!! RATED SSN . 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. PDF OER SUPPORT FORM AND OER VIGNETTE - MilitaryCAC Department of the Army Pamphlet 600-3, Officer Professional Development and Career Management, states that the length of a KD position should range from 12 months to 24 months. He would selflessly sacrifice his time on countless occasions, in order to lift the weight off his struggling peer's backs. At the conclusion of your Army career, your family is going to remain the most important aspect of your life. An evaluation philosophy accomplishes three goals. CW3 Texas-Ranger never failed to uphold the Army Values and consistently embodied technical and tactical proficiency. Evaluating Character - Army University Press I aware of the pending review of CW3 Texas-Ranger s advancement to CW4 due to an investigation while he was assigned as a Drill Sergeant. 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. This debunks the myth of the so-called "accepted population.". There is a symbiotic relationship between family peace and work productivity. " You lead by example. I am fully aware of the severity of SSG Deleon's actions. ". Character NCOER Bullets - ArmyWriter SHARP, EO, and EEO. PDF HQDA#:' Attachments Menu COMPANY(GRADE(PLATE((O1( O3#$WO1$ CW2 At that time, LCpl Trejo displayed himself in a manner that was well above reproach. SPC Smith is a quiet, soft-spoken individual who often keeps to himself. However, with our pre-built online templates, everything gets simpler. 04-PUB NOT RELEASABLE TO FOREIGNERS (NOFORN) 42-ITEM ONLY PRODUCED IN ELECTRONIC MEDIA. If you got 'em, they can be shared by using the form below. Witnessing CW3 Texas-Ranger s superior leadership and mentorship qualities in such a diverse environment, certainly groomed me into the Leader I am today. However, officers must understand that not all advice is relevant. Oer Support Form Example - Fill Online, Printable, Fillable, Blank I am directly responsible to my commanding officer for the effective and efficient daily operations and mission. I believe SPC Smith has the potential we seek in our Soldiers. This came as quite a surprise to me and definitely caught me off guard. Assignment officers typically serve on the desk for two years or four assignment cycles. His drive and motivation played a key role in the accomplishment of the Unit's mission: taking civilians, turning them into Infantrymen and training them to be the Force's future leaders. 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. As a rater and senior rater, I provided the thoughts below to my team as more clear and concise guidance regarding each. Soldiers need their raters to transparently communicate how their performance and potential will be evaluated. 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 . Being promoted to lieutenant colonel is definitely indicative of a successful career. 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. References mentioned: S1 Net (CAC required) Our recommended tips for completing the OERSF: #1) Keep a running log of your significant contributions and accomplishments throughout the rating period. EMAIL ADDRESS (.gov or .mil) . In summary, I am surprised to learn of the behavior SPC Morrison is charged with. nature (e.g. One of a major's first priorities is to complete the Command and General Staff Officers Course regardless of assigned method. For the most part, an officer's immediate advocates should be from his or her current chain of command. SUPERSEDED DA FORM 67-10-2, 11/01/2015. Oraganized by categories: Character, Presence, Intellect, Leads, Develops, and Achieves. 3. 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. 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. Our state browser-based blanks and crystal-clear recommendations eliminate human-prone errors. 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. Your statement will represent both you and the subject and its appearance will have some influence. EP005: Five Quick Tips for Completing Your OER Support Form Assignment officers are concerned with the "faces" aspect, which is based on their routine communication with the population completing the process. Please contact me if you have any questions or concerns. FIELD GRADE PLATE (04 - 05; CW3 - CW5) OFFICER EVALUATION REPORT . Your narrative is important, and developing a proper network will aid in transmitting your goals and desires. Approximately 51 percent of the officers who enter these types of assignments will not exit them in the same performance tier. 2. Making the alternate list is an accomplishment in itself because there is still a chance to receive a command based on declinations, deferments, or other actions that may require a change in leadership. Satisfied. This will suggest to the reader that the incident was a one-time, out-of-character act, not likely to be repeated. 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. Every officer possesses certain talents that benefit the organization. I understand that he must be held accountable for his actions and punishment will be administered. And the supplemental NCOER? as a role model by displaying character, confidence, and competence, and influence outside the chain of command. Timing of the MER submission is critical, and G-1s are ultimately responsible for submitting it to HRC. 