Is there anything wrong with a reporting senior asking a subordinate to write their own fitrep and/or award recommendation?

2015-03-17T10:08:24-04:00

Should a junior ever be asked to write their own fitrep or award?

Personally, I am totally put off by the idea of people writing their own fitreps and awards. It cheapens their value and opens the door for embellishing one's accomplishments [which may or may not be praiseworthy]. A lazy reporting senior that is pressed for time might just be tempted to rubber stamp an inflated report through.

When you have to write your own award, it becomes less an award and more of a check in the block. It completely loses its impact and significance. As a young troop, I received a few meritorious masts and generally didn't know they were coming. So it was a pleasant surprise to be asked on formation day to step out of formation and line up with the award recipients. It felt good to have your hard work noticed and appreciated and a 96 was a nice way of getting back all those extra hours you put in... at least partially.

When I was a Sergeant, I was asked to write my own fitrep. I felt strange the first time I was asked to do it... [and unfortunately, it wasn't the last.] I personally felt that my higher ups were being lazy and pushing their work off on me, but I smiled and did it and impressed them. I didn't embellish anything I did and they could see I was dead on in my assessment of my own performance and they agreed with it. In fact, they gave me a better one than I gave myself.

I might could see if the command wants you to rate yourself to see if you are aware of your own strengths and weaknesses but shouldn't that be done in counseling sessions prior to the writing of the actual fitrep? It seems more likely that my reporting seniors were looking for a cure for their writers block.

When I got to be a reporting senior, I remembered how I felt being asked to write my own awards and fitreps and NEVER asked a junior to write their own award or fitrep. Occasionally I might ask my SNCO's to give me a list of bullet recommendations on their subordinates so that it was still me taking the trouble to do all the wordsmithing and actual writing of the award or fitrep. That's one of the things they pay the guys with college degrees and bling on their collars to do. Just my opinion. If you're a reporting senior, and you're pushing your responsibilities off on your subordinates, you're not earning your pay.

Response by CPT Zachary Brooks made Mar 17 at 2015 10:09 AM

2015-03-17T10:09:56-04:00

So long as it is properly reviewed before submission I do not see why not. This allows you to get their perspective on it as well.

That said, it should not be the encouraged method.

Response by Sgt Aaron Kennedy, MS made Mar 17 at 2015 10:26 AM

2015-03-17T10:26:20-04:00

I can understand if a senior asks you for some "bullets" as a refresher, but straight up asking for you to write it is "wrong." It is a disservice to both the senior and the junior. The FitRep is the annual counselling statement for Sgt+ in the USMC, and if you are writing it yourself, how are you supposed to know what you need to improve on "from an outsiders perspective?"

As I said, asking for bullets may be reasonable, as peoples memory is flawed, and generally we only remember the last "attaboy" not the last full year, so the mission you completed in Febuary may be completely overlooked, as may be the CerCom, Letters of Appreciation, and other "high praise" that should be included. Not to mention things a senior may not have complete grasp on, because you just do them "transparently" like PME. Sometimes being good at your job involves no one having to bring things up. "You do that? I thought it was the SNACKO Gremlins!?!"

As for awards. Oh hell no. Awards are to recognize you for things. The only question that should ever be asked of a junior would be "what dates were you.....?" On the USMC side, my thoughts on awards were "This was for doing my job," to which my seniors generally replied something to the effect of "The verbiage says that, but you worked your ass off, and you deserve recognition."

Response by LTC Paul Labrador made Mar 17 at 2015 10:26 AM

2015-03-17T10:26:41-04:00

Two schools of thought:

1) Taking the time to write your subordinate's eval/award is a part of "taking care" of your people. You are evaling them, it's up to you to get it written.

2) There is real training value in having a subordinate learn to write evals by writting their own. You have to learn how to do it sometime, might as well start on your own. Who knows better what you have done than you?

I've taken both approaches in the past and both are valid. However, if I have a subordinate draft their own, I always have my own version drafted as well with MY observations and I "compare notes" and will ultimately edit the final version to accurately reflect the rating. The biggest issues is that subordinates will often over-inflate their accomplishments, so as a rater, you still have to review and edit.

