It must directly describe traits that support the person's character and counters the alleged bad behavior. Put first things first, and place your efforts on the immediate next step of getting promoted to lieutenant colonel. o motivated and challenged peers through leadership by example. EMAIL ADDRESS (.gov or .mil) . It can be one or several paragraphs. Raters and SRs should do their work. The transition process can be stressful on everyone; however, if these identified aspects are taken into consideration, friction will be reduced. 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. Our state browser-based blanks and crystal-clear recommendations eliminate human-prone errors. The report is forwarded to the HQDA. HRC will continue to move personnel in predefined cycles, and senior leaders must not shy away from being involved in the process early. HELP! I am SSG Ricky Bobby and am writing on behalf of CW3 Walker Texas-Ranger. 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. new year new NCOER program this helps a lot! While these are effective and canonical definitions, there was just more I expected. 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. The more distant the relationship, the more credible the letter will be perceived to be. Third, it provides an underlying logic or set of business rules. In addition to limiting promotion potential, a negative OER can trigger the Army Officer Elimination process.. 04-PUB NOT RELEASABLE TO FOREIGNERS (NOFORN) 42-ITEM ONLY PRODUCED IN ELECTRONIC MEDIA. Leading includes inspiring others to take the journey with you. Finally, the remaining branch-immaterial jobs are filled. That was very much the norm, especially in TPU status but I think the new entry system makes that more dofficult since the rated soldier can't open their eval. I first met CW3 Texas-Ranger in August 2004, when he served as an AIT Drill Sergeant at Ft. Gordon, GA. CW3 Texas-Ranger was never assigned as my Drill Sergeant or Senior Drill Sergeant. Leadership. They command between 300 and 1,000 Marines. They have a total of 22 years in Major key development positions . Generally, the rule of thumb is that officers should have two OERs in a KD position. I currently serve as a Mortar Platoon Sergeant in 1st Brigade, 4th Infantry Division. An effective character statement focuses on specifics. To this end, this It is imperative that officers communicate with their assignment officers early, especially if they are in the next movement cycle. 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. The first sentence should state your overall opinion of the subject and everything else written should support that statement. Some of these are more obvious than others, but some are not so much. He would continuously arrive early, stay as late as he needed to ensure the daily tasks were met, and to prepare for the next day. Combat training center and joint assignments represent the next target. 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 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. This will give them an idea of their future opportunities. 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. During this rating period, CPT Holmes has demonstrated that he is an excellent Officer and company commander. At the conclusion of your Army career, your family is going to remain the most important aspect of your life. Use plain bond paper and the official memorandum format. 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 His military presence was something that even many of his superiors adored, including myself. (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. Organizational leaders must understand that the assignments process essentially starts at the unit level. c. COMMENTS . No less than 6 hours. We need more examples. During my time at HRC, I learned many things about field-grade officer career progression that I want to share. I was previously assigned to Chaos Company, 3rd Battalion, 54th Infantry Regiment as the Senior Drill Sergeant of 4th Platoon and assisted in the activation of the Battalion and the 197th Infantry Brigade. We need all leaders in our quest to remain the dominant force in the world, and it is the responsibility of all leaders to maximize individual talents in the best interest of the organization. Officers with Exceptional Family Member Program or Married Army Couples Program situations are assignment officers' first priority. Although I was not his direct supervisor, I worked closely with him for over 16 months. Soldiers need their raters to transparently communicate how their performance and potential will be evaluated. When it came to Recruiting, LCpl Trejo was very motivated and impressive. 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. What are the best practices for VA Benefits? height/weight and APFT data. of all officers, the best among a select grade or group, promote below the zone). (Adherence)to)Army)Values . At that time, LCpl Trejo displayed himself in a manner that was well above reproach. Unequivocally, all fiscal year 2017 lieutenant colonel selectees had at least one "most qualified" officer evaluation report (OER) during their key developmental (KD) positions. SSG Deleon served as a Drill Sergeant in 1st Platoon and later became the Senior Drill Sergeant of 3rd Platoon. Top third officers are on track for promotion and will compete extremely well for battalion command. Memorandum for XO and S3, 3rd Bn, 7th Infantry Subject: Field Grade Rules. He was always well groomed and his uniforms were always Inspection Ready. SSG Deleon made me aware of the pending investigation due to possessing a substantial amount of ammunition the he had taken from ranges and training events. Serving in the Army is a great opportunity, but it represents a short time in our lives. You can't do it all yourself. I have been informed by SGT Jones about the situation that she is currently in. Furthermore, I served with CW3 Texas-Ranger in Fort Hood, TX, and Bagram, Afghanistan. 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. I had the opportunity to get to know SGT Jones as a peer and as a friend. Second, it articulates what is important. You must justify through detail why you think an officer deserves an outstanding rating. 