" You are fair and treat everyone in the office as an equal. Nominative assignments are continual and do not necessarily align with a specific cycle. Form Popularity oer support form examples. If you are asked to write a character statement, don't worry if you can't write well. 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. The end state is getting the right Soldier with the right qualifications to the right place at the right time. Talent management must be viewed holistically. 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. You must justify through detail why you think an officer deserves an outstanding rating. Throughout this period of time, I had the opportunity to witness his work ethic, professionalism, and ability to lead. ". Describe incidents where he was encouraged to cut corners or leave his post but refused. Rater Responsibilities. The final pages of the OER Support Form defines them for the Army. The establishment of realistic career goals is paramount to successfully managing expectations. Occasionally Soldiers get into trouble and become subject to some form of formal punishment where he is judged by members outside the unit. SUPERSEDED DA FORM 67-10-2, 11/01/2015. Each attribute/competency is broke down by level of rater box check that . SUBJECT: Character Statement for SSG Alfred M. Deleon. We include documents based . His interactions with me, and those I have witnessed with other superiors, are always with good military bearing and keen attention to customs and courtesies. Therefore, an account manager's concern is filling "spaces.". 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. I have always known him to be quietly cheerful and, to my knowledge, he has always had a good attitude and a positive outlook. Although I was not his direct supervisor, I worked closely with him for over 16 months. What is the form number OER for Company grade officers? For example, assuming there is nothing unusually good or bad to say about an officer, what have you put down for Character and . I aware of the pending review of CW3 Texas-Ranger s advancement to CW4 due to an investigation while he was assigned as a Drill Sergeant. What form is the NCOER? My impression of his tactical and technical knowledge was that of a senior NCO. Since assuming command, CPT Holmes improved morale by developing an effective rewards program resulting in 15 Achievement Medals, 8 Driver's Badges, and numerous coins and COA's. They just want to get an idea of the person's history so that they can make a fair decision based on the evidence. Ask your co-workers too. Over 1,000 Rater and Senior Rater bullets for NCOERs and OERs. Unequivocally, all fiscal year 2017 lieutenant colonel selectees had at least one "most qualified" officer evaluation report (OER) during their key developmental (KD) positions. I currently serve as a Mortar Platoon Sergeant in 1st Brigade, 4th Infantry Division. From an assignments perspective, the goal is to match the right skills and experiences to the right position. DA Form 67-10-2, Field Grade Plate (O4-O5; CW3-CW5) Officer Evaluation Report, is a document used for providing the Department of Army Headquarters (HQDA) with information about the rated officers' competence, mental and physical condition, and potential for promotion.This form was previously revised by the U.S. Department of the Army (DA) on March 1, 2019, with all previous editions being . He has not received any kind of discipline here in our work center, not even a verbal counseling. Networking at the field-grade level is integral to continuing career progression. He would selflessly sacrifice his time on countless occasions, in order to lift the weight off his struggling peer's backs. OFFICER EVALUATION RECORD. What bullet point examples have you seen for "Achieves" in the new Army NCOER form? The prosecution will methodically present arguments proving their case by focusing on specific traits and if you want to have any hope of defending your pal, you must present specific examples in your statement. The Assignment Interactive Module II allows complete transparency for units and individual officers. ". 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. I first met SGT Jones in April 2011 at WLC, on Ft Stewart. Oraganized by categories: Character, Presence, Intellect, Leads, Develops, and Achieves. Being promoted to lieutenant colonel is definitely indicative of a successful career. The first sentence should state your overall opinion of the subject and everything else written should support that statement. I am directly responsible to my commanding officer for the effective and efficient daily operations and mission. Assignment officers exist to ensure the Army is represented accurately and to match the right officer with the right assignment. Type your statement and print it on good quality paper. Because he or she is being judged by strangers who don't know him, character statements will be required for his defense. FIELD GRADE PLATE (04 For use of this form, a. 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. An NCOIC or manager would normally be considered to be impartial due to the enforced distance and formality required by a supervisor/subordinate relationship and because of the integrity a senior NCO is assumed to have. Reference Army Regulation 623-105. I remember one incident that illustrates his non-confrontational nature. Promotion opportunities are many, and multiple paths lead to the same end state. 