UNCLASSIFIED Aug 05, LTC Williams, Chief, CATD, USAMPS 1 OFFICER PERSONNEL MANAGEMENT SYSTEM (OPMS)...

UNCLASSIFIEDAug 05, LTC Williams, Chief, CATD, USAMPS 1

OFFICER PERSONNEL MANAGEMENT SYSTEM

(OPMS)

LTC Williams, Chief, CATD


AS A COMMANDER…

“You will be responsible for ensuring that your Lieutenants understand the OPMS.” “You control our future!”


AS A LEADER…

“You are the Leader Developer (LD) of your subordinates. Part of LD is understanding OPMS, and teaching it well. You must know how to write an OER, and what right like.”


Our Training Objectives

• Understand OPMS

• Understand how to write an OER, how to evaluate an OER, and what right (and not right looks like).

• Discuss topical issues involving OPMS and the OER system.


OUTLINE

• OPMS OVERVIEW

• OPMS TRENDS AND STATS

• THE OER– OVERVIEW– THE DETAILS

• SUMMARY

• EVALUATION



(OPMS)


Officer Personnel Management System

• “The Right officer, for the right job, at the right time!”

• Designed to Procure, Train, Evaluate, Promote and Separate Army Officers

• Implemented in 1975-as a result of officer skill imbalance post Vietnam.

• Ever evolving.• Needs of the Army… vs. all others…


The MP BRANCH MISSIONThe MP BRANCH MISSION

• Assign the right officer, with the right skills, to the right job, at the right time (with the right backfill)

• Apprise the MP Corps Regiment, and its officers, of personnel management requirements and trends

• Advise and guide MP Officers in their individual professional development

• #1 priority: GWOT and other expeditionary rqmts


Sustain deployed units

• Create no turbulence in units

• Provide immediate backfillsSet deploying units

• Units Filled at 105% Authorized (Aggregate)

• Stabilize Unit Teams 90 Days Prior to Deployment

• Unit Level Stop Loss/Stop Move

• Stabilize Bde / Bn CdrsReset redeployed units

• Stabilized 90 days after redeployment…then reset teams

• Minimize turbulence but…UA, Professional Development

• Man the force—AC/RC, TRADOC, Korea

• Return 50% to same unit

GWOT and Other Expeditionary Requirements--#1 Priority


OPMS Diagram

• 3 Primary Functions:

- Strength Management

- Professional Development

- Evaluation

This is done using the ODP- (Officer Distribution Plan); what we have filling what we need (requirements).


How Does the Army Professionally Prepare You?

• Development in your designated Branch/CF thru operation experience– Branch Qualification– Branch– Others

• Officer Professional Education (PME)– Institutional– Self

• Planned and progressive rotation of duties/assignments – What training or jobs must you have– What training or jobs do you want to have

• Counseling


CAREER FIELDS

• There are 4 Career Fields:

- Operations (OPCF)

- Information Operations

- Operational Support

- Institutional

• All officers will remain in OPCF until company level BQ and selection for promotion to MAJ


CAREER FIELDS… what are they?

• Operations CF:- All 16 Branches- Multi Functional Logistics- PSYOP/CA

• Information Operations CF:- Strategic Intel- Space- PAO- Systems Automation Management


CAREER FIELDS…..• Operational Support CF:

- Army Acquisition Corps- Foreign Area Officer- Contracting and Industrial Management

• Institutional Support CF:- Personnel Management- Operations Plans and Training- Human Resource- Comptroller- Nuclear Weapons- USMA Associate Professor- Operations Research and Systems Analyst - Force Development- Army Scientist


Officer Education System (OES)• OBC

– Special Skills Training (SSI etc.)

• CCC– Advanced Civil Schooling– Advanced Degree Program– Fully Funded Legal Education Program (FLEP)– Training With Industry (TWI)– Degree Completion Program– Cooperative Degree Programs– Fellowships (offered by corporations, funds, or educational institutions)

• CGSC• SSC• Self Development


OPMS TRENDS


CAREER MANAGEMENT

• Who should manage you career?

• How can you manage your career?– ORB– Fiche (OMPF)– Photo

• Working with MP Branch– Make your preferences known


#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

Help, I’m in the zone!Help, I’m in the zone!What must I do now?What must I do now?


Initialize

Pre-board

During Board

BOARD PREPARATION PHASES

1 Yr

C-120

C-90

C-75

C-60

C-40

C-30

C-35

C-15

C-Date

BRANCH REPS. BEGIN SCRUB

C-85

Board ScheduleZone Message Out

Board Proponent Initializes Board in OSSSBranch Phase Scrub (Phase 1)

Eligible Population in OSSSBoard Proponent Flags OERS (Phase 2)

Board Proponent Requests Products

Transfer Board File to D.A. Sec.Board File Built in D.A. Sec.

C-30 Mtg/Start Branch Scrub

D.A. Sec. Takes Control of Board File

Board Convenes

BRANCH REPS. VALIDATE POPULATION

C-7 IS NORMALLY CUT-OFF FOR SUBMITTING DOCUMENTS


INTERMEDIATE LEVEL EDUCATION(ILE)

• Replaces the C&GSOC as the Army’s intermediate level education

• Full implementation starts August 2005 w/ a goal of all officers in YG94 and subsequent YGs to complete NLT their 12th year of commissioned service

• Four ways to complete:– In residence at Lvnworth (primarily to OPCF) 12-week common core (+)

Advanced Operations Warfighting Course (AOWC) – At one of four course location sites (other-than ops career fields)– Correspondence Course ( for limited ACC YG94 and subsequent YGs; continue

to be available for ACC officers in earlier than YG94)– RC Institutional Training Distributed Classroom (RC and some special branch

officers)

• Officers in YG 94 and subsequent YGs should complete ILE w/in a 4-yr window


CPT CHALLENGES

• 650 CPT MP officers in inventory

• 414 CPT MP officer posns authorized (140 MP Command rqts, 35 are TDA)

- minus 110 other (IG,USMA, USAREC, ACS)

- minus 60 MPCCC

• Large inventory, limited command rqts result in a command queue averaging 18-24 months, once…


THE OFFICER EVALUATION REPORT

(OER)


BLUF:OERs for officers in the grade of CPT, 1LT, 2LT, CW2 and WO1 with ending dates 01 OCT 2004 and later will no longer include a Senior Rater “Box Check” in Part VIIB.DA Label will state “NOT EVALUATED”ALL officers in the above grades will be counseled with the Developmental Support Form (former JODSF)Objective:Focus on mission accomplishment vs. peer standingFurther substantiates our Army does not operate under “zero defects” mentalityCommitted to developing warriors with “purple” mindset

ENHANCEMENTS


Senior Rater will not make any reference in their narrative comments to the box check or how the rated officer would be profiled.

- CPT Smith is an Above Center of Mass officer.

Senior Rater must develop a clear “WORD PICTURE” of the officer relating to promotion, potential and schooling to broadcast feedback for promotion and school selection boards.

CULTURE CHANGE


U.S. TOTAL ARMYHUMAN RESOURCES COMMAND

U.S. TOTAL ARMYHUMAN RESOURCES COMMAND

OFFICER EVALUATION REPORTING SYSTEM (OERS)

OFFICER EVALUATION REPORTING SYSTEM (OERS)


Regulation and policy (OER, NCOER, AER) questions: DSN:221-9660(Evaluation Systems Office)

Senior Rater Profile questions: DSN 221-9660(Evaluation Systems Office)

AC OER Processing questions: DSN: 221-4200(Evaluation Reports Branch)

Appeals & Corrections questions: DSN: 221-8642(Appeals & Corrections Branch)

Officer Records (OMPF): DSN: 221-8790(Officer Records Branch)

(Commercial prefix: 703-325-xxxx)

HRC On-Line:https://www.hrc.army.mil

HR Command Points of Contact


Work online…….Work online…….

