Officer Evaluation Reporting System
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Provides boards adequate discrimination.
Reestablishes field impact on selection of future leaders.
Opportunity to advance the “Best”
Confidence that others cannot inflate
Easy as possible on Senior Raters
IMPROVED LEADER COMMUNICATION
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 OPMS XXI — Started 1 Jan 99
Advocate your best to senior rater — Remember senior rater is limited to the number of ACOM
Common OER Processing
Part II – Invalid Rater/Senior Rater
Part II – Referred OER not referred
Part IV.b – Block checks missing
Part IV.d – HT/WT Yes/No missing
Part V.b – No potential comments (Mandatory)
Part V.c – Raters consistently put potential comments
Part VII.d. – No recommended Career Field
OPMS XXI Career Fields
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.
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.
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).
SENIOR RATER TIPS
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 92% of all CPTs; 87% of all MAJs; 85% of all LTCs). These figures continue to rise.
A COM OER, by itself, is not a killer; all boards select officers with at least one COM report; over 18,000 selected so far (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.
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.
LTC Board Recessed 28 Mar 01
(Avg. 3 per file) (Selected 1210 w/ 67-9)
71% Selects had at least one COM
BQ Position – 47% Selects had at least one COM
472 Selects had two or more COM
139 Selects had 3 COM
28 Selects had 4 COM
4 Selects had 5 COM
CPT Board Recessed 21 Nov 00
(Avg. 2.1 per file) (Selected 3089 w/ 67-9)
87% had at least one COM
.4% No New OER
1701 Selects had two or more COM
More painful to get on track with credible profile
No Brainer – Board sees only a COM label
Rated Officer thinks you lied – INTEGRITY
Rating chain gets involved – Pain and Embarrassment
DISCIPLINE MEMO FOR SENIOR RATERS WHO FAIL TO DISCHARGE THEIR RESPONSIBILITY
SENT Thru – RATING CHAIN
CSA to GENERAL OFFICERS
CG PERSCOM to COLs AND BELOW
Annotated on 67-9-2 – filed in SRs OMPF and hard copy before Selection Boards
Cannot Hold OERs Past 90 Days
Perception – Its OK to hold reports past suspense in order to sequence
No! Over 1 Year into system, profiles should be established, Boards beginning to question.
90 days to submit reports to DA — Required by Regulation.
Late Statistics Report by name (Senior Rater) to field, Beginning 1 April.