Army Evaluation Resources

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Army Evaluations Guide

This guide consolidates information from various Army evaluation resources, providing a clear, role-specific perspective for those involved in the Evaluation Reporting System (ERS). Refer to official doctrine—AR 623–3 Evaluation Reporting System (ERS) and DA PAM 623–3 Evaluation Reporting System (ERS)—for authoritative guidance. The resources below, along with practical steps and best practices, aim to supplement that doctrine, helping each participant in the evaluation chain understand their responsibilities, leverage available tools, and appreciate the broader purpose of performance and potential assessments.


Core References and Tools

HQDA Evals Page

Officer Evaluation Reports (OER):

Noncommissioned Officer Evaluation Reports (NCOER):

Academic Evaluation Reports (AER): DA Form 1059 Series – Used for academic performance evaluations.

Counseling Tools:

AI Enabled Online Resources:

    • Armified – A free (beta) platform offering templates and sample approaches.
    • RapidEPR – A long-standing resource for multi-branch evaluations.
    • Evaluation AI Prompt – Template to structure prompts for Large Language Models, assisting in drafting initial bullet comments or narratives.

Rater

The Rater sets the tone for objective, honest performance assessments. Through regular counseling, effective communication, and using support forms, the Rater identifies strengths, weaknesses, and developmental needs of the rated Soldier.

    • Key Responsibilities:**
  • Conduct initial and periodic performance counseling sessions using the DEVELOPMENTAL COUNSELING FORM and NCO Counseling Checklist/Record for NCOs.
  • Accurately document performance, aligning narrative comments and bullets with observed achievements and adherence to Army Values.
  • For OERs and NCOERs, ensure rated Soldiers receive timely guidance on improving their performance and expanding their professional potential.
    • Most Qualified (MQ) Ratings:**

The Rater’s profile limits how often they can award MQ ratings. The MQ label signifies exceptional performance and potential among peers. To maintain credibility and keep MQ meaningful, the Rater must be strategic:

1. **Consistency and Fairness:** Reward truly standout performers. Avoid rating inflation. 2. **Developmental Focus:** Use counseling and mentorship to build stronger Soldiers, ensuring top achievers emerge naturally. 3. **Long-Term Profile Management:** Resist the urge to give everyone top marks; reserving MQ for the few who merit it enhances the Rater’s credibility. 4. **Army Values and Leadership Attributes:** Consider ethics, leadership, technical skill, and potential for advancement, not just immediate results.

By managing the profile judiciously and communicating standards clearly, the Rater ensures the evaluation process remains fair, credible, and aligned with Army standards.


Senior Rater

The Senior Rater provides a broader perspective, focusing on the rated Soldier’s long-term potential for increased responsibility. While the Rater assesses day-to-day performance, the Senior Rater looks ahead, evaluating how well the Soldier might serve at higher levels.

    • Key Responsibilities:**
  • Offer a big-picture assessment, integrating the Rater’s input with an understanding of Army needs.
  • Distinguish among strong, average, and weaker performers by highlighting those most ready for advancement.
  • Help maintain the integrity of MQ assignments by reviewing the Rater’s profile and ensuring MQ ratings align with a Soldier’s true long-term potential.
    • Strategic Guidance:**
  • Consider how each rated Soldier fits into future operational and leadership roles.
  • Use the support forms and counseling input provided by the Rater to inform your evaluation, ensuring consistency across the rating chain.
  • Reinforce the importance of honest, direct language, and accurate assessments.

By focusing on potential and providing an overarching viewpoint, the Senior Rater ensures Soldiers are correctly identified for advancement, professional opportunities, and further development.


Supplementary Reviewer

The Supplementary Reviewer adds an extra layer of oversight in scenarios that require additional scrutiny to preserve fairness and objectivity.

    • When Required:**
  • If no uniformed Army rating officials are on the rating chain, ensuring compliance with Army standards.
  • In "Relief for Cause" cases, when directed by the senior rater or an external official.
  • For certain Academic Evaluation Reports (AERs) with “Failed to Achieve Course Standards” or “Did Not Graduate” entries.
    • Key Responsibilities:**
  • Verify the accuracy and fairness of the report without adding new evaluative comments.
  • Maintain the integrity of the evaluation system by confirming that rating officials adhered to regulatory guidance.
  • For OERs (67-10 series), enter supplementary review data in Part II (f-blocks); for NCOERs (2166-9 series), enter in Part II (c-blocks); for 67-10-4 OERs, prepare a separate memorandum.

The Supplementary Reviewer acts as a safeguard, ensuring evaluations reflect the Soldier’s performance and potential free from conflict of interest or undue influence.