-- HRC has a web site with a ton of good info….OPMF, pref statement, photo mgmt, SR PROFILE, ORB, branch notes, OER management, etc….

www.hrc.army.mil

-- If you don’t have an AKO account and your email is not forwarded to your work email, then consider yourself a major NO GO!!!


HRC On-Line: https://www.hrc.army.milSelect “HRC-Alexandria”, “The Adjutant General”, “and MSD” as next steps.

Management Support DivisionManagement Support Division


MP BRANCHMP BRANCHMAILING ADDRESS

ADDRESS:

U.S. ARMY HUMAN RESOURCES COMMAND

ATTN: AHRC-OPB-MP

200 STOVALL STREET, ROOM 4N25

ALEXANDRIA, VA 22332-0415

PHONE NUMBERS:

DSN: 221-5691

COMM: (703) 325-5691

FAX: 5668


67-9 OERKEY COMPONENTS OF THE SYSTEM

• DA FORM 67-9-1 SUPPORT FORM

• DA FORM 67-9-1A DEVELOPMENTAL SUPPORT FORM (DSF)

• DA FORM 67-9 OER EVALUATION

• SENIOR RATER PORTION OF DA FORM 67-9


Drawing the LineWhat is Success?

Every person in the Army must be able to draw a line to soldiers in combat.

How does the OER support the main effort and not become a peacetime personnel management tool?

• Leaders have a responsibility to identify their best to the Army’s selection process. This ensures the Army’s best are selected to lead/train soldiers in demanding and challenging assignments.

• Leaders have a responsibility to develop subordinates, Counseling is Key to the evaluation process

Success: • The Warrior Ethos (being a warrior)• Continued / valued service based on selflessness


c. LIST YOUR SIGNIFICANT C ONTRIBUTIONS

SIGNATUR E AND DATE

SIGNATUR E AND DATE

SIGNATUR E AND DATE

(Mandatory)

(Mandatory)

PART V - RATER AND/ OR INTERMEDIATE RATER (Review and comm ent on Part IVa, b, and c above).

Insure remarks are consistent with your perfor mance and potent ial eval uati on on DA For m 67-9.)

( U.S.C. 552a)

a. RATER COMMENTS

b. INTERM EDIATE RATER C OMMENTS

(Optional)

(Optional)

1. AUTHORITY: Sec 301 Title 5 USC; Sec 3012 Title 10

2. PURPOSE: DA Form 67-9, Officer Evaluation Report, serves as the primary source of information for officer personnel management decisions.DA Form 67-9-1, Officer Evaluation Support Form, serves as a guide for the rated officer's performance and development, enhances theaccomplishment of the organization mission, and provides additional performance information to the rating chain. DA Form 67-9-1a, Junior OfficerDevevlopment Support Form, serves as a common framework for Junior Officer Development and standardizes Junior Officer counseling.

3. ROUTINE USE: DA Form 67-9 will be maintained in the rated officer's Official Military Personnel File (OMPF) and Career Management IndividualFile (CMIF). A copy will be provided to the rated officer either directly or forwarded to the rated officer. DA Form 67-9-1 and DA Form 67-9-1a is fororganizational use only and will be returned to the rated officer after review by the rating chain.

4. DISCLOSURE: Disclosure of the rated officer's SSN (Part I,DA Form 67-9) is voluntary. However, failure to verify the SSN may result in adelayed or erroneous processing of the officer's OER. Disclosure of the information in Part IV, DA Form 67-9-1 is voluntary. However, failure toprovide the information requested will result in an evaluation of the rated officer without the benefits of that officer's comments. Should the ratedofficer use the Privacy Act as a basis not to provide the information requested in Part IV, the Support Form will contain the rated off icer's statement tothat effect and be fowarded through the rating chain in accordance with AR 623-105.

DATA REQUIRED BY THE PRIVACY ACT OF

MANDATORY RATER / RATED OFFICER INITIAL FACE-TO FACE COUNSELING ON DUTIES, RESPONSIBILIITIES AND PERFORMANCE OBJECTIVES FOR THECURRENT RATING PERIOD TOOK PLACE ON ____________ (Date) Rated Officer Initials ___________ Rater Initials ___________ Senior Rater Initials __________ (Review)PERIODIC RATER / RATED OFFICER FOLLOW-UP FACE-TO-FACE COUNSELINGS:

OFFICER EVALUATION REPORT SUPPORT FORMFor use of this form, see AR 623- 105; the proponent agency is ODC SPER

Read Privacy Act Statement on R everse before C ompleting this form

PART I - RATED OFFICER IDENTIFICATIONNAME OF RATED OFFICER (Las t, First, MI) RANK ORGANIZATION

PART II - RATING CHAIN - YOUR RATING CHAIN FOR THE EVALUATION PERIOD IS:

RATER

INTERMEDIATE RATER

SENIOR RATER

RANK

RANK

RANK

NAME

NAME

NAME

POSITION

POSITION

POSITION

PART III - VERIFICATION OF FACE-TO-FACE DISCUSSION

PART IV - RATED OFFICER (Complete a, b, and c below for this rati ng period)

PRINCIPAL D UTY TITLE POSITION AOC / BR

a. STATE YOUR SIGN IFICANT DUTIES AND RESPONSIBILITIES

b. INDICATE YOUR MAJOR PERFORMANCE OBJECTIVES

DA FORMOCT 97 67-9-1 EDITION OF FEB 85 IS OBSOLETE

______________________ __________

Rated Officer Initials_________________________________

Rater Initials____________________________________

Dates______________________________

Senior Rater Initials(Review)

OER SUPPORT FORM - DA FORM 67-9-1

MANDATORY RATER / RATED OFFICER INITIAL FACE-TO FACE COUNSELING ON DUTIES, RESPONSIBILITIES AND PERFORMANCE OBJECTIVES FOR THECURRENT RATING PERIOD TOOK PLACE ON ____________ (Date) Rated Officer Initials ___________ Rater Initials ___________ Senior Rater Initials ______________

(Review)PERIODIC RATER / RATED OFFICER FOLLOW-UP FACE-TO-FACE COUNSELINGS:

____________ Dates ____________ Rated Officer Initials

(Review)

Rater Initials

PART III - VERIFICATION OF FACE-TO-FACE DISCUSSION

Senior Rater Initials

IVbMajor Performance

Objectives

IVcSignificant

ContributionsIVa

Duty Description

(FRONT) (REVERSE)

SUPPORTS:Objective Setting

CounselingRated Officer Feedback

NEW

ADDED


MISSION REQUIREMENTS (Objectives)

AND

DEVELOPMENTAL TASKS

DEVELOPMENTAL SUPPORT FORM (DSF) DEVELOPMENTAL SUPPORT FORM (DSF)

, THE POSITION CODE ISDUTY TITLE IS

RATED OFFICER'S INITIALS

FORMFEB 85

PART III - VERIFICATION OF INITIAL FACE-TO-FACE DISCUSSION

PART IV - RATED OFFICER (Complete a, b, and c below for this rating period)a. STATE YOUR SIGNIFICANT DUTIES AND RESPONSIBILITIES

Read Privacy Act Statement on Reverse before Completing this form

OFFICER EVALUATION REPORT SUPPORT FORMFor use of this form, see AR 623-105; the proponent agency is DCSPER.

