).
• MyBoard File on-line. Important to Leaders and
  Soldiersneed to ensure they review their board
  file.

5
ESPD Transformation Initiatives

• Soldiers Self-Service DA 3355 effective 1 Dec
  07
• View promotion score via a web-based form.
• Promoted up to 50 days sooner than under the
  old system.
• Add points to their record when those points
  are earned, rather than waiting to accumulate 20
  points before submitting them.
• Soldiers are entrusted to enter/update certain
  administrative points to ensure their promotion
  scores are accurate and reflect their current
  status.
• Soldiers must electronically sign an attest
  statement to verify the validity of the entries,
  once individual entries are made.
• Company-level Commander, Unit S1, Promotion
  Board, and the Promotion Authority (Battalion
  Commander) continue to serve as gatekeepers for
  eligibility, oversight, and approval.
• Commanders will have the ability to verify their
  Soldiers points when needed.

6
Evaluations Goals

• An officer and NCO Evaluation System (policy,
  process, and supporting technology) that for all
  participants at unit and HQDA level
• is consistently healthy (identifying and
  developing leaders who meet Army needs today and
  in the future)
• is sensible / reasonable
• uses a single Army standard whenever possible
• is intuitive (or at least self-explanatory)
• promotes accuracy, transparency, and quick pace
  in execution activities.
• An operational posture that is forward thinking
  and alert to all environments (internal and
  external to Army), that implements improvement
  opportunities, avoids negative impacts and
  behaviors.
• Evaluation knowledge that is proactively shared
  and easily accessible, accurate and informative,
  consistent, and inspiring.

• Customers want evaluation processing to be
• 100 Accountable (know who has it at all times)
• 100 Accurate (content accuracy process
  excellence)
• Fast and simple (5 days from HRC receipt to OMPF)
• With a single point of entry for information and
  access

7
How Where to Submit Evaluations

• After 1 Apr 08 all evaluations must be submitted
  to HQDA level processing using My Forms on AKO.
  Exemptions can be requested by units with severe
  technological challenges. Mailed, emailed, or
  hand-carried documents will not be accepted by
  HRC after 1 Apr 08 without exemption (see MILPER
  Message 08-051).
• Deployed units and rating officials will submit
  electronically by My Forms when possible but if
  necessary may use other submission options,
  without special approval.
• When exemptions are authorized
• OER NCOER (with exception of ARNG NCOER) are
  mailed to Cdr, USA Human Resources Command,
  ATTN AHRC-PDV-ER, 200 Stovall Street, Alexandria
  VA 22332-0442
• Note this address change for NCOER is new info
  and will be confirmed in a MILPER message which
  will also state the last date for mailing to
  Indianapolis and St Louis for those authorized
  exemptions.
• NCOER already in transit by mail to Indianapolis
  or St Louis are good to go. The next one you
  mail (if authorized) should be sent to the
  address above.
• ARNG NCOER No change. Continue to mail to
  State/Territory POC
• When you have digitally signed OER or NCOER on
  older version forms (those not able to be sent
  electronically in My Forms on AKO) email those
  documents as attachments to
• OER .xfdl files tapcmse_at_conus.army.mil (version
  3 and 4, sometimes 5)
• NCOER .xfdl. files tapcmser_at_conus.army.mil
  (version 5, 4, 3, 2, and 1)

8
Electronic EvaluationsBottom Line Impacts

• Positive impacts mirrored in other Army forms
• Electronic evaluations
• Provide electronic signature for dispersed
  locations
• Support Soldiers in all three components (RA,
  USAR, ARNG)
• Transform methods of getting and moving
  information
• Improve content make the process easier
• Improves what users have today (and provide more)
• Eliminates Personnel Service Battalions eval
  processing (supports Transformation/PSDR)
• Improves reliability of submission timeliness
• Reduce, or eliminate, overnight mailing costs
• Works to eliminate interim legacy systems
  currently used
• Make counseling administratively worth the time

9
My Forms Location Behind AKO
My Forms Link on AKO Home
Users now get forms from the My Forms tab on
AKO or from APDs web site.
10
Goal develop and assess Soldiers submit reports
on time.

