Why cant we get better AARs on the senior enlisted boards? Every year it is the same.

2014-04-20T11:37:51-04:00

Why cant they just send the word-picture that was captured in the database out to the NCOs?

Response by 1SG Gregory Crocker made Apr 20 at 2014 11:49 AM

2014-04-20T11:49:50-04:00

I believe it is primarily because the corrections haven't been made in so many cases. We as NCOs provide them with easy elimination criteria because so many of our peers are too lazy to make the corrections that the boards have been identifying for years. The truth is, there is no clear cut road map to getting promoted. Just go where the Army needs you and strive to be the best at everything you do. As long as you perform and your NCOERs and other supporting data reflect accordingly you will be competitive. The rest is up to the board members and the big Army's goal for your MOS that year.<br>

Response by SGM Matthew Quick made Apr 20 at 2014 2:18 PM

2014-04-20T14:18:10-04:00

Can you define 'better' AARs?

Response by MSG Martin C. made Jun 9 at 2014 2:08 PM

2014-06-09T14:08:24-04:00

Every CMF has their AAR published via their branch, some make it public some other make hard and difficult to find at any rate if you contact your proponent they can guide you where to find it for your CMF.

Response by 1SG Steven Stankovich made Jun 9 at 2014 2:53 PM

2014-06-09T14:53:04-04:00

Let me see...outdated DA Photo or no DA Photo on record, uniform does not match ERB which also does not match OMPF, NCOERs that are not quantitative, assignment diversity, military education, college degree, leadership positions, leadership positions, leadership positions...

These are most of the comments that are on each and every Board AAR. These are also the things that, as a whole, are easily corrected and more often than not, they are overlooked or just not fixed.

I think that NCOs would like to see where in the board OML that they placed. For instance, if there were 100 NCOs considered for promotion and 10 were selected for promotion, I would like to know if I was 11 or 100 on the remainder of the list. That information can be used to determine your next course of action with regards to continuing service or hanging up the uniform.

At the end of the day the best that we can do is to take care of the things that we can take care of, ensure that our subordinates are provided the tools to be successful, and stay abreast of all the changes that are coming down the pipe (ie QMP, QSP, etc).

Response by SFC Private RallyPoint Member made Jun 9 at 2014 3:06 PM

2014-06-09T15:06:58-04:00

I had a CSM sit down with my SLC class and she broke down for us exactly what made each NCO a strong candidate for her personally. For example, she placed strong NCOERs at the top, strongly followed by if an NCO had successfully served as a Drill Sergeant or AIT PSG. (She was a Drill.) She also said that her peers ALL look at candidates differently and all had their own rating systems or ideas about what the best career-broadening and enhancing assignments were. The resulting AAR is a concise overview of the board members' observances and points to general trends in the selection process. At the end of the day, they can only select so many candidates and plenty of good ones will be passed up.

Response by SFC Private RallyPoint Member made Jun 9 at 2014 8:55 PM

2014-06-09T20:55:00-04:00

I'm with the majority, it looks like the same mistakes is what is keeping NCO's from being promoted. I mean how hard is it to do your job, update your ERB & OMPF and take a updated DA Photo? If they can't do that they don't deserve to move up!