field grade officer oer character commentsfield grade officer oer character comments

(FITREP), Air Force's Officer Performance Report (OPR), or the Army's Officer Evaluation Report (OER), each of these records has the greatest impact on each officer's military career and promotion opportunities. Although lokely the rater is simply copying from the support form and changing pronouns. Furthermore, I served with CW3 Texas-Ranger in Fort Hood, TX, and Bagram, Afghanistan. 1. Covey's third principle, which he calls "put first things first," helps leaders to discern urgency from importance. Could it be possible that an examination of each services documentation process could lead to a better format? I am going to make some assumptions here based on the question and it being the first using the field grade OER template. 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. Get, Create, Make and Sign oer support form pdf . He is one of our best troops and I would not hesitate to recommend him for retention and promotion. Army Regulation 614-100, Officer Assignment Policies, Details, and Transfers, offers detailed insight on assignment policies. - Presence. Officers must routinely update their two-to-five year plans, incorporating changes to accurately project future accomplishments. In general, character statements have three sections: Introduction. Senior Rater Bullet Comments; what is best for promotion boards? The DA Form 67-10-2 evaluates an applicant's ability to perform duties and assesses their character. ". New Army OER means fewer boxes, more accountability for raters Assuming that you are the rater and not senior rater keep in mind that you are charged with only rating the officers performance during the last rated period. " You are fair and treat everyone in the office as an equal. Based on my experience and observations working alongside of SSgt Trejo, I highly recommend him for retention in the United States Marine Corps. o performed at a level above the normal call of duty; produced exemplary results. 3. In this case, a middle third officer may have the right skills and experiences to supersede a top third officer. The people who will read your character statement don't know the individual personally, want to judge him or her fairly, and are depending on you to accurately and honestly describe the subject's character. Develop - Leaders foster teamwork; express care for individuals; promote learning; maintain expertise, skills and self-awareness; coach, counsel and mentor others; foster job development, and steward the profession of Arms. 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. Your narrative is important, and developing a proper network will aid in transmitting your goals and desires. Ten things field-grade officers should know about career progression Size:60.77 KB. An NCOIC or manager would normally be considered to be impartial due to the enforced distance and formality required by a supervisor/subordinate relationship and because of the integrity a senior NCO is assumed to have. PERIOD'COVERED:'''!FROM%(YYYYMMDD)!THRU%(YYYYMMDD)! Assignment officers need time to work on special circumstances that require external coordination, such as by-name requests, nominations, and accommodations for enrollees in the Exceptional Family Member Program, and Married Army Couples Program. SUBJECT: Character Statement for SPC Joe J. Smith. At the conclusion of your Army career, your family is going to remain the most important aspect of your life. And, in her defense, she had the integrity to immediately acknowledge her mistake and take care of it immediately. Field Grade Officers (O-5 through O-6): To achieve O-5 takes approximately 16 to 22 years time-in-service. Because he or she is being judged by strangers who don't know him, character statements will be required for his defense. NAME (Last, First, Middle Initial) HELIXON, WILLIAM, M g. UNIT, ORG., STATION, ZIP CODE OR APO, 05; CW3 - CW5) OFFICER EVALUATION REPORT see AR 623-3; the prwonent agency is DCS, G-1 PART I - ADMINISTRATIVE (Rated Officer) . Senior leaders play a critical role in managing talent across the organization, and your reputation will make the difference during the process. I have been informed by SGT Jones about the situation that she is currently in. This has not been an issue with me when working with him. Officer Evaluation Record System ( OER ) - Army Education Benefits Blog He does so without question. 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. PDF The Company Leader RYAN P. FASANO 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. To achieve desirable career outcomes, an officer must consider the following 10 aspects. DA 67-10-1, Company Grade (O1-O3; WO1-CW2) Officer Evaluation Report # 1: S4 Officer Happens frequently in the TPU. PDF OER SUPPORT FORM AND OER VIGNETTE - MilitaryCAC It's a pain in the ass, and nobody reads them, but you have to do them. You're just asking for sleepless nights. I am aware of the punishment that SGT Jones could be given. (See figure 1.) In my professional opinion as one of his mentors, and as a witness of SSG Deleon's moral character, I truly believe that he is an asset to the United States Army. Each attribute/competency is broke down by level of rater box check that . He completes all tasks I ask of him and has often shown initiative and motivation with other tasks. Combat training center and joint assignments represent the next target. I have been in the Army for almost nine years and currently I am the ASF Administration and Occupational Health Element Chief. 