Da 2166 9 1 Template

Guidelines on Filling in Da 2166 9 1

Filling out the DA Form 2166-9-1, often known as the NCO Evaluation Report for sergeants, is a procedural task that requires attention to detail. This process plays a critical role in summarizing an NCO's performance and potential for further leadership roles. It's guided by specific Army regulations to ensure fairness and objectivity. Understanding the significance and the components of this form is essential before embarking on the completion process. Here is a step-by-step guide designed to assist in accurately completing the DA Form 2166-9-1.

1. Begin with PART I - ADMINISTRATIVE DATA. Enter the NCO's basic information including name, SSN or DOD ID No., rank, and date of rank. Also, include the Primary Military Occupational Specialty Code (PMOSC), unit, organization, zip code or APO, major command, status code, unit identification code (UIC), and reason for submission.
2. In the same section, specify the period covered by this evaluation, the total number of rated months, any applicable non-rated codes, the number of enclosures, and the NCO's email address (ensure it is a .gov or .mil address).
3. Proceed to PART II - AUTHENTICATION. Fill in the rater, senior rater, and supplementary reviewer’s names, SSN or DOD ID numbers, ranks, PMOSC/Branch, organization, duty assignments, and email addresses.
4. In the authentication section, specify if a supplementary review is required and include comments if applicable. All parties involved must sign and date their respective sections.
5. For PART III - DUTY DESCRIPTION, articulate the NCO’s principal duty title, duty MOSC, list daily duties and scope, areas of special emphasis, and appointed duties as precisely as possible.
6. In PART IV - PERFORMANCE EVALUATION, start by indicating the APFT (Army Physical Fitness Test) status, including pass/fail/profile, date of the test, and the NCO’s height and weight.
7. Still in Part IV, evaluate the NCO's performance across various competencies such as character, presence, intellect, leadership, development, and achievement capabilities. Provide specific comments and examples to support each rating.
8. The RATER OVERALL PERFORMANCE section requires the rater to give an overall assessment of the NCO's performance compared to others of the same grade.
9. Move to PART V - SENIOR RATER OVERALL POTENTIAL. Here, the senior rater must select a box that best represents the rated NCO's potential compared to others of the same grade and provide comments on this assessment.
10. Lastly, suggest two successive assignments and one broadening assignment that would benefit the NCO's career development. The senior rater should fill this out based on the NCO’s performance and potential.

After carefully completing each section, review the document for accuracy and completeness. Ensuring all relevant parties have filled their sections correctly is critical before finalizing the process. This form not only reflects an NCO's past performance but also provides a roadmap for future growth, making its meticulous completion essential.

What is the purpose of the DA Form 2166-9-1?

The DA Form 2166-9-1, known as the NCO Evaluation Report (SGT), serves as a standardized assessment tool for evaluating the performance and potential of non-commissioned officers (NCOs) in the grade of Sergeant within the United States Army. Its primary purpose is to document an NCO's performance to support decisions on promotions, assignments, retention, and professional development. By evaluating attributes, competencies, and professional accomplishments, the form provides a comprehensive record that guides leadership decisions and NCO career progression.

How is the DA Form 2166-9-1 structured?

The DA Form 2166-9-1 is structured into five main parts:

1. Part I - Administrative Data: Collects basic information about the NCO being evaluated, including name, Social Security Number or DOD Identification Number, rank, and dates relevant to the evaluation.
2. Part II - Authentication: Details the raters involved in the evaluation, their signatures, and confirmation of counseling dates.
3. Part III - Duty Description: Describes the principal duty title, significant responsibilities, and areas of emphasis for the NCO.
4. Part IV - Performance Evaluation, Professionalism, Attributes, and Competencies: Evaluated by the rater, this section assesses the NCO’s performance against defined Army values and competencies.
5. Part V - Senior Rater Overall Potential: The senior rater evaluates the NCO's potential for future roles, including recommendations for successive and broadening assignments.

What criteria are used for evaluating an NCO in the DA Form 2166-9-1?

The criteria for evaluating an NCO using the DA Form 2166-9-1 encompass a broad range of performance indicators and leadership attributes, including:

• Adherence to Army Values
• Empathy towards soldiers and civilians
• Warrior Ethos/Service Ethos and Discipline
• Military and professional bearing
• Mental agility and sound judgment
• Ability to lead others and build trust
• Development of a positive command/workplace environment
• Ability to achieve desired results

These criteria provide a holistic view of the NCO's performance and potential within the Army's leadership framework.

