Posted on Apr 16, 2014
How do you evaluate leadership on the NCOER/OER if someone is serving by themselves?
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Edit: I'm ONLY asking about evaluating the leadership bullets and the ability to lead if they don't lead anyone.
Looking for how you guys/gals do it. Not saying it can't be done, but I am always curious for new ways to look at the NCOER and evaluations (I am kind of an NCOER nerd for some reason).
Looking for how you guys/gals do it. Not saying it can't be done, but I am always curious for new ways to look at the NCOER and evaluations (I am kind of an NCOER nerd for some reason).
I'm going to use an example that sounds far-fetched but can be quite real in my MOS/area:
A senior sergeant, let's say SFC is assigned for 6-12 months by him or herself in a remote area with no subordinates, no lateral units or attachments...not taking people to the board, not mentoring Soldiers, not writing NCOERs or teaching classes or even conducting STT.
What do you use creatively to rate them positively if you KNOW they are a superb leader but simply don't have the usual metrics to judge them with?
Do you grudgingly admit that you might have to give them a success, or do you have specific ways in which you are able to creatively judge them on their leadership potential/performance?
Posted in these groups: 
NCOER
NCOER
Edited >1 y ago
Posted >1 y ago
Responses: 3
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I'm in that position now as a AMEDD Center Commander, however I do give classes and participate in weekly activities with the main body.
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CW2 (Join to see)
Gotcha. But now imagine you are in a remote place far away from your unit and unable to do so even if you had time or wanted to.
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SFC A.M. Drake
Im more than 60 miles away, I think that would classify as remote enough...lol! However you do bring up a good point.
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Conducted Liaisons with X local military and police.
Assisted with X international investigations.
Supported International counter-terrorism efforts with training/ Intel support.
Provided training for Local National Military Investigators.
Attended training with Local National forces X times.
The trick is to find other measures you can use, but you are still going to need them to provide the metrics for you since you aren't on site...
Assisted with X international investigations.
Supported International counter-terrorism efforts with training/ Intel support.
Provided training for Local National Military Investigators.
Attended training with Local National forces X times.
The trick is to find other measures you can use, but you are still going to need them to provide the metrics for you since you aren't on site...
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CW2 (Join to see)
Sir, with all due respect those are competence bullets. Not leadership. Just my opinion though.
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CW2 Joseph Evans
Taking positive action in connection with local authorities and representing the US Military in a positive way shows initiative, responsibility and innovation. By providing that valuable conduit with local resources, you show leadership as well as competency in your role as a counter-terrorism expert and US military liaison. This sets up not only your replacement for success but your higher HQ as well by providing valuable intelligence resources throughout the Peninsula (country).
Spin it man... You got this. ;)
Spin it man... You got this. ;)
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CW2 Joseph Evans
Took the lead on x number of combined counter-terrorism investigations; developed x local national collectors
Successfully recruited and developed x sources resulting in x reports.
Just about anytime you interact with another human being, the potential to develop as a leader exists. As a HUMINT collector, it can often fall into an area you normally consider "competency" because your MOS requires those interactions as part of your job.
AR600-100 1-4 a. The Army defines leadership as influencing people by providing purpose, direction, and motivation, while operating to accomplish the mission and improve the organization.
Is that not what you do every time you interact with a source? Provide them with a purpose and motivation to supply you with information? Information that answers a need of the mission and improve the effectiveness of the unit? The definition of some of your core competencies is leadership. Your job is not just "resource management", you work with humans and that is leadership.
Successfully recruited and developed x sources resulting in x reports.
Just about anytime you interact with another human being, the potential to develop as a leader exists. As a HUMINT collector, it can often fall into an area you normally consider "competency" because your MOS requires those interactions as part of your job.
AR600-100 1-4 a. The Army defines leadership as influencing people by providing purpose, direction, and motivation, while operating to accomplish the mission and improve the organization.
Is that not what you do every time you interact with a source? Provide them with a purpose and motivation to supply you with information? Information that answers a need of the mission and improve the effectiveness of the unit? The definition of some of your core competencies is leadership. Your job is not just "resource management", you work with humans and that is leadership.
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I know that the Army answer is to stay in contact with them often, but I know that is not a plausible answer for everyone, particularly deployed deployed personnel in remote areas. I would counsel them at the outset about the need to track their accomplishments. Obviously, nothing replaces leadership presence, but in a situation like that a person is writing their own NCOER.
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CW2 (Join to see)
I know how to keep track. I'm saying what do you say. Like what does someone do that in your eyes says excellent in the leadership block
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SFC (Join to see)
Ohh... I see. I think I misunderstood the question at first.
I'm a Career Counselor, I work alone. But, I still interact with the rest of the Army. No one in the Army is ever all alone. However remote you are, you still rely on someone, and someone is relying on you.
So, you evaluate leadership by the way that they affect the people around them. People display leadership in groups even when there is no leadership within the group.
How has this Soldier stepped outside the normal Army MOS?
What duties has the Soldier taken on independently?
In what ways are they performing above their pay grade/duties?
In what way have they had a positive impact on the group that relies on that person's work?
Have they done anything to streamline efficiency or make improvements in the current working model?
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