Senior Rater Counseling; Does anyone do this?

2013-10-27T00:13:37-04:00

When I was a Senior NCO and when I became an Officer I started doing Senior Rater Counseling. I thought it practical, since I was the one grading those I senior rated. I thought it only fair to sit down those I senior rated and provide them with my intent and how I expected them to support their Rater. I received positive feedback from all those I senior rated. That appreciated it and were glad to know what they had to do to get a "Top Block". What is your experience as it applies to NCOER/OER and being a Senior Rater?

Response by CW2 Kameron Read made Nov 4 at 2013 11:39 PM

2013-11-04T23:39:14-05:00

Sir, I wish there were more leaders like yourself who would counsel their NCOs.  I've never had a Senior Rater Counseling, and it seems difficult enough just to have the rater give me a counseling. I think if everyone becomes familiar with myforms on ako, it would require everyone in the rating chain to view the counseling once it's conducted. Unlike a hard copy of a counseling session, it won't get lost if you try to route it through the rating chain.   I know many are against this, but I think the MSAF 360 evaluation is a more honest and productive way to counsel and evaluate leaders.

Response by COL Private RallyPoint Member made Nov 16 at 2013 8:13 AM

2013-11-16T08:13:21-05:00

When I was a brigade commander, I required that my CSMs rigorously adhere to this requirement. For the few NCOs that I rated, I talked with them every month and counseled them quarterly. For the officers that I senior rated, I spent time getting to know them personally and had discussions with them monthly to get feedback and provide guidance. I also instituted a mandatory mentoring program for junior officers that required both an officer mentor and a senior NCO mentor for every junior officer.

Response by SGM Private RallyPoint Member made Feb 2 at 2014 6:16 PM

2014-02-02T18:16:29-05:00

Sir,

I completely agree with your stance on this subject. More often than not the senior rater bullets are what is getting NCOs promoted these days. With out clear and concise guidance from the person who provides these rating many NCOs are just out guessing. It is my belief that at a minimum the Senior Rater needs to conduct initial counseling on his subordinate. To answer your last question Sir, I see too many senior raters just using filler bullets. This in my opinion is not helping your Soldiers develop themselves nor is it helping them when the time for promotion does come via centralized selection. If indeed an NCO deserved to be promoted take the time to put unique thoughtful bullets in his NCOER/OER. I also believe that enumerating the subordinates you senior rate provides a clear message to the board and the person being rated on where they stand among their peers. When it comes time for me to senior rate a team leader I pull them in and explain why I am rating them the way I am.. Good Post Sir!

Response by SFC James S. made Feb 2 at 2014 8:38 PM

2014-02-02T20:38:31-05:00

Sir,

Funny I just found your post as just a few months ago, my new Company Commander set an appointment for him to counsel me. I didn't understand why I was getting counseled by the Commander and I questioned him if this was because he was my senior rater, as this has never happened in my 20 year career. He confirmed that it was and I had no problem with the idea behind the counseling. I think one thing that would have made this better was for my rater and senior rater to be on the same page, and perhaps, in the same room when this counseling was done. The counseling was done more like a rater's counseling of what was expected of me. Not that I live for my NCOERs, but now I have two different people trying to tell me what is expected of me in my job when only one writes the majority of my NCOER. This would become a problem if an NCO satisfied one rating chain member's requirements, but not the other. Then you are going to have bullets and ratings that don't match. I will not have this problem so I am not worried about it, but I do applaud you on your focusing the counseling on what is expected to support the rater. Mine did not play out like that.

Response by SFC Private RallyPoint Member made Mar 25 at 2014 10:52 PM

2014-03-25T22:52:46-04:00

I really wish this was the standard. I usually write my own NCOER and then have to defend it at each level. God forbid you bring up any lack of counseling or mentoring at any level. If you do, then yor labeled as not being a team player.

I just worry about my lane and my Soldiers and civilians, and let the chips fall where they may.

Response by MAJ Private RallyPoint Member made Sep 9 at 2014 12:57 AM

2014-09-09T00:57:36-04:00

The last time I was counselled by my senior rater was when I was a 2LT in 2001-2002 time frame. Based on this anecdotal evidence, no, I don't think senior rater counselling is common---especially not for officers as they get promoted.

Response by LTC Private RallyPoint Member made Apr 9 at 2021 1:37 AM

2021-04-09T01:37:14-04:00

Senior Rater counseling is usually ignored in the reserve component, basically due to time constraints. I often remind Soldiers (including officers) that evaluations are important for promotion, command, and PME selection, so they should at least pursue and request senior rater counseling to know where they stand. Some SRs, however, especially at the GO level, do not conduct SR counselings and rely on the rater to provide information related to the Soldier. I find this single-sided and not fair to the Soldier. IAW DA Pam 623-3, "The DA Form 67–10–1A is mandatory for officers in the ranks of WO1 through COL". So rater and SR should require the support form be entered into EES and record counseling dates using the electronic form. This is often not done. Maybe those who complete their support form on time, and request rater and SR counselings get higher ratings because they are following the system, or because the rater and SR fear IG complaints ?? :-)