In your opinion, why are OERs/ EERs, Awards/Decorations, Letters of Commendation, etc., so inflated?

2016-11-23T10:43:09-05:00

Commanders

Response by SFC George Smith made Nov 23 at 2016 10:49 AM

2016-11-23T10:49:11-05:00

no pone wants to totally berate the person ... and because DOD will Crucify anyone with less than a Stellar NCOER OER

Response by SGM Private RallyPoint Member made Nov 23 at 2016 10:52 AM

2016-11-23T10:52:35-05:00

Because everyone needs "Participation" trophies.

Response by CMSgt Private RallyPoint Member made Nov 23 at 2016 11:02 AM

2016-11-23T11:02:47-05:00

Great question. Really has me thinking. I think it all comes down to perception. Perception of the individual from the commanders/supervisors/raters viewpoint versus the viewpoint of the individuals peers. I've watched numerous Airmen get rewarded when, to me, their performance was substandard at best. Their leadership may have been happy with their performance. Or maybe they were just fooled into believing this. I feel that I'm fair and do not inflate anything, but others may disagree. This really isn't an answer, but more of a reflection on your question. My frustration lies with those who use inflated evaluations or awards as "motivation."

Response by SFC Dennis A. made Nov 23 at 2016 11:17 AM

2016-11-23T11:17:43-05:00

I agree with MSG James Scott, plus most people (especially with OER/NCOER's) find it easier to write the overinflated positive rather then the confrontational negative. One it is the easy way out and two if you are having to write bad reviews on your subordinates what does that say to your boss about how you are doing your job.

Response by Capt Private RallyPoint Member made Nov 23 at 2016 3:14 PM

2016-11-23T15:14:54-05:00

When I was passed over for permanent Capt my boss asked if he could see my records. I allowed him to do so and he started to cry. I asked why and he responded, because I have screwed some of the best men who ever worked for me. It took seeing what was not good enough to see what had to be done if one wanted his/her people to get promoted.

Response by SSG Mark Franzen made Nov 23 at 2016 11:42 PM

2016-11-23T23:42:56-05:00

I THINK THE OER'S AND EER'S ARE NOT GOOD IT MADE MY CAREER COME TO A END BECAUSE TO OF MY SUPERVISOR IN 2 DIFFERENT UNITS DID'NT LIKE ME SO IT KEPT ME FROM RETIRING HAD 16.5 YEARS AND TO THIS DAY I STILL THINK IT WAS WRONG. BUT IN CLOSING MY LAST UNIT I REC'D A MAX EVAL AND BROUGHT THE COMPANY FRO A 60% TO 99% IN A IG INSPECTION AND I TRUELY MISS MY TIME SO I THINK THEY SHOULD COME UP WITH A BETTER IDEA.
SSG MARK FRANZEN
US ARMY
PS AWARDS ARE BUT THEY CAN BE OVER INFLATED

Response by 1SG Al Brown made Nov 24 at 2016 7:40 AM

2016-11-24T07:40:55-05:00

Promotion. You are selected by your number of accumulated points. The points come from your file of goodies, and the promotion board doesn't even consider you unless you are inside the window of consideration (enough points). That's why a lot of Army NCOs use the Audie Murphy Club (5 points) as an advantage. Awards. You have to quantify each level of award to a commander who will have fluid standards. The most practiced supervisors will over-write for success and under-write for punishment, or an anticipated down-grade. I learned the game after I wrote up a Soldier for an ARCOM-V w/ Purple Heart in Somalia (94). It was down graded by the Infantry Commander. His Soldiers weren't down graded, and I never, ever allowed my Soldier's to get hosed again.

Response by LTC Private RallyPoint Member made Nov 24 at 2016 8:25 AM

2016-11-24T08:25:31-05:00

Nobody wants to say truthful things to may hurt others. Also, it was said to me that the system does not allow negative verbiage to be stated, but rather you have to write it in a way that is not "worse Soldier I have ever had". We need to be able to write truthful evaluations and just because you are top 50% does not mean you are a bad officer but rather be a more honest. If you get honest evaluation you are more likely to work harder to try to get that top block instead of assuming you will get it as "everyone gets a trophy". Force leaders to put people into top 25% or such. Top 50% does not really help much. I get it that rating profiles can be very small and hard to hit less than 50% as it is, but until we force everyone to be honest and accurate we will not get anywhere.

As far as awards. Many people write for an award higher than they think because they were in the habit of all awards being downgraded by one. So if it gets approved then it degrades the value of the award.

All things involved it is not based on what the individual has done, but rather on the writing ability of the rater and senior rater. If they can write well you are good to go. If they cannot express a thought then someone who excels might not get recognized properly.

Response by COL Vincent Stoneking made Nov 24 at 2016 11:30 AM

2016-11-24T11:30:45-05:00

Because if you write an "average" OER, you may well end the career of the average Officer (or NCO). Especially in a shrinking military. If you think the guy is at least average and worthy of retention, you basically are trapped into writing that they walk on water. Especially with the Officer up or out policy. Thus the entire military is stationed at Lake Woebegone.

If you think that "well, someone has to break the cycle, so it might as well be me. Hard right over....." You need to be aware that you are also saying "screw my guys." It's a choice that you can make, you just can't pretend that it doesn't have a real impact on others.

Response by SFC Daniel McIntire made Nov 26 at 2016 7:49 AM

2016-11-26T07:49:25-05:00

I have read several answers to this question; all good points. However, we should remember that OERs/NCOERs need to be utilized as "tools". It is up to the individual to seek improvement. Awards need to be based on merit and achievement, not embellishing the "everybody wins" culture.

Response by MSgt Dennis Bailey made Nov 26 at 2016 8:59 AM

2016-11-26T08:59:53-05:00

Because nobody has yet to come up with a way to set limits on those within each performance ranking that doesn't punish someone from being in a small unit. If you limit a top rating to 10 percent of a unit, in a 100 person unit, it's one person. Then the other excellent performers that didn't do quite as well as the top rated person moves to a larger unit, and they don't get promoted, because their prior "lower" rating kills their chances.

Response by MCPO Private RallyPoint Member made Nov 27 at 2016 7:47 PM

2016-11-27T19:47:36-05:00

An Air Force SNCO told a group of SNCOs from all branches, that he honestly felt that an Article 15/Mast was NOT cause to give an Airman less than Firewall Fives on their evals - because it was only "one occurrence."

Yeah, almost ten years later, I'm still gobsmacked that he said it out loud.

As for awards, it's a culture thing. A Squid or Puddle Pirate is doing well if they retire with a Commendation Medal. Jarheads and GIs will probably retire with an MSM. Zoomies retire with multiple awards of the MSM... and ALL of us think it's "normal" for our branch and look at the others like they are nuts.