UTAH ARMY NATIONAL GUARD

Officer Evaluation Reporting System

 67-9 OER

• Provides boards adequate discrimination.

• Reestablishes field impact on selection of future leaders.

– Opportunity to advance the “Best”
– Confidence that others cannot inflate

• Easy as possible on Senior Raters

• Retains Hope

• Improves Counseling
 IMPROVED LEADER COMMUNICATION

REINVIGORATED SUPPORT FORM!

• Senior raters required to distribute two levels down

• Senior rater verifies initial face to face counseling
• Regular follow-up counseling documented on form
“Commander’s Intent” flows down
- Mission and Performance Linked
- Rater expectations clear
- Command Policies transmitted down
- Developmental Opportunities Maximized

“Top down emphasis” on two-way communication

 JUNIOR OFFICER DEVELOPMENTAL SUPPORT FORM
CONCEPT
CW2-CW5/CPT-MG:
NAME OF RATED OFFICE R (Last, First, MI)
OFFICER EVALUATION REPORT SUPPORT FORM
For u se of th is f or m, see AR 623- 105; the pro pone nt a gency is ODCSPER

Read P r iva cy A ct State ment on Reve rse befo re C ompl eti ng th is form
PART I - RATED OFFICER IDENTIFICATION
RANK ORGANIZATION
DEVELOPMENTAL TASKS (JODSF)
* BASED ON MISSION (SUPPORT FORM)
PART II - RATI NG CHAIN - YOUR RATING CHAIN FOR THE EVALUATION PERIOD I S:
NAME RAN K POSITION
RATER

INTERMEDI ATE NAME RAN K POSITION

R ATER
NAME RANK POSITION
SEN IOR R ATER

PART I II - VERIFI CATION OF FACE-TO-FACE DISCUSSI ON

MANDATORY R ATER / RATED OFF ICER INITIAL FACE-TO FACE C OUNSELING ON DUTIES, RESPONSIBILIITIES AN D PERF ORMAN CE OBJ ECTIVES FOR TH E
CURRENT R ATING PERIOD TOOK PLAC E ON ____________ (Dat e) Rat ed Offic er Init ials ___________ Rat er Initials ___________ Senior Rater Init ials __________

* FOCUSED ON LEADERSHIP DOCTRINE

(Review)
PERIODIC RATER / RATED OF FICER F OLLOW -UP F ACE-TO-FACE C OUNSELINGS:
____________ ___________ ___________ __________

MISSION REQUIREMENTS
Dates ____________ Rat ed Off icer Initials ___________ Rater Initials ___________ Senior Rat er Initials __________
____________ __________ ___________ (Review) __________

PART IV - RATED OFFICER ( Complete a, b, and c below for thi s r ating per i od)
PRINCIPAL D UTY TITLE POSITIO N AOC / BR
a. STATE YOUR SIGNIFICA NT DU TIES AND R ESPON SIBILITIES

b. INDICATE YOUR M AJOR PERF ORM ANCE O BJECTIVES

and
MISSION TASKS MANDATORY QUARTERLY COUNSELING
Performance
Objectives
FORM EDITION O F FE B 85 IS OBSO LETE
DA OCT 97 67-9-1

SPT FORM
SR RATER APPROVAL/OVERWATCH

LTs/W01s: INTEGRATES
SPT FORM OFFICER EVALUATION REPORT SUPPORT FORM
For u se of th is f or m, see AR 623- 105; the pro pone nt a gency is ODCSPER

Read P r iva cy A ct State ment on Reve rse befo re C ompl eti ng th is form
PART I - RATED OFFICER IDENTIFICATION
NAME OF RATED OFFICE R (Last, First, MI) RANK ORGANIZATION

PART II - RATI NG CHAIN - YOUR RATING CHAIN FOR THE EVALUATION PERIOD I S:
NAME RAN K POSITION
RATER

INTERMEDI ATE NAME RAN K POSITION

R ATER
NAME RANK POSITION
SEN IOR R ATER

PART I II - VERIFI CATION OF FACE-TO-FACE DISCUSSI ON

MANDATORY R ATER / RATED OFF ICER INITIAL FACE-TO FACE C OUNSELING ON DUTIES, RESPONSIBILIITIES AN D PERF ORMAN CE OBJ ECTIVES FOR TH E
CURRENT R ATING PERIOD TOOK PLAC E ON ____________ (Dat e) Rat ed Offic er Init ials ___________ Rat er Initials ___________ Senior Rater Init ials __________
(Review)
PERIODIC RATER / RATED OF FICER F OLLOW -UP F ACE-TO-FACE C OUNSELINGS:
____________ ___________ ___________ __________
Dates ____________ Rat ed Off icer Initials ___________ Rater Initials ___________ Senior Rat er Initials __________
____________ __________ ___________ (Review) __________

PART IV - RATED OFFICER ( Complete a, b, and c below for thi s r ating per i od)
PRINCIPAL D UTY TITLE POSITIO N AOC / BR
a. STATE YOUR SIGNIFICA NT DU TIES AND R ESPON SIBILITIES

MISSION REQUIREMENTS
b. INDICATE YOUR M AJOR PERF ORM ANCE O BJECTIVES

FRONT SIDE DA FORM 6 7-9-1a

NAME OF RATED OFFICER (Last, Fir st, M I)

JUNIOR OFFICER DEVELOPMENTAL SUPPO RT FOR M
For use of this form, see AR 623-105; the proponent agency is ODCSPER

Initial face-to-f ace (Part II and III)

- Discuss duty descript ion/maj or performance objectives f rom D A Form 67-9-1.
- Discuss Army leader values, attr ibutes and skills as relat ed to f uture dut y
perf ormance and professional development ( Part II: Leader Character)
- Complete D evelopmental Acti on Plan (Part III)- Record at least one
SSN G RADE