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. Often officers place a high priority on joint assignments; however, there are risks associated with receiving jobs for which only "the best" are assigned. Leading includes inspiring others to take the journey with you. Officers normally serve 36 months in an assignment, and the YMAV or DEROS is usually in the last month. DA Form 67-10-2, Field Grade Plate (O4-O5; CW3-CW5) Officer Evaluation Report, is a document used for providing the Department of Army Headquarters (HQDA) with information about the rated officers' competence, mental and physical condition, and potential for promotion.This form was previously revised by the U.S. Department of the Army (DA) on March 1, 2019, with all previous editions being . SSN#(or#DOD#ID#No.)! Platoon Sergeant, FROM: GUNNERY SERGEANT DEKINDEREN, TODD M. 1271676243/1833 USMC, SUBJECT: CHARACTER STATEMENT FOR STAFF SERGEANT TREJO, MARIO He does his share of the work without complaint and appears to enjoy his job and being a member of the Army. If he has a concern regarding a task I've given him, he requests clarification. Officers must understand how their assignment officers assess them in relation to their peers. 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). What form is the NCOER? Could it be possible that an examination of each services documentation process could lead to a better format? His commitment to our mission was something he held near and dear to his heart. Talent management affects all officers regardless of their current performance. 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. 43. The fundamental purpose of the MER is to give commanders and human resources professionals the ability to formally advocate for the skills, experience, and knowledge required to accomplish specific missions. I currently senior rate 23 Army Officers in this grade. #2) Ask for your rater and senior rater's support forms and ensure your support form nests with theirs. Hard work is only part of achieving your goal; developing a solid network is another. As a recruiter assistant who was not formally trained, LCpl Trejo outshined many certified Marine Corps Recruiters (8411s). The number one rule is that as your performance changes, so should your future goals. Although we have screened every document for quality control, there likely exist errors in content and typography. CW3 Texas-Ranger and I were never assigned to the same section at either location. Take the time to make the next move a family decision and not just about the position available. 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). The Army wants specifics on AR 623-3 and DA form 67-10-1a. To contribute examples, enter them below. We should not expend all of our energy on the top 10 percent while the remaining 90 percent are the men and women operating the organization. An OER with negative comments, "no" block checks, or negative ratings (referred OER), is career threatening for the Officer who receives it. The body is the majority of the letter. 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. You must justify through detail why you think an officer deserves an outstanding rating. This is the most important promotion statistic about going from major to lieutenant colonel. The way officers perform far outweighs their assigned positions. I call upon him frequently during unit PT sessions to assist others with their running and endurance. - Develops. Army Publishing Directorate - Details Page What are the best practices for VA Benefits? I can be reached at any time on my personal cell, 800-SHK-NBKE, or government cell, 800-BBJ-ESUS. KD opportunities may affect what type of battalion an officer will command; however, the key to success is to perform well regardless of the position. PDF Military Times c.#1)#Character:! 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. The preparation of lawful paperwork can be costly and time-ingesting. 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. Intermediate Rater Qualifications. How to Write an Officer Evaluation Report in the U.S. Army Although lokely the rater is simply copying from the support form and changing pronouns. 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. APD$LC$v1.00ES!!!HQDA#:'! o performed at a level above the normal call of duty; produced exemplary results. Senior leader involvement in the talent management process encourages officers to build a solid reach-back network. Officer Fitrep Bullets - FITREP & Eval Writing Guide Good mentorship and leadership will provide him the foundation he requires to continue to be an asset. 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 people who will read your character statement don't know the individual personally, want to judge him or her fairly, and are depending on you to accurately and honestly describe the subject's character. I will have honorably served for 15 years come June 2021. # 1: S4 Officer My name is Capt Mary Bella and I am writing on behalf of SPC Joe J. Smith. DSN 530-XXXX. I had the opportunity to get to know SGT Jones as a peer and as a friend. Leadership is more than knowing where you are, where you want to go, and how you are going to get there. 