A character statement helps judges, Commanders, First Sergeants, and other strangers make fair decisions by providing a factual description of a person's character. Not all officers are interested in being nominated for special assignments; this desire must be communicated to the assignment officer in order to avoid potential friction. At that time, SSgt Trejo was a Lance Corporal and played a key role in the success of RSS Brooklyn. My most humble request is that you allow him to continue service. He completes all tasks I ask of him and has often shown initiative and motivation with other tasks. - Develops. There is a symbiotic relationship between family peace and work productivity. If, for example, someone is being prosecuted for dereliction of duty, a character statement on that person's behalf should include information describing your experience with that person's earnest dedication to his assigned responsibilities. I will have honorably served for 15 years come February, 2019. They just want to get an idea of the person's history so that they can make a fair decision based on the evidence. At that time, LCpl Trejo displayed himself in a manner that was well above reproach. I have worked with SPC Morrison (as a co-worker and now as a supervisor) for almost two years and in that time I have never seen him lose his temper or even raise his voice to anyone. I supervise the Headquarters section of the G-3 consisting of two Noncommissioned Officers and one junior Marine. Raters and SRs should do their work. Thanks! Platoon Sergeant, FROM: GUNNERY SERGEANT DEKINDEREN, TODD M. 1271676243/1833 USMC, SUBJECT: CHARACTER STATEMENT FOR STAFF SERGEANT TREJO, MARIO SSG Deleon displayed an unmatched work ethic. These documents will provide the rated Soldier essential rating chain direction and focus to aid in developing his or her support form. What's outrageous is that we are still outraged and we pretend it shouldn't happen. ". MARY M. BELLA, CPT, USA Normally must serve 90 days. It is imperative that officers communicate with their assignment officers early, especially if they are in the next movement cycle. Initial Field Grade Counseling. You can't do it all yourself. Officers rated in the top third of their peers represent the best in the field, and these officers will have the opportunity to serve in joint assignments, as general officer aides, or in other nominative assignments reserved for the very best. And the supplemental NCOER? Officers must understand how their assignment officers assess them in relation to their peers. Every officer possesses certain talents that benefit the organization. HRC wants to nominate officers who desire the positions and have the right skills for those positions. During my time at HRC, I learned many things about field-grade officer career progression that I want to share. O-6s typically attend the Army War College. Every officer matters to the continued success of our organization. CW3 Texas-Ranger never failed to uphold the Army Values and consistently embodied technical and tactical proficiency. If someone has been accused of insubordination, a character statement for that person should address your direct knowledge of that person's respect for authority and willingness to follow orders with examples if possible. I have known (SSgt) Trejo, Mario since December of 2010 when I was a Sergeant serving as a Canvassing Recruiter with 1st Marine Corps District, Recruiting Station New York, Recruiting Sub-station (RSS) Brooklyn. 04-PUB NOT RELEASABLE TO FOREIGNERS (NOFORN) 42-ITEM ONLY PRODUCED IN ELECTRONIC MEDIA. He is one of the most calm members of our work center. In my professional opinion as one of his mentors, and as a witness of SSG Deleon's moral character, I truly believe that he is an asset to the United States Army. If detailed data is not submitted, units leave the decision to assignment officers who may not have complete information to assign the officer who is best suited to the unit's mission. What I have personally witnessed of SGT Jones' character does not indicate a person that poses a threat to the professional image and integrity of our Army. DEI Best Practices: Expanding the K-12 pipeline, http://armypubs.army.mil/doctrine/DR_pubs/dr_a/pdf/adrp6_22_new.pdf, http://www.hrc.army.mil/site/ASSETS/PDF/MOD3_Evaluation_System_Rater_and_Senior_Rater_Jan14.pdf, https://www.hrc.army.mil/site/ASSETS/PDF/MOD1_Revised_Officer_Evaluation_Reports_Jan14.pdf, https://www.hrc.army.mil/TAGD/Evaluation%20Systems%20Homepage. I had the opportunity to get to know SGT Jones as a peer and as a friend. Field grade officers care about your role more than others If an Officer just received a negative OER, it is advisable to retain a military lawyer to assist with an appeal. The submission of a detailed MER is critical to enabling HRC to select the right officers for specific organizational requirements. 