PART I - INSTRUCTIONS.Use of this form is mandatory for Lieutenan ts and WO1s; optional for all other ranks.
OR GANIZ ATION

Quarterly F ollow-up Counselings (Part V - Reverse)

- Discuss maj or performance objectives and progress made. Adjust as needed.
- Discuss progress made on development al tas ks; update/ modify tas ks as
needed to co ntinue developmental process.
- Rat er s ummari ze key point s in appropriate bl ock of Part V.
(Objectives) Development
with
developmenta l tas k for each leaders hip act ion t hat targets major perf ormance - Rat er and rated of ficer initial, date, and keep a file copy for us e during lat er
objectives list ed on DA F orm 67-9-1. cou nselings.
- Upon com pletion of the i nitial f ace-to-face cou nseling, date an d init ial Part IV
(verificati on). Obt ain senior rat er's initials. R ated off icer and rat er retain file NOTE: R eference f or Army Leadership D octr ine is F M 22-100.
copy for use during lat er follow-up counselings.

PART II CHARACTER. Disposit ion of the l eade r: combi nati on of va lues , attri butes , an d skil ls affecti ng l eade r acti on s. ( See FM 22-10 0, P ART TWO)

ARMY VALUES
1. HONOR: Adherenc e to the Arm y's publ i cly dec lar ed co de o f values 5. RESP ECT: Promotes di gn ity, con sider ati on, fair ness , & EO
2. INT EGRITY: Possesses hig h p er sona l m oral stan dar ds; ho nest i n w ord and deed 6. SELFLE SS- SERVICE: Places Ar my pr ioriti es before self
3. COURAGE: Manifest s phys i cal and mor al bravery 7. DUTY: Fulfil ls pr ofessional, l egal, and moral obl igations
4. LOYALTY: Bears true faith and al l egi anc e t o t he U.S . C onstitut i on, th e A RMY, the uni t, and th e soldi er

AND
ATTRIBUTES MENT AL PHYSICAL EMOTIONAL
Fundame nta l q ual iti es and Possesses desir e, w ill, ini tiativ e, and Maintains a ppr opria te l evel of physical Displa ys sel f- cont rol ; c alm under pr essure
char acter istics disci pline fitness and mi li tary bear ing

SKI LLS (Competence) CONCEPTUAL INTERPERSONAL TECHNICAL

Ski ll devel opm ent is p art of self- Demonst rates so und judgment, cr iti cal / Shows skill wi th people : c oaching, tea chi ng, Poss esses th e ne cess ary exper tis e to
devel opment ;OpFrerFE
equi si te counseling, m oti vating and e mpo wering accomplish al l tasks a nd functi ons
FORM EDITION B 85 IStoOBSO
act ion
LETE cr eative t hinki ng, mor al r easoning
DA OCT 97 67-9-1 TACTICAL Demons trates p rofi cien cy i n r equir ed pr ofessio nal knowl edge, j udgm ent, and war fighting

Performance
PART III - DEVELOPMENTAL ACTION PLAN. Devel opment tasks that ta rget maj or p er for man ce objec tives on the DA Form 67- 9-1. ( See FM 22-1 00, P ART THREE)

INFLUENCING: Communicating, Decision Making, Motivating

COMMUNICATING. Articulates written and oral ideas/ concepts clearly and concisely. Message rec eived equals mes sage s ent. Displays ef fect ive list ening s kills.

DEC ISION MAKING. Reaches s ound, logical decisions based on analysis/s ynthesis of informat ion, and uses s ound judgement to allocate resources and select
appropriate course(s ) of action.

DEVELOPMENTAL TASKS
MOT IVATING. Inspires, mot ivates , and guides others towards mission accomplishment. Set s t he example by being in excellent physical / mental condition and
consistentl y displaying proper military bearing.

OPERATING: Planning, Execu ting, Assessing

PLANNING. U ses crit ical and creat ive t hinking t o develop executable plans that are s uit able, ac ceptable, and feasible.

EXEC UTI NG. Sh ows tactical and techn ical p roficien cy; meets mission st andards; takes care of peo ple/ resources. Maximizes the use of available s ystems and
tech nology. Perf orms well under physical and menta l s tress.

DA Form 67-9-1a

WORKSHEET
 Masking Early OERS

2LT 1LT CPT

ISSUES:
“ZERO
DEFECTS”
- Quality of junior officer assignment varies
- Intensity of junior officer experience varies
- Speed of integration into Army culture varies
NEW POLICY
• 2 LT reports masked after promotion to CPT
• WO1 reports masked after selection to CW3
 RATER TIPS
Rater has primary responsibility for counseling / mentoring

• Pass Support Form 2 levels down

• Require subordinates’ Support Forms in return

• Set aside time to Coach/Counsel ..........Do it Early

• Enforce JODSF -- Are there Tasks/Is there Counseling

• Learn OPMS XXI -- Started 1 Jan 99

• Advocate your best to senior rater -- Remember senior rater is

limited to the number of ACOM
 DA FORM 67-9 (FRONT SIDE)
OFFICER EVALUATION REPORT SEE PRIVA CY ACT STATEMENT
ON DA FORM 67-9-1
For use of this form, see AR 623-105; the proponent agency is ODCSPER
PART I - ADMIN ISTRATIVE DATA
a. NAME ( Last, First, Middle Initial ) b. SSN c. RANK d. D ATE OF RA NK e. BRANCH f. DES IGNATE D P MOS ( WO
Y ear Month Day S P E CIALTIE S

g. UNIT, ORG., STATION, ZIP CODE OR APO, MAJOR COMMAND h. REASON FOR SUBMISSION

i. PERIOD COVERED j. RATED k. NONRATED l. NO. OF m. RATED OFFICER COPY (Check one and date) n. PSB o. CMD CODE p. PSB CODE
FROM THRU MONTHS CODES ENCL Date INITIALS
1. Given to Officer
Y ear M onth Day Y ear M onth Day

