What factors do you consider when recommending your Soldiers for an award?

2021-07-02T14:24:29-04:00

As a Team Leader or Squad Leader what do you consider when recommending your Soldiers for an award? Do you base it on an individual impact? Or for overall duration? Or both?

When taking over as the new TL or SL for a group of Soldiers, do you consider length of time that you are their supervisor or do you consider the work they did before you got there? Do you consider awards they have received previously or only the acts that you are witness to?

How do you factor in to balancing what they deserve such as a Certificate of Achievement versus an Achievement Medal versus a Commendation Medal?

I ask all this because it seems to differ from unit to unit and from leader to leader and I'm curious in the variety of answers and leadership styles.

Response by SSG Private RallyPoint Member made Jul 2 at 2021 2:35 PM

2021-07-02T14:35:59-04:00

Depends if this is in reference to an impact award or a PCS/ETS or service award.

Response by 1SG Steven Imerman made Jul 2 at 2021 2:41 PM

2021-07-02T14:41:05-04:00

Talk to your boss about how things are done in the unit. If some troop has worked hard to a previous standard to get a certain recognition, nothing will sour them quicker than the new TL or SL changing the ground rules on them. Use your common sense.

Spend a minute or two everyday looking at things from the troop's point of view. It helps a lot in monitoring where their heads are at.

Response by SFC Michael Hasbun made Jul 2 at 2021 2:58 PM

2021-07-02T14:58:04-04:00

Here is how awards broke down for me when I was on a Command Team. This was my subconscious thought process when recommending someone for an award.

Coin:
If you did something so awesome I think you should be recognized, even though these things cost me money, you are getting a coin. If it was uber amazing, an AAM too. Since coins came out of my pocket, they are higher in precedence than awards to me.

Army Achievement Medal/ARCOM:
If I think you did something awesome and probably need points, you're getting an AAM. They only cost me the time to write up an award, it doesn't affect my wallet. For an ARCOM, we're talking things SOY/NCOY boards, earning Audie Murphy, saving someone's life (with no risk to yourself), something pretty damned amazing.

Certificate of Achievement:
If you're seeing one of these, either someone downgraded the AAM for some reason, you did something noteworthy but not that out of the ordinary, or you're external to the unit and I have to give you one of these for PR/political reasons.

Certificate of Appreciation:
Usually for civilians/spouses. If you get one of these from me as a Soldier, you are likely a turd that is PCS'ing and the command mandated that you get an award despite your performance. This was all my conscience would allow me to give you without cheapening the awards system.

Response by SGM Mikel Dawson made Jul 2 at 2021 3:01 PM

2021-07-02T15:01:08-04:00

There is published criteria for each award. Does your soldier meet that criteria? I was very tough on awards. If a soldier didn't meet the criteria for that award, then the next one down. Coins, Certificate of Apprecation mean a lot. Recognization for work is important, but I have seen too many awards given for so so things. Many times I was over ruled. I never considered work done before I was in position. When you take the leadership position, you do an initial counseling session, this should mark your time in position and ability to judge for awards.

Response by SFC Private RallyPoint Member made Jul 2 at 2021 3:26 PM

2021-07-02T15:26:28-04:00

Along with what others stated. For me, the Soldier has to do something that really helps out the unit, and something they also did during their own personal time as well. With that and how positive the Soldiers' attitude is really makes writing up the award worthwhile. If a Soldier has a shit attitude, then they are most likely not gonna contribute anyway to the unit, plus nobody will like working with them. That matters to many leaders. Contribution(s) along with a great attitude makes the big difference and will show others what is needed in order to be recognized. That way one persons actions will set the example for others to emulate.

Response by 1SG Jacob Brannan made Jul 2 at 2021 3:42 PM

2021-07-02T15:42:37-04:00

Pretty simple really.
- Is the award warranted based on the actions of the SM
- Do the actions justifying the award fall within 600-8-22

Response by SSG Private RallyPoint Member made Jul 2 at 2021 3:44 PM

2021-07-02T15:44:07-04:00

I find the worst thing you can do is hold the SM's past against them ... good or bad. If you have a soldier that was a shitbag before, but is now killing it, show appreciation. However, if they are simply meeting the standard now, opposed to before, that is why they get a pay check. I know that sound like I am speaking out of both sides of my mouth, but at the end of the day if all you are doing is your job... well, thanks. Now, if a soldier exceed the standards, goes above without being asked and improves the unit or is key to mission success, then I will write those all day long.

