I was previously assigned to Chaos Company, 3rd Battalion, 54th Infantry Regiment as the Senior Drill Sergeant of 4th Platoon and assisted in the activation of the Battalion and the 197th Infantry Brigade. I have worked with SPC Morrison (as a co-worker and now as a supervisor) for almost two years and in that time I have never seen him lose his temper or even raise his voice to anyone. We include documents based . This will suggest to the reader that the incident was a one-time, out-of-character act, not likely to be repeated. Officers rated in the top third of their peers represent the best in the field, and these officers will have the opportunity to serve in joint assignments, as general officer aides, or in other nominative assignments reserved for the very best. Being mentored by a senior leader is a great opportunity to develop a viable career plan. For example, a central theme of respect for authority and a natural willingness to follow orders would be supported by additional positive attributes of dedication to duty, an understanding of the need for order, and a positive attitude. He carried himself with respect, maturity, honor, and never ceased to display Marine Corps Values. Army values, Empathy, Warrior Ethos/Service Ethos, and Discipline. The end state is getting the right Soldier with the right qualifications to the right place at the right time. The Army wants specifics on AR 623-3 and DA form 67-10-1a. Witnessing CW3 Texas-Ranger s superior leadership and mentorship qualities in such a diverse environment, certainly groomed me into the Leader I am today. If, for example, someone is being prosecuted for dereliction of duty, a character statement on that person's behalf should include information describing your experience with that person's earnest dedication to his assigned responsibilities. SUBJECT: Character Statement for SPC Joe J. Smith. Could it be possible that an examination of each services documentation process could lead to a better format? Having a clear understanding of your left and right parameters will ease tensions during the transition process. Although I was not his direct supervisor, I worked closely with him for over 16 months. He is a graduate of Intermediate Level Education, Pathfinder School, Airborne School, the Joint Planners Course, the Joint Firepower Course, and the Mobilization and Deployment Course. The final pages of the OER Support Form defines them for the Army. nature (e.g. Assignment officers, on the other hand, are responsible for locating the right officer available to fill the identified vacancy. Talent management affects all officers regardless of their current performance. Spend some time thinking this through so that you can come up with material that will cast doubt on the charges. SSgt Trejo's overall dedication, passion, and love for the Marine Corps is something I wish to see in every Marine. CW3 Texas-Ranger fortified the image of the Leader I knew him as during AIT, as he continuously mentored Soldiers at all echelons. One day, as SPC Morrison and I were walking back to the barracks after working all day during a base cleanup detail, we were stopped by a Master Sergeant we didn't know who accused us of shirking our duties. Normally must serve 90 days. During my time at HRC, I learned many things about field-grade officer career progression that I want to share. To contribute examples, enter them below. DEI Best Practices: Expanding the K-12 pipeline, http://armypubs.army.mil/doctrine/DR_pubs/dr_a/pdf/adrp6_22_new.pdf, http://www.hrc.army.mil/site/ASSETS/PDF/MOD3_Evaluation_System_Rater_and_Senior_Rater_Jan14.pdf, https://www.hrc.army.mil/site/ASSETS/PDF/MOD1_Revised_Officer_Evaluation_Reports_Jan14.pdf, https://www.hrc.army.mil/TAGD/Evaluation%20Systems%20Homepage. For example, assuming there is nothing unusually good or bad to say about an officer, what have you put down for Character and . He is one of the most calm members of our work center. I am aware of the punishment that SGT Jones could be given. However, I must note that SPC Smith was not the cause those conflicts. I aware of the pending review of CW3 Texas-Ranger s advancement to CW4 due to an investigation while he was assigned as a Drill Sergeant. Making the alternate list is an accomplishment in itself because there is still a chance to receive a command based on declinations, deferments, or other actions that may require a change in leadership. | Army Organic Industrial Base Modernization Implementation Plan, Army Civil Works announces publication of a formal review for Nationwide Permit 12, October 2017 Nominative Sergeants Major Assignments. Put first things first, and place your efforts on the immediate next step of getting promoted to lieutenant colonel. As a recruiter assistant who was not formally trained, LCpl Trejo outshined many certified Marine Corps Recruiters (8411s). Get, Create, Make and Sign oer support form pdf . I can be reached at [email protected] or 719-964-8004. SPC Smith always maintains a very high standard of dress and appearance. - Achieves. " You lead by example. My name is Gunnery Sergeant DeKinderen, Todd M., the 1st Marine Expeditionary Force (I MEF) G-3 Headquarters SNCOIC. This can be hard because you have limited space, so focus on the facts. If