NCOER
NCOER
Posted on Jan 10, 2016
Advice on bullet points for new Army NCOER system?
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NCOER
NCOs
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Just write what your subordinate did or didn't do. Keep it simple and be honest. Good, bad, or ugly they get what they deserve based on their performance. Most importantly, actually counsel them.
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Suspended Profile
I wrote one two weeks ago and it's making its way through the chop chain. I started by rereading ADP and ADRP 6-22, specifically the portions that detail leadership attributes and competencies. I then read through the NCOER portions of AR and DA PAM 623-3. Finally I read through the NCO's career map and NCO Performance Measures supplement. Then I organized my thoughts into bullets. Like the old bullets, I showed an action and result, but with this one I emphasized the competencies. The boxes were smaller so it was a challenge but so far I've only had minor corrections from my NCO support channel.
Suspended Profile
To actually answer the question, my advice would be to take the time to read the references and understand what is really required. There isn't much room for error in those small boxes.
As for the bullets, many of the old rules still apply such as leading with a verb, quantify/qualify, and have an action/result. I looked at the performance measure and transformed it to have a specific action and result that pointed to how that NCO performed within that attribute. I also tried to use key words within the bullet. For example, for PRESENCE I wrote a bullet like "employed resiliency by reorganizing his sections' deployment cycle to meet emerging requirements"
As for the bullets, many of the old rules still apply such as leading with a verb, quantify/qualify, and have an action/result. I looked at the performance measure and transformed it to have a specific action and result that pointed to how that NCO performed within that attribute. I also tried to use key words within the bullet. For example, for PRESENCE I wrote a bullet like "employed resiliency by reorganizing his sections' deployment cycle to meet emerging requirements"
SFC (Join to see)
Thanks for the info SFC Rose Shutts. I'm re-reading the ADRP right now. One thing I wasn't sure of though was about the Operational and Broadening assignments under the Senior Rater section.
Does it have to be tied to the career map on OCMI, or can it come from the MI Corps section of DA Pam 600-25? That covers Operational assignments such as "Great Skills Program" and "Special Missions Unit" (page 222 of the PDF), but the 35F PDNCO Map on OCMI does not list that for 35F.
V/R
SGT Mullet
Does it have to be tied to the career map on OCMI, or can it come from the MI Corps section of DA Pam 600-25? That covers Operational assignments such as "Great Skills Program" and "Special Missions Unit" (page 222 of the PDF), but the 35F PDNCO Map on OCMI does not list that for 35F.
V/R
SGT Mullet
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Suspended Profile
SGT Mullet - I'm going to be honest and say I haven't seen the one from OCMI. I solely used the DA PAM here to ensure the NCO's position matches their rank or next rank. I also admit that we have a little more flexibility to make these match in the SOF community. This NCOER is for a SSG serving in a SFC role so his duty description is a SEnior Intelligence Sergeant to meet that SFC wicket.
SFC (Join to see)
Thank you SFC Shutts.
Here's the link to the OCMI one: https://ikn.army.mil/apps/IKNWMS/IKN_Websites/USAICoE/OCMI/enlisted.htm
V/R
SGT Mullet
Here's the link to the OCMI one: https://ikn.army.mil/apps/IKNWMS/IKN_Websites/USAICoE/OCMI/enlisted.htm
V/R
SGT Mullet
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SSG Marcelain,
The NCOER has not changed in respect to bullets. It requires two things that accounts for quantifiable factors and the are ACTION and RESULT. The only change is in how you rate your subordinates and how you rate amongst your peers. However, if you stick to the two factors that I pointed out, you'll never worry about fluff, they'll always be quantifiable and it will keep you competitive.
The NCOER has not changed in respect to bullets. It requires two things that accounts for quantifiable factors and the are ACTION and RESULT. The only change is in how you rate your subordinates and how you rate amongst your peers. However, if you stick to the two factors that I pointed out, you'll never worry about fluff, they'll always be quantifiable and it will keep you competitive.
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