Posted on Jun 19, 2015
Authentic assessments, what does this mean to you, and what are the best measures to assess current performance and future potential?
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The topic (authentic assessment) came up recently in one of my grad school teacher seminars and it got me thinking, although we just overhauled our Officer evaluation system and now we are doing the same for the NCO's, are we as leaders getting it right with regards to assessing junior leaders, NCO's and Officers for future promotions and positions of increased responsibility?
Posted in these groups: 
Leadership
Counseling
Leadership Counseling
Posted >1 y ago
Responses: 2
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Not a chance because we went from everyone is a 1/1 to now just picking percentage. Nothing ever works right with a quota system. Not to mention the NCO side isn't ready for an OER style eval based on the fact they just delayed launch until at least 1JAN.
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CW4 (Join to see)
I understand where you are coming from. What are some of your reccomendations on how to make the system better?
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I agree with MSG Davidson completely. It takes a professional to effectively & fairly rate a subordinate. We have (and have had) far too many E-7s that were not SFCs, E-9s that were not SGM/CSMs, etc. (they may wear the rank but are not effective in executing the required duties commensurate).
When I see a senior leader "refusing" to allow a Rater to give a Needs Improvement rating on the basis that "it will ruin a Soldier's career," it makes me cringe. If the rating is accurate, justified & documented then the Soldier earned it. When this practice happens with an E-5 (where it is not a career stopper), we lose the ability for them to improve and set the expectation that they will "get by" with substandard or marginal performance. Assessments are tools to be used to identify areas for improvement and recognize superior performance.
The primary issue that I have seen the last ten years is that proper mentorship is not taking place AND accountability is lacking.
When I see a senior leader "refusing" to allow a Rater to give a Needs Improvement rating on the basis that "it will ruin a Soldier's career," it makes me cringe. If the rating is accurate, justified & documented then the Soldier earned it. When this practice happens with an E-5 (where it is not a career stopper), we lose the ability for them to improve and set the expectation that they will "get by" with substandard or marginal performance. Assessments are tools to be used to identify areas for improvement and recognize superior performance.
The primary issue that I have seen the last ten years is that proper mentorship is not taking place AND accountability is lacking.
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CW4 (Join to see)
Thanks for the response. I knew I would great responses from senior NCO’s. you have made similar post and I agree with it all.
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