1. CW3 Texas-Ranger and I were never assigned to the same section at either location. (See figure 1.) SUBJECT: Character Statement for SGT Jones. Form Popularity oer support form examples. NAME (Last, First, Middle Initial) HELIXON, WILLIAM, M g. UNIT, ORG., STATION, ZIP CODE OR APO, 05; CW3 - CW5) OFFICER EVALUATION REPORT see AR 623-3; the prwonent agency is DCS, G-1 PART I - ADMINISTRATIVE (Rated Officer) . o motivated and challenged peers through leadership by example. The report is forwarded to the HQDA. ". I have been in the Army for almost nine years and currently I am the ASF Administration and Occupational Health Element Chief. Spend some time thinking this through so that you can come up with material that will cast doubt on the charges. A joint assignment is a great opportunity, but if you do not get promoted to lieutenant colonel or selected for battalion command, it will not take you very far. I am aware of the punishment that SGT Jones could be given. 3. The number one rule is that as your performance changes, so should your future goals. He will be grateful for any effort on his behalf. He was not afraid to admit when he lacked knowledge of certain procedures or tasks; knowing I had the most experience on the trail in our company, SSG Deleon would come to me for guidance or advice to ensure he didn't look unprofessional in front of the Trainees. Your statement will represent both you and the subject and its appearance will have some influence. Talent management must be viewed holistically. It can't be a rambling, general statement that "John is one of the nicest guys I have ever met". Timing of the MER submission is critical, and G-1s are ultimately responsible for submitting it to HRC. I currently serve as a Mortar Platoon Sergeant in 1st Brigade, 4th Infantry Division. His drive and motivation played a key role in the accomplishment of the Unit's mission: taking civilians, turning them into Infantrymen and training them to be the Force's future leaders. The Army rolled out a new support form. 2. In regards to this situation, I can tell you that this was a one-time mistake and out of character for her. For the most part, an officer's immediate advocates should be from his or her current chain of command. SSG Deleon had always demonstrated the highest level of integrity and never acted as someone who would violate his position of trust. This group of officers is targeted for areas that allow more opportunities to strengthen their files. Contributions are moderated and will not show up until reviewed. Therefore, an account manager's concern is filling "spaces.". Combat training center and joint assignments represent the next target. field grade officer oer character commentsaiken county sc register of deeds field grade officer oer character comments I have been in the Army for over 11 years and I am currently the NCOIC of Personal Property at the Installation Transportation Office. We need more examples. List incidents that you observed where he accepted orders or even punishment without argument. Officers' personal assignment considerations are the last aspect in the assignments process. Finally, the remaining branch-immaterial jobs are filled. My Name is SFC Ryan P. Fasano. FIELD GRADE PLATE (04 For use of this form, a. Serving in the Army is a great opportunity, but it represents a short time in our lives. HRC account managers are responsible for representing their assigned units' requirements. (FITREP), Air Force's Officer Performance Report (OPR), or the Army's Officer Evaluation Report (OER), each of these records has the greatest impact on each officer's military career and promotion opportunities. SPC Smith is a quiet, soft-spoken individual who often keeps to himself. She embodies her job as assignments manager and places her job and the Army first in her life, and wouldn't have it any other way. The more distant the relationship, the more credible the letter will be perceived to be. Majors should approach future career goals logically and sequentially. Comments and Help with electrical outage report example forms. DSN 530-XXXX. o Updates policy authorizing officer evaluation reports for United States Army Reserve officers in the rank of major general (paras 1-7 and 3-2). To me the rater and senior rater are there to make sure the self evaluation stays honest. November 8, 2021. by Ashley Welte. The most effective and meaningful character statements are those written by people who have known the accused person for a long time and who can be considered to be impartial. He would selflessly sacrifice his time on countless occasions, in order to lift the weight off his struggling peer's backs. Purpose: Provides evaluation information for use by successive members of the rating chain, emphasizes and reinforces professionalism, and supports the specialty focus of Officer Professional Management System (OPMS). Recently, HRC held a virtual town hall, and many comments focused on this issue. Now, creating a OER Support Form Example Bullets PDF takes a maximum of 5 minutes. # 1: S4 Officer An OER with negative comments, "no" block checks, or negative ratings (referred OER), is career threatening for the Officer who receives it. Being mentored by a senior leader is a great opportunity to develop a viable career plan. In my professional opinion, SSgt Trejo has always confidently displayed what it means to be a U.S Marine. 