1. Facilitate Evaluations Processing October 2018
SHOW SLIDE 1: FACILITATE EVALUATIONS PROCESSING
MOTIVATOR. One of the most important documents in Soldier's official files is the evaluation report, either the Noncommissioned Officer Evaluation Report (NCOER) or the Officer Evaluation Report (OER). Evaluation reports have a direct impact on personnel management, to include promotions, schooling, assignment, and retention. Human resources officers manage the system and help ensure that evaluations are not only error-free, but submitted in a timely manner. At some point in your career, each of you will be a rater, a senior rater, or a reviewer of an evaluation report, in addition to processing evaluation reports as an Executive Administrative Assistant. It is important to Soldier's careers that the evaluation reporting system be managed properly.

2. Mode of Delivery: Resident Instruction
Terminal Learning Objective
Army Learning Areas
ACTION: Facilitate Evaluations Processing
CONDITIONS: In a small group classroom environment, given access to AR (Evaluation Reporting System), DA Pam (Evaluation Reporting System), access to Army Human Resources Command Evaluation Entry System (EES) and awareness of Operation Environment (OE) variables and actors.
STANDARDS: Students will meet the standard of 70% when they:
Identify the principles of the Evaluation Reporting System (ERS).
Determine rating chain qualifications and responsibilities.
Identify the types of Evaluations Reports.
Define Forms used for Evaluations.
Employ the Evaluation Entry System (EES).
Manage Rater/Senior Rater Profiles
GLO8: This includes Verbal Communication, Written Communication, Active Listening, Facilitation, Negotiations, Social Media, and Digital Communication.
GLO13: This includes Understanding and contributing to Army Systems that manage, develop, and transform the Army.
GLO14: This includes Branch and Career Management Field proficiency, Career Programs, Series Technical Certifications, and Warfighting Skills
SHOW SLIDE 2: TERMINAL LEARNING OBJECTIVE/ARMY LEARNING AREAS
NOTE: Inform students of the TLO/ALAs.
ACTION: Facilitate Evaluations Processing
CONDITIONS: In a small group classroom environment, given access to AR (Evaluation Reporting System), DA Pam (Evaluation Reporting System), access to Army Human Resources Command Evaluation Entry System (EES) and awareness of Operation Environment (OE) variables and actors.
STANDARDS: Students will meet the standard of 70% when they:
Identify the principles of the Evaluation Reporting System (ERS).
Determine rating chain qualifications and responsibilities.
Identify the types of Evaluations Reports.
Define Forms used for Evaluations.
Employ the Evaluation Entry System (EES).
Manage Rater/Senior Rater Profiles
NOTE: The Army Learning Areas (ALA) are the baseline focal points Soldiers and Army Civilians must possess to prevail in the ambiguous environments that challenge the Army today. The four ALAs are: Army Profession and Leadership; Mission Command; Human Dimension; and Professional Competence. The Army Learning Area taxonomy provides a framework to assist in grouping the General Learning Outcomes. The four Army Learning Areas serve as the framework to catalogue the 14 General Learning Outcomes.
NOTE: The General Learning Outcomes (GLOs) are essential outcomes resulting from training, education, and experience along a career continuum of learning. There are three primary purposes for the Army General Learning Outcomes. First, they provide trainers and educators a lens into how effective they are in conveying their support material. Second, it assists in improving instructional design and/or training support packages. Finally it places responsibility on training and education proponents to be nested with ALAs.
NOTE: Inform students of the Army Learning Areas (Human Dimension and Professional Competencies) are the General Learning Outcomes (GLOs) related to this lesson.
GLO 8: Soldiers and Army Civilians demonstrate proficiency in communications skills. This includes Verbal Communication, Written Communication, Active Listening, Facilitation, Negotiations, Social Media, and Digital Communications.
GLO 13: Soldiers and Army Civilians support Army policies, programs, and processes; includes Understanding and contributing to Army Systems that manage, develop, and transform the Army.
GLO 14: Soldiers and Army Civilians are technically and tactically competent; includes Branch and Career Management Field proficiency, Career Programs, Series Technical Certifications, and Warfighting Skills.
TLO - LSA 1. Learning Step / Activity TLO - LSA 1. Perform Microsoft Word Mail Merge Functions
Method of Instruction: Interactive Multimedia Instruction
Mode of Delivery: Resident Instruction
Instr Type (I:S Ratio): Military - ICH, PMOS 42A48 or qualified civilian GS-1712 (1:18)*
Time of Instruction: 3 hrs
Media Type: Computer Based Instruction / Practical Exercise / PowerPoint Presentation
Other Media: Unassigned
Security Classification: This course/lesson will present information that has a
Security Classification of: U - Unclassified.
Note: Marked as (*) is derived from the parent learning object 2

3. Evaluation Reporting System (ERS)
Encompasses the means and methods needed for developing people and leaders.
Identifies Soldiers who are best qualified for promotion and assignment to positions of greater responsibility.
Combines major elements of counseling, assessment, documentation, and integration with other Army, rating officials, and rated Soldiers in their current environments.
SHOW SLIDE 3: EVALUATION REPORTING SYSTEMS (ERS) OVERVIEW
The ERS encompasses the means and methods needed for developing people and leaders. An effective ERS involves the execution of leadership, the establishment of a rating relationship with personal interaction, the conduct of developmental counseling and reviews, and the determination of critical assessments. The Army routinely reviews the ERS to ensure that it remains relevant and in support of its goals.
The ERS identifies Soldiers who are best qualified for promotion and assignment to positions of greater responsibility. The ERS also identifies Soldiers who will be kept on active duty, retained in grade, or eliminated from military service.
The ERS combines major elements of counseling, assessment, documentation, and integration with other personnel functions to meet the needs of the Army, rating officials, and rated Soldiers in their current environments. Its basic foundation—to evaluate today’s Soldiers to select and develop tomorrow’s leaders—will remain consistent.
AR 623-3, para 1-8

4. ERS Responsibilities Human Resources Command
Acts as lead agency for the Secretary of the Army and is responsible for the effective operation of the ERS.
Clarifies policies, grants exceptions to policies, or formulates new policies, as the need arises.
Commanders (at all levels) will ensure that:
AR is available.
Rating officials are fully qualified.
Reports are prepared by designated rating officials.
Rating chains correspond to the chain of command or supervision, are published, and provided to each Soldier.
Completed evaluation reports are submitted NLT 90 days after the thru date.
SHOW SLIDE 4: ERS RESPONSIBILITIES
NOTE: Refer students to AR 623-3, paragraph 1-4, as needed. Facilitate learner-center discussion on ERS responsibilities.
AR 623-3, para 1-4

5. ERS Functions
Primary – provide information to HQDA for making personnel management decisions. Components include-
thoughtful, fair, accurate and complete evaluation reports.
indoctrination of Army Values and basic responsibilities.
a “whole file” concept and continuous growth philosophy.
ensuring the selection of the best qualified to serve in positions of increasing responsibility.
Secondary – encourage leader professional development and enhance mission accomplishment through –
stressing importance of senior / subordinate relationships.
increased emphasis on performance counseling.
necessary senior / subordinate communication.
SHOW SLIDE 5: ERS FUNCTIONS
NOTE: Refer students to AR 623-3, paragraph 1-8c
The evaluation function is the responsibility of the Brigade S–1 (BDE S–1), Battalion S–1 (BN S–1), or unit personnel administration office, as well as the rating officials, rated Soldiers and Headquarters, Department of the Army (HQDA).
The primary function of the ERS is to provide information to HQDA for use in making personnel management decisions. The information is supplied to HQDA by the rating chain in the Soldier’s assigned or attached organization. Components of this information include:
(1) Evaluation reports, which will be accurate and complete to ensure that sound personnel management decisions are made and that a rated Soldier’s potential can be fully developed. Each report will be a thoughtful, fair appraisal of a Soldier’s ability and potential.
(2) Strengthening the ability of the Army to meet the professional challenges of the future through the indoctrination of Army Values and basic Soldier responsibilities. The continued use of Army Values and Soldier responsibilities as evaluation criteria will provide and reinforce a professional focus for the rating chain’s view of performance.
(3) Being part of a “whole file” concept and continuous growth philosophy. A single report will not, by itself, determine a Soldier’s career. An appraisal philosophy that recognizes continuous professional development and growth best serves the Army and the rated Soldier.
(4) Ensuring the selection of the best qualified Soldiers to serve in positions of increasing responsibility by providing rating chain view of performance and potential for use in centralized selection, assignment, and other personnel management. The information in evaluation reports, the Army’s needs, and the individual Soldier’s qualifications will be used together as a basis for such personnel actions as school selection, promotion, assignment, Military Occupational Specialty (MOS) classification, Command Sergeant Major (CSM) designation, and qualitative management.
The secondary function of the ERS is to encourage leader professional development and enhance mission accomplishment through:
(1) Stressing the importance of sound senior/subordinate relationships. ERS also stresses the importance of setting standards and giving direction to the performance of subordinate leaders. When properly used, the ERS can be a powerful leadership and management tool.
(2) Contributing to Army-wide improved performance and professional development through increased emphasis on performance counseling. Evaluation reports will provide the rated Soldier formal recognition for performance of duty, measurement of professional values and personal traits, and along with the required support forms is the basis for performance counseling.
(3) Senior/subordinate communication to make career development information, advice, and guidance readily available to rated Soldiers. Communication is necessary to maintain high professional standards.
AR 623-3, para 1-8c

6. Categories of Evaluations
Performance Evaluations – Officer Evaluation Reports and NCO Evaluation Reports
School Evaluations – Academic Evaluation Reports for both military and civilian institutions
SHOW SLIDE 6: CATEGORIES OF EVALUATIONS
Under the ERS, a Soldier is evaluated on his or her performance and potential. The ERS consists of two categories of evaluation reports:
(1) Performance evaluations. The applicable evaluation report forms are the DA Form 67–10 series and DA Form 2166–8. These evaluations focus on a Soldier’s duty performance, or how well a Soldier performs his or her assigned tasks as related to the Army Leadership Requirements Model. They also focus on potential assessments to include judgments about a Soldier’s ability to perform at the current and higher grade or rank, whether or not a Soldier will be given greater responsibility at the present rank, or retained for further military service.
(2) School evaluations. The applicable evaluation report forms are DA Form 1059 (for military institutions) or DA Form 1059–1 (for civilian institutions). These evaluations focus exclusively on the Soldier’s performance and accomplishments while attending a school or course.
NOTE: The time period covered by AERs is counted as nonrated time on OERs and NCOERs covering the same period.
(3) Selection boards and personnel management systems will be used to evaluate a Soldier’s entire career and his or her personnel file. Evaluation reports are single time-and-place evaluations, all of which are considered when preparing evaluations.
AR 623-3, para 1-8a(4)

7. Army Directive 2013-20 & MILPER Msg 13-306 Substantiated Findings
Sexual Harassment / Assault Response and Prevention Program and Evaluations
Zero Tolerance!
Both officers and noncommissioned officers must commit themselves to eliminating sexual harassment and assault and to fostering climates of dignity and respect in their units.
Army Directive & MILPER Msg
Help eliminate sexual harassment and assault
Officers and NCOs are meeting their commitments and holding them appropriately accountable
Requirements for evaluation reports
Goals and Objectives
Mandatory
Officer Evaluation Report Support Form
NCOER Counseling and Support Form
Initial Counseling for students
Raters Assessment
Fostered a climate of dignity and respect
Identify any significant actions or contributions
Identify failures (on and off duty)
Substantiated Findings
Rater comments on evaluation
Senior Rater comments on evaluation
Academic Evaluation Reports (Military and Civilian)
SHOW SLIDE 7: SEXUAL HARASSMENT/ASSAULT RESPONSE AND PREVENTION PROGRAM AND EVALUATIONS
NOTE: Ensure students have access to Army Directive and MILPER Message Review as needed.
Army Directive and MILPER Message are the references for changes regarding the Sexual Harassment/Assault Response and Prevention Program (SHARP) and Evaluations. The Army is taking important steps to eliminate sexual harassment and assault and to foster climates of dignity and respect in their units. MILPER Message outlines the changes for annotating evaluations.
All Officers and NCOs will include goals and objectives to help eliminate sexual harassment and assault. The OER Support Form (or its equivalent) and NCOER Counseling and Support Form must be annotated with goal and objective adherence to SHARP Program. Soldiers attending military service schools, civilian education, medical, or industrial institutions, goals and objectives will be establish during the students’ initial counseling
The rater will assess the rated officer or NCO on how well they adhered to the SHARP Program and any significant actions or contributions the rated officer or NCO made:
(1) Promoting the personal and professional development of his or her subordinates
(2) Ensuring the fair, respectful treatment of assigned personnel
(3) Establishing a workplace and overall command climate that fosters dignity and respect for all members of the group
Assessments should also identify, as appropriate, any failures by the officer or NCO to foster a climate of dignity, respect and adherence to the SHARP Program.
Raters and senior raters will document any substantiated finding on the officers’ DA Form series, NCOs’ DA Form , DA Form 1059 and DA Form such as:
(1) Committing an act of sexual harassment or sexual assault
(2) Failing to report a sexual harassment or assault
(3) Failing to respond to a complaint or report of sexual harassment or sexual assault
(4) Retaliating against a person making a complaint or report of sexual harassment or sexual assault
Where do you put it on an evaluation? 7