someone has been accused of insubordination, a character statement for that person should address your direct knowledge of that person's respect for authority and willingness to follow orders with examples if possible. Size:80.42 KB. November 8, 2021. by Ashley Welte. o is a motivated troop but needs further guidance in o has unlimited potential but requires more experience before o must realize the importance of finishing assigned tasks without supervision, o failed to use time wisely, consistently failed to complete duty assignments, o frequent unwillingness to cooperate in working toward unit goals affected readiness, o failed to fulfill his leadership's intent for positive and appropriate EO practices, o needed to be consistent with leadership style and maintain formality when in presence of Soldiers, o an excellent technician but needs to work on tact and communication skills, o understood his role as a senior leader but failed to contribute to the mission, o failed to keep track of the Soldiers under his supervision, o sometimes requires supervision on how to talk to Soldiers, o demonstrated poor judgement without consideration of results, o has good potential but requires more experience applying daily soldier leadership skills, o good Soldier, but fails to self improve by applying sound personal management skills, o demonstrated a serious lack of integrity and poor judgment without consideration of results, o compromised integrity by submitting altered documents; poor example to subordinates, o encouraged soldiers to advance by cheating for each other, poor example. However, I do not believe the fullest extent of the law should be applied when determining her final punishment. The documents hosted in the ACO Learning Center come from various sources. The new Army OER form requires bullet comments for the following sections: First and foremost, I have one thing to say: ADRP 6-22 (. Open communication will enhance the process immensely. 4.3. o motivated and challenged peers through leadership by example. NAME OF RATER (Last, First, Middle Initial) a5. Ask your co-workers too. MSAF information was a data point collected on DA Form 67-10 series OERs dated Nov 2015. However, officers must develop realistic plans that mitigate risks to accomplish their overall career goals. HELP! Take the time to make the next move a family decision and not just about the position available. If you marked "no" in a box, you have to explain in detail why. " You are fair and treat everyone in the office as an equal. Senior leaders play a critical role in managing talent across the organization, and your reputation will make the difference during the process. Some of these are more obvious than others, but some are not so much. This came as quite a surprise to me and definitely caught me off guard. The documents hosted in the ACO Learning Center come from various sources. 3. Once a space is open and a validated requisition is created, it is up to the assignment officer to find the best qualified officer. Leading by example is a manifestation of character and presence attributes." (FM 6-22 Leader Development, 7-23) . Body. I encourage officers to perform well regardless of the assignment, and to trust the organization to keep them on a path of progression. SPC Smith is a quiet, soft-spoken individual who often keeps to himself. o Incorporates Army Directive 2015-11, Unmasking of Army Officer Evaluation HRC intends to publish responses, which PPTO will forward when available. Form Popularity oer support form examples. - Develops. Ask the subject of the character statement if they have any information that could help project a positive image such as a list of accomplishments, organizations that he or she belongs to, or any other relevant information. If possible, these additional positive attributes should overlap with or complement your main assertion. Rated officers or NCOs should not write their own evaluations, period. ASF Admin/Occupational Health Element Chief No choice when you have to rate / are rated by someone you don't even know. Size:60.77 KB. The Master Sergeant apparently thought we were assigned to his work detail and blasted us with insults and even put his hand on SPC Morrison's shoulder as if he was going to arrest him. What form is the NCOER? SUBJECT: Character Statement for SGT Jones. NAME:! FIELD GRADE PLATE (04 For use of this form, a. This article was published in the July-August 2018 issue of Army Sustainment magazine. Medical support, educational interests, or exploration opportunities are all worth consideration. The prosecution will methodically present arguments proving their case by focusing on specific traits and if you want to have any hope of defending your pal, you must present specific examples in your statement. OFFICER EVALUATION RECORD. Currently there are two cycles: the 01 cycle, which runs from Oct. 1 through March 31, and the 02 cycle, which runs from April 1 through Sept. 30. If detailed data is not submitted, units leave the decision to assignment officers who may not have complete information to assign the officer who is best suited to the unit's mission. The submission of a detailed MER is critical to enabling HRC to select the right officers for specific organizational requirements. SSG Deleon made me aware of the pending investigation due to possessing a substantial amount of ammunition the he had taken from ranges and training events. Author's Note: The vignettes provided in this article are from Majors and Lieutenant Colonels who served in three different Corps, four separate Divisions, and seven individual Brigades / Groups. 