2018 with issuance of Army Directive 2018-07-8. The new Army OER form requires bullet comments for the following sections: - Character. I currently senior rate 23 Army Officers in this grade. He does so without question. (Adherence)to)Army)Values . HELP! This system allows officers the opportunity to market themselves by adding skills and experience that may enhance the gaining units' mission accomplishment. It is your responsibility to double-check the information you find on this site before you use it professionally. Author's Note: The vignettes provided in this article are from Majors and Lieutenant Colonels who served in three different Corps, four separate Divisions, and seven individual Brigades / Groups. We should not expend all of our energy on the top 10 percent while the remaining 90 percent are the men and women operating the organization. dl- Character (Adherence to Army Values, Empathy, and A key part of the new OER system will be to ask raters to make determinations about what an officer is capable of, and what suggestions there might be for how the officer can be better developed . Contributions are moderated and will not show up until reviewed. This came as quite a surprise to me and definitely caught me off guard. Leadership. You're just asking for sleepless nights. Finally, account managers and assignment officers have different responsibilities. It's happening for a good reason, because the professional Soldier already knows what they have done well and what they need to improve. Examples can be posted by using the form below. LCpl Trejo was soon promoted to Corporal, then shortly met me at the rank of Sergeant, and eventually being promoted to his current rank of Staff Sergeant. Based on my experience and observations working alongside of SSgt Trejo, I highly recommend him for retention in the United States Marine Corps. The below comments are not to replace the Army's definition, nor are . CLICK ON THE "CREATE OER TAB" at the top which will pull the basic admin data from the existing support form into an OER shell. The main report includes supporting DA Form 67-10-1A, which contains administrative data and an explanation for submitting a Field Grade Plate Officer Evaluation Report. Furthermore, I served with CW3 Texas-Ranger in Fort Hood, TX, and Bagram, Afghanistan. Networking at the field-grade level is integral to continuing career progression. I have always known him to be quietly cheerful and, to my knowledge, he has always had a good attitude and a positive outlook. Each officer has a specific YMAV or DEROS that identifies when they are eligible to move. Army Regulation 614-100, Officer Assignment Policies, Details, and Transfers, offers detailed insight on assignment policies. Rater profile established for raters of company and field grade officers Maintain less than 50% of reports written by grade in the "Excels" box (for raters of LTCs and below) Flexibility - Raters have a "credit" of 3 in the "Proficient" box to start profile Rater OER profiles calculated based on Profile LOCK date as evidenced by . Normally a single paragraph of a couple of sentences explaining who you are (rank, place of work, etc) and your relationship with the subject (co-worker, friend, supervisor, etc). If you would like for me to elaborate prior to your final decision, I would sincerely appreciate the opportunity to speak further on CW3 Texas-Ranger's behalf. And, in her defense, she had the integrity to immediately acknowledge her mistake and take care of it immediately. SHARP, EO, and EEO. The MER is the unit's best opportunity to submit formal input into the process. Report) to DA Form 67-10-4 (Strategic Grade Plate General Officer Evaluation Report) (para 1-1). Throughout this period of time, I had the opportunity to witness his work ethic, professionalism, and ability to lead. SSG Deleon served as a Drill Sergeant in 1st Platoon and later became the Senior Drill Sergeant of 3rd Platoon. Senior Rater Bullet Comments; what is best for promotion boards? In fact, I once heard our Maintenance NCO praise him at a meeting with the NCOIC, saying he wished he had more Soldiers like him. Approximately 51 percent of the officers who enter these types of assignments will not exit them in the same performance tier. 15 Rater Assessment: Field Grade Form Narrative comments focused on performance in line