Posted on Oct 25, 2013
New SHARP requirements for evaluations; needed or not?
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For those of you not tracking a new MILPER message 13-306 puts a requirement on all evaluations; OERs, NCOERs, and 1059s from NCOES schools. Raters will now be required to put a bullet regarding how the rater officer or NCO fosters the SHARP program. The message says "EFFECTIVE SEPTEMBER 28, 2013 OFFICERS AND NONCOMMISSIONED OFFICERS (NCOS) WILL
HAVE ESTABLISHED GOALS AND WILL BE ASSESSED ON HOW THE RATED SOLDIER MEETS THE
COMMITMENTS OF FOSTERING CLIMATES OF DIGNITY AND RESPECT AND ON ADHERING TO THE
PRINCIPLES OF THE SEXUAL HARASSMENT/ASSAULT RESPONSE AND PREVENTION PROGRAM IN
THEIR DAILY ACTIVITIES." It states in the MILPER message exactly where you will place the assessment. If the rated Soldier does not follow the SHARP program by violating it or not properly reporting it; then it will be stated on the evaluation. If they have not violated the policy in any way then you have to assess how well they foster the SHARP program in a specific bullet.My question is: Do you think that this is something that is needed on our evaluations? With all the issues the military has with sexual harassment is it something that needs to be specifically commented on for every leader on every evaluation or is it overkill?
HAVE ESTABLISHED GOALS AND WILL BE ASSESSED ON HOW THE RATED SOLDIER MEETS THE
COMMITMENTS OF FOSTERING CLIMATES OF DIGNITY AND RESPECT AND ON ADHERING TO THE
PRINCIPLES OF THE SEXUAL HARASSMENT/ASSAULT RESPONSE AND PREVENTION PROGRAM IN
THEIR DAILY ACTIVITIES." It states in the MILPER message exactly where you will place the assessment. If the rated Soldier does not follow the SHARP program by violating it or not properly reporting it; then it will be stated on the evaluation. If they have not violated the policy in any way then you have to assess how well they foster the SHARP program in a specific bullet.My question is: Do you think that this is something that is needed on our evaluations? With all the issues the military has with sexual harassment is it something that needs to be specifically commented on for every leader on every evaluation or is it overkill?
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Officers
Counseling
Posted 12 y ago
Responses: 19
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<p>No. As my BN's NCOER clerk in the BN S-1, I see all the NCOERs that are processed in my BN. </p><p> </p><p>I have already begun seeing cookie-cutter SHARP bullets that mean nothing, and are virtually the same on everyone's NCOER. This requirement only wastes space on the NCOER, and prevents other better more valuable bullets from being included on the evaluation.</p><p> </p><p>If an NCO has a "Yes" under "Respect" in Part IV, then it's already covered. </p><p> </p><p>No one not found guilty of sexual harassment/assault is going to have anything negative on his/her evaluation, so why do we need to have a bullet saying something that has already been said.</p><p> </p><p>Big Army should have thought this out better. Or at all. </p>
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SFC Cornelius Walsh
Well put. I too, have been witness to NCOERs with drab, cookie-cutter bullets. This is precisely why our rating system is broken.
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SFC Christopher Walker, MAOM, DSL
Agreed. I think the only individuals that should have anything for SHARP on the NCOER are the guilty and SHARP Reps.
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1SG (Join to see)
Worse, it adversely effects Soldiers. It detracts from what COULD be in the leadership block, so it gives LESS information to an Army promotion/selection board.
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Mandating a SHARP bullet on all evaluations is overkill and like most everyone has pointed out, it will become a copy/paste practice that just takes up space. If the rated Soldier has violated SHARP, well, that should be noted in the Army Values section.
If the Army wants to encourage raters to think about their rated Soldiers in this respect it would be much more effective to promote including a SHARP bullet for individuals who go above and beyond in fostering a climate of dignity and respect, but not to mandate it for everyone. This way indivuals who do go out of their way to promote the program will still be recognized, which I believe constitutes much of the Army's intention with this MILPER.
If the Army wants to encourage raters to think about their rated Soldiers in this respect it would be much more effective to promote including a SHARP bullet for individuals who go above and beyond in fostering a climate of dignity and respect, but not to mandate it for everyone. This way indivuals who do go out of their way to promote the program will still be recognized, which I believe constitutes much of the Army's intention with this MILPER.
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SFC (Join to see)
Ma'am, it absolutely doesn't have to become a cut and paste drill and your senior enlisted in your unit should make sure it doesn't.
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SFC Cornelius Walsh
Agreed, Ma'am - recognizing excellence in supporting SHARP would certainly be a step in the right direction. Turning an important tool into a "check the block" will only serve to hurt the system, in my opinion.