8. Check on Learning
The ERS identifies Soldiers who are ____________ for promotion and assignment to positions of ________________.
a. ready / influence
b. eligible / importance
c. qualified / importance
d. best qualified / greater responsibility
ERS will evaluate the _____________ and _______________ of WO1 through BG, and SGT through CSM in peacetime and wartime.
a. performance / intellect
b. performance / potential
c. intellect / fitness
d. performance / fitness
The two categories of evaluations are __________ and ______________.
a. performance / school
b. officer / NCO
c. performance / potential
d. Mandatory or optional
SHOW SLIDE 8: CHECK ON LEARNING
NOTE: Conduct a Check on Learning, poll for questions and summarize the learning activity.
The ERS identifies Soldiers who are ____________ for promotion and assignment to positions of ________________. (AR 623-3, para 1-8(2))
a. ready / influence
b. eligible / importance
c. qualified / importance
d. best qualified / greater responsibility
ERS will evaluate the _____________ and _______________ of WO1 through BG, and SGT through CSM in peacetime and wartime. (AR 623-3, para 1-7(a))
a. performance / intellect
b. performance / potential
c. intellect / fitness
d. performance / fitness
The two categories of evaluations are __________ and ______________. (AR 623-3, para 1-8a(4))
a. performance / school
b. officer / NCO
c. performance and potential
d. mandatory / optional

9. Rating Chain Requirements & Responsibilities
SHOW SLIDE 9: RATING CHAIN REQUIREMENTS AND RESPONSIBILITIES
Learning Step/Activity 2. Determine Rating Chain Qualifications and Responsibilities
Method of Instruction: Conference/Discussion
Instructor to Student Ratio: 1:16
Time of Instruction: 15 mins
We’ve discussed the basic principles of the evaluation reporting system, such as the types of evaluations and the primary and secondary functions of the evaluation system. Next, we’ll discuss the rating chain, including the qualifications and responsibilities of the rating chain.
NOTE: Ask students what the purpose and requirements are for rating chains and lead a learner-centered discussion on the challenges of keeping rating chains updated in the Operational Environment (OE). Have students identify some of the common problems they are likely to experience as an S-1. Identify any “best practices” or lessons learned on establishing and maintaining rating schemes as you work through LSA 2.

10. Designating Rating Chain
NCOs Officers
Rater (para 2-5) Rater (para 2-5)
Senior Rater (para 2-7) Intermediate (para 2-6)
Reviewer (para 2-8) Senior Rater (para 2-7)
SHOW SLIDE 10 : RULES FOR DESIGNATING RATING CHAIN
NOTE: Refer students to AR 623-3, paragraph 2-5.
Rater. The rater will normally be the immediate supervisor of the rated Soldier responsible for directing and assessing the rated Soldier’s performance. The rater will normally be senior to the rated Soldier in grade or date of rank. Commanders will rate Commanders. Civilian raters for OERs and NCOERs will be designated as official supervisors on the established rating scheme.
Intermediate Rater (DA Form 67–10 series only). An intermediate rater will be included when there is a level of supervision between the rater and senior rater. We will discuss this in greater detail in a few minutes.
Senior Rater. The senior rater will normally be the immediate supervisor of the rater and a supervisor above all other rating officials in the rated NCO's/officer’s chain of command or chain of supervision.
Next we will examine officer and NCO rating chain requirements in detail.
Who can / can’t serve in the position?
What is the time requirement?
What are the restrictions?
AR 623-3

11. Officer Rating Chains Rating Official Minimum Time Rank Requirement
Rater
90 calendar days (AGR/Depl)
(120 days non-mobilization)
Senior to rated officer; sister and allied service ok
Intermediate Rater
90 calendar days
Only when required. Senior to rated officer; sister and allied service ok
Senior Rater
60 calendar days
(90 days ARNG)
See AR 623-3, Table 2-1
SHOW SLIDE 11: OFFICER RATING CHAIN REQUIREMENTS
NOTE: Refer students to AR 623-3, Chapter 2, para 2-3 f (1) and paras 2-5 through 2-8 for rules which designate raters, intermediate raters, senior raters (SR), and reviewers.
Most officer rating chains consist of the rated officer, the rater, and the SR. The SR accomplishes the final rating chain review. Some officer rating chains will also include an intermediate rater. An intermediate rater will be designated only when a rated officer has a supervisor who is between the rater and senior rater and requires a technical expert in the chain of command.
In some cases, a rated officer’s rating chain may have a qualified rating official / supervisor who serves as both a rater and an SR. In other situations, a rated officer’s rating chain may consist of new supervision, when he/she is supervised and assigned different duties by two qualified, but separate chains of command or supervision through the entire rating period.
A military Rater will be senior to the rated officer, by grade or date of rank. Exceptions to this rule are —
A rater in a command position may rate an officer who is of the same grade but senior in date of rank if the rater has been appointed to command by direction of the President and has command authority over the rated officer.
Officers in command positions may rate an officer over whom they have command authority and who are senior in date of rank but ineligible by law or regulation to command troops other than those of their own branch, service, or department. In such cases, the raters will attach a copy of the written assumption of command as an enclosure to the rated officer’s report.
(3) An officer in a Joint headquarters or activity may rate an officer who is senior in date of rank provided —
(a) The rater is not a U.S. Army officer.
(b) The senior rater is at least one grade senior to the rated officer.
Each instance is approved in writing by the next senior Army member of the command or activity. A copy of the approval will be sent to HQDA as an enclosure to the evaluation form.
For OERs, a civilian rater has no minimum grade requirement but will be the rated individual’s designated supervisor.
Commanders will normally be rated by the next higher commander. An exception to this rule is allowed when a staff officer or higher level commander is the logical choice as the commander’s immediate supervisor because of functional, geographical, or technical supervision requirements.
Officers who are selected for promotion and who are in authorized positions for the new grade may rate any officer they supervise if, after the rater’s promotion, they will be senior to the rated officer.
A rater who has been selected for promotion and who is in an authorized position for the new grade will be considered to be serving in the new grade. The symbol “P” will be put next to the current grade on the applicable evaluation form.
(8) A rater who has been selected for promotion but is not in a position authorized for the new grade will be considered to be serving in the current grade. The symbol “P” will not be put next to the current grade on the applicable evaluation form.
Intermediate Rater - U.S. or allied officer or federal employee. No minimum grade requirement for civilian employees, but must be rater’s designated supervisor.
SR - Officer of U.S. Armed Forces or federal employee senior to all members of rating chain. Immediate supervisor of the rater who is two grades higher for WO1–MAJ and one grade higher for LTC–COL. Also conducts the final rating chain review.
Memorandum of Input: To further reduce short-term evaluation reports, particularly in deployed situations, the rules for COR reports (Code 03) permit officers who change raters, but continue to perform the same duties under the same SR, to receive a memorandum of input from their departing rater instead of a COR evaluation. At the SR's discretion, raters will complete a memorandum of input when the rated officer has served under the rater for at least 90 days (120 days for U.S. Army Reserve TPU, drilling IMA and drilling IRR Soldiers or ARNG Soldiers). SRs are encouraged to use a memorandum of input in lieu of a change of rater report.

12. NCO Rating Chains Rating Official Minimum Time Rank Requirement Rater
Normally 90 calendar days
SGT or above / DoD civilian; senior to rated NCO; sister service OK
Senior Rater
60 calendar days
Senior to rater; DoD Civilian; sister service OK
Reviewer
None required
Officer / E-9 / GS12+; Senior to SR; sister service OK, when rater or SR is a uniformed Army Official
SHOW SLIDE 12: NCO RATING CHAIN REQUIREMENTS
NOTE: Refer students to AR 623-3, Chapter 2, para 2-3f (2) and paras 2-5 through 2-8 for rules which designate raters, senior raters, and reviewers.
NCO rating chains consist of the rated NCO, the rater, the SR, and the reviewer. The reviewer will be a SGM, CSM, warrant officer, or officer in the direct line of supervision and senior in pay grade or date of rank to the SR. NCO rating chains will not include an intermediate rater. The following qualifications apply to the Rater for NCOERs:
(1) Minimum time. The rater will normally be the immediate supervisor of the rated NCO and designated as the rater for a minimum period of 90 calendar days, in most instances. Exceptions include relief for cause and similar situations.
(2) Rank requirement. The rater must be a sergeant or above if military and senior to the rated NCO by either pay grade or date of rank.
(a) Commanders may appoint DoD civilians as raters when an immediate military supervisor is not available and when the civilian supervisor is in the best position to accurately evaluate the NCO's performance.
(b) Members of other U.S. military services who meet the qualifications above may be raters.
(c) Members of Allied Forces are not authorized to be appointed as raters.
(d) If the rater is an NCO and is on a recommended list for promotion or frocked in one of the top three grades (1SG, SGM, or CSM) and is serving in an authorized position for the new grade, then he/she can rate any NCO supervised, if after the rater’s promotion he/she will be senior in pay grade or date of rank to the rated NCO.
(e) CSMs of TOE and TDA units will be rated by the commander, in most instances.
SR - Officer or NCO of U.S. Armed Forces or federal employee; immediate supervisor of the rater; if an NCO and on promotion list or frocked and serving in top three NCO grades can senior rate any NCO supervised, if after promotion they will be senior. Must be designated as NCO’s SR for a minimum period of 60 calendar days.
Reviewer - Officer, SGM or CSM of U.S. Army and in direct line of supervision. Commanders may appoint sister service or DOD (GS12+) civilians when rater or senior rater is a uniformed Army official.
Senior Rater: The senior rater will be the immediate supervisor of the rater and designated as the rated NCO’s senior rater for a minimum period of 60 calendar days (see chap 3, sections VIII and IX).

13. Rating Chain Responsibilities
Rater
Provide Support Forms, if required
Initial / quarterly counseling
Assess Soldier using all reasonable means
Review Support Form at end of rating period if applicable
Provide an objective and comprehensive evaluation of the rated Soldier’s performance only
Senior Rater
Become familiar with Soldier’s performance
Evaluate Soldier from a broad organizational perspective
Only evaluate the rated Soldier’s potential relative to peers
Ensure all reports are complete and realistic
Ensure Soldier electronically signs eval
Intermediate Rater (OERs)
When required to link rater and senior rater (e.g., Physician Assistant, Chaplain)
Assess performance based on personal contact, records, and reports
Can comment on both performance and potential
An intermediate rater will not be incorporated within the rating chain as a means to promote pooling
Reviewer (NCOERs)
Ensure rating safeguard and over watch
Ensure rating chain is followed
Ensure report was reviewed by a 1SG / CSM
Comment only when a disagreement exist between rater and senior rater
SHOW SLIDE 13: RATING CHAIN RESPONSIBILITIES
NOTE: Refer students to AR 623-3, paragraphs 2-12 thru 2-14.
NOTE: For additional information and specific instructions, refer students to DA Pam 623–3, as needed.