• Senior Raters Role do or ensure
• Ensure rating schemes are known by Soldiers
• Oversee counseling participate in counseling
• Use tools My Forms (red outlines)
• Know current THRU dates of reports on file
• Anticipate and project next evals.
• Current thru date on file plus 12 months or
  known changes of rater.
• Complete the record dates for those being
  considered by a selection.
• Notify rating officials of upcoming evals
• Track rating officials counseling and
• reports (use My Forms)
• Follow up on receipt and processing
• at HRC (using tools)
• Take appropriate action with problem
• rating officials as necessary.

HRC Website https//www.hrc.army.mil
11
What Units Senior Raters Can Do

• Use the latest form versions creating an
  evaluation from a support form in My Forms is a
  one step process, automatically copies
  information, and always ends up on the most
  recent form version.
• Use the form wizard to enter all content to an
  OER or NCOER avoid entering data in View Form
• Dont leave blank data fields where information
  is needed or requested
• Submit with a small buffer of time prior to 90
  day limit or received no later than date for
  selection boards.
• Ensure evaluation sender knows how the return
  policy works.
• Follow up on every submitted report using IWRS
• Avoid the common errors

See training Form Versions Why to Use Them.
Answer rating official questions within the form
wizard and avoid most policy form errors.
Confirm evaluation is at HRC by using IWRS.
Regularly check AKO email for Reject messages
check My Forms INBOX tab for returned evals.
See next slide.
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Common Errors on Digitally Signed Evals

• Signing more than 14 days prior to the THRU date
• Sending to HQDA before the THRU date
• Missing YES or NO after HT/WT on OER
• Missing numeric score from APFT on NCOER with
  needs improvement box checks for Physical
  Fitness
• Functional category errors on OER
• missing from Part Vd and VIId for all CPT
  (except JAG, Chaplain, AMEDD)
• using Career Field (OPFC, ISCF, etc.) instead of
  Functional Category groupings (MFE, OS, FS)
• using them for LT, MAJ or LTC reports (not
  allowed any more)
• Missing basic administrative information such as
  UIC, senior rater telephone number, rating
  official rank
• APFT date not in YYYYMMDD format or not within
  12 months of THRU date
• Missing of officers senior rated
• Missing YES/NO on whether 67-9-1 was received

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The Eval Process from Unit to OMPF
Seen in Interactive Web Response System (IWRS)
My Forms Tracking
Seen in My Forms Tracking
Soldier unit rating officials
2
Seen in OMPF Online
Date 3 Eval info is visible to users as having
been received on (date 2)

My Forms at HQDA (HRC) level
NCOER OER
HQDA level Processing System
Individual Official Military Personnel Files
(OMPF)
3
Date 1 Unit sends To HRC
Date 2 HRC acts to either accept or return for
correction re-submission
Date 2 HRC act of acceptance becomes date of
receipt.
Date 4 HRC completes review of eval (and
labeling as needed) and places in OMPF.
1
My Forms Sender
To HRC
My Board File (MBF)
1 Goal Date 1 (date unit sent) equals Date 2
(date of receipt). Interim goal keep gap no
more than 48 hours. 2 Goal Date 3 (date
visible in IWRS) is within 2 days 3 Goal Time
for processing (receipt to OMPF) is 5 days.
Interim goal Evals make OMPF/board files
before near term boards.
Seen in MBF Online
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OER On Time Rates
Purpose Reflect how units submit OER for
specific months, based on date of receipt at HQDA.
Goal 95 or greater received at HQDA on time
2007
2006
Goal 95 or greater received at HQDA on time
On Time (before 22 May 07) Received within 90
days (RA/NG) 120 days (USAR) On Time (after 22
May 07)Received within 90 days
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Senior Rater Evaluation Timeliness Report
FOR USE OF THIS FORM SEE AR 623-3 PROPONENT
AGENCY IS ACofS, G-1
NAME
RANK
CREATED DATE
SSN
20060201
JONES, CARLOS W.
888888888
BG
Notes 1. On-time calculations for OER NCOER
are based on reports being received at HQDA
within 90 days after THRU date, regardless of
component. 2. When available, NCOER information
covers Active and USAR reports. ARNG NCOER are
kept at State level. 3. Senior rater can view
details on the late reports by selecting a
specific rank.
DA Form 67-9-2A, 15 May 2006
CREATE EXCEL SPREADSHEET
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FOR OFFICIAL USE ONLY
Details for late reports shown as part of the
Senior Rater Evaluation Timeliness
Report Specifics for the late Majors
reports.
Senior Rater Evaluation Timeliness Report
FOR USE OF THIS FORM SEE AR 623-3 PROPONENT
AGENCY IS ACofS, G-1
NAME
RANK
CREATED DATE
SSN
20060201
JONES, CARLOS W.
888888888
BG
Late Reports For This Senior Rater and This Rank
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Safety and Military Evaluations
Purpose Get composite risk management (CRM) down
to first line supervisors and individual
Soldiers. (Change behavior.)  

