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I have always heard that we don't promote on performance but potential. I don't think that it is that simple. I have yet to find anyone that is a "Meet the Stands" type of soldier excel when they were promoted. But so often we try to gauge their ability to perform at a higher level. To me this is about as close as you can get to assess their potential. But so often we assume that a regular person that can simply perform their duties has potential. I don't buy that. The Peter principle comes to mind when thinking about that.
What have you do to assess this? Is there anything that you recommend? What about anything that you have done that didn't work as you thought it would?
We all know that as a Senior Rater we have to look at being that soldier a numeral rating when writing their NCOER and that everyone can't be a 1.
What have you do to assess this? Is there anything that you recommend? What about anything that you have done that didn't work as you thought it would?
We all know that as a Senior Rater we have to look at being that soldier a numeral rating when writing their NCOER and that everyone can't be a 1.
Evaluations
Promotions
Leadership
Edited >1 y ago
Posted >1 y ago
Responses: 11
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CPT (Join to see), I think potential can be assessed in a number of ways. Obviously, a SM's understanding of thier service and job is a big part of it. If you can't do your job, what good are you? Their ability to learn, adapt, and problem solve are three more big areas for me as well. The final piece is the drive to be successful at a higher level.
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