2007 OFFICER EVALUATION SYSTEM (OES) REVIEW

R 191744Z FEB 08 ZUI ASN-ASS050000491 PSN 990754H34
FM COMCOGARD PERSCOM ARLINGTON VA//OPM//
TO ALCGOFF
BT
UNCLAS //N01611//
ALCGOFF 020/08
SUBJ: 2007 OFFICER EVALUATION SYSTEM (OES) REVIEW
A. COMCOGARD PERSCOM ARLINGTON VA//OPM//091948Z JAN 08/ALCGOFF
001/08
B. PERSONNEL MANUAL, COMDTINST M1000.6A
C. COMDT COGARD WASHINGTON DC//CG-1//172048Z DEC 07/ALCOAST 573/07
1. CGPC-OPM-3 HAS COMPLETED THE ANNUAL REVIEW OF THE OES USING DATA
FROM 8400 OERS SUBMITTED DURING CY2007, INPUT FROM ADPL/IDPL PY08
SELECTION BOARDS, ADVANCED EDUCATION AND ASSIGNMENT PANELS, AND
FEEDBACK FROM ASSIGNMENT OFFICERS, OER ADMINISTRATORS AND RATING
CHAIN MEMBERS.  BASED ON AN ANALYSIS OF THE STATISTICAL DATA AND
FEEDBACK FROM PY08 BOARD MEMBERS, THE OER REMAINS A VALUABLE TOOL
FEEDBACK FROM PY08 BOARD MEMBERS, THE OER REMAINS A VALUABLE TOOL
TO ASSESS THE CAPABILITIES, CONDUCT AND PERFORMANCE OF OFFICERS
RELATIVE TO SUITABILITY FOR PROMOTIONS AND ASSIGNMENTS.
2. TIMELINESS OF OER SUBMISSIONS REMAINS CRITICAL TO THE OFFICER
ASSIGNMENT AND PROMOTION PROCESS.  THEREFORE, PER REF A, CGPC
PARTNERED WITH COMDT (CG-1B) AND OSC MARTINSBURG TO INCORPORATE THE
STATUS OF OER SUBMISSIONS INTO CG CENTRAL IN AN EFFORT TO IMPROVE
EACH UNIT'S ABILITY TO MORE EFFECTIVELY MANAGE OER SUBMISSIONS.
CURRENTLY, THE READINESS MEASURES IN CG CENTRAL ARE FOR OFFICERS ON
THE ACTIVE DUTY PROMOTION LIST (ADPL) ONLY.  EFFORTS ARE UNDERWAY
TO DEVELOP SIMILAR READINESS MEASURES FOR THE RESERVE OFFICER
COMMUNITY.
3. FOR CY2007, THERE HAS BEEN A SIGNIFICANT IMPROVEMENT IN THE
TIMELINESS OF OER SUBMISSIONS.  THE CY2007 USCG TIMELINESS AVERAGE
WAS 69 PERCENT, A SEVEN PERCENT INCREASE FROM THE PREVIOUS YEAR.
FOR THE THIRD CONSECUTIVE YEAR, ATC MOBILE ACHIEVED THE BEST ATU
TIMELINESS RATE WITH 93 PERCENT OF OERS ARRIVING ON TIME AND
DISTRICT 14 LED ALL LARGE ATUS WITH 90 PERCENT.  THE FOLLOWING ATUS
HAD TIMELINESS RATES EQUAL TO OR EXCEEDING 80 PERCENT: D11, D13,
D17, ATTC, AND OSC MARTINSBURG.
4. ATC MOBILE AND D14 HAVE PRODUCED CONSISTENTLY EXCELLENT RESULTS
IN TERMS OF QUALITY AND TIMELINESS OF OER SUBMISSIONS FOR THREE
YEARS.  OER ADMINISTRATORS CITE DEDICATED LEVEL OF EFFORT IN
TRACKING OERS THROUGH DEPARTMENTS AND UNITS, ACCOUNTABILITY AND
COMMAND LEVEL ATTENTION TO EVALUATIONS AS KEY FACTORS TO THEIR
SUCCESS.
5. APPROXIMATELY 16 PERCENT OF OERS SUBMITTED REQUIRED CORRECTION.
COMMENTS NOT ADEQUATELY SUPPORTING MARKS REPRESENTED 22 PERCENT OF
ALL CORRECTIONS.   ADMINISTRATIVE CORRECTIONS (INCORRECT FORMS,
SECTION 1 DISCREPENCIES, SIGNATURE DATES, MISSING AWARDS,
CALCULATION AND FORMATTING OF RESERVE PERIODS OF SERVICE) ACCOUNTED
FOR 59 PERCENT OF ALL SUBMISSION ERRORS. RATING CHAIN OFFICIALS AND
OER ADMINISTRATORS ARE REMINDED TO CAREFULLY REVIEW THE CHECKLIST
ON PAGE FOUR OF EACH OER (CG-5310 SERIES) PRIOR TO SUBMISSION TO
CGPC FOR REVIEW, VALIDATION AND ENTRY INTO THE OFFICER'S RECORD.