What is the process for submitting the DA Form 2166-9-1?

The process for submitting the DA Form 2166-9-1 involves several important steps:

• The rater completes the performance evaluation and discusses it with the NCO being evaluated, including the initial and ongoing counseling sessions documented in Part II.
• Both the rater and the NCO sign off on the form to acknowledge the evaluation has been reviewed.
• The form is then forwarded to the senior rater for evaluation of the NCO’s potential and the completion of Part V.
• If a supplementary review is required, the appropriate individual will complete their review and add any necessary comments.
• Once all sections are completed and signed, the form is submitted to the designated administrative office for processing and inclusion in the NCO's personnel file.

Can an NCO appeal their evaluation on a DA Form 2166-9-1?

Yes, an NCO has the right to appeal their evaluation as noted in AR 623-3. The appeal process is designed to address concerns an NCO may have regarding errors, unjust ratings, or administrative mistakes in their evaluation. NCOs wishing to appeal should:

• Review the specifics of the appeals process as outlined in AR 623-3 to understand the grounds for an appeal and the necessary supporting documentation.
• Submit a formal written appeal through their chain of command, providing clear evidence to support their case.
• Be aware that appeals must be submitted within three years from the date of the evaluation report.

The appeals process ensures fairness and accuracy in the evaluation system, allowing NCOs the opportunity to contest evaluations they believe do not accurately reflect their performance or potential.

Filling out the DA Form 2166-9-1, which is used for evaluating non-commissioned officers in the U.S. Army, requires attention to detail and a clear understanding of instructions. Here are common mistakes that people often make when completing this form:

1. Incorrect or Missing Administrative Data: Many individuals overlook the administrative section (PART I - ADMINISTRATIVE DATA), which includes critical details such as name, rank, and unit information. It is essential to double-check that all fields are filled out accurately and reflect the current status of the NCO being evaluated.

2. Failing to Adhere to the Evaluation Period: The period covered (item j. PERIOD COVERED FROM THRU YEAR MONTH DAY) is often misreported. Evaluators must ensure that they report the evaluation for the correct timeframe, as this period directly impacts the rated NCO’s career progression.

3. Omitting Rater and Senior Rater Details: Items under PART II - AUTHENTICATION, including the rater and senior rater's name, rank, and signature, are frequently filled incorrectly or left blank. This omission can invalidate the evaluation, as these details verify the authenticity of the evaluation and the authority of those providing it.

4. Misunderstanding the Performance Evaluation Section: In PART IV - PERFORMANCE EVALUATION, PROFESSIONALISM, ATTRIBUTES, AND COMPETENCIES, evaluators sometimes make the mistake of not providing specific, behavior-based bullet comments to support ratings, especially when marking "Did Not Meet Standard." Comments must be concise, relevant, and directly related to the NCO's performance and duties.

Ensuring accuracy and completeness when filling out the DA Form 2166-9-1 is crucial for the fair and effective evaluation of NCOs. Avoiding these common mistakes can significantly impact an NCO's career development and progression.

The DA Form 2166-9-1, part of a series of documents for the evaluation reports within the United States Army, specifically focuses on Non-Commissioned Officers (NCOs). To comprehensively assess and document an NCO's performance and potential, users often require additional forms and documents that complement DA Form 2166-9-1. Below is an exploration of those documents, providing clarity on their purpose and how they fit into the broader performance evaluation process.

• DA Form 2166-9-2: This form serves as the NCO Evaluation Report for Staff Sergeant to Sergeant Major. It is used for evaluating NCOs in higher ranks than those assessed by the DA Form 2166-9-1, focusing on leadership abilities, job competencies, and overall performance.
• DA Form 2166-9-1A: Known as the NCOER Support Form, it accompanies the DA 2166-9 series. It's utilized for setting clear expectations and goals between the rater and ratee at the beginning of the evaluation period. It also assists in guiding the professional development and counseling of the NCO throughout the evaluation process.
• DA Form 638: This form is used for recommending awards and decorations for Army personnel. While not a direct part of the performance evaluation process, achievements and recognitions documented on this form can supplement an NCO's evaluation by providing concrete examples of exemplary service or achievement.
• DA Form 1059: The Service School Academic Evaluation Report documents the performance of personnel attending military training and educational courses. Performance in such courses, as recorded on DA Form 1059, can impact an NCO's evaluation by highlighting their professional development and specialized competencies.
• DA Form 4856: This is the Developmental Counseling Form used throughout the Army for documenting counseling sessions between leaders and their subordinates. While not part of the formal evaluation process, information from these sessions can inform the evaluation, particularly in areas related to leadership, personal development, and performance improvement.