I like to draft why they should get an award and run it by some of my peers, without the persons name being known to eliminate bias. If it seems that others feel it is worthy of an award, I will send it.

Response by SFC Private RallyPoint Member made Jul 2 at 2021 3:51 PM

2021-07-02T15:51:24-04:00

They aren't different in different places, you aren't factoring in that there are different types of awards with different purposes. If you are talking about an impact award where a Soldier made a significant contribution, then the period of service is the time you are referencing. If your Soldier performed well at NTC then it's the period that they were at NTC. You don't consider any other period outside the period of the award. If it's a PCS award then it's the time they were at the unit, a retirement award would be the whole service period. You will mostly deal with impact awards.

The level of award you recommend should be where the approval level matches the impact. An AAM approval level is the battalion commander, the Soldier should have made a significant impact on the battalion in some way. Significant doesn't mean they just did their job and that supports the battalion, but if your BC wants to give out awards for that, that can be a reason.

Higher ranks usually get higher awards. It's just not common that a PFC or SPC is going to make a contribution that significantly impacts the Brigade for an ARCOM, or a SGT or SSG make a significant enough contribution to affect a Division for an MSM.

Response by MSG Private RallyPoint Member made Jul 2 at 2021 6:51 PM

2021-07-02T18:51:06-04:00

My experience as a Team NCOIC was this.

I didn't consider actions before the Soldier worked for me unless it was a PCS or retirement award.

In general, I recommended awards for Soldiers who either worked for me (assigned to my team or assigned to me for a particular mission) or I observed their actions. The few times I recommended awards for Soldiers other than that was based on statements from other supervisors who had observed the Soldiers actions.
An example of that would be Soldiers from my team or another team who worked remotely at a different location (usually a mission to a different State or base), and the unit or supervisor that they were assigned to did not bother to write an award for superior actions.

Whether it was for an ARCOM or AAM, the individual must have been outstanding and perform beyond what is expected of normal duty. My team was an OC/T team that traveled to other States and bases to assist in the mobilization of reserve and national guard units.

Frequently this meant tdy of 4 months at a time with a month or more in advance determining what the mission was such as training Soldiers on individual squad tasks, developing lesson plans, preparing training aids, training and rehearsal of the instructors, travel to the MOB station, setup, rehearsals, and then day after day classes. As you can tell, there was a lot expected of the Soldiers. If the MOB involved everyone in the BN, the BDE CDR only allowed 2 ARCOMS at most to the BN, the BN CDR usually only allowed a few AAMs to a team (my team had 15-25 people in it) unless you could show an exceptional reason otherwise. Everyone else received Certificates of Appreciation.

Response by CPT Private RallyPoint Member made Jul 2 at 2021 8:24 PM

2021-07-02T20:24:13-04:00

A lot of good things said already.

What gives me the extra incentive is when an approving authority indicates they are on an award issuing mood. Some exercises have a generous field grade itching to issue ARCOM's/AAM's for an event they put a lot of effort towards.

Other times it's impossible to get a soldier an award unless they stopped a bullet for the President and it ended up on the nightly news, and Senators are asking the command when the award ceremony is going to be.

Example 1
1) Soldier stopped a knife attacked (while he was unarmed) on a neighbor, while exposing himself to injury or death to himself.
2) Detained the suspect.
3) Directed fellow neighbors to assist with medical attention for the serious injuries on the victim, and call police/911.

Witness statements supported the award were provided by
1) The prosecuting DA for the trial of a successful conviction
2) The property manager of his apartment complex
3) A neighbor who was part of the scenario that is an Active Duty USMC Captain.

So I put him in for the Soldiers Medal.

This award went nowhere (it makes me sick).

Example 2
At an AT event, and extended CSTX it was communicated to us that awards for ARCOMS and AAMS were going to be given to the attending units and it was pushed on the command teams to submit awards. I effectively had to start writing awards on actions not yet executed. So what I basically did was write bullet points based on my NCO's duties and who I guessed correctly would be my star performers anyway.

One particular soldier ended up getting TWO ARCOMs for the same action because somewhere in the administration process the award crossed the path of two different Full COLs. So it was approved twice, and had two unique order #'s so it wasn't a "duplicate".

Since the granting authorities were not in my chain, and across the country and it was more than a year past I wasn't going to complicate the issue. Good for him. Sometimes mistakes work in your favor. So I wasn't going to ruin it for my soldier.

