Posted on Jun 3, 2015
What do you think a new appraisal process should look like?
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What should we measure and why? How much writing should be required? Who should the rater be? Do we need a senior rater? Do we need a reviewer? Should peer ratings be part of the process? Should we use a "stick man" and rater profiles to know where we fit in the pack?
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Promotions
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Promotions Rank
Posted >1 y ago
Responses: 5
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Practice the KISS Method when applicable. We have made this way to difficult!
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Appraisals suck. Period. I understand what they are, what they are SUPPOSED to do.... bottom line is: 1. for those that are narratives or bullets, LOTS of people win or die based on how well the person/people above them write. For Promote/Do not Promote, depends on what the people above you THINK of you. Look around you.... Tell me that you don't have 90% or higher firewall 5 evaluations? Look at the bullets....almost all the ones I have seen praise up the person....even the unit douche bag. I don't have the right answer. Not even sure there IS a right answer.... but the systems are broken.
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I would like to see narratives which include job description. Clearly my Job is not a MTOE position but it is a necessity. We my team and I take pride in assisting all with their negativity basis. Mental toughness has been a key in all lives since our inception. The fact that I am not in my MOS to help Soldiers and their Family members cope with life is very important to me.
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SGM (Join to see)
Yes, there should be a place to note "rare and unusual skills and abilities". Unusual situations should be explained.
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SFC Stephen King
Honestly, I understand the changes but the fact that someone looks at my Job and has very little understanding of what I do has little merit when the board convenes. I look to continue helping others upon retirement.
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