What are your thoughts on leaders asking subordinates to write their own evaluations?

SFC Private RallyPoint Member — Wed, 06 Apr 2016 06:40:54 -0400

This would also go for counselings and awards.

Response by SSG Private RallyPoint Member made Apr 6 at 2016 6:44 AM

SSG Private RallyPoint Member — Wed, 06 Apr 2016 06:44:14 -0400

I have had to do my own NCOER several times and let the Rater and Senior Rater look it over and put in their input on it then it went on up.

I think in a lot of ways it is good because the Rater or Senior Rater doesn't really know what all you have done and this is your chance to show them.

Response by Sgt Aaron Kennedy, MS made Apr 6 at 2016 6:49 AM

Sgt Aaron Kennedy, MS — Wed, 06 Apr 2016 06:49:23 -0400

It can be used as a tool for development and assessment.

Remember that not every document a CO signs was WRITTEN by the CO. All that signature means is that he agrees with the contents for distribution under his name.

Although the idea of writing "your own" eval seems unethical at first glance, the Rater/Senior Rater still review it and sign off on it. They still provide input. They may be using the process to teach the service member how to review the eval themselves in the future and how one should be composed properly.

Response by CPT Mark Gonzalez made Apr 6 at 2016 6:57 AM

CPT Mark Gonzalez — Wed, 06 Apr 2016 06:57:03 -0400

Doing a draft if they allow couldn't hurt you for evaluations and awards. Some people are amazing writers and some are terrible. Ensuring or suggesting a quality product could only help you. Regarding counselings, the leader needs to do those himself.

Response by SFC Private RallyPoint Member made Apr 6 at 2016 7:01 AM

SFC Private RallyPoint Member — Wed, 06 Apr 2016 07:01:42 -0400

My thoughts are that it is a good tool. I have had subordinates fill in blank NCOERs with their suggestions. I would then look at their ideas and see if they match my own and adjust them as necessary.

Response by CPT Private RallyPoint Member made Apr 6 at 2016 7:02 AM

CPT Private RallyPoint Member — Wed, 06 Apr 2016 07:02:55 -0400

I think as a "draft" or discussion point it's a great incite to see how that Soldier sees him or herself

Response by SSG Kevin Prokop made Apr 6 at 2016 7:09 AM

SSG Kevin Prokop — Wed, 06 Apr 2016 07:09:11 -0400

ihave done it. anyone can give themselves great evals. Is it really right for that to happen or is it showing your subordinates that your just too damn lazy to do that part of your job

Response by SGM Matthew Quick made Apr 6 at 2016 7:17 AM

SGM Matthew Quick — Wed, 06 Apr 2016 07:17:59 -0400

No one cares more about their careers than the evaluated servicemembers.

Real leaders wouldn't ask subordinates to write evaluations or awards without shaping the evaluation and providing feedback.

In the past, I've asked SFCs and MSGs to write evaluations on themselves as a development tool...I would check writing styles and keywords that may assist with future promotions.

Response by CPT Private RallyPoint Member made Apr 6 at 2016 7:44 AM

CPT Private RallyPoint Member — Wed, 06 Apr 2016 07:44:20 -0400

If you're using it as a teaching tool to mentor the soldier to one day be a counselor, rater, or put someone in for award, then fine. You could even have them be your QC before they get to you for review for consideration to include the points or comments. But the blatantly ask the soldier to write their own is cheating the soldier out of an opportunity of learning how they are progressing or lagging in their careers. The last the a solider wants to know is they have been passed over because said soldier didn't know they were ate up from the start. Just my two cents.

Response by SGT David A. 'Cowboy' Groth made Apr 6 at 2016 7:45 AM

SGT David A. 'Cowboy' Groth — Wed, 06 Apr 2016 07:45:58 -0400

Great idea, then the rater can check to make sure that the person didn't embellish too much. As the old saying from Dragnet," just the facts please".

Response by PO1 Private RallyPoint Member made Apr 6 at 2016 8:06 AM

PO1 Private RallyPoint Member — Wed, 06 Apr 2016 08:06:22 -0400

I don't know what branch you're referring to or what the norm was in the past. However at the few commands I have been to E-5s draft/write their eval along with their subordinates and the LPO overlooks it before it gets sent up higher. That seems to be the norm in the Navy and works well in my command. I think it's better to leave it at that level because the LPO over sees multiple work centers and probably can't distinguish personal traits as well as the Work Center Supervisor would be able to.

