• While a motivated troop, the individual needs to maintain formality when in the presence of Soldiers and avoid fraternizing with lower ranks.
  • The soldier frequently shows disrespect to NCOs, avoids complying with orders, and requires constant supervision.
  • Although the individual has unlimited potential, further guidance is needed in certain areas.
  • While an excellent technician, the soldier needs to work on tact and communication skills.


  • Due to ignorance of local procedures, the soldier wasted resources, and retraining is recommended.
  • The soldier did not attempt to find alternate solutions or report obstacles, resulting in delayed shift changes.
  • Tasks were only completed after being brought to their attention, indicating a need for improved follow-up and thoroughness.
  • The soldier under-performed during the rating period, leading to mission failure.
  • Out of the assigned mission, the soldier enlisted only 66.6% of the required soldiers.


  • The soldier’s uniform and bearing do not meet standards, which may hold them back despite above-average performance.
  • Spending too much time on personal calls and not adhering to common office courtesies needs improvement.
  • Although displaying outstanding aerobic fitness, the soldier barely meets minimum standards in the Army Weight Control Program.
  • While delegation and supervisory skills exceed expectations, tact is required when addressing subordinates.
  • The soldier exhibited substandard appearance and military bearing, particularly for an NCO of their maturity.
  • Fraternizing with lower-grade soldiers threatened unit discipline and displayed undue familiarity.
  • The soldier failed to meet the body fat standards, removed themselves from the AWCP, and experienced weight loss.
  • Due to being on profile, the soldier cannot participate in physical training events or conduct an Army Physical Fitness Test.
  • Failing to follow the chain of command caused a perception of favoritism among the soldiers.
  • The soldier did not make significant efforts to improve during the reporting period and is deemed unfit for retention.
  • Unprofessional appearance and lack of military bearing were observed in the soldier’s conduct.
  • Attempting to abuse position and authority to cheat on a previous record APFT is not acceptable behavior.
  • Complaining about field time and deployments adversely affected morale and discipline.
  • Ineffective weight management resulted in constant placement on the Army Weight Control Program.


  • Allowing personal feelings and relationships to interfere with managing for results is a weakness that needs to be addressed.
  • Aggressively attacking missions based on personal priorities undermines effective leadership.
  • Being apprehensive in the face of moral adversity indicates a need for growth in ethical decision-making.
  • Betraying the trust and loyalty of peers and subordinates is a serious breach of leadership principles.
  • Demonstrating poor leadership by failing to execute movement timelines and causing delays reflects a lack of organizational skills.
  • Displaying questionable leadership ability by engaging in unlawful alcohol use in a deployed environment sets a poor example.
  • While exhibiting strong ability to lead soldiers, lacking effective communication skills and tact as an NCO hinders credibility.
  • Failing to consistently inspect soldiers and their equipment results in decreased unit readiness.
  • Not living up to obligations raises concerns about dependability and reliability.
  • Failing to set the example by driving with a junior soldier after driving privileges were revoked shows disregard for rules and discipline.
  • Not taking responsibility for the actions of soldiers under one’s charge is a sign of ineffective leadership.
  • Needing constant reminders to counsel and mentor soldiers indicates a lack of initiative and proactive leadership.
  • While a positive and effective leader, enthusiasm for teaching subordinates needs improvement.
  • Lacking the moral conscience of an Army leader raises concerns about ethical decision-making.
  • Leaving a squad unsupervised during Annual Training shows a lack of responsibility and jeopardizes safety.
  • Respecting and following lawful orders from superiors, regardless of personal thoughts, is crucial for maintaining discipline.
  • The perception of favoritism adversely affects morale and discipline within the section.
  • Demonstrating questionable leadership ability by failing to set an example for junior NCOs and soldiers raises concerns.
  • Being relieved for misconduct and displaying conduct inconsistent with Army values reflects a serious failure in leadership.
  • Setting a poor example by “calling in sick” and not disciplining soldiers who do the same undermines discipline and integrity.
  • Sometimes not understanding the importance of one’s position and needing improvement in leadership and managerial skills hinder qualification for the next rank.