2 Years of Lessons from Battalion Command - The Military Leader At that time, SSgt Trejo was a Lance Corporal and played a key role in the success of RSS Brooklyn. An assignment at the Army Human Resources Command (HRC) is an incredible opportunity for officers and enlisted personnel to learn how the Army executes personnel processes. AR 623-3. ch 1-8 Standards of Service. The Ultimate Field Grade Officer Survival Guide An effective character statement focuses on specifics. MARY M. BELLA, CPT, USA The below comments are not to replace the Army's definition, nor are . My name is SSG Wayne and I am SPC Morrison's supervisor. Character NCOER Bullets - ArmyWriter I understand that he must be held accountable for his actions and punishment will be administered. Not once did he complain about making telephone calls, visiting high schools, or area canvassing the streets and Subways of Brooklyn, NY. All validated requisitions are important, and someone will fill the requirement. Get OER Support Form Example Bullets PDF - US Legal Forms o Incorporates Army Directive 2015-11, Unmasking of Army Officer Evaluation Writing an OER support form. DA FORM 67-10-2 - Field Grade Plate (O4 - O5; CW3 - CW5) Officer HRC intends to publish responses, which PPTO will forward when available. Sample Army OER Bullets and OER Comments - Part-Time-Commander Generally, the rule of thumb is that officers should have two OERs in a KD position. The Ultimate Field Grade Officer Survival Guide. DA Form 2166-8 for NCOER DA Form 2166-9-1A. It is your responsibility to double-check the information you find on this site before you use it professionally. Every officer possesses certain talents that benefit the organization. My impression of his tactical and technical knowledge was that of a senior NCO. PDF Personnel Officer and Warrant Officer Commissioned Officer and Warrant 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. Officers with Exceptional Family Member Program or Married Army Couples Program situations are assignment officers' first priority. Make it as presentable as possible. The Army will also implement a rater profile for the company and field-grade officer plates; emphasize recommendations for future operational and career broadening opportunities on the field grade plate; redefine the senior-rater box check; and limit the use of intermediate raters to special branches and dual-supervision situations. Counsel quarterly throughout rating period. 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 documents hosted in the ACO Learning Center come from various sources. OFFICER EVALUATION RECORD. 2. Although I was not his direct supervisor, I worked closely with him for over 16 months. 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. ". You must be ready to make decisions, move the mission forward, and lead by example. Provide rater and senior rater support forms. The way officers perform far outweighs their assigned positions. DSN 530-XXXX. An OER with negative comments, "no" block checks, or negative ratings (referred OER), is career threatening for the Officer who receives it. He does his share of the work without complaint and appears to enjoy his job and being a member of the Army. Now that I've given you my advice about managing your OER, here are some sample OER bullets and OER comments. Raters and SRs should do their work. DA 67-10-1A, Officer Evaluation Support Form Department of the Army Pamphlet 600-3, Officer Professional Development and Career Management, states that the length of a KD position should range from 12 months to 24 months. Theoretically, each assignment officer will touch approximately 68 percent of their assigned population over a span of two years. I encourage officers to perform well regardless of the assignment, and to trust the organization to keep them on a path of progression. For example: OUTSTANDING LEADER: Lead a 25 man platoon into Afghanistan for a 60 day security mission. NAME OF RATER (Last, First, Middle Initial) a5. Normally a single paragraph that reinforces your belief in the subject and summarizes your statement. APD$LC$v1.00ES!!!HQDA#:'! I call upon him frequently during unit PT sessions to assist others with their running and endurance. In fact, I once heard our Maintenance NCO praise him at a meeting with the NCOIC, saying he wished he had more Soldiers like him. PDF Officer Personnel Management in The Army: Past, Present, and Future - Dtic Military Evaluation (OER & NCOER) - United States Army Recently, HRC held a virtual town hall, and many comments focused on this issue. It can be one or several paragraphs. Contact editor@armywriter.com Disclaimer, non-confrontational, calm, patient, cooperative, dependable, thoroughly follows instructions, fair, competent leader, responsible, mature, good listener, good communicator, counselor, determined, driven, persevering, diligent, works independently, without supervision, has initiative, involved, invested, committed, loyal, devoted. Lt. Col. Charles L. Montgomery is the commander of the 123rd Brigade Support Battalion, 3rd Armored Brigade Combat Team, 1st Armored Division, at Fort Bliss, Texas. The submission of a detailed MER is critical to enabling HRC to select the right officers for specific organizational requirements. I am aware of the discharge proceedings against SPC Smith. Occasionally Soldiers get into trouble and become subject to some form of formal punishment where he is judged by members outside the unit. o Updates policy authorizing officer evaluation reports for United States Army Reserve officers in the rank of major general (paras 1-7 and 3-2). Leaders should expect the MER approximately six months before the cycle opens. Often officers place a high priority on joint assignments; however, there are risks associated with receiving jobs for which only "the best" are assigned. I currently senior rate 23 Army Officers in this grade. What I have personally witnessed of SGT Jones' character does not indicate a person that poses a threat to the professional image and integrity of our Army. If an Officer just received a negative OER, it is advisable to retain a military lawyer to assist with an appeal. top 1%, 3%, 5%, etc. It takes time to evaluate/assess and the process exists. 