Each rated Soldier will receive a copy of the senior rater’s support form at the beginning of the rating period.
a. For DA Form 67–10 series.
(1) Beginning of the rating period.
After the rater has conducted a face-to-face counseling session with the rated officer, the senior rater will—
(a)
Review, approve, and initial the draft DA Form 67–10–1A.
(b)
Ensure that DA Form 67–10–1A is returned to the rater and rated officer.
(2) During the rating period.
The senior rater will obtain, through a variety of means (for example, personal observation and/or various forms of communication from the rater, rated officer, and/or others) information regarding the rated officer’s duty performance and potential.
(3) End of the rating period.
The senior rater will—
(a)
Review the completed DA Form 67–10–1A at the time the OER is prepared.
Afterwards, the senior rater will initial and date the DA Form 67–10–1A to acknowledge the review.
(b)
Complete the OER, part VI, blocks a through d, for DA Form 67–10–1, DA Form 67–10–2, and DA Form 67–10–3, and part V for DA Form 67–10–4 (see DA Pam 623–3 for procedural guidance).
(c)
Complete the OER, part VI, block a, for officers in ranks of 2LT through COL and warrant officers in ranks of WO1 through CW4.
Warrant officers with the designated rank of CW4P and rank of CW5 do not receive a part VI, block a box check selection.
1.
For DA Form 67–10–1 and DA Form 67–10–2, part VI, block a, the senior rater will assess the rated officer’s potential compared to all officers of the same rank.
This assessment should be based on officers the senior rater has previously senior rated and those in their current senior rater population.
a)
If the potential assessment is consistent with the majority of officers in that rank, the senior rater will place an “X” in the “Highly Qualified” box.
If the rated officer’s potential exceeds that of the majority of officers in the senior rater’s population, the senior rater will place an “X” in the “Most Qualified” box.
The intent is for the senior rater to use this box to identify the upper third of officers for each rank.
b)
In order to maintain a credible profile, the senior rater must have less than 50 percent of the ratings of a rank in the “Most Qualified” top box.
Fifty percent or more in the “Most Qualified” ratings will be processed with a “Highly Qualified” HQDA electronically generated label (see DA Pam 623–3); however, it will be charged against the senior rater’s profile as a “Most Qualified” OER if it is unresolved, and a documented senior rater profile misfire will occur.
To ensure maximum rating flexibility when rating populations change, or to preclude an “Most Qualified” box check from profiling as a “Highly Qualified” rating, senior raters need to maintain a “cushion” in the number of “Most Qualified” ratings given.
Senior raters may consider limiting the use of the “Most Qualified” rating box check to roughly one-third of all ratings for officers of a given rank, but this is not a requirement.
c)
Promotable officers with a “P” after their current rated rank and serving in an authorized position of the next higher rank, are considered as officers of the next higher rank in making comparative assessments with contemporaries.
On Senior Rater Profile reports, they will be profiled against the next higher rank.
See paragraph 4–7g for important information concerning administrative corrections.
d)
If the rated officer’s potential is adequate, but beneath the majority of officers in the senior rater’s population for that rank, and the senior rater believes the rated officer should be retained for further development, the senior rater will place an “X” in the “Qualified” box.
If the rated officer’s potential is below the majority of officers in the senior rater’s population for that rank and the senior rater does not believe the rated officer should be retained on active duty, the senior rater will place an “X” in the “Not Qualified” box.
e)
For senior raters first establishing a profile (separate by rank), only one of the first four OERs received for processing at HQDA for any given grade may be rated as “Most Qualified.”
2.
For DA Form 67–10–3, part VI, block a, the senior rater will assess the rated officer’s potential compared to all officers of the same rank.
This assessment should be based on officers the senior rater has previously senior rated and those in their current senior rater population.
a)
If the potential assessment is consistent with the majority of officers in that grade, the senior rater will place an “X” in the “Retain as Colonel” box.
If the rated officer’s potential exceeds that of the majority of officers in the senior rater’s population, the senior rater will place an “X” in the “Promote to BG” or “Multi-Star Potential” box, as applicable.
The senior rater will use these upper two boxes when identifying the upper third of officers for each rank, with further stratification by use of the “Multi-Star Potential” box, as applicable.
If the rated officer’s potential is below the majority of officers in the senior rater’s population for that grade, and the senior rater does not believe the rated officer should be retained on active duty, the senior rater will place an “X” in the “Unsatisfactory” box.
b)
In order to maintain a credible profile, senior raters must maintain a cumulative percentage of the upper two boxes combined (“Multi-Star Potential” and “Promote to BG”) of less than 50 percent of the ratings for a given rank and/or the “Multi-Star Potential” box having less than 24 percent of the ratings for a given rank.