6. RESERVE SELECTION BOARDS NOTED CONTINUED IMPROVEMENT OF
TIMELINESS AND QUALITY OF IDPL OERS. RATING CHAINS ARE REMINDED TO
CAREFULLY READ CHAPTER 10.A OF REF B FOR RESERVE-SPECIFIC
CONSIDERATIONS WHEN PREPARING OER SUBMISSIONS, PARTICULARLY WITH
REGARD TO SCHEDULES FOR BIENNIAL OERS (ON EVEN NUMBERED YEARS), AND
SUBMISSION CRITERIA FOR PERSONNEL ON TITLE 10 RECALL AND LONG TERM
ADSW.
7. TIMELY AND ACCURATE PERFORMANCE FEEDBACK, BOTH FORMAL AND
INFORMAL, REMAINS CRITICAL TO THE CONTINUED EFFECTIVE LEADERSHIP OF
THE OFFICER CORPS. WHILE POLICY DICTATES THAT EACH OFFICER IS
RESPONSIBLE FOR MANAGING HIS OR HER OWN PERFORMANCE, IT IS ALSO
CLEAR THAT THE RATING CHAIN MEMBERS ARE RESPONSIBLE FOR PROVIDING
CLEAR THAT THE RATING CHAIN MEMBERS ARE RESPONSIBLE FOR PROVIDING
PERFORMANCE FEEDBACK THROUGHOUT THE REPORTING PERIOD. FEEDBACK FROM
THE OFFICER CORPS SUGGESTS THAT THIS LEADERSHIP PRACTICE IS NOT
CONSISTENTLY APPLIED.  THE OFFICER SUPPORT FORM (OSF, CG-5308)
REMAINS THE REQUIRED FORMAT FOR PROVIDING WRITTEN, CONSTRUCTIVE
FEEDBACK FOR ALL O1 AND O2 PERSONNEL. HOWEVER, IT CAN BE USED AS
THE PERFORMANCE FEEDBACK FRAMEWORK FOR ALL REPORTED-ON OFFICERS.
PER ARTICLES 10.A.1, 10.A.2 AND 10.A.4 OF REF B, IT IS THE STATED
INTENT OF THE OFFICER EVALUATION SYSTEM THAT EACH OFFICER SHOULD
RECEIVE TIMELY PERFORMANCE COUNSELING AND THAT EACH OFFICER SHOULD
BE CLEAR ABOUT THE FEEDBACK RECEIVED.  BY SIGNING THE OER, EACH
MEMBER OF THE RATING CHAIN IS VERIFYING THE COMPLETION OF OES
RESPONSIBILITIES.  ENSURING THAT EACH OFFICER HAS RECEIVED SPECIFIC
AND MEANINGFUL FEEDBACK CONCERNING HIS OR HER PERFORMANCE IS ONE OF
THOSE RESPONSIBILITIES AND IS CENTRAL TO CAREER DEVELOPMENT OF CG
OFFICERS.
8. PER REF C, ALL OER FORMS WERE MODIFIED TO REQUIRE THE EMPLOYEE
IDENTIFICATION NUMBER VICE THE SOCIAL SECURITY NUMBER FOR THE
REPORTED-ON OFFICER IN SECTION 1 OF THE REPORT (CG 5310 SERIES).
THE CURRENT VERSIONS OF THE FORMS ARE CURRENTLY AVAILABLE VIA THE
INTRANET AT http://cgweb2.comdt.uscg.mil/CGFORMS/Welcome.htm
AND VIA THE INTERNET AT
http://www.uscg.mil/ccs/cit/cim/forms1/welcome.htm  THE FORMS ARE
ALSO AVAILABLE IN THE ADOBE ACROBAT LIBRARY.
9.  CGPC-OPM-3 (ADPL OFFICERS) AND CGPC-RPM-1 (IDPL OFFICERS) ARE
AVAILABLE TO ASSIST CG OFFICERS AND COMMANDS WITH OES QUESTIONS OR
CONCERNS. OPM-3 CONTACT INFORMATION IS AVAILABLE AT
HTTP://WWW.USCG.MIL/HQ/CGPC/OPM/OPMMAIN.HTM OR ON CG CENTRAL AT <MY
WORKSPACE / CAREER MANAGEMENT / OFFICER / EVALUATION>.  RPM-1
CONTACT INFORMATION IS AVAILABLE AT HTTP://WWW.USCG.MIL/RPM/ .
10.  INTERNET RELEASE AUTHORIZED.
BT
NNNN