14. Rating Chain Information
Rating Chains:
Are established by Commanders, Commandants and leaders of an organization and maintained by rating officials.
Tie individual performance to a specific senior / subordinate relationship and should correspond as nearly as practicable to chain of command and supervision.
Are established by name, effective dates, published and distributed to all concerned.
List the rated Soldier and all rating officials.
SHOW SLIDE 14: RATING CHAIN INFORMATION
NOTE: Refer students to AR 623-3, Chapter 2, para 2-2 and 2-3.
Rating chains must correspond as nearly as practicable to the chain of command and supervision within an organization, regardless of component or geographical location. Rating chains are established by name, given effective dates, published, and distributed manually or electronically to each rated officer, NCO, and civilian member of the rating chain. Any changes to the rating chain will also be published and distributed as required. Changes to the rating chain may not be retroactive.
Rating chains are established by Commanders or Commandants and maintained by rating officials to provide the best evaluation of an individual Soldier’s performance and potential. A rating chain also ties the rated Soldier’s performance to a specific senior/subordinate relationship. This allows for proper counseling to develop the rated Soldier and accomplish the mission. These functions are best achieved within an organization’s chain of command.
Generally, the evaluation of Soldiers by persons not involved in the chain of command or supervision is inappropriate. It is recommended that the BDE S-1/BN S-1 or other administrative office maintain superseded rating chains for a period of one to two-years for historical purposes only; however, there is no requirement to do this. Special rules for designating rating officials have been made to cover the death, relief, or incapacitation of a rating official. These rules are covered in AR 623-3, para 2-20.
AR 623-3, para 2-2 and 2-3

15. Rating Chain Development
Example Rating Chain
As of
Rated Officer
Rater
Intermediate Rater
Senior Rater
LTC Jones
Bn Cdr
COL Reese
Bde Cdr NA
MG Smith
Div CG
CH(CPT) Cox
Bn Chaplain
MAJ Black
Bn XO
CH(MAJ) Ivy
Bde Chaplain
Rated NCO
Reviewer
CSM Posey
Bn CSM
SHOW SLIDE 15: RATING CHAIN DEVELOPMENT
Officer rating chains consist of the rated officer, the rater, and the senior rater. The senior rater accomplishes the final rating chain review.
(1) Some officer rating chains will also include an intermediate rater. An intermediate rater will be designated only when a rated officer has a supervisor who is between the rater and senior rater and requires a technical expert in the chain of command.
(2) In some cases, a rated officer’s rating chain may have a qualified rating official/supervisor who serves as both a rater and a senior rater. In such a case, refer to paragraph 2-20 of AR for further guidance.
(3) In other situations, a rated officer’s rating chain may consist of new supervision, when he/she is supervised and assigned different duties by two qualified, but separate chains of command or supervision through the entire rating period.
(4) For special rules governing the rating of officers under dual supervision, chaplains, Judge Advocate General Counsel (JAGC), Army Medical Department (AMEDD) and others, refer to section IV of Chapter 2, AR
NCO rating chains consist of the rated NCO, the rater, the senior rater, and the reviewer. The reviewer will be a SGM, CSM, warrant officer, or officer in the direct line of supervision and senior in pay grade or date of rank to the senior rater. NCO rating chains will not include an intermediate rater.
Generally, the evaluation of Soldiers by persons not involved in the chain of command or supervision is inappropriate.
(1) Special rules for designating rating officials have been made to cover the death, relief, or incapacitation of a rating official. These rules are covered in paragraph 2-19 of AR
(2) It is recommended that the battalion S-1/brigade S-1 or other administrative office maintain superseded rating chains for a period of 1 to 2 years for historical purposes only.

16. Performance Counseling
Support Forms
NCO Support Form
DA Form
Mandatory for CPL – CSM
Used by Rater to prepare for, conduct, and record results of performance counseling
Officer Support Form
Use of DA Form A is mandatory for COLs and below.
Initiate and complete in the Evaluation Entry System (EES).
Data transferable between the support and evaluation forms within EES.
Facilitates the rater’s ability to easily complete future OERs.
Performance based counseling tool.
Ties performance objectives to measureable accomplishments.
Nested with the current leadership doctrine (ADRP 6-22).
DA Pam 623-3, para 3-1
SHOW SLIDE 16: SUPPORT FORMS
NOTE: Refer students to DA Pam 623-3, para 2-1, 2-2, and 2-3.
NCO Counseling
The purpose and process of DA Form , NCOER Counseling and Support Form, is to contribute to Army-wide professional development by increased emphasis on performance counseling. DA Form is used by the rater along with a working copy of the NCOER to prepare for, conduct, and record results of performance counseling with the rated NCO. The form is mandatory for counseling all NCOs, CPL through CSM. The form contains a step-by-step guideline for conducting both the initial and later counseling sessions. The ultimate goal of the enlisted counseling is to help all NCOs be successful and to meet established standards.
Conduct counseling sessions at least quarterly for Active Army and AGR NCOs and at least semi-annually for ARNGUS and USAR NCOs performing IDT. These counseling sessions differ from the first counseling session in that the primary focus is on telling the rated NCO how well they are performing.
Officer Counseling
As discussed on the previous slide, use of DA Form A (OER Support Form) to document performance counseling is mandatory. While the requirement to conduct an initial discussion with the rated officer regarding the mission, goals, duties and objectives of their assigned duty position remains, the method or means for documenting that initial discussion must be documented on A.
Objective Setting
Performance Counseling
Evaluation
DA Pam 623-3, Table C-1

17. Check on Learning
On an OER, who in the rating chain is responsible for commenting on an officer’s Performance? a. Rater b. Intermediate Rater c. Senior Rater d. Reviewer Whose evaluation is the link between the day-to-day observation of the rated Soldier and the longer-term evaluation of the rated Soldier’s potential by HQDA selection boards? What is the military senior rater minimum grade requirements for a LTC(P)/COL? a. COL b. BG c. MG d. LTG
SHOW SLIDE 17: CHECK ON LEARNING
NOTE: Conduct a Check on Learning and summarize the learning activity.
On an OER, who in the rating chain is responsible for commenting on an officer’s Performance? (AR 623-3, para 2-12)
a. Rater
b. Intermediate Rater
c. Senior Rater
d. Reviewer
Whose evaluation is the link between the day-to-day observation of the rated Soldier and the longer-term evaluation of the rated Soldier’s potential by HQDA selection boards? (AR 623-2, para 2-15)
What is the military senior rater minimum grade requirements for a 2LT? (AR 623-3, Table 2-1)
a. CPT
b. CPTP / MAJ
c. LTC
d. COL

18. Types of Evaluation Reports
Two types:
Mandatory
Optional
Further divided into:
“90-day minimum”
“other than 90-day minimum”
SHOW SLIDE18: TYPES OF EVALUATION REPORTS
Learning Step / Activity 4. Identify types of Evaluation Reports
Method of Instruction: Conference / Discussion
Instructor to Student Ratio: 1:16
Time of Instruction: 30 mins
NOTE: Refer students to AR 623-3, paragraph 3-2c, as needed.
There are two types of reports: mandatory and optional. These are further divided into a 90-day minimum rating period and other-than-90-day-minimum requirement. To determine if a Soldier meets the minimum calendar day requirements to receive a report, nonrated periods occurring during the rating period are deducted from the total number of days served in the same position under the same rater.
NOTE: Explain to students that the method to determine rating periods will be discussed in greater detail in a subsequent learning activity.
AR 623-3, Para 3-2c
To determine 90-day minimum requirements, nonrated periods are deducted from total number of days in rating period.

19. Other than 90-Day Minimum
Mandatory Reports
90-Day Minimum
Other than 90-Day Minimum
Change of Rater
3-40
Initial Tour of Extended Active Duty
3-52
Annual
3-41
JAG Officers
3-51
Extended Annual
3-42
HRC Directed
3-53
Change of Duty
3-43
Relief-for-Cause
3-54/55
Depart Temporary Duty
3-44
Special Duty or Temporary Change of Station
Officer Failed Promotion Selection
3-46
SHOW SLIDE 19: MANDATORY REPORTS
Mandatory reports with a 90-day minimum include-
(1) Change of Rater (paragraph 3-40).
(2) Annual (paragraph 3-41).
(3) Extended Annual (paragraph 3-42).
(4) Change of Duty (paragraph 3-43)
(5) Depart Temporary Duty (TDY), Special Duty (SD), or Temporary Change of Station (TCS) (Paragraph 3-44); including Supervisor Evaluations while TDY, SD, or TCS (paragraph 3-45).
(6) Officer failing selection for promotion (paragraph 3-46).
Mandatory reports with other than a 90-day minimum include-
(1) Initial Tour of Extended Active Duty (paragraph 3-52).
(2) Application for Army Appointment (paragraph 3-51)
(3) Funded Legal Education Program (FLEP) Officers participating in on-the-job training (paragraph 3-56).
(4) Human Resources Command (HRC) Directed (paragraph 3-53).
(5) Relief for Cause (paragraph 3-54).
The minimum rating period for a change of rater is 90 days.
(1) An OER report is mandatory when the rated officer ceases to serve under the immediate supervision of the rater and minimum rating qualifications are met (90-days). Officers who undergo a permanent change of station (PCS) or are released from active duty (REFRAD) will receive a change of duty report instead of this type of report.
(2) An NCOER is mandatory when the rated NCO-
(a) Ceases to serve under the immediate supervision of the rater and minimum rating qualifications are met (90-days).
(b) Is reduced to corporal/specialist or below. Reduction to another NCO grade does not require a report, unless the rated NCO’s immediate supervisor changes.
(c) Is separated from active duty. As an exception, retirement reports of less than one year will be rendered at the option of the rater or senior rater or when requested by the rated NCO.
(d) Is declared mission or becomes a prisoner or hostage. Under these situations, rating chain minimums do not apply.
An annual report for both OERs and NCOERs is mandatory for a rated Soldier on completion of one calendar year of duty following the THRU date of the last report.
(1) If one year has elapsed and the rated Soldier has not performed the same duty under the same rater for 90 days, an extended annual (Paragraph 3-46) will be submitted.
(2) If the rated Soldier must go TDY to attend a school and the annual report will be due, the Depart TDY report (paragraph 3-48) may be prepared and processed before departing to reestablish an annual cycle or an extended annual report may be prepared upon return to the same rating officials.
(3) Additional specific requirements for completion of an annual NCOER include-
(a) One calendar year after the effective date of promotion to sergeant.
(b) Reversion to NCO status after serving as a commissioned or warrant officer for 12 months or more.
(c) Re-entry on active duty in a rank of sergeant or above after a break in enlisted service of 12 months or more.
There are two types of extended annual reports:
(1) An extended annual will be prepared if one year has elapsed and the rated Soldier has not performed the same duty under the same rater for 90 days. This extended annual will be only 90 evaluated (rated) days.
(2) An extended annual report can be prepared in cases when mandatory reports (for example, annual, change of duty/rater) come due while Soldiers are attending schooling (nonrated time). This report may be submitted to alleviate the need for a mandatory report while at school. The total number of evaluated months (rating period minus nonrated time) will be no more than 12 months even though the rating period may be longer.
Change of Duty. A change of duty report is mandatory when the rated officer has a change of principal duty, even though the rater remains the same. This report is used for all reassignments, including PCS. No report is submitted when organizational changes merely alter the rated officer’s principal duty title but do not change the type of work performed. A report will be submitted when organizational changes result in a change of rater.
(1) A change of duty report is mandatory when the rated officer is separated from active duty. As an exception, retirement reports of less than one year will be rendered at the option of the rater or senior rater or when requested by the rated officer.
(2) When the rated officer is declared missing or becomes a prisoner or hostage, a report is required as of the date of the incident. Under these situations, rating chain minimums do not apply.
Depart TDY, SD or TCS. An OER or NCOER will be submitted on rated Soldiers by the rating officials in the organization from which they depart when they depart on temporary duty (TDY), special duty (SD), or temporary change of station (TCS) to perform duties not related to the rated Soldier’s primary functions in their units; and, while on TDY, SD, or TCS, they serve under a different supervisor for a period of 90 or more calendar days. However, this report is not required before departure on TDY for schooling.
(1) In cases where it cannot be determined if such duty-related TDY, SD, or TCS will last for 90 days, a report may be submitted.
(2) In cases when a mandatory report (annual, change of rater, etc.) may come due while Soldiers are attending schools that will result in nonrated time, this report may be submitted to alleviate the need for a mandatory report while at school. In these cases, an extended annual report is also an option.
(3) A report is not authorized when the rated Soldier is still responsible to or receiving guidance or instruction from the chain of command of the parent unit.
(4) An individual attached to an organization pending compassionate reassignment remains responsible to the parent unit and will not receive an evaluation report from the attached organization. A memorandum of input from the supervising officials at the attached organization to the Soldier’s rating officials in mandatory.
(5) Rated Soldiers on TDY, SD, or TCS who are not responsible to their parent organization will be rated by their TDY, SD, or TCS supervisors according to the rating chain requirements. In these cases, the TDY, SD, or TCS supervisor is responsible for ensuring that a rating chain is published and that a support form is initiated on the rated Soldier. Reports are not authorized for periods of fewer than 90 calendar days unless otherwise authorized as an exception.
NOTE: Remind students that minimum rater qualifications must be met in the case of a TDY, SD, or TCS supervisor’s evaluation.
Promotion Selection Failure. An officer who fails to be selected for promotion by an active-duty promotion board will receive an OER prior to the next promotion board of the same type. The following conditions must be met:
(1) The rated officer has not received an OER since the convene date of the board that did not select the officer for promotion.
(2) The rating period must cover 90 or more calendar days as of the date announced in a DA message announcing the zone of consideration for the next board.
(3) The minimum time requirements for the rater are satisfied.
This requirement does not apply to officers who are not in a regular duty environment with an established rating chain, e.g., officers attending school are not eligible for an OER.
Relief-for-Cause. An OER or NCOER is required when a rated Soldier is relieved for cause regardless of the rating period involved. Relief for cause is defined as:
(1) Officer – early release of an officer from a specific duty or assignment directed by superior authority and based on a decision that the officer has failed in their performance of duty. In this regard, duty performance will consist of the completion of assigned tasks in a competent manner and compliance at all times with the accepted professional officer standards shown in DA Form 67-9, Part IV. These standards apply to conduct both on and off duty.
(2) NCO – removal of an NCO from a rateable assignment based on a decision by a member of the NCO’s chain of command or supervisory chain that the NCO’s personal or professional characteristics, conduct, behavior, or performance of duty warrants removal in the best interest of the U.S. Army.
Additional considerations for these reports are as follows:
(1) If the relief does not occur on the date the rated Soldier is removed from the duty position or responsibilities, the suspended period of time will be included in the report as nonrated time.
(2) Cases where the rated Soldier is suspended from duties pending an investigation must be resolved as quickly as possible to reduce the amount of potential nonrated time involved.
(3) If Relief-for-Cause is contemplated on the basis of an informal AR 15–6 investigation, referral procedures contained in that regulation will be followed before the act of initiating or directing the relief. This is irrespective of the fact that the resultant report will also be referred to the rated officer as described in Paragraph 3–34. T
(4) The minimum time requirements for rating officials do not apply.
(5) An NCOER report is required when an NCO is relieved for cause regardless of the rating period involved. The minimum rater and senior rater qualifications and the minimum rating period are 30 rated days. The fundamental purpose of this restriction is to allow the rated NCO a sufficient period to react to performance counseling during each rating period. Authority to waive this 30-day minimum rating period and rater and senior rater qualification period in cases of misconduct is granted to a general officer in the chain of command or an officer having general court-martial jurisdiction over the relieved NCO.
(6) The rating official directing the relief will clearly explain the reason for the relief in his/her portion of the NCOER. If the relief is directed by an official other than the rater or senior rater, the official directing the relief will describe the reasons for the relief in an enclosure to the report.
NOTE: Refer students to AR 623-3, para 3–54.
Reports are also submitted under the following circumstances. These reports are mandatory, but less common.
(1) Initial tour of extended active duty-An OER report will be prepared only for AMEDD and JAGC commissioned officers under specified circumstances. Specified circumstances requiring a report include officers who are:
(a) Serving an initial tour of active duty in the Army (other than active duty for training or RC officers serving on statutory tours under 10 USC 175, 3021, 10211, 12301(d), and
(b) Reentering active duty after a break in service of at least 1 year.
(c) Completing law school under TJAG’s Funded Legal Education Program (AR 27–1) (see appendix D).
(d) Army Medical Specialist Corps officers serving on an initial tour of extended active duty in the Army following completion of the dietetic internship, Occupational Affiliation Program, or U.S. Army Baylor University Program in Physical Therapy, or Physician Assistant Program.
(2) Application for Active Army appointment-An OER report will be required when an active-duty officer applies for appointment in the Active Army. This applies only if the applicant has completed fewer than 5 years Active Army commissioned or warrant officer service and has not been rated during the 90 days immediately preceding the date of application. The rating officials will meet the minimum time requirements.
(3) Funded Legal Education Program officers participating in on-the-job training- An OER report will be required when an officer taking part in TJAG’s Funded Legal Education Program (AR 27–1) completes on-the-job training (OJT) of 31 or more calendar days. Commanders, in coordination with JAGC officials at the OJT sites, will establish rating chains that ensure rating officials are present and available during OJT to ensure at least one report per year. OERs for officers who perform on-the-job training of 30 or fewer days may be submitted at the option of the rating officials. Rating chain time minimums do not apply.
(4) U.S. Army Human Resources Command directed evaluation report-For evaluation reports when HRC decides there is a need for a report (Para 1–4a(3) and other provisions of this chapter do not apply, HRC may direct that a report be submitted. The command directed report code will be used.
(5) These reports do not apply to NCOs.
These reports are submitted at the option of rating officials.
AR 623-3, Chapter 3

