The rater has immediate responsibility for counseling a rated Soldier and directing their performance. The rater will provide a copy of their support form to the rated Soldier at the beginning of the rating period.
For DA Form 2166–9 series.
(1) Beginning of the rating period.
Use of DA Form 2166–9–1A is mandatory during counseling of all NCOs, CPL through CSM.
The purpose of the DA Form 2166–9–1A is to improve counseling by providing structure and discipline to the process described in ATP 6–22.1 and DA Pam 623–3.
(a)
Shortly after the rated NCO assumes their duties, the rater will provide copies of the rater’s and senior rater’s DA Form 2166–9–1A or DA Form 67–10–1A (or equivalent and as appropriate) along with the unit’s mission, valid rating chain, duty description, and specified goals and objectives.
The rater will conduct a face-to-face counseling session with the rated NCO and initiate DA Form 2166–9–1A within the first 30 days of the rating period.
This initial discussion will establish duties, responsibilities, and performance objectives for the rated NCO on DA Form 2166–9–1A.
(b)
The rater will discuss and establish goals that promote/support a healthy workplace environment conducive to the growth and development of the rated NCO.
The rater will also discuss and establish goals for supporting EO and EEO programs, fostering a climate of dignity and respect, adhering to the SHARP Program, preventing and eliminating sexual harassment and sexual assault.
(c)
While correspondence and telephone conversations may be used as an alternative because of geographic separation, these will be followed by a face-to-face discussion between the rated NCO and rater at the earliest opportunity.
Simply requiring the rated NCO to submit written performance objectives on DA Form 2166–9–1A at the beginning of the rating period without a follow-up face-to-face meeting is an unacceptable shortcut of this provision.
(d)
The rater will initial the DA Form 2166–9–1A and will forward it to the rated NCO’s senior rater for comment and input.
The rater’s initials verify the face-to-face counseling for DA Form 2166–9–1A.
(e)
Upon the senior rater returning DA Form 2166–9–1A with comments and input, the rater will provide a copy of the discussed DA Form 2166–9–1A to the rated NCO and will notify them of any changes (see DA Pam 623–3 for procedural guidance).
(2) During the rating period.
Throughout the rating period, the rater will conduct periodic individual, follow-up face-to-face counseling with the rated NCO.
These counseling sessions differ from the first counseling session in that the primary focus is on the rater informing the rated NCO how well they are performing and how they can perform better and to update the duty description and performance objectives as necessary.
(a)
Raters will conduct follow-up counseling sessions quarterly for Regular Army and AGR NCOs and at least semiannually for USAR TPU, DIMA, and drilling IRR NCOs and ARNG NCOs (in accordance with apps G and H).
(b)
As a rated NCO’s duty description, objectives, or focus areas change throughout the rating period, the rater will counsel the rated NCO and update the DA Form 2166–9–1A appropriately.
(c)
The rater is responsible for completing parts I, II, III, and V of the DA Form 2166 –9–1A, including the APFT performance entry and date, and the height and weight entry to include verification of compliance with AR 600 –9 in part V (or an explanation of missing APFT and/or height and weight entries) (see DA Pam 623 –3 for procedural guidance).
(d)
Raters will evaluate the performance of rated NCOs, SGT through CSM, using all reasonable means and prepare a fair and accurate assessment, identifying significant contributions and accomplishments.
NCOs in the rank of CPL do not receive NCOERs, however rating officials of NCOs in the rank of CPL are required to capture this assessment on DA Form 2166–9–1A.
(e)
Assessments will be captured on DA Form 2166–9–1A.
A draft DA Form 2166–9 series (NCOER) may also be used during the counseling session.
The rater completes parts I, II, III, and IV of the draft DA Form 2166–9 series (NCOER), including the APFT performance entry and date, and the height and weight entry to include verification of compliance with AR 600–9 in part V (or an explanation of missing APFT and/or height and weight entries) (see DA Pam 623–3 for procedural guidance).
(e)
Special care will be taken to ensure specific bullet comments support appropriate “Far Exceeded Standard,” “Exceeded Standard,” “Met Standard,” and “Did Not Meet Standard” ratings in corresponding blocks of part IV, DA Form 2166–9 series (NCOER) (see DA Pam 623–3).
(f)
The rater will initial the DA Form 2166–9–1A and will forward it to the rated NCO’s senior rater for comment and input, as needed.
The rater’s initials verify the face-to-face counseling (see DA Pam 623–3 for procedural guidance).
(g)
Upon receiving comment and input from the senior rater, the rater will provide a copy of the discussed DA Form 2166–9–1A to the rated NCO and will notify them of any changes.
(3) End of the rating period.
The rater will review the final DA Form 2166–9–1A when preparing NCOERs.
Afterwards, they will initial and date the form to acknowledge the review.
The rater will include the duty description from the rated NCO’s final DA Form 2166–9-1As and may include performance-related information.
However, the choice of what to enter on the NCOER is ultimately up to the rater.