2. Forwarded to Officer

PART II - AUTHENTICATI ON ( Rated officer sig nature veri fies PART I data and R ATING OFFIC IALS ONLY )
a. NAME OF RATER ( Last, First, MI ) SSN RANK POSITION SIGNATURE DATE

1. RO signs last, Allow for Time

b. NAME OF INTERMEDIATE R ATER ( Last, First, MI ) SSN RANK POSITION SIGNATURE DATE

c. NAME OF SENIOR RATER ( Last, First, MI ) SSN RANK POSITION SIGNATURE DATE

SENIOR RATER'S ORGANIZATION BRANCH SENIOR RATER TELEPHONE NUMBER E-MAIL ADDRESS

1
d. This is a referred report, do you wish to make comments? e. SIGNATURE OF RATED OFFICER DATE

Yes, comments are attached No

PART III - DUTY DESCRIPTION

a. PRINCIPAL DUTY TITLE b. POSITION AOC / BR

c. SIGNIFICANT DUTIES AND R ESPONSIBILITIES. REFER TO PART IVa, DA FORM 67- 9-1

2. Scope of Responsibilities
2

PART IV - PERFORM ANCE EVAL UATION - PROFESSIONALISM ( Rater)

CHARACTER Disposit ion of the l eader: c ombi nati on of values, attributes , and sk ills affecting leader acti ons
3. No is Bad
a. ARMY VALUES (Comments mandat ory for all " NO" entries. Use PART Vb.) YES NO YES NO

Leader Word Picture - No “School

1. HONOR: Adherenc e to the Arm y's publ icly dec lared code of values 5. RESPECT: Promotes dignity, considerati on, fair ness , & EO
2. INTEGRITY: Possesses high pers onal m oral s tandar ds; hones t i n w ord and deed 6. SELFLESS-SERVICE: Places Ar my pr iorities before self
3. COURAGE: Manifests phy sical and moral brav ery 7. DUTY: Fulfills pr ofessional, legal, and m oral obl igations
4. LOYALTY: Bears true faith and allegianc e to the U.S. C ons tituti on, the Army , the uni t, and the s oldier

NO
3
b. LEADER ATTRIBUTES / SKILLS / ACTIONS: First, mark "YES" or " NO" for each block. Second, choose a total of si x that best describe the rated offic er. Select one f rom ATTR IBUTES, two from
SKILLS(Competenc e), and three fr om ACTIO NS(LEADERSHIP). Plac e an "X" in the appr opri ate numbered box with optional c omme nts in PART Vb. Comments ar e mandatory for all "N O" entries in PART Vb.

YES YES NO YES NO

Solution”
b.1. ATTRIBUT ES (Sel ect 1) 1. MENTAL 2. PHYSICAL 3. EMOTIONAL
Fundamental qual iti es and Possesses desir e, w ill, ini tiative, and Maintains appropriate l evel of phys ical Displays sel f-control; c alm under pr essure
characteristics disci pline fitness and mili tary bearing

1. YES NO 2. YES NO 3 YES NO

b.2. SKILLS (Competence) CONCEPTUAL INTERPERSONAL TECHNICAL
(Select 2) Demonstrates sound judgment , cr itic al / Shows skill wi th people: c oac hing, teachi ng, Poss esses the necess ary expertis e to
creative think ing, mor al r easoning counseling, m oti vat ing and empower ing accomplish al l task s and functi ons
Skill developm ent is part of s elf-
4. TACTICAL Demons trat es profi ciency i n requir ed professional know ledge, j udgm ent, and war fighting YES NO
development; prer equisi te to act ion

4. For Evaluation of Raters of LTs

b.3. ACTIONS (LEAD ERSHI P) (Select 3) M ajor activ ities leaders perfor m: influencing, oper ating, and impr oving

INFLUENCING 1. COMMUNICATING YES NO 2. YES NO 3. YES NO

DECISION-MAKING MOTIVATING
Method of reaching goals while Displays good oral , wr itten, and l istening Employs sound judgment, logic al reasoning Inspi res, mot ivates, and guides other s toward
operating / impr oving skills for individuals / groups and uses r esour ces w isely mission ac complishment

OPERATING
Short- term m ission
accom pli shm ent
4. PLANNING
YES NO

Develops detailed, executabl e pl ans that are

feasibl e, acc eptabl e, and suitable
5.
EXECUTING
YES NO

Shows tac tical pr ofic ienc y, m eets mis sion

standards, and tak es car e of people/ res our ces
6. ASSESSING
YES NO

Uses after-ac tion and evaluation tool s to

facilitat e consis tent improvement
& WO1s
IMPROVING 7. YES NO 8. YES NO 9. YES NO
DEVELOPING BUILDING LEARNING
Long-term impr ovement in the Army, Invests adequate ti me and effor t t o develop Spends tim e and resour ces impr oving teams, Seeks sel f-im prov ement and or gani zati onal
its people and organiz ati ons indivi dual subordi nates as leaders groups , and units; fos ters ethical cli mate growth; envis ioning, adapting and leading c hange

c. APFT: D ATE: H EIGH T : WEIGHT:

d. JUNIOR OFFICER DEVELOPMENT- MANDATORY YES OR NO ENTRY FOR R ATERS OF LT s AND WO1s.