Response by Lt Col Jim Coe made Mar 17 at 2015 10:45 AM

2015-03-17T10:45:09-04:00

Agree with Capt Schwager. Army civilian employees and military members (at least Army Officers) are required to provide a "support form" to their rater. This is an important part of the evaluation process because it represents what the employee thinks of their performance during the reporting period. It helps in the counseling that should accompany the evaluation. Also, may remind the rater of an important accomplishment that he or she may have overlooked or forgotten to document. Don't know if the other Services have the same process.

The AF didn't use a support form many years ago when I served. I had raters who covered the whole spectrum of approach. Some asked me to write my performance report and they then changed it to match their perception and style. Most asked me to give them some bullet points they should remember when writing their report on me--an informal support form. Others wrote the report without my input. I respected most the raters that asked my input and then wrote the performance report themselves.

Response by CAPT Private RallyPoint Member made Mar 17 at 2015 11:21 AM

2015-03-17T11:21:38-04:00

It's the leader's responsibility, ultimately, but that's also how one learns to write them appropriately. I didn't see the value of it when I was more junior, and ridiculed the idea of writing my own. However, the main way I learned how to write them well was when my reporting seniors required me to draft ready for signature. It teaches attention to detail and the ability to write them for your people when the time comes. My standard is that E7 and O3 and above should be able to write a sig-ready award/report.

Also, no one knows you better than yourself, and by being thorough in your draft, you oftentimes include data that your seniors are not aware of - or may have lost track of.

That shouldn't be the end of it, though. A good leader will take that draft and make it better - and/or more accurate.

Response by LCDR Private RallyPoint Member made Mar 17 at 2015 11:38 AM

2015-03-17T11:38:07-04:00

25 years and after making E-7 I always "Drafted" my own both Fitreps and Awards. Now I did not get many awards since the "Draft" would always have a subordinates name on it.

Response by SSG Private RallyPoint Member made Mar 17 at 2015 11:44 AM

2015-03-17T11:44:04-04:00

Sir, this is a double ended sword... I see and agree on your standpoint that it sullies the integrity and value of the award given. On the lower enlisted side I will say that I had to write my own award once, and while it was not what was used for my actual award (my SSG wrote one), it taught me as a PFC the value of learning how to write recommendations for awards, as well as giving the hardest person to write about (one-self). I can honestly say when I thought it was what was truely going to be used for my award it made it very hard, it is easy to pick up on the good, the bad, and the ugly when writing about someone else from an outside perspective, however it can be very challanging to write awards, counceling statements, evaluations and the such on one-self solely for the fact that you feel you may be too leanient and nice, or too harsh on yourself. Finding that medium is very hard to do on one-self, however if you can accomplish this then in my personal opinion you will find that you will be better at doing evals on others because you have already accomplished this with yourself the hardest candidate. I do agree with you sir on writing them as a actual award though, you should never write your own because it degrades the meaning of the award. The award is supposed to showcase your accomplishments and you will truely see how your leadership viewed you. Some individuals find it as another accolade to add to the rack and showcase themselves, others take it not only as an accomplishment but as a way to show where they excelled and or failed so that they may improve themselves. I personally agree that it is nice to be suprised with awards, however I usually know whats comming due to working in brigade. This was most definatly a good subject to touch base on sir.

Response by SSG(P) Private RallyPoint Member made Mar 17 at 2015 11:52 AM

2015-03-17T11:52:58-04:00

Boy this is a hot topic...I do not think an awarded should have to write his own award, it takes away from the award...with that being said, asking for the facts surrounding the award, any superior should do their homework before putting their name on the recommendation.

As far as FitRep...I think asking for a few bullet points is withing the regs...but I just want to scream "leadership do your damn job" when I hear about stories like this.

Response by TSgt Tim (lj) Littlejohn made Mar 17 at 2015 12:11 PM

2015-03-17T12:11:57-04:00

Looks like nothing has changed since I retired, damn shame.

Response by SGM Mikel Dawson made Mar 17 at 2015 12:27 PM

2015-03-17T12:27:50-04:00

I kept a diary of what I did during my year. I'd then provide this information to my rater. I never wrote my NCOERs. It was my feeling my rater, senior rater needed to do their jobs.

Response by LCDR Rabbah Rona Matlow made Mar 17 at 2015 2:45 PM

2015-03-17T14:45:26-04:00

Capt Jeff S. The subordinate should of course provide inputs for the FITREP. S/he should never have to pull the string for awards.

That being said, the common practice, and one I was mired in was writing my own FITREPS and several of my medals...