Response by SPC Tim K made Jul 2 at 2021 11:10 PM

2021-07-02T23:10:04-04:00

I was in from '88 to '92, so my viewpoints may be a bit outdated, but here they are. I see Certificates of Appreciation as a flat-out INSULT, they should never be given out, and I'd be pissed if I had gotten one. At least a Certificate of Achievement is worth a few promotion points, if I remember correctly. I'm not familiar with coins, but I doubt I'd care for them. Having a nice variety of ribbons on my Class A uniform is the most valuable thing to me. I'd rather have 1 AAM and 1 ARCOM than 5 AAMs, or even 2 ARCOMS.

Here's an aside that happened to me when I was in AIT at Huachuca in late 1988. There was another soldier in my training group, he had been in a little longer than me but still under a year. One day we had some event where we had to be dressed up in Class A's. So I see the guy and he has a frickin' ARCOM!!! I'm like Dude, how the heck do you have an ARCOM? He told me he had saved a soldier from jumping off a building in training, he dragged the guy back into the building. He said he had been put in for a Soldier's Medal but it got reduced to an ARCOM. I had no reason to doubt him, he didn't seem like the type to make up a story or anything.

But back to the original question. If I were the team leader, and an E3 or E4 from my team was PCSing or ETSing, and had done a pretty good job and we got along well, I'd definitely want him to have an AAM. If he was really good at his job, and went above and beyond to do extra, I'd push for an ARCOM for him.

Response by MAJ Private RallyPoint Member made Jul 3 at 2021 12:56 PM

2021-07-03T12:56:28-04:00

I always recommend based on the echelon the Soldier created an impact. If a Soldier at Battalion or Brigade HHC achieved or created an exemplary standard that we adopt at Brigade or that Division recognizes, I suggest the impact ARCOM to our Brigade Commander. When I was a Battalion S1, I would recommend impact AAMs if the Soldier created an impact or set a high standard at Battalion level or below. The CSM usually chimes in with whether a COA (worth promotion points) is a better fit for specific Soldiers.

Response by SGT Private RallyPoint Member made Jul 3 at 2021 8:43 PM

2021-07-03T20:43:06-04:00

The issue you mention is that organizations can be terrible with applying AR600-8-22 in an even handed manner. This is why you, as a first line leader, should be familiar with the AR and comfortable with writing an award. You as a first line leader will have the most exposure to what your soldiers do (good and bad) and thus you have the best chance of making an award stick. Hence why knowing how to write is important. Others here have great advice for how to judge merit vs level of award, and that stands. I would be less concerned with the type of award, and first just get good at recognizing award worthy work and being able to write it in a Coherent way so that your soldiers get the credit that is often times stolen by those higher up.

Response by SFC Casey O'Mally made Jul 3 at 2021 10:04 PM

2021-07-03T22:04:30-04:00

I keep in mind the entire period being recommended. If it is a service award, I look at the entire period of service. If it is an achievement award, I look at the specific achievement. The more significant the service or achievement, the higher the award.

Generally speaking, I looked two factors: value above emptiness (VAE) and value above replacement (VAR). VAE was a look at what the team was able to accomplish with that Soldier that they would not have been able to accomplish had that slot been vacant. Even if all the Soldier did was fill every single stupid post police and road guard detail that came down, that was still filling a slot that meant the team didn't have to send someone ELSE out. Not a huge value added, but also not nothing. VAR was a look at the individual Soldier and what they added above and beyond an "average" Soldier who would otherwise fill that slot. Post police and road guard? No VAR. 250 APFT? No VAR. 180 APFT? NEGATIVE VAR! 300? VAR added. Etc.

I tried to break it down this way because I found that some truly awesome Soldiers never really did that *one thing* that you could just point to and say "that right there - that is worth an award." But those Soldiers were the ones who were staying late every day, were double checking load lists to make sure everything was secure, were grabbing their battle buddy's ruck on the 25 mile foot march. They were the folks when you thought about what the *team* had accomplished, that Soldier was involved somehow, some way, every single time.

When I wrote my awards, they tended to reflect the above, as well. Soldiers who were primarily VAE Soldiers had bullets that showed how they were a vital part of a team that did X, Y, and Z. Soldiers who were primarily VAR Soldiers had bullets that showed how they, individually, excelled at X, Y, and Z.

Of course, Soldiers who could had BOTH had bullets that reflected both - and were also MUCH easier to write awards for.

