OML Breakout Session

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OML Breakout Session
AGENDA

• Rules of Engagement
• Background
• Performance OML
• Discussion
• Deliverable

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OML Breakout Session

• RULES OF ENGAGEMENT
• ? Leave your ego and emotion at the door
• ? No personal attacks
• ? One person speaks at a time, no sidebars
• ? Everyone contributessilence is contribution

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OML Breakout Session

• TASK To develop a standardized measure for
  evaluating PMS potential based on
  performance-based criteria.
• PURPOSE To assist the Brigade Cdrs in
  recommending potential compared with officers
  from the same grade to the Region Cdr for
  comparison in the Senior Rater profile.
• METHOD Using the Region Cdrs Senior Rater
  Philosophy as the basis to drive discussion and
  recommendation.
• END STATE Provide the Region Cdr with a
  deliverable to allow him the ability to enumerate
  officers with the most potential to perform at
  increased levels of responsibility.

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OML Breakout Session

• WHY?
• ? Senior Rater Requirements allow for no more
  than 49 to receive an Above Center of Mass
  rating
• ? There are currently 150 Lieutenant Colonels in
  the profile population. Senior Rater ceiling goal
  is 40 or /- 60 ACOMs
• ? All too often Raters and Senior Raters rely
  solely on subjective analysis alone and the rated
  individual only learns where they stand when
  their evaluation is complete
• ? Based on the FY07 Colonels promotion board
  only one officer from the eligible population was
  selected for promotion within Cadet Command
• ? The Region Commander has the largest Senior
  Rater profile in the Army and he intends to
  change this paradigm

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REFERENCES

• AR 623-3 Evaluation Reporting System
• DA PAM 623-3 Evaluation Reporting System
• FM 6-22 Leadership
• Region Cdr Senior Rating Philosophy
• Operational Planning/Training Guidance
• Command Philosophy
• Unit visits

Evaluation of Performance and Potential Nested
Using all these References

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RATER ASSESSMENT
AR 623-3, Section III, 3-9, b (1) and (2)

• Performance evaluations are assessments on how
  well the rated officer met duty
• requirements and adhered to the professional
  standards of the Officer Corps. Performance
• is evaluated by considering the results achieved,
  how they were achieved, and how well the
• officer complied with professional standards.
• Potential evaluations are performance-based
  assessments of the rated officers ability,
• compared with that of their contemporaries, which
  the senior rater rates or will rate to
• perform in positions of greater responsibilities
  in higher grades. Assessment of potential
• applies to all officers regardless of their
  opportunity to be selected for higher positions
  or
• grades and the assessment continually changes.

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Bottom Line
Program performance in itself does not equate to
an ACOM the potential to serve in positions of
increased responsibility does! Performance is
only a tool to evaluate such potential!
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PERFORMANCE OML

• How? By establishing an OML to
  quantitatively measure performance using
  empirical data (the Science) in combination
  with subjective analysis to evaluate potential
  (the Art).

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MISSION

• Recruit, train, retain, and commission future
  officers who are scholars, athletes, and leaders
  in order to provide quality leadership to the
  United States Army.

Objective Analysis
Subjective Analysis
Cdrs subjective analysis relative to that of
peers based on tangible and intangible factors
degree of difficulty, program improvement, and
both the Brigade and Region Cdrs overall
assessment and potential to serve in positions of
increased responsibility.
Evaluation of performance based
on mission criteria (METL).
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CRITERIA
OBJECTIVE ANALYSIS 40 SUBJECTIVE ANALYSIS
50 REGION CDR ASSESSMENT 10
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PMS CONCERNS

• Large Programs
• Small Programs
• Broken Programs
• Progression Schools
• Lateral Entry Schools
• HBCUs / MJCs
• New PMS / Veteran PMS
• Personnel Shortages / Turbulence / Manning

• No University Support
• Tough Market
• Limited Training Area
• No Partnerships
• Varying Write Rates
• Mission Adjudication

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CRITERIA

• OBJECTIVE ANALYSIS 40
• RECRUIT 15 1-5 based on of contract
  mission achieved gt 1205, 101-1194, 1003,
  90-992 lt 891 for MS08-MS11
• RETAIN 10 1-3 based on exceeding (3),
  meeting (2), or not meeting (1) Region retention
  goals in Region Training guidance
• TRAIN 10 1-3 based on LDAC and LAMS scores
  -- top third, middle third, bottom third
• COMMISSION 5 1-3 based on of MS07 mission
  accomplishment gt 1205, 101-1194, 1003,
  90-992 lt 891

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CRITERIA

• SUBJECTIVE ANALYSIS 50
• DEGREE OF DIFFICULTY 10 1-5 for a campus with
  unusually difficult environment (METT-TC) new
  PMS
• PROGRAM IMPROVEMENT 10 1-5 based on setting
  the conditions for future production and building
  relationships (ROTC credit/minor, Room Board,
  new partners, secretary, production Improvement
  since arrival measured against past and legacy
  for the future)
• POTENTIAL 15 1-5 based on potential to serve
  at the next grade based on six aforementioned
  criteria
• BDE CDR ASSESSMENT 15 1-5 based on Bde Cdr
  assessment of performance and potential. Bde
  Cdrs restricted to 20 of 5s and another 20 of
  4s
• OML Matrix
  071128.xls
• 
  

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SUMMARY
? Complies with Army regulations, guidelines, and
command philosophies ? Establishes a universal
performance Standard of Measure ? Provides
performance-based assessment regardless of
template size, Levels the Playing Field ?
Performance linked directly to the METL
(Standards) ? Potential is performance-based on
the rated officers ability, compared with that
of their contemporaries as assessed by the Rater
and Senior Rater ? Serves as a counseling tool
in letting PMSs know where they stand relative
to their peers ? No surprises at OER time ?
Region Commander still retains final authority
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RECOMMENDATIONS
? Write Rate and Mission need to be adjudicated
between the BDE CDR and the PMS ? JAN 08
Implementation date ? DCO Senior Rate
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Bottom Line
Program performance in itself does not equate to
an ACOM the potential to serve in positions of
increased responsibility does! Performance is
only a tool to evaluate such potential!