SFC Private RallyPoint Member 1226792 <div class="images-v2-count-0"></div> 2016-01-10T14:05:18-05:00 SFC Private RallyPoint Member 1226792

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2016-01-10T14:05:18-05:00 2016-01-10T14:05:18-05:00 SFC Private RallyPoint Member 1226798

<div class="images-v2-count-0"></div>I&#39;m doing mine right now with my PSG, the thing is pretty interesting to say the least. Be sure you reference the DA PAM and follow it to the letter. There&#39;s a lot of &quot;ism&#39;s&quot; in it that you need to be aware of!

2016-01-10T14:07:06-05:00 2016-01-10T14:07:06-05:00 MSG Private RallyPoint Member 1226810

<div class="images-v2-count-0"></div>I wrote one two weeks ago and it's making its way through the chop chain. I started by rereading ADP and ADRP 6-22, specifically the portions that detail leadership attributes and competencies. I then read through the NCOER portions of AR and DA PAM 623-3. Finally I read through the NCO's career map and NCO Performance Measures supplement. Then I organized my thoughts into bullets. Like the old bullets, I showed an action and result, but with this one I emphasized the competencies. The boxes were smaller so it was a challenge but so far I've only had minor corrections from my NCO support channel.

2016-01-10T14:15:50-05:00 2016-01-10T14:15:50-05:00 SSG Private RallyPoint Member 1226873

<div class="images-v2-count-0"></div>SSG Marcelain,<br /><br /> The NCOER has not changed in respect to bullets. It requires two things that accounts for quantifiable factors and the are ACTION and RESULT. The only change is in how you rate your subordinates and how you rate amongst your peers. However, if you stick to the two factors that I pointed out, you'll never worry about fluff, they'll always be quantifiable and it will keep you competitive.

2016-01-10T14:41:56-05:00 2016-01-10T14:41:56-05:00 SSG Daniel Miller 1226895

<div class="images-v2-count-0"></div>Quantify. Don't use "filler" bullets. Make mention of awards and recognitions, how much their hand recipe is worth, and if you really need help, the best resource will be your supervisor (NCO) or 1SG. No shame in asking for guidance.

2016-01-10T14:54:08-05:00 2016-01-10T14:54:08-05:00 SGM Mike Barbieri 1227024

<div class="images-v2-count-0"></div>Just write what your subordinate did or didn't do. Keep it simple and be honest. Good, bad, or ugly they get what they deserve based on their performance. Most importantly, actually counsel them.

2016-01-10T16:08:40-05:00 2016-01-10T16:08:40-05:00 CPT Private RallyPoint Member 1227272

<div class="images-v2-count-0"></div>This is a good topic. I just wrote one but it was within the old standards. I have to start now we are in a new year and in a new rating period. I trying to review the support form to help. I don't think we still really use the support form right. It is hard when you are in the reserves. But when it comes to writing bullets I use the qualitative/quantitative model. There has to be something that they do beyond their expected duties. It should make them stand out. If they didn't do anything then I won't fluff it. You have to be consistent. So many times I see mediocre NCOs get a good eval when it should really say he did his job and that's about it.

2016-01-10T19:11:33-05:00 2016-01-10T19:11:33-05:00 SFC Private RallyPoint Member 1228157

<div class="images-v2-count-0"></div>A good advice is to follow the support form. When you follow the support firm properly you will get to the end and have the bullets you need to generate the final -9! This is the advice I got from HRC SGM! It is working good for me now and should for anyone who actually follows it!

2016-01-11T09:15:00-05:00 2016-01-11T09:15:00-05:00 SSG Stacy Carter 1231277

<div class="images-v2-count-0"></div>The easiest way to write a NCOER is to do the quarterly counseling in bullet form. Write out what they did for that quarter i.e. Rifle range, APFT, NCO Board etc. that way you have a good running list of what happened during the rating period and do not have to pull stuff out of your backside. During your quarterly counseling sessions your Soldier can give you things that they did as well. This makes the NCOER process very easy. NCOERs are only hard when you do not do your job properly.

2016-01-12T14:05:45-05:00 2016-01-12T14:05:45-05:00 MSG SAMS1E / GCSS Prep Pishner 1312102

<div class="images-v2-count-0"></div>Easy to write a good eval but, a bad one even with counseling WELL?<br />Works well at current duty position, Committed to lots of time on personal matters, Cannot distinguish Him/Her from subordinates), Attends mandatory training often, Accomplished one semester 14 credit hours while in a heavy combat zone, Subordinates rally to Him/Her in unfavorable situations, Provides legal advice to all soldiers who are facing UCMJ (note this is not for a JAG eval), Selected as rear detachment commander 3 times consecutively, Always available by cell or text message, Obtained high score on Mortal combat, Qualified personal weapon within the last 2 years, Subordinates excelled past His/Her pay grade, VA is all up to date for when Him/Her get out in 4 years, ACAP is up to date, SM spends so much time at the aid station they gave Him/Her an performance evaluation, Accomplished 21 hours of debt counselling, Insures spouse and significant other are both takin care of(call the MPs), If not for formations where about would be unknown, Financially popular with local business, Spends quality time with subordinates after duty hours

2016-02-18T12:48:27-05:00 2016-02-18T12:48:27-05:00 SFC Private RallyPoint Member 1667476

<div class="images-v2-count-0"></div>Go to NewNCOER.com. It has everything

2016-06-27T11:26:18-04:00 2016-06-27T11:26:18-04:00 SFC Private RallyPoint Member 1667478

<div class="images-v2-count-0"></div>Go to NEWNCOER.com

2016-06-27T11:26:48-04:00 2016-06-27T11:26:48-04:00 2016-01-10T14:05:18-05:00