NAME OF RATED OFFICER (Last, First, MI)

RATER NAME

GRADE POSITION

ORGANIZATIONGRADEPART I - RATED OFFICER IDENTIFICATION


GRADE POSITION

NAME

NAME GRADE POSITION

INTERMEDIATERATER

SENIORRATER

b. INDICATE YOUR MAJOR PERFORMANCE OBJ ECTIVES

EDITION OF SEP 79 IS OBSOLETE.

AN INITIAL FACE-TO-FACE DISCUSSION OF DUTIES, RESPONSIBILITIES, AND PERFORMANCE OBJ ECTIVES FOR THE CURRENT

RATING PERIOD TOOK PLACE ON

RATER'S INITIALS

.

.

67-8-1DA USAPPC V2.10

SPT FORM

COMPANY GRADE DEVELOPMENTAL SUPPORT FORMFor use of this form, see AR623-105; the proponent agency is DCSPER.

PART I - INSTRUCTIONS. Use of this form is mandatory for Lieutenants and WO1s; optional for all other ranks.

Initial face-to-face (Part II and III)

- Discuss duty description/major performance objectives (MPOs from 67-9-1)

- Define and discuss leadership competencies - FM 22-100, Appendix A.- Establish developmental objective(s) for each leadership competency; develop-

mental objective(s) should target the MPOs on the Support Form.- Upon completion of the initial face-to-face counseling, date and initial Part III

(verification). Obtain senior rater's initials. Rated officer and rater retain file copy for use during later development progress reviews.

Follow-up Development Progress Review (Part IV - Reverse

- Discuss MPOs and progress made. Adjust MPOs , and timeliness as needed.

- Discuss progress made on competency development objectives; adjust objectives as needed to continue development process.

- Rater summarize key points in appropriate block of Part IV.- Rater and rated officer initial, date, and keep a file copy for use during later

development progress reviews.

PART II - DEVELOPMENTAL ACTION PLAN. Competency development objective(s) target MPOs on the DA Form 67-9-1.PROFESSIONAL ETHICS. Honest and sincere. Stands firm on values, moral principles, and convictions. Selfless. Loyal to country, command, and soldiers. Dedicated and

commited to mission accomplishment. Encourages ethical, positive, and productive attitudes; respects individuals' dignity.

COMMUNICATION. Articulates written and oral ideas/concepts clearly and concisely. Message received equals message sent.

SUPERVISION. Provides purpose, motivates, directs, evaluates, coordinates, and plans the efforts of subordinates so that tasks are effectiely accomplished.

TEACHING/COUNSELING. Takes a direct hand in subordinates' development by overcoming problems and increasing knowledge and skills.

SOLDIER TEAM DEVELOPMENT. Develops effective, cohesive, disciplined team built on bonds of mutual trust, respect, and confidence.

TACTICAL AND TECHNICAL PROFICIENCY. Demonstrates proficiency in required professional knowledge, judgment, and skills. Requires minimal supervision.

DECISION MAKING. Makes well-informed, practical, and timely decisions with Commander's intent, even under pressure.

DA Form 67-9-1a

WORKSHEET

, THE POSITION CODE ISDUTY TITLE IS

RATED OFFICER'S INITIALS

FORMFEB 85

PART III - VERIFICATION OF INITIAL FACE-TO-FACE DISCUSSION

PART IV - RATED OFFICER (Complete a, b, and c below for this rating period)a. STATE YOUR SIGNIFICANT DUTIES AND RESPONSIBILITIES

Read Privacy Act Statement on Reverse before Completing this form

OFFICER EVALUATION REPORT SUPPORT FORMFor use of this form, see AR 623-105; the proponent agency is DCSPER.

NAME OF RATED OFFICER (Last, First, MI)

RATER NAME

GRADE POSITION

ORGANIZATIONGRADEPART I - RATED OFFICER IDENTIFICATION


GRADE POSITION

NAME

NAME GRADE POSITION

INTERMEDIATERATER

SENIORRATER

b. INDICATE YOUR MAJOR PERFORMANCE OBJ ECTIVES

EDITION OF SEP 79 IS OBSOLETE.

AN INITIAL FACE-TO-FACE DISCUSSION OF DUTIES, RESPONSIBILITIES, AND PERFORMANCE OBJ ECTIVES FOR THE CURRENT

RATING PERIOD TOOK PLACE ON

RATER'S INITIALS

.

.

67-8-1DA USAPPC V2.10

SPT FORM

CW3-CW5/MAJ-BG:

MISSION REQUIREMENTS

and MISSION TASKSPerforman

ce Objectives

CPT/LT/CW2/W01s:CPT/LT/CW2/W01s:

DEVELOPMENTAL TASKS (DSF) * BASED ON MISSION LAID OUT IN SUPPORT FORM * FOCUSED ON LEADERSHIP DOCTRINE MANDATORY COUNSELING BY RATERS OF OFFICERS IN RANKS OF: CPT, LT, CW2, WO1

SR RATER APPROVAL/OVERWATCH EXAMPLES: Company Cdr DSF on Platoon Leaders - BN Cdr over watch Battalion Cdr DSF on Company Cdrs - BDE Cdr over watch

Developmentwith

Performance

INTEGRATES

Enhancements to include CPT & CW2 Effective 1 Oct 04


INITIAL COUNSELING FOLLOW-UP COUNSELINGS

PART I. INSTRUCTIONS

DISCUSS

Skill development is self-development;prerequisite to action

PART II CHARACTER. Disposition of the leader: combination of values, attributes, and skills affecting leader actions. (See FM 22-100, PART TWO)

1. HONOR: Identifies with public code of Army values (honor)

2. INTEGRITY: Possesses sound moral values; honest in word and deed

3. COURAGE: Manifests physical and moral bravery

4. LOYALTY: Bears true faith and allegiance to the U.S. Constitution, the ARMY, the unit, and the soldier

5. RESPECT: Promotes dignity, consideration, fairness, & EO

6. SELFLESS-SERVICE: Places Army priorities before self

7. DUTY: Fulfills professional, legal, and moral obligations

MENTALPossesses desire, will, initiative, anddiscipline

PHYSICALMaintains appropriate level of physicalfitness and military bearing

EMOTIONAL

Displays self-control; calm under pressure

CONCEPTUALDemonstrates sound judgment, critical /creative thinking, moral reasoning

INTERPERSONALShows skill with people: coaching, teaching,counseling, motivating and empowering

Possesses the necessary expertise toaccomplish all tasks and functions

TACTICAL Demonstrates proficiency in required professional knowledge, judgment, and warfighting

TECHNICAL

ATTRIBUTESFundamental qualities andcharacteristics

SKILLS (Competence)

PART II. CHARACTER- LEADER VALUES, ATTRIBUTES, SKILLS

DEVELOPMENTAL SUPPORT FORM (DSF)- FRONT SIDE: PARTS I & 2

LEADER CHARACTERRater expectations Rated officer inputRelate to duties

INFLUENCING: Communicating, Decision Making, Motivating

OPERATING: Planning, Executing, Assessing

PART III - DEVELOPMENTAL ACTION PLAN. Development tasks that target maj or performance objec tives on the DA Form 67- 9-1. (See FM 22-100, PART THREE)

Skill developm ent is part of self-development; prer equisi te to act ion

JUNIOR OFFICER DEVELOPMENTAL SUPPORT FORMFor use of this form, see AR 623-105; the proponent agency is ODCSPER

PART I - INSTRUCTIONS. Use of this form is mandatory for Lieutenants and WO1s; optional for all other ranks.Initial face-to-face (Part II and III)

- Discuss duty description/major performance objectives from DA Form 67-9-1.- Discuss Army leader values, attributes and skills as related to future duty performance and professional development (Part II: Leader Character)- Complete Developmental Action Plan (Part III)- Record at least one developmental task for each leadership action that targets major performance objectives listed on DA Form 67-9-1.- Upon completion of the initial face-to-face counseling, date and initial Part IV (verification). Obtain senior rater's initials. Rated officer and rater retain file copy for use during later follow-up counselings.

