At what point should an NCO write their own NCOER?

I understand that as well. That E5 has rights when it comes to his NCOER. Whoever wrote it has to have the proof of him being horrible with his quarterly counselings. All the E5 would have had to do is appeal it unless the superior had the quarterly counselings of which the E5 signed.

His senior thought he was doing him a favor, albeit with a terrible NCOER.

So, was this thread an ambush in waiting, if so, your tact lacks integrity SSG Brian Marshall.

Assuming sarcasm was in your reply, I'll be your huckleberry....just because we are a leader does not mean we are all knowing. When we quit allowing input from subordinates, it is time for us to find a new vacation because we become consumed in serving ourselves instead of serving our people.

A good practice I learned was to enter into monthly performance counseling with an outline and complete the counseling with input from the Soldier. I have also used the technique of allowing Soldiers to complete their own counseling and compared it to the counseling I prepared for them as well. If you have never done this, I encourage you to explore that technique as it might surprise you with the results.

So, with these points in mind, there is no problem with outlining accomplishments that are important to you. You should have input....and very soon, you WILL have input!

Oh no not at all CSM. I just don't think it is ever right to write your own NCOER. I didn't mean any disrespect with that. I just feel that most of today's senior NCO's think its beneath them to write the NCOER and help mold the NCO's under them. I agree that there are many different techniques to counseling and those are very valid points.

The rater should not expect the rated NCO to write their own report however, I am not naïve to believe it does not happen. I'm sure your heard the adage that goes something similar to "10% of your people will cause 90% of the problems causing you to spend 90% of your time with 10% of the people", that same thought could create a focus on the problems rather than those that are doing the right things.

When a rater "expects" the subordinate NCO to write their own report, it is typically due to several factors:
1. Subordinate is a proven stellar performer.
2. Senior trusts the subordinate unequivocally.
3. Senior is overwhelmed with a focus on the negative performers in the unit and thus not spending the quality time needed for everyone equally.

CSM Michael J. Uhlig with the utmost respect, well said and profoundly conveyed to the simplest terms! Hoohaa.