Understanding the role of each of these documents can provide Army personnel with a clearer view of the performance evaluation process, making it more effective and streamlined. While the DA Form 2166-9-1 serves as a focal point for assessing sergeant-grade NCOs, the supplementary forms and documents ensure a comprehensive evaluation, taking into account various aspects of an individual's career development and contributions to the Army.

• The Officer Evaluation Report (OER) form is similar because it assesses an officer's performance and potential in a structured format. Just as the NCO Evaluation Report (DA Form 2166-9-1) documents the performance and leadership abilities of non-commissioned officers, the OER captures similar information for commissioned officers, focusing on their leadership qualities, responsibilities, and achievements.

• The Civilian Evaluation Report mirrors the DA 2166 9 1 by evaluating the performance of civilian employees within the Department of Defense. It covers areas such as the employee's achievements, productivity, and how well they meet their job responsibilities, akin to how the NCO report assesses military personnel's performance.

• The Academic Evaluation Report (AER) shares similarities by evaluating an individual's performance in an academic setting, typically within military education and training programs. Like the DA 2166 9 1 form, it assesses performance, but in the context of educational achievements and learning outcomes.

• The Individual Development Plan (IDP) is related in its goal to outline and track an individual's professional development over time. Though not a direct evaluation, it complements forms like the DA 2166 9 1 by setting performance benchmarks and goals, helping individuals improve their competencies in a structured manner.

• The Performance Improvement Plan (PIP) is akin to the DA 2166 9 1 in that it is used to address and document areas of improvement for an individual. Where the DA 2166 9 1 might identify areas needing development, a PIP sets forth a specific plan for achieving improvement in those areas.

• The Job Description form reflects aspects of the DA 2166 9 1's Part III, where the duties and responsibilities of the NCO are detailed. This form outlines the expectations and responsibilities of a position, providing a basis for evaluating how well an individual fulfills their role.

• The Fitness Report for the Marine Corps bears resemblance, offering a comprehensive evaluation of a Marine's performance, both in physical fitness and job-specific roles. Like the DA 2166 9 1, it assesses attributes and competencies critical to military service and leadership.

• The Airman Comprehensive Assessment (ACA) sheet, used in the Air Force, parallels the DA 2166 9 1 by providing a structured approach for evaluating an airman's performance, leadership qualities, and potential for future roles. It similarly focuses on professionalism, job performance, and personal development.

Completing the DA Form 2166-9-1, known as the NCO Evaluation Report for Sergeants, requires careful attention to detail and understanding of its requirements. To ensure an accurate and beneficial evaluation process, consider the following dos and don'ts:

• Do ensure all administrative data in Part I is accurate. This includes checking the name, SSN or DOD ID No., rank, and unit information for correctness. Misinformation here can lead to processing delays or errors in the servicemember's record.
• Don't rush through the form. Take your time to accurately complete each section, particularly when evaluating the NCO's performance and potential in Parts IV and V. Thoughtful assessments are crucial for their career development.
• Do use the rated NCO’s full name and correct identification number. Consistency in identification helps maintain the integrity of the evaluation process and ensures the proper individual receives the evaluation.
• Don't leave mandatory fields blank. If a section must be completed, such as the counseling dates in Part IID, do not overlook these. Incomplete forms may be returned or not processed, affecting the NCO's record and advancement.
• Do be specific and objective in your evaluations. When filling out comments in Part IV, be as detailed as possible while remaining unbiased. Use clear examples that demonstrate the NCO’s performance and competencies.
• Don't include personal opinions or irrelevant information. Stick to professional evaluations related to duties and performance. The focus should be on the NCO's work and capabilities, not personal feelings or unrelated matters.
• Do discuss the evaluation with the rated NCO. It’s beneficial for their development to understand how they are perceived in terms of professionalism, attributes, and competencies. This fosters a culture of improvement and transparency.
• Don't forget to review and double-check the form before submission. Incorrect information or typos can lead to misunderstandings or a perceived lack of attention to detail. Ensure the form is complete, accurate, and reflects a thorough evaluation.

