I believe the NCOER process and form are broken/inadequate. I think the bullet format hampers communicating a NCO’s accomplishments and impact. My personal experience is only with my MOS’s and the MOS’s of NCO’s I led in the past. I think a narrative format would better allow for the inclusion of context as well as better describe and capture accomplishments and impact. I think narrative type ratings are probably not as important for SGT/E-5’s and perhaps SSG/E6, but is vital for SFC and beyond. (and maybe SSG’s on the two NCOER’s prior to their secondary zone board for SFC.)
I also think the system has been overinflated. Army Regulation and Pamphlets state a rating of “3” is successful and describes roughly 75-80 percent of the Army. We all know a rating of “3” is likely a death sentence. On several occasions I’ve watched a SGM/CSM return from the SGM Academy and try to follow the Army’s guidance regarding the NCOER. I applauded their attempt but did everything I could to dissuade them from their attempts. Due to the inflation the entire system needs to be replaced Replacement of the system is scheduled to occur in 18 or so months if I remember correctly. Unfortunately, the Army still plans on using bullets until the NCO is a SGM (again if I remember correctly).
Do you agree? How can we fix the system? What are your suggestions?
I also think the system has been overinflated. Army Regulation and Pamphlets state a rating of “3” is successful and describes roughly 75-80 percent of the Army. We all know a rating of “3” is likely a death sentence. On several occasions I’ve watched a SGM/CSM return from the SGM Academy and try to follow the Army’s guidance regarding the NCOER. I applauded their attempt but did everything I could to dissuade them from their attempts. Due to the inflation the entire system needs to be replaced Replacement of the system is scheduled to occur in 18 or so months if I remember correctly. Unfortunately, the Army still plans on using bullets until the NCO is a SGM (again if I remember correctly).
Do you agree? How can we fix the system? What are your suggestions?
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The
NCOER system needs to be revamped. Here’s a proposal/idea: When a NCO arrives
to the unit, their rating scheme is established and posted to their iPERMS.
Quarterly Counselings (DA Form 2166-8-1 [OCT 2011] are done and digitally
signed/dated and accompanies the actual NCOER when the NCOER is due. This will
alleviate false raters/senior raters and also reduces the amount of “fluffed”
and “unfair” ratings. This will also hold accountable – by name – who is taking
the necessary time to develop, teach, coach and mentor rated NCOs for career
progression and professional development. In addition to forcing the superior
leadership to do their job with collaboration of the rated NCO. With each
change of rater a new rating scheme is posted after the Change of Rater NCOER
is posted. With every Annual Report (typically 2-3) should show improvement of
the rated NCO over that course of time or stagnation – depending on the OPTEMPO
and environment. This then should be the deciding factor of their next
selection/choice of assignments. This way will extract out “duds” at the Rated,
Rater and Senior Rater level and assist in force reductions that the DoD is so
anxiously trying to do. Your thoughts?
NCOER system needs to be revamped. Here’s a proposal/idea: When a NCO arrives
to the unit, their rating scheme is established and posted to their iPERMS.
Quarterly Counselings (DA Form 2166-8-1 [OCT 2011] are done and digitally
signed/dated and accompanies the actual NCOER when the NCOER is due. This will
alleviate false raters/senior raters and also reduces the amount of “fluffed”
and “unfair” ratings. This will also hold accountable – by name – who is taking
the necessary time to develop, teach, coach and mentor rated NCOs for career
progression and professional development. In addition to forcing the superior
leadership to do their job with collaboration of the rated NCO. With each
change of rater a new rating scheme is posted after the Change of Rater NCOER
is posted. With every Annual Report (typically 2-3) should show improvement of
the rated NCO over that course of time or stagnation – depending on the OPTEMPO
and environment. This then should be the deciding factor of their next
selection/choice of assignments. This way will extract out “duds” at the Rated,
Rater and Senior Rater level and assist in force reductions that the DoD is so
anxiously trying to do. Your thoughts?
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