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"People Always
... Mission First" |
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Breaking News! |
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August 16, 2004
-- Officer Evaluation Reporting System Enhanced!
See note from CG, HRC, MG Anderson below:
"As a profession, our Army continues to
examine the way we develop our Soldiers. We currently have the
opportunity to enhance our Officer Evaluation Reporting System to better
support Officer developmental programs and to reinforce the use of our
OER as a tool for strengthening our profession. This enhancement is
intended to further emphasize leader development and counseling for
officers in the ranks of Second and First Lieutenant, Captain, Warrant
Officer One, and Chief Warrant Officer Two. Therefore, effective 1 OCT
04 we will no longer require senior raters to qualitatively evaluate, or
block check, our company grade officers and warrant officers in the rank
of WO1 and CW2 on their OERs. In addition, raters of these officers will
use the Developmental Support Form in conjunction with the Support Form
for counseling. These enhancements will foster an environment conducive
to growth by providing structure to the critical tasks of teaching,
coaching, mentoring, and educating. And it will help to develop in our
future leaders the Warrior Ethos and mindset required to serve in our
joint and expeditionary Army. This is a tremendously positive step in
our efforts to better develop our company grade and warrant officer
leaders to meet current and future demands. Specific guidance will be
released today on the transition plan for these changes. "
Click on this
link:
Officer Evaluation
Reporting System Enhanced -- for more
information.
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July 30, 2004 -- FY04 Lieutenant Colonel (LTC) Promotion
Results 1. The FY04 LTC promotion board
convened in February 2004. The summary below is based on the state of
the eligible population as of 29 February 2004. This was the third LTC
selection board that convened in four separate career field boards under
OPMS III: Operations (OPCF), Operational Support (OSCF), Information
Operations (IOCF), and Institutional Support (ISCF). These categories
constitute the Army Competitive Category.
2. Of the 3809 majors considered for promotion,
1,237 were selected. The PZ consisted of 1358 majors considered which
results in a DOPMA rate of 91.1%. The DOPMA rate in FY03 was 90.8%.
The selection rates by zone are:
FY04 FY03
Primary Zone 77.0%
78.7%
Below Zone 6.6%
6.1%
Above Zone 13.2%
8.1%
3. Operations Career Field (OPCF) had the highest
primary zone promotion rate (79.2%) while Information Operations Career
Field (IOCF) had the lowest (71.3%).
4. The promotion rates of the different career
branches showed FA47 and FA59 having the highest PZ selection rate
(100%). However, the populations of these two branches are small with
FA47 consisting of 2 officers and FA59 consisting of 11 officers. Of
the basic branches, SF, has the highest PZ selection rate (88.9%). FA46
has the lowest PZ selection rate (47.1%). Of the basic branches, AD has
the lowest PZ selection rate (67.6%).
5. For additional information on selection rates
please see the
attached slides.
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June 14, 2004 --
"As a result of being at War and transforming to Modularity, slating CSL
(Command Selection List) Commanders is significantly different than
previous years. However, the process is working and its integrity
remains intact."
Read the rest of MG Dorian Anderson's note to the field
addressing HRC Policy for Slating Command Selection List (CSL)
Commanders by following this
link |
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June 2, 2004 -- On June 01, 2004, Mr. Reginald
Brown, the Assistant Secretary of the Army (Manpower and Reserve
Affairs) approved an Army decision to implement the Active Army (AA)
Unit Stop Loss/Stop Movement policy for units designated to deploy
outside the continental United States (OCONUS) to participate in future
Operation Iraqi Freedom (OIF) and Operation Enduring Freedom (OEF)
operational missions in Iraq and Afghanistan. Acting Secretary of the
Army. For the purpose of this announcement the term “Active Army” means
those units of the Army not part of the Reserve Components. The
current situation warrants that the Army implement the Active Army Unit
Stop Loss Program based on its commitment to support the Global War on
Terrorism, to provide combatant commanders the force they need to
decisively defeat those who threaten our security; and to ensure unit
formations are ready for future rotational plans. Retaining the Reserve
Component (RC) Unit Stop Loss and re-instituting the Active Army Unit
Stop Loss and Stop Movement helps provide equity for all components and
ensure unit stability from alert through redeployment/demobilization.
Please see the following link for more information on this Stop
Loss/Stop Move Program:
Questions and Answers
March 29, 2004 --
Yesterday, the FY04
Captain, Army Competitive Category, selection results were released.
Over 92 percent (3,700 officers), of our great young lieutenants, who
have been leading the way on the front line of the Global War on
Terrorism, were selected for promotion. Congratulations and Well
Deserved!
This year the promotion selection board was
convened under the “best-qualified” method of selection.
“Best-qualified” means that the board was given a maximum number of
officers that could be selected for promotion to captain.
From 1997 through 2003,
the Army G-1 approved “Fully Qualified” selection boards for promotion
to captain as a temporary measure to raise the number of captains to
fill authorized positions. Under the “fully-qualified” method of
selection, there are no numerical constraints on the number of officers
that are recommended. With captain strength currently at 102%, the Army
returned to “Best Qualified” selection boards for promotion to captain.
The Army’s promotion
goal for first-time considered officers is 90%. The first-time
considered promotion rate for the FY 04 CPT, Army promotion selection
board was 92.3%. This selection rate, while lower than the previous
seven years, demonstrates our junior leaders are excelling in their
initial assignments, and possess the potential for increased
responsibilities as a captain.
While the Army will
review whether future captain selection boards will be “Best Qualified”
or “Fully Qualified,” the key thing to remember is that attitude and
manner of performance, regardless of duty position, remains the gold
standard for success.
Finally, for those
officers not selected – continue to focus on the mission and don’t
quit. Check in with your assignment officer and continue to prepare
yourself for the next selection board.
People Always - Mission
First!
BG Rhett Hernandez
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Korea Assignment
Incentive Program Approved! |
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March 15, 2004 --
The Department of the Army
announced Friday a new incentive program to encourage Soldiers in or enroute to
Korea to extend their tours of duty on the peninsula for an additional
year. The program, titled the Assignment Incentive Pay program,
authorizes service members to start collecting an additional $300 per
month to their paychecks for an additional 12-month tour in Korea.
For more information on this program please see the FAQ's or contact
your HRC career manager. |
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Official Army News Release
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Fact Sheet |
FAQ's |
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February 09, 2004, --
The Department of the
Army announced Force Stabilization and its two manning strategies that
will fundamentally change how the Army assigns Soldiers to its warfighting forces.
For more information on this CSA Focus Area, please read our
FAQ. For additional information please contact your Human Resources
Command Career Manager. |
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Welcome to the OPMD Web site. It is my intent
that you will frequently use our Web sites in order to maintain the most
current situational awareness for all personnel issues of interest to
the officer corps. |
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February 03, 2004
-- 100 Day Update to the Officer Corps:
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"We are not Business as usual." LINK
to REST of letter |
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January 07, 2004
-- Army Times Interview w/ BG Hernandez:
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Q: Is there a lot of change going on in the officer
personnel business?
A: We are at war, and that is significant. The more we can get the
officer corps to think about that, the better it will be. We are looking
through a different lens... than we did in the past.
LINK to
REST of interview |
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