Response by MSgt Private RallyPoint Member made Apr 6 at 2016 8:07 AM

MSgt Private RallyPoint Member — Wed, 06 Apr 2016 08:07:41 -0400

I think it's great, give them an opportunity to learn how to write. It's their eval so they are going to care! Aside from the ratings piece, it's good experience to learn how to write. I can't tell you how many times SSgts, TSgts and MSgts came to me for help because they had never done it before. Total injustice. I am always glad to help mentor and guide them.

Response by COL Jean (John) F. B. made Apr 6 at 2016 8:33 AM

COL Jean (John) F. B. — Wed, 06 Apr 2016 08:33:35 -0400

SFC Private RallyPoint Member I have mixed emotions about that. I think that it puts the evaluated service member in a bad situation, where he/she is faced with "tooting his/her own horn", which many are reluctant to do. Should they really say how "great" they are? Should they reveal their faults? If they are actually honest about what they write, there will surely be some areas that they could improve on, areas that, if actually included in the report could result in their not being promoted or worse down the road. In addition, they will probably not pump themselves up as much as the rater would if he/she was writing the report. Of course, I realize that no leader worth his/her salt would simply take a report written by a subordinate and submit it without first editing/changing it as his/her own.

I think a better thing to do is to ask the service member to provide input to the report, but not actually write it. The evaluator could then pick and choose which information he/she feels pertinent and should be included.

I was once asked by my senior rater's (a three-star) Executive Officer to write my rater's OER (a colonel) for the three-star. I was very reluctant to do that because my rater was a terrible officer and a poor excuse for a leader. If I wrote it accurately, I would be crucifying him and, in all likelihood, ending his career. If I wrote a "good" OER, I would be lying (and everyone knew my boss was terrible). I objected, but was told that the LTG wanted me to do it. To make matters worse, later that day, my boss came into my office to provide information to me to include in the OER, as he had apparently been told by the XO that I was writing it. (I later found out that the XO had been tasked with writing the OER and he simply passed the buck to me). I asked the XO to let me talk to the LTG about this and he stated that he was not available. I really wrestled with this, but decided that I would write two .. one accurate one and one BS one and turn them both in, letting them know which I considered to be a more accurate assessment of his performance during the rating period.

The next day, I ran into the LTG, outside of the office, and asked if I could talk to him abut something. I told him how uncomfortable I was with writing my rater's OER for him and did not think it was right, especially since he knew I was writing it. The LTG was livid... He stated that there was no way that I should be writing my rater's OER and that he had not instructed that I do so. He told me to disregard and that he would take care of it. Apparently, the XO was tasked to do it and simply passed it off to me. I never heard anything else about it.

As an aside, about a year later, I became the XO to the three-star who replaced the one mentioned above. My old rater was still in the same position he had been in. After a series of incidents (missing suspenses from my boss, etc.), he was relieved of duty and reassigned outside the command and retired a couple of months later.

Response by MAJ Private RallyPoint Member made Apr 6 at 2016 9:55 AM

MAJ Private RallyPoint Member — Wed, 06 Apr 2016 09:55:43 -0400

Ive never been asked to, or asked somebody to do so, but I have just gone ahead and done it IOT save the leader time, and also out of concern that it might not get appropriate attention/thought from the leader.

Response by Capt Private RallyPoint Member made Apr 6 at 2016 9:56 AM

Capt Private RallyPoint Member — Wed, 06 Apr 2016 09:56:39 -0400

The final document - NO. A draft to be used as a tool to promote honest discussion between the rater and the one evaluated - good tool.

I worked for a company that had the person write his/her own evaluation. It was totally unfair. The honest person would look terrible when compared with the dishonest.

Response by SSG Ed Mikus made Apr 6 at 2016 9:58 AM

SSG Ed Mikus — Wed, 06 Apr 2016 09:58:15 -0400

If my rater doenst care enough to write something about me, then i sure don't want them to be pressured to. I will gladly write my own eval before i let some lazy leader half a** one.

as for the excuse of "you need to learn" I have learned more from the few NCOERs that i was not part of writing than from the 10+ that i have written for myself.

Response by SGT David Commini made Apr 6 at 2016 10:05 AM

SGT David Commini — Wed, 06 Apr 2016 10:05:43 -0400

I've had to write my own evals before, but it was due to my rater not really knowing what all I had accomplished previously (having just been promoted into a unit right around the time NCOERs were due). So I helped out my rater by writing in my accomplishments for the past year, schools I had been to, courses I had taken, PT score, etc. He then looked over everything, wire in a few additional things, and then sent it up.

