Officer Evaluation Reporting System

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Reestablishes field impact on selection of future leaders.

Opportunity to advance the “Best”

Confidence that others cannot inflate

Easy as possible on Senior Raters

Improves Counseling

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

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

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.

and/or

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.

Trends occurring:

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).

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.

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

(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

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.