Did you get selected for Bn Commander position? Covey's third principle, which he calls "put first things first," helps leaders to discern urgency from importance. Not all officers are interested in being nominated for special assignments; this desire must be communicated to the assignment officer in order to avoid potential friction. %%EOF Seeing it here, though, felt important. As always, some positives mixed with negatives resulted.but on whole what was the long term effect on say level of toxic leadership or on numbers of highly effective leaders that built truly effective mission capable teams at every level of command? As part of the psychological/ leader profile a 360 assessment was done on each candidate. This system allows officers the opportunity to market themselves by adding skills and experience that may enhance the gaining units' mission accomplishment. Well written and cogentthe general import of the comment is encouraging in that the Army is examining a more relevant and effective approach to selecting one of its most critical corps of leaders in their operational leadership contribution when activated and in their potential benefit to the service in their development toward critical Army senior leadership needs. If they write department OIC instead of command, only the AMEDD half of the board know that's a good thing. xbbd`b``3n0 Fi For the most part, an officer's immediate advocates should be from his or her current chain of command. top 1%, 3%, 5%, etc. JMRC is calling. Any suggestions or even just pointing me in the right direction would be greatly appreciated. For some, this seems like an obvious step for the Army to take, but that is a pretty radical concept for an Army culture that has historically sought to empower leaders at the lowest level and honor the sanctity of a commanders personal judgment. The way officers perform far outweighs their assigned positions. 0000000821 00000 n Communicate with your assignment officer routinely, especially if you are in the cycle to move. ._9ZuQyDXhFth1qKJF4KNm8{padding:12px 12px 40px}._2iNJX36LR2tMHx_unzEkVM,._1JmnMJclrTwTPpAip5U_Hm{font-size:16px;font-weight:500;line-height:20px;color:var(--newCommunityTheme-bodyText);margin-bottom:40px;padding-top:4px;text-align:left;margin-right:28px}._2iNJX36LR2tMHx_unzEkVM{-ms-flex-align:center;align-items:center;display:-ms-flexbox;display:flex}._2iNJX36LR2tMHx_unzEkVM ._24r4TaTKqNLBGA3VgswFrN{margin-left:6px}._306gA2lxjCHX44ssikUp3O{margin-bottom:32px}._1Omf6afKRpv3RKNCWjIyJ4{font-size:18px;font-weight:500;line-height:22px;border-bottom:2px solid var(--newCommunityTheme-line);color:var(--newCommunityTheme-bodyText);margin-bottom:8px;padding-bottom:8px}._2Ss7VGMX-UPKt9NhFRtgTz{margin-bottom:24px}._3vWu4F9B4X4Yc-Gm86-FMP{border-bottom:1px solid var(--newCommunityTheme-line);margin-bottom:8px;padding-bottom:2px}._3vWu4F9B4X4Yc-Gm86-FMP:last-of-type{border-bottom-width:0}._2qAEe8HGjtHsuKsHqNCa9u{font-size:14px;font-weight:500;line-height:18px;color:var(--newCommunityTheme-bodyText);padding-bottom:8px;padding-top:8px}.c5RWd-O3CYE-XSLdTyjtI{padding:8px 0}._3whORKuQps-WQpSceAyHuF{font-size:12px;font-weight:400;line-height:16px;color:var(--newCommunityTheme-actionIcon);margin-bottom:8px}._1Qk-ka6_CJz1fU3OUfeznu{margin-bottom:8px}._3ds8Wk2l32hr3hLddQshhG{font-weight:500}._1h0r6vtgOzgWtu-GNBO6Yb,._3ds8Wk2l32hr3hLddQshhG{font-size:12px;line-height:16px;color:var(--newCommunityTheme-actionIcon)}._1h0r6vtgOzgWtu-GNBO6Yb{font-weight:400}.horIoLCod23xkzt7MmTpC{font-size:12px;font-weight:400;line-height:16px;color:#ea0027}._33Iw1wpNZ-uhC05tWsB9xi{margin-top:24px}._2M7LQbQxH40ingJ9h9RslL{font-size:12px;font-weight:400;line-height:16px;color:var(--newCommunityTheme-actionIcon);margin-bottom:8px} 0000002176 00000 n HRC will serve as the final adjudicator, but the units' input combined with the officer's skill set are large parts of the assignment decision process. The MER is the unit's best opportunity to submit formal input into the process. Create an account to follow your favorite communities and start taking part in conversations. An assignment at the Army Human Resources Command (HRC) is an incredible opportunity for officers and enlisted personnel to learn how the Army executes personnel processes. It is intended to be a counseling tool, part of a series of discussions between the officer and senior rater. Making the alternate list is an accomplishment in itself because there is still a chance to receive a command based on declinations, deferments, or other actions that may require a change in leadership. 