• Commanders Role / Requirements
• Incorporate safety objectives and tasks into
  evaluation support forms, developmental support
  forms, and NCOER checklists for consideration by
  rating officials in final assessments.
• Scrutinize subordinates counseling sessions.
• Applies to all three components.  
• Safety has always been a special interest item
  as applicable today, it is applicable to all
  leaders.

For more CRM information Combat Readiness
Center (CRC) website (https//crc.army.mil)
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Evaluation Systems (Facts)

• Mission of the OER NCO-ER is to identify your
  best (AR 623-3)
• Both OER and NCO-ER are assessment tools. OER
• A forced distribution system (All Services have
  one)
• SR top box restricted to lt50 (CW3, CW4, MAJ,
  LTC, COL, BG)
• SR narrative focuses on quantifiable performance
  and potential
• Promotion selection system is based on Army
  requirements
• Use the top box to identify your best officers
  and quantified narratives
• Cannot predict selection board results on ACOM or
  COM labels
• (Boards use the Whole File Concept)
• Based on a series of reports
• (Boards use the Whole File Concept)
• Commander is overall care-taker of all personnel
  systems
• Counseling is key.

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Help, Im in the zone for a selection board! What
must I do now?
1 Continue to give every job your best! 2
Review your board file thru MYBoard file. Make
any updates BEFORE the board convenes. (Reminder
youll be notified thru AKO that youre being
considered for a board). 3 Take a current
photograph (standard is 5 yearsbut exceed the
standard with a recent photo when youre in the
zone). 4 Review, update, and sign your Officer
Record Brief
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BOARD PREPARATION
Board Schedule
Zone Message Out
Board Proponent Initializes Board in Database
1 Yr
C-90 Coordination Meeting
C-120
Branch Phase Scrub (Phase 1)
C-90
Eligible Population in Database
Board Proponent Flags OERS (Phase 2)
C-85
C-60 Mtg/Start Branch Scrub
C-75
MBF Opens
C-65
BRANCH REPS. VALIDATE POPULATION
D.A. Sec. Takes Control of Board
C-60
C-15
MBF Closes
C-60 TO C-15 AUTOMATED SELECTION BOARD SYSTEM
(ASBS) ACTIVE MY BOARD FILE (MBF) ACTIVE BRANCH
REPS REVIEW FILES C-3w OFFICERS IN FIELD
REVIEW FILES
Board Convenes
C-3w
C-Date
BRANCH REPS LAST REVIEW of UPDATED FILES
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OVERVIEW
Authority References

• Laws
• - Title 10 United States Code -
  Armed Forces
• - National Defense Authorization Act
• - Goldwaters-Nichols Act
• DoD Directives, Instructions Regulations
• Commissioned Officer Program Procedures
• Department of the Army Memorandum
• Policies for Active Component Officer Selection
  Boards
• Army Regulations/DA Pamphlets
• - AR 600-8-29 Officer Promotions
• - DA Pam 600-3 Commissioned Officer
• Development and Career Management

Title 10
DOD Instructions 1320.14
DA Memo 600-2
AR 600-8-29 DA PAMs 600-3, 600-11, 600-4
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OVERVIEW
Secretary of the Army / Chief of Staff,
Army Memorandum of Instruction (MOI)