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I personally think it is overkill. The 7 Army Values cover anything you would need to say about an NCO or Officer on an evaluation. I understand that the Army is concerned over the number of sexual assaults, and rightly so, however, there are better ways to go about fostering a zero tolerance climate within the ranks. Leadership need to get back after it. I know, all of the leaders are saying "I AM getting after it". I'm sure that many are, but here's the real question: Do you as a leader lead by example, live the values, actual preform checks on your Soldiers? Or, are you just checking the block. We leaders have moved away from daily barracks checks, conducting a nightly leader presence walk through and other "old school" preventative measures that we used to do before the wars started. WE, the Army as a whole, let our standards drop and we are paying the price. As an NCO, I can only say to my peers and Jr Leaders, "the accomplishment of my mission and the welfare of my Soldiers", take it literally and we won't fail and this problem, like many past problems will be solved.
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LTC Paul Labrador
Agreed. You can only lecture people so much before they start ignoring the message.
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While I do not necessarily agree that it is the "Right" Answer, I do think it is a start. We as leaders at all levels need to do a better job of ensuring an environment that is not tolerant of sexual harassment and behaviors that condone general sexual misconduct (Statements, Jokes, etc..) as a SHARP myself I believe this will be too easy to satisfy. With or without, I know that I do my part. We are supposed to be brothers and sisters here, yet leaders continue to allow people to talk about brothers and sisters in arms when they would kick someone in the teeth if they were blood relatives... So, it is a start, the right way? Probably not.
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SFC (Join to see)
SFC Woerheide, I'm not sure it's not the right way. I think it does two things. First, it makes the people who are just "in it for the evaluation" accountable to their evaluation - which will bring them more in line. Second, it makes it easier for supervisors to make this a daily requirement (or at least quarterly evaluation point) and that is absolutely a step in the right direction.
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SFC (Join to see)
SFC Tyler, I agree that it is helping to hold others accountable and ensure that they are not just in it for the evaluation as you mentioned. The evaluation system itself has been mismanaged which is why I say it may not be the right answer but again, it is a good starting point. If our evaluation system was in tact and held to its original intent we would be in a better place to utilize it here. Think we are on the same page...
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This is punishement solely for reasons of Senior personnel not keeping their own hands to themselves. As media portrays it is not the subordinate ranking structure with all the harrassment and inappropriate behavior. It the Senior Superiors misconducting themselves. Patting themselves on the back job well done welcome to full retirement on the tax payers budget. America has sent a toxic message if you are Senior ranking and inappropriate your quietly retired and reprimanded. If your a younger less ranked member of the services your reward is jail or prison time. SO is it fair or appropriate for a SHARP block in the NCOER hell no what would be apropriate in its place. A mandatory FTX style block showing engagement with subordinates on a COLD WAR level taking them out of the work area and injecting positive training applicable to the future wars.... that is what the focus should be.... THE JCS already said the behavior is inappropriate and not tolerable for any reason ZERO TOLERANC IS ZERO TOLERANCE i do not need to be rated for it nor should I be subjected to more watered down mandatory trainings that the accused way above my pay grade is responsible for doing.
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As my BN's lead VA, I have the following perspective. First, I think it's a good idea to make evaluation reports reflect what leaders are DOING to foster a harassment and assault free environment AND an environment where victims (or potential victims) feel comfortable enough with their leaders to report things that aren't right. As many of you said, people should be willing to speak up and DO something but the fact is, many people are not. For some reason, it still costs Soldiers social capital to be "that guy" or "that girl" that speaks up. Second, because this is not truly a once a quarter issue, I think it's important to encourage leaders to look for those opportunities to make it clear what right looks like and to model the behavior they want their Soldiers to emulate. Too many people only talk about SHARP issues during training or when something bad happens. It's an every day problem so the activity to address it needs to happen every day as a result.
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Just like everyone else has said, Overkill. Should we have a spot for AER? CFC? BOSS? Where does it end, why doesn't EO get one also?
We need to let evaluations focus on the person as an army professional. If their conduct is unprofessional, let the report bear that out, but to focus on one specific program because its the buzz word of the day is the wrong answer.
We need to let evaluations focus on the person as an army professional. If their conduct is unprofessional, let the report bear that out, but to focus on one specific program because its the buzz word of the day is the wrong answer.
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SFC (Join to see)
Sir, why do you feel like this is just the buzz word of the day when our senior enlisted and field grade officers are being convicted of sexual assaults and related offenses?
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SSG (Join to see)
I don't believe that 2lt Hooser is trying to down play the sharp program itself. I think he's just trying to stress the importance of keeping the evaluation forms clean of cookie cutter clutter. If there is to much clutter you will not get a clear image of what the evaluated individuals performance is.
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MAJ (Join to see)
Agreed. Sexual assault is today's hot-button issue du jour. Just a few years ago, some even wondered if suicides should reflect in a commander's OER. Now that sexual assault has become the new issue in the Armed Forces, we've forgotten about suicides, it seems.
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You would think that SHARP could be covered under the Army values block of both the NCOER and OER. It was definitely not part of the 1059 in the past. Personally I think its overkill and will defiantly be used for as a discriminator for promotions and downsizing.
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SHARP Comments must now be added to our 1059's at WLC.
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CPT (Join to see)
That makes no sense, unless you tried to verbally or physically assault your class or a member of it.
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SSG(P) (Join to see)
I agree Sir, it doesnt make sense. Its just another comment that needs to be added to every 1059 that we produce. If any of the students did something adverse regarding SHARP then they would be disenrolled. Overkill again.