  • Not being qualified due to deployment during annual training visit requires addressing the qualification gap.
  • Failing to meet minimum selection requirements necessitates counseling to determine the cause of the trend.
  • Not taking advantage of opportunities for advancement indicates a lack of proactive self-improvement.
  • Learning to prioritize training ahead of unit activities is crucial for maintaining readiness.
  • Failure to plan ahead or manage current training requirements results in reduced readiness.
  • Making significant progress in qualification but needing more experience before advancement indicates potential for growth.
  • Lacking patience and losing control during training hampers effectiveness in teaching subordinates.
  • Going AWOL for 41 days and neglecting basic soldier responsibilities raises serious concerns about discipline and commitment.
  • Below-average performance and the immediate need for retraining require intervention and improvement.
  • Being indifferent to suggestions for advancement and missing opportunities for improvement hinders professional growth.
  • Negatively affecting the state of readiness through certain actions requires accountability and improvement.
  • Overcoming obstacles to advancement but needing further training before progression indicates potential for growth.
  • Successfully assisting in the training of two NCOs on basic duties associated with the Intel Watch reflects leadership potential.
  • Inability to relate to trainees and lacking good people skills hinder effective leadership.
  • Not utilizing off-duty time for study or self-improvement leads to a lack of progress in qualification.


  • Following orders but not attempting to become shop-qualified or make progress in training signifies a lack of initiative.
  • Working well under supervision but needing to develop self-discipline and the ability to work independently.
  • Ignoring daily taskings and lacking records leading to multiple write-ups during QA inspection undermines efficiency.
  • Turning down opportunities for new experiences and professional growth indicates stagnation in responsibility and advancement.
  • Being uncooperative when corrected and consistently showing a lack of interest in section goals hampers teamwork.
  • Not supporting organizational morale events weakens camaraderie and unit cohesion.
  • Failing to follow orders resulting in the loss of security clearance and undermanning the section raises serious concerns.
  • Being unreliable and frequently late for shifts requires intervention and recommendations for improvement.
  • Reporting to work under the influence of alcohol and being unable to execute duties as a wheeled mechanic shows a lack of professionalism.
  • Disappointing mentors despite being entrusted with critical tasks reflects a failure to meet expectations.
  • Inability to maintain production rate in the absence of supervision demonstrates a lack of self-motivation and responsibility.
  • Being unable to oversee safe delivery of tasks and requiring constant supervision raises concerns about competence.
  • Negligence in meeting responsibilities causing obstacles to mission accomplishment requires improvement.
  • Failing to supervise subordinates or follow procedures resulting in the loss of equipment indicates a lack of accountability.
  • Leaving soldiers unsupervised during an unexcused absence from duty poses risks to inexperienced soldiers’ safety.
  • Failing to understand the importance of duties and avoiding responsibility hampers mission effectiveness.
  • Demonstrating little regard for the security and accountability of sensitive items during deployments delays operations and compromises security.
  • Needing constant reminders to counsel and mentor soldiers suggests a lack of initiative and proactive leadership.
  • Failing to identify critical mistakes leading to reduced productivity and wasted time and funds indicates a lack of attention to detail.
  • Struggling to meet expectations and internal suspenses increases the workload of peers.
  • Accomplishing all tasks to the minimum standard suggests a lack of ambition and dedication to excellence.