4
YES NO NA
WERE DEVELOPMEN TAL TASKS RECORDED ON DA FOR M 67-9- 1a AND QUARTER LY FOLLOW- UP C OUNSELINGS CON DUCTED?
REPLACES DA FORM 67-8, 1 SEP 79, WHICH I S OBSOLETE, 1 OCT 97
DA FORM 67 - 9
 NAME
DA FORM 67-9 (REVERSE SIDE) SSN PERIOD COVERED

PART V - PERFORMANCE AND POTENTI AL EVALUATI ON (Rater)

5
a. EVALUATE THE RATED OFFICER'S PERFORMANCE DURING THE RATI NG PERIOD AND HIS/ HER POTENTIAL FOR PROMOTION
OUTSTANDING PERFORMANCE,
MUST PROMOTE
SATISFACTORY PERFORMANCE,
PROMOTE
UNSATISFACTORY PERFORMANCE,
DO NOT PROMOTE
OTHER
(Explain) 5. To Date Most RO’s viewed as
Outstanding
b. COMMENT ON SPECIF IC ASPECTS OF THE PERFORMANCE AND POTENTIAL FOR PR OMOTION. REFER TO PART III, DA FOR M 67-9 AND PART IVa, b, AND c DA FORM 67-9-1.

6. Performance & Potential. Put

6 Potential at the end of the
narrative. Effective 1 Oct 02,
use a double space to separate
the two portions.
c. IDENTIFY ANY UNI QUE PROF ESSIONAL SKILLS OR AREAS OF EXPERTISE OF VALUE T O THE AR MY THAT THIS OFF ICER POSSESSES. FOR ARMY COMPETI TIVE CAT EGORY CPT THROUGH LTC, ALSO INDI CATE A POTENTIAL

7. NOT Potential - Unique Skills

CAREER FIELD FOR FUTUR E SERVICE.

7
PART VI - INTERMEDIATE RATER
etc..
Optional -Unique Professional
Skills/Expertise

a. EVALUATE THE RATED OF FICER'S PROMOTION POTENTI AL TO THE NEXT HIGHER GRADE
PART VII - SENI OR RATER

I currentl y senior rate_______________offi cer( s) i n this grade

Mandatory effective 1 Jan 99- For ACC
BEST QUALIFIED FULLY QUALIFIED DO NOT PROMOTE OTHER (Explain below) A completed DA Form 67-9-1 was received with this report and considered
in my evaluation and review YES NO (Explain in c) CPT thru LTC must recommend a Career
b. POTENTIAL COMPARED WITH OF FICERS SENIOR c. COMMENT ON PERFORMANCE / POT ENTIAL
RATED IN SAME GRADE (OVERPRINTED BY DA)
Field (CF/BR or CF/FA)
ABOVE CENTER OF MASS
(Less t han 50% in top box; Cent er of
M ass i f 50% or m ore i n top box) 8. Potential Comments in
CENTER OF MASS
narrative (VIIc), Three Future
Assignments and Career Field in
BELOW CENTER OF MASS
RETAIN

BELOW CENTER OF MASS

8
DO NOT RETAIN d. LIST 3 FUTURE ASSIGNMENTS F OR WHICH T HIS OFFICER IS BEST SUITED. FOR ARMY COMPETITIVE C ATEGORY CPT THROUGH LTC, ALSO INDICATE A POTENTIAL
CAREER FIELD FOR FUTUR E SERVICE.
(VIId) should be consistent
 h ! Common OER Processing
Watc Errors
• Part II - Invalid Rater/Senior Rater

• Part II - Referred OER not referred

• Part IV.b - Block checks missing

• Part IV.d - HT/WT Yes/No missing

• Part V.b - No potential comments (Mandatory)

• Part V.c - Raters consistently put potential comments

• Part VII.d. - No recommended Career Field

 Unique Professional Skills/Area of Expertise
Recent notable examples taken from Part Vc of the OER...

• Uniquely qualified in amphibious operations as a certified U.S. Navy

fire support planner...
• Expert in strategic nuclear deterrence policy and operations...
• A thorough knowledge of Middle Eastern culture and political affairs...
• Possesses excellent computer skills and a demonstrated expertise in
systems automation...
• Has vast experience and an avid interest in Unmanned Aerial Vehicle
(UAV) technology; can serve as a key player in formulating future doctrine
for these systems...
• Along with superior advocacy skills, he possesses an extensive knowledge
of immigration law...
 OPMS XXI Career Fields
Operations Operational Support (OS)
Basic Branches FA 48 Foreign Area Officer
FA 39 PSYOP and Civil Affairs FA 51 Army Acquisition Corps

Institutional Support (IS)

Information Operations (IO) FA 43 Human Resource Management
FA 24 Information Systems Engineering
FA 45 Comptroller
FA 30 Information Operations
FA 47 Academy Professor, USMA
FA 34 Strategic Intelligence
FA 49 Operations Research/Systems Analysis
FA 40 Space Operations
FA 50 Force Management
FA 46 Public Affairs
FA 52 Nuclear Research and Operations
FA 53 Information Systems Management
FA 59 Strategic Plans & Policy
FA 57 Simulations Operations

Effective 1 JAN 99, OPMS XXI Career Field comments by Rater in part Vc & Senior Rater in
Part VIId are mandatory for ACC CPT thru LTC on the OER. See MILPER MSG NR 98-194
for details.
Example: “Would serve Army best in CF/BR” or “Would serve Army best in CF/FA”
OPMS XXI “Bible”, DA PAM 600-3, on PERSCOM Online under OPMS XXI
 Senior Rater “Rating Philosophy”
– Mission: Identify your best.

– Develop “Rating Philosophy” and consider communicating it to rated officers.

– Decide how to give ACOM’s based on performance and potential (not position).
e • Give at least one to officers you believe to be a must select for promotion/command/school.
Po
pr
ss i
bl
o ach
es
{ and/or
• Maximize ACOM’s on only the very best in your population.
Ap

– Plan ahead, think series of reports (number of times you will senior rate an officer);
Use ACOMs Sparingly.
• Trends occurring:
– Many are giving COM’s to most rated officers’ on first rating followed by ACOM if
deserved (exception: 1st OER on one of the best going before a board ).

