Posted on Dec 24, 2013
NCOER integrity; others writing a 1/1 for themselves when they don't deserve it?
21.5K
133
93
12
12
0
The NCOER is the NCO's report card, that could make you or break you. Do you think it's fair for you to do your best and recieve anything other than a 1/1from your rater while other subpar NCO's consistently write their own 1/1 NCOER's? Does this frustrate you?
NCOER
NCOs
Integrity
Posted 12 y ago
Responses: 39
0
0
0
i wasin the army from 1970-1992 and the NCOER was always inflated and iam sure it is even more inflated now.
(0)
(0)
0
0
0
It does frustrate me, but it seems as though the good old boy system is alive and well.. I am not part of that system, so I get what I really earned, right?
(0)
(0)
SFC Robert Blunt
Earn YOUR shit, and don't buy into that good ol boy system. Go to bed tired every night, know your left and right limit, and know in your cold dead heart you spent and not wasted the good ol tax payers dollar, the damn thing practically writes itself. Now quit lookin at the ground and get in there (the fight) and make your daddy proud!
(0)
(0)
SFC (Join to see)
SFC Robert Blunt - I know I have earned every penny. and it was tax dollars well spent. I know I am not here for me, but for those I work for and those at home waiting on me to return.. I can go to bed knowing that I did something good for the Army today.
(0)
(0)
SFC Robert Blunt
SFC (Join to see) - there you go Sapper! You're wearing the best rank out there. Represent the corp even when it's the unpopular thing to do. I'm stoked to see you wearing and using the strips for good. It's easy to do bad. You father is very proud of you! I'm sure of it.
(0)
(0)
SFC (Join to see)
SFC Robert Blunt - I do my best each day to make sure that my family can be proud of what I have done and not ashamed to have me. I love the Army and although there will always be those who give me problems, I have learned to not take anything personal. Maybe my son will want to one day follow in my footsteps.
(0)
(0)
0
0
0
Here is what I have learned and let me know if I am wrong say as a senior rater you have 3 NCOs that a all platoon sgt. You give them all a 1 1 among the best, followed by promote now. They are all fighting for the same position. What is it that separates them. Those blocks that say among the best fully capable followed by the bullets promote now or promote ahead of peers. Say one of those Plt Sgt scores a 300 on PT test and the other two are scoring 240 250. They all went to collage managed troops but the only thing that separates is one detail. It's my opnion that the one that went above and beyond on his pt should get among the best promote now. The other two should get fully capable promote ahead of peers. Some type of guide ve needs to be put in place in the AR 623-3 that dictates this. The same thing if you jave 2 1 soldiers. You could have one that is among the best. Saying he is better then his peers.
(0)
(0)
0
0
0
It's part of the business of the military now. The subpar NCOs who get those good "scores" just know how to play the game. Nowadays, most higher ups care about who kissed their ass the most and who was always professional. They don't care about how good you are at your job heart as much as before. A great NCO will always stand up for their juniors and help them out anyway they can, maybe sometimes will have moments of not so professionalism but to stand up for what is right. They should also know their place but not afraid to assert themselves if need be. There just isn't really much that can be charged with the services now. We are way too politically correct sometimes and our assertiveness is lacking from what it used to be
(0)
(0)
0
0
0
Yes, it frustrates me, but there's not much we can do about it. It's completely dependent on the types of leaders the command has.
(0)
(0)
0
0
0
There is a system in place. Raters must do proper counseling (good, bad or indifferent). Rated NCOs should also keep a journal to record their key contributions to the organization.
(0)
(0)
0
0
0
If everything objective, from intial counseling thru entire process of NCO being rated providing exact quantitative evidence to raters who may or may not have made time to track all of rate(d) NCOs work, than the NCOer should speak for itself. It is extremely rare, in my opinion, to find raters who do everything for NCO being rater. It is the WRONG answer for an NCO to completely write their own NCOer with 1/1s and just have rater sign off on it. That is my opinion. An NCOer is a lot more than simply a list of accomplishments completed during the work year. It should be an honest glimpse on a humanitarian level of what that particular Soldier has the capacity to do in the future as well... With all due respect, SFC, these are my heartfelt opinions..
(0)
(0)
0
0
0
It frustrates me when I am doing the job of an O4 with good performance. I write my own NCOERs, because my first line supervisor is incapable, and I'm getting rated a 2/1. I know many of my peers who wouldn't even be capable of performing my duties and they get 1/1s. The system is broken, I don't mind getting rated 2/1 because I know my performance has dropped with my health. If my unit cared at all about my health they would know and understand this, instead I just get to suffer in silence. If I ever need my NCOERs, I hope the review board looks at my bullets instead of my ratings.
(0)
(0)
0
0
0
This is just " a way not the way " When building the NCOER, as I've noticed, a lot of personal do not keep up with the 2166-8-1; so yes NCOs as well as officers start a script and should pass it off to the rater to be worded; then to the Senior Rater for remarks which the Rater is probably going to start. After the remarks are complete the blocks should be checked and the first SGM/CSM in the chain should look to see if anything major has been missed (GOMR or accolades)and also that the NCO was rated IAW their performance. Should a judgment or comparison be placed on the NCO to base off their local peers, or should it state simply what the NCO accomplished for the organzation?
(0)
(0)
0
0
0
Just like any large business it strives to give guidelines on how it wants it's work force to be mentored and evaluated. There are things that I very rarely see done that we should all still be doing as leaders/ managers. Integration counseling to show every Soldier what they need to do to set themselves up for success in the new unit and/ or position. Those items should be completed before the Initial counseling. The Initial counseling should have not only the unit standards, job description, what goals the Soldier should have in the rated time period but also what it takes for an excellent bullet in each category. At minimum quarterly counselings should be done for all NCOs. Nothing says you cannot still mentor monthly. Those should go over how the NCO is performing. If the NCO needs to improve on something, it should be pointed out then. If at least quarterly counsels are not conducted on the rated Soldier, it should reflect on the raters NCOER that they failed at leading their Soldiers. Too many times, I have seen quarterly counseling dates that there are no supporting documents for. Bullets that there are no supporting documents for. Duties listed that were on appointment orders but never conducted. We focus on making sure that E-4 and below have monthly counselings and promotion counselings, but then fall very short once they make SGT and above. Then turn around and say that they do not know their jobs and/ or not willing to do their jobs. Leading and mentoring starts from the top and goes down. You cannot say that the current NCOER system does not work if you are not using it the way it should be. Our jobs as leaders and mentors are to have the best force and grow it even better. If you have 5 NCOs and they all are going way beyond what is asked of them should not all of them deserve 1/1 and 5 Es if that is what they earned. On the opposite side if you have a very bad group then it should reflect, with at least quarterly counselings showing that they failed to improve. If there is nothing reflected on the Rater's NCOER on how the rate/counsel, then yes there is no accountability for an over inflated system.
We all focus on you need to step outside of the box and do more. I would rather see 1 job being performed above standard then 10 jobs barely meeting the standard.
If you only look 1 foot in front of you, you will not see you are about to run off a cliff.
If you do not learn from the past lessons then you will repeat them if the future.
You cannot build a castle if you just build and never maintain what you have already put in place.
(0)
(0)
Read This Next
Continue with Facebook 
Continue with Google