15 Rater Assessment: Field Grade Form Narrative comments focused on performance in line with field grade competencies and attributes Limited to 5 lines of text Performance based assessment; no comment on potential d2. Therefore, an account manager's concern is filling "spaces.". Officers must routinely update their two-to-five year plans, incorporating changes to accurately project future accomplishments. Finally, the remaining branch-immaterial jobs are filled. She embodies her job as assignments manager and places her job and the Army first in her life, and wouldn't have it any other way. In addition, I have had the opportunity during the last month to interact with him during PT sessions three times a week. Since assuming command, CPT Holmes improved morale by developing an effective rewards program resulting in 15 Achievement Medals, 8 Driver's Badges, and numerous coins and COA's. He does so without question. 1. HRC will continue to move personnel in predefined cycles, and senior leaders must not shy away from being involved in the process early. Field Grade Officers play team ball. Being promoted to lieutenant colonel is definitely indicative of a successful career. AR 623-3. ch 1-8 Standards of Service. as a role model by displaying character, confidence, and competence, and influence outside the chain of command. The transition process can be stressful on everyone; however, if these identified aspects are taken into consideration, friction will be reduced. Often officers place a high priority on joint assignments; however, there are risks associated with receiving jobs for which only "the best" are assigned. o appeared at the division Sergeant Audie Murphy board during combat operations; a classic example of a true NCO representing the top 20% of NCOs in the brigade; o maintained impeccable moral and ethical standards; set the example for subordinates, peers, and seniors Soldiers, o implemented the Army's SHARP/EO programs; ensured fair and respectful treatment of assigned Soldiers and civilians, o complied with TM safety requirements when training Soldiers; dutiful compliance with instructions demonstrated care for personnel and mission and prevented injury, o completed all tasks expected of an NCO; reliable and capable, he is the go-to NCO for mission accomplishment, o joined a positive group of Soldiers who coached him through daily responsibilities; on site less than 30 days, can already be left unsupervised to complete tasks, o valued by leadership; can be depended upon to perform under the most extreme circumstances, o stopped NCO who habitually put his hands on junior Soldiers to correct them; restored dignity and improved work environment, o took responsibility for his actions; worked with peers to correct failures, o upheld and enforced the Army Core Values, o demonstrated loyalty to the Army; displayed a high level of military bearing and discipline when addressing both Senior NCOs and Officers, o exercised mature judgment and meticulous attention to detail, o exemplified selfless service by contributing his knowledge and expertise, enforcing Army standards, and encompassing Army values in all he does, o fostered an environment of unbiased treatment, cultural awareness and resiliency by supporting SHARP, Equal Opportunity and Resiliency programs, o fostered an environment for mission accomplishment without compromising integrity; consummate Citizen-Soldier with situational awareness and initiative, o mature NCO; trusted as fair and impartial, o placed others' needs above her own and always stayed until the job was done, o showed genuine concern for Soldiers; balanced placing the mission first with ensuring Soldiers personal needs were met, o earned reputation as a mature and fair senior NCO; respected by team members for his candor and integrity, o reenlisted to stay with her unit until mission was finished, o braved popular consensus to support mission requirements, o made mission accomplishment his top priority, o dedicated and committed to the unit, its mission and Army values, o conducted himself as a professional Soldier and Senior NCO; demonstrated leadership and integrity, o instilled cohesion and teamwork in his soldiers, o served as a member of the team and showed pride in unit, o advocated for the Army SHARP and EO programs; fostered an environment free of harassment through training and by his own example, o listened to the concerns of all Soldiers and incorporated their ideas for improvement; built a team that shared success, o placed mission accomplishment and Soldiers' welfare ahead of self, o risked his reputation and took the initiative to make things happen; led from the front, o mature Soldier; used off-duty time wisely and prepared for METL evaluation; rated best in Platoon, o cooperated with and accepted advice from all members of the squad; his attitude and enthusiasm revived shop pride, o learned to trust