– Most appear to be aiming at 1/3 ACOMs + or - depending on population

(Remember, leave a cushion for unexpected rating situations).
 SENIOR RATER TIPS

• Know your Population, e.g. How they perform, When they go before boards, When
reports will be due.....…

• Look Ahead, Establish a Plan, Develop rating philosophy based on “Center of Mass”
norm -- Goal is 1/3 in Top Box, ensure Top Box is always less than 1/2

• Review rating chains; combine small populations into larger groups where possible,
allowing for a Broader View and a Better Comparison.

• Consider Start-up Costs (1st 4 reports in each grade, only 1 ACOM)

• Cannot Hold OERs Past 90 Days

• Remember -- Lieutenants/WO1s are Profiled Separately (SR will have one Profile for
2LTs, one for 1LTs, and one for WO1s)

KNOW YOUR PROFILE AT ALL TIMES, Call PERSCOM to Verify,

DSN 221-9660; CML(703) 325-9660.
 SENIOR RATER TIPS
Don’t Exaggerate
• “A future GO”, “will be the best BDE CDR” (LT)
• “One of the bright young officers upon who’s shoulders the future of Army Aviation rests.” (LT)
• “In fact, skip CPT and promote to MAJOR.” (LT)
• “If I could prove it is a LTC disguised as a LT.”
• “Always promote and school early.”

Don’t Be Frivolous Don’t say:

• “Eats taskings like candy.”
• “WIZARD of the GREAT NORTH.” Concur with rater,
• “Gleam in his eye, fire in his belly.”
• “One of the top four studs in the BN.” 6+ Officer
• “Midas touch of gold.”
• “This one officer justifies every dollar spent on recruiting.”

Don’t Be Stupid
• Job description on 3 month OER “Military liaison for Santa's Workshop.”
• Check spelling (“top knotch, Ttrainer, wirter, Lieuteriants, assigne”).
• “He is ready to lead a platoon, promote to CPT.”
• “Concur w/rater.” “The rater has said it all.”
• “Top 1% of all LTs in the Army (marked Center of Mass) (large profile)
• “This LT is one of the top 2 I rate in the Bn.” (rates 2)
• “Clearly in the top 5% of the LTs I rate.” (small population)
 SENIOR RATER’S PORTION - PART VII

PART VII - SENIOR RATER

a. EVALUATE THE RATED OFFICER'S PROMOTION POTENTIAL TO THE NEXT HIGHER GRADE I currently senior rate______________officer(s) in this grade
BEST QUALIFIED FULLY QUALIFIED DO NOT PROMOTE OTHER(Explain below) A completed DA Form 67-9-1 was received with this report and considered in
in my evaluation and review YES NO (Explain in c)

b. POTENTIAL COMPARED WITH OFFICERS SENIOR c. COMMENT ON PERFORMANCE / POTENTIAL

RATED IN SAME GRADE (OVERPRINTED BY DA)

ABOVE CENTER OF MASS

(Less than 50% in top box; Center of
Mass if 50% or more in top box)

CENTER OF MASS

BELOW CENTER OF MASS

RETAIN

BELOW CENTER OF MASS

DO NOT RETAIN
d. LIST 3 FUTURE ASSIGNMENTS FOR WHICH THIS OFFICER IS BEST SUITED. FOR ARMY COMPETITIVE CATEGORY CPT THROUGH LTC, ALSO INDICATE A
POTENTIAL CAREER FIELD FOR FUTURE SERVICE.
 SENIOR RATER’S PORTION - PART VII

PART VII - SENIOR RATER

a. EVALUATE THE RATED OFFICER'S PROMOTION POTENTIAL TO THE NEXT HIGHER GRADE
16
I currently senior rate_______________officer(s) in this grade
x BEST QUALIFIED FULLY QUALIFIED DO NOT PROMOTE OTHER (Explain below) A completed DA Form 67-9-1 was received with this report and considered
in my evaluation and review
X YES NO (Explain in C)

c. BULLET COMMENTS ON PERFORMANCE / POTENTIAL

HQDA COMPARISON OF THE SENIOR

RATER'S PROFILE AND BOX CHECK AT
THE TIME THIS REPORT PROCESSED
CPT Buck is one of the best Captains I senior rate. I personally selected him
from a group of carefully screened candidates to command an elite OPFOR
CENTER OF MASS rifle company. A consummate officer, CPT Buck leads by example, is
soundly grounded on tactics and shares his soldiers’ sacrifices and
RO: CPT BUCK, GEORGE 999999999
challenges. Must select this combined arms warrior for Major and early
SR: COL SMITH 666666666
attendance to CGSC.
DATE: 98 07 18
TOTAL RATINGS: 17

RATINGS THIS OFFICER : 1 d. LIST 3 FUTURE ASSIGNMENTS FOR WHICH THIS OFFICER IS BEST SUITED. FOR ARMY COMPETITIVE CATEGORY CPT THROUGH LTC, ALSO INDICATE A
POTENTIAL CAREER FIELD FOR FUTURE SERVICE.

Battalion S-3, Battalion Executive Officer, Brigade S-3; Would serve Army
best in OPCF/11
 SENIOR RATER’S PORTION - PART VII