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. His military presence was something that even many of his superiors adored, including myself. LT Smith security mission was responsible for securing 25 square miles of land and enabling the first . Make sure you address the type of behavior that the person is accused of having. Furthermore, I served with CW3 Texas-Ranger in Fort Hood, TX, and Bagram, Afghanistan. Finally, account managers and assignment officers have different responsibilities. And the members who will be judging the case don't care if you use bad grammar. Report) to DA Form 67-10-4 (Strategic Grade Plate General Officer Evaluation Report) (para 1-1). Bottom third officers are at risk for having promotion denied and basically have no chance of selection for battalion command. Despite his young age, he is one our most mature Soldiers and never has to be told what his job is or be reminded to do something. Lt. Col. Charles L. Montgomery is the commander of the 123rd Brigade Support Battalion, 3rd Armored Brigade Combat Team, 1st Armored Division, at Fort Bliss, Texas. The report is forwarded to the HQDA. For the most part, an officer's immediate advocates should be from his or her current chain of command. HRC will serve as the final adjudicator, but the units' input combined with the officer's skill set are large parts of the assignment decision process. Field Grade Officers (O-5 through O-6): To achieve O-5 takes approximately 16 to 22 years time-in-service. The current OER character/ line boundaries are (approximately): Rater (for Field Grade OERs): o Character4 lines/ @61 words Middle third officers are on track for promotion but will not compete as well for battalion command. Leadership is more than knowing where you are, where you want to go, and how you are going to get there. OER Commons, an online repository for open education resources, is now hosting the tool and its resulting evaluation data. Our state browser-based blanks and crystal-clear recommendations eliminate human-prone errors. Rate free field grade oer support form example. 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. The transition process can be stressful on everyone; however, if these identified aspects are taken into consideration, friction will be reduced. I can be reached at ryan.p.fasano.mil@mail.mil or 719-964-8004. Stephen R. Covey's book "The 7 Habits of Highly Effective People" highlights a principle that is one of the most underrated by field-grade officers. To this end, this Sample Army OER Bullets & Comments. 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. 1. I believe SPC Smith has the potential we seek in our Soldiers. One of a major's first priorities is to complete the Command and General Staff Officers Course regardless of assigned method. If he has a concern regarding a task I've given him, he requests clarification. By Lt. Col. Charles L. MontgomeryJune 19, 2018. All validated requisitions are important, and someone will fill the requirement. # 1: S4 Officer nature (e.g. He is one of our best troops and I would not hesitate to recommend him for retention and promotion. The Army has plenty of assignment opportunities other than brigade combat teams, and these opportunities need solid performers. While these are effective and canonical definitions, there was just more I expected. SSgt Trejo's overall dedication, passion, and love for the Marine Corps is something I wish to see in every Marine. MSAF information was a data point collected on DA Form 67-10 series OERs dated Nov 2015. He completes all tasks I ask of him and has often shown initiative and motivation with other tasks. Selected continuation officers will continue to be assessed for promotion to lieutenant colonel. Fill oer support form character bullets: Try Risk Free. I know of a couple of conflicts with his coworkers/peers. Votes. Theoretically, each assignment officer will touch approximately 68 percent of their assigned population over a span of two years. Career Field Designation Boards are being conducted annually, promotion and selection boards are being conducted by career field, some concerns over the Officer Evaluation Report have been addressed, and time in branch qualification positions for majors and associated stability is at an all time high. Get some sleep. - Presence. Achieve partnered with OER Commons to develop an online evaluation tool t o allow users to apply these rubrics and evaluate the quality of instructional resources. EMAIL ADDRESS (.gov or .mil) . SPC Smith always maintains a very high standard of dress and appearance. An OER with negative comments, "no" block checks, or negative ratings (referred OER), is career threatening for the Officer who receives it. Organizational leaders must understand that the assignments process essentially starts at the unit level. 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. 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. I recommend supporting him with his request to stay in the Army. Verify. The Master Sergeant apparently thought we were assigned to his work detail and blasted us with insults and even put his hand on SPC Morrison's shoulder as if he was going to arrest him. 2. 43. An honest self evaluation is often more useful than the "what I observed of you" style evaluations. You can't do it all yourself. Usually, when things get to the point where character references are requested, the person is in potentially serious trouble and his career is on the line. Here is where you make the case for the subject by describing your experiences with him or her and giving examples of the subject's good qualities. Although we have screened every document for quality control, there likely exist errors in content and typography. If possible, these additional positive attributes should overlap with or complement your main assertion. Second, it articulates what is important. This will give them an idea of their future opportunities. Despite the unjustified provocation, SPC Morrison remained calm and in a respectful manner, explained our situation, and then just walked away. 45-https://armypubs.army.mil The MSAF programs was eliminated June 08. Contributions are moderated and will not show up until reviewed. In my professional opinion, SSgt Trejo has always confidently displayed what it means to be a U.S Marine. Based on my experience and observations working alongside of SSgt Trejo, I highly recommend him for retention in the United States Marine Corps. References mentioned: S1 Net (CAC required) Our recommended tips for completing the OERSF: #1) Keep a running log of your significant contributions and accomplishments throughout the rating period. Provides an overview of the new Army regulation, citing paragraphs and page numbers in the regulation. Soldiers need their raters to transparently communicate how their performance and potential will be evaluated. At that time, SSgt Trejo was a Lance Corporal and played a key role in the success of RSS Brooklyn. It is imperative that officers communicate with their assignment officers early, especially if they are in the next movement cycle. d. Evaluation Reporting System process. While TDY with her at Ft Meade, I had the opportunity to witness her instructing other NCOs about the GTC, its purpose, and its proper use. Essentially, this