Rater Comments

  • Failing to render proper respect to NCOs and damaging shop cohesion indicates a lack of professionalism and teamwork.
  • Allowing personal family issues to affect performance raises concerns about the soldier’s ability to fulfill duties and maintain safety.
  • A combative attitude that is counter-productive to goals and a liability to the command needs to be addressed.
  • Not being a contributing member of the U.S. Army and displaying behavior that warrants immediate removal from positions of responsibility is a serious concern.
  • Failure to recover from a family crisis, ignoring support, and neglecting responsibilities require counseling and intervention.
  • Declining to attend NCOES schools and delaying further development as a leader negatively impacts the squad’s supervision.
  • Demonstrating a lack of skill in certain duties while having potential suggests the need for doubling training efforts.
  • Continuously having difficulty completing assigned tasks despite increasing assistance and training may warrant reclassification.
  • Being a technical SME but lacking morale within the unit suggests the potential for better performance in another command.
  • Not recommending for promotion at this time but with further mentorship and training, the soldier may be ready for greater responsibility.
  • Not complying with regulations and posing a threat to battery safety may warrant discharge at the earliest opportunity.
  • Lacking the necessary qualities for advancement raises concerns about professional growth and leadership potential.
  • Displaying a lack of preference for leadership positions and a failure to command respect from subordinates undermines effective leadership.
  • Failing to meet brigade standards raises concerns about retention.
  • Uncooperative behavior and a combative attitude counterproductive to the command’s goals pose a liability to the unit.
  • Difficulty understanding, acknowledging, and accepting constructive criticism limits potential and growth.
  • Suggesting to keep the soldier with troops to benefit from leadership and selfless service.
  • Lacking experience and understanding the importance of advancement hampers professional growth.
  • Displaying immaturity, poor judgment, and needing further development warrant intervention.
  • Maintaining the soldier at the current position due to lowered morale within the section caused by personal life events.
  • Consistently failing to perform required duties and requiring direct supervision raises concerns about capability.
  • A great overall performance severely impacted by a lapse in judgment during the rating period, failing to uphold Army values.
  • Needing assistance to meet deadlines and benefiting from improvement in delegation, prioritization, and multitasking.
  • Performance sometimes above average but erratic and undependable, lacking reliability in completing assignments.
  • Performing at expected levels without distinguishing from peers.
  • Promoting at the convenience of the Army.
  • Allowing family issues to affect performance, resulting in a decline in reliability.
  • Promoting to SFC if slots are available and sending to ALC immediately.
  • Promoting to Staff Sergeant with peers and grooming as a squad leader.
  • Promoting when NCOES is complete.
  • Putting forward effort but unable to progress, considering reclassification.
  • Rater being relieved during the rating period raises concerns about the accuracy and fairness of the evaluation.
  • Recommending providing the soldier with time to refocus on the Army and being an NCO in a less demanding position.
  • Sending to Advanced Leaders Course when a slot is available.
  • Negative attitude detrimental to morale and a threat to unit mission success, recommending transfer.
  • Being unable to adjust to deployment or the diverse demands of a joint environment.
  • Being unable to report to work on time and requiring constant supervision raises concerns about retention.
  • Having unlimited potential but needing work on leadership and problem-solving before taking on greater responsibilities.

Redeployment Problems

  • Attempting to assist other soldiers with pre-deployment training but unable to express due to a nervous condition requires attention and support.
  • Complying with training requirements but experiencing slow progress after redeployment may warrant counseling and support.
  • Dedication to the well-being of soldiers but neglecting personal health to the point of threatening the mission requires intervention.
  • Exemplifying a total soldier but showing impatience for training since redeployment raises concerns about adapting to post-deployment routines.
  • Declining performance since redeployment, with efforts requiring more effort and yielding diminished results, needs investigation and support.
  • Showing aptitude for operations planning but being unable to work with peers or participate in group planning necessitates counseling.
  • Excelling as a vehicle maintainer but experiencing a decreased turnaround time after the Afghan rotation warrants attention and support.
  • Contributing to unit success in operations while experiencing deteriorated family life and frequent lateness for work requires intervention.
  • Displaying alternately keen motivation and distrust and unwillingness to follow orders may warrant a medical evaluation.
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