COVER MEMO
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Fully Qualified versus Best Qualified
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FULLY QUALIFIED WORD PICTURE
Qualified professionally and morally has
demonstrated integrity, is physically fit, and is
capable of performing duties expected at the next
higher rank
YES
Does not possess the skills to serve at next
higher grade at this point is not qualified
professionally and morally or has documented
questions concerning officers ability to serve
at the next higher rank
NO
Substandard duty performance misconduct moral
or professional dereliction or actions
inconsistent with national security
SC
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IN AND ABOVE THE ZONE WORD PICTURE
6 /-
Top Few Superior Performer / Superior Potential
5 /-
Select Ahead of Peers Outstanding Performer /
Outstanding Potential
Select with Peers Solid Performer Good Potential
4 /-
3 /-
Select if there is a Requirement Average
Performer / Potential
FULLY QUALIFIED
NOT FULLY QUALIFIED
2 /-
Do not Select Weak Performer
Admin Note Numbers /- (left column) is
specific to boards (board language) and is
prohibited from being used in evaluation
narratives or bullet comments.
1
Show Cause
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BOARD OPERATIONS
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BOARD PROCEDURES/SECURITY

• No criteria for selection may be established by
  the board that is not in the MOI
• Membership can not be revealed
• No visitors allowed in the Board Room
• Contact with members of other boards is not
  permitted
• No documents leave the Board Room - all MOIs,
  Board Books, and AAR Materials stay in the Board
  Room
• No board deliberations outside the Board Room
• Burn bags are used for board related waste
• No contact with Career Management Branches
  permitted

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Automated Selection Board System
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FILE COMPOSITION

• Official Photo
• Officer Record Brief
• Official Military Personnel File
• Miscellaneous/Scanned Documents
• Letters to the Board President
• Retirement Letters -- Approved Retirement Date
• Disciplinary (if there is any Derogatory data)
• Performance
• Commendatory
• Education and Training

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OFFICIAL PHOTO
AR 640-30, 10 APR 06

• Current within five years
• Digital 4x6, Color 4x10 Do not draw adverse
  inference from the type of photo in individuals
  file
• Temporarily exempt if photo facilities are not
  available or conditions do not permit (e.g.
  hostile fire areas)
• This is the officers handshake with the board
  member

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COMMON MISTAKES
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Officer Record Brief Checks

• Officer Record Brief (updates must be complete
  by convene date)
• Duty titles are complete and current (NO
  CASUAL/NO INCOMING
• PERSONNEL)
• Marital / Spouse Data / Religion / Dependents /
  Dwell Counter masked
• Racial and Ethnic Designation Categories
  (REDCAT) data correct
• Civilian Education Level / Military Education
  Level correct
• Validate Component (Regular Army / United
  States Army Reserve)
• Ensure 3A/3L, JOINT DUTY CODES are Correct
• Ensure Career Field Designations and dates are
  current
• Current Physical and PUHLES
• Language Code Proficiencies correct IAW AR
  600-8-104
• Date last OER (on ORB) Should Match Last OER on
  Record
• (admin note The OER Thru Date on an ORB updates
  when an OER completes processing at HRC. An OER
  not yet completed by the last date available to
  officers for board file validation will not
  update on their ORB. These OERs will still
  process to the OMPF and thus to board files.
  Board members understand that sometimes this
  information is one OER off.)

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(No Transcript)
34
Officer Evaluation Report Priority of
Consideration 1. Senior Rater
Section - Narrative - DA Label
Information (if applicable) - Population
Size 2. Duty Description
3. Number of Rated Months
4. Rater Narrative 5. Intermediate
Rater Narrative (if used)
Quantified and Qualified, Descriptive Strong vs.
Exclusive
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My Board File

• Officer self-service viewing environment
• E-Mail notification
• Army Knowledge On-Line (AKO) sign on and
  authentication (secure environment)
• Electronic Notepad and assignment Manager page
• Eliminates requirement for signed Officer Record
  Briefs