1. QUESTION/ISSUE - United States Army Judge Advocate General's Corps Closing. Officer Fitrep Bullets - FITREP & Eval Writing Guide The current OER character/ line boundaries are (approximately): Rater (for Field Grade OERs): o Character4 lines/ @61 words What bullet point examples have you seen for "Achieves" in the new Army NCOER form? Officer Fitrep Bullets. He is easily in the top three junior NCOs that I have had the pleasure of working with. There is a symbiotic relationship between family peace and work productivity. MSAF information was a data point collected on DA Form 67-10 series OERs dated Nov 2015. Verify. Second, it articulates what is important. What are the best practices for VA Benefits? Type your statement and print it on good quality paper. Officer Evaluation Reporting System (OERS) Flashcards - Quizlet This came as quite a surprise to me and definitely caught me off guard. For the most part, an officer's immediate advocates should be from his or her current chain of command. judicious in their comments. Being promoted to lieutenant colonel is definitely indicative of a successful career. Unit human resources professionals must have a firm grasp of their projected losses as depicted by officers' year and month of availability for assignment (YMAV) or date eligible for return from overseas (DEROS). Leadership. c. COMMENTS . PDF Military Times What are best command practices for closing down battalions? PDF U.S. Army Performance Evaluation Guide - New OER Take the time to make the next move a family decision and not just about the position available. It is your responsibility to double-check the information you find on this site before you use it professionally. Initial Field Grade Counseling. EMAIL ADDRESS (.gov or .mil) . He has not received any kind of discipline here in our work center, not even a verbal counseling. Evaluation Reporting System Flashcards | Quizlet Every officer matters to the continued success of our organization. The fundamental purpose of the MER is to give commanders and human resources professionals the ability to formally advocate for the skills, experience, and knowledge required to accomplish specific missions. I met SSG Deleon on August 25, 2019, on the day he was assigned to Chaos Company. Timing of the MER submission is critical, and G-1s are ultimately responsible for submitting it to HRC. LT Smith security mission was responsible for securing 25 square miles of land and enabling the first . o expressed himself in an open and candid manner; facilitated teamwork. 2018 with issuance of Army Directive 2018-07-8. During my time at HRC, I learned many things about field-grade officer career progression that I want to share. The Evaluator: The Comprehensive Guide For Preparing Army NCOERs/OERs 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. PDF Will M. Helixon - Military Lawyer - Court-Martial Defense Lawyer At that time, LCpl Trejo displayed himself in a manner that was well above reproach. Writing an OER support form : r/army - reddit Talent management affects all officers regardless of their current performance. 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. Field grade officer are rated on what form? The nomination process begins with notifying the brigade commander and the selected officer about a nominative assignment. Make sure you address the type of behavior that the person is accused of having. One of HRC's goals is to ensure complete transparency during the assignments process. He is one of the most calm members of our work center. However, I must note that SPC Smith was not the cause those conflicts. Memorandum for XO and S3, 3rd Bn, 7th Infantry Subject: Field Grade Rules. As an officer's performance changes, so does the five-year plan. EDIPI: 1298475886/USMC. " Your team consistently meets their goals often exceeding expectations. 1. Ensuring family peace is an enduring priority. Fill oer support form character bullets: Try Risk Free. The MER is the unit's best opportunity to submit formal input into the process. To this end, this Middle third officers are on track for promotion but will not compete as well for battalion command. Rater Responsibilities. KD opportunities may affect what type of battalion an officer will command; however, the key to success is to perform well regardless of the position. Votes. The SM should have provided information on his/her OER support . Finally, account managers and assignment officers have different responsibilities. Character Statement Examples - ArmyWriter Once a space is open and a validated requisition is created, it is up to the assignment officer to find the best qualified officer. (3) (b) The rater will ensure that the rated officer or rated NCO receives a copy of the rater's and senior rater's support forms. Evaluating Character - Army University Press o demanded quality in all actions and assigned tasks; committed to excellence. Senior leader involvement in the talent management process encourages officers to build a solid reach-back network. In summary, I am surprised to learn of the behavior