CW2 Private RallyPoint Member 104141 <div class="images-v2-count-0"></div>Edit: I'm ONLY asking about evaluating the leadership bullets and the ability to lead if they don't lead anyone. <br /><br />Looking for how you guys/gals do it. Not saying it can't be done, but I am always curious for new ways to look at the NCOER and evaluations (I am kind of an NCOER nerd for some reason).<div><br></div><div>I'm going to use an example that sounds far-fetched but can be quite real in my MOS/area:</div><div><br></div><div>A senior sergeant, let's say SFC is assigned for 6-12 months by him or herself in a remote area with no subordinates, no lateral units or attachments...not taking people to the board, not mentoring Soldiers, not writing NCOERs or teaching classes or even conducting STT. </div><div><br></div><div>What do you use creatively to rate them positively if you KNOW they are a superb leader but simply don't have the usual metrics to judge them with?</div><div><br></div><div>Do you grudgingly admit that you might have to give them a success, or do you have specific ways in which you are able to creatively judge them on their leadership potential/performance?</div> 2014-04-16T21:50:39-04:00 CW2 Private RallyPoint Member 104141

<div class="images-v2-count-0"></div>Edit: I'm ONLY asking about evaluating the leadership bullets and the ability to lead if they don't lead anyone. <br /><br />Looking for how you guys/gals do it. Not saying it can't be done, but I am always curious for new ways to look at the NCOER and evaluations (I am kind of an NCOER nerd for some reason).<div><br></div><div>I'm going to use an example that sounds far-fetched but can be quite real in my MOS/area:</div><div><br></div><div>A senior sergeant, let's say SFC is assigned for 6-12 months by him or herself in a remote area with no subordinates, no lateral units or attachments...not taking people to the board, not mentoring Soldiers, not writing NCOERs or teaching classes or even conducting STT. </div><div><br></div><div>What do you use creatively to rate them positively if you KNOW they are a superb leader but simply don't have the usual metrics to judge them with?</div><div><br></div><div>Do you grudgingly admit that you might have to give them a success, or do you have specific ways in which you are able to creatively judge them on their leadership potential/performance?</div>

2014-04-16T21:50:39-04:00 2014-04-16T21:50:39-04:00 SFC A.M. Drake 104174

<div class="images-v2-count-0"></div>I'm in that position now as a AMEDD Center Commander, however I do give classes and participate in weekly activities with the main body.<br>

2014-04-16T22:08:36-04:00 2014-04-16T22:08:36-04:00 SFC Private RallyPoint Member 104180

<div class="images-v2-count-0"></div>I know that the Army answer is to stay in contact with them often, but I know that is not a plausible answer for everyone, particularly deployed deployed personnel in remote areas. I would counsel them at the outset about the need to track their accomplishments. Obviously, nothing replaces leadership presence, but in a situation like that a person is writing their own NCOER.  

2014-04-16T22:14:53-04:00 2014-04-16T22:14:53-04:00 CW2 Joseph Evans 104192

<div class="images-v2-count-0"></div>Conducted Liaisons with X local military and police.<br>Assisted with X international investigations.<br>Supported International counter-terrorism efforts with training/ Intel support.<br>Provided training for Local National Military Investigators.<br>Attended training with Local National forces X times.<br><br>The trick is to find other measures you can use, but you are still going to need them to provide the metrics for you since you aren't on site... <br>

2014-04-16T22:22:55-04:00 2014-04-16T22:22:55-04:00 2014-04-16T21:50:39-04:00