Written by Aimee Hart, public affairs strategic communications coordinator for Human Capital Strategy
In an effort to reduce the amount of time and effort it takes for members and commands to complete their Officer Evaluation Reports (OERs), the Officer Personnel Management (OPM) has identified ways to improve the system used for evaluating the officer corps. As a result, the Officer Evaluation System (OES) has been revamped.
All OER forms for junior officers, senior officers and warrant officer have been shortened and many requirements have been eliminated to improve the ease with which supervisors can report on their subordinates. The active duty and the reserve officer corps as well as civilian supervisors of military officers must become informed of these changes and the new guidelines for evaluating officers.
Among the specific changes include:
- Supporting comments are only mandatory for marks of 1, 2, 3, or 7. However, commands are still encouraged to fill the comments section.
- All members will have a block to capture the date for mandatory mid-period counseling.
- The comparison scale has been expanded to properly classify each member’s ranking among their peers and potential for promotion.
- Improved features on the forms to identify type of OER and an email submission button which sends the form directly to OPM-3.
- Awards are no longer authorized attachments to an OER; only punitive documents will be attached.
The OES Review was an initiative under the Commandant’s Human Capital Strategy (HCS), and the main goal was to improve the efficiency and effectiveness of the evaluation process and system.
You can also hear directly from Rear Adm. Scott McKinley on this month’s Paratus Report, where he discusses the changes to the OER form.
To learn more about the Human Capital Strategy, check out these previous posts:
- All Hands – Announcing the Coast Guard Human Capital Strategy: a framework to meet new challenges
- Compass – Release of U.S. Coast Guard Human Capital Strategy
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