As far as LEVEL of award, I generally looked at a few factors. First was level of impact - did folks at BDE know this PVT's name? At Division? And in a good way? What did this Soldier do that will affect how the unit operates - or DID affect how the unit operated? And what level of unit did it affect? Second was level of responsibility. This was quite often tied into level of impact. Obviously a BDE CSM is going to impact AT LEAST the BDE - and hopefully the DIV, or even higher. It is going to be DAMNED hard for a rifle team leader to affect the BDE, let alone the DIV. Third was level of exceedance. How far did that Soldier exceed expectations for responsibility and/or performance? A SPC performing the role of a SSG is worth a higher award, in my book, than a SSG performing that same role - or (ugh!) a SFC. A Soldier who finds an accounting error that saves the unit $4,000,000 is worth a higher award than a Soldier that finds a missing set of nods in a virtually impossible to find location. Finally, I looked at all of the "other stuff" - the total Soldier concept. A Soldier who did great and wonderful things - above and beyond even wildest expectations - but also was consistently late to formation and spent a good amount of time on the body composition program might be recommended for a lower level of award than would otherwise be considered. Likewise, a Soldier who was only slightly above average by pretty much any metric - but was rock solid, never caused any grief, consistently tried to help out their battle buddies, and consistently volunteered, may be considered for a higher level of award (or just be considered for an award in the first place) than would otherwise be considered.

As a final test, once I had determined what award I was writing, then I set out to actually WRITE the award. I worked VERY hard to make sure that the bullets justified the award being recommended - and that they were all honest (not just truthful, but honest). On a couple of VERY rare occasions, I downgraded my own recommendation, because I realized the justification just wasn't there. On one occasion, I upgraded my recommendation because I had failed to realize how much that Soldier really *had* done.

I put a LOT of thought and effort into the awards I wrote. I can say for certain that not everyone had the same level of care.

Response by CW2 Michael Bodnar made Jul 4 at 2021 3:08 AM

2021-07-04T03:08:01-04:00

Here is what bothers with me with Army awards. For some reason, someone (maybe a CSM/SGM) decided that awards are strictly based off rank and it really pisses me off. I have a 35T SPC who deployed with my unit back in 2017 who we had to fight to get this soldier an MSM - which he rightfully deserved. However, there were E-8's and above who received the same award for essentially showing up and doing NOTHING. I've also seen O-3's and above get Bronze Stars for doing admin work during a deployment to Iraq.

Ok, rant over. For any type of award, I look at all aspects of the soldier. Did they go above and beyond what their duty description states? How about helping others when it was needed, did they volunteer for duties outside their normal requirements, etc. The soldier cannot be flagged in the system for any reason as well. Now, for the type of award (AAM, ARCOM, MSM), what did they do that set themselves apart from their peers? How did they contribute to the overall improvement of their section and unit? That will drive not only the type of award I would recommend but how the narrative is developed.

Response by CAPT Kevin B. made Jul 4 at 2021 8:33 PM

2021-07-04T20:33:54-04:00

I'll weigh in with the Skipper perspective. It just isn't the award. It's all about what you want to have happen to the SM and where the SM stacks in the peer group. Awards need to match paper (NCOERs etc.). Skippers at different levels have a range of what they are authorized for what. Good Skippers ensure that the upper 1/3rd for sure of all groups are taken care of. Good Skippers know how to "manage" their Flags for the LOMs. I don't know what the award percentages are today, but presume they're more loose that when I was doing them. So for every JO or Senior NCO that wants to put a SM up for something, make sure the rest of the paper is compatible and is helpful for the next promotion board. Having sat a number of promotion boards, we see what Skippers manage their grading averages, awards, and reports well. For those that don't, the Board cannot fill in the blanks and good SMs are sent home. BTW, careful on coins, LOCs, etc. Good Skippers use them as a carrot to say if you do better, I'll go better with you. Not so good Skippers use them as window dressing to prop up morale that will continue to decline. We see those at the Boards too.

Response by SSG Private RallyPoint Member made Jul 5 at 2021 1:30 AM

2021-07-05T01:30:07-04:00

What was done, How was it accomplished, What was the level of impact (company, battalion, brigade…), detailed numeric information such as percentages, fractions, values, dollar amounts, etc… More detailed information on why the soldier has accomplished something that far exceeded the standard - meriting recognition

Response by SSG Edward Tilton made Jul 5 at 2021 3:32 PM

2021-07-05T15:32:09-04:00

Does he have enough already

Response by SFC Randy Hellenbrand made Jul 5 at 2021 10:50 PM

2021-07-05T22:50:47-04:00

My requirement ALWAYS were: Honesty, integrity,attitude, loyalty to country, knowledge, and hard work that makes a difference in accomplishing the mission.