I think in a few situations it's OK to write your own eval, but you shouldn't always be there one doing it, and you should always have your rater approve it.

Response by Sgt James Colligan made Apr 6 at 2016 10:35 AM

Sgt James Colligan — Wed, 06 Apr 2016 10:35:48 -0400

A subordinate should write their on eval to be used as a tool for their leader to verify they are/aren't on the same page. The leader would then sit down with them and go over what they agree and/or disagree with in the eval. It's a good way for any individual to learn how to sell their positive attributes, and be accountable for what they need to work on.

Response by SCPO Private RallyPoint Member made Apr 6 at 2016 10:54 AM

SCPO Private RallyPoint Member — Wed, 06 Apr 2016 10:54:45 -0400

Having E-5's write their own performance evaluations has been standard practice in the Navy for quite some time now. The purpose is not to have them do more administrative work, it's to train them and prepare them for the next paygrade.
More importantly, we have all personnel fill out a "brag" sheet providing inputs (the meat and potatoes) about their personal job accomplishments.
I've seen some folks have the E-4's draft those items from the "brag" sheet to the evaluation so they get a better understanding of the document, I don't see much value in it at that level though. If everyone is writing evals, who's out there doing work?
This theory does not apply to counseling and/or awards.

Response by SFC Justin Rooks made Apr 6 at 2016 11:00 AM

SFC Justin Rooks — Wed, 06 Apr 2016 11:00:30 -0400

I think it's a good learning tool for subordinates, especially young enlisted personnel. This allows the leader to catch mistakes commonly made with counseling and evaluations early before they become habit for the individual. Before I retired, I talked to many a Soldier and they showed me some examples of the counseling statements and evaluations they received and I would wonder how or where they learned to write a counseling statement or an evaluation. Writing, especially for leaders, is a perishable skill and one that needs to constantly be tweaked and refined during their careers. It can mean the difference between timely recognition for the good an individual has done, or correcting undesirable behavior. If the leader cannot effectively use counseling to keep his subordinate pointed toward their goal, then how can we expect them to be successful during their time in the military?

Response by LTC Private RallyPoint Member made Apr 6 at 2016 11:00 AM

LTC Private RallyPoint Member — Wed, 06 Apr 2016 11:00:41 -0400

I think it is a complete cop out for a leader to have a subordinate write their own report. And I think the excuse of "so they can learn to write them" is a cop out too. An honest evaluation of performance and potential is a key responsibility of a leader. At whatever rank, the ratee cannot evaluate a performance or potential properly. An LT cannot accurately assess his/her potential for higher ranks, because they have never served at those higher ranks, and don't really know (though they think they do) what it takes to succeed at those higher ranks. That's why the Army OERs/NCOERs have senior raters. Even a CPT can't truly evaluate an LTs potential to be a great CPT, because they are still working at being CPTs themselves. So that's why you need the perspective of a leader two grades higher.

It's fine for the rated person to provide input as to what they have accomplished. But they cannot, by definition really assess how well they accomplished it, and what potential lthey have shown. And as for this teaching them to write excuse, sorry, I don't buy it. If you want to teach a subordinate to write reports, first you can show them by you writing theirs, like you're required to. Then they will see an example of a well written report, since you obviously feel you are mentor worthy for your writing skills. And you can also have them show you drafts of reports they have written on their subordinates, before it goes final. But to have them write their own reports as a "teaching tool" is BS, IMO.

It is a complete abrogation of responsibility to have a subordinate write their own report. Who doesn't want to know what their bosses really think of their performance and potential? And no wonder NCOs and officers get the feeling that the whole system is a sham, when leaders won't even put in the effort to honestly evalute their subordinates. A report written by the ratee is a meanlingless evaluation; in fact, it is not an evaluation at all. It is simply a ticket to be punched, and a leader who does it makes it obvious that the evaluation is make believe and a fiction to pass up the chain.

I don't mean to insult anyone, but I think it's pathetic when a leader has a subordinate write their own evaluation.

Response by MCPO Roger Collins made Apr 6 at 2016 11:01 AM

MCPO Roger Collins — Wed, 06 Apr 2016 11:01:08 -0400

Who writes the evaluation is not as important as who signs the evaluation. Anything I have ever been required to write for a senior was modified and it became their document upon revision and signing.