his own judgement; kept section focused on the mission and continuous improvement, o held himself to standards; was always honest and fair regardless of the situation, o his work is marked by integrity and initiative; top performer, o worked behind the scenes to get the job done without the need for recognition; set the example for peers and subordinates, o dedicated to training and caring for Soldiers and their families; efforts evident in increased readiness, o exhibited high standards of behavior; a model soldier and extraordinary leader, o led coworkers in training aircrew on proper COMSEC keying procedures; reduced comm failures and subsequent mission delays by 80%, o displayed impeccable character and moral presence through volunteerism, outreach, and mentorship that positively impacted Soldiers and the community, o placed the health, welfare, and training of Soldiers above his own needs and desires, o viewed as our most self-motivated and dependable troop; committed to mission accomplishment, o shared insights and experience gained during Joint exercise with other section members; multiplied section expertise, o made things happen with positive results, o devoted an extraordinary amount of time to increasing the functionality of the unit area, o stood up for his soldiers and himself; identified unknown inequalities and improved resource allocation, o lead, motivated and instilled pride in his subordinates, o stood by values; denounced efforts to document frivolous medical care to support future VA disability claims, o excelled as Unit Prevention Leader; meticulous attention to detail ensured no discrepancies occurred during the testing process, o worked behind the scenes to ensure all equipment and COMSEC was packed and available but credited team for success of Ft Bliss joint exercise, o created a work climate centered around dignity and respect for Soldiers and civilians which resulted in zero SHARP, EO and EEO related incidents, o identified incomplete and outdated information in Emergency Action cards; increased readiness for all eventualities, o set the example of what every NCO should be: aggressive, intelligent and professional, o dynamic Non-Commissioned Officer committed to mission accomplishment and the welfare of Solders; an exceptional role model for Soldiers to emulate, o exceeded Army standards and organizational goals for a leader's competencies and attributes; improved unit support, o insisted on loyalty to supervisors and peers, o recognized for honest and trustworthy actions, o reported chronic harassment of junior Soldiers by contractor; risked ostracism to protect peers; improved Section working conditions, o coached new planner in completing his duties; identified requirements, routine obstacles and workarounds; facilitated operational success for entire team, o maintained high standards of personal conduct on- and off-duty; set the examples for subordinates, o is a positive influence within the section, o embraced and implemented the Army's SHARP and EO programs; zero negative incidents during rating period, o demonstrated loyalty to the commander's intent; went above and behold to execute that mission, o conducted himself on- and off-duty in a manner that reflected favorably on the NCO Corps, o displayed a high degree of professionalism and demanded the same of others, o defended new policy and negotiated common ground; sustained operations while adjustments were made, o set the example by leading from the front and doing the right thing, o he is self-motivated and willing to go the distance, o recorded all challenges faced during in-processing and developed comprehensive OI for newcomers; streamlined integration and reduced obstacles to new arrivals' success, o devoted over 40 hours to community events; raised over $3245 for various charities throughout the rated period, o solved many problems and issues; indispensable to his team, o dedicated to the unit, mission, and Soldiers; a credit to the NCO Corps, o assisted the Command with cleaning up non-participant numbers; lowered the Battalion's numbers by 15% overall, o dedicated to the values and traditions of the Army, o accomplished all tasks in a professional, efficient manner; demonstrated a level of self discipline normally found in higher ranks, o recognized junior Soldiers' successes; increased involvement and inspired enthusiastic interest in their MOS, o used time wisely; excelled at completing assigned tasks on time and meeting critical deadlines, o his dedication to the Army values and Warrior Ethos is unquestionable, o risked personal safety to ensure safety of visiting unit and their mission, o possessed absolute dedication and loyalty to the unit, the mission, and the soldiers, o invaluable support; completed shift-change checklist daily; ensured smooth shift turn-over and reduced inter-shift conflict, o collected trash from all rooms and disposed of it before leaving daily; set the example for responsibility, maturity, and service before self for peers and superiors, o executed all assigned missions, regardless of difficulty, o assisted in national awareness of a project that has raised $17,898.38 for the Make-A-Wish Foundation, o is fully supportive of the Army's policies on SHARP, EO and EEO, maintaining a