DSN 530-XXXX. Make it as presentable as possible. Officers are encouraged to start expanding their networks early in their careers to achieve their goals. Nevertheless, a large percentage of officers assume that if they do not receive KD opportunities as a support operations officer or battalion executive officer, promotion failure is guaranteed. Ensuring family peace is an enduring priority. 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. These documents will provide the rated Soldier essential rating chain direction and focus to aid in developing his or her support form. My name is Gunnery Sergeant DeKinderen, Todd M., the 1st Marine Expeditionary Force (I MEF) G-3 Headquarters SNCOIC. As a point of clarity, units and officers must understand that vacancies do not equate to validated fills. 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. | 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. The way officers perform far outweighs their assigned positions. SSG Deleon displayed an unmatched work ethic. 2. Memorandum for XO and S3, 3rd Bn, 7th Infantry Subject: Field Grade Rules. His commitment to our mission was something he held near and dear to his heart. Section 6. If you are asked to write a character statement, don't worry if you can't write well. FIELD GRADE PLATE (04 For use of this form, a. In most cases, one OER can separate officers in the top third from those in the middle third. I met SSG Deleon on August 25, 2019, on the day he was assigned to Chaos Company. 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. If you got 'em, they can be shared by using the form below. Put first things first, and place your efforts on the immediate next step of getting promoted to lieutenant colonel. I supervise the Headquarters section of the G-3 consisting of two Noncommissioned Officers and one junior Marine. An effective character statement focuses on specifics. 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. Closing. MSAF information was a data point collected on DA Form 67-10 series OERs dated Nov 2015. The DA Form 67-10-2 evaluates an applicant's ability to perform duties and assesses their character. Organizational leaders must understand that the assignments process essentially starts at the unit level. Medical support, educational interests, or exploration opportunities are all worth consideration. The investigation came as quite a surprise to me, as CW3 Texas-Ranger has never portrayed a Soldier that would derelict his personal or professional responsibilities. During my time at HRC, I learned many things about field-grade officer career progression that I want to share. The below comments are not to replace the Army's definition, nor are . 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. The Assignment Interactive Module II allows complete transparency for units and individual officers. Nominative assignments are continual and do not necessarily align with a specific cycle. Networking at the field-grade level is integral to continuing career progression. EDIPI: 1298475886/USMC. top 1%, 3%, 5%, etc. 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. new year new NCOER program this helps a lot! Being promoted to lieutenant colonel is definitely indicative of a successful career. !! The transition process can be stressful on everyone; however, if these identified aspects are taken into consideration, friction will be reduced. You must be ready to make decisions, move the mission forward, and lead by example. 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. Leadership is more than knowing where you are, where you want to go, and how you are going to get there. They command between 300 and 1,000 Marines. The Army wants specifics on AR 623-3 and DA form 67-10-1a. Promotion opportunities are many, and multiple paths lead to the same end state. Intermediate Rater Qualifications. It must directly describe traits that support the person's character and counters the alleged bad behavior. 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. Spend some time thinking this through so that you can come up with material that will cast doubt on the charges. Although lokely the rater is simply copying from the support form and changing pronouns. 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. 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. 4.3. Senior leaders play a critical role in managing talent across the organization, and your reputation will make the difference during the process. To achieve desirable career outcomes, an officer must consider the following 10 aspects. Your narrative is important, and developing a proper network will aid in transmitting your goals and desires. . I am writing this character statement in support of SrA Morrison. What are best command practices for closing down battalions? SUBJECT: Character Statement for SGT Jones. 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. We need more examples. Bottom third officers are at risk for having promotion denied and basically have no chance of selection for battalion command. Thanks! Although we have screened every document for quality control, there likely exist errors in content and typography. 