Response by 1SG Private RallyPoint Member made Apr 6 at 2016 11:01 AM

1SG Private RallyPoint Member — Wed, 06 Apr 2016 11:01:23 -0400

It is very situation dependent. I have had direct supervisors(in a hospital) who I saw maybe once a week and had no idea what I did on a regular basis. So writing my own NCOER was in my best interest. Ideally it should be done together, but it is also a great way to learn especially as a young NCO. I was already on my second tour as a SSG before I got to rate another NCO. Having written my own and assist in the process definitely made it easier for me and reduced the amount of red ink drastically.

Response by SFC Craig Dalen made Apr 6 at 2016 11:02 AM

SFC Craig Dalen — Wed, 06 Apr 2016 11:02:53 -0400

I feel that it is a chance for the service member to do a self evaluation. The leader should also however write one as well. Then they can compare notes as a tool to develop each of them. If you can't be honest with yourself than who can you be honest with? The leader is also responsible to ensure the service member is humble and not trying to fluff the eval.

Response by Lt Col Scott Shuttleworth made Apr 6 at 2016 11:03 AM

Lt Col Scott Shuttleworth — Wed, 06 Apr 2016 11:03:38 -0400

Not the right thing to do. However, it is more common that you think. I wrote all of mine except three. During that three year term, I had a supervisor that I took a draft to when it was coming due and he tore it up in front of my face and told me that he knew every aspect of what I had accomplished during the rating period and that I would not write my own appraisal. Those were the best three OPRs I ever received! He kept a file on everyone that work for him. At the end of every day he jotted down notes of what happened that day and who was responsible, good and bad and referenced that when it came time for appraisals and he also used it if there was ever any discipline to be handed out.

I also had one that had me draft my OPR and he drafted one the we set down together and compared notes to see where I thought I was and where I saw where he thought I was. Good feedback and mentoring tool. Plus a lesson on writing appraisals.

Good opportunity for you to make yourself shine. If you can write on yourself (WHICH IS DIFFICULT FOR MOST), then you shouldn't have a problem writing on someone else.

Response by Capt Seid Waddell made Apr 6 at 2016 11:10 AM

Capt Seid Waddell — Wed, 06 Apr 2016 11:10:54 -0400

I have written my own draft OERs and was requested to also write suggested comments for up to three reviewers as well. It was a large, spread out organization where superiors had little daily contact with their subordinates. The rater and reviewers didn't have to accept anything they didn't believe or couldn't check up on.

Later, in operational environments where we all had daily contact with our superiors we had reviews of the OER before it was submitted, but the reviews were done entirely by the supervisors.

Both systems worked well in their own settings.

Response by SCPO Jason McLaughlin made Apr 6 at 2016 11:51 AM

SCPO Jason McLaughlin — Wed, 06 Apr 2016 11:51:43 -0400

Evaluations I didn't have too much of an issue with as I saw that as an opportunity to mold my reporting seniors viewpoint. I had a much bigger issue with having someone write their own awards. If someone deserves an award they should not have to draft the write-up.

Response by SFC Justin Scott made Apr 6 at 2016 11:55 AM

SFC Justin Scott — Wed, 06 Apr 2016 11:55:58 -0400

I used to tell my NCOs to write an NCOER on themselves and I would write one. If they rated themselves higher than I did on an area and could justify it to me, then I would change my rating and use their justification if it was deserved. No one remembers things you did better than you do. As a leader, I take note of things that stand out (good or bad) so I don't forget at counseling or evaluation times, but it still doesn't help you recall everything - especially when you are rating multiple NCOs.

Response by CAPT Kevin B. made Apr 6 at 2016 12:08 PM

CAPT Kevin B. — Wed, 06 Apr 2016 12:08:52 -0400

I'd never ask a SM to write their own draft. Rather I'd have them write drafts of their subordinates and use that as a training tool to improve the SM's eval writing skills. Let's face it, there's a huge lack of writing skills among our ranks. So if the CoC isn't proactive on improving it, they're frequently doing a disservice to their members.

Awards? I'd just ask the SM's boss for the draft and use that for JO improvement. If you have the right 3-4 bullets, the rest is pretty much standard sewing.

Response by CPT Joseph K Murdock made Apr 6 at 2016 12:09 PM

CPT Joseph K Murdock — Wed, 06 Apr 2016 12:09:16 -0400

I asked for annual achievements and worked with them for accuracy and efficacy.