20. Other than 90-Day Minimum
Optional Reports
90-Day Minimum
Other than 90-Day Minimum
Complete the Record
3-56
Not a basis for Standby Advisory Board (STAB) for promotion consideration.
Senior Rater Option
3-57
60-Day Option
3-58
Rater Option
3-59
SHOW SLIDE 20: OPTIONAL REPORTS
Complete-the-Record reports are optional. Therefore, the absence of such a report from the official file at the time of the board’s review will not be a basis to request standby reconsideration unless the absence is due to administrative error or a delay in processing at HQDA.
For officers a DA Form 67–10 series- Complete-the-Record report may be submitted on a rated officer who is about to be considered by a DA selection board for promotion, project manager, school, or command (battalion or brigade level) provided the following conditions are met:
(1) The rated officer will be in or above the zone of consideration for promotion.
(2) The rated officer will have served for a minimum of 90 calendar days (excluding nonrated periods) in the same position under the same rater as of the Complete the Record date announced in the DA message announcing the zones of consideration.
(3) All other rating chain time minimums apply.
For NCOs a DA Form 2166–8-Complete-the-Record Report may be submitted on a NCO who is about to be considered by a DA centralized board for promotion, school, or CSM selection, provided the following conditions are met:
(1) The rated NCO will be in the zone of consideration (primary or secondary) for a centralized promotion board or in the zone of consideration for a school or CSM selection board.
(2) The rated NCO will have been under the same rater for at least 90 rated days as of the ending date established in the message announcing the zones of consideration.
(4) The rated NCO will not have received a previous report for the current duty position at the current organization.
Senior rater option reports. For DA Form 67–10 series and DA Form 2166–8, when a change in senior rater occurs, the senior rater may direct that a report be made on any officer whom they senior rate. This will apply only if the following conditions are met:
(1) The senior rater has served in that position for at least 60 calendar days. In cases where a general officer is serving as both rater and senior rater, the minimum rater requirement will also be 60 days versus the normal 90-day requirement.
(2) The rater meets the minimum requirements to give a report.
(3) The Soldier has not received a report in the preceding 90 calendar days.
(4) When an evaluation report is due within 60 calendar days of the change in senior rater, the senior rater will submit a senior rater option report to prevent that OER or NCOER being submitted without a senior rater evaluation.
Sixty-day option reports-When one of the conditions described in paragraphs 3–44 through 3–47 (Change of rater, change of duty etc.) occurs, and there are fewer than 90 calendar days but more than 59 calendar days (excluding nonrated periods) in the rating period, a report on rated Soldiers maybe initiated at the option of the rater. However, the following conditions will be met:
(a) The rated Soldier will be serving in an overseas designated short tour for a period of 14 months or less.
(b) The senior rater will meet the minimum time-in-position requirements to evaluate (60 days) and will approve or disapprove submission of the report. When the senior rater disapproves the submission of the report, the basis for the disapproval will be stated and the report returned through the rating chain to the rater. The rater will inform the rated individual that the report has been disapproved and destroy the report.
Rater option reports (DA Form 67–10 series only)-When one of the conditions described in Paragraph 3–59 occurs but there are fewer than 90 calendar days (excluding nonrated periods) in the rating period, an OER may be submitted at the option of the rater. However, the rated officer will have served continuously under the same rater in the same position for 90 or more calendar days in the previous rating period.
NOTE: USE EXAMPLE IN AR: An officer received an annual OER on 31 March. The rated officer departs PCS on 22 May. The rating period is 51 days. If those 51 days were spent in the same duty position under the same rater as shown on the report ending 31 March, the rater may, at their option, render a report for the period 1 April-21 May. All other rating chain minimums apply.
NOTE: Explain to students that Chapter 4 (Evaluation Redress Program) will not be explained in great detail during this class. However, as professional HR Soldiers and advisors to Soldiers and Commanders, they should research and become familiar with this program.
The reason submission codes correspond with the type of report being submitted and is a part of the drop down menu on the new evaluation forms.
AR 623-3, Chapter 3, Section X

21. Restrictions Evaluation Parameters (3-16) Comments (3-17)
Prohibited narrative techniques(3-18)
Unproven derogatory information (3-19)
Prohibited comments (3-20)
Comments about marital status and spouse (3-21)
SHOW SLIDE 21: RESTRICTIONS
There are preparation and processing guidelines and restrictions for evaluation reporting. The perimeters are:
(1) Each report will be an independent evaluation of the rated Soldier for a specific rating period. It will not refer to prior or subsequent reports. It will not remark on performance or incidents occurring before or after the period covered (para 3-20).
(a) For Relief-for-Cause reports have exceptions based on information pertaining to a previous reporting period. Example: A rating official may relieve a Soldier found to be involved in some illegal activity during a previous reporting period. They may refer to the prior rating period to explain the reasons for relief.
(b) When the most recent APFT performance or profile data occurred prior to the beginning date of the report. This exception is allowed in order to comply with APFT and height and weight requirements.
(2) Comments will not exceed the space provided on DA Form 67–10 series, DA Form 2166–8, DA Form 1059, or DA Form 1059–1. In preparing their comments, rating officials will convey a precise but detailed evaluation to convey a meaningful description of an officer’s performance and potential. In this manner, both Army selection boards and career managers are given the needed information on which to base a decision. (para 3-21).
(3) Prohibited narratives. The following techniques will not be used (para 3-20).
(a) Brief, unqualified superlatives or phrases, particularly if they may be considered trite.
(b) Too brief comments. These frequently need to be interpreted by the selection board and the career manager. If not correctly interpreted, the best interests of the Army and the rated soldier are not served. Some examples include, excessive use of technical acronyms or phrases not commonly recognized.
(c) Bullet comments.
(1) Appropriate bullet comments are required for NCOERs. For example, “outstanding physical and mental toughness. “Ranger of the Year” or “performs brilliantly under fire and in the most austere conditions.”
(2) Bullet comments are not acceptable for the OER or AER.
(d) Any technique aimed at making specific words, phrases, or sentences stand out from the rest of the narrative, including, but not limited to the following:
(1) Underlining.
(2) Excessive use of capital letters.
(3) Unnecessary quotation marks.
(4) Wide spacing between selected words, phrases, bullets or sentences to include double spacing within a Paragraph or between Paragraphs. Senior raters are not authorized any double-spacing between performance and potential comments.
(5) Italics and similar techniques.
(6) Bold or underlined text.
(7) Compressed type face or spacing.
(8) Handwritten comments. An exception is made for DA Form OER, parts IV, block b and part V for evaluations on BGs and on DA Form parts IV, blocks d; IV block e; and VI block c for evaluations on CW5s, which may be handwritten in black ink. In order to be processed and placed on the individual’s AMHRR, reports with handwritten comments must be legible.
(9) Exaggerated margins (“picture framing”). Paragraph indentation (if not excessive) is an acceptable practice if applied as standard convention of English prose (OER only).
(10) Inappropriate references to box checks (OERs). Senior raters may not make references to a profiled box check.
(11) Specific selection board language.
(4) Unproven derogatory information. No reference will be made to an incomplete investigation (formal or informal) concerning a Soldier.
(a) References will be made only to actions or investigations that have been processed to completion, adjudicated, and had final action taken before submitting the evaluation to HQDA. If the rated individual is absolved, comments about the incident will not be included in the evaluation.
(b) This restriction is intended to prevent unverified derogatory information from being included in evaluation reports. It will also prevent unjustly prejudicial information from being permanently included in a Soldier’s AMHRR, such as—
(1 ) Charges that are later dropped.
(2) Charges or incidents of which the rated individual may later be absolved.
(5) Any verified derogatory information may be entered on an evaluation. This is true whether the rated Soldier is under investigation, flagged, or awaiting trial. While the fact that a rated individual is under investigation or trial may not be mentioned in an evaluation until the investigation or trial is completed, this does not preclude the rating chain’s use of verified derogatory information. For example, when an interim report with verified information is made available to a commander, the verified information may be included in an OER, NCOER, or AER. For all reports, if previously reported information later prove to be incorrect or erroneous, the Soldier will be notified and advised of the right to appeal the report in accordance with chapter 6.
(a) Reports will not be delayed to await the outcome of a trial or investigation. Reports will be done when due and contain what information is verified at the time of preparation.
(b) For OER, when previously unverified derogatory information is later verified, an addendum will be prepared in accordance with AR and forwarded to HQDA. Rating officials will initiate such addendum to report verified misdeeds or professional or character deficiencies unknown or unverified when the OER was submitted. The addendum will ensure that the verified information will be recorded in the Soldier’s official records. However, it will not be submitted until completion of the investigation, imposition of punishment or verification of the information.
(6) Prohibited comments. The use of inappropriate or arbitrary remarks or comments that draws attention to differences relating to race, color, religion, gender, age or national origin is prohibited. Subjective evaluation will not reflect a rating official’s personal bias or prejudice (para 3-20).
(a) When non-judicial punishment is given and filed on the restricted fiche or locally under AR 27–10, paragraph 3–37, and AR 600–8–104, rating officials may not comment on the fact that such nonjudicial punishment was given to a rated Soldier. This does not preclude mentioning the rated Soldier’s underlying misconduct that served as the basis for the non-judicial punishment.
(b) No remarks on an evaluation report will be made on performance or incidents occurring before or after the rating period except:
Relief-for-Cause reports based on information pertaining to a previous reporting period. Example: A rating official may relieve a Soldier found to be involved in some illegal activity during a previous reporting period. They may refer to the prior rating period to explain the reasons for relief
The most recent APFT performance or profile data occurred prior to the beginning date of the report. This exception allows the rated individual to comply with APFT and height and weight requirements
(7) Comments about marital status and spouse. Any evaluation comments, favorable or unfavorable, will not be based solely on a rated Soldier’s marital status. For example, statements such as the following will not permitted: “LTC Doe and his wife make a fine command team” or “As a bachelor, MSG Doe can quickly react to this unit’s contingency missions.”
(a) Evaluation comments will not be made about the employment, educational, or volunteer activities of a rated individual’s spouse. For example, statements such as the following will not be permitted: “Mr. Doe’s participation in post activities is limited by civilian employment,” or “Mrs. Doe has made a significant contribution to Soldier morale by caring sponsorship of the hospital volunteer staff.”
(b) There are limited circumstances involving actual and demonstrable effect on the rated individual’s performance or conduct when comments containing reference to a spouse may be made. These comments will be focused on the rated Soldier’s actions, not those of the spouse. For example, statements such as the following will be permitted: “CPT Doe continued outstanding, selfless service, despite his wife’s severe illness,” or “COL Doe’s intemperate public confrontations with his wife were detrimental to his status as an officer.”
(8) Special Interest Items that can be mentioned in a Soldier’s evaluation report, when substantiated by a completed command or other official investigation:
(a) Involvement in a driving under the influence charge.
(b) Physical or mental Incapacitation.
(c) Acts of sexual misconduct, physical, or mental abuse.
(d) Criminal Acts reported in official military or civil authorities.
(e) Behavior that is inconsistent or detrimental to the good order, conduct and discipline.
(f) Adverse equal opportunity investigations.
(g) Acts of reprisal.
(h) Activities or behavior otherwise prohibited by AR 600–20.
Participation in Army Substance Abuse Program (3-24)
Evaluation of adverse action (3-25)
AR 623-3,Section VI