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. The current OER character/ line boundaries are (approximately): Rater (for Field Grade OERs): o Character4 lines/ @61 words While these are effective and canonical definitions, there was just more I expected. One of a major's first priorities is to complete the Command and General Staff Officers Course regardless of assigned method. (Adherence)to)Army)Values . When it came to Recruiting, LCpl Trejo was very motivated and impressive. I recommend supporting him with his request to stay in the Army. Counsel quarterly throughout rating period. 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. Talent management must be viewed holistically. LT Smith security mission was responsible for securing 25 square miles of land and enabling the first . Some of these are more obvious than others, but some are not so much. You can't do it all yourself. Despite this, he had an extremely positive impact on me and the unit. Size:80.42 KB. However, I do not believe the fullest extent of the law should be applied when determining her final punishment. First, it describes how a rater or senior rater sees evaluations. This debunks the myth of the so-called "accepted population.". It can't be a rambling, general statement that "John is one of the nicest guys I have ever met". 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. 2018 with issuance of Army Directive 2018-07-8. Majors should approach future career goals logically and sequentially. $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! ". 3. I can be reached at ryan.p.fasano.mil@mail.mil or 719-964-8004. He does his share of the work without complaint and appears to enjoy his job and being a member of the Army. o expressed himself in an open and candid manner; facilitated teamwork. 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). Rated officers or NCOs should not write their own evaluations, period. He is one of our best troops and I would not hesitate to recommend him for retention and promotion. Contact editor@armywriter.com Disclaimer. Talent management encompasses multiple data points so that leaders can make the most informed organizational decisions. I can be reached at any time on my personal cell, 800-SHK-NBKE, or government cell, 800-BBJ-ESUS. I have been in the Army for over 11 years and I am currently the NCOIC of Personal Property at the Installation Transportation Office. Your approach of embracing change and adapting to changing work situations encourages others to do the same. I am going to make some assumptions here based on the question and it being the first using the field grade OER template. Type your statement and print it on good quality paper. 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. However, with our pre-built online templates, everything gets simpler. Furthermore, I served with CW3 Texas-Ranger in Fort Hood, TX, and Bagram, Afghanistan. The more distant the relationship, the more credible the letter will be perceived to be. I had the opportunity to get to know SGT Jones as a peer and as a friend. (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. SFC, USA DA Form 67-10-2. 04-PUB NOT RELEASABLE TO FOREIGNERS (NOFORN) 42-ITEM ONLY PRODUCED IN ELECTRONIC MEDIA. In the interest of helping all you young officers out there, (who will eventually spend the best years of your life in uniform, only to get passed over just before you have enough time to retire (seen it . OFFICER EVALUATION RECORD. In regards to this situation, I can tell you that this was a one-time mistake and out of character for her. It is your responsibility to double-check the information you find on this site before you use it professionally. 1. For the most part, an officer's immediate advocates should be from his or her current chain of command. This came as quite a surprise to me and definitely caught me off guard. All officers need an advocate to portray their narrative during the assignment process. Commanders for cause or misconduct without Field Grade LDAP consultation (Ch 3-6 i.1.a) o Updated Pre Command Course (PCC) attendance guidance (Ch 3-6 i.1.a note) o Updated the Officer Career Management Board convene date and added AMEDD OCMB (Ch 4-3) o Added a sixth consideration for AGR promotion (Ch 4-4 d) 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. Finally, the remaining branch-immaterial jobs are filled. Performance is everything. Assignment officers typically serve on the desk for two years or four assignment cycles. Leading by example is a manifestation of character and presence attributes." (FM 6-22 Leader Development, 7-23) . EMAIL ADDRESS (.gov or .mil) . Field grade officers care about your role more than others SUBJECT: Character Statement for SGT Jones. 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. His military presence was something that even many of his superiors adored, including myself. However, I must note that SPC Smith was not the cause those conflicts. I currently serve as a Mortar Platoon Sergeant in 1st Brigade, 4th Infantry Division. Every resource available on OER Commons contains an . The DA Form 1059 is what? 