Response by TSgt Private RallyPoint Member made Apr 6 at 2016 2:37 PM

TSgt Private RallyPoint Member — Wed, 06 Apr 2016 14:37:28 -0400

I only ask my guy for an original draft. I believe that as an up and coming NCO himself, he needs to develop the skills to write evals and award packages for when he becomes a supervisor, but by no means should he have to sit and write, re-write, and tweak his own; that is literally my job as his supervisor. His job is to work and make those bullets possible, I am not going to pull him away from the mission to sit and read a thesaurus for hours to make his EPR look amazing. I will give him what he needs to develop as an NCO and supervisor, but he will have plenty of time for the nitty gritty when he gets a troop(s) of his own.

Response by Lt Col Stephen Petzold made Apr 6 at 2016 2:38 PM

Lt Col Stephen Petzold — Wed, 06 Apr 2016 14:38:46 -0400

I would never have them write one start to finish and submit it just as they wrote it, but having them write the first draft in the proper form as a way of providing their inputs can be a useful training tool for young officers. There are many varied situations in all the different career fields within the military. Some 2Lt's supervise a lot of enlisted troops and gain experience writing a lot of evaluations early on. In some other career fields you might not officially supervise anyone until you are a Capt or Major. In those cases having the young officer write a draft will give them good practice for when they have to write their first one themselves.

Response by CW2 Carl Swanson made Apr 6 at 2016 5:28 PM

CW2 Carl Swanson — Wed, 06 Apr 2016 17:28:25 -0400

Been happening for decades, what do you think the OER support form was for?

Response by LTC Paul Labrador made Apr 6 at 2016 6:30 PM

LTC Paul Labrador — Wed, 06 Apr 2016 18:30:58 -0400

It depends on the situation. For more senior officers and NCOs, I will have them either write their award submission or provide me statements of their major contributions. I always have the right to edit what they wrote (and almost always do to some degree) to either make the statements stronger, or throw the BS flag. And none of this occurs in a vacuum. As a rater, I already know what they have generally accomplished (hell, I'm the one who usually assigned them the tasks and jobs in the first place), and how I'm going to rate them or what level of award I'm going to recommend.

Response by TSgt James Emanuel made Apr 6 at 2016 6:46 PM

TSgt James Emanuel — Wed, 06 Apr 2016 18:46:18 -0400

When I first encountered this practice in the private sector, I was somewhat taken aback.
It seemed like the rater was being irresponsible in the performance of his/her duties. It indicated a lack of awareness or even interest by the rater in the performance of the ratee. But the practice has some valid merits for all concerned. When I wrote evals on my troops I had a pretty good idea on their work - quality, timeliness, professionalism. I followed the template used by those before me. I found that I should have evidence or first-hand knowledge of any achievements or acknowledgements.

When I got out, I had to take some temporary jobs along the way. These gigs are very important. They become part of your work history on your resume. If one is not careful, these periods can be ignored or forgotten altogether. I enjoyed all of my temp assignments. But aside from a paycheck and experience, nothing was taken from the episode to help me along the way. So, I wrote an eval on myself on company letterhead for my supv's signature. It detailed where I worked (name and address of company), from when to when, the name of my immediate supervisor, what my assigned job was, and what I did it with (special tools, equipment, computer mainframe, OS, name of OTS and proprietary software). Then I listed any quantifiable items that resulted in cost reduction, increased productivity, process improvement, etc. I included realistic stats on the dollars and time savings. The last paragraph was a 2 sentence statement on performance, plus one regarding recommendation for future employment. Applied immediate supv's signature block, making sure name is spelled correctly and the title is accurate. If I knew the 2nd level supv., I would prepare a 1st Ind. Again,making sure on spelling and position title. All this on one page.

This doc did a few things. One, it became part of my resume as a letter of reference and certification of work history. Two, it saved a prospective employer the hassle of having to call a previous employer to verify employment. Finally, knowing in advance that I would do this was extra motivation for me to do my best and to even give that extra measure.

Response by 1SG Private RallyPoint Member made Apr 6 at 2016 8:14 PM

1SG Private RallyPoint Member — Wed, 06 Apr 2016 20:14:42 -0400

I think it almost, and unfortunately, becomes a necessity in many reserve units. I was lucky of my last rater spent literally more then 20 hours with me during the period.