with field grade competencies and attributes Limited to 5 lines of text Performance based assessment; no comment on potential d2. This is the most important promotion statistic about going from major to lieutenant colonel. No choice when you have to rate / are rated by someone you don't even know. What are best command practices for closing down battalions? Currently there are two cycles: the 01 cycle, which runs from Oct. 1 through March 31, and the 02 cycle, which runs from April 1 through Sept. 30. Being promoted to lieutenant colonel is definitely indicative of a successful career. It can be one or several paragraphs. I have been in the Army for over 11 years and I am currently the NCOIC of Personal Property at the Installation Transportation Office. It takes time to evaluate/assess and the process exists. Army values, Empathy, Warrior Ethos/Service Ethos, and Discipline. " Your team consistently meets their goals often exceeding expectations. The people who will read your character statement don't know the individual personally, want to judge him or her fairly, and are depending on you to accurately and honestly describe the subject's character. new year new NCOER program this helps a lot! However, if someone strives to become a battalion commander, previous senior rater comments will carry enormous weight during the selection process. Leaders should expect the MER approximately six months before the cycle opens. Normally a single paragraph that reinforces your belief in the subject and summarizes your statement. Field Grade Officers play team ball. Provides an overview of the new Army regulation, citing paragraphs and page numbers in the regulation. Take the time to make the next move a family decision and not just about the position available. Leading by example is a manifestation of character and presence attributes." (FM 6-22 Leader Development, 7-23) . The Army can and has moved surprisingly swiftly to discharge offenders and your statement will have a lot of weight in determining the subject's fate and may just save him or her from being discharged. I am directly responsible to my commanding officer for the effective and efficient daily operations and mission. The goal is to achieve diversity of thought, so officers should have multiple mentors to avoid a myopic assignment approach. The DA Form 1059 is what? I recommend supporting him with his request to stay in the Army. " You lead by example. SUBJECT: Character Statement for SGT Jones. During my time at HRC, I learned many things about field-grade officer career progression that I want to share. Department of the Army Pamphlet 600-3, Officer Professional Development and Career Management, states that the length of a KD position should range from 12 months to 24 months. " You are fair and treat everyone in the office as an equal. Counsel quarterly throughout rating period. This approach should include preparing for promotion to lieutenant colonel, competing for the centralized selection list, and commanding a battalion, if desired. To this end, this Should only be used for: The best Most Qualified (MQ) reports within a mature profile Highly Qualified (HQ) reports that follow an MQ for same rated officer with discretion, for the very best officers with HQ reports in small All officers are leaders, regardless of duty position. However, with our pre-built online templates, everything gets simpler. An assignment at the Army Human Resources Command (HRC) is an incredible opportunity for officers and enlisted personnel to learn how the Army executes personnel processes. SSgt Trejo's overall dedication, passion, and love for the Marine Corps is something I wish to see in every Marine. What form is the NCOER? Often officers place a high priority on joint assignments; however, there are risks associated with receiving jobs for which only "the best" are assigned. I encourage officers to perform well regardless of the assignment, and to trust the organization to keep them on a path of progression. An evaluation philosophy accomplishes three goals. I am aware of the discharge proceedings against SPC Smith. At the very least, a suspended discharge would allow SPC Smith the opportunity to continue his service while demonstrating his commitment to the Army. Assignment officers have an obligation to place the best officers in the right organizations to benefit the Army. Middle third officers may have a chance for joint opportunities and some nominative opportunities. Some of these are more obvious than others, but some are not so much. He carried himself with respect, maturity, honor, and never ceased to display Marine Corps Values. They command between 300 and 1,000 Marines. $84 million contract awarded for Excalibur replenishment, Army initiates corrections to criminal database, Army officer part of newly resumed cooperation for International Space Station, Chief Warrant