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). (Rated officer's signature verifies officer has seen completed OER Parts I-VI and the administrative data is correct) al. Occasionally Soldiers get into trouble and become subject to some form of formal punishment where he is judged by members outside the unit. I am SSG Ricky Bobby and am writing on behalf of CW3 Walker Texas-Ranger. Answer (1 of 5): "Company grade" officers are junior executives in the grades of lieutenants (second and first) and captains (O-1 through O-3). What bullet point examples have you seen for "Achieves" in the new Army NCOER form? It is completely out of character for him and I can't help but wonder if there were mitigating circumstances. 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. This article was published in the July-August 2018 issue of Army Sustainment magazine. Over 1,000 Rater and Senior Rater bullets for NCOERs and OERs. MARY M. BELLA, CPT, USA 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. Thanks! I have served over eleven years active duty service in our great Army. The same applies to outstanding performance. 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. #2) Ask for your rater and senior rater's support forms and ensure your support form nests with theirs. Rater Responsibilities. To achieve desirable career outcomes, an officer must consider the following 10 aspects. This has not been an issue with me when working with him. Verify. Satisfied. Academic Evaluation form. The new Army OER form requires bullet comments for the following sections: - Character. Being a leader is where SSG Deleon shined the most. If an Officer just received a negative OER, it is advisable to retain a military lawyer to assist with an appeal. Despite the unjustified provocation, SPC Morrison remained calm and in a respectful manner, explained our situation, and then just walked away. Serving in the Army is a great opportunity, but it represents a short time in our lives. Please contact me if you have any questions or concerns. - Achieves. At the conclusion of your Army career, your family is going to remain the most important aspect of your life. The goal is to achieve diversity of thought, so officers should have multiple mentors to avoid a myopic assignment approach. KD opportunities may affect what type of battalion an officer will command; however, the key to success is to perform well regardless of the position. I have been in the Army for over 11 years and I am currently the NCOIC of Personal Property at the Installation Transportation Office. 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. OER Commons, an online repository for open education resources, is now hosting the tool and its resulting evaluation data. Timing of the MER submission is critical, and G-1s are ultimately responsible for submitting it to HRC. Assignment officers have an obligation to place the best officers in the right organizations to benefit the Army. We include documents based . List incidents that you observed where he accepted orders or even punishment without argument. He has never been in trouble before or involved in any kind of altercation. Officer Fitrep Bullets. To contribute examples, enter them below. Rate free field grade oer support form example. Provide rater and senior rater support forms. - Develops. In general, character statements have three sections: Introduction. PERIOD'COVERED:'''!FROM%(YYYYMMDD)!THRU%(YYYYMMDD)! Theoretically, each assignment officer will touch approximately 68 percent of their assigned population over a span of two years. Every officer possesses certain talents that benefit the organization. Assignment officers are concerned with the "faces" aspect, which is based on their routine communication with the population completing the process. CW3 Texas-Ranger fortified the image of the Leader I knew him as during AIT, as he continuously mentored Soldiers at all echelons. Top third officers are on track for promotion and will compete extremely well for battalion command. Therefore, an account manager's concern is filling "spaces.". ASF Admin/Occupational Health Element Chief SPC Smith is one of the technicians who work in the Aeromedical Staging Facility (clinical operations). I believe SPC Smith has the potential we seek in our Soldiers. Third, it provides an underlying logic or set of business rules. 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. Normally must serve 90 days. In addition, I have had the opportunity during the last month to interact with him during PT sessions three times a week. The SM should have provided information on his/her OER support . 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. In my professional opinion, SSgt Trejo has always confidently displayed what it means to be a U.S Marine. Size:60.77 KB. Leaders should expect the MER approximately six months before the cycle opens. The reader will automatically assign a certain level of credibility to the letter based on the relationship. OFFICER EVALUATION RECORD. The report is forwarded to the HQDA. 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.
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field grade officer oer character comments