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NOAA Commissioned Corps Commissioned Personnel Center

Learn about Officer Evaluation System policy, forms, and time management guidelines to provide accurate and impactful performance feedback. Get tips on documenting performance effectively and utilizing leadership development resources.

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NOAA Commissioned Corps Commissioned Personnel Center

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  1. NOAA Commissioned Corps Commissioned Personnel Center CDR Kurt A. Zegowitz, NOAA Chief, Officer Career Management Division OER Webinar – July 2014

  2. CPC/OCMD • Officer Career Management Division: • Assignments • Training • Recruiting • OERs • Call Me • OPF review • Career discussion • Promotion zone prep • Assistance with rating chain

  3. OER Basics (Policy & Forms) • Policy: • Chapter 10 Officer Evaluation System • Forms: • NOAA Form 56-6A, Officer Evaluation Report • NOAA Form 56-6B, Reviewer Comments • NOAA Form 56-6C, Officer Support Form

  4. OER Basics (Time Line) • Reported On Officer (ROO) • Input due 21 days before end of reporting period. ROO, do your homework – provide supervisor with all the information they need! • Supervisor • Input to RO 10 Days after the end of period. • Reporting Officer (RO) • Forward to Reviewer within 30 days of end of period. • Reviewer • Ensure properly completed OER received by CPC NLT 45 days after end of reporting period.

  5. Basics - Reporting Periods To accommodate officer promotion and assignment processes, OER reporting periods are:

  6. Principles – Officer Evaluation System • Essential for giving officers feedback on performance and providing boards information for decisions on promotion, assignments, and career development. • Comments make more of an impact than scores. • Accurate, accurate, accurate: conforming exactly to truth or to a standard (Merriam-Webster) • Accomplishment + impacts are key! • Do away with names, superfluous details, get to the point. • Potential section: Huge, very important for promotion, special assignments, etc… You are putting your reputation on the line that this officer can perform at the next level.

  7. OER checks and restrictions

  8. Examples of Documenting Performance • Not so good: • ENS Smith has always performed admirably as NAV officer aboard NOAA Ship Seagull. During this field season ENS Smith consistently ensured that all paperwork and electronic charts were corrected and track lines were set prior to departure. • Better: • Proactive completion of NAV Duties allowed additional time to research and reco more efficient track, results: reduced transit time, addition of 4 critical sampling stations, $2K fuel savings, improved customer service.

  9. Examples of Documenting Performance • Not so good: • ENS Smith has consistently failed to perform NAV duties in a timely manner. • Better: • Time management challenges. Command provided feedback and strategies for improvement yet officer has not embraced these or improved efforts. NAV duties often late/incomplete, delayed sailing on 2 separate occasions. Command initiated progress meetings to keep the officer on track, additional time management training has been scheduled.

  10. Leadership Development Framework

  11. Resources • The CPC Officer Evaluation System Webpage: • Chapter 10 of the directives • NOAA Corps Leadership Development Framework • "Top Ten" Tips for Ensuring OERs will clear CPC Review • “Supervisors Guide to NOAA Corps Officers” • The Art and Science of OER Writing • Liaison Officer – Key assistance, use them! • Chief OCMD • Chief.CareerMgmt.CPC@noaa.gov • OCMD Staff Officer • OER.CPC@noaa.gov Review drafts, brainstorm comments, assess options, work w/liaisons and civilian supervisors, etc.

  12. Things To Keep In Mind • The OER CAN NOT be the first time an officer is made aware of his/her good or poor performance. • Promotion board members have a lot of OERs to read. Do them a favor BE CONCISE. • Tie comments to metrics simply by using “3.a.”, “5.b.” etc., as lead-in to the comment. (e.g. “3.a., expertly planned high visibility international…. results; improved coordination of marine forecasts between…”)

  13. Things To Keep In Mind • Inflating scores hurts the system and the officer in the long run. • If there is an issue document it, this gives the officer an opportunity to show improvement…or not. • Don’t kick the can down the road. Be honest in your assessments. If an officer is not succeeding, NOW is the time to address it. • Work with the Marine Center XOs – they are a great resource while drafting your wardroom OERs.

  14. Discussion Questions - Issues - Suggestions

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