By adhering to these guidelines, the DA Form 2166-9-1 can be an effective tool in providing meaningful feedback and supporting the growth and advancement of NCOs within the Army. Remember, this evaluation not only affects the individual's career trajectory but also the effectiveness and morale of the unit as a whole.

Misconceptions about the DA Form 2166-9-1, the NCO Evaluation Report (SGT), are common among service members. It's crucial to understand the facts behind these misconceptions to ensure the accurate completion and use of this evaluation tool. Here are four common myths debunked:

• Only the NCO's performance during the rating period matters. While the primary focus is on the rating period, the form is also an opportunity to document growth and development over time. It considers an NCO's entire career trajectory, not just isolated moments of achievement or failure within the designated period.
• Signature implies agreement. Many believe that by signing the form, the rated NCO agrees with the evaluation's content. However, the signature merely acknowledges that the NCO has seen the report and confirms the accuracy of Part I administrative data, the rating officials, counseling dates, and duty descriptions. It does not indicate agreement or disagreement with the evaluations made by the rater and senior rater.
• Physical fitness test (APFT) results are the only measure of fitness. While APFT results are a critical component of the evaluation, the form also considers overall fitness and military bearing under the "Presence" section. This broader perspective allows raters to assess physical fitness comprehensively, including adherence to weight standards and overall physical readiness, beyond just the APFT scores.
• The form is only about current performance. Although evaluating an NCO's current performance is a significant component, the DA Form 2166-9-1 also focuses on potential. The Senior Rater Overall Potential section allows senior raters to compare the rated NCO's potential against peers and suggest future roles and responsibilities. This forward-looking perspective helps in planning and developing the career paths of NCOs.

Understanding these aspects of the DA Form 2166-9-1 can help NCOs and their raters ensure a more accurate and developmental evaluation process. It's vital to read and interpret all sections of the form comprehensively, recognizing its role in career development, rather than viewing it solely as a performance assessment tool.

When preparing to fill out the DA Form 2166-9-1, the NCO Evaluation Report (SGT), it's crucial to accurately and comprehensively understand each part to ensure a complete and accurate evaluation. Here are key takeaways to guide you through the process:

• Ensure all administrative data in Part I is correct and fully completed, including name, rank, social security number or DOD ID No., and unit information. This foundational accuracy sets the tone for the entire evaluation.
• Part II requires authentication by the Rater, Senior Rater, and Supplementary Reviewer (if applicable), including their names, signatures, and official contact information (.gov or .mil email addresses). It's important these sections are carefully reviewed and signed as they validate the assessment.
• The Duty Description in Part III should thoroughly describe the rated NCO's principal duty title, daily responsibilities, and areas of special emphasis. Highlighting the scope of responsibility, including supervision of personnel, equipment, facilities, and budget, provides context for the performance evaluation.
• Performance, professionalism, attributes, and competencies assessed in Part IV must be accurately marked to reflect the NCO’s adherence to Army Values and performance standards. Each area requires specific comments for standards not met, and these comments should be precise, providing clear examples of performance or areas needing improvement.
• The APFT (Army Physical Fitness Test) and Army Body Composition Program compliance in Part IVa and IVb are crucial elements of the evaluation, and any non-compliance or failure must be specifically commented on, affecting the overall evaluation of the NCO's professionalism and presence.
• Senior Rater comments in Part V assess the NCO’s overall potential and recommend future assignments. It's vital to be honest and forward-looking in these assessments, ensuring the NCO is placed in positions that will both challenge them and benefit the Army.
• The rated NCO’s acknowledgment through their signature does not indicate agreement or disagreement with the evaluations but confirms the accuracy of administrative data and awareness of the appeal process if disagreements arise. Understanding the appeals process detailed in AR 623-3 can be critical for NCOs reviewing their evaluation.

This form is a detailed and comprehensive tool for evaluating NCO performance and potential. Accuracy, thoroughness, and honesty in each section ensure fair and useful evaluations that contribute to the individual's career development and the Army's mission.