Quarterly Follow-up Counselings (Part V - Reverse)

- Discuss major performance objectives and progress made. Adjust as needed.- Discuss progress made on developmental tasks; update/modify tasks as needed to continue developmental process.- Rater summarize key points in appropriate block of Part V.- Rater and rated officer initial, date, and keep a file copy for use during later counselings.

COMMUNICATING. Articulates written and oral ideas/concepts clearly and concisely. Message received equals message sent. Displays effective listening skills.

MOTIVATING. Inspires, motivates, and guides others towards mission accomplishment. Sets the example by being in excellent physical / mental condition andconsistently displaying proper military bearing.

DECISION MAKING. Reaches sound, logical decisions based on analysis/synthesis of information, and uses sound judgement to allocate resources and select appropriate course(s) of action.

DA Form 67-9-1a

NAME OF RATED OFFICER (Last, Fir st, M I) SSN GRADE OR GANIZATION

FRONT SIDE DA FORM 67-9-1a

NOTE: Reference for Army Leadership Doctrine is FM 22-100.

PART II CHARACTER. Disposit ion of the l eader: combi nati on of values , attributes , and sk ills affecti ng l eader ac tions. ( See FM 22-100, PART TWO)

1. HONOR: Adherence to the Arm y's publ icly dec lared code of values

2. INTEGRITY: Possesses high personal m oral s tandar ds; hones t i n w ord and deed


4. LOYALTY : Bears true faith and all egi ance to the U.S. C ons tituti on, the ARMY, the uni t, and the soldier

5. RESPECT: Promotes dignity, considerati on, fair ness , & EO

6. SELFLESS-SER VICE: Places Ar my pr iorit ies before self

7. DUTY: Fulfills pr ofessional, legal, and m oral obl igat ions

MENTALPossesses desir e, w ill, ini tiat ive, anddisci pline

PHYSICALMaintains appropriate l evel of phys icalfitness and mili tary bearing

EMOTIONAL

Displays sel f-control; calm under pr essure

CONCEPTUALDemonstrates sound judgment, cr itical /creative think ing, mor al r easoning

INTERPERSONALShows skill wi th people: coaching, teachi ng,counseling, m oti vat ing and empower ing

Possesses the necessary expertise toaccomplish al l tasks and functi ons

TACTICAL Demons trates profi ciency i n requir ed professional know ledge, j udgm ent, and war fighting

TECHNICAL

ATTRIBUTESFundamental qual iti es andcharacteristics

SKILLS (Competence)

PLANNING. Uses critical and creative thinking to develop executable plans that are suitable, acceptable, and feasible.

EXECUTING. Shows tactical and technical proficiency; meets mission standards; takes care of people/resources. Maximizes the use of available systems andtechnology. Performs well under physical and mental stress.

ARMY VALUES

Developmental Support Form


Skill development is self-development;prerequisi te to ac tion

JUNIOR OFFICER DEVELOPMENTAL SUPPORT FORMFor use of this form, see AR 600-8-18; the proponent agency is ODCSPER

PART I - INSTRUCTIONS. Use of this form is mandatory for Lieutenants and WO1s; optional for all other ranks.Initial face-to-face (Part II and III)

- Discuss duty description/major performance objectives from DA Form 67-9-1.- Discuss Army Values/leader attributes and skills as related to future duty performance and professional development (Part II: Leader Character)- Complete Developmental Action Plan (Part III)- Record at least one developmental task for each leadership action that targets major performance objectives listed on DA Form 67-9-1.- Upon completion of the initial face-to-face counseling, date and initial Part IV (verification). Obtain senior rater's initials. Rated officer and rater retain file copy for use during later periodic follow-up counselings.

Periodic Follow-up Counselings (Part IV - Reverse)

- Discuss major performance objectives and progress made. Adjust as needed.- Discuss progress made on developmental tasks; update/modify tasks as needed to continue developmental process.- Rater summarize key points in appropriate block of Part V.- Rater and rated officer initial, date, and keep a file copy for use during later periodic counselings.

PART III - DEVELOPMENTAL ACTION PLAN. Development tasks that target maj or performance objec tives on the DA Form 67- 9-1. (See F M 22-100, PART THREE)



DECISION MAKING. Reaches sound, logical decisions based on analysis/synthesis of information, and uses sound judgement to choose appropriate alternative(s).

DA Form 67-9-1a

NAME OF RATED OFFICER (Last, Fir st, M I) SSN GRADE OR GANIZ ATION

FRONT SIDE DA FORM 67-9-1a

NOTE: Reference for Army Leadership Doctrine is FM 22-100.

PART II CHARACTER. Disposition of the l eader: combi nati on of values , at tributes , and sk ills affect ing l eader acti ons. (See FM 22-100, PART TWO)

1. HONOR: Ident ifies with publ ic code of Army values (honor)

2. INTEGRITY: Possesses sound m oral values; hones t i n w ord and deed


4. LOYALTY: Bears true faith and allegiance to the U.S. C onst itut ion, the ARM Y, the unit, and the sol dier

5. RESPECT: Prom otes digni ty, considerati on, fairness, & EO

6. SELFLESS- SERVICE: Places Army prioriti es before self

7. DUTY: Fulfills pr ofess ional , legal, and moral obligations

MENTALPossesses desir e, wil l, ini tiative, anddiscipline

PHYSICALMaintains appr opriate level of physicalfitness and m ilitary bearing

EMOTIONAL

Displays self- control ; calm under pressure

CONCEPTUALDemonstrates sound judgm ent, criti cal /creative think ing, moral reasoning

INTERPERSONALShows skill with people: coaching, teaching,counseling, m otivating and em powering

Possesses the necessary expertise toaccomplish all tasks and func tions

TACTICAL Demonstrates profi ciency i n requir ed professional know ledge, j udgm ent, and war fighting

TECHNICAL

ATTRIBUTESFundamental quali ties andcharacteristics

SKILLS (Competence)

OPERATING: Planning, Executing, Assessing


PLANNING. Uses critical and creative thinking to develop executable plans that are suitable, acceptable, and feasible.

EXECUTING. Shows tactical and technical proficiency; meets mission standards; takes care of people/resources. Maximizes the use of available systems andtechnology. Performs well under physical and mental stress.

DEVELOPMENTAL SUPPORT FORM (DSF)- PART III

PART III. DEVELOPMENTAL ACTION PLANPART III - DEVELOPMENTAL ACTION PLAN. Development tasks that target major performance objectives on the DA Form 67-9-1. (See FM 22-100, PART THREE)



DECISION MAKING. Reaches sound, logical decisions based on analysis/synthesis of information, and uses sound judgment to choose appropriate alternative(s).


• Target performance objectives on Support Form• At least one developmental task per leader action• Tasks should be specific, measurable, and achievable

(1) Provide an oral OPORD brief to CO/XO during FTX in April.

(7) Facilitate a discussion on the ethical decision making during June OPD.

(3,6) Lead Platoon PT every Monday in April- set the example!


DEVELOPING. Teaches, trains, coaches and counsels subordinates increasing their knowledge, skills and confidence.

