1SG Private RallyPoint Member 1291976 <div class="images-v2-count-0"></div>Think about your current rater. How much view does he/she really have on your leadership ability from the top down?<br />Do you think that having a rating system that took the input of your supervisor as well as subordinates would be beneficial? By doing this leaders would see how that squad leader or platoon sergeant achieves results. Is it toxic, leadership by fear, or by providing purpose, direction, and motivation. Is he/she teaching, coaching, and mentoring and how effective is he/she at it? 2016-02-09T23:42:38-05:00 1SG Private RallyPoint Member 1291976

<div class="images-v2-count-0"></div>Think about your current rater. How much view does he/she really have on your leadership ability from the top down?<br />Do you think that having a rating system that took the input of your supervisor as well as subordinates would be beneficial? By doing this leaders would see how that squad leader or platoon sergeant achieves results. Is it toxic, leadership by fear, or by providing purpose, direction, and motivation. Is he/she teaching, coaching, and mentoring and how effective is he/she at it?

2016-02-09T23:42:38-05:00 2016-02-09T23:42:38-05:00 1SG Private RallyPoint Member 1292011

<div class="images-v2-count-0"></div>This situation gets even more problematic with the part time Army. I can only speak for my own experiences, but I bet it is similar in many units. I have had 6 NOCERs with 5 raters since I have been an NCO. Most of my raters have literally only worked with me for about 4 days during the rating period. Only one rater, my last one, spent time with me during a period where I was able to present my abilities as a section leader and in my MOS..during annual training. <br /><br />How can anyone give a fair assessment of a soldier under these situations?

2016-02-10T00:10:35-05:00 2016-02-10T00:10:35-05:00 SFC Private RallyPoint Member 1292036

<div class="images-v2-count-0"></div>I guess I will just say this when my old section leader was going to become a warrant officer they wanted reviews from his subordinates as well as from his superiors. Why would they want to know what his subordinates thought? Food for thought I guess.

2016-02-10T00:37:59-05:00 2016-02-10T00:37:59-05:00 CSM Private RallyPoint Member 1292207

<div class="images-v2-count-0"></div>No it isn't that is why it has been changed. Look for an article I am writing in the Command Post to help explain it.

2016-02-10T07:25:30-05:00 2016-02-10T07:25:30-05:00 1SG Private RallyPoint Member 1292527

<div class="images-v2-count-0"></div>I feel that it is up to me to MAKE it work.<br />I make sure that the goals of the organization as well as my own for it are widely publicized and known. Then I counsel to reinforce goal-oriented training in subordinates, and work with them on ways that they can contribute towards them. Come evaluation report time, it is too easy to identify who contributed most effectively towards those goals.<br /><br />The key is communication, and too often leaders say stuff once and expect everyone to be on the same page. They aren't. Everyone has their own agendas.<br />I support my subordinates attaining their personal goals, but not at the expense of the unit or their Soldiers.

2016-02-10T10:01:14-05:00 2016-02-10T10:01:14-05:00 1LT Private RallyPoint Member 1292724

<div class="images-v2-count-0"></div>I understand your train of thought with the question. First, as a rater, I constant/daily interaction with the individuals I have rated. Observing their leadership capabilities/MOS proficiency, etc. has never been an issue. I would definitely say the same being rated by both Commanders I have worked with/for. A respectable rater should make time to counsel, observe the individuals they are rating, and periodically give them feedback (through counselings). It is extremely unfortunate when this doesn&#39;t happen, and I have witnessed that before. <br />Regarding evaluations by subordinates... first, which subordinates would you include in the evaluation? Can you trust that these subordinates would take a professional approach, leaving personal prejudices out of the equation? Do the subordinates have the maturity level to offer a professional opinion on leadership evaluation, mentorship, etc.? Peer evaluations are common in schools, and the aforementioned issues are always present. While I think these are helpful in determining the &quot;climate&quot; of the company, platoon, squad, etc., I do not think that subordinates should have an active role in the actual rating system. I could see it getting very messy.

2016-02-10T11:06:59-05:00 2016-02-10T11:06:59-05:00 CSM Felipe Mendez 1302495

<div class="images-v2-count-0"></div>This method of having the input of subordinates may work depending on the climate of the unit. Good Leaders in a good unit will definitely benefit from this rating in which subordinates express their inputs during the NCO rating period. Unlike good leaders in a unit with a toxic climate, they will suffer during the rating period. When the unit climate is toxic, there are times in which leadership attempt to bring the unit morale and spirit of corps back by making difficult and unpopular decision. This actions may cause a negative attitude, bad morale adding to the toxic unit’s climate. <br />Such rating system would hinder the newer NCO with no leadership experience. They (new NCO) may be lenient in situation that he should take action for fear of being target later on in his/her rating period. It should be a trial period establish before we take on this system. We cannot wait until career are damaged to figured out is not working. This was tried once during my attendance to PLDC, in which classmates get the opportunity to voice their thought about an individual as the team leader, squad leader or platoon sergeant. In such experiment, it was clear that individual being counsel, rated or analyzed were getting praised if they were like and verbally turndown if they were not. I would have this rating system put in place in the USASMA, WAR College and TRADOC before implementing it throughout the entire military system.<br />This new rating system would emulate situation in which the term “you scratch my back, I scratch your back” comes to mind. I believe it will lessen NCOs leadership style to a doing for soldiers everything possible so they like him/her. I believe that current system if monitor properly would still work. Senior NCOs should be monitoring and using the check and balance to make sure is done properly.

2016-02-14T18:55:59-05:00 2016-02-14T18:55:59-05:00 CSM Felipe Mendez 1302518

<div class="images-v2-count-0"></div>During my time as the Squadron CSM, I made a habit on some of four days weekend to collect all the soldiers/NCOs counseling packets and review them. It gave me the opportunity to see whom have been counsel properly and who was not. In addition, I get a first hand look on the type of counseling/how they were counsel, got to know my soldiers/NCOs better and I was able to maintain a solid, accurate counseling system. Once I review all my the Squadron's soldiers/NCO counseling packets, I provide the unit's First Sergeant with a list of areas that I saw need fixing, weakness, mistreatment/abuse of power etc for them to work on it. I kept a copy, so when I conduct another counseling packets review I can double check if areas found needing to be fixed were fix.

2016-02-14T19:06:47-05:00 2016-02-14T19:06:47-05:00 1SG Brian Adams 1314657

<div class="images-v2-count-0"></div>I hope so. I have been out of the net (retired) and not privy to the new and improved rating schemes these days. I would be for a subordinate having input as far as my performance. This would help distinguish an NCOs performance more accuratley instead of the good old boy system of inflated NCOERs.

2016-02-19T11:07:55-05:00 2016-02-19T11:07:55-05:00 2016-02-09T23:42:38-05:00