The only things that matters are: 1. WHAT YOU SAW. 2. Does it fit the regs requirement.

And then you have to have the balls to stand up for what you believe. I put a PFC in for a ARCOM because he did a outstanding job way above his station. I had some pisshead from BN try to talk me out of it. The PFC got his ARCOM. I saw plenty of a-holes get stuff only because they'd been there forever.

If you have a bit of self doubt, communicate with others. You should have a bud in another platoon or even another company you can ask; just nobody who knows the individual or will talk to him/her about it.

Anyway, I'm glad your smart enough to ask. Keep the Faith!

Response by SPC John Decker made Jul 5 at 2021 11:13 PM

2021-07-05T23:13:58-04:00

I never found myself in a position to recommend an award of any kind. I would like to think I would do the research on the required actions performed for any given award and base my actions starting there.

Response by SMSgt Bob Wilson made Jul 11 at 2021 5:19 PM

2021-07-11T17:19:55-04:00

Showing up in the theater of operation is not a requirement for recognition. What did they do to deserve recognition? How did they contribute to the mission of the unit? They recognition should be for the entire time on station. Check the individual's performance reports to find out what they did prior to your arrival.

Response by SSG Gregg Mourizen made Jul 28 at 2021 6:12 PM

2021-07-28T18:12:09-04:00

It really depends on how receptive the command is. I have been in commands that only hand out a hand-full of awards, per year. I have been in others who hand them out like candy on Halloween.
I once wrote up 12 award recommendations for the Volunteer Service ribbon, and the only two to receive them were the Admin NCO and the CO. I didn't bother writing another for the remainder of that tour.
Remember commanders, Attaboy's and Coins are held more preciously than ribbons. Don't be afraid to hand them out. If a solder stands out, recognize him/her publicly, and slap one in their hand.

Response by SFC Private RallyPoint Member made Aug 3 at 2021 3:09 PM

2021-08-03T15:09:07-04:00

How about this:

Leaders are NOT writing enough Awards. If we're talking an Army Achievement Medal, every leader should be LOOKING for a reason to write one for a subordinate every quarter, MINIMUM. (By that I don't mean passively, you should be seeking opportunities to put in front of your Soldiers).

All you have to do is ACHIEVE. Anything that a Soldier does beyond their most basic duties is an opportunity to achieve. I've seen Soldiers awarded an AAM for making Commandant's List at WLC. I've seen Soldiers develop SOPs for new capabilities and not even get an 'attaboy outside of their squad.

A SINGLE strong quantifiable bullet is all that's needed for AAM. ArmyWriter.com has lots of examples:

http://www.armywriter.com/army-achievement-medal-award-bullets.htm

I'm not saying toss a single bullet on there and call it a day, depending on the strength of your bullets put two or three on. Maybe a fluff bullet at the end.

Did you just come back from an Exercise? Write one of your Soldiers up for an AAM. Has your Soldier learned and performed several Military Funerals to the satisfaction of all involved? Write them up for an AAM. Did your E4 put together a training that got delivered to the entire Company and the company ended up succeeding at the task? Write up that AAM. Did your Soldier gather 3 or 4 individuals not meeting HGT/WGT standards, developed a plan for them, oversaw it and within 3 months, all of them were off the program? They have achieved something great.

Army Achievement Medal Award Bullet Examples

Examples of DA Form 638 bullet comments for the Army Achievement Medal

Response by MAJ Private RallyPoint Member made Aug 8 at 2021 9:23 PM

2021-08-08T21:23:27-04:00

This is what I've seen, however each Commander at each level of authority has their own requirements, good, bad, or otherwise. Remember, awards don't start at the Achievement Medal level, they go right down to Cert. Of Achievement, Cert. Of Appreciation, Cert of Participation, Coin, and the infamous "Atta-boy" handshake or pat on the back. However, starting at the Achievement

Response by Sgt Dale Briggs made Jul 3 at 2022 8:52 PM

2022-07-03T20:52:27-04:00

I always thought the BS was a big deal, but without the V you could get it for doing an outstanding job of handing out gear or serving meals. No V it could be a just because you were a SSGT ending a deployment. What did these guys do ? NK hasn’t been at war since 1953.