PART VII - SENIOR RATER

a. EVALUATE THE RATED OFFICER'S PROMOTION POTENTIAL TO THE NEXT HIGHER GRADE
16
I currently senior rate_______________officer(s) in this grade
x BEST QUALIFIED FULLY QUALIFIED DO NOT PROMOTE OTHER (Explain below) A completed DA Form 67-9-1 was received with this report and considered
in my evaluation and review
X YES NO (Explain in C)

c. BULLET COMMENTS ON PERFORMANCE / POTENTIAL

HQDA COMPARISON OF THE SENIOR

RATER'S PROFILE AND BOX CHECK AT
THE TIME THIS REPORT PROCESSED
CPT Buck is one of the Top 3 Captains I senior rate. I personally selected him
from a group of carefully screened candidates to command an elite OPFOR
ABOVE CENTER OF MASS rifle company. A consummate officer with great command presence. CPT
Buck leads by example, is soundly grounded in tactics and shares his
RO: CPT BUCK, GEORGE 999999999 soldiers’ sacrifices and challenges. Outstanding warrior leader, whose
SR: COL SMITH 666666666 educational background and personal desires indicate he would best serve the
DATE: 98 07 18 Army as an Information Systems Manager. Must select BZ for Major and
TOTAL RATINGS: 17 early attendance to CGSC.
RATINGS THIS OFFICER : 2 d. LIST 3 FUTURE ASSIGNMENTS FOR WHICH THIS OFFICER IS BEST SUITED. FOR ARMY COMPETITIVE CATEGORY CPT THROUGH LTC, ALSO INDICATE A
POTENTIAL CAREER FIELD FOR FUTURE SERVICE.

Division Automation Management Officer, Corps Staff AMO, Combat

Service Support AMO; Would serve Army best in IOCF/53

d. LIST 3 FUTURE ASSIGNMENTS FOR WHICH THIS OFFICER IS BEST SUITED. FOR ARMY COMPETITIVE CATEGORY CPT THROUGH LTC, ALSO INDICATE A
POTENTIAL CAREER FIELD FOR FUTURE SERVICE.

Battalion S-3, Division Automation Management Officer, Corps Staff AMO;

Would serve Army best in IOCF/53
 IMPACT of COM OERS

– Center of Mass File is different from a Center of Mass Report (many ACOM officers have
COM reports). However, having all COM reports places an officer at risk.

– Most officers have received at least one COM (Over 92% of all CPTs; 87% of all MAJs;
85% of all LTCs). These figures continue to rise.

– A COM OER, by itself, is not a killer; all boards select officers with at least one COM report;
over 18,000 selected so far (many of those had multiple COMs).

– Most of those who are successful will have a mix of ACOM and COM OERs, but some
ACOMs in key jobs (BQ) are a must. Spikes in file are essential.

– Receiving all COM OERs will place you at risk beyond promotion to Major.

– Board results indicate officers with a mix of ACOMs and COMs are competitive to LTC.

– Enthusiastic, but not overexaggerated, narrative, often differentiates among COM reports.
 OER Trends
67-9

ACOM COM BCOM-R BCOM-DNR Not Eval Total % ACOM

BG 268 361 0 0 13 642 42.6
COL 5241 8729 21 13 260 14264 37.4
LTC 14214 21893 68 30 482 36687 39.3
MAJ 21845 34202 123 74 491 56735 38.8
CPT 33462 56920 336 287 777 91782 36.8
1LT 18194 31893 280 212 189 50768 36.0
2LT 3382 11187 133 112 14 14828 22.8
CW4 2105 4077 6 2 80 6270 34.0
CW3 4638 8577 19 16 124 13374 35.0
CW2 8263 14554 87 82 157 23143 35.9
WO1 947 2747 6 21 6 3727 25.5
TOTAL 112559 195140 1079 849 2593 312220 36.4

“Vast Majority of OERs arriving at DA are Center of Mass”

 What are success rates with COM for promotion?

CPT Board Recessed 21 Nov 00 LTC Board Recessed 28 Mar 01

(Avg. 2.1 per file) (Selected 3089 w/ 67-9) (Avg. 3 per file) (Selected 1210 w/ 67-9)

– 87% had at least one COM – 71% Selects had at least one COM

– .4% No New OER – BQ Position - 47% Selects had at least one COM

– 1701 Selects had two or more COM – 472 Selects had two or more COM
• 139 Selects had 3 COM
MAJ Board Recessed 15 May 01
(Avg. 3.6 per file) (Selected 1629 w/ 67-9) • 28 Selects had 4 COM

– 80%(1309) Selects had at least one COM • 4 Selects had 5 COM

– BQ Position - 54% Selects had at least one COM

– 52%(853) Selects had two or more COM
• 283 Selects had 3 COM
• 93 Selects had 4 COM
• 9 Selects had 5 COM
• 1 Select had 6 COM
 What are success rates with COM for promotion?
a r d under
First
B o I COL Board Recessed 28 AUG 01
P M S XX
O
Operations Operational Support
(Avg. 4.1 per file) (Selected 340 w/ 67-9) (Avg. 3.9 per file) (Selected 66 w/ 67-9)
– 72% Selects had at least one COM – 71% Selects had at least one COM
– 37% Selects had two or more COM – 28% Selects had two or more COM
• 30 Selects had 3 COM • 3 Selects had 3 COM
• 10 Selects had 4 COM • 2 Selects had 4 COM
• 2 Selects had 5 COM

Institutional Support Information Operations

(Avg. 3.9 per file) (Selected 41 w/ 67-9)
– 72% Selects had at least one COM
– 17% Selects had two or more COM
• 1 Select had 3 COM
(Avg. 4 per file) (Selected 24 w/ 67-9)
– 75% Selects had at least one COM
– 38% Selects had two or more COM
• 1 Select had 3 COM
• 1 Select had 4 COM
 Managed Profile Technique
• Senior Rater checks One Box

• DA Label: reflects box check, or comparison of

box check to profile(if top box)

• Top Rating Dependent on Profile

b. POTENTIAL COMPARED WITH OFFICERS SENIOR

RATED IN SAME GRADE (OVERPRINTED BY DA)
ABOVE CENTER OF MASS
(Less than 50% in top box; Center of
Mass if 50% or more in top box)
CENTER OF MASS
HQDA COMPARISON OF THE SENIOR
RATER'S PROFILE AND BOX CHECK AT
THE TIME THIS REPORT PROCESSED
ACOM or COM or BCOM
RO: COL BUCK, GEORGE 999999999

