MSG Stankovich,

The reason or excuse that was given to us back in the late 80s/ early 90s was that the scrutiny of the SQT and the SDT tests were considered racially biased towards African-American and Hispanic SMs, when it was actually determined from some internal unpublished investigations that just like the old Infantry correspondence and other large courses, there were copies of MOS answers to the tests starting to float on a regular basis, but many times people were mixing up the answer that they had memorized and dramatically failed the tests, and when they had gotten their scores and tried to say the test was messed up, many actually shot themselves in the foot and told what they had done, this led to mass investigation into the entire test and system, and the discovery of the cheat sheets. But to save face for Big Army at the time, the so called racial bias of the test was the reason given for the removal of both.

As the Army changes you will have to change too, I know the
promotion system has changed drastically. Your inherited right as a NCO is to
train and lead Soldiers has not changed. Some NCO has become lazy too make time
or time management to counsel their Soldiers. It starts with the DA 4856 development
Counseling form, Non recommendation for promotion counseling, Monthly
counseling and Profession development in accordance with FM 6-22. Some NCO has uses
this DA 4856 as weapon when it has many positive benefits, If you make time to counsel
your Soldiers. Majority of the problems can mitigate between you and
subordinate through the proper counseling process. Those Soldiers that has not
reach or began to peak in their leadership skill of, of taking initiative,
leading others, decision making, Taking responsibility of their action, proficient
in their 10 level while working 20 level skill, team work and learning  how to overcome and adapt should documented
on a DA4856 form. When subordinates become available for the promotion and you’re
saying to yourself he or she is not ready. Be truthful with yourself. What have
you did to make them ready for the level of increase responsibility? Have you
the made time to counsel them, did you develop a plan of action, did you follow
through the plan of action, did you exhausted all of your resources to develop him
or her, did you assess the plan of action, was the plan of action a success or
failure, did you as the leader take time personally develop him or her. When
your command says (he or she is going to the board start prepping them now!) If
you can show proof of through document counseling in their packet with DA 4856
form assessment complete. You as the direct first line supervisor can blame not
for him or she promoted to sergeant. You as the leader let him or her fall
through the cracks be promoted to the rank of sergeant. AR 600-8-19 states the
TIS and TIG for advancement. You as the leader is require to counseling your
subordinates on why they are not being recommend for promotion, this responsibility
can be found in AR 600-8-19. It all comes to us leaders to ensure that are
ensuring our obligation and duties wearing stripes. You as the failed to
counsel your subordinate and develop them, you as the leader just allowed HIM
OR HER to enter the realm being a NCO but has not been mentor. NCO’s let take responsibility
for action fix this problem, instead of contributing to the problem. (NCO LEAD
TO TRAIN, TRAIN TO LEAD!)