If there is one thing you could change about the army promotion system what would it be?

I've already seen a couple of posts where people are saying bring back the skills test.  I don't agree nor disagree with that being added, but I would like to point out this:

I've met numerous peope in the military and in the civilian sector that knew how to do a job forwards and backwards.  However, many of those same people struggled to lead and/or teach others in how to do the job.  Knowing a job should be one component in the promotion system, but I don't think it is the end all of making a good leader.  There needs to be other components added if the system was going to be overhauled.

I've already given one answer but here is another thing I'd like to see changed with the promotion system.

If I could change one thing, I'd add Tech/Spec 5 and 6. My reasons: a) Some people do not want to lead, they have no interest in developing other people around them but they love their job and excel at it. b) Keeps a senior person on board to properly do technical jobs with little oversight. c) will closely resemble the Warrent ability to be highly specialized without the outside hassle. I'm sure other reasons fit as well, but I do not have them currently.

Having been a part time educator, one thing that I found in teaching was the development of grades... Tests give you a difinitive score that is backed up by an answer key.  The answers are right....or wrong.  Any papers that are written, while there is a degree of subjective, are based on a format (APA normally) with specific criteria that needs to be met.

The military promotion systems (this is for Army AND Air Force) rely on subjective data and the rater's ability to write bullets.  You may have done more and greater deeds then someone else, but do not get promoted because your writing team stinks at it.  I would like to see a system generated that removes almost all subjectiveness.  Stick to measureable data points. High score wins.  At promotion boards (especially record review boards), your PACKAGE is scored using specific criteria....but the information submitted is often subject to the human factor.  Time in Service, Time in Grade, SQT testing....all these provide measureable data points.  EPR/OPR provides the "sloppy factor".