Response by MAJ Chris Ballard made Mar 17 at 2015 3:09 PM

2015-03-17T15:09:29-04:00

The raters I've had ask (tell) me to write my own eval were the same ones who had to look at my nametag when they talked to me. There is definitely value in having a subordinate give some accomplishments, though. For one thing, you find out what they view as their important achievements. They don't always match what you thought they were.

Response by TSgt Private RallyPoint Member made Mar 17 at 2015 6:07 PM

2015-03-17T18:07:23-04:00

Funny this question should come up today. I was discussing this very topic at work with an AF SSgt and MSgt. I am/was FIRMLY in the camp that I am responsible for my subordinates performance report/awards. Now, while I might ask my troop what he or she accomplished, I OWED it to them to keep up on what they were doing. It shows gross disrespect for the subordinate and a gross dereliction of duty and should be addressed at all levels of command.

Response by MSG David Chappell made Mar 17 at 2015 6:14 PM

2015-03-17T18:14:02-04:00

I see nothing wrong with this but am always stuck using a better word than "godlike" for abilities and "beyond human ability" for leadership on my own NCOER.

Response by CW5 Private RallyPoint Member made Mar 17 at 2015 6:49 PM

2015-03-17T18:49:44-04:00

I'm put off by it as well, Capt Jeff S.. I think only a lazy supervisor asks for that. Input in the form of bullets (on the OER, and - I think - the new NCOER) is normal and expected. The input allows the individual to shape their evaluation. But the supervisor should write the award. No doubt.

Response by MSgt Private RallyPoint Member made Mar 17 at 2015 9:37 PM

2015-03-17T21:37:31-04:00

During my time in I saw various facets of the Evaluation system at work – some good some not so good.

My original supervisor for the first ten years in the USAF just wrote a generic evaluation and gave me a copy after it had been turned in without any one on one. My next supervisor actually made one on one time to go over the evaluation. After he moved up in rank, I gained a different supervisor who operated more like my first one.

For my own learning process, I searched various NCO evaluation materials from the various branches so I would properly give my personnel I came to report on the proper evaluation process. I would give them quarterly sit downs to go over what I had been observing and asked them if they had any additional items I might not have known about. Then we would go over anything I felt needed additional work or to let them know that they were surpassing my expectations.

Once I had a new Staff Sergeant that had transferred in from a different unit hand me an evaluation that he had filled out on himself and told me I could use that for his evaluation. I looked it over in private and had to keep my laughter contained. He had given himself a perfect evaluation - even though we had previous sit downs at the quarterly marks and I had pointed out things he needed improvement on. When I did sit down with him for the yearly evaluation, I handed over a copy of the one I had written him so that we could go over it together and shed light on my thoughts. He was astounded that I had not taken and used the one he gave me – he told me his previous supervisors had him do that and unless they made a major screw-up that they were given perfect scores on their evaluations. I told him that they had done him a dis-service and that to get such a perfect score on an evaluation he would have to have outperformed everyone (even those above him) and of course that was not the case in reality. Unfortunately, he would not be around for the next year’s evaluation – due to incidents that occurred (as well as issues from his previous unit that he should have been given private counseling and/or therapy for – I even suggested it to him), I had to give him a letter of counseling at one point and when his behavior took a turn for the worst – I notified him that a letter of reprimand was in the process. Instead of facing his issues and making an effort to improve he decided to leave the military.

I mention this individual to make a point against making an individual write their own evaluation and not providing the proper supervision or feedback to help the individual grow. To individuals like the one previously mentioned it a gross dis-service to the individual (that can have disastrous results).

I am a firm believer in being involved with your subordinate’s growth (and sometimes those above you as well – you just have to be more respectful in your dealings in that regard).

Response by COL Charles Williams made Mar 17 at 2015 10:10 PM

2015-03-17T22:10:40-04:00

Yes... Seniors should take this serious enough to take the time to right them, and make them meaningful. That said, I have to correct more than one rating as my bosses were not good writers; they did not understand what needed to be in there... they were out of touch many times.

Response by CPT Private RallyPoint Member made Mar 18 at 2015 9:35 AM

2015-03-18T09:35:06-04:00

Does it depend on how many people you have to write for, and their education level?

At my civilian job, my nurse manager has nearly 40 nurses who need annual evaluation. There are not enough hours to do thorough, accurate, well written evaluations and she may not track all the duties, projects, and extra roles each nurse performs. RNs are expected to contribute heavily to their evaluation. We know what we do more than anyone, and should be keeping a record of achievements along the way.