36
(No Transcript)
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A centralized selection board is not interested
in moms famous recipes
38
Your Name 111-111-1111 04 01 19 LTC, EN
Officers Name
39
(No Transcript)
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BOARD MEMBER VOTING
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PROCESSING THE RESULTS
DEPSECDEF
USD(AT)
AC 04-06 (Forwarding) All RC (Approval)
05-06 Acquisition
POTUS
CJCS
SEC ARMY
04-06 ACC
AC 04-06 RC 06 (Confirm)
CSA
SENATE
VCSA
ASA(MRA)
Results
OTJAG/OGC
G1
DMPP
42
NCO-ER
43
TIPS
jimmy.crackle_at_
--Lead off with your strongest excellence
bullet
Sample NCO-ER (page 2)
--S/R focus on promotion, schools, assignments
44
Reviewer Responsibilities

• Overall caretaker of system (honest-broker)
• -- Reviews reports to ensure consistency,
  accuracy, and fairness
• -- Resolves discrepancies between rater and
  senior rater
• -- If discrepancy can't be resolved after
  discussing with both rating officials, then
  reviewer nonconcurs and attaches memorandum
• -- If rater and senior rater agree on
  evaluation but reviewer does not, then reviewer
  may nonconcur but must clearly articulate
  reason for nonconcurrence (creates question of
  integrity in rating officials)
• -- Army trusts rater and senior rater to be
  fair and accurate in rendering reports -
  reviewers role is not to provide a 3rd evaluation

45
NCO-ER Tips

• Ensure counseling is happening spot check
  raters checklist/record
• Best NCO receives 2 or 3 Excellence bullets, not
  5-0 or 4-1 (success in PT)
• Justify Excellence Bullets - Tell the story
• If you give a Success box check must add bullet
  comment (s) cant leave it blank
• Ensure Junior Officers and NCOs know system
• Senior Rater Narrative - Focus on Performance
  Potential
• promotion, school and assignments
• Create Excellence Opportunities - Tell NCOs how
  to achieve excellence
• NCO-ER Quality Control - suggest using CSM
• OERs must be at HRC within 90 days from the thru
  date

46
NCO-ER Inflation

• Too many NCO-ERs have unjustified excellence
  marks - if there are no quantifiable
  accomplishments then the board considers it only
  a successful rating.
• Too many NCOs are receiving Among the Best
  ratings by the rater -- boards have difficulty
  determining raters intent.
• Too many senior raters do not address potential
  in their bullets -- tell the board who they
  should promote, the type of assignments best
  suitable for the rated NCO, and the schooling the
  NCO should attend.

47
OER
48
OER (Goals)

• Provide selection boards and personnel managers
  adequate information to make their decisions.
• Allow for field impact on selection of future
  leaders.
• Opportunity to advance the Best
• Establish Senior Rater Accountability
• Confidence that others cannot inflate
• Narratives focus on Quantitative Performance
  Potential
• Enhance Leader Development
• Focus on Officer Development at Company Grade
  Level
• Basis in Army Values, Doctrine Leadership
• Emphasis on Counseling
• Link with OPMS
• Link Performance to Mission

49
OER SystemBottom Line Impacts

• System is Working
• COM Report is not a Killer (COM report vs COM
  File)
• Counseling is the Key (DSF SPT Form)
• System is tweaked (enhanced) to keep up with
  operational environment and anticipated future
  environments
• 1 Oct 04 Enhancements for CPT, LT, CW2, WO1
• Developmental Support Form for all officers in
  these ranks
• No Part VIIb Senior Rater Box Check for these
  ranks
• 22 May 07 Single Senior Rater Profile provides
  an assessment of all officers potential,
  regardless of component (separated by rank only)
• 1 Jun 07 tracking OER submissions to HRC
  (timeliness) - except to clear deck in near
  future.
• 1 Apr 08 mandatory submissions via My Forms on
  AKO (requires digital signatures)
• 1 May 08 tracking NCOER submissions to HRC
  (timeliness)
• 1 May 08 NCOER information visible in IWRS
• You are responsible for knowing how the system
  works.

50
OER System Update

• Board feedback continues to be extremely positive
• Issues remain
• Developmental Counseling is Critical
• Concern/Fear with No SR box checks for CO Grade
  officers
• 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.
• OERs must be at HRC within 90 days from the thru
  date.