Officer 3 Sarah Stone is just one of four, Army CIO speaks at Army Europe and Africa 2022 Cybersecurity Summit, Transcript: Media Roundtable with Mr. Douglas Bush, ASA for AL&T, July 27, 2022, Transcript: Media Roundtable with Dr. Raj Iyer, Army Chief Information Officer, and LTG John B. Morrison, Jr., Army Deputy Chief of Staff G-6 June 09, 2022, Army Inspector General starts New Soldier Experience inspection, Vietnamese-American service members parallel paths to the American dream, Bengali chief warrant officer finds the American dream through serving, U.S. Army STAND-TO! In summary, I am surprised to learn of the behavior SPC Morrison is charged with. Contact editor@armywriter.com Disclaimer, non-confrontational, calm, patient, cooperative, dependable, thoroughly follows instructions, fair, competent leader, responsible, mature, good listener, good communicator, counselor, determined, driven, persevering, diligent, works independently, without supervision, has initiative, involved, invested, committed, loyal, devoted. If you got 'em, they can be shared by using the form below. Organizational leaders must understand that the assignments process essentially starts at the unit level. As a recruiter assistant who was not formally trained, LCpl Trejo outshined many certified Marine Corps Recruiters (8411s). For field grade officers, raters will instead provide narrative commentary that demonstrates an officer's performance regarding "field grade competencies." "It reverts back to a narrative description, similar to what we have today, except it is a documentation of performance in line with the attributes and competencies," Mustion said. I first met SGT Jones in April 2011 at WLC, on Ft Stewart. top 1%, 3%, 5%, etc. Develop - Leaders foster teamwork; express care for individuals; promote learning; maintain expertise, skills and self-awareness; coach, counsel and mentor others; foster job development, and steward the profession of Arms. In this case, a middle third officer may have the right skills and experiences to supersede a top third officer. He has not received any kind of discipline here in our work center, not even a verbal counseling. Rate free field grade oer support form example. Rated officers or NCOs should not write their own evaluations, period. The first sentence should state your overall opinion of the subject and everything else written should support that statement. The Army wants specifics on AR 623-3 and DA form 67-10-1a. HRC will continue to move personnel in predefined cycles, and senior leaders must not shy away from being involved in the process early. Nominative assignments are continual and do not necessarily align with a specific cycle. My name is SSG Smith and I am writing on behalf of SGT Jones. Votes. My name is Capt Mary Bella and I am writing on behalf of SPC Joe J. Smith. One of a major's first priorities is to complete the Command and General Staff Officers Course regardless of assigned method. His commitment to our mission was something he held near and dear to his heart. Assignment officers need time to work on special circumstances that require external coordination, such as by-name requests, nominations, and accommodations for enrollees in the Exceptional Family Member Program, and Married Army Couples Program. As a point of clarity, units and officers must understand that vacancies do not equate to validated fills. Middle third officers are on track for promotion but will not compete as well for battalion command. His technical prowess was steadfast and contributions to the G6 team guaranteed overall mission accomplishment. The fundamental purpose of the MER is to give commanders and human resources professionals the ability to formally advocate for the skills, experience, and knowledge required to accomplish specific missions. Provide rater and senior rater support forms. SUPERSEDED DA FORM 67-10-2, 11/01/2015. Unit human resources professionals must have a firm grasp of their projected losses as depicted by officers' year and month of availability for assignment (YMAV) or date eligible for return from overseas (DEROS). nature (e.g. In most cases, one OER can separate officers in the top third from those in the middle third. Although I was not his direct supervisor, I worked closely with him for over 16 months. - Achieves. For example, assuming there is nothing unusually good or bad to say about an officer, what have you put down for Character and . The current OER character/ line boundaries are (approximately): Rater (for Field Grade OERs): o Character4 lines/ @61 words - Presence. Senior leaders play a critical role in managing talent across the organization, and your reputation will make the difference during the process. He doesn't like confrontations and will avoid them if at all possible. Field Grade Officers (O-5 through O-6): To achieve O-5 takes approximately 16 to 22 years time-in-service. This debunks the myth of the so-called "accepted population.". Make sure you address the type of behavior that the person is accused of having. Selected continuation officers will continue to be assessed for promotion to lieutenant colonel. The Ultimate Field Grade Officer Survival Guide. 