SPC Morrison is charged with. I first met SGT Jones in April 2011 at WLC, on Ft Stewart. A key part of the new OER system will be to ask raters to make determinations about what an officer is capable of, and what suggestions there might be for how the officer can be better developed . Need help with OER for CW3 : r/Armyaviation - Reddit Body. Good mentorship and leadership will provide him the foundation he requires to continue to be an asset. HELP! A character statement helps judges, Commanders, First Sergeants, and other strangers make fair decisions by providing a factual description of a person's character. He has never been in trouble before or involved in any kind of altercation. Thanks! Does anyone besides me still think it is outrageous that OERs/NCOERs are sometimes filled out and written by the the person who's ER it is. Some of these are more obvious than others, but some are not so much. My Name is SFC Ryan P. Fasano. Therefore, an account manager's concern is filling "spaces.". Contributions are moderated and will not show up until reviewed. ". My name is SSG Smith and I am writing on behalf of SGT Jones. These documents will provide the rated Soldier essential rating chain direction and focus to aid in developing his or her support form. The final pages of the OER Support Form defines them for the Army. Thanks! HELP! 1. Witnessing CW3 Texas-Ranger s superior leadership and mentorship qualities in such a diverse environment, certainly groomed me into the Leader I am today. In addition to limiting promotion potential, a negative OER can trigger the Army Officer Elimination process.. field grade officer oer character commentsaiken county sc register of deeds field grade officer oer character comments An evaluation philosophy accomplishes three goals. New OER means fewer boxes, more accountability for raters Performance is everything. I know of a couple of conflicts with his coworkers/peers. We need more examples. Please contact me if you have any questions or concerns. Officers' personal assignment considerations are the last aspect in the assignments process. OER Appeal - Explained by The Law Office of Matthew Barry FIELD GRADE PLATE (04 - 05; CW3 - CW5) OFFICER EVALUATION REPORT . If you have any questions or concerns, or if I can be of further assistance, I can be reached at DSN 123-4567. Officers are encouraged to start expanding their networks early in their careers to achieve their goals. What's outrageous is that we are still outraged and we pretend it shouldn't happen. as a role model by displaying character, confidence, and competence, and influence outside the chain of command. My name is Gunnery Sergeant DeKinderen, Todd M., the 1st Marine Expeditionary Force (I MEF) G-3 Headquarters SNCOIC. Unequivocally, all fiscal year 2017 lieutenant colonel selectees had at least one "most qualified" officer evaluation report (OER) during their key developmental (KD) positions. Put first things first, and place your efforts on the immediate next step of getting promoted to lieutenant colonel. While TDY with her at Ft Meade, I had the opportunity to witness her instructing other NCOs about the GTC, its purpose, and its proper use. DA Form 67-10-2, Field Grade Plate (O4-O5; CW3-CW5) Officer Evaluation Report, is a document used for providing the Department of Army Headquarters (HQDA) with information about the rated officers' competence, mental and physical condition, and potential for promotion.This form was previously revised by the U.S. Department of the Army (DA) on March 1, 2019, with all previous editions being . If the person who needs the character statement was accused of reckless behavior, you should emphasize aspects of his or her behavior that demonstrate a serious regard for the safety and welfare of others. DA Form 67-10-2 Field Grade Plate (O4 - O5; Cw3 - Cw5) Officer OFFICER EVALUATION RECORD. Army values, Empathy, Warrior Ethos/Service Ethos, and Discipline. From an assignments perspective, the goal is to match the right skills and experiences to the right position. Here is where you make the case for the subject by describing your experiences with him or her and giving examples of the subject's good qualities. 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. He was not afraid to admit when he lacked knowledge of certain procedures or tasks; knowing I had the most experience on the trail in our company, SSG Deleon would come to me for guidance or advice to ensure he didn't look unprofessional in front of the Trainees. To achieve desirable career outcomes, an officer must consider the following 10 aspects. I have always known him to be quietly cheerful and, to my knowledge, he has always had a good attitude and a positive outlook. The mission-essential requirements (MER) list represents consolidated unit priorities for organizational manning requirements specific to the movement cycle. Approximately 51 percent of the officers who enter these types of assignments will not exit them in the same performance tier. The new Army OER form requires bullet comments for the following sections: - Character. Our state browser-based blanks and crystal-clear recommendations eliminate human-prone errors. If you would like for me to elaborate prior to your final decision, I would sincerely appreciate the opportunity to speak further on CW3 Texas-Ranger's behalf. SHARP, EO, and EEO. Despite numerous TDYs and dozens of uses, she has never misused her card before this instance. RATED SSN . Feel free to use these as a template for doing your own. 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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