51
General ObservationsWhats Important to Board
Members?

• Senior Rater Narrative
• Senior Rater Label
• Duty Description

52
Recent Board Trends - OER Narratives

• The best rater and senior rater narratives
• Are short tell a simple story about the quality
  of officer being evaluated focus on potential
  3-5 years out (promotions, command, school,
  assignments.)
• Quantify officers value relative to peers and do
  so in concert with senior rater box check.
  Critical for no box check OERs.
• Many OER narratives are internally
  inconsistent
• Quantifying (e.g. top 2 of my captains) with
  a small population.
• Stating the best ever having 10 in the
  population, 50 in the profile and a COM label.
• Some phrases and clichés are counterproductive
  or overused. Examples
• Stellar, hit the ground running.
• Consummate, unlimited potential.

53
Rater Narrative

• Focus on specific, quantifiable performance
• What an officer did and how well
• Quantify and Qualify Performance and Potential

• The rater is the first individual to write a
  narrative on the reverse side of an OER.
• Narrative should explain what the rated officer
  did and how well he/she did it.
• A laundry list of superlatives is not helpful to
  selection boards more is not necessarily
  better.
• Selection board members do use the raters
  narrative in their file deliberations more
  intensely when they are looking for in-depth
  information about a rated officers performance
  and potential.
• When there is no senior rater (due normally to
  lack of rating official qualifications) the
  raters narrative is the one which provides the
  input on both performance and potential.
• Block Vc.
• Must include specific comments concerning rated
  officer potential
• Emphasize potential for the near term (next 3-5
  years command, assignment, school and
  promotion)
• Block Vd. Ensure that you list any skill sets
  or professional qualifications that might be
  useful to future functional designation boards.

54
Senior Rater Narrative
Should quantify and qualify the passion (or lack
thereof) that senior rater has for rated
officers performance and potential.

• Selection boards should understand what input the
  Senior Rater is providing without having to
  guess.
• There are no magic or buzz words to convey
  Senior Rater intent.
• Focus on potential (3 to 5 years command,
  assignment, schooling and promotion).
• Cannot mention Box Check in the narrative (i.e.,
  ACOM Officer, If my profile allowed, I would
  rate this officer higher.)
• Avoid Disconnect with Box Check
• Example Large population, COM Box Check, but
  Exclusive Narrative
• Exceptions Immature profiles, Back to Back
  reports
• Be careful with your narrative dont say the
  same thing for all your people (Boards can easily
  detect repeated verbiage)

55
No Comparison Box Check in VIIb

• For reports that do not require a box check Part
  VII.b. (CPTs, LTs, WO1s, and CW2s)
• The narrative (along with the remaining
  information in Section VII) is what primarily
  conveys Senior Rater intent.
• Senior Raters should use quantified and qualified
  statements within narrative.
• The word picture discerned from the narrative
  should inform selection board members as to the
  Senior Raters assessment of that officers
  performance and potential.

56
Senior Rating - 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 used
• for the best ACOM reports within a mature
  profile
• for COM reports that follow an ACOM for same
  rated officer
• with discretion, 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
• for the very best officers receiving COM reports

57
Senior Rater Narrative Tips
Be careful with your narrative!

• Dont Exaggerate
• A future GO, will be the best BDE CDR (LT)
• One of the bright young officers upon whos
  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.
• Dont 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.
• Dont Be Stupid

Dont say Concur with rater, 6 Officer
58
What Selection Board Members have to say about
narratives . . . (1 of 2)

• Given that the senior rater ratings are now
  masked for captains, it is imperative that raters
  and senior raters use clear, quantifiable
  descriptions in their comments for both in and
  above the zone and below the zone selections.
• The current OER system works, especially the
  senior rater profile. Still, the Army must
  encourage, or impose, discipline on senior rater
  narratives. We saw an emerging trend where senior
  raters attempt to circumvent the strict
  requirements for an ACOM block check through
  unsubstantiated quantitative statements in COM
  narratives, and vice-versa. Inflated narratives
  could dilute the clear message of superior
  performance conveyed by an ACOM report in the
  future.
• Senior raters invariably have the most influence
  in how the board judges an individual officers
  performance. Those senior raters who were clear
  in identifying not only those officers with great
  potential and performance, but also, substandard
  performance or officers possessing limited
  potential and poor performance of duty greatly
  enhanced the selection process.