0000002906 00000 n Thanks in advance. How willing were we to say, Sir/Maam, that last rep didnt count, your elbows didnt lock out completely? 0000003129 00000 n . However, officers must develop realistic plans that mitigate risks to accomplish their overall career goals. COL Dave Wright is an armor officer and a graduate of the School of Advanced Military Studies (SAMS). of all officers, the best among a select grade or group, promote below the zone). 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Professional baseball teams realized some of the information driving acquisition decisions, like a players height or how fluid his pitching form was, werent directly tied to making the team win more. It's your job to manage your own Army OER and to manage your own career. After a chat about his last OER he put way more work into this one, however I'm at a loss for what I should put as his possible assignments. HRC account managers are responsible for representing their assigned units' requirements. Overall, the quality that most clearly characterized all of the events and the way the BCAP was conducted was consistency. He previously commanded the 1st Squadron, 1st Cavalry Regiment BLACKHAWKS! and is currently the Combined Arms Battalion Senior Trainer (Panther Team) and Deputy Commander for Operations Group at the National Training Center, Fort Irwin, CA. Comments on the OER are typically in paragraph form rather than bullet points like the NCOER. With the institution of the BCAP, the rules for reaching that goal seem to have changed suddenly, frustrating and angering many of those invested in the current system. I just hope that this effort continues for the long term and longitudinal studies are produced as a result. I encourage officers to perform well regardless of the assignment, and to trust the organization to keep them on a path of progression. Not only are they influencing the career of a subordinate leader, but more importantly, evaluations are a vote for who will be future Army leaders. The most significant issue is how much the quality of the senior raters writing affects how a promotion or command selection board will grade an officer relative to his or her peers. And second, the Army needs to take steps like this to stay relevant. 0 NO WOFT POSTS. Majors should approach future career goals logically and sequentially. Secure .mil websites use HTTPS The end state is getting the right Soldier with the right qualifications to the right place at the right time. ) or https:// means youve safely connected to the .gov website. What Leads Looks Like . HRC will continue to move personnel in predefined cycles, and senior leaders must not shy away from being involved in the process early. Once you evaluate the officer based on performance records and facts, you will decide whether he excels or falls short. endstream endobj 183 0 obj <>/Size 171/Type/XRef>>stream Unit human resources professionals must have a firm grasp of their projected losses as depicted by officers' year and month of availability for assignment (YMAV) or date eligible for return from overseas (DEROS). In my experience, Army officers are notoriously bad at counseling. Some senior raters rely on specific mission or administrative metrics to determine who has the most potential. Officers are encouraged to start expanding their networks early in their careers to achieve their goals. Officers normally serve 36 months in an assignment, and the YMAV or DEROS is usually in the last month. We need all leaders in our quest to remain the dominant force in the world, and it is the responsibility of all leaders to maximize individual talents in the best interest of the organization. It was evident to me during each BCAP event that great lengths were taken by the ATMTF to ensure minimal variance of measurement in order to give the Army as fair a comparison of us to one another. The 360 assessment was aggregated into the psychological profile of the candidate. Push-ups and sit-ups were graded by the same graders, using the same strict Army standard. The Army doesnt have a way to take these results and compare them against historically successful commanders. Officers normally serve 36 months in an assignment, and the way perform... 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