2. Provide narrative comments which demonstrate performance regarding field grade competencies and attributes in the Rated Officer's current duty position. The mission-essential requirements (MER) list represents consolidated unit priorities for organizational manning requirements specific to the movement cycle. | Army Organic Industrial Base Modernization Implementation Plan, Army Civil Works announces publication of a formal review for Nationwide Permit 12, October 2017 Nominative Sergeants Major Assignments. I understand that he must be held accountable for his actions and punishment will be administered. In addition, I have had the opportunity during the last month to interact with him during PT sessions three times a week. Officers projecting five-to-10 years into the future tend to lose sight of the criticality of their current performance, which jeopardizes growth potential. He is one of our best troops and I would not hesitate to recommend him for retention and promotion. (3) (b) The rater will ensure that the rated officer or rated NCO receives a copy of the rater's and senior rater's support forms. First, it describes how a rater or senior rater sees evaluations. He owned his Platoon, took responsibility for their mistakes, never made excuses for his short comings, and always gave the Trainees credit for their successes. From an assignments perspective, the goal is to match the right skills and experiences to the right position. By Lt. Col. Charles L. MontgomeryJune 19, 2018. Sample Army OER Rater Bullet# 1. To achieve desirable career outcomes, an officer must consider the following 10 aspects. Despite this, he had an extremely positive impact on me and the unit. - Intellect. Because he or she is being judged by strangers who don't know him, character statements will be required for his defense. Performance is everything. My name is SSG Wayne and I am SPC Morrison's supervisor. o constantly ensured candid and respectful treatment of others, forging a shop of harmony and cohesiveness, o selected from among peers to moderate DOD Dignity and Respect initiative for 41IBCT; facilitated shared understanding and inclusion throughout brigade, o supported the Army's SHARP and EO Programs; ensured assigned Troopers attended all mandatory unit SHARP and EO training resulting in zero incidents, o displayed the ability to adapt and make educated decisions during difficult situations relying on intuition, knowledge, and experience, o ensured Soldiers under her supervision were treated equitably; supported the Army's Equal Opportunity Program consistently, o contributed to a positive and productive environment and enforced SHARP policies, o synchronized the consistent delivery of over 25,000 lines of medical supplies valued in excess of $8 million, o trained and cared for soldiers and their families; efforts evident by Section's unprecedented progress, o committed to the advancement of the Army, mission accomplishment, unit and subordinates, o innovative and determined in pursuit of goals of the Army, o encouraged and accepted criticism to identify areas needing attention and addressed them; strong leader, o stayed after hours to ensure all equipment and COMSEC was packed but credited team for success of Ft Bliss joint exercise, o addressed peers and subordinates with respect; facilitated communication up and down the chain of command, o assisted new Soldiers until they established themselves in the unit; promoted harmony and efficiency from the beginning, o placed unit mission and soldier welfare first, o implemented Battalion program to mow yards of deployed Soldiers; instilled sense of family and reduced stress, o projected self-confidence, authority, and enthusiasm during Physical Training sessions, o showed concern for Soldiers; balanced placing the mission first while ensuring Soldiers personal needs were met, o sought challenges and professional growth no matter the difficulty, o expressed exceptional pride in his soldiers, his job, and the Army, o offered advice but loyal to final decisions made by superiors, o exhibited pride in the unit; believes in team building and force multiplication, o displayed uncompromising passion for mission accomplishment, o served as a Soldier first, proud to serve, resolute in his duty, o had a pride in service and a sense of duty that inspired his peers, o inspired and motivated Soldiers to meet and emulate the same high standards he maintained, o exhibited the highest standards of loyalty, integrity and personal behavior at all times, o is utterly dependable under all circumstances, o