A report with a “Multi-Star Potential” rating that causes a senior rater’s profile to exceed 24 percent of ratings for a given rank will be processed as a “Promote to BG” only if the cumulative percentage of the upper two boxes combined (“Multi-Star Potential” and “Promote to BG”) is less than 50 percent of ratings for a given rank.
If the combined cumulative percentage of the upper two boxes is 50 percent or more, the report will then be processed with a “Retain as Colonel” HQDA electronically generated label.
A report with a “Promote to BG” rating that causes a senior rater’s profile cumulative percentage of the upper two boxes combined of 50 percent or more of the ratings for a given rank will be processed with a “Retain as Colonel” HQDA electronically generated label.
A one-time senior rater credit of 5 “Retain as Colonel” ratings will be awarded to the senior rater’s profile when first assessing a COL/O6 officer, allowing use of the top two boxes (“Multi-Star Potential” and “Promote to BG”) immediately.
This provides flexibility to senior raters and eliminates some of the issues associated with immature profiles (small populations).
3.
All OERs will receive an HQDA electronically generated label that reflects the senior rater’s profile at the time the OER processes, based on the date of receipt.
4.
Officers who are both promotable and serving in any documented position authorized for the next higher rank will have a “P” identifier with their rank on their OERs, part I.
The “P” identifier indicates that the officer’s OER will be profiled (part VI, block a) with those of the next higher rank.
(See para 2–11 for ARNG-specific requirements.)
5.
The officer’s overall potential is an assessment of the rated officer’s overall potential when compared with all other officers of the same rank the senior rater has previously rated or currently has in their population.
6.
The senior rater will enter the total number of Army officers of the same rank as the rated officer they currently senior rate (for DA Form 67–10–1, DA Form 67–10–2, and DA Form 67–10–3).
This information, in conjunction with additional information contained on the HQDA electronically generated label, will help HQDA selection boards identify senior raters with small rating populations and weigh the report accordingly.
7.
The narrative for part VI, block c, on DA Form 67–10–1, DA Form 67–10–2, and DA Form 67–10–3, and part V on DA Form 67–10–4 may be based in part on the rated officer’s final DA Form 67–10–1A.
However, the choice of what to enter on the OER is ultimately up to the senior rater.
8.
Senior raters will comment on any substantiated finding in a finalized Army or DoD investigation or inquiry that a rated officer committed an act of sexual harassment or sexual assault, failed to report a sexual harassment or 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.
9.
The senior rater will identify successive duty positions on DA Form 67–10–1, DA Form 67–10–2, and DA Form 67–10–3, to include retirement and “Relief for Cause” OERs for which the rated officer is best suited, focusing 3 to 5 years out.
An exception to this rule exists for OERs on which the rater indicates “Unsatisfactory” and the senior rater indicates a rating of “Not Qualified” (for DA Form 67–10–1 and DA Form 67–10–2), or when rater performance and potential comments require the evaluation report to be referred and the senior rater indicates “Unsatisfactory” (for DA Form 67–10–3).
On these OERs only, no successive duty positions are required (DA Pam 623–3).
(d)
Initial the final DA Form 67–10–1A to verify review and ensure it is returned to the rated officer.
(e)
Forward the completed OER to the officer for signature before processing to HQDA.
(f)
Ensure timely submission of OERs to HQDA (to arrive no later than 90 days after the “Thru” date of the OER or as stipulated in a MILPER message announcing an HQDA-level selection board), and to ensure submission of OERs result in the desired receipt to HQDA specific to the senior rater’s profile (in other words, sequencing), for processing at HQDA and filing in the rated officer’s AMHRR.
The senior rater maintains responsibility for the OER until it is filed in the AMHRR.
1.
OERs are processed and profiled and the HQDA electronically generated labels are applied daily as OERs are received, regardless of the “Thru” date of the OER and the senior rater’s signature date.
2.
An OER failing to process in the sequence desired by the senior rater is not a basis for appealing the OER.
Proper sequencing of OERs impacts Soldiers’ personnel actions, especially those concerning HQDA selection boards.
3.
“Complete the Record” and other types of evaluation reports for HQDA-level board consideration must be submitted in time to arrive no later than the date established in the MILPER message announcing the board.
4.
EES and the Senior Rater Evaluation Timeliness report, a component of the Senior Rater Profile report, are tools to assist senior raters in fulfilling their responsibilities.