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). Assess the performance of the rated officer. Normally a single paragraph that reinforces your belief in the subject and summarizes your statement. The nomination process begins with notifying the brigade commander and the selected officer about a nominative assignment. He is a graduate of Intermediate Level Education, Pathfinder School, Airborne School, the Joint Planners Course, the Joint Firepower Course, and the Mobilization and Deployment Course. #2) Ask for your rater and senior rater's support forms and ensure your support form nests with theirs. Every officer matters to the continued success of our organization. Hard work is only part of achieving your goal; developing a solid network is another. The establishment of realistic career goals is paramount to successfully managing expectations. I understand that he must be held accountable for his actions and punishment will be administered. 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. ". The DA Form 1059 is what? 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. 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. Talent management encompasses multiple data points so that leaders can make the most informed organizational decisions. 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 body is the majority of the letter. Make it as presentable as possible. I have always known him to be quietly cheerful and, to my knowledge, he has always had a good attitude and a positive outlook. We need more examples. Over 1,000 Rater and Senior Rater bullets for NCOERs and OERs. An evaluation philosophy accomplishes three goals. 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. The important thing is that you cared enough and took the trouble to write. The end state is getting the right Soldier with the right qualifications to the right place at the right time. Sample Army OER Rater Bullet# 1. And the supplemental NCOER? All officers are leaders, regardless of duty position. The submission of a detailed MER is critical to enabling HRC to select the right officers for specific organizational requirements. 1. I am writing this character statement in support of SrA Morrison. In this case, a middle third officer may have the right skills and experiences to supersede a top third officer. Assignment officers have an obligation to place the best officers in the right organizations to benefit the Army. I have been in the Army for over 11 years and I am currently the NCOIC of Personal Property at the Installation Transportation Office. O-6s typically attend the Army War College. It is your responsibility to double-check the information you find on this site before you use it professionally. I have the opportunity to work with SPC Smith when I provide nurse coverage for the ground transportation of patients in the aerovac system. d. Evaluation Reporting System process. Officers' personal assignment considerations are the last aspect in the assignments process. Majors should approach future career goals logically and sequentially. Thanks! If you got 'em, they can be shared by using the form below. Throughout this period of time, I had the opportunity to witness his work ethic, professionalism, and ability to lead. CW3 Texas-Ranger fortified the image of the Leader I knew him as during AIT, as he continuously mentored Soldiers at all echelons. A character statement helps judges, Commanders, First Sergeants, and other strangers make fair decisions by providing a factual description of a person's character. 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. 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. The Army has plenty of assignment opportunities other than brigade combat teams, and these opportunities need solid performers. The MER is the unit's best opportunity to submit formal input into the process. It can't be a rambling, general statement that "John is one of the nicest guys I have ever met". Although we have screened every document for quality control, there likely exist errors in content and typography. nature (e.g. I supervise the Headquarters section of the G-3 consisting of two Noncommissioned Officers and one junior Marine. Assignment officers typically serve on the desk for two years or four assignment cycles. Selected continuation officers will continue to be assessed for promotion to lieutenant colonel. Although lokely the rater is simply copying from the support form and changing pronouns. Assignment officers exist to ensure the Army is represented accurately and to match the right officer with the right assignment. NAME:! ". 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. Officer Fitrep Bullets. Contributions are moderated and will not show up until reviewed. The Assignment Interactive Module II allows complete transparency for units and individual officers. These documents will provide the rated Soldier essential rating chain direction and focus to aid in developing his or her support form. The DA Form 67-10-2 evaluates an applicant's ability to perform duties and assesses their character. Comments and Help with electrical outage report example forms. Field Grade Officers play team ball. EDIPI: 1298475886/USMC. In summary, I am surprised to learn of the behavior SPC Morrison is charged with. SSG Deleon displayed an unmatched work ethic. He doesn't like confrontations and will avoid them if at all possible. 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. For example, a central theme of respect for authority and a natural willingness to follow orders would be supported by additional positive attributes of dedication to duty, an understanding of the need for order, and a positive attitude. - Develops. 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. This has not been an issue with me when working with him. The number one rule is that as your performance changes, so should your future goals. " You lead by example. 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 . The guides explain the rules for comments, narratives and bullets found in AR and DA PAM 623-3 (to include prohibited and negative comments/bullets), and gives examples of narrative comments (individual sentences that can be combined to form a narrative) and bullets. 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. Leadership is more than knowing where you are, where you want to go, and how you are going to get there. I am directly responsible to my commanding officer for the effective and efficient daily operations and mission. If the person who needs the character statement was accused of reckless behavior, you should emphasize aspects of his or her behavior that demonstrate a serious regard for the safety and welfare of others. My Name is SFC Ryan P. Fasano. Each officer has a specific YMAV or DEROS that identifies when they are eligible to move. 