possessed strong moral principles and personal values, o versatile; always accepted assignments within or outside her MOS to support the entire mission, o was relied on to successfully complete all assignments, o exhibited the deepest commitment to Army values while lifting others to meet that standard, o completed all assignments on time or identified reasons for delay; is the foundation of our Section effectiveness and unit readiness, o demonstrated the highest of standards of conduct on and off duty, o refused to take advantage of his position as Platoon Leader; worked and trained along side platoon members to build a cohesive team, o encouraged coworkers in training Soldiers on radio procedures; reduced comm failures and subsequent mission delays by 50%, o displayed stong character, pride and professionalism, o coached new Soldiers until they established themselves in the work center; exploited only opportunity to get started on the right foot, o participated in every community service event; is an asset any unit would value, o included all Soldiers in section and maintenance plans; encouraged teamwork and improved efficiency and morale, o overcame all challenges; not afraid to fail, o placed Army, mission and subordinates above personal interest, o stood behind principles and convictions; outwardly determined and loyal, o participated in all Post police calls; simultaneously demonstrated followership and leadership; resisted NCO privilege, o is a professional Soldier 24 hours a day, o epitomized selfless-service by placing the needs of his Soldiers and unit above his own, o established a workplace climate that fostered dignity and respect for all Soldiers in the platoon; supported the Army SHARP and Equal Opportunity programs, o surveyed all platoon members to ensure all had cold weather gear; arranged supply issue for ARNG Soldiers, facilitated team success, o showed unyielding loyalty to the unit, peers, subordinates, and the MEDEVAC mission, o inspired self-improvement in subordinates through sterling personal example, o involved in every aspect of the mission; was a positive influence on team members, o invested an enormous amount of effort and time to establish relationships with Soldiers during an extremely tough deployment; yielded enduring loyalty and pride, o demonstrated moral courage, stood up for what is right, o sought new and difficult challenges and responsibilities; poised for advancement, o trusted by his superiors to lead the platoon and make the right decisions, o paid attention to the needs of the squad/platoon personnel during training, o demonstrated the highest standard of loyalty to superiors and the organization, o worked until the mission was completed; a dependable asset that is the definition of readiness, o upheld the Army Values by enforcing standards and discipline among the junior enlisted, o her professional conduct is above reproach, o maintained professionalism in every aspect of her performance during the rated period, o lived by and strongly upheld all the Army Values; had unquestionable loyalty and dedication to the Army's mission, unit, superiors and subordinates, o put the Army, the mission and subordinates first before own personal interest, o her personal integrity is unquestionable, o preserved momentum when those around him falter, o lived the warrior ethos and never wavered during times of adversity while serving on a combat tour, o made honor her top priority; is the organization's daily embodiment of professional pride, o worked efficiently with superiors and is selflessly committed to the unit's mission, o invested effort and time to establish relationships with Soldiers; established or followed-up on career and personal goals; dramatic improvement in morale, o honest and assertive; displayed the courage and tenacity to stand up for what was right, o executed all missions effectively and reached all goals, regardless of difficulty, o assisted other units; put the welfare of the mission above his own personal needs, o assumed HR duties in the absence of an MOS-qualified HR Specialist; kept admin functions running for 120 days in addition to regular duties, o faced demanding challenges with conviction and high sense of professionalism, o focused on mission accomplishment and consistently achieved superior results, o refused to follow the example of SSG who stole test equipment and mailed it home while packing up abandoned communications det; demonstrated integrity, o welcomed all new arrivals and helped them integrate into daily operations; key factor in shop harmony and efficiency, o supported SHARP directives; corrected Soldiers when questionable comments were made that might offend other Soldiers, o expressed himself in an open and candid manner; facilitated teamwork, o volunteered to attend, prepare for and secure recognition as the Soldier of the month; validated