Response by TSgt Private RallyPoint Member made Apr 6 at 2016 8:28 PM

TSgt Private RallyPoint Member — Wed, 06 Apr 2016 20:28:27 -0400

I believe it is very useful as a tool to get the base of the Evaluation or Award. Then the Rater/Recommender should shape it into the final product. The Navy calls this a Brag Sheet. In many situations a Rater may find themselves detached from direct supervision on a daily basis, especially deployed. There may also be a disconnect in the instance that the Rater is not familiar with the exact scope and range of the Ratee's MOS. For example it is common practice for a 92 Series Senior NCO to be a Rater for several different MOS's in a Staff environment. An NCO with the Army Values at heart can right their "Brag Sheet" so that the Senior NCO can understand the extent of how well they performed without taking away from their own daily duties to micro-manage the junior NCO. A good Senior NCO should be able to smell the BS if the Junior NCO is fluffing their Brag Sheet.

Response by SGT Nathan Huff made Apr 7 at 2016 1:55 AM

SGT Nathan Huff — Thu, 07 Apr 2016 01:55:46 -0400

lazy..... leaders who do that are lazy and should not be leaders.

Response by CW2 Private RallyPoint Member made Apr 7 at 2016 5:54 AM

CW2 Private RallyPoint Member — Thu, 07 Apr 2016 05:54:11 -0400

There is no reason for this to happen with Soldiers PVT-SPC, other than a lazy NCO. For NCOs and Officers, it is a little but different. Even a SGT shouldn't be writing his own NCOER for the first one or two. After that, once they've seen how it's done, I think it is OK to give them the experience, but don't just take what is written and sign it. Personally, I write what I am going to write and have it ready before I ask them for a draft. Then, sit down together to discuss what is going to be in the finished product. Most of the CSMs and SGMs have already said it, but no one knows what you've done better than you do. I do my best to keep track of what my Soldiers and NCOs are doing, but there are things that I miss. Also, you may have to rate a Soldier outside of your field, or be rated by a Soldier outside of your field. Currently, my rater is EOD and I am Signal. I am not going to let him write my NCOER, because that would be irresponsible of both of us. He cannot articulate my duties or accomplishments because he doesn't know my job. At the end of the day, and award and an evaluation should be a collaborative effort.

Response by SPC Private RallyPoint Member made Apr 7 at 2016 9:20 AM

SPC Private RallyPoint Member — Thu, 07 Apr 2016 09:20:29 -0400

...

Response by COL Dan Fuhr made Apr 7 at 2016 12:47 PM

COL Dan Fuhr — Thu, 07 Apr 2016 12:47:33 -0400

If had ever caught anyone in an organization I led who required their subordinates to write their own evaluation or award recommendations, a very one-sided, private conversation would soon follow.

It is my strongly held belief that writing evaluations and awards for subordinates is one of the most weighty and personal responsibilities of a leader - one that should not be delegated except in the most extreme circumstances. As a senior leader, I had a few well meaning S1s draft evaluations for me to edit or sign off on. I didn't even look at them, and made sure I never got any more. The point is that evaluating and recognizing people is FUNDAMENTAL to leading. If you don't know enough about your subordinates to accurately evaluate them, then it's time for you to evaluate yourself.

That being said, I have no issue with using self-evaluation as a counselling or development tool - but not as a shortcut to an actual evaluation.

Response by SGT(P) Private RallyPoint Member made Apr 7 at 2016 1:21 PM

SGT(P) Private RallyPoint Member — Thu, 07 Apr 2016 13:21:59 -0400

I have asked for LORs from officers and senior NCOs. I was told to write it and they'll sign off on it. I don't mind writing them, but it makes me a little uncomfortable doing it.

Response by CSM Darieus ZaGara made Apr 8 at 2016 10:39 AM

CSM Darieus ZaGara — Fri, 08 Apr 2016 10:39:46 -0400

Absolutely unprofessional!

Response by MAJ Raúl Rovira made Apr 9 at 2016 4:17 PM

MAJ Raúl Rovira — Sat, 09 Apr 2016 16:17:10 -0400

I say yes sir and take advantage of the opportunity. Some bosses are trying to develop me. Some are lazy and I get that. In the end I focus less on the "who should" and put the energies into getting it done.

Response by CPL Brian Sytsma made Apr 15 at 2016 9:54 AM

CPL Brian Sytsma — Fri, 15 Apr 2016 09:54:24 -0400

It is common in the private sector. Usually a good place to start since it requires some self evaluation, which will make a superior's job easier addressing issues.