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. HELP! 2018 with issuance of Army Directive 2018-07-8. OFFICER EVALUATION RECORD. By Lt. Col. Charles L. MontgomeryJune 19, 2018. However, I do not believe the fullest extent of the law should be applied when determining her final punishment. Does anyone besides me still think it is outrageous that OERs/NCOERs are sometimes filled out and written by the the person who's ER it is. I first met SGT Jones in April 2011 at WLC, on Ft Stewart. 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. Senior leader involvement in the talent management process encourages officers to build a solid reach-back network. The reader will automatically assign a certain level of credibility to the letter based on the relationship. What bullet point examples have you seen for "Achieves" in the new Army NCOER form? Thanks! You must be ready to make decisions, move the mission forward, and lead by example. This came as quite a surprise to me and definitely caught me off guard. Unfortunately, it presents the impression that a senior rater's evaluation of an officer is based in large part upon (1) rater's OER comments & suggested senior rater comments, plus (hopefully) an OER support form that was not crammed together at the end of the rating period simply for evaluation purposes, (2) informal verbal comments from . To achieve desirable career outcomes, an officer must consider the following 10 aspects. Examples can be posted by using the form below. RATED SSN . o expressed himself in an open and candid manner; facilitated teamwork. Platoon Sergeant, FROM: GUNNERY SERGEANT DEKINDEREN, TODD M. 1271676243/1833 USMC, SUBJECT: CHARACTER STATEMENT FOR STAFF SERGEANT TREJO, MARIO In addition, I have had the opportunity during the last month to interact with him during PT sessions three times a week. 30 days or first drill if reserve component. It takes time to evaluate/assess and the process exists. List incidents that you observed where he accepted orders or even punishment without argument. 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. 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. If you are asked to write a character statement, don't worry if you can't write well. To contribute examples, enter them below. Try and start your FITREP bullets with a hard hitting action word or words, IN ALL CAPS, and then elaborate on it. The Army wants specifics on AR 623-3 and DA form 67-10-1a. - Leads. Despite this, he had an extremely positive impact on me and the unit. Describe incidents where he was encouraged to cut corners or leave his post but refused. What form is the NCOER? Rated officers or NCOs should not write their own evaluations, period. Writing an OER support form. LT Smith security mission was responsible for securing 25 square miles of land and enabling the first . Senior Rater Bullet Comments; what is best for promotion boards? I call upon him frequently during unit PT sessions to assist others with their running and endurance. 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. HRC intends to publish responses, which PPTO will forward when available. OFFICER EVALUATION RECORD. All officers need an advocate to portray their narrative during the assignment process. My name is SSG Smith and I am writing on behalf of SGT Jones. 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. 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). Having a clear understanding of your left and right parameters will ease tensions during the transition process. SUPERSEDED DA FORM 67-10-2, 11/01/2015. Although we have screened every document for quality control, there likely exist errors in content and typography. Field Grade Officers (O-5 through O-6): To achieve O-5 takes approximately 16 to 22 years time-in-service. One of a major's first priorities is to complete the Command and General Staff Officers Course regardless of assigned method. I encourage officers to perform well regardless of the assignment, and to trust the organization to keep them on a path of progression. (Rated officer's signature verifies officer has seen completed OER Parts I-VI and the administrative data is correct) al. He completes all tasks I ask of him and has often shown initiative and motivation with other tasks. For the most part, an officer's immediate advocates should be from his or her current chain of command. Officers projecting five-to-10 years into the future tend to lose sight of the criticality of their current performance, which jeopardizes growth potential. " Your team consistently meets their goals often exceeding expectations. I can be reached at any time on my personal cell, 800-SHK-NBKE, or government cell, 800-BBJ-ESUS. Good mentorship and leadership will provide him the foundation he requires to continue to be an asset. 2. 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. The SM should have provided information on his/her OER support . 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. It's happening for a good reason, because the professional Soldier already knows what they have done well and what they need to improve. Therefore, an account manager's concern is filling "spaces.". Since, traditionally "companies" are commanded by captains and assisted by lieutenants serving as their executive officers (second-in-command) and platoo. Closing. The goal is to achieve diversity of thought, so officers should have multiple mentors to avoid a myopic assignment approach. This is the most important promotion statistic about going from major to lieutenant colonel. 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). Talent management must be viewed holistically. No choice when you have to rate / are rated by someone you don't even know. 3. This will suggest to the reader that the incident was a one-time, out-of-character act, not likely to be repeated. The documents hosted in the ACO Learning Center come from various sources. To do otherwise would hurt your reputation and possibly make you subject to UCMJ action. He has never been in trouble before or involved in any kind of altercation. 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.