SR: LTG SMITH 666666666

BELOW CENTER OF MASS DATE: 98 07 18
RETAIN
TOTAL RATINGS: 20

RATINGS THIS OFFICER : 2

BELOW CENTER OF MASS
DO NOT RETAIN
 Managed Profile
RULE #1 SENIOR RATER BOX
b. POTENTIAL COMPARED WITH OFFICERS SENIOR
RATED IN SAME GRADE (OVERPRINTED BY DA)
ABOVE CENTER OF MASS
(Less than 50% in top box; Center of
Mass if 50% or more in top box)
x CENTER OF MASS
BELOW CENTER OF MASS
RETAIN
BELOW CENTER OF MASS
DO NOT RETAIN
RULE #2 SENIOR RATER BOX
b. POTENTIAL COMPARED WITH OFFICERS SENIOR
RATED IN SAME GRADE (OVERPRINTED BY DA)
ABOVE CENTER OF MASS
(Less than 50% in top box; Center of
Mass if 50% or more in top box)
CENTER OF MASS
x BELOW CENTER OF MASS
RETAIN
BELOW CENTER OF MASS
DO NOT RETAIN
LABEL
HQDA COMPARISON OF THE SENIOR
RATER'S PROFILE AND BOX CHECK AT
THE TIME THIS REPORT PROCESSED
CENTER OF MASS
RO: COL BUCK, GEORGE 999999999
SR: LTG SMITH 666666666
DATE: 98 07 18
TOTAL RATINGS: 20
RATINGS THIS OFFICER : 2
LABEL Regardless of profile
HQDA COMPARISON OF THE SENIOR
RATER'S PROFILE AND BOX CHECK AT
THE TIME THIS REPORT PROCESSED
BELOW CENTER OF MASS
RETAIN
RO: COL BUCK, GEORGE 999999999
SR: LTG SMITH 666666666
DATE: 98 07 18
TOTAL RATINGS: 20
RATINGS THIS OFFICER : 2
 Managed Profile
Top block check gets ONE of two labels...
* [3]
Process at DA
PROFILE IS [17]
HQDA COMPARISON OF THE SENIOR
RATER'S PROFILE AND BOX CHECK AT
RULE # 3
[0] THE TIME THIS REPORT PROCESSED

[0] ABOVE CENTER OF MASS - Top block check labeled

TOTAL [20] RO: COL BUCK, GEORGE 999999999
"above center of mass"
SR: LTG SMITH 666666666
b. POTENTIAL COMPARED WITH OFFICERS SENIOR
RATED IN SAME GRADE (OVERPRINTED BY DA) DATE: 98 07 18 when...
x
ABOVE CENTER OF MASS
(Less than 50% in top box; Center of
TOTAL RATINGS: 20
RATINGS THIS OFFICER : 2
- profile is less than 50%
Mass if 50% or more in top box)
in top block
CENTER OF MASS - Board sees only label and
narrative
BELOW CENTER OF MASS
RETAIN

BELOW CENTER OF MASS

DO NOT RETAIN
HQDA COMPARISON OF THE SENIOR
RATER'S PROFILE AND BOX CHECK AT
THE TIME THIS REPORT PROCESSED
RULE # 4
* [10]
Process at DA
CENTER OF MASS
PROFILE IS [10]
RO: COL BUCK, GEORGE 999999999 - Top block check labeled
[0] SR: LTG SMITH 666666666
"center of mass" when...
DATE: 98 07 18
[0] TOTAL RATINGS: 20 - profile is equal to or more
than 50% in top block
RATINGS THIS OFFICER : 2

TOTAL [20]
- Board sees only label and
 MANAGED PROFILE
Reinforcing Rules

• First single Top Box at a given grade will generate ACOM label at DA,
regardless of profile

• Can’t mention box check in the narrative

• Can only Restart in a grade with your SR’s permission and after 3 reports in
that grade have been processed at DA
 Don’t Misfire

• More painful to get on track with credible profile

• No Brainer - Board sees only a COM label
• Rated Officer thinks you lied - INTEGRITY
• Rating chain gets involved - Pain and Embarrassment
– DISCIPLINE MEMO FOR SENIOR RATERS WHO FAIL TO DISCHARGE THEIR
RESPONSIBILITY
• SENT Thru - RATING CHAIN
• CSA to GENERAL OFFICERS
• CG PERSCOM to COLs AND BELOW
– Annotated on 67-9-2 - filed in SRs OMPF and hard copy before Selection Boards

•Senior raters support.

- 8264 senior raters; 12 MISFIRES to date.(ACOM box checks which
produced COM labels)
- Initial phase where all senior raters are contacted prior to processing a
potential MISFIRE, has helped educate senior raters.
OER's By Senior Rater Senior Rater: State UT Unit :

To Senior Rater: Please make corrections to these OERs as requested below then fax, mail or email your response by the suspense date.

The Personnel Division, ARNG, is providing this report to assist you in correcting your misfires. A misfire occurs when the senior rater categorizes
more officers of a given rank as ACOMs (Above Center Of Mass) than allowed by regulation. ACOMs may only account for 49% or less of the total
number of rated officers of that given rank, per Department of the Army Regulation 623-105. A maximum of one ACOM may be awarded for four or
fewer officers being rated per rank.

