A few years ago I had the opportunity to be the Senior Rater for an outstanding young officer, who was Major at the time. He had come over to the Strategic Intelligence Career Field after having had Battery Command in the Field Artillery.
While he been assigned to USARCENT the G2 preferred for him to remain at the Main Command Post so his deployment time was minimal. Moreover, because he was a part of the Red Team I knew he was going to have to have a strong Senior Rater narrative to get promoted and because my profile was small it would have to be the narrative that would carry the day. This is what I wrote. Advice to raters and senior raters–don’t just canned words down on a piece of paper when you rate someone–you owe it to the rated officer–to carefully communicate to the board his or her potential or lack of potential. Remember the hardest report to write in on the officer who is neither a superstar or a dud; but who shows up every day, is diligent, and provides solid work.
X’s performance of duty has been singularly outstanding. A consummate professional X’s keen intellect, sense of duty, and willingness to take positions which challenge conventional wisdom make him a critical part of the Red Team. Xs ability as a Strategic Intelligence is unsurpassed as he combines experience gained as a combat arms officer and keen intellect to produce readable original Strategic Assessments which inform and provide understanding of why things are in the CENTCOM AOR. He avoids the trap of accepting others judgement and does his own analysis and makes informed assessments based on facts and not regurgitated assumptions. X’s potential is unlimited, he should be considered for early attendance to either National Defense University or Naval War College.