59
What Selection Board Members have to say about
narratives . . . (2 of 2)

• Raters and senior raters must clearly and
  concisely quantify and qualify an officers
  potential and performance. Those raters that did
  both enhanced the selection process for top
  performers. Senior rater comments lose
  credibility when they state that an officer is
  the best or is in the top percentile of officers
  rated and then give the officer a Center of Mass
  (COM) rating when they have a mature profile.
  Senior raters also lose credibility when they
  state that an officer should be promoted below
  the zone followed by sequential COM ratings with
  a mature profile.
• Senior Rater comments on performance often did
  not match the block check. For example, Senior
  Rater states, best Major in this Brigade, with
  a COM block check and does not have a supporting
  immature profile or senior rater explanation.
  Also, promotion potential recommendations did not
  always match Future Duty Assignment
  recommendations. These examples may degrade the
  credibility of the OER system and indicate a lack
  of candid developmental counseling.

60
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 Get Involved w/
  DSF Do it Early!
• Enforce DSF (DA Form 67-9-1a) Are there tasks/Is
  there counseling?
• Learn/understand OPMS DA PAM 600-3
• Notify other rating officials when you initiate a
  report
• Include suspense to HQDA
• Narrative focuses on specific, quantifiable
  performance
• What an officer did and how well!
• Quantify and Qualify Performance and Potential
• 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

61
This is an evaluation wizard form

• - In OER and NCOER (support forms and
  evaluations) green screens are the wizard.
  Using a series of questions the wizard guides you
  through the evaluation process and allows you to
  enter content to the form keeping you within
  policy and away from most errors.
• Tabs across the top (and associated tabs to the
  right) allow you to move around the form sections
  easily.
• Avoid selecting View Form (lower left) until the
  report is completed and requires signature.

62
OER Support Form - DA Form 67-9-1
OER support forms limit text but allows for
attachments to document rated officers
accomplishments. Only text visible on the
support form itself will transfer to the
evaluation automatically. As the support form
should accompany the final evaluation during its
preparation the rating officials should review
the support form in its entirety (to include the
attached pages) to glean relevant information for
the final assessment. FYI We deliberately
limited the space on the support form to that
which is available on a final evaluation so this
transfer action would not randomly truncate
information. Note Both OER NCOER support
forms transfer information to final evals in one
step.
63
OER Administrative Data -- PARTS I, II, III

• Be careful with P indicator
• RO signs last, Allow for Time
• Duty description lists scope degree of
  responsibility in terms of resources, people,
  facilities budget

Electronic Signatures
wizard driven, pull down menus
CAC applied signatures authorized but no more
than 14 days prior to the THRU date. OER not
submitted until the THRU date.
64
Professionalism Part IV

• Nos are bad
• No school solution to word picture

65
Rater and Intermediate Rater Evaluations - Parts
V VI
Va
Raters narrative separated into distinct
sections.
Vb Rater Narrative on Performance
Vc Rater Narrative on Potential
Vd
Optional Unique Professional Skills/Expertise Man
datory for ACC CPT only Functional Category
Recommendation (Would serve Army best in...)
VI Intermediate Rater Narrative
In wizard OER pull down menus will only show for
CPT reports.
66
Senior Raters Section - Part VII
- No Part VII.b box check for evaluations on
MG/CPTs/LTs CW5/CW2s/WO1s (effective 1 Oct
04). - Quantifiable performance potential
comments in narrative (VIIc) and 3 future
assignments should be consistent.
In wizard OER pull down menus for
recommendations only show for CPT reports (of
correct branch) and after the wizard questions
have been answered for Senior Rater.
67
Senior Rater Tips

• Watch DSF, approve tasks/monitor Is there
  developmental counseling?
• Effective 1 October 2004, Mandatory Use of
  DA Form 67-1-1a. for Raters of CPT, LT, CW2, WO1
• 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.
  

68
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 Army is now
  tracking On time Rates by SR.
• Depart TDY OER - TDY/TCS/SD for 90 or more days
  under different rater (Need to do one).
• Part VII b. Box Check does not apply for MG and
  above, CPT, LT, CW5, CW2, and WO1
• Retired recalled officers do not get evaluations.
• KNOW YOUR PROFILE AT ALL TIMES.