22. Referred Reports
OERs with the following entries are referred or adverse evaluation reports.
“FAIL” for the APFT in part IV, block a; or a “NO” entry for height and weight.
Rater performance evaluation of “Unsatisfactory” in part IV (Performance Evaluation – Professionalism, Competencies, and Attributes) for DA Form / DA Form
Rater performance evaluation of “Capable” in part IV (for CGP-OER and FGP-OERs), where the required explanation has derogatory information.
Rater potential evaluation in part IV where the required explanation has derogatory information (for SGP-OERs).
Senior rater potential evaluation of “Not Qualified” or “Unsatisfactory” in part VI, block a (SR – Potential Compared with Officers Senior Rated in Same Grade).
Senior rater potential evaluation of “Qualified” or “Retain as Colonel” in part VI, block a where the required explanation has derogatory information.
Any negative or derogatory comments contained in parts IV, parts V (Intermediate Rater), or parts VI (Senior Rater) of the evaluation report.
A “Relief for Cause” report submitted under the provisions of paragraph 3–54.
SHOW SLIDE 22: REFERRED REPORTS
OERs with the following entries are referred or adverse evaluation reports. Such OERs will be referred to the rated officer by the senior rater for acknowledgment and an opportunity to comment before being submitted to HQDA (see DA Pam 623–3 for detailed instructions and process for handling referred OERs).
(1) A “FAIL” for the APFT in part IV, block a indicating noncompliance with the standards of AR 350–1; or a “NO” entry for the height and weight indicating noncompliance with the standards of AR 600–9.
(2) A rater performance evaluation of “Unsatisfactory” in part IV, (for DA Form and DA Form ).
(3) A rater performance evaluation of “Capable” in part IV (for CGP-OER and FGP-OERs), where the required explanation has derogatory information.
(4) A rater potential evaluation in part IV where the required explanation has derogatory information (for SGPOERs).
(5) A senior rater potential evaluation of “Not Qualified” or “Unsatisfactory” in part VI, block a.
(6) A senior rater potential evaluation of “Qualified” or “Retain as Colonel” in part VI, block a where the required explanation has derogatory information.
(7) Any negative or derogatory comments contained in parts IV, parts V, or parts VI of the evaluation report.
A “Relief for Cause” report submitted under the provisions of paragraph 3–54.
NOTE: Rating officials are reminded AR (Suspension of Favorable Personnel Actions) explains procedural requirements for a nontransferable flag for “referred” and “Relief for Cause” evaluation reports.
NOTE: Refer to DA Pam 623–3, paragraph 2–26, for detailed instructions and process for handling referred OER reports.

23. Evaluation Redress Program Evaluation Redress Program
Commander’s Inquiry
Provide command involvement in preventing obvious evaluation injustices and in correcting errors before they become a matter of permanent record.
Not a prerequisite for submission of an appeal.
Not used to document differences of opinion amongst rating officials.
Commanders will not pressure/force raters to change their evaluation
Appeals Process
Soldier or another party can file an appeal of an evaluation report that he or she feels is unjust
Results of a Commander’s Inquiry does not constitute an appeal -- they may be used to support it
Substantiating evidence must support an appeal
Appeals based solely on the lack of counseling will not normally serve as a basis to invalidate a report
Two types:
Administrative (no time limit)
Substantive (3 year limit)
SHOW SLIDE 23: EVALUATION REDRESS PROGRAM
The Evaluation Redress Program consists of several elements at various levels of command (e.g., field, AHRC, Army G–1, and HQDA). The program is both preventative and corrective, in that it is based upon principles structured to prevent, and provide a remedy for, alleged evaluation injustices or regulatory violations, as well as to correct them once they have occurred.
The first program element is the communication process fostered by DA Form 2166–8–1, which affords the rated NCO a forum for establishing duty requirements and a discussion of actual accomplishments.
A second element is the various regulatory requirements, such as each report standing on its own without reference to facts or events occurring prior or subsequent to the rated period (para 3–20); the prohibition against command influence on rating officials during the preparation of reports.
The Evaluation Redress Program includes (in this order):
The Commander’s or Commandant’s Inquiry
The Appeals System
(3) Army Board of Correction of Military Records
Army Board of Correction of Military Records (ABCMR)
Highest level of administrative review within HQDA with the mission to correct errors in or remove injustices from Army military records

24. Check on Learning What constitutes a “Referred Report?”
Match the type of report to the definition:
a. Annual mandatory to cover any period of nonrated time since the previous evaluation b. Extended Annual report when 1 calendar year has elapsed
c. Change of Rater when a rated Soldier is reassigned to a different principal duty while still
d. Change of Duty serving under the same rater
e. Senior Rater Option may be rendered when a change in senior rater occurs
4. when the rated officer ceases to serve under the immediate supervision of the rater and minimum rating qualifications have been met
5. upon completion of 1 calendar year of duty, without periods of nonrated time
SHOW SLIDE 24: CHECK ON LEARNING
Conduct a Check on Learning, poll for questions, and summarize the Learning Activity.
Explain the proper use of Memorandums of Input. (AR 623-3, para 3-60)
The optional memorandum of input use applies only to Officer Evaluation Reports. At the Senior Rater’s discretion, officers who change Raters, but continue to perform the same duties under the same Senior Rater, may receive a memorandum of input from their departing Rater (Rater of Record) in lieu of a Change of Rater evaluation under certain circumstances.
What constitutes a “Referred Report?” (AR 623-3, para 3-26)
OERs with the following entries are referred or adverse evaluation reports. Such OERs will be referred to the rated officer by the senior rater for acknowledgment and an opportunity to comment before being submitted to HQDA (see DA Pam 623–3 for detailed instructions and process for handling referred OERs).
(1) A “FAIL” for the APFT in part IV, block a indicating noncompliance with the standards of AR 350–1; or a “NO” entry for the height and weight indicating noncompliance with the standards of AR 600–9.
(2) A rater performance evaluation of “Unsatisfactory” in part IV, (for DA Form and DA Form ).
(3) A rater performance evaluation of “Capable” in part IV (for CGP-OER and FGP-OERs), where the required explanation has derogatory information.
(4) A rater potential evaluation in part IV where the required explanation has derogatory information (for SGPOERs).
(5) A senior rater potential evaluation of “Not Qualified” or “Unsatisfactory” in part VI, block a.
(6) A senior rater potential evaluation of “Qualified” or “Retain as Colonel” in part VI, block a where the required explanation has derogatory information.
(7) Any negative or derogatory comments contained in parts IV, parts V, or parts VI of the evaluation report.
A “Relief for Cause” report submitted under the provisions of paragraph 3–54.

25. Officer Evaluation Reports (OERs)
DA Form
Company Grade Plate (O1 - O3; WO1 - CW2) OER
DA Form
Field Grade Plate (O4 - O5; CW3 - CW5) OER
DA Form
Strategic Grade Plate (O6) OER
DA Form
Strategic Grade Plate (O7) OER
SHOW SLIDE 25: OFFICER EVALUATION REPORTS (OERS)
Learning Step/Activity 5. Define Forms used for Evaluations
Method of Instruction: Conference/Discussion
Instructor to Student Ratio: 1:16
Time of Instruction: 10 mins

26. Company Grade Form Page 1
Administrative data remains consistent with the legacy OER (67-9).
Highlights the need for a supplementary reviewer is required by updated AR / DA PAM
Addresses the completion of the multi-source assessment feedback.
Rater’s comments pertaining to APFT move to Page 1.
Performance block checks and the Rater’s overall performance assessment.
SHOW SLIDE 26: COMPANY GRADE FORM PAGE 1
Here is an example of what the front side of the Company Grade form looks like. I show you for frame of reference; I will enlarge portions of the form on subsequent slides for discussion.
The Company Grade Evaluation will be used for 2LTs through CPT and WO1s through CW2.
Note that the top half closely resembles the previous evaluation with the exception of a 360 MSAF date box which will replace the mandatory Multi-Source Assessment and Feedback (MSAF) statement required on the previous OER form.
Just below the duty description is a new APFT field. Raters now have the option to comments APFT if desired. Mandatory comments will be required for failures, profiles which preclude an officer from performing his/her duties, and failing to meet height/weight standards, etc.
The rater will indicate the number of officers he or she rates at that current grade and whether or not the OER Support Form was submitted to the rater.
Below the APFT section is where the Rater will indicate his/her assessment based on duty performance against the Army officer peers that a Rater rates. You will notice that the names of the boxes have changed to “EXCELS,” “Proficient,” “Capable,” and “Unsatisfactory. Raters will be limited and not be able to give more than 49% in the “EXCELS”.
The Rater’s comment block will allow for up to “four” lines of narrative text as it pertains to “PERFORMANCE” only.
Up to 4 lines of text 26

27. Rater Assessment Company Grade Form Page 2
Focused on Attributes and Competencies (ADRP 6-22)
More prescriptive
Performance based assessment
Mandatory entry for each Attribute/Competency
Encourages specific discussion with Rated Officer on desired traits
Comments on performance – not potential
Intermediate Rater if applicable
Senior Rater block checks redefined to better identify leader potential
Most Qualified
Highly Qualified
Qualified
Not Qualified
Up to 4 lines of text
Up to 5 lines of text
SHOW SLIDE 27: RATER ASSESSMENT COMPANY GRADE FORM PAGE 2
Page 2 of the Company Grade form is broken down into 6 different areas where the Rater will write up to “four” lines of narrative for the leadership attributes and competencies which align with the Support Form and ARDP 6-22 (Army Leadership) doctrine.
The Intermediate Rater comments block will only be utilized for special branches that require dual supervision/advisory such as Chaplains and JAG officers etc. Intermediate Raters may enter up to “five” lines of narrative comments where they will address both “Performance” and “Potential.”
The Senior Rater box checks will still have 4 box checks, though the names of the boxes have changed. The previous “Above Center of Mass” is now the “MOST QUALIFIED” which is still limited to LESS than 50%. The previous “Center of Mass” is now “Highly Qualified.” “Qualified” does not refer the report. Highly qualified is not constrained and it is important to note that “Qualified” is not adverse.
The Senior Rater comments box looks similar but will be limited to “five” lines of narrative and the Senior Rater will only comment on “Potential.”
The future assignments field at the bottom of the form has changed. The SR Rater must now list three “future successive” assignments looking 3-5 years out.
Up to 5 lines of text 27