professional work ethic and enforcement of standards, o maintained a harmonious working environment for subordinates and peers; facilitated productivity, o lived by the Be, Know, Do mentality, demonstrating while teaching how to be proficient in all MOS-specific tasks, o embodied the "always watchful" motto, displaying constant vigilance in the face of a technologically diverse enemy, o completed all unit quarterly PMIS on his own initiative; our most trusted and dependable Specialist; allowed leadership focus on more critical areas, o her performance has been exemplary throughout this rating period, o accepted all responsibilities and tackled all missions successfully, o sustained a work environment of cooperation by adhering to SHARP/EO principles; ensured the fair treatment of assigned Soldiers and civilians, o increased the authorized stockage list from 334 to 430 lines of Class VIII in order to better support over 40 Battalion Aid Stations, o aided a supportive EO and SHARP environment by participation and her own example, o treated all members with dignity and respect; supported SHARP, EO and EEO through her leadership example, o set the example for his Soldiers to follow in terms of personal and professional conduct, o worked tirelessly to fulfill mission requirements; prepared 160 pallets in less than 7 days, o placed the Army and subordinates above himself to meet the needs of the mission through professionalism and dedication to duty, o maintained a fierce and steadfast belief in assigned mission, o demonstrated stamina and endurance in completion of daily duties and missions, o worked efficiently with staff and is committed to the unit's mission, o emphasized safety, equity, and fairness and supported the unit SHARP program; earned reputation as a respected senior NCO, o received the Army Achievement Medal from the PA Commandant for outstanding performance as NCOIC of the Color Guard, o identified abuse of sick call system to avoid duty; reprimanded abusers and restored shop morale and fairness, o accepted difficult, short-suspense tasks with enthusiasm; gave 100% to ensure mission accomplishment, o shared solutions and knowledge; developed Soldiers and leaders and left a lasting legacy, o confronted sensitive issues; understands the excitement of truth and the necessity of leadership, o voiced his opinions and had the patience to present his views logically, o embraced the Army Values in daily life, setting the example for his Soldiers, peers and seniors, o unequaled loyalty; dedicated and caring leader, o exhibited a high level of enthusiasm which influenced his section; raised workplace morale, o demanded impeccable self and organization discipline, o is reliable and industrious, performs extremely well under pressure, o went the extra mile to complete the job, o inspired his peers; met challenges no matter how difficult, o embraced all tasks with a zest that resonated with and inspired his Soldiers, o prioritized Soldier care while remaining committed to the requirements of Army regulations, o exhibited the skill, temperament, and reliability of a true professional, o accepted all challenges and responsibilities without hesitation, o communicated a positive attitude toward mission accomplishment, o lived the morals and values he teaches to others; a man/woman of true integrity, o accepted responsibility and took initiative; involved in every aspect of the mission, o demonstrated the highest standards of loyalty, integrity and personal courage, o enforced standards and discipline among the junior enlisted; upheld the Army Values, o performed at a level above the normal call of duty; produced exemplary results, o worked late often to ensure his Soldiers' professional and personal needs were met, o was competent and responsible in the execution of all her duties, o eliminated sexual harassment and assault; established a workplace that fostered dignity and respect for all members of the organization, o contributed to an environment of dignity and respect for all team members; fully supported SHARP, enhanced morale, o dedicated to the mission and unit success, o personified attention to detail; spent additional effort and time to ensure all tasks were completely finished, o demanded quality in all actions and assigned tasks; committed to excellence, o made a comprehensive effort to educate leaders and Soldiers about equal opportunity, sexual harassment and sexual assault during all facets of training, o provided invaluable support on a daily basis; completed shift-change checklist and cleanup; ensured smooth shift turn-over and reduced inter-shift conflict, o fostered esprit de corps; helped unify team and efforts toward logistic excellence, o volunteered for difficult civic project to improve Army's image abroad, o understood the importance of developing future leaders through mentorship, Army values, and military tradition, o punctual; always on time; set the example for subordinates while other senior NCOs took advantage of their positions, o created an atmosphere of fair treatment, dignity, and respect for all Soldiers in the unit; supported the SHARP and EO programs, o is an NCO with foresight who is wired for mission accomplishment, o sacrificed his personal time to accept additional