69
Senior Rater Rating Philosophy

• Mission Identify your best.
• Develop Rating Philosophy and consider
  communicating it to rated officers.
• Decide how to give ACOMs 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 ACOMs 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 COMs 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
70
Whats a Misfire?

• Definition An OER with an ACOM box check that
  receives a COM DA Label because the senior rater
  profile (50 or greater) does not support an ACOM
  rating.
• Mechanism to prevent - Senior Rater Contact
  Program. Once OERs are processed, a daily
  Potential Misfire roster IDs problems. The SR is
  contacted and given options
• Submit COM OER(s) to support ACOM / and
  resequencing.
• Withdraw / return potential misfire OER.
• Give authorization to change box check to COM
  (SR should notify rated officer).
• Officially misfire the report - What happens?
• Rated officer receives a COM DA Label.
• ACOM counts on senior rater profile, further
  limiting SR ability
• to give future ACOMs.
• SR receives a Discipline MEMO thru their rating
  chain.
• Bottom line
• Know / manage your profile.
• We will help and work with you.

71
Completed Senior Rater Section

• Reinforcing Rules
• First single top box at a given grade will
  generate an ACOM label at DA, regardless of
  profile (of the first four OERs in a grade, by
  component, any one, but only one, can be an
  ACOM.)
• Cannot mention box check in the narrative
• Restarts by grade, with SRs permission, after 3
  reports a documented misfire in that grade have
  been processed at HQDA

72
Managed Profile How it works!
Senior Rater at unit level
Processed at HQDA
73
OERs without Box Checks (after 1 Oct 04)
Example of Senior Rater Section
At Unit Level
After HQDA Processing
74
Small Population / Small Profile
SELECTION BOARD INSTRUCTIONS
(1) Check Box in VIIa - same grade in
population (3 OR LESS Small Population) (2)
Check DA label Total Ratings (5 or less
immature profile) (3) Focus on Narrative" in
part VIIc
RO CW3 BUCK, GEORGE
999999999
75
Label Never Shows Downturn in Performance
Small Population Example 1 of 1 e.g. Aide /
Maintenance Warrant
Event Driven Example Board Report
Use Narrative
76
Label Never Shows Downturn in Performance
Different Senior Raters
Use The Narrative
77
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
78
Develop a Senior Rater Rating Plan
Sep04 /CR/COM
Sep-05
AN
COM
Dec-05
Yes (1)
1991
BZ Major-Oct-05
Jun-06
Fawn, B
Bde S-3
1
Sep 04/CR/ACOM
Apr-99
PCS
ACOM
Jul-05
No
1992
BZ LTC-Jan-07
Apr-06
Rockfish, A
BN Cdr Support
0
Jun 04/AN/COM
Jun-05
CD
COM
Sep-04
Yes (1)
1990
BZ Col-Jul-05
Jan-06
Example
Note Promotable Officers serving in positions
authorized the promotable grade will be profiled
at the promotable grade if listed as (P) in the
grade block of the OER.
This is on the OERS Home Page - Managing Your
Senior Rater Profile
79
Senior Rater Profile Report DA FORM 67-9-2
One profile based on all rated officers
regardless of component Active USAR ARNG
Senior Rater profile available Online
www.hrc.army.mil (USA HRC website) When online
access not possible email tapcmse_at_conus.army.mi
l
Do Not Receive block VIIb. Box Check
Do Not Receive block VIIb. Box Check
Do Not Receive block VIIb. Box Check
Do Not Receive block VIIb. Box Check
Do Not Receive block VIIb. Box Check
Do Not Receive block VIIb. Box Check
Do Not Receive block VIIb. Box Check
80
Senior Rater Bottom Line

• Understand How the System Works
• Make The Hard Calls
• Be Fair, Open and Counsel

81
HR CommandThe Adjutant General DirectorateEval,
Selections Promotions Division

• Chief, Eval, Sel Promo Div
• George Piccirilli
  DSN 221-9610
• 
  CML [phone]
• Evaluations Policy DSN
  221-9660
• Senior Rater Profile Info (67-9-2) CML (703)
  325-9660
• tapcmse_at_conus.army.mil

E-MAIL George.Piccirilli_at_conus.army.mil