BUILDING . Develops effective, disciplined, cohesive, team built on bonds of mutual trust, respect, and confidence. Fosters ethical climate.

ASSESSING. Uses after-action and evaluation tools to facilitate consistent improvement.

LEARNING. Actively seeks self-improvement (individual study, professional reading, etc.), and fosters a learning environment in the unit (IPRs, AARs, NCOPD, etc.)

PART V - DEVELOPMENTAL ASSESSMENT RECORD. Summary of key points made during follow-up counselings. Highlight progress and strengths observed as well as further development needed.

PART IV - VERIFICATION: Rater initials Rated officer initials Date Senior rater initials

1st Assessment Key Points

2nd Assessment Key Points

3rd Assessment Key Points

Rated officer initials Rater initials Date



REVERSE SIDE DA FORM 67-9-1a

IMPROVING: Developing, Building, Learning

DEVELOPMENTAL SUPPORT FORM (DSF)- PARTS IV AND V

PART V - DEVELOPMENTAL ASSESSMENT RECORD. Summary of key points made during follow-up counselings. Highlight progress and

strengths observed as well as developmental needs across values, attributes, skills, and actions.

1st Assessment Key Points


PART IV - VERIFICATION: Rater initials Rated officer initials

PART IV. VERIFICATION

PART V. DEVELOPMENTAL ASSESSMENT RECORD

NOT A RATING!!participative

constructive positive

candid

Summary of key points-- discussion of values, attributes, skills-- progress on developmental tasks and focus-- noted strengths-- further needs for focus/improvement -- rater/rated officer initials and date of counseling

senior rater initialsDate


Masking Early OERs

2LT/WO1 1LT CPT/CW3

OERs moved to restricted section of OMPF.

• 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.


• CHANGE OF DUTY

• CHANGE OF RATER

• ANNUAL

• COMPLETE THE RECORD

• RELIEF FOR CAUSE

• OTHER – SPECIAL SITUATIONS

TYPES OF EVALUATIONTYPES OF EVALUATION

AR 623-105, Chapter 3 Section VII: Mandatory Reports – 90 day minimum Section VIII: Mandatory Reports – Other than 90 day minimum Section IX: Optional Reports


YES

YES

YES

YES

YES

YESYES

NO

YES

4. NOYES

NOYES3NOYES2.YES NO1.

NOYES 3.NOYES2.NOYES

b. LEADER ATTRIBUTES / SKILLS / ACTIONS: First, mark "YES" or " NO" for each block. Second, choose a total of si x that best desc ribe the rated officer. Select one f rom ATTR IBUTES, two fromSKILLS(Competence), and three fr om ACTIONS(LEADERSHIP). Place an "X" in the appr opri ate numbered box with optional comments in PART Vb. Comments are mandatory for all "N O" entries in PART Vb.

BRANCH

1.

Seeks sel f-im provement and or gani zati onal

Uses after-ac tion and evaluat ion tool s tofacilitate consis tent improvement

Inspi res, mot ivates, and guides other s towardmission accomplishment

Maintains appropriate l evel of phys icalfitness and mili tary bearing

Shows tac tical pr ofic iency, m eets missionstandards, and takes car e of people/resour ces

Spends tim e and resour ces impr oving teams,groups , and units; fos ters ethical cli mate

Develops detailed, executabl e pl ans that arefeasibl e, acceptabl e, and suitable

Invests adequate ti me and ef for t to developindivi dual subordi nates as leaders

Displays good oral , wr itten, and l isteningskills for individuals / groups

OFFICER EVALUATION REPORTFor use of this form, see AR 623-105; the proponent agency is ODCSPER

SEE PRIVA CY ACT STATEMENT ON DA FORM 67-9-1

a. NAME ( Last, First, Middle Initial ) b. SSN c. RANK d. DATE OF RANK

Year Month Day

e. BRANCH f. DESIGNATED SPECIALTIES

PMOS ( WO

g. UNIT, ORG., STATION, ZIP CODE OR APO, MAJOR COMMAND h. REASON FOR SUBMISSION

i. PERIOD COVERED

FROM THRUYear M onth Day Year M onth Day

j. RATED MONTHS

k. NONRATED CODES

l. NO. OF ENCL

m. RATED OFFICER COPY (Check one and date)

1. Given to Officer

2. Forwarded to Officer

Daten. PSBINITIALS

o. CMD CODE p. PSB CODE

PART II - AUTHENTICATION ( Rated officer sig nature verifies PART I data and R ATING OFFIC IALS ONLY )

a. NAME OF RATER ( Last, First, MI )

SSN SIGNATURE DATEb. NAME OF INTERMEDIATE R ATER ( Last, First, MI )

c. NAME OF SENIOR RATER ( Last, First, MI )

PART III - DUTY DESCRIPTION

c. SIGNIFICANT DUTIES AND R ESPONSIBILITIES. REFER TO PART IVa, DA FORM 67- 9-1

PART I - ADMIN ISTRATIVE DATA

DA FORM 67 - 9

NAYES NO

RANK POSITION

SSN

SSN

RANK

RANK

POSITION

POSITION

SIGNATURE

SIGNATURE

DATE

DATE

SENIOR RATER TELEPHONE NUMBER

DATE

a. PRINCIPAL DUTY TITLE b. POSITION AOC / BR

PART IV - PERFORM ANCE EVAL UATION - PROFESSIONALISM ( Rater)

CHARACTER Disposit ion of the l eader: combi nati on of values , at tributes , and sk ills affect ing leader acti ons

c. APFT: D ATE: H EIGH T : WEIGHT:

REPLACES DA FORM 67-8, 1 SEP 79, WHICH I S OBSOLETE, 1 OCT 97

d. JUNIOR OFFICER DEVELOPMENT- MANDATORY YES OR NO ENTRY FOR R ATERS OF LT s AND WO1s.

MENTAL

Possesses desir e, w ill, ini tiat ive, anddisci pline

PHYSICAL EMOTIONAL

Displays sel f-control; calm under pr essure

CONCEPTUALDemonstrates sound judgment, cr itical /creative think ing, mor al r easoning

INTERPERSONALShows skill wi th people: coaching, teachi ng,counseling, m oti vat ing and empower ing

Possesses the necessary expertise toaccomplish al l tasks and functi ons

TACTICAL Demons trates profi ciency i n requir ed professional know ledge, j udgm ent, and war fighting

ATTRIBUT ES (Sel ect 1)

Fundamental qual iti es andcharacteristics

SKILLS (Competence)

Skill developm ent is part of self-development; prer equisi te to act ion

TECHNICAL

3.

6.

9.

2.

5.

8.7.

OPERATING

IMPROVING

PLANNING

DEVELOPING

DECISION-MAKING

EXECUTING

BUILDING

MOTIVATING

ASSESSING

LEARNING

Method of reaching goals whileoperat ing / impr oving

Short- term m issionaccom pli shm ent

Long-term impr ovement in the Army,its people and organizati ons

Employs sound judgment, logical reasoning and uses r esour ces w isely

COMMUNICATING

d.

b.2.

b.1.

1.INFLUENCING

b.3.

SENIOR RATER'S ORGANIZATION

growth; envis ioning, adapting and leading change

(Select 2)

ACTIONS (LEAD ERSHIP) (Select 3) M ajor activ ities leaders perfor m: influencing, oper ating, and impr oving

WERE DEVELOPMEN TAL TASKS RECORDED ON DA FOR M 67-9- 1a AND QUARTER LY FOLLOW-UP C OUNSELINGS CON DUCTED?

