New OER enhances performance, rater’s rule
Maj. Gen. Richard Mustion, commanding general of U.S. Army Human Resources Command, visited Fort Gordon and the U.S. Army Signal Center of Excellence Sept. 18 at Alexander Hall, where he addressed company-level and field grade officers about the upcoming revised officer evaluation report. Below are highlights of the soonto be new OER:
Listed are some of the major changes to the OER and why they were made by HRC
• The new OER system better aligns with current Army leadership doctrine.
• Accurately evaluates the performance and potential of Army officer, better informs and equips leaders and creates a more transparent process for officer assignments and selection.
• The changes include incorporating a rater profile, transition to forms based on grade plates, refined senior rater techniques, identification of operational and broadening assignments.
• The clarification of top performance indicators will ensure officers are appropriately developed, mentored, recognized and advanced.
• The enhancements are planned for implementation by the end of calendar year 2013.
The role of the rater in the revised OER has increased
• Human Resources Command is counting on raters to identify the very best performers early.
• What the rater says has weight, importance and significance. They are to be specific, yet concise when writing an OER. What is it that sets the rated officer apart from their peers?
•Raters are to be specific and vary by branch – steer away from writing blanket statements, or using vague descriptions.
•Think operational and include work experiences that will take the officer to study abroad or training with industry opportunities. These elements are what get lifted off the OER and placed into the officer’s official record brief.
HRC’s role in the implementation of the new OER system
•It starts with these team visits to various installations. So far HRC has visited more than a dozen locations, and we have more trips planned throughout this year.
•Face-to-face discussions and a general overview of changes and other personnel initiatives.
•HRC will build, test and implement the new OER system.
•HRC will need to publish new regulatory requirements.
•There will be development of training programs to ensure education and readiness during implementation.