2 Years of Lessons from Battalion Command - The Military Leader First, it describes how a rater or senior rater sees evaluations. ". Being mentored by a senior leader is a great opportunity to develop a viable career plan. FIELD GRADE PLATE (04 For use of this form, a. Try and start your FITREP bullets with a hard hitting action word or words, IN ALL CAPS, and then elaborate on it. For example: OUTSTANDING LEADER: Lead a 25 man platoon into Afghanistan for a 60 day security mission. And, in her defense, she had the integrity to immediately acknowledge her mistake and take care of it immediately. Make sure you address the type of behavior that the person is accused of having. To do otherwise would hurt your reputation and possibly make you subject to UCMJ action. Secondly, a major must actively establish a reputation as a field-grade officer and pursue KD opportunities immediately. In addition to limiting promotion potential, a negative OER can trigger the Army Officer Elimination process.. Career Field Designation Boards are being conducted annually, promotion and selection boards are being conducted by career field, some concerns over the Officer Evaluation Report have been addressed, and time in branch qualification positions for majors and associated stability is at an all time high. 4. SSgt Trejo's overall dedication, passion, and love for the Marine Corps is something I wish to see in every Marine. HELP! Making the Switch: What I wish I knew before becoming a field grade officer I am SSG Ricky Bobby and am writing on behalf of CW3 Walker Texas-Ranger. 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 PDF Personnel Evaluation Evaluation Reporting System PDF U.S. Army Performance Evaluation Guide - New OER Sample Army OER Rater Bullet# 1. (FITREP), Air Force's Officer Performance Report (OPR), or the Army's Officer Evaluation Report (OER), each of these records has the greatest impact on each officer's military career and promotion opportunities. Feel free to use these as a template for doing your own. This is important. PDF Will M. Helixon - Military Lawyer - Court-Martial Defense Lawyer Family considerations should carry enormous weight during the assignments process. - Leads. My impression of his tactical and technical knowledge was that of a senior NCO. Counsel quarterly throughout rating period. MSAF information was a data point collected on DA Form 67-10 series OERs dated Nov 2015. 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. While these are effective and canonical definitions, there was just more I expected. CW3 Texas-Ranger fortified the image of the Leader I knew him as during AIT, as he continuously mentored Soldiers at all echelons. Covey's third principle, which he calls "put first things first," helps leaders to discern urgency from importance. The Ultimate Field Grade Officer Survival Guide. It's happening for a good reason, because the professional Soldier already knows what they have done well and what they need to improve. Report) to DA Form 67-10-4 (Strategic Grade Plate General Officer Evaluation Report) (para 1-1). An honest self evaluation is often more useful than the "what I observed of you" style evaluations. DA Form 67-10-2. A joint assignment is a great opportunity, but if you do not get promoted to lieutenant colonel or selected for battalion command, it will not take you very far. Military Evaluation (OER & NCOER) - United States Army They command between 300 and 1,000 Marines. 1. It is imperative that officers communicate with their assignment officers early, especially if they are in the next movement cycle. If you marked "no" in a box, you have to explain in detail why. DA FORM 67-10-2 - Field Grade Plate (O4 - O5; CW3 - CW5) Officer thank you Sir!! You must be ready to make decisions, move the mission forward, and lead by example. O-6s typically attend the Army War College. The documents hosted in the ACO Learning Center come from various sources. Officers rated in the top third of their peers represent the best in the field, and these officers will have the opportunity to serve in joint assignments, as general officer aides, or in other nominative assignments reserved for the very best. Initial Field Grade Counseling. Memorandum for XO and S3, 3rd Bn, 7th Infantry Subject: Field Grade Rules. Put first things first, and place your efforts on the immediate next step of getting promoted to lieutenant colonel. I first met SGT Jones in April 2011 at WLC, on Ft Stewart. Sample Army OER Bullets and OER Comments - Part-Time-Commander The end state is getting the right Soldier with the right qualifications to the right place at the right time. I feel certain that our Section Chief would agree. His technical prowess was steadfast and contributions to the G6 team guaranteed overall mission accomplishment. An assignment at the Army Human Resources Command (HRC) is an incredible opportunity for officers and enlisted personnel to learn how the Army executes personnel processes. Some of these are more obvious than others, but some are not so much. This can be hard because you have limited space, so focus on the facts. I will have honorably served for 15 years come February, 2019. I am aware of the discharge proceedings against SPC Smith. Recently, HRC held a virtual town hall, and many comments focused on this issue. Organizations should communicate routinely with their assigned account managers in order to effectively influence the process. Leading by example is a manifestation of character and presence attributes." (FM 6-22 Leader Development, 7-23) . I have been in the Army for over 11 years and I am currently the NCOIC of Personal Property at the Installation Transportation Office. Talent management encompasses multiple data points so that leaders can make the most informed organizational decisions. The DA Form 67-10-2 evaluates an applicant's ability to perform duties and assesses their character. EDIPI: 1298475886/USMC. The submission of a detailed MER is critical to enabling HRC to select the right officers for specific organizational requirements. HRC account managers are responsible for representing their assigned units' requirements. 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.
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