4.

E-MAIL ADDRESS

Yes, comments are attached No

e. SIGNATURE OF RATED OFFICERThis is a referred report, do you wish to make comments?

YES YES NONOARMY VALUES (Comments mandat ory for all " NO" entries. Use PART Vb.)

1. HONOR: Adherence to the Arm y's publ icly dec lared code of values

2. INTEGRITY: Possesses high personal m oral s tandar ds; hones t i n w ord and deed


Bears true faith and allegiance to the U.S. C ons tituti on, the Army , the uni t, and the soldier

5. RESPECT: Promotes dignity, considerati on, fair ness , & EO

6. SELFLESS-SERVICE: Places Ar my pr iorit ies before self

7. DUTY: Fulfills pr ofessional, legal, and m oral obl igat ions

4. LOYALTY:

a.

NO

YES

NO NO

NO

NO

NO

NO

NO

1

4

3

5

DA FORM 67-9 (FRONT SIDE)

2. RO signs last, Allow for Time SR uses AKO address when possible.

3. Lists 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. New! Effective 1 Oct 04 For Evaluation of Raters of CPTs/LTs & CW2s/WO1s

1. Be careful with “P” indicator

2

(AR 623-105, para 2-8)


DA FORM 67-9 (REVERSE SIDE)

A completed DA Form 67-9-1 was received with this report and consideredin my evaluation and review YES NO (Explain in c)

PART V - PERFORMANCE AND POTENTIAL EVALUATION (Rater)

a. EVALUATE THE RATED OFFICER'S PERFORMANCE DURING THE RATI NG PERIOD AND HIS/ HER POTENTIAL FOR PROMOTION

OUTSTANDING PERFORMANCE, MUST PROMOTE

SATISFACTORY PERFORMANCE, PROMOTE

UNSATISFACTORY PERFORMANCE, DO NOT PROMOTE

b. COMMENT ON SPECIFIC ASPECTS OF THE PERFORMANCE AND POTENTIAL FOR PR OMOTION. REFER TO PART III, DA FOR M 67-9 AND PART IVa, b, AND c DA FORM 67-9-1.

PART VI - INTERMEDIATE RATER

PART VII - SENIOR RATER

b. POTENTIAL COMPARED WITH OFFICERS SENIOR RATED IN SAME GRADE (OVERPRINTED BY DA)

c. COMMENT ON PERFORMANCE / POTENTIAL

NAME SSN PERIOD COVERED

OTHER(Explain)

c. IDENTIFY ANY UNI QUE PROFESSIONAL SKILLS OR AREAS OF EXPERTISE OF VALUE TO THE AR MY THAT THIS OFFICER POSSESSES. FOR ARMY COMPETI TIVE CATEGORY CPT THROUGH LTC, ALSO INDI CATE A POTENTIALCAREER FIELD FOR FUTUR E SERVICE.

d. LIST 3 FUTURE ASSIGNMENTS FOR WHICH THIS OFFICER IS BEST SUITED. FOR ARMY COMPETITIVE C ATEGORY CPT THROUGH LTC, ALSO INDICATE A POTENTIALCAREER FIELD FOR FUTUR E SERVICE.

BELOW CENTER OF MASS RETAIN

BELOW CENTER OF MASS DO NOT RETAIN

CENTER OF MASS

ABOVE CENTER OF MASS (Less than 50% in top box; Center of M ass i f 50% or m ore i n top box)

a. EVALUATE THE RATED OFFICER'S PROMOTION POTENTI AL TO THE NEXT HIGHER GRADE

BEST QUALIFIED FULLY QUALIFIED DO NOT PROMOTE

I currentl y senior rate_______________offi cer( s) i n this grade

OTHER (Explain below)

6

8

7

6. To Date Most RO’s viewed as Outstanding

7. Performance & Potential

Authorized: Double space between Performance & Potential comments (MSG 02-220)

8. NOT for Potential - Optional: Unique Professional Skills/Expertise Mandatory: For ACC CPT thru LTC - must recommend a Career Field (CF/BR or CF/FA)9. No Part VII b Box Check For Evaluations on MG/CPTs/LTs & CW5/CW2s/WO1s (effective 1 Oct 04)

10. Quantifiable Performance & Potential Comments in narrative (VIIc), Three Future Assignments and Career Field in (VIId) should be consistent

9

10


OER Processing Issues OER Processing Issues• Part II - Invalid Rater/Senior Rater * When CPTs get promoted to MAJ minimum grade for SR Changes

• 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. - DSF evaluation incorrectly annotated (New for CPT & CW2s, effective 1 Oct 04)

• Part Vb. - No potential comments (mandatory)

• Part Vc. - Potential comments in this block should only be for unique skills - No recommended Career Field

Watch!

Watch!

Watch!

Watch!


OER Issues Con’t OER Issues Con’t

• Part Vc. – Career Fields for Special Branches (not required)

• Part VIIa. – Number of “currently senior rated officers” incorrect/blank

• Part VIIb. - No Part VIIb box check for MG/CPT/LT & CW5/CW2/WO1s (expansion effective 1 Oct 04)

• Part VIId. – Missing recommended Career Field/Future Assignments

• Required Enclosures missing with OER

Watch!Watch!

Watch!Watch!


OER ADMINISTRATIVE DATA -- PARTS I, II, III

c. NAME OF SENIOR RATER ( Last, First, MI )

PART III - DUTY DESCRIPTION

c. SIGNIFICANT DUTIES AND RESPONSIBILITIES. REFER TO PART IVa, DA FORM 67- 9-1

a. PRINCIPAL DUTY TITLE b. POSITION AOC / BR

Yes, comments are attached

BRANCH

OFFICER EVALUATION REPORTFor use of this form, see AR 623-105; the proponent agency is ODCSPER

SEE PRIVACY ACT STATEMENT ON DA FORM 67-9-1

a. NAME ( Last, First, Middle Initial ) b. SSN c. RANK d. DATE OF RANK

Year Month Day

e. BRANCH f. DESIGNATED

SPECIALTIES

PMOS ( WO

g. UNIT, ORG., STATION, ZIP CODE OR APO, MAJOR COMMAND h. REASON FOR SUBMISSION

i. PERIOD COVEREDFROM THRU

Year Month Day Year Month Day

j. RATED MONTHS

k. NONRATED CODES

l. NO. OF ENCL

m. RATED OFFICER COPY (Check one and date)

1. Given to Officer

2. Forwarded to Officer

Daten. PSBINITIALS

o. CMD CODEp. PSB CODE

PART II - AUTHENTICATION ( Rated officer signature verifies PART I data and RATING OFFICIALS ONLY )

a. NAME OF RATER ( Last, First, MI )

SSN SIGNATURE DATEb. NAME OF INTERMEDIATE RATER ( Last, First, MI )

PART I - ADMINISTRATIVE DATA

RANK POSITION

SSN

SSN

RANK

RANK

POSITION

POSITION

SIGNATURE

SIGNATURE

DATE

DATE

SENIOR RATER TELEPHONE NUMBER

DATE

d.

SENIOR RATER'S ORGANIZATION E-MAIL ADDRESS

No

e. SIGNATURE OF RATED OFFICERThis is a referred report, do you wish to make comments?


b. LEADER ATTRIBUTES / SKILLS / ACTIONS: First, mark "YES" or "NO" for each block. Second, choose a total of six that best describe the rated officer. Select one from ATTRIBUTES, two fromSKILLS(Competence), and three from ACTIONS(LEADERSHIP). Place an "X" in the appropriate numbered box with optional comments in PART Vb. Comments are mandatory for all "NO" entries in PART Vb.