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Definitely overkill, I am a certified sharp representative. I think, that since the program is mostly perception based there is no baseline to grade by.
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Seems like standard knee jerk over-reaction in the wrong direction.
You are right SFC Todd, this will become fluff, because as I have said 100 times, this is not leader engagement. It's just creating another box to check, fire and forget style.
You are right SFC Todd, this will become fluff, because as I have said 100 times, this is not leader engagement. It's just creating another box to check, fire and forget style.
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I agree, with the fact that it should not be a every quarter issue. Leaders are to be every day Leaders, making on the spot corrections. for the subject of SHARP leaders are to make on the spot decisions on how to make their soldiers feel as if they should have no problem coming to them with an issue. Leaders should be able to accept any issue at any time and be able to either resolve that issue or find someone who can help resolve that issue. SHARP issues can happen at any time, if you have an issue don't wait to bring it up at training, bring it up right away and get the issue to the right people who can solve it.
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I appreciate the Army's effort with this, but unfortunately I think it's another disappointing attempt to prevent sexual harassment/assault. I've always wondered why the Army doesn't just ask soldiers what works and what doesn't.
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CSM Joseph Mitchell
They could ask Soldiers but they would get many different answers and not all installations have the same issues or scenarios. This in turn would take time to generalize a program to combat the problem. This way it blankets the NCO and officer ranks and puts pressure on the NCO'S and officers to take a more proactive approach as long as they care about what they get for an evaluation.
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SSG V. Michelle Woods
<font color="#000000" size="3" face="Times New Roman">
</font><p style="margin: 0in 0in 10pt;" class="MsoNormal"><font color="#000000" size="3" face="Calibri">SGM, I can see how it puts pressure on NCOs and officers,
which is good however I can tell you <span style="mso-spacerun: yes;"> </span>from a junior NCO's perspective, things are
not getting better. It’s just a humble suggestion that it might be beneficial to
ask those soldiers who are harassed and assaulted the most, which would be
junior NCOs and enlisted, why we think the Army's approach is not working. They
send out surveys for everything else, why not this too? </font></p><font color="#000000" size="3" face="Times New Roman">
</font>
</font><p style="margin: 0in 0in 10pt;" class="MsoNormal"><font color="#000000" size="3" face="Calibri">SGM, I can see how it puts pressure on NCOs and officers,
which is good however I can tell you <span style="mso-spacerun: yes;"> </span>from a junior NCO's perspective, things are
not getting better. It’s just a humble suggestion that it might be beneficial to
ask those soldiers who are harassed and assaulted the most, which would be
junior NCOs and enlisted, why we think the Army's approach is not working. They
send out surveys for everything else, why not this too? </font></p><font color="#000000" size="3" face="Times New Roman">
</font>
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Here's the problem, you can be dealing with SHARP in a confidential way to protect soldiers. Thats something that doesnt need to be common knowledge by everyone let alone every single person who needlessly sees my NCOER.
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I don't think SHARP bullets should be a recommended part of the NCOER. I've seen plenty of copy/paste bullets for these evaluations. SHARP bullets will just be the same and have no meaning or value.
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I do think our leadership needs additional training in this area. I was involved in a situation where a female soldier decided to pinch my ass and put her hands on me. I've always been of the school of thought that if I can't do it to you, you for damn sure can't do it to me. This situation had gotten worse over the month and I requested to speak with someone to do a restricted reporting. I was told by 2 E-7s that I didn't know what I was talking about. I knew what I was talking about and I'd addressed the issue to both of the E-7s wondering what was being done. Nothing had been done to talk to her or to address the issue. Instead one of the E-7s had forced me into an unrestricted reporting which created a lot more hell for me. As a male solder I immediately was labeled as "Gay" because I should have wanted to have sex with her. I didn't find her attractive and I had seen other behaviors from her that led me to be concerned about if we had done something she'd likely report me. She was bad news all around. In saying that even my leadership handled me different. I faced covert harassment for the remainder of my tour.
I later saw one of the E-6s in my platoon discussing the matter (Without saying names) but with me sitting right next to him, to someone that was outside of this situation. That soldier made it a point to say that "he must be gay if he didn't want to hit that. She's easy." Needless to say I made a decision that day, Unless I genuinely knew my leaders well, I won't trust them. If I'm in that situation again I'll not say anything because I had witnessed first hand my leaders turn on me for not wanting to be touched in a sexual manner at the workplace. Yes our leaders need training in this area. I learned from this experience why men don't report.
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SHARP is coming from liberal elements deeply embedded in the culture of the White House. IMHO>
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Well one would hope that it would remind everyone that enforcing a climate of professionalism in the work place, correcting inappropriate "Jokes and statements", and ensuring the intent is met. What should happen and what could happy are obviously separate issues. Will it likely become a fluff bullet, probably. Should it, absolutely not. I think part of the problem is there are too many NCO's who don't take it seriously and may not see it as a serious problem, because the music we listen too, the TV that is watched all have an effect on how we see day to day conversations and perspectives. We need to flush that from our system and remember just because it's popular in society today, doesn't mean that its the right example to live and lead by.
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