Commissioned Officer Evaluation Report

I first became interested with the idea of becoming a Special Forces Warrant Officer during my seventh deployment. At the time I had served in the army for almost 14 years, 10 of which were in Special Operations. I was originally assigned to the infantry where I excelled in all my training and leadership courses. This drove me to push myself further and try out for the Special Forces, eventually being assigned to my first Operational Detachment in November 2004. While I have thoroughly enjoyed and excelled as a Special Forces Medical Sergeant, I feel there is more room for growth in my career and am looking forward to my next challenge.

The Junior Reserve Officers Training Corps (JROTC) was created with the passing of the National Defense Act of 1916. Since then, more than 1,700 units have been created in the Army branch alone. I will be focusing on Blackman High School’s JROTC which was founded in 2000.

All outcomes in red are observations to be carried out by assessor. The information given indicates the types of things assessor will be looking for

This is a post event evaluation. It is used to gather information about an incident.

The United States Marine Corps is looking for a “Few Good Men” for their Officer Corps. There are a few different ways to achieve the rank of Second Lieutenant. Some officers go straight from college to a recruiter, and others join as an enlisted Marine and apply for an officer rank later in their career. I am applying for a commission from the enlisted ranks. I have found that enlisted to officer programs have many requirements and can be somewhat confusing, but the goal of making a move from enlisted to officer can be accomplished as long as I are willing to put forth the effort to achieve that goal.

Referred Officer Evaluation Report: The rater comments on the SM OER states that the SM requires oversight of her critical reasoning and decision making skills in order to succeed. The senior rater comments reflect that the SM needs to further grow her dicision making capabilities. The SM provided written comments to refute the OER and provided developmental counseling dates that she and her rater reviewed together. In the remarks the SM states that the rater failed to provide details of the specific events pertaining to her decision making skills. There is no evidence of any actions taken at command level present in the information provided by screening agencies.

Marine Corps Order P1020.34G. This one order clearly explains every uniform regulation the Marine Corps has. It goes into to detail on everything from hair color to boots and utilities. From chevron placement to shaven faces. It not only explains the male uniform regulations, but female uniform regulations as well. In this essay, I will explain go over specifically grooming standards for both male and female marines, why the marine corps has uniform regulations in the first place, and what these uniform regulations mean to me as a lance corporal of marines. Let’s start out with grooming standards. What are they you ask? Well the grooming standards go into specific detail about how marines need to look. Hair has to be neat and closely

In-process inspection and test to determine the status of the process (rather than for product acceptance). .

Evaluation and review. Monitor progress regularly to know if course or actions is effective or if needs to be improved.

This is an area in which Officer Moore has greatly improved. He writes more detailed, informative reports. He keeps his supervisors and coworkers apprised of his current calls for service or cases he is investigating. Effectively disseminating and passing on pertinent information to the appropriate parties.

Assessment: It is imperative to assess the possible organizational implications of external issues in the competing market. Also, tracking the development or progress of the process is an important aspect of the assessment phase.

Response: The current evaluation process is performed twice a year and is recorded and measured by the CEO/Executive Director of the organization. Since the organization is relatively small the Executive Director sets up performance measures with all employees and meets quarterly to ensure goals and objectives are pursued and completed. The actually performance evaluation is done twice a year in July and December.

Lastly, by using the assessment data and being able to track and control the progress the improvement component allows managers to increase effectiveness of execution process when it is needed. The assessment of the current state

Provides communication or links for the next status or predecessor task, i.e., what should be done before going to the next step.

After having performed their analytical procedures, the auditors then compare the actual results with those expected and look for reasons for