Some people are much better writers than others. I have assisted a lot of people with their evaluations. Being forced to contribute to the process helps individuals to know the different areas of expectation and how one can go about meeting the standards throughout the year. It also helps them grow their writing skills, which can help with resumes, proposals, etc.

As for the other question, I have been asked to write myself up for an award and politely declined. To me, that is absolutely ridiculous.

Response by SFC Christopher Perry made Mar 18 at 2015 5:15 PM

2015-03-18T17:15:41-04:00

Capt Jeff S. I never took issue with writing my own NCOER. I have done it more times than I care to count. I personally would never have one of my NCOs write their own. I will ask for their input when writing it, but that is all. When it was pitched to me to write my own award however, I was out. I my mind, it more or lessade it meaningless to me. I would rather not even receive the award if I am to write it myself.

Response by MAJ Private RallyPoint Member made Mar 18 at 2015 9:22 PM

2015-03-18T21:22:43-04:00

I tend to agree with your assessment sir. This is why we have the OER/NCOER support forms. As a rater, especially on the Officer side, we unfortunately don't get to see everything our subordinates accomplish. However, these forms do not absolve the rater or senior rater from developing their own notes and bullet points. I've been asked more than once to write my own evaluations, awards, and letters of recommendation. To me it lessens the impact and value of a good evaluation or award. It also says that my Commander cares, but not enough to take the time and write it himself.

Response by PO1 John Logiudice made Mar 25 at 2015 11:54 AM

2015-03-25T11:54:43-04:00

Other than my first couple of years I always wrote my own evaluations. It was expected of me and if I didn't write it my evaluation would suffer for it. Some evals I submitted weren't changed at all and others had minor tweaks to them. As far as I know that was the Navy way in the 80's and 90's. I don't think things have changed much, but maybe they have.

Response by LTC John Mohor made May 29 at 2015 10:02 PM

2015-05-29T22:02:23-04:00

I served 26 years as an Officer so during that time I always put what I did on my OER support form. Now that we have computers I've put the admin data on the OER but never wrote my own. I've heard of others that have done it i never liked the idea. As I rose up into Brigade level work I remember having to ghost write proposed senior rater bullets on subordinates for some bosses. I just chalked that up to taking care of subordinates. When it came to awards especially for NCOs I always had to have notes or ask for specifics in order to get the award written so I could write it well enough to get the desired level award.

Response by SGM Private RallyPoint Member made Jul 7 at 2015 7:53 PM

2015-07-07T19:53:36-04:00

Capt Jeff S., agreed, BUT I always told my soldiers that NO ONE cares about your NCOER (annual rating and evaluation) more than you do. If you don't remind your rater what you did that was meritorious, then you just might get an average NCOER.

I don't want to write my own, but I do hope I can have input that will be considered when it is written. I took ownership of my career.

Response by LT John Stevens made Jul 8 at 2015 10:52 AM

2015-07-08T10:52:03-04:00

This is a technique that I have used, both in the military and in business since 1974. It is a valid technique in conducting a complete, honest, and fair assessment of each individual under your supervision. Doing only only becomes problematic when you use the individual's input verbatim as a means of shirking your own task of performing evaluations.

I always require my people to perform their own evaluation, using the proper form. Additionally, I require them to write justifications for why they gave themselves the evaluation they gave and to provide a specific list of accomplishments.

Lets face it, as a supervisor or superior officer, you are extremely busy. That is why you get paid the "big bucks." You may or may not have the opportunity to personally observe your subordinates at all times, you may not be aware of accomplishments or even failures of every individual. Unless you have an obsessive personality, you probably fail to keep detailed notes concerning specific incidents, outcomes, or accomplishments of every individual under your supervision. Self evaluations help to provide you with a unique perspective and provide you with facts you may not have had at your own disposal.

Finally, I have found over the years that my subordinates are almost universally harder on themselves and rate themselves more poorly than I would have done.

Response by MSgt Dwyane Watson made Jul 8 at 2015 11:36 AM

2015-07-08T11:36:24-04:00

When deployed and senior leadership is inundated with packages sometimes you need to make sure that you and your people are taken care of. Now if the leadership in question is merely lazy and likes to delegate then you still have to be careful, they might be the type to do a poor job if they are forced to write it. I have written medals for myself and my airmen to ensure they at least had an opportunity to receive an award. Nothing wrong being proactive.