Rated Soldier

The Rated Soldier is the individual whose performance and potential are being documented. Understanding the evaluation process, forms, and criteria can empower the Rated Soldier to take charge of their development.

    • Key Responsibilities:**
  • Engage fully in counseling sessions. Ask for clarity, seek feedback, and act on guidance provided by the Rater.
  • Use support forms to highlight accomplishments, special projects, training, and achievements. This input helps your rating chain produce an accurate, comprehensive evaluation.
  • Understand how MQ ratings work. Recognize that not everyone can receive MQ and that sustained excellence, adherence to Army Values, and continual self-improvement bolster your chances.
  • Review your final evaluation thoroughly. If discrepancies arise, know that you can pursue an appeals process with documented evidence.


Frequently Asked Questions (FAQ)

The following FAQs provide a snapshot of common concerns and clarifications drawn from the doctrine and references uploaded. While these answers serve as an accessible guide, always consult the most current versions of AR 623–3 Evaluation Reporting System (ERS) and DA PAM 623–3 Evaluation Reporting System (ERS) for definitive policy and procedural guidance.

1. What are the primary types of evaluation reports used in the Army?

  • **Officer Evaluation Reports (OERs):** DA Form 67-10 series, tailored for company-grade, field-grade, strategic-grade, and general officers.
  • **Noncommissioned Officer Evaluation Reports (NCOERs):** DA Form 2166-9 series, assessing NCO performance and potential at various ranks (SGT, SSG-1SG/MSG, CSM/SGM).
  • **Academic Evaluation Reports (AERs):** DA Form 1059 series, documenting academic performance at Army schools or civilian institutions.

2. When are evaluation reports typically completed? Evaluation reports are generated for multiple reasons, including:

  • **Regular Reports:** At scheduled intervals based on rank and component.
  • **Change of Rater:** When a rated Soldier’s immediate supervisor changes.
  • **Change of Duty:** When the rated Soldier’s principal duty or position changes.
  • **Relief for Cause:** To document removal from a duty position under unfavorable circumstances.
  • **Annual Reports:** Required at set periods for certain categories of Soldiers.

3. How does the rated Soldier participate in the evaluation process? The rated Soldier should:

  • Attend and engage in counseling sessions with the Rater, using tools like the DEVELOPMENTAL COUNSELING FORM and NCO Counseling Checklist to track performance goals.
  • Contribute input through support forms (e.g., OER and NCOER support forms), highlighting achievements, specific duties, and noteworthy accomplishments throughout the rating period.
  • Review the completed evaluation report for accuracy and appeal the report if discrepancies or perceived injustices arise.

4. What are the responsibilities of the Rater and Senior Rater?

  • **Rater:** Conducts regular performance counseling, observes and records the Soldier’s day-to-day performance, and prepares objective assessments with clear, consistent standards.
  • **Senior Rater:** Evaluates the Soldier’s long-term potential for positions of increased responsibility, considering not just immediate performance but suitability for future leadership roles.

5. What is the significance of “Most Qualified (MQ)” ratings and how are they determined? MQ ratings indicate truly standout performance and potential. Both raters and senior raters manage their profiles, limiting how many MQ assessments they can grant. This ensures MQ remains meaningful and signals a Soldier’s exceptional distinction among peers. By understanding these constraints, Soldiers recognize that MQ is earned through consistent excellence, strong leadership qualities, adherence to Army Values, and demonstrated capacity for future responsibility.

6. When is a supplementary review required? A supplementary review is necessary when:

  • No uniformed Army rating officials are present in the chain.
  • A “Relief for Cause” evaluation is directed by the senior rater or someone outside the rating chain.
  • Certain conditions in AERs (e.g., “Failed to Achieve Course Standards” or “Did Not Graduate”) trigger additional oversight to ensure fairness and objectivity.

7. Can evaluation reports be modified after submission? Yes. Factual errors or new, relevant information may warrant an amendment or addendum to the original report. Procedures for requesting and processing amendments are outlined in the applicable regulations, ensuring accuracy and completeness of the Soldier’s record.

8. What should a Soldier do if they disagree with their evaluation report? If the Soldier believes the report is inaccurate or unfair, they may initiate the appeals process. This involves submitting a written appeal and supporting evidence. The appropriate authority reviews the appeal, which may uphold, modify, or invalidate the contested report.

9. How do these evaluations support the Soldier’s career progression? Evaluations guide developmental counseling, inform promotion boards, influence future assignments, and shape professional development opportunities. A strong evaluation history, supported by substantiated accomplishments and leadership potential, assists Soldiers in advancing their careers and contributing more effectively to the Army’s mission.

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