Would this process work in the Military?

CW4 Private RallyPoint Member — Wed, 22 Jul 2015 12:57:30 -0400

I thought that this article was interesting. Would eliminating the current evaluation processes for military personnel in favor of a more streamlined system that provides instant feedback after all major training events and missions be a positive option for the military.

http://www.washingtonpost.com/blogs/on-leadership/wp/2015/07/21/in-big-move-accenture-will-get-rid-of-annual-performance-reviews-and-rankings/?tid=sm_fb

In big move, Accenture will get rid of annual performance reviews and rankings

The firm tells The Washington Post that it will abandon its old system for all 330,000 employees, starting in September.

Response by SCPO David Lockwood made Jul 22 at 2015 12:58 PM

SCPO David Lockwood — Wed, 22 Jul 2015 12:58:27 -0400

I belieeve you would have the same issues that you have in the military, favoritism!

Response by SGT David T. made Jul 22 at 2015 1:13 PM

SGT David T. — Wed, 22 Jul 2015 13:13:19 -0400

Would the NCOs and Officers write their own "feedback" the way many currently do their NCOER/OER?

Response by COL Mikel J. Burroughs made Jul 22 at 2015 1:13 PM

COL Mikel J. Burroughs — Wed, 22 Jul 2015 13:13:46 -0400

CW4 Private RallyPoint Member I love the concept and I believe that providing immediate feedback is essential in today's workplace. The evaluation system in the Army (I don't know about the other service branches) has been broke for a long time. Waiting a year to document achievements or failures is too long. Having the Officer or NCO basically provide you with his or her own bullet points in the support forms is old and outdated. I can tell you that half of the counseling sessions documented on NCOERs were bogus. I would actually have the CSM go and ask for copies that couldn't be produced. I think the military needs to get on board with new processes of evaluating its service members. This will help with immediate feedback on the job and it will help soldiers getting ready for transition into the civilian world what to expect. Just an opinion, but I love innovative change that makes dollars and sense. When the military works for the nation it is spending dollars!

Response by LCDR Private RallyPoint Member made Jul 22 at 2015 1:52 PM

LCDR Private RallyPoint Member — Wed, 22 Jul 2015 13:52:03 -0400

I like the concept and quicker feedback is definitely important if you want quicker improvement. That said, I don't see it working very well with promotion systems. We would have to revise too much too quickly in order to effectively implement something like this and I just don't think it's doable.

To a certain extent we do give immediate feedback in the form of reprimand or awards. Perhaps expansion or better use of those of these is a solution somewhere in the middle.

Response by 1LT Private RallyPoint Member made Jul 22 at 2015 3:17 PM

1LT Private RallyPoint Member — Wed, 22 Jul 2015 15:17:14 -0400

I’ve written two of these things in the reserves, so I don’t have enough authority to have an opinion yet.
From a proprietary prospective, how else is the DoD going to satisfy internal control requirements and statutes (OMB 123, DoD Instruction 5010, and Federal Managers Financial Integrity Act of 1982). In theory, an active 2LT with a degree in basket weaving can make $45,000 active duty with allowances and 24 days of paid vacation (not including federal holidays) as an entry level job. That money comes out of a MPA appropriation and manpower budget. DoD manpower needs have a system that proves the money was well spent per OMB 123-A.
I think program managers and commanders are wrong leaning on these as operating metrics. That is why they implemented DTMS and all the other “how to” training guides on the publishing directorate. They say, “ be the best X in the Army”. I have never used any of these because there are no training guides for “financial management in X type of brigade”. It’s all guidance from DoD FMR, the Yellow Book, and FAR.