1.

Seeks self-improvement and organizational

Uses after-action and evaluation tools tofacilitate consistent improvement

Inspires, motivates, and guides others towardmission accomplishment

Maintains appropriate level of physicalfitness and military bearing

Shows tactical proficiency, meets missionstandards, and takes care of people/resources

Spends time and resources improving teams,groups, and units; fosters ethical climate

Develops detailed, executable plans that arefeasible, acceptable, and suitable

Invests adequate time and effort to developindividual subordinates as leaders

Displays good oral, written, and listening skills

for individuals / groups

DA FORM 67 - 9

NAYES NO

PART IV - PERFORMANCE EVALUATION - PROFESSIONALISM ( Rater)

CHARACTER Disposition of the leader: combination of values, attributes, and skills affecting leader actions

c. APFT: DATE: HEIGHT : WEIGHT:

REPLACES DA FORM 67-8, 1 SEP 79, WHICH IS OBSOLETE, 1 OCT 97

d. JUNIOR OFFICER DEVELOPMENT: - MANDATORY YES OR NO ENTRY FOR RATERS OF LTs AND WO1s.

MENTAL

Possesses desire, will, initiative, anddiscipline

PHYSICAL EMOTIONAL

Displays self-control; calm under pressure

3.

CONCEPTUAL

Demonstrates sound judgment, critical /creative thinking, moral reasoning

INTERPERSONALShows skill with people: coaching, teaching,counseling, motivating and empowering

Possesses the necessary expertise toaccomplish all tasks and functions

TACTICAL Demonstrates proficiency in required professional knowledge, judgment, and warfighting

2.

3

4.

ATTRIBUTES (Select 1)

Fundamental qualities andcharacteristics

SKILLS (Competence)

Skill development is part of self-development; prerequisite to action

TECHNICAL

3.

6.

9.

2.

5.

8.7.

OPERATING

IMPROVING

PLANNING

DEVELOPING

DECISION-MAKING

EXECUTING

BUILDING

MOTIVATING

ASSESSING

LEARNING

Method of reaching goals whileoperating / improving

Short- term missionaccomplishment

Long-term improvement in the Army,its people and organizations

Employs sound judgment, logical reasoning and uses resources wisely

COMMUNICATING

b.2.

b.1.

1.INFLUENCING

b.3.

growth; envisioning, adapting and leading change

QUARTERLY FOLLOW-UP COUNSELINGS CONDUCTED?

(Select 2)

ACTIONS (LEADERSHIP) (Select 3) Major activities leaders perform: influencing, operating, and improving

YES NO

YES NO

YES NO

YES NO

YES NO

2.

YES NO

1.

YES NO

YES NO

YES NO

YES NO

YES NO

YES NOYES NO

YES NO

WERE DEVELOPMENTAL TASKS RECORDED ON DA FORM 67-9-1a AND

YES NO

YES NO

4.

YES YES NONOARMY VALUES (Comments mandatory for all "NO" entries. Use PART Vb.)

1. HONOR: Adherence to the Army's publicly declared code of values

2. INTEGRITY: Possesses high personal moral standards; honest in word and deed


Bears true faith and allegiance to the U.S. Constitution, the Army, the unit, and the soldier

5. RESPECT: Promotes dignity, consideration, fairness, & EO

6. SELFLESS-SERVICE: Places Army priorities before self

7. DUTY: Fulfills professional, legal, and moral obligations

4. LOYALTY:

a.

PROFESSIONALISM - PART IVPROFESSIONALISM - PART IV

Part IVd. Mandatory Yes or No Box Check for Raters of CPT, LT, CW2 and WO1 (effective 1 Oct 04)Part IVd. Mandatory Yes or No Box Check for Raters of CPT, LT, CW2 and WO1 (effective 1 Oct 04)


RATER AND INTERMEDIATE RATER EVALUATIONS - PART V & VI

Va

Part Vc

Two Parts

PART V - PERFORMANCE AND POTENTIAL EVALUATION (Rater)

a. EVALUATE THE RATED OFFICER'S PERFORMANCE DURING THE RATING PERIOD AND HIS/HER POTENTIAL FOR PROMOTION

OUTSTANDING PERFORMANCE, MUST PROMOTE

SATISFACTORY PERFORMANCE, PROMOTE

UNSATISFACTORY PERFORMANCE, DO NOT PROMOTE

b. COMMENT ON SPECIFIC ASPECTS OF THE PERFORMANCE AND POTENTIAL FOR PROMOTION. REFER TO PART III, DA FORM 67-9 AND PART III a, b, AND c DA FORM 67-9-1.

NAME SSN PERIOD COVERED

OTHER(Explain)

Optional -Unique Professional Skills/Expertise Mandatory - must recommend a career field (CF/Br or CF/FA)

Optional -Unique Professional Skills/Expertise Mandatory - must recommend a career field (CF/Br or CF/FA)

PART VI - INTERMEDIATE RATER NARRATIVE

Vb - RATER NARRATIVE:Performance and Potential

(can be separated by double space)MILPER MSG 02-220

c. IDENTIFY ANY UNIQUE PROFESSIONAL SKILLS OR AREAS OF EXPERTISE OF VALUE TO THE ARMY THAT THIS OFFICER POSSESSES. FOR ARMY COMPETITIVE CATEGORY CPT THROUGH LTC, ALSO INDICATE A POTENTIAL CAREER FIELD FOR FUTURE SERVICE.

PART VI - INTERMEDIATE RATER

(Effective 1 JAN 99)




c. COMMENT ON PERFORMANCE / POTENTIAL

A completed DA Form 67-9-1 was received with this report and considered inin my evaluation and review YES NO (Explain in c)

a. EVALUATE THE RATED OFFICER'S PROMOTION POTENTIAL TO THE NEXT HIGHER GRADE

BEST QUALIFIED FULLY QUALIFIED DO NOT PROMOTEI currently senior rate______________officer(s) in this grade

OTHER(Explain below)

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.



CENTER OF MASS

ABOVE CENTER OF MASS (Less than 50% in top box; Center of Mass if 50% or more in top box)

SENIOR RATER’S PORTION - PART VII

“THE MOST IMPORTANT PART”

“E/P/C/S”


Line 1

Lines 2-3

Lines 4-5

SPECIFIC Enumeration

Performance

Potential for– Promotion

– Command

– School

“top 2 of 5; top 5% I’ve seen; the best,...”

1 to 2 “big-ticket” item(s)

“Must select BZ; Promote to ___ now”

“Can command a ____ with distinction today”

“Select 1st look for ____”

ANATOMY OF A GOOD OER NARRATIVE

CANNOT SAY: 6+/ACOM OFFICER!!


E-P-C-S

• ENUMERATION

• POTENTIAL FOR:

– PROMOTION

– COMMAND

– SCHOOL


Officers Not Receiving Part VIIb Box Check Officers Not Receiving Part VIIb Box Check Example of Senior Rater Comments

Senior Rater Unit

Level

After HQDA

Processing


c. BULLET COMMENTS ON PERFORMANCE / POTENTIAL



I currently senior rate_______________officer(s) in this gradeA completed DA Form 67-9-1 was received with this report and consideredin my evaluation and review YES NO (Explain in C)

OTHER (Explain below)x x

16

HQDA COMPARISON OF THE SENIORRATER'S PROFILE AND BOX CHECK ATTHE TIME THIS REPORT PROCESSED

R: CPT BUCK, GEORGE 999999999

SR: COL SMITH 666666666

DATE: 04 08 18

No Box Check

CPT Buck is the best out of 16 Captains I senior rate. I personally selected him from a group of carefully screened candidates to command a world class, highly 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 below the zone to Major and send early to CGSC-ILE.