duties; sustained operations despite manning shortage, o supported a climate of dignity and respect; ensured the fair and respectful treatment of all assigned personnel, o strived for team effort in accomplishing assigned tasks; strong in character, pride and professionalism, o demonstrated absolute dedication and loyalty to the chain of command, unit, and mission, o conveyed unquestioning faith in her chain of command and Army values, o arrived on station on time every day; demonstrated rare self-discipline for a junior Soldier, o exposed actions of SSG who stole test equipment and mailed it home while packing up abandoned site; demonstrated integrity, o discouraged false VA disability claims; preserved disability benefits for those that need it, o unequalled drive to accomplish the unit's mission, o demonstrated a professional attitude; asset to any unit, o practiced equal opportunity throughout the platoon, o showed great pride in the unit; volunteered to lead visitor tour, o supported EO and SHARP directives; educated Soldiers when questions arose, always ensured his Soldiers understood the new regulations, o documented all challenges faced during inprocessing and developed comprehensive OI for newcomers; eased their transition and eliminated obstacles to integration and effectiveness, o demonstrated initiative by taking action quickly and with authority, o showed respect to superiors and subordinates alike; committed to building the morale of Soldiers, o maintained the highest standards for himself and the unit; deeply respected by every Soldier, NCO, and officer in the company, o stellar NCO; possesses the highest level of integrity and moral conviction, o committed to the Army and the mission; personified selfless service, o met challenges without compromising integrity, o rejected transfer to rear to remain behind with his team, o his conduct, on- and off-duty, is above reproach, o lead from the front, accomplished all mission tasks, o motivated and challenged peers through leadership by example, o respected junior Soldiers, peers and superiors alike, o made positive contributions to the unit and the mission; a true team player, o volunteered for additional duties and accepted responsibility to ensure mission accomplishment; superb team player, o instilled a sense of pride within his section, o addressed peers and subordinates with respect; facilitated feedback and communication and a productive work environment, o stood above contemporaries in personal commitment to professionalism and dedication to duty, o trusted by Soldiers and leaders for her integrity and commitment to excellence; a committed and dedicated leader, o driven to succeed; is self-motivated with a strong sense of purpose, o took great pride in supporting Soldiers, o is highly articulate and a straight forward communicator, o treated Soldiers with dignity and respect; earned their respect and loyalty, o sacrificed off-duty time and effort to attain unit goals, o worked diligently on training tasks; made steady incremental progress daily; on schedule to be 100% qualified within 6 months, o fostered a cohesive environment of teamwork and respect at all levels, o exemplified dedication to duty by his sacrifice of personal time to unit needs, o worked enthusiastically alongside peers and subordinates; demonstrated a high level of commitment and dedication, o looked upon by superiors, peers and subordinates as a model Soldier and extraordinary leader, o planned and coordinated food service support for the 212th CSH conversion ceremony which served over 300 Soldiers, civilians, and family members, o took advantage of his position as NCOIC to consistently be late for duty; poor example lowered work center morale, o delegated responsibility for operations to a dishonest NCO who falsified reports to make the detachment appear to accomplish more than they did, o alienated Soldiers with integrity who pointed out inaccurate reports and claims; discouraged honesty and jeopardized the mission, o forbade communication by subordinates with outside agencies by phone or e-mail, o reduced morale and productivity by ignoring input by anyone but the Operations NCO, o failed to meet goals when over 50% of workcenter found ways to be transferred out of the workcenter, o encouraged subordinates to take advantage of the government welfare system (disability) by documenting false or borderline physical ailments, o as Det Chief, forced his captive audience to listen to his personal political views on a daily basis; wasted time and resources and lowered morale and productivity, o used his position as Det Chief to hire personal acquaintances who were not qualified for civilian positions in the workcenter, o set poor example by sexually harrassing visiting female reps from outside agencies, o hid serious shortfalls until it was too late to correct them, o slept on overnight shift, left junior Soldiers unsupervised with high voltage equipment; risked unit's mission, o stole TDY Soldiers' personal possessions; justified actions with claim that insurance would reimburse Soldiers for their loss, o failed to follow orders when unsupervised, o regularly shows disrespect to NCOs and requires constant supervision.
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