Platoon leadership methods, o possessed situational awareness and initiative; kept the Section on track in the absence of leadership, o promoted a climate in which people are treated with dignity and respect regardless of their age, creed, gender, sexual orientation, or religious beliefs, o exemplified the Army SHARP, EO and EEO principles through word and deed; served as an example for seniors, peers and subordinates to emulate, o dependable; is reliable and trustworthy when given an assignment, o volunteered off-duty time for weapon and mask draw to ensure effective range and AWT training, o met even the most difficult technical, professional and leadership challenges with measured determination; earned the respect of both peers and leadership, o moral leader; discouraged rampant abuse of government program by those fraudulently applying for VA disability, o set the example of a professional Noncommissioned Officer, o delayed college enrollment to cover manning deficiency; cooperative team player who puts service before self, o worked without complaint during the heavy workload generated by troop mobilizations, o delivered consistent, reliable performance in garrison and under austere conditions, o possessed unselfish dedication to duty and quality maintenance, o fostered a positive work environment for all staff; enforced strict adherence to SHARP, EO, and EEO programs with zero incidents, o placed his Paratrooper's needs above his own; devoted to the team concept, o supported and encouraged allegiance to mission, o based all decisions on Army values and principles; a diligent NCO whose courage and resolve embody the spirit of the profession of arms, o portrayed the highest standards of loyalty, duty, and selfless service, o worked relentlessly to accomplish the mission, o motivated NCO; vigorously prosecuted personal and professional objectives, o anticipated required actions and took the initiative to complete them; reduced operational delays to zero and eliminated follow-up corrections, o guided team to unify their efforts and increase their effectiveness, o is the only Soldier who asks if there is anything that needs to be done when arriving on shift; lowest ranking but most mature and productive team member, o sustained operations; made significant and continuous positive contributions on a daily basis, o remained flexible and cooperative under any condition, o influenced her peers; increased collective devotion to duty, o volunteered to assist in the battery self-help project; contagious enthusiasm revitalized shop morale and resulted in 100% participation, o supported and defended the NCOIC's orders; prevented negative morale and maintained productive work environment, o handled situations firmly and fairly; unequaled in promoting harmony and teamwork, o devoted to mission accomplishment and the personal and professional development of his Soldiers, o spent her time preparing and studying; knowledge of the supply system enabled her to better support the command, o gained the respect of others through honesty and integrity, o demonstrated unwavering commitment to the unit, peers and mission, o attained results regardless of the mission or tasks, o attended the Applied Suicide Intervention Skills Training course; supported the Army SHARP and EO programs, o praised troubleshooting success by junior Soldiers; groomed experienced and capable technicians and mechanics, o mentored new Soldiers until they established themselves in the work center; forged an integrated climate of morale, productivity and readiness, o reinforced SHARP, EEO programs; displayed respect in a challenging multinational environment, o embodied the highest standards of loyalty, integrity and personal behavior continuously, o upheld the Army Equal Opportunity and SHARP Program, o displayed a level of loyalty seldom seen in others of his rank and stature, o enforced adherence to regulations and standing OIs, o monitered Soldier welfare closely; personal needs and goals were secondary to Soldiers' needs and mission accomplishment, o chose the right course of action; possessed the moral courage to do what is right, o exemplified the "Be, Know and Do" leadership philosophy; a truly dedicated professional, o acted with sincerity in ambitions and objectives, o is a committed NCO that lives by "Mission first, Soldiers always"; provided assistance on any occasion, o volunteered to participate in and support Change of Command, 2 parades, and post cleanup; enhanced Army image, o exhibited an unwavering devotion to his job and his responsibilities to his team members, o recognized efforts of all detachment members; encouraged increased participation in det training and readiness.
Righteous Gemstones Filming 2021,
Karate Run Specific Feature File,
Rubber Duck Promotional Items,
Accident In Tolland, Ct Today,
Tech Company Valuation Multiples 2022,
Articles F