(a)
The rater is responsible for completing parts I, II, III, and IV of the final NCOER including APFT performance entry and date, and the height and weight entry including verification of compliance of AR 600 –9 in part IV, block a and b (or an explanation of missing APFT and/or height and weight entries).
See DA Pam 623–3 for procedural guidance.
(b)
For DA Form 2166–9–1 and DA Form 2166–9–2, raters will use bullet format for comments in part IV for these NCOERs.
For DA Form 2166–9–3, raters will use narrative format when entering comments in part IV.
(b)
Part IV will be an assessment of a rated NCO’s professionalism, performance, and adherence to the attributes and core leader competencies of the Army Leadership Requirements Model (including the APFT, height and weight entries, and entry of compliance/noncompliance with AR 600–9), focusing on what a leader is (attributes) and what a leader does (competencies) during the rating period (see ADP/ADRP 6–22).
Part IV contains the dimensions of the Army’s leadership doctrine that define professionalism for the Army NCO.
Attributes are characteristics that are an inherent part of an individual’s total core, physical, and intellectual aspects.
Attributes shape how an individual behaves in their environment and are aligned to identity, presence, and intellectual capacity.
Core leader competencies emphasize the roles, functions, and activities of what leaders do.
Core leader competencies are complemented by attributes that distinguish high performing leaders of character.
Core leader competencies apply across all levels of the organization, across leader positions, and throughout careers.
The Army Values, of empathy, warrior ethos, and discipline are critical attributes that define a leader’s character and apply across all grades, positions, branches, and specialties.
These attributes are critical to maintain public trust and confidence in the Army and the qualities of leadership and management needed to maintain an effective NCO Corps.
The NCOER incorporates the Army Leadership Requirements Model to emphasize and reinforce professionalism (see ADP/ADRP 6–22).
1.
Performance assessments are centered on how well the rated NCO met duty requirements and adhered to the professional standards of the NCO Corps.
Performance is evaluated by considering the results achieved, how they were achieved, and how well the NCO complied with professional standards.
2.
Raters will comment on how well the rated NCO promoted a climate of dignity and respect and adhered to the requirements of the SHARP Program.
a)
This assessment should identify, as appropriate, any significant actions or contributions the rated NCO made toward promoting the personal and professional development of subordinates; ensuring the fair, respectful treatment of unit personnel; and establishing a workplace and overall command climate that fosters dignity and respect for all members of the unit.
b)
This assessment should also identify any failures by the rated NCO to foster a climate of dignity and respect and adhere to the SHARP Program.
c)
Raters will comment on any substantiated finding, in a finalized Army or DoD investigation or inquiry, that the rated NCO committed an act of sexual harassment or sexual assault, failed to report a sexual harassment or sexual assault, failed to respond to a complaint or report of sexual harassment or sexual assault, or retaliated against a person making a complaint or report of sexual harassment or sexual assault.
3.
Assessments of potential are performance-based assessments of the rated NCO’s ability compared to that of their contemporaries.
Assessment of potential applies to all NCOs, regardless of their opportunity to be selected for higher positions or grades.
It does not take into account such factors as impending release from active duty or retirement; assessments of potential continually change and is reserved for HQDA.
(c)
DA Form 2166–9–1, part IV, block i, will be an assessment of the rated NCO’s overall performance during the rating period.
This performance is evaluated in terms of the rated NCO compared against other NCOs of the same rank the rater currently (and previously) rates.
Comments (in bullet format) are mandatory and should compare the performance of the rated NCO with their contemporaries during the evaluation period.
The focus is on results achieved and the manner by which they were achieved.
(d)
DA Form 2166–9–2, part IV, block i, and DA Form 2166–9–3, block e, block checks will be an assessment of the rated NCO’s overall performance during the rating period.
This performance is evaluated in terms of the rated NCO compared against other NCOs of the same rank the rater currently (and previously) rates.
Comments (bullet format for DA Form 2166–9–2 and narrative format for DA Form 2166–9–3) are mandatory and should compare the performance of the rated NCO with their contemporaries during the evaluation period.
The focus is on results achieved and the manner by which they were achieved.
If the rated NCO successfully achieves and maintains the required Army and organizational standards of leader competencies and attributes consistent with the majority of NCOs in that grade of the rater’s population, the rater will place an “X” in the “Met Standard” box.
If the rated NCO’s demonstrated performance surpasses the required Army and organizational standards of leader competencies and attributes of the majority NCOs in that grade of the rater’s population, the rater will place an “X” in either “Exceeded Standard” or “Far Exceeded Standard” box.
The rater will use “Exceeded Standard” and “Far Exceeded Standard” box to identify the upper third of NCOs for each rank, with further stratification of the upper third by use of the “Far Exceeded Standard” box.
If the rated NCO unsuccessfully achieves and maintains the required Army and organizational standards of leader competencies and attributes and performance is below the majority of NCOs in the rater’s population for that grade, and the rated NCO’s performance has not met standards required of an Army NCO, the rater will place an “X” in the “Did Not Meet Standard” box.
(e)
The rater will forward both the NCOER and the final DA Form 2166–9–1A to the senior rater with their portions completed.