Name Rank SSN Checked Change ACOM COM BCOM_R BCOM_NR Action Received Status
CW2 528575659 COM COM 0 1 0 0 None 19990618 Completed
CW2 528158210 COM COM 0 2 0 0 None 19991129 Completed
Current number of ACOM, COM(and lower) 0 2
Maximum number of ACOMs allowed; 1
Senior Rater: The number of the ACOMs listed above that should be changed to COM (or lower) 0

CW3 528948215 ACOM ACOM 1 0 0 0 None 19990820 Completed

CW3 528948215 ACOM **** 2 0 0 0 None 20010323 Profile
Current number of ACOM, COM(and lower) 2 0
Maximum number of ACOMs allowed; 1

Status Column Key: EXAMIN: Report is with Examiner; PROFILE: Calculation of Senior Rater Profile not complete; REVIEW: Changeable;
COMPLETED; Profiled Report cannot be changed; REJECTED: Duplicate report or OER returned due to error;

Senior Rater: Please respond as follows if changes are requested above:

1) Email your name, state, ssn, and for each OER to be changed Name(Rated Officer's), rank, SSN, new OER category(ex. COM) and thru date.
example: Rater: Ray Ratesemhigh, 123-45-6789, PA. Please change Sam Shorttimer, CW4, 234-56-7890, for period thru 1999/12/15 to COM.
Please email to Mike.Fowler@ngb.army.mil. If you have questions call Mike Fowler at 703-607-9123 or DSN 327-9123.

or 2) Annotate this form changing the OER by CLEARLY marking through the incorrect ACOM and CLEARLY writing in the correction(COM etc).
Please sign and date this form then either fax to 1-703-607-7184 or DSN 327-7184 attn:ARP-C(Mike Fowler)
or mail to the National Guard Bureau, 111 S. George Mason Drive, ARP-C(OER Section - Mike Fowler), Arlington, VA 22204

SIGNATURE REQUIRED(for faxed or mail responses):_________________________________________ Title:____________ Date:__________

 SMALL POPULATION/ SMALL PROFILE

SELECTION BOARD INSTRUCTIONS:

(1) Check Box in VIIa - same grade in population (3 OR LESS = Small Population)
(2) Check DA label: “Total Ratings”&“Ratings this Officer”
(5 or less = Small Profile)
(3) Focus on “Narrative”- VIIc
(4) **Remember: Norm will be “Center of Mass”
PART VII - SENIOR RATER

a. EVALUATE THE RATED OFFICER'S PROMOTION POTENTIAL TO THE NEXT HIGHER GRADE
1
I currently senior rate_______________officer(s) in this grade

x BEST QUALIFIED FULLY QUALIFIED DO NOT PROMOTE OTHER (Explain below) A completed DA Form 67-9-1 was received with this report and considered
in my evaluation and review xYES NO (Explain in C)

c. NARRATIVE COMMENTS ON PERFORMANCE / POTENTIAL

HQDA COMPARISON OF THE
SENIOR RATER’S PROFILE
AND BOX CHECK AT THE TIME
THIS REPORT PROCESSED
CENTER OF MASS
RO: CW3 BUCK, GEORGE
SR: LTC SMITH 666666666
DATE: 98 07 18
TOTAL RATINGS: 1
CW3 Buck is the most outstanding warrant officer I have ever served
with. He has earned the respect and trust of every commander in the
brigade. Particularly noteworthy was his contribution to the warfighting
ability of the battalion and brigade by keeping the M2 Bradley Fighting
999999999 Vehicles operationally ready. His fellow technicians acknowledge him as
the best technician in the division. He is a soldier and leader first, and
maintains those skills at a level that equals his technical acumen. CW3
Buck has the ability to meet any challenge. Promote below the zone to
CW4. A future CW5.
d. LIST 3 FUTURE ASSIGNMENTS FOR WHICH THIS OFFICER IS BEST SUITED. FOR ARMY COMPETITIVE CATEGORY CPT THROUGH LTC, ALSO INDICATE A POTENTIAL
CAREER FIELD FOR FUTURE SERVICE.

DIV Maintenance Officer, TRADOC Instructor, CASCOM Doctrine writer

RATINGS THIS OFFICER: 1
 OER BATCH PROCESSING

• Batch processing at PERSCOM----:

Arrive on same day

From same senior rater SAME PROFILE
In same grade

2 EXAMPLES : Profile = 2 in top box; 4 in second box.

Senior rater is forwarding 2 top box reports to PERSCOM......

Both arrive on the same day: Process on separate days:

- Profile becomes 4 in top box; 4 in 2d box.
- Top box on both not less than 50%;
- Both receive “COM” label
- Profile on 1st: 3 top box; 4 in second
- Top box less than 50%-- ACOM label
- Profile on 2nd: 4 in top box; 4 in second
- Top box not less than 50%-- COM label
 Cannot Hold OERs Past 90 Days
Perception - Its OK to hold reports past suspense in order to sequence

• No! Over 1 Year into system, profiles should be established,

Boards beginning to question.

• 90 days to submit reports to DA -- Required by Regulation.

• Late Statistics Report by name (Senior Rater) to field,

Beginning 1 April.

Commanders are responsible for the

integrity of the OER System
 NEW SENIOR RATER PROFILE REPORT DA FORM 67-9-2

SENIOR RATER PROFILE REPORT

OFFICER EVALUATION REPORTING SYSTEM
FOR USE OF THIS FORM, SEE AR 623-105; PROPONENT AGENCY IS ODCSPER
A. NAME B. SSN C. RANK D. DATE OF REPORT

CURRENT OER PROFILE PROFILE HISTORY

BCOM
ACOM BCOM Total 1st Block Total
COM DO NOT % ACOM
COM RETAIN Ratings COM Ratings
RETAIN

COL

LTC
MAJ Sent to Senior Raters Annually
CPT
1LT Available upon request anytime
2LT
CW5 Filed in Senior Rater’s OMPF
CW4
CW3
CW2
WO1
DA FORM 67-9-2 1 NOV 97
 GI POINTS OF CONTACT

OER Processing Questions, Senior Rater Profile

Questions:
SPC Nichole Bonham, 523-4902

Officer Records:
SFC Kent Bingham, 523-4547
SSG Brian Schiele, 523-4543

Officer Policy & Branch Management:

MAJ Brian Young, 523-4940
MAJ Bryce Taggart, 232-9290