Posted on Jan 27, 2016
How do I describe my achievements on the NCOER support form?
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I could really use some help in drafting my ncoer support form, if anyone is willing to provide input and how to describe my achievements and accomplishments I would greatly appreciate it. I've been keeping track of everything I have done.
Posted in these groups: 
36B: Financial Management Technician
Certified Defense Financial Manager (CDFM)
SGT
NCOER
36B: Financial Management Technician Certified Defense Financial Manager (CDFM) SGT NCOER
Posted 8 y ago
Responses: 3
Try to write your achievements and accomplishments in as much numerical/factual detail as possible. Focus on actual tasks and achievements and avoid grandiose language. Your rater will use your support form to help inform him of what to put on the NCOER, so make it as easy for him as possible. Here is a guide for proper NCOER bullets, which should help you think through what to put in the support form:
ttp://usacac.army.mil/sites/default/files/documents/cal/NCOERPerformanceMeasuresSupplement20151130.pdf
ttp://usacac.army.mil/sites/default/files/documents/cal/NCOERPerformanceMeasuresSupplement20151130.pdf
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CSM (Join to see)
You are correct Sir however Section 1-8 continues to say that:
"These documents will provide the rated Soldier essential rating chain direction and focus to aid in developing his or her support form. A face-to-face discussion of duties, responsibilities, and objectives between the rater and the rated Soldier assists in drafting the initial support forms. "
Then continues to say in Section 2 3-4 D
The support form communication process.
" The fact that the rated Soldier or rater initiates a support form at the beginning of the rating period provides impetus for the communication process."
I guess they left just enough room between the black and white to give us some grey. (Open to interpretation! Lol)
Sir I believe that it is an "implied task". It is a Raters and Senior Raters obligation to counsel their Soldiers. Though the regulatory guidance does not specifically state that the rater and senior rater need to write/prepare the document it is one of those things that we do not need to be told what to do. In the support form under the task/action section it allows me to clearly define expectations of my Soldiers. I can specifically identify what a Soldier needs to accomplish to receive and excellence, success or needs improvement. I thought the initial question was amusing at first. I say this because I always told my NCO's that "they will write their own NCOER". (Figuratively speaking of course) I further explained to them that an NCOER is like a story of what they did over the past year. I can coach, mentor and train them but at the end of the rating period they will have written that story based on their actions, accomplishments and values. It was my job to provide initial and quarterly counseling and put their story on paper!
Bottom line (throw me a bone lol):
We have a young buck sergeant (who has minimal experience writing evaluations)
That was basically directed to do something (that may or may not be his job) and he doesn't have the slightest inclination on how to accomplish this task. (Probably didn't get much guidance and wasn't taught) to further complicate things depending on what section of the GStaff he is working there may be no formal duty description for what he is doing. When our G Staff was first created (almost four years ago) it was one of those concepts that looked great on paper but they didn't have the TDA's aligned to support the concept. We were basically put in a position where we had to "rob Peter to pay Paul". There was a ton of work but a TDA that didn't provide Soldiers for us to get that work done. (That was basically how I stayed on MOB/COADOS as long as I did.) The Soldier's. leadership/rater needs to take a knee, pull out the CAC card and provide guidance and counseling.
"These documents will provide the rated Soldier essential rating chain direction and focus to aid in developing his or her support form. A face-to-face discussion of duties, responsibilities, and objectives between the rater and the rated Soldier assists in drafting the initial support forms. "
Then continues to say in Section 2 3-4 D
The support form communication process.
" The fact that the rated Soldier or rater initiates a support form at the beginning of the rating period provides impetus for the communication process."
I guess they left just enough room between the black and white to give us some grey. (Open to interpretation! Lol)
Sir I believe that it is an "implied task". It is a Raters and Senior Raters obligation to counsel their Soldiers. Though the regulatory guidance does not specifically state that the rater and senior rater need to write/prepare the document it is one of those things that we do not need to be told what to do. In the support form under the task/action section it allows me to clearly define expectations of my Soldiers. I can specifically identify what a Soldier needs to accomplish to receive and excellence, success or needs improvement. I thought the initial question was amusing at first. I say this because I always told my NCO's that "they will write their own NCOER". (Figuratively speaking of course) I further explained to them that an NCOER is like a story of what they did over the past year. I can coach, mentor and train them but at the end of the rating period they will have written that story based on their actions, accomplishments and values. It was my job to provide initial and quarterly counseling and put their story on paper!
Bottom line (throw me a bone lol):
We have a young buck sergeant (who has minimal experience writing evaluations)
That was basically directed to do something (that may or may not be his job) and he doesn't have the slightest inclination on how to accomplish this task. (Probably didn't get much guidance and wasn't taught) to further complicate things depending on what section of the GStaff he is working there may be no formal duty description for what he is doing. When our G Staff was first created (almost four years ago) it was one of those concepts that looked great on paper but they didn't have the TDA's aligned to support the concept. We were basically put in a position where we had to "rob Peter to pay Paul". There was a ton of work but a TDA that didn't provide Soldiers for us to get that work done. (That was basically how I stayed on MOB/COADOS as long as I did.) The Soldier's. leadership/rater needs to take a knee, pull out the CAC card and provide guidance and counseling.
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LTC Yinon Weiss
CSM (Join to see) - Well said. In the end, it's all about taking care of our troops. I just want to make sure we teach them to fish more than we give them the fish itself. I'm sure you know what I mean.
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Get your rater and senior rater's support forms. You are supposed to get them at your initial counseling. Ensure your support form is nested with higher. It shows that you are working to accomplish the goals of your higher headquarters. that is a starting point from which you can add your own goals/ accomplishments.
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