Response by LTC Nancy Bodyk (Retired) made Jul 8 at 2015 12:09 PM

2015-07-08T12:09:45-04:00

As the rate officer you should be providing the accomplishments during the rating period on the support form. The rater should write the evaluation, it is their job to take the time to do so. Additionally, the rater can ask for bullet comments of accomplishments for the award write up, but they should be writing them. It's a matter of taking the time to take care of your subordinates.

Response by CDR Mike Kovack made Jul 9 at 2015 4:01 PM

2015-07-09T16:01:14-04:00

I also think it's actually a good exercise for the subordinate. It let's you know where he or she thinks they are and it also causes them to evaluate their own performance. Ultimately you're going to edit/write it yourself, but I like it as part of the process. Not something I always use, but I have used it in the past.

Response by Capt Michael Ridley made Jul 9 at 2015 9:45 PM

2015-07-09T21:45:18-04:00

It can actually be a great exercise in my humble opinion. I've never done it, but have been asked to do it.

Many folks in the military do not know how to talk about themselves nor their accomplishments. The rank on their collar and the ribbons and medals on their chest does all the talking (for the most part).

When you get out in the civilian world you can't take a picture of yourself in your best looking uniform and submit it as a resume expecting it speak for itself, and translate your experience from military speak into civilian experience.

When going for promotions in the civilian world you can't leave it at, I was a (insert rank here) in the (enter branch here) and leave it at that.

Most awards and evaluations these days (in the military) are not all originals works anyway. Somewhere, we all heard bits and pieces of the award citation or eval write ups somewhere.

Response by SSG Private RallyPoint Member made Jul 10 at 2015 1:03 AM

2015-07-10T01:03:26-04:00

It depends on the reason the rater is asking the rated Soldier to write his own. I have had senior specialists write their own counseling for two reasons.
1. They learn to write an efficient and professional counseling.
2. They have to think about their actions or inactions for the month. This way they they can evaluate their own performance and I can discuss with them what they have written.

Response by PO1 Donald Hammond made Dec 8 at 2015 2:47 PM

2015-12-08T14:47:38-05:00

Get used to it. It works that way in civilian world. Matter of fact, government workers fill out a "self appraisal" and then the supervisor puts his/her comments on it. Then there is a discussion and everyone signs off on it.

The reason YOU should write up your own is because you remember everything you have done. Supervisors probably don't. It is your chance to bring the highlights up and show what you have done. This is why you should also keep a "diary" of everything you do so YOU don't forget anything major.

This is also a chance for the supervisor to see what the subordinate thinks of his/her own performance. That can be very enlightening and can help the supervisor connect with the person (size 12 boot in the ass type connection! :) j/k)

This is your chance to beat your own drum. Take advantage of it.

Response by SFC Private RallyPoint Member made May 2 at 2018 3:47 PM

2018-05-02T15:47:50-04:00

As a leader, i have always written my soldiers' awards and NCOERs. But i also ask for their input, as i may forget something.
As for myself, i have had to write both my eval and award on more than one occasion. When i realized how things were playing out, i took it upon myself to "take care of me". My supervisors did provide input in all instances, but i did the heavy lifting. Should i have to write my own evals? Of course not, but if it comes down to it, I'm taking care of me.

Response by SGM Bill Frazer made May 2 at 2018 4:48 PM

2018-05-02T16:48:57-04:00

It sucks in my opinion- it makes it seem that the senior- who is suppose to be mentoring, leading and guiding- failed to do just that- or they would know what to write. I agree with you!

Response by CW3 Kevin Storm made May 2 at 2018 5:05 PM

2018-05-02T17:05:48-04:00

In theory we know we shouldn't do this. But the reality is, for some raters it may not be possible, due to the onslaught of other over top requests and priorities. That the person remembered to ensure it got done and asked you to write it, well that is lame, but to pass of a shell or a word document with accomplishments not so bad.

Response by SSG Tom Montgomery made Sep 27 at 2019 11:12 PM

2019-09-27T23:12:16-04:00

Absolutely. If a supervisor, NCOIC, OIC OR commander to put this on the individual is simply shirking their responsibility. If you don't know your people well enough to evaluate them fairly. You are a piss poor leader.