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.


b. POTENTIAL COMPARED WITH OFFICERS SENIOR

RATED IN SAME GRADE (OVERPRINTED BY DA)

c. BULLET COMMENTS ON PERFORMANCE / POTENTIAL





CENTER OF MASS

ABOVE CENTER OF MASS

I currently senior rate_______________officer(s) in this gradeA completed DA Form 67-9-1 was received with this report and consideredin my evaluation and review YES NO (Explain in C)

OTHER (Explain below)

CPT Buck is the best out of 16 Captains I senior rate. I personally selected him from a group of carefully screened candidates to command a world class, highly 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 below the zone to Major and early to CGSC-ILE.

x x16

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, Battalion Commander Would Serve Army Best in OPCF/11

(Less than 50% in top box; Center of Mass if 50% or more in top box)

Battalion S3, Battalion Executive Officer, Battalion Commander Would Serve Army Best in OPCF/11

Effective 1 Oct 04


MANAGED PROFILE TECHNIQUEMANAGED PROFILE TECHNIQUE• For eligible Officers and Warrant Officers Senior Rater checks one box

• DA Label: reflects box check or a comparison of the box check to profile (if top box check)

• Top rating dependent on profileTop rating dependent on profile


CENTER OF MASS


BELOW CENTER OF MASS


(Less than 50% in top box; Center of

RETAIN

DO NOT RETAIN

Mass if 50% or more in top box)


RO: COL BUCK, GEORGE 999999999

SR: LTG SMITH 666666666

DATE: 98 07 18

TOTAL RATINGS: 20

RATINGS THIS OFFICER : 2

ACOM or COM or BCOM


b. POTENTIAL COMPARED WITH OFFICERS SENIOR RATED IN SAME GRADE (OVERPRINTED BY DA) HQDA COMPARISON OF THE SENIOR

RATER'S PROFILE AND BOX CHECK ATTHE TIME THIS REPORT PROCESSED



DATE: 98 07 18

TOTAL RATINGS: 20


BELOW CENTER OF MASSRETAIN

CENTER OF MASS


CENTER OF MASS


RULE #1RULE #1

RULE #2RULE #2




RETAIN

DO NOT RETAIN

CENTER OF MASS


SENIOR RATER BOX CHECK LABEL

x

SENIOR RATER BOX CHECK LABEL




RETAIN

DO NOT RETAIN


b. POTENTIAL COMPARED WITH OFFICERS SENIOR RATED IN SAME GRADE (OVERPRINTED BY DA) HQDA COMPARISON OF THE SENIOR

RATER'S PROFILE AND BOX CHECK ATTHE TIME THIS REPORT PROCESSED



DATE: 98 07 18

TOTAL RATINGS: 20


x

Regardless of profile

MANAGED PROFILE TECHNIQUEMANAGED PROFILE TECHNIQUE


- Top block check labeled "above center of mass" when...- profile is less than 50% in top block- Board sees only label and narrative

- Top block check labeled "center of mass" when...- profile is equal to or more than 50% in top block- Board sees only label and narrative



CENTER OF MASS

Managed Profile Managed Profile Top block check gets ONE of two labels...




DATE: 96 07 18

TOTAL RATINGS: 20






DATE: 96 07 18

TOTAL RATINGS: 20


CENTER OF MASS




RETAIN

DO NOT RETAIN

Mass if 50% or more in top box)x

TOTAL

Process at DA

PROFILE IS

TOTAL

Process at DA

PROFILE IS

RULE # 3

RULE # 4

3 17 0 0 20

10 10 0 0 20


• First, single top box at a given grade will generate ACOM label at DA, regardless of profile (of the first four OERS by grade, any one, but only one, can be ACOM)

• Can’t mention box check, in the narrative

• Can only restart in a grade with your SR’s permission after 3 reports in that grade have been processed at DA

MANAGED PROFILE MANAGED PROFILE REINFORCING RULESREINFORCING RULESMANAGED PROFILE MANAGED PROFILE

REINFORCING RULESREINFORCING RULES


(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

SMALL POPULATION / SMALL PROFILE


c. NARRATIVE COMMENTS ON PERFORMANCE / POTENTIAL


BEST QUALIFIED FULLY QUALIFIED DO NOT PROMOTE OTHER (Explain below)xI currently senior rate_______________officer(s) in this grade

A completed DA Form 67-9-1 was received with this report and considered

in my evaluation and review YES NO (Explain in C) x

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.

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 Would best serve Army in OPCF/11

HQDA COMPARISON OF THE SENIOR RATER’S PROFILE AND BOX CHECK AT THE TIME THIS REPORT PROCESSED

CENTER OF MASS

RO: CW3 BUCK, GEORGE 999999999

SR: LTC SMITH 666666666

DATE: 98 07 18

TOTAL RATINGS: 1

RATINGS THIS OFFICER: 1

SELECTION BOARD INSTRUCTIONS:


Contract With the Senior RaterContract With the Senior Rater

OPPORTUNITY TO GIVE BEST OFFICERS TOP RATINGS

CONFIDENCE THAT OTHER SENIOR RATERS CAN’T INFLATE

KNOWLEDGE-THAT MAJORITY OF ALL RATINGS = CENTER OF MASS

-THAT EVALUATION SYSTEM SERVES BOTH SELECTION PROCESS AND LEADER DEVELOPMENT


You have 3 separate Profiles based on promotion system: (1) Active; (2) USAR; (3) ARNG

Active duty profile: HRC-Alexandria (703) 325-9660; DSN 221-9660email: [email protected]: www.hrc.army.mil (HRC-Alexandria)

Reserve profile: HRC-St. Louis(314) 592-0679; DSN 892-0679Email: [email protected]: www.hrc.army.mil (HRC-St Louis)

Guard profile: National Guard Bureau(703) 607-7111; DSN 327-7111Email: [email protected]: gko.ngb.army.mil

Senior Rater Profile Report DA FORM 67-9-2 (effective 1 Oct 04)

Senior Rater Profile Report DA FORM 67-9-2 (effective 1 Oct 04)

Total

Ratings

MG

LTC

MAJ

CPT

1LT

2LT

CW5

CW4

CW3

CW2

WO1

Total

Ratings

% Total

1st Block

ACOM

COMCOM

BCOM

RETAIN

BCOM

DO NOTRETAIN

1st Block

COM

CURRENT OER PROFILE PROFILE HISTORY

SENIOR RATER PROFILE REPORT

OFFICER EVALUATION REPORTING SYSTEM

FOR USE OF THIS FORM, SEE AR 623-105; PROPONENT AGENCY IS ODCSPER

A. NAME B. SSN C. RANK D. DATE OF REPORT

DA FORM 67-9-2 1 OCT 97

COL

BG

Do Not Receive block VIIb. Box CheckDo Not Receive block VIIb. Box Check



Do Not Receive block VIIb. Box CheckDo Not Receive block VIIb. Box CheckDo Not Receive block VIIb. Box CheckDo Not Receive block VIIb. Box Check


SUMMARY

• OPMS OVERVIEW

• OPMS TRENDS AND STATS

• THE OER– OVERVIEW– THE DETAILS

• EVALUATION



(OPMS)

LTC Williams, Chief, CATD

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UNCLASSIFIED Aug 05, LTC Williams, Chief, CATD, USAMPS 1 OFFICER PERSONNEL MANAGEMENT SYSTEM (OPMS)...

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