28. Field Grade Form Page 1
Administrative data remains consistent with the CO Grade evaluation.
Raters have the opportunity to comment on possible broadening and operational assignments.
Attribute of Character is highlighted on the Field Grade Form.
SHOW SLIDE 28: FIELD GRADE FORM PAGE 1
This slide shows page 1 of the Field Grade form.
The administrative data in the top third of the form is the same as the Company Grade Report.
There are two new assignments fields at the bottom of the page. The first is where the Rater can indicate up to three “Broadening” assignments best suited for the rated officer. The second is where the Rater may list the 3 “Operational” assignments where the rated officer is best suited for. Ideally think 3-5 years out.
The last field at the bottom of the form is where the Rater will write up to 4 lines of narrative text commenting on Character. 28

29. Rater Assessment: Field Grade Form Page 2
Rater comments on the Officer’s performance against the Attributes and Competencies during the rating period
Box checking philosophy remain consistent; less than 50% EXCELS
Rater’s overall performance is further codified in the Comments section
No comments on potential
Up to 5 lines of text
Up to 4 lines of text
Up to 5 lines of text
SHOW SLIDE 29: RATER ASSESSMENT: FIELD GRADE FROM PAGE 2
Raters will have up to 5 lines of narrative text which demonstrate “Performance” regarding Field Grade attributes and competencies as it relates to the Rated Officer’s duty description. (NOTE: Raters will not mention potential)
The Rater will indicate how many Army Officer he/she “currently” rates and indicate whether an OER Support Form was submitted to the Rater. The Rater will check the appropriate box based on overall performance based on all of the officers in that specific grade that he or she has rated.
The Rater’s “EXCELS” box check is the only constrained box. It is limited to 49% or less.
Just below the Rater’s overall performance box check, the Rater has up to 4 lines of narrative text to comment on the Rated Officer’s overall performance as compared to everyone of that grade the rater has rated to date.
Intermediate Raters will only be used for Special Branches and some Joint situations. They will have 5 lines of narrative text where they will comment on both performance and potential.
The Senior Rater portion is the same as on the Company Grade form. The Senior Rater will have up to 5 lines to comment on “potential” only, then list the 3 future successive assignments the officer is best suited for, looking 3-5 years out.
Up to 5 lines of text 29

30. Rater Recommended Assignments
(Field Grade and Strategic Level)
Field Grade Plate- Rater Recommended
Strategic Grade Plate- Rater Recommended
SHOW SLIDE 30: RATER RECOMMENDED ASSIGNMENTS
This slide shows close up portions of the Field Grade and Strategic grade reports where Raters MAY recommend potential “Broadening,” “Operational”, and “Strategic” assignments looking 3-5 years out.
This data will assist Assignment and Career Managers in selecting the right officer for the right assignment. 30

31. Strategic Report (COL) Page 1
Admin data mirrors Company and Field Grade forms.
Raters will recommend future strategic assignments to assist talent managers in placing the Rated Officer into their next duty assignment.
SHOW SLIDE 31: STRATEGIC REPORT (COL) PAGE 1
The front page of the Strategic Grade Colonel report mirrors the field grade report with one exception. Instead of recommending “Broadening” and “Operational” assignments, on the COL report Raters “may” provide up to 3 “Strategic” level assignments best suited for that officer.
Raters will have up to 4 lines of narrative text to comment on character. 31

32. Strategic Report (COL) Page 2
Rater’s of COLs will comment on the Officer’s potential.
Senior Rater box check labels change from Company and Field Grade Officer forms.
Up to 5 lines of text
Up to 5 lines of text
SHOW SLIDE 32: STRATEGIC REPORT (COL) PAGE 2
Because the math will change, Senior Raters of Colonels, had their COL profile restarted on 1 Apr 14 for reports rendered using the They were given a credit of 5 in “Retain as Colonels” which will allow immediate recognition of top performers.
Unlike the Field Grade report, Raters of Colonels will have 5 lines of narrative to comment on Performance and an additional 5 lines of narrative to comment on Potential.
The names of the box checks in the Senior Rater section have changed to better stratify top performers. There is a “Multi-Star” and “Promote to BG” block. Both are equivalent to the previous “Above Center of Mass.” The Multi-star potential block is limited to not more than 24%. The cumulative percentage of both Multi-star and Promote to BG cannot exceed 49%. (NOTE: A Senior rater can elect NOT to give any multi-star blocks and issue up to 49% for the Promote to BG block).
There is a 3rd box, “Retain as Colonel” which is equivalent to a Center of Mass.
Cumulative percentage must remain below 50%

33. Strategic Report (BG) Report
1-Page OER for BGs.
Rater and Senior Rater both comment on character and potential.
No rater and senior rater box check.
Processes thru HRC to Officer’s Army Military Human Resource Record.
SHOW SLIDE 33: STRATEGIC REPORT (BG) REPORT
This slide shows an example of the Brigadier General evaluation report. It is a one page evaluation report.
Raters and Senior Raters will comment on both “Character” and “Potential.”
Like the other three evaluation reports, this evaluation report will also be processed through HRC and ultimately to the Officer’s AMHRR. 33

34. Evaluation Entry System (EES)
SHOW SLIDE 34: EVALUATION ENTRY SYSTEM (EES)
Learning Step/Activity 7. Employ the Evaluation Entry System (EES)
Method of Instruction: Conference/Discussion
Instructor to Student Ratio: 1:16
Time of Instruction: 15 mins

35. Evaluation Entry System (EES)
Revised web-based tool developed at HRC to complete and submit evaluations.
Consolidated AKO Myforms Wizard, IWRS, EXCEL profile calculators, etc.
Benefits:
Enhanced wizard to guide rating chain and Human Resources professionals in preparing the evaluation.
Multi-pane dashboard allows user to view data input and form simultaneously.
Built-in tool to view and manage Rater and Senior Rater profiles.
Provides quick reference to AR and DA PAM
Eliminates accessing multiple systems and consolidates evaluation tools to one system.
Does not delay evaluation processing due to rater profile “misfires” (automatic downgrade).
SHOW SLIDE 35: EVALUATION ENTRY SYSTEM (EES)
The Evaluation Entry System (EES) is a web-based, CAC enabled system to process the revised evaluation forms.
Benefits:
Enhanced wizard to guide rating chain and Human Resources professionals in preparing the evaluation.
Multi-pane dashboard allows user to view data input and form simultaneously.
Built-in tool to view and manage Rater and Senior Rater profiles.
Provides quick reference to AR and DA PAM
Eliminates accessing multiple systems and consolidates evaluation tools to one system.
Does not delay evaluation processing due to rater profile “misfires” (automatic downgrade).

36. EES Landing Page https://evaluations.hrc.army.mil
SHOW SLIDE 36: EVALUATION ENTRY SYSTEM (EES)
This slide shows the Evaluation Entry System landing page when users log into the system.
From this landing page, users can select from a variety of options depending on what they desire to do. Users can create a Support Form, Evaluation, or review their rater and senior rater profile.
Some of the button links are in development (grayed out) and not yet operational.
On the left, users have access to useful links and resources.
On the right, users will see recent OER activity associated to that user.

37. OER Processing in EES STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7
Rated officer or rater enters support form in EES.
Rater creates OER and reviews with rated officer and makes necessary adjustments.
Rater notifies SR that report is ready for SR comments.
SR logs into EES and enters his rating and notifies Supplementary Review (if required).
Do not lock rating in this step.
STEP 5
STEP 6
STEP 7
STEP 8
Supplementary Reviewer reviews report and provides assistance and advice to rating officials (RO) as necessary.
RO reviews and/or requests S1 review (RO sends report in to S1 for review or adds them as delegates).
S1 will scan and return report w/necessary updates or as delegates, edit changes in EES and informs Rater.
Rater locks his rating and begins the signing process. Rated officer signs last.
Supplementary Reviewer is used when there is no Uniformed Army Officer in the rating chain.
Reports may be signed NET 14 days before the “thru” date.
Reports cannot be submitted to HQDA prior to the “thru” date.
OERs will be late after 90 days from the “thru” date.
SHOW SLIDE 37: OER PROCESSING IN EES
The intent of the EES is to streamline as much as possible and minimize traffic while maintaining effective communication and ensure timely submission.
STEP 1 - Rated officer or rater enters support form in EES.
STEP 2 - Rater creates OER and reviews with rated officer and makes necessary adjustments. Do not lock rating in this step.
STEP 3 - Rater notifies SR that report is ready for SR comments
STEP 4 – SR logs into EES and enters his rating and notifies Supplementary Review (if required).
STEP 5 – SR logs into EES and enters his rating and notifies Supplementary Review (if required). NOTE: Supplementary Reviewer is used when there is no Uniformed Army Officer in the Rating Chain.
STEP 6 – SR logs into EES and enters his rating and notifies Supplementary Review (if required).
STEP 7 – S1 will scan and return report w/necessary updates or as delegates, edit changes in EES and informs Rater.
STEP 8 – Rater locks his rating and begins the signing process. Rated officer signs last. Reports may be signed NET 14 days before the “thru” date. Reports cannot be submitted to HQDA prior to the “thru” date. OERs will be late after 90 days from the “thru” date.
STEP 9 - SR or delegate (per unit SOP) submits to HQDA.
STEP 9
HQDA
SR or delegate (per unit SOP) submits to HQDA.
The intent is to streamline as much as possible and minimize traffic while maintaining effective communication and ensure timely submission.

38. Rater and Senior Rater Profile Management
SHOW SLIDE 38: OFFICER EVALUATION REPORTS (OERS)
Learning Step/Activity 8. Rater and Senior Rater Profile Management
Method of Instruction: Conference/Discussion
Instructor to Student Ratio: 1:16
Time of Instruction: 40 mins

39. Rater Profile
Maintain less than 50% of reports written by grade in the “EXCELS” box (for Raters of LTCs and below).
Flexibility - Raters have a “credit” of 3 in the “Proficient” box to start profile.
OER profiles calculated based on date Rater “Locks” the profile
May not Lock profile earlier than 14 days prior to report THRU Date.
OERs are due at HRC within 90 days after the thru date of evaluation.
Senior Rater sequencing does not interfere with the Rater’s Locked profile.
Maintain a working copy of your rater profile and monitor for accuracy
Profile calculators will be provided in EES for raters to use, which will assist with profile management.
SHOW SLIDE 39: RATER PROFILE
This slide covers some of the basic fundamentals of the Rater Managed Profile Technique.
Raters of LTCs and below will now be accountable and limited to the number of “EXCELS” block he/she can give. Raters must ensure that of the OERs submitted that he/she remains awards less than 50% of all OERs, by grade, as a top box EXCELS selection.
Raters will receive a credit of 3 in the “Proficient” box which will allow a Rater the flexibility to render an “EXCELS” for not more than “two” of the first 3 reports. (Note: If a Rater submits 1 “EXCELS” then the math is 1 EXCELS combined with credit of 3 proficient which makes 1 “EXCELS” of 4 combined reports which equals 25% total for EXCELS – when a Rater submits 2 EXCELS combined with credit of 3 proficient’s, then the profile is 2 “EXCELS” of 5 reports which equals 40% EXCELS (which is less than 50% and within tolerance.)
Profiles are calculated upon receipt at HQDA.
Evaluations are still due to HRC NLT 90 days after thru date on the evaluation.
Raters will have to manage a profile which is a Dash 2 (-2) and monitor it for accuracy. Leaders must share experiences on profile management with junior officers.
The new Evaluation Entry System (EES) will have built in profile calculators to assist raters. It is extremely important to note that evaluations that are mailed in must be accounted for by rater until they have been received at HRC and calculated into an individual’s profile numbers. The Entry Evaluation System will prevent an individual from breaking their profile; however, it is only as accurate as what it can see. Remember, mailing an evaluation is like writing a check. Your bank does not know you have written a check until it arrives and gets deducted. 39

40. Rater Box Check Defined
EXCELS:
Results far surpass expectations.
The officer readily (fluently/naturally/effortlessly) demonstrates a high level of the all attributes and competencies.
Recognizes and exploits new resources; creates opportunities.
Demonstrates initiative and adaptability even in highly unusual or difficult situations.
Emulated; sought after as expert with influence beyond unit.
Actions have significant, enduring, and positive impact on mission, the unit and beyond.
Innovative approaches to problems produce significant gains in quality and efficiency.
Proficient: NORM
Consistently produces quality results with measurable improvement in unit performance.
Consistently demonstrates a high level of performance for each attribute and competency.
Proactive in challenging situations.
Habitually makes effective use of time and resources; improves position procedures and products.
Positive impact extends beyond position expectations.
Capable:
Meets requirements of position and additional duties.
Capable of demonstrating Soldier attributes and competencies and frequently applies them.
Actively learning to apply them at a higher level or in more situations.
Aptitude, commitment, competence meets expectations.
Actions have a positive impact on unit or mission but may be limited in scope of impact or duration.
SHOW SLIDE 40: RATER BOX CHECK DEFINED
EXCELS:
Results far surpass expectations.
The officer readily (fluently/naturally/effortlessly) demonstrates a high level of the all attributes and competencies.
Recognizes and exploits new resources; creates opportunities.
Demonstrates initiative and adaptability even in highly unusual or difficult situations.
Emulated; sought after as expert with influence beyond unit.
Actions have significant, enduring, and positive impact on mission, the unit and beyond.
Innovative approaches to problems produce significant gains in quality and efficiency.
Proficient: NORM
Consistently produces quality results with measurable improvement in unit performance.
Consistently demonstrates a high level of performance for each attribute and competency.
Proactive in challenging situations.
Habitually makes effective use of time and resources; improves position procedures and products.
Positive impact extends beyond position expectations.
Capable:
Meets requirements of position and additional duties.
Capable of demonstrating Soldier attributes and competencies and frequently applies them;
Actively learning to apply them at a higher level or in more situations.
Aptitude, commitment, competence meets expectations.
Actions have a positive impact on unit or mission but may be limited in scope of impact or duration.