is an algorithm, and step one must be accomplished before step two is initiated. Talent management affects all officers regardless of their current performance. Contributions are moderated and will not show up until reviewed. Officers' personal assignment considerations are the last aspect in the assignments process. o Incorporates Army Directive 2015-11, Unmasking of Army Officer Evaluation One day, as SPC Morrison and I were walking back to the barracks after working all day during a base cleanup detail, we were stopped by a Master Sergeant we didn't know who accused us of shirking our duties. However, I must note that SPC Smith was not the cause those conflicts. If you have any questions or concerns, or if I can be of further assistance, I can be reached at DSN 123-4567. #3) Be descriptive, both qualitatively and . The DA Form 1059 is what? TO BEGIN THE OER, CLICK ON THE "RATED SOLDIER TAB" AT THE TOP OF THE OER SHELL AND COMPLETE BLANKS AS REQUIRED USING INFO BELOW: ----- (Admin Data - Rated Soldier Tab) RATED OFFICER: VO, SON L . To achieve desirable career outcomes, an officer must consider the following 10 aspects. Comments and Help with electrical outage report example forms. List incidents that you observed where he accepted orders or even punishment without argument. Leading by example is a manifestation of character and presence attributes." (FM 6-22 Leader Development, 7-23) . I can be reached at any time on my personal cell, 800-SHK-NBKE, or government cell, 800-BBJ-ESUS. He has never been in trouble before or involved in any kind of altercation. 3. Take the time to make the next move a family decision and not just about the position available. AR 623-3. ch 1-8 Standards of Service. Each officer has a specific YMAV or DEROS that identifies when they are eligible to move. It is your responsibility to double-check the information you find on this site before you use it professionally. For example: OUTSTANDING LEADER: Lead a 25 man platoon into Afghanistan for a 60 day security mission. My name is SSG Smith and I am writing on behalf of SGT Jones. I have had to pull him aside multiple times to explain how the Drill Sergeant duties can run you down and burn you out if you don't take the time to charge your own batteries; but helping his peers seemed to energize him. Intermediate Rater Qualifications. CW3 Texas-Ranger fortified the image of the Leader I knew him as during AIT, as he continuously mentored Soldiers at all echelons. This came as quite a surprise to me and definitely caught me off guard. Majors should approach future career goals logically and sequentially. SPC Smith is one of the technicians who work in the Aeromedical Staging Facility (clinical operations). - Develops. Officers must routinely update their two-to-five year plans, incorporating changes to accurately project future accomplishments. This is important. Discuss job description and performance objectives with rated officer within 30 days. To achieve desirable career outcomes, an officer must consider the following 10 aspects. Having a clear understanding of your left and right parameters will ease tensions during the transition process. My Name is SFC Ryan P. Fasano. However, officers must develop realistic plans that mitigate risks to accomplish their overall career goals. 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. Footnotes. Normally a single paragraph that reinforces your belief in the subject and summarizes your statement. Timing of the MER submission is critical, and G-1s are ultimately responsible for submitting it to HRC. Officers are encouraged to start expanding their networks early in their careers to achieve their goals. It is completely out of character for him and I can't help but wonder if there were mitigating circumstances. Now that I've given you my advice about managing your OER, here are some sample OER bullets and OER comments. I am fully aware of the severity of SSG Deleon's actions. EDIPI: 1298475886/USMC. Get, Create, Make and Sign oer support form pdf . One of HRC's goals is to ensure complete transparency during the assignments process. LEAD. I have the opportunity to work with SPC Smith when I provide nurse coverage for the ground transportation of patients in the aerovac system. All officers are leaders, regardless of duty position. As a rater and senior rater, I provided the thoughts below to my team as more clear and concise guidance regarding each. To me the rater and senior rater are there to make sure the self evaluation stays honest. The new Army OER form requires bullet comments for the following sections: - Character. The new Army OER form requires bullet comments for the following sections: First and foremost, I have one thing to say: ADRP 6-22 (. Being a leader is where SSG Deleon shined the most. 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. The reader will automatically assign a certain level of credibility to the letter based on the relationship. As a point of clarity, units and officers must understand that vacancies do not equate to validated fills. The Army will also implement a rater profile for the company and field-grade officer plates; emphasize recommendations for future operational and career broadening opportunities on the field grade plate; redefine the senior-rater box check; and limit the use of intermediate raters to special branches and dual-supervision situations. He was always well groomed and his uniforms were always Inspection Ready. Although lokely the rater is simply copying from the support form and changing pronouns. 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. Witnessing CW3 Texas-Ranger s superior leadership and mentorship qualities in such a diverse environment, certainly groomed me into the Leader I am today. This article was published in the July-August 2018 issue of Army Sustainment magazine. 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. SFC, USA 4. However, officers must understand that not all advice is relevant. He does his share of the work without complaint and appears to enjoy his job and being a member of the Army. What's outrageous is that we are still outraged and we pretend it shouldn't happen. " You lead by example. HELP! 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.
Tobey Maguire Spider Man,
Field And Oar Club Nantucket,
Is Able Sisters Copyrighted On Twitch,
Articles F
field grade officer oer character comments