41. Rater Profile Management
Rater profile established for raters of company and field grade officers.
Maintain less than 50% of reports written by grade in the “EXCELS” box (for raters of LTCs and below).
Flexibility - Raters have a “credit” of 3 in the “Proficient” box to start profile.
Rater OER profiles calculated based on Profile LOCK date as evidenced by “LOCKING” the profile indication (Locking as a Rater is the same as signing and sending to HQDA for a Senior Rater); once an indication of performance is LOCKED, the rater cannot retrospectively change mind (undo) on block check without HQDA exception to policy.
LOCKING cannot be completed earlier than 14 days before the THRU Date on the Evaluation.
OERs are due at HRC within 90 days after the thru date of evaluation.
Maintain a working copy of your rater profile and monitor for accuracy.
EES will have built in profile calculators. This profile calculator is your profile. It does not predict your plans. Profile calculators are provided for raters to use (example on next slide) are available on the Evaluation Webpage at HRC.
HRC will explore an automated “Profile Predictor” for future release**
SHOW SLIDE 41: RATER PROFILE MANAGEMENT
On this slide you’ll see some of the basic fundamentals of the new Rater Managed Profile Technique for raters of LTCs and below.
The Managed Profile Technique ensures raters can have confidence that other Raters are not gaining an advantage and that they are still able to give their best officers a good rating without hurting other.
Of course, the bottom line of the technique is that Raters must keep less than 50% of all OERs written, separated by grade, as a top box “EXCELS”.
HRC will apply a credit of 3 in “Proficient” once the profile is started.
The rater cannot mention the box check in any way as a means to ‘beat” the restriction. The rater cannot say: “if I had an EXCELS box to give”--- The rater cannot go back and “retrospectively” change the block check either. The profile is calculated upon rater’s LOCKING the report in EES.
OERs are due at HRC within 90 days of Thru date on report, so plan accordingly. EES will assist raters and senior raters with profile management, but raters can always keep a separate tracker/calculator that I will show you later.
Can unlock but must send a memorandum to HRC requesting so (MILPER Message).

42. Rater Profile - 4 Box System
Profile Credit of 3 – By Grade
Profile Credit Start
After first 10 Reports with Credit
After first 20 Reports with Credit
Rater profile credit of 3 in Proficient Box. Profiles are counted by grade, not cumulative for all grades
Rater may submit:
6 of first 10 as EXCELS
EXCELS box must be less than 50% profile limitation
Rater may submit:
11 of first 20 as EXCELS
EXCELS cannot exceed the 50% profile limitation
SHOW SLIDE 42: PROFILE CREDIT OF 3 – BY GRADE
This slide depicts the Rater profile math using the 4 box system.
Each grade will receive a credit of 3 in the “Proficient” category.
Looking at the first diagram you can see where the rater has been credited with 3 in the “Proficient” category.
The second diagram shows how the math will add up after the first 10 evaluations have been submitted (13 evaluations factoring in the credit of 3). After submitting 6 evaluations with “EXCELS” and 7 with “Proficient” it will bring the rater’s profile to 46% in “EXCELS” which is within the LESS THAN 50% standard. The “Proficient” category will be at 53%.
The third diagram shows how the math will calculate after the first 20 reports have been submitted with a credit of 3 in “Proficient.” A rater can submit up to 11 evaluations with “EXCELS” and 12 with “Proficient” which will put the Rater’s “EXCELS” profile at 47.8% which is still within standard of being LESS THAN 50%.
Using a Profile Credit of 3: Minimal inflation in the “EXCELS” Box
Unclassified

43. Rater Box Check
Rater overall assessment of rated officer’s performance compared to officers in same grade
Limited to Company and Field Grade forms
e. This Officer’s Overall Performance is Rated as: (Select one box representing Rated Officer’s overall performance compared to others of the same grade whom you have rated in your career. Managed at less than 50% in EXCELS.) I currently rate____ Army Officers in this grade.
EXCELS PROFICIENT CAPABLE UNSATISFACTORY X
Norm
Comments:
Example Rater Label:
HQDA COMPARISON OF THE RATER’S PROFILE AND BOX CHECK AT THE TIME THIS REPORT PROCESSED
SHOW SLIDE 43: RATER BOX CHECK
This slide depicts the box checks that a Rater can select with regard to the rated officer’s performance as compared to all of the officers the Rater has rated throughout his/her career.
The bottom portion of the slide shows an example of the HQDA label that will be over-stamped on the OER once processed at HQDA. The label will contain the Rated Officer’s name, date the evaluation was submitted to HQDA, the number of ratings for this officer, and the total number of ratings for officers in this grade.
PROFICIENT
RO: RANK SOLDIERS NAME
SSN: xxx-xx-xxxx
DATE:
RATINGS THIS OFFICER:
R: RANK/GRADE NAME
SSN: xxx-xx-xxxx
TOTAL RATINGS:
Comments: 43

44. Rater Managed Profile Labeling Rules
Rule #1: If the Rater checks “Proficient” box, then the report is always labeled “Proficient”
Rule #2: If the Rater checks “Capable” or “Unsatisfactory” box, then the report is always respectively labeled “Capable” or “Unsatisfactory”
The sum of “Proficient,” “Capable,” and “Unsatisfactory” box checks should always be greater than 50% of total ratings
Rule #3: If the Rater checks “EXCELS” box and rater’s profile is less than 50%, then the report is labeled “EXCELS”
An entry of “EXCELS” will only be accepted if the mathematical result of the entry is less than 50% of the total number of reports rendered in that grade.
SHOW SLIDE 44: RATER MANAGED PROFILE LABELING RULES
Shown on the slide are the four rules involved with a managed profile technique for those receiving a box check.
Rule #1: If the Proficient box is checked, a HQDA electronically generated Proficient label will be applied to the report, regardless of the senior rater’s profile.
Rule #2: If Capable box or Unsatisfactory box is checked, a HQDA electronically generated Capable label or Unsatisfactory label will be applied to the report, regardless of the senior rater’s profile.
NOTE: Tell the students that the Proficient, Capable, and Unsatisfactory are added together when determining the next two rules - those for EXCELS boxes.
Rule #3: If the Rater checks “EXCELS” box and rater’s profile is less than 50%, then the report is labeled “EXCELS”
An entry of “EXCELS” will only be accepted if the mathematical result of the entry is less than 50% of the total number of reports rendered in that grade.
Rule #4: MISFIRE – “If the Rater checks the “EXCELS” box and rater’s profile is equal to or greater than 50%, then the report is labeled “Proficient" and the rater is charged with EXCELS. EES will not allow Misfires online.
Rule #4: MISFIRE – “If the Rater checks the “EXCELS” box and rater’s profile is equal to or greater than 50%, then the report is labeled “Proficient" and the rater is charged with EXCELS. EES will not allow Misfires online.

45. Example Rater Profile Calculator/Tracker
Will be available thru Evaluation Entry System Website
SHOW SLIDE 45: RATER PROFILE CALCULATOR/TRACKER
INSTRUCTIONS FOR RATER PROFILE MANAGEMENT CALCULATOR  
This worksheet is designed to assist raters in keeping track of ratings rendered under the Officer Evaluation Entry System using DA Form This unofficial worksheet should mirror information found on the profile report. It is available thru Evaluation Entry System Website
Raters must maintain a separate worksheet for each rank, for the ranks of WO1, CW2, CW3, CW4, 2LT, 1LT, CPT, MAJ, and LTC. The rater will have one combined profile for each component: Active, USAR, and ARNG are not separate. Promotable officers serving in positions authorized at the promotable grade are profiled at the higher grade by entering a rank with (P) in Part Ic on the OER.
This is an unofficial worksheet, which may be modified to meet individual needs. Instructions for columns on the worksheet follow:
1. On the correct rank TAB at bottom of sheet, enter the Ratee’s Name, Type, and Date of Evaluation.
2. Enter a one in the corresponding Box Checks (grey box) column. You see a credit of 3 in Proficient Box to allow Raters some flexibility on issuing EXCELS for initial reports.
3. Annotate the box check the Rater made on the OER in the Profile (green box) column by adding a “1” to the respective box and carry the balances down from above. For computing and profiling purposes Proficient, Capable, and Unsatisfactory box checks are totaled, then the number of EXCELS issued is divided by the total number of reports completed to get % EXCELS (must remain under 50%). The total column (in yellow) calculates the total number of Evals completed for that rank. Information should be verified with HRC (by reviewing EES periodically).
4. Enter date due to HRC (forecast 90 days after thru date of evaluation)
5. Enter the actual date completed at HRC (verify in EES).
6. Total EXCELS % calculates number of EXCELS at far right of the sheet (tan), which must maintain less than 50%.
POC: OER Profile Policy questions. Evaluation Systems Office, USA HRC, (502) (DSN: 983),

46. Senior Rater Box Check - LTC & Below
Four box profile remains consistent with previous system; provides more options for senior raters
Highly Qualified and Qualified enable greater stratification
Most Qualified becomes the control box (limited to less than 50%)
No restart of profile; no close-out reports
BOX CHECK ASSESSMENT
MOST QUALIFIED: Strong potential for BZ and CMD; potential ahead of peers
HIGHLY QUALIFIED: Strong potential for promotion with peers
QUALIFIED: Capable of success at the next level; promote if able
NOT QUALIFIED: Not recommended for promotion
= Current COM
SHOW SLIDE 46: SENIOR RATER BOX CHECK LTC & BELOW
Senior Raters will continue to have a 4 box check system they can use to assess Potential.
The top 3 blocks are favorable. Each recommends promotion.
Highlighted in yellow box to the right, it defines the level of stratification for potential and future promotion.
Profile transfers for LTC and below. The New system will read from your existing SR profile, and continue to include any reports submitted using the 67-9 when providing the real-time SR profile.
Additionally, Senior Raters will receive a “Warning Label” if rendering a Most Qualified box will cause a misfire.
An official misfire (going over 49.9% in that rank) will calculate the SR profile against the Most Qualified box, but show a DA Label of Highly Qualified when the board reviews the OER.
Not Referred 46

47. Senior Rater Comments
SR assessment of rated officer’s potential for promotion when compared with other officers.
Intended to capitalize on SR’s:
Experience
Broad organizational perspective
Tendency to focus on organizational requirements and actual performance results.
OER Support Form should assist SR and supplement more traditional means of evaluation – personal observation, reports and records, other rating officials, etc.
“Good” SR Comments
Enumeration
Promotion potential
Next higher position potential
Schooling
DA PAM 600-3, Chapter 2
SHOW SLIDE 47: SENIOR RATER COMMENTS (1 OF 2)
Promotion and selection boards expect clear and concise Senior Rater comments. Good SR comments should provide enumeration, potential on promotion, potential on next higher position, and schooling. The OER Support Form should be prepared with care and is intended to assist the SR and supplement the more traditional means of evaluation – personal observation, reports and records and input from other rating officials. DA PAM provides the following guidance:
2-8. Part VI, Senior Rater
a. Part VI is the senior rater's assessment of the rated officer's potential. Part VI is intended to capitalize on the senior rater's additional experience, broad organizational perspective, and tendency to focus on the organizational requirements and actual performance results. Information on the rated officer's DA Form A is intended to assist the senior rater and supplement more traditional means of evaluation, such, as personal observation, reports and records, and other rating officials.
-and-
c. In evaluating the whole officer, the senior rater makes an assessment of the officer's potential for promotion to the next higher grade when compared with other officers. In doing so, a senior rater must carefully manage the percentage of his or her "MOST QUALIFIED" ratings and must, therefore, be aware of when an officer will be in a zone of consideration for promotion, command, or school selection in order to render "MOST QUALIFIED" ratings accordingly.

48. Senior Rater Profile Management
Senior Rater profile established for Senior Raters of company and field grade officers.
Maintain less than 50% of reports written by grade in the “Most Qualified” box (for raters of LTCs and below).
Flexibility - Raters may indicate Most Qualified for 1 of the first 4 reports.
Senior Rater OER profiles are calculated based on date and time of receipt at HQDA; once an evaluation is completed, the rater cannot retrospectively change mind on block check.
OERs are due at HRC within 90 days after the thru date of evaluation.
Maintain a working copy of your rater profile and monitor for accuracy.
EES will have built in profile calculators. Profile calculators are provided for raters to use (example on next slide) available on Evaluation Webpage.
SHOW SLIDE 48: SENIOR RATER PROFILE
Senior raters must maintain less than 50% for all reports written on officers WO1-LTC in a single grade in the Most Qualified Box to retain the MOST QUALIFIED label at final processing.
A rule in AR allows any one of the first four OERs written in any grade to be a Most Qualified, even though the percentage might exceed the 50% rule. After the first four reports are rendered, any OERs for a given grade must maintain an Most Qualified percentage less than 50%.
OER Senior Rater profiles are calculated based on date of receipt at HQDA. Multiple OERs received on the same day will profile as of DATE TIME OF receipt and will include HARD COPY (mailed or copies) as of the synchronization date (day prior). If the rated officer’s name is not included in your profile numbers and his or her OER was not sent via EES, you may misfire.
OERs process and profile at HQDA in date of receipt order. An OER received today will not complete processing and profiling before one of the same rank and same senior rater that arrived last week.
The profile for any single grade may only be restarted if at least 3 OERs for the same grade have processed, senior raters obtain permission /authorization from their senior raters and at least one OER in this grade has already been documented as a misfire. The senior rater must notify HQDA Evaluations Systems Branch (AHRC-PD) and both must agree to the effective date and grade(s) for the restart.

49. Senior Rater Box Check - COLs
No Rater “box check.”
Rater narrative comments focused on performance and potential.
Change Box Check Terminology and option of 24% and % limits (more restrictive than current system).
More clearly identifies the best compared to current system.
Required restart of COL population.
Senior Rater received a “credit” of 5 to start profile in “Retain as Colonel” block.
Senior Rater philosophy will best determine how to describe the rated officer’s General Officer Potential.
a. POTENTIAL COMPARED WITH OFFICERS SENIOR RATED IN SAME GRADE (OVERPRINTED BY DA)
MULTI-STAR POTENTIAL
(Limited to no more than 24%)
PROMOTE TO BG
(25% to 49%)
RETAIN AS COLONEL
UNSATISFACTORY
Note: Combined cumulative percentages of both “MULTI-STAR POTENTIAL” and “PROMOTE TO BG” will not exceed 49%
CUMULATIVE % Remains less than 50%
SHOW SLIDE 49: SENIOR RATER BOX CHECK COLs
Because the math changed, Senior Raters of Colonels, had their COL profile restarted on 1 Apr 14 for reports rendered using the They were given a credit of 5 in “Retain as Colonels” which will allow immediate recognition of top performers.
Unlike the Field Grade report, Raters of Colonels will have 5 lines of narrative to comment on Performance and an additional 5 lines of narrative to comment on Potential.
The names of the box checks in the Senior Rater section have changed to better stratify top performers. There is a “Multi-Star” and “Promote to BG” block. Both are equivalent to the previous “Above Center of Mass.” The Multi-star potential block is limited to not more than 24%. The cumulative percentage of both Multi-star and Promote to BG cannot exceed 49%. (Note. A Senior rater can elect NOT to give any multi-star blocks and issue up to 49% for the Promote to BG block).
There is a 3rd box, “Retain as Colonel” which is equivalent to a Center of Mass.
MULTI-STAR POTENTIAL
(Limited to no more than 24%)
PROMOTE TO BG
(25% to 49%)
Multi-Star limited to 24% of total reports
Promote To BG limited to 25% – 49.9% of total reports
Two ACOM
Boxes

50. Profile Credit of 5 for Colonel Report
Profile Credit at Implementation
After first 5 Reports with Credit
After first 10 Reports with Credit
Senor Rater Limit:
No more than 24% Multi-Star.
No more than 25-49% cumulative total for PROMOTE TO BG and MULTI-STAR.
Senior Rater may submit:
2 of first 5 reports as MULTI-STAR 24%.
2 of first 5 as PROMOTE TO BG.
Top two boxes cannot equal (50%) cumulative profile limitation for the top two boxes.
Senior Rater may submit:
3 of first 10 reports as MULTI-STAR 24%.
4 of first 10 as PROMOTE TO BG.
Top two boxes cannot equal (50%) cumulative profile limitation for the top two boxes.
SHOW SLIDE 50: PROFILE CREDIT OF 5 FOR COLONEL REPORT
This slide shows what the math looks like once the Colonel profile was reset and given a credit of 5 in the “Retain as Colonel” category.
The second box shows what the profile will look like after the first 5 reports with credit of 5 factored in. A senior rater can give up to 2 “Multi-star” and 2 “Promote to BG.” The cumulative percentage of both Multi-star and Promote to BG is 40%.
The third box shows what the profile will look like after the first 10 reports with credit of 5 “Retain as Colonel” factored in. Three of the first 10 reports can be given a “Multi-star” and 4 of the first 10 can be “Promote to BG.” The combined total of Multi-star and Promote to BG is 46% which is just below the maximum percentage of 49%.
Upon system restart, profiles look like this. 50

51. How to Lock the Sr Rater Profile Allows Sr Raters to see their profile
SHOW SLIDE 51: HOW TO LOCK THE RATER PROFILE
This slide shows a snapshot of what the “Rater” will see within the new Evaluation Entry System.
After entering the Performance block comments, the Rater will select the appropriate overall performance block rating then will have to “lock” that rating.
The system has a built in profile calculator which will not let you select an “EXCELS” block if your profile does not support it. If an individual’s profile does not support giving an “EXCELS” box check then the option will be grayed out and not allow you to select it.
Once the rater “Locks” his/her box check, it cannot be unlocked by the rating official. If there is a need to make a change to the rater box check, the rater must contact HQDA and request an exception to policy.

52. Senior Rater Profile Calculator
WO1-LTC RATER PROFILE MANAGEMENT CALCULATOR
SHOW SLIDE 52: W01-LTC RATER PROFILE MANAGEMENT CALCULATOR
Instructions for Rater Profile Management Calculator 
This worksheet is designed to assist raters in keeping track of ratings rendered under the Officer Evaluation Entry System using DA Form This unofficial worksheet should mirror information found on the profile report.
Raters must maintain a separate worksheet for each rank, for the ranks of WO1, CW2, CW3, CW4, 2LT, 1LT, CPT, MAJ, and LTC. The rater will have one combined profile for each component: Active, USAR, and ARNG. Promotable officers serving in positions authorized at the promotable grade are profiled at the higher grade by entering a rank with (P) in Part Ic on the OER.
This is an unofficial worksheet, which may be modified to meet individual needs. Instructions for columns on the worksheet follow:
1. On the correct rank TAB at bottom of sheet, enter the Ratee’s Name, Type, and Date of Evaluation.
2. Enter a one in the corresponding Box Checks (grey box) column. You see a credit of 3 in Proficient Box to allow Raters some flexibility on issuing EXCELS for initial reports.
3. Annotate the box check the Rater made on the OER in the Profile (green box) column by adding a “1” to the respective box and carry the balances down from above. For computing and profiling purposes Proficient, Capable, and Unsatisfactory box checks are totaled, then the number of EXCELS issued is divided by the total number of reports completed to get % EXCELS (must remain under 50%). The total column (in yellow) calculates the total number of Evals completed for that rank. Information should be verified with HRC (by reviewing EES periodically).
4. Enter date due to HRC (forecast 90 days after thru date of evaluation)
5. Enter the actual date completed at HRC (verify in EES).
6. Total EXCELS % calculates number of EXCELS at far right of the sheet (tan), which must maintain less than 50%.
POC: OER Profile Policy questions. Evaluation Systems Office, USA HRC, (502) (DSN: 983),

53. What’s a Misfire?
Definition: An OER with an “Most Qualified’ box checked that receives a “Highly Qualified” DA label because the senior rater’s profile (50% or greater) does not support the “Most Qualified” rating.
Mechanism to Prevent: Senior Rater Contact Program. Once OERs are processed, a daily “Potential Misfire” roster ID’s problems. The SR is contacted and given options:
Submit “Highly Qualified” OER(s) to support “Most Qualified” / re-sequence
Withdraw / return potential misfire OER
Give authorization to change box check to “Highly Qualified” (SR should notify rated officer)
Officially misfire the report - What happens?
Rated officer receives a “Highly Qualified” DA Label.
“Most Qualified” counts on SR profile, further limiting SR ability to give future Most Qualified.
SR receives a Discipline Memo thru their rating chain.
SHOW SLIDE 53: WHAT IS A MISFIRE?
NOTE: Ask students if anyone has provided assistance to a senior rater regarding this topic.
As discussed on the previous slide, a documented misfire is an OER submitted to HQDA with a DA Form 67-10, Part VIa “Most Qualified” box check not supported by the senior rater profile for that grade will be labeled by HQDA as “Highly Qualified.”

54. Check on Learning
What is the maximum percentage a rater can give an “EXCELS” rating to Company Grade Officers? a. 51% b. 50% c. 49% d. 48% Rater Profiles will receive a credit of __ in proficient for each rank rated. a. 1 b. 2 c. 3 d. 4 Evaluations are due to HRC NLT ____ days after the THRU date. a. 30 b. 60 c. 90 d. 120
SHOW SLIDE 54: CHECK ON LEARNING
What is the maximum percentage a rater can give an “EXCELS” rating to a CGOs? (AR 623-3, para 3-7c(2))
a. 51%
b. 50%
c. 49%
d. 48%
Rater Profiles will receive a credit of __ in proficient for each rank rated. (AR 623-3, para 3-7c(3))
a. 1
b. 2
c. 3
d. 4
Evaluations are due to HRC NLT ____ days after the THRU date. (AR 623-3, para 1-4b(14))
a. 30
b. 60
c. 90
d. 120

55. Terminal Learning Objective
ACTION: Facilitate Evaluations Processing
CONDITIONS: In a small group classroom environment, given access to AR (Evaluation Reporting System), DA PAM (Evaluation Reporting System), access to Army Human Resources Command Evaluation Entry System (EES) and awareness of Operational Environment (OE) variables and actors.
STANDARDS: Students will meet the standard of 70% accuracy when they:
1. Identify the principles of the Evaluation Reporting System (ERS).
2. Determine rating chain qualifications and responsibilities.
3. Identify the types of Evaluations Reports.
4. Define Forms used for Evaluations.
5. Employ the Evaluation Entry System (EES).
Manage Rater / Senior Rater Profiles.
SHOW SLIDE 55: TERMINAL LEARNING OBJECTIVE
SAFETY REQUIREMENTS.
RISK ASSESSMENT LEVEL. Low.
ENVIRONMENTAL CONSIDERATIONS: Environmental protection is not just the law but the right thing to do. It is a continual process and starts with deliberate planning. Always be alert to ways to protect our environment during training and missions. In doing so, you will contribute to the sustainment of our training resources while protecting people and the environment from harmful effects. Refer to FM Environmental Considerations and GTA ENVIRONMENTAL-RELATED RISK ASSESSMENT.
EVALUATION. Students must successfully complete all practical exercises and pass an end-of-module exam with a score of 80% or higher.
INSTRUCTIONAL LEAD-IN. Imagine you are assigned as a battalion S1. The commander wants you to present a briefing on evaluations to the NCOs and officers on the staff. The S1 NCOIC and the evaluations clerk are on leave and the briefing is scheduled for next week. You think to yourself, "What am I going to do now?" When we finish this block of instruction, you will be well versed in the evaluations system and the briefing will be no problem at all.